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Effective Executive Job Search
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Most executives conduct an ineffective job search. Learn the inside secrets of how to conduct a job search by two of the most well-known executives recruiters.
Curated by
Barry Deutsch
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Careers coach Penny Strutton is writing a weekly column for This Is Nottingham with advice for job seekers. This week she looks at the need to create your personal inventory...
Barry Deutsch's insight:
I like the author's perspective on creating a personal inventory. We call this your success profile in our Career Success Methodology. So few candidates sit down and make a list of everything they could offer to a company in a specific role. Secondly, they don't back it up with multiple examples to illustrate the claim. For example, if you're outstanding at financial analysis of customer profitability, do you have 2-3 examples where you've done these assessments, written recommendations, and your company took action based on your recommendations. Probably not. How can you expect to succeed in writing resumes, cover letters, and answering questions in interviews, without this preparation? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about 
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There is no question that LinkedIn may be a fantastic tool to assist you in your job search. The social network was nearly engineered
Barry Deutsch's insight:
The author of this simple article nailed it on the 3 most common mistakes in networking - the author relates it to using LinkedIn, but I'll expand it beyond to encompass all networking activities. In a nutshell, here are the 3 most common mistakes we see executives make in their job search activities: 1. The don't interact with their connections. Collecting names, likes, friends, and followers is a worthless activity by itself. You must interact, engage, and communicate with your network. 2. You don't give. You ask for help, but your first thougth is not how can I help this person. The basic tenet of effective networking is to keep giving without expecting anything in return. This has always been my motto in my executive search practice, job search coaching, and social media consulting. I get close to 1/3 of my business from giving. 3. You only use networking when you need it, such as when you're conducting a job search - then you let your network DIE. 2 years later you attempt to resurrect your network and discover that the regeneration process is at least 6 months. Networking should be a year round activity, regardless of whether you are job hunting or safely employed. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Realizing that students today post every dumb thing they do on the Internet, colleges now are starting to help them "erase" those digital mistakes before they become a barrier to employment.
Barry Deutsch's insight:
Although the article talks to the college student looking for a job, the issue of online reputation extend all the way to executive job search. Do you constantly "google" your name to see what comes back? Are you using an online reputation management tool to"manage" your reputation? Have you ever tried to "erase" or eliminate negative information in your background? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Increased pay doesn’t always equal increased love for your job. Learn what advice you should listen to when looking for your next job.
Barry Deutsch's insight:
Good article discussing the issue of figuring what the hiring manager is NOT telling you in the interview. How taking jobs sometimes turn out to be bad decisions. We wrote a job search book titled "This is NOT the Position I Accepted". Over 50% of executive job seekers make mistakes in taking jobs they should have never accepted. One of the key reasons mistakes in job acceptance occur is due to being fooled by hype in the interviewing process. My experience of having interviewed well over 100,000 candidates in 30 years, presented our award winning workshop to over 35,000 CEOs and senior executives, and over a 1000 executive search assignments is: Most candidates stink at uncovering what's hidden below the surface. Not only do they not do adequate public research, they fail to ask good questions in the interview, and they fail to seek out former or current employees through their social networks on-line. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Barry Deutsch's insight:
Here's a great list of things most LinkedIn account holders make mistakes with - but the special emphasis is on job seekers. If LinkedIn is such a great tool, why do so many people (especially senior executives conducting a job search or in transition) suck at using it? We did a survey looking at effective executive job search leveraging LinkedIn. Less than 10% of the survey participants had a minimally acceptable - basic - fundamental profile that would be attractive to recruiters, hr professionals, and hiring managers. This list might get you started down the path of using LInkedIn as one of your job search tools. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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No business can afford to make hiring mistakes--especially the mistakes that come up again and again.
EZIA's curator insight,
February 19, 2013 10:06 PM
Hire the wrong people - waste time and money. Good article.
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"8 tips for getting great job references - Get Career Advice from the experts at CareerBuilder.com (The job search process: put as much effort into preparing for interviews as you do in building your "references team"
Barry Deutsch's insight:
Great tips from CareerBuilder.com on references in your job search. Here is one of the tips I found most useful: No matter how confident you are about someone's appreciation for your work, never list a reference without permission. Even if the reference isn't miffed by your presumption, she's unlikely to deliver a convincing endorsement during a surprise phone call. I've called 1,000s of references over the last 25 years through my executive search practice, and I am always surprised when the reference is surprised that the candidate used them. Not only have they not spoken with the candidate in quite some time, but the reference could best be described as "luke-warm". Unlikely this candidate will be receiving an offer! Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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With the high cost of hiring, training, and motivating employees, companies are more eager than ever to get the recruiting process right the first time – and find loyal, hard-working executives or team members.
Barry Deutsch's insight:
Solid advice on building an executive resume that gets noticed in the hiring process. Most resumes I look at as an executive recruiter (150-200 a week) are horrific and get less than a 10 second review. You must stop thinking as a job seeker and start thinking like a marketing guru. How do you "toot" your own horn, convey your value, and show your personality in a 2 page document? This article describes a few ideas you might want to consider as you "update" your executive resume or LinkedIn Profile. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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LinkedIn is gaining more and more importance in the job search and career development. Here are five common LinkedIn mistakes people make. (Our recruiters find a lot of our hires on #Linkedin. Are you using it for your job search?
Barry Deutsch's insight:
Mistakes are common in using LinkedIn effectively. If most recruiters, hr professionals, and hiring managers give your resume only 10 seconds, image the short attention span of looking at your background online. As a recruiter, I typically skip past candidates who have not completed their profiles, or how appear to be deadbeats when it comes to effective networking. Within 24-48 hours of starting a new search project I can typically identify at least 80% of my target pool of candidates through LinkedIn. You may be happy now, but do you really want to miss out on the top 5% of job opportunities because you were too stubborn to take a couple of minutes and update your LinkedIn Profile? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Don’t you love when someone just “gets” that you’re the perfect person for the job? Here are three tips for proving your worth. Jessica Holbrook Hernandez does a great job in her blog article talking about how to prove you are the perfect candidate for an opening. She keeps using the word "results" over and over. The problem is that most candidates don't think in terms of results, outcomes, deliverables, achievement, and accomplishments. This is the number one thing hiring managers are most interested in - what can you do for me? How does your prior results (NOT experience) help me to be successful. If that's what hiring managers want, then why don't you give it to them instead of making them hunt for it? Most candidates make the interview and hiring process far too difficult. If the hiring manager wants results, overwhelm them with results. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Good advice from the Career Realism site on being prepared for an interview. Pretty straight-forward, common advice about prepping yourself with answering common interview questions, researching the company and industry, and preparing a list of questions. For the last 30 years, I've been conducting executive search and placing candidates in key roles such as Director of Sales, CFO, General Manager, and VP of HR - to name a few of the typical roles. I would never have to work again, if i got a dollar for every executive candidate that interviewed with my clients who were not prepared for an interview. I tell the candidates to rehearse their answers to common interview questions, research the company, prepare a list of questions, write down their examples of accomplishments given what the company is seeking. Yet, time and time again, most candidates "WING" the interview, attempting to get by on their charisma, personality, and rapport. And they wonder why they never got asked back for another round of interviews. This borders on embarassing. 30 years later, I still cannot figure out why candidates - especially at the executive level - refuse ot prepare for interviews. Could it be that most folks don't care if they do well in interviews? Could it be they are just lazy? What's the reason you didn't prepare adequately in your last interview and as a result did not get asked back? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Should I Reveal My Compensation To A Recruiter? Many candidates play the fishing game of car buying trying to see who will throw out a number first OR they are kicking tires doing comparison shopping? When was the last time you were honest with a recruiter about what you made in your last job? Has a recruiter ever rejected you for playing compensation games with them during a phone call? One issue I think that got missed in this article is that the author assumes the candidate is looking to aggressively move from their current role. What if the candidate is a recruited candidate and NOT aggressively looking? Should an employer take the same hard-line stance as with a candidate who is "active" vs. "passive" in the job market? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Job search got you down? To help lighten your mood, below are amusing (accidental, in most cases) comments that were actually written by job applicants during
Barry Deutsch's insight:
We all need a little humor to lighten the oppressive nature of a job search. This list in the blog post is almost a anti-Dilbertesque perspective from the hiring manager/recruiter about the "phrasing errors" of applicants. I hope you enjoy a good chuckle. I know you would never make a mistake like the ones listed here - right? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Direct from a hiring manager, here are the moves you should never make—and what you should do instead to stand out from the crowd.
Barry Deutsch's insight:
The title of this blog post was misleading - the author contends that some of the mistakes job seekers make are surprising. I've been conducting executive search for almost 30 years. I can assure you that these mistakes are among the most common job search, resume, and interviewing errors that executive candidates make over and over again. I do want to zero in on one mistake the author mentioned that I find excludes the vast majority of job seekers from even getting a shot at an interview. It's the issue of writing generic cover letters that look like a form letter. This MUST be customized to the specific role. Not writing a custom cover letter for an executive position is practically a guarantee your resume will be thrown in the trash can. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Barry Deutsch's insight:
One of the key mistakes I've seen in the last couple of years in job search is that most executive job seekers do a terrible job leveraging social media in their job search: everything from engaging with potential contacts on social media at their targeted companies, to creating a powerful LinkedIn Profile that acts as a magnet to attract others. Since over 80% of all jobs fall into the hidden job market (not advertised), the only way to uncover them is through online and offline networking. If you're not leveraging networking, especially online, you can pretty much assume you job search will be mediocre, take 3-4X the normal time, and you'll see the bottom 1/3 of good opportunities. STOP this insanity, get your job search done quickly, and find great opportunities. Make the investment to learn how to leverage social media for your job search. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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"In a tough jobs market, every opportunity to interact with a potential employer must be capitalised upon to the fullest extent."
Barry Deutsch's insight:
Ronald Sampson writing on the B2C blog digresses from the usual discusison of internet and content marketing to talk about mistakes that job search candidates make in the application process. He numbers it as #2 - but I might rank it up there as the #1 job search mistake: Failing to tailor your application
Why would you not take a few minutes to precisely and clearly address the issues, skills, impact the hiring manager has described in their ad. Who cares about all the other things you can do that are irrelevant to the most important criteria for success in the job? This shotgun or random approach to sending in resumes in response to ads is at best predicated on hope and luck. Are you willing to stake you future on a roll of the dice? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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What does fit mean in the job search and interview process? If you've gotten turned down for "fit", definitely read this post!
Barry Deutsch's insight:
I liked the way the author broke down the key considerations when a hiring decision is being made. Obviously, fit is a critical component. The problem is that everyone defines fit differently. Layered on top of that are issues related to cloning the last person in the role (or anti-cloning if they failed), desperation hiring, 1st impressions, bias and emotions. and on the list goes. As a candidate in the hiring process, it's important to convey 3 things: 1. How you are able to get along with a wide range of "boss" personalities. Giving examples is important. 2. Being open about your own style and behaviors and showing a little vulnerability outside of the stupid interview question: What are your weaknesses? 3. Alignment with the company values and culture. The only way to figure this one out is to ask lots of questions, and seek out people who work at or have worked at the company in the past through social media, like LinkedIn. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Forget jobsites and recruitment agencies, in business today hiring happens through the power of social media.
Barry Deutsch's insight:
The author lists some useful strategies for candidates to leverage social media. I particularly liked her reinforcement of the importance of a professional looking picture and her statistic of a LinkedIn Profile is 7 times more likely to be viewed with a picture than one without a picture. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Remain focused on your body language. (4 mistakes employers will notice
Barry Deutsch's insight:
Good article by Heather Huhman of Glassdoor who mentions a few key failure points of candidates in the interview process. I focused on one particular element that could be the greatest mistake candidates make in interviewing: "You’re Underprepared. It’s all too common for job seekers to “wing it” during the search for a new position." Winging a job interview is a sure-fire way to fail at interviewing and not get asked back. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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Everyone expects you to have a LinkedIn profile and that's probably where they'll find you (even before you look for them!). So if you want to strengthen your personal brand and visibility, or find new healthcare (or any ...
Barry Deutsch's insight:
The author describes a few of the basic things professionals (in healthcare - but can be extended to any profession) should do on LinkedIn to get noticed. Her basic claim that "everyone expects you to be on LinkedIn" is becoming more and more valid". Do you have an effective LinkedIn presence? Check out your peers - what are they doing? Pick the one person you know who is a great networker and see how they are leveraging LinkedIn. As a recruiter, I find the vast majority of candidates "poorly" use this tool and it's bordering on embarrassing - as if they don't care what happens to them in their career. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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What separates the master networkers from the amateurs? The former tend not to make these mistakes.
Barry Deutsch's insight:
Another good article on mistakes made on LinkedIn published through Inc magazine. Why do some many professionals screw up their chances of learning about great opportunities that could accelerate their careers beyond their imagination? In making many of these mistakes, you turn off, disgust, and repel executive recruiters, hr professionals, and hiring managers. You relegate yourself to the graveyard of candidates. Your peers hear about and engage around great opportunities and bypass you quickly. You never tap into the hidden job market of 80-90 percent of all jobs. You're attitude in career management is that you'll look for a job when you need a job - that thinking basically disappeared around the 1970s. Are you still managing your career and professional success like you're stuck in a 1970s timewarp? Re-energize your career success by learning how to use LinkedIn for professional networking, job search, and personal branding. Make an investment of time to master this tool of career success. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted-
Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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In this blog post, Linda Haddaway reminds us that your LInkedIn Profile Headline is NOT your job title. Most people "default" to their job title for their LInkedIn Headline. This is boring, mundane, and repetitive since LinkedIn lists your job title right under your heading and name. Be creative. Think marketing. What do they teach entry level copywriters in advertising - the headline is the most important element. If someone is NOT stunned by your headline, they will NOT be compelled to read whatever is below it! Take a moment and look at the headlines top professionals in the job search field use to portray their value in a few words. Check out my profile headline - I'm constantly evolving it to demonstrate the value I bring to my network. What's your USP, greatest value you bring a company in your profession, or how you want others to remember you? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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The 12 Days of Christmas Job Hunting with LinkedIn. With more than 120 million registered users, LinkedIn is the world's de facto job board and here's 100 ways to land a job before Christmas... Contrary to the lead-in to this blog post by the author, LinkedIn is not a de facto job board. It does have a job board component, but it's not a job board. LinkedIn does allow you to leverage your job search through on-line connections. However, it doesn't provide more/better job listings of opportunities than careerbuilder or monster. It does give you an opportunity to uncover through classic networking techniques the hidden job market containing 80 percent or more of all jobs. The author (same author who wrote Guerilla Job Hunting), is providing a free resource for job hunters with multiple tactics to find a new job. How many different resources have you been using to "MASTER" your ability to conduct an effective executive job search? Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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It’s OK to take the occasional breather, but don’t allow yourself lengthy breaks every time you make progress. “Don't rest on your laurels after posting a job application or getting an interview,” Wanberg says. Fortune Mag Blog article raising the point about not resting after sending a job app. I see many executive candidates who work their job search like a roller coaster - a flurry of sending out resumes and responding to applications (peak), and then sitting back to see what lands on their doorstep (valley). Your job search needs to be one of continuous and building momentum. I like a job search to the ebb and flow that occurs during one of my high school girls basketball games. They work really hard in the first 15 seconds of a 30 second shot clock possession, only to coast in the last 15 seconds and have the other team score on them. I know it's hard to stay focused and sustain a high level of effort on a continuous basis - but it's the difference between losing (never getting a job offer) and winning (having an abundance of leads, referrals, and opportunities). Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted http://www.impacthiringsolutions.com/candidates/candidate-products/not-the-position-i-accepted- Don’t forget to join us on our popular Job Search LinkedIn Discussion Group http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-Job-Search-1781587/about
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As an executive recruiter, I'll see over 250 unsolicited resumes a week, over 100 LinkedIn inquiries to my open opportunities that I publish on LinkedIn, and at least 250 LinkedIn profiles which I proactively search for my clients on search assignments.
Very few of these 500 plus candidates on a weekly basis get noticed by me. Which ones pop to the top of my funnel - those who are active on LinkedIn.
What's it mean to be active on LinkedIn in a job search:
1. Having at least 5-6 status updates daily where you're sharing great content with the groups you belong to and your network.
2. commenting and liking your network's shares in your feed, and posing/answering questions - both in the formal Q and A area, and in your groups.
3. Having great content on your profile that includes visual elements: your blog, a powerpoint presentation you made at a conference, or a video of you speaking before a group. LinkedIn now provides a method to convert your boring old resume into a muli-media platform for engaging your network. The best part is that you can constantly adjust it to keep it fresh.
Barry Deutsch
Partner
IMPACT Hiring Solutions
http://www.impacthiringsolutions.com/careerblog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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