Tag Archives: Career Search

Dear recruiters and hiring managers, the truth is better than…nothing

Three ways to help introverts with their job search

Communicating

As you’re meeting with your job seekers, be mindful of how they communicate with you. Introverts are innate listeners not as comfortable with small talk as their counterpart, the extraverts, who are quick to start the conversation and would like you to listen. Your conversation with introverts will be deep and thought provoking, but you’ll most likely have to jump-start it.

The best approach to take with an introvert is to start the discussion by stating some observations and then following up with questions. Now stand back and wait for your introverted job seeker to deliver some insightful statements. Try not to interrupt.

For example, “After looking at your résumé/LinkedIn profile, I am impressed with the detail in which you describe your past jobs. You list a great number of duties. But what I’d like to see are some more accomplishments. What do you think?”

This question gives them the open door to express their thoughts. “I see your point, and I think I could explain how I was close to 100% accurate in my accounting responsibilities. In fact, I was often acknowledged for this and won ‘Employee of the Month’ many times.” You give your job seeker the opportunity to express her thoughts, and then you do what any good counselor does, sit back and listen.

Joyce Shelleman, Ph.D, offers this sage advice: “Offer [introverts] the opportunity to follow-up with you the next day with any additional questions or thoughts. It usually takes time for an introvert to think of all the things that they want to communicate if they haven’t been able to anticipate your question in advance.”

Networking

It’s no secret that structured networking makes many people uncomfortable, especially introverts. One quote I share with my workshop attendees is from Liz Lynch, Smart Networking: “At the first networking event I ever attended by myself, I lasted five minutes—including the four minutes it took me to check my coat.” This quote clearly illustrates how networking for the first time can be like trying to speak another language.

Now imagine how an introvert feels presented with the prospect of entering a roomful of strangers, expected to make small talk, and (most difficult) promoting himself. He will feel tired just thinking about having to talk to people he doesn’t know, particularly after a day full of looking for work. He may also experience bouts of reluctance prior to a morning networking event.

But here’s the thing; networking is a vital tool in the job search and it’s your job to encourage your introverted job seeker to attend networking events. Suggest 5 points of attack:

Tell him to have a goal of how many people he’ll talk to at the event. If three is what he decides, that’s fine. Remember that introverts prefer to talk to fewer people and engage in deep conversations.
Suggest that he takes a friend or two. There’s more comfort in having someone by his side to talk with if things are not going as planned. Advise him, however, not to spend all his time at the event with his networking buddy.
Provide encouragement by reminding him that he should focus on asking open-ended questions and listening carefully to what others say. People like to be listened to, and introverts are great listeners.
Enforce upon him that he doesn’t have to be fake; rather he should be natural when speaking with other networkers. He doesn’t have to launch into his 30-second commercial as soon as he meets each person, which will likely serve to push people away.
Lastly, he doesn’t have to be the last one to leave; although, he might be the one to close the joint if he’s having a grand time. This is in the realm of possibility.

Social media

LinkedIn has provided introverts the ideal way to reach out and connect with other people, whether they’re potential network contacts or employers. While this makes connecting seamless, it doesn’t complete the process.

I tell my workshop attendees that once they’ve made the initial contact, they have to reach out and touch them in a personal way, e.g., talk with them on the telephone and/or meet them in person. As career advisors, we need to make them aware of completing the process.

LinkedIn allows for easy communications through writing—an introvert’s preferred method of communication—however it is not as quick and efficient as speaking with someone. As an introvert, I don’t feel like I’ve closed the loop unless I’ve made verbal contact.

Encourage your job seekers to set aside time to talk on the phone for half an hour with two or three of their LinkedIn connections. If they feel so inclined, have them Skype with their connections or, one of my favorites, use Google Hangout. They’re very similar. This helps put a face to a name.

Your introverted job seeker will ultimate close the loop by meeting with an online connection in person for coffee or lunch. Encourage this if the connection is local. Keep in mind that one meeting might not be enough, as introverts network best by developing relationships over a period of time.

Photos: Flickr, Ploymint HQ

The 8 lessons to learn from the job search

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Before you even send out your résumé.

If there’s anyone who’s tired of hearing, “The job search is a full time job,” it’s me. This cliché is as worn out as my favorite pair of jeans. So I’m proposing a different saying: “The job search is like going to school.” Why? Because going to school implies learning something, whereas a full time job can mean a whole slew of things.

Remember school where your intellect was challenged, where you studied hard and debated harder, where you looked forward to your next round table lesson on Jung and King Lear? Or the challenging material you tackled in Embedded Computing in Engineering Design? It was good stuff.

The lessons of the job search are of a different nature but are important in their own regard. The following eight lessons I propose you must learn before sending out your résumé.

Lesson One: It sucks losing your job. This is the first lesson you learn from the job search. And how well you handle this it will determine your success. Let me advise you to allow yourself a period of suffering, no less than three days, no more than two weeks*. It’s not clear if everyone goes through the five stages of grief in the same order, or if you’ll even experience all five stages of grief, which are.

Denial and Isolation
Anger
Bargaining
Depression
Acceptance

For example, you may skip denial and isolation, bargaining, or depression. I would personally call depression a bit strong; I prefer despondency. My point being is that no two people handle the emotional aspect of the job loss the same.

Lesson Two: Know what you want to do before acting. Picture saying to your kids and wife/husband that the whole family is going on a trip, and they ask, “Where?” Your response is “I don’t know.” Your family members won’t have faith in your planning ability. This lesson is important because without knowing what you want to do—where you’re going on your trip—you’ll be spinning your wheels. You’ll lack direction and be totally ineffective.

So when job seekers tell me they’re not sure what they want to do, I tell them until they know what they want to do, all the dandy advice they’ve been receiving is a waste of time. There are numerous career tests and personality assessments you can take that gauge your interests, skills, and values, but I’m a firm believer in also searching your soul for what you want to do.

Lesson Three: Determine how much time you’ll dedicate to your search. I’ll ask my workshop attendees how many hours they worked at their last job. Forty? Forty plus? Many will raise their hand when I say forty plus, just as I thought. Then I ask them if they need to dedicate forty plus hours to their job search. Most of them raise their hand. (Remember the cliché, “The job search is a full time joby?”)

I tell my attendees that I disagree with spending forty plus hours a week looking for work. In my mind, looking smarter is better than looking harder. One story I tell them is of a person I knew years ago who was out of work. How he told me his family life was suffering because he was spending 60 + hours on the job search. Follow the following lessons in order to be smart in your job search.

Lesson Four: Be organized. I remember when I was out of work and receiving a call from a company I didn’t recognize sending my resume to. At first I tried to buy time until I finally had to ask the caller which company she was calling from.

To say this was an embarrassing conversation is an understatement. If your strength is not organization, it must become one of yours quickly. The job search requires being organized so you don’t receive phone calls from companies you don’t recognize. Trust me, it can be embarrassing.

Read this excellent article from Quint Careers on Ten Sure Fire Ways to Organize Your Job Search. My valued connection, Katharine Hansen, provides valuable lessons on being organized in the job search. Check them out.

Lesson Five: Let people know you’re looking for work. This seems like the most obvious lesson, but you’d be surprised how many people don’t let their friends, neighbors, convenience store owner, hair stylist, etc., know they’re out of work. How can these people help you if the don’t know.

I remember years ago when one of my customers came to my office just before Christmas. I asked him what his plans were and he told me his family was hosting the dinner. Great I replied. But what he said threw me for a loop. “It’s going to be weird. No one knows I’m out of work,” he replied. Family and friends can be your best allies.

Lesson Six: Futility 101. Anyone who thinks sending out 600 résumés will result in 300 interviews and 30 job offers probably also believes the sun revolves around the earth. Despite the many blog posts, books, and speakers who say using job boards as the primary method of looking for work is a waste of time; many job seekers still do this.

Six hundred is not a number I drew out of a hat. I recall reading on LinkedIn about a person who was seeking career advice and was bewildered that she hadn’t received one interview. Yes, she had mailed out 600 résumés and waited for the phone to ring.

Lesson Seven: Do your research. Remember when you were in school and had to do research to write papers? Now your research is even more important. So instead of “shotgunning” résumés, research the companies for which you’d like to work. Develop a list of 20 or so companies and determine where there’s growth by going to their websites. For companies showing growth, send approach letters asking to meet with someone at the company for an informational meeting.

Key points: Don’t ask for a job during the informational meetings. Instead ask illuminating questions that create a vibrant conversation, a conversation that will secure an important connection. Who knows, maybe there is a job developing at the company. You might be recommended to the hiring manager if you’re able to impress your new connection.

Lesson Eight: Connect with others. Whether you want to attend networking events or prefer to focus on connecting in the community, make sure you’re identifying people who can be of assistance. LinkedIn’s Companies feature has proved to be a great tool for this, but simply making inquiries can work as well.

One of my customers came to me one day and said, “Bob, I found a job!” Great I told him. “Yeah, but I didn’t network,” he told me. “No, I handed my résumé to my neighbor; he handed it to the hiring manager in the department I wanted to work; I was called in for an interview; and I got the job.” Connecting works in many ways.

Having completed all the lessons above, now it’s time to send your résumé to companies you’ve identified as the ones you’d like to work for. Next we’ll look at the remaining lessons of the job search.

The 5 ways employers prefer to fill a position

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And what you should do about it.

Consider this scenario. On Friday the position of Sr. Engineer is announced internally. All employees who want to apply need to submit a résumé detailing their qualifications COB on Monday.

Three people feel they are qualified and hurry to update their résumé over the weekend, save for one who doesn’t have a résumé, has never written one. He’ll have to learn how to write one quickly.

By the end of Monday, when résumés are due, the VP of Engineering shakes the hand of the new Sr. Engineer, who is told to keep this promotion under his hat until the staff meeting on Friday.

The VP wants to receive the résumés, just to make a good show of it. She winks at the new Sr. Engineer as he leaves her office. Again, keep this under your hat, he is told.

This is not news to many people who have witnessed one of their colleagues suddenly be appointed to a coveted position in the company. The more senior employees—those who’ve been around for a while—are least surprised by this move.

Generally speaking, there are five ways employers prefer to fill a position.

One. The scenario above is the most preferred way employers fill a position; from within the company. Ideally they have someone who can fill it quickly and with little fuss. Is it fair to the unemployed outside the company? No.

Unfair to the unemployed, but companies have one thing in mind, filling the position with a safe bet; and who’s safer than someone they know?

The hiring manager is familiar with the abilities, and inabilities, of the company’s employees. As well, promoting from within builds good will in the company. An employer that promotes from within is a good employer. So this is a win-win situation.

Two. The second way employers prefer to fill a position is by taking referrals from their own employees. In some cases the employer will reward the employees with a monetary bonus for referring a person who sticks for, say, three months.

When I was in marketing, I referred my cousin to an IT position in a company for which I worked. I recalled years before how he spread the word of his unemployment at a family gathering, so I brought this up to the powers that be. The CIO read my cousin’s résumé, invited him in for an interview the next day, and offered him a job that day.

I was rewarded one thousand dollars, minus four hundred for taxes. I’ve heard of people who received as much as ten thousand dollars for making a referral. Of course the level of the position to be filled matters.

I never would have referred my cousin unless I was confident of his abilities, which is the case with most employees making a referral. People like me don’t want egg on their face if the person doesn’t work out, even if said person is family. By the way, my cousin worked out extremely well.

Three. At this point the employer has tried his best to find an internal candidate or someone recommended by his employees. Nothing has worked out and the position has to be filled yesterday.

His next move is reaching out to people he trusts outside the company. The employer may reach out to former colleagues, partners, vendors, even people who’ve left the company for greener pastures (boomerang employees).

He trusts these people because they know what he’s looking for in job-related and soft skills. They’re the best bet he has at this point.

A recent survey by Jobvite.com revealed that 40% of hires were from referrals, which made up of only 7% of sourcing efforts. This is significant, given the other methods used and makes one wonder why employers are wasting their time on, say, job boards.

Four. When requesting referrals doesn’t work, the employer’s next step is hiring a recruiter. This is less desirable than seeking referrals because recruiters are expensive (as much as 20% of a candidate’s first annual salary), but palatable because recruiters are more knowledgeable of the industry.

A Forbes.com article talks about the two types of recruiters, retained and contingency. While retained recruiters work strictly for the employer and are more knowledgeable of the industry, the contingency recruiters only get paid when they find the best candidates.

The employer’s cost for hiring a recruiter can range from 15-25% of the applicant’s first year salary. A hefty chunk of change.

Either way, the employer is paying for a few candidates to be delivered to the table. It’s still a risky proposition. Referrals are still the desired source of candidates for the reasons stated above.

Five and finally last. Now it’s desperation phase, because this is when employers advertise their positions. There are two major problems with advertising a position, cost and uncertainty of hiring the right candidate.

You may think that it’s the cost of advertising online is the major concern, but it isn’t; the cost employers feel the most is the time spent reading résumés and interviewing unknown people. When I ask former HMs, who have read a great number of résumés, if they like reading those résumé, approximately 98% of them say they don’t.

With applicant tracking systems in place, you’d think the process would be more manageable and pleasant, but this isn’t the case. For some, reading 25 résumés is reading 25 resumes too many.

Even with the advancement with the ATS, poor candidates get past and make it to the interview. What many recruiters and HMs are experiencing are candidates who are not qualified and, in many cases, have embellished their accomplishments.

What do you do as a jobseeker?

The obvious answer is to become a referral by reaching out to those you know in a desired company. This sounds easier said than done, but the steps you take begin first with determining which companies you’d like to work for. And, most importantly, why? Create a list of 15 target companies.

Next identify people at said companies who can be of assistance. LinkedIn is ideal for this, as most hiring authorities are on LinkedIn. Make use of your online time by using the Companies feature and do advance searches. Work your way up by connecting to people on your level. Also, connect with people who used to work at the company; they can give you some insight.

Remember the number two way employers prefer to fill a position? When you find someone who works at a desired company, fairly late in your conversations, ask if her company offers an employee referral bonus. This would be a great incentive for said employee to refer you to a position, providing she has faith in your abilities and character.

If you were an outstanding employee where you last worked, friends of your employer will come to you. I see this often with my best customers who land jobs based on their personal branding. Former vendors, customers, partners, and colleagues reach out to them.

Attend industry groups where people who are currently employed are networking for business. You are there to offer your expertise either on a paid basis or as a volunteer. You are prepared with personal business cards and your personal commercial. It’s my opinion is that the best people to be with are those who are employed.

One of the best places to network is in your community. You never know when you could run into someone who knows someone who works at one of your target companies. Most important is that people know about your situation and that you’ve clearly explained what you’re looking for.

When you least expect it, your lead will come to you. One of my former customers was approached by his neighbor who had heard my customer was out of work. His neighbor took my customer’s résumé to the HM of the company he worked for. Days later he was interviewed for a position.

The bottom line is that you cannot rely on applying online and waiting to be brought in for an interview. You must become a referral.

Photo: Flickr, Roger Braunstein

12 ways to get outside your comfort zone at networking events

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Most of us have a comfort zone. Mine’s walking into a workshop and talking about various job search topics. I guess I’ve been leading workshops on the job search for so long–thousands over the course of eight years–that engaging with people (the more the better) is second nature to me. I’m comfortable and in my zone.

There are times when I’m not comfortable, like when I have to order a meal—I’m indecisive and usually defer to Kung Pao Chicken—or talking to complete strangers at a networking event. While I attend networking events on occasion, I still experience a bit of discomfort.

If you’re like me, and feel uncomfortable entering a large room full of strangers, you’re experiencing what it’s like to leave your comfort zone. You shouldn’t feel that it’s unusual to feel this way, but you must continue attending networking events. They are necessary in your job search.

This means you must get outside your comfort zone. So how do you get outside your comfort zone? Follow these steps:

Like Nike says, “Just do it.” That’s right, tell yourself that meeting new contacts is necessary in order to shorten your job search.
Think of what it really is, connecting with people who are at a networking event to help each other in the hopes of developing relationships. The emphasis is on getting to know each other and not entirely on creating business or gathering leads. You’ll meet again.
Set a goal of how many people you’ll talk with. If you’re an extravert, you may prefer to work the room—the more the better. Introverts prefer fewer but deeper conversations, so set a goal of meeting two or three quality contacts.
Get emotionally prepared. One way to get prepared is by choosing a nice outfit to wear, but nothing too fancy. The ones who have been attending for a while are usually nicely dressed, although not necessarily wearing a three-piece suit. Ask about the dress code if you’re not sure.
Have your personal business cards ready. There’s nothing more embarrassing than being asked for your card and not having one. I personally leave a stack of business cards in the glove compartment of my car just in case.
Bring a friend along or plan to meet someone at the event. I tell my workshop attendees there’s no reason why they need to do it alone. Driving together will give them time to strategize as to when it will be best to separate at the event.
Approach people who are standing alone. They’re waiting for someone like you to start the conversation. They’re out of their comfort zone, too, so be humane and help someone get acclimated. It will make you feel good.
Speaking of conversation, you should have your talking points ready. Current events are fine as long as you stay away from religion and politics. No sense in starting an argument. If conversation isn’t going well, break away very politely. No hard feelings.
Don’t come on too strong. I still remember a public relations coordinator who approached me at a trade show; hand outstretched, he launched into his memorized 30-second commercial. Although his commercial was excellent, he sounded stiff an unnatural.
Speaking to #9, you’ll need an elevator speech, but ease into it with a little small talk, or wait until you’re asked about yourself.
Listen to others. This will help you get outside your comfort zone because it will allow you time to think about what you want to say–especially helpful for those who dislike making small talk.
Take a breather if you need to. Walk outside and take in some fresh air. Just remember to return.

Bonus. Once you’ve accomplished getting outside your comfort zone and feel great about “Just doing it,” you will need to followup with the people you’ve met. Take the attitude that if you don’t initiate the follow-up it won’t happen, even if this means getting outside your comfort zone.

9 major job-search changes for older workers

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One question I ask during my introductory workshops is, “When did you last have to look for work?” Invariably I’ll get answers like “25 years,” “35,” 40,” and so on. On the other hand, others haven’t had to look for work in the past five or ten years, some in the past two years or less. The disparity is great between my customers who have been long-tenured workers and those who are veterans to the job search.

The folks new to the job search didn’t have to write a résumé that fits today’s standards, if write one at all. Nor did they have to go through five to 10 rounds of interviews. They might also be new to networking, never used LinkedIn, haven’t engaged in informational meetings, and used other job-search methods. Some tell me, “Companies came to me. I didn’t have to do anything.”

These people have a lost look on their face. It’s as if they have to learn to walk all over again.

Needless to say, there have been changes in the job search in the past decade or two, changes that represent challenges to people who aren’t used to a different job search. Here are eight components of the job search that are new to older workers.

1. The most obvious change, being out of work. This comes as a complete shock, especially for those who worked at their last company for 20 or more years. Gone is their routine, the camaraderie they shared with their colleagues, the income they came to rely on. Also gone, for some, is their self-esteem and confidence.

They know they are experienced and valuable workers, but there’s self-doubt and fear that the job search will be long. In the back of their mind they know the longer they’re out of work, the harder it will be to regain it.

2. Longer hiring process. The good news is that employers are hiring. The bad news is that it’s taking them longer to pull the trigger. Depending on the Source, it can take as long as 28-39* days for a company to hire a candidate.

I’m witness to many job seekers who are getting jobs but usually after a longer process than before. It’s not unusual for job candidates to be interviewed multiple times over the telephone and endure additional face-to-face interviews.

One of my customers endured five telephone interviews before being hired. Another was hired after 12 personal interviews—No lie. This goes to show that employers are more cautious than in the past; they don’t want to make hiring mistakes, as it can cost tens of thousand dollars to hire a replacement employee.

3. Résumés have changed in the past decades. Nay, the past five years. Employers want to see accomplishments on résumés, not just duties. I remember applying for positions years ago where I would send résumés that were one-fits-all, didn’t include a Performance Profile, and were written in Currier font.

There are enough articles written on how it’s important to list quantified accomplishment statements. (Read this article that explains 10 important elements of a professional résumé.) But talk has increasingly turned to the importance of appeasing the Applicant Tracking System (ATS). Simply put, this software eliminates approximately 75% of résumés, based on the lack of keywords. Approximately 95% of my customers haven’t heard of the ATS.

4. Networking is imperative. During the days when securing a job took less time and all the jobs were listed in the newspapers, networking wasn’t as important as it is now. This is a tough change for many people who haven’t had to look for work for a couple of decades. Networking was necessary as part of their job. But to find a job? Not so important back then.

Now your business is called Me Inc.; meaning you are your own business and therefore networking is absolutely necessary. And it can be uncomfortable, even scary. (Read this article on getting outside your comfort zone to network.) Anywhere from 60% to 80% of your success can be attributed to personal networking.

5. LinkedIn arrived on the scene. At least 95% of hiring authorities (recruiters/hiring managers/HR) are using LinkedIn to cull talent. Twelve years ago LinkedIn didn’t exist. My customers who haven’t had to look for work since 1988 feel like a confused child when they hear of LinkedIn’s ability to help them find work. Talking about having to learn to walk again.

Some are even afraid of “being on the Internet.” This is an immediate stopgap to LinkedIn. When I hear some of the long-tenure employees say they’re reluctant to disclose too much information, I’m inclined to tell them not to join LinkedIn. (Read this article on how LinkedIn isn’t for everyone.) One cannot be afraid of the Internet if he wants to benefit from LinkedIn.

6. Most jobs are posted online. Older workers are now faced with the prospect of searching for jobs on job boards like Monster.com, Dice.com, Simplyhired.com, and a plethora of others. Because most jobs—75%-80%—are unadvertised, this is time often wasted. In addition, the applications are difficult to fill out for some older workers who aren’t familiar with the computer.

Twenty years ago I remember picking up the Sunday edition of the Boston Globe which was thick with job ads, and the challenges of the Hidden Job Market weren’t as glaring as they are today. More jobs were obtained by using newspapers to locate them, and then we simply sent a generic résumé to land an interview. This speaks to changes in technology, which some older workers struggle with.

7. Telephone interviews are more challenging. This includes telephone interviews which are making the traditional screening process an oxymoron. Yes, employers want to know your salary requirement, but the questions go way beyond that. Telephone interviews are conducted by most employers. They are similar to face-to-face interviews, save for the fact you’re not at the company.

Now, as one former customer told me, the phone interview can consist of behavioral-based questions only. “They’re tough,” I hear. “I wasn’t prepared.” More than one customer told me they were only asked behavioral-based questions, approximately 12 of them. (Read this article on Preparing for behavioral interviews.)

8. The personal interview is tougher. Many of my customers are taken aback by group interviews. Thirty, or so, years ago, group interviews were not common. Rather, companies would conduct one-on-one interviews to size up the job candidates. Group interviews are commonplace these days; they should be expected.

The group interviews aren’t the only challenge candidates are facing. Tough questions, such as behavioral-based and situational, as well as tests to gauge one’s knowledge. Interviewers are asking questions that get to the core of the applicants. One of my customers told me that after a five-person group interview, he felt like he’d gone three rounds with Mike Tyson. He told me this prior to his next interview with the company, and maybe additional interviews henceforth. When do they end?

9. Age discrimination is the white elephant in the room. This is not a myth nor an excuse. Older workers are experiencing it from not only younger interviewers, but older interviewers as well. The reasons range from the demand for higher salaries than younger workers to inability to keep up.

However, the smart employers understand these reasons aren’t necessarily true. As well, older workers have many fine attributes they bring to the table. (Read this article on the 5 strengths of the older worker.) I suggest that my older job seekers explore companies that are older-worker friendly. AARP can be helpful, or simply looking on LinkedIn for companies whose average age exceeds 40 plus can be a find indicator.

These are a few of the changes that have occurred since older workers have had to look for work. Very talented people, who were at the top of their company, are experiencing changes that are hard for them to grapple. But eventually they get into the groove and learn the proper tenets of the job search. Some of the long-tenured workers even see this as a welcomed challenge.

*Jobvite 2017 Recruiting Funnel Benchmark Report. And based on occupation and industry, this figure (39 days) is less or more.

10 tips job seekers must heed for a successful job search

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And a short story about how my son didn’t listen.

The other day, my son and I were shooting hoops. He was loving it. I was hating it, for the mere fact that my fingers were numb from the cold. To add to my frustration, I was telling him to layup the ball with his opposite hand, but he wasn’t listening. “Why do I need to do layups with my left hand?” he asked me.

“Because you need to be multi-talented,” I told him. “You need to be able to layup the ball with your opposite hand when you’re forced to the left side.” I’ve never played organized basketball, so I’m not sure my advice was sound; but it sounded good.

While I was “coaching” my 14-year-old kid, I got to thinking about the advice I give job seekers, most of whom listen and others (like my son) who don’t. The ones who listen are those who send me e-mails or even stop by the career center to tell me about their upcoming interviews or, best of all, their new jobs. It’s all about the effort they put into their job search that makes the difference. They do the hard work, while I simply provide the theory. Such as:

1. Begin with a proper attitude. All too often I hear negativity from my job seekers. “I’ll never get hired because I’m overqualified.” Or, “There are no jobs out there.” Talk like this will get you nowhere, as I tell my customers.

People are more likely to help people who appear positive, as opposed to negative. I’m not saying you must feel positive; I’m just saying appear positive. As the saying goes, “Fake it till you make it.”

2. Your first impressions matter more than you think. First of all, are you dressed for the job search? What do you mean, you wonder. I mean you’re on stage every time you leave the house, so don’t walk around in clothes you’d wear while cutting the lawn. Always look people in the eyes while delivering a firm handshake that doesn’t crush their hand.

3. Network, network, network. Tell everyone you know that you’re looking for work. Be clear as to what you want to do and where you want to do it. Clearly explain your occupation (human resources vs. human services is a big difference), your greatest attributes, and your extensive experience.

Whenever you talk with someone in your community and the opportunity arises, mention you’re between jobs. Attend job seeker networking events to gain leads and provide leads; remember, networking is a two-way street.

4. Penetrate the Hidden Job Market. Which coincidentally has a great deal to do with networking. Look for jobs where most people aren’t. “Why?” as my son would ask me. Simple, employers gain a lot more from not advertising their positions than they do if they advertise. They prefer to promote from within or get referrals from trusted sources.

Advertising comes with a slew of problems–tons of résumés to read and interviewing strangers. What really frustrates me is when I ask my customers how they’re looking for work, and they list a slew of job boards…and that’s it.

5. Approach growing companies. This will require gathering your Labor Market Information, which can be done in a number of ways. I suggest developing a list of companies for which you’d like to work and visit their websites to see if there’s growth.

Growth equals possibly hiring in the future. Sources like business journals, the stock market, networking in the community and at organized events, are all viable options. Once you know which companies are growing, send them an approach letter or call them to get a networking meeting.

6. When applying for jobs: research, research, research. Always know the requirements for the jobs for which you apply. Which major skills are most important, and do you have relevant accomplishments to tout.

Know about the companies in terms of their products, services, mission statement, etc. This will come in handy when you write your résumé and other written marketing material, as well as when you interview.

7. Market yourself with professional targeted résumés. DO NOT send a one-fits-all résumé that fails to show the love; rather tailor your résumés for each job. Your résumés should include relevant quantified accomplishments and a strong Performance Profile that makes the employer want to read on.

Don’t limit accomplishments to the Work History; include some accomplishment statements in the Performance Profile…the better to get employers’ attention.

8. Send a cover letter with each résumé, unless instructed not to. True, some recruiters do not read cover letters, but many do. And if your job will involve writing, you must send a well-written targeted cover letter.

A cover letter does a great job of demonstrating your enthusiasm for the job and company to which you’re applying. It also points the reader to the relevant accomplishments on your résumé.

9. Start a LinkedIn, FaceBook, or Twitter networking campaign. Online networking should not replace face-to-face networking; rather it should supplement your networking efforts.

I lean more toward LinkedIn as an online networking and branding site. It is for professionals looking for jobs and advancing their business. Your LinkedIn profile should be outstanding like your résumé. If not, don’t advertise it.

10. Dribble with your left hand. Yesterday I had our networking group do an exercise that was intended to have them think of other ways to look for work, as most of them were probably using the same methods without success.

If looking for jobs six hours a day on the Internet isn’t working, try networking, or contacting a recruiter, or reaching out to your alumni, or retraining, etc.

My son didn’t listen to me when I told him to layup with his opposite hand, despite my constant harping. But he’ll soon learn his lesson when it comes game time and defenders will force him to his left. And my customers will hopefully follow these ten tips in order to make their job search shorter.

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The curse of tattoos at interviews

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Sixth years ago I wrote this post in jest. However, I was told recently by a good source that a candidate was rejected for a job at her company, because the candidate was sporting a tattoo at the interview. Perhaps there is more to this story than people think.

An article by Jeff Haden got me thinking. about my daughter’s latest request; a tattoo. Jeff’s article is about a man with a tattoo so intricate and enormous that Jeff could only stare at it, making the man uncomfortable.

Although my daughter’s only 16 and she doesn’t want to cover her whole arm with a tattoo, her request makes me think about the ramifications a tat will have on her career future. Will it be detrimental to her job search? I’m sure it will. She’s waiting for my reply.

Where will she put the tattoo, I ask her. I dunno, she tells me. Great. I don’t normally have to deny her requests, but I feel conflicted. I try to picture a tattoo on her.

Will it be private or public? Will it be tasteful or obnoxious? And how many is she planning to get? If it’s private, tasteful, and only one; I guess I could accept her getting a tat. However, if they’re numerous and on her neck, wrist, and anywhere they’d be seen during an interview or at work; I will definitely have an issue with that.

One of my customers who formally worked at an upscale salon has tattoos that cover her hands, forearms, and neck. They’re magnificent tattoos like the one Jeff mentions in his article, but the assortment of them makes me wonder how employers would view them, if she were to apply for, say, an office position.

This customer’s tats are so visible and magnificent that they distracted me during my workshops. Particularly during my Interview Techniques workshop when I want to have her stand up so I can tell the group that tattoos like these might not be the right image you want to present at an interview.

And then I want to add in a Sam Kenison rant, “They’re forever. Ah, Ah, Ahhhhh.” But I neither make her stand or express my disapproval of her tats. It’s her life, even if they are forever. I can only wonder why she decorated her body like a Harlem wall covered with graffiti. Maybe if she had a parent who urged her not to get the tattoos, she wouldn’t have marred her body with them.

Among the many aspects of our first impressions, tattoos are one of them. Employers are more forgiven than they were in the past. We know this because many of the people who serve us at restaurants and coffee houses, work with us in offices and outdoors, are displaying them freely and with impunity.

But it makes me wonder if the tattoo-baring employees displayed them so freely when they were interviewed, or did they hide them with long sleeves, turtle neck shirts, and pants that covered their ankles…in the dead of summer? If these folks with tats had the foresight to hide them, they may have dodged a bullet.

What if, for example, a college grad is applying for an accountant position, in the last stages of the interview process, and talking with the VP of say PricewaterhouseCoopers. She’s feeling so confident because she’s been told this interview is a formality, a sign off. It’s in the bag. So she lets her guard down and wears a sleeveless dress, revealing a small, tasteful butterfly tattoo on her shoulder.

Harmless, right?

This is my fear; my daughter will be that young woman at the interview of her life, only to blow it because of a simple tattoo. Only because some conservative guy might be the decision maker and think that this woman is too compulsive; not right for the company image.

All because of a tattoo my daughter got while her friends were encouraging her to “go for it” in New Hampshire at some seedy tattoo parlor. The image of her walking out of the parlor sporting a tat on her wrist, looking at her friends for approval, showing some doubt on her face; is enough for me to make a decision.

I tell her no to the tats, and she shrugs her shoulders and says fine. I get the feeling she never wanted one and all my worrying was for naught, until she asks for is a nose stud.

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And a short story about how my son didn’t listen.

The curse of tattoos at interviews

Don’t overlook the value of One-Stop career center job search workshops

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Communicating

Networking

Social media

To learn more about how introverts can succeed in the job search, read my book: Job Interview Success for Introverts.

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And what you should do about it.

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And a short story about how my son didn’t listen.

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