Is Your Job Search an Extension of High School?
One of my favorite bloggers, writers, speakers – Seth Godin, published a blog titled “On Self-determination”. After reading the article, I realized, there was a frightening metaphor for most job seekers. I wrote a previous article about this syndrome on our blog titled “Hope and Luck are NOT Job Search Strategies”
I’ll share the example Seth used in his blog article that literally rocked me back on my heels:
Anyway, they asked for my advice in finding marketing jobs. When I shared my views (go to a small company, work for the CEO, get a job where you actually get to make mistakes and do something) one woman professed to agree with me, but then explained, “But those companies don’t interview on campus.”
Those companies don’t interview on campus. Hmmm. She has just spent $100,000 in cash and another $150,000 in opportunity cost to get an MBA, but…
A little later in his blog post, Seth made the comment:
Do you work with people who are still in high school? Job seekers only willing to interview with the folks who come on campus?
This approach of being a “victim” stems from high school where we let events and others dictate what we do, when we do it, how we do it.
I call it the “High School Time Warp Syndrome”.
If we screw up, we could always blame it on others – my coach, my parents, the administration, my teachers, my classmates. As Seth indicates, for many individuals, this “victim” approach – or what he terms a lack of “self-determination” becomes a guiding principle throughout your life.
Brad and I did one of our Radio Programs on how this syndrome of “playing the victim” or “lacking self-determination” in your job search plays itself out every day. The Radio Show was titled “Job Search Mistakes – Part 2”. You can download it from our FREE Job Search Audio Library.
YOU HAVE COMPLETE self-determination in your job search. STOP pretending your still in high school and others are dictating your actions. You have complete freedom to control, change, improve, evolve, learn, grow, and develop an effective job search.
Most candidates Brad and I meet conduct a job search at about the bottom 5% level. Why? Because they pretend they are back in high school where they never grew past a lack of self-determination or being the victim of circumstances. This is exhibited in the excuses, explanations, and rationalizations of why their job search is not working:
- I don’t do well meeting other people
- I don’t know what to do
- That seems like too much work
- I’m too busy answering job applications on job boards
- I’m waiting for the phone to ring
- I’m not really into networking
- My resume speaks for itself
- Why should I invest time to prepare for an interview, doesn’t my background speak for itself?
- The recruiter didn’t call me back – all recruiters are idiots
- The hiring manager didn’t call me back – all hiring managers are idiots
- I sent my resume in – but no one followed up with me
Stop complaining, kvetching, whining, crying, fussing, and acting like you’re back in high school. Like Seth Godin suggests, become Self-Determinant! Take your job search effectiveness from the bottom 5% into the top 5% and finish your job search. Apply yourself. Reach past your comfort zone in your job search and do something different tomorrow.
Have you even bothered yet to download our Job Search Effectiveness Self-Assessment to determine if you’re in the top 5% or the bottom 5%? Brad and I have talked about this popular self-assessment over and over on our blog. Thousands of job seekers have taken it and dramatically improved their job hunting plans and success.
I spoke with a Senior Sales Executive yesterday in a phone interview and asked him why he had been out of work for a year. His story (and he stuck to it) was that the economy was tough (victim disorder – lack of self-determination – high school time warp dysfunction).
I can’t present a candidate to my client that has been out of work for a year. They would slap me so hard my head would spin around.
Don’t let this happen to you. Start down the path of Self-Determination in your job search TODAY!
Learn everything you can about job search best practices. Follow the top bloggers on job search – get an new idea every day. (We’re writing another blog featuring the very best bloggers from across the Internet sharing FREE Job Search Resources and Best Practices – subscribe to all their feeds).
Your effort, intensity, focus, learning, trying different tactics all help move beyond the “lack of self-determination” and victimization that categorizes most job searches. It’s NOT one big thing that will make the difference in your job search – it’s the hundreds of little things you do that are different from what you’ve done before.
STOP being caught up in the HIGH SCHOOL TIME WARP DYSFUNCTION!
Barry Deutsch
Join our rapidly growing LinkedIn Job Search Discussion Group to engage in great discussions around job search best practices and how to conduct a more effective job search.
Many job search bloggers (and almost everyone else in the blogosphere) have been making Olympic metaphors for the past two weeks.
So why can’t I try my metaphor? Here goes:
Is your job search like Olympic Competition?
I touched on this subject on our FREE Job Search Resources Blog, where today we named Miriam Salpeter of Keppie Careers as a Job Search Best Practice Blogger. We’re on a search to profile the the very best job search best practice bloggers from across the Internet in our FREE Job Search Resources Blog. Miriam is our first recommendation.
Here in this blog – our Career and Job Search Blog – we focus on sharing the wealth of knowledge Brad and I have accumulated on the frontlines of recruiting top talent over the last 25 years together.
Imagine over 1000 searches, 200,000 interviews, millions of resumes reviewed. Looking back over the past quarter of a century is almost mind-boggling when you consider the vast amount of job search data we’ve collected – mistakes made by candidates, mistakes made by hiring managers, best practices, new technologies, and changing the tribal method of job search one candidate at a time.
Miriam just published a Job Search/Olympics comparison on her blog (which we’ve been impressed by for a long time and have now put up on a pedestal) and it triggered some additional thoughts.
So, back to our original subject – How is your job search like being a top tier athlete at the Olympics?
Top tier athletes prepare long in advance for the actual competition (interview). Your job search is similar – most candidates DO NOT prepare adequately!
Top tier athletes research and study every element of their sport down to the finest detail. Your job search is similar – most candidates DO NOT conduct effective research prior to an interview! Most candidates don’t spend the time on their job to become the best at what they did. Most candidates DO NOT even attempt to master conducting an effective job search – they’re doing it the same way the masses have done it for the last decade and they wonder why mediocre results occur.
Top tier candidates train, learn, have coaches to push them, set high goals, and keep moving to a higher and higher performance level prior to the main event (Olympics – Job Interview). Your job search is similar – Most candidates did not do this prior to needing to look for a job and find themselves unable to compete with candidates who’ve done this for the past 4 years. In addition, most job search candidates don’t take the time to learn about conducting a job search, don’t hire a professional job search coach, and don’t set adequate goals to achieve their desired outcomes.
The actual competition at an Olympic event is anti-climatic. It’s not the ability to perform in that situation. It’s the execution of years or a lifetime of practicing, learning, preparing. Job search is a lot like high level athletic competition. It’s not what you do in that final interview, it’s all the hard work that preceded that final step.
What’s your plan – either in your job right now – or in your job search right now – to become the very best at what you do? What’s your learning, development, reading, training, preparation plan that will enable you to “win” that next great opportunity?
Here’s a start: Have you downloaded our FREE Job Search Preparation Self-Assessment to determine where the gap is in your job search and how you can quickly turn it around to begin conducting an effective job search?
We talked about some of the reasons why most job searches are taking longer – and the key issue was NOT the economy – it was the fact that most job seekers don’t invest the time in job search planning and preparation. Take a look at this previous article we wrote about how you keep landing back at Square One in your job search.
Barry Deutsch
Join our rapidly growing LinkedIn Job Search Discussion Group to engage in great discussions around job search best practices and how to conduct a more effective job search.
After the storm of controversy I created with the article, “How Recruiters Read Resumes In 10 Seconds or Less” (Click here if you haven’t read it), I thought it would be appropriate to follow up with what candidates, that pass the 10 second screen, can do to get a call from a recruiter.
Whether you like recruiters or hate them, they are a necessary part of the equation in a job search. Some will fight the system, while others will embrace it. My only goal is to help educate candidates that want to understand how recruiters work. I do this to help candidates, not hinder them. I believe the more information you have about how we work the better it is for you. Together we can then help each other.
Recently I calculated approximately how many resumes I have reviewed in 30 years as an executive recruiter. It is close to, and probably exceeds, 1 million. That is a whole lot of resumes. That number scared me. After 30 years of doing anything, one should get a feel for what works and what doesn’t.
So before you send me a nasty comment, I’m going to take the position that I’m as good at what I do after 30 years, as you are at what you do after 20 years.
By doing the following and including these few things on your resume, I believe you can dramatically increase your response rate.
1) NEVER use a functional resume. PERIOD. Before you come up with reasons to justify it, the key word in the sentence is NEVER. I have never, ever met a recruiter that reads them. In addition, I very rarely have talked to a hiring manager, CEO or HR person that reads them. Why fight this battle? Even if 10% read them, that means 90% don’t. Which side of that equation do you want to be on? Considering that 100% read chronological resumes, you don’t want to fight this one. Join the 100% club and use a chronological resume.
2) The format is not as important as the content in the resume. My experience with speaking with candidates is that they spend a lot of time on the format; what should go on top, where should I put the education, do I need an objective, how long should the summary be, etc. Spend more time making sure the content communicates to the reader what they think is important. I have yet to meet anyone, who told me, “I sure like all of their experience. They are really qualified, but they put their education in the wrong spot on their resume, so they are out.” The article, “Resumes Are About Substance Over Form” gives a lot of good information on this topic. CLICK HERE to read it.
3) Help us help you. All recruiters need to know certain things to make a decision to call you. The very basics include:
a) Some information on the companies you have worked for such as, size, number of locations, industry and products. This can be done in one sentence or less. Just the name of an unknown company is worthless when screening. You want to stand out from the rest.
b) If you are in management, a little about your organization such as, number of people you manage, are any of them managers, titles, and are they all in the same location.
c) If you are in sales, who are your customers? If not by name, at least what industries you call on, are you selling B2B or B2C, product description, territory size, and average size of the sale. I am constantly amazed that most sales people exclude this information. As a salesperson what you are selling is pretty darn important for the reader to know.
d) For technical people, what technologies are you working with? What language are you programming? If in engineering, is it a highly custom engineered part, are you working on a system or a component, are you designing nuts and bolts or toys? Seems important to me.
d) Include quantifiable results in the accomplishments. If you don’t, these are meaningless and most other resumes will read the same as yours.
The first comment I get from candidates when I suggest these things is, “My resume will be too long.” No, it won’t. I have prepared thousands of resumes and I can get all of this on two pages. In fact, in our book, “This Is NOT The Position I Accepted” (CLICK HERE to review) there is an example of a two page resume that contains all of this information. The person has over 20 years experience, so it is very doable.
Getting in the “A” pile is your responsibility, not the reader’s.
I wish more candidates would help us help them. All you have to do is give us the information we need to call you.
Contrary to what you may think, recruiters want to fill the position just as badly as you want the position.
For a FREE example of a cover letter CLICK HERE.
For a FREE example of a Thank You letter CLICK HERE.
For many more FREE resources and articles, join our Job Search Networking Group on LinkedIn. 4,300 people have done this. CLICK HERE to join.
I welcome your comments and thoughts.
Brad
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Most resumes and cover letters end up in the trash can. The vast majority of resumes and cover letters submitted for a job posting DO NOT give a hiring manager or recruiter the incentive to pick up the phone and conduct an interview. Most Resumes and Cover Letters fail to match-up with the listing of expectations, skills, duties, responsibilities, results, and outcomes mentioned in the advertisement or job description. Learn the behind-the-scene’s secrets on how to increase your response rate with recruiters and employers from Barry Deutsch and Brad Remillard, who’ve viewed millions of resumes over the last 30 years in their executive search business.
To download or listen to this recording CLICK HERE, then scroll down to the recording.
Recruiters screen your resume in less than 10 seconds for a few very simple reasons. Do you know the top 5 reasons why a recruiter will toss your resume into the circular file after a quick glance? Are you making simple mistakes and errors that consistently get your resume thrown into the trash? Learn how to overcome those resume mistakes that are preventing you from being interviewed. In this radio program, Brad and Barry dissect, discuss, and recommend improvements to overcome the most common resume mistakes and errors that permit recruiters to read your resume in less than 10 seconds
You can read a complete and very detailed article on this topic. CLICK HERE
To download or listen to this recording CLICK HERE, then scroll down to the recording.
LinkedIn is without question one of the most powerful business networking tools available – and as an extension – one of the most useful tools for professionals, managers, and executives conducting a job search. Many candidates are not effectively leveraging the power of LinkedIn to build their brand, differentiate themselves from peers, extend the value of their resume, and networking with recruiters and employers to uncover the hidden job market. We identify and discuss the wide range of FREE tools and components on LinkedIn that can be leveraged to improve the effectiveness of your job search. Learn how to build a powerful profile to attract recruiters and employers conducting searches.
CLICK HERE to download or listen to this recording
There are two types of resume key word searches. It is my opinion after having spoken with hundreds or maybe thousands of candidates that the vast majority focus on the wrong type. The result is they rarely get a call back.
The two types of resume key word searches are (starting with in my opinion the least important):
1) The automated key word search. The most commonly thought of when most people think of key word searches. It is used by resume management systems. This is the type used by most job boards like Monster and Careerbuilder.
Although these play an important role, for the most part they play a much smaller role than most think. Granted for those screening resumes using the resume databases on one of the job boards, the key word search is important. But how many hiring managers, HR execs, CEOs actually spend a lot of time doing this? I have asked hundreds of these and very few claim they even use the resume databases. They are just too expensive. Most just run an ad and wait for the responses. Third party recruiters and those companies that can afford on-site recruiters will spend time searching the databases, however, this is a small percentage.
The majority of hiring is not done by large or Fortune 500 companies. Iit is done by the mid and small size companies. The fact is most mid and small size companies can’t afford a sophisticated resume management system. This then eliminates the importance of the automated key word search in the vast majority of hiring.
It is for this reason, coupled with the fact that most hiring managers don’t spend hours sorting resumes on the job boards, that I believe this is the least important of the two.
The hands down most important resume key word search is done 100% of the time by every CEO, HR person, hiring manager or recruiter. This is why it is so important. Yet, most candidates show complete surprise when in our coaching session I mention it.
2) The human eye key word search. This is done with the eyes of the person scanning your resume. That person is looking for key words or phrases to jump off the page. They want their eyes to latch on to these as they move down the page. Most have trained their eyes to be on the lookout for these key words.
This is the key word search candidates should focus on. Yet so many candidates have a generic, one-size-fits-all resume that the key words are either missing, buried so deep in a paragraph or are mentioned only once on page two of the resume, the key words or phrases are never noticed.
Here are a few suggestions to get past the human eye key word search.
Do you:
1) have the key words or phrases embedded multiple times in the body of the resume. Not just at the top of your resume.
2) have quantifiable results associated with your accomplishments. Don’t write out numbers. Actual numbers stand out more to the eye.
3) have the key words or phrases listed under multiple positions or companies.
4) have these words or phrases at the beginning of the sentence or bullet point so the eye catches them. We read left to right. Don’t bury them in a long paragraph where it is hard for the eye to catch.
5) have them aligned with the advertisement or job description.
6) have them listed in your cover letter. You can download a sample cover letter for free that will show you how to do this. CLICK HERE to download.
7) have them re-enforced in your thank you letter. You can download for free a sample thank you letter that will show you how to do this. CLICK HERE to get yours.
These are just a few things you can do to get past the most important key word search – the person reading your resume.
In summary, if you do all the things necessary to get past the human key word search, I firmly believe you will by default have the proper key words to get past the automated search.
For more information on building a resume that will get noticed and get you the call back, take a look at our job search workbook. It provides solutions to the most common mistakes candidates make during a job search. Like this one. We will send it to you for just the cost of shipping ($5 USA only). CLICK HERE to learn more.
Join our Linkedin Job Search Networking group. Over 4200 people have. There is a wealth of articles and other resources for you in this group. CLICK HERE to join.
I welcome your thoughts and comments.
Brad Remillard
As many of you know, I follow an large number of blogs every day on a wide range of subjects – hiring, job search, motivation, blogging, retention, performance management, social media, internet marketing, basketball coaching – every interest that I have both personally and professionally. I get hundreds of ideas about blogging, marketing, FREE tools to offer YOU – the list is endless.
Which begs the question – what are you reading?
Do you have your books list up in the LinkedIn Application? What blogs do you subscribe to and read consistently in some RSS feeder like Google Reader? What blogs/forums are you commenting on what you’ve recently read?
(Little sidenote: There are few activities that a professional, manager, and can engage in that will lead to as many benefits as a high level of reading and exploration – do you make reading and exploration a big priority in your job search?)
Shoot us back a note in the comments about your favorite blogs that keep you informed, moving to a new level of learning, and turned on about new knowledge.
YOU MIGHT ASK – where are you going with all this? You might ask – how does all this talk about blogs relate to job search and job interviewing?
I was reading one of my favorite blogs on how to blog better, ProBlogger , and Darren Rowse, the blog author, talked about the lessons learned from reading Curious George Books with his 3 year old. You remember Curious George – I still have the ones from my childhood and I had the chance to share them with my kids when they were younger.
Here’s what Darren said in his blog article titled A Lesson from Curious George for Bloggers:
The books of choice at bed time in my 3 year olds room are all Curious George books at the moment. He’s crazy for George.
Needless to say that the 6 Curious George books that we have are getting read again and again – I pretty much know them off by heart…. to the point that I’ve started taking less notice of the story itself and more notice of HOW its been written.
There’s one thing about Curious George Books (or at least the ones we have) that I’ve noticed that really makes them more engaging than some of the other kids books my boy reads.
Do you know what it is?
It’s something that draws my boy further and further into the book.
Any ideas what it could be?
It’s a technique that actually causes my little guy to ask me to turn the page – something that gets him thinking about what is coming next – something causes him to be curious – just like George.
What do you think it is?
This technique is not only a page turner – its something that draws my boy from being a passive listener/reader of the book – but actually gets him interacting with the book – talking about it as I’m reading.
Have you guessed what it is?
The technique is simple – on every second page there’s a question.
It’s not a question that needs an answer – but it’s a question that engages the person reading the book and draws them deeper into the story.
They are questions about what will happen next, questions about what the reader thinks or knows, leading questions that draw readers to keep reading but also to become engaged.
I’m reading the blog article and all of sudden it hit me – this is the same best practice technique that most top candidates use in an interview to engage with hiring managers (Thanks Darren for letting me borrow your analogy). The same concept applied in a writing a popular children’s book can be applied in a high level interview.
Do you engage, build rapport, draw the interviewer toward you, and build passion in them around wanting to learn more about YOU? Think about your last few interviews.
- Did you wait till the end to ask questions?
- Did you use your questions as a technique of engaging and stimulating a conversation instead of an interrogation?
- Did you get ask questions to get the hiring manager talking?
- Did your technique of asking questions last for a moment or two – or were you able to sustain it through-out the entire interview?
- What happened on the interviews you were engaging through questions vs. the interviews where you didn’t ask very many questions?
Download a few of our FREE Audio recordings of past Radio Broadcasts that Brad and I have done on interviewing best practices.
You can also find more details on how to prepare and ACE a “Curious George” Interview in our Job Search Workbook.
Try the technique on your next interview. Let us know what happens.
Who would have thought a simple children’s book could provide so much insight about interviewing?
Barry Deutsch
Our LinkedIn Job Search Discussion Group frequently discusses best practices for interviewing. Learn from some of the best in how the instinctively use the “Curious George” Technique.
On Friday’s from 9 – 10 AM PDT we often conduct free “Candidate Open Forums.” These are conference calls open to all of our candidates, in which we discuss topics and answer questions directly from you – our candidates. Unfortunately, we are limited to 50 people on the line at one time, so often we can’t get to all of the questions submitted ahead of time via email.
We believe these are important, so from time to time in this blog we will discuss the topics and questions we, 1) don’t get to during the conference call, 2) are asked over and over again (so these are probably on your mind too), and 3) just consider important for you to know.
Remember, we are retained executive recruiters so the answers and thoughts come strictly from that perspective.
1) Chronological vs. functional resume? Easy answer – NEVER, NEVER, NEVER, use a functional resume. In my almost 30 years of recruiting I have never had any recruiter or hiring manager support the functional resume. I have also been on many panels where all of the panelists agree to NEVER use a functional resume. Functional resumes just scream out,”Try to figure out what I’m trying to hide.” See our free audio file on resumes.
2) How do we overcome negatives such as age, turnover, time between jobs, etc? We believe you address them head on. If you have a negative, avoiding it doesn’t make it go away. We have a blog entry “Preemptive Strike” which you should also consider reading. If you have a negative item, you should bring it up straight away, discuss it openly and then whatever happens, happens. Don’t assume, “They didn’t bring it up so it must not be a problem.” They didn’t bring it up because they already settled it in their mind. You need to preempt any preconceived ideas before they come into play.
3) What is the best method and frequency for following up on a resume? For us, as recruiters, we prefer via email or one of the social media forums, Linkedin or Twitter. Recruiters have reduced staff just like many other companies, while the number of calls from candidates has skyrocketed. It isn’t possible to call every person. Email allows us to reply late at night, on weekends, or even while waiting in the lobby of a client. I can’t do that with phone calls. Regarding frequency, if in fact you are dead on perfect, then after two weeks send a follow-up email.
4) With so many top level executives in the market, how do you differentiate yourself from the pack? This is the 64,000 dollar question. We believe the best answer is to have a very compelling resume which is targeted specifically to the position. A generic, one size fits all resume will not differentiate you. That is what “generic” means. In today’s market our clients and therefore recruiters, are seeking very specific backgrounds. We are not looking for the proverbial, “Jack of all trades,” we are looking for the, “King or Queen for a specific role.”
5) Is negotiating with the employer different today due to the economic situation, and if so how? There is a difference given today’s market. For example, most companies will not relocate today especially in a large market area. Also, companies tend to be closed to severance agreements. If you aren’t working, they figure there is no reason to give an agreement and they are in control. You have to pick your issues and know where to compromise. This is all part of the pre-planning process for a job search. What issues will you compromise on and which ones should you dig in your heels?
You can download a free 8 Point Job Search Plan Self-Assessment that will help you evaluate exactly what you need to do to improve your search. CLICK HERE to download.
Is your Linkedin Profile going to get you noticed. Our FREE Linkedin Profile Matrix will help you develop an outstanding profile. CLICK HERE to download yours.
Join our LINKEDIN Job Search Networking group. Over 4200 people have joined. CLICK HERE to join.
We realize not everyone will agree with these answers and that is healthy. So if you don’t agree, or wish to comment, we encourage you to do so. Just click the link below.
Brad Remillard
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After an interview, sending a “Thank You” letter is common etiquette and a nice thing to do, but saying “thank you” should not be the main reason for sending it. Most candidates send one after interviewing with a company, but as a recruiter, I rarely receive one. I personally don’t need one, but on the occasions when I have received one, I think the candidate misses a great opportunity by just saying, “Thank you for the interview.”
I believe a good “Thank You” letter should be used to reinforce your ability to do the job and/or address any potential issues that came up during the interview. It can be another marketing document. It is important not to over do it, but a tactful letter, that does some subtle marketing can have a big impact on the person reading it.
For example, a few years ago a candidate called me after an interview and said, “I think I blew the interview.” The CEO asked me, ‘What my career plan is for taking this position?’ I answered how over the next few years I would impact my department and how that would impact the company. The CEO responded, “That is fine, but we really want people that want to grow and maybe some day have my job.” The candidate asked me what would be the best way to recover from this or if there was a way to recover. The answer was the, “Thank You” letter.
A carefully worded, “Thank You” letter explained to the CEO that the candidate interpreted the question as asking for the short term impact he would have once on board. He went on to explain, in the “Thank You” letter, that certainly in the long-term his desire was definitely to advance, but he realized that was dependent upon him doing an exceptional job in the role he was being hired to fill, hence the reason for answering the question as he did.
The candidate had the opportunity to address a miscommunication during the interview, which is a common problem with interviews. Ultimately, the candidate did get the job. Would he have gotten it anyway? Hard to tell. One thing is certain, the candidate didn’t think he would have.
Some other basic issues regarding a “Thank You” letter:
- One page maximum
- Send shortly after the interview
- Not an email (with the possible exception of IT professionals)
- Addressed to a specific person, not “Dear Interviewer” or salutation left blank
- Individualized to the particular interview, personalized to the specific topic
- Do not use a generic one-size-fits-all thank you letter
Consider using this as one more chance to market yourself. Don’t over do it. This is not the time for a hard sell. It must be subtle and tactful. It won’t work all the time, but hopefully as in the example, it will work the one time you really need it.
Download a FREE sample Thank You letter along with some Do’s and Don’ts for Thank You letters. CLICK HERE to get yours.
Join the IMPACT Hiring Solutions Job Search Networking group. There are over 4000 members . JOIN BY CLICKING HERE.
We encourage comments and your feedback.
Brad Remillard
