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USED JOB SHACK WORKSHOP...It Ain't Ya daddy's Job Search Guide!

USED JOB SHACK WORKSHOP...It Ain't Ya daddy's Job Search Guide!

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Employment.training.workshop1 Employment.training.workshop1 Document Transcript

  • AUNTIE SUE & UNCLE BOB’SEMPLOYMENT TRAINING WORKSHOP MARCH 2013 WWWG Productions Ltd AN INSIDER’S GUIDE TO JOB SEEKING “TIS AIN’T YA DADDY’S JOB SEARCH GUIDE…” AN INSIDER’S GUIDE TO JOB SEEKING By The Auntie Sue & Uncle Bob USED JOB SHACK
  • INTRODUCTION:This is the compiled and the collective wisdom of long-time workforcespecialists who have spent a life-time connecting applicants with employersand working with employers to recruit talent in one of the largest labormarkets in the United States.These job counselors, job developers and job coaches have watched theinstitutionalization and the commercialization of job seeking to what it hasbecome today: an out-of-control industry that strives to protect itself byover complicating and mystifying what is really a simple and straightforward combination of knowledge and common sense.This book has been commissioned in order to help the job seekingconsumer to regain control of their own job or career search and toempower them to understand that they can be trained to successfullyconduct their own job search.This book is meant to be a means of empowerment to allow the reader tobreak free of a workforce industry who has a vested, economic interest inkeeping job seekers uneducated and dependent upon their bloatedadministrations that eats up the vast majority of the billions of tax dollarsthat all forms of government throw at the noble task of trying to helppeople return to a productive life. WWWG Productions Ltd. - All Rights Reserved 1992 – 2017 For all requests of usage other than short quotes for review purposes, please contact fredgwest1999@yahoo.comThe Auntie Sue and Uncle Bob’s Used Job Shack is trademark protected andusage is not allowed without the written permission of the Used Job Shack.All art is donated by Emil West and has the same restriction from the artist.
  • WELCOME TO THE USED JOB SHACKLet’s start by saying that “tis ain’t de workforce connection” or (in fact) thisis not like anything you have read before because it incorporates commonsense and strives to empower you with the sense that you can easily learnthe insider’s way of getting a job.Think about it…?For the first time, you will be given the tools that you need to go out andget a job today. Here is an insider’s guide to finding employment and onceyou are a part of the Used Job Shack’s “Get-A-Job” Morning crew, you willnever need to be at the mercy of the stuffed shirts and suits of thegovernment or for profit (non-profit…NOT), workforce industry.Here is your opportunity to take advantage of the collective knowledge ofover 20 years of professional experience in putting people to work anddiscovering the easy at which you can go out and get a job, today!This book and its techniques are not for the faint-hearted or the casual jobvoyeur. This book is for the cold-dead “I want a job today!” crowd that arewilling to make the commitment and invest time, energy towards making awant into a reality. This book will teach you that knowledge is the key and that common sensemixed with knowledge is the key to your future.Here you will learn that there are 50-500-5,000 people foot-racing you fromjob lead to job lead but; it will show you how (through knowledge andcommon sense) to progressively narrow that 5,000-to-1 odds all the waydown to 1-to-1…INTERESTED? WHO IS THIS BOOK FOR?If you are seeking a corporate gig, you are a high-end, a one-percent, highlyskilled or not truly serious about going to work then this book is not foryou.If you fall into any of those categories; the more conservative andtraditional methodology taught by your local, neighborhood workforcecenter works as well as any other…especially if you are career voyeur.This book is designed for the rest of us who live from paycheck-to-paycheckand who understand that what even a day without pay can do to a family’sability to survive.
  • This book is for those who are dead serious about going to work and thatare willing to commit the time, energy to learn how to utilizing basic Intelabout the local labor market, some simple job search techniques andcombined them with a good helping of common sense to locate and toapply to employers that desperately need to hire a new employee today. WHAT DOES THIS BOOK TEACH?This book is based upon a series of workshops that are taught by a 20+ yearworkforce specialist who spent a career in helping thousands of peoplerestore their lives by navigating them around the barriers to employment.This workforce specialist parachuted out of an ever increasing; moneydriven workforce industry that had lost its soul and ever increasing lookedupon the people it was designed to serve as economic units to movearound on a bureaucratic spreadsheet.The workshops are centered on a core concept that the system has itwrong and suggests that it is the job seeking consumer that needs to beenlightened, empowered instead of the system being enriched by thesystem’s economic interest in keeping the consumer dependent upon thesystem to help them.This book will try to capture the favor and spirit of the workshops topresent a simpler, user friendly methodology to empower the serious jobseeker to find and secure employment within a short time frame.Within these pages, the book will take you from a stark, economic realitycheck of the current labor market in the Phoenix Metro Area - where 50-5,000+ people are competing for every one of the (only now) slowingincreasing number of advertised jobs and systematically utilize knowledgeand common sense to narrow that 5,000-to-1 down to 3-5-to-1 or even 1-to-1 opportunities.From the original workshops, you will learn how to: • Locate employers that need to hire someone today • The dynamics, the mechanics of an employer placing a job advertisement and what that means to the job seeker • The importance of catching job ads when they are just posted, that there is three times-per-day that employers are likely to post an ad • How to review the job ads and the signs to look for that will let you determine if the employer needs to hire immediately or not • Localization of employment search and how maximize them for full benefit to your job search
  • • Lear as to what the three factors that employers are looking for beyond a skill base • Learn as to what employer trigger words are, why it is important to avoid them and how to navigate around them WHO AM I AND WHAT DO I HAVE TO OFFER AN EMPLOYER…IS A GOOD PLACE TO START?Before you can learn to contact employers, you first need a good handle onwho you are and what skills or experience you might have to offer anemployer.Every local, neighborhood workshop will happily teach you in great detail inan academically-inspired workshop how to systematic determine yourgeneral skills but, do you really need a workshop to teach you about whoyou are?The reality is that if you do not know who you are; you have a more seriousproblem that you realized. If you really are lost in whom you are and inwhat skills/abilities you have; please seek out a therapist.These types of workshops are fun but take time and it is very questionablethat you will leave them with any more knowledge about yourself.These workshops are designed to supply a general, academic overview ofthe methods to learn how to self-identify and sort out your skillsets (skillsetis one of those workforce terms designed to create a sense that they have agreater knowledge skillset than you but it merely means your skills andabilities).As these workshops are not done one-on-one with you and as the teacherneeds work with the larger group; you walk-a-way from a class with someflyers (maybe a one size fits all template) and a fuzzy handle on how todetermine who you are. HOW DO I DO THIS WITHOUT A WORKSHOP?Here is a simple and easy way to determine your skillset. This can be donein the privacy of your own home, on a crowded city bus or just aboutanywhere where you can locate a pen/pencil and some paper.It is important to remember that who you are is not important for mostemployers but, your skills and the things that you know how to do is.Do give this some thought and think hard about all of the things that youknow how to do. At this point it is not important to distinguish between
  • “what I know” and “what I got paid to do.” It is important that the list becomplete and extensive to maximize the types of jobs you will be able toqualify for.The important thing to keep in mind is that every job requires primary andsecondary skills. Many of the skills overlap and can be combined to qualifyyou for jobs.Later on, it will be the free mixing and matching of these skills from your listthat will/can create or open up great new opportunities. GOT MY LIST WHAT NEXT? TALKING POINTS…?Many years ago, I moonlighted for a direct marketing company in Tucson(we still had dinosaur valet parking in those days) and our business plansaid that we should be much more successful than we actually were.We conducted an extensive amount of time-on-task analysis on why thiswas so. What we found was (especially on the phone) our CSRs werespending 1-3 minutes trying to introduce themselves and apology forinterrupting the callee’s day.Do you know what was the universal question asked of our CSRs at the endof that conversation? “What was your name, again?”Think about this for a minute. What does this tell you?This told us volumes about the way that why our business was failing andfurther research showed us that there was a disconnection and thatdisconnection came at 14 seconds into the conversation.14 seconds? Yes, at 14 seconds we lost the caller and at that point they (forall purposes) quit listening.What we discovered was that if we didn’t capture the callee’s attentionwith something that they were interested in; we lost them and after thatthey were merely listening to find a break in the conversation to end thecall.From a business point-of-view what this taught us was that if wefrontloaded the conversation with what we had to offer and if the calleewas interested; it lead to an appointment being set or an outright sale.What this also taught us was that if the callee was not interested in theservice/product; they would shut down the call right outside of the 14second marker.So what does this have to do with your job search?
  • Glad you asked. See you are cold calling people who do not know you, donot perceive a need to know you and you have literally 14 seconds to gettheir attention before they tune you out.In the case of your job search it is vital to frontload your conversation witha summary of highlights from your skillset listing that you just made (see itis already helping you).Do you every watch the fox news network? Well, there is a guy there by thename of Bill O’Relly and he has what he calls his “talking points.” He startsevery show by showing you his talking point. His talking points are merely asummary of what he is going to talk about and he always stays on task ashe works through the list.Your “talking points” are a summary of your skillsand abilities which would go like this:A. I have 5 years’ experience working in high volume warehouses.B. I am forklift Certified.C. I can operate pallet jacks.D. I can operated RF Scanners and have an extensive background ininventory management.E. OH…by the way, my name is…See, keep it simple, keep to your talking points and if the employer isseeking a person with those skills; you have the employer’s attention anduniversally at the end of this conversation, it will be dealing with what theemployer wants you to do to apply for the job.In the more traditional Workforce Industry, they call this your “elevator”speech and yes…they do have another one-to-two hour workshop for youto attend and be educated (to learn) what we discussed in the last severalpages.See, it is in their economic interested to take simple concepts like talkingpoints, make them so complex that you will feel you need their help toeducate you and they have built yet another cottage industry of consultantsand experts who will charge you or the government funding grant vastsums of money to teach you what we did in several minutes…well it helpsthem pay for all those big buildings…I guess?If it seems that we have a soapbox when it comes to the whole WorkforceIndustry…well…we do. They are an industry that sucks out all the moniesthat were designed to offer direct assistance to helping people get a job bydesigning one-to-two hour workshops to teach you something that (as we
  • showed) is a five minute task. We will let you decide…it’s your tax dollars atwork…isn’t it?Later on, we will show you how to apply this to other means ofintroductions such as with your resume. We will show you how to createyour 14 second window by creating a skill-based resume that will have thesame impact and greatly enhance your chances of getting your resumeselected. Again, it will be common sense and will not require a workshop.Remember…it is important to make this simple and to practice it enoughwhere it seems to be a natural part of your conversation instead of where itseems like you are reading a script.It is comical (but sad) to see a job seeker trying to soldier on with acomplicated, long 30 second introduction with an employer that quitlistening 16 seconds ago.Bill Clinton’s concept of “KIS” (keep it simple) is the key to turning talkingpoints (elevator speech) into a real conversation about a real job. DO I NEED A RESUME? MAYBE…MAYBE NOT…Do you need a resume? That is a complex issue as the Resume Writer’sGuild (yes they have one) would have you believe. They would tell you thateveryone needs a killer, professional resume to impress an employer.Problem starts with the fact that a professional resume will set you back$50-100 for a one-page resume and goes up from there. If you areunemployed, this is a lot of money that you do not have and dependingupon the type of work that you are looking for; may not be necessary at all.What…not need a resume??? Could this be true???For high-end, technical, business or administrative jobs; a resume is criticaland the better that it is constructed, the greater chance you have in gettingselected for consideration.If you are seeking these types of employment, I would agree with theResume Writer’s Guild and encourage you to get the best resume that youcan afford. But, then again, it is a wise investor that shops around to makesure that they are getting the best deal and the best quality for their dollar.Always ask for references from a resume writer and check them out withthe Better Business Association to make sure they do not have complaints.But there are many entry-level, industrial, construction and service industryjobs where a resume is not required or requested. If you want to work atRanch Market or the Burger Palace, a resume is not a productive tool and Ican make a case for it costing you consideration for these types of jobs
  • because you might seem over qualified or a career threat to theinterviewing manager.Think about it; would you show up to a construction site to apply for workdressed in a three-piece suit? I would hope not! But sometimes, showingup with a resume at an entry-level job interview with a resume is the sameas going to a construction site in a suit. It is not gonna work out for youcareer wise.Just because you do not need a resume does not mean that you do notneed to go prepared. Each entry-level job will ask you to fill out anapplication that they will solely use to determine if you have the skills thatthey need.Applications will always request some very detailed information about the“who/what/when” of your work history and this will include addresses,phone numbers and supervisor names.If you do not have this information, leave questions blank or over use “NA”then you may have wasted your own time to fill out that application.Employers believe that failure to complete an application (aka…leavingblank spaces…using “NA” to too many questions) is a very good indicationthat you would be a terrible employee and they will not hire you! So, what do I need to do?Create a cheat sheet. This will be the best investment (in time not money)that you will ever make and it is what you need to succeed!This cheat sheet is what they call a master application. A master applicationis a blank application where you done the research and taken the time toassemble with all your personal “who/what/where” of your work historyand education.A properly constructed, master application will contain all the informationthat you will need to fill out an employer’s application correctly without theneed to leave a blank space or use “NA.”Each master application MUST contain the following info:A. Name, address and phone number of each company that you haveworked for. This should include the name (at least the first name of yourprevious supervisor or if you remember the last name is even betterbecause you can always be formal and say Mr./Ms. Jones) of a supervisorthat can be contacted.B. List job title(s), dates of employment and note any awards or recognitionthat you received to include merit increases and bonuses.
  • C. All schools (traditional, training or vocational) that you have attended toinclude that dates and any certificates or degrees that you achieved.OPTIONAL: Some jobs will require a security or credit check as a part of thehiring process. These types of checks will require you to list all of the placesthat you have lived within the last five or ten years. So why not be preparedand have that information listed on the back of your master application.Why do you need all of this. You do not but the employer does and youcannot expect that any employer is going to have the time or the interest inresearching out all of this info for you because they will not!The more work you do upfront and the more complete your information;the easier it is for any employer to hire you. Remember: If you are unwillingto help the employer with assembling all of your work history info; thatthere is no shortage of people who will.The best part of a well prepared master application (filled out neatly andcorrectly) is that many employers will accept this as an acceptablealternative to a resume.In fact, many employers actually prefer a master application due to themore extensive details and contact information that is already on theapplication. To many employers it saves a great deal of time and takes a lotof the time consuming effort for them to verify your previous employment.We have included a generic, master application in the back of the book foryou to use and abuse in creating your own master application.Remember to never leave for a job interview without your masterapplication! BUT I NEED A JOB TODAY!@!This is taken from Uncle Bob’s (Auntie Sue and Uncle Bob’s Used Job Shack)workshop on “I need to get a job today and how to do it”This workshop is designed for people who are dead serious about getting ajob and that are work ready (work ready means that if an employer asksyou to start right now you can and will) job seekers who are willing to tapinto 20 plus years of working in the industry and learn to that some criticalinformation and mix it with common sense to go to work today.First, let’s start with a reality check (as of 2012 in the Phoenix MetroComplex) about the true state of the local labor market, what it means toyou and to your ability to find work.There are 50-500-5,000+ people competing with you for every single,advertised job that you are applying for depending upon the format in
  • which the job was posted. For online applications with national companies;5,000 might be a low number but at minimum there are still 50-500 peoplefoot racing you from ad to ad.The key to our job search success lies in the word “advantages” and ourability to create or give ourselves an advantage over all the other earnestand dedicated job seekers.So my question to you is…if you are running with a pack of 500 job seekersfrom one ad to published ad and if you are doing exactly the same jobsearch that all of the other 500 job seekers are doing; what advantage(s) doyou have? What are you odds of getting that job?The answer is none. Statistically you are at 500-to-1. I don’t know if you’re abetting group but 500-to-1 are terrible odds. This is not the type of oddsthat I would be willing to bet my rent on like many of you are doing daily.The reality check here is that at 500+-to-1 you do not have any advantageand statically not even the slightest chance of getting that job other than bydivine intervention or luck and if you were that lucky, you would not belistening to me now but be calling me from your yacht with a cell phone inone hand and pistol in the other to use on those damn Somali Pirates thatkeep trying to steal your yacht. So at 500-to-1 you would be better offbuying lottery tickets.But if I could show you a way that you can easily (in increments) reducethese 500-to-1 odds all the way down to 5/3to-1 or even 1-to-1; would thisbe interesting to you? Would this be worth your time to learn how to dothis?Why would I be willing to teach you how to do this? What about my jobsecurity? What do I get out of this?All valid questions that I can best answer by saying that I have been in thisbusiness for over 20 years and what I have learned; I am willing to pass onto you.I am willing to train you…to show you…as a part of helping you find work.See…if I get you a job; what happens in six days…six weeks…six monthswhen that job ends?You have to come back to me and beg like that little kid from that Dickens’Novel “Can I have another job please?”You are no better off or worse for the wear than you were when we startedand what if I am no longer here to help you? What are you going to do?How are you gonna find someone with my knowledge to help you or not?
  • You know I am an old man! So I strongly recommend that you take me upon this limited time offer!Instead of me getting you a job; if I help you get your own job whileteaching you some basic, common sense techniques in the process; then…6days…6 weeks…6 months…6 years…or sixty…you will always be able to findyour own job on our own without the need for me help, luck or divineintervention. ARE YOU INTERESTED?To be able to get a job today, you will need some basic knowledge, mix thiswith some common sense and invest a real sense of effort on your part. This program is not for everyone. If you are a job voyeur, a casual, occasional job seeker or a “YA…But” or better known as a not-really- looking-for-a-job person; then, this program will not work for you because you really need to be serious about getting a job and be willing to doingwhat it takes. If you are, you will succeed and if you are not, then it will not work for you! SORRY!Knowledge is always the key to success. If you don’t know the situation,don’t know the facts or haven’t been trained; how can you expect tosucceed? You can’t!Let’s start with an interesting fact. This is not an Uncle Bob fact but comesdirectly from the 2011 Census and you can look it up to see if I am correct.Did you know that 94% of all businesses here in Arizona have fewer than 10employees. WOW! Not what you would have thought.Before reading this, when you thought about the local job market, most ofus would have thought of the Honeywell’s, the Wal-Mart’s and the UPS’sand their announcements that they are hiring 156 CSR Employees… thisweek…and many of us would have been standing in an endless applicantline trying to apply for those 156 jobs.But, 94% of all companies here in Arizona do have fewer than 10employees and this is critical information that you did not have before now.Think about this. Companies with fewer than 10 employees operate verydifferent than the Honeywell’s or Mal-Mart’s of the world.
  • In a company of less than 10, it can be extremely critical when they areshort one or more people. Being short a person cause everyone to have todo more and get burnt out or upset or the owner has to pick up the slackon top of the 14-16 hour days that they are already doing trying to keeptheir company afloat in a bad economy. So replacing that missing personbecomes more critical and urgent.These small companies also seek out and recruit applicants much differentthan does the Home Depot of the economy. You will not see smallbusinesses running ten thousand dollar advertisements or doing job fairs.That type of applicant search costs a lot of money…money that a smallbusiness cannot afford to waste.OK! So, you are all small business people and you are working 14+ hoursper day and every day you are missing a worker; everyone is doing extraduties and are upset about it. Or worse for you, you have to pick up theextra slack yourself and that is wearing you out more than you already are.So as a small business person what are your options? What can you do?How can you find applicants?Well there are the big job boards like jobbing.com and they will be happy torun an ad for you that will go nationwide. National exposure and a $250-$1,000 price tag. $250-$1,000 for a national ad for your dishwasherjob….do you have or can you spend that kind of money to hire 1-2 people?How many would run this ad…Can I see a hand of all that would?Let me explain why you will not place that ad on those big national boards.Even $250 is a major cost for most small companies (and remember that94% of all Arizona Companies are) and might represent a large part of yourweekly profit margin and are you realistically going to spend it on an ad fora dishwasher? I think not.What if I could show you where you can run the same ad for 30 days andreach unemployed dishwashers that live in the local area for a mere $25/adon craigslist? $25 versus $250+ for the same ad…WOW! Sign you up?But, before you do a little Snoopy dance of Joy about saving all that money;let me run the downside to that ad for you. Post that job at 8:00AM and byNoon, you will have almost 500 resumes in your e-mail.Do you have time to review 500 resumes for your dishwashing job? Do youknow how long it would take you to go through those 500 resumes? Howmany would you look at before you give up? 10-15-20 resumes especially if
  • most of the first twenty do not have the skills or experience that youneeded?To review 500 resumes would take you at least a week to do. Do you havethe time or energy to do that?Can you afford to take all of the time to do that?The answer in all cases is no.Most employers will go down 15-20 before they give up, start deletingresumes in mass and to make a mental note to never waste 25 big ones onanother stupid ad.OK…now as a job seeker what did you just learn? Did you learn that?A. 94% of all companies here in Arizona have fewer than 10 employees.B. Small companies have different needs that large companies and beingshort staff can affect a small company more drastically than the Wal-Martsof the world.C. Large companies offer more jobs at one time but the number of peopleapplying for those jobs jumps crazily into the thousands of applicants foreach of those 150 openings and statistical your chances of getting hired aregreatly reduced.D. Jobbing.com and the other large job boards charge a lot of money for anad and many if not most small employers cannot afford.E. Small employers will initially take advantage of discount boards likeCraigslist due to $25/ad rate.F. An employer will receive up to 500 responses to an ad on Craigslist thatthese employers do not have the time or means to sort through 500resumes and usually stop looking after the first 20 or so resumes and thendelete the rest.OK…now…what does this really mean to you as a job seeker here inArizona? • Firstly this tells you that the vast majority of hiring is done by very small companies. • Secondly you now know where these companies post their new job openings. • Thirdly you now know that these employers are not going to look at all the resumes they get – only the very first ones.
  • This is good to know, right?You now have more knowledge about this job market than most people inthe industry do and a ton more than you did before we started, right?Do you think that this gives you several advantages over those other 500people foot racing you from ad to published ad? Think so?Now what you do not know is that there are certain times during a businessday when employer post their new jobs. In fact there are three time slots.Did you know that?If you already know that an employer is going to only look going to look atthe first 20 resumes and the way the boards work is the first person to senda resume is number one, the second resume is number two and soon…Now if you knew when that ad was going to be posted and you weremonitoring the new jobs as they are posted; could you not ensure that yourresume would always be in the top group the that employer was going toreview?Think about this. You could guarantee that you are always in that topgroup. WOW! That is a great advantage isn’t it??? See information is thekey to unlocking the power of your job search.Let’s see…when we started you were at 500-to-1 and by educating you inthe realities of this job market and your willingness to take this knowledgeand put forth the effort to use the knowledge has now reduced those oddsdown to what? 20-25-to-1???We are now down to 20-to-1!!! 20/25-to-1 is a much better bet and takesyou out of the need for luck, Uncle Bob’s or for divine intervention… THE THREE TIMES A DAYLet’s review. We now know that most employers are small business peoplewho would find it hard to spend $500 or more to find a new dishwasher,cook or maintenance person. We know that there are cheaper solutionsthat they will elect to use to place new job ads. We know that most peoplealready know where to find these new jobs and that up to or more than500 will apply for any new ad. We also know that small business people donot have the time or the capacity to review 500+ resumes. We finally knowthat they will search through only a limited number of the first resumesthat they receive.This you have learned here today. Once we started with the firstinformation that you lacked and we introduced to you; the rest becamecommon sense.
  • You are now educated and have access to information that can assist youwith getting a job.But, you are still lacking a vital piece of the puzzle that will ensure that youare almost always among the group of 20-25 people that the employer willreview. Without this last piece of information; everything is still hiddenfrom you.The piece of this common sense puzzle that you are missing is that thereare certain times periods in every working day where statistically,employers will post their jobs on boards like Craigslist. In fact there arethree time periods every day where the employer is more than likely goingto place a new job ad.Two of these times are productive for you the job applicant and one ismore productive for the employer.Sorry to be talking in riddles but, it is important to set the stage for theinformation that will get you into the top 20-25.The first time is from 8-10AM with a norm of 9:00AM as most people comein at eight, get their coffee, chit-chat and turn their computer on. Prettynormal in most offices and by 9:00AM, most people are ready to get towork.A small business person’s first business is to put up an advertisement forthe employee that they lost (quit or was fired) late yesterday or at the closeof business.So if you are hovering about on a job board like Craigslist at about 9:00AMand are looking at all the new ads (by selecting the general job title andrefreshing the screen every couple of minutes); you will be one of the firstto see the new ad and if you have your resume available to go…you willalways be in the top 20-25 resumes. IT IS JUST THAT SIMPLE! OH! You want to know the other times to?The second time is at or right after lunch (Noon – 2PM) but, this is theperiod that is productive for the employer. What you see during this periodare a lot of blind ads that will not list company or phone numbers. Thereason for this is that the employer is placing an ad for someone who is stillon the job. It would get real nasty to have people calling about a job wherethe person to be replace is still in the shop or worse, may answer thephone. Think about it.
  • Employers will also use this time period to quickly collect a handful ofapplications to use as a reality check or as a bargaining chip against anemployer who is acting up. The employer will explain that they have 10, 15,20,30 resumes from people who want their job…and they will ask theemployee: “Do we still have a problem?”So this time of day is generally one to avoid or to play a long shot. If you areavailable…take a look…never know how that employer – employerdiscussion will work out and you could still get an insider’s track on the jobif it all turns bad at the company. Just don’t put a lot of hope in hearingback on the majority of these mid-day ads.The third time reverts back to your advantage and is between 4-6PM. Theads placed at this time are where the situation got out-of-hand and eitherthe employee quit or was fired and it was early enough in the day that theemployer has the time to put up an ad before they leave work.Realize that most employers will place the ad and go home but, do notforget that the countdown begins when the employer places the ad not willthe review it. So this is a critical time as many people would never think tolook at the job boards at this time of day and if they are not; then, you beatthem by 12-14 hours which would give you even a better chance of being inthe top 5 resumes that the employer will be reviewing the next morning. THAT’S ALL FINE…BUT, I STILL NEED A JOB TODAY!You have now learned how with a little knowledge mixed with a littlecommon sense has given you the advantage over the other 50-500 peoplethat you have been foot racing from advertisement to advertisement.These advantages have taken you from that 500-to-1 disadvantage towhere you are down to a 25-to-1 advantage for yourself.Advantages are the key to you succeeding in getting a job versus continuingto run with the pack because the reality is that if you are doing exactly thesame things as the other 500 people are doing…step by step…whatadvantage do you (did you) have?You now process knowledge that has allowed you to move to the front ofthe pack and you did this without weeks of workshops or placing yourfuture…your dreams and hopes into the hands of a stuffed shirt in themassive, workforce industrial complex – who may or may not have had thisknowledge because (ever increasing) they may have been selling cars orrefrigerators just last week.
  • You have been empowered to take control of your own job search and youare on your way to changing your life and taking control of your own future.But, didn’t I say that there was a way to further reduce this down to 5 or 3-to-1 didn’t I? I think I did? Anyone interested in continuing? Remember this workshop’s title was “I need to go to work today!@!” Right? So let’s get started.So far, we have talked about giving yourself an advantage in submitting anapplication (usually a resume or remember…a master application?) andbeing able to go to the head-of-the-class in that process. Now…let me confess a dirty little secret to you.Any employer who is asking you to submit an application by e-mail will nothire you today no matter how qualified. Even though these small businesspeople know and understand the urgent need of filling an empty slotquickly; then cannot pull the trigger without some thought.How long will that take? A day…several days…a week? I have seen largecompanies take 6+ months to locate, hire the perfect candidate and on acertain level many of the “send-a-resume” employers will take their time tomake a decision amongst the candidates that they originally selected out ofthe top 25 resumes.Why? Who knows! Employers are human beings to and as such, they havemany of the same faults as we do. Just because you own a business doesnot make you any more stable, logical, and driven by their emotions orhave any better understanding of human dynamics than any of the rest ofus. This is a very important concept that we will talk about (at little) lateron.To move from 25-to-1 down to 5 or 3-to-1 you need this additionalknowledge and we will need to apply some more common sense to thisinformation.As I just confessed to you that the send-a-resume ads will not get you hiredtoday (without calling upon luck, karma or divine intervention)what canyou do?Here is the most guarded secret, the insider’s trading of all timeinformation…Intel… in job seeking and understanding this simple conceptwill always get you into the 5 or 3-to-1 range and if you have the completepackage; then you can turn that 3-to-1 into a 1-to-1 (basically where the jobis yours to lose).
  • You will need all of your newly acquired knowledge, common sensereasoning and will still need to follow the steps that we have already talkedabout already.The difference now is that I want you to look for two specific types of jobadvertisements ONLY! Each of these ads represents an employer thatdesperately needs to hire someone (anyone) like today and these are theemployers that you need to seek out and find to go to work…today. The first ads to look for are “apply in person.”Let’s apply some common sense thinking here and see what this reallymeans and then you will see how critical this is to you going to work today.Ok…you are a small business person who is working 14-16 hours a day tomake your business succeed and you do not have anything like down timebecause you have a business to run.So, when you place an ad that says “apply in person” you are telling me youare very desperate to fill this position because no matter how busy you are;you are willing to stop everything that you are doing (regardless of when Ishow up) to talk to me about this job. You just shouted out how desperateyou are. If you were not desperate, would you be willing to stop everythingto have a 30+ minute chat with me? I truly think not…you would have askedme to send a resume. Wouldn’t you?Second fact you need to know and understand is that (remember) 500+people are going to be looking at this ad within mere hours of it gettingposted and if it had said to send a resume; most of them would have doneso.But, did you know how many of those 500 people will apply if the ad says“apply in person?” Any clue? What 200? 100? 50?This will shock you! Out of those 500+ people who saw this ad; only 3-5people will actually go out to see the employer!The main reason for this is (as you know) job searching is one of the moststressful, degrading and embarrassing things that you will do in your life.You feel like that little kid in the Dickens’ novel “Can I have ajob…please????”And it is! You correctly feel that it is a form of begging and that is why somany people have such a hard time summing up the courage to go face-to-face with an employer.
  • This is why most job seekers love the internet. The internet shields youfrom that mano—o-mano moment with the employer and allows you tosave at least part of your dignity.The problem with the seductiveness of the internet and the great ability ofbeing able to apply for jobs in mass quantities and in how it shields youralready badgered dignity is that everyone else in the universe hasdiscovered the same thing.On some large company jobsites, there are 5…10…15,000 or more jobseekers that are in the process of applying online, and you thought that500-to-1 was bad; now try 15,000-to-1. Those are extremely poor odds.I have people come into the resource center and apply for 10, 15, 100 jobsa day and they will come back tomorrow and do the same and then, again,the next day after that.They are applying for a tonnage of jobs but, they are still here after sixmonths and (you know what?) they are still no closer to an actual job thanthey were the day they started.So let’ back to how all of this knowledge helps you.500 people see that ad but only 3-5 people are actually going to sum up thecourage to go out to see the employer. Right?This process has taken you from running with 500+ people down to 20-25and this latest step propels you down to 3-5 people and if you utilize thecommon sense strategy that you have now been empowered with; younow have the capability of beating those other 3-5 people and you do thatby having known when to look for the ad.You are now in a serious footrace with 3-5 people who really want this jobmaybe, even more than you want it. They may have skills and experiencebut, what you have above all is knowledge that they did not have – youknew the times to look for new ads and the biggest advantage you nowhave is that they didn’t and you saw the ad first.REMEMBER: The employer on a “apply in person” job ad is going to hire thefirst person who walks through their front door that has the three thingsthat they are looking for and you have the advantages stacked in yourfavor.
  • WHAT ARE THE THREE THINGS THAT AN EMPLOYER NEEDS?You are now at a critical junction in your training. You have gone from500+-to-1 down to a desperate foot race to beat 3-5 other job seekers outto be the first person that the employer sees.I cannot do anything about the foot race as that is totally up to you and foryou to determine how seriously you really wanted to go to work today.That is on you and for you to know who you really are and towards that,the issues that you need to deal with.This is not about entitlement; this is about your ability, desire and solelyupon your commitment to take the knowledge that you are being given andutilize the common sense steps here to make YOUR life better.This is what it is all about. It is about you and your future. You have beenempowered by this knowledge but, it is still (solely) up to you to use thepower or not.For the vast majority of the people in this workshop and as to the jobs thatyou are applying for; an employer is looking for and will use these threethings in making a decision to hire you.(If you are the next Carl Sagan or a corporate executive please take a smokebreak…if you have them…as this does not apply to you and the veryspecialized skill-sets that you have that makes you the next Carl Sagan. Thissection applies for the average, hourly paid worker or the vast majority ofthe workshop and it is a critical concept to learn and will aid from themutilize in getting a job…) EMPLOYER TRIGGER WORDS!Employers are going to hire you or not based upon three factors and if youknow this; it is in your power to ensure that you have those three things.Employers are looking for dependability, flexibility and an interest in thejob. Let’s look at Dependability and flexibility as they are different ways oflooking at the employers’ needs.Dependability and flexibility represent 80% of an employer’s considerationto hiring you or not. Dependability means that you are going to show upand work your assigned shifts on a consistent basis. This is a critical issuewith most employers and it is not as easy as just ensuring the employerthat you are dependable because this is an employer trigger
  • word…yes…employers have trigger words just like you and me and this is agreat big one!Employers have trigger words that create the same impact upon them thatthe phrase “background” check does on a person who just got out ofprison. It’s dirty and negative and it does have a last effect upon how theydeal with future occurrences of the trigger word.Trigger words are wrong, based up assumes that are normally wrong asthey do not have a one-size-fits-all meaning but, to ignore them is evenworse. The trick is to understand the other person’s trigger words and notavoid them but the most success people in this world have learned how tonavigate around them.The trick is to use the message but change the words. Here is how it worksin the case of needing to convince the employer that you are dependablewithout using that trigger word is the goal and the way to achieve it is withthe planting a subliminal message that implies that issue and by doing so,you never have to approach the issue or the trigger word directly. Here is the problem:You can set here all day and try to plea that you are dependable,trustworthy and a hard worker but, do you know what the employer isthinking when you use three, big trigger words.The employer stops thinking about me and starts remembering the past sixpeople that they fired who had said the same thing as they were coming inthe door (and may have said it better than you).These six people have disappointed the employer, they are people that theemployer does not like (they fired them) and without me knowing it; theemployer has mentally lumped you with this six people and they arestarting to not like you to.So without knowing, you have lost most any chance you ever had of gettingthis job because you used a common phrase that you did not understandwas this employer’s trigger word. You now (without knowing that youneeded to) must prove to this employer that you are different enough fromthose infamous six ex-employees to deserve a chance. Here is the solution:The first part of the solution is that you now know that employers havetrigger words and now that you know some of the major ones; you canwork on finding a way to convince them that you are dependable withoutusing those exact words.
  • This is actually easier than you can imagine. But you need some knowledgein regards to the Phoenix metro job market. Phoenix is a very large town(150 miles wide by 150 miles wide) in which transportation or moreimportantly the lack of transportation is a major reason of job terminations(getting fired).Most employers have been down this road many times with more than afew of their (now) previous employees and so the first screening tool thatan employer uses in screening a resume is the applicant’s actual address.There is a standard here in Phoenix of 5 miles from the business for peopleriding the bus and up to 10 miles if they are driving. Discrimination?No…people with cars have a greater distance that they can come beforethey start to flak out due to $4.00/gallon gasoline.Is this fair to you? NO! But, it is the reality based upon the employer’sprevious experience and has nothing to do with you. We are all a product ofour previous experiences and in this case, those ex-employees’ badbehavior comes back to bite you.First thing you can do is remove your actual address from your resume andreplace it with “Phoenix Metro Area.” By doing this you can navigatearound the first barrier to employment if you elect to apply for jobs outsideof the 5-10 mile rule.In fact, if you take anything away from this workshop take this advice toblank your actual address off your resume. NO ONE will be mailing you outa request letter to come to an interview; this is 2012 not 1950! Employersfor the most part (although this is a generation thing) will contact you bymeans of your cell phone.Please have your voice mail set up and (I know some people love TobyKeith) dash any musical or comical introductions you have on your voicemail. Please put your name on the message as this is another criticalattention to details thing.You would be surprised how many people lose an interview because theemployer called but was afraid to leave a message when they were not sureto who they were actually calling.Many employers have had strange people show up saying that they had amessage to come for an interview. Solve this by saying you have called_____.
  • PUTTING THE KNOWLEDGE TO WORKLet’s review the situation. First you have an employer who has a triggerword of “dependable.” You are living a town where transportation is acritical issue and your actual home distance from the company is ascreening tool. You need to find a way to navigate your way around theseissues without making them issues.Let’s start with the 5-10 mile rule. You must understand that this is an issuewith employers and as such; you need to always first try looking for workwithin that area (localizing your job search will be discussed later).If the job that you are applying for is with this radius then, you are set andhere is how you should introduce yourself:“You know that I live in the neighborhood* (or I live right down the street)and when I saw your ad; I thought that I would stop in to introduce myself.”*I define my neighborhood by means of if I had to get a bicycle and ridehome, I could. Remember I am an old man and I will not tell you how long itwork take me or as to how many stops I would need to make but, I knowthat I could. “I live in the neighborhood” is a very powerful message that Ijust planted into the employer’s brain. It gives you complete dependabilityas what can’t you do if you live in the neighborhood: Can you call and say that you missed the bus…? Can you call and say your car broke down? Can you call and say either? NO! Why?BECAUSE YOU LIVE DOWN THE STREET AND YOUR EMPLOYER’S FIRSTQUESTION WOULD BE: “Are you already walking?” Wouldn’t they?Wouldn’t you say that?So with this one message you have given yourself complete dependabilityand by the same measure; you have complete flexibility due to the fact that“you live in the neighborhood.”Remember this is 80% of if an employer will hire you or not. In an instant,you have bumped yourself up to 80%.
  • What kind of advantage is that?So you now have 80% of what you need to get a job with a local employer.What else do you need? Where do you get the other 20%? What is this lastand most critical factor to the final decision whether or not to hire you?The most critical part and what makes the final decision is your excitement,your actual interest in the job. This is a much tougher nut to crack as itcomes down to you, your desires, interest and your ability to effetelycommunicate this to the employer. So, it comes down to who you are, whyyou are there and why you want to do that job.The question that starts this part of the evaluation is always a version of;“Why did you apply for this job?” “Why do you want to work for ourcompany?” or even “Why should I hire you?”You can see to the untrained and to anyone who does not know what isgoing on here; this can be the nightmare and a career minefield. Do NOT panic!!Remember you already have achieved 80% and you just need several goodanswers to seal this deal.Let’s start with trigger words or phrases. The biggest dinosaur of all triggerphrases is when you are asked why you applied for this job and you say: “Ineed a job!”I wish I had a dollar for every time that I have seen job seekers blow anychance of the getting a job by using that phrase and you know what? Iwould have retired very early on if I could have cashed in on that one. What is wrong with “I need a job” especially if it is true?The actual phrase worked very well for your grandparents who learned itfrom their parents that lived through the Great Depression of the early1930’s.Back then, it was a given. Everyone needed a job and everyone understoodthat they needed to show up every day and work very hard on those 12-14hour shifts for a dollar-a-day. It was the normal behavior and back then itwas an acceptable phrase.That was then and this is now. I have spent over 20 years working withemployers and helping them locate people who “wanted a job” and moretimes than not who “wanted that particular job and they wanted itbecause….”
  • Let me tell you what “I need a job means to employers in this generation.When you say that evil phrase; you have just told the employer that youwill be a margin employee (at best), more than likely a source of conflictand not a very hard worker.Why? Let’s study this for a moment. Here is theemployer’s mental processing of what you say: • First you are there for the money only which means that you do not care about what they do, anything about the company or the quality of your own work. • The employer assumes that you will very quickly figure out what you need to do to earn that money and not a bit more. • The employer will assume that anytime you get asked to do more or extra; that it will become a conflict about “am I getting paid extra for that?” or “Hey man! That was not in my job description!” • Finally, they will also assume that you have no loyalty to the company and as soon as you are offered a dime more, you will be late for the door. A lot of assuming for a single phrase that use to be the thing to say…uhhh?More importantly, every one of those assumptions paint a very negativeimage of you and any one of them assumption would be enough, on theirown, to not hire you to start with. OK…SO DO I SAY?Now you know what not to say…it is important now to learn what to say.What to say that gives you an advantage over the other 3-5 people whowant to take this job away from you. What to say that will blow theemployer away and seal the deal.Firstly…if you have followed our program; you are the first person talkingwith an employer who wants to hire the first person they talk to becauseyou saw the ad new and literally dropped everything you were doing (likewatching Kathie Lee), map quested the employers address, dress up like
  • you were ready to go to work right now and actually rememberedeverything that we have talked about.By the mere fact that you are coming in the employer’s door within an houror so of the employee posting the ad, already being dressed to go to work(AZ Casual for most jobs – especially if you are on the bus – as sweat = stinkand stink = No job offer)and you have already made an impression on theemployer.Walking in the door you look the part and now you need to start yourconversation with the employer with something like the following:“Just saw your advertisement for a _____ and I thought that I would comedown directly to introduce myself because I just live down the street and Ihave been seriously waiting for this opportunity to open up so close tohome; because…I have…{Insert your talking points)…” WHAT IF I DON’T HAVE EXPERIENCE?Remember you are talking to an employer who has made it clear that theyneed to hire someone today. Desperate employers are not looking for theperfect person. They are looking for a person who has dependability,flexibility and has interest in the position. I did not say experienceanywhere in this discussion for this employer because at this point it is notnecessarily a critical issue with the employer. A desperate employer mightmore than be willing to train an applicant that has an interest in learning atrade and who understands the opportunity of learning new skills if offered.How you would introduce yourself would go something like this:“Just saw your advertisement for a _____ and I thought that I would comedown directly to introduce myself because I just live down the street and Ivery much appreciate this opportunity because this is an occupation that Ihave wanted for a long time to get a start in and when I saw this ad; I knewthat this might be my opportunity. I believe that I would be a good applicantfor this opening because I have many related skills that would allow me tolearn quickly and become an asset to you…{Insert your talking points)…”“Appreciate this opportunity” appears in both of these introductions onpurpose and is a critical phrase to work into you opening conversation. It isimportant because most employers believe (and sadly the worse the job
  • the more they believe this) that they are offering you an opportunity anddo you know what most applicants NEVER SAY? Almost no applicant evermentions this and even fewer open with this. Why? Because so fewapplicants never thought or know how important it is to the employer tohear that. If all applicants knew then it would not work to your advantagebecause everyone would be doing it and at that point it loses itsimportance and value.Right now it is to your advance to make note that you understand that youare being given an opportunity that you appreciate the fact and that it isnot lost on you.How does the employer respond to this? Sometimes a smile, sometimesyou might not see a physical difference but; what it does means is that theemployer understands that you get it and from that moment on, you are onthe same wavelength (it’s a bonding thing) and the employer takes a closerlook at hiring you.I need to mention a critical factor to your success or failure on this 20%motivational factor. Please go and present yourself as being excited aboutthis opportunity. Have a real sense of excitement in yourvoice…like…remember when you were a kid and you first discovered icecream…that kind of excitement. Here is an example what I am talking about:You are an employer and you need to hire someone to clean and washthose big dumpsters every day to OSHA Standards; so you run an ad onCraigslist at 8:00AM and by Noon (when you look again) there are…OMG!357 separate resumes. You do not have time to go through all of them but,you look through the first group of ten or so. You find three people whomight be OK. You call them and set up interviews for tomorrow.The first applicant listens to the job description and looks at you puzzledand says: “…and you want me to do WHAT???”You say “Thank you very much, we will let you know.”The second applicant more or less says the same thing but then adds:“…and you are going to pay me WHAT?”Again, you smile and say: “Thank you very much; we will let you know…”By now you are depressed and are starting to have visions that you aregoing to have to do that job yourself…then the third applicant arrives 15minutes early. You explain the job like you did to the first two applicantsbut the third one says:
  • “Do you mean those big dumpsters on the side of the building? Do youhave a power sprayer? My dad had those big dumpsters at his business, Iwould get so caught up cleaning those dumpsters that he use to have dragme home, every single day…I just love doing this” OK! WHO ARE YOU GONNA HIRE??? WHY?Most of you are going to hire the third candidate because he is excitedabout doing the job. More importantly (if you listened closely)…what did hesay?He said that he loved this type of work. Think about it. Don’t people wholove their jobs work harder than people who need a job? Of course they do.People who love their jobs work 2-to-3 times harder than people who arethere for only the money (needed a job)and don’t you figure that you willseldom need to ask them to pitch in and help out because they will take itupon themselves to already be doing that?Applicants one and two were qualified to do the job but, they didn’t seemlike they really want the job, they didn’t have very much interest orexcitement about doing the work - other than the money being offered.They seemed to think that the job was below them and that they seemedalmost insulted when they learned what the job was all about. Did you feelthat? Is this why you didn’t hire them?See assumptions again! But these are all extremely positive and make yourdecision to hire the third applicant much easier. As a job seeker; who do weneed to be like? Of course…applicant number three…Your attitude, your excitement about doing the job, appreciating theopportunity that the employer is offering you and your interest will win theday and usually get you a job offer.At this point, you are golden. You are 100% and if you answer correctly onavailability (which would be “I live down the street and I can be availablewhenever you need me”); you should be hired! Why wouldn’t they hire you?You are the perfect package for what they needed to fill an immediate,urgent need. You living in the neighborhood and you have a great sense ofinterest in this opportunity. The perfect package!
  • What are they going to say…? (If you did everything correctly) Are theygoing to say “NO” and go back to looking through the other 499 resumesuntil they find someone else as good as you? I think NOT!In summaryWe started at 500+-to-1 people running with you for each job that you seeadvertised and we have progressive shown you the means to bring thatdown to where you are the first and (if you follow the path correctly) onlycandidate that the employer will consider.Please understand that many times these are not the career job that youwill go home at Thanksgiving and brag about. But, you didn’t say you werelooking for a career job but that you desperately needed to go to worktoday and hopefully you know will know how to literally go out and beworking by tomorrow.Disclaimer: Some positions do require some basic skills and some do not.Many times you can show the employer that you have related skills thatwill cover the basics and sometimes, it is enough that you are excited aboutlearning a new skill or trade (if they are desperate enough). Most timesattitude far outweighs actual experience.CONNECTING THE DOTS…WHY YOU DIDN’T GETHIREDI had a young Veteran come into the office and he was very upset andangry over his self-directed job search.Like many untrained, job seekers; he had put in several hundredapplications online, submitted resumes and filled out applications over thepast several months only to no one contact him with an offer of aninterview.His back story was that he was an auto mechanic and by looking at hisresume (which was very well written, I could tell that he was one of thebetter mechanics here in the Phoenix Metro Area.Recent, before his current job search, he had come down with arthritis inhis hands that was so bad that he could no longer make a living as amechanic.Someone (somewhere) told him that he was good with people and that hewould do well in any kind of customer service. That seemed true as he hadno trouble starting up and carrying on a solid conversation. So, I told himthat might be a bad place to start.
  • Now, several hundred rejections or no answers to his efforts, he was angryand upset.I sat down with him and asked him to show me what he was using to applyfor this customer service jobs and he showed me his mechanic’s resume.Seems that nowhere in all his other visits to other centers for help didanyone take the time to see how he was applying and as to what he wasusing as his application.I kindly explained to him what an employer would think when they got acopy of his excellently crafted, mechanics resume. I explained that theywould agree that he was one hell of a mechanic but, they were not hiring amechanic and no matter how well-done his current resume was; nowherewould it tell the employer that this young Veteran had any CSR experience.Then I asked him: “Did you every answer the phone at the shop?” He saidthat he did that all the time, especially when Wanda the Receptionist wentto lunch. I further asked him: “Did you ever order parts or pull parts fromthe store room or if he ever helped Walt (the owner) with doing counts onthe parts in the store room?” He shook his head and said “not as much asmechanizing but, ya…I helped out when they did inventory or I needed aspecial part…I would go online and find it…” Finally I asked him if he everhad to calm an upset customer down when the saw their bill? He looked atme and said that is what a mechanic does…don’t ya know that?!?I looked him in the eye and said “NO” and most employers offeringcustomer service jobs would not either. I further explained to him that all ofmy questions were about skills that would qualify him for CSR jobs.Next step was that we shelved his well-written resume and created a newone discussing all of his newly discovered customer service skills and hewent from having no skills to having 15+ years of direct, customer serviceskills and he got a call on the first time that he sent it out. He found a job.Seems like a simple fix. It was. I then started thinking about how manyother job seekers we had out there that were trying to search for new ordifferent jobs with a resume that did not “connect the dots” for theemployers.“Connecting the dots” is what the job seeker needs to do because theirone-size-fits-all resume is ineffective in showing that they have the skillsthat the employer is looking for. Just like our Veteran, the employers who
  • read his resume didn’t see any connect between what he had done and thejob that they were offering. After discussing this with many employers over the past year, it seems thatthis is a major problem for the employers too. They receive manyapplications from people that have excellent resumes but there are seriousdisconnects between the person’s resume and the jobs that they areapplying for and the applicants are not making an effort to connect the dot.Several employers told me that they have to reject a large percentage ofapplications because the people applying do not indicate that they have therequired skills.I know a HR Manager for a cleaning company that does high-end cleaningof government offices and local manufacturing facilities and he tells methat initially, 80% of all the applications he has to reject because they donot list cleaning experience or cleaning skills.He is not looking for commercial cleaning experience but just cleaningexperience or related skills because they have their own system and newemployees must be trained in the company’s way of doing it.Sadly, he says that everyone in America has the required skills to qualify forhis company. He said that if you have never worked but, if cleaned up yourhouse; you are qualified to get hired.Stay-at-home moms are excellently skilled to the level that they need andthey are interested in hiring from this demographic because not only dothey have experience, they can multi-task and have better attention todetail than most men.The trouble is that when they submit an application, most of the stay-at-home moms say that they do not have experience or that they have neverworked. So even though, he would like to hire them; he can’t because theysay that they have no experience.They do not connect the dots. They never say that they have been cleaningall of their lives and that no one can clean a kitchen, strip a floor or just dogeneral cleaning better than them.Say that and he can hire you. Do not talk about you skills and cleaningbackground and he has to say no. He says that it is not up to him to connectthe dots; it is for the applicant to make a case that they do have the skills todo the job and thus, prove that they are interested in learning the specialskills that the company will teach them.
  • He further said that his company is not a social service agency and they arenot Mother Theresa to be hiring people who cannot make the effort or totake the time to connect the dots (because if they are not…what kind ofemployer would they be…not one that his company would want).While I was there, the HR manager gave him a copy of the job descriptionthat basically says “…tell us about ANY cleaning experience that you havehad in ANY of your previous employment(s) or to ANY cleaning related skillsthat you have…” and after several minutes the young man turned in hisapplication that talked about all of his carpentry and cabinetmaking skillsand all the years that he has done that.The HR Director reviewed his application and shook his head as he read.The Director asked the young man if he had read the job description andthe young man said that he had. The Director asked the young man if hehad ever done setup or cleaned up at a worksite, if he had ever done anyother cleaning related stuff like mop up a spill or clean up a coffee pot.The young man said that he had done a lot of things like that and as a kidhe had helped take care of his brothers and sisters while his mom workedand this included cleaning the house, washing and dishes.The HR Director asked him why he had not written about that on hisapplication and why he wrote about skills that his company didn’t have aneed for. As I have seen him do with other applicants that come in to theoffice to do an application and that he has time to see when they aresubmitting an application; he gave the young man a new application andtold him “if it is not about cleaning…I do not want to hear about it!”This cleaning company’s pro-active help regrettably is an acceptation ratherthan the norm. Most companies and most small employers are only lookingat what you put on your application and they do not and will not connectthe dots for you.Your application must show that you have the required skills or else theywill say: “thank you very much…we will let you know…”I have given this some thought and the reason for this problem aremultiple.Most job seeking consumers that have turned to any of organizations thatmake up the Workforce Industry for assistance get a boilerplate, templateresume of one-size-format-fits-all as a part of the services that they areoffered.
  • These are usually basic; cookie-cutter resumes that fail to showcase skillsover experience (important with job seeking consumers who have spotty atbest, large periods of no work history or little to no actual work history).They also fail to consider that many of their consumers cannot (for variousbarriers) continue in or return to previous industries or jobs.Job Seekers are not educated or they are NOT encouraged to consider thefact that they need to “connect the dot” and demonstrate that they havethe specific skills required for each application – which could mean thatthey need to create separate resumes/master applications to getconsidered for any particular job that they are applying for.Part of the reason for this would be the flood of job seeking consumersback to their Workforce provider(s) to get a new resume on a regular basis.So it is better for the provider to stay mute as resumes are considered aone-time need or more realistically, only funded once under whatevergrant that they are operating under.Resumes are a loss leader and agency marketing tool that would cut intothe bottom line if job seeking consumers routinely returned for newresumes even though it is an establish fact that they do need them toreceive proper consideration for work outside of their work history.So, the Workforce Industry is a large part to blame for creating the situationand since it does not look like they are going to have an impiety up on theroad to Damascus and change their ways anytime soon; you the job seekingconsumer must step up and empower yourself to understand why you arefilling out hundreds of applications and not getting considered or hired,make the time and effort to customize your applications, resume or masterapplication to the particular of the each job you apply for. Here are the basics you need to do to connect the dots: • Remember that your one-size-fits-all-jobs resume does NOT and that to use it as such will only cost you consideration for many jobs that you would/could have done with great success. • Read the job description and then compare it to what you are getting ready to supply as a means of an application. Does it connect? Are you listing the same skills as the job description? • If your application does not match up with the job description; do NOT submit your application without changing it.
  • • Remember to only talk about the skills the company is seeking. Remember the cleaning company does not need a carpenter but a cleaner. Remember that the CSR Company needs a customer service rep not an auto mechanic.• Get into the habit of quality applications versus quantity especially if you are routinely applying for jobs outside your work history.• If you are stepping down from very experienced and well-paying careers to entry level jobs be ready to connect those dots within your application, resume and/or any communications with the employer – to prevent negative assumptions like “burn-out” for polluting your consideration.
  • FINDING YOUR WAY HOME AFTER PRISONOver the years, I have worked with many job seeking consumers that aretrying to find a way to come home and to start their lives over. It is a hardprocess because we live in a society that fears their return and out of thatblind fear; we seek to control them or banish them.We have forgotten that they were our next door neighbor, our cousins; ourown children or they are someone else’s children from here in ourcommunity. We successfully have turned them into stereotype, not realpeople. This is society’s way of mitigating our lack of concern or ourunwillingness to give a second chance to them.One of the hardest parts of their efforts to return to a normal life centerson the need of employment and to their ability to earn a decent living inorder to support their families and build a better future.Many of their former careers and many professions are closed to themwithout any turn concern to any danger that they may actually posse tosociety or our community. The path is slow and fraught with frustration,setbacks and minimum wage jobs.As a part of working with Veterans who have yet to be released and with ageneral population of returnees, we have developed inroads into how todeal with the issue of “where have I been for the past years?”We have developed a technique, a means to not rationalize, defend or denyresponsible for what has happened (in fact embrace it) but to bumpemployers from their preconceive assumptions about you as a returneeand to successfully move you (in their eyes) from the stereotype image tothe human being that you are. Once you are seen as a human being instead of a cartoon stereotype, it iseasier for people to offer help, support and forgiveness because we allrealize that all human being make mistakes but with mistakes comesforgiveness…at least that is what I learned in Sunday School. Our working title for this technique is the Humanization of my crime. It is atechnique that make a strong case for putting a human face on whathappened to you and strongly makes the case that that was then and I am avery different person than I was then. It is a three step process thataddresses the past, the present and the plan for the future.
  • Here is an example of how this was created… STEP ONEA young man came into my office one day and he was very upset, mad andsad all at the same time. I asked him what the problem was. He said that hehas put in hundreds of applications and no one will give him a chance.I asked why and he told me straight up that he had just recently got out ofprison for murder and no one would give him a chance.I asked him what he was telling people and he told me that he was upfrontwith them like he was with me. He was tired and thought that going back toprison was a more agreeable thing because he understood the yard andcould navigate through that better than he could in this world with all of itsmean people who will never let him get back to the life he once had. Hewas dead serious about this and he was only days away from whoopingthat old woman over the head at Circle K and he had it so planned out thathe would make it back to the yard in time for dinner.We started talking about his charges and it turns out that the full story (thathe had edited out) was that several years ago, someone broke into hishome. He thought that he was defending his family and a jury disagreedwith him.I said “why don’t we start the conversation with this instead of I just got outof jail for murder...”Think about it. If I come in and tell you that I am a murderer, you wouldprobably be scared and would not have anything to do with me. Right?Now, say that I come in and tell you that several years ago, someone brokeinto my home and I thought that I was defending my family, you would bethinking if you would have done otherwise, yourself., importantly, I would have bumped you off of looking at me as astereotype ex-killer and moved you closer to looking at me as a humanbeing that made a mistake.
  • Start to see the difference? Step twoWe live in a vindictive society that believes in punishment without end andsometimes, I believe that if could figure out a way to punish people aftertheir death we would and keeping with that, we added to the conversationa summary of what he has lost.This young man has lost everything. He lost his career, his home, his family,friends…anything that he treasured and love is gone.If I have you already bumped off of your stereotype image of me; then, thisadds to the conversation that I have lost greatly and may have been overlypunished for a mistake that I made years ago. STEP THREETo re-enforce the concept of “that was then and this is now” part of theequation, this is where we put forward a plan to going forward, bring intoplay what efforts have been made to learn and move on with his life.Here he explains that his goal going forward is to restore as much of hisprevious life that he can. He wants to have a career, get another home but,most importantly goal was to again have his family and friends to be proudof him, again. This is why he is here today, this is why he WANTS this joband he applied for this job because… {Insert talking points on skills andabilities}.This become a complete, powerful message and has been successfullymixed with positive employer trigger words like “WANT” instead of “Need”and “plan going forward” instead of “help.” Then throw in his talking pointson his skills and abilities and he is bringing a lot to the table that he offers inbeing focused, dedicated and implies that he would be a productive,dependable and has the possibility to go places within the company.All this was wrapped together in a neat little script, practiced till it flowswith the right delivery and then tested on a local employer who agreed andhired him.This same employer would not have crossed the road to help a murdererother than to the door makes it his personal mission to offer this youngman a fresh start and the opportunity to rebuild his life. It is now up to theyoung man to restore his life or not but, now, he has the chance to try.I called the employer and asked him why he hired the young man. Did heknow that he had been in prison for murder? The employer scolded and
  • corrected me by retelling me the young man’s story and how it was aninjustice that this young man would lose everything for trying to defend hisfamily.Once you move people off of their stereotype perceptions and they see thereturnee as a human being; the better angels of our nature are calledout…Abraham Lincoln said that.Interestingly I see more employers starting to be concerned with who theapplicant is instead of who they were in the past. I see more and moreemployers concerned with what skills and abilities that they bring to thetable.This is especially true if you introduce the returnee by means of a skillbased resume where you front load the conversation with the skills andabilities that they have to offer.The concept is to hook them on skills and after they want the returnee;then you say: “Oh by the way…there is something that I need to discusswith you…”This has been an increasing productive methodology due to a slightrebound in the economy and especially with returnees with specificindustrial skills or abilities.The “Humanization of my crime” works with otheroffences with a slight rewriting of the script to theparticulars of what happened to the person.I had a young lady who had 5-6 felonies that was having a hard time findinganyone to hire her. An employer would only hear 5-6 felonies and thatwould end the interview.Her story was that several years ago, she got mad at her bonehead, abusivehusband and took a tire iron to the headlight of his truck and killed themheadlight very good, thank you! Next thing she knows is that the policeshow up and everything went south…very quickly and she ended up with 5-6 charges (felony flight…endangerment, resisting arrest and assault on apolice officer among them). She had a public defender who told her thather children would have grandchildren the next time she would be free but,she could do a deal. She pleaded guilty and served only a couple years.
  • When we started the story with “several years ago, I got mad at my abusehusband and I killed the headlights on his truck, the police showed up, Ipanicked and everything went terribly wrong afterwards but, now I amtrying to build a new life for my children and that is why I am here and I amapplying for this job because… {Insert talking points on skills andabilities}...”Another young man was arrested for being involved in wholesale, curbsidepharmaceutical sales and we developed a script for him that involved a verystrong connection with “that was then and this is now.”“When I was much younger I got caught up in what I thought was a cool,fast and furious lifestyle of fast money, rock and roll. How I got so deeplyinvolved in it…I am still trying to figure out but the bottom line is that I diddo what I did and I stood tall and accepted my punishment. I have sincegrown up a lot and have discovered that what I really want is a normal lifeand a job that I can make into a career. This is why I appreciate thisopportunity to talk with you and demonstrate why I would be a goodcandidate for this opening because… {Insert Talking points]…”The possibilities are endless and employers are starting to respond byasking for not only what you did but for the story behind what you did andif you take responsibility for your actions, have grown from the experienceand if you have an action plan going forward; many are starting to considersecond chances.
  • LOCAL JOB SEARCHLocal job search is critical to your job search because most employersroutinely REJECT applications from most of the people who live over tenmiles away for the job…five miles if you tell them you have no/limitedtransportation or more than 30 minutes away from the job site by bus.This is due to the fact that 80% of a decision to hire or not hire is basedupon the factor(s) of dependability and flexibility. If you live within thisrange and you start you conversation with the phrase: “You know, I just livedown the street…” you have overcome 80% and if you are excited aboutthe job; you have a handle on the other 20%...That usually means: “YOUARE HIRED!”Consider that when you see an advertisement; you are one of 500+ peoplewho see that advertisement. At that point the footrace is on and your oddsof getting this job are running at 500 to 1. Not good odds…right?Consider that 97% of all companies in Arizonaemploy less than ten employees.Consider that many of these companies cannot afford to $250-300advertisements or the 500 resumes that they will get from the cheap CraigList’s Advertisement.So this means that there are many companies who will run anadvertisement ONLY as a last resort and ONLY if they cannot find someoneby letting their current employees refer people, from the sign in thewindow or other cheaper means of searching.So this means that there are many companies that have currentunadvertised openings and that very few (if any of those 500 people fromabove) job seekers know anything about these jobs or companies.WHAT IF we could show you a way to find these companies and to find allof these companies that are within that 5-10 mile range, broken down byoccupation or industry?WHAT WOULD access to this great source of information give to you interms of an advantage over those 500 other job seekers…?WHAT IF you had an actual script to help you start a conversation with anyof these employers?
  • WHAT WOULD THIS MEAN TO YOUR JOB SEARCH? INTERESTED? UNDERSTANDING THE SITUATION:Cant seem to find a job? Maybe youre just not looking in the right places.Because of the overwhelming number of job seekers ready to pounce onnew openings, employers often bypass the big online job boards and evenplacement agencies, and try to fill job openings directly. Over 80% of todays jobs arent advertisedCompanies are relying more heavily on their current employee networks, oron local or specialized job pools, to avoid the flood of unqualifiedcandidates that comes with high unemployment.Businesses go to employees first and ask if they know anybody. That way,managers dont have to go through the time-consuming process of placingan ad and sorting through applicants, he explained.With nearly 15 million people unemployed, there are more than five jobseekers per opening, according to the Labor Departments most recentdata.Employers are definitely leaning on their employee population to getreferrals for people that their employees trust.Otherwise, they have to screen thousands of applicants.Open positions may eventually make it onto big job sites, but only afteremployers reach out to their employees or a select group of recruiters first.The first couple of weeks are the quiet period, which is mostly word ofmouth.For example, one company recently reached out to Robinson, looking forqualified candidates to fill an opening for a human resources associate,which was neither posted on the companys web site nor listed on any jobboards.When employers do advertise, they are much more selective in where theypost by utilizing smaller, free sites that are unique to a skill set or a specificmarket.Small or mid-sized business owners, in particular, generally have more luckfinding a qualified resource through a site specific to engineers inPittsburgh, for example, rather than a major job board that caters to alltypes of job seekers nationwide.
  • Big job boards are of limited help for them because so many of the usersarent in the area they are recruiting. SOLUTION: Uncovering hidden jobsAccording to career experts, there are also ways to tap into a companysnetwork to find out about openings, even if the positions are neveradvertised publicly.Dig deeper when thinking of connections" at choice companies.Joining local networking groups for your profession or LinkedIn mayuncover a connection to an employee at the company -- such as sharing thesame school -- which could be the foot in the door you need, she said.Joining a companys community online, through sites like Facebook andTwitter may also provide access to openings before the general public.Without an "in" at the employer of choice, job seekers can still gain anadvantage by contacting the company directly, even if there are no openpositions posted.When it comes to finding out about jobs that are unadvertised, it often boilsdown to "knocking on doors." HOW TO LOCALIZE YOU SEARCHWithin 1-5 miles of your home there are hundreds of businesses (both largeand small); you pass by them, every day, without ever a thought that this isa treasure chest of awaiting jobs and opportunities.In almost every career field there are employers that need a person withyour skills and the sad disconnect is that they do not know you either.Where do you start? How do you, in a logical and systematic way, discoverthese hidden jobs?The answer is easier than you can imagine. The way to get a list of thesecompanies is only a click way.Below we will work you through the easy steps of discovery and then, wewill show you how to take your list and turn it into a job.STEP ONE:The process starts with a visit to www.yellowpages.comConduct a search by industry by putting in “restaurant” in the search fieldat the top of the page. • Put in your home zip code as the address. • (The search will compile a list….) • Redo the search by changing “best choices” to distance.
  • • (this will resort the list by distance from your home; with the companies at the top being the closest to you…this list will surprise you in how long it is and you will be amazed that there are so many companies that close to your home…many within walking or bicycling rang of your home…no more issues of long bus rides or living one car breakdown away from disaster…)STEP TWO:Print out you list (if possible). Your Job Search list will give you the name ofthe company, the address and a phone number. Good so far…but, nowwhat?Depending upon the industry; your next step could be to call each companyutilizing (modifying to your own info) our suggested scripts or it might beimportant to go in person to introduce yourself (with one of our suggestedscripts).Different industries require different contact methods. The restaurant, fastfood or retail employers will be best reached between 2-4 PM – which istheir downtime and where they are more likely to have the time to talk toyou.With other businesses; the best time is 10AM to Noon.CALL OR VISIT?Small business owners put much value on face-to-face meetings and puteven more value upon in a person who was interested enough to presentthemselves in person.The go in person approach shows that you are motivated and that you arereally interested in working for them.Calling is less time consuming; you can screen many more companies and itis easier but…you must realize that without the proper script; you might bewasting time and energy.Remember it is very easy to say no over the phone than it is to say no inperson. WHAT DO I NEED TO TAKE WITH ME???Well…a resume is always your “must” have document BUT…how aboutbusiness cards? Why would I need business cards? Aren’t business cardsexpensive?
  • We live in a business world where business cards are considered vitalpieces of information…where they are collected and saved where othertypes of info are commonly lost…Resumes given out at a localized jobsearch might…may…be set aside…put into a filing cabinet…Business cards are not…they are collected and are put directly on aperson’s desk…many people in business put them in special books ofreference.Business cards do not need to be expensive…All you need is MS Word,paper and a printer. MS Word has several templates for business cards…Goto new document…select a template…you get 3 lines…Put your name onthe first…on the second; do NOT put your address –but some cute/lamesaying like “Best Worker Ever!” and on the third; put your contact number.Print this on normal paper and hand cut your business cards…So, next week when someone quits and they are trying to remember theperson that they were talking to last week…they will not need to guess ortry to find you in a stack of other resumes…your card is on their desk…SEE? CALLING SCRIPT:Use the phone to call each and use the following script: “Hello, my name is _______________. I live here in the neighborhood and Ihave _______years working in _______________(food/retail/warehouse/etc…) and I was wondering if I could stop by latertoday and talk to you about a job?”If they have an opening(s)…write the info down================================================================================== WWWG Productions Ltd. - All Rights Reserved 1992 – 2017For all requests of usage other than short quotes for review purposes, please contact fredgwest1999@yahoo.comThe Auntie Sue and Uncle Bob’s Used Job Shack is trademark protected and usage is not allowed without the written permission of the Used Job Shack. All art is donated by Emil West and it has the same restriction from the artist.