How Dise & Company helped an already qualified job-seeker see the benefits of outplacement services and find a better job faster

Candidate Profile: VP Sales & Marketing, Early-Stage Technology Company

Originally from the New York City area, I had worked in the medical device industry my whole career, which took me from New York to Chicago, to Boulder, and eventually to Toronto—where I was a General Manager with P&L responsibilities, and oversaw sales, marketing, manufacturing, and distribution for a $35 million division of a multinational corporation. That position then led me to an executive role at the Cleveland headquarters for this corporation.

It came as a shock when my position was eliminated.  Still somewhat bewildered, I met with Dise & Company to discuss the benefits of their outplacement services. I have to admit that I was reluctant, and I needed convincing about how they could help me, because I had been unemployed before, and I honestly thought I knew the drill about finding a new position.

Dise & Company offered me much more than a pat on the back and a resume service. They put me through a very rigorous process that helped me:

1. Define the job that was perfect for me
2. Create a target list of companies
3. Repackage myself
4. Make the most productive use of networking meetings
5. Use and expand my network
6. Stand out in interviews

In short, with Dise & Company’s guidance and assistance, which I never could have done on my own, I was able to re-package myself, and in relatively short order turn a meeting over a cup of coffee into a truly productive networking meeting, where I was receiving concrete suggestions, expanding my network, and making it easy for people to help me.

The end result, I found a position much faster than I ever could have found one on my own.

Several years later, after discovering that I was being laid off from another firm, through no fault of my own, I discovered that they had included outplacement as a benefit, but it was with another firm. So I asked if they would let me use Dise & Company instead—and they did.

So I went through the Dise & Company Outplacement process again, only this time focusing on finding a position with a smaller company, and I landed on my feet in a relatively short period of time. It is my honest opinion that every time I have had to go through this process, it has made me more effective at what I do.  I guess it depends a lot on your attitude, but I see that in retrospect they’ve helped me make a step up each time—turning the unpleasant experience of losing a position into an opportunity for personal and professional improvement.

Takeaways:

• If you’re offered outplacement service, take advantage of it—you’ll become better at what you do as a result.
• No matter how much you think you know—it’s always good to have a helping hand.
• Sometimes you can re-negotiate your severance package to include outplacement services—you don’t know if you don’t ask.

Often, “over-qualified” is code for something else.

By Mark Gonska

“You’ve got very impressive credentials, and your experience is wide-ranging, but…” the hiring manager says: “We really think you’re overqualified.”

If you hear the words “over-qualified”, your job is to figure out what that something else is…, and overcome it just like you would any other objection.

Being old, or seeming old, has less to do with your physical age than it does with your attitude, outlook, and ability to articulate and add value. If you were invited to the initial interview, apparently you had all the skills to meet their job specifications, so what happened?

If you’ve gotten the “we love you, but you’re over-qualified” could it mean you are “too old”, “you wouldn’t fit in”, “you’re too expensive”, or “I know you’re going to leave us when that better opportunity comes along”?

While many people may not be candid about the real reasons they don’t want to hire you, you may be able to do some savvy detective work.

ASK!  “Is the reason you’re saying that I’m over-qualified because you think you can’t afford me?”  You could respond, “let’s calculate what it costs each week you DON’T hire me.”  Use your numbers and let’s write it down.  (This is the basis of a cost vs. benefit approach.)

 Approach every interview with the answer to the question: 

“Why should I hire YOU?”

If you’re older, specifically you should be prepared to present: 

1. How does your potential contribution/value compare to a 25 year old??  How about two (2) 25 year olds?
2. Name three (3) specific benefits you can bring to the target employer
3. Name three (3) specific reasons why you are worth the money and benefits the target employer will pay you.

Bottom line, older workers must show they’re with it and worth it.  Those who can articulate and calculate their value have a better shot of landing a great job.

Aim to solve bigger problems! Make sure you stack the odds are in your favor by figuring out what you need to do to connect with the hiring manager, and show them you’re still young in terms of attitude.

Or, if you’re too old, just disregard this.

Mark Gonska is Executive Vice President of Career Transition Services for Dise & Company. You can contact Mark directly at the People Page on Diseco.com