"GET A JOB IN TODAY'S INCREASINGLY TOUGH MARKET BY USING STRATEGIES THAT MAKE VISIBLE THE HIDDEN/UN-ADVERTISED JOB MARKET, WORK TO ELIMINATE COMPETITION, GET TO THE DECISION MAKER AND MAKE THE SALE."
How much is it costing you for every day you are unemployed or under-employed? Every day you cut helps by reducing your need to dip into savings, limits the need to increase the unpaid balance on your credit cards, take a second mortgage, let the payment of bills slide, put off college for the kids or any other need for money that may be jeopardized.
If you are experiencing any of the following it is critical that you read on:
*Are your resume and sale's letters vague and bland and unable to generate interest?
*Are you unable to get an interview, or interviews of value?
*Is there a lack of advertised jobs in your area?
*Do you fail to make the sale if you get an interview?
*If you are offered a job is it beneath your skill level and salary target?
*Are you responding to job ads or sending out unsolicited letters, but getting no response?
*Do you do as you are told to do-"network" but you do not have a network, run out of contacts quickly or wait for you family member or friend to get his or her employer to get you an interview but with no success?
*Do you have perceived or real liabilities/concerns that are killing your ability to get an interview, the interview itself or your success in getting an offer?
*Are you using strategies that may have worked in the past but are now totally useless but you have no idea what to do?
*After an interview do you hear nothing but "dead silence" from your potential employer...remember you were most likely told "we will be in touch"?
The hard truth about today's job market:
Nothing happens until you get in front of the decision maker for the right reason, with a compelling message and a solid strategy to close the sale.
A Reality Check:
*The Internet has made it very easy for companies to find people and people to find companies-the competion is intense and growing daily
*The value of recruiters, except for highly specialized positions, is declining
*Unless you are an "ideal" fit there is no chance of success-unfortunately the "ideal" is often arbitrary, poorly defined and established by people, often HR, who do not understand the key needs of the position
*The old ways of finding a job-responding to ads, networking, sending unsolicited bulk letters, job fairs, registering with recruiters are increasingly ineffective-the higher the target position the less any of these will contribute to your success
*Most resumes are "tombstones"...what did I do, where did I do it...NOT WHAT DID I ACCOMPLISH AND DEFINED IN CLEAR, CONCISE, MEASURABLE AND BOTTOM LINE IMPACT
*There are at least 30 million resumes circulating at any moment of time-employers are given an endless, and often overwhelming source of potential candidates
*The time to find a new job is increasing every month
*LESS THAN 25% OF AVAILABLE EMPLOYMENT OPPORTUNITIES ARE EVER ADVERTISED OR LISTED WITH RECRUITERS-this is where the vast majority of job seekers look for opportunities-the competition is intense and working in this arena is increasingly unproductive
*A company can receive up to 4000 resumes for a posted position putting intense pressure on screeners to select the best candidates. Companies are increasingly reluctant to post positions given the ready source of candidates in their data base or registered on the web
*Job seekers are taking jobs well below their experience or salary level out of despiration
The Good News:
*Regardless of the state of the economy there are many jobs available-people leave or are fired, skill sets for current positions are redefined, new positions are created
*Strategies exist to get you in front of the decision maker, for the right reason, with a compelling message and solid strategy to close the sale
To be successful you must answer three questions:
1) Do you have the experience, skills and proven successes to meet the requirements for the position and can you show the interviewer clearly, concisely and convincingly that is the case?
2) Will you fit in? Are the culture, management style and environment good for both the employer and you?
3) Are you the least risky candidate? This is most often ignored by job seekers but is frequently a key decision consideration. That is why companies will use recruiters, group interviews and the reason it is often difficult for a hiring manager to make a decision. It costs money to recruit and hire you, keep you and get rid of you if it does not work out. Regardless of the position, and particularily with senior managers, an unproductive employee can also cost the company a great deal of lost revenue, customers or opportunities and in fact do considerable harm to an employer.
Address all three and you will be many steps ahead of all other candidates!
Any good manager is going to look at any potential employee just as he or she would look at acquiring any other asset. Your job is to build a solid and convincing argument that you will deliver the greatest Return on Investment (ROI) of any candidate or alternative use of the available funds.
JOB HUNTING AND "THE ART OF WAR"
Until you are hired, HR, the hiring manager, the gate keepers, anyone else seeking the position and inaction are the ENEMIES to your success
Rather than accept the above understand and accept:
*To defeat the enemies you must defeat the enemies' strategies
*You achieve this by changing the ground rules
*Each enemy has a basic strategy that he or she follows:
-HR sets up criteria (often off-target, very confining, vague or unreralistic) to attempt to limit the number of applications and frequently review submissions with the objective of screening applicants out not in-your mission to get by HR or other screener and get to the hiring manager
-The hiring manager is often unprepared with vague and changeable criteria that can change with each new candidate. He or she will conduct a wandering interview with limited structure. At the end of the interview he or she simply states "Thanks for coming in...we will be in touch"-your objective to focus the interview, discover with the hiring manager the most important challenges and skill sets necessary to meet those challenges, and present your candidacy as the ideal solution, with solid proof, as the best alternative to meet those challenges
-The gate keepers are paid to prevent you getting access to the decision maker by simply redirecting you to HR or stating there are no jobs available-your challenge, to neutralize the gate keeper and to engage him or her an an ally and conduit to the decision maker
-Other candidates will attempt to discourage the decision maker from seeing additional candidates or you will be up against an inferior internal candidate who will often have a significant advantage-your key to success will be your ability to define the position in such a way that you are the ideal candidate as well as to set traps for the other candidates. To address internal candidates your objective is to eliminate as much as possible any risk that you may be perceived to bring while defining the position in a way that marginalizes the internal candidate
-Inaction is the result of the decision maker having ill-defined objectives, limited interviewing skills and a reluctance to make a decision due to being risk adverse-actions taken to clearly define the position and your fit as the ideal candidate as well as removing any risks that may be present while closing at the interview and implementing an aggressive follow-up program, will often ensure a decision is made
The old tried strategies that used to work just don't work any more
NOW THAT THE CHALLENGES AND REALITIES HAVE BEEN DEFINED WHAT CAN YOU DO TO GET THAT COMPETITIVE EDGE AND GET THE JOB?
To find a position in this increasingly competitive, invisible and unforgiving market you have five options:
1) Go it alone using the old strategies-writing your own resume and letters, registering on job boards, responding to ads, sending out unsolicited intro mailings, trying to network....with no help or input from professional resources.
2) Use resources such as software or eBooks or books to help you develop creative materials but then using the old inefficient and failing strategies to attempt to get in front of a decision maker.
3) Use professional creative developers (resumes, letters, folios) to write highly targeted and specific materials which will highlight your core competencies, experience and "results" delivered but then again you resort to the failed search strategies of the past. Unfortunately the quality of the creative materials is blamed for failure not the use of unproductive strategies.
4) Work with a typical outplacement firm that is often provided to employees who have been terminated.
5) Engage a proven "career coach" who will work with you to develop a solid search strategy, all creative materials, train you in getting in front of a decision maker, interviewing, handling coliabilities/concerns, negotiating, use of other resources and providing ongoing counseling and support.
6) Engage a "full service" career transition/marketing firm which will provide everyting in (5) plus provide some employer/recruiter contacts plus access to other resources of value. To "build" value to justify the much larger investment, it will often commit to mailing out or faxing your resume to recruiters and targeted employers. It may aslo include a telemarketing program with a commitment to call a certain number of target companies to see if the caller can arrange a phone conversation between client and hiring manager.
7) Engage a certified "Career Manager" not just a coach, who will provide everything above but will build your career from the ground up beginning with an exploration of interests, needs, and passions to set career goals. Next develop research plans to help you investigate various roles. Followed by planning strategies and activities to enable you acquire needed skills for future opportunties. Based upon the first three steps, develop a branding campaign, train in targeting high potentail employers, gaining interviews, interviewing, addressing concerns/liabilities, negotiating and securing the position while providing ongoing monitoring and feedback to keep the you on track or make required midcourse corrections.
Each has it advantages and disadvantages:
1) The cost is very low but the chance of success is limited, the time to find a job can be lengthy, the competition is intense and you will often take a position below your experience level and core competencies and at a low compensation package simply out of desperation. You may be lucky but the odds are stacked against you.
2) These will help you develop better more targeted resumes and letters but the the better material will not offset the ineffectiveness of old and increasingly unproductive job search strategies.
3) Professional creative developers will work with you to capture the input necessary to develop materials that attempt to describe your core competencies and accomplishments and present them in a form that will grab the attention of the reader. The documents should also be developed with two distinct and unique audiences in mind-the decision maker who is most concerned as to how you can make a significant and measurable contribution to the organizations bottom line and HR which is more interested in your work history. It is important to have documents that will address both audiences individually. If the writer suggests one resume will address both audiences, it makes most sense to seek an alternative developer. Given the competitive nature of the resume development business, good creative development is not cheap. If you go for a bargain resume many times it is boiler-plated with limited thought given to the content reulting in a document of limited value. Despite the quality of the documents, again if the execution of your campaign uses the outdated strategies, the best material in the world will be wasted.
4) Unless your previous employer has engaged one of the top outplacement firms, you will most likely be given a few days of group training, a basic resume package a list of companies to contact, and frequently told to emphasis networking. On occasion you will be offered office space with access to a phone and fax. These firms most often exist to help the firing company assuage its guilt of having to let someone or a group go. Typically professional coaching, if available, is limited with you competitng for the attention of the coach with the many other clients.
5) This is best for people who know what position they are seeking and in which industry. You not only receive high quality, targeted creative materials but you also get full training in interviewing, handling concerns/objections, negotiating and closing the sale and support in the use of the materials and the execution of strategies designed to address the challenges of today's job hunt. It is critical to work with a coach who will provide solid direction as to how to develop and implement targeted proactive spot opportunity campaigns. It is also important to have ongoing access to the coach for pre and post interview discussions, strategy sessions and help with negotiations.
6) Although this alternative may appear to be the best value, much of the value is captured in 5. The additional distribution and telemarketing services can be expensive and of limited impact.
For immediate access to solid, well proven and high quality services and resources, please click on the "Career Transition and Services" link above.
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