Do You Need A Job Search Coach? A Seven-Step Checklist To Find Out

Mary Elizabeth Bradford

Do you need a job search coach? That’s the focus of our discussion today. I wanted to approach this topic with Mary Elizabeth for two reasons. One - there are a lot of people who've lost their jobs who've never been in this position before and don’t know where to start. Two - I want to help people understand how to go about selecting and evaluating a coach. Give the recession, and record high unemployment rates, you'll find there are many unscrupulous people preying on the fears, desperation, and isolation many job seekers experience: Facing weeks, if not months of unemployment.

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New! transcript of Mary Elizabeth's podcast. Read more!

Questions for Mary Elizabeth Bradford
So Mary Elizabeth, lets talk a little about coaching in general – this seems to be a big buzzword. There seems to be coaches for everyone these days – what’s the allure with coaching?

Mary Elizabeth's Seven-Point Checklist:

1. If a job seeker is applying for jobs using internet job boards with little or no results 2. If a jobseeker wants to change industries but doesn’t know where to start
3. if a jobseeker is unsure about how to identify their best target market
4. if a jobseeker finds themselves frustrated when it comes to tapping into the hidden job market
5. if a jobseeker is confused about why they aren’t getting results in their job search (resume? Methods etc…)
6. If social networking is a big mystery…
7. if a jobseeker doesn’t know how to handle potential challenges such as a spotty job history, quantifiable achievements, age etc..

Interview Transcript:

Welcome to a career transition podcast on Total Picture Radio. This is Peter Clayton reporting.

I’m delighted to have back on the show Mary Elizabeth Bradford, author, speaker, internationally certified advanced resume writer and internationally certified master director. You’ll find our interview titled Recession Busting Job Search Strategies in the Success Strategies Channel of Total Picture Radio.

Mary Elizabeth, welcome back.

Mary Elizabeth: Thanks, Peter. Thanks so much for having me back on.

Peter: Do you need a job search coach? That’s the focus of our discussion today, and I wanted to approach this topic with Mary Elizabeth for two reasons. One, there are a lot of people who have lost their jobs who have never been in this position before of having to look for work and don’t know where to start. Secondly, there are a lot of people out there who are really praying on fears and desperation of many job seekers and I want you to understand what you need to do and how you need to vet a coach if you decide to take that route.

Mary Elizabeth, let’s talk a little bit about coaching in general. This seems to be a big buzzword these days.

Mary Elizabeth: Absolutely. First of all, just a couple of quick things. To add to your very gracious intro, it’s actually Master Career Director, just so we don’t confuse anybody from Career Directors International. Of course, the advantage that I’m coming from is a job search coach and I’m really glad that you wanted to also discuss the unscrupulous behavior of some companies out there because on the job seekers side what happens is – let’s pretend I’m a job seeker. For whatever reason, let’s say I’ve just quit my job or I’ve just lost my job; I’m looking for a job. Of course, the first place I’m going to go is the internet. And here come just a waterfall of options that are going to very quickly leave me overwhelmed. No different than, let’s say, I’m going to into business for myself. I’m going into a small business, what do I need?

So I start looking on the internet, I have a host of options, maybe some good, some bad, how do I tell where am I going to get my baseline of perspective on this so I can make sound rational decisions on what’s best for me. A job search coach can help with that and just to address, right off the bat, your concerns in terms of getting job seekers the right information.

What I recommend professionally is that the best thing that a job seeker can do is begin by – and of course, there is no 100% guarantee – but a good step forward is to begin with the good gold standard career association, such as Career Directors International, which I’ve been involved with for many years. They’re a very, very solid and highly reputable organization filled with career coaches, resume writers, recruiters, HR experts, etc. And then the other good one is Career Management Alliance. I’ve been less involved with them over the years, but you probably know both of the associations, Peter. Two good places to start, and they have drop down menus for job seekers.

So it’s very intuitive, you go there, it says are you a job seeker, what are you looking for, and they have a list there of credentialed experts in different capacities.

Peter: To your point, no one can guarantee that they will find you a job that matches your qualifications. And those who promote these schemes usually require a very healthy upfront fee, so that’s your first indication that something is a little bit wacky if somebody is saying to you give me $5000 and I’ll find you a job; you know you’ve got a problem.

Mary Elizabeth: There are career coaches that command $250-$350 an up/hour. I’m in that range. There are business coaches that command $10,000 just to spend a day with them, or $50,000 to work with them.

So I would say even more than the money, of course, look at the person’s reputation because in many instances you get what you pay for. But the key that you said, Peter, that is a big red flag is “I’m going to find you a job.” No one can guarantee you a job because even if you were to hire… and there are a handful of them out there as you know, Peter, like a talent agent that will say, “Yeah, I’ll work with you like a talent agent.” Now, they come at a very steep price but again, it can be a tremendous payoff for people that are in a position to invest in something like that for their careers. The key is that guarantee is that everybody has to go in with their eyes wide open.

A coach is somebody that can’t guarantee that somebody is going to win a gold medal, but the top achievers use coaches all the time in sports, in business, and in job searching because professionals know that a good coach can reveal possibilities and raise their awareness about what’s possible.

Another beautiful thing about coaches is that it doesn’t really matter what level you’re at; the question would be are you ready for somebody to meet you where you’re at, to help you overcome your challenges and increase your performance so you can move forward.

Now, the opposite of that would be let’s take job searching. Let’s take something like an industry change or somebody knows that they want to move up market, get a bigger position. They know they should be commanding more money, but they don’t know how to go about doing these things for themselves. If they don’t have somebody helping them, they can quickly get deflated out there in the job market and all of a sudden because their confidence is shattered, they don’t understand the marketing numbers and how much they have to do to get a certain amount of response, all of a sudden now they’re settling for much less than they know that they deserve and right there, that’s a big thing.

So I think the acid test is you can never go wrong by investing in yourself and investing in your career. It’s always going to payoff and not just for job searching, of course, it’s for everything – for business, for sports; it’s just this is how the coaching relationship works. It can be an extremely rewarding and extremely lucrative way of helping a job seeker get out of their comfort zone, go there with somebody else who is more knowledgeable, more experienced that can show them the tools and resources they need, so they have the confidence, and the ability, and the project management to actually meet and reach their goals.

Peter: Here are some things that you’ve mentioned that certainly resonate with me. Anyone today who is looking to do a career transition, I think those folks for sure would benefit from having someone like yourself work with them because even in a good job market, it’s difficult to make career transitions and in this market, it is really difficult. Anyone who has been out of the job search market for a couple of years, I mean, this is a different environment and there are different tools, especially with social networks now and ways that you approach a job search and spending all day doing nothing but sitting on those job boards is not going to get you a job in this market.

Mary Elizabeth: That’s right, and that’s what most people will gravitate towards because it seems like, well it’s a system, right? I mean, you do this and then this happens. That’s the progression that it’s supposed to go in but as you know, we’re looking at less than 1% return on major job boards and maybe slightly higher for the lesser job boards, the paid job boards. So figuring out how to tap into the “hidden job market” using what some call gorilla marketing strategies is really vital to somebody’s success. The beauty here, again, is that you can take these skills that you learn and build a foundation for your whole career. So you learn them once and you use them over and over again, but every professional out there owes it to themselves to understand that the job boards, for the most par, with few exceptions, they just don’t work. You’ve got to get off them. You’ve got to employ other methods, learn them and use them. The good news is they’re really not hard, they’re just different.

Peter: Let’s do this, Mary Elizabeth. Let’s do a little role playing. I like doing that. Let’s pretend that I used to work for GM. I was in marketing and I’ve been in the automobile industry for twenty years. I want to transition out of that. I want to get into something that has growth potential associated with it. So if I came to you with that scenario, how would you go about helping me achieve those goals?

Mary Elizabeth: I use a three-point system. It’s very simple. Job seekers have to have three components in their job search to be really successful. The first component is they have to understand what industries are growing where they can find jobs and, of course, you probably know, Peter, I use my colleague Mark Hovind’s free job market reports to analyze the market every month. Now, it’s very easy because he gives you an easy-to-read chart that demonstrates what markets are growing in what states. By the way, last month 31 states had job growth in different markets over the previous month. So we are seeing some resurgence, if you will.

So the first thing is to identify industries that may be parallel markets. Now, an example of a parallel market may be, okay manufacturing as a whole may be down, auto manufacturing down there at the bottom. What other types of marketing manufacturing could I transition my skills into? Medical device is growing, such and such is growing… so I may start to identify markets in my state or markets across the United States that might represent parallel industries where I might have a little better chance at securing a position.

The second component that a job seeker needs is good marketing collaterals. So you want to have the best resume, the best cover or what I call a value proposition letter that you can because this does make a difference. It’s not the be all end all but it’s a huge – they’re all important components, and so it’s a vital component to a job seeker’s success, having marketing collateral that demonstrate results and quantifiable achievement, and it’s written from a marketing standpoint.

Then the third thing that the job seeker needs is enough reach, enough markets, enough reach to leverage themselves in the market. Many times, the job seekers will send out 10-12 things on the internet and then they’ll call it a day and maybe wait for three to four days thinking I exhausted myself responding to those 12 jobs, and anyone that’s responded to a job online knows it’s a lot of work, but unfortunately going back again to our original discussion about what works and what doesn’t, that doesn’t work. If you’re looking at a less than 1% response rate, then you’ve got to send out 100 resumes just to maybe hear back from one person, which is really lousy.

So again, adopting the right marketing strategies and then marketing enough to where it’s making a difference.

If I was a marketing person for the automotive industry, what I would do is I would accentuate, of course, my marketing skills, and I would apply the meter to manufacturing, or I would even minimize that and apply them to whatever new industry I decided was the best fit for me based on the criteria that we’ve been talking about.

Peter: Mary Elizabeth, do you approach a coaching assignment differently for people in their 20s, or 30s, or 40s, or 50s, or is it all pretty much the same approach?

Mary Elizabeth: The system is the same, but every individual situation is a little bit different. So there are going to be relative components but the application is going to be customized. Every person has – and I have something that I do with my clients called defining your driving motivators. Driving motivators are a little bit different from – I want to make $200,000 a year, and I want to work in downtown Chicago, and I want all these things that maybe somebody might want in their ideal career; I look at a blend of those things. But what’s more important first is that a job seeker identifies the driving motivators because that’s what’s going to make it in the end – make it or break it. Someone will go through half their job search and they’ll reach a stopping point or a hurdle, and come to find out that person really needs to stay in Michigan because of this, this, and this, and oh, we didn’t talk about it four weeks ago when we initially got together. Well, that’s a driving motivator.

So it’s the things that need to happen at the end of the job search in order for that job seeker to be happy and feel like they got everything that they needed, and those are usually two or three things and they sound something like “whatever happens, I have to make over $50,000 a year,” or “no matter what, I cannot be in a law firm anymore. I have to get out of practicing law in a law firm,” or “no matter what, I have to stay in Monterey, California. I cannot move because…” So those things have to be defined first before a job seeker can really move forward with any crystallized focus of what they’re supposed to be doing.

Peter: In that vein, I think that the more – and especially considering the job market we’re in today, the more flexible you can be, the more opportunities will present themselves, right?

Mary Elizabeth: Yes and no. I think flexibility is important but oftentimes what I’ll see is flexibility will be substituted for focus, and actually from what I have seen through doing this over the years – I’ve been coaching over 600 professionals – is that the more focused a professional gets on their end game, on their goals, the quicker they can get there and the better chance they have of reaching their goals.

Usually, it’s because in a job search, it’s so easy to get spread too thin and to feel overwhelmed. So for example, going back to job search coaching, what I do for my clients is I make things simple, easy, and turnkey because when you don’t have to think about what you’re doing, all of a sudden you have a preservation of energy. You have renewed enthusiasm and motivation for your job, and those types of things translate in a job interview. An interviewer can hear it, they can feel it on the phone, in person, and the job seeker, of course, is having the right resources and the right strategies, and not getting worn out, or overwhelmed, or confused, or spread too thin. It makes all the difference in the world for them in terms of their experience.

Peter: I think focus is really important. It sounds like the process you go through with someone is very quickly identifying those key drivers, and once you’ve identified those then it’s much easier to focus on those things that are going to really benefit and bring some results.

Mary Elizabeth: Absolutely. So if it’s okay with you, I would love to share. I developed a 7 step checklist so a job seeker could sort of analyze whether a coach might be able to help them.

Peter: Absolutely.

Mary Elizabeth: Okay, great. We’ve covered some of these just in our exchange already, but let me just share a few of these that I had brainstormed on for you.

If a job seeker is applying for jobs using internet job boards with little or no result and they don’t know what to do, my message would be there are resources and strategies available for these job seekers that will help them figure out how to get much better results from the job market without spending 8-10 hours a day on the internet. That’s ridiculous, by the way, and it’s really discouraging and frustrating. So anyone that’s listening to that and they’re doing that right now, there’s hope and you really do need to get off those job boards because it’s just depressing.

Peter: It absolutely is.

Mary Elizabeth: It is.

Peter: I think one of the reasons people do that, to be honest with you, they don’t have to make any phone calls. There’s very little pressure involved in just surfing job boards all day long. I mean, you find this job and “oh, this is really perfect for me,” and then the next two hours are spent applying for this job and who knows whether it even makes it through the ATS system that that company has employed, and whether anybody will actually ever see your resume.

Mary Elizabeth: That’s right, and like we were sharing before, the other part is it’s a system. I mean, not to date ourselves, right, but back even a decade ago and maybe more, when a job seeker wouldn’t pay – I’m a job seeker. I want a job. What do I do? I look in the paper or I look on the internet. I find some jobs, I apply, they call me for an interview, I go in, I interview and I get the job, but how many times do we hear of that progression these days?

So it’s a system. It’s what a lot of Generation X and baby boomers are used to, and these things are changing. So the good news is there are easy ways to adapt to these changes and ways to get around some of these hurdles where you can still be successful.

I would also say if a job seeker wants to change industries but they don’t know where to start, I’ve helped a ton of job seekers change industries and even though people… the one thing that I’ll hear, Peter, and I even heard you said it, is it’s hard, but this was my specialty for seven years, taking job seekers through industry changes and if you have the right plan and the right resume, granted we are in a different economic climate but I would say overall, it’s much easier than people think, but there is a system to it. You have to know the system and once you do, you’re good.

So having the right information and how to leverage your marketability in your new industry, and start to create contacts in your new industry, this is all something that a coach can help you with.

The third point is if a job seeker is unsure about how to identify their best target market either locally, or in another city, or in a different state, a job search coach can very easily show you how to do this and just this knowledge alone is worth its weight in gold. I’ve shown job seekers how to do this six to seven years ago and they’ve used it over again two times, and so three times total in the last seven years. So this is something that just understanding how the process worked so that you can get quick traction the next time not only for this job search but there’ll probably be another one in the future.

Point number four, if a job seeker finds himself frustrated when it comes to figuring out how to go about finding job opportunities that aren’t advertised. Again, my other personal specialty as you know, Peter, is the hidden job market and I love showing my clients again how easy this is and how it can increase their interviews and the quality of their interviews for the positions that they really want. People will often say to me, “Oh, with a hidden job market, that means networking, right?” No, it’s a whole lot more than networking. Networking is a component to it, but on my list, at least, it’s way down there four or five points.

Now, some more subtler points that someone could use as a benchmark to tell whether a job search coach or coaching in the job market can help them is if a job seeker isn’t getting results and they’re wondering how to tell why. Is it my resume… Is it something else… Is it what I’m saying – these types of questions.

If they want to use social networking like you’ve mentioned, Peter, like LinkedIn, let’s say, in their search but they don’t know where to begin, they don’t know how to use it. If they want to increase their position or increase their salary, but they don’t know how to communicate that credibility… and even a couple more bonus points, any job seekers that may believe they have potential barriers to their ideal jobs such as their age, or their job history, or their qualifications, their lack thereof, or maybe if they love the idea of being motivated by their next career move but they’re just like you we’re sharing again, overwhelmed with all of the advice, the products, and the choices, and they don’t know where to turn. Again, that’s where somebody that specializes in that industry can really cut through a lot of that painful time-consuming muck, trying to figure everything out on their own.

I have to mention here, too, that I was a little prejudiced many years ago about coaching in general. My thought was that coaches were for people that had money to burn and they could afford performance coaching to reach peak performance. My first thought was, of course, who can afford that? Then when I started my business and I needed help with my branding to make sure I was communicating what I wanted to communicate in my business and how I wanted to help people, and I was struggling with that. I was trying to figure out how to do things. I was buying books and reading things. At the end, I said I can’t do this by myself. I need some help. So I hired a business coach to take me through one of their branding courses and within three months, I had done everything. I had branded my business. Every goal was complete. I had reached all my milestones and it was amazing because I had some very deep goals that were probably at first blush a little unreachable, but she helped me reach them and I have used a business coach ever since. I invest a pretty penny on it but it always comes back to me tenfold, and I could not do what I do without their help and essentially they make my products and services better for job seekers because the more clear I get, the more I can help and be good at what I do.

The reason I’m sharing this is because the same application is true in a job search. It’s simply an individual to a company, instead of a company to an individual.

Peter: I was talking with a contract recruiter last week and I asked her about resumes, and she said resumes are terrible, people do not know how to write resumes.

So I think you just start with that and a lot of what you’ve said throughout this whole conversation, Mary Elizabeth, which I agree with, is if nothing else, using someone with your skills can really shorten the process and help people focus on those things that will get them to the next job.

Mary Elizabeth: That’s absolutely right. What’s really interesting is just the moment that people step up and they invest in themselves and their career, everything changes for them, the whole color of their landscape changes before they’ve even done anything and get into the nuts and bolts of things.

Also, job seeking is such an isolating event and having a fresh set of eyes and having somebody that’s there standing beside you, walking forward with you, saying we’re going to do this, I mean, you’re going to do this but we’re going to do this together and here are the tools and the resources that you need. In a bad job market, it’s even more vital.

Peter: How long is it taking now for your clients once they go in and do a couple of initial interviews before that company will pull the trigger and hire someone?

Mary Elizabeth: I’ve been looking for trends but, honestly, I have not been able to really pinpoint any trend. Some of my clients are taking a longer time like before, let’s say a couple of years ago, we do have good solid evidence that it is quantifiable in terms of success rates for clients, and I used to track it. For years and years, I tracked it. In a good job market, it was about – the midlevel professional job seeker would land a job within two to four months, anywhere from a 5% to a 50% increase in salary, and my average was maybe 20%. So that’s some really good numbers for careers, they’re usually one of the most important things in people’s lives. So that’s great for paying for itself.

In this job market, I’ve seen everything. I’ve seen my clients get jobs quickly and then I’ve seen some go out a year before they land their job. I’ve been looking and I just think right now things are so all over the map that it’s hard to tell. Now, that doesn’t diminish a job seeker from getting help. Well, if it’s terrible then why should I hire somebody? Because I think the healthy way to look at it is if it’s bad, the worse off it is out there, the more help I need. So you’re never going to go wrong by investing in yourself and getting the help you need to make things go faster, but I wish I could give you some solid numbers but things are just sporadic and everybody seems to be a little bit different.

Peter: Back to this conversation I was having with this recruiter last week. A couple of things that she said to me were first of all, of course, when she sends someone out for a job interview, they’re coming in the door with a 20% or 30% bounty on their heads already because they’re coming through an executive recruiter. So they have to be a real rock star because of the premium they’re coming through the door with, right?

Mary Elizabeth: That’s right. Yes, there’s that pixie dust that recruiters have to sprinkle on all their candidates because it’s that allure and that cache that is so attached to the recruiting industry, and I speak from experience because I was a recruiter for seven years.

Peter: Also what she said to me, she said, “There are just so many great candidates out there right now that it’s just taking companies a lot longer to make decisions because there is so much talent out there.” Then, of course, they’re still kind of looking over their shoulder to see is this recession really over, are the numbers really there to justify bringing this new person into the organization?

Mary Elizabeth: Yeah, and those are some of the negative points and the pressure points. So let’s look at some of the positive points, too.

Peter: Great. I love positive points, Mary Elizabeth.

Mary Elizabeth: Job seekers can look at small to midsize companies that are growing. Again, going back to Mark Hovind’s job market reports, I really love those. Mark does it for free, at least for now, and these are great tools to analyze the market and industry, the sub industry, and he breaks it down by city and state and look at where the job growth is.

Let’s say that you’re looking in healthcare at ambulatory services and you say “well, if I’m going to go be a project manager, facility manager in this type of environment, I need to get a certification.” By all means, go get it and make yourself attractive in these markets.

Small and medium-sized companies, growing markets – these are things that job seekers can look at. Companies have end of year budgets right now. They have attrition, as you know, so certain things have to be filled and sometimes end of year budgets have to be spent. Not everybody, every company, in the whole United States as maybe the mainstream media would lead us to believe is suffering; there are some companies that are doing well and there are companies that have loosened up their purse string.

Again, it’s just a matter of doing a little bit of research.

Another place that’s really good too is go to Google Groups. Google Groups just started having subgroups and job boards. So what happens is individuals that work with companies will say “hey, we’re looking for a such and such..” and this is different than major job boards; this is more niche, Peter, and there is a little bit more of an intimacy there. In exchange, when you’re a member of a group and unless it’s an alumni association, you can apply and get accepted for a group that matches your industry and position interests at a click of a button.

These are just some of the little tricks that job seekers can look at to more subtle things to get an edge in the market today.

Peter: Mary Elizabeth, I really appreciate you taking time to speak with us again on Total Picture Radio. Is there anything we didn’t cover in this conversation that you would like to leave the audience with?

Mary Elizabeth: Yes, if you don’t mind, I would like to plug a program that I have right now for job seekers because a big issue for a lot of people right now is that money is tight. So maybe somebody is thinking nice idea, but how can I afford it? I’m really excited to tell you that about four months ago, I created a program and it’s called the Career Artisan Mastermind Coaching Group.

It’s an entry level job search coaching group where it’s a combination of a library of past coaching calls, broken down by subject, all of the subjects we’re talking – the questions about where do you go and how do you tap into the hidden job market, even how to answer interview questions, and everything a job seeker needs once they’re ready to go… how do I research companies, how do I find particular ins into particular industries – all of these things. There is a combination of a library and two live coaching calls a month where job seekers can get help. There is a lot of additional benefits – too much to cover here – but let me give you the website and tell you about the amazing price point on this because I did this on purpose so that everybody could afford it.

Your listeners can find this at www.maryelizabethbradford.com (that’s my website)… www.maryelizabethbradford.com/mastermind.php

This sounds like an expensive program, but there is a 6 and 12 week program, it starts at $35. I’m doing this through the end of the year because this price point allows me to reach economies of scale and help as many job seekers as I can. For job seekers, it’s an affordable solution for almost everybody.

This is really, as you know Peter – I’m sure you haven’t heard of anything like this – it’s unprecedented for our industry, but the timing was right. This year, I wanted to develop the solution for job seekers because, like you were saying, now more than ever, there is a real need out there. There is even a money back guarantee so people can check out risk free.

I would encourage anyone that has these problems, you have these questions, you’re looking for a job, check out this coaching group. You have nothing to lose and everything to gain. I’m looking forward to helping you.

Peter: You’re right, the money is tight, and I think this is a great entry into having an understanding of what the benefits of working with a professional coach, such as yourself, have.

Mary Elizabeth: Absolutely. Thank you so much again, Peter, for having me on. It’s always a pleasure. I’m a big fan of yours.

Mary Elizabeth Bradford Biography:

Internationally Certified Advanced Resume Writer and Internationally Certified Master Career Director, Mary Elizabeth Bradford is a career-services industry expert and is known as “The Career Artisan.”

She has 13 years’ experience in the career services industry providing professional resume writing services, tactical job search and career coaching, marketing strategies and career-search resources for the mid-to-senior-level job seeker.

Prior to career coaching and writing resumes, Mary Elizabeth owned and operated a successful recruiting firm that catered to commercial construction and engineering markets.

Her resume/job-search coaching “packages” help professionals worldwide secure more interviews, get bigger offers and land the jobs they really want.

Mary Elizabeth is the author of two guidebooks: "Secrets of the Unadvertised Job Market…Revealed!” and “Phone Networking Secrets Revealed!” Her guidebooks have been lauded by both clients and colleagues as “powerful,” “comprehensive” and “highly effective.” She is also the publisher of the popular bimonthly ezine, The Career Insider.

Mary Elizabeth is a member of the highly esteemed Career Directors International and serves on their Innovation Committee. She also obtained her Certification as an Advanced Resume Writer and Master Career Director through CDI, and in 2008 she was honored with CDI's inaugural Master Career Professional Lifetime Achievement Award.

She has been published in multiple Law and Business Journals throughout the US.

Additionally, Mary Elizabeth is an alumnus of Leadership Orlando, past Board Member and Vice President of Membership for the Downtown Orlando Partnership and Junior Achievement volunteer.

Mary Elizabeth is the author of two guidebooks: "Secrets of the Unadvertised Job Market…Revealed!” and “Phone Networking Secrets Revealed.” She is the publisher of the bimonthly ezine.

A new service, the Career Artisan Mastermind Group is a great way to have ongoing access to Mary Elizabeth's job search coaching at an affordable rate. This group is ideal for professionals who wish to develop a turnkey plan to find positions perfect for them in a current or new industry, tap into the hidden job market, use internet techniques to research companies and industries and overcome job search challenges related to social networking. Join The Career Artisan Mastermind Coaching Group today and get a special charter member rate.

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