Now the issue isn’t so much whether one should take interim work, but how to manage it without wreaking havoc on the broader job search. Lining up the interim job is another puzzle for most people: The first job search is hard enough; now there should be a second search?
You’ll find it easier going if you follow some basic steps.
•Think about logistics. An interim job usually pays less than your regular work. Hence, it shouldn’t involve a long or difficult commute. Unless you live in a rural setting, consider five miles from your home to be your optimum hunting grounds.
•Consider your schedule. It doesn’t make sense to pay more money to day care than you’ll make at this job. Look for time that you can give to the job without having it cost you money elsewhere. You’ll need to allocate 15 to 20 hours a week to finding your main job. For these reasons, optimum interim job schedules often include early mornings or evenings.
•Assess your marketable skills. Are you physically fit? Good on the telephone? Knowledgeable about tools or certain processes? Familiar with your area roads and neighborhoods? Write it all down. You’re not going to do this work forever. If you can tolerate it and do it well enough to fill the bill for an employer, it goes on the list.
•Choose your interim job goal. A broad category such as customer service will work. Less helpful is a handful of ideas, such as “landscaping or call center work or night security.” Such disparate ideas make it difficult to build a credible resume and can sound unfocused in conversations.
•Make an interim job resume. This short, to-the-point document highlights what you can do for a particular group of employers and downplays everything else. So a marketing executive seeking retail work will use the top of the resume to showcase strengths in serving the public and making sales, with only a line or two toward the bottom of the page devoted to the last marketing job.
•Talk with employers. This kind of search is best done person-to-person, so start a list of potential employers and the managers to talk with. As a rule, this is more easily done with small companies or those that are locally managed than with the big-box groups that rely on electronic processes.