Most successful professionals have worked very hard to make it into the $100k+ Club. Now that they have made it, it should be easy for them to stay there. So, why are so many asking for and accepting less than they are worth?

I think that the answer is simple. The incessant talk of the recession, combined with technology overload and the online networking bandwagon have sucked the life out of them.

If you are a six-figure professional, you must have done something right to get yourself in this prestigious tax bracket. Isn’t it time for you to stand up and believe in yourself again?

Here are four ideas to help you get things back in your control. Stop letting this fast-paced world intent on stressing and shocking your senses get away with it.

You can fix it

In a recession, employers are looking for the very best people. People who can fix their issues and turn their organization around. You built your career on creating bottom-line results for companies. Therefore, in a recession you are very much in demand. Start thinking positively and know that you offer value that can bring a floundering organization into a new future. You should let people know that if their organization is struggling, you can fix it.

You are worth it

If you are a successful professional, you are worth the compensation you request. So, don’t lowball your salary expectations. When you indicate that you are accustomed to a certain salary and now you are willing to take less, you are giving your next employer serious concern. The first thing that pops into that person’s head is “what’s wrong with this person?” Now, you have created something to explain and a new obstacle to overcome in the interview. Instead, tell them why you are worth it.

You can ask for it

Technology makes it easy for professionals to hide behind their computer. Looking incessantly on the internet for positions is a waste of time. Mass distribution of resumes is a waste of money. Juggling laptop, desktop, cellphone, and Blackberry can make anyone go nuts. They say that less than 10% of available $100k+ jobs are on the Internet. So, wouldn’t it make sense to stop pumping out resumes and start approaching people directly? Start connecting with the right people and you’ll find that you are getting real leverage out of your career transition. If you want an opportunity to help a company succeed, ask for it.

You can make it

Everyone wants to be an expert. Online technology has ramped up so very quickly and the Internet “gurus” tell us we must be everywhere: Blogging, Facebook, MySpace, Twitter, Google Plus, Naymz, Ecademy, FastPitch, Plaxo and much, much more. Stop playing games and start using the Internet to raise your profile. Create an online strategy that uses some of these resources and leverages others without wasting all your time. You do not need to do everything. Just implement what works for you. A manageable start would be to implement LinkedIn and a VisualCV. Creating a strong VisualCV takes a one-time effort. Then, all you need to do is update it when something significant happens. Posting your profile on LinkedIn is easy. Once that is done, you can really take advantage of LinkedIn and start to make meaningful connections with the right people who are in a position to meet with you and discuss six-figure opportunities before they are widely disseminated. If you stop spinning your wheels, you can make it.

I would love to help you stop the madness and get a handle on your six-figure job search. This recession is a great opportunity for you to refine your career transition. Gain focus by harnessing technology. Get opportunities by showing others how you can help them (and their organization) to regain their footing. If you need help, connect with me here: www.GrahamManagement.com

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Stop the madness – Get a handle on your six-figure search

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I recently read a fascinating article that featured true examples of the worst-of-the-worst business letters. Perhaps you have received some of those over the years. Big offenders included letters addressed to the wrong company, recipient names that were spelled incorrectly, erroneous use of a salutation – addressed to ‘sir’ when the contact was a woman – and so forth. It’s enough to make a person cringe.

When it comes to business correspondence related to career transition, such carelessness might cause a submission to be deleted from the inbox or dropped into the nearest wastebasket, yet many job seekers make such mistakes without realizing the negative impact of their actions.

So, what does this mean to you, the experienced professional in career transition?

There are many kinds of letters you can use to show your professionalism and proactively create career opportunities. Here are some examples of letters you might use during your career development and job search campaign:

Cover Letter: Approaching a company directly for a position that may or may not be posted.

Recruiter Letter: Submitting your resume to a recruitment firm for appropriate openings.

Networking Letter: Proactively requesting a meeting to solidify a business relationship.

Confirmation Letter: Confirming that the material sent was received.

Thank You Letter: Thanking a person for meeting with you.

Follow-Up Letter: Asking for next steps in the process.

If you are sending someone your resume, don’t think that a cover letter is not important. Your submission will naturally look weaker than another one where the time was taken to include a letter. Even those who may not read your cover letter carefully might notice your lack of commitment to the opportunity.

If you’re thinking about slapping together a letter using a template downloaded from the internet, you’ll easily turn off recruiters who regularly see common templates. Be diligent in your approach and craft letters that match the recipient’s values and the targeted role. Recognize that there is a big difference between a letter that is in response to a posted position and one that is enquiring about a chance to meet. Similarly, the tone to a recruiting company should be distinct from that directed to the hiring firm. By putting the effort into writing a custom letter, you’ll show that you are serious about your application.

Here are ten tips to consider when writing your next letter to ensure that it truly presents you – and your resume – in a positive way:

1. Address your letter properly. Create a professional, businesslike tone from the start. Make sure that you include the name and title of the person you are contacting. Include the full company name and address in your address block. If you are referring to a specific position or posting, include that information in a separate subject line.
2. Open with a compelling message that addresses the perspective of the reader as an external recruiter, the hiring manager, the company representative, or your networking contact. For example, if your letter is addressed to the employer, you’ll want to say that you want to work for them. Alternatively, if you are speaking to an external recruiter, say that you want to work for their client.
3. Mention the name of any significant, mutual connection – someone consequential who endorsed or referred you. This helps the reader make an important association and may compel them to call you.
4. Make it clear up front that you have the key experience required for the position you are targeting. Address the company’s needs and only discuss your competencies and expertise that relate to those needs.
5. Be specific in your writing. Provide examples of successes in concise, one- or two-line bullet points. Make sure your selections truly fit the objectives of the position. While you may be proud of a particular coup, if it does not support your candidacy for the role, fight the urge to include it in the letter.
6. If you are writing about a specific job opportunity, consider using a T-chart to compare what the posting asks and what you bring to the table. This strategy will compel you to include only the most pertinent details.
7. Reflect on what you know about the company, its reputation, values, culture, and/or objectives. Discuss how your own career brand and goals are similar to theirs. Your value proposition should be the thread that ties your letter to their organization.
8. Make it clear that you want to make a difference for them – even if they don’t have a position at this time. By addressing the future needs of an organization and the type of support they can expect from you, even a ‘cold contact’ letter becomes ‘warmer.’
9. Ensure that you wrap up by asking for the next step in the process. Reinforce your request for an interview or short meeting.
10. Make the final call to action yours. Let the reader know you appreciate how busy they are by offering to connect with them in the near future to see if they have questions or would like to meet.

After sending every letter, be sure to follow up when you say you will. This action is very important for a number of reasons. First, you are demonstrating that you respect the importance of the reader’s time. Second, you are giving evidence that you are someone who follows through – even on small intentions. Third, you are taking a step that makes it clear you really want that particular opportunity and are not simply shipping out many resumes in the ‘shotgun’ style. Finally, you are making a legitimate connection that will help your name be remembered in a highly favourable way.

For more detailed information on some of the letter types featured here, I encourage you to visit Graham Management Group. There, you will find such articles as “Developing a Great Cover Letter” and “Writing an Effective Thank-You Letter.” I also welcome your questions on challenges you may be facing for unique situations. Be sure to email me anytime.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Cover Letters, Networking Letters, Job Search Letters…Lots of Letters

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Sporting a moniker of Canada’s Career Strategist, you have to know that I take my responsibility seriously. So, I thrive on developing meaningful relationships with like-minded professionals — the kind of professionals who understand the value of sharing their expertise. These are the people I follow.

Lately, I have been following my tweeps and monitoring them more closely. I have made a personal revelation, which I would like to share.

It is clear that many followers, including myself, don’t appreciate threads that go on about someone’s daily activity. Around the globe, twitter-lovers and twitter-haters alike have thought at least once, “Why would I care if you are making supper now?” or “Who cares if you are taking a break?”

Personally, I have now started to find some of the more insidious Tweets (and Tweeters) invasive and even offensive. In short, I am growing a major aversion to seeing posts like these:

• Busy running around as usual.
• Glad it’s Friday!
• Busy looking for a job.
• Currently working on a client resume.
• It’s raining outside so I’m working.
• Just wrote another resume.
• Coached an executive client.
• Looking for business.
• Connected with an industry expert.
• Finished up a client call.

Sometimes, I wonder if the person tweeting has some sort of Napoleon complex. Do they really think that it’s all about them? Do they get that others don’t care about what they are doing right now? Are they THAT self-absorbed?

People who insist on sharing every mundane detail of their lives are virtually assured that busy professionals will not follow them. Even if these individuals are giving their followers important information from time to time, all the extra lines of fluff are taking away from their message.

Meaningful twitterers can offer a wealth of information. They can become seen as subject matter experts. People want to read every single tweet.

Everyone loves to read a tweet that is meant to help us, deepen a relationship, empower someone, support a colleague, or lift our spirits.

If you want to achieve tweetsperity, tweet with a generous, sharing heart. Give much more than you want to receive. If you genuinely care about your followers and their needs, you’ll find that you’ll grow your contact base, gain friendships, achieve your career goals, and attain immeasurable rewards.

CLICK HERE to learn more about your career development.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Use Twitter Effectively to Build Your Career

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If you’re involved in a career transition, I’m sure you’ve heard the latest hype about QR codes. Some evangelists swear that they are the “next big thing” in job search strategy. Others believe that this is just another fad that will completely disappear into the fog of technology past.

As an innovative professional, you’re likely curious about all the buzz. If using a QR Code can be beneficial to a job search, you don’t want to be left out of the loop.

I don’t proclaim to be an expert on the subject, but while researching how these codes are currently being used, I’ve learned of many pros and cons to using this new technology for career development. I’ve noticed that vendors and providers who want to sell services related to developing and tracking QR codes promote them aggressively. However, critics believe that the codes are “gimmicky” and don’t work in real life scenarios. As you’ll see, I’ve developed some strong opinions of my own.

Here’s what you need to know about QR codes before making your own decision.

What is a QR Code?

Quick Response codes, “QR codes” for short, originated in Japan, where organizations have been using them for a number of years. These days, businesses around the world use QR codes to advertise, market, and promote their companies, services, and products.

These little, square codes are similar to traditional barcodes you find on price tags in stores. However, they are quickly gaining in popularity because they can hold far more information such as website links, phone numbers, email addresses, and other text.

The code is actually a picture with embedded information. When someone scans the picture using a mobile application (QR Code Reader) or another scanning device, the details within the picture open up.

Why would a person use a QR Code?

Just as companies use QR codes to promote their organizations, individuals can use QR codes to promote themselves.

QR codes are primarily used on smart phones. Mobile apps allow recruiters and employers to familiarize themselves with candidates using devices such as Blackberrys, iPhones, android phones, and iPads.

Pioneering job seekers, consultants, and other entrepreneurs are starting to use QR codes in resumes, business cards, and other documents in their marketing portfolio. The primary purpose of the code is to provide detailed information to networking contacts, recruiters, and employers. However, more advanced individuals can also track the usage of the code.

You can easily create your own QR code to provide any information you choose to give to others:

• A QR code can be built to open up a V-Card that includes your contact information, credentials, LinkedIn address, Twitter handle, Skype name, blog, and/or website, making it easy for your connections to add you to their contact list on their on cell phone.
• You can create a QR code that has text only. A creative text code might offer a short resume profile, a list of projects, employers, clients, or achievements.
• Most commonly, you can build a QR code that opens up a link to one webpage that is optimized to be viewed on a mobile phone. For example, you could direct a person to your LinkedIn profile, Facebook page, blog, website, or YouTube video.

If you decide to use a QR code, you might want to place it on the back of your business card or at the top of your resume so it can be easily scanned by mobile phone users. The most important thing is to ensure that the code leads to a mobile-friendly page or vCard.

Who should use a QR Code?

Clearly, in terms of career development or job search, QR codes are in the very early stages of development.

Certain professionals might want to use QR codes to show that they are on the leading edge of technology. By incorporating a code into their self-marketing material, they can advance their career by providing others with a concise link to information they want to share. By disseminating a QR code, they are also demonstrating their proficiency in the technology.

Good candidates for QR Codes:

• Job seekers specializing in advertising, marketing, communications, and business development could add a code to their business card and portfolio cover to show off their understanding of the technology and to advance their career.
• Professionals in technology-related roles might want to put a code on their resume to show that they are progressive and that they keep up with advancements in technology.
• Management consultants might use various QR codes in brochures, magazine ads, and proposals to advertise, deploy promotions, and expand their business.

Some progressive employers such as marketing firms, advertising agencies, and software technology firms are likely to find a candidate who has an understanding of the technology appealing. If you are targeting organizations that use such codes in their business, it may be advantageous to add a QR code to your resume.

Putting a QR code in an email would be overkill. Remember, QR codes are mostly for mobile communications hardware. There is little reason for anyone to scan a code in an email when they can simply click on a link.

Can anyone generate a code?

Yes. If you feel that a QR code will be beneficial on your resume, narrative biography, or business card, you can easily create one.

A quick Google search will uncover many internet applications that can help you generate your own QR code. Some even have the capability to track people scanning your QR code:

http://www.qurify.com/en/

A free, easy to use text or link QR code generator.

http://goqr.me/

A free QR code generator with multiple tabs for different types of codes.

http://www.qrstuff.com/

A free colour QR code generator with a variety of options, including LinkedIn and vCard.

http://vizibility.com/

If you are serious about generating a QR code to create a mobile-friendly page and manage your job search, check out this up-and-coming service. Vizibility has a free, easy-to-use interface to help you present details about your background in a mini-online marketing visual. You can rank and manage Google search results for your name so that you can show the most important and appropriate ones to people who scan your QR code. Advanced features will allow you to track people who have used the code.

What are the cons of using a QR code?

At this point, there is a lot of controversy about the use of QR codes for job search. Some people believe that QR codes are a waste of time and that candidates could use their time and energy in many other ways.

Using a QR code might help you in your job search but, if it does, the current value is miniscule:

• According to Sean X Cummings, the general public seems largely oblivious to their use. An informal street survey of 300 people determined that only 11% of people even knew what a QR code was – let alone how to use it.
• Recruiters typically use Applicant Tracking Systems (resume scanning software) to sort and select resumes based on the text in the documents themselves. I don’t know of any such software that is able to recognize QR codes.
• Today, most recruiters don’t use QR codes to research candidates. They do their formal research and background checks on a laptop or desktop computer. Therefore, recruiters are likely to ignore a QR code unless it is pertinent to the job being targeted.
• QR codes are mobile friendly – and that’s all. QR codes are not valuable beyond being simple links in a picture that your contact can scan if they have the right application loaded. For most people, receiving a link to a website is just as good as a scannable picture.

My conclusions?

I’m open – but guarded – about the possibilities of using QR codes.

All of your self-marketing documents should be designed to meet the needs of the recipient. At this point, few recruiters know about or use QR codes at all. Clearly, some traditional approaches work very well. There is no reason to spend a lot of time and energy on something that is not proven. If recruiters want things a certain way, then why rock the boat?

In most cases, there seems to be little reason to use a code. Nevertheless, there are scenarios where I would include a QR code in a client’s business card, resume, or other marketing material – all are directly related to the requirements of the targeted position, organization, and industry.

Admittedly, the use of QR Codes for job search is still in its infancy; however, I would include them for some progressive professionals. If nothing else, the QR code might show that they are ahead of their time, stimulate an enquiry from a recruiter, or start a conversation on the topic.

In the future, as technology progresses, there may be more compelling reasons for using QR codes. Wouldn’t it be wonderful if someone actually scanned your QR code? Is the idea far-fetched or promising? What are your thoughts on this subject?

Post from: Canada's Career Strategist: www.SharonGraham.ca

QR Codes in Job Search: Really?

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An effective executive resume advertises your value and influences decision makers. If you want employers to understand your value, your executive 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 executive resume readable:

1. Identify your target position and deliver your value proposition clearly at the beginning of your resume to drive the reader to find out more about what you offer.
2. Do not speak in the first person, using “I” or “me”. Rather, create statements with impact and use direct language to present a more upscale and professional tone.
3. Emphasise your leadership talents with powerful language, but be careful to cater to your reader. Rather than trying to use complicated words, use terms that he or she will “get”.
4. Think about your executive resume as a professional synopsis. Make it easy for the reader to get through your document by writing concisely using active language rather than passive language.
5. Use appropriate keywords and key phrases that fit your target position and address the objectives of the potential employer.
6. Focus on transferable accomplishments rather than responsibilities;  start each accomplishment with a past tense verb to show exactly how you achieved it.
7. If you must provide a long list of bullet points, arrange your accomplishments in order of importance, adding impact by ensuring that your final bullet ends with a bang.

By following these points you’ll ensure that your executive resume is read.

Read more articles on executive resume writing.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

7 Ways to Make Your Executive Resume Readable

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Are you like me? I’m frequently asked to provide references for colleagues, and I am always happy to do so – especially when I can say something meaningful about how they have enriched my life, career, or business.

Perhaps you also share some of my biggest frustrations. Often, I have to decline the request to be a referee because I don’t know the person well enough. When I do endorse someone I know wholeheartedly, I seldom learn the outcome of my support.

DEFINITION

ref·e·ree n. A person who gives you a reference. For example, someone who knows you and who is willing to describe and, ideally, praise you when you are applying for a job.

When you treat your referees well, they are your best representatives. When you want to ask someone to speak or write on your behalf, consider what you have done to nurture the relationship. To be effective, you can’t just ask for references on the spur of the moment. It takes time to cultivate a deep, mutually respectful relationship between professionals.

Here are some strategies to keep in mind for gathering – and keeping – your referees.

WHO TO ASK

Many people in your network might be pleased to speak to potential employers on your behalf, but you need to be careful about whom to select. Your referee holds the power to make or break an opportunity for you. One questionable reference can eliminate you from the running.

Approach only those you believe will be the most articulate, and supportive of your skills and accomplishments. Consider superiors, clients, team members, colleagues, and direct reports from your working world.

Don’t be afraid to expand your support group of respected professionals to include those who you believe can write a letter extolling your virtues. Reference letters can be included in your presentation portfolio when you meet with employers.

Don’t assume that your previous employer will provide a positive, in-depth reference on your behalf. In the past, employers may have automatically provided recruiters with subjective responses to a list of questions. These days, many companies are sensitive to human rights issues. To avoid any ethical or legal concerns, they typically will only provide your basic record of employment – dates and job titles. So, it is crucial that you maintain strong connections with colleagues from your past in order to provide their names to recruiters.

Select high-quality business referees who can provide a strong cross-section of information to the reference checker. You want people who can provide tangible examples of the work you have done and the results you produced. Choose people who can give a sincere, considerate, and favourable character reference.

WHEN TO ASK

Prepare your referees well in advance by building a reciprocal “give and take” relationship. During the course of your career, think about them often. Consider how you can help your referees rather than how they can help you.

The best way to build a strong foundation for future referrals is to give before you get:

• Take your referee out for a coffee and “on you” from time to time. This will give you a chance to chat about business and get to know each other better.
• If you read an interesting business article or book that you believe your colleague will like, forward it along.
• If you find out about an award or accolade that your colleague received, give a congratulatory call, genuinely ask about the details of the achievement, and pass the wonderful news along.
• When you receive an unsolicited endorsement or referral, immediately thank your supporter.

HOW TO ASK

When you are ready to ask for a reference, be sincere. Let your contact know that you are asking them because they know you and your performance, and – most of all – that you respect them immensely.

Your support group of references will have different strengths. Some will be very effective articulating your value to potential employers in a phone call. Others might prefer to write something.

Some of your referees may want to offer their support, but may not be as refined as you would like them to be. In these cases, you might want to ask for LinkedIn recommendations, or for some brief quotes to use as testimonials in you career search documents.

Demonstrate your appreciation of their time. You can even offer to write a draft for them to edit – saving time while also ensuring the content you want is addressed.

Alert your referees when you believe they may be contacted. If the referee is not comfortable or has any reservations about providing a particular reference, thank them and find another referee.

Prepare your referees well for the call. Give them a copy of the job posting and some details about the role. Provide details or topics to help them answer in the best possible way. Discuss competencies that you feel are most required for the position. Remind them about past achievements and successful projects that you worked on together. If you have already had an interview, discuss points you would like your referee to emphasize. All the while, express your appreciation for their time.

HOW TO SHOW YOUR THANKS

When you have received the type of recognition and support that may make – or has made – a contribution to your career, it is crucial to demonstrate that you really appreciate everything your referees have done for you.

Follow up! The most frustrating thing for someone that has made the time and effort to provide a recommendation is never hearing how things went. Whether you get that dream role or not, be sure to get in touch as soon as possible. When you determine they will be a strong referee for you, then keep them in the loop. Let them know the value and results of their involvement.

Send an email right away, talking about what a help they were. Give them a specific example of how their support helped you. Then, create and mail (or hand deliver) a hand-written note for that personal touch. Once you know more, touch base again with an update.

There are many ways to thank your referees formally. Provide your colleague with a great LinkedIn recommendation, or offer to provide similar assistance for them at any time in the future. Offer other kinds of support such as referring your referee to other like-minded colleagues.

Always try to give more than you get; however, expensive gifts are absolutely NOT recommended. Think about how you would feel if you gave a sincere recommendation and then received something extravagant. Your colleague might feel that it is quite unethical to receive compensation for saying something that they would have said anyway.  Your message would somehow make them feel like they were “bought” rather than just being sincere about your strengths.

Great referees are created over time. When it comes to your overall career success, positive endorsements will take you a long way. Graham Management Group offers a number of additional articles that you may find valuable. Learn more about how you can create superior references.

If you have other ideas on this topic, please share them with me.

• How do you attract and nurture well-qualified referees?
• Have you tried other approaches that work particularly well?
• What is your opinion on how best to express your appreciation?

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Make the Most of your References

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Did you know that most successful $100k professionals have never had to do a six-figure job interview? Think about this for a moment, and you’ll quickly figure out why:  Successful people are usually promoted from within or sought out by their colleagues and competitors for their well-known expertise.

In this economic environment, many $100k+ professionals are now finding that they have to compete in their first-ever six-figure job interview. They don’t know what to expect or what they should be doing to sell their value effectively.

Interviewing for a job can be intimidating at any level, but if you are a $100k+ professional, you might be facing a six-figure job interview for the very first time.

You can easily gain confidence and prepare yourself just by reviewing your expansive career history and impressive track record. To tell some of your amazing success stories, try a behavioural interviewing strategy. Show the interviewer how your past behaviour will influence your future performance.

Think of some examples of how you increased revenue, slashed costs, improved profitibility, streamlined operations, enhanced morale, produced clients, or achieved other business objectives.

Remember to show your achievements in the best light possible. Do include some examples of situations that may have started out negatively, but have a positive outcome.

Then, start to articulate them using the SAR (Situation, Action, Result) technique.

• First, describe the specific situation before you were assigned the goal. Think about the corporate objective or business need. Provide details such as names, dates, and places to add credibility to your statement.
• Next, describe the actions you took. Discuss what you specifically did to address the situation. Don’t skimp here. Be clear. Focus on what you did that address the corporate objective or business need.
• Finally, describe the positive results you achieved. Explain how your organization benefited by your actions. If you are a six-figure professional, you produced measurable results — that’s what you are paid to do. So, use numbers, percentages, dollars  to quantify your results.

Put together your SAR statements to create an eloquent representation of your achievements that you can communicate to interviewers.

With about ten interesting stories under your belt, you’ll show why you deserve to be compensated at the six-figure level.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Deliver High-Impact $100k+ Employment Interviews

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Recently CBC Television’s Marketplace investigated a career services firm that was ripping off clients. In Recruitment Rip-Off, Tom Harrington exposed the aggressive and unethical sales practices of a Toronto-based company that first pretends to be a recruitment firm and then scams job seekers by taking thousands of dollars. The company’s representatives often target internet job seekers as well as new immigrants by expertly playing on their inexperience and desperation in the labour market.

Over the years, I’ve had numerous complaints about this shady company – both from clients and well-reputed career practitioners. They currently go by the name Toronto Pathways, but over the years, they have gone by several other names to avert the many complaints that can be found on the Internet. This organization is under investigation by Canada’s Privacy Commissioner for its misleading practices.

Clearly, ethics and integrity are of primary importance to everyone – job seekers, practitioners, and recruiters alike. I personally know and value the services of many outstanding professionals. It’s unfortunate that one “bad egg” can hurt job seekers and taint the industry as a whole.

If you are a job seeker, you need to be informed.

RED FLAGS YOU SHOULD KNOW ABOUT

The company offers a VERBAL guarantee. Most ethical companies display their guarantee directly on the website. Any services that do not have details on the site should readily email you a formal quote before taking money. Always read the guarantee and quote in full before signing up for services.

They entice you by saying that you are special and your search is especially easy. Don’t believe everything you hear. Every search requires work. If it did not, then it would be easy for everyone to find jobs. Learn the best techniques to perform a strong job search and you will have the best chance for success.

They call both you and your spouse into the office. Any good career firm will give you a quote without requiring you to come into the office with your spouse and make a decision on the spot. Before trekking into the office, take the time you need to learn more about the service.

They approach you on a job board posing as a recruiter, but asking for money. If a company finds you on a job board, they may be legitimate. However, respectable recruiters earn their money by filling positions on behalf of companies. The employer pays for these services and therefore you should never give money for an interview.

The references they cite are unreachable. Instead of relying on testimonials or companies listed on websites, do your homework. Most good practitioners have many endorsements from real people directly on LinkedIn.

They say that they have new postings every day. Most open job postings can be found on job boards, company websites, and through LinkedIn. Some high-level recruiters that are retained by companies have access to private postings which don’t come along every day. If you meet a “retained recruiter,” they will never charge you for services.

The company promises that if you pay, they will connect you with employers. You cannot buy personal contacts with people. The job of doing an effective job search is yours – not theirs. It is unrealistic to expect that an employer will want to meet with you if you don’t even have the ability to approach them directly. If you make the effort to learn and develop relationships with decision makers, you will create opportunities.

There are no career-related certifications or credentials listed on the website. Most provinces in Canada currently have or are enacting provincial certification requirements for practitioners. Career Professionals of Canada credentials practitioners in the areas of resume writing, interview coaching, and career consulting. Before retaining any firm, refer to Career Professionals of Canada’s professional directory to ensure that the consultants are certified.

The company seems too good to be true. There are many outstanding service providers across Canada. Do your homework to find them. Before retaining anyone check the Better Business Bureau and the RipOff Report. Google the company name for complaints too.

When it comes to career services, Canada is a leader in the world. Job seekers who qualify for unemployment insurance can find many fundamental resources free at government-sponsored career centres and service providers. Other government programs are available for new Canadians, youth, and other under-employed groups. If you do not qualify for these services, you can find many ethical service providers including certified career practitioners and resume writers.

The MarketPlace piece has hit a nerve within our industry. Respectable recruiters are uncomfortable being labelled alongside a company that pretends to be a headhunter, but is really a scammer. Principled career practitioners feel that they have not been properly represented in the piece. And, through it all, job seekers feel slighted and exploited by corrupt organizations.

In 2011, The Canadian Council of Career Development Associations was launched, bringing together the executives of jurisdictional associations and Career Development organizations all in an effort to improve our industry standards. I am pleased to be on the steering committee of this national umbrella group and advocacy voice to promote professional identity, excellence, and collaboration on common issues such as certification, training, practitioner mobility, quality service indicators, and building the career development evidence base. If you have any questions or concerns about this piece, please comment below or email me directly.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Career Service Scammer Uncovered

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At Graham Management Group, you can find many examples executive resumes. These samples are so popular, that visitors to the site often copy them.

It is understandable that if you are in an executive job search, you’ll want to look at resumes online. The first temptation, of course, is to copy the content. After all, some resumes might look very impressive and it is easy enough to “cut and paste” some words here and there. The problem is that when you copy content from another manager or executive’s resume you are copying things about that person — not you.

Resume templates may be suitable for entry-level job seekers. Most of the positions that they apply for are widely available in the market. Advanced skills are rarely required, so they can get away with using a sample to get ideas and create an appropriate resume that works for someone beginning their career.

If you are seeking an executive or management position, that’s another story. You are a unique professional with a very specific skill set to offer. Your talents have been honed over a career of successes. Certainly, nobody else can copy your background. So, why would you want to copy theirs?

Your resume is your sales pitch and it has to be unique. You are selling yourself, not some other person. The last thing you want on an executive resume is copied information.  Never copy content from another resume — even if it is your best friend’s resume and you have permission. And, of course, copying anything verbatim off the internet or from a book is plagiarism. You are worthy of your title, you have integrity, you offer something very special – and you should have a resume that reflects this.

Copying from a job description presents another set of problems. Certainly, you have more to offer than a static list of tasks, duties, and responsibilities. Plus, your executive resume will not stand out to the rest who have also copied the list of requirements. Instead of looking special, your document will be stuck in a pile of resumes that look identical to yours because most of the other applicants have designed their resume around the very same requirements.

A strategic resume distinguishes you from the rest. It is well thought out. Not only does the resume effectively represent you and your background, but it also meets your potential employer’s needs. Here are some things that you can do to write an effective management or executive resume:

• Rather than using a standard formula, start by performing a personal inventory.
• Identify your most valuable qualifications – even if they are not on the job description.
• Dig deep within yourself to identify your specific talents and accomplishments.
• Put on your prospective employer’s hat and think of what you offer that the company needs.
• Put together a powerful brand identity, value proposition, and professional profile that distinguishes you.
• Emphasize your abilities with powerful language and create statements with impact.
• Make it easy for the reader to get through your document by writing concisely.
• Design a professional and upscale “look and feel” only after you have determined the content.

If you are not able to write a solid resume yourself, hire an executive resume writer to do it for you. Make sure to check out their resume samples to ensure that they are capable of representing you well. If you use an experienced resume writer that you trust, your investment will be well spent.

CLICK HERE for more articles on executive resume writing.

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Post from: Canada's Career Strategist: www.SharonGraham.ca

Don’t bother copying executive resume samples or templates

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Recently, a 6-figure executive contacted our firm looking for information on our branded resume portfolio packages. From the start of the call, it was clear that this person was one of those “difficult” senior executives. You know the ones — in an effort to “sound” important, they speak down to their colleagues, employees, and anybody who is willing to take it.

Rather than letting me ask some questions to understand his needs, this person started the call with a list of demands. Without ever knowing who he was speaking with nor explaining what he wanted to achieve in his career transition, he had already made up his mind about how his resume should look, what we should put in, and what we should leave out.

Poor guy! He really did not “get” the power of leveraging a professional rather than pushing around the “hired help.” I almost decided not to retain him as a client of Graham Management Group. What a loss for him!

When I finally got a word in, I explained who I was. As soon as he realized this, his demeanor completely changed. In fact, the next words he said are “Oh I didn’t know that I was speaking with THE Sharon Graham.” I went on to ask a number of probing questions about his situation and needs. Then, I recommended an appropriate service, all the while delivering the message that you must treat everyone as you would want to be treated yourself.

If you are an executive, manager, or leader of any kind and you are in a job search — then this message is for you. 

One so-called rule about leadership is to display confidence. However, there is a very fine line between confidence and arrogance.

In a career transition, some candidates feel the need to dominate every meeting or interview in order to show their authority and strengths. Unfortunately, this strategy often comes across as aggressive and confrontational.

Treat everyone you meet with respect and as an equal, regardless of what level that individual holds. During conversations, do not be controlling. Never exaggerate, brag, or use sophisticated terms just to look important.

As an executive, you must show your leadership qualities. If you do this respectfully, you will have a much better chance of creating the positive relationship you require to receive a call back.

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

Post from: Canada's Career Strategist: www.SharonGraham.ca

Executive – your attitude is showing!

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