Google Images: What Does Your Picture Say About You?

Google Images: What Does Your Picture Say About You?

Google has done wonders for research. Though beneficial, we no longer have to scour shelves of books or journals in order to find the information we need. Now, we just “Google it.” Further, Google Images has given us a sort of public image gallery, providing photos, images, charts, logos, etc., whenever we need them.

However, what happens when our search query leads to something completely different? What happens if you do a personal Google Images search and your identity is shadowed by some unsavory characters? How can you avoid cases of mistaken identity?

Use the same photo. If you want to solidify your brand, everything needs to sync, including your profile pictures. After all, we take in content with our eyes first. How can you expect anyone to take you seriously if your content doesn’t match your online persona, especially your profile picture?

So, it’s a good idea to use the same headshot for your Twitter, Facebook, LinkedIn, etc. This way, your identity will at least flow from one platform to the next. However, you don’t have to be completely restrictive. For example, it’s okay to use a variety of images from the same photo shoot. As long as you look the same in the photos, your brand will continue to solidify.

Put content out there. We’ve said it before. The more content you put out there, the more prevalent your personal brand becomes. So, with every published article, freelanced material, or interview, make it a point to include a headshot or profile picture. It not only makes your brand more concrete, but also lets new readers and audience members put a face to your content. Don’t forget to use the same bio or identifiable text on your platforms either. This helps Google sync your sites together, including your images.

Always use Vizibility. Vizibility, the first SearchMe Button for Google, may be able to help identify more than just your top Google search results. Your SearchMe link–which can contain anything from your Twitter account to a link to an award you’ve won–can also direct the researcher to what you look like. This can eliminate any inquiries they may have, especially the bad material from your digital doppleganger.

It’s all about being as proactive as possible, particularly when it comes to your Google search results. Recruiters will be looking for you online. Give them every reason not to question your experience and your brand.

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Welcome to the Dark Side of "The Job Search"

Welcome to the Dark Side of Job Search

“Every one is a moon, and has a dark side which he never shows to anybody” – Mark Twain I typically cover all of the good stuff. You know, how to have the best resume, the best companies to work for, the best job search sites. What about the bad stuff? What about “what not to do”? As a hiring manager, I’ve seen my share of bad interviewees, poorly written resumes and stuff I can’t even write about. As a job hunter, I’ve made my fair share of mistakes. But the “dark side” of job search is also about what to avoid. The telltale signs that an opportunity is not all it is cracked up to be. Today’s post is about all of that (and more!).

• The Dark Side of Consulting Careers – Have you considered consulting? Sounds like a really good career, but have you researched the negative aspects. This article, published on Randomwok.com, does just that. Covering Work Life Balance, Travel, Staffing and more. While many people have been consultants their entire career (and could not love it more), many more get into consulting only to discover it is not for them. Take a look at this article if you were considering consulting as a career.

• The Dark Side of Being Self Employed – Many people, myself included, dream about “being their own boss” or owning their own business. What could be better? Like everything in life, there are good points and bad points to being self employed. So, before you go out and start your own business, take a look at this article from SteveScottSite.com. It’s a great story, and it raised some points that you may not have thought about.

• What Not To Do When Job Searching – This article is by Alison Doyle (from About.com) and it is a good read. Of course, non of us starts out trying to “not get hired”, but some of us don’t always have the best sense when it comes to job search etiquette.  The article is somewhat short, but it is followed by a wealth of related links (like Follow the Rules and Interview Etiquette.

• Scams & Schemes in Work and Employment Services – One of the best sites for tons of job search resources is the Riley Guide. If it’s related to job search, they’ve got it. This article is a case in point. As with everything on the Internet, for every legitimate topic there is probably several scams out there as well. From asking for a utility bill to fake jobs, this article provides a very large list of scams that are out there (just when you thought it was safe to job search!). Payment forwarding, “executive marketing” and work at home scams. Take a very careful read of this article before you get scammed.

• Top 10 Paranormal Jobs – I was worried that my job might show up on this list, but I guess that financial services doesn’t qualify yet. So, if you want a different type of job where you can use your ESP or other paranormal powers, this is the article for you. From Ghost Walks to “become a paranormal hunter”, there is lots of interesting stuff for those who are bored telling fortunes at parties (wait a minute, that’s one as well). Yeah, I know, if you are really a psychic you don’t need to read this article because you already know. It you are like me, then take a read.

Good luck in your search.

By  http://CareerAlley.com through http://www.recruitingblogswap.com

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Job Seeking - The "7" Deadly Sins

7 DEADLY SINS OF JOB SEEKING
Are you making recruiters cringe? Waiting by the phone to hear back from a hiring manager?
Wake up.
You’re sabotaging your own job search. Take a deep breath and ask yourself if you’ve fallen for any of the 7 deadly job seeking sins:
7) I Have an Unsavory Web Presence: Really? In this day and age?  Get that Facebook cleaned up, those Flickr albums locked up. Treat Google and your name like it’s a second resume.
6) I Have Bad Grammar: It doesn’t matter if you’re a CEO or an entry level candidate, you’ll be judged by your writing competency. It’s not necessarily a deal breaker, but glaring typos are a bad sign to see on your resume, cover letter, or Thank-you letter. Speaking of which…
5) I Don’t Have a Thank You Letter: You need one. After every Interview. A quick email will suffice, but a personalized handwritten letter says a bit more.
4) I Immediately Want To Know How Much It Pays: Compensation is a tricky subject. If you bring it up too soon, it’ll look like your priorities are misaligned. You’re saying you don’t care about the company, the job itself. Money is immodest, don’t start a conversation with it.
3) I Skip HR and Send My Resume Right to the CEO: This “advice” pops up now and again from those who think there’s a fast-track to the hiring process. You’ve been fed a lie. The CEO is too busy for your gimmicks. Follow the proscribed avenues first – then try going “around” to get into the company.
2) I Don’t Have a Customized Cover Letter and Resume: You should have at least 3 or 4 resumes saved on your computer for different jobs. Never lie about your skills, you’ll be found out – but you might want to highlight different aspects of your career (aside from your transferable skills across industries) and SHOW don’t TELL how you accomplished various goals.
1) I Went On the Interview. I Must Be All Done: Time to sit back and wait by the phone right? No. Keep applying to positions and going on interviews. Nothing is a done deal until you hear, “you’re hired.”
Job seeking is a full time job – one that you probably don’t want for long! Work smarter, not longer and you’ll have that handshake in no time.
http://www.recruiter.com/career-advice/sins-of-job-seeking/

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Hidden Jobs and Who can Help

 

Hidden Jobs: How Recruiters Can Help

They say that 80% of all available open jobs go unadvertised. If you’re applying through job boards or company websites or even flipping through newspapers – you might only be hitting 20% of all open positions.
How can this be? Most companies don’t have the time or advertising budget to broadcast all their hiring needs. Other organizations prefer to keep thing confidential and you’d never even know they were hiring. Others prefer to use zero-cost hiring strategies such as internal job referrals.
So how do you find those hidden jobs?
Recruiters can help.
Companies of all sizes frequently use recruiting and staffing firms to fill their job orders. That means recruiter’s have access to company requisitions that the average job seeker wouldn’t even know about. These open positions are just sitting and waiting, ripe for the right candidate to come along. Additionally (and most importantly), recruiters know and have relationships with hiring managers. Even if the company isn’t using a recruiter to fill a job, a recruiter might be able to help you out with some inside information.
Access to this so-called hidden job market doesn’t require any secret handshakes or sly dealings – you just need to find a great recruiter! Here’s how you can start:
Go Local: There may be a number of recruiters and firms in your area. Use Google to dig up information on the best recruiters. Narrow your search by including your industry as well. Alternatively, ask your friends and colleagues if they’ve ever worked with a recruiter. They may be able to offer you a referral.  Afterwards, it’s as easy as picking up the phone and introducing yourself.
Use Social Media: Lots of recruiters hang out online. Linkedin is the best spot to search, although competitors Branchout and BeKnown (both based off Facebook) have professional networks that warrent exploring as well. While the latter two resources are just fledgling networks, Linkedin has a massive population that promises more contact opportunities.
If you’re using Linkedin, join groups that are relevant to your industry (also job seeker groups). You can inquire about jobs here and recruiters may reach out. You can also try using the Linkedin search field to pinpoint potentially relevant recruiters. Browse through profiles to gauge legitimacy and reputation. It’s ok to work with multiple recruiters. Don’t hesitate to message the one’s you think would be a good fit for you.
Try It Out: After you’ve made contact and had an initial discussion, your recruiter will see if you fit in with their client’s needs. Don’t take it personally if they can’t find a good match. Recruiting is a steady process, not a knock-out punch. By utilizing their extensive professional network, a great recruiter will be able to peer into the vast recesses of the hidden job market and see what opportunities are available. Now you’re a potential applicant out in the unadvertised 80%! You’ve just increased your odds of finding a job. Let the rest of the pack fight over the measly 20%
posted by www.recruiter.com

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Job Seeking - The "7" Deadly Sins

The 7 Deadly Sins of Job Seeking

Are you making recruiters cringe? Waiting by the phone to hear back from a hiring manager?

Wake up.

You’re sabotaging your own job search. Take a deep breath and ask yourself if you’ve fallen for any of the 7 deadly job-seeking sins:

7) I Have an Unsavory Web Presence: Really? In this day and age?  Get that Facebook cleaned up, those Flickr albums locked up. Treat Google and your name like it’s a second resume.

6) I Have Bad Grammar: It doesn’t matter if you’re a CEO or an entry-level candidate, you’ll be judged by your writing competency. It’s not necessarily a deal breaker, but glaring typos are a bad sign to see on your resume, cover letter, or Thank-you letter. Speaking of which…

5) I Don’t Have a Thank You Letter: You need one. After every Interview. A quick email will suffice, but a personalized handwritten letter says a bit more.

4) I Immediately Want To Know How Much It Pays: Compensation is a tricky subject. If you bring it up too soon, it’ll look like your priorities are misaligned. You’re saying you don’t care about the company, the job itself. Money is immodest, don’t start a conversation with it.

3) I Skip HR and Send My Resume Right to the CEO: This “advice” pops up now and again from those who think there’s a fast-track to the hiring process. You’ve been fed a lie. The CEO is too busy for your gimmicks. Follow the proscribed avenues first – then try going “around” to get into the company.

2) I Don’t Have a Customized Cover Letter and Resume: You should have at least 3 or 4 resumes saved on your computer for different jobs. Never lie about your skills, you’ll be found out – but you might want to highlight different aspects of your career (aside from your transferable skills across industries) and SHOW don’t TELL how you accomplished various goals.

1) I Went On the Interview. I Must Be All Done: Time to sit back and wait by the phone right? No. Keep applying to positions and going on interviews. Nothing is a done deal until you hear, “you’re hired.”

Job seeking is a full time job – one that you probably don’t want for long! Work smarter, not longer and you’ll have that handshake in no time.

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Tips for Working with a Recruiter

 6 Tips for Working With Recruiters

It’s still a tough economy out there. Last month, the unemployment rate rose to 9.2%. Maybe you’re one of the millions out of work and hunting for a job. You’ve tried job boards, employer’s websites, and called everyone you know. Still no luck. Maybe it’s time you considered contacting a recruiter.

Whether you’re unemployed or just looking for a change, recruiters can help. It’s THEIR job to help you get hired and that’s what they get paid for. Here are five tips to help you get in touch with a recruiter and get your career back on track:

1) Find a Great Recruitment Agency: The recruitment agency you choose to work with will be a stepping-stone to finding your recruiter. Some agencies have better reputations than others. Do some research online and choose one with a strong track record. If you’re on Linkedin (you should be!) there’s countless opportunities available if you just put in the time and effort.

Some agencies will allow you to build a profile through their site and start from there, but should always call the firm anyway and introduce yourself right away.

2) Meet and Greet: When you find your recruiter, your first task will be to have a quick discussion. Even if the first talk is cordial chitchat, it’s best to learn right away whether the two of you will ultimately be compatible. Try to be patient and gracious – the start of any business relationship is unsteady and requires some tact.

3) Be Open: When you start working with a recruiter, you’ll immediately realize you’re in for a long-term relationship. The recruiter will want to know all about you, and everything you’ve done. Don’t panic! Foster this positive partnership and learn to trust each other. Be honest about your history and your goals.

4) Never Lie: As a follow up to the last point, honesty and Integrity are the golden rules here. Don’t try to hide unsavory details from your employment past or obfuscate certain expectations (Salary requirements, travel requests, etc.) They’ll only come back to haunt you as your job search progresses.

5) Work Together: Make sure your resume is up to date and don’t be afraid to ask your recruiter for advice. They have a wealth of industry insight to offer as well as the inside scoop on the companies you’ll be shooting for.

6) Commit: Your recruiter will keep your information on file until they find a good match for your skill set. Go on the interviews they set up for you and keep a positive attitude. If you loose steam halfway through the process and give up – you’ve wasted everyone’s time. The perfect job is out there for YOU, and your recruiter is going to help you find it.

The candidate-recruiter relationship should be symbiotic – you’re both working for (roughly) the same goal. Recruiters should generally have your best interest in mind. Treat the relationship like a partnership and be open and honest – recruiters can be a highly effective conduit into a new job. 

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Negotiations 101: Start With What You Want

Negotiations 101:

Start With What You Want

Star Maker Rule #1: You’ll never get anything if you don’t ask for it!

A client called me recently for help in negotiating a job offer. She had been out of work for many months and she was feeling desperate. When I asked her what she wanted out of the negotiation process, she said she was afraid to ask for anything much because she needed the job so badly. She didn’t feel she had much to negotiate with.

It’s true that in a situation like this, the other side appears to have more power than you do. But, once a commitment is made to you in the form of an offer, the power moves to your side of the board. While you won’t want to screw up the deal by being over the top in your requests (read: demands), it is still perfectly OK to ask for something. If you stop yourself from asking, then you are not negotiating. You are capitulating. It’s only a negotiation when you are willing to engage the other side in a give-and-take dance for the tangibles and/or intangibles you wish to acquire.

What do you really want?

Let’s look at how a situation like this one might actually go. First, be honest. What do you really want? More money? More vacation? Delayed start date? What are you willing to give up, concede or modify to get what you want? In the example, this individual was being hired as a contractor. Her customer offered to pay her a small amount before starting the work and two additional payments over the ten-month assignment. My client, who hadn’t had a regular paycheck in over a year, wanted to receive her fee in monthly installments. In fact, she would have loved to be on their payroll for the length of the assignment so she could participate in their medical plan. Tall order, huh? Not necessarily!

What does the other side want?

It’s just as important to know or look for clues about what the other side wants. In this case, the customer really wanted my client for the project because her background, experience and industry connections were both outstanding and rare. Did they want her enough to dicker?

What are you willing to give up?

The customer had included a substantial guaranteed performance bonus for achieving specific results as a part of the deal. That bonus became a lever for my client to ask for what she wanted. She was willing to exchange part of the guaranteed bonus for a regular paycheck and benefits.

How do you think it turned out? Scroll down for the answer.

Want to be a better negotiator? The best negotiators . . .

• Aim high. They don’t settle at the outset for asking for less than what they want.
• Gather information.
• Listen.
• Know their subject matter.
• Read signals. They are adept at interpreting clues about what the other side wants and needs.
• Ask good questions.
• Express them selves well.
• Think clearly under pressure.
• Put personal integrity first.
• Prepare. Prepare. Prepare.
• Knowledge is power! Spend time getting clear on what you want before beginning any negotiation process.

Did my client get what she wanted? If you said, “Yes, your client got what she wanted”, you’re only half-right. Both sides got what they wanted! (For more on being a win/win negotiator, stop by the FREE Resources page on my web site at starmakercoaching.com)

Whether it’s who moves through the intersection first or what the terms of the employment agreement are, life is full of negotiations.

Describe a situation in your life right now that involves a negotiation. Write down what you want in as much detail as you can think of. What are some of the things (tangible and intangible) the other side wants? What are you willing to give up to get what you want?

Tools & Resources

Bargaining for Advantage: Negotiation Strategies for Reasonable People by G. Richard Shell

Negotiate Your Job Offer by Mary B. Simon

The Tao of Negotiation: How You Can Prevent, Resolve and Transcend Conflick in Work and Everyday Life by Joel Edelman and Mary Beth Crain

-Mariette Edwards

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How to Pick The Right Coach for You

How To Pick the Right Coach For You

Are you feeling called to hire a coach to create your extraordinary life?

As you will discover there are lots of "coaches" out there. But some folks who use the term "coach" don't have enough training, or follow ethical and professional standards.

Before you begin investigating coaches, begin thinking about why you want to hire a coach, and some of your short-term and long-term goals. That way you'll be able to locate a coach who resonates with your personality and your aspirations.

Meanwhile, here are three guidelines to help you make a wise choice.

1. The key criteria I would use in hiring a coach consists first of finding out what their training as a coach has been.

Have they attended or are they currently attending a coach training program? Is the school or program a reputable one that includes classes, exams, and a certification program? Did the coach get feedback and supervision about their coaching from more advanced coaches and trainers?

You'll want to know that the coach has learned the actual skills and competencies that are standard in coaching by attending a coach training program. Whenever I go to a professional for services, I certainly expect that they be trained to provide the service, so this is a most important starting place.

2. Next, I would be curious about their background.

If I want to start a successful business, I'd want a coach who is a role model of that. If I want to have more balance in my life, I'd want evidence my coach lives this way. A coach is someone who is ahead of you right now that will assist you to move forward with them and their experience in business and life is highly valuable.

Are they walking their talk? As you are clear on your goals, you'll want to find a coach who has quickly and effortlessly achieved such vision and can coach you to achieve your goals and way beyond.

3. The final criteria is understanding the personality and chemistry that feels right for you.

Some coaches are pushovers and will let you slide and get away with not moving forward fast. They match what some people are looking for.

Other coaches are on the opposite end of the spectrum and are what we call "edgy" and they push hard and expect you to run rapidly. That personality may fit for you and inspire you.

Yet others are a blend - they can be supportive and loving - yet give you a kick-start if and when you are sluggish.

Think about what style you may enjoy most. If you'd get angry with an edgy coach, then one wouldn't match for you. If you felt the softer approach wasn't going to get you going fast enough, then pass that coach by.

It is for you to get clear on the style that fits.

Terri Levine
President, Comprehensive Coaching U- As Seen In The Wall Street Journal
Author of BESTSELLER, Work Yourself Happy & Coaching for an Extraordinary Life

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An Effictive Recruiter

 

How to Tell an Effective Recruiter From an Ineffective One

If recruiters are so helpful in finding people jobs, why do they get such a bad rap sometimes? We’ve all heard the stories: a candidate’s resume ended up on his boss’s desk, or the current company was called for a reference without the person’s permission. The recruiter misrepresented the candidate to the company or vice versa and wasted everyone’s time.

Too often candidates aren’t any more selective about the recruiters with whom they work than they are about the companies with which they interview. That’s understandable considering candidates often buy into the myth that all recruiters are omniscient and omnipotent. When you don’t know how a recruiter works, it’s easy to assume they know what they’re doing – until you find out differently.

So how do you tell if a recruiter is adept at their profession? Here’s a hint: don’t bother asking how long they’ve been a recruiter. It’s irrelevant. Instead ask a few questions about the position they’re representing. If the only thing they know is the salary range - and they tell it to you – proceed at your own risk.

If a recruiter fails to take an in-depth search assignment from a client, how does the recruiter know what the client is looking for? More than that, how will the recruiter know if they come across that person? Without a detailed profile of the position, the company, and the hiring authority, all the recruiter is doing is faxing resumes and hoping something will work. It’s tantamount to shooting arrows at a target in a dark closet.

Furthermore, if a recruiter is deficient in that area, he’ll also be deficient in other areas. It’s likely he’ll have little to no influence in subtle decisions that are made, because his input carries no weight. He won’t be acting as a hiring consultant to the company because he hasn’t set himself up that way from the beginning. What does this mean to you? You’ll learn nothing about where you stand in the process. You’ll be kept waiting until the employer feels like getting back with the recruiter. You may learn little more than “they liked you” or “they didn’t like you.”

Granted, you can’t get hired if you aren’t in front of the hiring authority. So in that sense, even a bad recruiter has some use. However, if that happens, probably the only service the recruiter provided to you was to send your resume to the company.

With a thorough and experienced recruiter, you can expect a multitude of questions, and a lot of them are very personal. If they’re to present you to a client, they need a total picture of you: career, family, salary history, job search strategy, what you’ve done, what skills you have, what you want, and where you envision your career going.

So when one approaches you with a position and you show interest, do they dig deeper to learn who you are? Or do they just get your resume and pass it on to the employer? Do they grasp over time what you’re suited for? Or do they continue to run things by you that have no appeal at all? Is it about your career or their commission?

There are subtleties to the business that too many recruiters miss. The most basic is that every company is unique, and every individual is unique. The good ones understand this. The others think that if they just throw out enough lines, they’ll eventually catch a fish. If you like pasta, you can call it the al dente technique. Either way, they’ve completely missed the point of why a recruiter exists. They rarely make a placement, except by accident. They function more as a resume service and less as a recruiter. Their fees are likely to be very low or negotiated.

Unfortunately, because of the Internet, the number of these recruiters is increasing. Any contingency recruiter can call an employer and join the race in the first resume to the finish line. They find your paperwork posted on a job board, and you – who are more likely passive than active in your search and haven’t carefully thought out your requirements for your perfect job – are easy picking. Off to the interview you go, possibly with unsatisfying results for everyone involved. The Internet means a recruiter doesn’t actually have to work at recruiting.

An effective recruiter can make a difference in your search by fully understanding the depth of what’s involved in bringing a company and an individual together long-term. These recruiters are in it for the long haul. Their rewards are repeat business with client companies, referrals from relationships they’ve developed with individuals, and the joy of a candidate who’s ecstatic about the new opportunity.

It’s your career. When you’re looking to further it, shrewd discernment will always bring you closer to what you want, while universal optimism will often result in discouragement.

- Judi Perkins

VisionQuest

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Why Am I Not Getting A Responce From Employers?

Why Am I Not Getting A Response From Employers?

I have sent out dozens of resumes -- why am I not getting a response from employers? As resume writers and career coaches, we hear such questions very frequently. While the economy can be a major determining factor, the truth is that job seekers can take affirmative steps to improve response rates.

While many variables can impact the success of a job search campaign, four major factors merit consideration: background, resume, job search strategies, and aggressiveness of the campaign. Let’s review each of these in further detail.

Background, focus, and resume revamp

Jim was a top-producing sales professional with a small business. During his stellar sales career, he had produced multi-million dollar sales growth and had won some very prestigious accounts (high net worth individuals). As successful as Jim was, he was very passionate about working as an account manager, but despite his sales accomplishments and relationship management skills, his resume was getting 0% response.

What was going wrong? Apparently, Jim had concocted a perception that sales and account management are interchangeable and he used his sales resume to target every possible account management opportunity under the sun. Hiring managers, on the other end, were seeing the connection and similarity between sales and account management but were more focused on applicants with a core account management background.

Solution

Jims case is representative of many job seekers who either don’t have the right background or have it buried deep within their resumes. After several coaching and resume writing sessions, Jim was ready for a major career makeover. With the help of his manager, he got involved in managing the accounts he had secured. In addition to this work experience, he also enrolled in training programs that were offered by external vendors and by his own company. Jim highlighted his account management accomplishments on the resume and after a complete resume revamp, the response rates improved dramatically. He is now on the road to success.

If you have the right background, a well-written resume can make a big difference

Jen was an accomplished market research analyst with over five years experience. She also held a graduate degree in marketing and was considered a promising candidate by most of her superiors. Jen’s background was working in her favor, but employers were not too keen on calling her. Why?

Her resume did not showcase her strongest selling points. In addition to an old school resume writing style, her resume was focused mostly on her job duties and not her accomplishments. There was absolutely nothing on her resume that would WOW potential employers. There was simply not enough meat to position her.

Solution

Complete resume makeover. Jen’s resume was rewritten from scratch to showcase her accomplishments and to brand and position her from the perspective of potential employers. Branding statements, accomplishments, powerful career stories, eye-catching summary, and a complete rewrite of her resume transformed her dull resume into a powerful marketing piece that landed her several interviews. Jen now works with a prestigious pharmaceutical company.

Active as opposed to passive job searching

Amy was applying for a project management position. Her resume was compelling and she did have the right background and credentials. Despite having ace credentials, Amy was unemployed for over six months. When her unemployment benefits were close to termination, she hit the panic button but was unable to unravel the mystery cause that was foiling her career aspirations. She was the perfect candidate, no doubt, but why wasn�t she able to generate interviews? Wrong job search strategies.

Solution

In current economic conditions, it is very important to use a portfolio of job search strategies -- from job boards and classified ads to social media and networking, it is important to mobilize all the job search tools, just as if you were launching a marketing campaign for a product or service.

Simply waiting for job leads to pour in is not going to work. Intense efforts must be made using a combination of job search strategies. Amy realized this and turned-around her job search efforts. In addition to posting her resume on job boards, she started networking aggressively and also focused on using a combination of several job search strategies, including cold calling employers and recruiters.

In addition to her job search arsenal, Amy also increased the number of applications she was sending out. From applying to just a few jobs every day, she started applying to 20 to 30 active positions on a daily basis (in addition to networking). Within a few months, Amy was hired as a project manager.

How did she find the position? She met her prospective employer during an Amtrak ride from New York to Connecticut.

- Nimish Thakkar

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