You thought all you had to do was apply online, attach your resume, and hit send.  Right?  How is that working for you? 

If this is the perfect job for you, you can increase your chances to make it yours by about, oh, 500%!

I'm going to recommend that you complete a number of tasks, some of which may not be seem directly related, but it's the sum of the parts that brings "the magic".

Note: If this is not an online job posting the list still is applicable and will have an even greater impact!

Avoid skipping any one action because you never, ever, know which action will be the one that "cinches the deal".  It's rarely the one you think it will be. If it were, you would already have your brand new job.

1.  Customize your generic cover letter for this job posting.
  Hint:  match skills you
       tout to the job posting.

2.  Find someone who knows someone in the company and ask for an introduction
       and c
onnect on LinkedIn with the hiring manager, recruiter, and current employee.

       A good place to start is with your Board of Advisors.

3.  Ask the current employee to "check you out" and "hand deliver" your resume, i.e.
       email it to HR on your behalf along with your customized cover letter. 

Note:  Many companies have a policy of putting any viable application submitted
                   by a current employee at the "top of the stack".
  Most will do a phone
                   interview at the minimum.

(You did create an online presence worth checking out, right? 
       If not, click the button below)

4.   If you cannot find a current employee, research and contact the recruiter directly.

5.   Follow (and "like") the prospective employer on Twitter, Facebook, and LinkedIn.

6.  Locate current employees in the role on LinkedIn, review their background, and
       note any commonalities that might help you in the application process.

       Does this employer tend to hire people with consulting firm backgrounds?
       Graduates of a certain university?  (Much more common than you might think!)
       If so, and you share these commonalities, find a way to use this in your application).

7.  AFTER your application has been submitted directly to the recruiter, complete
       the online job application as instructed in the job posting.

       The reason you submit your application via the job posting is that typically HR
       needs for you to do this to comply with company policy. 

        The reason you submit your application after the employee or recruiter submits
        your application is because, if you do so beforehand, the employee could lose an
        employee referral bonus or the recruiter could lose the commission.

The next three tasks are to ensure that, should this application not end in an offer, you are positioned to keep moving forward. 

8.   Set up search agents to learn about similar job postings from this company.

9.   Set up search agents with this job title in similar companies and with Indeed
        and other job posting sites you use.

10. Add this employer to the list of employers you are tracking on Glassdoor to learn
        about how they typically interview, salary ranges, etc.

11. And one more!  Add the job application info to your Application Summary

That's it.  Not so bad.  It took some effort and time.  BUT if your effort and time don't pay off on this application, they will on the next.

Take a break.  You deserve it.  You just showed everyone how to apply for a job.

Stop and think about this: your competitors aren't doing any of this. They threw a resume out into Jobland and they're sitting on the couch watching the game.  And they'll be doing the same thing a month from now while you're preparing for your final interview.

You know you should make a list of prospective employers in your area.  But is it worth your time and effort?  Yes. Building your list will help you focus your efforts.  Focusing your efforts is what a good job search is all about. 

Additionally, this is a job search task where the journey is  as productive as the end result. 

How building your list can help you find a job faster
Build your list through research and by asking others for additions.

1.   You'll learn what's happening in your industry in your area.

2.   You'll build and deepen relationships in the process of doing your research when you ask
       for additions in your LinkedIn groups, on Twitter and Facebook, and in Google +, Beyond.com,
       and other communities.

3.   You'll gain credibility through the discussions you'll have as you research companies within
       your professional and industry organizations

4.   You'll have a great topic of conversation for networking events, one that slyly alerts others
       that you are in transition, while giving the other person a way to help.

5.   You'll engage your Board of Advisors. 

6.    Researching new companies to add to your list is a
that is minimally challenging, but    
        keeps you moving forward in your job search when you are waiting to hear back after an
        interview or expecting an offer.

7.    It's a productive
way to start or end the day or to continue to move forward while
        you're waiting to hear back on an interview or a job offer.

How "working" your list can
help you find a job faster
Now "
work" your list by completing a variety of tasks for each
prospective employer. 

8.    Set up search agents on major job posting sites (like Indeed.com).

9.    Set up search agents on each prospective employer's career site.

  Connect on LinkedIn and build a relationship with the internal or external recruiter.

11.  Connect on LinkedIn and build a relationship with at least one current employee and review
        others' profiles to learn about the background of people hired for your role.

12.  Follow the company on Facebook and Twitter to stay updated on happenings.

13.  Add the company to your "watch list" on Glassdoor to learn about employee perceptions,
        salaries and interview practices. 

14.  Set up Google alerts for each company. 

Solicit information interviews using "working on your Target Company List" or "getting to
        know local employers" as a rationale for meeting.

How this works in real life
Recently I worked with a client, Sam, who was seeking a job in a particular niche in IT.  He arrived at the place in his How to Get a Job in 90 Days Plan where he was to find local employers who did the type of work in which he was an expert.  He was not excited about this task.  Sam saw these types of activities as a distraction from his main activity, which was to cruise online job postings and send in resumes.  He was a "no frills, no distractions" kind of guy.  He was also unemployed a lot longer than he expected. So he dug in. 

Sam was surprised at the number of prospective employers he had never considered.  That was the good news.  The bad news was that most of these prospective employers had abandoned the type of work that was his expertise.  [How did you know this? He used LinkedIn groups to ask questions.] It seemed that while Sam had been working on a long-term overseas assignment, IT departments had moved on to other technologies. 

Sam re-grouped quickly.  He took an online course, finishing in half the estimated completion time, crammed for and passed a very difficult test, and within a month was certified in the new technology.  Then he started working his Target Company List one by one.  He had 80 companies on his list.  He had only set up search agents at 26 of the companies when he found the ideal job for his new skills. The company agreed and he was hired shortly after getting his new certification. 

Additional resource: 
This article lays out a great plan for working with your Target Company List.

Please share this post with someone you know who is in a job search!

Out of all of the techniques I've recommended to my clients, this is the one that seems to have resulted in the most job offers. I think it's because putting together a group of people to advise you in your job search requires you to think about what you need and who can help. Since most successful job candidates land their new job with the help of someone they know already or meet along the way, it makes sense. An additional reason might be that, having someone to ask, job searchers ask questions they might not ask otherwise

What is the saying, "It takes a village..."
?  Oh, yeah.

What is a Board of Advisors?
It's a group of people that you invite to advise you throughout your job search. They can be local or virtual or a mixture. You can meet with your advisors as a group or separately, on a weekly conference call, a daily coffee shop breakfast, or a monthly dinner at your home. The dynamics and structure are up to you and your advisors.

How can a Board of Advisors help me?
  • Your Board of Advisors can:
    • Recommend target companies for your Target Company List
    • Introduce you to people on your Desired Contacts List
    • Dialogue with you to identify strengths and skills
    • Review your marketing materials
    • Advise you on all aspects of your job search
    • Provide moral support when you need it
    • Practice interview and debrief your actual interviews with you
    • Review your resume and other marketing materials.  
    • Help you "talk through" a challenge or sticky issue

      These people will be more engaged in your job search.  They will have a stake in your success because of their role in the process.
      Here's a "fill in the blank" diagram that can help you select your advisors:


    Got a question you'd like a recruiter to answer?  Submit it here!

Recruiters are an integral part of the 2015 job search.  And that's a good thing.  My recruiter friends are happy to dish on how to work with them and how you can put your best foot forward.  Each week I ask them a question that will help you enrich your recruiter relationships.

This week I asked:
A great candidate made it to the “final two”, but didn’t get the offer. What could that candidate do that would encourage you to keep her/him in mind for future openings?

Here’s what recruiters suggest you do to remain in their own AND in employers' "candidate pipelines":

Thank interviewers and the recruiter
  • Send a thank-you note to everyone who participated in the interviews.
           -  Include a link to an article of mutual interest.
           -  Note that you will be following the company on social media.
           -  Offer best wishes to the team/company and their future endeavors.
           -  To the hiring manager/lead interviewer: ask for consideration if circumstances change
              in the future regarding the position. (Happens more often than you would think!)

  • Send a thank-you note to the recruiter – whether internal or external
           -  Thank the recruiter for working with you.
           -  Accept the #2 spot graciously.
           -  Briefly explain why it was a positive experience for you.
           -  Ask the recruiter for feedback from the company on how you could have
              improved your performance.
           -  Cite additional roles you could fill for the employer (and similar companies,
              if writing to an external recruiter).

Ideally [if you follow these guidelines], you'll be positioned to fill an open or vacated role before they even have time to update the job postings!!  D. Parillo     _________________________________________________________________________________________________________________
Invite interviewers and the recruiter to connect on LinkedIn
           -  Send a LinkedIn invite to everyone who participated in the interviews.
           -  DO NOT use the default invitation verbiage. Make it personal.
           -  DO mention that you would like to keep in touch.
           -  Then, send a LinkedIn invitation to connect with the recruiter.

Remain engaged with the employer and, if applicable, the external recruiter’s firm
           -  Follow the employer (and the external recruiter’s firm) on social media.
           -  Congratulate the company on new product launches, awards, and achievements.
           -  Visit the employer’s or external recruiter’s firm booth at industry conferences,
              career fairs, or networking events.
           -  Attend future social media presentations or events in which the employer or external
              recruiting firm participates.
           -  If you've not already done so, set up a search agent to receive alerts for future job
              openings from the employer.

Extra special thanks to:
Barbara Marks, internal recruiter with eVestment
Daniel Parillo, internal recruiter manager with Razer and co-founder of RecruiterJob.net
Hermann Kepfer, internal recruiter with RAND corporation

Recruiters:  Any additional thoughts?
Job searchers:  How will you change your post-interview actions giving this advice from recruiters?

Please share with someone who is looking to find a great job.  Thanks!

    Got a question you'd like a recruiter to answer?  Submit it here!

Recruiters are an integral part of the 2015 job search.  And that's a good thing.  My recruiter friends are happy to dish on how to work with them and how you can put your best foot forward.  Each week I ask them a question that will help you enrich your recruiter relationships.

This week I asked:
What should job searchers keep in mind when devising their strategy for working with recruiters?

Here are the responses I received:

External Recruiters
  • External recruiters work for employers, not for job searchers.  It doesn't mean they don't care.  And, because their fee may be dependent on your getting the job, they have a stake in your success.  But, in the end, they are seeking the best match for the employer.

  • Although you may have your initial formal interview with a recruiter, any time you are talking with a recruiter, you should be in "interview" mode.  This is true for both internal and external recruiters.

  • If they identify you as a good candidate, they will keep you in mind, especially if they specialize in a very narrow area with limited candidates at each level.

  • They are very focused on the job openings they are trying to fill at any given time.  Keep communications brief and specific to an opening. 

  • They use social media a lot.  Make sure you have an online presence (especially LinkedIn but others as well) and that your profiles are comprehensive and up to date. 

  • The old "add me to your database" strategy doesn't work as well today because people change jobs more frequently now.  Recruiters are more likely to run a search on any given day to locate candidates than to refer back to a prior list.

  • Some recruiters will connect with you on LinkedIn especially if you are searching in their niche and if you provide info on your key skills and experience rather than the default invite. 

  • When you are working with an external recruiter, you can learn a lot about the prospective employer and what the employer is seeking. 

  • They may help you gather feedback from your interviewers on your performance and the reason you weren't selected.

  • Connect them with GOOD candidates for their openings whenever possible.

  • The best way to establish relationships with external recruiters is to contact them regarding a particular job opening of theirs, impress the heck out of a potential employer, and, even if you don't get the offer, stay in touch. 

Internal Recruiters

  • These recruiters, of course, work for a specific company or group of companies.  They are active in searching for candidates, coordinating hiring efforts with external recruiters, and in accepting applications from candidates

  • Regardless of how you make your initial contact with an internal recruiter, be sure that you request guidance and "follow the rules" on getting your application into their Human Resources system.

  • They may help you get feedback from your interviewers on your performance and the reason you weren't selected.

  • More often than you would think, they will keep you in mind if you impress them with your credentials, but don't make the final cut for an offer.  This is especially valuable when the company decides to add another posting for a position they recently filled or the initial candidate doesn't work out. 

  • Some recruiters will connect with you on LinkedIn if you are a credible candidate in their industry or role and if you give them a reason rather than using the default invite.
  • Follow their positions and refer GOOD candidates to them whenever possible. 

  • The best way to establish relationships with internal recruiters is to be referred by a company employee, impress the heck out of the company employees who interview you, and, even if you don't get the offer, stay in touch.

Recruiters:  What should candidates keep in mind about working with recruiters?
Job searchers:  What have you learned working with recruiters during your job search?

Please share this post with someone who is looking to find their ideal job!
Just because you’re following the same How to Get a Job in 90 Days Plan as others doesn’t mean that your job search should look and feel like theirs.  No way!  Review the profiles below; select the one that is most like you. Then check out my thoughts on how you may want to adapt your job search so it reflects who you are.

So how would you describe yourself? 

The Hipster
Moving fast and taking advantage of every tech and trick in the book to keep up the pace?  You've got big plans.  Maybe you're a Hipster.

The Social Butterfly
Constantly connected to others?  Into sharing and helping others? Have you ever in your life met a stranger?  You thrive on interacting with others.  Maybe you're a Social Butterfly

The Traditionalist
Confident?  Are you just looking for someone to point you in the right direction and you're good to go?  You have some things to learn, but you have some things to teach as well.  Maybe you're a Traditionalist.

The Newbie
Uncertain, but not unprepared?  You know you can do the job, but need some help landing in the right place?  Is this your first rodeo?  You need guidance, not constraints.  Maybe you're a Newbie.

The whole point here is to follow the plan, because every step is critical, BUT do it your way.  Inject your personality.  Go with your strengths. 

Some ideas to get you moving...

Please share this post with someone you know who is looking to find their ideal job!
I was brand-new to job search consulting when Richard became my client. Richard had been a client of the previous consultant for over three months, a long time, given the excellent job market at the time.

Richard was very overweight, which would have been fine IF he carried himself well and projected a high level of energy. Richard did neither of these. His posture was poor and he seemed to shuffle rather than walk through the office. I was concerned about how prospective employers would perceive him.

And he wouldn't leave the office. Richard would come in at 7:30am and spend the entire day on the computer. He would rarely leave the technology center. A real problem in 1996. Sure, there were some job postings on “listserves” and “bulletin boards” (I think they were called).

But an online job search twenty years ago was not the introvert’s dream it is today.

Successful clients got out of the office, did lunch, met supporters and new contacts for coffee, and attended professional organization meetings and career fairs. 

He wore a suit every day in anticipation of the interview we were sure would never come.

Although Richard was shy, he was well liked in the office.  Because he was a technology whiz and always available, he often helped fellow clients use the computers. But he would sit silently in lead exchange meetings and was uncomfortable and inarticulate in practice interviews. 

From our conversations, I realized that Richard was highly skilled in accounting software that was becoming popular in the manufacturing industry. He wanted a job implementing that software.

So we formulated a research and communication plan. Richard, because of his technical skills, used our online job search tools to develop a solid list of software users and distributors. And we developed introductory emails highlighting his skill and experience in software implementations and maintenance.

Richard sent one email to companies he had identified as current software users.  He sent a variation of that email to distributors asking for recommendations to new clients and prospective buyers.

While Richard responded to inquiries during the week, I developed a plan to make Richard interview-ready. With him in mind, I negotiated a deal with the fitness center next door to offer our clients a free one-month program.  I found myself rehearsing the following Monday morning on my way to the office, how I would talk frankly with Richard.  My plan was to to advise him to start an exercise program and adapt his demeanor to project more energy and engagement. He was a sweet guy and I didn’t want to hurt his feelings. I was not looking forward to the conversation.

It was my job, however, to ensure that he present his best self in what I hoped would be a coming round of interviews.     

I was surprised that Richard was not at his usual computer when I arrived and ducked my head in the technology center. But i was thrilled when, an hour later, the receptionist buzzed me to say that Richard had a job. A job? She must mean an interview, right?

“No,” she said, “He got a job. Starts next week.” Richard had gotten a job between Friday afternoon and Monday morning.

I had only a few minutes to debrief with Richard. Turns out, that’s all it took for his new employer to make a decision. He received the offer after a 30-minute interview. They had a problem – how to successfully implement new software. Richard had the expertise to solve their problem.    

Would my efforts to help Richard present a sharper presence to prospective employers have been wasted? Absolutely not.

Fortunately, it turned out that Richard’s new employer was wise enough to overlook superficial attributes and focus on Richard’s strengths.

Were our joint efforts to position Richard as a solution to an employer’s problem critical to his success? Absolutely. 

Companies have problems.  Successful job search candidates have solutions.

What I hope you learned
When you have clearly identified what you offer, you can identify who is likely to need what you offer. In doing so, you may be able to overcome typical job search challenges and reduce the time to receive an offer.

What to do
1.  Develop your Job Search Datasheet to identify what you are selling.
2.  Clearly articulate what you offer a prospective employer in your resume, cover
     letter, and oral and written communications
3.  Identify the problem you are a solution to.
4.  Build your Target Company List to create a list of companies who might have that problem. 

Please share this post with someone who is looking to find their ideal job!

You'll be writing lots of emails throughout your job search. And the right one could seal the deal. Here's how to make your emails do what you want them to do.

  • Complete the "To:" field only after you have completed the email to your satisfaction to avoid accidental sending.
  • Write from a professional email address.
  • Identify the result you want from the email.
  • Address the recipient by name.
  • Write as a "real [professional] person" talks.
  • Refer to previous correspondence.
  • Use bullet points to create white space.
  • Use numbers to create order.
  • Minimize multi-syllabic, "hoity-toity" words. [See why?]
  • Clearly communicate the action you want the reader to take.
  • Review the email:
            1.  Did you follow a logical order?
            2.  Does the recipient know what to do next?               
  • End with a signature that includes contact information.

Bonus tip: Add an English teacher friend to your Board of Advisors to serve as your job search editor.

What I hoped you got from this post:
Emails are important communication channels.  Make your emails stand out from the rest and do what you want them to do.

Take action:
Act as if every email you send will be the one that will get you the job.

Please share this post with someone who is looking to find their ideal job!  Kat

Maybe you won't shave two weeks off your job search by composing and re-using a basic job search email, but you will save some time and a ton of "psychic energy".

Note that I'm not suggesting that every email you send is the same. I am recommending, however, that you create and adapt a sample email to reflect your personality (maybe you're an exclamation-point-type person, maybe you're not), and save it for re-use and further customization to fit the occasion.

There are only so many ways to say something and you might as well figure out how you want to say it once and be done with it.

By the way, the fact that a sample situation is included in the list does not mean that I feel this type of conversation should always occur by email. Phone or face-to-face contacts, when practical, are usually preferable to email. The exception? When it's important to have a record of the conversation and texting is too informal.

Selecting the appropriate communication channel is all about the situation, the people involved, and, just as often, gut instinct.

Final note before you review the basic email: Clearly identify the purpose of the email so that your email can include a clear call to action. Use a brief version of that call to action as your subject line.

What is it that you want recipients to do? If you don't know, they won't know.

Let's assume that email is your ideal venue and that you have identified what you want to achieve. Here's a template that should meet your needs for any situation.


Likely recipients:
Friends and family
New contact with whom you are building a relationship
Former colleagues who have moved to a new company
LinkedIn connections or group members

Subject:  Ex. Request for introduction to [Name and title] at [Company]

Hi [contact name],

I hope you are [enjoying your new job / keeping busy / relaxing this summer / anything that indicates you know them and care].

As you know, I'm actively searching for a new job as a [desired role / abbreviated version of your Ideal Work Situation Statement].


If your purpose is to ask someone to introduce you to an employee with a prospective employer's company:
I've discovered an ideal match for my skills and experience: [position name with link to job posting] at [company name]. If the person knows you well enough, you could add here: I hope you'll agree.

My goal is to locate an employee in the company to [transmit my resume and cover letter directly to [the recruiter / Human Resources / the hiring manager / learn more about the company culture / fill me in on how their IT department works / tell me more about the hiring manager]. You’re connected to [target name title, and company] on LinkedIn OR You've mentioned [target name] as a [friend / colleague / fellow basketball team member] previously.

If you feel comfortable doing so, would you introduce us and request contact information, noting that I'll be in touch shortly?
If your purpose is to gain information regarding a prospective employer on your Target Company List:
I'm putting together a list of prospective employers in my area and would like to include any companies you think might be a good fit for my role and credentials. Do you have any suggestions?
I see where you are an employee with [company]. I'm in a job search and have added (company) to my Target Company List. Would you have a few minutes to talk with me about your experience as an employee? If so, please provide a time that would be convenient for us to meet by phone.
If your purpose is to add a person to your Board of Advisors:
I'm organizing a virtual Board of Advisors to provide specific job search advice or suggestions on my approach. I would anticipate this help would take no more than 10-15 minutes weekly, if that. Your [overall business acumen / familiarity with my role / industry/ expertise in career strategies] would be helpful to me and I would value your contribution. May I add you to my group?

I’ve attached my [resume / bio / addendum] to update you on my credentials.

Thanks in advance for your support of my job search. As always, I truly appreciate your help!

If applicable, add a personalized thank you:
By the way, if Tuesday evenings are still good for you, let's meet at Harry's around 5:30 for a "thank you" drink.
I'd like to [write a recommendation for you / endorse you] on LinkedIn. Is there a particular skill or experience you would like for me to emphasize?
I've attached an article I spotted recently on [the best fishing holes in your area / your industry or role] and thought of you. Let me know if you have any luck!

[Your name]
LinkedIn email address

Attachments: resume

(Adapted from an article by Alex Cavoulacos: https://www.themuse.com/advice/how-to-ask-for-a-referral-an-email-template)

There are, of course, other types of emails you'll be sending as your job search progresses. We'll cover these in future blog posts.

What I hoped you got from this post:
Avoid dithering over an email with a basic template that you can adapt for each communication situation.

Take action:
1. Write your basic email with all of the possible iterations and save it to drafts in your email account.
2.  Adapt as needed.

3.  As you adapt, save a copy of each version in your drafts to save even more time

Please share this post with someone who is looking to find their ideal job!

People want to help.  And, when you are in a job search, you are in no position to turn away a well-intentioned offer of support. 

There are a surprising number of ways anyone of almost any age or situation can help you find a job faster than you can alone. 

Here's how to get the most benefit from your supporters' efforts.

Use your Ideal Work Situation Statements
First, re-visit your Ideal Work Situation Statements.
These statements briefly describe the job you are seeking as simply as you can.  If you've been using the statements to create your marketing materials and in building relationships and interviewing, you should have them down pat. 

The value of your Ideal Work Situation Statements lies in their simplicity and ease of re-use by anyone, regardless of their degree of knowledge of your role or industry.

Your Ideal Work Situation Statements should look similar to this:

My ideal work situation is to work in Burlington, Vermont as a full-time Recreational Director for adult or family camps.  My main tasks will be to determine the camps' purpose, activities and schedule and to manage the camps' operations staff.

Use your list of skills, knowledge, and experience
Your next step is to review your Job Search Datasheet which lists your skills, knowledge, and experience relevant to your desired role. These should be the same skills, knowledge, and experience that you highlighted in your resume and cover letter. 

Your Job Search Datasheet may be in a Word or Excel document or written by hand on a piece of paper.  But, if you completed your Job Search Datasheet on a PowerPoint slide, it might look like the example below. Simply extract and list the skills, experience and traits for ready reference on your phone or tablet. Or print out the Job Search Datasheet and store it in your purse or wallet. The key is to have it handy for quick reference.

Use your Target Company List and Desired Contacts
Print out your Target Company List and Desired Contacts or list the entries in your phone or tablet  for ready reference. 

You're good to go!

The rest is easy. Once you've gathered this information, you'll have at least 30 ways people can help you in a job search. Undoubtedly, now that you are well-prepared, you'll think of more.

Those who offer to help can:
1.  Suggest an addition to your Target Company List.

2.  Suggest a desired contact from the companies in your Target Company List.

3.  Introduce you to a desired contact over lunch or coffee.

4.  Introduce you to a desired contact through LinkedIn connections.

5.  Create and provide a 140 character "ad" beginning with "Available now..."
     touting your desired role and credentials for a supporter to "tweet" daily to Twitter followers
     on your behalf. 

6.  Recommend you on LinkedIn, focusing on one of your skills, traits, or experience.

7.  Endorse you on LinkedIn, focusing on one of your skills, traits, or experience.

8.  Post your Ideal Work Situation Statements for your supporter's Facebook friends to see. 

9.  Invite you to professional, civic, community, or educational events that offer opportunities
     to build new relationships.

10. Train or educate you in a skill or experience gap.

11. Suggest or offer volunteer opportunities to help you fill a skill or experience gap.

12. Share stories of successful job searches.

3. Help you organize your job search tasks and records.

14. Recommend informative articles, reports, or websites to enhance your understanding
       of your role or industry.

15. Provide an update on trends in your industry or role.

16. Offer you a temporary project, internship, apprenticeship, consulting gig, or other
       interim employment related to your desired role.

17. Recommend LinkedIn groups related to your desired industry or role.

18. Guest post on your blog.

Comment on or "follow" or "like" your job search-related social media efforts.

20. Follow you on Twitter and re-tweet your Twitter entries.

21. Coach you on how to use social media or interviewing technology during your job search.

22. Practice interview with you and provide feedback on your performance.

23. Brainstorm a job search challenge with you.

24. Review/edit your resume, cover letter, or other marketing materials or communications.

Provide the inside scoop on a target company.

26. Alert you to job openings with the supporter's employer.

27. Take your resume to the supporter's employer.

28. Serve as a reference.

29. Write a letter or email regarding a shared work experience you are emphasizing in your search.


You could, of course, respond "Just tell everyone you know that I need a job." NOT.

What I hoped you got from this post:
The vast majority of successful job seekers get their job with the help of someone they know.  The more prepared you are to respond to offers of help, the more you'll benefit from them.

Take action:
1.  Carry info with you to ensure that you can tell supporters what you need. (Maybe a clever way
     to use a business card?)
2.  Focus supporters' efforts where you need them most.

Please share this post with someone who is searching for their ideal job!