INIRODUCTION 1

YOU MUST BE LIKABLE 2

NETWORKING TIPS 3

TARGETING AN]) RESEARCHINGEMPLOYERS 4

HOW TO SELL YOURSELF WITH A RESUME 4

DO’S AN]) DON’T / TRANSFERABLESKILLS 5

KEY-WORD SCANNABLE / RESUMESELIMINATED 6

WRITING AN EFFECTIVECOVER LEITER 7

SAMPLE: COMBINATION KEYWORD RESUMES 8,9

SAMPLE: COVER LETFER 10

GREAT WEB SITES FOR JOB SEARCH 11

JOB APPLICATION TIPS 12

INTERVIEWING HINTS I FOLLOW-UP: IMPORTANT 13

THE “BAKER’S DIRTY DOZEN” QUESTIONS 14-17

ASKING QUESTIONS / FOLLOW-UP: IMPORTANT! 18

WHY YOU DON’T GET HIRED 18

CONCLUSION: THESHORTESTDISTANCE! 19

$ ~IN~Jo~p

I

INTRODUCTIONBy way ofintroduction to this Booklet let’s considerafewbasics.Let’s aska few questions:Q - 1. What is somethingthatmanyjob seekersveiycommonlydo in trying to getajob that is the leasteffectivething they could do?

A - 1. Sendout résumés.Distributedby anymethod,just sendingout résumésresultsin somethinglessthan1% success.

Reasoning:A résuméshould notbe designedto “getyou thejob”. The purposeof a résuméis to justpeakthe curiosity ofthe employerenough sothat he wantsto call you in for an interview. Thereforeyour résuméshould be designedto getyou the interview. If you tryto do anythingmore than thator lessthanthatyourrésuméis lesseffectivethan it should be or could be.Granted,thisappearsto be a fine-linedifferencebut itis verysignificant! A résuméby itself is practicallyworthless— but aspartofyour “package presentation”it is very important. We’ll discussthe details later inthis booklet.

Q -2.Whatis thesecondleasteffectivethingjobseekersdo to getajob?

A- 2. Job searchwebsites- Around2% effective.

Reasoning:Thisis a cousinto sendingout résumés.You sendrésumétypeinformationto hundredsofwebsites.Also keep in mind that toomany ofthesewebsitescould really carelesswhether you getajobornot! Theyarelooking for your wallet or your personalinformation sotheycan useit in other ways.Onlinescamsand schemes:Identity theft; Illegal purchasesonline; Requestsfor “up front” money; Creditcardtheft; etc.Pleasenote: there are many good,caringjob searchwebsitesout there,but be careful.There is a list ofgoodsiteson page11 inthis booklet—therearemanyothersbu is listwill giveyou a goodstait

Q-3. What is the third leasteffectiveway to find a job?

A-3. Classifiedlists in newspapers,tradejournals,magazinesand other variouspublished lists availableto the public in generalandincludesmanyplacementagencies.Why are thesesourceslesseffective?-

Becausemostofthe bestjobs have already been“born” andfilled — beforetheyare published.

Which brings us to the most effectivemethod offinding andgetting ajob -

STATICICSSHOW THAT BETWEEN65% AND 80% OF ALL JOBSARE FOUND

a Vt tflP TtIPtttlflfl

P&L~UrILLr.I) DY r~JI ~v~’i~nii’u,...

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There area fewother things that arebasic to causingfrustration in job search.It is necessaryfor you to“arrive at the thresholdofreality” in developingyourcareerandcontinuein the “upward mobility” ofalifetime ofcareer development.

There aretwo categoriesof peoplewho arefrustratedin job search:

1. Thereare thosewho “are betterthantheythink theyare”. Their frustrationexistsbecausethey hesitate toacknowledgeto themselvesand to employers thatthey really can do more than they realize.Theyacceptlower payingjobs, are bored with the workand generally are unhappy with their situation.

2. Thereare thosewho “think they are betterthan theyare”. Their frustration developsas they exaggerateor lie about their experience,educationand otherthingsand evenif they “talk themselves”into ajobthey wonderwhy theemployer isunhappy withthemandwhy theyget steppedover for promotions,etc. Their job usuallydoesn’t make it throughtheprobation period ofnewemployment.

In bothcasesthesejob seekershaven’t beenhonestwith themselves.

In thecaseofthosein #1 they needto discoverforthemselvesorhaveothershelpthemrealizetheirtalentsandcapabilities- thenarticulatethemto theemployer.That’s exactlywhattheemployerwantstoknow! - Justbepreparedto supportit withdocumentablefact.In thecaseofthosein #2 theymayindeedhavetheaptitude to do more but needto get more education,certifications,or experienceto “prove up” to theircapabilities.After all it is the responsibilityofthejobseekerto improvehimself— throughouthis lifetime!

There is oneother categoryoffrustrationthatshouldbe mentionedhere in the introduction — thepersonwhohas becomediscouragedin their job searchandhasbegunto “assignexternal reasons”for theirlack ofsuccess.Reasonssuchas, “I’m not getting thejob becauseI’m tooold”, or “They’re picking favoritesoverme eventhough I’m more qualified”, etc. Most ofthe time theyarenot evenawarethat their negativeattitude is the problem. Theydon’t realizetheyarejust“not likable” to the employer.Whenthis happenssomeone,a ‘~jobcoach”, or anemploymentcounselor,needsto “coach” themto reality, changetheir attitudeand help them becomebetterattheirjob searchskills!

NOW THAT’S ENOUGH OF NEGATIVES! Iit is the intention ofthis booklet(and the instructionclassthat usually introducesit) to help peoplebecomesuccessfuljob seekers,with great attitudes andtheability to makethemselvesmore likable totheemployers— to change the problem frustration from,“Why can’tI get a goodjob?” to “Which job offershall I accept?”

(~ETREAt)’~ (;~:rSET! LE F’S (;O!

.THE OPPOSiTE OF~ 1’~ ?S’~I~%IXI~T,~ W ~T1 a’IT% 1T~1j~

1

You can’t get more basic than this...

EMPLOYERS DON’T HIRE PEOPLETHEY DON’T LIKE!

Your challengeis to get an employerto know you and like you - quickly!

YOU MUST BE LIKABLEIN FOUR AREAS:

1- VISUALLY:Poorpersonalappearanceis by far the #1 reasonwhy peopledon’t gethired! You mustlook likeyou’ll fit into the company. Dressat least onelevelhigher than that which is requiredfor the job. Alsomaintain goodeyecontactwith the interviewer.Don’t slouch,be professional.

2- AUDIBLY:The #2 reasonpeopledon’t get thejob isunorganized,ramblingvocalpresentations.Developyour “Me in Thirty Second?statement.Inthe interview expand into your “PowerStatement?.

3- WR1TFEN:Job applications, Cover letters, Résumés,Portfoliopresentations,Follow-upsall mustbeefficientlyandeffectivelycomposedand formatted to be“likable~.Example: 90% ofall résumésare eliminatedwithin20 seconds!Also, is your résumé“Scannable”?

4- QUALIFICATIONS:Ofcourseyou muststate,anddocument,yourjobqualificationsclearly,bothaudibly andin writing.

This supportmaterialmustbeeasyto find andunderstand,not buriedin paragraphs.

We will reviewtheseitemsin much more detailthroughoutthis booklet.

Somethingelsebasicallyimportantis the factthathigher salary jobs requiremore skills. If youdesireajob that pays well, it is yourresponsibilityto increaseyour skills or acquirenewonesto realizeyour goals.

While thejob-seekersays...“I want theEmployer to feelthathiring meis a goodidea!”

The employersays...“I want to hire qualifiedpeoplewho want to work for mycompany!”

There is an employer out therelooking for you...

But you haveto find him...And he has to like you -quickly!

I FINDING A GOOD JOB IS A FULL-TIME JOBEverystepin yourjob searchis important.

Assumethat there are 100peoplelooking for everyjob.The employer’s taskis to eliminate 99 applicants.

Your task is to be so skilled and thorough thatyou are not eliminated at any stepin the process.

2

BINGO! + + +

NET ÔRKING

eBINGO!

NETWORK1N(; IS THE \IETHOI) BY WHICH

8 OI~TOF 10 JOB SFFkERS \IEU I THEIR ‘~E\% E\IPLO\ FR’

• 0.8 % ofjobsarefilled by sendingout résumés• 4% ofjobs arefilled throughStateEmployment Service.• 6% throughprofessionalagencies.• 10% by thejob seekerwithout othershelp.

• 65%TO 80% FILLED BY NETWORKING! (Word-of-mouth)

N}~TWORKINGTIPS

1. Almost anyonecanbe anetworkingsource:Friends,neighbors,peers,competitors,churchmembers,tradeassociations,professionalgroups,businessassociates,job fairs, clubmembers,etc.

/ (Note: church membersarea potentiallyunparalleled networking resource.)

2. Identify apersonto useas an original networking“source”.

3. Meet thce-to-face,call on thephone, email orwrite themaletter(face-to-faceis best).

4. Make the contactwith two objectivesin mind:a. Impressthe contact.b. Gettwo or three morenetworking sources.

5. Make sureit is a convenienttime for the contactto talk to you. If not, approachlater.

6. Ask for SUGGESTIONS andADVICE(NEVER for a JOB or a FAVOR) on how tofind ajob in the field in which you are looking.

7. Give your “Me in 30 Seconds”summaiyofyourstrongestcharacteristicsandqualifications.

8. Pre-rehearseyour“30 secondsummary”with a JobCoach! A Job Coach is someoneyou haveconfidencein andwill assistyou in “mock interviews”, adviseyouin job searchtechnics,etc.The leasteffectivejobcoachwould be a memberofyour own family! Themosteffective onewould be someonewhoworks inthe industryor evenin thecompanywhereyou’d liketo get thejob!

9. After giving your “summary” and your résumélisten andtakenoteson their suggestionsandadvise.

10. Ask for the namesof two or threecolleagues,competitors, etc., if your contacthasn’t suggestedsome. Get names,addressesand phone numbers.Make sureyouget thecorrectspellings!

11. Ask for pennissionto usethecontact’snamewhenyou call the referrals.

12. Get permissionto sendthe referral your résuméevenif there is not ajob in their organization.

13. Always thank your contact for their time andhelpfulness!

+~ BNGO!~

+

BINGO!+ +~_~ / +

START ~‘

+

+

3

TARGETING ANDRESEARCHING EMPLOYERS

(Doingyour “Homework”t)

It is very importantthat you researcheachcompanybeforeyou actually talk to employers. The two majorreasonsfor this researchis to: I) help you determinewhetheryou really would be happy working for thatcompany - or not; and 2), Help you team how topresentyourselfin thebest light visually, verbally andin writing sothey will like you and hireyou.

Here are commonsourcesofinformation aboutemployersnationally and/orin your local area.

1. INTERNET: Visit thecompany’swebpage,you’ll find lots of information there. However,keepin mind, it is alwayspositive,you’ll want tosearchother sourcesto get a completepicture ofthe company.

2. PUBLIC LIBRARY BUSINESSSECTION:An excellentsource!Biographies, newsclippings,tradejournals,financial analysis,critical reports,etc., of thebusiness,operations, employer,productsandservicesnationallyandlocally.

3. CHAMBER OF COMMERCE, SPECIALEMPLOYERDIRECTORIES:Theseareavailable to anyone; the employerswant to findgoodemployeestoo!

4. DEPARTMENTOF ECONOMICSECURiTY EMPLOYERLISTS: There arehandoutsandtraining in DES offices,and thejobcounselorsknow the local marketverywell.

5. COMMUNiTY ORGANIZATIONS:Membershiplistsoften tell you who doeswhat forwhatbusiness.

6. TRADE ASSOCIATIONSAND TRADEJOURNALS:Thesepeoplehavedirectoriesandjob openinglists.

7. COLLEGE COUNSELINGCENTERS:Thereare whole rooms in thesecentersdevotedtohelping you preparefor job search.You can usethesecenterresourcesevenif you aren’ta student.

8. UNIONS: Talk to thebusinessrepresentativesintheoffice, not thedispatcher.

9. PROFESSIONAL ORGANIZATIONS: Thesepeoplekeep lists ofjob openings,andmembershiplistswhich will often tell you the nameofthepersonyouneedto contact abouta specificjob.

10 THE YELLOW PAGES: This is an almostcompletelisting oftheemployers in thearea.

ii WANT ADS: Readfor specificopeningsandto seewho’s hiring in ~y field. Note:A companyhiringengineers,for example,will also needsupportpeoplefor thesetechnical experts.

12 COMPANIES/MUNICIPAL BUILDINGS: gatherinformation about companies,contactpublic relationsdepartments,obtaincompany brochuresand reports tostockholders.

13 VISIT THE BUSINESS: Observethe “Image” ofthecompany,how people look, dressand act. Talk tofriendlyclerks and other employeesabout the company.

You might approachandaskseveralemployees,“Hi,my nameis JoeJobseeker.I’m thinkingaboutworkinghere, what’s it like working for this company?”

A. Find out who hasthehiring authority?B. What’s the benefit packagelike?C. Receptionists,Administrative Assistantsknow a lot!D. Doesmanagementrecognizequality work,

achievements,do theypromote from within?E. Kindly let them know you’re seriousand that you

appreciatetheir help!

HOW TO SELL YOURSELF WiTHARESIJME;~

An advertisementfor yourself! You canseldomgetajobinterviewthesedayswithoutaneffectiverésumé.Here’showto makeyourésumémore effective.

TAKE A SELF-INVENTORY

Ona separatepaper(s)list all ofthe pertinentfactsaboutyourself- “brainstorm”with yourself,listeverything! What you can do well; your education;interests;professionalmemberships;specialachievements;honors and, ofcourse,your workhistory. Don’t be bashful butdon’t exaggerateeither.Everythingshouldbe supportablewith “documentable”facts. Nowwe’ll look at arrangingthe informationintoan effectiverésumé.

4

PICK A FORMAT

CHRONOLOGICAL. List your experiencesin reverseorder, startingwith yourcurrentor most recentposition.

FUNCTIONAL. Focuson what youhave learned.Work-related experiencesare organizedunder skillcategoriessuchas“ExpertiseSummaiy”,“PersonalProfile”, “Marketing,” “Administration” or “FundRaising”, “Skills Summary”,“ProfessionalProfile”,“SpecialAwards”,“Achievements”, “Honors”.COM]3INATION. Most résumésfall into this category.A combinationformat, in which companynamesand datesare included aswell as a summary section(s)offunctionaldescriptions.

IX)1’t’T’S FOR REStJ!’~lEWRiTING:Don’t include datesif they work againstyou. Instead, youmight considersubstitutingasummarystatement - i.e.,“overtenyearscombinedexperiencesin sales”.

Don’t includepersonalinformation. Age,marital status,height, weight,the stateofyour health or your nationalityhaveno placeon todaysrésumé.

Don’t include salaryhistory unlessaskedfor. You mayeither confront the issuedirectly at thejob interview orstate in your coverletter, “My salaryhistory iscompetitive.”

Don’t includereferences.However,have themavailable inyour brief caseat the interview.

Don’t lie, If you get caught in evena small lie, it couldwipe outeverygood thingyou havedone. Bewarned:There areverification serviceswhosesolepurposeis toverify résumés.

Don’t be toomodest.This doesn’t meanthat you brag.You don’t write that youare an “exceptional”manageror a“brilliant” writer. Whatyou do write is, “I doubled theprofits,” or, “won severaljournalism awards.”

1)0’S FOR RFSIJ\1EWRITING:Do realizethat the upper1/3 ofthe flrstpageis the mostimportant- “The Hot Zone”! The first 7 to 20 secondsdeterminesthe impressionyou makewith the employer.Becertain your strongestcharacteristicsthat aremostimportantto theemployerarelisted first.

Do useactionverbsin cleanconcisephrases.Emphasize

simplicity. Don’t let your résumégetcomplicated!

Do payattention to language. Avoid unnecessaryintroductoryphrasesandthe useof”I”. Repeating“keywords” ispermissible, however,Ifyou haveperformedsimilar tasks in different jobs, explain themost recentonein detail.

Douseappropriate language,jargon,commonto your

job andindustry,don’t comeacrossasan outsider.

Do designyourrésuméto be KEY WORD

SCANNABLE. (Seepage6)

Do includeasmanyof these12 MOST TRANS.FEllABLE SKILLSasyoucanhonestlyjustify:(Listedalphabetically,not in orderof importance)

• Bilingual - especially Spanish• BudgetManagement• Computer skills• Coping with Deadline Pressures• Interviewing• Negotiatingand Arbitrating•Organiiing‘Public Relations•Speaking• Supervising• Teaching•Writing

Do becertainthat thedocumentreflectsyour personality,not someoneelse.Don’t let someonehelping you “insert”their personality.The employerwantsto interview thepersonwhowrote the résumé- be certainthat it isYOU!

Do keep it short Try to keepyour résuméto one page.However, thereis nothing wrongwith agoodtwo pagerésumé.

Avoid gimmicks. No folders,No Binders, Nopictures,No colored paper, No coloredInk.

Do write a cover letter. A résuméshould not go outallalone. It is like “shootingyourselfin the foot” to workhardon your résuméandthen sendit out with a sloppycoverletter - or no letter at all! (See“WRITING ANEFFECTIVECOVER LETFER” page7)

Thereisapossibility that in the future - in factsomelargercompaniesarealready“changingover” fromrésumésto a screening/testingprocessfor finding newemployees.Instead ofreadingyour résumé,an employermay askyou to fill out an online form or takean onlinetestthatmeasureshowwell you “fit” thejob, basedonresponsesfrom successfulworkers.

Google,for example,usesascreeningprogramtomeasureapplicants’ attitudes,behaviors, personalityandbiographical details.Answersare applied in a formulathatcreatesascore,indicating how well thecandidateislikely to fare onthejob.An increasinglypopularscreeningtool usesa kind of

If~lP0RTANT RESUI\IE UP1)1~TE\\ Ii~it’sC !lUflC in t!1C Iture.’

5

standardizedtest. Applicants’ answersto questionsaboutsuchcharacteristicsastheirpreferrednoiselevel atwork or the time ofday theyfeel mostenergizedarecomparedwith answersfrom workerswho already aresuccessfulin thejobs~

This “new” processfor finding employeesis notentirelynewbut is refmementsofvariationsthatemployershavebeenexperimentingwith for the last fewyears. Onlymidsizedor largecompaniesarebeginning to useit forthe present.

The traditional résuméis still being usedthroughout thevastmajority of businesses.It’s mentionedhere sothat youmaybe awareofthe“shift” takingplaceandbe prepared for it.We’ll maketheshift whenit becomesmore dominantandgiveyou updatesin later versionsofthis booklet.

NOW, CONSIDER THIS...

KEY WORD SCANNABLE

You havea high percentagechancethatyourrésuméwillbe electronically scannedinto a computer database.Laterthe data baseis searchedfor keywords. Only thoserésuméscontaining an exactmatch or “hit” ofthe “keywords” will surfacefor consideration.You will need toincorporate at leasta sectionofkey word “Jobdescriptor?,usually nouns and noun phrasesintoyour résumé.If you don’t your résuméwill be “invisible”andpreventyou from being consideredfor thejob!(Seethe “PROFILE” sectionin sample résuméon page8)

THiNGS TO AVOID in a scannablerésumé:• Fancy fonts: stick with basic fonts, Anal is best• Verticalandhorizontal lines,brackets,asterisks,

quotation marks,parenthesis,hollow bullets,slash,put a spacebefore andafter a hyphen

• Avoid italics andunderlining altogether• Nothing in columns,no full or rightjustification• Don’t fold, staple or paper clip, if you mail it usea

largeenvelopewith a cardboardinsert

THINGS TO DO:• Do Useblack ink on whitepaper(90to 96 brightness)• Do Usequality 24#bondpaper• Do Usehighestquality printer— Laser

90% OF RÉSUMÉSV ITHUN 10 T(

ARE ELIMINATED) 20 SFA’ONDS!

Why? Let’s reviewwhathappenswhenyourrésuméispickedup from thedeskby theemployer

1. Selectionis by processofelimination! Employersarevery skeptical about résumés,theyreally don’t“trust” them! Howeverthey area necessarypart oftheprocess.Your résuméis in a stackof25, 50, 100 ormore. The employer’s first goal is to get rid ofasmany ofthem asquickly aspossible.

2. “What can this persondo well that will help meriahtnow?” This is the questionthat is uppermost inthe mind ofthe employerashe picks up your résumé.He doesnot yet care(in the first 10 seconds)whatyour nameis, what your addressis, where you haveworked in the past,who you’ve worked for,, what youreducationor experienceis or any datesinvolved.That’sobituarystuff! Remember,(in the first 10seconds)“What canthispersondo well to help merightnow?”

3. The top 1j~of pageone...We know that theeyesof

theemployerfall an averageof 2% inchesbelow thetop ofthe page - that’s belowyour nameheaderinformation,he’snot interestedin that yet. He’slooking in the top 1/3 ofthe pagefor answersto hisquestion, “What canthis person do well to help meright now?” If he doesn’tseeit within 10 seconds,your résumé is setasidein thediscard pile! If heseessomethingof interest he will continue to searchyourrésumé for a total ofabout 20 seconds.~g~yhe’sstarting to look for somesupport documentation, if hedoesn’t fmd it, easilyand quickly, you’re in the discardpile!

4. He decidesnot to decide. If he’sstill interestedafter20 to 22 secondshe usually decidesnot to decideandyour résuméis placedon the deskin a “maybe” pile.Out of 100 résumésthere will be about 10% in the“maybe” pile, that is, there are about 8, 10 or maybe12 still in the running for the position.

5. 45 secondstotal time. Now he picksup eachremaining résumé and gives it up to 45 seconds(totaltime) in which he will decidewhoto call in for aninterview. He can study a two pagerésuméverythoroughly in 45 secondsand in that time he’s lookingfor all ofthe documentationhe canfmd aboutyourabilities to “help him right now.” Now he’s looking ateducation, experiences,companynames,placesanddates.

“The obituary style résuméthat listsactivitiesatformer andcurrent employersis dead! Stating what apersoncanand will do well to meetthe needsof afuture employer - is alive andwell. It suredoesincreasethe chancesof being calledfor an interview.”

Dick Gaither, PresidentJob SearchTrainingSystems,Inc.

6

6. But you must passthe 10 and20 secondcuts to beseriouslyconsideredfor thejob! How do you getthat informationto him so quickly andeffectively?Here’s how!

Seethe “PROFESSIONAL PROFILE”Sectionin thesample résuméon page,7

A. Noticethat the contentsofthis sectionismadeup of“stand alone” job descriptors separatedby periods.Thereareno verbs,pronouns,adjectives,etc., no“fluff’- for themostpartjust nounsandnounphrases.In short,a “10 second”key-wordsummary,anut-shell versionof“what JoeJobseekercando well.” This is exactlywhat theemployer is looking for -2% inchesfrom the top ofthe page,rightwhere the employerfirst focuses!

B. ThreeMajor Functions canbe accomplishedwiththis section, they are:1. This sectionprovides the “what you cando well”

summarytheemployer is looking for in the first7 to 10 seconds.

2. Keepingin mind that if your résumé is scannedinto a data baseand later searchedfor “keywords” typed into the computer - this sectionenablesyou to ensurethat thekeywordswill bein your résumé.Even though theemployer likesto seeaction verbsandshort phrasesashe readsyour résumé, he will typenouns in thecomputersearch!Hencethe verb “Supervised” in thebodyofthe résuméwill be “Supervisor” in the Profilesection.Managedwill be Manager, Directed willbe Director, etc.

3. This is a big one! This sectionallowsyou toarrange your strongestcharacteristicsandcapabilities in theorder of importance that youknow theemployer is looking for. The order canbe arranged without regard for chronologicalsequence!The order canbe rearrangedto meettheneedsofeachemployer!Tailor yourrésuméfor eachemployer! Just what he is looking for.

ONEMORE THING: Be sure to keep in mind thatthe résumé is your personal advertisementnot someformeremployeroruniversity. So, list your job titlefirst, then thecompany,city andstate,then the date.(Follow theexamplesequencein thesamplerésuméon page7.)

A WORD ABOUT BULLETS: Bullets, whethercircles,squares,diamondsorarrowpoints, shouldbe

solid not hollow. Their solepurpose is to guide the eye.Placethemonly two or three spacesin front ofthe lineand don’t make them big and obnoxious! Bulletsshouldneverdrawattentionto themselves!Reducethebullet font by oneor two font sizeslessthanthe text.

WRITING AN EFFECTIVECOVER LETTER

Writing effectivecover letters is oneareathat is oftenunderestimatedanddismissedas inconsequentialin theoverall schemeoflandingajob. Thecoverlettercanbethe importantkey to openingthe right doors!

While the résumé is generic in content, thecoverletteris personalandspecific. Ideally, it is addressedto thepersonwho doesthehiring.Thebestpreparedjobseekerwill be able to provide answersto threequestionsthat theemployeris seeking:1. “Doesthis job seekerunderstandmy problems!”2. “Is thereadequatedocumentationon performance

thatwill go to thebottom line?”3. “Are theresubstantialindicationson howthejob

seekerthinks?”

Your goal is to “personalize”yourselfandprompt theemployerto pay moreattentionto your résuméandsay,“I’d like to meetthe personwho wrote thiscoverletterand résumé!”

A wellwritten coverletter projects the following threeobjectives:1. “This is what I know about you and your

company.” (I’ve donemy homework!)• It offers the opportunityto clearly statewhy thisorganizationis of interest to the writer.

2. “Here is howI’ll fit in and fill the openposition.”(I canhelp solveyour problems.)

• It givesthewriter andopportunityto directattention to specificskills that are ofdirectrelevanceto the company.

3. This is when I will contactyou to arrange thebest time for our interview.” (Very assertivebutnot obnoxiouslyaggressive!)

• It provides an opportunity to control furthercommunicationandfollow through betweenthe writer and the recipient.

Thelength of the cover letter shouldbe200words or less.

7

Sample:CElRO~OLOCIC~L— Combination, KeywordRésumé(Font: Times NewRoman 12)

JOSEPH J. JOBSEEKERMargins no lessthan15Tabs:nosmaRerthan 25Psges2 pagesok ~effealveBullet* nomorethan2 to3spacesfromteitRon

FontsizEno smallerthan10, 1notlargerthan14,12la ide~ 4534East ProspectAvenueNes*=14.therestttyforl2FontstyIS~~ Tb~~ ospe on, ona,Roman,noserwfonts 480.833.1905

jjjobseeker~home.net

PROFESSIONAL PROFILE(Note:Jobdescriptors:nouns,nounphrases,separatedby periods.)

ChiefFinancialOfficer. Financial Manager. Auditor. GeneralAccounting.Budgets.Forecasts.FinancialStatements.FixedAssetReports.Contracts. Payroll. Credit Management.Job Costing. Invoices.Computer Proficient:FinancialSoftware,Word. WordPerfect,Varnet,Macola.InterpersonalSkills.Publlic Relations. Performance Evaluator. Policy andProcedures.TeamConcepts.Master ofBusinessAdministration. CPA. Bachelorof Science,Accounting. 17 Years Experience.Trainer.High Integrity.

PROFESSIONAL EXPERIENCE

Chief FinancialOfficer, Horizon International,Inc.,Gilbert,AZ 2005 - PresentOverseeall financialmanagementdepartments

• Direct topmanagersin developingfinancialandeconomicpolicy• Establishprocedures,delegateauthority,evaluateperformance• Managethe implementationofpolicies,audits, goals,• Conductmeetingsof financialandeconomicassociations• Monitor implementationofpoliciesandprocedures

Financial Analyst,AngelsHealth PlanofArizona, Tucson,AZ 2001 - 2004Overall responsibilityto ensurefinancialaccountabilityfor Arizona

• Analyzedgroupaccountsandresolvedproblemswith groupadministrator• Directedmemberservicesandclaimsprocessing• Auditedbankreconciliations,journalentries,month - endandyear- endreporting• Recognizedwith companyOutstandingLeadershipand ContributionsAward

GeneralAccountingManager,CreditManager, CrucialConcepts,Inc., Mesa,AZ 1998 - 2001Managedall generalaccountingfunctionsofa Fortune500companydivision

• Supervisedandtrainedoffice staff• Administeredcorporatecreditproceduresandguidelinesfor customers• Monitoredthe monthly reportingof inventory,payroll records,andfixed assetreporting

EDUCATION

• Master of BusinessAdministration,ArizonaStateUniversity,Tempe,AZ 1998• Bachelor of Science,Accounting, BrighamYoungUniversity, Provo,UT, 1996• Deanslist, 1976, 1977; OutstandingStudentAward - CollegeofAccounting• AssociatesArts, Finance, Ricks College,Rexburg, ID, 1992

COMMUNITY SERVICE

• District Finance Chairperson, Boy ScoutsofAmerica 2006• Chairman ofUnited Way Campaign, Surpassedall goals, Tucson,AZ 2003

OTHERINTERESTS

• Photography, Hiking, Camping, Fishing, Golf Model Railroading, Reading

8

FUNCTIONAL - Combination, Keyword Résumé (Font Anal 12)

CYNDI KAE KENDALL

1557 East Monterey StreetChandler, Arizona 85123

Home: 480.765.4321Cell: 602.123.4567

PERSONAL PROFILE

EXPERTISE SUMMARY

Administrative Assistant. Executive Secretary. Supervisor. Team Member. Type 85 wpm.Computer Proficient: Microsoft Word, WordPerfect, PowerPoint, Excel, Access, Form Fill.Legal Application. Document Formatting. Data Base Management System. Office Machines.Data Entry. 10 Key. Accounts Payable. Accounts Receivable. Travel Schedules. Publicity.Planner. Trainer. Records. Customer Service. Budgets. Cost Analyzer. Staff Coordinator.Statistical Reports. Correspondence. Files. Proofreader. Bilingual: English, Spanish.Interpreter. High Integrity. Dependable.

• 20 years experience as an Administrative Assistant, Executive Secretary and Secretary• Type 85 wpm, fast 10 key• Proficient in use of computer hardware and all major software programs• Expertise in budgets and invoices; Accounts payable and receivable• Maintain, facilitate staff calendars, schedules, reservations and travel arrangements• Supervision of office staff and compliance with policies and procedures• Skillful customer relations including factory representatives, professional, contractors• Develop and Administer systems, reports, schedules, inventories, project work completion• Originate, administer personnel policies, procedures, records, performance evaluations• Train staff on computer operations, updates, problem resolutions

• Office Manager, Water Resources, Chandler, AZ 1996 - Present• Executive Assistant, McDonnell Douglas, Mesa, AZ 1992- 1996• Executive Secretary, Williams Air Force Base, Mesa, AZ 1990- 1992• Executive Secretary, Civil Engineers, Williams Air Force Base, Mesa, AZ 1988 - 1990• Administrative Assistant, Inspector General, United States Army 1985 - 1988

• Graduate of numerous courses annually to improve office skills and productivity• Formal Training in all major computer software programs; Data Management; Effective

Composition; Proofreading; Equal Employment Opportunity; Leadership; CustomerRelations; Communication; Public Speaking; Take - Charge Training 1985 - Present

• CPR Certified• Bilingual: English, Spanish; Interpreter

PROFESSIONAL EXPERIENCE

EDUCATION

Sample:

9

CO’JER LETTER (200 words or less)

ARTHUR KING

OneNorthCastleCircleMedieval, Arizona,85855

520.123.4567

July 10, 2007

Mr. RobertT. McPhailVicePresidentofMarketingLencorIndustries,Incorporated2002LakeIslandDriveGilbert,Arizona85642

DearMr. McPhail,

I recently reviewed,with interest,anarticleyou wrote in SALESMANAGEMENTMAGAZINEentitledMotivation ThroughMarketingExcellence.The marketingphilosophy at Lencorcorrespondsto whatI haveaccomplishedon a smallerscaleon my currentassignment.

As youwill notefrom theenclosedrésumé,my salesand marketingaccomplishments,especiallyat WesternGeneral, favorably fit your “MarketplaceManagement” concept.

Becauseofmy familiarity with your customer baseand distributionnetwork,I feel comfortablewith mypotentialcontribution to your growingorganization.My experienceoverthe lastthreeyearsof increasingsaleswithin my territory by 31 percentdemonstratesmy ability to succeed.

I will be in Gilbert nextweek. May we discuss“MarketplaceManagement” andmy strong interest in yoursalesgroup? I will contact you on Tuesdaymorning to arrange the besttime for our interview.

I look forward to meetingwith you.

ArthurKing

YOU ARE A ~JOBSEEKER PACKAGE”

A coverletteris essentialto thejob search.It is adefinitepartofyourJOB SEEKERPACKAGE:

The Cover Letter; the Résumé;the Interview; the Follow-ups = TIff JOB!

All elementsofyour“package”mustbe skillfully preparedandpresentedin order for you to be seriouslyconsideredfor thebestjob, with thebestpay, in the shortest time,

Sincerely,

Sample:

10

GREAT WEB SITES for Job Search

CAUTION! A greatdealoftime, moneyand emotionscanbewastedon the INTERNET! Be certainyouconcentrateon specific, relevantsites.We found the following to be “tried andproven”, quality sites- theremaywell be othersbut, asalways,try to investyourtime wisely in this andeveryotherfacetofyourjob searchprocess.

NOTE: Alwaysdo your websitejob searchafter 7:00p.m. in theevening! (Duringthenormal, daylightworkhoursyou should be networkingwith ijy~people!!)

ajb.dni.us/career.orgcareerbuilder.comcareers.orgcareerbuilder.comcareerjoumal.com(wsj: Greatfor $80k andup)collegecentral.comcollegegrad.comcollegejournal.comdice.comfastcashathome.com(Work athomejobs)federaljobsearch.comflipdog.comhotjobs.comindeed.comjob-hunt.org (Listofbestjob searchresources)jobhuntersbible.com(Thenetguide:Howto bestusetheweb)

jobing.comjobs.comjobsfed.comjobweb.org (Collegestudents& recentcollegegrads.)lawjobs.comldsjobs.orgmedjobs2000.com(Medicaljobs)monster.com(TheMonsterBoard)paid-work-at-home.com(Work athomejobs)quintcareers.comrileyguide.comsalaiy.comsnagajob.comtopjobsusa.comusajob.comvault.comwantedjobs.comwebcrawler.comworktree.com

GOVERNMENTSITESazstatejobs.govwww.ci.phoenix.az.us/employ/index.htmlmaricopa.govstudentjobs.gov(U.S.official siteof student Fed.jobs)usajobs.com(U.S. official siteofFederalGov.jobs)

OTHER GOOD SITESbls.gov/oco/(OccupationalOutlookHandbook)jobhuntersbible.com(The~etguide:Row to bestusetkeweb)

TELEPHONE DIRECTORY SITESanywhere.comgoogle.compeople.yahoo.comreversephonedirectory.comswitchboard.com

~VII [RE TO START

The following are probablythebeststarting sites:

1. ldsjobs.org (Greatassistsin careerbuilding)2. monster.com3. rileyguide.com4. hotjobs.com5. dice.com6. ffipdog.com7. careerbuilder.com8. indeed~com9. worktree.com10.jobhuntersbible.com

“PERSONAL SEARCH AGENTS”Thesesitessearchother job web sitesfor yourcriteria. Excellenttime savers!Millions ofjobs.

careerbuilder.comcareerxroads.comflipdog.comindeed.comwantedjobs.cornworktree.com

11

JOBAPPLICATION TIPS JApplications are very important,

pay attention,do themwell!Eachcompanyhasits ownapplicationform. It’s agoodideato carrya completedsampleform with you asahandyreferencewhenfilling out otherapplicationforms.You canfmd a3 or4 pagesampleapplicationon-line. Try entrepreneur.com.

HOW TO FILL OUT THE APPLICATION FORM

Whenyou apply forajob, you areusually required tofill out ajob application form. Most employersreviewyour application beforethey chooseto seeyou. It canalsoform an importantfirst impressionofyou. Toincreaseyourchancesfor an interview, follow theseguidelines:

1. Read theentireform carefully. Knowwhatisbeingaskedbefore filling out the form. Answereachitem truthfully. Employers mayusetheapplication form tojudge how well you followinstructionsandhowcarefulyou may be asanemployee.

2. Fill in the blanks completely, accurately,neatly,andto the bestofyour ability. Print or write clearlysoit is easytoread. Answer all questions.Answersshould be briefandconsistent.Write “doesnotapply” or N/A where not applicable.Checkyouranswersfor correctspelling,grammar,punctuation, completeness,andaccuracy.

3. Be preparedto answerthe following basicparts ofan application form:

a. PERSONAL INFORMATION: List name,mailingaddress,phonenumber,andsocialsecuritynumber.If you donot havea phonenumber, havea number where messagescanbeleft for you.

b. POSITION DESIRED: Spell correctly thejob forwhich you are applying. Specilyfull-time or part-time, typeofemployment(permanent,temporary,or summeronly), andthedateyou canstart.

c. EDUCATION AND TRAINING: List academic,vocational,andprofessionaleducationandschoolsattended.Bepreparedto attachcopiesofcertificatesor other documents.

d. SPECIAL JOB-RELATED SKILLS,TRAINING, LICENSES,ANDACCOMPLISHMENTS: Listing thesewillmakeyou standout from other applicants. Listthetypesofequipmentandtoolsthatyou areableto useandthe licensesyou have.List ability tospeakandwrite other languagesaswell ifrelevantto thejob for which you apply.

e. EMPLOYMENT HISTORY (BEGIN WITHMOST RECENTJOB): Listemployer’sname,currentaddressandtelephonenumber,supervisor,job title, datesofemployment,salary,andreason for leaving.Describeyour job dutiesclearly.Useactionverbs.Concentrateon skillswhichwill interesttheemployer.Thejobdescriptioncanprovidecluesaboutimportantskills. Explaingapsin yourwork history.

f. REFERENCES (CHARACTER AND/ORPROFESSIONAL): Provide names,currentbusinessaddresses,andcurrentphonenumbers ofpeople (not including relatives) who canspeakpositively about you. Good referenceswouldinclude clergy members, teachers,counselors,friends who arein business,andleadersoforganizationsand in the community. Be suretoaskfor their permission beforelisting them andverif~ywhere they canbe reached.You may alsowantto give them a copyofyour resumesotheyknowmoreaboutyou. Haveenoughreferencessothat no oneperson is constantlycalled aboutyou.

g. SAMPLE REFERENCE PAGE FORMAT:You shouldusethesamenameheaderthatyouuseonyour résumé.You canmake a separateonefor PERSONALREFERENCESalso.

h. SIGN AND DATE the application.1. Havecopiesoftranscripts, letters of

recommendation,andother documentsreadyto attachto your application form.

2. Keepacopy ofyourcompletedapplicationsoyou canreview it beforeyour interview

CYNIM KAE KENDALL1557 EAST Monterey StreetChandler,Arizona.85123

480.765.4321Cell: 602123.4567

PROEESS8ONALREFERENCESHarry Simmons,Division Manager

ABC Corporation123 SouthMitchell AvenueEloy, Arizona 85555520654.4987

SharonBall, SalesManagerSuperiorSpeakerManufacturing9875EastKetchumStreetCasaGrande,Arizona85678520.456.7890

GeorgeCa~sabah,ChiefFinancialOfficerSidewalkSuperintendentSupply,Inc.

778899th Avenue

Scottsdale,Arizona85332480.123.4567

SarahSingleton,Office ManagerAhistrornFurnitureCompany60 FremontBoulevardGilbert,Arizona85698480.555.8910

12

L INTERVIEWING HINTSARRIVE EARLY

Makea “dry run” the daybeforeGet to your interview a few minutesearly. Presentyourselfin astraightforwardmanner.Let thereceptionistknow who you are andwho you wish tosee.

CHECK YOUR PERSONAL APPEARANCE

Dressappropriately,AT LEAST ONELEVELABOVE WHATS REQUII~EDFOR THE JOB. Hairwell groomedfingernails cleanandneatlymanicured.

FEMALES:Nice dressNicepantsuitNojeansor shortsNo partydressesNo gaudyjewelryNoheavymakeupNo strong perfumeNo teeshirts

MALES:No “sloppy”jeansNo teeshirtsShoesshinedPantspressedCleanshirt (tie as required)Suitor Jacket(if appropriate)Handsandfaceclean

GO TO THE INTERVIEW ALONE!

If someonetakesyou or comeswith you don’t eveninvite them into thebuildinghavethemwait in thecaror go somewhereelsewhile youare being interviewed.

TAKE SUPPORTDOCUMENTS

Makethefact sheet(s)briefbut accurate.Be preparedto give:

• Names/addressesofemployers• Employmentdates• Businessandpersonalreferences• Names/addressofschools• Education graduationdiplomas/certificates• Course(s)of study• Extracurricularactivities,Achievements• Importantpapers/documentation,i.e. military

records;workpermits; socialsecuritycard;healthcertificate; licenses;etc.

BE ALERT DURING THE INTERVIEW:

Sit straight,look alert,maintaineyecontact.

Don’t slouch,be organized

THINK BEFOREANSWERING

Bepolite, accurate,honestandfrank.Do not talk morethan50%ofthe time. Pre-rehearsetheanswerstoquestionsbeforethe interview.

RELAXYou have the advantage,you know “everything”aboutthe employerandthe company,the employerknowslittle aboutyou.Makesurethatyourresponsesarenatural.Theintervieweris trainedto seeyour “unspoken”communications.

SEEK ADVICE: “Network” for leads!

As the interviewends,andyou know you will not getthejob, be cordial. Seektheemployer’sadviceonother jobs that maybeavailablein the companyorwith suppliersor customers.Make agood impression,you may evenbe calledbackin the future.

FOLLOW UP: iMPORTANT!

Nationalstatisticsshowthat upwardsof90% ofthetime thepersonwhogetshiredwill havefollowed up -

afterthe interview - anaverageof seven(7) timesbeforebringhired: . . .andyet, only 3% ofjob seekersfoHow-up afterthe interview.

By following up aftertheInterviewyouwill eliminate up to 97%ofyour

competitionfor thejobI

Your first follow-up should be a letterindicatingyoureagernesstojoin the company.The lettershould be intheirhandswithin 24 hours,possiblyevenhand-delivered.

(Find moreimportantdetailson follow-up on page 1*)

13

BAKERSD1RTY DOZENBy thoroughlyresearchingyourtargetcompany(s)you canbepreparedto answerquestionssuchastheseaswell asotherswhichpertainto thespecificindustryandcompanyyourtargeting.Whenyouhaveareadyanswerfor thesequestionsyou will besuccessfulin your interview.

The following list contains 13 ofthemostcommoninterview questions. On another sheetofpaper,prepare answersto thesequestions(and others) androle-playthem with your coachto be sure they soundright.

1. Tell me about yourself.

2. Whatareyourgreateststrengths- weaknesses?

3. Why did you leaveyour last job?

4. Why do youwant to work for us?

5. How did you like your last job?

6. What kind ofsalaryare you looking for?

7. What do youknow about ourcompany?

8. Why shouldwe hire you?

9. What did you think ofyour old boss?

10. Whatareyourlong rangegoals?

11. Do you like to work overtime?

12. You seemover-qualified (or under-qualified).

13. Do you haveany questions?

The questionsmay be asked in differentways. Forexample,afterscanninga résumé an interviewer mayask, “After all ofthe things that you have done,areyou sureyouwant to work for us?” The intervieweris askingquestionnumber12 -- “You seemover-qualified for this job.”

The interviewer may ask, “If I called your formeremployerright now, what would he sayabout you?”Theemployeris askingfor your strengths -- the lastpartofquestionnumber 1. This is achancefor youto saysomethinglike, “He would say that I haveagreat work ethic, I work hard andproduce a goodquality product. He would saythat I am an honestandreliable person, if he had somethingto do, hecould count onme.”

THE DIRTY DOZEN AGENDA IInterviewersaretrying to discoverpiecesofinformationaboutyou. This informationwill guidethem in theirhiring decision.The following is anattemptto provideyou with an awarenessofwhattheyarelooking for sothat you maybe betterprepared to provide a proper answer.The followingcontains a buzz-word for eachquestion, thephilosophyofwhy it is asked,andwhat you can doto respond.

1. OVERVIEWQUESTION.“Tell meaboutyourself.” Give your “Me in 30 Seconds”summary.The interviewer is trying to understandwho you are.Rememberthat it is notappropriateto volunteer

personal information. In fact, the interviewer mayresentbeing loadeddown with information that isnoneofhis business. Rememberthat it is againstthelaw to discriminate becauseof ethnic origin,religious affiliation, marital status, age,sex,condition ofyour health, etc.,therefore, leavethisinformation out. Start in the upper left ofthecirclebelow and follow it around. Make surethat youdon’t leaveoutyour strengthsor personalcharacteristics.Thesearecalled, “The words thatgetyou hired”.

2. DISARMQUESTION. “What areyourgreateststrengths/weaknesses?”The interviewer makesanassessmentwhile you are giving your overviewastohow best to put you on thespot. He wantsto seehow you behaveunderpressure. If he feelsthat youbruiseeasily,he will askfora strength. If he islooking for impact, he will askfor your biggestweakness.If askedfor aweaknessyou mustrespondwith aweakness,adescriptionofwhy it is aweakness,andwhat you are doing about it.

Cun~ntGc~sOoai,

14

Example: “My biggestweaknessis that I amveryaggressivewhen I work and it tendsto makepeoplefeel uncomfortable around me. So I havelearnedto be sensitiveto the feelingsofotherssothatI don’t bendthemout of shape.”

Example: “My biggestweaknessis thatI amaperfectionistandtendto holdonto aprojectlonger than I should.So I try to beawareofthescheduleso that I getmy work doneon timeandwith thebestpossiblequality.”

Example: “My biggestweaknessis thatI justdonot have a lot of experiencein this area.However, I am a quick learner, I havea lot ofenergyanddrive, I amvery adaptable,andI justdon’t think that will be a problem for me.”

You must saysomething,but be surethat you areaware ofwhat your behavior causesandthentell whatyou do to compensatefor it.

3. LOYALTYQUESTION. “Why did you leaveyourlast job?” The interviewer wantsto know if you arethekind who stays around or flits from job to job.Make surethat you have a loyalty statementin youranswer.

Example: “I leftmy lastjob becauseit wasadead-endposition.If it could have givenme theopportunity to continue to grow anddevelopandsatisfiedmyneeds,I’d still be there today.”

Example: “I left my lastjob becausetheeconomywassuchthat somejobs had to be eliminated andI wasoneofthe onesthat fell out. If the economywassuchthat I could continue to makemycontributions, I’d still be there today.”

4. HAPPINESSQUESTION. “Why do you wanttowork for us?” The interviewer is trying to determineif you would be satisfied and contentto work forthem. A happy worker isa goodemployee.Tell themwhyyou wouldenjoyworking for them. Noticeall ofthe happy words in the example.

Example: “I would like to work for you becauseIfeelcomfortabledoing that kind ofthing. It is thetypeofthing that I havebeentrainedto do. I feelthat it would be a challengingassignment,andgiveme an opportunity to continue to grow anddevelop. I feel it would be a great opportunity formeto do that for you.”

5. ORIENTATION QUESTION. “How did you likeyour old job?” The interviewer is trying to determineif you area positiveor a negativetypeofperson.

Heis trying to discoverif you will fit into hisorganizationorbe somesortofmisfit. If you simplysay, “I lovedit.” Hewill askyou to tell him fivethingsthatyou liked about it followed by five thingsthatyou disliked. It is bestif you startenumerating thethingsyou liked beforehe asks. EmphasizeyourPEOPLEstatements.Be carefulaboutnegativeresponses.If you haveanythingnegativeto say,itbetterhavesomesubstanceto it.

Example: “1 really enjoyedmy lastjob. I enjoyedthepeopleI workedwith, my peers.I enjoyedworking with thepublic. I enjoyedworking forthemanagementteam.I enjoyedthe technicalchallenge.I enjoyedtheopportunity to workindependently.I can’tthink ofanythingthat Idisliked, I’m apositivepersonandtry to pushnegativethingsoutofmy mind.”

6. SERIOUSNESS/LEANINGSQUESTION. “Whatkind ofsalaryareyou looking for?” The intervieweris tryingto fmd out how seriousyou areabout this joband if you will consideror reject his offer.

Example: Memorizethis answer: “I would reallylike to work here. I will seriouslyconsideranyreasonableoffer you would like to make.” Thatanswertells him you are serious,pleasemaketheoffer reasonable,andthat it is his responsibility tomakethe offer andnot yours to tell him what youwill work for.

If the interviewer respondswith, “Can you giveme adollar amount?” You should be prepared to tell himthat, “I will be happyto provide you with my salaryhistory.” Givehim asheetofpaperhavingyourprevious job titles, who you worked for, and thesalary. Donot offer this unlessit is requested.

7. YARDSTICKQUESTION. “What do you knowabout our company?” The interviewer will measureyou and all you sayto himagainstwhat you sayhere.For example,if you say, “I know that you treat youremployeesfairly.” The interviewer will takeeverything that goesinto treating an employeefairlyand assumethat you know all about it. He will assumethat you know all about the companiessalary plan,careerplan, and benefitsplan becauseall ofthosethings go into treating an employeefairly.

Did you do your homework?You shouldhavetalkedto someemployeespreviously to seewhat thebenefitsare andhowthey treat employees.Ask thesecretarywhenyou checkin for your interview, “Is this agreatcompanyto work for or what?” Then you can give aresponselike theexample.

15

Example:“I knowthatyou haveagreatreputationin thecommunity.I knowthat youhaveagoodproduct.Everyonethat I know feelsthatyou area greatcompanyto work for andthatyou treatyouremployeesfairly. You arejust thekind ofcompanythat I would like to be associatedwith.”

Alwaysbe very carefulhowyou actfrom thefirstminuteyou park yourcar,enterthewaiting room andbeyond.You maybe watchedeverystepoftheway.

Always be POLITE TOTHE SECRETARY!! Peoplehavebeenhiredandnot hiredbecausethebosscameout and askedthe secretarywhat shethought ofyouorhowyou actedtowardher,orwhatyou did in thewaiting room;

Make surethat you talk about things centeredonthejob and notwhat is in it for you. Do not give theinterviewer the impression that you areselfcentered.This is calleda “fatal” impression.

8. COMPETITIVE EDGEQUESTION. “~yshouldwehireyou?” Theinterviewerhastalkedtoother candidates.You must tell him why you are thebestpersonfor thejob. Your responseshouldtell himthat you are a competitiveperson.

Example: “BecauseI’m goingto makesurethat Ido thejob in awaythatwill pleaseyou andmyperformancewill be exemplary-- that’sjust theway I am. Fm not contentto bejust an averageemployee,I like to excel.”

9. REPUTATIONQUESTION. “What did you thinkofyourold boss?” The intervieweris trying todetermine what you do with people’s reputation. He isthinking, “If you work for us, what will you sayaboutuswhenyou leave?”If you can’tsaysomethinggoodabout your lastemployer, you will fail this question.The following exampledescribesa bossthat was notyour favorite, yet doesnot causeundue concern.

Example:“My lastbossknewexactlywhathewantedto do and when he wanted to do it. I didnot alwaysagreewith him, buthewasasuccessfulbusinessmanand I learneda lot fromhim.”

10.MOTIVATION QUESTION “What are yourlong-rangegoals?” The interviewerwantsto know ifyou areamotivatedpersonorif youjustmuddlethroughlife. Your answershouldtell him thatyou areadoer.

Example:“I wantto go asfar asI canin life and

realizemy greatestpotential.I’m going to do thatby gettingthoroughlyinvolved in thework. I’mgoingto continuemy educationwhereI discoverthat I need to improve my skills. I would like tomakemyselfso valuableto my employerthathemight considerme for a leadershippositionsomeday.I aman activeemployee.I keepbusy.”

Note: Do not tell an interviewer that you would like tobe a manager. This is a threatening word to some.Managers do not like to multiply peers.However,leadershipis agoodword. It is not asthreateningasmanager.

11.LIKES/~VILLINGNESSQUESTION. “Do youlike to work overtime?” The interviewer is trying todiscoveryour willingness to help whenneededas wellasyour likes. They areaskingif you are willing tobend your scheduleto meetthedemandsoftheirbusiness.Youneedto answerbothparts. Employershavea dislike for employeeswho spend overtimebudgetunnecessarily,they like to hear words thatshowthat a prospectiveemployeeis not that type.

Example: “No, its not my favorite thing, but Iknow that it is oftennecessaryin business,andIwantyou to know that if you needmeto help out,I will, I don’t have a problem with it.”

Example: “My preferenceis to completethejobduring the regular hours,but, I wantyou to knowthat if you needme to help you outyou cancounton me.”

12a.BOREDOMQUESTION. “You seemover-Qualified for this job.” The interviewer has madeavaluejudgementandyou aredeemedto be awinner. Be sureto thankhim for this complimentthen go on to describehow you handleboredom.

Example: “Thank you for thecompliment. I feelthat my experiencewill benefit the company. Iwill contribute in anywaythat I canto enhancethecompanyand productivity. Also I am a teamplayerand I will happily comply with decisionsanddirections chosenby management.I am a selfmotivated personwho knows howto keepbusyandproductive.”

12b. FRUSTRATION QUESTION. “You seemtobe a bit under-qualified for this job.” The intervieweris concernedabout this job causingtrauma in yourlife. If you wantthisjob you needto minimizehisconcerns.You needto tell him that this job will notcauseyou problemsandthatyou will growto meetthedemands.

16

Question 2: (Always askthis questiontoo.Example: “Yes, there are things in that job that Ihaven’t donebefore, but I like a goodchallenge. IfI don’t havea challengethen I don’t haveanypersonalgrowtheither. It doesn’t botherme tostretch.Also, I’m not afraidto ask questionsandIhave a goodresearchtechniqueto find answers.Itakechallengesas opportunities to bring out mybest.I will probably do that job better thansomeonethat treats it like a routine task.”

13.UNHOOKINGQUESTION. “Do you haveanyquestions?” The interviewer is asking yourpermission to fmish the interview. He feelsthat he hasdiscoveredwhat he needsto know to makehisdecision.He may evenhaveanother interviewpendingin a fewminutes.Do not askfatalquestions.Do not try to sustain the interview. However,here arethe three questionsthatshould alwaysbe asked.Question 1: (Always ask this question andquestion#2 attheendofthe interview)

“When doyou plan to fill this position?”

This is a neutralquestionthatwill not offend. Italsogivesyou informationasto how much moretime you haveto try to getthejob.

“May I checkbackwith someonein a few days? Imay be able to reinforce or clarify somethingfromour interview that may help meget this job.”

Thisquestiontells the interviewerthatyou areoneofthe 3% that follows throughon an interview. Ifyou fail to let him know that you are in the 3%group,he may feel that he could discard yourapplication and97% ofthe time no one wouldever know. It keepsyour application out ofthewastebasketandon his desk. The longer it stayson his desk themore valuableit becomes.

Question3: (Onlyask this questionif you know theemployerhasmore time.)

“Is there anything you would like to sharewith meabout additional interesting thingsyou aredoingin thecompany,or about this interview?”

This questionacknowledgesthat you are readytolet the interviewerunhook.Thatis what hewantsto do. It also saysthatyou are a teamplayer, andthat youwant to build a relationship. Interviewershirepeoplethey feel theycan sharewith

When you have ready answersto questionslike theseand givethe interviewer answersthat increaseyourvalue,you will havemasteredthe Baker’s Dirty Dozen! ... and more!

,1.tember.-. NoM~ftu~fovJH.tdY.*Wu~• N.M.tf.rHcwIfi~htYøuAre,.

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17

QUESTIONS YOU CANASK j WHY YOU DON’T GET HIRED1

• What is the planned or projected growthofthecompany?

• What newproducts are to be introduced andwhen?

• Canyou provide me ajob description oftheavailable position?

Questionsthat centeron you andnot on the company— suchasaboutbenefits.

• How much do I get paid to start?• How many sickdays do I getper year?• How many holidaysdo I get?• Whencan I retire?• Tell me aboutyour medical and dental plan.• How much vacation do I getper year?• When do I get my first increase?

Do you presentastrongimageatajob interview?The following list itemizesthingswhich personneldirectorsin 153 companiesmentionedasreasonsfornot hiring an applicant. (Note:All ofthesehavelittle or nothing to do with EDUCATION andEXPERIENCE!)

1. Poorpersonalappearance.(The lit sevenseconds)

2. Overbearing personality. (The 1stsevenwords)

3. Lack ofplanning for a career,purpose or goals.

4. Lackof interestandenthusiasm.

5. Criticism ofpastemployers.

6. Lack ofcourtesy.

7. Late to interview without a goodreason.

8. Markeddislike for schoolwork.

9. No interestin company.

10. Lackofconfidence.

FOLLOW-UP: IMPORTANT!

Only3%ofJob-seekerswill follow-up on aninterview. Anemployer is more likely to respondfavorablyto an applicantwho takes the initiative tofollow-up than onewho doesnot.

Your first follow-up should be a letterindicatingyour eagernessto join the company.The lettershould be in their handswithin 24 hours,possiblyevenhand-delivered.

1. Thanktheemployerfor the opportunity ofinterviewing andbeing consideredfor thejob.

2. Reinforce, documentand/orsupport any areasofconcernthatmay havedevelopedin the interview.Also briefly restateyour qualifications andstrengthsregardingthe position. (all in 200words or less!)

3. Tell themyou want the job!

Job hunting is a competitiveevent.The job hunter who learnshow the gameof finding a job is played, then prepares

for the competition,WILL WIN!

11. Unwilling to start at bottom - expectstoomuch.

12. Failure to look interviewer in theeye.

13. Limp handshake.

14. Sloppy application form.

15. Wantsjob for only a short time.

16. Asksno questionsabout thejob.

17. Talks too much. (More that 50% ofthe time)

Checkyourselfon thesebefore your nextinterview!

QUESTIONS YOU MUSTNEVER ASK BEFOREA JOB

OFFER IS EXTENDED

PUT YOUR SHOULDER TOTHAT THIN, GRAY LINE

BETWEEN“VERY ASSERTIVE”

AND“OBNOXIOUSLY AGGRESSIVE”AND PUSH,BUT DON’T EVER,

EVER CROSSTHE LINE!

18

CONCLUSION: •. •,

• ‘1 THE SHORTESTWSTANcE!’ ‘•

i S 5

Whatis theshortestdistancebetweentwo points?

astraightline

In theJob-searchprocessthat is not usuallytrue!

Unemployed InadequatePreparation Not Hired-p

a—---—— -— _._.*__.*a

L~e~_ed I~atejre~ara~_Not~ed

L.~JnempIoyed InaciequatePreparaton Not Hired

~~nemployed InadequatePreparation Not Hired

a —-—-- a

-Diaccasragemeit.low selfesteem-P

Prepareyourpersonaladvertisemeil!A sharprésumé.

JobApplicationiDo it right.

Follow-tv!• l’hank you!

I warn thejob.

This is the ShortestDistance

in theJob-searchprocess.

UNEMPLOYED

Take inveilory!Getto know

Yourself

Do yourhomework!Researchyour

target

Interview!Lookin’ good!Feelin’ good!

Remember...Finding a goodjob is afull-time job andtakesskill anddedication!

Getacoach!Roll play llervicw~DirtyI)ozcn”

7 times

HàED

“Finding a job is challenging...EMPLOYERS HIRE PEOPLE

THEY COME TO KNOW AND LIKE...Your challengeis to help one

get to know you and like you!”19