We'll be using this section to give you updates on the life of our little blue piggy - shortly to appear on the website. The little pig is looking for work at the moment and having any number of interesting adventures. It's not just you who have dealt with strange recruiters, unreliable employers and all sorts of odd encounters... our poor piggy has too! Stay tuned to find out more.
Setting up health insurance, finding and moving into a decent apartment, registering for tax or social security, sussing out a decent ISP, applying for a driver’s license: you’re probably familiar with these little joys of life. Now imagine doing all of those, plus a lot more, simultaneously, from another country where you don’t know anyone – possibly even in another language.
When you’re contracting in a new country, making a smooth transition can seem like an impossibility. The good news is that you can break it all down into manageable tasks.
One of the best ways to do that is an organised plan of attack. We’ve compiled a list of ten considerations to get you started.
Work out as much paperwork as you can, as early as possible. Nobody has ever said on their deathbed, “My one regret was preparing too much for my move overseas.”
Double check that your passport is current, gather all relevant documents like tax statements or medical files, and back up as much as you can on a flash drive that you keep in your carry-on. Sorting out admin is burdensome enough without taking on the challenge in another country, or – worse – from inside an airport terminal.
You’ve got two challenges: figuring out where you’ll stay overseas, and what to do with your current housing.
Are you going to be away long enough to justify selling your home or exiting your lease? If your move is short enough, you might consider subletting or simply having a friend house-sit while you’re away.
This one is a little more challenging, because it’s difficult to make arrangements before you’re even in the country. The easiest route is to book a decent hotel in a nearby area. Keep details like the address or phone number in your wallet in case of emergencies (a lot of countries ask for specific accommodation details when you go through customs, as well).
If you’re content with your hotel, set up home base for a few days. From there, you can check out neighbourhoods, ask co-workers for housing recommendations, and get a feel for your new location before committing to long-term accommodation.
Depending on the length of your stay, you might be better off with a serviced apartment. We tend to take for granted all the mundane necessities of living (furniture, dishes, lamps, rubbish bins, etc.), and gathering all of them in an unfamiliar location can be annoying.
After a tiring flight, long queues, miserable food, and no sleep, how does getting stuck in a labyrinthine airport sound? Even if you’re lucky enough to not be starting work the very next day, you’ll probably want a real bed and a hot shower ASAP, so research your exit plan well before you arrive.
Ideally, you can ask your client to collect you from the airport. If that’s a no-go, look into your options for car hire or cabs. There’s nothing worse than realising you don’t have the necessary docs for a rental, or finding out last minute that this particular country’s cab drivers have a penchant for ripping off new arrivals.
Imagine you’re in a brand new country. You don’t know anyone, you don’t have a permanent place to stay, you’re trying to settle in – and you can’t access any of your major accounts or use your expected card. Work out all the fine details with your bank(s) before you leave or, better yet, figure out suitable traveller’s checks or cards.
The advantage of travel cards is that you can avoid the wrath of bank fees or terrible exchange rates. Compare your options on a site like mozo.com.au.
You need to consider how you’re getting paid, too. Do you need to set up a local or offshore account? Are you getting paid in an easily convertible currency? Consult your client prior to leaving to avoid any unpleasant surprises.
If you’re bringing partners or family members with you, you need to consider issues like schooling and health insurance well in advance.
Likewise, if you’re taking your dog, cat, or pet tarantula with you, be aware of all immigration barriers. Be prepared for quarantine times or obligations like local registration or license applications and fees.
There are about five thousand potential scenarios that can leave you needing cash when you’re flying internationally, and ATMs aren’t always handy. Pre-empt any sticky situations by carrying a $100 bill on you or in your carry-on.
Buy at least two power adaptors for your new country and keep one in your carry-on. If your luggage gets lost or you need to charge a device in between flights, you’ll be prepared.
Also, consider a portable power supply. Not only will it keep your mobile or laptop going in worst-case scenarios (ever tried to find a power outlet in a busy airport?), it’ll give you options on extra-lengthy flights.
Don’t get hit with unexpected carrier fees or astronomical prices while you’re travelling. Plan to buy a prepaid SIM or mobile as soon as you get in the country. If you’re using a SIM card, you might need to unlock your phone beforehand.
The internet is one of the best ways to connect with people in a new place – use it. Things like Facebook events and expat forums can help you stay current with work functions, networking opportunities, or simply meeting new people.
Some people hit all the green lights, but shrewd travellers don’t bank on winning that cosmic lottery; making plans based on lightning-fast processing or perfect timing is a fast track to aggravation. Allow some wiggle room for red tape, bureaucratic delays, or even just getting lost in a new city.
Certain countries have more red tape than others, so keep your destination in mind when you plan ahead.
Increasingly interviewers are turning towards behavioural interviewing techniques. The pig has done some research in this area and today shares tips with you on how to do well in a behavioural interview. The concept of behavioural interviewing is simple : it gives the interviewer a more rounded assessment of a candidate.
It allows the interviewer a deeper view into the "why" and "how" of your previous experience and it also helps them guage whether you are a good fit to their requirements and chemistry. For most roles, particularly in a competitive job market, companies will be looking for candidates who meet a whole range of criteria including hard skills (like 5 years knowledge of excel) as well as soft skills (like the ability to persuade people).
Behavioural interviewing is good at showcasing your soft skills and also it helps organisations evaluate you as a fit. Do you talk their language? Do you handle obstacles the same way they do? Do you have the same goals and motivation? How do they do this? By asking more detailed questions about specific experiences and outcomes. These may be structured or non-structured. The job seeking piggy recommends that in either format you frame your responses in a structured way. You may remember that the pig tends to talk alot and can lost their way.
This can be a real problem in a behavioural interview as you don't want to overload the interviewer with information. Stick with a structure and make sure you get your most important points across. Here is a simple method for doing it, called the STAR approach. Situation Task Action Result You break up your answer into the 4 parts
1) describing the situation
2) outlining your specific task or role
3) what action you took to accomplish your task
4) what the results were Why use this format?
Because its simple and easy to remember! If you lose your way or get confused or flustered during an interview (even the pig gets hot and bothered sometimes!) you can fall back into the structure and refocus your answer. But the main reason for using this structure is because it shows you have a clear and logical understanding of what you were doing and why. You walk the interviewer through the end to end process - proving at each step that you understood what to do and were effective in doing it.
Behavioural interviewing - be a STAR! Here is a specific example of a S T A R response. Interviewer: Mr J.S. Pig, have you ever had to implement a new policy in difficult circumstances. Tell us more about how you put this in place.
Job Seeking Piggy:
SITUATION: At the Animal Farm we went through a management change with profound impacts on the business model and organisational structure. Several key stakeholders were struggling to adapt.
I was responsible for building grass roots support for the change and getting stakeholders to buy into the new organisational structure.
With stakeholder consultation a new company charter was developed with 7 rules which articulated the rights and obligations of all participants. I created a new logo and motto "four legs good, two legs bad"
Workplace contentment rose by all measures, productivity was higher than before the management change and operating costs were significantly lower.
We looked around on the web and the offerings were pretty dire (can you recommend any good posts for this?). So we wrote our own list. Bear in mind we’re talking from the perspective of contractors who often have to get their next contract under time pressure. The process is a bit slower and more personal if you’re a permanent employee.
Don’t take it personally. No sugarcoating. You’ll probably deal with lots of annoying people. You’ll probably get asked dumb questions. You’ll get promised updates that don’t come. You’ll leave messages that aren’t returned. Yes, this sucks! But that’s the game, so try not to take it to heart. Just cross them off your list and move on.
Make them work for you. Get them to find out more about the job and company. Get them to tell you the steps in the application process. Ask them is there an approved budget for the position, when will the final decision be made and are they also looking at internal candidates. Follow up with them regularly for updates.
Make a preferred recruiter list. Remember the good ones and keep in touch with them. If they contact you about a job and you’re not interested, let them know if someone else is. When you change jobs drop them an update. Unfortunately good recruiters are rare. If you find one, stay in touch.
Make it easy for them. Be specific about what you do and what you want. We never want to pidgeon hole ourselves, but guess what? Recruiters try to match the job description with the perfect candidate. Crazy as it sounds, to an average recruiter an overqualified candidate is almost as bad as an underqualified one. You should base your CV, cover letter and conversations with them around exactly what they are asking for in the job description. The client should be interested in your full range of skills but the recruiter? Not so much.
Don’t give too much away. There are horror stories of the worst recruiters trying to pry information so they can place someone into your current or previous jobs. On the other hand good recruiters will be put off if you aren’t open and honest. You’ll need to use your judgement. Just be aware of the potential consequences in telling where you are working now (if you have warning bells - tell them the industry but not the company), what you are earning (ask them what the client is offering and then say whether its in the right ballpark), your references (you can give them after you’ve had an interview with the client).
Sell yourself. First you sell yourself to the recruiter. Then the recruiter sells you to the client. Be positive, be interested, be confident. It helps to prepare a few short stories of career highlights and successes that you can refer to when asked.
Looking for work when you already have a job... who could be bothered? During the topsy turvy years this little pig spent as an IT Recruiter one theme constantly stressed to contractors was that they should always be looking for work. It was surprising how few people paid attention.
An older wiser pig can understand the reasons why most people prefer to treat getting a job as an occasional burden. It's something they only deal with when they feel uncertain about their job security, their contract nears its conclusion or they just can't stand their current job any more.
Job seeking is intensive and some people find it unpleasant. Looking for work is often stressful and as such it's a huge relief to get a job. So it's natural to achieve your goal and then want to relax. Why not focus your energy on your new role and stop looking? The pig says these are reasonable excuses, but they aren't compelling arguments.
Everyone in the employment marketplace is effectively a trader. They are trading their skills, experience, time and energy for reward, benefits and opportunity. This is true regardless of employment status, skill level or preference. Everyone is trying to maximise the return they get from working. And if they aren't doing this then the pig refers you to Clubber Lang in
Rocky 3.... I Pity the Fool. However the Job Seeking Pig is here to inform, not to offend! The very fact you're reading this post suggests you're interested to get the most from your employment opportunities. So lets break down this concept: Your work is a commodity.You take all your experience, skills and attributes and compete with other workers for opportunities. You lease your skills and energy to an employer in return for reward.
You only have a limited amount of this commodity to sell. You will not work forever. You have roughly 250-260 working days per year, less holidays. Want to know how many working days are left in this year? http://www.working-days-left.com/ You should be ensuring you get the best return from selling this commodity. Whether you define return in terms of money or benefits, enjoyment, further opportunities, career advancement, intellectual stimulation, etc The simple fact is that employers treat workers like a commodity. They invest in training and team building exercises to increase productivity. They invest in benefits to increase staff retention. These actions are aimed at increasing profit.
You, as an employee, should understand the rules of the game. Even better - use them to your advantage. How?
1) Understand the market. Understanding the market is key. What are you worth... which of your skills are in demand, what are becoming more popular, what do recruiters think you can earn in the current market? Who is employing, who is not. You'll feel much more confident negotiating pay rates if you understand what the market is offering. This does not just help you find new roles, it also helps you evaluate your current position. Perhaps you're lucky, salaries have fallen and you should be doing everything you can to keep your job. This information is fairly important to know, don't you think?
2) Always look for opportunities Are you in the perfect role? Will it last forever? If you can't answer yes to both those questions then you should be thinking about how your next role should be an improvement. And what that improvement should look like. Is it paying more money? Is it a promotion? Will it be closer to home? Will it involve international travel? Will it be exposing you to new technologies or industries? Whatever you want to achieve, the first step is to quantify it. How else would you recognise it? Then go looking for it.
Your perfect opportunity won't just find you, you need to take action! Let's take a very simple example. James is working in IT and wants to get into Financial Services. He applies for every role he can find but never gets an interview. He mentions his aim at a dinner party and is introduced to Martin. Martin moved into FSI recently by focusing on certain niche skills that were in demand due to PCI Security Standards. With this advice James was able to redo his CV and got a the role that he wanted in a multinational bank.
3) Give yourself options The Job Seeking Piggy loves choice. Call me a greedy pig (I take it as a compliment!) but there is nothing better than having the power of choice, especially when it comes to selecting a role. But there is more to this. The Global Financial Crisis highlights how insecure many jobs actually are and how crucial it is to always have an understanding of the employment market, of what roles are out there and what you're worth. The pig saw alot of people get made redundant these last few years and it was the ones who were disconnected from jobseeking that suffered the worst.
Remember: Looking for roles is a skill. It takes practice. If you haven't used these skills in a while it takes some time to get back up to speed. And if you're unlucky enough to find a sudden end to your employment it's likely you'll feel pressure to find work quickly. You can reduce the risk by keeping an eye on the market.
Summary: Job Seeking Piggy is not suggesting that looking for work when you're already employed has to be a huge undertaking. It's more of a mindset than a physical commitment. Maybe its an hour a week to search an internet jobsite, enquire about a couple of roles and talk to a recruiter? Possibly even attending an interview every now and then.
Certainly its being mindful that you won't be in your current role forever and keeping eyes and ears open to opportunities.
I don't think the pig is the only one who starts off with lofty ambitions (e.g. world domination) and ends up with a slighlty lesser result (e.g. holding a giant sign saying "golf sale" by a major intersection each weekend). Is this necessarily a bad thing? Whilst the reality may suck, the dream of a better day is a positive and neccessary thing.
And the same applies to job searches. Without coming over all Richard Simmons on you, you should aim for the best job you can get... or even a job you think is too good for you to get. Then reset your expectations (if you need to) based upon the feedback you get.
It's also a great means to focus your career plans - if you don't know where you want to go then how will you ever get there? In fact this little piggy has used this on a number of occasions.
Step 1: Apply for a job that seems beyond reach.
Step 2: Utilise any feedback about shortcomings or gaps as opportunities to reshape CV and how JSP explains its experience.
Step 3: Apply for another job with the newly perfected CV and experience.
More to come on how to write your CV shortly...
This is possibly the most important question for any working person. Everyone has their own motivation for working... but this pig is in it for the money and not ashamed to admit it. There are many things the job seeking piggy would rather be doing with it's time than working - but mrs pig and the piglets need food, shelter and clothing and so your porcine correspondent has to work.
So bearing in mind that work is unavoidable and money is the main consolation from working, how does one maximise the pound and minimise the pain? Minimising the pain is a topic for another day... but here are some steps towards earning more.
It sounds so simple doesn't it? And yet it can be such a difficult conversation to have, especially when you have built a relationship with your boss and team. Maybe you are expecting the Oliver Twist reaction?
Whether you find it easy or hard to confront your superiors about remuneration, you should approach it like going to court. You want to demonstrate that your case has merit and for this you will need facts, examples and compelling arguments. Perhaps you can pull off the type of court room fireworks that Tom Cruise managed in A Few Good Men, but for most of us it's more of a Perry Mason exercise. Gather information, build your case and then deliver it.
Make sure you pick a good time to deliver your proposal - e.g. don't do it at the end of financial year when your boss is loaded with work. If your boss asks for time to consider, make sure you schedule another meeting time.
What can you highlight that justifies a payrise? Maybe its because other people at the company with the same role are earning more. Maybe its because you have been exceeding your targets. Maybe its because you haven't had a raise in 2 years. Build a list of work related reasons. Please don't say you need a payrise because you need the cash to renovate your house.
It helps to have checked on a job board or with a recruiter that there are companies looking to hire people like you. This can boost your confidence in the negotiation and as you'll see below it also helps if things don't go to plan.
Mention any homeruns you have hit recently, like the time you went above the call of duty to ship a release or when you sorted out a problem with a key customer. Remind them that you are a valuable contributor to the firm and they should want to keep you happy.
Don't threaten to leave, but you can mention that as part of your preparation in asking for a raise you checked what the market value is for your skills.
You must be able to answer the question "What will make you happy". Think in terms of money, responsibility, role and tasks. Get anything that is agreed to be confirmed in writing.
Sometimes your argument will be rebuffed and you won't get what you want. It's hard not to take this personally but it is important to try. You can ask for feedback on what you can do to change their mind e.g. wait 3 months? do more? do better? learn to fly? etc. Ask if there is anything else they can offer you instead of a payrise?
Don't get into an argument and do ask them to make a note of any commitments. E.g. if they say you'll get a payrise in 2 months - then they should be able to give you a letter or email confirming that.
In fact this happened to the Job Seeking Piggy not too long ago. Having done the necessary preparation and made a fair case for a pay increase it was finally agreed that a raise would be given in 2 months but it was never confirmed in writing. Then when the big day came they refused!!
There is no denying this is a bad outcome and it can be hard to deal with. But if you've done your preparation properly then you know whether to gut it out or start your plans to leave.
It's best to be a bit guarded in these circumstances... you need time to work out the best course of action. So the Piggy said "Obviously I'm dissapointed in the outcome. Thanks for taking the time to review my request." And went back to work feeling quite depressed.
But luckily this little pig had done the necessary preparation and knew there were better opportunities in the market... so 1 week later the resignation letter was handed in and the pig moved to a higher paying job.
Toward the end of a contract, a client might want to negotiate a “renewal” or an “extension" to continue your services. If you’re in this position, you already have some experience with negotiating a contract. Renegotiation, however, introduces a few new elements.
You’ll now have a relationship with the client, which often puts you in a better position to argue more favourable terms. However, don’t rely on the idea that simply doing a good job will guarantee better terms. Knowing how to renegotiate a contract is just as important as knowing how to negotiate an initial contract, so read on to learn what you should be doing to get the most out of your renewal.
“Dating around” accomplishes two things:
If this feels dirty, it shouldn’t (more on actual dirty tactics later). This is business strategy: both your agency and the client will be more amenable to negotiation if they think they might lose you to a higher rate.
When you’re negotiating a contract renewal, there are several justifications for a higher rate:
This goes back to knowing the market and being honest about your personal situation. Has the market taken a downturn? Do you have other contracts lined up? If not, do you have enough in savings to justify a gap?
You should have a good grasp on your irreplaceability, as well as your relationship with the client and the agency.
Contract renewals look great on your CV, but be cautious about looking like you want it too much. There’s a line between appearing desperate to stay, and appearing arrogant. Learn to straddle this line, because if you come off too keen, you’ll tip your hand to clients and agents; they know you won’t really walk, because it’s clear you want to stay.
Keep your poker face steady by letting them know you’re open to renewal, but that you have options.
If you renew early on, it could inhibit your ability to look elsewhere; few clients will be interested in a contract who can’t start working for months.
If you’re not happy with the contract terms and have a strong justification for a better rate, avoid agreeing to anything too early. As the end of your contract nears, the client might start readjusting some of the terms in an effort to get you to renew.
It’s important to speak with both your agency and the client, but know that your agent will see minimal benefits if you negotiate a higher rate. Rather, they make more money from filling as many new contract positions as they can. Their best interests are in keeping the client happy and reducing the amount of time they spend on less profitable distractions (like renegotiating a contract).
Moreover, agents may not have the same technical knowledge as you or the client. Even if an agent goes to bat for you, can you be sure they’ll deliver as compelling and informed a sales pitch as you would?
Without going overboard, remind the client of what you’ve accomplished during your contract with them. Persuade them that keeping you on, even at a higher rate, is still a better and more frugal solution than finding someone new.
A healthy reserve of savings will float you in between contracts, ensuring that you’re not trapped in a raw deal because of financial need. About six months’ worth of savings will tide you over while you look for a contract that better reflects your value.
If a project depends on you or there’s a critical deadline approaching, you’re certainly in a better bargaining position for renegotiation. However, absent any other justification, demanding a higher rate in these contexts can look like exploitation.
Understanding your worth and negotiating better contract terms is smart business, but brute tactics are short-sighted… which segues into our final tip.
Contract renewals show future clients that you’ve got staying power, so keep that in mind (especially if you’re just starting out).
A contractor’s reputation is key to future contracts and renewals. Don’t compromise yours for a slight pay rise.
If negotiations fall through, do what you reasonably can to keep the client happy. You can negotiate a brief six-week contract extension while they look for a replacement, or even work one week for free if it’s not to your detriment.
As a contractor, figuring out your market rate is crucial. Set your rate too high and you won't get any interviews. Ironically, set it too low and you may have the same problem, because it looks like you don't actually have the right skills - otherwise you'd know what to charge.
You’ll develop negotiation skills throughout your contracting career, but make sure you’re already incorporating these tips…
Talk to at least five other contractors with a similar skillset. Ask around and get a feel for what other people are charging before you start coming up with your own figures.
This isn’t the rate you need to tell recruiters, but you should still know the lowest your rates can go. Work out how much you need to earn, and then reverse engineer it into a rate. How much do you need to pay your mortgage? How much will you pay in tax and fees on top of that? Divide the total by the days you expect to work per year, and that’s your minimum daily rate.
Remember: If you’re just starting out, these numbers could be a little off. You’ll dramatically improve their accuracy after a year or two of contracting.
When you’re talking to recruiters on the phone, try to be non-committal. If you stand firmly on a high rate, you might not get an interview; if you go too low, you almost certainly won’t maximise your rate.
Instead, ask questions like:
If you can’t get out of a recruiter’s direct question, offer a range of rates, making sure that the top rate is higher than you’d expect and that the low rate is a little higher than your actual minimum rate. Then, let them know that these rates depend on what the client wants and is willing to pay. Appear flexible so you don’t shut yourself out of a job or a higher rate.
Talk to at least ten recruiters advertising roles and find out how much they’re offering. If you can get them to name a figure, say you expected more (add 50-100 to the figure) and gauge their reactions. If they’re okay with it, try the same trick with another recruiter, only start with the higher figure this time.
If you think you might undercharging, take a shorter contract term and renegotiate after three months. Once you’re a few months into the job, you’ll be in a better position to use achievements with that client to argue a higher rate.
You might get a higher rate for working as a "technical consultant," as opposed to "developer.” Or for working in London versus Surrey. Or a bank as opposed to an advertising agency. Or for a job that you match exactly versus one where your experience isn't as relevant.
Appearing flexible to recruiters isn’t the only important part of rate negotiation; actually being flexible will ensure that you aren’t put out of pocket by holding out for unlikely rates or jobs.
Tailoring your rate to the circumstances also means you need to be aware of the demand for your skills, which will vary based on economic ebbs, location, and more.
You can keep a pulse on market, demand and going rates by looking at job postings and talking to recruiters. You can also check sites (such as www.itjobswatch.co.uk) that amalgamate data from online sources.
Keep in mind that rates can vary dramatically, even for the same role within the same company. It depends on a bunch of factors, like your negotiation skill, the recruitment agent’s margin, the clients state of mind, and the level of competition at that particular moment.
Savvy contractors also keep in mind the big picture. How much money are you missing out on if you turn down a £50ph job today, in order to get a £55ph job in 3 weeks? Hint: a lot!
The most important thing at the beginning of your contract career is to get jobs. You’ll find rate discussions become a lot easier once you've got a few projects under your belt.
When you’re trying to find a contract job in a new country, you probably already know that one of your most powerful tools will be the internet. The internet allows you to connect with contacts from all over the world. You’ll also benefit from a well-maintained network and the ability to sell yourself to recruiters and potential clients.
However, before you start applying for work, your first step will be lots and lots of research.
This step might be the most important one. Since recruiters and companies are on the lookout for contractors who can start working quickly, you should be prepared to answer questions and express definite interest. This requires knowing your stuff, which generally requires research.
You need to have a clear understanding of how many employers are looking for your skillset in your preferred country; in other words, you should know the probability of actually getting hired for this type of work, in this particular country.
Every step that comes after this one will be premature if you’re not decently confident about the demand for your work. Even if the market is good in your current location, seeking contracts in a new country means you need to understand the conditions of a totally different setting.
You should also be confident about relevant details: are you taking any family members with you overseas? If you’re currently a permanent employee, have you given notice? If you seem unsure about your plans, recruiters might not take you as seriously and could write you off in favour of another candidate.
You can talk to recruiters from the country in which you’re wanting to work. Having an extensive network of business contacts also helps (more on that later).
Another vital resource will be job postings. Project sites are important for keeping track of possible work, but also because they can help you assess the demand for your skill-set in your desired location.
Before you begin applying for positions in earnest, researching job ads can tell you which skills are in shortage, what sort of rates you can expect, and the kinds of companies that might be looking for help.
Combing through job posting websites is an obvious avenue, but also an important one. Many contractors find a significant portion of their work through intermediary parties, so learn how to use them to your advantage.
Doing your own research on project sites is beneficial for feeling out your job prospects, but it will also help you discern which sites deserve your attention.
It’s best to stick with known, trusted sites. While bigger doesn’t always mean better in this aspect, established sites are less likely to post spurious ads and will have a fresher crop of postings.
Further, many countries have their own unique job-searching sites, so try to familiarise yourself with them through your own investigation. If you aren’t sure where to start, search message boards and forums for expats in that country.
We have listed the most popular job boards for many of the countries that we cover; just select the country from the drop down menu above.
Once you’ve got a handle on the market and have found some reliable sources for job opportunities, take advantage of the notification systems that a lot of sites offer. This way, you can stay up to date on the latest offerings without having to log in to different sites each time.
You don’t have to limit yourself to job search sites. Many companies will advertise positions on their own websites; if you know you’re interested in working with a specific company, make sure you check out their website to see if they’re looking for anyone with your skillset.
Many sites allow you to upload your CV, allowing potential clients or recruiters to find you, instead of vice versa (jump here for more on writing a great CV).
It’s tempting to throw CVs and cover letters at every job posting that fits your specifications, but take the time to know a potential client and what they’re looking for. Companies often need temporary workers for extremely specific projects, so you want to be sure that you’re selling the right skills.
Also, since you might be looking for work in a completely different time zone, it doesn’t hurt to be aware of when you’re contacting people. Browser plugins (for example, Boomerang for Chrome) make it easy to send emails at scheduled times.
If you’re working independently, it’s crucial to establish a network of relationships that assures clients you’re a low-risk solution to their problem. LinkedIn is an indispensable tool for building this sort of network internationally and can help you stay current with market demand, potential clients, and job opportunities.
It sounds redundant, but a little bit of extra time scoping out the playing field can make a huge difference in finding work.
Take a look at potential clients, other contractors, and recruiters; observe how they communicate and use LinkedIn. Are they commenting on groups? Sending invitations? Familiarise yourself with your market so that you can better advertise yourself to potential clients as a trustworthy, efficient option.
It probably shouldn’t be a surprise that many companies would rather hire a specialist referred to them by a trusted contact, so broaden your connections as much as possible.
Make a list every past professional contact you have, including all former associates, colleagues, and clients.
Connecting with them is a lot easier thanks to social media, and LinkedIn will probably be your best instrument. However, there are other platforms, as well. You should consider social media outlets like Twitter, Facebook, or networking sites specific to your preferred countries.
Social networking isn’t just about advertising your skills and experience. Join in discussions, answer questions, write your own blog posts, or otherwise find ways to contribute to communities where you can connect with potential clients or contacts.
Instead of simply seeking out new connections, it’s also important to maintain existing relationships with past contacts.
Once you’ve laid the groundwork by researching your job prospects, potential clients, recruiters, and clarifying your goals and plans, you’re ready for the brass tacks of getting hired.
Your CV is perhaps your most important means for securing a job in a new country.
Your CV needs to speak to both recruiters and employers. However, recruiters may not understand a lot of the jargon specific to your industry, and they’re simply looking to match your skills with position description. Conversely, employers might want to see a little more technical detail about your experience and skills.
For more in-depth advice on writing your CV, check out our guide here.
Once you’ve showed recruiters and employers that you’re cut out for the job, you need to sell them on the kind of worker and person you are.
When you’re looking for work overseas, in-person meet-ups aren’t always feasible. If you don’t have much experience with alternate types of interviews, read over some information on phone interviews and Skype or video interviews.
Even for international work, in-person interviews still happen, so it’s a good idea to prepare by going over the job description, your experience, and information about the employer. Formulate a few likely responses in advance.
Regardless of the type of interview you’re doing, take a look at our advice on behavioural interviewing.
Recruiters are an integral piece of the puzzle for most international contractors. If you’re new to the recruiting world, we suggest taking a look at our guide to dealing with recruiters.
If you want further information on finding work in a new country, check out the rest of our job-seeking guide here.
LinkedIn is the professional social network. With over 200 million members worldwide and expanding at the dizzying rate of two new members per second, it’s quickly becoming an essential part of how people do business in the 21st century. It’s reaching the point where it could be considered unprofessional to not use LinkedIn, so establishing a presence is absolutely vital. You can read more about finding contracting work in general here, but it's crucial to understand LinkedIn or you could deprive yourself of a significant number of opportunities.
The modern world has introduced a lot of additional elements to our lives – whether it’s checking in with friends on Facebook, posting to Twitter or staying in touch with colleagues over Skype, and there is a lot to keep up with. Adding a new social media site to your already crowded collection might not seem like a good idea, but if you’re looking for new clients or a different position, LinkedIn can be an essential component of your strategy. Plus, it really is quite intuitive to use, so you won’t have to get to grips with loads of complicated terminology or complex processes – it’s pretty easy!
This guide takes you from first establishing your profile through to networking, using LinkedIn as a job searching tool and getting involved with discussions going on through the groups feature. It’s a definitive look at how to get the most out of the medium, whether it’s a higher-level position, collaboration with one of the key figures in your industry or the opportunity to communicate with like-minded professionals.
So let’s get started!
Setting up your profile is your first step towards maximizing your use of LinkedIn, for the simple reason that it’s how important contacts, new clients and potential employers will find out who you are and what you do. With the number of social media outlets there are online, it’s easy to switch off when you’re creating a profile and just enter bland, basic information. This can cost you new positions and contacts, so it’s important to take your time with it and really make your profile shine.
Before you go any further with your profile, it’s important to understand the importance of the words you use. Employers use LinkedIn to search for new talent, and the results are filtered according to which profiles contain those vital search terms. This means that to use LinkedIn successfully you need to know the words people will use to search for professionals like you. Most people are pretty familiar with search terms, so your instincts will usually be right. For example, if you’re involved in digital marketing, the words “digital marketing” or “digital marketer” will be the best approach, and similarly an IT project manager should use that phrase or “IT project management” as keywords.
You can use the search bar on LinkedIn (found under your name in the top right of the screen) to check if your keywords match the suggested searches or whether they need to be adjusted. Keep keywords in mind, and remember that LinkedIn is one of the few sites that ranks higher based on the density of the keyword in the text. So if there are two project managers with the same profile length, the one with the particular keyword – “project management” – contained within the text five times will rank higher than the one who only mentions it twice. It’s not great for readability, but if you can fit the keyword in more without sounding like an automated spam-merchant, you should do it. So, with that in mind, let’s get back to your profile:
A Word of Warning on Linking: You can integrate LinkedIn with Twitter easily, but be careful not to do so with a personal Twitter account where your tweets aren’t always professional. If you have a professional Twitter account, however, you can easily post LinkedIn updates to Twitter and vice-versa. This same advice goes for personal websites or links to Facebook pages.
Your profile should now be looking more like a unified, professional page and less like something that was cobbled together in five minutes, and you’ve already drastically increased your chances of finding a position. However, there is much more to maximising your use of LinkedIn than simply listing your employment history and personal information. Next, we’ll look at networking on the site, which leads nicely to finding work.
One of the major benefits of using LinkedIn is that it’s a great way of building your professional network. Like all social networks, it’s a hub of activity – like a perpetual cocktail reception with new people flitting in and out and conversations going on everywhere. Although you may have an ulterior motive, whether it’s to find a new business associate or secure a new job, it’s important to treat everything you do on LinkedIn as a two-way street. If you follow this basic rule, you’ll have much more success, but there are many different steps you can take to forge new bonds and build your network on LinkedIn.
When you find someone who you know and want to connect with, you do it through an invitation. LinkedIn automatically populates the field for you with a bland “I’d like to add you to my LinkedIn network,” but you shouldn’t settle for this. This tells the person absolutely nothing about who you are, whether you’ve met before and what you have to offer them. Remember, LinkedIn isn’t a place for handouts, if you’re going to build your networks it always has to be a two way street.
Before you send, give the grammar and spelling a final check. It’s hard to look more unprofessional than you do when asking a high-ranking executive for a “recomendation” or thanking them for accepting your “invatation.” Also, be as concise and short as you can – there’s no need to write a novel!
As you can see, networking isn’t actually difficult, you just have to avoid some common pitfalls and make sure you try to connect with the right people. Don’t worry if your number of connections isn’t high at first – new relationships develop over time, and existing connections often lead to more. Keep at it and your network will balloon in no time.
This is one of the most common reasons for starting to use LinkedIn, and if you’ve followed the advice you’ve received so far you’ll already be well on your way to maximising your chances. Joining relevant groups, posting up interesting points in discussions, getting recommendations and networking are all ways of increasing your visibility to hiring managers and other relevant figures in your industry. These are more passive ways of finding a position, which could result in you being approached if done correctly, but there are also some more direct steps you can take.
The points above are only the basic tools you need to support your job search, but there is a lot more to using LinkedIn to find work than that. LinkedIn is basically a directory of companies, their employees and anybody who has worked for them in the past. As a result, when it comes to a job search, there are numerous extra steps you can take to maximise your chances.
Although LinkedIn is a great resource when you’re searching for a job, it can inevitably be discouraging from time to time. If you follow the advice above consistently and put plenty of time into each application, you’ll land your position when the right one comes up. The only way you’ll be consistently ignored is if you’re too passive in your approach.
By this point, you know most of things you need to effectively use LinkedIn to increase your professional network and find yourself new positions, but you could still be falling into several pitfalls. These dos and don’ts are general guides to making sure you come off favourably in your communication.
It’s now time to look at groups in greater detail. They’re arguably the most important resource on LinkedIn, because they allow you to communicate directly with key influencers in your industry or your specialty. Whether you’re hoping to get early notification of any job openings, looking for a good way to establish a connection with somebody or just want to establish yourself as an authority on a topic and gain new customers, groups are the perfect way to do it.
There are numerous groups you can get involved with on LinkedIn, but the best way to decide which ones to focus on is to think about your specific goals. If you’re looking for new clients or to connect with potential business partners, you’ll use different groups to someone who is searching for a new employer. Generally speaking, you should only really use groups that are relevant to your industry (or intended industry). Browse the Groups Directory or click on “Groups You May Like” underneath the “Groups” link on the main site navigation. These are the main types of group you can join:
Choosing “Create a Group” under the “Groups” section of the main navigation gives you the option of starting your own group. This is only really a good idea if there is a conversation you think really should have a space on LinkedIn, or your industry or specialty doesn’t have a dedicated group. This can really set you up as an authority (since you’re much more likely to be intimately involved with the discussions), but you shouldn’t do it without conducting a thorough search to ensure that the same role isn’t already being fulfilled adequately on the network.
Once you’ve found some groups that suit your purpose or created one of your own, it’s time to start using them. The most important thing to keep in mind is that if you’re searching for a new position or looking to find valuable contacts, groups are a somewhat passive way to do so. Your main aim should always be to join the community and become a reliable source of information, advice and insight. When you’ve established a presence you’ll be able to reap the rewards much more effectively.
You can see that using LinkedIn is actually extremely simple, but only if you’re willing to really get involved with the site. Social media is one giant, international conversation, and if you’re intending to get something out of it you have to be a part of that conversation. Hiring managers often like LinkedIn because it’s used for a passive form of job-seeking, where they can approach candidates rather than the other way around. This means that all you have to do is be visible, active and engaged with the medium – if you have the expertise, approach and attitude they’re looking for, they might just get in contact with you.
If you’re mainly interested in networking, things work in much the same way. You can directly network, but if you’re approaching people who you don’t really know, you’re basically just a spammer. You have to remember that you’re communicating with a person, and treat them appropriately. Always think about how you would feel upon receiving that invitation or message before you send it.
Of course, there is much more to the effective use of LinkedIn than those broad points (as you have no doubt discovered!), but they’re the threads which tie the whole thing together. If you only take two messages from this entire ebook, it should be those. Remember, you can always come back and check the relevant section if you’re struggling with a job search, invitations to connect and anything else to do with using LinkedIn! You only have one chance to make a first impression, so you should ensure it’s a positive one.
One of the difficulties in looking for work is the level of deception that goes on. Job seekers exaggerate their experience, managers exaggerate the opportunities and conditions, recruiters exaggerate everything.
Far be it for this little pig to take some the moral highground... after all my day is spent in a swampy mix of mud and my own mess. But the point remains, it's hard to know what and who to believe.
As the job seeking piggy sets off for yet another interview it should be pointed out to anyone reading (e.g. Mrs J.S. Piggy) that there are only three things that anyone should say to a job seeker who has just received bad news.
1) They're crazy not to offer you the job. They clearly don't know what they're doing.
2) You're too good for them. You can do so much more than just that job.
3) Better to know now rather than find out later. Everything happens for a reason.
Whether its true or false, stick to these three phrases and keep everybody's spirits up. You can also, of course, tailor these expressions to your own means and even embellish a little. For example:
"They don't sound like a very good company."
"You would have outgrown that role very quickly."
"It's not what you really want to do."
"I can't understand how they wouldn't pick you. Their must be something wrong there."
I'm sure you get the drift.
Once upon a time, in a land far far away, there was a concept called feedback. You applied for a job and then you would receive some contact from the recruiter. A phone call, an email, something just to let you know. It helped the job seeking piggy know whether to file an opportunity as open and closed.
It was almost like they kept you regularly updated on the status of your application. I remember when it used to be a letter informing you that you had not been successful or occasionally that wacko you are selected for an interview. Whilst a fresh faced graduate from the University this little pig collected a huge pile of the less desirable form of this letter.
It was, in a sense, depressing with its size being testament to how undesirable a commodity the great engines of commerce found me. But it also gave closure. You're better of knowing, as they say... Somewhere between then and now this crucial art of feedback disappeared. Where did it go? Why did it leave? These are questions for another rant by the job seeking piggy.
Instead this little oinker prefers to lament its passing. One day perhaps feedback will return. It seems that with the rise of internet based recruiting softwares that automated emails informing of application received and then rejected are on the rise. It's not full of detail, but it is a start. Who knows? Perhaps the Web 3.0 version of Taleo will even analyse unsuitability and give pertinent reasons. Now that would be talent management!
The last article discussed the annoying fact that very few recruiters give feedback to job applicants. The Job Seeking Piggy feels this is a big mistake, both in terms of politeness and sales strategy. In fact a sales strategy that doesn't incorporate politeness and responsiveness at its foundation is a poor one, but thats a topic for another day. Now to be clear in this instance the pig is talking about feedback to an application such as emailing in a CV.
It isn't conceivable to this little pig that a recruiter wouldn't give feedback to a candidate after sending their CV to a client or the candidate interviews with the client. Please tell the pig this never happens!
Contractor Taxation is releasing a course that shows how to setup automated feedback emails and has proven templates that improve your reputation with the best candidates. You can get it for free by sending an email.
For many of us there are few things more painful than writing a CV. The pig is a boastful creature and in another lifetime may have been a writer of romantic fiction... and so quite enjoys it! It helps to keep things in perspective. Some of the advice contained here is so simple if could be seen to be offensive. But fear not - the job seeking piggy doesn't want to upset anyone.
However its often true that people forget why they are writing their CV and end up with a document that doesn't serve its purpose. To this end the Job Seeking Piggy has included a document that it wrote in a former life as an IT recruiter - this is a guide to writing CV's for IT and Finance contractors in the UK and European market but the basic principles apply to CV writing in general. It is important to remember the purpose of your CV and its role within the process of gaining employment.
Your CV is your primary means of obtaining an interview with an employer and thus getting a contract. It should showcase (in order of importance) your experience your skills your qualifications your personality For example, In order to obtain contract work in the UK you will be required to use recruitment agents. Recruiters will call hundreds of managers a week searching for vacancies. When they get a requirement they will search through their internal database for suitable candidates and/or advertise on sites like www.jobserve.com for people to fill these jobs.
Using recruiters is the quickest and easiest way for you to get an interview with a client. The primary means for a recruiter to assess your suitability is your CV. The average recruiter will have seen thousands of CV’s and be able to tell a good one from a bad one quickly. It is important to have a well-constructed and clear CV in order to make it through this initial selection process. If your CV is full of grammatical or spelling mistakes, poorly laid out or just hard to read then you run the risk of the recruiter putting your CV in the unsuitable bin, even if you are a good match for the job.
So what will recruiters look for in your CV? Firstly let’s talk a little about the recruiter mentality. As a salesperson their main motivation is to successfully place a consultant with the client and earn some money. So they want to put forward candidates who have the best possible chance of getting that job. Generally they have no background in Computing or Finance, so for most recruiters the specific skills and jargon mentioned on your CV have no real meaning for them.
They are just trying to match the words on the job description to the words on the CV. If they can match the words then they will read your CV a little more thoroughly to understand whether your experience matches the experience the client is looking for, what sort of companies you have worked for in the past, whether you have good qualifications, and what sort of employee / person you are. Initially they are reading your CV to include you in their shortlist, then they are reading it looking for selling points – reasons why you will get the job as opposed to any other candidate.
If your CV satisfies the recruiter it will get forwarded to the client who will look through it from a similar perspective but dwell more on the projects/companies you have been involved in and your specific experience with the various skills and technical tools they are looking for. Clients look for a contractor to be able to come in and perform a specific piece of work within a given timeframe. They want to see from your CV that you have previously performed the same piece of work (or something very similar) in a commercial environment.
If they find this in your CV then you have an interview! So how do you tailor your CV to work with the technically illiterate recruiter and the technically literate client? As you will see, we do this by providing a combination of summaries and detail. This enables a recruiter to work out within two minutes whether you match a job description and also allows a client to understand exactly the business objective, technical environment and particular duties of your recent projects.
Your CV should have the following sections: Personal information: Name, Contact details, date of birth, visa/passport held, education (If you have a degree and have completed a few appropriate courses. If you want to list every course you have done – put only the most important to getting work at the front. The rest can go in Additional Information at the end of your CV). Skills Matrix: List the skill and the amount of commercial experience you have. This should not dominate the CV or be excessively long. It should be concise and easy on the eye. Its purpose is to provide an easy way for a recruiter to compare your skills to the job specification they have available.
You may want to group your skills according to Languages / Operating Systems / Database / Methodologies / etc. It is important to be realistic with your matrix and avoid the temptation to put in everything you have ever used or studied. For contract work employers are generally only interested in commercial experience. It is not relevant that you did a 3 month assignment using VB in second year Uni. If you want to give a really detailed matrix then put it in an appendix at the back or a separate document. This initial matrix is just for the recruiter/employer to tick of that you have the skills they need. You can even tailor this on the fly as you're submitting your CV... be sure to highlight the skills that were mentioned in the advert.
This is the most important part of your CV and is where you should focus most of your time and effort when writing the document. You should start your employment history on the first page, so at least your description of your most recent job appears on the first page. The skills matrix has an important role, but you don’t want it to detract from your single biggest asset in seeking work:: your previous commercial experience. You need this section to be easily understood by the layman as well as having the technical detail to satisfy the scrutiny of an IT manager or technical specialist. In order to do this you should go into progressively greater detail as you describe each job. Each role should have the following basic sections.
You may also like to include a description of the company, especially if it was not a UK firm. UK recruiters and employers will likely not know of the clients and companies you worked for in your home country. Even the largest companies in South Africa, Australia or New Zealand are relative minnows in the UK. So if you worked for the 3rd largest investment bank in South Africa it is well worth mentioning here.
outlining the environment and various technologies you used. You will likely be repeating the technologies listed in the skills matrix, but here you are showing that you used these specific skills in this particular role. Eg: J2EE, SOAP, XML, RUP, Rational Rose, Visio, Weblogic Integrator, Apache, Tomcat, Oracle, Documentum, CVS, Solaris, AIX, Linux, Windows.
Description of duties is where you can give the reader a really good understanding of your experience and abilities. If you write it well they will also get a picture of what you are like and whether you were good at your job. If you were in a permanent role you might want to break your description down into the various projects you were involved in. You can then devote a paragraph to each major project and maybe a general paragraph covering any other duties. It is best to start with a description of the project’s business objectives.
You can use this to show you understood the needs of the business and how your work fit into achieving these needs. It sounds straightforward but a surprising number of people leave this out. In a competitive marketplace it is good to show the client that you have a well rounded understanding.
e.g. Westpac are one of the largest banks in Australia. For the “MyLife” project Westpac commissioned an online virtual marketplace and service center through an ecommerce portal. This allowed Financial Advisers to offer customised financial planning and management utilising product offerings from Westpac and their partners from the customer site or any remote location. The products offered ranged from bank accounts to investment funds and disability assurance. I worked as technical pre-sales on the bid and then took over the role of Lead Architect for the project itself.
Then give a detailed description of the technical needs of the project and your involvement. Use this chance to show what technology you have used and in what capacity within the project. Especially mention additional benefits you were able to offer like training other staff, internal consultancy, mentoring or any other things you did that set you apart (in a good way!) from other consultants.
e.g. Architecture, design and implementation of a Weblogic 6.0 portal and components interfacing with a number of bespoke applications. The portal had a single-on and supported different authentication methods with the rear portal applications. The implementation used JSP, Servlets, Sockets, HTTP1.1, Tomcat, Weblogic 5.1, Weblogic 6.0, Netbeans and extreme programming. The portal was required to deal with up to 50000 enquiries a day ranging from delivering mortgage quotes to opening trading accounts in a secure environment. Extensive stress testing of the application and components ensured fast and error free functionality. Since implementation the portal has experienced less than 0.02% downtime. Mentored junior developers throughout the project.
It is a very good idea to include any special achievements. If your project saved the client millions or if your personal contribution saved the project from disaster. Make sure you mention it!
In this section you can put any other information you feel is pertinent. This could include the following:
Remember that your CV is primarily a tool to sell your experience and skills to an employer so if there is anything that you feel makes you more employable, then include it.
By including it in a section at the end you give the reader the option to find out as much or as little information as they need to. If you overload them with too much detail at the beginning of your CV they may not pay as much attention to the most important part, your experience.
So many interviews follow the same format... how do you stand out from the crowd?
This little piglet has been to a lot of interviews and it can be boring responding to the same questions over and over. Job seeking piggy also remembers time spent as a recruiter and the boredom that comes from asking repetitive questions. For both sides it can be a long and tedious tennis rally where everything sounds the same.
So what is a job seeker to do when you walk into an interview and see the interviewer with pen poised over the dreaded form with standard questions on it?
The job seeking piglet resorts to playing mind games (mostly with itself) which keeps things interesting.
Imagine that for each formulaic question there exists a perfect formulaic answer. The interview process is a showcase for your perfect response. Best of all you can prepare beforehand!
For example if they ask
"What is your greatest weakness?"
You can say
"I am a perfectionist and get totally absorbed into my work" and stop right there. If it is a question you are uncomfortable with then don't give too much detail. It is said that the best way to get out of a hole is to stop digging.
Of course most interviewers know the game well and will prompt for more information. So you can qualify your answer.
"I have had to learn to step back and focus on the big picture to make sure I'm going to meet my deadlines."
This shows that you are aware of your weakness and modify your behaviour to change it. Have an example ready if you need to go further and make sure it makes you look good!
"There was a huge backlog of work after the floods and my natural instinct was to just get stuck into it. But I realised we had a major deadlines that we would miss so we restructured our process to balance the load."
And so a negative is actually a positive :)
But what about the all time classic
Where do you see yourself in 5 years time?
(aka What do you want to be when you grow up?)
Here are some prospective answers:
"I haven't really thought about it"
- Perhaps for an interview at 7-Eleven, but not good when going for a career defining role
"Retired on a beach in Baha"
- This might work in the startup industry... but not many other places.
"I want to be part of a great team atmosphere, be considered essential within my role and know that I am making a difference. If there are opportunities within the next 5 years (or longer" to grow - then that is icing on the cake"
- Great answer if you aren't sure of the promotion prospects.
"I want to be considered a leading expert in
- Good answer for technical specialists in a consulting or services company.
"I would like to advance and take on more responsibility. I expect that if I do a great job and am flexible to the needs of the organisation - even if it means changing roles - that opportunities will come up in that timeframe."
- This is the most balanced answer
Now you can see 3 answers here which would meet the bill. What happened to the perfect formulaic answer mentioned beforehand? As with most things in life you should tailor your response based on the situation. Hopefully you have some ideas from above on how to find the answers that work best for you. Of course you could also politely suggest that behavioural interviewing is a more enjoyable and productive process :)
Best of luck!