MARTIN WEITZMAN, NCRW, RPBS, IJCTC (800) 967-3846 resumepro@gmail.com http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

Most jobseekers think of LinkedIn as a tool to network with individuals. While LinkedIn is certainly useful for this purpose, it can also provide invaluable information about companies you want to target during your job search.

LinkedIn now allows you to follow all the activity related to a particular company. You can do this by searching for the company on the site and clicking “Follow Company”. This step adds the company’s activity to your news stream on LinkedIn in the same way that adding a connection adds their individual activity. This is an absolutely invaluable tool for keeping track of events at a company you’re targeting.

This information can give you a sense for whether the company is hiring at all and it allows you to see the backgrounds of the candidates who are landing jobs there. It can be frustrating to see who’s beating you out for particular positions but having that information is also priceless for knowing how to position yourself as a stronger candidate going forward. One more bonus: you can tell when someone was hired for a position even if the company doesn’t directly contact or notify you.

The Follow Company feature on LinkedIn also allows you to see how many other people are following that company. If thousands of people are keeping an eye on things, chances are good that you have a lot of competition for open positions there. Additionally, LinkedIn includes very useful information such as the average tenure of employees at the company, the male/female ratio of the staff, and the median age of employees. Larger companies sometimes even indicate which specific universities a high percentage of their staff attended.

The new Follow Company feature on LinkedIn is a great research tool for job seekers trying to find a creative way in to organizations that they otherwise may not have an open door to.

—Career Rocketeer

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing LinkedIn Profiles Recruiter and VC/Private Equity Distribution Cover & Thank-You Letters Biographies Board of Director Resumes Job Search & Interview Coaching Online Identity Programs Networking Training

Contact Martin Weitzman Certified Career Professional Gilbert Resumes 800.967.3846 http://executiveresumewriter.com http://resumepro.com http://www.linkedin.com/in/resumepro

(800) 967-3846 resumepro@gmail.com

http://executiveresumewriter.com

A monthly publication of Gilbert Resumes, featuring timely career articles, career websites, and suggestions for today’s job seekers.

Linkedin

It’s Linkedin or It’s Linkedin. When it comes to using social networking to find a new position, Linkedin has set the bar and is now the standard. There is no site that comes near it for job search networking and with over 100 million members and growing, it is “THE PLACE TO BE.”

An early adopter of Linkedin as a key component of enhancing my client’s job search capabilities, I have a network of almost 10 million connections and I invite you to leverage my network to expand your contacts. My email address for connecting with me is resumepro@gmail.com.

Webinar by LinkedIn Guru Jason Alba Author of I’m on Linkedin – Now What???

I am sponsoring a “how to” webinar by Jason Alba that will show you how to maximize your job search networking capabilities with LinkedIn. The webinar is limited to 100 participants. Each participant will receive a free copy of Jason’s $50 DVD, LinkedIn for Job Seekers, as well as a bonus Social Networking for Job Seekers (video of how to social networks could fit into your job search), also valued at $50.

The fee for this webinar and the two complementary videos is only $67.

Online Registration: https://www.JibberJobber.com/pay (once you register we will send you a link to the webinar). Please comment on which webinar you want to attend, either Tuesday, May 17, at noon EST, or Wednesday, May 18, at 7pm EST.

What to Consider When Writing Thank You Notes

Saying thank you is an important part of the interview process. You are thanking your interviewer for being gracious with their time and considering you for an important role in their organization. Thank you note mistakes can ruin your chances to get that next job. Let’s take a look at some thank you note essentials.

Thank You Notes Must be Mistake-Free

Once you commit to writing a thank you note, it needs to be perfect. Grammar, spelling and punctuation are incredibly important. Have somebody else read it over if necessary. There are no excuses for mistakes on a thank you note and an error will hurt your chances of getting the job.

Thank you Notes Must be Unique to the Recipient

Writing a generic thank you note or the same note to multiple interviewers is tacky. At best, these notes fail to connect with the reader. At worst, your interviewers will share them and realize you didn’t take the time and effort to make them unique. Don’t fall into this avoidable trap. Instead, use the thank you note to forge a bond and give one last plug for how you think your skills fit the position.

Thank You Notes Must be Concise

While thank you notes are vital, avoid notes that are too long; it shouldn’t be a book. A few short paragraphs will suffice! Consider this easy template.

1) Thanks for spending the time with me… 2) I am really interested for these reasons… 3) I think I am qualified for these reasons…

Also, it’s important to mention something unique about your interview, a mutual friend, mutual interests, or something humorous that may have happened during the meeting. Finally, let them know you are looking forward to next steps and possibly try to overcome any known objections in a sincere and honest fashion.

Thank You Note Form, Handwritten or E-Mail, Must Fit the Situation

Let’s say you write perfect and personalized thank you note. Does it matter if the hiring manager doesn’t read it in time?

I know a candidate who did not get a job because her competition had sent a thank you note by email and she had mailed hers; the hiring manager thought she didn’t write a note. This isn’t to say that email is always the way to go, but you should be mindful of the timing of thank you notes in your particular job search. Hand written notes are appropriate for job searches that take a long time. Email notes are appropriate when you are interviewing for a temporary role that is moving quickly. A good rule of thumb is to send an email unless you can mail out your handwritten notes within 24 hours. Some people even do both.

Saying thank you is important, but it needs to be done the right way. Make your thank you notes perfect, personalized, to the point, and be sure to send them in the right format for the particular job. These details could be just the thing to get that next job.

—Guest Expert Scott Foley, Career Rocketeer

Telephone Interview Tips

A phone interview sounds easy, doesn’t it? It’s not as easy as it seems though. You can blow a phone interview just as easily as you can blow an in-person interview. Dropped calls, background noise, not knowing about the company, and/or not being prepared to respond to interview questions can knock you out of the running.

Review these tips for how to conduct a phone interview and what not to do when you’re interviewing via the telephone to make sure your phone interviews get you to the next step in the hiring process.

Create a checklist. Review the job posting and make a list of how your qualifications match the hiring criteria. Have the list available so you can glance at it during the interview.

Also have a copy of your resume in clear view, so you don’t have to remember what you did when.

Research the job and the company. The more prepared you are for the interview, the smoother it will go.

Review answers to typical phone interview questions and think about how you’re going to respond.

Use a land line. Unless your cell phone service is 100% all the time, use a land line instead of a cell phone. That way you won’t have to worry about dropped calls and getting disconnected.

Turn off call waiting. If you have call waiting turn it off. The beep of an incoming call is distracting and can make you lose your focus.

Interview in a private quiet space. That means securing a babysitter if you have small children at home and kicking the dog, the cat, and the rest of the household members out of your interview space.

Have a glass of water nearby. There isn’t much worse than having a tickle in your throat or a cough starting when you need to talk on the phone. Take notes. It’s hard to remember what you discussed after the fact, so take brief notes during the interview.

Focus, listen, and enunciate. It’s important to focus on the interview and that can be harder on the phone than in-person. Be sure to listen to the question, ask for clarification if you’re not sure what the interviewer is asking, and speak slowly, carefully, and clearly when you respond. It’s fine to take a few seconds to compose your thoughts before you answer.

Pay attention to body language. This might sound strange, but your body language matters on the phone almost as much as it does during a face-to-face meeting. Focus on the interviewer, smile, and think positive. You’ll make a better impression.

Multi-task. This won’t work for everyone, but if you can multi-task have the company’s website open in your browser, so you can quickly check for company information if it comes up in the conversation.

Have questions to ask the interviewer ready. Be prepared to respond when the interview asks whether you have any questions for him or her. Review these questions to ask the interviewer and have a few ready in advance.

Follow up after the phone interview. Ask for the interviewer’s email address, if you don’t already have it. Send out an email thank you note immediately, thanking the interviewer and reiterating your interest in the job. Use your thank you note as a way, as well, to provide information on anything regarding your qualifications you didn’t get a chance to mention during the phone interview.

Read the full article here: http://jobsearch.about.com/b/2011/04/10/telephone-interview-tips.htm

—Alison Doyle, About.com

How to Find a Quality Online Degree

While online degrees were once largely seen as being second-rate, recent studies have reported that employers are not only more open to, but are even showing a favorable sentiment toward candidates with online degrees these days.

One such study, conducted by Excelsior College/Zogby International, found that 61 percent of CEOs and small-business owners were familiar with online degree programs — and 83 percent of those considered online degrees equivalent to those earned in a traditional classroom. Besides the increase in reputation these programs are experiencing, online degrees have also become so popular, that if employers were to disregard candidates with such degrees, they’d also be disqualifying a significant portion of the work force.

A recent study conducted by education marketing firm EducationDynamics shows that, since 1999, enrollment in online degree programs has increased nearly 1,000 percent; and, according to another study by Babson Survey Research Group, at least 4.6 million students in the United States were taking at least one online class during the fall 2008 term, the most recent period from which data is available.

While online education has clearly come a long way in terms of both quality and reputation, some programs are still miles ahead of others when it comes to quality and — like with graduates of traditional universities — employers often take quality of education into account when making a hiring decision.

Unfortunately, the relative youth of online education can make it hard to distinguish a quality program from a degree mill; online universities are not yet included in the highly-regarded ranking systems like those produced by US News and World Report, the Princeton Review or Barron’s, and many online schools don’t have long-standing reputations that precede them. Though you won’t find an excess of third-party evaluations to help you choose a quality degree program, doing a little research on your own can help you find a school that will stand up to both your educational standards and an employer’s interview process.

Here are a few things you must know about choosing an online university:

Check accreditation

Accreditation means that a school has met a baseline educational standard, so if a school you’re considering isn’t accredited, it’s time to reconsider. The U.S. Department of Education maintains a searchable online database of accredited schools in the United States. Before enrolling, be sure to check that your school is on that list.

While most online universities will be accredited by some sort of agency, not all accreditations are created equal. Schools will be accredited by either a regional or national agency, and there is a difference between the certifications.

If you’re thinking about continuing your schooling in the future at a traditional college, for example, then it’s best to choose a regionally accredited school, since most traditional universities are regionally accredited and only accept transfer credits and recognize degrees from other regionally accredited schools.

Regional accreditation agencies are broken down by geographic region. They are:

• Middle State Association of Colleges and Schools • New England Association of Schools and Colleges • North Central Association of Colleges and Schools • Northwest Association of Schools and Colleges • Southern Association of Colleges and Schools • Western Association of Schools and Colleges

There are plenty of regionally accredited online schools to choose from though, so finding one shouldn’t be too difficult. The University of Phoenix, Devry University and Kaplan University are all accredited by the North Central Association of Colleges and Schools, for example (the same regional agency responsible for accrediting universities like Arizona State, Michigan State, Northwestern and Purdue).

If you’re applying to a technical, theological or vocational school, on the other hand, then it’s better to look for a nationally accredited program, since these agencies often specialize in a type of school (i.e. the Accrediting Commission of Career Schools and Colleges of Technology) rather than a geographic area.

Read reviews

Since online degree programs aren’t typically included in published college rankings, you’ll have to look elsewhere for a third-party opinion of online schools. Some websites, like Online Education Database, have begun to rank schools based on things like acceptance rate, graduation rate, scholarly citations and student-faculty ratio.

Additionally, the website CollegeChoicesForAdults.org lets you and compare and contrast 17 of the most popular online colleges, based on criteria including student demographics, student engagement and alumni outcomes.

Take your career path into account

If your goal in life is to become a doctor, for example, and you want to start your schooling at an online university, you may run into problems down the line. Most medical schools require students take a certain amount of lab-based courses — which can’t be done online, for obvious reasons.

The same goes for other “hands-on” career paths. While online learning may be a great way to get basic courses under your belt, you may want to transfer to a traditional university when it comes time for the technical stuff.

Pay attention to red flags

Many online universities are for-profit — and while that doesn’t necessarily reflect on the quality of the education provided, it’s still important to make sure that profit isn’t all a school is after before you enroll. According to the Better Business Bureau, warning signs that your online university may actually be a degree mill include:

• The school charges by program, not by course or credit hour. • There is no physical address, or a P.O. Box is given as the mailing address. Even online universities need physical addresses, where the “back-end” operations are headquartered. • More emphasis is placed on earning credits through “real-world” learning than on classroom time. • The length of the degree program is significantly shorter than equivalent programs at other universities.

By applying the tips above to your online-degree research, you’ll be able to make an intelligent decision about your education.

—Source: ELearners

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors? Resume Writing, Linkedin Profiles Job Search & Interview Coaching Recruiter and VC/Private Equity Distribution Cover & Thank You Letters Biographies Online Identity Programs Networking Training

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http://executiveresumewriter.com

http://www.linkedin.com/in/resumepro

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As a recruiter I primarily focus on Technology professionals, however, I have personally hired several salespeople and seen many resumes from people seeking sales positions. I’m often amazed at how many of those resumes don’t address the one, most important question that any sales manager would ask . . .

Can this person sell???

In sales, that one question is the “Elephant in the Room” when evaluating a resume or interviewing a prospective new hire. If that one question doesn’t get answered, it’s unlikely the process will move forward.

So, whether it’s on the resume, or in the interview . . .  here are mistakes I see that are made, and how the question can best be addressed . . .

Sales positions are different! As opposed to perhaps most other positions in an organization, performance and measurable results in sales roles are key.  If a company is hiring a new sales person, it’s for one reason . . . to bring in new revenue. It’s easily measured, and the sole reason for having someone in that role at all. If it’s unclear whether someone can bring business into the organization, there’s no compelling reason to hire that person. It’s the one thing a hiring manager wants to know, and it’s by far the biggest thing that matters.

There’s no question that the sales person should share the companies values, fit their culture, be able to exude the image the company wants to portray to their customers, and be able to articulate the company’s products or services. However, even if someone matches all those requisites, they won’t succeed if they can’t sell!

Past performance is the best predictor of future success. These words are the predominant concept most sales managers live by when hiring a new sales person. Certainly there are exceptions, and for various reasons many sales managers will take a chance on someone because of a gut feeling. However, most understand, that the safest new hire, is one that has performed well before. That’s what they are trying to determine. Has this person proven that they can generate new business in the past?

Metrics are key! Many sales resumes I’ve seen give great detail on the type of relationships they build well, the sales processes they’ve employed, examples of satisfied customers, and the types of organizations they’ve pursued. However, they state little to nothing about the results they’ve achieved in bringing in new business.

It’s critically important to provide actual numbers to show the results you’ve had, as well as a frame of reference to judge whether those results were good or not. To simply state you generated $600,000 in new business in the last year says very little about your success. $600,000 of new business in a year if you’re selling multi-million dollar capital equipment may not be good at all, while $600,000 in business last year selling office supplies may be great. Help the reader or the interviewer understand the context of your sales figures.

$600,000 of sales, while the rest of the company sales force averaged $1.5 million in sales would be a poor reflection on you. While $600,000 of sales that made you one of the top 5 out of 50 sales people would be a strong indicator that you have what it takes.

Present your strengths. Perhaps you weren’t a top sales person. However, you have other successes that still show you are a viable candidate. Always show what your successes have been.

If you’ve had significant growth in sales year over year for the past 3 or 4 years, that’s a compelling case for your future success. If you’ve had 100% retention of your customers, it shows you can build a base that’s enduring. If you brought in a significant number of new customers that have yet to maximize the revenue they will generate, it shows that you’ve been building success that simply has yet to blossom. If you’ve moved up in rank among other sales people in the organization each year, it shows you’re one that is likely to continue to grow and improve.

Whatever your individual strengths and successes have been, it’s critical to show it with actual numbers in your resume and in your interviews.

Don’t ignore the elephant! It’s imperative that you include actual figures in your resume and address them in your interview. For many, perhaps most, sales managers, if they don’t see actual facts and figures in a sales resume, it’s assumed the person wasn’t very good and they are hiding that fact with less relevant information.

The burning question that any company has when hiring a new sales person is always . . .

Can they sell???

Make sure you answer it in your resume, your interviews, your thank you notes and in every contact!

—Career Rocketeer

MARTIN WEITZMAN, NCRW, RPBS, IJCTC (800) 967-3846 resumepro@gmail.com http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

If you feel you meet the qualifications for one of these positions, please submit your resume to christopher.hutson@abener.abengoa.com and be sure to include the job title for which you would like to apply.

Marketing Strategist

Responsibilities:

Develop and manage marketing presentations and projects for Abener North American sales teams and management to increase revenue, market share and customer satisfaction.  Design custom sales presentations, proposal support commercial documents and advertisements in order to meet team and client’s needs utilizing marketing expertise, presentation software skills, creative thinking, brainstorming, and data analysis. Create solutions based presentations that package market research, corporate strategy, and business development activities. Warm and Cold call key account clients to establish information dialog for potential projects, meetings, and analysis.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills.  Previous experience in marketing and/or industrial and technical research preferred. The candidate should be highly proficient in MS Word, PowerPoint and Excel. Requires at least an undergraduate degree in marketing or communications; and/ or at least 4-6 years related work experience in advertising/marketing industry.

Business Development Manager—Solar Market

Responsibilities:

Manage the business development, marketing, and product support responsibilities for assigned business & products to capture new business opportunities. Research, analyze and recommend investment strategies for assigned business & products and effectively communicate requirements to senior management. Research and recommend strategic planning for assigned product lines including the impact on resources. Develop reports that include cost and pricing estimates, and market pricing strategy. Conduct customer visits and product marketing presentations. Participate in trade shows and technical symposiums.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills. They should have sound judgment and critical thinking skills to analyze complex business strategy and financial analysis, good public relations and marketing skills to work with a diverse customer base. The candidate should have the ability to analyze and solve problems both technical and financial, have the ability to establish and build customer relations and analyze customers’ fiscal budget cycle/process. Team building skills are necessary to communicate and gain support of divisional strategies and visions from the employees within the assigned business area. The candidate should have effective presentation skills (technical and business), communication skills (verbal and written) and interpersonal skills, and a high level of computer software proficiency to accomplish responsibilities.

Travel will be necessary domestic (typically 75%).

The client should have a Bachelor’s degree in related field (engineering, science, marketing or business) with a minimum 3-8 years of related experience.  Master’s degree in business preferred but not required.

Business Development Manager—Canada Market

Responsibilities:

Manage the business development, marketing, and product support responsibilities for assigned business & products to capture new business opportunities. Research, analyze and recommend investment strategies for assigned business & products and effectively communicate requirements to senior management. Research and recommend strategic planning for assigned product lines including the impact on resources. Develop reports that include cost and pricing estimates, and market pricing strategy. Conduct customer visits and product marketing presentations. Participate in trade shows and technical symposiums.

Requirements:

The ideal candidate should have strong organizational and analytical skills with attention to details, to be creative and display strong customer service skills. They should have sound judgment and critical thinking skills to analyze complex business strategy and financial analysis, good public relations and marketing skills to work with a diverse customer base. The candidate should have the ability to analyze and solve problems both technical and financial, have the ability to establish and build customer relations and analyze customers’ fiscal budget cycle/process. Team building skills are necessary to communicate and gain support of divisional strategies and visions from the employees within the assigned business area. The client will be required to have strong relationships with clients and potential subcontractors and partners and be able to develop and maintain these alliances. The candidate should have effective presentation skills (technical and business), communication skills (verbal and written) and interpersonal skills, and a high level of computer software proficiency to accomplish responsibilities.

Travel will be necessary domestic (typically 75%).

The client should have a Bachelor’s degree in related field (engineering, science, marketing or business) with a minimum 10-15 years of related experience.  Master’s degree in business preferred but not required.

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing LinkedIn Profiles Recruiter and VC/Private Equity Distribution Cover & Thank-You Letters Biographies Board of Director Resumes Job Search & Interview Coaching Online Identity Programs Networking Training

Contact Martin Weitzman Certified Career Professional Gilbert Resumes 800.967.3846 http://executiveresumewriter.com http://resumepro.com http://www.linkedin.com/in/resumepro

MARTIN WEITZMAN, NCRW, RPBS, IJCTC (800) 967-3846 resumepro@gmail.com http://executiveresumewriter.com

A MONTHLY PUBLICATION OF GILBERT RESUMES, FEATURING TIMELY CAREER ARTICLES, CAREER WEBSITES, AND SUGGESTIONS FOR TODAY’S JOB SEEKERS.

1. Identify Your Target Industry or Field of Interest

- Most industries have multiple subfields and further, departmental differences between job descriptions, duties and responsibilities. Make sure you are aware of the variety of positions within each industry sector. Use the Occupational Outlook Handbook (www.bls.gov/oco/) to research job titles.

- Take some time to envision yourself performing each task – could you see yourself performing this task eight hours a day, five times a week?

A January 2010 Gallup Poll found U.S. job satisfaction at its lowest level in two decades. Make sure you are looking at all the data before you make the proverbial leap (Results of polls on job satisfaction are at odds, By Carol Morello, Wednesday, January 6, 2010)

2. Search for Jobs via Keywords

- Job search sites such as Indeed.com allow you to input keywords or phrases when searching for jobs. Expand your job search by viewing all industries that highlight a specific skill as a job requirement (i.e. typing in “analyst” pulls up jobs such as: “financial,” “systems,” “credit,” “economic,” “risk” and “military” analyst). By expanding your job search into different industries, you may find jobs requiring the same skill sets you already have while simply working with a different product.

- View a variety of job postings – even jobs where you do not meet the qualifications. Scan these job postings for keywords or “buzz words” that are vital job responsibilities. Use your collection of buzz words to refine your job search and define your ideal job.

Once you have defined your ideal job, begin incorporating the related buzz words into your resume and cover letter. Illustrate for employers your ability and interest in using necessary industry skills.

3. Research the Professional Associations and Organizations for your Field of Interest

- Professional associations are maintained by professionals. These sites are invaluable resources regarding industry trends and resources, accreditations or certifications, and industry publications.

- Use discussion or forum boards on these sites to ask questions, to stay abreast of industry current events, and to weigh in on industry issues. This knowledge can certainly benefit you in job interviews and additionally can benefit you when employers search your name prior to the interview and see your passion in your field.

- Many professional association Web sites also list upcoming webinars or seminar series to attend, which is another great way to stay current in the field.

Peruse the organization’s career center for research opportunities, internship and full-time positions.

4. Use Niche Job Boards

- Employers post positions on niche job boards to avoid being flooded with applications from unqualified candidates. Find these sites by searching “job search sites” in Google (i.e. “direct marketing job search sites”).

- Print out jobs of interest, stay organized and record your completion of each stage (i.e. updated resume, sent application, scheduled interview).

- Create an Excel spreadsheet tracking your job search, including information about job posting closing date, contact information, follow-up points of contact, job description buzzwords, and company mission and goals. Search smarter, not harder. Updating this information throughout your search will keep you prepared as employers begin calling for interviews.

You can even create an Excel sheet of the list of niche job boards you find. Create a schedule for yourself of dates and times you check each site to help avoid searching certain sites too often.

5. Use your City’s Chamber of Commerce Web sites or LinkedIn to Directly Search for Ideal Employers

- Many job boards cost employers money, leading them to post job openings solely on their own human resources Web site. Therefore it is crucial to identify and target specific employers and consistently check their human resources department Web site directly.

- Even when employers post positions on job boards, make sure to view the position opening as it is written on the company’s human resources page. Frequently, employers will list additional application requirements about the positions they post on their website only. By doing this, employers can easily identify which candidates have done their research on the company.

—Career Rocketeer

Gilbert Resumes remains in the forefront of providing cutting edge solutions for today’s challenging job market, including strategies to build your online presence and maximize your career opportunities.

Need assistance with your career endeavors?

Resume Writing LinkedIn Profiles Recruiter and VC/Private Equity Distribution Cover & Thank-You Letters Biographies Board of Director Resumes Job Search & Interview Coaching Online Identity Programs Networking Training

Contact Martin Weitzman Certified Career Professional Gilbert Resumes 800.967.3846 http://executiveresumewriter.com http://resumepro.com http://www.linkedin.com/in/resumepro

Follow these three simple steps to negotiate a higher level of pay in your current job. 1. Get Ready Before marching into your boss’s office, arm yourself with some critical information. Start by doing some research into comparable salaries. This data will help both you and your boss understand your true market value and the cost to replace you should you leave. Two good salary-research sites are www.salary.com and www.payscale.com – there are many more, and you should check several because you’ll find wide variations in the results. Another way to gather general salary data is to review online job postings. You can also ask friends and relatives about pay ranges for professionals like you at their companies. Of course, your company isn’t interested in paying you based on what everybody else is making, what you need, or what you think you deserve but rather on your value to the company. To provide credible, factual evidence of that value, you need to document what you’ve accomplished.

Pull out your accomplishment file, performance evaluations, and other documentation that will help you recall what you’ve done for the company in the last weeks, months, and years. Write up brief summaries of your activities along with the specific benefits and results – including hard numbers wherever possible. For greatest impact, tie your accomplishments to strategic company initiatives and goals. Finally, based on comparable salary data, your level of responsibility, and the value you’ve delivered, set a compensation range that you think is fair. Also think about other perks and benefits you might ask for – this approach can be particularly effective at companies that have rigid salary structures and inflexible review periods.

2. Get Set Mental preparation is key to a salary discussion that is positive and professional. Your preparation will build your confidence; now it’s time to make sure you are going in with the right attitude. Banish any thought of demanding a raise, complaining that you’re underpaid, or comparing yourself to others in your department or at your company. You won’t win points by acting entitled or getting angry or emotional. Don’t bring up what you need or any personal situations that have strapped your finances. This is a business issue, and your goal is to stay focused and keep the discussion on a positive note. Now, mentally prepared and confident, tell your boss you’d like to schedule some time to review your goals for the coming period. Do not tell him or her you are going to ask for a raise, and don’t say you want a performance review. Schedule a meeting in a quiet place.

3. Go At the meeting, spell out what you plan to accomplish for the coming period, and get your boss’s agreement to these goals before moving on. Express enthusiasm and excitement for where the company’s going and how you’re going to help it get there.

Next, review what you’ve contributed in the last several months or even longer. Recap your accomplishments, being sure to stress the hard numbers and results. Again, before proceeding, get your boss to agree that these are the most important things you’ve done.

Now it’s time to ask for the raise. Reiterate that you are proud of what you’ve accomplished in the past and excited about the future. But you believe your compensation should be adjusted upward – to reflect increased responsibility, above-and-beyond performance, or significant contribution to company goals.

Then stop talking and let your boss react and respond. By preparing in advance, you should be ready to counter most objections with facts and figures, not anger, emotion, or defensiveness. And remember, in all negotiations it’s best to let the other party state a number first.

Above all, don’t let the discussion get contentious. Don’t threaten to quit. And don’t issue any kind of ultimatum. It’s likely your boss won’t agree to anything right then and there. Thank him or her for listening and establish the expectation and timing for follow-up. Then go write a brief memo summarizing the meeting, send it to your boss, and pursue the matter as diligently and professionally as you would any business issue.

With a businesslike and fact-based approach, you stand a good chance of getting something (if not everything) you want and will preserve your relationship with your boss. Regardless of what you negotiate, don’t let it affect your performance. After all you can use your fresh accomplishment summaries to update your résumé and look for a better-paying job!

Marty Weitzman, NCRW, CPBS, IJCTC, CPRW Gilbert Résumés 800-967-3846 For further information please contact Gilbert Resumes A Career Network Company resumepro@gmail.com 800-967-3846 Fax: 732-536-4429

With an Expert Résumé Writer as your “career growth partner,” success is just an e-mail or phone call away.

There’s no doubt about it, your résumé is an important tool in your job search. It is a door-opener that can lead to interviews and job offers. Often it’s your first chance to make a positive impression on people who can give you advice, assistance, and referrals. And it must convey all of your skills and qualifications in a powerful yet concise manner. That’s a lot of expectations for one or two sheets of paper!

How can you keep your résumé from being drab, dull, ho-hum, weak, or boring? Follow these expert secrets and you will have a résumé that is accurate, credible, and professional while communicating your true value and worth to an employer.

Be specific. When describing your job activities, include examples of specific things you have done that have been valuable to your organization. Be brief with general statements and generous with stories and examples. Your résumé will be more credible and more powerful because you can back up your statement of qualifications.

Here’s an example. “Contributed strategies to increase customer loyalty and drive revenue growth” — tell the specific story: “Developed monthly customer focused newsletter providing investment advice and trading strategies. Increased trading activity and generated significant referral business that added 11% incremental business in 2004 and directly contributed to record year.”

Add numbers. As you can see in the previous example, it’s important to document your successes by measuring results. This is how you know your efforts were successful. Take a look at the various aspects of your job and see if you can show an improvement, then add numbers or percentages that are proof of your capabilities.

Every organization has criteria for success. Find out what matters to your organization, then document how you have helped them to be successful. Consider these areas of measurement that are meaningful to most companies:

• Revenue or sales growth
• Profit increase
• Cost control
• Efficiency improvement
• Productivity increase
• Waste reduction
• Activity increase
• Market-share growth
• Decrease in competition

Let your personality shine through. Your résumé should be as unique as you are. One way to do that is by including your specific stories, as discussed above. Another is to share information about how you achieve results. Do you do it by persuading or convincing others? By inspiring your team? By sheer hard work and dogged persistence? Mention these kinds of traits in your stories and in your Summary/Introduction, and you will have a résumé that is like nobody else’s.

Consider the difference: (A) Gained more than $400,000 in new business. (B) Relentlessly cold-called every new business start-up in the county, making as many as 20 cold calls per day for six weeks. As a result, gained more than $400,000 in new business — more than twice as much as any other sales rep in the office.

Here’s another example: (A) Led successful membership drive that met all chapter goals for new pledges. (B) Provided inspirational leadership to a dedicated membership team. Gained their support for new ways of approaching pledges; kept spirits high during intense three-week pledge period that often involved 12-hour days. Achieved 100% of membership goals for the first time in 8 years.

Most job seekers make the mistake of including too much detail about job duties in their résumés. Keep in mind, job duties are the same for anyone who holds that job. What makes you unique are the activities and achievements you contributed while you held that job. Employers want to know that you will be successful working for them. What better way to prove it than by sharing stories that are specific, filled with hard proof (numbers), and indicate how you achieved your results?

Marty Weitzman, NCRW, CPBS, IJCTC, CPRW Gilbert Résumés 800-967-3846 For further information please contact Gilbert Résumés A Career Network Company resumepro@gmail.com 800 967-3846 Fax: 732 536-4429

With an Expert Résumé Writer as your “career growth partner,” success is just an e-mail or phone call away.

No matter how popular and how easy it is to apply for jobs online, the vast majority of people still find jobs the old-fashioned way: by talking to people they know and making personal connections to people who can hire them.

Don’t believe it? According to a 2002 New York Times survey, 64% of people found their jobs through networking. Only 15% credited either the Internet (4%) or ads (11%) for their jobs. If this news surprises you, then it’s time to put your network strategy into high gear — and devote most of your energy to the methods that really work.

What is networking? Networking is nothing more than talking to people. When you’re looking for a job, you should talk to anyone and everyone who can give you ideas, leads, suggestions, and referrals. You should not expect that most people you talk to will have real job leads, but everyone you connect with can refer you to one, two, or more people, and the cycle goes on. Your goal is to build a knowledge and support system that will eventually lead you to the right person at the right time.

What should you tell your contacts? What you say and how you say it is important. You will need to prepare and practice your message so that it is clear, concise, and lets people know how they can help you. Keep your introduction to 90 seconds tops. Longer than that, and you risk losing the interest of your audience at this early stage in the conversation.

Don’t recite your entire biography. Give your listeners just enough information so they understand what kind of work you do, what you’re really good at, and what kind of companies and opportunities you’re interested in.

Be sure you tell them what you need. Are you looking for an introduction at a specific company? Do you need some industry information? Do you want to tap into an alumni group or nonprofit organization?

Be specific so your listeners will understand how they can help you.

Follow up on every lead.

If your contacts have been helpful enough to give you some names and phone numbers, be certain you follow up quickly and professionally, even if at heart you don’t think the referrals have much value. For one thing, you never know — perhaps your contact’s cousin has an “in” with your target company. For another, it’s good etiquette, and you’ll be able to go back to your contact for more help only if you’ve done as he or she suggested.

Get organized.

Networking involves lots of names, phone numbers, and cross-connections. Set up a good system so you can accurately track how you got someone’s name and how that person is connected to others in your network. Take notes every time you talk with someone, and schedule your follow-up activities on your calendar so you don’t forget.

Keep your contacts in the loop.

Periodically, send a brief status report to your network. At that point you might be able to ask for more help with a new, specific request. As long as you are polite, professional, and never ask for something your contacts can’t provide (like a job), your phone calls and emails will be welcomed.

Let people help you.

A lot of job seekers are hesitant to reach out to their network and, beyond that, to strangers they’re referred to. For some reason, it’s much easier to give help than to ask for it! Understandably, you don’t want to be a bother. But put yourself in your contact’s shoes. Wouldn’t you be willing to spend a few minutes trying to help a friend or the friend of a friend? Don’t you get a lot of pleasure from helping others? It’s best to get over your reluctance and open yourself up to the help that others want to give. You’ll probably be pleasantly surprised by how helpful and generous people are – whether your own friends and colleagues or people you don’t even know. This discovery is one of the true joys of networking – and once you experience it, you will certainly be a helpful network contact for your friends as soon as you land your next job.

Marty Weitzman, NCRW, CPBS, IJCTC, CPRW Gilbert Résumés 800-967-3846 For further information please contact Gilbert Résumés A Career Network Company resumepro@gmail.com 800-967-3846 Fax: 732-536-4429

With an Expert Résumé Writer as your “career growth partner,” success is just an e-mail or phone call away.

Every job seeker on the planet has experienced the agony of waiting to hear – about a job, an interview, a key contact, a next step in the selection process. These guidelines will help you minimize the waiting without antagonizing your contacts.

Set the expectation. At the end of every meeting, clarify the next step and the expectation for follow-up. “Great, I’ll look forward to your call on Friday. If I don’t hear from you, may I check in on Monday?” With this approach, you’ll feel confident on Monday that your call won’t be viewed as intrusive.

Keep the ball in your court. Whenever possible, rather than waiting for someone else to take action, take the initiative to pursue a contact or expedite a process. Busy executives will appreciate it, and you’ll be assured that progress is being made toward your important goal of finding a new job. For example, if a network contact promises to pass your résumé on to a colleague, you might say, “I know you’re busy, so I’ll be glad to save you a step and get in touch directly. May I use your name?”

Don’t be demanding. No matter how impatient, frustrated, or angry at a lack of response, never let negative emotions show in a voice mail, email, or person-to-person message. If your contacts feel uncomfortable when hearing from you, they’ll be less and less inclined to take your calls.

Follow up with a purpose. You can simply call to follow up on a prior message or letter, but why not find a better reason to get in touch with your contact. Can you supply a bit of information on a topic you discussed? Share a news story or an idea? Refer him or her to someone who can help with a specific problem? With this approach, you’ll call with confidence.

Never ask for something your contacts can’t give. Remember, you want your call to be cordial, friendly, helpful, and professional at all times. If you ask for something your contacts can’t give, such as a job, they’ll feel guilty and uncomfortable when hearing from you.

And what about the protocol for following up when you haven’t had a meeting or even a conversation? You’ve sent your résumé in response to an ad, and now you want to know if you’re in the running. Here is a strategy for this kind of follow-up call.

Try calling early or late in the day (before 8 am and after 5 pm) to improve the odds that your quarry will pick up the phone.

Leave a polished, positive message. Practice in advance so you can perform beautifully whether you reach a live voice or get routed to voice mail. Preparation will boost your confidence in making these difficult but critical follow-up calls.

Don’t leave your number or ask your target to call you back. Sounds contradictory, doesn’t it? But remember, you want to keep the burden off your contact and the ball in your court. Instead, leave a brief message and indicate you’ll call back “tomorrow at 8:30 a.m.” Then be sure you call precisely as promised, and repeat the process until (a) you give up; (b) you reach your target; or (c) your target calls you. (This happens much more often than you think, even if you didn’t leave your number.)

Decide how many times you’ll follow up before giving up. For many job seekers, once is more than enough. But chances are, your target is simply busy, and returning your call never reaches the top of the “to do” list. Consider persisting for four or five times, leaving a brief message each time, before you give up. Most importantly, when calling any contact during your job search have a clear message about who you are, the value you offer, why you’re calling, and how (specifically) they can help you. This clarity will help your contacts to help you as best they can and will give you confidence when you pick up the phone. And that’s half the battle, ensuring that you approach your calls with an upbeat tone and a positive attitude.

Marty Weitzman, NCRW, CPBS, IJCTC, CPRW Gilbert Résumés 800-967-3846 For further information please contact Gilbert Resumes A Career Network Company resumepro@gmail.com 800-967-3846 Fax: 732-536-4429

With an Expert Résumé Writer as your “career growth partner,” success is just an e-mail or phone call away.

1. For most companies, 3.9% is the average budget increase for salaries

   Most “high performers” get around a five percent raise, while “low performers” often receive an annual pay raise of 2 percent or less, according to a survey from World at Work.

   “When people are looking for 6 to 8 percent, well, very few people are getting it,” says Rebecca Mazin, co-founder of the HR consulting firm Recruit Right and author of The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals.

   Knowing this can make it easier to stomach a 4 percent annual pay raise – while it may not equal big money, it actually means your employer values you. Anything more is above the average pay raise, and means you’re likely considered a top performer, and anything less means you may be underperforming.

2. Your employer (or future employer) may not know the national salary range for your position

   Just because a whole wealth of salary information is online these days doesn’t mean your company has any idea what the national average wages are for a person in your field and in your city. If you research the historic average wage trends and discover your salary is abnormally low, it can be a great negotiation tool when you talk to your boss about your annual pay raise – or when you’re accepting a new job offer. He or she will realize they could easily lose you since many competitors nearby are paying better than the national average wages and possibly giving a higher annual pay raise. “You need to go in with some data behind you, you at least need to know what the going rate is,” says Dawn Rosenberg McKay, About.com Guide to Career Planning. “[That way] you’ll know if you’re being outlandish or asking for something ridiculous.”

3. Most managers have a short memory when it comes time for your annual pay raise

   On average, pay raises are given annually, and so it’s important to keep track of all your achievements within the past year – don’t expect your boss to remember your big project from eight months ago. Using a spreadsheet or a special email folder, keep track of your accomplishments as they happen, so when the time comes, you have a strong case for a higher annual pay raise. Accomplishments that show you’ve either saved the company money or earned the company money are the best ones to highlight, especially if you can specify an exact figure. If that’s not possible (which is the case for most employees), take note of any extraordinary praise you received from managers or fellow co-workers, any special thanks from clients, and any other ways that demonstrated you went above and beyond your normal job duties.

4. Your manager probably has little influence over your annual pay raise

   Decisions about an employee’s annual pay raise are often made at a high level of company management. So, even if you follow all the pay raise tips above, your manager may have minimal control over your annual pay raise. Case in point: Mazin recently worked with a non-profit organization whose board decided to give every employee the exact same pay raise.

   There’s not a lot you can do in this situation, but if it leaves you feeling dissatisfied or taken for granted, it may be time to look for a new job.

5. Threatening to quit can result in a big pay raise (but it’s risky)

   If you’re hoping for a big annual pay raise, or were disappointed by a recent pay raise, you may want to start job searching. For most people, the biggest salary jumps they have in their careers occur when they get a new job or threaten to quit because of a tantalizing job offer.

   Sometimes, telling your current employer about your new gig can be a potent bargaining chip – they may be willing to match the new offer just to keep you. But not always, as Mazin points out, so don’t let your plan backfire. Make sure you really want that new job – and are ready to quit your current one – before threatening to quit.

   “If you do decide to do it, do it for the right reasons,” Mazin says.

—by Joy Victory