5 Most Frequently Asked Job Search Questions I Receive

On Friday’s from 9 – 10 AM PDT we often conduct free “Candidate Open Forums.” These are conference calls open to all of our candidates, in which we discuss topics and answer questions directly from you – our candidates. Unfortunately, we are limited to 50 people on the line at one time, so often we can’t get to all of the questions submitted ahead of time via email.

We believe these are important, so from time to time in this blog we will discuss the topics and questions we, 1) don’t get to during the conference call, 2) are asked over and over again (so these are probably on your mind too), and 3) just consider important for you to know.

Remember, we are retained executive recruiters so the answers and thoughts come strictly from that perspective.

1) Chronological vs. functional resume? Easy answer – NEVER, NEVER, NEVER, use a functional resume. In my almost 30 years of recruiting I have never had any recruiter or hiring manager support the functional resume. I have also been on many panels where all of the panelists agree to NEVER use a functional resume. Functional resumes just scream out,”Try to figure out what I’m trying to hide.” See our free audio file on resumes.

2) How do we overcome negatives such as age, turnover, time between jobs, etc? We believe you address them head on. If you have a negative, avoiding it doesn’t make it go away. We have a blog entry “Preemptive Strike” which you should also consider reading. If you have a negative item, you should bring it up straight away, discuss it openly and then whatever happens, happens. Don’t assume, “They didn’t bring it up so it must not be a problem.” They didn’t bring it up because they already settled it in their mind. You need to preempt any preconceived ideas before they come into play.

3) What is the best method and frequency for following up on a resume? For us, as recruiters, we prefer via email or one of the social media forums, Linkedin or Twitter. Recruiters have reduced staff just like many other companies, while the number of calls from candidates has skyrocketed. It isn’t possible to call every person. Email allows us to reply late at night, on weekends, or even while waiting in the lobby of a client. I can’t do that with phone calls. Regarding frequency, if in fact you are dead on perfect, then after two weeks send a follow-up email.

4) With so many top level executives in the market, how do you differentiate yourself from the pack? This is the 64,000 dollar question. We believe the best answer is to have a very compelling resume which is targeted specifically to the position. A generic, one size fits all resume will not differentiate you. That is what “generic” means. In today’s market our clients and therefore recruiters, are seeking very specific backgrounds. We are not looking for the proverbial, “Jack of all trades,” we are looking for the, “King or Queen for a specific role.”

5) Is negotiating with the employer different today due to the economic situation, and if so how? There is a difference given today’s market. For example, most companies will not relocate today especially in a large market area. Also, companies tend to be closed to severance agreements. If you aren’t working, they figure there is no reason to give an agreement and they are in control. You have to pick your issues and know where to compromise. This is all part of the pre-planning process for a job search. What issues will you compromise on and which ones should you dig in your heels?

You can download a free 8 Point Job Search Plan Self-Assessment that will help you evaluate exactly what you need to do to improve your search. CLICK HERE to download.

Is your Linkedin Profile going to get you noticed. Our FREE Linkedin Profile Matrix will help you develop an outstanding profile. CLICK HERE to download yours.

Join our LINKEDIN Job Search Networking group. Over 4200 people have joined. CLICK HERE to join.

We realize not everyone will agree with these answers and that is healthy. So if you don’t agree, or wish to comment, we encourage you to do so. Just click the link below.

Brad Remillard

Job Seekers Should Stop Being So Hypocritical

For 30 years this September, as both a contingent and retained recruiter, I have listened to the complaints by candidates (job seekers) about hiring managers and the complaints by hiring managers about candidates.

Even after 30 years, as I read blog comments, or sit in a chair and listen to these complaints, I’m still amazed (yes, amazed) at the hypocrisy spewing out from both candidates and hiring managers.

I read the comments to our blogs where candidates complain about the black hole when they send resumes, they complain about how long it takes to fill a position, they complain about recruiters, they complain about not getting their calls returned, they complain that their resume doesn’t get read in great detail, they hate the 10 second resume screen, they complain about cover letters, they complain about how these hiring managers are missing qualified people, they complain that the interview wasn’t fair or too short or too long, and that the person conducting the phone interview wasn’t qualified and didn’t know the job. This list could fill a book about the size of War and Peace, or for those not into War and Peace, book seven of Harry Potter.

Sound at all familiar if you are seeking a new position?

I then listen to hiring managers, HR, CEOs and key executives who are doing the hiring complain that, I get too many resumes, I get tired of interviewing average candidates, I will get to those resumes this weekend or next weekend, the resumes don’t match my job, candidates don’t know how to interview, candidates can’t put together two complex sentences, they complain that recruiters aren’t screening tight enough, they complain recruiters are screening too tight, they get angry at the recruiter for wasting their time interviewing unqualified candidates, they rule a qualified candidate out because they didn’t like the way they sat in the chair (I’m not kidding), they rule a candidate out because his tie was not straight (No, I’m not kidding), give me a job spec so tight and narrow that they themselves (this person’s boss and direct report) wouldn’t be qualified, tell me that from a 15-minute interview this person won’t fit, isn’t assertive enough, or my favorite, the candidate isn’t a  team player (so I ask, “What teams will they serve on?” Answer, “Well not right away, but probably in the next two years.”) They also don’t like the candidate’s handshake, or for this sales position the person needs to be a real go-getter, outgoing and aggressive (so then I ask if they like being approached by outgoing, aggressive sales people and they reply, “No, of course not.”) I could fill another book the size of War and Peace with these complaints.

Then I realized in both cases,  I’m talking with or listening to the exact same person.

Job seekers become hiring managers and hiring managers become job seekers.

The problem is that when they move from one side of the desk to the other, their perspective changes, their needs change, their priorities change, and it is a whole new ball game. Hiring, whether it’s a candidate or hiring authority is “all about me” and “what’s in it for me?”  That is just the way it is. Right or wrong, good or bad, like it or not, that is the fact of hiring.

So the next time, before you complain, from either side of the desk, please take a step back, look at yourself and treat the person on the other side of the desk with the same respect you complain about.

I know, I for one, would surely appreciate it.

You can download many free tools from our Web site. Our most popular free resource is the sample cover letter. CLICK HERE to get one.

If your LinkedIn profile is just fair to average download our free LinkedIn profile assessment to help you build a great profile that gets you noticed. CLICK HERE to download.

You should also join our LinkedIn Job Search Networking group. This group had 3,900 members. The articles and discussions can only help you with your job search. CLICK HERE to join, all are welcome, and of course it is free.

I welcome your thoughts and comments. Good or bad, agree or disagree, all voices are welcome. Just be respectful.

Brad Remillard

Job Search is Taking Longer – Duh!

Does it feel like you keep falling back in your job search to square 1?

In a front page article in New York Times today, the point was made that the average timeframe for conducting a job search is now 6 months. Executive and Senior Management Job Search is typically 2X-3X the average professional job search time period.

Although this is NOT earth-shattering news, it does reflect a confirmation in a well-known publication of the obscene length of time it is taking most job seekers to find a new job.

Here’s the bad news: not only is it taking longer to conduct a job search in one of the worst job markets in the last 25 years, but the worst job market is far from over. Given what we see going on in managerial and executive hiring, if the market returns to “normal levels” within the next 18-24 months, it will be a quick recovery.

The length of time it takes to complete a job search will only increase.

Can you imagine being out of work for a year – 2 years – longer?

Forget about the difficulty on finding a job, as the front page article declares – a larger problem is the long-term financial impact. Let’s not dwell on that issue in this blog post. You can read the depressing article for more information.

I’d like to dwell on why it takes most managerial and executive job seekers 12-18 months to find a new job.

Our experience is that if you use the most common and simple best practices in job search, you should be able to cut the time it takes to find a job in half. Imagine that instead of taking 18 months, it only takes 9 months.

Simple Job Search Best Practices — we talked about this a few blog posts ago – you don’t really have to master each one – you just have to do each one! Skipping one of these best practices is what causes your job search to be a never ending quest.

We call our framework of Job Search Best Practices the Career Success Methodology. This is an integrated and structured approach to executing flawlessly against the most common best practices in conducting an effective job search.

Are you using job search best practices to systematically reduce the time it takes to find a great opportunity?

Benchmark yourself by taking our Job Search Plan Self-Assessment Scorecard.

Rate yourself on 8 different dimensions to determine if your job search plan encompasses the necessary best practices required to conduct an effective job search.

Barry Deutsch

Join us in our LinkedIn Job Search Discussion Group to discover the most common job search best practices and benchmark the effectiveness of your job search.

What are Job Search Best Practices?

Do you know the core best practices of conducting a job search?

Could you rattle these off the tip of your tongue right now?

Here’s the killer question – are you executing flawlessly against these best practices in your current job search?

If either you don’t know the core best practices and/or you are not executing flawlessly against them, your job search could be taking 2X-3X longer than necessary.

In our work with over 200,000 candidates over the last 25 years, we’ve discovered that most candidates are not up-to-speed on the latest job search best practices, nor is there an effective leverage and execution of the best practices – what’s the result of this lack of best practice knowledge:

• Mental anguish
• Burning through your savings account
• Wasting precious time on the wrong activities
• Taking too long to find a job
• Humiliation, rejection, and despair

But wait – there is hope. You can create an effective job search around the most common best practices.

Over the last 15-20 years, we’ve been continually working on and refining a simple structured approach to conducting an effective job search. We call that process the Career Success Methodology. As many of you know, Brad and I have published a book on the Career Success Methodology called “This is NOT the Position I Accepted”.

Here are the simple 5 core best practices of an effective job search and the terminology we use in our Career Success Methodology to describe each one. There are a number of job search systems “out there”.  We happen to be slightly biased and think ours is the most comprehensive. However, at a basic level – there are a few best practices that regardless of the system, terminology, or trademarked name – all have the same basic elements.

1. Introspection – this is the stage of honing what you are looking for, what you bring to the table, what will bring you joy – the ideas behind one the most popular job search books ever – What Color is Your Parachute? Before you can start putting a resume together, thinking about where to send your resume, and prior to interviewing, you must go through this deeply reflective process.

We call this best practice in job search: Create a Personal Success Profile

2. Uncovering Job Leads and Referrals – this is the blending of traditional networking with social media to cast a large net and generate an abundance of opportunities from the hidden job market – the 80% or more of job openings that are never advertised. The vast majority of candidates rely on job postings in their job search – which at best yield 15-20% of the available opportunities.

We call this best practice in job search: Develop a Targeted Plan

3. Resume and Cover Letter – This is one of the most important documents you’ll ever create – yet most candidates give this the least amount of time in their job search. Very few understand how to create an exciting marketing-oriented document that captures the attention of HR, Hiring Managers, and recruiters. The vast majority of resumes and cover letters yield a response rate of less than 1%. You cannot conduct an effective job search if your response rate is less than 1%.

We call this best practice in job search: Compelling Marketing Brochure

4. Interviewing – Very few candidates recognize that the secret to acing the interview has nothing to do with what goes on during the interview. It’s all in the preparation. The small amount of time and effort most candidates spend in preparing for interviews is a complete waste of time and is essentially worthless. Interview preparation is like preparing for a battle – was it not Napoleon Bonaparte who claimed that battles were won in the planning tents of the generals – not on the battlefields?

We call this best practice in job search: Prepare for Interviewing

5. Closing the Deal – Just because you had an interview does not mean you’re going to get an offer – and even if you get an offer it might not be appropriate for your ability and market potential. This best practice is about showing your value, keeping the process moving forward, convincing the company to extend an offer, and negotiating a great package. Many “deals” that should have come together as perfect fits for company/candidate fall apart at this stage due to poor management of the “deal closing” process.

We call this best practice in job search: Win the Opportunity

FIVE Simple Best Practices that result in reducing the time it takes to conduct a job search by at least 50%.

How are you doing against these five simple best practices of conducting an effective job search?

Barry Deutsch

Don’t forget to join our LinkedIn Job Search Discussion Group to benchmark yourself against other job seekers in their execution and application of the 5 core best practices in conducting an effective job search.

It Takes Skill to Trip Over Flat Surfaces – How to Screw Up Your Job Search

Just the other day, my son sent me a graphic he had downloaded on his ITouch. The graphic showed someone falling down after slipping or tripping. He sent this to me since many of the girls on my HS Basketball Team are constantly slipping, falling, tripping, flopping down on the ground without being within 10 feet of anyone else.

I suddenly started thinking that it takes skill to screw up a job search. How many managerial or executive candidates are stuck in a job search with no “real” prospects, leads, referrals, or opportunities? How many job search candidates have NO light at the end of their tunnel?

Conducting an effective job search is EASY – NOT Difficult – when you use best practices that are widely published and a systematic approach, such as our Career Success Methodology.

How many job search candidates have failed to conduct an effective job search when the quality and quantity of great ideas, best practices, and creative solutions are staring them in the face?

NOT taking advantage of the wealth of content in published materials, templates, audio programs, video demonstrations, and other tools is like “slipping on a flat surface – it takes real talent!”

Brad and I have been very active in the recession providing free audio broadcasts of our weekly internet show, samples such as cover letters and resumes, and templates such as our scorecard to determine if your LinkedIn Profile is effective in catching the eye of recruiters, HR professionals, and hiring managers.

Do you take advantage of these tools, tips, techniques, and best practices. Do you strive daily to improve the way you conduct your job search?

OR are you basically conducting your job search in the same approach that you started with 9 months ago?

The materials we offer in our FREE Resources is but a small microcosm of the wealth of great ideas, suggestions, recommendations, and content available to improve your job search.

WHY DO MOST CANDIDATES REFUSE TO LEVERAGE GREAT BEST PRACTICE CONTENT IN JOB SEARCH AND FEEL LIKE IT’S ONLY EFFECTIVE IF THEY THOUGHT OF IT FIRST?

We would love to hear your thoughts and ideas on why your stuck in a rut of using outdated and ineffective methods to find a job when the path to your next job is staring you in the face.

Respond with a comment regarding:

What’s your favorite source of job search related information?

What’s the most recent new piece of learning you’ve gained regarding your job search?

Where do you turn to on the Internet when you need an answer to a job search question?

Who do you follow that blogs great content about job search?

What information can you NOT find on the Internet regarding your job search?

STOP Tripping over yourself in your job search.

Make every day a day in which you learn at least one new thing to improve your job search effectiveness!

Barry Deutsch

Don’t forget to join our LinkedIn Job Search Discussion Group where you discuss best practices and identify new areas of learning and growth to conduct an effective job search.

Job Search 2010 Get Started On The Right Foot Part 2

In Part 1 I discussed the need for getting an accountability partner and what an accountability partner is. This article will be about what an accountability partner should do to help you.

A good accountability partner can make a major difference in one’s job search. I have seen people spend months looking, but once they engage an accountability partner their search takes off. You can call this coincidence if you want, I did for a while until I saw it happening over and over, and the people using the accountability partner were giving them the credit for their success.

So what should an accountability partner do? Here are some of my thoughts, and please add your thoughts and experiences in the comment section so others will benefit.

1) Accountability. Sounds obvious doesn’t it, but this is the main goal. A good accountability partner will hold your feet to the fire.  First and foremost, they will hold you accountable to do what you say you are going to do.

2) No Excuses. They will listen intently to your excuses and then hold you accountable to what you say. A good accountability partner knows the difference between excuses and real road blocks.

3) Empathy Not Sympathy. Accountability partners  understand the emotional  ups and downs. They understand  your feelings but don’t become emotionally involved or attached.  They can separate their feelings from yours, which allows them to stay objective.

4) Listen Well. They know when to let you blow off frustration and vent. They recognize this is part of the process. However, they don’t let that get you off your plan or off track. They will still bring you back and hold you accountable to what you say you need to do.

5) Help and Guidance. Most job searches get stalled at some point. An accountability partner has the experience and knowledge to help you redirect your search. They have the experience to recognize opportunities you, the candidate, may never have thought of or when you are just not doing something effectively.

6) Tough Love. A good accountability partner is not there to be your friend. Get a dog if that is what you want. They are there to give you tough love when needed. Sometimes even make you angry or embarrassed if you aren’t delivering what you said you promised to do. They call it as they see it. Would you really want anything less?

7) Willing to Meet Regularly. They will meet you at least weekly to discuss progress and lay out a plan for the following week and month. If your plan is weak, they will push you to improve it. They keep you on schedule and on track. They will take your calls and reply to your emails. Yes,  it is a lot of work and time.

These are some of the key functions of an accountability partner. It is not by any means a complete list. If you get these in an accountability partner  you will be off to a great start in 2010.

Please add other key functions that you think are important or have benefited from in the comment section. We welcome and encourage your thoughts, comments and input.

Join our Linkedin Job Search Networking Group. 3400 other people are benefiting from the discussions and articles. CLICK HERE to join, it is free.

Turbo charge your search in 2010 by evaluating its strengths and weaknesses with our FREE Job Search Plan Self-Assessment Scorecard. This will help you and your accountability partner get your search started out right. CLICK HERE to download your scorecard.

Need a great cover letter? A free sample cover letter that has proven to get you noticed is on our Web site for you to use with your resume. CLICK HERE to download yours.

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

Brad Remillard

How To Leverage Your Network And Get Others To Help You

Most everyone in the market is out doing all the networking they can. Sooner or later they will hear the saying, “Networking is about helping others.” or “Networking is giving before getting.” Both are true and critical to a successful networking process.

But what exactly does this mean? How do you implement this concept?

My experience has been that most are more than willing to help out when asked. Most will make introductions when asked. This is great, but there are other things one can do to give and help others. Even when not asked.

I think one of the best things you can do is share information. My partner Barry and I try to do this daily. We post articles so others can read them and benefit from our 30 plus years of experience. From time to time we will get an email thanking us. In fact, I received one today which was the catalyst for this article.

Here are other ways you can help others.

• How often do you forward articles  you found helpful to your network?
• How often to you post the link to your Facebook page allowing all your friends to benefit?
• Do you post the discussion or forward the article to your Linkedin groups?
• Do you share it with your Linkedin connections?
• Do you Tweet and include the link so all of those following you can benefit?
• Do you make announcements at networking meetings about how you benefited from this article?
• Have you passed along YouTube videos that you found helpful?

Do you do this? Do you do it on a regular basis out of habit?  Or like many, do you  just read the article and never think about proactively helping others? If you benefited from it so will others.  Just one right tip from you, one article reaching the right person at the right time, may help them land an interview or even a job.

Sharing information is just as important as sharing leads. I could make the argument that it’s more important. Leveraging your network by helping others, makes others want to help you. People generally want to repay those that have helped them.

It is also a tremendous way to keep in touch with people without bugging them. You are helping them and they will appreciate it. So stop worrying about bugging people in your network, instead start helping them by passing on helpful and informative information.

I would like to challenge you to not wait until people seek your help, instead be proactive. Send them information you find helpful so they can benefit. I bet you will start getting emails thanking you for helping.

What a great way to be branded as a ” giver.”

I think this is an excellent way to continue to engage your network and at the same time help others.

Isn’t that what true networking is about?

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

For lots of articles and great discussions to start sharing, join our Linkedin Job Search Networking group. CLICK HERE to join.

Download our free sample cover letter that is proven to get results. If you like it, you can share it with others. CLICK HERE to download.

Build a compelling Linkedin profile to  help  you get noticed by recruiters and hiring managers. Our 8 Point Linkedin Profile Assessment Tool can help you. CLICK HERE to download yours. Then share it with others that don’t have a compelling profile.

Brad Remillard

Job Hunting Three “P’s” Will Change Your Results

In my recent article, Job Stalled? Do What the Pro’s Do, I discussed how when things aren’t going well or when results have changed, it may be time to get back to the basics. Take a look at what has changed from the past, reevaluate what was working and what wasn’t. Most processes have certain basics that must be followed. If we get away from these basics things go sideways.

One of those basics is following the three “P’s.” You can’t get much more basic than these. Take an objective look at  your search and see if you are effectively implementing these in your search.

1) Presentation. I harp on this all the time. Candidates so often down play this or take it for granted. For some reason candidates just don’t focus enough energy here.  This is the most basic of basics. Remember the most qualified person doesn’t always get the job, but the person with the best presentation and some minimum level of qualification will often get the job. PRESENTATION, PRESENTATION, PRESENTATION is the place to start.

Start with  your resume. How does it present you and your accomplishments, experiences and skills? One big presentation error we regularly find, and also one of the biggest complaints by other recruiters, HR and hiring managers is  that resumes leave off very important and vital information for the reader. Is yours doing this?

Video your interviewing presentation. If your body language, hand motion, voice inflection and eye contact is weak work on getting help to fix these. Again, very basic but one of the most overlooked problems by most candidates.

2) Preparation. If the presentation is working, now it is time to start preparing. This is a big job and again so often taken for granted by candidates.

Prepare your marketing plan. Are you in the right networking groups? Maybe it is time to change the groups you are attending. Are you meeting the right people? Look back over the people you met with in the last 3 months and evaluate who and what types of people have been helpful and those that didn’t provide any assistance. Identify companies and people you want to meet. Set up a plan to meet them. If you contacted a company 6 – 8 months ago things may have changed, so consider reconnecting or finding another way into the company.

If you haven’t video recorded yourself in a mock interview,  I promise you it is time to do this. Before you do, prepare yourself for what you are about to see. Most don’t like what they see. Have someone else with you when you view the recording. This person needs to be someone who will be objective and honest. Listen to the constructive criticism.

3) Practice. This is probably the most important of the three “P’s.” Everyone has heard, “Practice makes perfect.” Well that also applies in a job search. Practice your body language. DON’T JUST THINK, “I now know that so I won’t do it in an interview.” Of course you will, it is your nature, and with all of the other distractions in the interview you don’t need one more.

Practice exactly how you are going to answer the standard questions asked in just about every interview. If you don’t know them, our book, This Is NOT The Position I Accepted, has a list of the most commonly asked questions in an interview. You can get the book now to review for just the cost of shipping $5. Might be worth it. (CLICK HERE for details).

These should be so well rehearsed that they come off as if it is the first time you answered the question.

Underestimating these three “P’s” is a fatal job search mistake most candidates make. They either take them for granted or will read this and say, “I already know this,” then go back and do the same things they have always been doing. For this group I highly recommend looking up the definition of insanity.

Join our Linkedin Job Search Networking Group. Over 3300 members and lots of articles, discussion and resources for you. CLICK HERE to join.

For help with your job search take a look at our University. All the support you need is available to jump start your job search. CLICK HERE for details.

Get a free chapter from our job search workbook, This Is NOT The Position I Accepted on the phone interview. CLICK HERE to download.

Job Hunters Searching For Help In Too Many Places

There are so many places to go today for help with your job search it is hard to know what is right, who is the best, what advice you should follow, and if you are doing things effectively. Everybody has a different opinion. Should you use Twitter, how much time to spend networking, do you need to change your resume, is your cover letter the best, what do to in an interview, etc.

What’s a candidate to do?

It really isn’t all that difficult to figure out. The answer is simple. It isn’t any different than other decisions you make, whether buying a home, buying a car, selecting a plumber or contractor, or what finance company to use.  You first decided what you needed (that was what YOU need), you then do your homework, seek out an expert in what you need, ask for referrals, if none are available you want to test drive the product or review their work, then  you decide.

Do the same in your job search. Filter out all the distractions. There are a lot of very good experts out there to help you. You just need to get the one that will work best with you and what you need in your search.

Some filtering ideas:

1) Identify exactly what you want or need help with. Don’t let some one else try to sell you on what they have to offer you. If your resume isn’t working, get an expert to help you with it, if you are getting interviews but not offers focus on that, if you are not familiar with using the Internet in your job search get help there, and if this is your first time looking in a long time you might need help with all aspects of your search.

2) Do your homework. Look around at what others are doing. Pick a book that has a reputable author. By reputable I don’t mean just because they wrote a book they are experts.  Review that authors background. Are they an expert in what you need? What makes them an expert? What accomplishments do they have similar to what you need? Ask for referrals. Read their book. Does it align with what you are seeing in the market and from other candidates?

3) Ask others for referrals. Who do they use to help them? If you don’t have a person to ask go on-line. In today’s world you can check out people and their credibility very easily. For example, if my partner Barry Deutsch or myself were referred to you or you simply wanted to check us out, all you have to do is Google our names. Look us up on Linkedin. There is adequate information out there on us and our firm for you to decide if we are credible and provide the services you need. It is the same for any expert in the job search business today. If that information isn’t available – run.

4) Can you test drive their services? Once you identify one or two people, due your due diligence. Can you test drive their products, can they provide examples of their services, can they produce a prototype for you, ask them for suggestions and decide if these make sense. Is the person responsive, have references, will they work with you as opposed to you working with them?

5) Then select the one or two experts you feel will best benefit you and work with them. Use them and abuse them. Forget about all the distractions out there. This is the best person for you and that is what works. If for some reason it doesn’t, then start the process again, just like you would with any other product or service. If you don’t like your banker, doctor, financial advisor, CPA, or the person doing your taxes, you move on and find someone else. Why should it be any different in a job search?

You should join our Linkedin Job Search Networking Group. It is free, has over 3300 members and an extensive amount of resources for you. CLICK HERE to join.

You can also get a FREE sample cover letter to help you. Over 2000 people have downloaded this. CLICK HERE to download yours.

Finally you can test drive our job search workbook to see if it is right for you. We will ship it to you for only $5. It is FREE for you to read and check out to see if it is right for you. We practice what we preach CLICK HERE to get yours. Readers have rated this book 4.5 stars out of 5.

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