Moving for a new job can be a scary prospect. But a recent survey shows that workers who take the plunge and change zip codes for a better position don’t really regret the decision.

In fact, there is a bevy of benefits to relocating for work—and at least three reasons you should consider making a move. According to The People Perspective on Relocation, the survey conducted by IMPACT Group, 3,078 employees report these relocation rewards:

New experiences. A whopping 71 percent of survey respondents said that moving to take a new job allowed them to enjoy new experiences, whether at work or outside the office.

Better career prospects. By relocating for a prime position, 55 percent of employees say they feel their career is on a better track, both today, in their current job, and in the future.

Better community. If you don’t love your community in the office or in your neighborhood, chances are you’ll find better ones when you move: 40 percent of respondents say they did.

And yet, we hear you: even these obvious benefits don’t make picking up and leaving your current ‘hood any easier. But with these tips, you might just find the chutzpah to pack up for a better position—and consequently, perhaps even a better life outside of the office, too.

1. Embrace change, and grieve the loss of your former home.
Maybe you’ve never moved for a job. Maybe you’ve never moved, period. No matter what, change is tough, and leaving a home can be sad. But Cynthia Bucy, career and transition coach at IMPACT Group, says allowing yourself to grieve will make the move much easier.

As she sympathizes, “You’re stepping away from what is familiar—perhaps a city you loved and a house you built. There will be challenges.” But, Bucy adds, it is recognizing challenges that will help you overcome them. You can face these challenges full-force by being open and honest about your feelings related to the move—the good and the bad—Bucy insists.

2. Make new friends.
New experiences will make relocating for work worth it—and we all like to experience new things with people we care about. So, when you move, try to “find ways to get to know your neighbors on a personal level,” Bucy recommends, adding you can get to know new people at work or in your apartment complex by asking simple questions, such as what dry cleaner to use. Once the conversation is started, “you’ll develop a meaningful relationship if you are intentional about going deeper than surface-level” with additional questions, Bucy says.

What’s more, you might want to try to invite coworkers, neighbors, and new friends over to your home. Hosting a BYOB-style dinner can be a low-pressure way to get to know people.

3. Enjoy a new beginning.
Whenever you feel alone or sad, remember that relocating for a job represents a new start, something fresh to be celebrated, Bucy instructs. “Many of the individuals I coach treat the relocation as a new beginning,” Bucy says. “They take the opportunity to do things they’ve always wanted to do but never made time for,” such as trying new foods or making friends.

As Bucy points out, when you try to view the experience of moving for work as a bold new adventure, you’ll feel excited for what lies ahead and willing to push through any negatives.

The post 3 Reasons Why You Should Consider Relocating for Work appeared first on Résumé Writing and Career Services.

A Guide to Announcing Your Departure With Grace
So you got a job offer — congratulations! Starting a new job often brings with it the opportunity to expand your skillset, climb the ladder and often, earn more money. But before you get too carried away fantasizing about your new job, remember: you still have to part ways with your current employer. In this guide, we’ll share tactical advice on what you need to do to give your two weeks notice and leave your job on a high note.

Why Give Two Weeks Notice?
Some companies financially penalize employees who fail to give two weeks’ notice (or more — check your company handbook) before quitting, but more often, it’s simply common courtesy. Letting your employer know that you plan on leaving your job ahead of time allows them to initiate a formal offboarding process, create a transition plan and possibly begin searching for your replacement, all at a steady pace.

Without advanced notice, they have to scramble to do everything at once, which can be a major headache for everyone involved. If you put your employer in this position, the odds are good that you’ll burn some bridges, which can come back to haunt you if you ever need a referral or end up working with some of the same folks down the road.

Choose the Right Time
Giving two weeks notice can help make your departure more amicable, but it has to come at the right time. If you can, try and hold off on leaving your company until you’ve finished any big projects or assignments. Otherwise, you might inadvertently overburden your teammates and colleagues. If you play a particularly critical role in your company, you may even want to consider giving your employer more than two weeks’ notice.
If you’re truly in a toxic environment or otherwise urgently need to leave your job, though, there’s no shame in just focusing on what’s best for you.

Talk to Your Boss
You’ll probably need to tell your HR department eventually, but in most cases, your manager is the first person you should turn to when you announce your resignation. It might be intimidating, but when it comes to conversations of this sensitive nature, it’s best to chat face-to-face. However, it doesn’t need to be a negative or scary experience. Taking the following steps can help set you up for success:

• Tell them why you’re leaving. To avoid excess negativity, focus on what the new job offers (a chance to build a small team from the ground up, a location closer to your family, etc.) versus what your current one lacks.

• Share a transition plan. Show your boss you still respect them by coming up with a few ideas about how your responsibilities can be transferred over before you leave.
• Express gratitude. Even if your experience wasn’t quite what you hoped for, thank your boss for the time and care they put into managing and mentoring you.

Two Weeks Notice Resignation Letter Sample
Oftentimes, companies will need a written statement that you plan on quitting your job for legal or administrative purposes. If that’s the case — or if you just want to notify your employer that you plan on leaving in a more formal way — you should consider writing a resignation letter. Got writer’s block? Try using this template:

Dear [BOSS’ NAME] This letter serves as formal notice of my resignation from my position as [JOB TITLE], effective [DATE].
The past [NUMBER] years working at [COMPANY] have been some of the most rewarding experiences to date. I’d like to particularly thank you for your time, support and encouragement of my professional growth. It’s been a pleasure working on such a talented team, and to be able to have done so under your leadership.

I’m committed to making this transition period as smooth as possible. I’ll continue to work on my [SPECIFIC JOB RESPONSIBILITIES] until my resignation. Following my departure, [COLLEAGUE/REPLACEMENT] will be the new point of contact.

I look forward to staying in touch, and please feel free to add my personal email to your address book: [PERSONAL EMAIL]

Sincerely,
[YOUR NAME] [YOUR CONTACT INFORMATION]

Don’t just assume sending a letter is enough, though — different companies have different processes. Ask your manager and HR team what they need from you in order to formally acknowledge your departure.

Share the News With Colleagues & Clients
After you get the green light from your manager and HR team, you can start letting your teammates, coworkers and clients know of your upcoming exit. This can be done with varying levels of formality depending on how closely you work with one another, and how things are generally done at your office.

For example, some people set up dedicated meetings with their team to break the news in person. Alternatively, your boss may choose to send an email — or have you send an email — to let your team/department know you’ll be moving on. And at other, more casual workplaces, they may expect you to simply let people know on a one-off basis in casual conversations. If you’re unsure about which method of notifying your colleagues is best, talk to your manager.

Regardless of what form your communication takes, there are a few best practices worth keeping in mind:

• Avoid badmouthing your current employer. Negativity is never a good look, so when explaining why you’re leaving, frame it in a positive way: “I found an opportunity I couldn’t pass up because of XYZ.”
• Share a transition plan, if applicable. For team members whom you work with closely, create and run through a transition document that delegates any unfinished tasks or projects of yours, and shares key information like important contacts.
• Reflect on the good times you’ve shared. This isn’t strictly necessary, but highlighting a few of your favorite moments from your tenure at your current company can be a nice way to show your colleagues that you’ve enjoyed working with them and are going to miss them.
• Invite them to stay in touch. Share your personal contact information and encourage them to reach out to you. You never know when the opportunity to work with one another again will come up!

Once you’ve let everyone know you’re leaving your job, you’ll still have more to do — exit interviews, rolling over your 401(k), etc. — but the good news is, the hard part is over. Once you’ve gotten over the hurdle of announcing your departure, you can breathe a little bit easier and start really looking forward to your new job.

The post How to Give Two Weeks Notice appeared first on Résumé Writing and Career Services.

With the rise of online learning, there’s no shortage of classes you can take that offer you a certification in a particular trade, skill or software program. But outside of positions that require certifications — pilots, emergency medical technicians and insurance agents, for example — do any of these make a real difference in a job application? We reached out to recruiters and HR professionals to get the answer.

The consensus: Certifications certainly can make a difference, but not all certifications are created equal. Below are some of the ones that recruiters say actually move the needle in their decision to hire a candidate — if one of them is relevant to your field, consider looking into it!

Role-Specific Certifications

1. Human Resources Certifications (PHR, SPHR, SHRM)

While not a requirement, many recruiters agree that job seekers in the HR field can benefit greatly from professional certifications.

“If I’m hunting for an HR professional, I’ll want to be sure they have certification from SHRM,” says Laura Handrick, Senior Workplace and Careers Analyst at Fit Small Business.

“I am going to be more interested in seeing certifications (or formal degrees) related directly to their career progression (e.g., PHR, SPHR for Human Resources),” adds Dawn D. Boyer, CEO of D. Boyer Consulting.

2. Project Management Certifications (PMP)

“Anyone can claim to have the leadership and organizational skills of a Project Manager, but a certification in this field really adds value to a candidate’s resume,” says Ashley Riedesel, Technical Recruiter at OakTree Staffing & Training.

“Employers love to see this since employees with the PMP certification tend to have a more sophisticated approach to taking projects from inception through to completion across different methodologies,” adds Bryant Vargas, Director of Recruiting, Information Technology at Atlas Search.

Bonus: While this certification is especially helpful for those in the Project Management field, the knowledge you gain can also be broadly applied to other fields at the manager and leadership level.

3. Sales Certifications (Challenger Sales, Spin Selling, Sandler Training)

“Selling skills are often gained from experience, but candidates can stand out by including formal training or certification from a well-known sales philosophy on their resumes. A few examples: MEDDIC, Challenger Sales, Spin Selling, Sandler Training, etc.,” says Jordan Wan, Founder & CEO of CloserIQ. “This shows the candidate has the discipline to back up their raw skills with learnings from sales experts to improve their selling ability.”

4. Help Desk/Desktop Analyst Certifications (A+, Network+)

A caveat here: recruiters say these certifications aren’t quite as impressive for more senior roles, but if you’re in an entry-level position, they can help your resume stand out.

“An A+ cert looks great for a lower-level position like help desk or desktop. It’s a really good starting point and will definitely help you find your footing in the IT industry,” says Chase Wagner, Technical Recruiter at OakTree Staffing & Training.

Recruiters may also like to see Network+ certifications, says Senior Technical Recruiter Kamron Cox, also of OakTree Staffing & Training. “These are easier to get but do look good for those types of roles,” Cox shares.

5. Network Certifications (CCNA, CCNP, CCIE)

If you want to be a network engineer or admin, Cisco offers a variety of certifications that can boost your application.

“A good network engineer/admin typically would have a CCNA or CCNP, and for the heavy hitters, you’re looking at different levels within CCIE,” Cox says.

The CCIE in particular “is a series of the highest level of Cisco Certifications offered for Network Infrastructure Leaders who design, build and implement enterprise networking systems,” Vargas says. “Candidates must first pass a written exam and then pass a hands-on lab exam. When employers see that you’ve dedicated yourself to passing the written and lab portion of their CCIE it shows not only subject matter expertise, but also dedication and perseverance.”

Software Certifications

1. Salesforce

From sales to marketing to customer service and more, many departments in a corporate setting rely on customer relationship management (CRM) platforms, and Salesforce is one of the most popular choices.

“It’s like the Google of CRM systems… most everyone uses [it],” says Wes Lieser, Executive Recruiter & Practice Director of Demand Generation & Marketing Technology at Versique. “If someone is Salesforce.com certified, then I know they’re going to be well-versed in analytics.”

2. Hubspot’s Inbound Certification

Hubspot is primarily a tool for marketers, but it encompasses many different functions within that field — odds are, if you have a role within marketing, a Hubspot Inbound Certification can only help.

“There are only a select few certifications that actually move the needle forward when assessing a candidate… The first is Hubspot’s Inbound Certification,” says Keith Johnstone, Marketing Manager at Peak Sales Recruiting. “It provides a framework and methodology for basic inbound marketing strategies and tactics like SEO, blogging, email marketing and social media.”

3. Google Certifications (Publisher,  Analytics, AdWords, etc.)

Google has a tremendous range of products and services, and almost as many certifications. Whether you’re in digital marketing, data science or software engineering, there’s likely a Google certification that you can benefit from.

“We look for candidates that have the Google Publisher University certificates. There is one for each of Google’s flagship supply-side products: DoubleClick Ad Exchange and DoubleClick for Publishers,” says Kean Graham, CEO of MonetizeMore. “It’s rare to see candidates that have these certificates but when we do see them, we snap them up. We have found these candidates tend to be at a consistently higher level than the others.”

Johnstone looks for candidates with Google Analytics certifications under their belts. “These courses allow students to learn everything about Google Analytics from how to analyze reports, set up goals, campaign tracking to data collection, processing and configuration and more complex analysis and marketing tools,” he says.

Rachel Lehn, Manager of Business Operations at Perfect Search Media, says her company “[looks] for current certifications in Google AdWords… As an agency, almost all of our employees have those certifications,” she shares. “If a candidate has current certifications, we know that they have at least a basic understanding of Google AdWords and Google Analytics, which are core platforms for our service offerings of paid search advertising and search engine optimization.”

The post 8 Certifications That Actually Impress Recruiters appeared first on Résumé Writing and Career Services.

We often hear that it’s good to follow up a week or so after sending a resume and/or applying for a job, especially if you don’t hear back from the company. What are some practical guidelines you would suggest for when and how to follow up — without being pesky?

Detail the Value You’d Add

Start by identifying the best person to speak with by checking with your network contacts or the firm’s front-desk staff, and determine what you want to say. When communicating with the hiring manager, express your enthusiasm for the opportunity and highlight why you would be the right fit for the role. For example, if you’re applying for a finance opening, mention the processes you implemented in a previous position to help the company significantly reduce costs and that you could assist the prospective employer in a similar fashion. As you conclude the discussion, ask about the next steps in the hiring process.

The key when following up with hiring managers is to avoid simply asking if they received your resume. Instead take the opportunity to demonstrate your initiative, show your enthusiasm and detail the value you can contribute to the firm.

DeLynn Senna, executive director of North American permanent placement services, Robert Half International

Use Your Network

One week is a good time frame for a follow-up. Follow up once. Unfortunately, many companies and recruiters just don’t have the bandwidth to personally respond to every job inquiry at the disappointment of many candidates. If you don’t have a contact name, search LinkedIn for the contact of the hiring manager or recruiting manager. Usually someone’s LinkedIn account is tied to their personal or work email address, and you can ask for an introduction through your network.

Lindsay Olson, partner, Paradigm Staffing

Keep It Short

Find a contact in the company/division of interest through professional networks. No matter what method of follow-up you choose (phone, email, professional network), express your interest in the position, highlight your top qualities that match the job, and keep your message short and to the point.

Describe how you would benefit the company with attaining its goals and list something relevant to their organization. Let them know you would be available to meet in person or over the phone to discuss your background further.

If you don’t hear back within a week, ask yourself: Is this a company/job you are really interested in? If so, reach out again.

Judy Ottaviano, recruiting manager, and Marybeth Lambert, executive recruiter, Wells Fargo

Check Your Spam Folder

Many organizations are receiving record-high numbers of applications these days, and often there isn’t time or staff to provide direct updates to every applicant. Check to see if the organization has an online application status tool. Many Web-based systems will provide real-time updates on application status, but sometimes you have to dig to find them. Also, check your email spam folder. Many systems will produce an automated note that confirms receipt of an application, or gives information about general timelines, but you won’t see it if it gets caught by your spam blocker.

If the automated tools can’t help, then give a call to the organization’s staff employment or personnel department.

Noah Apodaca, lead recruiter for staff at the University of California, Irvine

The post The Job Follow Ups: How To Follow Up Via Email Or Other Methods After The Job Application Is Submitted appeared first on Résumé Writing and Career Services.

When on the hunt for a job, it’s not uncommon to be applying for multiple opportunities at once. This is especially true for those of us just starting out in our careers. But multiple applications mean different resume versions, various cover letters and many, many different deadlines to keep track of. With so many moving parts at once, it’s easy to become disorganized.

But a disorderly job search process can lead to embarrassing mistakes such as lost phone numbers, confused deadlines, and missed interviews. To help you avoid these downfalls, we’ve put together a few tips to help you keep your job search organized.

Start With Your Career Goals

It’s easy to want to just jump right in and begin filling out job applications. But before you do, it’s best to take a step back and take a look at the bigger picture. Your career journey should start with a look at the direction in which you’re headed.

Though it may seem trivial to set aside time to organize your thoughts to clearly think through the career path you’d like to pursue, this is one of the most important steps to take. How are you supposed to start going anywhere if you don’t know where you want to go?

Reflect on what you’d like to do and why you feel that’s the right path for you. You might feel a little lost and be unsure about where you’re going, but at this stage in your life, that’s ok. Start by thinking about your long-term goals as those don’t need to be overly specific. Where do you want to be 10 years from now?

Then work backwards from there down to five years, one year, and six months from now. Be sure to think through your personal goals in addition to your career and finances. Take your family, education, and anything else you value into consideration.

Create a Schedule

After you’ve spent some time finding your direction and clearly thinking through your goals, it’s time to start building out a schedule. After all, in order to achieve the goals you now have in mind, you’ll need to set aside time to go after them.

The first step in this stage is to identify time you can set aside that’s dedicated to job searching. Find blocks of time within your schedule between classes, work, and any other responsibilities. Job searching is a time-consuming process and requires regular attention. So aim to set aside at least two hours every day to fully focus on it.

Next, start building a schedule to complete certain tasks you know you need to get done. For instance, devote one hour to cleaning up your professional online profiles like LinkedIn. Devote another hour or two to preparing your resume. You should be able to fill up at least the first few days of your schedule, if not your first week, with tasks to complete.

Perhaps even more important than actually setting up this schedule is sticking to it. Let’s be honest here — activities like resume building and email sending are less than thrilling tasks. It can be easy to let these fall by the wayside and choose something a little more exciting to occupy your time. However, this will only put you behind and lead you down a path of disorganized job searching. Make sure you leave the time you set aside for job hunting devoid of any other activities.

Minimize Your Job Applications

Looking for a job is more often than not a high-pressure situation, so you might be tempted to begin aimlessly applying for any open position you find. But even though applying for more jobs can make it feel like you’re increasing your chances, this is actually just a waste of your time — not to mention an easy way to become disorganized.

Remember that time you dedicated at the beginning of this process to think through your short-term and long-term goals? Here’s where that comes in handy. Start off by narrowing your search to only the jobs that align with those goals. Look out for the opportunities that will help you get to where you want to be.

Next, narrow your search down to only the openings that match the level of skill you have. Now, this doesn’t necessarily mean that your qualifications need to match up with those listed on the job description exactly. In fact, this will likely never be the case. Job descriptions should be more of a directional tool for whether or not you’re a potential fit for a role, so look for those where you match around 80 percent of the qualifications listed.

Track Each Position You Apply For

Here’s where things can get especially messy. Applying for multiple positions at once leaves you with a lot of different things to manage. It’s very important to make sure you’re keeping track of all of the different details as you go along.

One of the best ways to do this is to create a spreadsheet. This is an easy and effective way to help you keep track. Don’t worry about making anything too fancy. Just be sure to include basic information such as:

• Company Name
• Contact Details: include the name, email, and phone number of your contact at the company. In most cases, this will be a hiring manager.
• Date Applied
• Deadlines and Interviews: deadlines for upcoming information the company asks for and scheduled interviews
• Date Followed Up: date you followed up after an application submission or interview
• Status of Application: whether you’ve been rejected, are waiting to hear back, or have an interview scheduled

Not a fan of Excel? No problem. There are tons of different ways to track this information.

JibberJobber is an online job search organization tool that helps you keep track of what you’re working on. If you prefer working off of your phone or tablet, then there are tons of great apps available. Keep in mind, though, that setting up a system for tracking alone is not enough. You need to be diligent in updating your system each time you take a new action or receive an update from a potential employer.

There are so many different things to keep track of when job searching, that you can easily become overwhelmed and confused. But by following these few simple tips, you’ll be ready for a more organized and effective job hunt.

The post The Ultimate Cheat Sheet For Organizing Your Job Search appeared first on Résumé Writing and Career Services.

You’ve finally decided to quit your job — congratulations!

Maybe you landed a great new gig and you’re moving on to greener pastures. Or, maybe you hate your boss and — let’s be honest — can’t wait to stick it to him with your two weeks’ notice.

But whatever the situation, quitting your job can be awkward and uncomfortable — and if you don’t have a clear plan of action, you might end up burning bridges and sacrificing valuable references down the road.

So whatever’s pushing you out the door, exit the right way: with grace, class, and preparedness.

If you’re not sure how to make the big announcement or navigate your last two weeks, don’t worry — I’ve created an easy three-step plan to guide you through it.

Step #1: The Set-Up

First, set a firm date for your last day of work. Make sure to give yourself enough time to tie up any loose ends and train your replacement, if necessary. In most states, you’re not required to give two full weeks’ notice — but as a professional courtesy to your co-workers and boss, it’s a good rule of thumb.

Once you’ve decided on your last day, compose your official resignation letter. In my experience, I’ve found that less information is better — and no matter how casual your company is, err on the side of formality. (Even the most laid-back company won’t appreciate a “BTW, August 1 is going to be my last day” email.)

Here’s a sample template I’ve used:

Dear Sam,

This letter is to inform you of my resignation from my position as account executive for The Evans Company, effective May 29, 2013.

I truly appreciate the opportunities you’ve provided during my time here. Thank you for your continued support and guidance. I am happy to assist in the transition process to make it as smooth as possible.

Best,
Allison Smith

Finally, schedule a time and date for the face-to-face meeting with your boss to break the news. If you’re pressed to reveal why you’re calling a meeting, you can say it’s just a general check-in — feel free to keep it vague.

Then, make sure you have a printed, signed copy of your letter to hand over to make it official.

Step #2: The “I Quit” Meeting

Up until this point, the quitting process has been pretty easy: You settle on a date, whip out a formal notice, and mentally picture yourself crossing that finish line.

But when it comes to actually telling your boss that you’re out of there, it gets a little more intimidating.

When I decided to quit my first job, I was unbelievably nervous, so naturally, I took my quandary to Google. But when I searched for “what to say when you quit your job,” nothing brilliant came up — because the truth is, there is no script. Until you’re actually in that conversation, you’ll have no idea what direction the conversation will take, how much your boss will beg you to stay, and whether he’ll grill you on what you’re doing next.

But no matter how the conversation goes, it’s important that you don’t feel guilty about moving on or feel like you need to over-explain. In fact, my mantra for my “I quit” meeting was simple: It’s not personal; it’s business. No matter how close you are to your boss or how irreplaceable you think you are — your boss will find a new “you” to fill your role. Keeping this in mind will help create some distance between you and your job, making the conversation just a little easier.

But to take it a step further, write down (and practice!) a few talking points to start the conversation. Begin with a reason that you feel comfortable sharing, like, “I’ve been offered an opportunity I want to pursue,” or, “I’m finally making the switch to full-time freelance work.” And as you did in your resignation letter, pepper the conversation with gratitude (e.g., “Thank you so much for all the opportunities you’ve given me here” or “I’ve learned so much about the ins and outs of technical recruiting”).

After you say your piece, wait for your boss to respond. Of course, every situation will be different: Your boss may press you about your new job, ask if there’s anything he or she can do to keep you there, or ask you why you didn’t mention anything about this before. Unfortunately, there’s no script for these situations, either (believe me, I checked!) — but if you feel pressured to respond, you can’t go wrong with a genuine “Thank you so much for this opportunity.” Your employer isn’t entitled to know where or why you’re moving on — simply when.

The more professional and respectful you keep the conversation, the easier it will be to leave your boss with a great impression — so he or she will remember the great work you did; not just how you left. And down the road, if a potential employer calls your boss or you want to request a reference, you’ll be in the clear.

Your employer isn’t entitled to know where or why you’re moving on — simply when.

Step #3: The Last Words

After this meeting, as easy as it would be to check out, it’s important to be as helpful as possible as you finish your last few weeks.

Distribute your unfinished projects to colleagues, along with sufficient descriptions of your progress so they can pick up right where you left off. If they’ll need background information on certain clients or projects, forward important emails and e-introduce folks who haven’t worked together before. And, if you have specialized knowledge or a unique responsibility (e.g., running reports in SalesForce), create a how-to guide for whoever’s taking over for you.

Then, and as you prepare to leave the office for the last time (after your resignation has been officially announced), send an email to your colleagues. A short, sincere note (e.g., “It’s been great working with all of you! I’d love to stay in touch — feel free to contact me on LinkedIn or via my personal email address”) will help you avoid any bridge-burning — and will keep your network strong.

When it comes to leaving a job (especially a terrible one), you may be tempted to go out with a bang. But quitting with grace and professionalism — and a well-thought out plan — will help you infinitely more in the long run.

The post Moving On: How To Quit Your Job With Grace appeared first on Résumé Writing and Career Services.

Most job seekers follow what could generously be called the black hole strategy. They “update” their resume, trawl every job board available, and just start shooting out copies of their resume everywhere they can. Day after day, they send out dozens of resumes, so many that when a recruiter does call them, the job seeker can’t even remember what company they’re talking about.

Many people stay unemployed for years, robotically spamming out resumes day in and day out and never even considering that they might be doing something wrong. More commonly though, job seekers with at least some valuable skills will simply broaden their search and lower their standards until they get a job. It won’t be the job they want, it won’t pay very well, and it may not offer much in the way of future opportunities, but they simply won’t have a choice.

Thankfully, there’s a better way. It requires a lot of up front work, and won’t get you a job within a month, but you can leverage the power of social media to research targeted companies and build a network specifically designed to help you get the jobs you really want. Within a few months, you can have multiple job offers, at least one of which will be your dream job.

Clarify what you want to do.

When people ask me if I know anyone who’s hiring, all I can say is “Yeah, a lot of people are hiring.” When people ask me if I know of any late-stage tech startups hiring product managers, I know exactly who I can talk to to help that person find a job. Too often, job seekers set goals like “I want a job that pays well, with cool coworkers and decent hours, work I enjoy and a short commute.” That’s just waaaaay too vague; it provides no focus for you, and no way for your network to know how they can help you. A good goal should sound like “I want to be a consumer marketing manager for a snack food company with revenue between fifty and five hundred million dollars a year.”

There are two components to this: your job title and ideal companies. Everything else – pay, work environment, how much you’ll enjoy the work – stems from that. First off, figure out your ideal job title, or 2-3 closely related job titles. To do this, first off, Google “What does a (job title) do” and read some of the answers, assuming the job title is one you haven’t held before. Second, look at job postings for descriptions of what people with those job titles actually do to see if you meet (most of) the requirements, and think you would enjoy the work.

To find your ideal companies, use LinkedIn’s industry search or advanced job search to look for companies that sound interesting, and are hiring, or have hired, for your chosen roles. Build a list of 15-20 companies that sound good – you’ll refine this list later. Do not worry if a company doesn’t seem to be currently hiring for your chosen position; the best jobs aren’t advertised, and companies will often create a job just to snap up top talent.

Start building inside connections at your target companies.

Next up, you’re going to start building a network that includes strong connections in your chosen field, at your target companies, by conducting informational interviews. The best way to do this is to use LinkedIn’s advanced people search (getting a premium account will help tremendously at this stage) to find people at your target companies, in the field you want to work in. They don’t have to have the exact job title you’re going for – they just need to be in the same department. If you can find alumni from your school, that will also give you a higher response rate and help you build strong connections with them.

Tell these people that you are interested in their company, they seem to be very successful in their careers, and you’d like to meet them for lunch/coffee to pick their brains. Contact at least 5 people a week – you can expect response rates of 20-40% with a well-written message. During these interviews, keep the focus on the other person and just learn as much as you can while building a connection with them. Don’t ask them for a job or anything at this point – they’ve already helped you a lot.

Before you do ask anything else of your contacts, you’ll want to follow up and strengthen the connection further. Send them a thank-you note the next day, and send a couple of follow-up messages over the next few weeks, either letting them know that you followed their advice, or sharing something you think they’ll find helpful.

This stage should last anywhere from two to four months. Before applying to jobs, you should have at least ten inside connections at companies you want to work for, and you should have first met each of those people at least a month prior. The idea here is not just to know people at your target companies, but to have contacts who are willing to recommend you to hiring managers.

Leverage your connections to get (and crush) job interviews.

Before applying, you’ll need a great resume and cover letter. Write them to highlight the specific skills, experience and accomplishments that will be most important to your target companies. Then, you can slightly customize your resume for each company based on its unique challenges and requirements.

Once you have your applications prepared, start submitting them to your target companies. An ideal pace is about three to five applications per week, which gives you time to prepare for your interviews. After submitting each application, contact your new friend at that company, let them know you’ve applied, and ask them to put in a good word for you.

In preparing for your interviews, use the inside information you’ve gathered to prepare a pitch for each company. Instead of just answering their questions like every other interviewee, you can drive the conversation by discussing the company’s challenges, and some ideas you have for how to face those challenges. Do this right, and it’ll be like you’re interviewing them.

If you do each of these steps well – pick the right goals, build strong connections, write a top-tier resume and ace your interviews by being better prepared than anyone else – it’s entirely possible to send out 20 applications, do 10-12 interviews and get 4-6 job offers. At that point, you can spend a week or two negotiating the offers (remember, if you picked your companies well, they’ll all be jobs you’d be happy to take) before settling in to your dream job.

Keep your network strong.

Once you’ve started your amazing new job, it can be tempting to think of the process as over. But what about that amazing network you just built? Shoot your contacts an email every month or so, meet them for lunch, or better yet, invite them out to events with you – alumni game-watching parties are perfect for this purpose.

Top performers can call up a few of their contacts and have a new job within a week, and you can too if you nurture the relationships you’ve built. Remember that just because it’s your dream job, doesn’t mean you’ll want to be there forever, and keep maintaining the foundations for your next job hunt, so that each successive job search is faster and easier than the last. This process alone can lead to a big raise and promotion every few years – the effects of smart networking compound over time just as surely as any investment.

The post How To Use LinkedIn To Get Multiple Job Offers 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.

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.

The post How and When to Follow Up During Your Job Search appeared first on Résumé Writing and Career Services.

Feeling stuck?

We’ve all heard sad stories of people quitting jobs to get away from gruesome bosses, unreasonable work hours, or places with weird smells, but in truth, the reasons people quit are often less dramatic – and more positive – than those horror stories might lead us to believe. A recent LinkedIn survey of over 10,000 people around the world found the reasons people quit are pretty universal.

LinkedIn surveyed people around the world and found out that they quit jobs mostly because they didn’t have room to grow (45%). There wasn’t room for advancement if they stuck around, even if they were great at what they did.

In the modern lifecycle of the typical worker, that’s not hard to believe. Gone are the days when you were celebrated for spending 40 years with “the company” and were sent off with a gold watch and hearty pat on the back. In fact, a certain amount of job hopping can actually be beneficial to your career, boosting your pay and giving you broader horizons than if you’d stayed put.

Other Reasons People Quit

When you look around and can’t trust the captain of the ship, that’s a problem, right? The second most common reason people quit their job was poor leadership (41%). Just when you think people don’t notice the bosses quietly lurking on the edge of the masthead, something like this comes out to show you how important it is to have good people in charge. Besides, if the ship runs aground, you’ll be in trouble too. Better to have a good job at a rising star of a company than, yeah we’ll say it, a sinking ship.

The only satisfied drones are those in a beehive, not your cubicle row. Coming in about even at third and fourth in the recent survey, were quitters wanting better work culture and wanting more challenging work (36% for both). We respond better to jobs that are as agile as our brains. Repetition only leads to carpel tunnel, so why stay somewhere that’s going to lead to harm?

Coming in at fifth and sixth, the survey showed that 34 and 32% of quitters (respectively) wanted better pay and better recognition at work. It’s probably surprising that they came in so low on the scale when you hear tons of anecdotal evidence that a high-paying gig is the reason why most people leave a job. (Get a free PayScale salary report to see how much you should be getting paid at your current job.)

So next time you hear a story about someone quitting their job because they wanted to go join the circus, nod and smile at them, knowing that they likely just wanted a job that would encourage their trapeze lessons on Tuesday nights and give them something new to juggle at work.

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