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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• Reflection of Your Interest – the ease with which you can apply to jobs on-line is the exact reason that a cover letter is paramount. It is a strong indicator that you are serious about your candidacy, not just slinging your resume out there to see where it sticks.
• Template versus Boilerplate – Having a standard cover letter is a starting point, not something to arbitrarily cut-and-paste each time you apply. Make sure the document reads like it is written for the reader and only the reader. Ask yourself this – aren’t you more apt to take the time to read a letter you can tell was written just for you versus one that is clearly generic? I know I am.
• It’s All About Standing Apart from the Crowd – as unemployment continues to increase, so does your pool of competition. Differentiating is the name of the game now more than ever. Your cover letter is the perfect platform to do just that.
• The Interview Before the Interview – Every C level executive I work with says the same thing. They use the cover letter as a barometer to gauge a candidate’s ability to effectively communicate. This is an ideal time to showcase your written communication skills.
• Recruiters Don’t Read Them – Yes and no. The good ones do and the others should. For all the reasons listed here plus it gives them pre-packaged selling points for their clients, should they consider you a candidate. They, after all, are another example of an interview before the interview. Remember this though - for all the advice you might get from recruiters, they are never the one who hires you.

Are cover letter sometimes overlooked? Yes. On the other hand, they are quite often a deciding factor as to whether or not you will get an interview. So, take the time to put together a document that reflects you and why you should be considered over the other hundreds of applicants. This attention to detail could be the first step towards getting you the interview you want and the job you deserve.

For more FREE advice like this, enter your name and email address below to receive your Complimentary copy of "70+ Tips to Perfect the Interview."

• Work in Blocks: There are a lot of moving parts to the job search: developing leads, contacting prospective employers, following up, networking…and, of course, interviewing!  They all require a different focus and mindset.  Instead of constantly reacting to events, plan to work your day in blocks.  Create a short list of critical events that are cause for interruption (call from a potential employer, networking call, etc.).   Otherwise, focus on the tasks at hand.  Lump responding to emails into a block too…this is the biggest culprit of distractions out there!
• Change of Scenery: No need to be chained to your desk for all these activities.  Can you do your research in a coffee shop?  Do you find you are more creative in writing cover letters sitting outside (enjoy this summer weather while you can)?  A change of scenery can be great for your outlook and will help keep you out of a rut in your job search!  Give it a try.

• Take Time to Recharge: As you shift between your blocks of work, use a physical event to do so.  A short walk around the block, the act of changing locations (like we just talked about), or even something as simple as getting a glass of water.  This event (small or large) signals your brain to shift activities and focus. Something that seems insignificant and takes only a few minutes can end up saving you time and making you more productive.

It’s common to be feeling guilt during your job search – did I do enough today?  Should I spend a few more hours digging deeper?  But, just like training for a marathon (or any athletic event for that matter), you can over-train.   This leaves you tired, unprepared and ineffective for your race: the interview.  By using these tips and figuring out what works best for you individually, you can be better prepared to shine and excel when you get the call for your big event!

For more FREE advice like this, enter your name and email address below to receive your Complimentary copy of my e-book "70+ Tips to Perfect the Interview."

Watch the video, leave a comment and feel free to share with anyone who might benefit!

If this sounds familiar, don’t despair. I sympathize and many, unfortunately, are in your situation. Ironically, although the job market is challenged, usually there are blocks in a job search. Let’s discuss possible obstacles that could be wedging themselves in-between you and your new job.

Your Resume Does Not Outdistance Others
Contrary to what you have been taught and what you have been practicing in the craftsmanship of your resume—a resume is not the place to dump your entire career life. Because it IS a marketing tool, it must be visually enticing, and the content so compelling it ignites action and quickly.

How? In order for YOU to create the need for an employer to call you and not others, there has to be something about your resume that captures interest over the rest and infuses the reader with the desire to know more about you (hence, creating the need to call you). This is key as many job seekers write their resume by including ALL their information and then think, “hey, this is a pretty decent resume.”

My questions to you: Does your resume promise results and offer differentiating value over others who are also qualified? And does it convey this in the most interesting, unique, and succinct manner possible? What is in your marketing dossier that has revealed a gem, and added value, a ’je ne se qua’ no one else has listed? Or in a manner no one else has told it?

Think about this: How is your employer to choose you if you sound just like the other thousands of applicants who have a pretty decent resume too? Luck?

The Jobs Are Wrong for You
Part of a successful job search is perusing job ads and identifying which you are an ideal match for — Not, “I could do this.” That is not enough. Remember, there are many people unemployed now. Why would an employer settle for less? You must be the ideal candidate. Take the time to study the job ads, review the requirements, match their needs with your skill set, and launch a strategic job search. Ultimately, you will feel more optimistic. It it is very difficult to remain upbeat when you have distributed hundreds of resumes and no one has called. Diminish the number of resume submissions; instead, target quality and perfect-for-you job leads in order to optimize the responses to your candidacy.

Where Are You Job Searching?
Job boards work. I have seen it work first-hand. However, are you limiting your job search to just online job boards? Please don’t. You must launch an integrated job search campaign that leverages online job boards, social media sites like LinkedIn and Twitter, networking in person, and prospecting offline.

How do you tap into the hidden job market? You uncover it by performing research on the companies in your area and industry of choice. What do they sell? Who are their clients? What is their mission? Where is their Human Resource department? Could they use someone like you? Then channel some courage and call on them, e-mail them your resume, or approach someone in the company via LinkedIn. Whatever you can do to tastefully gain a contact in the company– do it!

Are Your Expectations Too High?
I am a believer in we all deserve the best and the job of our dreams—absolutely. But, does it have to be at this very moment? Being the economy is where it is and the job situation is not ideal–why not accept employment that may pay you less than you expected but perhaps the possibility for growth is immense? How about employment in which the benefits package is more attractive than the annual salary? Remember it is all temporary. This of course is ideal advice if you are in real need of immediate income.

Last, remember to revisit your online profiles/resumes as most candidate searches are performed based on activity in the last 30 days. And, keep in touch with your references and network connections. (Out of sight, out of mind.)

Rosa Elizabeth Vargas is quadruple-certified as an (MRW) Master Resume Writer, (CERW), Certified Expert Resume Writer, (NCRW) Nationally Certified, and (ACRW) Academy Certified Resume Writer servicing domestic and international clients. She is a career blog author, social networking consultant, and career columnist. Her career marketing dossiers have been published nationally by industry-leading experts. She has been a guest on online career talk shows. Rosa blends expertise in resume writing and a 10+ year thriving career in corporate environments, leading executive-level teams, interviewing, and shaping top-tier employees. Rosa is also one of our Experts at Kermes Consulting.

2008 - 2010 Career Attraction - All Rights Reserved

Kevin,

I had been a top consultative sales producer for many years. Then, about 9-10 years ago, I encountered family and economic issues, e.g., layoffs, two-year non-compete, family health issues for which I took off work, etc., that prevented me from continuing in my successful sales career at that time. I then took "underemployment" just to make ends meet after the tech bubble burst, and the rest of the story occurred economically.

Now, trying to re-launch my sales career, hiring authorities see my resume with several short-tenured jobs in the past few years and immediately point that out as a rejection. This has come from recruiters and hiring managers themselves.

How might I structure my resume to get past this and on to an interview? This is a major obstacle, despite cover letters and top resume bullets showing what I can do for the company. I want to be honest, but not short-sell myself in the resume. Might I group these under "Sales and Consulting" (and list under my own sales consulting company, which I do actually have) even though they were actual jobs?

Anonymous (name withheld to protect the…well...because she asked me to )

Anonymous,

OK…It’s not you, it’s the system (and I say this confidently, Anonymous, because we have spoken). It’s precisely why I focus on creating a new system that works for you and get’s you standing out versus an old one that, clearly, doesn’t work for you. And, if there is one thing all job seekers are looking to do, it’s How to Stand Out (I did a recent poll of my subscribers on it)!

It’s not your Resume, but what you’re expecting your Resume to do – First, it’s not the format. Chronological resumes highlight movement. Functional resumes leave the reader wondering what you’re trying to hide. All that notwithstanding, by having a resume (or cover letter for that matter) take “point” for you in trying to get someone’s attention, you immediately throw yourself into the cattle call with everyone else. At the end of the day, no one is going to hire you because of your resume and it’s the weakest asset you have to leverage in getting on a hiring manager’s radar.

Get out of the Crowd – On the heels of that last point, ask yourself this: why try and stand apart in a crowded database of 1,000’s of resumes? Doesn’t it make more sense to put yourself in a less crowded space where you can shine? I really dig into this in my most recent video – check it out (and I give you some tools to start doing just that!).

Recruiters should be last on your list – Why? They don’t hire you. They are gatekeepers whose initial role is to thin the herd. In your situation, where you are trying to demonstrate (on paper or otherwise) the value you can bring by relating past accomplishment, that simply doesn’t fit in with the world of Boolean string searches and keyword matching. Your value needs to resonate with the person who can hire you. And, again, there are better ways to deliver that message than via paper.

Consult – If you are lacking recent, relevant experience – this is the way to go. And, it can be paid or un-paid. Hiring managers are less concerned with what you were paid that what you have accomplished – it’s a predictive indicator of what you’ll do for them. Deeds, not words. If that’s not enough, it will get you back in your element, get you in a more positive mindset and – when all is said and done – thinking about yourself as a Top Consultative Sales Professional – not a job seeker.

I’ll leave you with this: I had a Bootcamp client who’d been out of the workforce for over 7 years. In a coaching call, she shared with me that she had a really difficult time getting past gatekeepers, let alone getting the attention of hiring manager, with that gap on her resume. But, when she met people one-on-one, they got to know her…the value she could bring. When they saw her resume, the gap became a relative non-issue. Her question to me: How do I get my resume to do that? My response: Why would you want it to?

Don’t kill yourself trying to get a system to work for you that was never designed to serve you to begin with. Leverage what you’ve got, because you’ve got a lot!

Kevin

Got a job search or career advice question you want answered? Email it with “Weekly Q&A Blog” in the Subject Line to info@careerattraction.com  I can’t promise it will be picked, but you won’t know until you send it in!

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WANT TO USE THIS ARTICLE IN YOUR E-ZINE, BLOG OR WEB SITE? You can, as long as you include this complete blurb with it: Kevin Kermes publishes the ‘Build the Career Your Deserve’ e-zine with over 21,000+ subscribers. If you are ready to empower yourself with the vital tools and information necessary to find the job you want and build the successful career you deserve, visit him now www.careerattraction.com

2009 © Kevin Kermes Inc. – All Rights Reserved

Now that I’ve spent some time demystifying what is happening behind the scenes

As a result of the sheer number of responses to openings, Companies are now typically sending out a Pre-Interview Test that comes in the form of an email or voicemail that could say something like: 

“Thank you for your Resume submittal.  We are currently reviewing your information and would like to ask you a few follow up questions. 

1.         Do you have experience with ______________?  
2.         Have you ever ________________?  
3.         When is the last time you ________________?  
4.         Write a short paragraph of why you want to work for us.  

Please provide us with the answers to these questions and please do the following: 

1.            Reply back with a Word version of your Resume attached.  
2.            The subject line of your email should read:  Answers To ______ Questions  
3.            Reply back to:  abc@xyzco.com  
4.            Please call (555) 555-5555 and leave a brief message with: 
               a.         your name
               b.         your number
               c.         the position you applied to
               d.         the date you replied back
               e.         good days and times for us to get back in touch with you

Thank you and we look forward to your reply.

 If you are at all interested in the opportunity, PAY CLOSE ATTENTION to all the requests they’re asking of you.  Each layered request is a test. Do not be fooled by the simplicity in what they are asking for.  Here are some HINTS on how to best respond to the various questions and requests.

 1.            HINT:  Don’t answer with a yes or no.  Please understand you are being evaluated.  Don’t show you are lazy or in a hurry with a one word answer.  Be concise, to the point, but give a solid answer showing your experience.
2.            HINT:  Again, don’t just answer with a yes or no.  Respond and then tell them when.
3.            HINT:  When answer something like this, don’t stop at the date, but tell them the results.  Remember, you are selling yourself as a candidate.
4.            HINT:  This is important!  Make sure you have a well written paragraph that shows you have done your research and give real reasons why you would want to work for this company.  Don’t be generic and just respond with how much the industry interest you, make sure you are being specific to their company when you give your answer.  You are being judged on your written communication; as well as content of your response.
5.           HINT:  Vista is not compatible with earlier versions of Microsoft.  I suggest playing it safe and send a Word (97-2003) version. If you want to include a .pdf that’s fine, but make sure it is in addition to not instead of the Word version they asked for.
6.          HINT:  This is huge!  Most people just hit reply and never change the original subject line of the email.  This shows the employer you were not following directions.
7.          HINT:  Again, this is huge.  The person who originally sent the email may not necessarily be the one that needs these responses.  Make sure you are following their instructions very specifically.
8.         HINT:  They are testing your phone presence, your energy level, and your verbal communication skills.  They are listening to make sure you answered all the questions they asked, and quite honestly, they are listening for if they like you.           

As you can see, this is not rocket science, but it is easily dismissed as not being important.

If you are not completely following each step, even just missing one thing, you’re going into the “not a fit” pile.  I’m very serious.  No matter how qualified you may be, a filtering mechanism is needed and although it may not be perfect, it does weed out a high percentage of “prima donnas”, “non detail oriented”, and “really were never interested in the position in the first place” candidates.

These tests are purely a simple set of questions or actions for you to follow; precisely, as a pre-screening tool.  Pay attention to the details and follow any instructions you are given during the interview process!  Here’s what’s interesting:  About 70-80% of applicants get eliminated right away because of their inability to follow simple instructions such as the ones in my example.

 HINT:  I routinely use these tests for my own internal Hiring and I can attest to 80% of the applicants are filtered out right away.  It’s always so alarming to see.  Follow my simple tips and you will be part of the 20% that’s still going to move forward through the process.

Want to learn more?  Lorena is not only this week’s guest blogger, but my Subject Matter Expert (SME) Webinar for the Career Mastermind Group on December 15th.  Her topic – “You’ve Got the Interview – Now What?”  Read more about how you can join this call and the Mastermind Group for free.

Lorena Stanley founded Lorena’s List in 2008 to help Six Figure Corporate Career Seekers Get Back to Work Faster.  She has been In the Executive Recruiting business for over 15 years both as an Executive Recruiter and as an Owner of a World Wide Executive Search firm; which is part of an organization that has 600 Offices and 6,000 plus Executive Recruiters. This allows her access to real life, real time information. This network places 3,000+ candidates a month and connects with conservatively 100,000 Hiring Managers and HR Professionals a month.  Lorena’s List information has been time tested and proven to work thousands of times over.

• - You are Employable but not currently Employed. 
• - You know you’ve been perfect for the jobs you’ve applied for but never heard back from them. 
• - Or, you may hear back but after either a short email exchange, you don’t hear back again.  Why?  What happened? 

These are common scenarios I see daily.  The problem may stem from a very simple process that I’ll call the Pre-Interview Test.  So let’s talk a little bit about what makes up the Pre-Interview Test that most candidates miss! 

Pre-Interview tests are becoming common place for companies to use as another tool to screen applicants.  Why?  Let me take you through some real life numbers that will shock you.

When a Recruiting Firm places an ad for a Company, specifically in today’s market, regardless of the position, geography, or market niche, they typically get 500 resumes that first day for that one position.  By the end of 5 days on average they receive 1,000 to 1,500 resumes for one position.  1,000 to 1,500, for one position!  That’s a lot.  Now you have some more insight as to the competition you’re up against.  Don’t worry; read on, I’m also going to give you some information that if applied, will shatter that competition.  But, first I want to really give you some good insider perspective.

Let’s do some quick math.  If the person who is screening resumes only spends 2 minutes per resume to quickly scan it, that’s about 33 to 50 hours just looking at resumes.  Do you think the person doing this task only has one responsibility?  No!  They are probably only allotted 4 hours/day at most, to do this task. 

After the quick 2 minute scan to decide who is in the “move forward” pile and who’s in the “not a fit”  pile, they now need to re-scan the “move forward” pile and dig a little deeper into specifics.  This could easily be another 30 plus hours.  Calculating to this point, we are 2 weeks in and we are only talking about the 1^st week’s worth of resumes.  This is pretty enlightening information that I bet you didn’t think about before. 

So when you are on some of the social networking sites, or reading articles about submitting your resume, and you see “quote” experts telling you that after 3 or 4 days of you submitting your information, if you haven’t heard back, something must be wrong.  Well, I’m here to tell you nothing may be wrong at all, other than they are inundated with responses.  That’s the simple truth and the reality of what’s happening in today’s market.

So now you have a better understanding of the sheer volume Recruiters and Companies are getting, you can understand Companies have to find a way to screen OUT applicants. 

What’s happening to the “not a fit” pile?  Trust me, the last thing on their mind is to put them in some sort of a system to start processing the standard, “thank you for applying, but we are moving forward with other candidate’s” letter.  That would require conservatively another 30 to 40 hours of someone’s time.  They should (and most do) eventually follow up, but it’s not going to be their first priority. 

One more thing to consider, all this work I’ve described is only for one position that they may have open.  Most Companies (and Recruiting Firms) are Hiring for multiple positions at a time.  Not hearing back from a Company right away doesn’t necessarily mean you’re “not a fit”. 

Stay tuned for part 2 of this article where I walk you through what I’ve labeled as the Pre-Interview Test and how to make sure you pass it every time.

Lorena is not only this week's guest blogger, but our Subject Matter Expert (SME) Webinar for the Career Mastermind Group on December 15th.  Her topic - "You've Got the Interview - Now What?"  Read more about how you can join this call and the Mastermind Group for free.

Lorena Stanley founded Lorena’s List in 2008 to help Six Figure Corporate Career Seekers Get Back to Work Faster.  She has been In the Executive Recruiting business for over 15 years both as an Executive Recruiter and as an Owner of a World Wide Executive Search firm; which is part of an organization that has 600 Offices and 6,000 plus Executive Recruiters. This allows her access to real life, real time information. This network places 3,000+ candidates a month and connects with conservatively 100,000 Hiring Managers and HR Professionals a month.  Lorena’s List information has been time tested and proven to work thousands of times over.