The Blueprint for the Way a Job is Really Found

We recently conducted a survey, What are the Biggest Challenges You Face Now or Will Face in a Job Search?  It was very interesting to review the results.  As an overview:

• 41% felt their job search techniques were ineffective
• 41% felt their job search techniques were effective

At the same time:

• Over 70% felt they were not in control of their job search
• Over 75% felt they were not getting results from the create a resume, send a resume, wait for a response process
• 46% felt very confident with the effectiveness of their resume

We found that very interesting and contradictory.  It points out what most people believe, that the resume is the all powerful tool in a job search and at least 46% feel they have the best one for them even though an additional 29% were not getting results. 

It points out that most people feel that the create a resume, send a resume, wait for a response is the process that has to be followed regardless of how flawed and ineffective it is.  We understand that.  This process is decades old and not only do job seekers think this is how a job is found, but employers also believe it.  If they did not they would not post jobs. 

Or, maybe employers don't quite believe it.  Over two-thirds of open positions are not advertised.  That said, in talking with employers daily, they don't know how to make contact with potential employees either.

This makes for a very messy process of how employers and potential employees can get together doesn't it? 

The great hockey player, Wayne Gretzky said, "Good hockey players skate to the puck.  Great hockey players skate to where the puck is going."  Since Wayne Gretzky holds or shares 61 NHL records, it is probably safe to assume that is good advice.  How does this have anything to do with getting a job?

Picture what is said.  You can see if you skate to the puck there is a good chance given how fast the puck travels that when you get there the puck is already somewhere else so you are continually chasing the puck.  If you are skating to where the puck is going, sure you have to anticipate, but when you get there the chances are the puck will be there too.

Now picture yourself searching for a job.  If you send your resume to a number of companies or respond to a number of job postings, your resume gets there with everyone else' resume and you are just one in the "bunch".  The job may be filled or you may not get noticed.  In today's hiring environment, even if you are qualified there are so many other resumes that yours may not be reviewed in any manner at all.  That is in effect, skating to the puck.

Suppose instead, you conducted some serious research on companies you thought might be a fit for you and your experiences, skills, etc.  You actually call into the company, engage in conversation with someone who is willing to speak with you and you find out a great deal about the companies you researched.  In that effort you found several that were seeking someone with your background.  You found out their culture is one that you would do well in.  You eventually spoke to a hiring manager for your area of expertise (wouldn't it be great to speak to someone who is not trying to find a reason to not hire you?).  You spoke with them and gained an interview.  You prepared specifically for what that hiring manager was looking for in that position and they liked you so well they made you an offer you found very acceptable.  Wouldn't that be more skating to where the puck is going?

In a very proactive manner you have not only found where the positions are you want but you have found out exactly what the hiring manager needs, not just what is in a job description or job posting.  Those two documents possess less than 30 percent of what the job is really all about.

That is actually what a successful job search is all about:

• Being in charge of the search
• Knowing what to do
• Know who to contact
• Know who to speak to
• What to say
• How to present your credentials when appropriate
• How to get an interview
• How to interview successfully
• How to manage the process after the interview
• How to gain an offer
• What to do once an offer is extended  

Notice the above list does not mention sending a resume or being passive.  It is a proactive process that allows the job seeker to be in charge and impact the outcome of each step.

Not many people are doing that and that is one reason why there are still so many unemployed today.  It is why many fear changing companies and why some do not advance within their current company because they do not know how to manage their career within a company.

Many individuals are returning to community colleges to gain more or different skills in hopes to become more employable.  That is great, but if once the skills are gained there is a lack of knowing how to find the company and position where they can do the most good for the employer and the individual, how valuable are they?

The ironic thing about all this is that companies are in the most difficult situation they have faced in decades to find the talent they need in almost every level of their organization yet neither employers nor job seekers are able to find each other.

You may say to yourself that you cannot do what is listed above.  Maybe not.  The reason would be that you have not acquired the skills of how to conduct a proactive job search.  Not many people know how.  No one has been taught at the secondary level, collegiate level or post graduate.  Most have been taught to write a resume and a cover letter and some basic research to find companies.  Like many activities though, the skills can be learned.  And, with a little practice you can become good at them. 

Stop skating to where the puck is and start skating to where the puck is going.  Go to www.CareerTalkGuys.com to learn more about the hiring environment and how to "skate to where the puck is going".  For almost 50 years we have successfully helped those seeking a job to learn how.

Passive or Proactive Job Search?

The challenges job seekers face who want to find a job are difficult whether they are going it alone, using career services resource from their school or if they have sought other help. There is a lot to consider. While no one really wants to hear why they have a problem, understanding the cause helps to see what the solution is to the problem.


The competition for positions is very high. Not only does every job seekers compete with the other 35 million unemployed, they compete with all the graduating students coming out of every community college, every four-year college and university. I addition, there are those who are employed who are looking for a new position.

The practice of create a resume, send a resume, and wait for a response only compounds the difficulties. Regardless of how good the resume it has to be noticed in a group of hundreds if not thousands in some instances. The odds of receiving a response, let alone a positive response are very slim. The practice has failed those using it. That practice does not require any skills other than the ability to electronically send out a resume.

It is a very passive practice that places the company that received the resume in charge of the job seekers search.

Another source of frustration for any job seeker is that the number of positions that are advertised in some manner is about one third of the total available. Most individuals are not aware of unadvertised positions and if they are have been poor and ineffective information about how to identify them. The majority of the networking information available has little effect and becomes another passive activity.

Success in a job search requires a proactive, hands-on approach. It requires specific skills executed in a sequence that provides progress and success in each step.

Here is what the outline of the steps should look like:

1st Series of Steps: Pre-Interview Practices, Skills Self-Assessment • Create presentation materials • Develop references • Research the industries that you know • Research other industries that you want to consider your qualifications • Create a script for initial contacts • Develop responses to objections • Social Networking Best Practices (Face Book, LinkedIn, Etc.) • Plan your call performance plan

2nd Series of Steps: Creating Interviews Execute Your Calls • Establish rapport • Set appointments to follow up • Develop insights • Create assessments • Refine contacts network • Interacting with 3rd party recruiters • Perform follow up calls • Re-assess contacts • Establish meetings/interviews

3rd Series of Steps: Preparation for Interviews • Pre-Interview Actions • Determining your “Candidate Valuation” • Working with recruiters to prepare for the interview • Interview techniques and tactics • Discovering leverage points and overcoming objections

4th Series of Steps: Post Interview Action Steps. The Follow Up Plan • Researching position location and needs • Continued action calls to contact network • Dealing with alternative interviews and recruiters • Seizing secondary interviews • Follow up procedures • Early negotiation techniques • Pre-offer research steps

5th Series of Steps: Gaining the Offer & Opportunity You Deserve, Negotiation Technique Application • Managing acceptance/rejection of an offer • Post offer follow through • Resignation process management • Post resignation techniques and procedures • Starting your new position with your new employer

The Career Matrix - A Powerful Credential Presentation – While most employers are looking for a resume, they take immediate notice of the candidate that also presents the Career Matrix. For a total of 50 years hiring managers have made decisions on whether to interview a candidate or not using this tool. It has provided them with immediate information about how you can help them in the position you are considering.

These are all actionable steps that put the job seeker in charge of their search continually moving forward toward the sustainable job they want.

Please go to: www.CareerTalkGuys.com for more information how you can learn the right skills for a proactive, in-charge job search.

The Hidden Job Market, What is it and What Does a Job Seeker Do to Get a Job?

Today, job seekers are lured to advertising, books, DVD’s and webinars on the so called hidden job market. Let’s bring this out into the light so it is not hidden anymore.

The people who are peddling the information on the hidden job market want it to stay hidden so more will participate in whatever they are peddling. Otherwise, if it is brought into the light, they have nothing to sell. The allure of something that you need which is portrayed as hidden is deceptive but commonly used.

What are people talking about when they say there is a hidden” job market? Is there a deliberate conspiracy to keep people from finding jobs? The answer is no.  I am sure they truly mean well bus like most advise that is where it ends.  Let’s start with what hidden jobs are in general.

I will not speak for those who are talking about hidden job markets but I will speak for my partner and I who have a combined 50 years in talent acquisition. On a daily basis, we have talked with companies of all sizes in many industries. What we learned a very long time ago is that many jobs are not advertised by companies. A logical question is why would companies not take advantage of advertising a position? There are numerous reasons.

One reason why jobs may not be advertised is that they get too many responses by people who are not qualified for their positions. The problem for the company is it creates an administrative nightmare. Imagine having to sort through hundreds if not thousands of resumes. This has become widely problematic due to the fact that over 35million Americans are desperately seeking sustainable employment or just a paycheck. Others choose not to advertise as they feel that networking within their industry or industry associations is the best way for them to find the qualified people they want. Still others do not want to expose to the public and competitors that they are lacking a certain talent or experience base.

There are other reasons that could be listed but that is not the point of the article. The point of the article is what should you do with this information and what does it mean to you? It can mean the difference between getting a job and not getting a job.

The Bureau of Labor Statistics shows there are approximately 3 plus million open positions in the United States. Add to that the hidden jobs you have heard about. Again, from our experience over the last 50 years and 5 recessions, we know there are approximately 6 million open positions that are not advertised right now. That means if you have been spending all of your time with job postings you have missed twice as many open jobs.

How do you uncover these jobs? Is there a secret? It is not a secret. It is a learned skill. It is true that with the Internet it is much easier to find them but, it still requires the ability to effectively talk with people.

The basic steps are:

1.After you have determined your skills, experiences and accomplishments from your career and education, consider what industries you either have come from and/or those in which you want to work.

2.Today, the American economy is recovering but not as the economy that went south two years back. You will also need to determine what other sectors and industries will value your skills and accomplishments.

3.Conduct research in those industries and find companies that you feel may be a fit. The research is done through the Internet and using databases such as Reference USA or Hoovers or similar data bases. Most public libraries have such a database. They are searchable by SIC codes, NAICS, key word, or other criteria.

4.Take the list of companies you come up with that you feel might be a fit for you and then do what most are reluctant to do…pick up the telephone and call them.

5.Do not call HR but an open department of the company such as sales and marketing, investor relations, procurement, etc. They have people who are used to open outside dialogs.

6.Discuss with them the state of the industry, their company, what the outlook is and other questions.

7.Eventually you will get to a point of asking if they know if there is any hiring going on in the area where you would work. They may not know. Do the obvious; ask who is in charge over that area and ask for their extension. Most people are very willing to provide that information.

8.Call that person and do the same with them and ask questions that relate to what you do. Eventually you will get to a point where you can ask what needs they have now or in the near future. They will tell you.

9.If they have none, nothing is lost, as you have a good contact for the future there.

10.If they have an opening, discuss it with them. It can lead to you offering or them asking for you to provide information directly to them.

These steps are the very basics of finding the so-called hidden jobs. Not very glamorous nor is it very complicated. They really are not hidden, you just have not acquired the skills to find them and make the most of them. There are skills to learn that will refine that process greatly and make it very effective. Remember, if you find five companies where you are talking to a hiring manager about a real opening, you stand a good chance to gain an interview. That is better than a boatload of resumes sent blindly to job postings or even worse, unsolicited to companies.

The broken system of Get a Resume-Send a Resume-Hope fails in all ways in finding a job where they are posted somewhere. This very ill advised practice is the worst way to discover positions that are not publicly posted.

Keep in mind; this is only one of the many steps and skills required for gaining a sustainable job. To learn more go to http://www.careertalkguys.com/. We have real training that is not create a resume, send a resume, and hope for the best.  Who is in charge of your job search?  Is it the company that will probably never look at your resume?  Or, is it you becoming proactive and in charge of your search because you learned the skills that will create success?

Is Free Job Information Going to Get You a Job?

I am very curious about something. Am I wrong, or is trying a job when you do not have one, a very stressful time? From everyone I talk to on a daily basis, they are stressed to varying degrees. They may have little stress as they have plenty of resources to carry them over until they find the position they want. The other end of the spectrum is those that are extremely stressed due to the lack of resources to carry them over. One of the unfortunate occurrences that has always happened but is more prevalent now, is that those that start out with low stress become highly stressed. One reason is they assume they will get the next position. The reasons why they feel that way are long and varied.

The stress manifests itself in a myriad of ways. It can be depression, anger, lack of self-confidence, and many other emotions. All of them are unfortunate. All make everyone that knows a person with the issues very concerned.

With all those serious issues from a personal standpoint of individuals seeking a new job, I come back to the question. If this is such a difficult time, why does everyone want free information and many reluctant to pay for a solution?

The reason I ask is that most if not all the free information I have ever read on finding a job is useless. It is almost always in bits and pieces of parts of other useless information. Why is it useless, because it does not work for the job seeker. Yet people flock to that information and try to apply it to one of the most critical acts they will perform. I think most would agree that finding a job that will support themselves, their family, and provide for their future is extremely important to most people.

If I can put this in perspective, if you had a disease or medical condition that required the attention of a doctor, would you go to the internet and take the advice given there? Would you take it if the advice giver was not really qualified to give the advice, but it was free?

I think that is a fair comparison. I think you would agree these are two serious situations that require a remedy.

Most of the time the advice on seeking a job, writing a resume, taking an interview, or negotiating an offer is given by those not qualified.

I think I will leave it like this, is your ability to find your next job in the highest unemployment, by numbers in history, worth nothing, or is that critical life situation (having the job you want with the company you want) worth something?

Job Search Success Stories

It may come to you as a shock, but I am always amazed with the success people have when we train them to conduct their own successful job search.

My amazement is not that they were successful. I always expect success. My amazement is even the most skeptical people who are adamant about the traditional process of send a resume and wait, will eventually come to the conclusion there is a better way.

Here is a difficult situation with a great ending that illustrates what I mean. I recently met with an individual who wanted me to help him individually. I usually recommend either the live webinar or the streaming webinar due to the great price difference of $250 per man hour versus $299 for the live webinar (five hours) or $69 for the streaming webinar (also 5 hours). They all teach exactly the same skills the same way.

Anyway, he was adamant about private help. I was happy to provide the training to him. His background was a bit different, but most people have something that makes them unique. Tim, had only three jobs in his life. They were all in the same industry and he had had success with each company. He did construction supervision (an hourly position) and was very good at it.

Unfortunately, during work hours on company business, almost a year ago he was in a bad car accident. He suffered severe injuries to his back. Fortunately, he did not have any paralysis. He had surgery twice to correct his injuries and had the usual fights with Workers' Compensation and his company. His company fired him due to his injury (I won't pretend to understand that). Keep in mind he was not at fault for the accident. Now he had to find work while wrestling legally with the company for a settlement.

He came to me after reading some of the articles and reviewing the website outline of the course. He was very concerned that while he was now physically able to do what he had always done, companies would not want to hire him because of his injuries, surgeries and year off work.

I spent the entire five hours teaching the skills we teach to him and showing him how to apply them to his particular situation since that was his major concern. He also opted to have me teach him how to create powerful credential presentation materials that we teach in our webinar, The Secrets of Powerful Resume Creation.

From the training he set off to find a new position with a new company. It only took three weeks and he was made an offer with a company he wanted to work for in the position he wanted.

What amazed me about this particular individual was he was so skeptical at the beginning, yet willing to invest in individual training versus an equally effective, less expensive option. Every step of the way his favorite comment was, this can't work. His only positive comments were, this certainly is different than anything I have ever seen. My concern was he was spending a considerable amount of money and with his negative comments he would not follow through.

When he started talking with prospective employers he started to change his comments. By the time he had interviewed with a couple of companies that were a fit for him he was now saying, I see why following your process brings results.

He admitted the only reason he came to me for the training was he concluded that if my partner, Doug Beabout and I have been using the same skills we teach for years with success, there had to be something to it. Now he tells everyone he meets about his skill at finding a job. We are thrilled for him.

By the way, the fact that he was out of work for an entire year did not have a negative effect with any of the companies he interviewed with. He did not have to relocate which was a goal of his even though I cautioned him he might have to consider it.

I love happy endings, don't you?

Job Search Wheat and Chaff, How to Separate

I recently had a brief email conversation about an article I just wrote in three parts. It covered how a hiring manager sees candidates. I received a comment that was reasonable. The bottom line is there is so much information out there, how do you know what is helpful and what is not. It also is really saying what is worth paying for and what is not worth paying for. Very good questions that I am sure most people ask themselves. I agree.

I just did a search on the internet for, job search advice. It had over 90 million results. No wonder it is a difficult decision. I think there are a number of things that what you say bring to mind.

How do you separate the wheat from the chaff of quality versus worthless information, advice and tips?

Now, while it is difficult to separate the wheat from the chaff, it is not impossible. One has to separate the assumptions that most start with that result in the false conclusions they come up with. Let me see if I can illustrate what I mean.

I pointed out in this and several other articles, the method the vast majority use to find a job is antiquated at best. I also wrote an article about the origins and evolution of the job search methodology. In the late 1940s and 1950s into the 1960s companies were struggling to find people. That is when employment agencies came into existence. They ran ads (either real or fictitious) to attract a job seeker to their office. When the individual went there they were interviewed. It wasn’t what you and I would expect as an interview. It was rudimentary and just to collect basic information. The recruiter filled out paper work and then the candidate waited in a holding pen. The recruiter immediately called numerous companies that might need a person like the one they had just interviewed.

When they came upon one, they sent the person to an interview with the company. They reported back to the recruiter with the results. In this case the candidate paid the employment agency not as it is today, where the company pays the recruiter. It evolved slightly when people became more mobile for their jobs. They might answer ads in the newspaper in a locale. They sent a cover letter and resume (work history) to the company. They got a call to interview over the phone, then a face to face.

It has not gone much further than that today as you know. Yes, we have added the technology of computers, Blackberries and the speed and distance it can cover. It also adds to the job seekers ability to research companies. Other than that not much has changed. You can see that it really was a strong demand for people and many people seeking jobs so it was a matching process and not much more. Today, it is a weak demand for people, a large supply and very little process wise to match the two.

You may have read my description of how jobs have become very complex today. Think back over your career and how your work has changed in complexity for many different reasons. That is not taking into consideration the complexity of the challenges and the culture of companies today.

The question becomes why are people still trying to simply match what is on paper with what a company says it needs in an ad (job posting)? I think you can see how difficult that is for the employer. It is obviously equally difficult for the job seeker to know what the employer wants and present it on the old standard resume.

All of that long winded explanation leads back to the separation question. The assumption job seekers should make is, what advice, information, training, coaching, etc, is offered that is not the 1950s, 1960s style process.

My partner and I have been following our process for many years. My partner recognized long ago what I just explained. He learned how to find out from an employer, specifically what a hiring manager, wanted as the ideal candidate for that specific position they needed right then. From there he developed and we have refined over time, how to follow that process to finding the exact person that would fit and qualify them to know they were qualified. Then, we presented them to the client. But, not just present them, but present them in a manner that showed the hiring manager they were exactly what he/she was looking for in the position. We then prepared the candidate to present themselves properly, asking questions only we knew to ask because we asked the right questions up front. The candidate’s education, skills, experience and accomplishments matched with the questions as the answers. We prepared the candidate how to get an offer and how to properly negotiate it so it was as win-win for both employer and candidate. It takes a great deal of work. It works every time.

That is not anywhere close to the traditional method. I could go on for what would seem like hundreds of pages with the details.

I don’t know how much research you have done to find good information on a job search, but neither my partner, our researchers, nor I have been able to find a process near to what we have put together. All others we have encountered have some variation that leads to the traditional process.

My advice is simply to question every piece of advice and ask why would that advance what I am trying to accomplish? If it won’t do anything different then it probably isn’t a help. Just changing how a resume looks isn’t going to get anyone’s attention. Knowing how to answer the question, what are your strengths ten different ways, isn’t going to wow a hiring manager. If you present yourself with information of how you can solve their specific problems, then you will get their attention.

That is just a sample of the issues. There are many more to overcome. Everyone’s mind set is so ingrained on the rules. The fact is there really aren’t rules yet everyone is fixated on them instead of thinking through what does the hiring manger want? And, it is beyond that, because every hiring manager wants something different even for the same titled position. We teach how to know all of that and how to respond to all of it. We go further to teach how to get the offer and how to get the one you want.

I hope that brings some clarity and not muddy the waters further.

This is why we take 5 hours to explain it in our webinars and another hour just for resumes.

New Jobs Bill - Help for the Unemployed (Not)

Why are we doing another jobs bill? Last year a $154 billion bill was passed. It hasn't made a bit of difference. Now, we are doing it again with a bill of only$15 billion. I guess that means less is more? I thought if a lot did little then a little will do less.

Once again, job seekers will read about the bill and get optimistic their situation will change. The President and Congress have done it again. They are playing on the hopes and fears of the people to spend more money they don't have. What is the saying, "fool me once, shame on you, fool me twice, shame on me." Who is fooling who?

Elementary economics taught to freshmen is that job creation is a result of savings and investing. Who is foolish enough to believe that taking tax dollars from some one's pocket and printing money to spend will create a job. The only job it creates is for the printer and the IRS. If they are government jobs they are not producing any goods or services that are paid for by a buyer and a profit is made to be reinvested. Did the WPA work during the Depression? No. Why is the government foolish enough now to think it will work now? For that matter why would they think any of the policies started by Hoover, adopted by Roosevelt and advanced by him would work when they prolonged the Depression? We are going down that very same path. I thought we were supposed to learn from history?

Let's stop the nonsense. Let's tell the emperor we actually know he doesn't have any clothes on. We were just being polite and his cronies are just yes men (and women).

Let's help the unemployed in real terms. Let's have a sound monetary and fiscal policy that takes the power to regulate interest rates and puts it where it works best, in the market place. Let's stop propping up bad businesses and let their assets go to companies that are well managed and wants to buy them with real money. Then the workers can go to work with an ease of mind. Let's stop the printing presses so our money does not devalue. Finally, let's stop spending money we don't have so we don't have to continue to sell the country to China tomorrow.

All of that would help those unemployed by allowing for real job creation not smoke and mirrors. Then the unemployed would consist of former politicians and bad business managers.

Wow, glad I got that off my chest. Seriously, this is what it takes. Career Talk Guys know what we offer helps individuals in good and bad economic times . We created our program from what we have been doing for others for years because of the severity of the times. We know to really end the problem it will take courage and efforts of the great people of this nation to say enough to bad politics, bad economics and the government's self interest disguised as being in our best interest.

In the mean time we will continue to help those who want to gain employment learn the skills that will create their success. You can see other articles at our site and our programs at http://www.careertalkguys.com/.

The Resume and CV - Exposed

Everyone who really likes their resume raise your hands. Now, everyone who feels theirs is really better and different from everyone else’s raise your hands.

When those two questions are asked, the results are always the same. A fair number will raise their hand in response to the first question. A few or less will raise their hand to the second. Isn’t that odd in this day and age when you can find truckloads of information about that special resume, or advice from experts, all claiming your resume will be special, unique to you?

Resumes have been around for decades. Resumes are the accepted and habitual standard for presenting your credentials in a potential employment situation. Everybody uses them. Everybody is continually trying to find the best one that will get the attention they want from a potential employer.

There is a complete industry of those who believe they are experts in writing resumes, and they probably are experts in that traditional format. At the same time, they simply take the same information you had on your previous resume and rearrange it in another format. They may change some wording to make it read better or make suggestions about how to express your experience better. Some may go as far as to replace the standard format with one built on action terms or vague suggestions. The bottom line is it is still the same, a resume. It does not express your qualifications in a different light that a hiring manager would sit up and take notice.

The problem is a two way street. Hiring managers and HR professionals would love to see something that would make their task easier. For decades we have heard a continual cry of dissatisfaction with “resumes”. To review mountains of resumes that very quickly all start to look alike is not advantageous to anyone. You and all other job seekers get frustrated with the lack of response and the negative responses received. The prospective employers get frustrated, because the start to believe there is no well qualified individual that will solve their problem.

When an interview is obtained, it is difficult for those conducting the interview to look carefully at the resume and ask effective questions. Too many times the questions asked can be answered by the resume had the interviewer read it. Time may have been a factor, but the information may have been a factor as well. The information did not tell them anything different than the prior resume.

How do you change this? Can it be changed? It would appear that decades of use have cemented resumes to be the credential presentation tool forever. It has conditioned job seekers and prospective employers both into expecting a resume, in the expected format, with the expected information. And, no one is really excited about any of it.

There are a couple of factors that can show the resume trap can be changed and a welcome change it is!

The first factor is that job seekers want to send their resume to anything that remotely looks like a potential job for them. They know very little real facts about the position other than what a job posting explains or what a job description reveals. Ask yourself the question; “How can a hiring manager get anything concrete out of a generic resume that is sent for any job?” Sure, you can tailor to the position description as some would advise you. However, it is still only a resume for any job no matter what anyone tries to claim. You know that to be true, because you get the same results, little or no response.

This leads to the question of how do you change that situation? Before we answer that, consider the potential employer.

The second factor is the employer’s perspective. The hiring manager is expected to ferret out of a sea of sameness the one or two that meet the multi-dimensions of their unique position. Every position is different from every other regardless that the title may be the same and the job description is very similar. The challenges are different and the culture is different among other factors. How can a hiring manager know anything about a candidate, if all they see is a resume based on a one dimensional description? This one dimensional resume causes a lack of response. If there is a response it may be an unproductive (dreaded by everyone) telephone interview.

How do you resolve this situation? It has to happen like this:

The job seeker needs to know to what industry and companies are they best suited and therefore should contact.
Skilled research is required to learn and understand what might be a fit.
Effectively executed contact with companies and associations is necessary to learn important information that focuses your search.
Developing a presentation format of your credentials that matches a company’s needs for the position you want.
Finally, you now stand out among others in the industry where you will be best recognized for your talents and accomplishments.

There is a great deal more to this, but to be very elaborate would take volumes of pages.

What this type of strategy does is change the process completely. It puts you in charge. It empowers you to present what the prospective employer wants (provided you match, and your research will tell you that).

Career Talk Guys have decades of success helping candidates master this process and get the job they want. This process places you in the position the obtain job you want with the employer who most values your abilities to contribute.

We teach people the skills to present their professional abilities in the manner the hiring manager desperately wants to see. This revolutionary, but highly effective means of presentation creates a confidence in gaining results you simply lack when suing a standard resume We train you in the skills to conduct the process of a job search throughout the process and ending in your first day with your new employer. But, if you do not choose us, find someone that can teach you these skills. You will never regret it and it will change your odds dramatically and positively impact those to whom you present your credentials.

Career Talk Guys are not resume writers. We have 50 years of combined experience of learning what employers seek in a qualified candidate. We are masters at conducting skilled research into new opportunities. Our experience is unmatched at the creation of interviews. We know what it takes to prepare the professional and employer to meet and achieve mutual success. Now, we are making those skills and techniques available to anyone who is tired of a lack of results applying old school, worn-out practices centering on a resume.

We changed the process for your success.

The Resumes and CVs – Exposed

Everyone who really likes their resume raise your hands. Now, everyone who feels theirs is really better and different from everyone else’s raise your hands.

When those two questions are asked, the results are always the same. A fair number will raise their hand in response to the first question. A few or less will raise their hand to the second. Isn’t that odd in this day and age when you can find truckloads of information about that special resume, or advice from experts, all claiming your resume will be special, unique to you?

Resumes have been around for decades. Resumes are the accepted and habitual standard for presenting your credentials in a potential employment situation. Everybody uses them. Everybody is continually trying to find the best one that will get the attention they want from a potential employer.

There is a complete industry of those who believe they are experts in writing resumes, and they probably are experts in that traditional format. At the same time, they simply take the same information you had on your previous resume and rearrange it in another format. They may change some wording to make it read better or make suggestions about how to express your experience better. Some may go as far as to replace the standard format with one built on action terms or vague suggestions. The bottom line is it is still the same, a resume. It does not express your qualifications in a different light that a hiring manager would sit up and take notice.

The problem is a two way street. Hiring managers and HR professionals would love to see something that would make their task easier. For decades we have heard a continual cry of dissatisfaction with “resumes”. To review mountains of resumes that very quickly all start to look alike is not advantageous to anyone. You and all other job seekers get frustrated with the lack of response and the negative responses received. The prospective employers get frustrated, because the start to believe there is no well qualified individual that will solve their problem.

When an interview is obtained, it is difficult for those conducting the interview to look carefully at the resume and ask effective questions. Too many times the questions asked can be answered by the resume had the interviewer read it. Time may have been a factor, but the information may have been a factor as well. The information did not tell them anything different than the prior resume.

How do you change this? Can it be changed? It would appear that decades of use have cemented resumes to be the credential presentation tool forever. It has conditioned job seekers and prospective employers both into expecting a resume, in the expected format, with the expected information. And, no one is really excited about any of it.

There are a couple of factors that can show the resume trap can be changed and a welcome change it is!

The first factor is that job seekers want to send their resume to anything that remotely looks like a potential job for them. They know very little real facts about the position other than what a job posting explains or what a job description reveals. Ask yourself the question; “How can a hiring manager get anything concrete out of a generic resume that is sent for any job?” Sure, you can tailor to the position description as some would advise you. However, it is still only a resume for any job no matter what anyone tries to claim. You know that to be true, because you get the same results, little or no response.

This leads to the question of how do you change that situation? Before we answer that, consider the potential employer.

The second factor is the employer’s perspective. The hiring manager is expected to ferret out of a sea of sameness the one or two that meet the multi-dimensions of their unique position. Every position is different from every other regardless that the title may be the same and the job description is very similar. The challenges are different and the culture is different among other factors. How can a hiring manager know anything about a candidate, if all they see is a resume based on a one dimensional description? This one dimensional resume causes a lack of response. If there is a response it may be an unproductive (dreaded by everyone) telephone interview.

How do you resolve this situation? It has to happen like this:

The job seeker needs to know to what industry and companies are they best suited and therefore should contact.
Skilled research is required to learn and understand what might be a fit.
Effectively executed contact with companies and associations is necessary to learn important information that focuses your search.
Developing a presentation format of your credentials that matches a company’s needs for the position you want.
Finally, you now stand out among others in the industry where you will be best recognized for your talents and accomplishments.

There is a great deal more to this, but to be very elaborate would take volumes of pages.

What this type of strategy does is change the process completely. It puts you in charge. It empowers you to present what the prospective employer wants (provided you match, and your research will tell you that).

Career Talk Guys have decades of success helping candidates master this process and get the job they want. This process places you in the position the obtain job you want With the employer who most values your abilities to contribute.

We teach people the skills to present their professional abilities in the manner the hiring manager desperately wants to see. This revolutionary, but highly effective means of presentation creates a confidence in gaining results you simply lack when suing a standard resume We train you in the skills to conduct the process of a job search throughout the process and ending in your first day with your new employer. But, if you do not choose us, find someone that can teach you these skills. You will never regret it and it will change your odds dramatically and positively impact those to whom you present your credentials.

Career Talk Guys are not resume writers. We have 50 years of combined experience of learning what employers seek in a qualified candidate. We are masters at conducting skilled research into new opportunities. Our experience is unmatched at the creation of interviews. We know what it takes to prepare the professional and employer to meet and achieve mutual success. Now, we are making those skills and techniques available to anyone who is tired of a lack of results applying the old school, worn-out practices centering on a resume.

We changed the process for your success.

Apples and Oranges in a Job Search (Or, Apples and Spoiled Fruit)

Below is a description of the common job search process. Most people have been conditioned to follow this process with minor variations. We thought it might be beneficial to provide a comparison to the mindset of the common practices and what we offer in the Skill-Based Job Search Training – Opportunity Acquisition Training System – (O.A.T.S.).

Traditional job search practice starting in the 1960’s has been:
· Transmit a resume to a prospective employer (I use the word transmit, because it may have been delivered by hand, snail mail, or where we email the information with today’s technology)
· Wait
· Follow Up
· Wait
· Transmit more resumes to more prospective employers
· Repeat the process
This scenario applies to ads, job postings, and even those who compile a list of companies and send a cover letter and resume.

If someone was lucky, they got an interview. They waited after the interview, followed up and waited, etc. Hopefully, they received an offer that was acceptable and accepted the position.

Sure there is networking; especially if you know someone. Maybe the person with whom you networked wanted your resume to give to someone. You waited, followed up, and maybe waited some more. Hopefully, they did give the resume to the person they said they would. Hopefully, that person is a hiring manager. Hopefully, they saw your resume as a potential solution to their problem (given that they need a qualified person for a particular position). There is a lot of hope in this process. Hope is a beautiful resource but not one that an effective process is built and dependent upon.

Over the years especially as technology has raced ahead and provided more tools than ever before, the delivery has gotten quicker. Fundamentally, not much has changed in the actual practices. Speed has not improved output but it does allow for faster screening out of your resume with scanners and software,

Because there has been little change in the basic practices, everyone accepts the process and see it as the norm. However, they may not be comfortable or optimistic with the potential outcome. I have heard it over and over again, the disappointment when no response or negative responses are all too frequently received. The weight of the collection, rejection, and silence is crushing for some.

Doug Beabout and I looked at each other one day and at the same time said, “We can help change this situation.” Our success as talent acquisition consultants is dependent upon helping companies that are not able to find the right person for a position. A clarification should be made here. Most companies are not good at attracting qualified people for many of their positions. Human resources professionals and hiring managers are very busy with other continuing responsibilities to master an effective recruiting process that needed on occasion.

Doug paints a very accurate and vivid picture of what it is like for most job seekers and employers trying to find each other. His description is, “it is like putting two people in a room, placing hoods over their heads, turning the lights off, closing the door and having them try to find each other.” We see it every day. Neither party is particularly gifted at finding the other. It is not the fault of either the applicant or the employer. The process is:
· A great deal of effort though most of it is unproductive
· A lot of searching with little strategic direction
· Hope upon hope something good will happen
· Frustration when effort yields little results
· Greater effort expended doing the same thing hoping for different results (and we all know what the genius, Albert Einstein said about that process)

Because what we do on a daily basis works every time, we knew it would work for others who were taught the right skills. Doug and I have successfully trained and taught others individually, in groups and in various types of environments. We chose the webinar format in order to reach as many people as possible while keeping it live and interactive.

Our process completely changes the dynamics of the traditional practices. Yeah, we pretty much need to throw the proverbial baby out with the bathwater. It also changes Doug’s description.

Now the scene and process can look like this. Two people are in a room and only one person has a hood on (the prospective employer). The other does not have a hood (the job seeker). The lights are turned on in the room. Now the one with no hood (the job seeker) can take the hood off the other (the prospective employer). Now they can easily see each other as a result of your efforts. Therefore, the conversation becomes enlightening for both and a positive conclusion is the end result. The process now provides:
· The ability to take productive action
· The ability to choose (take the hood off or not)
· To know where you are going; straight to the employer
· You have control of your actions knowing what the potential results are
· You can open a dialogue
· You are helping someone who knows they have a problem, but does not know where to find the answer to the problem.
· You can influence the results of the encounter
· If you do not like the results, you can choose to move away and look for someone else with a hood you can remove
· You feel productive and in charge
· Then, if you want to change the outcome, you know how to change your actions to achieve it.

Which is more productive in resolving the problem? Which gives you real power in taking charge of your destiny? Which has little wasted effort with productive results, even if those results are to not choose that employer because they are not right for you?

Our O.A.T.S. training is envisioned best by the second illustration. However, many people can only see the first illustration. They may want the second but, do not know that it is possible. If they feel it is possible, they do not know how to make that happen.

We have taken years of practice and put it in a teachable format step by step, so you can take your hood off and see your opportunity. You can confidently know how to find an opportunity. You now know why it should be your opportunity. You can uncover what is inside it, and know how to approach the employer to get the results you want.

Isn’t that what everyone really wants to create with their job search process? Isn’t the first illustration what most have been conditioned to see as the normal process?

It is not a matter of changing any rules. It is seeing reality for what it is and taking effective steps to benefit by acting upon that reality. The process most have been conditioned to follow does not work well. The effective steps are:
· Knowing the hiring environment
· Doing the proper research
· Learning what you need to learn about specific companies and people
· Presenting your credentials in a manner that makes it obvious you are qualified
· Knowing how to interview effectively
· Proper follow up
· The right techniques for negotiating your offer and acceptance

I hope this illustrates what most job seekers have been conditioned to see as the normal course with poor results that have been around for decades. I hope it also reveals that there is training available right now that will allow you to change your focus. Finally, I hope it provides an avenue for everyone to find the success they want in an expeditious and effective way.

Both Doug and I know the process works from the combined 50 years of experience in prosecuting it on a daily basis.

Lastly, most people have invested heavily in their education to whatever level they have attained. They have either invested in further training at work, outside work, by their employer, or on their own. It was helpful and has made each person better at what they do. This training is no different, except it will allow you to take advantage of the other investments you have already made in yourself.

How VALUABLE is that for your FUTURE?

The Relationship Between Seeking New Employment and the Economy

In many of the discussion boards, blogs, conversations, emails and other means of correspondence we receive, the buzz is about the poor economy in relation to their job search. We purposely have avoided that discussion. The reason why we have avoided it is that our business mission is not to change the economy. Obviously, no single business is capable of changing the entire economic situation. We have focused all discussions and efforts on our mission, which is:

“To help all those who desire success in seeking a new career opportunity by providing skill-based training that is time-tested and proven. To deliver real world training, not theories, in a proven job search system practiced on a daily basis and delivered in actionable steps.”

Nevertheless, we think there are a number of relevant points that can be brought out about job searches and the economy.

As a degreed economist, I may take a number of things for granted that are not common knowledge to many. It is no different than someone with an IT background discussing something with me and assuming some points that I am not at all knowledgeable about. I might think I understand but I am sure whatever I say would indicate my severe lack of knowledge in that area.

To set a baseline knowledge of economics, I will bring out some fundamental points. I hope they help illustrate why the economy is not doing well overall. Of greatest importance, I want to point out that those seeking a new job can still be successful in spite of the poor economy.
The most common comment I hear or read is, “my job search will go better when the economy turns around.” Or, “if the government would just get off its duff and create more jobs, then I would be able to get one.”

There is no question that if there were more jobs it might be easier for many to obtain employment or change jobs. The fact is that there are fewer jobs. With almost 36 million people out of work and an added 393,000 jobs according to the latest Bureau of Labor Statistics numbers. That is not much help.

How does the economy play into this issue? I want to make this brief and by no means am I looking to start long-winded discussions about economic theory. None of us have that kind of time. My purpose is to be of help, not put you to sleep!
The lack of jobs in the US is a result of the poor monetary and fiscal policy of the past and present administrations. For many years, Alan Greenspan and the Fed artificially lowered interest rates. The government also continued to print money. In addition, the administrations (past and present) have continued to spend money they did not have, continually increasing the debt.

Artificially lowering the interest rates creates what is referred to as malinvestment. Companies use interest rates as one signal to determine if they should and can borrow money for capital expenditures. If rates are low enough, they will borrow and spend on projects, expansions, acquisitions, etc. The problem with this is it is a false signal and the other costs associated with the projects, expansions, acquisitions, etc., are typically higher than would be acceptable to the company if the interest rates were controlled by the market. The end result is what many refer to as a “bubble” is created. That has to come to an end and when it does; there is the “bust”. Unemployment rises, jobs disappear, companies fail, and others contract.

From a historical perspective, this has happened over and over again. How the government responds is what really makes the difference when the bust happens. Keynesian theory encourages heavy government interaction. It wants to see massive government spending. It likes massive printing of money and more regulation of interest rates. All of this is done in the name of stimulating the economy. Other command and control theorists want more regulation of banking and other financial institutions.

Heavy intervention is the type of reaction the government responded with in the Great Depression. Unfortunately, it caused the depression to last until after WWII. If the government’s reaction is one of letting the market take care of the problem, the response by the market is much different. Interest rates will go much higher. If money is not printed, its value actually increases slowly over time. If businesses are not “rescued” (read made public institutions) those that were inefficient will fail. While it is not painless, it is not as bad as the government taking them over. The assets of the failed company will be bought by other companies and they will continue the business. They may even take many of the former employees, as they will be increasing their business and have some needs.

Many see letting the market operated freely as unfathomable. Just as there are historical events that show the downside of government intervention in the events they created, there are historical events that show leaving the economy in the hands of the market and not doing anything heals the economy faster.

Just before the Great Depression of 1929, there was another depression in 1921-1922. It has received little attention. The reason is that the recovery was so quick is that it went almost unnoticed. Murray Rothbard stated in his book, America’s Great Depression, “In the 1921 – 1922 depression, government intervened to a greater extent, but wage rates were permitted to fall, and government expenditures and taxes were reduced. And this depression was over in one year – in what Dr. Benjamin M. Anderson has called “our last natural recovery to full employment.” (my italics)¹

Job creation does not occur as a result of the government spending of money they tax away from businesses and individuals. Nor is it from creation of money and deficit spending. Job creation is the result of savings and investment. The savings become the capital for entrepreneurs and businesses to invest in capital expenditures which create new jobs.

Real job creation is being hampered by the government. Increases in jobs will be slow to see real improvement. That creates an environment where reality has to be looked at for what it is and knowing how to work within that environment has to be learned. It has to be learned by those seeking new employment and those wanting to change employment.
I have said enough about the truths of why the economy is its current state. I have also said enough in this discussion about how it can be resolved.

Now let’s turn to how a successful job search can be conducted in the face of the economy today.
Even now, there is good reason why many can achieve their job goals. It is a matter of how it is done. In a previous article, Your Cure for the Symptoms of Unemployment (http://www.careertrackexperts.com/29.html), I addressed some of the problems current job search practices create. The bottom line is that they fail to help a job seeker find a job.

There are numerous industries that are doing well. One avenue that can be pursued, is considering another industry if the one you are in is continuing to contract or it is stagnant. There may be a price attached to that change. It may require some additional training or convincing of a hiring manager that your skills, experience, and accomplishments parallel their industry. It is not impossible. There are several keys to that transition. You must understand the industry you are considering. Heavy research is required. The second key is to learn what the industry’s major issues are, the opportunities seen and how companies plan on capitalizing on them. This requires live discussion with those within the industry such as; producers, vendors, suppliers, and customers. The third key is to present your credentials to hiring managers in a way that clearly indicates to them you have the skills, experience, and accomplishments to help them accomplish their goals and objectives. The 1960’s resume model which is commonly used, falls flat on its face in this objective. Then again, what other objective could a resume have?

If you learn the skills to transfer and integrate yourself into another industry, you will have a great deal more success than following traditional practices. The cover letter and resume to HR will only create disappointment in the majority of attempts. Those answering more job postings will increase the rejections. Contacting more recruiters will continue the silence you will get from most of them.

Why not learn the skills necessary to cut through all of the above issues and find the right job in the industry you currently know, or whatever industry in which you want to be employed? Like any other learned skill, there are steps that need to be taken to master them. They need to be practiced in order to execute them and achieve success. Those who learn a new sport, learn to paint, learn to dance or, get an education to be a teacher, engineer, doctor, etc., learned those skills necessary to succeed. They did not pick them up by simply thinking about them or taking the advice of friends or even strangers. Most individuals actively sought out how to learn the skills to become accomplished at the vocation, sport, or activity they desired.

The same is true with learning how to be successful in a job search. There are skills that are easy to learn, but not obvious to the job seeker. With a little practice and training, they can be executed well to achieve success. Some of the changes to current practices are:
· Realistic self-assessment of skills, experience and accomplishments
· Knowing what resources are available to do effective research
· Stop using the time honored resume and learn how to present your credentials in a compelling way that will get the attention you want
· Learn how to seize an interview and become a competitive contender
· Learn specific techniques for being prepared for an interview and actually being in charge of the interview
· Learn effective follow up and seizing the next interview
· Learn how to get the offer you want with little negotiation, because you already know a great deal of what is planned by the prospective employer
· Learn what the steps are to preparing for the first days of employment that will set your career path on the one you want for the future

I am sure many have heard similar points. The difference is in the specific techniques and how to apply them. Career Track Experts can train anyone in these steps. From the entry level person to the seasoned executive we have created a process that “fits”. They are proven techniques that have been used by us for a combined fifty years. But, if you do not choose to use our training, it is important to get that training somewhere. It will be the best investment youl have ever made. Even if you invest in another training of some type and you find it not satisfactory, we will be glad to provide you with the training that will allow you to achieve the success you want.

Neither you nor we at Career Track Experts can change how the economy is being handled. It is not terribly important if we agree or disagree with how that should happen. The reality of the situation is many are seeking employment the same way it has been practiced since the 1960’s. It has never been terribly successful. The lack of success is being highlighted daily now in the worst economy since the Great Depression. Why not take the road to success by gaining the training you need. You invested heavily in your career training, invest a little now to get your career back on track.

¹ Murray Rothbard, America’s Great Depression, (Ludwig von Mises Institute, 1963) 186

You can find our job search training at http://www.careertrackexperts.com/.

Hlep Us With Your Input and Thoughts

Today we have an important question we would like to ask, and we thank you in advance for your responses.

What would empower you to feel confident you will get the job you want?

If you have a list, please feel free to include your complete list. We know that not having a job is very difficult to say the least. It creates many, many side effects that most don't think about until they happen. All of the emotional issues that can be created along with using practices that are not working can quickly make you lose your confidence. It is understandable.

Please let us know your thoughts.

Finding a Job IS a Job

I looked up the definition for advice and training in two different dictionaries. I used the Google Dictionary and Dictionary.com.

Advice:
1. If you give someone advice, you tell them what you think they should do in a particular situation.
2. An opinion or recommendation offered as a guide to action, conduct, etc.

Training:
1. The process of learning the skills that you need for a particular job or activity.
2. The education, instruction, or discipline of a person or thing that is being trained.

Everyone that has held a job, regardless of the type of job, had some type of skill training. It could have simply been being shown how to perform specific tasks and/or years of formal education and intensive skill-based training. The point is; the profession or position you chose required some training.

Companies have increasingly added different types of training for their employees at all levels. The idea is to provide the employee with additional skills to perform better, safer, more efficiently, skillfully, etc. It may help them create new products and services, improve existing products and services, and provide customers with better service overall. Some training is designed to increase the skills of employees, so they can be promoted to engage in even higher value tasks.

Finding a new career opportunity is really a job. It takes specific skills and effort to effectively find that next opportunity. So, where do most people get the skills needed? We aren’t born with them. We don’t inherently have the skills necessary. No, most find them through the advice of family, friends, co-workers, former co-workers, in the local newspaper, outplacement services, career coaches, free online webinars, and of course, on Oprah.

Would anyone who is focused on their chosen profession when they are working take advice from those around them who don’t know what they do? Would anyone take advice from someone and apply the advice from someone that doesn’t know the first thing about what you do? How can they know the education you have acquired, the skills you have learned, the training you have added and the experiences you have? Of greater importance, where did they get their training and skills to be able to impart advice that is effective?

For example, say you are an engineer in a nuclear power plant responsible for the cooling system. If your favorite aunt who has never studied the operational needs of a nuclear reactor system gave you some advice on solving a specific critical issue; how would you respond? On the outside, you might smile politely and thank her for her thoughtfulness in offering her insights. On the inside, you might be feeling very uncomfortable with implementing her suggestion even though she meant well.

Of course, that is an extreme example, although people are usually willing to give advice for all the right reasons. They mean well and want to help even if the advice isn’t sound.

Back to searching for the next career opportunity. Perhaps it isn’t as extreme as ensuring that a nuclear reactor operates as designed but, I think most people feel very strongly about their job and finding the next one.

Why do so many seeking their next career opportunity lean on advice for such a critical process? Why aren’t they seeking skill-based training as tenaciously as they have sought the training that prepared them so well for their chosen profession or the job they like?

Going back to the two different definitions at the top; I think there is a distinct difference. Seeking advice is not necessarily going to carry the day in searching for the next opportunity. It might sound good and give you a good feeling inside, but is it effective? Who knows? Or, maybe you do know, because it hasn’t worked.

On the other hand, seeking training that will provide education and skills resulting in the desired end results might have more merit. Learning effective job search skills that will:

• Teach you to research the kind of companies where you want to be employed
• Teach how to approach them so they will want to talk to you
• Learn the skills of how to present your credentials so people notice you
• Teach you how to present yourself in a manner that tells the prospective employer you are qualified and they see you fitting their organization
• Gaining the skills to follow through in a way to gain additional insight and to seize the next interview opportunity
• Learning how to gain the offer you deserve
• Learning how to follow through so the start is a great one for you and for your new employer, setting the tone for advancing your career long term

These are key components to finding your next career opportunity that take specific skills. Some may possess some of the skills or pieces of the skills from other experiences, but the complete set is needed for success.

Of course, we train those wanting the skills through our skill-based training webinars and even one on one. My suggestion is even if you choose not to enroll in our webinar series, get sound, high quality training to find your next opportunity somewhere. Like most of the training you have had throughout your career, you will not be sorry. It will more likely lead to success than well intended advice.

To learn more about this what skill based training is all about go to: http://www.careertalkguyscom/.

What Has Been Your Experience?

There are approximately 36 million people unemployed today over the age of 25. That number comes from the, Bureau of Labor Statistics (BLS). They work with the Department of Labor. That number may be low as it does not include those who have stopped seeking employment or the underemployed. Not very encouraging but reality.

Many are working very hard to find their new employment. They conduct their job search, send resumes, some get interviews and some get offers, some don't. The experiences vary widely from talking with many.

We would love to hear about your particular experience. Click on comments button below to share your experiences.

• What has gone well in your own search and why do you believe it worked for you?
• What has not gone well and why do think it has not?
• What would cause you to seek help with your search?
• What type of help would you seek?

Thank you in advance for sharing your thoughts.

Is Career Hibernation an Option for You?

I read an interesting comment recently about the struggles of people to find a new position in these difficult economic times. The comment was “It was easy to find a job when the economy was very strong. Resumes were a formality. If you knew someone you could get into a company fairly easily. The only reason people can’t find a job today is there aren’t enough jobs. Fix the economy and the problem goes away.” It was a valid comment in that it points out another thought about why people may not be able to find the employment they desire. It does have some merit. On the other hand, you may be like most people; you are not likely to place your career in hibernation until the economy makes the job search process “easy”.

The assumption made is that when the economy is strong, it takes little to get another job. For example, a new job may come from someone you know. It might come from finding a company struggling to find someone with the skills the job seeker possesses. They get in touch somehow and employment occurs.

It also assumed when the economy is weak, it will not be possible to gain employment until there are more jobs regardless of the practices the job seeker prosecutes. The answer was focus on economic issues, cure them and employment is cured as well.

We cannot argue with the law of supply and demand for labor, it is not our focus. We are not in charge of economic policies. We cannot implement what we feel are the best economic policies to prevent recessions and the business cycle. We can, of course, vote for those who will. But, that is another story.

We have narrowed our focus to a close examination of how most people go about finding their jobs, regardless of the economic conditions. We also know how the job search process can be made successful for those who want success. We have over fifty years of combined experience in research of that process and results.

Is it true that sometimes the accepted practices such as, answering job postings, sending resumes and cover letters to companies, and networking in some manner will work? Sure, sometimes they will, typically only for a few. Will it work consistently is the real question. Our experience tells us it does not work consistently for everyone. It is more often akin to playing the lottery, except that with the lottery, the odds may be better.

Why have individuals who have exemplary employment backgrounds not been able to find new employment in strong economic conditions? We know that this situation exists today because we have been asked for help from those with exceptional credentials and experience who have not had success gaining employment. In evaluating their situation, they followed all the common or standard practices for finding employment. After teaching them the insider skills they needed, they succeeded in achieving their goal of seizing the right opportunities.

Common sense tells us that when the labor supply is limited and the demand is strong, there are fewer unemployed. At the same time, our experience tells us, even when the job market is robust, there are many who cannot find the employment they seek. As we have examined the reasons why, it became apparent they did not possess the unique skills to achieve the success they desired.

The common denominator we have encountered is the type of skills each possessed and the practices they followed. In every case they applied the common or standard practices that did not create the success they wanted. In each case when we taught them the skills they needed and they applied them, they found the employment they sought. Our conclusions are based on encounters with thousands of people seeking employment we have helped.

For many years this training and teaching has been conducted in a one-on-one situation. Rather than continuing to offer instruction in a one on one manner every time, we have chosen to use the technology available today to help as many as possible at one time. We recognize the magnitude of the problem created and it drives us to offer a solution for many rather than the few. We still offer one-on–one instruction for those who might prefer that type of assistance or for those whose circumstances are unique.

Visit our Career Library at www.CAREERTRACKEXPERTS.com.

A Broken System or Your Cure for the Disease of Unemployment

As I listen to and read comments of those seeking new employment, there seems to be some common themes. One that is not common, but a great observation by a gentleman with whom I corresponded recently, was one that is not on the radar screen. It is an observation that I feel provides real insight into a huge source of the lack of success, frustration, fear, anger and other emotions felt by many job seekers.

His observation (and one my partner and I recognize) to put it in his terms is, “the job search system is broken.” His points that are dead-on of the broken system are:

• Sending resumes and cover letters does not work
• Networking is not a strong avenue for most people or done well
• HR contacts are not decision makers and don’t help
• Recruiters do not work for the candidate; they are paid by the client. They are not in the business of finding jobs for people
• State agencies are way behind the curve on knowing what to do to achieve success. They mainly process claims.
• Career coaches don’t have a handle on the situation
• Most advice addresses the symptoms, not the disease

I think the last point above is probably the most important and encompasses all the others. When looking at conducting a job search, there are many components and they all have to be performed well, in order to achieve the goal of obtaining the job wanted, not the one for which they settle. Today, most do not reach the point of being able to even settle for a job.

The point of addressing symptoms, not curing the disease is right on-point. Consider what is available as advice. Most advice will recommend what to do for one or two points. The advice addresses the specific symptom, not the disease. For example, in the case of sending resumes and cover letters to companies, traditional of advice is to make sure the cover letter addresses specific points. Other traditional advice points out the resume should contain certain points and look a certain way. These are addressing symptoms. The disease is the lack of several things:

• A lack of knowing how to conduct an overall job search
• A lack of where to really start. It isn’t with the cover letter and resume being sent to companies. There are numerous steps before hand that if not accomplished correctly, the best cover letter and resume will yield nothing as most do.
• The lack of knowing that sending a cover letter and resume is not a high percentage activity for successful in a job search.

So what is the disease that needs cured? The disease that needs cured is the current, collective body of knowledge of how to conduct a job search. It is a patch work of bits and pieces of advice and previously used actions that sometimes worked for some people, under certain circumstances. It has been used for decades in every situation regardless of whether the situation and circumstances changed dramatically. Now, that probably seems rather confusing and that is understandable. Let me explain.

The vivid analogy is the humorous story of the auto worker who wanted a new car, but did not want to buy it. He had the bright idea he could steal a part a day from the factory where he worked, and eventually have all the parts needed to build his new car. He proceeded to do so but it took many years for him to take each part out of the factory. The car he ended up with was a hodge-podge of parts from so many different models that it did not look like a real car. Of course, it did not function either. The common wisdom of how to find a job and opportunity suffers from the same “hodge-podge” effect.

The same can be said for how the typical job search is conducted today. Let’s look at it piece by piece:

• Employment seekers send cover letters and resumes to unsolicited companies. Why? Because others have done so in the past and some have had some success.
• Sending responses to job postings. Why? Because traditionally people over the decades have answered ads in print media and now electronic media. In the past, some have obtained jobs: now that equates to how to find a job.
• Contacting recruiters. The history of recruiters goes back three to four decades when there were many “employment agencies” where one would go, get interviewed by an Employment Counselor (as they were then titled). He would call companies to see who could use someone with the qualifications possessed by the person who applied. The applicant/candidate typically paid for this type of service. Sometimes it worked. Out of that, evolved what most recruiters do today. However, today they work for the client company, not the candidate. Most job seekers do not realize this and still think a recruiter is most interested in finding them a job.
• State and federal employment services. Like most government agencies, they have good intent, but little substance and even less motivation to actually be helpful. There is no need to explain further, as this is not a political discussion.
• Networking with others. This can be effective, but it evolved decades ago when the supply of labor was short, demand in the economy was huge and simply by word of mouth supply and demand met up with each other. People think they can do the same today. They are correct, but it must be conducted in a completely different manner than it is attempted by most.
• Professional career advisors. They listen to the symptom the candidate/applicant provides through their explanation. The advisor dutifully responds with how to treat that specific symptom. If the process goes on long enough and the candidate/applicant has enough financial resources, they may get to what the disease is and develop what they hope is the cure.
• Finally, all of the above have the influence of the huge advances in technology we enjoy today. The results are still ineffective. The only difference is it is faster and vastly more contact can be achieved for the same lack of results. Applying technology to a broken system has no effect on its output. When it is wheat that you seek, increasing the amount of chaff simply steals time better spent on effective actions.

What is the answer? The above points are just practices that have evolved in a random manner. They do not create the effect needed, causing the next action required, that ultimately leads to the success desired; a job offer. They are not applicable to the economic conditions today, so what practices and skills are necessary to be successful TODAY?

Instead of attaching band-aids to the wound when the patient needs a transfusion, the prescription has to change in order to save the patient. The objective is to bring the perspective employee in contact with the right perspective employers in such a manner they both recognize they can be of benefit to each other. This results in an acceptable offer and acceptance resulting in viola!, success. The cure has to be effective on a consistent basis. Therefore, specific actions have to be taken by the perspective employee first. (To understand why it has to be the perspective employee that takes the action, take a look at an article on our site about hiring companies today at http://www.careertrackexperts.com/articles/hctone.pdf

There are a series of specific actions the perspective employee has to take such as:

• Analyze and learn what they have to offer as a qualified candidate/applicant
• How to apply what they learn when appropriate and in an appropriate way that causes the desired results
• What type of companies do they want to work for and they would qualify for
• Learn a great deal of specific information about the companies to be contacted
• How and who to contact in and around those companies
• How to gain an interview with those companies
• How to present the qualifications in a compelling way that illustrates to the perspective employer the candidate/applicant will help them achieve their objectives and goals
• How to follow through
• How to gain the subsequent interviews
• How to gain the offer deserved
• What research has to be done if relocation is required
• How to prepare to start the new employment
• How to start the new employment “hitting the ground running”

Now I suspect some are saying to themselves, this is not much different than what has always been done. While some of the words may be similar the actions behind them, the results they produce and more importantly, the skills required are completely different. The list is not an exhaustive list but rather basic, essential steps.

Each of the steps builds on the previous one. Each causes the desired effect of the next one. Each is a controlled action by the perspective employee. It is not throwing information out into the great employment abyss and waiting for something good to return.

Finally, consider this. Each person, when employed has specific duties and responsibilities they perform. Those duties and responsibilities require skills. The skills come from education, training, and experience. They also come from initiative the employee takes to excel at their job. The same thing holds true for this “job” of finding the right company and position.

The unfortunate reality is that there has never been a resource to provide effective education and training to those seeking their next employment. The reality has been there was only experience to rely on and those who provided the “band-aids” to the wound. Sometimes the advice did treat the symptom. Just like medicine there are much better ways to save the patient today than there were decades ago. While medicine has advanced tremendously, seeking new employment is still using leeches and potions.

The good news is there is a resource today; right now that can teach the skills and training for success to those seeking their next career opportunity. Career Track Experts has brought the job search process into the second decade of this new century. A complete step-by-step process is provided that prepares the job seeker to take specific actions resulting in specific effects that lead to the next step. They ultimately lead to the achievement of the job seeker’s goal of obtaining the job offer they want with the company they want.

The process is taught in a series of five, one-hour webinars held over consecutive days every other week. To learn more about each session, see the course dates and register go to http://www.careertrackexperts.com/6.html.

Start a productive, successful career search right now by curing the disease, not treating the symptoms.

"No That's Not It..."

Have you ever noticed something very obvious and pointed it out to someone only to have them say something like, "No that's not it."? I think we all have and it usually puzzles us because it seems so obvious as I stated earlier. Maybe it is related to the cliche, "You can't see the forest for the trees." Whatever the reason it applies to those seeking a new job too.

We place articles here on our blog, on our website, http://www.careertalkguys.com/. We receive a lot of nice comments on them and we receive numerous questions by job seekers concerning their specific search. Most ask if we are able to diagnose why they are not succeeding and what they can do to change their situation. All very reasonable. However, when we respond that the method they are using to conduct their search is not effective and does little to create success, they respond similarly to above in some form of "No that's not it."

I understand their response. Almost everyone has the same notion due to historical methodology. They typically are sending lots of template resumes, similar cover letters to lists of companies and to job postings. It has been virtually pounded into everyone that it is the only way to obtain their next job. They are perplexed, frustrated, and even angry they have had little or no results. Many are now starting to question that method. They are quickly recognizing they are working hard to gain little.  They may or may not recognize that the practice of create a resume, send a resume and wait for a response if very passive and puts the company the resume was sent to in charge of their efforts. 

The good news is that more are starting to understand that there has to be another way to work hard at their job search but achieve the success they want.  They now know they have to be proative and exercise certain skills in order to be in charge of their job search. When they complete our webinar series they understand what that better way is. Besides achieving the results they want, they also achieve some side benefits. They are no longer perplexed, frustrated or angry. Their outlook becomes much brighter and they feel productive. Who doesn't want that?

Our webinar program can be found on our site at http://www.careertalkguys.com/.

Simple Advice - Is There Any in a Job Search?

I have been writing a series of articles that are on our web site, http://www.careertrackexperts.com/. It is a series of 7 articles and I am on the fifth article. I have had many comments on the articles. What most find them interesting and insightful, many are looking for a quick fix to their employment issue. I understand that. If one is looking for new employment they want to get back to work now. It is urgent and a high priority in most cases. The problem is since there is too little information to properly guide them. I see several problems with a quick fix.

One problem is a quick answer addresses only what is conveyed as the problem. The real problem may not be known without asking numerous questions. Another problem is even if the answer is a help it may not provide enough to help the person to the ultimate objective they have in mind. One last problem I see is that while the objective may be securing new employment, the successful path to that objective may not be known by the person asking for help.

Most advice I read is aimed at the quick fix and they come in several forms. One is the titles that list a number of things to do that will supposedly solve the problem. The other is the focus on one thing. The author tells the reader to do this one thing and it will cure their problem.

The problems with these are:

• They are incomplete and focus on only part of the process to find a new job
• They tell the person what to do, rarely how to do it so the reader is still in the dark
• They rarely deal with reality only with history
• They generalize too much
• Not necessarily proven to be consistent effectively

I am sure there are others but these are the issues that come to mind at the moment. Most of the advice I read is not helpful. Helpful advice is typically:

• An understanding of the current situation
• Provides a complete process that helps from start to finish not just at one point as the reader may not know how to get to the point where they decided to ask a question.
• Provides skills to accomplish the task not, telling what to do assuming the person knows how to execute
• Information that is proven to be consistently effective

I know that most of the advice is sincere and well-meaning. An additional problem with that type of advice is it increases frustration, anxiousness, confusion, skepticism and it generally makes people unsure of who to listen to or what is true advice and help.

My best advice is when asking for advice about something as important as the next employment, find a true expert that has real knowledge and a track record of success. Make sure they have a complete process not just clever, or pat advice. Make sure they are not willing to shoot from the hip but want to learn all the facts first about the specific situation. If they do want to generalize make sure they state up front they are generalizing and it may not fit the particular situation without all the facts. Finally, if they are teaching something to groups make sure what they teach will apply to the vast majority not to a small few. If not, the money spent may not be an investment.

What Are Friends For?

You know how sometimes with friends and particularly spouses choose not to listen to sound logic unless someone else offers it (no comments on that please as I recognize I am as guilty of that as my spouse). A similar situation occurred with a close friend of mine recently.

My friend has been seeking a new opportunity for the last 7 months. In today's economy it is not that unusual. However, what was unusual for him is that he has a long employment history, solid advancement in the few companies he has worked for. He also has outstanding accomplishments in each position he has had. He is almost a legend at one company for all the right reasons. He has not followed the process we teach at Career Track Experts. It isn't that he didn't think it would work because he found his last position following it and that only took a month or less.

He chose not to follow it this time because he rationalized it would not take long based on the last experience. Even though I reminded him how obtained his last position, he chose to ignore it. He followed the typical path most follow and most don't possess the kind of accomplishments he has or his long employment history. As he was getting more and more frustrated with dealing with recruiters that we not helpful and answering postings that were unproductive, he would ask what he was doing wrong. Oh, don't misunderstand, he was getting interviews. With his employment history I described above, companies wanted to interview him quickly. The problem lay in the fact the situations always turned out to not be the type of positions, type of future opportunity, company cultures or locations he wanted. So, he turned them all down.

Finally after repeating myself way too often, he listened. He soon correctly networked with a friend who put him in touch with a hiring manager of a company. They were having problems with a location in the US. They wanted someone to turn it around. He handled the research as I suggested. He handled the interview as I suggested and during the first interview they made an offer that was well within what he would accept.

Everything is as he expected and as he wanted. He will formally accept the offer the first couple weeks in January, 2010.

So what's my point? The 7 months would have been shortened by probably 6 months. His frustration level would have been very low. His financial loss due to not working would have been negligible.

No, I didn't say, "I told you so." I am just happy he is on his way to the next chapter in his career with a very bright future. He already knows there are opportunities in the future with the kind of performance he has done in the past.

Perhaps I should have asked someone he didn't know to suggest to him our process. He might have followed it sooner. Who knows.

Strong Emotions

I know there are a lot of different emotions that a person feels when they are without a job and are looking.

A client who was let go recently by his employer told me his strongest emotion was fear. Initially I was surprised. He is a strong, confident, accomplished individual. He explained that for him it was the fear of change; a new job, new culture, and potentially a new location. Immediately I understood his point.

There can a wide range of emotions. Some emotions besides fear could be, embarrassment, anger, confusion, and others. All are understandable.

Please feel free to comment about what your emotions are revolving around your current job search.