7 Daily Tips for Being Highly Productive

Get focused and back on track with these helpful tips.

Want to be more productive and get your focus back? There are no secret tricks here… do one thing at a time. Stop multitasking—it’s just another form of distraction. Easier said than done, I know.

Here are seven tips for staying productive:

1. Work backwards from goals to milestones to tasks. Writing down “secure 3 first interviews in 60 days” at the top of your to-do list is a sure way to make sure you never get it done. Break down the work into smaller and smaller chunks until you have specific tasks that can be accomplished in a few hours or days: Sketch a detailed outline with critical success factors and actions to achieving this goal. That’s how you set goals and actually succeed in crossing them off your list.

2. Stop multi-tasking. No, seriously—stop. Switching from task to task quickly does not work. In fact, changing tasks more than 10 times in a day makes you less effective. When you multitask, your IQ actually drops by an average of 10 points, 15 for men, five for women (yes, men are three times as bad at multitasking then women).

3. Stay disciplined about eliminating distractions. Lock your door, put a sign up, turn off your phone, texts, email, and instant messaging. In fact, if you know you may sneak a peek at your email, set it to offline mode, or even turn off your internet connection. Go to a quiet area and focus on completing one task at a time.

4. Schedule your email. Pick two or three times during the day when you’re going to use your email.
Checking your email constantly throughout the day creates a ton of noise and kills your productivity.

5. Use the phone. Email isn’t meant for conversations, plus it can be impersonal and easily dismissed. Don’t reply more than twice to an original email. Pick up the phone instead.

6. Work on your own agenda. Don’t let something else set your day. Most people go right to their emails and start freaking out. Sure, you will end up with an empty inbox, but nothing important will be accomplished. After you wake up, drink water so you rehydrate, eat a good breakfast to replenish your glucose and set prioritized goals for the rest of your day. Tip: if possible take a 45 minute nap in a low lighted room for extra energy in the afternoon.

7. Work in 60 to 90 minute intervals. Your brain uses up more glucose than any other bodily activity. Typically you will have spent most of it after 60-90 minutes. (That’s why you feel so burned out after super long meetings.) So take a break: Get up, go for a walk, have a snack, do something completely different to recharge. And yes, that means you need an extra hour for breaks, not including lunch, so if you’re required to get eight hours of work done each day, plan to be there for 9 to 10 hours.

Still having problems staying focused? Hire a coach!

Get your Career in Gear for the New Year!

If you're planning on finding a new opportunity in 2012, you don't want to wait another moment to start organizing your strategy.

ExecuNet's recent survey of 180 executive recruiters reveals that currently employed business executives should expect to spend, on average, seven months to find their next career opportunity, while those currently unemployed may require an average of just over 10 months to find their next senior-management job.

Companies are taking longer to fill positions, and many companies who have needs are not aggressively looking to fill them. They often know they have a need without knowing exactly what the solution is, often until the solution presents itself. This is where networking into an organization comes into play. I can't tell you how many members have landed as a result of responding to job postings with the purpose of creating a connection. If it hasn't happened to you at some point in your career, I'd be willing to bet you know someone a position was created for, hence, the hidden job market.

There's no better time than now to get started. Holiday gatherings offer an opportune time to create new friendships and put feelers out to those you may not see throughout the year. Make it a point to let others know you want to keep in touch and be prepared with business cards, even if they only have your contact information on them. Put your holiday best forward and click here for tips on tapping into the hidden job market at the most wonderful time of the year.

Happy Holidays and Christmas Season Blessings...Coach Mark

Three Steps to Carving out a Career You Love, that Loves You Back.

By Will Marre, Author of the Book: “Save the World and Still be Home for Dinner”

First, do something you are happily willing to become great at. You must love it so much that you’d do it for free with pleasure. You must love it so much that you’re willing to put the effort and practice into becoming and staying great.

Second, target customers who value what you do. Only people who value artistry pay for extraordinary wedding pictures or floral arrangements. Only people who value fitness pay for extraordinary training. In my case, only companies who prize values-based leadership hire me. Don’t waste your time with either customers or employers who don’t value what you value.

Third, tell everyone you know to tell everyone they know that you are dedicated to becoming the best at the career you have chosen to pursue. This is essential. The world doesn’t need or value generic work, so use your gifts to do extraordinary work. People who are willing to invest in their own greatness are a rare find. You’ll be surprised who shows up to help you become great. But they must know that you exist—that you are committed.

The Secret Formula for Networking Success

Over the years, I have discovered that marketing is powered by two things: Know-how and a Nurtured Network of Contacts. That's it…..That's the secret!

The formula for success is based on your human capital (what you know) times your social capital (who knows you) times your reputation. (who trusts you and what they say about you)

Having knowledge, good business relationships and a solid reputation, plus social capital and trust is the ultimate security blanket in good times and bad.

Today's economic conditions presents an excellent time to increase your market share by reaching out and building better relationships with people you already know. Increasing your social capital is not about sitting alone in front of your computer trying to come up with a winning marketing formula on your own. No one I know who is successful does it that way. Get out from behind your computer and meet with real people – face to face!

Successful people may have started out going it alone, but as soon as they possibly could, they began to leverage their own and other people's ideas, experiences and relationships, and that's what it’s all about.

Good Hunting!
Coach Mark

The Interview Mindset and The Law of Attraction

I have been coaching this "interview mindset concept" for many years when conducting Mock Interview Training for executives in transition. The real key is, "Never let the employer think you (the candidate) need them more then they need you.

This is very similar to dating - the more you want to date the other person reduces your chances of getting the date and falling in love. When this happens the interest wanes and they move on to next person.

In other words, "Desperation is the Worst Cologne or Perfume!" The bottom line is be yourself and act comfortable during the interview. When this strategy is executed properly, it can work like a "charm'. Of course, preparing for the tough questions and knowing how to manage the interview process takes time and training from a professional coach - if you want to eliminate the competition and get the job offer.

When is the last time you walked out of an interview and said to yourself, I know I could have done better? So maybe it's time to hire a professional career coach? Learn more

and so it begins....

The 2-step Method to Getting Job Referrals

The other day I was talking with an executive in career transition that has over 20 years experience in operations management roles with medium to large size companies. He was obviously talented and could easily be the 10th player on a baseball team (so to speak) to most companies, but only if that’s what the company really needed? Now he is ready to write the next chapter in his career, maybe do something new, and wanted to know if I could help him? We had the following exchange:

Me: What are you looking for?

Him: Anything, really. I just want it to be a good a fit.

Me: What sized company would be right?

Him: I'm comfortable with both big and small companies. It's more important that I like the people.

Me: Is there a particular industry that interests you?

Him: I want to be passionate about the product, but I'm otherwise industry-agnostic.

Me: So, how can I be helpful to you?

Him: If there are any good startups you'd think would be a good match, I'd love an intro.

Well, this kind of introduction drives me crazy. I actually really want to help this person. I also have the ability to help him. But I need him to help me engage. He doesn't realize it, but he's making it very hard for me to really provide concrete help. Because he was flexible about everything, I can't really think of a good contact to offer. I like making introductions when it feels like there is a high probability of a match and the person will not embarrass themselves or me with my referral. However, I don't want to waste anybody's time, so I won't help her throw darts at the map. His inability to make any specific preference decisions makes it sound like he hasn't thought through what he really wants. I'm thinking in the back of my head: go figure out what you want, and then come back when I can be more helpful.

But what I tell him is this: "Sounds good. I'll let you know if I hear of anything?"

And of course, nothing happens and all is forgotten. He probably won't pop into my head again. Suppose 2 days later, someone randomly asks me if I know anyone with his level of experience looking for an opportunity. Because he was not memorable or more specific with me – I draw a blank and he just lost out on an referral opportunity from me to make some real progress in his job search.

And here's the kicker. He was being 100% honest. He's done small and big companies. He's done several different industries. When he says he wants to be passionate about the product and have a great fit with the team, that's all true! He has honed in on what works for him. He thinks that by being flexible, he's expanding his possibilities. However, the opposite is true. He'll have fewer opportunities come his way because people like me can't figure out how to help him. But there's a trick to solving this problem. It's not super hard to pull off, and I've seen it work great for many people. Here's the method:

Step 1: Create a Specific Plan A

This little trick is all about positioning. Whenever you talk to someone about job search stuff/career advisory stuff, give them a very specific interest. For instance, tell me that you're interested in joining a seed-stage team focused on mobile payments. Or a post-Series A startup doing breakthrough surgical scalpel medical products. Or a high-growth startup specializing in online cloud advertising optimization. Whatever! Just make it very specific.

If he had said he was interested in mobile payments at the seed-stage level, I would have immediately thought of several people with whom it would be ideal for him to chat. I would send a warm intro saying that he shares a similar passion and ask them if they would be willing to chat with him. These people, regardless of whether they were hiring, would be happy to make further introductions if he impressed them with his passion and intelligence.

And now, he would be making progress. Talking to great people. Meeting founders of startups. This is HOW he'd find that group of people out there that will make a great fit.

Step 2: Create a Specific Plan B

Now that you're making progress meeting people related to Plan A, start a new stream of networking around Plan B. Let's say you're also interested in medical product companies. When talking to a new person that could be helpful with introductions or advice, tell them that you want to get into a medical products manufacturer such as; do your research and be specific with actual names of companies. Don't make mention of breakthrough surgical scalpels, which maybe too limiting and too specific.

And presto! You've got a new stream of referred people to meet. New startups, new founders, new connectors and opportunities for serendipity to strike.

As long as you're being respectful and not wasting anyone's time, most people won't care that you have other interests. You can even caveat it a bit if you want to let people know that you have other interests outside of your “focused” plan. But don't caveat too much. One, having multiple interests will only dilute your message and two, the goal here is to present an ability to focus on your true specific career goal.

Maybe now is the time to finally hire a career coach to keep you focused, accountable and on task to manage your job search campaign more effectively. The cost of a working with a professional career coach can be invaluable – case and point, if you land your new job one month quicker – you have recovered you entire investment!

Email, Call or Ping me on LinkedIn and let me know how I can help you?

Good Hunting!
Coach Mark

Mark S. James, CPC
Founder and President
Hire Consulting Services
760-230-4301
mjames@HireConsultant.com
www.HireConsultant.com
www.CoachingCatalyst.blogspot.com
www.LinkedIn.com/in/markjamescpc
Twitter: @HireConsultant

How to brand yourself using only 5 questions?

Answer the following questions to help you discover who you are and incorporate the answers into your job search strategy.

1. What makes you tick?
(Why have you been successful in your career?)

2. What can I deliver?
(Think: What are your specific and relatable examples of how you made contributions?)

3. How do I improve my work environment?
(Think: What are your greatest & relatable strengths?)

4. Why am I in demand?
(Think: What’s in it for the employer?)

5. Why should you hire me?
(Think: What will I contribute? Hint: See your answer for question 2)

Any questions? Call 760-230-4301 or email me: mjames@HireConsultant.com

Good Hunting!

The Real Cost of Being Unemployed in 2011?

There is an old saying;

"Never get stuck in a sinking boat frantically bailing water with no time to row ashore!"

Job search networking is more than just connecting with friends, family and business colleagues. Once you have exhausted all your existing network contacts and nothing has happened - then what?

Let's say you have already spent 3 months on your search - with nothing to show for it yet? Constantly going back to square one is like hitting a reset button that you should never have to push. Banking your hopes on 1 or 2 opportunities before you decide to hire a career coach will take even more valuable time that you don't have.

Career-Critical Time Considerations
Trimming just a week or two off your job search can save you a significant amount of money, whether in savings, or in lost income. For those of you who are unemployed, we ask that you keep the following facts in mind. "Time" should not be wasted. If it is, not only will you continue to lose money being unemployed, you run the risk of becoming "underemployed," which will negatively impact your compensation track.

Here is a Loss of Gross Pay Calculations chart below to see how you may be affected:

Annual Salary - Unemployed Weekly Pay Loss

$70,000 - $1,345
$80,000 - $1,540
$90,000 - $1,730
$100,000 - $1,925
$120,000 - $2,310
$140,000 - $2,690
$160,000 - $3,075
$180,000 - $3,460
$200,000 - $3,845
$250,000 - $4,807
$300,000 - $5,796

Keep Bailing vs. Row Ashore or Hire a Career Coach?
Career Transition Coaching services are 100 times more valuable than just getting a resume done and perfecting your elevator pitch. This career coaching process is all about increasing your knowledge and creating a job search strategy and executing your plan to building job search momentum WITHOUT making time wasting mistakes.

So the question remains - How much compensation are you foregoing each week WITHOUT a career coach?

Learn More: How to Select a Career Coach?

The 5 Generation Workforce

We now have five generations in the workplace and every generation has unique traits that they bring to work. In order to get along, be productive and avoid conflict we need to respect and understand all the generations we spend time at work with.

The youngest generation - Generation 9/11 (born prior to 1990) has only seen the world through the prism of the 9/11 tragedy. They have grown up with war and uncertainty and tend to view the world through that lens. They see the world with less optimism then many of the other generations.

Generation Y is known as the Millennials. (born 1977-1990) Value innovation and change. They are the first generation to grow up with advanced technologies and therefore are very comfortable with technology in every aspect of their lives. They also tend to be opinionated but are very creative and expect to be challenged. They have far more confidence than Generation 9/11 as they grew up in very stable times. See blog post: Working With Generation Y


Generation X is the middle generation. (born 1965-1977) Prefer and value a work-life balance. They were raised by Baby Boomers who worked long hours and were the first generation to have wide spread divorce. Therefore, Generation Xers are very independent and dislike rigid schedules. They value being efficient and getting work done quickly. They have more balance between their social and work lives than their predecessors and they ushered in a more creative, open workplace.

Baby Boomers are now one of the older generations at work. (born 1946-1964) They were born during the booming, optimistic times post World War II. The value loyalty, hard work and long hours as the means to success and thus work ethic is extremely important to them. Boomers need to be noticed for their hard work. When dealing with other generations Boomers need to make sure they are very upfront and specific with their instructions.

Traditionals are the oldest generation in the workplace. (born 1930 - 1945) Also known as the Silent Generation, possess hard work values and are very socially and fiscally conservative. Traditionals fear that they will be replaced by younger generations. Many are still in the workforce because they enjoy working, but some are there for financial reasons and have postponed their retirement. Their life experience and wisdom gives them a lot to offer.

Treating each each generation with understanding and respect is the first step in positive relationships between generations. Each generation has a lot to offer and when they work together the diversity of the generations makes for a much more productive workplace.

Find, Assess, Hire and Retain Top Talent: Click Here

20 Networking Mistakes to Avoid at All Costs

Networking. The word seems to strike fear in the hearts of introverts, who need to push themselves and even extroverts who need to control themselves. Some see it as a necessary evil and something to work at everyday, but networking is just the cultivation of productive relationships. We network when we drink a cup of coffee with someone in a local Starbucks. We network when we ask a friend, co-worker or neighbor for information on thier recent vacation to Cancun. Networking is simply an exchange of information between two people who have built a relationship. And building good relationships is always a wise move.

Why then do so many people fear networking? In my opinion, they’re simply afraid of looking like a selfish phony, time-waster, multi-level marketing schmoozer, or a name dropper. No one wants to appear like a name gathering, back slapping, self-serving individual who’s only trying make more money. So what are the specific mistakes people make when trying to learn how to network?

1. Lack of Etiquette
Just like you wouldn’t go to a job interview without having showered or show up at a wedding dressed for cleaning out your gutters, you must pay attention to etiquette when networking. If you approach potential contacts in a flippant or offhand way, you may be putting them off entirely.

2. Waiting for the Perfect Opportunity
Too many people start networking only after they need something or after they’ve lost their jobs. Effective networking means creating contacts and relationships now and keeping your networking contacts nurtured and alive. As Harvey Mackay said in his book: “Dig your well before you’re thirsty!”

3. Failing to Create a Networking Script
The best way to avoid fumbling around and stammering for the right words is to know what you’re going to say ahead of time. Practice it. Create a script before your next professional, social, or community event, and then spend half an hour writing down a few questions or ideas for discussion that might come up.

4. No Ideas and No Plans
If you’re going to a business event or social gathering where you believe you’ll have the opportunity to network, make sure you know the real reason you’re going. Presumably, it’s to network! Are you looking for a new job? Do you want to expand your contacts? Do you want to find a candidate for your next upcoming project? Do you need to uncover some information about a competitor? If so, are you seeking something specific, or will any information do? Are you looking for contacts, coach or mentor to provide guidance? As soon as someone starts talking with you, you have to hold up your end of the conversation. If you don’t know what you’re after, you’ll either embarrass yourself or walk away having accomplished nothing.

5. Being Unprepared
Feeling like you know what you want to accomplish is not the same as knowing it. Treat your networking opportunities the same way you would a speaking engagement before the shareholders of your company. Prepare! Practice your positioning statement and brush up on your speaking skills with individuals as well as your answers to questions that might arise about your personal and professional goals. Socrates said; “The ultimate power is to know thyself.”

6. Talking Too Much About Yourself
It’s not all about you, you, you that and me, me, me this! Make it all about them, them, them! No one really wants to hear you rambling on and on about yourself. Discover what really matters to them by asking compelling questions to get them talking about themselves first. Then when the time is right they will be naturally curious to learn about what really matters to you? Now is the chance to identify your passions and highest and best use to any organization and what make you successful. So remember to put the shoe on the other foot and begin thinking about what are the passions of the people you talk with in your network and draw those out through well thought out questions.

7. Forgetting to Bring Business Cards
Could there be anything more embarrassing than establishing a good relationship with someone, them offering to help them in some way, and then searching around for a napkin to write down your phone number or email address? Or worse, having your new contact offer one of their cards and you pat your shirt pockets or search through your wallet or purse to no avail? Spend a few extra bucks to print professional-looking cards on good-quality business card stock. Go to www.VistaPrint.com or www.Moo.com and order your new cards today!

8. Using a Childish (or Worse) Email Name
Your friends may know you as “SurferDude” “GoneFishing,” “GolfingNut,” or “RumAndCoke47,” but when you’re networking, use a serious email address, one with your real name and remove the guess work of your true identity, especially on your resume.

9. Being a Know-It-All
While you’re networking, you need to listen to what everyone else is saying. People help by offering advice. They are not interested in hearing how much you already know. Refer back to #6 above.

10. Being a Time Hog
At most networking events, people want to mingle and meet more than just one or two others. Don’t monopolize anyone’s time. If you’re networking over the phone or by email, remember that the person you’re speaking with has a life that extends beyond you and your needs and interests.

11. Thinking Every Day is Casual Friday
Always dress to impress. Dress sharply when you plan to go to an event where you’ll have the opportunity to networking. Give firm handshakes, stand up straight, make good eye contact, repeat names back to the owners, and show respect in any way you can. Never say anything negative about any person, event, company, or organization regardless of your personal views. Now is not the time. Remember that a networking event can be like a first interview for your next job, but no one will help you get your foot in the door if you come across as poorly groomed and unprofessionally dressed person. An ounce of good image is worth a pound of impressions.

12. Failing to Identify Your Unique Talents
What have you always been recognized for? What do you do better than most other people? What skills do people seem to notice in you? From your list of talents and qualities, choose the top five, the ones you do best and enjoy doing the most. Weave the items on all your lists into a statement of your specialty. What are you particularly gifted at delivering? Think what’s in it for the company – not you!

13. Being a Timid Wallflower
If you want to be a person of influence, you’re going to have to meet many people and those people will only remember you if you stand out from the crowd. If you “just aren’t very social” or if it “just isn’t in your personality,” then be someone else for the evening. Be assertive, and act like a leader you admire.? You want to communicate self-assurance and confidence. Don’t let your introverted preferences get in the way of building the kind of network or career you truly want. Networking can definitely be learned.

14. Not Asking Follow Up Questions
If you’re networking for a job opportunity and someone says, “I wish I could help you but I don’t know of any openings right now,” take a minute or two to ask some follow-up questions: “What’s the outlook for the future? Do you know anyone else in the industry who might have more connections? Do you have any advice on what my next step should be? Who would you contact if you were in my shoes?” Persistence shows true interest on your part and may help the person you’re networking with come up with ideas he might otherwise overlook. Tip: If you get a referral make sure you follow up with a full report on what happened after you made the call and had a meeting. The referring party will appreciate it very much.

15. Lying
Always tell the truth and don’t fall for the “truth has different meanings to different people” hogwash. No matter how tempting it may be to say, “John Miller gave me your name and told me to call you.” It might even get you a meeting. But eventually this person will learn that John Miller DID NOT tell you to call. And you will have burned two bridges.

16. Treating Your Network as Short-Term Relationships
No one likes to be used. Follow up every conversation with a thank-you note, email or call. Let your contact know whether his suggestions panned out or not. When your job search ends — for whatever reason — inform the person who has helped you. You may think your networking is over, but your paths may cross again. Keep your network alive!

17. Forgetting Where You Came From
Anyone who has ever networked, whether successfully or not, owes an obligation to all those who will network in the future. Return the favor and help someone else. Pay if forward often and you will be known as good person to know!

18. Failing to Ask
Don’t be a nobody that no one sent! Get warm leads, referrals and introductions. NO MORE COLD CALLS! Network your way into your target companies. The reason so many people struggle in so many areas is that they are trying to “go it alone.” Don’t make your job search a big secret! Ask the people with whom you’ve established a networking relationship for the specific help you need and want. Go ahead and ask for help. Ask, “Do you know anyone that works in the marketing department for XYZ Corporation? Would you mind introducing them to me? Can I use your name as referral? Just ask!

19. Failing to Maintain A Networking List
Make a list of everybody you know who has some relevance or importance to your professional or community life. Store the names, along with their phone numbers, addresses and emails in a dedicated digital file (make regular backups) or in a spiral notebook. Make sure you are always adding to these names and you’ll see this mother lode of networking possibilities grow. Once a month, go through the names and pick at least one for a phone call and three for an email. Ask them what’s new with them, or react to different events in your industry, or set up a luncheon date. Use your Smart Phone to stay organized and keep in touch. Keep track of meeting dates and write brief notes of what you talked about. Go through this list of names every week to remind yourself of who’s out there for you.

20. Not Having a Coach or Mentor
Two heads are always better than one and an experienced coach can help you learn the ins and outs, the do’s and don’ts of networking your way to a better life and increased career success. Consider finding and hiring a coach to help you put your networking activities in perspective so that you can network in a way consistent with your view of yourself. A coach can help you see networking in this light and help you polish the skills to make it seem more natural for you. Tip: Always check the coaches client references.

The Bottom Line
The road to disappointment is strewn with lists, dreams and goals never shared with anyone. So get out there. Share who you are and show genuine interest in other people. Seek out support and constructive criticism from someone you trust. Build your “personal brand” and you could become a brand adviser for that person in return. Encourage the positive aspects in other people and they will encourage you in return.

How to Manage your Career

To succeed in today's demanding and ever-changing work environment, you must take charge of managing your own career.

Think of your career as a reproducing orange tree. In agriculture terms, determine how your career is progressing and ask yourself: Am I green and growing, ready for harvest….or ripe and rotting? It is your sole responsibility to manage your career effectively and take the necessary steps to remain competitive and valuable to any organization.

Look upon yourself as a company with a product or service to sell. Understand your market and devise a marketing campaign, remembering that companies hire employees who offer them the best results and the best value for money.

Begin by identifying your skills, qualifications, and accomplishments. Adopt a customer-focused approach. What benefits and results can you offer employers? Are your skills marketable and up-to-date?

Employers are in the market for team-players and problem-solvers. They want to see evidence in your resume of specific, quantifiable accomplishments.

Determine what additional skills you need to develop to make yourself more marketable. Take advantage of all opportunities for continuous learning and professional development.

Successful businesses win customers by developing a unique selling proposition. To give yourself a competitive advantage, analyze what other employees in your field are offering. It is not enough to emulate them; you must strive to differentiate yourself by offering something extra, something unique.

Try to assess yourself as objectively as possible in order to identify your marketable features. Analyze your performance appraisals and, if possible, enlist the help of a trusted friend or colleague to help you evaluate yourself.

Define and prioritize your short-term and long-term career goals.

Study recruitment websites and the appointments pages of newspapers to familiarize yourself with the current requirements of employers.

Your resume should be fine-tuned regularly and kept up-to-date to enable you to make a swift and targeted response to any suitable job opportunity that arises.

Learn all you can about job search strategies, professional networking, job-specific resumes, and professional interview techniques and negotiating the optimum salary package.

By adopting a planned and proactive approach, you will maximize your chances of landing the job that best fits your skills and personality, and increase the likelihood of achieving your long-term career goals.

To learn more about career management coaching contact:

Mark James
President
Hire Consulting Services
San Diego, CA
760-230-4301
mjames@HireConsultant.com
www.HireConsultant.com

Does your resume properly demonstrate your highest and best use?

Top 5 Tips to Improve Your Resume

Does your resume stand out? Will employers quickly see you are the one to do the job? Your resume has less than 15 seconds to capture an employer's attention according to our national survey of 600 hiring managers. You must also incorporate effective keywords or the electronic search tools will never put you on the hiring manager's screen.



1. Highlight Results
This was #1 with all surveyed employers. Accomplishments get attention, not just job descriptions. State the action you performed and then note the achieved results. Include details about what you increased or decreased. Use numbers to reflect, how much, how many, and percentage of gain or reduction. Stress money earned or time savings. For example: Managed the project implementing a new tracking system that resulted in a 17% decrease in cost overruns, saving $200,000.

2. Be a Category Killer
Vague, general resumes don't cut it. Target each resume to the job sought. Incorporate only the information pertinent to doing that specific job title in the resume. This will alleviate the tendency to crowd your resume with too much non-related information, or too much detail on jobs more than ten years in your past. Start each sentence with a descriptive action verb such as directed, organized, established, created, planned, etc. as they add powerful impact to your sentences.

3. Never Lie
A survey of executives stated that over 50% tried to exaggerate their skills, which was almost always uncovered during interviews and reference checks. Lying resulted in candidates not getting the job, or worse, being fired once the fraud was revealed. Employers are on the lookout for this misrepresentation so be as positive as possible without exaggerating or misstating the truth.

4. Avoid Big Mistakes
The TOP mistake annoying every manager and HR person in our survey was spelling mistakes and typos. Many said: "I stop reading when I find spelling mistakes." Typos scream: "Don't hire me." Proofread -- you cannot trust computer spell checkers. Cramming too much into a resume and using microscopic fonts can result in your resume never being read. Make your resume visually appealing on paper with fonts sizes in 11 or 12 points. Use concise sentences and adequate white space between points. Many online resume-posting programs incorrectly read boxes and graphic designs causing unintentional page breaks, so be sure to avoid using these. Also, many home computers use a mini-word processing program called WORKS, which is not compatible and can't be read by many employers' business computers that use MS WORD. Be certain you only use WORD in any communications you send on to employers.

5. THE FINAL TEST -- Is your Resume getting Results?
The well developed resume is designed to get your foot in the door. Are employers or recruiters calling you for appropriate jobs that you are qualified for (not over or under) to perform? If not, rework your resume, or get professional help to improve it, since a great resume is the prelude to landing a terrific job.

For a Professional 20 Point Evaluation of your resume: Click Here

Characteristics of the Ideal Candidate for the Job

A group of 50 HR VP’s and Directors were discussing the characteristics they look for in the "ideal" candidate for their firms.

The group discussion took on the following questions:
• What are the characteristics YOU look for in candidates?
• What are some "red flags" to look out for?
• If you had an ideal "wish list" for candidates, what would it entail?

The group came back with some very insightful answers. Here are the results:

IDEAL CHARACTERISTICS:

• Cultural fit to the company
• Strong (and proven) communication skills – Asks good questions, listens and responds well
• Can show initiative and enthusiasm and confidence
• Strong Team Player
• Exhibits humility and not arrogance or cockiness
• Strong set of technical and management skills for the position they are looking to fill
• Willingness to accept responsibility and be accountable. Don't look to place blame on others.
• Shows the ability to be adaptable and flexible and resourceful.
• Has a pattern of continued learning throughout their career
• AND most importantly, “Passion” for the direction of where they are going or want to go!

RED FLAGS:

• Watch non-verbal cues during interviews and interactions. They often reveal the "true” message and/or feelings of candidates.
• Someone who is not prepared for the interview, the position or knowledge of the company.
• Someone who is arrogant and/or is not a "hands-on" person
• Makes negative and/or derogatory comments about former employers
• Inconsistent on answers to questions or information on resume
• Shows no passion for what they do or in the opportunity they are seeking

IDEAL WISH LIST:

• Someone who exhibits “active listening” to everyone they encounter during the
recruiting process.
• Has a customer focus both internally and externally
• Has a skill set of "people skills" of empathy, passion, and development
• Looks to move the organization forward regardless of the "level" of their role.
• Has a solid career vision for themselves.
• Leads a balanced life with their work
• And the #1 Ideal Wish List item ….Has a proven track record of integrity, honesty and ethics.

Are You Listening ....Did You HEAR Me?

Listening is so important. Why do we do it so poorly?

Here are the main the reasons:

• We have a lot on our minds that can not be switched on short notice.
• We tend to talk & interrupt too much.
• We are too anxious to offer a rebuttal.
• We dismiss much of what we hear as irrelevant or uninteresting.
• We avoid listening to difficult stuff.
• We allow ourselves to get distracted.
• We jump to conclusions.
• We try so hard to remember everything that we forget the main points.
• We dismiss some statements because of who they come from.

Bottom Line: Poor listeners permit themselves to drop out of conversation hoping to catch up later...... Unfortunately they don't!

Employee driven hiring market is on the horizon!

Approximately 77 Million baby-boomers account for 60% of today's workforce and they will begin retiring in droves in 2012. It's expected that there will not be enough younger workers to replace them, leading to critical worker shortages in nearly every occupation, from airline pilots to engineers. By comparison, the labor market of 1999, when unemployment dipped to 4.1%, will look like a picnic. As a result, baby-boomers will have unprecedented job opportunities for as long as they want to continue working. They will be able to write their own ticket for flexible part-time schedules, move into less stressful jobs and/or turn their dream jobs into a second career. Companies will need to increase annual budgets for executive search firms and hiring independent consultants to fill the widening employment gaps of the manpower shortages through the next decade.

Top 4 Myths that Lead to Company Hiring Mistakes

Myth #1: Recruitment can be delegated

Q. Why would someone want to work for your company?
• Initial screening interviews can be done by HR and Executive Recruiters.
• Nothing is more important in your organization than hiring top talent!
• Great Leaders and Managers must be able to Hire Great People!
• 10,000 people in this country celebrate 65th birthday everyday!
• As baby boomers retire there will be a large vacuum create manpower shortages of 5-6 million unfilled jobs - 3 times worse that pre Y2K!
• The hiring landscape is about to become very competitive!
• Recruiting is marketing - NOT selling!

Myth #2: Internet job advertising works

Q. How have you typically found and hired your best employees?
• The #1 way is to encourage internal employee referrals.
• #2 way to hire the best people is to recruit employees using social media tools like LinkedIn…..Not job posting sites!
• Recruiters are a viable option for key hard-to-find specialists and key level management.
• Bottom line: All managers, owners, leaders, VP’s, Presidents, & CEO’s need to constantly be on the prowl to hire top talent!

Myth #3: Companies always select top talent

“Hire Smart or Manage Tough”
• Tomorrow’s success depends upon choosing the best future leaders today!
• Hiring mistakes happen all the time….Why does this happen?
• Good qualified candidates lack interview skills and unqualified candidates with refined interview skills often get the job because they present well and appear to fit the team!
• Most managers make the mistake of hiring based on personality and fail to evaluate performance.

Myth #4: Assessments are critical to hiring process

“Past Performance is the Best Predictor of Future Performance”
• Good hiring practices should rely on testing and previous job references
• Assessments can evaluate benchmark aptitude and personality match – but will not paint a complete candidate picture.
• Good interviewing skills and background research will reveal more about the “whole person” and increase hiring accuracy better than the 50/50 flip of a coin.
• Develop S.M.A.R.T objectives for the position and organizational role and gear your questions around discovering past comparable accomplishments with candidates.
• Ask all candidates the same behavior performance-oriented questions.
• Talk about real work – Discuss problems and related business issues.
• Listen 4 more times than you talk – the interview is not a causal conversation – it is a fact finding mission – treat every candidate as a valued customer to elicit more comfortable responses. Reprogram yourself to remain objective and wait 30 minutes before making any decision on the candidate and then re-assess your first impressions.

For more information on How to Find, Assess and Hire Top Talent: Click Here

2011 Executive Job Market Intelligence Report

Companies report that 92 percent of their jobs with salaries at or above $200,000 per year are not posted publicly. This is one of the reasons companies have long valued the role of external management recruiters who can offer their own networks and the discretion required to cultivate them for superior talent.

Corporate talent acquisition leaders are increasingly leveraging social and business networks to connect with top management talent, and are adopting some of the basic talent hunting skills of effective third-party recruiting, because technology has leveled the candidate playing field. Although third-party recruiters no longer own the exclusive access to candidates, their ability to assess the right fit and convince the best candidates to make a career change is their competitive advantage.

Source: http://www.ExecuNet.com

Special Reports: Dramatically More Effective Than Resumes

Jack Chapman, author of Negotiating Your Salary: How To Make $1000 a Minute, developed the concept of the Special Reports. I first became aware of the concept when I attended a workshop Jack gave at the International Career Development Conference in November 2001. Jack said it typically results in 10 times the response rate of the typical resume and cover letter. This is consistent with the experiences of my clients and students.

A Special Report is a kind of “White Paper” based on problems that are generic to an industry. In other words 80% or more of the organizations in the industry will have these same problems. Whatever your industry or profession, you probably have some insight about how to make things run smoother, better, easier, more profitably, etc. A Special Report shares that insight and experience with potential employers and brands you as an expert–not just another job seeker.

A well-crafted Special Report has much more impact on potential employers than the typical resume because it contains colorful graphics such as bar graphs and focuses on these four areas:

It emphasizes your potential contributions. Positions you as an expert. Is an interesting and colorful format and is more likely to be read than a resume. It has substantive value giving it much more self life than a resume.

For more information on Special Reports, contact Mark James at Hire Consulting Services.

Why Hire a Career Coach?

The best way to learn something is to try it. You can read all the books you like about job search, but they're all theoretical until you try it. There's a reason schools have labs and field trips. Hire a career coach to help implement a proper search strategy and keep you focused and accountable to what you are learning!

For more information on career coaching: Click Here