Month: August 2016

The Job Search Tracking Spreadsheet – Your Lifeline to Getting the Job #careertips

Job Tracking SpreadsheetIf you’re in the middle of looking for a job, you know there are hundreds of job boards to search through for that perfect position in addition to individual company websites. As you begin your search and start applying to jobs you start seeing some of the same jobs over and over. You ask yourself, ‘did I already apply?’  You don’t remember so you apply again.

That’s where the Job Search Tracking Spreadsheet comes in. It’s your lifeline to getting the job.

Here’s why:

Tracks Every Job You Apply To

From customizing the cover letter and resume to completing the on-line application it takes a lot of time applying to one job. The last thing you want to do is apply to the same job twice when you should have been spending your time searching and applying to a new job. That’s why it’s important to track every job you apply to on the Job Search Tracking Spreadsheet. You’ll be better able to use your time efficiently applying to new jobs and you’ll never have to wonder if you’ve already applied to a particular job.

Builds Your Network

As you interview, you’ll want to log everyone you’ve met at that company from the recruiter to the hiring manager, to the entire interviewing team. Whether or not you get the job, you’ve met professionals that can become part of your future network. Log the names and their contact information on the spreadsheet and then make it a point to connect with them on LinkedIn.

Practice Interview Questions

Every time you have an interview, you’ll want to log the questions you were asked on your Job Search Tracking Spreadsheet. Then log your responses, too. This will give you the opportunity to improve on your answers. Your list of questions will become the tool you can use to prepare for all your future interviews.

Shows Your Progress

Searching for a job can sometimes be lonely, frustrating, and time consuming. If you ever get down on yourself because you haven’t landed that job yet, look at your spreadsheet. Recognize that you are putting a lot of effort into getting the job and pat yourself on the back. Know you’ll have that new job soon.

CLICK HERE for your free copy of a Job Search Tracking Spreadsheet.

How References Get You Screened Out #Careeradvice

References

You have a lot of time invested in the job search. It may have taken you months of applying to jobs with custom resumes and multiple interviews to get to the point where a company is now asking you for your references. You’re one step away from getting the job offer.

But if you pick the wrong references, you could lose the job. Here’s how:

1. If your reference doesn’t say the nice things about you like you hoped they would.

2. If your reference offers up some additional information outside of answering questions and the information they provide isn’t good.

3. If your reference never returns the recruiter’s call.

Why do companies even bother with references? Because references are the last step to ensure a good hiring decision is being made. Let’s face it bad hiring decisions are hard for everyone. For the person who just got the job because now they hate their new job. For the manager because the work isn’t getting done. For the Human Resource professional who has to follow protocols to try and bring the problem to a resolution which often leads to you getting fired.

Here’s how you can make sure you’ve selected the correct references. Ask them what they will say about you. You need to know what the reference will say when asked about your skills, your team working abilities, and your ability to work under tight deadlines – basically stress.

If your reference is a previous supervisor and your last performance rating wasn’t stellar, you definitely want to know if you’ve made improvements so that your supervisor will now support you.

If you don’t have any references, or have lost touch, try using copies of your past performance appraisals only if they’re excellent ratings or even letters of recommendations.

Options as to who might be a reference include:

  1. Previous supervisors
  2. Customers – especially if you’re in sales.
  3. Co-workers
  4. Professors – especially if you’re right out of college.

Don’t lose the job now. Make sure your references will give you a glowing recommendation.

Where Recruiters Are Searching For You #careeradvice

Where Recruiters Search

With hundreds of job boards, social media sites, not to mention company websites, how do you even begin to know where to post your resume and look for a job?

Believe it or not, recruiters feel the same way when they’re handed a new job to work on. There are hundreds of places where they can look for you. Most of the time their search is limited by two factors: timing and funding.

Recruiters are under pressure from the hiring manager to fill their positions fast. Time-to-fill is a key performance metric in many recruiting departments. Often the recruiter’s performance rating is based on being able to fill a job within so many days.

Funding also plays a part in where recruiters look. Recruiting departments at some of the largest companies have large budgets to cast a wide net looking for professionals. While many of the medium to small companies have limited funding so they have to use their money wisely.

Due to timing and funding, recruiters have to get creative how they go about finding you. Basically this means that recruiters need to look in places that have the largest concentration of like-kind professionals with the skill sets they’re looking for.

Based on my 20 years in recruiting, following are three strategies recruiters employ to expedite finding you:

Professional Associations

There is a professional association for just about any profession today. What better place to recruit than from within an association of individuals who all have the same skill sets. Recruiters will use associations to post jobs, search resumes, and network with local chapters. Many companies may even attend national conferences.

Click here to get a list of over 100 Professional Associations that have job boards.

LinkedIn

LinkedIn is one of the most popular tools for recruiters to use. If you’re not on LinkedIn, you need to be. Recruiters will use LinkedIn to conduct keyword searches for specific skill sets, join professional groups in order to broadcast their jobs, post jobs, and search for the passive professional in like-kind industries.

Career Specific Job Boards

These are job boards that represent specific skill sets or a career fields. Recruiters will post their jobs and search the resume databases that these job boards provide.

Following is an example of career specific job boards:

Medzilla – jobs in biotech, healthcare, pharma, and medical science.
JobsInLogistics –  jobs in logistics and supply chain.
JobsInManufacturing – jobs in manufacturing including plant management, quality control, material management, engineering, and more.
EnvironmentalCareerJobs – jobs working in the outdoors to include renewable energy, environmental law, program managers, and more.
ConservationBiology – jobs working in education, consulting, government, aquariums, and more.
ClearanceJobs – jobs requiring a security clearance.
ITPro – jobs related to the informational technology field.
Dice – jobs related to technology to include engineering, software, information technology, and more.
UXJobsBoard – jobs in the UX (user experience) field including designers, architects, content designers, and more.

So make your search more productive by focusing your efforts in these three areas. You’ll be surprised at how quickly you’ll find that next position

New Overtime Laws

Overtime LawsOn December 1st, 2016 a new overtime law will go into effect. The new law will allow salaried workers, meaning individuals who receive a fixed rate of pay, who are paid less than $913 per week ($47, 476 annually), and who continue to perform executive, administrative, or professional duties, as defined by the U.S. Department of Labor’s duties test, will be eligible for overtime pay.

The old law that had been in effect since 2004 exempted individuals performing executive, administrative, or professional duties from overtime if they were paid at least an annual salary of $23, 660.

It’s estimated that 4 million individuals will benefit by receiving overtime or an increase in their salary when the law goes into effect.

My personal opinion is that I’m in favor of this law. During the 20 years I’ve been recruiting I’ve come across individuals from time-to-time working sixty hours a week, making $24,000 and because of their job classification were exempt from overtime. Many of the remarkable women were trying to raise a family on their salary, too.

Companies will have options as to how to comply with the new law. They include:

1. Paying workers time and a half for overtime if they work in excess of 40 hours a week
2. Raise the workers’ annual salary to meet the new threshold
3. Limit the number of hours an employee works to 40 hours a week
4. A combination of any of the above.

To read more about the new law and to find out if it applies to you go to the U.S. Department of Labor website.

100 Ways To Get Screened Out of Getting the Job

100 Ways

I’ve recently launched my on-line course 100 Ways To Get Screened Out Of The Hiring Process And The Ways To Avoid Them.
Has this ever happened to you. You sent your resume into a company and you never heard back? Or you had an interview and you didn’t get the job and no one told you why?

That’s why I created this course. I want to help you understand what might have happened so it doesn’t happen the next time.

In the course, I go over the…

Resume
Cover Letter
On-Line Application
Interview – to include the phone, video, lunch, and on-site interviews
Background Check
References
Offer
Start Date
Counter Offer

…and for each one of those topics I explain how you can get screened out.

But I don’t just tell you how you get screened out. I share with you what you can do to avoid getting screened out and then gain the attention of the recruiter and hiring manager so that you can better your chances of getting the job.

For example, take the resume. There are  23 ways your RESUME can get you screened out. What I’ve done is broken the resume down into four sections: personal information, education, work experience, and computer skills. For each section I go over how you can get screened out and then share what you need to include. I also provide you a checklist to use when you’re creating your own resume.

I’ll do the same for each paragraph of the COVER LETTER. Did you know there are 16 ways your cover letter can get you screened out? I’ll explain the purpose behind each paragraph and provide you a checklist when you’re creating your own cover letter.

There are 29 ways you can get screened out during INTERVIEWS. I’ll cover the phone, video, lunch, and on-site interview and explain what not to do.  Then I’ll provide you guidelines how to get the most out of all the interviews to help the recruiter and hiring manager know you’re the best qualified for the position.

How did I come up with 100 Ways To Get Screened Out Of The Hiring Process? Over the 20 years I’ve been recruiting I’ve seen ALL of them and the applicants that experienced them didn’t get the job. 

That’s why I’m so excited to bring this information to you now. If you take the course and learn the ways you can get screened out, you can avoid them.  This knowledge will give you an advantage over your competition who didn’t take the course.

To see a preview of the course CLICK HERE.

For a limited time only, I’m offering the course at half price.  CLICK HERE to get your coupon.

After taking the course, stop back by to provide your feedback. Please feel free to share the COUPON LINK with your network, too.

My one desire in sharing this information is to help you get the job!

Achievements On The Resume

AchievementsThe most important section on any resume is the achievement section. This is the section that will set you apart from everyone else who applied to the job. Your achievements reflect that you are the best qualified for the position.

Here’s how you can list your achievements on your resume to WOW the recruiter and hiring manager.

 

Match Your Achievements to the Job Description

You don’t want to overwhelm the recruiter will all the achievements you’ve acquired at each one of your jobs. Instead, match your achievements to the job responsibilities listed on the job description. By matching your achievements to the job the recruiter can see that you have experience in the areas they want along with an explanation of how you improved processes, reduced costs, implemented best practices, etc. Don’t bother listing achievements that don’t have anything do with the job you’re applying to; even if you’re very proud of them. At this point you want your resume to get selected for an interview. Once you get the interview you can bring up other achievements.

List More Achievements than Responsibilities

Listing responsibilities only informs the recruiter that you were assigned that particular task. It doesn’t let the recruiter or hiring manager know that you actually performed the responsibility. That’s what achievements do. They inform the reader that not only were you assigned that responsibility but that you accomplished something related to it. That’s why it’s important to list more achievements than responsibilities. What I recommend is listing 3-5 responsibilities that match the job description. Then list double the number of achievements.

Use Action Verbs

To engage the reader, be sure and use action verbs as you describe your achievements. You wouldn’t want to read a book where the main character sat all the time, would you? Keep in mind that recruiters read hundreds of resume every day. You want them to stop on yours and read it. Action verbs will grab their attention and invite them to keep reading.

Quantify Your Achievements

It’s more impressive to read that you increased revenue by 30% than just to read that you increase revenue. Attaching quantifiable results to your achievements will get attention.

 

Finally, here’s a tip, the best way to track your achievements is while you have your job. It’s always more difficult to remember everything you accomplished after you leave a job. While you’re working, you know the projects you’re involved in and the results. As you complete each project, pop it on your resume. You’ll be glad you did later.

What Is Your Body Language Saying During an Interview?

Body LanguageYou’re finally going to get to meet someone face-to-face so you can prove to them how wonderful you are and that you’re the best qualified professional for the job. You even prepared the night before by practicing answers to your interview questions. But did you stop to practice your body language?

No?

Perhaps you should have. Poor body language can get you screened out even if you are the best qualified for the job.

Here are some examples of body language faux paus I’ve seen from candidates during an interview. Sad to say, all the candidates were passed over for the job.

1. Talking on a cell phone
2. Blowing bubbles with their gum
3. Dominating the conversation
4. No eye contact
5. Wimpy handshake

What you want to do instead in an interview is have your body language reflect your level of interest in the job. Following are some positive body language traits to help get the point across that you want the job.

Lean forward

Have you ever leaned forward while talking to a group of friends? Probably so because you were either engaged in the conversation or really liked the people you were with. Leaning forward lets your conversation partners know that you are focused on them and what they have to say at that very moment in time. So the next time you’re in an interview lean forward at the table to engage with the other interviewers.

Smile

Research shows that putting a smile on your face relaxes your entire body. If you have any interview jitters, slap a smile on your face and forget them. Not only that but wait and see how many smiles you get in return. You’ll most likely feel the tension in the room ease once everyone is smiling.

Make eye contact

Research has shown that the eyes can give away a lot about how a person is feeling. For instance did you know that when you engage someone in a conversation they like, their pupils will grow larger? Or if a person looks up and to the left they’re trying to recall a memory, but if they look up and to the right they’re being creative about their recall. Eye contact also shows that you’re attentive to the conversation. Think about a time you caught a glimpse of something that didn’t interest you; you probably didn’t spend a lot of time if any, looking at it. Do you want your interviewers to think you’re not interested in them because you’re not making eye contact?

Answer questions thoroughly; however, don’t ramble.

Be conscious of time when you respond to any question. If you need to, think first before responding to formulate your answer. When you do respond, only bring up the specific points needed to answer the question sufficiently. Don’t dominate the conversation by rambling.

Firm handshake

A firm handshake can mean that you have a high level of confidence regarding yourself and your skills. But it doesn’t mean use the vice grip hand shake, either. Practice with a friend.

The next time you have that on-site interview remember your body language is equal to the answers you’re giving. Make a list of positive body language traits and pull them out to review when you arrive at the interview.

Remember, you never get a second chance to make a first impression.