Guerrilla Job Hunting

Corporate Heroes - FlightNetwork.com

The recession is a Game Changer for millions of unemployed people. 

You'd have to be living under a rock not to notice the changes in the job market. 

Now finally a few corporations are coming to the rescue of job hunters.  Hat's off to FlightNetwork.com  who have been offering job hunters discounts on flights for job interviews.

Of course doing so is smart business because eventually job hunters become job holders and will remember their generosity and thoughtfulness.  

Let's hope others follow Naman Budhdeo's lead and embrace future customers in this manner.

David Perry

Desperate times call for ... creativity!!

Lee Silber is one of my favorite authors.  [Yes writers have favorite authors as too.]  I've always  enjoyed Lee's books because he makes sense.  He's just downright practical. 

Lee has nothing to do with the "employment market".  He's not a resume writer or job search coach.  I want you to read a piece he wrote talking about ordinary people like you and me who did something creative to get noticed. 

Lee's piece features among others the story of the Johnson brothers (Johnson & Johnson), Dave Matthews Band, The Grateful Dead, Kathy Najimy, Sara McLachlan, and Helmut Lang.  All of whom were desperate and responded by doing something different. {I'll give you a link to the article soon enough but I have something to say first.}

Why do I want you to read about something that's not job hunting related?

Because desperate times call for - CREATIVITY.  And the job search industry needs to stop writing in their client's resumes that they're "creative, entrepreneurial, different" and show them how to actually demonstrate that with their resume and their approach to job hunting.  Because desperate times call for - CREATIVITY.

Why do so many authors preach from on high that there's only one way to do things and that's their way?

Resume writing is a good example.  There are hundreds of books on resume writing and thousands of online resume writers who've had at least one of their resumes published in one of those books.  The accepted format of black text on white paper hasn't changed for years.  Okay, some suggest "cream" colored paper.  Yippee! 

Boring!

Just like your old B&W television.

I ditched my black & white television years ago.  Why?  Come on... color brings action to life.  You know that.  And sports in High Definition is so much more real.  Rock concerts in stereo or surround-sound makes you feel like your there. No what I mean!

Why then, do you persist in writing resumes like your grandfather did? 

Oh yeah, sorry, granddad only worked at one company.  He lived in a century where you worked for one company all your life. 

That's so 2000 and late! 

The old social contract between employee and employer - do a good job for the company and we'll take care of you - got shredded decades ago.  You're now referred to as "human capital", as if you can be moved around the shop-room floor in order to maximize your employers revenues.

You can't take your employment for granted anymore.  You know you have to actively manage your brand to stay "top of mind" and fully employed.  You have to become a master marketer, able stick out and being found.

So if You need to become a master marketer to keep an edge, I have to ask...

Why hasn't the resume writing industry kept up? 

They don't type your perfect resume on manual typewriters anymore.  So what's up? Who says you must have a 2-3 page resume consisting of black text on white paper? Your mother? Neighbor? Best friend?  HR? The resume consultant you found on the Internet?

Who???

Authors and wannabee anything-but-a-resume-writer-but-couldn't-get-another-job-but-this-one-rewriting-resumes... that's who. 

Come on! Seriously now, they have to tow the company line.   They sell books based on their methods or the methods of some other guru.  They have to sell books and encourage their resume and job search coaching clients to parrot the guru's methods to make a living.  That's how they make a living and it is a very big business indeed.

How's your black & white industry accepted perfect resume working for you? 

Got a lot of calls this week?  Go on a lot of interviews?  Have to turn down any offers because they just weren't quite perfect?

Sorry, I didn't think so. 

But it's not you.  It's not your fault.  It's your resume. 

You're brilliant! Spectacular! An achievement based mover and shaker!  But your resume makes you look like all the rest. So I have to ask...

When are you going to break away from the pack and try something new and innovative?

Are you going to wait until your car gets repossessed?  You lose your house?  Your spouse? Or worse your TV?  When your "social assistance" gets cut off? When!

What's it going to take to jolt you out of your doing-the-same-thing comfort level? 

Before they take away your color TV and you have to bring the B&W one up out of the basement I want you to read Lee's Q&A section on his web site.  I'll give you the link in a moment. 

Aren't you a write too Dave?

Yes.  And by-the-way "Guerrilla Marketing for Job Hunters 2.0" is my 3rd book.  But NO, I  don't tour around the country selling books for a living.  I don;t write resumes for aliviing and I certainly don;t coach job hunters for a living.

I'm a Head-hunter.  One of America's best - the Wall Street Journal said so nicknaming me the Rogue Recruiter last year - you can read about it on my web site www.perrymartel.com.  I have made my living as a professional recruiter for more than 20 years. 

I may be a simple head-hunter but I know exactly what it takes to get noticed and get hired.  AND it isn't a dull boring resume.  People get hiored when they get in front of an employer and make a case for themselves.  So, it's You telling them what you're going to do for them...

And you can't get in front of an employer anymore with conventional thinking.  Need more?  Get your copy of this free audio CD i did with Mark Haluska  and Kevin Donlin here: www.gm4jh.com

Now, as promised here is the link to Lee's site and this article: http://www.leesilber.com/HTML/Free_Readers_Write.htm

Please read it. Be inspired.  Go be creative!  Get a job you love and then help others breakaway from the ordinary.. because desperate times call for - CREATIVITY!!!!!!!!!!!!!!!!!!

David Perry

Managing Partner Perry-Martel international Inc. and co-author, Guerrilla Marketing for Job Hunters 2.0

Landed a six figure job in one week - Thanks to concepts in this book!

Landed a six figure job in one week - Thanks to concepts in this book!, September 26, 2009 By  William Mccausland Guerrilla Marketing for Job Huners 2.0 is a "must have" from those thinking of a career change or the hopelessly unemployed. Take it from me a white collar automotive professional living in the state with the highest unemployment, I found success in one week with the concepts in this book to land a higher paying position than the job that I was laid off from 90 days earlier. After reading and applying the ideas from other career changing self-help books, I was not making headway. This is the most up to date current resource to address the issues that are unique in today's economy. When there are 1,000 applicants for a single job, how do you position yourself to be one of the few to be selected for the interview? The answer is in this book regardless if you are looking for an entry-level position or your mid-career professional looking in the six-figures this is the resource for you. David Perry, author, goes one-step further and unlocks the secrets of how recruiters operate and how to land a job / career where there is no job posting. This is how I landed my job where I did not have to compete with others for consideration. This book explains, illustrates and demonstrates when everyone is zigging you need to be zagging. It is fun to read and real life examples of the principles in action. After you do land the interview with this book, it shows you how to handle the interview and negotiate the compensation. During my period of unemployment, there were so many people who attempted to take advantage of me with big $$$ commitments that make claims on getting you a job fast. All you need is this book, Guerrilla Marketing 2.0 for under $20.

Marketing and your resume

I subscribe to several e-newsletters. One perennial favorite is Dan Kennedy's. Dan is a professional marketer like my co-author Jay Levinson. His latest newsletter contained the following quote which is applicable to job hunters:

"The spider looks for a merchant who doesn't advertise so he can spin a web across his door and lead a life of undisturbed peace!" The two main reasons businesses of any kind fail are: 1. They don't market and advertise. Sadly most new business owners spend their money and their time on everything other than marketing.

HAND-TO-HAND COMBAT—HOW TO NETWORK LIKE a Headhunter Part # 2

Your All-Important Last Question
“If I decide to talk with them, can I say I was speaking with you?”
You ask that question for two reasons:
(1) If your questions with the former employee result in positive answers, that employee’s name may help you later in securing a meeting with the hiring manager;
(2) the former employee may just phone his old boss and tell him about all the background due diligence you’re doing on the company.

That’s a great thing.
All it takes to get the ball rolling is to phone the contact and say:
Hi, my name is . I’m doing some research on XYZ Corporation and I know that you used to work there because [explain how you found the person’s name]. I’m thinking of applying for a job there. Can I ask you a couple of quick questions to see if it’s worth my time and effort?  I know this is an unusual way to do a job-search . . . Now be quiet and let the person answer yes or no. In my experience, seven out of ten times they’ll say, “Sure, what do youwant to know?”
If they say “No,” ask: “Do you know anyone who I can talk to about the company because I’m really interested in finding out as much as I can before I approach them?”

Either you will get a referral with your second attempt, or the person may decide to answer your questions after all. Someone who had a good experience at the company will answer your questions without hesitation. If it was a bad experience, the person may tell you as well, but it’s unlikely. If you don’t get anywhere, move on to the next person on your list.

Expect results! With a few minor variations, this is exactly how headhunters network to find candidates.

Ask whatever you think is important for you to know before contacting the next person. You will be amazed by how much you will learn. Further you may be stunned by what people will disclose about former employers—if you just take the initiative to ask.

The competitive intelligence you gather is valuable. Now you can assess how your accomplishments fit with the employer’s needs. After doing three to four of these interviews, you’ll have the inside track. You will be able to assess which of your accomplishments might be of most interest to the employer.

When you approach the company, you will know far more than any other job-hunter before you’ve even had your first interview. You might be able to decide if it’s even worth working there. How powerful is that? That’s how a guerilla job-hunter networks.

HAND-TO-HAND COMBAT—HOW TO NETWORK LIKE a Headhunter Part # 2

Step 3: Research Referrals continued
10. Is he political or a straight shooter?
11. What is his temperament?
12. Where does he get his good people from?
13. What type of people does he hire?
14. Is [insert name] forward thinking or reactive?
15. Is he aggressive or laid back?
16. How’s his ability to pick winners?
—You need to know now if this manager can easily recognize talent. This will dictate the amount of effort you may need to put into your approach.
17. Will [insert name] go to bat for his staff?
18. What was his biggest accomplishment?
19. Does he seek professional growth for himself? [If not, it will be difficult for you to grow on the job.]

About the Department
1. Is it growing or shrinking?
—Either way, the information will influence which of your skills you emphasize.
2. Is the department under pressure from competitors?
—How is it handling this?
3. What are the department’s biggest issues?
—Can you solve their problems?
4. Is the department respected by the rest of the company?
—This determines whether it can get another hire in the budget.
5. Is the department seen as adding value to the company or is it viewed as just another cost center?
6. How’s the department doing compared with other departments in the company?
7. What’s the biggest thing the department needs to do to be successful?

About the Company
1. What new products or services are they looking to build or offer in the near future?
—How can my experience apply?
2. How are they doing financially?
3. If there’s one thing they need to do better than their competitors, what is it?
4. What do they do better than their competitors?
5. Who are their best customers?
6. Who would they like to have as customers?
7. What do their customers think of the company?
8. How’s the turnover?
9. Can you think of anyone else I should talk to?
—Get referrals, if you can, to people who currently work there to help cement your position even before you come in for the first interview.
10. Would you work there again?
11. Why did you leave?
—Asking this directly is a good idea, especially if the person has made negative comments about the individual, department, or company. A person who won’t or can’t return to a former job may have a beef with the company that makes
any opinion of doubtful value.
12. Does the company have a clearly stated vision? Do people in the company know what it is?

HAND-TO-HAND COMBAT—HOW TO NETWORK LIKE a Headhunter Part # 2

Step 3: Research Referrals

Find people who worked at this company in the past—once again refer to Chapter 5—call them on the telephone, and get information about:

• The person you are targeting
• The department the person runs
• The company

Be sociable and ask these people how they liked working there.  Watch for any hesitation before they answer. The pause may be a clue that they don’t want to answer negatively and are framing a safe answer.

The reasons for asking most of the following questions should be obvious. Having said that, keep the following select questions in mind even though it may not be immediately clear why you need to ask them. This exercise will help you prepare for an interview at a later date.

You should ask the following questions in the order they are presented here:

About the Potential Boss

1. Did you work directly for [insert name of potential boss]?

—If the people you question did not work directly for the person, they may not be able to answer the questions 100 percent accurately, but their feedback may still be of value.

2. How long?

—Longer is better.

3. What is [insert name] like?

—What they mention first will be a dominant characteristic. You may need to push a bit to get the response.

4. What kind of person is [insert name]?

5. What kind of manager is he?

6. What does this manager look for in an employee?

—How does your experience compare to that of the people they normally hire?

7. How is [insert name] positioned in the company?

—This is a crucial question to confirm that you are targeting the right person.

8. Is [insert name] on the way up or down?

9. Does he have the ear of the president or owner?

—You need to know whether this person has the capability to hire you and can get the president to sign off.

More: Download gm4jh_from_perrymartel.pdf

HAND-TO-HAND COMBAT—HOW TO NETWORK

HAND-TO-HAND COMBAT—HOW TO NETWORK LIKE
A HEADHUNTER
Headhunters network every day out of pure necessity. More often
than not, they will have an assignment for “X,” whatever “X” may be today, even when they’ve never recruited an “X” before. That doesn’t stop them from completing the mission. Instead, there are tried-and true methods for locating, identifying, and recruiting candidates.

The following four steps show you how to do that for yourself.

Step 1: Locate Your Target Companies
Determine which companies you want to work for, how you can add
value, and why they should hire you.

Step 2: Identify Who Runs the Department
Find out who is in charge of the area you want to work in. This generally means identifying a vice president or general manager. For companies with less than 50 people, it may mean the owner or president. You can get this information by calling the company and asking, “Who’s responsible for X” or by looking on the firm’s web site to find the person in that position. Several methods for doing this are outlined in Chapter 5.

Tomorrow Steps 3 & 4