Bail-out - Bail-In: A Real-World Work plan for Job Seekers! Pink-Slip Victims, Career Changers, Re-entry Candidates and Anyone Switching Fields or Looking for a New Corporate Role

Debra Feldman

"It's not just what you know or who you know but who knows what you know."

Are you trying to reinvent your career in these trying economic times? Have you recently been a victim of a restructuring, merger -- the recepient of a dreaded pink slip?

Welcome to a special Career Transition channel edition of Total Picture Radio with Peter Clayton reporting. We're delighted to have back with us today Debra Feldman, a nationally-recognized expert who designs and personally implements swift, strategic, and customized senior level executive job search campaigns. Debra is the JobWhiz.

Talking Points:

• Debra. there are a lot of industries imploding -- Citi just announced they're laying off over 50k more people. If you were at Citi, what would you do?
• In addition to financial services we can add retail, autos, real estate -- where and how can you find a healthy industry?
• Are there different strategies for those over 40? Over 50? god forbid, over 60?
• Probably the single most important piece of paper today is the resume. Give us some advice on resume writing.
• How about cover letters? Does anyone read them?
• How do advise your clients to develop personal marketing plans? What are the steps?
• Debra, there are over 40,000 internet job boards. Where does one start?
• What is the most effective way of using the Internet to conduct a job search?
• How about contacting executive recruiters who specialize in your industry or expertise?
• What steps can you use to narrow down a target market and target companies?
• How can you network into a company where you have no personal contacts?
• You've written about creating a value proposition. How does one create something that will stand out in a very crowded crowd of job seekers?
• We've talked in the past about strategies for getting past gate keepers and voice mail systems. In this environment it's probably even more difficult to get through to those elusive hiring managers. ou're a pro at this, are you finding it more difficult to get through?
• Which brings up an interesting question: is anyone hiring?
• We're coming into the dreaded holiday season. From Thanksgiving to after the new year, conventional wisdom says forget about trying to find a job. What's your experience?
• For those trying to re-enter the job market, what is a realistic time horizon? On average, how long will it take someone to find a job?

Who? trying to reinvent yourself for the new economic times? Comments on industries that are dying, dead or in distress- mortgage brokers, financial services, real estate development and sales especially hard hit.

Who else? - -coming out of retirement, re-entering the workforce,- dot com millionaires who•ve seen their wealth wiped out, just bored and had enough leisure and watching incompetent people ruin everything , those who can see this a an opportune time to get in again and have a meaningful impact, •temporarily retired who are see now is the time that they have to or should return to work and help out the family, just timing: finished a family or health leave and faced with an unwelcoming job market

What to do? Despite all the Internet based job search resources, personal connections still are the most potent method to source a new career challenge. It's not just what you know or who you know but who knows what you know. Incumbent on prospective candidates to attract the attention of appropriate decision makers : to be on their radar as openings in the organization surface, to be placed top of mind and viewed as a reliable solution, to be trusted and put on the inside track to leads about new jobs referred to them by their personal contacts

Networking? Yes! Not whether to network but how to Network Purposefully. Figure out who has hiring authority for the job you want and arrange to meet them- it's that simple and that difficult to achieve with everyone busy and wary of stranger's requests and effective corporate gatekeepers in the form of voice mail systems, human gatekeepers and automated resume screening systems.

How to Execute the Re-entry Plan?

Step One: create, then rank, a list of target companies, employers you want to learn about and may want to work for- conduct research, both online and interviews in the industry to get contact names, search in industry publications and news media, get help from research librarian • local and college/grad school •Conferences, presentations, letters to editor, trade pieces- reference these in your request to discuss mutual interests. "Polite Persistent Pings" - if you don't succeed and are not told to get lost outright, try try again. See previous program on Managing Gatekeepers.

Step Two- identify appropriate hiring decision manager, not HR- and ideally find mutual contact to recommend you or arrange a personal sponsored introduction.

Step Three- Prepare a unique value proposition differentiating you from potential competitors by demonstrating your talent and ability to solve problems, add to bottom line, etc without learning curve and no risk to employer. Anticipate barriers, obstacles, push back from employers and be prepared to eliminate, reduce or neutralize negative impact.

Step Four: Tailor verbal and written marketing documents to communicate consistent message- your expertise, you are the go-to resource, focus on relevant accomplishments to command attention and respect- be remarkable not just good enough.

Step Five: once connected, follow up- "Polite Persistent Pings" - don't expect anyone to remember you, the onus is on the candidate to keep in touch, to maintain networking connections, to be positioned to learn about restructurings, vacancies, acquisitions, expansions, new ventures, possible alliances before new jobs are officially advertised • have a job created just for you vs fitting into narrow selection criteria

Special needs/ challenges for these candidates- Prove possession of applicable, required and desirable skills and knowledge.

Overcome credibility and trust issues- interpersonal chemistry and expert talent demonstrated by examples, show don't tell method.

Extremely unlikely to be selected by routine resume screening process: need a human champion, cultivate relationships and be prepared to be generous offering assistance to prove your sincerity and abilities.

Networking and personal connections are likely the only way to get a chance — unless an industry or company sees value in recruiting an outsider into their ranks — like need to know print to sell new media- which is not the case but value selling is more universal as are good editing or writing skills.

HIDDEN JOB MARKET SECRETS
Getting Back into the Game: It's All about Connections
It's not Only What and Who You Know, but Who Knows What You Know
Practical Tips for Executives Re-entering the Job Market Today

By Debra Feldman, the JobWhiz
Your Executive Ascent • Personally Delivered. Swift, Discreet, Guaranteed.

The game is new for senior level executives returning to the job market. Today's environment is not always welcoming for even the most successful, passionate, capable and proven individuals. There's a frustrating disconnect between their expectations as candidates and employment opportunities. Networks that were once the source of lucrative deal options and secretive networking inquiries are not delivering good leads. They are stumped for the first time in their careers by challenges that were never a problem.

To be competitive returnees have some unique challenges, not the least of which is the gap in their employment history. The first step is often getting past computerized or human gatekeepers. One of the reasons why re-entry candidates face a daunting job search is that companies and search firms use automated candidate screening and recruitment processes to triage applications and resume submissions. These computerized systems don't accommodate for and can't appreciate exceptions so that re-entry prospects may be eliminated before any human actually evaluates their application. Given the obvious employment gap, re-entry candidates will rarely be included among a short list of candidates matching an employer's ideal requirements.

How will they get from where they are now to where they want to be next? The preferred job search method is the same as ever: connections. Networking is the means to a swift, successful landing. However, their once reliable contacts have lost their value or left the field. Freshly minted re-entry candidates rarely fit the perfect candidate descriptions listed in advertised job postings. Rarely are these under-the-radar candidates sought out by search consultants or recruiters to fill openings for exacting corporate clients.

Jumpstarting their search campaigns requires designing and purposefully creating a new network of relationships. In today's competitive and risk-adverse job market, networking purposefully is the solution to find a new position that matches the candidate•s requirements for personal, professional and financial rewards. The critical element for success is getting attention now and then being remembered by hiring decision makers affiliated with appropriate opportunities. Candidates have to carve a direct path to senior management and then present a remarkable and memorable value proposition fostering a meaningful dialogue about mutual interests.

An effective technique for boosting a candidate's potential is having an inside contact at the company personally usher a candidate through the corporate maze. The prospective employee needs to convey to this intermediary their unique value contribution and encourage this contact to champion their interest up the ladder to a hiring decision maker, not just HR. A personal recommendation goes a long way to grab attention. Then it is incumbent on the candidate to follow up personally and interact directly to nurture a relationship with the hiring authority to develop trust and prove ability.

Too often, networking contacts are inaccurately valued as isolated interactions. In fact, networking is about relationships, not only a transaction targeted to a single position. Beyond an immediate job offer, a positive impression might yield still more networking referrals that will produce more potential job leads. Think of each contact as exponentially increasing a candidate's reach to hiring decision makers and new career opportunities. Networking has multiple benefits for prospective candidates: getting up to date on the industry, developing influential relationships, acquiring insights from the employer's perspective and gaining knowledge to focus on target employers most likely to be interested in them.

Just attracting a hiring decision maker is not enough, staying top of mind is just as important because organizations are dynamic and new opportunities result from restructuring, vacancies, retirements, etc. With constant patience and persistence continuously developing and nurturing key networking relationships with contacts affiliated with target companies is the surest way to find a job. For candidates with a break on their resumes, personalized introductions explain unusual circumstances and pave the way for meaningful dialogues with prospective employers.

After getting comfortable with a candidate's abilities, the employer may decide that the formerly imperfect prospect can be a great employee for an opening or they may create a new job just for this individual. Notably, the ideal candidate and the ideal employee may be different. Only the hiring decision maker can bend the requirements, reorganize resources and do what it takes to make an offer. That's why connecting with the appropriate inside authority is key to generating a new career opportunity, whether a job is advertised or part of the hidden job market.

For re-entry candidates, here are some tips to accelerate job search progress.

• Differentiate and specialize within a niche expertise to attract more attention. Trying to be something to everyone often results in being nothing to anyone. Illustrate capabilities with concrete solution examples. Support extraordinary skills and talent with compelling achievements overcoming sizable challenges. • Target specific industry niche employers able to appreciate your background and recognize complementary background and qualifications.
• Put skin in the game Show confidence in your anticipated ability to deliver with a heavy portion of performance-dependent compensation.
• Show. Don't tell. Unmistakably prove expected/required strengths to persuade decision makers. Voluntarily prepare presentations, white papers, garner support from references, etc. Increase visibility and credibility: publish, comment on blogs, post on listservs and forums, attend and present at conferences.
• Initiate contacts and stay connected. Identify key players, obtain recommendations about who you need to know, research speakers trade publications and online resources then connect with current industry thought leaders. Cultivate relationships that are likely to generate job leads, increase credibility and provide future mentoring.
• Communicate your value with consistent messaging. Resumes, bios, online profiles, quotes must all tell employers about your potential contribution reinforcing your trustworthiness and highlighting your strengths. Demonstrate that you are the first choice, go-to expert.
• Connect with "insiders," individuals affiliated with target employers - the best way to be one of the first to learn about and be presented for an unadvertised opportunity.
• Be bold. Be persistent. Network Purposefully to make new contacts designed to enhance job searching results. Networking is about relationships not single-use and then forgotten transactions.
• Think positively. Job search is a marathon not a sprint. Candidates should be screening prospective challenges as carefully as employers investigate new team members.
• Give back. Make introductions when you see synergy. Contribute advice, help and counsel before being asked. Networking is not just for job searching.
• Initiate contact directly with hiring decision makers. Call outside typical business hours. Use snail mail creatively to attract attention. Leave enticing voice mail messages communicating what is in it for the employer. Leave them thinking that not returning the call would be risky behavior.
• Follow up on connections. Be courteous and respectful while persevering leads to new opportunities. If you are not persistent some one who does follow through is likely to get the job offer that is perfect for you.

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