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You just filled that really hard-to-fill position with a proven high-performing passive candidate. Even better, you took the candidate from your competition — the much sought after “hire to hurt.” You invested valuable hours direct sourcing, networking, creating interest, discussing career stretch, and presenting the opportunity.

You have closed the deal. Your hard work has paid off. The candidate has verbally accepted your offer.

Feels great, doesn’t it?

Before you strain yourself while patting yourself on the back, before you head off to the water cooler or your recruiting team meeting to exchange high fives with your recruiting buddies, before you start sharing the war stories of your latest conquest, don’t forget that what comes next may be your doom as a recruiter.

Remember your candidate is still out there about to face his employer in giving notice. The search is not over. You have not yet won. In fact, you can still lose if you don’t pay attention to the one of the most often forgotten aspects of hiring a high performing candidate.

For just a minute, let’s pretend we are the candidate. I think this is what it would likely sound like in their head:

Wow, I am going to be changing companies. This is going to be one of the hardest things I have ever had to do. In fact, I am a little frightened by the idea of telling my boss I’m leaving. We’ve been together for quite a while; we have done some great work together. I know I am her highest performer. She is going to freak out. I really like this new opportunity; the recruiter I am working with is great and I really trust him. But he isn’t going to be here with me when I give notice. Man, I thought this would be a bit easier. I never really thought about what it would be like to actually give notice. I know this is the right thing for my career, but all this fear about giving notice is causing me to have second thoughts. Maybe I shouldn’t do this.

Not all candidates will be thinking this way. For many, however, giving notice strikes fear in their hearts. Keep in mind, if you went after a high performer, you approached them about another opportunity. Like most passive talent, they were likely to be completely content in their position and delivering great results to their company. They were also likely to have a pretty solid relationship with their current manager. Most high performers do. Giving notice might scare them into not accepting your offer.

In reality, your work is just beginning.

World-class recruiters know that getting the right offer extended and accepted is not the end of the search. World-class recruiters also understand that to capitalize on their investment of time and effort, they need to make sure the talent actually starts. This means they have to work a bit harder and coach the talent on how to give notice.

Coaching Candidates on Giving Notice

Having attended many seminars over the years and listening to the best thought leaders on recruiting as well as learning tactics from some the best recruiters I know, I have developed a system that works for managing candidates through this final stage of the process.

It starts early. It is very important to know at the very beginning that passive candidates will not respond to your coaching and guidance about resigning and counteroffers unless they view you as a consultant. Relationship building is critical.

The relationship is way too frequently overlooked in the recruiting profession. But it is, in my humble opinion, the single greatest difference maker between good and great recruiting. So, first and foremost, you must establish a consultative relationship with your passive candidate in order to be a great recruiter and have the confidence of your candidates.

Once I have networked my way to the best performing talent, gotten them interested in making a change, and established myself as a consultant they can trust, I begin preparing them for giving notice. I carefully note all the decision-making criteria they are going to use to make a change and the reasons for each. I document this in my TRMS (talent relationship management system) so I can refer to it later.

During my initial interview, and at various points during interview preparation and debriefing, I act as comforter and consultant to my candidates. I do this by explaining that once they get an offer and have accepted it (notice how encouraging that sounds to them), I will personally take the time to provide them with detailed information on how to give notice. I explain to them they are not in this alone. My role as a talent acquisition consultant is truly that — to consult. Sure, I can’t hold their hand when they walk into the boss’s office. But I can reassure them that I will help them through it.

Offering comfort and reassurance that I will walk them through giving notice helps to reduce their anxiety and allows them to focus on the opportunity, my company, and interviewing with my client hiring manager. The idea is to get them away from the stress of giving notice and the fear it brings so that they can perform well in the interview and focus on the career change opportunity. Giving notice is a moot point if they don’t have an offer to accept. You have to get them to perform at their best in order to get an offer.

What Do I Say?

I communicate how and when to give notice both verbally and in email form. Putting the information in writing allows the candidate to role play and practice for the reality of giving notice and gets them comfortable with the script.

Most candidates and recruiters think the best day to give notice is Friday afternoon. I think this has something to do with making it all clean and neat for a two-week notice or to accommodate the HR process police who want new team members to start on a Monday to keep their paperwork in order. But don’t let the orientation process and HR process police dictate how and when your passive talent gives notice. Contrary to popular opinion, Friday afternoon is not the best day to give notice.

The counteroffer is no longer a four-letter word to most corporations. Today’s corporate environment has made the counteroffer an important weapon in the war for talent. In fact, the counteroffer has become part of many companies’ strategy to keep salary costs down until they absolutely have to pay their best talent. Giving notice on Friday gives your candidate’s boss and their boss’s boss the weekend — two whole uninterrupted days — to develop a counteroffer strategy. As a world-class recruiter, you don’t want that.

I have my candidates give notice on Monday or Tuesday in the late afternoon. The later in the day, the better. My candidate can give notice and get out of the office. This strategy helps to avoid the time they might have to spend answering their boss’s or co-worker’s annoying questions about why they are leaving or where they are going. If their manager is like most, he or she will have more to do in a week than can get done, and this will prevent them from finding time to putting together a counteroffer strategy. They might try, but this strategy minimizes the time they have.

The Resignation Letter: The Best Offense Is a Good Defense

I often get asked how to prevent a candidate from taking a counteroffer. My simple response is eliminate the counteroffer altogether. The best way to prevent acceptance of a counteroffer is to ensure that one isn’t made.

You are probably asking how this is possible. After all, I am not in the inner brain workings of my passive candidate’s company. Let me explain.

Traditionally, departing employees draft a letter of resignation. The importance of this letter is often overlooked and simplicity is key. Direct and to the point should be the guiding factors for the letter. The letter I give to my candidates as a recommendation is the combination of thoughts and presentations I have heard over the years from several recruiting industry leaders. It is carefully written, contains limited information, and offers subtle inferences that reduce the likelihood that their boss and company will present a counteroffer.

Here is an example:

Dear Mr. Bossman,

Please accept this letter as my resignation and two-week notice. I am grateful for the success we have been able to achieve together at Acme Rockets, but I have now made a commitment to another organization.

Please know that I intend to work with you to complete as much work during my two-week notice to make my resignation as smooth as possible. I am eager to leave on a positive note and I am open to your suggestions on how to accomplish this smooth transition.

Sincerely,
Ms. Passive Candidate

The wording here is not accidental. The letter resonates with positivity, cooperation, and a genuine touch of sincerity. This is important to the passive candidate. Because of the relationship they likely have with their current boss, they want to leave on a good note. Using this letter and these words helps them feel better about resigning. It also leaves a better taste in the mouth of the candidate’s boss and company.

It is critical that the resignation letter and resignation meeting make no reference to where the candidate is going, what they will be doing in their next job, or how much they will be making. Providing this information to the manager and company gives them valuable intelligence that can be used in developing a counteroffer. They can’t counteroffer what they don’t know. Again, they might try, but without a baseline to operate from and a limited window of opportunity, their counteroffer will likely resemble a blindfolded six-year-old swinging a stick at a pinata.

It is the recruiter’s responsibility to make sure the candidate understands that they must avoid sharing this important intelligence. In an effort to soften the blow to their current boss and company, they start sharing information and niceties that can be turned against them in a counteroffer. Taking the time to coach them through this important reduces, if not eliminates, the likelihood of a counteroffer.

Scripting the Resignation Meeting: Transition Rather Than Decision

Finally, I coach my talent through the dreaded resignation conversation they will inevitably have to have with their boss. I coach them to enter their bosses office with the resignation letter in hand and to begin the conversation like this:

Mr. Bossman, I have committed myself to joining another organization and I will begin working with them in two weeks. Please accept this, my letter of resignation. Please take a moment to read my letter so we can discuss how we can work together to make a smooth transition.

I also like to encourage my candidates to role play this meeting with me. It may feel a bit odd at first, but it helps to establish their comfort level with what to say and how to say it. It is important to coach the candidate that the best tactic here is the direct and to the point approach. Don’t beat around the bush and engage in idle small talk. Delaying the inevitable will only lead to more anxiety and possible cold feet on the part of my talent.

Using this script makes it clear to my passive candidate’s boss that they are not planning on talking about their decision to leave or entertain a counteroffer. The focus is clearly on the transition rather than the decision. Now that they have made the commitment to leave, the conversation requires a focus on the transition.

Go Time and The Art of Deflection

I always schedule a conversation with my candidate just before they give notice. My main purpose at this point is to reinforce that their conversation with Mr. Bossman shouldn’t be about where they are going and what they will be doing. I remind them to keep the focus on actually giving notice and on working together to ensure a smooth transition — not about the decision to leave. Again, sometimes I will even role play this with them.

Finally, I teach them the art of deflection. Deflection is the art of avoiding unnecessary questions from their boss. It is natural for the boss to ask the what, where, and how questions. The key is to avoid answering the bosses questions with any response other than the fact that the decision is made, the commitment will be followed through on and the smooth transition. Nothing else really matters and should be avoided at all costs.

The script might look like this:

It is natural to be curious about where I am going and why, but it is my intention to follow through on the commitment I have made to another organization. I am going to suggest that we talk in a month or so about where and why, so that today we can work together to make a smooth transition.

To make my candidate feel better about this technique I discuss a few significant, and possibly obvious, points. I ask them why it is that on the day they give notice suddenly their opinions are so important to their boss. I ask why the boss and company have only become concerned about their future or why they are happy or unhappy or about compensation when they are face to face with losing high performing talent?

I also go back to my notes in my TRMS on why they were interested in making a change in the first place and remind them that the new opportunity matches those criteria. Taking this approach only reinforces the singular purpose of the resignation letter and giving notice meeting. I then ask them to call me immediately after the meeting so I can head off any possible issues or challenges before they have a chance to set into their mind.

Once my talent go through this nurturing, coaching, and scripting with me, they no longer feel the need to talk about anything else but resigning with their boss. They get it. Since most really don’t know what to say when giving notice, they are more than happy to have a friend and coach who provides them industry experience and advice on how to do it.

If you have a consultative relationship with your passive talent, which you must have in order to succeed as a recruiter, the coaching on how to give notice is a natural extension of that relationship. So stop celebrating your success of an accepted offer and get to work ensuring your candidates start when they say they will by educating them on how to give notice.

Michael Homula is the Founder and Chief Recruiting Strategist of Bearing Fruit Consulting http://www.bearingfruitconsulting.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

In Salary.com’s 2006/2007 Employee Job Satisfaction and Retention Survey (from last year but still relevant), half of people who said they were looking for a new job were doing so because they felt they were underpaid. It’s the money, honey!

The question is, how do you decide if you’re not getting the compensation you deserve?

You can use Internet searches (Salary.com http://www.salary.com/ is a start) but it’s harder than it seems. Some tips:

1. Use job descriptions, not job titles, to compare your salary. A lot of titles don’t accurately reflect the job. Sometimes a boss gives you a title that makes you sound more important than maybe you really are (yes, it’s true!–they do this to (a) make you happier and (b) make you more credible to clients). A title that is more important-sounding than the job makes you look underpaid.

2. If you work for a small company, compare your salary to similar jobs at other small companies. If you work for a large corporation, look at what people like you are getting paid at other large corporations. Don’t compare your small-company paycheck to what your colleagues at the big companies get. It will only make you crazy.

3. Similarly, if you live in the Midwest, compare your salary to other jobs in the Midwest. If you live in New York City, compare yourself to other jobs in NYC or other big expensive areas. And so on.

4. Experience counts. If you’ve worked at a position for two years, you should count on earning less than someone doing the same work but who’s been doing it for ten years.

5. So does education. If you have four-year degree, compare yourself to other college grads. Same goes for master’s and Ph.Ds.

Do all this and you may find out you’re actually overpaid. It can happen. Salary.com did a big analysis of their survey and found out that of their respondents, 22% were underpaid, 15% were overpaid, and 33% were paid just about what was fair.

Article written by: Karen Burns, Working Girl, Working Girl

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Clients come to me with a wide variety of concerns. Family matters, the boss, work pressures and a host of other matters can create tension and unhappiness, which can, if not addressed, lead to more serious issues.

We have seen time and time again the demise of firms, industries and technologies, and economic downturns with devastating impact on tens of thousands of families. Yet with all of that, most people have exhibited a remarkable ability to adapt and survive, finding within themselves the strength and determination to move forward. Some do very, very well. Others have not done as well.

As a professional community we have every right to be proud of our performance. I even think we sometimes take for granted our collective will to succeed and the energy we pour into building new careers, or picking up the pieces of a career that has been temporarily sidelined.

As a counselor, I am continually striving to understand what is going on in the employment field, to better advise clients. But I also need to understand the forces that impact employment in general. Frequently, clients have no idea that interesting opportunities are available in seemingly unrelated areas, areas in which the client’s skill levels are readily transferable either directly or with a little training. In fact, as we have seen industries pass their peak and new industries emerge, most people figure this out on their own.

When considering the entire set of job search challenges, the list is actually quite short. With many clients, perhaps most, their weaknesses in succeeding with a search is generally due to a poor career choice, poor job search tactics or a lack of motivation.

It is not my intention to minimize the often complex and discouraging barriers people encounter as they move forward. Nor do I ignore the long and often frustrating efforts required before finally succeeding. What I do insist is looking for a job, or finding the right career is not rocket science. Rather, it is the consistent and persistent application of a set of simple steps, applied with skill and determination that ultimately wins the day.

The first, a good career choice, is ignored by too many people. Being both successful and unhappy is not a job requirement, but so many people get so little satisfaction from their success, one might think they go hand-in-hand. We can all understand when an individual is both unhappy and unsuccessful, often moving from job to job seeking a position that would bring a measure of happiness and a sense of accomplishment. Unfortunately, too many have embarked on careers for which they are unsuited by temperament, values, element of risk (too much or too little), or a host of other factors, and succeed very well. Yet they are miserable, and don’t know why.

When it finally dawns that a new start with a new career choice is necessary, that revelation can have an enormous impact on morale and motivation. My personal job satisfaction increases when clients see that a new beginning is very viable and start building toward a new set of goals.

The second factor, job search tactics, is the most straightforward. Good resumes, good networking techniques, good interviewing skills and other job search tactics require both a little art and a little science. Most require thoughtful planning, an objective view of your accomplishments, an informed view of what firms are looking for beyond the specific skills of the job, and a willingness to do the homework and take the time to develop professional job search tools. Slapping together a resume and throwing it at Monster.com in the hope that it will stick, just doesn’t work.

The final factor, motivation, can be the simplest or the most complex. Finding a new career choice can be an immense motivator. Frequently I encounter individuals who feel guilty because they are successful and productive with a favorable economic situation, but are nevertheless miserable. They don’t want to rock the boat, but have to make a change. I well understand. When family circumstances are involved a career change can be a very big and even a traumatic decision.

For others, lack of motivation could be related to a long string of unsuccessful efforts. I have consistently preached that giving up is not an option. Those that succeed, succeed because they don’t give up.

Make sure the tools you are using and your approach is viable. Don’t ignore the possibility these difficulties stem from poor presentation, not a lack of value as a person or a professional.

Finally, we have that very small group of people who lack motivation and have always lacked motivation. They have skated through with family help or luck or help from others but are now faced with a stark choice. This is the most vexing and difficult group with whom to communicate. Often the parents or a significant other are the driving force for change.

For this group I have no answer. We say life is what we make of it and in the absence of a calamity, each of us is the captain of his own ship. Where we choose to steer it is up to us.

Article written by: Judit Price, http://www.careercampaign.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

A resume reveals so much more than your professional experience, education and career goals. It can tell a prospective employer about the kind of leadership you offer. Although many people spend a great deal of time working through various font sizes and deciding whether to do a chronological or functional summary, they often forget to think through how others will respond to the non-factual aspects of their resume.

The editorial issues are certainly important. A prospective employer likes to review a neat, accurate resume which responds to the qualities and strengths he or she would like to see in the next member of the team. Although a less-than-perfect resume, or cover letter, may simply be an oversight, a prospective employer will almost always take a mediocre resume as a signal of lack of interest and professionalism. He or she will probably choose not to invite you in for a face-to-face meeting. On the other hand, a perfectly neat but uninspired resume will not exactly guarantee you a personal interview. In the end, the well-crafted resume is most likely to gain positive attention.

A well-crafted resume will present you as a thoughtful, energetic and creative leader. It will usually point to subtle, often sought after, abilities. A resume can tell a prospective employer whether you are tuned into industry issues, have a positive, “can-do” attitude and whether you operate strategically. A strong resume can frequently be made more appealing by emphasizing successful outcomes and by showing your ability to manage a range of responsibilities, while recognizing others’ contribution and accepting occasional disappointments.

You will likely pique a prospective employer’s interest by paying attention to less-than-obvious cues others may get from your resume. In addition to the factual details of your education and experience, your resume gives you a wonderful opportunity to tell your professional life story. It can be a forum for describing how and why you have evolved over time. Not all of your professional story is about titles, compensation and the number of direct reports you have managed. A big part of the “story-behind-the-resume” has to do with how you have assessed and given direction to others in complex situations. In the end, an inviting resume tells a prospective employer that he or she will be comfortable working with you primarily because you have strong skills and, as importantly, because you are the kind of person who responds positively to challenges.

For example, does your track record indicate that you have gained your peers’ support and outstanding results? How do you describe and respond to ambiguous or challenging situations in the workplace? Do you hide them (seen by many as dishonest), or do you acknowledge them openly? Do you distance tricky situations, letting others take the fall, or are you quick to point to lessons learned and new skills acquired? What about your level of creativity? Does your current resume show that you are able to think “outside-of-the-box” and get buy-in from others? Do you give others credit for the part they have played in your success? Does your resume describe you as a “team-player” or as a high-achieving “loner”? How you project your leadership skills will have a big impact on how other perceive you. A positive presentation will encourage them to meet you in person.

The next time you review your resume, certainly check for typos, spacing and format. Make sure that you have highlighted relevant experience, and that you have used fonts and descriptions to good advantage. Also, pause to ask a few questions. Ask yourself, “What will people think of me when they read this?” “Would I hire someone who handed me this resume?” “What questions might my next boss raise about my ability to lead?” “How will he/she perceive my successes?” “How have I described my challenges?” Ask these kinds of probing questions and get honest feedback from friends and colleagues whom you trust. Listen carefully to their suggestions and responses. This feedback, which goes way beyond the font used in what you report, will move your resume to the next level. As you read your resume critically to identify those entries which may need to be revised, you will discover fresh ways to present your work history. You will also find many opportunities to explain how you have overcome challenges and motivated others to exceed expectations.

When your resume is neat, accurate and reflects your people skills, you stand the best possible chance of being invited in for further discussions. Take the opportunity. Give your resume the upgrade which comes with careful editing and wait for positive things to happen.

Article written by: Karen Alphonse, execSearches.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Everybody talks about meeting new people and renewing old contacts as a way to uncover job leads.

But after you speak to someone about your job search, then what?

You follow up with them later, that’s what.

Follow-up is an often-neglected part of networking that can pay off huge in your search for work — as much as $417 an hour, as we’ll see.

To motivate you to follow up with your network contacts — all of them — here are two recent success stories from my readers. What can you learn from each?

1) Follow up with old contacts
Lynda H., from Apple Valley, Minn., interviewed with a Fortune 500 company in Minneapolis last year. They offered her a job, but rescinded when the departing employee, whose position Lynda was to fill, decided not to quit after all.

What would you have done?

Here’s what Lynda did.

“I included people from past job searches in my current search, including one company I interviewed with a year ago. Getting back in touch with them was as simple as picking up the phone and calling the executive I had talked to last year. It turned out that he had assumed more responsibilities, and the position they were hiring for now reported to him. Because I had developed a rapport with him last year, it was easy to get my resume to the top of the pile, schedule the interview and land the job!”

Today, write down the names of every company you interviewed with in your last job search. Then, make a plan to contact each this week to tell them about your current search, and why you’re a more valuable potential employee than the last time you spoke.

What if you haven’t looked for a job in five or 10 years? No problem. Find someone in your industry who has. Ask them to contact each company they interviewed with and tell them about a really sharp person they should talk to — you.

Of course, you should buy lunch for each friend who networks for you this way, but that’s just another chance to sit down and do more networking!

2) Follow up with new contacts
By following up like clockwork by email and phone, Michael S., from Los Angeles, turned an employment lead into a new job. And it took all of 23 minutes.

He writes: “I had lunch with the CEO. After emailing him my resume and a polite note following lunch, he went silent for a week.”

At this point, many folks would be too preoccupied with posting resumes online or reading the classified ads to follow up on a “cold” lead like this. But not Michael.

“Exactly one week later, I sent another polite email and placed a call to the CEO one hour after sending that second follow-up email. He took the call and said things were looking very good. We talked for about three minutes,” said Michael.

“He then called this afternoon (four days later) to say it’s a go and to explain the terms of the job. That was a 20-minute call. Total time invested to win the job offer following the initial meeting with the CEO was 23 minutes. I would call that a strong return on investment.”

And I would agree. One lunch, two emails and three phone calls to land a job is a terrific ROI for anyone. All you have to do is stay organized and persistent — because the vast majority of candidates competing with you are neither organized nor persistent.

How much money is a new job worth to you? Let’s say $50,000 in salary. And let’s say you spend 20 hours a week for 6 weeks following up on networking contacts before you get hired. That’s 120 hours invested for a $50,000 payoff, which works out to about $417 an hour.

So, if you think you “don’t have time” to follow up on employment contacts for 20 hours a week, do you think you could find time, now that you know every hour is worth $417?

Once you realize this, other uses of your time, like watching television or adding MySpace friends, suddenly seem less important, don’t they?

Now, go out and make your own luck!

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of “51 Ways to Find a Job Fast — Guaranteed,” Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php
copyright (c) 2007 by Kevin Donlin

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Before you get hired for a new job, you have to get found by a hiring manager.

That’s obvious.

But how do you get found? How can you get on the radar of top employers and make them call you for an interview?

That’s not so obvious.

You could troll the Web and apply for posted jobs, but those are just the tip of the iceberg. For every advertised opening there may be five or more “hidden” ones.

To solve this problem, here are three simple ways to get noticed — and get hired — by your next boss.

1) Temp is Not a Four-Letter Word
If you’ve never considered taking a temporary or contract position, you should rethink that attitude, according to Jackie Engmark, Executive Director of the Minnesota Recruiting & Staffing Association (www.mnrsa.org).

The 75 firms in the MNRSA fill positions ranging from entry-level to executive, with up to 70-75% of those jobs being temp-to-hire positions, according to Engmark.

“Businesses look to staffing firms as a good source for permanent employees. Regardless of whether they need the talent on a temporary, contract, or permanent basis, businesses tap staffing companies for that talent,” says Engmark.

Approximately 35% of people who take a temp job end up getting hired full-time, according to Engmark. That’s a .350 batting average — not bad.

And smart employers will create a full-time job for the right temp worker. “With the current talent shortage, if a company brings in someone who catches on fast and has the right attitude, more often than not they will find a place for you,” says Engmark.

She says the secret lies in having the right attitude and work ethic — two traits that can’t be taught. “Employers can invest in training you other skills. If you are outgoing, friendly and work hard, jobs will find you.”

To find staffing and recruiting firms near you, Google the following phrase: “YOUR STATE staffing firms.”

2) Get Connected
You may use LinkedIn.com, Facebook.com and MySpace.com. But are you getting all that you can out of these social networking sites?

One way to get found faster by employers is to enhance your profile. For a dramatic before-and-after example, take a look at the Extreme Makeover that marketing guru Guy Kawasaki got for his LinkedIn.com profile – blog.guykawasaki.com/2007/01/linkedin_profil.html

Tip: The more high-quality connections you make on sites like LinkedIn.com, the more likely you are to get found by employers. On his blog, Kawasaki writes: “People with more than 20 connections are 34 times more likely to be approached with a job opportunity than people with less than five.”

3) Keep Your Dirt to Yourself
According to NBC news, 77% of employers will search the Internet to check your background, and 35% of employers have eliminated a candidate for consideration after finding “digital dirt” about them online.

That means you have to be extra careful about what you post in your profile on LinkedIn, MySpace, Facebook and other sites.

“My advice is to post only information online that you would feel comfortable sharing with your grandmother. If you wouldn’t want her to see your photos or learn about your drunken behavior, don’t post it anywhere online,” advises Steven Rothberg, President and Founder of CollegeRecruiter.com.

One hiring professional, posting on a CollegeRecruiter blog, wrote: “My team and I use sources such as facebook.com and myspace.com on a regular basis to screen candidates. We have on many occasions stopped the interview process with candidates based on their online profiles. Think twice before you post anything out there for us to see.”

So, to find your next job, you might want to take another look at temping, get connected online, and get smart.

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of “51 Ways to Find a Job Fast — Guaranteed,” Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php copyright (c) 2007 by Kevin Donlin

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry-level jobs and other career opportunities.

The GadBall team is happy to announce the first release of Career Link, a unique Facebook application that helps you cultivate your Facebook network and build it into a professional community.

You’ve invested a significant amount of time building your network of friends on Facebook. Introduce your friends to your professional experience and goals. When your friends know what you do for work they can help you by introducing you to their friends; your friends may know people who can help you do your job better.

A Career Link professional profile gives you the opportunity to describe your job and employer. You can make your Career Link profile visible to your friends, and their friends – someone you know may be searching for a job similar to what you do, or you may know of a relevant opening at your company for a friend who is looking for a new job.

Career experts estimate that the vast majority of job openings are never advertised or publicly announced, but filled through networking. Career minded people devote time to cultivating relationships, and CareerLink helps you transform your Facebook friends into professional contacts.

Not familier with Facebook? – it’s a social networking website that connects people with friends and others. Career Link adds another layer of connections to Facebook by introducing an option to connect for career networking.

To add Career Link to your Facebook account or to create your Facebook account, simply follow this link or search for Career Link in the Facebook application directory.

After adding the application to your Facebook account, you’ll be redirected to your Career Link home page. The home page shows you relevant information regarding your account:

• Invite your friends to view your Career Link profile and see who viewed it.
• Up-to-date statistics on who viewed your profile
• If your friends shared their profile with you, you’ll be notified about it here (and on your Facebook home page) and you’ll be able to view it.

It is easy to create and update your Career Link profile . You can upload a resume (or cut and paste a resume), or extract your data from your Facebook profile, and our technology will migrate your data to your Career Link profile. Or, you can manually input your data.

You can make your profile private and not searchable, which means that no one else will know that you have an active Career Link profile, or you can set your profile as “searchable” – meaning others outside of your current network can network with you.

Easily update your profile via the profile edit page. Click on the edit button next to each section you’d like to update.

Easily share your profile with your friends or with other job boards. With one click you can specify which friends are allowed to see your profile and what job boards will receive it. If you’d like your profile removed from a job board, or not allow your friends to access it anymore, simply click the remove button. It’s that easy.

Share, connect, network, and find other professionals on Career Link

Among New Year’s resolutions, finding a new job is right up there in popularity with losing weight, reducing debt, and spending more time with loved ones.

If you’ve resolved to find a new and better job, you can do it faster by using your time more effectively. Here are three suggestions …

#1: Find Extra Time
If you’re not working now, treat your search as a full-time job, requiring at least 40 hours a week. If you are working, devote at least 20 hours a week to your search — the equivalent of a part-time job.

Here’s how to find some of those extra hours you’ll need:

1) Get up one hour earlier each morning (that gives you 5 extra hours per week).

2) Give up all TV, including news, reality shows, etc. If you can’t quit the boob tube completely, limit yourself to one hour per day (10-15 extra hours per week).

3) Take 30 minutes of lunch hour to eat and spend the rest of the time on your search (2-3 extra hours per week).

4) Work on your search for one hour after dinner (5 extra hours per week).

Total per week, not counting weekends: 24-28 extra hours. And if you put in 4-8 hours on Saturday, you can boost that total to 28-36, to get even more done in your job search.

Now, before you start griping about your life getting out of whack with all this extra time devoted to your job search, remember two things:

1) This regimen is TEMPORARY, until you find a new job

2) The faster you find a job, the faster you can go back to watching TV every night and pigging out during lunch hour (although you may not want to!)

#2: Take Time to Reflect
The new year is a great time to look back on what you’ve done and plan to achieve more in the days ahead.

When you analyze your job-search efforts, from networking with old friends and polishing up your resume, to answering Internet job postings and everything in between, ask yourself three questions:

1) What’s producing results?
What have you done that has led directly to job leads, interviews or callbacks from employers? Resolve to do more of that.

2) What’s not producing results?
What has failed to produce job leads? Example: If you’ve emailed 101 copies of your resume to postings from MegaJobSite.com and no employers have called, that tactic is not working. Resolve to change — revamp your resume or apply for different jobs, for example — or stop doing it — like visiting other Web sites.

3) What’s next?
After you decide what to do and what not to do, take 10 minutes to plan today, tomorrow and the rest of this week. You’ll save at least 2-3 hours of wasted time this way. Then, at the end of the week, ask yourself these same three questions again. Keep correcting course and soon you’ll zero in on the job of your dreams.

#3: Take Time to Improve Your Resume
Your resume is often the first impression you make on potential employers. And the better your resume is, the shorter your job search will be.

So it pays to make sure your resume is as powerful and as targeted as possible.

While there isn’t space here to cover the essentials of resume writing (Google “kevin donlin resumes” to find my past articles), you can improve your resume in just a few days by asking your friends for help.

Specifically, try emailing your resume to at least five friends whose judgment you trust. Ask for their input. What do they like? Dislike? Is anything missing or unclear in your resume? Revise and improve your resume accordingly, based on what they tell you.

Bonus: You are networking with and flattering potential references at the same time as you’re getting free editorial help from them. Pretty nifty, huh?

Just be darn sure you return the favor and take the five friends on your “editorial board” out for a celebratory dinner after you get hired.

Here’s hoping these tips will help you use your time wisely and find a new job in the new year!

Kevin Donlin is President of Guaranteed Resumes and the creator of GetHiredNow.TV. Since 1996, he has provided job search assistance to nearly 10,000 people. Author of “51 Ways to Find a Job Fast — Guaranteed,” Kevin has been interviewed by USA Today, The Wall Street Journal, CBS Radio and others. His latest product, The Instant Job Search System, is available at http://www.collegerecruiter.com/guaranteed-resumes.php
copyright (c) 2007 by Kevin Donlin

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Salespeople are often viewed as parasites that take money from hard working consumers. These views of the sales profession have left many would-be sales stars out on a limb. Why does every company need a talented salesperson? Every company needs a talented salesperson to generate revenue for their company by applying principles of persuasion to their targeted markets. Talented salespeople are rare because they make a lot of money in their profession. Recent college students and grads may consider sales to be a bad career choice, but sales pros are affluent individuals.

Make Money In A Slow Economy

Although an economy is slow, certain sales positions remain in demand. These companies are hiring sales superstars to bring their companies to the forefront while the economy is slow. You can build credibility by selling passionately and strategically. The economic conditions will not shatter the opportunity to earn a six figure income within three years of this profession. If you know how to listen, you can find yourself making a reasonable amount of money in sales. Is it all about the money? No, because sales professionals are the veins of companies worldwide.

Myths About Sales Careers

People consider salespeople to be parasites of society because untrained salespeople call their homes or businesses. You can not judge the profession because you have received calls from stuttering salespeople. Recent college students and grads are losing out on a golden opportunity to develop leadership skills. The sales profession is very demanding because it involves creative thinking, strategic planning, and mastery of learning skills no other profession requires. As stated in Jeffrey Zalewski’s article, The Most Important Skills Needed In Any Career at http://www.collegerecruiter.com/employersblog/archives/2006/03/the_most_important_skill_neede.php, sales skills are the most important skills recent grads and students can hone for success. It is true and is almost forgotten by many who flinch at the thought of a sales position.

How You Can Begin Today

Before you begin, write down what products or services interest you; companies selling these products may have openings available. Consider the products you buy or services you use as a starting place then build on that foundation. For instance, who provides your internet connection? Where do you buy clothes, food, necessities? All of these companies need talented salespeople to grow their businesses. Visit job boards such as CollegeRecruiter.com to search for current positions with all of your service providers. With more research, you may find the best place for you to develop important skills to build a successful career in any industry.

Tahjia Chapman is a writer for CollegeRecruiter.com at http://www.CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Whether your parents are very involved in your life or tend to be more hands-off, moms and dad (and stepmoms and stepdads) can play an important and useful role in your job search and career planning. If you’re comfortable asking your parents for help with your career, there is a lot they can do to support you at any stage. Why not use every resource you’ve got—especially one that loves you? And why not approach your loved ones for help while you’re all eating turkey and feeling grateful? (Just be sure to ask for help before that L-tryptophan kicks in and everyone falls asleep.)

The thing is, there are some areas where it is totally appropriate and encouraged for your parents to help with your career planning and job search. At the same time, there are other situations where it is totally inappropriate for your parents to be involved. So, be careful! When in doubt, ask someone outside of your family (such as a trusted professional friend) whether parental involvement would be Kosher or not.

Here are my personal tips on when to green light Mom and Dad’s help this holiday:

Rehearsing for interviews. Just as our parents can be our biggest supporters, they can also be our biggest critics–because they want the very best for us, of course! Your parents or relatives can help you prepare for any upcoming interviews by running through questions, helping to choose an appropriate interview outfit or videotaping a rehearsal. The more practice you have interviewing, the better.

Reviewing any assessments you’ve taken. When you take any assessments tests—online, with a career coach or in a book (a free assessment is available on my book’s website), your parents can be a great help in reviewing the answers. For instance, they may remind you of activities you loved as a child that you may have forgotten about, but that show up as strong interests on an assessment test.

Proofreading. You can never have too many people checking your resume, cover letters and any other professional correspondence. If your parents have good grammar and spelling abilities, ask them to check some of your career-related writing.

Networking. Your family members count as part of your network. Ask your parents if they’d be willing to brainstorm any of their contacts who might be helpful for you. You’d be amazed at how many people come to mind when they really think about it. And, if you’re like most young people, I’ll bet you haven’t really spent time talking to your parents abour your career goals.

Some people aren’t comfortable asking their parents for help and connections—it’s fine if you feel this way, and of course there are lots of other connections you can access. But if you are comfortable networking with your parents, then I’d make theirs the first Rolodexes on your holiday networking list.

Lindsey Pollak is the author of “Getting from College to Career: 90 Things to Do Before You Join the Real World” (HarperCollins, 2007).
Author Website: http://lindseypollak.blogspot.com

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.