Category: Resumes

80% Success Rate for Resume

Meet Steve C., from Pittsburgh. Like many laid-off executives, he was given an outplacement package with job-search “help” that flopped — “0” job offers in 9 months.

In his ordinary job search, Steve emailed his resume “hundreds of times” to employers, with no response. (Sound familiar?)

But in a Guerrilla Job Search, coached by Mark Haluska (on the right), Steve enjoyed an 80% success rate when sending his Guerrilla Resume to employers.

He got 8 job interviews from 10 resumes sent, which resulted in 6 job offers. In 6 weeks.

Employers loved the creativity his Guerrilla Resume showed. And many asked, “How did you find me?” That’s what our coaches, led by Mark, can help you do — reach decision makers at the top, who can hire you and who want to meet you.

Climber’s Catalyst: Social Media Convergence for the Job Seeker

** To View Climber Catalyst offerings and capabilities first-hand register for free HERE

In a challenging economic environment, we often assume that the number of unemployed provides target rich active candidates that are easily assessable. The unexpected complication however reveals a more complex introduction exchange between recruiter and job seeker. The disenfranchised effected by layoffs likewise become disconnected from their corporate brand, corporate emails bounce, corporate numbers become disconnected – often relegating name generation research to a short shelf life. The under employed is likewise an under appreciated statistic within the latest employment discussions and their job title and employer on a social media profile doesn’t provide the complete picture of the availability. Basically, whatever tool of choice you choose to boost your online identity can only be as useful as the up-to-date status of your individual profile and the energies you invest – otherwise it’s about recruiters having to read, ‘between the lines’.

If there is one thing I have tried to convey on my personal blog, SixDegreesfromDave.com is the importance of building an online personal brand. It creates a way for recruiters to find you when they search throughout the major search engines and you are much further ahead still if you investigate and adopt search engine optimization technologies as the vehicle to enhance your searchability online. Even if you are not actively looking, creating a personal brand helps establish you as a leader in your industry. Plus, employees who are recruited for a new job earn 15% more on average compared to those who applied for the job.

Unemployed? Check out the Unemployment Calculator

Climber’s Catalyst approaches the challenges described handedly. It was designed specifically to enhance the recruiter to job seeker, relationship experience through a seamless capability for introductions. It can create instant networks then transition to Linkedin or other social media applications – introducing them to existing targets among college educated professionals within a salary range of $50k to $160k. Though each are subscription based, the similarities with the Ladders, ends there. Climber’s Catalyst provides both employers and candidates with an actual marketing and distribution platform, in addition to SalesForce Automation Software to support its backend aspects.

Climber’s Catalyst utilizes a sales-oriented approach to track source destinations, and to market prospects to potential recruiters to gain momentum in their career journey. It provides a workable technology solution similar to the metric aspects commonly associated as strengths of a CRM. Staffing organizations can access the ratio of how best to qualify process aspects; i.e., how many actual leads to connection to the pivot point of an actual resume sent, to the number of interviews established to accomplish an actual hire.

Catalyst is built upon a modular platform which allows organizations to instantly connect, in a very targeted, precise manner and it can do so, ‘socially’ all from one place. Recruiters can access Catalyst’s Resume Center –whereas Job Seekers can modify their existing resume to fit a particular job opening. With an enterprise account, if 5 or more recruiters from a corporate brand are interested, Catalyst can build them a free micro-site, with video etc to brand the employer experience.

A Unique, Corporate Branded, Social Integration Like No Other

Through Catalyst’s distribution network, jobs are viewed by 27 million unique visitors a month. The Network directs traffic to over 330 distributed, search optimized job sites. Recruiters can SEO their own individual profiles across the major search engines with a consistent, corporate branded experience. Furthermore, Catalyst offers the unique extras that are unmatched in this arena, with search optimized, branded video housed on-site that can likewise be distributed to across social media networks or shared anonymously. Multiple twitter feeds can be fed, as well as LinkedIn profiles with auto-update/auto-tweet. Moreover, catalyst offers candidate feeds/job tweets with dynamic content easily accessible for a user friendly , eye catching experience.

Climber’s Catalyst offers 3 types of distribution networks:

(1) narrow – Company XY wants java programmers for example, a corporate recruiter can click and immediately distribute within their network to attract referrals;
(2) industry oriented – say for example, nurses in Denver, or all healthcare at once within an associated in geographic area;
(3) geographic radius specific – within a 50 mile radius, or broader.

A recruiter or a candidate can import their Linkedin network or specific individuals to heighten the effectiveness of their efforts and create targeted emails which can reach up to 5,000 people at a time.

A One Click, One Stop Jobs connector on Linkedin and Throughout

The tactics to the networking strategy are maximized with Catalyst’s click frequency of auto posting to multiple LinkedIn and twitter accounts; to include auto hash tags and even a tiny url. It creates a focused way to harness social media with click through metrics provided that pin point effectively to your featured jobs. The platform allows auto access to your network email enhancing the number of successful candidate opt-in’s. A recruiter can even advertise within your LinkedIn profile – advertising jobs, and an open invite to ‘connect with Climber’s Catalyst profiles to redirect interested applicants.

The job feeds are likewise easily reconfigured by importance in real-time; a recruiter can rotate jobs up or down according to their individual priority. The widget capability can even be made available to niche blogs, and just as easily updated hourly to highlight your jobs.

Export your LinkedIn Network and Import it into Climber.com Catalyst


I will continue to keep you informed as Climber Catalyst and their broader suite of products evolve. Their intriguing use of social media tells as much about how technologies are providing job seekers another look. To put it simply, matching you with companies whose company DNA aligns well with your Career Fingerprint™ is the road best traveled in finding the perfect job waiting for you!

View Climber Gallery for Screen Shots

Resume Carousel: Resume Generator, Resume Templates & Resumes

*** For more articles, visit SixDegreesfromDave.com

** Make sure to take advantage of the free registration at Climber Catalyst, for job seeker and recruiters alike to experience its capabilities first-hand: HERE

How to Save Your Cover Letter from the ‘DELETE’ Key!

By

Skip Freeman

Skip Freeman

Let’s face it, many, if not most cover letters are . . . well . . . to put it as diplomatically as possible . . . extremely B – O – O – O – R – I – N – G and largely without any apparent direction or focus. They are also essentially a waste of time, both for the job seeker who writes and send them, and certainly for the recruiter or hiring manager who receives them. That’s at least part of the reason most of them get the same treatment—they either end up in the “circular file” or, if sent through Email, quickly and summarily get the old “delete” key treatment.

Below is an example of the typical cover letter, sent either through the mail or via Email, that I—and most other recruiters and hiring managers—receive each and every single business day:

Dear Mr. Freeman

Attached is my resume for consideration for any sales positions that you may have. Please give me a phone call to review my credentials and how I may be of value to one of the clients you represent.

Sincerely,

Mr./Ms. Job Seeker

What, specifically, are the problems with such a cover letter? Let me cite just two of the more glaring deficiencies.

First, the job seeker asks for “any sales position that you may have.” Does he or she really mean any sales position? Of course not. If, for example, the job seeker has a background in, say, insurance sales (something that we can’t learn from the cover letter, but it is hoped we will learn from the “attached” résumé), would he or she really be interested (not to mention qualified for!) in a chemical sales position I might be trying to fill? Again, of course not.

Second, has this job seeker honestly given me (or any other recruiter/hiring manager) any compelling reason(s) to pick up the telephone and make the call to him or her? The answer, of course, is a resounding NO! Has he or she included any kind of “value proposition” in the cover letter to arouse my interest and get my attention? Again, the answer is a resounding NO!

So, how, exactly, is an effective cover letter designed, one that stands a very good chance of getting read? Below is an example of a cover letter that certainly could be expected to catch my attention, as well as the attention of most other recruiters and hiring managers.

Dear Mr. Freeman: (NOTE THAT THE CORRECT PUNCTUATION TO USE IN THIS SALUTATION IS THE COLON, NOT A COMMA AND CERTAINLY NOT A SEMI-COLON)

Are your client companies happy with their time to market and sales to date, or are you of the opinion that there’s room for improvement between now and the end of this year? Do they have all the new business revenue they want and deserve? Do they have all the fresh ideas that will help them surpass their strategic goals and objectives? (WHAT A GREAT LIST OF PERTINENT, ATTENTION-GETTING QUESTIONS!)

With this year just flying by, do you think there is enough time left for any changes and the improvement that change can bring? If you could present a sales professional to your client companies who is sitting on a $20 million pipeline, is that something you would be interested in? ($20 MILLION PIPELINE?! WOW! YES, THAT IS SOMETHING A RECRUITER OR HIRING MANAGER WOULD BE INTERESTED IN LEARNING MORE ABOUT, HUH?!)

If any of these initiatives are of interest to your client companies, why don’t you make your last business call of this day to me. I’ll be prepared to answer any questions you may have about my ideas and solutions and how we might be able to put them both to work for your client companies. (NOW THIS IS SOMETHING UNUSUAL IN A JOB SEEKER’S COVER LETTER—HE ACTUALLY ASKED FOR THE ORDER!)

I’ll be in my office today between 3:00 and 6:00 P.M. Eastern Time if you would like to contact me. My number is 678-123-4567. Otherwise, I will reach out to you Friday, October 1, at 10 AM ET. (I HAVE TWO CHOICES HERE: I CAN CALL THIS JOB SEEKER AS SOON AS POSSIBLE AT THE TIMES HE IS AVAILABLE, OR I CAN SIMPLY WAIT AND EXPECT HIS CALL! ONE WAY OR THE OTHER, THOUGH, THIS JOB SEEKER IS DETERMINED TO VISIT WITH ME! P.S. IT’S VERY LIKELY THAT, IF HIS RÉSUMÉ IS AS SOLID AND AS WELL-THOUGHT-OUT AS HIS COVER LETTER, IT WILL BE I WHO CALLS HIM FIRST!)

Thank you for the consideration.

To greater success,

Mr./Ms. Job Seeker

To be sure, it takes a little more time and effort to create a cover letter like the second one presented here. But, when you consider that sending a generic, anemic, boring cover letter like the first example shown can only be expected to result in its being “trashed” by a recruiter or hiring manager . . . well . . . spending the extra time and effort literally becomes a “no-brainer,” doesn’t it?

______________________________________________________________

Skip Freeman, author of “Headhunter” Hiring Secrets: The Rules of the Hiring Game Have Changed . . . Forever!, has successfully completed more than 300 executive search assignments in just seven years. Specializing in the placement of sales, engineering, manufacturing and R&D professionals in industry, he has developed powerful techniques that help companies hire the best and help the best get hired.

A distinguished graduate of the United States Military Academy, West Point, he is a lifelong student of leadership, people and the principles of success. While serving in the U.S. Army Corps of Engineers and Chemical Corps, he also earned a Master of Science degree in Organic Chemistry from The Georgia Institute of Technology and a Master of Business Administration degree in Marketing from Long Island University.

 Visit or contact Skip at his book website, http://www.headhunterhiringsecrets.com

Commando Job Search Tactic #1: Be Hunted

  Man with bullhorn Be Hunted.  Like Google, if you don’t rank among the first 3 people a recruiter thinks of when they’re starting a project… you won’t get “clicked” for the opportunity. 

Increase your visibility and expand your network by presenting at conferences, seminars – even usergroups.  Ask to be your company’s designated speaker.  You   can have someone else write the material if need be.  Public speaking is an effective job hunting technique.  Recruiters will beat a path to your door.

It's a million times easier for yoiu to answer the phone than to try and get an employer to talk to yoiu if you're looking for one  – right!

For more great Guerrilla ideas, grab your copy of our Free Audio.

David Perry and Kevin Donlin
Co-Creators, "The Guerrilla Job Search System"

 

 

Day 3 – The 12 Days of Christmas Job Hunting

Day 3

On the 3rd of Christmas — Guerrilla Marketing for Job Hunters revealed to me:

 

The 3 R’s of job-hunting

In grade school we learned the 3 Rs of Reading, wRriting and aRithmetic.  Those were our most important lessons [ok so I’m dating myself].  For job-hunters it’s Research, Relevancy, and Resiliency which will deliver an A+ interview.

Research

As a job-hunter you need to research and determine:

♦   what are your marketable skills;

♦   which industries/companies you should target that use those skills;

♦   what are the specific needs of each company in your target market;

♦   who’s in a key position to hire you in those companies [who can say YES to hiring you AND it won’t be human resources unless you’re an HR professional]; and

♦   what’s the best way to approach them?

The way you approach people will be determined by your research.  There’s more about research in the book.

Relevancy

Your skills have to fit an employer’s needs.  It has to solve the employer’s hot buttons [their corporate weaknesses – this could be sales, market development, research ops].  Remember it’s not about you it’s about THEM!    At the core employers’ initially only want to know three things about you:

♦   Can you make me money?

♦   Can you save me money? and/or

♦   Can you increase our efficiencies?

 

As global competitiveness increases, employers will be looking for all three of the above.  In Guerrilla Marketing for Job Hunters the book we clearly demonstrate how to express your relevancy – “Value” – to an employer.

Resiliency

Resiliency is the ability to spring back from disappointment and keep moving forward.  This is a quality which keeps Guerrilla job hunters focused on their goals and driving forward on a daily basis. 

Adopt a positive mind set no matter what.  Here’s how you do it: You should have your job hunting goals sitting in front of you everyday and review it everyday.  Morning and night and then execute that plan.

Guerrilla job hunters always look for the positives even when people and events are clearly indicating they shouldn’t.  Guerrilla job hunters need to look under rocks too.    Let me end this section with a story that touches on all the points you’ve been reading about attitude.  This has been a taste of what’s in chapter # 2 of Guerrilla Marketing for Job Hunters.

 

The complete "12 Days of Christmas Job Hunting eBook" is here: http://tinyurl.com/2aqe6e3

 

Sex sells.

Does your resume excite and motivated people like lingerie from Victoria’s Secrets or Old flannel nightgown keep them guessing like flannel?

Make it easy for an employer to see what they’re after. And what exactly is sexy to an employer?  Quantifiable results and accomplishments!

Prepare a 1 page resume and dress it up with the names and logos of the major clients you’ve sold. Employers want to know about your wins first not your responsibilities.

Boring black and white resumes are like flannel nighties – they're comfortable but may not get you the attention you're looking for.  

 

The 7 Rules of Engagment with Head-hunters: Rule 2

The 7 Rules of Engagment is a multi-part article so you may wish to start here.

2nd Rule of Engagement: Find a head-hunter BEFORE you need a new job.    

Most job hunters are a lot like people who drive their cars until they run out of gas: pathetic souls standing on shoulder of life's highway waitng for someone to stop and help them out.  Not smart.  Guillotine

Don’t wait until you know you’re going to be reallocated to make friends with a headhunter because we all know 99% of people wait until their heads are in the guillotine and the blades being dropped before they wisper sweet nothings in our ears. 

Too late!  In business you always try to stay ahead of the curve.  Plan ahead! 

Put another way, you bought life insurance to prepare for the inevitable – treat your career as your biggest asset – goodness knows it’s not your house anymore. 

You need to have a six-month runway to work a head-hunter strategically.  Your initial contact is to let the head-hunter know you exist.  Your goal is to get them to keep you in mind for career-building positions opportunities and/or to market you.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

 

 

 

Job hunter, want to be paid like basketball MVP Steve Nash?

Then act like an MVP.  The more you appear to be instrumental to a company’s Steve Nash success [with out the mind numbing ego part] the more bargaining power you have.  Steve Nash for example is a great guy – easy going, very pleasant, with a good sense of humour – which just adds to his presence.

Be forth coming with the details of your success which are relevant to the potential employer.  Remain calm when they drill you for the details. Credit your team where warranted  – it makes you look twice as good – AND they're going to find out any way when they check your references.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

From MVP to MPA: The 7 Rules of Engagment with Head-hunters

In his article The Odds of Getting A Job With a Recruiter,  John Sumser says that , "the overall odds are about 1 in 28,520 (.0035%) that your conversation with a headhunter will land you a job." HR Examiner job-hunter-issue-cover-v218

I disagree.

The odds are far worse – mostly because John's math is more generous than it should be.

But you can beat the odds if… you understand the 7 Rules of Engagement.

Most job hunters have no idea how to interact or what to expect from a real  head-hunter like Skip Freeman or myself for that matter.

BUT – headhunters can be a great ally in your job search if you know the Rules or  Engagement – which we will start talking about right now. 

1st Rule of Engagement: Act like an MPA…

Yesterday I asked if you wanted to be paid like basketball MVP Steve Nash? Steve has been chosen multiple times as the NBA's Most Valuable Player.  The recruiting industry has an equivalent designation – that you either have or don't have – and it will determine whether you are successful with a recruiter.  That designation is MPA or "Most Placeable Applicant" or "Most Placeable Candidate"

By acting like the perfect candidate you are more likely to get a recruiter to pay attention to you AND market you to their client base.  And it all starts with you and your behaviour.  when a recruiter/headhunter calls, be prepared to tell the recruiter why you deserve to be designated an “MPA”. 

To be an MPA you need to have a well-honed and rare skill set.  Being a C++ programmer isn’t rare.  Being a mainframe Java programmer with 5 years of real-time experience might be.  Likewise, most financial people are “vanilla”.  Unless of course you have US GAAP experience and/or have done an IPO on NASDAQ.  I am sure you get the idea. 

What do you do if you aren’t as rare as the next guy? 

Have a great personality and co-operate.  If you actually look like you can follow instructions and will partner with the recruiter, they may just invest a few days in marketing you. 

If you're really a good sport and follow up and follow through on with their guidance they may map out your entire career with you.  After 25 years in business as a head-hunter I have helped more than a few people ascend from programmer or salesman to President and CEO through the careful management of their opportunities.

1st Rule of Engagement: Act like an MPA even if  you're not!

Until tomorrow.

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

The 7 Rules of Engagment with Head-hunters: Rule 3

The 7 Rules of Engagment is a multi-part article so you may wish to start here.

3rd Rule of Engagement: Be Selective – Target Your Efforts

Don’t bother sending your resume to all 1,000,000 recruiters; find one who specializes in recruiting your talents. Target marketing

Recruiters generally specialize by geography, function, or industry, or a combination.  Go to Google.com and put in your city, industry and the word ‘head-hunter.' Voila!  More head-hunters than you can shake a stick at.  Read their sites carefully. 

Check out Kennedy Publications for their list of top head-hunters at www.kennedyinfo.com Kennedy is THE authority.

woundeer what a really smart job hunter would do?  They would infiltrate the largest recruiter specific web site on teh planet RecruitngBlogs.com to find out how recruiters think and what they do to find candiates AND then they owuld reverse engineer that so they could be found… wait that's what my book Guerrilla Marketing for Job Hunters is about.  Don't do that!

But do go and read what the industry luminaries think: Bill Humbert, Donato Diorio, Animal, Rayanee Throne

Want more ideas like these?

You can listen in on an hour’s worth of unconventional, Guerrilla secrets and judge for yourself by grabbing a copy of our Free Audio CD.

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