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WEBINAR CAREER COACHING career/social media coaching; social media strategies for job search; classes by phone; webinars
Thursday, December 31, 2009
http://www.closingbigger.net/2009/12/159-social-media-tips-from-2009-in-140-characters-or-less-by-shanegibson/
http://www.closingbigger.net/2009/12/159-social-media-tips-from-2009-in-140-characters-or-less-by-shanegibson/
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Monday, December 28, 2009
T.A.P. Q#404 – Will Putting Two BAs on My Resume Be a Problem?
Daily career question on careerealism.com:
Dear Experts,
Should I leave out the BA of Economics degree I earned back home when applying for jobs in Canada? I’m going to graduate next year (yes, another BA). Will putting two BAs on my resume be a problem? The recent degree is an honors degree in Administrative Studies, and I’m looking for a job in a business-related field.
Dear job seeker,
Leave it in, since you are focused on business. Economics and business go hand in hand.
FreeWebSubmission.com
Dear Experts,
Should I leave out the BA of Economics degree I earned back home when applying for jobs in Canada? I’m going to graduate next year (yes, another BA). Will putting two BAs on my resume be a problem? The recent degree is an honors degree in Administrative Studies, and I’m looking for a job in a business-related field.
Dear job seeker,
Leave it in, since you are focused on business. Economics and business go hand in hand.
FreeWebSubmission.com
Tuesday, December 22, 2009
10 ways to use speed networking in your job search
Regardless of whether you are married or with a significant other, no doubt you've heard of "speed dating?"
The goal is to talk to many potential dates as possible, in a tight time framet, with just enough time to say your name and see if there's any chemistry (or chemie, as we say in French), with the other partner.
No matter what your opinion, speed dating and trying to find a chemistry with a potential employer share commonalities. Now that commonality has transitioned into a trend called speed networking.
Here's what to do before attending a speed networking event:
1. Despite the brevity of time you may have with a potential employer, first impressions do count.
Invest in (not just make) a first impression that you will make you memorable, inviting and enticing to develop the next stage-a possible meeting or screening interview.
2. Mind your manners. Despite the many modern technical devices that impede communication, social etiquette and emotional intelligence give you a noticeable advantage over someone who doesn't have the foresight to know that manners are sought by employers. My colleague Catherine Bell, a certified image professional (CIP) and owner of http://www.prime-impressions.com/ will attest to this. Job seekers who have gracious social etiquette are more likely to receive referrals and establish rapport quicker than those who have poor deportment (something highly prized in the military).
When I attended a seminar on a military base with Catherine Bell, I distinctly remember how she taught the audience to shake hands correctly. This custom in itself sets a tone from the job seeker to a potential employer. A handshake can represent an accurate confidence rating on the part of the job seeker. (I must confess that despite the high profile of women in the workforce, some still have the tendency to have a "limp" handshake, which conveys a lack of confidence).
3. Take notes while you chat with them. It is wise to "break the ice" with an employer, even for a moment, to resist the temptation to "dive into" a self-serving conversation with a potential employer. Try to build rapport by engaging in benign small talk before advancing to your prime objective-to generate chemistry between you and the employer.
4. Bring calling cards or business cards with your online and offline co-ordinates. For example, your linkedin.com account or a link to your blog. Especially advantageous is proof of affiliations to which you belong or memberships of some kind.
5. Communicate what you can offer. I often use the terms ROI (return on investment) and USP (unique selling points) to demonstrate your value to employers.
6. Communicate more like a consultant or solution-finder than a job seeker. In the course of your conversation, albeit it brief, try to find out what the company's challenge or problem is. (Remember, all employers have problems to solve. Perhaps you can be the remedy by being hired by that company!)
7. Articulate your expertise. Don't give too general information. Be specific about how you can help employers.
8. Ask questions to probe and reveal answers. If you're really tactical with questions, you might just find out what the company's "hidden agenda" is or forthcoming plans for hiring or for expansion, as in offering a new product or service.
As we career coaches will attest, good questions generate good answers. Especially "mini" ones which connect to one another.
9. Be flexible with the employer's plans. Perhaps there's an area that you didn't consider in your realm of experience.
10. Follow-up with all of the contacts promptly. Many business decisions are made within 3 business days. "Strike when the iron is hot," especially if you've developed chemistry or even a "prime impression" with contacts at the speed networking event.
Have you attended a speed networking event? I would love to hear your experiences. Send me an email:
teacher10@hotmail.com
Best wishes,
Melissa Martin, author of the new ebook, How to job search using social media
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
The goal is to talk to many potential dates as possible, in a tight time framet, with just enough time to say your name and see if there's any chemistry (or chemie, as we say in French), with the other partner.
No matter what your opinion, speed dating and trying to find a chemistry with a potential employer share commonalities. Now that commonality has transitioned into a trend called speed networking.
Here's what to do before attending a speed networking event:
1. Despite the brevity of time you may have with a potential employer, first impressions do count.
Invest in (not just make) a first impression that you will make you memorable, inviting and enticing to develop the next stage-a possible meeting or screening interview.
2. Mind your manners. Despite the many modern technical devices that impede communication, social etiquette and emotional intelligence give you a noticeable advantage over someone who doesn't have the foresight to know that manners are sought by employers. My colleague Catherine Bell, a certified image professional (CIP) and owner of http://www.prime-impressions.com/ will attest to this. Job seekers who have gracious social etiquette are more likely to receive referrals and establish rapport quicker than those who have poor deportment (something highly prized in the military).
When I attended a seminar on a military base with Catherine Bell, I distinctly remember how she taught the audience to shake hands correctly. This custom in itself sets a tone from the job seeker to a potential employer. A handshake can represent an accurate confidence rating on the part of the job seeker. (I must confess that despite the high profile of women in the workforce, some still have the tendency to have a "limp" handshake, which conveys a lack of confidence).
3. Take notes while you chat with them. It is wise to "break the ice" with an employer, even for a moment, to resist the temptation to "dive into" a self-serving conversation with a potential employer. Try to build rapport by engaging in benign small talk before advancing to your prime objective-to generate chemistry between you and the employer.
4. Bring calling cards or business cards with your online and offline co-ordinates. For example, your linkedin.com account or a link to your blog. Especially advantageous is proof of affiliations to which you belong or memberships of some kind.
5. Communicate what you can offer. I often use the terms ROI (return on investment) and USP (unique selling points) to demonstrate your value to employers.
6. Communicate more like a consultant or solution-finder than a job seeker. In the course of your conversation, albeit it brief, try to find out what the company's challenge or problem is. (Remember, all employers have problems to solve. Perhaps you can be the remedy by being hired by that company!)
7. Articulate your expertise. Don't give too general information. Be specific about how you can help employers.
8. Ask questions to probe and reveal answers. If you're really tactical with questions, you might just find out what the company's "hidden agenda" is or forthcoming plans for hiring or for expansion, as in offering a new product or service.
As we career coaches will attest, good questions generate good answers. Especially "mini" ones which connect to one another.
9. Be flexible with the employer's plans. Perhaps there's an area that you didn't consider in your realm of experience.
10. Follow-up with all of the contacts promptly. Many business decisions are made within 3 business days. "Strike when the iron is hot," especially if you've developed chemistry or even a "prime impression" with contacts at the speed networking event.
Have you attended a speed networking event? I would love to hear your experiences. Send me an email:
teacher10@hotmail.com
Best wishes,
Melissa Martin, author of the new ebook, How to job search using social media
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
4 Ways to Find the Best Employers
"How can I find the best companies to work for?" That's a question most job seekers ask almost daily. It's hard to answer ... because it's the wrong question.
Here's the real issue beneath that question: "I don't want to have to think hard about finding the best companies to work for."
Admit it. You -- like me and all humans -- hate to think. It takes time. You have to pick and choose. You might make a mistake. And it can give you a headache. But unthinking behavior is a sure way to stay unemployed. So, let's re-phrase the query, because a well-phrased question is half-answered.
If you've been job hunting for more than 4 weeks, ask this question instead: "What have I NOT been willing to do to find the best companies to work for?" That's better. And easier to answer. In fact, here 4 things you can do TODAY to find the best employers to work for ...
1) Look at your connections on LinkedIn. I mean really look. Pick 5 people you admire, view their profiles, and look for the following:
Where do they work now? (Could you work there?)
Where did they work before? (Could you work there?)
Who are their clients? (Could you work there?)
Who are their competitors? (Could you work there?)
Who are their vendors? (Could you work there?)
Do this for 5, 10, or more people, and you'll surely find 5-20 prospective employers.
2) Make connections at your last employers. Specifically, think about everyplace you've worked before. Now ask yourself the following questions:
Could you work there again? (Could you work there again? Don't snicker -- getting re-hired happens every day.)
Could you work for your former clients?
Could you work for your former competitors?
Could you work for your former vendors?
3) Find companies in the news. Spend 15-20 minutes researching the Business section of your local newspaper, looking for fast, smart, growing companies. Can't find any? Consider moving (or looking harder).
4) Ask 5 people you admire. I saved this for last, but it really ought to come first. Because, the more conversations you have, the more people will know about your job search -- and the faster you'll get hired.
So, ask the 5 most-connected people you know for advice.
Tip: Take them all out for coffee, bring a legal pad, take notes. In 30-45 minutes, you'll surely come away with answers that will shorten your job search.
Total cost: Less than $30.
[Article by Kevin Donlin, Co-Creator of the Guerrilla Job Search System. If you're in the job market and want to try something new, you can see Guerilla Job Search secrets caught on video and learn more here.] http://bit.ly/VA8V2
Best regards, Kevin Donlin, Co-CreatorGuerrilla Job Search System
Phone: 952.946.7952
FreeWebSubmission.com
Here's the real issue beneath that question: "I don't want to have to think hard about finding the best companies to work for."
Admit it. You -- like me and all humans -- hate to think. It takes time. You have to pick and choose. You might make a mistake. And it can give you a headache. But unthinking behavior is a sure way to stay unemployed. So, let's re-phrase the query, because a well-phrased question is half-answered.
If you've been job hunting for more than 4 weeks, ask this question instead: "What have I NOT been willing to do to find the best companies to work for?" That's better. And easier to answer. In fact, here 4 things you can do TODAY to find the best employers to work for ...
1) Look at your connections on LinkedIn. I mean really look. Pick 5 people you admire, view their profiles, and look for the following:
Where do they work now? (Could you work there?)
Where did they work before? (Could you work there?)
Who are their clients? (Could you work there?)
Who are their competitors? (Could you work there?)
Who are their vendors? (Could you work there?)
Do this for 5, 10, or more people, and you'll surely find 5-20 prospective employers.
2) Make connections at your last employers. Specifically, think about everyplace you've worked before. Now ask yourself the following questions:
Could you work there again? (Could you work there again? Don't snicker -- getting re-hired happens every day.)
Could you work for your former clients?
Could you work for your former competitors?
Could you work for your former vendors?
3) Find companies in the news. Spend 15-20 minutes researching the Business section of your local newspaper, looking for fast, smart, growing companies. Can't find any? Consider moving (or looking harder).
4) Ask 5 people you admire. I saved this for last, but it really ought to come first. Because, the more conversations you have, the more people will know about your job search -- and the faster you'll get hired.
So, ask the 5 most-connected people you know for advice.
Tip: Take them all out for coffee, bring a legal pad, take notes. In 30-45 minutes, you'll surely come away with answers that will shorten your job search.
Total cost: Less than $30.
[Article by Kevin Donlin, Co-Creator of the Guerrilla Job Search System. If you're in the job market and want to try something new, you can see Guerilla Job Search secrets caught on video and learn more here.] http://bit.ly/VA8V2
Best regards, Kevin Donlin, Co-CreatorGuerrilla Job Search System
Phone: 952.946.7952
FreeWebSubmission.com
Saturday, December 19, 2009
Thursday, December 17, 2009
Interview with Tony Deblauwe, www.workbabble.com 7 Q about social media
Tony Deblauwe, Founder, HR4Change held a virtual interview with me today on using social media.
I am sharing the 7 questions with you:
1. You talk about the power of using contacts – what do you mean by that?
Leveraging contacts is quintessential in the job search. In my ebook, I emphasize the power of "weak ties" which often form the basis of the best source of contacts and ultimately job leads. Contacts are necessary online and offline for a successful job search; they are the key to getting the "inside" track about company and employment information. The more contacts we have, the closer we tap into that sometimes elusive hidden job market, which is typically 70-85% in normal, economic times, and up to 90% in these troubled times.
Despite the allure of social media and the temptation to confine a job search to an exclusively electronic means, contacts represent human communication and relationship building (to quote a skill I saw listed in a job listing for a bank today). Regardless of whether the contact orginated online, inevitably, it will turn into an offline, face-to-face contact. People hire other people, not computers!
2. What’s the best method for identifying corporate “insiders”? The best method is to "think like a robber and go through the back door" by doing some real sleuthing. First and foremost, is the opportunity to elicit and solicit human contact. If that isn't possible, tap into web sites which can provide vital information for you, such as linkedin.com, jigsaw.com (the free company data download is a goldmine and hoovers.com for company insider information.
3. How can someone address “social media fatigue” when building their online brand?
Primarily, social media does not guarantee immediate employment. It is neither a panacea nor a "cure" to replace human relationship building. Just as many career coaches and professionals caution job seekers about excessively searching online, the same applies to social networking. "Social media" fatigue can occur easily because of false expectations about what social media does. It is a viable job search tool, not a remedy or instant care for abandoning other successfuly job search techniques, such as cold calling, prospecting for job opportunities and using the telephone (gasp!) to gather leads.
Fatigue can also occur because social media is something of a sensation in job searching at the moment. Mark my words, another trend will appear! Lastly, fatigue can occur if someone uses social media to a saturation point. All the more reason to set up "Google alerts" to see what is being communicated about you or to calculate your online identity (scoped out by hiring managers and recruiters).
In the book, I allude to how one establish a health online identity, as opposed to a negative one, which is difficult to erase from cyberspace and from potential employers' memories!
4. What alternatives do people have to building their online brand without using a blog, Facebook or Twitter?
Visual alternatives are important more than ever. Audio bites, once a swansong in branding, have been eclipsed by videos. Consumers are hungry for visual information, confirming why YouTube's popularity is off the radar screen. A Canadian TV channel reported this morning that Scottish singing sensation Susan Boyle received 120,00,00 views on YouTube this year!
Other alternative are visual resume sites (I have a comprehensive list of the major and minor players), PURL's, which are personal URL's that job seekers can create to be noticed by employers. and virtual business cards (mine is http://melissamartin.businesscard2.com
5. How is YouTube used for job search?
YouTube has multiple roles in a job search:
a. watch what recruiters and hiring managers are looking for in job candidates
b. insider information on preparing for interviews, preparing a personal brand and accessing outstanding, innovative job search information
c. learning ideas about how other people got hired or promoted
d. creating a personal brand to entice potential employers
e. creating videos to establish online credibility and prove expertise
f. creating videos to demonstrate to employers that you are technologically savvy and current
(Give me a nudge so I can create my first one....it's on the list, but I have procrastinated!) I took the first step tonight though. I took on webinar on video marketing....!
6. What key trends do you emerging with social media and personal branding?
3. I also see the emergence of personal branding in the academic world.
In North America, we accept instant gratification to rule our society. Positive personal branding solidifies and quantifies a job seeker's profile. It "clinches" the sale of a job candidate, in a current economy where 1 out of 5 Americans are jobless. (Today I learned a new term called "Q6" to reflect the collective number of everyone who is truly unemployed, not merely the government unemployment statistics we receive regularly).
7. Where can people learn more about you and purchase your ebook?
Please visit my web site at www.careercoachingbyphone.com or follow me on twitter.com/ravingredhead (Well, being a real redhead is a personal brand of sorts!) My ebook offers essential insight for job seekers on how to leverage social media in a job search, tap into the hidden job market and learn some proven success strategies).
I am also an approved job search expert on www.careerealism.com and contribute daily to the Twitter advice project (TAP).
To get hired faster, visit me on www.careercoachingbyphone.com
Soaring to your career destination.
Melissa Martin
careercoachingbyphone.com
FreeWebSubmission.com
I am sharing the 7 questions with you:
1. You talk about the power of using contacts – what do you mean by that?
Leveraging contacts is quintessential in the job search. In my ebook, I emphasize the power of "weak ties" which often form the basis of the best source of contacts and ultimately job leads. Contacts are necessary online and offline for a successful job search; they are the key to getting the "inside" track about company and employment information. The more contacts we have, the closer we tap into that sometimes elusive hidden job market, which is typically 70-85% in normal, economic times, and up to 90% in these troubled times.
Despite the allure of social media and the temptation to confine a job search to an exclusively electronic means, contacts represent human communication and relationship building (to quote a skill I saw listed in a job listing for a bank today). Regardless of whether the contact orginated online, inevitably, it will turn into an offline, face-to-face contact. People hire other people, not computers!
2. What’s the best method for identifying corporate “insiders”? The best method is to "think like a robber and go through the back door" by doing some real sleuthing. First and foremost, is the opportunity to elicit and solicit human contact. If that isn't possible, tap into web sites which can provide vital information for you, such as linkedin.com, jigsaw.com (the free company data download is a goldmine and hoovers.com for company insider information.
3. How can someone address “social media fatigue” when building their online brand?
Primarily, social media does not guarantee immediate employment. It is neither a panacea nor a "cure" to replace human relationship building. Just as many career coaches and professionals caution job seekers about excessively searching online, the same applies to social networking. "Social media" fatigue can occur easily because of false expectations about what social media does. It is a viable job search tool, not a remedy or instant care for abandoning other successfuly job search techniques, such as cold calling, prospecting for job opportunities and using the telephone (gasp!) to gather leads.
Fatigue can also occur because social media is something of a sensation in job searching at the moment. Mark my words, another trend will appear! Lastly, fatigue can occur if someone uses social media to a saturation point. All the more reason to set up "Google alerts" to see what is being communicated about you or to calculate your online identity (scoped out by hiring managers and recruiters).
In the book, I allude to how one establish a health online identity, as opposed to a negative one, which is difficult to erase from cyberspace and from potential employers' memories!
4. What alternatives do people have to building their online brand without using a blog, Facebook or Twitter?
Visual alternatives are important more than ever. Audio bites, once a swansong in branding, have been eclipsed by videos. Consumers are hungry for visual information, confirming why YouTube's popularity is off the radar screen. A Canadian TV channel reported this morning that Scottish singing sensation Susan Boyle received 120,00,00 views on YouTube this year!
Other alternative are visual resume sites (I have a comprehensive list of the major and minor players), PURL's, which are personal URL's that job seekers can create to be noticed by employers. and virtual business cards (mine is http://melissamartin.businesscard2.com
5. How is YouTube used for job search?
YouTube has multiple roles in a job search:
a. watch what recruiters and hiring managers are looking for in job candidates
b. insider information on preparing for interviews, preparing a personal brand and accessing outstanding, innovative job search information
c. learning ideas about how other people got hired or promoted
d. creating a personal brand to entice potential employers
e. creating videos to establish online credibility and prove expertise
f. creating videos to demonstrate to employers that you are technologically savvy and current
(Give me a nudge so I can create my first one....it's on the list, but I have procrastinated!) I took the first step tonight though. I took on webinar on video marketing....!
6. What key trends do you emerging with social media and personal branding?
- Recruiting trends. Linkedin.com, for example, contains articles about this trend. Social media is being embraced by decision makers and hiring managers because advertising revenues (particularly daily newspapers) are eroding at an alarming rate.
- Growth in accessing job search information on IPhones, cell phones and blackberries.
3. I also see the emergence of personal branding in the academic world.
In North America, we accept instant gratification to rule our society. Positive personal branding solidifies and quantifies a job seeker's profile. It "clinches" the sale of a job candidate, in a current economy where 1 out of 5 Americans are jobless. (Today I learned a new term called "Q6" to reflect the collective number of everyone who is truly unemployed, not merely the government unemployment statistics we receive regularly).
7. Where can people learn more about you and purchase your ebook?
Please visit my web site at www.careercoachingbyphone.com or follow me on twitter.com/ravingredhead (Well, being a real redhead is a personal brand of sorts!) My ebook offers essential insight for job seekers on how to leverage social media in a job search, tap into the hidden job market and learn some proven success strategies).
I am also an approved job search expert on www.careerealism.com and contribute daily to the Twitter advice project (TAP).
To get hired faster, visit me on www.careercoachingbyphone.com
Soaring to your career destination.
Melissa Martin
careercoachingbyphone.com
FreeWebSubmission.com
T.A.P. Q#399 – How Do I Determine if Company is Ethical?
Dear Experts,
In an interview for a SALES position, how do you ask questions designed to read whether the company is offering an ethical sales position or not, or being ethical as a company?
I am looking for a second job and I just landed an interview in outside sales, and I want to make sure I’m not landing into a problem muck. The guy seems to be selling the company to me awfully hard, and even now I still have questions whether I should accept the position due to this, and also due to the fact some thing in his sales pitch does not match the portfolio of work (it’s a design services agency) on their company website.
Dear potential buyer:
You did the first step, research. I'll offer insight about a story on saw on the NBC Today show about false web sites-research as much as possible. You have started that process, now some more advice:
Pay attention to your intuition, which is often the most accurate decision making tool. Some people call it your gut reaction. Do you have an uncomfortable feeling in your stomach? That's one of your chakras (energy points in the body. Our emotional side is concentrated near your stomach).
Try to get insider information about the company, such as sourcing web sites such as jigsaw,com, hoovers.com or the linkedin,com job insider feature. Select the Googlealerts option and see what appears about the company. Very little digital or online information may be cause for suspicion in this information society in which we live.
If this does not turn up information, try to do some competitive intelligence. Find out what this company's competition is and what they are doing. Contact them, if necessary. Although you may get biased information, you may emerge with some "hidden" or little known information.
If your intuition is still sending out mixed signals, take at least 24 hours to make an informed decision. Make that decision in a position of strength, not in a position of weakness or impulsiveness.
Best of luck!
PS I have sold some of the toughest tangible and intangible products in my poor student days!
Melissa Martin
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
In an interview for a SALES position, how do you ask questions designed to read whether the company is offering an ethical sales position or not, or being ethical as a company?
I am looking for a second job and I just landed an interview in outside sales, and I want to make sure I’m not landing into a problem muck. The guy seems to be selling the company to me awfully hard, and even now I still have questions whether I should accept the position due to this, and also due to the fact some thing in his sales pitch does not match the portfolio of work (it’s a design services agency) on their company website.
Dear potential buyer:
You did the first step, research. I'll offer insight about a story on saw on the NBC Today show about false web sites-research as much as possible. You have started that process, now some more advice:
Pay attention to your intuition, which is often the most accurate decision making tool. Some people call it your gut reaction. Do you have an uncomfortable feeling in your stomach? That's one of your chakras (energy points in the body. Our emotional side is concentrated near your stomach).
Try to get insider information about the company, such as sourcing web sites such as jigsaw,com, hoovers.com or the linkedin,com job insider feature. Select the Googlealerts option and see what appears about the company. Very little digital or online information may be cause for suspicion in this information society in which we live.
If this does not turn up information, try to do some competitive intelligence. Find out what this company's competition is and what they are doing. Contact them, if necessary. Although you may get biased information, you may emerge with some "hidden" or little known information.
If your intuition is still sending out mixed signals, take at least 24 hours to make an informed decision. Make that decision in a position of strength, not in a position of weakness or impulsiveness.
Best of luck!
PS I have sold some of the toughest tangible and intangible products in my poor student days!
Melissa Martin
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
Wednesday, December 16, 2009
T.A.P. Q#398 – Two Rounds of Interviews and Still No Call – Rude or Reality?
Dear Experts,
Twice now, I’ve gotten through 2 rounds of interviews (with 2 separate companies) and was never called back. No e-mail, no phone call, not even a ‘thanks but no thanks’ form letter.
I know that standard policy these days is no contact unless you score an interview (which I think is bogus but that’s another story), but is not hearing back after 2 interviews just as rude as I think it is? I’ve felt each time the interviews went well but I guess I am wrong. It’s hard enough to get an interview, then get called back just to be ignored.
Company 1, re-posted the job and wouldn’t return my calls/e-mail. Company 2, took 2 weeks to hire someone else and I found out from my temp agency manager. I end up with a bad taste in my mouth from these experiences which is problematic because I live in a small city where options are slim.
Rude companies? Or am I naive?
Dear job seeker,
You are not naive. This question reminds me of yesterday's conversation with a client.
It's what I call the "grim reality" of interviewing. Lack of feedback or tardy feedback, represents one of those vagrancies of the job search and getting hired. You don't need another rejection, while you are job searching.
Employers also do not practise "emotional intelligence" in hiring all the time (EI was posting on my blog a few months ago. EI is used extensively by big employers, such as the military to "measure up" candidates, so employers ought to set an example). In addition, employers do forget etitquette at times!
Take heart. Here are some common reasons for not receiving a callback, within the parameters of hiring:
1. National statistics show that the average time period to hire is eight weeks. That includes the time when the vacancy became available; the decision to advertise a job ad internally or externally (25% toward being hired); setting up interviews; getting called for an interview (50% mark); possible second or third interviews; checking references (75%) and then the written job offer (which can be nullified in the eleventh hour).
The exception to the eight weeks, typically is government hiring, contract hiring (more on that shortly) and temporary hiring (depending on a company's temporary, immediate needs). But bank on eight weeks.
2. As I told my client yesterday," We don't know what lurks beyond closed doors," when it comes to the hiring manager (s). Hiring needs can change in a New York minute, particularly recruiters' needs (just ask prominent recruiter David Perry, co-founder of Put America back to work).
3. Funding to hire can evaporate for a number of reasons. New companies, manufacturers and non-profits are particularly vulnerable in this area.
I can beat witness to the fact that the hiring manager had the intention to hire, but h/h intention was thwarted.
4. Sometimes companies decide to hire from within to protect/increase their bottom line. It's a fact-businesses are in business to improve their bottom line.
5. Hiring is costly. Typically in North America, to hire a f/t employee can cost from $7,000-14,000 in one year, as well as calculating benefits, training, etc.
6. The hiring manager's decision may be upstaged by the "big boss." Having worked for two non-profits, a board of directors may intervene and favor a particular candidate over the other. I have also seen a candidate "parachuted" into positions in the blink of an eye.
7. Some sectors deliberately have a series of interviews. (For example, in my area, Goodyear Tires has at least seven, to the best of my knowledge). Why? They want to protect their ROI (return on investment).
Though these are harsh realities, job seekers need to insulate themselves from further rejection, that in the final analysis, some uncontrollables (called "threats, if you are familiar with the SWOT strategy of decision making) inevitably exist in the hiring process.
Press on and progress with your job search, no matter what the outcome.
In closing, Canada has a neat 2 word slogan for their Olympic athletes' media campaign: " I believe."
Believe in yourself, and you will reap the rewards of being hired!
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.com
FreeWebSubmission.com
Twice now, I’ve gotten through 2 rounds of interviews (with 2 separate companies) and was never called back. No e-mail, no phone call, not even a ‘thanks but no thanks’ form letter.
I know that standard policy these days is no contact unless you score an interview (which I think is bogus but that’s another story), but is not hearing back after 2 interviews just as rude as I think it is? I’ve felt each time the interviews went well but I guess I am wrong. It’s hard enough to get an interview, then get called back just to be ignored.
Company 1, re-posted the job and wouldn’t return my calls/e-mail. Company 2, took 2 weeks to hire someone else and I found out from my temp agency manager. I end up with a bad taste in my mouth from these experiences which is problematic because I live in a small city where options are slim.
Rude companies? Or am I naive?
Dear job seeker,
You are not naive. This question reminds me of yesterday's conversation with a client.
It's what I call the "grim reality" of interviewing. Lack of feedback or tardy feedback, represents one of those vagrancies of the job search and getting hired. You don't need another rejection, while you are job searching.
Employers also do not practise "emotional intelligence" in hiring all the time (EI was posting on my blog a few months ago. EI is used extensively by big employers, such as the military to "measure up" candidates, so employers ought to set an example). In addition, employers do forget etitquette at times!
Take heart. Here are some common reasons for not receiving a callback, within the parameters of hiring:
1. National statistics show that the average time period to hire is eight weeks. That includes the time when the vacancy became available; the decision to advertise a job ad internally or externally (25% toward being hired); setting up interviews; getting called for an interview (50% mark); possible second or third interviews; checking references (75%) and then the written job offer (which can be nullified in the eleventh hour).
The exception to the eight weeks, typically is government hiring, contract hiring (more on that shortly) and temporary hiring (depending on a company's temporary, immediate needs). But bank on eight weeks.
2. As I told my client yesterday," We don't know what lurks beyond closed doors," when it comes to the hiring manager (s). Hiring needs can change in a New York minute, particularly recruiters' needs (just ask prominent recruiter David Perry, co-founder of Put America back to work).
3. Funding to hire can evaporate for a number of reasons. New companies, manufacturers and non-profits are particularly vulnerable in this area.
I can beat witness to the fact that the hiring manager had the intention to hire, but h/h intention was thwarted.
4. Sometimes companies decide to hire from within to protect/increase their bottom line. It's a fact-businesses are in business to improve their bottom line.
5. Hiring is costly. Typically in North America, to hire a f/t employee can cost from $7,000-14,000 in one year, as well as calculating benefits, training, etc.
6. The hiring manager's decision may be upstaged by the "big boss." Having worked for two non-profits, a board of directors may intervene and favor a particular candidate over the other. I have also seen a candidate "parachuted" into positions in the blink of an eye.
7. Some sectors deliberately have a series of interviews. (For example, in my area, Goodyear Tires has at least seven, to the best of my knowledge). Why? They want to protect their ROI (return on investment).
Though these are harsh realities, job seekers need to insulate themselves from further rejection, that in the final analysis, some uncontrollables (called "threats, if you are familiar with the SWOT strategy of decision making) inevitably exist in the hiring process.
Press on and progress with your job search, no matter what the outcome.
In closing, Canada has a neat 2 word slogan for their Olympic athletes' media campaign: " I believe."
Believe in yourself, and you will reap the rewards of being hired!
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.com
FreeWebSubmission.com
Monday, December 14, 2009
courses at St. Lawrence College, Kingston and Brockville, ON, winter 2010
How to Find A Job Using Social Media
Social media, is the new way to search the hidden job search and make contacts through relationship building. Employers are using social media to pre-screen candidates and to check references. This workshop will help job seekers differentiate themselves from competitors in a tough economy and to get noticed by employers. Instructor: Melissa Martin - www.careercoachingbyphone.com, www.secretsofthejobhunt.com, www.linkedin.com/melissamartin, www.liveperson.com/melissa-martin
Sat Mar, 13 10:00am – 12:30pm
GENI 605 480 $27.82 Rm. 218
Tues, Mar 9, 6:00pm – 8:30pm
GENI 605 481 $27.82 Rm. 218
Emotional Intelligence at Work
“Smart” people fail….emotionally intelligent people succeed! Having a high IQ doesn’t necessarily create a “top performer.” Emotional intelligence can be twice as important as IQ & technical skills in determining if someone will be hired or promoted. This course will help you recognize the importance of EI at work. Instructor: Melissa Martin
Tues, Mar 16, 6:00pm – 8:30pm
GENI 462 480, $27.82 Rm. 109
FreeWebSubmission.com
Social media, is the new way to search the hidden job search and make contacts through relationship building. Employers are using social media to pre-screen candidates and to check references. This workshop will help job seekers differentiate themselves from competitors in a tough economy and to get noticed by employers. Instructor: Melissa Martin - www.careercoachingbyphone.com, www.secretsofthejobhunt.com, www.linkedin.com/melissamartin, www.liveperson.com/melissa-martin
Sat Mar, 13 10:00am – 12:30pm
GENI 605 480 $27.82 Rm. 218
Tues, Mar 9, 6:00pm – 8:30pm
GENI 605 481 $27.82 Rm. 218
Emotional Intelligence at Work
“Smart” people fail….emotionally intelligent people succeed! Having a high IQ doesn’t necessarily create a “top performer.” Emotional intelligence can be twice as important as IQ & technical skills in determining if someone will be hired or promoted. This course will help you recognize the importance of EI at work. Instructor: Melissa Martin
Tues, Mar 16, 6:00pm – 8:30pm
GENI 462 480, $27.82 Rm. 109
FreeWebSubmission.com
Tuesday, December 8, 2009
T.A.P. Q#392 – Should My GPA Be on My Resume?
Dear Experts,
Is it necessary for my GPA to be on my resume? I graduated last May with a major in Engineering.
Dear engineering graduate:
Congratulations! If you have a high GPA, by all means, yes. Highlight your GPA, especially in engineering, where you have a concentrated specialization.
If the GPA is lower than 3.0, that would be questionnable.
Best regards,
Melissa Martin
bilingual career coach
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
Is it necessary for my GPA to be on my resume? I graduated last May with a major in Engineering.
Dear engineering graduate:
Congratulations! If you have a high GPA, by all means, yes. Highlight your GPA, especially in engineering, where you have a concentrated specialization.
If the GPA is lower than 3.0, that would be questionnable.
Best regards,
Melissa Martin
bilingual career coach
http://www.careercoachingbyphone.com/
FreeWebSubmission.com
Monday, December 7, 2009
4 reasons why a job search and a business plan have things in common
While I'm not a self-confessed pack rat, I did come upon an old article on running a successful business. The article looks a little haggard, so between the wrinkles and lines of the text, it originates from a government site, http://www.strategis.gc.ca/ (I always give credit where credit's due!) back in 2000.
Nevertheless, the gist of the article observes how four main areas translate into four main questions that a business plan intends to answer. (Any respectable business consultant will highly recommend a business plan before starting a business and to raise capital from a bank; otherwise "do not pass go, do not collect one hundred dollars," to quote the Monopoly game).
Here's how these four points translate into a calculated job search:
1. Business concept: what are you selling?
Job search relevance: What is your target audience? Small or big employer? Profit or non-profit?
(Incidentally, http://www.careerproweekly.com/ recently published an article stating that non-profits are growing rapidly in North America, because many individuals are drawn to their agencies' values).
How is your personal brand perceived on and off line? Remember, when we craft an online identity, it is there for all in sundry to see; how we choose to create that brand to entice employers is another issue. It must convey a job candidate's reputation, expertise, qualifications and particular social networks. (Yes, employers do make judgements about the company we keep or associate with on line, so trumpeting professional contacts becomes strategic in a job search. Witness the power of the "get introduced" and "get recommendations" options on http://www.linkedin.com/).
2. Marketing: How will you get it to buyers?
Job search relevance: What job search methods have you used that proved to be successful? What methods could be modified to achieve success? What methods haven't you tried? Is the market ready for more creativity from you in your job search?
On this blog and on the job search/career sites in which I contribute articles, the attitude persists that a traditional, conventional job search is "tried and true." Au contraire. It must be tested to the limits for maximum intensity and success with employers.
One single job search method rarely results in immediate results, unless it is accompanied by other methods.
Employers want to be convinced that a job candiate is "the one." They do not wish to hire "generic employees" or true strangers, unless they can help it.
3. Operations: How will you run your business?
Job search relevance: The business IS the job candidate in question. The job candidate's mission is to show a potential employer that the product (the candidate) has a viable thing to sell to the employer.
This is where professionalism comes into play.From the initial email or telephone inquiry to the final presentation of the candidate (a person's performance during the interview), every piece of the application puzzle may be scrutinized by the employer. For example: dress; command of language; social skills, etc.
First impressions count, above all.
More job search relevance: Many businesses fail within one to three years. Many job searches fail for many reasons: no plan, no target, no contacts, no company research, no self-assessment to identify a fit between a job personality and a company.
The solution? Careful job search planning and a job search management system.
You have a choice between the old fashioned method (pen, binder and lined sheets) or the electronic job search management version, available on http://www.jibberjobber.com/ , which uses specialized software to track contacts and job search activity.
4. Finances: Will you make money?
Job search relevance: If an employer hires you, will you make or save him money?
Better yet, says the employer, will the cost of hiring you justify an annual salary?
That's when the job candidate pulls out the stops to get hired and makes the employer look good.
Wishing you the best in your job search.
Now published! Melissa Martin's new ebook, How to find a job using social media
Melissa Martin
careercoachingbyphone.com
877-621-3141
FreeWebSubmission.com
Nevertheless, the gist of the article observes how four main areas translate into four main questions that a business plan intends to answer. (Any respectable business consultant will highly recommend a business plan before starting a business and to raise capital from a bank; otherwise "do not pass go, do not collect one hundred dollars," to quote the Monopoly game).
Here's how these four points translate into a calculated job search:
1. Business concept: what are you selling?
Job search relevance: What is your target audience? Small or big employer? Profit or non-profit?
(Incidentally, http://www.careerproweekly.com/ recently published an article stating that non-profits are growing rapidly in North America, because many individuals are drawn to their agencies' values).
How is your personal brand perceived on and off line? Remember, when we craft an online identity, it is there for all in sundry to see; how we choose to create that brand to entice employers is another issue. It must convey a job candidate's reputation, expertise, qualifications and particular social networks. (Yes, employers do make judgements about the company we keep or associate with on line, so trumpeting professional contacts becomes strategic in a job search. Witness the power of the "get introduced" and "get recommendations" options on http://www.linkedin.com/).
2. Marketing: How will you get it to buyers?
Job search relevance: What job search methods have you used that proved to be successful? What methods could be modified to achieve success? What methods haven't you tried? Is the market ready for more creativity from you in your job search?
On this blog and on the job search/career sites in which I contribute articles, the attitude persists that a traditional, conventional job search is "tried and true." Au contraire. It must be tested to the limits for maximum intensity and success with employers.
One single job search method rarely results in immediate results, unless it is accompanied by other methods.
Employers want to be convinced that a job candiate is "the one." They do not wish to hire "generic employees" or true strangers, unless they can help it.
3. Operations: How will you run your business?
Job search relevance: The business IS the job candidate in question. The job candidate's mission is to show a potential employer that the product (the candidate) has a viable thing to sell to the employer.
This is where professionalism comes into play.From the initial email or telephone inquiry to the final presentation of the candidate (a person's performance during the interview), every piece of the application puzzle may be scrutinized by the employer. For example: dress; command of language; social skills, etc.
First impressions count, above all.
More job search relevance: Many businesses fail within one to three years. Many job searches fail for many reasons: no plan, no target, no contacts, no company research, no self-assessment to identify a fit between a job personality and a company.
The solution? Careful job search planning and a job search management system.
You have a choice between the old fashioned method (pen, binder and lined sheets) or the electronic job search management version, available on http://www.jibberjobber.com/ , which uses specialized software to track contacts and job search activity.
4. Finances: Will you make money?
Job search relevance: If an employer hires you, will you make or save him money?
Better yet, says the employer, will the cost of hiring you justify an annual salary?
That's when the job candidate pulls out the stops to get hired and makes the employer look good.
Wishing you the best in your job search.
Now published! Melissa Martin's new ebook, How to find a job using social media
Melissa Martin
careercoachingbyphone.com
877-621-3141
FreeWebSubmission.com
T.A.P. Q#391 – Did My Ex Give Me the Ax?
Dear Experts,
My ex-girlfriend works at the company I just applied to. I haven’t heard from them and I think she may have ‘bad-mouthed’ me to the hiring manager.
Is there anyway to find out of this really did this and what can I do if she did?
Dear jobseeker:
This situation may be sheer co-incidence concerning your ex-girlfriend.
As far as trying to clarify if your ex-girlfriend tried to sabotage your application, it would be very difficult. Increasingly, companies are bound by confidentiality and protect applicants' information; some employers may keep such information for up to five years for legal, moral and ethical reasons.
Quite possibly, you may not have heard from the company for a variety of reasons. (That's worth exploring in another article!)
If your ex-girlfriend had any impact on not getting an interview, that in itself is suspect. You could have grounds for reporting that there was interference, but that, in the grand scheme of things, would not only be hard to prove, but could derail the hiring process for quite a while.
Stay positive in your job search and keep moving forward.
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.com
FreeWebSubmission.com
My ex-girlfriend works at the company I just applied to. I haven’t heard from them and I think she may have ‘bad-mouthed’ me to the hiring manager.
Is there anyway to find out of this really did this and what can I do if she did?
Dear jobseeker:
This situation may be sheer co-incidence concerning your ex-girlfriend.
As far as trying to clarify if your ex-girlfriend tried to sabotage your application, it would be very difficult. Increasingly, companies are bound by confidentiality and protect applicants' information; some employers may keep such information for up to five years for legal, moral and ethical reasons.
Quite possibly, you may not have heard from the company for a variety of reasons. (That's worth exploring in another article!)
If your ex-girlfriend had any impact on not getting an interview, that in itself is suspect. You could have grounds for reporting that there was interference, but that, in the grand scheme of things, would not only be hard to prove, but could derail the hiring process for quite a while.
Stay positive in your job search and keep moving forward.
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.com
FreeWebSubmission.com
Saturday, December 5, 2009
How to be irresistible to employers-bilingual version
As a bilingual career coach and job search expert, I meet with clients who encounter difficulty in landing a satisfying job that matches their talents, motivators and work personality.
Most job seekers engage in a "passive" job hunt, which rarely brings successful results. “Blasting” resumes endlessly and spending time exclusively on job sites does not constitute a successful job hunt.
Job openings are concentrated in the “hidden job market,” because employers do not want to incur the expense of advertisements or to wade through up to 500 resumes from one job posting.
In a fiercely competitive job market, how do you stand apart from other job seekers?
1. Establish your personal brand.
In a word, this means what makes you unique? What are you known for by past employers and customers? What do you do better than anyone else? Why were you hired at the last job? For more on personal branding, go to http://www.carolemartin.com/ or consult Dan Schawbel's personal branding blog.
2. Limit your electronic job search to 1 hour a day. Most job boards only have a 1-3% success rate. Use "aggregates," which are sites which take job postings and combine them, such as simplyhired.ca and indeed.ca. You save a lot of wasted time using aggregates. In October, ad revenues for http://www.workopolis.com/ fell 26% and www.monster.com by 36%.
3. Make your resume visual and non-conventional. Entice employers with logos, numbers, accomplishments and testimonials from past employers and supervisors. Testimonials originate from performance evaluations and from letters of reference or recommendation. They are a powerful tool to convince employers that you demonstrate value and uphold a professional reputation.
4. Use social media. Recent studies show that 69% of Canadian recruiters used linkedin.com and 44% used Facebook to source to search "passive talent," screen candidates and check for references. By using social media, you show employers that you have expertise in your field and are conversant with technology.
Open a free account on linkedin.com or use your friends on Facebook to get help in your social network.
5. Be irresistible to employers. Mail a handwritten, follow-up cover letter saying that you have prepared a slide of what you would do in 30 days. Presentation slides are free on www.interviewbest.com)
Or prepare a few before your interview to really “wow” employers.
Follow-up up with employers by convincing them that they can hire you at a discount (hiring you will cost less because you offer value in your area of specialization). Employers have a one-track mind: “make or save me money.”
Do competitive intelligence (what the competitor is doing).Impress employers with this “insider” information.
For more innovative job search techniques, book a coaching session with Melissa at 1-877-621-3141//613-382-7641 today!
Comme formatrice en matière de carrières et experte en recherche d’emploi bilingue, je rencontre des clients qui éprouvent de la difficulté à trouver un emploi valorisant à la hauteur de leurs talents, motivations and personnalité professionnelle.
Or, la plupart des chercheurs d’emploi procèdent de manière passive. S’ils obtiennent rarement de bons résultats, c’est que les méthodes conventionnelles et passives de recherche d’emploi ne sont pas les mieux indiquées.
Alors, comment vous démarquer des autres dans un marché de l’emploi où la concurrence est acharnée? Vous devez vous rendre irrésistible aux yeux des employeurs.
Créez votre marque personnelle
C’est-à-dire, mettez en valeur ce qui fait de vous une personne unique en son genre. Qu’est ce qui vous caractérise auprès de vos anciens employeurs et clients? Qu’est-ce que vous réussissez mieux que quiconque? Pourquoi vous a-t-on embauché à votre dernier emploi? Pour de plus amples renseignements sur la marque personnelle, consultez www.carolemartin.com
Limitez votre recherche d’emploi en ligne à une heure par jour
Pour la plupart des tableaux d’affichage d’offres d’emploi n’ont un taux de réussite que de 1 à 3 p.100. Optez plutôt pour des agrégats: ce sont des sites ou les offres où les offres d’emploi sont complétées, p. ex. www.simplyhired.ca or www.indeed.ca. Vous pourrez ainsi sauver du temps.
Soignez la présentation de votre c.v. et personnalisez-en le contenu
Retenez l’attention des employeurs au moyen d’effets visuels, de chiffres et de témoignages d’anciens et d’actuels employeurs et superviseurs. Vous trouverez des trucs de l’expert en recherche d’emploi Kevin Donlin à www.thesimplejobsearch.com
Tirez profit des médias sociaux
De récentes études ont révélé que les employeurs canadiens ont recours aux médias sociaux pour dénicher des talents passifs, présélectionner des candidats et vérifier les références. Alors ouvrez un compte gratuit, obtenez de l’information et l’accès à un marché de l’emploi voilé, et, surtout, demandez des recommandations à d’anciens employeurs, superviseurs ou gestionnaires. L’une de mes clientes a fait une telle démarche et a été convoquée à deux entrevues en une semaine, principalement sur la base de recommandations qu’elle avait formulées.
Préparez-vous aux questions stratégiques avant l’entrevue
Éblouissez les employeurs en leur montrant à quel point vous en savez sur leur industrie. Renseignez-vous sur ce que leurs concurrents n’ont pas à offrir. Il s’agit de concurrence intelligente. Rendez-vous irrésistible pour les employeurs. Envoyez-leur une lettre de présentation pour annoncer que vous avez préparé un exposé avec diapositives sur ce que vous accomplirez pour
l’entreprise dans vos 30 premières journées. Vous pouvez vous procurer des modèles de présentation gratuits à www.interviewbest.com et les utiliser pendant l’entrevue. Envoyez aux entreprises un rapport gratuit sur leur industrie (www.pressrelease365.com), pour leur signifier que vous comprenez leurs besoins.
Faites un suivi informel auprès des employeurs
Évitez à tout prix de demander << Avez-vous reçu mon c.v.?>> Convainquez l’employeur qu’il fait une aubaine en vous embauchent (il gagne à vous recruter car vous ajouterez de la valeur à son équipe en___).
Appelez Mélissa Martin dès aujourd’hui pour vous faire remarquer des employeurs et vous faire embaucher rapidement! Son numéro est le 1-877-621-3141
FreeWebSubmission.com
Most job seekers engage in a "passive" job hunt, which rarely brings successful results. “Blasting” resumes endlessly and spending time exclusively on job sites does not constitute a successful job hunt.
Job openings are concentrated in the “hidden job market,” because employers do not want to incur the expense of advertisements or to wade through up to 500 resumes from one job posting.
In a fiercely competitive job market, how do you stand apart from other job seekers?
1. Establish your personal brand.
In a word, this means what makes you unique? What are you known for by past employers and customers? What do you do better than anyone else? Why were you hired at the last job? For more on personal branding, go to http://www.carolemartin.com/ or consult Dan Schawbel's personal branding blog.
2. Limit your electronic job search to 1 hour a day. Most job boards only have a 1-3% success rate. Use "aggregates," which are sites which take job postings and combine them, such as simplyhired.ca and indeed.ca. You save a lot of wasted time using aggregates. In October, ad revenues for http://www.workopolis.com/ fell 26% and www.monster.com by 36%.
3. Make your resume visual and non-conventional. Entice employers with logos, numbers, accomplishments and testimonials from past employers and supervisors. Testimonials originate from performance evaluations and from letters of reference or recommendation. They are a powerful tool to convince employers that you demonstrate value and uphold a professional reputation.
4. Use social media. Recent studies show that 69% of Canadian recruiters used linkedin.com and 44% used Facebook to source to search "passive talent," screen candidates and check for references. By using social media, you show employers that you have expertise in your field and are conversant with technology.
Open a free account on linkedin.com or use your friends on Facebook to get help in your social network.
5. Be irresistible to employers. Mail a handwritten, follow-up cover letter saying that you have prepared a slide of what you would do in 30 days. Presentation slides are free on www.interviewbest.com)
Or prepare a few before your interview to really “wow” employers.
Follow-up up with employers by convincing them that they can hire you at a discount (hiring you will cost less because you offer value in your area of specialization). Employers have a one-track mind: “make or save me money.”
Do competitive intelligence (what the competitor is doing).Impress employers with this “insider” information.
For more innovative job search techniques, book a coaching session with Melissa at 1-877-621-3141//613-382-7641 today!
Comme formatrice en matière de carrières et experte en recherche d’emploi bilingue, je rencontre des clients qui éprouvent de la difficulté à trouver un emploi valorisant à la hauteur de leurs talents, motivations and personnalité professionnelle.
Or, la plupart des chercheurs d’emploi procèdent de manière passive. S’ils obtiennent rarement de bons résultats, c’est que les méthodes conventionnelles et passives de recherche d’emploi ne sont pas les mieux indiquées.
Alors, comment vous démarquer des autres dans un marché de l’emploi où la concurrence est acharnée? Vous devez vous rendre irrésistible aux yeux des employeurs.
Créez votre marque personnelle
C’est-à-dire, mettez en valeur ce qui fait de vous une personne unique en son genre. Qu’est ce qui vous caractérise auprès de vos anciens employeurs et clients? Qu’est-ce que vous réussissez mieux que quiconque? Pourquoi vous a-t-on embauché à votre dernier emploi? Pour de plus amples renseignements sur la marque personnelle, consultez www.carolemartin.com
Limitez votre recherche d’emploi en ligne à une heure par jour
Pour la plupart des tableaux d’affichage d’offres d’emploi n’ont un taux de réussite que de 1 à 3 p.100. Optez plutôt pour des agrégats: ce sont des sites ou les offres où les offres d’emploi sont complétées, p. ex. www.simplyhired.ca or www.indeed.ca. Vous pourrez ainsi sauver du temps.
Soignez la présentation de votre c.v. et personnalisez-en le contenu
Retenez l’attention des employeurs au moyen d’effets visuels, de chiffres et de témoignages d’anciens et d’actuels employeurs et superviseurs. Vous trouverez des trucs de l’expert en recherche d’emploi Kevin Donlin à www.thesimplejobsearch.com
Tirez profit des médias sociaux
De récentes études ont révélé que les employeurs canadiens ont recours aux médias sociaux pour dénicher des talents passifs, présélectionner des candidats et vérifier les références. Alors ouvrez un compte gratuit, obtenez de l’information et l’accès à un marché de l’emploi voilé, et, surtout, demandez des recommandations à d’anciens employeurs, superviseurs ou gestionnaires. L’une de mes clientes a fait une telle démarche et a été convoquée à deux entrevues en une semaine, principalement sur la base de recommandations qu’elle avait formulées.
Préparez-vous aux questions stratégiques avant l’entrevue
Éblouissez les employeurs en leur montrant à quel point vous en savez sur leur industrie. Renseignez-vous sur ce que leurs concurrents n’ont pas à offrir. Il s’agit de concurrence intelligente. Rendez-vous irrésistible pour les employeurs. Envoyez-leur une lettre de présentation pour annoncer que vous avez préparé un exposé avec diapositives sur ce que vous accomplirez pour
l’entreprise dans vos 30 premières journées. Vous pouvez vous procurer des modèles de présentation gratuits à www.interviewbest.com et les utiliser pendant l’entrevue. Envoyez aux entreprises un rapport gratuit sur leur industrie (www.pressrelease365.com), pour leur signifier que vous comprenez leurs besoins.
Faites un suivi informel auprès des employeurs
Évitez à tout prix de demander << Avez-vous reçu mon c.v.?>> Convainquez l’employeur qu’il fait une aubaine en vous embauchent (il gagne à vous recruter car vous ajouterez de la valeur à son équipe en___).
Appelez Mélissa Martin dès aujourd’hui pour vous faire remarquer des employeurs et vous faire embaucher rapidement! Son numéro est le 1-877-621-3141
FreeWebSubmission.com
Tuesday, December 1, 2009
T.A.P. Q#387 – Can An Interviewer Ask If You Have Children?
Dear Experts,
Can an interviewer ask if you had children?
Dear job seeker:
Although I specialize in interview and career coaching, I can say with reasonable certainty that this question is on the "borderline" of an illegal question. I am also certain that the array of experts taking part in the TAP will concur with this and will furnish you with other likeminded questions that are inappropriate.
If you have encountered this question from an interviewer, that is questionable in itself. Many unskilled interviewers lurk in the shadows...........
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.comn
FreeWebSubmission.com
Can an interviewer ask if you had children?
Dear job seeker:
Although I specialize in interview and career coaching, I can say with reasonable certainty that this question is on the "borderline" of an illegal question. I am also certain that the array of experts taking part in the TAP will concur with this and will furnish you with other likeminded questions that are inappropriate.
If you have encountered this question from an interviewer, that is questionable in itself. Many unskilled interviewers lurk in the shadows...........
Best wishes,
Melissa Martin
bilingual career coach
careercoachingbyphone.comn
FreeWebSubmission.com
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