Looking For A Better Job While Working

Q. I’m currently one of those who is underemployed. I’m considering looking for a better job and would like to know what is the best way to go about it while working?

I would start with your current employer. Situations like yours often happen when a candidate is in need of a job. That is generally why they accepted a lower position in the first place. So I believe some level of loyalty should be given to a company that helped you when you needed it. You might check to see if a position will open up as the economy continues to improve, are they open to expanding your role in the company, or if you are working part-time will they convert you to full-time? If you haven’t already, you might consider giving them this opportunity before throwing in the towel.

If you still decide it is best to move, then you will have to conduct a search. Many candidates search while working. Start by building or updating your LinkedIn profile, post your resume on the job boards, let people you trust know you are open to something different, attend networking meetings before or after work hours, check the Web sites of potential employers in your industry to see if they post open positions, and when appropriate engage a recruiter and respond to ads. Most companies are willing to conduct interviews during off hours for those people working.  You basically have to get out and let people know you are open to referrals or find a position via job postings.

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. There is an extensive amount of files on all of the different topics surrounding a job search. CLICK HERE to review the library.

If this was helpful, then please help others by forwarding it on to your network, posting on your Facebook page, Tweeting with the link, posting to your LinkedIn groups or status update.  Let’s all do everything we can to help those looking for employment.

I welcome your comments.

Brad Remillard

Short Video for KABC Radio Job Search Program

Here’s a little promo clip for the KABC Radio Los Angeles broadcast on Job Search January 16, 2011 from 3-5 pm PST.  The pre-recorded show will air on the Los Angeles Station and be syndicated to other ABC Radio affiliates across the country.

Once the show airs, you can download it from the KABC radio station or their iTunes Podcast Listing.

Great panel – great discussion – great questions (okay I’m biased since I participated). It’s still an excellent program that all job seekers should tune into.

This segment was about whether the job market is starting to come back with observations at all levels of employment trends.

Barry Deutsch

Name 100 Job Search Activities

Here’s my throw-down challenge to all job seekers:

Make a list of 100 job search activities you could be doing – but are not doing now in your job search. If you’re doing 2 things in your job search, what are the 98 other ideas out there as best practices, strategies, and tactics?

Are you stuck at 10?

Perhaps, you couldn’t list 25.

There are hundreds of things that need to be done in a job search to make it effective. If you’re not working on at least 100 separate tasks or activities, you’re probably doomed to fail in your job search.

Let’s define job search failure:

• It’s taking way too long for you to find a new job
• You have no light at the end of the tunnel other than to cross your fingers and hope for the best
• You’re about to take any job – just to have a job – who cares if it’s a good job?
• The last real interview to which you were invited was over 2 months ago.
• You’re doing the same thing over and over – hoping for different results (Benjamin Franklin’s Definition of Insanity).

I challenge you to post your list in the comments to this blog posting. Let’s run a contest. We will give away a FREE copy of our Job Search Book, “This is NOT the Position I Accepted” to the first job seeker that can list 100 separate job search activities that everyone should be working on to conduct an effective job search.

One job search activity most people don’t do is prepare for a phone interview. The vast majority of candidates never make it past the initial phone interview. How can you do all the painful tasks leading up to a phone interview – and then blow it because you were not prepared.

One of our most popular downloads is the FREE Chapter of our book, titled “How to ACE the phone interview”. I insist every candidate I interview read that chapter before I talk with them about one of my executive search openings. This chapter should at least double the percentage of times you get invited to a face-to-face interview from the initial phone interview. You can obtain the FREE Chapter on Phone Interviewing by clicking here.

Barry Deutsch

Why You Must Use a Job Search Coach

I received a note from one of our LinkedIn Job Search Discussion Group members today. By the way, if you’re not currently a member of our popular LinkedIn Discussion Group, you can join by clicking this link. He posed a great question after reading my latest blog postings on why it’s important to have an executive job search coach.

You can read the previous blog post on job search coaching by clicking the link here.

Here’s the question that was posed in the LinkedIn Discussion Group:

Just curious, what specifically could a job search coach instruct a talented executive to do that they don’t already know how to do themselves? Maybe the talent level of the executive plays a big part!

I’m going to assume that I did a terrible job making the point in my blog posting that in most cases, executives need a job search coach to help them conduct an effective job search.

Here’s my first recommendation (which by the way I suggested in the previous blog article):

Take our FREE 8-point self-assessment of your job search. If you can’t score in the upper levels consistently on every single item – you’re a candidate for job search coaching. You can download the FREE job search self-assessment by clicking here.

Let’s now assume you’ve taken the assessment and like most executives, your job search is only about 40-60% effective. This translates into the fact that if you had conducted an effective job search in the first place, you could have found a role most likely in 6 months – instead it’s now a year later and you find yourself back at square one with no real prospects.

What Can a Job Search Coach Do For YOU?

The next step is to determine if a job search coach can do something for you that you can’t do for yourself. A job search coach (such as the work Brad and I do with executives) can help in two fundamental ways:

1. The job search coach can provide specific recommendations, techniques, and strategies that you are either not aware of OR are not effectively executing.
2. The job search coach can hold you accountable to the multitude of job search tasks that must be completed daily and weekly to find a great opportunity quickly.

Let’s take a specific example to bring the dialogue down from 40,000 feet at a generic level to a precise illustration. This example is one tiny element of an overall effective job search:

One of the many tasks I do with my clients in job search coaching is to review the capability of their existing network to generate an abundance of job leads and referrals. One tiny element of this assessment/evaluation and improvement involves breaking down all your network contacts that you track (in ACT, Outlook, Goldmine, LinkedIn) and putting them in specific buckets.

Trusted Advisors as Networking Contacts

Let’s zoom down and get more specific in terms of one of the buckets or categories:

Trusted Advisors selling services to your future boss.

These Trusted Advisors are high level professionals who have a deep trust level with their clients – and their clients share lots of information, make requests, give and receive referrals in areas that have nothing to do with the Trusted Advisors’ functional expertise.

Why are Trusted Advisors an important networking contact “bucket” or category for executive job seekers?

Keep in mind that the hidden job market is roughly somewhere between 70-85% of all executive jobs (depending on where you get your information). At a minimum, 70% of all jobs you might be interested in are NOT published on job boards or advertised in the newspaper. Imagine what happens the next time a Trusted Advisor calls on a CFO and the CFO says “We’re looking at hiring a controller, who do you know?”

You want to be that referral.

Before that referral to you gets made, there are many steps to go through – including being able to identify the Trusted Advisor in the first place.

Unfortunately, less than 10% of all professional service providers could be tagged as a Trusted Advisor.

One of my tasks as a job search coach is to help guide you to identify the majority of trusted advisors in your geographic area that are selling services to your future boss. We’re just talking identification at this stage – we haven’t even moved to discussing the process of introduction, engagement, nurturing, and generating job leads and referrals from this specific networking “bucket” or category.

If I am a Trusted Advisor working for a payroll processing company and I suggest to the CFO that he/she should speak with you about their current controller opening – you’ve got an instant interview based on the strength of that Trusted Advisor Relationship. That’s the value of networking with not just anyone who sells services to CFOs – but rather networking with those who have the added credibility of being a Trusted Advisor.

I see from looking at your profile that you are a Controller. Let’s assume one of the titles for your future boss will be CFO. Who in your city or community sells payroll processing services to CFOs at the size of company you might be interested in joining? Now let’s expand our list to who are the top trusted advisors selling benefit programs, 401K processing services, temporary accounting services, CPA (tax and accounting/auditing) services, banking professionals? The list probably has 20-25 categories. You should have in your network the top 3 people for EACH of those categories.

The Value of a Job Search Coach

So, now let’s return to “what’s the value of a job search coach?”  Here come some tough and introspective questions:

• Have you done this assessment of your network for trusted advisors?
• Have you made dramatic gains over the last 30 days in adding to your network these trusted advisors?
• Do you have the 60-75 trusted advisors in your network that are selling high level services directly to CFOs?
• Could you build this component of your network on your own within the next 30-60 days?
• Have you gone through an exercise to identify who the very best, well connected, influencers are in your local community selling services/products to CFOs?
• Who is missing from this bucket of network contacts?
• What’s your precise strategy to connect, engage, nurture them – and ultimately get them to open up their rolodex to you for job leads and referrals?
• Could you come up with a detailed plan to connect, engage, and generate numerous hot referrals on your own from Trusted Advisors?
• Have you even thought about how this is one of numerous high value activities and tactics in your job search?
• Do you have a specific written plan that you follow daily/weekly to build the “trusted advisor” bucket of your network?
• Have you established metrics to measure the effectiveness of this networking strategy and do you have corrective options and back-up plans?
• Have you established daily and weekly “stretch” goals for yourself around building your network with trusted advisors?
• Who is holding you accountable to hitting those goals and objectives every week? What’s the pressure, consequence, reprimand if don’t hit the goals. Do you have someone giving you “tough love?”

That’s a lot of detail and work to build your Trusted Advisor Network – and it’s only one small component of an overall effective job search.

Imagine a job search coach walking you step-by-step through hundreds of similar activities, tactics, and strategies.

The number one problem in whether to use a job search coach, such as myself or Brad, is that most executive job search candidates are “unconsciously incompetent” (see my previous blog posting on this subject by clicking the link here) – you don’t know what you should be doing to conduct an effective job search.

I would be willing to wager a bet that most executive job search candidates have not even considered this as a strategy, or if they have – there is confusion over how to get started (unconsciously incompetent).

How many other powerful and impactful job search strategies are you MISSING because you’re too proud to admit that maybe someone with the right expertise could offer a lot of value to you?

I couldn’t pretend for a moment that I could do your job as a Controller – why would you believe that you could do the job of an expert in the area of job search coaching?

I don’t mean for this to turn into a personal selling message. Whether it’s me, Brad, or some other job search coach – the key point I would like to end this message on is that for most executives it is critical to hire a job search coach to help you navigate the changing job search landscape in one of the worst job markets since the great depression.

Barry Deutsch

Are You Unconsciously Incompetent In Your Job Search?

Recently, I was the keynote speaker for a large job search conference where there were roughly 1000 participants who had been trying to find a job for 6 months to a year or longer.

Very few job seekers in the entire conference were conducting an effective job search, and many had lost hope in terms of finding a new job.

The theme of the job search conference was JOB SEARCH HOPE. My opening remarks were along the path that HOPE comes from conducting an effective job search. A lack of HOPE stems from not knowing what to do next in your job search.

I proposed to the attendees that there are hundreds of job search activities that everyone should be working on daily and weekly in their job search. Unfortunately, many of the participants were stuck with one or two activities, such as calling on a couple of network contacts or answering job board ads. Many had put their proverbial “job search in one basket”. Have you made this mistake?

Why didn’t they know about all the other job search activities that could be doing – activities that would overflow their daily capacity and generate an abundance of job leads and referrals.

I call this the job search unconsciously incompetent syndrome.

If you’re a fan of Steven Covey, you’ll recall he puts forth a 2×2 matrix in “The Seven Habits of Highly Effective People”. In this 2×2 matrix, Covey puts Consciousness-Unconsciousness on one axis and Competency-Incompetency on the other.

One of the intersections is the Unconsciously Incompetent – translated to a job search – it means the job seeker is not aware that they are incompetent – they don’t know what else is available, possible, or useful. How can this be?

The job seeker has not taken the time to:

• Research best practices in job search
• Read job search blogs from well-known experts
• Purchase job search books from outstanding authors
• Download FREE materials from job search publishers

I’m confused.

Maybe you could help me.

Why wouldn’t you devote every opportunity possible to exploring how to conduct a better job search?

Most job seekers are still conducting their job search as if it’s the last recession 5-10-20 years ago.

Why do most job seekers believe they can “go it alone”, they don’t no stinking help from someone else, or “no one can teach them new tricks”?

I am shocked to my core, that most job seekers are unconsciously incompetent in their job search – in spite of extraordinary material available that is either dirt cheap or FREE. Much of this material could help the vast majority of job seekers to cut their job search time by 10%, 25%, or perhaps even, 50%.

I’m looking for your comments to help me understand this dysfunctional syndrome of ineffective job search.

I’ll close with this thought – until you make the committed effort to “master” a job search through learning what it takes to conduct an effective job search – you’ll be stuck between luck and wishful thinking.

Barry Deutsch

PS – Start to improve your job search right NOW by downloading our FREE self-assessment to determine the effectiveness of your job search. Within 4-5 minutes, you’ll have a deep understanding of where the holes, problems, and opportunities lie in your job search.

Avoid the Trash Can with Compelling Cover Letters

Cover Letters make a big difference determining whether your resume goes into the trash can or lands in the “call for phone interview” pile.

Jim Kukral, in a recent blog article mentioned he was reading an article in the June 2010 issue of Inc. Magazine where Jason Fried, the founder of 37 Signals – a popular software company, talked about their screening criteria. I also saw the article, but thought I would give Jim the credit since he’s the first I’ve seen mention it.

Jason mentioned that the company first looks to the cover letter that tells a story about the person much better than the traditional resume. Take a moment or two and read the whole article. More and more hiring managers are focusing on the importance of the cover letter.

This is a must read article RECONFIRMING what we’ve been saying all along that you’ve got to include a cover letter with your resume to GRAB the attention of a recruiter, HR pro, or hiring manager. Sending resumes without cover letters or using a standard form will net you the trash can.

Don’t be a trash can magnet.

Here a few other articles we’ve published on the importance of using a cover letter:

Cover Letter + Great Resume = Job Interview

Does anybody read or care about cover letters?

You can even download a FREE sample cover letter by clicking here. This has been one of our most popular downloads.

We provide a step-by-step cover letter tutorial in our job search workbook “This is NOT the Position I Accepted.” Discover how to construct a powerful cover letter that increases your selection for job interviews by 30%, 40%, or 50%.

The sequence goes like this for most recruiters, HR professionals, and hiring managers:

1. First and Primary Step: Attention is grabbed by cover letter
2. Second step is to take a quick look at your resume
3. Third step is a quick web search by googling your name
4. Fourth step is an invitation to a phone interview
5. Fifth Step is an invitation to a face-to-face interview.

How to interview is IRRELEVANT if you never captured their attention in the first place with your cover letter.

Once you have captured their attention, another one of our very popular downloads is the free chapter in our workbook, titled “Winning the Phone Interview”. Don’t get to the stage of being phone interviewed – only to hear the deadly phrase “don’t call us – we’ll call you if we’re interested.”

You can download the FREE Chapter on Phone Interviewing by clicking here.

Barry Deutsch

P.S. Don’t forget to join our LinkedIn Job Search Discussion Group which is rapidly becoming one of the most vibrant and dynamic job search forums on the Internet.

Don’t Blame Me For Your Job Search Lack of Success

In one of my recent blog posts, I suggested that if your job search is now moving past one year, in most situations your job search is ineffective. You can read that post about job search failure by clicking here.

From my perch regarding ineffective job searches

I was deluged with hate mail.

It’s not my fault that your job search is taking so long.

I sit up on this perch and everyday talk to a lot of candidates and hiring managers. I’ve been doing it for 25 years. This is the 5th or 6th major recession and job market depression I’ve been through.

I’m sharing with you hard, quantifiable facts and information based on surveys, research, and talking to hundreds of unemployed candidates on a weekly basis.

I’m going to go way out on a limb here and suggest that if you’re still conducting a job search after one year, you’re not doing everything you could be doing to conduct an effective job search.

A number of candidates got indignant and upset that I could make such a suggestion.

Prove me wrong about your job search effectiveness

Then prove me wrong!

• Take our FREE Job Search Self-Assessment. Download the Job Search Self-Assessment by clicking here.
• Absolutely no obligation to buy a single thing.
• It’s FREE! Thousands have used this self-assessment to improve their job search.

If you’re not hitting 3’s (the top score) on almost every item, then you’ve still got a lot of room to improve. If you can honestly score yourself as 3’s on every item, I’ll stand corrected on whether you’re conducting an effective job search. I acknowledge that there are always “exceptions to the rule.”

However, in most situations, if 100 candidates were to complete the self-assessment, one out of ten – less than 10% – are conducting a job search that might be categorized as adequate or minimally effective.

In this job market – which has been compared to the Great Depression – and doesn’t seem to be getting any better – you can’t get by conducting an “adequate” or minimally effective” job search.

If you want to complete an executive or managerial job search in less than one year – you’ve got to take it into the top 10% NOT bottom 10%.

Once again, I’m going to go way out on a limb and suggest that the vast majority of unemployed candidates I’ve interviewed for executive search assignments in the last year and with whom I’ve conducted a brief survey – they are conducting at best barely adequate job searches and at worst completely ineffective job searches.

Don’t be conducting a job search after 18 months

But don’t take my word for it – take the FREE Job Search Assessment yourself and discover whether there is room for personal improvement in your job search. If you don’t think we’ve covered all the bases on the assessment or some of the categories are not appropriate – fire off a comment.

We’re always looking to improve based on feedback. Would you make the same comment about your job search?

I don’t want to see you still conducting a job search after 18 months. Brad and I want to help you bring your job search to a close right now.

However, you’ve got to be willing to move past all the excuses and explanations and do the things required to kick your job search into a high state of effectiveness. Are you up for the challenge?

Doing the same thing for the next 6 months that you’ve been doing for the last 12 months will mean that we’ll be having this conversation again when your job search is at the 18 month point. Don’t let this happen to you.

Here’s my offer to you – if you’re at an executive level and you’ve been conducting a job search for at least one year, complete the Job Search Self-Assessment and send it back to me. I’ll review it and check out your activity level on-line (you have to send me an invite on LinkedIn to do this) and give you a quick assessment and recommendations of how you might improve your job search.

Are you game for a “check-up” OR would you rather make excuses and explanations for why your job search is not working?

Barry Deutsch

P.S. Don’t forget to join our LinkedIn Job Search Discussion Group. Discover all the best practices that combine to make an effective job search.

New Poll Shows Over 50% Unemployed For Over A Year

I recently conducted a  non-scientific poll using LinkedIn. 912 people responded to the poll and the results follow with some commentary on the results.

The only question asked was, “How long have you been unemployed and looking for a job?” Since most of the people on LinkedIn tend to be professionals, one can draw the conclusion that the majority of the people responding have a college degree, include all functional departments within a company, and that the respondents range from entry level professionals to the CEO suite.

Overall results are:

9% under 60 days

18%  3-6 months

12%  7-9 months

9%  9-12 months

51%  over one year

Many of the comments from the respondents would indicate that some have been unemployed for more than 2 years.

Breaking these numbers down further, 39% of the respondents were female and 61% were male according to LinkedIn. There was almost no difference between females and males out of work for more than a year with 52% for females and 51% for males. The other lengths of time were also very similar between females and males.

The most controversial part of the poll was how LinkedIn broke the number down by age. Of all of the comments received, this was the topic that received the most discussion. For the most part, people commenting clearly thought age discrimination was alive and well. As a recruiter for the last 30 years I’m not sure this is accurate.

Of those 18-24 years old, 50% have been unemployed for more than a year, 22% for 3-6 months, 17% for less than 60 days and the balance of 11%  between 7-12 months.

Of those 25-34 years old,  41% were more than one year, 19% for 3 -6 months, 18% for less than 60 days, and the remainder of 22% between 7 – 12 months.

Of those 35-54 years old,  49% were more than one year, 19% for 3-6 months, 11% for less than 60 days and 21% between 7 -12 months.

Of those 55 and older, 55% were more than one year, 16% 3 -6 months, 6% less than 60 days and 23% between 7-12 months.

It doesn’t surprise me that the largest number of people unemployed for more than a year are in the over 55 age group. I would expect this to be the case. Granted, there may be some age discrimination going on, but for the most part this age group is the highest paid group and the most senior on the corporate ladder. It is for these reasons I believe this is the largest group. Our recruiting business is primarily mid-sized company executives. Generally these executives take the longest amount of time to come back from a recession. I started recruiting in 1980, so this is my 4th or 5th recession as a recruiter, and in all previous recessions this is the last group companies hire. Not the oldest, but the most experienced and most highly compensated. In today’s world, a new phenomenon is taking over with companies bringing on interim or temporary executives instead of out right hiring them.

I don’t see age discrimination when the age group of 18-24 has only 5% less looking for more than one year than the 55+ group and a 1% difference for 34-54 group. In most cases this would be within the margin of error.  I think it has more to do with experience. The 18-24 age group typically has the least amount of experience and those 55+ typically have the most. Companies tend first to hire in the middle of the bell curve before moving to the outer extremes.

Regardless of how one wants to view the results, the fact is that the largest group in every age group is more than one year. To me this is the most important information coming from this poll. I wonder how much longer than a year have possibly many been looking and how many have just given up?

Unemployment is alive and thriving at all age levels. Unemployment doesn’t appear to care about your age all that much.

If you would like to see the results of this poll for yourself CLICK HERE.

If you would like some free tools to help you get out of  your job search regardless of how long you have been looking CLICK HERE to download our LinkedIn Profile Assessment and CLICK HERE to download our Job Search Self- Assessment Scorecard. Both of these tools will help you to identify key areas to improve your job search.

I welcome your comments and thoughts.

Brad Remillard

How Can You Find the Best Job Search Content?

Who are your favorite bloggers that you read regularly to discover how to improve your job search?

Oh wait – let’s take a giant step backwards before we try to answer that question.

Are you searching, reading, devouring the content about effective job search put out by some extraordinary individuals who offer tons of golden nuggets in every post?

Could you rattle off the top ten bloggers on job search who are at the top of their profession? Who are the most respected on the Internet for publishing how-to articles, helpful hints, case studies, and step-by-step tactics to improve your job search?

You might respond back by saying “Barry – I just don’t have the time to search these blogs, follow the various authors, and digest all the information I can on a daily basis – it borders on overwhelming.”

If you’re that person – we have a solution for you.

We’ve created a site that aggregates ALL THE TOP BLOGGERS on job search in one place. No longer do you need to type various search strings into Google, try to remember which blogs you visited, and how to stay current on best practices.

This resource – our IMPACT Hiring Solutions FREE Job Search Resources Blog –  pulls the best bloggers into one place, allows you to subscribe by RSS or email, features reviews by Brad and I, and incorporates articles/links from our various job search archives and libraries.

Take a look – subscribe by RSS – and never worry again about being up-to-date on the latest best practices and trends in conducting an effective job search.

The site is http://www.impacthiringsolutions.com/freesearchjobresources

Barry

P.S. Don’t forget to join our LinkedIn Discussion Group where we discuss many of the best practice topics related to conducting an effective job search.

Mediocre Networking equals Failed Job Search

I just published a blog on our HIRE and RETAIN Top Talent Blog aimed at hiring executives and managers on the subject of networking.

You can read this blog posting on networking for Executives and Managers by CLICKING HERE.

Outrageous Claim ? Networking is Critical to a Career

In this blog posting, I made the outrageous claim that Networking can make or break a career. As I was writing the post which was focused on employed executives and managers, the issue struck me that most candidates take too long to conduct a job search because:

Networking Efforts are INADEQUATE OR INEFFECTIVE

The Fundamental Problem of Job Search

One of the services we provide for executive and managerial job search candidates is job search coaching. We also have a specific project for developingNetworking Strategic Plan.

The first thing we notice is a woefully inadequate network and ineffective methods to build, grow, sustain, nurture, develop, enhance the network. Its no wonder the most common complaints about networking is that for the time investment it doesnt yield enough job leads and referrals.

If I approached networking the way most candidates approach it in their job search, I would consider it random luck if I got a job lead or referral.

Weve touched on Networking in the past and the importance of it for your job search. In my article addressed to employed hiring executives and managers, I claim its one of the most important skills they can possess and one of the most important activities they must do on a daily basis.

In a job search ? it is not just one of the important things you should be doing ? JOB SEARCH NETWORKING is the most important thing you should be doing ? without exception.

Here are few articles where weve touched upon the importance of networking:

CLICK HERE to Read How Recruiters Search on LinkedIn and What We Look For

CLICK HERE to Learn How to Stand Out at a Networking Event

Im writing an article series on 101 Job Search Tactics. A large percentage of those tactics are going to be centered around effective networking. Ive already described some of the networking tactics job search candidates should be trying on LinkedIn. Here are links to a few of those blog postings:

CLICK HERE to Read – Cares What Your Status is On LinkedIn?

CLICK HERE to Read ? 101 Job Search Tactics to Find a Job Now

Questions for Candidates Who Dont Network?

Why are you not networking?

What dont you know about networking that you must learn?

What are top 10 books youve recently read on networking?

What workshops/seminars/webinars have you recently attended to improve your skills at networking?

What blogs are you reading that offer great tips on how to network in your job search?

Whats holding you back?

Shouldnt you be investing heavily in time (and funds) everything you can to learn how to become a master networker in your job search?

If 80% or more of all jobs are not posted, in the hidden job market, and can only be found through networking ? why are you only focusing on the 20% that are advertised on job boards?

Resources for Job Search Networking

Basing your job search on answering job board advertisements instead of concentrating on effective job search networking is like betting your savings on the crap tables. Only if random luck intervenes do you stand a chance of succeeding.

Here is a list of a few resources that might help you in networking:

CLICK HERE to join our LinkedIn Job Search Discussion Group ? many good conversations on how to network effectively

CLICK HERE to see our Job Search Workbook that contains our focused chapter on how to network

CLICK HERE to Learn about our services for Executive and Managerial Job Seekers including Job Coaching and Networking Strategic Planning.

CLICK HERE to download some of our archived FREE radio show broadcasts on the subject of Job Search Networking

CLICK HERE to download the FREE Job Search Plan Self-Assessment Scorecard to determine if your networking approach is effective

CLICK HERE to visit our Job Search FREE Resources Portal where we bring together the blog feeds from some of the very best bloggers on the Internet focused on Networking techniques.

Barry Deutsch