The document provides guidance on facilitating a job seeker's job search process. It discusses balancing support with independence, motivating job seekers to create and follow a plan, and building their job search skills. The job search process involves setting goals, identifying high-value activities, and developing and working a plan. Job seekers should know themselves, know the job market, and make the best match between their skills and available jobs.

1. Facilitating the
Job Search

2. Think About. . .
 How do we balance supporting/facilitating the
process with “doing for” the job seeker?
 How do we motivate and encourage job seekers
to make a plan and work the plan?
 How do we build customer job search skills?

3. The Job Search Process
 Setting goals that will help you:
 Get interviews
 Turn interviews into job offers
 Identifying high value activities that help you
achieve your goals.
 Developing AND working a plan.

4. To find what you want, you
have to know what you’re
looking for.

5. Preparing for Job Search
 Know Yourself
 Know the Market
 Make the Match

6. Know Yourself
 Skills, attributes, assets, etc.
 What kind of work do you want?
 What kind of work environment do you want?
 Where do you do your best work?
 What job search skills/habits do you need to
develop?
 Potential challenges/barriers

7. Know the Market
 What jobs are available?
 What are the requirements for these jobs?
 What are the job duties, work environment,
location, etc.?
 What can I found out about the
companies/organizations where I might work?

8. Make the Match
 What jobs are you most qualified for/likely to be
successful in?
 What specific companies/employers interest you
most?
 What value can you bring to specific
jobs/employers?
 What are your “high priority” and “lower priority”
employers/job openings?

9. Summarize!
 Write a summary to define job search goals
 Job titles, tasks, etc. you’re looking for
 Employer preferences—including specific
companies, geography
 Assets, skills
 Be as clear and specific as possible
 Prioritize if necessary

10. “Do. Or do not. There is no try.”

11. Plans and Goal-Setting
 Spend MORE time on job search activities.!
 Set weekly goals.
 Set daily goals based on weekly goals.
 Plan a daily agenda based on daily goals.
 Work with your energy
 Reward yourself for achieving goals
 At end of day, review daily progress and set
goals for tomorrow.
 Review weekly progress.

12. Set Goals Around. . .
 Networking
 Researching target companies
 Finding job leads—posted and “hidden”
opportunities
 Developing the personal brand
 Professional/Personal Development

13. Sample Weekly Goals
 Connect to 3 new people by the end of the
week.
 Have coffee with ____ (to build network
connections)
 Identify and apply for 5 jobs.
 Do practice interview and review checklist to
prepare for Thursday’s interview.
 Write a 30-second commercial for myself.

14. Finding Leads

15. 26.7% of external new hires come from referrals
One hire for every 15 referrals
Number one source for hires
Source: CareerXRoads 2010 Survey

16. 22.3% come
from company
website
Source: CareerXRoads 2010 Survey

17. 13.2% come
from job boards
CareerBuilder
and Monster
two top sites

18. Two Types of Job Openings
Openings that Exist Now Openings that Are Created for
the Right Candidate

19. Openings that Exist Now
Advertised Unadvertised
20% 80%

20. How You Spend Your Time
Advertised Unadvertised
80% 20%

21. Finding Advertised Openings

22. Sources for Postings
 Job Boards (Monster, CareerBuilder, Indeed)
 Company websites
 Social media (LinkedIn, Twitter, Facebook)
 Networking events and activities

23. Job Board Challenges
Many openings outdated
Multiple postings for one opening
Too much competition
Employers find least qualified applicants
here
Employers using boards less

24. Disability “Niche” Boards
 Pros  Cons
 More targeted to people  Disability first, person
with disabilities second
 May be advertised to
satisfy EEOC/ADA
requirements
 Only a subset of available
jobs

25. Tips
Don’t spend a lot of time on boards.
Use boards primarily for research
Search locally
Search specifically
Use industry/occupational “niche”
boards where possible
Find lead and then go to company
website to apply.

26. Google Alerts

27. Tips
 Refine search before signing up for Alert
 Make searches as specific as possible—
occupation, industry, companies, skills,
geographic location

28.  Professional social network
 Way to research businesses and
individuals
 Professional “branding” opportunity

29. “Jobs You May Be Interested In”

30. Keyword Search in “Jobs”

34. http://www.twitjobsearch.com/

36. Finding Un-Advertised Openings

37. For Unadvertised Openings
 Focus on:
 Developing relationships with the right people
 Being a resource
 Matching your applicants to the culture/needs of
the organization

38. 1. Find and Connect to
Recruiters&Hiring Managers
 Events/Associations  LinkedIn
 Society for Human Resource
 Twitter
Managers (SHRM)
 Industry/Occupational  Company websites/blogs
Associations
 Chambers of Commerce  Email lists/newsletters
 Conferences

39. 2. Listen
 Follow/read what they post
 Join their groups to see what they’re discussing
 Sign up for their newsletters
 Ask questions
 Probe for “pain” and problems
 Try to understand culture and “fit”

40. 3. Engage
 Comment and RT
 Provide resources, information that solve
problems and address their “pain” points
 Connect them to people and resources—go
beyond your agency/organization. Don’t just be
about “disability.”
 Answer questions

41. Openings that Don’t Currently Exist

42. Openings for the Right
Candidate
 Match between company needs and applicant
skills/experience/personal characteristics
 Sold on applicant through personal contact
 Easier through network referral

43. Creating Openings
 Know pain and problems
 Show how applicant addresses pain or solves
problem
 Show how applicant matches culture/skill needs
of the organization
 Coach applicant to sell him/herself!

44. Personal Brand

45. Can I Count On You?

46. Are You Qualified?

47. Will You Fit In?

48. Will You Stand Out?

49. Communicating
the Brand

50. Where to Share Brand
 Resume/Cover Letter
 Online applications
 Social media profiles
 “Elevator Pitch”
 Interviews

51. The Resume
 1 page
 Highlights—either get the interview or (better yet)
as follow-up.
 Keyword-focused
 Save money, make money, solve problems
 RTF format

52. The Key Sections
 Contact Info
 Profile/Summary of Qualifications
 Work History/Accomplishments
 Education/Credentials
 Relevant awards, professional associations, etc.
(optional)

53. Contact Info

54. Profile/Summary of
Qualifications
 Best place to include company/industry
keywords
 Target company and job posting—highlight most
relevant skills and qualifications
 Highlight key accomplishments—SHOW, don’t
tell!
 3-4 sentences or use bullet points

56. Work History/Accomplishments
 Title it “Work Experience”  Use keywords liberally
 Highlight job  List employer name,
duties/accomplishments location, job title, years
most relevant to position. worked
 SHOW, don’t TELL!  Focus on past 15 years
 Focus on “So what?”
 Quantify as much as
possible

58. Education Section
 Don’t include HS if you have college degree
 Spell out the school name
 List degree
 Don’t include GPA unless 1) it’s over 3.0 and 2)
you are a recent grad
 Consider omitting grad date

60. Completing the “T”
1. Review job posting and/or company info
2. Identify employer needs, relevant keywords
 For job
 For company/culture
3. Fill in job seeker info to complete the T.
4. If you can’t complete The T—DON’T APPLY!
5. If you can, complete your resume.

62. The “T”

63. A Cover Letter is. . .
 A 30-second commercial
 An opportunity to add context to your resume
 A place to clear up confusion/concern
 One possibility for addressing disability disclosure
(when appropriate)

64. Four Paragraphs
1. Capture employer’s attention
2. Customized details of professional experience.
3. Relate yourself to the company/why you’re a
great fit.
4. Pro-active closing requesting action.

65. How to Capture Attention
 Mention networking contact by name
“I was speaking to Jane Doe at the Chamber of
Commerce meeting yesterday and she
suggested that I would be a perfect candidate
for your open warehousing position.”
 Your Unique Selling Proposition (USP)

66. Unique Selling Proposition (USP)
 Features—1-2 things that make  Benefits—how these features
you stand out benefit the employer

67. A Formula for Your USP
 "Because of my _______, I can do _______ for you better than
typical applicants."

68. For example. . .
 "I have five years of information technology
experience. My expertise is in technical support
and troubleshooting computer problems. My
technical knowledge will be beneficial in
reducing call waiting times and will substantially
improve the efficiency of your technical support
center."

69. Tips for Second Paragraph
 Provide more information on benefits mentioned
in 1st paragraph.
 Stress accomplishments and achievements.
 Use solid action verbs.
 If you lack experience, focus on transferable skills
related to the position.
 CUSTOMIZE TO JOB AND COMPANY!

70. Tips for Third Paragraph
 Demonstrate knowledge of the company and
position:
 Industry trends and issues
 Specific challenges faced by company
 Highlight your accomplishments, qualities, etc.
that show the “fit.”

71. Tips on Final Paragraph
 Express confidence that you are the perfect fit.
 Ask for interview
 Notify employer that you plan to follow up with a
call within a specific time.
 Include email address and phone number

72. Cover Letter Checklist for
Success
 Is your cover letter addressed to specific
individual?
 Do the opening sentences “grab” the employer’s
attention?
 Is the letter customized to the specific position
and company?
 Does the letter show how you will benefit the
employer?

73. Cover Letter Checklist for
Success
 Do you demonstrate expertise by using industry
jargon?
 Do you include specific examples of relevant
accomplishments?
 Is the letter succinct?
 Is the letter authentic, conveying a sense of who
you are as a person?

74. Cover Letter Checklist for
Success
 Did you include all requested information
mentioned in the ad, such as job reference
number, employment availability?
 Does it end with a confident call for action?
 Does it include contact information?
 Did you sign the letter?

75. Email Cover Letters
 Follow employer instructions—attachment or in
body of email?
 Subject Line
 Include reference to job, but highlight qualifications
(“Experienced Call Center Support Staff for Opening
in Call Center”)
 Include contact information in your email
signature

76. ATS=Applicant Tracking
Software
 Used by 50% of medium companies and almost
all large companies.
 Designed for employer to be able to manage
applicants and screen/sort by multiple criteria.
 Will prioritize and return to the recruiter the top
tier (on paper) candidates in rank order.

77. Beating the ATS
 Make sure application is complete and error-free.
 Never send resume as PDF.
 Don’t include tables or graphics in resume.
 Call work experience “Work Experience”
 Don’t start work experiences with dates.
 Include specific keywords from job posting in
resume, application.

78. “Big Pitch”
 30-60 second Introduction
 Includes:
 Name
 “Positioning Statement”
 Brief Career Summary
 Work Philosophy
 Job Search/Business Networking Objectives
 Be concise, memorable
 Customize for specific events/jobs
 PRACTICE—out loud!

79. Types of Job Interviews

80. Screening Interviews
 Usually over the phone.
 Can happen “spur of the moment.”
 Designed to screen you OUT.
 Goal is to make it to the next round. . .

81. Video Interview
 Often for screening and/or to talk with a remote interviewer
 Use Skype, G-Chat or some other video-conferencing software

82. Panel Interviews
 Multiple interviewers
 Can interview one candidate or
multiple candidates at same
time
 Allows employer to screen
multiple candidates at once.
 Can be awkward for
interviewees.

83. Open-Ended Interviews
 This is the “basic” job interview most
applicants expect.
 Open-ended questions with no yes/no or
right/wrong answers.
 Can have multiple levels

84. Behavioral Interviews
 Questions designed to elicit specific skills and
examples.
 More focused and probing.
 “Tell me about a time when. . .”
 Often evaluated and scored against a matrix of
“acceptable” answers.

85. Situational Interview
 Closely related to behavioral interview.
 Provided with specific work situations and asked
about how you would handle them.
 Usually involve problem-solving and/or difficult
work situations.

86. General Tips
 Listen!
 Focus on the positive
 Provide specific examples
 If you don’t understand a question, ask for clarification.
 Sell how your skills, qualifications will benefit the employer
 Focus on being a good “fit”

87. Behavioral/Situational
Interviews
 Describe:
 Problem/Situation
 Actions you took
 Results of those actions
 Be specific
 Be positive
 Don’t “over-explain”

88. Final Thoughts
 Job search success depends on:
 Putting in the time
 Setting/achieving specific goals
 Focusing on making and using personal connections
and networks
 Articulating value to potential employers
 Customizing messages to meet specific needs
 Communicating confidence, responsibility and the
ability to “fit in” while standing out from the crowd.