Applying to multiple roles at one employer

Q: Is it in poor taste to apply to a number of positions with the same employer, in the field of lab medicine?

– Submitted by Medical Laboratory Scientists, Class of 2016 – University of Massachusetts/Lowell

A: Great question! First, congrats on pursuing a field full of opportunities. The world of STEM (science, technology, engineering and medical industries) is expected to grow dramatically. Specifically, the role of medical and clinical laboratory technologist is a role that is expected to grow “much faster” than average, according to the Bureau of Labor Statistics. These roles typically require an undergraduate degree in either medical technology or life sciences. Hospitals, labs and doctor’s offices often employ medical lab technologists. In 2014, the median pay for this profession, across the US, was just over $49,000. Most medical lab technologists in the Boston area make more. For more information, visit http://www.bls.gov/ooh/healthcare/medical-and-clinical-laboratory-technologists-and-technicians.htm.

Now to your question. Research employers of interest. You are joining a field with very specific hiring needs. There may be more than one role, especially at a large employer, for which you would be qualified. I quickly scanned LinkedIn using the term “medical technologist” and limited my search jobs available in Massachusetts. There were roles available at Lowell General Hospital, Emerson Hospital, Tufts Medical Center, Beth Israel Deaconess Medical Center, Boston Heart Diagnostics and Massachusetts General Hospital. Tufts Medical Center had 17 roles available, but all were a bit different. One role was in microbiology and one was in blood bank. It is ok to apply to several of these, but I probably would not apply to all 17! Some have different qualifications, including licensing requirements. Often times, larger companies will scan your resume and/or online application and retain your information. This is wonderful because they will contact you if a role does become available.

Finally, if you are not on LinkedIn, please consider creating a profile. Often recruiters don’t want to post a job and receive several hundred inquiries. Instead, we like to search using key words, like laboratory or medical technologist or University of Massachusetts. Then, we are able to identify a handful of the most qualified candidates vs. reviewing hundreds who may just be applying to every job posting available.

Good luck. I see great things in your future!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job hopping vs. non-job hopping between the generations

Q: Job hopping vs. non-job hopping. I was told when I was in college that you should stay with your employer as long as possible. I am not saying your whole career but maybe a few jobs over 30 years. My 30 year old son has already had three jobs in the eight years he has been out of school. What is the norm now?

A: I can hear the debates over the dinner table now! The world is changing and so is the world of employment. In my parents generation, many would remain with the same employer for 20-30 plus years, maybe even retiring with the same company!

In my generation, the beloved baby boomers, employees often have worked for 5 -8 different employers in their careers and some even change careers altogether. We have all observed friends and family members who work in one industry and then move into a teaching role or to work in a non-profit.

In general, employees are not remaining with the same company for 20 plus years any more. While it occurs, it is rare. A few reasons may be impacting the increase in career stops. We are becoming more mobile. Few of us live in the same town/city in which we grew up. Technology has impacted the workforce. Techies want to learn new skills, be part of interesting projects and work with smart team members. Some job hopping may be attractive to employers because it is evidence that the employee can be adaptable. The job hopper, though, needs to leave each employer on good terms and not leave a trail of negative feedback from their former employer and colleagues. Think about it, if you have a slew of positive job changes, you also are expanding your professional contacts. Professional contacts are often a reliable source for finding out employment marketplace intelligence (i.e., who is hiring and when).

Millennials, those roughly 18-34 years old, make up more than one-third of the US workforce. In 2012, a PayScale report, found that the median tenure for a millennial employee was two years while a median tenure of a baby boomer was seven years. Millennials will openly share that they expect a new opportunity to last just a few years. Millennials are considered a creative, adaptable and entrepreneurial cohort. They want to be mentored, not directed. They prefer frequent informal feedback vs. the once per year “come into my office, I am your manager” type of performance review. Millennials are not interested in “face time,” or being seen at 6pm by the division vice president. Instead, they want to work flexible hours and occasionally work from home.

As the world changes, so does the workforce. It is a challenge for all of us as we try to navigate generational differences.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Holidays to celebrate…. just ask

Q: I am a new manager. I have a very diverse team. Some are young, some are not young. Some are of different races and religions. I have no idea what we should be celebrating and what we shouldn’t. How do I make sure everyone feels included? I have not seen this in my new supervisors manual!

A: You will do well as a supervisor. You are already showing signs that you want to create an environment where everyone feels welcome and part of the team. A good sign!

I would not necessarily ask everyone to disclose their religious beliefs because some may find that intrusive. However, I would ask everyone about what holidays may like to celebrate. Or would they even want to celebrate holidays and birthdays at work? Some don’t relish the idea of the black balloons and the “over the hill” sign tacked to the wall of their cubicle.

I think many think simple celebrations at work are fine. A cake or a pot luck luncheon. We all just have to be careful about food allergies.

Some may prefer not to celebrate holidays or special events. I think that also has to be respected.

I think you should ask. Ask your employees for ideas, thoughts, likes and dislikes. You won’t be able to please everyone all the time, but people, in general, like to be asked.

Good luck in your new role!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A new schedule wouldn’t let me pick up my kids. How do I talk to the boss?

Q: I work in an office in a suburb of Boston. When I was hired four years ago, my hours were set as 8:00am – 4:30pm. My hours are important to me because I have to pick up my daughter at 5:00pm and this gives me enough time to get to her day care with about 5 minutes to spare. Our day care charges extra fees if a parent is just one minute late.

I have a new supervisor who has asked that I work 8:30am – 5:00pm. This would be very difficult for me. How should I handle?

A: Thanks for submitting your question. Hours can be critically important to employees who are often juggling other commitments like children, taking classes, elderly parents or other responsibilities.

My recommendation would be to first request a brief meeting with your new supervisor. Ask him/her if there is a reason your hours need to change, and explain your need to leave at 4:30pm. Most supervisors will understand this need and hopefully accommodate it. What I don’t know is if there are other employees who have asked that they also leave at 4:30pm. Your supervisor may be trying to balance business needs with the needs of employees.

My recommendation would be to first request a brief meeting with your new supervisor. Ask him/her if there is a reason your hours need to change, and explain your need to leave at 4:30pm. Most supervisors will understand this need and hopefully accommodate it. What I don’t know is if there are other employees who have asked that they also leave at 4:30pm. Your supervisor may be trying to balance business needs with the needs of employees.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

I freeze up during interviews. What can I do?

Q: I prepare for interviews and then I freeze during the interview. I feel like as I come off as more nervous than confident. How do I get beyond my nerves and show an interviewer the true me?

A. I love candor so thanks for having the guts to submit your question!

Interviewing is a skill, a skill most of us only need on occasion. We typically don’t interview day in and day out, like driving, writing or flossing our teeth. Any skill can get rusty. I remember trying to ice skate about 10 years ago thinking I would be able to jump on the ice like I did when I was a kid. It took me some time to get the hang of it again. I felt like I needed to almost re-learn how to skate.

Interviewing is similar. It is a skill that may require some practice before a candidate “steps on the ice again.” First, think about commonly asked interview questions. There are plenty of online resources which will provide typical interview questions. Then, jot down some notes on how you can best respond, while showcasing your strengths and talents. Finally, think about where you struggle in your answers and devote some extra attention to that area.

Some candidates find it very helpful to videotape themselves during a mock interview. Videotaping can help you identify your weaknesses. Maybe you overuse one word. Perhaps you attach an unnecessary “ya know” to the end of your responses. Or maybe you don’t maintain eye contact.

If you feel like you are freezing and are unable to respond, it is OK to ask for a moment to think about your response to buy you some time. Example: “Let me think about a good example for you.” Or you could ask a clarifying question to better understand the question. Example: “Did you want me to focus only on my last position or is it OK to share an example from earlier in my career?”

With practice, your interviewing skills will likely improve.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Tips for creating a LinkedIn profile

Q: I have been told to create a LinkedIn profile. I need some guidance. What should I make sure is on there? I am a bit baffled about what I should include and what I should exclude.

A: Creating a LinkedIn profile can be daunting. Realize it will take some time to create. In the end, it is well worth it.

Here is what I think is important in a LinkedIn profile:

1. A professional photo. LinkedIn pages with photos get a longer look. Especially with the prevalence of telephone interviews, recruiters will often rely on a photo to better “picture” with whom they are talking.

2. Ensure that your LinkedIn page and your resume share similar content. Your resume should not scream engineer if your LinkedIn page says you are a trainer.

3. Set a goal for adding connections. Mine is 3-5 new connections per week.

4. Include key words if you are job hunting. Key words are often used by recruiters to find those with specific skills. Make sure that your key words are in your profile.

5. Make sure your contact information is included. Your cell phone, your email, etc.

6. Join relevant groups. If you are a marketing professional, I would expect you to be part of several marketing groups. Some groups may be appropriate for your profession and some may be driven by where you went to college or where you live.

7. Market yourself. If you are quoted in a journal or an article, showcase it on LinkedIn.

8. Finally, keep your profile updated. If you have changed jobs or been promoted, update your profile. If you have moved to San Francisco, let us know that too!

I am on LinkedIn probably 5-6 days per week. It is worth the investment of time to develop a robust profile!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. 

Husband seriously ill, what are my options?

Q: My husband was just diagnosed with a serious illness, possibly life threatening. I am unsure of my leave options at work. I have been with my employer for almost nine years. Can you share what I might be eligible for? I have never take a leave before.

A: I am sorry that your husband was diagnosed with a serious health condition. I am sure this has created a lot of stress for both of you as well as other family members.

You may qualify for the Family and Medical Leave Act (FMLA). The FMLA allows many employees to take up to 12 weeks of job-protected leave off for a number of reasons, one being to allow an employee to care for a spouse with a serious health condition. There are a few conditions though. Your employer has to employ 50 or more workers. It sounds like you have already met an additional requirement, that you have worked for your employer for 12 months or more. Also, you must have worked at least 1,250 hours in the last 12 months. Finally, you must work at a location where the employer has 50 employees within 75 miles. This law does not require that your employer pay you for any of this time off. A helpful fact sheet on FMLA can be found at http://www.dol.gov/whd/regs/compliance/whdfs28.pdf.

You also may qualify for earned sick time assuming you are employed in Massachusetts. As of July 1, 2015 employees in Massachusetts are permitted to take up to 40 hours per year of sick time for a number of reasons, one being to care for a sick spouse. If your employer has 11 or more employees, the sick time must be paid, assuming you have earned it. More information can be found at http://www.mass.gov/ago/docs/workplace/earned-sick-time/est-employee-notice.pdf.

Your company may also have their own internal policy on sick time, family illness or paid time off (PTO) which may also provide some income protection if you need to take time off. If your employer has a handbook, it may be helpful to review the handbook or any internal policies on time off or leaves of absence.

If you have an internal Human Resources (HR) department, they might be a helpful resource. They may be able to work through a few different scenarios with you. It is wise to know in advance, what options might be available to you. There may be flex hours or telecommuting options that could assist you during this time.

Also many employers offer Employee Assistance Programs (EAPs) which provide short-term counseling, resources and referrals for employees.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.