The Hot Potato Method vs. the Swarming Method of Applying for a Job

We discussed the Hot Potato Method of responding to a job advertisement in my last blog post. Everyone recognizes it’s both dysfunctional and ineffective – so why does everyone keep doing it? The other day on our once-a-month candidate open forum – this exact issue came up. The participant indicated that they keep applying for jobs – but are getting no responses – Duh!

A much better approach is what I would like to term “The Swarming Method” of responding to a job advertisement.

Back to basketball metaphors. My HS team plays an upbeat, fast-paced pressure style of basketball. We press constantly. In one of our presses, we swarm the ball handler to the point where they are so overwhelmed they almost just hand us the ball on a silver platter. You want to accomplish the same outcome when applying for a job – your campaign is so intense and overwhelming to the company/hiring manager, they have no choice but to grant you the interview.

The Swarming Method of Applying for a Job combines an effective cover letter, a strong resume, social media leverage, and deep networking to produce the desired result – GIVE me an interview!

We could extend the same metaphor to football where the defensive line charges the quarterback and tries to “sack” him before he can run or throw a pass. The pressure applied to the opposing team is overwhelming. The same strategy needs to be applied to your responses to job advertisements.

From this point forward, I would like you to make me a promise: No more passive job responses, no more walking away and forgetting about your response to an advertisement has a campaign, a blitz, a press, an overwhelming amount of pressure brought forward in the goal of securing an interview.

I thrown out some ideas you could use in the press or blitz attack on a response to an advertisement. Let’s hear from our subscribers and readers:

What do you do that’s most effective in obtaining an interview?

What tactics have you not yet applied to your job responses?

How effective is your network, social media activity, and connectivity to hiring managers/executives, HR professionals, and recruiters? For example, have you downloaded our FREE LinkedIn Profile Assessment to discover if your Profile is effective in capturing the attention of hiring managers and executives, HR professionals, and recruiters?

When was the last time you tweaked your resume for a specific job and wrote a well-thought through custom cover letter?

Brad and I would love to hear your thoughts and ideas – we’re preparing a special report on the Swarming the Job Response Approach. Perhaps, we’ll feature your idea as a best practice suggestion.

Barry Deutsch

Don’t forget to join our LinkedIn Discussion Job Search Discussion Group to learn more about the Swarming the Job Response Approach.

picture courtesy of kmc14kmc

Stop Your Job Search Until 2010 – Dumb Move

I get this all the time from candidates I’m working with in our job search coaching program. It usually starts with, “The holidays are  here and nobody is hiring during this period.” or “Why look now? I will wait until the new year. It is time for a break.”

As succinctly as my mild manner can put it, DUMB MOVE. Sorry to yell, but that is what this attitude is. So let’s call it dumb.

In almost 30 years in the search business I have weathered 4 recessions, including this one. In every recession, including this one, I have active searches underway. I have filled many searches and started many searches during the holiday season. You don’t want to be left behind. For example, I will be starting a VP of Sales search today. Do you think I will wait until the new year to start the search process? NO WAY. I will be actively sourcing, interviewing and presenting candidates to my client as quickly as I can find them.

If you put  your search on hold until 2010 I will probably not find you, not consider you, and by the time you reactivate your job search, I’ll already have candidates going through the hiring process. That means only one thing for you, you are probably going to end up in the backup group of candidates.

Let others put their job hunting activity on hold. You should continue yours, as aggressively as always.

5 reasons why you should:

1) If everyone else puts their search on hold, then there is less competition out there for you, making it easier for you to be discovered.

2) As stated earlier, the hiring process doesn’t stop during this period. It may slow, but it doesn’t stop. You only need one job opportunity. Don’t let that one opportunity pass you by.

3) Why stop the momentum you have built up? This by itself is a good reason not to stop your job search activity. Why on earth would anybody want to restart a job search? It is hard enough work to begin with, so let’s do it twice. Are you serious?

4) Use this time to establish momentum going into the new year. If you think hiring will wait until the new year, fine. Doesn’t it make sense then to proactively get a jump on this hiring activity? Why would you want to be reactive? Being reactive is rarely a good job search strategy.

5) This is a great time to re-evaluate your job search. Take a look back on 2009 and do some objective analysis of what worked and what didn’t work. Use this time to get help. Read some books, listen to CDs, engage an expert. Every process needs to be analyzed. The key is objectively. If you can’t do that, then get someone to help you. You can’t fix what you don’t know isn’t working. Download our tool, Job Search Self-Assessment Scorecard, to  help with this analysis. It is FREE and a good place to start. CLICK HERE to download  yours.

This is the time to put your ego aside and listen, learn and adapt.

Don’t put your search on hold during this holiday season. Instead use this time wisely to out-smart the competition, get a leg up on the competition and be proactive.

Another tool to help you is our skills assessment worksheet. This is a good time to take an inventory of your transferable skills and put a plan together to get whatever skills you may be lacking. CLICK HERE to get your free skills assessment. Scroll to the bottom to the What’s New Section.

Finally, join our Job Search Networking Group on Linkedin. Over 3300 members have joined. This is an active group with a wealth of resources, discussions and articles to make sure your job search stays on track. It is FREE to join. CLICK HERE to join.

I welcome your thoughts, feedback and comments.

Brad Remillard

I’m Getting Interviews But No Offers. WHY?

This was a question a potential job search coaching candidate asked me. Although frustrating, at the same time it is a very good problem to have. At least she was getting interviews.

In today’s world just getting up to bat can be difficult, but striking out is frustrating. So what do you do if this is happening to you? Over 30 years of working with candidates and over 10,000 interviews, it is my experience that when this happens the candidate is generally making some fatal mistakes in the interviewing process. They don’t need a major overhaul. They are either doing something small, that is easy to fix, or in most cases NOT doing something that eliminates them.

After all, the hiring manager has seen their resume, often interviewed them and asked them back, and they may have even come in second place a couple of times.  So rarely, if this happens a lot, is it always experiences, skills or abilities. Those have already been taken into account. Also, as everyone knows that has done extensive  hiring, the most qualified person doesn’t always get the job. Often, and unfortunately, it is the best interviewer that gets the job. A fact candidates have a very hard time accepting.

Many candidates have this  happening to them and never really understand, “why?” The sad part is the candidate ends up spending a lot more time in job search mode than necessary. Often months and that is expensive. To help, our job search workbook, “This is NOT the Position I Accepted” deals extensively with this exact issue.

The first step in dealing with this issue is knowing the answer to this critical (yes critical) question, because if you don’t know the answer chances are very good you will never know what’s wrong, so you can’t fix it. What are the most important three words in a job search and interview? Hint, they are the same words for both a job search and interview.

If you guessed preparation, good guess, but wrong. Preparation is the outcome of these three words.

Presentation is key, and the answer. Candidates are judged so much on the their presentation that it is often a bigger factor in getting a job than qualifications. For example, I heard on a news channel that Whole Foods will not hire anyone that shows up to an interview wearing a suit. I don’t know if this is true or not, (just because it was on the news doesn’t make it true) but that is presentation. Show up in a suit, and before you even leave the lobby, before you introduce yourself, in less than 1 second the hiring manager has already decided you won’t fit in their company’s culture. They assume you didn’t research the company or you would know this.

If this is happening to you, I have found from coaching candidates that it is time to take a hard look at their presentation. This is very hard to do. It means I have to be tough, possibly risk hurting feelings, get critical, tell people they come across too casual and therefore possibly signaling a lack of energy, and for older candidates this is often interpreted as burned out or just waiting to retire.

None of these may be true. It doesn’t matter if it is true or not. It is reality. A dose of reality is often exactly what many candidates encountering this issue need.

Another issue is confidence. Too often when candidates become desperate and really need a job they are too afraid to engage the interviewer. This lack of confidence comes across as weakness. This is the kiss of death especially if you are interviewing for a manager.

You should always interview the same way you would if you had a great job and didn’t need this job. That confidence will come out. Most companies want to hire people that are leaders, and confidence is an essential element of leadership.

Join our Linkedin Job Search Networking Group along with the other 3300+ members. The discussions and articles will do nothing but make your time looking for a job shorter. CLICK HERE to join.

If you are getting interviews but no offers, you should consider reading our job search workbook, This Is NOT The Position I Accepted. It was written to get you through the interview with confidence. We will send it to you to review for just$5. CLICK HERE to get  your copy.

I welcome and encourage your thoughts and comments.

Brad Remillard

Job Search Stalled? Do What the Pros Do.

I was reading a golf magazine recently and a particular article caught my attention. It was about what one of the top pros on the PGA tour does when he gets stalled or in a slump. He simply goes back to basics. He goes back to when he first started playing golf to review if one of the 4 basics of golf have changed. He indicated most of the time this fixes the problem.

Your job search may need the exact same thing. If your search is stalled, not attaining the traction you want, or the level of traction you were getting isn’t happening now, going back to the basics may be the ticket.

Like golf, there are basics in a job search that get out of alignment. What once worked, isn’t any longer. We often blame something or someone else. Anyone who plays golf knows this and always blames the equipment for the problem. It is never operator error. If only just getting a new putter or driver would fix the problem. It rarely does, but at least it’s fun to try new equipment.

Rather than blame others it probably makes sense to first look at, “have you changed” or “have you picked up a bad habit along the way without even know it.” Chances are these have a higher probability of being the problem.

So let’s take the search back to basics.

1) Start with you.  After 3 or 4 months in a job search most candidates have gotten so much input and help they no longer know what is right and what is wrong or what they were doing well and what wasn’t working. It all starts to blur together. It may be time to stop getting input from all of these sources.

I recommend limiting your input to a few select people/experts. Preferably to those that have knowledge in the specific area of your search. By now you should have identified the experts you trust, those that have given you honest and often tough advice, those that excel in job search knowledge and/or someone that brings a unique talent to your party. For example, if you need help in selling yourself, find a sales trainer or expert in sales and ask them to help you. Try to develop  a  “Personal Advisory Board.” Some may want to be paid, but most will not.

2) Focus on what isn’t working and what is working. For example, if you are getting interviews but not the offer, chances are your resume and networking is working and your interviewing skills are what needs to be fixed. On the other hand, if you are no longer getting interviews and once were, chances are your marketing plan or networking plan needs to be looked at or redone.

Don’t waste time trying to fix what isn’t broken.

3) Evaluate the fundamentals of your search.

A) Take a look at your preparation. Consider videoing yourself, review what questions to ask in an interview, how do you prepare for an interview, have you identified the right companies and people, are you relying too heavily on the Internet, etc. This list could go on and on.  You need to be objective.

B) Has your resume changed? Has it gone through so many version changes it no longer really reflects your abilities and accomplishments? It could also be the opposite problem, it is too generic and doesn’t really sell you. It is not properly marketing you. Maybe you should talk to a marketing or sales expert for help.

C) Is your marketing and networking plan still effective or has it gotten outdated? Go back and identify more company targets, especially if your geographic requirements have changed. Make a serious evaluation about how you are networking and who you are networking with. Consider some new networking groups to get involved with, reestablish some old connections, and identify new connections that are focused in the area you need.

Stop meeting people for the sake of meeting people and comparing whose business card stack is highest.

D) Conduct and video a mock interview. Take a serious look at yourself on video. How do you come across, what is your body language saying, how do answer the question, do you actually answer the question asked or what you think they asked, do you have eye contact, etc. This can be key to those getting interviews and not offers.

Consider getting back to basics. Take a fresh start on your search to re-energize it.

Join our Linkedin Job Search Networking Group. The topics, discussions and articles will be a good place to start. Over 3300 people have joined. It is free and should be a major resource during your search. CLICK HERE to join.

Download our FREE Job Search Self-Assessment Scorecard as a place to start. It will help you identify your search strengths and weaknesses. CLICK HERE to download your scorecard.

I welcome your thoughts and encourage your feedback and comments if this was helpful.

Brad Remillard

Does Your Career Flounder and Flop Around Like a Fish out of Water?

When was the last time you thought about your career? NOT your job – your long-term career. Is your career a series of flopping around from job to job, floundering like a fish out of water – or is there a coherent, obvious, planned approach to moving your career forward?

In 5 – 10 –15 years – what do you want from your job at that point, what do you want to be earning, what do you want to be learning, what impact can you make, what will you be known for, what lasting impression will you leave upon your organization?

Is your career strategy fall into the category of “I hope my next job is better than my last job?”

Brad and I have had the great pleasure of having interviewed well over 100,000 in the last 25 years. We’ve had the opportunity to see kids come of school at 21/22 years old and who are now CEOs, company presidents, key executives. We’ve observed why some people have great careers and others fail miserably. One of the traits of top performers is that they plan their career steps and job moves carefully. They don’t jump for the sake of jumping. They don’t flop and flounder.

Here’s an exercise I would like to recommend for anyone interested in a successful career:

Take a blank sheet of paper. Make a matrix. Across the top write NOW – 5 years – 10 years – 15 years. Down the left hand side write:

Impact desired

Projects I’ll be working on (scope/size/budget/people)

Scope of responsibilities

Realistic compensation desired

Personal growth and new learning

Once you’ve completed this exercise, I would like to recommend you create a “plan of action” of how you are going to position yourself to get that next opportunity along your career path. What are the projects, steps, accomplishments, new skills you must learn and master to ensure you will be considered for the next step in your career.

Careers are not made by jumping from job to job every time a recruiter calls or you are a little ticked off at your boss and you jump onto CareerBuilder.com to see if the grass is greener somewhere else. Careers are built through a focused approach to continually asking yourself if the new job is moving you toward the next step of your career.

Brad and I explore this approach to career management with numerous other exercises in our series of products centered around our book “This is NOT the Position I Accepted”. These products include a home study job search kit, a resume kit, and other templates, audio, and useful products to enhance your career and job search. In addition, there is a wealth of FREE content on our web site for those seeking to build a strong career through effective job search.

Don’t get caught in a job that sets your career on a backwards path. Be aware, focused, cognizant of how each job in your career moves you step-by-step in your overall career plan. Don’t be that fish out water floundering and flopping around.

Barry Deutsch

Don’t forget to join our LinkedIn Discussion Group and join the discussion on effective career management.

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.

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

Considering a Career Change? Here Are Some Things to Consider.

Recent surveys and news stories are addressing the issue of how many people are changing careers due to the recession. For many this is turning out to be a very positive experience. For some it is an opportunity to do something they have wanted to do for years, but never had the chance. Regardless of your reason for wanting to do something different, it should start with an assessment of your skills and which of these skills is transferable.

Jumping into a career change is tough enough, but not knowing what skills you bring to the party and how you can leverage these skills will make the transition even tougher. Many candidates believe that just because they have a skill it makes them marketable. This is not necessarily true. You are  only marketable if a need exists for that skill. You can’t assume that there is a market, and that the market is willing to pay what you are asking.

Also, others may have the same skill, and some additional experience using that skill, that makes them more desirable.

A suggestion would be to first conduct a skills assessment (CLICK HERE to download a FREE Assessment). We suggest that you complete this, but also that others complete it for you. Those that know you the best will see your skills from a different perspective.

Once you  know what skills you have rank them. The ranking should not only be based on how strong a skill this is for you, but also if it is a skill you really enjoy using. Just because you have a skill and are good at it doesn’t mean you enjoy it. For example, you may have a skill that allows you to really get into details, quickly grasp the issue, and come to a conclusion. However, if you hate getting down into the details, have dreaded it every time you have had to do it, it may be a strong skill, but not a skill you want to base a career change on.

Next you will have to determine if there is a market for these skills, where the market is, and the value of these skills in the market. More specifically not the value as a whole, but as it relates specifically for you. You can’t forget others that have these same skills. If they have some additional or unique experiences that you don’t, then your market and value in that market is decreased.

You can do some of the market research on the Internet. Go to the job boards and search open positions seeking these skills. This will give you an indication of market size and value. For example, if 100+ job openings appear and the compensation is in line with your expectations, you are more likely to be able to make that career change than if there were only one or two openings.

Don’t ignore the colleges and universities that have majors in the functional area in which your skills align.You might even discover some additional education you need to be successful.

Finally, I believe too often candidates don’t even explore the opportunities to buy a business or start a business. I would recommend contacting a business broker and at least having a conversation with them to discover if this is a viable option for you.

Making a career change isn’t easy, it takes time, planning, and the right set of transferable skills to be successful.

Download a free skills assessment from our Web site. Go to www.impacthiringsolutions.com and scroll to the bottom to the, “What’s New” section and click the Skills Assessment link.

Also, listen to our weekly radio talk show on Monday’s at 11 – Noon PST on www.latalkradio.com

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.

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