Category: Research

The Job Seeker Experience Survey: What should a Candidate Reasonably ‘Expect’ from an Employer?

The Link: http://bit.ly/d78aSW

My friends, Gerry Crispin alerted me to the work of an Intern to Shaker Consulting group in Cleveland, Ohio a few weeks ago. Joe Murphy, a principal of that firm.

Shaker Consulting Group developed an excellent survey of 29 questions that delves into the details of what a candidate might reasonably ‘expect’ from an employer.

The results will be public and not sold nor used for marketing. They have about 200 responses but the ‘n’ is too small given the various ways they want to cut the data and getting to jobseekers is not a trivial task.

I find the cause to be a good one and anything we can do to assist the job seeker experience is incumbent upon us to try and to pass the word as widely as possible.

Please take this job application process survey and tweet about it to spread the word: http://bit.ly/d78aSW

TWEET:

@davemendoza Applying for a job online? Please take this job application process survey: http://bit.ly/d78aSW Via @GerryCrispin

Guest blog: Selling Vacuums and Job Interviews

I have seen it a million times. People that are the perfect match for a job fold under the pressure of a job interview. The job market has changed, and no longer can you tell an employer about the tasks you did at your previous companies.JimFromTaxi

With so many skilled, educated and creative candidates to pick from, hiring managers are looking for the best of the best. They want to know if you fit into the company culture, what your Emotional Quotient is, who you are, and what you can do for them.

The only way to win the interview is to handle like a sales meeting where you present  yourself in the best possible light about what you can do for them. Let’s be honest. You are selling your services to them in exchange for pay and benefits.

If you want the job, you better be able to make a living selling vacuums.

I recently had the privilege to read a preview of David Perry’s new book, Guerrilla Marketing for Job Hunters 3.0: How to Stand Out from the Crowd and Tap Into the Hidden Job Market using Social Media and 999 other Tactics Today. What a book. There is so much information in it that was not in the previous 2 editions.

In one of the chapters he tells us that the 3-R’s have changed since we all went to school. No longer are they Reading, ‘Riting and “Rithmatic. He stresses that if you want to get an A+ and land your job you better focus Research, Relevancy, and Resiliency.

Without stealing his thunder, he is spot on. Unless you research a company from top to bottom you will never understand them. In doing your Research you must find a way to ensure that you are the Relevant solution to the needs the company has. You must also be Resilient. You have to learn how to handle all the no’s in life.

Those three R’s are the very tools that a good vacuum salesperson needs when going door to door.  The ones who have mastered those skills get paid well. Those who have not… well, you know.

Do you remember the show Taxi? It was one of my favorites. In one particular episode called “One The Job – Part 1”  the gang meets at Mario’s to discuss what they have been doing since the Sunshine Taxi Company went bankrupt.

Reverend Jim Ignatowski took up a new job selling vacuums door to door.  I want you to watch his use of David Perry’s 3-R’s here – http://bit.ly/fjOgLW

Will you fold under the pressure?

Or can you sell vacuums and master the job interview?

_____________________________________________________________________

Wayne Eells is the Founder and CEO of Eells Consulting which specializes in helping Entrepreneurs and Small Businesses achieve strong long term growth. Wayne’s 5-Star Backcast Method has earned him the label of Business Accelerator.  His experiences include working as a pastry chef, a firefighter/EMS provider, and working with NASCAR and the race teams.

 

 

 

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

Tomorrow July 8th 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 8th 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 9th 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 !!!

Job hunting phrases and what they really mean.

Here are some of my favorite phrases and what they really mean.

  • Phrase
  • You probably think
  • What it really means
  • What you can do about it

 
Phrase: Ground floor opportunity

You probably think
There’s room for growth in a fast paced organization on the rise

What it really means
We have a product/service we think is really cool. We’re not sure anyone will buy it so we need a hustler to get out there and prove us right.

What you can do about it
Go to Hoovers and search online for the company’s competitors and see how their products are fairing and then ask what’s different about theirs in the interview.

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

Job hunting phrases and what they really mean.

Here are some of my favorite phrases and what they really mean.

  • Phrase
  • You probably think
  • What it really means
  • What you can do about it

 
Phrase: Ground floor opportunity

You probably think
There’s room for growth in a fast paced organization on the rise

What it really means
We have a product/service we think is really cool. We’re not sure anyone will buy it so we need a hustler to get out there and prove us right.

What you can do about it
Go to Hoovers and search online for the company’s competitors and see how their products are fairing and then ask what’s different about theirs in the interview.

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

Send a letter stating you are over qualified : #6 of 50 ways to find a job

Send a letter stating you are over qualified. Send your resume and a cover letter which states “It’ll appear obvious from my resume that I’m over-qualified for the job you advertised, so let me tell you why you should interview me and consider “super-sizing” your opportunity”. Write a bulleted list of 3-5 benefits you think they might be interested in. Close the letter saying something to the effect that “I am old enough to have already learned from my mistakes – so my experience is more cost effective than a more junior person. In a few months, or years, you’ll need to send them on training to upgrade their knowledge, whereas I come fully equipped to do the next job too.” Point out any certificates or advanced training which you already have that someone in that job might be expected to acquire. Show you are already qualified to do the next position too. Point out any retraining allowances or incentives employers might be eligible for if they hire a more seasoned person. Compliments of David E Perry and Kevin Donlin. For more creative job search tactics, go to the Guerrilla Marketing for job hunters blog and download the free audio…

Competitive Analysis : #2 0f 50 Ways to find a Job Today

Do a competitive analysis on one of your targeted employer’s products and send it to them. People assume that all companies keep up to date on their competitors, but this is rarely the case. Most companies don’t have the budget or the ability internally to keep on top of innovations and best practices so your piece will likely be most welcome. Focus on companies that are direct competitors with those you want to work for, not your own company. Potential employers need to get something out of reading the piece. Use graphs and charts wherever possible because people like visuals. Make it only as long as it needs to be. Ask for an opportunity to discuss your findings with the hiring manager if they’re interested. Offer to share your primary research if they’re interested Compliments of David E Perry and Kevin Donlin. For more creative job search tactics, go to the Guerrilla Marketing for job hunters blog and download the free audio CD.

Call Human Resources: #10 of 50 Ways to Find a job Today

I know this sounds like heresy but there’s method in my madness. Call the personnel department of the companies on your target list. Ask their manager or recruiter what outside agency or third party recruiting firm they use. Why? For two strategic reasons, First, any personnel person will immediately ask why you want to know. To which you answer, “I’ve been to your web site and I understand that you’re not looking for someone with my skill set right now but the agency you use may be dealing with other firms who could use my skill set — so I guess I’m looking for a recommendation from you.” After they get over the compliment they will likely ask you about your skill set etc., in which case you should tell them that, “I didn’t call you looking for a back door into your company but if you want to have a cup of coffee sometime I’d be happy to share my accomplishments with you.” If they push you be prepared to sell yourself shamelessly. Second, if they don’t press you for an interview, insist on knowing whom they use and why.

  • Personnel Managers love saving money on fees, so they may try to hire you directly.
  • Personnel Managers tend to group together by industry and make referrals to each other.
  • Getting a referral from one of their customers will insure the agency treats you with kid gloves.
  • Always ask for the name of a specific person and their direct dial number.
  • Get permission to use the Personnel Manager’s name as a reference.
  • Ask if they personally know of any other companies that could make appropriate use of your skills.
  • Send them a thank you note with a copy of your resume to keep on file for their future requirements.

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

Intern Blogs Verboten

Has anyone told you to promote your career with a blog? It makes sense that green young people haven't yet learned what should be kept as private, internal company business. So, companies are adopting policies that lay it out clearly. Employees are "discouraged from publicly discussing work-related matters" confidential or not. Still, the Society for Human Resources Management claims that only 8 % of HR departments have blogging policies. And, reports of cool, maverick bloggers who snitch about work antics only to have their blogs turned into books and movies are encouraging others to do the same. Source: New York Times, Anna Bahney. Canadian Headhunter

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

#7 Buddy System

Everyone needs a job-search buddy. The main objective of your “buddy” is to keep you motivated and honest with yourself. Few people can work well in isolation, but that’s exactly what happens when you’re looking for a job. You’re typically sitting at home night and day doing research, making calls, and writing letters. Life can become very lonely very quickly. It’s tough to stay motivated and committed to your job search. It’s important to have someone else to bounce ideas off who will make a “big deal” over your daily accomplishments, because you’re not likely to do it for yourself.

  • Your buddy can be looking for a job too but that’s not a necessity.
  • The number one rule: be honest with each other.
  • When someone is slacking off, the buddy needs to ask why and try and help work through the blockage.
  • Your buddy needs to hold you accountable, for both the quality and quantity of leads you are following.

Your buddy’s main jobs are to point out opportunities you may have missed, and to keep you motivated.

Trade shows: Don’t get stuck on booth duty.

Go spy on your competitors. Guerrilla intelligence is invaluable.Do they have new products or services? Are they expanding or contracting?

Does their booth look old and tired? Talk to their people (without
revealing your identity) to see if they’re hiring.

Use LInkedIn.com and Zoominfo.com to follow up on leads and/or prepare for the event aead of time.

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

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