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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.
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Barry Deutsch
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6 ways to ruin your career - Get Career Advice from the experts at CareerBuilder.com (Mistakes will be made during your job search and even your career. It happens.
Barry Deutsch's insight:
I'm not sure any of these are career ruining mistakes. However, I will not that for the 30 years of conducting executive search and the over 1000 assignments I've worked on in that time period, showing up late to an interview is the equivalent of starting off with a bad impression. The reality is that in 99% of the cases, you just didn't leave enough time to take into account problems with finding the location, traffic, and parking. No excuse or explanation can overcome the fact that you are late. It would take a herculean effort to overcome this initial bad impression. I suggest to candidates to aim to be at interviews 30-60 minutes early. What's the worst thing that might happen - you'll have to find a coffee shop to cool your heels for an hour before the interview - much better the alternative. Have you ever shown up late to an interview? What happened? Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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What 80% Of Employers Do Before Inviting You For An Interview
Barry Deutsch's insight:
The article says 80% of employers Google your name - in my workshop "You're NOT the Person I Hired", the feedback I get is close to 100%. When was the last time you looked yourself up on-line? Are you managing what other people see about you? This public arena of Twitter posts, rants, pictures, LinkedIn Profiles, comments on blogs and Youtube videos all get indexed and is available to hiring managers, recruiters, and hr professionals. Not only is this important for those seeking a job right now - it's an critical element of managing your entire career. If you've not done this, go on-line right now and start making a list of all the negative items you need to manage, and which items could positively boost your on-line reputation. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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Today, we continue debunking several myths about finding an executive job. Learn how we can help catapult your job search.
Barry Deutsch's insight:
I like this format of job search myths. One of my favorite is the one mentioned about networking: “Networking is HARD and it is a waste of time.” This is one of the most common, but most untrue myths about finding an executive position. Networking can be extremely effective if you go about it the right way. Your number one strategy for finding a great opportunity should be networking. It's the only way to tap into the hidden job market - which represents 80% or more of all open jobs. Want to play the lottery - ignore networking and only answer job ads on job boards. Your chance of landing a great opportunity is completely random and based on hope and luck. If I look back in my career over the last 30 years as an executive recruiter and over 1,000 executive searches - the candidate who got the job in 995 of those projects was a 2nd - 3rd - 4th degree referral that came through networking. For those who are scared of networking, particularly the other half of the population made up of introverts - it's actually quite easy and safe if you approach it properly. And the explosion of social media has made it much easier since now you don't face the same level of rejection. Do you have a specific networking written plan for your job search. This is the only way you'll cut the time in half that it's taking your peers to find a job. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
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-
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Oh sure, networking is still a very core and crucial thing you need to be aware of and working on, but networking is only one piece of the puzzle when it comes to finding a job. ...
Barry Deutsch's insight:
I've been an executive recruiter for almost 30 years. One of my rants is that the vast majority of candidates are unprepared for interviews. They just walk in and "wing it" - hoping their resume speaks for itself. What a joke! In every debrief I've done with a hiring manager, the major issue of why candidates don't get asked back fall into the category of: They were unprepared. They didn't have any questions They had not done any research They didn't even have a firm grasp on what we do They spent no prep time researching our company You work so hard to get an interview in a tough job market and then blow it because you couldn't bring yourself to spend a few hours research the company, hiring manager, and role? Shame on you - you didn't deserve to have a chance for this role. STOP winging interviews and start preparing - the alternative is to base your job search on luck and hope. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
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-
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The hiring manager is going to ask herself whether or not she can work with you, eight hours a day, five days a week, without jumping off the top of the office building. ... His newsletter provides free, exclusive training videos.
Barry Deutsch's insight:
Although this article is aimed at those coming out of college or early in their careers, the points made are just as valid for 45 year old CEOs making over $250K. One of the key points is about likeability. Most studies of hiring and interviewing show that over 80% of the reason people get hired has to do with likeability, rapport, and chemistry in the interview. Forget about skills, competencies, accomplishments, and achievements. If the hiring manager likes you, then your chances of getting an offer go up dramatically in spite of your inability to actually do the job. Do I approve of this tribal approach to hiring by most hiring managers. Absolutely NOT. It's one of the major causes of hiring mistakes. However, given the fact that over 90% of hiring managers base their decisions to hire on likeability, rapport, and chemistry - perhaps you should be thinking about more effective relationship building in interviews vs. "letting your experience speak for itself". 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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The Biggest Interview Mistakes of 2013
Barry Deutsch's insight:
Some important tips to remember on interviewing. I'm astounded the mistakes that get made by candidates - regardless of experience. I see the same mistakes with senior executives at the $250k level and entry level candidates straight out of college. The question that keeps haunting me is why do intelligent candidates keep making these stupid interview mistakes over and over - wondering why they never get asked back for another interview round? 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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Dallas Morning News
Barry Deutsch's insight:
Excellent points about the issues related to perceived age discrimination. After 30 years in executive search, I see this age discrimination occasionally. I actually think the trend - at least among my clients - is swinging back toward more experienced workers - given the talent shortage and frustration over some of the younger generational issues. The only other issue I find that sometimes causes employers to not consider a more experienced person is that the compensation expectations for someone with 27 years of experience is very different from someone with 15. Even though employers might wish they could attract the 27 years of experience person, they simply cannot afford that individual. 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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According to Workfolio, 56% of all hiring managers are more impressed by a candidate’s personal website than any other personal branding tool—however, only 7% of job seekers actually have a personal website.
Barry Deutsch's insight:
First, I don't like the idea of a personal website for job search. LinkedIn provides everything a job seeker could possibly want to build a personal brand page for themself - and it's going to be MORE discoverable to hiring managers, hr professionals, and recruiters than any personalized website. Secondly, since LinkedIn is the de facto gold standard for recruiting and finding candidates - shouldn't you focus your job search personal branding efforts their instead of screwing around with a personal website. Third, employers are NOT more or less impressed with candidates who have a personal website. The vast majority of hiring managers look at Google and LinkedIn, and maybe your facebook profile pictures. Nothing else. I don't see it changing much in the next 3-5 years. Finally - focusing on a tool like LinkedIn for personal branding allows you to merge not only your personal branding efforts, but your networking tactics at the same time without duplicating effort across multiple platforms. Hard for me to believe the stats in this article when our research of over 10,000 executive job seekers in the last 4 years during the job market recession shows that less than 1% have an effective LinkedIn profile that would be attractive to hiring managers, hr professionals, and recruiters. It's actually embarrassing how little effort most executive job seekers put into personal branding on their LinkedIn Profile beyond regurgitating their resume. 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-
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Barry Deutsch's insight:
This article on the Jibber Jobber Blog could serve as poster child example of why most executive and managerial candidates fail miserably at their job search. Assumption number 1: There are not a lot of jobs for your particular niche, industry, category, function available. Assumption number 2: Of the jobs available, at least 80% are in the hidden job market and NEVER advertisted. Executives are leveraging their own networks to bring talent to the table. How do you overcome these two assumptions or roadblocks to landing interviews for open positions? You network on-line and off-line. What's the problem with this approach. Most executives and managers are terrible in networking for two reasons. No one has ever trained them in how to do effectively. Secondly, and perhaps embarrassingly, most executives and managers invest very little time in learning how to be great networkers in their job search. As a result they are forced to become dependent on job advertising which usually is impossible to even get a call back, let alone realizing it's a very small percentage of the great jobs out there. When will you start to "sharpen the saw" as Covey called it = on learning how to network in job search effectively? 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-
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Barry Deutsch's insight:
Good video from Career Builder in their series on avoiding job search and interviewing mistakes. Nice - short - 1 minute tip. 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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Do you have the confidence needed to make good career moves? One of the signs of a career confidence issue is how you feel about talking about yourself in an interview.
Barry Deutsch's insight:
A good reminder that a significant element of job search success comes from having a high confidence level. I recognize like Kim Thompson does in this article that it's difficult to keep your confidence at a very high level. She offers 3 key suggestions to ensure your confidence remains high. So much of what I see in success across a broad range of ages, activities, school, and work comes down to self-confidence. I've seen this for years in my HS Girls Basketball Team. An enormous portion of their individual success comes from being confident. There's a tendency to feel sorry for yourself when you make mistakes, let the team down, and miss shots. I tell my girls to never let those items get you down - water over the dam - nothing you can do about it - move on. The game is still going on around you while you're hanging your head in despair. Sometimes I find myself being forced to take a player of the game for a few minutes and remind her about being confident. My mantra on missed shots is "keep shooting". It's the same thing in job search - not matter what disappointments, rejection, set-backs occur - keep moving forward - don't let it get you down. Be Confident and you'll be amazed how many good things will come to 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
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Barry Deutsch's insight:
Most executive level candidates do a horrific job of engaging and developing a relationship with recruiters who might be able to place them in the future. The author talks about 50% of his placements coming from candidates he already knew. When I conduct a search, my first two steps are 1. Who do I already know and have a "relationship" with that might be a great fit. 2. Who among my network that I have a relationship with could lead me to the perfect candidate through one degree of seperation? Only after I've exhausted these two channels, do I being to explore candidates I don't know. Key take-away: Who gets the best opportunities - those who have a relationship with recruiters! How do you build a relationship with recruiters. You conduct networking 101 - the most basic element of networking you can do - you help those recruiters. What do they want? 1. They want you to return their calls on a timely basis, even when you're not looking for a job. Stop treating recruiters like a necessary evil when you need their help and then treating them like trash when you don't need their help. 2. The lifeblood of recruiters is referrals. Give them willingly and freely. When you scratch a recruiter's back, they'll return the favor many times over. Don't make referrals and you run the risk of being deleted from their database OR marked with the notation of "useless - don't present on future searches". If the three primary forms of finding a job for an executive are: 1. Advertisements 2. Recruiters 3. Networking Why would you want to eliminate a major group that could bring a great opportunity to your table? 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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Three top tricks of successful job seekers The Globe and Mail In a decade of recruiting for countless sales and marketing jobs spanning numerous industries and locations, there is a reliable stable of tricks I've seen job seekers use to put...
Barry Deutsch's insight:
I've been an executive recruiter for 30 years. I am still shocked that executive level candidates causally prep for interviews by going to a company's website and doing a superficial Google Search. Then they show up, wing it, and wonder why they were never asked back. The author of this article calls them tricks - I call not doing it: Stupidity! Here's what the author of the article had to say about doing research: "Set yourself apart by digging into as much recent history of the company as you can find (such as recent earnings reports for public firms, press releases and social media profiles, articles in the media about the company and the industry)."
This is the NUMBER ONE complaint I hear back from hiring managers, executives, and CEOs about their interviews with you. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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What's the Holdup with Hiring?
Barry Deutsch's insight:
The article paints the longer time period it takes employers to make a decision as a negative. I look at it as a positive. I understand some employers might lose a candidate occasionally due to the fact they are at a more advanced stage with another company. The slower and more thoughtful approach to hiring is both a benefit to hiring managers and to candidates. The more in-depth, rigorous, and analytical process helps both parties to do their due diligence. I know this can be very frustrating to job search candidates - especially when the company doesn't communicate their interview plan and next steps. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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For you, the only thing you want is to get a job. For the hiring manager, making the hire is a priority competing with many others at the same time. So what is going on in the hiring manager’s mind?
Barry Deutsch's insight:
This article lays out a number of articulate, logical, and rational reasons why you might not get hired. However, when you boil it all down, the author in the very last sentence summarizes the number one reason that might cause you to FAIL in the interview - in spite of the fact you're perfect for the job. Here's what he says at the end: "The reason that interviewing skills are vital to acquire is simply that hiring managers make their decisions based on how well you interview and not on your job skills."
Our research over 1000 search assignments, 250000 candidate interviews, and 25000 CEOs/Presidents/Senior Execs that have seen our hiring workshop -- is that the vast majority of managers and executives in companies have no clue what they are doing when it comes to hiring. They are not bad individuals - they've just never been trained how to hire. So they allow their personal perceptions, experiences, bias, and emotions to dictate their hiring decision making. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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RT @BlueSteps: Is Your LinkedIn Profile Working For Your Executive Job Search? http://t.co/8X7jbblfJd
Barry Deutsch's insight:
Louise Kursmark in her blog post talks about the importance of LinkedIn as a tool in your job search. She draws a separation between a traditional resume and your LInkedIn Profile. Most job search candidates use the LinkedIn Profile as a regurgitation of their resume. That's wrong. Your LinkedIn Profile is a multi-media presentation of your capabilities and impact. Video, Audio, Links, and content that gives real depth to your capabilities vs. the old-school style resume of duties and responsibilities. Break the traditional and tribal mode of resume writing when using LinkedIn. Be bold, creative, expansive, and leverage the multimedia capability for audio, messaging, video, web links, and creativity. Drive potential hiring managers to you vs. hoping they find your paper resume in a stack of hundreds of resumes which all read the same. Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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Forbes
Barry Deutsch's insight:
Liz Ryan writes an interesting piece where she suggests you might want to think like an executive in your job search and focus your communication - leading up to getting the interview and during the interview - on the pain points your potential boss is experiencing. One of the common suggestions I start with in my job search coaching is explaining how you MUST in the first 5 minutes of the interview get the question on the table: "How will you measure my success over the next year?" "A year from now what will I have achieved in this role for you to feel you made the right hiring decision?" "What are the top 3 things I need to solve in this role for you to feel you made the right decision in hiring me?" NOT getting at a hiring manager's pain points means you will become a victim of box-checking against the job description - an assessment no one can pass. Why not turn the whole process around by putting the hiring manager into a consultative discussion mode instead of a box-checking mode? Barry Deutsch Master Job Search Coach IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
Have you test-driven our Job Search Workbook - This is NOT the Position I Accepted
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Blogging might be the edge you need to stand out in many job categories. Here are seven reasons why.
Barry Deutsch's insight:
One of the key elements of the executive job search consulting I do with executives in transition is writing a blog for personal branding. Good slideshare program talking about why job seekers should blog. 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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Here's how to find out about all the openings that aren't even advertised.
Barry Deutsch's insight:
If 80 percent or more of job opportunities are "hidden" - meaning NEVER advertised, is 80% of your opportunities coming from this source and 20% off job boards? OR like most candidates, are the numbers reversed and you're "settling" to spend the bulk of your time answering ads on job boards because it's easier. it doesn't require you to network, it doesn't take as much effort. Here's a little experiment: take the last 3 months in your job search: List every job to which you've sent a resume Identify in the next column where the source of the job came from (hidden: networking meeting, networking source, former co-worker, friend/neighbor), recruiters, and job boards. Where is your most active source of job opportunities? If you said job boards - then your job search is one massive FAIL! Focusing on the hidden job market will cut your job search time in at least half. It's more likely you'll get to first base - a phone interview - than you would trying to stand out in 400 resume responses to a job board ad. The real question is whether you're willing to be "mentally tough" in your job search to do the uncomfortable things your peer are unwilling to do - go after hidden jobs through networking and referrals. Would you rather complete your job search in 90 days from now - or 18 months? 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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Are you searching for a new job? Beware! One of our trusted career experts shares seven common mistakes job seekers make on the job hunt.
Barry Deutsch's insight:
These are all excellent issues related to job search and interviewing mistakes. Our experience in coaching managerial and executive job search candidates is that the greatest mistake is not conducting an effective job search. This is different from the aimless job search category. NOT conducting an effective job search of leveraging networking on-line and off-line, the communication strategy, a targeting campaign of putting on a "full court press" for a particular company or role, and not having the "right" tools/documents to advance your candidacy beyond the traditional resume. Since most candidates conduct an ineffective job search - all they see are the 20 percent of jobs that companies are advertising which frequently fall into the boring, mundane, and average category. In addition, it's very difficult to advance yourself through responding to ads, when over 300 other equally qualified candidates submit their resumes. Using job postings as the core element of your job search is a terrible approach to finding a job since it's primarily based on luck and hope. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
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"I'm a recruiter and candidates don't like me or they're indifferent," admitted Jim Durbin (@smheadhunter), Founder of Social Media Hunter, as if he was begi...
Barry Deutsch's insight:
I must stand up and explain that this article/video paints a seriously negative lop-sided picture of recruiters. First, candidates love dealing with a professional recruiter who displays a level of openness, honesty, and integrity. Many candidates hate recruiters because their experience is working with a recruiter who projects a slimy, used-car salesman attitude that you can't trust, and you realize only cares about making the fee on their placement. Second, it's the bad apples in the recruiting industry that give the entire industry it's black eye. Many 3rd party recruiters are not well trained, have no clue what they are doing, don't understand recruiting, referrals, and interviewing. They are not bad people - they just don't belong in the recruiting industry. In a rising tide economy, most recruiters who can match resumes with job specs will make some amount of money. My favorite analogy is the plumber who is also the tax form preparer during tax season. It's in bad job markets and stagnant times where you see the best recruiters rise to the top. It's those recruiters who have sustained 5-6 recessions and still make 6-7 figure salaries that are the ones you want to connect with. "Candidates don't like me" is an excuse for being unprofessional in working with candidates. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
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Job search like it's 1999 and you'll have the same job you did in 1999.
Barry Deutsch's insight:
How many times have I cried "wolf" about this issue that most job seekers today have no idea how to conduct an effective job search in the second decade of the 21st century. Is it any wonder that it takes most executives now 18-24 months to find an appropriate new position? One of my favorite statements in this article of how to fail at your job search: "Cold-apply to as many jobs as possible. Hide behind your computer and look for jobs at companies where you don’t know anyone. Find any job that sounds relatively interesting and apply. Don’t follow up, either. Sit back and wait for the calls to start pouring in. And when they don’t, keep applying. Volume is always better." I find the vast majority of senior managers and executives falling victim to this strategy. Shoot out as many resumes to matching keywords in job ads, cross your fingers, and pray for interviews. Basically, a worthless waste of time based on luck and hope. If you want to end your job search right now with the perfect job, take the time to understand the tactics it takes to conduct an effective job search in the 21st century. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
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AmazingPeople's curator insight,
January 28, 2013 4:14 AM
Great advice here - you've probably heard it before, and I regularly write about it, but you have to do what you know :)
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By Heather R. Huhman For job seekers, the loads of advice found on the Internet is almost overwhe...
Barry Deutsch's insight:
Heather Huhman talks about a few elements of the job search for which she indicates is typically "bad" advice. I'd like to zero in on one particular area she wrote about in the article. Heather indicates: Bad Advice: Networking is the only priority. "Networking is a very essential part of the job search process, but if this is all you’re doing, you may not have a fruitful outcome. In some ways, landing a job is about who you know, but you must have the personality, skills, and knowledge to back that up!" Although there are many things you have to do in your job search to be successful, networking should be one of the top priorities (if not THE top priority), both on-line and off-line. There are hundreds of elements to effective networking. You can pick the ones that fit your personality - but you must do it and I'll disagree with Heather - you have to make it your top priority. 80% or more of all jobs are in the "hidden job market". They don't get advertised. If you want to find these opportunities, you've got to move beyond sending your resume to the classified job advertisements in newspapers and job boards. If you don't know how to network on-line and off-line, perhaps it's time to take a course, find a job search coach, invest in some personal learning. If you can't put enough job leads into the top of your job search funnel, there is NOT going to be any opportunities to practice your interviewing, research, resume and cover letter writing on. So, getting enough consistent, abundant, great opportunities into the top of the funnel is the MOST important issue in conducting a job search. Everything else is secondary. Barry Deutsch Partner IMPACT Hiring Solutions http://www.impacthiringsolutions.com/careerblog
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Scoop.it!
Networking may NOT be the answer as you think about finding your next job.
Barry Deutsch's insight:
Really? You must be kidding? 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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Notice that the words hiring managers key on are action oriented words related to accomplishments, achievements, outcomes, deliverables, expectations, and impact.
Is your resume full of jargon, meaningless buzzwords, and cute sounding phrases - OR is it stuffed with real examples of how you've added value in your various jobs. What did you do to make things better?
Were you a drone and did the absolute minimum necessary to get by - or were you action-oriented and have proven examples, illustrations, and specific stories about your impact?
Hiring managers are NOT interested in reading about your duties and responsibilities. They want to know you'll have a positive impact. They look for bullet-point examples of your impact.
Perhaps, it's time to shift your resume from a boring, mundane regurgitation of your duties and responsibilities into something a little more action oriented.
Barry Deutsch
Master Job Search Coach
IMPACT Hiring Solutions
Explore Executive Job Search Best Practices on our Career Blog
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