Skip to content

Posts tagged ‘Ken Sundheim’

Being Fired From Your 1st Job


Being Fired From Your 1st Job

Most of the time, when younger job applicants are fired from their first job, they feel that the firing was solely based on their inadequacy as business professionals. However, this is simply not the case in most circumstances.  This negative thinking can send many younger professionals into a job search funk that is simply not necessary and can last for much longer than the situation warrants.

 

Instead, the majority of recent college graduates who were just fired from their job have to consider the following 3 pieces of advice:

 

1. It is Not the End of the World, It is Not the End of Your Career…as a matter of fact, you probably got a bad job out of the way early.  It happens to just about everyone and the earlier the better.  That is, if you’ve learned something from being fired.

 

2. Chances Are That You Had Little To Do With It – there are a million and one reasons as to why employees of all levels get fired, however there is a glowing exception with first time job seekers / recent college graduates.

 

This exception is that you have no training and if they could not provide it on the job. Chances are that there are reasons for this lack of training which are out of your control and these may range from budget to simply having a bad manager who really doesn’t care.

 

Now, if performance was obviously lacking then it was obviously lacking, simply fix what you think you can and realize that getting fired as an entry level job seeker is not always a black and white situation.

 

3. You Must Move On – careers are marathons, they are not sprints.  You are bound to have highs and you are bound to have times that you feel off your game, but it’s how you handle yourself during the latter that determines your longevity in the business world.

 

When I got fired from my first job, there was a feeling of loss and getting out of bed was not as easy as it was when a paycheck was coming in every other week, but now I love my job and, on certain weeks my company will bring in more money than they made a year.

 

Related Job Search Articles

 

3 Reasons American Job Seekers Are Less Competitive
 

4 Candidates That Employers Don’t Want to Hire

 


 
 

3 Reasons American Job Seekers Are Less Competitive


Why American Job Seekers Are Falling Behind by Ken Sundheim

 

It’s not simply the economy.  There are calculated reasons why some American job seekers are not getting the jobs they want and the pay that they feel they deserve.  Many of the reasons for lack of success are deeper than a resume that is not 100% or lack of ability to negotiate salary.  It has to do with American society as a whole. Here are some of the variables that make the young American job seeker less competitive by the day:

 

1. Education – The later they graduate college, the worse their writing skills are.  Judging by the hundreds of resumes that come into KAS Placement every day, it seems that poor grammar and a lack of ability to express oneself clearly is not reserved for the graduates of lower-tier schools.

 

Instead, some of the most reputable colleges are letting students graduate without merit (but, with payment, of course) which is diluting our country’s talent pool.  Mainly, this is due to colleges feeling they need to spend tremendous amounts of advertising dollars to compete with online schools, then filling this deficit with students who can barely read, but can definitely pay.

 

2. Impulsive Behavior – Younger Americans have become more impulsive than ever and seem to need everything right this moment – a characteristic that hinders many upon searching for a job.

 

When dealing with younger job seekers, our recruiters have more difficulty explaining to them that things may not happen the instant they want them to and not to act on that frustration.

 

While our recruiting firm explicitly explains to job seekers that their resume submissions will be read, but we can’t contact everybody right away, we still see emails in our inbox demanding that we read a resume submitted three hours ago.  These types of actions instantly force our recruiters to blacklist the individual because we can’t have that type of behavior going on with our clients.

 

Since 2005, the aforemetioned behavior among young job seekers has probably increased about 7 to 8x (this is factoring in increased resume submissions year over year).

 

3. Loss of Entrepreneurial Spirit – Many of today’s younger generation has just about every technological advantage over the older job seeker, but only a tenth of the research and creativity of job seekers with 5+ years experience.

 

KAS Placement’s website has a section dedicated to recent college graduates.  As a test about a year ago, I switched the tone of the main page telling recent graduates that recruiters could not do everything for them, but instead offered them advice on how to find a great job.  Visitors rarely returned and frequently exited the page without visiting these “recommended pages.”

 

The problem is that young job seekers from overseas are willing to do the research it takes to find the right position, as their custom applications and ways to get in touch with decision makers are more unique than going directly to a website and applying.  This is making it very tempting for some companies to start sponsoring young job seekers from the U.K. and Western Europe.

 

The Positive Takeaway

 

The positive takeaway for many younger American job seekers is that many companies are not going to sponsor overseas workers, thus the competition for great jobs is going to continue to stay domestic, as it were.  If a job seeker begins to seriously look at his or her defaults, a simple correction can spawn a great career.

 

Related Articles

 

When and How to Ask for a Promotion

 

Which Social Media Site is Best for Finding a Job

 

KAS Placement Job Search Videos: Using Unemployment Rates for Hiring and Recruiting Employees

 

The Day Entrepreneurship Nearly Killed Me


 

 

Go to: How To Work With a Head Hunter

 

About a year and a half ago, I began pouring disgustingly large amounts of money into my firm knowing that it would pay off. However, at that exact time, the job market hit a miserable low and, sure enough I got a phone call telling me that I had $500 in my bank account.

 

To give you a breakdown, I have two offices in New York City, an apartment in New York City, employees, a Siamese cat named Tarot and, as I thought of the possibility of losing everything, I began to get dizzy and a piercing pain started to trickle down my back.

 

At the time, I did have a lot in accounts receivable, but I wasn’t going to walk into a bank sick to my stomach attempting to factor receivables when I knew nothing of the topic.

 

So, the first thing that I put my mind to was not to let my employees realize my state of mind. Despite growing pain from stress, I could not show it in speech or body language. This sort of composure allowed me to determine that having no debt, I could live off both my corporate and personal credit cards until things evened out.

 

Since my mentor, Harvey Cohen died of pancreatic cancer years back, I had to turn my next best friend – reading. I kindly asked my Managing Director, Alison and Senior Recruiter and confidant, Gracie that I needed a few hours and to keep the troops at bay.

 

It was in that 120 minutes that I learned yoga because acupuncture is reserved for those with positive bank accounts and began reading about those who had issues that put mine in perspective. Winston Churchill ended up taking the cake.

 

As I calmed down, I began to think about why I began my business in the first place and the reason was that I was willing to take the ups with the downs and that’s part of life and part of growing up as a business man.

 

Luckily, the checks did come in the mail and my company revenue has been up over 145% in the past two years, but regardless I left my office that day weary, beat up, nearly broke, almost ruined, yet proud of myself that I handled a situation as a true entrepreneur and not that 25 year old compulsive kid that I knew when I started my business.

 

The moral of the story is that if you want to be an entrepreneur or do anything worthwhile, you’re going to have these types of days and how you react to them will determine whether or not you achieve the goals you set out to do.

 
More Entrepreneurship Articles by Ken Sundheim
 
How I Stared a Business at a Young Age
 
KAS Placement YouTube Channel Ken Sundheim Twitter
 

 

 

How to Get a Great Advertising Job


How to Be Successful in an advertising Job

 

Upon taking a job in the advertising industry, there are some ups and down just like taking a job in any other field. As a job seeker looking for work in the advertising field, it is imperative that you know the ups and downs of the advertising industry as it will only increase your success.

 

Some cons of breaking into the advertising industry:

 

1. Schools seemingly do not understand the true facets of what makes advertising tick and what is needed to stand out in any type of advertising environment. To combat this, the individual must take it upon themselves to learn and get the proper internships during college.

 

2. For some reason, younger individuals have a stigma that advertising is the top of the top job to get. Therefore this high demand makes pay very little. In addition, it is harder for individuals who do not know people in the industry to break in because when advertisers see so many resumes, it is simply easier to get resumes from people they know and trust.

 

Some of the Pros:

 

1. Advertising can be quite exciting due to the creativity involved in the day to day dealings in some of the better advertising firms. While it is still a job and there are the normal down sides, it can have less downsides than something along the lines of an auditing accounting position.

 

2. You eventually will make good money if and only if you work exceeding hard to get to the top of your game and stand out just as you should in any other job you take.

 

Similar Articles and Videos by Ken Sundheim

 

3 Reasons Why Marketing Employees Get Fired

 

4 Candidates That Employers Don’t Want to Hire

 

How to Be Successful in an Advertising Job

 

 

3 Reasons Why Marketing Employees Get Fired


For a few years, I must admit that I was highly confused as to why my firm had 300 job seekers looking for marketing jobs per day and only one employer looking to hire one. In sales and media, the ratio is 500% more than any form of marketing whether it be social media,digital media or other.

 

I would wonder what I was doing wrong. As time went on and I learned more about marketing, it became evident that these single marketing leads all had a very similar problem that they were intelligent enough to fix.

 

They hired, then fired several marketing employees and realized they needed help. Here were the top three reasons why these marketing employees got fired from their job.

 

1. Too much on their resume, thus raising unrealistic expectations. Marketing job seekers have to really dig in deep and be honest with themselves as to what they know and what they don’t.

 

A lot of times, the marketing job seeker, nervous that they won’t get a job in the field embellish their resume.

 

Going on what I know, I would predict about 70% of marketing job seekers do this and don’t realize the pending ramifications which is losing their job.

 

Not only do they lose their job, they lose any chance of obtaining a recommendation from their employer.

 

2. The employer doesn’t know their exact need. I’ve worked hard to learn marketing and when clients come to our firm to hire marketing professionals many are so off the mark as to what they need in an employee.

 

For instance, social media is something preached by every employer, but social media won’t help most of these companies because they don’t have a foundation. So, when these employers assign tasks, they are often vague and are derived from false assumptions.

 

3. There is no marketing and the job is too big. Sometimes clients come to job seekers with nothing in their marketing arsenal and expect the employees to spin gold. Though, the work load is just too much and, inevitably the job seeker falls behind, only to face a disgruntled employer who lets them go.

 

The situation proves lucrative for neither party and both leave in frustration.

 
3 Ways to Tell If You’re Interviewing with a Good Company
 
Which Social Media Site is Best for Finding a Job
 

 
 

Video: The Best Ways to Handle Difficult Employees


Latest Video: Top Ways to Manage Difficult Employees

3 Best Management Tips for the Entrepreneurial Minded Leader


 

When I started my company, for the first few years I worked alone. I was used to a daily rhythm in which I would wake up early and sit in front of the computer in relative quiet and began to take pride in my self-reliant, autonomous nature.

 

Then, it came time to hire someone else. I began reading management book after management book prepping for the impending employee I was going to hire.

 

I was lucky enough to hire a great Managing Director Alison Ringo, but after that recruiting from an apartment did not exactly attract top talent and my management style combined with inexperience could not adapt to the mentality of these individuals.

 

I’ve always wanted to be successful and was taught at a young age to work tenaciously to pursue your dreams. While it took a few variables for me to get better management including improving myself, here are the 3 best management tips I can give to either an entrepreneur recruiting and having to manage his or her first employee or even for a first time manager in a smaller, more entrepreneurial company.

 

1. The Employees’ Dream(s) May Be Different – management is going to be difficult for those who don’t learn to adapt to “troublesome” employees (those who are not on board with your vision 100%).

 

When I hired individuals that fit this description, they would get under my skin and drive me up a wall. I could not put myself in their shoes and their thought process became more and more foreign to me which created a disdain on both sides.

 

The more I tried to change these employees, the worse the situation would get. Then, a remedy came in the form of a change in mentality and perspective on my end.

 

I knew that I could not get better employees, therefore I looked at these individuals as means to the employees that I wanted, I gave them less important, though necessary tasks that needed to be done and I shouldered any and all workload that had to directly deal with obtaining income.

 

2. Learn to Interview – when I recruited my second and so-on employees, I would have to oversell the job as I was working from an apartment and had to convince people that I was a real company.

 

The problem was that I was selling, but not asking. Though I would never admit it, I was hesitant to ask because I felt that they would walk. Besides Alison, my Managing Director, every single one turned out to have somewhat of a grey story.

 

This was a story that I could have figured out had I approached asking some questions in an unassuming way, however since it took 50 phone calls to get one person to interview, I was just more than happy to have a body around me as I thought that I could mold and change.

 

It soon became evident that molding is possible, but changing is not. Had I learned to interview years ago, my company would be 2x the size and revenue intake it is today.

 

3. Interns and Free Labor Cost More Money – before I could afford employees, I had interns because they were cheap and you could get more intelligent people this way as opposed to hiring full-time employees as nobody from NYU or Columbia was going to pass up working for Goldman Sachs to work out of an apartment.

 

I am a very good salesman, but I could not brainwash these people to come to KAS. Therefore, I thought it would be a great idea to hire interns until the first Friday came around and it became evident that these kids did the same as I did in college which was go out until 3 in the morning every Thursday.

 

The productivity and responsibility level of these individuals ended up costing me an abundance of time…time I could have been making money to hire full-time employees who were going to show up.

 

If I was in something really sexy to these kids like marketing (I didn’t know what I know now – not a fraction on the topic nor did I have the recognition years ago), fashion or was a start-up hedge fund, that would be a different story.

 

It was at this time that I figured out that to get good employees as an organization, I would have to take an industry once thought of as drab and full of shady people into something meaningful and I set out to do just that.

 

When and How to Ask for a Promotion

 

Which Social Media Site is Best for Finding a Job

 

Ken Sundheim KAS Placement Twitter and Youtube Channel

 

 

 

Follow

Get every new post delivered to your Inbox.

Join 717 other followers

%d bloggers like this: