• Follow a recruiter to find a job

    Make the most of TheLadders — here are five recruiters looking for professionals like you. Click on “Follow” to get instant updates whenever they post a job.

    Eve O\'Reilly
    Follow Eve O\'Reilly
    Eve O’Reilly
    887 followersExecutive Search Consultant at The O’Reilly Group

    Healthcare BPO; Supplier Relationship Manager, Houston, TX

    Healthcare BPO; Supplier Relationship Manager, Houston, TX

    Luis Pedemonte
    Follow Luis Pedemonte
    Luis Pedemonte
    414 followersDirector-Lead Professionals, LLC at Lead Professionals, LLC
    David Salinger
    Follow David Salinger
    David Salinger
    537 followersDirector at TTS-Media

    Digital Group Media Director, New York, NY

    VP, Corporate Communications & Strategy, New York, NY

    Digital Sales Manager, Los Angeles, CA

     

    This feature is called “Follow Recruiter” on our site. How does it work?

    Whenever you find a recruiter on TheLadders.com with jobs that interest you, click “Follow” underneath their profile. Then, every time that recruiter has a new job or update, you’ll be the first to hear about it – direct to your e-mail inbox.

    And if it turns out that you are no longer interested in that particular recruiter, just click “Stop Following,” and
    the updates will cease.

    What I love about this “Follow Recruiter” feature is that it makes it a lot easier to keep up with the recruiters that have the jobs you’re interested in. Trying to track down jobs by keyword or city doesn’t always give the bestresults for your job search, and this tool lets you get job information based on the person doing the hiring, rather than the words or attributes of the job itself.

    A few other quick notes on making the most of your TheLadders.com subscription:

    Searching for jobs on TheLadders.com happens in the “Find Jobs” tab.
    For most people, the basic search functionality is sufficient to find the jobs they are interested in. In case you’d like to know all about the more powerful features, here’s the link to the Adobe Acrobat document with advanced tips and tricks:

    How to Search on TheLadders “How to Search on TheLadders.”

    Homepage — this is your dashboard and your command center. Clicking on the “
    “Home
    ” tab on our site gives you the master overview of new job leads, saved jobs, and jobs you’ve applied to.

    It also lets you know your resume status, what your “followed” recruiters are up to, and live statistics about new jobs on the site and activity from recruiters and HR departments regarding your resume or applications.

    Finally, you can also manage your e-mail subscriptions and your Recruiter Inbox from the “Home” tab…

    And that’s how you make the most out of your TheLadders.com subscription. Have a great week this week and hope you have wonderful plans for the Memorial Day weekend!

  • The boys of summer

    I’m going to see the Yankees-Red Sox game on Tuesday night at the “new” Yankee Stadium. I’m a “stadium-only” fan: I root like heck for my Yankees when I’m at a game, but I don’t much follow the standings or keep up with the scores day-to-day. (And, please, Red Sox Nation, before the inevitable anti-Yankee emails — I went to school in Boston and you won’t find a bigger fan of your town, or New England clam chowder with Tabasco, than me!)

    So I’ve been thinking about baseball, and the baseball season, and the players, and what we can learn from the game and apply to the job search …

    It’s a long season
    It’s 183 days from the beginning of baseball to the last scheduled game of the year. That’s a looooooooooooong season! And when you’re a professional ballplayer, you need to be mindful of the physical and mental stamina required to be your best throughout the season.

    And as I mentioned last week, the $100k+ job search can also take 183 days, or longer.

    And just like pro ballplayers, you need to make sure that you’re mentally (and physically) prepared for the realities of the modern job search. Since the days of the “old boys’ network” have passed, you won’t be getting a new job over stogies and steak at the club this weekend.

    No, it’s going to be a challenge, and it’ll take time. But just like the pros, being in the $100K+ bracket means you’re at the top of your game, and when you put your mind to it, you’ve got what it takes to make it through.

    You’ll lose some games
    There is no team in baseball history with a perfect record. Even the very best teams lose thirty, thirty-five or forty percent of their games. And after you’ve lost a game, how much should that impact how you play in tomorrow’s game?

    Not one little bit. It’s a new day and a new game, and you need to go out there to win.

    Same thing in the job hunt. If yesterday you bombed an interview, lost out on a great job, or the timing didn’t quite work out, how much should that impact your job search today?

    Yep, same answer. Nada. Today is a new day and there are over a thousand new jobs listed on TheLadders every day. Sure, yesterday may have stung and stunk, but if think like a pro, you’ll realize that today is the only day that matters in your job search, and that’s because…

    You have to play every day
    So the day after a loss, guess what a major league ball player gets to do? He gets to hop back on the bus, jump on the plane, and head to the stadium for his next game. There’s no real break.

    I was looking through the MLB schedule (on their awesome site) and the Phillies, for example, only have two days off in the entire month of May! Over the course of a baseball season, these athletes get all of 21 days off (just 20 if you make the All-Stars).

    And while I actually recommend that you should take a more normal series of breaks and vacations during the job hunt, the underlying point is the same.

    Success in the season and success in the job hunt is about playing every day.

    Don’t quit when you win, either
    There’s no ball club that says “Hey, we won yesterday, so we don’t have to play hard today.” That just wouldn’t make sense.

    Unfortunately, I can’t tell you how many times we hear from job-seekers that they think they’ve got a lock on a job so they don’t need to follow up on other opportunities.

    Please, please, please, pretty please, don’t do this!

    Because just as often, we get the e-mail or the call the next month when that great opportunity didn’t pan out for some reason. And that hopeful person’s job search is set back by the full month of inactivity.

    Until the championship ring is on your finger, or you’re sitting at your new desk at your new job, don’t let winning make you quit, either.

    The off-season really pays off
    I’m a history buff, and the Duke of Wellington famously said about his defeat of Napoleon:

    The Battle of Waterloo was won on the playing fields of Eton.

    And when you look back on it, it’s the work that the players and the teams do during the off-season that enables a World Series win. It’s the training and the workouts, the trades and the draft, that create a winning year. Similarly, your job search success is determined by your success at preparing for it while you are happily at your current job.

    Excellent performance in your job and steadily increasing responsibilities are, of course, essential to your future success. But what’s also important is making sure that you maintain your network, keep abreast of developments in your industry and your field, and, with some regularity, learn about the opportunities that are available in the market today.

    OK, folks, those are the key things that you can learn from the boys of summer. I’ll be in the stands rooting for you!

  • The average job-hunt is six months, how long will yours be?

    How long is this going to take?

    You’ve made the decision that it’s time to move on – or perhaps had the decision made for you – and your biggest question is: “How long is this going to take?”

    The reality is “longer than you’d like”. But the good news is that we can help.

    You know, the first time you were invited to play golf, or went fly-fishing, or tried your hand at cooking a new cuisine, you didn’t just grab the equipment and start slashing around the kitchen, the river, or the golf course. You took a bit of time to get to know the tools and the rules, and you got better as you went along.

    So before you start applying to jobs, writing up a resume, and networking, it’s important to take just a few minutes to get set up with the tools that you need in order to be successful at this very important job search…

    What you’ll want to do is define what you want from your job search and create an elevator pitch that explains those goals succinctly.

    At this senior stage of your career, any job decision involves two key questions:

    • What is it you hope to achieve next?, and
    • What are you willing to do to get there?

    Perhaps you want to earn more money, enjoy better job security or have more time to spend with your family.

    In exchange, you may be willing to consider greater or smaller changes to your current situation – and more or less effort to get there.

    A simple move from one company to another in the same industry may require little disruption to your established routine. On the other hand, a bigger jump will demand more effort: you may need to change your industry, your location, your field or function, or other aspects of your career as you’ve experienced it thus far.

    It may even require sacrifices such as a lower salary to break into a healthier industry.

    So what we’ll need to do is understand your job goals.

    Think through what you’re looking to change and what you’re looking to keep the same, and check the boxes to indicate those items you’re changing:

    Company
    Function
    Industry
    Location
    Size of company (Fortune 1000 vs. start-up)
    Compensation

    As a general rule of thumb, your $100K+ job search will take five months plus one month for each box you’ve checked.

    Looking to stay at company headquarters but move from a Controller role in consumer products to a similar role with the enterprise team? Plan on five months.

    Looking to change companies, but remain in your field and industry and find a position that pays 10% more – should take about seven.

    Looking to move from your big corporate multi-national to a start-up across the country? That’s also an expected seven month search.

    Been running your own consulting business for the past decade and want to move to work for a client? That’s eight. (Because you’re changing your company, your size, and your function – switching from being the executive to being an employee in a function.)

    Once you’ve figured out what you’d like to do, we’ll need to explain it to others.

    While you are well aware of how accomplished you are, your future boss isn’t yet. And you’ll need to have a brief – very brief – way of explaining to anybody you happen to meet what you’d like to do.

    Whether you’re networking, talking to recruiters, or at your 20-year college reunion chatting up old buddies, you’ll need to explain your goals in 30 seconds or less, keep it positive, and be specific without being boring.

    As a matter of fact, that’s why it’s called an “elevator pitch.” Because everybody is so busy these days, you need to be able to explain what you want to do, why you’ll be good at it, and how they can help, in the time it takes for an elevator to go between floors in a building.

    What are some examples of the right way and wrong way to create an elevator pitch?

    Wrong
    “Oh, I’m looking to do anything in sales.”
    [That's too vague and unfocused.]

    “You know, with everything that’s happened, I think it’s time to get out of the derivatives industry, so I’m hoping to find somebody else that wants a guy with a decade of finance experience and a Wharton MBA.”
    [This explains why you want to leave, not where you want to go.]

    “They hired a new boss for my division, and, boy, is he a bear. I really need to get away from working with such a negative person.”
    [You're squandering the opportunity by talking about your bad boss rather than what you can do for a new employer.]

    “Oh, I don’t know, it’s just such a topsy-turvy time right now, and I’m not sure what I should do next, it’s so confusing because every time you think a company is stable and secure, poof!, some accounting scandal turns up and they go under, and I’m just so worried about making a choice that’s going to turn out wrong, but I need to find something new because if I have to go into that office with that depressing lighting and those ugly cubicles one more time, I’m not sure what I’m going to do as I just can’t take it any more since that meeting last month with the boss went so poorly and….(on, and on, and on)”
    [You'll need to keep your message brief, tight, and structured around what your capabilities are, rather than discussing these admittedly confusing times.]

    Right
    “For family reasons, we’re moving to Santa Monica to be closer to my wife’s parents. I’ve had a successful career in CPG marketing, and I’m looking for a VP, Marketing position at a similar company where I can apply my expertise in direct marketing, brand development, and public relations.”

    “I’ve really enjoyed leading the development of software at B2B companies, and I’d like to find an opportunity at a growing, VC-backed start-up where my skills in building teams, architecting scalable systems, and developing code would make a real difference.”

    “I’ve been in pharmaceutical sales management for the past 16 years and have progressed through roles of increasing responsibility. I’m looking to join another pharmaceutical company where I can lead a national sales team and apply my proven track record of beating quota and developing deeper doctor and care-giver relationships.”

    You know, Mark Twain said:
    I didn’t have time to write a short letter, so I wrote a long one instead.

    And making your elevator pitch short but effective is going to take some time. But it’s really very important that you’re able to briefly and effectively communicate your goals to anybody you’ll meet.

    That’s the only way they’ll know what you already know: that you’re a valuable professional with a lot to contribute.

    OK, that’s the “long and short” of your job search and your elevator pitch. Have a great week in your search!

  • A favor to ask

    Last week, I took you on a photographic tour of TheLadders.com headquarters in New York City. This week, I’d like to ask a favor:

    Would you mind sending us a photo of you?

    The hard-working people you saw last week spend all their time here at the office trying to find ways to help get you hired. And the internet is a fantastic medium for enabling them to communicate with you and professionals like you all over the country.

    But the challenge is: we don’t get to see our customers every day. And we’d sure like to!

    It’s really quite meaningful for our people to see your faces and read your stories — it makes the long hours worthwhile, and it’s a great reminder of the payoff for us (and for you) when we are successful at helping you find a job.

    So I’d like to ask you to do them the favor of sending along a high-resolution photo of yourself to photos@theladders.com.

    Almost 10,000 subscribers sent in photos last year, and our favorites included the Marine on a camel, a Christmas party shot of the family of one subscriber, and the loads and loads of pictures we got of families on vacations — understanding that we are responsible for helping families really hits home with the team here.

    If you’ll please include a little blurb — your name, hometown, your profession, and how you’re using TheLadders or how we can make the service even better — that would be great.

    We post these pictures along our walls and in our conference rooms to give our people a daily look at the folks we are helping. You can imagine how powerful it is during meetings when our customer is right in the room with us.

    Please note, these photos will be used for internal purposes only, and will never be used in our marketing, PR, or publicly in any way.

    So if you can send a high-resolution photo (we print them out at 8″ x 10″ size), it would mean a lot to me and to the team, and we’ll “see” you soon!

  • Who are the people behind TheLadders.com?

    So who are the people behind TheLadders.com? We’re blessed with an outstanding Board of Directors and Management Team, but most importantly, we have over 300 employees here at our New York City headquarters that are incredibly passionate about helping you find your next job.

    This week, I want to take you “behind the scenes” to meet those people. So I got together with my colleague Gennady, who is an excellent photographer, and took a few pictures around TheLadders.com building to share with you who it is that cares so very much about your success.

    This is the first view that many people get of TheLadders — Ana Nicole, Angela, and Marina work in recruiting and help us hire the excellent team here at TheLadders.com.

    The front door of TheLadders building in Manhattan…

    …leads you to the lobby.

    Peter is on the phone speaking with one of the companies looking to hire TheLadders candidates. Did you know that we have over 70 people whose job is to call companies and executive search firms in order to get their jobs on our site, and offer them access to our resume databases? That’s almost 10,000 calls that we make each week in order to help you find your next job.

    Lou listening intently to a client as the Hudson River flows by in the background.

    Laura works in our Enterprise Marketing group — her team spreads the word across the country to companies that need professionals like you.

    It takes a lot more than a village to make TheLadders the leading community of high-end talent and the jobs they are looking for. Here’s a view of half the floor that includes Job Search Support, Talent Specialists, and New Member Outreach…

    …And here’s a closer look at our Job Search Support team. These are the people who are ready to answer your questions by e-mail, phone, or chat; they are also responsible for making sure that only $100,000 jobs, and appropriate recruiters and job-seekers, are allowed on our site.

    Tracy and Michael of our Job Search Support group discuss ways to make your job search better. In the cold, anonymous world of the internet, we have a different viewpoint on the job search — we try to make it as human as possible and team members like Tracy and Michael ensure that we are always “Loving Our Customers.”

    Russ, Director of Inside Sales, recently moved over from leading our Resume team. We like to have people move from one side of our business to the other because it gives us a better understanding of the ways to make the search more effective for both job-seekers like you and the HR professionals looking to hire you.

    Have you had a professional look at your resume? These are the Resume Analysts and CPRWs (Certified Professional Resume Writers) who help our subscribers create resumes that accurately reflect their unique capabilities while also writing a resume that is an effective marketing tool and optimized for the 21st century job search.

    Andrew, Michael and Ken of our Technology team conferring on a sunny afternoon.

    Brian and his team of IT professionals keep the site up and running… around the clock.

    A wider look at our Technology, Product and Marketing teams…

    Here’s the content group, led by Matthew Rothenberg. These folks put together articles, advice, and infographics that really are the best in the industry. I mentioned their great work and provided links to some of the outstanding advice packages that you can read (for free) in my newsletter in early February.

    Ware, our VP, Consumer Services, and the 8th floor of TheLadders’ NYC headquarters.

    Another look at the “buzz in the hive” at HQ.

    Meetings, meetings, meetings! Here our team members discuss people we’re hiring to make our products even easier for you to use.

    Marcy, of our Resume team, chatting with a colleague. If you’ve ever spoken with Marcy or any of our other Executive Resume Analysts, you’ll know that their experience at assessing candidate resumes to find the best way to make them impactful are diplomatically honest, and unbelievably effective.

    Stuart of our Resume Team wants you to be successful.

    And, finally, I turned the camera on Gennady — here he is with the rest of the database team at TheLadders.com!

    Well, folks, that’s the visit through our company headquarters, I hope you liked it!

    Next week, I’ll be asking for a favor from you, as I do each year…

  • How do you sound on the phone?

    The phone is a critical tool in the job hunt — do you know how you sound on it?

    Sure, it’s pretty straightforward — you pick it up, punch some numbers in and talk on it. You’ve been doing it your whole life, so there’s nothing special about using it in the job search. Right?

    Well, that’s not actually the case.

    Because how you communicate on the phone — what you say and especially how you say it — becomes the basis for whether or not you make it to the next stage in the interview process. How you use your time on the phone with the HR person, the recruiter or the hiring manager is actually pretty critical.

    If you talk on the phone for a living — if you’re in sales or corporate communications — a lot of this advice comes as part of your job. But if you’re in an area where persuading and communicating over the phone isn’t something you’ve learned professionally, I’ve collected some of the best-written and most popular articles we’ve written over the years on the phone interview and included the links at the end of this letter.

    In my ten years in the online recruitment industry, here are my own three best bits of advice for making the phone your friend in the job hunt:

    For the initial call
    Typically, the initial call is a screening call to determine whether or not you have the basics for the job, and whether you have any interest at all in pursuing it. As an introductory interview, the stakes are pretty low, and so long as you’re polite and responsive to questions about your background, not too much can go terribly wrong.

    But this is a great chance for you to find out more about the job. At this point, the person on the other end of the phone is selling as much as judging, and there is therefore a greater appetite for taking your questions and giving you more information about the job. Use this opportunity to your advantage.

    The five questions that I’d suggest you ask during an initial screening?

    • “What are the three most important things you want the person who takes this job to achieve over the next year?” (We’ll come back to why this is important.)
    • “Tell me what type of person is successful, and what type of person is not successful at your company.” (This is a more specific way of asking about company culture.)
    • “Who had this job last, and why did they leave?” (Or, for new jobs, why is it being created?)
    • “Are you working on this job on an exclusive or retained basis, or on a contingency basis?” (If the person you are speaking with is an executive recruiter.)
    • “What’s your timeline for making a decision?”

    For the phone interview itself
    Follow all of the advice below, particularly the first article by Barbara Safani, which is one of the best-written pieces I’ve seen on the tactics of taking an important job-search phone call.

    As for substance, the phone screen is usually not the chance to get a real feel for the company and the job. You’ll pick up some more color, but it’s unlikely you’ll get a “feel in your bones” for what the organization and the position are like.

    Most frequently, it’s simply a hurdle you’ll have to pass to get the next round. Which makes it different and higher stakes than an initial screening call.

    If you’ve determined you’re interested in pursuing this opportunity, you’ll need to get past this obstacle.

    So my best advice for doing just that is to make it easy for them.

    If you’ve asked the “three most important things” question during your initial call or subsequent scheduling call, you already know what they’re looking for. It’s not hard, and maybe it’s a little bit obvious, but you’d be amazed at how often people get distracted into turning a phone interview into a nice social call discussing your hobbies or how the baseball season is going. Don’t let that happen to you.

    Take the three most important things, have your capabilities to deliver on each of those things well thought out, and stick to those points. If the conversation veers off into the blue yonder, always bring it back to those key issues.

    And at the end of your call, repeat those things and your background and abilities in those areas: “Well, Ms. Jones, you mentioned that x, y and z were the three most critical things for this job, and I walked you through how my background A, B and C made me a great fit to do just that successfully. Is there anything I’ve overlooked, or do you agree?”

    This is the best way to get a very accurate read on how well you came across on the phone, and what the hiring manager thinks about your potential fit for the role at the end of the call.

    Buy a mirror
    I’ve mentioned this many times over the years: we all know that how we feel shows up in our facial expressions. Feeling glum and you’ll be frowning; feeling great and you’re smiling.

    But did you know that it works the other way too?

    Psychological research has shown that if you’re smiling, even for as little as five minutes, it actually changes the way you feel.

    And how you feel determines how your voice sounds on the phone. You can tell when your friends are down, or exuberant — and, no surprise, so can recruiters and hiring managers on the other end of the phone.

    So what I want you to do is to feel great when you’re making job hunt phone calls.

    One way to do that is to actually — you know, always, 100% of the time — feel really, really great.

    But that’s not realistic.

    The other way is to find a little trick that can help you feel great and be smiling while you’re on the phone.

    So I’d recommend having a little mirror on your desk whenever you’re making phone calls. When we look in a mirror, we see one of our favorite people in the world, and, yes, we tend to smile. And that smiling does actually change the way you feel. It might sound trite or goofy, but if you really try it, you’ll find that it actually makes a difference in your mental attitude, your facial expression, and, most importantly, how your voice sounds to the person on the other end of the phone.

    The best articles from our News & Advice section
    I’ve pulled together the five articles below from our enormous job hunt advice section. We’ve got some great stuff for your job search in there, and the topic of phone interviews is no exception. As mentioned, I think this first article by Barbara Safani is really outstanding:

    10 Tips for Mastering the Phone Interview
    Phone interviews are becoming more and more common — learn how to ace yours.

    How to Handle a Phone Interview
    How to interview in different situations ranging from Web videoconferences to lunch with an acquaintance and even the dreaded phone interview.

    The Dreaded Phone Interview
    Leveling the playing field to be sure you put your best foot forward.

    Top 6 Job-Search Gaffes and Goofs
    The hiring manager may not explicitly give you feedback telling you these factors are why you lost the job — but these pet peeves may be the factors that made the hiring managers look elsewhere.

    Speak Successfully
    The hiring manager may not explicitly give you feedback telling you these factors are why you lost the job — but these pet peeves may be the factors that made the hiring managers look elsewhere.

    OK, everybody, hope you have a smiling and dialing kind of week — you know I’ll be rooting for you!

  • Are you ‘Employed but looking?’

    Balancing work, family and friends is tough enough without throwing a job hunt on top of it. Your schedule is already packed and now you’re supposed to add researching and following up on job opportunities into the mix? That’s a pretty tall order.

    So here’s what we’ve done at TheLadders to make your search for a high-end job easier when it comes to research, tools, resume, and understanding the hunt.

    Research — cutting out the busy work
    Yes, with an infinite amount of time, you could use the internet to find the names of all the companies who might have jobs for somebody like you, surf their websites, follow up on the phone, and keep an active eye on what’s new. But who has an infinite amount of time?

    We thought that was too much work to ask of busy professionals.

    So what we do at TheLadders is call recruiters and HR departments — almost 10,000 calls per week from TheLadders to companies and recruiters looking to fill positions — and we get the information from them about upcoming hires they are making in order to post the jobs on our site or let them look through our resume database.

    Then, we screen through all the jobs they do send to make sure they are paying at the $100,000 or more level. We have two human beings review each job before it is allowed on the site — that’s a form of editorial oversight or curation that makes sense for you by eliminating the busy work. (The most common error we see, by the way, is administrative — the HR group sent us all their jobs, not just the $100K+ ones, and we’ll get on the phone with them to screen through and take just the ones that pay above our minimum level.)

    Recruiters and hiring managers like using TheLadders because we only have candidates at the $100K+ level. It saves them a lot of time when they don’t have to look through all the inappropriate applications that they might get when they post their jobs on a general job board. By screening for both sides, we here at TheLadders have created a community that is a lot safer, easier, and more efficient for high-end professionals to get connected with the jobs they are looking for.

    Jobs — how to get instant notice
    A recent, really powerful addition to our product is “Follow Recruiter.” As I’ve mentioned previously, I signed up for Twitter last year to see how it works for the high-end job search. While the experiment has been a lot of fun, the open nature of the internet means that Twitter isn’t a great tool for you to find your next job.

    So here’s what we’ve done: we designed a simpler type of Twitter that focuses just on the $100K+ job hunt for TheLadders subscribers. When you go to “Follow Recruiter” or you apply for a job on TheLadders, you can decide to “Follow” a recruiter that has the type of jobs that you’re interested in. No surprise, it turns out that if a recruiter has one job you’re interested in, chances are that he or she will have other jobs you’re interested in too. Operations recruiters tend to have operations jobs, finance recruiters tend to have finance jobs, legal recruiters tend to have law jobs, etc.

    So when you sign up to “Follow” a particular recruiter, you’ll be notified by e-mail immediately when they post a new job. I’ve been playing around with our new system, and just like Twitter, it takes a little bit of trial and error to determine who is really somebody that has jobs you’re interested in. But once you find those recruiters, it’s really fantastic (and kind of interesting) to see the jobs show up in your Inbox instantly.

    Resume — it should do the work for you
    Now if you’re trying to save as much time as possible in the job hunt, the best possible way to do it is to have your resume do as much of the work for you as it can.

    While many of us feel sheepish about “bragging” about our accomplishments, it’s important to realize that your resume is the first contact your potential future boss has with you — and what he or she needs to know is how you can make their life easier by filling this job they’re hiring for and doing it really well.

    You’re not going to get a chance to speak with the hiring manager and let them know what a wonderful professional you are. And you’re not going to have the time to track down everybody involved in the hiring decision and speak with them first. You can try to explain your accomplishments on the phone to the HR department, or you can hope that your industry contacts let them know what a star you really are, but that’s not the best way to make sure you are being presented effectively.

    It would be fantastic, and probably a better system overall, if you were always allowed to make your first impression in person. But the fact is, that doesn’t happen very often, and you need to have a resume that does a very good job of explaining you.

    No, what you need to do is have a resume that does all of that work for you.

    Now, a resume is really an advertisement. It advertises not what you’ve done, but what you can do for your future employer. You might think that listing all your accomplishments, skills, and awards would be enough, but as we have researched it here at TheLadders, that’s not the case.

    A great resume is written from the point of view of “What can this person do for me, the manager that has a job that needs to be done?”

    So many resumes that we see have entries such as “Was hired to be the VP of the Western Region for the new product line of Acme Corp.”

    OK, while that’s true, it doesn’t really tell your future boss what you can do, only what you’ve done.

    A great resume would say something like “Reduced operating costs 17% through streamlining of production processes and increased contribution margin by 510 basis points after being selected to lead new product line of Acme Corp.”

    By telling your prospective employer about what you can do and how you did it, a great resume advertises your abilities very effectively even though you are not there.

    Now, if you were in charge of an advertisement for your company’s new product line, you’d probably hire a professional ad copy writer or agency to write the advertisement. That makes sense — there are people who do this every day and they’ve learned the best ways to make a great ad.

    And I’ve been in this job search industry long enough to know that most resumes aren’t written very effectively. As a matter of fact, as I pointed out last year, when we grade the resumes that come in to TheLadders, only 6% are written well.

    So my professional advice is always, always to get your resume professionally written. There are people who do this for a living and they know the ins and outs, the tricks, and the most effective way to craft a resume that does the work for you.

    To get a resume professionally written, you can either use our team here of professional resume writers that we’ve hired to do it, or you can use Google to find a resume writer you are comfortable with. I’m less concerned with getting your business, and more concerned with making sure that your resume / advertisement is doing the best job possible for you.

    Information — get educated without having to read everything
    Looking for a job while you’re still employed is a challenge, and there are a lot of nuances to it: How do I keep things going well at work while I’m looking? How do I manage the wardrobe change when I’m going for interviews? How do I not get myself in trouble with non-competes? Etc., etc.

    We have a fantastic editorial team here at TheLadders and they’ve written or commissioned over 1,000 articles on every topic involving the job hunt — resume writing, salary negotiations, interviewing, and yes, managing the search for a new job while you’re still employed.

    I’ve pulled a few of the best articles below for you this week, and here they are:

    Searching While Employed: Play It Safe
    Making a job switch requires balancing ambition and savvy. Follow these five steps to keep your reputation intact and your income secure.

    The Fine Line Between Job Hunting and Networking
    Where do you draw the line between networking to share best practices and fishing for a better offer from a competitor?

    Interviewing On the Sly
    When interviewing and employed, use these tips on dressing down interview attire for the office.

    How to Approach a Competitor About a Job
    The bottom-line on non-competes and the ethics of employers who want your insider knowledge.

    Keep Your Job
    There are risks to checking out of your job prematurely. There are even rewards for overperforming during uncertain times.

    And as a bonus …

    Resign with Class
    The last impression can be more important than the first impression. Here’s how to exit as gracefully as you entered.

    OK, folks, that’s my advice this week on finding a job while you’re employed. I hope you find it useful!

    Good luck in your search this week — I’ll be rooting for you…

  • Who Got Hired?

    Readers, the employment market is climbing back and your fellow subscribers are landing more and more jobs each month. While I can’t include all of the positions accepted last month here at TheLadders, here’s a selection of 50 of the job titles and salaries of people who found their jobs through TheLadders in the month of March:

    Title Salary
    1. Account Director $150K
    2. Account Executive $105K
    3. Assistant to the President $135K
    4. CEO $410K
    5. CFO $175K
    6. Commercial Development Manager $115K
    7. Controller $125K
    8. COO $110K
    9. Data Manager $105K
    10. Digital Sales Manager $120K
    11. Director of Business Development $150K
    12. Director of Customer Care $110K
    13. Director of Engineering $120K
    14. Director of Engineering $130K
    15. Director of Finance $135K
    16. Director of HR and Mission Integration $110K
    17. Director of IT $145K
    18. Director of Materials $100K
    19. Director of New Product Planning $160K
    20. Director of Operations $170K
    21. Director of Operations $125K
    22. Director of Sales $100K
    23. Director of Technology $120K
    24. EDW Architect $100K
    26. Federal Sales Director $120K
    27. Implementation Manager $103K
    28. International Tax Manager $120K
    29. Lead Enterprise Architect $140K
    30. Maintenance and Facilities Manager $124K
    31. Manager of IT Security and Compliance $118K
    32. Market Development Manager $105K
    33. Operations Manager $170K
    34. Plant Manager $125K
    35. Principal Product Marketer $115K
    36. Principal Program Manager $120K
    37. Process Engineer $100K
    38. Project Manager $128K
    39. Risk Group Director $145K
    40. Senior Architect $120K
    41. Senior Logistician $140K
    42. Senior Security Sales Specialist $110K
    43. Site Controller $120K
    44. Sr. HR Manager $150K
    45. Sr. Project Manager $120K
    46. Supply Operations Project Manager $118K
    47. VP of Cardiac Services $210K
    48. VP of Operations $165K
    49. VP of Product Settings $250K
    50. VP of Talent Management $150K

    And, by the way, the best way for you to join this list in the month of April? Search for jobs, get your resume written, and follow recruiters that have the types of job you’re looking for in order to get instant updates.

    We’re seeing increased activity from our corporate and executive recruiter customers, so while the market is certainly not “hot” yet, perhaps April is the month you’ll be getting warmer… getting warmer… you’re getting warmer… you’ve found it!… your next great role in life.

    OK, Readers, good luck this week!

  • These three recruiters are looking for people like you.

    These five recruiters are looking for people like you.

     

    Christine Bell
    Follow Christine Bell
    Christine Bell
    1080 followersOwner/Senior Recruiter at IT Intellect, Inc.

    SAP BPC Senior Consultant (Planning Focus), Midwest

    Oracle CC&B Managing Consultant, Mid-Atlantic

    SAP (SMB) Associate Partner, New York, NY

    Scott Gilinger
    Follow Scott Gilinger
    Scott Gilinger
    404 followersNational Recruiting Director at The Judge Group

    Corporate Project Engineer, Florence, SC

    Vice President of Manufacturing, Houston, TX

    Six Sigma Black Belt, Chicago, IL

    Greg Bennett
    Follow Greg Bennett
    Greg Bennett
    354 followersGlobal Practice Director at The Mergis Group

    SLED (State / Local Gov & K-12 / Higher Ed) IT Sales, Charlotte, NC

    Sr. Account Manager – Hi-Tech – IT Consulting Services, Portland, OR

    VP of Alliances – IT Consulting Services, San Francisco, CA

    To see more recruiters like these five, visit our “Follow Recruiter” pages here.

    This is a new feature that we launched last week at the ERE convention in San Diego, where it was a big hit with our corporate customers and our friends in the executive search business.

    Here’s how it works…

    When you find a recruiter with jobs that interest you, click “Follow” under their profile. Then, every time that recruiter has a new job or update, you’ll be the first to hear about it — directly from him or her.

    And if it turns out that you are no longer interested in that particular recruiter, just click “Stop Following,” and the updates will cease.

    What I love about this “Follow Recruiter” product is that it makes it a lot easier to keep up with the recruiters that have the jobs you’re interested in. Trying to track down jobs by keyword or city doesn’t always give the best results for your job search. That’s why I am awfully proud of my colleagues Eric, Chad, Mona, Kyri and Dustin for designing and building this first-ever product for the online recruitment industry. It’s truly genius, and I think you’ll find it pretty useful.

    If you feel so moved, go ahead and drop them a line to say “good job” by replying to this email — they’ll sure appreciate it.

  • The recruiter always rings twice

    About half the jobs at the $100K+ level in this country are filled through headhunters, and understanding how to work with them can make your job search a lot more efficient and a lot less frustrating.

    So I’ve collected eight of the best articles we’ve written on executive recruiters below.

    From my own experience in the online recruitment industry — I’ve been in this business ten years now — let me give you my perspective.
    Sometimes the bad rap on outside recruiters is that they’re just trying to push you to take the job they’re recruiting for and they don’t truly understand your career goals.

    I can sympathize with that viewpoint, so let me tell you why it sometimes feels that way and what you can do to avoid it.

    In our research here at TheLadders, what we’ve discovered is that relatively few people have written-down or well-thought-out career goals. There’s nothing wrong, per se, with not having written-down career goals, it’s just that most people don’t have them.

    So when a recruiter gives you a call and is representing a new opportunity, it’s difficult for either of you to know if you’re really interested. And I can tell you, more than half the time the job you end up taking is one you had no interest in at the beginning of the process.

    As a matter of fact, the way I got into this industry was by taking a job as VP, Business Development, at HotJobs.com a decade ago. And I remember walking out of my first meeting with the feeling that it was an interesting company in an interesting industry, but there was no way it was the right job for me. Turns out I changed my mind on that one.

    So what you should understand is that a recruiter is putting a new opportunity in the best possible light for you and for your career. As most people (including me) don’t have a perfect understanding of what jobs they will or won’t take next, it makes sense for the recruiter to be persistent — the best ones are pleasantly persistent — because it just might turn out that you realize the job is great for you.

    What’s the best way for you to avoid feeling bad or pushed around in this process? Write down you career goals. Which means thinking through what type of company you want to work for, what work you’d like to do, what the next logical step in your career would be, et al.

    And that way you can help recruiters understand much more quickly whether or not a particular job is likely going to be a fit.

    OK, with that introduction, folks, here are the eight best stories we’ve written on working with recruiters:

    How to Work with Executive Recruiters
    A step-by-step guide on how job seekers can work effectively with executive recruiters.

    Why Employers Use Executive Recruiters
    One employer explains why he retains recruiters to find job candidates.

    5 Ways to Make Your Recruiter’s Job Easier
    Tactics job seekers can use to work more effectively with recruiters.

    3 Lessons I Learned from Executive Recruiters
    The reality behind how they work and what they do.

    Step-by-Step: Your Role – And the Recruiter’s
    A step-by-step guide to how recruiters and job seekers partner together. (PDF)

    Illuminating Recruiting’s ‘Black Hole’
    Thoughts and notes from TheLadders editor-in-chief on how to beat ‘the black hole.’

    Can Recruiters Find YOU? 5 Online Methods to Borrow
    Veteran recruiter Joe Turner describes online routes to the short list when professional talent scouts are looking for candidates.

    Credibility with Your Recruiter
    To catch the eye of a prospective recruiter or career coach, demonstrate these credential-building assets.

    I hope you find your future this week, Readers!

    I’ll be rooting for you!