Gonyea and Associates, Inc.
3543 Enterprise Road East
Safety Harbor, Florida 34695
813-725-9600
© Copyright 1993-1994 Gonyea and Associates, Inc.
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to the first issue of The Absolutely Last Job Hunting Guide You’ll Ever Need, published by Help Wanted-USA.
As a professional career and employment counselor for 20 years, I know the difficulties involved in finding employment. The expression “finding work is work itself,” is more true today than ever before. It doesn’t just seem to be more difficult to find work today, it is more difficult. Getting your next job will likely require you to spend more time and exert more effort than you may have imagined or experienced in your last job search.
The fact of the matter is this... American employers do not have enough jobs to employ all those who wish to work! While there are several factors that have brought about this condition, the one common factor is economics. American employers facing increased world competition are adopting policies designed to save money, while improving productivity. Some common cost cutting measures include downsizing and merging facilities, moving plants overseas, discharging senior-level executives, hiring part-time workers or sub-contractors rather than full time employees, and increasing the work load of those employees who are retained.
As Walter Cronkite pointed out in a recent television special (Help Unwanted), America is producing a permanent class of citizens who, while wishing to work, may not find employment. The end result of this is the fact that you’ll need to use effective job hunting skills and resources in order to find your next job. And that’s where Help Wanted-USA can help!
We have assembled a team of employment consultants in cities across America who weekly produce the largest collection of professional employment listings. Our sole objective is to help you find your next job! To introduce you to our services, we are offering you this job hunting guide free of charge or at a minimal cost.
Why is this guide called The Absolutely Last Job Hunting Guide You’ll Ever Need? The answer is simple. The plan outlined in this guide has been used effectively by tens of thousands of job seekers and contains a strategy unknown to most job seekers that can dramatically increase your success! If you follow this plan and use the job openings made available by Help Wanted-USA, your chances of finding employment can be greatly improved. We are ready to help you land your next job.
James Gonyea, President, Help Wanted-USA
Step 1 - Conduct a Self Assessment (Page 6)
Step 2 - Set Specific Employment Goals (Page 7)
Step 3 - Build a Personal Support Team (Page 10)
Step 4 - Build a Professional Support Team (Page 12)
Step 5 - Research Targets - Identify Your Value (Page 14)
Step 6 - Communicate Your Value (Page 17)
Step 7 - Follow up (Page 19)
Step 8 - Interview (Page 21)
Step 9 - Accept or Reject Offer (Page 23)
Step 10 - Evaluate Your Strategy, Revise & Repeat (Page 24)
Appendix A - Sample Employment Value Report (Page 26)
Appendix B - Resources (Page 29)
Help Wanted-USA Services (Page 32)
Talent Bank Registration Form (Page 33)
For millions of Americans, the task of hunting for work produces high levels of anxiety, frustration, personal rejection and a sense of helplessness. In today’s job market, these outcomes are not uncommon, nor unexpected - they are for many the norm. Upon a close examination of the causes underlying these conditions, one soon discovers two very important factors at play:
1. The job market is highly competitive - there are simply more job seekers available than jobs openings, especially for the more desirable professions.
2. The job search itself requires an understanding of various concepts and skills. Most job seekers possess only a marginal amount of knowledge and skills.
Place most people into a highly competitive job market armed with little knowledge and possessing few skills and the outcome is predictable - many will fail.
How then can you reach your employment goals? There is little that anyone can do to change factor one above. However, there is much that can be done to help you develop effective job seeking knowledge and skills. As Tom Jackson states in Guerrilla Tactics in the Job Market, “It’s not the most qualified persons who get the best jobs, it’s those who are most skilled in job finding.”
Few individuals would consider attempting to tune an automobile engine without prior training - the task is just too complex. However, many people assume that the job search is an easy task and can be accomplished merely by sending a copy of their resume to every possible employer. Nothing could be further from the truth!
The job search is a task, and like all tasks, it can be learned and mastered. The job search requires an understanding of certain knowledge and a set of skills. Certain professionals, including this author, have devoted their entire work life to the understanding of this task. As a result, an effective job search plan has been developed, used and perfected by tens of thousands of individuals, and is now outlined in this guide for your use.
What does it require to succeed in today’s competitive job market? Several factors, such as:
1. A step-by-step plan that works—one that can guide you in completing those steps proven to be most successful in obtaining employment.
2. A strong and positive self-concept—you must constantly remind yourself that you are a worthwhile individual, one who can make a contribution to society, and someone who is needed and valued in the workplace. By the very nature of the job search you will be rejected more often than offered employment. You can not take this rejection personally, nor interpret it to mean that there is no work out there for you.
3. An unending dedication and commitment to succeed—the job search will demand of you both time and energy. It is likely that you will have to work longer and harder than you anticipated in order to find your next job. If you allow yourself to be easily defeated, then you are doomed to failure by your own hand.
4. A resource team—conducting a job search solely by yourself will result in a longer and more difficult job search. Soliciting help from both professional employment specialists and personal friends and family members can make the whole process much easier, more enjoyable and more successful. More about how to build a resource team later in this guide.
5. Access to leading edge job search technology—it has been said that information is power and access to information is the key to unleashing power. At your disposal today are many services available through various technologies (computers, bulletin board services, fax services, etc.) that can give you a competitive edge in securing employment. For example, using a personal computer, you can gain access to thousands of job listings in all career fields from companies all over America in a matter of minutes! For those who can take advantage of such technology, the search for employment will be easier and more productive. See the section in this guide devoted to Help Wanted-USA Services for more information about how you can put this technology to use in your job search.
It is recommended that you follow the plan outlined in this guide, step-by-step starting with step 1 and progressing to step 10. Each step is clearly defined. If you need additional information to complete any step, please refer to those additional resources listed elsewhere in this guide.
Let’s begin!
Objective—Job hunting involves searching for a particular type of employment. While this concept is easy to understand, it’s amazing how many people fail to recognize the importance of having a specific goal before starting a job search. Many job seekers make the mistake of believing that by getting involved in a job search, a direction will become apparent. Either they believe that they will discover a direction, or worst yet, some kind employer will take the time to examine their past and suggest which direction they should pursue. Either option is unlikely to happen. The title of a book by David Campbell sums up this concept nicely - “If you don’t know where you’re going, you’ll probably end up somewhere else.”
Before you begin your job search, know what you’re searching for. By doing so, you will decrease the amount of time and labor required to find the job you want. The search for the ideal job begins from within! The clues to which type of employment would be best for you can be found in your personality style.
The objective of this step is to examine your personality style, and identify: (a) interests - the work activities do you most enjoy, (b) skills - the work activities you do best, © values/needs - the work factors that are important and must be satisfied by your next job, and (d) behavioral traits - the behavior patterns that are evident as you carry out your normal work assignments?
Procedure—Three strategies exist for identifying the above information.
(1) Self-assessment is a process whereby you sit quietly for a few hours, think about your past life (schooling, work history, hobbies, social activities, military history, etc.) and develop a list of what you believe are your main interests, skills, etc. (2) Peer-assessment involves asking your friends and relatives to supply you with what they believe are your interests, skills, etc. (3) Professional assessment involves working with an experienced career counselor who through a series of exercises and standardized testing can help you discover this information. Which strategy is best? Usually, self-assessment as you know more about yourself than anyone. However, it is suggested that you undertake all three forms of assessment in order to develop the best picture of your personality style. Trust in your own findings. Experience has shown that the information unearthed by you about yourself is usually the most accurate description of who you really are.
When you believe you have a good understanding of your personality style, you are ready to move to Step 2.
Objective—Armed with the information you collected in Step 1, you now need to determine the following:
1. Position(s) that you wish to secure.
2. Companies that you wish to work for.
Do not assume that employers will help you determine which positions would be appropriate for you. They are too busy to provide you with career counseling! If you are uncertain as to which position(s) you want, you are likely to be rejected or simply ignored by employers. Many employers interpret this lack of direction as a sign that you are unsure of your capabilities and, therefore, would be a poor choice.
To further increase your chances of finding employment, you also need to identify (by name) those companies that you would like to work for—both those that have advertised job openings, as well as those who have not advertised but who do have positions available (the hidden job market). To accomplish this step will require you to first determine in which geographical area(s) you would like to work, and then determine which type of employer (bank, school, department store, hospital, law office, etc.) you would like to work for, and finally which specific companies within the area(s) that you have selected do you want to target as potential employers.
Procedure 1 -- Indicate on the list below the positions (by title) you wish to secure. List only those positions that you are interested in and capable of performing. These positions should match or be in line with the information you gathered in Step 1 about your interests, skills, values/needs and behavioral traits.
Desired Position(s):
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If you are unsure as to which position(s) would be right for you, then career guidance or counseling is advised. There are several options for obtaining this kind of assistance. For example, you could (a) read a book on career planning, (b) attend a seminar, workshop or course in career planning, and © work privately with a professional career counselor.
Reading a book is the easiest, fastest and the least expensive option, plus you can “get going” with your career planning as quickly as today by buying a book at your local bookstore (see Resources for a listing of suggested books). The down side of using a book to chart your career direction is there’s usually no one you can contact if you have a question or problem as you complete the book. Attending a seminar, workshop or course in career planning will cost more than a book, but you have the added advantage of being able to talk directly with a trained career guidance professional as you complete the program. Finally, working privately—face-to-face—with a professional career counselor is the most expensive option, but the guidance and counseling is tailored specifically to your needs and is therefore often the most beneficial option.
Which ever option you choose, the important thing to remember is to get some kind of assistance in order to select a direction that’s right for you.
Procedure 2 -- Indicate on the list below the names of those companies that you would like to work for:
Desired Employers:
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How do you find the names of specific companies, especially if your targeted area(s) is far from your current location? Several options could be used including the following:
1. Use the Help Wanted-USA Employment Search Service (see Help Wanted-USA Services elsewhere in this guide) to obtain information—updated weekly— on thousands of job openings in all professional career fields from employers across America.
2. Visit your local library—ask to use several employer directories.
These directories list employers (name, address, phone number, key executives, etc.) according to industry type and geographical location.
3. Obtain a copy of the telephone Yellow Pages directory (from your local telephone company or library) serving the area(s) you wish to research. Simply review the list of employers associated with the appropriate category listings within the directory.
4. Subscribe to a major newspaper that serves the area(s) you wish to research. Monitor the help wanted classified ads to obtain names of local employers. (Note: check your library for a copy of the desired newspaper(s)).
5. Contact any commercial mailing list company (check your telephone Yellow Pages). They can provide you—for a fee—with a list of employers, including address, phone number, names of key executives, etc.
6. Contact the Chamber of Commerce in the area(s) you wish to research.
They usually have lists of local employers available at no cost.
7. Several commercial books are also available that list employers by geographical area and industry type—check your local bookstore or library.
8. Contact the Office of Career Planning and Placement at any college or university within the area(s) you wish to research. They often provide lists of employers at no cost.
When you have developed a list of employment objectives (job positions and employers), you are ready to move to Step 3.
Considering that the job search may require considerable time and energy to complete, often for many months at a time, it is wise to pull together a small team of people who assist you. Simply stated, the more help you have at your disposal, the more successful your search probably will be.
It is suggested that you assemble of small team of people (3-5 members) who can help you complete such tasks as:
1. Obtaining information from libraries
2. Writing letters
3. Photocopying resumes
4. Making phone calls to get information
5. Conducting employer research
6. Calling employment agencies
7. Monitoring help wanted ads
8. Mailing letters
9. Reading articles to gathering company information
10. Updating your status list of companies contacted for employment
In conducting a job search, your main responsibility should be to contact as many qualified companies as possible. However, the more time you spend completing the “clerical” duties involved in this process, the less time you will have to actually generate employment letters, inquires and applications and to conduct interviews. Bottom line = assign the clerical work to your team members.
Objective—The more people you have working for you (i.e. looking for work on your behalf), the greater your chances will be that you will find employment quickly and easily, and that you will find the kind of employment you desire.
Now that you have your personal support team assembled and working for you, you should consider listing your credentials with several professional employment placement agencies (sometimes called headhunters, executive recruiters, executive search firms, etc.) and allow them to match you with job openings.
Before you list with any agency, make sure you fully understand their purpose. In most cases, recruiters do not work for you, but are the agents of employers who have hired them to find employees on their behalf. Therefore, they owe their allegiance to those companies who pay them for their service, not to you.
Some recruiters are paid by their clients only when they have found an employee acceptable to the employer - these recruiters are usually called contingency agencies. Others are paid regardless of whether they find an acceptable employee - these recruiters are usually called retained agencies. Some people believe that you may have better success with this later group as they may have more time to spend with you since they are not under constant pressure to work only with those job seekers that they know they can quickly place.
Procedure—How can you determine which agencies would be best for you? Several directories of recruiters exist (see Resources elsewhere in this guide). It is suggested that you purchase a copy and identify those agencies that specialize in your career field and who operate within your preferred geographical area.
Caution! Some recruiters require job seekers to pay for their service. Considering that there are plenty who do not charge, it is suggested that you seek out the free services before spending any money. Some recruiters will require your signature on a contract (usually those who charge a fee) before they will work with you. Be very, very certain you fully understand all terms before you sign as you could end up owing a great deal of money. Run, don’t walk, from those recruiters who attempt to high pressure you into signing a contract, or who promise you a job!
Some recruiters will tell you that they will only work with you if you list exclusively with them. It is not suggested that you agree to such terms. It is suggested that you list with several agencies to increase the number of recruiters working on your behalf. If you do list with several agencies, it is suggested that you not mention this fact to any one of the agencies, as this will result in less effort on their part in finding you employment.
Finally, please understand that using a recruiting service is not the most effective means of finding employment. Research has demonstrated that the direct approach (where you contact potential employers) is by far the most effective job hunting strategy. Using a placement agency should be considered as one of several strategies to employ.
Once you are listed with several recruiting agencies, you are ready to move on to Step 5.
Note: this step outlines the most important task of the entire job search process. If you learn how to identify and use this information effectively, your chances of being offered employment are greatly enhanced. If you fail to recognize the importance of this information, your chances of securing employment will be decreased.
Objective—When you get right down to it, employers are mainly interested in one thing - what talent you have to offer and how can it be used to further their business success! It is imperative, therefore, that you clearly determine what your value is and then communicate it to the right people.
What is your value? Your value is your talent (in particular your knowledge
and skills) and how your talent can be used to further the success of those
employers you wish to work for. To recognize your value requires that you
(a) fully understand the kind of knowledge and skills you possess, and (b) understand the business objectives and needs of the companies where you wish to gain employment.
Procedure 1 -- How can you clearly recognize your talent? How to identify your knowledge and skills was outlined in Step 1 (Conduct a Self Assessment). If you are still unclear as to what talent you have to offer, it is strongly suggested that you return to Step 1 before you continue on.
Procedure 2 -- Identifying the business objectives and needs of those companies where you wish to work is a more difficult task. However, by using a procedure similar to what a police detective would use to solve a crime can be most helpful in discovering this information. By gathering every possible piece of information about a company, you can better understand what objectives they have set for themselves and, therefore, what needs they might have that you can satisfy with your talent.
Listed below are several items that you should collect on each company:
1. Copies of any and all brochures, sales flyers, etc.
2. Copies of the company’s annual report.
3. Company telephone directory.
4. Magazine articles about employees and/or the company itself.
5. Dunn and Bradstreet reports.
6. Better Business Bureau reports.
7. Supply catalogs.
8. Articles in any trade journal.
9. Press releases.
10. The names of the key executives of the company, especially the name of the person that you would report to if offered the position you wish to secure.
Read anything and everything you can get your hands on regarding each company. In addition, talk to people who once worked or still work for the company, people such as:
1. Sales representatives.
2. Marketing and advertising personnel.
3. Personnel Directors and/or Human Resource Managers.
4. Telephone receptionists.
5. Company librarian (if one exists).
6. Past or retired employees (a major source of information!)
When reading, your objective should be to identify information that describes the company’s business objectives. In other words, what is the company attempting to do as a business? To whom? How? When? Where? Why? And most importantly, what obstacles, problems or situations are they encountering as they attempt to reach their objectives?
When speaking to individuals, your questions should have the same objective, but you should be more discreet so as not to reveal your true objective. Never, never inform someone that you are looking for employment, as this will almost exclusively cause the person to end the conversation. Your reason for inquiring should be more along the lines of a potential customer who wishes to know more about the company, its services and/or its product line.
Prepare a one or two page Employment Value report for each company on your target list, indicating the following information:
Paragraph 1-- The overall objectives of the company.
Paragraph 2 -- The overall objectives of the position you wish to secure. Paragraph 3 -- How the position you wish to secure is related to the overall success of the company.
Paragraph 4 -- How you, if given the position you wish to secure, can help the company achieve it’s business goals. Include the objectives you would set for yourself, the methods or strategies you would imploy to reach those objectives, the obstacles you expect to encounter, the resources you will apply to overcome those obstacles, and a general time schedule you believe would be required in order to reach your objectives.
Paragraph 4 is the definition of your employment value—it is what you have to offer the company. If you have done your homework correctly, it should be of great interest to the company as what could be more important to them than reaching their business goals?
A clear and concise description of your employment value, coupled with an equally clear and concise description of the company and its objectives is the most powerful job seeking tool you can employ—far more powerful than the resume (which many job seekers incorrectly believe is the main strategy for gaining employment)! You should now also see the value of your personal support team, as they can help you collect the information necessary for the preparation of your report.
Once you have prepared your Employment Value report for each company on your list, you are ready to move to Step 6.
Objective—Now that you have determine how and why you can be of value to each employer on your list, it’s time to communicate your value to the right people. Within each company, there is an individual or individuals who has the “power to hire.” These are individuals who are responsible for various departments or functions, and have the authority to make decisions including the authority to hire new employees. It is to these people that you must now communicate your employment value. The people with the power to hire are not ususally the Personnel Director or Human Resource Manger. These individuals carry out the orders made by the people with the power to hire.
The Golden Rule in Gaining Employment! There exists one universal truth in business that can positively affect your job seeking success if applied and it’s this—if an employer can clearly see how he or she can gain (financially or otherwise) by hiring you, even if it requires creating a new position, he or she will do it 9 times out of 10! Business people are in the business of creating profit—show them how you can increase that profit and you become an indespensible commodity.
If you have not yet identified from research the names of those individuals within each company who have the “power to hire,” please complete this task before completing this step.Procedure—How do you best commuicate your value? Three items are necessary for communicating your value (in order of importance):
1. A well written Employment Value report outlining your value.
2. A well written resume outlining your qualifications.
3. A well written cover letter to introduce yourself and your value.
Please note: many job seekers believe the resume is the most important item or factor in gaining employment. It is not! Understand that it is the Employment Value report that is of most interest to employers, as it contains information regarding what you can do for each company. Do not make the fatal mistake of believing that your resume is the key to gaining employment. Resumes are nothing more than an outline of your past life (schooling, work history, etc.). Since most people do not have a consistent theme to their life (i.e. your schooling may not match all the jobs you have held, or not all jobs you’ve held may be related to eachother by a central work theme), a good deal of the information contained on your resume may have no bearing or value to the job you are seeking.
Another disadvantage to the resume is the fact that the reader (i.e. employer) may misinterpret what is mentioned on your resume, thereby disqualifying you from further consideration. The only way to ensure that the employer becomes aware that you can be of value is to clearly tell him or her what your value is in the form of an Employment Value report.
Many job seekers place so much emphasis on a resume simply because they are not aware of what truly is important (i.e. your employment value) and how best to present it (i.e. Employment Value report). In conclusion, do not waste a great deal of time trying to create the “ideal, perfect” resume or cover letter, or trying to write a resume that’s right for all employers (which is nearly imposible to do). Put your time and energy into where it can pay off—your Employment Value report!
Your cover letter should preferrably be less than one page in length, and should simply introduce yourself and very briefly summarize how you can be of value to the company. It should refer the reader to your Employment Value report and resume (that both should be included) and finally indicate that you will contact the reader soon to further discuss how you can be of value.
The subject of what should be contained in a resume and/or cover letter and how these items should be written has been covered by hundreds of books. Therefore, there is no need here to duplicate this information. If you are unsure of how to write a resume or cover letter, please refer to any of the books listed in the Resources section of this guide. A sample Employment Value report is included in Appendix A for your review.
Make sure all your written communications are professional in nature—no hand written letters; no spelling errors, typos or cross outs; type written or computer printed with a good quality laser printer; and printed on top quality while bond paper. Send all letters first class (or overnight express if you wish). Do not fax your materials unless you have been granted permission by the intended reader.
Once you have forwarded your employment value reports to each employer, you are now ready to move to Step 7.
Objective—As any good salesperson will tell you, it often takes several contacts with a potential customer before the sale is accomplished. Often, sales is the process of overcoming objections, or of convincing the “buyer” that he or she will benefit from purchasing what you have to offer. This is definitely the case in seeking employment. You must follow up each and every application or inquiry. Many employers purposely do not respond to applicants and wait to see who follows up as a means of determining who is more dedicated and, therefore, more qualified for the position.
Procedure—Wait approximately one week after you have sent in your application or inquiry and then place a phone call to the person who received your letter. In today’s busy world, you may have to call back several times in order to personally reach the right person. Once you reach your party, ask if he or she has had time to review your recent correspondence. If not, schedule another time to call back to give your party time to review your materials.
During your phone call, stress your interest in the company and (briefly) your ideas regarding how you can help the company reach its business objectives. Ask for an opportunity to personally meet (aka interview) to further discuss how you can help the company. Schedule a data, time and location.
If you are responding to a position that has actually been advertised (and is still open), and if you do not seem to be getting anywhere, then it is safe to assume that the employer does not see you as the most qualified candidate. This may or may not be true - you may have presented yourself inadequately or improperly. Ask the employer what he or she believes you lack to qualify for the job. Then, prepare a second letter outlining how you can satisfy these qualifications, forward the letter immediately (even by fax), and follow up a second time. Continue to identify and overcome any obstacles or objections that are presented to you - persistence is often the key to success.
If you are proposing that you be hired when no position has been advertised, and if you do not seem to be getting anywhere, then it is safe to assume that the employer does not see your benefit at this time. Ask the employer what additional information you could provide that would convince him or her that hiring you would be beneficial to the company. Prepare a second letter outlining how you can satisfy these additional conditions, forward the letter immediately (even by fax), and follow up a second time. Again, continue to overcome any obstacles or objections that are presented to you - persistence is often the key to success.
If after several repeated contacts you still are getting nowhere, it is suggested that you back off to avoid alienating the employer by too much persistence. At this point, a brief (less than one page) letter mailed once every month or two would be appropriate to keep your inquiry or application fresh in the employer’s mind. Continue to emphasize how you can be of value, especially as it relates to anything the company is involved with at the current time.
Once you have completed your follow up calls, you are ready for Step 8.
Objective—In survey after survey of job seekers, the interview is reported to be the most fearful and anxiety producing step in searching for employment. Two reasons are given as the cause for such distress. First, having to “sell” one’s self to strangers with the possibility of personal rejection is a very uncomfortable prospect. Job seekers often compare this situation to asking for, but being turned down for a date. Second, knowing that the interviewer will be asking questions designed to test and evaluate the job seeker’s suitability for employment and not knowing exactly what questions will be asked, creates a situation for error in judgment or response. Obviously, if errors are made, they can result in rejection or disqualification.
To prepare for the interview, most job seekers adopt the attitude that the best strategy is to attempt to sell their background (i.e. experiences, knowledge and skills) to the employer. In short, to convince the employer that they are not only right for the job, but the best person for the job. Unfortunately, while this strategy is not inappropriate in itself, it is usually conducted in a vacuum of knowledge. Specifically, most job seekers fail to research the company prior to the interview and, therefore, fail to have a good understanding of (a) what the company is attempting to do as a business, and (b) how they with their talent can be of value to the company. Not knowing the later prohibits you from “selling” those specific aspects of your talent that are truly needed by the employer - aspects that will cause the employer to conclude that he or she should hire you.
Procedure—So, what then should be the best way to prepare for and conduct an interview? Keeping in mind that the employer is most interested in his or her business objectives and has (at least) tentatively concluded you may be able help him or her advance these objectives, your objectives for the interview should be:
1. To discuss your Employment Value report to further convince the employer that you can be of value to him or her.
2. To discuss other ways (not outlined in your report) that you may be able to contribute to helping the employer reach his or her business objectives. Note: by discussing the employer’s objectives, it is likely that you and the interviewer will be able to brainstorm other possible ways in which you can be of value.
3. To demonstrate your ability to help the employer reach his or her business objectives by citing evidence from your past where you have accomplished similar tasks.
3. To ask the employer if he or she would like to make you an offer of employment, and then to discuss the terms of employment—salary, benefits, starting date, etc.
It should be evident to you by know that if you have conducted research to determine what the employer has established as business objectives, and if you have determined how you can be of value, then you should be able to more easily and effectively handle and succeed in the job interview.
Always remember the following... by preparing an Employment Value report, you are demonstrating to the employer your willingness to “go the extra mile” to help him or her reach the company’s business objectives. If you’re willing to do this BEFORE you are hired, just imagine how dedicated and helpful you’ll be AFTER you’re hired when you have easier access to company information, procedures, objectives and resources.
When asked by the employer, “why should I hire you?” Your answer should be
(a) because I can be of value to your company (i.e. see my Employment Value report), and (b) I am more willing to dedicate myself to your company’s success as compared to other applicants as evidenced by my willingness to prepare this report for you!
If the interview ends with an offer of employment, you should discuss the terms of employment and then inform the interviewer that you wish to consider the terms overnight and that you will call him or her tomorrow with your final answer. It is not considered wise to immediately accept the offer. While it would be appropriate to indicate that you believe the offer is acceptable, it’s consider professional to “sleep on the offer” until the next day. You are now ready to move on to Step 9.
If the interview ends with no offer of employment and either a clear indication that the employer is not planning to offer you employment, or indicates that he or she will get back to you soon, you are ready to move to Step 9.
If you were offered employment during the interview, you should call the employer the next day and inform him or her of your decision. If your decision is to accept the offer, then you should verbally confirm the terms and follow your phone call up with a letter accepting the position and terms. If you feel different terms are necessary, then you should call the employer and indicate that you wish to discuss changes to the terms. If your decision is to reject the offer, then you should call the employer, graciously indicate that you are unable to accept the position, and follow this up with a letter declining the offer.
If you were informed that someone would soon get back to you regarding your application, you should forward a letter (within a day or two after the interview) thanking the interviewer for his or her time, briefly restating your strong interest in the position and clearly summarizing how you can be of value. If additional information about the company and its objectives was disclosed during the interview that was not in your report, be sure to indicate how you can help to achieve these new objectives as well.
If after one week (or after the time stated by the interviewer) you still have not heard from the employer regarding the status of your application, you should call the employer and ask if any action has been taken on your application.
If you now have the job you set out to achieve, your job search is over. Congratulations on a job well done! You have completed the job search proces. Enjoy your new position. If you do not have yet have a job, you should move on to Step 10.
Now that you have applied for a position or positions, and have not been offered employment, it is important to evaluate what you have done (and perhaps have not done) in conducting your search.
Do not automatically assume you are at fault if you have not secured employment. It is very common for a job seeker to conduct a “text book perfect” job search and still not gain employment. Remember, it all comes down to someone deciding if they believe you are the best candidate for the position. Their perception of your qualifications may or may not be accurate or the same as yours, plus they may have some hidden agenda that causes them to vote for a different candidate. While you should not blame yourself, you should take the time to evaluate your job search system to ensure that you are doing everything as effectively as possible.
At this point, ask yourself the following questions:
1. Do I fully understand my personality style—my career interests, skills, values/need and behavioral traits?
2. Have I identified an occupational direction or directions that is in line with my personality style - a direction that employers won’t question once they understand my background?
3. Have I researched the geographical area or areas in which I would like to work to identify all possible target employers?
4. Have I assembled a personal support team to help me conduct a job search, and have I effectively used this resource to help me gather the necessary information? Should I select new members or use the same members in the future?
5. Have I registered with several executive recruiters as a means of expanding my job search effort? Should I register with other or additional recruiters?
6. Am I able (through research) to clearly identify what my employment value is at the locations where I would like to work? Do I need to improve my research efforts in order to better and more accurately obtain this information?
7. Have I clearly and effectively communicated my employment value through the use of the Employment Value report, cover letters, resumes, and other forms of communication?
8. Am I able to interview effectively? To be able to anticipate the interests and needs and, therefore, the questions of the employer? Am I able to effectively convince the interviewer during the interview that my employment value is appropriate for the needs of the position, and that I am the best qualified candidate?
9. Have I professionally and properly follow-up all applications for employment, as well as all interview sessions in a manner that re-emphasizes my employment value and how it can be of benefit and use to the employer?
10. Is my dedication to the job search strong, positive, consistent, and ongoing?
11. Have I used the Help Wanted-USA employment listing service to identify employment opportunities?
An answer of “no” to any of the above questions may reveal where the fault lies in your job search. Return to the section of this guide which discusses and step where you answered “no” and reread the section. Then determine how you can improve that particular task, and then start repeating the entire search process again.
Above all else, remember this.... one of the most important keys to your success is dedication. There is no normal or set time that dictates when you should secure employment. It may take you only a few weeks, several months, or a year or two. A consistent and persistent professionally developed strategy will result in success!
Prepared by: Robert Shawny
Prepared for: Thomas Sullivan, Dean of Continuing Education
Williams College
Date: January 6, 1993
The following report has been prepared for Dean Thomas Sullivan by Robert Shawny for the purpose of illustrating how Mr. Shawny can be of value to Williams College in the capacity of Director of Alternate Education.
Paragraph 1 -- Mission Objectives:
From research conducted by Mr. Shawny over the last several weeks, it seems apparent that one of the main goals of Williams College for the 1993-1994 academic year is to develop and implement alternate methods of providing continuing education courses and degrees to non-traditional adult students in the greater Manchester, New Hampshire area who wish to pursue courses or a degree program. This conclusion is the result of conversations held between Mr. Shawny and Dean Sullivan, Dean Roberts, several faculty members, and a review of the 1993-1994 Mission Statement as prepared by the Williams College Board of Directors (on file in the college Library), as well as from the fact that Williams College has recently advertised an employment opening for a Director of Alternate Education.
Paragraph 2 -- objectives of the Director of Alternate Education:
To achieve the goals as set forth by the college to bring in an increasing number of non-traditional adult students - students who desire additional education, but who can not participate in traditional methods of learning, the Director of Alternate Education must be able to:
(a) conduct a survey of non-traditional adults in the greater Manchester, NH area to identify their educational needs, desires and concerns.
(b) conduct an assessment of services and programs available at Williams College to identify those existing services that will be needed, as well as new services that must be created.
(c) formulate in writing a comprehensive implementation plan illustrating how best to establish an alternate education program for non-traditional adult students.
(d) convey the objectives of Williams College to administrative staff members, faculty, students, and to community leaders for the purpose of securing their cooperation and assistance in realizing the objectives of the division.
Paragraph 3 -- Relationship of position to overall success of Williams College:
The Director of Alternate Education is one of ten administrative officers of the college, with full voting rights and responsibilities as a member of the President’s Council. The Director shall report to the Dean of Academic Affairs. In this capacity, the Director shall be the one individual who is primarily and mainly responsible for the design and implementation of the alternate education program. Considering this new venture has been established as one of the two top mission objectives of the Division of Continuing Education, the success of the individual who holds this position will directly impact the operational success of the Division of Continuing Education at Williams College.
Paragraph 4 -- How can I be of value to Williams College:
As someone with over 15 years of experience designing and developing educational training programs and services—often using non-traditional methods and techniques, I believe I am uniquely qualified to carry out the objectives of this position. A copy of my personal resume is enclosed outlining my past qualifications and experiences. The following scenario illustrates how I would manage this new venture during the first six months of operation.
I would first create a seven member steering committee of college and community leaders who would be charged with the responsibility of advising me regarding the design, content, objectives, procedures, resources, and staffing of the new alternate education division.
The committee would conduct its work in two phases. Phase one would involve the preparation and delivery of a preliminary committee report outlining the above information. This report would then be reviewed by college officials and a summary report developed outlining questions and concerns that need to be further address by the steering committee. Phase two would consist of a second report prepared by the steering committee addressing all concerns and questions as outlined in the summary report. The revised and completed second report would then be used as a plan of action for creating the alternate education division.
Special emphasis will be placed on incorporating the use of technology (computers, online bulletin board services, video tape programs, teleconferencing, and satellite services) to enable adult students to complete course work when and where it is most convenient, especially from their home of office. One of the steering committee members will be someone with in-depth knowledge of the field of technology and education. I believe my experience in managing various departments, conducting budget reviews and allocations, hiring and training of staff members, public relations, marketing and advertising of services would enable me to effectively manage the overall operation of the Office of Alternate Education.
Monthly progress reports would be prepared by myself and forwarded to the Dean of Academic Affairs to monitor the development of the program. A more comprehensive six-month and annual report would also be prepared.
A close working relationship would be immediately established between my office and the on campus offices of marketing, personnel, budget and finance, and faculty affairs to ensure a smooth and effective development of the program’s objectives.
A staff of one director, two assistant directors, and two administrative aids is anticipated to be needed during the first year of operation. A total budget for year one of $120,500 is also expected to be necessary to reach the objectives of this division.
The following list of resources represents only a small fraction of the many job seeking aids that exist. A visit to your local bookstore and libraries (public, school or college) can reveal additional materials. In most cases, the items listed may be purchased from a commercial bookstore. If you can’t find an item at a bookstore, contact any library, indicate the title and publisher, and they can provide you with the address and phone number of the publisher. The resources listed below are arranged according to the various steps outlined in this guide to help you identify resources that can meet your specific needs. Each item is coded as follows:
(BK) = book
(BL) = booklets
(CS) = computer software
(COS) = computer online service
(NL) = Newsletter
(VA) = vocational/career assessment test or inventory
Step 1 - Resources for Conducting a Self-Assessment:
California Psychological Inventory (Consulting Psychologists Press) (VA)
Career Ability Placement Survey (Edits) (VA)
Career Quest (Chronicle Guidance Publications) (VA)
General Aptitude Test Battery (contact your local State Employment Office)
GuidePak (Behaviordyne, Inc.) (VA)
Hall Occupational Orientation Inventory (Scholastic Testing Service) (VA)
Making Vocational Choices: A Theory of Careers. John Holland (Prentice-Hall)
Myers-Briggs Type Indicator (Consulting Psychologists Press( (VA)
Self-Directed Search (Psychological Assessment Resources, Inc.) (VA)
What Color is Your Parachute? Richard Bolles (Ten Speed Press) (BK)
Step 2 - Set Specific Employment Goals:
Access (federal career opportunities) (Federal Research Service) (COS)
Career Design (Career Design Software) (CS)
Career Options (Peterson’s Guides) (CS)
Career Selector 2001. James Gonyea (Barrons Educational Series) (BK)
Dictionary of Occupational Titles, 4th Ed. (US Department of Labor) (BK)
Encyclopedia of Careers and Vocational Guidance (J.G. Ferguson) (BK)
Federal Job Digest (Breakthrough Publications) (NL)
Guide for Occupational Exploration (JIST Works, Inc.) (BK)
GuidePak (Behaviordyne, Inc.) (VA)
New Emerging Careers: Today, Tomorrow & In the 21st Century. Feingold & Atwater (Garrett Park Press) (BK)
Occupational Brief Library (Chronicle Guidance Publications) (BL)
Occupational Outlook Handbook (US Government Printing Office) (BK)
The Career Finder. Lester Schwartz & Irv Brechner (Ballantine Books) (BK)
Vocational Biographies (Vocational Biographies, Inc.) (BL)
What Color is Your Parachute? Richard Bolles (Ten Speed Press) (BK)
Working for America. James Gonyea (Barrons Educational Series) (BK)
Step 4 - Build a Professional Support Team:
National Directory of Personnel Consultants (National Association of Personnel Consultants (BK)
The Directory of Executive Recruiters (Kennedy Publications) (BK)
Step 5 - Research Targets - Identify Your Value:
Hoover’s Handbook of America Business (The Reference Press) (BK) Standard and Poor’s Register of Corporations, Directors and Executives (Standard and Poor’s Corp.) (BK)
The Career Guide: Dun’s Employment Opportunities (Dun’s Marketing Service)
Step 6 - Communicate Your Value:
The Perfect Cover Letter. Richard Beatty (John Wiley & Sons) (BK)
The Perfect Resume. Tom Jackson (Doubleday) (BK) The Perfect Resume Computer Kit. Tom Jackson & Bill Buckingham (Permax Systems) (CS)
Step 8 - Interview:
111 Proven Techniques and Strategies for Getting the Job Interview. Burdette Bostwick (John Wiley & Sons) (BK)
How to turn an interview into a job. Jeffrey Allen (Simon & Schuster) (BK)
Information Interviewing: What It Is and How to Use It in Your Career.
Martha Stoodley (Garrett Park Press) (BK)
Perks and Parachutes - Negotiating your Executive Employment Contract. John Tarrant (Linden Press/Simon & Schuster) (BK)
General Resources:
Everything a Woman Needs to Know to Get Paid. Carolyn Bird (David McKay Publishing) (BK)
From College to Career. Nancy Schuman & Adele Lewis (Barrons Educational Series) (BK)
Guerrilla Tactics in the Job Market. Tom Jackson (Bantam Books) (BK) How to Become a Civilian and Succeed in Your New Career. John Blitch (CS Publications) (BK)
How to Get a Job Overseas. Curtis Casewit (Arco Publications) (BK)
Job Hunting After 40. Lou Albee (Arco Publishing) (BK) Job Hunting for the Disabled. Edith Marks & Adele Lewis (Barrons Educational Series) (BK)
Military-Civilian Occupational Source Book. (Department of Defense) (BK)
Surviving Corporate Downsizing. Jeffrey Allen (John Wiley & Sons) (BK) Sweaty Palms: The Neglected Art of Being Interviewed. Anthony Medley (Lifetime Learning Publications) (BK)
The American Almanac of Jobs and Salaries. John Wright (Avon Books) (BK) The Hidden Job Market: A System to Beat the System. Tom Jackson (Quadrangle/The New York Times Book Company) (BK)
Help Wanted-USA is a service of Gonyea and Associates, Inc., and is the fastest growing employment matching service in America, offering the largest collection of professional help wanted ads from companies coast to coast. Help Wanted-USA is dedicated solely to matching employers and job seekers nationwide!
Working with a team of employment consultants in key cities across the United States (to identify job openings that are available today), Help Wanted-USA offers you, the job seeker, the following services:
Employment Search Service - working with an employment consultant, you can obtain information regarding employment opportunities that match your career goals anywhere in America. Using our high speed, nationwide computer network system, we can help you obtain job leads in only a matter of minutes. Our database of job ads contains approximately 4000 to 7500 job leads each week - and is growing weekly! Now, for the first time, job seekers can truly search America for employment opportunities without leaving home or incurring many hours of work! Job listings are available in print or on diskette for quick and easy use.
Talent Bank Listing Service - to further increase your chances of finding employment, you may request that your resume be entered into our Talent Bank database. Our Talent Bank service is accessible to nearly 10,000,000 people nationwide - many of whom are employers. Now, you can easily and inexpensively let millions of potential employers know that you have the knowledge, skills, and qualifications necessary to do the job! A Talent Bank registration form is included for your use.
Help Wanted-USA also offers several services to employers and recruiters who wish to find a larger pool of qualified candidates. The Employment Listing Service enables employers and recruiters to advertise their employment openings locally or nationwide to nearly 10,000,000 people - often at only $25 per ad!
Employers and recruiters may also search the Talent Bank to easily, quickly and inexpensively find candidates that match their employment needs. To place an ad, contact the Employment Consultant listed on the back cover of this guide.
Job seekers and employers with a computer and modem may access the Help Wanted-USA Employment Listings and Talent Bank databases (respectively) on America Online, National Videotex and Internet (Gopher = gopher.msen.com or Telnet = gopher.msu.edu)
To learn more about how Help Wanted-USA can help you, please contact the local employment consultant listed on the back cover of this guide.
To have information about your employment related knowledge, skills and qualifications broadcast to nearly 10,000,000 people nationwide, please follow the instructions below:
1. Contact the Help Wanted-USA employment consultant listed on the back cover of this guide. Indicate that you would like to use the Talent Bank Listing service.
2. Hand, mail or fax a copy of your resume to the employment consultant.
3. Pay the annual registration fee - in most cases $30. Ask about our “first time user discount!”
If you do not have a resume, please prepare (typewritten preferably) a brief 1 page report describing the following information. Include all category headings.
(1) Personal Information:
a. Name
b. Address
c. Phone and/or fax number(s)
d. Online address(es) or screen name(s) (America Online, CompuServe, Prodigy, etc.)
(2) Type of employment preferred (indicate as many as you wish):
a. Full time
b. Part-time
c. Temporary
d. Consulting
e. Volunteer
f. Work at home
g. Telecommunications
h. Seasonal
i. Advisory Board
j. Other (please explain)
(3) Title of desired position(s).
(4) Professional Expertise (Skills, Talent).
(5) Personal Interests.
(6) Educational Background
(7) Work History
(8) Special Awards and Accomplishments
To obtain the name of the Help Wanted-USA Employment Consultant (representative), nearest to you, please contact:
Gonyea and Associates, Inc.
813-725-9600 (Florida)