Whether you call it mojo, swagger, or attitude, make sure you show it on your next interview.
[spp-transcript]
This is a show about Mojo… Swagger… Attitude… Whatever you want to call it.. Whether you are a leader, executive or a staff person, firms buy into it. Often when you’re out looking for work, and on your turf and don’t feel completely confident, you feel like you want to feel about the other person… Mistake.
What you need to do is deal with the other person as you presuppose them today. After all, 95 times out of 100 when you meet people in the social situation your instincts about them right. Don’t waste time feeling out of the people; just go right into trusting your instincts about the other person.
As you walk into the interview, shake hands assertively with someone. I’m not talking about one of those ridiculous handshakes that almost seem like someone is pumping water from a well.
I’m talking about a firm confident handshake. An assertive manner about yourself (Being assertive is not rude or obnoxious. It’s just confident, certain and decisive).
We think about certain actors or actresses and how they carry themselves in front of the , a have “IT.” You want to have “IT” and show it. You want to have that great handshake, a great smile in your face, as you talk you don’t want to seem concerned or worried or like you are wondering. What you want to be doing is speaking confidently and with certainty about the subject.
At the end of the day if they choose someone else, it makes no difference because someone is going to hire you. You have to conduct yourself with that belief. Someone is going to hire you. It’s just a question the right firm finding you and you demonstrating your skills in a way that makes sense to them.
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
I am asking a lot of questions by the members of JobSearchCoachingHQ.com, my side with curated information that you can watch listen to or read to help you find work more quickly.
This is a question I was asked recently that I thought would be helpful to you. How do you spot a bad recruiter?
[spp-transcript]
The question for today is, “How do you spot a bad recruiter?” I think it’s a wonderful question, but, I’m not going to give you the answer that you expect.
Here’s what my thinking is. Most of you think that a bad recruiter is someone who doesn’t get a job for you. You think a bad recruiter is someone who doesn’t find you work. As a matter of fact, they may never arrange for an interview for you.
The problem with that is you are confused about what a recruiter is supposed to do. You make the mistake of thinking that recruiters work for you when, in fact, recruiters are paid by employers, not paid to find positions for someone.
I read an answer on Quora. I want to acknowledge it and poke holes in it. It starts off, “From the beginning when you get a first email message from a recruiter, skim to the bottom. Was it written to you. If you could change the name of the top and so the 200s of people… That’s the sign of a bad recruiter!”
No. That’s an indication that they are casting a wide net. They don’t know if you’re going to be interested. As a matter of fact, most people will never respond. It’s not that they send out bulk email (because in some way, shape or form, you pay contact with them in the past). They have a database that lets them know that one time, when you are in touch with them in the past, you did similar work to what was being sought by the client.
They are presenting an opportunity. You have to accept that opportunity. That’s fine.
“They use buzzwords and pick up lines. Bad recruiters have conversations where they use buzzwords and weak pickup lines.”
I have no idea what this person means by, “weak pickup lines.” They are obviously being sarcastic. However, buzzwords may reflect technology and functionality within a particular profession that a client may require. You have to find out whether the person has those skills pretty quickly in order to see if you are wasting your time and theirs.
“They don’t understand its structure of an interview. They ask questions out of left field that seem like they are out of order.”
No. Something may have popped into their mind that they forgot to cover. I’m a human being. I do make mistakes. I do forget they ask certain things. If you think, bad recruiter, having filled more than 1200 positions plus consulting assignments, having gone 1500+ YouTube videos on job search, having done three podcasts and a whole host of things because I have something that didn’t seem like was in the right sequence for you, how do you feel if someone criticize you for that in your work?
I’m imperfect being. So are you. Give me a break. Don’t expect perfection.
“Hard sell.” That might be the side of a bad recruiter. I’m going to conceive that point. Some people sell hard. If the reason that they are selling hard is because you changed your story will beg, well, excuse me!
There is an inconsistency that you have not communicated, you’ve changed your mind, we’ve gone to bat (as you must realize, contingency recruiters are only paid it if you are hired and remain in the employ of the client for certain period of time).
As a result, your change, on communicated, is a surprise. When we are surprised, often, we are looking at a substantial portion of our income going away. I know that doesn’t mean anything to you, but you have to expect that there will be a human reaction to that.
“The questions that they ask are dumb.” An employer often requires us to ask and take questions to ensure that a person is qualified.
“We don’t follow up do they do all the talking? Are they listening to what you are saying? Do they do the things they say they will when they well?” Do you?
I will simply say, recruiters are imperfect beings. We are sometimes held up by our clients who change their mind and have their circumstances change.
At the end of the day, we don’t work for you. We work for an employer who is paying us just like you work for an employer who is paying you. When push has to come to shove, you can do whatever you wish, however, what you interpret as being a bad recruiter often isn’t.
I will give you one thing. One of the best indicators of a good recruiter is longevity. They have had success in their field. Worked for their organization (organizations in general) for lengthy periods of time.
I’m not saying this to blow my own horn, but I have survived many recessions and thrived for more than 40 years. That should send a message to you. Will it be perfect for everyone? Absolutely not. A lot of people will judge me as a bad recruiter because I haven’t help them.
Okay. Your background doesn’t fit what my clients want to hire. Do you think I’m going to get on the phone and call thousand companies for FREE (because you’re not paying me anything) to find a job for you? NO!!! I paid by organizations to find talent for them, not to find you a job.
So, remember, who does a recruiter work for? That’s the basis of the question. The answer is an employer. They make the judgment by hiring the firm the recruiter works for, doing it time and again, hiring that individual recruiter time and again to fill positions
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.= http://www.JobSa
[svp]http://www.youtube.com/watch?v=v7qB0kRcacc[/svp]
What do I do? Try another field?
[spp-transcript]
The question for today is, “it’s been over a year since I graduated college and I can’t find a job in my field. What should I do?
The original question was from a graphic designer who has been on 20 interviews so far and is nothing to show for. They are thinking of taking a job as a sheriff or a car salesman (I think you’re being sarcastic here). They are wondering what to do.
Your resume is obviously good enough because you’ve gotten 20 interviews. The problem breaks down to you don’t interview well and need to learn how to answer interview questions effectively.
If you want to give up, that’s your prerogative but you will be learning the habit of giving up, instead of trying to fix the problem.
How do you learn how to interview well? There are lots of ways. I will do a quick commercial for myself and JobSearchCoachingHQ.com where I have curated information from around the web that I and others have created, where you can watch, listen to or read great information that will help you find work.
But, if you want to give up, go ahead!
You can also do Google searches, YouTube searches, look on job boards sites for information and, from they are, practice it. Practice how to answer these questions more effectively.
Have people observe you so that you get their input on how to interview because, at the end of the day when you’re going for a graphic design job or any job, you will have to interview… And you’ve already demonstrated that you don’t know how to do it well.
By the way, let me back up for second. I believe a person can dissect their own job search and where it is breaking down very easily.
If you are not getting interviews, focus on the resume. If you are getting interviews in not being invited back for second interviews, focus on your first interviewing skills. If you are being invited for second interviews but not getting offers are invited back for thirds, focus on your skills for second interviews and where it is breaking down. If the offers are coming in low you are not making them, “fall in love.”
If you are getting job offers but they are coming in low, there are things that you are doing where you’re leaving them with doubts and causing them to say to themselves, “Screw it. If he takes it great. If she accepts, fine.” They’re not in love with you.
That’s the way you dissect your job search.
For you, you are getting interviews so the resume is okay. Get better at it; you will get better results.
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
Jeff Altman, The Big Game Hunter offers more phone interview tips for job hunters.
[spp-transcript]
Although I have done videos about, about phone interviewing I want to cover a couple of additional points.
I’ll simply say that you already know that you need to be in a quiet place for the conversation. But there are some fun things that you can do that will help you really excel in a phone interview.
When the interviewer calls, you thank them for making the call, and they say, “I’ve looked at the job description, but can get an idea of what it is that you’re looking for from me? This way, you make sure you’re on the same page as the interviewer.
Often, from the time that the position description has been created until the time that you actually interview, the job has evolved a bit, although the job may read one way on paper, in actuality, the screening for something a little bit different. So always take the time to explain what it is that they are is the looking.
Another subtlety is, ask them, “How long do you expdo you expect we will be speaking?” You can simply say that I just want to make sure that I have that amount of time in my schedule. When they are scheduling the interview and ask, “Can we speak at 1 o’clock?”
“Terrific! Ihow much time should I set aside my calendar?” Just get an idea of the amount of time that you will be talking to them.
Listen to the question. I can’t tell you the number of times where people start to get off on these long tirades and I hav call them a tirade because, after a while, I have no idea what they’re talking no recollection of the question. I have gone so far as to ask them, “Do you remember my original question?”
So try to to stay on point by answering the question in 45 seconds or less. If you have to go to a minute, so be it. But try to keep your answers to about 45 seconds in length and listen to what they’re asking you.
Along the way, you may want to sound like you are thinking about your answer and being all reflective. It is acting that you are doing. They can’t see that you have notes out in front of you and that you’re jotting down some things. Another thing I’ll mentioned to you is try using headphones. If you have access to headphones, use them. I find that being hands-free when I do my radio show and when I do my calls all day long is extremely helpful. It just allows me to use my hands, I’m not going to develop a crick in my neck that’s going to wind up hurting during the course of my conversations. Use headphones if you can.
Finally, at the end of this, you might ask them, ” so what’s going to happen next? When do you expect I would hear back about next steps in the process?”
That gives you a sense of timeline. Again, nothing I’m talking about is to be done in a way with it sounds like you’re anxious or nervous. Everything is, again, about the acting of the part. So you might just simply say, “Thanks for calling. When do you think I might be hearing back about next steps in the process?
“Well, I have a number of people to speak with.”
Oc ourse, you have a number of people to speak with! I am just trying to get a feel for the timeline that you folks have.”
“I expect to get back to you in a week to 10 days,” or “I expect I’ll call you tomorrow about scheduling an in-person interview,” or whatever it is, just get a sense of timeline. Then, concluded by saying,”I’m andI just want you to know how interestws I am in this role. I do look forward to hearing from you about next steps of you. I would love to continue further.
Firms find it much more appealing when they are being pursued. One of the things that hiring managers, in particular, hate is when they have to extend an offer that is going to get turned down. So, you want to express interest because, often, frequently, it’s a differentiator when hiring managers are deciding which person to make the offer to.
They have two individuals; they like them a lot; they both quite capable. The thing that puts it over the edge for you can be very simple –they think you are interested.
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
I learned something a long time ago– you can swim with the flow of the river or swim against it. If you decide to swim against it, the likelihood is that you will drown.
[spp-transcript]
I want to talk to you older workers for a second about something that I know you know on one level is happening but on other levels you deny how it’s going to affect you and it winds up costing you your career. That is the notion of change. Let me use my career as an example.
When I started recruiting in the 1970s, the hot technology was COBOL. Ultimately, what happens is that things changed “in different technologies became the “hot technology.” Those technologies changed and new things replace them. This is an about the hot technology and what is hot in the market; it is about the need to adapt.
I remember when COBOL was becoming passé and people were starting to use minicomputers, programming languages are completely irrelevant now. They were recruiters who were saying, “there are no COBOL jobs and I have these great COBOL people,” and they didn’t adapt.
If you look at your field, the one that you’re working in now, and the changes that you’ve seen over your proof career or long career, you’ll see that things have changed.
You can argue with them and say to yourself, “I don’t want to have to learn this stuff,” and concede the fact that your career will come to an end because there are people who will want to learn that stuff, who do want to become involved with those things that are new, and desirable. It’s not like you’re going to be the best and that new thing, but you need to get some experience with whatever that thing is that is the new thing in your field.
You need to keep attending conferences. You need to keep paying attention. Reading trade publications, understanding what the change is how to adapt with it, and making the change, as well.
For you, unless you do this, let’s skip ahead a few years. There will be some version of recession. When firms start evaluating who to cut, unless you have adapted, you are an expensive item to. That’s true especially knowing the old stuff.
You always have to learn “new.” You always have to adapt, or else, otherwise, I’m going to start calling you “Dino,” for the dinosaur – – a legacy in your division. An old timer. The person who they tell stories about or jokes about at the office as the person who missed the opportunity to be on the cutting edge. Who missed out and made the decision that cost them their career.
There are so many instances I have seen of people who made this mistake, who hang on for dear life. The truth is if you learn the new stuff,, even if they do cut you (after all, there’s no guarantee that they won’t), you can find another position or contract work during the down times because you know the new stuff and you have experience with the new stuff.
Stay up-to-date with your field. Make sure your current and, if there are so many things that make it hard, to the best! Just don’t get stuck in the mindset that says, “Something else.Ugh,” and started to whine about it. No one likes a whiner, no matter what the subject is. Don’t become the office complainer.
Adapt. Spearhead the change. Encourage other people to adapt as well. You will wind up being a survivor.
[/spp-transcript]
On this show, I offer career advice, rather than pure job search advice is designed to help you have a long and prosperous career
[svp]http://www.youtube.com/watch?v=VyrVRz4eC8g[/svp]
I was asked this question on Quora and thought to be a good way to encourage you to think creatively.
[spp-transcript]
The question I was asked was, “How do you find a job without a resume?” I think the answer comes down to two ways.
If you are very inexperienced and looking for a job, let’s say, in retail or a job at a fast food restaurant, you don’t need a resume. They may ask you to complete an application but the idea of a formal resume is not important.
However, if you are in a professional discipline, how do you find the job without a resume? The answer comes down to, “Why would employer want to talk to you without you following the convention of you submitting your resume?”
I think the answer is clear. They had a particular need and you have the experience they are looking for. How do they know that?
Perhaps they have seen your LinkedIn profile. Perhaps you referred to them by someone who knows your work and is a strong proponent of it. Perhaps they saw you speak at a group were you are the expert on stage, presenting on that situation.
Being the expert in the field changes the rules because, “the rules,” are designed for the average individual– the one who is compliant. There is no reason to bend for them. If you are seen as the expert, you have opportunities that other people don’t have.
How do you present yourself as an expert? I gave one example earlier – – you are up on stage at a conference and are presenting.
Here’s another. You have written about this subject for years. Books are a business card for a lot of people. After all, when you think about it, what is a book telling us? Is telling us that you have knowledge and expertise on a particular subject that makes you different than other people. Pretty simple.
So if you want to be found, If you want to be sought after, If you want to avoid the resume trap so that when they call you up and say, “Jeff, we would like to talk with you about an opportunity with a client of ours.”
“Great. Let’s talk!”
“Do you have a resume?”
“No. I don’t have resume. You know about my background. You reached out to me, remember? Look, you found me on LinkedIn (or saw me speak or read my book), and time to write a resume. I have a full plate ahead of me.”
That’s the easiest way to do it.
[/spp-transcript]
Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
Jeff Altman, The Big Game Hunter discusses a creative and clever idea for marketing yourself on LinkedIn.
[spp-transcript]
I just saw a great instance of a creative use of QR codes on LinkedIn. You know how you normally encouraged to put a photo in on your profile page? Someone used a QR code.
It could be in use a little bit better because what the person did is replicate the summary area of the LinkedIn profile but then they directed people to a page where the resume was. Very smart utilization! And it is something easy to do.
There are a lot of apps and services that will help you create a QR code. In another video, I suggest that everyone had their resume online using a service like wix.com.Wix is a free service; you can post anything that you want there. But your resume up there because they were recruiters out there who are trying to find resumes on line.
Give them a free vehicle to find it. This way they don’t have to contend with the job boards and the tens of thousands of dollars to find people. That is is about simply about third-party recruiters, that’s about corporate recruiters as well.
So create a page on wix.com for your resume; they use a QR code on LinkedIn that directs people to their resume from the LinkedIn profile.
I suspect (I haven’t looked at this carefully, yet) that instead of substituting for the picture, there are places where you can upload images onto your profile and then direct people to your resume homepage.
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
The question for today is should I email a recruiter if they missed the call with me? Let me turn the question around. If you missed the call with them, do you think they would’ve called you?
Hell yeah!
They would’ve called you and they would’ve put you on the defensive.
You can’t do that. A corporate recruiter, clearly, can do that. They can ask, “Where were you?” They can reject you altogether.
With both a corporate recruiter and an agency recruiter, you have to take it on the chin a little bit and say something to the effect of, “Jenny, my name is___. We were scheduled to speak at 2:30 PM.”
To me, I would give them 10 minutes and call them. I wouldn’t delay major lengths of time.
Why? Number one is, if it is only a few minutes, they might still be able to do the interview and be incredibly apologetic. They may feel inhibited if they get an email from you.
Your job is to get the interview and deliver on it. It’s not to be in power or in command or put the other person on the defensive unnecessarily.
At the end of the day what you want to be accomplishing is really very simple. You want the in person interview.
If this were to happen to you in person (you are sitting in the reception area of their office and kept waiting for a while), I would go to the receptionist and say, “I have 2:30 appointment with so-and-so. Are they running late? Is that what’s going on?”
I do that doctors offices when I walk in. I have an 11 o’clock appointment, walked in and asked if they were running late.
“No, she should be with you in just a minute.” They were. I felt good.
The some doctors where I note to call them before leaving for their offices to ask if they’re running late because I know I can be sick and waiting for long periods of time in the reception area. I don’t have time for that. I would call and say, “I have an 11 o’clock. It’s 10:15 AM. Are they running late?”
“Yes, they are running about an hour late.”
“Okay, I’ll be there at 11:45 AM. Just get me in by noon. After all, they were ready Be waiting for an hour on my schedule.”
“Oh, no. We can’t do that.” They’re not my doctor anymore. They have no respect for my time.
With you, as the job hunter, you want the interview. You want them to feel like they owe you something, but not a lot. You want to feel a certain degree of obligation.
Calling about 10 minutes after the interview was scheduled to start (if you prefer, 15 minutes), still gives you a chance to have the interview and then, from there, move on to the next step.
[/spp-transcript]
Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do … Read more about this episode…
[svp]http://www.youtube.com/watch?v=CxuD1j2EIcA[/svp]
How do I get my resume noticed? How do I get my LinkedIn profile noticed? Similar questions with slightly different answers.
[spp-transcript]
How I get my resume or LinkedIn profile noticed?
These are is a slightly different questions and I want to address both of them. They asked of me independently and I think each should be addressed in of themselves.
So, first of all, let’s start with a resume. How you get your resume noticed? Normally, when someone says that to me, they are usually in the phase of posting it on job boards but let me just work with the assumption that, maybe, it’s not just a job board. Maybe what you’ve done is contact the hring manager, you have mailed delete it to he or she; maybe you’re in a situation where you have it on a website. You want to make sure that it’s noticed. Just how do you do that?
Understand who the user is? Who is the person who is looking at the resume In order to figure out how to make it noticed. Since the person who is looking at the resume is someone who’s trying to hire someone , that’s your way of understanding it.
You need to have a resume that demonstrates your (#1) fit for a job; (#2) is keyword and SEO rich in order to demonstrate that you have the skills that they are looking. So that’s the obvious one and the easy to control.
How to get your LinkedIn profile noticed is a little bit different because people look at LinkedIn profiles for different reasons. Number one is they are curious. They are curious because you’ve done something on LinkedIn that piques their interest. For example, you’ve written a blog article. You posted something in a group. There is something that you found on the web that you shared on your on your homepage in the feed there and your followers decided to share it or they just decided to look at it of themselves because they aren’t really close to you so what you are doing is thinking of LinkedIn as a marketing vehicle.
In the case of a resume, as my friend, Perry Newman, says, you are the you wants to be hunted there. So you’re submitting something to apply for a job. You are the hunter.
On LinkedIn, you are the person who wants to be hunted. You have to do things that make you attractive. So like the job board scenario, like the other ones I mentioned, you, yes, you do want to have a profile is keyword rich. You want that so that it attracts the recruiters amongst the users.
But if you want to find the hiring managers reaching out to you, if you want to build your network and develop relationships, the actions that you take in other places will draw people to you. So following a particular firm, joining a particular group and participating regularly, writing articles for LinkedIn normally will increase your traffic, particularly, if in your signature, you include your LinkedIn profile and encourages people to reach out to you.
Again slightly different motivations and the results will cause you to increase your traffic.
Hope you found this helpful and have a great day. By the way, I want you to do is visit JobSearchCoachingHQ.com. I’m the head coach there. I’ll answer your questions there. The site has curated information to help you find work.
[/spp-transcript]
Do you really think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
Jeff Altman, The Big Game Hunter speaks to those who are finding it impossible to find work and offers them a suggestion that will help.
[spp-transcript]
For some of you, you been hitting your head against the wall in your job search now for what seemed like an eternity. Your getting no results. And by the way, an eternity is not a week. But this can apply to you as well during the time that you are searching. But this is really a tip for the long-term unemployed. For folks who are just hitting their head against the wall. And this could be true of veteran individuals and it’s certainly true of people who try to launch – – graduated school – – and just not getting anywhere.
What can you do? What can you do in the face of all this mounting pressure that you’re feeling to find work? All the the lack of results that you’re getting. What can you do? The answer is create your own job.
Creating your own job can be as simple as, if you’re a writer, you start doing freelancing. You market yourself as a freelancer. You blog. You do a variety of different things that help other individuals through your efforts. Through that, you are going to publicize yourself. People will find your the web. You will mobilize yourself to get out and about in completely different ways so that, when all is said and done, people are going to learn about you.
I found with one person I was speaking with yesterday, she wound up with offers based upon her writing and her blogging and a variety of other things that she was doing. The same can happen for you.
You may be a marketing person. You may be a salesperson. You can still teach others to sell and market. You can still write about some of your ideas along these lines. You can pick up freelance work in your local community or around the country… or for that matter around the world.
Do you have to get the highest rate imaginable? No. You just need to work and, through the working, to build relationships and develop the skills and efforts that are going to be very helpful to you. So don’t just simply look for big companies to hire you. Don’t just simply try and knock on doors of small companies and say things like, ” Hi! I am a fast learner. I can learn anything you give me to do.” No one cares.
What they care about is can you give the results that helps them based upon what they need. Starting your own firm, creating your own job, starting your own small business, marketing your skills and talent – – I’ve seen it help so many people land work during this “great recession/depression” everyone referred to it as.
So don’t just settle. Promote yourself. Create effort. Pick up freelance work. There are online sites like Upwork, for example, to help you find work. Get out there.
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Do you think employers are trying to help you? You already know you can’t trust recruiters—they tell as they think you need to know to take the job they after representing so they collect their payday.
The skills needed to find a job are different yet complement the skills needed to do a job.
Jeff Altman, The Big Game Hunter has been a career coach and recruiter for what seems like one hundred years.
JobSearchCoachingHQ.com is there to change that with great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your ally with no conflict of interest answering your questions.
