Ramp Up Your Career Plan . . . Target Your Next Boss!

No. Your career plan doesn’t include putting a hit on the person you may report to. But you can seriously ramp up your job search speed and get significantly better results by avoiding the old-fashioned methods and learning the exciting strategy of “targeting.”

The targeting strategy is done in two phases:

1. Identify organizations that match up with your personal employment interests and preference parameters:

geographical location preferences
company size
product or service preferences
business style or corporate culture
community and lifestyle considerations

2. Single out the appropriate hiring decision-maker within each organization of interest. You do this by

research corporate literature
online information through Google
business journals and directories
Who’s Who listings
company’s website
community, non-profit and specialized websites

The purpose of this important research is to identify the names of specific decision-makers that you could be reporting to. The reason for this is that these are the folks who will be making a hiring decision about you . . . not Human Resources or Personnel managers.

You want to find the best way to approach that person directly. You may do that by making a personal phone call, or writing a letter or email directly to that person. Do not ask for a job, but indicate your interest in the company because of some very specific contributions you can make based on your research. Indicate that a resume will follow and that you would like to follow up to see if a face-to-face meeting (not an interview) would be appropriate.

Perhaps the most powerful way to access the target is through people who might know him/her. For example, there are people in the community who are available to introduce you, e.g. religious leaders, neighbors, service and social club members, bankers, merchants, charitable and non-profit organizations, trade associations, etc. Getting a personal introduction from someone who knows your target is golden.

The best news of all is that there’s a proven job search system which can walk you through the process step-by-step and turn you into a winner is as little as 14 days!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Different Generations Boost Quality Executive Coaching!

You want your organization to function as a team. Executive coaching can help. Senior employees’ understanding of generational differences among members of the team can significantly upgrade productivity and motivation.

Different age groups within your operation can bring different benefits and skills to the table. Managing those distinctions can make a huge difference. Tapping the natural, inherent qualities and capabilities of each age group can turn executive coaching into powerful addition to your overall management objectives.

So what are these natural age groups and what makes them tick?

Among your workforce there are typically four groups:

1. Veterans–61 years old and up. To them work comes first. They’re dedicated and can be counted on to follow the rules.

2. Baby Boomers–42 to 60 years old. They’re optimistic. They tend to be political at work. But they value teamwork.

3. Generation X–24 to 42 years old. Work is just a job to this generation. They’re self-reliant and seek immediate feedback.

4. Generation Y–6 to 23 years old. They’re highly multi-tasking. They’ll have multiple careers and are globally oriented.

Put them all in the same room together and you have an amazing stew of talent and perspective which must be harnessed and encouraged in any intelligent executive coaching program.

Cindy Krischer, in Knight Ridder Newspapers, tells about the value of understanding each generation and the contribution it can make. She reports that Alicia Bain, vice president of information systems for Visa International in Miami, says that managers must understand what motivates each generation.

For example, Blain practices informal reverse mentoring as part of an executive coaching effort and taps her GenY workers when she wants to improve on how she finds and book venues for group events. “They always have a faster, better way of getting the information,” she says.

Astute executive coaching utilizing generational differences is just one of the alternative career advancement that a job-seeker can bring to the table that will capture the attention and interest of a decision-maker.

Hiring decision-makers are not interested in what you used to do for someone else. They want you to come forward with a proposal for addressing their needs and the needs of their organization. The extra time you spend researching those needs and preparing for a face-to-face meeting far outweigh whatever time you think you need to spend on your resume.

Executive coaching using generational distinctions will get you noticed. Just like the many other innovative non-traditional career advancement strategies!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Ripped From The Headlines . . . Finding A Job Just Got Easier!

If you’ve recently decided to look for a new job, there’s a lot of good news. News media all over the country are touting job growth. Finding a job just got a lot easier . . . if you’re willing to follow the new rules!

The downside is that you can’t conduct finding a job the old-fashioned way. For example, you can’t make it in today’s sophisticated job marketplace if you plan to rely on your resume to get you a job. The reason is very simple: employers don’t want to hear about what you used to do for someone else.

Employers’ expectations have changed a lot in the 21st Century. They want to talk to someone who has done their homework . . . who’s taken the time to learn about the needs of the organization and its managers. Resumes don’t do that.

So what can you do?

First, prepare yourself. Identify all the skills, assets, and capabilities you possess–both in and out of your jobs. You have to be very clear what you bring to the table that will attract attention to a decision-maker. He/she must be able to see you as a successful member of the organization’s team. It’s up to you to single out only those qualifications that fit each situation and then present them assertively.

Secondly, use all resources available to you to select organizations and specific decision-makers where there’s a match between your capabilities and their needs. Pinpointing who you want to go to work for is a critical piece of finding a job successfully.

At this point most job-seekers counter, “But what if there are no job openings?”

You know, this is probably the single biggest mistake you can make for finding a job. The vast majority of job offers in the U.S. are not initiated through known job openings. In fact, many of the best jobs are created, not filled. This is much more consistent with the expectations of employers who are not looking for someone who fits into a predetermined mold.

They’re looking for bright, fresh ideas. And they’re willing to create a job around the person who can come forward with them. In other words, the better prepared you are the more likely you will get a interested audience. And will move the odds of finding a job dramatically in your favor.

You need a 21st Century concept takes a realistic look at how hiring decisions are made. One that formulates strategies showing step-by-step ways to get in front of selected decision-makers and conduct a productive dialog. One that plays by the new rules.

It’s no longer good enough to hope things will work out for you. . . unless you’re content to sit around and wait weeks and months for something to materialize. If you follow the new rules, the headlines are right. And there’s a terrific job just waiting for you!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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You Won’t Believe What Hiring Managers Say About YOU!

What’s that hiring manager thinking about you? The nerve-wracking part of your job campaign revolves around wondering what happened as a result of your interview. The nail-biting pressure can get intense if you’re under pressure to find a job.

You’ll be surprised to learn that the biggest complaint coming from hiring managers is: job candidates fail to follow up! In other words while you’re obsessing about what an employer is thinking about you, he/she is wondering why they never heard from you again!

Here’s the unbreakable rule of job search success: FOLLOW UP!

First, you want the opportunity to confirm the key points and benefits you brought to the table during the interview. Remember, the managers you’re talking to have other business on their plates besides sitting around and wondering about you. If you fail to bring your credentials to their attention, you just lost!

Secondly, professional follow through will be interpreted as a sign of how you work. The expectation within management is that you will follow up. You want to send the message that you’re a serious candidate as well as reinforce your commitment to make a difference in some specific ways (which you then list).

Over the years I have heard from countless managers how many opportunities were lost because they forgot about the candidate in the midst of other more pressing needs. And since the candidate never took the initiative to get back in touch . . . well, out of sight, out of mind.

Being in tune with hiring manager’s thinking and needs is extremely important in an alternative job search system. In fact, it’s the starting point of any intelligent job search–not the resume. Fortunately, there’s a proven system that can get you up to speed in hours. And can have you talking face-to-face with your next boss in a matter of days! Check it out.

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Does A College Education Help When You Have To Find A Job?

It is the age old question about going to college or not. Will an associate degree or business administration degree help a student find a job? Working backwards from the successful job interview, what does a student have to do to become not just employable but in demand?

The typical cycle from high school-to college-to employment goes something like this:

1. Pick and attend a college where they have programs that are of interest to the student
2. Spend two, four, or more years at college learning the theory of the area of the student’s interest
3. Pick up some part time work along the way—most likely unrelated to the intended career path
4. Prepare a resume
5. Apply for a position
6. If you “make the cut” you will first interview with Human Resources (HR)
7. If you make the “short list” from HR, you get to interview with the manager you potentially will work with
8. Hopefully get the position

Step six is the major hurdle to overcome. It could be said that the purpose of the HR department is to reject resumes. That’s right—rejects them before the manager even gets to talk to you. So what can you do to get to the interview stage?

In short, you have to have the qualifications and experience that the employer organization is looking for. HR is sifting through resumes for education and experience that fit the position you are competing for. If you miss out, you start all over which can be very frustrating to say the least. You could have been the perfect fit for the company but never got past the preliminary HR sorting process.

Students and their parents, who are funding the college education, should look at this from a different viewpoint. Start with what employers need and want, not what might be fun or interesting at college for the student. It is certainly not going to be fun getting a degree that no one is hiring for.

What would work is “Career Education.” In other words, get a college education that is also career education. While it might be difficult for a high school graduate to know precisely his/her career path, however that should not preclude going down the road of making oneself very employable by the time he/she graduates. If someone wants to be a computer programmer, then he/she had better show up at the interview with real knowledge and experience of programming.

A solution is to find a college that offers both career education as well as practical experience in the form of internships or apprenticeships. A career education could be defined as an education where the student can proficiently apply what they learned in class. That is what employers are looking for—employees who can be productive from day one.

Call 888-812-4224 to tour the Hubbard College of Administration for a briefing on your associate degree and apprenticeships options which will make you much more employable when you graduate.

About Hubbard College of Administration

Hubbard College of Administration is a business career college located in Los Angeles, California. The school offers self-paced programs and utilizes a comprehensive study technology, apprenticeships, internships, assistance with job placement and a lifetime guarantee for students. Their degree programs offer excellent career training and step-by-step guidance so that when a student completes their program, he or she will have chosen a satisfying and successful career.

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Choosing The Right Heavy Equipment Job Placement Agency

Once, you have successfully completed the heavy equipment training programs and are eligible to safely operate heavy machinery, you can apply for numerous positions in the field of heavy equipment operations. However, in order to pursue your career as heavy equipment operator in the right direction, it is essential that you choose the right heavy equipment job placement agency. Placement agencies help you to find the most rewarding and satisfying job opportunity by matching your sets of skills and expertise.

Many job placement agencies also have Human Resources, who may conduct an interview session of an hour or so, so that they can evaluate your skills and abilities. At the interview, you may be asked about your job experiences and future career prospects. With all this assembled data, the agency then aims to find a job that relates to your skills and job interests.

A well-articulated resume enlisting your professional details is a vital tool during any job search. So, before you approach any job placement agency for a heavy equipment job, have one already prepared before hand. Since, the placement agencies comparatively have greater access to information pertaining to job vacancies and better resources at their disposal, it is definitely a good idea to avail of assistance from them.

Reputed and competent job placement agencies are usually in better touch with companies, agencies and business that require your services. Hence, they can help you to secure a job that is not only appropriate for you, but also for your employer as well. This will enable you to deliver satisfactory job performance. They keep all the important factors in mind, like your job profile and description, your pay scale, future career prospects of growth and progress, training requirements and so on.

All industries like construction, mining, logging, forestry, landscaping that use heavy equipment and machines in their operations essentially need to employ specially trained and skilled personnel. They cannot afford to recruit untrained or unskilled people to operate heavy equipments. And there is always a constant shortage of qualified working force in these sectors. Heavy equipment machines are very essential in heavy scale industries and can prove beneficial to the employer in several ways provided qualified operators operate them.

In short, the demand for good operators will always exist in this field. With scientific advancements, heavy equipment machines have become more complex and computerized than ever before. Therefore, someone who has successfully been trained from a certified and accredited heavy equipment training school stands a better chance of securing a good position in this industry.

Heavy industries find a larger place in the economy in most of the countries. Moreover, due to the recent boom, there has been an increasing need for qualified and trained personnel in this sector. There are several job opportunities for the trained and qualified people right from the construction companies to conservation to utility companies.

Job placement agencies can provide you with job opportunities as a backhoe operator, loader operator, shovel operator, sewer flushing truck operator, bridge worker, side boom tractor operator, road oiling truck operator and many such more positions in this field, depending on the training that you have received. In due time, one can expect to make it to a managerial position with the help of his skills and experience and with an efficient job placement agency.

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Going After the Non-Job . . . An Exciting Alternative Strategy!

A non-job? C’mon! Of course, you’d expect that if you’re in the job market you’re going after a job. Makes sense. It’s what we’ve known for years.

But things have changed a lot in the past years, especially since 911 and Katrina. And the classic notion of a job as a well-defined description of an employment task has changed, too. Sure, you’ll still find job descriptions, as in advertised job openings online or in the paper. But they aren’t what they appear.

For example, in our research we’ve found that many advertised job openings or even non-advertised job descriptions are really crapshoots. Employers are trying to get feel for who’s out there. They’re really only doing a little market research of their own.

So, when you apply for one of these openings, your resume and job app information is thrown in the hopper with possibly hundreds of others. And some personnel staffer will sort them out to get a feel for what talent is out there. These are not hiring decision-makers reviewing this information. Chances are those folks will never even see your resume.

Why?

Well, put yourself in a busy manager’s shoes. You know there are some business needs that have to be filled by bringing someone new on board. Now, if you were anxious to make a hiring decision but you also have a hundred other important decisions you’re responsible for making as well, which of these two candidates would you prefer to meet within the limited time you can set aside?

1. Someone who has passed through a couple interview cycles conducted by an unrelated department and whose credentials are on a piece of paper (which focuses on what the candidate used to do for someone else).

2. Someone who’s been recommended to you by a pro in the business and who has made a personal introduction. By the way, this candidate has not submitted a resume, but has put together a thoughtful proposal showing how he/she would answer some organizational issues of importance to you. And the proposal has been submitted directly to you in advance.

Number two is the hands down winner in all the surveys we’ve conducted. But to get that meeting you have to treat this as a non-job.

In other words, if you think you’ll beat out the competition and go after a job by putting together a superior resume and jumping through all the hoops some lower level interviewers throw at you . . . I believe you can readily understand how limited your chances are, especially if your up against a savvy candidate like #2 who treats this as a non-job.

The non-job candidate approaches this as an opportunity to meet face-to-face with a decision-maker and help that employer solve some problems. And then, together, they shape the job description that will move the process forward.

It’s all part of the exciting alternative job search revolution using non-traditional career advancement strategies. It’s why non-job candidates are getting in front of employers in matter of days without all the resume and interviewing hoopla. And why they’re locking up great job offers in as little as two weeks!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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How To Avoid Resume Format Rejection and Survive the First Big Test!

You can’t afford to have your resume trashed just because you didn’t understand the basic rules for a successful resume and suffer “resume rejection!”

Your resume is often the very first contact a decision-maker has with you. So, it better be a blockbuster! You better make a big impression. And fast! Otherwise your prized resume is headed for the waste basket.

Resume rejection starts with a misunderstanding about what a resume can do for you. First of all, a resume doesn’t get you a job. Only decisions by hiring managers can get you a job. Therefore, the best a resume can do for you is getting a hiring manager’s attention. And that’s how it has to be written.

If you think you’re going to get ahead by loading up your resume with every conceivable detail about your work history, you just lost. Resumes are first scanned in less that 50 seconds. If something pops off the page to grab the reader’s attention, then your resume may survive the first test. It gets put on the “keeper” stack for later review and more careful reading.

The very first rule of a successful resume is that it must be readily scanable in 50 seconds or less. Do NOT write more than two pages. And make them very readable with wide margins and good spacing.

The second rule is that your resume must have a headline. It’s a lot like reading a newspaper. You’re attracted to an article if there’s a headline that grabs your attention. The same is true of a resume. Your headline is an attention-grabbing statement that states very directly what you have to offer the reader.

The third rule is to avoid an “objective statement.” This self-serving announcement has little or no meaning to a decision-maker. He/she could care less about what you’re looking to get out of this job. The reader is interested in learning only two things: what can you do for my bottom line? . . . And what can you do to make my job easier?

Instead of an objective statement you want to make a “summary statement” in which you lay out in assertive language what you bring to the table that can make a difference.

There are many more pointers that can help you improve your resume and give it a stronger impact. But if you observe these three basic rules you’ll survive the first big test and avoid resume rejection.

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Are Your IT Certifications Really Worth It?

Are you confused by the alphabet soup of IT certifications? More importantly, do they really matter? How valuable are these IT certifications in advancing your IT professional career?

Well, a panel of recruiters and hiring managers tackled this issue recently. And here’s their answer: it depends.

They’re crucial in some fields. In general they’re nice to have. But they rarely take the place of solid experience. For instance, a major recruiting firm in Dallas reports that only about 10% of their job orders require IT certifications. He went on to point out that if you’re looking at a job that involves protecting “mission critical” data, often you need to have certifications just to get in the front door.

Here’s a list of IT jobs that typically require certifications.

1. Data security specialist with SSCP, CISSP and CCSP credentials.

2. Access control systems.

3. Business continuity planning.

4. Cryptography and systems architecture.

5. Professionals working with UNIX systems.

6. Microsoft applications support and storage.

On the other hand, some employers have become cynical about IT certifications. For example, the CEO of Intelemedia Communications says his company now uses an essay test to screen candidates. He says, “All a certification says is that a person was able to pass a written test.”

Nonetheless, many large companies do require IT certifications just to filter out unqualified candidates. But someone with many certifications and little experience can get written off as a professional student. What’s more, a certification that’s been allowed to lapse can be worse than no certification at all.

An IT association recently polled its members regarding the value of IT certifications. When asked whether they enabled a promotion or furthered their career path, they were almost equally divided: 36% said “yes” and 35% said “no.”

In the final analysis, everything depends on the disposition of the hiring manager. This is not peculiar to the IT field. In any job opportunity, everything depends on the rapport and chemistry you’re able to generate with the person who could be you next boss.

So, if you are job hunting in the IT market, the best advice is to employ some of the remarkable alternative job search strategies which refocus your attention on your relationship with a prospective employer instead of on your credentials. In fact, they won’t make any difference if you’re unable to come to the table with answers to IT issues the organization is facing.

This innovative non-traditional career advancement approach requires that you spend your job search time familiarizing yourself with the needs and expectations of both the company and the hiring decision-maker.

When you do, you’ll join the hundreds of IT professionals who have discovered how to meet face-to-face with hiring managers in a matter of days . . . without all the IT certifications, resume and interviewing hoopla. Check this out right away!

Article Source: http://www.articlesauce.com

Paul Megan writes for EEI, the world-class pioneer in alternative job search techniques and non-traditional career advancement strategies . . . since 1985. Grab our stunning FREE REPORT: “How To Find A Job In As Little As 14 Days!” Click on RSS for instant info! www.fastest-job-search.com

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Finding a New Job

The new realities of securing employment in today’s changing world require a new belief. Finding a new job is not always easy, whether you are an executive or just starting out in your career. Designing and planning your career, and taking a proactive, self-directed approach is the success formula.

Making the wrong move can cost you time and money. With the stakes so high, before finding or looking for a new job, you should clarify your career path to ensure you are headed in the right direction. Once you have completed the preliminary work such as identifying your career path, creating a well-constructed resume and detailed cover letter; how do you find your ideal job?

Here are some ideas:

1. Networking

Networking is the most powerful way of finding a job. Many jobs are never advertised because they have gone to someone’s friend or colleague. 62% of hiring managers found word of mouth referrals to be the most effective. Contact people and let them know you are in the job market. Attend professional association events where you can meet as many new people as possible.

2. Internet Jobsites

The internet is a very useful job search tool, but not an effective self-marketing tool. Although you will find job sites (monster.com, careerbuilder.com, workopolis.com, etc.) where you can post your resume, you must update your posting daily. New job hunters post their resume every day, pushing your resume down the list. Surveys have shown only a 4% success rate for being contacted for a job from an Internet posting.

3. Recruitment Agencies

Recruitment agencies serve as intermediaries between worker and applicant to ensure a match between the company’s needs and the applicant’s skills and interests. While this may get you an interview, you are often one of many applicants the agency has recruited for the same position, so you need to be even more prepared to sell yourself.

4. Headhunters (search and selection firms)

Headhunters are also recruiters. The difference, however, is that headhunters are much more specific in their recruitment. Rather than simply finding a pool of the most talented people, they focus on finding candidates who exactly match the qualifications specified by their clients. To this end, headhunters select candidates whether they are in the job market or not. If you are at a senior level in your career, you have probably already received calls from headhunters. As you look at the many paths available to you to attain your ideal position, getting an interview with a headhunter is the least likely to get you closer to your goal. Headhunters fill many of the world’s most prestigious positions.

5. Cold Calling

Cold calling means initiating an approach to companies; telling them about your skills and interest in working for them. Research shows a 69% success rate – even better than networking! Surveyed job hunters spent 24% of their time making these kinds of cold calls, which yielded 27% of their meetings. In contrast, the 45% of their time spent networking produced only 35% of their meetings (as reported by the Five O’Clock Club, a career-counselling network based in New York City). Why is cold calling so effective? Because it gives you the opportunity to make contact and penetrate the marketplace before positions are advertised to the general public.

6. Newspaper

Answering ads in local newspaper has a 5%- 24% success rate. The higher the salary, the smaller the chance of finding a job using that method. Trying to find a job requires the same dedicated time, energy, and effort to succeed as you put into the position you eventually find through your perseverance. Staying focused, and finding ways to deal with rejection (and use the information gained to help move you forward) will help you to be successful.

Copyright 2006, Cecile Peterkin.

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