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

LinkedIn

Twitter

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.