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The Bureau of Labor Statistics stated that there are 6 million job openings currently, and this open jobs number been consistent for the last five months.
With unemployment at a record 17-year low at 4.1%, The Washington Post recently cited that employers are engaged in the “biggest scramble for workers in decades.”
Yet I speak to job seekers each and every day who tell me:
“I send a resume and I never hear back from an employer.”
“They interview me, I am perfectly qualified, and I think the interview goes well… Then crickets… I hear nothing but crickets after the interview.”
“The company just reposted the job I interviewed for… WTF?!?! This is my dream job and I know I will knock it out of the park… And they clearly need someone… So why aren’t they hiring me?”
So if candidates are reaching out and perfectly qualified for these open jobs, and employers are struggling to hire for these open jobs it begs the question: Why are employers struggling to fill 6 million open jobs?
I have a theory…
And when I state this theory, be ready because it may piss you off…
The problem is you.
The candidate – the problem lies with the candidate.
I believe candidates do not know how to land a job.
Yes, I realize that many of you will reply with the following reasons why employers are having trouble filling these 6 million jobs:
(1) HR does not know what they are doing.
(2) Applicant Tracking Systems are the devil, and my resume is not making it through the ATS even though I have all the right keywords.
(3) Hiring managers won’t give me a chance.
(4) Recruiters can’t see that I have done this job and they are not listening to me when I say I can.
(5) I never had this problem finding a job before, so clearly the problem must reside with the hiring function at the company.
The list can go on and on…
But I say hogwash.
Even if these reasons are true (and I believe there is truth to all of them), it still does not change the fact the fault lies with you.
The reason why you cannot find a job is not HR’s fault, not because of the economy, and not because of some lower cost worker taking your job.
The reason you cannot find a job is because you are not looking the right way for TODAY’S job marketplace.
Now take action to change it.
It can be that easy – if you choose to take action to change it.
Here are the actions to take to change your course TODAY and land interviews to get the job you want.
Commit to reaching out to 10 people per day (people you know and people you don’t know), and connect with your message of what you are looking to do and learn what they are trying to accomplish.
Ensure your resume, LinkedIn profile and cover letters are showcasing your relevant achievements and not just a list of job description bullets. Make sure your documents SELL YOU!
Prepare your interview wins and closing tactics so you actually close the hiring manager on why you are the right person to hire now. Don’t leave this to chance. Remember, you think HR doesn’t know what they are doing, right? So why leave this to chance!?
Easy enough, right?
Well, it can be, but if you had a churning gut reaction when I said “Easy enough, right?” then that means you need my help.
And here is an affordable way to get it.
My Ultimate Job Search Plan is being offered for $797 for a limited time. That is 61% off (a $1,258 savings)!
The Ultimate Job Search Plan is a comprehensive step-by-step program coupled with 120-minutes of personal coaching time with our job search experts who will show you how to:
**Find unpublished positions through the “hidden” job market – jobs that never get advertised because they are filled BEFORE they ever get posted.
**Gain insight on how to effectively apply for these jobs by having your resume among a smaller pool of considered candidates to increase your chances of landing the interview.
**Avoid the mass rush of people only applying to HR and do something different while bypassing HR completely and jumping to the front of the line.
**Position yourself as the coveted candidate hiring managers will court to win over at the end of the interview.
I have a friend, a high level HR executive, who hardly uses Facebook (and only for personal stuff), is barely present on LinkedIn and sees no value in Twitter.
Now I know having a vibrant presence on social media is not a requirement to live fully in this world, except that he is eager to find a job.
He is looking diligently and he is working his network strategically to no avail.
He is not getting a lot of interview calls.
His network is gracious. Meetings for lunch and coffee are forthcoming, but he has run dry with his network.
The frustration has been mounting for him. It’s been painful to watch, so I have to imagine the pain within him is even greater.
As his friend, I explain how, in this day and age, to conduct a job search without using these social media tools more robustly is unfathomable to me.
He replies, “Well, I want to maintain my privacy.”
My reply? “Well, it seems to be working. No one is finding you.”
There is one thing most people looking for a job may not realize:
Recruiters can filter out the less technically savvy from their applicant pools by using these tools. So make sure you are present in these mediums, or consider yourself filtered.
Now I understand there are legitimate safety reasons for some to remain under the radar and off the grid. And I am certainly not advocating publishing your social security number or the answers to your banking security questions on public domain.
Of course, if you have a ton of interviews you are fielding, then please stop reading as you already know what you are doing.
But with the exception of a select few individuals, both passive and active job seekers need to have a branded presence on the web to ensure the other aspect of their search strategy can be effective.
They must be out there to be found by the people who can lead them to their next opportunity.
Here are some points to employ ASAP:
• Anyone can have over 250+ LinkedIn Connections qualitatively. – You are already on it, so make it work for you. If you consider people from all levels from all aspects of your life (professional employment, education, childhood, family, friends, neighbors, vendors, clients, service partners, personal services, hobby enthusiasts, extracurricular activities…you get the idea.), you can reach this connection threshold. This will improve your qualitative search result dramatically to yield you better job search leads.
Side consideration: If you are thinking, “LinkedIn never really worked for me.” I challenge you to ask yourself, “Do you really work it?” Would you walk into a networking event, not speak to anyone, and then come out and say “Ahhh, that was a waste of time…no one spoke to me and I did not receive one lead.” I would think not—so the evidence is that you need to reach out to people in this venue online and offline to bear fruit for you.
• Using Facebook mostly for personal stuff? – That is ok. Consider reaching out to people offline to connect with them in a more meaningful way to determine if you can help each other out in a professional manner. You won’t be able to help everyone and every person will not be able to help you, but all you need is a few to help catapult you to the next level in your search.
• Not sure what to even do with Twitter?– If you are not sure what to say in the 140 character limit, then don’t say anything. Instead, create an account to follow recruiters in your industry and/or discipline that post positions in which you have an interest. You can be a lurker for industry and professional information on Twitter until you are ready to tweet—which may be never. But until then, do not let this goldmine of posted opportunity and information pass you by.
Privacy is highly important. With my family fallen victim to identity theft a few years ago, I do understand that fully. Prudence is paramount.
But if it borders on or travels into paranoia when you need to advance your career, get out of a dysfunctional company or end your time in transition, then you have to consider the consequences for your decisions and determine if maintaining extreme privacy is a cost you are continually willing to pay in the form of stagnant career or unemployment.
Want easy and actionable steps to make the most of social media without spending a lot of time on social media?
I have new and updated resources on how to use Linked, Facebook and Twitter to get interviews without sacrificing your privacy in my “Get Hired Fast!” Package at a $558 discount!
Is it assumed you won’t stick around in their job because you moved around recently—for reasons beyond your control?
Well, I think most recruiters that make these assumptions about job seekers with short term work are totally wrong in their assumptions.
And they are missing out on awesome talent.
Here is how I know…
I was a temporary / contract assignment recruiter for 9 of the 13 years I recruited. <Through this post, I will use the terms contract, consulting and temporary interchangeably to describe short-term work.>
To be clear, I found job seekers at all levels contract work: i.e. Interim CFO’s, Contract Federal Tax Accountants, Temporary Accounts Payable Specialists.
And in the 9 years I did contract recruiting, I found the individuals that take long-term contract assignments to be some of the most loyal and humbly talented people in our workforce.
Here are two explanations why…
(1) Why contractors are the most loyal employees:
When someone takes a 7 month long assignment, to keep to their word of staying the length of the assignment, they are essentially halting all interviews for direct hire work. They have to—or they may land a job and have to leave the assignment.
Now, many people would think, “Well, of course, why wouldn’t you leave a temp job? Why would you stop interviewing for a direct hire job since you know the temp job will end?”
And those are logical thoughts for people who think for themselves and don’t care about the word they gave or the assignment they are working on.
But contractors/temporary employees give their word at the sacrifice of their career path.
I saw it happen time and time again.
Contractors get stuck in what I labeled the “Temp Job Rut.”
The “Temp Job Rut” is when someone takes a temp assignment, ceases all interviews while on the length of the assignment, and then the assignment ends. And because ongoing interviewing hasn’t been happening, there isn’t a direct hire job to walk into – but the bills are coming in, so the person simply takes the next temporary assignment to stay employed.
It’s an easy rut to fall into—but hiring managers and recruiters that are not experienced with temporary hiring don’t know this. And they lose out on loyal, versatile employees.
(2) Why contractors are humbly talented:
Contract employees have to start an assignment often with little to no training. They are not getting 2-3 days of orientation to ease into the company culture, like direct hire employees do. No welcome committee or new hire cake in the break room celebrating the new person joining the company.
Nope, temporary employees often get told where their desk is (not even escorted to the desk), given a number to call tech people to get login credentials, and have to start working with somewhat ill-defined job specs with the expectation they will produce results in a short period of time.
And they often have to do it themselves.
Without help from others.
They can’t regularly lean on fellow co-workers, since regular employees don’t want to help the “temp” or feel their job may be threatened by the consultant—so they don’t help the consultant.
So they are on their own… And despite all of these obstacles, they get the job done.
And here is the humble part: They don’t brag about getting the assignment done with no training, little instruction and poor co-worker support. They view it as just doing their job.
This is why temporary, consulting and contract employees are often where the hidden talent lies.
And I know how to help you market the short term positions to be viewed as an asset.
Our “Get Hired Fast!“ Package contains every last important morsel of what you need to make attention-grabbing edits to your resume and LinkedIn profile to highlight your short-term assignments rather than hide them to land the coveted interview and get the offer you want.
Stop struggling and promote yourself confidently. Have a job search plan that is reflective of what you have achieved, regardless if it was done as a contractor/temporary employee or direct hire.
Hi everyone! Welcome to this final episode of the Pretend You’re Fired Today podcast series. It has been such a joy sharing and engaging with you each week. I sincerely hope you’ve found the information we’ve discussed over these last 52 episodes to be valuable – it certainly will be if it helps you save your current job, advance higher in your career or even find a better job.
In this final episode, I want to talk about something that seems to be on a lot of minds these days. Uncertainty. In today’s political and financial economic climate, there is a lot of uncertainty that can affect your job and future opportunities. So I’d like to leave you with some things you can do to economy-proof your career.
A mindset shift you must make regarding uncertainty that will set you apart from all the nervous ninnies … (2:16)
The type of employee companies really want to hire and keep, especially in uncertain times – this one tip will make you stand out like a pearl among marbles (3:17)
Fifteen things you must begin doing to remain focused and resilient (3:58)
The absolute best time to reach out to people who you think can help your career and how to get them to want to help you (5:22)
Your employer is not a two-bit clown hired for your fourth birthday party. Don’t expect them to be responsible for this key job satisfaction component … (6:15)
You’re more than likely missing huge opportunities by not connecting on LinkedIn with these people … (7:30)
A special challenge I’m making to you that increases your exposure and opens untold opportunities (9:09)
One thing I really want to reiterate is the importance of being a resource for others. The single best way for you to open up opportunities in your career is to help others, so look for ways to do that. And as always, I and my team at Chameleon Resumes are here to help guide and coach you if you’d like someone to walk alongside you in your career journey.
I want to thank you for being a loyal listener, and I’m excited for the opportunities that are coming your way. I’m confident you now have the tools you need to remain in demand and will increase your opportunities to be quickly hired should the need arise.
Be sure to take advantage of all the resource websites mentioned in this episode. I’ve listed them below for your convenience. Cheers to taking the steps to remain employable and always in demand by pretending you’re fired today!
Today’s show is about something so many people face when undertaking a job search, especially when they are unprepared. You might think, “Well, Lisa, that’s not me. I’ve listened to and followed all of your podcasts.”
First, great! You are going to be so much further ahead, all things considered. Second, you’re not out of the woods with the problem we’re going to talk about today, which is getting stuck in your job search. But listen and I’ll tell you how to get unstuck. There are four tell-tale indicators I see from people all the time that they are stuck in job search purgatory.
Indicator 1: What’s really keeping you from sending out those resumes … (2:21)
Indicator 2: A paralyzing obsession job searchers entertain as they begin thinking about who in the hiring chain to reaching out to … (2:57)
Indicator 3: Prepping for a game you’re not even playing … Plus, a common scenario I see this most often played out … (3:14)
Indicator 4: Worry, worry, worry but no follow up. (3:36)
The search-killing assumption that job searchers make that leads to getting stuck … and how to avoid it, or get past it if you make it … (4:36)
You’re going to have problems. Make sure you have this kind … (6:00)
Being stuck in your job search can feel like crushing disappointment. You can begin to question your worth and usefulness. But follow the tips in today’s podcast and you’ll have a clear map for how to avoid this tar pit.
As always, though, if you’d like someone to walk beside you as you navigate your job search, we are always glad to help. Head over to chameleonresumes.com/job-search-audit to let us help you get moving again and on track for landing your next amazing job.
Back again next week for the Pretend You’re Fired Today podcast series finale´!
There’s definitely been a running theme these past few episodes. By now I hope you’re catching on that nuanced situations with potential to alter your career path can happen at any moment. Even in this booming job creation and growing economic environment, many companies face down-turns and cut-backs.
If you’re a longtime listener, or even if you’ve listened to just a few episodes, you probably already know that the core of all of this is to be prepared and to be proactive so that in the event you need to make a change you know how to navigate that process with grace, dignity and foresight. Let’s look at how to do that in a layoff situation …
What to do to create a mindset that forces you to be proactive … (2:06)
The intelligence you need to gather while downsizing efforts are still on the drawing board (3:15)
The past is the past … How to recognize who now has all the leverage so you can mirror the new order (4:30)
What you need to know to successfully reconfigure your role with what’s important to the new order … (2:04)
Why your instinct to lay low during this uncertain period is certain to get you packing, and what you should do instead … (6:22)
Pay attention to these signs that you’re being passively encouraged to quit … (7:20)
Neglect reviewing these documents and you may be in legal trouble … (8:11)
If you’ve made it through the mass layoffs be careful not to make this critical mistake … (8:59)
Layoffs can be one of the hardest situations to navigate as there are so many potential contributing factors and possible outcomes. If you want the peace of mind of having an expert guide you through the process, we’d be happy to help.
Similar to last week’s show, there’s a growing vibe that someone’s about to be fired. Who’s getting fired? In this scenario, it’s your boss. No big deal for you, right? Uhhh … no. If you play this wrong it could mean you’re also making the brown box walk of shame. And even if you play all the cards right you might need or want to make a change. You have to ask yourself what’s at stake? Here are five things you can do to protect your own job …
The mindset you need to have in this situation especially when your good will is gone and you’re possibly guilty by association … (2:04)
Your boss’s boss is watching how you handle this situation. Now more than ever you need to employ these soft skills with finesse … (2:55)
How to handle the rumors, innuendo and uncertainty as co-workers panic and gossip … (4:20)
What you should be doing with people within other departments of your company to prepare for your boss’s exit … (5:23)
Plan for doing a job search. But know the landscape has changed. Here’s how to be prepared … (6:15)
Remember, while this is probably a stressful and uncertain time, this is an opportunity that you can use or lose. I say use it, and use it as an opportunity to shore up your own game plan so you’re prepared no matter what the outcome. And as always, if you need coaching on how to navigate this situation with dignity and grace, we’re here to help you do that.
This episode is a dagger in most listener’s heart as it’s about a subject that we don’t really like to think about: when you get the feeling your boss wants to fire you.
Thanks for listening, everyone! I’m Lisa Rangel. The possibility of getting fired is not a pleasant thought and is definitely not a pleasant experience. But how you handle this situation will say a lot about the kind of person you are and can even work out in your better favor. So even though this is not something you may want to think about, it’s in your best interest to be well prepared. Let’s check out what we’re going to cover today …
Your boss wanting you out may have no reflection on your work quality. Here’s what it may actually be about … (1:15)
Even if it is about your performance but you like your job and want to stay, here’s how to evaluate if your job can be saved (1:55)
“Don’t drink milk on a hot day” … The vibe you carry forward from your soon-to-be former employer will be noticed and may lengthen your unemployment … (4:16)
Your employer isn’t your spouse. Even if your job can be saved, you really should look at what else is out there … (4:44)
How to know when it’s time to say goodbye, even when the decision is yours .. (5:44)
If you’re getting that vibe from your boss now and you think you might want to try and work it through, we can help guide you and coach you to give you your best shot. If you don’t want to keep your job, or even if you do, but it’s not an option (like, because your company is moving and you refuse to relocate), we can also help you be as prepared and as desirable as possible so landing your next job will be a breeze. Hop on over to http://executivejobsecurity.com to learn more about how we can specifically help you.
Some call it Performance Review, others call it Employee Performance Evaluation or Self-Assessment.
But no matter what you call it, that time of year to evaluate your performance has arrived. And no need to dread or avoid it because this can be an excellent opportunity to capitalize on for your career.
On today’s podcast we’re going to go in depth on how to use Performance Appraisal time as an opportunity to make yourself shine.
– What you must do when your title changes. (3:01)
– Make sure you add THIS to your list of achievements. (3:29)
– How to articulate that you’ve played an integral part in your company’s success. (3:59)
– The one thing that’s of extreme value to any company yet many candidates never put it on their resume. (4:30)