Job Search Blog

Nov 28 2014

man-ladder (2)

Have you ever been surpassed for a job promotion by people who are not better than you?

If so, you know how it feels. It hurts. It makes you feel disappointed. Sometimes even angry. It also makes you wonder why you spent all those extra hours working.

The question is: why do some people get promoted while others don’t? Is it merit, or luck, or self-promotion?

After working with ambitious professionals for over a decade, I started to see patterns. There are common reasons why most people get passed over for promotions.

3 Reasons You Didn’t Get a Promotion

1) Limiting beliefs. Everything that happens in your visible world–job promotions, recognition, salary increases– is largely driven by your invisible world, which is formed largely of your own beliefs. You would be surprised to learn how many of the super-smart, tucked-in careerists have a limiting belief that they shouldn’t been talking about their successes and that results will speak loud enough. Such beliefs sabotage their career success for years, until they realize that it may be too late. The key to a winning career mindset is to be aware of your top 3-5 limiting beliefs and the impact they have on you, and then work to systematically eradicate them. This practice alone will unleash your potential.

Nov 25 2014

In the past, in order to recruit employees you have to advertise opportunities in the local papers or hire local advertising agencies to put up bills on sidewalks and light posts. Today, notwithstanding the “post no bills” policies of most modern cities, recruiting employees via these methods is laughably obsolete.

Around 50% of all the people in North America use Facebook for recruiting, for example. Social media is a more up-to-date method for finding great people. Check out our infographic on social media for recruitment.

Nov 24 2014

Someone once told me that a corporation was a nasty thing to fall in love with….because it will NEVER love you back. The rules of loyalty in the work force are changing. No one can deny that.

However, knowing this doesn’t change the pain of getting laid off or let go. It hurts. It can wound.

Each of us reacts in one of two ways, either by getting pissed off and hating the company we used to love, or by blaming ourselves in what can be called a state of numbness.

These wounds deserve every bit of healing that we have. However, because our financial situation may depend on sweeping the pain aside and getting another job as quickly as possible, we might need a strategy of getting past this stage.

The Cure or the Healing

For those of you who can’t afford to wait a month to regroup, lick the wounds and find your emotional footing again, I offer these simple speed coping tips.

  1. Stop the story: stop replying the day you got the pink slip. Stop repeating the story that is pissing you off. Instead replace it with what you need to do right now?

Originally posted 2009-08-24 10:00:18. Republished by Blog Post Promoter

Nov 20 2014

revu Hannah MorganYou’ve heard the saying, a picture is worth a thousand words, why not use this concept to show off your talent?

You aren’t looking for a job, you are running a marketing campaign! And visual content is a hot trend in marketing right now. Marketers use pictures, videos, infographics, and presentations to convey complex information, enable faster processing, and leave a lasting impression.

Why Is This Happening?

Today’s workforce is increasingly reliant on mobile devices, bombarded with information and habitually multi-tasking. It is faster and easier to view pictures and images than it is to read text. Using pictures and images can make it easier for potential employers to learn about you. In job search, your challenge is capture an employer’s attention and provide clear logic as to why someone should hire you. No small feat since recruiters and hiring managers review hundreds of resumes.

Here are three reasons to use visuals to highlight your talent during job search:

  • 43 percent of employers use social networking sites to research job candidates (CareerBuilder, June 2014) and visual content shows up in search results.
  • 73 percent of recruiters have hired based on social network profiles (Jobvite 2014). Adding visuals makes your profile stand out and sets you apart.
  • 65% of people are visual learners (Social Science Research Network). More than half the people will enjoy seeing visuals.

Will It Work?

Companies searching for new talent are googling candidates and are using social networks to source potential candidates. Top recruiters, recognized as Glassdoor’s Talent Warriors, were asked how a candidate could get on a recruiter’s radar. The recruiters, representing companies from Adidas to Sodexo, said creativity, personal branding, and interacting via the company’s social channels on LinkedIn, Twitter, or Facebook, would set candidates apart.

Nov 17 2014

The Death of the Verb

You and I have both heard the typical line from career counselors, “use power verbs in your résumé .” Right? They’ve even given us lists and lists of verbs to begin sentences:

  • Managed team of 10 engineers in highly competitive RFP process
  • Resolved difficult customer service issue for high stakes sale
  • Safeguarded company position through advanced marketing strategy

The problem with all of these verbs is that online, verbs are not as powerful as  nouns.

Thanks to search engines, and by extension, résumé-crawling software that HR departments use to pre-filter candidates, using the right nouns can either get you a job or keep you in the unemployment line.

The New Rules of Résumé Language

I’m not suggesting that you pack in as many nouns related to your field as possible. Keep it real, and just change the focus from verbs to nouns.

Careful. If you take this too far, your online résumé might look like this:

Originally posted 2009-08-17 10:20:39. Republished by Blog Post Promoter

Nov 10 2014

In 2006, when I still worked at Cisco, I started a little LinkedIn Group called “Cisco.”  Okay, not very creative or original. But I thought it was a good idea at the time to help Cisco folks leverage our mutual LinkedIn networks for career opportunities. HR didn’t like the idea though — which only made me want to do it more  ;-)

Today, my group has over 17,000 people, grows by 100 people every week, and houses discussions about job postings, business strategy, and even sales on Cisco gear.

Recently, however, requests to join became overwhelming, and I “hired” a co-manager to facilitate the group.

What is a LinkedIn Group?

Simply, within the vast network of separated professionals on LinkedIn, groups allow people to connect on a single theme. Groups are a great way to network with NEW people without introductions or cold calling. Why? Because you have something in common.

Groups can be anything from alumni associations, professional associations, common interests, even companies and subsets within companies. Hell, you can even create your own group in about 2 minutes.

Why groups are a great job search tool

By joining and participating in a group, you (the job seeker) have a powerful way of adding value to and growing your online reputation. As a group facilitator, I can tell you who are the leaders of the discussion, and who are the valued contributors to the group. When you participate, people notice.

Furthermore, by being members of the same group as your target company, your odds of getting a favorable response to your job inquiry are much higher.

Group Guidelines for the Job Seeker

  1. Join a group that takes you where you want to go, not one that keeps you where you are.
  2. Join a group that you WILL participate in. Don’t be a fly on the wall.
  3. Participation in a group means posting and responding to discussion. Make sure you are putting your best foot forward, be positive, show your motivation.
  4. Tell your truth but don’t shout! If you are unemployed, then don’t be ashamed and try to keep it a secret, but don’t flaunt it either. Just be cool and make sure that you are always honest about where you are and what you are looking for.
  5. Identify other leaders in the group and determine whether they could be valuable connections or information sources; if so, then by all means reach out to them.

Originally posted 2009-08-10 10:14:34. Republished by Blog Post Promoter

Nov 03 2014

Inevitably, in every audience I speak to, there are people who find some reason NOT to follow my advice on using social media for their job search.

Sometimes these people really want jobs but are overwhelmed. Sometimes they simply don’t want to get a job and change their situation.

As long as you are willing to adopt NEW ways of doing things, NEW things will happen.

To help you identify where your resistance may be coming from, I’ve identified the top 3 reasons people don’t use social media in their job search. If you can name your resistance, it will have less power over you.

I’m Too Old or I’m Too Young

This is a sensitive one and I want to get it out of the way first. I know Age-ism is real. My uncle had to lie about his age for years to keep his job in the dry goods industry.

This manifests in concerns such as, “I am not comfortable putting my picture on my profile where they can see my silver hair” or “I look so young and inexperienced, they’ll never choose me.”

Another way this manifests is in this excuse, “I’m too old to use social media” and the humorous “Twitter is not for old people.”

Fact: The fastest growing Facebook demographic is people 55 and older.

Fact: Many of the best selling Twitter books are written my people in their 50s.

Social media is NOT about your age. It’s about your willingness to try new things and your openness to getting different results.

If age were ever a real issue, our 80-year-old citizens would never go to the movies, drive in SUVs or use pushbutton phones. Clearly this is not the case.

I Don’t Like Spending So Much Time in Front of Computers

The danger of wasting time on the internet has been around since the internet was invented. The advent of social media doesn’t change anything.

Before, people simply limited their time online, say for an hour.

The point of your social media efforts is to get a job.

So do as much as you need to accomplish that goal.

Write your plan and follow it, then there is no danger of spending more time than you are comfortable with spending on a computer.

Remember the main point of all of this is to take your online relationships and bring them off line.

I’m Overwhelmed and Don’t Know Where to Start

If you had a club sandwich in front of you, with 10 layers of BLT goodness, would you try to wrap your mouth around the whole thing?

Of course not.

Similarly, with anything new, begin somewhere and in small bits. I teach a 5-step process, and each of those steps is broken down into even smaller bits.

No one expects you to be an expert on this stuff overnight.

Remember, you need to do only as much as you need to in order to get the job done.

I play drums. My drum teacher Paul Mason used to say, “There is nothing you can’t do, as long as you break it up into small and manageable parts.”

Our lesson would start off with his demonstrating what he wanted me to do, usually some crazy display of rhythm and limb-independence. I would groan. I’d say, “That’s too hard.”

So we broke down each limb, each part, then begin to combine them one by one. Slowly I got two limbs working together, then three. Finally, by the end of the week, I could play for him what I had thought was impossible.

In this way my confidence as a drummer was developed.

Take a part of social media, like your LinkedIn profile, and spend a day mastering it. Then move on to Groups, spend a day, master it. And so forth.

The biggest resistance is resistance itself. Don’t accept any excuses.

If you want a job, the choice is clear. Use social media.

Comments? Please share them below.

Originally posted 2009-09-16 12:07:10. Republished by Blog Post Promoter

Oct 30 2014

Are job seekers and recruiters from different planets? With unemployed people outnumbering job openings three to one, you’d think recruiters could find the talent they need to fill positions. The problem is only 50 percent of job seekers actually have the qualifications needed for the job they apply to. It’s time to bridge the gap in communication between recruiter needs and job seeker strategies.

This infographic, compiled by, a job board which gives members access to the most sought after medical sales jobs and pharmaceutical sales jobs on the Web, provides solutions for common miscommunications between job seekers and employers. Some points to note include:

  • 38 percent of companies have open positions they cannot find talent to fill
  • 46 percent of resumes submitted contain some form of false information
  • On average, it takes 24.5 working days to fill a position
  • In the tech industry, it takes 38.9 days to fill a position

Check out the full infographic below and let us know your thoughts in the comments!

Oct 27 2014

If you are big into personal effectiveness then you are familiar with Steven Covey’s 2nd Habit: Begin With the End in Mind. Actually, this principle extends far beyond the realm of self-help and into all aspects of our lives.

A Sculpture is first conceived of in the mind of the artists, and then emerges from the stone. A symphony is first heard in the mind of the composer, and then written to the score.

Likewise, in your effective job search, your end result must be clearly defined because the tools you’ll use to get there won’t know what you want!

Let me put it another way, to use social media without being clear about what you want, would be like a sculptor relying on his chisel to produce the art.

Most social media guru’s teach how to get more clients or customers. To simply rely on their advice means you may not get that Job Interview as quickly as you’d hoped.

You mean you don’t need more customers!

So what makes the job search any different?

Originally posted 2009-08-03 09:46:52. Republished by Blog Post Promoter

Oct 20 2014

Editor’s Note: Updated February, 21 2014

I previously wrote about the death of the verb and the rise of the Noun, so I won’t explain that here. But if you haven’t read that post, I suggest you do so.

I’m often asked, “Well, if I need nouns, how do I know what nouns to use?” Here is a simple list of some great places to begin growing your Keyword list.

Use Your Brain

I’m not being cheeky by saying that. I think we often overlook our own common sense because the online tools are so convenient.

Sit down with a blank paper and come up with as many industry specific nouns as you can. Don’t judge what happens, now is the time to get as big a list as possible. Later, we’ll hone it down.

Use Related Job Descriptions

I always tell people that Job Boards are good for at least one thing…finding job descriptions to mine for keywords. Companies will often (not always) include the keywords they look for when screen resumes in the descriptions.

Visit three of your favorite job boards, like SimplyHired, Indeed or Monster. The location doesn’t matter, so just enter the job title you are aiming for. Copy three different job descriptions from three different job boards and copy them all into a word cloud generator (see next section).

Originally posted 2009-09-28 07:49:35. Republished by Blog Post Promoter