Search Technology Blog

Is this a candidate market or an employer market?

AUTHOR: David M. Young – Managing Partner Search Technology

 Is this a candidate market or an employer market? We hear this question daily.  The short answer is … proceed with caution… it’s neither a candidate nor employer market.

     In speaking with our clients, feedback has been that the Houston economy has been impacted by the economy, the drilling moratorium, and most recently somewhat of a pause to understand the overall impact of legislation coming out of Washington DC.  Companies have trimmed their workforces over the past two years to absorb the impacts of the economic slowdown.  This has resulted in “pent up demand” for technology projects and in the third quarter of 2010, we started seeing companies move forward with these projects.  Companies are looking at hiring permanent employees, but in many cases, they are hiring short term contractors to bring the necessary skills to the table in order to complete these projects.  Staffing Industry Analyst, a national staffing research organization, has reported that nationally, companies have responded by increasing their contract workforce to the tune of a 32% increase year over year from August 2009 to August 2010. 

    Houston was slower than the rest of the country to absorb the effects of the recession but the prudent executives across Houston still trimmed their teams and instituted strategies to limit the impact of the downturn.  There are a number of companies in town who "laid off" employees and instituted hiring freezes. High-performing technologists were the last people laid off.  They were last out the door due to the fact that they are the ones maintaining enterprise systems, driving strategic projects, and are the lifeline to the information needed to assess the organizations’ health. Conversely, there are strong candidates that are looking because they were working on non-essential projects, were part of underperforming divisions that have uncertain futures or are worried about the health of the company based on how it responded to the downturn.  But does this mean there are a bounty of candidates and thus an employer market?  No, there are not nearly as many strong candidates as you might think.

     Currently, we see a problem with the perception of the market. Employers may believe there are an abundance of qualified/free people on the market.  An increase in the quantity of candidates does not translate to an increase in the quality of candidates.  Just because a candidate sees fewer opportunities due to the ramifications of the slowdown does not mean there are more qualified candidates from which to choose.  Why? 

     Great people are always hard to find.  Why is it tough in this market?  Candidates are concerned about the long term viability and financial stability of a prospective company and the long term value of changing jobs.  While many great candidates have been part of divisional cuts, many more underperformers were the first to be let go.  Candidates want to work, but great candidates want careers. 

Overall, the best way to characterize this market is one of Caution.  Employers that have openings are being overwhelmed with resumes.  This can result in that great candidate hidden in a pile of resumes.  Many companies are still on “hiring freezes”.  This may be a great strategy for the bottom line but the soft cost of straining employees due to longer hours and additional responsibilities can be detrimental to your human capital.  The end result will be an exodus of your valued assets. 

   The best advice we can offer an employer is to treat employees well, especially as you assess your needs in 2011.  Listen to them.  Be proactive about their retention instead of reacting when they express concerns.  Have a long-term outlook because the market is projected to return.  Take the time to keep the right people, and when you are hiring, be ready to invest the time to find the right people. 

 

The Unemployment rate is 4.4%….

AUTHOR: David M. Young – Managing Partner Search Technology

The Unemployment rate is 4.4%…

...if you have a college degree!  Over the past few years, attention to the Unemployment rate has picked up as it is a barometer of the economy.  For September 2010, the Bureau of Labor Statistics (BLS) identified the national unemployment rate as 9.6%.  This number is based on individuals who are 16 years of age and older who are eligible to be “in the workforce”.  For simplistic terms of this discussion, that means they are not retired, in prison, and are working or are actively looking for work.  This number is produced by the Bureau of Labor Statistics based upon a survey of 60,000 homes. 

 So if the national unemployment rate is 9.6%, how does “educational attainment” affect this rate?  It is also tracked, but not heavily reported upon.  For September 2010 the breakdown of the unemployment rate based upon educational attainment is as follows:

4.4%: College Degree

9.1%: Less than a bachelor’s degree

10.0%: High School graduate, no college

15.4%: Less than a high school diploma

 As you’d expect, based on the numbers, obtaining a College Degree assists on finding and keeping steady employment.  The attached graph displays unemployment numbers for September of each year going back to the year 2000.

As you can observe, these are interesting numbers.  What can be drawn from this data?  The obvious is that individuals who have not completed High School have a much harder time finding employment compared to someone who has obtained a 4 year college degree.  Additionally, as companies “run lean” during down economic times, individuals without a high school diploma are much more likely to be unemployed due to not having a specific skill for which they can have a long term career. 

And, as a recruiter, it highlights that even in the current times of high unemployment, 95% of college degreed individuals are employed.  Companies are seeking our assistance in finding and attracting future employees because they still are challenged in finding strong candidates.  And individuals with college degrees need our assistance on finding where they can be a strong asset in furthering their career.

 

 

 

 

Resumes - Power Words

AUTHOR: David M. Young – Managing Partner Search Technology

Words Matter!  That is especially so when it comes to your resume.  I read many resumes that read like a job description instead of reading like a summary of one’s career accomplishments separated by positions.  Often times I will also read a resume that uses the same word over and over again.  That word may be “Managed” or may be a phrase like “Was responsible for”.  Both of these are not good resume words.  And when they are repeated multiple times, all you do is lose your reader since they have already seen the word.  So how do you accomplish having a precise resume that accurately demonstrates what you bring to the table, while accurately demonstrating what you have done in your past positions.  I will expand further on what a resume reader is looking for in your resume next week.  This week, my challenge to you is to look over your resume and do two things.

1.)   Look at any descriptive word that you have used more than once.  Review my list at the end of this post and find another word which could be used to “spice” up and eliminate the repetition.

2.)  Review your resume and if it looks like a job description that could be anyone, change it and identify the specific things that you did which are unique and make sure they are highlighted.

 

The list below is a fairly exhaustive list, but it is not all inclusive.  Pull out a thesaurus and dictionary and use it.  It can only help to make your resume stand out.

 

A
accelerated
accomplished
accounted for
accrued
achieved
acquired
acted
adapted
adopted
addressed
adjusted
administered
advanced
advised
advocated
affirmed
aligned
alleviated
allocated
allotted
altered
analyzed
answered
anticipated
appeased
applied
appraised
approached
approved
arbitrated
articulated
assessed
assigned
attained
attended
audited
authored
authorized
automated
awarded

B
balanced
began
benchmarked
benefited
bid
billed
blended
bolstered
boosted
broadened
budgeted
built

C
calculated
calibrated
cemented
certified
chaired
challenged
championed
changed
charted
checked
chronicled
circulated
circumvented
cited
clarified
classified
coded
collaborated
collected
combined
commended
commissioned
communicated
compared
completed
composed
computed
conceived
concentrated
conceptualized
confirmed
consolidated
constructed
consulted
controlled
converted
conveyed
convinced
corresponded
counseled
created
cultivated
customized
cut

D
debated
debugged
decided
decoded
decreased
dedicated

defined
delegated
delineated
delivered
demonstrated
deployed
derived
described
designated
designed
detailed
detected
determined
developed
devised
diagnosed
directed
disbursed
discovered
discussed
dispatched
dispensed
displayed
disposed
disproved
dissected
dissolved
distributed
diversified
divided
doubled

E
earned
eased
edited
educated
effected
elected
elevated
elicited
eliminated
embraced
emphasized
empowered
enabled
ended
enforced
engaged
engineered
enhanced
enlisted
ensured
entered
enticed
equipped
estimated
evaluated
examined
exceeded
executed
exercised
exhibited
expanded
expedited
explained
explored
expressed
extended
extracted

F
facilitated
filled
finalized
financed
finished
fixed
focused
followed
forecasted
forged
formalized
formed
formulated
fortified
forwarded
fostered
founded
framed
fulfilled
funded
furnished
furthered

G
gained
garnered
gathered
gauged
generated
governed
graduated
grasped
greeted
grew
grouped
guided

H
halved
handled
headed
held
helped
honed
hosted

I
identified
ignited
illustrated
implemented
improved
improvised
included
incorporated
increased
indicated
induced
influenced
informed
infused
initiated
innovated
inspected
inspired
installed
instilled
instituted
instructed
insured
integrated
invented
invested
invigorated
invited
involved
isolated
issued
itemized

J
joined
judged
justified

L
launched
learned
lectured
leveraged
licensed
lifted
limited
linked
liquidated
listened
litigated
loaded
located
logged

M
made
maintained
managed
mandated
maneuvered
mapped
marked
marketed
mastered
maximized
measured
mediated
memorized
mentored
merged
minimized
mobilized
moderated
modified
molded
monitored
monopolized
motivated
mounted

N
named
narrated
navigated
negotiated
netted
neutralized
nominated
normalized
notified
nurtured

O
observed
obtained
offered
officiated
operated
optimized
orchestrated
ordered
oriented
originated
outlined
outperformed
overcame
overhauled
oversaw
owned

P
participated
partnered
passed
perceived
perfected
performed
persuaded
pioneered
placed
planned
played
prepared
presented
prioritized
processed
procured
produced
profiled
programmed
progressed
projected
promoted
proposed
protected
proved
provided
publicized
purchased
pursued

Q
quadrupled
qualified
quantified
queried
questioned
quoted

R
raised
rallied
ranked
rated
reached
realigned
realized
rearranged
rebuilt
received
recognized
recommended
reconciled
reconstructed
recorded
recovered
recruited
rectified
redesigned
redirected
reduced
re-engineered
referred
refocused

rehabilitated
registered
regulated
reinforced
reiterated
related
renegotiated
renewed
reorganized
represented
reproduced
requested
researched
reserved
resolved
responded
restored
restructured
retained
retooled
retrieved
returned
revamped
reversed
reviewed
revised
revitalized
revolutionized
rewarded
risked
rotated
routed

S
safeguarded
salvaged
saved
scanned
scheduled
screened
secured
seized
selected
separated
shaped
shared
sharpened
shipped
shortened
showed
signed
simplified
simulated
solved
sourced
sparked
spearheaded
specialized
specified
speculated
spent
sponsored
spurred
staffed
started
steered
stimulated
streamlined
strengthened
stretched
structured
submitted
succeeded
suggested
summarized
supervised
surpassed

T
teamed
tempered
tested
traced
tracked
trained
transformed
transitioned
tripled
troubleshot
turned

U
uncovered
underlined
underscored
undertook
unified
united
updated
upgraded
upheld
utilized

V
validated
valued
vaulted
verified
visualized
volunteered

W
won
worked
wrote

Y
yielded

Resumes - How do I address gaps, contracts/temp work, or re-entering the work force?

AUTHOR: David M. Young – Managing Partner Search Technology

When a potential employer is reviewing your resume, you have to remember that they are screening you in, not screening you out.  When people write resumes, they often forget this simple concept.  If there is something that you may be concerned about in your resume history, you must be intentional in addressing it as opposed to hoping it goes “un-noticed”.  Trust me … whatever it is, it will be noticed.

Some problems that you must address when you write your resume include:

-    An employment gap

-    Job Hopping

-    No Degree

-    Concurrent Jobs

-    Re-entering the workforce

Employment Gap – So what if you were laid off, took a leave from employment for personal reasons (sick relative, personal sickness) and were not employed, just took a long time to find a job?  Is this a concern for an employer?  Yes, why did you not work?  Is there an issue in your past? Were you not competent? Did you burn too many bridges?  These are all questions an employer might wonder.  So if there is a gap in employment, what can you do on your resume?  One quick and easy item if it is just a few months is to use years instead of months on your date of employment for past organizations.  You never want to lie on a resume, but if asked about months during an interview, you can then explain briefly…and at this point, you know the employer is interested because they have selected to interview you.  If your gap was for an extended period of time, stretching across years for instance, you need to etiher just leave it on your resume, or, if you did any consulting or related work, include that on your resume.  It will show initiative and drive. 

“Job Hopping” – Or a bunch of short term projects/contracts?  First off, don’t try and explain in the resume.  If these are independent consulting projects, then identify them as a single “grouping” of employment.  If you have a personal company, you can use that name (i.e. Smith consulting, or John Doe Enterprises.)  If not a common company, then group this effort under a single title.  Don’t over explain, rather be ready to discuss in an interview.  But, if you present appropriately, truthfully, and show the associated skills used, you will create conversation in your favor during an interview. 

No Degree – You never finished your degree and it is commonly required in your field.  You could address this by not addressing it and not include educational background.  But again, never lie.  You could show hours achieved towards your degree or hours remaining to earn your degree, but only do this if you plan on completing your degree.  If not having a degree is keeping you from gaining employment, then it is time to pull up your boots and just get it done.  Once you have a degree, it is no longer a concern and often times just having a degree is required, not a specific degree.

Concurrent jobs – You had to work two jobs to make ends meet, or you worked your full time job and were an advisor for another job.  If you show these as two simultaneous jobs, an employer may question your loyalty or that you may get distracted.  You want them to know you are a hard worker and will be dedicated.  If you held two roles for a single employer, then no issue.  Jus list the employer and then show each job as separate duties.  But if for two separate employers, you should either show both roles and give simultaneous dates and be ready to discuss, or if one is a very minor role that never required much time, do not list it.  But remember, most importantly, always be honest…don’t change dates. 

Reentering the workforce – You stayed home to raise kids, you had an elongated health issue, or something along these lines and it has required you to reenter the workforce after not working for many years.  Most importantly, that is fine.  It allows an employer to understand what is important to you.  Never put “sabbatical” on a resume as it just raises more questions and may lend someone to thinking you are lazy.  Rather leave the gap in place.  If you did some applicable volunteer work or education while you were out of the workforce, then list that work.  You may have handled the PTA budget,  you might have managed people as a volunteer, did you develop programs that solved problems?  Were you involved in fundraising or worked as part of team?  Life experiences can be applicable.  Note them, but be careful to not water down your resume with experience that is not applicable to your field.  Rather list the roles and allow them to speak for themselves (that is that you will work hard at whatever you do.)

There are so many more issues that can be “red flags” on a resume, but these items discussed above cover most of the main ones.  Of course on each specific concern, there is so much more to think about.  Google your concern and see what other experts have to say.  Then embrace what makes sense and don’t follow advice if it does not make since to you.  Your resume is exactly that….YOUR RESUME, and no one else’s.

Resumes - Formatting…Fonts and Margins do matter…..

AUTHOR: David M. Young – Managing Partner Search Technology

I review resumes daily.  When I see a resume “stand out” it is most likely not for reasons that the owner would want.  There is a subtle line between making your resume stand out like a sore thumb and making it stand out as a level above everyone else due to your polish, presentation and professionalism.  People often forget that their resume is viewed on another computer that has default fonts, views, and other methods of seeing the resume that may not be consistent with their own.  Additionally, people are often asked to past a resume into an employers website.  As a recruiter, I often have to submit a resume through HR and must past in the resume.  We may already have an interview and possibly an offer, but if the resume has pictures, crazy font, or other atypical components, it prevents the ability to get the resume submitted.  Our policy is that we will never make a change to a resume but will instead have the owner of the resume make the change.  I should not say “never” as there are always exceptions, but you get the idea.  So to stay with my “list” theme, I thought it easiest to highlight for you how to format your resume with the following list.

 

Resume formatting

-    Bold and enlarge your name at the top.  Do not do this at the bottom, do not do this in a footer, do not run it down the side and take up valuable real estate on your resume.  You are wanting someone to remember your name, lead with it.  Include your name on each page of the resume.  Also include a manner in which you can be contacted (email or phone) on each page. 

-    Do not include a head shot of yourself, other pictures, images, logos, or graphics in your resume.  Yes, you may feel that graphics may help your resume stand out, but these will be lost and often times show up awkwardly depending on the end users base software capabilities.  Many emails convert your resume to html for preview mode and these will appear as broken links.

-    Do not use a unique and eye catching font.  This may seem strange, but non-standard fonts are not installed on all business computers.  As a result, if the user does not have the desired type of font, the resume will be translated into their base font poorly, and worst case, may become unreadable.  Recommended standard fonts include: Arial, Times New Roman, Arial, Verdana, Century, and Courier.

-    Font size should not be less than 10pt and not larger than 12pt, except for your name and headings.  Less than 10 pt and the resume is hard to read.  Larger than 12 pt and it will not look professional.  Ideally you can use an 11pt font.

-    Do not use a picture frame border and shading.  This includes a simple line framing the entire resume (an outer square) or MS Words page borders.  Borders and shading are often stripped from corporate readers and software versions and can result in your user not being able to read your resume.

-    Keep the sections lined up and consistent.  If you lead with a title in one section, do so in the other sections.  If you spell out the state abbreviation in one section or your personal contact, do so throughout the resume. 

-    Place “Continued” at the bottom of each page, and your name and “Page #” at the top of the next page. 

-    Utilize Bolding and italics, but do not overuse.

-    Readers eyes will read right to left and top to bottom.  A users eyes will be drawn to numbers along with bold words. 

-    Do not use a series of underscores to represent a line break.  Instead use the standard line break in Word.

-    Use standard margins.  The MS-Word Document to HTML conversion is optimized for the default margins a provided by word.  The standard margins should be one-half to one inch.  You need white space.  If you have too little white space in the margins, readers will see less of the words in your resume when they “scan” it. 

-    Do not use tabs or spaces for spacing text.  Use MS-Word alignment and indent features instead.  Tabs and spaces can be lost when users open your resume and they do not have the same default formatting in Word.

-    RUN SPELLCHECKER

-    Proof, Proof, Proof

Once you have formatted your resume, step away.  After a break, review it and make a quick glance to see what stands out to you and if your resume is easy to review.  Ask someone who will give you honest feedback what they think.  If your resume is hard to see (not read, but really see due to font size or layout) you may lose your reader before they even read a word.  Remember, an employer is really screening you in, not screening you out. 

 

 

Resumes - What not to do…..

AUTHOR: David M. Young – Managing Partner Search Technology

Last week I identified numerous questions that I receive from candidates when we discuss their resume and the job search process.  As we dive deeper on resumes, let’s first identify what you should not do on your resume.

 

The Don’ts of resumes!

-    Never Lie or “stretch the truth”.   Don’t “tweak” dates or titles on your resume to hide the fact that you have been unemployed, switched jobs frequently, or that you held low-level positions.  If a prospective employer conducts a background check and discovers that you lied, you will be eliminated immediately from consideration

-    Don’t send a resume that contains miss-spellings.  If you cannot take the time to proofread your resume, then you are not going to take the time to do your job well.

-    Don’t include reasons why you are no longer at a company.  I see resumes that will have an employer name, position title and then “company downsized, company was acquired, division was severed, “laid off”, left for better opportunity, left for career opportunity, spouse moved, etc.  People indicate that they are asked why they left a company and to save explanation will include this on the resume.  That is what you do not want to do.  If this is a question, you want to have the chance to have a discussion.  Someone is obviously interested, then that is great as you may get an interview.  An objective of a resume is to get an interview.  If you answer a question that has not been asked, you might get eliminated without ever having a chance to demonstrate why you are great for the job.

-    Don’t include references.  References belong at a later stage of the interview process.  Have a separate page listing your references that you keep with you and can provide if asked during an interview. 

-    Don’t leave out the locations of your past jobs (city and state).  Employers expect this information but many resumes do not include it.

-    Don’t use expressions like “Duties included” or “Responsible for”.  This is job description language, not “home run” resume language.  It sounds like you understand how to just “get by” and do the job.  This language is not what you’ll see on the future organizational leader’s resume who will improve the role and find new ways to do the job.

-    Don’t attach extra papers to your resume.  This means do not include transcripts, letters of recommendation or awards, or past performance reviews.  Yes, I have seen all of these added to a resume.  If needed, you will be asked for these at the appropriate time and then you can provide them.  Additionally, sometimes confidential information is included on extra papers and you do not know who might see this information or who might be handed your resume. 

-    Don’t provide personal information.  Personal information does not belong on a resume.  International resumes may need some of this, but you will know based on the specific organizations instructions and should only include for that specific resume submittal.  Information on your marital status, age, race, family, height, age, date of birth, social security number, names of former supervisors, picture of yourself, salary information, or potentially controversial information such as church affiliation or political affiliations should not be provided unless asked and generally is done so on a job application outside of the resume.

-    Don’t use justified or centered text blocks; they put inconsistent spaces between words.  Make your paragraphs left justified, or “flush left”. 

-    Don’t highlight skills and job activities that you do not want to do, even if they represent great strengths.  Why describe how great your typing skills are if you do not want to type.  Or why discuss how great you are at powerpoint presentations if you do not want to present powerpoint presentations.  These are simple examples, but provide clarification of this.  Instead, you can note this skill or strength, but spend tiem discussing yoru strengths on the roles you want to take on.

-    Don’t repeat the same action words throughout your resume.  Instead of using the verb “led” over and over (I have seen this recently), pull out the thesaurus and mix in terms like accelerated, established, reengineered. 

-    Don’t use more detail than needed to convey your accomplishments.  Dense, paragraph sized bulled points are tough to read.  A great rule of thumb is to limit each bullet point to one to two lines of text with three to five accomplishments for each position.

-    Don’t make your resume a list of your job duties…make it a list of your accomplishments.  Integrate your responsibilities into your descriptions of your accomplishments.

-    Don’t use clichéd adjectives like dynamic or self-starting.  Let the details of your resume convince the employer that you have these qualities.

Yes, this is a long list of don’ts.  As you review them, many probably seem like common sense to you.  But as I speak with folks who are working on resumes, there seems to always be one or two of the above “don’ts” that they have not thought about, or don’t agree with based purely on always violating this “don’t”.  I can explain in much more detail on the above, but just as in a resume I have tried to be as brief and precise as possible while still stating my point. 

When writing your resume, always think of your audience.  Why do you have a resume?  To get a job, and the first step is to get an interview.  How does your resume get you an interview? It does this by being a professional, polished, clear, and accurate representation of your work accomplishments and ability.

Resumes - Defined....

AUTHOR: David M. Young – Managing Partner Search Technology

Over the next several weeks, we are going to discuss resumes.  This is not a small subject when it pertains to your job search.  Your resume is a reflection of you, your work history, and most importantly, what you can bring to the table to add value to your future employer.  Even if you are sharing your resume with friends, make sure you have a high bar as your target on presenting yourself.  Friends know you and a great resume will "Wow" them and only serve to increase their desire to be a lead generator in your job search.  Of course, in cases where you are giving a resume to someone you don’t know, then they will make judgements on your career, capabilities, and value based purely on the written word in your resume.

So where do we start?   As you begin to develop, refine, market, distribute, apply, and present your resume, what are the questions you will uncover?

-    Do I need a resume?

-    How long should it be?

-    What makes my resume stand out if I post it online?

-    What do I include and what should I not include?

-    What are Power words and are they necessary?

-    What is an online resume?

-    Should I post my resume on Social Network sites (Linked-In)?

-    Is there a difference between my online resume and my “hard copy” resume?

-    Does formatting matter in today’s electronic age?

-    Is a cover letter necessary?

-    Should I put references on my resume…Nobody does?

-    What are common miscues on resumes?

-    What is a “CV” and is it different from a resume?

-    Are there “types” of resumes?  (executive, management, general, sales, broad)

-    Should I have multiple versions of my resume?

-    Does formatting matter?

-    Is a professional resume writer worth it?

-    How do I address employment gaps during times when I was searching for a job?

-    How far back should I go on my resume?

-    I’m 60 years old, how can I make sure my age is not an issue?

-    Should I have links to my facebook and twitter accounts?

-    Should I have a URL (Website)  that is my resume?

-    Should I have business cards that are generic and have my name and title aspirations?

-    Do I need a personal marketing plan?

-    Does volunteer work help your resume and should I include it?

 

Resumes can be an exhaustive topic when it comes to your job search.  We will cover the above questions and much more.  The bottom line, your resume does matter…it is a reflection of your career, so spend time working it and make it count. Stay tuned as we break down the resume….

Networking 101 - Follow up matters

AUTHOR: David M. Young – Managing Partner Search Technology

In a previous blog, we discussed how to identify your professional network, expand your professional network, and options on how to approach your network during your job search.  Leaders not only have a strong professional network, but they know how to make strong impressions.  Many know how to make a great impression when talking with or meeting with someone, but often that is where they stop.  What you do after meeting with someone can make or break you and often times we don't realize this.

Once you have met with someone (either via phone or in person) here are some tips that will ensure they won’t forget you.

1.)   Send a thank you within 24 hours of your meeting.  This can be via email or a hand written note.  In today’s electronic age, an email can be appropriate, but maintain a professional letter mentality.  Informality, even when you have a strong bond with the other individual, can tarnish the professional image the other party may have of you.  (And you never know who they may forward your note to)

2.)  Make sure they see your name 6 times – Don’t stop with one thank you.  You may have heard that the human brain can remember something once you have seen it 5 or 6 times.  This applies to you in your job search.  Meeting with someone is the start of a relationship.  If your conversation turned towards who they may know that could assist you or a potential job, you want that person to continue to think of you as they meet their friends and network.  The best manner to do that is to be fresh on their mind.  You do this by staying in front of them via email and letters.  Remember to always have your contact phone and email within the body of every note you send. Suggested contact points are:

a.)  Send a thank you after meeting with them. 

b.)  Send a brief note once you have made contact with their referral

c.)   Send another note after meeting with their referral. 

d.)  3 – 4 weeks after your initial meeting with them, send another note.  This may be an update on your status, a follow up thank you with a request to let you know of any follow up thoughts, or a revised and updated resume.  

e.)  When you accomplish your goal from that meeting ( take a new job), let your network know.  If possible, take the time to send handwritten and personalized notes. 

f.)    If after 60 days you still have not closed on a job, send another email and possibly request a follow up meeting.  Then start the process again.

3.)  Be personal and don’t send form letters.  These notes require a little bit of time.  If you send a form letter, or seem disinterested, you will not distinguish yourself from anyone else.  If you are just going through the motions, then your network contact will only be going through the motions as well.

4.)  Do this for everyone.  It could be the friend of your spouse, it could be the coach of your child who points you to someone, it could be a recruiter, or it could be that person that gives you a name in passing.  They will be impressed if you took the time to touch base with them when they did not feel like they may have done much.  At that point, human nature will kick in and they will do more. 

When you invest time in the people who assist you in your job search, they will invest time in you.

Your personal network and your job search....

AUTHOR: David M. Young – Managing Partner Search Technology

Over the course of this year, I have met with an increasing number of senior level folks who are exploring the job market.  Their reasons vary...they include corporate acquisitions, divisional closings, individual lay-offs, concern about stability of their company, and being asked to pick up the job of 3 others who are gone while still fulfilling their current responsibilities.  I have also spoken to numerous candidates who are exploring for reasons within their control including reduced travel, more income, greater responsibility, and increased job satisfaction.

Regardless of the reasons, I consistently hear one comment from senior level candidates…

-   I have never had to look for a job

-   My resume has not been updated in 10 years

-   I have not talked to a recruiter in my past job searches

-   I don’t have a resume

-   I have always been employed, never “between jobs”

So people are saying, “what should I do?”  Our guidance includes several items.  One of which is to identify, evaluate, and leverage your network.  Well, that sounds great, but what does this mean.  Specifically,

1.)  I challenge folks to think about anyone they know who will take their call and would be open to helping.  This could be former bosses, former peers, and former direct reports.  It could be people in your neighborhood, friends from church, or friends of the family. 

2.)  Put this list together.  Your minimum target should be 20 names.  This may be a stretch, or it may be easy.  Either way, stretch yourself, or if easy, be intentional on your targets.

3.)  Your objective will not be to call these folks and ask for a job, but rather call them and ask to meet for 15 minutes.  Let them know you are exploring the job market and would love to get their insight.  When you meet with them, your end objective is to see if they can give you 2 more names that you could contact who might be able to assist you on targeting your next job.  If you get 2 names from everyone, you now have a network of 60 people who have their eyes open for you. 

4.)  Now call them.  If they do not answer, leave a message that you would love to talk with them /catch up with them / are seeking their assistance if they can give you 15 minutes.  Don’t email and wait.  Email is something to be used as a follow up and confirmation tool.  Call…Call…Call…What if a person does not respond, well then pull them off your list and replace them with someone else.

 

If approached in a friendly manner, people are generally willing to help.  And getting two names from your friends and associates is not asking them to do all the work for you. 

Of course, this takes time, so plan your time.  Know when your meetings are.  If someone cannot meet in person, well then talk via phone, but if you take the time to invest and meet with them for 15 minutes, people are much more likely to spend their time and work for you.  If they see you are serious and intentional on this, they will be as well.

Of course, there are so many more aspects and things you can do on networking.  But you have to have a network in order to start…

Next week's blog: I met with my network...now what?

I’m looking for a job ….what next …(The job search process explored)

Written by: David Young, Managing Partner, Search Technology  

You have decided to look for your next position.  It may be you are being forced to look due to layoff, termination, company shutting down/bankruptcy, or life has brought so much change that you need a career change as well.  Or, you may be perfectly fine in your current role, but you have decided it is time to see what else is “out there”.  So what do you do next? 

I firmly believe if you are really going to be effective as you explore for your next position, you must be intentional, process minded, and diligent.  If you just wait for the position to come to you, you may or may not ever find that great role you are seeking. 

So, let’s explore the basics of the job search process.  In the coming months, this blog will expand on these individual components of the job search in much greater detail.  Let’s first layout the “roadmap” that you need to follow at a summary level and then we can expand as we move forward: 

Networking – Whether in the job search or not, the most effective individuals in the professional world have some sort of network.  It may be as simple as a technical expert who is recognized online in various forums as the answer guy.  Or you may have a handful of past and present associates that you keep in touch with.  Many folks go to work and go home.  We will dive in more detail on making sure that your professional reach is much greater than just those you see regularly.  The most effective people in their job search have at least 10 people that are not only aware they are open to another opportunity, but invariably, these people in your network are where you will find your next position.

Resume – In today’s day and time, you must have a resume.  It may be as simple as a linked-in profile, or as standard as a hard copy resume.  But regardless, your resume should not just be a history of where you have worked.  A well written and targeted resume makes the difference between you and the next person.  Check back in the coming weeks as we discuss resumes, tips and tricks, as well as provide some sample suggestions on how to have a power resume.

Actively and Passively searching – More to come on this,  some say they are not really looking, but open to new opportunities, others are in an all intensive search.  Regardless, we’ll give some insight on how to pursue the market regardless of where you are in the job search.

Applying/submitting – Should you submit your resume blindly on line?  Should you trust your friend who “knows” someone?  Good questions and there are definitely some keys to making sure your resume is seen by the decision makers.

Interviewing – It is both an art and a science.  Some are not versed on either, while others feel that once they are in front of the hiring manager, they will get the job.  Well, in today’s economy, we are seeing that this is no longer holding true.  How can you make sure you get a job offer when you walk out of the interview.  Future blogging Insight from the team at Search Technology will give you the keys to getting that offer.

Offer Negotiation – You have the offer, but the job search is not over.  How to negotiate, and make it a win/win for all involved.  Too many times you try to negotiate and it only ends up as a lose / lose.

Acceptance and Pre-start – You’ve accepted the job, now is the time you impress and differentiate yourself to your new boss. 

Resigning your old position – Are you ready for a counter offer?  Are you ready to be escorted out?  Are you ready to give two weeks but be asked to stay on to complete the project?  Don’t burn bridges and be ready to resign professionally. 

Starting – The job search process is not over.  You have a start date, but the shining stars continue to want the job even after they have it.  We will blog with some further thoughts on how to be the best employee the organization has.  Become irreplaceable so that you will always be paid well, happy with your responsibilities, and never need to look for a job again.

After the start, what next? – is the job search over?  We’ll address this.

The above parts of the job search process will be surgically explored.  Come back to blog.searchtechhouston.com and we will provide more insight for you in the job search.