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Facilitating the Job Search
Think About. . . How do we balance supporting/facilitating the
process with “doing for” the job seeker?
How do we motivate and encourage job seekers to make a plan and work the plan?
How do we build customer job search skills?
The Job Search ProcessSetting goals that will help you:
Get interviews Turn interviews into job offers
Identifying high value activities that help you achieve your goals.
Developing AND working a plan.
To find what you want, you have to know what you’re looking for.
Preparing for Job SearchKnow Yourself
Know the Market
Make the Match
Know YourselfSkills, attributes, assets, etc.
What kind of work do you want?
What kind of work environment do you want?
Where do you do your best work?
What job search skills/habits do you need to develop?
Potential challenges/barriers
Know the MarketWhat jobs are available?
What are the requirements for these jobs?
What are the job duties, work environment, location, etc.?
What can I found out about the companies/organizations where I might work?
Make the MatchWhat jobs are you most qualified for/likely to
be successful in?
What specific companies/employers interest you most?
What value can you bring to specific jobs/employers?
What are your “high priority” and “lower priority” employers/job openings?
Summarize!Write a summary to define job search
goals Job titles, tasks, etc. you’re looking for Employer preferences—including specific
companies, geography Assets, skills
Be as clear and specific as possible
Prioritize if necessary
“Do. Or do not. There is no try.”
Plans and Goal-SettingSpend MORE time on job search activities.!
Set weekly goals.
Set daily goals based on weekly goals.
Plan a daily agenda based on daily goals. Work with your energy Reward yourself for achieving goals
At end of day, review daily progress and set goals for tomorrow.
Review weekly progress.
Set Goals Around. . . Networking
Researching target companies
Finding job leads—posted and “hidden” opportunities
Developing the personal brand
Professional/Personal Development
Sample Weekly GoalsConnect to 3 new people by the end of the
week.
Have coffee with ____ (to build network connections)
Identify and apply for 5 jobs.
Do practice interview and review checklist to prepare for Thursday’s interview.
Write a 30-second commercial for myself.
Finding Leads
26.7% of external new hires come from referralsOne hire for every 15 referralsNumber one source for hires
Source: CareerXRoads 2010 Survey
22.3% come from company website
Source: CareerXRoads 2010 Survey
13.2% come from job boards
CareerBuilder and Monster two top sites
Two Types of Job Openings
Openings that Exist Now Openings that Are Created for the Right Candidate
Openings that Exist Now
Advertised
20%
Unadvertised
80%
How You Spend Your Time
Advertised
80%
Unadvertised
20%
Finding Advertised Openings
Sources for Postings Job Boards (Monster, CareerBuilder, Indeed)
Company websites
Social media (LinkedIn, Twitter, Facebook)
Networking events and activities
Job Board ChallengesMany openings outdated
Multiple postings for one opening
Too much competition
Employers find least qualified applicants here
Employers using boards less
Disability “Niche” Boards Pros
More targeted to people with disabilities
Cons Disability first, person
second May be advertised to
satisfy EEOC/ADA requirements
Only a subset of available jobs
TipsDon’t spend a lot of time on boards.
Use boards primarily for research
Search locally
Search specifically
Use industry/occupational “niche” boards where possible
Find lead and then go to company website to apply.
Google Alerts
TipsRefine search before signing up for Alert
Make searches as specific as possible—occupation, industry, companies, skills, geographic location
Professional social network
Way to research businesses and individuals
Professional “branding” opportunity
“Jobs You May Be Interested In”
Keyword Search in “Jobs”
http://www.twitjobsearch.com/
Finding Un-Advertised Openings
For Unadvertised OpeningsFocus on:
Developing relationships with the right people Being a resource Matching your applicants to the culture/needs of
the organization
1. Find and Connect to Recruiters & Hiring Managers
Events/Associations Society for Human Resource
Managers (SHRM) Industry/Occupational
Associations Chambers of Commerce Conferences
Company websites/blogs
Email lists/newsletters
2. ListenFollow/read what they post
Join their groups to see what they’re discussing
Sign up for their newsletters
Ask questions
Probe for “pain” and problems
Try to understand culture and “fit”
Comment and RT
Provide resources, information that solve problems and address their “pain” points
Connect them to people and resources—go beyond your agency/organization. Don’t just be about “disability.”
Answer questions
3. Engage
Openings that Don’t Currently Exist
Openings for the Right CandidateMatch between company needs and applicant
skills/experience/personal characteristics
Sold on applicant through personal contact
Easier through network referral
Creating OpeningsKnow pain and problems
Show how applicant addresses pain or solves problem
Show how applicant matches culture/skill needs of the organization
Coach applicant to sell him/herself!
Personal Brand
Can I Count On You?
Are You Qualified?
Will You Fit In?
Will You Stand Out?
Communicating the Brand
Where to Share BrandResume/Cover Letter
Online applications
Social media profiles
“Elevator Pitch”
Interviews
The Resume1 page
Highlights—either get the interview or (better yet) as follow-up.
Keyword-focused
Save money, make money, solve problems
RTF format
The Key SectionsContact Info
Profile/Summary of Qualifications
Work History/Accomplishments
Education/Credentials
Relevant awards, professional associations, etc. (optional)
Contact Info
Profile/Summary of QualificationsBest place to include company/industry
keywords
Target company and job posting—highlight most relevant skills and qualifications
Highlight key accomplishments—SHOW, don’t tell!
3-4 sentences or use bullet points
Work History/Accomplishments Title it “Work Experience”
Highlight job duties/accomplishments most relevant to position.
SHOW, don’t TELL!
Focus on “So what?”
Quantify as much as possible
Use keywords liberally
List employer name, location, job title, years worked
Focus on past 15 years
Education SectionDon’t include HS if you have college degree
Spell out the school name
List degree
Don’t include GPA unless 1) it’s over 3.0 and 2) you are a recent grad
Consider omitting grad date
Completing the “T”1. Review job posting and/or company info
2. Identify employer needs, relevant keywords For job For company/culture
3. Fill in job seeker info to complete the T.
4. If you can’t complete The T—DON’T APPLY!
5. If you can, complete your resume.
The “T”
A Cover Letter is. . . A 30-second commercial
An opportunity to add context to your resume
A place to clear up confusion/concern
One possibility for addressing disability disclosure (when appropriate)
Four Paragraphs1. Capture employer’s attention
2. Customized details of professional experience.
3. Relate yourself to the company/why you’re a great fit.
4. Pro-active closing requesting action.
How to Capture AttentionMention networking contact by name
“I was speaking to Jane Doe at the Chamber of Commerce meeting yesterday and she suggested that I would be a perfect candidate for your open warehousing position.”
Your Unique Selling Proposition (USP)
Unique Selling Proposition (USP)
Features—1-2 things that make you stand out
Benefits—how these features benefit the employer
A Formula for Your USP
"Because of my _______, I can do _______ for you better than typical applicants."
For example. . . "I have five years of information technology
experience. My expertise is in technical support and troubleshooting computer problems. My technical knowledge will be beneficial in reducing call waiting times and will substantially improve the efficiency of your technical support center."
Tips for Second ParagraphProvide more information on benefits
mentioned in 1st paragraph.
Stress accomplishments and achievements.
Use solid action verbs.
If you lack experience, focus on transferable skills related to the position.
CUSTOMIZE TO JOB AND COMPANY!
Tips for Third ParagraphDemonstrate knowledge of the company and
position: Industry trends and issues Specific challenges faced by company
Highlight your accomplishments, qualities, etc. that show the “fit.”
Tips on Final ParagraphExpress confidence that you are the perfect fit.
Ask for interview
Notify employer that you plan to follow up with a call within a specific time.
Include email address and phone number
Cover Letter Checklist for Success Is your cover letter addressed to specific
individual?
Do the opening sentences “grab” the employer’s attention?
Is the letter customized to the specific position and company?
Does the letter show how you will benefit the employer?
Cover Letter Checklist for SuccessDo you demonstrate expertise by using
industry jargon?
Do you include specific examples of relevant accomplishments?
Is the letter succinct?
Is the letter authentic, conveying a sense of who you are as a person?
Cover Letter Checklist for SuccessDid you include all requested information
mentioned in the ad, such as job reference number, employment availability?
Does it end with a confident call for action?
Does it include contact information?
Did you sign the letter?
Email Cover LettersFollow employer instructions—attachment or in
body of email?
Subject Line Include reference to job, but highlight
qualifications (“Experienced Call Center Support Staff for Opening in Call Center”)
Include contact information in your email signature
ATS=Applicant Tracking SoftwareUsed by 50% of medium companies and almost
all large companies.
Designed for employer to be able to manage applicants and screen/sort by multiple criteria.
Will prioritize and return to the recruiter the top tier (on paper) candidates in rank order.
Beating the ATSMake sure application is complete and error-
free.
Never send resume as PDF.
Don’t include tables or graphics in resume.
Call work experience “Work Experience”
Don’t start work experiences with dates.
Include specific keywords from job posting in resume, application.
“Big Pitch”
30-60 second Introduction
Includes: Name “Positioning Statement” Brief Career Summary Work Philosophy Job Search/Business Networking Objectives
Be concise, memorable
Customize for specific events/jobs
PRACTICE—out loud!
Types of Job Interviews
Screening InterviewsUsually over the phone.
Can happen “spur of the moment.”
Designed to screen you OUT.
Goal is to make it to the next round. . .
Video InterviewOften for screening and/or to talk with a remote interviewer
Use Skype, G-Chat or some other video-conferencing software
Panel InterviewsMultiple interviewers
Can interview one candidate or multiple candidates at same time
Allows employer to screen multiple candidates at once.
Can be awkward for interviewees.
Open-Ended InterviewsThis is the “basic” job interview most
applicants expect.
Open-ended questions with no yes/no or right/wrong answers.
Can have multiple levels
Behavioral InterviewsQuestions designed to elicit specific skills and
examples.
More focused and probing.
“Tell me about a time when. . .”
Often evaluated and scored against a matrix of “acceptable” answers.
Situational InterviewClosely related to behavioral interview.
Provided with specific work situations and asked about how you would handle them.
Usually involve problem-solving and/or difficult work situations.
General Tips
Listen!
Focus on the positive
Provide specific examples
If you don’t understand a question, ask for clarification.
Sell how your skills, qualifications will benefit the employer
Focus on being a good “fit”
Behavioral/Situational InterviewsDescribe:
Problem/Situation Actions you took Results of those actions
Be specific
Be positive
Don’t “over-explain”
Final Thoughts Job search success depends on:
Putting in the time Setting/achieving specific goals Focusing on making and using personal
connections and networks Articulating value to potential employers Customizing messages to meet specific needs Communicating confidence, responsibility and the
ability to “fit in” while standing out from the crowd.
