Job Search Strategies by Challenger, Gray, and Christmas

Job Search Strategies
Your coaching session support guide
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Introduction
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Job search is a difficult time for those in the midst of it. Conducting an effective job search
is not easy. It requires hard work, commitment and dedication.
It also requires strategy and a willingness to reconsider conventional wisdom regarding

how to find a job. While conventional wisdom gives advice regarding networking, using
the Internet, resumes, cover letters, etc., following some of that advice might actually
result in longer job searches with discouraging results along the way.
Challenger, Gray & Christmas has been challenging conventional wisdom and teaching
effective job search strategies for well over 50 years. Our concepts are tried and proven
and clients who institute our principles into their search typically are rewarded with much
shorter search time. An additional benefit is that an extremely high percentage of clients
using our strategy find jobs that are equal to or better than their previous position, based
on their own testimony.
This Coaching Session Support Guide has been provided to you during the first phase of
your program with your Job Search Coach. Among many other tools you are receiving
and will receive along the way, this Guide is to be used as a supplement for the coaching
session you have attended. We are pleased to welcome you to the Challenger, Gray &
Christmas program.
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Job Search Strategies: Your Coaching Session Support Guide Page 1

Challenger, Gray & Christmas, ©Copyright 2014. Revised 2018
TABLE OF CONTENTS
Introduction ...............................................................................................................1
JOB SEARCH STRATEGIES: YOUR COACHING SESSION SUPPORT GUIDE .... 4
YOUR OUTPLACEMENT SERVICES AND USEFUL CONTACT INFORMATION 4
ICONS USED IN THIS GUIDE ........................................................................ 4
Chapter 1 ....................................................................................................................5
Your Image .................................................................................................................5
YOUR PERSONAL BRAND ............................................................................ 6
YOUR RESUME ............................................................................................ 6
IMAGE DURING JOB SEARCH .................................................................... 10
FACE-TO-FACE IMAGE ............................................................................... 10
Body language ....................................................................................... 10
Dress and Grooming ............................................................................. 11
Behavioral etiquette ............................................................................. 12
ONLINE PRESENCE .................................................................................... 13
PHONE ETIQUETTE .................................................................................... 14
Chapter 2 .................................................................................................................. 15
The Interview Process ............................................................................................... 15
INTERVIEW PRELIMINARIES ...................................................................... 16
THE FIRST FIVE MINUTES OF THE INTERVIEW: FIRST IMPRESSIONS ....... 18
FOUNDATIONAL INTERVIEW QUESTIONS................................................. 19
SUCCESS STORIES: BEHAVIORAL INTERVIEWING ..................................... 23
INTERVIEW FOLLOW-UP ........................................................................... 26
CORRESPONDENCE ................................................................................... 27
Chapter 3 .................................................................................................................. 31
Job Search Strategies ................................................................................................ 31
THE JOB MARKET ...................................................................................... 32
NETWORKING STRATEGIES ....................................................................... 32
YOUR JOB SEARCH AND NETWORKING TOOLS ........................................ 33
YOUR LIST OF INFLUENTIAL PEOPLE ..................................................... 33
YOUR LIST OF TARGET COMPANIES ...................................................... 34
THE ELEVATOR SPEECH ......................................................................... 35
THE HANDBILL ....................................................................................... 36

Challenger, Gray & Christmas, ©Copyright 2014 – Revised 2018
LETTERS OF RECOMMENDATION AND ONLINE RECOMMENDATIONS/
ENDORSEMENTS ....................................................................................... 38
THE DIRECT APPROACH ............................................................................ 39
LINKEDIN AND OTHER SOCIAL/PROFESSIONAL MEDIA TOOLS ................ 43
Chapter 4 .................................................................................................................. 47
Job Offer Negotiation................................................................................................ 47
THE JOB OFFER .......................................................................................... 48
ORGANIZATIONAL CONSIDERATIONS ....................................................... 50
YOUR VALUE SYSTEM................................................................................ 51
NEGOTIATION OF THE OFFER LETTER ....................................................... 54
Chapter 5 .................................................................................................................. 56
Finances and Job Search ............................................................................................ 56
YOUR FINANCES DURING JOB SEARCH ..................................................... 57
INCOME AND EXPENSES ........................................................................... 57
CREDIT CARDS ........................................................................................... 58
SAVINGS .................................................................................................... 59
Chapter 6 .................................................................................................................. 60
Technology during Transition .................................................................................... 60
CHALLENGER ESSENTIALS: YOUR JOB SEARCH PORTAL ........................... 61
CHALLENGER ESSENTIALS HIGHLIGHTS .................................................... 62
BENEFITS OF TECHNOLOGY ...................................................................... 63
SITES AND APPS THAT SUPPORT YOUR TRANSITION ............................... 64

JOB SEARCH STRATEGIES: YOUR COACHING SESSION SUPPORT GUIDE
This Coaching Session Support Guide is designed as a supplement to the coaching you will
have already received in the Phase 1 portion of your Outplacement program.
It consists of six chapters, which highlight many of the main concepts and strategies
already covered by your Phase 1 Coach.
Use this Guide as a resource during your job search and as a reminder of some of
Challenger’s tried and proven principles for conducting an effective job search.
YOUR OUTPLACEMENT SERVICES AND USEFUL CONTACT INFORMATION

This Guide is not the only tool available to you as you start the Phase II part of your
Outplacement program. During the Phase I session, your Coach provided his/her contact
information and introduced the Phase II part of the program. This included providing you
with information about your Coach as well as the duration of your program. The Phase I
and Phase II services are there for you, as is this Guide, to support you and lead you
through the intricacies that you may find along the way of your job search.
Additional assistance can be found by calling or emailing our Client Services Desk. A Coach
is there to help you answer on-the-spot questions, clarify a concept, prepare you for a
sudden phone interview you are about to have, etc.
Client Services Desk: (M-F 9:00 am-5:00 pm) 1-312-422-5154
Email: clientservicesdesk@challengergray.com
ICONS USED IN THIS GUIDE

As you read through this Guide, you will see three different icons used in various sections.
These icons are designed to call your attention to specific pieces of information that will
be beneficial in your job search efforts. Here are the icons with a brief descriptor of what
the mean.
When you see this icon, you know you are looking at a helpful and
practical tip to be used in your job search. These tips will convey
information that will set you apart from your competition in the job
search market.
The text next to this icon contains important additional information,

thoughts, or ideas on a particular subject. These notes are usually
things we don’t always think about but should.
The job search process is full of information, anecdotes, surprises,

but mostly, the unexpected. In the midst of so many things to
remember, this icon will point out those little things that are critical
for you to remember during job search.

Chapter 1
Your Image
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In this chapter:
 Your Personal Brand

 Your Resume
 Image during job search
 Face-to-face image
o Body language
o Dress and grooming
o Behavioral etiquette
 Online presence
 Phone etiquette
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YOUR PERSONAL BRAND
One of the first elements that need to be defined when starting and engaging in the job
search is your personal brand. Personal branding is an ongoing process of marketing
yourself to others in rich, interactive ways. Branding yourself is the process of conveying
internal attributes to others. Therefore, like most components of the job search process,
start by looking inward. A coherent, explicit understanding of your career goals as well as
your strengths, passions, and specialties is your best tool in developing a personal brand.
To find the right brand for you, you need to focus on what makes you unique.
The successful job search campaign occurs when you are able to show how your personal
brand, skills, values, personality, and experience accommodate and fit the needs of others.
How to develop a Personal Brand
 Write 10 specific attributes of current brands that you like (for example, innovation from
Oracle, or customer service from Apple, etc.).
 Write 10 specific attributes of people you admire (compassion, leadership, commitment,
etc.).
 Write 10 values that you have and cherish (respect, creativity, hard work, etc.).
 Circle all commonalities found from the attributes you admire in brands, people, and
yourself. These traits that come up repeatedly could help you define your personal brand
values.
Use your personal brand statement both orally and in written form.
Orally, during any networking event you attend, as well as in writing,
when developing your professional profile on any social or
professional online website (such as Facebook or LinkedIn) that you
may use as part of your job search strategy. Remember that your
personal branding has a lot to do with others' needs and how your
skills, values, personality, and experience fit those needs.
YOUR RESUME
The resume is a piece of marketing material that may get you in a door when there is no
better way. Generally, it is written for a professional interviewer, who is actually going to
be reading your resume. His/her goal is to eliminate all candidates but a few. Ultimately,
one of this select few will be offered the position.
Your goal is to stand out from the competition and get past the professional screening
process until you get to sit face-to-face in front of the hiring manager.
The resume is written for the ease of the reader. It should also allow the employer to easily

understand your background, skill set, and professional qualifications.
Editing your resume: Format
Length: The length of a resume is not an issue as long as all of the content is enticing. It
could be one, two, or even three pages. Most of your resume should concentrate on your
work experience in the last five to ten years, although your entire work history should be
provided.
Aesthetics: The "look" of the resume is important. If it does not invite the reader’s eye,
you will not be considered. Consequently, we place a lot of emphasis on indented
paragraphing, wide margins, spacing, bullets, underlining, italics, boldface print, and short
paragraphs. Paragraphs over six lines dull reader interest; a page with only one margin
could create an overwhelming feeling of too much text. You attract attention with titles or
captions, hoping that one or two paragraphs, if not more, will catch the interest of the
interviewer sufficiently enough to arrange an interview, even though he or she may not
read the entire presentation.
Word Usage: Use your own words whenever possible. If you use a phrase a certain way,
try to retain this flavor in the resume. Do not write a resume that will look mass-produced
by a professional resume writer. We want it to reflect you and your views, your feelings,
and your mode of presentation.
Editing your resume: Content

Resumes can be written in hundreds of different styles. There is no
correct or incorrect way to write a resume. The commonality about
good resumes is that they should be written to present a candidate
well, so that he/she is interviewed.
Personal Information
Your name: In order to distinguish yourself from another person who might have your
same name, suffixes, such as Jr., Sr., III, can be appropriate. Otherwise, you can use your
middle initial or full middle name. Professionally related titles, such as CPA, MD, etc., are
also acceptable and appropriate.
Your name usage should be the same throughout all of your
professional branding documents (letters of recommendation,
endorsements, thank-you and cover letters), as well as all
social/professional media tools, such as LinkedIn.
Address/contact information: If you feel comfortable, include a physical address on your

resume instead of a P.O. Box, which could be perceived as transient or unstable.
Additionally, include an email address, cell phone number, and LinkedIn URL. Ensure the
wording that forms your email address is “professional” and/or “serious” and does not have
a funny, inappropriate, or negative connotation.

Summary or Value Offer Statement: Do not use an Objective on your resume, which places
primary focus on what you want or need from an employer. Instead, create a Summary or
Value Offer Statement. This is included at the top of your resume and should be a snapshot
or sound-bite that gives the reader a quick and accurate understanding of you and what
you could do for an employer. When referring to a span of experience, use words such as
“extensive,” “significant,” “wide ranging,” “broad,” “broad-based,” or “strong,” rather than
a specific number of years in the opening statement. Using a specific number of years could
eliminate you from consideration.
Key Words: Your resume could be scanned by computer software, therefore you should
use key words throughout your resume, such as Kaizen, Lean manufacturing, supply chain
management, recruiting, compensation, advertising, key accounts, forecasting, disaster
recovery, failure analysis, or any specific terms that apply to your field and the position in
which you are interested. Key words are your soft, hard, and/or transferable skills.
Hard Skills: Hard skills are those which can be developed through specialized training in a
defined subject matter. These skills are often quantifiable and easy to observe. Often, hard
skills are technically and/or procedurally oriented in that they are the procedural
components necessary to carry out a job function. Hard skills are specific, teachable, and
based in facts. Examples of hard skills include:
Risk Assessment Audit Drafting GAAS Proficiency
EEOC HRIS Internet Recruitment
Electronic Procurement Supply Chain Data Query
FHA Loans and Mortgages Underwriting
Cash flow Analysis Expatriate Management Speaks Chinese
Soft Skills: Soft skills are more subjective than hard skills, and therefore are usually more
difficult to measure. Unlike hard skills, soft skills cannot always be taught, as they are often
ingrained with one’s personal attributes and character. Soft skills complement the hard
skills that are necessary to carry out a job function. Generally, they dictate the behavioral
aspects of how one relates to others or approaches a situation. Examples of soft skills
include:
Problem Solving Planning and Organization Judgment
People Management Project Management Negotiation
Cultural Awareness Persuasion Critical Thinking
Time Management Organizational Skills
Transferable Skills: Transferable skills are those innate or learned skills that are carried
from one employer or job and applied in another one. They can be both hard and soft skills.

Professional Experience: Your resume should focus on and highlight the past five to ten
years of your experience and concentrate on your most recent position, even if your most
recent tenure was of short duration. The employer’s greatest concern is what you have
accomplished most recently.
Your complete work record must be stated: the Company, City and State, Position, and
Years. When illustrating several positions with the same company, do not repeat the name
of company for every position.
 Responsibilities: Write a paragraph in past tense to describe responsibilities.
Paragraphs should not exceed six lines. If more information is needed, break it into two
paragraphs. Use strong action words to begin sentences, such as: Created, Developed,
Directed, Executed, Generated, Initiated, Led, Maintained, Planned, Prepared,
Presented, Provided, Managed. DO NOT BEGIN WITH: “Assisted,” “Responsible for,” or
“Worked on.” These statements tend to minimize your contribution.
 Accomplishments: Use bullets to share successes that accentuate your strong qualities,
skills, and abilities. Remember, your resume gets you invited into an office. Unless it
leaps out at the reader by stating, "Read me! I'm excellent!" you will sit at home longer.
 Use numerals instead of words (10,000 for “ten thousand” or 1,000,000 for “one
million”), as zeroes will be more likely to catch the reader’s attention.
After ten years prior, your work history can be highlighted only in
paragraph form. Recruiters or interviewers will most likely
concentrate on the last ten years of your work experience.
Never write the reason for leaving past jobs on your resume.
Education: Unless you are just out of school or in a very scientific or academic field,
education is best placed at the end of the resume.
Personal Section: Avoid appearing excessively involved in extra-curricular activities, and
avoid mentioning potentially dangerous hobbies. If you want to include a personal section
on your resume, list positive/productive hobbies, volunteer work, and/or altruistic
activities.
Do not offer your resume to the interviewer before the interview.
Otherwise, he/she may spend valuable interview time reading the
resume instead of listening to you. Of course, if he/she asks for your
resume, you certainly should provide it.
During an interview, do not refer to the resume verbatim; instead,
expand on the resume, and if possible, use more details or new
examples of accomplishments that may not be included on the
resume.

IMAGE DURING JOB SEARCH
During job search, an interviewer could find five or six people with similar professional
experience and skills as yours. If your skills are not the main differentiator between you
and other applicants, the manner in which you conduct yourself could give you the
advantage over your competitors in the job market. In order to have this advantage, you
must create a problem-free professional image. The entire process of getting a job is one
of image building or packaging.
A problem-free image is made up of four statements.

 I AM A PROFESSIONAL
 I HAVE NO PROBLEMS
 I CREATE NO PROBLEMS
 I WILL SOLVE ALL OF YOUR PROBLEMS
This professional, problem-free image is not to be stated, but rather conveyed through your
interview responses and actions during the job search process. Ultimately, the interviewer
will hire the person who conveys this image/message the best.
You will want to personalize this problem-free image by being

yourself (authentic), and by being prepared when in front of an
interviewer. Focus on the rapport you are developing with that
person. This rapport could, in turn, create a bond of trust with the
person and foster likeability. If you cultivate likeability with your
interviewer, chances are you will be moving forward in the interview
process.
FACE-TO-FACE IMAGE
Body language
Non-verbal communication or body language is very important. How a person acts,
behaves, or poses could create a larger impact on those around them than what he/she
says. Do not do things or act in a way that distracts from the interview (your sales
presentation), such as:
 Touching your face and hair, crossing your arms, poor eye contact, frowning/not smiling,
limp handshake, or fidgeting.
Instead, practice habits that give an interviewer a positive impression of you, such as:
 Resting your hands on the arms of the chair or in your lap, looking at the interviewer in the
eye, meeting the interviewer with a firm handshake, looking relaxed and comfortable, and
smiling!

Dress and Grooming
Like body language, the way you dress, or your appearance, is another key element that
may influence the interviewer’s perception of you. Appearance will certainly not be the
reason you get a job, but may be a cause of your losing one, so do not underestimate its
importance as a factor in your job search.
Pay attention to your appearance and people will pay attention to

you!
Therefore, when an interview is scheduled, research the company to understand the

business, the culture, and the company’s core competencies. Dress in a way that
responds to that culture and that promotes you. Search for pictures or images of their
leaders, and see how they approach others, present themselves, and make the company
successful.
You could ask the interviewer how you should dress for the
interview on that day (Business or Business Casual). Otherwise,
check with a secretary or administrative assistant: “I have been in
an environment where it was standard to wear ___________,
would that be appropriate at your company?”
Hair neat and properly cut or trimmed, clean, and well arranged. Be discreet with jewelry
(the rule of one), colors, and patterns in clothes. Avoid monograms and excessively
trendy clothes. Shoes shined. Clothes neatly pressed. Wear little or no fragrances, such
as aftershave, cologne, or perfume. Your interviewer(s) may have allergies or not like the
scent you wear.
If you have been unable to determine the dress code for an interview, we recommend
you dress in business attire. Suggestions are listed below:
Men:
 Well-pressed, conservative suit (color dark blue, gray, or pinstripe).
 Solid-color shirt (color white or blue).
 Conservative tie and shoes.
 Well-groomed moustaches are generally acceptable. Beards are usually not.

Women:
 Tailored clothes, such as a suit (pant or skirt), or a blazer, skirt and blouse. Conservative
length of skirt both standing and/or sitting.
 Conservative jewelry and makeup.
 Closed toe, closed heel, or heel strap shoes.
 Carry a briefcase or a purse that can double as a briefcase. Bring only one bag.
Dress in such a manner that what you are wearing does not get in
the way of what you are saying.
After your first interview, dress as much like your prospective boss as you can while still
looking like a professional. Develop mirror-like behaviors. People tend to hire self-images
and those with whom they feel most comfortable.
Behavioral etiquette
The following are some etiquette suggestions that will create credibility and likeability
between you and the interviewer:
 Take the initiative and shake hands when you meet or greet someone. Shake hands firmly
without too much strength; it’s not a contest.
 Be concerned about the interviewer, not about yourself. Keep the interviewer at ease
throughout the interview. Make your host feel comfortable around you.
 Sit down where and when the interviewer indicates, or join the interviewer and sit down if
he/she sits down. Do not stand awkwardly waiting to be given permission to be seated.
 Sit straight in the chair, no slouching. Your posture should show the interviewer you are
comfortable, neither anxious nor nervous.
 Be as natural and relaxed as possible.
 Modulate your voice while properly pronouncing all words. Do not use jargon or slang.
 Do not doodle, tap your feet, lean on the interviewer's desk, or touch their items.
 Accept any beverage they offer. You don’t have to drink it; you just want to accept their
hospitality.
Be a good and considerate guest so that the interviewer can be the

gracious, comfortable host.

Tips for women:
If a man wants to open a door for you, let him do so. However, do not stand
there and embarrass him into doing so. Just follow his lead at all times and
be aware of his body language and mannerisms.
ONLINE PRESENCE
The way you are portrayed on the web by yourself or others is your online presence. The
main difference between your face-to-face presence and your online image is that when
you are in a face-to-face situation, the way you act and your body language are critical,
while online, the content of your online presence is more critical.
It is said that more than 70% of recruiters will perform an online search of a candidate’s
name before calling them on the phone for a potential interview. Your online presence
is your online reputation, and anyone who searches your name will probably find out the
same information about you as anyone else. The best way to find out what image you
portray on the web is to open up your favorite browser and type your own name on the
search bar.
Whether you use LinkedIn, started a professional blog, or have been using Twitter for
job search, the following are tips for a compelling, strong, and professional online
image:
• Build a professional online profile, which includes your job history,

highlights your accomplishments, and describes your strengths and
what you can offer to future employers.
• Connect with others in your industry. LinkedIn's “Groups” are an
excellent place to do this. Be an active member of these groups. Start
by introducing yourself to the other members. Build your social
capital by becoming known as a source of knowledge or ideas.
• Follow companies in your field on LinkedIn and Twitter so you're
automatically notified about new hires, job openings, product
developments, and other news. Facebook has a similar feature,
“Like,” where you can follow company news and join the
conversation about industry trends.
• Help out others by answering questions and making introductions in
order to build your network.
• Do not ask your online connections for a job. Instead, nurture the
relationship first by providing insight, showing your added value, and
letting them see you are an intelligent and qualified potential
candidate.
• Link your resume to your social media accounts. This shows that you
are social media savvy, a skill valued by many employers.

PHONE ETIQUETTE
If a company is interested in you or your background, one of their recruiters, interviewers,
or hiring managers will call you via the phone. Therefore, it is critical that your telephone
be covered at all times, night or day. Many companies will merely go on to the next
qualified candidate if they are unable to reach you by telephone. If they do reach you,
remember that your image isn’t limited to face-to-face meetings. You will be creating an
image of yourself even when talking to a recruiter on the phone or interviewing with a
hiring manager on the phone.
If you list your home phone number on your resume, record the
Voicemail greeting yourself, with your voice. Job search is not the
time for funny, cute, or edgy voicemails by other family members or
children. Additionally, make sure all family members understand the
importance of proper etiquette when answering the phone. That call
could be your next job!
Tips on phone etiquette:

• Have a professional voicemail greeting recorded on all phones.
• Answer all calls; even if you don’t recognize the number, they may
be calling you for an interview.
• When on the phone, be in a quiet area so you don’t get distracted
with other people or external noises. If necessary, step out to a quiet
place.
• If you get a call and for some reason you missed it, call back right
away. Do not use text to communicate with recruiters.
• Don’t leave your cellular phone in a place where someone else may
answer it.
• Modulate your voice; be pleasant and easy to talk to.
• Don’t interrupt the interviewer.
• Don’t use jargon or slang during phone interviews.
• Smile and dress the part, even if they can’t see you.

Chapter 2
The Interview Process
……………………………………………………………………………….
In this chapter:
 Interview preliminaries
 The first five minutes of the interview: first impressions
 Foundational interview questions
 Success stories: behavioral interviewing
 Interview follow-up
 Correspondence
……………………………………………………………………………...

INTERVIEW PRELIMINARIES
Introduction
You possess outstanding qualifications. Your resume is superb. You may be able to market
yourself adeptly by letter, but such an approach is ineffective. Nobody obtains a position
without an interview, and often it is a series of interviews. In most cases, the difference
between the person who gets the job and the one who does not is the manner in which the
successful candidate handled the interview.
You must assume that the interviewer can find at least five other people who can fill their
needs as effectively as you can. Even though, objectively speaking, you may be the best
and most capable of the six, you must deal with the interviewer’s perceptions.
Time of the interview

 Let interviewers choose both time and place (for their own convenience).
 If you must choose, avoid Monday morning and Friday afternoon appointments. Employees
tend to be overwhelmed at the beginning of the week (Monday) and possibly tired by the
end of the week (Friday). Your goal is to have their full attention, so Tuesday through
Thursday should be your preferred days, if given the choice.
• Do not choose to make a morning appointment later than 11:00 a.m.

unless you are being invited for lunch.
• Do not choose to make an afternoon appointment less than 90 minutes
before the close of the normal working day.
Research
It is not necessary or possible to know everything about a company for the first interview.
However, these are the basic items you should know:
 Name and address of the company.
 How best to get there.
 Name and title of the interviewer.
 Names and titles of people one or two levels above the interviewer.
 Basic information about the company, its products, etc. Use the company’s website or any
news about the organization to perform this research.
Research the interviewer by performing an online search, where you could

find useful information about him/her. You can also use LinkedIn. If the
interviewer has a public profile on LinkedIn, you may be able to learn more
about him/her, find commonalities, and ultimately increase the likeability
factor between both of you.

The day of the interview: the interviewer’s secretary or the receptionist
The entire process of getting a job is one of image building or packaging, and the initial
impression you convey with a receptionist/secretary is also part of your professional image.
The following are some suggestions to observe when meeting with a receptionist or
secretary:
 Smile.
 Announce your presence but do not get involved further in conversation unless the other
person initiates the discussion. Do not tell any funny stories!
 Bring something to read and sit down facing (if possible) the receptionist. Do not give
him/her your back.
 Shut your phone off; do not take calls, Tweet, text, or use Facebook while on the company’s
premises.
 Do not engage in conversation with employees or other people in the waiting room.
 If there is a delay, wait with patience; do not show signs of frustration.
 If you have another appointment scheduled, keep the one you deem is more important.
Explain why you have to leave to the secretary with candor. Leave your contact information
for a potential rescheduling.
Two simple rules lead to a successful interview

 BE YOURSELF: do not play a role during the interview; it is hard to keep up with false
appearances.
 BE PREPARED: prepare answers, behaviors, language, and presence to convince the
interviewer that you are the best candidate.
Two stages of the interview process

 GET THE OFFER: continue through the interview process until you receive an offer. During
this process, introduce no problems, negatives, or personal wants until you have a firm
offer. Do not start negotiating until you have an offer.
 EVALUATE THE OFFER: once you have a valid offer you can intelligently evaluate all of the
components. Consider salary, job conditions, location, visibility, professional advancement,
company culture, and the fit between you and your next boss or board. Negotiate the offer
with the company.

Two situations of interview
 OPEN POSITION: there is an existing job opening at the organization, with a job description
determined, and a salary considered or established.
 COURTESY INTERVIEW: there is no specific job opening, and possibly not even a conscious
awareness of any need.
Courtesy interviews may require more effort on your part, but they
account for a greater percentage of obtained jobs. Odds are that your
job will come by networking and talking with people who at the time
do not know precisely what they want or, even more likely, do not
even have any realization that they need someone.
Two categories of interviewers

 PROFESSIONAL: recruiters or HR personnel who are trained, skilled interviewers. They
work from a predetermined set of specifications and will ask questions one after another.
Let them direct the interview. Reply to their questions concisely, correctly, and with
candor. Most interviewers will be pleased that they brought out all the facts needed to
learn about you.
 AMATEUR: quite often the hiring manager or the person for whom you will be working. As
such, their main job is not interviewing people. Amateurs will ask you to tell them about
yourself. Use selling points in your answers. Be action oriented and emphasize hands-on
results so they realize that you are the best possible choice.
THE FIRST FIVE MINUTES OF THE INTERVIEW: FIRST IMPRESSIONS

The first five minutes of the interview are critical in the selection process. You must be
qualified to get a job, but in the mind of the interviewer, there will always be several other
people who are just as qualified. With equal qualification levels, you will be hired because
the interviewer personally likes you best among other candidates.
How do interviewers like someone better than the rest? This is based on the level of
comfort, rapport, trust, and credibility that they have achieved and felt during the interview
process with you. Most interviewers will know whether or not they feel comfortable with
you in the first five minutes.
To maximize your chances of making a successful sale in the interview, take account of the
following:
 Know your resume thoroughly and be ready to elaborate on any point or issues contained
in it.
 Provide the interviewer what they want to “buy” within the scope of your own skills,
desires, and talents. Anticipate questions and be ready for the interviewer, who will decide
what is to be discussed during the interview.

 Do not tell the interviewer about any unfortunate things that have happened to you or to
the people with whom you have worked.
 Forget about the benefits of the position during your first interview. Do not ask about
hours, employment contracts, severance arrangements, pensions, and seniority. This is not
the time to negotiate.
Interview attitude
The first five minutes of the interview are critical and your attitude can greatly help you
move forward in the interview process. Your poise, enthusiasm, and self-confidence help
create and reinforce a sense of professionalism. Here are some tips:
 Always try to be "up" psychologically for the interview. This could be difficult, but it’s very
important for the success of the interview.
 Smile, relax, and follow the interviewer’s lead. Remember he/she is your host.
 Be yourself. Do not play a role.
 Be pleasant and easy to talk to.
 Show a definite interest in the company and also in the interviewer as an individual.
Compliment sincerely whenever possible.
FOUNDATIONAL INTERVIEW QUESTIONS

The following questions were presented to you during your face-to-face meeting or phone
session with your Coach. Please remember the session’s learning points on how to answer
these questions during an interview.
 Tell me about yourself: who are you? What is it about you that enable you to perform the
tasks and solve the problems I may have at my company?
 What do you do best? Why should I hire you? What sets you apart from all others?
 What kind of job are you looking for?
 Why did your leave your last job?
 Where do you see yourself in five years down the line?
 What are your faults? Where do you need to improve?
 What kind of money are you looking for? What are your salary expectations? Would you
take less?
 Are you open to relocation?
 Tell me about something in your career that didn’t turn out as you expected.
 Do you have any questions for me?

Open-ended questions
1) Tell me about yourself

 This question is considered the “ice breaker” (Who are you?).
 It is a conversation starter and usually takes place at the beginning of an interview. It sets
the tone of the interview.
 The answer to this question is not about your personal life or chronological work history.
 The answer to this question is about your innate skills and abilities delivered in a positive
(never negative) statement.
You have developed the answer to this question during your session with your Coach.
Your response to this question could also be adapted to the following questions you
may also be asked in an interview:
What do you do best?

Why should I hire you?
What sets you apart from all others?
Take a close look at the three key words above: “Best,” “Hire,” “Set Apart.” The
interviewer is asking you, “Why are you the one?”
2) What kind of job are you looking for?

 The answer to this question is action oriented so use verbs, verbs, verbs!
 The answer to this question is about what you could do for the organization, not about what
you want, need, or prefer. Do not talk about job conditions.
 Focus on what you can do for the company rather than what the company can do for you.
 Be realistic! This should be a role that is a logical fit for you.
This question could be asked in other ways, such as:

 “What work experience could you bring to this job?”
 “What tasks and responsibilities are you willing to take on?”
 “What tasks could you perform?”

3) Where do you see yourself 5 years from now?
 Do not reply with a title in mind, especially if that title currently belongs to your interviewer.
 Tell them what you could do for them in the future, but with increased responsibilities.
 Show commitment, loyalty, and eagerness to grow: show dedication to your career.
4) Do you have any questions for me?

 General Rule #1: don’t ask a question that is:
o Confidential
o Negative
o Too hard to answer, which may make the interviewer uncomfortable
o Concerning salary, vacation, benefits, hours, telecommuting, etc.
o Something you could have found out on your own by simple research
 General Rule # 2: ask only positive questions and learn the steps of the interview process.
Rehearse and learn the answers to these questions before you go

to an interview.
When delivering the response to an open-ended question, don’t
forget to make it fresh (each and every time you state it), be silent
(stop talking once you have given your answer) so you give the
interviewer time to think, and look comfortable, cool, and
relaxed…smile!
Elimination questions
1) What are your faults?

 Your goal is not to be eliminated by providing or sharing personal/professional weaknesses
to the interviewer.
 Your answer should be safe. That is, you are responsible for turning a negative response
into a positive reinforcement of attractive features that you bring to the table.
 Your answer can’t interfere with the requirements of the job listed on the job description.
 Provide only one weakness, so the interviewer does not get the impression you come with
problems.

2) What kind of salary are you looking for?
 The interview is NOT the same thing as an offer, so this is NOT the time to negotiate.
 Try to get the interviewer to set a price on the job, not you.
 "I would like a salary commensurate with the responsibilities of the position.” That is, tell
them to be fair.
 If asked directly what the salary was in your last position, tell them truthfully. Don’t inflate
the figure; they may check.
3) Why did you leave your last job?

 Do not personalize your answer. Never blame yourself for losing your job.
 Do not blame the organization or show any bitterness toward your ex-company or its
managers/executives.
 Do not provide a lot of details.
4) Are you open to relocation?

 Even if you know the answer to this question, stay away from a definitive yes or no answer
that could eliminate you, since it could be wrong answer from what the interviewer is
looking for. Instead, provide a simple, open-ended answer: “I will definitely consider
relocation for the right position.”
When delivering the response to a negative question, don’t forget

to Deliver in a LOW, SLOW, and UNIMPORTANT way.

SUCCESS STORIES: BEHAVIORAL INTERVIEWING
1) Tell me about something in your career that didn’t turn out as you expected
This question is part of the foundational question set and should have been discussed
with your Coach during your session. It is a behavioral question used in behavioral-based
interviewing. Behavioral interviewing is a style used by employers to learn about past
behavior or performance in particular situations.
Interviewers are looking for information on past performance so they can have a clearer
idea of how someone will perform if they hire that candidate. Past behavior is the most
accurate predictor of future performance.
Behavioral-based questions usually start with “tell me about a situation when” or “give
me an example when….”
You answer behavioral interview questions using your success stories, and
following the S.A.R or S.T.A.R. method.
SAR or STAR Method

 S.T.: Situation/Task: what happened? What was the situation you encountered or the task
you were given?
 A: Action: what did you do? What steps did you take?
 R: Results: what were the quantifiable results of your actions?

Success Stories Worksheet
SITUATION: (Short) State as briefly as possible the situation as you found it. You are not
part of the problem, so do not personalize the situation. Avoid using “I” in this statement.
ACTION: (Short) Briefly state the action you took. Use “I” when describing your actions.
RESULTS: (Long) Quantify the results. Use percentages, dollars saved, better profits,
demonstrated improvements, increased productivity, etc., with specifics and numbers.

Success Stories Worksheet
SITUATION: (Short) State as briefly as possible the situation as you found it. You are not
part of the problem, so do not personalize the situation. Avoid using “I” in this statement.
ACTION: (Short) Briefly state the action you took. Use “I” when describing your actions.
RESULTS: (Long) Quantify the results. Use percentages, dollars saved, better profits,
demonstrated improvements, increased productivity, etc., with specifics and numbers.

Tips when writing success stories:
1. Be concise, but precise. If the interviewer needs or wants more
information they will ask.
2. If you are brief, the interviewer will be inclined to ask for more than
one example, which is to your benefit!
3. Use verbs! Be action oriented when telling the story. If the story
sounds uninteresting, insert action words to give it more punch.
4. Speak highly of yourself. The accomplishment is yours, so emphasize
that on your delivery. If you don’t speak highly of your
accomplishments, another candidate may speak highly of his/hers.
5. Be enthusiastic and positive when answering. The interviewer wants
to hear that you not only have an accomplishment under your belt, but
that you also enjoyed doing it, and you will do it again, many, many,
times.
6. Remember when writing answers to behavioral questions:
• You are never part of the problem; you are part of the solution.
• When describing the action you took, avoid using the term “we.”
Use “I” instead to increase the impact.
• Pause and wait after you finish. Give the interviewer time to think
and take notes.
INTERVIEW FOLLOW-UP
Seldom will an offer be made during or right after a first interview. Therefore, your system
of follow-up becomes extremely important for securing additional interviews, for
maintaining contact after interviews, and for obtaining additional contacts and leads.
 After each interview, maintain a record of that meeting and subsequent conversations.
Develop a "tracking system" to ensure that none of your contacts, conversations, or
thoughts may get lost. Ensure correct spelling of names of people with whom you met.
 Call or send a thank-you letter to each interviewer. If it was a team of interviewers it is
acceptable to send a thank-you letter to the leader and ask him/her to pass your thanks
along to his/her team members.
 In the note, express your interest and refer to a significant talking point from the interview.
This also shows you have developed great listening and follow-up skills.
 Stay in touch by telephone on a regular basis as long as any possibility remains that a
position could develop.

Once a position closes, the organization selects another candidate, or they
decide to no longer pursue filling the position, ask for referrals to other
people, departments, divisions, or companies.
Remember the following principles as you go through your interviews:
 Smile and exhibit enthusiasm. "I like my work; I want this job; I will
help your company."
 Sell! The burden is on you to land the job!
 Listen, listen, and listen. Do not talk too much. Try to limit your
conversation to no more than fifteen minutes out of the hour.
 Do not take control away from the interviewer. Follow their lead
and defer to their authority and position in the organization at all
times.
 Land the job first; find out about it later. Let them tell you about the
job in their own way and in their own time.
 Do not put the interviewer on the spot by asking a question he/she
may not be able or may not wish to answer.
 Think over a question before answering it. Take time to be correct.
 Tell the truth. Answer fully and completely, but do not volunteer any
detrimental facts.
 Do not indicate that you can easily handle the job; do not appear to
be overqualified. However, do not indicate that you have doubts
about handling the job.
 The interview does not end when the formal questions cease or
when you walk out of the office. It ends when you are out of the
parking lot and out of sight.
 Close the interview when the interviewer wants to end it. Do not
stay over; do not keep talking.
CORRESPONDENCE
Job search correspondence is an essential part of the job search process. Throughout your
job search, you will be writing to a number of people, and with a variety of objectives. Do
not treat job search correspondence as an afterthought. These letters or emails are your
presence on paper; they define who you are professionally, just like a resume. Additionally,
it showcases your business writing, etiquette, professionalism, and listening skills.
There are many types of correspondence used during the job search process. In this
section, we will explain and show templates of the most used kind of correspondence.

Cover or Ad Letter
The cover letter is the letter that accompanies your resume. It is the prologue/intro of a
book; it is the “preview” of a movie. You will want to write a cover letter that entices the
reader to continue on with the reading; that is, to review your resume.
The cover letter is best when it is customized to a particular person or job. The cover letter
should summarize how you are the best person for that opening.
In a cover letter, the key is to be able to summarize your experience, list skills and
accomplishments, and compel the reader to call you for an interview.
Don’t forget to be formal in the cover letter writing process. Start the
cover letter with your name, email, and phone number on the top
right, and all information available on the recipient on the left.
A cover letter should be simple and short, yet powerful, customized to a job, and action
oriented. It has three main sections:
1) Why you are writing

Example:
“Dear Sir or Madam:
I am interested in the position of ___________________with your organization.”
2) Highlighted skills and accomplishments

a. Include a succinct description of what you have to offer a prospective employer
b. Include a couple of successes/accomplishments
Example:
“I am a seasoned professional in the corporate media relations field, with extensive
experience developing and implementing successful influencer and communication
programs and positioning Business Groups among key internal and external audiences, such
as Wall Street and international media. I have a broad cross-cultural and cross-functional
background leading strategic planning, business development, market strategy, key
accounts, market research and analysis, press relations, proposal development, and
marketing communications.
Some of my accomplishments include the following:
 Developed key messages for internal and external audiences, creating corporate
presentations, press releases, and Q&A for media and Wall Street analysts for
seven acquisitions.
 Initiated and managed successful global analyst and investor relations programs.

 Increased the company’s media and analyst exposure by 50% in one year on four
continents. Managed agency activity in Brazil, London, Hong Kong, India, and
Singapore.”
Do not duplicate the exact wording found on your resume summary. If the
letter is the same as your resume, the reader might lose interest once they
turn the page.
3) Closing
Show your enthusiasm for the position and remind the interviewer that you want to
connect in person as well as reiterate how to reach you.
Example:
“I look forward to discussing your needs and my work experience in greater detail. I can be
reached at (312) 555-7399 or the above email address.”
“Thank you for your consideration,
Sincerely,
Your Name”
If you are emailing your resume as an attachment, the cover letter

becomes the body of text of your email.
Thank-You Letter
After each interview, a letter should be sent to the company thanking the interviewer(s) for
spending time with you. You may use your own form, but a simple, basic note of any sort
written in your own style is quite sufficient.
A thank-you letter should be simple and short. It should be sent to one individual, not a
group. It has three main sections:

1) Emphasize your enthusiasm for the position and company
Example:
“It was a great pleasure meeting with you the other day. The position and the opportunity
available to me in your company is the type of challenge that I seek.”
2) New or already mentioned selling point

In the second paragraph, use a selling point that you did not bring up at the meeting. If you
brought up everything that they wanted, then reiterate a specific accomplishment from
your background that is definitely and greatly wanted and admired by the company.
If you feel you could have done better in one of the answers you provided
during the interview, or if there is a skill you possess that was not mentioned
during your time with the interviewer, use the body of the Thank-You Letter
to express that.
Example:
“The company’s diverse activities in engineering and food processing are particularly
interesting to me. I believe that my experience would be an asset to your organization. You
had indicated that the person who fills this position would need to be able to juggle multiple
tasks. This is a challenge in which I have excelled throughout my career. I managed
mechanical design from conceptual beginning through production. This included
specifications for purchased components, fabrication and machine drawing detail demands,
and structured bill of material requirements for cost accounting. My ability to prioritize and
multitask has made me successful in all of my previous positions.”
3) Closing
Restate your enthusiasm for the position and thank the interviewer again for his/her time.
If “next steps” were mentioned, address them toward the end of the “closing” section.
Example:
“Once again, I would like to express my thanks for your time and courtesy. I believe that I
can bring to your company the type of leadership and direction that you desire.
Thank you again for allowing me the opportunity to interview with you. As you suggested, I
will follow up with you by phone by the end of next week if I do not hear from you before
then.”
“I look forward to speaking with you soon.

Your Name”
Send a Thank-You Letter even if they tell you they are hiring someone else.
That candidate may not work out and you could be considered for the
position due to your correspondence etiquette, manners, and passion for
the position.

Chapter 3
Job Search Strategies
……………………………………………………………………………….
In this chapter:
 The job market

 Networking strategies
 Your job search and networking tools
o Your list of influential people
o Your list of target companies
o The Elevator Speech
o The Handbill
o Letters of recommendation and online recommendations/endorsements
 The Direct Approach
 LinkedIn and other professional/social media tools
……………………………………………………………………………...

THE JOB MARKET
In today’s job market, only 20% of job seekers find their next job through ads or agencies.
That means that the positions you see advertised on Monster, Career Builder, or other job
boards are filled by just 20% of those looking for a job. The other 80% of obtained jobs are
part of what we call the “hidden job market.” That is, 80% of current, available jobs are
found through people you may know, as well as people you may not know. The individuals
you don’t know could be introduced to you through a referral or a courtesy interview.
So, how do you access this “hidden job market?” Primarily through networking! Connecting
with people in the professional world can open up a wide range of possibilities. Therefore,
in today’s job market, the saying “it’s not what you know, but who you know,” couldn’t be
more true than when looking for a job.
NETWORKING STRATEGIES
Before we dive into a sound strategy for networking, let’s define Networking:
Networking is making contact with people you already know and strengthening those
relationships through interpersonal communication. Networking is also developing new
relationships with people you don’t know, based on commonalities, likeability, trust,
honesty, respect, and referrals.
Networking is NOT counting business cards. Networking is about

connecting with people, not collecting people.
The goal of networking during job search is to connect with others in a positive, productive
way by explaining your situation, your goals, and stating clearly how they can help. People
want to help, if they know how they can help. Your personal goal is to make the audience
feel good and walk away with a sense that the time with you, was time well spent.
Here is a high-level picture of a networking strategy. Guidance and details on some of the
steps are provided in the following pages. Make sure you connect with your Coach about
your personalized networking strategy and steps to take when networking.

List of influential Standardize Attend social and
people (target information about professional events,
contact list) you (paper and using your Handbill
online)
Review and update

List of target Collect written
your lists (ongoing
companies recommendations
process)
Develop and Post

Network every
memorize your recommendations
chance you get
elevator speech (LinkedIn)
YOUR JOB SEARCH AND NETWORKING TOOLS

In order to create and implement the networking strategy highlighted above, you need to
design and then master the information and tools that make for each of the steps or actions.
The following pages will provide a summary of the definition and applicability, as well as
tips for some of these action items.
YOUR LIST OF INFLUENTIAL PEOPLE

If you met with your Coach, use the sheet that you received from him/her to write down
the name of people you consider influential in your job search. If you had a phone session,
simply start a list of people who could become key players during your job search. That list
should include business friends and associates, social acquaintances, customers, former
employers, suppliers, co-workers, bosses, and any other business contacts. Additionally,
include people you know from educational, civic, community, family, and professional or
industry associations.
Work on your list without referring to any directories or business card files. As you proceed,
one name will trigger another. For now, do not worry about whether or how you might
contact them. Just collect a minimum of 75 names. This is an ongoing and dynamic project
that will continue at home.
This networking list is used to start your face-to-face networking efforts.
We recommend that you:
 Set up informational meetings with your contacts, asking for a 30-minute conversation.
 Definitely dress to impress. Treat these meetings with the same importance as job

interviews.
 Bring your list of target companies, your resume, and if you are using one, your handbill.
You will receive further support on how to write your handbill by your Coach, as well as
information on this Guide’s following pages.
 Provide information about yourself and your background. Share your documents and ask
for referrals.
 Track your network. Follow up with them. Don’t forget anyone you have met.
Remember, you are looking for “help and advice.” Do not ask for a
job.
YOUR LIST OF TARGET COMPANIES

Along with your contact lists, create a list of organizations where you would like to work.
If you have contacts at those organizations, list those contacts next to the company. If
you don’t have any contacts, then the process is to find people at those organizations.
LinkedIn is a great tool for locating, finding, and connecting with

people at organizations. If you need additional help, tips, or
tricks, your Coach can help you use LinkedIn for your specific
needs.
If someone in your network knows people at those target companies, use those
acquaintances as your referrals and as/for introductions.
40% of our clients get their new position this way. This may not be the easiest road to a
new position, but it is one of the most effective. Therefore, our advice is that you:
 Start with the companies that are less appealing so that you can get practice…then go after
the better prospects.
 Start with the highest level position you will report to within the organization. These are
usually decision makers who can help you move quickly through the right people and make
decisions in the process of hiring you!
 Unless you are an HR professional, don’t try to first connect with the HR department.
 Create a script to use on the phone and a template to use in the form of e-mail.

THE ELEVATOR SPEECH
The Elevator Speech is a 30- to 60-second, prepared self-branding talk that showcases
your professional value and experience in a way that the listener may want to learn more
about you. It is also defined as a spoken/oral biography. Most importantly, it’s a first
impression.
The Elevator Speech is to be used in any situation in which we want to give a short, yet
powerful, understanding of who we are professionally. One-on-one meetings,
networking events, job and career fairs, etc. are great venues for applying your Elevator
Speech.
This speech is formed by a series of parts:
 Who I am
 What I have to offer
 What my specialties are
 What my major accomplishments have been through the years
Who I am: you already have this in your answer to the question “tell me about
yourself.” Select certain sentences that define you or could be used with a stranger.
What I have to offer: you already have this information in your summary section of your
resume and in the answer to the question “what is your ideal role?” Select parts to
continue writing your Elevator Speech.
What my specialties are: you already should have this information, either listed in your
resume, in your summary section, or within the answer to the question “what is your ideal
role?”
What my major accomplishments have been through the years: select one or two short
success stories and incorporate them into your Elevator Speech.
 Write your own Elevator Speech; don’t improvise.

 Review it as many times as needed until you consider it perfect.
 Respect the time limit; it should not be longer than one minute.
 Practice your Elevator Speech; start with a friend, or in front of the
mirror. Look for mannerisms, body language, the level of enthusiasm
you put in to your delivery, and any facial expressions. Additionally,
practice your handshake. Firm and short.
 Make it fresh (each and every time you state it).
 Pause along the way and be silent once you finish (give your audience
time to think).
Ask your Coach for advice when writing, reviewing, or polishing your Elevator Speech.

THE HANDBILL
The Handbill is a small printed notice, advertisement, or announcement, usually for
distribution by hand. Within the world of job search, a Handbill is a one page “leave-
behind” that showcases a high-level summary of your professional skills and
future/potential job fit. It includes a professional summary, a concise version of your skills
and abilities, job interests, and target companies/industries.
The Handbill is created to be used with your network. You can use the Handbill at
seminars, networking groups, “meet-ups,” clubs, parties, social events, 1:1 meetings, job
fairs, etc.
To create a Handbill, compile the following information and place it on a one-page
document. The information is also suggested to follow the order below:
 Name and contact information (email, phone number, and LinkedIn URL are sufficient).
 Summary of skills and abilities.
 Value proposition or list of key specialties or key words based on experience. If desired, a
short list (bullets) of most important accomplishments could be added here.
 List of positions you consider to be a fit.
 List of target industries or type of organizations.
 List of target contacts’ positions.
 List of target companies.
 Past employment: list of companies where you previously worked.

Example of a Handbill template form:
1. Name
Phone Number - email@email.com - www.url www.linkedInURL
2. Summary
3. Specialties
4. Target Positions 5. Target Industries







7. Target Contacts 8. Target Companies






9. Past Employment



The Handbill, as opposed to your resume, tells people where you

want to go in the future, instead of what you have done in the
past. It also provides details on where you may fit, which your
resume does not provide.
The Handbill allows people to engage with you without treating

you like an applicant. A resume puts a lot of pressure on your
network. Remember, when networking you are looking for “help
and advice,” so the Handbill is best utilized in this environment.
Ask your Coach for advice when writing, reviewing, or polishing your Handbill
document.

LETTERS OF RECOMMENDATION AND ONLINE RECOMMENDATIONS/
ENDORSEMENTS
Recommendation letters and online endorsements are important pieces to the
networking puzzle. Even though these letters may not be looked at closely when a
candidate is about to be offered a job, it is important to keep them within reach at all
times. This will support your networking efforts and protect and enhance your online
image.
Therefore, make sure you have recommendation letters already written for you. Ask
people whom you worked with or reported to. Your selections must be people that you
trust will write glowing things about you.
If asked, you will need to provide information to these people, such as:
 Details on a position that interests you.
 A list of your top 10-15 key skills.
 Remind them of your success stories while working for/with them.
The following is an example (portion) of a recommendation letter:

“…Anna was an absolute pleasure to work with. She took on much more responsibility
than a junior accountant while identifying and accomplishing a wide range of tasks. Anna
is a very talented accountant and can be relied on to handle complex budgets,
international currency reports, expatriate expenses, financial analysis, and accounts
receivable management and forecasting.
Anna’s organization skills are her greatest strengths. I came to rely on her abilities for the
coordination of many projects. While working in my department, Anna worked with little
supervision and did a wonderful job.
I trust you will find my comments helpful as you make your hiring decision. Anna would
be a valuable asset for the Department of Labor, Financial Analysis Office, and it is without
hesitation that I highly recommend her.”
With some minor modifications, the information above could be used as

an online recommendation.
In general, online endorsements tend to be shorter and sometimes less formal than
written letters of recommendations.

The following are examples of LinkedIn endorsements:
“With nearly 20 years of IT services experience, Rick has successfully delivered large
projects, creatively shaped deals, managed sales and delivery teams, counseled his team's
members on how to grow their careers, and provided local and regional leadership. Rick's
deep infrastructure domain experience and management oversight has been a key factor
in growing the local market presence. It has been educational and a pleasure to work with
Rick the past two years.”
“Maria is a detail-oriented, client-focused, thoughtful leader. I had the privilege of

working closely with Maria for over ten years. During that time, I learned a significant
amount from her about running a high-growth business, which balanced the needs of the
P&L with the needs of the people. Maria is a visionary and a leader whom I'd welcome
the opportunity to work with again and I enthusiastically endorse.”
 Request online endorsements for your public LinkedIn profile.

 Check the grammar as well as the honesty on all compliments and
successes mentioned on the endorsement. Remember that you could
be the one speaking about those in the future.
THE DIRECT APPROACH

The direct approach is the name used to “directly approach someone who you don’t
know” when you are interested in working for their company.”
The direct approach on the phone

When you call that target person you don’t know, call with an attitude as though you are
calling an old friend: friendly and relaxed, yet in control.
 If you have the executive’s direct line, call him/her directly.
 If you only have a company’s main line, call and ask for his/her desk.
 If there is a Voicemail that allows you to dial by last name, do so.
 If there is a Voicemail and requests that you leave a message, do not leave a
message and try finding a number for your target contact.
If you call the contact person’s desk, chances are you will reach an assistant, otherwise
known as the “gatekeeper.” This is someone who is trained to screen your call. This might
be difficult, but it isn’t supposed to be easy. If it were easy then everyone would be doing
it. Your competition in the job market probably won’t want to or “have to” do this.
Winning meetings over your competition is the name of the game and you must be willing
to play. Following our advice and strategy will get you through to the individual you want
to speak with most of the time.

In order to reach the person you want to speak with, you may have to call
several times. Call early, late, or around lunch. These are times that
someone less trained may answer the phone, or the person you want to
speak with may even answer it themselves.
Typical questions you may be asked by the gatekeeper are:
 “Who is calling?” Respond as you would when speaking with a friend’s administrator or
receptionist.
 “What company?” “I’m from ________” (your former company). This is valid. You must
not say you are actually working at a certain company and/or unemployed. If you are still
employed at your company it is fine to say, “I’m with ________.”
 “What is this concerning?” “I’m calling for (use name of senior manager’s or the
executive’s) help and advice.”
Possible responses from the gatekeeper include:
 “__________ is no longer here.” Ask, “Who took over his/her responsibilities?” Then,
after getting that name ask, “May I speak with him/her?”
 “____________ is not available.” The minute you find out the executive you want to
speak with is not available, say, “When can I reach him/her?” Get the response from the
gatekeeper and then say, “Thank you, I will call back then.”
Do not allow the gatekeeper to ask you too many questions. Maintain
your focus and sense of purpose: Your business is not with the gatekeeper.
Your business is with the executive. However, treat the gatekeeper with
courtesy and respect and he/she may be more willing to help you.
If, after two weeks of repeatedly trying to get past the gatekeeper, and calling at odd
times is not working, yet the company is too important to you to scratch from your list,
write a glowing, complimentary letter to the senior executive about how well their
“gatekeeper” does their job. This is truthful since you haven’t been able to get through!
This approach demonstrates professionalism and tenacity, combined with finesse.
On top of that, the gatekeeper also could open the mail…and getting a letter like this
could win them over! Everyone likes receiving a sincere compliment; receiving a “rave
review” letter could turn the “gatekeeper” into a “facilitator” – someone who will make
sure the boss sees your letter! It can also be perceived as a compliment to the executive.

The executive on the phone
When you have the executive on the phone, make sure you use his/her correct title to
start the conversation:
“Mr./Ms./Mrs./Dr./Professor ____________, this is (your name). I would like to stop
by and talk with you.”
Executive: “Why?”
Response: “I would like your help and advice.” Or “I would like your guidance and
insight.”
Our approach and recommendation is to ask the senior-level executive for

his/her “help and advice or guidance and insight.” If you ask directly for a
job (requiring a “yes” or “no” response), you might lose. However, if there
is an opening with the organization, don’t deny that you are in fact looking
for a position and that you would be interested in learning more.
Executive: “What about?”

Response: “I have an extensive background in _______ and I am making a change. I
would like to meet with you and find out”:
1. “What qualifications and experience a person like you looks for when you hire
someone.” OR,
2. “How my background and experience might best be used in your company or
industry.”
Meeting objections with cool assurance and poise

Executive: “I’m too busy.” (This is a brushoff.)
Response: “I appreciate that you are busy, so I’m asking only for a short time…20
minutes or so at your convenience.”
Often, the executive will agree to see you and will give more time. If the executive
continues to object, say, “You are busy, so I would be happy to meet with you at the
beginning or end of your day, whichever is best for you.”
If the answer is still “no,” then ask, “If this week doesn’t look good for you, how’s your
schedule for next week? Could you take a look at your calendar for the end of next
week?” You are demonstrating persistence, yet at the same time consideration of his/her
schedule/time.
Executive: “Send me a resume.” (This is just another brushoff.)

Response: “Thank you for the offer, however, the reason for my call today is to schedule
some time to meet with you for your advice/guidance/insight/help, and then, if you
would like to see my resume, I could provide a copy to you.” (Keep focusing on
advice/guidance/insight and/or help.)
Executive: “We don’t have any jobs/openings here.” (He/she did not believe you are
calling for help and advice.)
Response: “I understand that, but the main reason for my call is for your
advice/guidance/insight/help.” (Be consistent and keep your focus: it’s about help and
advice.)
Executive: “You should be talking to ________.” (An internal referral.)
Response: “What’s his/her position?” If directed to HR, you should respond:
“I would really like to talk with you, and then if it would also be helpful to meet with
(name of the HR referral), I would be happy to do so. When can we get together? Would
(i.e.,) Tuesday morning or Thursday afternoon be better for you?”
If the referral provided is in an area that fits your background, credentials,

and experience, then assume you could use the executive’s name for the
referral. Contact the referral by phone:
“(Referral’s name), this is (your name), (referring executive’s name)
wanted me to meet you. I was wondering when we could meet?”
Handling other objections with confidence

Practice builds confidence and the purpose remains the same: getting advice, guidance,
help and/or insight to establish rapport and build chemistry.
Executive: “Why me?”
Response: “Your company is (well established/a market leader/sets the benchmark in
the industry) and I thought you would be a good person to talk to.”
This is called the “good approach”: good company, right person. You could use public
information to establish a connection with them. For example: “I saw the article in the
(name of periodical/on the Internet) about (you/your work in the area or field/your
company/your company’s work in the area of_____________), and I thought you would
be a good person to talk to.”
Executive: “I’m not sure I can help.” Or, “I see no mutual advantage.” Or, “I don’t want
to waste our time.” YOUR JOB THEN IS TO REVERSE IT.
Response: “It would be very (beneficial/valuable/helpful/worthwhile) for me.
Executive: “Tell me about yourself.” Do not let the executive conduct a phone interview.
You want to meet face-to-face.

Response: “Thanks. I would love to, when could we get together? Or, “I welcome the
opportunity. Is 10:00 a.m. this Thursday okay?”
This process is similar to qualifying prospects for a salesperson. If the executive wants a
person who is positive, assertive, and a self-starter, you have demonstrated that you are
that person.
LINKEDIN AND OTHER SOCIAL/PROFESSIONAL MEDIA TOOLS

When networking, you should consider social media as a supplement to your job search.
Don’t forget that the goal of your online activity is to get face-to-face
meetings and phone conversations with people regarding your
potential contributions to an organization, your skills and abilities. In
order to get there, you have to follow the rules on how to use social
media for this purpose.
It is important to understand that social media can critically help your job search, but one-
on-one networking is not a thing of the past, and should not be abandoned or replaced.
If using social networking sites feels more like work, or you are
uncomfortable, then social media may not be for you. Concentrate your
efforts on your LinkedIn profile. Your time and energy will serve you better
to focus on areas that you believe in.
LinkedIn
LinkedIn is a global online tool and it operates the largest professional network in the world.
The purpose of LinkedIn is to act as a networking portal between its members, with a wide
array of services supporting that networking platform.
Why LinkedIn
With LinkedIn, you can:
 Create a professional online presence by advertising yourself and selling your skills on
LinkedIn through an online profile.
 Develop a network of connections.
 Connect with decision makers, search firms, and internal HR recruiters.
 Research companies, follow their activities, and connect with their employees or hiring
managers.
 Research positions, create job search agents, and apply for jobs.
 Have your own URL with LinkedIn, join LinkedIn Groups, and/or blog.
 Give/receive professional recommendations/endorsements.

Components of a great LinkedIn profile
LinkedIn could be the way you market your skills and professional experience on the web.
If that is the case, it is critical that you create a profile that entices others to want to connect
with you. Your LinkedIn profile should market you the same way the resume does on paper.
LinkedIn is formed by different profile sections. Each section is equally important. Once
you sign up, add content to your profile. These are some of the most important LinkedIn
profile sections and what they should have:
 Photo: Post a professional-looking picture of yourself. A head shot in business attire is
recommended.
 Name: Enter your name how it is written on your resume and how you want to be found
via an online search.
 Headline: Ensure your professional headline emphasizes any keywords you want to use to
promote yourself. Use the most important sentence of your brand statement to generate
your Headline.
 LinkedIn personalized URL: LinkedIn provides you with your own LinkedIn member page.
Customize that URL by going to “Edit My Profile.” Click on “Edit” next to the automatically
assigned URL name, and customize it. Make it simple.
 Contact Info: Enter your contact information as well as URL, such as your websites, blogs,
e-commerce store, etc.
 Summary, Work Experience and Education: Complete these fields using the information on
your resume. Ensure all key words that market you as a professional are included in these
LinkedIn sections.
 Projects, Languages, Organizations, Volunteer Work, Certification, Courses: Don’t
underestimate the importance of all of these other fields. Provide content that supports
your brand and identity and is in sync with your professional image and your vision of your
future.
 Skills & Endorsements: In this section, your skills can be “endorsed” by others, based on
their knowledge of your abilities. Make sure you enter all of your skills so others who know
you can endorse you.
 Recommendations: Use this feature to write recommendations for your connections as
well as to request recommendations for you from your network. These will be posted as
part of your profile.
 Share Updates: LinkedIn allows you to share ideas, questions, articles, and content-rich
website links to keep you at the forefront of your network’s LinkedIn Homepage feeds.

 Proofread all content!
 Keep your LinkedIn profile updated and dynamic. LinkedIn will send
messages to you now and then when you log in to your profile in
order to ensure your online presence continues to grow.
When using social media for networking purposes, your online presence is what others first
notice about you. When attending a face-to-face situation, the way you act, your body
language, and your professional image are critical. With your online presence, what you
say (the content of your online presence) is more critical.
This presence becomes your reputation, and unfortunately, anyone who searches for your
name will probably find out the same information about you as anyone else. The best way
to discover the image you are portraying on the web is to perform an online search of
yourself.
Before starting to network using social media, we recommend that your online presence is
professional and standard throughout all platforms. This will not only create a consistent
image of you, but it will also showcase who you are faster and to a larger audience
(maximizing your audience).
Tips on online networking:

• Steady activity. Post, tweet, or contribute to a group discussion no less
than once a week, and no more than three times a day.
• Personalize any requests. When possible, always send a personal note
along with a connection request. Don’t use stock messages, such as “I'd
like to add you to my professional network on LinkedIn.”
• Be tactful in following up. There is no guarantee that everyone you want
to connect with will want to connect with you. If you haven’t heard from
a potential connection, send a reminder note 10 days after the initial
request. If that doesn’t work, move on.
• Interact with your connections. Congratulate them on accomplishments,
comment on their posts. Positive contributions encourage them to do the
same for you.
• Be professional. Use professional pictures across your platforms, and any
profile information should reflect the content of your cover letter and/or
resume. Proper grammar, spelling, and proofreading are essential.
Refrain from using abbreviations, jargon, sarcasm, or icons (emoticons).
Be truthful.
• Be responsive. Maintain a consistent presence and respond to messages,
connection requests, and tweets in a timely fashion.
• Be diplomatic. Do not ask for a job. Instead, ask for an in-person courtesy
meeting after you have established a relationship.
• Join Groups. Find the most appropriate Groups (LinkedIn/Facebook) and
join. Be active and network with their members. To get the most benefit
from group participation, quality trumps quantity.

Based on the information provided above, you can network face to face, online, and of
course, by attending networking events. The following table describes the main action
items to keep in mind when networking through different channels:
Face-to-Face networking Online networking Events networking

• Invite friends, neighbors, • Develop your online • Research companies
or acquaintances for a network attending
cup of coffee • LinkedIn • Look up representatives
• Ask for help and advice • Facebook • Prepare your Elevator
• Don’t push for a job • Twitter Speech, resume, and
• Push for connections • Blogging image
• Review your
connections’ networks

Chapter 4
Job Offer Negotiation
……………………………………………………………………………….
In this chapter:
 The job offer

 Organizational considerations
 Your value system
 Negotiation of the offer letter
……………………………………………………………………………...

THE JOB OFFER
Job offers are often made initially by phone after the last interview has been completed
and the organization has decided that you are the right candidate for the position. The
verbal offer includes an overview of title, salary and additional compensation, start date,
location, responsibilities of the position, and benefits. The verbal offer is then followed by
a written offer, which is delivered via regular mail or emailed. It will be in this written offer
that you will receive detailed information on the company’s benefits plan, including paid
time off or vacation days, holiday schedule, insurance, and retirement plans.
Once they have delivered the verbal offer, the employer may be looking for signs that you
intend to accept or decline. Do not accept the verbal offer without reviewing the written
offer at length. Say something like this: “I am excited that you and the organization have
selected me and extended an offer, and I am looking forward to the written offer. Once I
receive it, could I have 24 hours to review it?”
The written job offer
The following are examples of verbiage and topics included on a written job offer:
1) Position: the company describes the nature of the position, the tile, whether it is a
full-time or part-time position, and the organization structure/reporting.
Example:
“You will serve in a full-time capacity of Sales Engineer within the Financial Services business
unit, with a primary work location at ABC Company’s field office in Bethesda, MD. You will
report to Joe Denner, Regional Sales Engineer Director for the Financial Services USA
operation.”
2) Salary: the company describes the pay (usually at an annual rate), how the payment
will be made, and any additional salary or bonuses paid and their respective payout
structures.
Example:
“You will be paid a salary at the annual rate of $125,000.00, which will be paid on a biweekly
basis in accordance with ABC Company’s standard payroll practices for salaried employees.
You will also be eligible to participate in the yearly Sales Incentive Plan for commission
targets set forth in your individual goal sheet, under the terms of the plan. Under the current
plan, the commissions are paid monthly. Your salary will be subject to adjustment pursuant
to ABC Company’s employee compensation practices.”
3) Stock: the offer letter may also include any stock granted to you at the time of
employment. This only applies for publicly traded companies. Stock is usually not
vested, and they vest during the following couple of years. If you leave the
organization during those years, non-vested stocks are not given to you.

Example:
“Upon commencement of employment, it will be recommended to the Stock Award
Committee at ABC Company Board of Directors that you be granted 300 restricted stock
units (RSUs) of common stock of ABC Company. Each RSU represents an unfunded right to
receive one share of ABC company common stock upon vesting, provided you remain in
active service through the vesting date. RSU awards for new hires are granted quarterly
and vest over 3 years, with 25% to vest by the first anniversary and the rest 75% in equal
installments every 6 months thereafter.”
4) Savings Plan: the organization describes in the offer letter whether they provide a
saving plan, such as 401(k) plan, and any type of incentive, such as company match.
Example:
“30 days after your start date, you will be automatically enrolled in and begin contributing
to the 401(k) plan at a rate of 5% of your compensation. You may select to increase,
decrease, or opt out of the plan. The provider for the ABC Company 401(k) plan is (name)
Investment Company. ABC Company will contribute 50 cents on every dollar up to 6% of
your compensation that you defer into your 401(k) account. Details on the plan and its
provider will be mailed separately to your home address.”
5) Health benefits: the company usually adds detailed information on the health
benefits provided to eligible employees in the form of a booklet or any other materials
prepared by the benefits department, or directly from their health care providers.
Many times, the job offer simply lists the benefits the company provides, the eligibility
of the candidate/family, and the date that the benefits will start.
Example:
“You and your dependents will be entitled to participate in the Company’s medical, vision
and dental benefit plans in accordance with their terms….”
6) Vacation days: the offer letter often includes information on vacation or paid time
off (PTO) offered to new hires.
Example for vacation:
“You are eligible for paid full vacation time after completing one year of employment.
Vacations will be taken on a calendar-year basis. Vacation time may not be accrued and
carried over from one year to the next. Full vacation is 3 weeks per year for the first 5
years of continuous full-time employment. Full paid vacation is 4 weeks after 5 years of
continuous employment (the 4th week will become effective in your 6th year of
employment). Maximum vacation is 4 weeks.
For the first year of employment, and since you are being hired March 23rd, you are eligible
for one week of vacation during the last three months of the current calendar year. More
information can be found on the ABC company employee handbook.”
Example for PTO:
“You are entitled to PTO that accrues on a biweekly basis. Full-time employees working 40
hours/week will accrue 4.16 hours per pay period. More information can be found in the
ABC company employee handbook.”

ORGANIZATIONAL CONSIDERATIONS
The written offer letter often contains organizational considerations that are not about
what you get, but also some of the duties or responsibilities you are about to undertake, if
you sign the letter. The following are examples of organizational considerations that could
be part of an offer letter:
1) Employment at will: the employee-employer relationship in the U.S. is “at will,”
meaning that either you or the company is entitled to terminate the employment
at any time, and for any reason.
2) Outside activities: the employer specifies in the offer letter that while you are an
employee with them, you will not engage in any other employment or consulting
(whether full time or part time) that would create a conflict of interest with the
organization.
3) Competition: the employer adds to the offer letter that you will not provide any
type of paid or unpaid services or business information to an organization that
competes with them, assist or prepare a competitor, or help the competition hire
employees from the company offering you the job.
4) Taxes: the company states that all applicable taxes will be withheld from your pay.
5) Proprietary information: many times, the offer letter includes a statement about
how all information used, shared, or developed during your employment time is the
property of the company.
6) Identity and authorization to work: as required by law, all employment in the U.S.
is contingent upon you providing legal proof of identity and authorization to work
in the country.
Screenings and checks

Identity and authorization to work in the U.S. are not the only proof that you may need to
show before actually starting your new position. Most job offers are contingent on passing
a series of screens and checks. That means that the employer could perform a check or a
test before you can begin work.
You will receive a form requesting your permission to perform (for example, a background
check), usually using a third party that will delve into records from Federal Courts, County
Courts, FBI database, and sex offender registries. In addition to criminal history, the
employer could also:
 Test for drug use.
 Check your references.
 Check your credit.
 Check I-9s.
 Check for security clearances.
Employers conduct these checks to protect their employees and shield their workplaces,
and job offers may be rescinded if something serious enough appears in the results of these
checks.

YOUR VALUE SYSTEM
As you review an offer, reflect on your experiences talking with the company
representatives and visiting the company site during the interview process. Then ask
yourself these questions:
1. Did you feel comfortable while interviewing with the team and your prospective boss?
2. Were the employees friendly during your visit?
3. Did you have the occasion to observe the employees at work? If so, were they working
together or separately?
4. Did the company communicate its vision and mission to you? If they did, can you get on
board with it?
5. Imagine yourself working in this environment. Are you busy? Are you involved? Are
you engaged? Are you happy? Are you challenged?
Other items to consider when reviewing an offer are job and company-related criteria:
1. Do you understand the full scope of the job? Do you know the responsibilities?
2. Was this company one of your target companies? Are you comfortable with the
company’s size, sales, mission, vision, and future?
3. Was your chemistry strong with your prospective team and boss?
4. Is the salary and benefits package fair?
5. Is the company culture aligned with your values?
It’s wise to ask yourself questions like the ones above when receiving a job
offer as they relate to your work preferences and your overall value system.
It is important to look into your value system to fairly compare the offer to
what you really want to have and do. Your value system directs your likes,
dislikes, preferences, and emotions. Your value system is neither static nor
carved in stone. Values change due to circumstances, external factors, life
events, needs, etc.
In order to compare and analyze a job offer against your value system, complete the
following two exercises.

Job fit matrix and your value system
During an interview process or with the receipt of an offer letter, compare your job values
to what an organization is offering you. It is important to anticipate whether the job will
make you happy, hence a good fit for your values. Examples of job values are creativity,
challenges, flexibility, learning, independence, team work, stability, prestige, career growth,
financial growth, respect, public service, helping people, leadership, etc.
Use a scale of 1 - 10 to rate your job fit parameters.
Scale 1 – 10
1 = this item would be nice to have, but won’t be a deal breaker if I don’t get it.
10 = this item really matters to me, this is a must have or I won’t be happy in this
position.
MY JOB FIT Rating Rating for: Rating for: Rating for:

VALUES (Company Title) (Company Title) (Company Title)

Job benefits matrix and your value system
After ranking your work values, rank your job benefits values in this matrix. Job benefits
are items you receive along with the position that may matter a lot to you. Use the scale
of 1 - 10 to categorize their value to you. Examples of job benefits are salary, commute,
paid vacation, health care plan, dental plan, company car, client portfolio, sales territory,
office VS cubicle, 401(k) savings and company matching, etc.
1 = this item would be nice to have, but won’t be a deal breaker if I don’t get it.
10 = this item really matters to me, this is a must have or I won’t be happy in this position.
Rating Rating for: Rating for: Rating for:

MY JOB BENEFITS
VALUES (Company Title) (Company Title ) (Company Title)

NEGOTIATION OF THE OFFER LETTER
If the offer meets some of your job and benefit values, but not all of them, then a
negotiation may be a viable next step. Negotiation is the process through which parties
participate in a focused dialogue or discussion to reach an agreement on a topic. When
parties negotiate, they can anticipate some “give and take” on both sides.
The following are negotiation steps we recommend you follow after reviewing a written job
offer.
 Review the job offer letter in detail and compare its content against your values. Decide
which values are not included in the offer letter. Have a clear picture of what you want to
negotiate.
 Review the whole experience during the interview, ensuring the job and company culture
match your job values.
 Decide on which items you want to negotiate and write them down as talking points.
 Call the potential employer.
 Your opening statement should be a compliment. Express your enthusiasm for the position
and the company. For example: “I am very excited about this position and joining such an
innovative leader in this industry.”
 Next, begin your negotiation discussion. For example: “I have reviewed your offer letter,
and I believe it to be a fair one. There are a few items that I would like to clarify/have
questions about. Is there room for discussion involving these two or three things?”
 After you pose this question, the interviewer will answer by either saying YES or saying NO.
No room for negotiation
If the answer is no, then accept that there is no room for negotiation. At this point, it is up
to you to consider the offer on its own merits or “as is.” If you need some more time to
think about it, you may say something like this: “Please allow me to review the offer again
based on this new information. May I call you back at the end of the day?”
Room for negotiation
If there is room for negotiation, then be frank about some of your concerns and explain
them succinctly to the interviewer. It could be salary, commute, a change to the job
description, or the amount of travel. If you reach an agreement that satisfies you, accept
right away. Thank your interviewer, go over any final questions you may have, and move
to the final logistics phase.
Please do not use the word “problem” during your negotiation

process. Simply say that you have questions or would like to talk
about a certain item. You are a problem-free professional and
should not approach the negotiation process on a negative note.
 However, if you have carefully considered the offer and remain dissatisfied, or if your

counteroffer wasn’t met, then you may decide to decline.
 Take the following approach when delivering the message: Your opening statement should
be positive. For example: “I really appreciate the opportunity your company has presented
to me.” Then deliver the offer decline. For example: “However, it is not what I am looking
for at this time.” End with a positive statement so you don’t burn any bridges. For example:
“Again, I really appreciate your interest in me and wish you all the best in filling this
position.”
If you were the candidate selected for the position, you can assume
that they really want you to join their team. If the job offered to you
does not meet your value system and career expectations, ask for a
referral within the organization. You could say something like this:
“Your company, its purpose, and its people are exactly what I am
looking for. May I ask for a referral to another role or department
within the company? I would still love to work here and show you my
value.”

Chapter 5
Finances and Job Search
……………………………………………………………………………….
In this chapter:
 Your finances during job search

 Income and expenses
 Credit cards
 Savings
……………………………………………………………………………...

YOUR FINANCES DURING JOB SEARCH
One of the steps to take during job search is to review your financial situation. You need to
know exactly how much you spend each month and how much it costs to maintain your
lifestyle. This analysis can be easily tackled by the creation of a budget. If you don’t already
use a budget, we suggest you find a template online and download it. Some templates are
already loaded with the correct mathematical formulas to immediately show you your
totals.
You will see how your income and expenses relate to one another immediately after you
start entering your financial numbers on the templates. For more information, go to
“www.docs.Google.com.”
INCOME AND EXPENSES

Understanding your financial situation starts with a detailed analysis of your income and
your expenses.
Income
Review and record all sources of income, making sure you fully understand how much
money you will receive from all sources. Create an income sheet that reflect monthly
income; you may need to divide or multiply certain income sources to ensure all
compensation is in monthly form. If you have questions about your severance package,
contact your human resource representative. Visit your local Unemployment office to
determine your eligibility for unemployment compensation.
Severance __________________
Interest __________________
Rental Property __________________
Dividends __________________
Unemployment __________________
Gifts __________________
(Spouse) pay __________________
(Self) other (job) pay __________________
Other income __________________
TOTAL INCOME __________________

Expenses
Record every expense on the monthly form. Use records of previous bills to project
amounts to be paid. Anticipate new upcoming expenses and estimate the amount needed
to cover the expense. Do not forget major expenditures, such as insurance or property tax
payments that are made once or twice per year. Divide the total amount by 12 months and
use the monthly expense when creating a monthly budget.
Divide your expenses in Fixed and Variable.
Major expenses include housing (mortgage/rent), insurance, car payments, and groceries.
However, there are smaller items, such as haircuts, snacks, and magazine subscriptions,
that should be included under miscellaneous. This is an example of miscellaneous items.
Toiletry, Cosmetics _______________

Beauty, Barber _______________
Laundry, Cleaning _______________
Allowances, Lunches _______________
Subscriptions _______________
Gifts _______________
Cash _______________
Other _______________
Total Miscellaneous _______________
After identifying your foreseen expenses and recording them on the Monthly Income and
Expense form, total all expenses.
Total Expenses _______________
Review your Monthly Income and Expense Worksheet. Evaluate line by line each expense.
Which expenses are candidates to be reduced or eliminated? Concentrate on items over
which you have the most control. Some expenses are fixed, such as mortgage or rent, but
entertainment and recreation are not. If you need to reduce expenses, determine which
expenses could be avoided and make cuts accordingly.
CREDIT CARDS
We suggest you perform a detailed analysis of your current use of credit cards. These are
some questions to ask:
 How many cards do you have?
 What interest rate are you paying?
 Do you pay the complete balance on all cards every month or do you pay the
minimum payment?
 Do you pay those with the highest balance or those with the higher interest rate?

 Are you purchasing groceries, clothing, and other consumable items with your
credit or charge card or are you using it only for emergencies, such as car repairs?”
After a complete evaluation, you may realize a change in your credit card usage pattern is
in order. Now is the time to make the necessary changes to maintain your financial stability.
Minimize the use of credit cards. Credit card interest rates are high,
so each time you use a credit card and do not pay the balance at the
end of the month you are taking on debt, which will compound.
Credit card interest should be added onto your monthly expenses.
SAVINGS
Any action steps you take to moderate your spending will help you reduce your monthly
bills. You could also talk to your creditors and request a reduced payment schedule,
including the financial institution that holds your mortgage. These actions will help you
save money until you find your next position.
Once you have a financial plan, stick with it. Keep good financial records. Use discretion
when making purchases. Communicate the plan to all family members. Set realistic
expectations about spending behavioral changes and reinforce the desired outcome. You
will find that the discipline of budgeting will bring comfort at this time and in the future.
401(k) Plan
When it comes to your savings, also consider your 401(K) plan part of it. These plans were
developed by the U.S. Government to stimulate savings for retirement, so withdrawing
funds before retirement age will mean paying taxes and penalties.
The company will offer you options on what to do with your 401(k) fund. You can leave the
account with the company or transfer it, (roll it over) to an IRA, Individual Retirement
Account at another financial institution. If you roll it over to a bank or another financial
institution, remember to request the check be made out to the bank or financial institution
and not to you in order to avoid the 20% withholding requirement. Contact the financial
institution holding the IRA you would like the plan to be rolled into an IRA, and follow their
guidance to complete the transaction.

Chapter 6
Technology during Transition
……………………………………………………………………………….
In this chapter:
 Challenger Essentials: your job search portal

 Benefits of technology
 Sites and apps that support your transition
……………………………………………………………………………...

CHALLENGER ESSENTIALS: YOUR JOB SEARCH PORTAL
As part of your Outplacement program, you may have received access to the Challenger,
Gray & Christmas online job search portal. If you did, follow the steps communicated to
you via email to log into the demo account of Challenger Essentials.
 Go to: www.challengeressentials.com.
 Review Challenger Essentials using the sign in credentials for the demo account you
have received via email.
Don’t forget that the demo account is for everyone, so please don’t enter any
personal information in the demo account.
 Once you are ready for your own personal and private Challenger Essentials account,
reply to the email you have received and request your own ID and Password.
Features
Challenger Essentials is a great personal organizer. It provides tools for:
 Company research using Hoovers online.
 Career information.
 Uploading your (or creating a new) resume.
 Organizing your search while tracking the resumes and cover letters you have sent out.
 Keeping track of positions for which you have applied.
 Scheduling meetings and following up.
 Record and review video interviews using Interview Stream.
 Webinars with quizzes to test you knowledge in job search best practices
 A library of resources on negotiation, retirement, networking, references, etc.
Your Coach is your main point of contact for explaining the usability and features of
Challenger Essentials. Do not hesitate to ask questions in order to be able to use the tool
to its fullest potential.

CHALLENGER ESSENTIALS HIGHLIGHTS
Challenger Essentials will help you develop and track your job search and career plan as well as
find job search resources, research companies and people, practice interviewing, perform self-
assessments, watch e-learning videos, and more. These are Challenger Essential sections:
My Organizer
The “My Organizer” tab to track opportunities as well as keep calendar, contacts, and files in order
through utilizing the Opportunity Tracker, E-Calendar, Contact Manager, File Cabinet, and e-
Journal.
Assessments
The “Assessments” tab provides an array of personality and work-related assessments, which
could be very useful during a career transition as well as for identifying and understanding work
relationships, work styles, and value scales.
Job Talk
“Job Talk” is the place to ask any technical questions regarding the system and make any
modifications to one’s profile. It is also the place where you locate the information of your
Challenger Essentials’ main point of contact.
Resume Tools
The “Resume” section provides the tools to create, manage, edit, and access your resume, as well
as send it out to contacts, recruiters, and hiring managers.
Career Research
The “Career Research” tab provides resources to research companies and industries through the
Hoovers database. In this section, a search agent can be set up to find the most current job
openings (displayed on the Home page) as well as information online training resources. “Career
Research” also provides assistance in staying on top of personal development/established goals
and tracking job search progress. It is useful for those who want to make a career change or need
help with career direction.
Resources
The “Resources” area has been designed to provide you with information about interviewing,
networking, creating one’s online brand, job search methods, sample job applications, and
templates for correspondence.
Webinars and Extra Tools

Eight webinars are provided, including Interviewing, Behavioral Interviewing Networking, Job
Offer Negotiation, Online presence, Image during job search, etc.. This section also provides useful
websites and articles relevant to one’s job search.

BENEFITS OF TECHNOLOGY
During your transition, we encourage you to use as many helpful tools as possible to make
the road to re-employment smooth and quick. Some of those tools are websites and apps
created to support your transition goals, such as:
 Making informed, quality decisions
 Reducing the length of your search
 Becoming more productive and efficient
 Learning the latest trends in any and all aspects of the job search
 Developing or expanding your network
 Accessing real-time, critical information
 Gaining a new perspective
By using technology, you may increase your knowledge, efficiency, and motivation during
your transition while staying organized and becoming more tech savvy. Among other
tasks, technology may allow you to:
 Access databases with credible information on job trends, salaries, and relocation
alternatives
 Assess your current skills and create an action plan for skill development or
improvement
 Virtually connect with your long-distance network while feeling as if you are face-
to-face
 Complete personality, cognitive, or skills assessments similar to those aspects of the
interview process
 Research your target company list, create a stronger network, or improve your
online image
Technology should not be your main source of support during your

transition. We encourage you to use technology to complement the
strategic approach you are implementing towards re-employment.

SITES AND APPS THAT SUPPORT YOUR TRANSITION
Our goal is to support your transition activities. With that in mind, below you will find a
series of sites and apps categorized according to major activities or phases that serve as
part of the job search, career change, or entrepreneurial process. These sites and apps
were selected based on the following criteria:
 Ease of use and user-friendly interface
 User and professional reviews
 Customer base
 Longevity
 Credibility of the source
While perusing or using these resources, please keep in mind:

 This list is non-exhaustive: There may be other sites that are better aligned to your
needs and interests
 We don’t endorse any of these sites except for our online portal, Challenger
Essentials: The list below was compiled solely on the criteria mentioned above, and
we don’t have any business relationship with any of these sites
 Your favorites may not be on this list: If you have certain favorites that are
supporting your job search in an efficient manner, please continue to use them. It
is not our intention to disrupt existing best practices
 Your coach is here for you: If you are working with a coach, they may help you with
information about or the usability of these sites. Give them a call for any clarification
you may need regarding technology as a support tool during your transition

1) Technology tools to organize the job or career transition process
NAME WEBSITE APP DESCRIPTION COST
MS MAIL AND https://outlook.live.com YES Mail, calendar, files, shared calendars, keeps Free
CALENDAR iOS & contacts, allows bulk mailing, attachments,
(Outlook) Android integrates with Gmail and Yahoo
TODOIST https://todoist.com YES Task Management solution that keeps Free - $29/year
iOS & everything organized, creates events, send
Android reminders, categorizes tasks
JIBBERJOBBER https://www.jibberjobber.com YES Job search organizer. Saves contacts, Free-$66/year:

iOS & companies, jobs, job descriptions, notes, unlimited entries,
Android events. import feature
CONS: All data must be entered manually.
Only 25 companies and contacts
EVERNOTE Evernote.com Yes Create, save and share notes. Create Free - $6/month
iOS & “notebooks”, save websites
Android

1) Technology tools to organize the job or career transition process (Cont.)
SCANNABLE Evernote.com YES Scan that captures and sends business cards, text, docs, Free
iOS & photos.
Android Doesn’t scan multiple pages
GENIUS SCAN NO YES Captures text, docs, photos, sends scans Free –
iOS & No OCR $6.99/one
Android time purchase
CARBONITE http://www.carbonite.com YES Cloud back up for your computer $6/month

IDRIVE idrive.com iOS & single
Android computer
THE GOOGLE google.com YES KEEP: taking notes, including text, lists, images, and Free for 15GB
FAMILY iOS & audio. Users can set reminders, which are integrated of Google
GOOGLE KEEP Android with Google Assistant. Text from images can be extracted storage
GOOGLE DRIVE using optical character recognition, and voice recordings
GOOGLE can be transcribed.
DOCS/SHEETS DRIVE: Storage that integrates with other software and
GMAIL services (Google Docs, Sheets, Slides, and Forms) that are
GOOGLE fully collaborative. It syncs files, and you can work offline
ASSISTANT ASSISTANT: 2 way conversation, Spanish, makes appts on
your behalf, syncs with Google home and calendar, write
texts and emails

2) Technology tools to assess your skills
CHALLENGER cgcessentials.com NO Five professional/personality assessments, reports easy to FREE with

ESSENTIALS understand, and to use for self-improvement CGC
Program
INSTITUTE Institutesuccess.com NO DISC Assessment measures four dimensions of your behavioral FREE-
SUCCESS Discpersonalitytesting.com style and defines your preferences for: $29/full
DISC Decisiveness problem solving and getting results. report
PERSONALITY Interactiveness interacting with others and showing emotion. FREE -
TESTING Stability -pacing, persistence, and steadiness. $29/full
Cautiousness -procedures, standards, and protocols report
DISC explained:
https://www.youtube.com/watch?v=BHmtFdPYgBc
WONDERLIC wonderlictestsample.com NO Cognitive ability tests are tools used by many different FREE
organizations to predict the future performance of applicants.
They help make hiring and staffing decisions and businesses
CAREER ONE careeronestop.org YES Interest, work values and skills assessments. FREE
STOP iOS & https://www.careeronestop.org/ExploreCareers/Assessments/self-
Android assessments.aspx

3) Technology tools to develop or improve your skills
EDX EDX.org YES Courses and certifications from the best universities in the FREE – FEE for
iOS & Android world. Attend virtual classes certifications
KHAN Khanacademy.org YES Self paced videos (YouTube format). Originally aimed at FREE
ACADEMY iOS & Android students.
LYNDA Lynda.com YES Self paced pre-recorded 6,700 learning courses (videos) $19.99/month -
LINKEDIN iOS & Android with quizzes $29.99/month
LEARNING
UDEMY Udemy.com YES Over 65,000 courses $14.99+/course

iOS & Android
SKILLSHARE Skillshare.com YES Over 25,000 online classes on the lifestyle, creative, $15/month -
iOS &Android business and technology fields $99/year
UDACITY Udacity.com YES Classes and degrees on Technology, supported by Google, FREE-FEE
iOS & Android AT&T, IBM, Amazon and others
COURSERA Coursera.org YES Online courses founded by Stanford Professors, from $110/year
iOS & Android Humanities to Tech.
MOOC mooc-list.com/ NO Aggregator that will find classes based on criteria – CONS: FREE
will only look at courses starting within the next 30 days

4) Technology tools to learn, practice, and add value to your job search or career transition activities
Challenger Essentials: cgcessentials.com
THE MUSE Themuse.com NO Sites with advice, articles, interviews, samples, FREE
etc. all related to job search
THE BALANCE Thebalancecareers.com NO FREE

CAREERS
JOB HUNT https://www.job- NO FREE

hunt.org

5) Technology tools to create and manage your online image
LINKEDIN linkedIn.com YES Most used “professional cyber handshake” in the world. 400 million FREE –
iOS & people can find you. Allows networking, job, company and people $29.99/month
Android searching, online resume, media uploads, other SM integration, etc.
FACEBOOK Facebook.com YES Most used social media platform. Leverage your FB profile to represent FREE
iOS & your professional side. Network with 100s of people, “like” companies,
Android follow others, create and attend events.
INSTAGRAM Instagram.com YES No danger of developing a detrimental online image – no one can post FREE
iOS & on your behalf – CONS: Visual content only
Android
PERSONAL Custom NO Your own site to customize to your needs/audience/goals FEE for domain
WEBSITE OR
PORTFOLIO
HOOT SUITE Hootsuite.com YES Social media management platform. From one dashboard integrates FREE (3 social
iOS & and supports Twitter, Facebook, Instagram, LinkedIn, Google+ and media
Android YouTube. Schedules posts, publishes all at once, follows key topics, Find accounts) -
and filter social conversations by keyword, hashtag, locations, etc. $19/month

6) Technology tools to improve your digital brand and search engine optimization (SEO)
BRAND Brandyourself.com NO Software that helps you clean up and improve your online image FREE DIY Tool
YOURSELF through Google results tracking and monitoring /FEE
Cons: People with same name: confuses the software
LIVECAREER livecareer.com No SEO Job-Seeker - Do’s and Don’ts FREE

Articles Summary on rules and guidelines of search engine optimization for
job-seekers; developing a digital presence
livecareer.com/career/advice/jobs/job-seeker-seo-dos-don’t
SEO Being Found Online by Employers and Recruiters
10 Tips for Building Your Online Brand – why creating a blog or
website in job search to boost your brand SEO
https://www.livecareer.com/career/advice/jobs/seo-for-job-seekers
WORD CLOUDS wordclouds.com/ No A word cloud generator that can be used with any modern browser FREE
on PC, Mac, tablet, or smartphone.
JOB SCAN jobscan.co No Keyword optimization. FREE/FEE

Resume Services, Resume Optimization, Resume Templates, Jobs,
LinkedIn Optimization, Cover Letter Scanning, Job Seeker Tools, and
SaaS

7) Technology tools to network during transition
LINKEDIN Linkedin.com YES Most used professional networking site. It also allows FREE-
iOS & Android research, cyber resume, jobs application, etc. $29.99/month
SHAPR shapr.co YES Through LinkedIn, an algorithm finds professionals and FREE
iOS & Android suggest 10 to 15 inspiring profiles each day. You swipe (YES –
NO) if mutual interest: meet in person!
CAMCARD Camcard.com YES Scan, manage and sync business cards FREE
iOS & Android
MEETUP Meetup.com YES Largest networking resource: 2M+sign up/month FREE/$ to start a
iOS & Android Mostly social meetup *organizer
EVENTBRITE Eventbrite.com YES Browse all types of events, buy tickets, see maps, attendees, FREE – company
iOS & Android share events – wider range than Ticketmaster: professional keeps 2.5% of each
world ticket sold
ZOOM zoom.us/ YES Video Communications site for online meetings & training, FREE/FEE for Pro
iOS & Android webinars, zoom rooms (for online collaborations) account

8) Technology tools to help you find job fairs, seminars and professional networking events that are right for you
JOB FAIRS IN Jobfairsin.com NO Comprehensive list of job fairs by city and state in FREE
the US
JOB FAIRING jobfairing.com NO Comprehensive list of job fairs by city and state in FREE
the US and Canada. Incudes filters by distance,
open houses VS multi-employer
EMPLOYMENT https://www.employmentguide.com/job- NO Comprehensive list of job fairs by city and state in FREE
GUIDE fairs/browse the US w/date
MARKETING www.marketing- NO Comprehensive list of trade shows, professional FREE

MENTOR mentor/com/pages/trade-list meetings and associations by industry, specialty

9) Technology tools to find jobs posted online – General
LINKEDIN Linkedin.com YES LinkedIn jobs syncs with contacts and company info for a full FREE-
iOS & Android networking/job application experience $29.99/MO
GLASSDOOR Glassdoor.com YES It had the most new posts a day and it has detailed company profiles so FREE
iOS & Android you can see if you're a fit. Graphs show company rankings overtime.
Free salary ranges
INDEED Indeed.com YES Not much flair, but a lot of listings due to its algorithm aggregator FREE
iOS & Android
DICE Dice.com YES Science, technology, engineering, and math jobs, with a focus on FREE
CAREERS iOS & Android technology, security clearance, financial services, energy, and health
care jobs. Offers salary and career path information and resources
MEDIA mediabistro.com NO Advertising, marketing, public relations, and journalism. FREE

BISTRO

10) Technology tools to find jobs posted online – Freelance
FREELANCER freelancer.com/ YES Offers millions of projects. Freelancers compete to prove their skills. FREE/FEE
iOS &
Android
FIVERR fiverr.com/ YES Offers freelancers for hire, with custom/multi-category jobs FREE/FEE
iOS &
Android
REMOTE remote.com NO Site offers full time and freelance opportunities using algorithms that FREE/FEE
matches job seeker profiles with thousands of jobs.
UPWORK upwork.com YES 1.5 + M clients, Upwork accommodates both short- and long-term FREE/FEE
iOS & projects, hourly or per-project work and expert-level and entry-level
Android engagements.
TOPTAL toptal.com/ YES Exclusive network of the top freelance software developers, designers, FREE/FEE
iOS & and finance experts in the world. Companies rely on Toptal freelancers
Android for their most important projects. Freelancers need to pass screening
process to be able to be part of Toptal
GURU guru.com/ NO 3 + M professional services being offered FREE/FEE
FLEX JOBS flexjobs.com NO Job search site specializing in the remote, part-time, freelance, and $14.95/month
flexible jobs. Provides skill testing, career resources, organizer, products
discounts

11) Technology tools to find jobs posted online – Government
GO gogovernment.org/ NO Tips on the federal government application FREE

GOVERNMENT process itself, from beginning to end. How to best
leverage USAJOBS. An info-only website; no jobs
posted.
USA JOBS usajobs.gov/ YES The federal government’s official search engine FREE
iOS & for federal jobs. Postings include details about
Android duties, minimum qualifications, basic benefits,
and application instructions.
GOVERNMENT governmentjobs.com/ NO Listings of federal, city and state jobs at all levels. FREE
JOBS Search by category or geographic location.
CAREER ONE careeronestop.org/ YES Career exploration website. Links to all US state FREE
STOP iOS & job banks, military sites; as well as resources for
Android older & disabled workers, veterans, ex-offenders,
etc.

12) Technology tools to find jobs posted online – Non Profit leadership and Board governance
CHRONICLE OF philanthropy.com/jobs/ NO Extensive jobs and careers page; especially in fundraising FREE/FEE
PHILANTROPY opportunities
IDEALIST idealist.org NO Search for jobs, volunteer opportunities, internships, and up- FREE
to-date career content. Good for clients moving from a for-
profit job to nonprofit job
ENCORE encore.org/fellowships/ NO Site was created with Baby Boomer generation in mind. Those FREE
seeking a “second act”, preferably to do some social good
BRIDGE SPAN bridgespan.org/jobs NO Offers national non-profit leadership/management job listings, FREE/FEE
trends, strategies, etc.
SCION EXECUTIVE See Description section NO Non-profit Executive Search firms FREE/FEE
SEARCH Scion Executive Search – C-level roles and program
COMMON GOOD management scionexecutivesearch.com
CAREERS Commongood Careers – Specializes in placing non-profit
leaders in cutting-edge, entrepreneurial non-profits
commongoodcareers.org/

13) Technology tools to find jobs posted online – International
INDEED indeed.com/worldwide YES Find quality, targeted job listings in a hurry; Aggregated listings of FREE
WORLDWIDE iOS & international employers; mobile friendly
Android
MONSTER monster.com/geo/ YES Monster offers broad services in more than 40 countries for job FREE
INTERNATIO iOS & seeking, career management, recruitment and talent management
NAL Android capabilities
PROFELLOW profellow.com NO The go-to source for professional and academic fellowships. Varies by
profellow.com/fellowships/18-teaching-fellowships-abroad/ application
GOIN’ goinglobal.com/jobs NO Global City Career Guides. Expedite your job search with extensive FREE/FEE
GLOBAL location-specific employment resources. Great for native speakers
and expatriates
TRANSITIONS transitionsabroad.com NO Tips to plan, build, find or create international job/careers; for early FREE
ABROAD to mid-career professionals
U.S. uscis.gov/working- NO Details what is required to work (permanently or temporarily), visit FREE
CITIZENSHIP united-states/working- for business or engage in academic study in the US.
& us
IMMIGRATIO
N SERVICES
(USCIS)

14) Technology to find volunteering opportunities
VOLUNTEER volunteermatch.org/ NO The #1 volunteer-engagement network. Find local (hands-on) FREE

MATCH or remote (online) volunteer opportunities.
CATCH A FIRE catchafire.org/ NO Leading skills-based volunteering platform. Local or remote FREE
opportunities | from 1 hr. to 3 mos. duration.
GIVE GAB givegab.com/ NO Use the volunteer page to find events, ongoing, family-friendly FREE
and virtual opportunities.
HABITAT FOR habitat.org/ YES A global nonprofit housing organization with opportunities to FREE
HUMANITY Android build in your community and around the world.
VOLUNTEER volunteer.gov/ NO Find volunteer positions available nationwide with several FREE
GOV Federal, State and local agencies, related initially to natural
resources and Veteran’s health.

15) Technology tools to help you improve your interviewing skills
CHALLENGER cgcessentials.com NO Interview Stream allows for practicing, recording, sharing and assessing FREE
ESSENTIALS interviewing with thousands of interview questions categorized and with
alphabetized CGC
Program
BEST JOB best-job- NO Site solely for interviewing tips, practice, types of interviews, etc. FREE
INTERVIEW interview.com
51 MOST COMMON NO YES Job interview questions, resume and CV templates, cover letter samples, $0.99
INTERVIEW Q’S iOS & and HR interview questions
Android
SIMUGATOR No YES Full-length interviews, 50 questions, ability to record yourself, review $0.99
iOS and critique…advice
101 HR INTERVIEW NO YES Wide range of questions that an organization demands from candidates. FREE
QUESTIONS Android Application answers most commonly asked interview questions.
Categorized for ease.
CASE STUDY http://www.careerprofiles.info/case-study-interview-examples.html

INTERVIEWS Caseinterview.com - Deloitte - Case Interview Preparation -- Boston Consulting Group Case Studies
Gotham Consulting Case Studies - Oliver Wyman - Practice Case Studies - Price Waterhouse Coopers case studies,
Bain interview preparation - case interview -

16) Technology tools to help you negotiate a job offer
CHALLENGER CGCEssentials.com NO 20 minute webinar on Negotiation strategies, from A to Z FREE with CGC
ESSENTIALS Program
WEB SEARCH google.com YES Browse for negotiation strategies’ articles specific to a FREE
(GOOGLE) iOS & client’s needs
Android
JOB HUNT Jobhunt.org NO Article with clear and applicable information on how to FREE
develop a successful negotiation strategy
https://www.job-hunt.org/guides/Job-Hunt-Salary-
Negotiations.pdf

17) Technology tools to help you through the process of changing careers
THE bls.gov/ooh/home.htm NO Career information, work conditions, earning, job prospects. FREE
OCCUPATIONAL Research and data provided by the US Department of Labor
OUTLOOK
HANDBOOK
O NET ONLINE onetonline.org/search/ NO Sponsored by the US department of Labor FREE

The O*NET program is the nation's primary source of
occupational information. Central to the project is the O*NET
database, containing information on hundreds of standardized
and occupation-specific descriptors.
CAREER ONE STOP careeronestop.org/ YES The website is sponsored by the U.S. Department of Labor FREE
iOS & Career exploration, training & jobs. “Career Changer – My skills
Android my future” gadget to compare careers, learn about training,
certification, and salary by State.
WHAT’S NEXT whatsnext.com/ NO Information for middle aged professionals on career change, FREE
retirement, entrepreneurship, along with self assessments,
networking tools and introspection exercises

18) Technology tools to add value to your entrepreneurial plans
SMALL BUSINESS smallbusinessbrief.com NO Site with all info needed for a small business owner: FREE
BRIEF templates, articles, news, chat room
SMALL BUSINESS smallbiztrends.com NO As above, plus a fantastic resource center: FREE/FEE

TRENDS https://smallbiztrends.com/small-business-resource-center for printed
(templates, forms, white paper, etc. categorized by magazine
industry/field)
SMALL BUSINESS sba.com NO Small Business Advice (or "SBA") offers business advice, FREE/FEE
ADVICE information and other services related to the formation,
financing, operation and management of businesses.
FRANCHISE franchisebusinessreview.com/ NO Site with information for those looking to own a franchise: FREE
BUSINESS reviews, articles, ratings
REVIEW
ONE MILLION 1millioncups.com NO Free program designed to educate, engage and inspire FREE
CUPS entrepreneurs around the country. Part of the Kauffman
foundation (https://www.entrepreneurship.org/)
SMALL BUSINESS sba.gov NO US Small Business Administration delivers loans, assistance FREE
ADMINISTRATION programs, counseling, advice, training to Americans who want
to start their own business. The SCORE Association, supported
by SBA, is a nonprofit association of thousands of volunteer
business counselors throughout the U.S. and its territories.

19) Technology tools to support your consulting plans
IMC USA imcusa.org NO IMC USA is the certifying body and professional association for FEE
management consultants and firms in the USA. The IMC USA
mission is to promote excellence and ethics in management
consulting through certification, education, and professional
resources.
SOCIETY OF spconsultants.org/ NO The Society of Professional Consultants (SPC) offers FEE
PROFESSIONAL networking, mentoring, and education for consultants, solo
CONSULTANTS professionals, and entrepreneurs.
CONSULTANT consultantjournal.com/ NO Site that offers professional development tools, recommended FREE/FEE
JOURNAL articles and books, career advice, etc.
GLG glg.it NO Organization where consultants are not FTee’s but “council FREE
members”, and provide services when needed as
“contractors”

20) Technology tools to explore careers and analyze occupations
CAREER ONE careeronestop.org/ExploreCareers/explore- YES One-stop source for career exploration, FREE
STOP careers.aspx iOS & training and jobs.
Android
O*NET ONLINE onetonline.org/ NO O*NET (the Occupational Information FREE
Network) has an extensive number of
occupations and includes BLS data and
detailed descriptions
THE BALANCE thebalancecareers.com/career-briefs- NO Links to various career profiles. Get job FREE
CAREER BRIEFS 525860 descriptions and learn about earnings,
educational requirements, advancement
opportunities and employment outlook for a
variety of careers.
OCCUPATIONAL bls.gov/ooh/ NO Career guidance with hundreds of FREE

OUTLOOK occupations, published by the US Bureau of
HANDBOOK Labor Statistics (BLS). Revised every two years
(OOH)
OCCUPATIONAL bls.gov/oes/ NO Detailed employment and wage estimates FREE
EMPLOYMENT annually for over 800 occupations – national,
STATS - BLS state-wide, metropolitan and
nonmetropolitan areas

21) Technology tools to research public, private and non-profit organizations
NAME WEBSITE APP Description COST
HOOVERS hoovers.com/ NO Corporate profiles and financial information on public FREE/FEE

and private U.S. and international companies.
LINKEDIN linkedin.com Yes Visit the Company Page to learn about a specific FREE/FEE
iOS & business, company employees, brand, and job
Android opportunities.
THE BUSINESS bizjournals.com/ YES Research current info on private companies and industry FREE/FEE
JOURNALS trends. Find the search box up at the top right corner
and plug in company name
The Inc. 5000 inc.com/inc5000/list/2017 NO 2017 list of the 5000 fastest growing privately-held FREE
companies in the U.S.
BLOOMBERG bloomberg.com/businessweek YES Weekly magazine to stay ahead with insights and in- FREE/FEE
iOS & depth analysis on the people, companies (public and
Android some private), events, and trends.
GUIDE STAR guidestar.org NO A clearinghouse of information on nonprofit FREE/FEE

organizations.

22) Technology tools to research company financials
GLASSDOOR glassdoor.com/ YES Get inside information/scoop on prospective employers FREE

iOS &
Android
VAULT vault.com/rankings- NO Well-known for its insider reports; professionals/students can FREE/FEE
reviews/explore- read reviews to find the best companies to work for and best
companies internship programs
YAHOO FINANCE finance.yahoo.com/ YES Find basic company info. Links to recent articles, SEC filings, FREE
iOS & recent stock information, etc.
Android
SEEKING ALPHA seekingalpha.com Yes Stock tracking and company financials Free (stock)/$
iOS & 19.92/MO
Android (research)
ANNUAL OrderAnnualReports.com NO Look up annual reports for publicly traded companies. FREE
REPORTS
SERVICE
US SECURITIES & sec.gov/ NO 10-Ks and other SEC filings from today back to 1993. Find FREE
EXCHANGE links to regulatory actions, investor information and litigation.
COMMISSION
(SEC)

23) Technology tools to find and analyze geographical data and relocation resources within the U.S.
CAREERONESTOP > Job Search careeronestop.org YES Find out about the local job market FREE
Tips>Relocate before relocation.
SPERLING’S BEST PLACES bestplaces.net/ NO Learn about Best Place to Live, Cost of FREE
Living comparisons, Schools, Crime Rates,
Climate, House Prices, and more
LIVABILITY livability.com/ NO Ranks small-to-medium sized cities as the FREE
best places to live in America
CHAMBEROFCOMMERCE.COM chamberofcommerce.com/chambers NO Find local chambers of commerce by FREE/FEE

selecting Find a Chamber from the top
menu.
ESCAPE ARTIST escapeartist.com/ NO Comprehensive international expat FREE

community and resources – live, work,
travel, retire and invest abroad

24) Technology tools to target specific industries and niche areas
NAME WEBSITE APP DESCRIPTIONS COST
POLITICAL JOB politicaljobhunt.com/ NO Current listings of national & international jobs in politics, public FREE/FEE
HUNT policy and government affairs
THE W. EDWARDS deming.org/ NO Website and resources rooted in innovative management and FREE/FEE
DEMING quality theories of Dr. W. Edwards Deming.
INSTITUTE
JOURNAL OF joc.com/ NO News, data & analysis to the global maritime, supply chain and FEE
COMMERCE (JOC) logistics sectors
THOMAS NET thomasnet.com/ NO Free directory of manufacturing companies and Industrial supplier FREE
community and more; formerly Thomas register
ASSOCIATION OF acc.com/ NO Job board, information, education and networking opportunities FREE/FEE
CORPORATE for in-house legal practitioner
COUNSEL
PROJECT MNGT careercenter.pmi.org/ NO A Job board and recruitment resource for the project management FREE
INSTITUTE JOB profession
BOARD
GLOBAL RESOURCE globaledge.msu.edu/glo NO A comprehensive knowledge portal and directory of international FREE
DIRECTORY bal-resources business- and trade-related resources

25) Technology tools for high level and C-level executives
ANGEL ALLIANCE spokaneangelalliance.com/ NO Google high level, c-suite networking groups in local area. FEE
CEO ROUNDTABLE (example site) Search keyword phrase (e.g. Angel Alliance or CEO
Roundtable + name of town)
THE COMMITTEE c200.org/ NO A preeminent global organization for women business FEE
OF 200 leaders
LINKEDIN GROUPS linkedin.com YES Direct your client to look for LinkedIn Group such as… FREE
FOR EXECTS iOS & • Healthcare Executive US Networking Group
Android • COO Network (Chief Operating Officer)
• CEO & C-Level EXECUTIVES Network
• Executive Roundtable
C-SUITE NETWORK hayzlett.com/c-suite- NO An online network, content tailored to the evolving needs of FREE/FEE
network/ C-Suite executives, conferences, business intel, and other
services
KORN FERRY kornferry.com/institute/ NO Offers research and analytics to share intelligence and expert FREE/FEE
INSTITUTE points of view on talent and leadership.

26) Technology tools to motivate through knowledge share, mind, body & spirit
DAILY OM dailyom.co NO Daily inspirational messages to promote mind, body and spirit. FREE
m/
GREATER greatergoo YES Podcasts centered on the psychology, sociology, and neuroscience of FREE
GOOD d.berkeley. iOS only for well-being
SCIENCE edu/podcas podcast and lessons in thriving, resilience, and compassion.
CENTER ts
TED TALKS ted.com YES Spreading ideas through short, powerful talks (18 minutes or less). FREE
iOS &
Android
LEARN OUT learnoutlou NO Free media resources for noteworthy motivational speakers like, Tony FREE/FEE
LOUD d.com/ (only a Robbins, Oprah, Deepak Chopra etc., in the form of audio books,
Mobile podcasts, courses, documentaries, lectures, interviews, speeches and
Player more.
option)
Music and See URL NO 30 inspiring songs that are positive and encourage strength & tenacity FREE
songs link in https://www.lifehack.org/articles/lifestyle/30-inspirational-songs-that-
description keep-you-motivated-for-life.html


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Job Search Strategies

Your coaching session support guide

150 South Wacker Drive

It also requires strategy and a willingness to reconsider conventional wisdom regarding

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YOUR OUTPLACEMENT SERVICES AND USEFUL CONTACT INFORMATION

ICONS USED IN THIS GUIDE

The text next to this icon contains important additional information,

The job search process is full of information, anecdotes, surprises,

Job Search Strategies: Your Coaching Session Support Guide Page 4

 Your Personal Brand

Job Search Strategies: Your Coaching Session Support Guide Page 5

Job Search Strategies: Your Coaching Session Support Guide Page 6

Editing your resume: Content

Address/contact information: If you feel comfortable, include a physical address on your

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A problem-free image is made up of four statements.

You will want to personalize this problem-free image by being

Job Search Strategies: Your Coaching Session Support Guide Page 10

Pay attention to your appearance and people will pay attention to

Therefore, when an interview is scheduled, research the company to understand the

Job Search Strategies: Your Coaching Session Support Guide Page 11

Be a good and considerate guest so that the interviewer can be the

Job Search Strategies: Your Coaching Session Support Guide Page 12

• Build a professional online profile, which includes your job history,

Job Search Strategies: Your Coaching Session Support Guide Page 13

Tips on phone etiquette:

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Time of the interview

• Do not choose to make a morning appointment later than 11:00 a.m.

Research the interviewer by performing an online search, where you could

Job Search Strategies: Your Coaching Session Support Guide Page 16

Two simple rules lead to a successful interview

Two stages of the interview process

Job Search Strategies: Your Coaching Session Support Guide Page 17

Two categories of interviewers

THE FIRST FIVE MINUTES OF THE INTERVIEW: FIRST IMPRESSIONS

Job Search Strategies: Your Coaching Session Support Guide Page 18

FOUNDATIONAL INTERVIEW QUESTIONS

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1) Tell me about yourself

What do you do best?

2) What kind of job are you looking for?

This question could be asked in other ways, such as:

Job Search Strategies: Your Coaching Session Support Guide Page 20

4) Do you have any questions for me?

Rehearse and learn the answers to these questions before you go

1) What are your faults?

Job Search Strategies: Your Coaching Session Support Guide Page 21

3) Why did you leave your last job?

4) Are you open to relocation?

When delivering the response to a negative question, don’t forget

Job Search Strategies: Your Coaching Session Support Guide Page 22

SAR or STAR Method

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