Do you smoke? Do you know how it affects your career?

Why do companies post executive jobs on job boards?

Are you really overqualified or do you just not know how to work the system?

Can you learn to interview better?

Do you know a proper metric for a good Job Search Engine (NOT job board).

Here’s where you can find links to research tools.

Fed up with recruiters who misbehave?

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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.

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Read the employers point of view on why they are reluctant to hire older workers and Age getting in the way of landing a job?

Listen to a podcast for tips and ideas on how to manage your job search to avoid the pitfalls of ageism.

Rita Ashley is a career and job search coach for executives. In the last two years 98% of my clients achieved their goals within six months. Is it your turn? Contact me directly to discuss a customized solution.

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The statistics are horrible.  Over 10% unemployment. Consultants and executives who have ‘aged out’ of the unemployment roles are not included.  Entrepreneurs who don’t qualify and interns who don’t find paid work are not included.  So the number is a lot higher than the statistic reports.

And it is those very executives and consultants who feed the economy. Laborers and hourly people don’t feed the beast.  We must get middle managers and executives back to work and spending money.  Short sales and bankruptcies are still occurring with wretched frequency.

My solution?  Revitalize the job search.  Learn how to do it right.  Stop doing what isn’t working.  I see executives uncovering great leads but shooting themselves in the foot with poor process or blind belief in job search myths.

One sad fellow called me because he had been on five interviews with five different companies and never made it to the second round.  After talking to him for just a few minutes, I knew why.  He couldn’t stop talking.

His desperation was palpable.  He wanted to make sure I knew every possible thing about him in case some one thing would trigger my response to hire him.  I couldn’t even get in a word to tell him I don’t hire people.

He sent me a resume and asked if my clients were hiring.  Bad.  Very bad.  He didn’t even know what I do.  He just sent out blind and random emails with his resume with no regard for the recipient.  His was not the first inquiry that assumed I am a recruiter or hiring manager.

Sending a resume and cover letter when none is requested is a career limiting behavior.  Not having an introduction also hurts.

Another had the opposite problem.  He didn’t ask questions or assert his competency with examples and outcomes.  He used words like, responsible for, led and managed without saying what he actually did and accomplished.

One bloke, at the end of the interview, proposed he would take the job for $50,000/year less than their range.  He was surprised and even a bit angry when they didn’t take him up on his offer to buy the job.  He overlooked that employers want the very best fit for any job opening because companies are fragile.  Clearly, he conveyed he didn’t think he was worth very much.

This horrible job market is not forgiving.  You can’t make any mistakes and you must create the most compelling job search you can.  That requires an assessment of your current method and a review of what others do that works.

• Conduct mock interviews that you can record and review.
• Practice your elevator pitch.
• Rework your resume to reflect the priorities of the job description.
• Spend hours each day in research and networking.
• Use the internet wisely to learn what you can about the company, the job and the opening.
• Reach out to others to see if you can help them.
• Ask for help with specific parameters such as the name of a company, person or domain.

Job search is not easy, but it is simple.  Keep a clear focus and don’t get so wound up attending and writing that you forget to follow up.  Make real connections to people and enjoy the ride.

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If you would like support creating your own compelling and expeditious job search, contact me. We can focus on your specific challenges and define a custom program.

My clients get hired; not brag-fact.

Perhaps you feel a proven book with field tested techniques is your first step toward an effective job search. You can download Job Search Debugged for advice that works.

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Each complained of overly long job searches and expressed they had no clue what is going on.  They wondered:  Blacklisted?  Are the jobs real?

Nope.  Your writing is so poor your credentials are not being considered.  Seriously, if you can’t write a decent email or cover letter how can you be expected to speak  well and represent the company?

It’s too easy to assume follow-up didn’t occur because of age, too many applicants or other spurious reasons.

Fact is, most cover letters, emails and even blog post responses demonstrate very poor written communications.  No matter how informal the correspondence, it must demonstrate you are literate and educated.  Never say, “It’s just an email.”

Be especially mindful of use of advice/advise and never use exclamation points in business correspondence.  If what you say is important and true, you don’t need to call attention with punctuation.

Don’t get cute or use smiley faces.  Read your missive aloud to ascertain proper sentence structure and word usage.  Still not sure?  Let someone proof your work.

Job Search is stressful and mistakes are easily made. Don’t let your writing mistakes prevent you from making it to the next step.

Your LinkedIn profile is often the first thing people see about you.  Tear yours apart for grammar and sentence structure.  Does every line convey a compelling message?  Can the reader immediately see what you can do for them and why you are exceptional?

Make certain your writing is excellent and you will increase the success of your job search.  Just last week two of my clients received compliments from hiring authorities on the organization and flow of their resumes and cover letter.  People notice. Make certain your communications are being noticed for all the right reasons.

Need help evaluating your LinkedIn profile?  Is your resume getting complements? Do you have a compelling elevator pitch?  Check out my web site for information on Coaching to fix those elements…

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I wore my jeans to interview

’cause that’s what they all wear

My job coach told me not to

but I really didn’t care

.

I waited in the Lobby

what seemed a very long time

no one offered eye contact

a wall I sought to climb

.

I thought I was invisible

worst fears of the night

no one took me seriously

could it be the coach was right?

.

Next time there was an interview

I definitely suited up

The receptionist’s eyes told me

my apparel said, “not pup.”

.

The next advice I passed on

with an even worse result

I gave too much information

from childhood to adult

.

I saw the eyes glaze over

no way that she could listen

I kept on giving bio

though I knew I’d blown my mission

.

They asked me about money

and I evaded an actual answer

she glared at me with venom

as if I’d promised her cancer

.

Coach told me to give a number

and not negotiate sans offer

but I argued most effectively

imagining an empty coffer

.

The interview ended quickly

and I was not called back

I guess I didn’t listen

my future looked quite black

.

Why did I pay her money

and then not take her heed

if I knew how to do a job search

I’d have a damned job already.

Original Poem by Rita Ashley, Job Search Coach

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Working, you say.  What is it supposed to do?  I just want people to know what I do and my job history.

Your LinkedIn profile is often the first thing prospective employers and gatekeepers see regarding your background.  You know yours is working if you are getting introductions, invitations to chat and even interviews. You can check to see a sample of who read your profile.

Go to your ‘Home’ page and view the right side:  ‘Who’s viewed my profile,’ Click on: ‘see more.’

If you have connected with or were referred to some of the organizations listed and you did not get the results you wanted, chances are, you need to change your profile.  If you didn’t contact the organizations listed, chances are, they thought they were interested but didn’t see any reason to follow through.  Something is missing on your profile.

Most people believe a LinkedIn profile is just a truncated version of the resume.  Nothing could be further from the truth.  It can be the single most important job search tool you have. Linda Tancs, an employment writer for NJ.com states: A successful LinkedIn profile takes effort.

Your Profile is a marketing piece. Your profile is a tool, which when used correctly, will entice the reader to learn more.  A tool that tells the hiring authority and people who refer candidates to them, exactly why they want to talk to you, immediately.

That’s a huge job for such a small bit of media.  But think about your own behavior.  How often do you ‘research’ someone before you talk to them or when you only think you may want to talk to them?

Where do you start? First off, let readers know how to contact you if they are interested.  Use your public email address (hotmail or gmail, for example) and insert it close to the top of your profile.  Need some ‘air’ around it?  Type a period/enter to create a blank line above and below your email address.

Most common mistake? Your LinkedIn profile is precious digital real estate; use it wisely.  If you want viewers to know how old you are right out of the gate, say, “19 years experience managing new product designs.”  Don’t tell readers how old you are.  Tell them the most important accomplishment in which they would be most interested.

“Launched seven unique products in six seconds with no budget and one hand tied behind my back.”

What it is not. Your profile is a marketing tool, not a biography.  You do not need to list all your jobs or all your positions.  It is neither a resume nor a legal document.

If you want to list previous companies to attract certain populations, go ahead, but only list those.  Leaving lots of white makes for a more pleasing viewing experience.  Leaving lots to the imagination encourages people to contact you.

Your opinion does not count. Readers are not interested in your own view of your work.  “Successful marketing executive with impressive history of product launches” may be true, but your readers need proof, not your opinions.  Try to give examples of your success and let your work speak for itself.

Other people’s opinions count a lot. Use the ‘references’ section eagerly.  Invite folks who have worked for you, with you and managed you to make comments.  Notice the first line is visible. Recraft them to be punch lines (ask permission to modify) to encourage readers to click to read more.

Invite references over time so your updates appear constantly in your network’s radar.  Nothing better to help them recall what a swell person you are and keep you in mind when they hear about a job or person you should know.

Resist the urge to respond immediately to those who give you a reference.  Space out your responses over time to appear in the updates sections and also to get around the appearance of quid pro quo on references.

More white space. Unless your groups memberships are germane to your profession, leave the logos off your profile.  Go to the membership section of each and click off the ‘show logo’ box.

Do you have a blog? I encourage all my clients to create and maintain an industry specific blog to enhance their personal marketing efforts.  If your blog titles are not spot-on to your professional job search efforts, write some new ones.  These headlines are an effective way for viewers to learn more about you.  Use them wisely.

It goes without saying, though you’d be startled to know how often I am forced to say it, check for spelling and grammar.  One mistake can turn viewers off because they immediately jump to, “Not detail oriented” or “careless” or worse, “illiterate.”  Invite someone to review your profile before you publish because we often can’t see our own mistakes.

When you are truly delighted with your profile, when you believe it is compelling and an excellent personal advertisement, incorporate your profile address in your email signature and use it anytime you write a blog or answer a blog online.  Broadcast this marketing piece and you become your own advertisement agency.

For more advice on using LinkedIn for Job Search download your free copy at www.jobsearchdebugged.com

For a job search tune-up read Job Search Debugged, an insider’s guide to a compelling job search.

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This is the second installment of Seattle job search resources for executives.  Go to Job Search Debugged for the first installment.

If you know of other resources, please share them with me so I can post them.

Listings of current openings in Seattle:  http://www.bizjournals.com/seattle/jobs/

seattle24x7.com Is the newest site to catch my eye thanks to Dan Lotito (Dan, Please contact me if you can. No way to get you throught LinkedIn.)  Mostly non executive spots, but comprehensive listing of some management and individual contributor jobs. I am impressed.

Tech jobs in Seattle: http:// WWW.eggsprout.com

TechFlash Summer BBQ & Ping Pong Tourney is July 23rd:
http://bit.ly/fhULk

Conference for small business:  http://www.smallandspecial.com/

Interested in the Mobile space?  http://seattle.tie.org/TGS/EM/viewevent/viewEventPT?id_event=3468&from_where=chapter_homepage

Fancy yourself as an entrpreneur?  Than this is a must read publication:  http://seattle.tie.org/homepage

For a calendar of events for TIE (Entrpreneurs)  http://seattle.tie.org/chapterHome/events/viewListEventPagePT

Info on biotec funding:  http://seattletimes.nwsource.com/html/businesstechnology/2008388848_accelerator14.html

In case you missed the last installment of Seattle resources for technology leaders and executives:  http://www.jobsearchdebugged.com/blog/?p=328

Are you interested in early stage or startup companies?  If you haven’t already set your RSS feed from John Cook’s PSBJ Venture column, Tech Flash, now is the time.  http://www.techflash.com/venture.

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Frustrated candidates lament the existence of the hidden job market.  Reason tells us there is no such thing, that instead, the candidate has not found the open sesame’ to reveal where the jobs are.

In his often quoted commentary on the costs incurred by an unfilled position, Dr. John Sullivan, Head and Professor of Human Resource Management College of Business, San Francisco State University, cites a litany of deleterious affects resulting from unfilled jobs.

To name only a few:

• delayed product development
• loss of new product ideas
• increased time to market
• loss of team productivity
• increased management time and effort
• resentment of superstar employees who are as asked to ‘fill in,’

Tangible losses often amount to hundreds of thousands in lost revenue, and significantly more if the open position is a senior sales executive or business development professional.

Knowing this, why would any company keep their job openings hidden?  The truth is the job market is not hidden, it is only not yet discovered by you.  How does the executive or technology professional learn who is hiring?

The obvious answer is, ask people. But while networking is the simple and obvious solution, it is not easy.  Many people find networking when they require information or introductions for themselves to be extremely difficult. 

I suggest taking networking to a different level than is commonly considered.  Bonding is far more effective than collecting contact information.  Just as an introduction is more powerful than a referral, so to is a personal relationship more effective than an request from a stranger.

Often, the more senior a job seeker, the more difficult it is to ask for help.  Thus, I suggest, ask for advice instead of help.  “My instincts tell me my experience is a good fit for the VP Development at Disney.  What would you do to get connected to the hiring authority?”  If you achieve critical mass in your exposure to many people, just like Brownian motion, you are bound to connect with exactly the right elements to become newly employed.

Resources:

Digital Eves –  a virtual community of 1,500 women (and some men) in technology.   A group that discusses everything from how to debug a bit of JavaScript, to feedback on a portfolio, to dealing with an HR problem at work, to technology news. It’s also a great place to post and look for job openings.  There are strict guidelines for the posts, but it is a direct link to peers and if you participate in the threads, you will make new friends who may be able to direct you to job openings.

Linked Seattle is a LinkedIn a Seattle-specific group for locals.  While not a job search site, it is a profoundly good place to network.  Interact, create discussions and get to know people.  You never know who will offer a tip or introduction once you get to know them.

Eggsprout.com is a technology site specific to Seattle for social networking, community building and a large data base of Seattle technology jobs.  Visit often since employers list jobs and contact information.

Craigslist.com has many listings for major cities, Seattle included.

Gay professionals can select from a variety of meet-ups and social networking activities for professionals. Participate, don’t be a drive by shooting attendee.  Another resource of over 1000 GLBT professionals is Seattle gay scene.  While not specifically a job search social networking organization, many find leads and introductions to gay-friendly companies.

A grass roots organization, Seattle Job Social has grown to attract hundreds of attendees, recruiters and hiring authorities.  Geoff Tucker and a few of his friends needed a place to gather where employers could find them en-mass. The result is an event where folks  exchange resumes, instant interviews are conducted and appointments are made.   There are many such activities and groups in Seattle.  Periodic search engine research will reveal others.  Set a news alert on several search engines.

The Jewish Jobs Network serves hundreds of Jewish professionals in Puget Sound.  The network provides help and connections in meetings and informal networking.  Contact Ben Meyerhoff at bmeryerhoffl@msn.com.

Don’t forget LinkedIn.   Join all the Seattle-centric groups available and participate.  Ask questions and respond to discussions.  Make new friends.  Reply privately to keep the discussions going; create real bonds.

Many groups host job search related activities.  While most of them are great places to meet other job seekers (who may offer leads to jobs in which they are not interested) the job search information shared in these sessions is rarely valuable.  Vet the speakers and presenters carefully.  A well trafficked web site does not an employment expert make.

MIT in Washington is the venerable place to meet technology executives and often even investors and hiring authorities.  The programs are rich and often include name-brand executives and highly relevant topics.  Go to participate.  Arrive at least 30 minutes before the program because that is when networking is done.  Come prepared with conversation starters, business cards and a genuine interest in the topic.  During the event, ask incisive questions.  Follow up the next day from the business cards you collected.

WTIA, formerly the Washington Software Association, has morphed into a commanding resource for the Seattle technology community.  If you want to connect to technology executives, volunteer for one of the many activities of the WTIA.  Contribute. Go to the events, become an expected figure.  Make new friends. 

Seattle is host to countless business-building events.  Keep track of the calendars for the investment community presentations. 

Those interested in early stage or start up companies may find attending the $250 Fast Pitch conference sponsored by WTIA a good investment. Twenty-five early stage companies are on display and exhibit their product and give a short overview to investors and other attendees.  Great place to meet people, learn about new companies and be seen.

The Northwest Entrepreneur Network, is a non-profit organization dedicated to helping entrepreneurs succeed. Activities and programs are focused on building the entrepreneurial and venture community in the Northwest and enabling entrepreneurs to access resources and funding to accelerate their business growth.  They host several events and provide an excellent forum for networking.

While job search with a nonprofit requires the same highly targeted and polished job search, there are additional resources for Seattle.

• I Love Seattle lists nonprofits
• Yelp offers discussion of nonprofits
• Seattle Times lists nonprofits and contact information
• LinkedIn has valuable informaton on connecting to nonprofits.
• Puget Sound Business Journal Book of Lists has details on the 25 largest not for profit companies.

Subscribe to the Puget Sound Business Journal and be especially protective of your complimentary copy of the Book of Lists. If you are interested in the top 25 companies in any sector, the Book of Lists will tell you the players, the company revenue and so much more. 

John Cook’s Venture blog and his Tech Flash are up to the minute reviews of what is going on with technology companies in Seattle.  Follow the names, companies and products with John’s constant vigilance.

Xconomy, another Seattle-based resource, is dedicated to providing business and technology leaders with timely, insightful, close-to-the-scene information about the local personalities, companies, and technological trends that best exemplify today’s high-tech economy. 

Set search engine alerts for events, companies and people to keep informed.  If you want to drill down even further, create a Boolean String for your anticipated job title, prospective employer or other relevant information to cull from a search engine.   Be sure to include Seattle or range of zip codes in your string.

For all its horrendous traffic and densely populated neighborhoods, Seattle’s technology sector is a ‘small town.’  Once you are connected to a range of people, you are only one or at best two degrees of separation from the person who will hire you for your next job.  It is all about how you ask, who you ask and your nuanced messaging.  But that’s another topic.

For even more links to resources:  http://www.jobsearchdebugged.com/blog/?p=334

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