00614 intelligent networker

7/28/2019 00614 Intelligent Networker

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Intelligent networker:

a 360 roadmap to smarter job search

intelligentnetworker


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Intelligent networker:

a 360 roadmapto smarter job search

Designed for intelligent, ambitious job seekers:

These intelligent executives will be in proessional occupations, at senior management, director

level or CXO (Chie Executive Ocer, Finance Ocer, Chie Marketing Ocer) level throughout

industry and commerce. Theyll be senior executives and managers, salespeople, nance executives,

marketers, customer services executives, lawyers, management consultants, operations and logisticsspecialists, and IT consultants and proessionals. And lets not orget HR proessionals who might be

great at hiring people, but are not so smart at nding a job or themselves.

How to network to access the hidden jobs market

Leveraging on-line networks and social media in job search

intelligentnetworker.com

Copyright 2012. Intelligent Networker is an Intelligent Executive product rom Armstrong Hall. All rights reserved.

This book may not be reproduced in any orm, in whole or in part, without written permission rom the author.

Introduction to executive job search... watch now
http://www.youtube.com/embed/rw8TcbJSYtchttp://www.youtube.com/embed/rw8TcbJSYtchttp://www.youtube.com/embed/rw8TcbJSYtc


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Introduction

Introduction & Index Page 1

How this book can help you

This guide is aimed at proessionals, semi-proessionals and senior executives who are either in between jobs or currently

employed and looking or a better opportunity.

You are intelligent workers and probably believe you know everything there is to know about nding a new job even in

these challenging economic climates. The truth is you will know less about job searching than you think.

Most people spend 99% o their time working and just 1% actually looking or employment. Thereore job searching is not a

core skill. Today hiring processes are lengthier than ever beore and the more senior the position the ewer roles available, so

competition is o the highest caliber.

A poor approach to job search oten results in several months lost income through not nding a position as quickly as

you could have or having to compromise on the quality o the opportunity. It could even jeopardize your longer term

career prospects.

This guide is called Intelligent Networker because it is

specically designed or Intelligent Executives. 50-70% o

positions or proessionals and senior executives are lled

via networking and personal contacts, so networking

is your top priority.

On-line networks and social media have replaced

or re-dened traditional recruitment models

leveraging on-line networks is essential or people

employed in intelligent occupational types and at

executive levels.A smarter job search enables you to secure

a position which meets your expectations, moves

your career orward and helps you to realise

your potential rather than having to settle or

a compromise.

Follow our guidelines and youll benet rom a

smarter approach, nding a better job, aster.

Progressive outcomes in executive job search...watch now
http://www.youtube.com/embed/r74QxtesaG8http://www.youtube.com/embed/r74QxtesaG8http://www.youtube.com/embed/r74QxtesaG8


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Progressive outcomes in job search


In what way is this guide unique?

Today the real key to nding that gem o an opportunity quickly lies in a smarter approach to your job hunt and the

way you go about networking and leveraging on-line media and social networks. Thats why this guide is called the

Intelligent Networker.

Our approach is totally up to date and entirely relevant. Its practical, proven and current. Well tell you how to access

the hidden jobs market in a way that job sites, recruitment consultants and head-hunters wont.

Eective job search ollows a logical set o steps; the way in which you undertake one stage has a knock-on eect on the

next stage.

Apply yoursel properly to each o these stages and you will achieve an acceleration eect in your job search results, which

will enable you to nd a better job aster.

Quality o task /

stage execution.

Job search

productivity results!

Right jobtarget

CV

Seek input

o others

Job hunt

activity

Interview

technique

Job clubparticipation

/ job hunt

buddy

Target

opportunityjob oer

Disclaimer: While this guide is intended to help you nd a better job aster, we cannot be held responsible or the way in

which you apply the advice it contains, nor do we make any guarantees around the quality o the advice itsel. Nor do we

guarantee it will work or everyone in every circumstance.


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Action plan and index


Part 1. Establishing your goals Pages 5-16

Developing an action planPage 7

Creating a CV/Resume Page 8-10

Creating a ramework and measuring your progress Pages 11-13

Targeting prospective employers Page 14

Getting eedback Page 16

Part 2. Lay smart foundations Pages 18-27 Create on-line proles Pages 18-21

Your 30 second commercial Pages 22-23

Applications Pages 24-27

Part 3. Intelligent networking & opening the right doors Pages 30-46

Leverage all job search methods Pages 30-42

Maintaining morale Pages 43-46

Toolbox Pages 48-65

Including

What to do i you are already mid job search Pages 60-62

Tips or job searching whilst you are employed Pages 63-64

Overcoming ageism Page 65

Remember!A systematicapproach will

always win over

a haphazard one.


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Part 1Establishing your goals


Pages 5-16


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Job search done properly is a numbers game

Part 1 Establishing your goals Page 6

Lets say 1 in 10 suitable prospective employers are recruiting or your type o position. I each company decides to interview

ve people, that means you need to make 50 applications.

This ratio is unpredictable, and will vary rom one business area to another, one level o seniority to another AND according to

the economic climate

and according to how well you are targeting your applications.

(1)

Offer

#Secondinterviews(2-3)

#Firstinterviews(5-8)

#applications(50)


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Establishing your goals


Develop your own plan o action or your job search which should include making sure your it is ocused on positions or

which you are well qualied AND interested!

Write up your target opportunity prole

The type of role you are looking for.

The type of organisation in which you wish to work, e.g. industry sector.

What specic skills, experience and accomplishments you have to offer.

The timescale in which you wish to secure your new role.

You can see an example o a target opportunity prole below. Now write up your CV (see the examples on

page 8-10 or nd more ino on the intelligent networker.com website).

An example o a target opportunity prole:

Thetypeoroleyouarelookingor.

Iseekaconsultingrolewithaspecicfocus

onriskand

complianceintheinvestmentbankingsector.

Thetypeoorganisationinwhichyouwishtowork,e.g.

industrysector.

Iwanttoworkforeitheraninvestmentbankor

aconsulting

companyonassignmentswithinvestmentbanks.

Iaminterested

toexploreopeningswitha,b,c,d,e,investment

banksaswellas

f,g.h,i,jconsultingrms.

Whatspecifcskills,experienceandaccompli

shmentsyouhavetooer.

Ihaveskillsinthreemainareas:

1.Riskandcomplianceprojectswithmyemployer

ABCInvestment

BankandonsecondmenttoZAConsulting.

2.Familiaritywithmainstreambusinessapplicati

ons,integration

andITinfrastructure.

3.Projectmanagement.

Icanshowhowprojectscanbetranslatedinto

identiable

businessbenetsandtheirvalue.Ihavestrongk

nowledgeofboth

businessandITperspectivestogetherwithstro

nginterpersonaland

communicationskills.

Thetimescaleinwhichyo

uwishtosecureyournewrole.

Iaimtosecureapositioninsidethreemonths.


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Chuck Rogers

Personal details

Town, State, Zip / Post Code Mobile: (xx) xxxx xxxxxxNationality, Marital Status E-mail: [email protected]

Profile

State your profession and perhaps level of seniority and mention any areas ofparticular strength or interest. Back it up by mentioning experience, any

notable evidence and credentials e.g. qualifications. A profile gives you an idealstarting point to show how well suited you are for the opportunity for whichyou are applying. You may want to give this a title such as Personal profile orProfessional objective but this is not essential.

Career history

Employer name, Position/Title, tenure (dates)

In this Model CV we have given examples of how descriptions of employercompanies lines of businesses might read. So heres the first one: ABC Corp are amedia company primarily with TV operations like Events and News Today. Thecompany employs some 400 staff and has operations in 10 countries. Revenuesreached more than $500m last year.

Reverse chronological order (most recent positions first). Make use of bullet points to contribute to a punchy CV. Unless it is obvious you may need to outline the nature of the employers lineof business. Most recent roles should include more information. Be clear and concise as to the responsibility of your role. Highlight achievements in the role, keep the emphasis on the positive. Be brief. Long sentences are boring and dont get read.


Armstrong & Wyn Partnership is a family law firm with offices across the DefgProvince. The company has 45 partners and a total staff of 120. The companysmotto Fair & Strong is championed by staff at all levels.

Avoid using small text sizes otherwise the reader will get tired and their mindwill move elsewhere. We suggest 10 point minimum.

Fancy fonts and elaborate graphics can be more of a distraction than a help. On the second page of this model CV we have shown you how you might chooseto show several jobs with the same employer company. If your employer was acquired you could show this as ABC Corp acquired by DEFCorp. Its critical that you highlight achievements in your roles and that yousubstantiate them with facts and figures. Without these pieces of informationyour CV will be inconsequential! A CV should have lots of white space. Too much text is tiring. For further suggestions now please turn to the second page of this model CV.

CV/Resume template


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CV/Resume template


Career history continued

Employer name, overall tenure at employer company (dates)

TechStar Software develops and markets software for hospitality and fast food

business. Techstar doubled in size every year, prior to its acquisition by its muchlarger rival StarTech.

Position/title, Department, tenure (dates)

This is an example of how you could show multiple jobs at one employer. State the employer name plus your overall dates of employment.Then give the job title and dates of individual jobs, perhaps even mentioningthe department/function of which you were part.

Position/title, tenure (dates)

This is an example of how you could show multiple jobs at one employer. And then highlight your achievements, making the emphasis of the CV on thepositive.

Employer name, Position 1 / Position 2, tenure (dates)

Hotels Global & Local ~ today the business has 900 hotels around the world.

Another way to outline more than one job at a company is to do so as above. In this example you might put your first position followed by a forward slashfollowed by your second one.


Part of the RSTU Group, FedNHappy is a chain of fast food restaurants.

We have chosen in this example not to give the title Curriculum Vitae (CV)because the reader will realise it is your CV. If you want to put it in, do so. Always write in the past tense unless you are writing about yourpresent role.


Fun & GoodTimes was an events catering company.

The further back you go, the less important the need for detailed information.

Education & training

BA Hons Business Studies Finance for non-financial managers Advanced managerial skills Presentation skills

Interests

Only a brief outline: Gym, diving, skiing, running half marathons, playing a musical

instrument, dog walking, family, horse riding, reading sci-fi, history, languages

Want to know more about:In the Toolbox (pages 48-65), there is a second choice o CV template and an example o aunctional CV which explains in which circumstances people may wish to use this kind o CV.


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CV/Resume template


How we did it

This CV has been constructed in Microsot Word; below you can see which onts and colours we have used so that you can

create your own.

Chuck Rogers

Personal details

Town, State, Zip / Post Code Mobile: (xx) xxxx xxxxxxNationality, Marital Status E-mail: [email protected]

Profile

State your profession and perhaps level of seniority and mention any areas ofparticular strength or interest. Back it up by mentioning experience, anynotable evidence and credentials e.g. qualifications. A profile gives you an idealstarting point to show how well suited you are for the opportunity for whichyou are applying. You may want to give this a title such as Personal profile orProfessional objective but this is not essential.

Career history


In this Model CV we have given examples of how descriptions of employercompanies lines of businesses might read. So heres the first one: ABC Corp are aMedia company primarily with TV operations like Events and News Today. Thecompany employs some 400 staff and has operations in 10 countries. Revenuesreached more than $500m last year.

Reverse chronological order (most recent positions first). Make use of bullet points to contribute to a punchy CV. Unless it is obvious you may need to outline the nature of the employers lineof business. Most recent roles should include more information. Be clear and concise as to the responsibility of your role. Highlight achievements in the role, keep the emphasis on the positive. Be brief. Long sentences are boring and dont get read.


Armstrong & Wyn Partnership is a family law firm with offices across the DefgProvince. The company has 45 partners and a total staff of 120. The companysmotto, Fair & Strong is championed by staff at all levels.

Avoid using small text sizes otherwise the reader will get tired and their mindwill move elsewhere. We suggest 10 point minimum. Fancy fonts and elaborate graphics can be more of a distraction than a help. On the second page of this model CV we have shown you how you might chooseto show several jobs with the same employer company. If your employer was acquired you could show this as ABC Corp acquired by DEFCorp. Its critical that you highlight achievements in your roles and that yousubstantiate them with facts and figures. Without these pieces of informationyour CV will be inconsequential! A CV should have lots of white space. Too much text is tiring. For further suggestions now please turn to the second page of this model CV.

Name

.WV\"


12/46


Create a framework for measuring progress


Keep in mind that job search done properly is a numbers game! To get one oer, you may need to attend between ve and

eight rst interviews. For someone currently employed this could be as ew as three, and or someone unemployed, quite

likely to be ve or more. This means youll need to make a lot o applications.

As time passes by, you wont recall what youve done, where, with whom, how, why and when! So its important that you

record your activities to help make your job search more eective.

At minimum we recommend you keep a record o:

List o target prospective employers.

Total number o applications made.

How these were made.

Number o decision makers with whom you have spoken.

Number o interview invitations.

Hours worked in job search during the week.

Consider record keeping on aspreadsheet stored on a PC, or in theCloud, perhaps using Google docs ordropbox which lets you bring all yourdocs, photos, videos into one place,

accessible from mobiles, tablets, PCs anywhere, anytime!


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Job search timescales Activities


Week 1 Week 2 Week 3 Week 4 Month 2 Month 3

Write up your

target opportunityprole

Develop an initial

list o people withwhom you can

network

Interview invitations may start coming your way,2 to 3 weeks into your job search

Create yourCV / Resume

Contact yournetwork

Expand and continue to work your network using both direct contact andexploiting on-line networks like Linkedin, Facebook, Twitter

Establish aramework to

measure your jobsearch progress

Join or orm ajob club even ithis is only 2/3other people

Interact with other job seekers on a weekly basisand ideally meet every ortnight

Develop an initiallist o prospective

employers

Make directapproaches /

applications tocompanies

Discuss your jobsearch with other

people

Leverage otherorms o job

search

Harness all job search techniques, i.e. job boards, advertising,recruitment / stang rms

Lay the

groundwork

Create your30 secondcommercial

Developrepeatablepitches ormakingapplications

Get your proleup and on-line

Weekly review

o hours workedin job search

o contactsmade

o applicationsmade

o interviewinvites

Review progress on an ongoing basis.To what extent are your activities meeting with success or ailure?

Do you need to change anything? Your ocus, your CV, your interviewtechnique.?

The above is only a suggestion. I your timescales are more pressing you may need to consider how you can condense your

job search and how much you may need to compromise.

Your level o seniority will infuence timescales.


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Job search timescales interviews & offer


Week 3 Week 4 Week 5 Week 6 Week 7 Week 8

Company A1st interview

Company A2nd interview

Company B1st interview

Company B2nd interview

Company CInvite to interview

Company C1st interview

Company DInvite to interview

Company D1st interview

Company D2nd interview

Company D3rd / Final

interview

Company E1st interview

Company E2nd interview

Week 9 Week 10 Week 11 Week 12 Week 13 Week 14

Company D decision to oer

Raising job oer/approvals

Taking up reerences

Start in new job


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Develop a list of types of organisation

& target employers


Specifccompanies:

Write up both a list o industry sectors/niches as well as names o specic

organisations with which you may wish to explore employment opportunities.

# Sector/areaCompanyname

Contacts,notes

1 ABCtypes ABCInvestmentBank

2 ABCtypes ZAConsulting

3 ABCtypes Gr8Corp

4 ABCtypes Localanglobal

5 ABCtypes Kidsnxdor

6 DEFindustry Stsnleisure Jon

Bknowssomeone

7 DEFindustry Dknsian

8 DEFindustry BronteH

9DEFindustry VictorT

ech SpeakwithJaneG

10 DEFindustry BPOGlobalCorp

11 GHIniche ArmstrongHall

12 GHIniche TypicoContra

13 GHIniche PecasaGrapevinehiringpriori

ty

14 GHIniche MuchoDelite

15 ABCtypes Gr8twrk4

...


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How to identify prospective employers


Want to know more about:How to brainstorm types o companies to work or?Find it in the Toolbox.

Organisations and particular companies with which you may wish toexplore employment opportunities.

1. Write the obvious ones down!For most people, there will be organisations or whom they have thought it mightbe good to work. Consider also which type o company hires people with the type o skills and experience you have.

2. When networking with people ask or their ideas:Which companies/who else to speak with/whichpublications to read/which recruitment rms to talk to?

3. Web searches. General plus specic searches, e.g. top 100 companies in sectors. Try google.com/nance searches,Gartner research magic quadrants, zoomino.com... See our list o on-line sources on pages 57-59.

4. Search companies on Linkedin.Look at where people worked beore and ater!

5. Which companies are out there in your vicinity?Jump in your car and see!

6. Take a trip to the local library. Look at industry publications, magazines, newsletters a good way to get out othe house i in-between jobs!

How to identify particular decision makers:

1. Ask around / ask people in your network.

2. Speak with customers and suppliers.

3. Look up people on Linkedin, Facebook, Twitter, zoomino

4. Undertake speculative web searches.

5. Phone up the companyand ask who heads up the department.


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No need for a second opinion? Think again!


Final word: Establishing your goals

Make sure you discuss your target opportunity prole, your CV / Resume and your overall approach with at least twoor three other people. It will save you time and money, and vastly increase your chances o success.

No need or a second opinion? Think again!Its essential that you get eedback rom others on your approach to the job search process.

And this applies to everyone, no matter how senior or how smart they think they are. Far toomany job seekers overlook this very basic step, jump to the wrong conclusions and end up way o course. It applies equally to

presidents at the top as it does to people on the way up.

Think o your target opportunity prole as a compass which will show you the correct direction to take.Remember, i youre one degree o course at the beginning o your quest, you will thereater be travelling urther away rom

your goal.

7 point job search action plan... watch now
http://www.youtube.com/embed/HI6BrYxz_Rshttp://www.youtube.com/embed/HI6BrYxz_Rshttp://www.youtube.com/embed/HI6BrYxz_Rs


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Part 2Lay smart foundations


Pages 18-27


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Create an effective Linkedin prole

Part 2 Lay smart foundations Page 18

http://www.linkedin.com/prole

Ads by Linkedin Members

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Account Type: Basic | Upgrade

Contacts GroupsHome Profile J ob s I nb ox Compa nies Ne ws Mor e1 AdvancedPeople

Kris Roughan Add Connections

Share PDF Print

Improve your Profile View profile

Send Kris a message

Recommend Kris

Save Kriss Profile ?

Kriss Activity

Kris Roughan Leorem ipsum

Read more 1 hour ago

Kris Roughan Leorem ipsum

Read more 5 hours ago

See more Activity

Post an update

Current

Past

Education

Recommendations

Connections

Public Profile

Chief executive officer, Outsourcing industry

Chief Executive Officer at ABC Corp

Director/VP (Sales) at CapAm Golbal

MBA, Insead

BA Hons Business Studies

Business development director at XYZ Global Services/CWP

X recommendations

X connections

http://uk.linkedin.com/pub/kris-roughan

Chief executive officer

United Kingdom Outsourcing Industry

Kris Roughan

Kriss Connections (XX)

See all Connections

Iwasa Formakolege

Job title and position

Connection name

Job title and position

Contact Information

Email & Phone:

View/Edit Contact Info

[email protected] primary

Tags:

Edit tags

Notes:

See all contacts

Accomplished CEO with routes in sales and sales management augmented by an MBA. I amparticularly interested in helping businesses bring about sea-change or significant growth.Senior colleagues have repeatedly told me they value the clarity I bring to setting goals,gaining consensus to achieve these across key stakeholders and knowing how these can bedrilled down: and that they admire my infectious enthusiasm in helping the business win in themarketplace and bring management support to critical/competitive sales.

Summary

Experience

ABC Corp is a UK publicly-quoted business process outsourcer. Key offerings are theprovision of finance & accounting, HR and contact centre outsourcing. $5B revenue company,4,000 staff and has on & off-shore operations in six countries.

Appointed with a remit to turn a loss making entity into a profitable one, achieved in 2011 andfor subsequent revenue and profit growth of the business, to increase stock price / companyvalue to the shareholders.

Chief Executive OfficerABC CorpIndustry Type

March 2009 - Present

Global consulting firm (100k+ employees) with mainstream offerings of managementconsulting, outsourcing (F&A, HR and ITO) and systems integration.

Director of newly-created UK sales team focused purely on selling BPO.Identified high growth target markets (media, tech and telecoms) and proposition types(F&A and contact centre).Grew team to 12 person sales / bid team which proceeded to win 23 deals over 3 years,c $300m.

Director / VP (Sales)CapAm GlobalIndustry Type

December 2004 - February 2009

Player manager role, personally carrying a target and overseeing 2 other sales leads.Selling consultancy, systems integration and ITO outsourcing.Exceeded quotas 2003 & 2004, won deals millions and tens of millions.

Business Development DirectorXYZ Global Services / CWPIndustry Type

2002 - 2004

A sales lead role to gain meetings with C level execs, advocate the benefits of outsourcingand close deals.Achieved targets upwards of 20m signings each year.

Sales LeadXYZ Global Services / CWPIndustry Type

1997 - 2001

Business development / sales role selling business continuity and disaster recovery.

Sales ExecutiveC Business ContinuityIndustry Type

1987 - 2005

, I I

,

Make sure the jobtitle you choose to

use (located beneathyour name in the

headline), properlyrefects what you do,

is unambiguous and isthereore not open to

misinterpretation.

In the Summarysection write a

compelling prolewhich showcases yourskills and proessionalpassions include key

words relevant to yourindustry experience

and discipline whichpeople may search on.

Your photo a proessional pose

and smiling.

When detailing yourExperience dont

include as muchinormation as

you would on aconventional CV.

Consider includinga one or two line

description o youremployers line o

business.

It needs to be clearto a prospective

employer what youdo, ideally what you

have contributed,what you can do / can

contribute.

Publish a private emailaddress into the prole

Heres an example ofa Linkedin prole. You

will nd further tips onpages 20 & 21.


20/46


Create an effective Linkedin prole


l illi illi

l l l i i i l l i il l

i i i

I

i l l l lli i i i i

I

Skills & Expertise

General Management Sales & Marketing BPO, ITO Industry Sectors

F&A, HR and Customer Services Outsourcing

Education

Educational EstabishmentMBA, Instead

2006

Educational EstabishmentBA Hons Business Studies

Year

Recommendations for Kris

Chief Executive Officer

ABC Corp

Kris is the most serious and effective professional at top management I ever met. Her knifecuts straight forward and is completely results oriented. However, she has the fairness to

understand business as "human" and she has the ability to motivate and protect her teamagainst all odds.She is a true leader, with her own style of simplicity and rigor.

Chuck Rogers

Director and Regional Manager, ABC Corp June 5th 2008

Director / VP (Sales)

CapAm Global

Kris is a great manager to work for. While being very competitive and results-oriented, shealso provides great support to win deals and run the business. She is second to none when itcomes to building highly motivated and successful sales teams. The "can-do" attitude andconstant desire to grow people further are highly infectious.

Chris Smith

Sales Director CapAm Global August 21, 2009

Business Develpoment Director

XYZ Global Services

Kris was a wonderful Director and consultative Leader. She provided valuable knowledge

and support in my role and worked closely with me to ensure a high level of service wasdelivered to my business partners at all times.Sophie took the time to coach and encourage me in my role and career and develop mypersonal impact.

Kelly Rowland

Customer Services Manager, XYZ Global Services July 14, 2010

Become a member oyour universitys alumnigroup an easy was toextend your reach and

reach-ability on theLinkedin network.

Include testimonialswhich add substanceto your prole or saypositive things about

your personality.

Dont compromise your personal brand. Theres no point in having a great Linkedin prole i you compromise

your social prole on other social media.

Be sure to get a second opinion on your prole on its content or simply checking spelling and grammar.


21/46


Essential tips for creating a Linkedin prole


1. Make sure your Linkedin proessional headline and prole aligns with your career aims

Create a smart prole headline. This will be displayed immediately below your name. Edit the deault: this gives you a way

to sum up your proessional identity in a short phrase and promote your career level and competencies. For example:

Vice President and Chie Financial Ocer at ABC Corp | M&A | Outsourcing | Restructuring

Patent law expert | international markets | North America | EMEA | Asiapac

HR specialist in payroll & benets | investment banking | retail banking | nancial services

CIO | business transormation | SAP | social media | e-commerce

Write a compelling prole which showcases your skills and proessional passions. This will act as a pointer to prospective

hiring managers about what you might want to do in your next job. Mention perhaps three to ve specic strengths.

Something like the ollowing:

An experienced sales & marketing director within the technology sector who thrives when coaching people and driving

sales teams to exceed quotas. Has notable experience in vendors selling sotware as a service, business applications (ERP,

CRM, BI). Has had exposure to worldwide markets, dierent cultures and regional business drivers. Adept, excels in start-

up and new business-ocused growth initiatives.

2. Put your private email address into the prole a lot o people enter this alongside their

name when creating their prole!

Many people choose to publish their mobile number but keep in mind this could lay you open to unwelcome exposure or

even put you at risk o harassment rom people or strangers.

3. You can expect people to search by:

Location, i.e. the area in which you live - Linkedin will automatically log your location, picking it up rom your details

when you register.

Industry types again, when you register Linkedin will ask you about the industry sector in which you work and will pull

this out.

Job titles give job titles which clearly state what you do (such as customer services manager, nancial controller,

HR business partner, sales executive, VP manuacturing & distribution operations), as opposed to indistinct ones (e.g.

business coordinator, regional supervisor, process ocer).

Employer company names: companies may search or past as well as present.

Level you may wish to be clear about what level o seniority you enjoy i.e. are you a doer, a manager or a manager

o managers.

Industry or discipline-related specics like niche markets, product areas, sub categories related to role type disciplines.

See key words in point 4 in the guide below.

Language skills.

Special interest groups in some instances people may search by these, so i you are an active job seeker it may be a

good idea to join such sub groups on Linkedin.


22/46


Essential tips for creating a Linkedin prole


4. Incorporate key words which refect your skills, interests and career goals.

Consider possible searches rom the perspective o a recruiter looking or candidates.

What sort o key word searches would they make when looking or candidates?

You can expect people to search or key buzz words within an industry or proession.

Incorporate key words about your industry, at a general AND niche level, e.g. manuacturer, automotive manuacturer,

automotive parts manuacturer; then key words about your role, general AND specic, e.g. accountant, chartered

accountant, cost management accountant.

You can use the summary and specialities sections, to showcase relevant skills and accomplishments. Your best chance is

to say enough to solicit some interest but not too much, to avoid your prole being either too lengthy or too specic

which may leave you out o the running!

5. Dont include as much inormation as you would on a conventional CV. But it needs to be clear to aprospective employer what you do, ideally what you have contributed, what you can do / can contribute.

6. Will the person reading your Linkedin prole understand the line o business you are in?I you work or a blue chip company, it may be obvious to the reader which line o business-/-es you have worked in, but i

not a one line explanation would be a smart choice AND you need to look like someone who has something to contribute,

i.e. you are a perormer so perhaps mention a ew achievements.

7. Become a member o your universitys alumni group.This is an easy was to extend your reach you canshowcase your qualications and increase your connections.

8. Include a photo showing you in a proessional pose and smiling but play it sae. Use a photowhere you look sensible ideally youre smiling and seek a second opinion. But dont delay creating your prole because youdont have a suitable one, you can always add one later.

9. Introduce some personality into the prole.Avoid corporate-speak, use your own voice. Your choiceo hobbies and personal statements, will say things about you. Make sure these are ones which will resonate positively

e.g. sporting activities / musical ability. But avoid anything which may be seen as negative by others, such as hunting

or Kung Foo.

10. Dont compromise your personal brand.Theres no point in having a great Linkedin prole i youcompromise your social prole on other social media. You need to be careul what photos you post and comments you

make on acebook, and other communities such as twitter ~ you dont want to look like a party animal and drunk on the

one hand nor a bore on the other

11. Include testimonials which add weight to your prole. Linkedin like other networking tools, allowpeople to make recommendations / give testimonials. So consider asking people to give you some; they may add to your

credentials and you can ask people to say good things about you which you may not eel able to say yoursel. However

dont delay publishing your Linkedin prole because youre waiting or testimonials.

12. Be sure to get a second opinion on your prole. Take up at least one sounding on your Linkedin prole,whether its some high level input or simply checking spelling or grammar.


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Your 30 second commercial



1. Your name

2. Your most recent employer and job title

3. Your key responsibilities and accountabilities*

4. Your key strengths*

5. A recent achievement of which you are proud*

6. What you want to do next *

* These should be relevant to your Target Opportunity Prole.

Expect to encounter the following questions time after time:

What are your key strengths / specialist skills?

How can you / how have you added value?

What is your current situation? (A succinct and positive answer is best.)

What do you want in the uture?

You will repeatedly come into contact with people, whether by design or accidentally, so you need to keep in mind that:

You only get one chance to make a rst impression.

So heres a guide to help you introduce yoursel condently and with clarity.

Tell them:


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Your 30 second commercial


Your reason for leaving!

People will ask you: What happened to your job?

Give a succinct and actual answer. Keep it short; the greater the detail you give, the greater the chance orconusion and your candidacy being called into question. Be prepared to elaborate, but only i asked.

Keep the emphasis on the positive. Avoid bad mouthing your boss or employer. Try to bring the subject back towhat sort o opportunity you are seeking.

Give an answer which puts you in a positive light. Avoid giving an answer which calls into question yourcandidacy. Consider what explanation you can give which is most positive and easiest to explain.

Rehearse it

So that you can give a convincing answer each and every time, and discussyour answers with at least one knowledgeable person to check they stack up.


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Making applications


Universal tips applying to all types of job application.

People reviewing your email cover and receiving your phone call may get hundreds o applications. Stephen, an HR director at

a major airline told me he recently had 200 applications or just one job.

To get the best results:

Align your email/communication with the needs o the job. Make it relevant! Pay attention to what issaid in the advert / job spec and, without lying, show that you meet the hiring need well.

Include acts and gures in your applicationwhich substantiate your transerable value.

Be short and succinct and give them acts they dont have much time, and they want to know what valueyou can bring to them.

Remember!When making

on-line applications,prepare off-line rst.

Email cover sheets or executive jobseekers... watch now
http://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWshttp://www.youtube.com/embed/7SxzVeZAUWs


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Message templates


Prepare cover emails and letters which you can re-use time and time again

Create an attention-grabbing headline which suggests how you may be able to add value to the company andthe role or which you are applying. For example: Quality assurance controller available; reduced deects by nine per cent

last year in an environment very similar to your own.

Be clear that you are applying or a job, and make the ocus o your application what you can do or theemployer, not what they can do or you.

Set up a signature le in your email settings. In this way you can make sure your contact ino is includedevery time you send an email.

An example of an email cover sheet

Firstname,

I am interested in positions with abc / name o prospective hiring company. I am a quality assurance controller with

experience in the manuacturing and process industry, and I believe I would be able to add value to your business by

reducing deects, thus helping reduce costs o return, lost customers and ultimately increase repeat sales and prots.

In my last job my actions resulted in a nine per cent deect reduction last year, which resulted in incremental repeat

sales o six per cent, and reduced returns by seven per cent.

A positive outcome o c.$430k last year alone ($2m over 5 years).

I have attached a copy o my CV which urther outlines my skills and how I can contribute in a new role. Id

welcome the opportunity to meet with you and hope we may speak soon.

With regards

Chris Smith

(44) XXXX XXXXXX

[email protected]


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Application letters


An example of a speculative letter

I you have very specialised skills which are particularly relevant to an employer but you arent brave enough to telephone

them, you dont have their email address or you are unable to send a Linkedin message, you may wish to consider writing

a letter.

Whilst writing a letter may seem outdated, it will stand out in a world dominated by email and messaging. And this could be

an appropriate approach i your skills are extremely relevant, o a very specialist nature and would bring huge value to a very

limited set o employers.

Heres an example:

Your name

City o residence

Email address

Mobile / Cell #

Mr / Ms Firstname surname

ABC Bank Corp

1 The Street

City

Postal / Zip code

Date/Month/Year

Dear Firstname

I understand you are in charge o ABC Bank Corp / head up customer services at GlobalTel/

run the proessional services practice at ZA Global Consulting and Id like to know i you

need to hire a XYZ nature o your role.

I have xx years experience at CBA Bank Corp in the role o HR Business Partner, where I

have contributed to achieving better hiring outcomes, improving employee perormance

and reducing attrition.

My market sector experience is so directly relevant to ABC Bank Corp that I would be

interested to know i you need to hire into my role type. Obviously there are ew people

with my background and I would be able to hit the ground running and make an

immediate contribution to ABC Bank Corp.

Id be delighted to speak on the phone or meet up with you in person to discuss this

urther.

Yours sincerely

Your Firstname surname

Mobile/Cell number

Email address

Signature Having taken your courage in bothhands and written to your contact,

you may nd the prospect of phoninghim less daunting. If there is no

response to the letter it would begood to follow it up with a call.


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Cue cards

Heres a couple of examples of cue cards you may nd useful


Goodmorning/aternoonus

etheirrstname

Its(sayyourname)calling/Howa

reyoutodayFirstname?

Firstname,amIcallingyouatag

oodtime?

Pickuponcommonareasointerest

:IknowyouromIgotyourna

merom

Verybriefytalkaboutthecommo

ninterest/connection.

Imlookingoranewjobrightn

owandaminterestedinyourthou

ghtson

CareeroptionsImcontemplatin

g(and/or)

Companiesyouthinkmightbeh

iringandthebestonestoworko

r?(and/or)

Imthinkingopursuingajobin

xyzarea,whatdoyouthink?

Firstname,thanksoryourhelp.

Iyouhaveanyideas,pleaseletme

know.

Regardlessooutcomesswapema

iladdressesandsendaollow-upn

ote.

Possiblecuecard/promptcardor

makingnetworkingcalls.

Goodmorning/aternoonFirstname.Its(sayyourname)calling/HowareyoutodayFirstname?Firstname,thereasonIamcallingyouisthatIama(stateyo

uroccupation)andImlookingora

job.IthinkImightbeabletoaddvaluetoyourcompanyamIcallingyouatagoodtime?

AsIsaid,ImlookingoranewjobrightnowStateyourstrongestpointfrstrelevanttohis/hercompany,communicatinghowyoucanadd

value,andsubstantiatethiswithoneortwoactsandfgures.Iminterestedinexploringopeningswithyourcompany.~waitoraresponse.Haveacoupleootherpointsready,sothatyoucanelaborateurther.Doyouhaveacurrentorpendingneedtohire,areyouinterestedtomeetup?

Regardlessooutcomesswapemailaddressesandsendaollowupnote.

Possiblecuecard/promptcardorcallingdecisionmakers.


29/46


Part 3

Intelligent networking &opening the right doors

Pages 30-46


30/46


Leverage all job search methods

Part 3 Intelligent networking & opening the right doors Page 30

Methods of nding a job

NetworkingResearch suggests that 50-70% o jobs are ound via

networking and that both stang rms and advertising

account or c. 20% each!

For executives, networking is the #1 method in which

proessionals are hired.

On-line networks and social media

The ways in which employers hire is evolving.

Dierent employers have dierent preerences and

they are increasingly using on-line networks to sourcecandidates themselves.

Direct applicationsDirect applications (known as recruitment process

outsourcing / RPO) are increasing as a consequence o

employers posting jobs on their websites and a trend towards

in-house and managed services arrangements.

Advertising inc executive job boards

Adverts oten bring quick and cost eective results or

employers and are key sourcing channels.

Stang rms

Recruitment consultancies and head-hunting rms account

or a large proportion o jobs lled.

Job search is a numbers game. So, it doesnt apply to you?

Many people looking or a job do some o the right things then cross their ngers, hoping one o their limited number o

initiatives will be successul. As time goes by, invariably without the right approach and eorts, the active job seeker becomes

stressed, loses condence and the costs start to add up!

There are advantages to ocusing on prospective employer companies with

oces located in close geographical proximity to you, say 40 miles radius.

One of the most commonpitfalls job seekers encounter is

a failure to take advantage of alljob search techniques.

Methods o nding a job orexecutives in job search... watch now
http://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCUhttp://www.youtube.com/embed/ltJDcDrzxCU


31/46


Method 1: Networking


Accessing the hidden jobs market!

According to research 60% o executive jobs are lled this way.

Newspapers and recruitment agencies wont tell you about the distinct advantages o networking because it competes

head-on with their interest in selling advertising and billing recruitment ees.

People oten reer to networking as the way to access the hidden jobs market, i.e. access jobs beore they go to the open

market. There are three advantages to this:

1. You can get on the RADAR o the prospective hiring manager beore the job vacancy has gone to the openmarket. It can mean gaining a head start and requently results in the job being tailored around both your needs andthe employers.

Point in time at which need to hire is established

Prior to the need being established / need pending

Job spec written up.

Formal recruitment process.

Vacancy goes to open market.

Competitive applicant pool.

Ater the need has been established

Job spec not yet written up.

No candidates in rame.

Potential or job spec to be based uponprospective candidate.

2. Networking has the perception that the person carries a recommendation.

3. No cost, such as an advert or recruitment ee, is involved, and introductions via networking oten by-pass drawn-outrecruitment processes.

So the rst method you shouldconsider harnessing for effective

job search is networking.

Networking in executive job search...watch now
http://www.youtube.com/embed/qEP5tXW9knQhttp://www.youtube.com/embed/qEP5tXW9knQhttp://www.youtube.com/embed/qEP5tXW9knQ


32/46




Develop a list of people with whom you can network

# Person Current/past employers Contacts, notes

1 Lizzie Windsor Pecasa

2 Enrico Gonzalez ZA Consulting

3 Frederiko Perez Gr8Corp Used to work at...

4 Juliet Smith Localanglobal

5 Mike Robinson Kidsnxdor

6 Harry Windsor Stsnleisure Knows someone at ABC7 Victor Moscow Dknsian

8 Helen Prescott Gr8twrk4

9 Davy Beckingham VictorTech Has many contacts

10 Jonnie Depp BPOGlobalCorp

11 Barrack Amer Armstrong Hall Have no contact info try Linkedin

12 William Windsor TypicoContra

...

Work Professional services Family and friends Hobbies

Colleagues, past and present

Sta in other areas /

departments / subsidiaries

Customers

Suppliers

Business partners

associations / bodies

Bank manager

Stockbroker

Financial adviser

Solicitor

Doctor, dentist

Family and relatives

Friends

Neighbours

School / college peers

Sports clubs

Hobby groups

Community and

political groups

Church, mosque,

synagogue

Write down a list of people you know who may be relevant to your job

search such as those you know through

In particular try to add to the list of people connected with the speciccompanies/organisation with which you are most interested to explore openings.


33/46




Be sure to use on-lineprofessional and social

networking communities toexpand your network.

Your best contacts will be insiders!

The best approach is to leverage common interest as opposed to asking or a job.

Most people wont be able to help you directly but they may be able to help you indirectly.

People are usually only too willing to help, even those you dont know particularly well.

Do ask:

How they see the industry / whats going on.

What the company is like to work or.

I they know o any relevant openings or you.

For the name o the decision maker/s who would hire someone like you, even i the person is not hiring at present.

Your objective when making the call should be to make yoursel known AND leveragereerrals.

Be sure to exchange contact inormation.

Dont:

Ask your network contact to directly help you nd a job!

JUST talk about yoursel ask the contact about him or hersel

and perhaps share with them inormation about the industry.


34/46


According to research, networking is the most signicant method by which executive jobs are lled. I you want thebest results, get on the phone and get networking.I you dont know the person well with whom you intend

to network, heres a cue card which may act as a prompter to help you.


Goodmorning/aternoonus

etheirrstname

Its(sayyourname)calling/Howa

reyoutodayFirstname?

Firstname,amIcallingyouatag

oodtime?

Pickupontheareaocommonin

terest:IknowyouromIgoty

ournamerom

Beoremoving,trytotalkaboutthecommoninterest/connect

ionalittlebit.

Imlookingoranewjobrightn

owandaminterestedinyourthou

ghtson

CareeroptionsImcontemplatin

g(and/or)

Whichcompaniesdoyouthinkm

ightbehiringandthebestonesto

workor?(and/or)

Imthinkingopursuingajobin

xyzarea,youreamiliarwiththat

,whatdoyouthink?

Firstname,thanksoryourhelp.

Iyouhaveanyideaspleaseletme

know.

Makesuretheyhaveyourcontact

ino.


PCs, tablets and smart phones make it easy to access inormation at home and on the move. However, old ashioned cue

cards are still an excellent way to put your hand on the right inormation ast especially when taking returned calls. Properly

managed cue cards will ensure youre never lost or the right words, and always well placed to seize the moment.


35/46


Method 2: Using on-line networks

and social media in job search


On-line networks and social media in job search.

Intelligent networking make sure youre reachable, reaching out and researching

I you are young, chances are youre already switched on to the concept o using on-line networking tools and social media in

your job search, but i you are more mature and not using them you are denitely missing a trick. Even i you are using them,

you may not be doing so smartly. In this section we give you some tips or using the ull potential o your on-line job search.

There are three ways to network intelligently using on-line networks and social media:

Make yoursel reachable

Reach out pro-actively

Leverage them in research

First a ew words to explain how proessional networks like Linkedin and social media like Facebook can empower your job

search. Using Linkedin you can encourage the market to come to you. Employer companies hiring directly and recruitment

consultants and head-hunters acting as third parties use Linkedin extensively to source so with the right prole you can get

the market to come to you, i.e. make yoursel reachable.

Applicant pools are increasingly drawn rom on-line sources as a rst port o call by hiring companies, recruiters and head-

hunters. So make it your priority to establish an initial on-line presence which makes you reachable or networks like Linkedin

(recognised as the #1 global proessional network). Viadio (popular in France) and Xing (popular in Germany) are also

essential. Do also use Facebook (and consider making use o sub-groups on Facebook such as BranchOut and TalentMe)

and Twitter to empower your job search. More about this later.

You can use these networks and social media to pro-actively reach into the market and identiy prospective hiring managers

at companies. Find out who is in the hiring seat or companies you may want to work or. You will oten be able to see

who knows whom and how you are connected. You can make direct approaches and, using your people network and

connections, get introductions, recommendations and reerrals etc.

You can leverage networks and social media or research and to gain insight into bios (backgrounds) o people to whom

you may be applying or jobs, interviewing or simply seeking a reerral. And use them to expand out your options to identiy

additional employer companies you may wish to work or.


36/46






37/46





Making yourself reachable

For semi-proessionals, proessionals and senior execs, Linkedin (the #1 network o its kind at the time o producing thisguide) should be your starting point to leverage on-line and social networks in your job search. We thereore place most

emphasis on Linkedin.

1. Develop your Linkedin prole. Your prole needs to be a ull one. Limited proles oten draw zero or minimal results

whereas complete proles generate scores more oten! In Part 2, pages 18-21 you can see tips and an example o how to

create your Linkedin prole.

2. Linkedin Learning Center. Linkedin has a learning center. Check it out and make reerence to it.

3. The more accessible you are, the greater the chances o that gem o an opportunity coming your way.

Many recruitment depts. in companies have special Linkedin recruiter tools enabling them to see everyone on the network!

However, not all users have access to all records.

The more connections you have, the more records you will see on Linkedin enabling you to identiy appropriate people who

may be interested in hiring you at companies where you may wish to work. The more connections you have, the more people

you can see on the Linkedin network and importantly, the greater the number o people able to see you. Dont be shy the

more people you network and connect with the better. So invite people you know to connect with you on Linkedin: look in

your email address book or people you can connect with (you can import them using the address book importer) and dont

orget records on your mobile phone!

Heres a trick: you can massively expand your connections by joining special interest groups, which will then allow you not

only to see the group members but also their contacts.

Undertake Linkedin searches or open networkers in areas related to your line o business these people publish their emailaddresses and tend to be happy to connect with anyone.

4. On-line communities are the up-to-the minute networking tool and very much about practicality and personality.

Dont worry about being perect, put your toe in the water. But do get someone to check your prole - a bad photo, and/or

poor grammar or spelling is likely to shut you out o opportunities. Dont delay you have much to gain.

5. Make sure you incorporate key words people are likely to search or. And tell olk you are job hunting then people

will be more likely to contact you. Think about the key words which have a meaning in your industry or the job unction

in which you work. Some may be process related, others may be linked to products, or example: process improvement

consultant, Six Sigma black belt, project accounting, international nancial reporting, control & planning, pan EMEA HR

business partner, transormation & change management, SAP, CRM. Most people sourcing candidates using networks like

Linkedin will scan or key words.

6. Publish some complimentary testimonials rom colleagues and ex-colleagues, customers or suppliers. Giving a

testimonial rst to someone else is most likely to result in that person returning the avour and you can ask the person to say

particular positive things about you. Heres some examples

Jan and I have worked together on various strategic restructuring and business development consulting projects. We also

worked on XYZs manuacturing restructuring Strategic Master Plan when she was VP Finance Global Manuacturing. Jan

has extensive knowledge o pharmaceutical manuacturing and is able to apply her nance background to nd solutions

to problems and add value to operations. She works as a partner with business and is able to apply nancial principles to

complex business and operational issues. I highly recommend her.

Kris is an extremely proessional business analyst. His work at ABC was o the highest calibre and was oten used as anbenchmark when new analysts joined the bank. Kris was well regarded by both the technical and business communities and


38/46





has the ability to communicate in both technical and nancial terms. With good time management skills and utilising his

analysis experience, Kris is able to perorm business analysis that takes account o all points o view. As a result he provided

several quick wins and process improvements that had not been considered at the beginning o the project.

I worked with Peter when representing XYZ and relished the opportunity. He is a consummate proessional with a detailed

knowledge o the industry and the business issues as well as a great manager o people. He is inspirational to work or;

his positive and upbeat personality is energising to the workplace. He brings about positive change in a quick and ecient

manner, and is a real visionary.

7. People making hiring decisions will increasingly check you out on Facebook and other social media. Companies

want to hire people who will t in well, get along with colleagues and who are respectable! Keep in mind that your personal

brand extends to your prole on Facebook or other social media. Make sure you project a happy image and include a

proessional photo. I you have a positive well-constructed Linkedin prole youll maximise your chances o people who are

sourcing employees using Linkedin reaching out to you with job opportunities.

Reaching out pro-actively

Start using social media to pro-actively reach into the market.

Linkedin - One o the best ways to use LinkedIn is as a means o exploring openings in particular companies you are

interested in. Search the company / companies on Linkedin, and hopeully you will nd people who are connected to other

people you know. Then ask your contacts to connect you or even recommend you. Linkedin also allows employers to post

details o vacancies: these are typically high quality, high-end semi-proessional, proessional and senior level, including C

level jobs so check these out on a regular basis.

Identiy the person you are interested in exploring a position with and work out how you can get in touch with an

introduction or by direct contact.

Depending on your Linkedin account / type o subscription, you may or may not be able to send messages or may have a

limited number o messages or in-mails you can send. Linkedin has various subscription options; the chargeable ones allow

you to send so many in-mails a month however these are quite limited and paying or them may not give you a meaningul

return on the money you spend.

I you want to get in touch with someone directly, look to see i they have published their email address (which is becoming

increasingly common). But best to connect rst and then send a message.

By joining groups / associations, you can send messages ree to others in the same groups. I you dont want to pay additional

subscription ees to Linkedin you could try to nd out the standard email ormat at the relevant company, then send an email.

Better still, i you are brave enough, call the person on the phone.

Facebook Your riends may know people at companies you wish to work or or explore opportunities with, so drop them

a message or note these are likely to stay live longer. Facebook is a good way to network with your riends, share ideas, try

to get leads and introductions and to nd out whats going on. Many people visit Facebook daily, some almost permanently,

unlike Linkedin which many people do not access regularly unless they are directly involved in sourcing candidates, i.e. internal

recruitment consultants and head-hunters.

Twitter Twitter is a great way to expand your people network and reach. It allows you to connect with people you may not

know, but who have common interests. You can also use it to get insight into peoples psyche, current issues and things going

on in industries, companies and particular subject areas. Consider using Twitter with a message like this: Hi Im looking to

break into risk management in investment banking. Is there anyone you can think o to reer me to?


39/46





Leveraging on-line networks and social media in research

Using Linkedin, you can nd out where people have previously worked which could help you expand your ideas around which

elds you could transer your skills to or simply top up the list o companies you might be interested in joining. And dont

orget to look in the companies section, where you can nd out where people worked previously and which employers people

have gone on to join.

Using your connections, even i they are only through Linkedin you can nd out useul inormation like what the company

is like to work or, and you could ask a question such as Im being interviewed by such and such, what are they like? You

can also use Linkedin to get an idea o how many people are working at a company (given not everyone uses Linkedin and

your connections may limit the number o records you can view this should be seen as giving you only some insight, i.e. ar

rom denitive).

Beore attending an interview, check out the interviewers bio (background) and Linkedin prole, which will help you be better

prepared and give you insight.

Facebook is useul or networking, nding out who knows whom, whats going on and what companies are really like to

work or.

Twitter can be used to get insight into issues, peoples psyche and to urther expand your people network. BTW theres a great

app twellow.com which allows you to see whos working at particular companies and who are tweeters.

Final word: Using on-line networks and social media in job search

For the intelligent worker - or people in semi-proessional, proessional and senior level positions Linkedin, togetherwith your personal network o contacts, should be uppermost on your job search activities. Combine these with Facebook,

Twitter etc and youll achieve accelerated results in your job search. An active job seeker should log onto Linkedin every day tosee i there are any messages, including possible job opportunities, awaiting your response in your inbox.

One o the constants in lie is change and this particularly applies to social media, so keep your eyes and ears open or the

best tools to use and how to use them. Keep ocused - you could easily spend all day gossiping on Linkedin, tweeting on

Twitter and being riendly on Facebook and keep in mind that you need to ocus your job search on activities which open

doors.


40/46


Method 3: Direct applications


Perhaps 10 per cent of decision makers have a requirement to hire.

Which means 90 per cent may have no requirement.

You will need to make quite a ew approaches but the more you make the closer you will get to your dream job.

I you are unable to make progress using your network to nd a way in to companies with which you wish to explore a job

opening (and this will oten be the case) you may decide to apply directly. You should write an impactul email or letter. And

i you are able to dollarie your potential value, do so. We covered making applications in Part 2 where you can see some

templates on pages 24-27 .

If you are writing:

The letter should go to the highest hiring authority relevant to your discipline and seniority. I you are a director or senior

manager you should target the CEO; otherwise contact the head o department.

Do not write to the HR department in isolation. They receive many CVs and yours may not be noticed unless they have a

specic requirement. So when applying directly to a company I suggest you copy the application to HR at the same time.

I you think writing in is oldashioned, think again. As it is perceived as such, ewer people are using that method, so your

approach will stand out all the more.

If you are phoning:

Calling beore 9.00am and ater 5.30pm is oten time well spent, given that

people are less likely to be in meetings at these times.

Again you can see some templates in Part 2.I your contact says he or she is not looking to hire or reers you

to HR, tell him or her thats OK, but you would particularly like

to speak to him or her or just a ew moments about uture

opportunities, and perhaps even about peers he might be able

to introduce you to.

I the person is not interested, it is veryimportant that you do two things:

Ask him or her i they know anyone else with whom youshould be talking, perhaps in other departments or companies.

Take the persons name, job title and telephone number. Take amobile number i you can. And ask them or their email address so that

you can orward your contact details in case things change.


41/46


Method 4: Advertising including

executive job boards


Dont jump to conclusions too soon regarding which publications or sites may or may not be relevant.

There are job adverts in many dierent places, ranging rom those on-line and those advertised by employers on their own

websites, through to the local and national press and industry journals.

You need only one great job, so dont write o anything.

Be open minded.

Try on line searches to nd publications and job boards (mainstream ones include Careerbuilder, JobServe, JobsSite, Monsterand Planet Recruit).

Check out the national and local press and trade journals.

Make a visit to your local library! There you should nd a broad range o publications, including ones which you may nothave previously considered.

Ask around and nd out which are the most signicant publications / advertising media or your type o job. And ask whoknows what, who has seen what and where would they look?

NEWSJobs board

Appointments

NEWJobs board


42/46


Method 5: Stafng rms

/recruitment companies


Research suggests the second most signicant way in which people are

hired is through stafng rms.

Senior executives (directors, vice presidents, senior managers) may wish to approach head-hunters, whilst job seekers at all

levels may benet rom dealing with employment agencies or recruitment consultancies, as they preer to be called.

Ask around; nd out which agencies your peer group has used and how they rated them.Include this in your networking process.

Large stang rms will usually deal with major companies / organisations, and in many cases will primarily be interested incandidates with relevant backgrounds, and who may have strong qualications: degrees, second degrees, MBAs etc.

Dierent rms specialise in dierent markets and disciplines so establish whether their specialisations are relevant to you.

Make yoursel known, register with several rms.

When dealing with stafng rms, understandits not always a dress rehearsal!

Remember they are choosing who they presentand what they say about you!


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Maintain your morale


A common pitfall job seekers encounter is a loss of morale

In the rst ew weeks, oten the job seeker is excited by the prospect o nding a worthwhile opportunity. However, it is

not unusual or a lack o an early breakthrough in the job market to lead to a loss o sel esteem, which in turn becomes an

obstacle to an eective job search and results in a poor interview perormance. There are three proven recommendations to

help you:

Job search work teams

Game (measuring progress)

Psyche


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Job hunt teams / job clubs

These may not suit everyone but there is evidence to suggest that people working in job huntteams / job clubs nd better jobs aster than those people working alone.They can bring objectivityand ocus to the job seeker, give an immediate opportunity or networking, keep the emphasis on progress, and address a

common pitall which job seekers encounter: working in isolation AND losing sel motivation. The job club could have perhaps

3 to 10 members.

1. The job hunt team should meet once a week or ortnight.

2. Members should ideally amiliarise themselves with best practice in eective job seeking, then the starting point should beto discuss their CV, their target opportunity prole and anticipated approach.

3. Each member should keep records o key progress measurements.

4. At the meetings each member should spend one to two minutes reporting on their activities during the previousweek or ortnight. They should state one positive thing, then outline actions they will be taking. The report should be

communicated to the group as headline inormation. Then its time or input rom the group.

5. Members should be given an equal amount o air time during the meetings.

6. In-depth one to one conversations should take place at the end o the group meeting, as they would normally benet onlyone person.

7. Each member o the job hunt team should seek to spend perhaps two to three hours per week giving assistance to theother members as requested. Typically this would include help with where to look, networking, sharing contacts, CV, cover

letters, approach to interview plus constructive eedback. Dont orget, the time you invest in helping others will be paid

back by other team members in return.

8. The ocus should always be on progress and the positive.

0

20

40

60

160

140

120

10080


Research shows that jobseekers, from theshop oor to the most

senior executives,participating in job search

work teams see a 30%+improvement in nding

better jobs faster.


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Measuring progress (game)

One way to maintain your motivation is to keep track o your activities, and in this way you can see that youre progressing

towards your ultimate goal.

One hundred points to your job offer!

* These points should be awarded only i they are or applications made or jobs where you properly meet the criteria or or CVs tabled to companies where

you would be a strong candidate i they had a requirement.

You could also apply this to a graphical illustration and chart your progress.

We cant predict exactly how well the above metrics will work or you but they represent the typical scenario executive job seekers encounter en-route to

successully securing new jobs.

Activity completedPoints to award

yourself

You have discussed your job search with others.

Met with one or more people to discuss your CV, targetopportunity prole and approach to job search.

5

You have joined or ormed a job club. even i an inormal one with 3 or more people

5

# o decision makers contacted.

i.e. people with whom you have spoken who would hire into

the role type you seek. 50 contacted = 25 points.

0.5 each one

# o applications made/CVs tabled.

i.e. the number o job applications or CV submissions you

have made. 50 contacted = 25 points.*

0.5 each one

First interviews attended.

5 rst interviews = 25 points.5 or each one

Second interviews attended.

Second or subsequent interviews attended.

3 subsequent interviews = 15 points.

5 or each one

Total


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Psyche

Exercise daily even i its only a walk. Working out releases endorphins and these make you eel good.

Drink plenty o water it will help your energy levels.

Avoid drinking alcohol avoid or minimise your alcohol consumption. Save the celebrations until youve got yourjob oer.

Some encouraging points to remember:

New jobs are being created all the time. Regardless o the state o the jobs market there is an ongoing need orreplacements as people retire, take maternity leave, emigrate or leave or many other reasons. The only constant

thing is change.

You will encounter disappointments on your job search journey - but each o these setbacks will take you onestep closer to securing that new opening.

For many people their job search will result in a bigger job working or a better company,with greater prospects or career growth and in many cases more money as well.

People who apply themselves best get the best results.

Good luck.

00614 intelligent networker

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