Communicating The Value of Human Resource$

With everything from recruiting, training programs, compliance-oriented tasks, benefits administration and more and the role of HR Professionals continues to expand.  I believe the next step in the evolution of our profession is to gain the proverbial “seat at the table” and for those in progressive companies is to secure it permanently and maximizing the potential.  It is our job as a group of colleagues to propel our roles into this next echelon – but how can we do that?  In order for us to accomplish this we all need to speak the language of the C-suite and quantify our positions into terms they can understand.

I believe it is a misconception that those who practice human resources do so because they are “people people,” that engagement with employees and the desire to build connections drives us at the workplace.  While this may be the case in your particular circumstance we also need to show that we are keenly interested in the company’s bottom line and be able to convert our profession into dollars and cents figures as much as possible.  This will help to convey our input and value in terms that are easily interpreted and, more importantly, show what we can do to an organization’s balance sheet.  Below are some areas that you can quickly and easily place a numerical figure:

Administrative Expenses Many outsourced processes are looking to streamline and actually charge a premium to use particular methods when it comes to utilizing them.  One example is a 401k program; after doing some research it was found that switching to a paperless system actually saved our company $500 per month(!).  Doing some due diligence may allow you to find similar cost-saving measures that have nil to zero impact on your company – except saving money.

Recruiting Costs Using a professional recruiter, an organization can expect to pay anywhere from 15-40% of an individual’s yearly salary per position – if not more.  If you are able to use a company resource, independent job posting or referral you can quickly and easily show a value saved to your organization.  Once an individual has been with the company more than 90 days and if they are a good fit you can conservatively estimate the saved costs to your company by taking 15% of that individual’s salary (sans whichever costs in terms of time and expenses you had) and add that to your financial contribution.

Reducing Turnover This is a huge area for HR professionals and an area we are always looking to improve.  While there are many unquantifiable issues with turnover including decreased morale, lost knowledge and potential damage to employer brand, what actual costs go into turnover?  There are many, including but not limited to administrative fees, applicable benefits for departing employees, portion of time spent training employee, lack of productivity during introductory period, amongst others (a SHRM worksheet, originally provided by the Department of Labor, helps to fully explain all parameters catered to your organization here.  In very brief terms the cost to replace an employee is between 30-150% of an employee’s annual salary.  If you can reduce the turnover during a period of time, give yourself and your department credit for saving 50% of all salaries based from the turnover decrease.

While these items are certainly not 100% and need to be monitored to ensure fairness and quality of operations they are a great way of using concrete figures to help communicate the sometimes vague benefits of a HR department.  With this information at your disposal you can then propose for additional spending in areas that would truly help the company – and you’ll have the vernacular to speak to the C-suite, have your voice heard and be a central partner in your organization.

Thoughts and feedback welcome!

@kcoynehr

The Mutualism Of Volunteering

In nature when plants and animals of different species interact in their relationships generally fall into one of three categories when it comes to how they impact each other.  Parasitic relationships are ones where one party benefits at the other's expense.  There are some relationships where one party benefits but the other is relatively unaffected.  One example is a small bird riding the back of a giant rhinoceros - the bird gets a free ride and the rhinoceros, given it's size, is usually none the wiser.  The final and most advantageous relationship is mutualism, one where all parties that interact together benefit.

After attending a GMSHRM event yesterday evening encouraging mentoring and civic involvement for HR professionals I felt a lot of truth and validity in their words.  During my off time I went and visited the humorous apparel distributor BustedTees where they have a T-Shirt that reads "Volunteering: It Doesn't Pay".  This made me think - yes, by definition there are no monetary benefits – but on multiple levels there are positives for all involved, including…

The Organization You Volunteer For Benefits Whether it is for a school, community group, professional organization – you’re doing a service to help out others.  To truly unlock your passions I’d recommend aligning your volunteering with causes that have a personal reach.  One example that comes to mind is a colleague of mine who was in a major car accident and received 4 pints of blood to save her life – now she helps to organize drives with the local blood bank.  This sense of a personal mission not only benefits the community at large but also…

Volunteering Creates an Intrinsic Satisfaction Generally when individuals volunteer their time they feel that they are contributing to a cause and giving of their time to make a difference.  This creates a sense of mild euphoria for many people and can have a profoundly positive impact on one’s life.  This positive aura often translates into other areas of one’s life, including the professional arena.  As the axiom says, happy employees make happy customers!

It Can Help To Build Your Network Volunteering will help you to meet new individuals from all walks of life and generally there will be many common threads between the individuals you encounter and work with in these programs.  Many relationships, personal and professional, have been forged in this manner.  This is a great way to become interlaced in a community and meet influential persons.  Networking is an essential part of career development and some of the individuals you meet may have a profound impact on your future.

One final point, not to be forgotten –

It Helps Your Personal Brand Sometimes lost in the shuffle is that volunteering can help to establish yourself and your identity.  The others that you work with when you give your energy and time see you in a new dimension and it certainly adds a layer to your professional identity.  This is why volunteering is highly recommended for all persons regardless of career status or position – it is truly a win-win for all involved and the results really do “pay” when you pay it forward.

How can you get involved?  Organizations and volunteer boards are always looking for assistance!  Ask those in your network, professional affiliations, friends and neighbors about the opportunities that exist near you.  Find one that aligns with personal passions of yours and get involved where everybody truly wins!

-Kevin
@kcoynehr

Tips And Suggestions For A Successful Phone Interview

In today's recruiting world with the advents of modern technology and mobile devices contact between interviewers and interviewees is easier than ever.  Lately I have been participating in many phone interviews - some have been fantastic, some could have gone better.  In the interest of paying it forward and educating those who are in this process here are some advices that will (hopefully) serve you well going forward.

Create a professional e-mail address
Have you ever received a communique from an organization where the address is "baseballfan437@company.com" or "ILUVBIEBER_999@organization.org"?  Neither have I.  However I daily receive resumes where these informal e-mail addresses are featured prominently on the top of professional resumes and right off the bat it leaves a questionable opinion about the individual.  First impressions are critical and your e-mail address should be comparable to that or the company you are applying for.

Be truly available - not just there - at the time of the call
When I schedule a phone interview I first touch base with the candidate and schedule a time with them within the next 24-48 hours.  There have been situations where I have been speaking with the individual and they were driving a car, with friends, outside with the wind blowing, etc.  When the interview is set ensure that you have the time to speak with the interviewer (I'd recommend leaving a full hour, if possible) in a quiet setting without interruptions.  If the the company is making time for you, make time for them.

Move the call to a land-line
Nearly everybody has a cell phone which is great for initial contact and quick calls but it is certainly not the best medium for an extended call.  Additionally mobile devices are more susceptible to reception issues, battery life, technical difficulties - not to mention that the interviewer will more than likely be using a land line themselves.  A hard wire phone will allow you to have a much more reliable, clear and strong connection - not to mention will help you to stand out amongst those speaking via cell!  Additionally a cellular phone can be used as a backup plan which is always good to have in your pocket (no pun intended).  I highly recommend that, when scheduling a phone interview, offer an alternate contact number to their interviewer to speak to you using a land line phone.  They will be more than happy to oblige.

Keep your answers succinct
It is human nature to be distracted easily (and despite my best attempts - full disclosure - I have succumb from time to time).  When the interviewee is not actually present and the interviewer is in their office with e-mails on their computer paperwork piling up on their desk minds can sometimes wander.  Your best course of action?  Keep your answers between 1-2 minutes - enough to provide ample detail but short enough to keep the interviewers interest and keep the process moving through the questions.

Be fully prepared
A good interviewer will provide you with background information before, such as the company's website, a full job description, the names of those you will be meeting, etc - use it!  I have been frustrated when I take the time to speak to somebody and they have not read or reviewed the details prior to a scheduled interview.  Additionally if the company has given you materials to review having them in front of you (as well as your cover letter, resume, etc) is highly encouraged.

Ask questions 
Phone interviews should be a two-way street - the company wants to find out more about you and you as a candidate should be asking questions about the job, the team, challenges, opportunities, etc.  I am always impressed by candidates who ask poignant questions as it shows the candidate has a professional curiosity, is really keen for the role, has done their homework and respects the time of all involved.

and my most critical suggestion...

Realize that moving forward the interviewer and yourself are now intertwined
What do I mean by that?  Typically if an individual performs well on an interview the next step is to bring them in person to the facility.  The interviewer now has an increased stake in the game as the candidates that they select to move to the subsequent rounds reflect on them as a professional.  As a recruiter if I am not impressed by somebody I have a very hard time introducing them to my colleagues and my boss as the caliber of the individuals I find reflects directly on me.

What does that mean for you?  Make the interviewer want to present you to their colleagues.  When speaking on the phone sound excited and energetic!  Demonstrate your professionalism and show how you're the right selection for the job.  Be somebody who YOU would want to bring in. If you keep that in mind (and the rest of the above) during your next phone interview you will be one step closer to landing that job you've always wanted

Kevin
@kcoynehr

Reactions to Citrix's "Work Anywhere" Workplace

Last Thursday evening with the South Florida Organizational Development Network (SFLODN) I had the opportunity to visit Citrix in Ft. Lauderdale and see their new "work anywhere" concept.  In a nutshell Citrix has taken part of the buildings and instead of having the traditional cubicles and corner office physical structures based off of position and hierarchy they have instead created a system of neighborhoods engineered to foster collaboration,  team work and cater to the needs of each individual based off what they are doing at that specific time.  Here is some more information via @SunSentinel here http://bit.ly/L306iy

A workplace that mirrors it's occupants

As technology evolves further and further, I saw a cardinal axiom of work is changing as well.  The phrase "What have you done for me lately" is morphing into "What can you do for me now?"  The instantaneous flow of free information has adjusted what we expect from our team members; nowadays it's not what you know, as information is easily and rapidly disseminated anywhere in real-time, but rather what are you doing with what you know.

I feel that Citrix has taken a step forward bearing this in mind.  By requiring it's employees to release themselves of books, binders and other physical tangible objects the company is requiring multiple progressive principles to be adopted by their teams.  First, all employees are required to understand and adapt themselves with current technologies.  Without them they cannot do their work and this necessitates their team members to be current and prepared.  Secondly, and perhaps on a more unconscious level, it creates compliance with the mentality described above, that all employees need to be ready at anytime, anywhere and, using modern technology, to be able to deliver in the limelight right now.

"It's all a case of history repeating"

As I heard more about this concept I thought of how human beings were eons ago and how our bodies fit that situation.  We as people are designed to move, roam and graze, dating back to the epochs of our former hunter-gather society.  Humans were not designed to have a sedentary lifestyle (which also attributes to the obesity dilemma our world now faces as well).  Instead of traversing against the grain and forcing it's employees into static workspaces Citrix, in my view, has adopted this mobile mentality forged over thousands of years.  In a unique case of "if you can't beat 'em' join 'em," Citrix has opted to incorporate the design of our minds and bodies into where they work.  The results?  While they may be unclear and subjective to the opinions of each user the fact that this is more aligned with how we are as a species looks promising.

Will it work for our company?

This is a question that was on my mind and also many of the other participants as well.  To be honest - I don't know for sure.  Citrix is a fast moving, creative technology company and their company goals and the products they develop align well with this workplace strategy.  For other types of organizations it may not be such a good fit.  That would be a discussion for you and senior management to have.  I also advocate employee engagement to gauge their response; see how your teams feel about such a radical change.  Also if you can visit Citrix to see it yourself that is highly recommended as well.  Maybe not going to the full degree of change but adapting some best practices may help you glean portions that would have the most beneficial impacts for your organization.

To close, it is an experiment and I appreciate the good people at Citrix for allowing our group to visit and learn about their facilities.  I admire their forward thinking and will keep an eye out to see what is next.  As always, thoughts and comments are welcomed and appreciated!

Kevin

Essentials of Onboarding

You've scoured the lands searching for the right candidate - not A candidate, but THE candidate - and you have been fortunate enough to secure them to work for your company.  They have signed on the dotted line and are starting on Monday.  But are you prepared to do your best to assimilate and retain this new hire?  Here are a few tips and points from my experience that have made a tremendous difference in having a smooth or rocky start for new team members.

Onboarding begins well before Day 1

First impressions are made within 7-10 seconds and they are very powerful and, if bad, can be very difficult to overcome.  From the moment your candidate first hears of the company, visits your website and sees your organization in the media an opinion is formed as to it's caliber and quality.  Maintaining these at an optimal level will help to leave a favorable image in the eyes and heart of your prodigy.  Additionally during the recruitment process - did you return calls and emails in a timely manner?  Were there any surprises or disappointments during the process?  Did you answer all questions fully and completely?  These are the small things that make a big difference in the infancy of professional relationships

Be prepared!

When your new team member arrives on Day 1 partner with your HR Manager and the other members of your leadership to formally welcome the new individual.  Having a small plant at the desk, keeping the workplace neat and tidy and having business cards ready are all small things that can excite your new employee and make them proud to be working at your organization.  Also take the time to introduce them to the team and help them start their internal network within the office - being new can be intimidating.  Additionally make sure that all orientation procedures that your company has to offer, from literature to presentations, are available and ready for your new employee.  Finally be prepared to spend a good portion of the day with your new employee - show them the facilities in depth and also do lunch.  This will help them to feel comfortable and welcome

Check-in Frequently

During the first few weeks of employment the expectations of what is to be done may not be 100% clear.  Having frequent meetings with your new team member will help them to best understand their new job as well as initiate the feedback loop to help reinforce positive performance and also curtail any behaviors or areas for improvement through coaching and training.

At the end of the day, showing care and going the extra mile will surely pay dividends in the long run.  Use this time to set the tone for an effective, positive working relationship - it is an invaluable investment.  This is not the end-all list for sure but the above are some valuable tips from experience that go a log way to bringing your new team member into the fold and up to speed sooner than later - as well as establish the relationship and rapport to build a long term career.  Your thoughts are also welcome and appreciated - please comment and share!

Kevin

Standing Out From The New White Noise

If falling asleep presents a difficulty, one home remedy of sorts for this is where an individual is told to focus on some idle, cursory noise, such as the rhythmic hum of a fan of the slight rumble of a freezer; anything monotonous enough to lull the individual into slumber.

Today the internet, technology and specifically social media has allowed anybody to reach out to virtually anybody else on Earth.  This is a double edged sword in that sometimes great, outstanding individuals can be lost in the shuffle, a new type of "white noise" comparable to that  described above.  Today we will dive into methods that each individual can be just that - an individual - and separate themselves from the background and enter the limelight.

Establish your professional brand

A close colleague of mine once said "differentiate or die."  Personally I think that is a bit extreme but there is much to be gleaned from that advice.  Being unique and different is a great way to stand out from the crowd and establish your professional identity.  Likewise if you take a vanilla approach and have a bland image lacking focus you may very well succumb to the proverbial white noise.  I can recollect when I was 15 years old I saw a Hearse with flames painted on the side and will never forget it (of course I urge you to stand out for the right reasons - just making a point).

Step outside your comfort zone

In Baz Luhrmann's mid-90's one hit wonder "Sunscreen Song" he advised all listeners to do one thing everyday that scared them.  In much the same way I urge all professionals to expand beyond the norm to help establish their image.  Doing things such as starting a blog, engaging in (or hosting) speaking engagements or obtaining an updated certification are great ways to increase your presence in your industry as well as create aspects of your profile to help you enter the limelight and shine.

Network, Network, Network!

Returning to the beginning of this post, so much is done by computers and via social media that the significance of a face-to-face meeting cannot be understated.  Rather than just being seen on a screen or on a piece of paper when others see you as a live individual the message you are trying to send takes on much greater significance.  I cannot take credit for this advice as it has been described by many of my professional contacts and friends but I can voucher for it's validity.  A few suggestions to get involved are with professional organizations, alumni network groups or you can check newspapers or online (such as www.meetup.com) to find likeminded individuals.

These are just a few suggestions - there are many more!  Glad to have input and shared ideas - feel free to comment!

Kevin

Telecommuting - Is It Right For You And Your Company?

Recently the CEO of Yahoo Melissa Meyer made a broad, sweeping decision that telecommuting would be prohibited at the company and that all employees had to come to work.  Personally I readily admit that I am not informed enough to judge the decision whether or not it was best for Yahoo but from my experience and research I have found that sweeping, dramatic changes that are not supported by the majority of constituents rarely work out.  For today's entry I'm going to put my two cents in for employers and employees regarding virtual workplaces.

For Employers - When it comes to offering the option of telecommuting for employees I think it is best to ask several questions up front to ascertain whether this work arrangement when it comes to each company.  Some key points include...

Is face-to-face communication important?  Some professions, especially those in a team environment, may benefit dramatically from seeing all participants live and in person.  Other independent positions, such as accountants, may not require the constant live human contact to share ideas and opinions and working remotely may be an option that is easier to exercise.
How often are employees out of the office to begin with?  Some positions, such as those in sales or recruiting, may need employees to be off site frequently and for extended periods of time.  If this is the case offering a telecommuting option may be the best idea to help with work/life balance with employees as well as save on overhead costs.
Are performance standards, metrics and expectations clear and are there strong channels of communication available?  This is integral to make sure your distance workers are on target and have the support and assistance they need to get the job done.

For Employees - Here are some key questions to ask yourselves to determine if this is the right solution for you...

What stage of your career are you in?  Networking, knowing the right people and being at the right place at the right time can be essential components in any career path.  While promotions and advancement are still possible working remotely you will likely have a much greater variety of professional experiences and meetings in an office setting versus being away.  I would advise those starting in their careers to avoid this option to help establish themselves and build rapport with colleagues.
Can you separate home and work environments?  When working at home, your house becomes your office and vice-versa.  Telecommuters have reported a blurring of realities which can go one of two ways; first, some say that because work is omnipresent that they never feel like they're "off the clock" while others have claimed that a myriad of personal distractions had affected their performance in a negative way.  Knowing your personalty and tendency is critical for making the best choice for yourself.

In conclusion I feel it is best for both employees and employers alike to look at each situation closely and determine what is the best in each individual scenario.  When I was in college I had a part time internship where I worked Tuesdays and Thursdays on-site and worked remotely on Friday.  This was a great balance - building relationships and experiences while avoiding the commute one day per week.  Additionally setting performance based goals and communicating effectively are essential to verify jobs are being completed and all have the support they need.  I feel that finding that unique balance of what is best for all parties involved on a case-by-case basis is the ideal solution moving forward.

Making the Crucial First Impression at a Training Session

"You gotta have a gimmick" - a classic line from Gypsy saying to make it on Broadway everybody needs to stand out, be different and take the limelight by storm.  In much the same way when we as HR/Training Professionals "go on stage" to deliver training we need to establish ourselves and make the best impression possible

  
Imagine the scene - you are in a room with several of your colleagues, likely against your will.  You have work piled up from yesterday and the emails aren't stopping.  What is it?  A sales call?  A productivity meeting? No - worse - it's a training session!  This is the scenario that we as corporate trainers and HR professionals find ourselves in on a daily basis - a huge hurdle to climb even before any training begins. Today we will dive into the realm of how we as trainers can overcome this, engage our participants and enhance the transfer of training.

 
Set the mood before participants enter

Think of a silent room, poorly lit with no presenter or media there to welcome you.  Now, think of a room with the lights on, upbeat music in the background and a warm greeting at the door.  Which would you prefer?  It is always a good idea to warm the room and greet your trainees in an upbeat and hospitable manner.  One idea that I saw was a rolling presentation about the news, events and functions the company was holding in the background prior to delivery.  This was a great way to quickly gain the focus and attention of all as well as deliverable valuable information and a unique way.


Dress and act the part

Human beings make first impressions typically within 30 seconds of seeing somebody and they are likely to see you before you start to speak.  Having an organized, professional and affable demeanor will go a long way towards creating an environment conducive to a transfer of training.  First impressions are very difficult to overcome but I prefer to think of it as a positive - this way you can start off in a great position even before you begin delivery.


Start off with a bit of humor or the lighter side of yourself

Participants in most training sessions expect the content to be delivered in a lecture-style setting, especially if the material is only expected to be absorbed at a knowledge or comprehension level.  Starting off with a small joke or laugh is a great way to break the ice, add a dimension to your presentation and engage your audience in an unexpected way.  Studies also show that there are physiological and psychological benefits from extra oxygen being sent to key parts of the brain via laughter so take full advantage!


Explain why the training is relevant to your participants - "What's in it for me?"

Within the first 3 minutes of any session all participants should know what the training is about, what are the objectives (ABCD method is recommended) and, most importantly, why is it important to your audience.  If it is clear that this training will be beneficial to them, whether it be financially, career-related, or for whatever reason, you are far more likely as a trainer to have that quintessential buy-in that will help your sessions accomplish what you intended it to

As always this is just a few suggestions and ideas from my experience and am welcome to ideas, suggestions or criticisms.  Feel free to post and tell your friends!

Kevin
@kcoynehr

Smart Succession Planning - Avoiding the Shortage Surprise

We've all been there - the sudden resignation, the emergency leave, the injury - any case that suddenly removes an integral employee from the workforce.  What can be done to avoid this situation?  As the famous saying goes an ounce of prevention is worth a pound of cure and that is what we're going to dive into today

1 - Have an accurate assessment of the Knowledge, Skills and Abilities (KSAs) within your organization at present

What talent already exists within your organization?  An effective performance management system will allow employers to have a firm grasp on what KSAs exist within their organization should a sudden situation appear.  Additionally a new trend in these performance management systems is to have an area allocated to readiness for promotion - is the employee new to their position and grasping the key concepts of the role or have the mastered their current position, demonstrated leadership capacity and are keen for advancement?  Software from companies such as Ultimate Software are fantastic tools to help create a living database of critical information.  Having this ready and available is essential for any progressive organization to create succession planning charts that have a true status of talent management.

2 - Foster and develop the current talent in your organization

OD gurus are excited by this!  By offering programs to cultivate your talent within the organization they will not only be more prepared for new assignments but will help with overall retention.  The Bureau of Labor Statistics has shown the average length of stay in a job for millennials is only 4.4 years with many citing that new jobs are more "interesting" as a reason for the switch.  We can counteract this trend by offering training programs to build management and leadership abilities, cross-training to build skills and offering diverse assignments to create employees with a diverse background.  Not only is this likely to decrease retention rates but also to create a more sophisticated, able and engaged employee for the company.

3 - Analyze historical data to identify trends and aide in employment forecasting

George Santayana once famously said "those who cannot remember the past are condemned to repeat it."  Reviewing trends in previous employment find correlations with employment needs can help to avoid pitfalls by anticipating future needs.  Some are obvious - such as department stores being busier on the weekends - while others may be hidden within the numbers.  Using linear regression (or better yet multiple variable regression) analysis can help to unearth vital information for talent management planning.  Additionally HR-related metrics should be utilized, such as fill time and outlay costs, to best plan for these situations to have the right people ready at the right time.

4 - Decide whether to hire internally or externally (or both)

Sometimes it can be a difficult decision to promote from within or to look to the outside market for a particular hire.  Both methodologies have their advantages - internal employees have acclimated to company culture, usually have a good idea of the expectations and also gives companies a good idea of their abilities and work ethic before entering a new role.  However, external hiring can infuse an organization with a new perspective, avoid "group-think" by bringing in new ideas and backgrounds and enhance a diverse workforce.  Most strong companies use both strategies to achieve a balance to glean the most from their present workforce and maintain employee engagement while maintaining a leading edge by bringing in outside talent as well.

5 - Build and foster connections in advance - Network, network, network!

A trusted colleague of mine gave me great words of wisdom saying that one should develop their network before they need it.  If your organization needs architects, participating in a professional organization's meetings is a good idea.  Looking for talent from college or universities?  Building relationships with their career center or professors is a good bet.  How about holding an open house or networking function at your headquarters?  These are all excellent ways to build relationships and rapport with local talent in the community that can be utilized if the surprise shortage ever does occur.  

Of course there are many other valuable strategies that exist but these are a few of my personal favorites.  Any thoughts or comments are appreciated!

Kevin

Tough Mudder and Job Searching - Unexpected Parallels

Welcome to the blog!  At this point in my career I am in transition from a life working HR on cruise ships to a land based job.  I also enjoy running and adventure courses - and the both meet in an event called the Tough Mudder.  In short it is a 12-mile course complete with 20 miltary-style obstacles.  It is an event that certainly lives up to it's billing!  However while doing the event I found many parallels towards job searching in a positive, optimistic way that I wanted to share.  Enjoy and comments are appreciated!

1 - Some obstacles will present themselves without notice or warning - you just have to go through them.

The Tough Mudder begins at a "Start" Line - I say "Start" because the race begins and around the first corner, without warning, there is an 8-foot wall you need to climb.

This was not on the course map.

There was no warning.

It was just there.  Similar to a Job Search there will be trials and tribulations you don't see coming but the ideal approach is to take what comes in front of you and plow through.

2 - Network, Network, Network!  Enlist the support of others

"Walk the Plank" - Climb to the top of a 15-ft platform and jump into the water fully dressed and swim 50-ft to get out

In the Tough Mudder there are simply some obstacles you cannot accomplish alone.  The Berlin Walls are each 12-feet high and Everest, the second to last obstacle, is even taller.  Similar to a job search you cannot (in all likelihood) accomplish these alone.  Attend events, meet alumni, ask friends and family for their help - those will be the key for your success!  Also don't forget to say Thank You!

3 - Listen to the insight and wisdom of others and don't be afraid to change your tools or tactics

Before completing the Tough Mudder I did some research and saw several recommendations to wear a pair of work gloves during the event.  Turned out to be the best $2 I had ever spent!  Despite being large, wet and cumbersome I am so glad I heeded the advice.  In your job search be sure to take the advice of others to heart, especially trusted colleagues.  It's not always easy to change or admit you may have been doing things incorrectly, but you can always change and continuously improve and this will help to pave the way to success

4 - Take the plunge

Emerging from the "Arctic Enema", a Mack-truck bay full of ice and water just above 32F.

In your job search you need to go all in; find outlets on social media, join professional organizations, reach out to professors alumni, participate in networking events - do everything you can and make as many contacts as possible.  A job search should be treated as a job and the effort to find one should be commensurate with a full time position.  Make the most of each day!

5 - Face each challenge head on and take it day-by-day

Electro Shock Therapy - running through a gauntlet of cables, each charged with 10,000 volts of electricity

In the Tough Mudder there are over 20 obstacles over a 12-mile course; thinking of or trying to do everything at once can be overwhelming.  A job search can be much the same way.  The best approach is to take each challenge as it comes, focus on the task at hand, put your head down and do it with a smile.  Recognize your small accomplishments each day, focus on the positives and always press forward.

6 - The Finish Line is there - but it is not a race

Before the Tough Mudder begins they announce to all that the course is not a race but that completing the course is the goal.  There is no special prize, there are no course times and there are no places or rankings.  The mission of the event is simple - finish.  You will likely have a few bumps and bruises along the way but as long as you reached the end that is the main accomplishment.  Your job search is much the same - there are no prizes for coming in first and no firm timetables to adhere to - but the goal is to find a job that is the right fit for you.  That is the prize - and one that is very noble and worthwhile.

Thanks for reading!  I look forward to comments and feedback and, until we meet again, my best regards

Kevin