Job Search Effectiveness In The Holiday Season

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Job Search Effectiveness In The Holiday Season

There’s a common myth: ‘nothing happens’ before and after a holiday, so why bother!

As Job Seekers, we fall into this trap numerous times per year as holiday weekends pop up so many times throughout the year. Easter, Memorial Day, 4th of July, Labor Day, Thanksgiving, and on and on. The December holidays, no matter which ones we celebrate, seem to deem the whole month a loss, and that loss carries over into a number of days into the New Year. So by the time we are eating the last few turkey leftovers, like my great lunchtime sandwich yesterday, it’s clear in our minds that we really have only 2 weeks, so I may as we’ll wait until the new year.

These myths have a basis in reality. Yes, managers and HR professionals take off extra time before and after a holiday -just like everyone else. But many do not, and that presents and opportunity for the job seeker ‘on a mission’.

As You Sow, So Shall You Reap

Needs motivation to ‘take back control’ in your job search. It’s the first week of December, just the first few days in reality, and there’s a whole month where we can be sowing those seeds that will come back to us. Right now, I can clients that I work with directly that are out on 2 and 3 interviews a week… This week. Yes, because they plan their search and outreach strategy, take control and approach decision makers with ‘why it’s the best business decision that they will make today, if they choose to hire them’.

One individual so impressed the ‘deciders’, that when they could not make the day they the other competitor candidates where coming in to meet the team, they agreed to have them fly in (at their expense) to where their headquarters is located to do the meeting at that location. Another client is being rushed through 3 rounds with a Fortune 100 company, and is juggling 2 scheduled interviews next week (with different organizations) and 1 additional company is pursuing them for their first meetings next week too. All this, while they are also working full-time. Another just landed 2 competing offers from marquee organizations -after 5 months without any calls.

It takes control in your job search with proper planning, outreach, valuable messaging, and proper strategizing on how you’ll win each interview, but the message is loud and clear: there’s a whole lot of activity going on for some Job Seekers.

Now is a great to start moving your search forward if it has become stagnated, but the basics must be in place. That means a (single page) resume that creates interest and desire about you; a LinkedIn Profile that picks whee your resume leaves off and tells a compelling story about your background (think: 3-dimensional sales brochure all about you); a job search plan of whom to go after (companies, contacts); and a strategy for your value messaging about yourself.

You Are The Product

We don’t like to think of ourselves that way, but it’s true. So, get ready to sell your product.  Develop your ‘marketing plan’, use social media, like LinkedIn, to make the deciders familiar with you in advance of applying form the job, and then reach out professionally and introduce yourself -being ready to convey your very best value pieces.

Just Don’t Submit

That means don’t spend all your time online looking for job postings, that’s not a job search, that’s utilizing valuable time in a way that’s not likely to work well in this job market where 1,000s apply for every job. You have to be different, not the same as everyone else. One of my clients has booked 4 face-to-face interviews (out of the last 5 interview opportunities), without any pre-screen phone interview.

Magic?

I think not. Their marketing materials are in top-notch shape (resume, LinkedIn, cover letter, email ‘pre’ cover letter) and they a very effective at following the strategies that we discuss to ‘soft market’ themselves to raise the awareness of the desired company’s managers. Then they connect with them on LinkedIn (before they have every met). Next comes a direct email stage where they further introduce their value. And at that point, they apply online with that darn ‘submit’ button that trains most users into submission.

Magic like this can happen for you too, but it takes strategic planning, hard work, and resolve to work with ideas just far enough out of the box to get you noticed.

You have to be in it, to win it, so let’s get going!

John Crant

Author, Career Coach & Speaker
on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

5 Steps to Super-Charging Your Job Search

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5 Steps to Super-Charging Your Job Search

It’s going to be a tough Job Market for the foreseeable future, so we can’t just ‘do the same thing’ and expect different results: We Have To Change!

In my Self-Recruiter® Lecture Series on Job Search and Career Management, I often ask those in the audience about the challenges that they are facing; the results that they are getting (or not); and about how it leaves them feeling. No surprise in the results categories. Many respond with very expected feelings of anger, frustration, disillusionment, and feeling more desperate, hopeless –and plain mad, and powerless.

Those are tough words, but they represent the real feelings of the majority of Job Seekers today. But, we have to look deeper than the ‘why’: Why are people not calling us; or why are we getting little or no response to applications; or no calls for interviews; or no call-backs for further meetings and interviews.

It’s really about CONTROL. 

We feel all of these things because there seems to be very little, if any, communication or dialogue happening. The Job Seeker may feel at the mercy of a website where they just keep hitting ‘submit’ –and never have any experience other than silence in return.

Take Back Control For Yourself In Your Job Search

You CAN learn the strategies, tips and techniques to ‘Change The Equation In Your Job Search’, but, you must be willing to shed the ways of the past that have not worked –and be ready to try new techniques that may be scary to you. But, those new ideas and new ways will help you to increase the results in your Job Search efforts.

It Starts With You, With A Commitment To Take New Steps, In New Directions

So, get ready to step:

5 Steps to Super-Charging Your Job Search

1. Understand that when we are looking for a new job, or our next career step, if we are not seeing the ACTIVITY that is NECESSARY which can LEAD to our efforts being a SUCCESS…

(Calls, Outreach from Interested Employers / Recruiters, Interviews, Phone Screen Interviews, Informational Interviews, Phone discussions with Decision-makers, etc.)

Then, we may be part of what’s blocking our own success.

This understanding, and acceptance, is critical to CHANGING what’s NECESSARY to change our results.

No more HOPING it will change on its OWN.

Only after this step, are we ready to move ahead.

2. Review, Ready, and Improve Your Marketing Materials… NOW!

Your Job Search Marketing Materials… Your:

Resume, LinkedIn Profile, Your Email Messages (Pre-Cover Letter), Your Cover Letter, Your Signature Block in your email (that should be positioning and selling your professionalism), Your Business Card (whether working or not), and any other materials that you use (including Thank You cards, Envelopes, etc.)))

“Your Resume Is Not Working”

Your Resume has a job: it’s to get you the interview!

If it’s not, then it likely needs to be significantly rethought. It, in my view, needs to be a Simple Sales Sheet that creates desire about you as a Job Candidate. Not a biography, or a career summary, or a laundry list of simply everything –it needs to be about creating FOCUSED VALUE about You!

Be sure to ‘tell your career story’ persuasively, or hire someone that can help you to do so (I’m an expert, by the way).

And, Don’t Miss The Boat On LinkedIn…

It’s factoring into the decision, according to the managers that I speak with, in the sorting process (before the interview stage) –in about 50% of the hiring processes! If you are not on LinkedIn, or are not their effectively positioning and selling your very best attributes –you are already being left behind.

THINK: 3-Dimensional Sales Brochure. 

You have lots of ‘real estate’ within your LinkedIn profile space, so be sure to MAXIMIZE it! If your profile looks like a basic resume (or even less), take action now.

Tell your career story with ONE GOAL in mind: Make sure it compels the interested reader to ONE CONCLUSION:

“If I hire this individual, it will be the BEST business decision that I will make TODAY.”

That’s the Job of Your LinkedIn Profile –if you need help, well, again, I am an expert.

Don’t just stay the same and expect different results.

Change and go after those results that you are desiring to achieve in your Job Search.

Now, carry this new focus on your resume and LinkedIn profile across the rest of your marketing materials to help communicate that IT WILL BE the ‘Best Business Decision’ that they will make today to hire you.

3. Stop Interviewing ‘On Demand’

What do I mean? Stop interviewing without truly being prepared.

That means no answered phone calls when you don’t know who’s calling. Let it go to voicemail, listen, strategize, then call back with your effectively packaged message about why you are the most valuable candidate that they are likely to speak with about the roll –here again, I can help you craft your value messages about yourself (and it’s a very good investment for your career future, as you will use these techniques throughout your work-life).

Also understand how to Build Chemistry with Anyone, as Chemistry is 1 of the 2 reasons that a qualified individual gets chosen. I can teach you a number of techniques to lay the foundations of Chemistry, whether in phone conversation with people that you have never spoken to before; during your interview process; and even in your outreach and messaging efforts.

And, let’s not forget CONFIDENCE –the other reason a qualified individual gets chosen for the opportunity. I know that it can be very difficult to be confident when in Job Search during this very tough market, but I can help you prepare in ways that you had not thought of, or put into practice before.

And those techniques are ones that you can use now and in the future to always be your very best.

4. Find The Companies That You Want To Work For (NOT The Job Postings)

Yes, Job Postings have their place in our Job Search –as a small percentage of what we SHOULD be doing to create the activity necessary for any successful Job Search. But, Job Postings should be playing a much smaller role, than the staring role!

The SECRET most people don’t realize: Most of those postings (by companies of any size), were purchased or committed to sometime in the past –even as long as just about a year ago! That’s the only way the contracts for the Job Postings get a cost rate-per-posting that makes any sense. But, how would they know what they want to hire this year, if they made the decision last year? (they don’t, or didn’t –when they signed those contracts). So companies ‘just keep posting’ to use up their supply, and to keep building a ‘pool’ of potential hires for some future opening –whenever that comes.

That means: a significant number of postings that you see do not represent jobs that they are truly ready to interview and hire for at this time. So, let’s spend some of our INVESTED TIME looking for the right companies that would want to hire us, and our talents –if they had an opening (or upcoming opening). Now, those would be GREAT companies to introduce yourself and your value to, and a very good use of your Job Search time.

To Discover Undiscovered Companies That Are Right For Your Background…

Use reverse search techniques in LinkedIn to find similar individuals, such as yourself, and look at something called a “One Back, One Forward”, which will help you see where folks just like you came from, any where they went to –that’s valuable information that use can use to help you find companies that might naturally hire someone with your background. And those would be great companies to then look up decision-makers (using LinkedIn) and begin your marketing outreach to introduce your value to them.

5. Pick Up Your Phone, Or Use That Keyboard To Communicate Your Value With Real Decision-Makers.

Yes, courage is required. 

It can be scary to reach out to someone that you have never met –or even spoken to before. And, as you may have guessed, I’m a great coach that helps individuals understand how to make winning introduction calls –so keep me in mind if you decide that you need help.

If you’re not ready to pick up the phone, then at least pick up that keyboard and type out a great value-filled message about you and your very specific interest in them. Start a conversation of equals: both you and the decision-maker are individuals that are valuable, so reach out to them as an equal, in a professional, but equal way that shows that you respect them by making your message valuable to them (it has to be about them, even though it’s always about us).

Are you looking for a position within the HR Department? Great, then your decision-makers are also within the HR Department.

For ALL Others: Your Decision-makers are not in the HR Department, so locate them (using LinkedIn and other tools) and then bravely, with value, reach out and professionally introduce yourself. Let them know why you are so interested in their company (it cannot be that you need a job, as everyone needs a job), and what it is that you bring to the table that makes you a potential valuable addition to consider for their team.

Now, you’ve positioned yourself to get very lucky and get the ‘lightning’ strike (from your hard work and use of intellect) that recruiters are always chasing in their marketing efforts for the candidates that they represent –except that you’ve done it for the very best candidate: YOU!

Let’s Get Started & Take Back Control In Your Job Search

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

Whom Should I Link With On LinkedIn?

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Q: Whom Should I Link With On LinkedIn?

–Signed, I like you, I think. But I’m just not sure.

This question actually arrived as,

“Tell me why I would want to have you as a LinkedIn connection?”

–after, of course, some very kind words about 2 of my (non-LinkedIn) lectures that they had seen at The New York Public Library’s JOB SEARCH CENTRAL.

It’s always a value exchange. We give something, and we get something in return. But, who got the better deal? –that’s what we’re really thinking about.

We are all facing this same new privacy concerns as our world moves forward at a lightning speed, and none of us want to be the one that makes a misstep.

• What should I do? / What should I be concerned about?

• Should I even have a LinkedIn Profile, and what do I say to my boss!?

• Should I connect with only those that I would recommend and respect professionally?

• Can I connect with someone that I’ve interviewed with?

• How about someone that I don’t know at all?

• Should I put all of my resume on LinkedIn, or only part of it?

I get questions like these all the time, as many individuals are just discovering that LinkedIn can be very valuable to them right now, and for their future.

I’m guessing if you have question(s) like those above on LinkedIn, that you have not seen my lecture on LinkedIn, filmed at NYPL, which I’m pleased to be able to share with you to watch in your home, office, school or wherever you may be (it’s from The New York Public Library!)–and feel free to share this with your friends and those in your network:

Self-Recruiter®

Building Your Professional Network With LinkedIn

& How To Use It For Your Job Search

http://www.nypl.org/audiovideo/building-your-professional-network-linkedin-and-how-use-it-your-job-search

(Please COMMENT just below the video, as this is how the NYPL selects future projects –Your comment’s subject-line becomes its headline)

It’s my full lecture, and in it I explain why ‘everyone’ is a good connection on LinkedIn (from a CEO, to the person that may clean the CEO’s office –everyone is a valuable connection for us).

We have to separate the idea of Facebook from the idea of LinkedIn.

While Facebook, at least the idea of it, is about our extended ‘friends’ across a network, LinkedIn is about ‘building a network’ that you can leverage to your benefit professionally.

THINK: Career, Job Search, Interviews (and even in your own Business)

The real value of LinkedIn for you is not simply your profile, that’s just the ‘window dressing’, albeit very important and valuable window dressing.

The real value is the ‘network pool’ that you build by adding connections.

____________

Example:

If you have ’2 connections’, you have a ‘pool’ that you can search within to locate people.

Those could be:

– people inside companies that you would like to work for, or

– people that would be the decision-makers for a position that you may be interested in, or

– someone that you may be interviewing with next week (so that you could better prepare for the meeting).

So… you have yours in the pool (2) , but you also get all the connections that each of ‘your 2′ have. They go in the pool, too. But, there is more! You also get all of your connections’ connections’ connections in the pool.

It’s 3-levels of connections –an exponential gain.

____________

In my own network, as an example, at this moment, I have 1,036 direct-connections, but I have almost 11 million people in my ‘personal, searchable pool’.

My 1,036 +  3-levels of connections =  (almost) 11 Million

That means that I can ‘find’ (almost) any:

– hiring manager that I’m searching for; or

– a certain contact within a company that I may want to reach out to; or

– the person that I may meet with next week

They are (almost) all available to me as another part of my research, so that I can better prepare to win those meetings, interviews and appointments, etc.

That’s just the tip of the iceberg. While there are even more new techniques that I’ve added to my ‘live’ LinkedIn lectures and upcoming Online Series, since the NYPL brought in the film crew to capture the above presentation, I know this video lecture by NYPL will open your eyes to the value that you can build.

So, Let’s Get Networking!

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

How to Stay Motivated During an Extended Job Search

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How to Stay Motivated During an Extended Job Search

This is a job market like few have ever experienced. In my Self-Recruiter® lecture series, I regularly meet individuals that have been seeking their next position for extended periods of time. Some for months (in an odd way, the luckier ones), but many that have been looking since sometime in 2009 and even 2008.

Over the course of any job search, there are going to be emotional periods of ups and downs, the emotional roller coaster of finally getting an interview, and heartbreak again when we are not selected for the role that we were after.

Here is where statistics can be our friend –and motivator.

While overall unemployment statistics will give us no respite from the doom and gloom when we face the challenge of searching for our next position, if we understand the ‘interview-to-offer’ ratio statistics, that can add comfort –and motivation to push ahead to our next interview opportunity.

In a normal job market, which this is certainly not, for every 1st interview that we get (face-to-face, not ‘phone screens’, so push to be SEEN), a good candidate can expect to get an offer every 6 or 7 interviews. Not as ‘good’ (yet)? Maybe a few more. Are you a ‘very good’ or ‘exceptional’ candidate? Then for you it may be every 4 or 5 of these new first-time face-to-face interviews until you are in the right place at the right time, with the right skill set, to end op with an offer at the end of the interview process.

So, count up your interviews. If you’ve had more that the expected number, you will likely benefit from coaching to become better, and sharper, at presenting your value in those interviews –and ‘closing’ the interviewer for agreement on that value. If you are a few interviews shy of the target number, well then that might be just the motivation that you need to push ahead and convince a hiring manager or two that you will be ‘the very best business decision that they make today, if they choose to hire you!”

We have to be our own cheerleaders. Yes, it is tough to get up and realize that we have quite a challenge in this economy to develop any kind of Job Search Plan that will create better Career Choices for us. So, celebrate and recognize every single small ‘win’, while you are expanding your skill set on Job Search.

Success comes EVERY day. In taking on that scary challenge that we would rather not. In making that call that we think we are not quite ready to undertake. In learning to properly, and valuably, present our accomplishments. In learning to speak about ourselves in a new way. And in every new connection that we make.

Before you know it, your abilities in the presentation of your very best points will be better and sharper than before, and that will help lead you toward Job Search Success.

Now… Let’s GET to WORK before the right, next Career Opportunity passes us by!

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

How do I overcome being rejected as being ‘too senior’ for a role?

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Q: How do I overcome being rejected as being ‘too senior’ for a role?

-signed, A Wealth of Experience

The most interesting part for me, is that the HR person emailed you almost exactly what I talk about in my lecture series. Here’s a portion of the rejection for the audience of readers:

––––––––––––––––––

“…you are a little too high level for this position and it probably wouldn’t keep you interested for very long.”

“The worry is that you would take something else within two years –whereas a more junior individual would see this as a great stepping stone to get to the next level over that same period of time.”

––––––––––––––––––

Of course, this response is generated by hiring managers most common fear:

Are you a ‘good hire’? (or not!)

A Good Hire:

Someone that will come into the role excited, with energy and passion, and stay in that role for about two years continuing to grow. At about the two year mark, a ‘good hire’ will then be ready to be promoted up to the next level position where they will continue to be excited and growing at the new level. If the company can keep you for a total of between 4–7 years, that’s a good hire!

It’s more about expenses and employment costs associated with turnover, so their concerns are real.

You need to convince them that:

(1.) It is really about THIS position (your desired role);

(2.) You will stay with them longer term; and

(3.) You have the energy, enthusiasm and passion that will make your contribution significant.

So, the first question for you:

Is this truly the right position for you?

If so, that’s a position that you desire, are willing to take, and one where you will be happy staying and contributing in this role for a while (–more than 2 years).

If you answered ‘no’ to the question… then this is a very difficult objection to overcome, since the concern may have a real foundation.

But, if you answered ‘yes’ to the question, then their response is just another objection like any other ––and that’s just an opportunity for us to convince them again that we are the right match. This also means convincing them that, in fact, this is what you really want, and are excited about, doing.

In that case, I might respond back this way in writing, and then call them today to leave a voicemail (or have a live conversation) where they can hear and judge the passion of your response firsthand.

The voicemail (or live conversation) is a very important selling tool that can help us to overcome objections like these. The goal is to help relieve their fear that you ‘wouldn’t be a good hire’ because you wouldn’t really be happy in this role.

I might say:

––––––––––––––––––

“Frankly, I’m not surprised by this question about the fit, as I do bring a wealth of experience that can be leveraged in this role for your company’s benefit.

This is, in fact, exactly the level of contribution and the type of role that I am most interested in and excited about. –Over the next two years, if that leads to new opportunities for me within the company –that’s terrific, but I would also be very content and thrilled to continue to contribute in this role for the team.

I have openings on my schedule Monday and Tuesday –what is the best time to meet and discuss my potential contribution to the team?

I’m very confident that I can allay any fears about answering the needs and staying in the role longer term.”

––––––––––––––––––

If a company or manager has ‘made up their minds’ on any objection that we encounter, it will be very difficult to counter that objection, but many in the hiring process throw these objections at us as a ‘test’ to see how we respond.

You have to be in the game, to win the game.

So, my advice is to (almost) never take ‘no’ as the final answer –just as another opportunity to persuade them that we are, in fact, the very best choice for the role.

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

“I Have Applied to an Organization, but How Can I Get an Interview?”

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Q: I Have Applied to an Organization, but How Can I Get an Interview?

–Signed, Gregory

It can be frustrating to apply, apply, apply without the response that we are hoping for when looking for our next Career Opportunity.

I would recommend using tools within LinkedIn to ‘look up’ the likely hiring manager for the position that you seek (not just the HR representative). Once you have identified the likely decision-maker, it’s pretty simple to figure out their email address from looking at clues (on the formatting used) with just a quick search of the company’s website.

Then, reach out to them directly. Tell them why you are so excited about their company specifically (and it cannot be simple that you need a job), and then connect that interest in them to the unique skills and experience that you could bring by joining their team.

Outreach with the proper value will get much more of a response than just clicking-and-sending by hitting that ‘submit’ button.

Remember, too, that there are many many competitors out there, so be sure your RESUME and your LINKEDIN PROFILE are working to fully sell your value properly.

It’s frustrating not to get the response that we would like during our Job Search, but proactive action to reach the decision-maker is the best way to reduce your chances of getting ruled out –before the hiring manager actually sees your resume.

John Crant

Author, Career Coach & Speaker

on Job Search & Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

Don’t Wait, Send Your Thank You Notes Now!

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Don’t Wait, Send Your Thank You Notes Now!

Impressions are made, and solidified very quickly. And in today’s Job Market where companies meet many candidates during an interview process for a position, you can be forgotten quickly too.

Use your Thank You notes to reinforce your excitement for the role, the company and your ‘brand’. As each moment passes after our interview, memories can begin to fade. Thank You notes are a great opportunity to make your great first impression stick. Concerned about one area of discussion or an area that you may have avoided discussing during your interview? Your Thank You notes can help there too.

My recommendation is that Thank You notes need to go out very quickly: In an ideal world, which it never is, I would advise that both email and physical Thank You notes go out on the same day as your interview.

Email Thank You notes individually to each person that you met (not sent cc’d). It’s best if you send them within 2–4 hours after the interview, but at least on the same day. The immediacy of this format reinforces the positive feeling they just had about you in your interview meeting. Be sure to use this email Thank You note as the method to overcome any concerns you may have afterward about why they may not select you, or may not move you forward in the process. Notes should be short and to the point, but don’t miss that chance to overcome any concerns by offering to discuss, or further discuss, these areas. You may not be excited to revisit these areas, but many times, just the offer of discussion on an area of concern shows that you are already on top of it, solving the problem in advance.

Go to the store and pick up a few Thank You note cards in advance which you can use each time that you interview. These should be VERY short in message, something as simple as “Jack, It was great to have the opportunity to meet with you. Best- John”. Handwritten is preferred here, as it communicates a chemistry connection. If your handwriting is like Ronald Reagan’s (child-like), you should use a Sharpie marker to write the simple note, as it helps overcome those issues. If still a concern, then go with printing it from the computer (last choice if necessary). Be sure to get it in the mail by 5 p.m., on same day as your interview.

Be the ‘standout’, just by sending Thank You notes: It’s surprising that very few candidates actually send Thank You notes of any kind, but that knowledge gives you a great advantage and the motivation to use them so that you can be a stand-out. Your email thank you notes provide the immediacy and chance to overcome issues, and your note card in the mail acts to reinforce your brand and the experience of meeting you so that you are truly memorable.

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

Avoid Mistakes and Negotiate the Salary That You Desire (quoted on CareerBuilder’s CBsalary.com)

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Mistakes that people make when looking to negotiate salary:

Negotiating salary can be one of the most challenging aspects to handle properly, and to your advantage, when seeking a new career opportunity. In times of economic challenge, such as a recession or long recovery period, every business is looking to do more for less, and that affects offers made to those that they look to hire. Workloads for current employees have been significantly increased, and companies will look to achieve the same efficiencies from their new hires. Of course, supply and demand play an important part in salary levels too: with so many struggling to find work, it’s natural for companies to take advantage and work to reduce incoming salary levels. That concept is well understood by hiring managers looking to reduce their payroll percentages for their departments; by HR individuals looking to improve their performance numbers and ratios; and by the individuals facing this headwind when negotiating their salary packages.

The first major mistake usually occurs before ‘negotiations’ have even begun, since it typically happens very early in the interview process. That mistake can be an answer in conversation during your first interview, or an answer given when you are handed a package of paperwork by someone in the HR department. It’s the question that you should never answer: “What is your expected or desired salary.” Ever play poker? What would happen to your monetary funds in a poker game if you shared with others at the table insights into the cards that you were holding in your hand? It’s the same principal, but now you are gambling with your future compensation, so you need to think things through before answering questions that may seem innocuous, or expressed as ‘required questions’.

The other major mistake in negotiating is to accept that you are now a commodity, equal to all the others competing against you. Understanding how to properly present and differentiate your value, as compared to those that are competing against you for the role, is crucial to gaining your desired compensation. Aside from presenting, and fully representing your value to those that you meet during the interview process, individuals seeking a better salary must also learn one of the fundamentals of successful negotiating: whomever speaks about money first, loses. When I coach individuals on salary negotiations, it begins with a singular goal for the job seeker during the interview process: never talk about money. It’s natural to want the best offer that you can receive, but you must approach this quest for your desired compensation with great self-restraint. The secret to getting the very best offer is to make them ‘fall in love’ with the skills, abilities, and all that you have to offer that differentiates you from all the others seeking this role.

Once they fall in love with the best ‘new addition for their team’, any discussions of salary needs get much easier, as they have already decided upon you. But, remember, a successful negotiation is one where everyone wins: you get your needed or desired salary, and they get an incomparable addition for their team, so be ready to deliver!

The 3 things that a person must have prepared before negotiating a salary:

1. A unwavering understanding that any discussion whatsoever of salary needs must come only after you have convinced them of your unique value during the interview process.

2. Be sure that you have fully developed your value and differentiated what you offer from the ‘very best individual‘ that you can imagine, as that person is your real competition for the role.

3. Develop a persuasive argument to differentiate what a company might expect when comparing the results from someone ‘capable‘ that they may hire, as compared to what they will gain in efficiency and bottom-line results by choosing to hire you for the position.

Whom should I negotiate with, and is there a ‘protocol’?

Two very similar companies may handle salary negotiations very differently, but my advice to my own coaching clients is always to be selling and persuading the real decision-maker. Are you interviewing for a position in the HR department? Then the decision-maker is in the HR department. If not, then the actual hiring manager is a better choice. Win the hiring manager over with your value and you will have an advocate –regardless of where the financial compensation decisions are actually made. Be sure to give the hiring manager the tools necessary so that they can represent you in those internal discussions by properly presenting your full value to them.

John Crant

Author, Career Coach & Speaker on Job Search

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

A New Year means a FRESH start… with your Job Search efforts!

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Welcome! A New Year means a FRESH start… with your Job Search efforts!

Now is the time to renew, refresh and re-energize your Job Search efforts. A year has come and gone. Not getting the results that you wanted in your Job Search in 2009? Then it’s time to change your ways. Step out of line and take control for yourself. Yes, it is scary. The realization that if you keep doing the same activities, that your results are not likely to change, may help motivate you to take the steps necessary to be seen as that stand-out in 2010.

So, let’s change course now, at the start of the year, and before long, your results will begin to change too.

It’s a fresh new year and a new beginning. It’s time to take back control and move forward in your career, and in your job search. While the challenges in the job market are still with us, by utilizing a new way of looking at our job search, we can open and chart a new path forward. Out with the old, stale methods of looking for a new job and in with the strategies that will help you uncover a new opportunity for your future.

Spending hours looking on the Internet for job postings? This is one of the first habits that must change. Rarely does this type of activity produce the results that we are expecting. Learn how to uncover the undiscovered opportunities through your research efforts and to position and present yourself to the real decision-makers.

Take the steps necessary and master becoming a Self-Recruiter, and put your career on a new track. That’s the surest way to become a Self-Recruiter® which is in control of their career and Job Search.

We’re ready for new challenges in 2010 at Self-Recruiter. In January, we have more scheduled events than in any prior month to date. It starts January 5th with a full slate of seminars each week at the West Side YMCA in New York City.

And, beginning on January 21st, The New York Public Library’s JOB SEARCH CENTRAL will be featuring the full Self-Recruiter Job Search Series on:

• Organizing and Managing Your Job Search,

• Resume Renovation,

• Building Your Professional Network with LinkedIn & How to Use it for Your Job Search, and

• Self-Recruiter® Interview Checklist: Preparing Before & Follow-up After Your Interview.

All in a four-week special event. Join us and invite your friends too.

This fresh new year will also see the launch of our New Website. Just weeks away from launch, our new Self-Recruiter site makes it even easier to get to the latest in job search and career advice, the self-help job search videos, the free downloadable guides and samples, and, coming soon: our new Online Video Job Search Class Series.

Your New Job Awaits-

2010 is here, so let’s get going!

John Crant

Author, Career Coach & Speaker

on Job Search and Career Management

© John Crant

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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com

The Job Search & Business Promotion Secrets to LinkedIn: How to Build a More Effective LinkedIn Profile in Just 10 Steps

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10 Steps to a better LinkedIn Profile

YOU are a Product Too!

Your LinkedIn Profile should be your own ‘Sales Brochure’ that helps build your credibility and your reputation.

Will your profile add to, or take away from others’ perceptions about you?

And will it show your true value and get you noticed?

That may be the difference in being considered for your next business or career opportunity and getting that next meeting or interview -or going unnoticed.

Most individuals understand that they have to compete, but many don’t know that LinkedIn gives them the platform to do so. Get your new professional profile going or improve the effectiveness of your current profile.

Most individuals do not understand the opportunity and advantages that a rich, professional profile on LinkedIn can present to them, whether that’s for their business, for their careers, or in their immediate search for their next career opportunity.

But I already have a LinkedIn Profile.

Congratulations!

You’ve taken an important first step by adding yourself to LinkedIn. Now take the next step and raise your profile’s effectiveness through a LinkedIn Professional Profile Renovation of your own.

In my Self-Recruiter® Building Your Professional Network with LinkedIn & How to Use It for Your Job Search lecture at The New York Public Library’s JOB SEARCH CENTRAL, many attendees ‘have’ their profile set up, or at least they have entered their resume on the LinkedIn site, but they don’t understand what else they should be doing. They are just waiting. Looking up to the heavens and waiting… for that ‘networking’ lightning bolt to strike. And they keep waiting until they quickly lose interest, failing to see the true value that is awaiting them -if they have used their LinkedIn profile in a different way.

Your LinkedIn profile… is Your Sales Brochure that is all about You.

Imagine how your Client or Customer meetings, Job Interviews, and even your pursuit of your company’s internal open positions would change… if the individuals that you were meeting had spent time reviewing Your Sales Brochure beforehand.

Q: Isn’t my LinkedIn Profile just my resume?

Many individuals do have their LinkedIn profiles that are ‘just like their resumes’.

But, those individuals are missing the real opportunity:

Your Professional LinkedIn Profile should be ‘positioning and selling’ your background, your accomplishments, your connections, and your industry expertise in ways that no resume can because of a resume’s inherent limitations.

As I teach in my Self-Recruiter® Resume Renovation video on my Self-Recruiter® YouTube channel, in order for Your Resume to be effective for you, it should be a Simple Sales Sheet that creates desire to hire, and that must be in a single page format to increase its effectiveness among the thousands of resumes competing for attention.

Your Professional LinkedIn Profile is a multi-dimensional Sales Presentation all about You -or at least it should be!

Not just a resume.

In the modern world, perception is reality. Ready to improve that reality with a LinkedIn Professional Profile Renovation in just 10 easy steps?

Your Professional LinkedIn Profile can include:

1. Your Brand. That’s your Name, Your Headline, and Your Professional Picture. Most poorly developed profiles happen because individuals just ‘answer the automated questions’ during their LinkedIn sign-up process. That produces a profile that looks like a basic, but typically ineffective resume. Each area where you can input text and information about yourself within LinkedIn is another area to better sell yourself. Rather than just answering ‘the questions’, take back control for yourself and use each one of these spaces as opportunities to shine the light and build your credibility.

Your ‘Current Status’ is part of your brand too. Think of this prime space below your headline as your Personal Promotional Marketing message. What will you say about ‘You’?

It’s a great chance to spotlight your current projects and agenda. When I work closely in my Career Coaching & Mentoring service with professionals that are not currently looking for a new job, it’s almost always on their challenge with internal and industry marketing efforts ‘of themselves’.

Those that actively manage their careers know that you must continually be ‘taking credit’, and marketing that credibility that you are building, to others. That’s one of the best ways to be seen as a leader, an expert, and the right choice for that next-level position that suddenly opens up.

2. All or part of your Resume(s). You may have more than one specialty. If your career has focused in-depth on two or more areas, it’s critically important when going after a job to send a resume that speaks directly to the opportunity that you are pursuing. But, how do you resolve having different versions of your resume with what your LinkedIn Profile says about You?

It’s about knowing what information that you have written is of value to your profile’s visitors, and which information is not. And each piece of information that you include must continue to build your credibility -and add a foundation of support for all of your resume versions.

Whether your profile visitors are potential Clients or Customers, HR professionals or hiring managers, understanding how to properly frame your experience and accomplishments – to properly take credit and never to misrepresent – involves a deep understanding of your business and career goals, and an understanding of how the hiring process actually works. If you are unsure of how to best accomplish this delicate balance, you should consider working with a professional for your LinkedIn Profile Creation / Renovation.

3. Your Summary and Specialties. Not simply a repeat of what you might have written on the top of your resume, these two areas are a vast piece of prime real estate on your profile that should be used to ‘position you’ within the mind of the reader.

Think of a cover letter that you may have spent hours developing. Why? Because that cover letter is your chance in the hiring process to ‘position and sell’ yourself in the mind of the reader. It’s similar with the use of LinkedIn’s Summary and Specialties space.

4. List Your Website, Your Blog, Your RSS Feed. Want to be seen as an expert? Well then you have to be communicating with the world. A blog is one of the easiest ways, for those with the proper writing skills, to effectively position themselves as the go-to expert in their niche. Have a website of your own (another great way to increase your credibility)? LinkedIn’s ability to include web links can be used to highlight your current company, your own company, or your own initiatives within your industry. And, be sure to take the extra step of ‘custom naming’ your web links so the they say more than just ‘My Company’!

5. Add Your Blog to Your Profile, under Publications. If you do write a blog that raises your credibility, have it imported automatically by one of the LinkedIn applications that you can add to your profile. Let your writing work for you continuously.

6. Be Public. You can choose to make your profile public to all. Why not? I’m often asked in my lecture series about privacy. While privacy concerns do have to be dealt with, reality also needs to factor into how ‘public’ we choose to be. Ever noticed how the younger generations (sometimes to their detriment) don’t seem to have a care in the world about having a ‘presence online’? In their minds, I think many of them think, “How can you live and breath and not be online.”

In another few years, everything about everyone will exist somewhere on the Internet. And, it will be seen as a very poor screening process if someone gets hired -and they don’t have a professional presence of credibility online. My advice: if you can’t beat them, join them. Be public and take control of that perception about you.

7. Honors and Awards. Yes, it’s okay to toot your own horn. List your career achievements and awards in a special section to raise your own stock.

8. Groups and Associations. We are who we associate with -in other peoples’ eyes. Be sure to make the most of your memberships to highlight your professionalism with your industry.

9. More Privacy Options that are Opportunities. You have control over many other aspects of your activities while on LinkedIn. Be sure to ‘show’ what you’ve been up to on your profile page so that you are seen as a mover and a shaker.

10. Add a Presentation or even a Video. Do you present and speak with others in your industry? Your presentation can appear right within your profile. Now that’s a great marketing tool, for You!

There’s much more…

You can achieve much more if you understand how you benefit, in ways that you do not see, by joining certain groups.

Want to increase your perception as an expert? Try answering some of your industry’s questions, in the LinkedIn Groups section and readers who like your views on topics can click to see your full profile. Then be sure that your settings also populate your ‘answers’ to your profile page so your connections see you as that expert too.

Why listen to my advice for your LinkedIn Professional Profile Creation or Renovation?

As an industry manager, executive recruiter, sales and recruiting trainer, event speaker, and as VP of a nationwide system of recruitment offices, I have seen most every aspect of the hiring process from both the internal and external view as the decision-maker, the decision-influencer, and as the objective observer. This varied insight is what provides the clarity that that my advice will bring to your LinkedIn profile. And, I have coached and mentored thousands of professionals, at all levels, in my more than 10 years in the recruiting industry.

Be sure to check out more about Full-service LinkedIn Profile Renovations on my website, Blog, and my advice on many other Job Search topics.

Your NEW LinkedIn Profile Awaits!

© 2009 John Crant

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Share with your friends










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As seen and quoted in The Wall Street Journal, on FINS.com, on CareerBuilder’s CBsalary.com, on The Ladders, in The New York Post, The Huffington Post, in Essence magazine, in CRAIN’S New York Business, on Forbes.com, in amNY, and on CNN, BBC, FOX News, Arise TV – John shares the answers and the concrete steps for success in Job Search.

John is a Featured Speaker at The New York Public Library’s JOB SEARCH CENTRAL, as well as at the YMCA in New York City, and is a Social Media expert for Goldman Sachs 10,000 Small Businesses Program.

He speaks at Corporate Events, works with Workforce Development organizations, and teaches both students and alumni with this Self-Recruiter® Series for Colleges and Universities.

My Book:
Self-Recruiter®
Changing the Rules: How to Be Your Own Recruiter &
Ride the Economic Crisis to Your Next Career Challenge.
© 2009 John Crant

Also check out my FULL-SERVICE:
• Career Coaching & Mentoring
• LinkedIn Professional Profile Creation / Renovation (Full-Service)
• Resume Renovations (Full-Service)
• Online Lecture Series

Direct: 212-372-9878
john@selfrecruiter.com
www.selfrecruiter.com