Guerrilla Job Hunting

“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 !!!

Watch How Job Seekers Overcome Age Bias

“Age Bias,” has become somewhat of a buzz word associated with job seekers over a given age, but let’s call it for what it is…Age Discrimination.  There I feel better now.

 

When does it begin  ? 

 

It’s been my experience that age discrimination starts rearing its ugly head when one is over 40 years of age and not 50 as is widely believed. 

 

Does age discrimination exist ?  I know it does, at least to some degree.

 

In fact, as an Executive Search Professional, I once had a new client (a household corporate name you would know) who screamed obscenities into my phone and further threatened to fire my search firm; if in the future we sent them anyone 40 or older. 

 

What was their (twisted) rationale ?

 

“People over 40 simply do not have enough (runway) left in their career to advance far in this company,” they were quoted as saying to me.  By the way, this was the belief and a rigid mandate set forth by the company’s Regional President who ironically enough was closing in on 60 !   

 

Did my firm get fired ? 

 

No, I fired the client because it is both wrong and illegal.  Now before anyone asks, when we took on this new client, they neglected to mention that they discriminated based on age. I can only assume that they were accustomed to working with recruiters who would look the other way; they must have assumed that my firm would do likewise.

 

Did I try to “educate” this Regional President as to the consequences of being convicted of Age Discrimination ?  

 

Yes I did, and to no avail.  His response was short and sweet, “That’s what our lawyers are for and that is the end of this discussion.”  Oh well, that just goes to show that not “everyone” in a position of authority will modify their moral compass even if at their own peril. 

 

So, how do the “more experienced” workers over 40 gain meaningful employment ?

 

First and foremost, even though you “feel” you may have been a victim of age discrimination it does not mean you in fact were. Let’s face it; on a national basis, this is likely the most competitive job market we have seen in our times.  You may have been a casualty due to the sheer numbers of unemployed people you are competing with.  Then again you may have been competing with a Guerrilla !   

 

If you are a job seeker over 40 or over 50 for that matter, here are seven rock-solid proven points to seriously consider while looking for your next gig:

 

• Your resume and cover letter must quickly and clearly articulate your value in that it addresses an employers primary pain points; no great revelation here except for the fact that very few people can skillfully do it.      
• Approach your search with an absolute goal in mind that goes above and beyond just getting “another” job.   
• Remember that what YOU want is of no significance to a potential employer.  
• Humanizing your job search is a cradle to grave undertaking, you must do so throughout the ENTIRE process. 
• It is of the essence that you’re talking and meeting with “yes” people.
• Don’t be a nuisance, but be “imaginatively” persistent with potential new employers.
• Networking, be it direct or indirect is still the number one proven way to land a new job. Learning to socially engineer your way into a new position will pay off.   

 

If I were to describe a “typical” Guerrilla Job Boot Camper,” they would be over 40 (or 50) and of course unemployed when they joined us; as a best guess I would have to say that less than 1% of our boot campers have been under 40 years of age.  

 

Go here to WATCH several short videos and see what these people did to overcome (either) real or imaged Age Discrimination. You’ll note that not one of them is under 40 !

 

http://www.psychoape.com/recommendations.html#video

 

Have a Great Guerrilla Day !

 

Mark J. Haluska

http://www.psychoape.com

724-495-2733

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

Want a Guerrilla Job Seekers Insider Secret ?

LinkedIn has over 50 million users worldwide. Of that 50 million, approximately half of those members are in the U.S. LinkedIn is one of the many tools I use to locate hard to find candidates to fill my client’s needs; and I know that other executive search professionals and company talent scouts do the very same thing.

If you are a job seeker why not use LinkedIn, turn it inside out just a little bit and use it to your advantage as well ?

• Do you have an interview lined up with a hiring authority ? (If not hopefully you will soon)

• Do you know the name and title of that decision maker and especially anything about that individual ? (Getting inside that persons head, learning how they think, their background and some of their hot buttons etc., will afford you a one up especially if your competition has not invested their own time to some homework)

Here is a Guerilla strategy that could prove very beneficial to you.

Within Linked-In, do some pre-interview groundwork to see if that person is listed. The higher up in the corporate hierarchy that person is, the more likely they are to be on Linked-In because higher-level people recognize the potential value therein as the site is proving to be just one of the places "people in the know" hang out.

If that person is listed on Linked-In, (lucky you) go to that profile and find out as much about that individual as you can. Then review all the recommendations they have given to other people. This will allow you to ascertain what personal or professional qualities are important to that hiring authority. Next, review all the profiles of the people that hiring authority has recommended; particularly those people who now work (or have worked) at that company or people at other companies who have work for him/her elsewhere. This step will supply you with job search intel as to the backgrounds that particular decision maker tends to favor, the character, values and work ethic that s/he admires, etc.

Lastly don’t overlook the people who have recommended that hiring authority. Endorsements will tell you a lot about that executive and why those endorsers have a high regard for that person. If the moon, stars and the sun are perfectly aligned you may even be able to get a 360 degree view of that hiring authority.

Be creative and think like a Guerrilla ! LinkedIn can be used as a tool for other job search related background work as well; but this should give you a start. Doesn’t it just make good sense to take the time to uncover this information and use it to your advantage as a job seeker ?

In closing, being listed on Linked-In isn't a Guerrilla Strategy. Knowing many of the insider secrets on how to get the most out of Linked-In and then “in fact putting it to work for you” IS VERY Guerrilla !

In closing, have a Great Guerrilla Day ! 

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: [email protected] or call me at 724-495-2733.

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

• Certified "Guerrilla Job Search Boot Camp" Instructor.

• 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 in June 2009

• 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

A Job Seekers Caveat Emptor (Part 2)

There are scam artists in all professions. Be it a doctor, investment advisor, lawyer, roofer, auto mechanic, you name it and you'll find someone who will intentionally take advantage of you. There are some so-called career coaches / counselors that are no different. The crooks live among us and they want your money and in actuality may offer little if anything in return.

Here are some other options both free and fee paid that you may want to consider:

You can go to one or more headhunters. Their services are free, but unless they have a position for you on their books, all they can really do is put you in their data base until something comes along for which you are an EXACT fit. Don’t ever count on the Executive Search Professional to find a job FOR YOU. It’s their job to find people for companies; not find jobs for people.

There are a gazillion blogs out there that you can start to follow on line. In fact there are so many out there, you’ll never have time to proactively look for a job if you spend all of your time following them. I would suggest that you pick a select handful of blogs or articles that are written by credible sources and seem to offer helpful advice and follow them. Don’t be bashful about asking forum questions if you have that option. You are welcome to do so in this group !

Join local job seeker networking groups. If you reside in a different area outside of the geographical area where you want to work, find a virtual networking group(s) located in that region. The most successful participants in these groups seem to be those who attend the meetings and are people who freely offer to be of assistance to others when they can in order to get help from others later. Joining these groups also gives you a good excuse to get out of the house and interact with others.

Most likely there are free job seeker services in your area that are available to you and they have been known to be very helpful. These may be funded via a federal, state or local government agency or they may be a registered non-profit entity. Give the free services a shot because it shouldn't cost you a dime. (Ok, some non-profits might ask for literally a dollar or so "donation" but hopefully that would be deemed a value on your part---- because it is --- and they have expenses too)

If after a 6 to 8 weeks (or so) taking advantage of the previously mentioned free services, you've still gained no real traction in your job search; you should recognize that you're market value (in the meantime) is more often than not diminishing to prospective employers the longer you are out of work.

For that reason alone, it might be time to seriously consider talking with a legitimate professional who has the credentials to help you build your professional branding. This step would require an investment on your part; therefore you need to take it upon yourself to perform your own due diligence. Talk with the prospective coach / counselor, ask questions, etc., but be wary of any out-and-out verbal or worthlessly written “guarantees” of a new job because THAT does sound too good to be true. There are simply too many variables for anyone to make such a claim.

Lastly, there are legitimate career coaches / counselors out there who are former HR executives. At first glance that may sound great but that credential alone may not be enough if YOU are a paying client. If outside the corporate world, they have no demonstrable track record of “helping” job seekers (as a coach / counselor) find work in a variety of professions, verticals and levels, you might want to keep looking.

"Let the Buyer Beware," and hopefully you will not get swindled into working with a scammer. He is just one link you might want to visit: http://www.rileyguide.com/scams.html

Have a great Guerrilla Day !

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

A Job Seekers Caveat Emptor (Part 1)

Caveat emptor is Latin for "Let the Buyer Beware." Early on and before our time, caveat emptor was acknowledged as the property law doctrine that controlled the sale of real property after the closing date.

In this day and age, it seems to me as a layman that caveat emptor is more loosely and frequently identified as a transaction between two parties when most anything is purchased, be it a piece of property or any type of good or service.

Most of us have learned as adults, for every unfortunate situation where a buck can be made in our society, someone with nefarious intentions will seize an opportunity. In this case I am talking about Job Seeker scams on the part of some so-called "career coaches / consultants."

You'll find these "consultants” on the internet with impressive looking web sites. They'll also typically run large display ads in metropolitan newspapers in the employment section. These companies have been known to make claim to having an "in" with not just a few, but rather many HR departments at the largest most attractive companies. In their ads and on their web sites they will list dozens of blind ad jobs with salaries ranging from $ 50,000 to $ 750,000 or more. Although their marketing materials look and sound too good to be true, it's a fact, desperate people are known to do desperate things and often times become victims.

Here's just one example as to how these people have been known to successfully suck people in: You contacted them so they already assume you are unemployed and desperate so; after you have found their ad, you are directed to call them to set up an appointment to "visit their office" or you can email mail them with your particulars and they will call you for the same purpose.

In this instance, the key is to get you to go to their office. When you arrive on site, they will greet you, tell you how wonderful your background and experience is; then you'll fill out a stack of paperwork, you’ll meet with a couple of people, perhaps be assigned a so-called “specialist” and then they’ll verbally tell you that for X dollars they will "GET you a new job."

Being on their on their home turf you will endure a well scripted nuclear powered sales pitch detailing all ways they can "supposedly" GET you a new job. They'll also try to convince you that you need them more than they need you.

Based on my research on career consultant "scammers," the average fees are just over $ 5,000. I read one article about a man (an ex-employee of one of these consulting firms whose conscience got the best of him) who stated that when it came to job seeker fees, "the sky was the limit." What I gathered from that courageous confession is that attractive commission were tied to closing the deal and to pull as much money out of the hopeful job seeker as possible.

Catch up with me on Tuesday, December 29th when I'll post Part 2
and learn how you can avoid being A Job Seekers Caveat Emptor Loser.

Have a great Guerrilla Day !

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at:

[email protected]

or call me at 724-495-2733.

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

• Certified "Guerrilla Job Search Boot Camp" Instructor.

• 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 in June 2009

• 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

What is the better “value,” the book Guerrilla Marketing for Job Hunters 2.0, the Guerrilla Job Search Home Study Course or the Guerrilla Job Seekers Boot Camp ?

This is Part 1 of a 4 Part Discussion.

I have been asked this question many times over by job seekers via email, a blog posting or in an informational phone call. Not to be presumptuous but what most people are really asking when I drill down is; what is the most economical way to become a Guerrilla at little or no cost. As a side note, Outplacement counseling is roughly a 3 Billion dollar business in North America.  

But back to the question: 

Guerrilla Marketing for Job Hunters 2.0 - is your best value “if” what one is really wants to know, “what is the cheapest” way Guerrilla tactics can be learned. For about the cost of taking three people to McDonalds for an Extra Value Meal, you can purchase the book and within days start putting to use the tactics that thousands of other people already have done to land their next job.

Imitation may be deemed the best form of flattery, but we’re finding and pursuing outplacement people /companies who are using our material and putting it out as their own. This practice IS NOT authorized for any reason, and a subject for later, but my point is that others are repurposing our information and are presenting it. That in and of itself should tell you something if one has to mull over the small cost of the book !

Quite frankly though, if you could invest in only one of our products, one "might" say there is a shortcoming to purchasing the book say as opposed to the Home Study Course or the 10 Week Guerrilla Job Seeker Boot Camp. (David is going to kill me for this :) 

The first down side is that the publisher of the book (Wiley Brothers) would permit only so many words that could be printed in order for Guerrilla Marketing for Job Hunters 2.0 to be retailed at a certain selling point. That is simply how things are done in the world of big time publishing. As a result, it was not possible to make the book as all-inclusive as we would have preferred.

In fact, there was enough material left over that we could easily put to market “Guerrilla Marketing for Job Hunters 2.1, the unpublished chapters” if we chose to do so. (More about this exciting and unknown bit of news later in this 4 part article--- and how You can gain access to this information)

Also on the down side in regards “Guerrilla Marketing for Job Hunters 2.0” is the fact that the book was intended for people who will “on their own accord,” get off thier duffs, step away from their computer, stop reading endless job board listings and be daring enough to step out on a ledge and do things that others simply would not to attempt to do. I’m not talking about purchasing costly bill board space or walking around with a sandwich board strapped to your chest and back. Thankfully, we’re a little more sophisticated than that.

In the book we don’t ask job seekers to take any risks what-so-ever, but rather the reader is taught how to keep their opportunity funnel filled and genuinely stand apart from the crowd. The reader is also shown how to and deliver their value proposition in a clear and concise fashion that will garner the attention of the right people within an organization. So this book like any other informational publication where one has to literally “put words to action” is not for those who at least without being literally pushed, are reluctant to follow instructions to the letter.

Lastly, the single biggest down side of purchasing the book versus our other products, is that the reader is not entitled to have the advantage of receiving “free” phone access to author David Perry, or contributing co-authors, Kevin Donlin or myself (Mark J. Haluska) or all three of us together for that matter; to acquire additional one-on-one advice or coaching when it might be needed at a most critical moment in your job search.

Due to space limitations I have to run for now. Tomorrow I'll talk about the upside of investing in the book, Guerrilla Marketing for Job Hunters, 2.0  and why contrary to the belief of some, why the book is also very suitable for most blue collar workers !  

In closing, if someone you know is out of work and would benefit from our FREE audio on How to Land a Job Even in the Recession of 2009 (a $ 50 value) simply send them to my link at: http://tinyurl.com/cpkwha         Supplies are limited !

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerrilla job search assistance, contact me at: [email protected] or 724-495-2733 for information.

Mark J. Haluska

• A Contributing Co-Author of "Guerrilla Marketing for Job Hunters" and "Guerrilla Marketing for Job Hunters 2.0," 1,001 Unconventional Tips, Tricks and Tactics for Landing your Dream Job.

* Certified Guerrilla Job Seeker Instructor

 

I'm not getting any response from recruiters after I contact them with my resume ! (Part 2)

 

* It could be the case that your resume and cover letter looks like everyone else’s. In a word boring. My time is limited and the only non-renewable resource I have. Therefore, like all the other executive search professionals I know in North America your resume has 30 seconds or less to impress me. If your resume and cover letter grab my attention, it would be because you’ve gone above and beyond what most job seekers do to clearly show me your value proposition. Doing so would prompt me to call you as soon as possible !

You asked about follow up and how. I would suggest you do so, and the phone should to the trick; but be mindful of the fact that the recruiter does not work for you as s/he is not on your payroll. Even if you feel justified in giving him/her a piece of your mind because of the time it has taken to reach that recruiter, be on your best behavior otherwise your resume will end up in the shredder before the phone conversation is over. Putting your best foot forward and making a call every couple of weeks, if just to leave a voice mail should eventually result in contact with the recruiter.

Your question does not hint at what your profession is, but I would suggest that you seek out a few recruiters who specialize in your field as they are most likely to be the people who may have something for you and if not, they may know another recruiter who does. If the recruiter belongs to a split network such as Top Echelon (www.topechelon.com) he/she will be highly motivated to share you with another recruiter because the fee would be split between them should you be hired.

One final suggestion is to use Google. Suppose you were in Human Resources. Simply go to the Google search bar and type in “recruiters who specialize in human resources.” That will result in 10,100,000 results. The above search string works for any profession.

Once you have checked out some of the firms who specialize in your area expertise reach out to some of them. Try one or two local ones first but don’t feel hesitant to talk with other firms hundreds or thousands of miles away. As long as they specialize in your field is all that matters.

Hopefully I have answered your questions. By following the advice I’ve “hinted” at herein, recruiters will get back with you.

Best of luck with your job search !

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: [email protected] 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 

 

 

 

Uncut - a live interview with David Perry

Podcast interview on Guerrilla Marketing for Job Hunters with Landedfm.com
http://www.landed.fm/shows/david-perry-5.html

Job search propaganda

"Dperry"- Thanks for a stimulating and frank discussion of guerilla job tactics and for not recycling the same old tired mantras on the Execunet webcast.  I would like to see what your lost chapter is all about.

Also, although you demonstrated that direct contact was the way to go, the reason a lot of people aren't doing it more is that there is so little agreement about the best way to accomplish it.  Your story about tracking the exec down in his bathroom was cute and made for a good journalistic newsbite,  but I don't know how practical and systematic that is for most of the non-sales executives on the broadcast, especially when there is some uncertainty about how how good a match or how great a need there may actually be at one particular employer.  (I'm also the one who asked about "research" and the lack of specifics it yields.)

As a "for instance" of the propaganda we get, see the quote below for a hardened opinion by one of the opinion makers in the executive job search business, John Lucht (Rites of Passage at $100,000...).  I'm sure you and Jay would not be anywhere in the ball park on this line of thought.  Does the book lay out some sound approaches?

UNLESS YOUR NAME AND ACCOMPLISHMENTS WILL ALREADY BE KNOWN TO THE DECISION MAKER, THEN YOUR MOST COURTEOUS AND EFFECTIVE APPROACH WILL BE AN IMPRESSIVE ON-PAPER SUBMISSION.

If you're unknown to both the gatekeeper and the decision maker when you phone, you'd have to be the world's glibbest con artist to imagine that you can talk your way through to an exceedingly busy and prominent person. So don't even try. You'll only make yourself look ridiculous and spoil the majestic entrance you could otherwise make on the wings of a powerful referral. If, in the long run, you have no better introduction than a superb on-paper mailing, don't doom it to failure by being remembered as the dope on the phone who tried to barge in with no credentials earlier. THE BOTTOM LINE Gatekeepers will do their job, whether you like it or not. So, cooperate ... or move along to another gate. THE TAKE AWAY Sometimes, you can't bypass a good person doing a good job.

###

Dear Job Hunter

Yes GM4JH lays out many tactics and strategies to lead you to your ultimate goal – an interview and an offer. The book is heavy on the do-this and not-that advice. The tactical “dirt under your fingernails” stuff.

I am quite sensitive to the needs of the non-sales executives. Of the 47 ways to find a job perhaps 3 require the type of outgoing personality normally found in a sales or marketing type. We knew full well that the readers of GM4JH would be 95% comprised of people who are NOT S&M people.

The book is slanted toward creating interest in yourself as a candidate by showcasing what you have already done for others – thereby implying “I can so the same for you” – through creative packaging of your experience.

As to John’s assertion: UNLESS YOUR NAME AND ACCOMPLISHMENTS WILL ALREADY BE KNOWN TO THE DECISION MAKER, THEN YOUR MOST COURTEOUS AND EFFECTIVE APPROACH WILL BE AN IMPRESSIVE ON-PAPER SUBMISSION.

I can’t agree and here’s why. The purpose of Guerrilla Marketing is so your name “will” be known –even if you can’t ride on “the wings of a powerful referral” – and your experience desired by employers for the rest of your life.

A career is a process with many transactions [jobs] with you as the CEO of Me Inc. Deciding who you work with is your business – literally. You’re not “powerless” which is the impression this quote leaves me with. As the holder of the asset [knowledge+ skills+ aptitude], you have ALL the power. Your job is to articulate your value in a manner they understand – that’s the challenge. If the Gatekeeper – gets it – and most do, s/he will let you through whether your approaching them by phone, fax, email or paper. It a gate keeper’s job to pan for gold for their boss and to keep the “claim jumpers” at bay. What impression does your approach leave?

In this instance the author is talking about networking which is the major underpinning of the book – in the context of 1988 when it was first published - and it’s a good book on networking, but networks are passive not active. The challenge becomes what do you do when you don’t have a powerful referral? When you’re not known outside your circle of acquaintances? When your circle drive Chevy’s and not Jags?

The challenge with networking in general is that traditional networking ultimately relies on having a fundamental belief in the kindness of strangers. At its core, it preaches that job-hunters must have faith that they’ll find a job through a friend of a friend of a friend. This is largely a myth.

Although I’ve heard that this strategy yielded great results in the past, it’s not enough today. With the constantly changing marketplace, there is more competition for fewer leads. Traditional networking is much like casting your fate to the wind. It is too passive to rely on. Moreover, there are three flaws in traditional networking in my opinion:

1. You need to have a network at hand when you find yourself out of work (by the way—being out of work is not the best time to start building one).

2. It requires you to be at least a little outgoing because you need to talk to strangers.

3. There’s no way to guarantee the jobs people refer will be ones you’ll excel at, much less be interested in.

On the networking front, Guerrilla Marketing for Job Hunters shows you – in great detail – how headhunters and executive search professionals use networking to discover opportunities where it would appear that none currently exist.

Beyond networking, GM4JH shows you how to command attention. How to leverage the halo effect of your previous employer[s] brand; how to build buzz; how to become the designated expert - even how to work with the gate keeper to make them beg to hire you!

David Perry
Coauthor
Guerrilla Marketing for Job Hunters