I often equate looking for a job with searching for business customers. In the same way a business owner uses their influencing skills, a job seeker applies his or her powers of persuasion during networking, interviews and final offer negotiations.

Therefore, it is fundamental to learn and understand the key principles of influencing and to constantly hone your influencing skills throughout the entire job search process.

1. During the networking stage of the process (and the interview itself, for that matter), make sure you ‘charm’ the person you have informational interviews with so that they genuinely like you and open up to you. It sounds like an easy task but in reality making somebody like you is not as simple as it sounds. It doesn’t just come down to how well-dressed you are or how well-groomed you look (although this is important as well), but also whether you like the other person yourself and how well you manage to project it. I can’t emphasise enough the power of a smile, a friendly and enthusiastic attitude when speaking to your contact at a networking event or over coffee.
2. Try to uncover as many similarities as possible in order to build a bond between you and your contact. This is why it may be a good idea to meet at a coffee house (and ideally not at the person’s office) to give them a chance to relax. Try starting a conversation with some friendly chat about their hobbies, the university they went to – or anything you may have in common. And this is where prior research into your contact’s background comes in!
3. During your conversation (or interview), mention any articles you may have read authored by your contact or seminars they have presented at or anything else for which you can offer them real praise. Sincere praise goes a long way to establishing a warm atmosphere and ensuring your contact is on your side.
4. During your networking meetings, avoid the common pitfall of many job seekers who ask for a lot of favours but don’t offer anything in return. Cultivating a long-lasting relationship comes down to giving more than taking – as in any human relationship. Don’t forget to suggest ways you can help a person, for instance, opening up your own network to them.
5. And last but not least, rely on your current network to recommend you to new contacts and whenever you meet a contact, ask them to refer you to somebody else in their department or company. Just as businesses rely on customer testimonials and recommendations, job seekers should use their current contacts’ referrals to their advantage.

I will be interested to hear your comments on other effective influencing techniques you have used in your job search process.

Career transitions – these two words can make even the most risk-taking of us feel nervous and uncertain. That’s a perfectly natural reaction – changing career path is one of the most challenging events in one’s life as it requires courage, determination and forcing yourself out of your comfort zone (your current/previous job).

However, with the right guidance and some hard work, you can increase your chances of a successful career transition dramatically. So here are the tips:

1. Make sure you clearly understand the reasons behind your desire to change your career path into a different field. Perhaps you have remained in a particular industry or company for the sake of the good salary but do not really enjoy the substance of your work. Or maybe you have recently completed an advanced degree and would like to apply your new knowledge in a different field that has always been your dream. These are good reasons for a career switch. But there are less sensible reasons for a dramatic change such as being unhappy simply because you are not getting along with your current manager or colleagues. Beware also of the ‘grass is always greener on the other side’ syndrome – no job is perfect so be sure that there are sound reasons to make your potential switch. Being truthful to yourself when going through this mapping process is essential.

Case study: I recently worked with a person who had been running his own business for a while and wanted to get back into full-time employment. The first thing we did is identify the main motivations behind his decision and it turned out that the main issue was that having moved to a different geographic location he was no longer to serve his customer base successfully. He ultimately decided to sell off his stake in the company and to move on to pastures new.

2. When making a career transition, be aware that in many cases you will need to further your education, take special courses or even the a whole degree. You will need to factor the time and expenses associated with the additional education you would need to undertake and prepare your budgets carefully. This is why I recommend my clients continue with their current line of work while taking relevant courses/degrees wherever possible.

Case study: One of my clients had occupied a middle management position in one of the world’s biggest international organisations for a number of years. He had secure and well-paid job but felt that his real calling was to work in the private sector in a commercially-oriented role. We had a number of discussions and came to the conclusion that what he needed to do the most in order to successfully transition into the private sector was to take an MBA at a top business schools. He went on to apply to a highly-ranked business school, has now been accepted, and is thus fulfilling the first step towards his career transition into the private sector.

3. And finally, you will need to enlist a lot of support and help from your network. I would talk to your immediate and extended family, friends, former colleagues and other contacts and ask for their advice and support. Remember, career transitions are fraught with difficulties so it is important to surround yourself with people who understand your ambitions and are willing to encourage and support you along the way.

Case study: This time it is about me. After working for international companies for many years, I decided to set up my own consultancy. This was one of the most difficult decisions I have ever had to make as at the time I had a well-paid job, good reputation and prospects in the company. And this is where my husband and family were fundamental to me ultimately breaking free and setting up on my own. I had people to share my doubts with, ask for advice and as a result I never felt alone in the challenging transition process, which has proved a success so far.

I would love to hear your thoughts on the challenges of career transitions and how you have navigated them.

Today we are talking to Jill Stuart – an American immigrant to the UK. She will be receiving British citizenship in the next couple of months, based on ‘long term settlement’ as she has lived in the UK now for over 10 years. However Jill admits it has not always been easy to maintain her right to live in the UK.

1. What main obstacles did you have to go through in order to secure a work permit in the UK?

A recurring obstacle is that I have work secured in the UK, but it is either ad hoc, or part-time… not a situation whereby there was a single institution that could sponsor my visa. Therefore I felt that I was qualified and had income potential in the UK, but did not fit a visa category nor have a sponsor.

Other difficulties came in specifically 2010 when I split from my partner and lost my partner visa, but changes to UK immigration policy left me without an obvious visa category. (I would have applied for a ‘Highly Skilled Migrant’ visa but the coalition government had scrapped it and not yet replaced it with the Exceptionally Talented Individual category.)

Due to various complications in both immigration and employment law, all obvious visa categories were closed to me. Thus I decided to apply for Discretionary Leave to Remain. I was in full-time employment and extremely distraught at the possibility of having to leave. The application itself took months to prepare. My students also started a letter-writing campaign (i was lecturing at the LSE at this point) arguing for me to be allowed to stay. I was touched by that.

My application was rejected, and I received a letter saying that I had ten days to leave the country, or else appeal. My lawyer and I entered an appeal, and I had to hire a barrister, and was given a tribunal date.

My case was later re-evaluated my Senior Case Officer and I was granted one year Leave to Remain, but it was incredibly difficult time.

2. How did you overcome these obstacles?

For one, I hired an excellent immigration lawyer. They can be expensive and in my opinion should not be turned to automatically in all cases. Often there may be other sources of advice–for example if you are a student, your university may have visa guidance. Or there may be free visa services that would suit your needs.However if your situation is complicated, a qualified lawyer can be invaluable.

When I first realized I needed to hire a lawyer, I went to two that I found on the internet, and felt they were lacking in knowledge. Thus if you go to a lawyer, do not assume that the first one you meet will be the right one. Some will have different areas of expertise, and some may not be interested in taking on a particularly difficult case and therefore give you discouraging advice. The last lawyer I went to was referred to me by a friend–a lawyer at Wesley Gryk in London. http://www.gryklaw.com. His specialist knowledge was wonderful and I knew he had great attention to detail. He got me through my two most difficult cases: applying for Discretionary Leave to Remain in 2008, and my Exceptionally Talent Migrant application in 2011. We joked that he was my lawyer as well as my counsellor, as at times I would be very distraught in his office.

Otherwise I suppose that, in my most difficult cases, I simply kept fighting. At one point the UK Border Agency (now defunct) had my passport for nearly nine months so I was unable to travel away from the UK, and I was awaiting potential deportation on a daily basis. The stress was immense but I continued to talk to friends and colleagues and my lawyer, and to keep pushing for my right to stay.

3. Did you ever consider giving up and simply returning to the US?

Not voluntarily. However at the worst point, when I thought I may be deported, I started to see a mental health counsellor as I was incredibly distraught and under stress. Through those sessions I started to accept that I needed a Plan B, which would include going back to the US. If I had to do so, I thought I would move back to my mum’s house for a period of time, whilst looking for work and reaching out to my network, both in the US and also abroad. I also had a, perhaps somewhat fantastical, idea that (at age 31) if I were deported I may go traveling for some time.

Sometimes you have to think about what you will do in the ‘worst case scenario’ and doing so can be empowering. However it should not undermine your willingness to fight to stay in the UK, if that is what you want most.

4.  What advice would you give to international students wanting to stay in the UK after their studies and work?

It is a difficult time for recent graduates to find work in the UK, and that is something that I resent and regret on behalf of my own students who are finishing now.

On a superficial note, I think it is important not to take the hostility of the UK government towards immigrants personally. At times I have felt affronted and even hurt that a country that I have loved and respected and contributed to for so many years can have such an aggressive stance towards accepting me as a resident. However that is the government, and policy, but not the attitude of many average people that you will meet.

On a more practical note, I would suggest talking to your university to see if they have any advice.

A tricky issue relates to the minimal income caveat–that is, you can get a sponsored visa if the minimum earning threshold is above a certain level. Therefore should students, such as many of those that I teach, who would rather work in lower paid non-governmental jobs for example, compromise their principles to get a job that pays well enough to qualify them for a visa?I can’t answer that question as it is a personal one–though it frustrates me students are in a position to have to consider this.

Otherwise, I would suggest to simply start looking for jobs that can sponsor you. And try to think of other creative possibilities. For example there are now some schemes to allow for a few entrepreneurship-related visas from each university. Some students may be eligible for a ‘heritage’ visa and not realize it–that is, if you can prove that you have a British relative within a few generations, you may be able to get a UK passport (or even European).

Consider all of your options. If you have been in a relationship with a Brit, a partner visa may be a possibility as well. But don’t be distraught if none of them pan out. I have at times found myself with no obvious options, and have had to find alternatives. Or, in the worst case accept that you may have to return to your home country–for the time being at least. You can always then work to find a sponsored job in the UK from abroad. It is not ideal, but it may give you some hope if you find you are in a position to have to leave the UK for the time being.

5.  I know you are currently  writing an academic piece on immigration- in a nutshell, what is it about?

This piece is about the ‘why’s’ of student immigration policy for three main countries: the UK, US, and Australia. Policy seems to sway from encouraging foreign students to study (in my opinion they are blatantly good for a country’s economy and society), and ‘cracking down’ on student numbers. The UK, US and Australia are potentially fighting to attract a similar pool of international students from all over the world, who are upwardly mobile, motivated and English speaking. I am curious about why their various policies are what they are at the moment, and what implications this has for each country. The piece will be published in a future ‘special section’ on international education in the journal Global Policy. http://www.globalpolicyjournal.com. The article I wrote for the LSE Government Department alumni magazine on the topic introduces these issues from a UK perspective: http://www.space-policy.com/publications

There is a growing trend for video resumes tailored to a specific job. The case in favour is that a video resume will showcase your creativity, your ability to think out of the box and most importantly, your personal qualities and characteristics, which a traditional resume doesn’t do justice to.

Furthermore, a video resume will give your potential employer an opportunity to assess how you communicate, how you deliver your thoughts and how you present and carry yourself. This is something a traditional resume cannot do as it concentrates on pure facts and demonstrates your written but not your oral communication abilities.

However to benefit from the above, you need to make sure the video is well-edited, the script is well-thought through and informative. And avoid making it too long – at a maximum, the recording itself should be 2-3 minutes long.

Also be aware that some employers are still very traditional in their approach, for instance, some financial services and pharmaceutical companies. If you are applying to a company with a more conservative culture, then perhaps ask in advance whether a video resume would be welcomed. Also, of course, your video resume should be a complement to your traditional resume and cover letter, which should all be submitted at the same time. Also avoid making your video resume funky and too creative and keep it simple, such as you sitting at the desk with a plain background.

If you have come across some interesting and well-made video resumes, please share the links in the comments box under this post. I personally believe the video resume below is a very good example of a successful approach that has gone viral: http://www.forbes.com/sites/oliverchiang/2010/09/15/viral-video-resume-wows-potential-employers/

At Career Coaching Ventures we work with a high number of international postgraduate students and I often get asked – ‘How do I find a job in the UK? Do I even have a chance of getting a job here?’

It is already tough to get a company to sponsor your work permit and it is going to be even more difficult as the government steadily tightens its immigration rules. As a former foreign student myself (two work permits eventually leading to a UK passport), it pains me to see so many talented people getting rejections solely due to their immigration status. Whatever happened to the principles of equality and meritocracy? Many of the people who are rejected so fast and so easily are highly well-educated with years of experience under their belts.

So the sad truth is that the path to employment in the UK for non-EU citizens is a difficult one. But t is not an impossible task. I have prepared a check list of the key tasks an international student should complete to maximise the chances of sponsorship:

1. Make sure your application documents – CV, Cover Letter and application forms – are in the best possible shape, tailored and optimised for the particular position you are applying for. Use the keywords from the job ad in your documents as recruiters often screen applications by their keywords. Polish and proofread your documents as much as you can and have a second pair of eyes read them for you.
2. Read up on the latest Home Office regulations and identify which visa category you should be aiming for. Keep in mind that regulations change often so make sure to check in regularly. If you, for instance, want to remain in the UK in the capacity of Entrepreneur, you will need a different visa from a standard Tier 2 company sponsorship permit.
3. Avoid applying for jobs online as very rarely would you get a response (you could be lucky of course!). The best way to go about job search is by effective and structured networking and placing your CV and Cover Letter directly into the hands of hiring managers. This is tough but once you have started networking, it gets easier meeting after meeting. It is a numbers game. The more people you meet, the better you become at job-specific networking.
4. Do the above consistently, regularly and don’t give up. You may still get rejections but if you get to know people in your target companies, your efforts will eventually pay off as they can vouch for you.
5. Make sure you approach companies who actually sponsor work permits. A lot of companies that used to hire foreign nationals recently pulled out from the Home Office sponsorship list so you need to know that your target company can actually sponsor your visa before you set off meeting people and tailoring your documents.

We would love to hear your stories and experiences of getting a job and work sponsorship in the UK so please feel free to share in the Comments box below.

Today we are talking to Brendon Craigie, Group CEO of global PR and communications consultancy Hotwire.

1. Being a successful CEO of a PR company, can you please share what it took to reach the top of the career ladder at your company?

I guess one of the main things is ambition. You need to have an appetite to be the leader of the business. And of course, you will have a lot of self-doubt so you will need a lot of resilience to deal with the challenges. I also think you need to have a lot of self-awareness about what you are good at and not that good at.

And you need to realise that other people are better than you in certain things and that it takes a team to make things work. You will never be successful if you are not used to working in a team. Another important thing is to be able to create an environment in which people can prosper, succeed and do their best.

With regard to my personal story, I have done almost every job possible in my company, being promoted to managing larger and larger teams. But I have taken some side-steps as well. Reaching the top is like playing the game of ‘snakes and ladders’. A long time ago my then managers asked me if I was interested in managing a larger team, which at that time was out of my comfort zone. In the end, I agreed and took on a job that I didn’t really want to do at the time. The path to the top is not always smooth – you will need to take on jobs that you may not be that excited about at first.

You also need to learn about the whole range of stuff and acquire a much wider understanding of your business as a whole. For my company, Hotwire, understanding other business cultures and countries is crucial as well as it is an international agency.

2. What would you say are the main challenges facing the PR industry at the moment?

The biggest challenge is also an exciting opportunity as it reflects a larger shift in the overall marketing & communications industry away from traditional channels to social media. Today PR needs to help clients address their key audiences with larger strategies, such as for instance, engaging top influencers from social media, bloggers and experts in addition to traditional media. Hotwire have been innovators in this respect.

3. What key pieces of advice would you give to someone aspiring to a career in PR in the UK?

One of the most important things we pay attention to when recruiting to our company is that the person has done well at university. The second most important thing is that a candidate has demonstrated real interest and passion about PR – be it at university or previous work experience. Thirdly, candidates need to show that they have real commitment to PR.

We recruit graduates who know they want to work in the PR industry and not any other one.

Finally, drive and ambition are the key qualities we look for in candidates.

4. What is the first thing you pay attention to when looking at a candidate’s CV? Cover letter?

I generally receive about ten speculative emails a week and I am afraid to say that 99% of them are indistinguishable. About 1 in 100 is something interesting. I normally read the first two lines of the actual email and it is clear whether I want to read any further. If a person can’t sell themselves in the first few lines, then they have lost their chance.

I would suggest providing some examples about your target company, something interesting that has happened there and caught your attention. Link your personal experience with how you can bring value to the company and ultimately, the company’s clients.

5. What are the main qualities you look for in candidates who apply for your PR company?

We are looking for very smart and ambitious people who are looking for a long-term career in PR. Exceptional people who have demonstrated that they are innovative and can bring some new, fresh and interesting ideas to the table.

Dear all,

August is here already and with it – here is the latest edition of our monthly newsletter!

First of all, we wanted to congratulate all those who have either recently graduated (for instance from LBS, WBS, Cass) and those whose graduation is coming up fast (Hult, Imperial, Lancaster and others). After all the hectic days of dissertation writing and last exams, you deserve some proper rest! But…not for long…

September is fast approaching and with it comes huge competition for new graduate programmes, placements, internships and ordinary full-time jobs. Summer is the best time to outsmart your competition and get your foot through the door early. So here are our three summer job search acceleration tips:

• Develop a structured plan to get acquainted with the key hiring managers (and generally, the main decision-makers) in your target companies
• Build your ‘touch points’ with them, by which I mean instances of interaction with your new contacts at target companies (I recommend 4-6 touch points over the course of three months)
• Allow at least one month for a consistent networking ‘push’ – don’t expect interviews to pour in after just one week
• Have your CV and Cover Letter up-to-date, proofread, and well-designed. These are your primary sales documents so they need to be in perfect order, as well as being tailored appropriately for each individual application.

On a different note, Dasha recently participated in an online careers panel set up by the Guardian on combining parenthood with a career – you are welcome to read the write-up of the key points in our blog. We also interviewed successful online entrepreneur David Sargeant on the challenges of starting and running a business. We have also helped our clients to secure interviews and jobs at the biggest bulge bracket banks, two boutique consultancies, and some of the biggest daughter companies of WPP Group.

You can find more tips, guides, useful interviews and more on our website www.ukcareercoaching.com and blog https://www.ukcareercoaching.com/blog-2/.

If you would like further information on the above, please email on dasha@careercoachingventures.com or post your question on Twitter. https://twitter.com/CareerCoachingV

On the 25^th of July I was invited to take part in a careers discussion on the Guardian website on the topic of how having a family can impact your career and how to handle work-related challenges presented by the arrival of a new baby.

Here I would like to summarise the key points of the discussion, which resonate with my own experience of combining my career with being a mother.

• A high number of women coming back to employment after their maternity leave still suffer some sort of pressure (and often discrimination) from their employers, even if the employer agrees to allow part-time working, which some do not. Some end up being set full-time targets and objectives to be completed within a three- or four-day week.  Some are automatically given less high-profile jobs or technical tasks that full-timers either don’t want or prefer not to do.

• To stay close to what’s happening in the office, it is important to make use of the so-called ‘Keep in touch days’. All women on maternity leave are entitled to ten KIT days under employment law, and these are opportunities to return to the office while on leave to catch up with colleagues and stay in touch with developments at work.. Try to coincide these with at least some of the most important meetings, conferences, training sessions organised during your absence. If you can to get a babysitter (or helpful husband), then why not pop down to evenings drinks with your colleagues too to keep your important work networks alive. You can use KIT days in a creative fashion too, such as arranging a catch-up coffee with your boss or lunch with your team. But do make sure to keep on top of all the latest developments as this will remind your bosses and colleagues that you are still a very valuable part of the team.

• There is a growing trend of men making flexible working arrangements in order to spend more time with their family. Generally, it is still quite rare to find men looking after their children full-time while their partners work but some do go part-time and others request compressed working hours so that once a fortnight, for instance, they can have a full day to spend one-on-one time with their little ones. I personally think this is very healthy and invaluable for both children and fathers to be able to spend undisturbed time together and build the bond between each other. Employers will hopefully grow more accepting of this practice as it grows more common.

These are just some of the highlights from an interesting and productive discussion on Thursday and if interested, you can read the discussion in full on the Guardian website: http://careers.guardian.co.uk/baby-career-cambridge-family-live-chat

But no matter what you do, remember that you are the boss of your own life and you are the one who will ultimately make a decision about your work-life balance, your career choices versus family and whether you would like to continue working for an employer or set up your own business.

I would love to hear your thoughts on work-life balance while being a parent and the challenges you may have encountered when returning to work after maternity leave.

Today we are talking to David Sargeant, Founder of iGaming Ideas – an incubator and seed fund for new ideas in the online gambling space. 

1. What is the single most important piece of advice would you give to aspiring entrepreneurs?

Validate your ideas. Make sure before you spend any time or money that you make sure that there is a market for your ideas. iGaming Ideas is a B2B business so we have an advisory board of experts who work or have worked with our potential buyers. They help us and our partners position our ideas and products, and the commercial models behind them. This ensures that any ideas are going to succeed in the marketplace, and crucially we can minimise waste and maximise benefits to investors.

2. In your opinion, what are the main attractions of setting up your own business as opposed to working for an employer?

Setting up your own business means that you are directly rewarded for the passion and energy that you put into your own company. This is an amazing self-motivating tool.

Having your own business also lets you set your own lifestyle priorities as you can decide how much of your life should be split between work and personal life. This flexibility is invaluable to me and my family.

3. What are the three most important characteristics that you look for in a candidate when you are recruiting?

Self-motivation while understanding the value of teammates. A desire to learn while understanding your strengths and weaknesses. An ability to quickly understand and react to new challenges.

4. What inspired you to launch your business?

I had hit a glass ceiling within the company I was in and I wanted to explore my own ideas commercially. Financial worries were making me hesitate so I made sure I had a couple of customers ready before I started out on my own. This provided a financial safety net that lessened the risk of the project.

5. What was the key to success in your case?

Success? It is most definitely a work in progress for me!

Make sure you are learning and challenging yourself every day. You will make mistakes so don’t waste them, learn from them. Listen to the market and don’t be too proud to adapt.

As a new company you will need to create your brand, your reputation, and trust. Networking has been vital to getting my ideas and products out into the marketplace with the added bonus I now have a network I can reach out quickly to for whatever I need.