Every now and then you need to step back and assess how your search is going. We take you through a step-by-step approach how to do that. This show is all about building on what is good and improving or fixing what isn’t working. These 8 steps will make sure you identify why your resume isn’t getting noticed, why you aren’t getting referrals, why you are getting interviews but no offers and help you fix the problem. But it also makes sure you don’t diagnose the wrong problem. Candidates often work on the wrong thing, mainly because they don’t know the real problem. In addition, we give you access to our free job search assessment tool to help you. You can download this tool and follow along as we discuss each topic. Download your assessment first it is free and will be helpful as you listen to the show. CLICK HERE to get your assessment.
To listen to this radio show recording CLICK HERE.
Just the other day, my son sent me a graphic he had downloaded on his ITouch. The graphic showed someone falling down after slipping or tripping. He sent this to me since many of the girls on my HS Basketball Team are constantly slipping, falling, tripping, flopping down on the ground without being within 10 feet of anyone else.
I suddenly started thinking that it takes skill to screw up a job search. How many managerial or executive candidates are stuck in a job search with no “real” prospects, leads, referrals, or opportunities? How many job search candidates have NO light at the end of their tunnel?
Conducting an effective job search is EASY – NOT Difficult – when you use best practices that are widely published and a systematic approach, such as our Career Success Methodology.
How many job search candidates have failed to conduct an effective job search when the quality and quantity of great ideas, best practices, and creative solutions are staring them in the face?
NOT taking advantage of the wealth of content in published materials, templates, audio programs, video demonstrations, and other tools is like “slipping on a flat surface – it takes real talent!”
Do you take advantage of these tools, tips, techniques, and best practices. Do you strive daily to improve the way you conduct your job search?
OR are you basically conducting your job search in the same approach that you started with 9 months ago?
The materials we offer in our FREE Resources is but a small microcosm of the wealth of great ideas, suggestions, recommendations, and content available to improve your job search.
WHY DO MOST CANDIDATES REFUSE TO LEVERAGE GREAT BEST PRACTICE CONTENT IN JOB SEARCH AND FEEL LIKE IT’S ONLY EFFECTIVE IF THEY THOUGHT OF IT FIRST?
We would love to hear your thoughts and ideas on why your stuck in a rut of using outdated and ineffective methods to find a job when the path to your next job is staring you in the face.
Respond with a comment regarding:
What’s your favorite source of job search related information?
What’s the most recent new piece of learning you’ve gained regarding your job search?
Where do you turn to on the Internet when you need an answer to a job search question?
Who do you follow that blogs great content about job search?
What information can you NOT find on the Internet regarding your job search?
STOP Tripping over yourself in your job search.
Make every day a day in which you learn at least one new thing to improve your job search effectiveness!
In Part 1 I discussed the need for getting an accountability partner and what an accountability partner is. This article will be about what an accountability partner should do to help you.
A good accountability partner can make a major difference in one’s job search. I have seen people spend months looking, but once they engage an accountability partner their search takes off. You can call this coincidence if you want, I did for a while until I saw it happening over and over, and the people using the accountability partner were giving them the credit for their success.
So what should an accountability partner do? Here are some of my thoughts, and please add your thoughts and experiences in the comment section so others will benefit.
1) Accountability. Sounds obvious doesn’t it, but this is the main goal. A good accountability partner will hold your feet to the fire. First and foremost, they will hold you accountable to do what you say you are going to do.
2) No Excuses. They will listen intently to your excuses and then hold you accountable to what you say. A good accountability partner knows the difference between excuses and real road blocks.
3) Empathy Not Sympathy. Accountability partners understand the emotional ups and downs. They understand your feelings but don’t become emotionally involved or attached. They can separate their feelings from yours, which allows them to stay objective.
4) Listen Well. They know when to let you blow off frustration and vent. They recognize this is part of the process. However, they don’t let that get you off your plan or off track. They will still bring you back and hold you accountable to what you say you need to do.
5) Help and Guidance. Most job searches get stalled at some point. An accountability partner has the experience and knowledge to help you redirect your search. They have the experience to recognize opportunities you, the candidate, may never have thought of or when you are just not doing something effectively.
6) Tough Love. A good accountability partner is not there to be your friend. Get a dog if that is what you want. They are there to give you tough love when needed. Sometimes even make you angry or embarrassed if you aren’t delivering what you said you promised to do. They call it as they see it. Would you really want anything less?
7) Willing to Meet Regularly. They will meet you at least weekly to discuss progress and lay out a plan for the following week and month. If your plan is weak, they will push you to improve it. They keep you on schedule and on track. They will take your calls and reply to your emails. Yes, it is a lot of work and time.
These are some of the key functions of an accountability partner. It is not by any means a complete list. If you get these in an accountability partner you will be off to a great start in 2010.
Please add other key functions that you think are important or have benefited from in the comment section. We welcome and encourage your thoughts, comments and input.
Join our Linkedin Job Search Networking Group. 3400 other people are benefiting from the discussions and articles. CLICK HERE to join, it is free.
Turbo charge your search in 2010 by evaluating its strengths and weaknesses with our FREE Job Search Plan Self-Assessment Scorecard. This will help you and your accountability partner get your search started out right. CLICK HERE to download your scorecard.
Need a great cover letter? A free sample cover letter that has proven to get you noticed is on our Web site for you to use with your resume. CLICK HERE to download yours.
If this was helpful, then please help others by forwarding it on to your network, posting on your Facebook page, Tweet with the link, post to your Linkedin groups or status update. Let’s all do everything we can to help those looking for employment.
As the new year starts, many will be either restarting or launching a job search. One thing missing from so many in the job hunting mode is accountability.
We see this all the time in our job searching coaching practice. Most candidates go it alone. If 2009 was a go it alone year for you, I might suggest that 2010 be get a partner year. Not just any partner but an accountability partner.
What exactly is and is not an accountability partner:
1. It is not your spouse or close friend. I know they hold you accountable in many ways, but this is not the right person. They are too close to the situation and not objective.
2. They will support you. Not financially. Rather emotionally, spiritually and intellectually. You trust them and they will listen to you.
3. They don’t feel your pain. They understand your pain. There is a big difference. Understanding, rather than feeling, keeps them objective and they don’t become emotionally attached.
4. They understand your history. They must understand your background, strengths, accomplishments, what you’ve done to date in your search, and also what not so obvious talents and strengths you have that might be transferable. They also understand the flip side – where you don’t excel and even your weaknesses.
5. They are not your therapist. If you need a therapist, get one, but that is not the purpose of an accountability partner.
6. They are open, honest and tough. An accountability partner must be capable of telling you exactly what you are and are not doing. Many people can’t be this direct. Sometimes it is necessary to tell someone that they aren’t doing enough or that they need to kick it up. This can be even more difficult for candidates that have been looking for some time.
7. They need to be knowledgeable. They should be someone that understands a job search process or methodology. If they aren’t very knowledgeable in helping those in a job search, then helping you might be difficult. This is particularly true if your job search is stalled. You don’t hire a law clerk when you need a lawyer and amateur golf instructors make amateur golfers.
8. Experience. A little different than knowledgeable, in that this is hands-on experience helping people in a job search. We all thought we knew everything when we graduated from college, but once we had some experience most discovered something different. This is the knowledge versus experience I’m referring to.
There are others, but when you find these in an accountability partner, you are starting 2010 on the right foot.
Some other things you can do to start on the right foot:
Join our Linkedin Job Search Networking Group. It is one of the biggest and most active groups dealing with job search issues on Linkedin. CLICK HERE to join.
Download our FREE Job Search Self-Assessment Scorecard. Take the evaluation and discover if your search is all it can be. CLICK HERE to download.
Visit our audio library. No library card required – all audio files can be downloaded for free. Extensive amount of files on all of the different topics surrounding a job search. CLICK HERE to review the library.
Part 2 will be about what to expect from an accountability partner.
If this was helpful, then please help others by forwarding on to your network, posting on your Facebook page, Tweet with the link, post to your Linkedin groups or status update. Let’s all do everything we can to help those looking for employment.
In my recent article, Job Stalled? Do What the Pro’s Do, I discussed how when things aren’t going well or when results have changed, it may be time to get back to the basics. Take a look at what has changed from the past, reevaluate what was working and what wasn’t. Most processes have certain basics that must be followed. If we get away from these basics things go sideways.
One of those basics is following the three “P’s.” You can’t get much more basic than these. Take an objective look at your search and see if you are effectively implementing these in your search.
1) Presentation. I harp on this all the time. Candidates so often down play this or take it for granted. For some reason candidates just don’t focus enough energy here. This is the most basic of basics. Remember the most qualified person doesn’t always get the job, but the person with the best presentation and some minimum level of qualification will often get the job. PRESENTATION, PRESENTATION, PRESENTATION is the place to start.
Start with your resume. How does it present you and your accomplishments, experiences and skills? One big presentation error we regularly find, and also one of the biggest complaints by other recruiters, HR and hiring managers is that resumes leave off very important and vital information for the reader. Is yours doing this?
Video your interviewing presentation. If your body language, hand motion, voice inflection and eye contact is weak work on getting help to fix these. Again, very basic but one of the most overlooked problems by most candidates.
2) Preparation. If the presentation is working, now it is time to start preparing. This is a big job and again so often taken for granted by candidates.
Prepare your marketing plan. Are you in the right networking groups? Maybe it is time to change the groups you are attending. Are you meeting the right people? Look back over the people you met with in the last 3 months and evaluate who and what types of people have been helpful and those that didn’t provide any assistance. Identify companies and people you want to meet. Set up a plan to meet them. If you contacted a company 6 – 8 months ago things may have changed, so consider reconnecting or finding another way into the company.
If you haven’t video recorded yourself in a mock interview, I promise you it is time to do this. Before you do, prepare yourself for what you are about to see. Most don’t like what they see. Have someone else with you when you view the recording. This person needs to be someone who will be objective and honest. Listen to the constructive criticism.
3) Practice. This is probably the most important of the three “P’s.” Everyone has heard, “Practice makes perfect.” Well that also applies in a job search. Practice your body language. DON’T JUST THINK, “I now know that so I won’t do it in an interview.” Of course you will, it is your nature, and with all of the other distractions in the interview you don’t need one more.
Practice exactly how you are going to answer the standard questions asked in just about every interview. If you don’t know them, our book, This Is NOT The Position I Accepted, has a list of the most commonly asked questions in an interview. You can get the book now to review for just the cost of shipping $5. Might be worth it. (CLICK HERE for details).
These should be so well rehearsed that they come off as if it is the first time you answered the question.
Underestimating these three “P’s” is a fatal job search mistake most candidates make. They either take them for granted or will read this and say, “I already know this,” then go back and do the same things they have always been doing. For this group I highly recommend looking up the definition of insanity.
Join our Linkedin Job Search Networking Group. Over 3300 members and lots of articles, discussion and resources for you. CLICK HERE to join.
For help with your job search take a look at our University. All the support you need is available to jump start your job search. CLICK HERE for details.
Get a free chapter from our job search workbook, This Is NOT The Position I Accepted on the phone interview. CLICK HERE to download.
There are so many places to go today for help with your job search it is hard to know what is right, who is the best, what advice you should follow, and if you are doing things effectively. Everybody has a different opinion. Should you use Twitter, how much time to spend networking, do you need to change your resume, is your cover letter the best, what do to in an interview, etc.
What’s a candidate to do?
It really isn’t all that difficult to figure out. The answer is simple. It isn’t any different than other decisions you make, whether buying a home, buying a car, selecting a plumber or contractor, or what finance company to use. You first decided what you needed (that was what YOU need), you then do your homework, seek out an expert in what you need, ask for referrals, if none are available you want to test drive the product or review their work, then you decide.
Do the same in your job search. Filter out all the distractions. There are a lot of very good experts out there to help you. You just need to get the one that will work best with you and what you need in your search.
Some filtering ideas:
1) Identify exactly what you want or need help with. Don’t let some one else try to sell you on what they have to offer you. If your resume isn’t working, get an expert to help you with it, if you are getting interviews but not offers focus on that, if you are not familiar with using the Internet in your job search get help there, and if this is your first time looking in a long time you might need help with all aspects of your search.
2) Do your homework. Look around at what others are doing. Pick a book that has a reputable author. By reputable I don’t mean just because they wrote a book they are experts. Review that authors background. Are they an expert in what you need? What makes them an expert? What accomplishments do they have similar to what you need? Ask for referrals. Read their book. Does it align with what you are seeing in the market and from other candidates?
3) Ask others for referrals. Who do they use to help them? If you don’t have a person to ask go on-line. In today’s world you can check out people and their credibility very easily. For example, if my partner Barry Deutsch or myself were referred to you or you simply wanted to check us out, all you have to do is Google our names. Look us up on Linkedin. There is adequate information out there on us and our firm for you to decide if we are credible and provide the services you need. It is the same for any expert in the job search business today. If that information isn’t available – run.
4) Can you test drive their services? Once you identify one or two people, due your due diligence. Can you test drive their products, can they provide examples of their services, can they produce a prototype for you, ask them for suggestions and decide if these make sense. Is the person responsive, have references, will they work with you as opposed to you working with them?
5) Then select the one or two experts you feel will best benefit you and work with them. Use them and abuse them. Forget about all the distractions out there. This is the best person for you and that is what works. If for some reason it doesn’t, then start the process again, just like you would with any other product or service. If you don’t like your banker, doctor, financial advisor, CPA, or the person doing your taxes, you move on and find someone else. Why should it be any different in a job search?
You should join our Linkedin Job Search Networking Group. It is free, has over 3300 members and an extensive amount of resources for you. CLICK HERE to join.
You can also get a FREE sample cover letter to help you. Over 2000 people have downloaded this. CLICK HERE to download yours.
Finally you can test drive our job search workbook to see if it is right for you. We will ship it to you for only $5. It is FREE for you to read and check out to see if it is right for you. We practice what we preach CLICK HERE to get yours. Readers have rated this book 4.5 stars out of 5.
We discussed the Hot Potato Method of responding to a job advertisement in my last blog post. Everyone recognizes it’s both dysfunctional and ineffective – so why does everyone keep doing it? The other day on our once-a-month candidate open forum – this exact issue came up. The participant indicated that they keep applying for jobs – but are getting no responses – Duh!
A much better approach is what I would like to term “The Swarming Method” of responding to a job advertisement.
Back to basketball metaphors. My HS team plays an upbeat, fast-paced pressure style of basketball. We press constantly. In one of our presses, we swarm the ball handler to the point where they are so overwhelmed they almost just hand us the ball on a silver platter. You want to accomplish the same outcome when applying for a job – your campaign is so intense and overwhelming to the company/hiring manager, they have no choice but to grant you the interview.
The Swarming Method of Applying for a Job combines an effective cover letter, a strong resume, social media leverage, and deep networking to produce the desired result – GIVE me an interview!
We could extend the same metaphor to football where the defensive line charges the quarterback and tries to “sack” him before he can run or throw a pass. The pressure applied to the opposing team is overwhelming. The same strategy needs to be applied to your responses to job advertisements.
From this point forward, I would like you to make me a promise: No more passive job responses, no more walking away and forgetting about your response to an advertisement has a campaign, a blitz, a press, an overwhelming amount of pressure brought forward in the goal of securing an interview.
I thrown out some ideas you could use in the press or blitz attack on a response to an advertisement. Let’s hear from our subscribers and readers:
What do you do that’s most effective in obtaining an interview?
What tactics have you not yet applied to your job responses?
How effective is your network, social media activity, and connectivity to hiring managers/executives, HR professionals, and recruiters? For example, have you downloaded our FREE LinkedIn Profile Assessment to discover if your Profile is effective in capturing the attention of hiring managers and executives, HR professionals, and recruiters?
When was the last time you tweaked your resume for a specific job and wrote a well-thought through custom cover letter?
Brad and I would love to hear your thoughts and ideas – we’re preparing a special report on the Swarming the Job Response Approach. Perhaps, we’ll feature your idea as a best practice suggestion.
I get this all the time from candidates I’m working with in our job search coaching program. It usually starts with, “The holidays are here and nobody is hiring during this period.” or “Why look now? I will wait until the new year. It is time for a break.”
As succinctly as my mild manner can put it, DUMB MOVE. Sorry to yell, but that is what this attitude is. So let’s call it dumb.
In almost 30 years in the search business I have weathered 4 recessions, including this one. In every recession, including this one, I have active searches underway. I have filled many searches and started many searches during the holiday season. You don’t want to be left behind. For example, I will be starting a VP of Sales search today. Do you think I will wait until the new year to start the search process? NO WAY. I will be actively sourcing, interviewing and presenting candidates to my client as quickly as I can find them.
If you put your search on hold until 2010 I will probably not find you, not consider you, and by the time you reactivate your job search, I’ll already have candidates going through the hiring process. That means only one thing for you, you are probably going to end up in the backup group of candidates.
Let others put their job hunting activity on hold. You should continue yours, as aggressively as always.
5 reasons why you should:
1) If everyone else puts their search on hold, then there is less competition out there for you, making it easier for you to be discovered.
2) As stated earlier, the hiring process doesn’t stop during this period. It may slow, but it doesn’t stop. You only need one job opportunity. Don’t let that one opportunity pass you by.
3) Why stop the momentum you have built up? This by itself is a good reason not to stop your job search activity. Why on earth would anybody want to restart a job search? It is hard enough work to begin with, so let’s do it twice. Are you serious?
4) Use this time to establish momentum going into the new year. If you think hiring will wait until the new year, fine. Doesn’t it make sense then to proactively get a jump on this hiring activity? Why would you want to be reactive? Being reactive is rarely a good job search strategy.
5) This is a great time to re-evaluate your job search. Take a look back on 2009 and do some objective analysis of what worked and what didn’t work. Use this time to get help. Read some books, listen to CDs, engage an expert. Every process needs to be analyzed. The key is objectively. If you can’t do that, then get someone to help you. You can’t fix what you don’t know isn’t working. Download our tool, Job Search Self-Assessment Scorecard, to help with this analysis. It is FREE and a good place to start. CLICK HERE to download yours.
This is the time to put your ego aside and listen, learn and adapt.
Don’t put your search on hold during this holiday season. Instead use this time wisely to out-smart the competition, get a leg up on the competition and be proactive.
Another tool to help you is our skills assessment worksheet. This is a good time to take an inventory of your transferable skills and put a plan together to get whatever skills you may be lacking. CLICK HERE to get your free skills assessment. Scroll to the bottom to the What’s New Section.
Finally, join our Job Search Networking Group on Linkedin. Over 3300 members have joined. This is an active group with a wealth of resources, discussions and articles to make sure your job search stays on track. It is FREE to join. CLICK HERE to join.
This was a question a potential job search coaching candidate asked me. Although frustrating, at the same time it is a very good problem to have. At least she was getting interviews.
In today’s world just getting up to bat can be difficult, but striking out is frustrating. So what do you do if this is happening to you? Over 30 years of working with candidates and over 10,000 interviews, it is my experience that when this happens the candidate is generally making some fatal mistakes in the interviewing process. They don’t need a major overhaul. They are either doing something small, that is easy to fix, or in most cases NOT doing something that eliminates them.
After all, the hiring manager has seen their resume, often interviewed them and asked them back, and they may have even come in second place a couple of times. So rarely, if this happens a lot, is it always experiences, skills or abilities. Those have already been taken into account. Also, as everyone knows that has done extensive hiring, the most qualified person doesn’t always get the job. Often, and unfortunately, it is the best interviewer that gets the job. A fact candidates have a very hard time accepting.
Many candidates have this happening to them and never really understand, “why?” The sad part is the candidate ends up spending a lot more time in job search mode than necessary. Often months and that is expensive. To help, our job search workbook, “This is NOT the Position I Accepted” deals extensively with this exact issue.
The first step in dealing with this issue is knowing the answer to this critical (yes critical) question, because if you don’t know the answer chances are very good you will never know what’s wrong, so you can’t fix it. What are the most important three words in a job search and interview? Hint, they are the same words for both a job search and interview.
If you guessed preparation, good guess, but wrong. Preparation is the outcome of these three words.
Presentation is key, and the answer. Candidates are judged so much on the their presentation that it is often a bigger factor in getting a job than qualifications. For example, I heard on a news channel that Whole Foods will not hire anyone that shows up to an interview wearing a suit. I don’t know if this is true or not, (just because it was on the news doesn’t make it true) but that is presentation. Show up in a suit, and before you even leave the lobby, before you introduce yourself, in less than 1 second the hiring manager has already decided you won’t fit in their company’s culture. They assume you didn’t research the company or you would know this.
If this is happening to you, I have found from coaching candidates that it is time to take a hard look at their presentation. This is very hard to do. It means I have to be tough, possibly risk hurting feelings, get critical, tell people they come across too casual and therefore possibly signaling a lack of energy, and for older candidates this is often interpreted as burned out or just waiting to retire.
None of these may be true. It doesn’t matter if it is true or not. It is reality. A dose of reality is often exactly what many candidates encountering this issue need.
Another issue is confidence. Too often when candidates become desperate and really need a job they are too afraid to engage the interviewer. This lack of confidence comes across as weakness. This is the kiss of death especially if you are interviewing for a manager.
You should always interview the same way you would if you had a great job and didn’t need this job. That confidence will come out. Most companies want to hire people that are leaders, and confidence is an essential element of leadership.
Join our Linkedin Job Search Networking Group along with the other 3300+ members. The discussions and articles will do nothing but make your time looking for a job shorter. CLICK HERE to join.
If you are getting interviews but no offers, you should consider reading our job search workbook, This Is NOT The Position I Accepted. It was written to get you through the interview with confidence. We will send it to you to review for just$5. CLICK HERE to get your copy.
I welcome and encourage your thoughts and comments.
I was reading a golf magazine recently and a particular article caught my attention. It was about what one of the top pros on the PGA tour does when he gets stalled or in a slump. He simply goes back to basics. He goes back to when he first started playing golf to review if one of the 4 basics of golf have changed. He indicated most of the time this fixes the problem.
Your job search may need the exact same thing. If your search is stalled, not attaining the traction you want, or the level of traction you were getting isn’t happening now, going back to the basics may be the ticket.
Like golf, there are basics in a job search that get out of alignment. What once worked, isn’t any longer. We often blame something or someone else. Anyone who plays golf knows this and always blames the equipment for the problem. It is never operator error. If only just getting a new putter or driver would fix the problem. It rarely does, but at least it’s fun to try new equipment.
Rather than blame others it probably makes sense to first look at, “have you changed” or “have you picked up a bad habit along the way without even know it.” Chances are these have a higher probability of being the problem.
So let’s take the search back to basics.
1) Start with you. After 3 or 4 months in a job search most candidates have gotten so much input and help they no longer know what is right and what is wrong or what they were doing well and what wasn’t working. It all starts to blur together. It may be time to stop getting input from all of these sources.
I recommend limiting your input to a few select people/experts. Preferably to those that have knowledge in the specific area of your search. By now you should have identified the experts you trust, those that have given you honest and often tough advice, those that excel in job search knowledge and/or someone that brings a unique talent to your party. For example, if you need help in selling yourself, find a sales trainer or expert in sales and ask them to help you. Try to develop a “Personal Advisory Board.” Some may want to be paid, but most will not.
2) Focus on what isn’t working and what is working. For example, if you are getting interviews but not the offer, chances are your resume and networking is working and your interviewing skills are what needs to be fixed. On the other hand, if you are no longer getting interviews and once were, chances are your marketing plan or networking plan needs to be looked at or redone.
Don’t waste time trying to fix what isn’t broken.
3) Evaluate the fundamentals of your search.
A) Take a look at your preparation. Consider videoing yourself, review what questions to ask in an interview, how do you prepare for an interview, have you identified the right companies and people, are you relying too heavily on the Internet, etc. This list could go on and on. You need to be objective.
B) Has your resume changed? Has it gone through so many version changes it no longer really reflects your abilities and accomplishments? It could also be the opposite problem, it is too generic and doesn’t really sell you. It is not properly marketing you. Maybe you should talk to a marketing or sales expert for help.
C) Is your marketing and networking plan still effective or has it gotten outdated? Go back and identify more company targets, especially if your geographic requirements have changed. Make a serious evaluation about how you are networking and who you are networking with. Consider some new networking groups to get involved with, reestablish some old connections, and identify new connections that are focused in the area you need.
Stop meeting people for the sake of meeting people and comparing whose business card stack is highest.
D) Conduct and video a mock interview. Take a serious look at yourself on video. How do you come across, what is your body language saying, how do answer the question, do you actually answer the question asked or what you think they asked, do you have eye contact, etc. This can be key to those getting interviews and not offers.
Consider getting back to basics. Take a fresh start on your search to re-energize it.
Join our Linkedin Job Search Networking Group. The topics, discussions and articles will be a good place to start. Over 3300 people have joined. It is free and should be a major resource during your search. CLICK HERE to join.
Download our FREE Job Search Self-Assessment Scorecard as a place to start. It will help you identify your search strengths and weaknesses. CLICK HERE to download your scorecard.
I welcome your thoughts and encourage your feedback and comments if this was helpful.
Job Search Mistakes, Job Search Preparation | bradremillard December 30, 2009 | 
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