For Job Seekers

Being A Free Agent

True story: I know a mid-level executive who always carries his resume around with him at work. He has one of those leather portfolios with a pocket on the left and a pad of paper on the right — his resume is always up to date and snugly displayed in the left pocket. Crazier still, he urges the employees who report to him to maintain a similar state of readiness.

He tells them, “I hope you’re out there interviewing.” And, “I know what your options are — I hope you do too. I want you here working for me because this is exactly where you want to be.”

Sounds extreme, but it makes you think. Is your resume even up to date? Is your current job the one you want to be in? Do you really know what your options are?

A friend recently told me that anytime he felt like he had lost his focus at work, or felt discouraged, he lined up a couple of interviews. It reminded him that his his options were broader than the issues he faced every day from 9 to 5, and that he had real market value, even if it wasn’t always appreciated at work. In spite of that, he liked his current job — for him, interviewing was more about putting his current job in perspective.

I’m not advocating job hopping. But if the only reason you are at you current job is because you feel trapped or you don’t know what else might be available, testing the waters may be just the solution. Chances are you’ll stay where you are, but with a new sense of purpose and value — what’s the downside to that?

(In truth there is a potential downside: most employers are anything but tolerant of their employees openly seeking other employment opportunities. But it’s generally possible to network discreetly. Many employment Web sites let you review job opportunities and apply to specific jobs without widely revealing your identity.)

In his book Free Agent Nation, author Daniel Pink draws a picture of employment in the emerging economy that suggests the ideas in this article are anything but radical. Some powerful trends are reshaping the employment landscape, including the demise of the implicit “long-term employment contract” underlying traditional employment. A predicted shortage of skilled workers and the unprecedented efficiency the internet creates in matching workers and jobs contribute to the vision of a future in which we are all essentially independent contractors: forever finding, negotiating and completing specific employment tasks.

A lot of workers are already there — freelancers, contractors, small office/home office entrepreneurs and a variety of other non-traditional workers. One reality these pioneers embrace (the successful ones, at least) is forever seeking new opportunities, new connections, new partnerships. They conduct ongoing market reconnaissance, and a never-ending campaign of personal branding. Isn’t a commitment to keeping your resume up to date (and continually interviewing/networking) a small but effective start in this direction?

Your Least Favorite Part of Job Hunting

I'm a really big fan of career coaches. I think that everyone, including veteran recruiters, people who have spent years interviewing (and even career coaches themselves) need that objective advice in their corner when they start job hunting. It's much like smart doctors and lawyers: they don't treat or represent themselves, for many of the same reasons.

Having said that, after years of counseling job seekers, I have come to the conclusion that each one knows what the most important issues they face are. In other words, on some level, I think that most job seekers know what their weaknesses are -- what they need to improve to get more interviews, job offers, etc.

Now, the human psyche being what it is, I think this knowledge is usually disguised. It usually takes the form of the aspects of job hunting that you are especially uncomfortable with. For example:

• You know your resume needs some work. You haven't gotten around to it, you seem to be good at not getting around to it. You tell yourself it isn't that important.
• You hate using the phone as a job hunting tool. Email has really assisted job seekers with this particular problem, insofar as they can pretend that copious volumes of email are an acceptable alternative.
• You avoid networking, in any form. If God wanted us to network, he never would have created employment Web sites, right?
• Interviews are painful for you, like getting teeth drilled.

The human psyche, again, is great at obscuring our particular shortcomings. (At least, to ourselves.) We are, after all, masters of rationalization. So much so, that the following is inevitable... When we're job hunting, we work the aspects that we're good at and comfortable with. If we aren't having any luck, and we fail to connect that with the problems we're well aware of, deep down.

So, the second best advice I can give any job seeker is to get professional support. The best, however, is to hunker down, look inside, pick the part of job hunting that gives you the willies ... and passionately devote yourself to it. If you hate the phone, pour 90% of your time and energy into working it. If interviews are difficult, set up as many as you can until you work through that. If you can't confidently say your resume is extraordinary, don't do anything else until it is. And so on.

Only 3 Out Of 14 Applicants Can Read?

The job posting for one of our open positions clearly lays out the experience level we're looking for and the salary we're offering, as well as the fact that it's an entry level position. Only three out of 14 applicants have indicated an experience level and salary requirements that are even in the same ballpark as those spelled out in the job posting. The rest .. I wonder what they're thinking?

Over-qualified? Under-qualified?

When employers post jobs online these days, it is amazing how many applications we get from job seekers who are clearly over- or under-qualified. Applying online makes it so easy, job seekers obviously think they may as well toss their hats into the ring for any job. Generally, this is a big mistake: it is quite simply a waste of your time and the employer's.

For all intents and purposes, over- or under-qualified = unqualified.

Having said that, if this is the challenge you face with respect to a particular opening, you have one slim chance. If you can convince an employer that your level of relevant experience is commensurate with what they are looking for, they may overlook "chronological discrepancies." Here's what I mean...

If you are overqualified, you can try to position yourself as having limited experience in the exact area I'm looking for -- corresponding to the desired experience level. Let's say I want to hire a web marketer with 4-6 years under their belt, and you have 10 years of general marketing experience, 4-6 of which have been in web marketing. If you can convince me that you have 4-6 years of web-specific experience, and it's what you want to focus on, I may consider you. Of course, you will need to overcome my suspicion that your ambitions (and salary requirements) are beyond what I'm looking for. Note that I may even appreciate the other experience/skills you bring to the table -- but I don't want to pay for them, and I don't want to worry that they mean your interests are off-target.

If you are under-qualified, the challenge is even greater. You need to convince me that you have either accumulated an extraordinary amount of experience in a limited time, or that the peripheral experience you bring to the table (perhaps volunteer work) makes up for the fact that you fall a few years short of what I'm looking for.

Frankly, both are a long-shot. Chances are, employers will take one look at your resume and discard it. My best advice, for circumstances like these, is to network your way to meeting the person who's hiring. They may be more inclined to at least consider the possibility that you are the right candidate.

There Are Two Approaches To Finding Good Jobs, And You Probably Aren't Using The Better One

The vast majority of advice in this blog is for job seekers who follow the common path towards job seeking and career advancement: they search for jobs. There is a second approach, however, one that has significant advantages. The second approach -- which recognizes that recruiters and employers often search for candidates -- is to focus on being findable rather than focusing on searching.

Job seekers immersed in the first type of job search often reject the second as ludicrous. After all, if you generally can't get employers to respond when you are knocking at their door, the idea that you could become the object of their recruiting efforts may seem dubious. It really can happen, though. In fact, it happens every day. Before I extol the virtues of this approach, I will admit that it is a slow way to find a job. If you currently need work, it's too late to start planting the seeds that make this approach work.

We could call this second approach the passive approach, except it's anything but passive. It requires recognizing all the ways that employers and recruiters search for candidates, and making yourself into a highly-visible target with respect to as many as you can. Before we look at some specifics, here's why you should definitely consider making this a real part of your career development/job seeking strategy. There is a very common notion among employers and recruiters that candidates who come knocking on their doors are not the best candidates. It is the candidates they have to track down who (employers believe) are the best candidates. Here's why: they think that candidates who aren't looking must be happily employed because they are very good at what they do. Whether you agree or not, this is what employers believe!

Let me expand on this a bit. Not only do employers and recruiters consider this the best of way of finding the best candidates, but it is increasingly considered a best practice. The various demographic trends leading to a war for talent will further reinforce this recruiting technique. Having said all that, if there is one truism regarding the habits of effective job seekers and employers, it is simply that a diversified approach is always best. So, as a job seeker, use this second approach as a supplement to active job seeking, such as working employment Web sites.

The first step towards making yourself findable is recognizing how employers will look for top talent. Let's cover the four primary methods:

1. They will ask around. They will ask other recruiters, they will ask subject matter experts, and if they still haven't found the right candidate, they will ask anyone else they can think of. How to be visible: this is where the sum total of your networking efforts (or lack thereof) will pay off (or not). Danger: do the people who know you really know what you do? Will they say positive things?

2. They will surf the web using keywords related to the opportunity. How to be visible: Blogging, writing articles and being written about are some key ways to be findable. The extent to which that is true, of course, is the extent to which your can be located with the keywords related to your field (especially "what's hot" in your field.) Participating in events or groups (speaking to a group, sitting on a board) are also great ways to get web visibility, since generally participation will be mentioned on web sites. Danger: is it OK for recruiters and prospective employers to read everything that is written by or about you?

3. They will turn to online social networks. Point #2 was really about getting mentioned in web content (or creating web content that shows your knowledge). This point is about participating in social networks, and working them to expand your web of connections. How to be visible: sign up & build your network before you need it. Make sure your profile positions you in a positive and appropriate manner, using the right keywords!

4. They will attend relevant local events. In many regards, recruiting is like dating -- nothing takes the place of meeting someone face to face. Meeting a recruiter in person at a relevant event and making a positive impression is worth far more than the most perfectly crafted cover letter! How to be visible: attend events. At each event, make a point of meeting two or more people. Make a strong enough connection that they might think of you next time they hear about a suitable job opportunity.

Unfortunately, recruiters and rarely do a very good job when it comes to searching for candidates. So, you may really have to work all four of these fronts to start getting noticed. If advancing your career is important, though, it's energy well spent!

Ignored? The Problem Cuts Both Ways

Isn't it frustrating when you submit an application for a job, or send a resume, and you never hear back?

It may surprise you to find out that employers experience the same thing. You wouldn't believe how often we respond to an applicant and never hear back from them. It's also far from uncommon for a candidate to accept a position and never start -- sometimes they don't even let employers know that they changed their minds. They just don't show up.

It's unfortunate, but the problem cuts both ways.

Job Search Follow Up: There’s a Right Way and a Wrong Way

By Wendy Terwelp, Career Coach & Personal Branding Strategist

When I was a recruiter, candidates sometimes called our company a few times a day asking if we found anything yet. Sometimes it was once a day, every day during the week. Interestingly enough, these were for all levels of positions, including high level positions (I specialized in IT and sales exec roles).

This extreme follow up is annoying and definitely the wrong way.

Just met with an executive recruiter this past Friday and again annoying versus professional and persistent follow-up techniques came up in the conversation.

What’s the right way? A value-focused phone call that leaves the employer wanting more.

Old way: “Hey, just checking in to see if you received my resume.” BORING.

Instead: “Wilamena Herzog, it’s Fred Smith. I’m calling to see if you had a chance to take a look at my resume and to mention I am very interested in the sales position. When I researched your company, I saw that you sell the XWY Widget 1000. This is a core area of my expertise. In the past year, I sold more than $1 million worth of this product. I’d like to do the same or better for you. Please give me a call between 2 and 4 p .m. Tuesday and I’d be happy to answer any of your questions.”

Using this strategy, you indicated your value, interest in the position, AND the best time to reach you. This technique also helps avoid playing phone tag.

When following up with recruiters, Laurie Purcell of Key Search recommends contacting recruiters no more than three days after emailing a resume. She recommends waiting no more than one week before following up with employers.

Challenge: Check your list of targeted employers. Have you followed up? If not, make a call or send an email. Be sure to communicate your value, interest, and best time to be reached. Stand out from the crowd.

Taking Advantage Of Job Seekers

Businesses that prey on the vulnerable really irk me. Since many job seekers are desperate to some degree, they can be vulnerable. So, of course, there are businesses out there that take advantage of this fact.

Let me tell you about one of them, and share what you need to know to avoid being taken to the cleaners.

First, this slimeball company advertises as if they were an employer actually hiring. What you should know: If you "apply," they get back in touch with you promptly and invite you to come meet them. They'll pretend it's an interview, but if you fall for it, you'll be setting yourself up for a sales pitch with all the appeal of a vacation time sharing presentation.

Second, they will tell you that they have a special powerful way of getting you hooked up with top executives in town. What you should know: this claim is actually legitimate: the magic technique is called networking. Anyone who knows people holds a similar set of "keys to the kingdom."

Third, they will offer to help you with your interviewing skills, resume, etc. What you should know: this is great -- these are very useful skills. There are many other experts out there who can help you with these skills as well, for a lot less $ -- see next item.

Finally, the kicker. These scumsuckers will ask you how much you think you're worth a year (i.e., what you think your salary should be). Whatever you say, they'll laugh and say "come on, really .. someone with your talent? How much do you really think you're worth?" They will push you up as high as you'll go. They will take that number, then, and base their fee on it. Let's say you go as high as $100k, and they shoot for 10% -- that's $10k you'll pay for services that any self-respecting career coach would offer for much, much less. What you should know: if you have this much extra money sitting around, drop me an email. I can help you redistribute your wealth even faster.

Ignored? Don’t Take It Personally

I recently read a career advice column featuring a job seeker who wrote in to complain about employers who didn’t respond when she applied. Anyone who is currently job hunting may be able to relate, as this has become a common occurrence. Without defending this discourtesy, the following insights may help you understand why it occurs. And the more you understand about what’s happening on the employer’s side of the fence, the better you can adapt your job hunting strategies.

Why do candidates (even those who have interviewed) and resumes often get ignored?

1. Today’s job market is flooded with candidates, and the web makes it so easy to apply for jobs, quickly and in large quantities. Candidates “mass market” themselves. Back when employers got a dozen applications for an opening, it was feasible to respond personally to each. Now that employers often receive hundreds of applications for any position they post online, that is no longer true. You wouldn’t believe how often candidates give inaccurate or confusing contact information! Some examples… The resume and cover letter list different phones numbers. Or, a call to a phone number listed on a resume leads to a voice mail under a different name. Another common occurrence is that a call to the candidate is answered by an uncooperative roommate. Then the real topper — candidates who provide their phone number at their current job, even though their job hunting is secret. When called, they can only talk at a whisper, or they panic altogether. As far as other methods of contact, such as email and postal addresses, many online submissions lack the necessary info, or it’s wrong. This is what employers are up against. So, they get a little callous about following up and responding to every applicant.
2. Many employers have developed special internal processes to accommodate the flood of applications they usually get when they post a job. These processes aren’t designed to provide good communication with candidates, and they don’t. Rather, they create a one way flow of resumes through an initial screener to the executives who make specific hires. This means there is no single individual responsible for follow-up. Once the “screener” approves a candidate and passes a given resume along, he or she doesn’t know what occurs after that. And the executives who receive the pre-screened resumes have no relationship to the candidates (after all, they haven’t yet met them) so they have no sense of ownership or obligation to follow up with candidates.
3. Many employers have no set timeline for hiring, at least with regards to some openings. Even with the semi-promising candidates they interview, they never really decide not to hire them. Instead, they just never actually decide to hire them. It’s like window shopping: you may see many things you tentatively consider buying. In many cases, you never get around to making the purchase, even though you never actually decide “no, I’m not going to buy that.”

I’m not justifying the practice of leaving candidates in the dark — just explaining why and how it happens. This article hopefully sheds some light on what’s happening inside the “black box” of the employers you apply to or interview with. Hopefully, knowing this will help alleviate any hurt feelings over being ignored. It’s unlikely anyone specifically decided that you weren’t worth responding to.

So don’t take it personally. Just keep plugging away.

The Last Good Book You Read?

About 8 years ago, I was interviewing for a professional level position and the interviewer said "tell me about the business-related book you read most recently." At the time, I wasn't reading much. I was stumped. It was a bad moment in an interview that didn't get much better.

So, of course, when I interview candidates I ask them this question. Very few have good answers.

Of all the good reasons to read books relevant to work and your career, this isn't even close to top of the list. But it does matter. Furthermore, you don't have to read business books extensively. In fact, a mentor of mine believes that you are far better off reading (and occasionally rereading) a handful of carefully chosen work/career books than devouring so many that they all seem to meld together.

There's a list of great books in the left column. Start now!