infoline september 2011 - i.b5z.neti.b5z.net/i/u/1011916/f/jumpstart-job-search.pdf · method...

career development

Wendy terwelp

Jumpstart Your Job Search and Get Hired Faster

tips, tools, and intelligence for trainers

INFOlineIssue 1113

September 2011

published by the american society for training & development | infoline.astd.org

september 2011 l Vol. 28 l Issue 1113

AutHOr

Wendy terwelp

Website: http://knocks.comEmail: [email protected]: 262.241.4655Toll-free: 800.969.KNOXLinkedIn: www.linkedin.com/in/wendyterwelp

Since 1989, Wendy Terwelp has helped thousands of clients get hired faster and get paid what they’re worth. Known as the Rock Your Network® Coach, Wendy helps clients network online and off using just five minutes a day. Dubbed “LinkedIn Guru” by the Washington Post, Wendy was quoted in the Wall Street Journal, the Washington Post, the Chicago Tribune, the Philadelphia Inquirer, Fast Company, the Business Journal, Careerbuilder.com, Monster.com, ABC, NBC, as well as numerous radio shows. She wrote the ultimate networking book, Rock Your Network®. Terwelp was named one of the Top 15 Career Masterminds, along with Richard Nelson Bolles, author of What Color is Your Parachute, and served as the lead career coach at ASTD conferences, and is a subject matter expert for career development on the program advisory committee for the ASTD 2012 International Conference & Exposition. Wendy regularly speaks on career and business topics, including Rock Your Network®, across the country. Learn more at: http://bit.ly/TerwelpSpeaks. Community manager, Career DevelopmentJennifer Homer

editor, InfolinePhaedra Brotherton

Associate editorAshley McDonald

production DesignKathleen Schaner

JumpstArt YOur JOb seArCH AND get HIreD FAster

KNOW WHAt KIND OF JOb YOu WANt.........................................................1

CreAte YOur persONAl brAND ................................................................3

CreAte brANDeD CAreer mArKetINg DOCumeNts ...............................5

CreAte YOur JOb seArCH strAtegY .......................................................8

IDeNtIFY YOur tArget COmpANIes ........................................................12

tAKe ACtION ..............................................................................................13

ACe tHe INterVIeW ..................................................................................13

NegOtIAte tHe OFFer ...............................................................................15

It’s A WrAp! ..............................................................................................15

reFereNCes & resOurCes ......................................................................16

JOb AID

communicate your value ..........................................................................17

career search action plan ........................................................................18

Quiz: learning confirmation ......................................................................20

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career development

Jumpstart your Job search and get hired faster

Copyright © AStD111

I n any economy, good times and bad, it is important to take control of your career search

and not rely on the “spray and pray” method—spraying your resume all over Internet job boards, and praying someone calls you. By taking an active role in your career, you land a job by choice, not by chance. Won’t it be nice to control your career destiny?

Throughout this Infoline, you will learn how to

• know and convey what you want

• stand out from the crowd using your personal brand

• create branded career marketing documents (for example, resumes and cover letters)

• develop a successful job search plan

• choose the right networking strategies for you—online and off

• convey your value on interviews— without bragging

• successfully negotiate the offer and get paid what you’re worth.

There are several ways you can use this Infoline. You can jump right to the section you need, for example, read “Create Branded Career Marketing Documents” to help you write your resume and revamp your cover letter; or you can start right from the beginning and take action step-by-step. I do recommend having a solid job target in mind before beginning the job search process, hence the section, “Know What Kind of Job You Want,” which provides tools and recommendations to narrow your focus. The more focused you are, the faster you will reach your goal.

This Infoline also covers the search process itself in “Create Your Job Search Strategy.” By identifying the right strategies for you and by scheduling activities regularly, you can quickly measure your progress and see your results. At times, the job search process can be overwhelming. Job seekers ask, “Where do I even start?” Start with this Infoline. Here, I walk you through the job search process step-by-step.

The job aid, Communicate Your Value, is a tool I recommend using throughout your career. By tracking your achievements using this CAR method (Challenge, Action, Result), you can easily transition to your next promotion, salary increase, or job.

The overarching goal of this Infoline is not only to help you get hired faster, but also to get hired in a position you love, with a company that fits, and get paid what you are worth.

I wish you much success throughout the job search process and beyond!

KNOW WHAt KIND OF JOb YOu WANtHuman resources directors and recruiters alike tell me: “We’re not career counselors. Help us out a little. Tell us what you want.” One executive recruiter said, “The No. 1 reason employers tell us why they don’t hire a candidate is because he does not know what he wants.”

Having focus is the key to getting what you want. Focus affects all other areas of your job search. It influences your ability to network effectively and to answer tough interview questions. It also affects the strategy used to develop your resume, cover letter, and other career marketing documents.

IF You don’t know wHat You want, How do You know wHen You Have It?Knowing what you want, and defining your career goal clearly, helps you know when you’ve achieved your goal. These specifics can go beyond the job title. You’ll first need to identify all of the items that are important to you in order to gain clarity and focus around what you want. Areas to think about include long-term career goals, work-life balance, values, priorities, individual motivators, desired work environment, skills you most enjoy, personal and professional strengths, desired salary, and more. Refer to the sidebar, Know What You Want, to help identify your top “must-haves” and write out your responses. If something is not on the list—add it!


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toolS to Help You IdentIFY Your next moveIf you have decided you want a complete career change, or you want to know what other types of jobs may fit the skills, education, and experience you already have, you may want to complete some career assessments. Career assessments can provide you with insight into your personality type, strengths, learning style, and more.

Personality assessments can include Myers-Briggs Type Indicator® (MBTI®), Keirsey Temperament Sorter, DiSC®, and True Colors (the True Colors workbook provides some insight into job titles that may be a fit for your personality type). Other assessments can include Strong Interest Inventory, Neurolinguistic Programming (NLP)—for learning styles—and Motivational Appraisal of Personal Potential (MAPP).

The MBTI in particular provides a list of different kinds of job titles that may fit your personality type. In addition, you can read more about your personality type and obtain more job title suggestions in Do What You Are, by Paul D. Tieger and Barbara Barron-Tieger.

I also recommend working with a certified career management coach or career counselor to administer the assessments or, if you complete assessments online, to help you identify a career move that is the right fit for you. Please see the resources section for websites listing top career coaches and counselors as well as those organizations that certify career coaches.

narrowInG Your FocuSIf you are too broad in your job focus, too vague, or provide no specific information as to the type of career you wish to pursue, people cannot help you. And people do want to help you.

KNOW WHAt YOu WANtBelow is a list of questions to ask yourself as you determine what you want in a job—before you begin your search.

• Whattypeofjobactivitiesdoyouenjoydoingmost?• Wheredoyouwishtowork?(Thinkofcompanynames,general

location,state,orcountry.)• Howmanymilesfromyourhomedoyouwishtowork?• Howmanyhoursperweekareyouwillingtowork?• Whatpercentageoftimewouldyouliketotravel?• Whatkindofpeopledoyouenjoyworkingwithmost?(Think

aboutpersonalityandstyle.)• Whattypeofworkenvironmentsuitsyou?(Whatareyour

idealsurroundings?)• Whattypeofmanagers/businessownersdoyouworkwithbest?• Whattypeofmanagementstyledoyouworkbestunder?• Whatmotivatesyou?(Forexample,timeoff,money,bonuses,

presentations,travel,causes,andsoon.)• Whattypeofworkwouldyoudo—evenifyoudidnot

earnasalary?• Howmuchsalarywouldyouliketoearn?• Whatwouldthatsalarymeantoyou,doforyou,orenable

youtodo?• Whataretheeducationalrequirementsofthepositionyou

wishtopursue?Whichofthoserequirementsdoyou alreadypossess?


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When working with a career coach, you’ll identify at least three to five job title options. You’ll be narrowing this from an initially overwhelming list of more than 200 options if you use Myers-Briggs or some of the other tools your coach may recommend.

Once you’ve narrowed your list to three to five ideal jobs, get focused. Focusing on one job will help you network more effectively, create focused resumes, cover letters, and career marketing documents, and help you be more effective in interviews. To help you determine your next move, look up each of your choices in the Occupational Outlook Handbook (http://www.bls.gov/oco/). Read the job descriptions, educational requirements, and salary. Enter details into the graph in the sidebar, Identifying Your Job Targets, to quickly identify a job that is the right fit for your current goals.

You’ve now identified your job target. Name it:

__________________________________________

CreAte YOur persONAl brAND

“The reward for conformity is that everyone likes you but yourself.”

—Rita Mae Brown

Now that you’ve narrowed your focus and decided upon one job target, it’s time to create your personal brand. Personal branding may be a relatively new term since the last time you were in the job market. Your personal brand is what sets you apart from the competition—other training and development professionals who may have similar experience or education as you. Your brand is authentic, unique, and addresses the interviewer’s question “Why should I hire you?”

IdentIFY Your brandNike, Starbucks, and Trump—these companies know that branding is critical; it’s what makes them stand apart from their competition.

3

IDeNtIFYINg YOur JOb tArgets

Job tItle

lISt Your matcHInG

SkIllS

lISt SkIllS

You requIre

current market

SalarY ranGe

wHIcH GoalS and valueS

matcH?


4

But branding isn’t just for big companies with big advertising budgets. To win in today’s competitive job market, personal branding is an essential part of the game.

Everyone has a personal brand. Your current personal brand is positive, negative, or neutral. Because branding is external, it’s important to know how others perceive you, so you can then take control, identify, and own your brand. One step toward knowing how others perceive you is to go on an “Attribute Treasure Hunt” (see the sidebar, Attribute Treasure Hunt).

name Your valueSWhat are key factors that must be present in your next job? Identify and name four, for example: fun, creativity, independence, and social interaction.

For more help identifying what’s most important to you, you can find complete exercises for identifying your values, vision, passion, and purpose in Career Distinction: Stand Out by Building Your Brand, by William Arruda and Kirsten Dixson.

The reason you want to identify your core values, an overarching vision, your passion, and your purpose is to land a position that meets your criteria. Won’t it be nice to love going to work?

IdentIFY Your dIFFerentIatorSIt’s mission critical to differentiate yourself from other professionals in your field—one recruiter on LinkedIn said he looks at 200 to 300 resumes per day, seven days a week! That’s 2,100 resumes per week. This leaves only seconds to review your career marketing documents. You must stand out!

How do you do this? First, you’ve got to know your competition. One easy way to do this is to review the biographies (bios) of your professional organizations’ members, LinkedIn profiles of those in similar roles, and others in similar roles as your targeted job.

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AttrIbute treAsure HuNtUsethefollowingtipstohelpyoudeterminehowothersperceiveyou.Thisisanimportantsteptohelpyoutakecontrolandidentifyyour brand.

• Askfriends,family,colleagues,managers,staff,andclientsthetopthreewordstheywouldusetodescribeyou.

• Readyour“kudos”letters,referenceletters,orperformanceevaluationsfrommanagers,colleagues,co-workers,peers,andcustomers.Highlighttheattributes:creative,high-energy,thoughtful,andsoon.

• ScanyourLinkedInendorsements.Whataresomeoftheattributesconsistentlyusedwithintheendorsements?Whichonesarealsolistedas“topqualities”?Example:greatresults,expert,highintegrity.

Mytopfivepersonalbrandattributesare:

1. _____________________________________________________

2. _____________________________________________________

3. _____________________________________________________

4. _____________________________________________________

5. _____________________________________________________



Ask yourself, “What makes me special—different from my peers?” For instance, do you have the Certified Professional in Learning and Performance Certification (CPLP) or another credential specific to your specialty? What else sets you apart? And it’s not years of experience. Instead, name differentiators that demonstrate your personality, expertise, and results.

create a brand StatementCreate a brand statement for yourself that highlights your differentiators. Keep it short. Your brand statement’s goal is to get people to say, “Tell me more.”

Here are some examples:

“The Cold Call King”—Fred had a proven track record of closing cold calls. The president of the company named him “The Cold Call King” in a performance review.

“The PR Martyr”—Kelly shared a story of how she slept on a cot at the office to make an early deadline. Her co-workers dubbed her “The PR Martyr” because of this.

“Donna is great at doing what I ask….So we use you guys for 70 percent of our business….” —Donna received this quote in a client survey.

“I design products that integrate complex technologies and make them intuitive and a pleasure to use.”—Howard, an industrial designer, shared his philosophy of design.

CreAte brANDeD CAreer mArKetINg DOCumeNts You can use your brand statement everywhere—in cover letters, resumes, networking conversations, and more. I recommend that you incorporate your brand into all of your career communications. This demonstrates your personality, along with your qualifications, and helps you land with a company that is a right fit for you.

wHat do emploYerS want to See on reSumeS?In addition to having your contact information at the top of your career documents in an easily readable font size, employers’ No. 1 “must-have” for resumes is results. Results must be quantified or qualified in some manner.

Example:

Original statement: “Developed and facilitated sales leadership workshop for field sales leaders.”

Wow statement: “Led sales team to increase sales 7% over 2010 by creating and facilitating a sales leadership workshop for ACME’s 22 sales representatives.”

Know that the “how” can be detailed during an interview—if the interviewer asks. You’ve got 30 seconds to grab a recruiter or hiring decision maker’s attention on a resume. List results first. Keep your sentences brief and to the point.

For more tips on how to obtain quantifiable results and get the numbers, refer to the sidebar, Accomplishments Rule.

Get to tHe poIntResumes and other career marketing documents such as cover letters and emails must be short and to the point. To use a journalism term, place the best information “above the fold.” Do not fill your career document with fluff such as weak summary paragraphs (“20 years’ experience”), unsubstantiated adjectives (“significantly increased”), or clichés (“dynamic, results-getting professional”). Instead, use specifics.

Specifics sell. The more specific you can be, the more believable the statement. Specifics prove your performance. Recruiters and employers say “past performance demonstrates future productivity.”

Example:

Original summary statement: “More than 20 years of experience….”

Regarding stating your years of experience, one staffing firm CEO said, “For people with 20 or more years of experience, do not write that into your resume. Put a benefit statement into your resume—something that speaks of how you 1) made the company money, 2) saved the company money, or 3) streamlined procedures. Years of experience is immaterial and may indicate that you are just ‘old.’ Companies want to know what kind of contribution you can make to their success—not how many years you’ve been working.”

Wow summary statement: “CPLP trainer with expertise in training and development for groups of up to 500 in the areas of sales, customer retention, and product launches.”

Original statement: “Dynamic trainer and e-learning catalyst….”

Wow statement: “Spearheaded e-learning sales training program across multiple platforms, including mobile applications, for Widgets Unlimited, an organization with 5,000 employees worldwide. Results included reducing onboarding from 90 days to 30, and the time until a new hire’s first sale by 50% (from 60 days to 30).”

Resume must-haves include the following:

• focus

• brand/differentiator

• clear value proposition

• results/accomplishments

• transferable skills

• just the facts

• short job descriptions.

For sample focus, branding, and qualification statements, see the sidebar, Resume Excerpts.

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ACCOmplIsHmeNts ruleEmployerswanttoseenumbers,specificallynumbersthatdemonstratecostsavings,revenueincreases,productivityimprovements,andsoon.Thesearethenumbersthatcontributetothecompany’sbottomlineinsomemanner.Herearesomequestionstoaskyourselfabouteachofyourprojectsand trainingprograms.

• Howmuchadditionalrevenuewasgenerated?• Bywhatpercentagedidproductivityimprove?• Bywhatpercentagewereworkplaceincidences

orinjuriesdecreased?• Howmuchmoneywassaved?(Describetheprojectand

thesavings.)• Bywhatpercentagewasturnaroundimproved?• Howmanylaborhoursweresaved?

_________________ went from ___________ to _______________ afteremployeescompleted____________________program.

Theabilitytoprovide“beforeandafterresults”isastrongwaytodemonstrateandcommunicateyourvalue.



resume exCerpts

FocuSTosecureachallengingStaffingManagerposition,capitalizingonexpertiseinservice,productivity,andteamleadershipinthestaffingindustry.(Focus)

“…Donna is great at doing what I ask…. So we use you guys for 70% of our business…”—clientsurvey.(Brand statement using a client quote)

proFeSSIonal experIenceHIRENOWSTAFFING,Milwaukee,WI;5/2001–9/2009

Branch Manager (2006 – 2009)

Managedalloperationsofthebranchwithfourdirectreports.(Short job description)

• Personally generated $4.2 million in recruiting revenue,whileperformingallbranchmanagementfunctions.• Earned lifetime $12 million in three years,breakingallcompanyrecords,whichhaveyettobetopped.• Achieved excellenceonthird-partyworkerscompensationaudits. (Quantified results)

qualIFIcatIonS• Leadership and administration:Builtbusinessesfromstartup,includingallpolicies,procedures,operations,sales,

administration,andstaffing.Administerbudgetsofupto$28million+.• Community outreach and advocacy:Historyofleadershiproleswithprofessional/communityaffiliations,charitable

funds,andoutreachprogramsincludingExecutiveWomen’sCharitableFund,SalvationArmy,UnitedWay,ProfessionalIndustryOrganization,andmore.

• Fund development:Experiencewritinggrants,fundraising,andsourcingstart-upcapital.

(Note:Noticethestrengthofthisqualificationssummary.Thebranddifferentiatorsandtransferrableskillsarecommunicatedimmediately.Nowaitinguntilpagetwoorthreetoaddresstheemployer’s“WhyshouldIhireyou?”or“WhyshouldIreadfurther?”questions.)

wHat do emploYerS look For In cover letterS? Cover letters must address the employer’s eternal question, “Why should I hire you?” Customize your cover letter to address each specific qualification the ad references, in particular the preferred qualifications.

Cover letter must-haves include:

• Identify your brand: What makes you special?

• The quote: Use it or lose it.

• Value proposition: Why should this company hire you?

• ROI: Results rule.

See the sidebar, Cover Letter Sample, for an example of a cover letter that includes all the necessary elements.

With resumes, cover letters, and all of your career communication, be certain to

• keep it short

• communicate to your target audience

• brand it by communicating your differentiator(s)

• provide accomplishment statements that demonstrate ROI

• provide current information (not software applications from 10 years ago).

Know that decision makers have limited time. Remember “WIFT” in all of your communication—“What’s In It For Them.”

CreAte YOur JOb seArCH strAtegY Now that you are focused, have identified your brand differentiators, and put together your career marketing documents, your search becomes much easier. Determine the methods you will use for your job search. It is most important to take an active role in your search versus the “spray and pray” method mentioned in the introduction.

While there are many ways to search for a job, the No. 1 method is to network. You will see networking tips and methods outlined below in great detail.

In addition, you can contact companies directly via their company websites or via direct mail. Send your resume and cover letter to key decision makers for your job target. Better, of course, is to network your way into the company through your personal contacts.

And finally, you can use job boards. While job boards are the most passive way to search for a job, CareerXroads Source of Hire Report, March 2011, noted that 24.9 percent of candidates are sourced through job boards.

My recommendation when using a job board: Use your professional organization’s job board first, like ASTD’s Job Bank (http://jobs.astd .org/). Oftentimes jobs posted in a professional organization’s job bank are not posted elsewhere. If you wish to use the major job boards, I recommend doing a little investigative work. Read the job posting, and then see if you have a connection at the company or a contact you’ve identified has a connection (two degrees away). In this way, you will learn more about the organization through your connection and be able to create a warm referral to the appropriate decision maker. Be sure to follow the job postings’ requirements and procedures; just use your connections to take your application to the next step.

With government job boards, like usajobs.gov, review job postings very carefully and be certain to address every question and requirement posted thoroughly. I recommend reading author Kathryn Troutman’s latest version of Ten Steps to a Federal Job for more tips.

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COVer letter sAmple

Dear Mr. Johnson:

Irecentlylearnedofthemarketing director opportunityatyourfirmthroughJenniferJones.Withastrongbackgroundinprofessionalservicesandcorporatemarketing,IamconfidentIcanmakeanimmediatecontributiontoyourorganization.(Focus; Referral contact)

Forthepast10years,Ihaveledmarketingandbusinessdevelopmentactivitieswithindiverse industries.Throughmyexperience,Idevelopedareputationforleadership,businessdevelopment,mediarelations,andcopywriting.(Value proposition)Resultsinclude:(Results = ROI)

• Accommodatingrapidgrowthwhencompanydoubleditsrevenue,whilemaintainingcorporateidentity and integrity.

• Launchingeditorialtourinthreemarkets.MetwitheditorsatBetter Homes & Gardens, Woman’s Day, Good Housekeeping, among others.

• Securing36million+impressionsinnationalmediaincludingThe Today Show, Family Circle, and Popular Science, among others.

Inordertoachievetheseresults,Imaintainedongoingcommunicationwithseniorexecutives,sales,marketing,andmediasources.Icontinuallycreatednewwaystoincreasebusiness,gainfavorablepublicity,andimproveinternalcommunications.(Transition; Value)

GinaJacobsen,VicePresidentofCorporateCommunications,wroteinarecentperformancereview,“Thankyouforyourperseveranceanddedication.Yourcareandconcernfortheproduct,staff,andcompanyisanexampletoothers.Youareveryaction-orientedandfocusondeadlinesandgoals— andstayfocused.”(Quote; Brand)

Ibelievethatcommunityandcharitableinvolvementisfundamentaltobothpersonalandbusinessdevelopment.IofferexperienceservingonthecommunicationcommitteesoftheWisconsinOvarianCancerAllianceandMilwaukeeSymphonyOrchestra.IcurrentlymanagevolunteerandcharitablecontributionsforUnitedWay,CancerSociety,HabitatforHumanity,amongothers. (Relating your skills to the company’s brand and job target)

Iameagertoapplymycommitmenttoleadership,businessdevelopment,andcommunity involvementasacontributingmemberofyourfirmandwelcometheopportunitytodiscussmyqualificationsandideaswithyoufurther.Shouldyoudesireadditionalinformation,Iwillgladly responduponrequest.(Ask for the job.)

Imaybereachedat414-555-1234(days)or262-555-6789(evenings).Thankyouforyourtimeandconsideration.Ilookforwardtohearingfromyousoon.(Ask for the job.)

Sincerely,

Mary SmithMary Smith

How to network eFFectIvelY onlIne and oFF Networking is simply the No. 1 way people land new positions. In fact, according to CareerXroads Source of Hire Report, March 2011, “27.5 percent of hires are attributed to referrals. Referrals are the No. 1 source of external hires.” The study also states that “50.3 percent of all openings are filled through internal movement.” Internal movement counts as a referral. That means 77.8 percent of people are hired through people they know—their network.

How to cHooSe a networkInG GroupWhen deciding to join a networking group, ask yourself the following questions: Who needs to know about you to help you reach your goals? Does this networking organization serve your target audience for your career goal? Does it have members who are your audience? If not, it’s probably not the group for you.

What groups should you join? Join at least three types of groups.

• Peer group for brainstorming, learning, commiserating, and more important, for creating referral or alliance partners.

• Prospects: a group that is your ideal target market or knows your ideal target market.

• Professional business group or leads group, including professional associations, such as ASTD. Hiring decision makers often Google your name before meeting with you. Being associated with a professional organization can boost your online presence.

Now that you’ve chosen your top three groups for in-person networking, make a plan. Take five minutes before each networking event to

• rehearse your sound bite

• identify key players you would like to meet

• make a goal to meet at least three new people.

wHat to SaY at networkInG eventSHave at least three open-ended questions you can ask any person at the networking event.

Here are open-ended questions that encourage conversation:

• What brings you to today’s meeting?

• What one or two things would you like to take away from this event?

• What’s the coolest thing that’s happened to you all week?

Never ask: “Do you know anyone who’s hiring?”

Your goal is to create real and helpful connections, not close the deal on a job offer or try to collect the most business cards in the room.

networkInG onlIneThere are many social networks online to choose from, and I recommend picking three so you can manage them effectively. For job seekers, I recommend LinkedIn, Twitter, and Facebook.

The facts: 87 percent of employers now use LinkedIn, Facebook, and Twitter to find new hires, according to a June 2011 survey by the recruiting platform Jobvite. Of those, by far the largest number of people, 87 percent, rely mainly on LinkedIn, followed by Facebook at 55 percent, and Twitter at 47 percent (64 percent use two or more social networks for recruiting). And 95 percent of employers report they've hired through LinkedIn.

“Every executive should be on LinkedIn. We look at LinkedIn before ever looking at a resume.”

—Wayne Mitchell, Executive Recruiter, Career Thought Leaders Conference & Symposium,

March 2011

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“In a survey of more than 500 human resources managers, Office Team found

that 36% of respondents believe it's at least somewhat likely that resumes will eventually

be replaced by profiles on social and business networking websites.”

—Wired Workplace, 2011

Facebook’s fastest growing population is adults age 35 and older. They have 600 million users, with 200 million of those members using Facebook primarily on their smartphones. According to Booleanblackbelt.com, 1 in 20 LinkedIn profiles are recruiters and, per LinkedIn's website, LinkedIn has 100 million members.According to TechCrunch on March 14, 2011, “Twitter says that 572,000 accounts were created on March 12, 2011, with 460,000 new accounts per day over the last month on average.” And, per comScore, Google+ gained 20 million members in its first 21 days (July 2011). Google+ broke records with the volume of people joining in such a short time. With such rapid growth and easy acceptance of social networking tools, more and more tools will be created in the coming years. Choose the networks that best fit your job search and career management needs.

SocIal medIa proFIleSCreate a branded bio: Tell a story in your profile (bio). Don’t just regurgitate your resume information. Know that chemistry helps you land and keep a job. Likability counts, so be interesting. LinkedIn allows 2,000 characters (including spaces and punctuation, along with letters) for an online profile. Use them well.

Know what you want: When you start networking online, it’s important to know what you want to achieve from the activity. If you want a job, be sure your profile is professional and reflects your personal brand. Have a professional headshot (photo) as well. A professional headshot is important because, according to a classic 1968 study by A. Mehrabian in Psychology Today, only 7 percent of an initial impression is based

on what’s said, 38 percent is based on style of speech, and 55 percent on body language. Mehrabian also provides this explanatory note: “Total liking = 7% verbal liking + 38% vocal liking + 55% facial liking.” Plus, people like to know who they’re talking to—even online. A professional headshot helps people know, like, and trust you, and people like to hire people they know, like, and trust.

Be relevant and add value: Social networking gives you a chance to engage your audience, demonstrate your thought leadership, and set yourself apart from your competition. You can demonstrate your thought leadership by posting a link to relevant blog posts, news articles, and other resources relevant to your career and industry. As a leader, it is even more critical to demonstrate your expertise online.

Take action: Review your current social media networks and identify at least three action items from the above list that you can implement immediately. Make an action plan to effectively manage your online network.

Read more social media tips in the sidebar, How to Get the Most from Your Social Media Networks. These tips are proven to work and do not take much time to implement.

create a networkInG planSchedule a regular time each week to network. We all get busy, even when unemployed. By scheduling regular time in your calendar to network, it not only gets done, but you’ll feel more confident and comfortable in networking situations, avoid the hermit syndrome, and meet people who want to help you. Know that people do want to help you and see you succeed.

Schedule 10 minutes each day to use social media, which includes providing status updates, posting relevant links that demonstrate your thought leadership, and sending quick emails to those who’ve updated their statuses with wins. For example, if you read your LinkedIn updates and a friend has landed a new position, send her a brief congratulatory note.



Determine which offline, in-person groups you will join and how often they meet. Take an active role in the organization, such as serving as the chapter ambassador. This helps you meet more people and overcome some of the jitters of being in a new group.

Set networking goals for yourself. For example, when attending a new group, set a goal to meet three new people. Write this goal in your calendar where you’ve scheduled the meeting.

Prepare and rehearse your sound bite. Networking can take place anytime, anywhere. Be prepared.

Update your network regularly with the action steps you’ve taken. If a friend referred you to a contact and you set up an informational interview, let your friend know that you made the connection and got results.

Make your job search your new full-time job. Scheduling networking activities not only will help you feel more productive, but also will help you land your next job much, much faster.

IDeNtIFY YOur tArget COmpANIesIdentifying your ideal or target companies helps others help you best, when networking. Knowing where and with whom you’d like to work makes your job search much easier.

You can quickly find top companies using the Business Journal’s Book of Lists (http://bizjournals.com), which provides lists of the top 25 organizations in specific fields. Check the ASTD Job Bank (http://jobs.astd.org/) for job openings. Know that if a company is hiring for one position, they’re often hiring for more. Find out who is in charge of training and development (or your targeted department) and send your resume to that decision maker. They have the power to create a job opening for you.

Copyright © AStD12


HOW tO get tHe mOst FrOm YOur sOCIAl meDIA NetWOrKslInkedIn: • Write a compelling profileandfilloutalloftheareas,including

“skills”and“publications.”Whenwritingyourbio,startitwithyourfirstandlastnamefollowedbyyourbrandstatement.“FredSample,TheColdCallKing,is….”

• Personalize your LinkedIn invitations.Remindthepersonwhomyouwishtoinvitehowyouknowhimorher.

• Join relevant groups.(ASTDhasagrouponLinkedIn.)Beanactivemember.Answerquestions.Askquestions.Providerelevantandhelpfulinformation.

twItter:• Provide valuable, relevant information to your followers.

Don’tclutteruptheTwitterstreamwith“Hadcoffee.Wenttothegym.”Whocares?Instead,re-tweet(RT)aterrificarticleyousawfrom one whom you follow.

• Keep your tweets to 120 characters or less.Thisallowsthosewhore-tweet(RT)yourpoststoprovidetheirowncommentary.

• Avoid the “acronym graveyard.” Don’tusetoomanyabbreviationsoryourfollowerswon’thaveaclueastowhatyou’retryingtosay.

Facebook:• Create a professional presence.Provideappropriateprofile

information.Employersarewatching(Googling).• Don’t get too personal.Usethe“MomandBossTest”—if

you’dbeembarrassedifyourmomsawyourpostoryourbosswouldfireyou,don’tpostit!

• Check your privacy settings.Ensureyouareonthemostprivate.Askyournetworktodothesame.DisableFacebook’sfacialrecognitionprogramand“friendscancheckmein”feature.



Decision makers look for culture fit. Will this person be a right fit with our organization? Translation: “Will he or she stick?” As training and development professionals, you likely know the cost of onboarding a new hire. Decision makers do not want to make a wrong decision. Help them make a right one when they hire you by

• researching the company

• doing a Google search of senior management, including CEO and other key players

• identifying problems you can solve for them

• proving your value through solid, results-driven examples

• preparing an action plan for your first 90 days on the job.

Managers hire people who can solve their problems, so if you identify the type of problem you can solve for them, you are a strong candidate.

prepare Your Sound bIteNearly every interviewer will say, “So, tell me about yourself.” Have a short, branded sound bite ready that communicates who you are, your education, and one or two achievements that are directly relevant to the company and position you are targeting. This story should be no more than two minutes in length.

Some employers ask this question to find out how well you think on your feet and how quickly you can organize your thoughts. If you relate all of your responses to your strengths, then the interviewer remembers those strengths and qualifications. Develop and rehearse your sound bite in advance.

prepare at leaSt FIve car StorIeSChallenge, Action, Results (CAR) stories are stories about your experience that prove your performance. CAR stories specify the challenge your company faced, the action you took to solve the challenge, and the results you achieved from your action. Results are the most important part of the formula.

contact Your tarGet companIeSBased on your research, determine the best method to contact your target companies.

• Direct Mail: Identify the appropriate decision maker for your job target. Send your resume and cover letter, completely customized, to that person.

• Job Posting: Read the job posting carefully and customize your cover letter to address each qualification the ad specifies, in particular the preferred qualifications.

• Company Websites: Complete the company’s online application exactly as they specify. Be certain you meet all of the position’s qualifications prior to filling out the application.

• Personal Connection: If you have a connection in your target company, have the person you know hand your resume to the appropriate decision maker.

tAKe ACtIONSchedule your job search time and activities in advance. Enter it in your calendar. Be specific. Instead of “work on resume,” write, “Tailor five resumes and mail to five targeted companies.” Scheduling your job search activities ensures time is reserved for them.

When time for the scheduled activity arrives, set a timer. When your timer goes off, stop working on your job search and do something fun that releases stress, such as taking a walk, stretching, working out, or listening to music that cheers you up.

ACe tHe INterVIeW

know Your audIenceDifferent interviewers look for different things during the interview. For example, human resources interviewers primarily ask questions about your competency. Do you have the qualifications to fill the job opening? They will be particularly interested in your proof of performance.

Copyright © AStD14


HOW tO use YOur CAr stOrIesIn Your cover letterSUseshortversionsofuptothreeCAR(Challenge,Action,Results)storiesinyourcoverletter,withaprimaryemphasisonresults.UsetheCARstoriesthataremostrelevanttothetargetcompany,positiontitle,andifrespondingtoanad,thead requirements.

In Your reSumeYoucan

• bulletyourCARstoriesundereachpositiontitle• createanachievementsection“abovethefold”onpage

one of your resume.

Keepyourstatementsshortandfocusontheresults.Usingoursampleinthejobaid,Communicate Your Value, one achievementstatementcouldread:Broughttrainingin-house,which improved employee retention 3% in the first quarter. Inaddition,eliminatedsevenpeertrainerpositions,saving $167,000.

on Your IntervIewSWhentheinterviewerasksabehavior-basedinterviewquestion,you’llbeready.Startwiththeresults,then,whenprompted,youcanprovidemoredetailsontheprocessyouusedtoachieveyourresults(youraction).

wHen networkInGCARstoriesconveyyourvalueandbuildtrust.BecauseCARstoriesdemonstrateyourqualifications,yournetworkconnections feel more comfortable referring you to those whoneedtoknowaboutyou.Moreover,ifyournetwork

connectionsarenotfamiliarwithyourprofessionorabilities,CARstoriesprovideconcreteexamplesforthemtoeasilyunderstandwhatyoudoandhowwellyoudoit.Plus,theycanuseyourCARstorieswhentheyreferyoutotheirconnections!

Example:

Fred,I’dliketointroduceyoutoLucy.She brought training in-house, which improved employee retention 3 percent in the first quarter. She also eliminated seven peer trainer positions, saving $167,000.Youhavegottomeether.Ithinkshe’dbeagreat addition to your team.

wHen aSkInG For a HIGHer SalarY Ifyouwishtoaskforahighersalaryduringtheofferphase,youshoulduseadetailedCARstory,whichfocusesagainonthemonetizedresults,anddemonstratesthatyouwillquicklyhelptheorganizationrecouptheirinvestmentinyoursalary.Thesestories,especiallywhenusingdollaramountsinmoneysavedorsalesgenerated,showthatyouareworththeadditionalsalaryyouhaverequested.

wHen tarGetInG a promotIon or HIGHer SalarYAfteryou’vewonthejobandfeelreadytoaskforapromotionorsalaryincrease,yourCARstorieswillstillhelpyou.Trackyourresultsthroughoutyourcareer,includingyournewest job. Using this formula to communicate your results (achievements,specialprojects,initiatives)duringyourperformanceevaluationcanhelpyoulandapromotionandsalary increase.



prove your performance in terms employers love—dollars. By demonstrating your value in monetary terms, employers can quickly assess their return-on-investment (ROI) in your annual salary.

tHe one eaSY queStIon to aSk to Get a better dealIs this salary negotiable?

Yes, that’s the question. So simple, yet so effective. While you are likely a salaried professional, let’s look at this on an hourly basis. Using a 40-hour work week as an average, this translates to 2,080 work hours per year. Getting a $1-per-hour increase from the original number translates to $2,080 per year. Most people garner a much greater salary increase than this when asking, “Is this salary negotiable?”

IF tHe one queStIon doeSn’t workKnow that everything is negotiable. If a company won’t budge on salary, they may budge on other areas of compensation including vacation time, compensation (or comp) time, cell phone, travel expenses, or other perks.

acceptInG tHe oFFerYou negotiated a fair wage and compensation, congratulations! Now, it’s time to accept the offer. The No. 1 rule: Get your offer in writing. No exceptions.

It’s A WrAp!You are now ready to get the job you want at the salary you deserve! You’ve identified your ideal job and know what you want; this way, you know when you achieve the right-fit job for you. You created a search strategy that’s right for you—including online and offline networking activities, because you know that networking is the No. 1 way people land new jobs. You created your CAR stories and learned how to ace the interview. And you know your market value and are ready to negotiate a successful offer. Go get ‘em!

Having at least five stories prepared and rehearsed in advance of your interview will help you easily address the interviewer’s behavior-based questions. These questions typically start like this: “Tell me about a time when….” Recruiters ask these types of questions to determine behaviors that revolve around various qualities employers seek in an ideal candidate such as leadership, initiative, work quality, and so on.

Please use the job aid, Communicate Your Value, at the end of this Infoline to create your stories. For more tips on how to use your CAR stories throughout your career search, please read the sidebar, How to Use Your CAR Stories.

Finally, never ask either of these questions on your first interview:

• What is the salary?

• What are the benefits?

If the interviewer asks you what you’d like to earn, provide a range, and make sure your range is appropriate for the position level and geographic region. More salary negotiation resources are provided in the resource section of this Infoline.

NegOtIAte tHe OFFerIn order to get the salary you deserve, it is important to know your market value. Sure you may have 20 years of experience at one firm; however, you likely rose up the ranks and earned a raise every year during your tenure. With this in mind, it is beneficial to get a feel for what’s happening in the market.

To find out, go to http://salary.com and enter your desired job title and geographic location. How does your current salary fare in the marketplace? High? Low? On target? This website gives you current and realistic information for your market. Use this as a measuring stick for negotiating your salary.

Know and communicate your value. Use the job aid, Communicate Your Value, and the sidebar, Accomplishments Rule, to create statements that

16


reFereNCes & resOurCesaSSeSSmentS Job SearcH

Copyright © AStD

MAPP (Motivational Appraisal of Personal Potential): http://bit.ly/q4ShuO

Myers-Briggs Assessments Online: http://www.myersbriggsreports.com/

True Colors (personality assessment): http://www.truecolorscareer.com/

certIFIed career coacHeS and counSelorSCertifiedCareerCoaches.com: http://

certifiedcareercoaches.com/search.php

Quintessential Careers: http://www .quintcareers.com/Career_ Masterminds.html

The Academies: http://www .theacademies.com/find-a-coach/ career-management-coach/

The International Coach Federation: http://www.coachfederation.org/

GovernmentMy Skills, My Future: http://www

.myskillsmyfuture.org/

Occupational Outlook Handbook: http://www .bls.gov/oco/

O*Net Online: http://www.onetonline.org/

USAJobs: http://usajobs.gov/

Troutman, K., Federal Resume Guidebook. (5th Edition). Indianapolis: Jist Works, 2011.

———. Ten Steps to a Federal Job. Baltimore, MD: The Resume Place, Inc., 2011.

IntervIewInGDavila, L., and M. King. Perfect Phrases for

Perfect Hiring: Hundreds of Ready-to-Use Phrases for Interviewing and Hiring the Best Employees. New York: McGraw-Hill, 2007.

Kennedy, J.L. Job Interviews for Dummies. (3rd Edition). Hoboken, NJ: Wiley, 2008.

ASTD Job Bank: http://jobs.astd.org/

Career Builder: http://careerbuilder.com

Future Focus® career management ezine (free): http://bit.ly/FFezine

Job Start 101: http://www.jobstart101.org

Local Job Network: http://us.localjobnetwork.com/ (Enter your city; takes you right to the local site.)

Monster: http://monster.com

Opportunity Knocks™: http://knocks.com

networkInGBoolean Black Belt. “Recruiters Account for 1

in 20 U.S. LinkedIn Profiles,” 2009. Link: http://bit.ly/rqbYBX.

Crispin, G., and M. Mehler. “10th Annual CareerXroads Source of Hire Report: By the Numbers,” 2011. Retrieved from http://careerxroads.com.

Ferrazzi, K., and T. Raz. Never Eat Alone: and Other Secrets to Success, One Relation-ship at a Time. New York: Doubleday Business, 2005.

JibberJobber: Tool to manage your network connections throughout your job search and career: http://knocks.jibberjobber .com/login.php

Rock Your Network®: http://rockyournetwork.com

Terwelp, W. “Rock Your Network: How to Re-build Your Network in Five Minutes a Day Online and Off.” Opportunity Knocks™, 2009. Link: http://bit.ly.RYNbook”

Whitcomb, S., C. Bryan, and D. Dib. The Twitter Job Search Guide: Find a Job and Advance Your Career in Just 15 Minutes a Day. Indianapolis: Jist Works, 2010.

perSonal brandInGArruda, W., and K. Dixson. Career Distinction:

Stand Out by Building Your Brand. Hobo-ken, NJ: Wiley, 2007.

Beckwith, H., and C. Beckwith. You, Inc.: The Art of Selling Yourself. New York: Warner Business Books, 2007.

Chritton, S. Personal Branding for Dummies. Hoboken, NJ: Wiley, 2012.

Conrad Levinson, J., and D. Perry. 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. (3rd Edition). Hoboken, NJ: Wiley, 2011.

Frankel, L.P. “Nice Girls Don’t Get the Corner Office: 101 Unconscious Mistakes Women Make That Sabotage Their Careers.” Busi-ness Plus, 2004.

Godin, S. Linchpin: Are You Indispensable? New York: Portfolio (Penguin Group), 2010.

Good Reads. “Rita Mae Brown Quotes.” Link: http://www.goodreads.com/author/quotes/23511.Rita_Mae_Brown

Heath, C., and D. Heath. Made to Stick: Why Some Ideas Survive and Others Die. New York: Random House, 2007.

Klaus, P. Brag! The Art of Tooting Your Own Horn without Blowing It. New York: Warner Business Books, 2004.

Mehrabian, A. “Mehrabian’s Communication Research.” Link: http://www.businessballs.com/ mehrabiancommunications.htm.

Reach: http://www.reachpersonalbranding .com/certification/find-a-reach-certified -strategist/

Tieger, P. and B. Barron-Tieger. Do What You Are: Discover the Perfect Career for You Through the Secrets of Personality Type. New York: Little Brown & Co., 1995.

SalarY neGotIatIonSBabitsky, S., and J. Mangraviti. Never Lose

Again: Become a Top Negotiator by Asking the Right Questions. New York: Thomas Dunne Books, 2011.

Chapman, J. Negotiating Your Salary: How to Make $1000 a Minute. (6th Edition). Landover, MD: Mount Vernon Press, 2008.

Nitzsche, T. “Salary Negotiation Strategies” (script). Retrieved from: http://www .knocks.com/News/articles/ SalaryStrat.html

Salary.com: http://salary.com

AStD press grants permission for the material on this page to be reproduced for personal use.

JOb AID

17


COmmuNICAte YOur VAlueThefollowingjobaidwillhelpyouidentifyyourCAR(Challenge,Action,Results)stories.Thefirstrowisfilledoutasanexample;usetherestofthetabletoidentifythechallengesyouhavebeenfacedwith,theactionyoutook,andtheresultsachieved.

cHallenGe: wHat cHallenGe dId Your

companY Face?

Recognizedtheneedforanestablishedin-housetrainingdepartmentduetohighturnoverandeliminationofsevenpeertrainerpositions.

actIon: wHat actIon dId You take to

Solve tHe cHallenGe?

Establishedanin-housetrainingdepart-ment and owned the entire onboarding process.

Startedateam-leadtrainingprogramwherethreeteamleaderswerepromotedfrom within.

reSult(S): wHat quantIFIable reSult waS

acHIeved bY Your actIon?

Retentionimprovedby3percentinthefirstquarteralone.

Eliminationofpeertrainerpositionssavedanestimated$167,000.

Developed by Wendy Terwelp, Opportunity Knocks™, http://knocks.com


JOb AID

18


CAreer seArCH ACtION plANBelowisacareersearchactionplan,acontractwithyourselfasyoumoveforward.Irecommendhavingapersonyoutrustbeawitnesstoyouractionplan.Theaccountabilityfactorhelpspeoplegetthingsdone.Plus,you’vegotabuilt-insupportpartneraswell.

Makeatleastfivecopiesofthisactionplanastheseareweeklyactionitems.

I will contact ____________ of potential referral sources this week. (Friends,relatives,professionalorganizations,recruiters,andsoforth)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

I will schedule __________ one-on-one meetings with key contacts this week.

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

____________________________________________________________ (name) ____________________________________ (number)

I will send _______________ recruiters my resume this week.

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

I will research _____________ company websites and identify decision makers for my career target this week. Make a list ofthecompanynames,websites,andkeydecisionmakers.

_________________________________________________________ (company) ______________________________ (decisionmaker)







JOb AID

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I will send my resume to five companies this week. (Listcompanynameanddatesent.)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

____________________________________________________________ (name) ___________________________________ (datesent)

I will attend ____________ networking events this week.(Professional,Business,CareerSearch,orTweetUps)Enterthedates,andyournetworkinggoalsforeachevent,intoyourcalendar.

I will follow up on the following contacts, referral sources, or resumes sent either by telephone, follow-up letter, thank you note, or email this week:

Name:

Address:

Phone:

Email:

Website:

Typeoffollow-upinitiated:

Name:

Address:

Phone:

Email:

Website:


Name:

Address:

Phone:

Email:

Website:


YourSignature: _____________________________________________________________________ Date ______________________

Witness: ___________________________________________________________________________ Date ______________________



JOb AID

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QuIz: leArNINg CONFIrmAtIONTakethequizbelowtotestyourselfandseeifyou’rereadytostartyourjobsearch—andbesuccessfuldoingso!

1. Whatmustyouknowbeforeyoustartyourcareersearch?HINT:Thisonethingaffectstheentirecareersearchprocess,fromcreatingyourresume,tonetworking,tohandlingtoughquestionsoninterviews.

_____________________________________________________________________________________

2. Whatisonesocialmediatoolyouwilluseduringyourjobsearch,andwhatisoneactionitemyouwilltakewiththistool?

_____________________________________________________________________________________

_____________________________________________________________________________________

3. Whatisonetoolyoucanusetoidentifyyourbrandattributes?

_____________________________________________________________________________________

4. Whatisyourpersonalbrandstatement?

_____________________________________________________________________________________

_____________________________________________________________________________________

5. Whatquestionmusteverycoverletteraddress?

_____________________________________________________________________________________

_____________________________________________________________________________________

6. Whatmustyouremembertodoinallofyourcareersearchcommunications?

_____________________________________________________________________________________

7. WhatdoesCARstandfor?

_____________________________________________________________________________________

8. Whatisonetechniqueyoucanusetoaceyournextinterview?

_____________________________________________________________________________________

9. Whatistheonequestionyoumustneveraskinanynetworkingsituation?

_____________________________________________________________________________________

10. Whatistheonequestionyoucanaskduringsalarynegotiationsthatcannetyouasalaryincrease?

_____________________________________________________________________________________


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