The most powerful job search activity you can perform is doing a campaign based job search. More people land through this type of process but most never use this methodology. Use it and see different results today! By Greg David of Laka and Company.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Career management and job search TROUBLESHOOTING 301/401---The interview, adv...Greg David
Part 2 in a 2 part series. Learn the painful mistakes nearly all job seekers make that prevent them from being selected for interviews, advancing in the interview cycle, or being selected for hire. If you struggle with interview activity or keep coming in number 2 or 222, this program will help. Information shared will help you improve your job search interview success, learn all the seemingly little things that prevent you from being hired quickly, and allow you to radically shorten the length of your overall job search.
Professional Coaching in a Job Search by Greg David of Gregory Laka and CompanyGreg David
The importance of using a job search coach to significantly reduce the time it takes to land a new job while reducing the number of costly mistakes navigating today's job market and job search process. By Greg David of Gregory Laka and Company.
The Importance of Planning, Metrics, Improvement, Accountability in a Job Sea...Greg David
The critical importance of planning, metrics, improvement, and accountability in a job search. How to set yourself for superior performance and consistent improvement tremendously shortening your job search while successfully driving up job search activity on a daily and weekly basis.
The top do's and don'ts in a job search. Times have changed in a job search....Greg David
The Top Things to Do and Not Do in a Job Search by Greg David of Laka & Company. How to achieve the best results, while avoiding the typical mistakes in a job search. Times have changed in a job search. Are your job search skills still relevant and current? More than 95% of professionals fail to be relevant and current. They may not have directly caused their unemployment, yet they virtually create it’s lengthy and painful timeline due to poor and outdated mindset, philosophy, strategy, activities, and lack of clarity as to what essential things to do, and stop doing that create job search failure in this new labor market models and cycles.
Ongoing learning & becoming a findable subject matter expert & how to foster ...Greg David
An introduction on the "new model" of job search & career management. If you learn it, & are doing it right, you'll never have to do a job search again. If you are replying to job board posts, your doing it wrong. Learn what to do to gain control of your process and outcome. Be well.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
An information presentation and advisory relevant to all organizations on the reality of unemployment high demand talent demographics. An overview as to the data behind the coming wave of employee turnover in corporate America, and what to do to counter it. A sharp focus on the critical importance of managing the candidate experience, something that most organizations do very poorly in the eyes of the candidate population, and how to correct this widespread dysfunction.
Hitting The Bullseye in a Job Search: How to land more quickly and with less ...Greg David
Hitting the bulls-eye in an interview is about eliminating common interview mistakes, and performing interview best practices. Even in a down job market, people are being hired all the time. Why shouldn't it be you?
Career management and job search TROUBLESHOOTING 301/401---The interview, adv...Greg David
Part 2 in a 2 part series. Learn the painful mistakes nearly all job seekers make that prevent them from being selected for interviews, advancing in the interview cycle, or being selected for hire. If you struggle with interview activity or keep coming in number 2 or 222, this program will help. Information shared will help you improve your job search interview success, learn all the seemingly little things that prevent you from being hired quickly, and allow you to radically shorten the length of your overall job search.
Professional Coaching in a Job Search by Greg David of Gregory Laka and CompanyGreg David
The importance of using a job search coach to significantly reduce the time it takes to land a new job while reducing the number of costly mistakes navigating today's job market and job search process. By Greg David of Gregory Laka and Company.
The Importance of Planning, Metrics, Improvement, Accountability in a Job Sea...Greg David
The critical importance of planning, metrics, improvement, and accountability in a job search. How to set yourself for superior performance and consistent improvement tremendously shortening your job search while successfully driving up job search activity on a daily and weekly basis.
The top do's and don'ts in a job search. Times have changed in a job search....Greg David
The Top Things to Do and Not Do in a Job Search by Greg David of Laka & Company. How to achieve the best results, while avoiding the typical mistakes in a job search. Times have changed in a job search. Are your job search skills still relevant and current? More than 95% of professionals fail to be relevant and current. They may not have directly caused their unemployment, yet they virtually create it’s lengthy and painful timeline due to poor and outdated mindset, philosophy, strategy, activities, and lack of clarity as to what essential things to do, and stop doing that create job search failure in this new labor market models and cycles.
Ongoing learning & becoming a findable subject matter expert & how to foster ...Greg David
An introduction on the "new model" of job search & career management. If you learn it, & are doing it right, you'll never have to do a job search again. If you are replying to job board posts, your doing it wrong. Learn what to do to gain control of your process and outcome. Be well.
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
Streamline the IT Hiring Process | WhitepaperACTIVE Network
Some 70% of hiring managers say they want to hire more technology workers in the coming months. If you’re one of those people, you should be aware that a unique set of challenges lies ahead. This whitepaper provides actionable insights into the most prevalent hurdles currently facing IT hiring managers, and is intended to help not only streamline your hiring process, but to get the most from your staffing and recruiting partners.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
In this file, you can ref interview materials for m&e such as, m&e situational interview, m&e behavioral interview, m&e phone interview, m&e interview thank you letter, m&e interview tips …
Top 88 m&e interview questions with answers pdf
free pdf download ebook
Top 10 systems integration interview questions with answersthompsonhollie02
In this file, you can ref interview materials for systems integration such as, systems integration situational interview, systems integration behavioral interview, systems integration phone interview, systems integration interview thank you letter, systems integration interview tips …
Top 10 virtual interview questions with answerslibbygray000
In this file, you can ref interview materials for virtual such as, virtual situational interview, virtual behavioral interview, virtual phone interview, virtual interview thank you letter, virtual interview tips …
A step by step guide to master the ever challenging task of networking for people in career transition.
Over the Telephone
In Networking Group settings
One on One with other people in transition
One on one with people at your Target Companies
Best Practices
8 networking styles to eliminate
Developing networking Godfathers and Godmothers
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
In this file, you can ref interview materials for qa such as, qa situational interview, qa behavioral interview, qa phone interview, qa interview thank you letter, qa interview tips …
88 construction interview questions and answersjenaharman93
In this file, you can ref interview materials for construction such as, construction situational interview, construction behavioral interview, construction phone interview, construction interview thank you letter, construction interview tips …
Top 88 construction interview questions with answers pdf
free pdf download ebook
L’impatto dei Motori di Ricerca sui processi d’acquisto: l’integrazione della...Sempo Italia
I principali contenuti della presentazione:
- panorama sugli investimenti in Search Marketing a livello italiano e internazionale
- come scegliere tra l’utilizzo di un fornitore esterno o l’integrazione di un team interno
- come evitare i rischi che potrebbero derivare dalle attività di Search Marketing
- come definire gli obiettivi e i KPI di riferimento dalle attività sui Motori di Ricerca
Career Management and Job Search Troubleshooting 101/201 (part 1 of 2 part se...Greg David
Career management and job search TROUBLESHOOTING 101/201---The resume, online professional profiles, and driving job search activity.
Learn the painful mistakes nearly all job seekers make that they are unaware of which significantly lengthens their job search timeline. Learn the ‘best practices’ of proper resume and online professional profile design and construction, applying online, and connecting to people who can help you land. This event will dramatically improve your job search results, help you learn all the seemingly little things that prevent you from being hired quickly, and will allow you to radically shorten the length of your overall job search. Part 1 in a 2 part series.
Your hiring journey is supposed to give you accurate information and insight about your candidates. Instead, it takes you on a biased tour of the version of themselves they think you want to see. Which leaves you playing a guessing game about the performance of your next hire.
Read ‘The New Hiring Journey’ to find out how flipping your hiring journey on its head turns that guessing game into a scientific analysis of your candidates.
Streamline the IT Hiring Process | WhitepaperACTIVE Network
Some 70% of hiring managers say they want to hire more technology workers in the coming months. If you’re one of those people, you should be aware that a unique set of challenges lies ahead. This whitepaper provides actionable insights into the most prevalent hurdles currently facing IT hiring managers, and is intended to help not only streamline your hiring process, but to get the most from your staffing and recruiting partners.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
In this file, you can ref interview materials for m&e such as, m&e situational interview, m&e behavioral interview, m&e phone interview, m&e interview thank you letter, m&e interview tips …
Top 88 m&e interview questions with answers pdf
free pdf download ebook
Top 10 systems integration interview questions with answersthompsonhollie02
In this file, you can ref interview materials for systems integration such as, systems integration situational interview, systems integration behavioral interview, systems integration phone interview, systems integration interview thank you letter, systems integration interview tips …
Top 10 virtual interview questions with answerslibbygray000
In this file, you can ref interview materials for virtual such as, virtual situational interview, virtual behavioral interview, virtual phone interview, virtual interview thank you letter, virtual interview tips …
A step by step guide to master the ever challenging task of networking for people in career transition.
Over the Telephone
In Networking Group settings
One on One with other people in transition
One on one with people at your Target Companies
Best Practices
8 networking styles to eliminate
Developing networking Godfathers and Godmothers
ABE LEVEL 4 FOUNDATION EMPLOYABILITY & SELF DEVELOPMENT Uesd session 07.10.19Caron Gangoo
These are 3 main session of ABE LEVEL 4 UESD delivered by Greenwich University Pakistan-Mauritius main campus in Rodrigues Island (Republic of Mauritius) in October 2019
In this file, you can ref interview materials for qa such as, qa situational interview, qa behavioral interview, qa phone interview, qa interview thank you letter, qa interview tips …
88 construction interview questions and answersjenaharman93
In this file, you can ref interview materials for construction such as, construction situational interview, construction behavioral interview, construction phone interview, construction interview thank you letter, construction interview tips …
Top 88 construction interview questions with answers pdf
free pdf download ebook
L’impatto dei Motori di Ricerca sui processi d’acquisto: l’integrazione della...Sempo Italia
I principali contenuti della presentazione:
- panorama sugli investimenti in Search Marketing a livello italiano e internazionale
- come scegliere tra l’utilizzo di un fornitore esterno o l’integrazione di un team interno
- come evitare i rischi che potrebbero derivare dalle attività di Search Marketing
- come definire gli obiettivi e i KPI di riferimento dalle attività sui Motori di Ricerca
Sinergia tra Display e Search Advertising. IAB Seminar Search 2011. Descrive in parole semplici come la Display impatta sulla Search e come ottimizzare le
Il Search Engine Marketing è stato profondamente rivoluzionato dalla Web Analytics. Metriche e KPI estremamente dettagliate adottate a supporto delle campagne SEM, consentono di ottimizzare i contenuti del sito, di profilare i navigatori, di selezionare le keywords più efficaci, di elaborare una long tail strategy, di ottimizzare il budget investito e di aumentare il successo e il ROI di ciascuna campagna.
How to Effectively Target Search Queries in Google Shopping CampaignsTinuiti
Google Shopping success has always been dependent on data feed quality and a smart product-level bidding approach, but Search Query/Keyword Targeting was never considered a real strategic possibility.
That has changed, where we’ve developed unique methods to explicitly target the queries that are most valuable to your business – allowing advertisers to amplify their profitability through the Google Shopping channel.
Strategia di Promozione Online per gli Hotel e gli alberghi. Seo, turismo 2.0, social media marketing, facebook, search engine marketing, web marketing, web analytics, adwords, Google, motori di ricerca... il giusto mix per riempire le camere dell'hotel tutto l'anno con il miglior rapporto costo / rientro. Promozione turistica per albergatori.
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
Master the Interview: Effective Strategy and Execution, a Mind Your Career webinar by Anne Marie Segal AM'96, given to alumni of the University of Chicago on May 24, 2017.
Webinar available at https://www.youtube.com/watch?v=8aAJ27GSz-g.
For many of them, beginning a job search seems to be a challenging task. There are 3 simple questions you may ask yourself before beginning your search.
What do you really want to do?
What do you need to do?
How can you get started?
In Springboard Talent, we focus on helping professionals like you by providing coaching, strategies and systems to attract your ideal job. Traditional job search methods are no longer effective. Welcome to the New Rules of Job Search. With understanding of the entire hiring process, you will be able to tap into more than 80% of the hidden job market.
For many of them, beginning a job search seems to be a challenging task. There are 3 simple questions you may ask yourself before beginning your search.
What do you really want to do?
What do you need to do?
How can you get started?
In Springboard Talent, we focus on helping professionals like you by providing coaching, strategies and systems to attract your ideal job. Traditional job search methods are no longer effective. Welcome to the New Rules of Job Search. With understanding of the entire hiring process, you will be able to tap into more than 80% of the hidden job market.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
This step-by-step guide is designed to assist security cleared job seekers in their next career move, providing practical tips and guidance for every aspect of a cleared job search. From building an initial strategy, to developing job search tools such as a resume, to tips on interviewing and salary negotiation, the Cleared Job Seeker Guide is a roadmap to keep job seekers on track for success.
From a successful job seeker: “The suggestions in the guide were very helpful! I was hired as a Business Intelligence Engineer...and I start Monday. Having been out of the job market for almost 13 years, your advice and the help from ClearedJobs.Net was invaluable to a successful job hunt.”
SUPPORT FOR ST ANDREWS UNIVERSITY STUDENTS AND ALUMNIIta John
Here's how I support job seekers from job search to offer letters in hand by guiding them on one-on-one toward taking these nine simple actions to job success!
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
17C H A P T E R 2The Business Plan Process Once you.docxfelicidaddinwoodie
17
C H A P T E R 2
The Business Plan Process
Once you determine a business plan is a necessary tool for your company,
you may wonder, “Where do I start?” Because a plan requires detailed infor-
mation on almost every aspect of your business, including industry, market,
operations, and personnel, the process can seem overwhelming.
The business plan process entails five fundamental steps:
1. Laying out your basic business concept.
2. Gathering data on the feasibility and specifics of your concept.
3. Focusing and refining the concept based on the data you compile.
4. Outlining the specifics of your business.
5. Putting your plan in compelling form.
The first step is to lay out your basic business concept. In the previous
chapter, you were provided a worksheet on which to delineate the various
components of your business. With an existing operation, it may be tempt-
ing to skip over this step, but if you wish to develop strategies for future
success, you must first examine the assumptions underlying your current
efforts.
The focus of this chapter is on steps 2 and 3: gathering and interpreting
the data you need. Solid information gives you a realistic picture of what
happens in businesses similar to yours, as well as a better understanding of
your own company. You can then evaluate and refocus your concept in light
of your newly acquired information; a worksheet provided at the end of this
chapter will help you with this evaluation.
Getting Your Plan Started
You find easy answers only by asking tough questions.
“You must have ongoing contingency plans to allow for
miscalculations, disappointments,
and bad luck. It’s assumed that
if you’re a leader, you don’t
make mistakes. But it’s not so; if
you’re decisive, you’ll sometimes
miscalculate, and sometimes
just be unlucky. You need to
openly discuss the possibility of
mistakes, so people are prepared
and aren’t crestfallen when they
occur. You need to rehearse your
contingency plans.”
Bill Walsh
Former Coach and President,
S.F. 49ers
017-040_SBP5_Ch02_FINAL.indd 17 7/25/10 3:37 PM
S u C C e S S F u l B u S i n e S S P l a n s E C R E T s & s T R AT E g i E s18
Once you have compiled sufficient information and re-evaluated your
business concept, you can begin to actually write your plan. By following the
chapters of this book and completing the Plan Preparation Forms, you can
shape your plan into a compelling document.
Developing a business plan is much more a business project than
a writing assignment. The process itself — not just the document pro-
duced — can positively affect the success of your business. During the every-
day operation of your business, you seldom have time to think through the
kinds of issues you’ll examine while putting together your business plan;
the planning process gives you a rare opportunity to enhance your knowl-
edge of how your company, market, and industry work.
Gathering informatio ...
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
Similar to Campaign Based Employment Search by Greg David of Laka and Company (20)
Win or Lose---What Not to Do. Common Job Search Myths and Errors By Greg Davi...Greg David
Today's successful job search looks significantly different than it used to and unfortunately most in search mode are unaware of how to have the kind of success available to others who have mastered the "New Model" of job search and advanced to "playing chess" while traditional job seekers continue to play checkers. The game is different, the playing field looks the same but it isn't.
Learning the New Model not only makes a successful job search quick(er), fast(er), and easy(ier), it also helps professionals begin to learn the real process of successful career management which will protect them in the future from being being in transition again, or significantly lessens the time and resources to land in the future from months and months down to days and weeks, if at all. Presented by Greg David (Laka) of Laka & Company. Greg has been in the executive search and human capital advisory marketplace for more than 30 years and has also founded a separately successful firm helping others learn the new model of job search and career management.
Greg.David@Laka.com
The Future of Labor in America moderated by Greg David LakaGreg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities. Delivered and moderated by Greg David Laka of Laka & Company.
The Future of Labor in America: Solopreneurs, Entrepreneurs, Contracting, and...Greg David
Learn about labor trends and why you should strongly consider getting away from the false sense of security and stability that Corporate America no longer offers. Learn why more than 50% of working citizens in America are no longer corporate W2 employees, and how the fastest growing labor market sector can benefit you and your family far more than traditional employment opportunities.
The Essential Use of Social Media in Career Management and Job Search: Becomi...Greg David
Using social media has become a critical tool for professionals to manage their long term career success and job search activity. Historically people used a "Happy---don't look" and "Unhappy---look" methodology for creating change and growth in their career. Today, this methodology guarantees a rocky road ahead filled with a small and lethargic network, a lack of Subject Matter Expertise notoriety, and use of poor career growth techniques.
Effective use of technology in a job search by Greg David of Laka & Company G...Greg David
How to use technology in a job search to maximize results while reducing your time in the market significantly. What works and what does not. Learn the best practices of those that land in a much shorter amount of time, with less frustration and stress, while getting multiple offers. Presented by Greg David of Laka & Company. Greg.David@Laka.com / 312-528-9107. www.linkedin.com/in/gregdavid
You've Landed! The critical importance of NOT starting a new job like you hav...Greg David
It is NOT just the job search world that has changed---it is the ENTIRE career management world that has changed, and it continues to change at an ongoing rapid pace. Learn how to ‘onboard’ and begin a new employment relationship in a unique and very different way than you have before. Increase your long term job stability, success, and growth. Created and shard by Greg David Laka of Laka & Company. Greg.David@Laka.com 312-528-9107.
Resumes, handbills, and interviewing (Greg David) (Laka & Company) (Laka and ...Greg David
Resumes, Handbills, and Interviews: How to avoid the mistakes that cost you the job offer, use techniques to shorten your job search timeline, and win the offer by edging out your competition. Critically, learn why your resume needs to be Applicant Tracking System (ATS) and PARSING tool compliant. Most resumes are NOT, and often applicants who are not up to date on understanding how often technology and automation plays a role in the process become a casualty. This is perhaps the most critical and important element of conducting a successful search with meaningful activity. Not knowing the ATS/Parsing issues will surely lengthen a job search cycle unnecessarily, while also limiting the opportunity to be interviewed.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
Campaign Based Employment Search by Greg David of Laka and Company
1. PERFORMING A ‘CAMPAIGN
BASED’ EMPLOYMENT
SEARCH
GREG DAVID, PRESIDENT
LAKA & COMPANY
greg.david@laka.com
www.laka.com
312-528-9107/708-620-8277
How to get results instead of relying on the job
boards, recruitment firms, and employment
agencies.
2. “Campaign based” or traditional
search?
Little response to applying
on line.
Little activity from working
with search firms.
Long periods of time with
little meaningful progress.
Little control over results.
Highly competitive.
Feeling of helplessness
and frustration.
Not able to apply metrics
to results, and improve.
Strategic and surgical.
Less competitive.
More control over results.
Sense of accomplishment.
Progress each day.
Structured, manageable
process.
Measurable process and
progress; easy to improve
results over time.
Can be satisfying and fun.
Traditional Search Campaign Based Search
4. Has about the same effect as hitting yourself in the
head with a hammer. Try it if you do not believe
me. You have been warned.
1) APPLYING TO JOB POSTINGS
5. THIS GETS YOU INTO THE “PULL MARKET”.
THIS IS WHERE YOU ARE ‘FOUND’ AND ‘PULLED’
INTO A SEARCH. CAN YOU SAY
2) 80% of Jobs are NOT ADVERTISED.
6. This is the BEST section of the job market to have
activity in, the LEAST competitive, with the fastest
timeline once it begins. It also has the best
3) This is the market BEFORE the market.
The BEST!
7. What is a “campaign” based
search?
Most people
prefer the “pain”
of
unemployment
to the pain of
doing a
campaign
based search.
It is hard
because it
requires daily
discipline,
consistency,
follow through,
and getting out
of your comfort
zone.
GET OVER IT!
You are doing a ‘targeted’
structured search with a specific
campaign that YOU design, YOU
structure, YOU perform, YOU
measure, YOU oversee, and YOU
control.
This is a multi-step process that will
require much structure, and diligent
“positive” persistence.
8. “It is not what you know but who
you know.”
Most of us have
heard this
statement and
most people
believe it to be
true.
Sad thing is they
are dead wrong.
What you know and your value to a
firm is irrelevant. Yes, you read that
right.
Who you know is also irrelevant.
People who know you generally will
not help you. They are too busy
with their own lives.
Remember----what you know and
who you know is worthless in a job
search.
9. It is all about who knows YOU!
It is not about
who is in your
physical,
electronic, or
cellular address
book.
What matters is
who has you in
their address
book. It is about
who thinks of
YOU when there
is a need.
The key is to penetrate all the
proprietary databases and “address
books” so that people think of you
when they have a need.
Most of the time, if you have to tell
them who you are, you have
already lost.
You have a MUCH stronger chance
of getting hired if they know you
AND contact you before there is
the need.
10. Your knowledge and
accomplishment is irrelevant!
The single
largest
challenge in
getting an offer
is the initial
phase of getting
noticed, getting
attention, and
quickly getting
an initial
interview.
The best person in the world at a
skill and the worst person in the
world at the same skill are equal in
a job search.
BOTTOM LINE: It is all about
getting attention, getting noticed,
and getting interviews. Up until that
point, your knowledge, experience,
value does not matter.
11. Campaign based searches are
only PART of a full job search.
Most people
do random
work daily
when in
search
mode.
Random
work is
applying
online,
randomly
calling
recruiters,
etc.
The fact is, most people have no idea
where their next job will come from.
They stop doing things that seem not
to work (bad idea).
They usually do the easy to do things
(call or email recruiters and apply
online).
All parts of a job search should be
done consistently, regularly, and it
should be planned and part of a
structured strategy.
12. Examples of “campaign” based
searches:
According to
Wikipedia,
the Standard
Industrial
Classificatio
n
(abbreviated
SIC) is a
United
States
government
system for
classifying
industries by
a four-digit
code.
Vertical markets using SIC/NAICS
codes.
Portable skills search (i.e. compliance
skills in certain industries are portable
to others).
Process skills search (i.e. these are
also portable to other industries).
Certain industries like to hire and
target people from other specific
industries.
Certain certifications or subject matter
expertise is in demand in specific
industries.
13. You are looking for 3 types of
events:
If a firm has
filled a role in
the last year,
there is a high
percentage
chance that they
are not as happy
with the person
as they were
originally. Or
the person hired
may not be as
happy.
Or both!
1) Firms that are actively
interviewing now.
2) Firms that have filled a role in the
last 1-18 months.
3) Firms that are about to begin
looking for your skill in the next 90-
180 days.
14. Step one: Research
Get to the library
and make
research of all
kinds part of
your daily and
weekly diet.
It is YOUR job to
know what the
experts in job
search know. If
you do not know
it, it is your fault.
Take
responsibility.
What is a quick way to get oars in
the water? How can you jump right
in, instead of easing into a search?
Avoid easing into anything---if you
do, you’ll add months and months
to the length of your search.
15. Step one: Research a vertical
market campaign.
Most firms
have a
primary and
a secondary
SIC code.
Make sure
you target
both.
Some large
firms have
multiple
primary and
secondary
SIC codes.
Take your resume to the library, and
ask the librarian for a reference
book that shows SIC codes for all
industries.
Write down all the primary and
secondary SIC codes on your
resume next to each company you
have ever done work for as an
employee, consultant, or in a
partnership.
16. Make them feel you are like
them!
If you find
yourself
interviewing
with a firm,
and you
have
industry
experience
and other
candidates
do not, you
will have an
“edge” in the
selection
process.
In doing a vertical market search
using SIC codes targeting industries
you have done work in, you are
playing to a strength.
Companies and hiring managers
like people with industry
experience. If this is played up, you
are more likely to get your “touch” to
them, returned.
17. Next: Find the computer lab in the
library.
Make the
librarian your
new best
friend and
treat them
like gold.
Do it right,
be there
often, and
they will
prove to be
an immense
help and
resource.
Don’t take
up too much
of their time.
Use the “Hoovers” (or similar) software
that is available to search on firms that
exist in the SIC codes that you have
identified.
The software will return the
organizations that fall into that SIC
code often with the address, website,
and the names of the principle
executives within the firm. Some
software services also provide
additional contact information.
18. Parameters: To place or not
place?
Only place
parameters on a
search to make
it bite sized.
Don’t say ‘no’ to
anything until an
offer is on the
table.
Work 110% at all
activities until an
offer is in
writing,
accepted, and
you start
working.
I recommend against placing
parameters on a search.
It lengthens the time people are out
of work.
It will cause search firms to not view
you as an “A” candidate, and it will
cause corporations and
organizations you may work for, to
not trust you, and SMART people
will see you as a risk.
19. Most people do it wrong. Do
you?
Accepting
RFP’s is an
example of a
normal part
of the
evaluation
cycle most
successful
people
would
perform.
They don’t
form
opinions
until they
really have
all the facts.
If working on a new important
project at work, most people begin
with a wide “funnel” of information,
apply criteria as the evaluation
process continues, compare
benchmarks and strengths and
shortcomings, and develop a
shortlist of several options.
They begin with a wide funnel and
then reduce it to a few well
researched choices.
20. Boy do they do it wrong!
People who do
this miss on
incredible
opportunities.
They miss on
making
connections that
lead elsewhere.
They in effect
prove to others
that they are
poor decision
makers which
influences
whether they
come to mind of
others.
These same successful and
intelligent people then wind up in a
job search, and they do it
backwards. Ouch!
They wind up putting limitations and
parameters on their search. Money.
Location. Title. Scope. Perks.
Etc.
Then as they become more
desperate, they become more
flexible.
21. Place parameters to make your
work bite sized.
If you do put a
parameter on
the search, DO
NOT wait until
you complete
that campaign
before you
begin the next.
They MUST be
staggered (i.e.
begin the next
wider campaign
as soon as you
are about to
begin the 2nd
touch of the first
campaign).
Perhaps you use distance from your
home (zip code) in conjunction with
the SIC code using the research
software at the library, to develop a
short list of firms to contact.
The key is to do a 5 “touch”
campaign.
22. What is a 5 touch campaign?
Moving from one
touch to the next
MUST occur
within 48-72
hours of the
earlier touch.
THIS IS
CRITICAL!
Make sure you
use technology
to create alerts
to organize this.
It is when you “touch” that identified
contact 5 times.
Touch 1: Email resume with
personalized overview in body of
email.
Touch 2: Phone call.
Touch 3: Phone call or email (phone is
more effective).
Touch 4: Snail mail a letter and include
resume.
Touch 5: Phone call to follow up.
23. Uh-oh: The email address is not
known.
Not always,
but most
firms have
the same
email
domain as
their web
site domain
address. So
it you know
their website
address, it is
likely their
email
address will
be the same.
Go to search engine of your choice
and put in the field the
organizations email domain in
quotes. Example:
“@theiremaildomain.com”
What will be returned (you may
have to search multiple pages) is
employee email addresses from
Internet activity.
Figure out their email formula (i.e.
jdoe@company.com )and apply it to
your intended contact.
24. Enhancement to first touch
What issues
might be
keeping that
contact you
are reaching
out to up at
night?
Tweak your
resume and
email to
speak to their
pain, and you
will radically
increase the
attention you
get.
If you can learn of pressing issues
in the organization or in their
industry, then incorporate it into the
original email to the person you are
writing to.
Search the Internet and read trade
journals or magazines (the library
can be VERY useful here---resist
the urge to just do it from home).
25. Enhancement to other touches
They key is
to really be
actively
doing
research
when in job
search
mode.
They key is
to be a
Subject
Matter
Expert more
than you
were when
you were
working and
couldn’t read
as much!
If you can find a “white paper” or
article that speaks to a pain point,
send it with a follow up email to the
contact.
Use information you learn and did
not include in the original resume
email touch, in a voice mail
message, or in a message you
leave with their assistant.
You might also snail mail them an
article or document with your
26. Don’t give up and stay with it.
The most
important
thing to do is
keep doing
them,
changing
them, focus
on getting
better at
them, and
then
perfecting
your
approach.
If you track your success and your
return is less than other search
activities, don’t stop. It could be
your approach, topic of your
campaign, quality of what you are
sending, quality control of errors in
what you send, or you are hitting on
a dead nail.
DON’T MAKE THE ASSUMPTION
CAMPAIGN BASED SEARCHES
DON’T WORK.
27. A critical fact to remember:
Even if you are not as good as many others at
doing campaign based searches, most will try
them and give up. In fact, most will never do
them.
Let them take the easy way out. Let them stay
in their comfort zone. Let them be lazy.
In doing a campaign based search, you will
find that you are often competing with a
handful of people versus hundreds or
thousands.
28. Do the opposite of others and WIN!
Even the newest addition to the job search
scene will find that the key is getting noticed
and getting attention.
Campaign based searches will get you
attention in a more controlled, more organized,
more structured, more positive fashion that is
all about surgical strategy.
The name of the game to an offer and
shortening the time of your search is simple:
GET NOTICED!