Cold calling companies and executives

In addition to networking with established contacts, it is necessary to take a proactive and aggressive approach to uncovering the hidden job market by finding and reaching out to companies and people beyond the scope of your existing network.

As we’ve mentioned often in this blog, the classified ads in your local paper and online at sites like CareerBuilder and, probably account for less than 20% of the available job openings.  Your immediate network of friends, family, former work associates, etc., will help you uncover hidden opportunities.  However, without expanding your search by cold-calling companies and executives, you could be seeking a job for a very long time.

Will you like it?  Probably not.  Will it work?  YES!  Up to 40% of the job seekers going through our employment transition program find their new position this way.  Continue reading

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Convert The Internship To Full Time Position

Full Report Here

With most of the nation’s colleges and universities quickly nearing the end of the spring semester, tens of thousands students and new graduates across the country are preparing to embark on summer internships, which are increasingly vital to career development.  However, one workplace authority warns that many interns will fail to maximize the experience and convert it into a full-time position.

“Internships are more important than ever.  We are at a point in this recovery where job gains are finally gaining momentum, but, overall, employers remain cautious when it comes to hiring.  They want to ensure that they are bringing in the most talented candidates who mesh will with the company and its workers.  Internships offer an ideal on-the-job testing ground that more and more employers rely on for identifying and recruiting entry-level workers,” said John A. Challenger, chief executive officer of global outplacement firm Challenger, Gray & Christmas, Inc.

The problem is that many interns simply show up every day, put in their hours and never give any thought about how to get the most out of their short time with the employer and taking the extra steps necessary to turn this temporary position into a full-time one.

According to an outlook released earlier this year by Challenger, Gray & Christmas, the entry-level job market has improved steadily over the last two years.  However, the competition for these positions remains fierce and having internship experience is a must on any resume.  The latest data shows that the number of internships being offered is on the rise.

The National Association of Colleges and Employers 2012 Internship & Co-Op survey found that employers will increase internship hires 8.5 percent over 2011.  Employers also reported the highest conversion rate, the rate by which interns become full-time employees, ever tracked by NACE: 57.7 percent in 2011 versus 58.6 percent this year. Continue reading

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Looking for a job in a new town

The national economy is slowly improving, but there are areas of the country that are faring particularly well in this recovery.  While the deflated housing market and the likelihood of one’s home value being “underwater” is likely to prevent many job seekers from relocating, those in a position to pick up stakes should definitely cast as wide a net as possible when seeking employment.

There are several ways one can effectively tackle the job search in another location.

One of the first things that must be done is to contact family, friends and former business associates to see if anyone has any business or social contacts in the new location.

Examine your own contacts.  You will undoubtedly have many more than you think, once you start making a list.  In terms of the new location — do you know anyone working there?  Do you have any former school associates who may live there?  How about your own parents and other relatives — might any of them have any contacts there?  Think about your friends, and the mutual friends you and your spouse have developed through your social contacts.  Do they have any business associates or friends of their own in the new location to whom you might be referred for job leads?  Do any of your former work associates know any employers in the new location? Continue reading

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Challenges abound as military transition to civilian job market

As the United States continues to draw down forces in Iraq and Afghanistan and with the Pentagon under pressure to cut spending, involuntary separations for members of the military are being utilized for the first time since the end of the Cold War.  The transition from the military back into the civilian workforce presents a host of challenges for the former soldiers, sailors, Marines and other personnel affected by the cutbacks.

The biggest challenge is that many people separating from the military, either voluntarily or involuntarily, lack an understanding of how to translate their military experience into terms readily understood by employers in the private sector.  As a result, many struggle to even figure out where to begin their job search.

There are three major problem areas that need to be addressed:

  • The lack of knowledge by the military on how to job search in the civilian job market.
  • The self-effacing tendency of the military not to take credit for jobs they did well even when credit is due.  Self-effacement is part of the military culture but it is the exact opposite of what is required to get a job in the civilian job market.
  • Civilian employers that do not understand military accomplishments.

Continue reading

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New study confirms ineffectiveness of online job boards

As we have noted time and again in this blog, a passive strategy of sitting at one’s computer and responding to online help-wanted ads is among the most ineffective ways to find employment in any job market, but especially one that is as weak as the current environment.   Firstly, online ads actually account for less than 20 percent of the available jobs out there.  Secondly, a resume sent to an employer in response to an online job board posting is far more likely to be overlooked, as the company is flooded with thousands of electronic applicants like you.

While searching and responding to online job ads should not be entirely abandoned, the bulk of one’s job-search time and energy is better spent expanding and mining one’s social and professional network.  Further evidence of the effectiveness of a networking-driven approach is found in a new study by talent management software firm SilkRoad and reported by human resources industry publication Workforce Management.  According to the report, while organizations utilize job search engines and job boards, nearly two-thirds of recent hires found their positions through internal sources, such company career sites and employee referrals. Continue reading

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Managing the job search “roller coaster ride”

Searching for your next position can be a little like being on a roller coaster ride.  And, while roller coasters can be a thrill, no one we know is ever thrilled to be on the “job search ride.”

The job search brings with it ups and downs and twists and turns until you obtain your next job offer – and then it’s smooth sailing.

Knowing this is a plus.  NOW is the time to adopt a sound strategy; one to help you to effectively deal with the inevitable ups and downs that accompany a search – Please see tips below:


As much as you are an individual, when it comes to looking for a new job, you’re also a “product” looking for the “right buyer.”  What are your features and benefits?  What differentiates you from similar products (job seekers)? What need does the buyer have and how will hiring you meet that need?


It is important to understand that not every product is right for every buyer.  Realizing that your “product” isn’t right for every “buyer” can help you deal with the rejection that, unfortunately, is part of every job search. Continue reading

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Employers ask for workers’ Facebook passwords

As employers become increasingly selective about whom they hire, it appears that some are taking the bold step of asking applicants for full access to their Facebook profiles, which means handing over one’s username and password.  It is unclear how widespread this trend is, but one thing is clear: while social media has been a boon to job seekers’ ability to expand and utilize their network, there are many pitfalls associated with these sites that can derail a successful job search.

Hopefully, the trend of employers seeking access to candidates’ private profiles is a short-lived one.  As word of this practice has spread, the public outcry against it has grown exponentially louder.  Several state legislatures are working on laws that would prohibit companies for making these types of requests and even the United States Senate is investigating.  Facebook also issued a statement on its blog and is considering measures that would make it more difficult for non-members to access someone’s account.

The vast majority of job seekers will probably never encounter an employer-made request for social media access.  For the few that do, it is undoubtedly a very difficult situation.  We remain at a point in the recovery where finding employment is still a significant challenge.  Millions of job seekers have been out of work for six months or longer, with many job searches stretching to one and two years.  If presented with the option of handing over one’s Facebook username and password or being eliminated from  consideration, many job seekers are likely to provide access to their profiles.  Candidates who are currently employed or have in-demand skills, on the other hand, have the luxury of saying NO. Continue reading

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