I received a great LinkedIn recommendation from a VP client who found a position in less than three months. I was retained for several new projects through his recommendations, and one of my oldest and most favorite clients (20 years) contacted me for an update . . . it was great catching up after eight years.

The holiday starts tomorrow and I am going fishing with my kids . . . life is good!

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro
http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

Execunet’s Job Market Intelligence Report

Companies across the U.S. economy and in every industry learned some tough lessons during the “great recession.” But as they entered 2011, many had also learned how to maximize productivity, mitigate risk and stretch management capability and creativity as never before.

Buoyed by slow but continuing economic recovery, more employers are starting to focus on growth and beginning to fill gaps in executive performance by selectively recruiting for new management positions, “trading up” with new hires for existing leadership roles and working to retain high performers at every level.

Yet, while they are increasingly taking steps to capitalize on future growth potential and the yield of high productivity from business streamlining, companies are also clinging to what they learned from the recession and keeping one eye rearward should recent history loom to repeat itself.

Having banked cash reserves as a fiscal precaution, companies continue to demonstrate restraint when it comes to making fresh investments. While cash was king during the darkest days of the global financial crisis, the corporate focus today is clearly on growing revenue, maintaining expanded productivity, innovating and maximizing the financial contribution of smaller operating teams.  This focus on revenue is revealed in broad corporate demand for sales, business development and sales enablement leaders across the U.S. economy, and especially in dynamic industry segments from healthcare and biotech to high technology, energy and utilities and the emerging green tech and environmental services markets.

Equally positive, several sectors hit hardest by the recession – from consumer products to financial services and manufacturing – are rebuilding their management infrastructure to support business objectives. Unlike previous economic recovery cycles, employers have assumed the potential double jeopardy of balancing growth plans with conservative investment.

Download the full report here:  http://www.resumeportfolios.com/files/ExecuNet.pdf

Webinar by LinkedIn Guru Jason Alba
Author of I’m on Linkedin – Now What???

I am sponsoring a “how to” webinar by Jason Alba that will show you how to maximize your job search networking capabilities with LinkedIn. The webinar is limited to 100 participants. Each participant will receive a free copy of Jason’s $50 DVD, LinkedIn for Job Seekers, as well as a bonus Social Networking for Job Seekers (video of how to social networks could fit into your job search), also valued at $50.

The fee for this webinar and the two complementary videos is only $67.

Online Registration: https://www.JibberJobber.com/pay (once you register we will send you a link to the webinar).   Tuesday, May 17, at noon EST

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro
http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

Do You Use LinkedIn to Follow Potential Employers?

Most jobseekers think of LinkedIn as a tool to network with individuals. While LinkedIn is certainly useful for this purpose, it can also provide invaluable information about companies you want to target during your job search.

LinkedIn now allows you to follow all the activity related to a particular company. You can do this by searching for the company on the site and clicking “Follow Company”. This step adds the company’s activity to your news stream on LinkedIn in the same way that adding a connection adds their individual activity. This is an absolutely invaluable tool for keeping track of events at a company you’re targeting.

This information can give you a sense for whether the company is hiring at all and it allows you to see the backgrounds of the candidates who are landing jobs there. It can be frustrating to see who’s beating you out for particular positions but having that information is also priceless for knowing how to position yourself as a stronger candidate going forward. One more bonus: you can tell when someone was hired for a position even if the company doesn’t directly contact or notify you.

The Follow Company feature on LinkedIn also allows you to see how many other people are following that company. If thousands of people are keeping an eye on things, chances are good that you have a lot of competition for open positions there. Additionally, LinkedIn includes very useful information such as the average tenure of employees at the company, the male/female ratio of the staff, and the median age of employees. Larger companies sometimes even indicate which specific universities a high percentage of their staff attended.

The new Follow Company feature on LinkedIn is a great research tool for job seekers trying to find a creative way in to organizations that they otherwise may not have an open door to.

—Career Rocketeer

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro

http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

LinkedIn

It’s LinkedIn or it’s LinkedIn. When it comes to using social networking to find a new position, Linkedin has set the bar and is now the standard. There is no site that comes near it for job search networking and with over 100 million members and growing, it is “THE PLACE TO BE.”

An early adopter of Linkedin as a key component of enhancing my client’s job search capabilities, I have a network of almost 10 million connections and I invite you to leverage my network to expand your contacts. My email address for connecting with me is resumepro.

Webinar by LinkedIn Guru Jason Alba, Author of I’m on Linkedin – Now What???

I am sponsoring a “how to” webinar by Jason Alba that will show you how to maximize your job search networking capabilities with LinkedIn. The webinar is limited to 100 participants.

Each participant will receive a free copy of Jason’s $50 DVD, LinkedIn for Job Seekers, as well as a bonus Social Networking for Job Seekers (video of how to social networks could fit into your job search), also valued at $50. The fee for this webinar and the two complementary videos is only $67.

Online Registration: https://www.JibberJobber.com/pay (once you register we will send you a link to the webinar). Please comment on which webinar you want to attend, either Tuesday, May 17, at noon EST, or Wednesday, May 18, at 7pm EST.

What to Consider When Writing Thank You Notes

Saying thank you is an important part of the interview process. You are thanking your interviewer for being gracious with their time and considering you for an important role in their organization. Thank you note mistakes can ruin your chances to get that next job. Let’s take a look at some thank you note essentials.

Thank You Notes Must be Mistake-Free

Once you commit to writing a thank you note, it needs to be perfect. Grammar, spelling and punctuation are incredibly important. Have somebody else read it over if necessary. There are no excuses for mistakes on a thank you note and an error will hurt your chances of getting the job.

Thank you Notes Must be Unique to the Recipient

Writing a generic thank you note or the same note to multiple interviewers is tacky. At best, these notes fail to connect with the reader. At worst, your interviewers will share them and realize you didn’t take the time and effort to make them unique. Don’t fall into this avoidable trap. Instead, use the thank you note to forge a bond and give one last plug for how you think your skills fit the position.

Thank You Notes Must be Concise While thank you notes are vital, avoid notes that are too long; it shouldn’t be a book. A few short paragraphs will suffice! Consider this easy template.

1) Thanks for spending the time with me…

2) I am really interested for these reasons…

3) I think I am qualified for these reasons…

Also, it’s important to mention something unique about your interview, a mutual friend, mutual interests, or something humorous that may have happened during the meeting. Finally, let them know you are looking forward to next steps and possibly try to overcome any known objections in a sincere and honest fashion.

Thank You Note Form, Handwritten or E-Mail, Must Fit the Situation

Let’s say you write perfect and personalized thank you note. Does it matter if the hiring manager doesn’t read it in time? I know a candidate who did not get a job because her competition had sent a thank you note by email and she had mailed hers; the hiring manager thought she didn’t write a note.

This isn’t to say that email is always the way to go, but you should be mindful of the timing of thank you notes in your particular job search. Hand written notes are appropriate for job searches that take a long time. Email notes are appropriate when you are interviewing for a temporary role that is moving quickly. A good rule of thumb is to send an email unless you can mail out your handwritten notes within 24 hours. Some people even do both.

Saying thank you is important, but it needs to be done the right way. Make your thank you notes perfect, personalized, to the point, and be sure to send them in the right format for the particular job. These details could be just the thing to get that next job.

—Guest Expert Scott Foley, Career Rocketeer

Telephone Interview Tips

A phone interview sounds easy, doesn’t it? It’s not as easy as it seems though. You can blow a phone interview just as easily as you can blow an in-person interview. Dropped calls, background noise, not knowing about the company, and/or not being prepared to respond to interview questions can knock you out of the running. Review these tips for how to conduct a phone interview and what not to do when you’re interviewing via the telephone to make sure your phone interviews get you to the next step in the hiring process.

Create a checklist.

Review the job posting and make a list of how your qualifications match the hiring criteria. Have the list available so you can glance at it during the interview. Also have a copy of your resume in clear view, so you don’t have to remember what you did when.

Research the job and the company. The more prepared you are for the interview, the smoother it will go. Review answers to typical phone interview questions and think about how you’re going to respond.

Use a land line.

Unless your cell phone service is 100% all the time, use a land line instead of a cell phone. That way you won’t have to worry about dropped calls and getting disconnected.

Turn off call waiting.

If you have call waiting turn it off. The beep of an incoming call is distracting and can make you lose your focus. Interview in a private quiet space. That means securing a babysitter if you have small children at home and kicking the dog, the cat, and the rest of the household members out of your interview space.

Have a glass of water nearby.

There isn’t much worse than having a tickle in your throat or a cough starting when you need to talk on the phone. Take notes. It’s hard to remember what you discussed after the fact, so take brief notes during the interview.

Focus, listen, and enunciate.

It’s important to focus on the interview and that can be harder on the phone than in-person. Be sure to listen to the question, ask for clarification if you’re not sure what the interviewer is asking, and speak slowly, carefully, and clearly when you respond. It’s fine to take a few seconds to compose your thoughts before you answer.

Pay attention to body language.

This might sound strange, but your body language matters on the phone almost as much as it does during a face-to-face meeting. Focus on the interviewer, smile, and think positive. You’ll make a better impression.

Multi-task.

This won’t work for everyone, but if you can multi-task have the company’s website open in your browser, so you can quickly check for company information if it comes up in the conversation. Have questions to ask the interviewer ready. Be prepared to respond when the interview asks whether you have any questions for him or her. Review these questions to ask the interviewer and have a few ready in advance.

Follow up after the phone interview.

Ask for the interviewer’s email address, if you don’t already have it. Send out an email thank you note immediately, thanking the interviewer and reiterating your interest in the job. Use your thank you note as a way, as well, to provide information on anything regarding your qualifications you didn’t get a chance to mention during the phone interview.

Read the full article here: http://jobsearch.about.com/b/2011/04/10/telephone-interview-tips.htm

—Alison Doyle, About.com

How to Find a Quality Online Degree

While online degrees were once largely seen as being second-rate, recent studies have reported that employers are not only more open to, but are even showing a favorable sentiment toward candidates with online degrees these days.

One such study, conducted by Excelsior College/Zogby International, found that 61 percent of CEOs and small-business owners were familiar with online degree programs — and 83 percent of those considered online degrees equivalent to those earned in a traditional classroom.

Besides the increase in reputation these programs are experiencing, online degrees have also become so popular, that if employers were to disregard candidates with such degrees, they’d also be disqualifying a significant portion of the work force.

A recent study conducted by education marketing firm EducationDynamics shows that, since 1999, enrollment in online degree programs has increased nearly 1,000 percent; and, according to another study by Babson Survey Research Group, at least 4.6 million students in the United States were taking at least one online class during the fall 2008 term, the most recent period from which data is available. While online education has clearly come a long way in terms of both quality and reputation, some programs are still miles ahead of others when it comes to quality and — like with graduates of traditional universities — employers often take quality of education into account when making a hiring decision.

Unfortunately, the relative youth of online education can make it hard to distinguish a quality program from a degree mill; online universities are not yet included in the highly-regarded ranking systems like those produced by US News and World Report, the Princeton Review or Barron’s, and many online schools don’t have long-standing reputations that precede them. Though you won’t find an excess of third-party evaluations to help you choose a quality degree program, doing a little research on your own can help you find a school that will stand up to both your educational standards and an employer’s interview process.

Here are a few things you must know about choosing an online university:

Check accreditation

Accreditation means that a school has met a baseline educational standard, so if a school you’re considering isn’t accredited, it’s time to reconsider. The U.S. Department of Education maintains a searchable online database of accredited schools in the United States. Before enrolling, be sure to check that your school is on that list.

While most online universities will be accredited by some sort of agency, not all accreditations are created equal. Schools will be accredited by either a regional or national agency, and there is a difference between the certifications. If you’re thinking about continuing your schooling in the future at a traditional college, for example, then it’s best to choose a regionally accredited school, since most traditional universities are regionally accredited and only accept transfer credits and recognize degrees from other regionally accredited schools. Regional accreditation agencies are broken down by geographic region. They are:

• Middle State Association of Colleges and Schools
• New England Association of Schools and Colleges
• North Central Association of Colleges and Schools
• Northwest Association of Schools and Colleges
• Southern Association of Colleges and Schools
• Western Association of Schools and Colleges

There are plenty of regionally accredited online schools to choose from though, so finding one shouldn’t be too difficult. The University of Phoenix, Devry University and Kaplan University are all accredited by the North Central Association of Colleges and Schools, for example (the same regional agency responsible for accrediting universities like Arizona State, Michigan State, Northwestern and Purdue).

If you’re applying to a technical, theological or vocational school, on the other hand, then it’s better to look for a nationally accredited program, since these agencies often specialize in a type of school (i.e. the Accrediting Commission of Career Schools and Colleges of Technology) rather than a geographic area.

Read reviews

Since online degree programs aren’t typically included in published college rankings, you’ll have to look elsewhere for a third-party opinion of online schools. Some websites, like Online Education Database, have begun to rank schools based on things like acceptance rate, graduation rate, scholarly citations and student-faculty ratio. Additionally, the website CollegeChoicesForAdults.org lets you and compare and contrast 17 of the most popular online colleges, based on criteria including student demographics, student engagement and alumni outcomes.

Take your career path into account

If your goal in life is to become a doctor, for example, and you want to start your schooling at an online university, you may run into problems down the line. Most medical schools require students take a certain amount of lab-based courses — which can’t be done online, for obvious reasons. The same goes for other “hands-on” career paths.

While online learning may be a great way to get basic courses under your belt, you may want to transfer to a traditional university when it comes time for the technical stuff.

Pay attention to red flags

Many online universities are for-profit — and while that doesn’t necessarily reflect on the quality of the education provided, it’s still important to make sure that profit isn’t all a school is after before you enroll. According to the Better Business Bureau, warning signs that your online university may actually be a degree mill include:

• The school charges by program, not by course or credit hour.
• There is no physical address, or a P.O. Box is given as the mailing address. Even online universities need physical addresses, where the “back-end” operations are headquartered.
• More emphasis is placed on earning credits through “real-world” learning than on classroom time.
• The length of the degree program is significantly shorter than equivalent programs at other universities.

By applying the tips above to your online-degree research, you’ll be able to make an intelligent decision about your education.

—Source: ELearners

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro

As a recruiter I primarily focus on Technology professionals, however, I have personally hired several salespeople and seen many resumes from people seeking sales positions. I’m often amazed at how many of those resumes don’t address the one, most important question that any sales manager would ask . . .

Can this person sell???

In sales, that one question is the “Elephant in the Room” when evaluating a resume or interviewing a prospective new hire. If that one question doesn’t get answered, it’s unlikely the process will move forward.

So, whether it’s on the resume, or in the interview . . .  here are mistakes I see that are made, and how the question can best be addressed . . .

Sales positions are different! As opposed to perhaps most other positions in an organization, performance and measurable results in sales roles are key.  If a company is hiring a new sales person, it’s for one reason . . . to bring in new revenue. It’s easily measured, and the sole reason for having someone in that role at all. If it’s unclear whether someone can bring business into the organization, there’s no compelling reason to hire that person. It’s the one thing a hiring manager wants to know, and it’s by far the biggest thing that matters.

There’s no question that the sales person should share the companies values, fit their culture, be able to exude the image the company wants to portray to their customers, and be able to articulate the company’s products or services. However, even if someone matches all those requisites, they won’t succeed if they can’t sell!

Past performance is the best predictor of future success. These words are the predominant concept most sales managers live by when hiring a new sales person. Certainly there are exceptions, and for various reasons many sales managers will take a chance on someone because of a gut feeling. However, most understand, that the safest new hire, is one that has performed well before. That’s what they are trying to determine. Has this person proven that they can generate new business in the past?

Metrics are key! Many sales resumes I’ve seen give great detail on the type of relationships they build well, the sales processes they’ve employed, examples of satisfied customers, and the types of organizations they’ve pursued. However, they state little to nothing about the results they’ve achieved in bringing in new business.

It’s critically important to provide actual numbers to show the results you’ve had, as well as a frame of reference to judge whether those results were good or not. To simply state you generated $600,000 in new business in the last year says very little about your success. $600,000 of new business in a year if you’re selling multi-million dollar capital equipment may not be good at all, while $600,000 in business last year selling office supplies may be great. Help the reader or the interviewer understand the context of your sales figures.

$600,000 of sales, while the rest of the company sales force averaged $1.5 million in sales would be a poor reflection on you. While $600,000 of sales that made you one of the top 5 out of 50 sales people would be a strong indicator that you have what it takes.

Present your strengths. Perhaps you weren’t a top sales person. However, you have other successes that still show you are a viable candidate. Always show what your successes have been.

If you’ve had significant growth in sales year over year for the past 3 or 4 years, that’s a compelling case for your future success. If you’ve had 100% retention of your customers, it shows you can build a base that’s enduring. If you brought in a significant number of new customers that have yet to maximize the revenue they will generate, it shows that you’ve been building success that simply has yet to blossom. If you’ve moved up in rank among other sales people in the organization each year, it shows you’re one that is likely to continue to grow and improve.

Whatever your individual strengths and successes have been, it’s critical to show it with actual numbers in your resume and in your interviews.

Don’t ignore the elephant! It’s imperative that you include actual figures in your resume and address them in your interview. For many, perhaps most, sales managers, if they don’t see actual facts and figures in a sales resume, it’s assumed the person wasn’t very good and they are hiding that fact with less relevant information.

The burning question that any company has when hiring a new sales person is always . . .

Can they sell???

Make sure you answer it in your resume, your interviews, your thank you notes and in every contact!

—Career Rocketeer

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro
http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

Special Edition:
Open Positions in the Sustainable Industry

If you feel you meet the qualifications for one of these positions, please submit your resume to christopher.hutson and be sure to include the job title for which you would like to apply.

Marketing Strategist

Responsibilities:

Develop and manage marketing presentations and projects for Abener North American sales teams and management to increase revenue, market share and customer satisfaction.  Design custom sales presentations, proposal support commercial documents and advertisements in order to meet team and client’s needs utilizing marketing expertise, presentation software skills, creative thinking, brainstorming, and data analysis. Create solutions based presentations that package market research, corporate strategy, and business development activities. Warm and Cold call key account clients to establish information dialog for potential projects, meetings, and analysis.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills.  Previous experience in marketing and/or industrial and technical research preferred. The candidate should be highly proficient in MS Word, PowerPoint and Excel. Requires at least an undergraduate degree in marketing or communications; and/ or at least 4-6 years related work experience in advertising/marketing industry.

Business Development Manager—Solar Market

Responsibilities:

Manage the business development, marketing, and product support responsibilities for assigned business & products to capture new business opportunities. Research, analyze and recommend investment strategies for assigned business & products and effectively communicate requirements to senior management. Research and recommend strategic planning for assigned product lines including the impact on resources. Develop reports that include cost and pricing estimates, and market pricing strategy. Conduct customer visits and product marketing presentations. Participate in trade shows and technical symposiums.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills. They should have sound judgment and critical thinking skills to analyze complex business strategy and financial analysis, good public relations and marketing skills to work with a diverse customer base. The candidate should have the ability to analyze and solve problems both technical and financial, have the ability to establish and build customer relations and analyze customers’ fiscal budget cycle/process. Team building skills are necessary to communicate and gain support of divisional strategies and visions from the employees within the assigned business area. The candidate should have effective presentation skills (technical and business), communication skills (verbal and written) and interpersonal skills, and a high level of computer software proficiency to accomplish responsibilities.

Travel will be necessary domestic (typically 75%).

The client should have a Bachelor’s degree in related field (engineering, science, marketing or business) with a minimum 3-8 years of related experience.  Master’s degree in business preferred but not required.

Business Development Manager—Canada Market

Responsibilities:

Manage the business development, marketing, and product support responsibilities for assigned business & products to capture new business opportunities. Research, analyze and recommend investment strategies for assigned business & products and effectively communicate requirements to senior management. Research and recommend strategic planning for assigned product lines including the impact on resources. Develop reports that include cost and pricing estimates, and market pricing strategy. Conduct customer visits and product marketing presentations. Participate in trade shows and technical symposiums.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills. They should have sound judgment and critical thinking skills to analyze complex business strategy and financial analysis, good public relations and marketing skills to work with a diverse customer base. The candidate should have the ability to analyze and solve problems both technical and financial, have the ability to establish and build customer relations and analyze customers’ fiscal budget cycle/process. Team building skills are necessary to communicate and gain support of divisional strategies and visions from the employees within the assigned business area. The client will be required to have strong relationships with clients and potential subcontractors and partners and be able to develop and maintain these alliances. The candidate should have effective presentation skills (technical and business), communication skills (verbal and written) and interpersonal skills, and a high level of computer software proficiency to accomplish responsibilities.

Travel will be necessary domestic (typically 75%).

The client should have a Bachelor’s degree in related field (engineering, science, marketing or business) with a minimum 10-15 years of related experience.  Master’s degree in business preferred but not required.

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro
http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

Top Job Search Strategies You’ve Probably Never Tried

1. Identify Your Target Industry or Field of Interest

- Most industries have multiple subfields and further, departmental differences between job descriptions, duties and responsibilities. Make sure you are aware of the variety of positions within each industry sector. Use the Occupational Outlook Handbook (www.bls.gov/oco/) to research job titles.

- Take some time to envision yourself performing each task – could you see yourself performing this task eight hours a day, five times a week?

A January 2010 Gallup Poll found U.S. job satisfaction at its lowest level in two decades. Make sure you are looking at all the data before you make the proverbial leap (Results of polls on job satisfaction are at odds, By Carol Morello, Wednesday, January 6, 2010)

2. Search for Jobs via Keywords

- Job search sites such as Indeed.com allow you to input keywords or phrases when searching for jobs. Expand your job search by viewing all industries that highlight a specific skill as a job requirement (i.e. typing in “analyst” pulls up jobs such as: “financial,” “systems,” “credit,” “economic,” “risk” and “military” analyst). By expanding your job search into different industries, you may find jobs requiring the same skill sets you already have while simply working with a different product.

- View a variety of job postings – even jobs where you do not meet the qualifications. Scan these job postings for keywords or “buzz words” that are vital job responsibilities. Use your collection of buzz words to refine your job search and define your ideal job.

Once you have defined your ideal job, begin incorporating the related buzz words into your resume and cover letter. Illustrate for employers your ability and interest in using necessary industry skills.

3. Research the Professional Associations and Organizations for your Field of Interest

- Professional associations are maintained by professionals. These sites are invaluable resources regarding industry trends and resources, accreditations or certifications, and industry publications.

- Use discussion or forum boards on these sites to ask questions, to stay abreast of industry current events, and to weigh in on industry issues. This knowledge can certainly benefit you in job interviews and additionally can benefit you when employers search your name prior to the interview and see your passion in your field.

- Many professional association Web sites also list upcoming webinars or seminar series to attend, which is another great way to stay current in the field.

Peruse the organization’s career center for research opportunities, internship and full-time positions.

4. Use Niche Job Boards

- Employers post positions on niche job boards to avoid being flooded with applications from unqualified candidates. Find these sites by searching “job search sites” in Google (i.e. “direct marketing job search sites”).

- Print out jobs of interest, stay organized and record your completion of each stage (i.e. updated resume, sent application, scheduled interview).

- Create an Excel spreadsheet tracking your job search, including information about job posting closing date, contact information, follow-up points of contact, job description buzzwords, and company mission and goals. Search smarter, not harder. Updating this information throughout your search will keep you prepared as employers begin calling for interviews.

You can even create an Excel sheet of the list of niche job boards you find. Create a schedule for yourself of dates and times you check each site to help avoid searching certain sites too often.

5. Use your City’s Chamber of Commerce Web sites or LinkedIn to Directly Search for Ideal Employers

- Many job boards cost employers money, leading them to post job openings solely on their own human resources Web site. Therefore it is crucial to identify and target specific employers and consistently check their human resources department Web site directly.

- Even when employers post positions on job boards, make sure to view the position opening as it is written on the company’s human resources page. Frequently, employers will list additional application requirements about the positions they post on their website only. By doing this, employers can easily identify which candidates have done their research on the company.

—Career Rocketeer

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro

Did you know that the Internet changed the rules? Recruiters now search for individuals in a vertical, not just by geography. This means that a recruiter anywhere in the country could be working on a position in your client’s discipline. Our experience has shown that a significant number of hires occur by tapping the nationwide not just local markets.

Whether you are a C-level executive or senior staff earning from $50,000 to $1,000,000 or more, our customized marketing campaign maximizes their chances and provides selective criteria to fulfill their unique job search requirements.

Based on more than 35 years of experience in the career services field, we have developed strategies that can significantly increase the ability to secure new career opportunities across all disciplines and salary ranges.

Through extensive research and proprietary software development, we have amassed a list of more than 15,500 recruiters and 3,200 venture capital/private equity contacts nationwide, including industry leaders Spencer Stuart, Heidrick & Struggles, Boyden World, DHR International, Egon Zehnder, Crist Associates, Korn/Ferry, Russell Reynolds, and Stanton. Professional résumé writers and career coaches use our services for their own clients.

Best of all, we don’t charge by the number of recruiters or private equity/VC firms on the contact list!

How many contacts will see the résumé? Typical recruiter distributions average more than 1,500 firms and 3,000 VC and private equity companies.

Will you know what recruiters received your résumé? Yes, you receive a list with complete contact information for each recruiter.

The process is simple: upon placing your order, you will receive a sheet with selection criteria. You will select your desired employment categories, specific industries (if desired), and salary range. You will also have the opportunity to select specific states, rather than nationally, if desired. Within 48 hours of receipt, your custom-addressed letter and résumé will be emailed. We recommend national distribution since recruiters generally work on positions throughout the U.S.

Recruiter Distribution – $225.00
VC – Private Equity/Venture Capital Distribution – $350.00

For more information or to place an order,

call (800) 967-3846

Résumé Distribution System is a
Gilbert Résumés Company

You’ve made it to the second interview for a great job. They want references. Hallelujah!

Until this point, you haven’t even THOUGHT about references. So you quickly put together a list of three people who you think will say good things about you, and send it off. The job slips away. They hired someone else.

Don’t wait until the last minute. Think about references well before you need them.

1. Do they know your work and think highly of you? You don’t HAVE to include your last boss as a reference, if he/she isn’t the best person. Jim included his mentor on his reference list, since this man knew his work much better than his supervisor. Besides, Jim wasn’t sure the supervisor liked him.

2. Evaluate your potential references—Are they articulate, and can (and will) they speak with enthusiasm about you and your accomplishments?

3. Find out what are the best times and methods to reach them: office phone, cell phone, fax, or email. Employers checking references often work quickly, and if they can’t get through to your references, they may choose someone else.

Be sure to let your references know they may be contacted and coach them about what to emphasize. You DON’T want your references to be caught off guard by a phone call from an employer. You certainly don’t want them mumbling incoherently, trying to remember what you did.

Remember, they have had other things on their minds besides what you did last year—or five years ago. Refresh their memories about your accomplishments. You might write a summary for them to refer to before or during the reference call.

Be sure to check up on them. Have a friend call them, posing as a reference checker to see what they will say. If they aren’t positive and enthusiastic, take them off your list.

Jack Chapman, Lucrative Careers

MARTIN WEITZMAN, NCRW, RPBS, IJCTC
(800) 967-3846
resumepro
http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

15 Tips for the 50+ Job Hunter

If you were born between 1946 and 1964, you are known as a Baby Boomer and you are somewhere between 46 and 64. In my practice, I work with a multi-generational client base, including many Boomers.

If you are 25, 35, 45, 56, 64, 74, or 84, in my opinion, you are not too old to find w – o – r – k or a j – o – b as long as you have:

* the drive to do so;

* the will to want to;

* and the guts and the grit to go fishing in a competitive, global, turbulent, and ever-evolving pond! And should you elect to cast your line into X, Y, or Z waters, perhaps you will check your tackle box for the right bait:

1. Passion! Let others see it, hear it, feel it, get it, notice it, enjoy it!

2. Energy! Act like you have some and lots of it! Do not yawn during interviews or tell people how tired you are or that you are exhausted.

3. Enthusiasm! Bring it, show it, offer it, deliver it!

4. Let It Go! Don’t look back at what didn’t go your way; instead, today is a new day.

—–>>> Press on! Move on! Go forward —–>>>!

5. Think differently! Instead of thinking about your age and how ‘old’ you are, why not reconsider that you’re ‘still above ground’ and that you have an immense body of talent to share!

6. Engage! Connect with purpose and intention; add an abundance of the above numbers 1, 2, 3 into conversation to keep the listener listening!

7. Attire/Appearance! Dress professionally, appropriately and well for the job you want. Maybe it’s time for that makeover you’ve been thinking about!

8. Attitude! While you cannot control you age, you can control your attitude; how will the employer gauge yours?

9. Language! Carefully select the best words to deliver the message you wish to convey about yourself, your brand. Figure this out ahead of time so you have specific ideas of what you would like to share about yourself in support of the j – o – b you would like.

10. Technology! Instead of saying ‘something a bird does’ if you’re asked about a ‘tweet’, educate yourself about social media and its impact on job search. Do not take yourself out of the game because of technology — you are never too old or too young to learn!

11. Partner/Collaborate. Learn from all ages of people. Regardless of your generation, learning is learning. Here’s something I learned from a Millennial over the week-end, for example: www.bookrenter.com.

12. Volunteer! Whether you’re employed or unemployed and 22 or 82, helping others and serving others knows no age.

13. Experiment! Try something new; try something different; take a calculated risk and see what you learn; see where it takes you!

14. Keep dreaming! Dreaming doesn’t stop because you turn ___ (fill in age), unless you let it! Whether you are 22 or 73, build a bucket list and start doing!

15. Stay active! As long as you are able, stay active always and in all ways!

Consider the wisdom of George Eliot: “It is never too late to be what you might have been.”

—Career Hub

Job References: Don’t Lose at the Finish Line

The purpose of providing references is to close the deal. It isn’t to discover if you are telling the truth about your dates of employment, verify that you’ve demonstrated the proper skills for the job, or even to assure the hiring authority that he’s making the right decision to hire you — though each reason contributes.

If a company is having difficulty deciding which of two individuals to make an offer to, references are usually the deciding factor.

What constitutes a reference? Primarily, people to whom you have reported in your previous jobs. In some industries, providing a reference from outside the company – trades, vendors, or long-time customers – supplies an additional perspective that a former employer cannot.

By their very nature, generic references are positive – or they wouldn’t have been written and handed to the departing employee. Employers want to speak to the reference themselves and ask their own questions – without the candidate knowing what was said.

If you want your references to help you close the sale, you need to help them. The standard method of most reference preparation goes as far as the job seeker calling the references and asking each person if he’ll act as one, then failing to cue them in during the process as to who will be calling.

Some candidates don’t even think to track down their references and ask for permission. The names and numbers are simply listed on a sheet of paper and given to the hiring authority. Would you like to know how many times I was provided with contact information to find the person was long gone from that company?

Additionally, failing to provide the person with a copy of your most recent resume so that he has both your dates of employment and your accomplishments in front of him when the hiring authority calls is to deal yourself the ultimate wild card. And failing to tell your reference about the position for which you’re interviewing and what the company is looking for in their new hire compounds that. When you provide this additional information, you not only prompt his memory, but you give him information with which to work. It helps him speak directly to what you want addressed.

Now you’ve provided the prospective employer with verified information from a credible, objective and informed source.

All of this is equally applicable if you were fired. Under most circumstances, truth is the only path, and making sure that a reference doesn’t backfire on you is all the more reason to contact that supervisor. Just because a person or company isn’t on your reference list, doesn’t mean people don’t “know” others in that same industry.

It’s difficult to summon the courage to ask your previous employer to provide you with a reference when you were fired. But many of those references come out better than you’d suppose; the only negative tends to be the one surrounding the reason you were discharged.

Put the extra work into helping your references be a reference. Why gamble and leave the home stretch to chance?

—Career Rocketeer

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing
LinkedIn Profiles
Recruiter and VC/Private Equity Distribution
Cover & Thank-You Letters
Biographies
Board of Director Resumes
Job Search & Interview Coaching
Online Identity Programs
Networking Training

Contact
Martin Weitzman
Certified Career Professional
Gilbert Resumes
800.967.3846
http://executiveresumewriter.com
http://resumepro.com
http://www.linkedin.com/in/resumepro