6 Mistakes to Avoid When Hiring a Job Search Coach

Thinking of hiring a Job Search Coach?

It can be a good move.  A good job search coach can save you a lot of time and angst, and assist you in finding a better job faster! 

While there is NO MAGIC PILL that can get the job done in a nano-second  – as some job seekers I’ve met would like   –   there definitely are advantages to seeking the help of someone who knows more than you about finding a job today.   
A good job search coach can . . .

• Instruct you in the right moves to make and in what order.   
• Update you on what’s current in job seeking techniques, especially if it’s been a while since your last job search. 
•  Help you figure out and interpret what things mean. 
•  Just as importantly, advise you on what actions NOT to take.

A great job search coach will do even more.  He or she will . . . 

• Go above and beyond the immediate task of job finding and help you get a view of the task from the 20,000-foot strategic level, and help you plan your job search strategy, and then  
•  Get down in the weeds and identify, assess, and assign tactical moves you should make to implement your job search.

So, hiring a coach can be one of the best investments you can make in your career whether you . . .

• Need a job
• Are employed but thinking about making a transition
• Want to move laterally or vertically in your current organization
• Need a tune-up to tune into or up your interpersonal skills, career strategy, or some quality that is derailing your career. 

“I never worked with a coach, . . . ”

You may be saying to yourself that you never worked with a coach, or had a less than successful experience with one, or “It’s not rocket science - I can figure this out on my own.”  So, if you’d prefer to go it alone, that’s OK.  However, if you are beginning to think that hiring a job search coach is in your best interest, read on.

Don’t make these Mistakes When Hiring a "JSC"

A Job Search Coach  - that we’ll refer to from now on as your JSC - who isn’t right for you can cost you time, opportunities, and dollar$.  So, it is critical to find the right coach for you to avoid these costs.  To do that, avoid making these 6 mistakes when hiring your own JSC.

Mistake # 1: A Magic Pill !

That elusive magic pill . . . that cure-all that if you could only find it would make everything so much easier! Well, there isn’t one for:

●  Losing weight

●  Getting out of debt

●  Getting rich using this simple technique

●  Earning your degree in a nano-second, or . . .

●  Finding a job!

There are no magic pills to accomplish these tasks.  None are easy.  Each takes commitment, some knowledge building, and a willingness to put in the time and do the work!

If it sounds to good to be true, . . . 

Be wise and beware:  If the solution sounds too good to be true, it probably is. 

I continue to hear promotions for "jobs in 30 days," or "30+ job offers in 2 weeks," ya-da - ya-da- ya-da!  And, I often hear the flip side of “Former executive out of work for 3 years, living in their car, destitute” or “Submitted 1000 applications and never got one call back.”   When I hear either of these extremes of the job seeking spectrum, they don’t ring true. 

Trust me, after years of working with 1000s of clients, the truth is this:  If you want a job, you’ve got to do the work!  And, hiring a JSC is no magic pill to cure your job seeking ills.  Don’t have such expectations, nor hire a coach who leads you to believe that the task ahead of you is easy or quick.  Sure luck plays a part, and a job seeker can find an opportunity sooner rather than later.  But, for most, finding a job is a process that takes some time and involves:

●  Planning a strategy

●  Learning about, developing, and learning to use their marketing tools

●  Pro-active networking, leading to pro-active interviewing

●  Negotiating their offer'S' - the goal of any proactive search

●  And planning for their continued career growth!

Advice:  So, if a prospective coach tries to offer you a magic pill, run - don't walk - the other way!  Run toward a coach who initially paints a realistic picture of the path ahead and work involved in finding a job in today’s tough marketplace.

Mistake  # 2:  You’re mismatched.

It has to feel like a good fit - pretty much from the get-go!  It’s not a marriage, but it should have some of the same aspects of a good partnership.  And, you sometimes will feel that it’s a good fit before you can actually put into words what makes it so.

So, look for a coach with whom you feel comfortable . . . and this should begin from your first interaction.  Certainly, relationships in all aspects of life develop and grow, and the relationship between you and your JSC is no exception.  However, most of my clients tell me that they felt “comfortable” from our first contact, initial meeting, or initial phone call and felt, or even said that “they wanted to work with me.”  If you feel uncomfortable, beware and explore further before you commit.

Often, those in career transition will reach out to their network for a referral to a JSC.  (We JSC’s appreciate those referrals! ) However, just because a JSC and your network contact were a good fit doesn’t necessarily mean you will be.  It’s like getting a referral from a friend who raves about their doctor or hairdresser, etc.; then you meet the doctor or lawyer and it doesn’t work for you.  Referrals are a good way to find a JSC, but just keep in mind that personalities and work styles don’t always mesh.

Advice:  You have to feel a comfort factor, that also leads to confidence and trust in your coach.  I’m not talking about those feelings you get from time to time of being annoyed at your coach for pushing you to complete tasks, attend networking meetings, . . . in other words to make progress.  That's your JSC's job and they are pushing you toward things that are good for you and will get you where you want to go.  No, I’m talking about a nagging feeling you may have that this may not be a good partnership for getting you where you want to go.  If it’s there, beware and keep searching.  And, that leads me to Mistake # 3.

Mistake  # 3:   No accountability. 

Good job search coaches hold their clients accountable.  There are tasks to be done for planning, preparing, and implementing your job search.  An experienced and effective JSC is going to lay this process out for a client in the initial exploratory conversation.  

Most coaches offer an initial exploratory meeting in which they learn about you, your situation, and goal.  They provide an explanation of what’s involved in the process of finding a job and working with them.  Use this time to ask questions, and evaluate if you feel both (1) comfortable with the coach and (2) the process you’ll be embarking upon.  Listen for “To Dos” that the JSC will require of you.

For instance, I give my clients "To Do's" which need to be done by our next meeting.  Sure, most JSCs work with the client on the resume, but I actually give them assignments on not only their resume, but on development and use of their network plan and marketing plan.  We then decide upon what professional associations and networking opportunities need to be identified, attended, and followed-up.  We later assign target marketing to prospective employers tasks.  With these “To Do’s,” clients feel a sense of progressing.  I think most like it  ---  despite some whining! --  because they feel they are making progress . . . and they are!

Advice: Job search is a process.  A job seeker has to follow the process.  A good job search coach is going to make sure you do.  They will hold you accountable for what you do and what you fail to do, and they’ll not be shy in telling you about it.  If the coach you are considering hiring doesn’t acquaint you with their process for finding a job today, nor discuss the steps required, buyer beware!

Mistake  # 4:   A lack of dot-connectivity . . . or vision

Sounds technical right? . . . like something Apple or Micro-Soft would come up with?  Actually, it’s just my way of saying a “great” coach will help you connect the dots!

I recall the time a client walked into a coach’s office and emerged 20 minutes later.  I was surprised because my client meetings are rarely under an hour, and often even run over.  To my questioning look, the coach said of the client:   “He only had 2 questions!” 

Here’s the point:  Great coaches see the big picture!  They rarely stop at 20 minutes or 2 questions.  They see what they client doesn’t see, beyond the immediate questions, because they know their field and can see what’s coming down the pike.  Drawing upon their knowledge of the job search process and challenges, the client’s profession and industry, the employment market, and the status of employment in general,  they use the questions as jumping off points to enhance the questions' answer and the client’s education, as well as preparation for and assignment of more tasks.  

Advice:   "Job seekers don't know what they don't know."  But the great coach does, and will use these "teaching moments" for the client's advantage!

Mistake  # 5:   Your JSC as Your Trainer

In their hearts, great JSCs are trainers.  They get a great sense of satisfaction from seeing their client grow, develop, and win. . . . . . 

• Win at conquering their fears of networking, 
• Win at getting a networking meeting with a hard-to-reach contact, 
• Win at learning how to interview network contacts for information, 
• Win at interviews, and
• Win the job that is their dream job! 

Great JSCs are trainers who will push you to develop, do the work, and hold your feet to the fire.  The essence of their job is to train their client in the process of how to find a new position or make a transition in their current job.  Granted, due to the turbulent times of ups and down over the last few decades in employment, as well as the professional experience a job seeker has, clients come to their JSCs with different levels of knowledge about how to make a transition:

1. Some who have been through previous job searches, may only need a tune-up of their job seeking skills and knowledge; 
2. Others who have never needed to find a job before need to begin at the beginning!  

A sign of a good coach is they take your experience into account and meet you were you are.  

Advice:  Look for a coach who describes a logical, orderly, progressive approach to your job search and expects you to follow it - a sign of a good trainer.  Look for a JSC who has stories to tell and experiences to recount about their clients’ successes in following the process, as well as the outcomes for those clients who balked at having to follow the process or do the work and who were less than successful.

Mistake #6:   It’s all about sales

You may have heard it said that finding a job requires selling yourself.  It requires a job seeker to not only develop “marketing” materials that highlight their capabilities and achievement, but to use these marketing materials to develop contacts that lead to developing relationships with target organizations that could benefit from employing them.  How to go about this and then doing it is . . . Sales.

Job search is all about sales . . . 

• Knowing what you bring to the marketplace, 
• Learning the needs of organizations within the marketplace for the capabilities, education, and experience you possess, and 
• Being able to discuss with a company or organization how hiring you could help them solve their problems, fulfill their needs, and achieve growth and success.

When you are able to articulate how you can help, and back it up with proof via your achievements, you are SELLING.  It is neither pushy nor bragging.  It is using the “facts” of your past achievements to make a case for future ones that you could contribute to your next employer.

Advice:  Look for a coach who understands the fact that job seeking is all about sales.  Better yet, look for one who has actually “sold” products and/or services so they can teach you how from their personal experiences, successes, and yes . . .  failures!  Selling yourself is the essence of job search, and you need a coach who can help you do so.  The message is this, . . . if you can’t sell, it’s hard to teach someone how to make the sale and getting a job requires making the sale!

A "Smart Strategy!"
Hiring a Job Search Coach - a JSC - is a smart strategy.  It can really help you get from where you are today to where you want to be tomorrow.  But, as with all things important, Buyer Beware.  Being aware of the 6 potential mistakes you can make can help you avoid them.  It's a Smart Strategy.

____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com            AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

On having a successful year . . .

Job seeking is a tough row to hoe!  It is can be frustrating, exhausting and even painful.  Job seeker sometimes feel like they can't take one more rejection. 

It can often feel like you're spinning your wheels - peddaling ferociously and getting nowhere.



surround yourself with positive people

surround yourself with knowledgeable people

have a job search method

"Divide each difficulty into as many parts as is feasible and necessary to resolve it."
-- Rene Descartes   Brian Tracy, Feb 1, 2015

What Do You Do When You Come In Second?

Didn't get the job?  Came in second?  What can you do?  Follow-up

      It has happened to all of us!  You found a position you really like.  It feels like a great fit, and you know you have what it takes to not only do the job . . .  but to do a great job.  So, you went after it, gave it all you've got, and earned the opportunity to interview.
     The interviews went really well.  You wrote all the requisite "Thank You" letters to the entire interview panel.  You made it to the finals - it was down to three of you - all strong candidates.
     Waiting it out the week between the final interview and the company's decision was a long-n-n-n-n-g week.  And, then the call came.  You came in . . . . . . . second or even third!
So, what do you do now? 

So what do you do when you lose one?  What should you do, and equally importantly, what shouldn't you do?  There are some smart strategies to employ, and utilizing them capitalizes on the investment you have already made in this position as you approached and interacted with the firm for whose position you came in 2nd or 3rd, or even 5th or 6th!

■  What shouldn't you do?
First, let's tackle what you shouldn't do, and get that out of the way so we can focus on using your energy where it will do you the most good.
 
You lost a good job, maybe it even seemed to be your "dream job."  To say you are disappointed is understatement.  You may be feeling deflated, defeated, discouraged, . . . a little angry.

There might be a lot of things you'd like to say or do when you experience such a disappointing outcome, and you'd like to say them to not only the employer who didn't choose you, but to friends, colleagues, family . . . anyone who'll listen.  But, don't do it!  

Instead, step back, take a breath.  Yes, you do have to share your feelings of disappointment, the let-down, your anger, and maybe even maybe a few choice words.  You need to get it out.  BUT, don't do it indiscriminately or in a way that can do damage to you, your reputation, or your job search.  Do so only with a pre-selected confidante or two who will keep it to themselves, such as with:

1. A trusted adviser/colleague,
2. Your job search coach, or 
3. A fellow-trusted job seeker. 

It's really important you curb your desire to talk freely with anyone who'll listen, 

and later in the article you'll learn why.

■  What should you do?
Now, let's focus on what you should do, and a strategy that will do you the most good!

When you've calmed down and are ready, follow up with the employer with both a  
(1)  a call and then 
(2) a  letter to the employer.  
Why?  This pro-active response on your part may just pay off down the road in the employer thinking well of you, a possible referral, and even a possible job down the road.

Follow these 5 steps when you lose one:
Step 1:  Take a breath!
Literally and figuratively step back and take a breath.  You are not superman or superwoman, and when we humans experience a big disappointment, or even a small one, it can take a little time to get past it enough to begin to behave, think, and act like our ourselves.  

So take a little time for yourself - a day or a couple of days (I'm not talking about a week or month here!).  When you know you are now thinking rationally, logically, and strategically, prepare to take Step 2.

Step 2:  Call the company.

Make the call

Follow-up with a phone call to find out why you lost the position . . . never using the word "why."  Your goal is to find out what you lacked, that the successful candidate had, that won them the job! 

Here's how:

1. Contact the company representative with whom you feel you had the best rapport or are most comfortable; that will generally be either the hiring manager or a Human Resources (HR) employee.
2. Thank the hiring manager or the HR professional for the opportunity to have interviewed, saying how impressed you were before the interview, and now you are more impressed by the caliber of the organization, its mission, its team, and the work the company does.
3. Being your most humble and charming self (this will not work if you come across hostile or angry), say that you are conducting a very pro-active search for a new position, and their feedback will help you do so.  
4. Ask this question:  "While I'm disappointed at not being selected for the position, if you could provide me with some information about (or, help me understand, etc.) where I may have fallen short (or, what I lacked, etc.) it could help me fill the gap (or, remedy this, etc) so that I can be successful in my search?  I would really appreciate it!"
5. Listen:  That means stop talking! 
   
   Let them talk.  Do not interrupt.  You are now mining gold!  If you have been successful in your request, you will now get information that tells you what you lacked.  With this "golden information,"  you can now fix it!
6. Thank them for sharing this valuable information.
7. Wish them success.  "I really enjoyed meeting you, and wish you and your new employee (name the position such as your 'new marketing director') success.
8.  Offer your assistance if you can be of help in any way to them now or in the future.
9. Ask for referrals or future consideration.  Ask if they would think of and contact you if they learn of another position for which you would be qualified (inside or outside the firm), or think of someone to whom they can refer you.  Ask if they would consider you for a future position should they have a need in their own company.  And, ask if you might stay in touch from time to time to touch base.
10. Thank them again for their help -- a big, gracious THANK YOU!

■  Why should you make this call?  
It's a "smart strategy!"  You will get information about your performance that you would not get anyplace else.  Now, you have the opportunity to use this information to do two things:

1. Fill and fix your gaps.  If you are lacking a certification, credential, or skill you'll find out about it.  If your knowledge or experience falls short, you learn where.  If it was something entirely out of your control (a brand new hiring freeze or an internal candidate got the job), you may hear that as well.
2. If you DID NOT have a gap, and actually forgot or neglected to mention a required skill or knowledge you actually possess, you can use the call to inform the hiring manager or HR rep that you do indeed possess the needed quality, and hope they'll re-consider you in the future. 

Step 3:  Write a "Thank You" letter.

You now have gotten valuable information about where you may, or may not, have fallen short.  Write "Thank You" letters to the whole hiring team.

1. Thank the hiring manager, HR representative(s), other interviewers, and anyone else with whom you interacted for the opportunity to have interviewed.  State that you were impressed before the interview, and now having learned more about the firm via your interviewing experience, you are even more impressed by the caliber of the organization, its mission, its team, and the work the company does.  Note:  Personalize each letter different.  No one-size-fits-all!
2. Fill the gap.  ●  If you had a gap, mention the steps you are taking to fill it.  ●  If you actually possess the knowledge, skill, etc., mention that you do have it, and that YOU are sorry you (Get that?  YOU take the responsibility) that you failed to mention it. 
3. Wish the company, and the successful candidate, success.  Yes, be gracious and a good sport!  Write:  "While I'm disappointed at not being selected for the position, I wish you and the successful candidate (or, your new marketing manager, etc.) success."
4.  Offer your assistance if you can be of help in any way to them in the future.
5. Sell your capabilities.  Remember, this, as with all written correspondence, is a sales letter showing that hiring you brings benefits.  So, write a couple of sentences about your unique/strong capabilities that brought you to their attention in the first place, and that you look forward to utilizing these capabilities to benefit your next employer. 
   
6. Ask for future consideration should a position arise in the future, or should they learn of an opportunity in your industry.  ●  Ask for referrals.  ●  And, ask if you might stay in touch from time to time to touch base.
7. Close with a big, gracious THANK YOU!  

Step 4:  Update your team.
Don't neglect your network - where this lead may have originally come from!  These folks are on your team!

1. Let anyone who championed you for this position know the outcome.  As with your letter to the interview team, thank your champions, provide information about how the process went, and tell them the outcome.
2. Update the folks on your entire network contact list.  Skip the detail you provided your champions; simply tell them (1) that you are still on the market, and (2)  will appreciate their continued support.

Step 5:  Re-visit your marketing plan.

Take some time to take a look at your marketing plan.  Then, update your plan with new knowledge you have learned since your began your search, as well as what you may have learned from this particular interviewing experience! 

~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~

So, that's it. . . the 5 steps to follow when you lose one!  Why go to all this trouble?  Because even when you lose one, following these steps can help you reap a return on your investment as described below.

■  WIIFY?  (What's In For You?)
Question:  Why on earth would you go to all this trouble, work, and effort, and thank folks who rejected you?  In other words, WIIFY . . . What's In It For You?

Answer:  Because it's a strategy that can net you a position in the long run - either with another firm or with the firm that just rejected you!

It's a phenomenon!  2nd and 3rd choice candidates often end up with the job anyway.  Why does this happen?  Because first choice candidates often do not accept the job, or they accept but don't stay for long for many reasons, including that they don't work out, a spouse gets an opportunity requiring relocation, or their first choice company makes an offer after all.  Now, what's an employer to do?  The employer has 2 options:
     Option 1:  Start all over again, initiating a new search, requiring reviewing 100s more resumes, more interviews, etc.
. . .  OR . . .
     Option 2:  Get back in touch with their 2nd or even 3rd choice candidate, invite them to come on board, and eliminate the co$tly and time-consuming initiation of a new search.  Should the 2nd choice candidate have, by this time, accepted another position, they'll contact their 3rd choice.

Option 2 just makes good $ense!


■  This strategy works!  . . . 
I have used this strategy myself over the years repeatedly when I was looking for a job, and it produced  

It Works !

some information I would not have learned any other way. 
Here's my story:
I  once competed for a PR position in a large authority-agency in Boston.  The position required PR and management experience which I had, as well as contacts with legislators at the Massachusetts State House.  It came down to 2 of us.  It was a dream job, and I was really disappointed the day I learned I came in second!

However, after a daylong pity-party, I pulled myself back together and made the call.  The hiring manager was both sympathetic and empathetic.  I learned that my competitor had more contacts than I, and that in the end, the hiring team felt he could hit the ground running sooner!  

• I felt better - it wasn't some great default in my capabilities.  And, I learned a lot:  To pursue a similar position, I need to up my game and develop more political contacts - I would not have known that had I not made the call.

■  This strategy won't work if . . .
This strategy won't work if you sound angry or frustrated. Take it from me, one who has spent considerable time in the HR profession, companies fear employment law suits.  To a company representative getting a call from a disgruntled-sounding unsuccessful candidate for a job, it may seem like the candidate is considering an employment law suit if their demeanor suggests that they were treated in some unfair manner.

And from a practical sense, no one likes interacting with disagreeable, difficult, angry people.

So, watch your tone, plan a pleasant conversation, and you may just mine some gold that will be helpful to you in finding your dream job.

Stay visible
When you think of it, both you and the prospective employer invested a lot via the interview process.  By remaining professional and gracious, and following up thereby staying visible, you can make your investment pay a return when you follow-up every rejection with a call and a letter.  It's a "Smart Strategy!"
____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com            AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

Success . . . It's In the Company You Keep

The people around you can make or break your job search.  

“Success . . . is in the company you keep.”
 It's an old saying.  But old sayings are around for a reason . . . They make sense. It is true for practically any task or challenge you undertake, and searching for a new job is no exception.

• In fact, it is an understatement to say that the people around you – and their attitudes about you and your search – will have an effect on your search.  
• It is not overstatement to say that they can make or break your search!

So, take a good, lo-n-n-n-n-ng, hard look at the people with whom you surround yourself and ask yourself this question:  “Are they helping or hindering my job search?

If your answer is that those, or some of those, around you are hindering you from achieving your goal of finding a new job, you have some thinking to do and decisions to make: 

You have to decide 
how you will conduct and control your interactions 
with these folks during your search.

How do you tell if someone is helping or hindering?  Well, think about it. 
If you are surrounded by naysayers and people with negative attitudes:

1. Don’t you find your energy level drops and your confidence wanes? 
2. Interactions with this type person leave you doubting yourself.  
3. Your thoughts go to what you can’t do.  Your self-talk sounds something like: “Who am I kidding?  There’s no way I can get a job at _______________ or doing _____________."

Conversely, if you surround yourself with people who are generally positive about things:

1. Don’t you find the opposite occurs?  Your energy increases, and so does your confidence. 
2. Interactions with this type of person leave you thinking that you may be able to achieve your goal, and your thoughts go to what you can do to achieve it.  
3. Your self-talk sounds more like: “Maybe I can do this.  They have to hire someone, and I have a pretty good background and a lot of the qualifications.  Let me see what I can do to get an interview.”

“Surrounding ourselves with the right people,” writes Brian Hullette, Co-Publisher of VIP Seen, a southeastern lifestyle magazine covering Tennessee and Virginia, “. . . most often sets the stage for true success.”  He goes on:  “When we surround ourselves with positive people we clear away the negativity that exists around us and create more room to welcome nurturing and renewed energy.  Doing this, not only enriches our lives, but also envelops us in a supportive and healing space that fosters greater growth, understanding, and love of ourselves.”

Now, being successful in any of life’s undertakings requires a multitude of things to go your way!  No one thing is going to get you there.  Hard work, knowledge, technical know-how, strategic planning for and tactical application of your knowledge . . .  and a little luck . . . . .  are among those things that will get you where you want to go and what you want to achieve.  This is true for most things; your job search is no exception.  

But you can not underestimate the impact of the people who surround you during your search.  Their attitude WILL affect you.

• It will color how you see opportunities and whether you choose to pursue them.  
  
• It will color how high, or low, you aim . . . . or if you aim at all!
• It will affect the decisions you make and how you market your capabilities.
• It will affect the risks you take or don't take.

If you are saying "Not me.  I'm not all that influenced by what others think," I'd ask you to step back and think about the role of the job or career in our U.S. career-oriented and work-driven culture.  We define ourselves by our jobs.  For most of us, a great deal of our identity lies in our work.  Think about it:  When asked to introduce ourselves, we say things like, "I'm an engineer with ABC Company," or "I'm a 20-year veteran of the FBI, and now I work as head of security for  . . .."  That’s who we are.

But, loss of a job can shake that identity.  Loss of a job is a significant loss to most people-- it can feel like the rug has been pulled out from under us and can leave us feeling a little shakey.  Normally confident individuals lose some of their confidence and security in knowing who they are.  When that happens, others' opinions and attitudes are more apt to influence us in ways they might not when we feel secure in our jobs and ourselves.  (For additional reading, visit Maslow's Hierarchy of Needs http://www.simplypsychology.org/maslow.html.) 

The people that you surround yourself with can’t achieve success for you.  It's a myth to say, "Who you know can get you a job." But, they can greatly influence you and affect you.  They can help or hinder you in achieving your goal.

They know what's best for you
This is not to accuse the folks around you of sabotaging your search.  Their influence is apt to be far more

Everyone's got an opinion!

subtle, and driven by genuine caring.  It’s just that they believe that because they know you, they know “what is best for you.”  And, for those close to you, what’s good for you can also be “good for them.”

This is not to say that these people who are integral to your life don’t have your best interest at heart.  It is to say that their interest in you is co-mingled with their own self-interest, and therefore it is hard for them to be completely objective about what truly is best for you.  It’s hard for them to see you through an objective lens.

Ever heard any of these comments from those around you when you were making a decision?

    ●  I only want what’s best for you
    ●  If your ( Mom, husband/wife, best friend, aunt, boss, partner, fill in your own blank___________)  won’t look out for you, who will?
    ●  Do you think you’re really up for that?
    ●  I don’t know if you have the experience to . . . . .
    ●  Oh, (Alaska, Vegas, Boston, Rome fill in the blank _____________) is so far away.  We'll never see you.
    ●  What will I tell my friends? . . . That you're working for a _____________ company.
    ●  It’ll mean we’ll have to take the children out of their school and . . . .
    ●  I'm only trying to help.

And so it goes . . . 1,000,001 reasons why you shouldn’t go for the opportunity, take the job, or take a risk.  As a Career Transition Expert, coaching 1000s of job seekers over the years, I've heard all of the above comments, and many more.  These well intended and important people in our lives are “only trying to help.”  But their help often comes with a price; for job seekers, that price can be they won't seek out and go after the opportunity to truly excel, or don’t get the job they really want!

Getting advice? Ask yourself WIIFT?

Note too, that often, it is hard to argue with or see beyond these well-intended people's advice, because it often makes sense, sounds logical, seems valid.  However, the cue and clue, as with any advice someone is giving is to ask yourself “What’s In It for Them - WIIFT?” as well as "What's In It For Me? (WIIFM)".

So take a good, long, hard look at the people with whom you surround yourself during your job search.  Be very intentional about it.  Choose with great care those with whom you intend to share your job search plans and concerns. Here’s how:

    ● Be very cautious and intentional about with whom you share your hopes, dreams, goals, plans, strategy, frustrations, disappointments, fears, anxieties, and activity.  These should be reserved for one or two of your most trusted friends, colleagues, mentors, or members of your network who you know "have your back."

1. You do need someone to talk with and express your honest feelings, fears, and doubts.
   
2. You do need honest and realistic critique; look to those “who have your back.”  
3. But, making your true feelings or displeasure known casually to too many people who "may NOT have your back" can come back to bite you in the form of lost opportunities.  I've seen it happen too many times.

    ● Exert Extreme Caution when it comes to social media.  When you post it, it's there . . .  forever.  

1. Privacy screens have been known to be penetrated, and confidences revealed. 
2. Be very careful what you write in e-mails for the same reason.  
3. Try the old practice of picking up the phone, or meeting over a coffee, when you have something to say that you don't want written for all to see.   

    ● Develop a circle of trusted advisers during your job search.  Remember, it’s a small circle - could be one or two or three folks - that you know who:

1. Understand your job search goal,
2. Understand the job search process you are using,
3. Can see you realistically and objectively, and 
4. Have your best interest at heart!

    ● “Choose your friends with care - They create the environment in which you will either thrive or wilt,” writes Brian Hullette, Co-Publisher of VIP Seen.  “Give everyone the opportunity to be a friend, but share your dreams and goals only with those who value them as much as you do.” 

    ● Don’t presuppose that members of your family, or very close friends, should be part of your inner circle.  Remember, these are the folks that have a vested interest in you for their continued well being.  It doesn’t mean they can’t see you objectively, but more often than not they don’t.  Decide ahead of time "who you will tell what and how much." 

1. Sure, understand their concerns and fears for you, and 
2. Offer assurances to them that you'll find a job.
3.  Keep them informed –  at a 20,000 foot level  – with your main message being that you are making progress.  Skip the detail for the most part.
4. Look to them for sympathy and compassion.   
5. But look to your trusted advisers and/or inner circle (can be the same individuals or different people) for empathy, advice, critique, and to serve as your sounding board.

    ● Join a Job Search Work Team.  This is one of the best things you can do to go the distance during your search.  The team will keep you motivated to work at your search, especially important when you are feeling discouraged, as well as supplying leads, ideas, and critique.  

1. Find a group, or start one of your own, of fellow job seekers with whom you can meet, network, share leads, talk over strategies, and get empathy.  They truly walk in your shoes.  
2. Keep in mind that this is not a weekly “pity party.”  It is a working meeting with your fellow job seekers.

    ● Keep nurturing and growing your network.  You need to get out there to meet new people, and to meet with people who are already part of your network.  Sitting at a computer 12 hours a day, filling out applications, is not the quickest or best route to your new job.

    ● If  you have the means, working with a Job Search Coach, i.e., Career Transition Specialist, can provide you with a confidential source to share your information, a sounding board, and real objectivity, as well as current and accurate job search training in how to penetrate the marketplace.  It is the job of the coach to tell you what you’re doing right, what you’re doing wrong, and how to maximize the former and improve the latter. 

Choose wisely

Managing your job search is managing a complex project to say the least.  A lot of things need to go right for you to find a truly wonderful next opportunity.  Managing the people aspects of your search is one of those things that you need to control and do well during your search.  The people you choose to surround yourself with can help or hinder you in achieving your goal.  Choose wisely because . . . . . Success is truly in the company you keep.

"Author's Note.  I was traveling south in January of this year and happened to find this beautiful lifestyle magazine displayed in the hotel lobby of a hotel in which I was staying.  I opened it to find a Letter from the Publishers, written by co-publisher Brian Hullette, VIP Seen, about achieving success in life, and the importance of the people in your life in achieving it.  I found myself re-reading it many times, and it influenced me to write this article.  With Mr. Hullette's permission, I have quoted him in this article.  Thank you Brian."
 
____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com            AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965        

Twitter:  @AfterJobClub

"What Will Get My Resume Read?"

What will get your resume read?  What are some key things that it may be missing, or "missing the boat" on that are contributing to a lack of interest by hiring managers and few call backs from recruiters?

Here are some questions from active job seekers that may also be questions that are on your mind.  What they boil down to is this:  What will get your resume read?   Translated, this question really boils down to this one:  What makes a resume effective?

A resume should tell the reader
if the job seeker is a possible fit
without too much work on the reader’s part.

A resume is effective if it is relevant to the job applied for.  To do this, a resume needs to focus on the applied-for job’s requirements, and show instances of the job seeker utilizing the required skills and knowledge with results, i.e., AccomplishmentStatements.  If it gains enough attention from the recruiter or hiring manager to get them to want to learn more about you, and results in an e-mail or call, it’s done its job.

However, saying that and doing that are 2 entirely different things.  Here are some of the job seekers’ questions that drill down to revealing HOW to produce a resume that gets read.

Question: “How do I make my resume ‘pop’?”

This was the most FAQ at a recent Resume Review, so if you’ve been wondering the same thing, you have lots of company.  What job seekers were really asking was how to make their resumes stand out, get noticed, get read, and get call backs. 

The Answer:  Show results.

Showing the results of your efforts in the jobs you’ve held is a major differentiation between resumes that read like job descriptions and those that “pop.”  Showing outcomes of duties you performed and tasks you did in your previous [and current if you are employed] positions distinguishes your resume from the masses. 

Showing outcomes to your tasks becomes an attention grabber.  Showing outcomes of your efforts is a way to “put your money where your mouth is.”  In interviews, employers hear continuously from candidates who say that they have the skills, knowledge, abilities, aptitudes and attitudes that the employer is looking for.  Showing outcomes or results offers substantiation to your claims of competency.  It offers proof that (1) you are what you say you are, and (2)  that you can do what you claim because you have done it before, and . . . .”Here are my results.”

So, the answer is to make your resume more than a “laundry list” of duties you performed.  Offering proof via showing the results of those duties, called Accomplishment Statements, is a way to not only get your resume to “pop” but get it read.

* * * * * * * * * * * * * * * *

Question:  “I’ve spoken with 10 different people and gotten 10 different answers about what my resume should look like.  Why is that?”

The Answer:  There’s no one way to write a resume.

Writing an effective, attention-getting resume is an art, not a science.  Just as there is no one way to perform any art, there is no singular way to write a resume. 

However, . . .  And it’s a BIG “however,” . . . there are “tried and true” techniques, or guidelines, for producing a resume, that tell the story of your career in a succinct, orderly, and persuasive-enough way to get recruiters to read it, pass it along to hiring managers, and gain interviews.  These techniques include:

- Using an easy-to-read format that includes the following standard components:  career summary, professional experience, education & training, and professional associations

- A Chronological approach that makes it easy for the recruiter to gauge if you meet the job requirements

- Career or Professional Summary that makes the reader want to know more.  If this doesn’t grab their attention, they won’t read on further down the page

- Using Accomplishment Statements that show not only what you did but what you achieved.  This also “subtly” shows cause and effect thinking - a desirable attribute.

- Giving the reader - your customer - what they want.  An example:  Education generally goes on the 2^nd page of an any experienced job seeker’s resume.  However, if an employer wants to see Education up front, put it up front on the front page. . . . . Remember, your  resume is nothing more than “your sales brochure,” designed to sell the prospect on the idea that you could be the one!  If you show enough of what they are looking for, they may be sufficiently interested to decide they want to learn more about you in an interview.

* * * * * * * * * * * * * * * *

Question:  “Should my Career Summary be a paragraph or a list of bullet points?  What goes into it?”

The Answer: Either a paragraph or a bulleted list works - your choice.  The Career Summary is your “L”vator speech.

The Career Summary is that paragraph or bulletized list that appears on the top half of the front page of your resume - right underneath your header.  It provides the reader with an Overview of you as a candidate.  It should tell the reader:

- What you do, i.e. your title: “I am a _____________.”

- The area of your expertise: Your track record

- Skills and strengths - And what you achieve because of them

- Unique attributes (degrees, certifications, experience, languages) relevant to the job you are pursuing


The key to producing a Career or Professional Summary that employers, recruiters, and network contacts will want to read is to make it:  (1) Relevant to the type of job you are seeking, as well as (2) Relevant to the employer’s interests and requirements

* * * * * * * * * * * * * * * *

Question:  “How do I show 20 (25, 30, 40 . . .) years of experience on 2 pages?”

The Answer:  You don’t.

I’m beginning to sound like a broken record here, I know, but . . . what you show is experience that is relevant to the type of job you are seeking, and the type of industry & employer you have targeted. 

(1) Select from your own comprehensive “laundry list” of duties those that are relevant to each position you apply for. 

(2) Be sure you have shown results for each of these duties, i.e., Accomplishment Statements.

(3) Tweak your Career Summary to overview those selected Accomplishment Statements.

A Bonus Question: What do you do with those early jobs that relate to the position you are applying for but go back more than 10 or 15 years? 

The Answer:  Include a category with these early and relevant jobs called “Other Relevant Experience.”  List jobs with title, and relevant Accomplishment Statements.  Leave off dates.

Remember, when you are looking for a job, you are in sales  – selling the most important product or service you will ever sell . . . .YOU!  You are selling your abilities as potential solutions to employers’ problems and needs.  By identifying what makes you desirable as a potential candidate, and showing this on your resume, you “up the odds” that your resume will be read and you’ll get a call back inviting you to tell the hiring prospect more about how you might be just who they are looking for.

Best of luck with your search,

Nancy

 ____________________________________________________________________________

nancy@ajcglobal.com              www.ajcglobal.com             AJC - for Your Career Path

  Linked In:  www.linkedin.com/pub/nancy-c-gober/6/14b/965       

Twitter:  @AfterJobClub

Nancy Gober