06/16/2016 by Your Careerpilot

“Drown-proofing” Your Resume

Many job seekers feel “swamped,” like being pitched overboard from their boats in the challenging waters of career transition. When they lose their job, they realize that they have not provided themselves with the appropriate life preserver. In today’s digital world of recruitment, the traditional approaches to job search seem to provide more opportunities to drown, than to survive and thrive…

Many job applicants and resumes must first survive the applicant tracking system (ATS) before a live person even looks at them. Even experienced and strong swimmers know to wear their life jackets in challenging waters.

Next week’s session: Thursday, June 23rd… Developing Your Personal Marketing Plan (PMP) BEING prepared for a productive and efficient job search.

In “Embracing the OTHER Job Market,” we learn to be aware of our surroundings in the challenging waters of career transition. We learn to provide ourselves with supportive career strategies to avoid the “black hole” of Internet job and resume banks… So, to come back on point, job seekers need to find out how to get your resume ranked highly within applicant tracking systems, so that it can then go on to the real human beings who will call you for interviews.

An ATS is a type of software application that handles the recruitment process, namely by sorting through thousands of resumes, to determine which ones are the best fit for the positions for which they were submitted. Applicant tracking systems do not process your resume so differently from recruiters glancing at your resume, as both are looking for certain criteria for inclusion. Whereas human recruiters are often looking for grounds for automatic rejection, such as spelling errors or lack of relevant skills, applicant tracking systems operate by searching resumes for keywords.

USER-friendly applicant tracking systems…

Applicant tracking systems help employers save time and paper and help them stay organized. Without them, recruiters would have to spend much more time filing and shredding papers or moving and deleting emails. With applicant tracking systems, there is no risk of an employer accidentally deleting the email containing the resume of the applicant the company wants to hire. An ATS also makes it easy for employers to keep tabs on the hiring process and to communicate with applicants directly.

Applicant tracking systems were first used by large corporations that receive thousands of applications, but smaller businesses are now also using them. Just as companies use software applications and other dashboards to keep track of relevant information on their customers, using similar software to organize information on prospective employees makes sense for employers of all sizes.

05/29/2016 by Your Careerpilot

Embracing The OTHER Job Market

In the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek.

Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

This week’s Session will help you in Embracing The OTHER Job Market. Thursday, June 2nd we’ll explore basic philosophies and an overview of our 12-step Process

Let’s take a look at the basic differences in these two parallel job markets: If all you do is address the traditional job market… the one the Dept. of Labor measures… You will be creating a LOT of premature rejection and competing with your fellow job seekers directly. NOT good odds.

The JOB Market	The OTHER Job Market
Characterized by “requisitioned” jobs being filled by chosen job seekers.	Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, third-party consultants, retirees, part-timers, temporary workers, etc.
JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates.	Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates.
Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.	Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
JOB Seeking PUBLIC is screened for most desirable candidates.	Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases.	Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
Recruitment process subject to scrutiny of regulation and political correctness.	Often selection process has occurred before active recruitment has been fully engaged.
Actual selection still subject to formal process and subjective choice.	Actual selection often a rubber stamp formality to satisfy regulation requirements.

On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services.

Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.

The Evolution of a JOB…

NEED IDENTIFIED	Replacement jobs often redefined. No definition to a new need.	No competition
WORK ANTICIPATED	Discussion leads to decisions on JOB definition	Often job parameters are set based on market feedback
JOB REQUISTION WRITTEN AND APPROVED	Job Requirements must be defined… expectations creep into the recruitment process	Int candidates often get priority in employment process
JOB is “open”	Job Requirements are often refined based on market feedback	Int and ext candidates compete for the same jobs
JOB is published	Job requirements and qualifications define the screening process	MAX competition!!

The job-seeker must STAND OUT in the “sea of unwashed faces…”

Create an expectation of who you are and what you can do for your next employer by clearly positioning and targeting your collateral materials, both written and verbal. When stating your career objective, clearly state your appropriate work and make an offer of your services.

04/30/2016 by Your Careerpilot

Networking Wave#2: Targeting Attractive Organizations

Turning Opportunities In To Interviews… This topic represents what most people call ‘active job search, but, as you can learn, the HOW –TO is what creates your success in networking. It professes strategies and tactics that will generate more effective networking. In your ‘first wave’ of networking you had the opportunity to:

Reconnect with people you already know or have cause to know…
In a non-threatening environment, confirm your positioning and get valuable input to your assessment and objective setting…
Broaden your networking base, and gaining confidence in the process–a neat by-product that will serve you well for the rest of your career…
Identify attractive opportunities, and targeted organization!

Thursday, May 5th… Turning Opportunities into INTERVIEWS: Representing your ‘second wave’ of networking IN TO an organization

You’ll be the first to know when you’re ready for ‘wave 2’ of networking… which, simply put, is networking your way in to attractive opportunities. You will focus your activity and time management to the business of creating INTERACTIVE COMMUNICATION with employees, customers, and vendors–the “stakeholders”– within and surrounding any targeted organization.

THE BASICS

So what are those basics that will allow you to effectively network to identify appropriate opportunities, and then secure the requisite INTERVIEWS in order to “close the deal?”

Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal collaterals!
Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
Practice answering both common and tough questions… including pre-offer negotiation tactics. The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal salesmanship…

A verbal resume… A tightly focused, upbeat telling of “your story” told in a high impact two minute format. With practice, can be easily personalized to your listener.
An “elevator pitch”… A succinct summary of your qualifications for a specifically positioned function or opportunity. With practice, can become quite spontaneous.
A qualification statement that can be used in introducing yourself

Let’s not forget a couple of additional ‘collaterals’ that will help you round out your ability to ‘get the word out’ and serve as evidence of your qualifications.

Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-perhire…” Used in MSWord, ‘Quick Parts’ can be quite efficient when building high impact correspondence as well.
Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.

RESEARCHING TARGET Organizations and Attractive Positions

Step six in our 12-step Process, first level research will help you to identify attractive trends and targeted companies. But, in THIS context, I suggest digging a bit deeper in order to help secure an interview… Learn as much as possible about the company, the potential opportunity, and the hiring authority–the person who has the budget authority to hire you. This is usually your next boss, but could be even higher in the chain of command.

Your research goals ought to include developing information about the company’s products, people, organizational structure, successes (and failures), profits (and losses), capital spending, strategic plans, philosophy and labor climate. Showing your knowledge of some of this information can give you added credibility over other candidates networking to, and actually interviewing for the job.

Research the company web site, looking for information relative to your function and level… a company’s financial and annual reports can provide clues to their stability and market share. Don’t forget directories, trade journals, the “business press,” and databases of articles and other news.
As part of your ‘second wave of networking,’ ask a friendly recruiter, business acquaintance or stockbroker what they know about the company… and by extension, call people with whom you have networked and ask what they know about the company
Check with the local Chamber of Commerce or Better Business Bureau.
Call the company directly; request a sales brochure, annual report or other company information. Companies have to market themselves, too, you know!

Telephone and Networking Skills

On a scale of passive to assertive => to aggressive, let’s take a look at how we could communicate direct to contacts in and surrounding a targeted organization…

Email…safe, but too easy to be deleted before a relationship is established. Requires follow-up.

LETTER of introduction… also safe, but read more often. Paves the way for a first call to a referral… creates dialog. Requires phone follow-up.

Phone call…direct… often a cold call… requires risk. Establishes contact, interaction and, worst case, VISIBILITY.

There’s only two reasons to be on the phone during active job search…

Reconnecting with valid contacts, seeking their advice and information, sharing your communication strategy, and seeking referral activity…
Securing actual interviews

Cover NOTE and resume… Rather than mindlessly applying to countless jobs, playing the numbers game; develop your networking style to motivate a person to request your resume. When requested, resume gets read more often. Establishes relationship. Requires follow-through. Face2face office visit!

04/27/2016 by Your Careerpilot

Launching and SUSTAINING An Effective Job Search

As a contact sport, networking is about interaction between sender and receiver, buyer and seller… job seeker and potential employers. The great news is that you get to start from YOUR ‘sweet spot’ or middle ground where all this interaction occurs the easiest!

Thursday, April 28th… Implementation of your PMP: Are you conducting an efficient and productive job search? A good session to start or refresh your efforts!

In your “first wave,” you should start with people that you already know or have some connection to. If your ‘natural network’ doesn’t have a regular meeting—most do not, by their very diverse nature—groups of like-minded people are easy to identify and attend.

As you begin to reach out and broaden your ‘sweet spot,’ be selective in your attempt to create a supportive ‘community’ grouping close to your targeted marketplace. Networking within your targeted marketplace, your unique, job search ‘community’ should play a critical role in your Personal Marketing strategies. It is an easy means to getting the word out about your business to people who may purchase and influence others to purchase your service or goods.

** Note: But just as with any other job search activity, we get what we put into it.

That being said, local networking events are seeing record turnouts lately, a sign that leads us to believe the networking is paying off. A Local Networking Group is any organization, which meets on a regular basis, to share and receive referrals and leads. Examples of formal Local Networking groups for small and medium sized business include: BNI (Business Networking International), Merchants’ Associations, Chambers of Commerce, and Business Associations.

Some of the largest local organizations devoted to supporting job seeker efforts are Frisco Connect, Cathedral of Hope, the Southlake Group, Watermark Church… to name just a few. Many are associated with church support organizations… but are completely nondenominational in their approach, operation and outreach.

WHAT to start with if you have a huge personal contact network to start with… great! Start by prioritizing your list into three sub categories… Seasoned networkers with terrific phone and interview skills will undoubtedly start their networking efforts at the “B” and “SEE” list levels… but for the ‘normal’ job seeker this represents pre-mature activity.

Use the earlier preparation steps, practice time, and your first several ‘baby steps’ to develop your effectiveness BEFORE having to perform for your best contacts. “Don’t shoot yourself in the foot.” Further, try to avoid the temptation to respond to your sense of urgency in securing your next employment, with lack of adequate preparation and planning— the first seven steps—don’t be guilty of… “Ready… FIRE… Aim” It is as easy as a-b-c…

YOUR DISTRIBUTION NETWORK

Steps six and seven of our 12-step Process M.A.P., initial research and pulling together your initial contact list are in place to create focus to your efforts… What are the trends in the market that are attractive to you, and which target organizations are most needy of your value proposition?

Your evolving contact list will take you through the A-B-C’s of networking and the development of your distribution channels…

Start with people you already know or have reason to “should know,” as they are the most likely to be receptive to your initial efforts.
As you develop your network, identify key bridge contacts that can give you specific information or introduce you to key decision-makers and hiring authorities.
Critical to your success is building relationships with people who can influence your hiring. This ‘must see’ list of influential contacts and hiring authorities is the epicenter of your job search campaign!

04/09/2016 by Your Careerpilot

So… why PLAN?

Your Personal Marketing Plan: A CAREER Strategy

While involved in ‘the challenging waters’ of career transition, the same chaotic, jobless, trying times are very productive times. Don’t waste them by floundering with lack of focus and direction, falling into the dark, depressive attitude of distractions and, worst of all, inaction…

Thursday, April 14th… Developing Your Personal Marketing Plan (PMP): Are you prepared for a productive job search???

When we are employed, we tend to function under the guidance of our employer’s business plan, or, more specifically, our job description. Our ‘routine’ is defined by:

Personal accountability to a labyrinth of responsibilities, some structured— some not structured at all—but all contributing to productive work activities…
We create productivity and efficiency with our sense of time management…
And as ‘top talent’ professionals, we often take initiative, make process improvements, and contribute to the Company’s growth.

So, why not recreate all that with OUR OWN PLAN, a Personal Marketing Plan, to move toward job satisfaction, commitment, and appropriate compensation, for the rest of our careers… including any current, short term job search?

If an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

And, employed or not, Modify and improve your Personal Market Plan’s implementation model as needed… As you move through your career transition or ‘job search campaign,’ make adjustments as you would a business model.

Personal Marketing is a contact sport.

03/30/2016 by Your Careerpilot

“WORDCrafting” Your Collateral Materials

A “traditional” resume looks backward into your work history, creating the story of what you’ve already done… and little more. It’s like a historical document. To embrace the OTHER job market, however, you’ll need to create a forward looking “story” of what YOU CAN DO. Ideally, your resume “story” should allow the reader to see you as a perfect fit for the opportunity’s requirements and expectations. Write for the reader!

Target your accomplishments, such as increased sales and profits, reductions in costs, etc. Focus on achievements that support your qualifications for your job goal. Are you challenged in finding the right words?

LinkedIn can be a valuable tool for you to use in self-assessment. Access the LinkedIn Profiles of other professionals like you… experiment by searching for a person like you in LinkedIn. KEYWORDS become personalized phrases by incorporating adjectives and adverbs that uniquely FIT you…

Those phrases should be confirmed for the reader and listener with high-impact accomplishment statements (behavioral evidence, like the bulleted information in a well written resume)… a well-‘crafted’ accomplishment statement can trigger appropriate questions that allow you to expand on your strengths, with…

…positive, supportive examples, elements of your career story—PROOF of your value proposition.

To achieve a good “careerFIT” between you and any future opportunity, you have to ask yourself some basic questions about yourself and your prospective employers. The fit depends on how well the jobs meets your needs and how well your skills and abilities meet the employer’s needs.

The employer will make a decision and extend an offer to you: now it is time for you to make your decision. Write out the factors that are important to you in a job… actually write out your list. During your career transition, learn the value of setting your offer criteria, a key element of your Personal Market Plan.

You understand that managing your own career involves three key ingredients:

Confidence in knowing that your career is on the right path;
Continuous research and networking leading to awareness of potential “next steps…” to keep your career moving forward;
Competency with job-changing skills.

In today’s digital world of recruitment, you have two very challenging goals… Ultimately, your goal is to secure the next right employment for yourself… that must start with your identification of what right is. THAT requires some exploration, identification of key elements of your Career FIT, and planning to pull it all together, create focus… make it happen. Yes…. FIT Happens!

03/27/2016 by Your Careerpilot

FULLY Utilizing Your “Communication Strategy”

Your work in Achieving CareerFIT led you to the determination of your career objective… Exactly what is the best next step for you in your career transition? It also suggested strongly that you set your straw-man offer criteria to guide you in moving forward…Knowing what your next right employment is.

This will help focus your actual search. With clarity in your positioning and targeting goals, you can write a great resume to convey “your story.”

Thursday, March 31st… Developing In-sync Personal Marketing Collateral Materials. Learn to integrate your communication strategy with your resume and other written, as well as verbal, approaches.

Your Personal Market Collaterals…

WRITTEN COLLATERAL…

A GREAT Resume that positions you clearly as a terrific FIT with your career objectives… and in today’s technologies, a database-friendly, asci version;
A correspondence template package that consistently carries your communication strategy, your message… and in today’s technologies, a reformatted, text only version of your resume ready for email needs;
A high impact, personal biography and/or NETWORKING PROFILE that you can lead with in your referral based networking strategies.
A clear and complete LinkedIn Profile, one that is based on your communication strategy and in synch with your other written collaterals.

VERBAL COLLATERAL…

A well rehearsed “two minute commercial,” your answer to the most asked question during career transition, “Tell me about yourself.”
Several, well though out, “elevator speeches,” examples that support your primary, positioning, key words. These are usually your representative accomplishments under the SUMMARY of your resume. (30 seconds to 1 minute)
A succinct “qualification statement” that you can use as an introduction at networking events. (usually 20 – 30 seconds)
An “exit statement” which explains your availability, to address the second most asked question during career transition.

Having your collaterals prepared and rehearsed prior to active personal marketing is central to your success and builds confidence.

Consistency in the delivery of your message is what creates memory… and frequency of your message helps you get there… strive for top-of-mind awareness where it relates to your candidacy.

Your personal marketing COMMUNICATION STRATEGY, your story, must be built around keywords and phrases that best describe your unique value proposition. These words come from your concerted self-assessment process. The challenge is matching the words that best describe your next right employment with the words that best describe a potential new employer’s needs.

A communication strategy that does not achieve that is doomed to otherwise controllable difficulties—and, worst…failure. So, understand that getting recruited involves two distinct elements…

Being screened for meeting a JOB’s requirements… a subjective process created by the potential employers of the marketplace. They set the bar HIGH, defined by functional experience, skill set, and knowledge standards so they don’t have to interview every JOB applicant.
Being selected by the hiring authority… another subjective process which now involves their assessment of a job-seeker’s FIT with their needs, including personality, work habits, and other ‘cultural’ standards. They cannot hire all qualified candidates. They must choose.

A job-seeker, then, can give themselves choices when they choose to embrace the OTHER Job Market. They improve their probability of success by nearly eliminating the pre-mature screening and rejection process.

Instead, the SMART job-seeker chooses to build relationships with potential employers first, researching attractive trends and targeted organizations in order to maximize probability of success, avoiding the HR-driven screening process to identify appropriate opportunities for securing their next right employment.

03/27/2016 by Your Careerpilot

OK, I Get The Identification of CareerFIT… NOW what?

In order to market yourself, you must first know yourself. The job search process is essentially a highly personalized marketing process. The process starts with your candid self-assessment, which allows you to gain a thorough and workable understanding of who you are in product marketing terms.

Remember, when a Company looks for qualified employees, they seek functional evidence that demonstrates a job seeker’s ability to perform to expectations… JOB REQUIREMENTS represent the HR screening process!

Especially if you are starting a resume “from scratch”, or if you are truly unsettled on next steps along your career path, this becomes a necessary first step in the process.

What YOU Do Best, and are motivated to do for a future employer…

What do you do best? What are your strongest transferable skills? Think broadly in terms of managerial and technical/ functional strengths involved in what you have to offer. Discovering your “pattern of success and satisfaction” is your goal, here.

Your ability to express the collection of your functional strengths will measure your marketability. This collection of keywords and their supportive evidence creates your communication strategy, the basis of your value proposition.

The old “round peg in a round role” theory of career planning is dysfunctional. In the typical professional environment today, job descriptions are changing faster than ever before to keep up with the challenges of an economy in transition. In the traditional job market, job seekers are the sellers and their potential employers are the buyers. The commodity is JOBs and the competition is fierce.

In The OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. The commodity is available, productive WORK… When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek. Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

Seize control of such challenges. Understand and fully utilize the nature of CareerFIT when developing your Personal Marketing collateral materials.

03/11/2016 by Your Careerpilot

Learn to Embrace The OTHER Job Market

In every marketplace, there are buyers and sellers. In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers. The commodity is productive work and the competition is fierce.

Thursday, March 17th… Embracing The OTHER Job Market… This is the overview session that introduces the entire 12-step Career Transition Process.

It doesn’t matter if you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL want to become a valued partner in the business of their next employer.

Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’ To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM. Remember, team player and team leader CAN BE interchangeable terms.

In the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek. Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

The JOB Market	The OTHER Job Market
Characterized by “requisitioned” jobs being filled by chosen job seekers.	Characterized by available/needed work being fulfilled by job seekers, contractors, internal candidates, 3rd -party consultants, retirees, PTers, temporary workers, etc.
JOBS rigidly defined by requirements and qualifications… reflected by the screening process aimed at identifying key candidates.	Work expectations are subjective, defined by mutual agreement, fulfillment of need or contract… reflected through the identification of qualified candidates.
Process overseen by Human Resource professionals, regulated to consider minimally qualified candidates, hopefully within salary guidelines.	Process directed by hiring authorities seeking best available talent at marketplace salary expectations.
JOB Seeking PUBLIC is screened for most desirable candidates.	Qualified and available candidates are sourced and recruited, often through process of endorsement or internal referral.
Screening defined by KEYWORDS, often accomplished through computer/internet job banks and resume databases.	Screening accomplished by word of mouth and endorsement, often supplementing the organization’s formal process of recruitment.
Recruitment process subject to scrutiny of regulation and political correctness.	Often selection process has occurred before active recruitment has been fully engaged.
Actual selection still subject to formal process and subjective choice.	Actual selection often a rubber stamp formality to satisfy regulation requirements.

On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.

03/09/2016 by Your Careerpilot

Helping Your Interviewer To ENGAGE YOU in Productive Communication

A productive mindset, during any career transition, is your ability to relate your well positioned “story” to others, answer questions effectively, conduct productive negotiations, and, in general, fine tune your personal salesmanship skills. So what are those basic tactics that will allow you to effectively “close the deal?”

Thursday, March 10th… Closing The Deal II: Interview Tactics, including POST Offer negotiation

Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal collaterals!
Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
Practice answering both common and tough questions… including pre-offer negotiation tactics.

The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal salesmanship…

A verbal resume… A tightly focused, upbeat telling of “your story” told in a high impact two minute format. With practice, can be easily personalized to your listener.
An “elevator pitch”… A succinct summary of your qualifications for a specifically positioned function or opportunity. With practice, can become quite spontaneous.
Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-per-hire…” Used in MSWord Auto Text Format can be quite efficient when building high impact correspondence as well.
Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.

“If you practice the way you play, there shouldn’t be any difference. That’s why I practiced so hard. I wanted to be prepared for the game.”

Michael Jordan (1963- )
American basketball player & business person
regarded by many as the greatest basketball player who ever played the game

Interested, Qualified and Available…

At the end of the day both third-party and Corporate recruiters deliver Interested, Qualified and Available candidates to the desktop of hiring managers. They source a set of candidates, qualify them, get their interest, present and hopefully close.

An individual should suspect the Company of compiling a pool of talent when they receive a position of interest by email–especially unsolicited. If you choose to submit, you will typically be directed to a series of questions about the position. These are answered by the candidate and immediately scored by the software managing the talent pool. You might be amazed by the swiftness of the next step.

The candidates immediately receive a response telling them they are qualified or not for the position while simultaneously those who are Interested, Qualified and Available are sent to the desktop of the recruiter and hiring authority for the next step in the process.

We all must be challenged to understand and embrace new technology that can make us more productive and effective to the organizations we serve. What we have, here, is the failure to merge two ineffective processes in to one very mutually advantageous one: Shared productivity in the world of recruitment.

INTERVIEW PREP

A productive networking call sometimes can result in a screening interview, so BE PREPARED. Most interviews follow a predictable format, with steps that both the interviewer and applicant follow to decide if both will benefit from working together. The best interviews are ones in which both participants are equal and have a mutually beneficial, interactive conversation regarding the opportunity at hand.

Think of an interview as the natural extension, the successful result of your effective networking. Many networking conversations actually become screening interviews, where influential contacts are assessing your qualifications, skill sets and experience relative to an opportunity at hand. “Perfect practice” of the basics builds the confidence necessary to perform well in formal job interviews.

MYCAREERpilot

Helping you to navigate the challenging waters of career transition…

Personal Marketing Plan