Wednesday, Jul 15
From the Blog "JobSearchingWithRob"

The Single-Most Important Letter You May Ever Use in a Job Search

 

A top ranking career military officer, who during his time in the Reserves also developed a stellar career as a senior-level executive in industry, had the daunting task of re-entering the job market after his return from 2-3 years active duty; and during the worst economy in his lifetime. After job searching for some time, he summed-up his frustration with this: "For the first time in my life I am doing something and have no idea how I doing." Hearing this from an Officer at one of the highest official levels in our Military, was at the very least, unsettling to a career biz person like myself. Now he didn't say, "what I'm doing" he said "how I'm doing"! Does anybody really every tell YOU how you are doing in YOUR job search?

 

I am going to share with you what may be the single-most important letter in a job search, one that will address the challenge of not knowing how I'm doing. The Rejection Response letter. It goes like this:

 

Dear,

 

I understand the rationale behind your letter of June 14, 2009 in which you said there are currently no openings at [Company] for an experienced sales manager. Undoubtedly, you receive multiple unsolicited resumes, and I thank you for taking the time from a busy schedule to respond to my inquiry.

 

It is this type of consideration that reaffirms my belief that [Company] is a well-managed company. As a result, I would like to ask your advice because I believe that you have a great deal of information and expertise from which I can benefit.

 

More specifically, I would appreciate 20 minutes of your time not to discuss current job openings, but to discuss what you look for in outstanding sales managers, what your opinion is of the long term growth in the [type of field], and any advice you would have for a sales manager with a keen interest in the same. Your expertise and experience in directing [Company] make your opinion invaluable.

 

I will call early next week to see if we can arrange a mutually convenient time to get together.

 

 

Sincerely,

 

 

Certainly there are more rejections than offers in a job search; and most people do send a cordial letter . . . "thank you for your time and interest and if something opens up, please let me know". "Thank you" is good; "thank you" plus feedback is better. The more you are rejected, the more opportunity for feedback; and the more feedback you have, the more improvements you can make - continuous process improvement. Soon you will no longer say "I have no idea how I'm doing". In fact, you just may be thinking to yourself (thank you, thank you, thank you for that rejection! I'll be so much smarter the next time).

 

In his book, How to Master the Art of Selling, Sales Guru Tom Hopkins wrote, "I never see failure as failure but an opportunity to practice my techniques and perfect my performance." I say . . . Ya gotta love that rejection!

 

 

YT,
Rob

 

 

Thursday, Jul 9
From the Blog "JobSearchingWithRob"

What advice would you give on how to begin a new job on the right foot?

What a great question! Securing a new job is akin to a successful product launch. All the time spent running a well-organized marketing campaign and now the product is in the market … You’ve landed your new job!

As in the product launch, you would want to continually work on product positioning and posturing for its on-going success, right? Likewise you want to do so for your success.

How you begin has everything to do with how (and where) you end up. How do you insure you will get off on the right foot? Here are some ideas to consider:

1. Get to know the company and key players. Producing long-term results is more important than an immediate impact. Depending on the company and the reason for your hire you will have a settling-in period anywhere from 30-90 days. Use that time for wisely.

2. Remember names and try to use them from time to time - always with a smile. Sounds trite, I know, but how many times were you introduced to others and immediately forgot names. Look them straight in the eye and ask “I’m sorry, could you tell me your name again? and then practice using once or twice a week –it’s flattering too.

3. Do not over-do conversation. Your weekend, evening, lunch, family visit... was always “Very good” quickly followed by “and how was yours?” People ask, but are not necessarily interested in more than that. If they get more than that before they really know you they will steer away the next time.

4. Observe how the company gets things done: The company’s management style, your boss’ management style; leadership; company culture… Become a student of your managers and their leaders. I once read, “the best classroom is at the feet of an elder", so ... The bell has rung; take a seat and pay attention.

5. Be a class act. Don’t get drawn into the chitter-chatter of gossipers. Smile, project a positive attitude, nod in agreement if you must, but do not gossip. If you do people will not put their trust in you. Practice being a good listening and consider everything you hear as if it were most private, even if it plainly is gossip. Bite your tongue and you will not go wrong.

6. Gain the confidence of others. Give credit to others up and down the line. Be humble when credit is given to you and say only “thank you”. For the first few weeks defer to others for advice; defer to your boss’ lead. After you have gained the confidence of your boss and that of others, maybe 30-60 days, you can start making recommendations.

7. Keep your boss informed. This too is part of gaining his orher confidence. It is important also make a point of asking a couple of questions from time to time. Be careful nonetheless not to phrase your questions in a manner that sounds like you are (prematurely) criticizing people or procedure.

8. Show your boss you are serious. State your intentions within the boundaries of the job as it is currently described (save “posturing” for after the first 90 days): On day-one, arrange a series of short meetings to ensure that you are both on the same page, that your actions support both your objectives and his or hers.

9. Start planning for your "Review" on Day-one. Do not wait until after your “settling in” period. If a review has not already been scheduled, when you are arranging your series of short meetings (#8) also schedule your review for after the first 90 days; but begin planning for it from Day-one: Keep a diary of what you see and what it is you feel can be improved, changed, accomplished, etc. and NEVER share this with co-workers.

10. Keep your resume updated. Also starting with Day-one, be mindful of any and all your accomplishments, even the most subtle: Situations you were in; opportunities you saw; actions you took; and results ... SOAR! Plus, in doing so, you will be preparing for your first Review, as you should, just like an interview. You will be forearmed with the information you will need to take an active part in the Review process and outcome, and since most employers take a passive approach to Reviews, this will be most appreciated.

Hope this helps!

Rob Taub

 

Friday, Jul 3
From the Blog "JobSearchingWithRob"

Should I do a PGMP (post graduate management program) if I want to switch careers?

I recently answered a question from someone looking to leave software and IT and move into Human Resources. He wanted to know if a PGMP would be helpful in re-careering. What follows was my (long-winded) answer.

Think about this: You go and get more education and additional credentials and you still will likely be in line with 100's if not 1000's of potential job candidates, many of which also have similar education and experience but may too have the direct-related transferable experience that you are lacking – all of you in line for the same jobs. If one person has just one more direct-related transferable experience than you, they are hence ahead of you in line. PLUS... since only ONE person can get the job, what is the likelihood of that being you in such a case? Sounds awful, huh. Hopeless, right? Well it isn't; NOT AT ALL! I should say here that I am a BIG BELIEVER in education, new learning and continuous self-improvement, but (it) may not be what helps you to stand out in today's job market. I'll explain.

We are not living in average times and companies today therefore are not looking for average people, nor are companies just filling slots these days; you know, the "round-peg, round-hole lateral-move game"? No ... Instead they are looking for STANDOUTS; and those few candidates who DO “standout” are more likely to be invited into an opportunity than those who blend in. So, your question should be, Do I need a PGMP to be a "standout" in this job market? Short answer: Not necessarily. Can it help at all? Sure. Nonetheless, I would put my efforts towards intentional (directed) networking to find a potential opportunity BEFORE the crowd, get in, and sell my unique set of skills and talent, my “branding”, before I would get another credential. Make sense?

In some industries, you cannot get around the credentialing, but depending on the role you may be seeking in HR, you probably can. But not if you get caught up in lines. Get ahead of the job-hiring curve. That alone makes you a "standout" doesn't it? ... You show up as the hiring pattern is only starting to unfold, BEFORE any announcements or postings, make the case that you represent a solution to a challenge, whatever that may be, and that in and of itself (you being there in the first place) would make you standout among your potential competition, wouldn't you think? By the way, that "Challenge"? ... That challenge was your CLUE that led you to the particular target company in the first place; and it was the research and subsequent action you took with the “clue” that got you there ahead of the crowd. Hey, wouldn't the recognition alone that you receive for being ahead of the crowd and the hiring curve help you standout? Then you are in a position to sell your "Branding" - your value-proposition.

Although hiring decision-makers may be interested in where you have been and what you have done and learned (your past), including education, how that will translate (your future together) into you being a personal solution to the challenge(s) they face (problem, need, threat, opportunity..) is more than likely what will clinch it for you. Oh, then you can go for the PGMP and have them pay for it.

Hope this helps!

“Sorry for such a long answer; I didn’t have time to write a short one” --anonymous

Thursday, Jun 4
From the Blog "JobSearchingWithRob"

Ever think about leaving it all behind? Well Don't - its Still Business as Usual

 

Many people mistakenly assume if a company is not actively looking for someone then a job isn't available. The experience of many job-hunters may say otherwise. What do these successful job-hunters have in common? For one, they have identified their key strengths, related achievements, talent and competences and where and how to apply them. Too, they have learned to engage in conversation that start others thinking about why they should create a job for them. If you have something people want, THAT'S the bottom-line. It's business as usual: Someone recognizes a problem or opportunity and decided to do something about it.

 

What else do these people have in common? They do not rely on convention; the career paths that were winners for most of the last century are often not providing much success; they've gone the way of the "eight track" (some of you may get that). These job-hunters also have certain rules in common. Some of them are,

 

ü       Move towards small and entrepreneurial and away from big and bureaucratic

ü       Look to help big business from the outside (i.e. opportunities selling services to downsized companies)

ü       Don't just manage, lead

ü       "Wheel and deal" if you can

ü       Increase competitive drive (your reach should always exceed your grasp)

ü       When life gets tough, you get tougher

ü       Never stop trying to grow (new learning is increasingly necessary today)

ü       Keep your eyes on globalization and its consequences over the past 10-15 years (re: Agriculture, Medical, R&D, Environment; Marketplace Culture; etc.)

 

What else can be said about these job-hunters and what they have in common? They recognize the need for objective input and feedback from someone or others they know and trust for the same reasons key decision-makers rely on staff or input from their Board. The easiest way to make smart decisions is to surround yourself the people "in the know". It's business as usual. Here's one scenario:

A colleague and close friend phoned last week. He is looking for a new career position and after speaking to a mutual friend of ours who too is searching for a new position he concluded "when I had my own company and had to make an important decision that would impact the company and me, I would gather up and consult with my Board as the President does his Cabinet." He asked to meet with me to see if I would accept a seat on his Cabinet, which I gladly did, and he then preceded to fill 4 other seats.

 

The experiences of many of these job-hunters also tells us they have learned how NOT to get caught up in the think of thin things. They recognize that what matters most cannot be at the mercy of what matters least. The current economic challenges individuals and companies face in this recession is daunting. Changes in the marketplace, culture, the lightening-speed advancement in technologies... have made job-hunting more complicated now than it was even just a few years ago. However, to let your doubts about the market and your success cause you to give up transcend foolishness. "You have to expect things of yourself before you can do them" (Michael Jordan) and successful job-hunters do! They believe life doesn't happen to them, it happens from them, and they keep moving on towards the "Gold", for to them, that IS business as usual.

 

Good Luck!

YT,

RT

 

Thursday, May 28
From the Blog "JobSearchingWithRob"

Response to the infamous "Tell me about yourself"...

"Tell me about yourself" may be the single-most important pitch moment you have and a favorite question that has befuddled many an unsuspecting candidate. Responses can range from strong to weak to irrelevant to fatal. Having a good response is as important as having a good tennis serve. There are several different types of responses. Two that are especially effective are the Specific Approach and the Overview Approach.

The Specific Approach allows you to identify specific, relevant aspects of your background, while the Overview Approach is more of a summary of your background. The Overview is also used to keep you out of trouble when you are not certain of what the interviewer wants to hear. With either approach, your response should be followed by a question that is intended to evoke a narrower question from the interviewer. That is, it forces him or her to ask a more specific question in line with you opening statement. Since I prefer to combine the two approaches, I have a model I advised folks to use. A simple 4-step approach:

1. PREPARE BULLET PHRASES. Do your research and prepare four or five bullet phrases relevant to a business challenge or a market threat or potential opportunity that the target firm or industry faces. Each bullet should be no longer than 3-seconds and associated with action-oriented successfully completed tasks (“I started-up this” … “I developed and successfully executed that” … “I spearheaded something and brought it to something other”). The bullets should also touch on your positive attributes and personal characteristics - all combined, a big order I know. Here are some examples of words and phrases that have impact and can trigger interest:

• Ability to identify alternatives

• Results-oriented

• Successful business startups

• Led both large and small companies

• Decisive; easily cuts through non-essential information

• Put through major changes

• Ability to identify alternatives

• Good long-range strategic planner
  

2. STORY-TELLING. Prepare a 30- to 50-second story for each bullet using a "story-telling" technique I refer to as S.O.A.R.

• The Situation or circumstance in which you were involved - S

• The Opportunity that existed for, first, your organization and then you - O

• Actions you took in face of the opportunity - A

• The Results of your action - R

Example: (S)The ownership of a physical therapy and sports medicine company recruited me to (O)lead, grow and concurrently stabilize a $4.7 million health systems company staffed by 85 professionals. (A) I developed and executed all business plans and opened new markets in industrial and corporate health promotion, (R) positioning the company for its very profitable $6.6 million sale, $2.5 million more than the ownership had anticipated.

Strong, well-articulated success concepts and persuasive examples of your successes using the SOAR technique are essential for securing a quality position.

3. BULLET PHRASE ROLL-CALL. In the Interview: When asked “Tell me about yourself” begin with "As you can see from my resume my experience covers..." and then recap your resume for him/her (eg. "... covers the full breadth of starting up a business from developing a business plan to obtaining seed capital to acquiring plant and equipment to hiring staff) and quickly roll through your four or five specific 3-second bullet phrases

4. THE SOAR STORY. After rapidly firing off your bullets you can wrap-up with “on which of these would you like me to elaborate?” or, if you learned something that is important to your target firm, you may suggest one upon which you can expand, such as "would you like me address some of the specifics of my business start-up experience?". I personally prefer to lay out the bullet phrases and let him/her choose thus giving the illusion that they are selecting the topic. BTW, I have yet to receive feedback of an Interviewer suggesting you talk about something other than one or more of the bullets that have been outlined. Now, once you have you marching instructions, the bullet phrase(s) on which s/he wants you to elaborate, you can provide you well-prepared corresponding SOAR story. Be prepared to keep in under 1 minute.

This method a great method for addressing “Tell me about yourself” combining your resume, bullets from relevant research and the “story technique”.

Hope this answers some questions.

YT,
Rob Taub

 

Wednesday, May 27
From the Blog "JobSearchingWithRob"

Nurturing Those Spot Opportunities: Never overlook the potential rewards of project work.

I just hung up from a call with an individual who is in the throws of selling off his company’s real estate portfolio and considering taking on a bank job. No … nothing as dramatic as the "Bank Job" as in the Baker Street robbery in central London circa 1971; something a little less spectacular - Working with a bank's construction portfolio. This is not the level at which he wants to ultimately position himself, but the location is right and it makes good sense for the times, because ...the times they are(n’t) a changin’ (at least not anytime soon). And with some hard work and creative effort, he may be able to turn this ordinary “spot opportunity” into a tailor-made permanent position. If not and nothing else, he can at least learn about a new type of position that may fit in his future, learn about another side of his industry, meet new networking contacts and develop or polish some skills. In any case, when we hung up I was reminded of another person, a past client of mine whose story I'd like to share.

Right out of high school Bill moved into Banking as a clerk in a community bank. Over the next 28 years he survived five takeovers and rose to upper-middle management, responsible for branch security and a variety of backroom cash management functions. He never got around to getting a college degree. When the final takeover occurred, he did not make the cut. Now (then) in his mid-50’s without a four-year degree and his only experience in an industry that was, as is today, consolidating at breakneck speed, his chances of re-entry into Banking seemed bleak.

A friend who worked for a large beverage company that had recently reorganized approached Bill with an opportunity for a two-week assignment in their accounting area. We discussed its merits and agreed that he should accept the project. The two-week assignment turned into four, then into six and eight. It became clear to us that Bill was fulfilling an important need within the organization that had not yet been outlined by Management and that he would be a valuable permanent addition to their staff.

Bill moved into a permanent position that was created with only him in mind, and once in, his performance quickly overshadowed any lack of a four-year degree or experience outside Banking. Bill went on to play an important role in the company’s operations.

In short, the temporary assignment afforded Bill exposure to an opportunity for which, on paper, he would have been considered “unqualified”. It also provided Management an opportunity to observe Bill’s skills first hand, measure his proficiency in accounting and administrative matters, and at the end of the day benefit from the power of his wisdom and experience.

So, should a similar “spot opportunity” present itself to you, broaden your vision, evaluate it for its wider-ranging possibilities and if appropriate, jump on it for if not, someone else may!!

(Oh … and on “Power”? Managers often have power because subordinates depend upon them for rewards. In the same way subordinates may have power if they link the managers’ performance to their own. Or, as in Bill’s case the company’s operations performance to his own)


YT,
Rob

Thursday, May 21
From the Blog "JobSearchingWithRob"

…And May The Best Marketing Strategy Win!

Product Marketing is competitive warfare and the best marketing strategies win! What are the best strategies? Those that link product value and benefit quickly and painlessly to the customer need. In job seeking, that strategy may be your 15-second elevator pitch (similar “to point of sale” marketing) or any one of a number of marketing letters, including proposal format letters, or targeted person-to-person contact and more. These are not average times. According to some economists unemployment can rise to as much as 9-10% and consequently, average job search marketing strategies are not working. Average (generic) resumes are being auto-deleted by the thousands before reaching human hands. It’s war folks!

 

Generate maximum results with targeted resume distribution. “Blasting an unfocused resume describing work history to the greatest number of employers in hopes of gaining the highest amount of interviews is not effective marketing” says Marta Driesslien, Marketing Director for Waltham MA based R. L. Stevens & Associates, Inc., a 28-year veteran firm in career marketing. “Trying to appeal to those who have little or no expressed interest in what you are selling” she says “is counterproductive.”

 

Targeted resume distribution, however, is effective … targeted being the operative word here. Your resume reaches its destination and in 30 seconds conveys to the reader that you recognize and understand

 

ü       What it is that the s/he considers important

ü       The demographics of their marketplace

ü       Characteristics of their internal clients (employees) and external clients

ü       Type of business, product/service line, sales volume, competition… and more

 

This demonstrates you have done your homework on the company. (This is particularly important if you are re-careering and the firm is in a different industry than the one in which you previously worked).

 

Do not allow yourself to appear average–STAND OUT! Do deep-level research into the company. Also get into a habit of reading recent company press releases and annual reports, and viewing media coverage, industry blogs and social networking portals; and always consult with people you know and trust in your network. Learn to recognize market changes and recent effects they have had on the target company. Learn and understand not only the market and the competition but also how they have affected the organization, and ask yourself how has this also effected competitors and the industry overall? All of this information is helpful in identifying business strengths and weaknesses, opportunities and threats, where a company may be looking to grow and develop, what needs they may have on their short- and long-term horizons; and consequently, provides you with the opportunity to sell your value-mix as unique, with direct and immediate benefit.

 

Differentiate yourself like never before. Believe your one-size-fits-all resume can still get you quality interviews like it did 5, 10, 20 years ago? Think again. This is the worse US economic downturn in two generations with a hypercompetitive, overcrowded job market and shrinking opportunities. It is not enough to just do the deep-level research and collect the data (i.e. company info; leadership; core businesses etc…), you must differentiate yourself from your competition, standout, and be recognized. So, process the data. That is, determine how to use it to your advantage. Look for kinks in their amour … think “covert”. Once accomplished your data becomes INTEL – Intelligence information on your target company with a big red “CLASSIFIED” stamp. You will be better equipped to effectively convey your value-proposition directly to a company’s business needs. You WILL stand out among your competition.

 

People buy your achievements and relevant successes, not your duties and responsibilities. (Long sentence coming) In your quest to standout and tie your achievements and accomplishments to the target companies’ business needs and strategies versus listing your job experiences one after another, you will have more than just a fighting chance to get to the next step – the interview, for the best marketing strategies always do. And when they DO buy, you will not come cheap! May the best marketing strategy win!

 

 

YT,

Rob

–ResumeProPlus.com

 

 

 

Wednesday, April 8
From the Blog "JobSearchingWithRob"

Is Workplace Marketability Age-Neutral?

It can be if you follow these simple job search tips

Yesterday’s Baby-Boomer (today’s mature worker) may be facing for the first time a bias towards younger workers. That’s age discrimination, right? Only if you can prove it. Then the question becomes 'what good would it do you if you did?' ... A job with that organization? ... Really? ... Would you even want one? ... NOT!

 

Here’s the deal: Put your energy into developing your unique value-mix of talent, experience, skills, core competencies, etc., you know – your Branding - to ultimately illustrate your value and benefit to the organization. “The Key for the mature professional conducting a job search” according to Randolph L. Stevens, Founder and President of R.L. Stevens & Associates, a 28-year full service career firm, “is authenticating relevancy, fit and adaptability; and when you can do that better than the next person, you get hired.”

Workplace marketability is almost always age-neutral. If the mature worker does not successfully illustrate the right message or demonstrate the right value proposition, he or she may feel a bias; nonetheless, it’s a bias towards the more relevant, better fitting, most adaptable candidate, not necessarily a bias against age. Prove your value and benefit and you’ll be hired.

If you are a baby boomer seeking a career change, role transition or are switching industries or know someone who is, here are 10 tips that should help.

1. Use your marketing letters and documentation to show employers a history of growth in and dedication to professional development

2. Prove your continued intellectual vitality: Be prepared to outline completion of recent coursework, certifications, programs and other skill enhancements relevant to today’s business challenges and needs

3. Show how you stay on top of technology trends

4. Develop a “Webfolio” to show cutting-edge market awareness

5. Be knowledgeable on the use of the Internet and Windows-based programs

6. Eliminate everything that makes you appear older and possible out-of-step: Update your physical appearance, wardrobe and communications skills

7. Demonstrate your marketplace knowledge i.e. industry changes and trends

8. Be knowledgeable of the day-to-day challenges (problems, concerns & opportunities) employers face; be able to draw a connection between such challenges and you as a solution-provider

9. Demonstrate your adaptability and flexibility regarding hours and compensation: Consider proposing alternatives i.e. project work, contract work or consulting

10. Entertain the idea of working part-time for multiple employers rather than just one. (Demonstrated value could lead to permanent positions)

The REAL Deal: Employers weed-out job candidates whose skills are out-dated or who exhibit low energy or little flexibility ... or any combination of these. Some may call it ‘age discrimination'. I call it fielding candidates for the most relevant marketability. So, follow these 10 simple tips and in no time, you will agree that workplace marketability IS age-neutral.

 

RT - Mature Worker