Posts tagged: Job Search eBook

Job Hunters Searching For Help In Too Many Places

There are so many places to go today for help with your job search it is hard to know what is right, who is the best, what advice you should follow, and if you are doing things effectively. Everybody has a different opinion. Should you use Twitter, how much time to spend networking, do you need to change your resume, is your cover letter the best, what do to in an interview, etc.

What’s a candidate to do?

It really isn’t all that difficult to figure out. The answer is simple. It isn’t any different than other decisions you make, whether buying a home, buying a car, selecting a plumber or contractor, or what finance company to use.  You first decided what you needed (that was what YOU need), you then do your homework, seek out an expert in what you need, ask for referrals, if none are available you want to test drive the product or review their work, then  you decide.

Do the same in your job search. Filter out all the distractions. There are a lot of very good experts out there to help you. You just need to get the one that will work best with you and what you need in your search.

Some filtering ideas:

1) Identify exactly what you want or need help with. Don’t let some one else try to sell you on what they have to offer you. If your resume isn’t working, get an expert to help you with it, if you are getting interviews but not offers focus on that, if you are not familiar with using the Internet in your job search get help there, and if this is your first time looking in a long time you might need help with all aspects of your search.

2) Do your homework. Look around at what others are doing. Pick a book that has a reputable author. By reputable I don’t mean just because they wrote a book they are experts.  Review that authors background. Are they an expert in what you need? What makes them an expert? What accomplishments do they have similar to what you need? Ask for referrals. Read their book. Does it align with what you are seeing in the market and from other candidates?

3) Ask others for referrals. Who do they use to help them? If you don’t have a person to ask go on-line. In today’s world you can check out people and their credibility very easily. For example, if my partner Barry Deutsch or myself were referred to you or you simply wanted to check us out, all you have to do is Google our names. Look us up on Linkedin. There is adequate information out there on us and our firm for you to decide if we are credible and provide the services you need. It is the same for any expert in the job search business today. If that information isn’t available – run.

4) Can you test drive their services? Once you identify one or two people, due your due diligence. Can you test drive their products, can they provide examples of their services, can they produce a prototype for you, ask them for suggestions and decide if these make sense. Is the person responsive, have references, will they work with you as opposed to you working with them?

5) Then select the one or two experts you feel will best benefit you and work with them. Use them and abuse them. Forget about all the distractions out there. This is the best person for you and that is what works. If for some reason it doesn’t, then start the process again, just like you would with any other product or service. If you don’t like your banker, doctor, financial advisor, CPA, or the person doing your taxes, you move on and find someone else. Why should it be any different in a job search?

You should join our Linkedin Job Search Networking Group. It is free, has over 3300 members and an extensive amount of resources for you. CLICK HERE to join.

You can also get a FREE sample cover letter to help you. Over 2000 people have downloaded this. CLICK HERE to download yours.

Finally you can test drive our job search workbook to see if it is right for you. We will ship it to you for only $5. It is FREE for you to read and check out to see if it is right for you. We practice what we preach CLICK HERE to get yours. Readers have rated this book 4.5 stars out of 5.

Advice on Personal Branding is NOT Useful

Step-by-Step Approach to Developing a Powerful Job Search Personal Brand

The current popular buzzword of job search personal branding has taken on an almost mythical status.  Almost every article and blog in the job search arena talks about personal branding. Yet, almost all the recommendations and suggestions are so generic that the advice on job search personal branding is NOT useful.

Good intentions – not enough concrete step-by-step tactics for your job search!

Where do you start – what process do you use?

Are there forms or templates which organize your creation of a personal brand?

What are the best practices in job search personal branding?

What works and what doesn’t work?

How do you leverage your time to create the most powerful personal brand possible?

Most of the so-called “experts” miss the most important STEP in Job Search Personal Branding:

What do you have to do before creating a personal brand? How do you specifically STEP-BY-STEP build a defining document that leads to the creation of your job search personal brand. Telling you to create a personal brand is what I term a BHAG (pronounced Bee-HAG), which stands for Big-Harry-Audacious-Goal. BHAG objectives and recommendations sound like:

Get more sales

Achieve market share

Improve Quality

Achieve the gross margin goals

Raise the number of inventory turns

Establish a personal brand for yourself

The secret behind creating a powerful job search personal brand:

Start at the execution level INSTEAD of the BHAG level. Don’t worry about having a personal brand until you’ve gone through the rigorous process of defining who you are and what you want.

What is this rigorous process you might ask?

We call it the Personal Success Profile and it is the Number ONE Step of our comprehensive job search system called the Career Success Methodology.

Thousands of job seekers who have read our new job search workbook, This is NOT the Position I Accepted (a step-by-step workbook to use the Career Success Methodology in your job search), have embraced the process of first creating a Personal Success Profile as the starting point in their job search. Every day, Brad and I receive email messages on how candidates conducting a job search have dramatically reduced the time it takes to find a new great job – and it all started with the creation of a Personal Success Profile.

Before you can develop a job search personal brand, you’ve got to go through the creation of a Personal Success Profile (PSP). This exercise in creating a PSP will help you to develop a strong personal brand, a networking plan, a targeted job search plan, and prepare for interviews. It becomes your guiding light that dictates every move you make in your job search, including how you create your personal brand.

Your Job Search Personal Success Profile defines your capability, competency, skills, knowledge, values – all the key elements a prospective employer might want to know about you. It captures the core elements of what differentiates you from your peers – part of which is your personal brand.

The PSP goes a step further in creating a definition of what’s important to you in a new job – from the type of boss for whom you might work to the type of culture in which you might flourish.  This Profile identifies what you’re willing to sacrifice in accepting a new job and what items are non-negotiable. The PSP provides the foundation for your entire job search.

Get a copy of our book, This is NOT the Position I Accepted, to learn how to create a Personal Success Profile, listen to our Audio Program on building a PSP, or use the comprehensive Job Search Home Study Kit to get a kick-start on moving your job search into high gear.

Brad and I have also discussed the need to start your job search by creating a Personal Success Profile in our weekly Radio Talk Show. You can listen and download our previous episodes to learn why creating a Personal Success Profile is the number one element of success in your job search.

If you’ve downloaded our FREE Job Search Plan Self-Assessment Scorecard as a tool to improve the effectiveness of your job search, you’ll notice that the first item on the matrix is whether you’ve developed a Personal Success Profile.


P.S. Don’t forget to join our LinkedIn Job Search Discussion Group to participate in learning how to reduce the time it takes to complete your job search, especially the discussions around developing a Personal Success Profile that leads to a powerful Job Search Personal Brand.

Mastering Your Job Search – Radio Show

We discussed how to master your job search in our weekly Internet Radio Talk Show on We’ve posted the audio file on our website in the FREE Audio Library at

If you can master your job search by becoming an expert at resume writing, interview preparation, job search personal branding, and job networking, you have the opportunity like thousands of other candidates to dramatically reduce the time it takes to find a new job.

Thousands of candidates who have employed the simple, but effective strategies of our Career Success Methodology, have reduced their job hunting time by 30%, 40%, and as much as 50%.

One of the first steps in mastering your job search is to uncover all the best practices known in the core areas of conducting a job search, such as developing a job search plan, preparing a resume, interview preparation, job networking, and job search personal branding.

If you would like to immediately reduce the amount of time it takes to complete your job search, get a copy of  our popular job search book. You can download it right now at

You’ll be working on mastering your job search within minutes.

There is no reason you need to conduct a prolonged job search – if you apply all the job search techniques we describe in our book, you’ll stun your peers by dramatically reducing the time it takes to land a great job.

The Barry and Brad Job Search Show

Getting in touch with recruiters

In our LinkedIn Group this has been a major topic of discussion. So we thought it important to give some tips that will help out.
In our new executive job search book This Is NOT the Position I Accepted. Executive recruiters reveal the inside secrets how to reduce your time in search” we have a whole section on this topic, so I will summarize as best I can to help out. If you want more on how you can read the complete Ebook for $1 and read the whole book. Click Here
As a retained recruiter for almost 30 years here are three ways to get recruiters to call you back:
1) Have your resume so compelling that it stands out from all the rest. This is your marketing brochure. It must be succinct, highlight your accomplishments, be well organized, no errors ( I know most of you just thought “DUH.” Well rethink it, over half the resumes/cover letters we receive have errors) and the reader must be able to get all this in about 20 seconds. If this doesn’t happen, your resume is just one of 500+ resumes that enter the system. A common misconception is recruiters are seeking qualified candidates. WRONG. We are seeking exceptionally qualified candidates, especially in today’s market. Only the top 10-15%. Companies don’t need recruiters to find qualified candidates, they can do that themselves. Remember, the recruiter is just as interested in filling the search as you are in getting it.

2) Have a referral from someone who has built a relationship with the recruiter. Not just an acquaintance with the recruiter. This could be a former client or candidate. I always return the calls when someone I trust and know refers a person to me. Use tools such as Linkedin or networking groups to find someone who has a relationship with the recruiter.

3) Instead of calling, send an email. Most recruiters are overwhelmed with calls and no matter how hard we try we can’t return them all. I currently have a list of over 40 calls to return. I try and get to a few each day, but regardless of how hard I try the list gets longer. Sending an email makes it easy for recruiters to respond. I can do it late at night, early morning or between calls. I can’t do that with a phone call, especially with folks back east that are three hours ahead of my time zone. It will be 9 or 10 PM for them. I also can’t return a call when I have a couple minutes before my next interview, but I can quickly shoot off an email.

Good recruiters will respond to these techniques. I have recommended these to many of my candidates and networking connections. Most are amazed at the increase in the response rate.

Try these or any one of them and I think you will see your response rate increase with recruiters.