Posts Tagged ‘Job Search’

A few years ago I drove past a billboard that read “Look Better Naked.” The advertisement was for a fitness club. That’s good advertising! To often businesses advertise their product or service by describing what they are offering. This business cut to the chase – they found my pain point and positioned themselves as the solution.

Too often job seekers approach employers (their prospective customers) by trying to “sell” them with all they have to offer: education, skills, and experience. Whenever I begin working with a job seeker, I always ask this one question: “If I were an employer/company, what problem(s) can you help me solve?”

Are you a trainer that can turn my novice sales staff into rainmakers? Are you a HR manager that can reduce staff anxiety while riding the waves of change? Are you a maintenance mechanic that has a sixth sense about how a machine should sound and can preempt a costly breakdown?

You see, employers hire people because they have problems that need to be solved. It could be a good problem – such as landing a huge commercial account and needing more personnel to help ramp up production; or a bad problem – such as loosing their market lead over the competition and needing a new approach to advertising.

To be effective in your job search, you need to figure out the problem and position yourself as the solution. Then develop your job search communication message (elevator pitch, résumé, cover letter and interview responses) around strong examples of how you have solved similar problems for other employers.

As for me, I always thought fitness clubs were overpriced and too upscale for my taste, but this particular club sure did sell me on the idea of looking better naked! Some problems we are willing to pay a premium price to solve and when the “seller” offers the solution, it is easy to forego the competition. Think about it - what solutions do you have to offer that will make employers willing to pay a premium price and forego the competition?

ABC premiered a new show, "Shark Tank®" last Fall, and it has become a hit! It airs on Friday nights and I promise you will love it!

If you're not familiar with the show, entrepreneurs "pitch" their ideas to a panel of venture capitalists hoping to receive start-up / additional funding to take their product or service to the next level. In exchange for an investment in the company, the investors gain an ownership percentage in the business.

The "contestants" must request a specific sum of money, present a description of the service or product, discuss the history of the business, provide actual or projected financial figures (current  / projected sales, profit margins, costs, etc.) and a business plan, and detail how the Sharks' money will be used.

The presentations are very interactive, with the Sharks asking tough and thoughtful questions during the pitch. If the business owner has a great idea that merits an investment, he / she will be awarded either all or part of the capital requested.

As I watch the show, there are times that I want to scream! Many of these individuals "come to the table" without thinking very clearly about their target market, potential demand for the product, what experience they bring to the business, and any successes they have achieved thus far. These people are often sent out the door with some pretty "strong" advice from the Sharks.

Then, there are the entrepreneurs that really have their stuff together. They present their idea and business plan brilliantly, exude passion and confidence, detail research they've conducted, and have a clear picture of how their product meets a specific need or opens up a new niche market. I love watching these people! And, the Sharks are usually fighting over who is going to give the best deal and capital to the individual.

This show reminds me so much of how people prepare (or not prepare) for their job search! The parallels are uncanny. Like an entrepreneur pitching a product or service, you should be doing the exact same thing in your job search - except the product being pitched is you!

Here are some words of wisdom if you want the "Sharks" (Hiring Managers) to buy into your "product" utilizing the premises of this show:

• Do your research. The successful entrepreneurs on this show have done their research, know who they are targeting, and determine their product's value. As a job seeker, you need to take the same steps. Research the companies that will be a match for your specific strengths and skills, target them, and develop your value proposition that will help these companies achieve their goals.
• Develop your "business plan." Just as business owners develop "road maps" for their product or service, detailing their skills and previous successes, you need to do the same thing. However, in the job search, your business plan is your resume. Convince the potential employer, on paper, why they should even call you in to "give your pitch."
• Show the value of your "product" to the potential employer. As a job search candidate, you need to convey your "value proposition" to the employer. Figure out what makes you different and unique. Then, be prepared to show evidence of your continued success throughout your career that speaks to your "personal brand."
• Be prepared to make a convincing, confident presentation about why your "product" should be chosen over all the other products. When the entrepreneurs make their pitch to the Sharks, the ones who come out on top and get the funding are always confident and well-prepared. They also provide examples of why their product is better than what is currently on the market. For your interview, prepare a dynamic "presentation," and back up your "value"  with facts, figures, and successes.
• Be ready to answer questions or address objections. Many times the Sharks will ask probing questions to determine whether the participants really know their product's market and audience. Sometimes, they even ask about other markets where the product will be valuable. When you are interviewing, you need to be prepared to answer tough questions and determine what, if any, objections a potential employer may have about you. Further, you need to understand how your skills can be transferable to other areas of the company so you can show your versatility.

While most of us will never end up on the show, Shark Tank®, I would like to suggest you watch it as "research" for your job search. I am confident you will quickly discover how pitching a product / service on this show is the same as pitching yourself to a potential employer.

You can watch previous episodes on ABC's website at http://abc.go.com/shows/shark-tank/episode-guide

If you're an executive-level job seeker and are having difficulty landing a position, you won't want to miss the next Career Clinicians Radio Show!

We will be interviewing John Swigard, author of "The Executive's 'How To' Guide for the Job Search."

John is not your typical author who espouses "theory." He's been in your shoes as an executive-level job seeker in this tough economy!

On our radio show, he’ll share “tried and true” methods that garnered him multiple interviews with top companies and enabled him to land a fantastic executive-level job.

Join us on Wednesday, January 27, 2010 at 7 pm ET on Blog Talk Radio. Here is the link to listen to the live broadcast: http://bit.ly/9EyYDa

We will also be taking live calls during the show: (917) 889-9043.

I admit it - I watch The Bachelor® on ABC. But, not for the same reasons that other people watch it. You know, the "let's see if he really finds his true love" deal. No, I watch it for another reason.

By nature, I am a strategist and I like to observe how other people make decisions and try to figure out the psychology behind WHY they make the choices they do. To me, this show is fascinating because the audience is never really given a reason why The Bachelor sends people home. So, I like to put my own reasoning to the test.

Now, if you aren't familiar with how the show works, basically ABC chooses a Bachelor and then finds him 25 women (to start) from which he is supposedly going to find his true love. In the first episode, he meets with them at a cocktail party and gets to know something about each one by sitting down with her for a few minutes.

At the end of every show, there is a "Rose Ceremony" where he hands out roses to the women he wants to stay and continue in the process. Then, as the season progresses, he keeps choosing until he is down to the final two women. From 1 of these 2 women, he selects the person he will propose to, and then (supposedly) will end up marrying.

On this season of The Bachelor®, Jake Pavelka, a 31-year-old commercial airline pilot from Denton, Texas is looking for his true love. This season intrigued me more because I worked in the airline industry for 16 years. So, I decided I had to watch it.

Even though we are only three episodes into the season, there have been some interesting twists AND some great (and not so great) decisions made by Jake based upon limited information he gathers from the women.

Based upon some of his decisions, I began to think about his process from a job search perspective because there are some definite parallels between finding a job and spouse.

Here are the parallels I see and how they can be applied to searching for a job:

1. Start with a list of 25 employers (or find 25 positions) that fit your criteria. Unlike the show finding the women for Jake, no one chooses 25 companies for you. You have to do that on your own. However, Jake must have given ABC some criteria of what he was looking for in a potential spouse. So, think about what you want in your next employer and identify those companies that fit the bill.
2. Do your research on those companies. On the show, Jake gets to read the bios of the women before he meets them. While he probably doesn't have a lot of information to work with in the beginning, as a job seeker, you have the Internet, the library, company annual reports (if they are publicly held), and possibly "insiders" at the companies from your network. However, one of the best informational websites on companies is www.glassdoor.com, which provides "dirt" and "positive" information about companies anonymously supplied by employees.
3. Conduct "informational interviews." Jake gets to conduct "information gathering" sessions with each woman on every episode. This happens through "group" or "one-on-one" dates. His time is limited to make the right decision about the women. However, as a job seeker, you can conduct multiple, longer informational interviews with individuals who work for ypur targeted companies. However, do not approach these sessions as a way to "trick" employers into a real interview. Your sole mission is to gather "intelligence."
4. Take input from other people. On this season's first show, Jake had the opportunity to receive input from last season's couple, Ed and Jillian. He also got the "low-down" on one of the women he gave a rose to from the other ladies in the 3rd episode. They basically told him that she was a "different person" with him then she was with the other women. As a job search candidate, it is important to listen to what other people say, which leads us to my next point.
5. Evaluate the information you have received. On the first show, Jillian and Ed told Jake to eliminate a woman named Michelle. In my opinion, they gave him correct information. However, it was up to him to evaluate whether their opinion was accurate. In the job search, you will receive many opinions about companies and positions. My advice is to listen to what is being said, and if the same comments (good or bad) keep surfacing regarding a certain company, pay attention.
6. Decide which companies are a "true match" for you against your established criteria. Just as Jake needs to decide which woman is his "ultimate soulmate," as a job seeker you need to stay true to your values and find a job that fits at least 90% of your established criteria. If not, you will settle for any job, end up unhappy, and start job-hopping.
7. Eliminate those companies who aren't a good fit for you. In the 3rd episode, Jake eliminated two women BEFORE the Rose Ceremony. He realized that one of the women was just playing "games" with him and the other (Michelle, the one he was told to eliminate on the 1st show) was just not right for him. He wanted to focus on the women he was really interested in and give them a chance to stay on the show.  This same premise is true when you are evaluating companies. If there's a company that isn't a good match, walk away and focus on the companies that are right for you.

While Jake may or may not find the love of his life in six weeks with limited information, I believe that in the same amount of time, you can find a great job by utilizing the methods I have detailed above during your job search.

Job interviews typically start off with introductions and then some basic “small talk” to break the ice. Knowing how to handle the transition from “Hello” to “Tell me about yourself” depends, in part, on your interviewer’s “style.”

There are three basic types of interviewers: the Dominant, the Dependent and the Detached.

The Dominant interviewer is the easiest to talk to if you have done your homework. They are professionals who have been trained on how to interview. Most likely they will greet you with a handshake and offer their name. Their office and desk will be neat and professional. They will have a copy of your résumé in front of them and prepared questions. If they have not already broken the ice, you could begin the conversation by commenting on the award on their wall or bookcase (it is common for these individuals to have them) or mention something else positive you have noticed about the interviewer or the company.

The Dependent interviewer is the poor guy who got tagged to do the interview and may be more nervous than you to be there. The Dependent interviewer often will not know your name (or in some cases why you are even there!). Their office or desk may be in shambles as they shuffle papers looking for your résumé. With this interviewer, you will want to take more control of the interview. You may break the ice by saying how pleased you are to have an opportunity to talk with him about the company and the position (a subtle way to remind him why you are there and give him time to get his thoughts together.) Because the Dependent interviewer probably had very little, if any, preparation for the interview, they may not know what questions to ask so they may launch into casual conversation to “get to know you.” Be careful of this type of interviewer because you may find yourself chatting about things best not mentioned in an interview. If you do not take control of the interview and guide the questions and answers, you may leave there thinking what a friendly guy he was, but not knowing anything at all about the job.

The Detached interviewer is rare and most frequently experienced when interviewing for highly technical jobs. This individual is more apt to make his or her mind up after reading the résumé and sees the interview as an unnecessary formality. You will recognize this person when he comes into the room because he will not make much eye contact and will be quite regimented. There really is no way to break the ice or make small talk with this individual, because it goes against his grain. Just take a seat and politely wait for him to begin the interview. I had a client once who told me that he had a Detached interviewer who only asked him one question – “Why do you want to work for this company?” After my client answered, the interviewer got up and walked out of the room. After waiting a few minutes, he looked out to the receptionist and asked “is he coming back?” and she replied that he went to a meeting!

And speaking of the receptionist – keep in mind that the interview starts as soon as you enter the lobby. Only make small talk with the receptionist if they appear to have the time and interest – and make sure the conversation is on brand!

I remember as a child wanting to borrow my sister's clothes. She was older than I and her clothes were a few sizes larger. When I would put on any of her outfits, they would simply hang on me.

There was no "definition" of my body and the clothes didn't look good on me. Frankly, I was cheating myself out of having my own "signature style" that would separate me from my sister.

The same premise can be true when it comes to writing a great resume. Many times, people will "borrow" their friend's resume and try to make it their own. Or, they will go out on a resume writer's website and "copy" the text that is written in one or more of the samples.

Another common practice is to purchase or download resume templates that have "pre-worded" sections that "could" apply to position(s) that they've held.

While these practices may seem like they will save you time and effort, it won't allow you to really convey what makes you unique to a potential employer. In this economy, you have to stand out - not look like the rest of the crowd. There could be 5,000 people out of work, all with the same skill sets you possess.

If you fall into the trap of just "putting a resume together" and utilize wording that doesn't portray your value and expertise,  the likelihood of you landing interviews will be slim to none. I vehemently disagree with these practices.

Allow me to share a story that illustrates why job search candidates shouldn't try the "one-size-fits-all" resume-writing approach.

Recently, a recruiter who sends all of her candidates to me for resume writing sent me an email and attached a resume to it. She wondered "what had happened" when I wrote this particular resume because it was full of grammatical errors and wasn't my usual "excellent work."

When I looked at that name of the person whose document she sent, I didn't recognize it. So, I downloaded the resume and looked in the "properties" section of Microsoft Word.

In the properties section was the name of a client I HAD worked with on composing her resume for utilization with this recruiter.

What I assume happened is that she felt sorry for her colleague (many of them were being downsized) and she decided to "share" her resume with this gentleman. They had held only one position in common - the one at their current company. Every other position was different in each of their backgrounds.

This gentleman had taken my format and saved it as his own. He kept what I had written for her summary and the description of the position they both held. Then,  he added in the rest of his work experience at different companies.

To say the least, the descriptions and accomplishments he had placed in the resume for his "other jobs" were poorly written, not formatted correctly, and had glaring grammatical errors. Like my sister's clothes that obviously weren't flattering on me, the format and flow of the information he wrote did not do him any justice!

From what I can gather, he was looking for a "quick fix," and didn't want to spend the money to differentiate himself from his own colleague, let alone any other individuals in his field.

So, as the late Paul Harvey would say, "And now, here is the rest of the story."

I called my recruiter and showed her the properties section which contained the name of the woman whose resume I wrote.

Not only was the recruiter disappointed that this woman would share her resume with someone else, but she also felt the woman lacked judgment by not realizing she was only hurting her own chances of obtaining future employment.

As for the gentleman who "copied" the resume, his resume and contact information were deleted by the recruiter. He shot himself in the foot and therefore squashed any chances of being represented by the TOP recruiter in his industry.

Further, what would have happened if I hadn't had a great relationship with this recruiter and she felt strongly enough to write me an email? Her opinion of me would have been tainted because someone tried to pass off my work as their own. I'm lucky that I have cultivated a reputation with my recruiters for quality resume preparation.

So, here are my suggestions if you want to stand out in the crowded world of job seekers:

1. Don't share the resume for which you have paid a professional to produce or one that you have carefully crafted on your own. The last thing you need is more competition and a recruiter seeing two resumes with the exact same information on them. It's like when people used to copy someone else's English paper in school. Both people would be called to the principal's office and suspended because there couldn't be a determination of "who copied whom." The result in the employment world is the HR Manager or Recruiter can't tell who was dishonest and will likely toss both resumes.
2. Don't use a software package or online system with canned phrases and job descriptions to write your resume. Spend the time to determine what makes you unique and what value you bring to the next employer. Then, figure out what skill sets and accomplishments you possess, and put that information into your resume. If you're having a hard time with "seeing the forest for the trees," then consider hiring a certified professional resume writer who will strategize and partner with you to bring out your personal brand and write your entire resume to reflect your unique promise of value.
3. Don't copy the wording from a sample resume you find on the Internet or in a book. Once again, your resume should reflect your value and abilities - not those of someone else.
4. Don't just "throw in" the wording from current or past job descriptions on your resume. As a former hiring manager, I can immediately tell when someone does that. Further, the 15 executive-level recruiters that utilize me as their sole resource for resume writing have stated to me that when someone does that, it tells them the person is not a leader or an "out-of-the-box" thinker, and can only regurgitate the tasks he / she was "assigned" to handle.

In closing, get busy figuring out your own "wardrobe" (resume) that will portray your uniqueness and ultimately make you stand out from the crowd! If you're having a hard time with the process, hire a "stylist" (resume writer) to ensure your "signature look" will garner the attention of recruiters or hiring managers.

I was doing some interview coaching with a client earlier this week; a delightful young woman whose résumé illustrated an extremely impressive academic and career background. She had applied for a graduate program and was extremely nervous about her upcoming interview. In addition to helping her prepare for the interview, I was also trying to assess what might have contributed to her not being accepted following an interview with another school.

She seemed to be doing fine until I started hitting her with some of the standard interview questions: What do you know about our program (company)?  What would you say are some of the biggest challenges faced by our industry? What are your strengths? Why should we accept you into the program versus someone else?

We all hear how important it is to “sell” oneself during an interview, and this young woman was really pushing hard for the sale. She answered every question with almost a sense of urgency about needing to tell the me everything possible about her skills and experience. Within the first 10 minutes of our “mock interview session” I had to stop her. Our interaction was beginning to remind me of a blind date I had many years ago – one that I could not wait to end.

Like my client, this date sat across the table from me and talked endlessly about all of his wants, needs, interests and accomplishments. He clearly demonstrated that he never did any background “research” about me and never once asked me about my wants, needs, interests and accomplishments. It was clear that this interaction was “all about him” and, in spite of the good first impression I had of him, I quickly lost interest.

The best way to make a sale is not by simply extolling all the wonderful features of your “product.” If you really want to make the sale, close the deal (get the job offer) than do this: Learn all you can about the employer before the interview; find out what is important to him and identify his needs. Then as you answer and ask questions, link your features (skills, experience and achievements) to how they will prove beneficial to the employer should he choose you.

Confidently talking about how much you have to offer is important, but even more important is choosing the aspects of your career and personality that are of greatest value to each particular employer and talking about these. Sure the employer is interested in you, but he is even more interested in knowing the benefits of choosing you over the competition.

"It wasn't raining when Noah built the Ark." Howard Ruff

This past Wednesday on The Career Divas Radio Show, we were talking about "Keeping Your Career Mojo throughout 2010."

At one point in the show, the topic came up regarding how job seekers, and even professionals who are not currently in the job market, should be prepared at all times with an up-to-date resume and cover letter.

I used the quote above during the show to provide a vivid analogy that most everyone can relate to, as there was a very positive outcome from Noah building the Ark BEFORE the rains descended upon the Earth.

Personally, I believe that having an updated resume, whether you are currently looking for a job or not, is one of the soundest pieces of advice given during our show.  And, I don't state that just because I am a professional resume writer!

Allow me to share a personal story.

Back when I was working in corporate America, there was a supervisor opening in the department where I worked.

I wanted that promotion. I had worked hard, developed and / or changed many processes and procedures to increase efficiency, always said "yes" to any extra project that needed to be done, received excellent performance evaluations, had managed people at a previous company, and knew my job and the department "inside-out."

So, I submitted my resume for consideration. I prepared for my interview and it went really well. However, I wasn't selected for the position. They gave the job to a person that wasn't even in my department and did not have half the qualifications that I did!

To say that I was stunned is an understatement. I went to my boss to ask him why I had not received the promotion. His answer?

"Kathy, you were very qualified for the position. However, when you submitted your resume, you didn't even take the time to update it with the position you currently hold. That tells me you really didn't take applying for this position seriously."

At first I was mad. I mean, really, he knew what contributions I had made, that I was a great worker, and constantly sacrificed my personal life for the department. How could he give the promotion to someone who had never even worked in our department and make her my supervisor?

After I calmed down, I began to let what he had said sink in. You know, he was right! I hadn't shown him that I was "ready" to lead others because I didn't take the time to "prepare" for that leadership position.

So, why do I share this story? There are two reasons.

First, like I did several years ago, many people assume that their internal superiors know what contributions they have made and the successes that came as a result of their efforts. So, they feel like they don't really need a "stellar" presentation of their achievements on paper when the time comes to apply for a promotion.

Nothing could be further from the truth.

Managers are busy with the latest crisis, and they usually don't remember what you did yesterday (unless it was bad), let alone what accomplishments you achieved during the last year or throughout your career. You need to be proactive and have your resume ready, showcasing your skills and achievements in an attractive format in case a fantastic opportunity is presented.

Second, what happens if you are suddenly downsized or a recruiter calls you and says they have a great position available? Either way, you are now "behind the eight ball" if your resume isn't up-to-date.

When either of these situations happens, the individual now has to "scramble" to get his / her resume together under a tight deadline. It becomes an almost impossible or overwhelming task for the individual because stress takes over and makes it difficult to think clearly about specifics for each job.

So, be like Noah, and start building your "ark" before the rain starts falling so you'll be prepared before the "flood" strikes in your life.

Whether you write your resume or hire a professional resume writer to compose one for you, set a date for completion and stick to it. I promise that you’ll feel more in control and you’ll look like a professional who is always ready for any situation that may arise.

As a professional resume writer, I often receive resumes from potential clients to review before we begin working together.

Generally, these individuals have many years of experience, with either multiple positions in the same company or different companies, and / or an impressive career path that has lead to senior management  or executive-level positions.

When I open the document, what do I see? Every job they've ever held crammed onto one page!

Typically, the type is in an 8 pt font size (never use less than 10 pt), there is no white space (makes the resume hard to read), and there are 1-2 bullets or sentences under each position.

When I inquire about why they have a one-page resume, the answer I receive on a consistent basis is this: "I thought that was the rule."

While that may have been the rule 20+ years ago, times have changed. Instead of a resume being a "listing" of every job you've held, it is now a "marketing" document designed to sell a "unique" product - you!

It's competitive out there. No longer can job seekers convey their unique value proposition, differentiate themselves from the competition, and show a consistent track record of increased position responsibilities and success in every position on a one-page resume.

And, I'm not "debunking" the one-page resume "rule" without research and facts to back up my assertions. Recently, I conducted a survey of recruiters and human resource professionals regarding resume "page-length."

The overwhelming response was that they didn't want to see an "experienced" candidate's professional career crammed onto one page. They wanted a document that would allow them to determine the skill set and achievements of the candidate, as this is how they matched the individual to the position requirements and made the decision to grant an interview.

Further, I have been writing resumes for 22+ years, and I haven't EVER had an experienced client come back to me to have their resume cut down to one page because they weren't getting interviews. I also work with 15 executive recruiters, and not one time have they asked me to "trim down" a candidate's resume to one page.

Consider this analogy.

When homicide detectives present a case to the District Attorney to determine whether to prosecute a  suspect, they don't just bring one or two pieces of evidence to the meeting. They provide all the evidence and let the DA decide if there is enough to obtain a conviction.

You can use the principles of this analogy when putting together your resume. Does your resume contain enough "evidence" (your brand, skills and achievements) to compel the DA (HR or Recruiter) to determine whether to go after a "conviction" (interview) ?

If not, you may want revamp your resume to "tell the story" of your career in a way that compels the reader to pick up the phone and call you for an interview.

Has it been a few years since you updated your resume, and you're not sure how to present your brand, skills, and achievements to "sell yourself" to make it to the top of the candidate pile? Consider hiring a certified professional resume writer and investing in a customized resume that showcases your unique value proposition.

Happy New Year and may 2010 bring you closer to the career of your dreams!

In 1986 Robert Fulghum published the number one best seller, “All I Really Need To Know I Learned In Kindergarten.” I recall how the book “spoke to me” at a time when my life had recently been turned up-side-down and I was having to deal with things that were totally unfamiliar to me. I found that if I could relate the unknown to something for which I had experience (something that turned out positive) it was easier to cope, and learn, and accomplish my goals.

Looking for employment and finding my way in a world full of professionals who seemed to have some secret guidebook on how to successfully manage their careers, was one of those unfamiliar things that was thrust upon me. As with Fulghum’s book, I found familiar life experiences – for example, child rearing, planning a trip, or dating - to be somewhat analogous to my tasks at hand. And as I found employment and began molding my career, I discovered that I could help others do the same by connecting them to analogies in their own life that would help dispel some of the mystery – and anxiety – about job search and career management.

In that regard, I am creating this post to tell you about two delightful children’s books I discovered a few years ago, which were written by Stephen Krensky: “How Santa Got His Job” and “How Santa Lost His Job.”  This has been an extremely trying year for professionals. Many have lost their jobs and many have spent an unprecedented amount of time (28.5 weeks, on average) trying to find new employment. When faced with the unfamiliar (and somewhat scary) reality of the job market, why not turn to something/someone more familiar for guidance. And who is better known than Santa Claus?

I gleaned from Krensky’s books 10 valuable, yet simple, lessons about finding employment and a satisfying career taught by a jolly old fat man in a red suit:

1. Identify your interests, abilities and values
2. Sample different jobs
3. Recognize when something is not a good fit
4. Accept that some people will not like you or the way you work
5. Keep your eyes open for new opportunities
6. Don’t internalize failure – learn from it
7. Build and nurture a strong professional network
8. Don’t go it alone – work and problem solve as a team
9. Leverage your strengths and work on improving your weaknesses
10. Remember that no job is perfect – always be prepared with the right tools and resources

This Wednesday, Dec 23^rd at 7:00 p.m EST, join The Career Clinicians on our live Radio Show broadcast, http://bit.ly/cs43J5, as we discuss these lessons with each other and our listeners and share savvy insight and advice about looking for employment and finding a career you love!