Following Up To Resume Sent

You're busy. I'm busy. The individual managing hiring for the job you want is busy.

That's why it's vital to follow up on positions you've applied for. Send an e-mail:

Hello, Ms./Mr. ____:

I wanted to follow up to make sure you received my resume, which I sent on (date). As I indicated in my cover letter, I think I can be an asset to (your company) as a (job title) because I [x, y, z].

I'm interested in knowing when you expect to begin interviewing for this position and would welcome the opportunity to answer any questions you may have or provide any additional information you need. You can reach me at (phone number).

(Be sure to attach a copy of your resume and cover letter to the e-mail).

Customized Cover Letters

I just got off the phone with a client who had a simple question: Who do I address the "Dear" line on the cover letter to, if I don't have a person's name? [He's looking for entry-level jobs as a TV producer, and was sending off his resume to television stations. Several of the job postings just said: Send to the attention of "Human Resources."]

I asked him: Do you want the easy answer, or the effective answer? The easy answer is to do one of the following:

• Dear Sir/Madam
• "To Whom It May Concern"
• Omit the "Dear" line altogether, and just put RE: [JOB TITLE] and then go directly into the body of the letter.
  

That's the easy way to do it, and how probably 90% of job applicants handle it.

But my clients comprise the best 10% of job seekers -- or so I'd like to believe. (My tips and guidance help get them into that top 10%, usually.)

So my answer to him wasn't so easy -- but it's definitely more effective:
I told him to call each of the television stations and ask who he should address the cover letter to (and be sure and get the correct spelling of their name and their job title). For the types of companies he's targeting (TV stations), 95 percent of the time, a 2-minute phone call can yield this information.

In the other 5 percent of cases, you can find the information you're looking for on the company or organization's website. In a TV news job, you're probably looking for the name of the News Director. That's fairly easy to find on the TV station's website. You might want to call to make sure that person is still the News Director, though, because that's a job with a LOT of turnover (particularly right after a ratings period).

There are few things worse (from a job seeker's perspective) than sending the resume and cover letter addressed to the FIRED News Director. One, it might not get to the new News Director and second, they might not think very much of your research skills if you didn't know there was someone new in the role (even if it just happened last week).

So take the effective route, and make the call. You may even get the opportunity to talk to the hiring manager (or HR person) directly. That's a GOOD thing (although some of my clients find that nerve-wracking -- but hey, your goal is to get in front of that person eventually anyway, right? Better to break the ice now!).

Don't take the easy way out ... be effective!

Choosing Your References

References can play a vital role in securing your next job. While it's true that not all employers check references, the number of companies that do check them has increased over the past few years. References are the most vital at a key point in the job search process -- when you've interviewed for the position and are being seriously considered as a candidate.

So who should you choose as a reference?

• Whenever possible, choose professional -- not personal -- references. A professional reference is someone who has seen you at work, preferably solving problems related to the type of position you're pursuing right now. The professional reference will speak not just about the skills you bring to the job but also your personality and other strengths.

If you've been out of the workforce for some time and your previous professional references are unavailable (despite your best efforts to track them down), you may have to list several personal references -- however, these will only likely be able to address your personality, not your aptitude in performing the type of job you're seeking.

• Choose references who can provide current information. If you're seeking a position as an operations manager, a reference who knew you only when you were a production equipment operator may not be able to speak to your management strengths.

What makes a good reference? Most people think only of supervisors and managers. That's generally a good choice, because when your boss has good things to say about you, the interviewer is reassured about your ability. But customers, vendors, colleagues, and volunteer committee members can also supply valuable information.

• Supply enough references. Most companies want between 3-5 professional references. You should secure each person's permission before using them as a reference. All that means is that they agree to answer questions from an employer.

You can reassure potential references with some tips. References should not feel obligated to come up with a list of glowing descriptions of you. Instead, encourage them to speak about times when they saw you solving problems.

Be sure to provide each of your references with a copy of the resume and a sample cover letter. Ask your reference for their best contact information -- the best phone numbers and e-mail addresses to reach them. If the reference has a preferred time they'd like to receive calls, would like to receive inquiries via e-mail, or lives in a different time zone, be sure to note those on the list of references.

Program Helps Clients Find Jobs in 28 Days

In a world where 85 percent of available jobs are never advertised, "Get Hired Now!" authors C.J. Hayden and Frank Traditi have developed a practical, hands-on program to help job-seekers -- and the career development professionals who serve them -- to tap into the hidden job market. This inspirational and motivational program (based on the book) helps job seekers benefit from the single most important factor to a successful job search -- the power of personal relationships.

At the heart of the program is a structured 28-day system to lead job seekers through the three key components of a successful job search:

1. Identifying the best job search strategies for the job seeker's professionals goals.
2. Helping the job seeker know exactly how and when to take action.
3. Keeping the job seeker motivated in the face of frustration and rejection.
   

Consistently directing job seekers to the most practical "next step" in a job search, "Get Hired Now" helps job-seeking individuals identify personal goals, find opportunities and contacts, connect with potential employers, get interviews, and land the job.

Bridget (Weide) Brooks, CPRW, has recently become a licensed facilitator for the 28-day "Get Hired Now" program. More information about structured programs and teleclasses will be forthcoming. The program is also available through one-on-one coaching with job seekers. For more information, call Bridget Brooks at (402) 393-4600.

About the Authors/Program Developers:
C.J. Hayden is a Master Certified Coach and author of the best-selling "Get Clients Now!"™ book and program. Since 1992, she has helped thousands of professionals achieve career success. A recognized leader in the coaching professions, Hayden has taught career skills at Mills College, Chevron, and Federal Express.

Frank Traditi is a career strategist and executive coach with more than 20 years of experience in management, sales, and marketing for Fortune 500 companies, including MCI. He has taught job search skills for the Information Technology Institute, the Universities of Wyoming and Colorado, and the Colorado Department of Labor and Employment.

Resumes Have Their Own Language

When you read a resume, you may wonder why there are few pronouns. My clients wonder the same thing -- and it's sometimes a question that comes up when they review their first draft.

Résumés use a unique style of writing to emphasize brevity in order to maximize the reader’s time. Many individuals find this style of writing a bit confusing, but there are a few guidelines that will make it more understandable.

• Résumés use a version of first-person style, but omit the subject (“I” / “me” / “my”).

• We use present tense for activities you currently perform, and past tense for past activities and achievements (particularly for older positions on your résumé, but also to describe responsibilities you once performed in your current job, but no longer do).

• To emphasize brevity, we remove most articles (“a” / “an” / “the” / “my”), except when doing so would hurt the readability of the sentence.

• We write in a strong, active style, emphasizing action verbs (“direct” / “manage” / “conduct” / “develop”) instead of passive descriptions of activity.

• Most often, numbers one through nine are spelled out; numbers 10 and above are expressed as numbers.

Your resume should conform to these generally-accepted rules as well.

Why Company Research is Important

You might assume you know what a company does ... but it's best to do some company research before you go on your interview. This was apparent to me today when I was talking with a resume client who related the story about her boyfriend, who was interested in applying for a job with Oriental Trading Company. However, he shared with her that he was concerned about the warehouse job being "too dusty." She wondered why he would think that -- and he responded that he thought the rugs would get dirty and dusty in the warehouse.

Those of you who know Oriental Trading Company (better than my client's boyfriend, anyway), know that they specialize in novelty toys and gifts, and not oriental rugs.

My point, and it was well understand by the boyfriend in question (when he said, "I guess it was good that I found that out before I went on the interview!") is that it's important to research a company before you even apply for a job with them (and even MORE important once an interview is scheduled). Understanding the specific needs of the company will help position you as a solution to one of their problems -- and that's why companies hire employees ... to solve problems.

Networking Tips

I recently received an e-mail from a client who was trying to break into a new industry. She wanted to "network" her way into the new job, but after querying her about what she was doing to network, I discovered she was a little confused about the difference between following up and networking.

She had drafted what she called a "networking" letter, but what was really a follow-up letter, since she didn't have the name of a specific individual at the company she was interested in.

It's not a networking letter if you don't have some connection to a specific individual -- it's not even a good follow-up letter ("To Whom It May Concern" doesn't exactly jump out and grab the reader.) You can try to find an individual in the department, either through an online service like Monster Networking or LinkedIn ... or try to meet them through involvement in your professional association activities or educational pursuits (or even at a career fair).

How do you cultivate actual *networking* contacts? You might meet someone in the a workshop or other educational course (maybe the instructor would know someone where you want to work?). I'd also recommend the idea of "informational interviewing." Find the name of an individual at the institution you'd like to work for. Contact them and ask for 15 minutes of their time -- maybe even offer to buy them coffee. You're not looking for a JOB -- you're looking for insight into what further preparation you need to make to position yourself for this kind of job. Beyond specific credentials or training, what else would they recommend? How did they get started? What do they wish they would have done to prepare? Do they know anyone *else* you should talk to? Be sure to send a handwritten thank you -- and be sure to follow up with anyone else they recommend you talk to.

Even if you don't have a robust network of your own, you can draw on the networks of others. Ask others for help! I find that most people are glad to assist, if you only ask.

How to Find Unadvertised Jobs

By Frank Traditi

Hall-of-Fame baseball player Willie Keeler (1872-1923) was asked to explain why he was such a good hitter. He said: "Keep a clear eye and hit 'em where they ain't." Sometimes the simplest answer opens our eyes to new opportunities. This is especially true in the job search game. Finding new opportunities can be a difficult expedition in today's market. I know many of you have real war stories about your experiences finding the right people who can help. I like to relate the hunt for new job opportunities to a hunt for hidden treasure. The map is hard to read. It's difficult to find where "X" marks the spot. Finally, when you get to the "X", what do you find? A million other people looking and digging for the same treasure. Does this sound familiar? Let's take Willie Keeler's advise and "...hit 'em where they ain't."

Following are ideas for places to look (some may be new to you) where you might find unadvertised job opportunities. In Jeffrey J. Fox's book, "Don't Send a Resume", he points out some unique venues that could lead to useful job search information. I've added a few ideas of my own to round out the list.

Venture capitalists and equity buyout firms
Companies like these make financial investments in new and emerging companies. Many of the people who work for these firms are financial experts. They're not experts in many of the facets of business. They are also very close and intimate with the inner workings of the company. They know where the missing pieces are and the kind of talent that would fill the gap.

Small companies
Companies with revenues less than $25 million are often better places to work than the big corporate giants. Don't overlook the capabilities of a smaller company. Many times they have the flexibility to create new jobs on the fly if you present yourself in a way that allows them to look outside the box.

Trust and estate bankers and lawyers
A trust is a legal entity formed to look after and protect economic assets. Sometimes it's a family owned business. These bankers and lawyers have the inside track on how the company is being managed and where the opportunity exists to bring in new talent. These entities have a very powerful voice in managing the money and want to see it grow.

Commercial loan officers
Banks lend money to companies. They do it based on the future success and viability of that business. They don't want their money to go down the drain. So, they have a vested interest in knowing that the right management team or day to day players are the right combination for making the company successful and paying back the loan.

Attend award ceremonies
Winners and those who want to win attend award ceremonies. People in decision-making positions or highly influential in the community frequently attend these events. They want to be seen amongst the winners. And because these events promote the spirit of building relationships, you'll have access to potentially several movers-and-shakers. You may find them sitting next to you at the banquet table. Reach out, introduce yourself, and begin the conversation. It could lead you down just the right path.

Bankruptcy trustees and lawyers
Bankruptcy laws are in place to help companies emerge from and revive from economic disaster. Trustees and lawyers work with the target company to help them pay their creditors. Most times when they emerge they are stronger than ever. 95% of the time the old management is gone. Sound like an opportunity to show them what you can do?

Volunteer and Non-profit Organizations
One of the best things you could do while searching is to give back to the community. You have some time and could really do nice things for a cause you believe in. What comes of your volunteer time? Besides the obvious of helping other people, you are rubbing shoulders with those who are just as passionate about the cause. People you are volunteering with could very well be leaders and influencers at successful companies around town. You now have built a common link and a chance to find opportunity at their company.

Take the time to find the hidden treasure in a place where few others are looking. Even if you focus on just one of these venues, you are ahead of the game. Happy hunting.

Copyright © 2005, Frank Traditi

Frank Traditi is the co-author of Get Hired NOW!: A 28-Day Program for Landing the Job You Want. He is an author, speaker, career strategist, and executive coach with more than 20 years of experience in management, sales, and marketing for Fortune 500 companies. Frank works with talented professionals to design a game plan for an extraordinary career. For a copy of his free guide "How to Find a Job in 28 Days or Less," visit www.gethirednow.com

Choose (and Control) Your References

I often get questions from clients about how to handle their personal references. They wonder how to respond to the request for information on "former supervisor" on employment applications. They want to know who to list as references.

First of all, it's important to understand that there is a difference between asking for references from a previous supervisor and just asking for references in general.

In today's litigious society, most companies are very wary about providing too much information about previous employees, beyond job titles and dates of employment. They're afraid of being sued. Some companies will also respond to the question, if asked, about if they would rehire that individual. Beyond that, however, many companies will not allow supervisors to give out employee information or references.

That can hurt your chances of being hired -- which is why you may want to provide your own references. That will allow you to only choose to list individuals who will give you a good reference -- and, more importantly, will be willing to go beyond providing "name, rank, and serial number" and give specific information about your performance and why you'd be an asset to the company.

Here are some other tips when choosing references:

• Always get the person's permission to list them as a reference.
• Notify the references when you've had an interview so they can expect the call. Let them know the name of the company and the title of the position you applied for.
  

Nebraska Unemployment Benefits

Nebraska's current unemployment rate is 3.2% (December 2007, seasonally adjusted figures), but with the current economic climate, that is likely to increase as employers reduce their workforces and the economy continues its slide.

If you've recently become unemployed, you might be reassured that you will be able to collect unemployment benefits. But there are a lot of things you might not know about Nebraska's Unemployment Benefits.

For example, did you know:

• You might not even be eligible for unemployment benefits? In Nebraska, your former employer must pay a quarterly unemployment insurance tax for you to be eligible. If your former employer isn't required to pay into the system, you're not eligible to collect benefits.
  
• You must meet specific earnings criteria before you're eligible. Currently, you must have earned a minimum of $2651 in the first four of the last five completed calendar quarters -- with at least $800 in earnings in two of those quarters.
• You can be disqualified for benefits if you quit your job or if you were discharged for misconduct. This could be a temporary disqualification or a reduction in total benefits. (I've had several clients who were initially denied benefits -- it IS worth your time to appeal if you believe your claim has merit!)
• You must file ongoing claims and meet eligibility criteria to *continue* to receive payments. You must be *able* to work, you must be *available* for work, and you must be *actively seeking* work each week. In addition, you must accept a job that you are "suitable" for, or you may be penalized with a loss of benefits.
  
• Even if you qualify, there is a mandatory one week "waiting period" before you'll be eligible to collect benefits. And it generally takes 3-4 weeks to receive your first check. (Source: Nebraska Department of Labor). Fourteen states -- including Iowa -- have no waiting period.
  
• The maximum weekly benefit amount is $298 per week ... even if you currently make $65,000 a year. Benefits are calculated from a formula, but are capped at $298 for ALL recipients. And you can only claim benefits for up to 26 weeks. (So don't wait to get started on your job search once you lose your old job!) (And by the way, Nebraska ranks in the bottom 15 states for weekly maximum benefit amounts.)
• State unemployment benefits *are* subject to federal taxes. So set aside 15-25% of your benefit check to pay Uncle Sam when tax time rolls around, or have taxes witheld from your checks.
  

For more information about state employment resources available to you, visit the Nebraska Workforce Development Worker Services website.

And if you think your job is in jeopardy, don't wait to update your resume. Every week you are out of work can cost you THOUSANDS of dollars in lost income ... and unemployment benefits (if you qualify), can't begin to make that up. (If you make more than $22,000 a year, you'll be losing hundreds of dollars -- even thousands -- each week you're unemployed.)

Are You In a Job You Love?

Happy Valentine's Day!

Are you in a job you love? The statistics suggest you're probably not:

• 50% of people would change their job if they could.
• 24% say their job is uninteresting
  

One of my favorite areas to work with is sales and marketing clients. (Probably because I love being able to quantify the value of their contributions to their employers.)

If they're good at what they do, salespeople usually stay in their jobs until one of the following scenarios happens:

• They get bored with the product or service they're selling
• Something happens with the company (it's sold, or new management comes in, or it closes)
• Their boss decides they are too successful" and either takes away key accounts, divides up their territory, or reduces their commission/income potential.
  

A speaker at a professional conference once put it this way: "Just because you are good at it, doesn't mean you have to keep doing it."

Consider your priorities when deciding if now is the time to look for a new job:
Career, Community, Family, Financial, Mental, Physical, Social, and Spiritual.

If you don't love your job -- for whatever reason -- it might be time to consider a change.