Guerrilla Job Hunting

Dedicated team player - What do they really mean?

I’m the boss and you’re going to be working for me!

Compliments of David E Perry and Kevin Donlin. For more creative job search tactics, go to the Guerrilla Marketing for job hunters blog and download the free audio CD.

Is HR killing American business: Proof HR doesn’t get it!

I have to rant ... just a little tonight... I swear some days it just feel slike HR is waht's standing in  the way of the American recovery.  Let me tell you why HR just doessne't get it. 

I received this email yesterday addressed to, "Dear Recruiter".

Let me ask you something... when was the last time an HR manager said to you at an interview: "Thanks for sending me your generic resume.  And your generic email instructing me to read it.  Aren't they the ones usually insisting you research the company and spell their name correctly?

Boy I sure felt special – honored even to have received it- Because you're the hottest candidate I've ever seen.

NOT!!!!!

Isn’t it HR who always complains about people who send resumes with generic cover letters that say; dear sir Madame... or something to that effect?  It's un professional.  Don’t they also say they prefer candidates who understand  their business and can speak to their needs? It’s a rhetorical question. Of course they do! AND all the books on writing résumés and cover letters including my own, Guerrilla Marketing for Job Hunters, say the same thing. Customize your letter and resume to suit the opportunity. Research the company before you send the letter. Do your home work and show initiative by addressing your letter – email – fax to the person who’s responsible for hiring people into the role you’re looking to fill.

Well in my SPAM basket tonight is yet another RESPAM-ume [that’s a resume sent to me with a generic “hey buddy look at me message”.

But this one is different. It’s from an HR Director.  And not a junior at that. No less than an “Accomplished Senior Human Resources Professional with over 12 years of experience".

Ok I admit her subject line got me to open it because it was so provocative: "Results Driven HR Professional" This, I thought - I have to read.  So I clicked on it with great hope only to be disappointed again with her note to me, “I have attached my resume for your review. You are receiving this resume because your firm specializes in the industries and functions I selected while using resume distribution service. Thank you for your consideration, and I look forward to hearing from you if an appropriate opportunity presents itself.” BLAH BLAH BLAH [emphasis mine] 

So I think --- ok how bad can this be?

Their must be some merit to it, I was wrong, sooooo wrong. But all is not lost.  I wasted 15 minutes of my time so you can benefit from their mistakes.

Let me tell you the top 3 things this candidate did wrong so you don’t do it too.

1. Their resume was titled, “current resume.doc". This is absolutely wrong. At a minimum your resume should have your name on it like John Smith when you save the document. Or better yet John Smith results driven HR Manager. It's recipient needs to be able find it later, it doesn’t take a genius to realize that you should make it easy for a harried recruiter or hiring manager. Do you know how long it would take to open and sift through ALL the other word documents titled “current resume doc?”. Do you think anyone is seriously going to bother!

 

1. Ok sowhat else? Well there wasn’t one shred of proof in the resume, anywhere, that this person was indeed “results driven” as her subject line had promised. Not one      accomplishment in 3 pages, no savings of money or decreasing costs. No streamlining of processes. No revamping of procedures.  Exactly the things this HR manager would likely be looking for in the resume of a new hire.  The closest I came was this line:, “Displayed great enthusiasm, creativity, and initiative”. To which I must ask – so what? Ok, so now I’m really confused. I’m just a simple headhunter but I have to wonder if this “Results Driven HR Professional” would even bother to read their own resume if it came across their desk? I think not and

 

1. I conclude that because I opened up the properties box in the word document [it’s under the “file” prompt] to find out when the document was written. 11 months ago. So they’ve been looking for 11 months. Must be spamming now because they’re desperate. But it would be a whole lot easier less costly and better for the environment [less dead trees] if this HR Professional where to articulate their value proposition, research the market demand for their skills and target employers instead.

DON”T let this happen to you.

I concluded this candidate obviously isn’t “results driven” nor are they a hot property I would want to promote to any of my clients.

But the part that just kills me?This that this is the norm with HR people.

America is facing a crisis of confidence with its workforce.

The social bonds between  employer and employee where severed in the last recession and are irreparable on a national scale. HR isn’t an island of trust anymore and it needs to be because culture is the last bastion of competitive advantage in America, just HR is responsible for guarding and extending culture.

Tonight, this candidate scars me to death. Because I know they’ll get a job. They’ll land somewhere --- eventually AND then they’ll be put in charge of hiring the company’s best and brightest – and yet another company will go belly up with everyone wondering why, is it any wonder applicants try to circumvent the “system” when clueless people are in charge?  It just stuns me. Perhaps I should be thankful. No I – I hope HR wakes up and become a FULL PARTNER in building America’s businesses, because right now they’re still getting in the way --- and don't even realize it.

Here's Why you should use LinkedIn to Research your Interviewer

Know who you’re negotiating with. Ever drive a great deal on a car only to find the salesman couldn’t approve the deal?  Did the 'Sales Manager" suddenly appear only to cause you to start the negotiations over? Frustrating isn't it! Suddenly you're sitting in the drivers seat and one wrong move and you crash. Knowing where a company is in the hiring process gives you power to negotiate.

You can leverage the situation you figure out:What’s their time frame for a hiring decision? How long has the position been open? What kind of deal you get with their competitor is if they have made any offers that were refused.

Lastly, do your homework to understand what’s in the deal for the interviewer. Can they afford to walk away?

Like Donald Trump said:

"The Worst thing you can possibly do in a deal is seem desperate to make it.  That makes the other guy smell blood, and then you’re  dead.The best thing you can do is deal from strength, and leverage is the biggest strength you can have. Leverage is having something the other guy wants. Or better yet, needs. Or best of all, simply can’t do without."
—DONALD J. TRUMP, TRUMP: THE ART OF THE DEAL

“Do Yourself a Favor, Dump that Guerrilla Resume”

You Guerrilla doubters out there are going to appreciate this article because it is added proof that a Guerrilla Resume simply is not everyone’s favorite flavor; and that our methods are especially disliked by many so-called, process oriented job experts out there.     

One of our current  students (Mark G.) who is enrolled in the 10 week Guerrilla Job Seekers Boot Camp shared an interesting in the trenches story during last Friday’ job seekers conference call.    

Per one of his weekly assignments, Mark applied to a particular department, and to a specific person within a company that piqued his interest.  He used his Guerrilla cover letter and one page Guerrilla Resume in the “precise manner” that he learned in our boot camp. (The former is where I believe the overwhelming majority of “maybe want-to-be” Guerrilla job seekers fail. That is because they don’t follow our EXACT Guerrilla instructions and/or the job seeker puts together what they “think” is a Guerrilla cover letter and resume when in reality, it simply isn’t.)  

To continue Mark’s story, the hiring authority routed Mark’s resume to Human Resources (HR) and “directed” them (HR) to call Mark in for an interview.  Therefore, HR had no choice but to call Mark because HR does not have the authority to tell the boss –“no !”  

Here is where the story gets interesting…  

Upon arrival for the interview and following company protocol, Mark first sat with the HR Manager before meeting with members of the actual hiring team. According to Mark, after the HR person looks over his resume, that individual sits back and says, “You truly do yourself a disservice using a one page resume such as this.”  

Mark asks, “How so ?”  The HR professional responded by saying, “Well this is really nothing more than a dressed up functional resume that lacks sufficient detail. It’s not the way things are done.” 

Mark responded by saying, “The cover letter and the 1 page resume method I used was only intended for the sole purpose of an employer to sit-up, pay attention and want to talk with me.”   

The HR person then said, “But this resume leaves out particulars that we would like know before an interview takes place.”  Mark then said, “Well, my one page resume and the information I provided got me in the door for an interview, didn’t it ?”  

Purportedly the silence in the HR persons office was deafening regarding the matter and Mark was sent on his way to interview with the real decision makers !   

Did I say, “Do yourself a favor, dump that Guerrilla resume ? “  Sorry, I didn’t really mean that, but it got your attention didn’t it ?

Mark J. Haluska, Senior Certified Guerrilla Job Search Coach for North America

www.psychoape.com  

 

Would you like the opportunity to actually work with David Perry and I next week ?

Tomorrow July 8^th at 6 p.m. Eastern Time is the deadline to express your "genuine" interest.

It’s going to be an unforgettable summer for those fortunate enough to join he and I for the upcoming 10 week Guerrilla Job Seekers Boot Camp. 

Why?  

Because in this highly structured Guerrilla Job Seekers program, we are going to teach you unconventional tips, tricks and tactics that you WILL NOT find; even in the best-selling “Guerrilla Marketing for Job Hunters” series of books !  

Naturally the course will include countless strategies that we NEVER blog about herein or anywhere else for that matter.

Best of all---you will be getting your weekly lesson plans, our exclusive Guerrilla Job Seekers software  not available to anyone who is not in our class ---at any price, you’ll be joining us for small group sessions as well as “one-on-one” time with us (both) throughout the program.     

Participation is LIMITED in order to give those who enroll in our program the individual attention you will not only need--- but deserve, in this unprecedented lackluster job seeker market.

After some discussion, we came to the decision to extend enrollment until Friday, July 8^th at 6 p.m. Eastern Time. 

We cannot accept any further applicants for the upcoming 10 week session after this firm date and time because Day 0 of the course is Saturday July 9^th and you don’t want to fall behind !    

For questions and more information you can call me (Mark Haluska) directly at my office at 724-495-2733. Should your reach my voice mail, simply leave me a message and I will return your call as quickly as possible.

Mark J. Haluska

Senior Certified Guerrilla Job Search Coach for North America

p.s. If after the 10 week course, and provided you perform all of your Guerrilla assignments, if you not working by then, we will stick with you FREE of charge until you are working !!!

How to Find a Job in 2010 and Beyond!

Cindy "X", is a former HR executive responsible for hiring who agreed to be interviewed by Kevin Donlin and myseld today so long as we did not user her last name. 

Cindy discusses several touchy HR issues including the ramifications of going around HR.  Her insights will surprise and I say - encourage you!  I was suprised by her answers.

So, if you're looking for job and not gettng the results you want then you might benefit form watching this webinar.

Here is a link to the inside page so if you missed the call or want to see it again, you can.

If the page is missing that means the replay of the webinar has been taken down, sorry there's nothing I can do about that - it's a technology issue.

Job Seeker Goes Bizarre in Pittsburgh !

Meet Steve, a job seeker from Pittsburgh,PA.

You can actually “meet” Steve momentarily on a couple of short video interviews that Steve (along with my Guerrilla colleague Kevin Donlinand I) at a Holiday Inn just outside of the city last Tuesday.

When Steve was first laid off and as part of a severance package, his employer paid $ 5,600 for him to attend a short employment outplacement program with one of the well known “big boys” in the outplacement consulting industry.

The end result for Steve was that by using their recommended methods for finding a new job; he ended up submitting literally hundreds of resumes to prospective employers with nothing to show for his time and efforts. Before Steve knew it, he surpassed the one year mark of unemployment. By Steve’s own admission, he was losing confidence in himself and enough even some of his own identity.

Has this happened to any job seekers you know ?

Steve has been a financial service’s professional for nearly 30 years. Before joining us at the Guerrilla Boot Camp, the very few employers who actually did talk with him quickly dismissed his candidacy telling him that he was “overqualified.”

Do you know of any job seekers who have heard that line before ?

A brief history - Steve had been out of the workforce for 14 months and felt he was running out of options. As it turns out and unknown to me at the time, he had been following my blog postings for a time and decided he had nothing to lose by contacting us. Steve did so in January 2010 to ask about our 10 week Guerrilla Job Seekers Boot Camp.

Now the bizarre part:

While Steve was enrolled in our Guerrilla Job Seeker consulting program, (he was) all along sharing his experience regarding our unconventional tips, tricks and tactics with his immediate family members as well as a “job search buddy” we require all Guerrilla Job Seekers to enlist.

His “job search buddy “embraced our methods and was intrigued, but one Steve’s highly successful family members was quoted as saying, “Those things you are being advised to do in that boot camp are simply too bizarre ! “

I’ll let you as the reader be the judge.

I say that because what is truly “bizarre” is the fact that while Steve was enrolled in our job seeker boot camp, his first offer was delivered in a mere 4 weeks and 3 days after joining us. Furthermore, Steve was asked to entertain a total of six (6) offers after talking with eight (8) potential employers within that very short timeframe.

Oh, did I mention he only sent out a total of 10 resumes while working with us ?

In this day and age, that kind of job search success is staggering !

On a closing note and as I type this, Steve is savoring his hard earned job search victory with a start date of March 15th. He is a newly appointed Senior Vice President at a most prestigious organization here in Pittsburgh.

This new Guerrilla Boot Camp graduate is now positioned to earn nearly 4 times more in guaranteed base and potential bonus than he was “originally willing to settle for” because of 14 months of rejection by employers and resigning himself to the fact that; even if he did find a job, he may be forced to join the ranks of the grossly under-employed.

To watch Steve’s story…………..

Simply go to: http://www.psychoape.com and click on the button titled,” What Do Job Seekers Say about Us”

Once you have clicked on that button, near the top of the page there will be two side-by-side video’s featuring Steve. The videos are titled:

• “80% Interview Success Rate for Guerrilla Resume!”

• “Guerrilla Job Search Coaching: Shock and Awe!”

Have a Great Guerrilla Day !

In closing, if you or someone you know are looking for a new job, get one faster and would to like to learn more, don’t be bashful, visit me at http://www.psychoape.com

Mark J. Haluska

• One of only 4 certified Guerrilla Job Search Instructors in North America  

Publications:

· A Contributing Co-Author of the highly acclaimed "Guerrilla Marketing for Job Hunters 2.0," 1,001 Unconventional Tips, Tricks and Tactics for Landing your Dream Job. Released June 2009  

· A Contributing Co-Author of the best selling book “Guerrilla Marketing for Job Hunters,” 400 Unconventional Tips, Tricks and Tactics for Landing your Dream Job.  Released September 2005

• The Guerrilla Marketing series of books has sold over 20 million copies in 62 languages worldwide !  

·  Recommended reading for Corporate Hiring Authorities: “Executive Recruiting for Leaders,” Insider Secrets for Locating, Evaluating and Retaining Top Talent by David Perry and Mark J. Haluska, Released July 2008

 

Does “The Best” Resume Guarantee You an Interview ? (Part 2 of 3 Parts)

If you read Part 1 of this posting, you might be thinking, Mark you implied in Part 1 that more or less a high number of companies would want to interview me if I do a “Best Resume.”

Is that right ?

I would have to say, “Yes, that would be correct.”

As I stated in Part 1 of this article, your cover letter and resume “should “realistically net a 30% to 75% success rate in terms of being contacted by your targeted employers. Those percentages are based on the ranges that our Guerrilla Job Seeker clients have enjoyed to date, even in this recession !

As a practicing Executive Search Professional (aka Head Hunter), a Certified Guerrilla Job Search Coach and a contributing co-author of two best selling books on the subject both (published by Wiley) within the last 5 years, what I will say is that your cover letter and resume must pass the 15 – 20 second smell test or you’re toast.

Your cover letter must be concise and articulate your value to the point of making that potential employer slam on the on the breaks, come to a complete stop and really pay attention.

Likewise, your resume has to deliver a quick and hard one-two knockout punch. Your message has to hit them right between the eyes; because the clock will still be ticking on that 20 – 30 second smell test.

So, how would I define “the BASICS” of a “Best Resume” ?

Here are just 12 basic ideas to get you started.

As I stated in Part 1 of this article, your newly updated resume ought to be your 5th (fifth) priority when it comes to finding a new job. Now, aside from the usual punctuation, spelling and layout errors resumes are prone to have, here are some “BASIC and simple” Guerrilla rules: (Well they are not entirely trouble-free because it requires people to in fact think followed up by the execution of a well thought out game plan. )

1. Your cover letter must be aimed at the one person in the company who genuinely cares about filling the position. I say that because it just stands to reason that the job would not be open if the company did not have a dilemma on their hands in need of resolution.

2. The first thing the recipient at your target employer is going to read, if done properly, is your cover letter. If done as I suggested earlier in this article, this will at least get you on first base. Don’t believe all that blather that recruiters and employers “never” read cover letters. Many people WILL but only if the cover letter is personalized, intriguing, to the point, and begs for more.

3. Sign your cleverly created cover letter in light blue ink.

4. Add a post script at the end of the cover letter using a presumptive sales technique to close it out.

5. Your resume doesn’t necessarily have to be on top grade paper in most cases. Paper in the medium price range will do just fine as will the color of white.

6. Don’t use an ASCII (Plain Text) resume format unless you are expressly instructed to do so. ASCII resumes are first read by computers. To the human eye however appear and most often read like a Microsoft instruction manual. 

Due to time constrains I have to run for now. Let’s hook up in a day or two at the same place. I’ll outline the next 6 (six) additional points to consider relative to what constitutes a “Best Resume”  and also share with you an absolutley astonishing resume success story by a client of ours who did the exact things I am talking about and with astounding results.  

I hope you join me for Part 3 of this articleand in the meantime, have a Great Guerrilla Day !

In closing, if you or someone you know are looking for a new job, get one faster and would to like to learn more about authentic "Guerrilla Marketing for Job Hunters" training; don't be bashful, visit me at http://www.psychoape.com

Mark J. Haluska

Does “The Best” Resume Guarantee You an Interview … a MUST read (Part 1 of 2 Parts)

To quote Bill Clinton, “it depends what you mean by "The Best.”

Ok- that is not EXACTLY what Bill said, but you get the idea. :)

If you gave your resume to 10 different resume writers, (or wannabe writers) I’d venture to guess you’d likely get 8 to 10 diverse opinions as to “what” your resume really needs to be considered “The Best” and land you an interview invitation.

Did I mention that if you lost your job today, that scrambling to write / update your résumé should NOT be the FIRST thing that you do to find a new job?

Other than breaking the bad news to the family and filing for unemployment compensation of course, Guerrilla Job Seekers know that putting your “best” resume together should be the 5th (fifth) thing you would do as a matter of setting priorities in obtaining a new position. .

You read it right; the FIFTH chore you should carry out!

One thing that “most” resume writers will not disagree with is that your résumé is a very important part of your personal branding. Your resume AND cover letter should sell both the steak AND the sizzle at the same time!

Yes, despite what you may have read elsewhere, cover letters will be read IF you give the recipient a reason to do so !

More often than you would imagine, the most qualified person does not always get the position. I know this to be fact because I was a senior decision maker for years and (I) knowingly did not always make an offer to the “best qualified” applicant for a variety of reasons. Moreover, our Guerrilla Job Seeker Boot Campers have reported back to us scores of times where they were told after being hired that they were not “the most” qualified.

According to these new employers, it was their unique approach that put them over the top.

Why?

Because the best qualified individual was never viewed in quite the same light as the person who branded and marketed themselves as the ultimate commodity. In this highly competitive job market, these people discovered how to get, and then keep the attention of the prospective employer.

In fact, the best qualified candidate may never have been interviewed because of a poorly prepared resume, cover letter and then failure to follow-up. Then again, their resume may have just fallen into the HR Black Hole as a result of a poorly trained HR screener.

What is an ill-prepared resume?

Aside from the usual punctuation, spelling and layout errors resumes may have, an inadequate résumé is one that fails to compel of AT LEAST 3 of 10 carefully targeted hiring authorities to want to immediately talk with you. In fact, if you were to contact 20 targeted employers and batted a .750 (or a 75% call back rate) I would not at all be that surprised. It would not be the first time!!!!!!!

So, what I am saying is that “The Best” resumes can only be measured by the results you achieve in terms of invites for an interview.

Wow, in light of the competitive job market we’re facing today, that’s a bold statement isn’t it Mark ?

Due to time limitations today, I have to close for now. Catch me in the next business day or two and I’ll continue this thread, going over “the basics” of a “Best Resume.”

In closing, if you ever thought about being a Guerrilla Job Seeker, don’t to be bashful. Visit us at www.psychoape.com

There’s a FREE audio CD valued at $ 50 in it for you!                                        

Have a Great Guerrilla Day!
Mark J. Haluska   

                                               

Posted 1 day ago | Delete discussion

Procrastinator losses top $ 180,700 ! (Meet Mike)

Meet Mike from Bridgeville, Delaware.  A devoted husband, father, has a mortgage, and unemployed. Although I would venture to guess that you’ve likely never met him, I’m reasonably sure that as a follower of this group you can identify with him.

Mike was laid off last February. Like millions of other job seekers he had over 20 years experience and is over 40 years old. He's also in a profession where employers prefer them to be "young." IOW, not Mike's age.

In Mike’s own words, “he spent month after month after month hitting brick walls when it came to realizing any success with his job search.”

Does any part of this scenario sound familiar to you ?

During this time, Mike did what almost everyone else does when it came to finding a new job. You may recognize this fandango; spending endless hours trying to “perfect” his resume and cover letter, scanning the job boards for potential opportunities, applying for positions, never hearing back about the status of his resume etc., etc. Time was quickly passing and his resources dwindling.

One day (about) 2 months ago, Mike by his own admission was at his wits end and came to the conclusion that if he were going to achieve his goal of landing a good job before the end of 2009, he was going to need a lot of extra horsepower. Mike then found the courage to bite the bullet and contact us at the Guerrilla Job Search Boot Camp to ask what we could do for him.

Mike signed-on for the one-on-one 10 week Guerrilla Job Search consulting.

Fast Forward (to Monday) November 30, 2009. Mike started his new six figure position with a well known Fortune 500 financial organization !

I’ll never forget the day he received the official offer. My phone rings and on the other end is a very excited Mike. The first words out of his mouth were, “Mark, there will be a great Christmas meal and plenty of presents under the tree this year ! “

Some interesting facts about Mike and his job search:

• By Mike’s own estimation he lost $ 180,700 or more in salary and benefits (value) since last February.

• Mike is now working in his dream job and in a telecommute position !   

• Mike had already read Guerrilla Job Hunting 2.0 and said he loved it but felt he needed personal Guerrilla consulting to push his job search over the edge.

• Within (about) 5 weeks of working with us, Mike received one verbal offer that ultimately ended up being put on hold. Prior to this, he had none.

• By week 7 or so, Mike had 2 more firm offers in hand “in addition” to the offer he ultimately accepted for a total of 3 offers that were firm.

• By Mikes own estimation, he met only 50% of the actual job requirements for the position he now occupies !

• Mike was invited to more interviews working with us for just 2 months than he did the previous 7 months.

• Using Guerrilla consulting tactics, this position was created for Mike as it was never advertised.

Sound too good to be true ?

If you are intrigued by the success of Guerrilla Job Seeker consulting, simply email me and I will provide Mike’s number and you can ask him in the evening hours.

If you would prefer, my friend and colleague and fellow Guerrilla ---Kevin Donlin also interviewed Mike last week regarding his Guerrilla success as a job seeker. I will gladly email you a recording of that short discussion so you can hear it for yourself.

Don’t procrastinate, call us to get a job faster.....and have a Great Guerrilla Day !

Best Regards,

Mark J. Haluska
Real Time NetWork & Guerrilla Job Search International
724-495-2733

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

I'm not getting any response from recruiters after I contact them with my resume ! (Part 1)

Question:

I'm not getting any response from recruiters after I contact them with my resume. What does this mean? Should I follow up? If so, how?

Answer:

There could be a number of reasons why the recruiters are not getting back with you regarding your credentials, here are just some of them in this two part series.

• Unlike the days before this current recession when most executive recruiters were snowed under with new search assignments; in the here and now, recruiters are besieged with unsolicited resumes from hopeful job seekers. At the same time owners at many of these firms have cut back on staff due to the significant slow down in hiring by their clients. In many cases, there simply is not enough staff and as a result, time in the day to respond (via mail or by phone) to every job seekers plea for a professional attention.

• As I stated above, the number of active search assignments recruiters have on their desk has by-and-large dropped off significantly in the last year. In fact so much so, it’s driving many firms out of business. In most cases, with what assignments recruiters do have right now, there is a glut of candidates. So, before the recruiter calls you, they are combing through their data base of candidates to see if there is a fit with someone they “already know to be a proven winner.” If that does not pan out, then the recruiter usually starts looking at the unsolicited resumes to hopefully find a candidate that appears to be a potential fit for their client.

• Perhaps the recruiters you are contacting simply do not have any job orders as to where, based on your resume, there is an “exact fit.” "EXACT FIT" are the operative words here and never forget that when working with a recruiter. Therefore, some recruiters will feel there is no reason to call you at this time. Then too, many recruiters may not contact you to acknowledge your resume for that “exact fit” reason. Could one consider that rude ? I suppose so, but with staffs being cut back, there is more to do with less people to do the work so the firm is prioritizing their call back list. That list is comprised only of people who can help the firm earn a fee today !

*****************************************************************************************
Due to space limitations herein I have to go for now, but be sure to join me in the next day or so for Part 2 of this answer. I hope Part 1 has been beneficial and has provided you with a little bit of insight.

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerrilla Job Seeker10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: theguerillajobcoach@comcast.net or contact my office at 724-495-2733.

Mark J. Haluska
Founder and Executive Director of
Real Time NetWork
www.rtnetwork.net

• I’m a Contributing Co-Author of the best selling book, “Guerrilla Marketing for Job Hunters,” 400 Unconventional Tips, Tricks and Tactics for Landing your Dream Job. Released in 2005

• I’m also a Contributing Co-Author of "Guerrilla Marketing for Job Hunters 2.0," 1,001 Unconventional Tips, Tricks and Tactics for Landing your Dream Job. Released in June 2009

• I'm one of only 4 certified "Guerrilla Job Search Boot Camp" Instructors in North America !

• Recommended reading for Corporate Hiring Authorities: “Executive Recruiting for Leaders,” Insider Secrets for Locating, Evaluating and Retaining Top Talent by David Perry and Mark J. Haluska

Job Hunting Is, and Isn't, What It Used to Be and it's not just in New York

Great article from ALINA TUGEND of the New York Times. The question for you my dear reader is how do your job search techniques measure up? more

The War for Talent

It's nice to have intelligent friends who can sum up an issue like this in their sleep.  You haven't been reading The CFO Coach - you should be - even if you're not a finance type.  Cindy explores in depth many of the issues most bloggers gloss over. Her War for Talent piece is short, to the point and on target. 

Career mavericks:

For me, Mark's story is an inspiration for Career Mavericks everywhere demonstrating that good guys do win.

They're loved (and hired) because they are self-starters, creative and innovative.

They're also loathed (and fired) because they get restless or don't toe the line, Kevin Marron writes.

Mark Hanley's career history reads like an episodic adventure story.

In a breathless résumé spanning 33 years, his changing interests and passions have led him to work variously as an auto mechanic, scuba diver, salesman, retailer, venture capitalist and manager in a municipal government business development agency.

It's a story that might entice a literary agent more

Why guerrilla marketing for job hunters

simply put, the dramatic changes we're witnessing in the global marketplace for talent mean that the tried-and-true methods of finding a job are no longer enough. Of course traditional networking and good old fashioned resumes should remain a solid part of your plan, but they won’t provide you with an adequate amount of exposure to all the potential employers who should know about you.  It's a fact that most people’s job searches fail or take way too long because they can't get on the radar of the right hiring manager - the one who has a job you want AND can actually hire you.  Essentially, most people fail to get noticed by the tight people.  But the fact of the matter remains clear - being noticed or "found" is the key to getting the interview and the interview is THE key to getting hired.  Most job hunting books today fail to move the job hunters quest forward because they skip the part between “designing a resume” and actually getting “the face-to-face interview”.  You know what i'm talking about -the setting up of the first meeting part!  That’s one of the areas where Guerrilla Marketing for Job Hunters excels.  Feel free to read through the postings on www.gm4jh.com and listen to the podcasts - you may discover a few ideas you can use in your job search today.

 

Job Hunting - Considered India?

Today's guest blogger is one of the most widely read HR Gurus on the net.  Please welcome Guatam Ghosh: http://gauteg.blogspot.com

Job Hunting - Considered India?

I guess India and China are staple discussion items and are often hyphenated together. No wonder that my posts are so closely following Frank's in the Recruiting BlogSwap

Here's my submission to you:

If you are looking for a job, maybe it's time for you to consider India !

Why is that?

They Just Aren't Into You

On one of the on-line forums I frequent, a candidate asked the question “when is enough enough? He had been through a protracted interview process with one company for months and couldn’t find out if they where going to make an offer or not and was asking the group when to call it quits. My response is below.

“So when is enough enough?  96 hours.  If you haven't heard back from them within 96 hours with a complete description of the next steps... sorry to say, you're not the star candidate. 

1 phone call is all it takes to a recruiter asking where you stand.  If they don't call back assume they're tied up in a deal or dead.  All recruiters live and die on a daily basis by their production.  You're the product they have to move.  No movement = no money = no job. If a recruiter is dancing with you then you can assume you're the "B" candidate which isn't necessarily a bad thing.  Technical skills count for  a lot but no where near as much as chemistry does.  And as the world continues to shrink and companies become more competitive expect every hire to become critical.. As that happens the chemistry piece outweighs skills.  Some recruiters know this - most do not. 

How do you win?  Make it clear in the interview process that you have your own agenda and schedule to meet. In an unspoken way you need to telegraph the fact that you're in demand.  The easiest way of doing that is ask deep penetrating questions that get at the business issues of the company.  And don't wait until the end of the interview for your chance to do so.  Ask them up front and then make a decision to stay and finish the interview or go. Take control of your life and your career and you'll get the respect you want.”

How job hunters can articulate their value and get hired

Instead of resources or land, "capital" today means human capital. It doesn't take a shoe factory to go into the shoe business these days. Nor do you need raw materials or fleets of trucks. Nike became a shoe industry leader by concentrating on the value-producing capacity of it's employees, for design, marketing and distribution know-how. The real capital is intangible: the person's knowledge level, combined with an aptitude for application.

 
The current “jobless” recovery is a result of our economy evolving from a resources and manufacturing based economy, to a knowledge based one.

 
For most of the 20th Century, a recession was a cyclical temporary decline in demand where people were temporarily laid off, while inventory backlogs were reduced. As demand increased, workers returned to pre-existing positions or found comparable jobs with another and the economy could snap back quickly

Technology has allowed companies to establish tightly integrated demand and supply chains while outsourcing jobs to save money. Many of the jobs which have entirely disappeared from

North America have reappeared in India, China and Mexico. 

We are now witnessing the first recovery in what has become a full information  economy. Investment in new capital equipment is no longer a pendulum swinging form recession to recovery and back again firm - the result of inventory that needed to be sold off. 

Because job growth now depends on the creation of net new positions in different firms and industries, you can expect a long lag before employment rebounds. Employers incur risks in creating new jobs, and require additional time to establish and fill positions.

America's challenge is to leverage its % of the global population into a much larger percentage of intellectual capital competitiveness.  Knowledge Workers are the backbone in all sectors of the economy: most obviously in the Information and Communications Technology (ICT) sectors but they also embrace the other industrial sectors including healthcare, manufacturing, transportation, and the Public Service.

Labour Market Studies indicate that there is already a looming Knowledge Worker skills shortage – a shortage that impacts competitiveness and economic and social development. These shortages will not diminish soon because skilled “Baby Boomers” are retiring in unprecedented numbers while the newly created knowledge economy jobs require more education and higher skill levels.

‘The War for Talent’ today is a qualitative conflict that is best characterized as the ‘War for the Best Talent’ - a global conflict being fought amongst the G7 countries with the winner taking all.  Knowledge economy jobs are borderless - a vacancy in San Francisco may be filled by someone in China, India or elsewhere.

 

As a job-hunter, you need to comprehend that the production of value is the most important criterion for an employer when hiring. Articulating your value is your key to successful job-hunting; it sepa­rates you from all the other job-hunters. Understand, value is not salary; worth does not flow from a job title. Knowing what's impor­tant to a company means looking beyond job descriptions and cm­pensation tables, especially today when sudden changes and uncertainty are the norm. 

The New Value Table in  Guerrilla MArekting for Job Hunters  is the ideal jumpoff point for  articulating your's.

#1 Rule for Job Hunters in 2006

Be found. Sounds so simple doesn't it? But really, if a recruiter today was looking for someone with your exact skill set could they find you. Easily? You might be surprised. Why make them work harder than they already do. 

Job boards aren't a panacea for job hunters.  So what are the tricks you ask?

   

Well start where recruiters start – Google. Do you have an e-resume or homepage that details or at least hints of your business prowess? Are you on LinkedIn? Can they Zoom you at Zoominfo.com? That’s where recruiters typically begin searches. If you answered "no" to any of those questions ---- you have work to do.

   

For a primer on job hunting which compliments Jim’s book The Job Search Strategist v2.0 http://jimstroud.com/manifesto/index.html check out Guerrilla Marketing for Job Hunters and open a free LinkedIn account at the same time https://www.linkedin.com/static?key=gmjh_preview

  Well!!!  What are you waitng for?  Some one is looking for you right now.  Make yourself easy to Find.

It worked for Marilyn Monroe

Employers are checking you out on-line

Increasingly, what companies find about you on the Web -- good and bad -- is crucial for job hunters, KEVIN MARRON writes

By KEVIN MARRON              

Wednesday, January 25, 2006 Page

Special to The Globe and Mail

Daniel Houle had no idea that a headhunter was tracking him in cyberspace last summer.

Recruiter.com - your job search commandos

An informed buyer has real power so make it your mission this year to keep up with the fast-paced changes in the recruiting industry.  Tune into Recruiting.com for a daily dose of what's going on around the globe with Michael, Jason and Jim. 

Why Guerrilla Marketing?

The governemnet estimates that between 20 -40  million Americans change jobs every year.  That's a staggering  number when you think about it.  There are no statistics on the number of mismatches vs career advancers - it's been this way for years.

Already reeling from the struggling economy, competition for the remaining jobs is tougher than ever, the rules for getting them have changed, and global competition ensures that the rules will change again tomorrow. Many people needlessly drift in and out of dead-end jobs because they don’t know which industries have a future or how to present their value in the right terms to the people who can hire them. To succeed in this new marketplace, you must have a plan. Your plan must be clear and detailed in every way. It must also be:

• Clever,
• Results driven,
• Marketing oriented,
• Inexpensive to execute,
• Realistic, and
• Achievable.

It should be obvious to you by now that no government agency, educational institution, or think tank has a crystal ball to make a call on the future.  No one predicted the DotCOM bust or GM tanking.  There are simply too many unknown factors when it comes to industry and job creation.

One thing is certain, whether you are employed but unhappy, or unemployed and in need of a new opportunity, as a job-hunter, you are at a strategic fork in the road.  The future is in your hands.

It’s not the strongest of the species, nor the most intelligent, that survive; it’s  the one most  responsive to change.
—CHARLES DARWIN

The New America

In the 1800s, our forefathers witnessed the beginning of a colossal economic transformation with the onset of the industrial revolution. Within a single generation, it became necessary to start clearing out old city neighborhoods and rich farmlands to make way for steel mills, railway yards, warehouses, and office buildings.

To fuel this economic behemoth, people left the far reaches of rural America to take jobs that most of them would hold for the rest of their working lives.

Today in places like China and India old city neighborhoods, entire towns, and rich farmlands are still being cleared to make way for trade and industry.

The tidal wave of economic change—pressure to increase shareholder value quarterly instead of yearly, outsourcing, and rightsizing —all have greatly affected the domestic job market that we once knew. Competition to get noticed and chosen for the best professional opportunities is stiff. No matter how talented you may be, many others also are vying for that top spot.

See which jobs have a future in this "New America" download the 3 complimentary chapters.

I can see clearly now

Survey of 7000+ high tech employers in the middle of the recession reveals why traditional Job hunting methods no longer work.   According to the survey Executives expect Job-Seekers to have researched their company and be able to tell them specifically how they can add value.

Among Executives 97% thought Target Marketing to companies was the best way to find a new job, regardless of the seniority of the job being sought.   Less than 1% thought "networking" was an effective strategy.

In the long run it's easier to decide what you want to do - who you want to do it for and then figure out how to articulate your "value" to your target employers.  Fortunately most people are way too lazy to bother, preferring to play Job Board Roulette instead OR Blast My Resume [resume spammers].  So, when you actually analyze the market and map your skills against it you'll be invited to a party of 2 thanks Shania - where they want only you!

Of course the direct approach requires work.  It's far easier to do what everyone else is doing and blame your lack of results on a poor market. Your friends will buy you coffee - lunch - smily cards even... but after a while their concern will turn to pitty - and they'll start avoiding your calls. 

Guerrillas only eat alone by choice.   Go download and read the complete survey right now.  It opened my eyes ... I can see clearly now...

You are Nike too.

Veteran Ottawa Citizen Reporter Juliet O’Neil has delivered a brilliant 5 part series on the growing phenomenon of temporary workers entitled “Trapped & Temporary”. It’s brilliantly researched, well written and a must read. “Temping, Contracting and Offshoring” aren’t going to go away. They’re permanent fixtures on the North American employment scene. 

 

Here’s what you can bank on:

1. The offshoring trend won’t stop anytime soon.

2. Companies will continue to maximize profits and reduce costs.

3. The government will not solve your career problems—at best it will provide limited retraining assistance.

 

Your job is at risk and subject to being replaced by a “temp” if:

1. It can be broken down into many smaller tasks that can be redistributed to lower skilled, lower paid workers;

2. Your company’s profits are under constant assault by low cost competitors; or

3. Someone else with a high-school education can do your job with less than a week’s training.

Take control of your job and your life today. Start managing your career as a professional services provider of YOU INC.: learn how to brand yourself, increase your value, and ensure a steady stream of demand for your unique talents.

It’s not the strongest of the species, nor the most intelligent, that survive; it’s the one most responsive to change.
—CHARLES DARWIN