There is lots of talk these days about green shoots and the possibility that we have may have hit the turning point in the recession. Let’s hope so. That is certainly the message I am hearing from a number of economists. Unfortunately, the unemployment numbers in Canada and the United States continue to rise. Over the past few weeks I have received another batch of e mails from experienced logistics professionals who have recently lost their jobs and are seeking employment.

These folks contact me looking for insights and direction on how to go about finding employment. While I don’t consider myself an expert on this topic, I find it interesting to listen to the folks who have successfully found employment in this difficult economy in order to learn some lessons that I can pass on to the readers of this blog. The good news is that unemployed logistics and transportation professionals are finding jobs. It is just taking a bit longer to find them.

As those of you know who follow this blog know, I have written on this subject before. My thinking continues to evolve and I will share some current thoughts with you.

1. Take a full Inventory of your Skills and Competencies

During this downturn, many long service people, who have worked with a very limited number of companies, in a very limited number of industries, are losing their jobs. This could be due to the outsourcing of certain supply chain functions to a 3PL or the consolidation of various plants or functions which result in redundant positions.

The tendency of a number of these people is to look for a similar position, in a similar industry in the same location. The fact is that there has been considerable consolidation in many industries. Trying to find a VP of Logistics position in the Retail Apparel, Food Services, Pulp and Paper or Chemical Industries, in the same geographic area, or even a different area, can be quite a challenge.

As a result, it is critical for many terminated people to take stock of their full range of skills and competencies. It may be helpful to develop this list in collaboration with a friend or colleague to identify skill sets that may be overlooked and underappreciated. This may lead to other career paths that are worthy of consideration.

2. Think Outside of your Current Industry and Business Segment

It is also helpful to think about other industries where these skills could apply. If an individual has worked in the manufacturing or retail sectors for a long time, have you taken a look at the full range of 3PL’s that specialize in these sectors? If someone has deep competencies in warehousing or project management, what about a career in consulting? The important thing is to look at the various permutations and combinations of your skill sets so you don’t apply blinders to your job search. These are difficult times. Re-entering the workforce may take a career shift, a salary adjustment and/or a change in location.

3. Focus on Leadership and Results

“C” suite executives are looking for leadership and results. If a company is going to invest in a new senior or middle management employee, at this point in time, that executive is going to be looking for someone with a record of proven results, for strong “take charge” skills and for someone who can replicate that success expeditiously in the new work environment. They are looking for people who are a “quick study,” who learn quickly, adapt to a new environment and make an impact.

4. Network to Gather Information and Secure Leads

Many jobs are not advertised in the newspapers or on job boards. In some cases, the jobs don’t even exist. They are created, if the right individual comes along. As a result, a job search should be focused on identifying leads and prospects, on finding people who know people who know people who may wish to hire a particular individual with just the right skill set. This may take a considerable amount of networking.

That is why it is critical to go through your personal and LinkedIn networks, to participate in industry associations, to attend conferences and to meet as many people as you can. These should be fact finding sessions. During these meetings or individual discussions, it is important to have an agenda with specific objectives. These objectives should include what is happening in those industries, who are the “movers” and “shakers,” and what might these people need. Another objective of the meeting is to walk away with at least 3 to 5 new, valued contacts with whom you can connect and meet (and obtain additional lists of contacts). This will maintain the momentum of your search and provide you with more inside information on industries and people. Make sure you are doing well less than fifty percent of the talking so you can listen carefully for every tidbit of wisdom that is offered. This will help you refine your search.

5. Speak the CEO’s Language

In line with item 4 above, a CEO or CFO is looking for a quick ROI, for immediate cost savings to more than offset the investment in the new manager, for revenue growth, for profit improvement and for a quick payback period. While having a full repertoire of people skills and communication skills is important, if not essential, a potential recruit must be able to speak the language of “C” suite executives and then deliver a fast and significant bottom line payoff.

With such a high percent of the working population of Canada and the United States is unemployed at this point in time, there are a large number of quality people looking for jobs. The competition is fierce. Crafting and executing a sound game plan can help you expedite the process of re-entering the workforce.

Share your Experiences with the Readers of this Blog

For those of you who have recently gone through this process, please take a few minutes to post a comment on this blog. Please outline any strategies that have helped you or your colleagues find employment. I am sure the readers of this blog would be very appreciative.