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May 3, 2010

Tip of the Week – 5/2 – Does Your Family Know What You Do

Filed under: Job Seekers, Tip of the Week — Tags: , , , , , , — Kim B @ 1:19 pm

Tip of the Week – Does Your Family Know What You Do

I have a sister who works for a growing local company as a technical sales professional. Last week I was talking to her and she asked me about the Austin Tech Happy Hour. I told her it was a great event that she should definitely come to.

Thursday evening, I looked across the room and saw my sister arrive at the Happy Hour. I was so happy to see her I ran over and said hello and starting introducing her to people that I know.

She looked at me and said “You’re really good at this, why don’t you teach classes on Networking”. I was stunned and dumbfounded. I asked her what she thought I had been doing for the whole last year. She thought that maybe I needed to market myself better and asked me what I called my classes. I told her “Network Like A Pro” at which point she conceeded that maybe she just hadn’t been paying attention.

Hundreds of people all across Austin know me for the networker that I am. My sister lives here in the same city. She had no idea what I did or how I helped people.

To make things worse, I have held several workshops teaching people how to network better with their friends and family. I thought that my family had a solid understanding of what I do and how I do it. I was mistaken.

So my message to you this week is – even if you think your family already knows what you do and what kind of job you are looking for, you should double check. Start with a simple question of “What do you think I do?”. You may be bewildered to hear what your family comes back with.

If your family doesn’t know what you do, the next thing to do is to explain it to them in terms that a 5th grader could understand. I have worked with an executive job seeker friend of mine a lot. When he introduced himself he threw out all these big words that I couldn’t understand what he was talking about. I tried to appear intelligent, yet I only picked up on a few of the words like “Procurement” and “Supply Chain Management”. Help your family members to understand in the most basic form possible how they might be able to identify a good lead for you.

When I was working in high level tech support at a company, it was really challenging for me to explain what I did on a daily basis. Every single day my day was different. However, when people asked what I did I was able to tell them “I put the bandaids on the software until development can fix the problem for real”. It paints a pretty picture, right? If I were still searching for a job in that arena, my family could be looking out for an opportunity where I could provide solutions for software companies.

Your friends and family are your best cheerleaders. They care about your job search almost as much as you do. Help to make them more effective by making sure that they know what you do and how they can identify an opportunity that might be a good fit for you.

Job Seeker Tips of the Week are published weekly via the Job Seeker Newsletter

April 19, 2010

Tip of the Week – 4/19 – Reclaim Your Power

Filed under: Job Seekers, Tip of the Week, Uncategorized — Tags: , , , , , , — Kim B @ 1:14 pm

Tip of the Week – Reclaim Your Power

Reclaiming Your Power

I’ve had a lot of examples over the last 2 weeks where I have encountered people who are filled with what I call “headtrash”. They are so focused on the ways that the job search has failed them. They don’t believe that they are ever going to find work. They are scared and they are desperate. Some of you are in this position, some of you are not.

When people are laid off from companies, they feel like their whole identity has been stripped away from them. Their circle of friends were normally just the people who they worked with. Many people have sat at the exact same desk and gone to work at the exact same time for years and years. Everything about them was defined by the job that they used to do. Sometimes their job/industry has disappeared completely. When that job is gone, they feel empty, hurt and rejected.

The job search itself is a defeating process if you don’t address it correctly. You pin all your hopes and dreams on that little apply button. “I’m perfect for that job, I’m sure they will hire me”. People wait by the phone and nothing happens. You stir up all this momentum to sit and wait for something that will never happen.

Some people get into a state of “headtrash” even when they are still working for a company. They think that whatever it is that they are currently doing is the only thing that they know how to do. They hope and pray that they can just continue to collect a pay check and that they won’t be a casualty of a lay off.

To all of this headtrash – I say – BE GONE!

I was working with a particularly bad case of headtrash. A friend of mine (I’ll call her Sarah (not her real name)) has been looking for work for the last 18 months. Nothing Sarah has done has resulted in gainful employment. Her husband also lost his job at the same time and he frequents himself with deep thoughts of depression and suicide. Sarah has reached a very desperate point trying to figure out how she’s going to put food on the table for her family. This once very strong Director of Sales is always holding back tears.

Lately when I’ve been working with Sarah. I have been trying to get her to step back into a place of empowerment. I ask her to think about the days when she confidently walked into the office and stole the show. Back in her glorious days she was able to negotiate multi-million dollar deals with her eyes closed. I forced her to go back and sit in that space again. Feel what it felt like to have that kind of power.

At first she wasn’t so sure about this process that I was taking her down. But, as she closed her eyes and reached back in her memories her posture began to change, a smile spread across her face and her whole energy about her shifted. Even though the last 18 months have defeated her, she could still go back and sit in her place of power. No one can take that from her.

Not all of you are as bad off as my friend Sarah. Some of you are just slightly wounded souls. Some of you are even at a point where you are becoming fed up with your current situation.Some of you are just starting the job search process.

To each of you, this week, I encourage you to go back to a moment in your life where you were proud and confident. It can be work related or not. Close your eyes and remember every single detail you can about that moment. Sit quietly in that moment for as long as you can stand it. If you must, set the timer on your phone for 5 minutes (or more) and just give yourself permission to go there and relish in every tasty detail. How did you feel that morning when you woke up? How did you feel that night when you got home? What are the details surrounding that perfect moment? The more emotion you can muster, the better!

This moment is your POWER moment. When you start to feel a little beaten – reclaim your power moment. When you start to feel a little depressed – reclaim your power moment. When you start to feel a little hopeless – reclaim your power moment. When you start to feel frustrated – reclaim your power moment.

Every time you sit at your computer and send out an email to ask for a meeting – sit for 5 minutes in your power moment. Before every single interview (informational, phone screen, in person, whatever) sit for 5 minutes in your power moment. Any time you are about to make a big decision affecting your career, sit for 5 minutes in your power moment.

You are an EXPERT in something. Reclaim that power!

I am not a therapist or a counselor. I have no formal training at all. However, I promise you that if you take the time to feel your power again you WILL start to feel more powerful things begin to happen in your life.

Try that out this week and report back to me on the changes that you start to see. :)

The Job Seeker Tip of the Week is published Each Week in the Job Seeker Newsletter.

April 8, 2010

From the Hiring Managers Perspective – Guest Blog

Filed under: Job Seekers — Kim B @ 2:29 pm

Once I started hiring people, I was struck at how differently I perceived the process. As a job seeker, I was so focused on networking, making my resume perfect and doing practice salary negotiations that I never thought about it from the other side. So I have learned some things about this whole “getting a job” thing, having viewed it from the other side of the table, and I have some wisdom to impart.

Hiring is excruciatingly painful. I do not enjoy it; I don’t believe that anybody does, although some people might lie and claim that they do. I begin the hiring process when the pain of not having a person doing the needed work outweighs the unpleasantness of interrupting my “real work” with hiring activities. So by the time I meet with you, I really need someone.

For one position at HCI Training, I looked at over 50 resumes, asked for telephone screening interviews with 12 people and planned on interviewing 4. This makes me a lightweight. HCI was a very small company. Most companies would look at over 100 resumes but I just don’t have that kind of stamina. So a personal recommendation is huge. If you are recommended by someone who is going to have to work with you every day, and they already know you, then that provides a certain level of comfort and security to me.

Nobody really cares about the format of your resume, but your name should be clearly visible at the top and there should be no typos. I was not impressed by the guy who had extensive “manging” experience. Almost any job requires that you communicate in writing with someone and my assumption is that your resume reflects the gold standard; it’s never going to get any better than this. Have someone you trust review your resume and make sure there are no grammar or spelling errors.

Go to the company’s website and check them out. Read the job description and then edit your resume to reflect relevant experience. This isn’t cheating – a resume does not have to include every minute of your life. I care about the experiences that are relevant to me figuring out if you are a good fit for this job or if you are going to make my work life unpleasant. I do not care that you worked nights at Best Buy the summer after you graduated from college (assuming you have other, more recent and relevant job experience).

Do not waste space telling me about yourself. Your experience speaks for you. When I read, on your resume, that you are “responsible, independent, a quick study, an outstanding speaker and writer, motivated problem solver and results oriented” it makes me suspect you are none of those things. Why else would you have to tell me? And if you have no experience, then how can you know you are any of those things?

Tell me about your relevant work experience but don’t sweat it if you are not a perfect fit. If you worked an entire summer in Texas doing lawn care, then I know you want to work and have a certain amount of determination and grit. That’s great. Now I know you are responsible and motivated. If I’m looking for a ASP.NET programmer with five years of experience who can also yodel and you only have two years of ASP.NET but have amazing yodeling skills, then apply anyway. Enroll in an online class about ASP.NET and make sure to tell me about that class. It might not help, but it might. You have no way of knowing how important the ASP.NET skills are to me versus the yodeling.

I want to know some basics – will this person show up on time ready to work? Will this person do what they say they will do? Will they do it on time? Nobody is perfect, so if you are going to miss a deadline or are struggling in some way, will you tell us about it in time for someone to help you and fix the problem? Are you going to work well with everyone else? These are really important issues for me.

Understand that this is difficult for the hiring organization too. Nobody enjoys this process; it’s like a cross between doing your taxes and a blind date. If I could think of a better way of finding someone to take this job, I would go for it in a New York second. I am not having fun, either. I will admit that you are probably having less fun than I am, but not by much.

I’m willing to go through all this because the only thing worse than the hiring process is the firing process.

Mary Haskett is a cofounder of Tactical Information Systems and a serial entrepreneur. Her first experience with a start-up was a skydiving school she ran with her boyfriend then husband while she was an undergraduate student. That company was bootstrapped into a profitable operation that operated three airplanes and hosted a skydiving competition viewed on ESPN.  Her second company was HCI Training, an instructional design and development company that developed custom training solutions for large corporations and government agencies such as Dell, USAA and the US Army. HCI Training, also profitable, was acquired in 2007 by Ideal Innovations Inc., a defense contracting firm that has appeared on the INC list of fastest growing companies three years in a row. Tactical Information Systems (TIS) is a local start-up that provides hosted biometric matching services utilizing face, iris finger and palm biometrics.

Tip of the Week – 4/8 – Stop being Schizo

Filed under: Job Seekers, Tip of the Week, Uncategorized — Tags: , , , , , , — Kim B @ 1:12 pm

Tip of the Week – Stop being Schizo

I hear people tell me all the time “I have a wide variety of talents”, “I don’t fit into just one job title”, “Companies think I would get bored easily”, “Companies don’t know where to put me” or a wide variety of other sayings along that expression.

Anyone who has worked for a company for more than 5 years has had to take on many hats. Most of these hats do not belong to their job title.  To add further confusion, many people are at a point where they don’t want to go back to do what they used to do. Instead they would like to use their talents or interests to do something different.

UNFORTUNATELY, companies don’t typically hire someone who is a jack (or jackie) of all trades. They have one particular role they are trying to fill and they want to find a person who can fit that one particular role.

I was helping a company hire a Customer Support position. I had found them what I thought was the perfect candidate. I sent over the candidate’s resume with all the proper information and credentials. Unfortunately, the hiring manager saw that this candidate had worked in real estate for a little while while they were also working in tech support. The hiring manager didn’t want anything to do with this candidate because he thought that the candidate did not exhibit the behavior of a TRUE Tech Support person. I did my best to convince the hiring manager otherwise but they would not hear of it. In hindsight, I should have taken the real estate part out of the resume. However, I thought it added color and flair. Instead, it just ended up causing confusion.

That hiring manager was a little bit extreme in his thinking. However, it’s not that far from the reality of what happens when someone goes through a giant stack of resumes. If you compare two resumes side by side and one of them ONLY talks about why they are a perfect fit for the role and the other resume refers to how they are a fit but also how they can be a fit for other things, the hiring manager will pick the first resume every single time. It’s less work. It’s less confusing. And you do not have to waste time figuring out how that person might fit in your organization.  The only exception to this rule is when the Hiring Manager doesn’t really know what they want the role to be – in which case someone who can wear different hats is a benefit.

Then the question comes up – “What to do I do about Linked In” where anyone out there can read about me. My opinion – figure out what it is that you really WANT to do. Make sure that your profile reads that you are perfect for that role that you want. In the paragraph at the top you can explain your ideal role and also indicate that you are good at other things as well. Each job section should include why you are a fit for your “perfect” role and then have a subsection that indicates why you fit other roles as well.

When you are out networking, you should pick one hat to wear for each event that you are attending. Trying to explain the 100 roles that you previously filled just becomes tiresome for the person who is listening to you. It’s okay if one day you’re a Project Manager and the next day you are a Technical Sales guru. Just pick one person to be that day.

If you are STILL completely confused and don’t know where to even start to sort out your hats. Well, that’s where I suggest that you get involved with Austin Career Coaching (www.AustinCareerCoaching.com). That’s where we shine! We’ll help you figure out which hats to wear on which occassions and how to showcase each of your hats in the best light.  I know that was a gratuitious plug for one of my other hats. However, I really don’t have time to explain the whole process in a blog. :)

The Job Seeker Tip of the Week is published each week in the Job Seeker Newsletter.

March 23, 2010

Tip of the Week – 3/23 – Jobs vs Dating

Filed under: Job Seekers, Tip of the Week, Uncategorized — Tags: , , , , , , — Kim B @ 1:10 pm

Tip of the Week – Jobs vs Dating

It occurs to me frequently that the Job Search is so much like the Dating process. Sometimes I see it in my work as a Career Coach and sometimes I see it in my single life looking for my own match.

Here’s how I see it

  1. There must be a mutual match for both interested parties
  2. Desperation is not attractive
  3. Each side has a detailed list of qualifications that the other side must meet
  4. You can conduct your search online, but it’s much better to have a personal referral
  5. Frequently there is a phone screen before a face to face meeting
  6. Sometimes they don’t call you back
  7. Interviews should be conducted with plenty of questions from both parties
  8. You SHOULD require a background check but it doesn’t always happen
  9. There is an intricate negotiation dance
  10. Salaries and Benefits should be delayed until late in the conversation
  11. Ultimately it comes down to “Do they like me better than all the rest?”
  12. Rejection is never a pretty thing
  13. You should not fall in love until a clear offer is made
  14. Commitment will greatly impact your life
  15. If this opportunity doesn’t work out, there’s always more to come

Now I am sure that there are many other similarities, but this is just what I came up with off the top of my head.

Many job seekers that I talk to are so set on just finding a job that they don’t spend enough time finding THE RIGHT JOB. I suppose the same could be true in dating as well. In both cases, if you don’t make sure that it’s the right fit for you, you’re not going to be happy.

For the next job that you become interested in, look at it as if it were someone you were interested in dating. Do you have enough information? Do you love it? Does it feel right? Are you going to be happy at the end of the day? Have you asked enough questions to make yourself comfortable about the decision?

And of course, as my grandmother always says “There’s plenty of fish in the sea”. If it doesn’t fit, move on. There’s another good one waiting for you!

Tips of the Week are published weekly in the Job Seeker Newsletter.

March 17, 2010

Tip of the Week – 3/17 – Storytelling

Filed under: Job Seekers, Tip of the Week, Uncategorized — Tags: , , , , , — Kim B @ 1:08 pm

Tip of the Week – Storytelling

Within the Job Search, you must learn to master the art of storytelling.

You use storytelling for:

  • Introducing Yourself
  • Asking for Help
  • Creating your Resume
  • All of your Interviews

Frequently the best storyteller is the person who will receive the job. How good of a story teller are you?

  • Do you know which stories you want to tell?
  • Do you know what your stories are saying?
  • Do you know which stories to tell in which occassions?

In telling your story, does the story draw empathy from the other person? Do you have elements of humor in your story? Does it tell people who you are?

Write a list of the qualities that you think are your strongest assets. Add the qualities needed for your next position to that list. Go down the whole list and see if you can tell a story that highlights each quality on your list (sometimes you might duplicate stories). Practice those stories with a friend.

Remember they are your stories. You aren’t making them up. Remember what it was like to be in those situations. Feel it all over again. Feel proud for what you accomplished in each of those moments.

If this is a challenging exercise for you, let me know. I am considering pulling together a “storytelling” connection conversation if there is enough interest.

The Tip of the Week is posted in the Job Seeker Newsletter each week.

March 11, 2010

Cover Letter Advice

Filed under: Job Seekers, Uncategorized — Kim B @ 11:33 am

From: katie edwards [mailto:kedwards_hr@yahoo.com]
Sent: Tuesday, March 09, 2010 8:12 AM
To: Kim Brushaber
Subject: Re: Executive Networking Tomorrow

Here is an article from today’s WSJ. I tried to put it on our linked in page as a discussion article but it was too big. Can you somehow share it? Thanks

Standout Letters to Cover Your Bases

By SARAH E. NEEDLEMAN

It’s something job seekers often wonder: Do you really need to submit a cover letter with your résumé?

Some hiring managers confess to ignoring these introductory notes, while others say they read them attentively. Hiring managers say that despite the vast advice available on writing cover letters, many job hunters don’t submit them. But applicants who take the time to craft a cover letter stand a fair chance at setting themselves apart.

And given the stiff competition for jobs these days, career experts say writing an introductory note may be worth the effort, especially for career-changers and individuals whose résumés show a red flag, such as an employment gap.

To make a favorable impression, hiring managers say job hunters should craft different letters for every application and tailor them to both the employer and position they’re targeting. Cover letters should be brief, says David Loeser, executive vice president, human resources, for baked-goods company Hostess Brands Inc. in Dallas.

One way to customize a cover letter is to reference an employer’s products or services or point out content on its Web site. Another is to comment on a trend within the organization’s industry. If you know the name of the hiring manager for the position or a human-resources manager at the firm, you should address him or her directly and—whenever possible—acknowledge something personal about the individual.

High-Priority Candidate

Last spring, a job hunter wrote in a cover letter to Chris Willis, vice president of human resources and general counsel for Dallas-based distributor Interstate Battery System of America Inc., about how he had just graduated from Mr. Willis’s alma mater. The job hunter, who was seeking a legal position, also noted Mr. Willis’s involvement in the Texas General Counsel Forum, a trade group. Mr. Willis says Interstate Battery didn’t any have any legal jobs open at the time, and still doesn’t, but the writer will “be top of mind” whenever one is available. “We’ll keep him on file in a database of high potentials that get higher priority when it comes to recruiting,” Mr. Willis says.

To customize a letter for a particular position, applicants should show how their backgrounds line up with the requirements outlined in the job description.

“With a cover letter, you can get more context than you might get in a résumé,” says Craig Campbell, director of staffing for Dolby Laboratories Inc., an entertainment-technology company in San Francisco.

A recent applicant for a director of business-development position at Dolby described how his background matched the four qualifications listed in the ad for the job, says Mr. Campbell, adding that the applicant was granted an interview.

Cover letters also are ideal for clearing up anything in a résumé that might confuse or concern recruiters. Clare Shanahan, senior director of talent acquisition for Fireman’s Fund Insurance Co., a high net worth insurer in Novato, Calif., says she recently received a cover letter from a job hunter that explained why his résumé didn’t list an employer after 2008: He had spent the past 18 months unsuccessfully trying to launch a business.

“It showed that he was honest and entrepreneurial,” she says, adding that she extended this person an interview invite for a senior-level sales and marketing position at Fireman’s Fund. “Had he not done that, there would’ve too much room for doubt.”

Similarly, Natalia Schultz, chief talent officer for Grey Group, a New York-based advertising firm, says she granted an interview to an industry outsider after reading the person’s cover letter about why she wanted to change careers and join Grey in particular. “It was such an incredibly compelling note that I had to meet her,” she says.

No Mistakes

Make sure every cover letter is error-free or your hard work could backfire. About 20% of applications for jobs at Fireman’s Fund include introductory notes, says Ms. Shanahan. Of those, she estimates 30% contain mistakes, most commonly because they’re addressed to the wrong company or recruiters’ names are misspelled.

Sloppiness can automatically eliminate an applicant from consideration, says Ms. Shanahan. “The person’s résumé and credentials would have to be really outstanding to compensate, and many recruiters may not look past the cover letter to make that assessment,” she says. Factual, spelling and grammatical gaffes indicate “a lack of attention to detail,” she adds.

Cookie-cutter cover letters also can derail an applicant’s shot at landing an interview. “I can tell if it’s a form letter and they just inserted my name or my agency,” says Ms. Schultz. “I’m immediately turned off.” An original, but lackluster cover letter will likely generate the same reaction, she adds. “If it’s boring, I don’t want to meet you,” she says.

Job hunters should further keep in mind that many employers use tracking software to store and share information about applicants and can therefore tell if someone submitted the same exact cover letter for more than one position.

And while mailing handwritten cover letters through the postal service may be a way to avoid this, recruiters say doing so is unlikely to win their favor anyway.

What’s more, even sending a well-crafted note this way, rather than via email, also may not be wise since doing so prevents recruiters from forwarding it to other decision makers.

March 8, 2010

Tip of the Week – 3/8 – Know What You Want

Filed under: Job Seekers, Tip of the Week, Uncategorized — Tags: , , , , , , , , — Kim B @ 1:06 pm

Tip of the Week – Know What You Want

If you don’t know what you want to do, how is anyone supposed to be able to help you?

There are many job seekers who are out there and really don’t know what they want to do. Or if they do know what they want to do, they don’t know how to vocalize it. Are you one of these job seekers?

  • Can you clearly communicate to someone else the ways you bring value to an organization?
  • Can you clearly communicate the aspects of a job that you love?
  • Can you clearly communicate what your perfect job looks like?
  • Can you clearly communicate what you used to do in your old job?

Don’t be suprised if you answered “no” to every question above. Most job seekers can not clearly communicate anything about what they enjoy, what they have done or what they would like to do in the future. Couple that with the fact that most people do not like to brag about themselves and you’ve got a recipe for pure confusion.

Think of it like the genie who grants you 3 wishes but does it in a way that you can not expect. If you told that genie that your wish was to “make $100K a year and live in Austin Texas”, that genie may grant you a position where you are working 80 hours a week under enormously stressful conditions. Your blood pressure goes through the roof. You’re angry all the time. You have customers/clients screaming at you constantly. You have a boss who is threatening to fire you at a moments notice. The genie gave you what you wanted. However, is your life any better? Could you have been clearer in your desires?

I challenge you to define:

  • What do you do better than 95% of the people out there?
  • What do you really enjoy doing?
  • What kind of an environment do you want to work in?
  • What is your realistic salary expectation?
  • Are you willing to travel?
  • Are you willing to relocate?
  • Do you need any specialized benefits?

Once you have those answers, then you need to start to figure out how to tell someone else about them.

  • Can you say what you do on a simplistic level and have someone understand it? Practice on a 5th grader, a server at a restaurant or your grandmother (you get the point).
  • Can you dress up the story and communicate it to someone who is in the same business/industry/function as you?
  • Can you dress it up more and communicate your values to a future employer?

If this task seems way too daunting for you, find a friend to practice it with. If it still seems too daunting, find a Career Coach to work with. Of course, I’m going to plug Austin Career Coaching, since I’m the Director of Networking there. However, pick one that you feel comfortable with and get them to start working with you.

Until you are clear on what you want and you can communicate it effectively, you will continue to spin your wheels.

To receive the Job Seeker Newsletter – please go to http://www.BridgeATX.com/Newsletter.html

March 1, 2010

Tip of the Week – 3/1 – You Never Know

Filed under: Job Seekers, Tip of the Week — Tags: , , , , , , — Kim B @ 1:04 pm

Tip of the Week – You Never Know

You Never Know when the conversation that you are currently having might lead to your next great job opportunity.

Months ago, I contacted a VP of Client Services who knew a friend of mine. The company that he worked for was hiring a Project Manager and another friend of mine was interested in the position. This VP was very nice and was more than willing to help me get the candidate in touch with the right people. At the time I was also working in technical staffing and he had said that he was happy to screen any Call Center or Tech Support people that I needed to interview for positions in the future.

Fast forward a few months and this same VP contacted me to let me know that although he was very happy where he was working, he was also interested in seeking out other opportunities. If the perfect position came along for him he wanted me to know he was interested in a conversation.

This VP and I kept in touch going back and forth for some time talking about a variety of different things. About a month ago, I contacted him regarding the Austin Career Coaching program and how it could be VERY effective for passive job seekers. Since he thought he was in a state of transition but wasn’t really sure what he’d like to do next, he decided he would talk to Donna Fox to find out if he would be a fit.

While we were in the midst of these discussions, this VP spotted a position that he knew he would be perfect for. He asked me if I knew anyone over at this company. Of course I did, but the Corporate Recruiter over there (who is a friend of mine) is currently on maternity leave. The VP pointed out that I knew another recruiter over there. I had no idea that a friend of mine had stepped into the role while my other friend was on maternity leave. So, we gave it a shot.

My introduction between the VP and the temporary recruiter set off a huge snowball. The company that was doing the hiring was shocked and amazed that the VP would even be looking let alone find them and get in front of them.

Last week, the VP contacted me to tell me that he accepted the job at the new company. He is terribly thrilled and excited to be stepping into the new role. He insists that had it not been for the one little binding connection between the VP and the temporary recruiter that he would not have been in a position to accept the role. It was the one little domino that started a chain of events that led to this new adventure.

Even better, he is now asking me for a list of highly qualified executive job seekers who might fit the role that he is leaving. Because of the Executive Networking Clublet that I have formed, I have already been able to supply him with a list of qualified candidates who he can take to his current employer when he goes in to give them his notice.

Because I needed the VPs help and he was willing to help, we started to build a relationship. Because we continued to stay in touch, he was able to tell me about his interest in a new position. Because he confided in me, I started to help him get some career coaching. Because he was exploring career coaching, he stumbled upon this position. Because one friend was on maternity leave and another happened to step into the recruiter role, I was able to get the VP visibility that he would not have had otherwise. Because I helped the VP get a new job, I am in a position to help someone else take on a new role.

I tell you this story because you never know when the relationship that you started building months ago may be the final key to the puzzle to get you to your next position. You never know when you might be that little key that another person needs in order to get their next position. Had one step in this process been missed, none of this would have happened.

I encourage you to continue to build rapport with all of the people you know. Help them when you can. Ask them for help when you need it. Trust that the right thing will happen when it is supposed to.

February 17, 2010

Job Seeker Tip of the Week – 2/17 – The Pursuit

Filed under: Job Seekers, Tip of the Week — Tags: , , , , , , , , — Kim B @ 10:40 am

I’ve been talking to a lot of job seekers about what to do when you are in the interview stages of your pursuit of the job. Frequently people are left wondering in silence hoping that they will go onto the next interview. Let me help to explain what is happening on the staffing side of things and then what you can do to handle the situation. :)

First, when you are finishing up an interview, you should always ask to see what the next steps are going to be and when you should expect to hear back from the company. Take that date and add 2 days. If you haven’t heard back by then you are free to follow up.

People get busy. I know it’s hard to believe but people are not thinking about you and your interview process all day long. I mean, people other than you. ;) They may be interviewing other candidates. They may be actually doing work. If you don’t hear back from someone in the time frame that they have set assume that they are busy.

If you have a recruiter that you are working with, they are the first point of “harrassment”. What I mean by this, is that you can contact them more frequently to get feedback than you can a hiring manager. So, if you have a recruiter, feel free to contact them every couple of days or so to see where the process stands. If you only have the contact info of the Hiring Manager themself, then you’ll have to step a little more gingerly and contact them every 5 business days or so.

I heard a great comment yesterday and that’s “Treat it like a Date”. That means you want to contact them often enough to make sure they know you are interested. Sometimes, its the one person who follows up that actually gets the job. However, you can’t over contact them and come across as a stalker. After you have contacted someone 3 – 4 times and received no response, consider the situation dead. They may contact you back at a later date, but you need to give up on them contacting you.

So, general Rules of Thumb:

  • Make sure you get a “follow up” date upon completion of an interview
  • Give a Recruiter 2 days after that date to contact you – and then you should contact them
  • Give a Hiring Manager 5 days after that date to contact you – and then you should contact them
  • Follow up every 2 – 4 days appearing eager but not desperate
  • If you don’t hear back after 3 – 4 tries, let it go

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