Leveraging The Power of the First Impression Helps You Win The Interview

First impressions are so important in the initial meeting that one would not be too far off base if they argued the most important part of the interview. First impressions set the tone for the interview and often determine the types of questions, length of the interview, and ultimately the outcome. Making a strong first impression is often the deciding factor in who makes it to the next round. If the candidate makes a strong first impression they are immediately liked by the interviewer. This candidate just moved up the point scale towards the next round and they haven’t even been asked one question. On the other hand, if the candidate makes a weak first impression, the candidate starts out in the hole. This hole if often so deep  that no matter how well they answer the questions, the interviewer cannot overcome their first impression. In fact, they may have decided right in the lobby that this person isn’t getting the job.

Tips to making a strong first impression:

· Good eye contact.

· Remain a comfortable distance from the person.

· Firm handshake – even if you think you have one ask someone who will be open and honest. Many don’t, so don’t assume you do.

· Strong introduction coupled with a smile, a strong handshake and eye contact. Practice this introduction.

· Have a couple of conversational questions prepared in advance to engage the interviewer.

· The most important of all are the four “A’s.” A VP of HR at Rockwell Corporation gave us these. They are so important more than 25 years later we still remember them.

1. Appearance

   
   

2. Articulate

   
   

3. Affable

   
   

4. Assertive

Bring these four to the first impression and you will move up the scale – not down.

Study after study reveals that likability is the single most important factor used when determining who ultimately gets the job. Underestimating this is a failure of many candidates. Those that make a strong first impression will often do better in an interview than candidates with better experience.

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

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

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

I welcome your comments and thoughts

Brad Remillard

I’m Perfect For The Position, So Why Did I Get Screened Out?

Great question. Probably an obvious answer.

The easy answer is, you probably aren’t perfect for the job, at least from the recruiter’s or hiring manager’s perspective. Now that doesn’t mean you aren’t perfect. It may mean you didn’t communicate effectively as to demonstrate just how perfect you are. So you get screened out.

It has been my experience in close to 30 years as a recruiter that candidates too often ignore the competition that also claim to be perfect for the job. As a recruiter in today’s economy, we can get 500+ responses to an executive level position, all claiming to be, “perfect.” With this volume of resumes, emails, phone calls and referrals, you have to demonstrate you are more perfect than all of the rest.

The real question is, “Have you demonstrated you are more perfect than all the others?” I realize candidates generally have limited information about the position, so demonstrating this can be difficult. It isn’t possible to give every screening detail. Anyone who has hired people knows this. Most hiring managers experience the same thing. When you are looking to hire some one you too get resume overload. So how do you prioritize all these resumes, calls, emails, and referrals? Most have set up some sort of checklist to reduce the number to a manageable figure. Some things on the checklist include, industry, company size, compatibility with products, systems, organization, title, turnover, etc. This is important information that is missing from many resumes. The result is you may get screen out or put in the infamous “B” pile.

The next step might be to further read the resumes that passed the checklist to reduce the number even further. It is at this stage that you must really demonstrate that you are perfect for the position. From a recruiter’s perspective this is the point where I want to see how your accomplishments align with what the client is looking for in the person they hire to deliver the results. This is the, “So why did I get screened out?” point.

Here are some suggestions that might help you to not get screened out if you really are perfect:

1. Customize your resume as much as possible to directly align with the job. Don’t send the one-size fits all resume.
2. Your bullet points must include quantifiable results, time frame to accomplish, and be believable.
3. If you don’t know the exact expectations, some research on the company might give you some tips. If your research highlights issues, try to extrapolate how your functional area will participate in these issues and then how your accomplishments align.
4. Don’t limit your research to the company’s Web site. Look for press releases, announcements, industry trends, local newspapers, business journals, industry periodicals, and Google the company and its competitors. It will take some work, however, the pay off is not getting screened out.
5. Use a two column cover letter that compares your experience and accomplishments with what their needs are. (You can download a free sample cover letter on our Web site. (CLICK HERE to get yours)
6. Keep your resume to two pages. Don’t have so much detail that the important points get lost.
7. Make sure you have the basic screening information on your resume. Step back and be objective as to exactly how you screen resumes when you were a hiring manager with a stack of 300 resumes on your desk.

There are a lot of reasons you can get screened out, even if you are perfect. I’m convinced doing these few things will at least increase the odds in your favor. I’m sure they will increase the odds if you really are perfect for the position.

Join our Linkedin Job Search Networking Group for many more tips on helping you in your job search. CLICK HERE to join – it is free.

Our job search workbook deals with all of the issues one encounters in a job search. To review the book and have it sent to you for just $5 CLICK HERE. Readers rate this book 4.5 stars out of 5.

How To Overcome The 2 Biggest Enemies In A Job Search

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

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

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

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

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

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

This is where the tough love enters the picture.

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

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

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

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

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

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

Join our Linkedin Job Search Networking Group. It has an enormous amount of content to help your search. CLICK HERE to join.

Get a lot more help with your job search. If you have been helped by our information, you might consider checking out our book to guide you through your job search. It is available to review for just the cost of shipping $5. CLICK HERE to review it. Readers rate it 4.5 stars out of 5.

We encourage your comments and feedback.

Brad Remillard

How To Become Employed With 9.8% Unemployment

9.8% unemployment is the national average. For many states, it is even higher than 9.8%. I live in California and the number has hit double digits. This is true for many other states as well. Regardless of the rate, anyone actively in a job search knows these are difficult times. There is hope, and I believe opportunity, for many of those looking.

We have a very active job search coaching practice. The problem with many candidates we work with is, they come to us too late. They are usually out of work for an average of 4-6 months. They then expect us to be able to help them find work quickly. Sorry, we are good, but can’t work miracles, and nobody (not even us) can get you employed.

ONLY YOU CAN DO THAT.

But we can help you learn from your mistakes. The biggest problem we find with candidates is that they really don’t have a targeted, very focused approach to their search. Their fear of possibly missing an opportunity is so powerful that they often don’t see the forest for the trees. Our biggest challenge is to help get the candidates focused like a laser beam on a target and then drive to that target. In many cases this is a monumental task.

As the employment numbers get worse, successful candidates must become more and more focused. Companies today aren’t looking for a jack of all trades. They want the king or queen. If you aren’t targeted and highly focused, then it is difficult to land a position.

You have to have a bull’s-eye on the target so you have something to aim at. What is your bull’s-eye?

Here are some suggestions to help you get focused.

1. Take a step back and think if you were a specialist at something what would it be?
2. Write out a complete and very thorough job description. Most of the candidates we talk with can’t do this.
3. Make sure your Linkedin and other public profiles are focused on you as a specialist. Most profiles are generic, vague and cover every possible job function within the person’s discipline.
4. Identify a specific target list of companies, people, recruiters and service providers that can lead you to your target.
5. Identify those connectors that can put you in touch with those in number 4.
6. Identify three or four networking groups that align with your industry, functional expertise, career level, and become very active in those groups. Serve on or chair a committee, get on the board, take a leadership position and become well know in those groups.
7. Consider serving on non-profit boards. These boards will not only make you feel good, but they often have great contacts and you can demonstrate your leadership skills.
8. Build a network of 100 people that know you and your background so well that they can refer you with confidence. I use the 5 call rule. If a recruiter from 2,000 miles away is conducting a search in your geographical area  you will be referred within 5 calls.
9. Don’t ignore your unemployed peers. They are out looking for positions 8 hours a day. The employed aren’t spending any time doing this. Who do you think is more likely to come across a position that is right for you first?
10. Have the right networking tools to do the job. This includes a bio and networking business cards. Not a resume and business type business cards.
11. Finally, network with a purpose. Don’t try to meet everyone on the planet. You will only get burned out networking with little to show for it. Meet only those that can advance you toward your target. Be polite and  help others when necessary but pre-screen people before spending time with them.
12. Use Linkedin to find people and the connectors you need. This is why it is so critical to build your contacts beyond 500.

I don’t mean to imply that doing these things will guarantee you find a position right away. I do believe if you don’t do them you will be in-transition a lot longer than if you do. Having a general, shot gun approach will definitely extend your job search.

Be sure and join our Linkedin Job Search Networking group. This is important. CLICK HERE to join.

Evaluate your job search effectiveness with our Job Search Self-Assessment Scorecard. Find out what you are doing right and what you need to tweak in your job search. As always it is FREE. CLICK HERE.

Please let us know your comments and feedback.

Brad Remillard

Three Most Important Words In a Job Search Radio Show

These three simple words have the biggest impact on your job search. They can make the difference between getting a job or not. That is the power they have. If you don’t know what these are then this is a MUST listen to. We not only give you the words but discuss how to ensure you implement them. Make sure you are the one that wins the interview and then the job. We are serious about the power of these on your job search.

Download the audio at http://www.impacthiringsolutions.com/index.php/candidates/free-resources/free-audio-programs

Download a sample cover letter the gets results at http://www.impacthiringsolutions.com/index.php/cover-letters

Join our LinkedIN Job Search Networking Group http://www.linkedin.com/groups?gid=1781587&trk=hb_side_g

When In-Transition You’re A Salesperson-So Act Like One

At a recent networking meeting of fifty to sixty senior executives, all VP and C level, which included a mix of all corporate functions the following question was asked:

“How many of you are in sales?”

Only about 10% raised their hands, until someone flippantly yelled out, “We are all in sales.” The rest of the group then caught on and hands starting going up. Still, only about 50% raised their hands.

The moderator then followed-up with, “OK, what are you doing to demonstrate you are really in sales? For example, what books on sales have you read, how do you consciously incorporate sales into your search, how many have taken sales courses, courses on closing, written your resume with sales or marketing in the forefront of your mind, etcetera?”

Then he asked, “Anyone in finance and accounting, such as controllers or CFOs?” A few raised their hands.

His next comments brought the point home when he said, “So if I’m a sales professional, say a VP Sales and I’ve done a budget, I suppose I’m qualified for your job. I shouldn’t need any training, don’t need to read any books on accounting. I just say, ‘I’m a CFO’ and that makes me a CFO.”

Of course the group was snickering and laughing at such a silly statement. Yet they could all be sales people without any training. Isn’t that equally as ridiculous?

What they were really saying is, “When in-transition, everyone is in a sales role.” However, being in a sales role doesn’t make you a salesperson.

Most candidates don’t really know what it means to be a salesperson. They intellectually understand the concept, but don’t know how to take the concept and put it into practice.

Transition requires a candidate to change their perspective. Candidates have to understand that whether they call it sales or not, whether they are comfortable with it or not, they are not just in a sales role – they are a salesperson. They have moved out of their comfort zone and into a sales and marketing environment. Even salespeople don’t seem to grasp this concept while in-transition. It is for this reason that we recommend getting a sales and marketing consultant to assist you.

Just saying you are something doesn’t make you that. You need to learn how to become a salesperson. This includes, prospecting, overcoming objections, what a sales presentation is, knowing your competition and why you are better, identify why you are different from all the rest, having a sales pitch, and so much more. You need to read a few books on sales, attend a sales training webinar or course, practice your sales presentation, and get prepared just like a true professional salesperson does.

So please stop saying you are in sales and go out and become a salesperson.

Get our FREE Personal Job Search Self-Assessment Scorecard to find out if you are acting like a salesperson. CLICK HERE to download your FREE copy.

Download our FREE example of a cover letter to make sure you are selling to the what the customer (hiring manager) is really looking for. CLICK HERE.

Please give us your feedback and comments.

Brad Remillard

Advice on Personal Branding is NOT Useful

The current popular buzzword of job search personal branding has taken on an almost mythical status.  Almost every article and blog in the job search arena talks about personal branding. Yet, almost all the recommendations and suggestions are so generic that the advice on job search personal branding is NOT useful.

Good intentions – not enough concrete step-by-step tactics for your job search!

Where do you start – what process do you use?

Are there forms or templates which organize your creation of a personal brand?

What are the best practices in job search personal branding?

What works and what doesn’t work?

How do you leverage your time to create the most powerful personal brand possible?

Most of the so-called “experts” miss the most important STEP in Job Search Personal Branding:

What do you have to do before creating a personal brand? How do you specifically STEP-BY-STEP build a defining document that leads to the creation of your job search personal brand. Telling you to create a personal brand is what I term a BHAG (pronounced Bee-HAG), which stands for Big-Harry-Audacious-Goal. BHAG objectives and recommendations sound like:

Get more sales

Achieve market share

Improve Quality

Achieve the gross margin goals

Raise the number of inventory turns

Establish a personal brand for yourself

The secret behind creating a powerful job search personal brand:

Start at the execution level INSTEAD of the BHAG level. Don’t worry about having a personal brand until you’ve gone through the rigorous process of defining who you are and what you want.

What is this rigorous process you might ask?

We call it the Personal Success Profile and it is the Number ONE Step of our comprehensive job search system called the Career Success Methodology.

Thousands of job seekers who have read our new job search workbook, This is NOT the Position I Accepted (a step-by-step workbook to use the Career Success Methodology in your job search), have embraced the process of first creating a Personal Success Profile as the starting point in their job search. Every day, Brad and I receive email messages on how candidates conducting a job search have dramatically reduced the time it takes to find a new great job – and it all started with the creation of a Personal Success Profile.

Before you can develop a job search personal brand, you’ve got to go through the creation of a Personal Success Profile (PSP). This exercise in creating a PSP will help you to develop a strong personal brand, a networking plan, a targeted job search plan, and prepare for interviews. It becomes your guiding light that dictates every move you make in your job search, including how you create your personal brand.

Your Job Search Personal Success Profile defines your capability, competency, skills, knowledge, values – all the key elements a prospective employer might want to know about you. It captures the core elements of what differentiates you from your peers – part of which is your personal brand.

The PSP goes a step further in creating a definition of what’s important to you in a new job – from the type of boss for whom you might work to the type of culture in which you might flourish.  This Profile identifies what you’re willing to sacrifice in accepting a new job and what items are non-negotiable. The PSP provides the foundation for your entire job search.

Get a copy of our book, This is NOT the Position I Accepted, to learn how to create a Personal Success Profile, listen to our Audio Program on building a PSP, or use the comprehensive Job Search Home Study Kit to get a kick-start on moving your job search into high gear.

Brad and I have also discussed the need to start your job search by creating a Personal Success Profile in our weekly Radio Talk Show. You can listen and download our previous episodes to learn why creating a Personal Success Profile is the number one element of success in your job search.

If you’ve downloaded our FREE Job Search Plan Self-Assessment Scorecard as a tool to improve the effectiveness of your job search, you’ll notice that the first item on the matrix is whether you’ve developed a Personal Success Profile.

Barry

P.S. Don’t forget to join our LinkedIn Job Search Discussion Group to participate in learning how to reduce the time it takes to complete your job search, especially the discussions around developing a Personal Success Profile that leads to a powerful Job Search Personal Brand.

6 Reasons Why LinkedIn Is So Critical In A Job Search

A candidate recently asked me, “How do I find a hiring manager in a large company like Microsoft?” There are a lot of ways to do this but one of the easiest and best is using LinkedIn. When I recommended this to the candidate he completely agreed, however, the problem was he only had about 60 connections. Too few to be effective.

So often I speak with candidates that just don’t understand the value of LinkedIn as a job search tool. We constantly are sent invitations to join someone’s network only to find after months of searching they are just now starting build a LinkedIn network. You should consider building your LinkedIn networking all the time. NOT JUST WHEN IN A JOB SEARCH.

Some benefits to a large LinkedIn database of contacts:

1. People can find you. The more people at the second and third degrees of separation the more times you will show up in a search. For example, I have around 500 contacts. However, I am linked to over 5 million people on LinkedIn. When I search for a candidate that is a huge database.
2. LinkedIn will eliminate the need for resume databases on Ladders, Monster, Careerbuilder and other job boards. This is because it costs on average between 5,000 and 10,000 dollars to have access to these resume databases. LinkedIn is free. Why would a recruiter or any company pay that when we can use LinkedIn for free.
3. Resumes databases by the job boards are not pick up by Google or any search engine. These are the ones you want to make sure you show up on. LinkedIn is and you can even improve your search results for as little as $25 a month. (See prior blog article SEO Your Search On Google)
4. It helps you find the people you want an introduction to. This is very powerful. I have helped numerous people with introductions as a result of LinkedIn. On a weekly basis I receive requests indicating they found a person in my connections and would I make an introduction. I always agree.
5. Even when working this is a great tool for resources, customer contacts and introductions, references, service providers and even potential hires for you or your company.
6. On a personal basis it is a great way to stay in-touch with friends, colleagues, prior employees and networking contacts. When you update your profile they will get a notice and likewise when they update theirs.

Work hard at building your connections. Make every effort to reach that magic 500+. If you use Outlook download the LinkedIn tool bar. It makes inviting people very easy.

There are many more positives to building your LinkedIn network than there are negatives. Many have resisted. I believe this recession has proven to be good thing for everyone’s network.

If you have other ideas share them by adding a comment. Lets help everyone build a strong network.

A good way to start is building a network is making sure your profile is complete. If it isn’t start there and then begin expanding your contacts. Don’t miss the opportunity to get a high ranking on Google.

You can download for free our “8 Matrix LinkedIn Profile Assessment” tool.

Our complete job search home study course the, “Career Success Factor Methodology” is a comprehensive resource that covers all 5 steps in an effective job search. You can review the complete system for just $14.95. We will even pay the shipping and to ensure your success include in a copy of our job search workbook. To review the Career Success Factor Methodology CLICK HERE.

Get Your Profile On Google. SEO Your Search.

Leveraging the social networks is a great search strategy tactic. Facebook and LinkedIn are both vital to one’s ability to be found by recruiters, HR, hiring managers, PE firms, or for that matter anyone looking to find you, or someone with your experiences. However, a big one that is often overlooked by many candidates is Google.

Making yourself findable on Google is an important on-line networking component you should consider. One great way to show up on Google with a high ranking is the use of Adwords. By setting yourself up with Adwords anyone looking for you, your functional area, industry, or even geographical area can find you near the top of the list.

It is easy to do by just following these simple steps. In our complete job search workbook, Rebecca Gonzalez contributed an article that gives a more detailed step-by-step process with graphics to assist you. (You can get the book for only the cost of shipping $5 CLICK HERE).

Step one in getting Google to find you is to have a website (or URL) for Google to find and link to. This is easily done through Linkedin. If you have a LinkedIn profile then you have the URL. Just try and make sure the URL includes your name. To check this go to your profile and look at the public profile link. If it doesn’t include your name just edit it so it does. For example, my LinkedIn public profile URL is http://www.linkedin.com/in/bradremillard. Since my name is rather unique it was easy to use. John Smith or Mary Jones might have a problem.

Step two is setting up a Google Adwords campaign. This will require a small investment, but the nice thing with Google Adwords is that you can control the amount you want to spend each month. It can be as little as $25 a month. Go to adwords.google.com. Login and a follow the wizard. You want your name on the first line. The next couple of lines are limited but this is where you can add something about your functional expertise, industry experience and location. The URL will be your LinkedIn profile. If your profile is complete (and it should be – see below to find out) you are now very findable by anyone and everyone searching for you or your expertise.

Step three set up keywords. You should add your name and include misspellings, maiden name,aliases, nick names, etc. Don’t be shy here. This is how you will be found.

Step four is to set up your account and turn it live. If you don’t have an account it is easy to do. Once you make it live, test it. Type in your name and see if you show up on the right side of the page.

Now when recruiters, HR, or other hiring managers search your name, you will often come up in the search results. You can also see who has searched on your name.

To check whether your profile is the best it can be, download our LinkedIn Profile Assessment Tool. It is free CLICK HERE.

Join our LinkedIn Job Search Networking Group. We post new articles and free downloads daily. CLICK HERE.

If your search is stalled our “Career Success Methodology” job search home study course has everything you need to get your search going. For what most charge just to develop a resume, you can have all the tools you need. To take a look and see what is in the course CLICK HERE. (and you get the book thrown in at no additional charge).

What if Your Job Search takes 2X-3X longer than expected?

Amazing how time keeps marching forward in your job search like the sand through an hour glass. Every day, week, and month not spent conducting an effective job search drains your wallet and puts an unbearable level of pressure on your job hunting activities.

Miriam Salpeter, who writes a blog at Keppie Careers,  recently posted an article titled “What’s the Cost of Being Unemployed?”  Great article.  Miriam gave a few good examples:

If you expect a $20,000 salary, your weekly salary is $384.61 and an 18 week job hunt will cost you $6,992.98.

If you are looking for a job with a $50,000 salary, your weekly salary is $961.54 and an 18 week job hunt costs you $17,307.69.

If you are hoping for a $100,000 salary, your weekly salary is $1,923.08 and an 18 week job hunt costs you $34,615.38.

Many readers of our blog are in the $150K-$200K plus range. What’s the cost of your job search moving from a traditional 6 months out to 12-18 months?

Here’s the comment I wrote to Miriam’s Blog posting:

Excellent point about the cost of an extended job search. Most of the candidates I work with are significantly north of $150,000-$200,000 in annual income. Imagine the cost of a search that has gone from a traditional 6 months and is now approaching 12-18 months.

Here’s the irony: We provide many good products and services, like you and other gurus/experts in this field. Yet, my experience is that the vast majority of managerial and executive candidates would rather flounder around for 12-18 months at the cost of $150K-$200K instead of investing $29, $59, $99 in a proven validated product/service that will take months off their job search.

I realize folks who are out of work don’t want to spend money unnecessarily. However, like most things in life you’ve got to make a few key investments and spend a little money to make money. Most candidates we encounter have no clue what to do in an effective job search – and they’re trying the same strategies which may have worked 8 – 10 -15 years ago. Whether it’s our products/services, yours, another well-known expert – my recommendation would be for job seekers to become masters of the job search process. To do that requires purchasing audio, video, kits, courses, books, and workbooks. On top of all that great content is an extraordinary amount of FREE resources which few people take advantage of.

I just wrote a recent article on my blog about mastering the job search. My partner Brad and I will be discussing this idea in our weekly radio show on Monday.

Barry

P.S.: On Monday in our Radio Show we will release our long awaited Self-Assessment Scorecard to determine if your Job Search Plan is adequate to complete a quick and effective job search.