How did you get started in recruiting, and are you any good at it?

I kind of came into recruiting through the backdoor. I am a master’s level clinical psychologist, and when I first relocated to St. Louis I saw an ad for a recruiter. I thought it might be a good interim job while I looked for a placement in my field, so I applied and got hired right away. It was a sweat shop. High volume, lots of pressure. The technology wasn’t there yet, but you could see the early warning signs that transactional recruiting was coming. But my background in counselling gave me a leg up over other recruiters in the firm, and I did what nobody had ever done in the history of the company: I made my first placement within five days of being hired. I had empathy, and I understood the importance of building trust. Instead of transactional recruiting I did relational recruiting. I did my best to be genuine when I talked to candidates and hiring managers, and I wasn’t afraid to ask questions. This made it easier for me to recognize candidates who were going to be a good fit for my client’s needs. Not just a good fit on paper, but a good fit for the long haul.

Later, I worked as a corporate contract recruiter, and the recruiting center relied on ATS technology. The firm’s average time to fill a job was 75 days, but their goal was to reduce it to 65 days. I did 10 days better than that. My time to fill was 55 days, and I did it through relational recruiting. If somebody called me, I stopped to talk to them. Why? Because if a candidate is going to pick up the phone and call me, that speaks volumes about them. And in a 15 minute conversation, I can find out more about a person’s talents, knowledge, goals, and motivators than an ATS system could ever discover. Sure I leveraged the ATS, I made sure that the i’s were dotted and the t’s were crossed.  But I took a transactional recruiting model and made it relational, and that was the key to my success.

What do you see going wrong with recruiting practices today?

I deplore the transactional nature of the recruiting business today. We are all technocrats, 1984 Orwell-style, and technology is vastly taking over relational recruiting. Recruiters and corporations are under the misconception that an application tracking system will take the place of engaging, communicating, connecting, and this behaviour is permeating the industry across third party, corporate and staff recruiting. It’s all “don’t call us, we’ll call you”, and candidates are being treated like a commodity.

There’s a huge push toward transactional recruiting, especially in this economy where there is such pressure to reduce hiring costs. Corporations at the senior level are thinking that their sophisticated applicant tracking system is reducing their cost per hire, but they are deluding themselves because they are measuring the wrong things. They aren’t considering the time to fill a position, the lost opportunity costs, the impact of a black-hole application process on their employer brand. They don’t understand the value of having a good recruiting process that is built on people, not just technology.

Is it fixable?

Frankly, I don’t know if the problem is fixable, but I think it can be influenced. People like Jerry Albright, who understand that picking up the phone is the primary way of making things happen, they are quietly following a relational model of recruiting. It’s not really revolutionary, good recruiters have known it for years. But there is more urgency now if the recruiting industry wants to survive. The recession has only made it worse. Recruiters aren’t recruiters anymore, they are resume sourcers, paper hangers.

There is a lot of buzz about social media and recruiting through social media. As if social media is going to be the new recruiting panacea. Tools like twitter and Facebook are just another form of handshake. The value is still in relationship building, and this takes time. You won’t magically improve your cost of hiring by setting up a twitter account and blasting job ads. Companies like Sodexo know that. They are actively online, building candidate relationships. Most companies haven’t figured that out yet.

Corporations need to be taught how to use recruiters more effectively. We can save them money, we can improve the quality of hire, we can shorten the time to fill jobs, if we go beyond a transactional model. Perhaps I need to offer a series of seminars on how to work with recruiters. It isn’t all the fault of the corporations. Recruiters haven’t been all that transparent or forthcoming.  Some recruiters are afraid of looking stupid, so they don’t ask questions. They are afraid of risking the client relationship, so they don’t push back when corporate processes aren’t working. It’s the emperor’s new clothes thing. So they end up with job descriptions that are poorly written, or jobs where there is a hidden agenda, and because recruiters aren’t taking the time to really talk with the hiring manager, they aren’t seeing the intangibles. They just get told “no, he’s not the right candidate” or “bring me somebody else”, but they aren’t finding out why.

If jobseekers want to fight back against a “candidate as commodity” talent acquisition culture, what do you suggest that they do?

If you get a call from a third-party recruiter, ask questions. Not just about the job, but about the recruiter himself. Or herself. Figure out if this is even a person you want to work with. Ask how long they’ve been in the business. What kind of success have they had? Who are some of their customers? What do they know about your current skill set – the marketplace you work in? As a candidate you have the right to ask this stuff, and if the recruiter resists telling you, they may not be somebody you want to work with. Also, pay attention to whether the recruiter understands the position being filled. With the tools available for a recruiter to get up to speed on different verticals, there is no excuse for them not to be able to have an intelligent conversation about your industry. But they should also be willing to acknowledge what they don’t know. If they can’t do that, they shouldn’t be in this recruiting space, and you as a jobseeker shouldn’t work with them. Don’t forget, only 5% of jobs are filled through third-party recruiters. You have options.

I’m probably going to get a lot of flack for this, but my recommendation is that, for a lot of companies, jobseekers should by-pass the corporate recruiter altogether. If you see a job that interests you, find out who the hiring manager is, and connect with them. In my experience, most in-house recruiters don’t care about the candidate experience, and they add little value to the hiring process. These are the ones I hear from  all the time saying “I’m too busy to speak to every candidate” or “I can’t possibly make all the follow-up calls”. Don’t believe it. Corporate recruiters who think like that just aren’t aggressive enough. There are exceptions, and Sodexo is a shining example, but unfortunately companies like that are rare.

Jobseekers should also learn how the hiring process works so that they can work it to their advantage. Understand the different players – the third-party recruiter, the corporate recruiter, the hiring manager, and who does what, when, and why. Understand the so-called rules, the small-p politics, so you can know which rules can be broken, which ones can be bent, and which ones they absolutely must comply with. It isn’t easy, I know. Jobseekers have to be much more savvy than they did in the past. But using tools like twitter and recruiting blogs can help, because recruiters and HR experts share information with each other that is valuable for jobseekers too.

Are there experts you would recommend that jobseekers follow?

There are some really good people, both corporate recruiters and third-party recruiters, whose voices are helping to bring integrity to recruiting and talent acquisition. Lots of them are on twitter, and jobseekers would do well to listen in on the conversation. My recommendations include:

• @Greg_Savage: Greg Savage, CEO of Aquent International
• @Deandacosta: Dean Da Costa, Senior Talent Sourcer/Recruiter with Microsoft
• @CincyRecruiter: Jennifer McClure, Founder of Unbridled Talent LLC
• @SodexoCareers: Kerry Noone, Head of Marketing & Employer Branding for Sodexo
• @sullivanmarkd: Mark Sullivan, Director of Recruiting for Time Warner Cable
• @BooleanBlackBlt: Glenn Cathay, Vice President of Recruiting at Kforce
• @Ray_anne: Rayanne Thorne, Marketing Director at Broadbean Technology
• @lruettimann aka @punkrockHR: Laurie Ruettimann, HR Blogger and co-founder of New Media Services LLC
• @ResearchGoddess: Amybeth Hale, Editor of ERE Media’s The Fordyce Letter & SourceCon -
• @AmitaiGivertz: Amitai Givertz, Principal at AMG Management Advisors and Program Leader at Brown Bag Recruiter
• @animal: twitter persona of Michael Kelemen, Canadian Headunter and host of the Recruiting Animal Show
• @BillBoorman: Bill Boorman, producer of The Recruiter Unconference events, with TRU Conferences in North America, Europe, and soon in Southeast Asia and Australia.
• I would also recommend Jerry Albright. He’s not on twitter any more, which is a shame because his voice is missed, but you can catch him as host of the Recruiting Animal aftershow.

Follow David Graziano through twitter @DavidGraziano

connect with him on LinkedIn  http://www.linkedin.com/in/davidgraziano

or follow his blog http://davidgrazianostaffing.blogspot.com/

]]> http://www.resumeconfidential.ca/2010/09/a-conversation-with-recruiter-david-graziano/feed/ 36 http://www.resumeconfidential.ca/2010/08/in-defence-of-jobseekers/ http://www.resumeconfidential.ca/2010/08/in-defence-of-jobseekers/#comments Wed, 25 Aug 2010 22:40:22 +0000 Karen Siwak http://www.resumeconfidential.ca/?p=575 I don’t know. Maybe it’s the gloomy economic forecasts. Maybe it was listening to a particularly brutal Recruiting Animal show. Or maybe it was hearing from a 55 year-old who landed a job after an 18-month job search, only to see the company go bankrupt within two weeks of his start date. Whatever it was, by the end of the week I wasn’t in a chirpy mood, and that’s when I came across a semi-comedic blog post from a corporate recruiter about a jobseeker who had the nerve to use a typewriter to prepare his resume for an IT support position. Now I have tremendous respect for the author, and I know that he goes out of his way to give jobseekers stellar advice. But something about the post didn’t sit well with me.

Here’s why:

• One in five people in the US do not have access to the internet.
• One in five people who want to work right now, can’t find a job.
• Those groups overlap, and where they do, it’s ugly. Soul-sucking-hopelessness ugly.

I can type up a one page document on the computer in about two minutes. If I tried to do it on a typewriter, even badly, it would take at least 45 minutes. It’s hard, I know, because I used to produce all my university essays that way before I got one of the very-first-ever Mac’s (yes, I’m THAT old). This guy is doing it for Every. Single. Job. He. Applies. To. That takes tenacity. Even more so to walk into every office and hand deliver that resume, and risk the scorn of the person who receives it.

No, the applicant wasn’t qualified for the job he applied to, and he probably knows it. But the reality is that somebody without computer skills in today’s job market is screwed. In fact he probably applied to the job on the slim chance that he could get on-the-job-training to acquire the skills he knows he’s missing. Long term unemployment can make a person desperate and hopeful that way.

One of the pitfalls about being a recruiter or a hiring manager or the HR assistant who screens resumes is that it is too easy to become jaded about the people who are looking for work. Right wing rants to the contrary, most people I know who are out of work right now would rather be gainfully employed. They would rather not be typing up and hand delivering hundreds of resumes to people who will give those documents less than three seconds of eye time. And they would most definitely rather not be the laugh-for-the-day when their best efforts fall far short of the high bar that has been set for how to land a job in a tough economy. If we can offer jobseekers nothing else right now, we can at least offer them acknowledgement for their efforts and respect for their dignity.  I don’t think that’s asking much.

Okay, hopping off my soap box now.

There are some things that are worth spending money on to get the right professional. For me, hiring a colourist is clearly one of them. For a jobseeker, hiring a professional resume writer may be another.

Why Hiring a Professional to Write Your Resume May Make Sense for You

• Having worked with hundreds, if not thousands of clients, an experienced resume pro will have a good idea of who your competition is likely to be. This means that we have unique insights on what it will take to make you – specifically – stand out from the crowd. We can be objective about what to include or exclude from your resume, and can create a profile that grabs the right kind of attention from the right target audience.

• Our skill isn’t just in the writing, its in the questioning. Good resume pros know what questions to ask you in order to get the gems to put in your resume. We have honed the art of interviewing, probing, pulling out the details that can be used to create a compelling career story.

• Good resume pros dedicate hours each week on researching the job market. We know what skills are in-demand, what keywords are becoming passe, which employers use which job boards, which employers don’t use job boards at all. These insights mean that we can fast-track the time you would otherwise have to invest in getting ready for your job search.

• While we typically work arms-length from recruiters in order to be a neutral advocate for our clients, good resume pros take the time to nurture strong networking relationships with recruiters. This means that we can get a heads-up on hiring trends. We can tell you why calling yourself a Farmer instead of Hunter right now will leave you dead in the water if you are looking for a sales position, for example, or why using “Public Relations” instead of “Public Affairs” could result in greater hits on your resume.

• By leveraging our recruiter and HR network, good resume pros are able to get independent feedback on our product, in order to make sure that it’s going to work for our target audience. After all, it doesn’t matter if you are tickled pink about your new resume, if recruiters aren’t impressed.

Just like off-the-shelf colour kits, there are many books on how to write your resume. You can find tons of samples, many of them submitted by resume professionals. You should be aware though that we rarely submit our best work for publication. Why? Part of it has to do with protecting competitive intelligence. An edgy format, a unique design, really meaty content, loses its edge if its copied by 10,000 other jobseekers. Mostly, it has to do with the target audience for the book – in order to appeal to as broad a range of jobseekers as possible, the samples tend to be fairly generic and bland. Jobseekers who copy them end up looking fairly generic and bland too. And jobseekers? Bland is not a good look for you.

The internet is moving us back to the imperatives of small town living. We are in a global village where reputations can be ruined at the speed of light. The examples are numerous: an instant of road rage, captured on traffic cam, forever brands the corporate executive as a lunatic. An ill-considered comment forever brands the politician as a moron. A funny caption on a Facebook picture forever brands a jobseeker as a problem-drinker. Fortunately, we seem to be taking heed of these brand accidents, and many of us are paying attention to our online footprint.

After years of social media and email debauchery, we are re-learning the value of circumspection. At least, some of us are. Today I was cc’d on an email to a local volunteer about a dispute the sender was having with a recreational sports organization in which they were both involved. The email was angry and inflammatory, verged on slanderous, but anybody who has experience with volunteer-run sports leagues will recognize it as par for the course. What was unique was that the sender elected to cc dozens of other people who were not involved in the dispute – myself included – and signed the email using her professional position as the owner and president of 25-year old small home services firm.

This business owner had done the email equivalent of going out with hole-filled underwear, exposing her dust bunnies, and alienating her local customers. While I’m sure that it was emotionally satisfying in the moment to craft her email and press the send button, it was clear that the sender did not consider the long term impact of her email message. She had just announced to nearly one hundred households in her target market that, as president of her company, she was somebody who was prepared to resort to mud slinging and petty tactics.

And as Grandma will tell you, a reputation once ruined cannot easily be mended.

• Make sure that you remain a superstar in your current position. Without being a total sycophant, demonstrate through your performance how you add value to the company, and how you contribute to the big picture.
• Take advantage of opportunities to participate in special projects, especially projects involving other departments. The more people in the company who know you and can attest to your strengths, the easier it will be for you to remain gainfully employed, regardless of which side of the retain/layoff tallysheet you end up.
• Psychologically and emotionally prepare for the worst (or for some of you the best) case scenario, that you will be let go.
• Get your home front in order, which includes preparing and sticking to a tight budget.
• If you haven’t been doing it all along, start putting together a portfolio of your success stories, the projects you’ve worked on, copies of your performance reviews, any emails or letters that you’ve received with positive feedback on your performance.
• Take an inventory of the strengths and expertise you have to offer – your value proposition in today’s job market. What kinds of problems are you good at solving, and who currently has those problems? This will help narrow down the target for your job search for your next career move.
• Get your networking tools up to date – names, titles & contact numbers of suppliers, clients, industry associates, company colleagues. This is easier to do while you are still in your job.
• Implement a networking plan that should include online-connecting with at least a couple of new people per week and warm-connecting with people in your current network.
• Start researching companies that you would be interested in moving to, and see who in your network of contacts might have leads into these organizations. Consider current suppliers, clients, consultants and competitors as likely candidate companies.
• Find niche job boards in your field/industry. Set up alerts to let you know when new jobs are posted that fit your target criteria.
• Identify reputable recruiters who specialize in your field.
• Once you have a target for your job search and know what and to whom you are marketing yourself, prepare your resume and LinkedIn profile. For the investment of less than a few day’s salary, you can enlist the services of professional who can help you create a distinctive, targeted career marketing package.

The more you take control of your career now – before you receive notice – the less likely you are to feel paralysed with fear about layoff decisions over which you have no control.

Beachcombing Collection

Maintaining your resume over the years can be like that. You create a document to land a job, add bits to it as you progress through your career, until one day you realize you have six or more pages of “sea junk” and no clear idea of how to cull it down into a useful document again.

If you don’t have a clear career brand, if you don’t know who your target audience is, if you don’t understand what their buying motivators are, then it can be hard to decide what to include and what to cut out. Your resume is your career marketing document, a key component of your job search arsenal, and every word, every phrase, every formatting decision must add value from the reader’s point of view. The better you know your target audience, the easier it will be to decide what to include and what to exclude from your resume. By researching your target companies and understanding their pain points, you will be able to go through your resume with a ruthless “so what” editing pen, to ensure that what remains provides a clear and compelling picture of why you are the perfect solution to your target audience’s biggest challenge.

Objective Statement

• “Instead of using an objective statement, use the title of your target job. It’s okay to change it each time you send your resume out, but if you aren’t sure about the target yet, its premature to write your resume.”

Profile/Summary

• “Consider your resume as a marketing document, you have to write with a particular audience in mind, and you have to know what it is you are selling them.”
• “What is your ideal next company? Is it a mid-sized firm who is looking to take their enterprise infrastructure to the next level of integration and needs a Business Analyst who can bridge the language and thinking of business and technology? Is it a consulting company who helps other firms? What are you particularly good at, and who could use those skills? What ever it is, take the time to define your audience (if you have more than one, you may need different versions), and get really clear on their pain points. Then, write a summary that speaks to their pain points and demonstrates why your background and experience makes you the ideal candidate to solve their problems. In total it should take you less resume real estate to say than it did for me to explain it.”
• “It can be tempting to try to keep your resume general so that you can use it for several different positions, but this strategy will work against you. If you have several different interests or opportunities, then tailor a different profile for each of them.”
• “In today’s job market, everybody is describing themselves as a dynamic, problem-solving team player. It’s the equivalent of ‘new and improved’ in product marketing – nobody buys it.”

Skills

• “Your list of skills should only include things that are directly relevant to the target job.”
• “Put together a list of ten or twelve terms and phrases that describe your expertise – look at sample job ads to make sure you are hitting to top keywords”
• “Make the skills focused on your target job only – somebody who is hiring an IT sales guy doesn’t care that you are good at desktop publishing unless their product or target client is related to desktop publishing.
• You have 26 skills here, and the important stuff is getting lost. See if you can get it down to the top ten. Start by skipping the fluff, because your reader almost certainly will”

Education

• “Since you did a master’s degree, I’m guessing that there was a master’s project, this would be a good place to describe it (one or two bullets at most)”
• “The fact that you are a certified reflexologist is of no relevance to your career goal as an accountant. No, it doesn’t demonstrate your commitment to continuous learning, and no, it doesn’t show that you have a lot of interests other than accounting. Get it out there.”
• “Have your credentials, degrees and professional development in the same section, or at least close together, or a hiring manager may not notice that you have your PMP, MBA and CGA”
• The important part here is the degree that you obtained, not the school you went to. Make sure *that’s* the thing that jumps out.

Experience (New Graduate)

• “Instead of dividing your experience between volunteer and professional, divide it between Relevant Experience, Additional Professional Experience, and Community Involvement. For the items that fit under relevant experience, indicate whether you volunteered or were paid”

Experience (Seasoned Pro)

• “You’ve committed a lot of resume real estate to laying out your responsibilities, but there is nothing attention-grabbing here. Your resume should tell a good story of your career. What was your mandate when you came on board, and how did it change over time? What was happening in the company when you came on board, what challenges did you have to face, what kinds of problems did you help solved. Who did you help, and why did it matter?
• “As you consider what to write here, keep the target in mind, and ask yourself so what, because they certainly will.”
• “No idea what this means, and that’s a bad thing. Give a brief description of what you were actually doing, emphasis on brief. All these ten bullets can be consolidated into one tightly written description – leaves room to focus on accomplishments”
• “You held two different positions with *****. Was this a promotion? If so, its worth showcasing this point – why did they pick you?”
• “This is not a five-verb accomplishment. By over describing it this way, you are diluting it’s impact”
• “Read your resume out loud. Does it sound stilted when you say it? That’s the way it will be perceived by somebody else. Too many adjectives, adverbs and four-syllable power words makes it hard to read, and can come across as ostentatious. Remember, your goal is to make the reader’s job as easy as possible. “

Dated/Non-Relevant Experience

• “This takes up a lot of resume real estate, and unless this is an area you want to get back into, you can cut the details out and summarize this into “previous experience includes four years as a ***********. This will make room for more information/accomplishments on your more recent jobs.”

IT Skills

• “It’s going to be the rare hiring manager who cares that you’ve used Windows 95.”
• “Go through this list with a ruthless editing pen and leave in only the software, hardware, middleware, and methodologies that are in demand for your target job – unless your target company is one with out-dated systems, in which case, leave it in.”

Associations

• “Separate out the professional associations from the philanthropic ones.
• “For the professional associations, did you just pay the annual membership fee, or were you actively involved. If involved, briefly describe how.”

Other Interests

• Knitting reading gardening walks on the beach stamp collecting photography
• “International travel: Asia, South Africa, Brazil, Eastern Europe *** this is good to keep in if your target job could require business dealings with other countries”
• “Three-time Ironman competitor (2nd place and 4th place finishes) *** I like this. It demonstrates your drive to succeed and ability to set and achieve goals”

I will continue to provide free critiques, and I will continue to do them one by one, in detail, no template statements. But chances are that if the candidate wasn’t thinking like a marketer when they wrote their resume, my feedback will include some of the points above.

So I was hardly surprised when a young friend came to me for career advice, and started the conversation by saying “My job sucks, I’m bored to tears. I just can’t figure out what my passion is”. She spoke as if somewhere, out there, is a single career-related purpose that, if she could but find it, would lead to eternal fulfillment. This was her fifth “it sucks” job in three years, and it was clear that she had fallen for the passion myth.

Myth # 1: I’m not making enough money, so clearly I’m not on the right path.

Reality Bite – Passion does not equate with income.
If you are lucky, you have a passionate interest that feeds your soul and gives lightness to your day. But if you look outside yourself for affirmation or compensation for your passion, you may be in for disappointment. Don’t believe me? Watch the auditions for American and Idol or So You Think You Can Dance, and you’ll see thousands of people hoping that their talents will make them a star. For all but a handful, that dream will be crushed. Many of those crushed enthusiasts will be too embarrassed to ever sing or dance again and that, to me, is tragic. If you are passionate about singing, then sing. If you are passionate about dancing, then dance. But do it because you love to sing and dance. Not because you crave the applause.

Nearly every self-help book or website mentions turning your hobby into a career. Stories abound of people who did exactly that and made millions. Less often told, but exponentially more numerous, are the stories of people who tried to turn their hobbies into an income stream and things didn’t work out the way they expected. The woodworker who stopped getting any joy out of his art because all of his commissions were boring pieces for clients with no imagination. The cooking enthusiast who never got to do any cooking because they spent 95% of their time dealing with the mundane business details involved in running a restaurant.

More practical advice would be to “Find a Job that Pays Reasonably Well So That You Can Afford to Follow Your Passions Outside of Work – but that wouldn’t be a very sexy book title.

Myth #2: ‘Following Your Passion’ is doing work that has meaning instead of being a mindless worker ant.

Reality Bite – All work has meaning – even the boring stuff.
Stop approaching passion as if it were something that you can “find”, like the perfect lifestyle accessory, or something that you “do”, like saving the world. Start thinking of passion as a way of being, a quality that you can and must cultivate.

When it comes to our work, we choose to be passionate. Or not. We choose to be actively engaged. Or not. We choose to be conscientious. Or not. We choose to treat customers and colleagues with courtesy and consideration. Or not. We choose to give more than is expected. Or not. We choose to see ourselves as part of the big picture. Or not.

People who can manage to be engaged, conscientious, courteous, considerate, giving and enthusiastic even while slinging hashbrowns or counting widgets *have* passion. And that passion gets noticed. And that notice results in new opportunities to do something more challenging and interesting. You are only a mindless worker ant if that is how you choose to see yourself.

Does That Mean I Shouldn’t Leave My Horrible Job?!??!

Of course not. But take the time to honestly figure out what makes the job horrible. If the problem is your attitude, your expectations, your need for applause, your passion myths, then chances are good that the next job you find isn’t going to be any less horrible than this one, and you are not going to be one inch closer to finding your passion.

One particular trip stands out – both for the sheer adrenalin-fed terror, and for the lessons I learned. We were paddling the Magnetawan, a river that in mid-summer is a lazy meanderer interspersed with waterfalls, but in early April is a torrent of spring runoff. Our trip guide, Tim, was an expert kayaker, and very motivational in a rah-rah you-can-do-it sort of way. We trusted him implicitly. He  had done this river many times before (albeit in a kayak, never an open canoe), and assured us that the river was totally within our capabilities. Tim was wrong. I realized this when I found myself in the bow of a 17 foot open canoe, trying to eddy out of a 6 foot standing wave. (Plot spoiler: we didn’t make it).

I thought about this trip recently when a contact on LinkedIn described his job search as a white-knuckle up-the-creek-without-a-paddle experience. I realized that some of the lessons I learned on the Magnetewan are applicable to a job search.

Lessons That I Learned When I Was Up The Creek

Choose Your Guide With Care

While solo-tripping can be exhilarating it is not for the faint of heart, so many of us will turn to experts for advice and guidance. When it comes to the right way to find a job, everybody has a strong opinion. Google “job search expert” and you will get 70,300,000 hits.  Some experts will be merely motivational, some will be novices, some will be jaded by their own failed trips, some will have advice that only works for a particular river (or industry, or discipline, or personality). Whether you elect to listen to a trusted mentor, a friend, a career counsellor, or a job search coach, choose your experts with care. Make sure that the advice they offer makes sense for you, your industry, your profession, your career stage, your personality.

Have Your Own Copy of the Map

Create a job search plan – a map – that will take you to your destination, and own it. The clearer you are in defining realistic goals for your next career move, the more useful your map will be. Whether you work alone or with a guide, become an expert on your skills, strengths, attributes, risk tolerances and weaknesses. Define what you are good at (your value proposition), so you can narrow down your map to kinds of companies and opportunities that are a good match for you.

Master the J-Stroke

However carefully you’ve researched your route, you have to get off the couch (or your computer) if you want to make the trip. Master the j-strokes needed to give your job search momentum and direction. Continuously develop your network. Get comfortable making cold calls. Follow up on leads.

Scout the Rapids Yourself

No two river trips are the same. No two job searches are the same. Experts can give you general guidelines, equip you with tools, teach you valuable skills, but you need to scout the conditions yourself, and adapt your route accordingly. What worked two years ago could be completely unproductive or even reckless today. And what was unthinkable last week may be exactly the right manoeuvre right now. You also need to be ready to make in-the-moment decisions when opportunities or obstacles suddenly surface.

Paddle Within Your Limits

Among the whitewater crowd we paddled with, it was a frequent topic of conversation: do you know your limit, have you met your limit? I’ve heard more than one paddler (and jobseeker) say “what have I got to lose” when deciding to push the limits of what they are qualified to do. In paddling the decision can be fatal.** In a job search, it’s not so dire, but it is still a mistake. You lose credibility with recruiters and hiring managers. You lose credibility with your network of contacts. Worse, you lose your focus. Your map becomes diluted, and your elevator speech begins to have addendums. You lose sight of the real value proposition you bring to the table.

The End of the Trip

Technically, our trip didn’t end with us up the creek without a paddle. I held on to my paddle (rule one of ‘how to survive’ a dump), and my husband eventually recovered his. We were able to finish the trip, although we walked a good many of the remaining rapids. We had bumps. We had bruises. We were chastened. But the Magnetewan didn’t kill us. And as the saying goes, what doesn’t kill you makes you wiser.

** Our Magnetewan trip leader once boasted that he had never met his limit, never met a rapid, or river, or river condition he wasn’t prepared to try. I should have paid attention to that before making him one of my trusted paddling experts. Eventually Tim me his limit, during a solo trip in Northern Canada. His body was never recovered.

Jobseekers, Get off the Computer Already!

The media is abuzz with news on social networking, and a day rarely passes when some headline grabbing article doesn’t tout social networking as the next miracle cure for your job search. Don’t drink the kool-aid.

As somebody who is old enough to remember, it has the same hyped-up do-it-now-or-die, if-you-aren’t-doing-it-your-out-of-the-loop feel as the late 90’s when financial advisors pushed dot.com companies as must-haves in your investment portfolio. Sure, there are stories of people who social-networked their way to a new job, just as there used to be stories of dot.coms that actually made money. But now, as then, genuine success stories are few and far between.

On the job search front, you will find that the social-network-to-success stories tend to have a few things in common. The position for which the job seeker was hired had Social Networking somewhere in the job title, or at a minimum in the first paragraph of the job description. More often, the job seeker actually found the job through connections they cultivated offline, but social networking helped to strengthen their credibility.

The real risk of social networking is it’s capacity to suck up hours of time in a blink of an eye, and at the end of a day spent entirely on the computer, you may be no closer to your job search goal.

Does that Mean You Should Abandon Your Social Networking Efforts? Absolutely not!

Social Networking is a useful tool in your job search arsenal. When somebody Googles your name, you need to be findable, and not just in your cousin’s wedding pictures. When a recruiter Boolean searches keywords in your area of expertise, you need to rank high in the search returns. The contributions you make to online conversations, the information you share, the contacts you make can go a long way to cementing your reputation as must-hire candidate.  Some of the contacts that you make online can evolve into strong, positive connections in the real-world.

But Social Networking needs to be one arm of a well thought out and executed job search strategy that includes cold calling companies (read Guerrilla Marketing for Job Hunters 2.0 for innovative ideas on how), conducting industry research so that can identify and even create opportunities, attending industry events, lunching with former colleagues and clients, and giving back to the community.

My Social Networking Recommendation for Jobseekers

Schedule time for social networking, and when the time is up, have the self-discipline to push away from the computer. Spend time each day working on the real-world connections that result in job offers. If you don’t, then chances are that while your job search competitor is being on-boarded for his new position, you will be trying to unglue eyelids that have lost the capacity to blink.