For Your Eyes Only
Where do I look?
To be honest, a job search is a full time job in the year 2015, so be prepared for using lot of hours and create or find from the beginning some tools that can help you on your journey.
The tools I suggest for you to use will be found on this site, but first let’s talk about “Where to look after the new job?”
Visit many types of media
Surveys show that we humans often choose to surf the same places and to use the same channels when we are using the Internet. At the same time, surveys also show that it is indeed best to use many different types of media, so keep this in mind.
Better to be 1 to 4, than 1 to 10.000
When you are looking for a job, it’s about not being 1 out of 4.000 or 1 from 10.000, it’s much better to be 1 of 4 or 1 out of 10. Often you may go after the most popular media, or the most well known head-hunters when announcing that you are looking for a job. Thinking of the small number of candidates is sometimes better in finding a new job relationship.
The more unknown head-hunters often don’t have the same huge database of candidates as the big branded names do have. Like the small media do not attract the same amount of candidates than the big ones.
Try to make your own follow up system, so you better can keep an eye on what positions that “go on to the next level,” and when is it time to contact someone again. In short words, follow up.
Sometimes also get back one time after: It’s not always a recruitment process that gets success. It may be finding the right candidate, or it can be the candidate doesn’t like that particular job. Surveys show that 11% leave the job again within 2 months, 9% after 4 months and 19% after 6 months. So because of those generally high figures, there is chance that they may need a candidate later on. Send a kindly note asking, “How did it go?” You may find that they need a new candidate. Then you can be perhaps be the lucky one.
This last advice only works if you are in the dialogue with the company’s HR department. If it’s a head-hunter company, it is not always that they get the case again. But even with this, it is a great idea to be in contact with your head-hunters at a maximum every 90 days, or every half-year, or when something is happening in your life that is important to inform the head hunter about, (like a new job, new phone number or something else), but it needs to be important.
Think about what information you give
It is the same about the information you give. Kindly note I only recommend you to tell the full truth, but when I’m talking about the information you give, then think about how the more information you give, the more the recruiter and the head hunter will have for selecting you. Be detailed and only give them relevant information. Think about this when you are building up your material.
Most HR people are trained (if they are trained at all in selection or recruitment) to select by reducing numbers, to take you away form the pile, so to speak!
You need to be thinking about this when you choose who is better to contact!
Even though I’m a HR person, I always recommend the candidates to go directly to the operations people first, if possible.
OK some will give your CV to HR, but then that’s how they deal with it, but you can be lucky if it is the operations person who presents you to HR and often this has a higher value in some places!
Think also that there is a difference if you are talking to the CEO, your new boss or HR in your cover letter. CEOs are mostly interested in if you can do the tasks and create success. Your boss also would normally have this as a main target, but your boss would also typically focus on your professionalism. If you are the brick he is missing in his team, (and HR; hopefully, will look at all of you talent), but the boss will also be very interested in your competencies and the results!
Remember to show what kind of task you have made and the results it gave!
It is difficult to write an application/cover letter and a CV today if you don’t know about the definition on talent.
This is the key word: Talent
Your amount of matching talent is compared to the job/task, so be thinking a bit about this also.
If you have the right amount of talent and fit the job you are applying for, then you would probably be asked to have an Interview.
In the interview the focus should be “the elements they don’t know,” to find out if you are fit for the job.
Kindly remember that even it looks like it, there are very few people who in reality are trained to do an interview and can call them professionally trained interviewers.
It is not often you will meet a real expert. If you do, I’m sure you will feel the difference, as the questions will be very sharp.
Often a trained interviewer will never give you any information about job in the beginning of the interview, but will wait until he/she has asked you the questions. And you will be sure they will not be afraid about going more deeply if something is not sounding right. Then after the interview, in the last part the interviewer will give you the information about the job. This is because if you get all the knowledge first, you will perhaps mirror this information and shape the contents in your answers so you’re matching. This is one of the reasons the experts in Interviews don’t talk about the company and the job first.
Next key words are competencies and results!
This is mostly because this is what the companies will use when you are employed. They are the two key elements in The Performance Management Process, so remember to define as minimum your competencies and what results you have delivered in your last jobs.
If you are “blank” on the competencies, you can go after a Jung Type Index analysis, and then you have much more knowlede about your competencies, skills and behaviour.
This is also an analysis that is valid and known in the Human Resource world, so HR would love it.
I suggest an CRM system
Finally I recommend you rent yourself a CRM system on the internet, where you can control all the dialogues, and set up “alarms in the system” for when you need to follow up on a process, or the contacts with whom you are working.
I recommend a system like Insightly.com as the future is all about who you know, and therefor it will be of super value for you to build up an archive with all the people you know.
The system can also help you with doing the follow up.
Naturally you need to have a strong CV, made in the language that is important for you regarding the countries where you want to look for a job.
Don’t make one in Chinese if you don’t understand Chinese.
Make it ready in the languages you speak.
Be sure you don’t have any kind of spelling mistakes in your CV. Let your friends read them, especially the friends who got an A in your language or get a professional to look at the CV.
Today you will lose a possibility if you have 2-3 spelling mistakes in a CV.
It simply needs to be the correct spelling.
Also be thinking about what kind of adverbs you use. Do they fit you as a person? And have you too few in your text or too many?
How often do you say “I did” if it was your team and I (you) who did it?
Don’t do too many “i did”, especially if your a leader!
Be ready with the material you may need
It can be a certificate from the police showing “a clean criminal record,” it can be “a health certificate” showing you’re healthy (some countries also ask after a HIV test – like China and Singapore), it can be a pdf of your passport and your examination papers, or a detailed reference list with all your old bosses, with contact email and phone numbers.
Place it all in a Dropbox, so you can also send it out as a link. In Linkedin this is a great to have, when you use the Inmail!
Then it’s also time to look at social media
“What do you look like” on social media?
I’m sorry to say, this is business and it is not a great idea to have a nude picture or a drinking picture on Facebook, showing you as the wasted person, so look at what is a proper view of you, and remove the rest.
Or close the access for people on the outside, with the more confidential things that you have. Facebook is often the worst place for candidates. Be assured that the recruiters will look at it, if possible. Remember also to have a solid profile on Linkedin and on Twitter.
And if you are from China, use also the Chinese media!
Some live in a free country, but not all countries are like this, so think about what you write about the Thai Royal family (if any bad things you can go to jail for 20-30 years), the Chinese government and system can also be risky to be negative about.
It needs to be following what you think is right, but also what is normal in the country. Again if you want to go to another country, read about the country and read about the company.
If possible read (Linkedin) about the people who work in the company and the boss if possible (on Linkedin you can set your profile so they don’t see that you looked at them).
This is so you know what to expect.
I have a friend who was first offered a job in Vietnam. He was very happy and called me and said, “I’ve got a job in Vietnam.” I asked, “What is the salary?” “I don’t know.” I told him the salary is very, very low in Vietnam, so he needs to think about this. He noted later that it was 11 times smaller as to what he received today and he would not even be able to pay for a trip home.
Another friend got a job in Saudia Arabia as HR director and they have a special law named Sharia, Islamic law.
The legal system of Saudi Arabia is based on Sharia, Islamic law derived from the Qu’ran and the Sunnah (the traditions) of the Islamic prophet, Muhammad.
My friend is a very western guy, and as you know, sometimes it is HR who is deciding what happens to people, for example if some is stealing.
For him it was an issue to report a person to the police because the law is very hard for people stealing.
So you need to do your homework and find out if you feel you are match the country where you are applying.
It take long time
And finally think about how this process can take from 2 hours to 2-3 years.
Be prepared to use some of your savings if you are stopping your job, or if in Denmark, make sure to plan this right. You can, for example, purchase some insurance that pays your bills if you don’t have a job, and you get more money if you are in a union than if not, but that’s a choice you make.
And don’t start with to go on vacation, you loose more of your marked value when you don’t have a job, so “step up” and look after a job same day.
Remember, be sure your material works
Have it checked by the experts, and pay for getting it made top class. The amount you pay is for getting it right first time.
It’s nor super to have send 1.000 CV out and then find out that the length is too long or that it’s not the message the head-hunters are looking for. In that case, you can send all the CVs out that you want, and you will not get your next job.
So pay for the professional help and get it right and be sure the length and the contents fit the job you are looking after.
Your marked value – salary
A tricky “problem” you want to have the right salary, but are there enough money on the budget to pay that?
I suggest you don’t start talking about it in the start.
The Headhunter will typical be interesting in tre thing:
Are you salary requirement and expectations to benefit within the idea the company have?
Can you do the job, can you get success in the job?
If you match the reuirement made for the person in the job.
Unfortunately the head hunter process is kind of controlled together with the hiring manager and the head hunter, what they have talked about is the right level. And it’s normal not to change.
The Head-hunter are typical paid a procentage of what your yearly salary will be, so you can think that the Head-hunter then are interested in the most expensive candidate, but it is my believe that it is more difficult to change this for the head-hunter, and she/he don’t want to get any problems, so normal they hold on in the salary level.
From time to time you can see they change it later in the process, but that is first when the head-hunters are getting interest in you. You see its like it “turn around” from we will pay the budget – and then to she/he is fantastic we need to get him, so lets “be creative about the salary”.
Normal HR keeps track and to the negiotian and they normal will try to hold the salary band defined in the company. So it is normal HR who say no, if some say no. But again have they been looking 1-2 year after this person, they maybe more flexible to “bye you in”.
The higher price, the bigger results
I’ve seen many reactions on “if a person is too expensive” you will get more attention, and one thing is sure they will only keep you shorter if you don’t show results. So sometimes its better to start in the company and show what you can do, if you have succes then they will see you.
Keep in mind that salary is not the most important element, but at the same time go after your marked value. You can find your marked value in diferents salary statistics. One of them is from Hays, click and look. (Hudson, Boyden, Korn and Ferry, Ambition, Robert Walters, Talent2, Frazer Jones, The Chapman Group all do salary statistics, so search google).
Kindly note, the Head-hunter are paid by the client and the Head-hunters fried is the Head-hunter, not you, even it sounds like this. But they are friendly people, and are often trained to be super sales profiles.
Get a Jung Type Index analyse, and have it in your file, so yo have a second document to send for the person who hold on in the recruitment.
Link to the website
Get help from the pro
Expert in building up your CV and an excellent Career Coach
Go after Executive Connexions career Coach, ask after Steve.
Link to company
Making the coverletter and the CV in English, get an expert to assist. You can do this by sending your Cover letter and CV to Linda Marshall, via Fiverr she will correct everything – 2000 words for 5 USD. If you want it in only 1 day 10 USD.
Get a dropbox where you can store your things. When you contact people you sometimes need to have a pdf version you can send as a link. Especially when contacting people via Linkedin. So create this.
Link to Dropbox
And yes – I don’t recommend you use Facebook, mostly because you in reality can control what is written about you.
Her you have an article I made about looking after job. Feel free to downloade it.
And her you have a book i showed for some month ago, also useful. With many 100 exampels on making a coverletter and a CV. Kindly look in the index first.
Often the headhunter do not open the application via Linkedin.
Analyses show that only 4 out of 100 is actually looked at!
So I recommend that you also use other media than Linkedin like Bulhornreach where the headhunter perhaps is more interested in you.