While other job seekers are looking for ways to go around the recruiter and get to the hiring manager, I suggest you follow the road less taken and build a relationship with the recruiter. Here are the why and the how:

1.    Hiring managers know about their open positions.  Recruiters (and HR personnel) know about a lot of open positions.  When you build a positive, give-and-take relationship with a recruiter, you have created a valuable connection to numerous positions.

2.    Recruiters also know other recruiters who have jobs, so the potential opportunities are far-reaching.  Additionally, the day-to-day job of a recruiter is to match people with jobs, whereas, a hiring manager only hires occasionally.  So, if one opportunity doesn’t work out, a recruiter may continue to find opportunities for you while a hiring manager may not be aware of any.

3.    Recruiters are successful when they find exceptional people to recommend to hiring managers.  So, be the exceptional job candidate they want to place.  Ask them what you can do to be their ideal job candidate.  Ask how you can make their job easier.

4.    Do not assume that the recruiter has limited knowledge about the job, the hiring manager, or the company.  Recruiters often have valuable information but job seekers never ask.

5.    Always treat recruiters with respect.  Ask for their advice and opinions.  Ask how you can help them.  Send a sincere thank you note.

6.    If a job opportunity doesn’t work out.  Tell the recruiter you understand that the job didn’t work out, ask if they still need job candidates, volunteer to go through your Rolodex to send them good candidates, and ask for feedback on how you can do better next time.

7.    Make sure that you have a clear, concise brand and description of the type of job you are seeking so the recruiter will know when to refer you.

If you follow these guidelines, chances are you will get the same message another job seeker received from a recruiter, “I hope you don’t mind, but I heard about a job and forwarded your résumé to the hiring manager.”

Attention:  Live in Overland Park, Kansas — Perfect-fit Workshops starting Monday, April 19!  Have you been out of work for more than six months?  Are you ready to create a viable plan that will actual produce job offers?  You don’t need to struggle in your job search anymore.  Let me guide you step-by-step to re-employment in record time.  My program is comprehensive, customized to your needs, and goes well beyond any other program out there.  You will receive 20+ hours of guidance, counseling, and instruction for an unbelievably low, no-risk investment.  You will leave my workshops 100% prepared to take your job search to the next level and land your dream job fast.  Plus, you won’t have to search alone.  With the ongoing support of your workshop peers, you will expertly maneuver through the hidden job market, attract the attention of recruiters and hiring managers with your branded portfolio of materials, and skillfully negotiate a salary and benefit package befitting your talents and skills.  It’s time to get you back to work.  Register now at http://www.occupationalzen.com/program-enrollment.html

I was talking with a job seeker the other day who said she was told she didn’t get the job because they didn’t consider her a good cultural fit.  It’s true that more and more companies are placing less emphasis on experience and more emphasis on cultural fit. This is a huge plus for the job seeker because a company that is concerned about cultural fit is more likely to be concerned about their employees’ well-being and job satisfaction.  As a job seeker, you want job fit and cultural fit, so finding an employer with the same goals is ideal.

As you are researching companies to target in your job search, you want to identify their company culture to determine your fit.  A company’s culture is its personality.  It includes how people dress, how they interact during working hours and outside of work, the hours they work, the level of cooperation and/or competition among employees, and even how employees keep their office space.  The culture includes the company’s values, and it will affect how you do your work, your daily comfort level at work, and your career growth and opportunities.  When you focus your job search on companies that have the right cultural fit for you, you job search will be more productive and you will get greater satisfaction from your new position.

Attention:  Live in Overland Park, Kansas — Perfect-fit Workshops start April 19!  You don’t need to struggle in your job search anymore, let me guide you step-by-step to re-employment in record time.  My program is comprehensive, customized to your needs, and goes well beyond what any outplacement firm has to offer.  You will leave my workshops 100% prepared to take your job search to the next level and land your dream job.  Register now at http://www.occupationalzen.com/program-enrollment.html

An informational interview is just as it sounds–it is an interview to gain information.  However, you never know where an informational interview might lead.  The entrance to the hidden job market is through the informational interview.  You may come across jobs that haven’t been posted; or you may hit it off so well with them that they will offer you your choice of positions, which actually happened to someone I was speaking with the other day.

Here are a few quick tips for conducting an informational interview.

1.    Conduct yourself with the same professionalism as you would a job interview and follow the same protocol (e.g., proper dress, thank you notes, etc).

2.    You are leading the informational interview so do your research and go in thoroughly prepared with your questions.

3.    Know what your goal is.  Finding a job is a process, so don’t go in expecting to find a job with each informational interview.  Before you go in, ask yourself what one piece of information can you get from this person that will be most beneficial to move you forward to the next step in your job search process.  For example, you may simply want information about the company to determine if you would like to work there.  You might want to get the name of the person within the company who would hire someone like you so you can talk to that person next.  You might want to know what opportunities are available in the marketplace for someone with your interests and experience.

4.    Informational interviews should only be 20 to 30 minutes long.  Respect the person’s time and make sure you conclude the interview when your time is up.

5.    When you go to your interview, ask the person about their job and ask questions about the company.  You don’t need to ask for a job, it is understood that you want a job.  Give them your branding statement and your value proposition and then ask the person for their advice.  Ask them what they would suggest you do and who they would suggest you talk to to find a position where you can contribute your unique talents and skills.

6.    After the interview, continue to build a relationship with the person.  Try to find something to give back to the person (e.g., send another thank you note after you follow up on one of their suggestions or after you meet with a contact they gave you; or send an article of interest).

7.    Relax, enjoy yourself, and realize that you are creating valuable business relationships that may serve you for years to come.

Reminder:  Perfect-fit Workshops start April 19!  Take your job search to the next level and land your dream job.  Register now at http://www.occupationalzen.com/program-enrollment.html

There are probably many people who can do what you do.  The differentiator is in how you do it.  It’s your unique approach that let’s you stand out above the crowd.  Here is an exercise to help you discover what makes you unique.  It will help you identify your brand and your value proposition.

You’ve heard of writing out accomplishment statements using the SAR or CAR or STAR method?  Well, I have another acronym for you.  I suggest you write out your accomplishment statements using the SARqY method.  SARqY stands for Situation-Action-Result (quantified whenever possible)-You.  After you write out the situation, action, and result (quantified/qualified), then state how the action you took and/or the way you approached the situation was different from what others would do.  As you compile your accomplishment statements, you will see a pattern emerge that represents your brand.

Because quantified statements are easier to write, I thought I would provide an example that illustrates a qualitative result with the identification of some of the employee’s soft skills:  S – Mary received a call from the Phoenix office telling her that the paychecks for her call center employees would not arrive on time for the Friday payday.  She was told she would have to tell the employees that they would have to wait until Monday for their checks.  A – After placing a nonproductive phone call to the company’s local bank across the street, Mary left her office and walked over to talk to the bank manager in person.  After discussion options, Mary convinced the bank to manually type up checks for each of the employees.  Rq – The 187 employees received their money on Friday as expected.  Mary gained trust, respect, and admiration from her employees, her peers, and her superiors.  She improved employee morale and most likely retention.  Y – Mary had only been with the company for two weeks when this occurred.  Mary knew her employees were expecting and were in need of their money on Friday.  When paychecks, mailed from the home office, didn’t arrive on time, company practice had been to allow employees to receive a loan from the bank to be repaid when their checks arrived on Monday.  Mary found it unacceptable to put employees in the position of having to ask for a loan and found a more respectful way to provide for the employees.  Most people would have followed company practice.  Mary showed concern, consideration, and respect for the employees, and she showed leadership, initiative, and creativity in finding a better way to resolve a challenging issue.

Photo by Zsuzsanna Kilian

Have you been applying for jobs, getting little to no response and, therefore, wondering if you should hire a résumé writer?  First, let me say that I have great admiration for good résumé writers and their transformational abilities with career search documents.  Based on the time and effort they put into creating résumés, they easily earn their fees, which can run anywhere from $300 to $900+.  But, is delegating the writing of your résumé the right thing for you?  Consider these three reasons for writing your own résumé:

(1)     Résumés that work are résumés that are customized for each job applied for.  If you are going to tweak your résumé for each job, to maintain quality and consistency, you need to learn how to write your document.

(2)     Your résumé should be in your words and be representative of who you are.  If you are called in for an interview and there is a disconnect between who you are on paper and who you are in person, that will be disconcerting to the interviewer and will make them less likely to hire you.

(3)     When you interview and are asked about statements on your résumé, you want to feel comfortable that you can easily answer those questions.  If someone else writes your document, you might not even recognize your own accomplishment statement because it isn’t in your words.  If you aren’t comfortable with every statement on your résumé, the interviewer won’t be comfortable with you.

Having someone help you write your résumé, such as a friend or career coach, is always a good idea for many reasons.  If a certified résumé writer is willing to work with you and show you how to write your résumé, that is ideal.  But handing off the task and letting someone else write the document for you may not provide the expected benefit.

What has your experience been creating your résumé?

I had a discussion the other day with one of my blog readers about ways to provide employers with samples of work and showcase one’s talents, skills, and knowledge.  One tool we discussed that is available to job seekers is Visual CV.  Visual CV allows you to create an online portfolio.  Accounts are free, and you can upload writing samples, PowerPoint presentations, audio, video, images, etc.

This is a great way to exhibit your brand and provide an employer access to additional information about you.  Plus, by creating a Visual CV, you are demonstrating initiative and savvy with the latest in technology.  You can add the URL to your contact information on your resume, mention your online portfolio in your cover letter, and add it to your LinkedIn profile.  This is one more tool to help you stand out above the crowd and give yourself an advantage.

If you would like to read more about the pros and cons of online portfolios, I refer you to an excellent article by The Career Doctor at http://www.careerdoctor.org/career-doctor-blog/2010/03/pros-and-cons-of-an-online-por.html

If you have created an online portfolio or used Visual CV, please share your experiences with others.

Please join me for a FREE Teleseminar entitled, “Your Job Search Blueprint – A Step-by-Step Guide to ‘You’re Hired!’”  this Wednesday at 2:00 CDT.  If you can’t make the call, that’s okay.  I will send all registrants the link to the recording.  Register here

A reader writes:

I am a senior manager who has been unemployed for 15 months. Lately I have been talking to company recruiters who seem to have little idea what the advertised job entails, even if there is a detailed description. OR the job I apply for seems to have very little in common with the job they describe to me. At the end of one long interview, the recruiter told me that the job might be moved to the other end of the U.S., the job might be for less money, and she’s not sure the hiring manager is ready to hire anyone anyway. So why did she grill me for 45 minutes? My frustration is with the process, I’m sure, but I have encountered it frequently. One HR person suggested that I am looking down on recruiters because I have 20 years of experience. I really don’t feel that way, but I do feel they should be prepared to talk to me as if they had read my resume. Am I out there?

My reply:

You have every right to expect more from recruiters and your frustration is justified.  I’m sure there are some bad recruiters out there, but that explanation doesn’t help you get a job.  So, I’m going to suggest that when this type of things happens, you start off by giving the recruiter the benefit of the doubt and assume that the recruiter is frustrated because she isn’t getting the information she needs.  My suggestion is to always treat a recruiter as an ally.  The recruiter is looking for a great candidate to present to the hiring manager and you are looking for a strong recommendation from the recruiter.  Try to create a win-win situation.  I would go ahead and discuss your concerns with the recruiter.  For instance, you might pull out the job description, point to some of the discrepancies and say, “What you are describing doesn’t seem to fit this job description.  Do you know why the description you have would be different from the posting?  Could you find out if they are looking for _______ as stated in the job posting or ________ as you stated?”  Or you might empathetically say, “It must be frustrating for you to have to spend time interviewing job candidates for a job that they might not even be hiring.”  As frustrating as it is, you may have to take the high road and draw on your management skills to get the recruiter to help you out.

I asked a friend of mine who is a recruiter to comment on your experiences.  Here are some of her thoughts:

It is not unrealistic in any way to expect that the recruiter understand the job description and be able to speak to that.  Oftentimes, the recruiter may not have worked in the specific role and may not have the technical hands on experience but they should be able to get any question answered quickly.  I know it can be a long process but determination is the key and developing a relationship with the recruiter is helpful with the onward process.  If a candidate walks away with a sense of frustration and incompetence, it may not be the right company for them.

I hope your future experiences are better.  Best of luck with your job search!

Please join me for a FREE Teleseminar entitled, “Your Job Search Blueprint – A Step-by-Step Guide to ‘You’re Hired!’”  this Wednesday at 2:00 CDT.  If you can’t make the call, that’s okay.  I will send all registrants the link to the recording.  Register here

A reader writes:

I have a few companies I am targeting where I have a real interest and passion about their activities.  In mainly informational interviews, I think I have demonstrated my interest, passion, and qualifications for working with the company.  I continue to send relevant information to my connections within the company as a way to be a warm contact should they be hiring.  I have even written my own job description to demonstrate my potential value, even at their suggestion.

I know there is potential at the company as they have growth plans, even these days.

My question is, what is / isn’t appropriate to continue to stay in front of them?  How much is too much?  What could be relevant to continue to be a warm and interested candidate?  Is there a fine line between being interested and passionate about a company and “stalking” them?

My reply:

It sounds like you are doing everything right.  You continue to stay in touch by sending relevant information and you have written your own job description.  To answer your question, yes, there is a fine line between interested and annoying or, as you say, “stalking.”  One option may be to ask the person how often you should remind them that you are still interested.  You might say something like this, “I am very interested in contributing my talents to (state company name) and I would like for you to keep me in mind if a (state job title) position becomes available but I don’t want to be a pest.  How often would be appropriate for me to send you a brief email as a reminder?  Is every two weeks too often?  Is once a month better?”  If you don’t feel comfortable asking, I would suggest about every four weeks, but everyone is different as to how they perceive the passage of time and a show of interest, so that is just a guideline.

Here are some other options to keep your name in front of them:  (1)  Connect to them on LinkedIn and update your profile weekly so you show up in the LinkedIn updates they receive.  (2)  Follow them on Twitter if they tweet.  This may give you other insights as to how to connect with them.  (3)  Find out if there is an industry group that you can join or attend that they might participate in.  If they see you at meetings, they will realize how serious your interest is and you will have an opportunity to interact with them.  (4)  Do they write a blog or follow a blog that you can comment on?

The most valuable thing you can do whenever you are looking for a job is to immerse yourself in the industry that you want to work in.  When you become a participating member of an industry community, you will find all kinds of opportunities to connect with people.  You will stay current on the latest happenings in the industry, which gives you something to talk about with your contacts; and you will build a network that will provide multiple connections back to the people you want to stay in touch with.  Best of luck with your job search!

What methods do you use to stay in touch?

One of the most frequently asked interview questions, and often the first question asked, is “Tell me about yourself.” What a gift this question is!  This is your opportunity to set the tone for the entire interview and lead the interviewer to playing in your court.  Unfortunately, most applicants answer this question by simply reiterating what is contained in their résumé or they get into personal information that is totally irrelevant.  Before I tell you how to take full advantage of this question, let me explain from a scientific perspective how this can work for you.

Psychologists have identified a phenomenon they refer to as “priming.”  Priming is when exposure to a stimulus influences the subsequent response.  There are numerous studies that support the effects of priming, but I would like to share one of the more amusing studies with you.  Researchers brought college student participants into the lab.  One group received a list of words to review that were consistent with the stereotype of an elderly person.  The control group reviewed a list of random words.  As the participants left the laboratory, researchers measured how fast they walked to the elevator.  Participants who had reviewed the elderly stereotype words walked significantly more slowly to the elevator than the control group participants.  Thus, providing support for the effects of priming.

How can you take advantage of priming?  When the interviewer asks, “Tell me about yourself,” you respond with your carefully-prepared-but-natural-sounding marketing message that describes the benefits you have to offer.  Follow these tips when preparing your answer:

1.    Be brief (about 60 seconds).
2.    Use keywords from the job description or from your research on the company.
3.    Describe your top three strengths that are most pertinent to the needs of the company (needs discovered during your research).
4.    Include a description of an accomplishment or two as an illustration of your strengths and how they will benefit the company (your value proposition).
5.    Keep your message consistent with the branding message you have used in your résumé, cover letter, and social media profiles (consistency makes you memorable).
6.    Let your passion for the work show through.
7.    Use a story (stories are memorable).

When you bring together the employer’s keywords with your talents and value proposition and put it into a story, you will capture the interviewer’s attention and prime a framework for the interview around your personal brand.  Be sure to thoroughly prepare so you can stay on message throughout the questioning and maintain the priming and your advantage.

Here is an example of how an engineer might answer the question from the book 60 Seconds & You’re Hired! By Robin Ryan:

“For my last employer I implemented a new quality-assurance program for seven plants over a four-year period.  We received the Q 1 Award for our efforts.  Along the way, I’ve learned to effectively deal with employee resistance to quality improvements through training, selling teamwork concepts, and utilizing a personal empowerment approach.  I have evaluated 37 suppliers during on-site inspections to improve the quality of their product—parts that will ultimately become pieces of my company’s final product.  My five years in design engineering and my strong communication skills have aided me in my ability to work with a diverse population and solve technical problems.  These are the reasons I feel I would make a valuable contribution to your company.”

A reader writes:

I have a specific question on “qualification of summary”. How does one write a good Profile Summary ? What should it include and how should one present the details. If you can elaborate more on this topic and include an example or two, that will be really useful.

My reply:

Your qualifications summary is the first thing the hiring manager will look at.  This is where you want to present the value and benefits you bring to the employer.  There are different options for how to write a qualifications summary but here are some general guidelines.  Your qualifications summary should clearly state what job title or function you are seeking.  If it isn’t clear what job you are seeking, you will not be considered.  You want to establish your brand and present your value proposition.  You do this by highlighting your most impressive, relevant accomplishment(s) and your greatest strengths.  Write your summary to address the employer’s needs and use keywords from the job posting whenever possible.  You want to be authentic in your description of who you are while at the same time presenting yourself as the perfect fit for the position.

The format you choose for your qualifications summary will depend on your experience and your targeted position.  Choose a format that allows the reader to quickly scan it and immediately recognize your fit for the job.  Below are two examples of different formats.  The first example worked to get the job seeker an excellent human resources position that she loves.  Following her summary, she included a section showing her certifications, education, and awards, which acted as a supplement to her qualifications summary and verified her accomplishments.  The information she provides is concise but powerful enough to generate interest to read further.  The second example was taken from the book Résumé Magic written by Susan Britton Whitcomb.  There is much greater detail provided in this summary, but by using bolded keywords, the reader is drawn to the bullet points and motivated to read on.  Focus on job fit, keywords, and the unique personal brand value and benefits you offer.

Example 1:

Summary of Qualifications

Results-oriented management professional with extensive experience in Human Resources, customer service, process improvement, and new product launches.  A proven leader with 20 years of experience building and leading cross-functional teams. Recognized for excellent employee development, product deployment, and project management skills. Other skills and strengths include:

Example 2:

QUALIFICATIONS

PHYSICIAN EXECUTIVE qualified for senior-level management opportunities where strengths in strategic planning, development, and visionary leadership will promote high-growth business ventures.  Highlights:

• Market-Driven Executive—Initiated business re-engineering in a 38-physician practice to address the emerging commercialization of medicine; cut operating costs through innovative cost-containment programs; brought consensus among divergent interests during transition to market-focused paradigm.

• Academic Qualifications—Harvard MBA program graduate with management and financial skills backed by clinical competence of 15+ years of practice as a board-certified internist and anesthesiologist.  Substantial experience in emergency services, aeromedical evacuation, and special operations.

• International Orientation—Advanced the accessibility of health care in third world nations through commitment to international healthcare organizations (eight trips to Honduras, Mexico, and Vietnam as team chief and service as program director for an overseas teaching hospital).

• White House Fellowship—Regional finalist among highly competitive candidate list of 800+; seeking to address global health care issues (special project:  research for development of counter-strategies for medical terrorism).