A background check for a job is more than likely in your future. From minor infractions to major crimes, learn the common deal breakers for employers.

You can swear on your dog and promise up and down that you’re a trustworthy person, but chances are, a potential employer isn’t going to take your word for it. A background check for employment will likely be done before they can officially welcome you aboard. A whopping 98% of businesses perform background checks on job candidates, a survey by risk-alert firm Endera found.

The good news: As a job seeker, you have some protections. Employers must receive written permission from you before running a background check, and if anything in the reports leads to the company deciding against hiring you, the employer is required to inform you and provide you with a copy of the report.
Look, no one likes having a background check; even seasoned job seekers may still be concerned about companies prying into their personal information. After all, can you really be sure you’re as squeaky clean as you think?

Maybe. Maybe not. What dings your record for one job might not have the same effect in a different job. Meaning, if you were convicted of a crime that is relevant to the job’s responsibilities, you’ll set off a red flag. Hiring standards can vary by employer and may be regulated by federal or state law, and employment screening criteria can also vary depending on what industry you’re in, explains Paul Stephens, director of policy and advocacy at Privacy Rights Clearinghouse.

In other words, “a person does not really ‘fail’ a background check, although a screening company might use that terminology,” says Stephens. “Rather, the question is whether an individual meets the hiring standards set by the particular employer.”

That said, there are some red flags that generally make employers hesitant to hire job candidates. Read on to learn what can make you fail a background check for employment.

Criminal history
Criminal records searches are used by 93% of employers that conduct pre-hire screening, according to Sterling Talent Solutions’ 2017 Background Screening Trends & Best Practices Report. But many employers take into consideration the nature of the crime and whether the job candidate received a criminal conviction, Stephens says.

And even then, the majority of employers (59%) only disqualify 5% or fewer applicants based on past criminal convictions, the Sterling survey found—and 67% of employers said they would proceed with a candidate evaluation after finding a conviction not divulged initially on an employment application, with most saying that they would give a candidate the opportunity to explain their criminal past.

However, there are some industries where a clean record is of utmost importance; for instance, jobs that require high-security clearance will deny you if you committed a major offense or one that was related to addiction, mental health issues, sex offenses, or cybercrimes. It’s a similar situation with jobs wherein you’d serve vulnerable populations (children and the elderly), such as caregiving, teaching, school bus driving, etc.

Drug and alcohol tests
Many employers make job offers contingent upon candidates passing a drug or alcohol test and, unfortunately, American workers are testing positive for drug use at the highest rate since 2004, according to the annual Quest Diagnostics Drug Testing Index.

Credit history
Have a few blemishes on your credit report? In most states, employers are allowed to see a candidate’s credit history before extending a job offer. But having subpar credit isn’t typically a deal-breaker, says Jeff Shane, president at Allison & Taylor, a professional reference-checking and employment-verification company based in Rochester, Michigan.

“Unless you’re applying for a financial position, where you’ll have access to the business’ financial instruments, like a company credit card,” he says, “your credit won’t really matter to an employer.” If you’re applying to a job that requires you to handle money, however, your credit history will indeed be a red flag to employers.

Bankruptcies
More thorough background checks for employment will uncover bankruptcy filings, but employers can’t see on a background check the reason why you filed for bankruptcy—meaning the onus is on you to explain what your financial troubles were and what steps you’ve taken to regain your footing. Again, this will matter more for financial jobs than for non-money-handling jobs.

Most employers understand if a divorce, medical issue, or some other unexpected event caused you to file for bankruptcy, but it’s best to have this conversation in person.

Driving record
Having a couple of speeding tickets or moving violations on your driving history shouldn’t be a warning sign to employers. The exception, of course, would be if you were applying for a job that requires you to drive, since having a driving accident while you’re on the clock could mean financial or legal consequences for your employer.

If you have a DUI on your DMV record, though, be prepared to explain the circumstances to your prospective employer.

Employment history
Some background checks include a report of the job candidate’s employment history—a list of all the companies you’ve worked for, your job titles, and dates of employment. Thus, your resume should be free of falsehoods and accurately reflect your work history.

Education
When running a background check, many employers will verify the job candidate’s education credentials—and some employers will go the extra mile by asking candidates to show certificates of achievement or awards. Assuming you were honest about your education history on your job application, you have nothing to worry about.

The post Things that can make you fail an employment background check appeared first on Résumé Writing and Career Services.

Your 120-character headline (The One Thing That Improves Your LinkedIn Profile), done right, will land a recruiter or hiring manager to your LinkedIn profile. But, even if you’re perfect for the job, you can still get dropped from consideration faster than a Boeing 737 Max without the software fix.

Huh?
Recent scientific research’s proven first impressions are made in the one-tenth of one second.  When that picture is worth more than your first one thousand words, what does your LinkedIn profile photo say about you?

Your LinkedIn profile photo is your first and only chance to make a lasting positive impression. That photo has the power to make or break your online connections. It humanizes you. It may lead to expanded career opportunities and increase your networking reach. If nothing else, it will allow connections to recognize you when they meet you in real life.

Maybe you don’t consider yourself photogenic. Or maybe you prefer to be mysterious. Or you don’t want to be bothered with taking the time or money to do this right. So, you decide you’ll bypass all that just do nothing, and use LinkedIn default.  Think again. LinkedIn members with a profile photo receive 21 times more profile views and 9 times more connection requests.  Will any photo do?

Nope. Not any more than any candidate will.

Read on for the Do’s and Don’ts of LinkedIn Profile Photos and rock your way to your next awesome job!

Don’ts (because sometimes it’s easier to start with what not to do).
Here are some classic bad LinkedIn profile photos image characteristics…

• Blurry
• Poor lighting (shadowed or washed out on face or background)
• Face obscured
• Squeezed (there needs to be appropriate “white space” and no hair or facial parts hacked off) or distorted
• Tiny photo/subject miles away
• Sweaty or shiny-looking face
• Unprofessional photo (alcohol is present, look hung-over, at a party, day-old beard, hankies, other’s body parts in image … the list is endless)
• Screenshot (only 72 dpi – the quality is not there) – use a real photo instead

Photo? What photo? It is not ok to stick with the LinkedIn silhouette or logos when you’re serious about job-hunting.
Some profile photos are so close, but…

Do’s for a Job-Winning LinkedIn Profile Photo
Ideally, use a professional photographer who specializes in professional headshots.  Otherwise, follow these tips for a job-winning profile photo….

• Be Engaging and Professional
• Show your face, your whole face, evenly lit
• Make eye contact with your viewer
• Smile, flashing your pearly whites
• Wear what you’d wear to work (unless it’s a t-shirt)
• Background Basics
• Choose a background that isn’t distracting
• A flat or simple background is best; an artfully blurred background can work
• Bonus points — use a background that contrasts with what you’re wearing
• Warm-colored backgrounds get higher click-through rates, according to some research
• Proper Cropping & Sizing
• Head to shoulders or head to waist
• Your face and body show make up 60% of the frame
• The maximum file size is 8MB, 400 x 400 pixels, and file type must be PNG, JPEG or GIF (click here if you need help properly sizing it)
• Mobile-Test

57% of LinkedIn profiles getting checked out on mobile (according to LinkedIn)
Mobile LinkedIn views centers then crops banners around the image
Check and if needed tweak your banner image to make sure it’s effective in mobile view

Wait! Before You Hit “Publish”
Get feedback on your photo to make sure it’s “saying” what you want it to say about you.
Choose a photo that looks like you, today
Power Tip — run your profile image through www.photofeeler.com
You’re Almost But-Not-Quite Done – Your LI Picture Comes with a Frame…
LinkedIn profile headers form the frame to your picture. It’s a large, visible piece of real estate on your LinkedIn profile. Make the most of it! A well-thought-out banner image takes your profile to the next level.

Deyth Banger, author of How to Talk to Anyone suggests you “Control the frame of the discussion.”  How do you want that banner to position you? Choosing the right photo comes down to what you want viewers to think about you when they view your profile.

Key LinkedIn Banner Considerations
Make sure it’s the right size. The official size of the LinkedIn background photo is 1584×396 pixels.  Not all of that space is usable.  Much of it gets cropped out on smaller screens and mobile devices.  The safe usable space is around 1000×120 pixels at the top of the image or to the righthand side of the image. That does not leave much room for a logo or a call to action, but if you want everyone to see it, regardless of screen size, that’s where it needs to be.
Choose a scene that reflects the type of work that you do, an image of your current location/geography or an emotion that you’d like to impart when someone views your profile.

A good background or cover photo image can include a phrase or a few words that reflect the type of work you do or a call to action to email or call you.
Make sure that your profile photo does not cover the phrase, logo or other copy on all devices/screen sizes.

The image you choose should be crisp and clear
Test and retest your background cover photo before you publish it. Run it by a few friends to get their input to ensure the image you choose gives the impression you want.

If you don’t have or can’t create an image that works, using the standard LinkedIn default is okay (albeit a missed opportunity). That’s better than using an image that gives a negative impression.

The post Ridiculously Easy Job Winning LinkedIn Tip appeared first on Résumé Writing and Career Services.

You’ve spent the last three months searching for a job and company that not only interests you, but that you’re confident you can excel in. Unfortunately, you’ve only been able to find one or the other.

Finding the right job fit isn’t always easy. The job search can be a painstakingly long process defined by constant hills and valleys (seemingly a lot of the latter).

In fact, job seekers report increasingly longer hiring times, with the job interview process taking an average of 22.9 days in the U.S., according to a June research report by Glassdoor. The reason? Glassdoor’s report found that labor markets in some countries simply do a better job at matching job seekers and companies.

When it comes to finding the right job fit, you have to be your own advocate. You’ll have a much better chance of success if you take the time to understand your goals, values, and skills — and how they apply to various positions and organizations.

So, here are six questions to ask yourself before beginning your job search:

1. Why am I job hunting?
What led you to begin your job search? Are you looking for your first job out of college? Are you unhappy in your current position? Identifying why you’re looking for a job is the first step in finding the best possible job fit. Let’s say you are, in fact, unhappy in your current role. Spend some time figuring out why you’re not satisfied. Maybe there’s a lack of development or advancement opportunities. Now you know to look for those opportunities during your job search. Answering this question before beginning your search will ensure you don’t fall into a similar situation.

2. Where do I see myself a year from now?
Goals give you something to actively work toward and be excited about. Establishing short- and long-term goals is a necessary step in developing a solid career path and finding a job that you’ll enjoy and be good at. An easy way to set career goals is to determine where you see yourself a year from now. What do you hope to accomplish in that time? To better set long-term goals for yourself, where would you like to be in five years? These questions can help you figure out what you’d like to accomplish and what it’ll take to achieve those goals.

3. What path do I have to take to make this happen?
Now that you’ve established your short- and long-term career goals, it’s time to figure out how to make those dreams a reality. Discover exactly what it’ll take to achieve your goals. That can mean pursuing further education or training, getting involved in professional development and networking events, building your knowledge and experience through lower-level jobs — you get the idea. To establish a clear direction, try looking at job ads for positions you’re working toward. What skill, experience, and education levels do those jobs require? This information can give you a better idea of what path to take.

4. What do I have to offer employers?
Whether you’re fresh out of school or have some professional experience under your belt, you have something to offer employers. List out your experiences — in and out of school — and what you learned from each. Next, determine how those lessons, skills, and experiences can be applied to the workplace. This is something you absolutely want to figure out before being asked “Why should we hire you?” in a job interview.

5. What skills would I like to acquire/expand on?
While you need to know what value you can bring to a company, you also want to know what the company can offer you — this is where you really have to become your own advocate. Determine what skills could use some work and what skills you’d like to acquire. This will help you find a position that will provide the necessary resources to help you grow and develop as a professional.

6. What type of company do I see myself in?
Last, but certainly not least, find out what type of company you see yourself in based on your personality. When it comes to finding the right job fit, skills and experience aren’t all that matters. Your personality and interests are equally important, as they can help you determine whether you’d fit within a particular company’s culture. For instance, if you work best independently, you might be more open to working in a traditional cubicle, whereas someone who enjoys collaborating and isn’t distracted as easily might enjoy working in an open office space. Or maybe you want a position that will allow you to make a big impact on the company. If that’s the case, maybe it’s the startup life you seek. Whatever the case, strive to find a company that fits your needs, skills, interests, and future goals.

The post 6 Things To Think About Before You Start Your Job Hunt appeared first on Résumé Writing and Career Services.

8 CAREER RESOLUTIONS TO PUT ON YOUR CALENDAR

Everybody starts the year off with a list of New Year’s resolutions — which are nearly all abandoned or forgotten by February. This year, keep that January motivation fresh in your mind by adding your resolutions to your work calendar now. Here are some suggestions from career experts about what goals to set for this year.

Make a “greatest hits” list.
“Everyone should take time at the beginning of every year to take stock of what they accomplished the prior year… and put those into writing in a resume-like fashion,” says Monique A. Honaman, CEO and partner at ISHR Group. “It’s much easier to have all of this information ready to go when you need it as opposed to having to create a resume from scratch and remember what you have accomplished for the past 10 years.”

Establish one big goal.
“We frequently spend more time hammering out the daily demands of life such that we forget to focus on the big picture,” Honaman says.  “Everyone should set at least one goal of something major that they want to accomplish for their career each year.” Carve out time for yourself, just as you would for any other appointment, to work on your big-picture goal each week, she advises.

Seek out advice.
“Find a trusted mentor who can help guide you towards your goals with a dash of realism about how to navigate the waters ahead,” says Joseph Weintraub, a professor of management and director of the Babson Coaching for Leadership and Teamwork Program at Babson College. Even if you think you know the ropes, somebody more seasoned could give you advice about navigating your company’s higher-up office politics. Weintraub says this person can be someone at your company or someone highly-regarded in your industry who knows the unwritten as well as the written rules.

Set progress benchmarks.
“Set stretch goals but don’t bite off more than you can chew,” says Roy Cohen, career counselor, and executive coach. To keep your big idea manageable, come up with a few smaller goals that will help you accomplish your big achievement. Taking a class, earning a certification or writing an article for an industry publication could all be stops on the way to your final destination that will help build momentum towards it, Cohen says.

Do a quarterly check-up.
“As is the case with quarterly performance reviews in organizations, take the time to do the reflection of where you are in accomplishing your resolutions by doing your own internal audit in your scheduling calendar by setting up a look at your resolutions every three months,” Weintraub says.

Do a mid-year network check.
“Ask yourself at the mid-year point, who have I connected with this year?” Honaman says. You don’t want to be that guy or gal who gets a reputation for only getting in touch if you need a favor, she says. “Make the investment, and sustain your investment, by building a valuable network.  If and when you do need to reach out, the connection is not cold.”

Acquire new tech skills.
“Learn how to better use technology to support all aspects of your job search,” Cohen says. “The downtime around the holidays is great for coming up to speed on new technology applications or skills that need to be strengthened.” Figure out your weak spots, then find classes, books or tutorials where you can learn or brush up on the skills you need to move forward.

Take stock of your accomplishments.
At the end of the year, give yourself a personal performance review — and since you’re not sharing it with anyone, don’t dodge the mistakes and missteps you made during the year. “Be realistic in what you have done and not done towards moving towards your resolutions. Often failure along the way brings the biggest learning,” says Weintraub. “The key is to learn from past mistakes,” he says, by figuring out what you need to do differently the next time around.

The post 8 Career Solutions to Put On Your Calendar appeared first on Résumé Writing and Career Services.

It will be Christmas before too long and the kick-off of holiday networking. If you’re planning on using this time to maintain and grow your professional network (and you should), make sure your LinkedIn profile is up-to-date. Here are 10 areas to check on your LinkedIn profile:

Photo: You don’t need a professional headshot, but you do want to look professional. Choose a close-up of your face. Don’t include pets, children, or busy backgrounds. People who you network with and then want to connect with on LinkedIn will better remember you when they see both your profile and your picture. You want your photo to look like you.

Headline: These are the words that appear under your name. When you create your profile, LinkedIn includes a default – typically your current title and company. But you can change that. If your title is generic and your company isn’t a household name, it might not be clear what you do and what your industry expertise is. You may want to instead choose a more descriptive headline (e.g., marketing professional, finance manager).

Summary: Directly below your photo and brief outline of your experience is space for a Summary. This is searchable, so be sure to include the keywords that you want to be found for – brand name companies, technical skills, functional and industry expertise. Look at other profiles for summaries that you like, and model yours after that.

Experience: If it’s been a while since you have updated your profile, your experience section might not reflect what you’re currently doing. Make sure your title and description of your role is current.

Extras: Don’t stop editing at just the main sections, like Education and Experience. There is a Publications section where you can mention if you have written something – a report for a trade newsletter, a guest blog. You can also add videos or PowerPoint to your Summary or Experience sections to showcase examples of your work. The Volunteer and Interests sections reflect another aspect of your background.

References: You can ask people to write a Testimonial about your work. As a former recruiter, I can confirm that this won’t at all replace actual reference checks, but it’s another way of showcasing your background. It’s also a great way to reconnect with the people from whom you request references. Endorsements are another way to show peer support of your skills (while Testimonials are written references, Endorsements are just checkmarks against specific skills that show someone in your network confirms you have that skill). Be sure to list the skills you want to receive endorsements for so these keywords accumulate on your profile.

Settings: If you haven’t checked your privacy settings in a while, do that while you’re updating everything else. When you make a lot of updates, you want to turn off the notification to your network of changes you make – you don’t want your connections to be bothered every time you make an edit. Then, be sure to turn the notification back on because for less frequent updates – when you post a status update, when you change your title – you do want your network to be made aware. Another setting to look at is regarding your browsing activity — “Select what others see when you’ve viewed their profile.” When you look at someone else’s profile, you can reveal who you are, stay semi-anonymous (LinkedIn shows no picture and just a generic industry or title) or anonymous. If you don’t want others to know you’re looking at their profiles, make this setting anonymous.

Connections: The connections that you have determine what kind of new connections you can see (because you are seeing their networks and their networks’ network). So as you update your own profile, think about what connections you’d like to make, and which connections you’ll accept going forward.

Groups: Groups are like-minded members drawn together by industry, role, shared background (e.g., company, alma mater) or shared interest. Groups are a great way of meeting people and staying current. The groups you are in also reflect your own experience and interest. So groups are another area to proactively update.

Contact info: Your email might have changed since you first set up your profile. If you want to know when people reach out to you on LinkedIn or get activity feeds or notices from your Groups, you need to make sure the email connected to your profile is something you check regularly. When I was recruiting, I regularly received very tardy responses from candidates I reached out to on LinkedIn with the sheepish excuse that they don’t check that platform so often. Have the notifications forward to an email that you do check often! Why be present on a platform known for its recruiting advantages if you’re not going to respond!

Don’t just network during the holidays. Plan to follow up and stay in touch. LinkedIn is an ideal platform to do this, so make sure your profile is ready now.

The post Refresh Your LinkedIn for Holiday Networking: a 10-Point Checklist appeared first on Résumé Writing and Career Services.

When you’re deep in the midst of your job search, it’s easy to feel like you’re on your own – just you and your resume, against the millions of other job-seekers.

But you actually have an ally out there: Recruiters. Some recruiters work with hiring managers at companies, others work as headhunters at a third-party firm — but their goal is the same: to fill an open position with the right person.

And if they think you’re that person, they can be a huge help in getting your resume to the top of the hiring manager’s pile. Here’s everything you need to know about recruiters — from what they do to how to find them — to make the most of that relationship.

The Corporate Recruiter

Who They Are

A corporate recruiter is tasked with screening candidates and filling open positions at the company for which she works. Larger companies often have multiple recruiters for all types of positions and levels of experience, while smaller companies may only have one.

How to Find Them

Typically, a corporate recruiter will find you, either after you submit your resume to the company or by coming across your profile on a professional networking site.

You can also contact a recruiter directly to inquire about an open position or to request an informational interview — many job postings will list the name of the recruiter working on the position, or you can search for people on LinkedIn. (But keep in mind that this is everyone’s approach — so try to find recruiters that you have some sort of connection with, and don’t expect a response from all of them.)

How it Works

If a recruiter thinks you might be a fit for a position, she’ll contact you to ask some basic questions or conduct a pre-screening interview, usually over the phone. Then, if she thinks you’re a good candidate, she’ll pass your application along to the hiring manager.

If you’re selected for an interview, the recruiter will often coordinate the meeting, follow up with you as the process continues, and even send you the official offer.

How to Make the Most of It

Assume that any contact with a corporate recruiter is part of the formal interview process. So, show up on time, dress the part, and if she asks you specific questions about your background and what you’re looking for, target your answers to the specific company and position.

Also make sure that you follow up with her regularly. If she asks you for any materials or work samples, get them to her right away. Send her thank-you notes after each interview. And if you haven’t heard from her in a while, or aren’t sure where things are in the hiring process, don’t be afraid to check back in.

Finally, don’t lose hope if you’re not immediately placed within the company. Most corporate recruiters will keep your resume on file and contact you if a future position matches your skills.

The Contingency Recruiter

Who They Are

Unlike the corporate recruiter, the contingency recruiter — aka “headhunter” — works independently of the hiring company, often at a staffing firm. They’re contracted by a company to fill a position, but are only compensated if they find the candidate who’s hired.

How to Find Them

Similar to the corporate recruiter, they’ll often reach out to you via professional networking sites (and they’re usually more receptive than corporate recruiters to being contacted directly). If you reach out, make sure you choose someone who specializes in your field or industry, as she’ll have the best connections and openings. And you can definitely work with multiple recruiters at the same time — don’t choose one who wants an exclusive agreement (or money!) from you. The company that hires you — not you — will pay their fee.

There are many great staffing firms out there. For example, Robert Half International places seekers in accounting, finance, information technology, marketing, legal, and administrative jobs, and Maxim Staffing works with people in the healthcare professions. There are plenty of others — ask your contacts or do a quick Google search, then, give them a call, asking if you can be put in touch with a recruiter.

How it Works

The recruiter will call you in for an informational-style interview, either in person or over the phone, to get a sense of your background and career goals. After the interview, she’ll contact you if she’s hiring for positions that might be a good fit.

At this point, you can decide whether or not you want to be considered. Once you give her the green light, she’ll send your resume on to the company and help coordinate any interviews. If at any point the company rejects you from continuing on in the hiring process, she’ll pass on their feedback.

How to Make the Most of It

As you’re going through the process, be honest and open about your background, goals, and how you feel about the positions the recruiter sends your way. It’s in both of your best interest that you end up somewhere that will be a good fit, so if the position doesn’t sound right to you, ask more about it or let her know your specific concerns — the earlier, the better.

Also, stay in close contact with your recruiter. Follow up with her every few weeks if you haven’t heard from her. And if you find a job on your own, respect her time by letting her know, so she can stop considering you for positions.

Which One Should You Choose?

Wondering which type of recruiter you should work with? If you have your eyes set on working at a specific company, reach out to a corporate recruiter. If you have a couple companies in mind, but are open to other opportunities, too, contact corporate recruiters, but also meet with a contingency recruiter, too. If you have no idea what companies would even be a fit for your area of expertise, a contingency recruiter will definitely be your best bet.

Of course, working with a recruiter isn’t a guarantee that you’ll get hired — but it can help you out by giving you insider information, finding job openings you don’t see elsewhere, and landing your resume to the top of the pile. And at the very least, it’ll make the job search process a little less lonely.

The post How Recruiters Can Help Your Job Hunt appeared first on Résumé Writing and Career Services.

It’s a great day in anyone’s job search: A recruiter calls with a new job opening. You hear the details and get excited – it’s sounds like exactly what you’ve been looking for! You go to the interview, hit a home run, and leave the building feeling pretty confident that you’ll hear from them soon.

Two days later, you do – and you hear that they’ve chosen another candidate. Wait, what?

The majority of job seekers would be bummed out, then shrug it off and move on to the next job application. But, not so fast. Not getting a position you want is still an opportunity to get your foot in the door for future opportunities, plus a chance to learn more about yourself as a prospective candidate. If you didn’t get the job you were gunning for, take these four steps to turn your disappointing situation around.

Do Some Reflection

After a few days have passed, try to step back and assess the situation. Were you not the perfect fit for the position? Was the employer seeking a certain qualification or skill set that you don’t have?

Also think about your interviewing skills. What did you do well – and what could you do better next time? Were there questions that tripped you up, or experiences you should have highlighted but didn’t?

No, it’s never easy to rehash the experience, but taking the time to see what you can learn will only benefit you. You’ll be more aware of how you can improve as a candidate, and you’ll be able to apply that knowledge to future interviews.

Follow Up

Now, reach back out. Even though you might not want to think about them ever again, you should send a follow-up email to your interviewers, 2-3 weeks after your interview. Thank them for the opportunity to apply, acknowledge their decision to go with a different candidate, and ask that they keep you in mind for future openings. This lets the employer know that there are no hard feelings and that you’re definitely still interested in being considered in the future.

Also include a line that could elicit feedback – for example, “please let me know if there was a concern or question regarding my candidacy.” This way, without appearing defensive, you let them know that you’re open to learning more about why you weren’t a fit.

Ask for Feedback

That said, it’s rare that an interviewer will tell you directly why you didn’t get the job, but if you’re working with a recruiter, she should. Make sure you connect with her after the interview and ask for specifics on why you weren’t chosen. Maybe you need more education or an expanded skill set, maybe you could improve upon your interviewing skills, or maybe they really liked you, but just didn’t think the position was the right fit. In any case – you’re better off knowing, so that you can refine and hone potential weaknesses, gaps, or mistakes you’re making during the interview process.

Keep in Touch

If you’re really interested in the company, and think you might be a fit for future positions, don’t be afraid to periodically keep in touch. A few months after your interview, send an email to HR or the person you interviewed with to check in and see if any new positions have come up, making sure to include any new experiences or skills you’ve gained in the meantime. If you don’t have any updates, that’s okay—include an article you think they’d find interesting instead.

Remember, timing is everything. If you’re staying in touch with someone, it’s easier for them to keep you in mind for new job openings as they arise.

Whether or not you’re chosen for the job, the most important thing you can do as an interviewee is to stand out from the pack. And by showing that you’re interested in the company long-term and that you’re continuing to improve your qualifications – even when you didn’t get the job – you’ll do just that.

The post No Means No? What to Do When You Don’t Get the Job. appeared first on Résumé Writing and Career Services.

Read this LinkedIn headline and tell me what you think:

Creative problem solver with a committed heart currently seeking a position with a company where I can make a difference!

Personally, I probably wouldn’t click that profile.

Often, people struggle with knowing where on their profile to tell the world they are “seeking a position.”

If you are an active career changer, I’m sure you’ve thought about it too. If you do it wrong, you will not only scare away every recruiter who reads your profile, you will probably have a hard time building your network as well.

The Reality of Using LinkedIn

Let’s face facts, recruiters tend to hunt for people who already have jobs. Saying you are “seeking” in the headline means a recruiter won’t even bother clicking on your profile from a search results page.

Second, it’s human nature to be concerned with our own problems, not others. The fact that you are seeking does nothing for me. You aren’t offering value to me. You are not giving me a reason to be excited about you. As a job seeker, you are one of millions.

Now that doesn’t mean you have to lie or hide the fact that you are indeed seeking work. It just means you have to spring it on people at the right time.

Are you using your LinkedIn profile to change careers? Here’s where to share it!

Not in Your Headline!

You need to earn the right to get someone’s attention on LinkedIn. It’s not something you can take for granted.

Since the headline is pretty much the only snippet of information someone has on you when they are searching, or determining to connect back with you, your goal here is to get the click. Period.

Your headline should sell the click. That means make it clear what you can do for them. I want to see a quick job title, and then a very short statement of value. Let them know you understand their pain and their goals and that you can help them.

Here’s a headline from one of my trainers, Cara Lee, where she did just that:

Adult Educator, Speaker and Trainer Creating Experiential Learning to Maximize Learner Success

What does she do? “Adult educator,” i.e., teacher or instructor.

What problem does she solve? Boring classroom experiences.

So Where Do I Tell People I’m Seeking a New Job?

The easy answer is at the end of your LinkedIn profile summary. If someone has bothered to read until then, you’ve earned the right to ask.

After all, telling someone you’re “seeking” is a form of asking for help, isn’t it?

If you follow a profile summary format like this one, you’ll have positioned yourself as someone unique and valuable.

The call to action at the very end gives you a place to let the world know you need help, and here’s how someone can contact you.

For example, let’s say you follow my four-step formula for writing your summary. The last step, the call to action, can go something like this:

I’m looking for a medical instruments company at the cutting edge, where I can lead a sales territory and make a difference. If you are looking for someone with energy, creative problem-solving skills, and unstoppable sales ambition, please contact me at eyemawinner@gmail.com.

Tying It All Together

To summarize, don’t use your headline to say you’re looking to change careers; use the last sentence of your summary. Expert tip: when you make these updates to your profile, let LinkedIn broadcast them to your network. When you do it this way, you may find droves of people coming out and offering you their hand.

Readers, are you using your LinkedIn profile to change careers? Have you tried this approach? If you want to get a LinkedIn Profile consultant or a professional LinkedIn profile writer, try getting a LinkedIn profile writing service to help maximize your LinkedIn.

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A survey of recruiters reveals what they look for in job candidates.

Recruiters hold the key to your next job. Do you understand what’s really important to these company gatekeepers?

It’s impossible to job hunt today without running into recruiters. Charged with sourcing and vetting new talent, recruiters feel the pressure to fill job openings with the most qualified candidates. But what you probably don’t know is how hard recruiters work to get the job done. Cut them some slack, and learn what they do to find candidates to fill jobs.

Jobvite, a provider of talent acquisition solutions, just released their 2015 Recruiter Nation study. The answers from 1,404 recruiting and human resources professionals across different industries reveal how recruiters source talent and what trends and challenges they face. Here are a few highlights:

The top source for finding a quality new hire is…

Seventy-eight percent of recruiters reported finding the best candidates through referrals, which is up from 60 percent last year. Companies rely on employee referrals and offer incentives to fill open positions. Recruiters use diverse methods to acquire new employees, such as social networks (56 percent), intern hires (55 percent), direct applications (46 percent), outside recruiters (38 percent), internet job boards (37 percent) and their own mobile career site (19 percent).

Use this data to reprioritize where you invest your time hunting for a job. Reach out to people who work inside companies you would like to work for, and ask about opportunities. Don’t hesitate to jump into social networking sites and enter into conversations with people who work at companies you are interested in. Finally, decrease the amount of time you spend trolling job boards, as they are a lower priority for recruiters.

Don’t dismiss your social media activities.

You may not think your posts on Facebook or Twitter are no big deal. You’re wrong. You expect LinkedIn to represent your professional qualifications, but recruiters are also turning to other social networks to learn more about you. Fifty-five percent of recruiters look at Facebook profiles and updates, and 47 percent are checking out Twitter accounts. Thirteen percent of recruiters even look at what you’re doing on Instagram, so beware. No matter what social network you use, be sure you post material that is suitable for all audiences.

There are four reasons recruiters can’t fill open jobs.

These obstacles top the list of reasons recruiters say they have difficulty filling positions:

• Almost 60 percent of recruiters say they can’t find qualified candidates.
• Recruiters also report that increasing competition makes it more difficult to attract candidates.
• Budget restraints limit the ability to staff up and launch company branding initiatives.
• Sometimes, the company’s location is an issue as well.

What can you do to help make it easier for recruiters to fill openings? Most importantly, review the job posting, and make sure you’ve truthfully revised your résumé to include the required skills. Next, follow instructions on where and how to apply. And finally, politely and respectfully follow up and stay in touch with recruiters.

Recruiters use more than interviews to evaluate candidates.

Ninety-six percent of recruiters rely on interviews, but you can expect the interview process to look a little different as recruiters dig deeper. According to the Jobvite study, some recruiters are using personality tests, sample assignments and video interviews to improve how they evaluate candidates. Don’t balk the next time you are asked to provide more information during the screening process. It may seem like a lot of work, but ultimately, the outcome should be a better long-term fit for you and the company.

There are six things recruiters say really matter.

Beyond what you put on your résumé and say in the interview, recruiters report there are other ways candidates leave a positive and lasting impression. Recruiters say enthusiasm, industry knowledge, conversation skills, punctuality, appearance and a good handshake and greeting are important in getting to the next level.

Do more than prepare smart answers for your upcoming interview. Be sure you pay attention to your interpersonal skills. Dress for the job you are interviewing for, and show up 10 minutes early.

There are two things recruiters say don’t really matter.

If you obsess over writing the perfect cover letter, save yourself the agony. In Jobvite’s study, 63 percent of recruiters ranked cover letters as very low to not important. And if you were not top of your class, here’s more good news: More than half the recruiters ranked GPA as not important.

Use your time to focus your résumé. Provide proof you have the right skills for the job and relevant experience. If you don’t have these, you are probably going to need to re-evaluate the job you are applying to.

Ninety-five percent of recruiters anticipate the hunt for talent to remain or get more competitive in the next 12 months.

This is the takeaway statistic from the study. Be on the lookout for new ways to get on a recruiter’s radar. Look for talent communities where you can proactively engage with company insiders. And most importantly, realize that recruiters juggle many balls and are doing the best they can with the tools and resources they know how to use.

The post Here’s How Recruiters Really Fill Jobs appeared first on Résumé Writing and Career Services.

When and how to work with recruiters is a big question for many job seekers. When does it make sense to use a search firm or a recruitment consultant to assist with your job search?

If you seem to be stuck in a rut and you’re not getting enough interviews, it can make sense to use a recruiter to broaden your job search. Just make sure your resume is strong, as a poor resume could be the main reason for the lack of interview calls!

Using a recruiter can also make sense if you’re in a high-level position, since executive jobs are not always advertised or in an industry that typically uses search firms to fill vacancies.

Search firms have contacts in industries and at companies you might not even be aware of. They can help market your resume and provide you with additional exposure to potential employers.

However, having worked in recruitment for close to 10 years, I’ve noticed that a lot of people have unrealistic expectations for the recruiter/job seeker relationship.

This will often lead to resentment because “my headhunter hasn’t found me a job!”

What Recruiters Actually Do

Headhunters don’t find jobs for people. They are paid by their clients to find a candidate for a specific vacancy. These candidates typically aren’t looking for jobs, so getting their attention sometimes requires a lot of effort. That’s why headhunters won’t take your cold calls or respond to your unsolicited emails. They’re busy.

But there are still lots of people who treat recruiters as their personal career advisors. While advising you is part of a recruiter’s job, our primary job is finding candidates for a specific open vacancy.

So how do recruitment agencies/headhunters work?

Agencies or headhunters get hired by companies. Although some agencies are retained (typically these are headhunting firms working primarily on senior-level roles), most work on a contingency basis. This means that they get paid (in my experience, typically 15-20% of the successful candidate’s base salary) only if they find the perfect candidate for the job. It’s not uncommon for a recruiter to work on a position for weeks and end up with nothing.

Because they work for an employer, they simply don’t have the time to target their search to jobs specifically for you. The responsibility to find a job is all yours; you’re the only one who can make your job search a priority.

Recruiters simply facilitate the process by introducing you and preparing you to meet with their clients.

Recruiters can definitely add value to your job search, but it’s important to know what to expect and how to work with them.

How to Work With Recruiters

In terms of how not to approach recruiters, I often get resumes of people who clearly haven’t bothered to read about what I do as they ask me to find them jobs in areas such as investment banking… when I look after recruitment for an online travel company across Europe!

Sending blank emails to lots of recruiters without doing any research is simply the quickest way for your email to get deleted.

While such an approach is a complete waste of your time, I always recommend to candidates and my interview coaching clients to source a number of recruiters who specialize in their area of expertise and keep in contact with them. Don’t just rely on job boards.

Here are my top tips for working with recruiters:

Treat Them Like You Would Any Other Networking Contact

Would you ever start calling other professionals you don’t know and expect them to go find you a job without knowing anything about you?

Not likely.

So I would suggest choosing a few recruiters (2 or 3) to try to build a relationship with first – before asking for their help. If you can introduce yourself at a networking event, fantastic, but you can also find and contact recruiters via social networks such as LinkedIn.

Don’t Wait Till You’re No Longer Working to Connect With Them

Recruiters prefer to work with candidates who are employed or very recently unemployed. You can’t build relationships with every recruiter who calls you; pick a few and make sure you stay on their radar.

Offer To Help Them

If a recruiter contacts you about an opportunity that is not of interest to you, offer to assist them with referrals or to be a resource for them in the future. They are likely to remember you.

Stay in Contact, But Don’t Hound Them

Many recruiters, including myself, appreciate emails over phone calls so they can manage their day better.

There’s a fine line between staying in touch and calling obsessively. Calling every two days to inquire whether or not there is an opportunity for you doesn’t make you look enthusiastic, only desperate.

Know What to Expect

If you’re dealing with a recruitment agency, ask the recruiter how their process works, what happens to your resume if you send it to them and what you should expect from them in terms of follow-up or actions.

Be Upfront About Working With Other Recruiters

If you choose to work with multiple recruiters, it’s important to let each one know you’re also working with someone else. Otherwise, they may both market your resume to the same employer, which can be an issue when the recruiter wants to collect the fee.

Keep Your Resume Current

You never know when an interesting opportunity may come along so it’s important to have a well written and current resume at all times.

Be Honest

I’ve seen candidates who weren’t honest about what they do at their current job, the fact that they’re now unemployed or that they recently got a new job, but they don’t like it enough to disclose this. Eventually the truth comes out through reference checks or employment background checks, which most employers request these days, and being dishonest means you’ve ruined that relationship with your recruiter.

Guard Your Online Reputation

Many headhunters will Google your name, so put yourself in the mind of an employer and ensure there is nothing online that could jeopardize your career.

Like every profession, there are great and bad recruiters. The key is to create a relationship with one who is best for your needs. Learning how to work with recruiters could be a great way to get access to jobs that are not posted, but it’s important to diversify your job-hunting strategies.

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