The Hot Potato Method of Applying to a Job Opening

I touched on this idea the other day in a blog article when I mentioned the idea that you should have a plan for how to attack or blitz a job opening. Let’s explore this idea a little further.

Most candidates treat responding to job advertisements like they are a hot potato – touch and get rid of it. Some of the girls on my HS basketball team play basketball in this same manner. OMG – somebody threw me the ball – I better get rid of it quickly. I’ll treat the basketball like it’s a hot potato.

Why does this happen – even after I suggest ever so politely to the young ladies on my basketball team that we are NOT playing hot potato basketball. It happens due to a lack of knowledge in what to do with the basketball, fear of screwing up, fear of being embarrassed, just plain “freaking-out” over the pressure of having to do something.

Why do so many candidates play hot potato with their responses to job openings? They respond frequently with a standard resume and a standard cover letter and that is the extent of their effort in applying for a job – let’s call this method “Hot Potato Job Responding”. The overall process of responding to a job opening takes perhaps 3 seconds – much like tossing the proverbial hot potato.

You’ll never get a job using the Hot Potato method unless random luck intervenes in the process. It’s passive! You sit by the phone praying it will ring. Your investment of 3 seconds yields nothing!

STOP playing “Hot Potato Job Responding!”

It’s depressing, dysfunctional, and reeks of desperation.

Start creating a campaign around every job response: custom cover letters, custom resumes that address the job requirements, targeting the hiring manager, connecting through social media, beating the bushes in your network for referrals and introductions. Imagine yourself as a linebacker rushing the quarter on a blitz. The same strategy should apply for every job opening.

Don’t be the one who waits helplessly like a victim for the phone to ring. Make the phone ring by shifting your approach to answering ads from “”Hot Potato Job Responding” to the football “blitzing” approach.

Brad and I explore the various methods of responding to ads in our Home Study Job Search Kit. We also have a wealth of FREE Content on our website in the form of templates, audio programs, and examples.

Are you doing everything you can to conduct an effective job search? Have you taken our self-assessment scorecard to determine if you are conducting a job search that will reduce the time in half it takes to find a great opportunity?

Barry Deutsch

Don’t forget to participate in our LinkedIn Job Search Group and join the discussion on how to get a call back for an interview after you respond to a job advertisement.

Are You Responding To Job Descriptions Masquerading as Job Advertisements?

Over 90% of companies post their entire job description or some modified version of it as a job advertisement.

Why?

• Is it because they don’t want to take the time to write a real advertisement?
• Is it because they’re taking the easy way out – posting something that was downloaded off the internet in 1999?
• Is it because they think the job description is the job?

As you probably know, Brad and I teach workshop for Hiring Managers and Executives on improving their hiring effectiveness. Over 35,000 Managers and Executives worldwide have seen this program, titled “You’re NOT the Person I Hired”. One of the key recommendations in this program is STOP posting job descriptions masquerading as job ads.

Job Descriptions DO NOT define the work to be done. Job Descriptions are worthless as a predictive tool to measure or evaluate success. Finally, Job Descriptions focus on the wrong criteria for hiring. Using Job Descriptions both for defining work and advertising for potential employees leads to multiple mistakes and errors we’ve identified in our research of the Top Ten Mistakes in Hiring.

If you’re responding to job descriptions and wondering why you don’t get call backs inviting you to interview – wonder NO MORE!

You’re not getting call backs because you’re not being evaluated on your ability to help the company – instead you’re being evaluated on whether there are words and phrases on your resume allowing a recruiter, human resource admin, or hiring manager to “box-check” whether you should be called.

BREAK this dysfunctional cycle right now and raise the number of invitations you receive to interview for an open position.

Here are some ideas to break this cycle:

1. Find the Hiring Manager on LinkedIn and contact them directly to ask your questions about what someone in this role would need to do to be successful.
2. Offer 4-5 major accomplishments for the functional job in your cover letter – such as finance, marketing, operations, sales. Every job has these 4-5 core elements.
3. Ask questions in your cover letters and correspondence: If you’re applying for a controller role, you might ask “Are you satisfied with the speed, efficiency, and accuracy of your monthly closing process?
4. Publish a blog article on your key accomplishment in the functional area for which you are applying. Send the hiring manager the link to the article.
5. Keep firing off emails seeking additional information. If they haven’t called you yet – do you really care if they think you’re a pest? Worst case is they’ve already decided not to call you and whatever you do will not change their impression. Best case is that one of your letters, emails, LinkedIn notes, or Tweets changes their impression of you.
6. Create a marketing campaign that has a goal to be granted a phone interview. Put on a full court press. What are the top ten things you could be doing to grab the attention of the hiring manager?

STOP being passive in responding to job descriptions masquerading as job advertisements. Break this tribal cycle that has gone on for generation after generation. The vast majority of candidates answer ads and pray the phone will ring. STOP waiting – force the phone to ring through the campaign or blitz attack you put on the hiring manager to convince them to speak with you about the job.

Check out our resources of how to get an interview, including our Resume Kit, our FREE Audio Programs from our Internet Radio Show, and our paradigm-shifting book, This is NOT the Position I Accepted.

Barry Deutsch

Don’t forget to join our LinkedIn Job Search Discussion Group and join the conversation on how to get an interview, especially when you’ve responded to a job description masquerading as a job advertisement.

I Can Do Your Job Better Than You and I’m Just A Recruiter

It really doesn’t matter if you have 20+ years of experience in your profession, or that it has taken you 20+ years of learning from your mistakes, or that over that 20+ years you have taken on-going educational classes to perfect your talents.

I can still do your job, if not better, at least as well as you do.

For example, maybe you are a:

• VP Manufacturing. I have built and made a lot of things in my life. I’ve assembled many items from toys to bookshelves. I’ve walked through so many manufacturing plants that they all look the same, so I am qualified to be a VP Manufacturing. How tough can this stuff be?
• CFO. For me this is an easy one. I use QuickBooks for my company and even do a home budget, so I know budgeting. Fear not, should you be an international company foreign exchange is my niche. I’ve exchanged currency in many different countries.  How tough can this stuff be?
• VP Operations. This is so vague anyone can do it. Just go to the office, send out a weekly policy and procedure change or update and never be in your office so everyone thinks you are busy. If something goes wrong, send out another policy and procedure update and of course hit the quota of 100 emails a day and copy everyone in the company so you really appear to be important. How tough is this?
• VP Sales. This really doesn’t count because sales really isn’t a profession. It really doesn’t take any special training. Just meet people, know the product, have the gift of gab, and complain. Anybody who has kids is a professional sales person. I bet if you search Amazon for books that teach how to be a professional sales person nothing will come up. It is too simple and doesn’t require training.

Sound ridiculous? I sure hope so.

So then, what makes you think that you are an expert in the job search arena?  Why do you think that because maybe during your career you hired a few people and interviewed a lot of candidates,  you are an expert in this profession?  Sound ridiculous? I sure hope so.

There is a learning curve like any other profession to effectively conducting a job search.  In 30 years as a recruiter, the number of problems, issues, challenges and mistakes one has to endure to become the best are just the same as anyone endures in their chosen career.

This is not about us or recruiters, it is about helping you find a job as quickly as possible.  I have never understood why candidates think they can enter a search and think they know all the ins-and-outs of an effective job search. The fact is, candidates are no more an expert in conducting an effective job search, than recruiters are at doing your job.

If  I have convinced  you of that, then the next step is what to do. As my partner Barry recently wrote in, “What Are You Doing To Sharpen  Your Job Search Saw?” The fact is there is an enormous wealth of information available to candidates, much of which is free. We offer an extraordinary amount of free resources on our Web site. All candidates have to do is reach out and take it. Why so many don’t mind boggles us.

I know you are thinking, “There is too much to choose from. As candidates, we are inundated with stuff. How do we know what is good and what isn’t?” Valid point, but weak at best. It is no different than when you buy a car, choose a doctor, hire a mechanic, or when working, selecting the right software, hiring a consultant, choosing a recruiter to fill an opening, deciding to select a particular vendor and so on. You do your research, look for qualifications, get referrals, ask questions, and look at the person’s or company’s qualifications.

It is called doing your, “DUE DILIGENCE.”

Candidates can do the same thing in a job search. I recommend:

1. Reading blogs and articles. This will  help  you determine credibility.
2. Select three or four experts and follow them diligently, just like you would in business. There may be many consultants that do the exact same work, but once you select the one you like the most you follow them.
3. Review the background of the person or company you decide to follow. Does this background meet the test of time?  Have they been doing what you need, in the area you need, and at the level you need?
4. Once you start following specific experts, don’t be afraid to invest. Often an investment of under $100 can pay back huge dividends. You invest in experts when you are working to improve your performance or your department’s performance.  If investing a little up front gets you working one month sooner what is that ROI? Just like in business it is all about ROI.
5. Identify where you are weak and get help. Some help will be free and some may cost a little (rarely more than $100). Don’t be afraid to invest in yourself. For example, most candidates don’t know how to properly use their voice and body language to communicate effectively. INVEST in yourself and get some professional help. Our Job Search Self-Assessment Scorecard will help you identify where you need help. It is FREE. CLICK HERE.

You are not a professional at conducting a job search. Years ago a person said to me,”Amateur golf instructors make amateur golfers.” Well I say to you, “Amateurs at conducting a job search, spend a lot more months looking than necessary.”

Don’t be afraid to reach out and get  help. Do your due diligence so you choose wisely. There is a lot of free information to help you. Don’t be one that ignores it.

Join our Linkedin Job Search Networking Group to start. It is free and the articles and discussions are very helpful. CLICK HERE TO JOIN

Check out all of our FREE RESOURCES as a start.

Download from our home page the FREE Sample Cover Letter and Job Search Self-Assessment Scorecard. Scroll to the bottom in the “What’s New” Section at www.impacthiringsolutions.com

I welcome your comments and thoughts.

Brad Remillard

Is Your Job Search Saw Sharp or Dull?

One of my favorite books is The Seven Habits of Highly Effective People by Steven Covey.

Over the past two decades I have constantly referred to this book for insight and personal growth. Covey describes one of the habits effective people embrace as “Sharpening the Saw’”.

Sharpening the Saw is the process of becoming better, learning more, seeking knowledge to improve what you do. It’s a life-long desire to improve yourself through deep learning, uncovering best practices, learning from others, adapting the techniques and stories you find on blogs, books, workbooks, iTunes, YouTube, and other sources.

Through an informal survey of thousands of executives and managers conducting a job search – less than 10% are investing time to “Sharpen their Job Search Saw”

Why? Does this seem dysfunctional?

It’s NOT brain surgery – there is a wealth of material out there that is both inexpensive and free – why are the vast majority of job seekers NOT taking advantage of it?

Let’s take the content Brad and I publish on Job Search. I’m biased – but I do think we offer some of the very best tools, techniques, methods, and framework for implementing job search best practices. Our ecommerce site offers a wealth of job search materials that are easy to use at a price that is embarrassingly low.

Layered on top of some of our kits, workbooks, audio, and other tools is a vast archive of FREE tips, tools, templates, and audio. Why do most job seekers NOT take advantage of the inexpensive best practice tools to improve their job search. Okay – forget inexpensive tools – let’s just talk about the FREE content Brad and I publish. Wait – Brad and I are not the only job search experts out there writing, recording, and publishing great material on improving your job search.

There are some extraordinary experts on personal branding, resume writing, cover letters, interviewing, and networking. Yet, less than 10% of all job search executive and managerial candidates would be able to identify who are the top three writers/publishers on personal branding for a job search, who are the very best content providers for networking?

If you are in a job search, how could you not know this information – it’s because you are not continuously Sharpening the Job Search Saw.

Let’s agree you will begin to Sharpen the Job Search Saw from this point forward – no more excuses about not having time or resources to improve your job search. Here are 5 immediate things you can do to Sharpen the Job Search Saw:

1. Listen to our FREE Audio Programs on Job Search from our weekly Radio Show
2. Test drive our Job Search Workbook for the cost of shipping
3. Get the Self-Assessment Scorecard on Evaluating Your Job Search
4. Subscribe to this blog to stay up-to-date on all our latest audio releases, new templates, and tips on how to implement the Career Success Methodology in your job search.
5. Try our Home Study Job Search Kit to cut in half the time it takes to complete your job search – if you’re not completely satisfied – return it

Don’t wait another day to start Sharpening Your Job Search Saw!

Barry Deutsch

Are You Speaking the Right Language During the Interview?

Candidates too often focus exclusively on the verbal communication aspects of a job search. How much time have you spent on the body language aspect of communications?

Some say body language is 70% of communications. Whether or not you agree with this  percentage is irrelevant. All will agree it is a high percentage. So that begs the question, “What have you done to ensure your body language is communicating the right way?”

Knowing I was going to write an article on this topic, for the last two weeks I have asked over 100 candidates, “What have you done to ensure you are using proper body language during your job search?”  Not surprisingly, most just looked at me like a deer in the  headlights.  A few actually knew what I meant and one even admitted they had thought about it. The famous thought about it, not necessarily done anything about it. Two indicated the outplacement firm had videoed them so they could see themselves.

Given this incredibly high percentage, I would think more candidates would at least have read up on the subject, maybe videoed themselves in a mock interview, or practiced so as to be aware of what to do and not to do.

The reason for this topic is because of feedback I received from an interview one of my candidates recently had. The problem wasn’t regarding the person’s technical abilities, it was around the candidate’s body language and what it conveyed. Right or wrong, it doesn’t matter. In this economy the company can move on to the next candidate, get the same technical abilities and body language that conveys the right message.

When I met with the candidate, I noticed a couple of issues and mentioned them to the candidate. One was poor eye contact and the other was how he sits in the chair. He looked at me when the question was being asked, however, as he started to answer the question he would lose eye contact. He would look down, glance up from time to time then look back down, adjust his glasses, and then look down. I mentioned this to him. At first he was shocked, denied it, and flat out didn’t believe me. I have mentioned this hundreds of times to candidates over the last 30 years. This is a common reaction by most candidates. They don’t even realize they are doing this. Nobody has ever told them, and since they have never been videoed, they can’t see it for themselves.

The second thing I mentioned was how he sits in the chair. He was rather tall so he tended to slouch down in the chair almost like one does at home on the couch while watching a baseball game. I strongly recommended sitting up straight, and when wanting to stress a point, he could even slightly lean forward to engage the interviewer. Coming across overly relaxed in a somewhat formal setting of an interview is not the proper presentation. As my client said, “This would not look appropriate during a board or investor meeting.”

As a candidate, you should not assume you have good body language. You should test it. Consider videoing yourself. You will not only notice  poor body language,  but you will also pick up little nuances that you don’t even realize you are doing. This is a powerful tool. Most candidates have or can  borrow a video camera to work through this exercise.

Don’t underestimate body language. It not only applies during an interview, but also in your networking. People only want to refer others they are proud of. If you present poor body language in a one-on-one networking coffee you probably will not receive any referrals.

Download our free LinkedIn Profile Assessment and make sure your profile is as compelling as it can be. CLICK HERE to download your free assessment.

Our Linkedin Job Search Networking Group has over 3000 members and provides a wealth of topics and resources for you. CLICK HERE to join, it is FREE.

Also, our Web site has a sample cover letter for you to use that will help you stand out and align  your background with the job needs. You can find it at the bottom of our home page at  www.impacthiringsolutions.com in the “What’s New” section.

I welcome your thoughts and comments. If  you have a story about poor body language, please share it so others can learn.

Brad Remillard

There is No Time for On The Job Training While in a Job Search

A job search is much like a cable news show,  you have to get your point across in sound bites. You often don’t have time to give a detailed answer. Candidates need to get comfortable with doing this.

Think about all the times during your job search when you are required to give the famous, “30 second talk.” Many times during the interview process you have a short period of time to answer the question or give your introduction, you use bullet points on your resume and even your business card,  and all of these require you to express yourself in just a few words.

This is one reason why a job search is so difficult. Not only is it very difficult to speak in sound bites, most candidates are not prepared on how to do it. This technique takes practice and fore thought. This is not a case where you can just wing it. How many times have you left a meeting, only to realize you didn’t give a great answer to a question, didn’t get your point across as well as you would have liked to or thought, “OOPS I forgot to say ___.” This happens mainly because the candidate hasn’t taken the time to really get prepared.

A job search is not the time for on-the-job-training.

It is our experience that candidates wait too long to understand this point. You can’t wait and hope you will do just fine. First off,  “just fine” in this economy doesn’t cut it. Secondly, in this economy, there may not be a second chance for months.

As part of our job search coaching programs, we spend a lot of time preparing candidates for these short sound bites.  Although frustrating for candidates, we have seen these sound bites pay off so many times, we have to continually reassure the candidates of the need to prepare for them.

Candidates need to spend more time preparing and less time running to networking meetings, coffees, and one-on-ones until they are completely prepared. We find that candidates waste  excellent opportunities because they were not prepared on how to communicate in sound bites. I get calls weekly asking how best to do a do-over because the candidate believes they missed an opportunity.

There are rarely do-overs in a job search.

To learn how to speak in sound bites consider:

1. Write out what you want to say. Then wordsmith it until it is less than one minute.
2. Get help. This is a difficult task that takes experience. Don’t be afraid to invest in some professional help.
3. Take the known items and the comments or questions, such as your introduction, elevator talk, the question,”Tell me about  yourself,” or “So, what do you do?”  Most of you know these, after all you have been asked them many times during  your search, and convert them into short sentences that get the point out in less than one minute.
4. Practice them. Go to people in your network and test them. This is like any marketing campaign.
5. Once you have the answers for these then add one more set of comments and answers. Having two different sound bites is always a good thing.

Take some time to step back and get prepared. I know every candidate wants to jump into a job search as soon as possible. The problem is this jump is often in the wrong direction.

Like most things in life, if  you do the ground work, get prepared, and do some planning things go a lot better.

Our Linkedin Job Search Networking Group has a lot more resources to help with your job search. Join the other 3000 people in this group. It’s FREE to join, just CLICK HERE

If you would like a free sample cover letter to help you stand out and align your experience with the job, you can download it for FREE at www.impacthiringsolutions.com and scroll to the, “What’s New” section at the bottom.

I welcome  your thoughts and comments.

Brad Remillard

Hope and Luck are NOT Job Search Strategies

Why do so many candidates rely passively on hope and luck to end their job search?

This is not like spinning the roulette wheel in Atlantic City or Las Vegas. Our life is passively dictated by what number comes up.

You cannot afford to be passive in your job search. The risk of being passive is a job search that takes 2X-3X longer to complete. We’ve documented in a previous blog article the painful cost of an extended job search.

You don’t want to see your savings account evaporate, you don’t want to wonder how you’re going to make the mortgage payment next month, and you don’t want to network since talking with people who ask “How’s it going” trigger a set of painful emotions you’d rather not face right now.

So, instead of playing the victim from a reactive angle – how about starting to play the proactive angle. STOP waiting for the phone to ring and start doing the best practices in your job search that makes the phone ring off the hook with job leads, referrals, and interview requests.

Where to start you might ask?

The place to start is with a frank appraisal of your job search. What are doing wrong, what’s working, what can you improve?

We’ve developed a widely popular tool called the Job Search Plan Self-Assessment. Thousands of candidates have completed this self-assessment and shared the results with us. The stats are both depressing and insightful about how most candidates conduct a job search. As the title of this blog posting suggests, most job search strategies are based upon hope and luck.

Our self-assessment tool is a one page scorecard that zeros right in on whether your job search is effective. Overcoming many of the classic job search mistakes and errors is the only way you’ll ever reduce the time it takes to find a great opportunity.

Do you know what the Top Ten Job Search Mistakes and Errors are that limit job search effectiveness? Brad and I did a radio show on this subject. You can download it from our FREE Radio Show Library. Have you assessed the effectiveness of your Job Search Plan. We did another radio show on this topic built around our FREE Job Search Plan Scorecard.

Barry

P.S.: Don’t forget to join our Job Search Discussion Group on LinkedIn where we facilitate a wide variety of Job Search Discussions, ranging from overcoming job search mistakes to winning the phone interview.

Job Seeker SCAM ALERT. Job Seekers Are Getting Ripped Off.

I have written more articles than I care to count. All with the intent to help people with their job search.This is probably the most important article I have written or may write.

I have had so many candidates call me or email me asking about these, “candidate marketing services” or “resume marketing services” or whatever name they are going by now. Worse, I have too many candidates describe how they have paid thousands of dollars to these companies for little in return.

The safest advice I can give you is, “BE EXTREMELY CAREFUL” as the odds are high you will be ripped off.

Don’t confuse or mix these companies in with qualified and certified “career coaches” or “resume writers.” These people have gone through training, generally work off of referrals, have great references, and are often members of organizations that have ethical guidelines they agree to follow. These are professionals and provide a good service at a fair price.

I’m addressing the companies that promise you job leads, contacts, referrals to decision makers and lots of job openings. All they will do is take your money and deliver excuses, after you’ve paid them, about why they no longer have all of these valuable contacts. That is if they even take your call.

Some thoughts, ideas, questions, and what to listen for, before buying these services:

1. Are they promising to find you a position? If they say or even imply “yes,” RUN and keep running.
2. If they tell you they have a lot of job openings and positions, RUN and run really fast. In this economy nobody has that. All they have done is either made them up or downloaded them from the job boards.
3. If they claim to have a job opening just right for your background, DON’T RUN. Fly out of there.
4. If they claim to have lots of referrals and contacts for you, RUN.
5. Ask what credentials does the consultant have, and who is the credentialing agency?
6. Talk to at least three people currently employed that used them. Call them at their office through the switchboard (not a direct line) and talk with them. If they don’t willingly and joyfully give you these or delay, RUN.
7. Make a very specific list of deliverables you want or need. Not what they promise you.
8. Google the company name, the business owner’s name, the sales person’s name and the counselor’s name.
9. Check with the Better Business Bureau for complaints on the company and the owner.
10. If they contacted you first, RUN. Ask exactly how they got your name. If they don’t give a specific answer, RUN. It usually means they got your resume from mining the resume databases on job boards.
11. Similar to number 2. What are their specific qualifications in the job search industry to help you or that makes them an expert.
12. Does the contract offer a money back guarantee? If it does, ask to speak to a person that has actually gotten their money back. If they say they have never had to refund money, RUN. Any company in business dealing with the public will always have given refunds unless you are their first customer or they are lying. Either way, RUN.
13. Try not to pay up front, but rather as they deliver the services.
14. Pay on a credit card. Time the charge to give you the maximum amount of time to test what they promise. You can at least dispute the charge if they don’t deliver.

These companies are out there preying on those that need help. They give everyone a bad name.

Remember, no one but you can find you a job. All others can do is help guide you and facilitate you. If you need that, those services are available from professionals. Get a personal referral yourself. Don’t be sold by someone calling you.

Join our Job Search Networking Linkedin Group. There are over 2700 members and an extensive supply of resources for you to tap into. CLICK HERE to join. Membership is FREE.

Listen to our talk radio show interview with Marcia Bench, Founder of the Career Coach Institute. She has some great tips and ideas. http://www.impacthiringsolutions.com/index.php/candidates/free-resources/free-audio-programs

We have numerous free downloads on our Web site to help you in your search. Sample cover letters, audio downloads from past radio shows, a transferable skills list, Linkedin Profile Assessment Matrix and our Job Search Self-Assessment Scorecard. All can be downloaded from our home page. www.impacthiringsolutions.com.

I welcome your stories, comments and thoughts. Please share so we stop these practices.

Brad Remillard

Don’t Underestimate the Power the Four “A’s” Have On Your Interview

In a previous article, “Leveraging the Power of the First Impression Helps You Win the Interview” we discussed just how critical (not important, critical) the first impression is to the interviewing process. One of the suggestions was to understand the most important points known as the four “A’s.”

These four “A’s” can dramatically impact the interview before the interview even starts. That is powerful.

Each of these must be integrated into your interviewing style and come off as if they come naturally to you.

• Appearance – This is not just how you dress for the interview, it is much more than that. It includes your body language during the interview, how you sit in the chair, the appearance of your resume and cover letter, the appearance of any materials used during the interview, eye contact, and I hate to say it, but it does include physical appearance.
• Assertive – This is mostly about how you project yourself during the interview. Please take note, the word was not “aggressive.” There is a big difference between aggressive and assertive. Most interviewers respect an assertive person and dislike aggressive people. Do you come across as confident, do you answer the question with a strong voice, do you engage the interviewer during the interview, do you ask probing questions or just sit there and answer questions, do you mirror the interviewer, does your body language and voice have a strong presence?
• Affable – Are you friendly, outgoing, easy to communicate with, engaging and even have a sense of humor? Does the interviewer feel comfortable talking with you, are they relaxed and feel at ease, do you have some conversational questions to bring up on the way from the lobby to the interviewing room, do you engage in casual conversation and are you building rapport with the person the second they lay eyes on you?
• Articulate – How well do you communicate? Do you listen to the question? Are your answers sharp and succinct? Do you have proper language skills, syntax, avoid using the word “like”, proper sentence structure and use of verbs? Do you ramble in the interview to make sure you hit every point in your background or are you able to quickly get to the point? This can be one of the easiest of the “A’s” to master. It takes practice and rehearsing, and you will probably need a coach to help you with this one.

On the surface, as you read these, they seem so obvious. Most are thinking, “I already know this stuff.” This may be true, but I think the purpose of the four “A’s” is to highlight in a very simple way some of the key issues many candidates take for granted. As a result they don’t work on mastering them.

There are a lot of dynamics happening at the same time during the hiring process. The more you can master, the better your chances of getting the green light.

Join our Job Search Networking Linkedin Group. There are over 2700 members and an extensive supply of resources for you to tap into. CLICK HERE to join. Membership is FREE.

We have numerous free downloads on our Web site to help you in your search. Sample cover letters, audio downloads from past radio shows,a transferable skills list, Linkedin Profile Assessment Matrix, and our Job Search Self-Assessment Scorecard. All can be downloaded from our home page. www.impacthiringsolutions.com.

Every Monday at 11 AM PDT listen to our radio show from anywhere in the world on www.latalkradio.com channel 2.

How To Overcome The 2 Biggest Enemies In A Job Search

The Beatles once sang, “all you need is love.” In life this is true and it certainly helps during a job search, but it is not all you need. However, tough love is a good start.

A job search is tough. Few candidates are prepared for what happens in a job search. Few have had any formal training. Some will get help with their resume. Some will reach out to friends and family for guidance, but there is a whole lot more to a job search than the tactics and mechanics of the resume, networking and interviewing.

There are two enemies in most job searches that rarely get discussed. One candidates have to deal with, and few are prepared to handle is, “TIME.” Many enter unemployment totally unprepared for the length of time a job search takes and how slow and long the hiring process is. They have one time frame and the company has a completely different set of priorities and time frame.

The other biggest enemy is, “themselves.” As time passes and frustration sets in they start questioning themselves and their abilities. The have also gone through all the contacts in their network, have been doing the same thing over and over again for months with little results, and they are burned out. Now what?

The best thing you can do for yourself at this point is get what we refer to as an accountability partner. Accountability is something as adults we hate. That is why most can’t wait to become adults. We all want to get away from this word. We want to do what we want, when we want, how we want and without anyone holding us accountable. Fine for life, but not a good thing in a job search.

An accountability partner needs to be selected very carefully. They need to be someone you respect and trust. Someone blunt and direct, who will tell it like it is, especially when you don’t want to hear it. They should not be a friend or family member.

This is where the tough love enters the picture.

A good accountability partner will help you. They are not here to become your friend or buddy. Get a dog if that is what you are seeking. Their job is to encourage you when you’re down and motivate you when you just don’t want to go to another networking meeting or send another resume. Their job is to kick you (figuratively not literally) in the appropriate place when encouragement and motivation don’t work as well as hoped. A good accountability partner knows the right buttons to push and when to push them.

They must be a person you can open up with about your job search and what is happening to you on the inside and even in your personal life. They are someone who will empathize with you, console you, feel your pain, be understanding, compassionate, never hit you when you’re down, but instead picks you up, dusts you off and when all of this is completed, kicks you in the appropriate place and gets you going again.

A good accountability partner will listen to you. They will know the differences between an excuse and a real obstacle. They may be able to provide some resources to help you out when you are stalled. They won’t accept excuses. They will listen to them and then kick you in the appropriate place and get you back on track.

A good accountability partner is somewhat like a good drill sergeant in the military. You hate them while you are in boot camp, but you also know that they have your best interests in mind for the upcoming battle. They are successful if, at the end of the battle, you look back and say, “Thanks, you really helped me get through this.” Oh, you may still hate them, but you surely respect them.

They may or may not end up being your friend. That isn’t important. What is important is that you want to refer them to every person you meet in-transition.

Finding an accountability partner (even if you have to pay one) willing to give you “TOUGH LOVE” during your search may be the best thing you do for your job search, yourself and your family.

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Brad Remillard