So what is a “job hopper?” Is it someone that changes positions every two years or less? Is it one year? Is it several short positions in a row? Personally, I don’t believe that one short stint at a company constitutes “job hopper” status, and I think it is pretty shallow to suggest that someone is a job hopper because of that. After all, any one of us can lose our jobs these days for numerous reasons, many outside of our control.

Nevertheless, I have to admit that avoiding the job-hopping label is a tricky issue for resume writers because a resume must remain truthful, and there is very little that anyone can do about the fact that a job seeker may have spent less than a year or two at some of his or her positions. However, thankfully, there are some things that can be done in these situations.

1.    Focus on position and not on company. Although your work history should be arranged chronologically, there is nothing to say that you cannot group companies together under one position title. Often candidates will have had the same position with more than one place. So why not arrange the work history by title first and then list companies underneath the title? I’ve seen this work very well with contract positions. Maybe someone was a helpdesk support contractor for 2 places from 2001 to 2004 (one for 1 year and one for 2 years). By placing both companies under the one title, then you place less emphasis on the short stay at each and more emphasis on the fact that you did that job for 3 years.

2.    Keep dates, but place them in less prominence and avoid months. Nothing says that employment dates have to be front and center or that you have to include months. Even if a recruiter tells you otherwise, they are usually just giving you busy work.

3.    Use an Additional Experience section for older positions. If some of your shorter stints are over 10-15 years old, then place them under an Additional Experience section. Most companies are primarily concerned with the last 10-15 years of work history anyway.

One caveat that I would like to mention here, however, is that some of these tactics may not always be looked on favorably with recruiters. Depending on which companies the recruiter is recruiting for, he or she might still want to see months or exact dates or want the resume more company focused rather than position focused. Job seekers would be wise to find out in these situations whether this is something the recruiter prefers or whether it is a make or break with the hiring company. There is a difference, and you have a right to put your best foot forward whenever possible. (That’s why you hired the resume writer in the first place. Otherwise, why don’t we all just fill out the same standardized form for every job application and be done with all this? But, I digress…)

Now here are some things you should NOT do when it comes to dealing with potential job-hopping situations:

1.    Don’t leave off dates all together. This is just a bad move, and unfortunately, I see job seekers do this a lot. Now you just look like someone who has something to hide!

2.    Don’t opt for the functional resume. Again, this is another bad move. Functional resumes just aren’t proven to be that effective. By and large, companies want to see a chronological work history paired up with job functions and accomplishments. In other words, they want the resume to tell a story. The problem with a functional resume is that it says a lot, but it doesn’t really tell the story. How frustrating it can be to have a job seeker say that he or she reduced expenses by millions but then not match that up with where that occurred. Now the hiring manager has no context for the accomplishment.

3.    Don’t lie. How many people lie on their resumes? Many, and companies are getting better at sniffing them out. Don’t stake your reputation on it.

So although job hopping is certainly a cause for concern, there are some things that you can do to lessen the negative impact on your resume.

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Are you ready to end your job hopping?

The point is that job hunting isn’t a solo endeavor. Almost everyone who’s searched for a new position and found success has at least a few friends, family members, colleagues or even near-strangers to thank.

But what happens when you’re on the other end of this request, and one of your contacts asks for your help? Chances are you’ll be happy to lend a hand. But don’t just jump in head first. If you take the wrong approach, you can actually do more harm than good.

Here’s how to help out the right way:

Offer unbiased feedback. If your friend asks your thoughts on her resume or job search approach, let her know upfront that you plan to offer the unvarnished truth. After all, you won’t really be helping if you’re not honest. That being said, you should be tactful and considerate when providing your critique.

Be a sounding board. A good way to show your support is to serve as a sounding board or a shoulder to cry on. Searching for a job can be frustrating, and sometimes having someone to vent to is what’s needed most.

Make connections. We all know the power of networking. So, help your contact expand his network by tapping your own. You might introduce him to someone you know in his target industry — even hiring managers, if possible. Use LinkedIn — or a good old-fashioned email — to bring the two people together.

Put in a good word. Offer to write a recommendation or a skills endorsement on LinkedIn. You can also volunteer to serve as a reference. None of these tasks takes much time, and any one of them can make a huge difference to your friend’s chances of success.

Understand what the person’s looking for. If your contact asks for job leads, be sure you understand her job-search goals. That means knowing more than what type of position she’s hoping to land. You need to dig deeper. How would your friend describe her ideal employer? What level of responsibility does she seek? Is she willing to commute a long distance? Would she relocate for the right opportunity?

Avoid information overload. You’ll want to keep your eyes peeled for job postings that your friend might be interested in. But be selective in what you pass along. Otherwise, you’ll simply be wasting your contact’s time.

Realize some of your advice will fall on deaf ears. And that’s OK. Your friend may have a very good reason for ignoring your guidance — remember, you don’t know every detail of his situation. Don’t pressure him to take your advice or be offended if he doesn’t.

Don’t flake. If you offer to pass along your friend’s resume or review her cover letter, be sure to follow through. And do so quickly. Along those lines, don’t volunteer to help unless you know you’ll have the time and resources to actually do so.

When a job seeker asks for your help, keep in mind that you don’t have to move heaven and earth to make a difference. A few minutes of your time may be all that’s required. After all, it’s often the little things that mean the most, especially in tough times.

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Are you ready to help?

Your interviewer will be very interested to know what type of questions you ask. Stay away from questions about yourself, your pay, hours or company benefits. Some of these questions may be appropriate after you receive an offer but certainly not in an interview situation.  Examples of things not to ask duriing an interview include:

• Do I have to attend any meetings after hours or work late?
• What is the exact pay?
• What is the sick policy?
• What time would I be able to leave on Fridays?

Instead you want your questions to be more strategic and thoughtful about the business. You want to show your interest in being part of the team that is devoted to growing or improving the opportunities for the company or organization. These questions should demonstrate your interest and focus. Also don’t ask questions that are clearly explained on the company website. Have 7-10 solid questions at the ready. If you have already discussed a few of them during the interview you will need extras. You want to avoid saying that you have no questions.

Your questions should show you have done some pre-interview reseach. You will be spending some time on the company website and social media sites. Follow them on whatever social media sites you use: Twitter, Facebook or their LinkedIn Company page. Be sure your profile is  appropriate before you “follow”. Many CEO’s and other executives are blogging now.  By going through those posts you should be able to develop some interesting questions that show your keen interest and ability to ask a great question.

Examples of questions that show your research:

• (To ask a Marketing manager) I recently became a Facebook fan of your company, I learned that your company is expanding into Latin America at a rapid pace.  Can you tell me how your department supports that new growth initiative?
• I just read the blog article written by your CEO last Tuesday.  What is your opinion of X issue that he mentioned? Can you give me some additional insight?
• I read that the biggest new opportunity in your industry is related to  X. How is your company pursuing this?

Here are some additional ones that are good general questions to ask:

• What are the company goals for the internship program this summer?
• What are your department goals and how do you expect a successful intern to contribute to your goals?
• Can you describe the first week of the internship?
• What training or development opportunities are planned or could be developed?

Plan on doing the research up front to develop great questions. Write them down and have them in your folio during your interview. Hiring managers and recruiters will be impressed that you have prepared questions for the end of the interview. Prepare to shine!

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What is your killer question?

© Copyright 2013. Sandra Long. All rights reserved.

I believe the biggest challenge you face in your job search is differentiation. In other words, how do you separate yourself from the competition? It’s important to distinguish yourself during every step of your search: to get to the interview process, during the interview process, and after the interview process has concluded.

Here’s a great way to distinguish yourself from your competition even before your scheduled interview:

Several days before your first face-to-face interview with the hiring manager, send a one page modified biography which summarizes the value you bring to the table with respect to the key requirements of the job (as outlined in the job description). Send your modified biography, along with a cover letter, directly to the hiring manager, NOT Human Resources, and use Priority Mail through the post office to create a sense of urgency. Don’t use email! Busy managers get a hundred emails a day and with the click of a mouse you’re gone.

Remember that when you’re invited in for an interview the hiring manager’s decision to hire is based on three key criteria: CAN, WILL, and FIT.

1. CAN you do the job? In other words do you have the skills, experience and expertise to perform the basic functions of the job?
2. WILL you do the job based on the requirements of the position, the nature of the work to be done, and other factors such as the company environment, commute, travel, etc.?
3. Are you the best FIT for the job? Will you get along with your new boss, your peers, subordinates, etc., and blend in well with the culture of the company?

Of these three criteria, FIT is the most important. Regardless of what you have on paper, how skilled you are, or how willing you are to do the job, if the hiring manager decides that you’re not the best fit for the job… it’s over.

In order to be the best fit you must establish mutual attraction between you and the hiring manager. That interpersonal chemistry is essential in being selected as the candidate of choice. Even before your initial interview with the hiring manager you can begin to create that connection, that chemistry, by sending your modified biography and cover letter. While your competition will just show up for their interview at the scheduled time, I guarantee you will be acknowledged in a positive way the moment you walk into the hiring manager’s office.

By all means email me if you would like a sample of a modified biography and suggested cover letter.

Let the chemistry begin….

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Why do you have to fill out online job applications? Shouldn’t your resume be enough? Why not just send a link to your LinkedIn profile? Companies should just Google you and make a hiring decision, right? Not quite. Well, at least not yet for most employers.

Online employment applications have been called “black holes” by some and there is much advice on how to avoid them. At the end of the day — for better or worse — many employers still require that you complete theirs.

So, what’s the point?

By filling out the application, you become a bona fide job applicant and can be considered for current job openings. Many companies use online applications that are linked to back-end applicant tracking systems (ATS). These systems are in place for a few reasons. For example, they:

1. Become a searchable database of interested job seekers.
2. Help recruiters store and manage candidate information.
3. Allow hiring teams to send candidate communications.
4. Give recruiters and HR leaders access to important hiring data.
5. Help companies ensure compliance with federal regulations.

NOT ALL APPLICATIONS ARE CREATED EQUAL

Some online job applications may take five minutes to complete, while others could take up to half an hour or more. Some might allow you to upload a resume which then pre-fills fields (called “parsing”). Some might allow you to login in with a social media account. Others may include screening questions in addition to the application fields. Regardless, give yourself plenty of time to thoughtfully complete your applications. Filling out several applications during your lunch break may be wishful thinking.

TO GET A JOB, YOU’VE GOT TO APPLY

I’ve seen some job seekers complain about having to fill out job applications during chats. Some have even admitted to not applying at all because they thought the application was too long. While I can absolutely understand the desire for a quick and easy apply method …

I can’t help but wonder … 

If you’re unemployed or otherwise in the job search, and you’ve found a great job with a company that you want to work for, why would you not fill out the application? Those 30 minutes could change your entire future and put you on a path toward career success! It’s not like we’re living in the 1980s and 90s when you first had to drive to a place of employment, pick up and then fill out a paper application.

While filling out applications may seem archaic, inconvenient and a complete waste of time, there are actually good reasons for their existence. My advice is to be thorough when completing online job applications; don’t leave blank fields or enter “see resume.”  Often times, it’s the information within your application that an HR representative uses to determine whether you meet the job requirements. The information that you enter is all a recruiter may have to go on when deciding whether or not to call you.

A job – a career – is a pretty big deal.

Filling out an application may just be time well spent.

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How much time do you spend filling out applications?

Still chasing posted jobs on numerous job boards and company websites?  Still following the C*R*A*P approach to job search (Clicking, Reviewing, Applying, and Praying)? Still discouraged because nothing is happening?

Think of today’s job market as an iceberg. Posted jobs appear on the tip of the iceberg. Those are the jobs that are advertised for the world to see. While there are thousands and thousands of advertised jobs, they only represent about a quarter of all the total jobs available! The other three-quarters are below the surface.  This is what’s referred to as the “hidden job market.”  We don’t know about these jobs because they’re not advertised. If you insist on chasing jobs on the tip of the iceberg, you must understand that the competition for each and every one of those jobs is absolutely fierce. You’re playing what I call the Internet Lottery.

Over the course of several weeks or months, you’ve probably kept yourself very busy by sending out hundreds of resumes. You’re relying on the myth that if you throw enough against the wall, something’s got to stick, right?  What you don’t realize, however, is that there aren’t hundreds of jobs out there for you, only a select few.   While you may be working harder, you’re not working smarter. You sit by the phone, wonder why it never rings, and become increasingly frustrated.  Your entire approach is traditional. It’s reactive and, for the most part, ineffective.

In order to be successful and shorten your time in transition, you need to conduct a strategic job search. That begins by defining your value to the business community.  What do you bring to the table? Why would anyone be interested in hiring you? Remember, your resume is a reflection of the past and it does a lousy job of conveying the true value you offer a company moving forward. When you’re playing the Internet Lottery and submitting your resume to an employer, you’re typically relying on someone in Human Resources to determine your value to the organization. You’re basically saying: “Here’s my work experience, my accomplishments, my credentials and my education. Now it’s up to you to determine where I fit within your organization.” You don’t want some personnel assistant deciding if you’re valuable enough to put in front of the hiring manager for an interview; you want the hiring manager making that decision.

Some job seekers do find jobs above the surface on the tip of the iceberg. They send in their resume, get a call to come in and interview and they get the job. However, 99% don’t! Some people go to the casino, drop three coins in the slot machine, get “7-7-7” and hit the jackpot. However, 99% don’t!  They just don’t understand the odds against them. You need to understand the odds against you if you insist on playing the Internet Lottery.

Don’t misunderstand! I’m not suggesting that you ignore the tip of the iceberg and any posted job that may be of interest to you. If you find one that you want to pursue, by all means go for it. Drop three coins in and pull the handle.  You may be one of the lucky ones. If you must, spend perhaps 20% of your time playing the Internet Lottery. Spend the rest of your time building a professional network by conveying your value (through your one-page biography, not your resume) to hiring managers in companies of interest where you know your skills, experience and expertise would be of value.

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Are you ready to stop playing the internet lottery?

Is the Cover Letter Dead?

The cover letter is definitely not dead! Like everything in life, it goes through cycles. We recently completed a cycle in which the cover letter has been downplayed some, but not totally left behind. We’re starting to see that cycle come around to the point where the cover letter is becoming more relevant to a wider audience again. Why? It’s simple. The cover letter provides insight into the individual that they often can’t get from a resume.

So Who Reads the Cover Letter?

Statistics indicate that about 33% don’t read the cover letter. That leaves 2/3 that do at some point, although some say that they only read the letter if they liked the resume while others only read the resume if they liked the cover letter. When preparing your documentation for an opening, you have no idea where your audience will fall on this topic, so having a strong cover letter is important.

What Should a Cover Letter Say?

Again, it isn’t enough just to throw together a cover letter. It’s got to say something. That something should be relevant and communicated quickly. If you spend the whole first paragraph on garbage information that I call “fluff,” then they’re not going to get past that before throwing it down in disgust. Instead, think about your audience and what they are looking for in hiring for your position. How can you present yourself as someone who is a problem solver in that area of specialty? That’s your lead-in. Then you can highlight a few examples from your work history that prove your claims. If you need to add some other information about your education, qualifications, etc. do so after that. But the essential message is that you want to get to the point right away and stay on point throughout the letter.

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How do you avoid fluff cover letters and do you still use one?

Recent grads yearning for independence may be eager to prove they can find employment on their own. But don’t overlook the assistance your parents can offer. They’re no strangers to the job hunt themselves.

The tricky part is knowing how and when to get them involved. Too much participation on their part could actually harm your prospects. Here are tips for doing it just right:

Ask for their advice. At some point, your parents found their first “real” jobs. Sure, that may have been years ago, but chances are they’ve conducted at least a few job searches since then. So, pick their brains. What worked? What didn’t? What hurdles can they alert you to, and how would they recommend avoiding them?

Have them put on their ‘hiring manager hat.’ Ask your parents to read through your resume and offer an honest critique. Have you played up your strongest qualifications? Is your resume clean and concise? Do you come across as professional?

If you have an interview scheduled, see if your parents would be willing to play the part of the hiring manager during a mock meeting. They can offer suggestions for improving your performance and may even point out questions you’re likely to be asked.

Tap their network. No doubt you’ve heard that networking is one of the most effective ways to find employment. Unfortunately, your network is probably still under construction.

Give it a boost by asking your parents to facilitate introductions with people they know. One of their contacts may be able to alert you to an unadvertised job opening or be willing to pass along your resume. Just don’t forget to thank anyone who offers to help.

Seek solace. One thing you’re almost guaranteed to discover about the job search is that it’s filled with ups and downs. When you’re feeling frustrated, worn out or just plain sick and tired of the whole thing, talk to your parents. They can relate. They may have recommendations for moving past your struggles. At the very least, they can serve as a good sounding board or shoulder to cry on.

Know the limit. There’s a big difference between asking your parents for help and delegating your job search to them. You may have heard stories of parents who have accompanied their children to job interviews or followed up with the hiring manager about their kids’ application. Rather than helping, these types of actions will call into question your maturity level and ability to handle the job.

You should be the sole contact with employers at all times, no matter what. It’s fine to ask your parents for advice on negotiating starting salary. It’s not OK to ask them to negotiate on your behalf. (Yes, job candidates have done that.)

If your parents insist on taking an active role, you’ll need to push back — tactfully, of course. It may be difficult, but it’s necessary. After all, it’s your job search, not theirs.

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How do you utilize your parents in your job search?

There are benefits and drawbacks for college students. The benefits are often flexible work hours, minimal transportation costs, reduced commuting time, and the ability to wear casual attire. This type of flexibility may open the “internship door” for some students who wouldn’t have the chance otherwise due to a rigorous schedule of classes, jobs, sports and activities. The drawbacks could be a lack of supervision, opportunities to network, and learn about the organization and its culture.

Make sure you are dealing with a legitimate company. Michael True, author of InternQube: Professional Skills for the Workplace, suggests students look for the following evidence – “a physical location, a website, listed telephone number, and a tax ID number.” Mr. True also advises students to work with their own college career office for guidance. The employer should agree to abide by the criteria of a legitimate internship as determined by the National Association of Colleges and Employers.

Once you know your potential virtual employer is legitimate, you will still need to make sure you have a firm understanding of the position and expectations, as with any other internship. Ask for a written job description which includes hours and assignments. Ask how you will be getting regular feedback and what to expect regarding their communication practices. If you are in a virtual internship with an organization within commuting distance of your school, Mr. True recommends that you “request a regular live meeting in a public location such as a library or coffee shop to review projects.”

Every employee should pursue valuable in-person meetings or “face time”, and this is especially important for the virtual intern.  Lisa Bonner, Sr VP at Roberts Golden and an expert in the remote workplace, offers this advice “Make sure you are networking internally and externally. Ask your boss for the names of three people that you should meet with during your virtual internship. Make a point of setting up a coffee meeting or even a virtual coffee if you are not geographically close enough.”

Virtual internships originally started with IT and software positions. Now many graphic arts and social media marketing internships are virtual.  They are popular with startup and online businesses.  The emergence of virtual internships reflects the real world reality of online and remote workers nationally.

If you find one that provides you with great learning opportunities, industry networking and fits your career strategic map, consider doing a virtual internship for one of your college internships.

Are you ready to take on a virtual internship?

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© Copyright 2013. Sandra Long. All rights reserved.

1. Writing Too Much or Too Little

You don’t want to go on for pages at a time, but you also want more than “I’m great. Hire me.” A good rule of thumb is at least two paragraphs (they can be short) but no more than one page (compose the letter in Word before transferring it to your email to keep track of space).

2. Being Overly Critical of Potential Employer

It’s okay to talk about something you know you could improve for your potential employer—it shows that you have done your research on the company and the position. It’s best to try to word it as positively as possible: “While your web design looks good, I’m confident that I could implement a few changes to improve its functionality and visual appeal.”

3. Forcing in a Personal Story

Prospective employers love to hear stories that illustrate your great work ethic or how you’ve handled difficult situations. Telling the whole story in your cover letter, however (especially if it is lengthy), is a bad idea. After all, if you tell that story now, what story will you tell in your interview?

4. Spelling and Grammar Errors

This is pretty self explanatory, don’t you think?

5. Overly Awkward Language

You want to show off your education and your brain. That’s understandable. You do not, however, want your cover letter to look like you sent it through a thesaurus. When in doubt, use the simpler word or the word that was your first instinct. “Smarting it up” makes your letter awkward and difficult to get through.

6. Using a Template

It’s okay to have a basic format that you follow in which you can switch out specific details for the position to which you are applying. Using an actual template, though, is a bad idea—especially if you forget to take the “[INSERT JOB RELATED CHARACTERISTIC]” or “[INPUT ADJECTIVE DESCRIBING POTENTIAL COMPANY]” instructions out.  Templates lack sincerity. You don’t want the reader of your letter to think that you do as well.

7. Seeming Overly Arrogant

It’s okay to talk about your accomplishments, especially if they are specifically relevant to the position to which you are applying. Bragging, however, is entirely different and makes you look like a jerk. If you aren’t sure whether your letter seems confident or arrogant, ask someone you trust to read it before you send it.

8. Trying Too Hard to Be Funny

Inserting a joke to help break the ice or show some personality is okay. Just don’t overdo it. It’s important to remember, also, that text-based communication is a difficult medium for humor—something that requires vocal inflection, facial expressions, and body language to properly convey. If you are not absolutely sure that the humor is obvious, it is best to leave it out.

Note: Using emoticons to illustrate that you are smiling or laughing after a sentence is not a good idea.

9. Failing to Include Contact Information

Yes, your contact information is on your resume. It belongs in your cover letter as well. A simple sentence at the end of your cover letter thanking the recipient for his (or her) time and inviting him (or her) to get in touch with you and following that up with your preferred method of communication’s details is the best way to do this.

10. Not Asking for the Interview

Leaving the next action up to the person who reads your cover letter is a bad idea. It seems polite because we’re taught not to ask for things in polite society. This is not polite society. You are after something specific: an interview. It is okay to include “I’d really like the chance to talk more in person and would love to schedule an interview with you.” You might even include “I’ll follow up with a phone call in X days.” This shows initiative and sets you apart from the hordes of other letters they have received.

These are the biggest mistakes that cover letter writers can make. If you want that interview, make sure that your letter is free of all of them. Good luck!

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How helpful was this for your cover letter?

According to Monster.com, approximately 77% of recruiters perform an internet search on candidates prior to meeting them. That’s almost 4 out of 5 candidates!

And, according to a Jobvite survey conducted recently, “93% of recruiters tap LinkedIn to find qualified candidates…Facebook is used by 66% of…recruiters.”

Recruiters aren’t just looking for candidates on these sites–they are looking into them, trying to get a better sense for experience in the field, level of professionalism, communication style, reviews by former coworkers, and demeanor in conversation with friends in tweets, forums, or on LinkedIn.

These social media sites, as well as other information online about you, provide a window into your world for recruiters. Whether or not the view is what you’d like for them to see is another story. If you have negative links about you online, it’s definitely worth exploring your options to remove or suppress them so that future recruitment experiences aren’t impacted negatively as a result.

There are paid services available from resources like Reputation.com, where they can monitor and manage your online reputation for you.

There are also simple steps you can take to push those negative links past the first page of search results. This is a worthwhile step to take, as (according to Web In London) 75% of those who use search engines never actually click past page one of search results.

Use this blog post from Search Engine People to find information on over 50 social media profiles you can create on highly optimized sites. Creating a profile on sites like these very often will result in that profile ranking high in search engine results when your name is searched for. This will likely result in the suppression of negative content about you past at least the first page of search results.

The short of it is, watch your reputation online. There’s no longer a question of whether employers are searching for information about you online. They are–so don’t give them any reason not to hire you based on your online reputation.

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Do you have a good online reputation?