Chapter 1 - AAGHHHH! (The Mind of the Job Seeker)

“Time to look for a new job,” means either you are unsatisfied with your current position or you are currently lacking a position. Either way you are dealing with stress. The stress is a result of the apparent situation, as well as the fact that you must now put your skills and accomplishments on display to be critiqued, cope with rejection, deal with a multitude of recruiters and HR professionals, and spend much of your precious time researching employers and finding positions. It’s enough to drive many people completely mad. I understand.

I understand, but employers and recruiters don’t have time to understand. They are trying to sift through numerous resumes, pre-screen potentially qualified candidates, interview and evaluate candidates, and justify the cost and need of hiring for a position. Becoming emotional during a job search is the best way to be eliminated from the short list of candidates.
So, how do you keep your emotions in check?
· Take your emotions out of the equation. Your job is not a complete definition of who you are. Consider your job search as a temporary project you must complete for your career (which is really all it is). Remember the “big picture.” Your career expands 20+ years, the project of searching for your next job last a few months, give or take.

· Focus on the positive news. In the best market, when unemployment was at the lowest point, employers were shutting down or downsizing. During the Depression there were employers expanding and generating revenues. It is always possible to play the victim of a force that is not in your control. However, it’s not going to help much. Stay focused on who is doing well, why they are doing well, and take notes.

· Eliminate negative energy. If you are working in a job that is inhibiting you from maintaining the right attitude during your job search, find a way to get out. Many professionals have taken temporary low-level jobs so that they could maintain the right mindset as they transition to their next career step. Friends and loved-ones often unintentionally become NaySayers out of concern for your well being. Keep them assured that you are in control, and appreciate their support. Limit contact with anyone who consistently expresses negative concern until you are back on your feet.

· Stay social. Searching for a new job takes time. If you are also working while searching for your job, you probably feel as though something has to give. Don’t let it be your social life. If you are involved with a church or community center, stay involved. Continue to be involved with your friends and family. If you need to cut social activities that involve money, be sure to replace them with free activities, such as volunteering. Not only will you keep your emotions in check, you will have ample opportunity to network.

· Get your finances in order. Get a clear perspective of exactly how much money you need. You may need to cut down on dining out, or eliminate an extracurricular activity. In more extreme cases, you may need to downsize your current lifestyle by trading in your car for a less expensive model or even downsizing your house. The important thing is to make sure that money issues are not contributing immensely to the already stressful circumstances of a job search. Be sure to check into other services that can help you out if money is tight. Government services are discussed later in this manual, but also check into Credit Counseling Services, and other non-profit organizations. Resist the urge to increase your debt. If you do need to borrow money, research all your options, family, friends, refinance of mortgages and so forth. Be sure you understand and are willing to accept all the implications of borrowing money.

Remember:
As a rule, people do not like change. However, Life, in all it's infinite wisdom, forces change upon us, which often times makes us stronger, smarter, and overall more evolved people.

Chapter 2 - What Did I Do at That Employer? (Cover Letters and Resumes)

Cover letters and resumes are the very first impression that a future employer gets of your qualifications. Unfortunately, most people are not professional resume writers and become scattered and disorganized when it comes time to document all their experience and qualifications. What should you say about yourself? What format is most effective? What is a cover letter for?

When is a cover letter needed? Most job search literature has one answer. Always. It is often suggested that a cover letter, written in a standard business format, stating the job you are seeking and why your resume should be considered, should always accompany your resume. This is a lovely idea, but….

More often than not, when a resume and cover letter are submitted electronically (which is the most common and preferred way), not only is the cover letter not read, it is often not even opened. If you are applying to an advertised job opening, the recruiter or HR professional that is screening through the ad responses are simply scanning your resume for key words. If they took the time to read each cover letter, no job openings would ever be filled. If your resume does not win you an interview for that particular position, it is usually bridged into a searchable database, and the cover letter that you so diligently created and submitted with your resume gets “filed.”

So, let’s rewrite the rules of cover letters. When is a cover letter needed? Always! Now that you are thoroughly confused, let me explain. If you submit a resume, to anyone, regarding any type of position, without some sort of introduction to yourself, you are playing roulette with your resume. Maybe it will land on the right hiring authorities desk and be considered for the appropriate position, and maybe not. The trick is creating the most effective introduction for each specific situation.

Situation 1: Advertised Job Opening – The traditional response to an advertised job opening is to send your resume and cover letter to the contact information provided. In such a case, be sure that you read and understand any and all requirements or requests stated in the ad. If the ad asks that you mail your resume in, then it would be appropriate to submit your resume with a general business formatted cover letter, via MAIL, not e-mail. If the ad asks that you provide salary requirements and history, be sure that you include that information. If you are able to respond via e-mail, be sure to introduce yourself in the text of the e-mail. An attached cover letter may not get opened. Keep the introduction short and sweet. Include the title of the position you are applying for and any applicable reference number, and briefly describe your qualifications using the key words that were in the advertisement. This should be enough to get your resume reviewed, and it is your resume that will get you an interview.


Situation 2: Consideration for Future Openings – This is for the more passive job seeker. You are currently in a satisfying position, but you are intrigued with an up and coming employer, and you want to introduce yourself. First, you need to know who to introduce yourself to. Learn about the organizational structure, which department you see yourself fitting into and who is the most influential person in that department (the most influential person is not always going to be the hiring authority) and then properly introduce yourself. Ideally, introduce yourself briefly at a public gathering and pay tribute to the employer’s accomplishments. Then follow up with a letter stating your interest in being a part of the organization and highlighting what you can contribute to the team, as well as your resume. If you choose to do this electronically, be sure the cover letter is in the text of the e-mail. It is more likely to be read if they don’t have to go through the trouble of opening a document.

If you do not have an opportunity to personally introduce yourself, send a complimentary letter expressing your interest in joining the organization and highlighting what you can contribute, but exclude your resume. This will increase the chance of your letter being read, because your chosen audience will not have the preconceived notion that your letter should be directed to the recruiting department. This also gives you the opportunity to follow up in the near future with your resume. This strategy could be successful for the more active job seeker that is very patient.

Situation 3: Personally Created Position – This is for the entrepreneur spirit, the person who has done their research and targeted the employers they want to work for. It doesn’t matter whether or not the employer has a job opening; this candidate has already created the job opening. People are hired to fill in gaps and resolve issues, specifically in areas that will ultimately result in added revenues. It doesn’t matter if your chosen employer is currently downsizing. If you have a service to offer that will generate more revenue than your salary, you will get the job. First, however, you must get noticed. Again, this means targeting the most influential person within the organization. (Remember, the most influential person is not always going to be the hiring authority.) To get their attention you must be armed with a very intriguing and detailed mini-business plan for the created position, complete with numbers and dollar signs. This is far from a traditional cover letter.

To recap, every resume should have some sort of introduction, some more complex, some simply stating the position you wish to be considered for. But, NEVER send a generic cover letter to “whom it may concern” restating what is obvious on the resume, unless you want to be considered for a job in spam.

Now that we have covered cover letters, it’s time to tackle the, oh so intimidating resume. Just saying resume often conjures up fear and anxiety. Why? You are to create a document that briefly explains all your best attributes and strongest skills, in an easy to read format that will stand out among a pile of other resumes. This can be so overwhelming that people often are more than willing to pay the going rate of up to $500 to have a “professional resume writer” create their personal resume. But, does that resume truly represent who you are?

Creating a resume is intimidating because of our fear of rejection. However, it is a representation of who you are, and you want to be hired in an organization that appreciates the skills and abilities you have. A professional resume writer can ensure proper grammar and spelling and an easy to read format, but they don’t necessarily know your chosen industry and your strengths and talents that need to be highlighted. Also, unless you are paying the writer to be on stand by, the created resume won’t always be the best representation for each job. Sometimes revisions need to be made so that certain relevant skills stand out that are more appropriate for a specific job. Finally, if you invest your time to personally create your resume, you will be better prepared during the interview. So, let’s break the resume down into small pieces, and create a personal winning document.

The very first step is deciding what a resume should say. Consider this the rough draft of the resume. Sit down at your computer or with pen and paper and just start writing. Don’t worry about grammar, spelling, format, and time frames, just write. Imagine that you are defending each position you had, going through everything you ever did for each employer. Don’t just list the typical job description, list when you went above and beyond the call of duty, when did you save the day, what skills did you learn and how did you learn them, what leadership roles did you have, how did your position make or save the employer money.

You have that written, your not feeling so intimidated anymore. Didn’t know you had so much talent, did you? Well, now we need to organize all that information. Reading through your rough draft will give you an idea of why you’ve been hired and what made you successful at your previous jobs. Either technical, management, sales, or service skills will dominate your achievements. Which ever it may be will become the theme of the resume. Meaning, each sentence describing your experience will also highlight your dominant achievement.

Be sure you are backing everything up with concrete examples: how long or what percentage of the time you provided a service or used a certain technology, or the amount of money, data, or customers you worked with each day. Also be sure to clearly explain the result of your efforts. Did you save an employer money, make them money, or make a process more efficient?

Now that you know what you want to say, we need to put everything in an easy to read format.

There are three typical types of resumes: Chronological, Functional, and a combination of the two.

The Chronological Resume is the straight forward, easiest to read format. In a Chronological Resume your positions are listed in reverse chronological order, starting with your most recent employer. Beside each employer is the month and year that you were employed. It is very important not to leave out the month, though many people do. If the date reads 2000-2001, the recruiter or hiring authority is left to wonder, “Was that December 2000 – January 2001, or January 2000 – January 2001?”
Each position clearly explains the products/services the employer provided, your role(s) within the employer and major accomplishments. This can be achieved with bulleted sentences or in paragraph form. Be sure however to bold key words, but don’t go overboard. You want keywords to stand out, not blend in with a sea full of bolded words.
People with many years experience or who have held multiple jobs will struggle keeping their resume a reasonable length. Consider how far back in time you feel obligated to list employment on your resume. Do you really need to list the support job you had 20 years ago when you are applying for the Senior Management role? Maybe, but most likely not. Do not leave gaps in your employment, however. If that support job was during a transition 2 years ago, list it.

The Functional Resume is often suggested when you would prefer to highlight your skills rather than your employment history. Many people who have been contracting or have had a run of bad luck with job stability prefer the functional resume. The format is to discuss your experience, accomplishments, and skills in a couple of specific paragraphs with no set time line or direct reference to the employer. The problem with the Functional Resume is that recruiters and hiring authorities are often skeptical of them. “Where did all that experience come from?”

The Combination Resume combines the functional and the chronological resume. The Combination Resume highlights your experience, accomplishments and skills first, then lists the employers in reverse chronological order. This format is often difficult to follow and is still open to skepticism and questions.

Other sections that are included on a resume are Education/Certifications, Objectives, and Other Activities.

“Education and Certifications” are important to some employers, but not to all employers. It should be one of the last things listed on your resume unless you are a recent graduate. The employer who seeks out candidates with certain degrees and certifications will take the time to read your resume further to find out if you have them, AFTER they are impressed with your experience.

The “Objective” of the resume is often the very first section. It is meant to introduce the resume to the chosen audience and ideally to set the tone for the rest of the resume. Therefore, a poorly written objective is detrimental. If you are seeking a position similar to those you’ve held in the past, and you have written a clear and effective resume, an objective is not often needed. However, if you choose to include an objective, it should be no more than two or three sentences, stating briefly the type of position you are looking for and a few key points of why you are qualified for such a position.

“Other Activities” is a section that explains who you are outside of work. This section can include organizations you belong to, other leadership roles you have been in, and overall other interests. This section is not required on a resume. However, if you do decide to include it, be sure to keep it brief and not to divulge information that is too personal such as political or religious beliefs, age, or marital status.

There are a few rules that are common to all resumes. The absolute “Do’s and Don’ts.”

Presentation. Remember the resume is a representation of you. You wouldn’t go to an interview not dressed properly and neither should your resume. This doesn’t mean dressing your resume up with logos, graphics, or cool fonts, unless you are seeking a career as an artistic designer. Instead, keep the resume conservative and professional. Also, do not include a picture of yourself. Many employers have a policy of not considering any resume with an attached photo for fear of a possible discrimination issue. Use a sharp-looking font such as Times Romans, Arial, or Helvetica. Be sure that your key words stand out at a first glance. Your choice of paper, if mailing, does not have to be resume paper. In fact, standard white or cream color paper of a decent weight is your best choice because it can be easily scanned into the employer’s database.

Format. The format is decided on after the content is written. As you read through your initial rough draft, it should become obvious which format should allow the information to be easily digested.

There are a few guidelines to formatting:

· You are not writing a book. Be sure that if you choose to write paragraphs, they are short and the key words stand out. Bullets are a good way to list your experience and achievements in an easy to read format. Each bullet should highlight only 2-3 sentences, so be sure that you are able to express your background briefly and effectively. When using a combination of bullets and paragraphs, you risk confusing your audience. Remember, your resume is initially scanned for key words; the reader needs to be directed to the areas that should be scanned first.

· Don’t overdo bold and italic type. Bold and italic are used to direct the reader’s eye to a specific section. Over use of either will defeat that purpose. Also, be sure your font is no smaller than 10 point.

· Don’t try to cram everything on a few pages. It’s true that resumes that are longer than two-three pages are considered a book. That is because there is too much content to go through. Cramming the content on fewer pages does not reduce the clutter. If you find you have excessive information, rewrite the content until you have said everything you want to say using fewer words.

Spelling and Grammar. Should seem obvious that there should be no spelling or grammar errors on a resume, but….

A common example is a candidate applying for a management position and on their resume they say the have been a manger. You, as the author of the resume, are usually too focused on content and formatting to notice spelling and grammar errors, even if you are looking for them. Be sure to have a couple of your friends proof read your resume before you send it out.

Short Tenures and Employment Gaps. One red flag that has injured many job seekers is short tenures at their positions. Usually there are very good reasons, but often the candidate does not get a chance to explain those reasons. If the job was a short-term contract, or you were laid off, list it near the date of employment. If you have been a contractor for a while and you are now seeking a permanent position, explain why, either in your introduction or objective. Be sure that you can express that you truly do want a permanent job and you are not considering contract. An employer does not want to risk the cost of hiring you just to have you take a higher paying contract job 6 months down the road. The same is true of employment gaps. Don’t leave your audience wondering; briefly explain on you resume why there is an employment gap (went back to school, cared for a family member, illness). You do not need to give personal details, just eliminate questions.

Incorrect Information. We're not suggesting that you would outright lie on your resume. However there is data that says around 80% of the resumes have at least one piece of incorrect information. This can damage your credibility in very severe ways.

There was a candidate that had completed a very long and intense interview process for a job he truly wanted. Everything had gone great and he was told that HR was putting an offer together. A few days passed and the employer called to say he would not be getting the job offer after all. Why? They had stumbled across a previous resume of his, from a few years
back, that was not consistent with the current information he was providing. These stories are very common, so be sure your resume is an absolute accurate representation of you.

Inflated Titles. You truly may have been President of Marketing at the company you and your buddy started, but consider the interpretation of that title when you are applying for the copywriter position. Be sure your titles represent where you are on your career ladder. Also, the title on your resume should be consistent with the title your previous employer has listed. It would be awful if you thought you were a Project Manager, but when references were checked, your previous employer has you listed as a Jr. Associate.

References. You do not need to provide references with your resume. Many people opt to reserve their references until they are in the interviewing process. Whenever you decide to provide references, be sure you choose a good representation of supervisors, peers, and personal acquaintances. Ask your chosen references permission before listing them, and be sure you have a good idea of what they are going to say about you. References should never be listed on the actual resume, but on a separate sheet of paper. Also, even if you chose to submit your references with the resume, be sure to bring multiple copies with you to the interview.

Letters of Recommendation. Letters of recommendation are a very effective and a very under utilized form of reference. You can provide copies of your letters of recommendation with a resume or during the interview process. A former employer or client usually writes a letter of recommendation. It formally expresses your strengths and talents and recommends you for the position that you are seeking. It shows that your previous employer or client thought well enough of you to take the time to write a complimentary letter on your behalf. Because they are not often used, they do spark interest in the employer, recruiter, or HR representative. Also, even if you chose to submit your letters of recommendation with the resume, be sure to bring multiple copies with you to the interview.

Chapter 3 - Got the Resume! Now What? (Creating a Plan of Action)

You thought getting your resume together was difficult, now begins the real challenge. It’s time to decide what you want to do. This is equivalent to going to a restaurant with a 50-page menu and deciding what to have for dinner.

What are your priorities? Seems like a simple question, but most people don’t know the answer. Let’s go back a bit further; why did you get on the particular career path you are traveling? What were your dreams and visions of the future when you first started out? What has been fulfilling about your particular career path? What has become more of an illusion than a vision? These questions are much more direct and you probably know the answers.

Returning to your present situation, what is important to you in your personal life? How has your career affected your personal life? Is there anything that is going to change soon in your personal life? If so, how does your career need to adapt?

Do you know these answers? Probably. So now you can extract your priorities from these answers. Are they?

___ Money / Benefits
___ Family
___ Flexibility
___ Employer Culture
___ Career Growth / Responsibilities
___ Common Personal Values
___ Independence
___ Travel
___ Your Place in the World
___ Additional Training and Education

These are just some ideas to get you started. Once you have defined your priorities, you have cut the 50-page menu in half. However, there are still more decisions to consider.

There are very few jobs, if any, that is a perfect match. However, many can be enjoyable and fulfilling. The way to narrow down which jobs you would enjoy and which jobs would be equivalent to serving prison time is to decide what you “Must Do, May Do, and Won’t Do?”

The key to this exercise is to be honest. Many people who are in need of a job decide they are willing to do anything. Anything? Really? For how long? Where will that get you in the long-term?


Start out with what you “must do.” You can get this information from your priorities that you have listed. Then research and learn what other responsibilities may be included within the chosen career. These responsibilities will differ depending on the industry, location, employer philosophy, size of the employer, and employer’s place in the market.

Once your list of possible additional responsibilities is complete, you need to honestly evaluate which ones you “may do” and which ones you “won’t do.” This exercise narrows the menu down to a reasonable selection.

Have you ever gone to a restaurant and saw a very appealing menu item, but when you went to order it, you were informed the kitchen had run out of that particular item. The employment market is very similar. There are many job titles, and descriptions, career paths and future opportunities, but they are not always available. If you listen to the media during a recession, you will begin to think the “employment” restaurant has closed. As mentioned earlier in this manual, in the best market, when unemployment was at the lowest point, employers were shutting down or downsizing. During the Depression there were employers expanding and generating revenues. You need to be able to evaluate what is really going on in the market. Stock Reports and Financial Analyst are not always going to be your best bet.

First, let’s consider the life cycle of a new product. When a new product is a twinkle in an inventor’s eye, Research and Development is hired to understand how that product will affect the current market. Once the new product is found to be viable, a Production Team is hired to create the product. Ideally, Quality Control is put into place to test the product. The very important next step is to get Sales and Marketing people to sell the product. Logistics for shipping must then be put in place. Once the product is out, a Support staff needs to be hired. Finally the Administrative staff needs to grow to control the new flow of money.

The final stage of a new product life cycle is competition. If the new product shows profit, other employers in the industry will begin with their own Research and Development team, and so on.

So, as you hear about the latest and greatest products coming out, consider where your role falls into the life cycle, and time your introduction to the employer appropriately. Watch all job ads within the chosen industry. If you are in quality control, and you see lots of job ads in production, get ready to interview.

Many jobs are not necessarily industry specific. Even if you spent your entire career in one industry, evaluate how other industries work and where you might fit in. Watch for growing industries. Growing industries have many signals. First, the government keeps statistics on growing industries and with a little research you can get your hands on those stats. Also, pay attention to media advertisements, commercials, print ads, and, billboards. Money spent in advertisement is meant to promote growth.

Make sure you keep your eyes and ears open for what the government has their hands in. State and local governments provide all sorts of funding to promote certain industries that they feel will contribute to the community. All divisions of government make up laws and policies that directly affect the future of industries.

Be sure not to be shaken if a major player within an industry gets knocked down. Consider if there were extenuating circumstances. Consider also, at times when an industry giant crumbles, the sun is let in for the small twigs to grow and expand the industry as a whole.

Consider employers that are laying people off. That sounds crazy, but just because a division within an employer is laying off doesn’t mean the employer isn’t hiring for another division. Often times the employer is shifting their resources to a more viable area. Also, at certain times of the year, public employers feel the need to reduce head count, but they still need people in place to do the job. This is a good time to enter the employer as a contractor, ideally to transition to a permanent employee when the time is right.

An important step in planning your job search is making sure you are aware of your legal rights and any government assistance available to you.

Government Agencies Protect and Assist You

Did you know that the 3 primary Federal Agencies that administer and enforce employment laws also could assist you in your job search?
Department of Labor (DOL)
The Department of Labor (DOL) administers and enforces over 180 employment laws as well as provides truly beneficial re-employment services. Contacting the DOL should be a top priority of any unemployed job seekers. You might be surprised in what they can do for you!

The DOL administers unemployment benefits for qualified individuals. (You might qualify for a weekly check – find out!)

If you were laid off or let go from your former employer (or even a recent prior employer) you should go to your local DOL office and apply for unemployment benefits. If you were working on a W-2 basis, your former employer was required to pay unemployment insurance for you. You may qualify to receive weekly unemployment pay. This money could help to tie you over while you are looking for a new job. The process for applying is very easy. You should take your separation notice (from your former employer – and required by law) to your local Department of Labor office. They will give you an application/information form to fill out (it takes about 30 minutes). In some cases it can even be filled out online. Then you will meet with a counselor who will explain how to certify for a weekly check. It’s simple! If you don’t apply you’ll never know – you may have money available for you!

Do you have student loans? If you have government subsidized student loans, your monthly payments could be made while you are receiving unemployment benefits. You should call the company that holds your student loan and inform them that you are currently unemployed and working with the Department of Labor, then request assistance. Your monthly loan repayment, at a minimum, may be put on hold, and at best, could be paid for you.

There are also a variety of free re-employment services available by the DOL. They include job search seminars, employment counseling, financial management courses, and referrals to training and career development classes just to name a few.

The DOL also offers a free resource library, which may give you access to:
· Books
· Videotapes
· Phones
· Fax and copy machine usage
· Computers with Internet access.

As an active job seeker you should be aware that the DOL enforces the Fair Labor Standards Act, which requires employers to adhere to wage and overtime requirements. The Fair Labor Standards Act defines minimum wage and requires employers to comply. It also requires employers to pay time and a half for any hours an employee works over 40 hours a week. There are exceptions to both laws. If your income is primarily based on tips or commissions an employer may not be required to pay minimum wage. Note that if your position is of a professional nature or salaried, your employer may not be required to pay overtime. When you evaluate opportunities you should keep this law in mind.

I have worked with many people who have complained about the number of hours they work each week without receiving any overtime pay. Typically their positions do not qualify for overtime because of the professional nature of the position. In many cases, if the person were aware of the hours they would be working they would have negotiated a higher salary, bonus structure, or comp time.

Did you know that men and women both are eligible for leave under the FMLA? The DOL also enforce the Family Medical Leave Act, which allows employees to have up to twelve weeks unpaid protected leave for the birth or adoption of a child, for a serious illness, or for a serious illness in an immediate family member. (Employers are required to adhere if they employ more than fifty people and you have been employed for a year.) The law requires an employer to have the same or an equivalent position available when you return from FMLA qualified leave.

The DOL administers Worker’s Compensation as well. If you have ever been to the emergency room, a chiropractor, a surgeon or sometimes even your general practitioner you have been asked if you were injured on the job. That is because often your regular insurance does not cover injuries that occurred on the job. Your employer is required to carry Worker’s Compensation insurance on you.

Listed below are a few additional areas in which the DOL administers and/or enforces. Please be aware that this list only includes the areas that I feel are most vital to job seekers. For a complete list and details please contact the Department of Labor directly.

· Wages and Hours
· Safety and Health
· Pension and Welfare
· Unions
· Polygraph Protection
· Garnishment of Wages
· Veterans Protection
· Migrant and Seasonal Agricultural Workers
· Construction
· Transportation
· Plant Closings and Layoffs
· Unemployment Insurance Benefits
· Family Medical Leave Act
· Workers Compensation

Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC) ensures non-discrimination in the work place. The EEOC primarily enforces your Civil Rights. As a job seeker you should be aware that they also protect you from discrimination even when you are interviewing.

Have you ever felt like you were at a disadvantage based on personal questions asked during an interview? If so, you may have been discriminated against.

Interviewers are not allowed to ask you questions that discriminate. Some examples of discriminating questions are: What is your native language? How old are you? Where were you born? Why do you walk with a limp? What church do you attend? What is your ethnic background? Are you pregnant? Discriminating questions can sometimes even be less obvious, for example: What year did you graduate from high school? You have a nice complexion, where are you from? What are your plans after your baby is born? Do you have children? Are you married?

Have you ever had an interviewer state “We are really looking for a young-gun to fill this position,” or, “We were really looking for a woman to do this job”? Those statements could also indicate discrimination.

Title VII of the Civil Rights Act states that employers (with 15 or more people) cannot discriminate based on race, sex, color, religion, or natural origin. The Age Discrimination Act of 1967 does not allow employers to discriminate against individuals over 40 years of age. (Some Bona Fide Occupational Qualification Exemptions apply, depending on the job.)

Title I of the Americans with Disabilities Act prohibits employers from discriminating against individuals with disabilities; it also requires employers to make reasonable accommodations for disabled individuals. Title VII also prohibits employers from discriminating against a person that is pregnant.

What should you do if you are faced with a question in an interview that you are uncomfortable with or you feel is a discriminating type of question? You do have choices in your response. Discriminating questions can cause immediate anxiety and can make you uncomfortable. Your response can impact the entire interview. Rather than confronting the interviewer with an accusation and putting yourself in an awkward position, you could politely ask if your answer has any bearing on consideration for the position. Or you could state that you are uncomfortable answering that question. Either response is perfectly acceptable but you must be cautious of your tone. Interviewers often do not realize that they are asking illegal questions. Sometimes they even think that they are just being friendly and getting to know you. You should always be polite and attempt to guide the interview back to questions that are relevant. Once the interview is complete you can make a determination whether you feel like you were discriminated against.

The EEOC can provide assistance if you feel you have been the victim of discrimination during an interview or in the work place. They also enforce and administer many other employment laws, for a complete list and details please contact the EEOC directly.
National Labor Relations Board (NLRB)

The National Labor Relations Board (NLRB) administers the National Labor Relations Act, which oversees the relations between employers, unions, and employees. They prevent and remedy unfair labor practices by employers and unions. They also govern elections in which employees decide if they wish to be represented by unions.

If you are considering an industry where employees may belong to unions, you should be aware that the NLRB can provide you with information on those potential employers and the unions that represent their employees.

If you think you have been a victim of an unfair labor practice you can contact a local NLRB office for advice. If your concern falls under their jurisdiction they will provide you with information on how to file a complaint. If it does not they may be able to refer you to the appropriate agency.

Please note:
I have made every effort to ensure the accuracy of the information we are providing. Our intention is to provide you with general information. It is not intended to be a legal reference. State and Federal laws vary and are subject to change. I am only attempting to make you aware of laws. Before attempting any course of action you should seek professional legal advice.

Chapter 4 - Hi! I’m Looking for a Job (Networking)

Everyone giving job search advice says “network, always be networking.” Few, however, tell you what networking is or how to do it.

Networking is gaining information. When you are networking, you are putting yourself in places where you should be listening more than talking. Some places, such as industry associations, are prime areas to gain information, but you can be networking anywhere. In any casual conversation, you can ask probing questions without disclosing your purpose. Ask a person about what they do for a living, how their employer is doing, how they like their job. People love to talk about themselves. If the situation is appropriate and you are comfortable, you can insert into the conversation that you are looking for a job.

There is advice that suggest that you carry multiple copies of your resume with you at all times and distribute it to everyone you know. This may give you exposure to multiple employers, but it takes away your control. Instead, find out who is willing to assist you and how they can assist you. Be sure you continue to probe. Sometimes it is better if a common associate walks in your resume. Sometimes it is better if you just ask whom you should send your resume to. Knowing someone in an employer isn’t always a sure bet to get your foot in the door. The person you know may have one foot out of the door.

Why do you need to network when there is so much information that is readily available? Often times the best opportunities are the hidden opportunities. There are many influential people walking around with ideas in their head that they are not advertising. Those ideas could be the key to your next career. This is why networking is important not only when you are looking for a job but even when you are in a satisfying position. Knowing the latest and greatest information can either help you grow in your current position or open up doors that you did not even know existed.

So now that you know what networking really is and why you do it, are you wondering how to do it? The answer is simple, stay social and keep listening. Even if money is too tight to go to paid social events, you can meet people at Church, the local park, or volunteering. There are numerous success stories about partnerships made between people who met while volunteering for a worthy cause.

Remember, networking is not the same as sales. We will cover marketing yourself next in the manual. Since you are not selling anything, you should feel comfortable approaching your friends and family. Introduce yourself to their friends. Touch base with long lost co-workers, schoolmates, and other associates. Remember, you have talents, skills, and knowledge that they may find useful one day as well. Make as many contacts as possible. You don’t ever have to ask for anything, just ask how their careers are going.

Chapter 5 - Let Me Introduce Myself!! (Marketing Yourself)

All right, you’ve got your resume, you’ve got your plan, and you’ve got your market information, now it’s time to introduce yourself.

If you are still employed and looking for your next job, you will want your search to be confidential. So, how do you get your name out there and also keep it a secret?

Know the laws that protect you. Be sure to let any recruiter or potential future employer know that your search is confidential. You can add the words “confidential search” on your resume and introduction. If anyone carelessly lets it slip to your current employer that you are searching for a new job, resulting in your termination, that person can be liable. Do not request to be contacted at your place of work. If you do not have a cell phone, be sure that you have an alternative way to be reached while you are work. Some suggestions are Hot Mail or Yahoo! free e-mail services if you have access to the Internet, or have voice mail, outside of your place of employment, set up so that you can frequently check your messages.

Networking (gaining information rather than giving information) and working with the right recruiters are your greatest allies during a confidential search.

Have you ever wondered how recruiters stumble across those positions that employers are willing to pay fees to find the right person? We market call. Market calling is not a right reserved only for recruiters. It is just the best way to introduce ourselves and find out what is going on in the market. You can do it too. Make a list of employers that you are interested in, a long list, 50+ employers. Contact the senior managers within the department you are interested in. You are not calling to ask for a job, you are introducing yourself. Be sure to write a script before you call, but you don’t want to come across as though you are reading the script while you are on the phone. Practice your script several times before picking up the phone. The script should say who you are, the type of work you are looking for, why you targeted that employer, and end with an open-ended question. For example “Hi Mr. Jones, My name is Job Seeker, I am a senior level widget maker. I have heard that your company recently won a substantial contract for the production of widgets and I was wondering how that has affected you staffing plans?”

You are not asking for a job, you are asking what the projected needs might be. This will give you information of whether the employer is anticipating hiring someone with your background. With all the responsibilities a manager has, often times they will overlook where they need to increase staff until they notice that there is a gap (or opening). More importantly, you make them consider whether or not they need to anticipate hiring someone of your level.

If you are not comfortable with market calling yourself or if you would like to increase you market exposure, it would be a good idea to team up with a of couple good recruiters. However, there are so many to choose from. How do you distinguish one from the next? There are some questions you can ask.

Are they certified? There are a number of certifications available. The nationally recognized certifications come from National Association of Personnel Services (NAPS). NAPS awards the Certified Personnel Consultant (CPC) and the Certified Temporary-Staffing Specialist (CTS). The CPC is awarded to recruiters whose focus is permanent placement. The CTS is awarded to recruiters whose focus is contract or temporary staffing.

A recruiter must meet the following criteria to achieve either a CPC or CTS.

· Experience of at least two years staffing or recruiting

· Proven Knowledge of current employment laws and procedures

· Ethical Standards set forth by NAPS standards must be followed

· Commitment to continuing education through NAPS

The advantage of working with a certified recruiter is that you are more likely working with a professional who is dedicated to their chosen career, has a good working knowledge of the laws that protect you and is required to follow standard ethical practices.

Are they specialized? Some recruiters specialize in particular jobs or industries, others prefer to be more generalized. For example, Executive Search Firms often specialize in Senior Management and C- Level positions, regardless of the industry. Many firms may recruit for all levels of positions within an industry such as, technology or medical. Other agencies diversify to several industries and recruit for all positions within their clients.

Each type of Agency has their advantages and disadvantages.

If you are working with a recruiter that specializes in your specific skill set, that recruiter probably understands all the ins and outs of what you do for a living. They should have established relationships with employers that are seeking your skills. However, a recruiter that focuses on a small number of specific job types may develop tunnel vision. Their networking skills may not expand into areas that can affect the future of your career. The other downside is that it may be difficult to develop a long-term relationship with such a recruiter, because as you expand and diversify your skills, you may outgrow your recruiter.

Agencies that are more industry focused may not know your specific job as well as the recruiter who only recruits for people with your skill set. However, they should know how your specific job affects the industry, your place in the product or service life cycle, and the career paths that are available to you. If you stay in the same industry long-term, you can hopefully find a recruiter that can be a long-term partner in assisting you to achieve your goals. However, industry specific recruiters may not be able to assist you in transitioning to another industry. Even if you meet with a recruiter that works in your newly chosen industry, they may not understand the industry you are coming from well enough to sell your transferable skills to a potential employer.

Agencies that are more generalized have their hands in many different industries placing all types of people in all types of positions. These agencies could give you wide exposure into the employment market. However, consider that since they do not specialize within any industry or specific job, their knowledge of what you do may be limited.

The job market of the mid to late 90’s was geared to Employer Paid Fees, meaning the employers paid the placement fees charged by the agencies. In tighter job markets agencies have charged Candidate’s the placement fees. Today there is a combination of both available. The more specialized your position the more likely that employers will pay a fee to find you. However, don’t discount the candidate paid fee agencies right away. If the fee is contingent on finding you a position that you willingly accept and the agency can offer a comfortable payment plan, often times their influence with their client employers can be worth the cost of getting you that ideal position.

How is the recruiter’s job is structured? Most agencies have recruiters that work entirely with candidates while the account managers work entirely with clients. This allows the agency to have high volume with an assembly line type of efficiency. Some recruiters work both sides, developing a relationship with their candidates and then marketing their skills to their clients. This allows that the recruiter who knows you best is representing you personally to the client employer. Others have developed a structure that is a combination of the two, where the recruiters work in a team environment, sharing information to develop relationships with both the candidates and clients, giving them ample exposure. However, often times efficiency gets lost in the process. The structure that is best suited for you depends on your needs and expectations.

How do you feel about your recruiter? Remember, the recruiter is representing you. Do they present themselves professionally? Are they knowledgeable? Do they really know who you are and what you want to do? There are some key things to look for. Do they tell you about a great opportunity before they ask you what you want to do? It is better to work with a recruiter that may not have the right job match right away, but is willing to get to know you well enough to find it, and not waste your time until they do. Do you know where you are being presented, or is the recruiter mass faxing and e-mailing your resume everywhere without consulting you? Sure you want exposure, but you want the right exposure.

If your resume is being submitted to the same employer two or three times by different recruiters, it is a poor reflection on your organizational skills. Be sure you know where you are being presented and always try to get some kind of feedback on what the employer thought of your resume.

If another recruiter asks to present you to a position that you have already been presented for, but did not get the interview, inform them that you have been presented. Often times candidates feel that if the first recruiter didn’t get the interview arranged, maybe the next one can. That is sometimes possible, but the recruiter needs to strategize on how to approach the employer, and they cannot do that successfully without complete information.

In order to stay organized and remain in control of your job search, you should not work with too many recruiters. However, you should never shut out a recruiter who calls you if you have already reached your limit. Listen to what each recruiter has to say. Ask detailed questions. Recruiters, whether their clients or candidates are paying them, are ultimately working for you. You can replace one with another if you feel it will get you further.

Many people have suggested that recruiters were an endangered species since the outbreak of online job boards. It is true that recruiters who tend to collect resumes and then mass distribute them are rapidly becoming extinct. However, more specialized recruiters have yet to feel very threatened.

Job boards have become a somewhat efficient and effective way to connect employers with future employees. It has also become a hindrance to many candidates and employers. To best utilize online job boards, you must first decide exactly what it is you want to achieve from them.

Before posting your resume on multiple job boards, evaluate how the job boards affect the rest of your job search plan. Once your resume is “out there,” multiple recruiters will be calling you about a variety of different positions and employers will be adding your name in their database. This sounds good, except that many of these recruiters and employers are not actually reading your resume. There are simply too many coming at them at one time. As a result, you could be receiving calls about a zillion positions that are not even close to what you are looking for. You could be screened out of a employer that your chosen recruiter tried to present you to because the employer already has your resume in their database.

If possible, find out how employers retrieve resumes. You could not even be considered for your ideal position because you didn’t have the right key words on your resume enough times. Many job boards retrieve resumes in order of the number of times the searchable key word appears on the resume. Some list in order the resume was received, so in a day or so, your resume could be at the bottom of the list.

If you are working with a couple of good recruiters, it is probably best not to post your resume on job boards, but rather to reply to specific advertisements. This keeps you in control of where your resume is going. Investigate whether the ad is written by the employer itself or an outsourced agency. If the ad is for an outside agency, call them before submitting your resume and find out how they work. Be sure that by submitting it to the agency, the resume is not going to their client without anyone informing you of who the client is. If the ad is for an employer, consider alternative ways to submit your resume so that it won’t be herded in with all the other responses. You can contact your recruiter and see what influence they could have. Recruiters usually keep your information confidential until there is mutual interest, so if they were not successful, you haven’t hurt your chances of getting in, because the employer still should not know who you are. You could also introduce yourself to the hiring authority with a personal market call. Be sure not to mention the ad, remember the market call is to introduce yourself, not to ask for a job. Do your research to find another reason to call the hiring authority. Follow the steps as described in the "Marketing Yourself" section and bring up the idea of a possible opening. You can also submit your resume directly through the employer's website if they have a career section available. This may put you in a smaller stack of responses than the online job board stack.

Remember to keep track of your efforts. It has been mentioned a number of times in this manual the importance of staying organized and staying in control of your job search. No matter how well you track your efforts, it will do you no good unless you cannot easily retrieve the information.


Be sure to track:
· Where your resume has been sent and the date it was sent
· Who you have personally contacted and the date
· Who has contacted you and the date
· General information about each employer you have contacted (either personally or through another source)
· Feedback you have received
· How you found the employer or contact person, or how they found you.

Chapter 6 - Are You Just Sitting by The Phone? (Following Up)

You have finished your research on your targeted employers. You have introduced yourself to multiple influential people and/or hiring authorities. Your resume is in all the right hands. Now what?

Sit back and wait, and wait, and wait.

And wait, and wait, and wait. What are you waiting for? It’s time to plan your follow up calls.

Go through your database (you have been tracking your efforts haven’t you?). Make a chart of who you have applied to (employer, position, and your contact person), how you applied (response to ad, market call, recruiter, or mutual contact), and the date you applied. List the details that you know of the hiring cycle (goes to HR who then presents it to the manager or goes directly to the manager). The longer the hiring cycle, the more time you should give before following up. The next step is to create a follow up time line.

The following are some suggestions:

Ad Response (1-2 days)
If you applied to a position through an ad response, you could be one of several applicants. One or two days may pass and the employer may not have even looked at you resume yet. Following up with the employer will hopefully get them to pull your resume to the top of the pile. Be sure to allow enough time for the employer to actually receive your resume. The best first response is to call the Hiring Authority or HR representative (whomever initially receives the resumes) and inquire if your resume has been received. They usually have to look at your resume to answer your question, which is what you want them to do. You can then ask when you should expect to hear from them. This will give you a good idea of when to make a second follow up call.

Market Call (7-10 days)
After a market call, when you were inquiring about future openings, you probably followed up by sending your resume. You do not want to follow up again too soon at the risk of seeming too pushy or desperate. Give the employer time to evaluate your resume, but not so much time that they forget about why they have your resume in the first place. The goals for your follow up call is to request feedback on your resume, inquire if there may be an opening for you at that particular employer. If there is, be sure to ask for the interview, “Great, I’m available Thursday or Friday to meet with you.” If they do not currently have an opening, ask if they can refer you to another employer that might be interested. Ask the employer when you should follow up with them again.

Recruiter (2-3 days)
When you are presented to an employer through an outside recruiter, ask upfront when you should receive feedback. If the recruiter has a strong relationship with their client, feedback should come within a day or two unless there are some unforeseen circumstances. Call your recruiter in a couple days if you have not heard from them. Their schedule often gets full and you want to make sure you are on their “to do” list. However, recruiters are known to be persistent and want feedback as much as you do. DO NOT go around the recruiter and contact the employer yourself. You will damage your relationship with your recruiter and may look impatient or pushy to the employer.

Mutual Contact (2-5 days)
If a mutual contact passed your resume on to the hiring authority, your first follow up call would be to your contact. Allow enough time to pass for your contact to find the right opportunity to present your resume to the hiring authority. When you follow up, inquire how your resume was received, what was the employer’s comments or actions? Be sure to say thank you for walking your resume in.

Second Follow Up
When you makes the second follow up call depends on the information you received from the first call. The second time you follow up could be by phone or e-mail. Some recruiters, HR professionals, and Hiring Authorities tend to respond quicker to e-mail. During the second follow up you should be more direct, but remain professional and courteous. Make sure the position is still available. Restate your interest in the position and why you feel you are qualified for the job. Let them know your availability to interview and if appropriate (based on how the conversation is going) ask for the interview. For example, “I’m available to meet with you either Thursday or Friday, which day would be best for you?”

Final Follow Up
If, after two follow up calls you still have not received any type of feedback, your first question should be “Do I really want to work for this employer?” The answer may be yes. If so, send a follow up letter or e-mail that restates your interest and qualifications, the dates that you have contacted them, and ask for feedback.

Keep in mind that many employers are busy, even busier than usual if they have a vacant position. After you have followed up the third time, feel confident that you have done your part in being persistent without being pushy.

Chapter 7 - Smile! You’re Going on Stage (The Interview)

What You Should Do Before the Interview
Prepare, prepare, and prepare! Have you researched the employer? Are you ready to answer difficult questions? Do you know what questions you intend to ask them? Are you ready to completely fill out an application?

The most common mistakes in interviews can be contributed to lack of preparation.

If you are prepared you can avoid anxiety and be more confident. The keys to preparation are to “know what you’re selling and who you are selling it to.” Practicing answering difficult questions will enable you to express that you “know what you’re selling.” Doing research on the employer will enable you to “know who you are selling to.”

Researching the Employer

Who are you selling too? You may have gathered information while networking. That is good, but still expand on it. The Internet may be your best resource for researching the employer. You could try the library or the local Chamber of Commerce for additional information.

Sometimes there is an overwhelming amount of information. What do you need to know? The answer is anything that could be relevant. Focus on the employers place in their market, past accomplishments and future goals. Many employers ask, “What do you know about our employer?” If you had not prepared by doing research, you would be in a very awkward position. If an employer is large you should concentrate your research on the group or division that you are applying to.

Be sure to know:

· What products or services do they provide?

· Who do they do business with?

· Why are they hiring?

· Have they just launched/released a new product/service?

· Who are you interviewing with? What is their position?

· How does your background fit into the employer?


Questions You Should Be Prepared to Answer

What are you selling? Yourself. You may or may not be asked these questions, but if you practice your answers before the interview, you will be better prepared to talk about yourself. Be sure to relate your answers to the employer and position that you are interviewing for.

Always be positive.

· Tell me about yourself. Tough question? Give a 1 to 2-minute response describing how your skills, education, and goals relate to the position. Explain how you could bring value to the employer.

· Tell me your greatest strengths. Give a confident response identifying personal strengths that relate to the position and could bring value.

· Tell me about your weaknesses. Identify a weakness that could be turned into a strength or a past weakness and what you have done to improve on it.

· What motivates you? Identify things that personally motivate you to do a good job. For example, completing a project ahead of schedule or with no errors, mentoring, or learning new skills. Avoid money, time off, recognition, or any other external motivators.

· What did you enjoy most about your last job? Be positive, this is a good time to bring up your accomplishments.

· What did you like least about your last job? Avoid speaking negatively of any person.

· What are your five-year career goals? Relate your answer to how your goals impact the employer's business plans.

· What are your short-term career goals? Again, relate it to the employer’s plans.

· How do you get along with your peers? As always be very positive and professional. This is not a time to express disappointment or to share after-hours gossip.

· Why do you want to change jobs? If you are unemployed, you should explain the circumstances without being emotional. If you are employed, then you should express the positive reasons that you would like to join the employer instead of focusing on any negative feelings regarding your current employer.

· Why do you want to work for this employer? Your research pays off here. Stress the positives about the employer and how you can make an impact.

· How do you work under pressure? Be positive and give an example from your past experience.

· How do you feel about working overtime? Watch out for this question. The best answer may be to express that “your top priority is to get the job done right and you intend to manage your time wisely.” Be careful not to indicate that some overtime would be a problem.

· Would you be willing to relocate? You need to be honest. If it is not out of the question then let them know that if the opportunity were right then you would consider it. Be sure you know your timeline when considering relocation.

· Would you be willing to travel? Again, be honest. You should never flat out say no. Most people are willing to travel at least once or twice a year. If you are not willing to travel on a regular basis you should indicate that you could only travel on a limited basis and define what you mean. If you are open to being a road warrior then you should let them know.

· What would your former employer say about you? Stress positive things about your job performance, attendance, and work habits. Be sure that what you say will be consistent during a reference check.

· Why do you want to work for this employer? Here is your chance to show off the research that you have done. Include how you could make an impact.

· What do you consider to be your outstanding accomplishments? Yep. Time to brag. Think this out so you don’t ramble. Think of a couple of outstanding achievements that are relevant to the job you are interviewing for. Be sure to relate them as to how you can impact this employer.

· Have you ever been fired? You’ve got to be honest. If you have been fired it is best to admit it and explain why. Don’t become emotional your assign blame.

· What was your last salary? You need to be honest and include the entire package. Many people have lumped their entire package into one sum. For example if their base was 53K and they had 7-10K in bonuses and profit sharing, they would answer low 60’s. This is a big mistake. If the employer asks for salary history during reference checks, your answer could come across as misleading. Be sure you break the total package down in their relative components when answering.

· What salary are you looking for? Always be ready to answer this one! Your best response is that “I am looking for the right opportunity and I will consider your best offer.” That won’t always be enough though. If they push you for a dollar figure then you need to go back to your research on the position. Give them a range such as low to mid 50’s, never give exact numbers. This way you can create the gray areas that you are willing to negotiate within.

· Tell me about a time that you set a goal and did not accomplish it. Weird question, right? It is common in behavior-based interviewing. They are looking for the steps you took in order to achieve your goal and how you handled the situation when you didn’t accomplish your goal.

· Tell me about a time when you felt something could be accomplished more effectively within your employer. Again, they are looking for how you handle situations. Were you able to influence others to see your perspective and some up with ways to implement come changes, or did you sit back and watch?

Once you can answer all of these questions effectively you are almost ready to interview. Almost you say? You still need to be prepared to ask the interviewer insightful questions. Many people are excluded from consideration because they have no questions for the interviewer. Unfortunately, if you don’t have any questions, you appear to be uninterested.

Questions to Ask the Interviewer

The questions you ask during the interview are just as important as the answers you give. Your questions show the employer your knowledge and understanding of their company, your thought process when making an important decision, and also allows you to set the stage to direct the conversation so that you are able to show how you would impact the employer. For example, if you ask what are the short-term goals or most pressing needs for the position, you can use the information in their answers to tell them how you would accomplish the necessary tasks.

Here are some sample questions to get you started:

· What are the most critical issues facing your department?

· What are some of the objectives that you would like to accomplish in this position?

· What are your most pressing issues?

· What would you like to see accomplished in the next two or three weeks?

· What long-term objectives do you have for this position?

· What traits do your most successful employees possess?

· How would you describe your management style?

· When do you plan to make a decision?

· What career path options have you defined for this position?

Now you need to rehearse. Practice answering and asking all of these questions.
You should think of several (5 or more) special accomplishments that you are proud of. When have you gone beyond the call of duty? Did you save the employer money? Did you increase sales? Did you save time? Were you recognized for special achievements? Be sure you are able to bring these special accomplishments up smoothly during the conversation. The employer probably won’t ask you to list your major accomplishments; it is your responsibility to make them known. Being comfortable discussing your past successes is very important in your interviews.

Practice, practice, and practice! Prepare, prepare, and prepare!


Applications

Have you ever thought it was a waste of time to fill out an application? Well get that out of your mind. Your application does not get you a job but it can prevent you from getting one. Correctly completing an application is vital for your chances to get to the next step of the interview process.

Employers use your application for a variety of reasons. First and foremost, applications are used to build a record and file for you. They are also used to gain permission to check items in your background such as job history, credit history, driving background, legal convictions, and references. Frequently an application is used to quickly screen out candidates, it can be considered a test. Did you fill it out completely and correctly? Some employers even use applications to verify consistency within your resume.

When you go to a face-to-face interview, you should assume that you will be required to fill out an application. Therefore, you should have all necessary information quickly available for you to reference. If you put together a Self-Reference Guidebook (you will find instructions to Self-References Guidebooks next) you will be thoroughly prepared to fill out any application without mistakes.

When you are given an application to fill out, make sure you fill it out completely. Your resume never replaces an application! Completing your application is your first opportunity to show that you follow directions. So do so with diligence.

Tips for completing an application correctly:

· Read the application completely before starting to fill it out.

· Always bring a pen.

· Bring a Self-Reference Guidebook with all-important information.

· Be completely honest.

· Print your answers neatly.

· Spell everything correctly.

· Do not leave any blank spaces, if a question does not apply simply put N/A.

· Your job history should begin with your most recent position and then work backwards.

· Include exact addresses, phone numbers, and former supervisor’s contact information in your job history.

· Be concise with your answers.

· Additional information (like hobbies or organizations) should only include relevant and recent information.

· Avoid including anything that could be controversial, like religion or politics.

· When asked your desired salary, it is acceptable to print “negotiable.”

· Reference information should be complete with mailing addresses, phone numbers, and e-mail addresses.

· Proof read your completed application; verify that there are no mistakes.

· Sign and date the application before turning it in.

· Never fold or tear your application.


General Interviewing Tips

Smile, you’re on stage! Sound tough? Once you understand the keys to a successful interview, you can relax a little. There is only so much preparation you can do; hopefully, you have done it by now. If you know the proper etiquette and have rehearsed the questions you might be asked and that you intend to ask, you will be ahead of the game.

Check List:

· Dress better than you are required to.
· Bring your Self-Reference Guidebook and pen.
· Bring extra copies (2-5) of your resume, references, and letters of recommendation.
· Bring a notepad to takes notes.

Etiquette During the Interview
Common sense? Maybe, but frequently candidates make crucial mistakes that often cost them job offers.

Always:
· Show up 5 – 10 minutes early (only)
· Be friendly and respectful to everyone
· If given an application, fill it out thoroughly
· Be patient if you need to wait
· Offer a firm handshake
· Greet the interviewer with the name they introduce themselves with
· Maintain strong eye contact and a smile
· Use proper grammar
· Listen carefully
· Answer questions honestly and thoroughly, back up your answers with success stories
· Be interactive and engage in conversations
· Be enthusiastic and positive
· Sit up straight
· Ask for a business card
· Thank the interviewer
· Send thank you notes to everyone you met


Never:
· Wear excessive flashy jewelry
· Wear heavy cologne or perfume
· Wear heavy make-up
· Wear revealing or tight fitting clothing
· Bring a cell phone or pager into the interview
· Chew gum
· Smoke or drink alcohol
· Use negative body language like crossing your arms
· Slouch
· Use limiting terms such as “only”, “a little” or “just”
· Exaggerate your experience
· Look at your watch
· Appear bored
· Discuss controversial type topics such as, religion or politics
· Interrogate the interviewer
· Use curse words
· Talk negatively about you former employers



Presenting Your Skills and Achievements
It cannot be said too much, back everything up with a story. When you are presenting your skills, be sure you give details; how long you have had such skills, and how have you used them. When you are referring to skills that you do not have extensive experience with, NEVER use limiting terms such as “only”, “little” and “just.” You are prejudging whether or not your skills are strong enough and not allowing the employer to make that judgment. Instead simply state what you have done.

Of course, NEVER exaggerate your experience, but don’t underestimate it either. Simply state the facts.

If you do not have experience or a particular skill that an employer inquires about, either state what you know about it or how you would go about learning it. If you have never heard of the skill, ask the employer to give you more details, maybe you have heard of it, but by a different name. The important thing is to show the employer that you are able and willing to learn new skills.

Your personal qualities are just as important, if not more important, than your experience and skills. Everyone says, “I’m a fast learner,” “I’m great with people,” “I’m a team player,” or “I’m a great leader.” These are all noble qualities that you may posses. However, to stand out among all the others that posses these qualities, you need to prove them to the employer. You do this by backing your claims up with stories and examples.

Asking for the job is probably the most important thing you can do in the interview. Employers want to hire people who are excited and motivated.

There was a candidate who ended the interview without asking for the job as she was advised. She had other interviews lined up and wanted to evaluate all her options before asking for any offer. After she completed her interviews, she contacted the first employer to express interest. The HR representative apologized to her and explained that the position had been filled. The HR representative further explained that although the managers felt that she was the most qualified, the person who received the offer was more enthusiastic.

Remember, even if your leave the interview with questions or concerns, still ask for the job. You can get your questions answered after the interview, but you want to have a decision to make (should I accept the offer?) versus having the decision made for you (no offer).

Finally, ending the interview with “Thank you for your time and I am interested in this opportunity” is not the same as asking for the job. This is just a polite way to end the interview. Consider the times when the employer ended the interview by saying “you will be hearing from us” and you heard from them through a “thanks, but no thanks” letter. You need to show enthusiasm. Find a way that is comfortable for you to express your excitement about joining the employer and making an immediate impact.

Types of Interviews

What are you walking into? Are you concerned that you might be interrogated? If they take you to lunch, what should you order? Will you need to take a test?

Don’t panic! There are many types of interviews, our general interview tips will apply to all. However, you should be prepared for a variety of interview styles and techniques. By understanding the different types of interviews and the goals of each you won’t be caught off guard.

Below are some common interviewing styles:

Traditional interviews are generally straightforward. The questions are geared to cover your experience, your goals, and how you handle various situations. Many employers use traditional interview styles because they can prepare standard questions and predetermine answers that they consider acceptable.

Behavior based interviews are becoming more common. The theory of behavior based interviews is that your past behavior will/can predict your future behavior. With this style you are presented with scenarios or situations and asked to describe similar situations from your past and how you handled them. You may be asked to describe a goal that you had set and what steps you took to achieve it. You could be asked about a time that you failed to meet a deadline or goal. This style of interviewing is used to determine how you think, what you have learned from past experiences, as well as how you communicate.

Stress interviews are a style that some employers choose if they feel the position requires a person that is not easily unnerved. In a stress interview the interviewer deliberately attempts to rattle you. The interviewer may come across argumentative. They may challenge all of your responses. Typically they will purposely pause in between questions in order to cause long periods of silence. Relax and don’t take these techniques as a personal strike on you. The goal is to evaluate how you handle uncomfortable situations. When you answer questions, do it with confidence and back up your answers with examples. Do not try to fill in periods of silence. Remain calm and confident.

Unstructured Interviews are typically used when an employer is creating a position. They do not have any predetermined questions. You may be asked, “Tell me about yourself” or “What can you do for us?” This technique gives you a tremendous ability to present and sell yourself. You need to be prepared to convey the points you want to make. You should always attempt to build rapport. When an interviewer conducts an unstructured interview it is imperative that you engage them in conversation. By engaging them in conversations you may be able to determine what type of information they are looking for.

Below are some common interviewing techniques:

Most employers will use a combination of 2 or more of the following interview techniques.

Screening Interview are practiced by most employers. It can be conducted by phone or in person either by a recruiter, HR person, or an employer representative. The goal of this interview is to ensure that you possess the essential criteria for the position.

A screening interview is typically your first verbal contact with the employer. It is imperative to make a good impression. If you don’t do well in the screening interview you will not receive a second interview.

Since these interviews frequently occur without notice you need to keep your marketing efforts organized. If you do receive an unexpected call and need a moment to prepare, don’t hesitate to ask if you can call the person back in 5 to 10 minutes. You have just bought yourself a few minutes to review and prepare. During that time, read over your notes on the employer or look at their web site. Go to a quiet place, put on your game face and call them back.

Remember that it does not make any difference what the interviewer does for the employer; they have an imperative decision-making authority. You should be enthusiastic, sell yourself and screen yourself into the opportunity. You need to close the interview by asking for the next step or the face to face.

One-on-One Interviews are practiced by many employers at some point during the interview process. Any person in the interview process could conduct this type of interview. One-on-one interviews tend to be very traditional. The goal is to ask questions that engage you in conversations to see if your skill sets and personality will fit into the employer.

Typically you will be asked a series of predetermined open-ended questions that give you an opportunity to express yourself.

Your goal should be to present yourself in a positive manner, build rapport, and show how you will benefit the employer. You should always answer their questions to the best of your ability and back-up your answers with examples. Be careful that you do not ramble on and on.

Sometimes one-on-one interviews become very comfortable. You should be relaxed but always maintain professionalism. We have seen candidates feel so comfortable that they have slipped their shoes off in the interview – bad idea! Your interviewer might even put their feet on their desk. That is NOT an invitation for you to do so. Be careful not to mimic the interviewer (they already work there). Remember to maintain eye contact with the interviewer.

Usually you will be given an opportunity to ask questions. Your questions should engage the interviewer in the conversation. You should be careful not to interrogate the interviewer. Always point out examples that show the interviewer that you are the right person for the job. Inquire about the next step in the process. Remember to let each person know that you are confident in your abilities to perform this job and you feel that the employer offers the challenge you are looking for. Don’t forget to ask for the job.

Sequential interviews are designed for several employees to have a chance to participate in the interview. This type of interview is used if the position requires teamwork or cross-departmental efforts. You may interview with peer level employees from various departments as well as supervisors from various departments. You could meet with one person at a time or several at the same time. The goal of this technique is to allow the team to have input on who their teammates will be. It is an effective technique of interviewing for most employers because it empowers employees to make decisions. It also creates an environment where employees are committed to new hires.

A strong indicator that the interview will use a sequential interviewing technique is if you were told the interview might last more than 2 hours in one day. However, some employers do practice sequential interviews over multiple office visits.

When an employer practices sequential interviews, each interview is usually structured to discover different things about you. For example: The first interview may be designed to give you information about the employer and to ask you general information about your background. The second to evaluate your background and position related skills. Third could be to test your aptitude and evaluate your attitude. Fourth may be to inquire how you feel your background fits into the employer. And the final would be for questions and answers.

It is important to build rapport with the people you talk to. From the moment you walk in the door. An employer that practices sequential interviews empowers their employees, meaning that every person’s opinion is considered. If you need to wait for your interview to begin, make sure you are friendly to the receptionist, they may be asked or volunteer input.

You may notice different interview styles from each person that you interview with. Some may practice traditional interview techniques with predetermined questions while others may ask behavior based interview type questions.

As a rule, you need to always answer all questions thoroughly, honestly, and to the best of your ability. This rule is even more golden in sequential interviews because after the interviewers are finished they compare notes. If you were not consistent with your answers, you could be eliminated.

You should never ask any benefits or salary-related questions. Most of the people involved in sequential interviews do not have anything to do with benefits or your salary. You may be interviewing with peer level employees; your salary requirements may be different than their income. These questions are more appropriate when you are at the offer stage or if the employer brings them up first.

Sequential interviews can seem intimidating but actually they are beneficial to you. When you have several interviews back to back, with each one you should build confidence.
Even though the interviewers are targeting different information about you, you can learn valuable information from them. If you ask probing questions and listen to their answers, you will become more educated and prepared for the next interview. In a sequential interview you may meet with any number of people. You should always end a sequential interview by expressing what you can offer to the team. At the very least you need to make sure every one of them positively knows that you want to work with them and be a part of their team. Frequently people are eliminated because just one person in the process did not feel that they were excited or interested in the position.

Group interviews are most often practiced only after a candidate has been thoroughly pre-screened. A group interview is usually conducted by all of the individuals involved in the hiring decision. It could be a combination of peers, supervisors, and executives. The goal of a group interview is for each candidate to be asked similar questions as a means to be equally evaluated and for all of the interviewers to be able to consider all of the information received when making their decisions.

Group interviews may seem like an interrogation. You may feel like you have a light bulb over your head and the interrogation squad is firing questions at you. That feeling is common, but relax. You need to realize that if the employer has chosen to bring you in for a group interview they already have an interest in you. They would not dedicate the valuable time of several employees to an interview if there were not interested. Eye contact is important in a group interview. You should be conscious about talking to everyone when you answer questions, but your primary contact should be to the person that asked you the question.

You should always research an employer before interviewing, but it is even more vital in order to be prepared for a group interview. You may be asked, “Why would you be a good fit for our employer?” or “How could you make an immediate impact in our employer?” Those types of questions are common in all interviews but they can cause you to freeze (if you are not prepared) in a group setting.

If you are ever caught off guard in a group interview it is important for you to relax and regain composure and control. You should always answer questions to the best of your ability. If you do not understand a question do not hesitate to ask for clarification. If you do not know an answer, it is better to acknowledge that you do not know rather than to make up a wrong answer. Many people are eliminated from consideration for positions because they tried to fake knowledge by answering questions wrong and appearing confident in their wrong answers.

In a group interview when you are asked if you have any questions, it is acceptable to ask questions to the entire group or to individuals. If you have specific questions related to the position, you should address the person or people directly related to the job. If you have questions about the employer, you should address the entire group. As a rule you should never ask any benefits or salary related questions. Most of the people involved in a group interview do not have anything to do with benefits or your salary. You may be interviewing with peer level employees; your salary requirements may be different than their income.
Don’t forget to ask for the job! Conclude the interview by expressing your excitement about the employer and the opportunity. Let them know that you are positive that you could make an immediate impact and you feel that it would be a great career decision for you. Then specifically ask for an opportunity to join their employer.

Lunch interviews may be conducted for a variety of reasons. The employer may be conducting a confidential search. They may want to evaluate you in social settings. They could simply be pressed for time. In any case, lunch interviews are very common. They can be conducted by one person or by a group. Lunch interviews tend to be unstructured and informal.

Even though you are in a restaurant/public atmosphere you need to follow the same interview guidelines that you would in an office setting.

Once seated you should quickly decide on what you are ordering (if you ponder over the menu you could appear indecisive). Some interviewers will ask you to order first. You should order food that is easy to consume. Avoid specialty salads, sometimes they can be difficult to eat. You should not order something that may be messy, like ribs or spaghetti. Never order alcohol, even if the interviewers do. Do not smoke, even if the interviewers do. Even if you are not hungry, you should order something that you can eat. If you do not order/eat food you are putting the interviewers in an awkward position.

Although a lunch interview tends to be informal, you must remain professional. It is very easy to feel too comfortable. You must be aware of your body language, your table manners, etiquette, and your conversation topics. It is easy to forget that you are being carefully evaluated. Give yourself a quick review of table etiquette before going to a lunch interview.

It is common for a lunch interview to switch back and forth from friendly conversation to business topics. You want to build rapport and find common ground with the interviewers but you do not need to share too much personal information. In a meal setting the conversation will become personal, often without even noticing. If this happens you should share information that you feel comfortable with as long as it is positive. You should not discuss any personal problems or conflicts. If the interviewers are guiding the conversation to social or personal topics, you should attempt to guide it back to business. If it is not possible to turn it back to business then you should steer the conversation towards non-controversial type topics, like a recent sporting events, hobbies (especially if related to the job), industry events, books, movies, or music. You should avoid topics like religion, politics, dating, bars or clubs, past employment gossip, and jokes.

The interviewer usually pays for the entire meal, but as a polite gesture you should offer to pay for yourself. The most appropriate way to do so is, when the check arrives, simply ask if you can pay for your portion. When they say that won’t be necessary you should accept graciously and thank them for your meal.

While you are still sitting at the table make sure that you close the interview appropriately. Find out what the next step is; express your enthusiasm about the employer, position, and opportunity to work with them. Then ask for the job! You have just spent time with them in an informal setting you should feel comfortable enough to say something such as “I would like to join your team and work for you.

Phone interviews other than pre-screening are typically done if you are an out-of-town candidate or if the interviewer is out-of-town, travels, or just has a difficult schedule. A phone interview is difficult for both the interviewer and the person being interviewed. Typically a phone interview turns into a pre-screening type interview even if that is not the intended purpose. The interviewer usually has prepared standard questions and predetermined answers that they consider acceptable.

In order to prepare for a phone interview you should review the information about the employer. You should write down all questions that you have about the employer. You should also review common interview questions and document your responses. Practice your answers but do not have the written responses in front of you during the phone interview. You could have reminders about your answers in front of you but if you have the full written responses in front of you, you might end up reading them instead of answering the questions naturally.

Prior to your interview you should clear any distractions. Make sure that you have a quiet place to conduct your interview. Make sure that there are no distractions around, including children, spouses, roommates, or even pets. If you can block your phone from receiving any other calls you should do so.

Be prepared to receive the call up to 30 minutes prior or after the scheduled time.

This may seem like unusual advice but you should stand up while being interviewed on the phone. Your voice naturally comes across as more confident when you are standing. Also, if possible, stand in front of a mirror. This will help keep you from relaxing too much while you are on the phone. It is also your reminder that you are interviewing.

You should always be enthusiastic and sell your qualifications. In most circumstances, your goal should be to schedule a face-to-face interview.

Test taking interviews are practiced by many employers. Applicants may take a variety of tests. Tests are geared to measure many things: your skill sets, aptitude, ethics, personality, and even your ability to work in a team. Some employers that utilize tests avoid the word “test” – they may describe a test as an evaluation. They may even tell you that it is used only to measure your compatibility with different department managers. Employers avoid using the word test because unless a test is certified (legally certified to not discriminate) it may not be used as a screening tool. As a person being interviewed you should realize that most employers do use testing as a screening tool – otherwise, why would they bother?

Tests can be administered in many different ways. You may be asked to use specific equipment to test your skills and speed. (Such as a ten key or keyboard). You could be given a written or oral test. The most common testing method is by computer.

The key to taking a test during an interview is to relax. Many people freeze up and become flustered even when thinking about taking a test. If you relax you will be more productive. Either you know the information or you do not. If you calmly follow directions and take the test you are more likely to succeed than if you panic. Most test results take into consideration that you were in an interviewing situation. Remember that the other candidates being considered are also taking the same test.

Always read and clarify the directions on the test. Sometimes it is better to leave an answer blank if you are not sure; other times it is better to guess. If the test is verbal be sure to explain your answers thoroughly. If it is verbal and you do not know an answer but you know the resource in which you would find the answer be sure to explain that although you are not positive of the answer you know how to find the answer.

Note:
If you feel like you have been discriminated against based on specific test questions you should contact the EEOC for information and advice.

On the spot or impromptu interviews are common when you are networking. These interviews by their nature are never planned. When you encounter an impromptu interview you have the ability to set the stage.

Typically you have initiated a conversation with someone about his or her employer or industry and then discovered they have an interest. You should immediately find out what they are looking for in a candidate. If you listen to them, you can cater your desires or responses to reflect their common desires. In an impromptu interview you should be careful not to overly express your ideas. The interviewer may have a fantastic opportunity that would be great for you. If you give too much information about what you are looking for before listening to what they have to say, you could screen yourself out of a terrific opportunity. Be enthusiastic. Push for a formal interview. Don’t forget to get all of their contact information. Follow up in a timely manor.

Chapter 8 - How’d It Go? (Evaluating Interview)

How was your performance? If you can answer this question you can anticipate and begin to prepare for the next step. The next step may be an offer, a follow up interview, or your interview with a different employer.

The first step to evaluating your performance is to be objective. Eliminate any emotions and anxiety. Often times when a candidate is immensely interested in a job they will feel so excited that they will not realize that they really weren’t the right fit. Other times a candidate that is feeling down about their job search will not realize that they just had a great interview. It is important that you try to evaluate “just the facts.”

When you leave the interview, but before you drive away, write down your first impressions. As soon as you get home, write down any other thoughts that came to you on your way home. Then evaluate. We have included some questions that can help get you started.

Interview Evaluation:

Were you on time or a few minutes early?
Yes is good, no is bad. If you were running late, how did you handle it.

How long did you have to wait before the interview started? Were you filling out an application during that time?
Hopefully, you did not wait long, indicating that the interviewer was ready to meet with you. If you did need to wait long, were you feeling impatient or did you use the time to further prepare yourself? You should not consider the time spent filling out an application as waiting time.

Was the interviewer rushed or focused on the interview?
If the interviewer was focused, that’s good. You kept their attention. If they were rushed, it’s not necessarily personal. How did you respond? Did you mimic and begin to feel rushed? Or did you use your time wisely to get your selling points across?

Did you feel confident and knowledgeable about the majority of your answers?
If you didn’t know ALL the answers, it’s o.k. Many times interviewers will keep asking increasingly harder questions as a means to get a good understanding of how much you know. Even if you didn’t know every answer, you may have made a good impression.

Did the interviewer offer selling information about the employer?
Many interviewers routinely offer selling information. The key is how enthusiastic were they?

Did you feel they were making an effort to convince you that is was a great place to work?

Did the interviewer answer your questions completely or at least offer to get the answers for you if they did not know right away?
If the interviewer was able and/or willing to answer your questions, that is a good indicator that you were asking relevant questions.

How long did the interview last? Was it longer or shorter than you expected?
A short interview is not necessarily a bad indicator; maybe you made an immediate good impression. A long interview is not necessarily a good indicator; maybe things kept getting off track. Be sure not to base your evaluation only on time spent.

Did you get a tour?
Again, this is a form of selling. For many interviewers it is a routine part of the interview. Evaluate the interviewer’s enthusiasm.

Who were you introduced to?
Were you introduced to senior management? That’s good. Were you introduced to your peers? That is better. Were you introduced to the HR manager to discuss benefits? That's Great! Managers need to meet you in order to make their decision, the more non- management people you meet, the closer you get to the top of the short list.

Did you interview with everyone you were scheduled to meet? Did you interview with anyone that wasn’t on the initial schedule?
If you did not get to meet someone that was on the schedule, were you invited back to meet with that person at a later date? Is that person an integral part of the decision making process? If so, and no one mentioned coming back, well… However, if you met with people who were not on the schedule, good job.

Did you develop a rapport with anyone you interviewed with?
Were you both comfortable with each other. Were you both engaged in the conversation? Did things remain professional?

Did the employer ask you about your salary expectations?
Good sign if they did. It means they are thinking of an offer. Was your answer within reason? If salary didn’t come up, don’t worry. That may be HR's department.

Did the employer ask for your references?
More importantly, when did they ask for your references? If they were requested for in the beginning of the interview or on the application, it may just be part of the employer’s process. If they were requested for at the end of interview, it could mean you have been added to the short list.

How did the interview end? Did you ask for the job?
This is a key indicator. Do you know what the next step is or did they leave you with a vague idea of when you may hear from them?

What Did You Learn About the Employer, the Position, and the People?
Now that you know how you performed, it is time to evaluate the employer’s performance. Unlike the previous section, this time you are allowed to let you emotions be involved. If you get and accept this position, you will need to work with these people for approximately 30% of your waking hours. You will need to depend on them to help you achieve your goals. You need to count on a paycheck to maintain your lifestyle.

Many times when a candidate has left an interview, their recruiter will ask, “If you receive an offer, are you willing to accept it?” Most candidates perceive this question as the recruiter trying to “close the deal.” Well, yeah, if it’s the right deal. You do not need the offer in your hand before you start considering whether or not it is the right opportunity for you. If the employer’s philosophy and atmosphere are in line with your ideas and you feel that you would enjoy working with and be motivated by your peers and managers, then you should know if you are willing to accept the offer. You should be able to draw a line that says, “If the offer comes in at least this much, I will accept.”

Thank You Notes
Whether the employer or position was a good fit or not, ALWAYS send thank you notes. If you know the employer will be making their decisions immediately, e-mail is an acceptable means to say thank you. However, many people under-estimate the personal touch that snail mail can offer. Make you thank your card brief, thank the interviewers (one for each person you met) and restate your interest if you are interested. If you are not interested in the employer or position simply say thank you, and cordially request to be withdrawn from consideration. (Be sure you really are not interested, because you may not be able to change your mind.) Once an employer knows you are not interested, they may be able to refer you to a position that is a much better fit.

What Did Your Background Check and References Reveal?

Did You Know that the Fair Credit Reporting Act Protects Your Rights During Reference Checks?

Many employment firms will check a candidate’s references for their client in order to determine eligibility for employment. The Act protects you by imposing certain requirements upon the person(s) providing reports on candidates to third parties.

For example:
1. Information obtained cannot be used for any other purpose than the one set forth.
2. Background checks should be made by a person who routinely performs such checks.
3. The candidate must consent before any background check is performed, orally or written.
4. You have right to know the nature and substance of the information. The source does not need to be disclosed.

Most employers do some type of background check. If you are working with money in any format, the employer can base their decisions on your credit report. Many employers routinely do criminal background and reference checks. Be sure you know what type of background check the employer is planning and know what type of information they are going to receive. If something is going to come up in the criminal report, let them know before it is a surprise. This gives you an opportunity to explain your side of the story. Provide multiple references. This way if one comes across negative, the employer will have a number of other references to compare it to. Again, you should have a good idea of what your references are going to say about you BEFORE you provide them to a potential employer.

Chapter 9 - Got the Offer!!! Now What? (Evaluating the Job Offer)

Take a step back. We know you are tired of searching, but let's evaluate. Is this the offer you are looking for? Is the compensation acceptable? Will accepting this position give you an advantage over your current situation?

Evaluating the Job Offer

Yes I accept. Sounds perfect, right? Slow down and rationally evaluate the job offer. Go back to your "Plan of Action." What are your priorities? Does this opportunity fit into your long-term plans? Ask yourself, if you can accomplish your professional goals by accepting this position? If you are currently working, will accepting this position better your current situation? If you are unemployed, is this position a good career decision for you? Hopefully the answers are all yes.

Once you have decided that accepting this offer would be a good career move, then you need to evaluate the compensation package. What is the total package worth? The compensation package is not just the salary. You need to take into consideration the entire package.

The entire package includes salary, health insurance (co-pay and family costs), profit sharing, stock options, bonus plans (guaranteed and contingent), 401k or pension plans, paid time off (vacation, personal, and sick days), employer perks, paid parking, expense accounts, overtime or comp time, etc. You might be surprised when you evaluate the compensation as a whole. We have seen offers where the base salaries were $5,000-$10,000 less than a candidate was expecting but the offer turned out to be worth a lot more than they anticipated.

Health insurance benefits vary from employer to employer and so does your actual costs for those benefits. Some employers pay 100% of the premium for you and your entire family for a PPO or an HMO, others pay 100% for the employee but family costs are outrageous, many only pay a portion for the employee and/or family. What is that actual cost or savings being offered by the employer through this benefit.

If your offer includes a bonus plan, is it guaranteed or contingent? Either is fine if you know what they are based on. If it is contingent, do you have control or is it based on a group effort? When are the bonus’ paid? Are you immediately eligible? Bonus plans can be a large part of your package. Our advice is to primarily consider the guaranteed bonus and any contingent bonus that you have direct control over.

Does the employer match your 401k contributions? Some employers match a portion of your contributions. The law regulates the maximum that can be contributed but it does not require an employer to match. If they do match, how much extra money can be put into your retirement plan?

Paid time off can be a valuable part of your offer too. Some employers will roll days over from year to year. Others will actually pay you for any days that you did not take each year. How many days are they offering? Is your vacation, sick, and personal days all combined in paid time off or separated? If they are separated, how many days do you actually receive?

Are there employer perks that are a value to you? Do you have a company car? Do they pay for parking? Do they offer free drinks or lunch? A company car can eliminate your car payment and maintenance cost. Parking can cost more than $100 a month in many cities. Free drinks can be worth a couple dollars every day. Lunch could be worth $5 to $10 a day.

Is there flex-time? What is the dress code? Flex-time could save you in child care expenses or save you time and gas traveling to and from work during off peak times. If the dress code is casual you could save in dry cleaning expenses.

After really looking at the entire package you should be ready to make a decision. If you want the position but the package is not acceptable to you, should you negotiate the offer?

Should you negotiate the offer? Scary decision? Some times you should, but before deciding to negotiate you need to take some things into consideration. Did they give you a fair offer? Is the offer within the range that you told them? Are you prepared to lose the offer that is on the table?

Is the offer that is on the table appropriate for the position and for the skill set you possess? Sometimes your value to the employer may be different than you had anticipated. They may only be interested in some of the skills you possess. Is that OK? Only you can decide. If you feel the offer is fair then you probably should not negotiate.

What salary range did you originally give them? Is the offer within that range? If the salary they offered is within the range that you had originally given them then you must justify why you would negotiate. If it is not within the range, be sure you have considered the total package. Have things changed based on total compensation? Were the benefit costs more or less than you had anticipated?

Whether or not to negotiate an offer is a tough decision. Some employers put their best offer out first and if you are not ready to accept that offer then they move on. Other employers leave a little room for negotiations. Unfortunately, unless you have an insightful recruiter handling the offer, you have no way of knowing whether an employer will negotiate.

If you decide to negotiate, you should be prepared to walk away.

When negotiating, remember that a negotiation often involves give and take. Be creative and keep an open mind to the employer's suggestions. You might ask for more vacation time and keep the salary the same. You might offer to take the salary they offered but request a 90-day financial review. In any case be prepared to politely defend you reasons for negotiating. For example: If the benefits cost more than you anticipated but the salary was in your range, you can simply explain the difference and justify your reason.

Comparing Your Options

If you are fortunate enough to have multiple opportunities, how do you decide? Seldom will you find an employer that has everything you are looking for. One has a better location, one has a better environment or better hours, still another has a more exciting product. What should you do?

Again, you should take the same steps as you did when you were evaluating any offer. Go back to your Plan of Action. What are your priorities? Which opportunity fits into your long-term plans? Ask yourself, in which position could you accomplish your professional goals? You could make a pro’s and con’s list for each. Make sure your emotions are balanced with your rationale. Objectively, which would be the best move for you? Make a decision that you are happy with and that you can also live with.

Chapter 10 - Glad That’s Over (Effectively End Your Job Search)

You have found a new job! Congratulations! But it’s not over yet.

If you were employed during your job search or received multiple offers, it is time to release those employers.

If you need to resign from your present position, you may be feeling an anxiety similar to breaking up with a long-term sweetheart. There were specific reasons why you felt the need to move on, but you cannot deny that there were some good times at your job. There is a chance your employer will feel the same way. They may not be ready to lose you yet.
Before you resign, write down all the reasons why you began you job search. What did you want to change? What could your present employer have done? Did you inform them of your ideas and/or concerns before you began your job search? What has changed since then?

Now sit down and write you resignation letter. It should be professional and to the point.
For example:

Dear Mr. Employer
Thank you for the opportunity you have provided me. The time has come for me to move on. Please accept my resignation on this 8th day of May, 2002.

If you had other potential employers putting together an offer for you or if they had already extended an offer, you need to send them a formal letter saying thank you, but you have accepted another position. Again, it should be professional and to the point.
For example:

Dear Mr. Employer,
Thank you for considering me for xyz position. However, I have received and accepted an offer from another employer.

After receiving the letters, the employers may present you with a counter-offer. Even in a tight job market, counter offers still exist. Finding the right employee is costly. The employer spends money in advertising, search fees, and in time spent screening resumes and interviewing. If you receive a counter offer, be sure you evaluate the circumstances very carefully.

Is what they are currently offering in line with you priorities?
Many employers usually offer more money in a counter-offer, or a promise of a promotion. Consider why this offer wasn’t available before you accepted another position.

Is the counter-offer playing on your emotions?
The emotional counter-offer is very sneaky. It takes advantage of the fact that people don’t like change. You won’t see it coming right away. It will possibly involve a number of people within the organization. You will begin to hear things like “What are we going to do without you?” and “I really hate to see you go.” Sometimes emotional counter-offers can come after you have started your new job, when you are feeling anxious about meeting new people and learning new things. Remain objective. Continue to refer to your list of priorities and why your job search began in the first place.

Is the counter-offer the employer’s temporary solution?
There are numerous stories of candidates accepting counter-offers just to be “let go” 6 months down the road. Consider how your resignation affected your reputation when you are faced with a counter-offer.

Counter offers can feel flattering, but don't let them go to your head. It is widely suggested that candidates evaluate all the options on the table before making a decision. Once a decision is made, stick with it.

It's not over yet. Time to go back and retrace your steps. Aren't you glad you kept track of everything? (You did, didn't you?) Be sure you have expressed your appreciation to everyone who helped you along the way. Make sure that you have withdrawn yourself from consideration to all the employers that are still reviewing your resume. The important thing is to be sure you have ended your job search in a courteous and considerate manner. The good impressions you make will hopefully come back to haunt you.

Don't throw that resume away. Your resume is not an endangered species now that you have landed a great job; it is a growing and evolving document. One day, while you are sitting at your desk, the phone will ring. It will be the recruiter that was given that task to find you and convince you to consider a new opportunity. You know that you should take the time to hear what they have to say even though you are in a satisfying position. In fact, this recruiter just told you about an opportunity that is exactly what you see yourself doing next. Good thing you kept that resume up to date.

Remember as you start your new job, meet new people, learn new task and different ways of doing things, you may begin to feel a bit anxious. The anxieties you are feeling will go away, it just may not go away immediately. For the next 90 days everyone is evaluating you and you are evaluating everyone. Remain confident but ask questions when you need to. Remain professional even when things in the office are getting pretty casual. Anything inappropriate that you say will be magnified since you are new. Be enthusiastic but not overbearing. Remember, the ups about the job when things are feeling down.