If you aren't a regular listener to The Career Catalyst, I highly recommend you put it on your "to do" list.  Kenrick and Scott always have some great information and they make sure their guests get into the "how" and go deep with actionable information.

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1. Begin with the End in Mind – Borrowed from Steven Covey, the end isn’t defined as simply a job. It isn’t just being employed. It’s much deeper than that. It’s about the problems you solve, the type of environment in which you thrive and are happiest (these two are inextricably linked). The more you start defining where you want to be by these terms, versus just a generic job title, the easier it will be to uncover where someone “needs” you most. When you start speaking to what a company “needs” and “wants” you can often define a role for yourself inside the organization. It doesn’t get more “hidden” than that.

2. Network without Asking for a Job – There is no value in introducing yourself to someone as a job seeker. That’s all about your needs, not theirs. First seek to understand, then seek to be understood (more Covey!). You have to establish “what’s in it for them?” The quicker you do this, the better you will be able to figure out who you can both help one another best. Again, when you identify their pain and establish how you can address it, you start making the case for how you will add value to their organization.

It’s all about Give to Get and Paying it Forward. You’ll also find this to be an excellent litmus test in determining the best networkers. The great ones will always try to reciprocate. The not-so-good ones won’t. Hang on to the former and cut slack with the latter. But remember, just because someone doesn’t have a need to hire you doesn’t mean you can’t be great resources for one another. Think about degrees of separation.

Don't have a plan on how to do this?  Check out this interview with a professional who found himself in a new city, with no network and unemployed...and listen to how he found a job without ever asking for one.

3. Be Online, but Get Offline – LinkedIn, Facebook, Twitter and YouTube are powerhouse resources for your job search. But you shouldn’t be spending the lion’s share of your time online and behind a computer. Just like no one is going to hire a resume, no one is going to hire an online profile.

4. Be a Hub – Position yourself as “the” resource for information in a niche that ties in with the end state you have in mind. Provide information for others and be a resource. Instead of trying to stand out in a crowd, get out of the crowd. By being a conduit for information that your audience (those who are in your field – peers or hiring manager) you make yourself relevant and needed – key components to getting hired.

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2008 – 2011 (c) Career Attraction – All Rights Reserved

Visibility – These mediums allow you access to an unlimited amount of professionals within your targeted audience. What’s more, Social Media sites by definition allow for and promote the organization of niche “groups” which make finding your audience that much easier. LinkedIn is a prime example of this, but Facebook and YouTube as well.

Transparency – This is a bit of a mantra to your success in Social Media environments. I like to equate it to going to a party. Would you set up a table and starting pitching your product (i.e. “Here I am, looking for a job”) or begin by connecting on common ground? This is particularly true on Twitter – one of the more transparent tools out there. It is the first step in the process of “Know, Like, Trust,” which we all go through in determining what we are going to buy. Or, in this case, who they are going to hire.

“Pay it Forward” – Coupled with transparency, it is the second key to success in Social Media. Help others to not only get them to help you but, of equal importance, discover who will help you. And, by way of this assistance, you get a third party endorsement or recommendation. You can start doing it by simply asking others, “How can I help you?”

Nobodies are the New Somebodies – Borrowed from Guy Kawasaki, in the simplest of terms you don’t know who can help you nor do you know who knows who. Connecting with the big wigs in your industry through Twitter, Facebook or LinkedIn can be fun, but it’s that avid networker who you have never met or heard of who is your better bet.

The Quality is in the Quantity - This is how you get to the “Nobody Somebodies.” By using tools like Opennetworker, you can build a network of likeminded, “give to get” individuals rapidly on a number of platforms (LinkedIn, Facebook, Twitter, etc.). By having a large number of connections, you have more choices from which to drill down and develop deeper, more meaningful connections. Think of it like filling your own networking event: pack the hall with as many folks as possible and then work the room to see who can help you (and, of course, who you can help).

It’s clear that Social Media isn’t the fad some first claimed it to be. It is almost equally as pervasive off-line as it is on-line. By incorporating it on the front end of your job search efforts to “fill the funnel,” you will not only more effectively tie in with the opportunities you seek but also uncover that elusive “hidden job market.”

And, as always, let me know what you think by sharing your thoughts below!

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Winning Hearts and Minds - The closer you work with fellow volunteers, the better they will get to know you. And, let’s face it, people help and hire those they like. Give people the opportunity to get to know you – not your tails of unemployment. Like we discussed last week, remember not to dwell on the fact you are looking for a job. You want everyone to think of you in terms of the great addition you would be versus the person who is always talking about being unemployed.

Words and Deeds – The interview process is a two-way street. You size up a future employer just as they do the same to you. Both sides are trying to figure out if the other “walks the talk.” By working side-by-side with someone in a volunteer capacity, you get to see if someone’s work ethic is in line with yours. Moreover, make sure you are gravitating towards those that give 110%. Good people always know good people.

Do What You Know – When volunteering, most people think in terms of what the Not for Profit does as a function: soup kitchens need help in the kitchen, Big Brothers/Big Sisters need adults to sponsor kids, etc. But shift your mindset to what you do best. If you are in accounting, volunteer your time to help with the books. A sales professional would be a great fundraiser or trainer of other fundraisers. You will not only be showcasing what you do, but your value-add to the organization will be even greater. Not to mention, you increase the likelihood of interacting with Board Members – who might have a connection or two. Talk about the "hidden" job market.

It Doesn't Always Have to Be a NFP - The key here is to get you out using and contributing your skill set. When you list yourself as a "consultant" or "freelance" on your resume, no one is going to ask what you were paid. The closest you will get is "what's your bill rate?" The bottom line is that you can contribute your expertise wherever you like and you are only limited by those who won't take you up on your offer. This is also a great way to develop some new skills and subject matter expertise that you might be lacking - volunteer to work on a project to get some OJT.

If you have been thinking of retreating from your volunteer commitments in order to focus more time on your search – Don’t. Get more involved, make more connections and leverage your skills set in doing so. It is a win-win for everyone involved. Not only might you find a job in the process but you will do some great work to feel good about in the interim.

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This week’s question isn’t so much a particular one as it is a collection of questions I’ve been getting around one central theme: recruiters. How do I work with them? When should I work with them? Why aren’t they calling me back? Are they a waste of time?

In today’s Q&A column I’m not only going to tackle many of these topics, but I’ve created a video for you that will help you figure out when its most beneficial for you to work with a recruiter and how to get the most out of the relationship.

Between this article and the video, we are going to cover a lot of ground when it comes to recruiters and arming you with the information to get the most out of your relationships with them. This isn’t a bashing session. I am a huge advocate of developing strong relationships with a handful of top-notch recruiters. But, all recruiters are not created equally. I spent almost a decade in the recruiting business having managed at a Fortune 1000 search firm, owned two boutique search firms (one of them actually specialized in placing recruiters – crazy, I know) and consulting on talent acquisition and internal recruiting for Fortune 100 companies. I share this so you know where this information is coming from. Frankly, there are very few parts of the recruiting process that I haven’t touched.

So, here are a few tips…

All Recruiters Aren’t the Same – There are corporate, contract, contingent, retained, permanent and temp/consulting recruiters. Know who they are and their relationship to the position in question are extremely important in determining if you are going to move forward with them. Do you know the difference and how it can impact your chances for an interview?

Unemployed? Proceed with Extreme Caution – It’s not news that a hiring bias against the unemployed exists in some circles (see 2009 WSJ and 2010 Yahoo Finance). With search firm fees running between 20-30% of your base salary, you have to ask, “If a company wouldn’t look at me because I am unemployed, how does an additional price tag help my cause?” Simply put – it doesn’t. In the accompanying video, I explain why this happens and how to find out if the recruiter call is representing a job that is the exception or the rule.

Litmus Tests – Do you have any? Let’s face it – there are no barriers to entry in becoming a recruiter. As my first boss used to say, “All you need is a phone.” As a result, the field is a mixed bag (as are most professions). Finding a great recruiter is tough. You not only need a plan to figure out who the good ones are, but how to build great rapport once you identify them. I explain a few techniques you can start using today to do just that in the free video.

Can't Get Them to Call You Back? - Remember, they don't work for you.  So, just like with any networking, you need to start with "What's in it for Them?"  Instead of sending endless emails and voicemails asking if they have anything, give them a reason to call you.  Position yourself as a hub for information.  Let them know you have been actively networking and you are happy to be a resource.  The good ones will take you up on this.  What do you get out of it?  Every time they get a search that's close to your space - they will call you to talk about it.  Win-win.

Is it a Real Job or Not? – This is one of the biggest rubs is that many times the jobs represented by recruiters aren’t real. “Real” can be defined a number of different ways: It’s not open, they don’t have a chance of getting you an interview, you aren’t really qualified, etc.. You might think, “What’s the harm in giving it a shot?” Well, there is a huge downside that can keep you from being considered for future opportunities. The good recruiters will let you know this up front, but remember – all recruiters aren’t created equally. I explain in the video how to protect yourself here.

What did you think about the video? Want more advice? Please share your thoughts below.

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2008 – 2011 (c) Career Attraction – All Rights Reserved

Have you heard this lately in your job search? “We have decided to move forward with another candidate…Our search has been put on hold…We think you are a great fit for our company, but just not the right one for this position….Let’s keep in touch.”  I know how frustrating the job search can be and these statements usually take the wind right out of you.  Today we are going to talk about a few techniques to turn this into something positive – sometimes immediately!

Every time you make a connection in your interviews,  think about it in terms of building your network.  All too often, we look at the process from a static, linear perspective: submit information, get the interview(s) and either get the job or not.  I will grant you that not getting the job is frustrating.  But, how you handle losing the battle can result in you winning the war.

A huge part of the interview process is establishing rapport – winning hearts and minds.  Instead of seeing another door closing when you do not get the job, look at it as another door opening.  You have worked hard to make a new connection - professionally, sometimes even personally, bonding with the people in the company where you interviewed.  Shouldn’t you capitalize on it?  Here are some pointers on how to do so:

• They know you are looking – ask for help networking.  If you have just impressed them enough to have multiple interviews, they should give you high marks and gladly refer you.
• Keep in touch.  Create a system to reach out to each and every person you talk to throughout your job search.  This is no different than a sales campaign.  And the person who isn’t buying today may be ready to purchase (hire) tomorrow.



• Get to know the people with whom you interview.  This personal connection will get your calls, emails and requests answered quicker.
• Pay it forward.  Find out what you can do for them.  Helping someone first is the quickest way to endear you to them.  They will seek you out to return the favor!

Not getting the offer – particularly after several rounds of interviews – is frustrating, no doubt.  But you have worked hard to make it that far.  In this economy, getting to the first round of interviews is tough enough.  So, when you do make a connection treat it like gold.  Managed well, this network can drive your job search for you.

* * * * * * * * *

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-          I have never seen a December in the search business that wasn’t extremely busy – good economy or bad.  Many companies are trying to get positions filled before year’s end because of budgets or potentially losing the headcount.  The latter is of particular concern right now, given the state of the economy and new job creation. 

 -          During December, there are multiple opportunities to network through holiday parties.  The amount of people you can reach out and touch is two to three times that of any other time of the year.  Why wouldn’t you take advantage of it?

-          Think of your job search as a sales and marketing campaign.  You should be creating “buzz” about your product – you!  You have worked hard building up this “buzz” – so why stop now?  Again, think about all the people gathering and networking (social or otherwise) this month.  Don’t you want to remain top of mind?

-          People are conditioned to connecting and re-connecting over the holidays.  Combine this with a more charitable sprit and your networking efforts are made much easier.  As many push their workloads off until the New Year, making introductions, renewing connections and touching base is much easier.  Why wait until after January 1, when everyone is battling a pile of December’s procrastination on their desk?

-          For those companies who aren’t going to hire until January 2012, staying top of mind right now is even more important.  Simply put, who has a better chance of landing the job – the person who has been in touch, networking and establishing rapport over December –or- the person who makes their first contact via email on January 2?

ExecuNet cited that executive level searches are taking upwards of 10 months in this market and the average job search is 2.5 – 3 weeks per 10K in annualized salary. Networking and relationship building are crucial to shaving months off this average for yourself. So, this is no time to rest!  Keep building on that momentum you have worked to build in 2011 for your job search.  If one of your resolutions for 2012 is to make a career move, there is no better time to get a leg up on the competition. 

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2008 – 2011 (c) Career Attraction – All Rights Reserved

Your List – Start here. Take everyone you have spoken to or interacted with during your job search. From that trusted advisor and mentor who you touch base with weekly down to the recruiter who rubbed you the wrong way and you barely spoke to once. By the way, if you don’t have a list of everyone you have connected with this is a prime time to create one. This is your network. Some pieces may be stronger than others, but every interaction is an opportunity to strengthen that relationship and build new ones.

Pick up the Phone – This is about being interactive and dynamic. Email is static. Grab the phone and call the people on your list. You can make 1000 excuses why not to do it (my industry likes email, I don’t know some of these people that well, I don’t have their number, etc..). In order – if everyone is emailing, it’s easier to stand out via phone. If you don’t know the person well, what better way to get to know them better? Don’t have the number – Google the company and call the main switchboard.

Bottom line, you will get infinitely more out of a conversation and you can steer it more than a one dimensional email. Plus, you are going to be offering to help them – why wouldn’t they want to hear from you? If you get voicemail, you can send a short email following up…but make sure you lead with a call – it will make all the difference.

The Call - I’m not a fan of scripts, but here is the gist of what you should say in your call. Adjust the verbiage to fit your audience:

"Hi _________, it’s _________. You have been great about helping me in my job search and I simply wanted to return the favor. I’m wondering how I might be able to help you? What’s on your plate right now that you could use some help with resource-wise?"

Short and sweet.

Calling a peer or potential hiring contact? Maybe they are working on a project and need help locating some resources? This gives you a reason to call other people inside, or outside, your network…growing your network, demonstrating you are “plugged in” and calling for a reason other than looking to get something for yourself.

Calling a recruiter or someone in HR? Offer to help them with candidates for searches they are conducting. While I’ve never been in HR, I can tell you from my years as a headhunter that I knew the people who would always help me network and they were my first call. So, if you aren’t getting a call back from the search firms or internal recruiters as you would like – this is the easiest way to fix that. Create a reason for why they will always want to call you first.

Ask for Nothing – this is key to your success here. It’s not about immediate reciprocity. The benefits you will receive will become apparent in short order, like I shared in both examples…and more.

If they ask about your search, certainly tell them. If they ask if they can help, I’d simply ask who they know in (your field, industry, area of focus) that they hold in high regard with whom you can network. Reassure them that you are just looking to broaden your network and you aren’t going to hit them up for a job (listen to my interview with Michael Kerman – he does this beautifully). And, again, push to meet in person if physically possible. It’s all about getting face-to-face time with people. The phone is closer to that than email (which is why I am a big fan of it), but getting in front of someone is much more effective in working towards “know, like and trust.”

Going Viral and "Paying it Forward" - Finally, I’d like to leave you with this thought. Between my newsletter (41K readers), this blog (2K+ visitors daily) and the social networks I post on (2.7M+ potential readers), this could have an incredible, collective effect if every job seeker reading it took action. Imagine your reaching out jogging the memory of someone in your network to call an unemployed friend. Maybe it makes them think of you for a certain position. Maybe you are that friend for someone else’s call. Who knows? What I do know is that this “pay it forward” effect will only be more exponential in its impact if everyone takes this step together.

So, make your list, pick up the phone and start asking what you can do for your network. Then come back here and share your comments and results below – I’d love to hear from you (and so would everyone else!).

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In past articles, I have talked about the importance of developing Your Solution. This is what you do best – maybe even better than anyone else. If you think about that skill set like a product, there are things it (you) does and doesn’t do. It only makes sense then to target hiring managers who are experiencing the pain and problems that Your Solution addresses.

So, instead of firing off a generic pitch with what you do, take a more pinpoint approach. Begin by asking 2-3 questions that identify if that hiring manager is experiencing problems that you can fix. The answers will either allow you to highlight your accomplishments and what you can do for their company or help you determine that it isn’t the right job for you. The former is just as important as the latter.

This also does something else very important. It gets the potential employer talking about themselves. With this, you can more naturally make Your Solution all about them (which, incidentally, leads to uncovering "hidden" job opportunities). As well, it positions you to be able to share relatable stories with quantifiable results that show what is in it for them when they hire you.

Your Solution + Their Pain = Smart Hire

Taking this approach will narrow down your job search so you are focusing on real, qualified opportunities versus just trying to get any job. It allows you to start hunting with a rifle, not a shotgun. Ultimately, it will help pair you with a job that is not only a good fit, but where you can experience your greatest success.

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