Mass emails like this are spam - they're just as bad as the Nigerian prince who wants to give me all his money, or the notice about the penny stock that's about to shoot up in value and make me rich beyond my wildest dreams.

If your email isn't carefully targeted and addressed to a real person, please don't hit 'send.'

Cross-posted at Career Hub

Posted by Louise at 12:21 PM | Permalink

July 24, 2006

Diversify Your Search

Seth Godin is rerunning an old piece today. He's writing about the role luck plays in launching a new product or service. But he makes an important point that applies to career marketing just as much as it does to product marketing:

The way to grow in the future is to acknowledge how important luck is and to diversify your risk. Do that with lots of products, not just one or two. Cut your overhead so you have plenty of chips, ready for another spin of the roulette wheel.

You can't know where a recruiter will look for his or her next candidate, and you can't know when it will happen. What you CAN do is ensure that you are visible in as many places as possible - not just post your resume online and wait for the phone to ring.

Diversify your job search efforts and you will make your own luck.

Posted by Louise at 12:19 PM | Permalink

July 21, 2006

What Does Zoom Say About You?

ZoomInfo calls itself "the search engine for discovering people, companies and relationships." You can register for free to create your own profile. But if you don't create a profile, Zoom creates one for you, by pulling information from other websites that mention you.

Today I received a request for a service proposal from a senior executive who has the same name as a well-known and very controversial figure. I looked up my client in Zoom and sure enough, his profile contains information on him, along with information on said controversial figure. A stranger would not know that they are not one and the same person.

Sites such as Zoominfo worry me for this reason. Very few people even know they exist, even fewer have created a profile, and yet recruiters and hiring managers may well be drawing conclusions from the material they find there.

If you're looking for a job, it's a very good idea to create an accurate Zoominfo profile that displays the information you want employers to see. At the very least, go and do a search to see what's there.

Posted by Louise at 10:51 AM | Permalink

July 17, 2006

Networking Badly

Anyone looking for a job has heard about the importance of networking. But George Blomgren points out that it's not enough just to make the initial networking contact.

George spent an hour reviewing and making notes on the resume of a friend of a friend. But when he tried to set up a phone call to discuss said resume (for free!) the job seeker never returned his emails.

Can you imagine any better way to turn a willing helper into a negative reference?

Often life gets in the way of our best intentions, but when you're looking for a new position, be careful not to let it get in the way of your future.

Posted by Louise at 03:32 PM | Permalink

July 07, 2006

You're Not Fooling Anyone

I just stumbled across an interesting blog I didn't even know existed (sorry HR Guy) but I'm subscribing to the feed now after reading his great post about trying to avoid answering question about salary requirements.

Unfortunately, his blog set-up won't allow me to quote any of his post so you'll have to trust me and go read it. His bottom-line is "answer the damn question because I'm not stupid."

I tell job seekers the same thing when they try to disguise issues with their background by creating a functional resume. All recruiters and HR Managers have seen a thousands of these resumes and they know exactly why you're using one. You're not fooling anyone.

Posted by Louise at 11:06 AM | Permalink

May 31, 2006

Your Online Presence

I just helped a senior-level client update her profile on Execunet. At which point she also asked me to help her with Netshare, Blue Steps and a number of other online sites requiring profiles. Her profiles were horribly inadequate and I realized that many people are probably losing out on great opportunities because they don't know how to make sure they get noticed.

If that's you, please take some time to navigate your way around these sites and understand what's required, as well as what's on offer (my client had not taken advantage of a free resume review offer, for example). Some tips:

1. Make sure that your headline and experience summary contains lots of keywords that will help to sell you for the type of work you're looking for.

2. Be sure that your headline and summary are focused on the employer's needs and not yours.

3. Be sure to complete all sections of the profile form. My client had omitted to complete the networking section of the profile, which was excluing her from a lot of recruiter contacts, some of which may turn out to be valuable in the future.

4. If you're on a subscription-based site, spend time exploring the site to see what free offers are available. Make sure you're taking advantage of everything that's included in your subscription.

Posted by Louise at 04:01 PM | Permalink

May 10, 2006

Ask Not What Employers Can Do For You ...

Yesterday I spent some time online looking for a consultant. I went to one of those websites where freelancers advertise their services and began to search the profiles.

Each consultant has a headline and about 25 words to make users want to click through and learn more. (This is very similar to what recruiters see when they log on to Monster.com and other online resume databases.)

I looked for 15 minutes and didn't see one headline that made me want to learn more. Not ONE! Think about that.

I have a need for help and I have money to spend and yet no one used that small introduction to show me what they could do for me. Almost all the users had introductions that focused on their experience - things like "25 years experience working with F500 companies" or "expertise in branding, positioning, messaging and advertising." They all blended into one because they all focused on experience rather than on my needs. (The only exception were the people who didn't even bother with an introduction - just posted their name as though that would be enough!)

I'm not even sure what I was looking for, although I would have known it had I see it. Perhaps something like "I help small businesses increase sales by an average of 20% through a proven step-by-step process" or "Are you looking for a marketing consultant who really listens?" Something that acknowledged that MY needs were what mattered to me, not their pedigree.

Of course, experience is important and I would have reviewed that before choosing a consultant, but it wasn't what I was looking for right upfront.

I tell you this because this is exactly what happens when a recruiter logs on to any online database. He or she has a problem or a need and they are looking for a solution. Make sure that your introduction clearly shows that you understand that problem and can solve it. You'll see an exponential increase in responses if you do.

Posted by Louise at 09:47 AM | Permalink

May 02, 2006

Why you're not finding a Job

Over at the excellent Guerilla Marketing blog, David Perry wrote an excellent post about the reasons people struggle to find a job.

What I love about David's blog is that he focuses on ways you can take charge of your job search and your career. Too often the process of job search can make you feel like a victim - don't let it! If you're not finding a job, chances are you're not doing everything possible. Read the post and make a list of changes you can make starting today.

Good luck!

Posted by Louise at 09:36 AM | Permalink

March 28, 2006

Please don't do this!

On Career Hub, I wrote about an email I received from a job seeker who was mass-mailing resumes to anyone and everyone. She said she wanted a job in Manhattan, and yet she emailed her resume to our office, which isn't in Manhattan. She said she wanted an HR leadership role, but this is a small business where no such role exists. She addressed her email generically (no name) and she bcc'd the recipients (presumably because there were so many of us.) Her letter was two lines long. All she said was:

"I am very interested in seeking a position with a Manhattan based organisation (Leadership and People Development) and enclose my Curriculum Vitae for your consideration. I look forward to hearing from you..."

Does this candidate really think this is the way to find a new position? Do you?

Posted by Louise at 09:58 AM | Permalink

March 06, 2006

This is one way to stand out

Australian blogger Edwin of Entreplist sent me his innovative approach to getting the attention of one of his target companies.

Edwin is holding the company's Art Director hostage. Well, actually he isn't, but he's created a fake ransom letter designed to grab attention. He says he doesn't know if it's a good idea and frankly, I don't know if it will get him this position. But I do know that this kind of creativity will get attention, and for that reason alone it has to be better than filling in an online form.

Posted by Louise at 05:50 PM | Permalink

February 13, 2006

New Careers Blog

I'm really excited about a new venture I launched this week. I love blogging and feel like I have some good insights to share, but I'm also pretty certain that I don't have all the answers, and some days I find I don't know how to be helpful, even though I know job seekers have a million questions and concerns.

That's why I'm thrilled to announce the launch of Career Hub, a new group blog featuring excellent advice, insights and news from leading career industry experts. We're only just getting started, but already we've signed up some of the US's smartest career marketers.

So bookmark the site or sign up for our feed. And - because Typepad rocks and allows me to moderate comments - we are inviting the open discussion that spammers blocked on this blog. I can't wait to hear from you.

Posted by Louise at 09:33 PM | Permalink

February 03, 2006

Overcoming Age Discrimination

One of the most common concerns among executive job seekers is age discrimination and, while it certainly exists, there are ways to overcome the biases of potential employers. Career Journal points to a new AARP survey showing that hiring older workers is actually cost-effective. The survey points out that many of the objections to hiring older people are not related to actual age as much as to misconceptions of what age means:

Another common belief is that older workers are less likely to be innovators. This, too, may be a misperception.

"There's a very funny preconception in our society...that innovation is the domain of youth," says David Galenson, an economics professor at the University of Chicago and author of "Old Masters and Young Geniuses: The Two Life Cycles of Artistic Creativity." But "some great innovators are young, some are old," he says.

Mr. Galenson says there are two main types of creativity, one based on breaking the rules and the other based on building on what's already been learned.

Individuals of the first type are "very iconoclastic," Mr. Galenson says. "They learn the rules of a new discipline and they say 'I don't like that rule.'" Think Picasso and James Joyce.

The other type will "get better as they get older...They're collecting information. They're learning more about the world and getting better about using that information," he says.

Some companies may be "looking for these young conceptual guys to make these big leaps forward," Mr. Galenson says. But if they need a business plan, they might need people "who've been around the block. Companies, by and large, need both kinds of people."

This highlights the need for older workers to understand the views and prejudices that cause age discrimination, so that they can take active steps to overcome objections. Strategies might include emphasizing innovation in resumes and cover letters, including physical activities as hobbies on your resume, and developing an interview strategy that ensures you get a chance to talk about your marathon running/windsurfing/skiing/daily workouts.

The old maxim is true - knowledge IS power. If age is a concern for you, read this article to understand the causes of age-related discrimination, then develop an action plan to overcome them.

Posted by Louise at 08:48 AM | Permalink

January 02, 2006

The January Rush

January is always a busy time for professional resume writers. As people return to work after the holiday and prepare to start a brand new year, many decide that now is the time to make a change.

If you're in this situation, I congratulate you on making the decision to change your situation - no one should stay in a job that makes them unhappy - but I ask you to do more than simply look for another job. Because if you don't take the time to plan and prepare for your job search, you could move to another company only to find yourself in the same situation next January.

So, if you're unhappy at work, ask yourself why. Is it the work? Is it your boss? Is it the company? Is it the industry? And when you have identified the cause(s) of your unhappiness, dig deeper. What is it about the company's management that is driving you crazy? And how can you assess potential employers in light of this knowledge?

One recent client was leaving her job as an executive assistant because she was tired of trying to work around problems caused by outdated computers and software. Management would not pay for replacements and her workday was increasingly filled with tech-related problems. Therefore, as she interviewed with other organizations, she made a point of looking at the computers and asking questions about the software they used.

Making the commitment to escape a job that makes you unhappy is a great first step. But take the time to be sure that you're running towards something that will make you happy rather than away from something you don't like.

Posted by Louise at 09:09 AM | Permalink

November 26, 2005

Activist Job Search

I just caught up with my blog reading and came across a great piece by Anthony J. on Recruiting.com .(This is a blog that all job seekers should read as it gives great insight into how recruiters work.)

Anthony talks about the importance of an active versus a passive job search. I recently had a client tell me that she didn't think her new resume was working because she had submitted it for 12 positions and hadn't heard back from one. Most people will get very few responses if they apply for jobs this way, and this client was even less likely to hear back because she was trying to enter an industry in which she had no prior experience. As Anthony points out:

Resumes are scanned to in order to be stored in applicant tracking systems which are used by HR departments to, well, store resumes. This is fine if your goal is to be stored in the electronic equivalent of the HR department's filing cabinet. This is only helpful to you if the HR group is proactive about mining this resource (my experience is that most of them aren't). But is your goal to be stored in a file folder or to get a job?

Read the whole post for some great advice on networking, attending trade shows and cold-calling. Hey, no one ever said looking for a job was easy.

Posted by Louise at 10:11 AM | Permalink

October 13, 2005

Standing on Stilts

I was at a U2 concert a few days ago. The crowd was LOUD! And everyone was yelling at Bono, trying to get his attention. Of course, he couldn't hear them because too many people were shouting, all at the same time.

That's sometimes how it feels when you're looking for a new job. There are hundreds, maybe thousands, of people all shouting at the same employers. And they're all using the same techniques to get attention. They're emailing resumes to the HR department or applying to those dreaded online systems and then waiting for the phone to ring.

During the U2 concert, some people did get Bono's attention, and he reached down to touch their hand, or smile at them, but his choices were arbitrary because no one stood out. It's the same with your job applications. Sometimes, one of the HR people actually reads your resume and calls you. And yet others ignore you when you were perfect for the position.

If a U2 fan went to the show on stilts, he'd probably get noticed. I imagine Bono hasn't seen too many 8 foot-tall people in his life. So the question for job seekers is: How can you make yourself 8 feet-tall?

Posted by Louise at 03:30 PM | Permalink

October 12, 2005

Spamming for a Job

I just received an email asking me for a job with my PR department. I don't have a PR department. Why does this person think that I do?

Answer: Because she has done NO research at all. Instead she either bought or harvested email addresses and then sent out a mass email advertising her availability to an audience that truly doesn't care.

Spam doesn't work with knock-off Rolex watches, so it's certainly not going to help anyone find their next job.

Posted by Louise at 09:11 AM | Permalink

September 28, 2005

Do You Fit?

Too many job seekers worry so much about doing well in the interview, that they forget the job search process is really a match-making process. Yes, it's important to do well in your interviews, but it's just as important to make sure that you like your potential employers. The Wall Street Journal has an interesting article about unsual company cultures and they stress the importance of making sure you fit in a place before you accept the position.

When Andrew Giangola was going through a series of interviews a few years ago to join the upper ranks of a Midwestern company, he quickly got wind of the Wives Club to which most spouses of the top brass belonged. The club members spent significant time together, taking painting and pottery classes, and participating in a book club.

Mr. Giangola knew if he joined the company, his wife would be expected to join the club. She was even asked to attend a follow-up interview.

Now, Viviane Giangola is a very friendly person. It's just that she's also independent minded, so her husband knew she might not want to pick her friends in such a just-add-water fashion. He wasn't too thrilled either about the idea of the club, which seemed just a little creepy to him.

"I'm thinking Stepford," says Mr. Giangola of his reaction. "This was bad cinema before the film even started."

He stopped pursuing the job.

If you're in the middle of a job search, take some time to think about what you're looking for in your next employer. Don't be so eager to please, that you forget to look out for your own needs.

Posted by Louise at 11:05 AM | Permalink

September 24, 2005

Upswing in Tech Jobs

I have a friend, a former CIO, who's been consulting for three years. Like many people, my friend has suffered as a result of the downturn in tech-related work after the burst of the dot com bubble. But there was good new this week when the AeA, the largest nonprofit high-tech trade association in the United States, released a study showing a rise in tech sector jobs.

According to an article in the San Jose Business Journal,tech-related jobs increased by 3.4% between January 2004 and June 2005.

"The data confirm our suspicion that the high-tech industry has recovered from the bursting of the tech bubble of 2000-2001," AeA's President and CEO, William T. Archey, said in a prepared statement.

"While industry growth is by no means explosive, the rise in high-tech jobs has been steady, and we find it encouraging that even tech manufacturing experienced a small increase," Mr. Archey said. "The trend over the last 18 months has impressed us. After precipitous declines in 2001 and 2002, job losses began to slow, but only now are we witnessing actual gains."

Good news indeed.

Posted by Louise at 02:13 PM | Permalink

September 16, 2005

Thinking Ahead

A recruiter friend of mine contacted me the other day via Linked In. She was trying to get in touch with one of my clients about a job opportunity and I happily forwarded her contact information. After all, even if my client wasn't still looking for a job, I figured he'd be glad of the chance to make contact with a new recruiter.

He wrote back to me today saying that he's very happy in his current job and won't be contacting the recruiter.

Now I am truly thrilled that he found a job he loves. It's always nice to hear that my work helped someone make the right career move and this client was a pleasure to work with. But, as I told him, it's crazy to turn down a new contact, no matter how happy you are.

Who know what will happen next month or next year? Who knows when he will need to look for another job. The only thing we can be sure of in this fast-moving world is that everything keeps changing. There is no such thing as job security anymore.

So I urged him to contact the recruiter for a quick chat. It will only take a few minutes and it may pay off a year from now, maybe even five years from now, when he's looking for his next opportunity.

We should all be keeping an eye out for our next job, even when we're very happy with the one we have.

Posted by Louise at 08:45 AM | Permalink

September 15, 2005

Jobs4Katrina.com

A new site is helping victims of the recent hurricane to get back on their feet.

Jobs4Katrina.com was launched to help employers and job seekers find each other. There are no fees to post a job or a resume.

Posted by Louise at 06:06 PM | Permalink

August 28, 2005

What's the Value

Recruiting.com points to Price Pritchett's "New Work Habits for a Radically Changing World." According to Prichett:

It's your "contribution" that counts. Not the hours (or years) you put in. Or how busy you are.

You'll be better off if you think in terms of being paid for performance - for the value you add - rather than for your tenure, good intentions, or activity level.

Prove your worth to the organization. Make a difference. Add enough value so everyone can see that something very important would be missing if you left.

This concept of value-added is crucial to a successful job search. When I create a resume for a client, all my questions center on the question of value-added. I don't care that you were promoted, or what your responsibilities were, or how long you stayed with one company. I don't care because potential employers don't care. All they want to know is this:

If I hire you, will you make more money than you cost? Will you add value, or will you drain my resources?

As you write your resume, or prepare for interviews, develop value stories ... concrete examples of times when you contributed to revenue, profit, productivity, efficiency or cost reduction. If you're a programmer, think in terms of technical challenges you've resolved, deadlines you've met, tools you've developed to help do things faster or smarter. If you're an executive assistant, consider the ways in which you've helped your boss do his or her job more effectively. If you're a marketer, develop stories about how your work has boosted sales or brand awareness.

Real stories of value-added will generate interviews and job offers.

Posted by Louise at 11:09 AM | Permalink

August 12, 2005

What is Networking?

I often write about networking, but given that some estimates say 60% of all senior-level jobs are obtained via networking, some of the points bear repeating. This Business Week article emphasizes the importance of good manners as you try to build your network.

The best advice?

Keep in mind when reaching out to a new contact -- what used to be called "a perfect stranger" -- that this person is leading a perfectly happy life without you in it. Therefore, common sense dictates that when you extend an invitation for lunch or coffee, you must err on the side of courtesy.

Posted by Louise at 11:07 AM | Permalink

July 31, 2005

Online Applications

I advise my clients to avoid spending too much time on applying to online application systems and this Miami Herald article illustrates why these systems can suck up your time without actually generating many interviews.

The problem? Recruiters are overwhelmed:

With tens of thousands of sometimes desperate job-seekers applying for positions with a click of the ''Send'' button, employers can be overwhelmed with applicants. To cope with the flood of résumés, employers are using a combination of technology and live human beings.

The downturn is the main reason for the deluge. But the ease of applying for a job electronically has also contributed.

''It's a lot less effort to apply, almost encouraging them to apply more often,'' said Richard Ledwin, director of employment at Stanford University, which has slowed but not stopped its hiring.

Only a few years ago, applying for a job took time and effort. You had to print your resume on good quality paper, buy a stamp and drop your resume in a mail box. It may have been slow and old-fashioned, but it made it much less likely that unqualified people would clog up the application process.

If you see a job that requires an online application, follow the instructions and then go the extra mile. Do some research into the company (either by web or phone). Find out the names of some real live hiring managers (not HR staff) and then snail mail or email a copy of your resume. An excellent tip is to send your resume by fed-Ex or Priority Mail. Those packages always get opened!

The bottom line is that you can't rely on web-based application systems. Recruiters are simply too overwhelmed.

Posted by Louise at 03:23 PM | Permalink

July 10, 2005

Ask a Recruiter

Many senior-level positions are never advertised. Instead, they are filled via executive recruiters but how do you make sure that these headhunters know you? To find out, I recently talked with Karen Pinkman, who is the Founder of KNP Associates , a retained search firm focusing on senior-level executive searches. Before building her own company, Karen worked for several top-ranked search firms including Korn Ferry, Morgan Samuels and Gilbert Tweed. I asked her to explain how senior-level job seekers can get on her radar screen and her answers may surprise you.

According to Karen, many senior-level job seekers fundamentally misunderstand how retained search firms work. (Retained search firms are so-called because corporations retain them on an exclusive basis and pay a sizeable portion of the fee in advance. Contingency recruiters on the other hand, are paid only when they make a placement.) “As a retained recruiter” Karen explained, “my responsibility is to my client. My role is to identify and assess an executive who fits specifications and I develop a customized strategy for each search. Resume submissions are only a small part of the effort.” Instead, Pinkman conducts her own research to find candidates. First she studies the key competition, looking for all those people in similar positions within the same industry. These are her A-list candidates, but even if they are not interested, many will refer her to others who may also fit the bill. She also sources candidates through respected trade associations. She makes note of interesting executives who are quoted in trade publications or serve as guest speakers. She searches specific Internet sites. And while she does sometimes scan her database and sift through online resumes, these are often avenues of last resort.

So, assuming that Karen hasn’t posted a vacancy (which she sometimes does) how can you get her to notice you? Her advice echoes that given by several Ladders newsletter contributors in recent months. “Senior-level job seekers have to view themselves as ‘Me Inc.’ she says. “The best way to get noticed by retained recruiters who specialize in your field or industry is to become a visible presence. Build and actively maintain a strong network, join trade associations, offer to speak at industry events, make contacts with trade press and even write articles on your area of expertise.” Pinkman doesn’t discourage senior-level job seekers from submitting resumes, but she emphasizes the importance of ongoing personal brand development. “In the end,” she says, “if you’re visible and I need someone who matches your background, I’ll find you a lot faster.”

Posted by Louise at 09:39 AM | Permalink

July 08, 2005

Effective Networking

Many job seekers dread the idea of networking. They hate to make phone calls to long-forgotten contacts because they fear rejection or don't want to be a nuisance. And these are natural concerns. Why should anyone help you if you haven't stayed in touch?

And that's the key. Networking doesn't have to be painful if it's done the right way. Successful networkers build a web of contacts and nurture those contacts over the long haul. If people only hear from you when you need something, you shouldn't be surprised if they don't want to help.

The easiest way to nurture your network is to focus on what you can give, rather than what you can gain. If you make it your business to offer help, others will be only too willing to help you in return.

Posted by Louise at 01:22 AM | Permalink

July 05, 2005

Be Realistic

On the Monster blog, Jayme has good advice for job seekers about being specific when looking for a job. He points out that recruiters are overwhelmed with applications and resent filtering through numerous resumes from people who clearly do not fit the job requirements.

If you think you’re not qualified, most likely the employer will feel the same way. I think job seekers often feel that applying to more jobs gives them better odds, but that’s not exactly the best strategy. A better game plan is to find the right job opportunities and concentrate on creating the best resume and cover letter for that employer, highlighting the skills that the employer is looking for. Only apply to jobs you can really see yourself doing. Finding a job can take its toll, and you don’t want to waste your time on opportunities that aren’t right for you.

Read the rest of the post here.

Posted by Louise at 09:50 AM | Permalink

June 23, 2005

Buyer Beware

As a professional resume writer, I'm a big believer in effective career marketing because I know how poorly most people market themselves without professional help.

But this Career Journal article is an important warning to anyone shopping for professional help. Be very careful that you know exactly what you're paying for and what results you can expect. This executive paid $15,000 to one company and got no results. Later, he spent a few hundred dollars on a professionally written resume, did some hard work, and got himself a great new job. That's an expensive lesson.

Posted by Louise at 08:48 AM | Permalink

June 20, 2005

Success Will Come

Looking for the right position can be soul-destroying at times. That's why I was thrilled to catch up with Chris Bailey's blog today. I've been checking in regularly, following Chris' pursuit of just the right opportunity and now he's found it. Good luck Chris and I hope you don't mind me using you as a great example of what can happen if you know what you want and keep working to achieve it.

Posted by Louise at 05:09 PM | Permalink

May 14, 2005

Inside Scoop

Many senior-level positions are never advertised. Instead, they are filled via executive recruiters but how do you make sure that these headhunters know you? To find out, I recently talked with Karen Pinkman, who is the Founder of KNP Associates (www.knpassociates.com), a retained search firm focusing on senior-level executive searches. Before building her own company, Karen worked for several top-ranked search firms including Korn Ferry, Morgan Samuels and Gilbert Tweed. I asked her to explain how senior-level job seekers can get on her radar screen and her answers may surprise you.

According to Karen, many senior-level job seekers fundamentally misunderstand how retained search firms work. (Retained search firms are so-called because corporations retain them on an exclusive basis and pay a sizeable portion of the fee in advance. Contingency recruiters on the other hand, are paid only when they make a placement.) “As a retained recruiter” Karen explained, “my responsibility is to my client. My role is to identify and assess an executive who fits specifications and I develop a customized strategy for each search. Resume submissions are only a small part of the effort.” Instead, Pinkman conducts her own research to find candidates. First she studies the key competition, looking for all those people in similar positions within the same industry. These are her A-list candidates, but even if they are not interested, many will refer her to others who may also fit the bill. She also sources candidates through respected trade associations. She makes note of interesting executives who are quoted in trade publications or serve as guest speakers. She searches specific Internet sites. And while she does sometimes scan her database and sift through online resumes, these are often avenues of last resort.

So, assuming that Karen hasn’t posted a vacancy (which she sometimes does) how can you get her to notice you? Her advice echoes that given by several Ladders newsletter contributors in recent months. “Senior-level job seekers have to view themselves as ‘Me Inc.’ she says. “The best way to get noticed by retained recruiters who specialize in your field or industry is to become a visible presence. Build and actively maintain a strong network, join trade associations, offer to speak at industry events, make contacts with trade press and even write articles on your area of expertise.” Pinkman doesn’t discourage senior-level job seekers from submitting resumes, but she emphasizes the importance of ongoing personal brand development. “In the end,” she says, “if you’re visible and I need someone who matches your background, I’ll find you a lot faster.”

Posted by Louise at 05:16 PM | Permalink

May 04, 2005

Getting Personal

Last week I wrote an article for The Ladders (an executive job search newsletter) in which I interviewed a headhunter who fills senior-level positions in the entertainment industry.

The newsletter's editor had asked me to provide his readers with some 'inside scoop' on what to do (and what not to do) when contacting influential recruiters.

During our conversation, Tom told me that he doesn't like to receive mass e-mailed resumes and he hates to receive resumes addressed to "Dear HR professional" (since he's not an HR professional!) He pointed out that the only way to get his email address is to visit the company's website and if you got that far, you could also find his bio and his name. He told me that he deletes most emails that start with a generalized greeting because he's already overwhelmed with resumes.

His recommendation was a) personalize correspondance and b) find someone else to refer you if at all possible. (A personal introduction from someone he respects goes a long way.)

I thought this was interesting info and I included it in my article.

WOW! Was I was unprepared for the angry reaction! I received numerous emails from newsletter readers - all were angry at Tom and some were angry at me for not putting him in his place.

Now Tom may or may not be right ... but it doesn't matter. The fact is that he deletes non-personalized emails (as do many other recruiters.) You can either get mad, or you can deal with the reality.

My advice is this: Instead of sending 100 resumes to nameless, faceless people, do some research and some networking and then send 5 resumes to a carefully targeted audience. Use the person's name, say something about the firm (e.g."I know your firm specializes in placing marketing executives...") and if at all possible, get an introduction from someone else.

Job search can be a frustrating experience, but it doesn't do any good to get angry about the way things are. It's much better to take the information and turn it to your advantage.

Posted by Louise at 11:29 AM | Permalink

April 16, 2005

What Are You Waiting For?

Yesterday was April 15th and the news reports were filled with the normal stories of last-minute tax filers lining up at post offices across the US.

Some people told TV crews that they waited until the last minute because they owed money, but most acknowledged that they had just procrastinated because that's what they do with everything ... wait until the last minute.

As a master procrastinator, this got me thinking... what does a procrastinator do when there is no deadline? If we wait until the last minute to complete our taxes or finish that work project, what do we do when no-one is demanding action?

Often potential resume rewrite clients will ask me for a price quote, then disappear. Months, or even years later, they get back in touch and the message is always the same: "I need this resume yesterday because this great opportunity came up." Sometimes I can help at short notice but mostly I can't because I'm too busy helping proactive clients who booked a few weeks in advance.

If you're thinking about changing jobs, or even changing careers, but postponing action, ask yourself what you are waiting for. No-one is going to give you a deadline, but you can make your own version of April 15th - a date when you must have accomplished at least one step towards your ultimate goal.

Posted by Louise at 09:45 AM | Permalink

April 15, 2005

What's your email address?

I just received a contact through my website from a job seeker whose email address is sexyeyes@....

This lady is looking for a job and that's her email address??!

Do you think that email address might put some people off interviewing her? When she does get interviews, what preconceptions do you think people will have about her?

Remember, when you are asking employers to consider you for a position, everything you do and say reflects on your professionalism, and that includes your email address. If you have a fun email address for your friends, that's great. But DON'T use it during your job search! Set up a free Yahoo!, MSN or gmail account and use that account only for job-related correspondence. Choose an address that is as bland and professional as possible.

Please!

Posted by Louise at 09:22 AM | Permalink

April 05, 2005

Great Recruiter Blog

If you are interested in getting the inside scoop on how recruiters think, check out Gretchen's Technical Careers at Microsoft blog.

Gretchen does a great job of selling Microsoft, but she also gives some wonderful insights into interviewing and resume writing.

A couple of days she posted some comments from readers who got a job with Microsoft and attributed their success to the information they gleaned from her blog. One reader wrote:

We have never met, but I am a reader of your JobsBlog, I just never participate in it (mainly because I am employed) :). I wanted to say thank you for providing such valuable information on your blog about interviewing at Microsoft. I went through College recruiting a few months ago and was really disappointed with the recruiter and the overall experience (and not just because I did not get an offer :)). I started reading your blog and decided to give it another shot through industry recruiting. I just finished interviewing with 3 teams (Thursday and Friday), and will hopefully hear some better news than last time on Monday! The recruiter this time around was extremely nice :) Either way, no matter what the outcome, thank you again for the blog. It was an invaluable resource to understanding the MS process, and was an intricate part of my preparation for the interviews.

Recruiter blogs are a great way to get a competitive edge.

Posted by Louise at 02:00 PM | Permalink

April 02, 2005

New Jobs Search Engine

Here's an interesting new development - Indeed is a search engine that pulls information from 500 job boards. I know outplacement companies who charge a fortune for this capability, so this is great news for job seekers who currently spend way too much time going from Monster to Hotjobs to countless other job boards.

The founders have a blog in which they quote from a Wall Street Journal review of their site. Sounds like a great way to save time - and you can use the time you save to build your network, or research your target companies - strategies that in the end will pay dividends.

Posted by Louise at 01:16 PM | Permalink

March 20, 2005

Recruiters who Blog

I came across this great post on Recruiting.com about recruiters who blog.

The Recruiting.com blog is written by a recruiter and focuses mainly on staffing issues from the recruiter's perspective, so why am I writing about it? Because it focuses on staffing issues from the recruiter's perspective!! How many opportunities do you get to see inside the process?

In the post, Dennis Smith - who is the Sr. Recruiting Manager at Samsung Telecommunications America - explains why he keeps a blog. Part of his reason:

"Hopefully I'll talk enough about Samsung in my blog that passive seekers who are searching out info on Samsung will stumble across my site - if so, they've got an avenue for making contact with me without having to send their resume to the 'great black hole.' "

And that, readers, is why you should search online for recruiting blogs and read them religiously. We all know how challenging it is to make contact with a real-life human being when you're applying for a job, but Dennis says that you can leap to the front of the long line of job seekers, just by being "blog savvy". FYI, Smith's blog is Recruiters Dumping Ground.

Happy reading!

Posted by Louise at 12:34 PM | Permalink

March 19, 2005

Take Charge!

Just came across this interesting article about online job search. My resume clients often tell me that they hired a professional resume writer because they weren't getting responses when they applied online.

Now, I am passionate in my belief that a strong resume will shave weeks - even months - from a job search. BUT - and it's a big "but" - only when it's used properly. With tens of millions of resumes in circulation, and with companies installing complex systems designed to filter 'unqualified' applicants, the average job seeker can often feel as though she's sending resumes into a black hole.

So, what do you do about it?

TAKE CHARGE!!

Don't sit back and wait for one of the filtering systems to decide that you're a good candidate ... apply online, following all the instructions, but assume that it won't work. Assume even before you hit 'send' that no human will even see your resume. (If you had to answer a few questions before you submitted your resume, you can multiply that assumption by two!)

Now, knowing that no-one will see your resume, are you just going to give up?

NO!!

Lots of job seekers spend time on the Internet, but they don't use the Web for the right things .... instead of applying for hundreds of jobs online, try applying for 10 and then spending the rest of your time researching those 10 companies. Find a name - preferably the name of the department Head (want that marketing manager job? Go online and find out whose the VP of Marketing). If you can't find the name online, call into the company and ask the receptionist. Cold callers have been doing it for years.

Now ... mail a copy of your resume, with a personalized cover letter explaining why you want the job, directly to your target executive. And don't use regular mail - your letter might get lost in all the junk - send it Priority Mail, Fed-Ex or UPS - everyone opens those envelopes!

Finally, if you have an email address (or can persuade the receptionist to give you one) email a copy just for good measure. Start your email:

"I am so excited about the opportunity to work for you as a (job title) that I also applied online, and sent a copy of this resume by snail mail...."

NOW you're taking charge!

Posted by Louise at 05:33 PM | Permalink

March 16, 2005

Recruiters not calling back?

I just came across a great post about why those pesky recruiters don't call you back! Check out When Recruiters Suck - Part 1. Great advice!

Posted by Louise at 08:29 AM | Permalink

March 11, 2005

Read More Blogs!

Blogging gives job seekers a new advantage - there are now a number of recruiters and HR professionals who have their own blogs and these blogs provide amazing insights into the recruitment process.

We're starting to compile a list for your reference (see the blogs listed under "Career Blogs"), but please contact me if you know of other good recruiting or job search blogs.

Knowledge really is power, so give yourself the edge.

Posted by Louise at 03:02 PM | Permalink

March 08, 2005

Web Portfolios that work

I just got a note from a resume client who wanted me to look at the new online portfolio he had developed. It looked very attractive until I started reading! The tone was casual (sometimes flippant) and the content seemed aimed more at his friends than at potential managers. This is a young man who plans to use his website to help with his job search, and yet he hadn't really thought about his audience.

If you have an online portfolio or personal website and you give that URL to potential employers in emails or on your resume, make sure that it presents a professional image and that it sells your talents and abilities just as well as your resume does. If you are not a professional designer, pay a designer to create your site. If you're not a great copywriter, pay someone to write the content.

And, don't forget blogs. If you write a personal blog, don't write anything that you'd be ashamed for a potential employer to see. Remember that nothing on the Web is private ...your managers, peers, business rivals and potential employers could all be looking for you online. Make sure they like what they find!

Posted by Louise at 02:15 PM | Permalink

March 02, 2005

Cold Calling for Your Next Job

I hate job applications. Too many people waste their time answering Help Wanted ads instead of seizing the initiative and taking charge of their job search! The problem is that answering ads is much easier than going out and looking for opportunities ... who wants the rejection of making cold calls?   

But, if you can find the courage, cold calling can the best way to introduce yourself to decision-makers.  I recently found this great article which lays out exactly how to make cold calls http://askmarc.theladders.com/archives/networking/index.html.

As Debra points out, it's tough at first, but it gets easier with practice!

Posted by Louise at 02:03 PM | Permalink