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The Wise Job Search aims to provide the "Best of the Best" information, resources, and ideas to help you go from "I didn't get the job" to "I start on Monday!"
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What good does THIS contact do for me?

image “I’m an Electrical Engineer, I go to a job networking meeting and ask for contacts at one of my target companies, and someone gives me the name and contact information for an Accountant! What good is that???”

Or…

“I already know someone at ‘XYZ Company’, I don’t need anymore contacts there.”

Leading job networking groups and teaching job search classes, I get the same kinds of questions or comments all the time.

What good does a company contact do you if it’s not the hiring manager for the kind of job you want? And, why should you pursue multiple contacts at a company you are targeting? Because the more information you gain, and the more allies you develop, the better your chances of gaining an interview and a job!

When networking for contacts in your job search, any contact can be a great asset to you. Also, pursuing multiple contacts in the organization can boost your exposure when you need it. There is a great deal of value to those introductions and names. They can each be sources of company information, help in navigating the organization, guides to help you get to the best person, and resources in helping you assess the company’s fit for you.

If you are an “Electrical Engineer”, and connect with an “Accountant” at the company you are pursuing, you can ask any of those kinds of questions. Be concise, be professional, be upbeat, and be humble. Ask them things like:

“I realize you’re not involved with the type of role I’m pursuing at ‘XYZ Company’, however, I’m hoping you might be able to point me to the best person to talk to about the ‘Electrical Engineer’ position.”

“Knowing the company as you do, however, pursuing an opportunity like I am and hoping not to get lost in the sea of other applicants going through the normal HR process, how would you recommend I get noticed or find the right person to talk to for that position?”

“As I pursue opportunities in the organization, I’m hoping you can help me get a better understanding of the corporate culture and what priorities are for the company.”

“I have an interview scheduled in the next few days, and I’m hoping you may be able to help me be better prepared. I hope to go beyond what most others would do. Is there any general advice could you provide that would help me excel?”

”Could I ask for your consideration in sharing my resume with someone in the functional area I’m pursuing?”

“Even though I have connected with the ‘Engineering Manager’, I’m hoping to gain more knowledge and understanding of the organization from others as well. Could I ask you a few questions?”

Those questions and others can provide you a great deal of insight and help from any contact within the organization… and sometimes your best information comes from the least likely sources.

In today’s job market, you generally find that most people are willing to help in some way. If you ask in a professional and unassuming way, you will often get the guidance you seek.

Don’t regard any contact as not ‘valuable’ to you, and don’t get discouraged with some ‘dry wells’.  Follow up with every contact you receive and your progress will accelerate.


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Are you in control of your job search?

image Do you know where your resume has been presented?

Do you know who presented your resume?

Are you driving, or being taken for a ride?

Often, people think that the more their resume gets shown to a company, the better their chances of being considered. That can be true if done right, but often can backfire if handled poorly.

Unfortunately, many people handle it poorly. What should you, and what should you not do? Here are some points to consider.

Don’t submit more than once when a recruiter is involved! Although there may be times where it may make sense to submit a resume to a company multiple times for a position (more on that later), be careful when you’re using a recruiter.

Typically,  a recruiter only collects a fee from their client company if they are able to present a candidate the company isn’t already aware of. Depending on the relationship the recruiter has with the client, there may be exceptions, however, as a rule they want to be sure they are the only one to present you. Sometimes, if a company receives a resume from two recruiters, they may reject you entirely because they don’t want to deal with a potential conflict as to which recruiter ought to receive the fee. Sometimes as well, the same result occurs if both you and a recruiter present your resume. The company doesn’t want to get into a debate as to whether they owe the recruiter a fee or not, so they’d rather simply throw it out.

Be sure when you speak to recruiters, that you specifically ask them not to present your resume to anyone else without your express permission. Unfortunately, there are some recruiters that will take a resume from their database and use it as bait with their clients to fish for potential interest, then call you only after they get a bite. That’s why it’s necessary to proactively ask them in advance to call you first. Then, it is imperative that you keep careful records of where your resume has gone and through whom. Also, if a recruiter calls you with an opportunity at a particular company, be sure to let them know if you’ve already presented your resume there yourself.  Don’t double submit, or you may be the loser.

Don’t apply to too many jobs at one company! Over a period time, some companies may have several similar jobs posted that seem to somewhat fit your background. Particularly a very large company may have 10 or more related jobs posted at one time. If you apply to several of them, your resume may become tainted in their perception.

When I speak to internal recruiters or HR people at large companies, they regularly tell me they are turned off by a candidate when they see they applied to 10 or 12 different position over the last 6 months or so. Their perception is that the candidate has no real target as to what they want and simply continues to throw their resume at the wall hoping something will stick. That may or may not be true for any individual candidate, however, that perception that gets created will torpedo their chances of getting a call.

Choose the positions you apply to carefully, and limit the number of times you apply. It’s much more effective to pursue personal contacts within the organization and express your interest in particular positions to someone individually, than to keep clicking the ‘Apply’ button online.

Do present your resume multiple times through your own networking! There are times when getting your resume in front of a hiring manager multiple times can be a great asset.

Someone I know had targeted a particular company where he very much wanted to work. Over a period of weeks, he made a point to call, network, and get informational meetings with as many people as he could within the organization, whether they were related to the type of role he was pursuing or not. With each conversation, his knowledge of the organization grew. Each time, he went out of his way to present himself as professionally as possible. And each time, he worked at building a relationship with the people he met. When an appropriate opportunity did pop up at the company, five different people took his resume to the hiring manager, spoke well of him, and asked that he be considered. Although his resume didn’t seem to be an exact match to the position, the hiring manager did call him in for an interview because of the several referrals. He said “I don’t know if you’re a great fit for the role, but when I get five people encouraging me to talk to you, I certainly want to meet you.” Three weeks later he got the job!

Done well, presenting your resume multiple times can truly pay off.

Take control of your job search wheel! Make sure you know where your resume is going and where it’s been.


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Employers: Why use a recruiter in this market?

image Why use a recruiter when I’m getting plenty of resumes from my ads and job postings?


In times of economic downturn companies often decide that one way to “save” money is by eliminating fees to recruiters when looking for new employees.
Why shouldn’t they? After all, they post an ad online, or in the paper, and there’s a much larger stream of applicants than they’ve had in the past.


“Why pay a 20% to 30% fee when I seem to be able to get plenty of people on my own?” Good question.


The answer is two-fold…


What is your true cost-to-hire?
and
Does that pile have the best candidate?

Most smaller companies have never examined what it truly costs them to hire a new employee. There are a great number of factors to consider, including…

Direct Costs: 

How much do the ads cost?

  • How much time does it take at your “hourly rate” to:
    • Write an ad
    • List the ad
    • Field x number of phone calls from the ad at 2 to 10 minutes each
    • Initially review x number of resumes at 30 seconds to 2 minutes each
      (x= 20? 50? 100? 500?… It’s not unusual to receive over 1,000)
    • 2nd review x number of resumes to confirm who to screen at 2 to 5 minutes each
    • Prep time for phone screens
    • Phone screen x number of candidates at 15 to 30 minutes each
    • Prep time for interviews
    • Conduct first interviews with x number of candidates at 1 hour each
    • Debrief with others in the organization that also interviewed the candidates
    • Conduct 2nd interviews with x number of candidates at 1 hour each
    • Debrief with others
    • Prep time for reference checks
    • Complete reference checks at 15 to 30 minutes each
      (Repeat the process if bad references)
    • Create and present an offer letter
    • Repeat the whole process if the offer is rejected

Also consider the Indirect Costs:
  • What was the “opportunity cost” to you
    • What could you have otherwise accomplished with the time you spent looking and sorting?
    • What additional business didn’t get found or serviced due to your search process?
    • How much time did the process take?
    • What could the new employee have produced had you had one 2 weeks or 2 months faster?
    • What fell behind because there was no one hired yet to get it done?
  • How frazzled are you from the process?!?


At the end of your process… are you sure you got the best candidate?


You got active seekers who noticed your ad. Is there someone else that’s currently working somewhere and not actively looking, or someone that didn’t see your ad, a better fit?

So, even with all that, is a recruiter cheaper?
Maybe, or maybe not. Here are points to consider:

  • A good recruiter will help with defining the role and set expectations of candidates, salaries, etc.
  • A good recruiter will handle the sourcing, sorting, screening and present the 1 to 3 best candidates
  • A good recruiter will coordinate the process for you and help you prepare for interviews
  • A good recruiter will complete reference checks and follow ups
  • A good recruiter will pursue “passive” candidates as well as active ones to find the best fit
  • A good recruiter will present candidates and help you get through the interview process much faster
  • A good recruiter can be a 3rd party mediator to make sure an offer will result in an acceptance
  • A good recruiter will allow you the time and emotional capital to focus on your business, not the process
  • A good recruiter significantly reduces your stress!

After 4 recessions in my career, a similar pattern occurs each time. As the volume of resumes increases in response to ads, companies cut out the use of recruiters. After a while, realizing that their hiring process has slowed down and they are still not finding the best candidates, the value of recruiters becomes more evident and they return.


If this sounds like it makes sense to you…
Save yourself the time and frustration, and call a good recruiter now!


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No One Bats a 1000!

image

If you’re a baseball fan, you know that even the best hitters in Major League Baseball actually get a hit significantly less than 40% of the time they step up to the plate. That obviously means they try, and fail, over 60% of the time!

Over a 60% failure rate! However, anyone that’s close to ‘only’ a 60% failure rate earns several million dollars per season!

Everyone knows… NO ONE bats a 1000!

Joe Mauer, last years best batter in the Major Leagues, averaged .365. That’s considered an extraordinary year. However, it still means that 63.5% of the time he got an ‘at bat’, he failed!

Whether you’re a baseball player, a sales person, an investor, an engineer, or in a job search… the same thing is true! You will not be successful in every call, or in every effort you make. Unfortunately, that’s not how most people approach their search.

Job seekers regularly hear that the vast majority of jobs are filled through ‘networking’. That means you have to actually connect with real people, make an introduction, and ask for referrals. Applying to positions online or some other way, and just waiting for a call are not likely to get results in today’s job market.

However, too many people make a phone call or send an email to someone new, get no response or no results, and become convinced that “networking doesn’t work for me.”

Setting expectations properly goes a long way to being able to continue on toward results. You’re not going to get a job lead or another networking referral from each person you talk to, perhaps not even from every 5 people you talk to. However, you may get a great name or lead from the 3rd, 5th, 6th, or 8th person you connect with. You’ll never get that name or lead though without getting to that 8th person. Persistence pays, and with each contact you make, you get better at your approach and your numbers improve.

Don’t get discouraged, slow down, or give up after a few ‘strikes’. Keep swinging away. The more you do, the closer you get to a base hit or a home run!

Remember, no one bats 1000!


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Finding better targeted jobs online

image One challenge with most of the job boards online is that anyone can post anything!

You are most interested in finding real jobs in your field at real companies in your geographic area. However, when you search for jobs on most sites, you are often overwhelmed with postings for MLM schemes, phony Work-from-Home ‘opportunities’, temporary or contract positions, or jobs that may or may not be real from a wide variety of third-party recruiters. It can be tedious and you wonder… I’m looking for an Industrial Sales position, how do all these help?

Furthermore, you may also wonder… am I really seeing most of what’s available at the companies I’m interested in, or is there more?

One of my favorite job search sites recently that addresses these concerns is LinkUp.

LinkUp is unique in that it’s not a “Job Board” in the sense that employers or recruiters come to post their positions online. Rather it’s a web crawler that scrapes positions directly from employer’s own corporate websites’ job postings and serves them up to you.

Accordingly, LinkUp finds ALL the relevant positions posted by that company. An employer may have a number of positions open, however, only posts a select few on outside Job Boards. So unless you actually go to that company’s own site, you would not see a posting for a position that might fit your background. LinkUp finds them for you. It’s another way to tap into that somewhat ‘hidden’ job market.

What you don’t get is all the unrelated and third-party ‘positions’ that you’re not interested in seeing.

GL Hoffman is behind LinkUp, he’s a serial entrepreneur with a terrific background in employment search solutions and fully understands the challenges job seekers face. They are still very much in a fast growth mode, however, I believe it’s one of the best job search concepts available online (No, I don’t get a commission or kick-back from them… although, as always, would certainly be open to it!).

If you want to be sure you’re seeing all the relevant opportunities in your field, at real companies in your area… be sure to check out LinkUp.com!


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Staying On Top Of Your Job Search!

image Often, one of the biggest challenges in a job search is keeping track of all the information coming at you!

Leads, job postings, names, phone numbers, email addresses, ideas, companies, websites, articles, appointments, follow up schedules and many other pieces of ‘data’ can be overwhelming.

Many people miss opportunities because they didn’t remember the right piece of information at the right time, or because they forgot previous conversations with someone they are connecting to now.

Most people create some kind of ‘system’ for themselves, whether it’s spreadsheets, address books, notebooks, or Post-it notes to keep track. However, virtually all of them fall short somehow and they are not usually interconnected.

Jason Alba had the same problem in his own job search, and so created JibberJobber. It’s a tremendous… I think lifesaving tool for your job search!  I don’t get any commissions, kick-backs, or any form of compensation for plugging his product (although, Jason… I’d certainly be open to the idea!). However, I’m a big fan and have been recommending it to people in my job search classes and conversations I have with job seekers. It’s a tremendous tool to bring everything together in one place. To automate the prompts you need, and avoid missed opportunities because you weren’t all over it like ‘white on rice’!

Here is a short video that Jason put together to explain how it works:

 

If you want to do a better job of staying on top of your job search… go check out JibberJobber!


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Too old to get hired?

image One comment I hear often from people over 50 is that it’s very tough for them to get a new job because of their age.

When they aren’t getting a new job in the timeframe they hoped, the assumption is that some form of age discrimination is taking place.

That kind of thinking is reinforced by ads for “Just For Men” hair coloring, news stories I’ve seen of people getting plastic surgery to look younger for job interviews, or frequent advice I hear “experts” give to truncate your resume to the last 10 years so as not to give away your true age.

Are these things warranted? Is age discrimination dominant in the job market? If you are over 50… or over 60, are you doomed?

Short answer: NO!

You want more explanation? Sure…

I’ve been in the employment placement industry for over 23 years. In that time I’ve seen blatant discrimination, and I’ve seen real and dramatic changes in the market as well. I can definitely say that in today’s market age discrimination exists much more in people’s minds than in reality.

I’m not naive enough to say it never occurs anymore, and at times it can be difficult to discern if a decision was made based on age or other factors. However, I can point to several key things that demonstrate that age is not the brick wall many believe it is.

20 years ago, as a recruiter, there were many times I would get subtle, and not so subtle requests that were clearly formed out of age discrimination. Although I never accepted orders like that, it was obvious that their hiring objective was going to be slanted. Certainly it had been even much worse 30 or 40 years ago. Most of the legal protections and public lawsuits had already occurred by the mid-80’s. Legally, people already knew then, as now, that there was great potential liability in discriminatory practices.

Times have changed though, and in the last several years I’ve seen a real switch in perceptions and practices. Particularly once the dot-com bubble burst in 2000, there began a shift in most of my clients in what was more highly valued. During the boom times of the late 90’s, because of incredible growth for most companies, people were promoted and hired into senior roles at younger and younger ages. The need was there for leadership, and in so many cases, people that showed any potential were moved into leadership roles. Unfortunately, because of the lack of experience, a great many projects and initiatives were poorly managed right down the drain. As long as the market continued to grow, companies could afford to absorb those mis-steps and keep going. Once the bubble burst, 9/11 came along, and we plunged into a recession… there no longer was any such thing as ‘acceptable losses’.

Clients began to talk to me about needing someone that’s ‘been around the block a few times’. They wanted people that had ‘been there and done that’ when looking for a new project manager or business leader. They needed experience to be able to know how to look for speed bumps and how to successfully navigate around them. No longer were they looking for the 30 year old ‘up and comer’, but were much more interested in the 50 year old proven performer.

That has, in my experience, continued to this day. Of course it’s not universal, there are always exceptions and always will be. However, seeking solid, successful prior experience has become by far the norm rather than the exception. We are in an era where companies are no longer looking for a new hire that will stay with the organization for the next 20 or 30 years. In many cases, they feel fortunate if they can get someone for the next two. Someone that shows them that they will be a true asset for the next year or 2 will be far more attractive than someone that appears they will be a dead weight in the company for the next 10.

Although age is not the barrier it once was, being ‘old’ is! Being ‘old’ is a state of mind that can be as prevalent in 30 year olds as it is in 60 year olds. When a hiring manager is interviewing candidates, almost without exception they are attracted to someone that comes across as professional, humble, passionate, enthusiastic, technically and functionally current, coachable, and articulate. I have personally interviewed people well into their 60’s that exude all of these characteristics, and have interviewed many people in their 20’s and 30’s that exhibit hardly any. A burned out, or cynical 25 year old can come across as way too ‘old’ compared to a gray haired 60 year old that has a spark and desire for new opportunities.

There’s an instance where a hiring manager interviewed several people for a position. Two people in their 50’s that were both passed over each commented that they were sure it was because of their age. They each lamented the challenges they face because of ‘blatant’ age discrimination whenever they go to an interview. What they didn’t know is that the person that actually was hired for the role was nearly 60. It wasn’t their age that was hurting them, it was how ‘old’ they were.

There is an IT Business Analyst I know well that is nearly 65 years old. In the last several years he’s gotten caught up in a series of layoffs. Not due to his own fault, however, due to corporate mergers, cut backs, and reorganizations. Unfortunately, that is often the norm these days. He, however, has always been able to land a new position within a matter of weeks because as soon as anyone meets him, age never becomes an issue.

He networks constantly. He takes initiative in contacting people whenever he finds an attractive job opportunity. He presents himself with energy and enthusiasm. Although he’s all gray and balding, he dresses with well fitting, well pressed, professional, and up to date clothing. He expresses sincere interest in listening to others, to new ideas, and to different ways of doing things. He comes across as coachable and with a desire to succeed. Those are the characteristics any hiring manager is looking for in a new employee regardless of age.

So, if you are in your late 40’s, 50’s, or 60’s… what do you do?

Determine to set your own mind straight! Don’t allow yourself to wallow in excuses. Will you occasionally run into a situation where you are not chosen purely because of your age? Possibly. However, is that a company you would have really wanted to work at then? Move on to find another opportunity. Whether it’s challenges because of age, sex, disability, poor work history, or anything else… they can be overcome with the right attitude and extra effort. For every person that says they can’t get a job because of a particular challenge, there is someone else with the same situation that did get a job. Determine you will be an over-comer!

Take a look at how ‘old’ you might be! Whether you are 25 or 75 be honest with yourself as to how you may come across to others. Do you have a cocky attitude that says “I know more about this than you do”? Do you come across as inflexible or stuck in how you’ve ‘always done things’? Do you show enthusiasm for your career and opportunity? Do you listen effectively, or only want to tell? Do you show that you care about your professional appearance? Do you have a positive, optimistic attitude and outlook, or do you have a tendency to always point out why something may not work? The image you portray may make you appear too ‘old’ for any position. Be sure to present yourself in the best way you can.

Don’t allow the negative influence of others that are convinced they are being discriminated against because of their age affect you. Present a positive attitude, apply effective job search techniques, network relentlessly, and you too can land your next job soon!


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From Twitter, LinkedIn & Facebook to Face-To-Face

image Not long ago, I received an email from someone asking:

“I am in the midst of a horrible job hunt and have been for a while. Do you know of any online groups or support forums that can help me keep a schedule or talk about issues? I live in a small town and the local groups are more geared towards factory workers rather than professionals.”

Good question! Most larger metropolitan areas have a number of networking groups, professional or trade association meetings, or other resources available to help in your job search. A smaller community, however, can have real limitations. Online resources are incredibly valuable. However, whether you’re metro or rural, getting off-line and connecting face-to-face is critical to networking success. So what do you do?

Here are some ideas that may help!

TwellowTwitter can be a tremendous place to find contacts and get conversations going to network with people in your field, companies you’re interested in, and with people in your local area! Twellow is an excellent tool to find people in each of those categories. Once you are registered on Twellow, go the the “Twellowhood” tab to find people in your geographic area. Follow them, engage with them, and create opportunities to be helpful to each other. For more help of how to use Twellow and Twitter effectively read: Twitter for a Job Search… Really?

LinkedIn GroupsNaturally, LinkedIn is a tremendous resource for finding people at target companies and in your location. However, it can also be a great give-and-take networking resource through LinkedIn Groups. There are thousands of groups related to virtually any topic, location, or field that you can imagine. Search through the Groups Directory to find groups related to your career field, join, and engage with people on topics that can enhance your knowledge and provide potential job leads. Find groups related to your geographic area and discuss leads, issues, and ideas in your vicinity. Find groups related to job search and gain ideas, get help, and build relationships that can help in personal accountability during your search.

If you aren’t able to find a LinkedIn Group that’s local to you… start one! Anyone can initiate a group, then send invitations to others in your area that you find through a location People Search. If you’re interested in a local group, chances are many others are as well, and you would be developing a resource that helps you and serves many others at the same time.

FacebookWithout too much discussion… certainly all that applies to LinkedIn, works on Facebook as well. Although it can be more difficult on Facebook to figure out what kind of career people are in, you can find people locally, create groups, and perhaps refer them to your LinkedIn Group.

Take it off-line! – Finding appropriate contacts, making an introduction, and engaging online is a terrific way to connect with people that wasn’t possible even a few years ago. Social Media sites have been a ‘game-changer’ to a job search networking process. However, relationships, both personal and business, are still most effectively developed face-to-face.

Through Twitter, LinkedIn, and Facebook arrange a job networking event locally that can add value for everyone. Invite other job seekers, potential hiring managers, HR representatives from local companies, and recruiters. It shouldn’t be too difficult to find an appropriate facility for the event. A church, community center, YMCA, school, or hotel will likely be glad to offer their facility in order to be a helpful resource for jobseekers. Many companies encourage their Managers and HR Staff to participate in such events because of the good will it forms, the benefit to the community, and naturally, the ability to find valuable potential employees.

If you can identify enough people all in the same field or industry as you, it’s often quite effective to focus on people with similar backgrounds. Networking can be most effective with others in your field. When you have several people all seeking similar opportunities, potential contact and lead referrals are more targeted. A position that doesn’t fit one person may be a great fit for another. I recently heard a term I like for this: “Coopetition”. Cooperation + Competition = Coopetition! There are many benefits in networking with others in your field… not the least of which is seeing who your competition likely is at many of the interviews you go to!

Once you have a number of people, you can also arrange a weekly, bi-weekly, or monthly networking meeting to continue the sharing process. Your meetings can include sharing job search ideas. Perhaps bringing in speakers that can add expertise for you; often HR Pros or Recruiters can be good resources to be able to relate what works and what doesn’t when pursuing opportunities. Share contacts, leads, and company information.

Online tools are a great place to start, however, taking your efforts beyond the screen will make the difference to get you to your next job!


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Taking a Job Search Personally

image Riding the roller coaster of emotions in a job search can be emotionally draining! Even the most even keeled personality can often feel like the ups and downs of a search are affecting the positive attitude they are trying to maintain in the process.

Why?

Obviously because a job search is so personal!

Even professional sales people, who are used to handling frequent rejection in their jobs, are often deeply affected by inevitable rejections that come in the job search process. When you’re selling an external product or service, it’s easier to be objective and level headed when getting a ‘No Thanks’. When the product is yourself, it feels more like a rejection of who you are.

So what do you do?

Here are 3 things that can help…

Decide what makes you, you! Many people, when asked about who they are, lead off with their occupation (i.e. “I’m an Accountant” or “I’m a Carpenter”). When your occupation is what defines you most in your own mind, it can be devastating to your self-image when you’re unemployed. Even more so when you can’t seem to find someone willing to hire you in that occupation. Is your career really who you are?

Everyone wears multiple hats. Which ones really matter to you most? Perhaps you are a devoted husband, wife, father, or mother. Perhaps you’re a grateful son, daughter, follower of Christ, or child of God. Maybe you’re a loyal friend, a talented athlete, musician, or writer. What things define you outside of your employment? Your employment status doesn’t change your identity in those areas. Those are the things you need to recognize, define, and focus on.

If, in your mind, what you are primarily is your career, any rejections or setbacks in that career will throw you off track. Decide what really makes you, you.

Realize that it’s a business decision, not a personal one. Although a personal connection with a hiring manager and ‘chemistry’ certainly play a role in who they hire, the final decision ultimately is a business decision. They will hire the person with the best combination of relevant technical / functional skills, track record, attitude, communication skills, and personality that matches their culture. You may have had an interview that felt like it was a home run, however, you have no idea who the other candidates were. Someone else may have hit the ball out of the park. They don’t see it as being opposed to you personally, they are simply choosing who they viewed as the best fit. Understanding that helps you accept it as well.

Envision yourself as a Sales and Marketing professional! The more you realize that as a job seeker, you have a full-time job as a Sales person, you will approach your job search more professionally, more fervently, and more objectively. You are selling, and your products are the services you offer that fulfill a companies requirements and wants for a particular position.

If you view your product as external, you can approach the task with greater objectivity. Examine how you approach your ‘customers’ and what message you want them to grasp. If they don’t buy / hire you, it’s not against you personally, they just haven’t seen how you are the best solution for their need. It will make you a better candidate, as well as help you keep the right personal perspective when you understand your role, and that you are not necessarily THE solution for every open position.

Taking rejection too personally in a job search is natural, and yet can be a challenge when trying to maintain a positive attitude. Examining how you view yourself and your search can help you overcome the difficulties and help you achieve the success you are seeking.


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