You didn’t do anything wrong and there was nothing you could do to prevent it, but you are unemployed. In fact, you know if you had been running the show, layoffs would not have been an option. But, you weren’t and the decisions were out of your control.
Of course you are angry, maybe even a little depressed. For sure your self confidence has taken a hit. You did a terrific job and you still find yourself out of a job. That just doesn’t seem fair.
Do you want them to win twice? Once for getting the company into a spot where they chose to lay you off and again because your anger gets in the way of conducting a compelling job search? Don’t let your anger sabotage your job search.
Take control of what you can control.
Here are a few techniques to let go of some of that anger.
Make a list of all the good things that occurred for you during your tenure with the company.
Make a list of all the new friends you made at the job.
Make a list of the great references you can use from the job.
Invite several of your direct reports and peers to contribute to your LinkedIn references.
Contribute LinkedIn references to your direct reports and others
Help others who were laid off in their job search.
Do something nice for someone every day, asked or not
Focus on the people who love you
Remind yourself of your significant accomplishments. Repeat every time the negative thoughts occur.
Give these things a try coupled with taking excellent care of yourself. Drink plenty of water, take your vitamins and above all else, avoid anyone who wants to discuss, ad nauseum, the plight of the company and those laid off. It changes nothing and puts you in a wrong frame of mind.
Look to your future. You can leverage the experience and new references even in a tight market. Your biggest asset is your self confidence; protect it above all else.
Other’s over 50 are gainfully employed, why not you? What did they do that you didn’t?
Over 50 and looking for work can be traumatic. You are told you are overqualified, won’t fit the culture or just overlooked.
Don’t let age discrimination get you down. Look around. Many people with a bit of grey in their hair and long tenure in the workforce are employed in terrific jobs and valued as members of the business community.
The gorilla in the closet: Please, don’t shoot the messenger on this one. One of the most career-limiting aspects of a job search is your appearance; your energy level and fitness. Employers won’t tell you this, but they rule you in or out almost immediately upon seeing you in person.
If your posture is poor and you are out of breath with normal exertion, it is hard for hiring authorities to see you as hireable. It isn’t about insurance premiums, it’s about stamina and ability to keep up.
If you are overweight, dress to minimize. Men, wear braces to keep your britches from lingering under your belly. Make sure your shirt passes the two finger test.
Women, stay away from loose fitting boxy clothing that masks your curves. Chose instead tailored clothing that has darts and allude to a waist. Watch that hems are just a bit below the knee and be careful how you sit. If a you wear slacks, view yourself in a three way mirror to see if the butt is too tight or sags. Take special care with undergarments and consider shapewear if appropriate.
Overcome ageism with long term planning and short term course corrections.
Branding: Your personal brand is an identity and the story that it tells; it is the promise you make to future employers about what they can expect from you. An exceptional brand, like a custom wedding dress, is created specifically for its owner and with a particular purpose in mind.
Do you know what your brand is? Are you Superman or Clark Kent. You can’t be both. Chose a competency that distinguishes you from your peers and exploit it. What is your internal brand? Get known internally (current employer) and externally (the business community).
One of my clients, a 48 year old woman, wants to make sure she always has career options. She was known for her efforts in her field and leveraged that to become known globally. Her white papers are often quoted and she is frequently interviewed for podcasts. She is a keynote speaker, an active blogger and has a rolodex of all the shakers and movers in that domain. She reaches out to colleagues and assists them when they have questions about how to sell the concepts internally. Her generosity among her peers is noteworthy. She doesn’t have to look for a job. Jobs come to her.
Another became known for successfully implementing the Agile development methodology without missing any deadlines. He is now the go-to guy on things Scrum and Agile. He took this experience to the blogosphere. He answers questions on other blogs and belongs to LinkedIn groups Agile related. Recruiters and hiring authorities contact him monthly. He built a brand that will reap career rewards well beyond his initial success.
Networking:If you want to overcome ageism, get an introduction to the hiring authority from a respected peer of the employer. Introductions from a respected peer is the oldest and most trusted way to hire executives. If the Vice President of development introduces you to the CTO of the company you want to work for, you will get face time.
Don’t know anyone who can introduce you? Ask the most senior person you know how they would get connected to the hiring authority. Use that company or person as an example and ask if they know others like that. You might be surprised to discover they can help in ways you didn’t expect.
Social Networking:Used sparingly, social networking sites can be useful for creating bonds to people you’d not normally meet. LinkedIn is a business networking site and provides tremendous opportunity to become known to your peers.
Use the groups to ask and answer questions. Be conscious of your brand and participate where it makes sense. Contact people who appear to have the connections and expertise you are interested in. Get to know them, share links, book suggestions and such. Don’t assault them immediately with requests for help in your job search.
Use Twitter and Facebook judiciously. Connect with people and maintain a professional demeanor at all times. Don’t mention what you ate for dinner or the long run you took. Share links, ideas and encouragement. Use these sites to grow friendships. Once you have established bonds, you might mention your job search or people to whom you need introductions. If you do so immediately, you will quickly lose your followers.
Fix your resume:If your resume begins, “30 years experience leading successful teams to produce quality products,” or some other comment that leads with the number of years of your experience, delete it. Employers care about the last three years and what you accomplished, what contemporary solutions you can bring to their company, not history.
What to wear: Wear a very nice, well-fitted suit. Buy a new one if you have to. There is no substitute for a stunning first impression that shows respect for the interview process. It is likely you will be ribbed for it and some comments will be made, the point is clear, you are a serious candidate for the job.
The argument that no one in the company wears a suit is thin. They aren’t interviewing for a job. And nothing stresses age more than someone over 50 trying to dress like a 30 something. Strut your professionalism proudly.
Fix your attitude:If you have been looking for a job for a while and you suspect your age may be limiting your opportunities, it is natural to feel anger and resentment. But you must check it at the door. The interviewer you are about to face is the exact opposite so give that person the benefit of the doubt.
The person interviewing you saw something compelling in your resume and/or responded well to the introduction from a peer. The hiring authority knows you are not a spring chick and still wants to consider you for the job. Now, prove them right.
Avoid giving a history lesson. The interviewer wants to hear about your adaptability to new techniques, processes and solutions. Listen to their priorities and give contemporary examples and outcomes that relate. Don’t preach, give philosophy or lecture.
Ask what has worked before, what metrics they will use for success and refrain from saying anything generic. “I have seen that many times before” is not useful information. “When I solved this last year we xxx. It seemed to work because it increased traffic 50%.” Always mention an outcome for any example you use.
If you implement the advice above, you will rise above the competition and increase your chances of being considered for a job regardless of your age.
Rita Ashley is a career and job search coach for executives. In the last two years, 98% of her clients, even those over fifty, obtained their goals within six months. Is it your turn? For more support, consider career and job search coaching.
Read “Job Search Debugged” for clear and field tested advice to create a compelling job search.
One of the advantages of being an insider is that employers often tell me things they would never mention publicly. There is an implied obligation on my part for complete confidentiality. There is no circumstance under which I will reveal the contributors to this article. So, please, don’t ask and don’t try to guess. I share this with you because I feel it is valuable information which will help many to make appropriate adjustments.
This post is written entirely from the point of view that if we know what the battlefield looks like, we are apt to win the war. I do not pretend that this is extensive research, only that some companies have issues. And you have to trust me when I say, this is just the tip of the iceberg. So, read on to learn what you need to know to fight the good fight.
Why some employers are reluctant to hire those over 50.
In the past ten years as a career coach, I have often worked with clients who believed they were overlooked for promotion, dismissed or not hired because of their age. Not one of these people looked to their performance or work place interactions for clues. And while each was subsequently successful in achieving their career goals, it wasn’t because we changed their age. Instead, we changed their behaviors, messaging, approach and expectations.
When someone tells me they were fired or overlooked because of their age, I can’t help but think, “That is the symptom, what is the disease?” What is it about age that causes folks to be overlooked or fired?
I look to those who hire and work with people over 50 for the answers. All those interviewed said they were apprehensive about hiring people over 50 in case the individual didn’t work out because they were reluctant to expose the company to potential litigation. Their observation was that older workers seem to be especially litigious.
Those companies, especially those in California where there are significant numbers of high tech employers, are at risk because the laws favor the candidate. Even with extensive documentation on performance issues, companies suffer from bad PR and expensive legal disputes. Not something a thinking executive willingly puts on their agenda. So the very laws in place to protect those over 50 are what makes some companies averse to hiring them. Ironic, that.
From individual contributor to VP, during a three-year heavy hiring period, one company experienced a significant performance issue with every over-50 hire compared to a 20% record for younger employees. Each was replaced at great expense to the company. The company is culturally and gender diverse and up till now, more than happy to hire older employees.
Executives with whom I spoke gave many examples of why they avoid hiring older workers. Each complained the candidates or employees often referred to their ‘30 years experience’ which provoked employers to respond, “Number of years is irrelevant. the only thing that is relevant is the last four or five years and what was achieved or learned.”
One executive mentioned, “When a resume or LinkedIn profile begins, ‘25 years experience’ I assume the person will rely on old expertise rather than up-to-the-minute and contemporary solutions. If they lead with number of years and not recent accomplishments, I run away.”
Work ethic: While you can argue the efficacy of doing so, high tech companies typically develop product plans based on a 50-60 hour work week projections which means employees consistently spend 60-70 hours working. One employer noted, in every case, older employees left work long before their younger colleagues. When a senior manager was asked why he thought leaving ‘early’ was acceptable, he said, “I have more experience than the others. I can get done in less time because I know how to do this.” He was wrong.
The employer responds, “While experience is valued, the processes and techniques for creating products and doing business have changed significantly. Things take as long as they take regardless of how long you have been doing them. Arguments to the contrary, this system works and I don’t see it changing anytime soon.”
“Our younger employees are less encumbered and are more than happy to spend the time at work. They are eager to prove themselves and hungry. Whereas the older employees, especially the individual contributors, feel they paid their dues and don’t have to work as hard. Like it or not, we reward employees based on their contribution. Someone who works 65 hours contributes more than someone who works 45 hours.”
Adaptability: Employers require employees to adapt to new technologies (i.e. Agile), new processes and new business concepts. Older employees who constantly refer to what they did in the past alienate their peers and are not productive. “Here’s how we did it at xyz company…” is a poor substitute for a solution.
The employer responds: “We need innovative ideas, not a report on what worked in the past. When employees cling to their past experience, it is an impediment to moving forward.”
One of my clients had a manager that simply could not adapt to the Agile methodology for product development. He was a constant road block for release dates and the product quality suffered. He was invited to take classes, givin on-site mentoring and still could not adapt.
The ripple affect was he could not set proper expectations for his team and his old-school techniques were passed on. After nine months trying to solve this issue, the manager was moved to another position; one where he had no impact on the schedule. The company would have fired him for well documented lack of performance, but they were concerned about litigation. Based on this, no one over 35 was considered as his replacement.
Takes longer to make decisions: The ‘fail-fast’ mentality of modern technology companies requires quick decision making. If it is the wrong decision, immediate course correction ensues. Older workers tend to take longer to evaluate and assess and over analyze thus taking more time to make decisions that impact schedules and the bottom line.
The employer responds: “Fail-fast is the key to our modern design, delivery and production technology process. Everything is affected when decisions are not made quickly. Older employees, especially those not accustomed to working that way, clog up the system. They are no longer hungry and eager to impress. They cease to be aggressive and appear to have stopped caring.”
Attitude: Employers need high energy, enthusiastic employees committed to the corporate mission. Older workers often behave as though this is their last job and they can do the minimum, relax and enjoy job security.
The employers responds: “Without the constant energy and creativity of each of our managers and executives, we will not succeed. If an older worker is not engaged and forward thinking, they damage the team morale and productivity. They have to keep up.”
“When an older worker reports to a much younger manager, the dynamic is often disruptive. We can’t afford all the personnel issues. If an older worker argues or won’t cooperate because they feel they know more, everyone loses and a lot of time is wasted.”
The bottom line is, often the track record of older employees and the ill-will generated by their behavior and lack of performance makes the company and hiring authorities gun-shy about hiring older workers.
These are just the facts as they relate to some companies. It is a substantive peek inside the rational for avoiding hiring older workers. All that having been said, there are many people over 50 who are not only gainfully employed, but revered by their employers. There are many prospective employers who consider people of any age as viable candidates. It is still important to learn to navigate these potentially career-killing waters.
If you are looking for a new job and are over 50, it behooves you to vet the employer carefully. If you see age diversity, you have found a good prospective employer who has likely not been negatively affected by your poor performing age mates.
I caution you not to kill the messenger. This insider’s information is shared in good faith and I certainly hope that those of you who recognize your own behavior or attitude can make the changes required so employers are more willing to hire your peers.
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SOLUTIONS:
Age discrimination is absolutely a fact of the over 50 candidate. It is a reality that you can manage and learn to minimize the affect on your career.
Listen to NPR broadcast on both the legal and job search aspects of ageism.
Listen to the podcast for information and insights on how to tailor your job search to avoid the hazards of age discrimination.
Rita Ashley is a career and job search coach for executives. In the last two years 98% of my clients, many over 50 years old, achieved their goals within six months. Is it your turn? Contact me directly to discuss a customized solution.
Your prospective employer wants to talk to your references. You know they will say good things about your work and integrity, but will they talk about those things which will land the job?
An excellent job search requires that your references are primed and ready to relate what the new employer most wants to know in a compelling way. Teach them what to say.
Ok, so you are reluctant to tell the CEO how to talk. There are ways to suggest proper patter than aren’t strictly telling.
Ask your references to comment on any area where the employer has doubts. If they are unsure how your skill set or management style will scale to a larger organization, ask your reference what they think. Once they say what you feel the employer needs to hear, just say it. “Employer x will probably be relieved to hear you say that.”
Ask your references, “If you hired me today, what are the three reasons you would do so?” This helps focus the answers and gives you opportunity to discuss with, “That was a satisfying project because xxx.”
If they don’t cover what you feel the prospective employer wants to hear, ask, “When I negotiated the technology transfer with xxx, there were serious objections which I worked on and created buy-in so we could go forward. Is that something you think a prospective employer would like to know?”
Still not sure they will say what a specific employer will ask? Try, “Was there one thing in particular that caused you to promote me?” or give me x project, or award or anything relevant to the next job.
If you feel comfortable with a bit more proactive stance, “XYZ company’s highest priority for this job is collaboration. What examples would you offer to prove to them I am a great collaborator?”
Notice you asked for an example. The gold standard in references is real world examples to which the new employer can relate. When your references mention a characteristic, always ask them to elaborate with an example.
Intangibles like integrity, work ethic and leadership are only relevant if they can be backed up with examples; examples that have results. Lower turnover, faster new client acquisition or other high priority success.
If you prime your references, you increase your chance of being hired. High probability your competition is not doing it and most people simply don’t know how to give a good reference. Further, most people don’t know how to ask the right questions to get references. So, take matters in your own hands. Land that job because your references truly were excellent.
Rita Ashley, Career and Job Search Coach–In the last two years, 98% of my clients achieved their goals within six months. Is it your turn? Contact me to discuss your career challenges: Contact me directly
Commonly accepted wisdom on career advice is to find your passion and the jobs/money will come.
Hogwash. My dear friend Michael is a brilliant oboist and remarkable baritone; his passions. He is a top-of-his class graduate of a leading music school and performs often in Seattle with the Men’s Choir and various other organizations which create opportunities to feature his talents.
Michael was just unexpectedly promoted again. He works for a leading Seattle company and has been recognized and given awards and prizes throughout his career as a business analyst. He is proud of his work history and contributions to his employer’s success.
He is very good at what he does and is scrupulous in building his career with companies with the resources and commitment to his success. He maintains his network and mentors others. But his real passion, his music, is completely separate from his career.
Daily, he finds reasons to appreciate his employer and looks for ways to enhance his contributions. His six figure income is a result of his ability to create collaborative relationships and keep the customer’s needs in sight at all times. Most days, as soon as work is done, he zips off to practice and his non-business community.
There is very little overlap between his personal life and his work life yet he is extremely successful with both. Why? Because Michael knows he creates his own happiness. He has both passion and success. And they are only related in so much as happy people seem to perform better.
Finding your passion at work? Not a requirement for success. Finding work where you can be successful? Now that’s how to build a career. Just ask Michael.
A friend of mine expressed disbelief than any executive would even consider using a job board. He knows job boards don’t work. He maintained that no executive is so naive to believe an anonymous resource like a job board could be considered as a tool by any executive who has ever hired anyone. I couldn’t agree more.
Yet many six figure plus executives do believe they will land a job through job boards. Some job boards are so aggressive they advertise they only source jobs and candidates over $100,000. Research proves these executive level job boards vet neither candidates nor job submissions for income level. They do charge candidates for what is promoted as a premier job board, but there is nothing other than cost to differentiate them from other monsterous job boards.
I contend that people do what is easy. When they are stressed and their confidence is on the wane, they grasp at anything that requires only a little effort. They are willing to believe the magic of random submissions. They are convinced their resume is spot on to the job description and all they need to do is submit and wait for the phone to ring.
More often, the executive finds using the computer for outreach and research far less daunting than talking to people. The prospect of rejection and the feelings of inadequacy that accompany joblessness destroy the urge to reach out.
Would that it be true. Less than 1% of executive level jobs are filled through job boards…spread out among all of them, that leaves any one job board with a dismal record indeed.
So why to companies post on job boards? If the stats are true (and they are) why are executives finding so many job openings listed? Human resources professionals are typically chartered with hiring new executives less than 5% of their employment time. They are not experts and they are not, for the most part, skilled in locating candidates. They post but they do not read.
Many companies have specific rules that say any job must be publicly posted before it is filled from any source. Thus, instead of a newspaper ad, which was the former outlet, jobs are posted on boards.
Some less than scrupulous recruiters thrive on job boards and the candidates they find there. Great, you say, that’s fine with me. Well, maybe not. Frequently, the jobs are not real, the ad is simply used to lure resumes of high income individuals for other reasons. That contact information if quite valuable. Or worse, they use the resume to penetrate companies for jobs they don’t have an assignment to fill.
Frequently internal recruiters post their job openings on job boards out of habit or desparation. While they have little reason to expect to find the right person, they post because they have a budget to do so. Why do they have a budget when using the boards is so futile for executive level jobs? Because boards are a very good resource for finding individual contributors.
And let’s not forget the multi-level marketers who lure candidates with glorious job descriptions that turn out to be bogus with a bait and switch result. Many job boards are simply scams.
How many times have you submitted a resume which caused no response? You felt it was not even read. You are mostly right. Companies of all sizes rely first on referred candidates. Many have financial incentives for employees to refer their friends. In today’s market, the referral from current employees works well because everyone seems to know folks out of work.
What’s the antidote to job boards? Networking. Well over 75% of all executive level jobs are landed by networking. You even have to network to find the most professional of recruiters. Networking has always been the most productive way to land a new job. That has not changed. People are still willing and eager to help. They just need to know what help looks like.
Networking Debugged is available as a PDF download for only ten dollars. A step by step guide to networking that appreciates how hard networking can be for some people.
It may be politically incorrect to state, but agism and overqualified labels exist. Here’s what you can do to minimize the affects on your career and job search, especially if you are over 45 years old.
Few comments from prospective employers are so demoralizing to candidates as, “We like you but you are overqualified for this job.” Most people interpret this as, “You are too old.”
Overqualified is the easiest answer to give a candidate when an employer passes on hiring an over 45 year old candidate. It is rarely the real reason; it is the politically correct reason and the safest way to get the candidate to go away. Employers who pass on a candidate don’t want to ‘handle’ the questions and emotions that result from refusal; they want to move on to the next candidate. Same goes for recruiters.
There is never a guarantee, even if you have the right qualifications, that an offer will be presented. Don’t leap to the conclusion you didn’t get an offer because you are perceived as overqualified or too old.
Often the reason seasoned professionals are passed over has nothing to do with qualifications.
If you are invited to interview chances are the employer already knows you exceed their requirements. They saw something of value in your resume and invited you to interview so you could prove why they should hire you. That is what interviews are for. If they pass on you it is because you failed to prove them right.
Before you start writing your flame mail to me that you don’t get a chance to interview, to be tested, because the resume you sent in didn’t generate a response…and you assume it is because the employer sees you as over qualified, I remind you, few executives get the interviews they want by random resume submission. It is the poorest job search technique you can use.
Then there are those who genuinely believe they are or are perceived to be overqualified. The current employees are all younger and it looks like there is a bias. Most companies screen for fit. But fit usually means enthusiasm and energy level; not age. The bias towards younger employees tends to be because younger employees demonstrate an eagerness to succeed and participate.
Do a reality check. Do you come across as weary? Is your posture or tone of voice communicating high interest in the job and company? There are many intangibles that give employers the key to your fit for their team.
Let’s focus on techniques to overcome the ‘overqualified’ or ‘too old’ ageism labels:
ONE: They really want someone younger, cheaper – No employer is going to state that aloud. What every hiring manager wants is a successful hire within their budget. The better able you are to define their needs before you interview, the higher the likelihood of an offer. Interview with their needs in mind and focus on outcomes they need, not your superhero skills.
TWO: The employer fears I will leave for a better opportunity – Employers face turn-over from all sections of the company. Your leaving is no more probable than anyone else’s IF you have discerned you can be successful in that position. Talk about what you will contribute, not what you have done before in excess. Focus on the job they have open, not all the other tasks you can accomplish. Talk in terms of what you can deliver, give examples.
THREE: They think I will be bored – If you communicate enthusiasm for the market niche and the challenges of that particular job, this goes away. Once you discern their top priority, address that with a sense of creative adventure. Be well prepared on their market and the challenges. If you ask good questions about their plans for the future, such as follow on products or market positioning, you demonstrate a keen interest.
FOUR: They think I will be unhappy – Why would they? If you keep the focus on how you can expand what you do and learn a new approach, employers won’t think of you as a misfit. Let them know what you find desirable about their work environment or market niche. Be specific. Don’t use generalities like, “I’m excited about what you do.” Say, instead, “This opportunity appeals to me because xxx.” And make the xxx about them, not you.
FIVE: I think I need to change my resume to remove my more senior experience – Do you know this is a firing offense? If you are not entirely honest, hide or misrepresent, you can be fired on the spot. Plus, these are lies you will have to maintain. Better to be honest and help the employer see that though you have had more senior responsibilities, there are still things you can learn and contribute that are unique. And this means including months and years of previous employment and date of college graduation.
SIX: The manager sees me as competition – Convey how you can make the manager look good. Ask what their priorities are, what their metrics for judging success in the role are and speak only to those. Mention your job is to make them look good and ask what being part of the team would mean. Be sure you are not conveying superiority or a condescending manner. Give examples without stating, “This is how I made my last manager look good.” Talk about the team success.
Not sure how you are coming across? Invite a younger, trusted friend to interview you using a video recorder for later review. Dissect every part of the interview including attire, tone of voice and body language.
It is my experience that candidates often create their own issues by being patronizing, impatient, and dismissive or even conciliatory or apologetic. Be very critical of your interview style. Be self confident but not arrogant.
As an example: Never, ever say, “Oh, that’s easy, I solved that problem,” or similar responses that dismiss the importance and difficulty the interviewer tries to convey. For more information on how to convey your experience without sounding like you invented work, read, “You have an ugly baby” in “Job Search Debugged.”
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Read previous articles on age on this thread. For general career advice for executives and technology professionals, use the links on the right side of this page.
Are you ready to recreate your job search to get better results? Read this blog for a check list of things you can do now to improve your results. Do subscribe for future tips, advice and even links that will help you perfect your job search efforts.
2010 is the year of the website redesign. The current one, Job Search Debugged, has aged beyond its usefulness. Would you like to offer suggestions on what a new site should include or look like? It is my intention to have one site for promoting my job search coaching/career coaching services and another to promote the “Debugged” books. You input is priceless, so I hope you will take a few minutes to contribute your ideas. I am not reworking the current site but instead, creating a new presence.
Gearing up for a massive effort on the Examiner Careers column. I’d like to hear from you. If there are topics you’d like to see me write about, be sure to let me know: My 2010 gift to you.
Not in job search mode? Why not do a good thing and pass this email to those who are? I appreciate your support and so will they. My clients get hired, not brag, fact.
Are you ready to recreate your job search to get better results? Read this blog for a check list of things you can do now to improve your results. Do subscribe for future tips, advice and even links that will help you perfect your job search efforts.
2010 is the year of the website redesign. The current one, Job Search Debugged, has aged beyond its usefulness. Would you like to offer suggestions on what a new site should include or look like? It is my intention to have one site for promoting my job search coaching/career coaching services and another to promote the "Debugged" books. You input is priceless, so I hope you will take a few minutes to contribute your ideas. I am not reworking the current site but instead, creating a new presence.
Gearing up for a massive effort on the Examiner Careers column at. I'd like to hear from you. If there are topics you'd like to see me write about, be sure to let me know: My 2010 gift to you.
All the best in 2010. Regards, Rita Ashley, Job Search Coach
www.jobsearchdebugged.com Author: Job Search Debugged Author: Networking Debugged Author: LInkedIn for Job Search
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