A contact of mine is an HR Manager for a local company. She contacted me yesterday to see if I knew of individuals with a specific skill set for a job she has coming available soon. I do know of someone, so I forwarded the LinkedIn profile of that professional. Today my contact asked me to have that individual send a resume to her. Excellent news! She mentioned she already has two interviews slated for next week for the position, but would like a couple more to round out the candidate options.

Why does this matter? She hasn’t posted the position yet. Her schedule has been crazy and it’s looking like she won’t get the job listing out on her company’s website until next Monday at the earliest. By the time many candidates see the job posting, 2-3 people will have interviewed for it already. None of those people are coming to her cold. All have been referred to her as a result of phone calls she made this week to get the word out. Who do you think has a better chance of landing this job, one of the candidates referred to her with early interviews or someone who finds the job a week or so after it’s posted and sends a resume cold? I know who I’d put my money on.

Another point to make is that this job will not be on a job board. The expense of Monster and CareerBuilder doesn’t make sense for this company since my contact is so well networked and can get a decent pipeline of candidates through a few well placed phone calls. The job will go up on the company website and those who have made a habit to follow this company, if it is of interest to them, will see the opportunity. Will they see it immediately? Hard to say. It depends on how diligent they are when it comes to staying on top of developments in companies that appeal to them.

Now, this contact makes a point to put all postings on the company website before selecting a final candidate. Does she have to? Nope. If you were a busy hiring manager and you could source 3 qualified candidates for immediate interviews without having to deal with the masses who chase job postings made public, what would you do? I’d be tempted to call it a day and skip the whole…”did you get my resume?…have you made a decision yet?…am I in contention?…why didn’t I get an interview?…why didn’t I get the job?…” nightmare.

The overall point is that many companies are doing all they can to avoid having to deal with the masses when filling positions. Job seekers don’t like competing against the  masses and employers don’t like having to sift through them. Ah, common ground. If hiring managers can find qualified talent through networking, they will. The question to ask yourself is, if an employer is finding people without investing in job boards, how “findable” are you? For too many the answer is “not very.” You have to find a way to change that answer if you want better results with your search.

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A friend of mine has a habit of starting phone conversations with, “what’s shaking?” Because I’m starting to feel a bit out of shape, that question, which is really only meant to be a casual hello, takes on new meaning. My answer is frequently, “more than I’d like to be.”

Something happened last year. I turned 39. No big deal. That’s still pretty young. Aging hasn’t got me down, but my body isn’t behaving the way it once did. For most of my life I never had to do a thing to stay thin. I could eat pretty much whatever I wanted and I still fit my size 6 jeans just right. Even after having my kids at the tender age of 33 and 35, I was able to say goodbye to the baby weight without needing to break a sweat. Going for walks was more entertainment than necessity.

Those days are gone. Now it only takes a glance at a cake display to add layers to the bunny hill developing where my flat tummy used to be. Because I recognize I’m not going to be able to get by on what worked for me in the past, I’ve taken to the treadmill and cut back on mocha latte sips in an effort to shed these unwanted pounds. It’s working. Progress is slow, yet sure.

Can I tell you something? This process of getting in shape reminds me of some of the mental obstacles many of the job seekers I work with face. They are struggling to get into the groove of their job search because they’ve never had to look for a job like this before. Jobs always came to them. They are hating the beginnings of networking and retraining because it’s taking them out of their comfort zone. It’s not easy to get started and the results aren’t immediate. They are missing the days when they didn’t have to be so careful with decisions, when so much wasn’t on the line with every choice. All of those types of emotions and thoughts jumble my brain when I’m preparing to step back on that treadmill each day. On top of that, I get mad at myself because I know I wouldn’t have to work so hard now if I’d gotten an earlier start. It doesn’t matter that I jumped in sooner than others, I can’t ignore the fact the denial of my changing body that was so handy for me ended up costing me additional pounds and strain.

The good news is I’m getting my mojo back when it comes to fitness. Because I’ve made a commitment to work at it each day, it’s getting easier. Every day I can go greater distances, at a faster pace and at more significant inclines. I no longer hate the entire work out, just the first few minutes. I’ve learned how to better prepare myself so the experience is positive and fruitful. There is also a sense of satisfaction that I’ve pushed through something that was important for me, even though I would have much preferred curling up with a good book and a mocha. I appreciate the fact my jeans are fitting better and I know I’ve played an active role in making it so.

I’m not going to lie, if I had a choice I’d definitely pick having things the way they were. That said, I can’t change the fact things are different. There is no going back to the way things were. I can either accept that and move forward with a good strategy or live in denial and let things go the direction they may. Denial doesn’t do any of us any favors for long. In the end, we must let go of any temptation to avoid change because we never had to do something a certain way before. It serves no purpose.

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Folks, you’ve got to have fun with your job search. As with anything, the more fun you are having the more creative and attractive you tend to be. When I say attractive, I don’t mean in a “you’re so hot” kind of way. I’m talking about magnetism. People are more likely to be drawn to those who are positive, inspirational and entertaining. A job seeker who people want to get away from is doomed!

Many of the job seekers I cross paths with are absolutely hating the search process and it shows. Trust me, I understand there is a lot on the line for many unemployed professionals these days and it wears on the psyche to face rejection and overwhelming odds at every turn. The fact remains you are less likely to succeed in your search if your shoulders are slumped, your thoughts are negative and your actions lack enthusiasm and ingenuity.

So how do you have more fun? There’s no need to be a clown. For many, the simple solution is a combination of ceasing activity that is futile, sourcing better information channels to build effective strategy around and surrounding themselves with movers and shakers who fire them up. No one can get pumped up when doing things they know won’t work and when drowning in negative news from sources with tunnel vision.

Another point that can dramatically improve one’s mood during a search is to remember there are no universal truths, as least as far as I can see, when it comes to looking for opportunity. Those who find themselves existing in absolutes (all companies are going cheap, no one is hiring older people, no one calls you back, everyone is basing their decisions on profile tests, only entry level positions are available) probably have a strategy problem. I blogged the other day about there being 14,000+ businesses in Greater Lansing and 750,000+ businesses in Michigan. No one can reasonably argue all of those companies have the same practices and preferences. The job seekers I encounter who struggle the most with absolutes are those whose efforts revolve largely around internet job boards and who are grossly out of the loop and business developments and hiring trends.

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For those of you interested in a bit of trivia, there are approximately 14,374 businesses in the Greater Lansing area. The number for Michigan as a whole is around 759,387.  Granted, many of these businesses are small operations with 1-5 employees. I’m not suggesting all of the companies are large employers by any stretch. That said, do you see why I have a problem with job seekers proclaiming “no one is hiring” when most are aware of and chasing under 100, many under 50?

Part of the reason job seekers are frequently in competition against masses of other candidates is because all seem to be focused on the same 50 or so companies. We’ve got 625,000 unemployed people in our state pounding a sliver of existing businesses to death, while largely unaware of thousands of companies who just might have a hiring need or two.

Why is this? Too many job seekers are still relying heavily on internet job postings. Statistics suggest time and again a majority of companies prefer to hire through networking channels. Hiring via internet tools is often expensive, attracts the masses, forces them to define a need they may be struggling to nail down and makes the general public aware of corporate strategy & weaknesses. Information on open positions can give away a lot of competitive information, when you think about it.

So why do job seekers continue to focus mainly on internet leads and assault fewer than 1% of existing companies? I don’t think it’s laziness. To me, it’s a nasty case of tunnel vision. While staring at the obvious target the eyes fail to register all that is going on around them. Every product and service that we use in our daily life has a business behind it of some sort. All companies have something that needs improvement and it’s often easy to tell what’s broken when paying attention. Take the time to notice the businesses that surround you and continually ask yourself how you could make what they do better. If you bring enough value to the table, you may even find a job where there wasn’t one before.

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Many job seekers believe salary negotiation is a game. There is a thought ‘he who speaks first loses.’ In truth, the loser is always the job seeker who doesn’t understand and clearly communicate his value. Discussing compensation should be about getting both parties on the same page in terms of what dollar amount is fair to pay an employee considering what he brings to the company.  This is more the job seeker’s responsibility than the employer’s, yet job seekers often fail to take ownership in this area.

To establish value, both parties must have a clear idea how the relationship will benefit the employer. How likely is it the employee will add/recapture/retain customers, solve a problem, improve efficiency, broaden diversity (thought/skill/social), cut expenses and better position the company for future success and growth? All of the above translate into dollars.  Job seekers have to be aware of what they bring to the table in order to negotiate effectively. Leaving it to the employer to see the value on his own is risky business.

Let’s go back to the ‘he who speaks first’ myth. Many job seekers I know want the employer to be the one to throw out a number first. They are afraid to say a number below what the company might have been willing to offer. Interestingly, these days the number companies throw first tend to be disappointing. More employers are actually pressing the job seeker to take the lead. Gee, do you suppose they too believe speaking first puts them at a disadvantage? Maybe they don’t want to throw out a number that’s bigger than what they would have needed to retain you.

My Grandpa would tell people straight, “don’t be greedy…know what you feel is fair and go with it.” It’s true you may find yourself walking away with less than you could have, but you at least have a number you can feel good about and that you know is reasonable. It’s like those who are afraid to cash out on a stock because it’s growing and they don’t want to sell and find the stock climbs even more tomorrow, never mind the return they are getting on the investment has already met or exceeded their expectations. So the decision is made to hold out to see if it can be better and then the stock tanks. Draw a line in the sand in terms of what return you’d be happy with and stick to it. You’ve won at that point.

Just to clarify, I do think it’s important for a job seeker to have a complete idea of the situation before committing to a number. I’m not suggesting anyone commit to a number based on a two line job posting by a company who is largely unknown. Asking a company to give you time to fully assess the opportunity and what you can bring to the equation before suggesting an appropriate compensation package makes sense. The point is, once you know the scope of the job and how your skills, talents and connections can positively affect the bottom line of the company, don’t be coy about putting a price tag on your forehead. Show your buyer you know what you are selling is worth.

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Have you ever seen a sticker on the window of a new car? It shows a complete list of features. Those listed establish value and give an exact account of what a buyer is getting for his money. They are tangible and factual. When combined, they make the case for the price of the vehicle, which is clearly displayed. The buyer may negotiate from that sticker, but the negotiation tends to revolve around a couple hundred dollars here and there. If the car has a feature the buyer doesn’t need, conventional wisdom dictates he attempt to get out of paying for that feature. Overall, the buyer has a reasonable idea of how much the car is worth by the features and performance data supplied and can better establish what a fair price would be to pay. It’s unlikely a buyer would suggest with any degree of seriousness paying $5,000 for a car the sticker supplies ample evidence is worth at least $10,000.

I think job seekers could learn a lot from car stickers. Too often their value positions are rooted heavily in intangibles and carry little weight in terms of dollars. To begin a case for value with comments about how great a listener or team player you are is about as effective as the car sticker noting the car is shiny and smells nice on the inside. They buyer probably likes that the car is shiny and smells good, but it’s kind of expected of the car and doesn’t add true dollar value. Don’t you think most employers expect you to be a good listener with decent team skills? How much dollar value do you think that adds?

“Well, we were going to offer you $35,000, but since you are a good listener, we’ll make it $45,000.”

Never mind many of the intangibles are things potential employers can pick up on by their own observations. It’s a waste of time to point out the car is shiny when I can judge that for myself. You need not tell me you are a good listener. I’ll form my own opinion by how well you listen to me.

Those who are really interested in establishing clear value to a prospective employer need to give careful consideration to the features they have to offer and how those features benefit companies and situations. Support those features with historical data. Keep in mind, the buyer is only going to feel compelled to pay for the features he truly needs. Selling your Russian abilities to a small company in Michigan with no dealings out of the US does nothing for value.

In terms of the sticker price, know your value and don’t be afraid to list it when an employer asks. I’m not a fan of leading with your price in a cover letter, but I also don’t think job seekers should run away from nailing down what they believe they are worth when called to do so. Take stock of what options you offer, figure out what they are worth in today’s economy, make it clear you have them to buyers who find them relevant and make the sale!

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A comment on a discussion topic involving extending unemployment benefits to the chronically unemployed stopped me cold. I’ll get to that in a minute. First I feel the need to clarify a few things.

I appreciate extending unemployment benefits is a complex issue with no simple answers. It may surprise some people to know I’m torn on what should happen with the extension. It’s not an effective long term solution; it was never intended to be a social program. Only 1/3 of unemployed people even qualify for the benefit. The rest are small business owners, independent contractors and such who didn’t work in a setting with unemployment insurance. They are the forgotten majority in all of this.

That said, there is a growing distaste in our country for those who need unemployment and have been without work for an extended period of time. Even though most intuitively know our country is still in a recession with a serious imbalance between people ready and able to work and the number of jobs available, there is still a readiness to believe all who can’t find a job are somehow flawed or lazy. I hear comments every day to that fact. The latest comment was on a public post by a friend asking others what they thought about the possibility of UIA extending. Ready for the comment?

“Get a job you lazy, leech-sucking scumbags!”

I honestly felt ill in my stomach when the words touched my eyeballs. Trust me, I know that is the knee jerk reaction of some whose view of the unemployed is based solely on the stories of abuse, and there IS abuse, but this person I actually expected would have the smarts and compassion to have taken a closer look before taking that stance on a public forum amongst people who were directly or indirectly touched by this crisis. Like the author of the comment, I live in Michigan, the hardest hit state in terms of job loss. There are 625,000 unemployed people here and no where near that number of available jobs. Being a scumbag has nothing to do with unemployment for most and to suggest the solution is as simple as “go get a job” is asinine.

Please know, I don’t expect people to be ‘okay’ with the abuse and turn a blind eye. It angers me, too. We can’t afford to keep paying people to sit at home when they could be making an effort to be productive. What all should realize is the motivated job seekers who are giving it all they have and still can’t find anything are just as disgusted with those sitting on the couch eating Ruffles as everyone else. And not just because they are a drain on the system, but because they are giving everyone else a bad name.

What’s too bad is how readily we focus on those we know aren’t pulling their weight. Our focus is so narrow we are comfortable making ugly generalizations publicly about the group as a whole. We know, at least I hope we know, there are good, hard-working people stuck in the middle of this nightmare. I know this because I’ve made the commitment to make myself as aware as possible of who the unemployed really are. I wish everyone would. They are chasing jobs well below what they did before in scope and salary with little success. They want to work. Unemployment isn’t cutting it. They are unable to sleep at night wondering when the next ax will drop.

To those of you out looking, keep going. Most of you already know Washington D.C. isn’t going to solve this mess. Plug your ears to the painful remarks. They really don’t apply to you and dwelling on them won’t solve anything. Focus on individuals and activities who add momentum to your efforts. You are in my heart and in my head every day.

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Wouldn’t it be interesting if resumes were prepared by current and former supervisors instead of by the job seeker? What would they say about you? How different would the content be? What functions and strengths would be highlighted? What results would be showcased?

I was talking about the above concept with a job seeker recently. Guess what she said. “That would be awful! My bosses rarely knew and appreciated the full scope of what I did for that company!”

Houston, we have a problem. My first thought was, “Gee, I wonder if that’s why you’re no longer employed.”

So much attention is given to making a case for what skills, talents and value we have to offer potential employers. We go to great lengths, research all sorts of strategy, to capture their attention and trust, but forget to do so after the offer letter is received. Once hired, the message to employers of what value we are contributing, what we’ve accomplished and how broad our abilities and functions have become vanishes.

Some believe employers “should know” what they are doing and how much they are contributing. Maybe they should, but if you have any reason to suspect they don’t, you are the one accountable to correcting that problem. If you are reading this thinking my boss wouldn’t have a clue what to put on my resume then you are knowingly in a situation where your boss has no real idea what he/she is getting in return for your paycheck. I don’t know about you, but I wouldn’t be comfortable with that knowledge. This is an economy where employees who aren’t believed to be improving the balance sheet of the company don’t have a lot of staying power.

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What are you trying to prove? Seriously, think about it. Are you trying to prove you’re smart? Experienced? Flexible? Well connected? Ethical? Motivated? Many times when job seekers present me with information about themselves and what they fit it feels superficial. There’s no depth to the details and assurances. I get a lot of pretty words and heart warming pledges, but what’s often missing is evidence to support the case they are making to employers on why they should be hired, evidence that would prove beyond a reasonable doubt they can deliver on their promises and good intentions.

In this day of empty words and half truths, compelling and tangible evidence sells. Evidence reassures. Every claim you are making to a company in terms of what you can deliver and how you function in the work environment should have some form of credible proof at the ready to back it up. Only evidence pertinent to what you are attempting to prove should be presented, however, or you muddy the waters. So again, what are you trying to prove to an employer? Trust me when I tell you the answer isn’t “nothing.” The goal should always be to provide evidence you are a fit for the demands of the job and the culture of the company, all of which require research to find out.

Once you’ve done your homework and know what you need to prove, it’s time to figure out what you have the evidence to prove. Anything valuable you come up with should be part of your sell. It should be front and center because evidence you have to ask for feels less credible than evidence readily shared. For the areas you find you can’t actually prove, it’s time to ask yourself if it’s a true capability or fit. If it is, make a strong verbal appeal and cross your fingers evidence won’t be needed. Then, make a point down the road to beef up evidence in that area for future opportunities. If it turns out you can’t prove a capability or fit because it doesn’t truly exist, walk away. Your wasting your time and the employer’s, in addition to setting yourself up for anger and disappointment when  an employer more comfortable hiring based on evidence rejects you.

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It drives me bonkers when job seekers grade their networking contacts. They evaluate how good of a contact someone is by who they know and what they’ve managed to do for them. Though that sounds reasonable, it’s a terrible disservice to the networking process.

First of all, to be able to grade someone based on who they know you have to know who they know. Try saying that sentence fast 3 times. So often this grade is based on assumptions. You know what they say about assuming… It’s impossible to truly know who an individual is connected to personally and professionally. There are some who wear their supposed connections on their sleeves, but there are many more who don’t.  And even those who flaunt their contacts fail to mention everyone. You see, they have their own grading system when it comes to who they decide to name drop. Humans are humans, I suppose.

I’ve joked before I treat everyone I meet like a scratch off lottery ticket. You never know what prizes they have hidden under the surface without making an effort to scrape off the layers. In truth, networking contacts are better than lottery tickets because, when developed appropriately, all can be winners. Unless the person lives the life of a recluse, chances are high they know someone, directly or indirectly, who could benefit your search.

That last point leads me to the second reason it is poor form to grade networking contacts. If you operate under the belief all you meet are valuable, know other people and have the potential to connect you to others, whose fault is it if they fail to come through for you? If a networking contact doesn’t think to help you or decides they aren’t interested, giving them the bad grade is misplacing ownership in the process. You are the one ultimately responsible for how clearly you define your objectives to networking contacts and explain how they can help you. You are the one ultimately responsible for inspiring enough trust and motivation for them to act on your behalf.

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