I’ve been reading a book called “The Right to Write” by Julia Cameron.  It’s a FABULOUS book for those, like me, who have been, can be and are undeniably driven to write.  The book is not about writing for money or publishing or fame or anything material – it simply talks about writing for the fun of it, because you simply need to, or just writing for writing’s sake.  In that way, it can be a little “artsy-fartsy” if you will, but for me, who assesses my world via pen and paper (or keyboard/computer), so much of it truly resonates with me.

Anyway, at the end of each chapter, she gives a little assignment.  It’s generally something to encourage you to write, to think about your approach to writing, your understanding of what being a “writer” means, etc.  I haven’t actually done any of the exercises yet, but the one I read this afternoon struck me as particularly appropriate seeing as how all I did today was read resumes for people looking to take over my position.

The intention of the exercise is to strengthen your sense of self.  Why? “[I]n order to do self-expression, we need to have a self to express.”  A little esoteric, perhaps, but play along for a second…  She suggests that you set aside a couple of hours and make a list numbered 1-100.  Once you’ve finished numbering, go back and write down 100 things you are proud of.  From the smallest, silliest thing, to the biggest, grandiose honor.

She comments, “Think of this tool as a private resume.”

And that’s when I paused and wondered:

What would my PERSONAL resume look like?  What qualities would I highlight? What personality features and character strengths would I advertise for myself?  What personal accomplishments would I focus on? Would I still have the same categories as my professional resume – education, experience, skills? What would I put under them?  Would I have different categories?  What would they be?

How would I break down my personal life – the *real* me – if I only had one page on which to summarize, and “sell” myself?

Before we start discussing how to search for a six figure salary job, let’s set a goal. The goal I suggest is to double your income every five years. That may sound like a stretch. Well it is… but it is a doable stretch goal.
I set this goal for myself twenty years ago when I graduated from a small public college. I grew up an average kid from Philadelphia. I had average grades in high school and college. And I never went to graduate school. At the time I graduated from college I had never been west of Harrisburg, Pennsylvania. Twenty years later I can tell you that I have lived and worked on three different continents and I’m vice president of a large publicly traded company.
What made the difference for me were two things.
First and foremost was my college sweetheart. She always felt that I could do and be whatever I wanted. Her faith was a driving force that ignited my ambition.
Second was the director of the placement office at my college. He spoke to the senior class about the job market in 1983… which was bad. He spent three-quarters of his presentation telling us what we couldn’t do and what we shouldn’t expect. While I recognize that he was trying to manage our expectations so that we wouldn’t become frustrated or disappointed in our job search his negativity frankly pissed me off.
One of the things that he told us was that we should just forget about applying to Armstrong World Industries. Armstrong was headquartered in the same town as my college. The director told us that since the job market was tight Armstrong was going “up market” to the bigger name schools, so we should just forget about wasting our time chasing Armstrong.
Right then and there I made up my mind that no one was going to tell me what I can’t do when it came to achieving success. Since Armstrong was not interviewing on campus, I had to figure out how to land an interview with their college recruiter.
I targeted a job with them in their sales organization. I thought it would impress them if I made a cold call on the college recruiter. So I planned my approach. I would go over at lunch time when the main receptionist wouldn’t be on duty. I figured the person that covers during lunch wouldn’t take their gate keeping duty as seriously. I thought if I could just get into the Human Resources Department, I could probably wait for the college recruiter to get back from lunch.
My planning worked better than expected because the college recruiter was having lunch at his desk and he was happy to sit with a college student who had cold called on him.
I had my two minute pitch ready and my questions to gather more information as to their needs all polished up and ready to go. I was very relaxed since I figured I had nothing to lose, which is true in any job interview. If the interview you are on doesn’t work out, learn from it and then just move on.
After spending an hour with the college recruiter I was offered to join Armstrong’ training program. The first thing I did when I got back on campus was to see the director of the placement office. I told him how I got into my beat up 1977 Datsun B-210 wearing my brand new navy blue polyester suit that I bought at Sears the night before and drove over to Armstrong’s and landed a job offer to join their college training program. You could have knocked him over with a feather. Then I told him that I would double my salary every five years…
I learned three things from this experience:
First, don’t let anyone tell you what you can’t do.
Second, anyone who learns how to successfully conduct a management level job search can significantly advance their career.
Third, anyone who is willing to learn, stretch themselves and isn’t a quitter can achieve their goals.
I applied these three lessons twenty years ago and I haven’t looked back… including doubling my income every five years. The best decision I made was to marry my college sweetheart who first lit that spark of ambition in me. We have been happily married, with three great daughters, ever since.
Since I always felt like I was the original “Average Joe” who found out how to break through the ceiling of mediocrity, I wanted to share what I learned. What led me to wanting to share the lessons for finding a six figure salary position were two things.
First, I landed as a senior executive at three different large publicly traded companies before I was forty. And second, I saw on the news that the number one New Years Resolution is to get a new job or to advance your career.
So I began work on The Six Figure Job Search CD which was launched in July 2003 on www.sixfigurejobsearch.com. This CD leads the executive job searcher through the entire process from planning their campaign to negotiating the offer. And I share the overview of the techniques here.
For a six figure salary search you have to understand that it is a numbers game. You are now approaching the narrower points in the pyramid and the demand for six figure jobs always outstrips the supply. Your resume has to hit at exactly the moment that a company or a recruiter needs a person with your particular skill and experience. So you can see that you will get very few hits… and that is why we need to get you up to bat as often as possible.
A mistake I’ve seen executives make is that they believe the process will be easier than it really is. They believe that once they get their name out there and they send their resume to 50 or 100 companies, then the world will beat a path to their door. Understand right up front that this process is going to be tough and time consuming. That is why knowledge of how to manage the process and how to diligently prepare are going to be the major keys to success.
The further up the ladder you climb, the more items other than just your functional skills will come into play as part of the hiring process. The hiring company will screen your functional skills, but that is just the minimum ante.
The first thing the hiring executive will want to assess is what kind of person you are. Are you the kind of person they want to work with? If the hiring executive doesn’t have a good feel for you personally, then it will be difficult to win them over. This may seem unfair, but it is human nature.
Next, the hiring executive will be looking at your functional skills. Suffice it to say that you will have to be able to point to specific successes and experience that will demonstrate that you do have the functional skills for the position.
At this point, the hiring executive will likely be seeing if you will fit with the company’s culture and environment. You too need to learn as much as you can about the company’s culture. No sense in going to work somewhere you won’t feel is a good fit.
Another thing that they will be evaluating is whether or not you will be a risky hire. A bad hiring decision costs significant time and money for both the candidate and the company. If this job will be a big step for you, that is an added element of risk. Also, if this job is in a new industry to you, that too is a risk. These types of objections, the prepared searcher can deal with.
The bottom line question in the mind of the hiring executive is this, “Will you bring value to the company that far exceeds the compensation they will pay you?” That is the magic formula that you will need to focus the whole process on.
Many executives have contacted me seeking employment and have started by telling me what they thought they deserved and were worth… You know what? I couldn’t care less. If they wouldn’t sell me on the value they can deliver first, then why should I be interested in what they want?
Let me tell you from experience on both sides of the desk, if the hiring executive is convinced of the value that you can deliver, you will likely get an offer that is higher than what you felt you “deserved”. But you have to unequivocally demonstrate tangible value that you can deliver.
Most people do have great value that they can offer, however they are poor at communicating what that value is. Therefore, often it is not the person with the most innate talent that gets hired; it is the person who can best articulate, in a winning way, what their talent is that gets them the job offer.
Some common mistakes many searchers make are lack of preparation and a lack of understanding of the ins and outs of the search process. There are also two traps that you should be aware of.
The first trap is the misconception that the outplacement consultant is responsible for getting you a job. The second trap is the misconception that the job broker or resume distribution firm you hired will find you a job.
These things could happen, but DON’T COUNT ON IT!!!
It is much more likely that you will have wasted time and money by not taking full responsibility for your search.
If you have been put out of your job and your company provided outplacement service, push them hard because they’re getting paid whether you find a job or not. Even better, try negotiating an arrangement with your former employer in which they would give you an amount in cash equal to what they would pay the outplacement service. You are much more likely to focus the money in ways that address your needs.
I am not a big fan of outplacement services. I compare executives going through outplacement to the walking dead. Outplacement is reminiscent of poorly conceived government entitlement programs that drain any motivation from people who are forced to rely on them.
This really isn’t surprising, given that most of the executives you will mix with in outplacement have been pushed out of their jobs. They tend to be bitter, and also feel that they are owed a new job by the outplacement firm. The smartest thing you can do is to get over it as quickly as you can. Instead of becoming bitter, look forward and focus on what is important to you and your family. Bad things happen to good people and good companies, but how you react to the situation is 100% within your control. Being a savvy and knowledgeable job seeker can help you preserve your health and sanity while opening up better opportunities for you.
Regarding Job Brokers; happiness isn’t the only thing that money can’t buy; it can’t buy you a job, either. I also recommend avoiding resume-distribution firms with wild claims of success. You can learn to do the same things yourself with a little time and effort, while saving yourself a great deal of money.
Here’s the number one six figure level search tip, don’t go it alone. Advancing your career and fulfilling your aspirations are too important to take chances with… or for that matter to leave to chance. Underselling yourself or not properly selling yourself will cost you in not reaching your potential. It will also cost you tens of thousands of dollars in annual compensation and over the course of 10, 15 or 20 years that adds up to hundreds of thousands of dollars.
Seek out a reputable career coach or mentor that has demonstrated experience in the area of six figure salary executives and searches.
Rob Waite is a senior executive with over 20 years of leadership experience in domestic and international business. His successful track record includes start-ups, turnarounds, multinational strategic partnerships and global business expansions with Fortune 500 companies.
Rob is also a successful author, dynamic speaker and a business strategist. His most recent book is The Lost Art of General Management, was dubbed “a must read for anyone who wants to be unstoppable in business” by one well-known CEO. Rob also developed and produced a one-of-kind interactive virtual seminar The Six Figure Search that guides executive level seekers through the entire search process. Also, joining such luminaries as Bill Gates, Donald Trump and Suze Orman, Rob is a contributing author to the Walking With the Wise series from Mentors magazine.
Rob has been a senior executive with both Fortune 500 and Global 500 companies.
You can learn more about Rob, his books and programs at http://www.robwaite.com and at http://www.sixfiguresearch.com

A couple of weeks ago I created a retail shop on Etsy for my artwork, hair accessories and jewelry; check it out www.ThePaperCafe.Etsy.com. For anyone not familiar with Etsy, it’s an online marketplace where shoppers can find unique, one-of-a-kind handmade products (great for the person who has everything) as well as vintage items that are at least 20 years old.

It’s kind of like eBay but with a lot more style! And I am pleased to announce that I made my first sale a couple of days ago – in fact, my first art piece (reference my previous blog post - The Butterfly) sold for $60. I’m pretty excited about it and now I’ve got lots and lots of ideas for additional pieces. I have another one listed in my store (The Tree) and have 2 more in progress – a lotus blossom and a pink ribbon breast cancer awareness one.

As for getting a “real” job, no luck so far. I think the right company is out there, I just haven’t found it yet! Until then, I suppose I’ll have to keep creating . . .

Oh, before I forget, I am also managing my father-in-law’s Etsy store – he is a woodworking professional and turns beautiful and unique pens. His store is www.TreeMendousDesigns.Etsy.com. Enjoy free shipping on many items in both of our stores throughout the holidays.

What’s that?

You’re not?

If that’s the case, you’re missing out on a huge opportunity – one that might even cost you a job.

In fact, recent studies claim that up to 80% of businesses are checking out potential hires on LinkedIn before extending an offer.

For example, let’s say you had a killer interview with a company you really want to work for. You’ve been meaning to set up your LinkedIn page, but haven’t quite got around to it yet.

That shouldn’t matter, right? After all, you ACED the interview and are feeling good about your chances for a call-back.

Now, let’s say the company truly was (very) impressed with your resume and interview.

Actually, they’ve narrowed the search down to you and one other candidate. Good news! However, as a form of due diligence, they decide to Google you and that other loser to see what comes up.

Under your name, a lot of white noise about high school basketball stats.

Under the other guy, a LinkedIn page that features more than 100 connections (some of which the interviewer knows personally), recommendations from former professors, as well as an in-depth narrative on specialties and real-world experience gained from a summer internship.

Suddenly, all of those fond memories of your “killer” interview evaporate and candidate #2 gets the job.

Now who’s the loser?

To avoid this very real scenario in your own job search, here’s what you do:

1.) Sign up for a LinkedIn account. If you don’t know where to start, visit http://grads.linkedin.com and take the tour. LinkedIn is free and, like most social media sites, once you get the hang of it – it’s really not that intimidating.

2.) Make sure your profile is 100% complete. Not only does this demonstrate that you are detail oriented, but complete profiles show up higher in search engine rankings. Also, bonus points if you have a professional headshot made (even if you just go to the mall) rather than posting a pixilated and poorly-cropped snapshot.

3.) Ask for recommendations. Don’t be shy about this. Assuming you’ve been a good student, most professors and former bosses are more than happy to say a few kind words about your work and employability. Note: Only those who actually have LinkedIn accounts can provide endorsements.

4.) Stay engaged. As with everything in life, you get out of LinkedIn what you put in to it. So be sure to jump on every once in a while and fill out the status update, find a cool new application to download (Amazon reading list, Slideshare, etc.), a great group to join, or just research jobs and businesses that interest you.

In other words, there are a million ways to use LinkedIn to put your best professional foot forward. So don’t trip up because you’re not in the game.

So.  . . . some change of events since I last wrote on here.

Architecture for Humanity (AFH) so far is going really well. We’re planning on having our workshop for early February, so it is getting very exciting. It’s great to work with people from a variety of backgrounds that have similar initiatives and goals. Hopefully we get to break some ground soon. . .

Of  course, I’m still very frustrated and disappointed about Peace Corps. However, I have re-evaluated the situation and it may be a more viable option after I attain my master’s degree. One, I’ll have much more experience and background knowledge, and I could be much more useful and helpful for the country I will be helping. Two, I could always explore other options of volunteering in other countries. I’m thinking this may be a good idea after I finish applying for graduate schools. Perhaps during the spring and summer I can volunteer for a few months when I’m done with graduate applications.

This weekend I discovered that I did not get the job offer from the interview I had a couple weeks ago. The email I got stated that the prospective jobs the firm was hoping to materialize did not, so as a result they could not hire me. It was such a huge disappointment, and I spent the rest of the night lamenting over what my future goals and aspirations could be. . . kept me up until 4 am. Sometimes I wish I was one of those people that was satisfied with that they had in life. Sometimes I wish I could just settle for the way things are. Sometimes I wished I was that B student that just chilled and was content with just being mediocre in school. But I’m the type of person that is never fully content and satisfied with what I have – I always want to push myself to do more. It’s just a frustrating drive, because I am rarely able to just be happy with what I have.

I’m also beginning to feel a growing bitterness to the situation. It’s a feeling I tried hard to suppress in the beginning of the summer, and I managed to push it aside. But once I lost that job offer, a huge wave of anger and resentment at everything just completely engulfed my mind. I couldn’t think straight for several hours. I was just so angry at the world. Why is this happening to me? I worked so hard in school for what? To sit around, wasting away my work and talent? It sounds so petty, but I suddenly thought about all the people in studio that always went to me for help and guidance, and they were the ones that ended up with jobs. Because they knew people that could help them get work. It just made me realize it really doesn’t matter how hard you work and how much talent you have – it’s all about who you know. And it’s such a pessimistic outlook upon life, but I couldn’t help thinking that repetitively again in my head.  . .

Anyways, so my new plan is to finally apply to graduate schools. I’ve already taken the GRE’s (and didn’t do very well, which was another huge disappointment), and have started applications to the University of Washington in Seattle, University of Michigan, Washington University in St. Louis, and University of Cincinnati. I’m only applying to four, and I am truly hoping to get accepted into these programs. They’re all very strong and competitive programs, and each offer a diverse experience in research opportunities, pedagogy, and location. I never though I would be looking at schools in the mid-west, but I think it’s time to overcome my personal bias and to explore the rest of the United States. I can’t stay stuck on either the West or East coast and never see the middle, right?

So that’s my new game plan: graduate schools, volunteer opportunities, and hopefully keep looking for jobs. It’s been a very difficult 6 months, dealing with all these fallen opportunities, but I am trying my best to keep my head up. As one of my friends said to me, what doesn’t kill you can only make you stronger.

And happy things happen to happy people. I’m hoping this will work. I bought myself a bright orange wind breaker and new brooks running shoes, and tomorrow’s forecast is sunny. So for at least a hour tomorrow I will feel happy

I also wanted to just thank all my friends  and the faculty members that have been supportive. It really helps to know that you support and believe in me. . . probably one of the only reasons I haven’t completely lost my mind yet.

A colleague recently alerted me to a job posting in my field at Ideal Home State University.  I can’t decide if I should apply or not.

On one hand, I should apply because:

1. I’d like to be housed in a department of my actual academic discipline (instead of a sub-area, as I am now, meaning that I’d have colleagues who understand and appreciate my research).
2. I’d be housed in an academic unit that has support for the type of grantwriting I do. I would most likely have greater support for grantwriting endeavors, and wouldn’t have to answer truly dumb questions about the NIH grant application process.
3. It would be a step up in the academic hierarchy, but a reasonable step up for someone with my academic pedigree. This is a place where I’d want to get tenure, but gaining tenure should also be attainable.
4. I’d be in my home state and would be surrounded by people who understand my regional accent and idioms.
5. After a long period during which nearly all of my friends moved out of state, a few of them are starting to trickle back. We’d have friends again, and we’d get to see them more than once a year!
6. My family would be about an hour’s drive away instead of a day’s drive away, making holidays and family emergencies a bit easier on the stress level. We’d also save megabucks on travel.
7. We’d be within 1.5 hours of a major international airport.

On the other hand, I shouldn’t apply because:

1. Having just one more task on my plate right now might seriously put me over the edge…
2. If I was invited to interview for the position, I’d have to do so while 6+ months pregnant.
3. If I was successful, I’d be ditching my current department after being here for less than two years, and this makes me look like a skipper.
4. If I was successful, we’d have to move with a small infant in tow, and would have to deal with the current local housing market.
5. The job market in Home State is really, really bad, so it might be hard for Hubby to find a job there (that being said, it might actually end up being easier because it’s a more metropolitan area than our current location).

I think I’ll go ahead and apply regardless, because opportunities like this don’t come along very often, and the potential benefits definitely outweigh the potential drawbacks.

Academic readers, what else do I need to consider at this point?

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Life has been pretty hectic. I know I havent updated my wonderful world of thoughts since July but I have been pretty busy and just fed up with everything.

Just to update you all out there. I am going into my 5th month of being a College Graduate, and I have sent out somewhere around 100 resumes but have recieved 1 response and 0 interviews. Frustrating, Right? But I am not complaining because I know people who have years of experience are suffering at the hand of this downturned economy. I just thought my hard work and dedication and a 4 year degree in only 3 would lead to at least a well deserved “We really liked you but we decided to go with someone else.” But nothing has come about.

Other than that I did move up and gain a Junior Management position at a very popular video rental store, but sad to say it really isn’t what I hoped I would be doing right now. At least it pays the rent.

I’m still not giving up hope and am in the process of sending out another wave of resumes and making some door to door visits. Maybe I’ll just camp out in front of a company until they give me a job? I wonder if that would work.
Since I do have a lot more time on my hands I will be updating more often and I really hope you all decide to check back. I am also adding a new feature to Do it In Public, I am going to be offering movie reviews of films that will be releasing on DVD each following week so you will know what to go out and spend your extra time doing.
Well as always

If it is worth doing, Do it in Public,

Jim

In this tough economy, competition for open job slots is fierce. So how do you catch the recruiter’s eye? What sorts of things do you do to maximize your potential of being hired?

The first thing to keep in mind is the recruiters’ perspective. Most recruiters are glancing through hundreds of resumes a day, searching for the one that best fits the job description. Thus, you only have one chance to make the right impression. Make your resume catchy and sophisticated. The standard size 12 typewriter font doesn’t do you any good. Instead, take advantage of free resources, such as resume templates on Google docs or in Microsoft Word. Additionally, make sure that you include every accomplishment that may work towards your advantage.

Once your resume is aesthetically pleasing, your next concern is how to give the greatest visibility to your resume. Companies like Resume Rabbit can post your resume to over 80 job sites for $59.95, but that may not be entirely necessary. With Yahoo! Hot Jobs, Careerbuilder, and Monster being the most popular places recruiters dig for resumes, posting to all three will give your resume proper visibility. Keep in mind that posting your resume to these sites costs you nothing.  So, cast a wide net.

As an active candidate for any position your approach should be a more aggressive one. In addition to posting your resume, searching for relevant job postings can be beneficial in staying up to date with new jobs.   While searching for posts on the big three (Hot Jobs, Monster, and Career Builder) may be effective, there are still more efficient resources that can be used. Sites such as Indeed and Simply Hired are increasing in popularity, and for a good reason.  By taking advantage of these sites, job seekers can view postings from various job boards and career portals simultaneously. Using Indeed and Simply Hired can cut the time you spend searching for jobs in half.

With competition for open jobs increasing more and more, its essential to cover all the angles involved in being an active candidate. Creating a powerful resume and posting it to the right sites is a great way to give yourself wide spread visibility in the eyes of recruiters. In the same sense, using Simply Hired and Indeed ensures that you are aware of any job postings which could relate to you. Taking advantage of these resources can make your path to finding a new job a quick and painless one.

I just got back from a week off and I have already had my fill of  job search blunders for the day.  The lowlights:

1- if you are sending a resume, please attach it.  It works better that way

2- If you use a cell phone as your contact number..DON’T..have your peeps answer and yell into the phone or call you by your nickname: BOXHEAD,  take the call in the bathroom,  answer when you just got up from bed, have ‘copkiller’ or some other 3 minute rap song as a ring back,  have your girlfriend/wife assume it’s the ‘other women’  calling and give my girls the 3rd degree.

3- Use wierd fonts that cause old people like me a headache when reading your resume.

4- avoid facial tattoos like swastikas (YES), tear drops, wierd cryptic numbers or drawings.

5-Spell check your emails/resume

I know you are laughing but this happens every day…to people from all backgrounds. If you are not getting any call backs for jobs…this may be the reason

Eat the chocolate and keep networking!!!

I love chocolate. Really, really love it, the darker the better! Apparently I love it so much that my son caught on – it was his second word (Cho-ket) right after “Dada” – only because his dad was determined that would be his first word. Not me, I did not feel the need for him to have Mama as one of his first words – I knew the day would come (as it is now) and all I would here is an exasperated “Moooommmmm”. Oh yes, and the Thanksgiving when he was about 6 and we were watching Jeopardy and he got the whole chocolate category right! I am such a proud Mama! We are definitely a chocolate family.

So I am so happy for the holidays – chocolate everywhere! Yum Yum. But here is the thing, we must learn moderation. We cannot be expected to eat chocolate all day long and three healthy meals a day. So I simply cut out a meal or two in favor of the chocolate. Don’t knock holiday chocolate Santas for breakfast! Match it with a Dew and I’m in heaven! Hey, I didn’t say it was healthy, but it is my choice so just leave it at that. We all have choices so if you prefer the healthy thing, more power to you.

Speaking of choices, I have to say that the choice that I have heard from some to not pursue job opportunities during the holidays strikes me as strange. (Yes, I know, coming from a woman who likes chocolate Santas and Mountain Dew for breakfast). I have had individuals tell me that most companies stop hiring during the holidays so they just are not going to look. Well, ok then. That is like saying all chocolate is too sweet – which I beg to differ. Taste white chocolate, milk chocolate then dark chocolate – it’s all so different (and yummy!). If you are over the chocolate references then here is one for you – it is like saying all Aerosmith/Steven Tyler songs are loud pitched guitar ramblings. Have you ever heard his duet Smile with Chris Botti? Awesome. And so is Aerosmith by the way.

Yes, some companies slow down or do not hire during the holidays but that does not mean you should sit on your laurels and eat chocolate all day! (Had to put in another one!) My goodness, this is a great time to be out networking – all the holiday get togethers, holiday offerings and specials throughout towns and cities all over! Spruce your self up, get out there and enjoy the holidays and meeting new people! Network on a whole new level, find out more about the people you are meeting, complain about Black Friday together, plot to take over the corner table together – just have fun! Do not give up just because you heard that some companies are not hiring. Some of my good friends in the placement side of the business told me they are having awesome quarters this year so there are jobs out there. So go have fun, go eat lots of chocolate and remember, be thankful!

With unemployment in the double digits, it’s no secret that companies both small and large are overwhelmed with resumes and job inquiries. How does your company treat the thousands of applicants throughout the hiring process? If you’re not sure, it might be worth your consideration. HR is usually the first and possibly last experience candidates will have with your company.

I recently had an interview for a technical support position at a large call center with Fortune 500 clients. Not exactly my dream job, but I will rarely turn down an interview. First, I had to go through their testing—typing, basic grammar and spelling and an assessment of my web research skills. I’m quite good at finding what I need on the web, but I nearly failed this portion of the test. The monitor was tiny, washed out and flickering. The controls did nothing to correct the problems. I could barely read the information required to quickly answer questions within the given timeframe.

As I passed the test by only a few seconds to spare, my head started pounding from the monitor and stress of almost failing a test I should be able to ace. Seated in a windowless over air conditioned room, the door was left ajar just enough for my observation pleasure. A man dressed in jeans and a worn, untucked company shirt was leaning on the receptionist’s desk, chatting loudly about cars and sports…for 20 minutes. He finally ended his talk and disappeared behind a section of cubicles. Five minutes later, I was in the unfortunate position of meeting him face to face. 

His slovenly appearance and lack of consideration for my time was only the beginning. He made no eye contact whatsoever and maintained a gruff, harried, negative manner, routinely interrupting my attempts to answer what I consider to be inappropriate questions.

“Why did your store go out of business?” What a profound question during these trying economic times. It actually didn’t go out of business. I simply sold my share to move from Miami-Dade to Broward County, but thanks for assuming the worst about my business acumen…at a call center.

“What are you living on?” I wanted to say something about a mattress under I-75,” but I maintained my decorum. I reminded him that I sold my business.

“Do you speak Spanish?” Unfortunately, my command of the Spanish language left me after college, but I do want to re-learn it. I then received a condescending lecture on how we can learn anything we want to and just saying we want to do learn something isn’t good enough. I get it. In my spare time as a single mother learning Microsoft-talk, consulting and looking for full-time work, I most certainly can add Spanish to the mix.

He then went on to tell me about the customer service position he needed to fill. Training started in two days. Wait a minute…I was interviewing for a technical support position. “We don’t do technical support.” Really? That’s not what the recruiter told me when she sent me to this nightmare. I informed him that as a Microsoft Certified Systems Administrator, I am only interested in technical positions with his company and inquired about the IT department.

“We only hire people from within for IT.” How? You just told me your company doesn’t do technical support.

“Maybe our Ft. Lauderdale location does technical support. I’m not sure. You’ll have to go there.” Dude, you’re in HR! You don’t even know what your company does. Besides, shouldn’t you look on your computer to see if there is a more appropriate position, pick up the phone, or refer me to another, helpful HR person…something…anything? I’m not driving aimlessly to the other location because you’re unsure.

“The only openings I have to fill now are in customer service.” Yes, the only openings YOU have to fill are in customer service. But because you are inconsiderate, rude and lazy, you won’t help your coworkers in HR fill other openings or refer a highly qualified candidate that could be a huge asset to your company to the right person. Sounds like a great corporate culture.

I simply thanked him for his time and ended the interview. The third-party recruiter was upset because the company does in fact have technical support positions. She also heard bad things about the person I met and had hoped I wouldn’t “get” him.

This company turned me off so strongly that I never would want to be associated with them in any capacity. One individual singlehandedly ruined the company brand for me, all those I shared my experience with and possibly hundreds of other applicants.

Just as a handful of job candidates make the cut for an interview, another handful will cross company’s path over the course of their careers with the opportunity to make their own cut–in favor of a different company. It is said that customer service is the new marketing. Now more than ever, HR must be added to the new marketing mix.

In my next post, I will offer some suggestions HR departments should consider to take a preventative strike against ruining their company brand during the hiring process.

A special “thank you” goes out to Kevin Kermes for discussing this topic with me and providing information for this post.

I am faced with a dilemma – I’ve been out of work long enough to require a notarized letter from anyone in the world that knows me and can say that yes, I’ve been unemployed since June.  The catch?  It’s a colossal pain in the rear end to get someone you’re not related to out to a notary, and when you only have a few folks to choose from, it’s an even bigger headache.  Without it, my application goes into a perma-hold type status and I don’t even get an answer whether it’s viable or not.  This is a considerable hassle to go through for a “maybe”…but then, the company that turned me down based on recent experience (claiming my work in Safety was not “driving experience”), never got as far as requesting a notarized letter, so this might actually be a good sign.

I always wondered why every iota of my time has to be accounted for as far as trucking application goes.  It’s federal law, but what makes my job history since I was in high school more important than say the doctor that’s operating on people in a hospital? Or maybe they also have extensive applications – I wouldn’t know, I’m not a doctor nor am I friends with one.  Shame, I’d bet he/she would know a notary we could call on short notice….

Someone in my world recently made a statement about being so happy that they are one thing and not the other. It was a bold statement considering the audience the statement was made to is probably a mixed bag of both things. The first thought in my head was “there is a flip side to every coin” and today’s “heads” could really be tomorrow’s “tails.”

Right now I am living the flip side of the “employed” coin. I give people a peek in to my world by tweeting, updating Facebook and writing this blog. That peek is usually pretty upbeat and fabulous because let’s be real, it’s always sunny on Facebook. I crack up at the number of times people have commented that I am “living the life.” In many ways I am. I get to do so many things that I would not be able to do while employed. But I do miss working, that rush of success when overcoming a challenge that recharges my passion and energy.  It is my drive to succeed that fulfills me!

Feeling inspired I created a list of the top 10 things I love about being unemployed/employed. You can choose which side you would prefer to be living. Being a Lady of Leisure has it’s perks but I think it’s obvious which side is for me!

10 Things I Love About Being In “Job Transition”:

1. My day starts with a leisurely stroll to the coffee shop
2. My dress code starts and ends with workout pants and a fleece zip-up
3. Make-up is optional
4. So is brushing my hair
5. My days are sprinkled with coffee & lunch dates
6. My social life is booming with new friends (YAY Networking!)
7. Mid-day grocery store trips
8. Spontaneity is my norm
9. Happy hour can begin at any time
10. Every day is Saturday

10 Things I Love About Working:

1. Success
2. Team Work
3. Camaraderie
4. Opportunity
5. Challenge
6. Growth
7. Experience
8. Relationships
9. The paycheck
10. Did I mention the paycheck?

I don’t think so…..

People in the employment field hear it all the time: “I’m looking for a rock star” or “if you find a rock star send us their resume”. Being a mature business person I don’t say what I really think, because the customer is always right.

I did a Boolean search with the following string: “looking for a rock star” (~job | ~career) and the search turned up 17,800,000 results. This begs the question how many rock stars are there? What is a rock star: Flex Developer, Kitchen Manager, Video Producer, and Bike Shop Manager?

I am reminded of the reality TV series Rock Star: INXS. Rock Star: INXS was the first season of the reality television show Rock Star where 15 contestants competed to become the lead vocalist for the Australian rock band INXS(Wikipedia) Well, unfortunately that doesn’t appear to have worked out too well in the long run.  According to Rolling Stone Magazine, “The singer reportedly became a heavy cocaine user while he was in INXS”: and at the writing of the article claimed to be homeless.  The winner of season two: Rock Star: Supernova, Lucas Rossi, went solo after one tour- not exactly what most hiring managers (and organizations) are looking for!

Here is a short list of rock stars that come to mind for me: Elvis, Jimi Hendrix, Mick Jagger, John Lennon, Jim Morrison, Kurt Cobain. They all have/had exceptional talent, but for most, their lifestyles are/were a mess and not conducive to the consistent day to day performance most real world employers require. My point: in the real world you’re not looking for a rock star. Whatever happened to the cliché: there is no “I” in team. Do companies still want “team players”?

If you’re looking to hire a key professional with an exceptional record of performance in a given field, the job order (with a recruiter) and the job description, should be detailed and specific. We are all nice people who want to get the job done right and fast, but sometimes the fastest way is not to rush into the search, but to take the time to cover the details upfront. If you are a recruiter of any type (corporate or third party), you owe it to everyone involved to dig deep into the hiring managers requirements! A “rock star’ means different things to different people – just look at my list of rock stars, it’s probably not the same as yours. It kind of reminds me of a line in the old Spice Girls song “tell me what you want, what you really, really want”. It takes time to make (or take) a detailed job description (order) but the results will be worth it in the long run. It may keep us from having to switch from singing rock to singing the blues.

This post written by John C. Burzynski, http://www.burzynskies.com

In most cases, getting something for free is preferable to paying for it. But now always. One example I’ve always found intriguing on this front is online dating sites. If you’re (say) a very attractive female, it’s HIGHLY likely that you will be inundated with messages from potential suitors. But by making the suitors pay to send messages, not only is the experience better for the person receiving the messages (less noise), it’s also better for the people that really want to ask her out (and have a chance). And importantly, a real business model is born.

With that in mind, think about most online job sites. The way most operate is to (in relation to the above example)  make the very attractive female pay to post her ad, while allowing any suitor to send her “applications” for free. It sounds rather absurd when you think about it that way, but that’s exactly how most work.

LocalBacon is a new job-search site (profiled at the TechCrunch 50 conference) that’s trying to do it the other way around. Employers can post jobs for free, and applicants must pay something to apply. Now there are a lot of wrinkles to iron out around pricing, and various other interesting features that might be worthy of discussion, but I just want to focus on the simplicity of the general idea. Stop making one customer pay, make the other customer pay, and increase the value for both parties… while perhaps creating a sustainable business model in the process.Nice.

Would love to hear examples of other businesses / industries such an approach could work in…

“Choose a job you love, and you will never have to work a day in your life.” ~Confucius

Initially I felt the true tone of the commentary should be framed with a profound statement of hope, virtue, dedication and love. Then I looked around at the current state of the global economy and saw the new face of the workplace and found a better one:

“The best way to appreciate your job is to imagine yourself without one.” – Oscar Wilde

This may have been a sound bite one hundred and ten years ago but the profound relevance today helps put perspective on the framework of the modern workplace.

We live in unprecedented times saturated with evolutionary change and recovery. This is an opportunity to look in the mirror and determine your value and what contribution you can make.

We would like to use this discussion to provide some tips and insight to help put your personal strategy in place and help you see clearly during this recession.

What is the best way to get a recruiter’s attention without being too pushy? What if you are not on LinkedIn?

A recruiter or talent acquisition specialist may be the key initial contact to a potential opportunity but you should not limit that as your only option. The key to getting recognized in a large candidate pool is to get noticed. There are several options at your disposal.

1.) Find one or two strong points of contact in the organization you are seeking employment and present your background. Using tools such as Linkedin, Spoke, Jigsaw, and Facebook, you can get the name of a department or business leader. Develop a strong eye catching resume that will grab the audience immediately. If that resume gets in the hand of a key business leader, it can put you ahead of the class if that business leader presents his/her findings to the Talent Acquisition Team. Many organizations place a high priority on internal associate referrals. This individual may not know you but if impressed it can get in the hands of the key member of the recruitment team. Linkedin is the most powerful web based tool for developing professional connections. There are currently over 180 million global professionals and growing. When asked what Linkedin is by friends who are not familiar with this site, my response is very simple: “It is the Facebook for the professional community”. By eliminating the social piece of the puzzle, Linkedin is a means of developing relationships and growing professional networks. Within the individual profiles lies 177,000 communities and affinity groups that are regionalized, skill based, and talent derived. If you have not had an opportunity to create a Linkedin profile I would strongly recommend developing one (www.linkedin.com)

2.) A basic rule of thumb is that a recruiter/sourcer may spend between 10 and 20 seconds reviewing a career background profile (resume). The key to a successful resume is to impress immediately. If the first half of the page does not grab the attention of the reader, then the rest will not make a difference. Ensure the first half of the resume is detailed with accomplishments, budgets, leadership support, technical skills and focused on career path. These key elements will keep the attention of the recruiter. Some of the key elements that deter a recruiter are A) Lack of focus, B) Job Jumping, C) Gaps in employment, and D) Lack of Detail. If those elements are found, the likelihood of going further in the process is slim.

3.) Many organizations have developed alumni networks and fan sites to help build pipeline for future opportunities. Perhaps if you are actively employed but feel another company may be more in line with your career aspirations, you can join a fan site and develop a small network and build on that so that when you are ready to take that next career move you have a foundation in place. On January 13th 2009, Hewitt Associates launched the Hewitt Alumni Network (www.hewittalumninetwork.com) to provide an open collaborative community for former associates keep in touch with old colleagues, news, and changes to the Hewitt culture and business. In less than one year, almost 4000 former associates have chosen to be part of this community.

Do you have any networking “pet peeves” or mistakes that you notice a lot of job seekers make? What should job seekers always try to do to increase the likelihood of being contacted for an interview?

There are a number of mistakes a candidate can make that can adversely affect their chances of being considered for a potential career opportunity. Enthusiasm and determination are excellent soft skills but they can also be a powerful deterrent to a potential employer. There are a few mistakes an application should try to avoid when applying for career opportunities:

1.) Read the job descriptions very closely. If you do not meet the minimum skill sets you should not apply to that role. Ex: Ruby Programmer – Requires a minimum of two years of development and application in Ruby. If you are a java or C++ programmer then you will not be qualified for this role.

2.) Do not over apply to a particular company. Many companies have online application tools that allow an individual to set up a profile and then apply very easily to multiple roles. Do not apply to as many roles as possible and hope you get noticed. This will show a lack of focus and understanding from the standpoint of the lead recruiter.

3.) If you are going to use a cover letter and/or objective statement, ensure that it is tailored to the specific role and company you are applying.

4.) It is a gamble but I would recommend including your salary requirements in the profile. Many industries have interchangeable job titles, but that does not always translate to comparable pay and responsibility level.
5.) If you are five years or under from your academic studies completion, include your final academic grade average.

6.) If there is a gap(s) in employment, include a short statement on why. Many will understand the recession has played a role in current unemployment status but if there is a pattern of that behavior without explanation that will look poorly on the application.

7.) Proofread your resume and/or cover letter before submitting it. First impression has and will continue to be a critical factor in getting noticed and attention to detail is a skill that is often overlooked by applicants.

8.) Tailor the details of the resume to the role you are applying. If you are applying for a Java developer and program manager, then you do not need the barista role you had at the corner coffee house. Certainly it shows the ability to learn new skills and work under pressure but it is not relevant to the role.

9.) Make your contact information clear and noticeable. A recruiter should not have to try and search through the resume for a contact number or email. Also, ensure your contact email is professional. A candidate may have the most remarkable resume but the email jimlovesbeerpong@gmail.com will not impress a recruiter.

10.) If you have contact information from a recruiter, it is appropriate to call or email after one week to check on the status of the application. Unless the company representative tells you to reach out again you should wait to hear back. Each company has a unique review process. Some review and displace immediately while others maintain a database for other possible opportunities. Patience can be hard in a career search but it is a critical need to have. An exception to the rule is if you are in consideration for another opportunity within the company or another company. At that point, it is appropriate to reach out and explain the other opportunity and the timing.

You got the interview, it went well. Is it necessary to send a physical thank you card via snail mail, or will an email thank you sufficed?

The thank you card is a lost art. During simpler times, when the typewriter played the role of the personal computer, engraved letterhead was the preferred choice over E-cards and handwriting with genuine sincerity took the helm over instant messaging, text and email, there was value placed on the time and effort to complete a thank you card/letter. Times have changed and we live in much more fast-paced settings so the difficulty of continuing this tradition is difficult. Another aspect that makes this question harder to address is whom do you send the card to? During a full life cycle recruitment process you may talk to a Sourcer, Recruiter, Administrative Support Specialist, Assessor, Hiring Manager or Business Leader. Do you send the letter to the recruiter who may be your primary point of contact but not the decision maker? Do you send it to the assessors who took the time to evaluate your background or the business leader who may be the person that determines your long term future with the organization?

It is a personal choice to send a thank you. If you would like to address each person in the process, the email route would be the most efficient means of reaching each party but lacks a sense of personal connection. If you chose this route, personalize your email but make it short addressing something that was said or a comfort level you achieved while talking to them. If you can, reinforce the skills you have that they can relate to. If you talked to a technical lead, focus on your technical skills. If you talked to a client manager, focus on your communication skills. Remind them of why you are the best candidate for the role. Ensure the emails are sent within a similar time frame. We want all the individuals involved to know you sent them a personal thank you note.

If you made a personal connection to any of the associates in the process a personal letter may be appropriate with emails to the other members. Many times in a panel, a group may be hung on a decision to extend an offer or decline. A personal connection could be the one thing that puts you over the top.
A simpler option is to send a letter or email to the lead recruiter who is your primary point of contact addressing each person in the process and asking the recruiter to send the message to each member of the interview team. That is very appropriate and there is value in your ability to be efficient and be able to develop core relationships.

Overall, a thank you card or email can be taken in a variety of different ways. Some may see this as an extension of a personality that values connections, relationships and network building. Others may see this as a way to compensate for a lack of skill base. If you are confident in your ability to succeed and grow in the role you are applying to, I strongly recommend sending a thank you as an acknowledgement of the time they have taken to review your background and to reinforce your desire to work for this company.

What is you don’t hear back from the interviewer for more than a week. Is it appropriate to call or should you stick to another follow-up email?

Whether you are on the hiring side or the candidate side, the waiting period is always the very trying. If you have gotten through the entire process then it is more difficult.

If you do not have another offer on the table then it is appropriate to wait one week unless the lead recruiter explains that it may take longer. There are many reasons for the extension of a decision including other candidates, budget approval, work approval, background investigations or internal improvement plans pending. Most recruiters at the conclusion of the interview process will provide an estimate of when a decision would be forthcoming. If that time has passed, it is appropriate to call the lead recruiter and request an update. A delay should not be interpreted in a negative way. If your skills and confidence have gotten you this far in the process, there is a strong possibility of selection. During the follow up call be very direct on where you stand (other interviews, financial situation, etc) and try to get a concrete response on when the final decision will be made. If a delay is extended and other opportunities are available, you should be open with the lead recruiter but reinforce that this is your first choice in your career search.

Please use these guidelines as a means of direction as you begin to take the next step in your career. Good luck.

How will you be finding your next job post-recession? This is on the mind of literally millions of people right now.

The problem: just because we are now ‘post-recession’, it doesn’t mean there is a deluge of job vacancies hitting the job sites. The thing is, business now needs to recover. This means careful spending, prolonged headcount freezes (no more recruitment) and, in essence, making do until the effects of recovery are experienced.

So, this means that for those people who continue look for the next great job, there is still massive competition for too few jobs that pay lower rates than before the recession. It’s still tough out there.

Can I make it seem even more challenging? You betcha. Guess what… the recruitment agencies and job sites that we normally rely and depend upon to make these vacancies available to us have had a tough time. These organizations too have had to let people go, and will continue to survive on the few people they have. They have operating costs that still need paying. This means (to our detriment) that as job hunters and applicants, we won’t enjoy the same attention we did previously. To them, we’re just a number. One of many!

We can’t rely on recruitment agencies and job sites to help us get a great job like we did before, at least for now.

The other post-recession phenomenon is when job hunters take jobs much lower than their ability and pay-grade. When you need a job, you’ve got to take what you’re offered, right? Maybe so, but it’s then a struggle to get back onto an even keel. Too many people accept jobs that are way below their abilities, and it hurts later on. It isn’t just about the lower pay, it’s also about the frustration with working below a manager that is less experiences and capable than you. It often ends in misery.

The thing to do, when accepting a ‘lower’ job, is to check out growth opportunities within the organization and to ensure that promotion and progress isn’t just a result of ‘dead-mans shoes’ (where promotions only happen when a manager moves on, or passes away). This isn’t always easy, so you have to give it your best guess. We’re often sold the wonderment of a new job to then found out we’ve been sold a turkey. This is the risk of accepting these jobs, post-recession. But the outlook isn’t as gloomy as I am making out. The green-shoots of recovery do create opportunity to find your ideal job if you invest your time finding them. In a labor pool of millions, we must stand out and be noticed by taking using less conventional methods such as using social networking platforms to make useful connections and building relationships inside the organizations we want to work in. Doing this takes more guts than waiting for the phone to ring from a recruiter. But if it means you get the ideal job for you, then it must be worth the effort.

Who wants to be a number? Not me!

‘Fortune Favors the Brave‘ Virgil Roman epic poet (70 BC – 19 BC)

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When many young professionals seek to break into Finance, they often focus solely on careers in the Banking sector. However, there’s much more to Finance than that. So Doostang spent some time with Sara Glickman of Ernst & Young LLP in order to learn a bit about the wonderful world of accounting and financial services firms.

Read on for refreshing, first-hand insight from a professional who knows this career track inside and out.

What were your reasons for choosing to pursue degrees in Finance and Accounting? What path ultimately led you to Ernst & Young?

I started college about as far away from the business school as possible, as a cell biology/genetics major planning to go into genetic research and counseling. However, once I had taken a class in the Smith School of Business at UMD I was hooked! The access to seminars and other learning opportunities with some of the most successful companies and entrepreneurs around (and potential future employers!) was wonderful, and really made me look forward to a career in business.

After Freshman year, I acquired my real estate license and began working as an agent just to help a family member sell their property, but I ended up sticking with it, and learned a lot about investing and the real estate market. It was the combination of the desire to learn more about investments and how businesses worked from the inside, along with the realization from school that many of the great jobs out there at the time were in the fields of Accounting and Finance, that made me pursue those two majors.

I had seen Ernst & Young giving presentations or at career fairs on several occasions, and also of course as sponsors of different charity and sporting events outside of school. I had an opportunity to intern at the firm over the summer, and I learned so much in just two and a half months!

Although I later applied for and obtained offers from several other accounting and financial services firms, I came back to E&Y after graduation because of the people, and the opportunity to work in many different fields and learn about many different companies–from the Fortune 500 to the smallest start-up–from the inside out.

Tell me a bit about your role at that company. What does any average day look like?

I’m not sure if there ever really is an “average” day here! I work as a Senior Auditor, so I plan and oversee the engagement, delegate the work that needs to get done, and review work from the staff while helping those Managers and Partners above me with whatever tasks they need assistance on, such as writing memos, technical research, or “tying out” the financial statements of the Company. We work on everything from testing internal controls to making sure the Company’s 10-K is accurate, supported and ready for filing on time.

There are also other project opportunities here and there, such as working on a bond deal or IPO for a client going public. I have several clients that I split my time between, depending on what time of the year it is.

The hours fluctuate as well–there’s a good amount of flexibility during the summer months normally, but the main audit busy season of January 15th to March 15th requires minimum 55 hour weeks; fortunately, the time usually flies by pretty quickly under the tight deadlines!

How can candidates without previous experience in finance differentiate themselves when applying for these opportunities? Can you offer any advice for young professionals that are interested in your field during these difficult economic times?

If you are looking to apply for a role in auditing or tax at one of the Big 4 accounting firms, you will need an accounting background–or willingness to work towards acquiring the classes and 150 credits required to sit for the CPA exam. However, there are other opportunities at the firms, such as in IT audit (testing and providing feedback on the systems of the Company), or advisory services that assist clients in finding business solutions to issues they may be facing, that do not necessarily require a background in accounting or finance.

My advice is, make sure your resume reflects how you may have contributed to improving upon a club/activity you were a part of, any leadership roles you have taken at other jobs or volunteer activity, and anything else about you that makes you stand out from the next candidate. If you speak another language, are an award-winning writer (good communication skills) or successfully planned your current company’s holiday event (shows leadership and ability to work well with others to meet a goal), don’t brush it off because it’s not directly correlated, just put a positive spin on it and make sure your resume is tailored towards the job you want! We all know these are tough times, but there are definitely jobs out there, especially with the good educational background you all have already.

How can well-educated, motivated young professionals take advantage of this moment? Where are the opportunities and what types of career paths are showing promise?

Unfortunately there’s been a lot of lay-offs recently, especially in the finance industry over the last few years, but I think motivated young professionals should take this as an opportunity to start again in a field they always wanted to try–take it as a second chance to follow a dream. Find out what you have to do to get there–go back to school, take a lower paying position at a different type of company, etc.–and do it.

There are definitely opportunities in the accounting field, as every business needs someone to keep track of the finances, and I don’t see that career path going away anytime soon.

If you’re looking to move into the field but don’t have any experience, start by applying for bookkeeping type of positions at a smaller company–you will learn a lot more about how the company works than if you take a job doing one specific task at a larger location, and will be much more marketable to other potential employers in the future.

So take it from the expert, if an accounting career interests you, now is a great time to explore everything that field has to offer. And if you never thought about accounting as a career path, give it some consideration now – it just might be a great fit.

Sounds interesting? Then make sure you check out some of the exceptional openings in accounting and finance that Doostang has to offer.

Until next time,
The Doostang Team

After searching for your “dream job”, submitting your resumé and getting the call to come in for a first interview you need to start preparing.  Over the past 5 1/2 years, I’ve interviewed with numerous companies sometimes sitting for multiple interviews with the same company.  Following each interview I would replay the entire session over and over in my mind.  Sometimes to the point of annoyance.  However, my obsession with analyzing every aspect of the interview process has led to several “lessons learned” pointers that I wish to pass along.

First and foremost do your homework before arriving.  Ask yourself a few questions before the interview: 1) why do I want this position; 2) what do I like about the company I’ll be working for; and, 3) if I’m still with this company in five years what position would I like to have?

Once you’ve asked these questions go find the answers.  How do you do that?  By researching the company, its executive staff bios and the board of directors, if it has one.  Be able to answer without hesitation why it is you want to work for this company, because more than likely you will have to answer this question!  You don’t need to know the companies entire history, but being able to hit upon key issues or activities that the company is involved in is important.  Bottom line, do not walk in without an idea of the company’s philosophy, mission, vision, current projects and future projects (if not available ask during the interview – show an interest in the company’s progress), etc.

Below are a few useful resources that have more in-depth tips on interviewing to include key questions that one should ask during the interview.  Take a look at each then decide what you like best for your style.  (These are but five out of a mountain of resources you can choose from.  Do not try and read through every resource out there.  You will never finish in time for the interview!)

1) Yahoo! HotJobs Interviewing section

2) FoxNews: Tips from Human Resources Experts on Resumes, Cover Letters and Interviewing

3) Interview Tips | Blog | How To Get THE Job!:  The TRUTH about Interviews and Resumes

4) Ask The Resume Coach

5) ResumeBear: Turn Your Resume Into A Bear

Second, remember that this is NOT the military.  For my first interview I made sure I had the best “high and tight” and I was sure to answer “YES SIR!” authoritatively.  While viewed by the military has being “locked on”, it usually comes across as being uptight or nervous in the civilian world.  I can’t tell you how many times during my first few interviews that I heard, “relax son”, or “don’t be nervous”.  I would sit there thinking, “what the hell is this guy talking about? I am relaxed!”  So go in looking sharp but remember that you don’t have to sit at attention.

Lastly, as indicated above, ask questions during the interview or at the end when the opportunity is given.  This is where your research comes in handy.  Also, think of the interview more as a conversation between two business professional than an actual interview.  Be engaged, ask follow-up questions and know what you want.  This is key as the interviewer, no doubt, will have a lot of experience sitting with many candidates.  If you are only sitting across from them because you need a job and not because you really want the position they’ll see right through you.

The job search adventure is a daunting task to tackle, however, there are a lot of resources available so do not try and recreate the wheel.  If you’d like further pointers on any aspect of the job search process please feel free to leave a comment or email me.  Happy hunting!