As we jump into the new year, we can sometimes get over enthusiastic with all our goals and plans for the year ahead. I know I do! My suggestion is to select your top 3 goals (personal, career, & life) and then CIRCLE one top priority!  Then follow my  ‘Clarify for Change'  and my 'Two-Step Action' Plan which will get you well on your way to achieving your top goal.

Clarify for Change! For example, if your top priority was ‘I need to a change my work environment or find a new job’, here are some helpful questions to CLARIFY some important 'Why's and What's' before moving forward.

1. Why do I want to move roles or find a new job? (There can be several reasons… Is a full 360 required or just some minor tweaks or changes to keep you engaged and happy professionally (& personally)
2. What do I feel will be different for me (or my family) if I make a change?
3. What is the ultimate goal of finding a new job/company?
   • Think both...

I will let you in on a secret, as a recruiter for over 15 years, I have never read a cover letter unless it was part of the application process.

Why?

1. The majority of recruiters (including me) will not have the time or inclination to read a cover letter that is not part of the job application. 
2. Based on my experience the majority of people who write cover letters and send them in with their resume/application, only do so because they know in their hearts that their resume or experience does not position them as a Top Candidate. So they write a cover letter in hopes it will convince you. 

However, there is another highly effective alternative to a cover letter that can 1) open doors, 2) build your network and 3) make you stand out as a Top Candidate that is resourceful, proactive and can add value to the hiring organization! (Presuming, you possess the experience required!!)

My 2.0 alternative to the old-school cover letter is the ‘Winning Email of...

Without a doubt, there are organizations that appear to foster and nurture a youthful, millennial-filled environment. However, there are also many who welcome the diversity, experience, wisdom, and, dare I say, a vitality that is offered by professionals who have 20+ years of experience under their belt. 

I was retained by a fast-growing, global start-up to hire a Director of Professional Services for a newly formed team. They wanted a young, dynamic, high-energy candidate to build and lead the team. I asked what age they considered 'young' and why they felt someone more mature may not be a fit? 

After discussing further, we agreed that what was needed was a candidate who demonstrated stamina and youthful energy.

I presented and screened a slate of qualified candidates that had an approximate age range, if I had to guess, of mid-thirties to late fifties.

Can you guess the profile of the candidate they chose to hire? A dynamic,...

No.1     Why Should We Hire You?

When asked this question the interviewer is looking to hear an overview of the top reasons why you feel you will be successful in this role. First and foremost, you should be able to highlight how your experience can help solve current challenges the organization or team is experiencing. Build your answer from there. 

• As a guide, use the framework that you used to develop your professional summary or your elevator pitch. For example, share your qualifications i.e., the number of years relevant experience you have to offer; your deep industry knowledge; experience working in a similar environment.
• Make a list of the KEY requirements for the position, that you can speak to based on your experience, including skills (excellent writing skills; an experienced team leader; a great relationship builder etc.), personality traits (you're a go-getter; you get things done; you think outside the box; you think...

We often make judgments in less than 7 seconds on a person’s character based on how they communicate, appear, and act (body language, mannerisms, and habits). We decide if they are likable, honest, arrogant, professional, capable, trustworthy, etc.

When looking for a new job, typically the first impression many recruiters and hiring managers get is from a candidate’s resume or LinkedIn profile. If the hiring manager or recruiter’s interest is not piqued in less than 6-10 seconds, they’ll most likely MOVE ON to the next candidate.

Whether you’re looking to connect or engage in-person with someone or pique the interest of the recruiter or hiring manager reviewing your resume or LinkedIn profile, here are 10 tips to help you make a great first impression:

1. Customize your resume (so it’s a no brainer to call you for the interview).
2. Optimize your LinkedIn profile (so it communicates the professional value you can offer).
3. Send error free introduction...

When recruiters or hiring leaders review your LinkedIn profile, the first area they see is your profile headline. Your LinkedIn profile headline is the very first sentence opposite your photo and under your name. 

Having a well-written profile headline can help catch a recruiter’s attention by giving him/her a clear understanding of the value you offer from a professional standpoint and where you are interested in moving next.

First, let’s look at what not to do when crafting your headline and why. The three examples below are what we (recruiters), unfortunately, see 99.9% of the time.

Example #1 of what not to write in your LinkedIn profile headline: 

‘Marketing Director at X company’ or ‘Marketing Director’ or ‘Software Engineer’

95% of people note their current job title and or place of employment. This is a wasted use of the headline area (you have 117-character spaces to use for your headline). ...

Are you tired of sending in your resume and not getting the opportunity to interview? I've heard this frustration time and time again. I've outlined 4 steps to overcome the main challenges that professionals of all levels are affected by when applying for positions of interest. 

If you'd rather watch me walk you through the step-by-step instructions, head over to my YouTube channel and watch my free video tutorial for step-by-step instructions about how to implement these steps.

Challenge #1 
On average over 75% of resumes sent by candidates are NOT qualified for the role -- which means, most candidates don't know how to effectively self-qualify for the role in question.

Step #1: Self-qualify for success.
Self-qualify with two key questions and you will know with certainty if you're qualified to apply for the position. You will then spend your time applying for positions that you’re genuinely...

Having been a recruiter for 15+ years, I have screened, reviewed and REJECTED thousands of resumes. Less than 10% of resumes submitted are moved to a phone screen! 

The recruiter is one of the two gatekeepers between you and your next interview. The other gatekeeper is the ATS system (the online applicant tracking system). The ATS searches your resume for relevant keywords, content, and qualifications based off the Job Description you applied to!

'When I am asked to share my thoughts on how to write a great resume, there are two options that typically come up:

1.) Write your own resume (NEWS FLASH!!! If you can read this blog you can write your own resume!  Use the easy to follow step by step strategy that I teach that will result in your next interview! 
OR 
2.) Use a resume service/writer (No guarantees it will work successfully! If it is not customized for the specific job description, which it typically is not, your...

1. Optimize your LinkedIn Profile.
Grab the recruiters attention in 6 seconds or less. Be easily searchable for the positions you’re interested in most. 

• 100% of the candidates I have hired for my clients over the last 10+ years have come from my LinkedIn network or a referral from LinkedIn.
• 89% of recruiters have made hires through LinkedIn (source Bullhorn)
• Enroll in the LinkedIn Master Course to optimize your profile for 3x more jobs (and much more).

2. Make a Coffee or Lunch Date.
Reconnect with friends, past colleagues, and bosses who work with companies that are of interest to you. The higher degree of relevance these companies have to your current industry and work experience, the better. Networking is still one of the best ways to land your next role. 

3. Get a Personal Referral or Recommendation from an Internal Employee (ideally Manager level and above) 
A personal referral or introduction can and will open...