Monday, December 19, 2011

Creative job searching; some examples of how a little creativity can make you the solution to a hiring manager’s problem.

Job searching is difficult for most people, even in good times. Every now and then someone slams the door shut on unemployment and finds a job quickly, without spending gobs of money. While luck plays a part, most of their success is attributable to their own job search creativity.

The most recent example I know of is a sales executive who was laid off in mid November and got two job offers before the Christmas holiday. We worked together on her resume and cover letter; neither of those documents landed her the job. She got the job because of her own creativity. In addition to working other search tactics, she developed creative one, attending a conference of C-level executives in her industry.

She looked at the attendee and speaker list for the conference and quickly decided she needed to be there. She signed up, got plane reservations and a hotel, and sent emails to 125 attendees, requesting a few moments of their time to chat over a cup of coffee. She got some  good responses and made connections at the conference. She never sent out a resume or cover letter; we had not yet completed that exercise. She found out their needs and sold herself as the solution. The result was she got two job offers by the end of the week by thinking “out-of-the-box”.

In a second example, a sales professional researched some companies very thoroughly and found out who their key customers were. He then looked at other competitors in the industry and discovered who their customers were. By comparing who was selling to whom, he hypothesized that the target company he was interested in would love to land one of their competitors customers. He applied to the target company and didn’t get an immediate response. He then learned all he could about the products of the company, and went to work trying to sell the products to the competitors customers. 

One of the competitor’s customers he called on happened to be an account the target company had been trying to land unsuccessfully. He sold the customer who then called his counterpart, the hiring manager in the target company, and proceeded to tell  him how impressed he was with the salesperson, who he incorrectly assumed worked for the target company. The hiring manager was so impressed he immediately offered a job to the candidate. By selling the product the candidate demonstrated his ingenuity, aggressiveness, and capability as a solution provider. 

While finding a unique, creative way to search is not going to happen for everyone, none the less it’s worth spending time to see if one of these or other approaches might work. One key to successful job searching is discovering the hiring manager’s problem by preparing yourself with solid research and then finding a way to demonstrate you are the solution. Hiring managers hire solutions!

Find out more about Job Searching by visiting or by emailing me at

Sunday, December 4, 2011

What You Shouldn't Post on Your Facebook Page If You Want a Job (or want to keep your job).

This is worth reading, my friends. Like it or not, fair or unfair, morally or ethically right or wrong, it really doesn't matter what YOU think, it's an employer's prerogative! And it applies to your current employer (assuming you want to keep your job) not just to job seekers. Follow the link.

Thursday, December 1, 2011

The unemployed stigma.

The driving force behind the employed vs. unemployed stigma is the hiring company. 

The hiring process is really more appropriately described as the disqualification process. 

Like it or not, companies often view the unemployed as having some kind of baggage. Their internal recruiters may even be instructed to pass over unemployed candidates. External recruiters they work with are driven by commissions from hiring companies and understand that an unemployed candidate is less marketable; therefore they are likely to be motivated to seek out employed, passive candidates. 

Those looking for employment need to understand these basics. And rather than dwell on the unfairness of the facts, immediately become at least a volunteer so that there is no break in their work history. 

And it's not necessary to state "volunteer" on the resume so as to avoid being disqualified at the first glance. 

For further discussion, comment below or send me an email.

Tuesday, November 29, 2011

How to write a resume that comprehends the perspective of the hiring manager

Many people don't get a response to a job application or get a rejection notice, yet feel they are an excellent candidate. There are a number of causes for that to happen. One of these is a lack of understanding of what the hiring managers’ perspective is on a candidate search.

Most people have a self-centered view of their job search, and that’s not surprising, nor is it wrong, at least in the resume writing stage of the process.

Preparing a resume is all about the candidate, as it should be. But once the search process turns to responding to specific openings, the astute job hunter will try to view an opening from the perspective of the hiring manager and modify their resume to be responsive to the hiring managers needs. Further, they will learn how hiring managers think and what motivates them.

Consider the fact that the job searcher needs the hiring manager as much as the hiring manager needs the right candidate. And the hiring manager has the upper hand most of the way through the process.
So in general, what makes up this person called a hiring manager? Understand the following:

Hiring managers are tasked with specific goals to achieve.
They are very busy managing people and/or tasks.
They have a specific position to fill with specific requirements. Some of those requirements are “must have”, others are “nice to have”.
They need to find candidates that meet the “must haves” as efficiently as possible. 
Usually the hiring process is a necessary annoyance to them because it diverts their focus from other pressing matters.
Hiring managers are results-oriented and want to know what you’ve done that would help them achieve their goals. And they want to find that out quickly, without reading a book about you.
They've got a lot of resumes to pour through. So their perspective on the process is to quickly disqualify people so they can focus on those that are possible fits.
‘Possible’ is the operative word. They are in the disqualification mode almost to the very end of the process when they have made the decision about which candidate they want to hire. The back-up candidates are still in the disqualification process.

So what must a job seeker do to be the one that gets the offer?
1 – Understand the above.
2 – Understand what the needs of the hiring manager are for each specific position.
3 – Modify their resume to focus on the hiring managers needs. I call this “tuning” the resume.
4 – Keep the resume crisp and succinct so it can be quickly read and understood.
5 – Differentiate themselves from their competition.

These are not trivial things to do to win the interview AND the job. This is why there are competent job search consultants and resume writers to help.

Find out more by visiting or by emailing me at

Monday, November 7, 2011

You may need job search assistance when you can least afford it.

In the best of times the competition for jobs is intense. In the present economy with unemployment officially close to 10% (not counting those who have given up), the competition is colossal! Unless you can afford to quit searching, how can you not afford to seek professional help?

Certainly your resume is the starting point for your search, but just the starting point. One also needs a plan, a strategy to follow, and tactics that support the plan. Does that sound military? It ought to. You are at war with your competition! If you don’t develop strategy and tactics to compete in that war, rest assured your competition will. The name of the game is competitive edge. That is developed through differentiation!

An essential component of differentiation is to understand your audience, the hiring manager. While your resume is an advertisement about you, it needs to address the hiring managers’ needs, hot buttons, pain and desires. The hiring manager has a totally different perspective on the hiring process than you do. You need to understand what that perspective is.

Hooch Resumes is a service founded on experience: hiring management experience, recruiting experience and job consulting experience.

Find out more by visiting http://www, or by emailing me at

Thursday, October 13, 2011

I’m employed so why should I bother updating my resume?

Well you’re also alive, do you have life insurance?

Sure, but that’s different.

Is it?

You need to have some assurance that your resume will be ready when you want to do a job search. That’s like having insurance.

Obviously, if you’re considering changing jobs, don’t do it before you have a new job. And make sure your resume is prepared in contemporary form or you may not be able to compete with other job seekers. You can be sure some will have contemporary resumes and cover letters! More about that later.

Now if you lose your job (it’s likely you thought that would never happen), your resume must be ready, because the longer you’re un-employed the more difficult it will be to find the right next job! Is your resume in contemporary form?

What does that mean?

Don’t even think your resume just needs to be “dusted off”. If it has not been updated by a professional,  do you think it will compete with others who’s resumes have been? Most likely you need a professional search consultant and/or resume writer? Why? Because some of your competition have had their resume re-written such that it differentiates them from you, to their advantage!

What do you mean ‘contemporary resume standards’?

Well for one thing, Chronological and Functional resume forms are no longer competitive with contemporary Combination forms. Do you understand what the combination form is and what it does for you? Your best competition found out from professionals who prepare contemporary resumes every day.

What’s more, most companies utilize ATS software to perform many functions human beings used to do. It saves them money. This software is coupled with parsing software that may disqualify you from consideration if your resume doesn’t contain certain words and phrases, or has certain features the parsing software can’t ‘read’. If that happens, a human is not likely to ever see your resume. You’ll be in an electronic wastebasket. Do you understand how to avoid this? Again, your best competition has found out from a professional.

Those are just two reasons and there are more. Are you really a good writer? Do you understand good resume writing guidelines? Do you know how to deal with previous gaps in employment? Do you understand how to properly ‘tune’ your resume so it is responsive to a specific job?

It’s probably obvious to you that once you’re not employed, the longer it takes you to become re-employed, the harder it becomes.

My advice? Seek professional help for your resume. But the best advice is to seek out someone who has been a hiring manager and understands the process from a hiring managers’ perspective. Make certain you know the background of the specific person who will be helping you. You don’t need someone who doesn’t have the right background and experience. By the way, fancy websites and claims and huge fees doesn't necessarily equate to competence! So do your due diligence carefully.

And if possible, find someone who can also help you with your search strategy and tactics. You’ll then be way ahead of the competition.

Check my profile! I’d like to help.

Visit for free information and fee-based services. Also check out LinkedIn to learn more about me.

Tuesday, October 11, 2011

Why Job Search Assistance Is So Important?

In the best of times the competition for jobs is intense. In the present economy with unemployment officially close to 10% (not counting those who have given up), the competition is colossal! If one doesn’t want to give up searching how can one not afford to seek professional help?

Job seekers need to be aware of the following facts:

Many job seekers approach their search unrealistically. 

Most have no idea what the perspective of a hiring manager is, or what motivates them.

Many treat their search strategy and tactics haphazardly. They have no plan, don’t schedule their time properly and have no check points to see what’s working & what’s not.

Many have no idea about the pros and cons of each of the potential tactics they can use. Pursuing a tactic blindly can submarine their ability to get hired.

Most have a rudimentary knowledge, if any at all, of Automatic Tracking Systems and what the parsing software that scans their documents will reject them outright for. (Hint: It goes well beyond just key words and key phrases).

Too many job seekers don’t understand the meaning of “Value” and “Worth”. 

Thus, too often they believe creating a strong resume is simplistic.

Often they don’t give a second thought to a cover letter, even believing it’s totally unimportant.

In short, they are dropped from consideration for a variety of reasons they don’t understand.

Here’s how a hiring manager views the search and process of hiring and interviewing to find the right candidate: 

Do you understand my pain? My needs?

What value do you bring to the company and in particular, to me?

Is your long term value worth more than the initial investment (hiring and training costs) in you?

How effectively will your skills help the company and me?

Why are your skills worth more to the company and me than those of another candidate?

Is your potential worth the risk?

And lastly, Can anyone else do what you can for less money? And can they do it better?

So ask yourself some important questions:

Am I proficient in all job search subject matter?

Is the cost of getting professional help worth it?

How long will I be out without income if I don’t pay for help?

How can I find out if the specific person I’m paying to help can really help me?

In addition to assisting you prepare your resume and cover letter, Hooch Resumes is a service that provides the information you need to know about:

How to pick the strategy to use

How to select the tactics to use. What the pros & cons, advantages & disadvantages are of the various tactics, and how to utilize them such as:

Utilizing Recruiters – types, choosing one, how they work

Utilizing Job Boards – searching for hiring companies, the pros & cons of posting a resume, recognizing what to respond to and what not to

Finding and reaching out to Hiring Managers to find out about the job before applying

Getting past their Gate Keepers

Utilizing Human Resources correctly

Properly utilizing networking

Interviewing – preparing for their questions, preparing for yours, role playing

Visit for free information and fee-based services. Also check out LinkedIn to learn more about me.

Saturday, August 27, 2011

OK, you need a job. Ready, set, go!

If you’ve been out of work too long, or if you just became under-employed, or even if your employed and looking, have you pointed yourself in the right direction?

Are you languishing, not knowing how to proceed or what to do?

Is your search campaign "Off like a herd of Turtles"?

Have you been sending out resumes and received rejections or not received calls, interviews or no responses?

You can either join the crowd or spend time figuring out how to distance yourself from the masses of ‘me too’ people. And don’t kid yourself, you need good, professional help, even if it costs. What’s the cost of getting help vs. the cost of spinning your wheels for months?

Things that will submarine your efforts:

Having the wrong mindset. Attitude and approach to your search strategy and tactics.

Lacking proper preparation. Research, documents, practice.

Having a resume that doesn’t “Wow” the reader. How to differentiate yourself.

Having a “me too” cover letter.

Being unprepared for interviewing in a manner that delivers a compelling “punch”.  “How do I get to Carnegie hall? Practice man, practice.”

Failure to understand how hiring managers think and are motivated. It is imperative that you understand this.

Failure to understand outside recruiters and getting involved with the wrong ones. Good ones can help. Poor ones can hurt. Do you know how to tell the difference?

Failure to take advantage of resources you may not think about. What do you know about a company you’re interested in? Do you know how to find out?

Lack of understanding of how to network properly, how to utilize job boards properly, how to avoid getting sucked into scams, how to reach hiring managers before submitting your resume, how to tap the unpublished job market.

Do yourself a favor. Ask yourself where you stand on each on each of the above points  and make an honest assessment of yourself. If you can’t answer, ‘I’m ready’ to each, get some help!

Visit There’s some free information there, but look also about the Fee-based Services to find out how to be ready for all the points made above.

Saturday, July 2, 2011

How should you use on-line job postings in your search?

When job searching, if you prioritize a list of all the information you’d like to have before you apply, it might go like this:

#1 – Who is the company? (Wouldn’t it be nice to find out enough about them to decide you’d like to work for them before applying?)

#2 - Who is the hiring manager?  (Wouldn’t it be great to speak to the hiring manager before applying?)

#3 – What due diligence can you do to find out if the company will be around tomorrow? (What is the company’s product or Service? What’s their financial status? What’s their competitive position in their industry? What’s in the news about them, good and bad press? How are they organized? Who are their principles? What locations are they in?) There are financial websites that provide most of this information. And there is your personal network as well as LinkedIn to get some information. Those two tactics plus plain old cold-calling should definitely be utilized.

Is pursuing on-line postings an effective job search tactic?

It is not to be ignored, but it is not to be relied upon as the sole search tactic.

“On-line” can mean jobs posted on job boards, on company websites or on recruiting firms’ websites.

Some postings are not real jobs, some are already filled but not removed, and some are real, current and available to you and some are real and current, but an inside candidate is probably going to get the job. It’s difficult to determine which postings are in what category, even when you’re on company or recruiter websites.

However, if you’re on a company website/career page you at least know who the company is and can do due diligence before you waste time applying to ‘red herrings’.

Not the case with recruiters who post jobs on their own website. (If they post on job boards and don’t identify themselves you know nothing; it’s just like any other blind ad.) In the recruiter case, you’re not dealing directly with the hiring company and you’re not likely to find out who the hiring company is until late in the game. That’s not necessarily bad if the recruiter is good. Good recruiters offer many benefits you don’t get by yourself, including having done all the due diligence. All you have to do is find a good recruiter. Sound easy? It isn’t! (But that’s a different subject).

If you don’t know who the company is you can’t do due diligence yourself and you’re headed for frustration. If you don’t do due diligence and get the job, you will have no confidence that you won’t soon be out job searching again. If you do it, you can learn a lot. There are ways you can find out who the hiring manager is and speak to him/her before you ever submit paperwork (but that's still another subject). What could be better than to have a hiring manager ask you to send in your resume?

On-line job postings can be a good starting point in a job search if you make yourself aware of the pros and cons and allocate your time appropriately. Use it to start the due diligence process, just don’t bank on it as your only search tactic.

Tuesday, June 7, 2011

Networking for Job Seekers

What’s it all about Alfie?

It’s about building relationships based on respect, trust and the desire to share information.

It’s about gathering and disseminating relevant information.

It’s about getting advice on your job search approach.

It’s about getting some ideas about whom else to call (e.g., if you can get 2 or more new names, that’s great!)

It’s about identifying one or more opportunities that might be appropriate for you.

It’s about staying in touch, professionally and socially.

How should I do it? What are the protocols Alfie?

Have a specific objective when you make contact; don’t waste others’ time.

Scratch each other’s back – what can I do for you?


Maintain regular contact.

Make it social and fun as well as business.

Maintain control of the process.

If someone in your network knows someone else that might be helpful, ask your contact to find out if the second person would be willing to speak with you. If yes, then ask to contact that person directly.

What mistakes should I avoid making?

Don’t ever ask for a job! Ever!

Don’t allow a helpful contact to ‘represent’ you. (You are the best person to represent yourself.)

Don’t overwork a helpful contact.

Don’t forget to ask for permission to contact the person again.

Don't forget to thank your contacts.

Tuesday, May 31, 2011

How many resumes does it take to get noticed?

A recent LinkedIn discussion was started by asking this question.

The answer is it only takes one resume to get noticed, one that is ATS-ready.

If your resume is a thing of beauty, very attractive, has lots of graphics, etc., it's not ATS-ready and you better make certain it only gets handed directly to readers. You are  not likely to be successful using it for applications into ATS systems. 

If you broadcast it widely paying little attention to where you're sending it, you probably won't get noticed ... ever ... ATS-ready or not.

If you target your resume to a specific position you have researched thoroughly and have found and spoken to the hiring manager before sending it in, you've already been noticed by the hiring manager. The best of all worlds is when the hiring manager asks you to send it! Use a resume that is ATS-ready.

If you can't find out who the hiring manager is, you have to tune your resume to the position you've researched and your chances are improved over broadcasting, but not as great as when you've spoken to the hiring manager first. And the competition will be heavy. Use a resume that is ATS-ready.

If you find out about a position through networking, remember that you're best off representing yourself to the hiring manager, not giving a resume to someone who will 'represent' you. After all, you may not be giving a properly tuned resume to your representative. Use a resume that is ATS-ready.

If you're using a competent recruiter who knows his/her industry and networks with hiring managers regularly, you'll need to tune your resume to the specific opening he/she is representing. The recruiter will get you noticed. Use a resume that is ATS-ready.

So the answer depends upon how you conduct your search, but in the end it only takes one ... the one that is ATS-ready.

Thursday, May 19, 2011

The private life you make public

The world changes at lightning speed.

You’ve joined about every social media dot com there’s ever been. You blog, you friend, you link, you comment on yours and others walls, boards, blogs, etc. You add pictures, likes and dislikes, and more. And now you are going to apply for a new job.

That’s cool.

You don’t even give your social media networking a second thought as you become engrossed in your search. But should you?

Here’s what some HR people say:

 “You’re right to be paranoid. Your present employer is always watching you, and there’s a record of everything you do: every phone call, every text, every tweet and instant message. At most companies, they save that data forever.” –HR Consultant and speaker

“I know a lot more about you when you walk in the door to interview than you realize. I’ll search for you on the web and often use my own personal network to do a pre-interview reference check.” –Senior HR Executive

So unless you set up all your social media sites as private, everything is public. Your comments, pictures, friends, status, everything you would not like your employer or prospective employer to know. And some companies will search for you!

Is it legal? So far it seems to be. But that’s not the point, it happens, legal or not, ethical or not. It doesn’t matter what your opinion is.

Friday, May 13, 2011

Seven Musts (and a Should) for Writing your Cover Letter

Some say many hiring managers don't read cover letters so don't bother writing one. That's true, some don't like to read cover letters, but some do. In fact some will discard a resume if it does not have a cover letter. Since you never know who doesn't, why arbitrarily cut off some of your market. So I disagree with the nay-sayers. I like to help my clients differentiate themselves from their competition. Having a well-written cover letter is one way to differentiate.

I believe it is important to have a cover letter that has been ‘tuned’ to the position you’re applying for, just as the resume should be ‘tuned”. These two documents should be tied closely to each other, albeit without copy/pasting.

These are the attributes of a well-written cover letter:

It should be directed to the hiring manager.
People like to be addressed by their name, not by "Dear Sir" or worse "To whom it may concern". Many sales people know the techniques for identifying and reaching the right people in a company. Finding and talking to the hiring manager is easier for them than most people.  The techniques successful people use is subject for a whole other discussion. If you’re not comfortable with cold calling or don’t understand how to get past the ‘gatekeepers’, it would be worth your while to get some professional help. It can be hard work to discover the name of the hiring manager. But do it. Call the manager before you submit your documents. What could be better than to have the manager ask for your resume! You might be able to make that happen.

It must grab attention with reference to the position you are applying for.

It must command a reaction.
Commanding attention is done by creating an introductory sentence that is unique, one that commands a reaction; telling rather than asking for an action. Grabbing attention and commanding a reaction can be handled in one statement. That’s a good thing because it makes the cover letter crisp and direct without a lot of words.

It must define your brand. 
It must describe what you do in a crisp and concise manner so that the reader understands why you are applying to a specific position.

It must project compliance with the requirements of the job description.
A brief paragraph that describes you and what you’re good at is what defines your brand. This is the paragraph in which you should insert the job requirements you meet (the key words of the job description).  Do not insert requirements you don’t meet unless you like getting embarrassed in interviews. And whatever you do, don’t be apologetic about the things you don’t meet, in the cover letter or the interview.

It must clearly align you with the company by showing you and they are alike.
 This is accomplished by showing you know something about the company and align yourself with them. You have done research on the company on line. Say something about an interesting thing you have learned to show you have done research on them.

It must indicate a follow-up call will be made.
Before closing, set expectations. Repeat the need for an interview and tell the manager you’ll make a follow-up call in a week. And then do it!

It must thank the hiring manager for attention. 
Thank you should be second nature to you. Make sure you don’t forget it in your cover letter.

One final thought: If you email your cover letter and resume you could consider pasting your cover letter into the body of the email and attaching your resume. This would avoid the necessity for the recipient to open two attachments.

Your comments about this post are welcome.

Find out more about Job Search tactics by visiting or by emailing me at


Friday, April 22, 2011

What Decisions Have You Made for Your Job Search Strategy?

Most people just launch right in to writing their resume and start looking at the job boards. Then, after some time, they become frustrated and start jumping at all sorts of avenues to pursue. Often this leads to discouragement and uncontrolled frenzy. Sound like you? Well let me help you get organized and get out of the whirlpool.

Start by making some key decisions. Then prioritize your time after the decisions are made. Set up a schedule of prioritized activities, assign times for each and stick to the plan long enough to evaluate if it needs modification.

First Decision: Will you Broadcast for jobs or Target specific opportunities.


Advantages – least amount of in-depth research required; a single resume and cover letter may cover all or most situations; can work well for lower level positions and for skilled trades-people.

Disadvantages – could lead to conflicts if you do your own broadcasting and also use a recruiter; definitely not helpful to professionals; may cause you to ‘spin your wheels’.


Advantages – is responsive to specific openings; is the most effective way for professionals to market themselves.

Disadvantages – it’s more work; to do it effectively it requires tuning your resume and cover letter to specific opportunities described in job ads; requires careful preparation of documents; requires extensive searching for specifics needed to properly tune your documents; requires excellent record-keeping and tracking; requires a great deal of networking.

Second Decision: Will you use a recruiter or not?

Recruiters can help, but if they are not competent, they can hurt.

If you are an “MPC”, Most Placeable Candidate, a good recruiter can make your life easier – and they can also destroy your chances if they are not capable of handling your situation correctly.

Success with recruiters depends upon a lot of factors. You need to know what types of recruiters there are, how they are paid, how they work. 

You need to get to know and become comfortable with the specific recruiter who will represent you and the recruiting company s/he works for. 

You need to establish an understanding of how well are they connected in your industry, how well they understand what you do and how you do it. 

You should establish how well they communicate, how often they will update you  and what they will do with your resume (e.g., you don’t want them to broadcast it).

If all the stars align you could decide to leave the search entirely up to your recruiter, that is, IF you’re really comfortable with doing that.

If you decide to do your own searching in parallel with your recruiter, you need to cross-communicate everything you and they are doing. There are serious pitfalls for not cross-communicating.

After making the second decision, things get easier because most of what follows doesn’t require making a decision. You need to do everything that will work.

Start by getting your marketing documents, your resume or CV and your cover letter in order.

You don’t want to find a great opening you fit like a glove and not be prepared to properly apply without delay. 

Consider paying for professional help in order to present yourself in the best manner possible, particularly if writing, spelling and grammar is not your forte. Also, good professional resume-writers will know how ATS software works and prepare your documents to let it work for you, not against you.

After that’s done, explore the resources that will help you find out what opportunities are available that meet your needs:

Network to find the known openings and the hidden job opportunities.

Apprise everyone in your network of your situation and objective. People love to help – ask them for help, but do not ask them for a job.

Ask them who they know that you should contact.

And don’t let them “represent” you; they may suggest it because they really want to help, but you are the only one who can represent yourself best. Also you do not want to lose control of your campaign. 

Your connections may know about  jobs that are open. They may know managers in the company. They may even know the hiring manager. Just get names or hiring departments and telephone numbers if you can.

Expand your network and keep it going – even after you find the job you want. If you help others, they will remember you when you need help again.

Pursue company “Job Openings” web-pages.

If you come across a company opening on your own, find out the name of the hiring manager. Contact that person and present yourself before ever sending in your resume. There are ways to do this and things to say to make it work. There are also gatekeepers’ along the way that are there to stop you. You have to figure out how to get around them, to schmooze them and use them. A good job search consultant can help train you to do this as well.

Use Job Boards (e.g., Career Builder, Monster, Dice, The Ladders)

There are real jobs despite things people say when they’re frustrated. Read my blog on “Are on-line job postings real?”.

When applying to on-line jobs, comply with their submission requirements exactly. Look at the ad for the keywords contained in it and tune your resume and cover letter to include them. In this way you will have prepared your documents for scanning by ATS software. Failure to do this will probably get you rejected within seconds of submitting. At can happen that fast.

Use social media, but do so carefully.

LinkedIn is an excellent site for job seekers. It’s really a must join. And most employers understand that you’re very likely a member. Your boss is likely to be on it as well. After all, it’s a social media aimed at helping others, and each other.

On facebook, MySpace, YouTube, Twitter, etc., you need to be very careful because hiring companies are likely to search for your name on them to see what you post, who and what you associate with, and anything that can be damaging to you. Just like the “Santa Claus is Coming Tonight” song says, you better not cry, you better not pout …. and you better not post anything or link to anything that could ruin your chances of being interviewed or hired, or even get you into trouble after being hired!

Using Paper vs. Electronic resumes and Cover Letters

Certain industries, and certain positions within those industries, require hard copy CV’s and Cover Letters.  Most industries do not want anything but electronic resumes and cover letters. Some companies do not care.

Find out more about Job Searching by visiting or by emailing me at