www.sharongraham.ca

49% of Canadian executive resumes have significant issues hampering readability.

As a leader and innovator in the Canadian resume writing industry, Graham Management Group (GMG) actively keeps a finger on the pulse of the market. In the largest research study of its kind, we evaluated 1000 randomly selected resumes that we received from senior executives, managers, and other $100k+ professionals. Almost half of the resumes we received had significant issues hampering readability.

These days, employers and recruiters have very little time to read resumes. They may become impatient and frustrated with resumes that are not concise and direct, and may not even make the effort to read them completely. Resumes must be crisper, tighter, and more compelling than ever.

Candidates who create a resume that is a “good and easy read” tend to produce better results in their search. In order to get your foot in the door, your resume must be read. It’s not how much you say, but what you say and how you deliver it. There are many ways to strategically make your resume readable:

• Don’t create paragraphs that are lengthier than five lines in total unless there is a significant reason for the extra content.
• Make it easy for the reader to get through your document by writing concisely, using active language rather than passive language.
• Forget using personal pronouns. Do not speak in the first person, using “I” or “me.” Rather, use direct language to present a more professional tone and create statements with impact.
• Emphasise your abilities with powerful language, but be careful to cater to your reader. Avoid using acronyms and buzzwords without context. Rather than trying to use complicated words, use terms and key phrases that he or she will easily understand and value.
• Focus on accomplishments rather than responsibilities and start each accomplishment with a past tense verb to show that you have already achieved it. Avoid repeating the same the same action verb too often, but ensure that your writing is consistent and parallel throughout.
• Eliminate exceptionally lengthy lists. If you must provide a long list of bullet points, limit each point to three lines or less. Include ample white space between bullet points. Arrange your accomplishments in order of importance, adding impact by ensuring that your final bullet ends with a bang.
• List your computer or technology skills in one place. You don’t want the reader to have to work hard in order to figure out your hardware, software, or networking knowledge.

When it comes to your resume, always cater to the needs of your target market, and include only the essential information. Write concisely. If the reader enjoys the read, you are much more likely to get a call.

DOWNLOAD THE FULL GMG REPORT HERE:  http://www.grahammanagement.com/ResumeResearch2010.xpg 

Graham Management Group

Research Study: How Does Your Resume Compare? 

Competitive Career Intelligence for Six-Figure Canadians 

info@GrahamManagement.com | www.GrahamManagement.com | 866.622.1464 

Thank you for reading my blog! Please email me if you spot any errors in this post.

To be considered seriously as a sales, marketing, or business development candidate, you must look the part. You need to capture your prospective employer’s interest, present your product, highlight its features, demonstrate how the employer will benefit, negotiate the agreement, and close your next job offer. If you fail in any of these steps, you are showing by example that you cannot do the job.

Your Value Proposition

If you are a seasoned business development professional, you already know that a value proposition is key to selling any product. This tactic can also be applied to your career transition. Think of yourself as a product. Potential employers are shopping around and looking at various candidates. You need to stand apart from this competition.

To present your own value proposition, you must persuasively advertise your precise features and benefits. The employers who are potentially purchasing you have very specific buying motivators. Address these buying motivators by introducing your supporting qualifications. To add value, bring to the table your supplementary offerings – unique talents, characteristics, and competencies that others may not be able to offer.

Your Sales Pitch

As a sales professional, you arm yourself with a hard-hitting “elevator speech” – your 30-second sales pitch. When you are selling yourself, you must strategically position your value and entice your target market. The story you tell must be a concise summary that addresses the top- and bottom-line results that you can produce for your next employer.

Above all else, you must emphasize your numbers. In the sales, marketing, and business development arena, you have many, many quantifiable achievements, results, measurements and other data that can you can feature in your sales pitch. Use them to your advantage.

Your Business Card

If you are a strong salesperson, then you know that every time you meet someone, there is a potential business or career development opportunity. Your business card is the essential networking tool. There are many scenarios where you encounter people who can help you in your career progression. Often, it is inappropriate to hand out resumes in bulk. You need a “calling card” that provides concise contact information so that you can make a great first impression and ensure that it is a lasting one.

Bring your business cards everywhere. You never know when you will run into someone who may be able to refer you to a potential opportunity. Be sure to include pertinent and current information. To present a professional image, brand your business card to match your resume, portfolio, and any other supporting documentation you use.

Your Brochure and Portfolio

Whether you are advertising, merchandising, or selling, you always require effective tools. Many professionals ignore this outstanding opportunity and serve up a typical “homemade” resume. What kind of impression will this make?

The way you present yourself to others says a lot about you. Show your superior skills by presenting a portfolio – a package of material – that is geared towards showcasing your value. Your marketing documents provide employers with an indication of the impeccable work you will be doing for them.

If you build the brand, they will come. Create a unique brand-identity with a “look and feel” that is reflective of who you are. Branding is all about value. Hone in on what makes you unique and use this to differentiate yourself.

There are many ways to attract, persuade, and convince your next employer to buy you. You could include a wide range of creative marketing communications such as targeted letters, a business case, a T-chart, and a resume addendum. Use bite-sized case studies to emphasize what you can do for the employer. By incorporating charts, tables, and other graphic representations of measurable successes, you can easily highlight your value.

Throughout your marketing material, incorporate your value proposition as your brand message. You can attract employers and create a memorable presentation with a strong, consistent message.

Your Marketing and Advertising

Effective professionals advertise in venues where they have a captive market. When you know to whom you are marketing, it’s easy to determine where to invest your time and energy. Employers are not posting good, senior-level sales, marketing, and business development jobs online, so don’t make yourself look like a junior telemarketer by applying to low-level jobs on the internet.

Employers typically hire people who have already made a mark for themselves as experts in generating revenue, increasing profitability, and growing market share – and they know how to find those people. If you are a sales and marketing professional and you are not on LinkedIn, you do not exist. When it comes to online networking, LinkedIn is the giant, but you can use many other social networking sites to raise your profile and gain further exposure.

When it comes to relationship building, it’s all about “who you know.” You need to take active steps to connect with decision-makers, executives, and other influential people. If you can do this well, recruiters and hiring managers will do everything they can to attract you into their organization.

Your Business Proposal

Obviously most spectacular sales professionals have superb cold calling and networking skills. However, any good business development person will know that you must develop a meaningful relationship so that you can then use your excellent closing skills.

An interview is like any business meeting where you are presenting a business proposal. This is the place where you must show off your superb presentation skills. A passionate and believable presentation will go a long way, but you also need to be able to handle objections like an expert.

Because there are so many highly qualified candidates in the market, you will be competing with others. Your goal is to make your prospective employer need you and want to invest in you. Be ready to hit the right notes with your audience by communicating a very clear but authentic point of view. You must impress, but you must also be real. If you develop rapport with the people you are meeting with, you will find it much easier to close the sale.

Many professionals are outstanding business developers, but have difficulty selling, marketing, and presenting themselves. There is no shame in employing an executive resume writer or career strategist to present yourself more effectively. These days, employers expect that the senior-level businesspeople they retain use experts to their benefit. This is because the most successful professionals understand the value of leveraging others to help them achieve their goals. Asking for support and entrusting others when they need help it is a primary reason that they succeed when others do not.

As a sales, marketing, or business development professional, your career transition is the ultimate opportunity for you to show, by example, all the strengths that you bring to the table. If you do an exemplary job of marketing and selling yourself, you will find that employers will be competing for the opportunity to nab you. Wouldn’t it be great to be presented with many offers so that you can choose the best one and happily sign on the dotted line?

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I’m so thrilled with the response I’ve received about this new program. I would like to thank everyone who has registered already, and many more of my colleagues for sending their “well wishes.” 

The EARLY BIRD RATE ends tomorrow and there still are a few spots left. I’m ready to share my secrets for success, are you ready to create a profitable business? You can learn all about this special event for Canadian Career Practitioners here:  BUILD A PROFITABLE CAREER BUSINESS

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During this recession, 50% of practitioners are making more money than the previous year. – Resume Writers Recession Survey 2009

Special Event for CANADIAN CAREER PRACTITIONERS  

Doesn’t it make you wonder how some career professionals are so busy with their practice that they can “pick and choose” clients?

Through the last ten years, I’ve met many independent practitioners across Canada. Some are successful, some are struggling, and these days, most are frustrated with their lack of income and apprehensive about their future.

Over the years, I’ve helped hundreds of practitioners increase their profits in tough times and in good times. Often, I’m asked how I was able to build TWO successful Canadian career businesses that are actually growing and thriving during this economic downturn.

I’m now ready to share my secrets and I’m excited to introduce a new program BUILD A PROFITABLE CAREER BUSINESS. This is a 4-week fully interactive teleclass, networking, and mentoring program for independent professionals. In this one-of-a-kind program, you’ll learn how to

• Attract REAL clients
• Close YOUR sales
• Make MORE money

If you are an entrepreneurial career counsellor, employment consultant, resume writer, or career coach and you want to build your profitability, then you will not want to miss this opportunity.

Register right away and take advantage of the EARLY BIRD special. New and existing members of Career Professionals of Canada pay HALF PRICE and get a 3-month extension on their annual membership.

Learn all about the program here:

 BUILD A PROFITABLE CAREER BUSINESS

…with Sharon Graham, Canada’s Career Strategist

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25% of six-figure job seekers are not addressing their shortcomings effectively 

Based on two North American studies, it is clear that many executives are still opting to follow templates rather than creating a distinctive, strategic resume. Historically, professionals have been told to list their career history in a chronological format, presenting their career progression in reverse sequential order. Functional resumes, on the other hand, have been used to disguise career issues by categorizing the career history under competency headings. There are other strategic options. Executives rarely choose to implement those. 

Graham Management Group Resume Research Study  

As a leader and innovator in the Canadian resume writing industry, Graham Management Group (GMG) actively keeps a finger on the pulse of the market. In the largest research study of its kind, we evaluated 1000 randomly selected resumes that we received in 2009. These resumes were sent to us from senior executives, managers, and other six-figure professionals across Canada. The survey found that 25% of resumes were structured in a format that did not position the candidate most effectively. 

Practitioners often debate which format to use: chronological or functional. However, typically, many completely ignore a third option – a strategic combination resume format that may be a hybrid of the two. 

Accountemps National Survey 

There is a strong argument for applying a reverse chronological strategy whenever possible. A survey recently conducted by an independent research firm on behalf of Accountemps suggests that hiring managers veer away from functional resumes. 150 senior executives from 1000 of the largest North American companies were asked if they prefer a chronological resume versus one organized by job functions and skills. 75% of the respondents interviewed said they prefer the chronological format. Only 17% indicated that they prefer functional and 8% had no preference. 

Hiring managers dislike functional resumes because the skills and relevant accomplishments are separated from the employment history. This makes the resume difficult to follow, as the reader cannot connect the candidate’s accomplishments with the position they held at the time. 

Career Professionals of Canada’s Recommendation  

Career Professionals of Canada, the national Canadian association administering the Certified Resume Strategist Credential, suggests that “while it is true that recruiters prefer the reverse chronological resume, there are occasions that call for other formats. Whenever possible, give preference to the reverse chronological format to keep the individual‘s responsibilities and accomplishments under the respective job titles. If you must, use a hybrid combination of functional and reverse chronological that will strategically minimize your client’s obstacles while meeting the employer’s needs.” 

Based on the research, it may be best to avoid the functional or skill-based format. Since most recruiters prefer resumes to be formatted in a reverse chronological format, unless there is a major career barrier to address, there is no reason to veer from this strategy. 

In many circumstances, a hybrid combination of functional and reverse chronological will strategically minimize obstacles and meet the prospective employer’s needs. If the candidate is attempting to transition into a new industry or role, or is addressing a major career lapse such as a lengthy sabbatical or career gap, then such a strategic option should be considered. Whichever format you choose, ensure that you mitigate all career barriers and present a compelling and readable story to draw in the hiring manager. 

DOWNLOAD THE FULL GMG REPORT HERE:  http://www.grahammanagement.com/ResumeResearch2010.xpg 

Graham Management Group

Research Study: How Does Your Resume Compare? 

Competitive Career Intelligence for Six-Figure Canadians 

info@GrahamManagement.com | www.GrahamManagement.com | 866.622.1464 

Thank you for reading my blog! Please email me if you spot any errors in this post. 

66.0% of senior-level professionals are uncomfortable with cold calling and networking.

Graham Management Group’s recent survey, OUTLOOK 2010: Competitive Career Intelligence for Six-Figure Canadians, found that 69.4% of senior-level professionals feel that they do not have adequate connections or exposure within their industry. Adding to the concern, a full two-thirds of those surveyed expressed that they are uncomfortable with cold calling and networking to create career opportunities.

If you’re in a job search now, you’re probably painstakingly applying to postings that are advertised in the open market. Consider the hours and hours you spend each day trying to find good jobs on the internet and in the papers. You customize your resume and cover letter and then e-mail your package off to recruiters – only to hear nothing back from anyone. Then, not to be stymied by the lack of response, I’ll bet that you utilize the very same strategy the next morning, and the next, only to net the very same results. Soon all you can unearth are the same old positions on the internet. What a frustrating process this must be! What if you knew how to break out of this cycle and could start to receive positive reinforcement right away?

There is a much more effective way to create opportunities. The most successful six-figure job seekers know that targeted networking is their competitive advantage. Contrary to popular opinion, they know that this kind of networking doesn’t require any more effort than they are already spending.

Most positions at the $100k+ salary range are not advertised. This is what we call the “hidden job market.” One way to tap into these hidden opportunities is to approach your current network. But aren’t you tired of well intentioned practitioners telling job seekers that networking is connecting with existing friends, neighbours, and colleagues? This is a very narrow approach to networking. If anyone in your immediate network knew about a good job, wouldn’t they have already told you about it?

Keeping your immediate network informed is a good strategy, but there is a better way to tackle the hidden job market – and it’s quite different from the traditional advice you’ve received. It also produces far better results, far more quickly.

If you really want to accelerate your job search, you must go outside your comfort zone. Target leaders and experts in your industry. If you form solid relationships with people who are “in the know” and who know the right people, you will exponentially expand your network.

If you make an effort to research and approach influential people, you are likely to learn more and gain more in your job search. More significantly, people who are connected can put in a good word for you. These types of referrals are much more meaningful, because hiring decision makers will greatly value the input of industry “heavy-hitters.”

Once you have researched the cream of the crop, pick up the phone. Start to make in-roads with them. Remember that true networking is “give and take” and you must focus on the “give” part. If you approach your new contacts with a “take” attitude, you might never get a chance to develop a strong sharing relationship. Learn what each new contact might need from you and make every effort to supply that. If you truly come from a position of generosity and helpfulness, your relationship will blossom into a friendship.

There are many ways to increase your exposure with powerful people. If you want to get closer to them, you can start by responding directly to articles, features, and blog posts that were written by them or about them. You’ll find that people are very grateful when someone takes the time to read and respond to them with good, useful information.

Another way to establish yourself and start targeted networking is to respond to influential people on industry forums and e-lists. Give them the best advice you have to resolve situations they are encountering. When you help people, they will naturally want to help you in return. Furthermore, you’ll develop your reputation as a leader in your area of expertise.

You can establish your presence in many ways. How about actively participating in your industry’s professional association? If you volunteer your talents, the association’s “inner circle” will gain a greater understanding and appreciation of your expertise.

As you develop your relationship, express your career objectives and value proposition clearly. You need to make it easy for your contacts to understand your value, and to introduce you to others in their network.

Don’t ever put yourself behind the eight ball again. Targeted networking is a lifelong process of developing relationships with the right people. It’s not a “quick fix,” but if you don’t start now, you might be in the very same position a year from now. There’s no time like the present. Once you start to see your new relationships blossom, you’ll wonder why you waited so long.

Learn the top three strategies to secure a $100k+ opportunity.

DOWNLOAD THE GMG COMPETITIVE INTELLIGENCE REPORT HERE:

http://www.grahammanagement.com/Outlook2010SurveyResults.xpg

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51% of candidates appear arrogant, according to hiring managers.

CareerBuilder recently surveyed more than 2,700 hiring managers to uncover mistakes that some candidates have made in job interviews. Employers interviewed found that 55% of candidates appeared disinterested, 51% appeared arrogant, and 34% did not provide answers that were specific enough.

If you want to gain credibility in your next job interview, it is in your best interest to avoid the following mistakes often made by candidates.

Don’t trivialize your interview or the interviewer

Appearing disinterested or arrogant can be a deal-breaker. To succeed in your next job interview, treat everyone with respect. It does not matter if the interviewer is younger, less experienced, or less knowledgeable than you. Treat that person with the utmost respect – regardless of status or age. Genuinely try to find areas that you have in common so that you can develop rapport.

Pay attention and you might just connect

CareerBuilder found that 46% of candidates answered a cell phone or texted during the interview. How can you possibly connect with the interviewer if you are not fully present? Most interviews start with a preamble by the interviewer about the company. That information will help you answer many questions. In fact, any statement the interviewer makes about the job or corporation can be used to your advantage. Communication is a two-way street. If you are talking too much or not paying attention, you will probably miss important cues and information. Follow the lead of the interviewer and stay on topic. If you dominate the conversation, you will probably miss important information about the job. By listening carefully and providing meaningful answers, you’ll be able to engage in a mutually helpful discussion.

Speak clearly and build rapport with your use of language

Use contractions instead of language that is too formal so that you don’t appear stiff, demanding, or over-practiced. Instead of “I did not create the program, but I did run it.” Say, “I didn’t create the program, but I ran it.” One technique to establishing a rapport with the interviewer is by matching their conversational pace. Be sensitive to the style of the interviewer. If the interviewer speaks slowly, slow down the pace of your answers. Alternatively, if the interviewer speaks quickly, match your speed to theirs. Of course, you must always make sure that you provide your answers clearly and confidently.

Make sure that you understand the question before answering

More than one third of the employers in CareerBuilder’s survey indicated that they did not get specific enough answers. Questions can be tricky, but if the context isn’t clear, you need to know more about a question before giving an answer. In such a situation, you could ask, “Is there a particular aspect of my background that would be most relevant to you?” This will enable the interviewer to help you find the appropriate focus and avoid discussing irrelevancies. Whatever direction your answer ultimately takes, be sure that it has relevance to the business environment you are targeting. Reflect before answering a difficult question. If you are unsure about how to answer a question, you might reply with another question. For example, if the interviewer asks you what salary you expect, try answering by saying “That is a good question. What are you planning to pay your best candidate?” or ‘‘what is the salary range for similar jobs in your company?”

Don’t be uncomfortable if there is a pause in conversation

Sometimes during an interview, “White Air Space” may occur. This is a period of time when the interviewer is not asking a question and the room seems awkwardly silent. Although this situation may feel a little uncomfortable, do not rush to come up with the first words. Silence is Golden. Let the interviewer speak first. It may simply be that the interviewer needs a few moments to come up with their next question or review some details on your resume. Pay attention to details, but don’t tell them more than is necessary. By going on and on, you are much more likely to put your foot in your mouth.

Get the facts right

All the facts you have laid out in your resume, cover letter, and case studies must be stated consistently. Make sure that you know all the details and can discuss them without having to refer to your documents. During your interview, it is likely that questions will come up regarding what you did and when you did it. Study your timelines. Make sure to know the exact start and end dates of all the positions that you have held so that you can answer with clarity and confidence.

Avoid excessive face touching

Most seasoned interviewers know that individuals who consistently touch their face while answering questions may be lying. If you look from side to side or blink often, you just might appear too shifty to believe. Instead, maintain eye contact, but don’t stare down the interviewer. Maintaining eye contact with your interviewer shows your self-confidence. Show him or her that you want the job with your interest and attention.

Ask the right questions and answer the unasked ones

CareerBuilder found that more than one third of candidates did not ask good questions. It is crucial that you create rapport with your interviewer. To do this, you must be prepared to ask questions that will help you understand the position and organization better. It is in your best interest to communicate pertinent information. By asking questions and responding accordingly, you’ll be able to provide your prospective employer with insight about your value. Ask about the job objectives and challenges and discuss how you resolved similar concerns in the past. As you near the end of the interview, if something was still left unsaid, tell the interviewer that you have additional details to share. Taking initiative will strengthen your position as a viable candidate.

Interviewing can be nerve-wracking in the best of situations, but if you do your research, prepare yourself well, and practice, you will have a much better chance of success. No matter what happens during the interview, keep positive, answer truthfully, and ask questions when you need to learn more. You’ll find that you’ll connect with the employers and create a meaningful and effective two-way-conversation instead of an interrogation.

Learn about how you can handle inappropriate interview questions: http://www.grahammanagement.com/Things_GMGArticles_HandlingInappropriateQuestions.xpg

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45% of Canadian six-figure professionals don’t have clear short- or long-term career goals.

We know that the economy has caused turmoil for many professionals in the $100k+ salary bracket. Yet, the results of Graham Management Group’s recent survey, OUTLOOK 2010: Competitive Career Intelligence for Six-Figure Canadians, seem to suggest that people are not adjusting their career plans accordingly. About one third of our survey participants cited the economic environment as a primary barrier to their career development. Despite this, almost half of the respondents (45.1%) did not feel clear about their short-term and long-term career direction and goals.

 Don’t live in the past – focus on your future

If you want to survive and find jobs in this new economy, you cannot afford to live in the past. If you stick to applying at companies and in industries that are in decline just because they were your focus in the past, you are overlooking many new opportunities.

Many of our survey comments suggested that “future-thinking” individuals succeed more quickly in finding and closing opportunities in our new economy. Invest your energy in studying the markets and movements in your industry. Then, shift your overall career strategy towards meeting these future trends.

Raise your expectations and your worth

We found that in this economy, some people resorted to the strategy of targeting less senior positions. A few said that they would handle the challenge by “watering down” or “dumbing down” their resume. Going backwards and applying to jobs for which you are overqualified will not help you in your search. You need to raise your value rather than lowering your expectations.

Especially in this economy, employers want the best people – not the cheapest ones. If you need to turn around your organization, you want strong people at the helm. If you lowball your salary, you will find that people won’t respect the value you bring to the table.

If you are a six-figure professional, you must have done something right to get yourself in this tax bracket in the first place. If you are a successful professional, you are worth the compensation you request. So, don’t lower your salary expectations. When you indicate that you are accustomed to a certain salary and now you are willing to take less, you have created a new obstacle to overcome in the interview. Rather than making them think that you don’t deserve the money, tell them why you are worth every penny.

Don’t let fear of failure stop you

Some professionals that we surveyed candidly told us that “fear of failure” was an obstacle to their career development. Our new economy can be an exciting opportunity if you want it to be. To overcome fear of failure, reinvent yourself. Learn as much as you can so that you can create more value for employers and target more sustainable industry sectors. Start reinventing yourself today so that you can land that six-figure job tomorrow.

In a recession, employers need the very best people to dig them out of their problems. If you can show employers how you can turn them around and drive them towards future successes, they will want to retain you. Start thinking positively about your future, make bold career plans, and stick to your guns. You’ll find that many new short- and long-term opportunities will open up for you.

DOWNLOAD THE  COMPLETE OUTLOOK2010 REPORT HERE:

http://www.grahammanagement.com/Outlook2010SurveyResults.xpg

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83% of Canadian six-figure job seekers don’t know how to execute an effective search.

Graham Management Group’s recent survey, OUTLOOK 2010: Competitive Career Intelligence for Six-Figure Canadians, produced quite a startling discovery: 83% of our respondents indicated that they are not sure about how to execute a six-figure search.

Our survey found that professionals seem to be relying on some misconceptions. People are primarily spending their time posting their resumes on job boards and responding to online job postings, yielding few to no results.

Performing a six-figure search is quite different from searching for a lower salaried job. You may recall that when you applied for your very first job, a completed application form accompanied by a resume seemed to work well. In that situation, the resume was a key component to getting interviews. Now that you are applying for senior positions, the resume becomes a supporting document and your personal connections become much more important.

You’ll rarely find six-figure job openings posted on the internet. If they are posted, usually it’s only a matter of policy. Often, the hiring person already has a good idea of the candidate he wants to secure and is only following corporate procedure when posting the job. As you can see, it’s much better to be the person that the company already has in mind than one of many applying to the position online.

If you are serious about landing a six-figure job, looking incessantly on the internet for positions is not the best way to spend your time. It’s impossible to develop relationships and get exposure if you don’t connect with people. And, it’s nonsensical to assume that you will get a six-figure job without speaking with anyone.

Technology makes it easy to hide behind your computer. You need to stop pumping out resumes and start approaching people directly. If you shift your emphasis from applying to job postings, posting on job boards, and broadcasting your resume indiscriminately, you’ll find that opportunities will open up significantly.

When it comes to obtaining six-figure positions, it’s all about who you know. If you don’t start making relationships with “movers and shakers” within your industry, you can be assured that your six-figure career will stagnate.

The survey identified the top three things that you need to do to raise your chances of getting a good six-figure job:

• Develop a strong reputation within your targeted industry, tell colleagues and contacts that you are searching, and contact company decision-makers directly.
• Change your online strategy to include LinkedIn. By posting your profile and actively using LinkedIn you can start to make connections with the right people.
• Start establishing relationships with people who influence what happens in your industry. Contact company leaders at the top of the organizations you are targeting.

 If you are having trouble attracting good six-figure opportunities, you are not alone. Most of the professionals that we surveyed specifically said that they have few relationships and little exposure. Many expressed an overall discomfort with creating career opportunities by cold calling, networking, and uncovering unadvertised positions in the hidden market.

Rise above your peers and challenge yourself today. Step out from behind your computer and you’ll find your next six-figure career.

DOWNLOAD THE  COMPETITIVE INTELLIGENCE REPORT HERE:

http://www.grahammanagement.com/Outlook2010SurveyResults.xpg

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70% of US recruiters have rejected candidates based on their online reputation.

If you care about what prospective employers think, say, and do when they learn about you, then your online reputation matters. Just as a good online reputation can persuade employers to hire you, a bad one can cause them to disqualify you.

Your presence on the internet plays a key role in the perception that people have of you. When it comes to your brand identity, prospective employers, recruiters, even your own colleagues and clients will make assumptions based on what they find out about you. A poor online reputation can cause many problems. It can disqualify you from a job offer. It can cause you to lose income or sales. In some cases, it can even cause an employer to terminate you.

Don’t take my word for it. In January 2010, Cross-Tab released the results of a research study commissioned by Microsoft. The study examines the role that an individual’s online reputation plays in their professional and personal life. Much of the research focuses specifically on job search.

According to the study, online reputation plays a significant factor in hiring decisions. 70% of US recruiters say that they have rejected candidates based on information they found on the internet.

These days, recruiters and human resources professionals are extremely internet savvy. Cross-Tab’s study found that, in most cases, they are very likely to review your background online. To decide if they will call you in for an interview, they will first learn as much about you as they can. Moreover, in many companies, recruiters and HR professionals are required to make online screening a part of the recruitment and hiring process.

Managing your online reputation is crucial – unless you just don’t care what people think, say, and do about you. Whether you are a job seeker or if you are currently working, you need to manage your online reputation. Just as poor marketing and bad press affect businesses negatively, if you have a weak or negative online reputation you will experience unwelcome consequences.

Reputation management is a big business for a reason. Information on the Internet remains there for a very long time. In many cases, it is archived and not easily deleted. Your pictures, profiles, resumes, social network pages, videos, blogs, and anything else about you can be viewed and shared by others. Especially when there is something compelling about you, people will forward online links and documents to inform others about you.

The good news is that 85% of those surveyed said that a positive online reputation also influences their hiring decisions. You can create positive results by managing your online brand identity. Take some time today to upgrade your online reputation to make your best impression on prospective employers, recruiters, colleagues, and clients. You won’t regret it.

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