Job search tip#5: How to conquer the fear of the telephone in your job search

Afraid of using the telephone for your job search? Use the "strip 'em down to their underwear technique!"  You may laugh, but it works!

Co-incidentally, I found this technique in a job search book written in 1980 last week).  Some time ago, when I finished my radio broadcasting career, I continued to receive public speaking requests, and used the "underwear technique."

During my nine and a half year stint at a Canadian military base, I used the "underwear technique" to deliver briefings for deploying military personnel. On some occasions, I spoke in front of 200 military members at a time and used to "quake in my boots" (pun intended) at the beginning of the briefings.

The underwear technique works exponentially for job searching, especially when tapping into the hidden job market. It is simply astounding how many people fear the use of the telephone in the so-called "information age."  In fact, one colleague admitted recently that his daughter who was attending college not only had a morbid fear of the telephone, but patently refused to engage in networking. Two grave mistakes in job searching! Fortunately, she must have received "advice" or at least urging from my colleague to change her job search strategy. The telephone landed her an interview!

Email,and increasingly, social media, remain as our preferred means of communication, but they pale in comparison to using the telephone. Use it strategically and your job search will pay off in dividends for reaching decision makers, hiring managers and influential people in your job search.

Email me (in this case!)  a story of how you were most creative in using the telephone during a job search by April 30th. I will award the most creative entry with a FREE COPY of my ebook, How to use social media in your job search.

Melissa Martin, bililngual career coach
teacher10@hotmail.com
Twitter: @ravingredhead
Facebook: melissacynthiamartin
http://www.careercoachingbyphone.com/

PS No sooner did I finish this post when NBC nightly news in America posted this news piece on Twitter, entitled, "Txt 2 much." According to a survey, NBC reported  that U.S. teens send 50 texts daily and that "girls between 14-17 send 100 or more," believing that "email is too formal." http://bit.ly/alPCuV

PSS The telephone seemed to be a hot topic the day that I originally wrote this! Here's what http://www.careerbuilder.ca/ emailed me:
"CareerBuilder.ca has launched a new free "Jobs" iPhone application! This new app gives you the ability to search and apply for new jobs from virtually anywhere. With the iPhone's built-in geolocation technology, you can search for jobs in your area with a simple keyword search and apply directly from your iPhone!"

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Guest slot on Blogtalk radio, Australian career internet radio link

If you missed Keith Keller and Annemarie Cross' special Canadian ediition show, I was proud to be a guest.
Keith and Annemarie broadcast a show on "living and working in Canada."

The first portion of the show highlighted beautiful British Columbia, site of the 2010 winter Olympics and the ParaOlympics. The second half focused on Ontario, Canada, where I am proud to reside in the spectacular 1000 islands tourist destination.

Keith and Annemarie recently hit a milestone when statistics indicated that their show is now broadcast on 111 countries! Bravo to my favourite Aussies!

Here's a comment from a Twitter follower of mine: CareerRadio: #Canada RT @Spherion_Canada Great #Jobseeker insights from Melissa Martin @RavingRedhead this week @CareerRadio http://twt.tl/5tlAdjv

Please tune in and get a flavour of what it's like to live and work in the True North strong and free!
You can listen @CareerRadio http://twt.tl/5tlAdjv

Let me know your comments about the show.

Want a job? Use a job developer's techniques

 A colleague of mine passed on information on how he lands jobs for clients. (And dare I say that these clients have barriers that others in the competitive workforce may not have).  "D's" title is "Job developer," which means that he meets employers regularly, nurtures his network of contacts and then matches available jobs to assist clients. This last point about networking is a moot point for your job search. (Ironically, employment specialists do not always practise what they preach; some confess that they do neither network actively, nor nurture their existing contacts. This is imperative, no matter if you are unemployed or not). Research indicates that you stand an 80% chance of landing your next job from someone you have met or contacted. Those are formidable odds. And something should be said about the so-called "weak links," which are people who appear to be irrelevant to your job search.

Once, when I was laid off by surprise, I immediately turned to my circle of contacts, and fortunately, I received two job offers in a week and ultimately accepted a satisfying position.

Just as Job Developers aim to attract employers to assist their clients, job seekers need to attract employers to demonstrate their value. Enter the "exchange theory." This theory, is designed to build a bridge between a need and a solution. In short, you give something and you get something. How does this help you as a job seeker? Read on....

Employers, on the whole, are motivated by 2 factors: their needs must be addressed (for example, improve customer service, boost productivity levels or reduce costs). Secondly, employers must perceive value in hiring you. Translation? Each party in the "exchange" must perceive that the benefits of hiring you must outweigh the employer's costs. For example, convince the employer that you can help him/her with a high turnover (hiring is expensive) or being a reliable employee.

As a matter of fact, an employer told me earlier this year that she was disenchanted with job placements from college students because they were NOT reliable.  In spite of a shaky economy, employers have consistently told me that the number one thing that attracts them is loyal employees. (Yes, I realize that contract work is very prevalent), but job seekers need to be mindful of this.

Job developers also use another technique which relates to the market theory. What's the gist of the market theory if you are unemployed?  Features and benefits. In other words, if you are preparing yourself for an upcoming interview, what would you identify as your "features?" Perhaps your unique talents or credentials? Your new blog that holds sway with those in your chosen field? Bilingualism? Diverse experience? Now think about what benefits that can you present in an interview. Perhaps your stellar performance ratings? Be prepared to incorporate the exchange and market theories into your active job search. Obviously, it works for job developers to create employment. Why wouldn't it work to propel your job search? You don't have to be a marketing specialist to embrace these techniques.

Incidentally, my colleague asked me to assist him with short-term placements. I "hit the streets" and espoused the exchange theory for the benefit of those disadvantaged clients. It worked! I landed job placements for him, using the principles of job development. You can too!

Speak to the employer's values and goals. Assure the employer that by hiring YOU, the company will enjoy short-term and long-term benefits.

Melissa Martin, bilingual career specialist
http://www.careercoachingbyphone.com/
ebook author, How to use social media in your job search
Facebook: melissacynthiamartin
Join my NEW Facebook FAN page: careercoachingbyphone
twitter: @ravingredhead

Join me and other guests on Australian career internet radio on Sunday, April 18th

Join me & other guests on "Canadian Special Edition" next on @CareerRadio http://bit.ly/c9589j (Sunday @5pm)bit.ly

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Social Media Networking Tips

Check out this SlideShare Presentation by Daulton West Jr., fellow Twitter follower. He and I appeared on Australian career internet radio, http://www.careeradio.com/

Social Media Networking Tips

View more presentations from Daulton West, Jr..

Guest post: Look beyond the disability

I have decided to post an article written by my esteemed colleague, Catherine Bell, cerified image consultant and coach.
Image Communiqué – Look Beyond the Disability


In June 2009, I had the honour of being the Ontario March of Dimes' delegate at the Canadian Federal Government's Roundtable on the United Nations Convention on the Rights of Persons with Disabilities. Between 2002 and 2006, Canadians helped draft this Convention, often taking on articles which other countries would not touch. I’m pleased to announce that in February 2010, the day before the Paralympics opened in Whistler, B.C., the Canadian Government finally ratified the Convention, agreeing to be legally bound by its provisions.

Our world includes people with disabilities; however, being inclusive is not always a given. As a child, I had Polio. Due to advances in orthopedic surgery, I was able to walk normally until my late thirties. Now new weakness associated with the late effects of the disease requires me to use mobility aids from time to time. There is a remarkable difference between how I’m treated when I use a cane, and when I don’t.

People who use a wheelchair or other assistive devices for mobility can still make their own decisions, speak for themselves and contribute fully in the workplace and society. Often people assume that someone who can’t hear is unable to communicate; they may even question their competency. People who have a visual impairment may appear confused when someone abruptly leaves them standing alone in the middle of a room without telling them where the furniture is located. But this doesn’t mean that they’ll be confused when it comes to doing business, living alone in their home, or navigating new territory.

To be inclusive and avoid uncomfortable, inappropriate or damaging situations when interacting with someone who has a disability, consider these tips:

► Most importantly, concentrate on the person and their abilities, rather than the disability. For example, just because someone has a visual impairment, doesn’t mean that they can’t be a computer programmer or an Olympic skier.

► If you are giving a PowerPoint presentation and notice a person with a visual impairment in the audience, include them by describing any graphs, cartoons, or pictures in your slides without mentioning why you are doing this.


► If a person using a wheelchair is shopping with an attendant, don’t ignore the person with the chair and ask their attendant what the person wants. They can usually speak for themselves.


► Don’t assume that people with a hearing impairment can read lips, or if you know some American Sign Language, that they would want to communicate in this manner. Also, if they are using a hearing aid, avoid shouting because this will probably distort your words.

► If a person is using a guide dog, remember that when the guide dog is in harness, it’s working. Don’t approach or pet the dog until the harness is removed.

► If it appears to you that a person with a physical disability needs some help, ask if you can be of assistance. If they say yes, inquire how you can best help; otherwise, you could cause them harm or embarrassment.

► Don’t assume that people with disabilities can’t complete activities unaided. Although it might take longer, they may prefer to be left alone.


We have been discussing just few guidelines about an issue that is complex. With an aging population, it is inevitable that we will be encountering more people living with disabilities. In the final analysis, consider how you would like to be treated if you were in a similar situation and act accordingly.


My personal best,

Catherine Bell, http://www.prime-impressions.com/

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How 1 man beat a layoff

Last evening, I was listening to CBC radio about a man who experienced a layoff. Dan Hoffman, from Toronto, had worked in the hospitality industry as a concierge for twenty years, a position which afforded him such pleasure.

Then the bottom fell out. The company announced a layoff and a move out of Toronto.

Hoffman always had a dream of operating his own business, according to the CBC radio news story.

With fortitude and determination, he started "Hotel Gelato," a prospering food business which features Italian desserts and treats.

With a shaky economy, so many unemployed individuals who have lost faith in being re-employed have turned to self-employment.

No, it is not an easy feat for everyone, however, it can be a lifeline to quick employment and a restoration of one's self-confidence.

Best wishes to Hoffman. I will have to look up Hotel Gelato during my next visit to Toronto.

Have you turned to self-employment? Please tell me your story.

Melissa Martin
bilingual career coach and ebook author, How to use social media in your job search
http://www.careercoachingbyphone.com/

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T.A.P. Q#469 – How Do I Handle Applying for an Internal Position?

Dear Experts,

My boss told me last week our CFO/COO mentioned she is thinking of adding a new position and asked her if I would be interested. I’m at least interested in finding out more details on the position, how should I handle this? Email the CFO to set up an appointment? Wait to be asked? We’re in a hiring freeze now which may complicate things a bit.

Any opinions would be welcomed. Thanks so much!


Dear employee:

Go for the gusto! Strike while the iron is hot (sorry for the clichés) and telephone your boss and express your interest. Quite often, management is not aware of your full talents until WE demonstrate them.

Best wishes,

Melissa Martin, bilingual career coach
http://www.careercoachingbyphone.com/

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3 reasons why some employers use pseudo-job interviews and why they exist

A fellow career expert has posted an article on her blog about reasons why interviews go wrong.

That topic, in itself can easily fill this space, however, what struck me about Cathy Goodwin's blog post was her reference to pseudo-interviews.

Cold comfort that pseudo-interviews exist amid the range of emotions that job seekers experience, otherwise known as the "cycle of unemployment." This cycle refers to ebb and tide or emotions that plague the unemployed, the downsized and those who have been fired from their jobs. The cycle represents emotions like shock, anger, fear, sadness, denial and acceptance.


If you are unemployed, you may have analyzed why you were not successful with your interview(s) at the detriment of your self-confidence and self-worth levels.

Cathy referred to a sometimes misunderstood issue in interviewing-the "pseudo-interviews."

These interviews, masquerading as a legitimate hiring strategy only exacerbate job seekers' experience with the cycle of unemployment. Not only is it jarring to have participated in an interview and to have not received a (prompt) response (for reasons that are misunderstood by job seekers), but the unfair tactic of the pseudo-interview persists. And the characteristics of pseudo-interviews, in my opinion, are sobering and downright unfair.

Have you experienced a pseudo-interview? Here are the common features of one:

1. The interviewer(s) visibly are inexperienced and/or uncomfortable with conducting the interview in the first place and do a disservice to the job seeker, eager to participate in an experience that will trump up his/her diminishing self-esteem and self-confidence.

2. Because of point number one, the inexperienced interviewer has often been "mandated" or ordered to conduct a pseudo-interview, to eliminate any bias (an oxymoron, since interviews ALWAYS have an element of bias) and to minimize the company's practice of not casting "a wide net." In other words, the employer did not have the genuine or sincere intention to interview for a "real" position in the first place.

3. Because of point number two, the pseudo-interview was conducted for the sake of activity. The employer conducted the pseudo-interview to see what talent is available. (Remember that recruiters are searching for active and passive job candidates).

Typically, these are the core features of pseudo-interviews. Beware of them.

This obliges me to repeat what I tell clients frequently, you have just as much of a right to evaluate an employer as the company does about you.

I would welcome any comments or to discuss any experiences you may have had with pseudo-interviews.


Melissa Martin, bilingual career coach
http://www.careercoachingbyphone.com/

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