Category Archives: job search advice

Why Can’t You Find That Job

Why Can’t You Find That Job

You must have a great resume

Growth, evolution, changes. Technology may be a wonderful thing, but it has negative elements—especially if you’re in transition and looking for a job. Why? Perhaps you don’t know how to conduct a contemporary job search. Well, that may not be true, and don’t blame yourself.

The résumé

Two decades ago, applicants would submit their IBM Selectric–typewritten résumés to companies’ personnel offices when applying for jobs. Today, applicants modify and tailor their word-processed résumés to include many of the keywords they pick up from job descriptions themselves because applicants know that companies’ applicant tracking system softwares rate those keywords high when hiring managers make queries. Regrettably, in the current economy, the job market is literally flooded with résumés to the point that résumés are clogging up the system and overwhelming the people making searches. One study pointed out that a company’s applicant/candidate search surfaces way too many very qualified applicants because all of the applicants’ résumés have the right keywords—which causes yet another problem: yes, the computer mechanically selects résumés based on skills and keywords, but the hiring manager is looking also for a good fit into the company’s culture. And that’s the reason companies conduct multiple interviews.

The interview

If you’re asked to come in for an interview, it means you had sufficient keywords to convince the hiring manager that you have the skills to do the job. But now comes the second test, which for some is more difficult. In the next hour or so, during that interview, you have to convince the interviewer(s) that in addition to a skill set, you have the personality traits to make you a welcome employee in their organization. For example, you show your passion and excitement for the job and the work; you’re an excellent communicator; you have a pleasant demeanor; you’re not argumentative, opinionated, or abrasive; and you possess all the qualities of the ideal candidate. It is hoped that the interviewer’s boss would comment favorably on your selection and that your future peers and subordinates would praise you in your absence. This is a tall order, because all of the other candidates of course have good skills too; otherwise, they wouldn’t have been selected for interviews.

So, what’s the key to success? There are two answers: (1) prepare for the interview by practicing, practicing, practicing mock interviewing with an experienced interview coach, and (2) learn how to be an actor. In fact, while interviewing, you are an actor onstage, and those interviewing you are watching you perform and judging you based on that performance. With proper and adequate preparation, you should be able to outshine your competition. Good luck with the offer—and congratulations on being a good student and open for new and helpful ideas.

21 Steps on How Online Marketers Get You Convinced

21 Steps on How Online Marketers Get You Convinced

Don’t fall in their trap. Guard your credit card

Welcome to America, the land where marketing was invented and perfected. I applaud those who successfully deploy marketing methods and have flourishing businesses. But many buyers fall for certain ads without doing their due diligence. Following is the typical format of an online marketing campaign. If executed well, it could be very rewarding and very profitable for the owner. The onus is on the potential purchaser to make sure not to give in to emotions with a knee-jerk reaction or immediate belief.

I am a career coach specializing in helping clients with job interview preparation, and I follow online marketing offers in my field with an open mind and for the sake of guiding clients about whether such general coaching programs might be advisable for them versus a more-custom-tailored one.

The step-by-step online marketing system is carried out by marketers who:

  1. Create an attractive-looking Web site—including pictures of young and good-looking people—and who post testimonials on the home page for credibility.
  2. Provide a brief text based on logic but appealing to readers’ emotions.
  3. Pretend to give away something of value via a video or downloadable relevant material.
  4. Provide a video whose duration is not disclosed, because if it’s too long, people will not commit to watching.
  5. Declare three common and obvious problems that people have, and make it dramatic.
  6. Say they have the solution and can help.
  7. Indicate that they can offer the solution only for a limited time, and so buyers need to hurry up and make a decision.
  8. Now go one by one through the three problems mentioned earlier, and emphasize the potential negative outcomes if not dealt with.
  9. Make it sound simple and give [away] an example.
  10. Include a stern warning by referring to their competitors and how expensive and their products are and how poor the quality and stressing that what the competitors are offering does not work.
  11. Go back to the three problems but now discuss them one by one, highlighting how easy and beneficial their program is.
  12. Go into details about what the purchaser will get, and they make it look simple yet comprehensive.
  13. Now make the “call for action” by laying out the cost of the program if purchased individually and mentioning that if purchased now, it is just a fraction of the total cost.
  14. Offer various ways and methods to purchase via credit card.
  15. Make it look good, and throw in a few bonuses.
  16. Reference the very large number of people who bought the product and are thrilled with it.
  17. Show several specific testimonials of happy customers.
  18. Provide a limited, money-back guarantee.
  19. Repeat one more time everything the purchaser gets.
  20. Don’t stop now but also offer the “special”—“only for those who buy today”!—and throw in additional articles and bonuses.
  21. Point out the consequences of doing nothing by appealing to the emotions of buyers not ready to commit.

In conclusion

You have to decide whether such a product or service is for you. Based on how it’s presented, it sure looks simple and fast, and it solves a problem inexpensively. But are you ready to pull out your credit card?

The Reason LinkedIn Is So Important for Job Seekers

By definition, every job seeker is a seller of self. The recruiter and the hiring manager, on the other hand, are the buyers. Buyers are obligated to perform due diligence before making commitment to sellers. Now, I’m sure that you the reader do not stretch the truth, exaggerate the

The Reason LinkedIn So Important for Job Seekers

LinkedIn helps job seekers

facts, or even occasionally lie on your résumé about certain facts, skills, or accomplishments, but I know that some others do. According to surveys such as Jobvite, 93% of recruiters use social media to check out candidates. A recruiter’s professional obligation is to make sure that résumés submitted to companies factually represent the job candidates. Otherwise, the recruiter’s credibility is on the line. Recruiters compare the content of candidates’ résumés with other facts they are able to find online. To make those comparisons, 94% use LinkedIn, 66% use Facebook, and 52% use Twitter. But what are they looking for?

  1. Validation of expertise and experience

Recruiters and hiring managers compare, for example, your skills, experience, and accomplishments—as stated in your résumé—with any evidence found regarding your participation in communications with others who belong to the same groups you do. If, for instance, you say you’re very qualified at the expert level, well, your claim should be evident elsewhere too. If you say you’re a leader who communicates well, then that should be apparent via your blog that is linked to your LinkedIn profile. Furthermore, recommendations validate your expertise, and endorsements speak specifically to your professional skills.

  1. Evidence of consistency between the resume and social media

The basic things a recruiter validates are the matching of dates of employment and names of employers. They also search for any gaps in titles, college graduation date, academic degrees, and so forth between your LinkedIn profile and your résumé. Even though it is advised that a résumé be tailored to the job being applied for and that your LinkedIn profile be more generic in nature, the basic information has to otherwise match, or the discrepancies will raise questions. Significant varying information between the two could cost you the opportunity to continue in the selection process for further review of your candidacy.

  1. Assertion of technological savvy

Those who have complete and attractive LinkedIn profiles affirm their understanding of the online business. Such profiles also serve as differentiators against more-mature people who, typically, are less savvy about new technology.

In summary

Online presence not only is helpful to the job seeker but also makes the recruiter’s job easier when it comes to the processing of your job application. In addition, candidates who are not perfectly honest about their professional backgrounds will come to regret the deceit because sooner or later, the truth will surface. A problem that some job seekers face is their posting of some information online years ago, at a time when such information was not important to them but it helped them impress their friends and peers at the time. That information may backfire now if found—even years and years later.