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

Hope is NOT a Job Search Strategy

Liz Lynch, over at The Smart Networking Blog, just posted a blog article by this very same title. This is one of my favorite phrases I use all the time in our Job Search Webinars, Workshops, Seminars, and Private Coaching.

Why do most job seekers base their job search on hope and luck?

This is NOT a strategy. Trying to “will” the phone to ring is NOT effective. Liz talked about a candidate profiled on CNN who submitted their resume over 600 times to job ads on job boards and had a response rate of around 2.5%. It’s a waste of time and a useless technique.

Yet, many job seekers continue to base their entire job search strategy on hope and luck centered around answering ads on job boards.

My experience in 25 years as an Executive Recruiter is that most candidates fall into the trap of answering ads and praying the phone will ring because of 3 reasons:

1. This is what they know and what they did 5 years ago. They are trapped in a tribal paradigm of conducting an out-dated job search.
2. They are unwilling to learn how to conduct an effective job search. They refuse to read the blogs of Barry Deutsch and Brad Remillard, Liz Lynch, Jacob Share, Dan Schwabel, Miriam Salpeter and the hundreds of other outstanding experts in resume writing, personal branding, networking, and interviewing. They don’t take advantage of the FREE audio recordings, videos on YouTube, and products and services offered by these award winning experts. I just wrote a blog post on this topic basically raising the question of “Don’t Be the One! Why is Job Search Like Playing a High School Sport?” focusing on why candidates mistakenly feel they have to go it alone in their job search?”
3. Although the techniques of conducting an effective job search are simple, the effort is intense. It requires long hours, hard work, and a disciplined approach. Most importantly, you’ve got to have a great plan and then work your plan. You can’t treat your job search like a hobby. Many candidates are NOT willing to work hard at finding a great job.

Brad and I recently released a new Scorecard to assess the effectiveness of your job search. It’s our FREE Job Search Plan Self-Assessment Scorecard. We were stunned when candidates started filling it out and sharing their “Score” with us. Very few candidates we discovered meet a minimum threshold for having a plan that will lead to an effective job search.

I challenge you to take the Self-Assessment – Score Yourself – See where the holes and gaps are in your job search plan. If you can fix these holes and gaps, you’ll be able to reduce the time it takes to find a great job.

Barry

P.S. Don’t forget to join our LinkedIn Job Search Discussion Group, one of the fastest growing job search discussion groups on LinkedIn. Learn and discuss how you can conduct a more effective job search.

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.

Don’t Be the One! How is your job search like playing a high school sport?

You’re probably wondering what your job search effectiveness has to do with high school basketball. It’s the start of the basketball season in California – be ready for lots of my corny basketball metaphors.

We have a saying on our Girls HS Basketball Team that goes like this “DON’T BE THE ONE!” This mantra we use in coaching basketball can be extended into an effective job search.

In our basketball program it means: don’t be the one that makes everyone else run more lines, do more push-ups, stay for an hour longer, or any other consequence for not living up to the expectations of the coaches.

Each of our 30 girls hold each other accountable to a higher level of standards (they hate to run). No one slacks off, cheats on drills, or pretends they are working hard. The peer pressure is intense – no one wants to prolong practice or do unnecessary work.

Many readers of our blog have probably played a high school sport. You know how the peer pressure and accountability works. However, you’re not in high school anymore. You can’t rely on your teammates. Who is holding you accountable right now to a higher set of expectations in your job search and forcing you to accept some form of a consequence for not meeting them?

I’ve been at this game (job search) for a quarter of century – I know it’s tough to conduct a job search. It’s painful, humiliating, and it requires you to do things most people just plain don’t enjoy – like networking, attending events, and asking for help.

If you are at a senior manager to executive level and not using a job search coach to hold you accountable, you could be taking 2X-3X longer to complete your job search. A good job search coaching program will keep you focused, hold you accountable, and open your eyes to job search opportunities that you may never have considered.

Are you the one who is procrastinating, not sending out regular emails/letters to your contacts, building your network with the right people, and preparing properly for interviews? You don’t belong to a team – it’s just you – so there is no peer pressure to hold you accountable. Should you be using a job search coach to help you reduce your job search by 20% – 30% – 50% compared to the length of time it’s taking your peer group?

Who’s coaching you and holding you accountable? One of the services we provide is a job search coaching program intended to leverage every available resource to help you reduce the time it takes to find a new job. Whether you use our service, or you pick another – the key is to improve the effectiveness of your job search through a job search expert.

Although I am a little biased toward our own job search coaching program, there are a number of outstanding coaches out there – many of whom I’ve referenced in our blog. Don’t procrastinate another day – find a job search coach and start reducing the time it takes to find a great job.

I wouldn’t begin to install new plumbing, code my own website, fix my own car – you get the idea.

Why would you consider “going it alone” in your job search?

This “I can do it myself approach” is what leads most candidates into a depressing cycle of not being able to conduct an effective quick job search that lands a great opportunity. Instead, for most their job search is a prolonged, cathartic, painful, protracted battle of walking a thin line between procrastination and seeing their savings rapidly evaporate.

Imagine for a moment if you could reduce the time it takes to find a new job by 1 month, 2 months, or 6 months. How much of your savings could you avoid spending if you could reduce the time it takes to complete a successful job search?

We have developed a structured process for conducting a job search. The process is called the Career Success Methodology. Thousands of candidates have applied this process to dramatically reduce the time it takes to find a new job. We have a wide range of products to reduce the time it takes to complete a job search, services to reduce your job search, and best of all – a wealth of free audio programs, templates, and other tools.

Start down the path of taking time out of your job search by downloading our FREE Job Search Plan Self-Assessment to determine if you are conducting an effective job search.

Barry

P.S.: Don’t forget to join our LinkedIn Job Search Discussion Group

Your Job Search Effectiveness is Predetermined

Liz Lynch, one of the foremost experts on networking, is a guest blogger on The Personal Branding Blog. A few days ago, Liz posted a blog titled “Prep for the Future with Lessons From the Present”

Liz wrote about why some job seekers might be falling short in their job search — and by extension – their career. Many candidates fall into what we call the “Circle of Transition” which is a difficult cycle to break where one jumps from one job to the next without an active management of their career. Frequently, they find themselves at the mercy of arbitrary management, poor job choices, and the economy.

Her recommendations, especially around building your contacts throughout your career is advice all job seekers should take to heart. It’s the focus of one of my favorite authors, Harvey MacKay, who wrote a book called “Dig Your Well Before You’re Thirsty” – a profound recommendation for job seekers – most of whom violate this basic idea.

The Job Search you are conducting right now is predetermined NOT by what you are doing right now, but what you’ve done over the last 2, 5, 10 years to prepare for this moment.

Imagine looking into the crystal ball and easily predicting how your job search and career will fare in the coming years. Liz suggests what you do now in your job, skill development, network creation, building industry relationships, is the primary element of success in your future job search. The economy will once again sour in 5, 10, or 15 years. Will you be ready or will you be a victim of the Circle of Transition.

Why do so few job seekers consider that job search and career management are efforts, tasks, and processes successful people engage in continuously (even when they have a good job) compared to those caught up in the circle of transition who only consider tasks related to job search and career management when they need a job.

Will you be the one out of work for 18 months again, or will you quickly land on your feet within months of being laid off with a great new opportunity?

Learn more about the dangers of falling victim to the dreaded “Circle of Transition”. Download our FREE Graphic Representation of the “Circle of Transition” or listen to our FREE Radio Show Broadcast.

Barry

P.S.: Don’t forget to join our LinkedIn Job Search Discussion Group and join in the conversation on how to avoid falling victim to the “Circle of Transition”

photo credit ben hayes

Job Search: On-line vs. In-Person 1st Impressions

Chad Levitt, a guest blogger at Dan Schwabel’s Personal Branding Blog posted a blog a few days ago titled “What is Your Digital First Impression?” Chad claimed that making a digital first impression was very similar to making a personal first impression. He inferred in the blog posting that when people are searching for you on google, those first few links that come back are your first impression.

By the way, Chad is an extraordinary authority figure on personal branding, particularly in networking and sales. His own blog at The New Sales Economy Blog is one of my favorite.

No disrespect intended, but I think Chad may have defined digital first impressions a little too narrow.

In a personal meeting, you typically have one chance to make a good first impression. Blow it – and it’s over. Rarely will you have another opportunity.

On-line, first impressions are radically different. Not only are your first impressions scattered across a wide array of sites, such as LinkedIn, Google, Facebook, forums, discussion groups, Twitter, and many other indexed sites/comments.

Not only is your first impression scattered across a wide variety of sites as compared to a one-time event in person, you also have the ability to constantly improve, manage, build, develop, and evolve your first impression on-line. What appears today in a Google Search is NOT what has to appear next week.

The major question is: are you continuously working on your digital first impression so that you can be “found” by buyers, hiring managers, senior executives, recruiters, and human resources?

Let’s tackle one small area of starting to more effectively manage your digital first impressions: A few months ago, we posted on our website an 8-point Success Matrix to evaluate the effectiveness of your LinkedIn Profile. The scorecard was intended to determine if your LinkedIn profile was strong enough to let you be found by hiring managers, recruiters, and human resources.

Our research around the use of LinkedIn as a Personal Branding Tool and for Job Search 1st Impressions was depressing. Less than 10% of those who took the challenge to assess their LinkedIn Profile using our Scorecard met the minimum standard for effectiveness.

If you would like to gain a deeper understanding if your LinkedIn Profile can be more effective in helping you to be “found”, download the LinkedIn Profile Self-Assessment.

Barry

Join our LinkedIn Discussion Group where we release first all our new tools, templates, and advanced self-assessments.

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).

Job Search Plan Self-Assessment Scorecard – NOW Available – FREE

Are you ready to start conducting an EFFECTIVE JOB SEARCH?

Are you ready to take time off in the race to finish your job search?

As promised, Brad I committed to release our long-awaited, deeply researched, field-tested, and validated FREE Job Search Plan Self-Assessment Scorecard.

You can download the Job Search Plan Self-Assessment Scorecard and tool by joining our LinkedIn Job Search Discussion Group. We apologize about this two step process. However, Brad I have made the commitment to our job search community to release all new scorecards, self-assessment tools, templates, and other FREE Job Search Resources into our LinkedIn Job Search Discussion Group first.

We’ve worked very hard over the last few months to put together a FREE simple scorecard and tool that can make a dramatic difference in your job search.

If you take this self-assessment and work very hard to improve your scores from “0” or “1” into the “2” and “3” levels, you’ll be able to significantly reduce the time it takes to complete an effective job search.

Not only will this scorecard help you in overcoming the Top Ten Job Search Mistakes, but it will also help you in your job search by reducing the time it takes to find a great opportunity.

Here’s a great example: If you’re an executive and the average time in this poor job market is 9-12 months to find a new executive level position, this Job Search Plan Self-Assessment Scorecard will help you cut in half the time it should take to find a new job. Imagine saving $30,000-$60,000 in reducing your job hunting time by conducting a more effective job search.

Join Brad and I on our Weekly Internet Radio Talk Show this coming Monday – August 31st – 11-noon PST on LATalkRadio. We’ll be talking about how to overcome the Top Ten Job Search Mistakes and Errors by using our new FREE Job Search Plan Self-Assessment Scorecard.

Barry

P.S.: We look forward to your comments, ideas, and thoughts in our LinkedIn Job Search Discussion Group. How might we improve this scorecard in a future revision? What insights about your job search effectiveness did you gain after spending a few minutes taking the assessment? After you take the assessment, what’s your specific plan to improve your job search?

Avoiding Age Discrimination

My last article, “Busted, Age Discrimination Reveal” I gave two examples of reverse age discrimination. As a short refresher, I was working two searches for two different companies. In both case they selected the older more experienced people, over the younger candidates with less experience. These were both very senior level positions and even the younger candidates had 20+ years experience. The older candidates had 30+ years experience.

So if age discrimination is so wide spread, one has to ask themselves, “How could this happen in two completely different companies and for two completely different positions?”

Regardless of your viewpoint as to the extent of age discrimination what is clear there are a few things you can do to help minimize it.

I firmly believe there were two major contributing factors that came together:

1. Position level: These were very senior positions and the two older candidates were not only highly qualified, but were not taking a step backwards. I am approached on almost a weekly basis by candidates claiming to be “qualified” for a search I’m doing. Yet, when I read their resume it is true they are qualified, however they are over-qualified. For example, a CFO willing to accept a Controller position, a VP Sales interested in a Sales Manager, a CEO interested in a VP level job. I’m not saying they couldn’t do the job I’m working to fill. In fact, most have done the job 5 or 10 years ago. Recruiters are looking for someone who has done the job 5 or 10 years ago. They were qualified 5 or 10 years ago. They aren’t qualified today.
2. Presentation: In what I believe is one of the most important blog articles for candidates to not only understand, but to actively implement into their job search was, “The Three Most Important Words In A Job Search.” A job search is all about the presentation. At the end of the day, the one that makes the best presentation usually wins. Couple a great presentation with extraordinary experiences or qualifications and you have a winner every time. So then what is a great presentation. The most common complaint, feedback, comment or whatever else one wants to call it for those older candidates is, “They seem like they just want a place to ride out until they retire.” or “They come across as just needing a job.” Generally, due to a poor presentation. Some thoughts
   1. If you look old you will be discriminated against. I am not known for my tact and political correctness. Don’t kill the messenger. This is a fact like it or not. In our job search workbook we talk about the 4 A’s required to get a job. Appearance is one of them. These were given to me by a VP Human Resources at Rockwell. If you don’t know the 4 A’s or know them but aren’t doing them you can get them for free, just pay the $5 shipping charge. The candidates that were hired, no one knew their correct age. They all presented themselves extremely well.
   2. Energy/Enthusiasm. Too often candidates come across burned out, desperate or tired. Their body language even communicates this. The problem is most candidates think they can mask this. FEW CAN. So few that it would be inappropriate to assume you are one of the few. I know you all know this. However, demonstrating these during an interview is a completely different thing. So if you know this, “How are you demonstrating these?” “Have you tested your demonstration to a non-biased (i.e. not your spouse or neighbor) person?” If you haven’t tested this too ensure you are sending the right energy then you may have a problem. Again, everyone of the candidates hired, the hiring manager never questioned their energy or if, “they were just looking for a place to retire.”

Granted there are a lot of other things one can do to help reduce of discrimination. I’m not suggesting these are the only two. I’m just suggesting these are the two most common I encounter.

If you think you have been discriminated against then the best way to avoid this in the future is to ensure you don’t fall into one of these categories.

If you haven’t joined our LinkedIn job search networking group please consider it. We have over 2000 members. This is a very active group dealing with job search issues. You can post your background and let 2000 people see your experiences. Click here to join.

Also we have a free download to assess the quality of your LinkedIn profile. This is one of the critical aspects to be found on LinkedIn. Click Here to get your free assessment to make sure your profile is the best it can be.

Listen every Monday 11 AM Pacific time as Barry and I discuss critical issues in your job search. You can hear us live on Latalkradio.com