Job Guide

"This is a must-read for anyone searching for professional level jobs,
in a down, up, or whatever economy. Joanie offers very clear,

straightforward, up-to-date and helpful advice on how to land the right
job for you. I especially liked the valuable 'Hot Tips' after each
chapter.
This book takes a concise and strategic approach towards landing the
right opportunity. I wish it had been available when I was on the
professional job hunt. It would have saved me valuable time and,
equally important, put more money in my pocket."
Neil F. Anderson, @neilfanderson, Founder and President, The
Courage Group, Inc.
"Joanie Natalizio's Fast Track Guide to a Professional Job Search
offers extremely timely and practical advice for all stages of a job
search. Her no-nonsense approach will save time, reduce stress and,
most important, provide results. The 'Take Action' feature of her book
will get to the core of what needs to occur while one is in transition.
Not only will the executive learn how take charge of his or her job
search with this action-centered book, he or she will learn to navigate
a myriad of career challenges one faces, especially in a difficult
economy."
Victor C. Massaglia, M.A., Career Counselor, Career Center,
University of Minnesota Law School
"Joanie Natalizio has hit a home run! Fast Track Guide to a
Professional Job Search is both a quick read and a refresher for the
job search veteran and a complete checklist for the person just
beginning a campaign. Joanie has done an excellent job of integrating
the psychological aspects of a job search with the practical hints that
are necessary in this rather complicated process. Whether you are
continuing in your career path or 'reinventing' yourself, this book
provides invaluable information."
John T. Wetzel, Ph.D., Industrial and Organizational
Psychologist and 20+ year Career Coach
"The ultimate guide book on how to conduct a professional job search
from beginning to end. Each chapter provides you with 'take action'
steps and insider 'hot tips' so you'll be sure to get everything you need
to know to conduct a successful job search. A book no professional
should be without."
Barbara Rosenzweig, Owner, Dental People, Inc.
Fast Track
Guide to a
Professional Job
Search
Expert Advice on How to Acquire
Executive Jobs, Even in a Difficult Job
Market
By Joanie Natalizio
MS, JCTC
President, Defero Business Coaching
Foreword by Richard Knowdell
MS, NCC, NCCC, CCMF
Career Development Expert
20660 Stevens Creek Blvd., Suite 210

Cupertino, CA 95014
Copyright 2010 by Joanie Natalizio

All rights reserved. No part of this book shall be reproduced, stored in
a retrieval system, or transmitted by any means electronic,
mechanical, photocopying, recording, or otherwise without written
permission from the publisher.
Published by Happy About
20660 Stevens Creek Blvd., Suite 210, Cupertino, CA 95014
http://happyabout.com
First Printing: November 2010
Paperback ISBN: 978-1-60005-183-8 (1-60005-183-9)
eBook ISBN: 978-1-60005-184-5 (1-60005-184-7)
Place of Publication: Silicon Valley, California, USA
Paperback Library of Congress Number: 2010934673
Trademarks
All terms mentioned in this book that are known to be trademarks or
service marks have been appropriately capitalized. Neither Happy
About, nor any of its imprints, can attest to the accuracy of this
information. Use of a term in this book should not be regarded as
affecting the validity of any trademark or service mark.
Warning and Disclaimer

Every effort has been made to make this book as complete and as
accurate as possible. The information provided is on an "as is" basis.
The author(s), publisher, and their agents assume no responsibility
for errors or omissions. Nor do they assume liability or responsibility
to any person or entity with respect to any loss or damages arising
from the use of information contained herein.
iv
Dedication
Many thanks to my husband, Steve, for his unending support and to
the countless people I have been privileged to coach over the years.
Acknowledgments
There are so many people, past and present, who have been
incredible supporters of my endeavor to create a job search guide for
the professional worker. I wish I had a chapter to thank them all. With
limited time and space, I would like to first thank Dick Knowdell for
inspiring my passion to want to help those looking to enrich their lives
through meaningful careers. After working with you, Dick, I've never
looked back.
I would also like to thank everyone at Happy About Publishing,
especially Mitchell Levy and Liz Tadman. Thank you for taking a
chance and making a difficult endeavor look easy.
To my long time BFF, Cathy Tamurathanks for being my editor
before the editor.
To my wonderfully supportive husband and childrenthanks for all
the time you had to eat cereal for dinner. I couldn't have done it
without you!
I couldn't let this opportunity go by without thanking the people who
inspired this book. To all the clients whom I've worked with over the
yearsthank you for your trust and confidence. You have been a true
inspiration.
vi
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The Successful Introvert:
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I'm in a Job SearchNow What???:
http://www.happyabout.com/jobsearchnowwhat.php
#JOBSEARCHtweet:
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42 Rules of Cold Calling Executives:
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Communicating the American Way:
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vii
viii
C o n t e n t s
Foreword
Foreword by Richard Knowdell. . . . . . . . . . . . . . . . . . 1
Introduction
About This Book . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Chapter 1
Understanding What a Job Search Is

and Is Not . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Take ActionItems You Will Need to Conduct a
Successful Job Search . . . . . . . . . . . . . . . . . . . . . . . . 9
Chapter 2
Determining the Best Career Path . . . . . . . 11

Motivational Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Career Values. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Career Interest . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Personality Type/Personal Style. . . . . . . . . . . . . . . . 16
Long/Short Range Career Goals . . . . . . . . . . . . . . . 17
Take ActionAnswer Questions . . . . . . . . . . . . . . . 20
Chapter 3
Focusing Your Job Search . . . . . . . . . . . . . 23

Take ActionQuestions to Help You Focus
Your Job Search. . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Chapter 4
Planning and Strategizing . . . . . . . . . . . . . . 29

Branding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Take ActionCreate Your Personal Brand . . . . . . . 31
Your Online Identity . . . . . . . . . . . . . . . . . . . . . . . . . 31
Take ActionControl Your Online Identity. . . . . . . . 31
The Professional Rsum . . . . . . . . . . . . . . . . . . . .32
Take ActionCreate Your Rsum . . . . . . . . . . . . . 34
Other Professional Job Search Documents . . . . . . . 34
Take ActionCreate the Documents That are
Relevant to Your Job Search . . . . . . . . . . . . . . . . . . 39
Fast Track Guide to a Professional Job Search
ix
Chapter 5
Executing Your Job Search and Avoiding

Costly Mistakes . . . . . . . . . . . . . . . . . . . . . . . 41
Part I: Where to Find the Right Job Opportunities . . 42
Networking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Fast Track Networking Tips . . . . . . . . . . . . . . . . . . . 44
Take ActionCreate a List of Networking
Contacts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Take ActionCreate a List of Places to Network . . 46
Job Search and the Internet. . . . . . . . . . . . . . . . . . . 47
Company Sites. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Niche Sites . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49
The Big Job Boards . . . . . . . . . . . . . . . . . . . . . . . . . 49
Social Networking Sites . . . . . . . . . . . . . . . . . . . . . . 50
Take ActionCoordinate Your Internet Job
Search Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52
Recruiters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52
Take ActionInterview Recruiters. . . . . . . . . . . . . . 53
Job Fairs, Newspapers, Trade Journals . . . . . . . . . 54
Take ActionTrade Journals and Industry
Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
Part II: Acing the Interview . . . . . . . . . . . . . . . . . . . . 56
Take ActionYour Interview Checklist . . . . . . . . . . 60
Chapter 6
Keeping the Funnel Full . . . . . . . . . . . . . . . . 63

Take ActionKeeping Your Funnel Full . . . . . . . . . 64
Chapter 7
Dealing With the Emotional Ups and

Downs of a Job Search . . . . . . . . . . . . . . . . . 65
When You Lose Your Job . . . . . . . . . . . . . . . . . . . . 65
The Inevitable Highs and Lows . . . . . . . . . . . . . . . . 66
Chapter 8
Evaluating the Offer . . . . . . . . . . . . . . . . . . . 69

Take ActionThings to Consider when
Evaluating the Offer . . . . . . . . . . . . . . . . . . . . . . . . . 70
Chapter 9
Accepting the Offer . . . . . . . . . . . . . . . . . . . . 73

Take ActionPoints for Negotiation . . . . . . . . . . . . 74
Chapter 10
The First Ninety Days . . . . . . . . . . . . . . . . . . 77

Take ActionThe Ten Best Ways to Make a
Good First Impression . . . . . . . . . . . . . . . . . . . . . . . 78
Take ActionYour First Ninety Days Plan . . . . . . . 79
Contents
Chapter 11
The Golden Rules for Job Search

Success. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81
Afterword
A Final Thought . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85
Appendix A
Motivational Skills List. . . . . . . . . . . . . . . . . 87
Appendix B
Career Values List . . . . . . . . . . . . . . . . . . . . 89
Appendix C
Career Interest List. . . . . . . . . . . . . . . . . . . . 91
Appendix D
Professional Career and Job Search

Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . 93
Author
About the Author. . . . . . . . . . . . . . . . . . . . . . . . . . . . 97
Books
Other Happy About Books . . . . . . . . . . . . . . . . . . . 99
xi
xii
Contents
Foreword
Foreword by Richard
Knowdell
This is a book for executives and professionals
who are serious about taking charge of their
careers and conducting a systematic and
thorough job search. It is not a collection of
sample resumes and cover letters; instead it
offers clear explanations of how to develop and
use job search resources effectively.
An experienced executive coach and business
advisor, Joanie Natalizio offers very focused and
practical advice to professionals seeking more
satisfying careers.
Written in a clear and reader-friendly style, this
book outlines each step in the process of understanding an individual's attributes, determining
an appropriate career goal, and developing and
executing a successful job search. Many of the
recommended actions are accompanied by real-world examples from the author's executive
coaching practice. Each chapter includes
practical Hot Tips and a list of Actions to Take.
All executives and professionals have experience in planning, developing and implementing
projects. The job search can be viewed as a
project. Rather than giving the reader a bunch of
sample resumes, cover letters or thank-you
notes, Joanie provides clear objectives and brief
real-world examples. The executive has the responsibility to take charge of the project.
Since some executives or professionals might

need more assistance than is covered in this
book, the author suggests that those individuals
consult an employment attorney, a therapist or a
career counselor.
As someone who has been in the career management industry for 39 years and has authored
several books on the subject, I can vouch that
the information contained here is vital to the
success of any professional. If you are an
executive or aspiring to be one, then this book is
a must-have resource in your personal library.
Richard Knowdell, Executive Director,
Career Development Network
Foreword
Introduction
About This Book

If you consider yourself among the white-collar,
professional, or executive workforce, then you've
come to the right place for guidance on how to
conduct a successful, professional job search. I
wrote this book especially for you, to address the
unique needs and concerns of professional job
seekers, such as yourself. Yes, it's true there are
a million job search guides on the market, and
some are quite good. However, most of them are
aimed at the population at large and are
elementary, simplistic, or incomplete in
addressing the needs of the professional worker.
aims to fill the gaps left behind by the other job
search books by addressing your needs,
answering your questions, and showing you how
to position yourself in order to stand out among
the well-qualified competition. The higher you
climb, the tougher the competition. Let my
expertise as an executive job coach guide you to
your next winning position. If you are a part of the
management, executive, or aspiring executive
ranks and are even thinking about conducting a
job search, this book is for you.
Introduction
C h a p t e r
Understanding What
a Job Search
Isand Is Not
Fast Track Guide to a Professional Job Search is
designed to show you, step-by-step, how to immediately begin conducting a professional job
search that will produce results fast. Conducting
a successful job search has changed dramatically over the last ten years, due in great part to
advances in technology. Keeping up with the
best methods and techniques has become a
science in itself. Couple that with the recent
economic climate, and it has become more
important than ever that your job search be well
thought out and focused.
In a job search, time is money and it's best not to
waste either with activities that don't produce
results. In my private practice as a career coach
and business consultant, I have worked with
countless professionals, both in transition or
currently employed but looking to make a career
change. I have seen what works and what
doesn't work and the most common mistakes
people make when they conduct a professional
job search. In this book, I will share with you the
little known methods that can ultimately make the
difference between a long, frustrating job search
and a focused, successful job search. Each
chapter includes easy to follow directions, convenient checklists, and hot tips designed to
highlight important information. I have intentionally designed this book

to give you the information you need in a quick, concise yet thorough
manner. I realize that the demands of a professional or executive
career don't leave you a lot of discretionary time. Keeping this in mind,
what you get here is quick and to the point. To borrow a line from
detective Joe Friday, "Just the facts ma'am." Here you'll get the boiled
down facts without skimping on the important content necessary for
conducting a successful and productive job search.
There are many reasons why someone chooses to conduct a job
search. In my practice, they often fall into one of three categories:
Their current position is unchallenging or uninspiring
They are looking for more opportunities for career advancement
They have been laid off, let go, or riffed
All three are valid reasons for a job search. However, sometimes it's
worth digging a little deeper into the "why," especially if someone was
laid off or let go.
For example, if you were let go, was it due to poor job performance, a
bad economy, or a violation of company policy? These are three very
distinct issues. If it was for poor job performance, have you corrected
course by updating your skills or improving your work practices? If you
fell victim to a bad economy, have you examined ways in which you
can recession proof your career the next time the economy takes a
dip? Finally, if you were let go because you violated company policy,
have you done all you can to mitigate the damage done to your reputation and career? In short, have you addressed the problem? If not,
your job search may be in vain. Even if you are successful in landing a
new job, how long will it be before history repeats itself? Just like a
plant, if your career is not consistently fueled with nourishment, it can
wilt and die. If there is a problem with your current job performance,
personal or professional reputation, or current job skills, it's best to
address the issue now and then make a clean start.
Take my client John, for example. When John walked into my office
after being let go from a large corporation, he stated that he thought his
management skills may have lagged behind his colleagues, which may
Chapter 1: Understanding What a Job Search Isand Is Not
have contributed to his being let go. We assessed his current job skills
and found that indeed there were gaps in the skills that John needed
to continue his upward management career path. After determining
what skills John lacked, we contemplated different ways in which he
could acquire the needed skill set. It turned out that a two-week
executive management seminar at a local, well-known university fit the
bill perfectly. Not only did John end up acquiring much-needed skills,
he also built a valuable network with other executives in the course and
with the professors who taught the course. By adding his professors to
his professional network, he not only maximized his course knowledge
but also developed go to experts in this field for future guidance. To cut
a long story short, John took the time to evaluate the circumstances
behind his job search. By uncovering the problem, John was able to
correct course, fix the issue and then move forward with what was, inevitably, a very successful job search.
John is just one example of how digging a little deeper and making
some needed corrections, before you begin a job search, can do
wonders to move your career forward. Of course, there are many other
reasons that can interfere with one's career and cause it to steer off
track. The important part to remember is that, before you start your job
search, make sure there is nothing lurking around the corner that can
sabotage or cause an unwelcome surprise in your job search. A little
introspection can go a long way in producing a positive job search
result.
If you are uninspired in your current position or feel a lack of opportunity to move your career forward, a new job may be just what you need
to recharge your batteries. However, make sure your next opportunity
is created through strategic planning and not through emotional impulsiveness. What I mean by this is that it is easy to know when you are
ready to leave but harder to possess restraint in not jumping at the first
opportunity that falls into your lap. Take some time to analyze why your
current position or company became so uninspiring. Has the opportunity that you once thought was there now gone or was the opportunity
there but you were passed over for it? I understand these can be tough
questions to ask yourself, but trust me, they are necessary to move
your career forward successfully.
Whatever your reason for wanting to conduct a job search, your

chances of success increase when you work from a position of
strength, not weakness. If there are problems to iron out, iron them out
before you start your job search. Personal, professional, educational,
or other, if something held you back in your last position, it is likely to
hold you back in your next position too. The competition can be fierce
as you move up the laddercreate the best possible opportunity for
yourself to get to that next level and land a job that will challenge your
skills, utilize your talents, and recognize your abilities.
What a job search is:
Your chance to step up to the next level
An opportunity to expand your experience, knowledge, and professional skills
A fresh start to renewing and pursing your career goals
What a job search is not:
A substitute for psychological, marital, or career counseling
An excuse to run away from something
A reason to avoid personal responsibility
HOT TIP: If you feel any of the "What a job search is not"
points apply to you, seek professional help before launching
your job search. These are factors that are likely to interfere
with any future job functions and should be resolved before
pursing employment changes.
Take ActionItems You Will Need to

Conduct a Successful Job Search
One-inch binder with six dividers: We will call this your Job
Search Binder.
Portable file box with file folders or an electronic online file
system such as box.net: We are a mobile society. Make sure
your job search can travel with you to your local coffee shop or networking event.
Medium to large size white board with markers: This is great for
keeping track of opportunities in the funnel.
Small note pad or pda that can fit into a breast pocket or
purse: Invaluable when you get an unexpected job tip.
Business card holder that can fit into a suit pocket: This gives
you the appearance of a true professional.
Work area with phone and computer access: You must learn to
treat your job search like a job. If you don't have an in-home office,
create a space that is set aside specifically for your job search,
shielded from any distractions.
Business card organizer: During the job search process, you will
likely collect a large number of business cards. Keeping them
organized will be challenging. Don't let an opportunity slip by
because you lost someone's card.
Personal email address that is independent of your Internet
carrier or your business email: Good ideas can include a Yahoo
or Gmail address.
Personal business cards, thank you cards, and return address
stickers: A great way to brand yourself and be remembered. See
"Job Search Documents" in Chapter 4 for more tips.
HOT TIP: If you hate organizing business cards by hand, try a

business card scanner. They are compatible with most contact
programs and portable devices and the information you store
will be a great resource long after your job search is over.
10
C h a p t e r
Determining the
Best Career Path
Before you begin, you must know where you are

going. It's been my experience that people often
know they want a career change but when
pressed on what type of a career change they
want to make...well that's a different story. As an
executive coach, this is where I usually step in
and tell my clients that it is essential, for further
career success, that you understand the motivating factors behind a career change and that you
have a clear picture of where you want to go and
why. I like to call this process "building a solid
foundation." Just like building a house, if you
start building your job search on a shaky foundation, you are likely to have problems with it down
the road. On the other hand, if you spend some
time making thoughtful and strategic goals, you
will be on your way to building your search on a
solid foundation yielding a much more desirable
outcome. By taking the time to build a solid job
search foundation, you will be paving the road for
a successful and expedited job search.
So what's involved in building this foundation?
Well, for starters you will need a clear understanding of the following five areas: Motivational
Skills, Career Values, Career Interests, Personality Type/Personal Style, and Long/Short Range
Career Goals. By cultivating an understanding of
11
these areas, you will be effortlessly whittling away at extraneous

factors that often bog down and derail a job search. The results that
you compile regarding the above five areas will work as your career
guide, saving you countless hours from pursuing jobs that are not
aligned with your skills, values, interests, personality type, or career
goals. By knowing what you are looking for, you'll be able to conduct a
more focused job search in a streamlined fashion that will save you
time, effort, and money. By building your job search on a solid foundation, you will create the groundwork that will ultimately result in a faster
search for, and realization of, your targeted position. Keep in mindit's
easier to hit a target that isn't moving. To put it another way, if your job
search consists of pursuing opportunities without specific objectives,
then you're basically shooting at anything that moves. Alternatively, if
you're aiming for a specific target, you are more likely to hit a bull's-eye.
As is often the case with my professional clientele, they feel they can
skip this part because, well, they're professionals who already have
most of the answers. They frequently have a good idea of the type of
position they're looking for and see no valid reason to do any "busy
work." I then ask them if they have ever asked a manager who reported
to them to prepare annual projections. The answer is usually, "Yes, of
course." I then follow up with the question, "What would be your
reaction if that manager came back to you and said, 'I have a great idea
of what I want to accomplish this year, but I don't see any reason to
have to put it down on paper?'" My client usually gets the point. By
writing down your values, career interests, etc., your goals become
focused and clear, and a focused job search is a productive job search.
Along with focusing your job search, these lists will also serve as a
reference for evaluation of specific positions, companies, and industries, thus reducing the possibility of making an uninformed decision.
Remember, unless it's down on paper, it's just a wish.
Motivational Skills
The first step in building your foundation involves understanding what
motivates you to exceed expectations and test the limits of your
abilities. Have you ever been fired up about a position or project? You
know that feeling of actually looking forward to going into the office?
Ideas are spinning around in your head, and you're pumped up in
anticipation of really blowing the socks off your boss, client, or
12
Chapter 2: Determining the Best Career Path
competitor. Well hopefully you have had at least a few experiences like
that and the charge you got from it was likely the result of using skills
that you actually enjoyed using, which in turn, motivated your superior
performance. It's that mental state of mind where you feel like you are
firing on all cylinders and everything you do is in sync with the goals
you are striving to achieve. Some people, athletes in particular, may
refer to it as, "being in the zone." Label it as you like, what it really boils
down to is that you're enjoying what you are doing and it shows in the
quality of work that you produce. However, the skills you enjoy
deploying should not be confused with skills that you're good at. They
may be one and the same or they may be quite different.
For example, I remember sitting across, for the first time, from a client
of mine named Mark, an attorney in his early forties. When he walked
into my office, his body language said it all as he slumped down in his
seat wearing a wrinkled shirt, avoiding eye contact, and shaking his
head from left to right as if he was saying "no" to a question I had not
yet asked. As we started to talk, he teared up, trying to put into words
what his career had become and how much he disliked what he was
doing for a living. I asked him to think back to when he was contemplating law as a profession and try to remember what it was that made him
feel law was a good fit for him. He explained that his decision to
practice law was based, in part, on a history of having a talent for
winning arguments. He had concluded that with his talent for debate,
he was sure to be a great trial lawyer with a successful career and law
practice. The irony was that his vision of twenty years ago was absolutely correct; he was a successful lawyer with a busy law practice! The
problem was that he didn't enjoy it. In fact, at this point, I would say he
rather loathed what he did. Not because he wasn't any good at it, but
rather because the skills he employed were skills he disliked using, especially in the manner in which he was using them. Just because we
are good at something does not mean we like to do that something, and
that was certainly the case with attorney Mark. When I saw him that
day, he had reached his breaking point. He had come to the conclusion
that he couldn't continue doing something he disliked, no matter how
good he was at it or how much he got paid for it. For Mark, it was time
to re-evaluate his priorities and make some serious changes.
Mark's struggle with "career burnout" is typical of someone continually
using skills that they dislike (or in Mark's case, grew to dislike) and
don't find interesting or motivating. It usually doesn't happen overnight.
13
In fact, sometimes it takes decades before they suffer the symptoms of

"career burnout." Even if career burnout doesn't describe your own situation, and hopefully it doesn't, I'm sure we can all think of people we
know who feel drained and worn out by their jobs and careers. Conversely, we can all probably come up with someone we know who just
seems to love what they do. When these people talk about their jobs,
they have unmistakable enthusiasm in their voices. What makes the
difference? For starters, when you tap into the skills that excite you,
you become motivated and energized. You really can't help it; it's
human nature. Your job and career become enjoyable and stimulating
and when you enjoy your job, you do your job better.
Career Values
After determining your motivational skills, the second step in building a
solid career foundation is creating a list of career values. Just as it
sounds, career values are characteristics that you value in a career.
For example, if your ultimate goal is to be a CEO, you may value things
such as influence, leadership, and power. There are no right or wrong
values and they are not meant to be used as forms of judgments. They
are strictly meant to be tools to help you evaluate positions, companies, and industries that may be right for you. As you move forward,
you will be able to compare career opportunities and the values those
opportunities possess with the list of values that you've created. If the
values associated with the opportunity match the values on your list,
you're off to a good start.
A client I worked with recently had been with the same company for
over fifteen years. When he started out with Company X, they were a
small start-up struggling to get off the ground. He loved the small
start-up, entrepreneurial atmosphere and the opportunity to wear
several hats at once. He was fascinated with the company's cutting-edge technology and all the challenges that accompanied it. As is
often the case with small start-ups, a larger company bought Company
X and some years later that company was taken over by an even larger
Fortune 500 company. So there he was after fifteen years and two
takeovers, unhappy and uninspired. As you can imagine, his job had
become streamlined and he had few opportunities to interact with departments outside his own. The electric charge that he once felt for his
career had now trickled down to a slow burn. It was easy to see that
14
the values he once held in such high esteem with the small start-up, no
longer existed in the now-large company's corporate culture. Although
he had a vague idea about the cause of his career dissatisfaction, it
wasn't until he saw it, in black and white, that the reality of his situation
set in. He soon realized that what he valued in a career fifteen years
ago was what he still valued today; inspiration, strategy, and a cutting-edge environment. He didn't change his career values, it was his
company that changed. His solution: Get back to a small start-up that
embodied his original career values. Once he realized what was
creating his career dissatisfaction, he could clearly define what he
wanted. For the first time in a long while, he felt as if he was finally "unstuck."
That is the beauty of understanding what we value in our careers, as
well as in our personal lives. By understanding our values, we can
move forward, consciously knowing what we are looking for. No more
time wasted wandering aimlessly through the wilderness. We now
have a purpose and we know what that purpose is.
Career Interest
The third step in compiling our career foundation is to create a list of
"career interest." This list is composed of careers that we find interesting, regardless of our ability to perform them. The purpose of this list
will be to help us think outside the box when considering alternative
career opportunities. For example, one of my clients was a bank
executive who had recently been laid off. As he was frustrated with his
job search and the lack of interest from the banking industry, I encouraged him to consider other industries that he found interesting. As we
compiled his list of "career interest," the one thing that jumped out at
him was "small business owner." He had envisioned this as a possible
career after retirement but his present circumstances had him thinking
that now might be the right time. Together, we explored several
different business models, start-up costs, time to break even, etc. As it
turned out, his decades in the banking industry had given him the
perfect skill set to succeed in his new endeavor. The last I heard, he
was doing great and was enjoying living the dream. You would
probably be surprised by the number of people who, years after they
have been laid off, look back and say it was one of the best things that
ever happened to them.
15
Personality Type/Personal Style

At some point in your career you may have already explored your personality type, personal style, and/or work style through a variety of
popular tools and assessments such as the Myers-Briggs Type Indicator, DISC Personality Profile, or 360 Degree Feedback, to name a few.
Each tool, when administered properly, can give you valuable insights
into your personality traits, communication, and behavioral styles and
into how others perceive you. This type of understanding is an
important element in building a solid job search foundation and making
informed choices when it comes to targeting positions. Having said
that, I want to caution you that an assessment should never be used
as your sole predictor when choosing an industry or position. Think of
it this wayit's a piece of the puzzle but not the entire puzzle.
If you already have access to assessment results taken previously,
review them with a fresh pair of eyes. If you feel they are still relevant
and there would be no major shifts in the outcome if you retook the assessment today, then by all means use the assessment in your job
search.
If, on the other hand, you either don't have access to previously taken
assessments or you have never taken any type of personal
style/personality assessments, several websites offer free
assessments and others offer assessments for a fee. Some may
require that you be assessed through a trained professional and others
will let you take it online, with a trained professional at the other end
interpreting the results. I have included below a list of some of the more
popular assessments used today. My personal favorite is the
Myers-Briggs Type Indicator due to its breadth, scope, and accuracy of
information. However, the choice is yours. If you have never taken an
assessment before and are wondering if they are worth the trouble, the
answer is a definite yes! The information that you gain through these
assessments will have benefits far beyond the job search process.
These assessments can give you valuable insights into a variety of
areas such as communication, work styles, and temperament, all key
subjects when looking to move your career forward, become a better
communicator or develop leadership skills. Once you receive your
results, I encourage you to spend time digesting the information. You
can then begin to use this information as you move forward in creating
your job search targets. Compare your target job descriptions with your
16
assessment results and analyze if the two fit together. If there are
areas of discrepancies, ask yourself, will these discrepancies hinder
me from performing this job well? Am I willing to change in order to
accommodate these discrepancies? Can my passion for this work
overcome any incongruence? If you're having trouble saying "yes" to
these questions, it's best to take a second look before proceeding
further.
A few of my favorite career tools:
MBTIMyers-Briggs Type Indicator
DISCPersonal Profile System
KTSKeirsey Temperament Sorter
MMPIMinnesota Multiphasic Personality Inventory
360 Degree
Long/Short Range Career Goals

By now, we have all heard the saying, "If you don't know where you're
going, how will you know when you get there?" This is true regarding
many aspects of life but none more true than knowing where you're
going in a job search. Remember, a successful job search is based on
your "job search targets" and your job search targets should be the
stepping stones to reach both your long and short range career goals.
When evaluating target positions, ask yourself, "How will this job/position/company help me reach my goal of ____________?" If you can't
come up with an answer quickly, that may be a red flag.
Whenever I work with someone who is unhappy in their present
position, I always ask them how they ended up doing such unsatisfying
work. Three of the most common answers are that they planned on
doing one thing, but another opportunity came up first so they took it or
they were good at xyz and figured that since they were good at xyz, it
was a logical career choice. Third, they really wanted a career in one
area but another area offered them more money, so they took it.
Wrong, wrong, and wrong.
17
Let's talk about the first type of client; the one who planned on doing
something else but ended up taking a job out of convenience. This
scenario is especially common immediately after college and for
mid-career professionals, especially when they find themselves in transition. Unlike the new college graduate, a mid-career professional most
likely has a mortgage to pay and other financial obligations to meet.
They justifiably feel uneasy about a lengthy unemployment, so they
take whatever they can get. In contrast, new college graduates see
themselves at the bottom of the food chain and will often tell themselves that, although this isn't what they want to do, they'll take it for
the time being. Not necessarily a bad strategy when just starting out.
However, what often happens is that one year turns into two, turns into
five, turns into ten and before you know it, you've spent a good chunk
of your career doing something you never intended to do. What
typically happens at some point, is that some kind of event occurs in
the client's life that acts as a catalyst for changeit may be personal
such as a divorce, or professional such as being passed over for a promotion. Either way, this traumatic event finally motivates someone to
reassess priorities and decide it's time to make a change.
Take Dr. Joe for instance, a medical doctor who had practiced
medicine for over fifteen years. He had recently gone through a divorce
and consequently began to re-evaluate his life and career. He had
been unhappy with medicine for a long time. Surprisingly, Dr. Joe said
he never really wanted to be a medical doctor. His dream had always
been to teach college-level biology. He had applied to medical school
just to see if he could get in. Once he was accepted, he felt obligated,
and pressured by his family, to go. Unfortunately, his heart was never
in medicine; it was in teaching. However, as most people can imagine,
once you invest the time and money into becoming a doctor, it
becomes almost inconceivable to change careers. Luckily for Dr. Joe,
he was in a good position financially and was willing to compromise on
his six-figure salary in order to do something he enjoyed. By putting all
of the pieces of the puzzle together, Dr. Joe's short range goal became
transitioning from medical doctor to college biology professor and his
long range goal included writing and a sabbatical to study a specific
area of academic interest. Just the thought of his new endeavor gave
Dr. Joe an energy he hadn't felt in years.
18
Let's take a closer look at Dr. Joe's situation. As he was unhappy with
his work, he could have done a number of things. He could have left
the practice he was in for another medical practice. He could have
changed from private practice to being hospital-based or he could have
kept going another ten years and then retired. Fortunately for Dr. Joe,
he created his short and long range goals that then gave him a clear
direction for his job search. Without using his goals as his guide, Dr.
Joe could have been looking at another unhappy ten years. For many
people, trading one bad scenario for another is the easiest and
quickest way out of a bad situation. However, they soon realize that
they wasted time and are still unhappy, and their career is no closer to
that big promotion that will catapult them into the executive stratosphere.
The second scenario is when someone is good at something, let's say
math, and since they are good at math, they are encouraged to study
to become an engineer. Not completely illogical, I understand. Engineering is a fine occupation to pursue, especially for those who find
equations and problem solving invigorating. However, the problem
arises when someone is good at math but dislikes using the skills
necessary to be an engineer. Oftentimes such people will sell themselves into the delusion that because they are good at something, it will
be a positive career choice. Once again, five years turns into ten, turns
into twenty , and poof!, your career is spent doing something you may
be good at but that for twenty years you found uninspiring and unfulfilling. How sad, especially since a little career planning twenty years ago
could have delivered a completely different outcome for our unhappy
engineer. Imagine the difference if early on he had recognized that
being talented in something did not equal career enjoyment or
guarantee career success.
Nevertheless, like Dr. Joe, with a little career coaching, our unhappy
engineer discovered that he had a wide array of transferable skills that
he would undoubtedly be able to put to good use in his newly discovered career goals.
As you can see, by putting all of the pieces of the puzzle together and
building a solid job search foundation, you will be in a much better
position to determine which direction you want to drive your job search
and, ultimately, your career. Once you have decided on a career goal,
you can begin working backwards by planning the steps that you will
19
need to take in order to achieve that goal. For example, your long term
goal may be to rise to the level of General Manager at a large Fortune
500 company. Your short term goal may include landing the Director
position in a department that plays a pivotal role to the GM. You may
further strategize that at company X the GM will retire in roughly five to
seven years, leaving you ample time to prove yourself and thus be in a
perfect position to secure the GM title. With all the pieces of the puzzle
fitting nicely together, you are now well on your way to creating a
career path that will pave the way to your ultimate career success. You
may be aiming for the C Suite, high-level management, or cutting-edge
entrepreneurship. Either way you have shaped your future, not only for
career success, but also for personal and monetary fulfillment. We all
know that people who enjoy what they do, do it better than those who
don't. Therefore, we can conclude that doing what you enjoy is not a
selfish endeavor, but rather, the most significant way to ensure career
success.
Take ActionAnswer Questions

Record the following information in your Job Search Binder. Create
tabs for "Motivational Skills," "Career Values," "Career Interests,"
"Personal Style," "Goals," and "Targets." Targets will be addressed in
Chapter 3.
Motivational Skills List: What skills motivate you in your job (see
Appendix A for ideas)? Write down a list of your top twenty motivational skills. To put it another way, what skills do you enjoy using
in your job? Now, create another list with twenty skills you least
enjoy using. Add both lists to your Job Search Binder under the
Motivational Skills tab.
Career Values List: What type of environment, contributions, and
actions do you value in a career? Write down a list of your top
twenty (see Appendix B). Add your list to your job search binder.
Career Interest List: What careers do you find interesting? Write
down a list of your top ten careers. Disregard for the moment the
fact that you may not have the education or skills to perform those
careers (see Appendix C). Add your list to your job search binder.
20
Personality Type/Personal Style: What is your personality type

and/or personal style and what does it say about the way you communicate with others, your leadership traits and your areas of
comfort? Add assessments and interpretations to your job search
binder.
Long/Short Range Goals: Where do you want to be five and ten
years down the road, i.e. What management level are you aspiring
to...Director, VP, or CEO? Write them down and add to your job
search binder.
HOT TIP: Start with your long-range goals and work
backwards. Develop your short-range goals to act as stepping
stones for your bigger targets.
21
22
C h a p t e r
Focusing Your Job

Search
As I said in Chapter 2, "Before you begin, you

must know where you're going." Lack of focus is
the number one mistake made by professionals
looking for a career change. You will end up
spinning your wheels and wasting precious time
if you don't have a target to aim for.
A successful job search will be specifically
targeted to an industry, company type, and
position. In other words, your job search must be
as focused as possible.
You might decide to have several targets to aim
for. That's okay but, to maximize your success,
they should be closely related by either position,
title, or industry. You will needlessly multiply your
work and decrease your chances for success by
aiming at diverse targets that are worlds, or industries, apart.
As you begin to focus in on your targets, you will
probably fall into one of three categories:
1. I know exactly what I want to do
2. I have an idea of what I want to do and
3. I have no idea what I want to do
23
Skip to the heading below that best describes your current situation.
I know exactly what I want to do.
If this describes you, you're ahead of the game. However, making
career changes at the professional level should never be taken lightly.
Make sure you can accurately answer all the questions below before
you go any further. If, after answering these questions, you find you're
not as sure as you thought you were, that's okay. Begin instead at the
I have an idea of what I want to do section below. Better to ask
questions now than three months into the job when you're feeling the
dreaded buyer's remorse.
I remember receiving a call from Mike. He was a few months into what
was supposed to be his big dream job. Unfortunately, things had
soured quickly. He hated the company culture at Company A. He had
been promised that he would run a specific area of business only to be
given a different department later, and his direct boss was someone
other than who he expected. He felt awful. He had left a great paying
position to come to Company A thinking this was a career step up. If
Mike had only done a little homework, he might have seen, for several
reasons, this was probably not a good choice for him. Skip to the "Take
Action" section below and answer questions 120.
I have an idea of what I want to do.
This is where the majority of professional job seekers begin the
process, so if you find yourself in this category, you're in good
company. Most clients come into my office having a somewhat vague
idea of what they want to do. The difficult part is taking that vague idea
and turning it into a definable goal that can then be achieved. It has
been my experience that there are typically two groups within this
category. The first group is unhappy or frustrated with their present
position and they are searching for a way to move up the ladder and
advance their careers. The second group of job seekers is composed
of midcareer professionals looking to transition from one career or
industry to another. The one thing that both groups have in common is
that even though they don't necessarily have specific goals, they know
that their future lies beyond what they are doing presently.
24
Chapter 3: Focusing Your Job Search
For those who fall into the "advance their careers" group, perhaps they
were passed over for a promotion, or perhaps their present company
lacks advancement opportunities or they aren't astute in managing up.
They often talk about feeling stuck in their present positions, having
exhausted all possibilities for career advancement. The time has come
to see what else is out there and get their career moving again.
Typically, the other group, people who fall into the "transition into a new
role" group are midcareer professionals looking to transition into a new
career, industry, or business. They often have more altruistic career
aspirations and are looking for a more personally rewarding line of
work, even if it means making do with a smaller paycheck. However, it
is not unusual for these people to have some type of financial nest egg
that would allow them to maintain their present standard of living. The
bottom line is that money is no longer the most significant driving force
in their career decisions. In order to help you make the best decisions
for your situation, skip to the "Take Action" section below and answer
questions 120. Once you are satisfied with your choice and have
created your target list, you are ready to move forward to Chapter 4.
I have no idea what I want to do.
If you fall into this category, you might not know what you want to do
but I'll bet you know what you don't want to do! People in this category
often describe themselves as feeling fed up, burned out, or stuck in
their current positions. Of course they never planned on being in this
type of situation but somewhere along the line things didn't work out
quite as they had planned. The end game is that they have no plan B
and they are left feeling trapped by their present careers with no
clear-cut idea of how to get things back on track.
In my private practice, I often see this with mid-career professionals or
women trying to re-enter the work force after an extended leave of
absence. The first group tends to feel stuck in a job that they don't like
with no clear path for career resuscitation. The good news is that I have
yet to come across someone who doesn't have skills that can't be
transferred from one job, or type of work, to another. So, let's say you
hate being a patent attorney. You've spent many years, and a boat load
of money, obtaining the specific skills necessary to practice as a patent
attorney and you may feel that after such an investment you're "stuck."
25
However, let's look at the skills you use as a patent attorney and come
up with other positions that also use those skills but in an area or
industry that you may find more interesting or rewarding.
Another reason someone might find themselves in this category is that
they have left the workforce for an extended amount of time (e.g. to
raise children) and are now looking to jump back in, with no clear idea
on how to begin. Maybe the career they left is no longer a practical
option due to outdated job skills. Or, maybe this position has been a
victim of a bad economy and has seen its number dwindle down to
almost nothing. Either way people in this category are left asking themselves, "What do I do now?"
The majority of the people I see in my practice, that fall into this
category, are women trying to re-enter the workforce after an extended
hiatus. These women are often highly educated and, before they left
the workforce, they held professional and management level positions.
They were partners in law firms, engineers, or corporate managers.
However, that was sometimes five, ten, or even fifteen years ago.
Often times it's not the job skills or experience that they lack, but
instead the confidence to compete with younger candidates. Karen, for
example, had left the workforce ten years earlier as a practicing accountant in order to be a stay-at-home mom. She now found herself in
the unexpected position of having to go out and be the family breadwinner. Her husband, who had been the sole provider, had left the
family, filed for divorce, and lost his job. Karen now found herself in the
precarious position of being a single mother and the family's sole
financial provider. She had no idea what she wanted to do; she just
knew she needed a job fast. When we first talked, her goal was just to
find a jobany job. After being out of the workforce for so long, she
didn't think she was in a position to be choosy. However, after a couple
of sessions, Karen started to change her thinking. She realized that
even after being out of the work force for so long, she still had viable,
marketable skills. Her "I have no idea what I want to do" attitude slowly
changed into excitement with a plan for her newly created career path.
She was quickly able to take her skills in the accounting industry and
transfer them into the financial management world, which she found
much more interesting and challenging. Her enthusiasm for her work
went through the roof and she landed a great job with a large banking
institution.
26
Whatever the reason you find yourself in the "I have no idea what I
want to do" category, don't despair. People often don't realize just how
many skills they actually possess and how these skills can be used in
many different types of professional positions. To start putting the
pieces of your puzzle together, answer questions 120 on pages
2728.
Take ActionQuestions to Help You

Focus Your Job Search
For help in answering the following questions or for more information
on specific jobs, employment outlook, etc. refer to the back of the book
under "Professional Career and Job Search Resources."
1. Refer back to the list of careers that you created in Chapter 2 and
rank your top ten, with number 1 indicating your most desirable
career.
2. Using the other lists that you created in Chapter 2, see how many
careers from Question 1 correlate with your career values, motivation skills, personality, and career interests.
3. Take your list from Question 2 and research the careers you find
most interesting. After conducting your research slim the list
down to your top three career choices and see how they stack up
with the remaining questions. (See "Professional Career and Job
Search Resources" on page 93 for help in conducting career research).
4. Which past positions have you enjoyed the most and why?
5. Which two industries do you find most interesting (for example:
healthcare and insurance)?
6. What positions within these industries would be the best match
with your qualifications?
7. Which industry, company, and position would be your first
choice?
8. Is this an industry with projected growth? If so, for how long?
9. Is this a company with projected growth?
10. Does the position offer you future advancement and is it in line
with your long and short term career goals?
27
11. Can you grow and acquire new skills that will move your career
forward?
12. Is the salary range for this type of position acceptable?
13. Will advancement require relocating? If yes, are you willing to relocate?
14. Do you have the skills and experience required for this position?
15. Are the skills, values, and factors that motivate you (from Chapter
2) found in the position you're looking to land?
16. Is this position a good fit for your personality type?
17. Does it fit with your long and short term career goals?
18. If possible, talk with someone who is currently in this position to
get a "real world" assessment of the position, company, and industry.
19. Using the information you have gathered, create your "Target" job
list. Be specific regarding job title, companies, and industries.
Somewhere between three and seven targets is a manageable
way to start. Included them in your Job Search Binder under the
tab of the same name.
20. Double-check your targets against your list of motivational skills,
career values, career interest, and personality type. Do they
match up? If yes, continue. If no, ask yourself why and either
re-examine your targets or move forward with the understanding
that you may be pursuing a less than optimal career path.
Congratulations! If you answered these questions thoroughly and
honestly, you should end up with a very good picture of what you want
your next career step to be, along with an understanding of how this
next step will coincide with your short term and long term career goals.
You're way ahead of the game at this point and are clearly on your way
to conducting a professional job search that will blow the socks off the
competition and land you the position of your dreams!
28
C h a p t e r
Planning and
Strategizing
In this chapter, we will start to pull everything

together to create the best possible scenario for
executing a successful, professional job search.
Armed with your list of "targets," we will create
the best possible marketing strategy to sell the
product (that would be you) to your prospective
Target List. Yes I know referring to yourself as a
"product" sounds a little cold but the truth is you
are the product and creating a successful, savvy,
marketing plan for the target will be essential to
your job search success. In the following section,
you will find several tools you can use to successfully market your skills, accomplishments,
education, and expertise. I will explain the best
ways in which to use each tool and how to capitalize on each contact situation whether you're
on your first interview or a final interview with the
CEO. In this section, I will also guide you on how
to position, market, and sell yourself better and
more effectively than the vast majority of your
well-qualified competitors. This approach will
help you make an impressive and lasting impression on all the key decision makers with whom
you meet.
Unfortunately, this is the one area where I often
see top-level management professionals fall flat.
I can't count the times a senior level candidate
29
has come to see me with a rsum that looks like it was written ten
years ago for an entry level position. For example, John came to see
me after he was laid off from a big financial firm. The once six-figure
executive looked tired and dejected. We talked for a while and it was
clear that he was intelligent and hard working and had an impressive
list of accomplishments during his twenty-five-year career. Then he
presented me with his rsum; a rsum he had been using during his
nine-month long job search. A man with a long and successful track
record, spanning a quarter of a century, had just handed me a one
page rsum. From his vantage point, that's what he used the last time
he looked for a job. The only problem was the last time he looked for a
job was fifteen years ago!
If you haven't conducted a job search lately, and even if you have, it's
critical to realize that all your job search documents should rise to
reflect the professional level of your accomplishments. As you will see,
rsums are only one of the documents you should have at your
disposal when conducting a professional job search. Nowadays there
are many acceptable documents that should be used in a professional
job search. Professionally written and used correctly, these documents
can set you apart and impress even the most discriminating
interviewer.
HOT TIP: As you create your job search documents, keep one
question in mind: How can I best demonstrate that I can fill
their needs and solve their problems? Resist creating
documents that are nothing more than a laundry list of
accomplishments. Instead, create focused documents
reflecting the target company's priorities.
Branding
The first step in this process is identifying exactly who you are and why
you stand out from the competition. This, setting apart if you will, is
what we call branding. It makes a clear distinction between you and the
competition. Your brand should be a consistent theme throughout your
job search campaign, document dossier, and market positioning. In
order to identify your own personal brand, ask yourself the following
questions:
30
Chapter 4: Planning and Strategizing
Take ActionCreate Your Personal Brand

What am I best known for in the work place?
People always come to me for help with ___________issues.
What talent or skill do I have that sets me apart?
What three words would co-workers use to describe me?
You might be known as the top sales producer, a charismatic leader,
or the company strategist. Whatever you come up with, make sure it is
used as a theme to consistently reinforce your expertise and how you
stand out from the competition. Keep your brand in mind as you move
forward in preparing your document dossier. Make sure your brand is
consistently highlighted in all your marketing pieces and professional
documents reinforcing who you are and why you're the best person for
the job.
Your Online Identity

When considering your brand, make sure that your online presence is
consistent with your professional brand. It should become part of your
routine to continually take charge of your online profile. This is
important not just when you're conducting a job search but as long as
you have a professional image to protect! Almost all companies will run
background checks, and you want to make sure that something as
simple as googling your name doesn't result in your early disqualification. Be careful of what you post on social networking sites and make
sure you have restrictions on who can access your personal information. Use good common sense. If objectionable information regarding
you exists on the Internet, take care of it immediately, preferably
before you start your job search. Keeping a professionally branded,
online image will become increasingly important as our ability to
access information increases.
Take ActionControl Your Online Identity

Put your name in various search engines such as Yahoo and
Google and see what comes up.
31
Clean up any questionable online content/pictures or restrict public

access.
Control your online identity on a regular basis so that you are
always projecting the most professional online presence.
HOT TIP: It may be a little time consuming but the documents

that you create should be job specific. That doesn't mean that
you start from scratch each time but rsums, cover letters,
etc. should be job and company specific. The easiest way to
do this is to work from a general template and tweak your
template for each position that you apply for. Remember, your
primary goal is to show your prospective employer how you
can fill their needs and solve their problems. Make sure all
your documents reflect that position. One of the biggest
mistakes job seekers make is creating documents that show
what they (the job seeker) want to show the prospective
employer and not what the prospective employer is seeking.
The Professional Rsum

This is one on the most misunderstood and misused resources in the
job seeker's arsenal. I can't tell you how many high-level executives
drag out rsums from a decade ago to use in their current job search.
Bad idea. Rsums today need to be tailor made for just about every
position you apply for. I'm not saying you need to start from scratch
each time, but each rsum should be uniquely created and targeted
specifically for each position. If a company is posting a job position
highlighting "analysis and forecasting," make sure your rsum highlights your experience and accomplishments in "analysis and forecasting." If the job description for which you're applying uses words like
"implementing," "building," and "coordinating" make sure your rsum
uses these words too. Many rsums submitted electronically are
scanned for keywords. If these keywords don't show up anywhere in
the rsum, chances are it will never see the light of day. Having said
that, I would caution you against using words that are not applicable to
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your experience, even if they do show up in the job description. Falsifying job experience is the quickest way to destroy your job search
efforts and permanently tarnish your good reputation.
The specifics on rsum writing could fill a book and is too broad a
subject to be discussed in depth here. However, when it comes to
creating a rsum, you basically have two choices. You can create a
rsum yourself or you can pay to have someone create one for you.
If you decide to have your rsum written professionally, make sure it's
by someone who has had ample experience writing "professional"
rsums. Ask to see samples and specify that you want to get your
rsum as a pdf document. When you send your rsum as a pdf
document, what you send is what they'll see. Word documents can
change when sent electronically, depending on what type of program
that is used to open the file. Also, confirm that you will be able to
change or "tweak" your rsum as needed.
If you decide to create your rsum yourself, my suggestion would be
to obtain current books on creating professional rsums and take
ample time to produce a professional, well-written document. Whether
you have a professional prepare your rsum, or you create one
yourself, pay close attention to the following points:
You only have about three seconds to grab someone's attention
with your rsum so make the top one-third of your rsum stands
out as your "Wow" section. This section is where the eye will land
first. If you can grab their attention there, they are more likely to
continue down the page and give your rsum full consideration. If
the top one-third of your rsum doesn't stand out, is confusing, or
hard to follow, they may never look any further.
To make the top third stand out, use this area to highlight your best
skills, accomplishments, and talents. This is also a great place to
add a box, use bold print or horizontal lines for visual emphasis.
Make sure your one-third is esthetically pleasing and easy to read.
If someone has to pause to try to figure out what your rsum is
saying, they will most likely just move on to the next one.
Use language in your rsum that is industry and job specific.
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If you have the advantage of seeing a job description before

applying for a position, make sure the words that are used in the
job description are many of the same words found in your rsum.
This will be a huge advantage for rsums that are electronically
scanned and need to pass the scan test before they are even seen
by human eyes.
In order to tailor your rsum to each position, your rsum will
likely be slightly different each time you apply to a new position.
Make sure you save each version on your computer and know
which version you sent to which company. An electronic back up of
each version is a must.
Take ActionCreate Your Rsum

Create your rsum or have one professionally produced.
Have an electronic back up of each rsum stored in a safe place.
Before approving or sending out the final product, make sure it
complies with the above criteria.
Other Professional Job Search Documents

There are several other documents, besides your rsum, that the
professional job seeker should consider using in their job search
dossier. Not everyone will need to use all of the documents presented,
but you should be aware of what they are, what situations they are
used in, and how they can set you apart from your competition.
Remember, these documents are used to help you sell yourself.
Evaluate which documents are relevant to your situation, industry,
position, and interview setting. For example, let's say the average
candidate is put through three or four separate interviews for any given
position. These interviews may consist of interviewing with several
different people or they may consist of interviewing with a few people
multiple times. If you find yourself interviewing with the same person
for a second or even third time, make sure you have something fresh
to bring to the table each time. In your first meeting, you can present a
copy of your rsum. In your second meeting, you may want to
augment your rsum with a copy of your Achievement Summary. In
34
your third interview, you may want to really knock their socks off with a
detailed and thoughtful Job Proposal. The more chances you have to
demonstrate that you understand their needs and objectives and that
you have the right skills and experience to fill those needs, the better
chance you have at being their final candidate.
Become familiar with the following job search documents. Very few
people take the time to create anything beyond the average cover
letter, rsum, and reference list. Using these other documents can be
an excellent way to impress potential employers and be remembered
as the candidate who went the extra mile.
Networking Rsum: Similar to your professional rsum but
trimmed down to a "Reader's Digest" version. Not more than one
page in length, consisting of your most relevant, professional highlights. To be used in networking situations as a brief synopsis of
who you are, the type of experience you've had and the type of
work you're seeking.
Achievement Summary: A document containing your most distinguished career achievements. This is a great way to highlight your
management or executive experience and relevant career successes. Achievement Summaries can be used during the initial interview, in follow-up interviews (especially if you are meeting with
multiple people at a company) and in networking situations.
Specialized Profiles: These are detailed documents focusing on
a specialization in a specific area or field such as technology, marketing, sales, and leadership. These documents would include any
specialized education, training, seminars, and certifications that
you hold. It would also be appropriate to include relevant work
history, achievements, and expertise as it relates to your profile
specialization. This type of document can be used in an interview,
a follow up interview, and networking situations.
Career Biography: Resist the temptation to recite your entire
career history. The rule here is to be short and to the point. Stay
focused on who you are (think your professional brand), what
makes you unique, and how you set yourself apart from the rest of
the crowd. Most company websites now post biographies of their
35
management team. Peruse some of the posted biographies and

see which ones catch your eye and why. Try to use what you find
to perfect your own biography.
Web Portfolios: Broadly speaking, web portfolios can be an innovative way to communicate detailed career information through a
high tech medium. Web portfolios can be as simple as a posted
rsum or as detailed as a multi-paged web site containing career
successes, projects, promotions, affiliations, etc. The possible
downside is that posting such personal information for the world to
see may make you more venerable to identity theft and, unless
you're savvy enough to do this yourself, may require some
monetary outlay. On the positive side, these can be useful tools in
attracting the attention of potential employers, recruiters, and
useful networking contacts.
Job Proposal or Development Plan: A plan or proposal specifically designed to meet the company's hiring objectives. If the
company is in need of a new Sales Director to fill a territory that has
long been faltering, you could submit a persuasive plan showing
how you would bring the territory in line with the company's objectives. This document is usually used in follow up interviews once
you've had a chance to assess the company's needs and objectives. I highly recommend using a Job Proposal/Development Plan
for most middle management or higher positions. However, if
you're not going to put in the time and effort required to create an
impressive document, it may be best to cross this one off your list.
Better not to go the extra mile, than to hand them something
anything less than impressive. Job Proposals and Development
Plans can also be extremely effective tools when interviewing or
presenting to groups of people such as management teams or
Boards of Directors.
Relevant Current Events: Sounds odd but it's a great way to keep
your name in front of prospective decision makers between interviews or just as a networking tool. Let's say that it's been a week
or two since your interview and you've heard nothing. Find a
current, interesting, and relevant article regarding the industry or,
better yet, the company. Send a copy of it along with a quick note
expressing your fascination with whatever subject it is addressing.
You may want to make a few insightful comments and then close
36
with how you're looking forward to speaking with them again soon.
Never miss a chance to connect and keep your name at the top of
the candidate list.
Cover Letter: Next to the executive rsum, the cover letter is the
second most misunderstood document in your dossier. Gone are
the days of 'one cover letter fits all.' In today's job market, each
cover letter should be a well-written document showing focus and
clarity on the company's needs and objectives. It should also
introduce who you are (your brand) and highlight your experience
as it relates to the job position. Make sure it's easy to read, brief,
and to the point. I like to use an introductory paragraph followed by
46 bullet points. Make sure your bullet points are highlighting
what they're looking for and not random accomplishments.
Thank You Notes: These can be mailed, emailed, or both. My
personal choice is to do both. Again, the more opportunities that
you have to get your name in front of the decision maker the better.
Use this opportunity to thank someone for their time, making sure
that your note is personal and thoughtful. You may want to share
additional information, overcome an objection, or reinforce a
relevant point from your interview. Make sure you send a note to
every person with whom you interviewed. If you meet with the VP
of Operations three times, send a unique thank you note each time,
referencing each conversation. If you spent a day at the company
meeting with two VPs, the General Manager and the CEO, make
sure each of them receives a personalized thank you note. For an
added touch, I recommend you create thank you notes, business
cards, and return address labels with coordinated graphics, fonts,
or color schemes. You don't want to go crazy here but it is a nice
way to reinforce your professional brand. For example, if you're
looking for a job in the banking industry you may choose to use a
small graphic that represents that industry; someone targeting the
IT industry may choose some kind of high tech looking logo to
brand their correspondence.
Personal Business Cards: Most professionals already have a
business card. However, the problem with using your company
business card, when searching for a new job, is that any correspondence with possible new employers could potentially be
through your current employer's physical address, email address,
37
and company phone number. Furthermore, what happens if you

leave that company? All the people you've networked with now
have no way to get a hold of you. Whether you're currently
employed or not, it is essential that you create a personal
business card that contains your personal email address (preferably one that will never change), personal address, and home and
mobile phone numbers. Whether you're looking for a job or not
(and everyone is always looking) this is the card that you should be
using for any business contacts related to possible future employment and for networking with colleagues. Again, for an added
touch, I recommend using your professional brand to help you
come up with a small graphic, font, or color scheme that will help
you distinguish yourself and stand out from the crowd.
Job Search Commercial: This is the one piece of paper in your
dossier that is for your eyes only. Create a thirty-second commercial on who you are and what type of work you're looking for.
Practice it until you have it memorized. This will be incredibly
handy when you unexpectedly run into someone on the street,
grabbing a cup of coffee, riding in an elevator, or when you attend
networking meetings. Instead of fumbling for the right words, you
will have your thirty-second commercial set to memory and ready
to go. It can be a real lifesaver in keeping you from missing potentially important job search connections.
References List: This is the one part of your dossier that you have
the least control over, and that can seal your offer or have you
shown the door. My suggestion is to do everything in your power
to ensure that the references you choose to use are your solid
allies. The worst thing that can happen is to make it through a
grueling interview process, as the lead candidate, only to have
them go with the number two person because of something that
was said or wasn't said by one of your references. If in doubt, you
may want to check into companies that do preliminary reference
checks for you.
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Keep in mind, what transforms a good job search document into a great
job search document is the details that are contained within. It may
take a little more time to create a great document but in a competitive
job market it is the little things that will set you apart from your
well-qualified competition.
HOT TIP #1: To help establish your brand, create business
cards, thank-you notes, and return address labels with the
same color scheme, graphic, or logo. It makes for a very
professional look and is something that 99 percent of your
competition will never think of.
HOT TIP #2: Remember, the best job search documents are
ones that are customized for each unique position and
company; reflecting how you can fill the company's needs.
Take ActionCreate the Documents That

are Relevant to Your Job Search
Networking Rsum
Achievement Summary
Specialized Profiles
Career Biography
Job Proposal or Development Plan (usually done after initial interview)
Current Event Article
Web Portfolio
Cover Letter
Thank You Notes
Business Cards
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Thirty-Second Job Search Commercial

Reference List
40
C h a p t e r
Executing Your Job

Search and Avoiding
Costly Mistakes
The moment of truth has arrived. You've done
your homework. You spent time building a solid
foundation by assessing your motivational skills,
career values, career interests, personality type,
and long/short range goals. You've educated
yourself regarding the current job market and the
future projected job market. Using all of this information you have focused your job search accordingly. You have created a list of job targets
and you have put together your professional
document dossier. Rest assured that at this point
you are already well ahead of the competition.
Like the other stages of a job search, the
execution stage can be implemented in a fashion
that will bring you results or leave you frustrated
and confused. It consists of two parts. First,
finding the opportunities and second, turning
those opportunities into job offers through successful interviewing techniques. This chapter will
focus on the tactics that are likely to bring you the
greatest results for your efforts or, in other
words, the biggest bang for your buck. I'll show
you how to maneuver through the often-confusing world of career opportunities. You will learn
how and where to find open opportunities and
41
opportunities that have yet to be made public. In addition, you will learn
how to avoid the most common job search mistakes.
Part I: Where to Find the Right Job

Opportunities
You have two choicesyou can do what everyone else is doing or you
can do what works. Most job searchers are completely in the dark when
it comes to the best practices for finding a job. The first place most will
turn to is the Internet. It's fast, easy, and gives the job seeker a sense
that they have done something worthwhile. Even if they're not serious
lookers yet, they will search the big job boards to see what's out there.
A few things may look interesting and the browsing job seeker may
even send out a rsum or two. Then the job seeker will wait, and wait,
and wait. Nothing happens. They receive no response. Then job
seekers will typically start to play the odds game and start sending out
rsums by the boatload. They will then, again, wait and wait and then
wait some more. If one rsum does result in an interview, it is usually
quickly realized that they are over or under qualified and all their efforts
are for nought. I'm not saying the Internet or the big job boards don't
have a place in a professional job search. They do. However, I look at
what is producing the greatest results and I have news for youit's not
the big job boards.
To be perfectly clear, your job search should be a combination of
several job search tactics and practices. However, some tactics clearly
result in finding more jobs than others and the time you allot to each
should be determined according to your chances of finding work. In
other words, if you knew that roughly only 2 percent of jobs are found
using the big job boards, then you should only use about 2 percent of
your job search time looking there. What then do you do with the
remaining 98 percent of your job search time? A professional job
search should entail many different tactics but they should each be
weighted according to their chances for success.
The first thing you must understand is that most employment opportunities never see light of day. That is, they are never posted on a job
board, advertised in a newspaper, sent to a recruiter, or posted on a
company website. If you've ever worked for a company consisting of
over say two people, then you know that the first place employers look
42
Chapter 5: Executing Your Job Search and Avoiding Costly Mistakes
to fill an open position is within their own organization. If that doesn't

work, the next step is to ask current employees and colleagues if they
know anyone who would be qualified for the open position. If that
doesn't work, then and only then, will they look to open up the position
to the general public. What happens here is that most jobs are filled
within the first two steps. It's also noteworthy to point out that in the first
two steps, you are probably competing with fewer applicants, thus increasing your odds of success. Once a job opening reaches step three,
you may have everyone and their mother applying for it. Now, as a job
seeker, it's incumbent upon you to find out about as many job openings
as you can within steps one and two. So how does someone find out
about an opening when it's not posted anywhere? Ahh...so glad you
asked. It's called networking.
Networking
Simply speaking, networking, in the job search sense, is sharing with
others your interest in seeking new employment. I know talking to
others about your job search can be an anxiety provoking thought.
However, no matter what study you look at, networking always comes
out as the top way to find a professional job. Now I know from working
with enough job seekers that for many people networking ranks right
up there with a root canal. However, you might think differently if you
knew that effective networking can take months off a job search and
dramatically increase your odds of landing your target job. Some
people feel a job search is a private matter, best done under the radar.
Others feel that networking is asking someone to do something for
them when they themselves are not in a position to reciprocate.
However, put your mind at ease. I think you will find most people are
happy to help. The takeaway here is that in almost all circumstances
effective networking is your number one tactic to finding a new position
or career.
When talking with clients about the importance of creating a professional network, I often hear conflicting feedback. Some people I work
with are extremely well connected, plugged in, and network ready. On
the other hand, some clients have taken a very lax approach to connecting with others in their profession. It's the latter approach that can
be detrimental when the time comes to look for that next position. One
thing I have found when working with executive level clients is that they
43
are almost always extremely well networked and connected. A

company CEO will most likely know dozens of other company CEOs.
So those professionals aspiring to get to the executive suite, take note.
Being well connected is an essential ingredient for executive success.
Depending on the type of job you're looking for and the industry you're
in, there are several ways to network. Let's start first with the "who" and
the "where." Who do you network with? In short, everyone. Where do
you network? Just about everywhere.
HOT TIP: Don't wait for a job search to start organizing and
developing professional connections. A good place to start
networking is social networking sites such as LinkedIn, along
with industry related organizations and societies.
Fast Track Networking Tips

Always carry your personal business card when networking (see
Chapter 4).
Write a timely "thank you" to people who give you information and
those whom you contact.
Make sure you network on a two-way street. Offer to help others
when you can.
Stay organized. If you say you're going to call at a certain time,
make sure you do. If you've promised to follow up with someone
through email, be punctual.
Be prepared. Have a short thirty-second commercial memorized
about who you are and what you're looking for (see Chapter 5).
Be professional at all times. Even if the event is social, make sure
you are conducting yourself in a professional and courteous
manner. Watch your language, alcohol consumption, and manner
of dress and use appropriate business etiquette.
44
Use finesse. Even though your primary purpose is to network,

make sure you're having engaging conversations. Ask questions
about the other person and show a sincere interest in their
answers. No one wants to feel like they're simply being pumped for
information.
Keep records. Know who you've talk with, when you've talked, and
if there is a lead and/or follow up involved.
If I haven't convinced you yet how important networking is, maybe this
will. Most studies show that the overwhelming number of positions are
filled through networking. That means that you have better chances of
finding a job through networking than through any other job search
tactic. If you're not completely proficient at it, or comfortable doing it the
first few times, don't worry. Even the most outgoing people can find
walking into a room of strangers a little nerve racking. But, like
anything, you get better with practice. Role play at home, practice
meeting, and greeting in front of a mirror, have your thirty-second commercial down cold, and before you know it, you may even start to look
forward to meeting interesting, new people. Many of whom may
continue to be contacts for you well past the end of your current job
search.
HOT TIP: The best time to network is not once you've become
unemployed or started looking for a job. The best time to
network is when you're actively employed. When you're
actively employed you have the best access to professional
colleagues, meetings, management teams, and industry
organizations. Create a solid network while still employed to
have at the ready when the time is right.
Take ActionCreate a List of Networking

Contacts
Professional colleagues
Business associates
Former employers
45
Former employees
Alumni associations
Professional organizations
Networking groups in your area
Professional networking groups online
Board members
Professors/mentors
Internet networking groups
Friends
Neighbors
Relatives
Others
Take ActionCreate a List of Places to

Network
Professional association meetings
Business conferences/seminars
Professional networking organizations
Conventions
Alumni associations
Internet networking sites (social and professional)
Volunteer opportunities
Your place of employment
46
Job fairs
Parties
Political gatherings
Fundraisers
Clubs
Continuing education classes
Religious groups
Job Search and the Internet

I don't need to tell any of you that the Internet can be a pretty big place
when you are trying to use it to conduct a job search. It offers the job
seeker an endless menu of search opportunities. How many of you
have sat down to surf the Internet for jobs and have let hours literally
go by with little, if any, job search progress? Harnessing the Internet
for job search purposes can prove to be a daunting task.
For simplicity's sake, you can break the offerings of the Internet down
into four job search categories; company sites, niche sites, big job
boards, and social networking sites. Each of these four categories
should have a place in your job search arsenal. However, each
category does not produce equal results and you should therefore
adjust the time you allot for each of them accordingly. As we go
forward, keep in mind that the Internet changes quickly. What is
working today may be outdated in a year or two. At the present time,
experts estimate that company sites are responsible for about 13
percent of all job placements, niche job sites for around 8 percent, and
the big job boards for only about 25 percent. Research also shows
that those who visit a variety of sites, as opposed to relying on only one
site, will have more success. Now let's look at how you can use each
type of site to your job search advantage.
47
Company Sites
No matter what the size of the company, small, medium, or large, most
companies today have their own websites. Along with a site outlining
the company's products and/or services they will usually have a tab for
"careers" or "jobs." This is a great resource for job seekers.
Along with job openings, many company sites also offer other job
search tools such as the ability to submit a rsum for future consideration, create career profiles, search by geography, etc. If you do find a
posting for an open position and you would like to submit your rsum,
your first step should be to contact people from you networking list to
see if anybody you know is employed by this company or knows
someone employed by this company. If you use LinkedIn, you conduct
a simple search of people in and out of your network who work for
companies you are interested in.
Once you've located a company contact, explain that you are interested in a certain position posted on the company's site and ask if they
wouldn't mind giving your rsum to the HR Department or better yet
to the actual person who will be doing the hiring. You may want to give
them a short introduction about yourself and your work history and then
say something like, "I know that there is an opening for a__________.
Would you mind passing my rsum on to ________who will be doing
the hiring for this position?" Just to cover all your bases, you might also
want to submit your rsum online. Make sure you follow up with a
thank you to your company contact and offer to stay in touch. By taking
this type of approach, you will effectually have bypassed the dreaded
computer scanner, HR gatekeeper, and maybe a few other HR staff
members assigned to weed through the gazillions of rsums. Yes, it
will require a little extra effort on your part but it can pay dividends when
they consider whom to bring in for interviews.
HOT TIP: When submitting your rsum on company sites,
first try to find a contact or advocate on the inside and second
make sure your rsum contains the same keywords that are
used in the company job description. Rsums submitted
online are often scanned for these keywords and documents
not containing such keywords may never see human eyes.
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Niche Sites
These are sites that have a special affiliation with a group of people
based on a variety of criteria. It may be a college or university site that
offers a special job site for their alumni. It may be an industry-specific
organization such as the National Association of Business Economics.
Niche sites may also use income level as their criteria choice for affiliation. There is no end to what can constitute a niche site and I
encourage job seekers to thoroughly investigate all niche sites that are
applicable to their situation. Although they presently account for only a
small percentage of job listings, that may change in the coming years.
Time will tell how successful niche sites will be in a job seeker's arsenal
and your success with them may vary depending on the industry and
the position that you're targeting.
One last word on niche sites. Some niche sites may require you to join
their organization or pay a fee in order to access their job board. You
will have to carefully evaluate each opportunity independently. Niche
sites can vary greatly on the type of information they offer and the size
and number of job postings. I've seen some niche sites with only a few
job postings and other with hundreds of job postings, so you may want
to do some homework before forking over your cash.
The Big Job Boards

You might have gathered by now that with all the tools you have in your
job search arsenal, the big job boards, such as Hotjobs, Monster, and
Career Builder, are not my favorite picks for your job search focus. Now
I'm not saying they don't have a place in your job search or that you
shouldn't use them. You most definitely should. Just be savvy in understanding how they work and knowing what your expectations should be
regarding their use.
On the positive side, job boards can be a great place to conduct field
research, find out which jobs are in demand, compile general job
search information, and even compare compensation. They are also
great job search resources. Each job board has special sections
devoted to hot topics such as rsum-writing, interviewing tips, and
career advice. For this reason alone they're worth a good look.
49
On the negative side, many positions are posted by recruiters and not
by the company. It is also impossible to verify if the positions are valid
or outdated. If you find a position that you would like to apply for, you
may find applying online and uploading your rsum becomes a
lengthy and tedious process. Many sites will not let you upload your
rsum in its entirety but instead only allow you to plug in answers to
preset questions. Thus, making it difficult to stand out from others and
highlight your career accomplishments. By far the most common
complaint that I hear from big job board applicants is that when you do
apply for a posting you often never hear back.
Having said that, if you do find an appropriate position, by all means go
for it. Just make sure that the keywords that appear in the job description are the same keywords that appear in your rsum (assuming
that's applicable). If you are allowed to upload a cover letter, again,
make sure keywords appear in your cover letter and that the cover
letter is specifically written to highlight your accomplishments relevant
to the position you are applying for. This is no longer a 'one rsum or
one cover letter fits all' world.
Something worth mentioning regarding safety and the Internet is that
articles have been written linking posted rsums with identity theft.
Make sure that if you are creating a file or posting a rsum on any site,
your personal information will be kept secure and safe from any unintended viewers.
HOT TIP: Most sites will require a login and a password. If you
are planning on using multiple sites in your job search, keep
track of each site's login information to cut down on wasting
time having forgotten passwords emailed or having to recreate
an account.
Social Networking Sites

As little as a few years ago, this topic would scarcely be worth a
mention. Social networking used to be synonymous with teenage networking sites. Well, not today. In today's job search world social networking is big business. Sites like LinkedIn, Facebook, and Twitter
have allowed people to create professional profiles, manage their
50
online identities, and attract prospective employers 24/7. If social networking is all new to you, don't get discouraged. It may take a little time
to create a profile at each site, but it is well worth the time and effort. I
especially like LinkedIn since it was created and designed as a networking site for business professionals. I have had clients who have
received impressive offers after being recruited via their LinkedIn
profile. Mark, a recent client, was getting ready to conduct a job search.
He was a high-level director, making well into the six figures and itching
to get to the next level. We had created a career plan and a job search
strategy that would help him meet his goal. At the time we met, he
wasn't quite ready to jump into a job search. His plan was to wait a few
months and then start the job search process. Part of our career plan
was for Mark to start profiles on social networking sites and begin networking with individuals as well as groups. Mark started this process
right away and within a few weeks he was contacted by a recruiter for
an open position. You can guess how this story ends. The position
ended up being a great fit along with fulfilling Mark's goal of getting to
the next level. Now I can't guarantee that this will happen for you but
there is no getting around the importance that social networking sites
play in a job search, building a professional online profile, and
expanding your professional network contacts.
HOT TIP #1: Make sure that you take charge of your online
presence. This is important at all timesnot just when you're
conducting a job search but as long as you have a professional
image to protect. Almost all employers will run background
checks, and you want to make sure that something as simple
as Googling your name doesn't result in an early
disqualification.
HOT TIP #2: One of the best ways to create a professional

network is to join professional groups and associations within
each networking site and participate in their conversations.
You will be amazed at how fast you can connect with other
likeminded professionals.
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Take ActionCoordinate Your Internet

Job Search Strategy
Familiarize yourself with the different job search sites.
Make a list of those that are appropriate for your job search.
Create relevant profiles, accounts, and alerts.
Visit your selected sites frequently and update your information as
needed.
Decide which social networking sites are best for your circumstances, create profiles, join relevant groups within the sites,
become an active participant, and grow your network.
Recruiters
There are two types of executive recruiters: retained and contingent. A
retained recruiter is one who gets paid a retainer by the employer regardless of whether or not they actually fill the position. The second
type is a contingent recruiter. This type of recruiter is paid contingent
on their filling the position.
Companies often turn to recruiters to find talent for their top positions.
Beware however that not all recruiters are created equal. Look for ones
that come recommended to you by trusted colleagues. Make sure you
understand which type of recruiter they are, if they specialize in a
certain industry, and what position/level they usually place. When
working with a recruiter, make sure you do your homework. You will
want to be convinced that together you can create a trusted and productive relationship.
Another thought to consider when working with a recruiter is to make
sure you maintain some type of control over how you are presented
and to whom. I once worked with a high-ranking executive who had his
rsum sent to everyone and their mother, by a recruiter, without his
knowledge. He only found out when he started to receive phone calls
from several colleagues saying that his rsum had been sent to them
52
unsolicited. Needless to say, he was mortified. To avoid these types of

situations request that you are notified each time a recruiter wishes to
present your rsum to a prospective employer.
However, the biggest complaint that I hear from clients regarding recruiters is that they don't return calls and that they don't seem interested in helping them find a job. Correct and correct. On behalf of all the
recruiters out there, their job is to place talent into existing (or soon to
be) existing positions. They earn their reputation and/or their salary
through their success rate at talent placement. It would, quite frankly,
take up half their day if they returned every phone call from job seekers
who did not have the needed qualifications for their open positions.
Furthermore, recruiters work for the companies that hire them to fill
positions and not as a job placement agency. With this knowledge, I
hope people will have a slightly more understanding view of why recruiters often don't return phone calls and realize that it's nothing
personal against them.
HOT TIP #1: If done correctly, a recruiter can be a great career
advocate well past your job placement. If you develop a good
working relationship, make sure you keep in touch with them
on a periodical basis for possible career opportunities down the
road and add them to your professional network.
HOT TIP #2: Understand that a recruiter's job is to place

people with companies that will pay for his/her services. Keep
in mind that they work on the company's behalf and not yours.
Don't be offended when they don't return your phone calls and
emails. They are either not interested in you at that time or
they don't have an open position that calls for your expertise.
Take ActionInterview Recruiters

Talk to contacts and create a list of referred recruiters.
Contact each recruiter for a phone or in-person interview.
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If appropriate, choose a recruiter to work with and aspire to

develop a long-term working relationship.
Job Fairs, Newspapers, Trade Journals

"Never leave any stone unturned" is a good motto when conducting a
job search. Use all the options at your disposal because you never
know when something seemingly insignificant can turn into a new
career! Job fairs, newspapers, and trade journals may not be your top
priority but they each offer their own unique opportunities within your
job search arsenal.
Job Fairs
These can be good for more entry-level to mid-level positions. You can
find them advertised in papers and online. Check out your state's
workforce website to find out more information. When you attend a job
fair make sure you come prepared. Remember fist impressions are
often lasting, so make sure you are dressed professionally and are
carrying enough rsums. Ideally, if the names of prospective
employers are available in advance, you should research these
companies so that you can wow them with you knowledge and information. Always follow up with a thank you to each person you spoke
with. Even if they don't have an appropriate opening right now, make
sure they will remember you for future opportunities. Add your job fair
contacts to your professional network and if appropriate send
"connect" invitations to them from your LinkedIn site. This way they can
easily keep track of you for openings down the road.
HOT TIP: Don't attend a job fair with the expectation that you
will find a job. Rather, use it as a great opportunity to network
with other job seekers and company representatives.
Remember what I said about applying at a specific company
and how it is always best to have a contact on the inside? This
is a great opportunity to get business cards of contacts that can
possibly be called on down the road.
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Newspapers
For a professional position, your local paper is probably not going to be
a great resource for advertised job listings. However, it can be a great
resource for job and career information. When you're conducting a job
search (and even when you're not) the business section of your city's
newspaper is a must read. It is treasure-trove of information regarding
which businesses are expanding (translate to hiring), which businesses are merging, and what the general state of the economy is. Any professional worth his weight in salt should be able to converse about
what is going on in the local and national business communities. Play
close attention to the section that reports on movers and shakers. An
impressive way to open a conversation is to say something like, "I read
about your recent promotion at the Lily Company, congratulations!"
HOT TIP: If you are interviewing with a company or are
potentially looking at interviewing with a company, do a
periodical search on the company's activities. Bring up recent
articles regarding the company in your interview (see Chapter
4, current events article) or send the article with a note saying
something like, "Great article in the Times. Congratulations on
exceeding your 3rd Quarter goals. Keep in touch..." or "Can
we meet for coffee, I would be very interested in talking to you
about Lily's plans for the future."
Trade Journals and Industry Organizations

Most trade journals and industry organizations (see page 49 for more
on niche sites) not only provide great information via their printed materials, they often also have websites with pages devoted to industry
job postings. The downside is that some of them may require that you
belong to their organizations before allowing you to access their job
page. Depending on your industry and the type of position you're
looking for, they may or may not provide you with relevant job search
leads. Aside from job listings, these sites also provide a great place to
network and find company and industry information such as who just
got a product approved or who just got funding for a new research
project. Such information can prove to be invaluable for the job seeker.
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Take ActionTrade Journals and Industry

Organizations
Gather information about relevant journals and organizations.
If appropriate, subscribe to industry journals.
Bookmark important sites to check regularly for information and job
listings.
Join appropriate organizations and get involved .
Part II: Acing the Interview

Nothing in the job seeker's journey is quite as mysterious as the interview. It's one part of the job search process that, for the most part, is
out of the control of the job seeker. The when, where, how, and why
are usually all decided by the hiring company. The type of interview
and the questions asked in the interview can vary wildly from company
to company and person to person. The good news is that no matter
what type of interview you're walking into, there are things you can do
to prepare yourself for just about anything they throw your way.
First and foremost, make sure that your answers always reflect the
needs of the company and not your personal agenda. I remember a
client of mine who was upset because he had recommended someone
for an upper-level management position. When the person he recommended got to the interview, he spent much of his time talking about
how this position would be a great step up for his career and little time
on what he would do for the company. Needless to say, this person
didn't get the job and my client was left feeling embarrassed for having
recommended him. My client and I both agreed, the person he recommended had the skills and experience to have done the job well but he
clearly went in with the wrong message. The message he came in with
was, "What can this company do for me? Instead, his message should
have been, "What can I do for this company?" Make sure your
message is a loud and clear this is what I can do for you and this is how
I can fill your needs and solve your problems.
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Beyond answering interview questions, another great way for professional job seekers to convey this to a prospective employer is to put
together a Job Proposal or Development plan (see Chapter 4). Many
companies will now ask for this as a matter of course for executive positions. However, even if you are not asked to put one together, it's a
great way to increase your "wow" factor. Yes, it may take a little time
on your part but it's an impressive way to set yourself apart from your
competition.
Interview questions can best be broken down into six areas: knowledge, skills, accomplishments, experience, personality profile, and
company fit. It's hard to know which of these areas will be weighted
more than others, unless of course you have a company contact who
can fill you in; but assuming you don't, it's best to go in prepared for all
scenarios.
Knowledge: This is not only in reference to the position but entails
the company and industry as well. Read everything you can about
the company. Look for recent articles in newspapers, industry publications, websites, business libraries, and the company's prospectus. When asked questions refer to these sources in your answers.
Put your networking skills into full swing and see if you can find
someone who has or is currently working there. Do everything you
can to find out what the position entails, its products and services
(new and old), the industry in general, and the company's vision for
the future. Be ready to discuss competitors by name and have a
good working knowledge of how the company you're interviewing
with sets itself apart from the competition. In short, impress them
with the fact that you've studied-up and done your homework.
Skills: If you've done your homework, you know what types of
skills are needed for each position you're interviewing for. Make a
list of them if that helps you. Draw a correlation between the skills
that you possess and the skills needed to perform the job. Ask
open-ended questions to confirm that you're on the right track. You
may choose to ask something like, "What are the three most
important skills you feel will contribute to the success of this position?" Once you have your answer, talk about how your experience
and accomplishments have helped you hone those particular skills.
If you don't possess all the skills they're looking for, don't stress,
explain how you're a quick learner and eager to be challenged.
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Give examples of past experiences where you where challenged

with something new and how you rose to each occasion and accomplished your goal.
Accomplishments: Nothing says success like your past accomplishments. Prospective employers always like to see that you
have a solid history of accomplishments. That's why a college
degree is so important. Although many people end up in fields that
have nothing to do with what they studied in college, employers
nevertheless want to see that you obtained a degree. It shows the
ability to make a commitment and follow through. Be prepared to
discuss, in detail, any accomplishments listed on your rsum.
Again, draw connections between past accomplishments and how
they will be relevant to the new position's success. If you haven't
already done so, consider creating an "Achievement Summary"
(see Chapter 4). This can be a great way to highlight your career
accomplishments without having to sift through a rsum.
Experience: You have probably heard it said that there is no substitute for experience. From a company's prospective, this couldn't
be more true. Your interviewer wants reassurance that you've had
experience dealing with the kinds of challenges the position you're
interviewing for will bring. Be able to explain how your past experience will translate into a smooth transition, quick learning curve
and job success. Under the pressure of an interview, even the
most seasoned professional can forget important facts. Practice
explaining, out loud, some of your accomplishments. By practicing,
you are much less likely to omit or forget important information
regarding your past experience. If your past experience doesn't
match up exactly with what they're looking for, do your best to demonstrate that the experience you do have is comparable with the
experience they're looking for. Give examples of similar situations
and make sure that you're drawing correlations on how your past
experience is applicable to the present job opening. Don't
embellish your past accomplishments or say something that isn't
true. It will almost always come back to bite you.
Personality Profile and Company Fit: With organizations shifting
their emphasis from top down delegation to teamwork, personality
profiles, and company fit are becoming increasingly more important. With this in mind, more companies are using outside agencies
58
to ensure that the person they're interested in hiring is not only a

team player but one who fits well within the company's environment or corporate climate. As people all have different and unique
personalities, companies too have their own distinct and unique atmospheres. As they look to make sure you're a good fit, you too
should be considering if the company's a good fit for you. It is not
unusual for me to get a call from someone who, only weeks into a
job, feels that they've made a horrible mistake because they just
don't fit in with the company environment. If you're asked to take a
personality profile or assessment, my best advice is to answer
honestly, but keep your answers in a business context unless
otherwise directed. Beware of trying to bluff an answer. Most assessments contain several questions pertaining to different types
of measurements and inconsistent answers within a designated
measurement scale can raise red flags.
HOT TIP #1: All things being equal, the scales are often tipped
by the one who shows the most enthusiasm for the position
and the company.
HOT TIP #2: You are being judged not only by what you say
but also by what you do. Be aware of your body language.
Refrain from jiggling your leg, touching your face, and fidgeting.
Sit up straight (shows you mean business), lean slightly
forward, maintain good eye contact, and use appropriate hand
gestures when emphasizing a point.
HOT TIP #3: The most fatal mistake people make when
interviewing is that they don't tailor their answers to reflect the
company's needs. Remember you are interviewing to fill a
need in the company. Make sure your answers demonstrate
that you have the talent to do just that. Refrain from digressing
into areas that are not germane to the prospective employer
and instead focus on how your unique talents will be an asset
to the company.
59
HOT TIP #4: Practice makes perfecttape yourself in a mock

interview.
HOT TIP #5: Rememberyou're the product. Package it well

and sell it!
Take ActionYour Interview Checklist

Create a file (electronic and paper) for every company with whom
you have had contact.
Conduct company research (see page 93 for Professional Career
and Job Search Resources).
Create a company fact sheet that includes vital statistics such as
gross revenue, years in operation, board members, executive
management, number of employees, etc.
Have all appropriate documents in your briefcase the night before
the interview. Bring several copies of your rsum, even if it's a
second or third interview.
For professional and executive positions, its always nice to have
your job search documents bound together in a presentation
binder with a professional looking cover sheet (maybe the
company's logo and your name) along with any relevant job search
documents (see Chapter 4). These are great leave behinds for
one-on-one or group interviews with the Board of Directors. They
can also be nice visuals to briefly refer to during an interview.
Dress for success. This is not the time to make a fashion statement. Understated is the rule of the day.
Have a breath mint fifteen minutes before your interview (trust me
on this one).
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Always plan to arrive 2030 minutes early for your interview.

Schedule a sufficient buffer to allow for unexpected traffic delays,
etc. Take some time in your car to go over information, calm
nerves, and prepare yourself mentally.
Place your phone on silent. I know it's a "no-brainer," but you
wouldn't believe how many people forget when they're nervous
and thinking of other things.
First impressions are made in the first three minutes. Make sure
your impression is a positive one. Use a nice firm handshake,
maintain eye contact, and sit slightly forward in your chair. When
you are introduced to the interviewer, repeat their name back to
them. It will help you commit it to memory. He says, "Hi, I'm Joe
Brown." You say, "Joe Brown (or Mr. Brown), nice to meet you."
The driving point of your interview should be that you thoroughly
understand the needs of the company and that you can fill those
needs. Don't fall into the trap of coming in with prearranged talking
points. Make sure that your answers consistently reflect the needs
of the job for which you are interviewing.
During the interview, use any appropriate and relevant documents
from your job search dossier. Make sure that the documents you
prepared have a direct purpose for this position and present them
at appropriate times.
Be flexible. You may be interviewing with several people in one
day. Adjust your communication style to fit theirs.
I can't tell you how many clients have tipped the scales in their
favor through their sincere interest and enthusiasm. Don't be fake
but show excitement for the position. People want people who
want the job.
Don't leave without letting them know you want the job. If your
position is in any way related to sales, make sure you "ask" for the
job.
Always thank your interviewers for their time and consideration and
reiterate your enthusiasm for the position and your desire to
continue to the next step. Ask them what the next step in the
61
interview process entails and what type of timeline they are

working with. Close the interview by letting them know you're
looking forward to meeting with them again soon and if, in the
meantime, they have any questions they shouldn't hesitate to call
you.
Immediately send a thank you note, electronic and/or paper, which
also includes a recap of why you're the perfect fit for the job (four
or five bullet points work well). Address any perceived deficiencies
on your part that came up in the interview and outline your plan for
overcoming them. End by referencing the discussed timeline and
let them know you will be looking forward to hearing from them at
that time.
If you have a networking contact within the company who has
played a part in obtaining the interview, send them a note as well
letting them know you completed the initial interview and thanking
them again for their help and support.
Follow-up. This may include something discussed in the interview
that you have promised to get back to them on or it may include a
phone call and/or email if you haven't heard back from them by the
anticipated date.
HOT TIP: If you have not heard back from them in a week, it is
certainly appropriate for you to initiate a call and check in.
Remember their timeline is never your timeline and a million
things can happen in a company that can push filling a position
onto the back burner. Don't be discouraged if things don't
happen as quickly as you had anticipated.
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C h a p t e r
Keeping the Funnel

Full
You've heard it said, never put all your eggs in

one basket. Well, that is never truer than when
conducting a job search. Yesterday's sure thing
might be today's "thank you for your time" letter.
For this reason, it's extremely important that you
keep a steady stream of leads, contacts, relationships, and active job openings in your funnel.
You might feel you're the perfect fit for the job,
and maybe you are, but there are still a million
reasons why you may not get the offer. They may
decide to wait to fill the position, another
candidate may be interviewed at the last
minute...and don't count out the offer going to the
boss's new son-in-law. All are possibilities. The
reality is that you never know what's going on
behind the scenes. I once had a client who would
say, "I won't say no until I say yes." In other
words, don't turn down any opportunities to interview, network, or make professional contacts
until you have a signed offer letter and a start
date. Until that time comes, keep your job search
going and your funnel full. Continue networking,
making contacts, and setting goals. Depending
on the time you have to devote to your job
search, you should aim for anywhere from three
to ten active company files. If you're in transition,
you should be closer to having ten active
company files. If you're working full time, you
63
may only be able to handle two or three. The important thing to

remember is, don't let your funnel dry up. Be consistent with reaching
out and filling it up as other opportunities dry up or get crossed off your
list.
HOT TIP: Your white board (from items needed, in Chapter 1)
is a great asset in keeping track of what is in the funnel and
where you stand in the interview process. As opportunities dry
up, they can be erased and new opportunities added. Think of
it as your 'job search at a glance.'
Take ActionKeeping Your Funnel Full

Keep a goal of three to ten active prospects at any given time.
Use your white board to display and track the progress of each
active job prospect.
Make sure you are always actively pursuing new opportunities no
matter how many active searches you have going on. Your current
active opportunities can come to a close quickly. In a week's time
you can find out that your three active searches have all been filled
and you can quickly find yourself with zero on the white board.
Keep your funnel full.
Look for the non-perfect opportunities too. Depending on the
current state of the economy, and your financial situation, don't
discount any reasonable opportunity. Leave the option open for a
possible interim job until you can find that perfect opportunity
sometime down the road.
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Chapter 6: Keeping the Funnel Full
C h a p t e r
Dealing With the

Emotional Ups and
Downs of a Job
Search
No matter what the prior circumstances are that
brought you to this point, a job search is an
extremely emotional endeavor. Like most
emotional experiences, the impact of a job
search can run the gamut from causing slight
anxiety to igniting full-blown panic. If you're lucky
enough to be conducting your job search while
you are still employed, the emotional impact
might be less than say the person who has unexpectedly found himself or herself at the receiving
end of a pink slip. For the people who were
caught off guard, panic is the typical response.
The unexpectedly unemployed are not only
dealing with the emotional stress of losing their
jobs, but they also have the added burden of
figuring out how they are going to pay their mortgages, make their car payments, and put food on
the table. When it comes to life's most stressful
events, job loss ranks right up there with the
death of a spouse and divorce.
When You Lose Your Job

It's important to acknowledge that everyone is
wired differently and there is no one way to
handle a job loss. Reactions and emotions may
vary greatly from person to person. However, it
65
has been my experience with clients that the loss of a job, in many
ways, mirrors the loss of a loved one (even if one did not love one's
job). The first phase is Shock: "I can't believe this is happening." The
second phase is Pain: "After I worked my a*# off for them, how can
they do this to me?" The third stage is Anger: "F*^# them!" The forth
stage is Sadness: "What now?" The fifth stage is Adjustment: "I
wonder what kind of opportunities are out there?" The sixth stage is
Reconstruction: "I've got some things in the funnel." And the last
stage is Moving On: "I'm signing my offer letter today and I start next
week."
I fully recognize that not everyone goes through every stage. Perhaps
you saw the elimination of your last position coming a mile away and,
thus, you weren't exactly shocked when you got the news. Perhaps the
first emotion you felt was anger not shock. It doesn't matter. There are
no rules on how you should feel or requirements mandating that you
experience every stage in order to come out the other side. Nevertheless, one thing is for certain and that is that you will likely feel many
emotions surrounding your job loss and the ensuing job search. It's
also important to remember that since none of us live in a vacuum, the
loss of a job can have an emotional impact on our loved ones as well.
It may add extra stress to a relationship or it may draw people closer
together. Try to be sensitive to the fact that other people around you
are feeling the emotional effects of your job loss too. If you need to,
seek out counseling or a support group. Don't let the loss of your job
be the catalyst for added stress in your personal relationships.
Remember that unemployment is only a temporary situation. It will
pass and when it does you will want to make sure your loved ones are
still there encouraging you as you take on your next, new challenge.
The Inevitable Highs and Lows

Yes, a job search comes with an emotional price tag. There is the excitement of landing a long awaited interview and the disappointment of
finding out, after making it through the interview, that they choose the
other candidate. Depending on your industry and position, you might
go through a few of these cycles or you might go through several of
them. Here are a few tips for handling the emotional job search roller
coaster:
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Chapter 7: Dealing With the Emotional Ups and Downs of a Job Search
Always keep your job funnel full (see above). Never bank on a
specific job opportunity coming through no matter how good things
look to you. You will lessen your anxiety considerably if you know
that you have other opportunities waiting in the wings if this one
falls through.
Don't burn bridges. As much as you would love to tell your ex-boss
where to goresist. Remember that whole six degrees of separation? Well in business it's more like 2 . If you've been let go, make
sure your departure is professional. The exception to this rule is if
you feel your termination is somehow unlawful. If that's the case,
see a lawyer.
Keep a schedule. This is especially true if you're in a job transition.
Schedule ample time for your job search but also make time for
recreation and exercise. You will be more productive, and better
able to gauge your success, if you keep track of your time.
Look for new ways to de-stress. A job search is stressful; there is
no getting around it. You might want to give yoga, meditation,
massage, soothing music, a hot bath, or a long walk a try as a way
to melt away some of that job search tension.
Make goals and reward yourself. If your goal is to make ten new
connections this week, and you do, treat yourself to something
nice.
Do your best to not let the stress of your job search interfere with
your personal relationships. Make time for others and remember
that a job search will end at some point but your relationships will
hopefully last a lifetime.
If you don't find these tips adequate and you're still feeling overwhelmed, you may need to seek professional help.
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Chapter 7: Dealing With the Emotional Ups and Downs of a Job Search
C h a p t e r
Evaluating the Offer
You've worked hard, done your due diligence

and made it through a grueling interview
process. You've waited patiently for what seems
to be an eternity and then the phone rings and it's
them. Not wanting to seem too anxious, you wait
for the second ring before you answer. You nonchalantly say hello and then try to contain your
excitement after they offer you the job. Congratulations, you have made it through the hard part,
but don't exhale just yet. Professional and
executive offers can sometimes be complex and
they deserve your time and attention when evaluating them. There are several things to consider
and, depending on your position and the complexity of your offer, it may be a good idea to
consult a lawyer specializing in employment law.
Having a lawyer could also give you the benefit
of added stress relief. An attorney can review
any employment agreements and explain any
legal ramifications of the provisions contained
therein. This is especially important if your
proposed employment contract contains a
"non-compete" provision. Non-compete provisions may bar you from taking a similar position
for a certain period of time should you leave the
offered position. Thus, careful review and understanding of all provisions is necessary. I have
worked with countless professionals who have
69
been bound by non-compete contracts. In some industries, they are

extremely common and matter of course. I have also noticed that over
the years non-compete contracts have become tighter and more restricting for the employee. You may not be able to get around having
to sign one, but I have seen instances where companies were willing
to throw out a line or two. In any case, make sure you understand what
you are signing and how it will impact any future job searches.
HOT TIP: We have all heard the saying, "The devil's in the
details." Make sure you have a clear understanding of what
they are offering you and what they expect from you in the way
of job responsibilities and performance. Have a clear
understanding of your compensation package, including salary,
bonus, and commissions. If you need assistance in this
endeavor, consult an attorney.
Take ActionThings to Consider when

Evaluating the Offer
In the very beginning of your search, you created targeted positions. Is this offer within the scope of one of your targeted positions? If not, why isn't it?
Is the position a good match with your previously determined motivational skills, career values, motivational interest, personality
type, and long/short range goals?
Do your skills match the skills necessary to perform this job well?
If you are lacking any needed skills, how will you learn/acquire
them?
Are the working conditions conducive to you and your personal
life? Look at things such as travel, entertaining, time at the office,
possible weekend commitments.
Is there a progression for your career beyond this position and will
the position serve as a stepping stone for your long term career
goals?
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Chapter 8: Evaluating the Offer
What is the forecasted outlook for the goods or services provided

by this company? What does the company have in its R&D
pipeline? Is the company financially strong? Companies with weak
financials, outdated products and services, or a weak R&D department, may consider layoffs in their future. Many companies reward
seniority and follow the rule of "last in, first out" when laying off or
letting go employees.
What is the benefit package like? Make sure to consider things like
stock options, company ownership, medical, dental, vision, 401K,
etc. These can add thousands, if not hundreds of thousands, to
any job offer.
Did they show you the money? Carefully evaluate the whole
monetary package. How does the compensation package stack up
with other similar positions in your industry? If you're not sure, you
may want to do some research online. If you can't get the information on your own, there are companies that will, for a fee, compare
compensations for you and chart how yours stacks up against
industry or sector norms.
Make sure the terms and rates for all salary, bonuses, commissions, company ownership, stock options, etc. are spelled out
clearly. When trying to determine the value of factors that may fluctuate, don't make assumptions. Evaluate their potential value using
a worst-case scenario, a most likely scenario and a best-case
scenario. Don't make the mistake of taking a job on the assumption
that you will be earning at the top end of their commission range.
Make sure you understand any risks associated with stock options
and commissions. Although these parts of your compensation
package may end up adding greatly to your bottom line, it's also
possible they will end up being worthless.
If there is a non-compete provision associated with the position,
can you negotiate that it be waived? At the time of a job offer,
signing a non-compete may not seem to be an important issue.However, if you do decide to leave, or are let go, it may
suddenly be one big obstacle to securing a new position. On the
flip side, are you presently bound by a non-compete and will this
position infringe on that? Again, if this is part of your offer, consult
an attorney who specializes in this area to advise you on your
options.
71
Whom will you be reporting to and do you feel that you can have a
reasonably good working relationship with this person?
What is the corporate climate like? Is it intense, high pressure, laid
back, supportive, or adversarial? You may only get a glimpse of
this during your interviewing process but be on guard for work environments that don't mesh with your temperament.
If you are relocating for this position, will the company pay relocation expenses and if so how much? Along with relocation
expenses, do they have a house buy-out plan? If the company has
agreed to buy your home, make sure you have everything spelled
out as to the amount they agree to purchase it for.
Will this position include a company car or car allowance? At the
very least, can you write off mileage? This can make a difference
if your new position includes a lot of road travel.
Does the position offer challenges and opportunities for you to
expand your skills and grow your experience base?
72
Chapter 8: Evaluating the Offer
C h a p t e r
Accepting the Offer
You've done your due diligence and have

decided that this is the right position for you at
this time in your career. You can now do one of
two things. You can accept the offer as
presented to you or you can negotiate specific
terms and options. If there is anything in the offer
that does not sit right with you, now is the time to
speak up. My philosophy is that you won't know
until you ask. The following is a list of possible
topics that you may want to negotiate on and
ways in which you can tactfully approach the
subject without turning off your potential new
employer. Most companies expect some back
and forth when it comes to management and
executive offers.
Make a definitive acceptance only after you have
worked out the details and you and your new
company have come to a mutual agreement.
Make sure that you have everything in writing
before giving notice to your present employer. If
you have any questions, it's best to run them
by an experienced employment law attorney
before you sign on the dotted line. By ironing
things out ahead of time, you are much more
likely to get off to a smooth start.
73
HOT TIP: No matter what you and your potential new employer
agree upon, get it in writing. This simple rule goes a long way in
preventing future misunderstandings.
Take ActionPoints for Negotiation

Salary: You can let them know how excited you are about the
position but that you feel your experience and skill set puts you
more in the $________range. Then don't say anything until they
talk first. If they seem unwilling to negotiate on salary, they may be
open to negotiating on the other benefits listed below. I believe
salary is the best place to start, due to the fact that bonuses are
usually tied to it. If you can bump up your salary, you can subsequently bump up your bonus at the same time.
Signing bonus: If a company is unwilling to up the salary, they
may be willing to consider a one-time signing bonus. I have seen
these vary from 10K to 50K and beyond. They may be paid in one
lump sum or spread out over your first year of employment.
Stock options: These can be an especially lucrative benefit to
negotiate on, especially if the company is in the start-up phase. It
is not unusual for them to give you a range and make it contingent
on the board's approval. Keep in mind however, there is no
guarantee that they will ever be worth anything and you will have
to stay at the company long enough for them to vest. On the up
side, many people have become millionaires through cashing in
stock options.
Non-compete: Not exactly cash, but asking a company to take out
certain parameters in your non-compete can have a huge impact
on later employment opportunities.
Company car: I have seen companies balk at increasing salary
only to later add a generous car allowance instead.
Relocation expenses/house buyout program: In a down
real estate market, this could be big. I know of companies that have
covered an employee's lost real estate equity up into the hundreds
of thousands. Buyout plans can definitely sweeten a deal.
74
Chapter 9: Accepting the Offer
Territory: They may be willing to readjust your territory more to

your liking, making it bigger, smaller, inclusive of lucrative
accounts, closer to home, etc.
Travel: Most companies routinely cover the travel expenses of
their employees. However, you could negotiate things like time on
the road, upgraded hotels, and keeping all travel points.
Severance Package: These are not as easy to negotiate as they
once were. Nevertheless, asking for a year's severance and having
the company come back with six months is still a large chunk of
change. You can also include things like having your benefits
continue for a specific amount of time after employment is severed
too.
Vacation: Most people have some kind of vacation get-away
planned within the following year. Best to ask for the time off now
and not wait until you're weeks away from the vacation to spring it
on them. I have never seen a company turn down this request,
assuming it doesn't infringe upon an important meeting.
Company office vs. home office: If your company is expecting
you to be in an office five days a week, you may be able to
negotiate working from home one day or one afternoon a week.
Flexible Hours: With the number of dual working households,
flexible hours can be a real perk, even if it's not a monetary one.
You can ask to start later, end earlier or to just have flexibility when
deciding on weekly work hours. Some companies are more
receptive than others when it comes to flexibility.
Reimbursable expenses: You may be able to get a non-typical
expense covered, such as a cell phone or car service to and from
the airport.
Benefits: These may be the hardest to throw in the mix since the
company theoretically doesn't have control over them. One
possible idea would be to have the company pay your premiums
for the first year of employment.
75
76
Chapter 9: Accepting the Offer
C h a p t e r
10
The First Ninety

Days
As I said before, you have one chance to make a

good first impression and now's the time to make
sure that you use the opportunity wisely. Of
course, there are obvious ways of making a good
impression like being punctual, prepared, and
knowledgeable about your field and company
policies and procedures. And, don't discount the
importance of having an enthusiastic attitude.
Studies show that employees with positive, enthusiastic attitudes are promoted before their
less enthusiastic but equally skilled colleagues.
Your aim should be to exceed expectations right
off the bat. For most successful people
exceeding expectations is not an accident, it is
the result of a well thought out and written out
plan. If you're one of those people who makes
the effort to come up with a plan but does not see
the need to write it down, you may want to think
again. Studies have also shown a dramatic difference between the success rates of those who
write down their goals and those who do not.
Consequently, I recommend that you start your
first ninety days with a written plan. What should
that plan contain? After all, at this point, you presumably know very little about the company.
What type of plan should you have? The points
77
below are things that you may want to consider when working on your
first ninety days plan. You may also want to check online for books
written specifically on creating first ninety-day plans.
Remember, many lasting reputations are made in the immediate days
following a new hire. Once a perception is created about someone, it
can be very difficult to change. To ensure that you create a positive
perception, take time to observe what is going on and learn as much
as you can about the current company culture. Every company has its
own company culture and every person has a unique way of contributing and communicating within a company culture. Learn the best ways
to communicate with the styles of those that you will work most closely
with. Ninety percent of business is being able to communicate clearly,
concisely, and effectively. You may have the best idea in the world but,
if you cannot clearly, concisely, and effectively communicate that idea,
it is unlikely to go anywhereand neither will your career.
Take ActionThe Ten Best Ways to Make

a Good First Impression
Be early.
Come prepared. Preferable with your ninety-day plan in hand!
Dress according to company dress code.
Have a firm handshake, make eye contact, and smile.
Remember names.
Listen, listen, and listen.
Ask questions; show them that you're eager to learn.
Before leaving a room, address people by name and let them know
you're looking forward to working with them.
Find a common interest with new colleagues and superiors.
Maintain a professional presence at all times.
78
Chapter 10: The First Ninety Days
Take ActionYour First Ninety Days Plan

Identify your priorities.
Create goals around your priorities and set firm deadlines in which
to meet those goals.
Begin forging strategic relationships with colleagues.
Look for new and innovative ways to improve the department/company.
Test some of your new ideas on a superior or colleague and see
what kind of reaction you receive.
Add constructive comments at meetings.
Study up on company activities, projections, goals, and strategies
(read the company prospectus).
Analyze company culture and look for ways to "fit in."
Identify colleagues' communication styles and learn the best ways
to communicate with them.
Create clear lines of communication with your superiors.
Ask for feedback on your progress and make sure you're
exceeding expectations. If you're not, find out why and correct
course immediately.
HOT TIP: It can't be overemphasized how important the period
immediately following a new hire is. This is when opinions are
formed about you and your abilities. Whether the opinions
being formed end up being right or wrong, they may be very
hard to change. Therefore, when you start a new position it is
crucial that you have done everything possible to be prepared,
organized, and ready to go.
79
80
Chapter 10: The First Ninety Days
C h a p t e r
11
The Golden Rules

for Job Search
Success
In the case of job search success, there are
actually two Golden Rules. Success with the first
Golden Rule will often ensure your success with
the second Golden Rule. The first rule holds true
even if you're not looking for a new job, and let's
face it, everyone is always looking. You're either
actively looking or passively looking. Even if you
were tremendously happy in your present
position and someone called to tell you about
another great opportunity, you'd listen, right?
That's what I refer to as passively lookingbeing
open to other possibilities. It's not that you're not
loyal to your present company but businesses,
the economy, and your personal situation are
always changing. It's best to always know where
the opportunities are, even if you're not interested in pursuing them at the present time.
That brings me to the first Golden Rule: never
miss an opportunity to make valuable contacts
and add people to your network. Most people
consider networking something you do when
you're in transition (translationout of a job).
The really savvy individual, especially at the
executive level, networks at all timesat
business meetings, conferences, neighborhood
gatherings, or the local phone store. Yes, the
local phone store. I recently worked with a client
81
who, while buying a new cell phone, struck up a conversation with the
store manager. Knowing a family member who was graduating from
college and looking for a job, he asked the manager if the company had
a management training program for recent college graduates. They
did, and the store manager gave my client his business card to pass on
to his family member. Well one thing led to another and his family
member ended up with a job offer from this Fortune 500 company's
management training program. That's the power of networking. As in
this case, it may not even be you who got the contact information.
However, the more quality contacts you have in your network, the more
likely someone is going to mention your name when hearing about a
position for which you would be qualified. Imagine thathaving your
next position come to you without the hassle of conducting a job
search!
For clarity's sake, when I say networking I'm not implying that you're
constantly hitting people up for jobs or job leads. What I'm referring to
is a constant flow of pertinent information. For example, who's working
where, in what department, in what position, etc.? It doesn't mean that
your conversations have to be contrived, fake, insincere, or solely for
the purpose of extracting information. Quite the contrary. Take a
sincere interest in people. Life is a two-way street. When the chips are
down, and at some point in your career I guarantee you the chips will
be down, you'll be ready with a rich network of contacts, people who
you have already created a relationship with. As a professional job
seeker, the people in your network are the people most likely to lead
you to your next position. If you take away one thing from this book
about how to conduct a successful job search, make it a commitment
to network and stay connected.
Having a rich network of contacts is the first Golden Rule and this rule
is especially important for professional and executive level talent. A
great contact may be able to recommend you for a job and even get
you an interview with the President of the company, but the one thing
he/she can't do is interview for you.
My second Golden Rule pertains to the interview process. Many job
seekers make a common mistake, one that is easily avoidable. When
preparing for an interview, ask yourself one very important question,
"How can I solve this prospective employer's problems?" Once you
have the answer, make sure that this answer is what drives your
82
Chapter 11: The Golden Rules for Job Search Success
response to the interview questions. To put it another way, avoid telling

your interviewer what you want them to know. Instead, communicate
how you are going to solve their problems. It's so tempting to tell your
interviewer all about the great things you've done and your many
career accomplishments. The reality is that they could probably care
less about half of it. Remember, you only have a limited amount of time
to get across the critical point that you, out of all the other highly credentialed and highly qualified candidates, are the one that understands
their needs and can solve their problems best. Become an expert in
their business, their products, and the challenges that they are
currently facing. Show, above anything else, that with your skills and
experience, you can fill the needs that the company currently faces.
You see, in an interview it's really all about them not you!
83
84
Chapter 11: The Golden Rules for Job Search Success
Afterword
A Final Thought
Most professionals working today understand
that a job search has progressed way beyond the
Sunday classifieds. In order to be successful in
today's job search market, the professional
candidate must posses business savvy and have
a cutting-edge understanding of how all the
integral parts of a job search work. A
professional skill that must be developed,
maintained, and constantly refined to keep up
with trends and technology.
Understandably, conducting a job search is often
ranked right up there next to root canal on the list
of enjoyable pastimes. A job search can be
difficult, time consuming, tedious, frustrating,
and emotional. However, if you take anything
away from this book, let it be that your career
path and its ultimate destiny are in your hands. If
you're not satisfied with where you are
professionally it's time to turn over a new leaf.
Understand that anytime we embark on a new
adventure there is always apprehension. Our
apprehension is part of our human nature to fear
the unknown. Nevertheless, don't let your fear
keep you from enhancing your life and your
career. Make the first step in your journey and
begin the search for a career that will bring you
not only personal satisfaction, but also
professional fulfillment. You have been given the
tools you need and if you follow my directions,
you're more than ready. Now take the challenge
and begin your journey to a successful and
rewarding career.
85
86
Afterword
Appendix
Motivational Skills
List
Use this list to help you define what skills you

actually enjoy using. Chances are, if you enjoy
using the skills needed to do your job, you will do
your job well. Conversely, if you don't enjoy using
the skills needed to do your job then you will be
much less motivated to do your job effectively.
This list will serve as an important resource to
refer back to when considering specific
positions. When you find a position that you are
interested in, compare the skills that the position
will require with the skills on your list. Do they
match the skills on your Motivational Skills List?
If they do, this is one indication that you are on
the right track. If the skills on your list do not
match the skills needed to perform the position,
ask yourself "why" and give careful consideration
in proceeding forward.
This is only a partial list of motivational skills; add
your own as necessary. For further information
regarding Motivational Skills, see the Resource
List.
87
Influence Change
Implement Ideas
Mentor/Protg
Analyze
Team Work
Assess Issues
Investigate
Manage
Create Change
Strategize
Evaluate
Create Innovation
Generate Ideas
Motivate
Computer/
Technology
Negotiate
Direct
Organize
Selling
Decision Making
Leadership
Gathering
Information
Public Speaking
Working With
Numbers
Collect Data
Counsel
Observe
Plan
Persuade
Arbitrate
Brainstorm
Project
Management
Train
Broker
Advise
Coach
Talent Management
Delegate
Budget
Design
Making Decisions
Develop People
Write
Innovate
Forecast
Promote
Teach
Execute
88
Appendix A: Motivational Skills List
Appendix
Career Values List
A Career Values List is a list of characteristics

that you value in a career. When you understand
your career values, you can then tailor your job
search for a position that will possess those
values. When your job and your career values
are in accord, you are much more likely to enjoy
your work and thrive in your position. When your
job and your career values are mismatched, you
are much more likely to dislike your work and not
capitalize on your career potential. There are no
right or wrong answers. Your career values are
completely subjective and unique to who you are
and what you want from a career. To help
determine your career values, complete for
yourself this sentence, "In order to work at my
peak level, my job must involve____________."
This is only a partial list of Career Values; add
regarding Career Values see the Resource List.
89
Status
Opportunity
Challenge
Power
Creativity
Independence
Autonomy
Competition
Recognition
Cutting-Edge
Leadership
Motivation
Meaning
Helping Others
Harmony
Acquiring
Knowledge
Vision
Innovation
Strategizing
Planning
Purpose
Freedom
Adventure
Family Balance
Environmentally
Friendly
Growth
Self Satisfaction
Winning
High-Achievement
Fun
Courage
Compensation
Influence
Camaraderie
Advancement
High-Potential
Joy
Value
Fulfillment
Security
Possibilities
Supportive
Environment
Integrity
Logic
Compassion
Inspiration
Structure
Communication
90
Appendix B: Career Values List
Appendix
Career Interest List
Somewhat self explanatory, this list will be

comprised of careers that you have an interest
in. Don't count out a career just because you feel
you don't have the talent, skills, or education to
presently perform that career. You can analyze
later if continuing education and/or switching
fields is worth the effort. Once you have created
your list of Career Interest, see if there is a
common thread between the different careers.
Are they all in the financial sector? Do they all
involve management of people? Did the careers
you pick coincide with your skills and values?
Your Career Interest List, along with your Skills
and Values Lists, will be helpful in narrowing your
job search and creating targeted positions.
This is only a partial list of Career Interests; add
regarding Career Interests see the Resource
List.
91
Account Mgr.
Attorney
Economist
V.P.
CEO
General Mgr.
Public Policy
Director
Director of Sales
CFO
Financial
Management
Consultant
Asset Mgr.
Director of
Operations
Sales Executive
Executive V.P.
Controller
Chief Scientist
Director of Product
Management
Director of
Marketing
Quality Assurance
Mgr.
P.R. Mgr.
Accountant
Architect
Marketing Mgr.
Brand Mgr.
Business
Economist
Entrepreneur
Economist
Financial
Advisor/Mgr.
Government
Official
Company President
Insurance Broker
Editor
Lead Systems
Analyst
Professor
Recruiter
Reporter
Public Relations
Executive
Physician
Writer
Engineering Mgr.
MIS Mgr.
Judge
Political Scientist
Purchasing Mgr.
Research Director
Engineer
Systems Mgr.
Personnel Mgr.
Commodities
Trader
Pilot
92
Appendix C: Career Interest List
Appendix
Professional Career
and Job Search
Resources
Career and Industry Information
CEO Express: http://www.ceoexpress.com
Don't let the name fool you; this is an amazing
portal for any professional-CEO or otherwise. It
pares down the vast amounts of resources and
information found on the web into easy-to-use
categories. If you conduct company research
you will especially like the Statistics and
Company Research sections, both located in
the Business Area Box.
Career Journal:
http://www.careerjournal.com
One of my personal favorites. It has an array of
current articles, blogs and how to guides on
everything from career strategies, management,
who's news and conducting a successful job
search.
AnnualReports.com:
http://www.annualreports.com
Offers instant access to thousands of corporate
annual reports. A great way to familiarize
yourself with company information and
executive-level management.
93
Salary.com: http://www.salary.com
This site offers salary analysis through their salary wizard. You enter a
job title and zip code and they produce a salary range for that job. You
can get more specific by including things such as education and
company size. For more in depth information you can order a personal
salary report for a fee.
Glassdoor: http://www.glassdoor.com
A site offering information on company salaries, with reviews and
interviews posted by anonymous employees.
Weddle's: http://www.weddles.com
A site that provides various resources for employment, personal
development and career development. One of my favorite resources is
their listing of professional associations and societies. These are great
organizations to become involved in, and many offer job boards and
online job search resources.
LinkedIn: http://www.linkedin.com
Not only a great site to network, join professional organizations or post
career information, but also a great site to do stealth research on who's
who. If you don't want someone to see that you've viewed their profile,
make sure you set your settings appropriately.
ZoomInfo: http://www.zoominfo.com/search
A search engine focusing on people, companies and opportunities. It
collects data from other online sources and compiles it into a people or
company search format. It also has a section for job seekers where you
can post your information in the hope of being spotted by a recruiter or
HR professional running a search.
Career Trainer: http://www.CareerTrainer.com
For more in-depth exploration of motivational skills, career values and
career interest, I recommend Dick Knowdells card sort tools to further
investigate these vital topics.
Occupational Outlook Handbook:
http://stats.bls.gov/home.htm
Profiles almost all types of occupations, giving you detailed
descriptions on work requirements, benefits and outlook for the future.
94
Appendix D: Professional Career and Job Search Resources
Professional Job Search Web Sites

TheLadders: http://www.theladders.com
For a fee, this website will offer you access to only six-figure jobs. You
can search by job title and location. You can also request email alerts
when jobs matching your criteria are posted.
6 Figure Jobs: http://www.6figurejobs.com
Another job search site tailored to executives and senior-level
professionals looking for six-figure jobs.
ExecuNet: http://www.execunet.com
A private membership site catering to chief and senior-level executives
looking for six-figure salaries.
Netshare: http://www.netshare.com
Confidential, members only, job board developed for executives
looking for $100,000 plus jobs.
The three big boards listed below are worth looking at, but are not
specific to the professional job seeker.
Monster: http://www.monster.com
Yahoo! Hot Jobs: http://www.hotjobs.yahoo.com
Career Builder: http://www.careerbuilder.com
95
96
Appendix D: Professional Career and Job Search Resources
A u t h o r
About the Author
Joanie Natalizio, President of Defero Business

Coaching and Seminars, has over fifteen years
of combined experience in both business and
executive coaching, and has worked at some of
this country's top Fortune 500 corporations.
Along with her corporate experience, Ms.
Natalizio holds a Masters degree in Counseling,
and is an accredited Job and Career Transition
Coach and a Certified Myers-Briggs Type
Indicator Practitioner. She also serves as an
Adjunct Professor at Anoka Ramsey Community
College teaching Career Development courses.
97
Her specialty seminars including employee training and development,

change management and one-on-one executive coaching make
Joanie Natalizio one of the Twin Cities' most respected business
advisors in the areas of professional executive development.
98
Author
B o o k s
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Warning and Disclaimer

A Message from Happy About

Foreword by Richard Knowdell. . . . . . . . . . . . . . . . . . 1

About This Book . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Understanding What a Job Search Is

Determining the Best Career Path . . . . . . . 11

Focusing Your Job Search . . . . . . . . . . . . . 23

Planning and Strategizing . . . . . . . . . . . . . . 29

Fast Track Guide to a Professional Job Search

Executing Your Job Search and Avoiding

Keeping the Funnel Full . . . . . . . . . . . . . . . . 63

Dealing With the Emotional Ups and

Evaluating the Offer . . . . . . . . . . . . . . . . . . . 69

Accepting the Offer . . . . . . . . . . . . . . . . . . . . 73

The First Ninety Days . . . . . . . . . . . . . . . . . . 77

The Golden Rules for Job Search

Motivational Skills List. . . . . . . . . . . . . . . . . 87

Career Values List . . . . . . . . . . . . . . . . . . . . 89

Career Interest List. . . . . . . . . . . . . . . . . . . . 91

Professional Career and Job Search

About the Author. . . . . . . . . . . . . . . . . . . . . . . . . . . . 97

Other Happy About Books . . . . . . . . . . . . . . . . . . . 99

Fast Track Guide to a Professional Job Search

Fast Track Guide to a Professional Job Search

Since some executives or professionals might

About This Book

Fast Track Guide to a Professional Job Search

Fast Track Guide to a Professional Job Search

highlight important information. I have intentionally designed this book

Chapter 1: Understanding What a Job Search Isand Is Not

Fast Track Guide to a Professional Job Search

Whatever your reason for wanting to conduct a job search, your

Chapter 1: Understanding What a Job Search Isand Is Not

Take ActionItems You Will Need to

Fast Track Guide to a Professional Job Search

HOT TIP: If you hate organizing business cards by hand, try a

Chapter 1: Understanding What a Job Search Isand Is Not

Before you begin, you must know where you are

Fast Track Guide to a Professional Job Search

these areas, you will be effortlessly whittling away at extraneous

Chapter 2: Determining the Best Career Path

Fast Track Guide to a Professional Job Search

In fact, sometimes it takes decades before they suffer the symptoms of

Chapter 2: Determining the Best Career Path

Fast Track Guide to a Professional Job Search

Personality Type/Personal Style

Chapter 2: Determining the Best Career Path

Long/Short Range Career Goals

Fast Track Guide to a Professional Job Search

Chapter 2: Determining the Best Career Path

Fast Track Guide to a Professional Job Search

Take ActionAnswer Questions

Chapter 2: Determining the Best Career Path

Personality Type/Personal Style: What is your personality type

Fast Track Guide to a Professional Job Search

Chapter 2: Determining the Best Career Path

Focusing Your Job

As I said in Chapter 2, "Before you begin, you

Fast Track Guide to a Professional Job Search