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The Career Accelerator Program - Bob Prosen

How to Get the Job You Really Want. A Real World Approach.

Bob Prosen Career Strategy Interview on TotalPicture RadioBob Prosen

"At the beginning of the day, it's all about possibilities. At the end of the day, It's all about results."

"If you're going to get the job that you want, you have to speak the language of the hiring manager. That may sound simple but it actually takes a lot of thought. The hiring manager only hires people for one reason, and I want everybody to truly get this because once you decode this in your mind, you know exactly what to go and do." Bob Prosen

Are you spending countless hours looking for a job? Perhaps you are looking to switch careers but don't know how to get started? With so many people applying for jobs online, what you need to be successful is a comprehensive strategy, and a method for differentiating yourself. You don't want to be just another résumé in a mountain of résumés and expect a hiring manager or recruiter to find it -- and go 'wow'.

Hi this is Peter Clayton with a special Career Strategy Channel podcast on TotalPicture Radio. I know I'm somewhat of a broken record on this topic, but clicking the button to submit your resume to an online job posting is sort of like playing the lottery, with about the same odds. I clicked on a job ad posted on LinkedIn yesterday. There was a little icon that said "hot" - the ad had been online for just a few hours and had over 200 résumé submissions. At least LinkedIn lets you know how many people have applied - but this is an online cattle call!

Joining me today with a real solution to finding your next job - called The Career Accelerator Program is Bob Prosen, an expert in business leadership, management programs and career development. Bob is a frequent expert commentator for MSNBC and Fox News. 

With Bob's Career Accelerator Program, you'll gain access to videos and research material Bob created that, according to Prosen, will "show you how to get the job you want - or the job you really need." Now, I've personally gone through the Career Accelerator Program and I can tell you it is very comprehensive, offering step-by-step strategies that will position you to get the attention of hiring managers! What this is not, however is some 'magic formula to quick and easy results.'

As far as I know those don't exist.

Bob Prosen Career Accelerator - TotalPicture Radio Transcript

Hi. This is Peter Clayton with a Special Career Strategy Channel Podcast here on TotalPicture Radio. Are you spending countless hours looking for a job or are you looking to switch careers but don't know how to get started? There are so many people applying for jobs online, what you need to be successful is a comprehensive strategy and a method for differentiating yourself. You can't just be another résumé in that mountain of résumés and expect that hiring manager or recruiter to find it and go "Wow." I know I'm somewhat of a broken record on this topic but clicking the button to submit your résumé to an online job posting is sort of like playing the lottery with about the same odds.

Joining me today with a real solution called the Career Accelerator Program which you can find at is Bob Prosen, an expert in business leadership, management programs and career development. Bob is a frequent expert commentator for MSNBC and Fox News and you'll find him on

With the Career Accelerator Program you gain access to videos Bob created that show you how to get the job you want or the job you really need. Now I've personally gone through the Career Accelerator Program and I can tell you it's very comprehensive, offering step by step strategies that will position you to get noticed and get hired. What this is not, however, is some magic formula to quick and easy results because as far as I know those really don't exist.

Bob Prosen welcome back to TotalPicture Radio.

Bob: Hey Peter, it's good to be with you.

Peter: It's great to be with you again as well. Let's jump in where I left off. There's really no quick and easy way to get a good job offer, the job you dream of landing. It takes a lot of hard work and focus and commitment.

Bob: It absolutely does and anyone who believes that they could jump into this and within a week or two land that perfect job is really just naïve. Let's face it, it's a business finding a job. It's not unlike trying to lose weight; you need a plan and without a plan and a strategy and you're willing to put some time into this, then I guess you could just use the traditional way of doing things which is just put your résumé out there to hundreds of different opportunities and hope that you get one which to me, particularly in today's economy, it just doesn't work.

Peter: Fortunately what is easy, Bob, is finding quality information online if you know where to look and you provide numerous links for research as well as little known resources for developing the marketing tools you need for the program. Can you tell us a little bit about that?

Bob: Yeah I'd be happy to, Peter. I developed a program called the Career Accelerator, and it's meant for those who are serious about changing jobs as you mentioned earlier. It's either about changing careers; it's if you're out of work and you need to find work, if you're a college senior ready to graduate how do you navigate this market and literally find the position you love. I think its' critical to work in an area that you're passionate about.

Now not everybody has that choice but most people given that choice, would certainly take it but you need a set of tools, a step by step blueprint to let you do that. How do you stand out in front of everybody else and get that hiring manager to say "Bob, I like what I'm seeing. I want to speak with you. I want to interview you. You've presented information to me in such a unique way that I'm compelled just to meet you." And let's face it, if we're any good at what we're doing when we get that opportunity to sit down or even over the phone to meet these people that we've targeted using this marketing plan that I developed that's highly specialized to the individual that you're trying to go to work for. They're going to want to sit down with you because you're providing them this information that's making their job a lot easier.

Peter: A key component of your program is that participants of the Career Accelerator Program developed, as you were saying, this really comprehensive and targeted marketing campaign using the tools you've developed. Is that correct?

Bob: Yes. It's a step by step plan. What I first start with is defining what it is that you do best and that takes a little bit of time. What are your real skills and how are you going to use those skills and convert them into the language that the employer that you're targeting actually speaks. That language is called a job title and a position description, but you've got to convert your skills into a known job title that that employer relates to and I teach people how to go and do that.

Once that's done, we have to now build your campaign. The campaign is all centered around providing information in various formats to the manager you want to work for, that's the hiring manager not HR, you want to work for that person and over time, I teach people how to provide important relative information to that hiring manager using various tools, whether it be the internet, articles, videos on how to get salient information to them where they're wondering "Why am I getting all this great information for free? Who is this person that's providing this to me?" And then at the right time we ask for an opportunity to speak with them and every time that's done, you will get an opportunity to speak with that hiring manager.

Peter: That's a really great approach I think. As I mentioned in the introduction, I've gone through this program. So in addition to the videos, there are a number of printouts available, including a detailed outline giving the participants and overview of how the entire Career Accelerator Program works and the steps you need to take.

Bob: I don't want to leave anything for chance. So those who have used the program have told me that having that step by step - and I call it a mind map that I've built for people - that says here you are, you're starting your job search, what do you do first? What comes after that? It literally is laid out step by step. In the videos where I'm teaching each step, I go into detail explaining how to actually do the steps.

So not only do you see it visually in this mind map and you can see how you get from one place to the next and ultimately get the job you want, I explain to you everything you need to do to complete a single step and how that step feeds into the next.

So this isn't any theory. It clearly is tactics step by step that I've developed from a, let's face it, a CEO's perspective having been one; what do we want as CEOs, and I literally walk you through this and you have such confidence because you know that what I'm teaching you works for many others and all you have to do is have the passion and desire to follow through.

Peter: The top of this mind map that you're speaking about, Bob, has target companies. That's a pretty obvious strategy that many people espouse but the way you approach this task is very unusual.

Bob: Yes. A lot of people think that your target company has to be somebody or some company that is hiring right now and that's a myth. I believe your target company is a company that demonstrates the kind of environment that you first want to work in. So you figuring out what's important to you. Who do you want to work for? What type of company? How do they treat their people?

We get the classic stuff, the benefits and all that but it's much deeper than that because we want to be part of an organization where we're going to be able to stay for a long time. Who knows, this relationship we want to go on for in perpetuity if it were perfect and we can continue to get advancement and be challenged our entire career with them. So let's pick these companies as diligently as possible.

One of the things I love to do when I pick companies is not even worry about them having an opening. It's irrelevant even if they have a job that's posted. We want to apply to the companies that we want to work for and by using this program to make that happen and targeting the hiring manager in those companies again, whether or not they have an opening posted, it's a perfect way to get in front of the companies you want to work for and ultimately, even if they didn't have a job right now, sometimes they'll create that job for you because of this approach of the Career Accelerator Program or they put you in this special category called 'as soon as we have a job opening we're going to call you back' and that's a perfect place to be.

Peter: I want to have you expand on this a little bit because you have this entire segment and research required to identify specific company problems and this is a really long list. Why do you do this and what are the benefits to the jobseeker?

Bob: Peter, this is arguably the most important part of the program. If you're going to differentiate yourself amidst all of the people trying to get the same position you're going after, and some of those positions are not even advertised and only the inside people get a shot at this. If you're going to get the job that you want, you have to speak the language of the hiring manager. That may sound simple but it actually takes a lot of thought. The hiring manager only hires people for one reason, and I want everybody to truly get this because once you decode this in your mind, you know exactly what to go and do.

Hiring managers hire people to solve problems. What kind of problems? These are business problems, things that they're challenged with everyday, and a problem could be positive. It could be something like excessive growth and they're trying to incorporate that or they've merged with another company and they're trying to find more effective ways of bringing that new business to market. I teach people how to find these business problems that that hiring manager is facing and appeal to those problems in ways that they've never seen before, which is offering them solutions to those problems, Peter.

Peter: I want to have you to our listeners to give them one of the real takeaways for me and an essence of your program is you recommend when making a first contact with a target company, you do so not as a jobseeker.

Bob: Yes. So we know that the company that we want to work for has a hiring manager, we identified that hiring manager, I teach people how to figure out the problems that hiring manager is facing and the contacts that we make throughout the Career Accelerator Program. This is very unique and why it's so powerful and why it works is that we approach that hiring manager not as a candidate looking for a job.

Now that may sound odd but we never ask for a job. We don't position our self as the person for them to hire. Rather, we're positioning our self as somebody who provides answers to the business problems that they're having. And by doing that over a sequence and the Career Accelerator lays out the sequence of what you present to the hiring manager, how often you get in front of them with this problem solving information, doing this over a period of time allows you to develop a relationship. That relationship at some point - and I teach it in the program - you can convert it into the opportunity to meet or speak with that person.

Let's face it, if somebody is providing you great information to make your job easier, what do you think the chances are of you spending at least a phone call with this person several weeks down the line after they have helped you and never have asked for a job? The probability is very high that you're going to meet with this person, and that's exactly what the Career Accelerator Program teaches you.

Peter: I think that's such a great approach. Think about this for a second, listeners; you're talking to a hiring manager and instead of saying "Do you have any job openings?" the typical line; you're coming at them with "Look, I've done a lot of research on your company and I think doing A, B and C can really help your organization." I mean what a different approach?

Bob: It's incredibly different. I did this with an architectural engineering professional who wanted to move from Texas to California and absolutely had no contacts there. She's got no relationships there. She just got married and moved out there with her husband and needed to find a job.

In California over the last five years, construction has really come to a halt like it has in a lot of places and because of that, most of the architectural engineering firms have either cut their staff in half or unfortunately have gone out of business. She was struggling on how to compete with all of these unemployed architects who are willing to go to work for a lot less salary than they left these firms for.

I taught her how to use this program and more importantly, how to find the problems that the top five architecture firms she wanted to work for, the problems that they had. Once she found those problems, she built her campaign to address those problems. Within 30 to 45 days she was having interviews and ultimately got a job offer within two months. Isn't that incredible?

Peter: That really is. Back to your point, in a market that's really struggling within that particular profession.

Bob: Not only that, The New York Times came out with an article about the same time she was doing this that said the number one worst profession to pursue out of school is architectural engineering, and she defied all those odds and got a great job. As a matter of fact, she contacted me a couple of months ago; she has since gotten a raise and a big bonus. How cool is that?

Peter: When we spoke earlier I know that you've been working with some college seniors who are just about to graduate. Obviously they have a different approach that they need to take versus an experienced hire when going through something like this Career Accelerator Program. So how do you differentiate yourself as somebody who's just getting out of school and maybe just on some internships?

Bob: That's a great question, and I think everybody realizes that if we just kept up with the news that 50% of the young adults that are graduating are not getting jobs and almost 70% of them are moving back home. It's a very difficult environment for recent college grads. I open the program up to about 10 college seniors to go through this and they're making incredible progress. In fact, this morning I received 4 preliminary videos that this one college student is making to work for one of the top retail merchandisers in the country, and I was blown away on how well she used the program to communicate value and never sell herself.

I teach these college students how to deal with career fairs in a way that nobody teaches them, so that when they go into that career fair, they leave the targeted company that they want to work for an impression that causes them to definitely get a call back in an interview and it's working time after time after time. It's teaching college students how to act like a professional in a way that they're never taught to act like. In fact, unfortunately the career placement bureaus within the colleges don't understand this either.

I've decoded the whole process, and these college students are finding more opportunities than you can imagine and they're applying for those jobs in a unique way. Two of them have since gotten a position.

Peter: That's fantastic. I would imagine that some of the listeners to this show right now are on your website,, and there are some bullet points there, some call outs that I'd like to have you tell us about. You say those participating in the Career Accelerator Program will learn first of all, the single most important reason why companies hire and how to use that information to get the job you want and I think we might be repeating our selves a little bit here, Bob, in talking about the problem solution.

Bob: That's exactly right and it's worth repeating, Peter, because I'm not sure everybody gets it. If we say it several times I know our listeners today are going to say "I get it. Now how do I use it?"

The single most important reason, again, that people hire - and this is across the board folks, no matter what company you're applying for - they hire because they need to solve a set of challenges or problems that they're faced with. If they didn't have any of those problems or challenges they certainly wouldn't hire anybody. They're not going to go and spend the money and increase their payroll for the sake of doing it. They're only doing it because they need to bring people on who can solve the problems, and here's the key, faster and better than the hiring manager could do on his own or her own. Therefore, you have to come in and show them how to do it where you take something off their plate and make their life better.

Peter: So is that really what hiring managers want most?

Bob: There is no doubt that's what hiring managers want most. How do I know this? Well Peter, as you know, I get in front of hundreds of business leaders, CEOs and senior executives, every single month and when I'm in front of them doing my business I also talk to them about the Career Accelerator Program and I do this for one specific reason. I want to test it all the time and make sure that what I'm teaching people who go through the program is exactly what business leaders want when they're hiring people.

I'm forever dialing that in and make sure that it's very tight. Every time I present the program to a T, the people in the audience after they see it, they said they wished that people would apply for jobs that way because if they did, they would at least get the interview and most likely get hired.

Peter: Again, I think we might be repeating ourselves a little bit here but talk to us about this bullet point how to position your self as an expert companies absolutely must hire.

Bob: There's a great way to do this and let me give you, for instance, with this architectural engineer because I think examples are a lot more powerful. I asked this person to just start looking on the internet for the top problems (sounds pretty basic)... the top problems that architectural engineering firms are facing and guess what? They're actually listed. So if you could get current, you've got to check your dates and make sure that they're current problems and not problems of five years ago.

Once you understand what those are, now what you're going to do is build solutions and these solutions are a combination of white papers, emails, videos and articles that specifically address those problems that we found through our research and we're going to target the hiring mangers. I even teach people how to figure out who the hiring manager is by name. We're going to target that hiring manager and use various delivery methods to get the information that we've built to that person in a defined a way over a defined period of time with specific follow up and that campaign gets people hired well before they have to complete the campaign. Many people are getting hired just halfway through the campaign because of the attraction that it creates with the hiring manager.

Peter: One of the things I'd like to highlight in what you just said is part of this program you train people on how to do videos and again this is very unusual, I've never seen this in any kind of career program before. I just went out recently and bought this little Logitech web cam. It was under $100. The quality of these things now, Bob, are amazing. The quality is stunning.

Bob: It really is and particularly for those who are, well let's break into two groups, Peter. We've got the generation of the 50+ age and we've got the under 50 age and it seems like everybody under that magic line there is certainly not inhibited or intimidated at all with technology. Whereas some of the folks that have been around a little bit, they freak out when you say make a video. They just think it's so complex. It's so easy these days to do this.

Anybody that owns a Mac for sure knows that you've got it built in to your laptop. Other computers you can add it like you have if it's not already built in. If you've got an iPhone or you've got a Galaxy, anything that has a video camera - those are all 1080P HD and I walk everyone through, as you said, how to actually use that camera step by step and how to build your video using that technology which is inexpensive. Most people already own it and how to convert your video into an informational solution video that you can deliver to your hiring manager.

Peter: I think it's really important that people pay attention to this whole video thing because more and more companies today are using video interviews as part of their hiring process. Before they bring you into to the company, they're going to want to do a video interview with you. So having the ability to present yourself well on camera and practicing the techniques that you teach, I think, are really important.

Bob: They're critical. In fact, the young lady today who sent me her final four for me to take a look at, because I like to mentor people through the program, and I actually give them a lot of my time but at a minimum an hour of free mentoring and consulting with anybody in the program. I'm helping her because she narrowed it down to four takes of this video. So she's taking it multiple, multiple times and she said "Take a look at these final four and let me know what you think."

I'm editing her approach, not her content. I'm editing her approach so that she can even make them better a little bit later today and then send them off. Do not be intimidated by video, not at all. Now here's the flip side, not goofy either. We're not talking about your hobbies and some silliness. We're talking about business issues.

So get your head on right when you do this because your video represents you and you have to be talking about the kinds of issues that hold the person's attention and what will hold their attention is how can you help them solve these set of business problems and I focus, folks, on doing that and being very concise on their video so every word matters and it captivates the person who's listening and watching it and allows them to open the door to receive additional information from you.

Peter: One more bullet point that I would like you to discuss with us today - how to identify your strengths and expertise to zero in on the perfect job. You know Bob, this kind of sounds basic and simple but as you present it in your program, it's very intensive and gets into a lot of detail.

Bob: It absolutely does and let's face it, if we don't start off knowing what it is that we're really good at and trying to position our self to use those strengths that we have then we're going to be unhappy and the employer will be unhappy too because we're not going to be giving it our best.

Now this is whether you're a seasoned executive who's been out of work for a few months or you're looking to change jobs. You might think you've got this nailed and maybe you do but many people still don't. Those that are new to the job market clearly don't have this figured out. College grads struggle with this quite a bit to figure it out because they're not taught these things. So this addresses the whole array of people no matter where you are in your career - beginning career, middle of your career, maybe you're 50+ and you're trying to get back into the workforce.

What I want you to do is write down the things that you're really good at doing and be very specific as to what those things are. In fact if you're not sure what those things are, ask people who you know, who you trust. These are people you've associated with. Have them send you an email as to if they had to describe you what would they say are your best strengths. Take all this information and digest it, prioritize it. Once you figure out what those strengths are, then what I want you to do is go and look at position descriptions - not job ads, position descriptions, where they're outlining what functions are performed inside of these particular jobs.

Those functions should align with your strength. If you're reading those positions and you say "Oh I can't do that or I don't want to do that," then clearly that's not the position for you. Now that you know your strengths, you're going to look for those as a requirement in those jobs. Those are the jobs you want to go after and you don't just go after that job; you go after the job specific, the title because that job title, that position title is what hiring managers hire. They don't hire people with great people skills, great communication skills and team building skills. They hire project managers. They hire directors. They hire salespeople. They hire specific titles and inside of those titles are those skills.

Peter: I think this is so important because as you know, Bob, a lot of jobseekers out there, especially people who may have been out of work for six months or a year get desperate and they say "Well I'm willing to entertain anything," and that is absolutely the wrong approach.

Bob: I think it's completely wrong but I do understand the desperation.

Peter: Oh absolutely yeah.

Bob: You've got bills to pay. You've got a lot of obligations in life. If you're going to take something temporarily I get it, and that's fine but you should always be working in the background to get the job you really want. If you've got to take something in the interim just to get you through, you've got to do what you've got to do. But in the background, in the evenings, on your weekends, on time off, you use this program to zero in on the job you really want because that's the best thing for you personally.

You've got to look out for number one here. Employers are looking out for themselves, you need to look out for your self. I want you to focus on what you want to do long term because once you get in the position like that, you're so much happier. You're going to give it all you can possibly give. You're going to go home at night feeling great about your contribution to the business and the person you work for is going to be incredibly happy that they hired you.

Peter: One last question for you, Bob, and I certainly hope that a number of people who are listening to this podcast are really interested in what you're doing with this Career Accelerator Program. Is there a try before you buy option with this?

Bob: Actually there is and I'm a believer in using my own marketing techniques for my own programs. So as I tell people who are looking for a job, to offer things for free and that generally freaks people out. But when we're solving problems for prospective employers, we're providing information for free and yes that has some risks. What's the risk? The risk is they won't hire you. Okay. But face it; it increases your odds tremendously.

So I use a similar approach in the Career Accelerator Program. If you go to you can download and watch a couple of my videos that are part of this program, they're not some other video, they're part of the Career Accelerator Program. You can watch them for free. You can use the information to your advantage. You can download the strengths and expertise template. You can download that for free. I give you a lot of information.

If after you've got that information that's all you need to go get your job, go get your job. But if you like what I've given you and you decide hey, I need more of this. I want to see all 12 steps of the program, then you have the option to participate. So either way is fine with me. My goal is to make sure you get the job you love.

Peter: Bob, thank you so much for taking time to speak with us again here on TotalPicture Radio. It's always great to have an opportunity to catch up with you.

Bob: Thanks, Peter, for the opportunity.

Bob Prosen is a well-known profit, leadership and management strategist, the author of the best-selling book Kiss Theory Goodbye and developer of the Career Accelerator Program. You can connect with Bob on Facebook, Twitter and YouTube and remember, you can access videos from the Career Accelerator Program at no cost on

This is Peter Clayton. You can follow me on Twitter @peterclayton, TotalPicture Radio @totalpicture. Join my network on LinkedIn. I'm always happy to connect with TPR listeners. Subscribe to our newsletter on and subscribe to TotalPicture Radio on iTunes and Stitcher Radio.

One more thing we really appreciate your thoughts and comments on today's program. Visit Bob's feature page in the Career Strategy Channel of TotalPicture Radio and let us...

Peter Clayton

About Peter Clayton

Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.


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