Making Yourself an Untouchable

I'm about halfway through Thomas Friedman's book, The World is Flat. It's been a very interesting read so far as he describes how the world is getting flatter --- his view of globalization of the economy & the affects of outsourcing on American workers.

There is an important lesson for jobseekers in the book.

He talks about how american workers need to make themselves "untouchable" so that they are always in demand. Consider this passage...

"The way I like to think about this for our society as a whole is that every person should figure out how to make himself or herself into an untouchable. Thats right. When the world goes flat, the caste system gets turned upside down. In India untouchables may be the lowest social class, but in a flat world everyone one should want to be an untouchable. Untouchables, in my lexicon, are people whose jobs cannot be outsourced."

He also has a great line you can tell your kids...

"My advice to them in this flat world is very brief and blunt: Girls, when I was growing up, my parents used to say to me, Tom, finish your dinner--people in India and China are starving. My advice to you is: Girls finish your homework--people in China and India are starving for your jobs."

The bottom line for job seekers is that you need to take responsibility for your own career. You must constantly try and better yourself by learning new skills. Adaptability is the key. Those who can adapt and adjust to new challenges (i.e. different jobs) will be the ones who always have job security.

I am reminded of my own career path as an example of 'adaptability'. I used to work for the IT advisory firm, Gartner, Inc. At age 27, I joined them as a Research Associate where I assisted their Analysts and clients. After a year and a half in that job I wanted to do something else so I joined the Help Desk in their IT dept. I didn't know a lot about computers but I was determined to do it. I learned quickly and after 6 months I was the senior member of the group (everyone I started with quit or moved laterally). During my year at the Help Desk I developed a curiosity for the web and I convinced their web site manager to let me work for him as a Web Author. There I learned HTML and my love affair with the web began.

Those early jobs at Gartner gave me the foundation for my career that has carried me to where I am today. Self employed with my own internet business.

By constantly learning and seeking new opportunities I developed new skills that enabled my career path. Today's job seeker needs to learn 'how to learn' so that each can be assured their skills will always be in demand.

Three-quarters of employees looking for new jobs, study says

Seventy-six percent of employees are looking for new employment opportunities, according to the 2005 U.S. Job Recovery and Retention Survey released today by the Society for Human Resource Management (SHRM) and CareerJournal.com (http://www.careerjournal.com/).

Sixty-five percent of HR professionals indicated that they were concerned about the voluntary resignations at their organizations. To prevent a mass exodus, nearly half of the organizations surveyed are implementing special retention processes to keep their employees.

“Offering competitive salaries for the market is important to employees, however, compensation alone is not sufficient for a complete retention strategy,” said Susan R. Meisinger, SPHR, president and CEO of SHRM. “Career-development opportunities and work/life balance are important for today’s employee, and employers must consider these types of issues in their retention practices if they want to develop successful organizations.”

I would also add that employee/manager relationships are also a MAIN reason why people are looking to leave. As I chomped on some juicy turkey thursday at my in-laws, the topic of conversation seemed to be how everyone hated their boss. A couple of people mentioned how insane their boss' behavior is getting and how it's affecting their work. One relative said that her boss would snap at him everytime he walked into her office to give her something. The last time he went into her office, just before Thanksgiving, she was pounding the keyboard in anger because of some computer error. Needless to say, she quickly dismissed him with a groan and wave of the hand.

It's a real shame since this person used to really love his job as a Credit Manager with a large television network. He's not looking to leave because of money or lack of career path. He's looking to leave because of the relationship with his boss.

I would argue that of the 76% of workers mentioned above, a large percentage of them also want to leave because of treatment they receive from their boss.

Some people just aren't cut out to manage other people. Employers should carefully consider the people they promote, otherwise the mass exodus will continue.

Now your resume get just 3 seconds to impress

It used to be that a resume would get about 7-10 seconds of attention before it got tossed. These days I'm reading more articles that suggest 3 seconds is now the rule.

This means that your resume must be brief. So say who you are and why you qualify.

If you are sending it via email, think of the screen "real estate". Only the top 1/3 or 1/2 will be visible, so make sure the most relevant information about your qualifications are in that top section.

Recruiters and hiring managers are swamped as it is, ...do them a favor and send them a resume that is brief & concise.

New Blog on the Block: Wired & Hired

"And I want the rest of you cowboys to know something, there's a new sheriff in town. And his name is Reggie Hammond. So Y'all be cool. Right on."

-Eddie Murphy, 48 Hours

Our blog world just got a little bigger. I want to give a shout out to a new "Blog on the Block" thats worth the trip. Check out Wired & Hired, a new blog for job seekers by the recruiters who love them. Written with lots of great advice and humor, Wired and Hired seeks to help professionals be more successful in their job search.

Contributors include Katie Brinkworth, Mariel Reynolds, Vanessa Willard, Shelley Willems, and Robin May. They derive themselves from TalentZoo. And hey, they're already sparking debate. Shelley's first post about recruiter's pet peeves has already created a slew of negative comments.

Shelley I'm on your side with this one. I hear the same thing everyday from hiring managers about unqualified applicants.

Anyway ladies, thanks for the Blog Roll link. Welcome to the neighborhood.

Musings from the Job Search World

* Jobster launched a cool new feature that displays real-time searches on their network. It's an interesting way to see which jobs and locations across the U.S. are being searched.

* Is it me or is CareerBuilder becoming the Wal-Mart of the web? Their jobs are everywhere from the newly launched Google Base, to radio station web sites, to AOL. If you're a jobseeker there is no escape from the Career Builder effect.

* Must Read: Hire calling: In the online era, resumes are still an art

This is my last post before Turkey Day. I wish everyone a safe and happy thanksgiving. Many of us have so much to be thankful for compared to the victims of Katrina. As I watched their story on Nova last night, it truly humbled me.

Are social networks ready for prime time?

A new article suggests that social networks (aka LinkedIn, Friendster) are gaining steam in popularity and function. In the past they have struggled somewhat in finding their place with online users. For job seekers, their allure has always been strong. After all its not what you know but who - that usually connects you to a job lead.

Social Networking 3.0
The third generation of social-networking technology has hit the Web, and it's about content as much as contacts.

If there were a competition for "Internet Buzzword of the Year," last year's winner would have been "social networking," as a cohort of companies such as Ryze, Tribe, LinkedIn, Friendster, Spoke, and Visible Path, rolled out new or improved services that let Web users create online mirrors of their circle of real-life acquaintances. The idea was mainly to let users build online profiles that advertised their interests and to help them connect with friends and friends-of-friends around one of those interests -- whether it be finding a job, making a sale, or repairing an old motorcycle.

But with the exception of Friendster and Myspace, the initial response to these services among average Internet users was sluggish. Many users signed up for one or more services, created online profiles, formed connections with a few acquaintances, and drifted away, uncertain about how to use the networks.

But today, not only have all of these companies survived; they're experiencing record growth, introducing new technology and new money-making features, and being joined by sophisticated new competitors such as iMeem. Moreover, they're joining the parade of sites offering "rich media" -- the big buzzword of 2005 -- by encouraging users to share their own content online, including photos, videos, music, and other digital files.

Read the full article

http://www.technologyreview.com/InfoTech-Networks/wtr_15908,258,p1.html

Improve Your Job Search Skills with the Five O'Clock Club

I always thought the Five O'Clock Club was just a basic networking group but thanks to the folks at Landed.fm I now know different. Turns out they actually have a proven job search methodology for finding work. They claim the average person who joins the club gets a job in about 10 weeks. If you have time, check out Peter Clayton's recent interview with their founder Kate Wendelton.

New Tool for Unlocking the Hidden Job Market

To help job hunters unlock the “hidden job market” more effectively, CareerJournal.com—The Wall Street Journal’s executive career site—has launched SelectRecruiters, a new recruiter search tool powered by Kennedy Information.

SelectRecruiters uses a comprehensive “Executive Recruiter” database, allowing job seekers to identify the most relevant recruiters by searching criteria such as geography, industry, function, specialty, fee structure and pay range.

Once the most relevant recruiters have been identified, users can download contact data spreadsheets, PDFs for label printing, and other tools to manage contacts with executive recruiters—by email, mail, fax or telephone. Per-contact download costs start at 75 cents per record.

Marketing Tips for Job Seekers

Marketing techniques are designed for bringing in leads. As a job seeker, these techniques can make your job search that much shorter by securing more interviews and getting the attention of the hiring managers.

As a job board owner I often market my sites services to HR managers and recruiters. I thought I would share some of my marketing tips which translate well for any job seeker.

The first tip is to determine the best time of day to contact them. I have found that the morning is usually the best time. Whether you are calling, emailing or faxing, most recruiters are at their desk between 9am-11am. You will have more success if you target them in this timeframe. Also there is one day of the week that is extremely poor for reaching them --- mondays. They're just too busy dealing with resumes and getting their week in order to notice anything so give them mondays to organized themselves and you'll find them more approachable as the week goes on.

Second, think about using hand written notes/letters. I mail out sales postcards with handwritten notes on them. This personal approach goes a long way towards getting their attention. As a job seeker you could create a résumé postcard and on the back write why they should interview you.

Marketing is your key to job search success!

Seasonal Job Hunting Tips

Where to find seasonal jobs?
During the holiday season there are some traditional types of businesses are always hiring. They include;

~ Shipping companies such as UPS & FedEx
~ Hotels and resorts
~ Restaurants
~ Retail stores
~ Manufacturing companies
~ Catering firms

Most of these companies allow job seekers to walk in and fill out applications on the spot. Some will even interview you the same day.

Online sites are also a great source for seasonal jobs, visit ~ http://www.snagajob.com/ ~

Start your search early
Do not start looking on Black Friday, (the day after Thanksgiving). This is the busiest shopping day of the year and managers will not have time to talk to you nor hire you. They want their staff in place before such. Begin your search weeks before the rush.

Temporary Staffing Agencies
Contact and register with a couple of temporary staffing agencies. Once again, contact these firms early. Often these agencies have the inside scoop to many seasonal - help positions because they have been supplying talent to these companies for many years.

Interview Tips
When you secure an interview dress appropriately for the job. At least present yourself in business-causal attire. When you interview, smile and be very enthusiastic.

~ Be flexible either with shifts and/or assignments.
~ Tell them you are willing to learn new skills.
~ Make sure you have reliable transportation to and from the employer.
~ If you are interviewing for a job in a retail clothing store, try to show up dressed in an outfit from that store.

Even a great resume can be ignored

Believe it or not, sometimes even the best resume's can go unnoticed. Here are some reason's why it happens.

1. The position has already been filled. Sometimes the job you see has been online for 6 weeks and the company has already hired someone.

2. The employers "hiring cycle" is very long. Due to company politcs and other unforseen reasons (budgets cuts, hiring freezes, etc.), they drag their heels about filling the position.

3. It may be a false ad. Some recruiters have been known to post generic ads in order to collect resumes.

4. Picky hiring managers. The preferences of certain hiring managers can often be eccentric or inconsistent. There are some HR folks who want exact matches to the job they posted. If your missing one thing from your resume, that could be the reason.

5. Too many resumes in the pile. A recruiters desk can get innundated with resumes. In these cases, many of them just get lost in the shuffle no matter how good they are.

CFOs Say Job Applicants Make Most Mistakes During Interviews

Nov. 10, 2005 (SmartPros) — Acing the interview is no easy feat, a new survey shows. Nearly one-third of CFOs polled believe job applicants make more missteps at this stage of the hiring process than at any other.

The survey, developed by Robert Half Finance & Accounting, asked more than 1,400 CFOs, "In which of the following job application areas do you feel candidates make the most mistakes?"

Their responses:

Interview 32%

Resume 21%

Cover letter 9%

Reference checks 9%

Interview follow-up 7%

Screening call 6%

Other 2%

Don't know/no answer 14%

"Not knowing enough about the company or position, displaying a bad attitude or inquiring about compensation prematurely can all leave a negative impression with hiring managers," said Max Messmer, chairman of Robert Half Finance & Accounting and author of Job Hunting for Dummies. "For job seekers, the interview represents a time to shine. Thorough preparation -- including researching the employer, rehearsing responses to common questions and understanding appropriate topics to discuss -- is the key to avoiding potential pitfalls."

According to Messmer, how candidates behave during an interview is often viewed as a barometer of how they will perform if hired.

"Accounting professionals must be able to present complex data and concepts to senior executives, clients and colleagues in other departments, many of whom may not have financial backgrounds," he said. "By effectively delivering information in a challenging situation such as the job interview, accountants can prove they possess the communication skills required to be successful."

The resume also is a critical job search tool, Messmer added. "The most fail-safe method for ensuring all application materials are error-free is to have a friend or family member review them before they are submitted."

How to Save Your Job Amid a Company Merger

News Story by Arlene S. Hirsch

NOVEMBER 08, 2005 (CAREERJOURNAL) - When news of a merger or acquisition breaks, anxieties escalate in the organizations involved. Rumors about what will happen run rampant, and many employees who fear losing jobs scramble to write resumes. In many cases, their fears are justified.

Those most at risk following a merger include employees working in duplicated roles and those whose value to the organization isn't clearly apparent. Others who are vulnerable include poor performers and employees who resist change.

"There are real reasons to be anxious in certain kinds of mergers," says Susan Maloney Meyer, CEO of Arc Leadership, an executive-coaching firm in Chicago. "The key is to turn that anxiety into something positive and really use it."

Lee Rosenthal wished he had taken a more active role when his employer, direct marketer Metromail, was acquired by Experian, a global information-services company, in 1998. Since he had a good reputation and relationship with his bosses, the information-product manager expected to be given a satisfying job in the postmerger company. He was wrong.

Following the acquisition, he was never sure what he was supposed to do. In the end, he resigned voluntarily. In hindsight, Rosenthal believes he should have introduced himself and showcased his capabilities more forcefully. "I learned the hard way that you always need to take care of yourself," he says. "No matter how good your relationships are, you can't expect other people to do that for you."

Learning From Experience
Rosenthal decided to do things differently when it happened to him again. He was vice president of client services at Chicago list company Markets on Demand in 2002, when it was acquired by Acxiom Corp., a customer and information-management company in Little Rock, Ark.
This time, he was part of Markets on Demand's management team, so he knew what was happening and when. Although his job was vulnerable because of redundant functions, he lobbied strongly on his own behalf.

"I was very proactive to seek out my new boss and very positive in speaking about the future," says Rosenthal. "I made it my job to make him think I was a critical part of the company, someone whom he needed in order to be successful and someone he could trust."
Rosenthal also volunteered to be a liaison to the new company's human-resources and finance executives during the integration. This broadened his exposure and helped him to meet more people. Eventually, he became friends with the lead HR specialist, who explained the acquiring company's culture and how best to navigate it.

John Ardis, vice president of corporate strategy at ValueClick Inc. in Westlake Village, Calif., has helped manage the acquisitions of several companies since joining the Internet advertising company in 2001. Being a good performer is often the key to whether you'll stay or go, he says.
"What many people don't realize is that by the time a merger is announced, a lot of decisions have already been made," says Ardis. "If you weren't performing well before the merger took place, it may be time for you to consider other options."

If you want to stay, now is the time to step up to the plate and make a contribution. "The first thing we look for is redundancies," he says. "Where there are obvious redundancies, we tend to look for who's the stronger one. The bottom line is that you have to be a rock-solid performer."

Team Players
Even if you hold a duplicate role, positioning yourself as a team player can improve your prospects. Reach out to executives from the acquirer and help wherever you can. Executives who understand the reasons behind a merger and the strengths of the two companies are more likely to thrive following a deal, while those who don't often flounder or are let go.
Volunteer for the transition team. "You need to take on some responsibility. Step out and understand what the acquirer really needs and what you can do to help," says Maloney.
By participating in the transition, you may be able to identify potential job opportunities or persuade decision-makers to find a new role for you after the reorganization, says Susan Cramm, president of Valuedance, an executive-coaching firm for IT professionals in San Clemente, Calif. "Raise your hand," says Cramm. "See if you get yourself assigned to the transition team so that you can be close to the decision-making process."

Attitude Adjustments
Being perceived as an obstacle to change is a red flag that may lead to your ouster, says Cramm. Rosenthal says one co-worker nearly lost her job because she seemed to disapprove of the deal with Acxiom. The employee was given coaching, which helped to change her attitude and save her job, he says.

An employee who worked with Cramm at a company involved in an automotive merger behaved the same way. He didn't say he disliked the deal but showed his disapproval in other ways, for instance, adopting a wait-and-see attitude rather than being helpful. "He may as well have painted a bull's-eye on his shirt, because he called attention to himself in [the wrong] way," says Cramm.

Having a good attitude and offering to help during a merger transition is never risky, she says. The real risk "is denying reality, hiding, being negative."

Ardis adds: "Be very, very useful. Ask the question: 'How can I help?' While everyone else is hiding in the bushes and hoping it will go away, you can be making a good impression."

Hirsch is a career counselor in Chicago and the author of How to Be Happy at Work (Jist Publishing, 2003).

When it comes to a résumé', less is more

Before you write anything on your résumé, I want you to remember one simple résumé rule:

• Simplicity is key – less is more.
  
  I have heard this time and time again from HR executives and hiring managers. They are very busy people, and the less they have to read to find out how you can help them, the better. This means using lots of white space and concise bulleted statements that get right to the point.
  
• Write about your accomplishments not duties
• Use Action Words that emphasize your strengths
• Use the same keywords you'll find in the job description
• Generally one page is preferred

Breaking the Myths for Online Job Hunting

Here's some good advice from Job-hunt.org.

Marlborough, MA (AHN) – Online recruiting and job hunting are rapidly growing across the Internet. Identity theft and other scams targeted at job seekers are rising as a significant problem. Job seekers should take full advantage of the Internet during their search, but they should do so with caution. The following are the biggest misconceptions online job seekers make:
1. Every Web job site can be trusted with your resume.

2. A website that has posted a Privacy Policy is one you can trust.

3. Your current employer will never find your resume online, or if they do, they won't be upset.

4. It's okay to put your Social Security Number, date of birth, and references on your resume.

5. It's okay for a website to require or request your Social Security Number with your resume.

6. Every job posting represents a genuine job opportunity.

7. If you submit your resume on an employer's website, only that employer will see it.

8. Every job site is able to ensure that only a "real employer" posts job opportunities and can search through the resume database.

9. A website that offers "employers" free access to their resumes is doing you a favor.

10. Legitimate "employers" will e-mail you for "pre-employment"
information to "qualify" you for a job -- information like a copy of
your driver's license, your Social Security Number, date of birth,
mother's maiden name, and bank account number or credit card numbers.

11. If you send an e-mail message to someone, they always receive it or you receive a notification if they don't; and if someone sends an e-mail to you, you always receive it.

12. You can believe that the address in the "From:" field of an e-mail
message is the person and/or organization that sent it.

Employment seekers can reduce the risks associated with these assumptions by being less trusting and using an identity-suppressed resume, as described in "Cyber-Safe" resumes, http://www.job-hunt.org/resumecybersafe.shtml.

PageBites adds another research tool

Their new executive biography search allows you to identify the leaders of a certain industry. Next to many of the search results is a picture of the executive. Move your mouse over the picture to see a preview of the biography. Click the picture to see the biography itself in its original context.
PageBites is adding to its "research toolbox" with this new offering. It's not quite a perfect tool but hopefully they will improve it as time passes. ~ C.M.

Creative Personal Maketing: a Web Site with Others

Banding together to form a network of job hunters seeking work is a great idea for personal marketing success. By utilzing the power of the Internet and by taking a different route promoting yourself, good things can happen to you. Consider the success of 8GoodPeople.com and WeWantWork.com.

NOTE: WeWantWork.com has recently changed its site.

Both were founded by frustrated job seekers who were having little success using traditional job search methods. By promoting themselves via press releases and contacting news media outlets, they brought attention to themselves and eventually found meaningful work.

These sites are true examples of creative, out-of-the-box thinking on job hunting. The effect, according to the WeWantWork.com Web site, "clearly demonstrates our pro-active, professional and positive attitude and clearly differentiates us from the average job seeker. We hope that hiring managers will be inspired by our pro-active initiative and will consider us for a position in their company. We are determined to deliver positive outcomes in our own job search efforts and for our future employers."

Did he just say that the Internet has not changed the nature of job hunting?

Consider this quote for a moment...

"So far, the Internet has not proved to be a magic wand; it has not changed the essential nature of job-hunting," according to veteran adviser Richard Nelson Bolles, author of "What Color is Your Parachute?". Instead, you should view the Internet as a tool, just like any other ... use it as just one of many such tools at your disposal, in an overall strategy for your job hunt," ...

Did he just say that the Internet has not changed the nature of job hunting? That's like saying the telephone hasn't brought people closer together.

Now while I strongly agree that the web should only be part of a job seekers toolbox, I disagree that it has not changed the nature of job hunting. Quite the contrary. Like many other facets of our culture, the Internet has totally transformed the process of job-hunting. Here are 3 reasons why;

1. Email. Communicating via email has made job hunting more efficient for both recruiter and job seeker. As the first "killer app" of the internet, email is now an essential part of the job hunting process. The days of stuffing your resume into an envelope for every job opening are gone forever.

2. Recruiting on the web. From job boards to vertical search to jobster, new web-based technologies are constantly connecting job seekers and employers. This trend will continue.

3. Research. I wrote a post about what it was like doing research on companies pre-internet. Back then I had to use the library and the phone book. Today, researching a prospective employer is as easy as googling them.

What would happen today if the Internet was taken away from us? I shudder to think it. Today's job hunters have become extremely reliant on the internet for things like email, research, blogging, applying online, etc. - it has allowed more people greater access to more jobs.
All this has got me thinking about a quote I once read (the author's name escapes me but his words do not) ...

"The internet is going away like the phone went away, permeating everything and, in the process becoming invisible."

New Resume Service Offers Evaluations from Actual Human Resource Professionals

This sounds like a unique service for evaluating your resume.

Santa Barbara, Calif. (PRWEB) November 3, 2005 -- It is increasingly difficult for job seekers to get their resumes into the hands of hiring managers. Most resumes submitted to professional organizations will never make it past the Human Resources department. Resume Intelligence offers a new implement for the job seeker’s toolbox: straightforward, detailed resume evaluations by Human Resources professionals.This is not a resume writing service.

With Resume Intelligence, up to three HR evaluators review a job seeker's resume and cover letter as though evaluating a candidate to fill an actual position. When the evaluation is complete, the service returns a comprehensive report including evaluators’ feedback and suggestions that can be used to make improvements."We ask our evaluators to be brutally honest with our customers. If your evaluator isn’t impressed with your resume, you will find out why. Imagine the value of asking an HR director for a detailed explanation of why he or she screened out your resume. This is the service we offer," Resume Intelligence owner Ben Chambers said.

Job seekers can sign up for an evaluation directly at http://www.resumeintel.com and upload all relevant documents: a resume, a cover letter and a couple of job postings to show the types of positions the job seeker is interested in applying for. When an order is placed, the service matches HR evaluators to the job seeker’s unique experiences and needs. Within three to five days, a personalized report is returned to the job seeker with detailed feedback on key areas of the resume and cover letter.

"I am totally confident that making the changes my evaluator suggested will make my resume better. Unfortunately for me there are some serious errors on my resume found by your HR Pro, which doesn't speak very highly of the resume writing service I paid for," Justin Marshall of Santa Barbara, Calif. said.A standard package includes evaluations by three HR professionals. An economy package is also available, which includes an evaluation by one HR professional. The price for the service is comparable to online resume writing services. Specific pricing information can be found at http://www.resumeintel.com.

What's the difference between a good résumé and a great résumé

Gotta love this post by Bill Vick over at Employment Digest. If you want to know how to elevate your resume to a new level, this will give you a leg up on the competition.

Here are 2 quotes worth mentioning.

A good resume is a glorified application.

A great resume is a marketing brochure. A great resume communicates a compelling reason for the prospective employer to need and want your services. Great resumes extract the relevant accomplishments from your past experiences and highlight them. This prompts the interviewer to ask about them with the future in mind. Great resumes also pave the way for great interviews. A well-crafted resume will prompt the interviewer to target specific areas that are most relevant to the open position.

What Do Employers Want?

In today's job hunting climate many people fail to realize what it is that employers are looking for. More than ever, job candidates need to focus themselves and customize their profile for each particular position they seek. If they can truly understand what employers want they will distance themselves from the competition---and beat the other job seekers.

Peter Weddle of Weddles.com wrote a column this week that every job hunter should read. He thinks they’re looking for us to demonstrate six personal factors. They are:

• Realism
• Effort
• Accuracy
• Self-knowledge
• Objectivity
• Non-casual outlook

Click here to read the full article