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What separates the master networkers from the amateurs? The former tend not to make these mistakes. 
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Scoop.it!
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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Excellent advice why the Holidays is NOT a good time to stop your job search. Great recommendations and examples of conducting a job search during the month of December. What are you doing to put your job search in turbo-drive mode during December? 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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Many executive level candidates have gaps in their resume, particularly if they've been victims of corporate downsizing over the past couple of job market recessions. Good article exploring the "delicate issue" of discussing/presenting your background with a job gap or two. 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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Some of the tips were good and on point - like no grammer/spelling mistakes. Some were just silly - like using too big/complex words. The one point I took a major exception to was the recommendation not to put personal contact information on your resume. Want to make sure I throw you resume into the trash, then go right ahead and make it difficult for me to contact you. Leave your phone number off the resume and I'll start wondering what you're hiding. Why on earth would recruiters hate the fact that you made it easy for them to contact 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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'It's natural to feel upset when you don't get a job that you really want,' says Dr. Sally Ann Law, Personal and Executive Coach. 'People often feel a personal sense of rejection when that happens. When was the last time you got rejected in your job search? What did you learn from the process to make sure it didn't happen again? We're you stumped by a particular question? Not enough energy and enthusiasm? Or was it a lack of 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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Due to overwork and large applicant pools, recruiters often tell little white lies to job candidates. Here's how to handle four common untruths. When was the last time you heard these little white lies? Try the technique suggested the next time you hear one of these little white lies fed back to you from a recruiter. What other little white lies do you hear from recruiters, hr professionals, or hiring managers? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog Do you have a FREE Copy of our best selling e-book on how to hiring and retaining top talent? Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about
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Social networking mistakes can really come back to haunt you when you’re job searching After reading this blog post, I thought about the idea of conducting an online reputation audit. What "digital dirt" is out there about you that can be found through a simple Google search? How often do you check yourself out on-line to see what you've posted and what others are posting about 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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Interesting article documenting what job search looked like 10-20 years ago. The author of the article talks about how most companies use automated screening to review resumes. The author makes the claim that all companies except for a small percentage, do automated screening of candidates. This is just not true. I work with thousands of companies in the small business arena for a couple of the largest CEO networks in the world, including Vistage, TEC, and EO. These companies in the $5-$50 million range DO NOT typically have automated solution - resumes are still reviewed manually. Secondly, Phil Rosenberg talks about the need to be more specific and target your resume and cover letter for specific roles. I've mentioned this idea numerous times on our blog, it's a core element of our job search methodology, and it's frequently brought up as a topic in our LInkedIn Discussion Group. Generic and one-size-fits-all resumes and cover letters do you a disservice in your job search. This approach is like akin to the shotgun approach of spraying everywhere - it doesn't work. A better approach is a more targeted plan with multiple custom developed resumes and cover letters for specific roles you are interested in evaluating. 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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Does your executive resume sell you short?San Francisco Luxury NewsFinding yourself in the job market after many years in leadership roles? Plenty of things have changed, starting with the tone and presentation of your executive resume. The article raises two very important points - first the idea of providing context for your accomplishment such as "successfully raised prices for all products over a two year period with only a 10% customer loss in the face of deep pricing cutting my all major competitors. This idea of providing context or giving "flavor" to your accomplishments is critical. Hiring Executives want to know what was the "environment" or situation in which you achieved your accomplishment. Secondly, the old 1-2 page resume requirement is dead. The new normal for executive level resumes is a more expansive listing of accomplishments in your career - frequently extending to 2-3 pages. 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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Before job board proliferation completely transformed job search, most jobs were advertised in local newspapers, usually asking for resumes via snail mail or fax. Since primarily only local job seekers could see the ad and since ... My favorite quote from this book is " By customizing your resume specifically for each individual opportunity, you cause hiring managers to see that you are perfect for their individual job." I've been harping on this issue for years about the need to both customize your cover letter and your resume for specific opportunities. As an executive recruiter, I see thousands of generic - boiler plate resumes that are so broad to cover any job - it's a complete turn-off. Every manager I've spoken with gets excited about resumes focused on their open role. Yes, this does take more time than spewing out generic resumes like a firehouse spraying on open jobs, but the impact is tremendous. Barry Deutsch Partner IMPACT Hiring Solutions Job Search Blog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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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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It's not surprising that the jobs they are landing are those you didn't know about -- hidden or unadvertised jobs are where you find the best opportunities. What exactly are hidden jobs? Hidden jobs are those that are never advertised. They are not posted on job boards, they are not posted in LinkedIn groups, and they are not shared with networking groups. How do you find out about these hidden job opportunities, which could represent 80% of all jobs available? You do it through classic networking, both in-person and on-line. The author of this article, Suzanne Lucas, does a good job walking you throught the elements of the hidden 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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6 Reasons Your Job Search is Failing Big Time The author nailed my pet peeve in this article on the deadly sins of an ineffective job search. Why do you never ask for advice? Why do most job seekers - even at high executive levels feel they must "go it alone" and try to conduct an effective job search in the 21 century with 19th century techniques? 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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This “sign-on benefit” clues the hiring manager my client initiates and develops fruitful relationships through personal networking strategies that will be advantageous to the company. The author does a good job listing some creative approaches to "sell" yourself to the hiring manager in a cover letter. Unfortunately, my perspective after 30 years in executive search is that most recruiters, HR professionals, and hiring managers would toss this overly sales-hype pitch into the trash. Why don't you try what 99.9 percent of applicants don't DO? Try framing your cover letter to specifically address the issues listed in the advertisement. If the company indicates they want someone who can improve inventory turnover for a toy manufacturer - share your accomplishments in improving turnover either directory for a toy manufacturer or in a related manufacturing environment. This is the quickest and most likely path to being immediately granted an interview. Stop wasting your time with silly, irrelevant, non-sensical tactics that immediately move your resume to the trash pile. Getting asked to the interview table is really quite simple - you don't have to rely on gimmicks and pitches. BUT you MUST address the specific issues the company is seeking from their advertisement. Sending generic - boilerplate resumes and cover letters are another great technique to guarantee rejection. 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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Social Media can be a great tool to find and uncover hidden job opportunities. The question is: Do you have a long term strategy for creating a social media job search/career enhancement. Is it comprehensive? Are you leveraging all the tools available to you? Are you unconsciously incompetent - do you NOT know what you don't know? How do you gain this knowledge? I came across this interesting article on using social media for job search by Nurse Practitioners and physician assistants. If it can be used in this niche, I assure you there are very few niches where it doesn't work! What's your self-education plan to master social media for job search and career enhancement/advancement? 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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Use the 7 Critical Steps and you will have a far better chance of getting to the next step in the process (Addition to your JOB-SEARCH:Chk out: How To Trick Automated Screening Process & Get Your Resume Noticed http://t.co/D9Y8m3p3... I'm not sure how these articles get published. Don't DO THIS! Promise right now you'll never follow the advice from this article. I'm aghast that the author suggested keyword jamming your resume. Don't you think at some point someone is going to notice that you did nothing more than cut and paste keywords into your resume or cover letter. You may defeat the automated scanning systems of large companies, but the minute a human eye notices what you've done - your resume is not a glider on a flight path into the trashcan. I do advocate reading the job description in the ad posting and responding specifically in your resume and cover letter what you've done that is most comparable, similar, or like what the hiring manager is seeking. This is radically different than keyword stuffing your resume. In the on-line marketing world - this approach of keyword stuffing a webpage is called "Black Hat" and those who practice it get severely penalized. You don't want to be penalized in your job search? Barry Deutsch IMPACT Hiring Solutions HIRE and RETAIN Top Talent http://www.impacthiringsolutions.com/blog Do you have a FREE Copy of our best selling e-book on how to hiring and retaining top talent? Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about
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Executive Recruiters Recommend Top 7 Job Search Activities for the Holiday Season http://t.co/7zdC3byC... Good recommendations on what to do during the Holiday Season if you're in a job search. Key point: Don't sit back and accept the common wisdom that job search activity dies during the holidays. Keep up your intensity and pace. While others sit back and take off - it's your opportunity to be out in front of everyone else. Although not a lot of hires get made during the holidays - primarily because of scheduling problems, you can still work your network, get referrals, use the time for relationship building, and re-double your efforts on getting in the door for that dream job you've heard about. 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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8 Things Millennial Job Seekers Do That We All Need to Try Miriam Salpeter does a great job laying out some of the trademarks of the youngest working generation. I think the key message in this article is that these folks are better are leveraging on-line networks for job opportunities than those of earlier generations. Job Boards are dropping off the radar list as viable sources of jobs and tools like LinkedIn are becoming the new normal or as some refer to it - Job Boards 2.0. The real issue is how to uncover the hidden job market - where 80% of the jobs never get advertised. Networking and referrals is typically the only way to uncover 80% of job opportunties. In the past 12-18 months, tools/sites like LinkedIn have become effective tools to crack the hidden 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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Blaming your unemployment on the weak economy? Maybe something else is keeping you from bringing home that paycheck. Although the article indicates that two of the three reasons you are not doing well on your job search is because you stink at marketing and sales. I actually think these are non-issues. Following a detailed and structured job search plan is a bigger issue than knowing how to market or sell yourself. So what if you're not comfortable going to networking events. So what if you're not the most extroverted person? So what if you are uncomforable being sleazy? Do some self-discovery and learning about how to conduct an effective job search and you'll discover marketing and sales are not the reasons your job search has stalled. Barry Deutsch Partner IMPACT Hiring Solutions Job Search Blog Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted Don’t forget to join us on our popular Job Search LinkedIn Discussion Group
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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