Passion is Bullshit

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My client Michael Z believed that Passion is Bullshit – and I agreed. Apologies upfront. I know, closing the blogging year with such a controversial headline might not be suitable for everyone. My business partner and I just met in the office to clean up old emails, discuss strategy and prepare for the New Year. We had just finished, opened a beer reflected on our most memorable client of the year. Here is my story of my Most Memorable Client of 2014.

In early November of this year, Michael Z – name changed – was referred to me for 1on1 job search coaching because our Booking Coordinator, Susan, thought he would be a hard case to service. What was Michael’s problem? Simply put, he had lost his mojo — he kept telling himself that he had lost his passion for the job.

Michael had been unemployed since May 2014 when he was made redundant from his position as Customer Service Manager for a big Australian retailer and things had been going downhill since then.

I met with him for a 45 minute skype session and a short while later for a second personal 1on1 session in our Melbourne office. I realised right after the first session that Susan was right with her first assessment. Michael was really feeling down. He truly had lost his energy and his belief in anything he ever thought had made his work life special. He had lost his passion.

He kept referring to his “loss of passion” at the start, during and the end of nearly everything he explained to me and, no matter what angle I took to engage Michael in a different kind of mindset, our sessions went nowhere. He was convinced that he had become unemployable.

So I agreed with Michael that Passion is Bullshit and told him to give up.

I am not kidding. Why should I tell you to think differently if all you want to hear is that Passion is Bullshit?  Because Michael was right! He was stunned, since he obviously expected something else for his booking fee.

We shook hands and I offered to refund his fee but only if he did one last thing before he gave up. All I wanted him to do was to read a book by Scott Adams and call me when he was finished and if he still felt like giving up, I would fully refund his booking fees.

The Book is titled: How to Fail at Almost Everything and Still Win Big

Yep—I am not kidding, it occasionally helps to refer clients to other specialists. It worked, Michael is fine now.

It took him 4 days to finish the book and only another 3 weeks to secure a job interview and find a new job. Nothing has changed. Michael still believes that Passion is largely Bullshit—but Michael has learned that it is he who has to deal with the truth. His problem was not job search related. His problem was, loss of faith, believe and mojo. Not Passion.

So if you are stuck with this type of problem, don’t give up—there is a job for you out there, just try to deal with the truth. Try the book – it is brilliant and fun to read, very uplifting and so true. If you are stuck with job search matters contact us.

Have a great NYE celebration, be safe and Look Out for your friends and family and when you go back to the job hunt in 2015 always remember to hunt wisely!

Your Job Search Coach

Uli

Click here to book your ticket or

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I thought an early 2015 gift for my loyal blog friends might be a nice surprise. We ‘ve organised a special 2 hour coaching seminar for all those Job Hunters with New Years Resolutions. Find your new job this new year.

Click here to book your ticket or simple share this blog post if you know a job hunter who could use some help to find a new job in 2015.

Our seminars will be held in Sydney, Brisbane, Melbourne Adelaide and Perth. This Banner is for special Tickets in Sydney. Watch this space for the other cities.

Happy New Year !– there is more to come!

you are hired new job

All the best and if you are searching for work after the long holiday period, remember to hunt wisely!

Uli

Is Your Application a Relic or Still Relevant?

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Questions about the cover letter. Books, magazines, products, movies and even people are judged by ‘how they present themselves’ at first sight. The experience of first impressions essentially all boils down to “Do You Matter?” That’s why books and magazines rely on covers, products rely on packaging, movies rely on banners and posters, and people or (job hunters) on cover letters.

Call it old fashioned or not, there are still tonnes of people who still need the cover letter to assess if you matter or whether you are wasting their time or not. I know this is a harsh introduction, but would you have read on if my headline was all nice and easy?

Our team at TJSC have helped over 700 job hunters this year to get job interviews and secure a new job and there was not a single successful submission without a cover letter. Nearly every job ad we see either requests a resume AND cover letter or leaves space in the online submission portion to include one.

We know that you are no more interested in writing the cover letter than employers are about reading it. So why do employers ask for a cover letter if they’re likely not going to look at it?

Here is what tends to happen behind the scenes:

Reason #1 Automated Processes

The request for cover letters in job ads is rarely a specific decision made for each individual job ad. For the most part, Hiring Managers / HR departments and recruiters don’t write the request or requirement for a cover letter manually into ads. Most job sites are designed to make writing job ads as easy and fast as possible. This is simply translated as automation.

Most of the text you see in a job ad is templated, via pre-set text blocks and defaults. The focus in job ads is on key requirements and responsibilities. But, there is also one of these template defaults in the automated process known as the request for cover letters.

Who are these people who determine if these default checkboxes are checked… or not?

I can give you two of the most common causes and they are all made outside of HR departments. It is mainly IT staffers (or consultants) that coordinate the integration of job sites with the company’s HR software. Yes, I’m not kidding. This decision is often made by 3rd parties (recruiters included) who are not even employees of the hiring company because they like to play safe – “just in case HR wants it…” So, as you can see this isn’t some useless conspiracy against you. Whether you like it or not, you don’t have a choice if that box is ticked. Make sure your cover letter matters or you will end up in the trash.

Reason #2 The Need for Differentiators

The other common explanation of why employers ask for cover letters but often don’t even use them is the need for differentiation. Hiring Managers or recruiters want a point of differentiation which highlights ‘why you matter’. They obtain a glimpse into your book via your resume and they wish to verify or judge you by your cover. Get it?

So why do they need a differentiator?

The world of HR and job searching is constantly evolving and changing (e.g. laws, technology, job markets) but there’s one thing which is continually changing faster than anything else: the explosion of applicants. The main reason for that is the copy – paste –shotgun approach to applications. When the numbers of incoming applications explode, things change and it is this change that forces the requirement for a differentiator. The cover letter is your 1st differentiator.

HR professionals have to protect their most valuable asset when searching for a suitable candidate – their time. 10 seconds is all you get. Pass that short window of 10 seconds and they look at your ‘book cover’ to ensure they don’t waste their time further. They also don’t like to get egg on their face when they proceed to call you in for an interview and so they judge you by your cover letter and use the information to check you out further.

Hiring professionals are a bit like shoppers in a book shop as they’ll seek differentiators when viewing book covers and titles. It’s the same with your application. Your cover letter is your book cover. It’s your 1st marketing piece.

You can tell anyone anything, but you have to provide an example to demonstrate why they should believe your claims. So if you write a cover letter…

Demonstrate What Every Employer Wants to Know

Most employers care about the following three things above all else:

  1. You’re smart.
  2. You’ll get things done.
  3. You’ll fit in well with their key requirements and corporate culture.

Before you sign and send your cover letter, do your best to ensure those three things are evident. Again, you don’t ever want to actually say them, but you want your reader to think them when they’ve finished reading your letter.

You can do the usual copy – paste – shotgun approach or you can submit what’s expected of you. You get judged by your cover whether you like it or not, so don’t waste the opportunity and remember to hunt wisely!

Uli

Why you will never get a job interview: Job application mistakes

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Job hunting sucks. We all know that, but silly job application mistakes can be so frequent that I struggle to be patient sometimes.

There are the basic mistakes like lengthy resumes, useless “objective/mission” statements, lies and then there are the BIG blunders like embarrassing email addresses such as [email protected] or letting your online profiles be public instead of private.

Our team at TheJobSearchCoach regularly (and discretely) share some of the funny and not so funny moments of our coaching experiences. I could probably write a book’s worth of funny and sad material on mistakes job seekers make, but that would make for a very lengthy blog post. So for now, I’ll start with the 3 most common job application mistakes that really hurt your chances of getting an interview.

Do you recognise any of these job application mistakes?

 

#1 You don’t have a proper LinkedIn profile

Seriously guys, we are approaching the last days of 2014 and you are job hunting without a proper LinkedIn profile? For white collar job seekers, that is one of the BIGGEST job application mistakes you can make.

I am amazed how many of our clients have a LinkedIn profile with no content.

First of all, LinkedIn is the leading place for hiring managers to cross check your application and resume information – to check you out so to speak and to find and hire employees. So, if LinkedIn is one of the first places where hiring professionals go to cross check or hire new employees, what possible excuse do you have for not having an up-to-date profile?

Recruiters and hiring managers almost always look up your LinkedIn profile. Why? Because they don’t want to waste their time. Simple. They’re looking for more information in addition to your application to better decide if you’re the right fit for that first step in the recruiting process. You guessed it … the interview. Not having a proper LinkedIn profile puts you at a disadvantage.

Do you want to be perceived as a candidate who understands how to use social media and is therefore be categorised as tech and social media savvy, or do you prefer to be stereotyped as one who doesn’t? LinkedIn is a social media site and when a recruiter cannot find you or check you out on LinkedIn, the first assumption is that you may not understand basic things like Facebook, effectively using the internet, mobile technology, apps or that are simply not social media knowledgeable in general. Invest those 15 or 30 minutes to update your LinkedIn profile and don’t let this silly mistake hurt your chances of finding a great job.

 

#2 You are too lazy to follow up

I know, job searching is no fun – but suck it up. If you’re seriously searching then you probably don’t have a choice so you need to ALWAYS follow up with employers.

After initially applying for a job, following up is a smart and easy way to separate yourself from the competition.

If 250 people applied for a position, you can’t just rely on the strength of your skills and experiences to get an interview anymore. After all, hiring managers spend an average of only 10 seconds looking at a resume. That’s simply not enough time to make an impression. In today’s age, you have to constantly search for ways to stand out from the competition. A simple follow up can accomplish that goal.

You can follow up in two ways: over the phone or online. Most importantly, each follow up must add value. The goal of a follow up is to engage the hiring manager in a conversation, add value to yourself and ultimately create an impression. You can use your communication skills to start any kind of conversation, but the easiest way is to say your name, why you’re calling and ask a good question.

However, following up in the correct manner can be challenging. We all get nervous and you want to really try and avoid saying the wrong thing or accidently creating the wrong impression. So… practice and prepare before you make that call. Contact us if you need some training or coaching. We can help you master this important skill. Also, why don’t you share your own insights, tips and tricks right here in the comment box? Sharing is Caring.

When you follow up, have a conversation and do your best to say things that add value to you as a potential employee. Remember, you may be talking to the person who is in charge of giving you the interview and possibly, the job. If you have a chance to mention your particular skills or experiences in the conversation, jump at the opportunity to do so. Try to sell yourself at any chance possible and mention anything that would make the hiring manager give you greater consideration.

A follow up encourages a hiring professional to think about you, and that’s exactly what you want. You took the initiative to make the call or send the message and created some kind of impression for yourself. If you do this for every job you apply for then you’re very likely to get more responses and interviews.

 

#3 Your contact details

In a perfect world, you would end every new business interaction with “do you mind if we exchange business cards? I’m always trying to expand my network.”

How do people get great jobs?

I’ll tell you how. It’s not who you know, it’s who wants to know you.  If you make it too hard for people to get in touch with you then they just won’t be bothered because you are wasting their time. Get it? I am talking about having your details clearly at the top or bottom of your resume, cover letter and your email message (which is currently likely without a proper email signature).

It’s not that hard to set up a proper signature which contains all the info I would want to find about you. No matter what the document is, your name, phone/mobile, email address and possibly mailing address are must haves. If you are switched on, add your LinkedIn tag. Click here to get your own unique LinkedIn badge (you have to login).

Email is still the most common communication tool. An email signature is simply a few words that are automatically added to the end of every email you send. Most people use an email signature to display their contact details like name and phone number. So don’t forget it when you apply for jobs. You can set one up and turn it off and on as well so you don’t have to worry about including your signature on all your personal emails.

I conclude…

Let’s be honest here, there’s a lot more than 3 job application mistakes that people make when job hunting. Don’t be someone that includes a watermark of a fancy design and only half the required contact details, without a contact phone number or LinkedIn profile, and don’t be someone that expects the hiring manager to read and search through the documents to find your contact details. I’ve seen this many times… Ouch – that hurts!

If you want to get a job interview – follow these 3 steps:

  • Impress me with your professional application documents, including your contact details
  • Prove that you are savvy and connected to today’s world
  • Deliver with a professional Follow Up

If you get all that right, I’d consider calling you for a job interview. Don’t wait – do it and remember to hunt wisely!

Uli

 

Are You Driving Talent Away With Your Behaviour?

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Nearly every job ad or company website contains “the search for talent” but it’s all too common to scare away, rather than attract, talent.

“the search for talent”

Many employers and certainly most recruiters, sad to say, do a better job of driving talented people away than reeling them in, both during the selection process and after the talent has been hired.

I have 10 common scenarios and helpful guidelines for getting the best results when interviewing job candidates.

How To Drive Talent Away from Your Company

Too many organisations ignore the power of social media.  If you get it wrong, you may see damaging ripple effects that appears when somebody makes a complaint which gains traction and/or goes viral around the internet.

To help prevent this, check out the above situations for jobseekers and see what many experience when they apply for jobs.

If you see one or two in your own organisation, consider adding them to your

“Resolutions for 2015” list.

It will be good for your brand and the morale inside your business.

Make 2015 a better year for your job applicants. Put your heart back into the recruiting business and remember to hunt wisely!

 

Uli

TheJobSearchCoach

How to Escape Stereotyping in your Job Search

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We all know that job searching sucks and one of the big de-motivators during the job hunt is the regular stereotyping. Why do you get stereotyped and how do you avoid it during your job search and job interview? Read more