Career Doodle

Job-Search Summit: March 21, 2009

    Mark Your Calendar: March 21, 2009

The Jumpstart Your Job-Search Tele-Summit is a one-of-a-kind program that provides job seekers all the resources, tools, and knowledge they need to launch a successful job search.

An amazing panel of national experts and leaders in the career services industry provide valuable tips, strategies, and secrets on virtually every aspect of the job-hunting process. Topics include:

Interviewing Techniques -- Salary Negotiations -- Assessments & Personal Branding -- Resumes -- Working with Recruiters -- Career Transitions -- Hidden Job Market -- Networking
And Much More!

You will hear national thought leaders including career book authors, top career coaches, interview specialists, certified resume writers, branding specialists, recruiters, innovators and motivators, share their cutting-edge techniques and secrets on finding a job - even in a tough job market.

And the best part is that you "attend" the tele-summit just by listening over your computer (or phone!). Oh, and if you can't make it to a course, you will have access to all of the recordings after the summit.

For more information, visit: Jumpstart Your Job-Search Tele-Summit

Do You Know About the Hidden Job Market?

By Robert Mandelberg, CPRW

I have always known there was a "hidden" job market, but not until I spoke with Mary Elizabeth Bradford did I realize how prevalent it is. Did you know that approximately 80% of job openings are unadvertised?

And this is across the board - from entry-level jobs through senior executive positions. If your job search strategy consists mainly of combing through big job boards for advertised positions, then you are missing out on four out of five openings. And I would guess that 80% of job seekers are battling over those 20% of advertised positions.

And why is that? The primary reason people rely on the big job boards is because they usually entail the least amount of work. It's relatively easy to log on and submit a resume to a dozen or so openings in the course of an hour, and then sit back and hope for the phone to ring. The problem is that the phone rarely rings when you look for a job in this manner.

There is a much better approach. But it entails more effort and commitment than simply scanning openings on Careerbuilders.com or Monster.com. By taking a proactive approach, you can bypass your competition and get your resume into the hands of the actual decision makers. Here is one way you can access the hidden job market:

Step #1: Identify your target position. The only way you capitalize on these opportunities is knowing what you are seeking in the first place.

Step #2: Identify your unique value as it relates to the position you are seeking. You must understand how and where you fit into an organization, and then craft your resume and cover letter to communicate your value.

Step #3: Identify the companies where you want to work. Through research, find companies that can benefit from someone with your background and worth. Make a list of your target companies and find out who the decision makers are.

Step #4: Leverage your network of contacts to get an introduction into the company. Once you know the companies you want to pursue, it becomes much easier to network and discover opportunities. You will be surprised how one contact soon leads to another and, ultimately, into the company you desire.

By committing to a specific job focus, understanding your value, identifying target companies, and using your network, you will be positioned to discover job openings that will never be posted or advertised. At the Job-Search Summit, Mary Elizabeth Bradford shares some of the most effective methods to uncover the hidden job market.

Are You LinkedIn?

By Robert Mandelberg, CPRW

LinkedIn.com is the premier social networking site for job seekers and career-oriented people who understand the value that personal relationships play in the job-search process.

When many people hear the term "social networking," they think of Facebook and MySpace. And while LinkedIn has functional similarities to these sites, it's the differences that make it appealing to job seekers.

In a nutshell, LinkedIn is a site where you can share information, resources, and contacts to enhance your networking relationships. Once you register on LinkedIn (with a free account), you are able to start building your network by sending invitations to your associates, friends, and other contacts. LinkedIn makes it easy to connect. All you have to do is enter your associates' names and email addresses, and LinkedIn does the rest for you. If an associate is already a member of LinkedIn, the process is even easier.

Once you have built a network, you are able to increase your contacts exponentially. Let's say you have 50 contacts on LinkedIn, and each of your contacts also have 50 contacts. You are then able to search, not only your contacts, but theirs as well. This is especially useful if you are seeking a particular person or want to develop relationships at a particular company.

Once you register on LinkedIn, you can fill out a profile, giving a description of your background and unique value. Recruiters and employers often search LinkedIn for candidates, and your profile can help spark their interest. In addition, once you submit a resume or application to a company, many HR managers will check LinkedIn to learn more about you. You can use this to your advantage by loading your profile with information that supports your "brand" and complements your resume.

Another great feature of LinkedIn is recommendations. Your contacts are able to submit personal recommendations about you, which are displayed directly on your profile (with your approval, of course). This is another opportunity for you to impress recruiters and employers by having associates, bosses, customers, and others verify your claims through their personal testimonials.

There are many other features on LinkedIn that can help you gain expert status, increase your visibility, and make your job-search more fruitful. At the Job Search Summit, Jason Alba (author of I'm on LinkedIn, Now What? - see below), offers great techniques on using LinkedIn to help land interviews and get hired.

All of the above features of LinkedIn are free to users, so there is no reason not to sign on and check it out. Oh, and free free to link to me once you're a member!

What's Killing YOUR Job-Search?

By Robert Mandelberg, CPRW, CEIP

 

You know what it is. It's that thing. That thing that holds you back. "It" stops you from: Landing a new job, obtaining a promotion, getting a raise, receiving a bonus, earning what you are worth, finding career satisfaction, in short - being happy. "It" is the very reason for your career misery. Without "it," you'd be running the company by now.

"It" is different for everyone. But it's there, lurking, keeping you up at night. If you are like many job seekers, you worry about that one flaw in your background. What is it for you? Don't have your Master's Degree? Or your Bachelor's? Had too many jobs in too few years? Too few jobs? Have a whopping gap in your employment history? Been out of work too long? Are you too old? Too young? Don't Speak Urdu? Only speak Urdu? Been fired? Demoted? Passed over for a promotion? Are you the wrong gender? Wrong size? Wrong nationality? Belong to the wrong country club? Well?? What is "it" for you? And most important, how on earth will you explain "it" on an interview???

What is important to understand is that very few people have perfect backgrounds. And if they did, their particular backgrounds may not be what every employer is seeking. Each of us brings a separate set of qualifications and value to a position. And each position requires different sets of skills, knowledge, experience, and training. The people you are competing against have their own unique combinations of strengths and weaknesses. They will be more qualified than you in some areas, and less qualified in others.

Instead of focusing your energies on creating stories to fend off attacks on your weaknesses, try concentrating on the value you are bringing into the position. You will find that employers are lot more receptive to hearing about why you will be an asset to a company - as opposed to why you won't be a liability. So, while "it" may not be your strongest point, it's probably not holding you back as much as you think it is. On your job search, be positive and be productive, and you will find success.

10 Common Resume Mistakes

I am often asked for advice on creating knock-em-dead, interview-getting, Pulitzer-Prize-winning, blow- the-competition-out-of-the-water, super-cool resumes. In this article, however, I will discuss the exact opposite: Costly resume mistakes. Understanding what not to include on a resume can be just as helpful as resume pointers.

If you're in the beginning stages of building your resume, then you will want to be sure to avoid these blunders:

1. Resume is too random and generic; lacks focus. For fear of limiting their opportunities, many people are afraid to make a stand and commit to a target position or industry. Consequently, their resumes end up being too long and too general. Jacks-of-all-trades are generally passed up for specialists and experts with targeted focuses.

2. Too much emphasis on job descriptions and not enough on accomplishments. In most cases, your job title alone speaks volumes about your day-to-day responsibilities. It is far more effective to describe achievements and quantifiable results. Your duties are important, but not as much as how well you performed them.

3. Weak or general objectives. In most fields, you do not need to have an objective on your resume. A well- crafted "headline" or summary section is sufficient to provide the reader with a clear understanding of your target position.

4. Silly mistakes: This includes everything from hard-to-read type styles to wrong phone numbers to having unprofessional email addresses (listing your email as wildpartygirl123@aol.com on your resume won't help your job search ... or will it?)

5. Lying on resumes. It is very easy these days for employers to check into your background. Many companies hire outside agencies to perform pre-employment investigations. Adding a degree you don't have or changing dates on your employment history or omitting jobs altogether are fairly simple to detect if the company does any checking at all.

6. Listing irrelevant information such as hobbies, interests, personal data, political or religious affiliations, or obscure memberships (wow, are you really the vice president of Milky Way Lovers International? You're hired!).

7. Adding nonsense to "fill up the page." Although it is unlikely you won't be able to fill up a page with pertinent experiences and accomplishments, I would much prefer you creating quarter-of-a-page of high-impact achievements rather than a packed page filled with meaningless fluff.

8. There is no number 8.

9. Using tiny print or ridiculous margins to cram extra information onto the page. Do not be afraid to venture onto a second (or even third) page if the information is relevant and results-focused.

10. Sending a resume without a cover letter. At the very least, sending a cover letter is more professional than sending a resume by itself. Use it as an opportunity to highlight your value and point out specific reasons why you are the perfect candidate for the job.

Avoid these mistakes, focus on your unique value, and you will have a powerful and persuasive resume.

The Key to an Effective Job Search

This will sound strange coming from a professional resume writer: The single most important factor in a successful job-search plan is NOT a great resume. Or a well-written cover letter. Or even hours of practice interviewing. As helpful these things may be, they mean very little without taking a crucial first step.

When you embark on a journey, you will never get to where you want to go unless you know your destination ahead of time. The same applies to your job-search. The key to success is IDENTIFYING YOUR TARGET. In order to achieve your goal of career happiness and fulfillment you must first understand what career or position you want. You have practically ZERO chance in landing your dream job if you do not know what that dream job is in the first place.

Choosing a career path is difficult for most people at all stages of their lives. Just as newcomers who are starting out in the work force have a hard time selecting and committing to a particular industry, so do seasoned professionals with 25 or more years of experience. Very few people are ever completely sure about what direction to choose. Lily Tomlin is credited with this line that sums up the situation quite nicely: “Do you know why adults are always asking kids what they want to be when they grow up? Because they’re looking for ideas.”

Identifying your target does not mean making an irreversible, life-altering decision (although it could!). It means doing your research, discussing options and opportunities with friends and family, and deciding on a direction. Once you have selected a target, ask yourself these questions:

1. Is it viable?  Are there jobs available in this field for me? Do I possess the qualifications and credentials to be considered for this position? If not, can I acquire them? Is this field overly competitive? Is this industry in a slump? Are there more people being laid off than hired in this field?

2. Does it meet my requirements?  Does the position pay enough to satisfy my salary and benefits needs? Do the work environment and responsibilities suit my personality? Am I passionate about the work? Is the location within reasonable commuting distance?

3. Is it Lasting? Will this position allow me to reach my long-term goals? Are there ample growth opportunities? Can I continually progress and build my career – or can I use this as a stepping stone for advancement down the road?

The Perfect Job-Search Plan

Once you identify your target, you are ready to create the perfect plan. Here’s how: Begin by crafting your resume to meet the very specific requirements of your target. Search job listings and postings to find out what employers are seeking for this position. Consult with friends or acquaintances who have knowledge about your target industry. Then create a streamlined, pinpointed resume that focuses exclusively on these requirements.

Do not stray and discuss credentials or achievements that do not address the needs of your target. Many job seekers insist on listing irrelevant responsibilities, training, and personal activities in their resume. People are afraid to omit any of their skills from their resumes in case, perchance, an employer may be impressed by a totally irrelevant credential. Take a hard look at your resume. If you are seeking a position in property management, do you really need to list that helicopter repair certificate you received in the Carter Administration?

Employers are looking for specialists. Show them you are that specialist. If you refuse to focus on a target, you will dilute the impact of your resume. If your resume focuses on ten skill sets, but only one pertains to the needs of the position, you will likely be passed over for someone who focused specifically on the target’s requirements. Yes, you are more multifaceted than your competition – but she is an expert in the one area that matters most. You will end up being the most qualified candidate who doesn’t get hired!

But Won’t Committing to a Target Limit My Opportunities?

Yes. It will. And that’s a good thing. Do you avoid committing to a particular position or industry for fear of missing a great opportunity? The fact is that great opportunities do not usually miraculously appear out of nowhere. You have to make them happen. It is not likely that your phone will ring out of the blue for a position that you never applied for. Deciding on a target is the first step in achieving career satisfaction. Take control of your job search, choose your own career path, and make your own destiny.

Creating a Killer Cover Letter

Creating an effective cover letter strategy is a lot like developing a marketing plan.  The goal is to inspire action.  In this case, the action you want to inspire is persuading an employer to grant you an interview.  Many people use their cover letters simply to restate what is already on their resumes.  While brief summaries can be useful on cover letters, they will generally NOT increase your chances of landing interviews.  Why would they?  You just gave them the same facts on the resume.

To transform your deadly cover letter into a killer cover letter, make sure you focus on your Unique Selling Proposition (USP).  Used frequently by marketers, your USP is the one quality you have that makes you unique, sellable, and desired by employers.  Ask yourself:  "What do I have that makes me stand out among my competition?"  If you can discover the answer to this question, then you have the key ingredient to a powerful letter.

For example, let's assume that you work as a production manager.  On your cover letter, do not make the mistake of simply stating your responsibilities.  In the first place, this information is probably already on your resume; and second, if they are seeking a production manager, they already know what a production manager does!  There is no need to educate them on these duties.

Instead, focus on what makes you unique and effective.  Is there something that you do better than your colleagues?  Are you able to achieve results that other people have not?  There is no need to be the best at everything; only one thing.  Perhaps you have a track record of very high employee retention when the rest of the industry is losing employees steadily.  Maybe you have a knack of increasing productivity by eliminating inefficient processes.  Either of these abilities are very important to employers because they represent increased profit.  When composing your cover letter, your job is to isolate the key element(s) that will make the most impact on a prospective employer.

Sometimes your USP is a combination of several qualities that produce a desired result.  The fact that you are multifaceted can be your USP.  Your goal is to distinguish yourself from the dozens (or hundreds) of other candidates, many of whom have similar backgrounds to you.

If you look at your cover letter and are filled with an urge to ask, "So what?" then it's time to re-examine your strategy and inject your Unique Selling Proposition.

Posting Resumes Online

Just how effective is posting your resume on Internet job boards? That depends on who you ask. Although some experts say that posting resumes yields poor results, there are many people who claim great success from using online job boards.

So, who do we believe? How about both! Most job-search methods by themselves are marginally effective: help wanted ads, recruiters, and - yes - posting resumes online ... But as a combination, they can be quite powerful. Don't ignore the potential benefits of using job boards.

Which Site is the Best?

Most sites are free to job seekers to post resumes and search for jobs. They each have a different group job openings and a different group of employers who scan through the posted resumes. There is nothing stopping you from posting to multiple sites. I have listed several popular job boards on the left column of this site. Investigate their job boards and select the ones with which you feel most comfortable.  Here are a few links to help you get started:

Post your resume on HotJobs.com today!

Beyond.com

$100,000+ Jobs Only!

Finding $80,000+ Positions

Job.com

And below is a site (there is a fee) that will post your resume to 75+ sites:

Instantly post your resume to over 75 career sites. Click Here

Tips for Posting Resumes Online

Posting your resume on a job site is like advertising your services as an employee.  You can have your "ad" seen by dozens or hundreds (theoretically, thoudsands) of employers. But it must be done correctly! Here are a few things to keep in mind when posting your resume:

Use Keywords: Employers search for "keywords" to locate suitable candidates. For example, if an employer wants to find a sales representative, she may use search terms such as "top performer," "account management," "cold calling," etc.  A recruiter seeking a restaurant manager may search for terms such as "food and beverage," "cost analysis," and front-of-house operations."  Be sure to include important industry terms on your resume.

Be Specific about Your Target Job: The more focused your resume is, the better your responses wil be. Your goal is quality and not quantity. It may sound appealing to leave your focus wide open and see what kind of responses you get; but after a few weeks of being called for network marketing and casket salesmen job will change your mind. Many of the sites have you fill out a questionnaire about the type of position you seek. Employers will use your responses to narrow down their searches.

Upload Your Resume Whenever Possible: This is far easier than "cutting and pasting" your resume to the site. If you must manually paste the resume o the site, you will spend extra time making sure the text is lined up correctly.

Search the Sites for Relevant Openings: Just as employers can search the database for keywords, so can you. Simply enter information to narrow your search such as location, industry, job title, and key words or phrases.

Privacy:

Don't want your name, address, and phone number posted on the Internet? Some sites will give you the option of keeping your post anonymous. In fact, they make it easy for you to disguise your present employer. If they do not give you this option, you will have to remove your name and contact information manually. And, if you are concerned that your current employer may search the job sites to see which employees are posting their resumes online (this happens!), you can remove the company name and make it more general, for example: instead of writing JOHNSON TRANSPORTATION, you can write MAJOR TRANSPORTATION COMPANY.

Although relying solely on job boards to find your next position is not recommended, it would not be wise to omit this tool from your job-search arsenal.

Resume Tip: Months vs. Years

By Robert Mandelberg

Is it essential to include months when listing dates of employment on your resume? Or is it acceptable to merely include the years of employment only?   For example, if you worked at Smith International from June of 2001 to September 2004, is it okay to write down 2001-2004?

Well, according to a comprehensive study on career trends (2006-2007) by Career Directors International (of which, I am a member), the verdict is in:

Regarding the question of listing dates on resumes, 74% of human resource professionals responded that it was perfectly acceptable to include years only (instead of months and years); 24% of the respondents said it depended upon the candidate’s strength; and a mere 2% said that they would never even consider an applicant who omitted months from their dates of employment.

The Meaning Behind the Statistics

As the survey showed, three-quarters of hiring professionals do not have an issue with a candidate omitting dates from a resume.  But what about the roughly one-quarter who were not so fast to give the green light to a years-only strategy?  Their response was interesting:  It depends upon the candidate’s strength.  In other words, if the candidate has a strong background, it is okay to leave off the months.  Well, what if the candidate does not have a strong background?  Do they stand a better chance at landing an interview if they include months on their resume?  Of course not.  If an employer views the candidate as having a weak background, then listing exact months, days, or even hours will not sway a hiring manager to grant an interview.

What this means is that, assuming that you are applying for positions that match your qualifications, 98% of human resource professionals will not respond negatively if you include only years on your dates of employment.

Months vs. Years:  Which is Better?

Just because it is acceptable to list years only for dates of employment, does that mean you should do it?  Most of the time, the answer is yes.  For those of you who have been in the workforce for several years or more, feel free to omit the months.  Employers expect candidates to stay at each job for at least several years; the exact amount of months is inconsequential.

A big advantage of listing years only is that it masks gaps in employment.  If you ended a job in February 2002 and didn’t start your next job until November 2002, it works to your advantage to list the years only (1998-2002 and 2002-Present).  In a more extreme example, let’s say you ended a job in January of 2004 and didn’t start your next job until December of 2005 – almost a full two-year gap.  You can list years only to mask that gap (2001-2004 and 2005-Present).  In this example, the time spent unemployed is hardly noticeable.

There are, however, circumstances when listing months are clearly to your advantage.  If you started a position in the beginning of a year, you may be doing yourself a disservice by omitting the months.  Let’s say you began your current job in January 2006.  If you say 2006-Present, an employer may think that you have been there less than a year, when, in fact, you are approaching two years (as of this writing).

Full Disclosure

So, you’ve decided to be bold and omit months from your resume.  What happens when you are called in for an interview?  If an employer asks the exact months of employment, what should you do?  Tell him!  The last thing you want to do is lie about the dates on your jobs, especially since they are so easy to verify.  On an interview, you will most likely have to fill out an application that asks for specific dates.  Make sure you come clean and list months and years for each job.

At this point, you already have the interview, and any issues that may arise concerning dates of employment can be handled face-to-face; whereas if you listed the months on your initial resume, you may never have been granted an interview in the first place.

Thank You Letters

By Robert Mandelberg

You've prepared well for your job interview: You researched the company, answered all of their questions thoroughly, and made a great impression. But before you run home and indulge in a celebratory box of Fig Newtons, there's still one more thing you have to do to complete the interview process: write a thank you letter.

Okay, let's not hyperventilate; it's not that difficult. It should only take you a few moments and it could very well be the final touch that brings you a job offer. Human resources professionals have varied opinions regarding thank you letters; some aren't at all swayed by them, while others consider a thank you letter to be an important component of the interview process. In either case, sending a thank you letter is a wise decision because it is courteous and it reflects your professionalism.

Let's discuss three types of thank you letters: standard thank you letter, follow-up letter, and hiring proposal.

Standard Thank You Letter:

Just as the name implies, this type of letter expresses your appreciation to the interviewer for taking the time to interview you for the position. It does not go into great detail about you or the interview; instead it is an upbeat, concise note that simply fulfills your obligation of sending a thank you letter.

Follow-up Letter:

More in-depth than a standard thank you, a follow-up letter discusses specific issues that were brought up during the interview. Now that you've had a chance to learn about the employer's concerns and needs, you can use the follow-up letter as an opportunity to demonstrate why you are the perfect person for the position. You can highlight the qualifications you believe match the position, overcome any objections that arose during the interview, and provide any other supporting information that will help your cause. Follow-up letters are generally one or two pages.

Hiring Proposal:

Here is where it gets interesting. A hiring proposal is a detailed report that states exactly what you intend to do if hired by the company. If you choose to write a proposal of this nature, you must have a full understanding of the company's goals, capabilities, and resources. You clearly state what results you will accomplish and how you plan on accomplishing them. Do not attempt to write a hiring proposal unless you have thoroughly researched the industry, the market, and the company.

Is it better to mail or e-mail your thank you letter? The answer is yes. Either way is fine; just make sure you send it. If you have been corresponding with the company via e-mail, then continue to do so. A mailed thank you letter is more formal, but still appropriate.

Should you handwrite your thank you letter? I am tempted to say "never," but if you truly desire to make more of a personal connection (and your handwriting is exceptional!), then do so at your own risk.

When should you send the thank you letter? A few days later? A week? The answer: Right away. The minute you get home. This is not a situation where you want to play hard to get. Write and send the letter immediately to let the employer know you are serious and enthusiastic about the job. If you wait a week, the job may already be filled.

So now your work is done. The interview went well, the thank you letter was sent. Feel free to raid the cupboard and lapse into a Fig Newtons frenzy. You deserve it!

Career Happiness: Aiming for the Perfect Job

By Robert Mandelberg

When I ask a client what type of position he or she is seeking, the response is usually along the lines of: “Well, I’ve been in purchasing the past 12 years, so I suppose I don’t really have a choice” or “My whole career has been in retail, so I guess that’s where I’ll be looking” or even worse, “I’ve been in real estate for over 20 years; I’m too old to try anything new.”

Do you see the common thread among these responses? There seems to be a feeling of being trapped. Doomed! Sentenced to live out the rest of their lives in careers they don’t like, can’t escape from, and are forced to endure.

A popular belief is that once you begin a career, you are powerless to change to something else. But is this necessarily the case? Let’s take a look at some of the reasons people feel compelled to continue in their careers even though they may not have passion for or interest in the work:

• Comfort Zone: It is very difficult for people to go beyond the familiar into the unknown. For example, a nurse with ten years of experience is comfortable in a healthcare setting. She has developed strong clinical skills, knows her way around hospitals, and has a pretty good idea what to expect. No surprises. She may not be satisfied with her job, but the thought of venturing outside of her familiar environment is stressful and even terrifying.

• Starting Over: A stock broker with 15 years of experience remembers the early days of his career: cold calling, learning the ropes, and getting stuck with the less desirable tasks. He has worked hard and paid his dues to get to the level he enjoys today. Why would he sacrifice his growth and achievements just to try something new?

• Salary: Although it is possible to maintain or even increase levels of pay when switching careers, salary levels generally decline when entering a new field. And not to mention benefits! Once someone has worked up to five weeks' vacation, it becomes difficult to think about going back to one or two weeks.

Given the above reasons, why on earth would anyone ever consider changing their careers? The truth is that there are a lot more factors at play than salary and comfort level alone. Job satisfaction is an important consideration. According to a 2005 national survey by The Conference Board, only 50% of all Americans are content with their jobs. And of these 50%, a mere 14% are "very satisfied."

The issue is quality of life. What are you willing to do to achieve job satisfaction? Can you afford to sacrifice a little salary to gain peace of mind, more time with your family, and work that you actually enjoy? Don't you want a career that makes you feel passionate, satisfied, and alive?

The good news: For many, it’s not too late. You’re not too old. You can learn new skills. You can make a transition. You can improve the quality of your life!

Okay, if you’ve been a marketing coordinator for 25 years in the steel industry in Pennsylvania, but your goal has always been to play centerfield for the Phillies, that ship may have already sailed. But! If sports is your passion, what would be the harm of sending a resume to the Phillies for a position in their marketing department? And if that doesn’t work, how about the Pirates? The 76ers? (well, maybe not the 76ers – you have to hold some standards!). Unless your financial obligations are so great that your family couldn’t survive any type of pay cut, then you owe it to yourself to at least investigate other options.

Here’s your action plan: Since you are already considering looking for another job anyway, make two lists. The first is your “safe” list. Write down all of the companies that would seriously consider someone with your credentials. This list will most likely focus on opportunities in or closely related to your existing industry.

But then make another list. This is your fantasy list - a list of jobs you’ve always wanted. Why should you spend the rest of your life in an unsatisfying career without at least trying to get your dream job?

Even if your ideal career is a one-in-a-million long shot, take a chance anyway; you have absolutely nothing to lose. Be creative, resourceful, and enthusiastic in your job search, and you may find yourself working in a career that brings you a wealth of enjoyment and personal satisfaction.

This is a risk-free strategy. Since you are applying to the safe jobs as well, you will not be losing any productivity on your higher percentage job search. And if you are unable to find your dream job – or if you investigate a career change and decide to stay in your current field anyway, then you will have the satisfaction of knowing that you at least made the attempt.

Your career and your future are in your hands.

Getting Started - Roadmap to Success

By Robert Mandelberg

Whether you are making a career switch, rebounding from a layoff, or re-entering the job market, I’m sure you have a lot of questions about how to proceed. For many people, launching a job search is like being lost in a dense forest with no trails or signposts to lead the way. But don’t panic just yet! When you take a systematic approach, the process is very manageable - even exciting! This week’s job-search tip is designed to give you direction as you embark on your journey

Step #1: Make a Plan

Instead of haphazardly jumping into a job search, it is best to create a strategy. Here’s how:

Identify your target job: This includes the industry, position, level, geographic area, salary range, etc. The more you know about what you are seeking, the more targeted you can make your job search. If you are staying in your current field, this part should be easy. If not, try your best to narrow down the choices.

Research: Once you’ve identified your target job, learn as much as you can about the requirements of this position. You can do this through internet research (company websites have valuable information), industry publications, and best of all - networking with friends, family, and business contacts in the field.

Prepare the materials needed for your job search: Resume, cover letter, references, and other supporting documentation. The resume and cover letter should be tailored toward the position or field you are pursuing.

Step #2: Take Action

With your plan in place, you are ready to launch a full-scale job-search campaign. So what now? Help wanted ads? Post a resume to job boards? Send resumes unsolicited? Try a headhunter? The short answer: yes to all! Although each method by itself will usually yield minimal results, using all of the above methods will get you to your goal much faster.

The most effective way to find a job is networking with friends, family, and associates. Once you spread the word that you are seeking a position in a particular field, you will be amazed at how many opportunities present themselves. Many times the connection is vague: A friend of a friend has an aunt who has an opening in her company; but sometimes the connection is much closer. Often your contacts are not aware of how they can help you in your search. It is your responsibility to let them know.

Step #3 - Job-Search Journal

While making a lot of quality contacts is an excellent way of ensuring a successful job search, it is equally important to be organized and keep detailed records of your actions. Each time you send a resume, speak to an employer, or go on an interview, you must record it in a journal. Be sure to include the name of the contact, the gist of the conversation, and any follow-up action that you plan to take. This will enable you to track your results, increase productivity, and reduce duplicate efforts.

Do you want your job search to end quickly and successfully? Then work productively. Make as many quality contacts as possible. What is a good number to aim for? I advise clients to make at least 25 contacts per week. Through networking, newspapers, internet job sites, and employment agencies, this number will not be difficult to attain. With a little motivation, you could probably double that number easily. Maintain a positive attitude, keep up your productivity, and in no time at all, you will have your share of interviews.

Good luck and happy job hunting!

Lying on Resumes

By Robert Mandelberg

When CBS Evening News interviewed me about my resume service, they were trying to discover how often people lie on their resumes. After spending the day in my office and speaking with my clients, here is what CBS Evening News discovered about lying on resumes:

It doesn't happen. It's a myth! People never lie on their resumes. At least, that's what my clients would have them believe.

Client after client swore up and down to the reporter that they would never lie on their resume. But after the camera and the crew left, and my clients met with me alone in my office ... suddenly, it didn't seem so terrible to bend the truth just a teensy weensy bit. Change a date here, modify a title there - after all, that's not really lying, is it?

Well, is it? Is it so terrible to stretch a date a few months to cover an unexplainable gap? Or how about omitting a date altogether? Or leaving a job or two off your resume?

While it is true that adding a few months to your date of employment is probably not on the same scale as making up a Nobel Peace Prize, human resource managers are quick to disqualify an applicant whenever they discover any untruth on a resume. Increasingly, hiring managers are investigating statements made on resumes, making it very risky to take liberties with the facts.

Let's take a look at some of the more common forms of resume dishonesty and the likelihood of getting caught:

Dates of Employment: Among the easier facts to verify, the dates you worked at a job can usually be checked with a simple phone call. While being off by a month may be seen as an honest mistake, a three-year discrepancy will be viewed as an intentional lie.

Tip: You may be able to mask gaps in employment by eliminating the months from your dates, using only years instead.

Date of Graduation: Many people omit their graduation date because it gives away their age. People usually graduate from college in their early 20s and from high school in their late teens. If you list your college graduation as May 1977, you don't have to be a mathematician to figure that you are probably in your early 50s.

So, is omitting your date of graduation a smart move? That depends on when you start your job history. If the oldest job on your resume is in 1978 and you graduated in 1977, you're not really hiding your age by omitting your graduation date. In fact, an employer may assume you are a lot older than you actually are. Let's face it, HR people know all about that "leave off the graduation date" trick, so they may think that you graduated 10 years earlier in order to conceal your age.

Tip: Only consider leaving off your graduation date if it was much earlier than the oldest job listed on your resume.

Changing Job Titles: Did you give yourself an unauthorized promotion on your resume from Driver to Dispatch Supervisor? Or even better, Transportation Coordinator? Or did you just go for broke and write Senior Vice President of Logistics? If so, consider it a cry for help. You are just asking to get caught. Unless that company has a strict policy of only verifying dates of employment, your real job title will be uncovered in a matter of seconds.

Tip: Don't ever change your title completely. If your actual title doesn't reflect your duties, try using parentheses for clarification. For example: Administrative Liaison (Office Manager).

Fantasy Land: On your resume, did you stretch some of the facts ... like change your cost savings from $1,000 to $100,000? Modify your sales ranking from #3,416 to #3? Exaggerate your customer satisfaction rate from 53% to 98.76% (nice touch, by the way, on the .76 part)? Well, you've gone beyond the little white lie and entered into the realm of total fabrication.

Tip: Don't do it! Although you may be able to get away with altering some of your achievements, unless you have documentation to back up your claims, they will be taken with a grain of salt. It's one thing to say you've climbed Mount Everest blindfolded; it's quite another to prove it. Outlandish claims are met with skepticism unless you have evidence.

To Lie or Not to Lie

In most cases, lying on resumes is unnecessary and risky. The key to writing a high-impact resume is not altering the facts; but spinning them to your advantage. There are ways of describing your skills, responsibilities, and achievements to make you look like a superstar. And you can do this without being dishonest.

Identify the value of each phrase on your resume. Instead of merely stating a job responsibility: "Worked closely with vendors," try to capture the positive result: "Lowered costs and improved on-time deliveries by building strong vendor relationships." By converting bland phrases into powerful action statements, you can create an effective resume - without having to bend the facts.

As you consider the veracity of your own resume, I will leave you with these words from our 16th president: "How many legs does a dog have if you call the tail a leg? Four; calling a tail a leg doesn't make it a leg."

How to Talk Yourself out of a Job

By Robert Mandelberg

Would you ever start off your cover letter by writing: "Although I am not qualified for this position, I would like to apply for it anyway." No? Crazy idea? Well, strangely enough, many people use this approach. They begin their cover letters by pointing out why they shouldn’t be hired.

Here’s a perfect example: "Dwight" is insecure about his qualifications because he only has five years of construction management experience and his competition generally has ten years or more. So instead of pointing out his strengths, he immediately focuses on his liability and writes, "Although I do not have ten years of management experience like most other candidates, I feel I should be considered for this position."

Not only does Dwight reveal his weakness, he also points out how others are more qualified than him. What kind of strategy is that? Many people feel compelled to explain or apologize for their most insecure point. I see it all the time on cover letters: "Although I do not have the training you seek..." "Although I have no experience in your industry..." "Although I have had five jobs in the last four years..." It’s horrible! Ridiculous! Cut it out! Could you imagine a salesman saying: "Although this product is way overpriced and the quality isn't as good as other products, you should buy it anyway." It seems absurd, but job seekers use this tactic quite often.

Dwight feels that he is qualified for the position despite having only five years of experience. His mistake was emphasizing his limitation. Instead, he should have started with his strongest selling point: "Having managed several multimillion-dollar construction projects over the past five years, I believe that I am the ideal candidate for this position." See the difference? He turned a negative into a positive. The right strategy is to get an employer to love you right off the bat; you can worry about overcoming obstacles later.

Hiring managers have stacks of resumes on their desks. Give them the slightest reason to toss yours aside, and they will. They will be grateful that you saved them the time of having to read through the rest of your letter so they can move on to the more qualified candidates. Your cover letter must remain positive from the first word to the last. Anything that starts off with "Although I do not..." is an automatic invitation to put you in the "no thank you" pile (a.k.a. the trash bin).

Why people feel a compulsion to highlight their weaknesses on cover letters is beyond explanation. If you find yourself on an interview and you are struck with a sudden urge to confess your habit of stealing office supplies, my suggestion is to bite your tongue and think happy thoughts (and put back that box of paper clips you were about to swipe)!

And if you hope to make it to the interview in the first place, then keep your cover letter free of any negativity. Remember:

• Be positive
• Highlight your strongest points
• Don’t mention, justify, or apologize for any weaknesses

Follow these tips and you will be more likely to keep your resume in the “good” pile.

Cover Letters - 3 Essential Ingredients

By Robert Mandelberg

I am always amazed when people tell me they "don’t believe in" cover letters. What is not to believe? "Uh, my aunt works in a human resources department and she said they don’t even read cover letters." Well, your aunt is in the minority. According to a study by Careerbuilder.com, two-thirds of hiring managers prefer to receive a cover letter with a resume. With a statistic like this, it would be a mistake to send a resume by itself.

Look at it this way: Your resume is your brochure; your cover letter is your salesman. Don’t miss this opportunity to sell yourself to an employer. A good resume is only half the battle!

Here are 3 ingredients for writing a compelling cover letter:

Target it:

What is your goal? It is important to let an employer know exactly what position you are seeking. Hiring managers are far too busy to take the time to assess your background to see where you fit in the company. It is up to you to clearly state the position you want. And if it’s impossible to name an exact job title, make sure you state the type of position you seek (e.g. sales, accounting, purchasing). Don’t make them guess!

Sell it:

What are your unique strengths and qualifications? What makes you stand out among the competition? What results will you be able to achieve for the company? How does your background relate to the specific needs of the organization? In other words, why should you be called in for an interview? Don’t simply repeat what is on your resume. Here is your chance to knock their socks off with the top reasons why you are the perfect candidate.

Close it:

Every good cover letter ends with a call to action. In most cases, the call to action is selecting you for an interview. You’ve stated your case; now it’s time to close the sale. Keep it simple and to the point: My resume is attached for your review. I look forward to a personal interview to discuss how my talents can best assist ABC Company.

There you have it: A perfect recipe for an award- winning cover letter. Don’t send another resume without a powerful cover letter – no matter what your aunt says!

Salary Negotiations: What You Need to Know

By Robert Mandelberg

Salary negotiations are a lot like the game show Deal or No Deal, except of course for the 26 models and Howie Mandel. When you’re presented with an offer, you have two choices: You can either accept it or reject it and gamble for a better payout.

Negotiations of any kind require a certain degree of skill to be successful. And since salary negotiations are not likely something you do not do very often, you are at a disadvantage right off the bat. To make matters worse, the hiring manager is probably very experienced in this area. She has probably taken courses with titles like How to Make Potential Employees Weep During Salary Negotiations (Parts I and II) and Benefits? Don’t Make Me Laugh!

The only way you stand a chance in a salary negotiation is to be prepared. It is a common misconception that companies want to pay the lowest wages possible. This is simply not the case. While it is true that employers want to reduce labor costs, many of them understand that it is actually more expensive to hire someone at a bargain basement salary, spend months training him, and then have to go through the same process all over again six months later when this employee resigns because he found a better paying job.

Employers realize that it is much more cost effective in the long run to pay a fair salary and keep workers happy. In fact, human resources departments conduct salary studies to be sure they are offering competitive wages.

There are several factors that affect salaries including:

• the size of the company
• your level of experience and training
• geographic location
• industry

How will you know if the offer is fair? By doing research ahead of time. Friends or contacts in the field are great sources for salary information. And there are websites that publish salary ranges for a wide variety of positions. Some sites are free; others charge a fee.  (www.salary.com is a great place to start).

Once you ascertain the salary range for your target position, you will be prepared to enter into a meaningful salary discussion. While employers may not want to start you at the very top of the range, you certainly don’t want to start at the very bottom. In an open and honest dialogue, there is usually a happy medium that will satisfy both sides. So next time you are faced with a salary negotiation, do your research and you can turn Deal or No Deal into The Price is Right.

Letters of Recommendation: The 4 Secrets

By Robert Mandelberg

People generally have a difficult time tooting their own horns. Normally, modesty is a commendable trait; but on a job search it could be deadly. And that is where letters of recommendation can help. Why brag about how great you are when you can get someone else to do it for you? Letters of recommendation are basically testimonials from satisfied “customers.” And they can be a lot more believable than resumes since they come from objective third parties.

This week's article focuses on the 4 secrets of creating powerful and convincing letters of recommendation.

Who? Who will make the most impact?
Your immediate supervisor is generally the very best person to ask to write a letter of recommendation. She has the most knowledge of your performance, abilities, and results. She can attest to how you have positively impacted the company.

Many people assume the company owner or president is the best referral. Unless you have direct interaction with these executives, they are usually too far removed from day-to-day operations to be aware of your talents or value.

When? When is the ideal time to have a recommendation letter prepared?
While you are still with the company. As soon as plans for your separation are discussed, immediately line up your references. This enables you to put the process in motion quickly and follow up to ensure it is completed. If you wait until after you leave the company, you may find it awkward to pick up the phone and ask the boss for a favor. And with you out of sight, this task may drag on for quite some time before it gets done.

What? What type of information should be included?
Instead of generalities, an effective testimonial cites specific achievements that clearly define the value an employee brought to the company. “Bill Reynolds was a loyal, dedicated employee who could be counted on to give his all” is nowhere near as powerful as “Bill Reynolds spearheaded a division- wide project to upgrade our e-mail system, which reduced our outside consulting fees by 12%.” Do you see the difference? Numbers, tangible results, and accomplishments speak volumes about the worth of an employee.

How? How do I get my boss to write a powerful testimonial?
Do you think writing a testimonial is an easy task? Is it something that your boss could crank out in fifteen minutes or so? Probably not. A good recommendation letter takes planning and thought to be effective. In fact, it may take a few drafts to get it just right. Is writing your letter a task that your boss is going to relish? Not likely. She has that big meeting coming up, the month-end report is due, and now this blasted letter. Will it ever end???

Here is my suggestion: Free your boss from this burden and write the letter yourself. Yes, you read that correctly!

Do you feel a little uneasy about writing your own letter of recommendation? It’s not as bad as it sounds. Once your supervisor agrees to write the letter, offer to prepare a draft that she could “tweak” and print on the company’s letterhead. Your boss will be thankful that she doesn’t have to labor over your testimonial, and you can be sure that the letter has the ideal content and tone. As long as you are truthful, your draft should make it through practically unedited.

So make sure you are armed with a few well-written testimonials for your job search. It could very well be the extra "toot" your horn needs.

How to Write a Brag Book

By Robert Mandelberg

A “brag book” is a portfolio of your achievements that you use during the interview process. It contains evidence of your past accomplishments. You use a brag book to support your claims of “greatness” and to demonstrate your abilities and potential to a prospective employer.

What to Include in your Brag Book:

If you believe what you read on resumes, then 75% of all salesmen are ranked in the top 10% of their companies. Although accomplishments are a vital component of a resume, substantiated claims have a much stronger impact than unsubstantiated ones. One of the most important features of a brag book is that it verifies statements made on your resume. Of course, the contents of brag books will change depending upon the industry, position, and individual.

The following is a small list of sample materials that are appropriate for a brag book:

• Are you one of the 75% who claims to be in the top 10% of your company? Then prove it! Do you have the printout showing employee rankings? Or how about an e-mail from your boss congratulating you on your achievement? Either one of these documents will verify your claim. Any time you mention a statistic or ranking on your resume, try to back it up with documentation.
• Did you win an Employee of the Month award? A photocopy of your award would be a great inclusion to your brag book. Proof of any award or honor looks impressive in your portfolio.
• Letters of commendation, letters of recommendation, favorable client e-mails, written accolades from peers, performance evaluations, press clippings, and other positive documentation attesting to your superior performance or skill should be also included in your brag book.
• Quantifiable data - such as reduced costs, increased profits, improved shareholder value, and greater productivity - makes a strong impact. Evidence demonstrating “before and after” results is also impressive.
• If you are a student (or recent graduate) and have a favorable GPA, then include a copy of your college transcripts. You can also make copies of any academic honors, internship evaluations, and recommendations from professors.
• Don't forget to include the basics: Copies of your resume, diplomas, licenses, training certificates, a list of your references, and a copy of your salary history. You won’t be presenting all the materials during an interview; only the ones that are relevant to your discussion.

Presentation:

Office supply stores generally carry a variety of binders and portfolios that are perfect for brag books. Select one that feels right to you and matches your style or personality. You may want to have a book that is sectionalized and tabbed for better organization. It is also a good idea to separate each document in transparent plastic sleeves.

Make sure you familiarize yourself with the contents of your brag book. The last thing you want to do is ruin the flow of the interview by sifting through papers. “I could have sworn my 'company award for being prepared' was here somewhere – just give me a minute to find it.”

Just imagine how prepared you will feel having a well-organized, documented book of your achievements. Once you start using a brag book, you will wonder how you ever went to an interview without one.