JOB SEARCH! Your COVER LETTER, CAREER SUMMARY and RESUME, presented in THAT ORDER!

Authored by: Ron Cottick, CPC, CHRM

The “KIS” (keep it simple) method for the COVER LETTER, career summary and RESUME is always a good method to keep in mind and use. You can’t go wrong keeping these documents simple to read, to understand and to pull information off of. Put yourself in the place of the reader, your audience. You want to capture their attention quickly, draw them into the document to “read it” in its entirety, to clearly “understand” what they are reading and “pull” the necessary information off of them to have interest in doing an interview with you. If these documents are cluttered and difficult to read you will lose your reader before they take interest. Not what you want to have happen.

So, where to start? Let’s see, how about with a chronological RESUME. By far the best choice for almost every RESUME! I wouldn’t even consider using a function RESUME, and, most hiring managers, the individuals who are your primary target audience, are not interested in reading them. They are usually cluttered, hard to read and hard to pull information out of. Why take the chance of losing your audience at the first glance of your RESUME! Nothing will introduce you or speak better of you than a well written COVER LETTER, career summary and RESUME.

I won’t dwell on the COVER LETTER or RESUME here. What I really want to cover with you is the “career summary”. You can also consider the “career summary” your “career profile” or just “profile”. I touched on it previously but it is worth bringing up again and addressing it directly.

COVER LETTER was touched on in the BLOG:

JOB SEARCH! When the shoe drops, you go into JOB SEARCH mode.

RESUME was covered in the BLOG:

Resume; Candidate, Do you “KIS” your resume to your “Audience”?

Both can be seen at:

http://jobsearch-rsc.blogspot.com/

Both COVER LETTER and RESUME will be featured again in future BLOG’s, however, right now let’s focus on the “career summary”.

Anymore, presentations are done on paper and through various means of communication that allow documents to be sent to the receiver. Email is the most common mode of sending the COVER LETTER, career summary and RESUME. When I present candidates to clients I always put these documents in the following order: COVER LETTER, career summary and RESUME. I want the short, concise and informative COVER LETTER to draw the “audience” into the “career summary” and the well written and informative “KIS” written “career summary” to draw the “audience” into reading the well written and informative “KIS” written RESUME. If you get the reader to the RESUME there are better than even odds you have their interest. Although getting an INTERVIEW is your objective, without getting their interest you will never get an INTERVIEW.

Just as the COVER LETTER and RESUME are written short, concisely and informative, so should your “career summary” be. Don’t forget to put the “KIS” on it as well. The more consistent the lay out and content of the documents, the better they will look and more likely draw the attention you are looking for.

Why have a “career summary” as part of your presentation, the “first impression”? To summarize your skills and experience, your background, to the position you are applying for. You want to focus what you have to offer and tie it to what the company is looking for in the position. The “career summary” will compliment the COVER LETTER and RESUME and ties everything together with the additional detail that makes the COVER LETTER too long and cluttered and the RESUME too specifically written that it takes away from a broader experience you have to offer up.

What should the “career summary” contain? Well, its time to tell you. It goes like this:

NAME

I know, lame, but, what happens if the “career summary” gets separated from the other documents? Better to have your name on each document of the presentation package.

POSITION

The COVER LETTER usually mentions the position you are applying for but remember what I mentioned above about documents getting separated from one another? There is no reason to not have the position title on the “career summary” and it is a reminder as to what you are applying for. No one will be offended, trust me.

NOTES

This is where I put certifications, licenses and other notations that are relative to the position buy take away from other areas if mentioned elsewhere. This is the best place for anything not skill or experience related.

RELEVANT EXPERIENCE

This is where you would list all your relative skills and experience you have for the position. I would use a bullet format here to illustrate your background as you would on a RESUME. And, remember, relative to the position. Hiring managers are not interested in things that don’t interest them and anything outside the qualifications for the job will not interest them here.

TRANSFERABLE and/or ADAPTABLE SKILLS

Any transferable and/or Adaptable skills or even experience should be listed here. Be sure it will be relevant and add value to your qualification for the position. Don’t add things just to have them here but when in doubt, I would list them. I would also use the same bullet format you use in relevant experience.

ACCOMPLISHMENTS

Hiring managers like to see and usually ask during interviews about accomplishments. I would list them but keep them relevant. To list an accomplishment that shows little to no relevance may come across as reaching. Better to not give that impression. Also, you should list accomplishments that may not be functional in skill set but credited to your experience. An example may be how you came up with an idea for manufacturing whom you interface with yet is not an area of responsibility or expertise. It could show the ability to think outside the box or from a broader perspective.

STRENGTHS

Definitely list your strengths but list the ones relative to your skill set or experience first and other ones next. An example here may be; fuel system product development, product testing, product management, project management, mentoring, supervision, team leader, team player, quick study.

PAST MANAGER COMMENT

I always ask candidates “If I were to ask your past managers what they thought your best attributes are what would they tell me”? This is not a reference or reference question. I am looking for things like excellent work ethic, excellent qualify of work, diligent, motivated, excellent mentor of others, etc. The objective is to let the reader know what others think and will say about you. This is a testimony of sorts that will help establish credibility.

INTERVIEW

It is a good idea to let the reader know your availability to interview, days and times.

START

It is also a good idea to let the reader know when you are available to start. If you need two weeks notice, say so. If you can start immediately, let them know. Either way you could state it such as “immediately upon acceptance of an acceptable offer”.

There you have it, an informative piece on the “career summary”, something you should use in your presentations to prospective employers. Give yourself an edge over other candidates, set yourself apart and get the attention you are looking for. You can’t go wrong giving the extra effort it takes to do this. Go out and SEIZE THE OPPORTUNITY!

Watch for other BLOG’s on all topics JOB SEARCH at

http://jobsearch-rsc.blogspot.com/

you won’t be disappointed.

If you like what you see and find value in this information, reference my other BLOG’s, BOOKMARK this site as a favorite to COME BACK often and

TELL A FRIEND!

I encourage you to do so.

I welcome comment and if you wish me to address a specific subject let me know in the comments section or at

rsc@infoexchangegroup.com 

JOB SEARCH! INTERVIEW, non-verbal communication is as important as the VERBAL!

Authored by: Ron Cottick, CPC, CHRM

There is much to be said about how to make a good FIRST IMPRESSION. Verbal is as much a part of the first impression as non-verbal. You could do an excellent job of verbally illustrating your background, however, if your non-verbal cues are not coming across like they should, are as good as they should be or offensive, you are only half communicating and will have a tough time getting the “nod” when it comes offer time.

So, what are the most common non-verbal messages you send when communicating with people, INTERVIEW or otherwise? Well, let me tell you:

HAND SHAKE
This is part of that first impression so when you hold out your hand for the hand shake, do it with confidence and some firmness. Don’t pump the interviewers hand like you are pumping water out of a well. If your hands are warm and moist, try running some cool water on them to cool them off. Don’t cool them off too much though. If you hands are cold you can try running warm water on them to warm them up. Keep in mind “FIRST IMPRESSION”.

EYE CONTACT
Speak “with” the interviewer, not “at” the interviewer, and, always look them in the eyes when doing it. Make eye contact! You don’t want to stare at them but eye contact is very important and you come across with more sincerity and will get more credibility. Avoid looking all around when talking because that insinuates nervousness and lack of confidence in what you are talking about. “MAKE FREQUENT EYE CONTACT”.

POSTURE
You want to stand upright when standing as well as when sitting, having good posture. This will show energy, enthusiasm and confidence. Slouching indicates lack of concern or caring during the INTERVIEW. Your best choice is “STAND UP, SIT UP”, straight.

HANDS
Many people talk with their hands and or gesture frequently when talking. It is natural to do that, and, moderation is OK, however, you should watch how you use your hands. Too excessive can be distracting. So, keep them in a place that is not distracting and “GESTURE IN MODERATION”.

FIDGETING
This displays nervousness and lack of confidence. Included in this form of body movement is playing with your hair, clicking a pen, picking at your nails or cuticles. You are much better off if you fold you hands in your lap or put your hands and arms on the arms of a chair. The impression you make during the INTERVIEW will not be enhanced if you “FIDGET”.

SMELLS
Whether your perfume or cologne is expensive or not, or, even in good taste or not, not everyone is interested in smelling it. Also, they are not interested in smelling it in excess. The sensitivity to smell varies from person to person. If you wear too much it is “too much”. It is best to not wear any, however, if you are inclined to wear some, very MODERATE at best. Unless there is a reason you need to wear perfume or cologne, you will not offend anyone if you don’t. Look at it this way, you won’t offend anyone if you don’t use it, however, if you do, you could. Suggestion; don’t use it because only the “NOSE KNOWS”!

COMMUNICATION (the non-verbal)
An INTERVIEW is a conversation of sorts. Conversation is two way communications. One of the biggest things interviewers don’t like is when candidates don’t talk. And, when hiring managers ask open ended questions, like who, what, where, when and why, or even the how, they are asking probing questions. Candidates sometimes still don’t talk much if at all and don’t answer the questions. If you expect to have an INTERVIEW, that turns out “GREAT, you need to COMMUNICATE!”

Now, lets move on to the verbal communication.

COMMUNICATION (the verbal)
Remember an INTERVIEW is a conversation? And, conversation is two way communications? That is why you should be cautious and not TALK TOO MUCH! When you ramble on while answering a question, it can dominate the conversation and be counter productive. You need to answer questions completely and accurately, however, don’t go off on a tangent and get into things that are irrelevant to the question. That can lead the interviewer into thinking you are not confident in your answer, you don’t know what you are talking about or you just can’t give a straight answer to their question. Listen to the questions carefully, understand them and answer them completely. Stay “FOCUSED and on TASK”.

FOCUS
Try not to feel intimidated or overly nervous during the INTERVIEW. It is not an interrogation. You want to be cautious answering a question with a question but it is very acceptable to “restate and validate” the question to be sure you understand the question and know what the interviewer is asking. Don’t answer a question unless you are absolutely sure what it is asking so you can answer it correctly. Asking follow up questions to be sure you gave the interviewer what they were looking for is acceptable. Answering a question not being clear what it is asking can be a recipe for disaster. Avoid setting up a disaster by lack of “FOCUS”!

SLANG
Slang is poor communication in an INTERVIEW. It is all about the proper use of language and has no place in business. The excessive use of an “um” or “uh” also negatively impacts your communication skill. The better prepared for the INTERVIEW you are the less likely you will excessively use the “um’s” and “uh’s”. Rehearse your answers to expected questions so you will be more prepared and comfortable during the INTERVIEW. This will lessen the chance of exhibiting poor communication skills. Also, avoid the “like” and “you know” in your responses. These are used far too much as well and you will likely lose the attention of the interviewer. Best thing to do is avoid using “SLANG”.

DECEPTION
You want to be completely truthful and forthright with relevant information during your INTERVIEW. Embellishing accomplishments, omitting jobs, misrepresenting positions and responsibilities or misleading the process is a sure kiss of death to the INTERVIEW. You want to build trust and get credibility during your INTERVIEW and that will enhance your changes to getting an offer. There is not place in an INTERVIEW for “DECEPTION”.

CONCISE
When you listen to the question carefully, and, understand it, you will be able to give an accurate and concise answer to the question. As referenced above in COMMUNICATION (the verbal), you do not want to ramble on when answering questions and, again, understanding the question will better position you to answer concisely. Also, be precise while being “CONCISE”!

EXAMPLES
One of the best things you can do when answering questions is to give examples. I call this method the example answer and goes something like this; you would answer the question stating what the objective was of what you are about to answer, then an explanation of what you did making sure it is understood what your part was, and, finish it off with the accomplishment and the benefit to the company. Here is a quick example: “I have done that (whatever it is) in a project (product development or whatever it was) with an objective of (state what the objective was). My role was specifically to (whatever it was). This was accomplished in (under time allotted, under budge, etc) and the benefit was (a product that garnered more market share for the company, more dollars in revenue for the company, etc). Study this example and I think you will see what I am getting at. OBJECTIVE, ROLE, ACCOMPLISHMENT and BENEFIT! Call it ORAB if you must but if you follow this method, you will win friends and influence people. Develop your response to a question, “ORAB it”!

HONESTY
This would be a relative to DECEPTION but with a twist. When asked difficult questions you can’t answer or lack a skill relative to a specific question, say so. The last thing you want to do is tap dance around trying to give an answer. Don’t cover it up with irrelevancy. You can try to tie it to a related skill though. Say for example you don’t have skill A but know it is a variant to skill B which you do have. You could say “I don’t have skill A but I have experience with skill B which is very much like skill A”. Then finish your answer off with ORAB. It leaves a positive impression to a possible negative. If you do not have the skill and not sure what it is don’t hesitate to ask what it is. Here is an example: “I am not sure what that is but may have some related skills, could you tell me what that is or does”? If it turns out you have a related skill, then you can use the above example answer, ORAB, to answer the question. Again, “ORAB it”!

QUESTIONS
Have good questions ready to ask. Questions are buying signs. Interviewers expect to get questions and if they don’t, they think there is lack of interest in them, the company and the position. So, come ready with some good questions. Research the industry, company and the job. Do your homework. Develop some good questions. This will go a long way in making a good impression. Remember the “first impression”? That’s not the only impression you can make, you can also make a lasting impression! Show your buying signs with good “QUESTIONS”.

There you have it, an informative article on verbal and non-verbal communication. Use these techniques in your INTERVIEW and you will miles ahead of the competition.

There is more to this than can be covered here. Watch for my other BLOG’s on all topics JOB SEARCH at

http://jobsearch-rsc.blogspot.com/

you won’t be disappointed.

If you like what you see and find value in this information, reference my other BLOG’s, BOOKMARK this site as a favorite to COME BACK often and

TELL A FRIEND!

I encourage you to do so.

I welcome comment and if you wish me to address a specific subject let me know in the comments section.

JOB SEARCH! INTERVIEW, the prep, the questions you may get and the postscript!

Authored by: Ron Cottick, CPC, CHRM

Interviews are usually stressful events for candidates. The hopes are high, expectations good and there is usually a lot of built up anxiety. There is little idea of what to expect and that doesn’t help. What will the INTERVIEW team be looking for, what kind of questions will they ask and how should you prep? Well, glad you asked. I will commence to tell you.

Hiring managers have an objective when they INTERVIEW. That objective is to find the best candidate for their position. They have a number of parameters they use to decide who to select and make an offer to.

Generally hiring managers are verifying your background against your stated background and qualifying you for their position. They are making sure you meet all the qualifications stated on the resume, in the cover letter or from notes from a phone INTERVIEW that may have taken place. They also want to see body language and facial expressions when a candidate is being asked qualification questions.

The INTERVIEW is all about presentation. The old adage of “you only have one chance to make a great first impression” couldn’t be truer. Great “first impressions” are great influencers. Hiring managers are looking to see how you are dressed, how confident you are with hand shakes, your eye contact and how your manners are. They are evaluating you both professionally and personally. You could call this the “chemistry” test.

Part of the test is looking for signs and/or qualities during the INTERVIEW that do not show up on a resume. Those can be your critical thinking ability, how you make decisions, how you process information, your thought process, how you communicate and your ability to handle difficult situations. If they detect or feel you may be lying, you are toast. There is little tolerance for the inability of the candidate to convey an understanding of the job or asking questions about it, having no understanding of the responsibilities, not knowing anything about the company, or even being a poor listener.

Concerns hiring managers have are usually specific to an issue. If they like the answers they get to questions asked, they move on to the next question. If there is a concern with the answer you will likely get additional questions that probe deeper on the issue. When questions are repetitive the Hiring Manager is not hearing what they are looking for. That should alert you to the fact that you have not answered the question with the “correct” answer. Listen carefully during the INTERVIEW, carefully to the questions. You want to stay in the moment where you are at during the INTERVIEW, not be thinking too far ahead or how wonderful it would be to work there. When you emotionally step outside the moment, you lose site of where you are, what you are doing and not capable of listening well. And remember to focus.

Interviewers expect you to be somewhat nervous during the INTERVIEW. This is natural; however, if you are overly nervous, it may come across as a negative. It can be looked at as a lack of confidence or unsure of your answers. Either way, not the impression you want to make. If you exhibit nervousness let the interview(s) know and give reason for it. You could also try to change the tone of the INTERVIEW from the typical question/answer mode to a conversational mode. This generally helps calm things down. Whatever you do, try to maintain your composure and give your best performance.

Show interest in the job, even with what limited knowledge you may have about it. You want to show interest by getting to know the position better. You should have studied the job description and have questions ready to ask. Questions are buying signs and if you don’t ask any, it comes across negatively. You should also understand the company, have read the company mission statement, look at postings on their web site by the senior management and look at the new releases. A good move is to have some good things about you that you want the company to know about. You can work them into the conversation as you get through the INTERVIEW. The INTERVIEW is as much about you interviewing them as it is about them interviewing you.

Whether your INTERVIEW is one on one with a number of interviewers or a panel INTERVIEW, there will have to be a consensus and agreement as to how the company wants to proceed after the INTERVIEW. Their objective is to fill the positions with the right candidate. They will be looking to see that you have the skills and experience necessary to do the job, and be looking for the “chemistry”. If you only have one, you will be toast. A strong skilled and experienced candidate that has poor “chemistry”, toast! A strong “chemistry” candidate with weak skills and experience, toast! Passing on both counts is critical to the success of your INTERVIEW and getting an offer.

During the course of the INTERVIEW your transferable and adaptive skills will become apparent. Hiring managers look for them because almost every environment is fluid and with the transferable and adaptive skills you have, the more value you bring to the party. Your strengths dovetail this to some extend as they can shore up you abilities in key areas. So, know your strengths. You should also know your weaknesses because you may get the question of what you feel they are. Following that kind of question is usually “how are you dealing with them”?

So, the objective hiring managers are trying to achieve out of all this is; are you the “best candidate for the job”! That question must be answered or there will be no offer. You will have had the opportunity to answer lots of questions and illustrate your background. The hiring managers will be looking to evaluate your answers to give them the answer to:

     1. Are the skills there for you to do the job?
     2. Are you a fit for the organization; is the “chemistry” there?
     3. Do you have understanding of the company and its product/service?
     4. How do you rate with the competition?
     5. Do you have the right attitude (can do) for both job and company?
     6. Have you shown you want the job?

If the answers to these six primary questions are yes, you have done a very good job on the INTERVIEW and the prospects of an offer are very good.

How do you get to the point of preparation that will give you the edge you need to pass this test? Well, let me first refer you to a previous BLOG:

“JOB SEARCH: The INTERVIEW! You got the invite, now comes the test! Tips for a GREAT INTERVIEW!”

This BLOG was about INTERVIEW prep and interviewing. It is suggested that if you have not seen this BLOG, you go to it and read it over. There is some great information here. You can find it at:

http://jobsearch-rsc.blogspot.com

Not to diminish INTERVIEW prep here, you should be researching the company on their web site. Look at the management team, their profiles and at anything else you can find on them. Then take a look at what news releases that are posted, what messages there are from management to the employees that are posted and new product information. Without a doubt, their product line! What’s old, what’s new and where they stand in the industry. Look them over on their entire web site and study it. You will be doing yourself a favor if you do.

Find their competitors and get to know something about who they are and what they are all about. You don’t need to research competitors to the level you do the company you are interviewing with, but, you will get some points in if you “happen” to know something about the competitors. This will also give you more information and insight into the industry. To find those competitors let me refer you to a previous BLOG:

“JOB SEARCH! The RESEARCH; for better results in your JOB SEARCH, have a plan, execute the plan.”

You will find everything you need to know about research here. Again, I suggest that if you have not seen this BLOG, you go to it and read it over. There is more great information here. You can find it at:

http://jobsearch-rsc.blogspot.com

GOOGLE search the company to see if anything is or what is being said about them. You may find some negative information or positive information. Either could be minor or major but if there is something going on it will likely be posted and you should know about it.

Try to find out who the hiring manager is, and, if possible, who is on the INTERVIEW team. It is very appropriate for you to ask the person who is setting up the INTERVIEW. They should know since they are setting up the interview with the INTERVIEW team. Get their names and positions they hold with the company. With this information, try to find them on the company web site to view their profiles. If you can’t find information there, you can check linkedin. If they are a member, you will likely find them there. Look over their profiles to get to know more about them; a good move.

OK, before we get to questions, let’s recap some here. You know that you should have studied the job description. You also know you need to brush up on you own background to prevent getting caught off guard when questioned about it. You don’t want to get caught off guard and have that “deer in the headlights” moment trying to remember something that should come out instinctively. Be able to give your answers quickly, precisely and concisely. Don’t carry on and start getting out of focus. Remember, concise.

You know you shouldn’t embellish your background although you want to come across as what I call “comfortably confident”. Embellishing sometimes comes across as lying and if it is thought that is the case, it will kill the INTERVIEW instantly.

Know what your accomplishments are, how you did them and what the benefit was to the company you worked for at the time. These are things you may be asked about but if not or overlooked, try to integrate them into the INTERVIEW at the appropriate time. Be prepared to talk about them when either asked or it is appropriate to bring them up. Know your qualities, your strengths and what your past managers would say are your best attributes. If asked about weaknesses, be prepared to state them and what you are doing to overcome them.

You know that if you don’t understand a question to ask for clarity. This is sometimes called “restate and validate”. You will be able to give an accurate and absolute answer to a question you understand versus one you think you understand or are guessing at.

To help quell the probability of nervousness arrive early, take a deep breath, use the rest room and take a moment to clear your mind. Look over notes if you feel the need to do that. Look yourself over in the mirror and be happy with your look and frame of mind. You’ll be fine.

Questions are buying signs and if you don’t ask any you show lack of interest or worst yet, you don’t know enough about the job or them to ask any questions. I wouldn’t suggest you ask a question just for the sake of asking, however, surely you can find something to ask questions about.

Good “chemistry” is almost imperative. Hiring managers know they can train someone to bring them up to speed on anything they may be lacking in skill set and experience. They also know that you can’t train for the “chemistry”. It just doesn’t work that way. Have the “chemistry” and if you have everything else going for you, you are in a good position.

Adaptable and/or transferable skills can be very important and hiring managers know that. They can see the future that you may not know about yet and they can see if you will be able to bring more value to them for the future. If the INTERVIEW places some emphasis on adaptable and transferable skills, don’t be surprised and consider them as important as the skills that qualify you for the position. Those adaptable and transferable skills may be underlying skills you don’t know you need that they are interested in. Hiring managers think ahead with proprietary information while you are thinking in the present.

Think company first and you second during the interview. Hiring managers are not as interested in what they can do for you as they are in what you can do for the company. Sometimes a candidate gets a little to over confident and comfortable during an interview and loses sight of this fact. Your own agenda is noble and understandable, getting the job, however, theirs is to fill their job with the best candidate. Don’t lose sight of it and you can be that best candidate.

One last thing on what hiring managers will be looking for during an interview, the close. You need to close the deal, like a sale. Let them know of your interest for the job and why you want it. Restate your qualifications for it, the value you bring to the company and what you will do for the company. Of course this comes at the end of the interview.

Everything here comes down to ingredients and packaging. The ingredients include things like skills learned from past experiences, education, transferable skills, personal traits and elements that make you who you are. The packaging is how you look to the buyer, how you grab their attention, how you get them to buy. You got the INTERVIEW, now close the deal.

Everything above is about the prep. Why all that about prep? Think about it this way. The more you know on the objective of the Hiring Manager, what they look for and how they make their assessment on the best candidate, the better equipped you will be. In other words, prepped! I can’t do all the prep for you but I can surely give you information that will help you be prepped.

Now on to the questions! You will get questions, because, that is what an INTERVIEW is all about. There are different kinds of questions. The kinds of questions you can expect are basic, behavioral, salary, career development, getting started and more about you. Before I give you some examples, a comment! When answering questions you want to keep your answers positive oriented. When a question is answered starting negatively you will likely turn off the listener and lose them. If that happens it is hard to get their attention back. Think positive!

Now for the examples:

     1. Tell me about yourself
     2. What are your strengths?
     3. What are your weaknesses?
     4. Why do you want the job?
     5. Where would you like to be in your career five years from now?
     6. What did you like least about your last job?
     7. When were you most satisfied in your job?
     8. Why are you leaving your present job?
     9. What do you know about our company?
   10. What was the last project you headed up and what was the outcome?
   11. Give me an example of a time that you felt you went above and beyond the call of duty at work
   12. Have you ever been on a team where someone was not pulling their own weight? How did you handle
         it?
   13. Tell me about a time when you had to give someone difficult feedback. How did you handle it?
   14. What is your greatest failure and what did you learn from it?
   15. If I were your supervisor and asked you to do something that you disagreed with, what would you do?
   16. What’s the most difficult decision you have made in the last two years and how did you come to that
         decision?
   17. What salary are you seeking?

There are obviously any number of and types of questions that can be asked. The more prepared you are the better you will be able to respond to them.

The postscript here is follow up on the INTERVIEW with the interviewers. This is the courteous and professional thing to do. You want to stand out from you competition and writing a “thank you for the INTERVIEW” letter this goes a long way in doing that. Surveys conducted on this issue show that 15% of hiring managers will not hire anyone who doesn’t send a letter and 32% of hiring managers think less of candidates who do not. No can be found that is offended when you do. So, do it.

Don’t put off sending the letter. You want to send it to everyone you interviewed with (you did get their business cards, didn’t you?) and do it within the first 24 hours after the interview. An email works as well as a card or letter. Regardless of the mode of delivery you chose to use, you should consider this a “must do”!

About this “thank you for the INTERVIEW’ letter thing”; make this more than its original intent. Turn this letter into a “restate and validate” information letter as well. Address how strong you are as a candidate, the high points of qualification. Touch on the accomplishments you have that fit well with the company and department. Talk about the “chemistry” you have such as team player, dedication to profession, contributor to the bottom line, passion for the product and industry. This is a good place to address areas you want to shore up like areas of concern. Don’t be afraid to address them head on, directly, concisely and positively. That will show strong character. Let them know you are confident that the INTERVIEW went well and restate your interest in the job; reclose the sale.

Some additional comments here about the letter, is, remember that each interviewer is different from the other. DO NOT send the same letter to everyone. Personalize each letter to the person it is being sent to and be sure to address each issue they individually may have had. Keep it short as well. And last but not least, proofread it, not once, not twice but as many times as you feel necessary to absolutely have it right and like it. Walk away from it for 15 minutes and come back to it with a fresh perspective. Put yourself in the position of your audience. Would you like to receive this letter, would it influence your decision? If so, and there are no errors, your good to go.

Errors on resumes, cover letters, letters and other documents are one of the biggest turn offs to hiring managers. You almost can’t proofread for spelling and grammar enough. MS Word is a great help in this area so look your work over carefully and be sure it is what it should be and what you want it to be before hitting the send button or dropping it into a mail box. Here are some actual examples of not proofreading well enough:

     1. “Dear Sir or Madman”
     2. “Instrumental in ruining entire operation for a Midwest chain store”
     3. “I am anxious to use my exiting skills”
     4. “Following is a grief overview of my skills”
     5. “Hope to hear from you, shorty”
     6. “Directed $25 million anal shipping and receiving operations”
     7. “Strong Work Ethic, Attention to Detail, Team Player, Attention to Detail”
     8. “Demonstrated ability in multi-tasting”
     9. “My work ethics are impeachable”
   10. “I consistently tanked as top sales producer for new accounts”

Once you have gone through the gauntlet of the INTERVIEW process, did the above things, relax. You have done your best and everything you could. Anticipate the results but don’t stop looking for new opportunity. You have only accomplished “your” objective when you get an offer that is acceptable to you.

There is far more to this than what can be covered here. Watch for my other BLOG’s on all topics JOB SEARCH at:

http://jobsearch-rsc.blogspot.com

You won’t be disappointed. If you like what you see and find value in this information, reference my other BLOG’s. Bookmark this site as a favorite to come back often, become a follower and

TELL A FRIEND!

I encourage you to do so.

I welcome comment and if you wish me to address a specific subject let me know in the comments section.

JOB SEARCH! Your ATTITUDE, the HIDDEN JOB MARKET and a comment on your RESUME!

Authored by: Ron Cottick, CPC, CHRM

ATTITUDE is critical to carrying you through tough times, whether it is health issues, financial issues, problems with a home, maybe a car, or even, your JOB SEARCH. If you do not have a good ATTITUDE almost nothing else matters.

Now I know that sometimes it is tough having or keeping a good ATTITUDE. It takes a lot of faith in what you are doing. What I do when I need an ATTITUDE check is go into survivor mode. What I mean by that is I think of what I have been through before and how I got through it. I ask myself “what did I do to get through this”? I also think about what I learned from previous experiences and try to apply them to the current issues that are working on my ATTITUDE. I have self-inflicted a lot on myself, and family, but we have always come through and always have come out the better. The next issue that comes up usually doesn’t seem as dramatic because I believe in the Marine saying “that that does not kill you makes you stronger”. Now who can argue with a Marine?

I am not trying to be a psychologist here! I am only trying to encourage you that if you are having some ATTITUDE check issues as I have had in the past, look to your family support system, think of all you have come through, take the learned experiences you had in previous situations and put the best elements to work in getting yourself in a better place. A wise man once said, “Genius is 1% inspiration and 99% perspiration!” That gentlemen found approximately a thousand (don’t remember the exact number) ways a light bulb would not work. When he did find the solution, the rest became history. I believe that Thomas Alva Edison had near absolute control over his emotions, kept his ATTITUDE in check and prevailed. You can too!

Here is the last word on ATTITUDE by Charles Swindoll:

ATTITUDE

“The longer I live, the more I realize the impact of attitude on life. Attitude, to me is more important than facts. It is more important than the past, than education, than money, than circumstances, than failures, than successes, than what other people think or say, or do. It is more important than appearance, giftedness or skill. It will make or break a company . . . a church . . . a home. The remarkable thing is we have a choice everyday regarding the attitude we will embrace for that day. We cannot change our past . . . we cannot change the inevitable. The only thing we can do is play on the one string we have and that is our attitude . . . I am convinced that life is 10% what happens to me and 90% how I react to it”.

Have you ever heard of the HIDDEN JOB MARKET? Do you know what it means? Maybe you have but do not believe it? Well, I can tell you from experience that it in fact does exist and according to statistics approximately 80%, yes, 80% of all jobs are never advertised.

Now, even though a job is not advertised, doesn’t mean that there isn’t one out there with your name on it. In previous BLOG’s I covered topics such as:

1. Going into JOB SEARCH mode; having a plan

2. “KIS”ing your RESUME to your AUDIENCE

3. Getting the invite; TIPS for a great INTERVIEW

4. Candidate presentation (for you, the candidate), making that great first IMPRESSION

5. RESEARCH for your JOB SEARCH

6. Choosing and working with a RECRUITER

7. Getting your RESUME read

8. Following a recruiting process

9. Getting attention for your RESUME or during an INTERVIEW

10. Posting RESUME

You can find these BLOG’s at:       http://jobsearch-rsc.blogspot.com/

They are all written with you, the job seeker, in mind. You will find valuable information to help you with your JOB SEARCH and all material is written for and targeting the JOB SEARCH.

 

Now, getting back to that HIDDEN JOB MARKET.

Most people think that the only jobs available would be what they find listed on the job boards, such as Monster; www.monster.com or Career Builder; www.careerbuilder.com and that if you don’t see anything there, it doesn’t exist. NOT TRUE. Remember the reference to 80%? Think of the HIDDEN JOB MARKET this way; the 80 – 20 rule! Lets look at it two fold; there are 80% of job seekers searching for 20% of the jobs (those listed). It is like a funnel, which is very clogged at the inlet, or, even a water hose where you are trying to run a fire hose worth of water through a water hose. Doesn’t work out well at all. Bottom line is you have 80% of candidates (20% of the candidates actually know how to search the HIDDEN JOB MARKET) fighting for 20% of the jobs (the known job market). Not the best playing field to be on.

So, if this is really the case, how do people get jobs from this HIDDEN JOB MARKET? Typically through networking, working inside contacts or maybe even word of mouth is what they are doing. With 80% of job seekers chasing 20% of all jobs, you can see what you should be including as part of you JOB SEARCH plan; networking! Get yourself in the 20% category networking your way into the 80% hidden job pool.

Look the Going into JOB SEARCH mode; having a plan and RESEARCH for your JOB SEARCH. You will find information and guidance into finding contacts and company information. Make attempts to network with those contacts. If you don’t see a contact for your specialty don’t hesitate to call the company to try an find out who runs the department you are looking to work in. Linkedin was mentioned as a source to develop a network from. Look up a company name and see who shows up. Anyone who has worked for a company of your choice or is still working there is someone you should be networking with. There are a number of ways to find sources to network with. Don’t exclude your Alma Mater, job fairs or career days. One important thing I would like you to remember when attending job fairs or career days, “they are as much networking events as they are job fairs where you would expect to find a job”. Also, many times companies don’t advertise positions when they attend a job fair; they are many times there to collect resumes for their database and to stuff their internal pipeline with talent for future opportunity. Network with everyone, even the least likely source.

A quick comment on “least likely source”! That least likely source could be a person you call about a position you do not want or are even qualified for, however, you call them with the intent to introduce yourself and ask if “do you have any other opportunity you have not advertised for”? That is networking.

Now, about that RESUME! I saw a RESUME today and there was a 2-year gap in the employment history. When I asked the candidate what they did for those 2 years they stated, “it was work that was outside my specialty”. I told them that every RESUME should have a complete seamless work history because if it doesn’t, questions get raised and red flags start flying. Additionally, many times resumes as used to validate work history when compared to a background check. The application that gets completed is also part of the checks and balances of qualification. If the RESUME, application and background check does not match up, companies will often withdraw any offer they may have extended. The assumption is there has been a falsification of information on either the RESUME or application. So, moral to this story, have a complete and accurate chronological resume and use your resume as a guide when completing your application. That way everything will match and there will be no questions to answer or red flags flying.

Watch for BLOG’s on all topics JOB SEARCH at

http://jobsearch-rsc.blogspot.com/           you won’t be disappointed.

If you like what you see and find value in this information, reference my other BLOG’s. Bookmark this site as a favorite to come back often and TELL A FRIEND!

I encourage you to do so.

I welcome comment and if you wish me to address a specific subject let me know in the comments section.

JOB SEARCH! The RESUME! Where you post it and are you maintaining the post to your advantage?

Authored by: Ron Cottick, CPC, CHRM

Many people post their RESUME to almost every RESUME database they come across and let it go at that. They may get some initial traffic but after awhile, usually 30 days or more, the traffic lessens or disappears. They don’t know why they are not attracting attention but they are not. What happened? How could this be? Positions are showing up for their skill sets! What is going on here?

It could be all in the way your RESUME is posted and even more how you are maintaining the posting. The way it’s posted and maintaining it? What good would that do! Well, it could do a lot to drawing more attention to you and your background. It could also get you closer to, of all things, the invite to INTERVIEW.

Let’s start with where it is posted. Most recruiters have access to the two most prominent RESUME database’s, Monster www.monster.com and CareerBuilder www.careerbuilder.com. If your RESUME is on one or both, you do not need to populate every RESUME database with your RESUME. You will in essence have full coverage. I look at posting the RESUME everywhere as spamming, not necessary. I will digress on one point though. That is on niche RESUME databases. Niche databases focus on specific industries, skill sets or any number of specifics. Posting on a niche site is a good idea. Many recruiters work what is commonly referred to as a desk specialty and they know which niche sites can help them find candidates. If you have your RESUME out there in this manner you will have all the coverage you need.

As well written as your RESUME may be, you still could be overlooked when a recruiter is looking for you. At one time the RESUME databases would sort search results by having the most recently updated resumes at the top. If a person did not update their RESUME for, say, 30 days they would find themselves far down the result list. Recruiters do not always look at the entire result list if they find 3 – 5 good candidates out of the first 50 results, out of, say 200 results listed. That is part why you should update your RESUME regularly, and, I suggest weekly. Here is a caveat to that though. The RESUME databases have gotten smarter. Monster www.monster.com for example can now sort by:

1. default (not sure what the parameters are for this choice)
2. resume title
3. resume updated
4. location
5. relevance

So where do we start here! Let’s start with:

1. Key words on your RESUME
   a. First and foremost you want an excellently written RESUME that is an attention getter for you, however,
       you should try to integrate “key words” that a recruiter would use to find someone like you. You could
       have a string of “key words” on the bottom of your RESUME that will be invisible. That is where you
       should consider putting a string of “key words” that are appropriate for your skill set and help you be
       found and read. These “key words” may be over kill for a RESUME, not fit the verbiage and make it
       look poorly written. That is why you make them invisible.
   b. How do you make them invisible? You chose white for the font color. I have never seen a case where a
       Recruiter, Human Resources or anyone in business use anything but white paper. Use white for the font
       color and the “key word” string won’t show up when the RESUME is viewed and/or printed.

2. Give your RESUME a title
   a. Having a name for your RESUME gives quick identification as to what you do, so, give it a title such as
       “Jane Doe, Automotive Applications Engineer”. Do not be so generic as to have a title such as “Jane’s
       resume 2010”. That will not serve you well. You want the person looking for you to have a quick
       identifier to draw them in so when they are looking for an “Automotive Applications Engineer” they will
       quickly recognize that before having to open up the RESUME. They will also be more likely to open
       and read it. You don’t want to have a Recruiter assume what you do, they don’t usually take the time,
       so, tell them in a title. Used, as a title behind your name, is a great place to have your title. You should
       also avoid having multiple titles for your resume, it can confuse and doesn’t serve you as well as having
       multiple resumes applicable to each titled skill set.

3. Have a target job title
   a. This somewhat dovetails with the above but the additional intent is to be specific. You don’t want to
       have something as generic as “Project Manager/Account Manager/Engineer”. The “and/or” doesn’t
       work well. You particularly don’t want something as broad as “open to anything” (I have seen this).
       Candidates who are open to anything usually get nothing.
   b. The purpose of being specific is you surely have a preference and a background that would support that
       so let the reader know what you want to do. If you have several preferences it is suggested you have a
       different RESUME for each targeted position you would like to have. There is absolutely nothing wrong
       with having more than one RESUME posted and you have more clarity to what you are about and
       looking for with each one.

4. Refresh RESUME weekly
   a. Refreshing your RESUME weekly will help keep you at the top of the result list for recruiters looking for
       your kind of talent. It is a wise thing to do and only requires something as simple as adding a middle
       initial to a name one week and taking it out the next. If when you make a change and the site you are on
       responds with RESUME updated, you have updated.

5. Have a concise and direct career summary on your RESUME and the profile when setting up your
    account
   a. The profile for your account could be something as simple as “Automotive Applications Engineer for
       interior design, BSME”. This shows up on the result list as well and again is a quick read to help draw
       the recruiter in to identify the RESUME as what they are looking for and get them to read it. The career
       summary on your RESUME would be more expanded but still should be concise and direct.

More on this; when you are posting your RESUME be sure to review it so it looks like you want it to when recruiters view it. I have had a number of times when I would ask someone something about their RESUME and they would say “ it is not suppose to say that”. It was obvious that they did not preview the RESUME before they posted it. When you review it you will see what, if anything, should be changed to make it look like you want it to. Very important, don’t over look this.

And last, do your resume in a word doc format! Do not use a RESUME builder program or any preformatted program. It will work for posting purposes but does not work well for the Recruiter, Human Resources or whomever is interested in it when they want to download it. It doesn’t work well with some of the company databases. I wouldn’t even use “rich text” “wps” or any other of the other formats. Some can be easily converted to a word doc but creates extra work for the interested party. Something you do not want to do. And, absolutely, no PDF files. It is best and easiest to just use the word doc format. You will be better off for it and not regret it.

These pointers on posting your RESUME will help you get to the goal line. In past and future BLOG’s you will find help in getting over the goal line.

Tomorrow is the first day of the rest of your life! Go out and SEIZE THE DAY!

Watch for other BLOG’s on all topics JOB SEARCH at

http://jobsearch-rsc.blogspot.com/, you won’t be disappointed.

If you like what you see and find value in this information, reference my other BLOG’s. Bookmark this site as a favorite to come back often and TELL A FRIEND! I encourage you to do so.


I welcome comment and if you wish me to address a specific subject let me know in the comments section.

JOB SEARCH! Mistakes companies make; How to get ATTENTION with your RESUME or during the INTERVIEW!

Authored by: Ron Cottick, CPC, CHRM

Companies have a particular mindset when it comes to hiring. That is usually driven by Human Resources (HR) and is fueled by the past experiences of those involved in the hiring process. When you have someone who brings recruiting experience from a previous employer to their new employer, they bring the mindset with them. What happens more times than not is the process the company uses then becomes very much like the masses. It does not always have relevancy to what is best for their company.

Here are some of the most common mistakes companies make, generally perpetuated from HR, since they almost always manage the recruiting process for the company.

   1. Rejecting candidates based solely on the RESUME
   2. Not understanding the scope of responsibility or role of the position, having a poorly written job
       description, stating inaccurate or incorrect qualifications and being too generic
   3. Having a short term mindset for filling the current need versus the hiring a candidate for a future bigger
       picture
   4. Hiring candidates like themselves (or the Hiring Manager whom the position reports to) instead of a
       qualified candidate with the right skill sets for the current need and additional skill sets that can add
       additional value for future growth
   5. Being poorly trained to INTERVIEW, poor INTERVIEW skills
   6. Having a lengthy decision process
   7. Asking candidates for proprietary or quality information to help solve their problems with no intent to
       hire
   8. Hiring like everyone else instead of what is right for the company

So, how do you get the attention you are looking for and work your way through a process that that has these elements associated with it? You find a way to circumvent them, that’s how. What am I talking about here? Glad you asked.

Before I answer that question let me say that you will not likely get any attention if you are marginally or not qualified for the position. Companies have been raising the bar on their qualifications for several years now and if you are not a very well qualified candidate, there is probably not much you will be able to do. Additionally, this is a two-part scenario. Having a RESUME that gets you the invite to INTERVIEW and going through the INTERVIEW to get you the position.

Here we go, addressing the items above by the numbers.

   1. Almost all, if not all, companies have Automated Tracking Systems (ATS) for candidate management. It
       also functions as their database to internally search for candidates (although that is not always done, and
       if so, done poorly limiting a candidates chance to be discovered). I won’t get into why but the ATS is
       also where your RESUME goes when you do an online application for a position. It is always better to
       get your RESUME into the hands of the Hiring Manager first and/or the HR Recruiter or Representative
       second. You want someone to read it. Having a RESUME, with a Career Summary and Cover Letter
       that is written to the position and reads well, will enhance your chances greatly to getting the invite you
       are looking for, to INTERVIEW.

   2. The Hiring Manager does not always write the job description, and if they do not, guess who writes it?
       And, who do you think is the best person to write the job description? The Hiring Manager, of course.
       So what happened here? Many times job descriptions are sitting in an archive and get recycled when a
       new like position is opened. They are not always up to date or have the right information in them. The
       Hiring Manager is busy, not necessarily trained in writing job descriptions or just doesn’t want to deal
       with it and selects what they think is the right one to use. They send it forward to HR to have the
       position filled. The job descriptions are scanned for accuracy and correct qualifications by, guess! HR of
       course. Is this the best place for that, not likely. So what you end up with is job descriptions that can be
       inaccurate, too generic and have incorrect qualifications. Ever see one like that, wondering what are they
       really looking for? You probably have. Here’s a way around that but the burden will be on you. Get to
       know the company and its product line. As best as you can, with your knowledge, skills and expertise,
       determine what it is the company is really looking for. Get to know what the company would expect in a
       candidate for the position. That, and your interpretation, is the job description your RESUME should be
       written to.

   3. Hiring Manager’s and HR both usually have a short-term mindset when filling positions. They look for
       someone that does exactly what the job description calls for and overlook or ignore the “added value”
       of a candidate. That doesn’t discount the fact that they like to hear what is in a candidate’s background
       that can make them a leader or keep them a leader in the industry. Well stating your background
       addressing “added value” during the INTERVIEW will carry much weight in your favor when it comes
       decision time.

   4. Hiring Manager’s have a tendency to hire candidates much like them instead of recognizing the
       candidates that bring the best value. They don’t always recognize the attribute that compliments the
       group and brings some different but additional value. You can be like “Mikie” without being ‘Mikie”.
       Show how you are not narrow minded and can think beyond the box, that you thrive in a team
       work/player environment and be innovative while being like “Mikie”. There is such a thing as modeling
       and if you model your interviewer during the INTERVIEW you will come across like “Mikie” without
       being “Mikie”. It does work.

   5. Your interviewers are not likely to have been trained much, well or at all to INTERVIEW. Many have
       poor skills at best. I despise the usual lead in question that many interviewers use; “Tell me about
       yourself”! When I hear that I always think, “now where do they want me to start”? If you get that
       question, I suggest you start with something like “when I was in school I always liked doing things
       mechanically. That interest led me to get my Bachelor’s (or whatever is appropriate) Degree in
       Mechanical Engineering. I developed a further interest in automotive design and after graduation took a
       position with X (an infamous auto manufacturer, your choice) as a Design Engineer. With my training,
       the experience received, skills gained from that employment and my accomplishments with that
       employer, I am looking to take that value to another employer to contribute to the growth of their
       product line and company as well as my career”! A little long winded but I think you get my point.
       Targeted, concise, direct, to the point, about company first and about you second. This kind of response
       will provoke more questions from the interviewer. If you listen closely to the gist of each question, and
       answer them carefully, you will find yourself controlling the course of the INTERVIEW. Not a bad
       position to be in.

   6. Many companies have a lengthy decision process. With multiple interviewers involved in the process
       they want to give every participant a chance to give input to the decision process. The Hiring Manager
       ultimately has the decision but they are not likely to go upstream if someone strongly objects to the hire
       of a particular candidate. It is very appropriate, in fact almost a must, to close each INTERVIEW, with
       each one interviewed with, with a close. You should be saying something like “I am very interested in
       your company and the position of (whatever it is). I believe my background to be very appropriate for
       the position and I will not only be a great candidate but I bring additional experience and
       accomplishment that has added value. I look forward to positive feedback from this interview and a
       positive outcome. When do you think a decision on my candidacy will be made”? Remember this.
       Recruiters consider interviews to be sales calls. When they send a candidate in to INTERVIEW they
       look to the candidate as well as themselves to “close the sale”. You should “close the sale”. This
       example is “closing the sale”.

   7. Getting asked for proprietary or other information as testament to your capability without any hint of
       getting hired. This happens on occasion. You should try to avoid this if it comes up, however, it is hard
       to say no during an INTERVIEW when you are looking to gain favor with the company. You may get a
       question that illustrates a problem (real or otherwise) that the company has and how you would attack it.
       If you can, don’t show all your cards. You can illustrate how you may have had a similar problem, how
       you approached, what you did and what the outcome was. Hold back enough so they can’t do
       something like this without you but enough where you can show that you can solve it. It has been
       known, in technical and non-technical positions, where a company would ask for specific information
       and reschedule another INTERVIEW to have you come back to go over it with a team in the company.
       It could be an engineering issue or even a business plan of sorts. You come back, give them copies for
       them to follow along, they like what they see and hear, thank you for you excellent presentation, your
       time, and then, tell you they will get back to you. I have seen a number of cases where this happens and
       the follow up call does not happen. They got a resolution to their problem and don’t need the candidate
       anymore to help solve it.

   8. This one somewhat emulates #4 in that the company follows a hiring process like many other companies
       do. Remember the ATS? Well, companies usually build their process around the ATS and most of the
       companies that develop the ATS assist them. So what you have is one shoe fits all. Not much you can to
       here except be aware that most company’s processes start looking alike after awhile. When they do you
       can fall into the trap of approaching them all the same way. What you want to remember though is they
       are not alike. Remember some of the information from above such as target your RESUME to the job
       description. Do differentiate one company from another and keep track of what you do with each. You
       will be much better off and your results will likely be better if you do.

A few more points I would like to add here. When you INTERVIEW you want to dress for success. Dress one level up from what everyone would be expected to wear in the work environment you would work in if you were hired. If they wear business casual, you wear business, suit and tie. Be groomed with haircut, neat and trimmed and shined shoes. If they wear less than business casual, at the very least wear a sport coat and tie. At the very least, men and women, dress one step up.

It would be a good idea to have business cards to give to the people you INTERVIEW with. They could have your name, your business title or what you are searching for in the way of a position and obviously your contact information. You also want to be to collecting business cards from the people you INTERVIEW with. That way you will remember whom you interviewed with and their contact information to send them a “thanks for the INTERVIEW” note. You can also use the contact information for future networking.

There you have it, a roadmap to help you get attention. If you follow these tips you will enhance your chances for success. So, GO SEIZE THE DAY.

JOB SEARCH! Following a RECRUITING process will enhance your results!

Authored by: Ron Cottick, CPC, CHRM

When you are in JOB SEARCH mode you should have a plan. That plan should compliment your goal of, finding a job. Without a plan you are likely to wander aimlessly though whatever your process may be and will be less efficient, effective and your chances of success will be hindered. Have a plan, work your plan and embrace the success you will achieve from your plan. Think of these 5 P’s as very pertinent to your JOB SEARCH and remember them: Proper Planning Prevents Poor Performance!

I wrote a BLOG recently; JOB SEARCH! When the shoe drops, you go into JOB SEARCH mode. In this BLOG I referenced the 5 P’s and putting together a plan. I also wrote a BLOG on; JOB SEARCH! The RECRUITER; how to chose the best RECRUITER or become your own! In this BLOG I referenced how you could work your JOB SEARCH, as a RECRUITER would recruit, in essence, becoming your own recruiter. Both of these BLOG’s can be viewed at:    http://jobsearch-rsc.blogspot.com     In addition to the valuable information both of these BLOG’s contain their common purpose is to provoke thought. Provoking thought for planning, taking control of your JOB SEARCH and having knowledge to run an affective JOB SEARCH serves that purpose. You really should have a plan and work it. Knowing something about the recruiting process and how to work it will enhance your results!

Here are 12 steps, with definition, to guide you through the process:

1. Recruiters define a recruiting target (candidate)
     a. Recruiters do this by going over the requirements of the position, knowing what the client wants,
        determining the qualifications and developing a profile of the ideal candidate
     b. OBJECTIVE:
          i. To know what the best skills, experience and attributes the candidates will have that the client will be
             interested in

            1. You should define a job target (company)
                 a. Do this by doing RESEARCH on the competitive companies of your employer, research
                     contacts, do social networking (linkedin, Face Book, etc.) and determine companies having
                     positions or to contact looking for a position that best suits your background and interests
                 b. OBJECTIVE:
                      i. Find companies with positions or to look at for positions with and contact them to interest
                         them in your background

2. Recruiters define a candidates hot buttons
     a. Recruiters try to determine what the candidates hot buttons will be, what is it that would interest them
         most in their client; maybe it is the companies product line, their standing in the industry, the reputation
         they have
     b. OBJECTIVE:
          i. The hot buttons will help the recruiter sell the candidate in having interest in the company and
             position

             2. You should define your companies hot buttons
                 a. Do this by researching their product line, look at their web site, look at their news releases,
                     what are they doing and bragging about
                 b. OBJECTIVE:
                     i. The hot buttons will help you connect with your company, get their attention, show you have
                        done your homework and create interest in you

3. Recruiters RESEARCH where to find their targets
     a. Searching through their database, getting into chat rooms, working with user groups, using social
         networking (Linkedin, Face Book, etc) and searching resume databases
     b. OBJECTIVE:
         i. Find qualified candidates to contact and interest in the position

           3. You should RESEARCH where to find your companies
               a. RESEARCH done in number 1 may already give you this information but here you particularly
                   want to find the right contact and contact information
               b. OBJECTIVE:
                   i. Find qualified companies to contact and interest them in your background, to pursue a position

4. Recruiters develop branding to attract candidates to a client
     a. Branding is developing an awareness, familiarity in their candidates about their client; like when you
         think of tissues the first thing that comes to mind is Kleenex
     b. OBJECTIVE:
         i. To have the branding create interest in the candidate to be working for a company with great name
            recognition

            4. You should brand yourself to attract a company to you
                a. Do this by referencing companies you have worked for, projects you have been involved with,
                    technologies you have used
                b. OBJECTIVE:
                    i. To have your company take an interest and associate you with the name recognition of the
                       companies, projects and technologies you have experience with

5. Recruiters get to know their clients JOB SEARCH process
     a. Getting to know the JOB SEARCH process by asking the client for information on the process and
         how to properly work it
     b. OBJECTIVE:
         i. Knowing the process allows the recruiter to be more efficient, more thorough and provide a better
            service to their client

            5. You should get to know your companies hiring process
                a. Do this by asking how you can get your RESUME, COVER LETTER and profile/career
                    summary in front of them, ask how you apply for a position
                b. OBJECTIVE:
                    i. To get your information in front of them (preferably the hiring manager) and properly apply for
                       a position (to avoid getting lost in their database)

6. Recruiters post positions for active candidates to find
     a. Recruiters make sure the job description is accurate, thorough, an easy read and understandable to
         attract the right attention; they also post it in the best places for maximum exposure
     b. OBJECTIVE:
         i. To draw attention to them, their client (not divulging their clients name yet) and to attract the best
            qualified talent

            6. You should actively post your RESUME for targets to find you
                a. Post on the top 2 RESUME databases (Monster, Career Builder) and no more that 2 niche
                    boards relative to your background
                b. OBJECTIVE:
                    i. To attract attention and to have visibility to attract attention from companies and recruiters

7. Recruiters identify, from various sources, candidates, contact them to build a relationship and interest
    them in their clients position
     a. Recruiters use social networking searching for targets through sources such as Linkedin, Face Book,
        Twitter
     b. OBJECTIVE:
         i. To find qualified candidates or get leads on qualified candidates to introduce their clients position to

        7. You should identify companies from your RESEARCH, contact them and interest them in your
            background
            a. Get familiar with social networking and make yourself visible
            b. OBJECTIVE:
                i. To be seen and solicit leads for sources to contact, and, don’t forget to use the results of your
                   RESEARCH to network from

8. Recruiters get candidates to complete applications for themselves and their clients
     a. Recruiters have this as part of their process to gather information for their own database
     b. OBJECTIVE:
         i. Having an application for the database also provides additional information the recruiter can use to
            get to know the candidate better

            8. You should complete applications for your companies
                a. Ask or offer to complete an application for your company and offer to send it with your
                    RESUME, COVER LETTER and profile/career summary directly to them
                b. OBJECTIVE:
                    i. If you are doing this for a hiring manager, that’s the person you really want to get this
                       information in front of; if it happens to be someone else in the company they may be more
                       willing to take it directly to the hiring manager through the rapport you built with them over the
                       phone

9. Recruiters do initial phone screens on candidates of interest
     a. Recruiters call the candidates of interest that they source
     b. OBJECTIVE:
         i. To verify qualification, to interest them in the position and recruit them

            9. You should illustrate your background to your companies when you contact them
                a. Like a recruiter does on an initial phone screen you should be sure to verbalize your
                    background to your companies when you talk with them
                b. OBJECTIVE:
                    i. To introduce your company to your background, have them recognize your qualifications and
                       potential fit for their company and have them take interest in you

10. Recruiters advance their candidates to INTERVIEW with their clients
       a. When recruiters introduce their candidate to their client they don’t ask if the client wants to do an
           INTERVIEW, they ask when the client wants to INTERVIEW the candidate
       b. OBJECTIVE:
           i. To exhibit confidence the client will want to INTERVIEW the candidate and to in fact
              INTERVIEW the candidate

             10. You should attempt to secure an INTERVIEW with your company
                   a. Do as a recruiter would, ask when you can come in to do an INTERVIEW; at the very least
                      when you can come in to meet and discuss the company; think company first and then you as
                      to your interest in the company, your compatibility with them and how you can contribute to
                      their organization
                   b. OBJECTIVE:
                       i. To get an INTERVIEW or at the very least a chance to meet with your company;
                          remember, think what you can do for them first

11. Recruiters do follow up with candidates and clients following an INTERVIEW
       a. Recruiters always follow up on candidate interviews with their client to know the high points of the
           interview, the low points and if the client is interested in the candidate
       b. OBJECTIVE:
           i. To know if the candidate will be moving forward in the process and if he is on track with finding the
              right candidates for the position

             11. You should do follow up with your company following an INTERVIEW
                   a. Always follow up to ask what your company likes best in your back ground, what they liked
                       least, what they would like to see more of and if they would be interested in more dialog
                   b. OBJECTIVE:
                       i. To know more about the fit for their organization, if there is a position you would be
                          qualified for and is there any interest in your background; also, ask about being able to have
                          ongoing dialog and network with them

12. Recruiters negotiate an offer for their candidates with their client
       a. Recruiters negotiate offers being presented to their candidates
       b. OBJECTIVE:
           i. They have some insider information that they can use to negotiate a better offer for their candidate

              12. You should negotiate an offer with your company
                    a. Know what the industry going rate is, your worth and be ready to negotiate any offer you get
                        from a company, you are not usually expected to accept the first offer
                    b. OBJECTIVE:
                        i. With some good knowledge you will be able to negotiate a better offer and other elements
                           such as relocation if applicable, sign on bonus, bonus’s depending on position, etc

There you have it: a 12-step plan to take you to success in your JOB SEARCH. It has been said, “If you fail to plan, you plan to fail”. Don’t let that happen to you. Develop your plan, work your plan and plan for success. Once you have experienced the success of your JOB SEARCH, celebrate, decompress and start planning for your new position.

In retrospect, each step can be defined as:

1. Is the qualification
2. Is the hot button talking points
3. Is the lead list
4. Is the branding
5. Is getting to know the companies candidate search process
6. Is posting your resume
7. Is identifying your targets, refining your lead list
8. Is working with a companies application process
9. Is the initial phone call, the phone screen
10. Is getting the interview
11. Is doing the follow up to the interview
12. Is negotiating the offer

There is far more to this than what can be covered here. BLOG’s have been written about most of the elements of this process. Not to be too repetitive, however, you can view them here: http://jobsearch-rsc.blogspot.com Future BLOG’s will address the other elements, watch for them, read them, and, you won’t be disappointed.

If you like what you see and find value in this information, reference the other BLOG’s. Once again, here is where:    http://jobsearch-rsc.blogspot.com

Bookmark this site as a favorite to come back often and TELL A FRIEND! I encourage you to do so.

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