CHAPTER 1
Career Transition Preparation

When you are looking for a new career or position, your number-one priority should be your job search. This is the focus we mentioned in the foreword that separated the thousands of scratch golfers from the few we see on television. If you are not focused, your results will be varied at best. I am not so naive as to expect you to put your life completely on hold while you look for a job, but I do challenge you to ask yourself just how serious you really are.

Prioritizing your values and goals is a critical step in your career transition process that will help you identify careers that would be appealing to you. The following categories are guidelines that will help you determine where your career search will take you. Remember, we will not cover in detail the methods you will need to use in order to get to the interviews. However, we will help you make sure that the interviews you choose are ones you can win.

You should begin the process of prioritizing your values and goals by answering the following three questions. Your responses do not have to be any of the ones included in the lists; they are only there to help point you in the right direction. Nor is this exercise a personality profile—it is a tool to help you see just how focused you really are.

What Is Most Important to Me in a Job?

We all have different motivations as to our professional careers. By understanding what really drives your decisions, you can select companies that will allow and help you to achieve your professional goals. For example, if your professional goal is to be the chief financial officer for a global logistics company, and you have very limited international or financial experience, you might want to focus on professional development rather than security.

• Prestige: status in society, public recognition, company name recognition.

• Advancement: opportunity to move up or get promoted.

• Security: job stability, comfort.

• Success: incremental goal achievement, sense of accomplishment.

• Professional Development: formalized program, mentorship.

• Helping Others: helping people, benefiting society.

Your personal goals and values differ from your professional ones because they are decisions that are centered on the time you will spend away from work. Often, job seekers neglect to include these when they take on a new position or career, only to discover six months later that their personal values cannot be met with their newly undertaken responsibilities. I can tell you countless stories of candidates that indicated they were “Money Motivated,” but lacked the work ethic to support their compensation expectations. Know your limits and be honest with yourself.

• Money: salary, benefits, perks.

• Family: spending adequate time with family.

• Commute: limits, stress tolerance, fuel or public transportation costs.

• Leisure: personal time, vacations, activities.

• Travel: amount of time you are willing to be away from home.

Your work role is how you see yourself functioning in your new career or position. If you know that you cannot take direction and need to freely express your ideas in a non-time sensitive environment, then why would you interview for a Project Manager position? Because it is in the right place for the right salary? Wrong answer. You would only be setting yourself up for confrontation and frustration that would later result in a period on your resume that will be tough to explain in future interviews.

• Variety: doing different things at work or performing similar tasks frequently.

• Independence: freedom to do things your way, on your time.

• Power: authority and influence on what happens.

• Enjoyment: the degree to which you enjoy your job.

• Task-oriented: you need someone else to set your tasks and goals.

What Is the Ideal Corporate Culture in
Which You Would Thrive?

Over the years, I have seen many definitions of corporate culture, but this one from dictionary.bnet.com seems to sum it up best: the combined beliefs, values, ethics, procedures, and atmosphere of an organization. Many job seekers confuse the environment with the culture because of their limited exposure to the office, plant, or people. The environment is a component of the corporate culture, but can often mask the true inner workings and “personality” of a company. We will cover more on culture later, but take time now to jot down your ideas for an ideal culture.

• Atmosphere/environment: friendly and open or stuffy and rigid.

• Teamwork: work together or more individually.

• Competition: big fish in little pond or climb the corporate ladder.

• Work pace: self-directed or deadline-oriented.

• Values based: Are values defined and discussed? Is that important to you?

How Important Is Geography to Me?

This question is always at the top of my list when talking to candidates. You would be surprised to learn how many candidates have not gone through the exercise of determining their geographical boundaries. These could be cities or regions for those willing to relocate for the right career position. For most, however, the limitations should be a predetermined commutable distance that you know you can tolerate. I have seen countless candidates extend their commutable distance only to become frustrated a few months later once they realize how much time they are spending in the car and away from their family or free-time activities. With the exception of a very few virtual careers, where you want to live will determine where you work, or vice-versa. If you are geographically restricted to a certain area, know that your job search will be harder than someone else who is open to any market. I do not say this to scare you or attempt to force you into opening up your boundaries, but rather to put into perspective the time that it may take you to find your next career. Geographic restrictions are fine—you just need to be sure you account for this in your search.

If you are open and willing to move for a position, be sure that you fully understand the cultural and demographic differences between locations. Also understand that, depending on the industry you are targeting, job opportunities may be centered around industry hubs.

I once had a candidate interview for and secure a position as a distribution manager for a major national retail outlet. The position was located in rural Georgia and the candidate told me that she would gladly move anywhere to join this well respected company. The day of her final interview, I received a call from the hiring manager who said they loved the candidate and would be drafting an offer for delivery the next day. Obviously, at this point I was excited too, as I was about to make a sale. I then remembered that I should call the candidate to let her know about the forthcoming offer. After exchanging pleasantries, I let her know that she won the interview and we were successful in getting an offer presented. Much to my surprise, she politely told me that she would have to pass on this opportunity. When I asked why she said, “Brian, I just can’t work in a town that doesn’t have a Starbucks!” I could not believe it. I asked her about the company—she loved it; the people—she loved them; the compensation package—more than she was expecting. I even offered to send her Starbucks ground coffee until they put a store in town, but at the end of the day, she just wouldn’t budge. So, understand that your geographic limitations may encompass more than just a dot on a map, and be sure to research before getting in too deep with a potential employer.

Timeline

When you are ready to interview, you should be ready to start your new position or career very soon thereafter. Very few companies interview more than 90 days in advance of their targeted fill date. If you are relocating, most companies will give you a bit more time than the standard two weeks’ notice to start employment, but make sure you have already started the preparations on your end. I have seen numerous accepted offers get rescinded because the candidate could not move out of their house or terminate their lease when they expected. If you’re changing jobs locally, be sure to provide notice to your current employer according to the terms in your employee handbook. If you do not have an employee handbook use the unwritten rule of two weeks’ notice.

When providing notice to your current employer, simply state, “I have accepted another opportunity and am giving you my two weeks’ notice.” I also recommend that you present your manager, supervisor, or human resources department with a signed and dated letter of resignation. Prepare this letter at home and only present it once you have officially accepted your new position. Your resignation will spark a conversation and often the employer will want to know where you are going, how much you are getting paid, and why you are leaving. You are under no obligation to provide any of this information, nor are you required to participate in an exit interview. The exit interview is simply a tool companies use to track reasons for resignations and departures, and to prevent them from any future claims of unfair employment practices on their part. When asked if you would be willing to conduct an exit interview, simply state, “No, thanks!”

If you are in any type of outside sales, be ready to have your employer tell you to finish up much sooner than in two weeks. Typically, companies do not like to keep sales representatives in the field when they have already checked out. Most likely, you will conduct a turnover with your manager the same or next day, and be asked to step aside.

It can take anywhere from two days to six months to get the position you want. It all depends on the industry, the level of the position, the location, and the speed in which the company moves you through the process. Just remember that this is a life-changing process, and sometimes a slower process may work in your favor. If for whatever reason you find yourself in a time sensitive situation (you are out of work and your savings account is running low), know that you may have to sacrifice some of your long-term career goals and values in order to meet your more immediate personal financial obligations by taking a position that is not ideal.

Documentation

Being prepared with all the proper documentation is a clear demonstration to your future employer that you are focused on your search, organized, and goal-oriented. It also comes in handy should the potential employer require that you fill out an internal application form as a part of the interview process.

I once had two candidates interviewing for the same position with the same company. Both candidates emerged through the interview process in neck-and-neck competition for the offer. Candidate A listened to our advice and had the required supporting documentation ready to present upon conclusion of his final interview. Candidate B did not properly plan and exited the interview in a panic, attempting to run around and gather information that could take days or even weeks to assemble in the hopes of getting the offer. Candidate A was presented the offer the next day.

Here are some of the items that you should have ready to hand to an interviewer. I also tell all my candidates to scan each of the following and carry them with you to an interview on a flash drive. That way, if you need copies for additional interviewers or the potential employer asks for them in electronic format, you have them with you and do not create an unnecessary delay in the process by sending them later.

IMPORTANT:

Do not offer any of the following to the interviewer until asked!

Resume

There are plenty of books dedicated solely to resume preparation, so I will not attempt to cover all resume topics. Rather, I will highlight many of the items that interviewers will focus on when scanning your resume. Your resume is a brief snapshot of your professional career to date, and you should update your resume at least every two years, even if you are happily employed. I recommend this practice because it forces you to document your accomplishments and quantify your results.

Keep in mind that most hiring managers spend less than two minutes reading a resume before conducting an interview. While your resume is a key tool in your career search, you should not spend hours on end preparing it. The tips and samples provided in this book should help you develop a concise, articulate document representative of your past performance and future potential.

Types of Resumes

Ninety-five percent of the readers of this book will use either a chronological or combination resume to document their performance. Here are the four main resume types and where they are most commonly used.

• Chronological—The most common resume format lists your work history first, starting with your most recent position and working backwards. Most human resource professionals prefer this format because it allows them to work backwards and follow your career progression during their line of questioning. This type of resume is most often seen from job-seekers with a strong, solid work history.

• Functional—This type of resume focuses on your skills and experience, rather than on your chronological work history. This format is mostly used when job seekers are either attempting to completely change career fields, hide gaps in their resumes, or if they are reentering the workforce after an extended period of time.

• Combination—This style is often used by more senior executives that want to show both their skill set and their chronological work history. Skills and areas of expertise are listed first and then the work history follows.

• Curriculum Vitae—Commonly referred to as a CV, although I like to call them Euro-Resumes. It is a Latin term that translates to “a running life” or “course of life” that is primarily used in the United States when applying for academic, education, scientific, or research positions. CVs are usually longer documents that list detailed training, publications, awards, honors, and affiliations.

Many of the following items may seem like common sense or as if I am telling you what not to do moreso than what to do. This is because I have received feedback from hundreds of human resource professionals and hiring managers on what they look for and what they do not like to see documented in resumes.

Your resume should be broken down into separate, easy-to-navigate functional areas. Depending on your experience, these functional areas will differ. Please refer to the Sample Resumes at the end of the book for recommendations. All resumes, however, should follow these basic functional areas and rules:

Document Setup

• Templates—Do NOT use a Microsoft Word or Online Template. Many job hunters think that these templates will provide them with a good format for their resume. What they do not realize is that most resumes are first viewed as e-mail attachments and not as printed documents. If one of these templates is used, the tables, lines, and revisions can be seen by the person viewing the document. Start with a blank Word document and build your resume from scratch.

• Header and Footer—Leave these areas of the document blank. Do not add page numbering or insert your contact information into the header or footer. Keep all the content in the main body of the document. As with the templates, most resumes are first viewed as e-mail attachments and the viewer may have their screen set up to hide headers and footers in their view.

• Paper—For printed copies of your resume, use 8.5" × 11" standard white paper. It is recommended that you use a heavy bond or weight for paper copies, but keep it white. Some larger companies scan resumes and white works best. Do not add a scent to your resume and do not add or use paper with pre-printed borders, frames, or lines. Additionally, do not insert your digital picture into the resume. While you should have a professional digital picture available, it does not belong on your resume.

• Font—Use a common font for all text. I recommend Arial, Times New Roman, Veranda, or Garamond. If you use an odd font that is not supported by the viewer’s system, your resume may not completely convert, and data will be unreadable to the reviewer. Also, stick with the same font throughout the entire document. Do not use colors. Stick to the standard black. It is acceptable to use bolded, italicized, or underlined text to bring attention to parts of your resume, but avoid going overboard. The font size for everything except your name should be between 9 and 12 point. Your name should stand out in a 14 to 16 point bolded font.

• Margins and Length—I recommend keeping your resume to one page in most circumstances. Some more experienced job seekers can justify a two-page resume, but only if it makes a one page version look too cramped. Start with an Arial 10- or 11-point font and adjust accordingly. Your margins should be set to a half-inch for the top and bottom and between one-half inch and one inch for the left and right. These can also be adjusted to fit the text. Our samples are all set to a half inch for the top, bottom, left, and right. Avoid blank spaces. Never have more than one line of unused space between sections.

Common Resume Format Errors

Here is a list of some of the most common errors and pet peeves from hiring managers and human resource professionals:

• Inconsistent style—Do not list dates differently, use varying font attributes, different margin settings, etc.

• State Abbreviations—Use the standard USPS format (two letters, both capitalized, no period).

• Markup—Make sure you turn off the markup function when editing or revising your resume. If you send it with markup enabled, the reviewer can see all your revisions, when they were made, and who made them.

• Lines & Borders—Remove anything that is not text.

• Document Title—Just use your name, not John_Doe_ sales_version_28.

• Periods on Bullets—Do not put periods at the end of bulleted statements. There is no need for them.

• Bullet Style—Do not use imported icons or graphics. Only use standard Word selections.

Contact Information

• Name—I recommend that your contact information be at the top of your resume and centered. Your name should include your nickname if you prefer to be addressed by such (for example, Michael “Chip” Jones). This way, potential interviewers will not question your voicemail greeting should the name not match what is listed on your resume.

• Address—There is an emerging trend among job seekers to only list their city and state to protect their personal information from scammers that search job boards for personal data. This is more than acceptable if you intend on adding your resume to any databases. If you do not plan on submitting it to any job boards, then be sure to list your complete address with unit or apartment number, city, state, and zip code.

• Phone—List either your home or mobile number. You should only list the main number you will use during your career search. Be sure to check you messages daily and return all calls within 24 hours. Make sure your voice message is professional and energetic.

• E-mail—I suggest that you create a separate e-mail account that you will use solely for your career search. There are numerous free services, but I recommend Gmail or Hotmail as they are free, popular, and least likely to be mistyped by the person attempting to contact you. Only list your current work e-mail if your current employer knows you are looking. Your work e-mail is not private and can legally be accessed by your employer, so whatever you send or receive through that account is spotlighting your actions. Lastly, do not have any slang or inappropriate handles in your e-mail address, as it will be viewed as unprofessional by the interviewer. Keep it simple and tied to your name. ([email protected] or [email protected])

Whenever I give this advice, I am reminded of a story about a young sailor who we were attempting to place into a civilian role upon his transition from active duty service in the Navy. We were recruiting for a very specific type of technician to work in the shipyards and the hiring manager was also a former sailor, very patriotic and very proud of his service, so he knew exactly the skill set he needed for the position. Our candidate had the perfect background and lived right in the local area. At first glance, it looked like one of the easiest placements we would ever make. After screening the candidate, our account executive submitted the resume to the hiring manager, but he failed to ask what the weird string of letters in the candidate’s e-mail address stood for. Upon receipt of the resume, the hiring manager called us before even interviewing our candidate and asked why we would send him someone that obviously hated the Navy so much. We were baffled until he shared with us what the acronym in his e-mail really stood for—which meant “I hate the Navy.” Proper decorum prevents me from spelling it out, but suffice it to say that it stood for less than approving thoughts towards the Navy. The candidate lost a very good opportunity all because he failed to follow this simple rule.

Additional Information

• Security Clearance—If you are looking for government or contracting work, it is acceptable to list your clearance if it is active, capable of becoming active, and above secret.

• Professional Experience—Professional experience should be broken down into two distinct segments for each job or position you have held: Position Description and Quantifiable Bullets.

Position Description—Think of this as your two-to three-sentence job description. It should not be written in the third person (common error), nor should it use too much technical or industry jargon. The description should cover your duties and responsibilities, size of your team and/or the budget you led, and to whom you reported.

Quantifiable Bullets—These are the specific individual accomplishments that you (not your team, work group, or unit) achieved during your period with that position or employer. This is where you have to be ready to talk about yourself and clearly demonstrate how you made an impact on a project, business unit, line item expense, sales goal, etc. Nothing adds more validity to a bullet than a number, so be sure to use dollars, percentages, time lines, or anything else you can justify.

When formatting your bullets, keep these guidelines in mind:

• Capitalize the first letter of each bullet.

• Indent slightly from the position description.

• Draw attention to your quantifiable results by using bold or italic fonts on key words.

• Keep your bullets short and no longer than a simple phrase.

• Do not use periods.

Action Words

• Know what bullet points you listed and be prepared to relay a SOAR story on each.

• Always start your bullets off with an impactful action word to catch the reviewer’s attention.

The chart on page 29 lists some great action words to help you develop your Quantifiable Bullets.

Education

I like to list education below work history because interviewers tend to be more critical of education, especially with recent college graduates, and it gives you the opportunity to discuss all your professional accomplishments before discussing your educational history. Recent college graduates should list their part-time jobs and activities first.

• List your school first, then degree type and major if it correlates to the position, and then the graduation year.

• You only need to list the graduation year, not all years attended. This is because anything more than four years could open the door for the interviewer to question you as to why it took you longer than average to graduate.

• Always list your highest degree first.

• There is no need to list your high school, unless that is the highest level attained.

• You do not need to list your Associates Degree if you have a four-year degree.

• List any clubs, organizations, or teams of which you were a member. If you held a leadership position within the group, be sure to list it as well.

Examples:

• President, XYZ Fraternity

• Defensive Captain, Varsity Football

If you personally financed any or all of your education, or if you were awarded any scholarship funds, be sure to list them.

Examples:

• Self financed 40 percent of costs working weekends and evenings

• Awarded XYZ scholarship for academic excellence

Only list your GPA if it is a 3.0 or better. Do not list your Major GPA unless your overall is above 3.0. This looks like a feeble attempt to show you were smart and focused, but only in areas that interested you.

List any additional significant accomplishments.

Examples:

• Volunteer tutor for Math Department

• Graduated ahead of schedule in less than four years

What NOT to put on your resume

I highly discourage listing any information on your resume that is confidential or that would otherwise be excluded for an interview due to protective legal issues. Some of the items in this list are not allowed for discussion during an interview unless brought up or disclosed by the candidate. Do not open a can of worms by including it on your resume.

• Age or Date of Birth—While most recruiters or interviewers will make some assessment of your age based on your work history and the dates and graduation years, they are not allowed to ask your age.

• Spouse’s and Children’s Names and Ages—I often see these listed by mothers reentering the workforce and trying to justify what they have been doing for the past 18 years.

• Religious or Political Affiliations—This is about the fastest way to get your resume rejected that I can think of. If you list that you are a card-carrying member of the Republican Party, you only have a 50/50 chance that the person reviewing your resume has the same political views. If not, then you get moved to the bottom of the stack.

• Desired Salary—Why on earth anyone would list this on a resume is beyond my ability to comprehend. In doing so you could be limiting yourself in one of two ways. First, you might be underselling your skills, talents, and experiences and put yourself in a position when you get the job but at a lower rate than the employer had originally intended to pay. Second, you might price yourself out of a position before ever even interviewing. The employer may get intimidated by your salary demand and simply move on to other candidates with lower expectations. If the application process specifically asks for a salary history, then provide one on a separate document. We will discuss salary negotiation later on, but for now just remember to leave this off your resume.

• Height/Weight and Health Status—Employers are prohibited from asking any of this data, so why offer it up? Employers are legally restricted to providing the physical requirements of the position and asking if you can meet them. If you are really proud of yourself and want to demonstrate that you are physically fit, then include a bullet at the bottom of your resume that demonstrates this.

Examples:

Avid runner and tri-athlete

Enjoys rock-climbing, surfing, and other outdoor activities

• Race—many online application portals will include a voluntary OFCCP (Office of Federal Contract Compliance Programs) section that includes questions regarding your sex and ethnic origin. None of these are required, and it is entirely up to you if you choose to participate.

• Social Security Number—When the time is right and the employer needs to run a background check before making you an offer, they will have you sign a release. Then and only then should you provide your SSN. Especially in today’s digital world, the less you have your SSN floating around in cyberspace, the better.

• Date of Availability—All employers assume that if you supplied them a resume, either directly or through a recruiter, that you are ready to start work in a reasonable period of time (typically two days to one month).

• Objective Statement—In all my years of recruiting, I have never seen an objective statement help a candidate. Unless the objective is 100 percent in line with the company culture, position descriptions, the interviewer’s personal style, and position requirements, the interviewer will only find reasons why you would not fit based on this wonderfully scripted, generic, catch-all phrase. Leave it out!

• References Available Upon Request—It is understood by all interviewers and hiring managers that you will provide these upon request.

• Company Confidential—This may be acceptable for resumes posted online, but by the time you are in an interview, you should list all employers.

• Pictures—All interviewers do place a weight on “Impact Presence” but let that sell itself in person, not on your resume. Some job seekers think that including a picture of themselves will help them land an interview. If that is the case, then the future employer is looking at you for all the wrong reasons and not making a business decision based on your skills and experiences.

You might also be limiting yourself by including your picture, as the person reviewing the resume may have a cultural bias that is represented in your picture. While it is illegal for them to eliminate you because of these reasons, it does happen so don’t give them the opportunity. It is much harder to prove a discrimination case from a resume submission than from a personal interview.

Resume Writing Services

As you start to distribute and post your resume, you will come across numerous businesses offering resume preparation or review services. Depending on your level of experience, your targeted position, and your intended resume marketing efforts; these services could be a benefit or a complete waste of your hard-earned money.

If you really do not know where to start in formulating a resume, or if your resume is not getting you the interviews your peers are getting, then you should consider these services. Here are a few tips for selecting a resume writing service provider:

• Cost—Never spend more that 1 percent of what you expect to earn annually on your resume preparation. Example: Your annual salary is about $60,000. You should not spend more than $600 in resume preparation. Most services are already priced in this range, so you will not have to worry about it. But beware, if you come across a company that tries to sell you a package that is more than 1 percent, move on to another service. Remember to keep your receipts from your transactions, as resume preparation is a tax deductable expense.

• Industry—By doing a simple Internet search, you are bound to find resume writing experts that specialize in your industry or field. Use them! They know the latest trends and keywords used by recruiters when searching for candidates. At a minimum, ask to see sample resumes from your industry that the resume writer has recently produced. Also ask for references and referrals.

• Revisions—Ask how many revisions you get. The initial product might not meet your expectations and you want the ability to ask for more work. A resume writer, no matter how good, will never get everything correct on the first attempt.

• Format—Some resume writers will only deliver their finished work to you in an uneditable format like a .pdf file. These are no good to you, as you cannot edit them. This is merely a trick used to get you to come back to them for additional services or revisions that end up costing you more money. Legitimate resume preparation services deliver your products in editable files such as Microsoft Word files.

• Free Resume Reviews—Many popular job boards now offer “Free Resume Reviews” to job seekers that register on their site. Before you dive in, you should understand what is really transpiring. More often than not, the “Free Resume Review” is being outsourced to another party, typically an individual that has a contractual relationship with the job board that does not get paid unless you agree to revise your resume with them. The job board then gets a cut of the transaction for providing the sales lead. The job board gets paid, the resume writer gets paid, and you get told how horrible your resume is and that you will never get interviews unless you use their service.

I recently submitted a resume for a “Free Review” that I drafted for a candidate to a major job board. In return, I got back an e-mail that to me looked like a fill-in-the-blank template that pointed out five reasons why my resume would never get me the interviews I was after. I then purchased the resume writing package for a complete overhaul. In my opinion, the product I got back was far inferior to the one originally submitted. Regardless, I then submitted the very same newly revised resume back under a different name and account and guess what? I received the same standard message stating the five reasons why I needed a revision package. This is not the case with all resume writing service providers, but it does happen.

Mid- to Senior-Level Executives: If you fall into this category, then you should definitely consult with a professional resume preparation service provider because you have probably seen what you think are some pretty sharp resumes come across your desk over the years and have kept a file of the good ones to use as a guideline. The problem is that they might look good to you, but not to a C-level recruiter. I have seen just about every type and format for executive resumes, but none compare to the products produced by the team at www.helpmesellme.com. Their work is not cheap, but it does fall into my 1 percent rule.

Finalizing Your Resume

• Spell/Grammar check—Make sure you run it every time you update or change your resume. We all make typos, and it is hard to catch our own with the naked eye because our mind is already pre-programmed as to what we intended to type. Additionally, I strongly suggest that you have someone that has excellent language and grammar skills proofread your resume.

• No gaps—If you have periods of unemployment, extended leave, or travel, be sure to list them. Interviewers become suspicious when they see gaps and will exploit them. Better to be honest up front and avoid the negative questions.

• References—References should not be an afterthought that you scramble to collect at the last minute. Rather, you should have them prepared before you ever submit your resume or agree to an interview. You should also call any references that you list and ask for their permission to list them as a personal or professional reference. All your references should be on a separate document from your resume. Have at least three personal and three professional references all on the same page.

What to include with each reference cited:

Name

Title/position

Company or relationship

Contact information

Phone

E-mail

Quote or excerpt from performance evaluation

Letter of recommendation (if provided) on a separate document

• Personal References—Non-family friends that can speak to your character. It is okay to list former business associates here as long as they were not in your direct line of management (either they supervised you or you supervised them). It is also acceptable to list former clients here, as they will confirm your passion and ability to follow through.

• Former teachers

• Community leaders

• Church leaders

• Professional References—Current and former supervisors, managers, or board members. Do not list professional references that have a lower position or title than the targeted position you are seeking. In other words, do not list an entry-level engineer as a reference if you are attempting to secure a VP of Engineering position.

• Samples—In the Appendix, there are sample resumes and a sample reference sheet for you to see how they are laid out and how the content is presented.

Cover Letters

You should always include a cover letter whenever you send out your resume, either electronically or via mail. Because most resumes are now sent through job boards or by email, the more traditional cover letter document is less popular. Regardless of format, you should understand the different types of cover letters and the content you should include in each.

Types of Cover Letters

Depending on who you are sending your resume to and the circumstances, your content will vary slightly. All will follow the following content outline, but the tone and wording for each type will vary slightly.

• Application—This is the most common type of cover letter. It is intended for a specific job opening or published position. You should make reference to how your skills directly relate to the job requirements, and position your experiences to match the published description. This style should always include a line similar to one of the following examples.

“Please accept my resume in consideration for the position.”

“Please accept my resume in consideration for the position of.”

“I am applying for the advertised position of.”

• Inquiry—A slight variation to the Application style, the inquiry cover letter should address your interest in the company first and then any open positions that meet your experience and skill set. This is the format you should use if sending a “blind” submission. While I do not endorse mass mailings or sendouts for your resume and cover letter, you should use this style if you insist on the massmail approach. Some typical inquiry statements include…

“Please accept my resume for any open positions that match my skill set.”

“I would like to be considered for any available opportunities within your company.”

• Networking—A new trend in cover letters is to distribute your resume to your business and social network to seek access to their extended network and advice in your search. This style should indicate why you are on the market and list what type of opportunities you are looking for in your next career move. You should also let the recipients know whether or not it is acceptable for them to forward your resume without your knowledge to their connections. Some key phrases to include in a networking cover letter are:

“I am currently exploring new career opportunities and would appreciate the additional exposure of my resume to your extended network.”

“Please feel free to forward my resume to members of your network who you think might benefit from my experiences.”

Your cover letter should be concise and have a well structured format. In almost all circumstances, it should be limited to one page. With the limit on space, your cover letter should follow the four-paragraph format for maximum impact.

Paragraph 1: Introduction

Use the introduction to state who you are and why you are sending your information. This is also the proper location to get specific regarding the type of cover letter you are sending. When you state what you are after, be sure you include something that catches the reader’s attention through a benefit to him or the company. This will help you stand out from the thousands of other cover letters and get that extra minute of the reader’s time to review your resume.

Typical Introduction Statement:

“I am applying for the outside sales representative position you have posted on your website.”

Benefit-Focused Introduction Statement:

“I have a track record of exceeding sales goals in every position held, resulting in increased sales and profits for my employers. I would welcome the opportunity to discuss exactly how I can deliver the same type of results in the outside sales representative position you have advertised on your website.”

Paragraph 2: Selling Points

In this section, you will provide three to four bullets that show more detail about your career experiences, educational qualifications, and specific accomplishments. All of the bullets should be benefit-focused to the employer just like your introduction statement. If you do not have a long list of accomplishments (if you are just starting your career), you can add more detail to your introduction statement or focus on your educational qualifications. The focus of your selling points should be achievement, awards, and accomplishments and not job description, duties, or responsibilities. Start each benefit-focused selling point off with an action word to catch the reader’s attention. If you are attempting to gain entry into a new industry and lack specific skills listed in the job posting or description, then highlight your transferable skills.

Examples of Benefit-Focused Selling Points:

• Quantitative—Produces return on investment for company by conducting easy to understand cost benefit analysis and forecasting models. Expert in developing, reading, and interpreting income statements, line item expenses, and other financial reports used to reduce expenses and increase efficiencies.

• Communications—Adept at one-on-one discussions and comfortable presenting to large groups in multiple settings, resulting in improved communications across departments and increasing employee satisfaction.

• Sales Ability—Development of new and existing client base in a business-to-business environment across numerous product lines translates into immediate results for company’s bottom line.

• Sales Management—Complete grasp of sales cycle to include prospecting, presentations, pipeline development, closing, and fulfillment, resulting in ability to coach, train, and develop sales superstars for the company.

• Leadership—Visionary and compassionate leader of people who generates buy in and builds trust in the company’s mission and goals.

Paragraph 3: Correlation

In this section, you tie in your skills and experiences to the position description and the company. You should relay why you think you would be a fit for the opportunity or the corporate culture of the company. There is no need to demonstrate your knowledge of the company by restating their vision, mission, or any other data published on their Website. It should be apparent in your correlation statement that you have done your research on the position and the company.

Examples of Benefit-Focused Correlation Statements:

• Product-Based Sales Representative: “I believe that my sales skills, work ethic, and demonstrated record of exceeding goals would make me a perfect fit for your Account Manager opportunity. By applying my expert knowledge of the sales process to your quality products, I can guarantee success in new business development and increase sales to the existing client base.”

• Client Relationship Manager: “As a Client Advisor for your company, my enthusiasm, analytical skills, organizational abilities, and natural tendency to develop relationships will make an immediate positive contribution towards client relations. I understand the position calls for individual and team contributions; I am equally comfortable working independently and collaboratively to reach company objectives. I am also open to a high level of travel to meet with clients in person to further the overall relationship.”

Paragraph 4: Closing/Call to Action

The final paragraph of your cover letter should be a positive statement that exudes confidence and calls the reader to action. In this statement, you must ask for the opportunity to meet in person or interview. You should also inform the reader of your intentions to follow up until you hear back from them regarding your status.

• Typical (Passive) Closing Statement: “Thank you for your time. I hope to hear from you soon and be selected for an interview.”

• Positive (Pro-Active) Closing Statement: “I am confident that, given the opportunity, I will make an impression on your team. I am eager to interview for this opportunity and can schedule an appointment at your earliest convenience. Should I not hear from you by the end of the week, I will call your office to schedule an appointment.”

Cover Letter Pitfalls

Here are a few of the most common mistakes that job seekers make when composing cover letters.

• Generic Addressee—If you send out a cover letter addressed to “Hiring Manager,” “Dear Sir or Ma’am,” or even the dreaded “To Whom It May Concern,” you might as well throw your resume in the trash—it will get equal exposure there. Generic addressee cover letters tell the employer that you are not focused enough on the company to spend a few moments of research to find out the name of the person that will be reviewing the documents. Most job postings and online advertisements will tell you how to address your cover letter. If you are working with a recruiter, he or she will provide you the information or act as your cover letter when he or she submits your resume to the employer. If you cannot find out the correct person to send it to through your own research efforts, simply call the company and ask the receptionist, “To whom should I address my cover letter and resume?”

• Restating Your Resume—Some job seekers are so proud of their resumes that they feel the need to copy and paste pieces of it into their cover letter. They are two separate documents with different purposes, so do not intermingle the contents. This should not be a problem if you follow the four paragraph outline.

• Stating Your Goals—It is great to have documented personal goals, but the cover letter is no place for them. Employers do not care what your personal goals are. Rather, they care about how you can benefit their company.

• List of References—Unless the published job description specifically asks for a list of references to be included in the cover letter, attach them as a separate document using the format in the Appendix. Most employers will not spend the time or incur the expense of checking references until much later in the interview process once they have either selected a candidate or have a short list of possible candidates.

• No Contact Information—While you should never send your cover letter without a resume and your resume should always include your contact information; do not assume that the employer will keep both documents together. Just to be safe, include your full name, address, e-mail, and phone number. Most professional business letters include this information just below your signature block.

• No Signature—A cover letter is only personal when you sign it. Use a standard ink pen and a neat, legible signature. If you’re sending it digitally, include your full name and phone number.

• Desperation—Cover letters should never sound like you really need the job. You might, but the employer does not care. They want to find people that can add value to their team, not satisfy your personal needs or desires. Avoid phrases like “…can start immediately,” or “recently laid off.”

• Proofread—Use the spell-check on your computer and have someone you trust proofread your cover letter. It is always best to have another person read what you type before sending out to a potential employer.

Military & Educational Records

If you are transitioning from active duty, you will also need copies of all your pertinent military records. Likewise, if you have ever served in the military, it is a good idea to have a copy of your discharge papers in case they are asked for in a background check.

• DD-214 Form—This official document is the government’s Report of Separation and is the most important form all veterans should carry. The DD-214 contains information normally needed to verify military service for benefits, retirement, employment, and membership in veterans’ organizations. There are numerous resources on the Internet that will charge you to get a copy of your records, but you can get a free certified copy by visiting www.archives.gov/veterans/evetrecs/index.html.

• Military Evaluations—Depending on your branch of service and your rank, you will have had some type of evaluation written on your performance periodically (Fitness Reports, Officer Qualification Records, Officer Performance Report, Basic Training Records, Basic Individual Records). Some employers will ask for these, especially if you are transitioning directly from active duty to the civilian sector, and you should have them ready to present.

• Military Commendations—The military likes to present certificates, ribbons, and medals for performance. If you have ever been awarded any individual awards, then you should have a copy of the commendation ready to share with the interviewer, if asked. Do not include obligatory awards (like the National Defense Service medal) or unit commendations (like the Meritorious Unit Commendation), as they do not translate into any specific contributions you made to an event or occurrence. If the interviewer really understands the military awards system, the will know where to see all your awards on the DD-214.

• Diplomas—Always have a copy of your highest level diploma earned on your flash drive and ready to present at any interview. If you have a GED as your highest, then use that.

• Transcripts—Most colleges and universities will provide you with certified copies of your transcripts for a small fee from the Registrar’s office. Have these scanned and on your flash drive. Keep your sealed originals in a safe place in case you need them in the future.

Digital Pictures

While digital pictures do not belong on resumes, it is a really good idea to have a clean, professional digital picture on a flash drive during your interview process. While it is highly unlikely that an interviewer will ever ask for a digital picture, you may be asked for one if you happen to be working with a recruiter or placement agency over the phone. No recruiter will ever admit to this fairly common practice, but by asking for a digital picture they are able to determine your impact presence before submitting you to a client.

If you are not comfortable with providing a picture, then just tell the recruiter or interviewer you will be more than happy to provide a digital picture for your employment records once you are hired.

If you do decide to carry a digital image on your flash drive with you, keep these guidelines in mind:

• Style—The best pose is a traditional head and shoulders shot. If you go to any professional studio and tell them you need a business head and shoulders portrait, they will know what you mean. If you are doing it yourself and need a reference, just Google “business portrait” and take a look at the image results.

• Size—You don’t need a billboard-sized 12-megapixel image. The bigger the file is, the more space it takes and the harder it is to e-mail. I recommend a 1–2 megapixel image compressed to fit into a 3" × 5" size.

• Dress—Professional dress is preferred, but a sport coat without a tie for men and business casual for women is also acceptable.

• Background—A studio professional backdrop (blue background) is optimal, but if you do it yourself, just use a plain white wall for your backdrop.

• Just You—As proud as we all are of our families and pets, there really is no place for them in your professional business portrait.

Application Forms

I know you are proud of your resume and you spent countless hours fine-tuning it just for this one interview. But be warned—you may still need to fill out an application form when you arrive if that is the policy of the company you are interviewing with. Many larger companies require this practice to keep in compliance with Equal Employment Opportunity Commission (EEOC) requirements. Some companies also use this as a screening mechanism to see how well you interact with the receptionist.

If the application has a work history section do not write in “See Resume” in the space provided. Get there early, take your time, and use your resume as a guide when filling out the application.

If the application asks for a desired rate or salary and you are not sure what the position you are interviewing for is compensated, simply write “commensurate with experiences.” This will leave the door open for a negotiation after you have won the interview.

Online Applications

Most big companies have made the move to a paperless application process and will have you complete an online application before you come in for an interview or complete it onsite before they meet with you. Most will allow you to upload your resume and then parse out the data into the appropriate fields. However, some require manual input. If this is the case, just print out a copy of your resume to use as a guide and enter the data in all the required fields. Even if you have completed an online application, bring a hard copy of your resume with you when you meet in person.

Sales Brag Books

If you are a sales representative or would like to be one, then you really should have a Brag Book. The function of the Brag Book is to substantiate the bullet points and accomplishments you have listed on your resume. Think of it as the documented proof of your achievements. If you have been building your book all along, then you probably already know all about what to include and how to use it. If you are just now assembling your Brag Book, then use this as your checklist for success. If you are missing any of the data that you wish you kept, then call your old employer and ask for a historical file with old copies that you might use. If you do include copies of contracts be sure you have approval to use them from your current employer and that you are within the boundaries of your non-compete or employment agreement.

What to Include

I have seen some crazy things in Brag Books through the years, but here is a list of the best items to include:

• Sales Awards—If you received a certificate for a monthly, quarterly, or annual achievement, then put it in the book. (Pictures of you on stage receiving a plaque or commission check are also appropriate.) If you have several monthly awards, then put them all in. The thicker the book, the better.

• Sales Rankings—Rankings are different from awards in that they show where you stacked up against your peers. Most sales organizations publish some type of report that shows your position relative to the pack. If you are in the top third or better, then highlight your name and throw it in the book.

• Signed Contracts—If you have copies of contracts you sold, then by all means, add them to your book. The more recognizable the client, the better the impact.

• Recognition Events—Sales reward events come in many different names, such as President’s Club, Ionosphere, Winners Circle, and Platinum Club. If you received an invitation, or if there was a program with your name listed as a member, then add it to your book.

• Notes from Sales Manager or Executives—Some sales managers or bosses have VIP cards and use them as motivational tools or thank-you notes. If you have any congratulating you on closing a sale or winning a contest, it should go in the book.

• Quotes or Notes from Clients—One sales rep I interviewed had asked all contacts she closed with her previous employer to write a hand-written note on their company letterhead about her service throughout the sales cycle and why they selected her above all her competitors. She had dozens of letters and a story to relay on every single one. Talk about passion—she had it!

• Goals—We all know that sales reps like to proclaim that are all money motivated, so why not show it in your book? One sales rep showed me his book that had a tabbed section for his goals that included plans for his dream house and a picture of the boat he wanted to buy.

• Background and Traffic Check—While most companies will use their own service before presenting an offer, you can alleviate any concerns they might have by providing them with your criminal background and traffic record (both clean, I hope) in your book. There are numerous sources available on the Internet that will allow you to run a criminal background or traffic check on yourself for a small fee (usually around $20). When running a criminal background check, select the county and state of the potential employer and the county and state of your address of record, as that is where the will most likely check. A clean report will show “no history” or “no entries found.”

How to Put It Together

I have seen all kinds of Brag Books, from spiral bound materials, to binders, to old fashioned black and white copies held together by a single staple. I strongly recommend that you build yours with either a spiral binding with a nice cover or use a binder with sheet protectors for each insert. You can easily create copies at Kinko’s and have one ready to leave with the interviewer. Binders are more expensive, but do look nice. So, have one binder that you keep and have copies of all the contents in the back that you can leave after you have walked your interviewer through your presentation deck. If you have had several positions or worked with several companies, then you might want to invest in some color coded tabs to separate each position for easy reference.

• When to use it—Good sales reps will work a presentation of their Brag Books into the interview as a normal part of the conversation. If you brought it but were not able to share it during the interview, then simply ask the interviewer if he or she would like to see a record of your accomplishments. Have your book presentation rehearsed and be able to go cover to cover in less than five minutes without interruption. You want the interviewer to stop you along the way and ask questions so you can relay a SOAR story for each of the items in your book.

• Work Samples—Similar in composition to a Brag Book would be a work sample portfolio for individuals in the graphic arts, media, architecture, or related fields. It should demonstrate work product you contributed to or created.

Industry Knowledge

Most companies expect their leaders and key players to be well-read with respect to current trends. If you have a specific industry in mind for your career search, you should focus your readings and research on that particular segment.

Organizations and Associations

Most industries have some type of governing body or third-party professional trade organization. If you want to separate yourself from other candidates, then join and assume an active role by contributing content or chairing a committee. While most candidates trade publications, join industry e-mail news groups and blogs, and become a member in at least one professional trade organization.

Reading List

When preparing your reading list, try to focus on a mixture of the following. Obviously you should start within your targeted industry, but diversity shows depth.

• Self-Development Books—Interviewers like to hear that you have a plan for self-improvement and aren’t afraid to talk about it.

• Business Periodicals—Some of the most popular business magazines are the best method to keep up with the latest trends and topics.

• Sales Books—No matter what type of position you are interviewing for, a sales book will help. We all sell something every day—products, services, ideas, concepts, etc.

• Process Improvement/Quality Books—These topics relating to how to improve processes and procedures in the workplace will demonstrate your commitment to efficiency and pride in your work.

• Customer Satisfaction Books—Not only do these topics teach you how to better interact with customers, they can also teach you a few things on how to play nice with your fellow employees.

Do not share with interviewers that the last three books you have read have all been on how to interview, or some obscure topic that has no bearing on the business or industry. Rather, demonstrate your desire to join their team by sharing with them the titles that relate to what you will be doing on a daily basis.

I had a hiring manager call me after interviewing one of my candidates to give me feedback. He started off by saying that he would not be moving the candidate forward in the process. I thought, “Oh well, can’t win them all, but at least I can get some good feedback to share with the candidate.” The hiring manager said he presented himself well, was very articulate, smart, and had developmental potential. “Then why the heck didn’t you hire him?” I asked. “Because he is not doing anything personally to develop himself professionally,” he replied. Wow, what a great statement! When I inquired as to how the hiring manager came to that conclusion, he told me that he gave the candidate several opportunities to convey what he had read recently, but all he kept getting in response was, “I am addicted to science fiction books. I can’t put them down. I read two to three a week.” So you can see why the hiring manager was less than eager to move this candidate along.

Financial Research

If the company you are interviewing with is publically traded, then all the information you could possibly want will be filed with the appropriate agency and free to access. You should read the annual report and get a basic understanding of the company’s financial position as best you can. We aren’t all CFOs, so some of it might be a bit confusing. If the company is privately held, try to gain as much information from the Internet as possible.

A final word of caution for company or industry research: Do not place an ounce of value in anything that a former employee has to tell you unless you absolutely trust the source. Most Websites that offer insider information are typically full of disgruntled former employees that have an ax to grind.

Working With Recruiters

If you had a $100,000 income tax problem, would you attempt to deal with it without the help of a CPA? If you had a $100,000 legal question, would you deal with it without the help of an attorney? Of course not! Then why on earth would you try to enter into a $100,000-career-level decision on your own? Realtors, attorneys, and CPAs all have a cost associated with their services. When dealing with a recruiter, you have zero cost and absolutely no downside risk. It would be foolish to consider a job or career search that does not include utilizing at least one professional recruiter.

Contrary to some people’s beliefs, recruiters do not take a cut from your salary. Companies have line item expenses in their budgets set aside for recruiting fees. To better understand this, it helps to understand the types of recruiters you might run across.

Contingency

These are recruiters that only get paid by the employer upon a successful hire. Contingency recruiters typically have multiple job openings with multiple clients all at the same time. The majority of recruiters that will contact you fall into this category.

Retained

These recruiters are given some or all of the fee for their services up front in order to allow them to focus on a specific search for a position. Executive and C-Level positions, which are harder to fill, typically involve a retained search.

Contract

Here, the recruiters work solely for a particular company for a period of time to help fill their openings. This usually occurs when a company has numerous openings or is going through an expansion.

Why Use a Recruiter?

If you are still not convinced of the value of a professional recruiter, here are more reasons to use one:

Network

Most good recruiters do not have to cold call to find jobs. They are presented with them from within their network. Many of the positions are never presented to the public at large or posted on job boards so they are what recruiters refer to as hidden opportunities.

Access

Recruiters work directly with the hiring managers and have access to their schedules for setting up interviews. They understand the interview process and all the players involved that you might otherwise never fully realize.

Inside Scoop

Often, the recruiter can provide you with information regarding the company culture, the work environment, and the backgrounds of the people with whom you will be interviewing. They will also help prepare you for each interview by coaching you on individual styles, likes, and dislikes.

Top of the Stack

Because of the relationships recruiters have with their clients and the way in which they present you as a candidate, your resume will be viewed and your interview will be scheduled sooner than all the other candidates from the job-seeker population at large.

Market Value

Your recruiter can help you determine your true market value in regards to compensation. Recruiters spend their entire existence dealing with open positions and compensation packages, so they know what the market is calling for and how much employers are willing to pay to get it.

Resources

Recruiters have tools available to them that you do not. Most employers today use some type of applicant tracking system and many also have vendor management systems to keep track of their recruiters as well. Your recruiter may have the ability to track your status and view feedback on your progress throughout the interview process.

Time Management

When you are fully engaged in the interview process, your schedule can become quite hectic. You could find yourself in a position in which your availability for interviews with different potential employers might conflict. In these situations, your recruiter can run interference for you and set the employer’s expectations as to your availability so you don’t have to.

Competition (Candidates)

Your recruiter should tell you who you are up against and what you need to do to better position yourself as the top candidate. The candidates you are up against could be from the same recruiter, another recruiter, the general job-seeker pool, or internal candidates already employed at the company.

Competition (Employers)

Recruiters have the skill required to pull off what is known as the hot candidate tactic. By informing the employer that you are interviewing with other companies and are in high demand, they create a sense of urgency that if you tried to pull off on your own might seem cocky or disingenuous.

Negotiations

Recruiters deal with compensation negotiations every day; you might do it five times in your life. Use the recruiter to act as your agent (like a professional athlete), and you will end up with the best possible deal. It also allows you to start fresh without any animosity between you and your new boss if you just went through a back and forth haggle over money.

Connection

Many business professionals rely on the recruiter who placed them to help staff their openings in their new role. A good recruiter is a go-to connection, whether you are looking for a new position for yourself or for your team.

The recruiting industry is unregulated and, like many industries, has its share of individuals who skirt the ethics line to make a sale. These are the recruiters who view candidates or job seekers merely as a means to justify their end. Your good judge of character will tell you if you are dealing with an unethical recruiter, but just in case, use the following list to help limit your exposure to a recruiter that operates outside good business practices.

What to Look for When Selecting a Recruiter or Firm

Exclusivity

Any recruiter that asks you to sign an exclusivity agreement is bad news. We live in a free market society, so why should you limit your chances to the abilities of just one resource? The only exception to this rule would be if you are a senior level executive with a Fortune 500 company looking for a C-Level position with a base compensation well above 250K per year. Because that eliminates a good majority of the workforce, just remember—exclusivity equals gross limitations on probability of success.

Secrets

If your recruiter wants to submit your resume to a company, but does not tell you the name of the company, run away! Now, understand that during the initial brief where the recruiter wants to gauge your interest level on a position, he or she might not give away the company name. This is a fairly common practice any recruiter might use to test your interest level while protecting his or her client list. The recruiter also does this to prevent you from going directly to the company and submitting your resume through the company website and cutting him or her out of the deal. As previously mentioned, the good recruiters will have relationships in place that you want to use, so do not try this tactic yourself thinking you can do it without the recruiter. Allow the recruiter to give you the pitch, but make sure that he or she always gives you the company name at the end.

No Blind Submissions

This tactic often goes hand-in-hand with the secrets topic. Some companies that deal with numerous recruiting vendors have a “first-in” policy, which refers to the recruiter that submits a resume though their system first. That recruiter gets the credit for the candidate. Because of this, some recruiters submit resumes without ever speaking to the job seekers in hopes they will be a fit and eventually get hired. Whenever you deal with a recruiter, be sure you state that you do not want to be submitted to any positions without giving your approval first.

I once had a candidate who was in high demand for several medical device sales positions. He had great experience and was very sharp, but he really wanted to stay in Salt Lake City, so he was being selective with his opportunities. I told him to sit tight and whenever I had something in his area, I would call and brief him on it to see if he was interested. About a week later, I received a call from a client in the medical device industry who was looking for a representative to cover Utah, Colorado, and Nevada and that the candidate could live anywhere in the territory. I told him I had his perfect candidate, but needed to circle back with him to see if he was still on the market before I sent him his resume and profile. The client was thrilled to hear it because I had already placed his top three reps and he knew that I delivered talent when needed. I immediately hung up and called my candidate, but got his voicemail. I left him a message telling him to call me ASAP, as I had found the position he had been waiting for. He called me back that same evening and was ecstatic to interview for the opportunity. I submitted his resume later that evening to the client. The next morning, I awoke to an e-mail from the client informing me that he had already been sent that candidate’s resume the day before from another recruiting company and therefore could not accept it from me. I immediately called the candidate to ask why he had not told me about this during our conversation. The candidate was flabbergasted and said he had not spoken to any other recruiters since posting his resume online. I immediately knew that Recruiter X had beaten me to the punch with a blind submission, but I was not going to take it lying down. I called the client and explained what had happened. After he verified with the candidate, he agreed that the credit belonged to me. The other recruiting company was dropped from my client’s vendor list and is now out of business.

Questions to Ask a Recruiter When First Contacted

If you are still unsure as to how to interact with recruiters when they call, use these simple questions to start your dialog. Then use your judgment to see if they are likeable and have access to the types of positions you are interested in.

How long have you been recruiting?

Obviously we all would prefer working with someone that has been in recruiting for years, but it is okay if the recruiter is new to the industry. Just keep it in mind if the process with them seems to be slow. Your proactive communications will help drive the process.

Have you ever placed candidates with this client before?

If Yes:

• How many?

• What is your retention rate?

• Into what other positions/departments?

If No:

• How many other candidates have you submitted so far?

• Have you had any actual interviews take place yet?

• How long have you been working with this company on this position?

What is the position of your contact within the company?

• Internal Company Recruiter—Most likely a longer process, as they are screeners and have no hiring authority.

• Hiring Manager/Talent Acquisition or Development—Tend to move faster and have authority to schedule and hire.

Are you submitting any other candidates to this position?

It is not a bad thing if they are, but you just want to gauge where you stand.

Other Topics When Dealing With Recruiters

Resume

If your recruiter wants to change your resume, make sure you get a copy back and check it for accuracy before it ever goes to a client. I have seen candidates get dropped from the process because their resume was altered by a recruiter without their knowledge.

Track Contacts

If you are serious about your job search, you will have more than one recruiter representing your interests. I recommend you use a spreadsheet to keep track of each recruiter and the jobs in which you are engaged. It should include the recruiter’s contact information, each job, each potential employer’s contact information, and notes regarding where you are in the process with each. Keep this spreadsheet with you at all times and update daily.

Keep All Informed

There is no need to hold your cards close to your chest. You are much better off letting each recruiter know that you have other opportunities through other recruiters. You do not necessarily have to tell them the specifics of your other opportunities, but you should let them know what they are competing against. Your recruiters will be better positioned to negotiate on your behalf if they know the full playing field and they can also speed up the process if there is competition.

Call Off the Dogs

Once you accept a new position, just let your other recruiters know so they can professionally remove you from the process with the other positions for which you were interviewing. They will thank you and remember your professionalism should you ever need their services again.

Job Boards

You cannot discuss career transition preparation without mentioning job boards. The most recent data suggests that more than 90 percent of job seekers turn to job boards to either post a resume or search jobs as the first step in their process.

Searching Jobs

When you search jobs on a job board, you are looking for criteria that you input as desirable for your preferences. By selecting categories, locations, compensation, and education level, you are narrowing down thousands of jobs into a manageable number to scan and apply. There are several types of postings that you should be aware of.

Employer Posts

These are jobs that are added to the boards by the employers either directly or through an xml feed (an automatic posting of positions from the company’s own site to the job board). Direct posting simply means someone typed in or copied and pasted the data into the job board. Feeds mean that the data was posted somewhere else (typically the company’s own Website) and then automatically added to the job board you are viewing. Either way, be sure you check to see how long the posting has been active (if the job board lists that information). That will tell you how fresh the job is.

Recruiter Posts

These are requisitions that recruiters will advertise for on job boards in hopes of finding a candidate for their open order with a client company. Much like employer posts, they can either be direct posts from the recruiter, or xml feeds. You can usually tell if it is a recruiter post because the company’s name is not listed.

Job Aggregator Sites

In recent years, several Websites have popped up that collect job postings from across the Web and publish them all in one place. These aggregators are a great way to limit your time spent bouncing from job board to job board. There is no cost for job seekers, as the aggregators are compensated on a pay-per-click basis from the originating sites. I recommend Indeed.com, as the site is very easy to navigate and they seem to have the deepest reach of contributing job boards.

Agents or Alerts

Most job boards will allow job seekers to set up automatic e-mail notifications called Agents or Alerts that are sent out when there is a new posting matching your search criteria. These are a great too, but make sure you have the alerts sent to the e-mail account you set up specifically for your job search so your current employer does not see them.

Posting Your Resume

When you upload and submit your resume online to a job board, your search takes on a whole new life. Be ready to field calls from recruiters, company recruiters, and even some scam artists that have erroneous accounts to gather data from these massive databases. I don’t want to scare anyone into not posting, but you should be aware of all the activity that you may encounter.

When to Post

Post your resume as soon as you are ready to go from a passive search to an active search. Remember to remove your resume or profile once you have accepted a position or else you will still get calls from other recruiters. I also recommend that you re-post your resume every week or two to make sure your profile stays active. Some job boards now re-post automatically every time you log in so read the fine print in the terms and conditions when creating your account.

What to Post

If the site you are posting to allows you to upload a file, then by all means do so. Your resume will be indexed and show up better in search strings used by recruiters and employers. A Word file is best, as it is the most commonly accepted format. Some sites only allow you to copy and paste into a dialog box. If you have to go this route, then make sure you clean up your pasted material, as some bullets and fonts will not appear like they did in a Word document.

Confidential Resumes

If you are worried about your current employer finding your resume because you know that they use a particular board, just post somewhere else. Recruiters typically pass by confidential resumes because it makes them take an extra step to be able to contact you. If you are really ready to go active in your search, then you should be ready to publish your contact information. Recruiters really dislike the job-board-created links for confidential resumes, so at least have a link to your private email account.

Where to Post

There are so many job boards on the Web that you could spend an eternity just creating accounts and posting resumes. I recommend a dual approach of using at least one of the big boards and a few niche boards.

• Big Boards: Monster.com, CareerBuilder.com, and Hotjobs.com are the most commonly accessed boards for jobseekers. By posting on these boards, you gain wide national exposure. Conversely, you are thrown in with millions of other candidates and limit your potential for being found.

• Niche Boards: No matter what industry you are in, there is most likely a job board or two that is focused on your segment. These are great resources and you will not have to worry about calls from people outside of your industry, but just remember that the traffic on these sites is far below that of the big boards, and your potential to be found is diminished as such. Geographic niche sites are also good places to post if you are only looking for opportunities in your local area.

Resume Distribution Services

These services will take your resume and e-mail blast it to hundreds or thousands of recipients for a fee. Make sure you review the list before accepting and ask about their distribution frequency and success rates.

• Employer Distribution: Your resume is sent out to corporate recruiters or generic HR e-mail drops, which are e-mail accounts that are not monitored daily, but are set up only to accept resume submissions.

• Recruiter Distribution: Your resume is sent out to recruiters that have opted to receive resumes matching certain search criteria, such as keyword combinations, very specific job titles, or former companies listed as employers.

Social Networking

We all know what a powerful tool social networking is in the marketplace and in our lives. Yet employers across the globe are scratching their heads trying to figure out how to tap into this vast resource as a hiring mechanism. Sure, employers know that they should have a Facebook page, a Twitter following, and a LinkedIn profile; but what they have not realized is what to do with it to solve their problem—how to attract, retain, and develop talent for their organization.

Personal Brand

Some of you may be familiar with this buzz term. Your personal brand refers to the process by which people market themselves and their careers. In the past, many self-help books were focused on improving one’s performance or outlook on the future. Conversely, the new concept of personal branding suggests that your success will stem from how well you package or present yourself across all media outlets. Personal branding is most often tied to how well an individual can apply his or her name to well-known products. However, personal branding can also extend to your appearance, your published work products, videos of yourself on YouTube, and any other media that documents your track record of success. By building a social media campaign on yourself, you are developing your personal brand.

The two things you should know about social networking and job searches are:

• Most recruiters and employers have some type of program to reach candidates through social networking. If you do not have a social networking presence, you are limiting you chances of being found.

• Employers are increasingly turning to social media to gain insight into the professional and social behavior patterns of applicants. While there is voluminous legislation regarding what can and cannot be done during interviews, and regarding what scope background checks can cover, the door is still wide open on the use of social networking to determine an applicant’s fit for a position.

Search the Internet, and you are bound to find several stories about how social networking caused someone to lose their job or not get the job he or she wanted.

Following are three of the most popular social networking tools used by recruiters and employers to find candidates. The list is by no means all-inclusive, but it should give you a start on your personal social networking campaign and personal brand management.

LinkedIn (www.linkedin.com)

What It Is

Think of LinkedIn as the business world’s answer to social media. There are other sites like it, most notably Spoke.com, but this one is the widely accepted leader in the field. It is a free site that allows you to connect to people you know and view their work history and current projects they are working on. It also allows you to see profiles of anyone else on LinkedIn, and gives you ways to connect to them by “linking” through shared people. Think of it as an online version of the Six Degrees of Separation game.

How It Helps

LinkedIn is a haven for company and third-party recruiters looking for the ever-elusive passive candidate—the happily employed and not actively looking for a new position, but could be swayed to a new opportunity. It is also a great place to show potential employers how well you network, as they can see the level of people you typically connect with.

Recommendations

People you are connected to can leave comments on your relationship for all to see. Naturally, you get to approve what gets published, so you can keep the comments positive. This is a great forum to gather referrals from former employers, clients, and other business associates you interact with. The more recommendations you have, the better your profile will show up in search results run by employers or recruiters.

Company Search

If you have a specific company you are interested in, LinkedIn will show you people who are connected to other people you know that work there now, have worked there in the past, or have connections that work there. You can then ask your personal contact to connect you. If you upgrade from the free account to a premium paid account, you have the access to directly e-mail people with whom you do not have a contact in common. Some companies also have company profiles (this is a fairly new feature, so not all businesses will have them) that show demographics about their employees and typical career tracks.

Job Postings

Many recruiters and employers have turned to LinkedIn to post their jobs. These positions are typically mid-level sales or management and above. Job postings are not cheap for employers on LinkedIn, so if you see one on there, you know it is a priority for them.

What You Are Working On

This simple dialog box appears at the top of the page and is seen by every person that looks at your profile. If you are looking for employment, just type in “Searching for a new job opportunity” and recruiters will start salivating.

Links to Your Brand

If you are really on top of your game, you will make use of LinkedIn’s capability that lets you link your blog and Twitter account directly to your profile. Updates are done automatically, so you don’t have to cut and paste every time you publish content.

Groups

One of the best ways to illustrate your experience in a field is by joining one of the thousands of groups LinkedIn offers to let you connect with others in the same area of expertise. There are groups for school alumni, current and former employers, industry associations, and general business interests.

What to Avoid

As with any social networking site, the most annoying aspect is unqualified, unsolicited requests to connect. The same holds true for LinkedIn, but you are encouraged to reach out to as many people as possible, as long as you share a common thread.

LIONs

I am particularly annoyed by requests from LinkedIn Open Networker (LION) members that want to connect for no apparent reason. There are some LION members that do not obey the unwritten rules, so just be careful before you accept invitations.

Incomplete Profile

Remember that LinkedIn is a widely used tool for recruiters, so you want to make sure that your profile is complete. Use your resume as a starting point and build on it from there.

Twitter (www.twitter.com)

What It Is

Twitter is a highly addictive social networking platform that allows users to connect and share short bursts of text (140 characters or less) to share with their followers what they are doing or thinking about.

How It Helps

• Fast Network Development—With Twitter, you can easily create a vast network of people you want to connect with. The more people you follow, the higher the chance that they will follow you.

• Recruiters—Follow as many as possible when you are engaged in your search. You can follow company recruiters or third-party recruiters in your area of expertise. Many of the jobs that they tweet never make it to a job board, so you might pick up on an opportunity the general public will never see. At a minimum, the recruiters will tweet links to the posting on another site, but at least you will see it first.

What Are You Doing?

The whole premise of Twitter is to share your thoughts, actions, or desires with your following. Believe it or not, people want to know what you are doing. Be proactive and share positive comments about your job search like “I had a great interview today” or “I am very impressed with the team at Company XYZ.” Letting your followers know about your progress will keep you on their minds, and they might forward your links to similar opportunities.

What to Avoid

• Negative Tweets—Even if your current job is a complete nightmare, refrain from tweeting about it. Nothing good can come from this. If you really need to discuss your current negative situation, do it with someone you trust, and never put it in writing.

• Personal Tweets—Tweeting about where you are eating lunch may be of interest for some, but hold off on personal tweets when you are in the middle of a job search. Everything you put in print is open game for your potential employer to read.

• Too Many Tweets—As addicting as Twitter can be, you should refrain from tweeting every five minutes. If a potential employer sees that you are a Twitter addict, then he or she will think twice before putting you on the clock!

Facebook (www.facebook.com)

What it is—originally launched as an online tool for Harvard undergrads to view profiles of their classmates, it has evolved into one of the largest social networking sites in the world.

How It Helps

• Notes—By posting a short comment on your job search, your friends will all see what you are doing. Notes tend to stay on your friend’s screens longer than a status update, and you can include more content.

• Status Updates—Similar to Twitter, you should update your status with positive comments about your job search so employers and recruiters can check your interest level. Your friends will also see your status and may pass along other opportunities.

• Tags—If you write a blog post that includes a reference to friends on Facebook, tag them. That way, their friends will be alerted to your post, and your message will spread more quickly.

What to Avoid

• Personal Pictures—Many people use Facebook to post pictures from various events throughout their lives to share with others. When actively interviewing, ask yourself the question, “What would my potential employer think of this picture?” If you have to think twice, then take it down temporarily. In general, pictures of family and friends are acceptable. Conversely, any pictures that show alcohol consumption, political views, or degrading pictures of the opposite sex are off limits.

• Privacy Settings—All the platforms mentioned here have them. The easiest way to avoid a social networking goof is to adjust your Privacy Settings to friends only, or approved members only during your career search.

You are now ready to move on to the actual interview. The next section covers some basic guidelines for behavior and logistics that I call Interview Mechanics.