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By rashley, June 25, 2009 11:43 am

  Locate Seattle’s hidden job market

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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By thejobcoach, June 11, 2009 12:51 pm

  THE ELEVATOR PITCH–Is Yours Working?

Your brand [Elevator Pitch] is the promise you make to a prospective employer.  Shivonne Byrne, Microsoft Branding Executive.

Do people respond to it with questions about your work, your success or processes? Do they want to learn more? Do they invite you to talk about your credentials? Do they offer to introduce you to others? Do they show interest so you can invite them to meet at a future date? Do they ask for your business card?

Simply stated, the Elevator Pitch is a powerful tool to gain the attention of a person who will offer leads, an opportunity and introductions to people who can provide them.  The whole idea of the elevator pitch is to communicate very quickly why they want to learn more.

The tactic you use is to relate what you do to what they do. Understand your client. If, for example, you are talking to a financial person and you are an IT professional, you probably don’t want to stress the latest technologies you implemented in record time. You do want to stress how what you did affected the bottom line or the impact your work had on the stock or upcoming IPO.

Critical to this conversation is your own understanding of what you do.

• What makes you unique and why anyone would care?
• Your pitch must be clear, succinct and interesting.

Your pitch becomes the basis for your resume and all your outreach.  It is the fulcrum of all your communications and the trigger that creates conversations, generates interviews and signals to contacts why they want to help you.

This is your opportunity to convey your passion for what you do and the importance of the outcomes. Need more reasons to create a great Elevator pitch?  Think about all those social networking events where you just didn’t know how to start a conversation, or worse, stammered when someone asked, “what do you do?”  Your elevator pitch at the ready, you can respond with confidence.

An article worth reading: Good Advice for an Elevator Pitch.  For a tutorial on elevator pitches download Elevator Pitch Essentials from Chris O’leary.  His guide is free and endorsed by Guy Kawasaki.  Of course, I would be remiss if I did not suggest you should purchase my book, Job Search Debugged, to get the full range of elevator pitch uses.

OK, that’s the theory of the Elevator pitch, here’s reality. In all my years in recruiting and coaching I’ve rarely found anyone who has their pitch down cold. It is difficult to see our own image. Often, the pitch is lukewarm and the words just stumble out because the job seeker isn’t comfortable with it. Or worse, it sounds canned and doesn’t change with the audience.

Tip:  Say your elevator pitch to a twelve year old.  If they can tell you what you do, you have a good pitch.  If not, keep working until yours is clear and simple.  Crafting your pitch isn’t the time to show you are the smartest person in the room; it is the time to say something so interesting, the listener asks questions.

The Internet has fundamentally altered job search behavior – the way employers identify, evaluate and hire is changed forever.  Email me for your free chapter:     BASICS FOR SIX-FIGURE INCOME CANDIDATES

Job Seekers must accept employer behavior has evolved and learn how to use digital job search methods to land their jobs.  Effective use of LinkedIn, blogs and search engine alerts combined with excellent use of job search engines gets you a faster outcome.

Download Job Search Debugged and learn how to:

• Get what you need from your network; job leads and introductions
• Avoid common traps that trip up the competition
• Create messaging that makes you memorable
• Use digital job search tools to optimize your search

Want a sneak peek at the table of contents?  Job Search Debugged Table of Contents.

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By admin, February 21, 2009 1:52 pm

A common way high income candidates sabotage their job search is to focus on the competition.  You can’t change your own credentials and worrying about what others bring to the party is useless.  Hiring decisions are made by people who hire people.

It is not always the person with the best resume who gets the job.  It is the person who conducts a good interview, shows they are enthusiastic about the company, the products and the challenges, and the person the interviewers feel is the best fit.

You can’t know what the interviewers are thinking and you can’t know how other candidates interview.  Without that data, you are stressing about intangibles.

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By admin, February 9, 2009 4:10 pm

So much gloom and doom. Are you fed up hearing about layoffs and unemployment?  Well, it makes good media fodder.  It’s not especially compelling to write headlines that say, “Jobs Available at Many Companies,” or “Ten people hired at Amazon.com,” or “Costco expands IT.”  But it is true. Link to lists of companies that are hiring.

The good news is, your experience and talents are no less impressive just because you are unemployed.  You didn’t lose your expertise, abilities or connections when you lost your job.  The only thing missing is an arena in which to perform.

Even better news, companies that have layoffs or a freeze on hiring, still have job openings.  Yes, they are hard to find, but many companies have critical hiring needs.  You learn about them  by creating alerts to companies for whom you want to work.  Monitor their websites and news feeds.  Then look to your network for connections to the hiring authorities.

More good news:  Companies need the same jobs done regardless of the economy.  Marketing still needs to create ads and PR.  Development still needs to get products out the door, and those bugs don’t find themselves.  Confine your job search to critical needs within your targeted companies and you might surprise yourself with interviews.  Consider temp or consulting gigs; they often transition to full time when budgets allow.

And the best news is when so many people are hurting, more people are willing to help.  If you know how to ask for help with the right message, you are bound to get what you need.  Persistance helps.

There are ways to outstrip the competition.  One, of course, is hire a job search coach to use the best possible job search techniques.  Another is to use all the digital job search methods at your disposal, including LinkedIn.

The best way to land a new job is to microtarget the needs of your desired employers.  Again, it is all about messaging.

Perhaps you have good news to share.  Please leave comments so others will know; it is not all gloom and doom.

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By admin, February 2, 2009 3:17 pm

The nature of the beast

A seldom anticipated aspect of dealing with recruiters is they know things you don’t think they can possibly know.  It is highly likely you are not the only person with whom the recruiter has spoken from any of your previous employers.   It is safe to say any recruiter who serves a specific niche’ occupation is wired into the gossip and rumor mill of same.  Warning:  Don’t take credit for things you didn’t do.  Take credit for the mistakes and poor decisions.  Chances are the recruiter will find out via the informal network or already knows.

When you talk to a recruiter, you are talking to the business community at large.  When your name comes up for searches or even polite conversation, comments will be made.  It behooves you to manage your relationships with recruiters as though you plan to be part of that community in good standing for the duration of your career.

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By admin, January 26, 2009 2:08 am

I am so mad I could bite a brick. I just had a conversation from someone laid off from a major Seattle bank.  He mentioned the outplacement services provided him with advice and support. He wasn’t impressed with the support but he said they created a terrific resume for him. He felt he had his job search covered.

His resume is awful. It is formatted nicely and looks good but it uses empty words like, ‘responsible for’ and ‘worked with.’  The resume did not have an objective or summary.  There were no accomplishments supported by metrics and it spent time describing him as a go getter and high energy leader with absolutely nothing to substantiate his claims.

There was nothing in his resume or cover letter to distinguish him from the hundreds of other Seattle technology executives looking for jobs. He has wasted five weeks working with the outplacement services and after all that time, he didn’t even have an elevator pitch. Because he felt let down by the coaching he got, he now feels job search coaches are useless.

People, please, don’t write off coaches after being disappointed using the services of an outplacement group.  While some can provide decent services, don’t assume you are getting what you need.  Vet the service just as you would vet a recruiter or other coach.  For the most part, people who work for the services are not job search coaches, they are outplacement administrators offering ‘one size fits none’ solutions to your job search.

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By admin, December 20, 2008 2:38 pm

Job opportunities have always come your way.  Lately, you interview but offers don’t materialize.  You want to know why.  Consider these possibilities.

1.  You Talk Too Much. Whether you are seeking a job or the job is seeking you, the tension and pressure can make you talk too much.  If you want people to listen to you, you must be brief, answer the questions asked and include the listener in your response.

To prevent motor-mouth:

• Practice interviews and phone interviews.  Record them and revise until your answers are only three sentences long.  End with a question where possible.
• Watch the listener’s eyes for interest.  When they wander, ask a question.
• Practice responding to difficult questions in three sentences.
• Become familiar with your vocational assets and accomplishments as they apply to the job so you can answer any question with confidence.
• Focus on the objective for the interview.  The interviewer hopes to establish a bond, not hear an autobiography.

2. You Misunderstand the “Tell Me About Yourself” Question.  Most people answer this question starting with their education and then a list of all their previous jobs. It is the wrong place to start. This is your opportunity to target the company needs and demonstrate how your experience is relevant to the job.

The better answer:

• Come prepared with a solid pitch about what part of your background makes you a good fit for the job.
• Tell why you selected this company as a prospective employer.

• Practice with a video camera or tape recorder.  Your response to this question can be a deal killer or a chance to shine.

3.  You offered a solution when they really didn’t want one. You are asked your opinion on challenges facing the employer.  It is easy to assume they want you to offer a solution. They don’t.  This question is a way for the company to see how you solve problems.

The key – Ask, don’t tell:

• Ask what has been tried to date and the results.
• Ask what outcome they would like to see and discuss in detail.
• Ask why it did or did not work and what resources are currently available.
• List what you would need to know before you could have a comprehensive solution.
• Tell them about another experience where you solved a similar problem and acknowledge the situations are no doubt different.
• Tell them what resources you used, the solution and the results.  Make certain the employer understands you know you don’t have enough detail to say this will be an appropriate solution for them.

4. Your references did not shine. Employers tend to place a high value on references.  Just because your former employers liked you doesn’t mean they have the right patter to communicate your qualifications.

Worse yet, just because they liked you doesn’t mean they will give you a good reference.  HR professionals often hear “Are you certain she gave you my name as a reference?” and “I don’t know what he has been up to lately, but when he worked for me, he wasn’t management material” and other deal-killer comments.

Prepared references are good references:

• Make sure the contact information is current.
• Your references want to help you. Communicate the specific needs of the employer, the position and the qualities the employer is looking for.
• Fill your references in on what you have been doing so they are knowledgeable about your latest accomplishments.

Finally, to conduct your best interview, put yourself in the interviewer’s shoes.  They have an opening in the company that needs to be filled.  Believe it or not, they are actually looking for a reason to hire you.

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By admin, December 3, 2008 11:31 am

Lay offs hurt every one. No one benefits from them, not even the companies forced to take such a drastic action. PR issues aside, the internal climate of any company who has laid off staff is not the most productive.

For the person laid off, the rage and confusion are part of the package. It is not unusual to be frozen with fear or resentment. Many people plunge into a temporary depression. Feelings of powerlessness over one’s life are inevitable. And while these are neither unusual nor unexpected reactions, they must be overcome in order to proceed with the search for a new job.

What can you do to scale the hurdle of the potentially debilitating affects of a lay off? Take Action. Get control back in your life. Control what you can and acknowledge that control and every minor success that brings.

1. Gather all your job search essentials in one place and make it “Job Search Central.” Go to “work” each day with a clear focus on your objectives.
2. Create a to-do list each night before retiring. Make it manageable with achievable items. Make four phone calls and three emails to former employees is doable. Get six leads to jobs is not. That may be the outcome, but it is what you do to get those leads that belongs on the list.
3. Your new job is looking for a job. When your children or relatives say you are unemployed, make it clear your employment is intense and purposeful. Mention a goal achieved such as your research on prospective employers and who you might contact.
4. Suit up. Don’t give in to the temptation of lounging around in sweats and flip flops. Put on decent attire and you will be more professional in your search activities even if they are conducted from the privacy of your own home.
5. Don’t complain. Remind yourself of your significant accomplishments. Make your elevator pitch your mantra and use it to drown out the negative voices.
6. Don’t let others complain. When those around you want to discuss all the horrible layoffs, the poor job market or their other friends who have been out of work for six months, respond with comments about what you achieved. For example: “I connected with four people who have referred me to people who can help me.”
7. Be good to yourself. This is no time to engage in self punishment. Drink that favorite tea, soak in a foamy tub or take a hike in your favorite place.
8. Set some time aside each day for your favorite computer game, or call a friend and tell a joke. Do something completely different.
9. Create a job search budget. Include your new suit and all those coffee dates. If you chose to work with a well chosen professional your time for reemployment will be shorter than if you didn’t, so don’t be too frugal when making your budget. If you know what you have allotted it is easier to relax when you spend a few bucks to have the car washed.

At the end of each day, before you create your to-do list, brag. Call someone up, talk to your partner, brag. Talk about completing your to-do list or getting through to a difficult to connect with executive. Mention the best answer you gave during an interview. Keep a journal each day of all your accomplishments and brag about them before you retire. You will find it much easier to get up in the morning to start over again.

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By admin, November 19, 2008 8:38 pm

DON’T TRAP YOURSELF WITH NON-BELIEF

Reports indicate over 160,000 jobs lost nationally to date this year and a forecast by outplacement professionals, Challenger Gray and Christmas, declares a projected loss of over 180,000 tech jobs for 2009.  The question, “Will I be laid off?” is inevitable.

Wouldn’t it be wonderful to know one way or the other?  Unfortunately, this is one time in your life when you simply can’t get the information you need to see what your future holds.  You can only make a “best guess.”   It is to no company’s best interest to let people know about layoffs before they actually occur.  So instead, we engage in wishful thinking; arranging reality to prove the outcome we want.  Some examples:

I can ask: How can you know?  You can’t ask your boss; by definition, managers can’t reveal what is not yet made public.  It is a breach of ethics and a cause for firing.  If they say anything, it will be a flat out denial. The work you and the team are doing still needs to be done until other arrangements are made.

It’s just a rumor: If you heard a rumor, for instance, of a 10% cutback in force, where did the rumor originate?  Companies often “leak” this information to soften the blow with the press and investors when the hammer falls.  If you heard the rumor, it is probably true.

I am safe because I survived the layoff. The first wave of layoffs left your job in tact; does that mean your job is safe?  Probably not.  If your team has been reduced significantly, you can expect to be laid off in the next wave.  Layoffs usually come in threes.  Companies typically stage layoffs giving as much as 60 days notice or severance and the expense is huge.  Conducting layoffs in stages is one way to manage the bottom line consequences of massive layoffs.

The company has never had a layoff so I feel safe. Every company has had layoffs, they just don’t always call them that.  Projects are canceled, reorganizations occur and functions are sent off shore. Sure you are often given time to find a new job within the company, but that typically works only sometimes in the soundest of business climates.  When there are project cuts throughout the corporation, it is doubtful you will find a new spot internally.  You weren’t laid off but you are out of a job.

My function is too critical to the company to drop me: No such thing.  While you are thinking logically, you don’t have all the information.  Layoffs are often instigated by the Board of Directors.  Their agenda and that of the CEO are very different from the rank and file.  They are concerned with shareholder value and equity.

Most “C” level executives and certainly the Board, focus on the bottom line AND the stock price.  The triage they do is simple; what is absolutely necessary to shore up and/or maintain the stock price.  Each project/department and product is vetted against rule one; will keeping this team in tact generate revenue and contribute to the bottom line right now?  If there is any doubt about the necessity of your project/product in that vein, you are vulnerable for a layoff.

If yours is a long range or research project, you are vulnerable.  If you are an evangelist or if you are working on projects that keep the company in the public’s eye but do not actively generate attributable revenue, your job is at risk.

I am friends with my boss, he won’t fire me:  Marching orders are marching orders.  While many executives have discretion over who will get a pink slip, business trumps friendship every time.  Do you honestly believe your boss will put her job on the line to save yours?

And the real error in this thinking is that just because your boss is friendly, doesn’t mean he is your friend.  An efficient work environment is lubricated with friendly behaviors.  The best managers know a convivial work culture tends to be a productive one.

Don’t mistake that trip to your boss’s cabin with BFF.  In fact, if you really are friends, it is likely yours will be the first position to be cut so he won’t be accused of favoritism.  And don’t think for one minute that your boss whom you believe to be your friend will warn you if you are at risk.  She will only say what she is allowed to say; which is no one is in jeopardy of a layoff, or I haven’t heard one way or the other.

For advice on protecting your self from a layoff:  Can you protect yourself from unemployment?

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By admin, August 7, 2008 3:36 pm

All your efforts to land the right job paid off. You start next week and are raring to go. You have ideas, plans and enthusiasm. You are ready to hit the ground running. But wait. Before you plunge into the deep end, here’s a check list to protect yourself so you don’t drown.

• Do you know what is expected of you? Your job description was a clue, but do you know exactly what you will be chartered to accomplish? Ask your boss to state exactly the first three priorities and the metrics by which you will be judged. These are your marching orders and tell you how to spend your time.
• You will be working with other departments; do you know what they need to give you and your department the best support? If you are, for instance, the new Director of Development, talk to the QA manager to learn the form and process he needs in order to test and release your projects quickly. Ask him to show you examples of projects that made it through his department without glitches. Let him know you will use that as a template.
• If you are in Marketing, check with Sales to hear what their customers are saying. And if you are in Sales, get to know Customer Services well. You get the picture.
• Be leery of the first people to offer unsolicited advice. Don’t engage in debate; just acknowledge their comments and move on. It is too soon to know their agenda so acting on their advice may not be in your best interest.
• Avoid making comparisons with your former employers. A serious mistake a new employee can make is to begin sentences with, “When I was with HP, we did it this way,” or “We saw this same problem at Seascape. The solution was easy, what we need to do is …” Forget you ever had a former employer. Each company and certainly each team member likes to believe their company, problems and therefore solutions are unique.
• Before attempting change, interview all departments and people who might be affected. Listen without comment, but be sure to invite ideas and criticism. This simple action can help you avoid road blocks in the future.
• Starting a new job is always a stressor. Manage your health before you start and double your vigilance once you begin. Many people fall ill in the first three weeks of starting a new job. Stress plus a new germ environment make you vulnerable. Take your vitamins, get your rest and do whatever you do to reduce stress. Use hand sanitizers frequently and also wipe down the phone, door handles and keyboard in your new office. Wash your hands more often than normal and avoid shaking hands with people who are coughing and sneezing.
• Set a good example to your team. If you want to encourage people to have a life beyond work, don’t put in a 70 hour week. Make your expectations clear about deliverables and then keep to a 50 hour week (or whatever you expect from the team) yourself. The hours you put in during your first week of work will determine the pattern for your tenure. There is absolutely no advantage to the old-school dictum of arriving before your boss and leaving after. You are the role model for your team from day one.
• Most companies have a 90 day trial period, stated or not because it is easier for a company to recover by dismissing an executive sooner rather than later. Don’t be paranoid, but in a very real sense, your first months on the job are just one more aspect of the interview process. Be mindful of what you say and how you behave and try to chart out one significant success during your first three months.

Just starting your job search? Finding roadblocks to an ongoing search? Purchase Job Search Debugged, Insider’s guide for Executives and Technology Professionals at www.jobsearchdebugged.com.

Interested in real time support of your job search? Highly targeted Job Search Coaching available from, www.jobsearchdebugged.com. Or contact Coach at jobsearchdebugged dot com.

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