Facilitating theJob Search
Think About. . . How do we balance supporting/facilitating the  process with “doing for” the job seeker? How do we motiv...
The Job Search Process Setting goals that will help you:  Get interviews  Turn interviews into job offers Identifying ...
To find what you want, youhave to know what you’relooking for.
Preparing for Job Search Know Yourself Know the Market Make the Match
Know Yourself Skills, attributes, assets, etc. What kind of work do you want? What kind of work environment do you want...
Know the Market What jobs are available? What are the requirements for these jobs? What are the job duties, work enviro...
Make the Match What jobs are you most qualified for/likely to be  successful in? What specific companies/employers inter...
Summarize! Write a summary to define job search goals   Job titles, tasks, etc. you’re looking for   Employer preferenc...
“Do. Or do not. There is no try.”
Plans and Goal-Setting Spend MORE time on job search activities.! Set weekly goals. Set daily goals based on weekly goa...
Set Goals Around. . . Networking Researching target companies Finding job leads—posted and “hidden”  opportunities Dev...
Sample Weekly Goals Connect to 3 new people by the end of the  week. Have coffee with ____ (to build network  connection...
Finding Leads
26.7% of external new hires come from referralsOne hire for every 15 referralsNumber one source for hires              Sou...
22.3% come                          from company                          websiteSource: CareerXRoads 2010 Survey
13.2% comefrom job boardsCareerBuilderand Monstertwo top sites
Two Types of Job Openings  Openings that Exist Now   Openings that Are Created for                                the Righ...
Openings that Exist Now      Advertised    Unadvertised         20%            80%
How You Spend Your Time      Advertised   Unadvertised         80%           20%
Finding Advertised Openings
Sources for Postings Job Boards (Monster, CareerBuilder, Indeed) Company websites Social media (LinkedIn, Twitter, Face...
Job Board ChallengesMany openings outdatedMultiple postings for one openingToo much competitionEmployers find least qu...
Disability “Niche” Boards Pros                         Cons   More targeted to people     Disability first, person    ...
TipsDon’t spend a lot of time on boards.Use boards primarily for researchSearch locallySearch specificallyUse industr...
Google Alerts
Tips Refine search before signing up for Alert Make searches as specific as possible—  occupation, industry, companies, ...
 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 Openings Focus on:  Developing relationships with the right people  Being a resource  Matching your a...
1. Find and Connect toRecruiters&Hiring Managers Events/Associations             LinkedIn   Society for Human Resource ...
2. Listen Follow/read what they post Join their groups to see what they’re discussing Sign up for their newsletters As...
3. Engage Comment and RT Provide resources, information that solve  problems and address their “pain” points Connect th...
Openings that Don’t Currently Exist
Openings for the RightCandidate Match between company needs and applicant  skills/experience/personal characteristics So...
Creating Openings Know pain and problems Show how applicant addresses pain or solves  problem Show how applicant matche...
Personal Brand
Can I Count On You?
Are You Qualified?
Will You Fit In?
Will You Stand Out?
Communicating    the Brand
Where to Share Brand Resume/Cover Letter Online applications Social media profiles “Elevator Pitch” Interviews
The Resume 1 page Highlights—either get the interview or (better yet)  as follow-up. Keyword-focused Save money, make ...
The Key Sections Contact Info Profile/Summary of Qualifications Work History/Accomplishments Education/Credentials Re...
Contact Info
Profile/Summary ofQualifications Best place to include company/industry  keywords Target company and job posting—highlig...
Work History/Accomplishments Title it “Work Experience”    Use keywords liberally Highlight job                 List e...
Education Section Don’t include HS if you have college degree Spell out the school name List degree Don’t include GPA ...
Completing the “T”1.   Review job posting and/or company info2.   Identify employer needs, relevant keywords        For j...
The “T”
A Cover Letter is. . . A 30-second commercial An opportunity to add context to your resume A place to clear up confusio...
Four Paragraphs1.   Capture employer’s attention2.   Customized details of professional experience.3.   Relate yourself to...
How to Capture Attention Mention networking contact by name“I was speaking to Jane Doe at the Chamber of   Commerce meeti...
Unique Selling Proposition (USP) Features—1-2 things that make    Benefits—how these features  you stand out            ...
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 trou...
Tips for Second Paragraph Provide more information on benefits mentioned  in 1st paragraph. Stress accomplishments and a...
Tips for Third Paragraph Demonstrate knowledge of the company and  position:  Industry trends and issues  Specific chal...
Tips on Final Paragraph Express confidence that you are the perfect fit. Ask for interview Notify employer that you pla...
Cover Letter Checklist forSuccess Is your cover letter addressed to specific  individual? Do the opening sentences “grab...
Cover Letter Checklist forSuccess Do you demonstrate expertise by using industry  jargon? Do you include specific exampl...
Cover Letter Checklist forSuccess Did you include all requested information  mentioned in the ad, such as job reference  ...
Email Cover Letters Follow employer instructions—attachment or in  body of email? Subject Line  Include reference to jo...
ATS=Applicant TrackingSoftware Used by 50% of medium companies and almost  all large companies. Designed for employer to...
Beating the ATS Make sure application is complete and error-free. Never send resume as PDF. Don’t include tables or gra...
“Big Pitch” 30-60 second Introduction Includes:  Name  “Positioning Statement”  Brief Career Summary  Work Philosoph...
Types of Job Interviews
Screening Interviews Usually over the phone. Can happen “spur of the moment.” Designed to screen you OUT. Goal is to m...
Video Interview Often for screening and/or to talk with a remote interviewer Use Skype, G-Chat or some other video-confe...
Panel Interviews                    Multiple interviewers                    Can interview one candidate or             ...
Open-Ended Interviews This is the “basic” job interview most  applicants expect. Open-ended questions with no yes/no or ...
Behavioral Interviews Questions designed to elicit specific skills and  examples. More focused and probing. “Tell me ab...
Situational Interview Closely related to behavioral interview. Provided with specific work situations and asked  about h...
General Tips Listen! Focus on the positive Provide specific examples If you don’t understand a question, ask for clari...
Behavioral/SituationalInterviews Describe:  Problem/Situation  Actions you took  Results of those actions Be specific...
Final Thoughts Job search success depends on:  Putting in the time  Setting/achieving specific goals  Focusing on maki...
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
Facilitating the Job Search Process
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Facilitating the Job Search Process

  1. 1. Facilitating theJob Search
  2. 2. 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?
  3. 3. The Job Search Process Setting 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.
  4. 4. To find what you want, youhave to know what you’relooking for.
  5. 5. Preparing for Job Search Know Yourself Know the Market Make the Match
  6. 6. Know Yourself Skills, 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
  7. 7. Know the Market What 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?
  8. 8. Make the Match What 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?
  9. 9. 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
  10. 10. “Do. Or do not. There is no try.”
  11. 11. Plans and Goal-Setting Spend 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.
  12. 12. Set Goals Around. . . Networking Researching target companies Finding job leads—posted and “hidden” opportunities Developing the personal brand Professional/Personal Development
  13. 13. Sample Weekly Goals Connect 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.
  14. 14. Finding Leads
  15. 15. 26.7% of external new hires come from referralsOne hire for every 15 referralsNumber one source for hires Source: CareerXRoads 2010 Survey
  16. 16. 22.3% come from company websiteSource: CareerXRoads 2010 Survey
  17. 17. 13.2% comefrom job boardsCareerBuilderand Monstertwo top sites
  18. 18. Two Types of Job Openings Openings that Exist Now Openings that Are Created for the Right Candidate
  19. 19. Openings that Exist Now Advertised Unadvertised 20% 80%
  20. 20. How You Spend Your Time Advertised Unadvertised 80% 20%
  21. 21. Finding Advertised Openings
  22. 22. Sources for Postings Job Boards (Monster, CareerBuilder, Indeed) Company websites Social media (LinkedIn, Twitter, Facebook) Networking events and activities
  23. 23. Job Board ChallengesMany openings outdatedMultiple postings for one openingToo much competitionEmployers find least qualified applicants hereEmployers using boards less
  24. 24. Disability “Niche” Boards Pros  Cons  More targeted to people  Disability first, person with disabilities second  May be advertised to satisfy EEOC/ADA requirements  Only a subset of available jobs
  25. 25. TipsDon’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.
  26. 26. Google Alerts
  27. 27. Tips Refine search before signing up for Alert Make searches as specific as possible— occupation, industry, companies, skills, geographic location
  28. 28.  Professional social network Way to research businesses and individuals Professional “branding” opportunity
  29. 29. “Jobs You May Be Interested In”
  30. 30. Keyword Search in “Jobs”
  31. 31. http://www.twitjobsearch.com/
  32. 32. Finding Un-Advertised Openings
  33. 33. For Unadvertised Openings Focus on:  Developing relationships with the right people  Being a resource  Matching your applicants to the culture/needs of the organization
  34. 34. 1. Find and Connect toRecruiters&Hiring Managers Events/Associations  LinkedIn  Society for Human Resource  Twitter Managers (SHRM)  Industry/Occupational  Company websites/blogs Associations  Chambers of Commerce  Email lists/newsletters  Conferences
  35. 35. 2. Listen Follow/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”
  36. 36. 3. Engage 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
  37. 37. Openings that Don’t Currently Exist
  38. 38. Openings for the RightCandidate Match between company needs and applicant skills/experience/personal characteristics Sold on applicant through personal contact Easier through network referral
  39. 39. Creating Openings Know 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!
  40. 40. Personal Brand
  41. 41. Can I Count On You?
  42. 42. Are You Qualified?
  43. 43. Will You Fit In?
  44. 44. Will You Stand Out?
  45. 45. Communicating the Brand
  46. 46. Where to Share Brand Resume/Cover Letter Online applications Social media profiles “Elevator Pitch” Interviews
  47. 47. The Resume 1 page Highlights—either get the interview or (better yet) as follow-up. Keyword-focused Save money, make money, solve problems RTF format
  48. 48. The Key Sections Contact Info Profile/Summary of Qualifications Work History/Accomplishments Education/Credentials Relevant awards, professional associations, etc. (optional)
  49. 49. Contact Info
  50. 50. Profile/Summary ofQualifications Best 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
  51. 51. Work History/Accomplishments Title it “Work Experience”  Use keywords liberally Highlight job  List employer name, duties/accomplishments location, job title, years most relevant to position. worked SHOW, don’t TELL!  Focus on past 15 years Focus on “So what?” Quantify as much as possible
  52. 52. Education Section Don’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
  53. 53. Completing the “T”1. Review job posting and/or company info2. Identify employer needs, relevant keywords  For job  For company/culture3. 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.
  54. 54. The “T”
  55. 55. 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)
  56. 56. Four Paragraphs1. Capture employer’s attention2. Customized details of professional experience.3. Relate yourself to the company/why you’re a great fit.4. Pro-active closing requesting action.
  57. 57. How to Capture Attention Mention 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)
  58. 58. Unique Selling Proposition (USP) Features—1-2 things that make  Benefits—how these features you stand out benefit the employer
  59. 59. A Formula for Your USP "Because of my _______, I can do _______ for you better than typical applicants."
  60. 60. 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."
  61. 61. Tips for Second Paragraph Provide 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!
  62. 62. Tips for Third Paragraph Demonstrate knowledge of the company and position:  Industry trends and issues  Specific challenges faced by company Highlight your accomplishments, qualities, etc. that show the “fit.”
  63. 63. Tips on Final Paragraph Express 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
  64. 64. Cover Letter Checklist forSuccess 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?
  65. 65. Cover Letter Checklist forSuccess Do 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?
  66. 66. Cover Letter Checklist forSuccess Did 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?
  67. 67. Email Cover Letters Follow 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
  68. 68. ATS=Applicant TrackingSoftware Used 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.
  69. 69. Beating the ATS Make 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.
  70. 70. “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!
  71. 71. Types of Job Interviews
  72. 72. Screening Interviews Usually over the phone. Can happen “spur of the moment.” Designed to screen you OUT. Goal is to make it to the next round. . .
  73. 73. Video Interview Often for screening and/or to talk with a remote interviewer Use Skype, G-Chat or some other video-conferencing software
  74. 74. Panel Interviews  Multiple interviewers  Can interview one candidate or multiple candidates at same time  Allows employer to screen multiple candidates at once.  Can be awkward for interviewees.
  75. 75. Open-Ended Interviews This is the “basic” job interview most applicants expect. Open-ended questions with no yes/no or right/wrong answers. Can have multiple levels
  76. 76. Behavioral Interviews Questions 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.
  77. 77. Situational Interview Closely 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.
  78. 78. 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”
  79. 79. Behavioral/SituationalInterviews Describe:  Problem/Situation  Actions you took  Results of those actions Be specific Be positive Don’t “over-explain”
  80. 80. 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.

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