A client showed me an article he had written about fitness conditioning. He referred to Russian strength expert Pavel Tsatsouline, who used five principles to train the American military's special forces. At first blush, they relate directly to a successful job search:
1. Focused
Applying for jobs haphazardly, without a goal and without targeted employers or companies automatically weakens your job search and puts you in a "deficit" position. Deficits may include applying for "anything," applying for all the jobs advertised on a company or employment web site, or not taking the time to craft a plan for success. Writing down your goals is especially critical. Regrettably, only 3% of adults write down their goals. Eminent businessmen Brian Tracy demonstrates the importance of having focus to achieve success on http://www.briantracy.com/ Having no focus in a job search is just like preparing a recipe without key ingredients and glossing over precise steps to produce the ideal product.
2. Flawless
Don't mistake the message with this principle of strength. Your application or candidature can be flawless in so far as your marketing campaign: a unique, distinguishable personal brand; a compelling resume to sell your brand to employers; an error-free cover or sales letter that demonstrates your value; and above all, a hard-hitting "elevator pitch" to potential employers and contacts. Contrary to popular opinion, the elevator pitch, not the resume, is the cornerstone of a successful job search. Ensure that the "pitch" is flawless, with the intent of communicating that you are the desirable candidate to meet an employer's needs.
3. Frequent
Assess the effectiveness of your job search frequently. What is working well? What is not working well? What needs to be tweaked in your job search? What are 3 activities that you could do in the next week to make contacts? What risk taking measures could you take to get noticed? Analyze your results. Fine tune your job search frequently. Successful brands constantly collect data and information to correct mistakes, boost their profits and stem any losses. Even big name brand companies have failed in certain advertising campaigns to attract customers. Does the phrase, "tried, tested and true" sound familiar to you? Job seekers need to test new job search tactics and place themselves in a position of strength.
4. Fresh
This principle is an extension of the last point. If your job search is yielding little or no results, it's time to refreshen your approach. Seek others' advice about how they got their last two jobs. Draw upon the wisdom of those who are employed in your designated field. Refreshen tactics to get you beyond the starting gate (what I consider as the call to attend an interview). Woo potential employers with fresh information about you, such as recent performance evaluations, recommendations or volunteer projects that put you in the spotlight. Create a blog, write a press release, develop an online resume or digital resume. Design an online business card, including your bio, recommendations and attachments. My choice of service is on http://melissamartin.businesscard2.com/ Share your level of expertise by using Slideshare and including the links in your online profile for employers to view. Or join forums or groups to answer questions and get noticed for your expertise. Another fresh idea is to create your own, customized social network on http://www.ning.com/. Include the links in your resume and portfolio. Pique employers' interest with fresh ideas. They are pre-screening potential candidates by searching names on the Internet.
5. Fluctuating
This principle applies to variety. Ensure that your job search takes a multi-layered approach. The job market is constantly fluctuating because of employers' changing needs. Case in point, "hiring decisions are micro decisions, not macro decisions." Unfortunately, I cannot find the source of that powerful quotation, but I am keen to give another person credit. Let me qualify this quotation.
Have you ever been qualified for a job, selected for an interview, and wondered why your credentials were not acknowledged by an employer? Were you passed over by a candidate whose credentials weren't as extensive as yours? The fact remains that hiring is almost always a biased process, often emotionally-laden, and made on a job by job, moment by moment, person to person basis. Is this fair? Definitely not for a job seeker with talents. All the more reason why job seekers need to keep up with hiring trends, and that translates into a job market that reflects a constant state of flux.
Previously, Pavel Tsatsouline's strength principles exemplified "peak power" in training the American military. With a concerted effort, job seekers can rally from a position of weakness (a job hunter without confidence and focus), to a position of strength, (a job hunter who presents as a solution builder).
Melissa Martin, bilingual career coach and ebook author, How to use social media in your job search
http://www.careercoachingbyphone.com/
