Hired Archives - The Voice of Job Seekers

“Many attempts to communicate are nullified by saying too much.”

Robert Greenleaf

Wrote essay, “Essentials of Servant Leadership”

I can’t tell you how much political bantering that I watched 6 months ago. I read so many articles that are politically related that I stopped reading. It was skewing my view of what is important: Clearing the pathway to understand the employment game. I even wrote two posts where I carefully tread the waters of why I wouldn’t take job advice from politicians.

Job Advice

You can talk yourself out of a good job advice and employment simultaneously. Whether seeking employment or thriving at your career, politics exists and not everyone who is good at politics practices good judgment. Talking too much seems to lead him or her down a road that is hard to recon, or return from. Too many words ultimately drive listeners away and turn your potential audience off.

What will NOT get you HIRED?

When job seekers and particularly serious job candidates talk too much and lack the self-control to think before speaking run into credibility problems. Every part of the hiring process should be approached with strategy and some personality (you want to be liked too). Job advice from people who can lead you to the right person, but the right elements will take you higher and HIRED.

Show that you have good judgment. Give specific instances of when you performed under pressure and under scrutiny. Although there are extremes that would impress an employer, I remember one client that I had two years ago explained to the interview panel how she handled her unit when it was time to evacuate the building on 9/11. The panel didn’t take long to hire her.
Choose your words carefully. If people told you that you were harsh, overly critical, or incessantly use inappropriate language, you should listen. You can’t take back offensive words most of the time. If you realize that you do, apologize. But many times, game over.
What you don’t say, ask, or glean is scrutinized too. Interviewers have different styles and sometimes will purposely test your knowledge, attention span, or response. Some will even spend 75% of the time describing the culture, environment. and job duties to test your memory, reaction, or patience. Others will give you verbal tests to see how well you comprehend. Most interviewers will include conversation to see how well you communicate. As a candidate, you must approach each phase eagerly if you wish serious consideration.
Gratitude gives you lots of latitude. Thank you notes that are hand written, personally delivered with a smile I’ve talked about before, but this standard rule is throughout the conversations with employers. Please and thank you season your presentations with salt making you memorable, cordial, and kind.
Listen for what is not said, not always what is said.Job seekers need to speak up, even when it is inconvenient or uncomfortable. I heard of a story that the candidate was asked to give his password to his Facebook page. The candidate asked, “What is it that you want to know from my Facebook page that I can’t answer in person?” The interviewer was too stunned to answer the question. The candidate didn’t want the job because of the response. Who would want to work where the employer couldn’t answer a direct question.

How do you feel people talk too much, or talk themselves into trouble? Do you tend to say too much? Let’s talk. Please share in the comments section.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

Bill Holland, the author of The 7 Rules for Getting Hired in Any Economy: Cracking the New Job Market, preferred to teach the choir, than “preach to the choir.” Job search education is forefront of Mr. Holland’s book applies to all of the job search communities and segments, especially to the white-collar worker. He promotes the notion that in the age of the supposed “hidden job market,” people are likely to focus on finding the secret jobs than to create and unearth their professional value. I will also give away a copy of this book FREE, as my review copy was FREE. I assure you, that I was not compensated for this review.

This practical book is essential to job seekers who have challenges in creating value, and demonstrating professional acumen through their resumes, interviews, and business networks. It is not full of resume and cover letter templates. Mr. Holland reasons that a strong resume and cover letter is not about you, but more about what the employer wants.

Mr. Holland presents a compelling case for 7 useful and dogmatic strategies:

Rule #1: Always Demonstrate Value. At the heart of what resumes should be about, Mr. Holland explains that the successful resume includes what “The value the hiring organization is looking to have created.” It’s a powerful statement since many job seekers look for the quick fix, and do not cultivate worth from their personal well of professional accomplishments.

Rule #2: Your Resume: It’s About the Value You Create. In this chapter, Mr. Holland not only shows how to “infuse your experience with value”, and explains how that selecting key statements accrue the attention of a potential employer. On his website, he states that he can provide courses contingent on the feedback he receives.

Rule #3: Use Social Media and Other Sites for Job Leads. In tackling the hot issue of “hidden job market”, he states that the “job market is not so much hidden as it is splintered.” He suggests that no longer job boards and Sunday classified ads monopolize job announcements. Social networking sites are one of the best places to discover opportunities, and build relationships that can lead to key information about employers and available positions. One of the few snags in this book is the broad overview of Social Media tools and services. Holland discusses Linked In, Twitter, and Facebook, but in general.

Rule #4: Interviews: They’re About the Value You Demonstrate. Throughout the book, the emphasis of “value creation” remains consistent and urgent. Infusing value throughout an interview remains a challenge of many job seekers, not only on resumes and interviews, but also pre and post-interviews. He discusses interview attire, references, thank-you letters, and follow-up which ha an impact on employers.

Rule#5: You Get What You Negotiate, Not What You Deserve. Holland inserts that successful negotiation takes preparation that starts when you realize that you have to find another job. He has provided 7 rules for skillful negotiation that will help a job seeker land the desired salary and benefit package.

Rule #6: Career Choice is More Than Following Your Passion. Holland states that passion can be an overrated determiner, “Those who look at career success solely through the prism of their passion can be in for a long and frustrating experience.” My takeaway from this considers the work I want to do, and the lifestyle I wish to create for myself is a part of the negotiation components. Holland provides a chart that helps to sort out what is beneficial to you during the negotiation period.

Rule #7: The Best Way to Reenter the Job Market Is to Never Leave It. Holland reminds us that going back to school, volunteer work, and temporary work are options to remain in the job market. This is also part of the value creation strategy that is re-emphasized through the book by not allowing “…your career-related activities to lapse… .”

After reading the book, I felt as Holland has achieved the need for job seekers remain competitive in the job search. One of his strongest premises is the notion of the nonexistence of the “Hidden Job Market.” Having worked with clients that heard the term, it scared them; however, Holland supports the premise through connecting value creation with sustaining an enduring personal brand that attracts employers.

As stated earlier, one of the few snags in the book was the lack of depth of Rule #3 on social media. I felt it was a genuine attempt, and the mentions were accurate. At the same time, Social Media is also about blogging, and learning to use it effectively. It is hard to talk about personal branding these days without embracing the full scope of tools or possibilities.

I recommend this book because of the key straight forward strategies offered could be used immediately. The importance of ready-to-use strategies is crucial to everyone. He aptly puts the responsibility in the hands of the job seeker by emphasizing their own personal and professional value. Cheers to a book that is relevant, and significant, that helps job seekers everywhere to envision their worth.

NOW, about the give away

This is how you can get a copy of this book:

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I hope to post the interview with Mr. Holland within the next two weeks. Please stay tuned by subscribing via RSS or email.