(3402,8113,'2014-01-20 17:54:19','2014-01-20 17:54:19','[caption id=\"attachment_3317\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success.jpg\"><img class=\"size-medium wp-image-3317\" alt=\"Phone Interview Secrets to Success\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success-199x300.jpg\" width=\"199\" height=\"300\" /></a> Phone Interview Secrets to Success[/caption]\r\n<p>Janet, an attorney and looking for a new job, had about 15 phone interviews since January.<i> “…but I\'m having a hard time getting to the next level, an in-person interview. I am very confident in my skills when interviewing in person, but I never seem to make it there. I do follow up e-mails, thank you letters, and ask good questions during my phone interviews. How do I ace a phone interview and turn it into an invitation for an in-person interview?”</i> </p>\r\n<p>Phone interviews are hard! You can’t see the interviewer to build a personal connection, you can’t read their non-verbal language, and sometimes it’s downright awkward. Yet phone interviews are on the rise to minimize the high cost of face-to-face interviews and to efficiently weed out a stack of applicants. </p>\r\n<p>The good news: <b>a phone interview is an open-book quiz!</b> <b>You get to cheat on phone interviews!</b> You get to have notes in front of you with scripted answers to every one of the most commonly asked interview questions. And the key to a great phone interview is to know when to stop talking. </p>\r\n<p>Here is <i>Dana Manciagli’s Law of Threes</i> for interviews:  Say no more than three bullet-point answers to every question then stop talking. Again, 2-3 short answers and <b><i>shut up</i></b>. This will not only make you more at ease, you will appear confident to the listener. If they want more information, they will ask! </p>\r\n<p>Three more ways to get to the face-to-face interview level:</p>\r\n<ul>\r\n<li>\r\n<p><b>Don’t underestimate anybody.</b> Whether the person on the other end of the phone is a 22-year old screener, a recruiter, a human resources manager, or the hiring manager, you need to be positive, energetic, and focused. Find a quiet location, stand up so you project your voice, and listen to the questions very carefully.</p>\r\n</li>\r\n<li>\r\n<p><b>Make yourself relevant to them</b>. Be sure you have studied the job description and answer with skills and experiences that are important to solve their challenges. Interviews are not about you!</p>\r\n</li>\r\n<li>\r\n<p><b>Go for the close.</b> Many interviewees tell me, “<i>They hung up before I could ask for the next step</i>.” Even if the call is running late and they are saying goodbye, you need to read your scripted close that shows your passion and asks for the face-to-face interview.  An example: “Ms. Jones, I’d like to express my passion for this position and ask for the opportunity to have a face-to-face interview.”</p>\r\n</li>\r\n</ul>\r\n<p>Write me with your job search challenges at any time!</p>','Phone Interview Secrets to Success','','inherit','open','open','','3316-revision-v1','','','2014-01-20 17:54:19','2014-01-20 17:54:19','',3316,'http://www.danamanciagli.com/set-your-goal/3316-revision-v1/',0,'revision','',0),(3318,8113,'2013-12-29 00:49:29','2013-12-29 00:49:29','[caption id=\"attachment_3317\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success.jpg\"><img class=\"size-medium wp-image-3317\" alt=\"Phone Interview Secrets to Success\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success-199x300.jpg\" width=\"199\" height=\"300\" /></a> Phone Interview Secrets to Success[/caption]\r\n<p><em></em></p>\r\n<p>Janet, an attorney and looking for a new job, had about 15 phone interviews since January.<i> “…but I\'m having a hard time getting to the next level, an in-person interview. I am very confident in my skills when interviewing in person, but I never seem to make it there. I do follow up e-mails, thank you letters, and ask good questions during my phone interviews. How do I ace a phone interview and turn it into an invitation for an in-person interview?”</i> </p>\r\n<p>Phone interviews are hard! You can’t see the interviewer to build a personal connection, you can’t read their non-verbal language, and sometimes it’s downright awkward. Yet phone interviews are on the rise to minimize the high cost of face-to-face interviews and to efficiently weed out a stack of applicants. </p>\r\n<p>The good news: <b>a phone interview is an open-book quiz!</b> <b>You get to cheat on phone interviews!</b> You get to have notes in front of you with scripted answers to every one of the most commonly asked interview questions. And the key to a great phone interview is to know when to stop talking. </p>\r\n<p>Here is <i>Dana Manciagli’s Law of Threes</i> for interviews:  Say no more than three bullet-point answers to every question then stop talking. Again, 2-3 short answers and <b><i>shut up</i></b>. This will not only make you more at ease, you will appear confident to the listener. If they want more information, they will ask! </p>\r\n<p>Three more ways to get to the face-to-face interview level:</p>\r\n<ul>\r\n<li>\r\n<p><b>Don’t underestimate anybody.</b> Whether the person on the other end of the phone is a 22-year old screener, a recruiter, a human resources manager, or the hiring manager, you need to be positive, energetic, and focused. Find a quiet location, stand up so you project your voice, and listen to the questions very carefully.</p>\r\n</li>\r\n<li>\r\n<p><b>Make yourself relevant to them</b>. Be sure you have studied the job description and answer with skills and experiences that are important to solve their challenges. Interviews are not about you!</p>\r\n</li>\r\n<li>\r\n<p><b>Go for the close.</b> Many interviewees tell me, “<i>They hung up before I could ask for the next step</i>.” <br /> Even if the call is running late and they are saying goodbye, you need to read your scripted close that shows your passion and asks for the face-to-face interview.  An example: “Ms. Jones, I’d like to express my passion for this position and ask for the opportunity to have a face-to-face interview.”</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Times New Roman; font-size: medium;\"> Write me with your job search challenges at any time!</span></p>','Phone Interview Secrets to Success','','inherit','open','open','','3316-revision-v1','','','2013-12-29 00:49:29','2013-12-29 00:49:29','',3316,'http://www.danamanciagli.com/set-your-goal/3316-revision-v1/',0,'revision','',0),(3319,8113,'2014-02-10 02:53:56','2014-02-10 02:53:56','[caption id=\"attachment_3320\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\"><img class=\"size-full wp-image-3320\" alt=\"New Types of Interview Questions and How to Handle Them\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\" width=\"128\" height=\"128\" /></a> New Types of Interview Questions and How to Handle Them[/caption]\r\n<p><i>Lately, interviewers are starting to ask the following questions: </i></p>\r\n<ul>\r\n<li>\r\n<p><i>Would you prefer working as an individual contributor or on a team?</i></p>\r\n</li>\r\n<li>\r\n<p><i>Would you prefer working on a small or large team</i><i> </i></p>\r\n</li>\r\n</ul>\r\n<p><i>From Stephanie, an accountant, she said that “it seemed to me that the interviewer wanted me to choose one or the other answer to these questions. Without knowing the exact reporting structure, how does one approach this question? What is the interviewer really looking for?”  </i></p>\r\n<p>Always put yourself in the shoes of the interviewer! With this question, they are looking for your ability to deal with ambiguity and how well you understand the current dynamics of any organization. Your challenge is to develop a meaningful way to say “both” or “either.”</p>\r\n<p><strong>Question #1: Would you prefer working as an individual contributor or on a team?</strong></p>\r\n<p>Trust what you know: organizations are not as hierarchical or traditionally structured as they used to be. They are fluid, made up of “virtual teams” and blurred boundaries.   </p>\r\n<p>A great answer would be, <i>“My belief is that individual contributors <span style=\"text-decoration: underline;\">are</span> on a team in virtually any environment. Even though I might be working solely for one manager or on one project, I am still on a virtual team of experts from other departments.”   </i>If you can give a short example about the position <i>they </i>want to fill or a prior role you have had, do that.<b> </b></p>\r\n<p><strong>Question #2: Would you prefer working on a small or large team?</strong></p>\r\n<p>This question can either be a “trap” or an opportunity.  Which one do you want it to be? To make this and other similar either/or questions an opportunity to shine, pick a “theme” that is in common with both.  It could be “teamwork,” “cross-group collaboration,” “great communication,” or one of many other choices. </p>\r\n<p>A great answer would be, <i>“Mr. Simpson, whether my team would be a large or small one, it will be important that I am a great communicator and team player. Teams can start small then grow to be big; I am comfortable in any sized team.”</i> Be prepared to give an example of your teamwork in case they head into “situational” or “behavioral” interviewing by asking you for an example.<span style=\"color: #000000; font-family: Times New Roman; font-size: medium;\"> </span></p>\r\n<p>Study all of the most common interview questions with my Interview Guide <a title=\"link to download page\" href=\"http://www.danamanciagli.com/tool-downloads/\" target=\"_blank\">here</a>. </p>\r\n<p>Script yourself and go in fully prepared. What are your interview and job search challenges? Write me here!</p>','New Types of Interview Questions and How to Handle Them','','publish','open','open','','new-types-interview-questions-handle','','','2015-03-04 20:00:40','2015-03-04 20:00:40','',0,'http://www.danamanciagli.com/?p=3319',0,'post','',0),(3293,8113,'2013-12-02 02:37:19','2013-12-02 02:37:19','[caption id=\"attachment_3294\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/3-Myths-Busted-About-Working-with-Recruiters-for-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-3294\" alt=\"3 Myths Busted About Working with Recruiters for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/3-Myths-Busted-About-Working-with-Recruiters-for-Your-Job-Search-199x300.jpg\" width=\"199\" height=\"300\" /></a> 3 Myths Busted About Working with Recruiters for Your Job Search[/caption]\r\n<p>Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths: </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #1:</b>  Recruiters will introduce candidates to their clients.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #1:</b>  Yes, if you are a fit for a position the recruiter is working on. The reason why recruiters do research to identify candidates is that their client’s specification (job description) is job #1 to fulfill. The recruiter would lose credibility by saying, “Well, I don’t have that, but I’ve got this other great guy for you to look at!”</p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #2:</b>  Recruiters act as “agents” for job seekers, especially executives.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #2:</b>  Recruiters make their money by securing hiring companies as clients. They are paid by the hiring company and their focus is focused on finding clients and fulfilling their clients’ needs…over and over again. </p>\r\n<p style=\"padding-left: 20px;\">Some recruiters are retained by a company in a contract with their fee committed up front and others are contingency recruiters, who are paid by the client only if the client hires their candidate. Many retained recruiters focus on executive level searches, approximately $150,000 per year base and higher, with exceptions, of course. </p>\r\n<p style=\"padding-left: 20px;\">As in any industry, there are various types of recruiters. Some really enjoy the engagement with prospective candidates or job seekers and others choose to invest their time elsewhere. Don’t take it personally. </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #3:</b> Recruiters have their own database that job seekers should get into.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #3:</b> Yes, many of the larger recruiters do have a database that they can scan your résumé into. However, recruiters today understand that LinkedIn is the largest database in the world.</p>\r\n<p>What steps should you take?</p>\r\n<p style=\"padding-left: 20px;\">1. No more than 5% of your job search efforts should be focused on recruiters. Do not expect a reply or a conversation as they will call you if and when there is a fit. Repeat: Don’t take it personally.</p>\r\n<p style=\"padding-left: 20px;\">2. Introduce yourself to local recruiters as a small component of your job search schedule. The way to get on a recruiters “radar” is:</p>\r\n<ul>\r\n<li>To be mentioned or referred by respected individuals in the recruiter’s network about the quality of your work.</li>\r\n<li>By being known as a rock star (top notch high performer) in your current position – the word spreads quickly.</li>\r\n<li>To demonstrate that you understand how recruiters work and show respect for their time.</li>\r\n<li>To interview exceptionally well with them over the phone or face-to-face! Treat any interaction with a recruiter as if you are meeting with a hiring manager. </li>\r\n</ul>\r\n<p style=\"padding-left: 20px;\">3. Be sure you have a brilliant profile on LinkedIn. Don’t wing it. Take the LinkedIn tutorials, type “LinkedIn profile tips” in your Bing or Google search bar and spend hours learning and updating your profile. You may learn ideas on how to improve your résumé, too, since the two should match.</p>\r\n<p style=\"padding-left: 20px;\">4. Focus most of your energy on identifying the companies you want to work for and the role you want to perform next. Occasionally, when you contact a hiring company, they will send you to the recruiter they have hired.</p>\r\n<p>For answers to your questions, challenges or concerns, please e-mail me at <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> or add your comment here!</p>','3 Myths Busted About Working with Recruiters for Your Job Search','','publish','open','open','','3-myths-busted-working-recruiters-job-search','','','2015-03-20 23:42:30','2015-03-20 23:42:30','',0,'http://www.danamanciagli.com/?p=3293',0,'post','',2),(3294,8113,'2013-11-21 18:03:02','2013-11-21 18:03:02','Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths:','3 Myths Busted About Working with Recruiters for Your Job Search','3 Myths Busted About Working with Recruiters for Your Job Search','inherit','open','open','','3-myths-busted-about-working-with-recruiters-for-your-job-search','','','2013-11-21 18:03:02','2013-11-21 18:03:02','',3293,'http://www.danamanciagli.com/wp-content/uploads/2013/11/3-Myths-Busted-About-Working-with-Recruiters-for-Your-Job-Search.jpg',0,'attachment','image/jpeg',0),(3295,8113,'2013-11-21 18:04:00','2013-11-21 18:04:00','<p>Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths: </p>\r\n<p><b>Myth #1:</b>  Recruiters will introduce candidates to their clients.</p>\r\n<p><b>Truth #1:</b>  Yes, if you are a fit for a position the recruiter is working on. The reason why recruiters do research to identify candidates is that their client’s specification (job description) is job #1 to fulfill. The recruiter would lose credibility by saying, “Well, I don’t have that, but I’ve got this other great guy for you to look at!”</p>\r\n<p>&nbsp;</p>\r\n<p><b>Myth #2:</b>  Recruiters act as “agents” for job seekers, especially executives.</p>\r\n<p><b>Truth #2:</b>  Recruiters make their money by securing hiring companies as clients. They are paid by the hiring company and their focus is focused on finding clients and fulfilling their clients’ needs…over and over again. </p>\r\n<p>Some recruiters are retained by a company in a contract with their fee committed up front and others are contingency recruiters, who are paid by the client only if the client hires their candidate. Many retained recruiters focus on executive level searches, approximately $150,000 per year base and higher, with exceptions, of course. </p>\r\n<p>As in any industry, there are various types of recruiters. Some really enjoy the engagement with prospective candidates or job seekers and others choose to invest their time elsewhere. Don’t take it personally.</p>\r\n<p>&nbsp;</p>\r\n<p><b>Myth #3:</b> Recruiters have their own database that job seekers should get into.</p>\r\n<p><b>Truth #3:</b> Yes, many of the larger recruiters do have a database that they can scan your résumé into. However, recruiters today understand that LinkedIn is the largest database in the world.</p>\r\n<p>&nbsp;</p>\r\n<p>What steps should you take?</p>\r\n<ol>\r\n<li>No more than 5% of your job search efforts should be focused on recruiters. Do not expect a reply or a conversation as they will call you if and when there is a fit. Repeat: Don’t take it personally.</li>\r\n<li>Introduce yourself to local recruiters as a small component of your job search schedule. The way to get on a recruiters “radar” is<ol>\r\n<li>To be mentioned or referred by respected individuals in the recruiter’s network about the quality of your work.</li>\r\n<li>By being known as a rock star (top notch high performer) in your current position – the word spreads quickly.</li>\r\n<li>To demonstrate that you understand how recruiters work and show respect for their time.</li>\r\n<li>To interview exceptionally well with them over the phone or face-to-face! Treat any interaction with a recruiter as if you are meeting with a hiring manager. </li>\r\n<li>Be sure you have a brilliant profile on LinkedIn. Don’t wing it. Take the LinkedIn tutorials, type “LinkedIn profile tips” in your Bing or Google search bar and spend hours learning and updating your profile. You may learn ideas on how to improve your résumé, too, since the two should match.</li>\r\n<li>Focus most of your energy on identifying the companies you want to work for and the role you want to perform next. Occasionally, when you contact a hiring company, they will send you to the recruiter they have hired.</li>\r\n</ol></li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p>For answers to your questions, challenges or concerns, please e-mail me at <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> or add your comment here!</p>','3 Myths Busted About Working with Recruiters for Your Job Search','','inherit','open','open','','3293-revision-v1','','','2013-11-21 18:04:00','2013-11-21 18:04:00','',3293,'http://www.danamanciagli.com/set-your-goal/3293-revision-v1/',0,'revision','',0),(3299,8113,'2013-11-27 19:28:26','2013-11-27 19:28:26','[caption id=\"attachment_3264\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Bring-the-Right-Stuff-to-a-Face-to-Face-Interview.jpg\"><img class=\"size-medium wp-image-3264\" alt=\"Bring the Right Stuff to a Face-to-Face Interview\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Bring-the-Right-Stuff-to-a-Face-to-Face-Interview-300x282.jpg\" width=\"300\" height=\"282\" /></a> Bring the Right Stuff to a Face-to-Face Interview[/caption]\r\n<p>When you were a kid, did your parents ask you to put out your school clothes the night before?  Or, if you had an early test, did you pack your backpack before you went to bed?</p>\r\n<p>Then why don’t you do it for one of the most important events in your career…the interview?</p>\r\n<p>A major frustration for job seekers right now is their inability to convert applications into interviews. So if you “win” an interview, particularly a face-to-face interview, don’t blow it!</p>\r\n<p><b>Bring the Right Stuff</b></p>\r\n<p>Save this checklist and use it before every interview.<b> </b>I guarantee that the day you <i>don’t</i> check your list, you will forget something important. What to take:</p>\r\n<ul>\r\n<li>Portfolio or pad holder with plenty of paper and two pens.</li>\r\n<li>Multiple copies of your résumé.</li>\r\n<li>A copy of the job description with your notes and questions.</li>\r\n<li>Multiple copies of your complete application, including cover letter and résumé.</li>\r\n<li>Multiple copies of your list of references (although this is rarely requested during an interview).</li>\r\n<li>Work samples, if relevant. Check with your prior employer(s) to make sure these don’t contain any proprietary information.</li>\r\n<li>Breath mints – use before you enter the building and in between interviews.</li>\r\n<li>Small bottle of water, protein bar, or snack.</li>\r\n<li>Briefcase to hold all of the above. For ladies, it can be a larger purse. Don’t walk in with your arms full, unable to shake hands, or looking disorganized.</li>\r\n</ul>\r\n<p>What <span style=\"text-decoration: underline;\">not</span> to bring to an interview:</p>\r\n<ul>\r\n<li>Cellphone, smartphone, tablet, or any electronic device</li>\r\n<li>Music player</li>\r\n<li>Gum</li>\r\n<li>Cigarettes</li>\r\n<li>Candy</li>\r\n<li>Soda or coffee</li>\r\n<li>Laptop or tablet - not even to take notes with - unless it is requested</li>\r\n</ul>\r\n<p><b>Look and Sound the Part</b></p>\r\n<p><b>Interview Attire. </b>Dressing formally and appropriately sends a signal to the interviewer that you care enough to want to make a good first impression. And the inverse - not being dressed appropriately - will hurt you. <b></b></p>\r\n<p><b>Job Search Is All About First Impressions.</b> You want your appearance to convey a confident, respectful, professional, and prepared job seeker. Remember, you are “on stage”...and this interview day is your BEST day.</p>\r\n<p>You want the interviewer to concentrate on your skills, qualifications, and fit with their job specifications. If you look disheveled or too casual, you may be remembered for all the wrong reasons. Interviewers know that what you wear is not your normal day-to-day attire, and it may not even be the everyday style of their office.</p>\r\n<p>Be sure you understand the product or service of the company. Applying for a position with a law firm requires a different “attitude” in dressing than for an Internet or manufacturing company. However, during my 30 years as a hiring manager and job candidate, I have <i>never</i> heard an interviewer complain that, “The candidate came in dressed too nicely.”</p>\r\n<p>I know the above points may seem “basic.” But if they are so basic, why do so many candidates still show up with so many bloopers?</p>','Bring the Right Stuff to a Face-to-Face Interview','','inherit','open','open','','3262-autosave-v1','','','2013-11-27 19:28:26','2013-11-27 19:28:26','',3262,'http://www.danamanciagli.com/set-your-goal/3262-autosave-v1/',0,'revision','',0),(3301,8113,'2013-08-11 03:51:13','2013-08-11 03:51:13','[caption id=\"attachment_2829\" align=\"alignright\" width=\"287\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website.jpg\"><img class=\"size-medium wp-image-2829\" alt=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" width=\"287\" height=\"300\" /></a> Dana Manciagli as Career and Job Search Coach[/caption]\r\n<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications, , including owning her own weekly “Career Mojo” column in all of the national Business Journals.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer conqueror, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p><strong>Sign up here</strong> for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive new insights and announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-08-11 03:51:13','2013-08-11 03:51:13','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-v1/',0,'revision','',0),(3302,8113,'2013-11-27 20:20:51','2013-11-27 20:20:51','[caption id=\"attachment_2829\" align=\"alignright\" width=\"287\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website.jpg\"><img class=\"size-medium wp-image-2829\" alt=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" width=\"287\" height=\"300\" /></a> Dana Manciagli as Career and Job Search Coach[/caption]\r\n<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for new college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications, , including owning her own weekly “Career Mojo” column in all of the national Business Journals.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer conqueror, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p><strong>Sign up here</strong> for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive new insights and announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-11-27 20:20:51','2013-11-27 20:20:51','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-v1/',0,'revision','',0),(3303,8113,'2013-11-27 20:21:20','2013-11-27 20:21:20','[caption id=\"attachment_2829\" align=\"alignright\" width=\"287\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website.jpg\"><img class=\"size-medium wp-image-2829\" alt=\"Dana Manciagli as Career and Job Search Coach\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/Coaching-for-Website-287x300.jpg\" width=\"287\" height=\"300\" /></a> Dana Manciagli as Career and Job Search Coach[/caption]\r\n<p>Dana Manciagli, called “<i>a combination of Jillian Michaels and Suze Orman for careers,”</i> has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert. She is the author of <strong><i>Cut the Crap, Get a Job! A New Job Search Process for a New Era</i>.</strong></p>\r\n<p>Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as worldwide sales general manager, Dana previously worked for Kodak as VP of worldwide marketing and climbed the corporate career ladder through Sea-Land, Avery Dennison, and IBM. She also helped grow a fast-growing technology start-up from early stage to IPO and sale of the company.</p>\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. Her ideas and techniques are proven to be as effective for new college graduates as for senior executives. Dana has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. She is a sought-after speaker and a regular contributor to print and online publications, including owning her own weekly “Career Mojo” column in all of the national Business Journals.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer conqueror, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n<p>&nbsp;</p>\r\n<p><strong>Sign up here</strong> for Dana’s “Cut the Crap, Get a Job!” Newsletter, to receive new insights and announcements.</p>\r\n<p><a href=\"#\"><img class=\"alignnone size-full wp-image-52\" title=\"img-newsletter-2\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2012/10/img-newsletter-2.png\" width=\"200\" height=\"46\" /></a></p>\r\n<p>&nbsp;</p>','Bio','','inherit','open','open','','6-revision-v1','','','2013-11-27 20:21:20','2013-11-27 20:21:20','',6,'http://www.danamanciagli.com/set-your-goal/6-revision-v1/',0,'revision','',0),(3379,8113,'2014-01-01 21:18:45','2014-01-01 21:18:45','[caption id=\"attachment_3294\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/3-Myths-Busted-About-Working-with-Recruiters-for-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-3294\" alt=\"3 Myths Busted About Working with Recruiters for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/3-Myths-Busted-About-Working-with-Recruiters-for-Your-Job-Search-199x300.jpg\" width=\"199\" height=\"300\" /></a> 3 Myths Busted About Working with Recruiters for Your Job Search[/caption]\r\n<p>Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths: </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #1:</b>  Recruiters will introduce candidates to their clients.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #1:</b>  Yes, if you are a fit for a position the recruiter is working on. The reason why recruiters do research to identify candidates is that their client’s specification (job description) is job #1 to fulfill. The recruiter would lose credibility by saying, “Well, I don’t have that, but I’ve got this other great guy for you to look at!”</p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #2:</b>  Recruiters act as “agents” for job seekers, especially executives.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #2:</b>  Recruiters make their money by securing hiring companies as clients. They are paid by the hiring company and their focus is focused on finding clients and fulfilling their clients’ needs…over and over again. </p>\r\n<p style=\"padding-left: 20px;\">Some recruiters are retained by a company in a contract with their fee committed up front and others are contingency recruiters, who are paid by the client only if the client hires their candidate. Many retained recruiters focus on executive level searches, approximately $150,000 per year base and higher, with exceptions, of course. </p>\r\n<p style=\"padding-left: 20px;\">As in any industry, there are various types of recruiters. Some really enjoy the engagement with prospective candidates or job seekers and others choose to invest their time elsewhere. Don’t take it personally. </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #3:</b> Recruiters have their own database that job seekers should get into.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #3:</b> Yes, many of the larger recruiters do have a database that they can scan your résumé into. However, recruiters today understand that LinkedIn is the largest database in the world.</p>\r\n<p>What steps should you take?</p>\r\n<p style=\"padding-left: 20px;\">1. No more than 5% of your job search efforts should be focused on recruiters. Do not expect a reply or a conversation as they will call you if and when there is a fit. Repeat: Don’t take it personally.</p>\r\n<p style=\"padding-left: 20px;\">2. Introduce yourself to local recruiters as a small component of your job search schedule. The way to get on a recruiters “radar” is:</p>\r\n<ul>\r\n<li>To be mentioned or referred by respected individuals in the recruiter’s network about the quality of your work.</li>\r\n<li>By being known as a rock star (top notch high performer) in your current position – the word spreads quickly.</li>\r\n<li>To demonstrate that you understand how recruiters work and show respect for their time.</li>\r\n<li>To interview exceptionally well with them over the phone or face-to-face! Treat any interaction with a recruiter as if you are meeting with a hiring manager. </li>\r\n</ul>\r\n<p style=\"padding-left: 20px;\">3. Be sure you have a brilliant profile on LinkedIn. Don’t wing it. Take the LinkedIn tutorials, type “LinkedIn profile tips” in your Bing or Google search bar and spend hours learning and updating your profile. You may learn ideas on how to improve your résumé, too, since the two should match.</p>\r\n<p style=\"padding-left: 20px;\">4. Focus most of your energy on identifying the companies you want to work for and the role you want to perform next. Occasionally, when you contact a hiring company, they will send you to the recruiter they have hired.</p>\r\n<p>For answers to your questions, challenges or concerns, please e-mail me at <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> or add your comment here!</p>','3 Myths Busted About Working with Recruiters for Your Job Search','','inherit','open','open','','3293-revision-v1','','','2014-01-01 21:18:45','2014-01-01 21:18:45','',3293,'http://www.danamanciagli.com/set-your-goal/3293-revision-v1/',0,'revision','',0),(3305,8113,'2013-12-02 21:56:30','2013-12-02 21:56:30','<p>Job seekers of all ages would like to have recruiters “pitch” them as a great candidate. Let’s clear up a few myths: </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #1:</b>  Recruiters will introduce candidates to their clients.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #1:</b>  Yes, if you are a fit for a position the recruiter is working on. The reason why recruiters do research to identify candidates is that their client’s specification (job description) is job #1 to fulfill. The recruiter would lose credibility by saying, “Well, I don’t have that, but I’ve got this other great guy for you to look at!”</p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #2:</b>  Recruiters act as “agents” for job seekers, especially executives.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #2:</b>  Recruiters make their money by securing hiring companies as clients. They are paid by the hiring company and their focus is focused on finding clients and fulfilling their clients’ needs…over and over again. </p>\r\n<p style=\"padding-left: 20px;\">Some recruiters are retained by a company in a contract with their fee committed up front and others are contingency recruiters, who are paid by the client only if the client hires their candidate. Many retained recruiters focus on executive level searches, approximately $150,000 per year base and higher, with exceptions, of course. </p>\r\n<p style=\"padding-left: 20px;\">As in any industry, there are various types of recruiters. Some really enjoy the engagement with prospective candidates or job seekers and others choose to invest their time elsewhere. Don’t take it personally. </p>\r\n<p style=\"padding-left: 20px;\"><b>Myth #3:</b> Recruiters have their own database that job seekers should get into.</p>\r\n<p style=\"padding-left: 20px;\"><b>Truth #3:</b> Yes, many of the larger recruiters do have a database that they can scan your résumé into. However, recruiters today understand that LinkedIn is the largest database in the world.</p>\r\n<p>What steps should you take?</p>\r\n<p style=\"padding-left: 20px;\">1. No more than 5% of your job search efforts should be focused on recruiters. Do not expect a reply or a conversation as they will call you if and when there is a fit. Repeat: Don’t take it personally.</p>\r\n<p style=\"padding-left: 20px;\">2. Introduce yourself to local recruiters as a small component of your job search schedule. The way to get on a recruiters “radar” is:</p>\r\n<ul>\r\n<li>To be mentioned or referred by respected individuals in the recruiter’s network about the quality of your work.</li>\r\n<li>By being known as a rock star (top notch high performer) in your current position – the word spreads quickly.</li>\r\n<li>To demonstrate that you understand how recruiters work and show respect for their time.</li>\r\n<li>To interview exceptionally well with them over the phone or face-to-face! Treat any interaction with a recruiter as if you are meeting with a hiring manager. </li>\r\n</ul>\r\n<p style=\"padding-left: 20px;\">3. Be sure you have a brilliant profile on LinkedIn. Don’t wing it. Take the LinkedIn tutorials, type “LinkedIn profile tips” in your Bing or Google search bar and spend hours learning and updating your profile. You may learn ideas on how to improve your résumé, too, since the two should match.</p>\r\n<p style=\"padding-left: 20px;\">4. Focus most of your energy on identifying the companies you want to work for and the role you want to perform next. Occasionally, when you contact a hiring company, they will send you to the recruiter they have hired.</p>\r\n<p>For answers to your questions, challenges or concerns, please e-mail me at <a href=\"mailto:Dana@DanaManciagli.com\">Dana@DanaManciagli.com</a> or add your comment here!</p>','3 Myths Busted About Working with Recruiters for Your Job Search','','inherit','open','open','','3293-revision-v1','','','2013-12-02 21:56:30','2013-12-02 21:56:30','',3293,'http://www.danamanciagli.com/set-your-goal/3293-revision-v1/',0,'revision','',0),(3307,8113,'2013-12-10 19:25:33','2013-12-10 19:25:33','','Order &ndash; Dec 10, 2013 @ 07:25 PM','','wc-processing','open','closed','order_52a76aa005628','order-dec-10-2013-0725-pm','','','2013-12-10 19:25:33','2013-12-10 19:25:33','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3307',0,'shop_order','',2),(3308,8113,'2013-12-11 15:01:18','2013-12-11 15:01:18','','Order &ndash; Dec 11, 2013 @ 03:00 PM','','wc-processing','open','closed','order_52a87e11dce8e','order-dec-11-2013-0300-pm','','','2013-12-11 15:01:18','2013-12-11 15:01:18','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3308',0,'shop_order','',2),(3399,8113,'2014-01-18 02:55:38','2014-01-18 02:55:38','','Order &ndash; Jan 18, 2014 @ 02:53 AM','','wc-processing','open','closed','order_52d9ecc472ccf','order-jan-18-2014-0253-am','','','2014-01-18 02:55:38','2014-01-18 02:55:38','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3399',0,'shop_order','',2),(3327,8113,'2013-12-29 02:56:30','2013-12-29 02:56:30','The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.”  ','How to Talk About Reasons You Were Let Go','How to Talk About Reasons You Were Let Go','inherit','open','open','','how-to-talk-about-reasons-you-were-let-go','','','2013-12-29 02:56:30','2013-12-29 02:56:30','',3326,'http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg',0,'attachment','image/jpeg',0),(4792,8113,'2015-03-04 20:14:33','2015-03-04 20:14:33','Lazy LinkedIn for Networking','Lazy LinkedIn for Networking','Lazy LinkedIn for Networking','inherit','open','open','','lazy-linkedin-for-networking','','','2015-03-04 20:15:00','2015-03-04 20:15:00','',4777,'http://www.danamanciagli.com/wp-content/uploads/2015/03/Lazy-LinkedIn-for-Networking.jpg',0,'attachment','image/jpeg',0),(4793,8113,'2015-03-04 20:15:12','2015-03-04 20:15:12','[caption id=\"attachment_4792\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Lazy-LinkedIn-for-Networking.jpg\"><img class=\"size-medium wp-image-4792\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Lazy-LinkedIn-for-Networking-300x195.jpg\" alt=\"Lazy LinkedIn for Networking\" width=\"300\" height=\"195\" /></a> Lazy LinkedIn for Networking[/caption]\n\nI’m so done with lazy <a class=\"saveLink\" href=\"http://www.bizjournals.com/profiles/company/us/ca/mountain_view/linkedin_corp/406059\">LinkedIn</a> users.\n\nIf you’re the consummate LinkedIn networker, I’m not talking about you, so how about just passing this along who’s not? There are more than enough folks who need to know!\n<h4><strong>Lazy LinkedIn Behavior No. 1: Sending a pre-written connection messages</strong></h4>\nIf you met someone at an event, would you say: <em>“</em> <em>I\'d like to add you to my professional network.”</em>\n\nI hope not! So why would you say it on LinkedIn, when you want to make a great first impression?\n\nIf you want to avoid scripted invitation messages, there’s only one “Connect” button to use: The one located <em>below</em> a person’s picture when you open up his or her full profile. Read all about them, scroll through their bio, and then click <em>that</em>“Connect” button.\n\nOnce the customizable message box opens up, erase all of the standard content and write something personal. Here are some examples:\n<ol>\n	<li>I read about you in &lt;website, article,=\"\" speech=\"\"&gt;and you have a fabulous background. I would like to connect to your professional network. Thank you, .</li>\n	<li>I found you on LinkedIn, and I’m applying to a job at your company. I would like to connect with you here. Thank you,</li>\n	<li>We have a number of people in common such as &lt;name, name,=\"\" and=\"\" name=\"\"&gt;and it would be great to connect here. Thank you,</li>\n	<li>We met at on and I would like to follow up with you. Let’s start here on LinkedIn. Regards,</li>\n</ol>\n<h4><strong>Lazy LinkedIn Behavior No. 2: Selling something without building a relationship</strong></h4>\nLinkedIn is a huge database that’s useful on many levels, but it’s awful for some interactions. Here’s a real solicitation that I received from someone who just connected with me on LinkedIn:\n<blockquote><em>“Diana, thank you for connecting with me on LinkedIn. I work for <a>and would like to send you information on our offerings. What do you do, professionally? I saw an article about you in the Houston Business Journal. Please write me back with the best time for us to talk.”</a></em></blockquote>\n<a>This person broke a number of sales and networking rules:</a>\n<ul class=\"grayBullets\">\n<ul class=\"grayBullets\">\n	<li><a>Spelled my name wrong — bad start!</a></li>\n</ul>\n</ul>\n&nbsp;\n<ul>\n	<li><a>Didn’t notice I don’t live in Houston; I’m not a prospect for them.</a></li>\n	<li><a>Put the onus on me to write them back with a time to talk.</a></li>\n	<li><a>Took the easy way out — I would expect to receive a professionally written prospecting letter to my direct e-mail (often found under “contact information” in LinkedIn profiles).</a></li>\n</ul>\n&nbsp;\n\n<a>I immediately dropped my LinkedIn connection with this person to save myself — and my connections — from further solicitations.</a>\n\n<a>What you can do:</a>\n<ul class=\"grayBullets\">\n<ul class=\"grayBullets\">\n	<li><a><strong>Study the prospect’s profile.</strong> Go to his or her personal website if they have one, and search out more information about them.</a></li>\n</ul>\n</ul>\n&nbsp;\n<ul>\n	<li><a><strong>Write a formal business note using LinkedIn.</strong> Try something like this: “Dear Dana, thank you for connecting with me here on LinkedIn. I read about your successful background and am interested in asking you a few questions. I may be able to provide you services and I would like to explore the possibilities. May I have the e-mail address you prefer for business correspondence? Sincerely,&lt;name, title,=\"\" company,=\"\" phone=\"\"&gt;</a></li>\n</ul>\n&nbsp;\n\n<a>Take the LinkedIn tutorials, buy a book on how to use LinkedIn, watch YouTube videos — whatever suits your learning style — but do something! Be more personal, more effective, and more formal, and you will get better results.</a>\n\n<a>Don’t forget: LinkedIn is a tool for developing meaningful professional relationships. Use it as a launching pad to talk to people on the phone or meet face-to-face for the best results.</a>','I\'m done with lazy LinkedIn users','','inherit','open','open','','4777-autosave-v1','','','2015-03-04 20:15:12','2015-03-04 20:15:12','',4777,'http://www.danamanciagli.com/4777-autosave-v1/',0,'revision','',0),(3409,8113,'2014-04-14 02:01:13','2014-04-14 02:01:13','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg\"><img class=\"alignright size-medium wp-image-3411\" alt=\"Enough Already_ No More Career Cliches\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches-199x300.jpg\" width=\"199\" height=\"300\" /></a>\r\n\r\n<p>I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!</p>\r\n\r\n<p>Job seekers, career changers, and employees seeking to get promoted internally are overusing buzzwords and tired descriptors with the hope that they will magically get the attention of their audience.</p>\r\n\r\n<p>Well, guess what? They are boring, uninspiring, and a turn-off. Enough already!</p>\r\n\r\n<p>Time for a pop quiz. Have you used any of these lately?\r\n<ul>\r\n	<li>Team player</li>\r\n	<li>Results driven</li>\r\n	<li>Fire in the belly</li>\r\n	<li>Excellent leadership skills</li>\r\n	<li>Great organizational skills</li>\r\n	<li>Work well autonomously</li>\r\n	<li>Self-starter</li>\r\n	<li>Ability to prioritize</li>\r\n	<li>Customer-focused</li>\r\n</ul>\r\n… I could go on and on, but I think you get the drift.</p>\r\n\r\n<p>It’s not the words themselves that are the problem; it is that they have no value when used alone. Comments like these in résumés are empty. They have no meaning. No credibility.</p>\r\n\r\n<p>I have seen as many as twenty – or more – listed at the top in a candidate’s “executive summary.” It’s a waste of real estate on the page and can quickly get you tossed into the “no” pile.</p>\r\n\r\n<p>These are not the key words that recruiters and hiring companies are looking for! As a matter of fact, many of these clichés are really just “tickets to play” or basic skills you need to have if you are going to be successful in the job you are applying for.  And if you are hoping to get found with those words when a recruiter does a key word search, wrong again.</p>\r\n\r\n<p>Here is an exercise to check yourself on the importance of the skill sets you are highlighting. Read each phrase and ask yourself “versus the opposite?”  For example, “I am a team player” as opposed to “a loner who doesn’t work well with others.” “I am customer-focused” rather than “someone who thinks customers should go pound sand.” Now you see exactly how basic – and empty – these descriptions are.</p>\r\n\r\n<p><b>If you’re going to use the phrases, make them relevant and important.</b></p>\r\n\r\n<p>Try to think of these words and how they have been applied in your career. Look at your current and past positions, reflect on your experiences, and identify real examples for each term.  Most importantly, can you measure your success using quantifiable metrics for each of them?</p>\r\n\r\n<p>Here’s how you might use them instead:</p>\r\n<p style=\"padding-left: 30px;\"><b>Attention to Detail </b><br><br>At XYZ Company, I detected an error in a financial system, which saved the company $350,000 when the problem was corrected.</p>\r\n<p style=\"padding-left: 30px;\"><b>Time Management</b><br><br>\r\nI was recognized by management for my ability to manage a high volume of projects across several product lines with no sacrifice to quality.</p>\r\n<p style=\"padding-left: 30px;\"><b>Customer Service/Sales</b><br><br>\r\nI exceeded my sales quota by 48% by providing a consistently high level of service to customers, and up-selling to enterprise-grade products.</p>\r\n<p style=\"padding-left: 30px;\"><b>Problem Solver</b><br><br>\r\nI deployed a new accounting software program that reduced accounting errors by 89% in the first year.</p>\r\n<p style=\"padding-left: 30px;\"><b>Analytical</b><br><br>\r\nI analyzed our various company-wide courier services and negotiated better rates with a main supplier that reduced costs by 25%.</p>\r\n<p>Can you see how you have given these statements meaning and how credible they sound with a little more detail? The next time you’re tempted to include these sorts of qualities and skills in your résumé, make sure you have an example to back each one up.</p>\r\n\r\n<p>Please comment, add your suggestions and ask questions at any time!</p>','Enough Already! No More Career Clichés!','','publish','open','open','','enough-already-career-cliches','','','2015-02-15 18:24:31','2015-02-15 18:24:31','',0,'http://www.danamanciagli.com/?p=3409',0,'post','',0),(3410,8113,'2014-01-28 21:26:26','2014-01-28 21:26:26','I see them on résumés, hear them in networking meetings and interviews, and spot them in the all-important summary section on LinkedIn. No more career clichés!','Enough Already! No More Career Clichés!','Enough Already! No More Career Clichés!','inherit','open','open','','enough-already_no-more-career-cliches','','','2014-01-28 21:26:26','2014-01-28 21:26:26','',3409,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_No-More-Career-Clichés.jpg',0,'attachment','image/jpeg',0),(3411,8113,'2014-01-28 21:27:09','2014-01-28 21:27:09','','Enough Already_ No More Career Cliches','','inherit','open','open','','enough-already_-no-more-career-cliches','','','2014-01-28 21:27:09','2014-01-28 21:27:09','',3409,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Enough-Already_-No-More-Career-Cliches.jpg',0,'attachment','image/jpeg',0),(4748,7636,'2015-02-15 18:26:05','2015-02-15 18:26:05','<p>&nbsp;</p>\n[caption id=\"attachment_3376\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\"><img class=\"size-full wp-image-3376\" alt=\"Seven Tricks for Great Job Search or Networking Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\" width=\"128\" height=\"85\" /></a> Seven Tricks for Great Job Search or Networking Emails[/caption]\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">E-mail is the primary method of communication for job searching and networking. Your e-mails should stand out because they are one of the better written ones. Inboxes are filled with crappy ones, too. Don’t be crappy. Here’s how:</span></p>\n<ol>\n<li>\n<p><b><i>“The Law of Threes.”</i></b> Say no more than 3 things in your email, then close it with your commitment to a next step. This will not only prevent you from rambling, but it will help the recipient to grasp your main points quickly.</p>\n</li>\n<li>\n<p><b>Send your email to yourself first.<i> </i></b>There is no better way to wear the shoes of your recipient than to send the email to yourself first. Open it, read it aloud to catch mistakes, and print it to see how it looks as a paper document. I guarantee you WILL find things to edit.</p>\n</li>\n<li>\n<p><b>Count the number of times you use variations of “I” versus “You.”</b> Remember, this job search is not about you. This communication, whether it is an application, a networking e-mail, or a follow-up, is all about <i>them</i> and how you believe you are the best candidate and employee for <i>them</i>.</p>\n</li>\n<li>\n<p><b>Write in Microsoft Word then copy to email.</b> Write your business letter in Microsoft Word then copy and paste that letter into your email body. This accomplishes two things: it will look nicer and you can save a copy of your letter in your documents folder.</p>\n</li>\n<li>\n<p><b>Proofread, proofread, and proofread again.</b> Check for proper spelling, grammar, punctuation, capitalization, <i>and</i> typing errors. All recruiters and hiring managers continue to be amazed at the amount of typos, missing commas, and run-on sentences. How should you proofread?</p>\n</li>\n</ol><ol>\n<ul>\n<li>\n<p>Read the email to yourself out loud.</p>\n</li>\n<li>\n<p>Send it to a friend or family member to proof for you.</p>\n</li>\n<li>\n<p>Read it from the bottom up.</p>\n</li>\n<li>\n<p>Correct all words and phrases underlined by the red, blue, and green squiggles that Microsoft generates for you.</p>\n</li>\n</ul>\n</ol><ol>\n<li>\n<p><b>When following up, attach the old message(s).</b> So often, when I receive a follow-up to a job inquiry, I get a fresh email from the candidate. “Ms. Manciagli, I sent you my résumé two weeks ago and I am writing to follow up.” Résumé? Always make it easy for the recipient to engage! Send your follow-up as a forward of the previous email AND reattach any previously submitted attachments, such as your cover letter and résumé.</p>\n</li>\n<li>\n<p><b>Bullet points are king.</b> Very few people like to pour through long, wordy emails. In the main body of your email, use bullets to outline your key points. The opening and closing sentences should be full sentences, but the core can be bullet points.</p>\n</li>\n</ol>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Remember to take your time, proof your messages well, and always err on the formal side. </span></p>','Seven Tricks for Great Job Search or Networking E-mails','','inherit','open','open','','3375-autosave-v1','','','2015-02-15 18:26:05','2015-02-15 18:26:05','',3375,'http://www.danamanciagli.com/3375-autosave-v1/',0,'revision','',0),(4749,7636,'2015-02-15 18:26:38','2015-02-15 18:26:38','<p>&nbsp;</p>\r\n[caption id=\"attachment_3376\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\"><img class=\"size-full wp-image-3376\" alt=\"Seven Tricks for Great Job Search or Networking Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\" width=\"128\" height=\"85\" /></a> Seven Tricks for Great Job Search or Networking Emails[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">E-mail is the primary method of communication for job searching and networking. Your e-mails should stand out because they are one of the better written ones. Inboxes are filled with crappy ones, too. Don’t be crappy. Here’s how:</span></p>\r\n<ol>\r\n<li>\r\n<p><b><i>“The Law of Threes.”</i></b> Say no more than 3 things in your email, then close it with your commitment to a next step. This will not only prevent you from rambling, but it will help the recipient to grasp your main points quickly.</p>\r\n</li>\r\n<li>\r\n<p><b>Send your email to yourself first.<i> </i></b>There is no better way to wear the shoes of your recipient than to send the email to yourself first. Open it, read it aloud to catch mistakes, and print it to see how it looks as a paper document. I guarantee you WILL find things to edit.</p>\r\n</li>\r\n<li>\r\n<p><b>Count the number of times you use variations of “I” versus “You.”</b> Remember, this job search is not about you. This communication, whether it is an application, a networking e-mail, or a follow-up, is all about <i>them</i> and how you believe you are the best candidate and employee for <i>them</i>.</p>\r\n</li>\r\n<li>\r\n<p><b>Write in Microsoft Word then copy to email.</b> Write your business letter in Microsoft Word then copy and paste that letter into your email body. This accomplishes two things: it will look nicer and you can save a copy of your letter in your documents folder.</p>\r\n</li>\r\n<li>\r\n<p><b>Proofread, proofread, and proofread again.</b> Check for proper spelling, grammar, punctuation, capitalization, <i>and</i> typing errors. All recruiters and hiring managers continue to be amazed at the amount of typos, missing commas, and run-on sentences. How should you proofread?</p>\r\n</li>\r\n</ol><ol>\r\n<ul>\r\n<li>\r\n<p>Read the email to yourself out loud.</p>\r\n</li>\r\n<li>\r\n<p>Send it to a friend or family member to proof for you.</p>\r\n</li>\r\n<li>\r\n<p>Read it from the bottom up.</p>\r\n</li>\r\n<li>\r\n<p>Correct all words and phrases underlined by the red, blue, and green squiggles that Microsoft generates for you.</p>\r\n</li>\r\n</ul>\r\n</ol><ol>\r\n<li>\r\n<p><b>When following up, attach the old message(s).</b> So often, when I receive a follow-up to a job inquiry, I get a fresh email from the candidate. “Ms. Manciagli, I sent you my résumé two weeks ago and I am writing to follow up.” Résumé? Always make it easy for the recipient to engage! Send your follow-up as a forward of the previous email AND reattach any previously submitted attachments, such as your cover letter and résumé.</p>\r\n</li>\r\n<li>\r\n<p><b>Bullet points are king.</b> Very few people like to pore through long, wordy emails. In the main body of your email, use bullets to outline your key points. The opening and closing sentences should be full sentences, but the core can be bullet points.</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Remember to take your time, proof your messages well, and always err on the formal side. </span></p>','Seven Tricks for Great Job Search or Networking E-mails','','inherit','open','open','','3375-revision-v1','','','2015-02-15 18:26:38','2015-02-15 18:26:38','',3375,'http://www.danamanciagli.com/3375-revision-v1/',0,'revision','',0),(4750,7636,'2015-02-15 18:29:19','2015-02-15 18:29:19','<p>&nbsp;</p>\n[caption id=\"attachment_3373\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\"><img class=\"size-full wp-image-3373\" alt=\"Top Job Search Excuses - Are You Saying Any of These?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\" width=\"128\" height=\"85\" /></a> Top Job Search Excuses - Are You Saying Any of These?[/caption]\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">There are two kinds of job search CRAP: <i>mistakes</i> and <i>excuses</i>. That’s why I titled my book <b><i><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a>  </i></b>Oh, there are so many excuses! Here are just a few of my <i>least</i> favorites: </span></p>\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #1:</b> “<i>There aren’t any jobs in my field.</i>” Most people make this assumption before they even look. Then, when they are asked to spend HOURS going to multiple job search locations with a well-written goal, they are shocked. Maybe you are defining your search too narrowly.</span></span></p>\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #2: </b><i>“This seems like too much work…all I need to do is apply and something will come along.”</i> My response: You’re just not that committed to finding work. It takes hard work, some up-front preparation, and a time commitment. You will see that, once you get on a roll, amazing things will happen. </span></span></p>\n<p><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><b>Excuse #3:</b> “<i>LinkedIn is a waste of time…I’ve been there and have gotten no results.”</i> The key to maximizing your job search success on LinkedIn is not to think of it as a job search board but as a networking site.</span></span></span><strong></strong></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><b>Excuse #4:</b></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><i>“Social media: I don’t want to read all of the crap people post.”</i></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then don’t. Learn how to use a social media dashboard that organizes input for all of the social media tools you use. It’s not that hard and is fun to learn.</span><strong></strong></p>\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #5:</b> “<i>I don’t have time to do the research.</i>” The hiring company and hiring manager are taking the time to think about the skills they are looking for, the time to carefully craft a job description, and the time to host an interview process. If you want to win the job and show respect for their offer of employment, then make the time. Certainly, you spend an hour – or more – in a day doing something less important. Figure it out.</span></span></p>\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #6: </b><i>“I’m only applying with my résumé, so there is no need to do research until I know if I’m going to the next round.”</i> There are numerous flaws with this excuse. First, what if the company contacts you the day or week after you submit? You won’t be ready. Second, you should NOT apply with just a résumé. You want to do a great cover letter and make it your first page in the résumé file rather than a separate document. An application is a selling opportunity! But you need to research the job, company, people, and industry in order to write a compelling cover letter.</span></span></p>\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #7:</b> “<i>It’s a phone interview, not a face-to-face, so it must not be that important.”</i> First, this is flawed thinking! More and more companies are doing phone screens or interviews. Never underestimate the value of this conversation, the influence of the person on the phone (regardless of their title), or the importance of your performance. Second, you get to have notes in front of you! You should be amazingly prepared, as you don’t have to memorize anything. </span></span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Do you have what it takes to recognize that the responsibility to manage your career is fully on your shoulders? Are you prepared to change your approach and stop hiding behind excuses?  Of course you are! Ask for help, be positive, take action, and focus on execution. </span></p>\n<p><span style=\"font-family: Calibri; font-size: medium;\">There are jobs out there for you – go and get one!</span></p>','Top Job Search Excuses – Are You Saying Any of These?','','inherit','open','open','','3370-autosave-v1','','','2015-02-15 18:29:19','2015-02-15 18:29:19','',3370,'http://www.danamanciagli.com/3370-autosave-v1/',0,'revision','',0),(4751,7636,'2015-02-15 18:30:16','2015-02-15 18:30:16','<p>&nbsp;</p>\r\n[caption id=\"attachment_3373\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\"><img class=\"size-full wp-image-3373\" alt=\"Top Job Search Excuses - Are You Saying Any of These?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\" width=\"128\" height=\"85\" /></a> Top Job Search Excuses - Are You Saying Any of These?[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">There are two kinds of job search CRAP: <i>mistakes</i> and <i>excuses</i>. That’s why I titled my book <b><i><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a>  </i></b>Oh, there are so many excuses! Here are just a few of my <i>least</i> favorites: </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #1:</b> “<i>There aren’t any jobs in my field.</i>” Most people make this assumption before they even look. Then, when they are asked to spend HOURS going to multiple job search locations with a well-written goal, they are shocked. Maybe you are defining your search too narrowly.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #2: </b><i>“This seems like too much work…all I need to do is apply and something will come along.”</i> My response: You’re just not that committed to finding work. It takes hard work, some up-front preparation, and a time commitment. You will see that, once you get on a roll, amazing things will happen. </span></span></p>\r\n<p><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><b>Excuse #3:</b> “<i>LinkedIn is a waste of time…I’ve been there and have gotten no results.”</i> The key to maximizing your job search success on LinkedIn is not to think of it as a job search board but as a networking site.</span></span></span><strong></strong></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><b>Excuse #4:</b></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><i>“Social media: I don’t want to read all of the crap people post.”</i></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then don’t. Learn how to use a social media dashboard that organizes input for all of the social media tools you use. It’s not that hard and is fun to learn.</span><strong></strong></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #5:</b> “<i>I don’t have time to do the research.</i>” The hiring company and hiring manager are taking the time to think about the skills they are looking for, the time to carefully craft a job description, and the time to host an interview process. If you want to win the job and show respect for their offer of employment, then make the time. Certainly, you spend an hour – or more – in a day doing something less important. Figure it out.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #6: </b><i>“I’m only applying with my résumé, so there is no need to do research until I know if I’m going to the next round.”</i> There are numerous flaws with this excuse. First, what if the company contacts you the day or week after you submit? You won’t be ready. Second, you should NOT apply with just a résumé. You want to do a great cover letter and make it your first page in the résumé file rather than a separate document. An application is a selling opportunity! But you need to research the job, company, people, and industry in order to write a compelling cover letter.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #7:</b> “<i>It’s a phone interview, not a face-to-face, so it must not be that important.”</i> First, this is flawed thinking! More and more companies are doing phone screens or interviews. Never underestimate the value of this conversation, the influence of the person on the phone (regardless of their title), or the importance of your performance. Second, you get to have notes in front of you! You should be amazingly prepared, as you don’t have to memorize anything. </span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Do you have what it takes to recognize that the responsibility to manage your career is fully on your shoulders? Are you prepared to change your approach and stop hiding behind excuses?  Of course you are! Ask for help, be positive, take action, and focus on execution. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">There are jobs out there for you – go and get one!</span></p>','Top Job Search Excuses – Are You Saying Any of These?','','inherit','open','open','','3370-revision-v1','','','2015-02-15 18:30:16','2015-02-15 18:30:16','',3370,'http://www.danamanciagli.com/3370-revision-v1/',0,'revision','',0),(3331,8113,'2014-01-29 03:03:48','2014-01-29 03:03:48','<p>&nbsp;</p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job search boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','publish','open','open','','job-board-mania','','http://www.danamanciagli.com/salary-search/\nhttp://www.danamanciagli.com/resources-2-2/','2015-03-04 20:02:38','2015-03-04 20:02:38','',0,'http://www.danamanciagli.com/?p=3331',0,'post','',0),(3332,8113,'2013-12-29 03:27:35','2013-12-29 03:27:35','','','','inherit','open','open','','job-board-mania-what-to-do','','','2013-12-29 03:27:35','2013-12-29 03:27:35','',3331,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-–-What-to-Do.jpg',0,'attachment','image/jpeg',0),(3333,8113,'2013-12-29 03:29:36','2013-12-29 03:29:36','There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?','Job Board Mania -  What to Do?','Job Board Mania - What to Do?','inherit','open','open','','job-board-mania-what-to-do-2','','','2013-12-29 03:29:36','2013-12-29 03:29:36','',3331,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg',0,'attachment','image/jpeg',0),(3390,8113,'2014-01-05 05:04:43','2014-01-05 05:04:43','<p>&nbsp;</p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs right listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-revision-v1','','','2014-01-05 05:04:43','2014-01-05 05:04:43','',3331,'http://www.danamanciagli.com/set-your-goal/3331-revision-v1/',0,'revision','',0),(3334,8113,'2013-12-29 03:31:54','2013-12-29 03:31:54','<p><i><a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-–-What-to-Do.jpg\"><img class=\"alignright size-full wp-image-3332\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-–-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a></i></p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs right listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-revision-v1','','','2013-12-29 03:31:54','2013-12-29 03:31:54','',3331,'http://www.danamanciagli.com/set-your-goal/3331-revision-v1/',0,'revision','',0),(3335,8113,'2014-02-12 03:06:11','2014-02-12 03:06:11','[caption id=\"attachment_3336\" align=\"alignright\" width=\"106\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Ageism-Real-Is-There-Anything-You-Can-Do.jpg\"><img class=\"size-full wp-image-3336\" alt=\"Is Ageism Real? Is There Anything You Can Do?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Ageism-Real-Is-There-Anything-You-Can-Do.jpg\" width=\"106\" height=\"128\" /></a> Is Ageism Real? Is There Anything You Can Do?[/caption]\r\n<p><i>I\'m in my early 50s and just got laid off. I haven\'t had to look for a new job in 20 years! I hear stories about how hard it is for \"older\" Americans to find work. Are the stories true? Are people older than 50 discriminated against? How do I mitigate the age question? Of course, I look at it differently. I think my maturity and experience should be welcome at most companies. But I\'m not sure if employers look at it that way.</i></p>\r\n<p>Do you want the good news first or the bad news? Ok, let’s get the bad news over with.</p>\r\n<p><b>Bad news:</b> Your generation is feeling the same pain as any other sub-segment of our population. Women feel they are not getting the jobs. Minorities, millennials, mid-career-changers, military veterans, and others feel that they, too, are at a disadvantage. I’ve even heard 35-year-old white men concerned that hiring managers prefer diversity!</p>\r\n<p>For you baby boomers (me, included!), it is true that many recruiters, screeners, and hiring managers are our children’s ages. Let’s face it; you just cannot come across as a complete Neanderthal!</p>\r\n<p><b>Good news: </b>There are jobs out there, and hiring companies ARE hiring baby boomers along with other types of candidates. It is important that you select the right positions to apply to and present yourself as “current.” Here’s where to start first:</p>\r\n<ul>\r\n<li>Have a great <b>LinkedIn profile</b>, with a current, professional photo, and be active in LinkedIn groups and job search discussion boards. Learn how by taking the tutorials and seeking extra – free! – help on the internet. If you are not there, you don’t exist. And someone looking for job candidates with your background may just find you!</li>\r\n<li>\r\n<p><b>Study the latest keywords</b> used in your industry and function. Examine dozens of job descriptions, and see what language they use. Incorporate the latest words in your updated résumé and cover letter.</p>\r\n</li>\r\n<li>\r\n<p><b>Re-write your résumé.</b> Odds are it is old and tired, and you simply added your latest job to the list. Let me guess. It’s filled with acronyms, weak on metrics, reads more like a list of job duties rather than identifying skills and experiences you have, and it doesn’t tell a story. There is so much help for you, again, on the internet.</p>\r\n</li>\r\n<li>\r\n<p><b>Write a great cover letter.</b> I recommend a fresh, new “<a href=\"http://www.danamanciagli.com/prepare/the-job-seekers-wow-factor-the-new-candidate-packet/\"><span style=\"color: #0000ff;\">Candidate Packet</span></a>” to stand out in a crowded field. At the very minimum, you need a new Cover Letter that talks to <i>them</i> about <i>them</i>. The days are gone when your cover letter is filled with “I, I, I, me, me, me.”</p>\r\n</li>\r\n<li>\r\n<p><b>Network.</b> Yes, face-to-face. Go to industry and function events in your city. Examples include American Marketing Association if you are in marketing or the local technology association if that is your industry. Search your local Business Journal for a list of business events.</p>\r\n</li>\r\n<li>\r\n<p><b>Get fit.</b> Yes, you heard it from me, “the Jillian Michaels of Careers.” Get in shape, buy a new interview outfit, carry a pad and paper to all meetings, come prepared, sit up straight, and more. Sorry, the mom in me just slipped out! The interview team is watching how you WOULD interact with team members, customers, partners, and executives if they hired you. So every move you make is an example of YOU as an employee.</p>\r\n</li>\r\n</ul>','Is Ageism Real? Is There Anything You Can Do?','','publish','open','open','','ageism-real-anything-can','','','2015-03-04 19:58:26','2015-03-04 19:58:26','',0,'http://www.danamanciagli.com/?p=3335',0,'post','',1),(3336,8113,'2013-12-29 03:47:38','2013-12-29 03:47:38','','Is Ageism Real? Is There Anything You Can Do?','Is Ageism Real? Is There Anything You Can Do?','inherit','open','open','','is-ageism-real-is-there-anything-you-can-do','','','2013-12-29 03:47:38','2013-12-29 03:47:38','',3335,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Ageism-Real-Is-There-Anything-You-Can-Do.jpg',0,'attachment','image/jpeg',0),(3337,8113,'2013-12-29 03:49:03','2013-12-29 03:49:03','[caption id=\"attachment_3336\" align=\"alignright\" width=\"106\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Ageism-Real-Is-There-Anything-You-Can-Do.jpg\"><img class=\"size-full wp-image-3336\" alt=\"Is Ageism Real? Is There Anything You Can Do?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Ageism-Real-Is-There-Anything-You-Can-Do.jpg\" width=\"106\" height=\"128\" /></a> Is Ageism Real? Is There Anything You Can Do?[/caption]\r\n<p><i>I\'m in my early 50s and just got laid off. I haven\'t had to look for a new job in 20 years! I hear stories about how hard it is for \"older\" Americans to find work. Are the stories true? Are people older than 50 discriminated against? How do I mitigate the age question? Of course, I look at it differently. I think my maturity and experience should be welcome at most companies. But I\'m not sure if employers look at it that way.</i></p>\r\n<p>Do you want the good news first or the bad news? Ok, let’s get the bad news over with.</p>\r\n<p><b>Bad news:</b> Your generation is feeling the same pain as any other sub-segment of our population. Women feel they are not getting the jobs. Minorities, millennials, mid-career-changers, military veterans, and others feel that they, too, are at a disadvantage. I’ve even heard 35-year-old white men concerned that hiring managers prefer diversity!</p>\r\n<p>For you baby boomers (me, included!), it is true that many recruiters, screeners, and hiring managers are our children’s ages. Let’s face it; you just cannot come across as a complete Neanderthal!</p>\r\n<p><b>Good news: </b>There are jobs out there, and hiring companies ARE hiring baby boomers along with other types of candidates. It is important that you select the right positions to apply to and present yourself as “current.” Here’s where to start first:</p>\r\n<ul>\r\n<li>Have a great <b>LinkedIn profile</b>, with a current, professional photo, and be active in LinkedIn groups and discussion boards. Learn how by taking the tutorials and seeking extra – free! – help on the internet. If you are not there, you don’t exist. And someone looking for job candidates with your background may just find you!</li>\r\n<li>\r\n<p><b>Study the latest keywords</b> used in your industry and function. Examine dozens of job descriptions, and see what language they use. Incorporate the latest words in your updated résumé and cover letter.</p>\r\n</li>\r\n<li>\r\n<p><b>Re-write your résumé.</b> Odds are it is old and tired, and you simply added your latest job to the list. Let me guess. It’s filled with acronyms, weak on metrics, reads more like a list of job duties rather than identifying skills and experiences you have, and it doesn’t tell a story. There is so much help for you, again, on the internet.</p>\r\n</li>\r\n<li>\r\n<p><b>Write a great cover letter.</b> I recommend a fresh, new “<a href=\"http://www.danamanciagli.com/prepare/the-job-seekers-wow-factor-the-new-candidate-packet/\"><span style=\"color: #0000ff;\">Candidate Packet</span></a>” to stand out in a crowded field. At the very minimum, you need a new Cover Letter that talks to <i>them</i> about <i>them</i>. The days are gone when your cover letter is filled with “I, I, I, me, me, me.”</p>\r\n</li>\r\n<li>\r\n<p><b>Network.</b> Yes, face-to-face. Go to industry and function events in your city. Examples include American Marketing Association if you are in marketing or the local technology association if that is your industry. Search your local Business Journal for a list of business events.</p>\r\n</li>\r\n<li>\r\n<p><b>Get fit.</b> Yes, you heard it from me, “the Jillian Michaels of Careers.” Get in shape, buy a new interview outfit, carry a pad and paper to all meetings, come prepared, sit up straight, and more. Sorry, the mom in me just slipped out! The interview team is watching how you WOULD interact with team members, customers, partners, and executives if they hired you. So every move you make is an example of YOU as an employee.</p>\r\n</li>\r\n</ul>','Is Ageism Real? Is There Anything You Can Do?','','inherit','open','open','','3335-revision-v1','','','2013-12-29 03:49:03','2013-12-29 03:49:03','',3335,'http://www.danamanciagli.com/set-your-goal/3335-revision-v1/',0,'revision','',0),(3338,8113,'2014-02-19 03:08:14','2014-02-19 03:08:14','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\r\n<p>There are a few things you can do to make your job search more effective through networking.</p><p>First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\r\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\r\n<ol>\r\n<li>\r\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\r\n</li>\r\n<li>\r\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\r\n</li>\r\n<li>\r\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking or considering a career change, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\r\n</li>\r\n<li>\r\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\r\n</li>\r\n<li>\r\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\r\n</li>\r\n<li>\r\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\r\n</li>\r\n</ol>\r\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','publish','open','open','','effective-networking-job-search','','','2015-02-16 23:31:48','2015-02-16 23:31:48','',0,'http://www.danamanciagli.com/?p=3338',0,'post','',0),(3340,8113,'2013-12-29 04:17:03','2013-12-29 04:17:03','Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!','Most Effective Networking for Your Job Search','Most Effective Networking for Your Job Search','inherit','open','open','','most-effective-networking-for-your-job-search','','','2013-12-29 04:17:03','2013-12-29 04:17:03','',3338,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg',0,'attachment','image/jpeg',0),(4768,7636,'2015-02-16 23:31:48','2015-02-16 23:31:48','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\r\n<p>There are a few things you can do to make your job search more effective through networking.</p><p>First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\r\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\r\n<ol>\r\n<li>\r\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\r\n</li>\r\n<li>\r\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\r\n</li>\r\n<li>\r\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking or considering a career change, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\r\n</li>\r\n<li>\r\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\r\n</li>\r\n<li>\r\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\r\n</li>\r\n<li>\r\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\r\n</li>\r\n</ol>\r\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','inherit','open','open','','3338-revision-v1','','','2015-02-16 23:31:48','2015-02-16 23:31:48','',3338,'http://www.danamanciagli.com/3338-revision-v1/',0,'revision','',0),(3342,8113,'2014-02-26 03:10:21','2014-02-26 03:10:21','&nbsp;\r\n\r\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation: <p></p>  <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span><p></p>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon. <p></p>\r\nYesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i><p></p>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\r\n<p style=\"padding-left: 30px;\"><em>Sarah</em></p>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span><p></p>\r\n<ol>\r\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\r\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\r\n</ol>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span><p></p>\r\n<ul>\r\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\r\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\r\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\r\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\r\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\r\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','publish','open','open','','job-seeker-job-stalker-key-good-follow','','','2015-02-16 23:25:10','2015-02-16 23:25:10','',0,'http://www.danamanciagli.com/?p=3342',0,'post','',0),(4763,7636,'2015-02-16 23:27:28','2015-02-16 23:27:28','<p>&nbsp;</p>\n[caption id=\"attachment_3313\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-3313\" title=\"Do Not Give Up On Form Letter Responses to Your Job Search\" alt=\"Do Not Give Up On Form Letter Responses to Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search-300x300.jpg\" width=\"300\" height=\"300\" /></a> Do Not Give Up On Form Letter Responses to Your Job Search[/caption]\n<p><span style=\"font-family: Calibri;\">Here\'s the email Joey received:</span></p>\n<p><i><span style=\"font-family: Calibri;\">Thank you for your email earlier this week and for your interest in our open position.  I wanted to give you an update on where we are in the hiring process. Currently, we are reviewing all the applicants’ information. We expect to make a decision within the next 10 days, though. If we need to meet with you, I will contact you directly.  </span></i></p>\n<p><span style=\"font-family: Calibri;\"><i>Thanks for your patience and please let me know if you have any</i> questions.     </span></p>\n<p><b><span style=\"font-family: Calibri;\">My advice:</span></b></p>\n<p><span style=\"font-family: Calibri;\">Too many job search candidates give up after receiving form e-mails. Don’t!  </span></p>\n<p><span style=\"font-family: Calibri;\">Since Joey has an inside track and possibly has some contacts within the company, he should take advantage of this 10 day window and do something. Opportunities include:</span></p>\n<ul>\n<li>\n<p>Craft an e-mail that shares your passion for their company and position AND tell them 3 reasons why you are the best fit <span style=\"text-decoration: underline;\">based on their job description</span>.</p>\n</li>\n<li>\n<p>Example: “Mr. Smith, per your job description and my research, you need someone who has experience with X and I have 7 years excelling in that arena. Additionally, you seek an analytical and detail-oriented person and I have high feedback marks in both of those categories”</p>\n</li>\n<li>\n<p>Close the e-mail with an expression of your interest in their position and ask to please be included in the interview process. </p>\n</li>\n<li>\n<p>If you don’t know anybody within the company, now is the time to start searching via LinkedIn. Find other employees, ask for their time to learn more about the company and see if they would be willing to forward your credentials to the hiring manager. Many companies have an employee referral program where they get paid if you are hired, too.<span style=\"font-family: Calibri;\"> </span></p>\n</li>\n</ul>\n<p><span style=\"font-family: Calibri;\">Keep networking to get your credentials on the desk of the hiring manager and be persistent. My rule: follow up every 5 working days with a new type of e-mail. Do that three times, minimally. Be formal and professional as you are building a networking relationship for the long term as well as for the short term.  </span></p>','Don’t Give Up On Form Letter Responses to Your Job Search','','inherit','open','open','','3311-autosave-v1','','','2015-02-16 23:27:28','2015-02-16 23:27:28','',3311,'http://www.danamanciagli.com/3311-autosave-v1/',0,'revision','',0),(4764,7636,'2015-02-16 23:27:44','2015-02-16 23:27:44','<p>&nbsp;</p>\r\n[caption id=\"attachment_3313\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-3313\" title=\"Do Not Give Up On Form Letter Responses to Your Job Search\" alt=\"Do Not Give Up On Form Letter Responses to Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search-300x300.jpg\" width=\"300\" height=\"300\" /></a> Do Not Give Up On Form Letter Responses to Your Job Search[/caption]\r\n<p><span style=\"font-family: Calibri;\">Here\'s the email Joey received:</span></p>\r\n<p><i><span style=\"font-family: Calibri;\">Thank you for your email earlier this week and for your interest in our open position.  I wanted to give you an update on where we are in the hiring process. Currently, we are reviewing all the applicants’ information. We expect to make a decision within the next 10 days, though. If we need to meet with you, I will contact you directly.  </span></i></p>\r\n<p><span style=\"font-family: Calibri;\"><i>Thanks for your patience and please let me know if you have any</i> questions.     </span></p>\r\n<p><b><span style=\"font-family: Calibri;\">My advice:</span></b></p>\r\n<p><span style=\"font-family: Calibri;\">Too many job search candidates give up after receiving form e-mails. Don’t!  </span></p>\r\n<p><span style=\"font-family: Calibri;\">Since Joey has an inside track and possibly has some contacts within the company, he should take advantage of this 10 day window and do something. Opportunities include:</span></p>\r\n<ul>\r\n<li>\r\n<p>Craft an e-mail that shares your passion for their company and position AND tell them 3 reasons why you are the best fit <span style=\"text-decoration: underline;\">based on their job description</span>.</p>\r\n</li>\r\n<li>\r\n<p>Example: “Mr. Smith, per your job description and my research, you need someone who has experience with X and I have 7 years excelling in that arena. Additionally, you seek an analytical and detail-oriented person and I have high feedback marks in both of those categories”</p>\r\n</li>\r\n<li>\r\n<p>Close the e-mail with an expression of your interest in their position and ask to please be included in the interview process. </p>\r\n</li>\r\n<li>\r\n<p>If you don’t know anybody within the company, now is the time to start searching via LinkedIn. Find other employees, ask for their time to learn more about the company and see if they would be willing to forward your credentials to the hiring manager. Many companies have an employee referral program where they get paid if you are hired, too.<span style=\"font-family: Calibri;\"> </span></p>\r\n</li>\r\n</ul>\r\n<p><span style=\"font-family: Calibri;\">Keep networking to get your credentials on the desk of the hiring manager and be persistent. My rule: follow up every 5 working days with a new type of e-mail. Do that three times, minimally. Be formal and professional as you are building a networking relationship for the long term as well as for the short term.  </span></p>','Don’t Give Up On Form Letter Responses to Your Job Search','','inherit','open','open','','3311-revision-v1','','','2015-02-16 23:27:44','2015-02-16 23:27:44','',3311,'http://www.danamanciagli.com/3311-revision-v1/',0,'revision','',0),(3344,8113,'2013-12-29 04:37:17','2013-12-29 04:37:17','Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:','Job Seeker or Job Stalker? The Key is Good Follow Up','Job Seeker or Job Stalker? The Key is Good Follow Up','inherit','open','open','','job-seeker-or-job-stalker-the-key-is-good-follow-up','','','2013-12-29 04:37:17','2013-12-29 04:37:17','',3342,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg',0,'attachment','image/jpeg',0),(3345,8113,'2013-12-29 04:38:30','2013-12-29 04:38:30','<p>&nbsp;</p>\r\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation:   <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span></p>\r\n<p><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon.  Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i></p>\r\n<p><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i></p>\r\n<ul>\r\n<li>\r\n<p><em>Sarah</em></p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span></p>\r\n<ol>\r\n<li>\r\n<p>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</p>\r\n</li>\r\n<li>\r\n<p>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span></p>\r\n<ul>\r\n<li>\r\n<p>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</p>\r\n</li>\r\n<li>\r\n<p>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</p>\r\n</li>\r\n<li>\r\n<p>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</p>\r\n</li>\r\n<li>\r\n<p>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</p>\r\n</li>\r\n<li>\r\n<p>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</p>\r\n</li>\r\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-revision-v1','','','2013-12-29 04:38:30','2013-12-29 04:38:30','',3342,'http://www.danamanciagli.com/set-your-goal/3342-revision-v1/',0,'revision','',0),(3346,8113,'2014-02-17 16:05:40','2014-02-17 16:05:40','[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span></p>\r\n\r\n<p><b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span><span style=\"font-family: Calibri; font-size: medium;\"> </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing.</span></span></p>','6 Requirements for Job Search E-mails','','publish','open','open','','6-requirements-job-search-e-mails','','','2015-03-04 19:55:42','2015-03-04 19:55:42','',0,'http://www.danamanciagli.com/?p=3346',0,'post','',0),(3347,8113,'2013-12-29 22:01:06','2013-12-29 22:01:06','When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. ','6 Requirements for Job Search Emails','6 Requirements for Job Search Emails','inherit','open','open','','6-requirements-for-job-search-emails','','','2013-12-29 22:01:06','2013-12-29 22:01:06','',3346,'http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg',0,'attachment','image/jpeg',0),(3451,8113,'2014-02-17 16:03:33','2014-02-17 16:03:33','[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span>\r\n\r\n<b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span><span style=\"font-family: Calibri; font-size: medium;\"> </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing.</span></span>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2014-02-17 16:03:33','2014-02-17 16:03:33','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3450,8113,'2014-02-17 16:03:25','2014-02-17 16:03:25','[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\"><br /><img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /></a> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span>\r\n\r\n<b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span><span style=\"font-family: Calibri; font-size: medium;\"> </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing.</span></span>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2014-02-17 16:03:25','2014-02-17 16:03:25','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3449,8113,'2014-02-17 16:00:27','2014-02-17 16:00:27','&nbsp;\r\n\r\n[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\"><img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /></a> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span>\r\n\r\n<b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\"> </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span>\r\n\r\n<span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span>\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing. </span></span>\r\n\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2014-02-17 16:00:27','2014-02-17 16:00:27','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3348,8113,'2013-12-29 22:06:00','2013-12-29 22:06:00','<p>&nbsp;</p>\r\n[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\"><img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /></a> 6 Requirements for Job Search Emails[/caption]\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span></p>\r\n<p><b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\"> </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing. </span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span></p>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2013-12-29 22:06:00','2013-12-29 22:06:00','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3349,8113,'2014-03-17 03:06:41','2014-03-17 03:06:41','<p>&nbsp;</p>\r\n[caption id=\"attachment_3350\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\"><img class=\"size-full wp-image-3350\" alt=\"The Job Search Emotional Rollercoaster - You\'re Not Alone!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\" width=\"128\" height=\"85\" /></a> The Job Search Emotional Rollercoaster - You\'re Not Alone![/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Let’s face it; the job search process stinks! I can’t think of any other life-changing event – other than death or divorce – that triggers so many negative feelings. Feel any of these? I, too, have felt all of them at one time or another in my own job searches. You’re not alone!</span></p>\r\n<ul>\r\n<li>\r\n<p>Frustration</p>\r\n</li>\r\n<li>\r\n<p>Defeat or hopelessness</p>\r\n</li>\r\n<li>\r\n<p>Depression</p>\r\n</li>\r\n<li>\r\n<p>Low self-esteem</p>\r\n</li>\r\n<li>\r\n<p>Envy</p>\r\n</li>\r\n<li>\r\n<p>Worry or panic</p>\r\n</li>\r\n<li>\r\n<p>Rejection</p>\r\n</li>\r\n<li>\r\n<p>Surrender (to the status quo)</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, I’m not a psychologist, but I think it’s especially important to spend time discussing two key emotions that my clients and my readers share. </span></p>\r\n<p><b><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Surrender to the status quo: <i>“Maybe I should just stay here in my current job.”</i></span></span></span></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">You’ve decided to change careers or search for a more rewarding job. Good for you! You’re researching other divisions within your company or with new companies and applying to positions. But, periodically, a little voice inside says, “It’s not that bad here; I’m fortunate to have this job; I’m familiar with this; the grass may not be greener on the other side;” and more. Right?</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Wrong! If I were to pick one word that represents great career management it is: <b><i>choices</i></b>. It is your right and your responsibility to know your options and your value in the marketplace. Of course, if you are employed, you want to conduct your <b>choice</b> search confidentially and there are many ways to accomplish that. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here is an exercise that may help: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Draw two columns on a piece of paper. On the left side, list all of the reasons that triggered your desire to pursue other career changes in the first place: no upward mobility, money, boredom, bad boss, too many hours, etc. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On the right side, list all of the reasons you should stay right where you are: comfortable, easy, no risk, friends at work. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, commit to exploring options so you have <b>choices</b>. If you’re only half-committed to a job search, it will show to those you are networking with. Worse yet, you won’t see results. Then guess what? You will be right back in “frustration-land.”</span></p>\r\n<p><b><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Low self-esteem: “I don’t qualify for a number of jobs; I don’t have all of the skills; I can’t sell myself well.”</span></i></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Can I let you in on a hiring manager secret? Shhhhh… don’t tell anybody, okay? </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here it is: job descriptions are written for the perfect person who does not exist. Yes, you heard me right. We write job descriptions for an ideal, specially configured robot, and don’t really expect to find somebody with 100% of the specifications. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">In addition, what you don’t see in the job description are other criteria that we desire. For example, there are optimal industries and companies that we would like our robot-candidate to have worked in. Finally, you don’t realize there are applicants that are applying who have way fewer qualifications than you have!</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">OK. Here’s some homework for you: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Spend 30 minutes dissecting each job description you are evaluating. Write your skills and experiences next to their requirements. Either write in the margin of their page, or, even better, on a separate page in a 2-column table. If you meet 60 to 70% of the company’s specified qualifications, then apply! Naturally, if you want this job, your work has only begun with the online application. Now, the heavy lifting begins with networking, follow up, and much more. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Avoid the job search blues by thinking about it differently and approaching the opportunity to build <b>choices</b> with a fresh perspective and an entirely new process. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">And remember, you’re not alone!</span></p>','The Job Search Emotional Rollercoaster – You’re Not Alone!','','publish','open','open','','job-search-emotional-rollercoaster-youre-alone','','','2015-02-15 18:33:06','2015-02-15 18:33:06','',0,'http://www.danamanciagli.com/?p=3349',0,'post','',0),(3350,8113,'2013-12-29 22:08:12','2013-12-29 22:08:12','Let’s face it; the job search process stinks! I can’t think of any other life-changing event – other than death or divorce – that triggers so many negative feelings. Feel any of these? I, too, have felt all of them at one time or another in my own job searches. You’re not alone!','The Job Search Emotional Rollercoaster - You\'re Not Alone!','The Job Search Emotional Rollercoaster - You\'re Not Alone!','inherit','open','open','','the-job-search-emotional-rollercoaster-you-are-not-alone','','','2013-12-29 22:08:12','2013-12-29 22:08:12','',3349,'http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg',0,'attachment','image/jpeg',0),(3351,8113,'2013-12-29 22:09:20','2013-12-29 22:09:20','<p>&nbsp;</p>\r\n[caption id=\"attachment_3350\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\"><img class=\"size-full wp-image-3350\" alt=\"The Job Search Emotional Rollercoaster - You\'re Not Alone!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\" width=\"128\" height=\"85\" /></a> The Job Search Emotional Rollercoaster - You\'re Not Alone![/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Let’s face it; the job search process stinks! I can’t think of any other life-changing event – other than death or divorce – that triggers so many negative feelings. Feel any of these? I, too, have felt all of them at one time or another in my own job searches. You’re not alone!</span></p>\r\n<ul>\r\n<li>\r\n<p>Frustration</p>\r\n</li>\r\n<li>\r\n<p>Defeat or hopelessness</p>\r\n</li>\r\n<li>\r\n<p>Depression</p>\r\n</li>\r\n<li>\r\n<p>Low self-esteem</p>\r\n</li>\r\n<li>\r\n<p>Envy</p>\r\n</li>\r\n<li>\r\n<p>Worry or panic</p>\r\n</li>\r\n<li>\r\n<p>Rejection</p>\r\n</li>\r\n<li>\r\n<p>Surrender (to the status quo)</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, I’m not a psychologist, but I think it’s especially important to spend time discussing two key emotions that my clients and my readers share. </span></p>\r\n<p><b><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Surrender to the status quo: <i>“Maybe I should just stay here in my current job.”</i></span></span></span></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">You’ve decided to search for a more rewarding job. Good for you! You’re researching other divisions within your company or with new companies and applying to positions. But, periodically, a little voice inside says, “It’s not that bad here; I’m fortunate to have this job; I’m familiar with this; the grass may not be greener on the other side;” and more. Right?</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Wrong! If I were to pick one word that represents great career management it is: <b><i>choices</i></b>. It is your right and your responsibility to know your options and your value in the marketplace. Of course, if you are employed, you want to conduct your <b>choice</b> search confidentially and there are many ways to accomplish that. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here is an exercise that may help: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Draw two columns on a piece of paper. On the left side, list all of the reasons that triggered your desire to pursue other career choices in the first place: no upward mobility, money, boredom, bad boss, too many hours, etc. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On the right side, list all of the reasons you should stay right where you are: comfortable, easy, no risk, friends at work. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, commit to exploring options so you have <b>choices</b>. If you’re only half-committed to a job search, it will show to those you are networking with. Worse yet, you won’t see results. Then guess what? You will be right back in “frustration-land.”</span></p>\r\n<p><b><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Low self-esteem: “I don’t qualify for a number of jobs; I don’t have all of the skills; I can’t sell myself well.”</span></i></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Can I let you in on a hiring manager secret? Shhhhh… don’t tell anybody, okay? </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here it is: job descriptions are written for the perfect person who does not exist. Yes, you heard me right. We write job descriptions for an ideal, specially configured robot, and don’t really expect to find somebody with 100% of the specifications. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">In addition, what you don’t see in the job description are other criteria that we desire. For example, there are optimal industries and companies that we would like our robot-candidate to have worked in. Finally, you don’t realize there are applicants that are applying who have way fewer qualifications than you have!</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">OK. Here’s some homework for you: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Spend 30 minutes dissecting each job description you are evaluating. Write your skills and experiences next to their requirements. Either write in the margin of their page, or, even better, on a separate page in a 2-column table. If you meet 60 to 70% of the company’s specified qualifications, then apply! Naturally, if you want this job, your work has only begun with the online application. Now, the heavy lifting begins with networking, follow up, and much more. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Avoid the job search blues by thinking about it differently and approaching the opportunity to build <b>choices</b> with a fresh perspective and an entirely new process. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">And remember, you’re not alone!</span></p>','The Job Search Emotional Rollercoaster – You’re Not Alone!','','inherit','open','open','','3349-revision-v1','','','2013-12-29 22:09:20','2013-12-29 22:09:20','',3349,'http://www.danamanciagli.com/set-your-goal/3349-revision-v1/',0,'revision','',0),(3352,8113,'2014-03-10 03:09:28','2014-03-10 03:09:28','[caption id=\"attachment_3353\" align=\"alignright\" width=\"107\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\"><img class=\"size-full wp-image-3353\" alt=\"Is Your Job Search Out of Contro?l Free Download Tool to Help\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\" width=\"107\" height=\"128\" /></a> Is Your Job Search Out of Control? Free Download Tool to Help[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">What is your job search like? I’ll bet, like so many others, you’re applying to lots and lots of positions, you’re following up on just a few and only once for those, and you’re not doing “precision networking.” </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Don’t give me the most common job search excuse, “I don’t have time.” Your problem is deeper than that – you don’t have a job search process, no system.</span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">If your next career move is important to you, read on for some help. If it’s just a hobby, don’t bother. <i>But you won’t get the free gift if you don’t read on!</i></span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why should you be meticulous and organized?</span></p>\r\n<ul>\r\n<li>\r\n<p>It will speed up the time it takes to land in your next position.</p>\r\n</li>\r\n<li>\r\n<p>You may have short notice for a phone or face-to-face interview and you need to prepare.</p>\r\n</li>\r\n<li>\r\n<p>You can’t remember who to thank and who to connect with later. All of the contacts you make during the job search should be part of your network.</p>\r\n<p>&nbsp;</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">For those of you who manage projects at work or home, this may be familiar. Yet, Mary, a professional project manager, wasn’t organizing her job search tasks until she became a client and I put her on a program.  </span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here’s what you need and it’s so basic and simple, you’ll say, “<i>Why didn’t I think of this?”</i> You need a spreadsheet (Excel) or table (Word) that has the following columns: *</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">(*Or keep reading to the end of the article and find out how to receive a free downloadable tool.)</span></p>\r\n<ol>\r\n<li>\r\n<p>Job Opportunity # (I recommend you juggle at least 10 active job opportunities at one time.)</p>\r\n</li>\r\n<li>\r\n<p>Company name and website</p>\r\n</li>\r\n<li>\r\n<p>Job title, department</p>\r\n</li>\r\n<li>\r\n<p>Job posting number</p>\r\n</li>\r\n<li>\r\n<p>Job posting web link</p>\r\n</li>\r\n<li>\r\n<p>Name of job contact, if available</p>\r\n</li>\r\n<li>\r\n<p>Date you applied and how (Company website, LinkedIn, etc.)</p>\r\n</li>\r\n<li>\r\n<p>Follow Up: Your next steps</p>\r\n</li>\r\n<li>\r\n<p>Other information: who referred you, things you learned, notes</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then, each row will represent each job opportunity that you either are actively engaged with or will be soon. Once complete, you will have a one-page at-a-glance of your activities and next steps. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Design it to your liking so you use it. I don’t care if you organize your job search on paper or on your computer; the key is that you do it. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now that you have your Job Tracker, here are other techniques to build a system or process that will yield results. Because that is what you want, right? Results!</span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Tracking your action items </span></b></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\">Let’s say you applied to job opportunity #1 on your job search tracker. Your spreadsheet will show that you applied on January 6. Therefore, the “Next Steps” column should say “Follow up on January 13.” Now, go right to your calendar and add that action item as an appointment with yourself on January 13</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">. And what about your additional follow up on January 20</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\"> and 27</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">? Put those in your spreadsheet and on your calendar too so you don’t forget. </span></span></span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Storing your job search research</span></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why do we humans believe we can remember more than science proves we can? Trust me, you can’t! So all of the great research you are doing on job boards, LinkedIn, company websites, search engines, and more, should be saved in an orderly and easily accessible format. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I was preparing Jim for his interview yet he had some important information in e-mails, additional information on a computer at home, and more on his tablet. Not good! Pick a place and technology and have it all with you at all times. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I have networked with countless job seekers in coffee shops and I’ll ask them whom they spoke to at Company XYZ in case I knew them. And, oops, they didn’t have that information with them. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Is your job search that important…or not? </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I’m a huge fan of digital notebooks to organize and find all job search information. I have used Microsoft OneNote for my prior job searches and I still use it daily for my business. There are other solutions such as EverNote, SpringPad, Tomboy, and more. You can back up the information in the cloud so you can access it on virtually any device, including your smart phone. </span></p>\r\n<p><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>NOW FOR THE FREE GIFT: </b>Simply e-mail me at </span></span></span><a href=\"mailto:Dana@DanaManciagli.com\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">Dana@DanaManciagli.com</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> with one job search question, ask for the “tracker,” and I’ll send you my <b><i>Cut the Crap (CTC) Job Tracker</i></b> –  <b>FREE</b> – so you can tame that out-of-control job search, right now!</span></p>','Is Your Job Search Out of Control? Free Download Tool to Help','','publish','open','open','','job-search-control-free-download-tool-help','','','2015-02-16 23:11:58','2015-02-16 23:11:58','',0,'http://www.danamanciagli.com/?p=3352',0,'post','',4),(3353,8113,'2013-12-29 22:13:26','2013-12-29 22:13:26','What is your job search like? I’ll bet, like so many others, you’re applying to lots and lots of positions, you’re following up on just a few and only once for those, and you’re not doing “precision networking.” ','Is Your Job Search Out of Control? Free Download Tool to Help','Is Your Job Search Out of Control?  Free Download Tool to Help','inherit','open','open','','is-your-job-search-out-of-control-free-download-tool-to-help','','','2013-12-29 22:13:26','2013-12-29 22:13:26','',3352,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg',0,'attachment','image/jpeg',0),(3354,8113,'2013-12-29 22:15:51','2013-12-29 22:15:51','[caption id=\"attachment_3353\" align=\"alignright\" width=\"107\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\"><img class=\"size-full wp-image-3353\" alt=\"Is Your Job Search Out of Contro?l Free Download Tool to Help\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Is-Your-Job-Search-Out-of-Control-Free-Download-Tool-to-Help.jpg\" width=\"107\" height=\"128\" /></a> Is Your Job Search Out of Control? Free Download Tool to Help[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">What is your job search like? I’ll bet, like so many others, you’re applying to lots and lots of positions, you’re following up on just a few and only once for those, and you’re not doing “precision networking.” </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Don’t give me the most common job search excuse, “I don’t have time.” Your problem is deeper than that – you don’t have a job search process, no system.</span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">If your next career move is important to you, read on for some help. If it’s just a hobby, don’t bother. <i>But you won’t get the free gift if you don’t read on!</i></span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why should you be meticulous and organized?</span></p>\r\n<ul>\r\n<li>\r\n<p>It will speed up the time it takes to land in your next position.</p>\r\n</li>\r\n<li>\r\n<p>You may have short notice for a phone or face-to-face interview and you need to prepare.</p>\r\n</li>\r\n<li>\r\n<p>You can’t remember who to thank and who to connect with later. All of the contacts you make during the job search should be part of your network.</p>\r\n<p>&nbsp;</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">For those of you who manage projects at work or home, this may be familiar. Yet, Mary, a professional project manager, wasn’t organizing her job search tasks until she became a client and I put her on a program.  </span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here’s what you need and it’s so basic and simple, you’ll say, “<i>Why didn’t I think of this?”</i> You need a spreadsheet (Excel) or table (Word) that has the following columns: *</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">(*Or keep reading to the end of the article and find out how to receive a free downloadable tool.)</span></p>\r\n<ol>\r\n<li>\r\n<p>Job Opportunity # (I recommend you juggle at least 10 active job opportunities at one time.)</p>\r\n</li>\r\n<li>\r\n<p>Company name and website</p>\r\n</li>\r\n<li>\r\n<p>Job title, department</p>\r\n</li>\r\n<li>\r\n<p>Job posting number</p>\r\n</li>\r\n<li>\r\n<p>Job posting web link</p>\r\n</li>\r\n<li>\r\n<p>Name of job contact, if available</p>\r\n</li>\r\n<li>\r\n<p>Date you applied and how (Company website, LinkedIn, etc.)</p>\r\n</li>\r\n<li>\r\n<p>Follow Up: Your next steps</p>\r\n</li>\r\n<li>\r\n<p>Other information: who referred you, things you learned, notes</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then, each row will represent each job opportunity that you either are actively engaged with or will be soon. Once complete, you will have a one-page at-a-glance of your activities and next steps. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Design it to your liking so you use it. I don’t care if you organize your job search on paper or on your computer; the key is that you do it. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now that you have your Job Tracker, here are other techniques to build a system or process that will yield results. Because that is what you want, right? Results!</span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Tracking your action items </span></b></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\">Let’s say you applied to job opportunity #1 on your job search tracker. Your spreadsheet will show that you applied on January 6. Therefore, the “Next Steps” column should say “Follow up on January 13.” Now, go right to your calendar and add that action item as an appointment with yourself on January 13</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">. And what about your additional follow up on January 20</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\"> and 27</span><sup><span style=\"font-size: small;\">th</span></sup><span style=\"font-size: medium;\">? Put those in your spreadsheet and on your calendar too so you don’t forget. </span></span></span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Storing your job search research</span></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why do we humans believe we can remember more than science proves we can? Trust me, you can’t! So all of the great research you are doing on job boards, LinkedIn, company websites, search engines, and more, should be saved in an orderly and easily accessible format. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I was preparing Jim for his interview yet he had some important information in e-mails, additional information on a computer at home, and more on his tablet. Not good! Pick a place and technology and have it all with you at all times. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I have networked with countless job seekers in coffee shops and I’ll ask them whom they spoke to at Company XYZ in case I knew them. And, oops, they didn’t have that information with them. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Is your job search that important…or not? </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">I’m a huge fan of digital notebooks to organize and find all job search information. I have used Microsoft OneNote for my prior job searches and I still use it daily for my business. There are other solutions such as EverNote, SpringPad, Tomboy, and more. You can back up the information in the cloud so you can access it on virtually any device, including your smart phone. </span></p>\r\n<p><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>NOW FOR THE FREE GIFT: </b>Simply e-mail me at </span></span></span><a href=\"mailto:Dana@DanaManciagli.com\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">Dana@DanaManciagli.com</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> with one job search question, ask for the “tracker,” and I’ll send you my <b><i>Cut the Crap (CTC) Job Tracker</i></b> –  <b>FREE</b> – so you can tame that out-of-control job search, right now!</span></p>','Is Your Job Search Out of Control? Free Download Tool to Help','','inherit','open','open','','3352-revision-v1','','','2013-12-29 22:15:51','2013-12-29 22:15:51','',3352,'http://www.danamanciagli.com/set-your-goal/3352-revision-v1/',0,'revision','',0),(3355,8113,'2014-03-12 02:29:00','2014-03-12 02:29:00','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<p style=\"margin-left: 13px;\">4.  Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p ><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','publish','open','open','','hiring-managers-hr-recruiters-gracious-candidates','','','2014-09-29 17:54:51','2014-09-29 17:54:51','',0,'http://www.danamanciagli.com/?p=3355',0,'post','',1),(3356,8113,'2013-12-29 22:18:50','2013-12-29 22:18:50','If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. Ever. ','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','inherit','open','open','','hiring-managers-hr-and-recruiters-be-gracious-to-your-candidates','','','2013-12-29 22:18:50','2013-12-29 22:18:50','',3355,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg',0,'attachment','image/jpeg',0),(3358,8113,'2014-03-05 03:16:33','2014-03-05 03:16:33','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching for jobs outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n','Employer Discrimination or Just “Weeding the Applicant Pile?”','','publish','open','open','','employer-discrimination-just-weeding-applicant-pile','','','2015-02-16 23:19:26','2015-02-16 23:19:26','',0,'http://www.danamanciagli.com/?p=3358',0,'post','',2),(3357,8113,'2013-12-29 22:20:22','2013-12-29 22:20:22','<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n<p>&nbsp;</p>\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n<p>&nbsp;</p>\r\n<ol>\r\n<li>\r\n<p>Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n</li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>\r\n<p>&nbsp;</p>\r\n[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n<p>&nbsp;</p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2013-12-29 22:20:22','2013-12-29 22:20:22','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(3359,8113,'2013-12-29 22:24:18','2013-12-29 22:24:18','On November 20, the Wall Street Journal posted an article titled “Bosses May Use Social Media to Discriminate Against Job Seekers.” Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the WSJ tried to be balanced in their reporting. ','Employer Discrimination or Just Weeding the Applicant Pile?','Employer Discrimination or Just Weeding the Applicant Pile?','inherit','open','open','','employer-discrimination-or-just-weeding-the-applicant-pile','','','2013-12-29 22:24:18','2013-12-29 22:24:18','',3358,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg',0,'attachment','image/jpeg',0),(4759,7636,'2015-02-16 23:21:55','2015-02-16 23:21:55','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\n\n<p>A recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\n\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\n\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed, even if that means a career change.</p>\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\n\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-autosave-v1','','','2015-02-16 23:21:55','2015-02-16 23:21:55','',3414,'http://www.danamanciagli.com/3414-autosave-v1/',0,'revision','',0),(4760,7636,'2015-02-16 23:22:11','2015-02-16 23:22:11','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\n<p>A recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\r\n\r\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\r\n\r\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed, even if that means a career change.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\r\n\r\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2015-02-16 23:22:11','2015-02-16 23:22:11','',3414,'http://www.danamanciagli.com/3414-revision-v1/',0,'revision','',0),(3455,8113,'2014-02-17 16:16:32','2014-02-17 16:16:32','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2014-02-17 16:16:32','2014-02-17 16:16:32','',3358,'http://www.danamanciagli.com/set-your-goal/3358-revision-v1/',0,'revision','',0),(3361,8113,'2014-01-15 02:19:14','2014-01-15 02:19:14','[caption id=\"attachment_3362\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/3-signs-that-your-career-goal-is-too-big.jpg\"><img class=\"size-full wp-image-3362\" alt=\"3 signs that your career goal is too big\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/3-signs-that-your-career-goal-is-too-big.jpg\" width=\"128\" height=\"86\" /></a> 3 signs that your career goal is too big[/caption]\r\n<p>Jeffrey has been in procurement for 15 years and he is tired of it. He went back to school recently and got his master’s in public policy and now he wants to do “something in regulatory policy.”</p>\r\n<p>Oh, and he wants to move from Denver to New York.</p>\r\n<p>Oh, and he needs to make a move quickly because his company is in trouble.</p>\r\n<p>Oh, and he’s already overwhelmed and completely disorganized in his job search.</p>\r\n<p>Time to get it under control! Jeffrey and I put together a plan and he’s rebooting his job search. My recommendations included prioritizing his goals and separating his job search into three efforts: Plan A, Plan B and Plan C.</p>\r\n<p>How many Jefferies are out there? A lot. Is your next-step career goal too big? If your goal is for a career change within your company, it can also be too big.</p>\r\n<p>If the employment market was thriving, companies were flush with open positions, and there was a shortage of candidates, then Jeffrey’s big, hairy, audacious goal (BHAG) might be realistic. However, it’s not. Today’s job market is quite the opposite: lackluster, competitive and lengthy for job seekers.</p>\r\n<p>To help the Jeffrey mini-me’s out there, here are three signs that your goal is too big:</p>\r\n<p><strong>1. Too many BIG moving pieces.</strong></p>\r\n<p>The optimum number of things to change at one time is <strong>one</strong>. Try to keep the rest steady. If you are changing functions or departments, do that within your current company. If you are changing cities, stay in the same function. If you want to change industries, keep your function and city the same so you can focus on getting into your new industry.</p>\r\n<p><strong>2. No time or money for long-distance searches. No matter what, they require a bigger investment and take longer.</strong></p>\r\n<p>Bigger investment? Yes, you will probably need to fly yourself to the future city for a week or more in order to network and interview. You can do a lot of work long distance. However, at a certain point you need to invest in a trip to meet great connections and multiple companies. AND you will probably need to relocate yourself because relocation budgets are restricted. During my long-distance searches, the first sentence on my cover letters was always, “<em>I will be moving to &lt;city&gt; for my next career move and would like to join your company</em>.”</p>\r\n<p>The longer time is due to the inability to network face-to-face, a bigger pipeline or funnel of job opportunities, time zone differences, and so much more.</p>\r\n<p><strong>3. Too much “I, I, I, me, me, me” and not enough “You, Your, Your Company”</strong></p>\r\n<p>I hate to be the one to break it to you, but it’s a buyer’s market out there with an average of more than 250 applications per position.</p>\r\n<p>Does your résumé show the reader what you can do for <em><strong>them</strong>, </em>or does it only talk about what <em><strong>you</strong> </em>are looking for: “<em>I want to leverage my background in</em>…blah, blah, blah”?</p>\r\n<p>This isn\'t about you! It’s about your ability to meet the needs of the hiring manager. Are you reading the job descriptions in great detail and then pivoting your entire presentation to use their terms? Put yourself in their shoes: Would you hire you?</p>\r\n<p>This change in your perspective from “me” to “you” is critically important to your success. Re-read and edit all of your job search communications and your interview answers – the ones that you have pre-prepared (right?) – and show the reader what you can do for <strong><em>them</em></strong>.</p>\r\n<p>Make your primary next career-move GOAL a realistic one. Yes, stretch is good, but drastic changes away from what you know will take longer.</p>\r\n<p>If you are organized and committed to your career change, try juggling two separate goals. For example, one close to home with no major changes and one targeting a single change — and see which one is successful first.</p>\r\n<p>Use the comment section to ask your career-change questions. I want to hear from you!</p>','3 Signs that your Career Goal is Too Big','','publish','open','open','','3-signs-career-goal-big','','','2015-03-04 20:18:25','2015-03-04 20:18:25','',0,'http://www.danamanciagli.com/?p=3361',0,'post','',0),(3362,8113,'2013-12-29 22:35:29','2013-12-29 22:35:29','Time to get it under control! Jeffrey and I put together a plan and he’s rebooting his job search. My recommendations included prioritizing his goals and separating his job search into three efforts: Plan A, Plan B and Plan C.','3 signs that your career goal is too big','3 signs that your career goal is too big','inherit','open','open','','3-signs-that-your-career-goal-is-too-big','','','2013-12-29 22:35:29','2013-12-29 22:35:29','',3361,'http://www.danamanciagli.com/wp-content/uploads/2013/12/3-signs-that-your-career-goal-is-too-big.jpg',0,'attachment','image/jpeg',0),(3363,8113,'2013-12-29 22:36:34','2013-12-29 22:36:34','[caption id=\"attachment_3362\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/3-signs-that-your-career-goal-is-too-big.jpg\"><img class=\"size-full wp-image-3362\" alt=\"3 signs that your career goal is too big\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/3-signs-that-your-career-goal-is-too-big.jpg\" width=\"128\" height=\"86\" /></a> 3 signs that your career goal is too big[/caption]\r\n<p>Jeffrey has been in procurement for 15 years and he is tired of it. He went back to school recently and got his master’s in public policy and now he wants to do “something in regulatory policy.”</p>\r\n<p>Oh, and he wants to move from Denver to New York.</p>\r\n<p>Oh, and he needs to make a move quickly because his company is in trouble.</p>\r\n<p>Oh, and he’s already overwhelmed and completely disorganized in his job search.</p>\r\n<p>Time to get it under control! Jeffrey and I put together a plan and he’s rebooting his job search. My recommendations included prioritizing his goals and separating his job search into three efforts: Plan A, Plan B and Plan C.</p>\r\n<p>How many Jefferies are out there? A lot. Is your next-step career goal too big? If your goal is for a career step within your company, it can also be too big.</p>\r\n<p>If the employment market was thriving, companies were flush with open positions, and there was a shortage of candidates, then Jeffrey’s big, hairy, audacious goal (BHAG) might be realistic. However, it’s not. Today’s job market is quite the opposite: lackluster, competitive and lengthy for job seekers.</p>\r\n<p>To help the Jeffrey mini-me’s out there, here are three signs that your goal is too big:</p>\r\n<p><strong>1. Too many BIG moving pieces.</strong></p>\r\n<p>The optimum number of things to change at one time is <strong>one</strong>. Try to keep the rest steady. If you are changing functions or departments, do that within your current company. If you are changing cities, stay in the same function. If you want to change industries, keep your function and city the same so you can focus on getting into your new industry.</p>\r\n<p><strong>2. No time or money for long-distance searches. No matter what, they require a bigger investment and take longer.</strong></p>\r\n<p>Bigger investment? Yes, you will probably need to fly yourself to the future city for a week or more in order to network and interview. You can do a lot of work long distance. However, at a certain point you need to invest in a trip to meet great connections and multiple companies. AND you will probably need to relocate yourself because relocation budgets are restricted. During my long-distance searches, the first sentence on my cover letters was always, “<em>I will be moving to &lt;city&gt; for my next career move and would like to join your company</em>.”</p>\r\n<p>The longer time is due to the inability to network face-to-face, a bigger pipeline or funnel of job opportunities, time zone differences, and so much more.</p>\r\n<p><strong>3. Too much “I, I, I, me, me, me” and not enough “You, Your, Your Company”</strong></p>\r\n<p>I hate to be the one to break it to you, but it’s a buyer’s market out there with an average of more than 250 applications per position.</p>\r\n<p>Does your résumé show the reader what you can do for <em><strong>them</strong>, </em>or does it only talk about what <em><strong>you</strong> </em>are looking for: “<em>I want to leverage my background in</em>…blah, blah, blah”?</p>\r\n<p>This isn\'t about you! It’s about your ability to meet the needs of the hiring manager. Are you reading the job descriptions in great detail and then pivoting your entire presentation to use their terms? Put yourself in their shoes: Would you hire you?</p>\r\n<p>This change in your perspective from “me” to “you” is critically important to your success. Re-read and edit all of your job search communications and your interview answers – the ones that you have pre-prepared (right?) – and show the reader what you can do for <strong><em>them</em></strong>.</p>\r\n<p>Make your primary next career-move GOAL a realistic one. Yes, stretch is good, but drastic changes away from what you know will take longer.</p>\r\n<p>If you are organized and committed to your career change, try juggling two separate goals. For example, one close to home with no major changes and one targeting a single change — and see which one is successful first.</p>\r\n<p>Use the comment section to ask your career-change questions. I want to hear from you!</p>','3 Signs that your Career Goal is Too Big','','inherit','open','open','','3361-revision-v1','','','2013-12-29 22:36:34','2013-12-29 22:36:34','',3361,'http://www.danamanciagli.com/set-your-goal/3361-revision-v1/',0,'revision','',0),(3364,8113,'2014-01-08 02:14:01','2014-01-08 02:14:01','[caption id=\"attachment_3365\" align=\"alignright\" width=\"135\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/RIP-Microsofts-stack-ranking-system.jpg\"><img class=\"size-full wp-image-3365\" alt=\"R.I.P Microsoft\'s stack ranking system\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/RIP-Microsofts-stack-ranking-system.jpg\" width=\"135\" height=\"85\" /></a> R.I.P Microsoft\'s stack ranking system[/caption]\r\n<p>It’s about time! Microsoft just reported <a href=\"http://blogs.wsj.com/digits/2013/11/12/why-microsoft-dumped-stack-ranking/\">it is removing its “stack rank system.”</a></p>\r\n<p>During my 11 years of working for Microsoft (recently retiring as a general manager) I saw the move from a manager-empowered bonus/rewards program to a computer-calculated reward system based on a forced stack rank with a curve.</p>\r\n<p>I remember the conscious transition from a more flexible rewards system to the GE-like stack rank. The leadership team had good intentions. For example, who could argue that the top performers should not receive a higher bonus than low performers? But we soon learned that the execution triggered more flaws than benefits.</p>\r\n<p>As a manager of a team, the forced stack rank process was disempowering. Due to the curve requirement, I had to force my employees into a lower category, even if I could demonstrate their high performance as a team.</p>\r\n<p>The stack rank was done by level groupings or “bands” of levels. However, there was little-to-no functional comparison. So, within one team, a staff training manager would be ranked against a sales person, a marketing person, or engineer. Really?</p>\r\n<p>I would recommend my team members’ ratings (1 being high, 5 being low), and then my manager would go into another “calibration meeting” and my people’s ratings would get bumped around, typically lower, due to the curve of the larger team curve.</p>\r\n<p>The most negative impact was on the employees, as the process triggered dissatisfaction, disengagement and departures. The majority of employees received ranks of 3 due to the forced curve percentages, and over the years, the 3s saw their bonuses decline. Monetary or stock bonuses were shifted to the 1s and 2s.</p>\r\n<p>The number of top performers (1s, 2s) was strictly limited, and I heard many employees say, “I’ll never get a 1 or 2 so I might as well stop trying.” Naturally, those who got 1s and 2s were thrilled.</p>\r\n<p>Why the sudden change this week? There’s something here I don’t get. The announcement by Microsoft clearly highlighted that the reason for the change is, “to better align with the goals of our One Microsoft strategy… designed to promote new levels of teamwork…”</p>\r\n<p>Microsoft has been team focused since I started there 11 years ago. What changed? It has been clear for a long time that the rewards system did not recognize the work of great team players and had a bias to the individual performer. Better now than never.</p>\r\n<p>All in all, bravo to Microsoft for listening to the negative feedback on the prior system and for making changes. I’m still a raving fan of the company and truly believe it is trying to do right by its No. 1 asset: its employees.</p>','R.I.P. Microsoft’s Stack Ranking System','','publish','open','open','','r-p-microsofts-stack-ranking-system','','','2014-09-29 17:55:04','2014-09-29 17:55:04','',0,'http://www.danamanciagli.com/?p=3364',0,'post','',0),(3365,8113,'2013-12-29 22:45:18','2013-12-29 22:45:18','During my 11 years of working for Microsoft (recently retiring as a general manager) I saw the move from a manager-empowered bonus/rewards program to a computer-calculated reward system based on a forced stack rank with a curve.','R.I.P Microsoft\'s stack ranking system','R.I.P Microsoft\'s stack ranking system','inherit','open','open','','rip-microsofts-stack-ranking-system','','','2013-12-29 22:45:18','2013-12-29 22:45:18','',3364,'http://www.danamanciagli.com/wp-content/uploads/2013/12/RIP-Microsofts-stack-ranking-system.jpg',0,'attachment','image/jpeg',0),(3366,8113,'2013-12-29 22:48:05','2013-12-29 22:48:05','[caption id=\"attachment_3365\" align=\"alignright\" width=\"135\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/RIP-Microsofts-stack-ranking-system.jpg\"><img class=\"size-full wp-image-3365\" alt=\"R.I.P Microsoft\'s stack ranking system\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/RIP-Microsofts-stack-ranking-system.jpg\" width=\"135\" height=\"85\" /></a> R.I.P Microsoft\'s stack ranking system[/caption]\r\n<p>It’s about time! Microsoft just reported <a href=\"http://blogs.wsj.com/digits/2013/11/12/why-microsoft-dumped-stack-ranking/\">it is removing its “stack rank system.”</a></p>\r\n<p>During my 11 years of working for Microsoft (recently retiring as a general manager) I saw the move from a manager-empowered bonus/rewards program to a computer-calculated reward system based on a forced stack rank with a curve.</p>\r\n<p>I remember the conscious transition from a more flexible rewards system to the GE-like stack rank. The leadership team had good intentions. For example, who could argue that the top performers should not receive a higher bonus than low performers? But we soon learned that the execution triggered more flaws than benefits.</p>\r\n<p>As a manager of a team, the forced stack rank process was disempowering. Due to the curve requirement, I had to force my employees into a lower category, even if I could demonstrate their high performance as a team.</p>\r\n<p>The stack rank was done by level groupings or “bands” of levels. However, there was little-to-no functional comparison. So, within one team, a staff training manager would be ranked against a sales person, a marketing person, or engineer. Really?</p>\r\n<p>I would recommend my team members’ ratings (1 being high, 5 being low), and then my manager would go into another “calibration meeting” and my people’s ratings would get bumped around, typically lower, due to the curve of the larger team curve.</p>\r\n<p>The most negative impact was on the employees, as the process triggered dissatisfaction, disengagement and departures. The majority of employees received ranks of 3 due to the forced curve percentages, and over the years, the 3s saw their bonuses decline. Monetary or stock bonuses were shifted to the 1s and 2s.</p>\r\n<p>The number of top performers (1s, 2s) was strictly limited, and I heard many employees say, “I’ll never get a 1 or 2 so I might as well stop trying.” Naturally, those who got 1s and 2s were thrilled.</p>\r\n<p>Why the sudden change this week? There’s something here I don’t get. The announcement by Microsoft clearly highlighted that the reason for the change is, “to better align with the goals of our One Microsoft strategy… designed to promote new levels of teamwork…”</p>\r\n<p>Microsoft has been team focused since I started there 11 years ago. What changed? It has been clear for a long time that the rewards system did not recognize the work of great team players and had a bias to the individual performer. Better now than never.</p>\r\n<p>All in all, bravo to Microsoft for listening to the negative feedback on the prior system and for making changes. I’m still a raving fan of the company and truly believe it is trying to do right by its No. 1 asset: its employees.</p>','R.I.P. Microsoft’s Stack Ranking System','','inherit','open','open','','3364-revision-v1','','','2013-12-29 22:48:05','2013-12-29 22:48:05','',3364,'http://www.danamanciagli.com/set-your-goal/3364-revision-v1/',0,'revision','',0),(3367,8113,'2014-01-06 02:42:23','2014-01-06 02:42:23','<p>Job Searching? Stop Those Random Acts of Application (R.A.A.)!</p>\r\n[caption id=\"attachment_3368\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\"><img class=\"size-full wp-image-3368\" alt=\"Job Searching? Stop Those Random Acts of Application (R.A.A.)!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\" width=\"128\" height=\"85\" /></a> Job Searching? Stop Those Random Acts of Application (R.A.A.)![/caption]\r\n<p>It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations:</p>\r\n<ol>\r\n<li>\r\n<p>Don’t just apply when you see something posted or advertised. Copy the opportunity into your <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b><span style=\"color: #0000ff;\">CTC Job Tracker</span></b></a> and keep hunting for more opportunities. Searching for opportunities and applying for jobs are two different activities. It’s too easy to make mistakes when you try to multitask.</p>\r\n</li>\r\n<li>\r\n<p>When you go to each job source, refer to your job search goals and identify the best job opportunities for you. To be sure the opportunity is the “best” for you, consider these three things:</p>\r\n</li>\r\n</ol>\r\n<ul>\r\n<li>\r\n<p><b><i>Are you qualified?</i></b> Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don’t worry if you have skill gaps. Your next job will be a great opportunity to learn something new.</p>\r\n</li>\r\n<li>\r\n<p><b><i>What do you want?</i></b> What day-to-day functions do you want to perform going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n</li>\r\n<li>\r\n<p><b><i>Does the job meet your personal goals?</i></b> For example, can you afford to relocate on your own, if needed? Don’t apply for something that you would have to decline – for any reason – if you get an offer.</p>\r\n</li>\r\n</ul>\r\n<p>Take the time to go to each search engine’s “How To” section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\r\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds (Really Simple Syndication, an XML-based standard and format used to distribute frequently updated content), while others charge a bit of money and may even claim to have an actual human doing the work for you.</p>\r\n<p><b>Don’t Make These Mistakes:</b></p>\r\n<p><b>Mistake #1</b>: Having a “squishy” goal in the first place, so your search results come back with way too many items; most of which are at the wrong level, requiring the wrong skills, located in the wrong geography, and more.</p>\r\n<p><b>Mistake #2</b>: <i>R.A.A.</i> or Random Acts of Application: You send off your résumé because you see the job posting right in front of you. You feel the urgency and can’t wait to get your fabulous credentials in their hands because you’re so PERFECT for this job! Will you have the discipline to just put it into your <b>CTC Job Tracker</b> and prepare to apply by doing some research and writing a cover letter?</p>\r\n<p>Sit down, study job postings, and write a specific and succinct description of the positions you are looking for – your job search goal. Then your applications will no longer be random; they will be perfectly targeted!</p>','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','','publish','open','open','','job-searching-stop-random-acts-application-r','','','2015-03-20 23:38:33','2015-03-20 23:38:33','',0,'http://www.danamanciagli.com/?p=3367',0,'post','',2),(3368,8113,'2013-12-29 22:55:53','2013-12-29 22:55:53','It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations: ','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','inherit','open','open','','job-searching-stop-those-random-acts-of-application-raa','','','2013-12-29 22:55:53','2013-12-29 22:55:53','',3367,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg',0,'attachment','image/jpeg',0),(3369,8113,'2013-12-29 22:57:13','2013-12-29 22:57:13','<p>&nbsp;</p>\r\n[caption id=\"attachment_3368\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\"><img class=\"size-full wp-image-3368\" alt=\"Job Searching? Stop Those Random Acts of Application (R.A.A.)!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\" width=\"128\" height=\"85\" /></a> Job Searching? Stop Those Random Acts of Application (R.A.A.)![/caption]\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations: </span></p>\r\n<ol>\r\n<li>\r\n<p>Don’t just apply when you see something posted or advertised. Copy the opportunity into your <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b><span style=\"color: #0000ff;\">CTC Job Tracker</span></b></a> and keep hunting for more opportunities. Searching for opportunities and applying for jobs are two different activities. It’s too easy to make mistakes when you try to multitask.</p>\r\n</li>\r\n<li>\r\n<p>When you go to each job source, refer to your job search goals and identify the best job opportunities for you. To be sure the opportunity is the “best” for you, consider these three things:</p>\r\n</li>\r\n</ol>\r\n<ul>\r\n<li>\r\n<p><b><i>Are you qualified?</i></b> Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don’t worry if you have skill gaps. Your next job will be a great opportunity to learn something new.</p>\r\n</li>\r\n<li>\r\n<p><b><i>What do you want?</i></b> What day-to-day functions do you want to perform going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n</li>\r\n</ul>\r\n<p><b><i>Does the job meet your personal goals?</i></b> For example, can you afford to relocate on your own, if needed? Don’t apply for something that you would have to decline – for any reason – if you get an offer.</p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Take the time to go to each search engine’s “How To” section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field. The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds (Really Simple Syndication, an XML-based standard and format used to distribute frequently updated content), while others charge a bit of money and may even claim to have an actual human doing the work for you. </span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Don’t Make These Mistakes:</span></b></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><b>Mistake #1</b>: Having a “squishy” goal in the first place, so your search results come back with way too many items; most of which are at the wrong level, requiring the wrong skills, located in the wrong geography, and more.</span></span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><b>Mistake #2</b>: <i>R.A.A.</i> or Random Acts of Application: You send off your résumé because you see the job posting right in front of you. You feel the urgency and can’t wait to get your fabulous credentials in their hands because you’re so PERFECT for this job! Will you have the discipline to just put it into your <b>CTC Job Tracker</b> and prepare to apply by doing some research and writing a cover letter? </span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Sit down, study job postings, and write a specific and succinct description of the positions you are looking for – your job search goal. Then your applications will no longer be random; they will be perfectly targeted! </span></p>','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','','inherit','open','open','','3367-revision-v1','','','2013-12-29 22:57:13','2013-12-29 22:57:13','',3367,'http://www.danamanciagli.com/set-your-goal/3367-revision-v1/',0,'revision','',0),(3370,8113,'2014-03-31 02:24:01','2014-03-31 02:24:01','<p>&nbsp;</p>\r\n[caption id=\"attachment_3373\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\"><img class=\"size-full wp-image-3373\" alt=\"Top Job Search Excuses - Are You Saying Any of These?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\" width=\"128\" height=\"85\" /></a> Top Job Search Excuses - Are You Saying Any of These?[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">There are two kinds of job search CRAP: <i>mistakes</i> and <i>excuses</i>. That’s why I titled my book <b><i><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a>  </i></b>Oh, there are so many excuses! Here are just a few of my <i>least</i> favorites: </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #1:</b> “<i>There aren’t any jobs in my field.</i>” Most people make this assumption before they even look. Then, when they are asked to spend HOURS going to multiple job search locations with a well-written goal, they are shocked. Maybe you are defining your search too narrowly.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #2: </b><i>“This seems like too much work…all I need to do is apply and something will come along.”</i> My response: You’re just not that committed to finding work. It takes hard work, some up-front preparation, and a time commitment. You will see that, once you get on a roll, amazing things will happen. </span></span></p>\r\n<p><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><b>Excuse #3:</b> “<i>LinkedIn is a waste of time…I’ve been there and have gotten no results.”</i> The key to maximizing your job search success on LinkedIn is not to think of it as a job search board but as a networking site.</span></span></span><strong></strong></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><b>Excuse #4:</b></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><i>“Social media: I don’t want to read all of the crap people post.”</i></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then don’t. Learn how to use a social media dashboard that organizes input for all of the social media tools you use. It’s not that hard and is fun to learn.</span><strong></strong></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #5:</b> “<i>I don’t have time to do the research.</i>” The hiring company and hiring manager are taking the time to think about the skills they are looking for, the time to carefully craft a job description, and the time to host an interview process. If you want to win the job and show respect for their offer of employment, then make the time. Certainly, you spend an hour – or more – in a day doing something less important. Figure it out.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #6: </b><i>“I’m only applying with my résumé, so there is no need to do research until I know if I’m going to the next round.”</i> There are numerous flaws with this excuse. First, what if the company contacts you the day or week after you submit? You won’t be ready. Second, you should NOT apply with just a résumé. You want to do a great cover letter and make it your first page in the résumé file rather than a separate document. An application is a selling opportunity! But you need to research the job, company, people, and industry in order to write a compelling cover letter.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #7:</b> “<i>It’s a phone interview, not a face-to-face, so it must not be that important.”</i> First, this is flawed thinking! More and more companies are doing phone screens or interviews. Never underestimate the value of this conversation, the influence of the person on the phone (regardless of their title), or the importance of your performance. Second, you get to have notes in front of you! You should be amazingly prepared, as you don’t have to memorize anything. </span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Do you have what it takes to recognize that the responsibility to manage your career is fully on your shoulders? Are you prepared to change your approach and stop hiding behind excuses?  Of course you are! Ask for help, be positive, take action, and focus on execution. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">There are jobs out there for you – go and get one!</span></p>','Top Job Search Excuses – Are You Saying Any of These?','','publish','open','open','','top-job-search-excuses-saying','','','2015-02-15 18:30:16','2015-02-15 18:30:16','',0,'http://www.danamanciagli.com/?p=3370',0,'post','',0),(3371,8113,'2013-12-29 23:04:36','2013-12-29 23:04:36','','Top Job Search Excuses – Are You Saying Any of These?','','inherit','open','open','','3370-revision-v1','','','2013-12-29 23:04:36','2013-12-29 23:04:36','',3370,'http://www.danamanciagli.com/set-your-goal/3370-revision-v1/',0,'revision','',0),(3372,8113,'2013-12-29 23:05:16','2013-12-29 23:05:16','<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">There are two kinds of job search CRAP: <i>mistakes</i> and <i>excuses</i>. That’s why I titled my book <b><i>Cut the Crap, Get a Job!  </i></b>Oh, there are so many excuses! Here are just a few of my <i>least</i> favorites: </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #1:</b> “<i>There aren’t any jobs in my field.</i>” Most people make this assumption before they even look. Then, when they are asked to spend HOURS going to multiple job search locations with a well-written goal, they are shocked. Maybe you are defining your search too narrowly.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #2: </b><i>“This seems like too much work…all I need to do is apply and something will come along.”</i> My response: You’re just not that committed to finding work. It takes hard work, some up-front preparation, and a time commitment. You will see that, once you get on a roll, amazing things will happen. </span></span></p>\r\n<p><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><b>Excuse #3:</b> “<i>LinkedIn is a waste of time…I’ve been there and have gotten no results.”</i> The key to maximizing your job search success on LinkedIn is not to think of it as a job search board but as a networking site.</span></span></span><strong></strong></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><b>Excuse #4:</b></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><i>“Social media: I don’t want to read all of the crap people post.”</i></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then don’t. Learn how to use a social media dashboard that organizes input for all of the social media tools you use. It’s not that hard and is fun to learn.</span><strong></strong></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #5:</b> “<i>I don’t have time to do the research.</i>” The hiring company and hiring manager are taking the time to think about the skills they are looking for, the time to carefully craft a job description, and the time to host an interview process. If you want to win the job and show respect for their offer of employment, then make the time. Certainly, you spend an hour – or more – in a day doing something less important. Figure it out.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #6: </b><i>“I’m only applying with my résumé, so there is no need to do research until I know if I’m going to the next round.”</i> There are numerous flaws with this excuse. First, what if the company contacts you the day or week after you submit? You won’t be ready. Second, you should NOT apply with just a résumé. You want to do a great cover letter and make it your first page in the résumé file rather than a separate document. An application is a selling opportunity! But you need to research the job, company, people, and industry in order to write a compelling cover letter.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #7:</b> “<i>It’s a phone interview, not a face-to-face, so it must not be that important.”</i> First, this is flawed thinking! More and more companies are doing phone screens or interviews. Never underestimate the value of this conversation, the influence of the person on the phone (regardless of their title), or the importance of your performance. Second, you get to have notes in front of you! You should be amazingly prepared, as you don’t have to memorize anything. </span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Do you have what it takes to recognize that the responsibility to manage your career is fully on your shoulders? Are you prepared to change your approach and stop hiding behind excuses?  Of course you are! Ask for help, be positive, take action, and focus on execution. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">There are jobs out there for you – go and get one!</span></p>','Top Job Search Excuses – Are You Saying Any of These?','','inherit','open','open','','3370-revision-v1','','','2013-12-29 23:05:16','2013-12-29 23:05:16','',3370,'http://www.danamanciagli.com/set-your-goal/3370-revision-v1/',0,'revision','',0),(3373,8113,'2013-12-29 23:06:34','2013-12-29 23:06:34','There are two kinds of job search CRAP: mistakes and excuses. That’s why I titled my book Cut the Crap, Get a Job!  Oh, there are so many excuses! Here are just a few of my least favorites: ','Top Job Search Excuses - Are You Saying Any of These?','Top Job Search Excuses - Are You Saying Any of These?','inherit','open','open','','top-job-search-excuses-are-you-saying-any-of-these','','','2013-12-29 23:06:34','2013-12-29 23:06:34','',3370,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg',0,'attachment','image/jpeg',0),(3374,8113,'2013-12-29 23:07:14','2013-12-29 23:07:14','<p>&nbsp;</p>\r\n[caption id=\"attachment_3373\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\"><img class=\"size-full wp-image-3373\" alt=\"Top Job Search Excuses - Are You Saying Any of These?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Top-Job-Search-Excuses-Are-You-Saying-Any-of-These.jpg\" width=\"128\" height=\"85\" /></a> Top Job Search Excuses - Are You Saying Any of These?[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">There are two kinds of job search CRAP: <i>mistakes</i> and <i>excuses</i>. That’s why I titled my book <b><i>Cut the Crap, Get a Job!  </i></b>Oh, there are so many excuses! Here are just a few of my <i>least</i> favorites: </span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #1:</b> “<i>There aren’t any jobs in my field.</i>” Most people make this assumption before they even look. Then, when they are asked to spend HOURS going to multiple job search locations with a well-written goal, they are shocked. Maybe you are defining your search too narrowly.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #2: </b><i>“This seems like too much work…all I need to do is apply and something will come along.”</i> My response: You’re just not that committed to finding work. It takes hard work, some up-front preparation, and a time commitment. You will see that, once you get on a roll, amazing things will happen. </span></span></p>\r\n<p><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><span style=\"font-family: Calibri;\"><b>Excuse #3:</b> “<i>LinkedIn is a waste of time…I’ve been there and have gotten no results.”</i> The key to maximizing your job search success on LinkedIn is not to think of it as a job search board but as a networking site.</span></span></span><strong></strong></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><b>Excuse #4:</b></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"><i>“Social media: I don’t want to read all of the crap people post.”</i></span><strong></strong><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Then don’t. Learn how to use a social media dashboard that organizes input for all of the social media tools you use. It’s not that hard and is fun to learn.</span><strong></strong></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #5:</b> “<i>I don’t have time to do the research.</i>” The hiring company and hiring manager are taking the time to think about the skills they are looking for, the time to carefully craft a job description, and the time to host an interview process. If you want to win the job and show respect for their offer of employment, then make the time. Certainly, you spend an hour – or more – in a day doing something less important. Figure it out.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #6: </b><i>“I’m only applying with my résumé, so there is no need to do research until I know if I’m going to the next round.”</i> There are numerous flaws with this excuse. First, what if the company contacts you the day or week after you submit? You won’t be ready. Second, you should NOT apply with just a résumé. You want to do a great cover letter and make it your first page in the résumé file rather than a separate document. An application is a selling opportunity! But you need to research the job, company, people, and industry in order to write a compelling cover letter.</span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Excuse #7:</b> “<i>It’s a phone interview, not a face-to-face, so it must not be that important.”</i> First, this is flawed thinking! More and more companies are doing phone screens or interviews. Never underestimate the value of this conversation, the influence of the person on the phone (regardless of their title), or the importance of your performance. Second, you get to have notes in front of you! You should be amazingly prepared, as you don’t have to memorize anything. </span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Do you have what it takes to recognize that the responsibility to manage your career is fully on your shoulders? Are you prepared to change your approach and stop hiding behind excuses?  Of course you are! Ask for help, be positive, take action, and focus on execution. </span></p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">There are jobs out there for you – go and get one!</span></p>','Top Job Search Excuses – Are You Saying Any of These?','','inherit','open','open','','3370-revision-v1','','','2013-12-29 23:07:14','2013-12-29 23:07:14','',3370,'http://www.danamanciagli.com/set-your-goal/3370-revision-v1/',0,'revision','',0),(3375,8113,'2014-04-02 02:20:36','2014-04-02 02:20:36','<p>&nbsp;</p>\r\n[caption id=\"attachment_3376\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\"><img class=\"size-full wp-image-3376\" alt=\"Seven Tricks for Great Job Search or Networking Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\" width=\"128\" height=\"85\" /></a> Seven Tricks for Great Job Search or Networking Emails[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">E-mail is the primary method of communication for job searching and networking. Your e-mails should stand out because they are one of the better written ones. Inboxes are filled with crappy ones, too. Don’t be crappy. Here’s how:</span></p>\r\n<ol>\r\n<li>\r\n<p><b><i>“The Law of Threes.”</i></b> Say no more than 3 things in your email, then close it with your commitment to a next step. This will not only prevent you from rambling, but it will help the recipient to grasp your main points quickly.</p>\r\n</li>\r\n<li>\r\n<p><b>Send your email to yourself first.<i> </i></b>There is no better way to wear the shoes of your recipient than to send the email to yourself first. Open it, read it aloud to catch mistakes, and print it to see how it looks as a paper document. I guarantee you WILL find things to edit.</p>\r\n</li>\r\n<li>\r\n<p><b>Count the number of times you use variations of “I” versus “You.”</b> Remember, this job search is not about you. This communication, whether it is an application, a networking e-mail, or a follow-up, is all about <i>them</i> and how you believe you are the best candidate and employee for <i>them</i>.</p>\r\n</li>\r\n<li>\r\n<p><b>Write in Microsoft Word then copy to email.</b> Write your business letter in Microsoft Word then copy and paste that letter into your email body. This accomplishes two things: it will look nicer and you can save a copy of your letter in your documents folder.</p>\r\n</li>\r\n<li>\r\n<p><b>Proofread, proofread, and proofread again.</b> Check for proper spelling, grammar, punctuation, capitalization, <i>and</i> typing errors. All recruiters and hiring managers continue to be amazed at the amount of typos, missing commas, and run-on sentences. How should you proofread?</p>\r\n</li>\r\n</ol><ol>\r\n<ul>\r\n<li>\r\n<p>Read the email to yourself out loud.</p>\r\n</li>\r\n<li>\r\n<p>Send it to a friend or family member to proof for you.</p>\r\n</li>\r\n<li>\r\n<p>Read it from the bottom up.</p>\r\n</li>\r\n<li>\r\n<p>Correct all words and phrases underlined by the red, blue, and green squiggles that Microsoft generates for you.</p>\r\n</li>\r\n</ul>\r\n</ol><ol>\r\n<li>\r\n<p><b>When following up, attach the old message(s).</b> So often, when I receive a follow-up to a job inquiry, I get a fresh email from the candidate. “Ms. Manciagli, I sent you my résumé two weeks ago and I am writing to follow up.” Résumé? Always make it easy for the recipient to engage! Send your follow-up as a forward of the previous email AND reattach any previously submitted attachments, such as your cover letter and résumé.</p>\r\n</li>\r\n<li>\r\n<p><b>Bullet points are king.</b> Very few people like to pore through long, wordy emails. In the main body of your email, use bullets to outline your key points. The opening and closing sentences should be full sentences, but the core can be bullet points.</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Remember to take your time, proof your messages well, and always err on the formal side. </span></p>','Seven Tricks for Great Job Search or Networking E-mails','','publish','open','open','','seven-tricks-great-job-search-networking-e-mails','','','2015-02-15 18:26:38','2015-02-15 18:26:38','',0,'http://www.danamanciagli.com/?p=3375',0,'post','',0),(3376,8113,'2013-12-29 23:23:43','2013-12-29 23:23:43','E-mail is the primary method of communication for job searching and networking, in general. Your e-mails should stand out because they are one of the better written ones. Inboxes are filled with crappy ones, too. Don’t be crappy. Here’s how:','Seven Tricks for Great Job Search or Networking Emails','Seven Tricks for Great Job Search or Networking Emails','inherit','open','open','','seven-tricks-for-great-job-search-or-networking-emails','','','2013-12-29 23:23:43','2013-12-29 23:23:43','',3375,'http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg',0,'attachment','image/jpeg',0),(3377,8113,'2013-12-29 23:25:11','2013-12-29 23:25:11','<p>&nbsp;</p>\r\n[caption id=\"attachment_3376\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\"><img class=\"size-full wp-image-3376\" alt=\"Seven Tricks for Great Job Search or Networking Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Seven-Tricks-for-Great-Job-Search-or-Networking-Emails.jpg\" width=\"128\" height=\"85\" /></a> Seven Tricks for Great Job Search or Networking Emails[/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">E-mail is the primary method of communication for job searching and networking, in general. Your e-mails should stand out because they are one of the better written ones. Inboxes are filled with crappy ones, too. Don’t be crappy. Here’s how:</span></p>\r\n<ol>\r\n<li>\r\n<p><b><i>“The Law of Threes.”</i></b> Say no more than 3 things in your email, then close it with your commitment to a next step. This will not only prevent you from rambling, but it will help the recipient to grasp your main points quickly.</p>\r\n</li>\r\n<li>\r\n<p><b>Send your email to yourself first.<i> </i></b>There is no better way to wear the shoes of your recipient than to send the email to yourself first. Open it, read it aloud to catch mistakes, and print it to see how it looks as a paper document. I guarantee you WILL find things to edit.</p>\r\n</li>\r\n<li>\r\n<p><b>Count the number of times you use variations of “I” versus “You.”</b> Remember, this job search is not about you. This communication, whether it is an application, a networking e-mail, or a follow-up, is all about <i>them</i> and how you believe you are the best candidate and employee for <i>them</i>.</p>\r\n</li>\r\n<li>\r\n<p><b>Write in Microsoft Word then copy to email.</b> Write your business letter in Microsoft Word then copy and paste that letter into your email body. This accomplishes two things: it will look nicer and you can save a copy of your letter in your documents folder.</p>\r\n</li>\r\n<li>\r\n<p><b>Proofread, proofread, and proofread again.</b> Check for proper spelling, grammar, punctuation, capitalization, <i>and</i> typing errors. All recruiters and hiring managers continue to be amazed at the amount of typos, missing commas, and run-on sentences. How should you proofread?</p>\r\n</li>\r\n</ol><ol>\r\n<ul>\r\n<li>\r\n<p>Read the email to yourself out loud.</p>\r\n</li>\r\n<li>\r\n<p>Send it to a friend or family member to proof for you.</p>\r\n</li>\r\n<li>\r\n<p>Read it from the bottom up.</p>\r\n</li>\r\n<li>\r\n<p>Correct all words and phrases underlined by the red, blue, and green squiggles that Microsoft generates for you.</p>\r\n</li>\r\n</ul>\r\n</ol><ol>\r\n<li>\r\n<p><b>When following up, attach the old message(s).</b> So often, when I receive a follow-up to a job inquiry, I get a fresh email from the candidate. “Ms. Manciagli, I sent you my résumé two weeks ago and I am writing to follow up.” Résumé? Always make it easy for the recipient to engage! Send your follow-up as a forward of the previous email AND reattach any previously submitted attachments, such as your cover letter and résumé.</p>\r\n</li>\r\n<li>\r\n<p><b>Bullet points are king.</b> Very few people like to pour through long, wordy emails. In the main body of your email, use bullets to outline your key points. The opening and closing sentences should be full sentences, but the core can be bullet points.</p>\r\n</li>\r\n</ol>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Remember to take your time, proof your messages well, and always err on the formal side. </span></p>','Seven Tricks for Great Job Search or Networking E-mails','','inherit','open','open','','3375-revision-v1','','','2013-12-29 23:25:11','2013-12-29 23:25:11','',3375,'http://www.danamanciagli.com/set-your-goal/3375-revision-v1/',0,'revision','',0),(3378,8113,'2013-08-27 12:49:05','2013-08-27 12:49:05','<p>[caption id=\"attachment_2406\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/06/How-to-use-social-media-to-stay-unemployed-in-3-dreadful-steps.jpg\"><img class=\"size-medium wp-image-2406\" alt=\"How to use social media to stay unemployed in 3 dreadful steps\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/06/How-to-use-social-media-to-stay-unemployed-in-3-dreadful-steps-300x225.jpg\" width=\"300\" height=\"225\" /></a> How to use social media to stay unemployed in 3 dreadful steps[/caption]</p>\r\n\r\n<p>LinkedIn is a great networking tool and I use it all the time. In fact I received the following via LinkedIn two weeks ago. I present it here word for word, only changing the sender’s name to protect the innocent (or, in this case, the guilty).</p>\r\n<p>Pop Quiz: How many flaws can you find in Randy’s approach? The following was sent to hundreds of Randy’s LinkedIn connections:<i></i></p>\r\n<p><i>“</i><i>I elected to communicate my immediate need homogenously to anyone who might be the source of my next opportunity. </i><i>My objective is still a position in which my unique combination of business-building skills plugs in directly and supports those of the CEO of a $5 to $20 million company.  </i><i> </i></p>\r\n<p><i>My priority, though, is to secure a position in the next two weeks that will enable me to bring my family from Dallas during the second week of June.  This overrides the objective! My need is urgent.</i><i> </i></p>\r\n<p><i>Please let me know what I can do to make this happen.  We can talk on the phone or meet if that will help direct thoughts on which of the people you know could benefit from someone adept in problem solving, dispute resolution and creative solutions.  I appreciate your considering this very important request.”</i></p>\r\n<p><b>Flaw Number 1:</b> While I applaud Randy’s effort to let his network know that he is looking for a job, this is desperate and thoughtless. No recipient wants to be the “source of my next opportunity.” They want to be talked to like a person.</p>\r\n<p>If I were standing in front of Randy, he might have started with something like, “I’m sorry for the impersonal approach, but I could really use your help.” As a rule, I don’t recommend these broadcasts and the odds of this one generating a meaningful result are slim to none.</p>\r\n<p><b>Flaw Number 2:</b> Randy’s job search goal is squishy, selfish, and unrealistic. In my book, <b><i>Cut the Crap, Get a Job</i></b>, I spend an entire chapter on the definition of a good goal and bad goal. And nobody should be job searching without a great goal statement that you can articulate to virtually anybody including friends, recruiters, and your network.</p>\r\n<ul>\r\n<li>Randy’s goal is missing the single most important ingredient: WHAT FUNCTION?  Does Randy want to be a Chief Executive Officer or an Executive Administrative Assistant? Or is he a sales manager or operations manager?</li>\r\n<li>Another flaw in the goal: his use of “my unique combination of business-building skills…” This is not about you, Randy! His goal should state what he can do for somebody else. And I have no idea what “business-building skills” are!</li>\r\n<li>Finally, “<i>supporting the CEO of a $5 to $20 million company.” </i>So we, the recipients, don’t know what type of function or what industry, but we have a very narrow definition of the size of Randy’s target company. He would be better off saying “small to medium business.”</li>\r\n</ul>\r\n<p><b>Flaw Number 3:</b> The close of Randy’s mission-critical request is very weak. Again, we hear a squishy description of “<i>someone adept in problem solving, dispute resolution and creative solutions.” </i>Not helpful for me, as a possible source. However, even worse, the ending has no “call to action” or next step for the recipient. “Please let me know what I can do to make this happen.” Make <i>what</i> happen?</p>\r\n<p>I get it. Making this type of request is awkward, humbling and Randy is clearly desperate. However, imagine if Randy ended his blast with, “<i>Please reply to this letter with any one of the following so I can get in touch with you: </i></p>\r\n<ul>\r\n<li><i>Do you know of any open positions or any hiring managers I should contact now?</i></li>\r\n<li><i>Do you have any favorite sources of open positions you can send me to? (Groups, associations, etc.)</i></li>\r\n<li><i>Would you like me to contact you to provide any additional information?</i></li>\r\n</ul>\r\n<p>Millions of employed and unemployed people are networking for their next career move. Don’t be Randy.</p>\r\n','How to Use Social Media to Stay Unemployed in 3 Dreadful Steps','','inherit','open','open','','2403-revision-v1','','','2013-08-27 12:49:05','2013-08-27 12:49:05','',2403,'http://www.danamanciagli.com/set-your-goal/2403-revision-v1/',0,'revision','',0),(3380,8113,'2014-01-01 21:28:55','2014-01-01 21:28:55','[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\r\n<p>Are you one of the millions who reads - with envy - how someone’s success was dedicated to the great insights and support they got from a mentor? Are you one of the additional millions that keep committing to asking for a mentor but never get around to it? </p>\r\n<p>Failure to build and maintain mentor relationships is tragic. And the efforts and investments made by companies to foster mentor relationships are meeting with little success.</p>\r\n<p>Why? Because the responsibility resides with YOU, the employee, to establish and maintain a mentor relationship. It’s work. But it’s powerful work that can result in tremendous personal and professional success, regardless of your definition of success.</p>\r\n<p>Some people use the excuse, “My boss is my mentor.” No, your boss is your boss. He or she has a different perspective than a mentor would have and there may be certain things you don’t share with your boss - for all the right reasons.</p>\r\n<p>During my 11-year tenure at Microsoft Corporate headquarters as a General Manager of worldwide sales, I was a spokesperson and advocate for the worldwide Mentor Program. I was proud to work for a company who “built the field” for any employee at any level to be a mentor and to have mentors.</p>\r\n<p>All an employee had to do was type <b><i>mentor</i></b> in the intranet address bar and he or she could request a mentor or offer to be a mentor. Microsoft encouraged all employees to be both. The system served as matchmaker and provided a tool for a number of valuable activities including:</p>\r\n<ul>\r\n<li>Teaching what it takes to be a great mentee or mentor.</li>\r\n<li>Establishing mentor relationships.</li>\r\n<li>Maintaining mentor relationships.</li>\r\n<li>Renewing mentor relationships.</li>\r\n</ul>\r\n<p>Even after the company implemented strategic efforts globally and made multiple attempts to promote the online tool, the statistics were pathetic. In summary, there were two critical problems: First, light participation by both mentees and mentors. Second, and even more concerning, there was a huge drop-off in execution or follow-through. Meetings weren’t taking place and career-building discussions were not happening.</p>\r\n<p>Microsoft recently closed down the tool. Gone. Opportunity lost!</p>\r\n<p>I am now a proud Microsoft alumnus who is “living my legacy” by speaking, blogging, authoring books, and consulting on careers. There are three causes that I believe lead to this “mentoring apathy.”</p>\r\n<p><b>1. Lack of accountability</b> – Too many employees talk about their desire to grow their careers, but they claim, “My manager is not promoting me,” or “My Company doesn’t care about my career even though I’m working so hard.” Those who make their career growth Job#1 are the ones reaching out for strategic supporters.</p>\r\n<p><b>2. Poor time management</b> – Employees are feeling overwhelmed with balancing the work hours and family. They have no appetite to take on another extra-curricular task like networking or hosting a mentoring meeting. Yes, the mentee runs the meeting; not the mentor! The mentor is giving his or her time and wisdom.</p>\r\n<p><b>3. Disengaged employees</b> – Unfortunately, only 30% of U.S. workers are engaged, another 50% “non-engaged,” and an astonishing 20% are “actively disengaged,” according to a recent Gallup poll. They are “resting and vesting,” and have no desire or perceived need to build mentoring relationships… even though they should.</p>\r\n[caption id=\"attachment_3256\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring.jpg\"><img class=\"size-medium wp-image-3256\" alt=\"Be Accountable for Great Career Mentoring\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Be-Accountable-for-Great-Career-Mentoring-300x199.jpg\" width=\"300\" height=\"199\" /></a> Be Accountable for Great Career Mentoring[/caption]\r\n<p>My challenge to you: Re-start your mentoring effort. Solicit a number of diverse mentors, set up each meeting with a great agenda, and keep it going for years. Stop being one of the millions who are observing the power of mentorship from the side lines.</p>','Be Accountable for Great Career Mentoring ','','inherit','open','open','','3255-revision-v1','','','2014-01-01 21:28:55','2014-01-01 21:28:55','',3255,'http://www.danamanciagli.com/set-your-goal/3255-revision-v1/',0,'revision','',0),(3381,8113,'2014-01-04 04:32:54','2014-01-04 04:32:54','','Order &ndash; Jan 04, 2014 @ 04:32 AM','','wc-processing','open','closed','order_52c78ef264832','order-jan-04-2014-0432-am','','','2014-01-04 04:32:54','2014-01-04 04:32:54','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3381',0,'shop_order','',2),(3395,8113,'2014-01-06 18:36:26','2014-01-06 18:36:26','<p>Job Searching? Stop Those Random Acts of Application (R.A.A.)!</p>\r\n[caption id=\"attachment_3368\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\"><img class=\"size-full wp-image-3368\" alt=\"Job Searching? Stop Those Random Acts of Application (R.A.A.)!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\" width=\"128\" height=\"85\" /></a> Job Searching? Stop Those Random Acts of Application (R.A.A.)![/caption]\r\n<p>It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations:</p>\r\n<ol>\r\n<li>\r\n<p>Don’t just apply when you see something posted or advertised. Copy the opportunity into your <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b><span style=\"color: #0000ff;\">CTC Job Tracker</span></b></a> and keep hunting for more opportunities. Searching for opportunities and applying for jobs are two different activities. It’s too easy to make mistakes when you try to multitask.</p>\r\n</li>\r\n<li>\r\n<p>When you go to each job source, refer to your job search goals and identify the best job opportunities for you. To be sure the opportunity is the “best” for you, consider these three things:</p>\r\n</li>\r\n</ol>\r\n<ul>\r\n<li>\r\n<p><b><i>Are you qualified?</i></b> Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don’t worry if you have skill gaps. Your next job will be a great opportunity to learn something new.</p>\r\n</li>\r\n<li>\r\n<p><b><i>What do you want?</i></b> What day-to-day functions do you want to perform going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n</li>\r\n<li>\r\n<p><b><i>Does the job meet your personal goals?</i></b> For example, can you afford to relocate on your own, if needed? Don’t apply for something that you would have to decline – for any reason – if you get an offer.</p>\r\n</li>\r\n</ul>\r\n<p>Take the time to go to each search engine’s “How To” section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field.</p>\r\n<p>The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds (Really Simple Syndication, an XML-based standard and format used to distribute frequently updated content), while others charge a bit of money and may even claim to have an actual human doing the work for you.</p>\r\n<p><b>Don’t Make These Mistakes:</b></p>\r\n<p><b>Mistake #1</b>: Having a “squishy” goal in the first place, so your search results come back with way too many items; most of which are at the wrong level, requiring the wrong skills, located in the wrong geography, and more.</p>\r\n<p><b>Mistake #2</b>: <i>R.A.A.</i> or Random Acts of Application: You send off your résumé because you see the job posting right in front of you. You feel the urgency and can’t wait to get your fabulous credentials in their hands because you’re so PERFECT for this job! Will you have the discipline to just put it into your <b>CTC Job Tracker</b> and prepare to apply by doing some research and writing a cover letter?</p>\r\n<p>Sit down, study job postings, and write a specific and succinct description of the positions you are looking for – your job search goal. Then your applications will no longer be random; they will be perfectly targeted!</p>','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','','inherit','open','open','','3367-revision-v1','','','2014-01-06 18:36:26','2014-01-06 18:36:26','',3367,'http://www.danamanciagli.com/set-your-goal/3367-revision-v1/',0,'revision','',0),(3382,8113,'2014-01-05 04:45:01','2014-01-05 04:45:01','<p> Job Searching? Stop Those Random Acts of Application (R.A.A.)!</p>\r\n[caption id=\"attachment_3368\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\"><img class=\"size-full wp-image-3368\" alt=\"Job Searching? Stop Those Random Acts of Application (R.A.A.)!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\" width=\"128\" height=\"85\" /></a> Job Searching? Stop Those Random Acts of Application (R.A.A.)![/caption]\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations: </span></p>\r\n<ol>\r\n<li>\r\n<p>Don’t just apply when you see something posted or advertised. Copy the opportunity into your <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b><span style=\"color: #0000ff;\">CTC Job Tracker</span></b></a> and keep hunting for more opportunities. Searching for opportunities and applying for jobs are two different activities. It’s too easy to make mistakes when you try to multitask.</p>\r\n</li>\r\n<li>\r\n<p>When you go to each job source, refer to your job search goals and identify the best job opportunities for you. To be sure the opportunity is the “best” for you, consider these three things:</p>\r\n</li>\r\n</ol>\r\n<ul>\r\n<li>\r\n<p><b><i>Are you qualified?</i></b> Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don’t worry if you have skill gaps. Your next job will be a great opportunity to learn something new.</p>\r\n</li>\r\n<li>\r\n<p><b><i>What do you want?</i></b> What day-to-day functions do you want to perform going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\r\n</li>\r\n</ul>\r\n<p><b><i>Does the job meet your personal goals?</i></b> For example, can you afford to relocate on your own, if needed? Don’t apply for something that you would have to decline – for any reason – if you get an offer.</p>\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Take the time to go to each search engine’s “How To” section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field. The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds (Really Simple Syndication, an XML-based standard and format used to distribute frequently updated content), while others charge a bit of money and may even claim to have an actual human doing the work for you. </span></p>\r\n<p><b><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Don’t Make These Mistakes:</span></b></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><b>Mistake #1</b>: Having a “squishy” goal in the first place, so your search results come back with way too many items; most of which are at the wrong level, requiring the wrong skills, located in the wrong geography, and more.</span></span></span></p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\"><b>Mistake #2</b>: <i>R.A.A.</i> or Random Acts of Application: You send off your résumé because you see the job posting right in front of you. You feel the urgency and can’t wait to get your fabulous credentials in their hands because you’re so PERFECT for this job! Will you have the discipline to just put it into your <b>CTC Job Tracker</b> and prepare to apply by doing some research and writing a cover letter? </span></span></span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Sit down, study job postings, and write a specific and succinct description of the positions you are looking for – your job search goal. Then your applications will no longer be random; they will be perfectly targeted! </span></p>','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','','inherit','open','open','','3367-revision-v1','','','2014-01-05 04:45:01','2014-01-05 04:45:01','',3367,'http://www.danamanciagli.com/set-your-goal/3367-revision-v1/',0,'revision','',0),(3384,8113,'2014-01-05 04:49:39','2014-01-05 04:49:39','<p>&nbsp;</p>\r\n<p><span style=\"font-family: Calibri;\"><a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search.jpg\"><img class=\"alignright size-medium wp-image-3313\" alt=\"Do Not Give Up On Form Letter Responses to Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search-300x300.jpg\" width=\"300\" height=\"300\" /></a>Joey applied to a managerial position he really wanted. Then he received the following email, which seemed like a form letter. He is wondering if he still has a shot at this job. Should he respond so that he has the best chance possible to get an interview?</span></p>\r\n<p><span style=\"font-family: Calibri;\">Here\'s the email Joey received:</span></p>\r\n<p><i><span style=\"font-family: Calibri;\">Thank you for your email earlier this week and for your interest in our open position.  I wanted to give you an update on where we are in the hiring process. Currently, we are reviewing all the applicants’ information. We expect to make a decision within the next 10 days, though. If we need to meet with you, I will contact you directly.  </span></i></p>\r\n<p><span style=\"font-family: Calibri;\"><i>Thanks for your patience and please let me know if you have any</i> questions.     </span></p>\r\n<p><b><span style=\"font-family: Calibri;\">My advice:</span></b></p>\r\n<p><span style=\"font-family: Calibri;\">Too many candidates give up after receiving form e-mails. Don’t!  </span></p>\r\n<p><span style=\"font-family: Calibri;\">Since Joey has an inside track and possibly has some contacts within the company, he should take advantage of this 10 day window and do something. Opportunities include:</span></p>\r\n<ul>\r\n<li>\r\n<p>Craft an e-mail that shares your passion for their company and position AND tell them 3 reasons why you are the best fit <span style=\"text-decoration: underline;\">based on their job description</span>.</p>\r\n</li>\r\n<li>\r\n<p>Example: “Mr. Smith, per your job description and my research, you need someone who has experience with X and I have 7 years excelling in that arena. Additionally, you seek an analytical and detail-oriented person and I have high feedback marks in both of those categories”</p>\r\n</li>\r\n<li>\r\n<p>Close the e-mail with an expression of your interest in their position and ask to please be included in the interview process. </p>\r\n</li>\r\n<li>\r\n<p>If you don’t know anybody within the company, now is the time to start searching via LinkedIn. Find other employees, ask for their time to learn more about the company and see if they would be willing to forward your credentials to the hiring manager. Many companies have an employee referral program where they get paid if you are hired, too.<span style=\"font-family: Calibri;\"> </span></p>\r\n</li>\r\n</ul>\r\n<p><span style=\"font-family: Calibri;\">Keep networking to get your credentials on the desk of the hiring manager and be persistent. My rule: follow up every 5 working days with a new type of e-mail. Do that three times, minimally. Be formal and professional as you are building a networking relationship for the long term as well as for the short term.  </span></p>','Don’t Give Up On Form Letter Responses to Your Job Search','','inherit','open','open','','3311-revision-v1','','','2014-01-05 04:49:39','2014-01-05 04:49:39','',3311,'http://www.danamanciagli.com/set-your-goal/3311-revision-v1/',0,'revision','',0),(3383,8113,'2014-01-05 04:48:57','2014-01-05 04:48:57','<p>&nbsp;</p>\r\n[caption id=\"attachment_3312\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Don’t-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search.jpg\"><img class=\"size-medium wp-image-3312\" alt=\"Don’t Give Up On Form Letter Responses to Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Don’t-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search-300x300.jpg\" width=\"300\" height=\"300\" /></a> Don’t Give Up On Form Letter Responses to Your Job Search[/caption]\r\n<p><span style=\"font-family: Calibri;\"><a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search.jpg\"><img class=\"alignright size-medium wp-image-3313\" alt=\"Do Not Give Up On Form Letter Responses to Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Do-Not-Give-Up-On-Form-Letter-Responses-to-Your-Job-Search-300x300.jpg\" width=\"300\" height=\"300\" /></a>Joey applied to a managerial position he really wanted. Then he received the following email, which seemed like a form letter. He is wondering if he still has a shot at this job. Should he respond so that he has the best chance possible to get an interview?</span></p>\r\n<p><span style=\"font-family: Calibri;\">Here\'s the email Joey received:</span></p>\r\n<p><i><span style=\"font-family: Calibri;\">Thank you for your email earlier this week and for your interest in our open position.  I wanted to give you an update on where we are in the hiring process. Currently, we are reviewing all the applicants’ information. We expect to make a decision within the next 10 days, though. If we need to meet with you, I will contact you directly.  </span></i></p>\r\n<p><span style=\"font-family: Calibri;\"><i>Thanks for your patience and please let me know if you have any</i> questions.     </span></p>\r\n<p><b><span style=\"font-family: Calibri;\">My advice:</span></b></p>\r\n<p><span style=\"font-family: Calibri;\">Too many candidates give up after receiving form e-mails. Don’t!  </span></p>\r\n<p><span style=\"font-family: Calibri;\">Since Joey has an inside track and possibly has some contacts within the company, he should take advantage of this 10 day window and do something. Opportunities include:</span></p>\r\n<ul>\r\n<li>\r\n<p>Craft an e-mail that shares your passion for their company and position AND tell them 3 reasons why you are the best fit <span style=\"text-decoration: underline;\">based on their job description</span>.</p>\r\n</li>\r\n<li>\r\n<p>Example: “Mr. Smith, per your job description and my research, you need someone who has experience with X and I have 7 years excelling in that arena. Additionally, you seek an analytical and detail-oriented person and I have high feedback marks in both of those categories”</p>\r\n</li>\r\n<li>\r\n<p>Close the e-mail with an expression of your interest in their position and ask to please be included in the interview process. </p>\r\n</li>\r\n<li>\r\n<p>If you don’t know anybody within the company, now is the time to start searching via LinkedIn. Find other employees, ask for their time to learn more about the company and see if they would be willing to forward your credentials to the hiring manager. Many companies have an employee referral program where they get paid if you are hired, too.<span style=\"font-family: Calibri;\"> </span></p>\r\n</li>\r\n</ul>\r\n<p><span style=\"font-family: Calibri;\">Keep networking to get your credentials on the desk of the hiring manager and be persistent. My rule: follow up every 5 working days with a new type of e-mail. Do that three times, minimally. Be formal and professional as you are building a networking relationship for the long term as well as for the short term.  </span></p>','Don’t Give Up On Form Letter Responses to Your Job Search','','inherit','open','open','','3311-revision-v1','','','2014-01-05 04:48:57','2014-01-05 04:48:57','',3311,'http://www.danamanciagli.com/set-your-goal/3311-revision-v1/',0,'revision','',0),(3386,8113,'2014-01-05 04:52:45','2014-01-05 04:52:45','[caption id=\"attachment_3315\" align=\"alignright\" width=\"198\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Handle-the-Job-Search-Salary-Dance.jpg\"><img class=\"size-medium wp-image-3315\" alt=\"How to Handle the Job Search Salary Dance\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Handle-the-Job-Search-Salary-Dance-198x300.jpg\" width=\"198\" height=\"300\" /></a> How to Handle the Job Search Salary Dance[/caption]\r\n<p>What\'s the best way to deal with the \"salary dance\" when interviewing for a job? A client recently asked me a series of questions: <i>When</i> <i>I ask what a job pays, and I usually get a vague answer that includes a wide range of numbers. Then the interviewer asks what my salary requirements are, and I don\'t know what to say. I don\'t want to say too high of a number because I\'m afraid they\'ll write me off immediately, but I also don\'t want to leave money on the table.</i> </p>\r\n<p>Oh, the dreaded money dance. Let’s help you make it less dreaded and more advantageous. There are two main scenarios: One where they are asking for your current salary AND your ‘required’ salary. Two, where you want to ask them money-based questions.</p>\r\n<p><span style=\"text-decoration: underline;\">Scenario #1: They are asking you about money.</span> Bottom line: you need to answer your recent income question honestly and clearly. They can find out or ask you for W-2s later, so there is no point in dancing. If you received a bonus in your prior position, then you can separate base and bonus and give a range of your bonus potential.  Example:  “My base was $60,000 but my bonus could range from 20% to 60% based on performance.” Now, when they ask you what your expected income is, you take the prior answer and justify some growth.  One way is in percentages. “In this position, I would be increasing my scope of responsibility so I would value a 10-20% increase from my prior earnings.” </p>\r\n<p>However, if you are concerned about saying anything at all (out-pricing yourself), you can say “Ms. Jones, I am confident that your financial offer will be market competitive and thank you for asking.” Smile and stop talking.</p>\r\n<p>A great way to deflect is to add “I do have a question for you; what are the top 3 metrics of success for this position?”</p>\r\n<p><span style=\"text-decoration: underline;\">Scenario #2:  You want to ask them about money.</span> This one is simple. Never, ever, ever, ever, ever raise money when you are interviewing. There is little goodness that can come out of it, often the interviewer doesn’t know, and it can turn off an interviewers. Get the offer in hand! Then you can negotiate and choose if this is an offer you want to accept. Don’t ask about benefits, allowances, bonuses, anything compensation-related.</p>\r\n<p>Job-seekers, regardless if you are interviewing within your own company or externally, put your burning money questions off to the side. Focus more on positioning yourself as the best candidate for them. It’s not about you! </p>','How to Handle the Job Search Salary Dance','','inherit','open','open','','3314-revision-v1','','','2014-01-05 04:52:45','2014-01-05 04:52:45','',3314,'http://www.danamanciagli.com/set-your-goal/3314-revision-v1/',0,'revision','',0),(3387,8113,'2014-01-05 04:55:48','2014-01-05 04:55:48','[caption id=\"attachment_3320\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\"><img class=\"size-full wp-image-3320\" alt=\"New Types of Interview Questions and How to Handle Them\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\" width=\"128\" height=\"128\" /></a> New Types of Interview Questions and How to Handle Them[/caption]\r\n<p><i>Lately, interviewers are starting to ask the following questions: </i></p>\r\n<ul>\r\n<li>\r\n<p><i>Would you prefer working as an individual contributor or on a team?</i></p>\r\n</li>\r\n<li>\r\n<p><i>Would you prefer working on a small or large team</i><i> </i></p>\r\n</li>\r\n</ul>\r\n<p><i>From Stephanie, an accountant, she said that “it seemed to me that the interviewer wanted me to choose one or the other answer to these questions. Without knowing the exact reporting structure, how does one approach this question? What is the interviewer really looking for?”  </i></p>\r\n<p>Always put yourself in the shoes of the interviewer! With this question, they are looking for your ability to deal with ambiguity and how well you understand the current dynamics of any organization. Your challenge is to develop a meaningful way to say “both” or “either.”</p>\r\n<p><strong>Question #1: Would you prefer working as an individual contributor or on a team?</strong></p>\r\n<p>Trust what you know: organizations are not as hierarchical or traditionally structured as they used to be. They are fluid, made up of “virtual teams” and blurred boundaries.   </p>\r\n<p>A great answer would be, <i>“My belief is that individual contributors <span style=\"text-decoration: underline;\">are</span> on a team in virtually any environment. Even though I might be working solely for one manager or on one project, I am still on a virtual team of experts from other departments.”   </i>If you can give a short example about the position <i>they </i>want to fill or a prior role you have had, do that.<b> </b></p>\r\n<p><strong>Question #2: Would you prefer working on a small or large team?</strong></p>\r\n<p>This question can either be a “trap” or an opportunity.  Which one do you want it to be? To make this and other similar either/or questions an opportunity to shine, pick a “theme” that is in common with both.  It could be “teamwork,” “cross-group collaboration,” “great communication,” or one of many other choices. </p>\r\n<p>A great answer would be, <i>“Mr. Simpson, whether my team would be a large or small one, it will be important that I am a great communicator and team player. Teams can start small then grow to be big; I am comfortable in any sized team.”</i> Be prepared to give an example of your teamwork in case they head into “situational” or “behavioral” interviewing by asking you for an example.<span style=\"color: #000000; font-family: Times New Roman; font-size: medium;\"> </span></p>\r\n<p>Study all of the most common interview questions with my Interview Guide <a title=\"link to download page\" href=\"http://www.danamanciagli.com/tool-downloads/\" target=\"_blank\">here</a>. </p>\r\n<p>Script yourself and go in fully prepared. What are your interview challenges? Write me here!</p>','New Types of Interview Questions and How to Handle Them','','inherit','open','open','','3319-revision-v1','','','2014-01-05 04:55:48','2014-01-05 04:55:48','',3319,'http://www.danamanciagli.com/set-your-goal/3319-revision-v1/',0,'revision','',0),(3388,8113,'2014-01-05 04:58:05','2014-01-05 04:58:05','[caption id=\"attachment_3317\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success.jpg\"><img class=\"size-medium wp-image-3317\" alt=\"Phone Interview Secrets to Success\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success-199x300.jpg\" width=\"199\" height=\"300\" /></a> Phone Interview Secrets to Success[/caption]\r\n<p>&nbsp;</p>\r\n<p>Janet, an attorney and looking for a new job, had about 15 phone interviews since January.<i> “…but I\'m having a hard time getting to the next level, an in-person interview. I am very confident in my skills when interviewing in person, but I never seem to make it there. I do follow up e-mails, thank you letters, and ask good questions during my phone interviews. How do I ace a phone interview and turn it into an invitation for an in-person interview?”</i> </p>\r\n<p>Phone interviews are hard! You can’t see the interviewer to build a personal connection, you can’t read their non-verbal language, and sometimes it’s downright awkward. Yet phone interviews are on the rise to minimize the high cost of face-to-face interviews and to efficiently weed out a stack of applicants. </p>\r\n<p>The good news: <b>a phone interview is an open-book quiz!</b> <b>You get to cheat on phone interviews!</b> You get to have notes in front of you with scripted answers to every one of the most commonly asked interview questions. And the key to a great phone interview is to know when to stop talking. </p>\r\n<p>Here is <i>Dana Manciagli’s Law of Threes</i> for interviews:  Say no more than three bullet-point answers to every question then stop talking. Again, 2-3 short answers and <b><i>shut up</i></b>. This will not only make you more at ease, you will appear confident to the listener. If they want more information, they will ask! </p>\r\n<p>Three more ways to get to the face-to-face interview level:</p>\r\n<ul>\r\n<li>\r\n<p><b>Don’t underestimate anybody.</b> Whether the person on the other end of the phone is a 22-year old screener, a recruiter, a human resources manager, or the hiring manager, you need to be positive, energetic, and focused. Find a quiet location, stand up so you project your voice, and listen to the questions very carefully.</p>\r\n</li>\r\n<li>\r\n<p><b>Make yourself relevant to them</b>. Be sure you have studied the job description and answer with skills and experiences that are important to solve their challenges. Interviews are not about you!</p>\r\n</li>\r\n<li>\r\n<p><b>Go for the close.</b> Many interviewees tell me, “<i>They hung up before I could ask for the next step</i>.” <br /> Even if the call is running late and they are saying goodbye, you need to read your scripted close that shows your passion and asks for the face-to-face interview.  An example: “Ms. Jones, I’d like to express my passion for this position and ask for the opportunity to have a face-to-face interview.”</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Times New Roman; font-size: medium;\"> Write me with your job search challenges at any time!</span></p>','Phone Interview Secrets to Success','','inherit','open','open','','3316-revision-v1','','','2014-01-05 04:58:05','2014-01-05 04:58:05','',3316,'http://www.danamanciagli.com/set-your-goal/3316-revision-v1/',0,'revision','',0),(3389,8113,'2014-01-05 05:00:50','2014-01-05 05:00:50','[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n<ul>\r\n<li>\r\n<p>How to navigate complex, matrixed organizations.</p>\r\n</li>\r\n<li>\r\n<p>How to lead cross-functional teams and collaborate across multiple organizations.</p>\r\n</li>\r\n<li>\r\n<p>How to understand the corporate politics around you.</p>\r\n</li>\r\n</ul>\r\n</li>\r\n</ul>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>\r\n<p>&nbsp;</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-revision-v1','','','2014-01-05 05:00:50','2014-01-05 05:00:50','',3322,'http://www.danamanciagli.com/set-your-goal/3322-revision-v1/',0,'revision','',0),(3420,8113,'2014-01-30 01:39:07','2014-01-30 01:39:07','[caption id=\"attachment_3327\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\"><img class=\"size-full wp-image-3327\" alt=\"How to Talk About Reasons You Were Let Go\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\" width=\"85\" height=\"128\" /></a> How to Talk About Reasons You Were Let Go[/caption]\r\n<p><i>As I go out and interview, how do I position the reasons that my last two jobs ended? </i></p>\r\n<p>Great question and the good news is that you are in good company as many applicants today have moved around multiple jobs in short time spans. The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.” </p>\r\n<p>Rule #1: You don’t need to offer the reason you changed roles unless asked.</p>\r\n<p>Interviewers look for the following: Are you self-aware, what did you learn, are you positive or negative, are you still confident?</p>\r\n<p>Solution: Create a script to address a short rationale for each departure. Let’s take your examples then give others:</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “…needed to cut staff to make it attractive to investors.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “…mass multi-department downsizing due to business decline.”</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “I was not a good fit for the new duties.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “My entire department’s function was eliminated due to the Affordable Care Act (Obamacare) implementation.”</p>\r\n<p>Other good examples: </p>\r\n<p style=\"padding-left: 30px;\">“Reduction in force (RIF) due to challenging financials.”</p>\r\n<p style=\"padding-left: 30px;\">“Re-organization eliminated my team.”</p>\r\n<p style=\"padding-left: 30px;\">“The company down-sized, like many in the industry.”</p>\r\n<p style=\"padding-left: 30px;\">“Multiple departments were cut, including mine.”</p>\r\n<p>Remember that you must have the majority of skills and experiences if you got the interview! If the company was concerned about the reason you are applying, they probably wouldn’t have granted you the interview. Shift your energy to preparing for the interview on so many levels, not just the reasons for your job dismissals. Do you have a concise answer to “tell me about yourself” or “why do you want this job?” Most interviewers blow it on the most commonly asked questions during an interview.</p>','How to Talk About Reasons You Were Let Go ','','inherit','open','open','','3326-revision-v1','','','2014-01-30 01:39:07','2014-01-30 01:39:07','',3326,'http://www.danamanciagli.com/set-your-goal/3326-revision-v1/',0,'revision','',0),(4769,8311,'2015-02-17 04:25:53','2015-02-17 04:25:53','<p>Networking for personal growth, career growth or business growth, and sales is a topic relevant to virtually every audience. While everybody “gets” they need to do it, Dana teaches them how, addresses the excuses preventing people from networking, and helps them avoid common pitfalls. Dana’s approach is clear and she delivers a process that every audience member will take away and use. She is called “the queen of networking” and gives her recommendations openly and with passion.</p>\n<div class=\"clear\"></div>\n<p class=\"bold_text\">PROGRAM TAKE-AWAYS</p>\n\n<ul>\n	<li>Start developing your networking plan now.</li>\n	<li>Avoid the common excuses that prevent you from relationship-building success.</li>\n	<li>Discover the essential ingredients to maintaining long-term, two-way relationships.</li>\n</ul>','Network Brilliantly!','','inherit','open','open','','4396-autosave-v1','','','2015-02-17 04:25:53','2015-02-17 04:25:53','',4396,'http://www.danamanciagli.com/4396-autosave-v1/',0,'revision','',0),(3392,8113,'2014-01-05 05:09:49','2014-01-05 05:09:49','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\r\n<p>First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\r\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\r\n<ol>\r\n<li>\r\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\r\n</li>\r\n<li>\r\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\r\n</li>\r\n<li>\r\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\r\n</li>\r\n<li>\r\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\r\n</li>\r\n<li>\r\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\r\n</li>\r\n<li>\r\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\r\n</li>\r\n</ol>\r\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','inherit','open','open','','3338-revision-v1','','','2014-01-05 05:09:49','2014-01-05 05:09:49','',3338,'http://www.danamanciagli.com/set-your-goal/3338-revision-v1/',0,'revision','',0),(3394,8113,'2014-01-06 18:35:45','2014-01-06 18:35:45','<p>Job Searching? Stop Those Random Acts of Application (R.A.A.)!</p>\n[caption id=\"attachment_3368\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\"><img class=\"size-full wp-image-3368\" alt=\"Job Searching? Stop Those Random Acts of Application (R.A.A.)!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Searching-Stop-Those-Random-Acts-of-Application-RAA.jpg\" width=\"128\" height=\"85\" /></a> Job Searching? Stop Those Random Acts of Application (R.A.A.)![/caption]\n<p>It’s tempting, I know. See a job posting, apply. Rinse, repeat. Then hope that with all of that activity, someone contacts you. Here are some recommendations:</p>\n<ol>\n<li>\n<p>Don’t just apply when you see something posted or advertised. Copy the opportunity into your <a href=\"http://www.danamanciagli.com/tool-downloads/\"><b><span style=\"color: #0000ff;\">CTC Job Tracker</span></b></a> and keep hunting for more opportunities. Searching for opportunities and applying for jobs are two different activities. It’s too easy to make mistakes when you try to multitask.</p>\n</li>\n<li>\n<p>When you go to each job source, refer to your job search goals and identify the best job opportunities for you. To be sure the opportunity is the “best” for you, consider these three things:</p>\n</li>\n</ol>\n<ul>\n<li>\n<p><b><i>Are you qualified?</i></b> Do you have most of the skills that the job description asks for? Remember, nobody has all of the skills, so don’t worry if you have skill gaps. Your next job will be a great opportunity to learn something new.</p>\n</li>\n<li>\n<p><b><i>What do you want?</i></b> What day-to-day functions do you want to perform going forward? How do you want to spend 8 hours a day? What kind of work do you want to avoid?</p>\n</li>\n<li>\n<p><b><i>Does the job meet your personal goals?</i></b> For example, can you afford to relocate on your own, if needed? Don’t apply for something that you would have to decline – for any reason – if you get an offer.</p>\n</li>\n</ul>\n<p>Take the time to go to each search engine’s “How To” section and learn how to do great advanced job searches. It will save you time and help you find the right jobs for you. Many job-related websites offer \"personal job agents\" that can help automate your job search. Tell these agents (not real people) what type of job you\'re looking for and then the agent will send you an email whenever something opens up in your field. The quality of these so-called agents varies widely, with some sites offering little more than per-category RSS feeds (Really Simple Syndication, an XML-based standard and format used to distribute frequently updated content), while others charge a bit of money and may even claim to have an actual human doing the work for you.</p>\n<p><b>Don’t Make These Mistakes:</b></p>\n<p><b>Mistake #1</b>: Having a “squishy” goal in the first place, so your search results come back with way too many items; most of which are at the wrong level, requiring the wrong skills, located in the wrong geography, and more.</p>\n<p><b>Mistake #2</b>: <i>R.A.A.</i> or Random Acts of Application: You send off your résumé because you see the job posting right in front of you. You feel the urgency and can’t wait to get your fabulous credentials in their hands because you’re so PERFECT for this job! Will you have the discipline to just put it into your <b>CTC Job Tracker</b> and prepare to apply by doing some research and writing a cover letter?</p>\n<p>Sit down, study job postings, and write a specific and succinct description of the positions you are looking for – your job search goal. Then your applications will no longer be random; they will be perfectly targeted!</p>','Job Searching? Stop Those Random Acts of Application (R.A.A.)!','','inherit','open','open','','3367-autosave-v1','','','2014-01-06 18:35:45','2014-01-06 18:35:45','',3367,'http://www.danamanciagli.com/set-your-goal/3367-autosave-v1/',0,'revision','',0),(3396,8113,'2014-01-13 05:12:22','2014-01-13 05:12:22','','Order &ndash; Jan 13, 2014 @ 05:12 AM','','wc-processing','open','closed','order_52d375b22f79b','order-jan-13-2014-0512-am','','','2014-01-13 05:12:22','2014-01-13 05:12:22','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3396',0,'shop_order','',2),(3397,8113,'2014-01-13 12:43:02','2014-01-13 12:43:02','','Order &ndash; Jan 13, 2014 @ 12:42 PM','','wc-processing','open','closed','order_52d3df4eee81d','order-jan-13-2014-1242-pm','','','2014-01-13 12:43:02','2014-01-13 12:43:02','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3397',0,'shop_order','',2),(3398,8113,'2014-01-14 01:56:09','2014-01-14 01:56:09','','Order &ndash; Jan 14, 2014 @ 01:56 AM','','wc-processing','open','closed','order_52d4993113fa3','order-jan-14-2014-0156-am','','','2014-01-14 01:56:09','2014-01-14 01:56:09','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3398',0,'shop_order','',2),(3438,8113,'2014-02-08 16:27:15','2014-02-08 16:27:15','','Order &ndash; Feb 08, 2014 @ 04:27 PM','','wc-processing','open','closed','order_52f65ade4d24a','order-feb-08-2014-0427-pm','','','2014-02-08 16:27:15','2014-02-08 16:27:15','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3438',0,'shop_order','',0),(3401,8113,'2014-01-20 17:54:14','2014-01-20 17:54:14','[caption id=\"attachment_3317\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success.jpg\"><img class=\"size-medium wp-image-3317\" alt=\"Phone Interview Secrets to Success\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Phone-Interview-Secrets-to-Success-199x300.jpg\" width=\"199\" height=\"300\" /></a> Phone Interview Secrets to Success[/caption]\n<p>Janet, an attorney and looking for a new job, had about 15 phone interviews since January.<i> “…but I\'m having a hard time getting to the next level, an in-person interview. I am very confident in my skills when interviewing in person, but I never seem to make it there. I do follow up e-mails, thank you letters, and ask good questions during my phone interviews. How do I ace a phone interview and turn it into an invitation for an in-person interview?”</i> </p>\n<p>Phone interviews are hard! You can’t see the interviewer to build a personal connection, you can’t read their non-verbal language, and sometimes it’s downright awkward. Yet phone interviews are on the rise to minimize the high cost of face-to-face interviews and to efficiently weed out a stack of applicants. </p>\n<p>The good news: <b>a phone interview is an open-book quiz!</b> <b>You get to cheat on phone interviews!</b> You get to have notes in front of you with scripted answers to every one of the most commonly asked interview questions. And the key to a great phone interview is to know when to stop talking. </p>\n<p>Here is <i>Dana Manciagli’s Law of Threes</i> for interviews:  Say no more than three bullet-point answers to every question then stop talking. Again, 2-3 short answers and <b><i>shut up</i></b>. This will not only make you more at ease, you will appear confident to the listener. If they want more information, they will ask! </p>\n<p>Three more ways to get to the face-to-face interview level:</p>\n<ul>\n<li>\n<p><b>Don’t underestimate anybody.</b> Whether the person on the other end of the phone is a 22-year old screener, a recruiter, a human resources manager, or the hiring manager, you need to be positive, energetic, and focused. Find a quiet location, stand up so you project your voice, and listen to the questions very carefully.</p>\n</li>\n<li>\n<p><b>Make yourself relevant to them</b>. Be sure you have studied the job description and answer with skills and experiences that are important to solve their challenges. Interviews are not about you!</p>\n</li>\n<li>\n<p><b>Go for the close.</b> Many interviewees tell me, “<i>They hung up before I could ask for the next step</i>.” Even if the call is running late and they are saying goodbye, you need to read your scripted close that shows your passion and asks for the face-to-face interview.  An example: “Ms. Jones, I’d like to express my passion for this position and ask for the opportunity to have a face-to-face interview.”</p>\n</li>\n</ul>\n<p>Write me with your job search challenges at any time!</p>','Phone Interview Secrets to Success','','inherit','open','open','','3316-autosave-v1','','','2014-01-20 17:54:14','2014-01-20 17:54:14','',3316,'http://www.danamanciagli.com/set-your-goal/3316-autosave-v1/',0,'revision','',0),(3404,8113,'2014-01-22 16:27:40','2014-01-22 16:27:40','<div class=\"container\">\r\n<div class=\"clear\"> </div>\r\n<div class=\"img_box fright\" style=\"background: none repeat scroll 0 0 #FBFBFB; border: 1px solid #ECE6E6; border-radius: 4px 4px 4px 4px; float: right; margin-top: 44px; padding: 1px;\"><img style=\"border: 1px solid #ECE6E6; border-radius: 5px 5px 5px 5px; height: 105px; width: 105px;\" alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker2.jpg\" width=\"180\" height=\"181\" /></div>\r\n<h3 style=\"border-bottom: 1px solid #C3C3C3; font-family: Droid Sans; font-size: 23px; line-height: 25px; margin-top: 6px; padding-bottom: 5px; color: #3f3f3f; font-weight: bold;\">Contact Dana for Interviews</h3>\r\n<p style=\"width: 504px; margin: 0px!important;\">As a dynamic and powerful speaker with extensive knowledge and 30+ years of experience in job-hunting, career growth, women in business and international sales and marketing, Dana speaks directly, dynamically and down to earth on her areas of expertise and passions, <span style=\"color: #ff6600;\"><a style=\"color: #000; text-decoration: none;\"><span style=\"color: #000;\">such as:</span></a></span></p>\r\n</div>\r\n<ul class=\"dos_and_dont\">\r\n<li>\r\n<p>Common mistakes and excuses job seekers make: the “crap” to avoid</p>\r\n</li>\r\n<li>\r\n<p>Current practices job seekers need to be aware of in today’s competitive era</p>\r\n</li>\r\n<li>\r\n<p>The way hiring managers see job seekers today</p>\r\n</li>\r\n<li>\r\n<p>Social media dos and don’ts for job seekers</p>\r\n</li>\r\n<li>\r\n<p>A hiring manager’s view of the top job seekers’ mistakes</p>\r\n</li>\r\n<li>\r\n<p>Why it is a New Era of Job Search – what job seekers need to know</p>\r\n</li>\r\n<li>\r\n<p style=\"border-bottom: none;\">Networking your way to get your next career move, internally within your current company or in your next company</p>\r\n</li>\r\n</ul>\r\n<div class=\"clear20\"> </div>\r\n<p>Dana has been in the media or on stage delivering major keynotes regularly for three decades and is an expert in delivering her message via live Television, by phone, by email, via Skype video, by impromptu video on location, webcasts and more.</p>\r\n<div class=\"clear20\"> </div>\r\n<p>To interview Dana Manciagli or book her for your next TV, radio, or internet broadcast, call Joanne McCall, <a style=\"color: #cb6f08; text-decoration: none;\" href=\"mailto:Joanne@joannemccall.net\">Joanne@joannemccall.net</a>, 503-642-4191</p>\r\n<div class=\"clear30\"> </div>\r\n<h3 class=\"coloured_head1\">Dana Manciagli In the News</h3>\r\n<div>[show_news_items]</div>\r\n<div class=\"press fleft\">\r\n<h3 class=\"press-category\"><span>Press</span></h3>\r\n<p>[pdfshow]</p>\r\n<!--p class=\"bio\"><a class=\"btn_bio1\" href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Dana_Manciagli_Long_Bio_040813.pdf\" target=\"_blank\">Long Bio</a><a class=\"btn_bio marginR10\" href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/Dana_Manciagli_Short_Bio_040813.pdf\" target=\"_blank\">Short Bio</a></p-->\r\n<ul>\r\n<li>\r\n<p>Dana Manciagli Bio</p>\r\n</li>\r\n<li>\r\n<p>Book Overview <a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>Suggested Media Interview Questions <a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/InterviewTopics_Dana_Manciagli_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>Menu of Interview Topics <a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/InterviewTopics_Dana_Manciagli_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n<li>\r\n<p>3 New Ideas for Job Seekers<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/3_REVOLUTIONARY_JOB_SEARCH_TECHNIQUES_040813.pdf\" target=\"_blank\">here</a></p>\r\n</li>\r\n</ul>\r\n<div class=\"clear20\"> </div>\r\n<div class=\"clear20\"> </div>\r\n<h3 class=\"downloads-category\"><span>Downloads:</span></h3>\r\n<div class=\"download_books\">\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/04/speaker5.jpg\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=My5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Mi5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker1.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=NC5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTcuaG90bGluaw\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker2.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Ni5ob3RsaW5r\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=Ny5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fleft\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker3.png\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTAuaG90bGluaw==\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=OC5ob3RsaW5r\">Low-Res file</a></div>\r\n<div class=\"box fright\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/speaker4.jpg\" /> <a class=\"hires\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=MTEuaG90bGluaw==\">Hi-Res file</a> <a class=\"lowres\" href=\"http://www.danamanciagli.com/?wpdmact=process&amp;did=OS5ob3RsaW5r\">Low-Res file</a></div>\r\n</div>\r\n</div>\r\n<div class=\"clear15\"> </div>\r\n<h3 class=\"coloured_head1\" style=\"border-bottom: 1px solid #D6D6D6; color: #3e3e3e; float: left; font-size: 20px; margin-bottom: 10px; padding-bottom: 10px; padding-top: 10px; width: 600px;\">About Dana:</h3>\r\n<div style=\"float: left; width: 314px; margin-left: 29px; padding-top: 19px; font-style: normal!important;\">\r\n<p>Dana Manciagli has been a corporate executive for more than 30 years and has leveraged her employee hiring and management experience into that of author, blogger, keynote speaker, career coach, and global career expert.</p>\r\n<p style=\"margin: 0px!important;\">Dana has had a remarkable career in global sales and marketing roles in Fortune 500 corporations. Recently retired from a decade’s tenure at Microsoft as Worldwide Sales General Manager, Dana previously worked for Kodak as Vice President of Worldwide Marketing and climbed the corporate career ladder</p>\r\n<div style=\"color: #000000; float: left; font-size: 15px; width: 578px;\">through Sea-Land, Avery Dennison, and IBM. She also helped grow a technology start-up from early stage to IPO and sale of the company.</p>\r\n</div>\r\n</div>\r\n<div class=\"text_right\" style=\"float: right; padding-top: 16px;\"><img alt=\"\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/08/dana_image-1.jpg\" width=\"178\" /></div>\r\n<p><a class=\"readmre\" onclick=\"read()\">read</a></p>\r\n<div id=\"hide\" style=\"display: none; font-style: normal!important;\">\r\n<p>Dana has coached, interviewed, and hired thousands of job seekers. As a result, she has developed a proprietary job search and networking process. She has presented her concept at hundreds of career-centric and corporate events and is a prolific writer on the subject. Dana’s ideas and techniques are proven to be as effective for college graduates as for senior executives.</p>\r\n<p>Named a top “Women of Influence” in Seattle, Dana lives and works in Puget Sound where she serves on the Worldwide Board of Junior Achievement. She is also a breast cancer conqueror, received her MBA at the Thunderbird School of Global Management in Arizona, and speaks fluent Spanish. Dana shares her life with Mathis, is immensely proud of her two grown sons, Shane and Chad, and loves to golf and travel the world.</p>\r\n</div>\r\n','Media','','inherit','open','open','','15-revision-v1','','','2014-01-22 16:27:40','2014-01-22 16:27:40','',15,'http://www.danamanciagli.com/set-your-goal/15-revision-v1/',0,'revision','',0),(3405,8113,'2014-01-24 23:23:45','2014-01-24 23:23:45','[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>\r\n<p>&nbsp;</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-autosave-v1','','','2014-01-24 23:23:45','2014-01-24 23:23:45','',3322,'http://www.danamanciagli.com/set-your-goal/3322-autosave-v1/',0,'revision','',0),(3406,8113,'2014-01-24 23:24:14','2014-01-24 23:24:14','[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>\r\n<p>&nbsp;</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-revision-v1','','','2014-01-24 23:24:14','2014-01-24 23:24:14','',3322,'http://www.danamanciagli.com/set-your-goal/3322-revision-v1/',0,'revision','',0),(3407,8113,'2014-01-24 23:24:54','2014-01-24 23:24:54','<p>[caption id=\"attachment_3323\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\"><img class=\"size-full wp-image-3323\" alt=\"Transitioning from Smaller to Larger Companies\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Transitioning-from-Smaller-to-Larger-Companies.jpg\" width=\"128\" height=\"128\" /></a> Transitioning from Smaller to Larger Companies[/caption]</p>\r\n<p>Sandy has always worked for small and mid-sized companies. Now she wants to land a job with a large company that is a household name. But Sandy said “<i>most of the larger companies I\'ve interviewed with look down on me because I don\'t have \"corporate\" experience. How do I make the jump from a smaller company to a Fortune 500 firm?”</i></p>\r\n<ul>\r\n<li>\r\n<p>First, challenge that thought. Do they really look down on you because you don’t have corporate experience? Do you have any specific examples of things they said or did? Many job seekers make up mental stories that erode their confidence. Change that story: you can secure a great job once you prove that you have the skills and experience for their specific needs.</p>\r\n</li>\r\n<li>\r\n<p>Most important, by far, is to demonstrate that you are a fit for their unique position. Dissect the job description and match your skills and experiences to each one of their needs. More often than not, candidates are passed over because they are missing too many critical requirements, NOT because they don’t have corporate experience.</p>\r\n</li>\r\n<li>\r\n<p>IF you still believe they are rejecting you due to <i>lack of corporate experience</i>, then what are the attributes you need to demonstrate? These are key:</p>\r\n</li>\r\n</ul>\r\n<div style=\"margin-left: 15px;\">\r\n<ul>\r\n<li>How to navigate complex, matrixed organizations.</li>\r\n<li>How to lead cross-functional teams and collaborate across multiple organizations.</li>\r\n<li>How to understand the corporate politics around you.</li>\r\n</ul>\r\n</div>\r\n<p>Pick one or two of these attributes, then address the issue up front in your interview. “Mr. Smith, you may be questioning my ability to navigate around a corporate environment. Well, at my role at XYZ company, I dealt with large…” Be proactive yet concise, over-doing this can sound defensive.</p>\r\n<p>On a higher level, everybody is feeling some sort of discrimination or bias against them during their job search. Ageism, gender, lacking experience, too young, and much more. Yet many job seekers are getting jobs today in spite of their perceived gaps. </p>\r\n<p>The magic: you need to study the job description in great detail and the company, too. Then, spend hours and hours preparing for the application and the interview. Most job seekers put in far too little effort to compete in this new era. Are you seriously committed to your job search? If you need help, just ask!</p>','Transitioning from Smaller to Larger Companies','','inherit','open','open','','3322-revision-v1','','','2014-01-24 23:24:54','2014-01-24 23:24:54','',3322,'http://www.danamanciagli.com/set-your-goal/3322-revision-v1/',0,'revision','',0),(3414,8113,'2014-03-03 02:42:51','2014-03-03 02:42:51','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\n<p>A recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.</p>\r\n\r\n<p>The NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.</p>\r\n\r\n<p>After reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:</p>\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed, even if that means a career change.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\n<p>If you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!</p>\r\n\r\n<p>Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.</p>','4 ways to Avoid Becoming a Workaholic','','publish','open','open','','4-ways-avoid-becoming-workaholic','','','2015-02-16 23:22:11','2015-02-16 23:22:11','',0,'http://www.danamanciagli.com/?p=3414',0,'post','',0),(4765,7636,'2015-02-16 23:30:23','2015-02-16 23:30:23','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\n<p>There are a few things you can do to make your job search more effective through networking. First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\n<ol>\n<li>\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\n</li>\n<li>\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\n</li>\n<li>\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking or considering a career change, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\n</li>\n<li>\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\n</li>\n<li>\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\n</li>\n<li>\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\n</li>\n</ol>\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','inherit','open','open','','3338-autosave-v1','','','2015-02-16 23:30:23','2015-02-16 23:30:23','',3338,'http://www.danamanciagli.com/3338-autosave-v1/',0,'revision','',0),(3416,8113,'2014-01-28 21:38:45','2014-01-28 21:38:45','Watch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in. ','4 ways to Avoid Becoming a Workaholic','4 ways to Avoid Becoming a Workaholic','inherit','open','open','','4-ways-to-avoid-becoming-a-workaholic','','','2014-01-28 21:38:45','2014-01-28 21:38:45','',3414,'http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg',0,'attachment','image/jpeg',0),(3418,8113,'2014-01-30 01:36:55','2014-01-30 01:36:55','<p>&nbsp;</p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-revision-v1','','','2014-01-30 01:36:55','2014-01-30 01:36:55','',3331,'http://www.danamanciagli.com/set-your-goal/3331-revision-v1/',0,'revision','',0),(3419,8113,'2014-01-30 01:38:51','2014-01-30 01:38:51','[caption id=\"attachment_3327\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\"><img class=\"size-full wp-image-3327\" alt=\"How to Talk About Reasons You Were Let Go\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\" width=\"85\" height=\"128\" /></a> How to Talk About Reasons You Were Let Go[/caption]\n<p><i>As I go out and interview, how do I position the reasons that my last two jobs ended? </i></p>\n<p>Great question and the good news is that you are in good company as many applicants today have moved around multiple jobs in short time spans. The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.” </p>\n<p>Rule #1: You don’t need to offer the reason you changed roles unless asked.</p>\n<p>Interviewers look for the following: Are you self-aware, what did you learn, are you positive or negative, are you still confident?</p>\n<p>Solution: Create a script to address a short rationale for each departure. Let’s take your examples then give others:</p>\n<p style=\"padding-left: 30px;\">Instead of     “…needed to cut staff to make it attractive to investors.”</p>\n<p style=\"padding-left: 30px;\">Go with:        “…mass multi-department downsizing due to business decline.”</p>\n<p style=\"padding-left: 30px;\">Instead of     “I was not a good fit for the new duties.”</p>\n<p style=\"padding-left: 30px;\">Go with:        “My entire department’s function was eliminated due to the Affordable Care Act (Obamacare) implementation.”</p>\n<p>Other good examples: </p>\n<p style=\"padding-left: 30px;\">“Reduction in force (RIF) due to challenging financials.”</p>\n<p style=\"padding-left: 30px;\">“Re-organization eliminated my team.”</p>\n<p>“The company down-sized, like many in the industry.”</p>\n<p style=\"padding-left: 90px;\">“Multiple departments were cut, including mine.”</p>\n<p>Remember that you must have the majority of skills and experiences if you got the interview! If the company was concerned about the reason you are applying, they probably wouldn’t have granted you the interview. Shift your energy to preparing for the interview on so many levels, not just the reasons for your job dismissals. Do you have a concise answer to “tell me about yourself” or “why do you want this job?” Most interviewers blow it on the most commonly asked questions during an interview.</p>','How to Talk About Reasons You Were Let Go ','','inherit','open','open','','3326-autosave-v1','','','2014-01-30 01:38:51','2014-01-30 01:38:51','',3326,'http://www.danamanciagli.com/set-your-goal/3326-autosave-v1/',0,'revision','',0),(3421,8113,'2014-01-30 01:39:29','2014-01-30 01:39:29','<p>[caption id=\"attachment_3327\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\"><img class=\"size-full wp-image-3327\" alt=\"How to Talk About Reasons You Were Let Go\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/How-to-Talk-About-Reasons-You-Were-Let-Go.jpg\" width=\"85\" height=\"128\" /></a> How to Talk About Reasons You Were Let Go[/caption]</p>\r\n<p><i>As I go out and interview, how do I position the reasons that my last two jobs ended? </i></p>\r\n<p>Great question and the good news is that you are in good company as many applicants today have moved around multiple jobs in short time spans. The bad news is that many job seekers fumble around the reason they left. Poor examples are: “Off the record, my boss was a jerk; I was fired along with others; I left to pursue my next career move; I wasn’t learning anything.” </p>\r\n<p>Rule #1: You don’t need to offer the reason you changed roles unless asked.</p>\r\n<p>Interviewers look for the following: Are you self-aware, what did you learn, are you positive or negative, are you still confident?</p>\r\n<p>Solution: Create a script to address a short rationale for each departure. Let’s take your examples then give others:</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “…needed to cut staff to make it attractive to investors.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “…mass multi-department downsizing due to business decline.”</p>\r\n<p style=\"padding-left: 30px;\">Instead of     “I was not a good fit for the new duties.”</p>\r\n<p style=\"padding-left: 30px;\">Go with:        “My entire department’s function was eliminated due to the Affordable Care Act (Obamacare) implementation.”</p>\r\n<p>Other good examples: </p>\r\n<p style=\"padding-left: 30px;\">“Reduction in force (RIF) due to challenging financials.”</p>\r\n<p style=\"padding-left: 30px;\">“Re-organization eliminated my team.”</p>\r\n<p style=\"padding-left: 30px;\">“The company down-sized, like many in the industry.”</p>\r\n<p style=\"padding-left: 30px;\">“Multiple departments were cut, including mine.”</p>\r\n<p>Remember that you must have the majority of skills and experiences if you got the interview! If the company was concerned about the reason you are applying, they probably wouldn’t have granted you the interview. Shift your energy to preparing for the interview on so many levels, not just the reasons for your job dismissals. Do you have a concise answer to “tell me about yourself” or “why do you want this job?” Most interviewers blow it on the most commonly asked questions during an interview.</p>\r\n','How to Talk About Reasons You Were Let Go ','','inherit','open','open','','3326-revision-v1','','','2014-01-30 01:39:29','2014-01-30 01:39:29','',3326,'http://www.danamanciagli.com/set-your-goal/3326-revision-v1/',0,'revision','',0),(3422,8113,'2014-04-28 02:54:45','2014-04-28 02:54:45','[caption id=\"attachment_3424\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg\"><img class=\"size-medium wp-image-3424\" alt=\"Mobile Recruiting: A New Frontier in Talent Acquisition\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition-300x199.jpg\" width=\"300\" height=\"199\" /></a> Mobile Recruiting: A New Frontier in Talent Acquisition[/caption]\r\n<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.</p><p> One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.</p><p>\r\nTablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','publish','open','open','','mobile-recruiting-new-frontier-talent-acquisition','','','2015-02-15 18:07:35','2015-02-15 18:07:35','',0,'http://www.danamanciagli.com/?p=3422',0,'post','',0),(3423,8113,'2014-01-30 03:17:01','2014-01-30 03:17:01','<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.  One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.  Tablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','inherit','open','open','','3422-revision-v1','','','2014-01-30 03:17:01','2014-01-30 03:17:01','',3422,'http://www.danamanciagli.com/set-your-goal/3422-revision-v1/',0,'revision','',0),(3424,8113,'2014-01-30 03:22:23','2014-01-30 03:22:23','Mobile Recruiting: A New Frontier in Talent Acquisition','Mobile Recruiting_ A New Frontier in Talent Acquisition','Mobile Recruiting: A New Frontier in Talent Acquisition','inherit','open','open','','mobile-recruiting_-a-new-frontier-in-talent-acquisition','','','2014-01-30 03:22:23','2014-01-30 03:22:23','',3422,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg',0,'attachment','image/jpeg',0),(3425,8113,'2014-01-30 03:23:27','2014-01-30 03:23:27','[caption id=\"attachment_3424\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition.jpg\"><img class=\"size-medium wp-image-3424\" alt=\"Mobile Recruiting: A New Frontier in Talent Acquisition\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/Mobile-Recruiting_-A-New-Frontier-in-Talent-Acquisition-300x199.jpg\" width=\"300\" height=\"199\" /></a> Mobile Recruiting: A New Frontier in Talent Acquisition[/caption]\r\n<p>Businesses everywhere are facing challenges in sourcing and attracting the BEST talent, especially with the onset of a powerful millennial generation with unique characteristics and career desires.  One of the main characteristics of the emerging talent pool is that they are not only technology-savvy, but fluent in the use of multiple mobile devices.  Tablets, phones, laptops are ubiquitous and candidates expect their experiences to be good – and consistent – on every device they use.  For hiring companies of all sizes, mobile recruiting presents a unique set of challenges <span style=\"text-decoration: underline;\">and</span> opens a new set of opportunities to attract and hire future leaders.</p>\r\n<p>According to a 2013 survey by LinkedIn, 72% of job seekers have visited a company’s career site on their mobile device.  Job board sites like Indeed and Monster are seeing up to 40% of their traffic coming from mobile, and that number is expected to exceed 50% in 2014.  Soon the majority of job searches will be conducted on a mobile device.</p>\r\n<p>In the early days of the Internet, companies could choose to post jobs on a website, or not.  When social media recruiting came of age, companies could again choose to post jobs on social media sites, or not.  But mobile is different.  Mobile is a choice the job seeker has made.  Companies need to have a mobile recruiting presence because job seekers are increasingly using their smartphones and tablets to research opportunities.  So the only question that remains is: What kind of mobile experience will a company offer?</p>\r\n<p>An effective mobile recruiting strategy is more than just a mobile-friendly application form.  Mobile is increasingly becoming the first experience a job seeker has with an employer, so the opportunity to engage them is critically important.  That first impression can either draw a candidate in or it can be a roadblock to a candidate’s experience.</p>\r\n<p>“Capturing the attention and interest of a job seeker is the first goal of a mobile career site,” says Ed Newman, Vice President of Strategy for <a href=\"http://www.imomentous.com\">iMomentous</a>, a mobile recruiting solution provider.  “The mobile experience needs to engage candidates with compelling content, videos, photos, and social media that showcases the employer brand.  The application is just the tip of the iceberg.”</p>\r\n<p>There are three things that companies should be doing right now:</p>\r\n<p><b>1.      </b><b>Create a mobile-optimized career site</b>. Nothing frustrates smartphone users more than a website built for the desktop that doesn’t work well on mobile. Firms like iMomentous can help transform a traditional careers page into a mobile-friendly layout with content appropriate for a 4-inch screen.  “That first impression makes all the difference,” says Newman.</p>\r\n<p><b>2.      </b><b>Utilize social media channels</b> like LinkedIn, Twitter and Facebook, as well as job boards to drive traffic to a mobile careers page.  Job seekers are already using smartphones and apps to search for jobs and research companies, so providing a mobile destination should be central to any recruiting strategy.  QR codes, short URLs, and SMS keywords are also great tools to direct job seekers directly to the mobile site at career fairs and on-campus recruiting events.</p>\r\n<p><b>3.      </b><b>Streamline and “mobilize” the job application.</b>  According to Mr. Newman, “The application should take no more than 5 minutes to complete on mobile.  Capture just the required fields for a valid application and solicit additional information from candidates in subsequent steps.”  Candidates can submit a LinkedIn profile or upload a résumé from cloud services like Microsoft OneDrive (formerly SkyDrive), Google Drive, Dropbox, or Evernote.</p>\r\n<p>Mobile recruiting has become the go-to channel for job seekers to explore new opportunities.  Focusing on candidate engagement and the user experience is the key to driving successful applications.  Companies that embrace this new channel will get more mileage out of their recruitment dollars and position themselves as the employer of choice for today’s top candidates.</p>','Mobile Recruiting: A New Frontier in Talent Acquisition','','inherit','open','open','','3422-revision-v1','','','2014-01-30 03:23:27','2014-01-30 03:23:27','',3422,'http://www.danamanciagli.com/set-your-goal/3422-revision-v1/',0,'revision','',0),(3426,8113,'2014-01-30 04:55:13','2014-01-30 04:55:13','<a target=\"_blank\" href=\"http://www.womenetics.com/Trends/working-globally-dana-manciagli-margo-schlossberg-kathleen-brush?utm_source=Womenetics+Subscribers&amp;utm_campaign=08a5340410-enews_issue_347b_061913&amp;utm_medium=email&amp;utm_term=0_4c64e0c5ba-08a5340410-313038657#.Ut1tIxvT9e4.twitter \">Article Title featuring Dana </a><em><strong></strong></em>\r\n\r\n&nbsp;','Dana Featured as a Global Executive - Living Overseas','','publish','closed','closed','','dana-featured-global-executive-living-overseas','','','2014-08-26 07:30:59','2014-08-26 07:30:59','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3426',0,'news-item','',0),(3427,8113,'2014-01-30 04:52:32','2014-01-30 04:52:32','Dana Manciagli featured as a global executive','Womenetics lo“Respect the Business Card” and Other Lessons Learned Working Globally ','“Respect the Business Card” and Other Lessons Learned Working Globally ','inherit','open','open','','womenetics-logo','','','2014-01-30 04:52:32','2014-01-30 04:52:32','',3426,'http://www.danamanciagli.com/wp-content/uploads/2014/01/Womenetics-logo.jpg',0,'attachment','image/jpeg',0),(3463,8113,'2014-02-25 16:50:02','2014-02-25 16:50:02','','Order &ndash; Feb 25, 2014 @ 04:49 PM','','wc-processing','open','closed','order_530cc9b5bb33d','order-feb-25-2014-0449-pm','','','2014-02-25 16:50:02','2014-02-25 16:50:02','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3463',0,'shop_order','',0),(3429,8113,'2014-01-30 05:03:01','2014-01-30 05:03:01','Article Title:  <em><strong>6 Career Missteps to Avoid in 2014</strong></em>\r\n\r\n<a target=\"_blank\" href=\"http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/21/6-career-missteps-to-avoid-in-2014\">http://money.usnews.com/money/blogs/outside-voices-careers/2014/01/21/6-career-missteps-to-avoid-in-2014</a>\r\n\r\n<strong>Misstep 2: Being disrespectful to diversity.</strong>\r\n\r\n\"It is no longer acceptable to <a href=\"http://money.usnews.com/money/careers/slideshows/how-to-leverage-generational-diversity\">disregard the diversity</a>  we value in our companies today, whether generational, gender,  geographic, cultural, religious, etc. Major career missteps occur  between the four generations in our workplace today, our globally  diverse and often matrixed organizations, or gender differences in work  style. Examples of behaviors that have hurt careers: Calling meetings on  Saturdays, which is a day of rest for many cultures. Or excluding  certain people from important business conversations because of their  geographic location or need to work from home on a given day.\"\r\n\r\n–Dana Manciagli, speaker, consultant and author of \"Cut the Crap and Get a Job\"','US News & World Reports Features Dana Manciagli','','publish','closed','closed','','us-news-world-reports-features-dana-manciagli','','','2014-08-26 09:59:50','2014-08-26 09:59:50','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3429',0,'news-item','',0),(3430,8113,'2014-01-30 05:01:33','2014-01-30 05:01:33','Misstep 2: Being disrespectful to diversity.\n\n\"It is no longer acceptable to disregard the diversity we value in our companies today, whether generational, gender, geographic, cultural, religious, etc. Major career missteps occur between the four generations in our workplace today, our globally diverse and often matrixed organizations, or gender differences in work style. Examples of behaviors that have hurt careers: Calling meetings on Saturdays, which is a day of rest for many cultures. Or excluding certain people from important business conversations because of their geographic location or need to work from home on a given day.\"\n\n–Dana Manciagli, speaker, consultant and author of \"Cut the Crap and Get a Job\"\n','US News and World Report Features Dana Manciagli','US News and World Report Features Dana Manciagli','inherit','open','open','','us-news-and-world-report-logo','','','2014-01-30 05:01:33','2014-01-30 05:01:33','',3429,'http://www.danamanciagli.com/wp-content/uploads/2014/01/US-News-and-World-Report-Logo.jpg',0,'attachment','image/jpeg',0),(3431,8113,'2014-01-30 05:07:40','2014-01-30 05:07:40','Article title:  <a target=\"_blank\" href=\"https://www.simplyhired.com/advice/career/how-to-take-control-of-a-job-interview\"><em><strong>How to Take Control of a Job Interview</strong></em></a>\r\n\r\n&nbsp;','SimplyHired Features Dana Manciagli','','publish','closed','closed','','simplyhired-features-dana-manciagli','','','2014-08-26 09:56:34','2014-08-26 09:56:34','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3431',0,'news-item','',0),(3432,8113,'2014-01-30 05:06:58','2014-01-30 05:06:58','','SimplyHired Features Dana Manciagli','SimplyHired Features Dana Manciagli','inherit','open','open','','simplyhired-features-dana-manciagli','','','2014-01-30 05:06:58','2014-01-30 05:06:58','',3431,'http://www.danamanciagli.com/wp-content/uploads/2014/01/SimplyHired-Features-Dana-Manciagli.jpg',0,'attachment','image/jpeg',0),(3433,8113,'2014-04-21 03:03:20','2014-04-21 03:03:20','[caption id=\"attachment_3435\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg\"><img class=\"size-medium wp-image-3435\" alt=\"Job Candidates Three Ways to Stand Out Without Gimmicks\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks-199x300.jpg\" width=\"199\" height=\"300\" /></a> Job Candidates Three Ways to Stand Out Without Gimmicks[/caption]\r\n\r\n<p>A recent <a href=\"http://online.wsj.com/news/articles/SB10001424052702303947904579338600803676372?mod=djemCJ_h\"><i>Wall Street Journal</i> article</a> confirmed what you and I already knew: job application gimmicks rarely work. Then why do some of you keep trying them? Because job seekers don’t know what else to do in such a competitive job market.</p>\r\n\r\n<p>So the unemployment numbers are creeping down. Whoopie! So what? For you, there are still hundreds of applicants per job posting, you have no indication from companies how you’re faring, and it’s hard to break out of the <i>black hole</i> of Human Resources.</p>\r\n\r\n<p>Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations.</p>\r\n\r\n<p>Spoiler alert: you will say, “These are so basic.” If they are so basic, why do I need to say it again? Because you’re not doing them!</p>\r\n\r\n<p><b>1. Always do a cover letter. And stop using “I” in that cover letter, too! </b></p>\r\n\r\n<p>I recently posted a job at a University and all I’m getting are ”bare naked” résumés. Not just relevant résumés, but résumés from candidates with backgrounds in other fields than the one I am looking for. If you are applying to a job that you don’t have a strong fit for, then use your cover letter to explain why you want the job and why you are a good candidate.</p>\r\n\r\n<p>Even if it is clear (to you) that you have the background, your cover letter should list the top 3 requirements the company is looking for and what your direct experience is in those areas. Repeat: every point you make in the cover letter should start with THEIR requirements and finish with how you meet those requirements.</p>\r\n\r\n<p><b>2. Have a front door AND back door application strategy. What is that?</b></p>\r\n\r\n<p>First, the <b><i>front door</i></b> is “getting into the system” and applying for the position through a company’s required process. Although statistics show that very few candidates get jobs <i>purely</i> by applying through a job board or a corporate career site, you need to do this no matter how much you are networking. It shows respect for a company’s process and the role of their recruiting and hiring teams.</p>\r\n\r\n<p>Recently, a client of mine applied through the front door of a major telecommunications company. And, although he has yet to hear anything from the company on that position, an internal recruiter called him and asked him to apply for another position. He has since had phone and face-to-face interviews and they advised him that an offer is forthcoming. You never know!</p>\r\n\r\n<p>Now, the <b><i>back door</i></b> is what I call targeted networking. Immediately after applying, find the following: (a) anybody who knows anybody who works at that company and (b) employees of your target company. If you don’t know anybody, then LinkedIn is your best tool. Here are the steps:</p>\r\n<p style=\"padding-left: 30px;\">#1: Learn how to use LinkedIn by taking their <a href=\"http://help.linkedin.com/app/answers/detail/a_id/530\">tutorials here</a>. Don’t guess, job seekers, or you’ll make mistakes.</p>\r\n<p style=\"padding-left: 30px;\">#2: Connect with your targets by sending them a personal message. Never just click “connect” in your search results, which automatically sends a most uninspiring, impersonal message. Instead, open up their profile, click “connect” and erase all the text that is pre-populated. Although character spaces are limited, write something like, “<i>I just applied for a position in your company and I would like to ask for 15 minutes of your time via the phone. May I have your phone number to call within 3 working days?”</i></p>\r\n<p style=\"padding-left: 30px;\">#3: Watch your notifications to know when your connection accepts your invitation. Send them another message such as, “<i>Thank you for accepting my LinkedIn invitation. I would like to ask for 15 minutes of your time via the phone since I have just applied to a position in your company.</i>”</p>\r\n<p><b>3. ASK for support from your new network contacts.</b> There are two primary requests you want to make:</p>\r\n<ul>\r\n	<li>Employee referral program:  “John, I applied for the Training Specialist position in your company and was wondering if you would submit my credentials through your employee referral program?”</li>\r\n	<li>Introduction to the hiring manager: “Sally, I applied for an engineering position in your company and was wondering if you would forward my credentials directly to the hiring manager to help my odds of getting reviewed?”</li>\r\n</ul>\r\n<p>There are so many other ways to get ahead of the pack, but that’s all we have time for today!  Please contact me with any questions, comments or additional ideas!</p>','Job Candidates: Three Ways to Stand Out Without Gimmicks','','publish','open','open','','job-candidates-three-ways-stand-without-gimmicks','','','2015-02-15 18:17:16','2015-02-15 18:17:16','',0,'http://www.danamanciagli.com/?p=3433',0,'post','',0),(4777,8311,'2015-03-11 03:08:45','2015-03-11 03:08:45','[caption id=\"attachment_4792\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Lazy-LinkedIn-for-Networking.jpg\"><img class=\"size-medium wp-image-4792\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Lazy-LinkedIn-for-Networking-300x195.jpg\" alt=\"Lazy LinkedIn for Networking\" width=\"300\" height=\"195\" /></a> Lazy LinkedIn for Networking[/caption]\r\n\r\n<p>I’m so done with lazy LinkedIn users.</p>\r\n\r\n<p>If you’re the consummate LinkedIn networker, I’m not talking about you, so how about just passing this along who’s not? There are more than enough folks who need to know!</p>\r\n\r\n<h4><strong>Lazy LinkedIn Behavior No. 1: Sending a pre-written connection messages</strong></h4>\r\n<p>If you met someone at an event, would you say: <em>“I\'d like to add you to my professional network.”</em></p>\r\n\r\n<p>I hope not! So why would you say it on LinkedIn, when you want to make a great first impression?</p>\r\n\r\n<p>If you want to avoid scripted invitation messages, there’s only one “Connect” button to use: The one located <em>below</em> a person’s picture when you open up his or her full profile. Read all about them, scroll through their bio, and then click <em>that</em>“Connect” button.</p>\r\n\r\n<p>Once the customizable message box opens up, erase all of the standard content and write something personal. Here are some examples:</p>\r\n<ol>\r\n	<li>I read about you in \"website, article, speech\"; and you have a fabulous background. I would like to connect to your professional network. Thank you, .</li>\r\n	<li>I found you on LinkedIn, and I’m applying to a job at your company. I would like to connect with you here. Thank you,</li>\r\n	<li>We have a number of people in common such as \"name, name, and name\"; and it would be great to connect here. Thank you,</li>\r\n	<li>We met at on and I would like to follow up with you. Let’s start here on LinkedIn. Regards,</li>\r\n</ol>\r\n<h4><strong>Lazy LinkedIn Behavior No. 2: Selling something without building a relationship</strong></h4>\r\n<p>LinkedIn is a huge database that’s useful on many levels, but it’s awful for some interactions. Here’s a real solicitation that I received from someone who just connected with me on LinkedIn:</p>\r\n<blockquote><em>“Diana, thank you for connecting with me on LinkedIn. I work for and would like to send you information on our offerings. What do you do, professionally? I saw an article about you in the Houston Business Journal. Please write me back with the best time for us to talk.”</em></blockquote>\r\n<p>This person broke a number of sales and networking rules:</p>\r\n\r\n<ul class=\"grayBullets\">\r\n	<li>Spelled my name wrong — bad start!</li>\r\n	<li>Didn’t notice I don’t live in Houston; I’m not a prospect for them.</li>\r\n	<li>Put the onus on me to write them back with a time to talk.</li>\r\n	<li>Took the easy way out — I would expect to receive a professionally written prospecting letter to my direct e-mail (often found under “contact information” in LinkedIn profiles).</li>\r\n</ul>\r\n\r\n<p>I immediately dropped my LinkedIn connection with this person to save myself — and my connections — from further solicitations.</p>\r\n\r\n<p>What you can do:</p>\r\n<ul class=\"grayBullets\">\r\n	<li><strong>Study the prospect’s profile.</strong> Go to his or her personal website if they have one, and search out more information about them.</li>\r\n	<li><strong>Write a formal business note using LinkedIn.</strong> Try something like this: “Dear Dana, thank you for connecting with me here on LinkedIn. I read about your successful background and am interested in asking you a few questions. I may be able to provide you services and I would like to explore the possibilities. May I have the e-mail address you prefer for business correspondence? Sincerely, name, title, company, phone</li>\r\n</ul>\r\n\r\n<p>Take the LinkedIn tutorials, buy a book on how to use LinkedIn, watch YouTube videos — whatever suits your learning style — but do something! Be more personal, more effective, and more formal, and you will get better results.</p>\r\n\r\n<p>Don’t forget: LinkedIn is a tool for developing meaningful professional relationships. Use it as a launching pad to talk to people on the phone or meet face-to-face for the best results.</p>','I\'m done with lazy LinkedIn users','','publish','open','open','','im-done-lazy-linkedin-users','','','2015-03-04 22:54:52','2015-03-04 22:54:52','',0,'http://www.danamanciagli.com/?p=4777',0,'post','',0),(3435,8113,'2014-02-05 04:58:25','2014-02-05 04:58:25','Clearly, you do need to stand out; but trying too hard to be cute isn’t going to do it. Rather than regaling you with more stories about how candidates are trying to use gimmicks, I’d like to get right to a few recommendations. ','Job Candidates Three Ways to Stand Out Without Gimmicks','Job Candidates Three Ways to Stand Out Without Gimmicks','inherit','open','open','','job-candidates-three-ways-to-stand-out-without-gimmicks','','','2014-02-05 04:58:25','2014-02-05 04:58:25','',3433,'http://www.danamanciagli.com/wp-content/uploads/2014/02/Job-Candidates-Three-Ways-to-Stand-Out-Without-Gimmicks.jpg',0,'attachment','image/jpeg',0),(4776,8264,'2015-03-04 19:04:53','2015-03-04 19:04:53','<h4>Question:</h4>\r\nIn an interview, how do I handle questions related to salary? I’m afraid of sharing information that may knock me out of the running.\r\n<h4>Answer from Dana:</h4>\r\nThere are two types of salary questions the interviewer could ask:\r\n<ol>\r\n	<li><strong>What is your current (or most recent) salary?</strong> Answer this question honestly — the hiring company will be able to validate later. However, make sure to break your prior compensation into base salary and bonus. If they want you, they want to know how they can construct a competitive compensation package.</li>\r\n	<li><strong>What is your desired salary?</strong> Whatever you do, avoid answering with a number. Why? Too low, and they’ll offer you a salary that’s lower than market value. Too high and they’ll think you’re over-qualified or that you won’t be happy in the position after six months. Bottom line, the hiring company will say “we can’t afford him/her.”</li>\r\n</ol>\r\nHere are some answers to always have in your hip pocket for this question:\r\n<ul class=\"grayBullets\">\r\n	<li><em>I am confident that will offer a competitive compensation package, so I don’t have one number in mind.</em></li>\r\n	<li><em>I don’t have a specific goal in mind, as I understand compensation packages come in all shapes and sizes.</em></li>\r\n</ul>\r\nIf they push you and say, “we really want a target from you,” I still recommend repeating, <em>“I wish I could give you one, but my goal is a combination of the right company with a market-competitive compensation package, and I’m very excited about his opportunity.”</em>\r\n\r\n<strong>Now, for the salary question you want to ask them: “What is the salary for this position?”</strong>\r\n\r\nDON’T. I Repeat: DON’T DO IT!\r\n\r\nIt doesn’t matter how far along you are in the interview process, who you are interviewing with (including HR), or how badly you think you need to know. Never, ever, <em>ever</em> ask anything related to your finances. This includes:\r\n<ul class=\"grayBullets\">\r\n	<li>“Is there a stock plan?”</li>\r\n	<li>“Is there a bonus?”</li>\r\n	<li>“What is the commission structure (sales)?”</li>\r\n	<li>“What is the salary range?”</li>\r\n</ul>\r\nWhy? Because you will receive their salary proposal when you get job offer — and then it\'s time to negotiate. If you do ask, you can appear cocky and presumptuous, and it raises suspicious about your priorities (even though they know money is important to everyone).\r\n\r\nI look at an interview like real estate: There’s only a fixed amount of property (or time with the interviewer) and you want to maximize that real estate by ensuring every move is helping rather than hurting your chances. So make sure that <em>you</em> ask questions, too.\r\n\r\nHere are some of my favorite questions to ask in an interview.\r\n<ul class=\"grayBullets\">\r\n	<li><em>I’m very self-motivated. How will you measure my success in this position after one full year?</em></li>\r\n	<li><em>It’s very important for me to meet as many team members as possible in the first 30 days. How will you recommend I do that?</em></li>\r\n	<li><em>What are the top three skills or experiences you are looking for that may not be mentioned in the job description?</em></li>\r\n	<li><em>Which characteristics stand out in your top performers?</em></li>\r\n	<li><em>I’m a perfectionist in some areas. What are the aspects of this position that absolutely require precision?</em></li>\r\n	<li><em>What do you find most creative about what you do? (Replace “creative” with another positive skill of the position.)</em></li>\r\n</ul>\r\nNow, ask yourself: Do you want to “waste” a question on your compensation? Or do you want to ask several of the above questions?','Ask Dana: In the interview - How to have the dreaded \'salary conversation\'','','inherit','open','open','','4775-revision-v1','','','2015-03-04 19:04:53','2015-03-04 19:04:53','',4775,'http://www.danamanciagli.com/4775-revision-v1/',0,'revision','',0),(3443,8113,'2014-02-10 19:20:06','2014-02-10 19:20:06','Last night, I went to a local face-to-face networking event. While all of the people were smart and professional, there were some behaviors taking place that all networkers should avoid. You can start avoiding them right now; well, ok, start at your next networking event. ','Face-to-Face Networking; Get it Right!','Face-to-Face Networking; Get it Right!','inherit','open','open','','face-to-face-networking','','','2014-02-10 19:20:06','2014-02-10 19:20:06','',3441,'http://www.danamanciagli.com/wp-content/uploads/2014/02/Face-to-Face-Networking.jpg',0,'attachment','image/jpeg',0),(4788,7636,'2015-03-04 20:02:10','2015-03-04 20:02:10','<p>&nbsp;</p>\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\n<p>Job search boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\n<ul>\n<li>\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\n</li>\n<li>\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\n</li>\n<li>\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\n</li>\n</ul>\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-autosave-v1','','','2015-03-04 20:02:10','2015-03-04 20:02:10','',3331,'http://www.danamanciagli.com/3331-autosave-v1/',0,'revision','',0),(4789,7636,'2015-03-04 20:02:38','2015-03-04 20:02:38','<p>&nbsp;</p>\r\n[caption id=\"attachment_3333\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\"><img class=\"size-full wp-image-3333\" alt=\"Job Board Mania What to Do\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Board-Mania-What-to-Do.jpg\" width=\"128\" height=\"85\" /></a> Job Board Mania - What to Do?[/caption]\r\n<p><i>There are so many job search sites on the Internet, including Monster.com, CareerBuilder.com, and Indeed.com, that it\'s hard to know where to turn. Which ones are best? What\'s the best way to use them?</i></p>\r\n<p>Job search boards are fantastic tools, as long as you think of them as tools and not solutions. What should you use them for?</p>\r\n<ul>\r\n<li>\r\n<p><b>Research</b>: When you are just starting out and trying to articulate your next-job goal, use job boards to find 10 job descriptions that meet your criteria. Don’t apply!  Print them, spread them out on a table or the floor, and study them. Highlight the key words used and learn how to “speak the language.” This analysis will help you create your cover letters and may trigger word edits you want to make on your résumé. For example: if your target industry or function uses “business development” in their job descriptions, yet you have “sales development” in your résumé, change it!</p>\r\n</li>\r\n<li>\r\n<p><b>Opportunities</b>: Eliminate the excuse that “there are no jobs out there.” You will not only find that there are thousands of jobs, but that there are more than enough that you are qualified for. Remember, we hiring managers write job descriptions for the <i>perfect</i> person, someone who does not exist. Don’t rule yourself out if you meet 80% of the requirements!</p>\r\n</li>\r\n<li>\r\n<p><b>Application: </b>Even though networking is the best way to get your credentials on the hiring manager’s desk, you also need to go through the formal application system for the jobs you want. So do apply and log those applications in your Job Search Tracker so you can follow up.</p>\r\n</li>\r\n</ul>\r\n<p>There are so many job boards out there, including many specializing in niches, such as part time, health care, or even candidates with government security clearance! I’ve compiled a <a href=\"http://www.danamanciagli.com/resources-2-2/\"><span style=\"color: #0000ff;\">free resource guide</span></a> to help you get started. <a href=\"http://www.danamanciagli.com/salary-search/\"><span style=\"color: #0000ff;\">Glassdoor.com</span></a> is also a great free resource for salary information and much more. Don’t forget the jobs listed on your <a href=\"http://www.bizjournals.com/jobs/\"><span style=\"color: #0000ff;\">local Business Journal website under “Jobs”</span></a>! </p>','Job Board Mania – What to Do?','','inherit','open','open','','3331-revision-v1','','','2015-03-04 20:02:38','2015-03-04 20:02:38','',3331,'http://www.danamanciagli.com/3331-revision-v1/',0,'revision','',0),(4787,7636,'2015-03-04 20:00:40','2015-03-04 20:00:40','[caption id=\"attachment_3320\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\"><img class=\"size-full wp-image-3320\" alt=\"New Types of Interview Questions and How to Handle Them\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/New-Types-of-Interview-Questions-and-How-to-Handle-Them.jpg\" width=\"128\" height=\"128\" /></a> New Types of Interview Questions and How to Handle Them[/caption]\r\n<p><i>Lately, interviewers are starting to ask the following questions: </i></p>\r\n<ul>\r\n<li>\r\n<p><i>Would you prefer working as an individual contributor or on a team?</i></p>\r\n</li>\r\n<li>\r\n<p><i>Would you prefer working on a small or large team</i><i> </i></p>\r\n</li>\r\n</ul>\r\n<p><i>From Stephanie, an accountant, she said that “it seemed to me that the interviewer wanted me to choose one or the other answer to these questions. Without knowing the exact reporting structure, how does one approach this question? What is the interviewer really looking for?”  </i></p>\r\n<p>Always put yourself in the shoes of the interviewer! With this question, they are looking for your ability to deal with ambiguity and how well you understand the current dynamics of any organization. Your challenge is to develop a meaningful way to say “both” or “either.”</p>\r\n<p><strong>Question #1: Would you prefer working as an individual contributor or on a team?</strong></p>\r\n<p>Trust what you know: organizations are not as hierarchical or traditionally structured as they used to be. They are fluid, made up of “virtual teams” and blurred boundaries.   </p>\r\n<p>A great answer would be, <i>“My belief is that individual contributors <span style=\"text-decoration: underline;\">are</span> on a team in virtually any environment. Even though I might be working solely for one manager or on one project, I am still on a virtual team of experts from other departments.”   </i>If you can give a short example about the position <i>they </i>want to fill or a prior role you have had, do that.<b> </b></p>\r\n<p><strong>Question #2: Would you prefer working on a small or large team?</strong></p>\r\n<p>This question can either be a “trap” or an opportunity.  Which one do you want it to be? To make this and other similar either/or questions an opportunity to shine, pick a “theme” that is in common with both.  It could be “teamwork,” “cross-group collaboration,” “great communication,” or one of many other choices. </p>\r\n<p>A great answer would be, <i>“Mr. Simpson, whether my team would be a large or small one, it will be important that I am a great communicator and team player. Teams can start small then grow to be big; I am comfortable in any sized team.”</i> Be prepared to give an example of your teamwork in case they head into “situational” or “behavioral” interviewing by asking you for an example.<span style=\"color: #000000; font-family: Times New Roman; font-size: medium;\"> </span></p>\r\n<p>Study all of the most common interview questions with my Interview Guide <a title=\"link to download page\" href=\"http://www.danamanciagli.com/tool-downloads/\" target=\"_blank\">here</a>. </p>\r\n<p>Script yourself and go in fully prepared. What are your interview and job search challenges? Write me here!</p>','New Types of Interview Questions and How to Handle Them','','inherit','open','open','','3319-revision-v1','','','2015-03-04 20:00:40','2015-03-04 20:00:40','',3319,'http://www.danamanciagli.com/3319-revision-v1/',0,'revision','',0),(3462,8113,'2014-02-24 00:05:28','2014-02-24 00:05:28','','Order &ndash; Feb 24, 2014 @ 12:05 AM','','wc-processing','open','closed','order_530a8cbf13ad7','order-feb-24-2014-1205-am','','','2014-02-24 00:05:28','2014-02-24 00:05:28','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3462',0,'shop_order','',0),(4761,7636,'2015-02-16 23:24:39','2015-02-16 23:24:39','&nbsp;\n\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\n\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation: <p></p>  <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span><p></p>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon. <p></p>\nYesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i><p></p>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\n<p style=\"padding-left: 30px;\"><em>Sarah</em></p>\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span><p></p>\n<ol>\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\n</ol>\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span><p></p>\n<ul>\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-autosave-v1','','','2015-02-16 23:24:39','2015-02-16 23:24:39','',3342,'http://www.danamanciagli.com/3342-autosave-v1/',0,'revision','',0),(4762,7636,'2015-02-16 23:25:10','2015-02-16 23:25:10','&nbsp;\r\n\r\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation: <p></p>  <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span><p></p>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon. <p></p>\r\nYesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i><p></p>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\r\n<p style=\"padding-left: 30px;\"><em>Sarah</em></p>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span><p></p>\r\n<ol>\r\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\r\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\r\n</ol>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span><p></p>\r\n<ul>\r\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\r\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\r\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\r\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\r\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\r\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-revision-v1','','','2015-02-16 23:25:10','2015-02-16 23:25:10','',3342,'http://www.danamanciagli.com/3342-revision-v1/',0,'revision','',0),(3448,8113,'2014-02-17 15:58:55','2014-02-17 15:58:55','','Order &ndash; Feb 17, 2014 @ 03:58 PM','','wc-processing','open','closed','order_530231ba70e2c','order-feb-17-2014-0358-pm','','','2014-02-17 15:58:55','2014-02-17 15:58:55','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3448',0,'shop_order','',0),(3452,8113,'2014-02-17 16:05:19','2014-02-17 16:05:19','[caption id=\"attachment_3347\" align=\"alignright\" width=\"85\"]<img class=\"size-full wp-image-3347\" alt=\"6 Requirements for Job Search Emails\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/6-Requirements-for-Job-Search-Emails.jpg\" width=\"85\" height=\"128\" /> 6 Requirements for Job Search Emails[/caption]\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">We’ve all been on the receiving end of the “email deluge,” and they range from excellent to those we can’t wait to delete. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">When you’re in the middle of a job search, put yourself in the shoes of your target recipient. The hiring manager – or recruiter – is extremely busy, already paging through hundreds of emails every day, and has priorities aside from filling the position you’re applying for. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Even worse, he or she is under tremendous pressure to hire the very best candidate, since the cost of a bad hire is so high. So there is little to no tolerance for poorly written emails. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Now, pretend you are standing in front of the hiring manager, recruiter, or even a hiring committee reading your email aloud. And each one of them has your email in front of them in a printed version. Do you come across clear, confident, knowledgeable, and capable of filling the position? </span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">Your emails are a reflection of your future email communications IF you are hired for that job. If you have typos, are too casual, or have grammatical errors, the assumption is that your work-related emails will have the same characteristics. The good news is that this works to your advantage if your emails are perfect. And, candidates, they need to be perfect! Every time! </span></p>\r\n\r\n<p><b><i><span style=\"font-family: Calibri; font-size: medium;\">Requirements for all job search related emails - not just cover letters:</span></i></b></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"color: #000000;\"><span style=\"font-size: medium;\"><b>Write to a Specific Person. </b>Whether emailing a company, a recruiter, or networker for a job, address your email to a specific person rather than the “info” or “HR” address. You\'ll get a lot more responses this way. </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you have a person’s name but not their email address, direct the “info@” email to your person in both the subject and salutation (Dear Mr. Smith) with the hopes that the company recipient will forward it to him or her. You may be able to locate the right person online; search Bing or LinkedIn. Any attempt to address the email personally is better than a lousy “Dear Sir” or “Dear Madam.”</span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Make the Subject Line Work for You.</b> The best subject lines are “Applicant for Job #######, Sarah Jones” or “Sarah Jones Credentials for Job Posting #####” or “<span style=\"color: #000000;\">Marketing Manager at GE, &lt;Position Code&gt; - Sarah Jones.”</span></span></span><span style=\"font-family: Calibri; font-size: medium;\"> </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\">Blank subject lines or generic ones like “Job Applicant” can go into spam or be the victim of the dreaded delete button. I’ve received emails with really poor subject lines, such as: “<span style=\"color: #000000;\">Interested in your job” and “Hire Me!”</span></span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Salutations Must Be Formal.</b> The salutation should always be Dear Ms./Mr. Johnson. If you don’t have a name, then use \"Dear Hiring Manager.\" </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Formal Business Letter Structure:</b> If you are a novice at writing business letters, then go to Microsoft.com and type “business letter template.” A business letter has a specifically structured format. Your email body should essentially be a cover letter explaining who you are and why you would be a good selection for the position. It is okay to have the cover letter in the body of the email as well as attached. </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Complete Email Signature is Very Important:</b> The signature block in your email can be automatically set in your Outlook options under “Mail.” Most candidates just sign “Bill” or “Bill Smith.” </span></span></p>\r\n\r\n<p><span style=\"font-family: Calibri; font-size: medium;\">But look, job seekers, don’t you want the reader to forward your email to other potentially interested people within their company? So put your email address in the signature, since it will be lost once your email is forwarded. And include your phone, your address, and your LinkedIn profile link, if you have one. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><b>Send From a PC:</b> Mobile devices will be used more and more in the job search process over the next 5 years. However, today, do NOT send a job search communication of any type via your mobile phone. It gives the perception that you are conducting your job search from a car, walking down the street, or in between something else more important. Hiring managers don’t want to see “Sent from my Windows Phone,” “Sent from my iPhone/iPad,” etc. And, most importantly, your signature block is usually missing.</span></span></p>','6 Requirements for Job Search E-mails','','inherit','open','open','','3346-revision-v1','','','2014-02-17 16:05:19','2014-02-17 16:05:19','',3346,'http://www.danamanciagli.com/set-your-goal/3346-revision-v1/',0,'revision','',0),(3454,8113,'2014-02-17 16:15:49','2014-02-17 16:15:49','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span></p>\r\n\r\n[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2014-02-17 16:15:49','2014-02-17 16:15:49','',3358,'http://www.danamanciagli.com/set-your-goal/3358-revision-v1/',0,'revision','',0),(3453,8113,'2014-02-17 16:13:32','2014-02-17 16:13:32','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n<p>&nbsp;</p>\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n<p>&nbsp;</p>\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> </span></p>\r\n<p>&nbsp;</p>\r\n[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n<p>&nbsp;</p>','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2014-02-17 16:13:32','2014-02-17 16:13:32','',3358,'http://www.danamanciagli.com/set-your-goal/3358-revision-v1/',0,'revision','',0),(3456,8113,'2014-02-17 16:28:19','2014-02-17 16:28:19','<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>\r\n\r\n[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n<p>&nbsp;</p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2014-02-17 16:28:19','2014-02-17 16:28:19','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(3457,8113,'2014-02-17 16:28:59','2014-02-17 16:28:59','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-revision-v1','','','2014-02-17 16:28:59','2014-02-17 16:28:59','',3355,'http://www.danamanciagli.com/set-your-goal/3355-revision-v1/',0,'revision','',0),(4767,7636,'2015-02-16 23:31:31','2015-02-16 23:31:31','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\r\n<p>There are a few things you can do to make your job search more effective through networking. <p></p>First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\r\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\r\n<ol>\r\n<li>\r\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\r\n</li>\r\n<li>\r\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\r\n</li>\r\n<li>\r\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking or considering a career change, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\r\n</li>\r\n<li>\r\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\r\n</li>\r\n<li>\r\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\r\n</li>\r\n<li>\r\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\r\n</li>\r\n</ol>\r\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','inherit','open','open','','3338-revision-v1','','','2015-02-16 23:31:31','2015-02-16 23:31:31','',3338,'http://www.danamanciagli.com/3338-revision-v1/',0,'revision','',0),(4766,7636,'2015-02-16 23:31:05','2015-02-16 23:31:05','[caption id=\"attachment_3340\" align=\"alignright\" width=\"92\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\"><img class=\"size-full wp-image-3340\" alt=\"Most Effective Networking for Your Job Search\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Most-Effective-Networking-for-Your-Job-Search.jpg\" width=\"92\" height=\"128\" /></a> Most Effective Networking for Your Job Search[/caption]\r\n<p>There are a few things you can do to make your job search more effective through networking. First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\"><span style=\"color: #0000ff;\">Business Journal and go to the “events” tab</span></a> at the top of the digital version or the events section in the print edition. Second, go to local industry associations’ websites to find their events as well. Another great website for general networking opportunities is Eventbrite.com.</p>\r\n<p>Now, the real key is what you DO at the events so here are a few recommendations:</p>\r\n<ol>\r\n<li>\r\n<p><b>Be the first to arrive.</b> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</p>\r\n</li>\r\n<li>\r\n<p><b>Have a single goal statement</b> that you repeat throughout the night. “Nice to meet you. I’m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”  </p>\r\n</li>\r\n<li>\r\n<p><b>Have business cards. </b>Because you don’t want your current company to know you are looking or considering a career change, don’t use your company card. Use personal cards with your contact information - name, phone (not your company number), address, e-mail, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</p>\r\n</li>\r\n<li>\r\n<p><b>Take notes</b> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad, check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</p>\r\n</li>\r\n<li>\r\n<p><b>Be bold.</b> Walk up to groups of people who are already talking, smile and listen. They will bring you in or jump in when the opportunity arises. No excuse for you introverts out there; you are great networkers.</p>\r\n</li>\r\n<li>\r\n<p><b>Talk less, listen more.</b> You will be following up with them, so don’t try to jam in a lengthy conversation, don’t dominate, and stop the “I, I, I, me, me, me.”</p>\r\n</li>\r\n</ol>\r\n<p>After the event, follow up with an e-mail within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met; it will come in handy later. Now, stay in touch, ask for follow up meetings, and build long term, 2-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Most Effective Networking for Your Job Search','','inherit','open','open','','3338-revision-v1','','','2015-02-16 23:31:05','2015-02-16 23:31:05','',3338,'http://www.danamanciagli.com/3338-revision-v1/',0,'revision','',0),(4752,7636,'2015-02-15 18:32:01','2015-02-15 18:32:01','<p>&nbsp;</p>\n[caption id=\"attachment_3350\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\"><img class=\"size-full wp-image-3350\" alt=\"The Job Search Emotional Rollercoaster - You\'re Not Alone!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\" width=\"128\" height=\"85\" /></a> The Job Search Emotional Rollercoaster - You\'re Not Alone![/caption]\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Let’s face it; the job search process stinks! I can’t think of any other life-changing event – other than death or divorce – that triggers so many negative feelings. Feel any of these? I, too, have felt all of them at one time or another in my own job searches. You’re not alone!</span></p>\n<ul>\n<li>\n<p>Frustration</p>\n</li>\n<li>\n<p>Defeat or hopelessness</p>\n</li>\n<li>\n<p>Depression</p>\n</li>\n<li>\n<p>Low self-esteem</p>\n</li>\n<li>\n<p>Envy</p>\n</li>\n<li>\n<p>Worry or panic</p>\n</li>\n<li>\n<p>Rejection</p>\n</li>\n<li>\n<p>Surrender (to the status quo)</p>\n</li>\n</ul>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, I’m not a psychologist, but I think it’s especially important to spend time discussing two key emotions that my clients and my readers share. </span></p>\n<p><b><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Surrender to the status quo: <i>“Maybe I should just stay here in my current job.”</i></span></span></span></b></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">You’ve decided to change careers or search for a more rewarding job. Good for you! You’re researching other divisions within your company or with new companies and applying to positions. But, periodically, a little voice inside says, “It’s not that bad here; I’m fortunate to have this job; I’m familiar with this; the grass may not be greener on the other side;” and more. Right?</span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Wrong! If I were to pick one word that represents great career management it is: <b><i>choices</i></b>. It is your right and your responsibility to know your options and your value in the marketplace. Of course, if you are employed, you want to conduct your <b>choice</b> search confidentially and there are many ways to accomplish that. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here is an exercise that may help: </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Draw two columns on a piece of paper. On the left side, list all of the reasons that triggered your desire to pursue other career choices in the first place: no upward mobility, money, boredom, bad boss, too many hours, etc. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On the right side, list all of the reasons you should stay right where you are: comfortable, easy, no risk, friends at work. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, commit to exploring options so you have <b>choices</b>. If you’re only half-committed to a job search, it will show to those you are networking with. Worse yet, you won’t see results. Then guess what? You will be right back in “frustration-land.”</span></p>\n<p><b><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Low self-esteem: “I don’t qualify for a number of jobs; I don’t have all of the skills; I can’t sell myself well.”</span></i></b></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Can I let you in on a hiring manager secret? Shhhhh… don’t tell anybody, okay? </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here it is: job descriptions are written for the perfect person who does not exist. Yes, you heard me right. We write job descriptions for an ideal, specially configured robot, and don’t really expect to find somebody with 100% of the specifications. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">In addition, what you don’t see in the job description are other criteria that we desire. For example, there are optimal industries and companies that we would like our robot-candidate to have worked in. Finally, you don’t realize there are applicants that are applying who have way fewer qualifications than you have!</span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">OK. Here’s some homework for you: </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Spend 30 minutes dissecting each job description you are evaluating. Write your skills and experiences next to their requirements. Either write in the margin of their page, or, even better, on a separate page in a 2-column table. If you meet 60 to 70% of the company’s specified qualifications, then apply! Naturally, if you want this job, your work has only begun with the online application. Now, the heavy lifting begins with networking, follow up, and much more. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Avoid the job search blues by thinking about it differently and approaching the opportunity to build <b>choices</b> with a fresh perspective and an entirely new process. </span></p>\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">And remember, you’re not alone!</span></p>','The Job Search Emotional Rollercoaster – You’re Not Alone!','','inherit','open','open','','3349-autosave-v1','','','2015-02-15 18:32:01','2015-02-15 18:32:01','',3349,'http://www.danamanciagli.com/3349-autosave-v1/',0,'revision','',0),(4753,7636,'2015-02-15 18:33:06','2015-02-15 18:33:06','<p>&nbsp;</p>\r\n[caption id=\"attachment_3350\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\"><img class=\"size-full wp-image-3350\" alt=\"The Job Search Emotional Rollercoaster - You\'re Not Alone!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/The-Job-Search-Emotional-Rollercoaster-You-are-Not-Alone.jpg\" width=\"128\" height=\"85\" /></a> The Job Search Emotional Rollercoaster - You\'re Not Alone![/caption]\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Let’s face it; the job search process stinks! I can’t think of any other life-changing event – other than death or divorce – that triggers so many negative feelings. Feel any of these? I, too, have felt all of them at one time or another in my own job searches. You’re not alone!</span></p>\r\n<ul>\r\n<li>\r\n<p>Frustration</p>\r\n</li>\r\n<li>\r\n<p>Defeat or hopelessness</p>\r\n</li>\r\n<li>\r\n<p>Depression</p>\r\n</li>\r\n<li>\r\n<p>Low self-esteem</p>\r\n</li>\r\n<li>\r\n<p>Envy</p>\r\n</li>\r\n<li>\r\n<p>Worry or panic</p>\r\n</li>\r\n<li>\r\n<p>Rejection</p>\r\n</li>\r\n<li>\r\n<p>Surrender (to the status quo)</p>\r\n</li>\r\n</ul>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, I’m not a psychologist, but I think it’s especially important to spend time discussing two key emotions that my clients and my readers share. </span></p>\r\n<p><b><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Surrender to the status quo: <i>“Maybe I should just stay here in my current job.”</i></span></span></span></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">You’ve decided to change careers or search for a more rewarding job. Good for you! You’re researching other divisions within your company or with new companies and applying to positions. But, periodically, a little voice inside says, “It’s not that bad here; I’m fortunate to have this job; I’m familiar with this; the grass may not be greener on the other side;” and more. Right?</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Wrong! If I were to pick one word that represents great career management it is: <b><i>choices</i></b>. It is your right and your responsibility to know your options and your value in the marketplace. Of course, if you are employed, you want to conduct your <b>choice</b> search confidentially and there are many ways to accomplish that. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here is an exercise that may help: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Draw two columns on a piece of paper. On the left side, list all of the reasons that triggered your desire to pursue other career changes in the first place: no upward mobility, money, boredom, bad boss, too many hours, etc. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On the right side, list all of the reasons you should stay right where you are: comfortable, easy, no risk, friends at work. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Now, commit to exploring options so you have <b>choices</b>. If you’re only half-committed to a job search, it will show to those you are networking with. Worse yet, you won’t see results. Then guess what? You will be right back in “frustration-land.”</span></p>\r\n<p><b><i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Low self-esteem: “I don’t qualify for a number of jobs; I don’t have all of the skills; I can’t sell myself well.”</span></i></b></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Can I let you in on a hiring manager secret? Shhhhh… don’t tell anybody, okay? </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here it is: job descriptions are written for the perfect person who does not exist. Yes, you heard me right. We write job descriptions for an ideal, specially configured robot, and don’t really expect to find somebody with 100% of the specifications. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">In addition, what you don’t see in the job description are other criteria that we desire. For example, there are optimal industries and companies that we would like our robot-candidate to have worked in. Finally, you don’t realize there are applicants that are applying who have way fewer qualifications than you have!</span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">OK. Here’s some homework for you: </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Spend 30 minutes dissecting each job description you are evaluating. Write your skills and experiences next to their requirements. Either write in the margin of their page, or, even better, on a separate page in a 2-column table. If you meet 60 to 70% of the company’s specified qualifications, then apply! Naturally, if you want this job, your work has only begun with the online application. Now, the heavy lifting begins with networking, follow up, and much more. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Avoid the job search blues by thinking about it differently and approaching the opportunity to build <b>choices</b> with a fresh perspective and an entirely new process. </span></p>\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">And remember, you’re not alone!</span></p>','The Job Search Emotional Rollercoaster – You’re Not Alone!','','inherit','open','open','','3349-revision-v1','','','2015-02-15 18:33:06','2015-02-15 18:33:06','',3349,'http://www.danamanciagli.com/3349-revision-v1/',0,'revision','',0),(4755,8311,'2015-02-16 09:01:08','2015-02-16 09:01:08','<p>There are two major trends that recruiters and hiring companies need to be fluent in:</p>\n<ul>\n	<li>The four generations at work today. What are the differences between the generations as it relates to work and what is the impact on the future of work?</li>\n	<li>The crisis of the disengaged employee. More importantly, what should companies be doing about it? What should employees be doing, too.</li>\n</ul>\n<p>Dana will bring the two topics together and encourage you to think differently...no, wildly differently about your role in this fast-changing employment ecosystem.</p>\n<p>Everybody is surrounded daily with generational issues at work. Regardless of the size of your company, there are some critical insights to understand immediately in order to be more effective at your job. But did you know that 70% of the employees around you are disengaged from their jobs? The combination of these two historic trends triggers unique techniques that need to be implemented.</p>\n\n<p class=>Program Takeaways</p>\n<ul>\n	<li>An understanding of the four generations at work today and  their unique work-related characteristics.</li>\n	<li>Learn strategies and tactics to you can turn around a bad trend at your company.</li>\n	<li>As an employee, develop an action plan for the steps YOU are going to take to re-engage.</li>\n</ul>','Four Generations of Disengaged Employees','','inherit','open','open','','4458-autosave-v1','','','2015-02-16 09:01:08','2015-02-16 09:01:08','',4458,'http://www.danamanciagli.com/4458-autosave-v1/',0,'revision','',0),(4757,7636,'2015-02-16 23:19:10','2015-02-16 23:19:10','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\n\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\n\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\n\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching for jobs outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\n\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\n\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\n\n<ol>\n<li>\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\n</li>\n<li>\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\n</li>\n<li>\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\n</li>\n<li>\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\n\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\n</li>\n</ol>\n','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-autosave-v1','','','2015-02-16 23:19:10','2015-02-16 23:19:10','',3358,'http://www.danamanciagli.com/3358-autosave-v1/',0,'revision','',0),(4758,7636,'2015-02-16 23:19:26','2015-02-16 23:19:26','[caption id=\"attachment_3359\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\"><img class=\"size-full wp-image-3359\" alt=\"Employer Discrimination or Just Weeding the Applicant Pile?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Employer-Discrimination-or-Just-Weeding-the-Applicant-Pile.jpg\" width=\"85\" height=\"128\" /></a> Employer Discrimination or Just Weeding the Applicant Pile?[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">On November 20, the <i>Wall Street Journal</i> posted an article titled </span><a href=\"http://online.wsj.com/news/articles/SB10001424052702303755504579208304255139392?mod=WSJ_hps_sections_tech\"><span style=\"color: #0000ff; font-family: Calibri; font-size: medium;\">“Bosses May Use Social Media to Discriminate Against Job Seekers.”</span></a><span style=\"color: #000000; font-family: Calibri; font-size: medium;\"> Without even reading the article – just the title – I was already…well, perturbed. After reading the article, I was only slightly less perturbed since the <i>WSJ</i> tried to be balanced in their reporting. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">However, given the “scare factor” of the headline, I want to take this time to talk to job seekers and provide some guidance. </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">By “job seekers,” I am not just addressing anyone who is unemployed and searching for his or her next position OR someone that is employed but searching for jobs outside his or her company. The internal job seeker needs take their job search just as seriously, and behave as professionally as anyone in the first two categories.  </span></span></span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The hypothesis of the article is that some companies may discriminate against religion, sexuality and other candidate attributes inadvertently identified through personal social media content. Although the results, admittedly, were not statistically significant, the study cited involved fake résumés and social media profiles. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Based on my three decades of experience, here is my feedback for job seekers:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p><b>Companies are not looking for ways to discriminate.</b> They are motivated to look for diverse candidates and have policies and procedures that prevent discrimination. Job seekers, don’t play the victim and believe otherwise. With the clients I coach, I often hear “I’m being discriminated against,” by ageism, sexism – particularly being a female in a male-dominated industry, or many other reasons. You just didn’t get the nod. Move on.</p>\r\n</li>\r\n<li>\r\n<p><b>Companies are looking for ways to put applicants in the “no” pile.</b> And they are entitled to. With an average of 250 résumés per job posting, they need to narrow down the number of potential candidates who will get a phone or face-to-face interview. For my most recent hires when I was at Microsoft, I worked with my recruiter to sort the pile of applicants. I stopped having a “maybe” pile; and kept just “yes” and “no” piles. Do not confuse this with discrimination. You will never know why you fell into one pile or the other.</p>\r\n</li>\r\n<li>\r\n<p><b>Social media is the best way for companies to learn more about you beyond what is in your résumé and cover letter. </b>If you are in job search mode, you should have information on your social media sites that you want employers to see. <a href=\"http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr691&amp;sd=4%2f18%2f2012&amp;ed=4%2f18%2f2099\"><span style=\"color: #0000ff;\">A 2012 survey by CareerBuilder.com</span></a> revealed that a third (34%) of hiring managers say they have found information via social media that has caused them <b><i>not</i></b> to hire a candidate. Top reasons were inappropriate photos, drinking or using drugs, poor communications skills, and candidates bad-mouthing their prior employers. That’s NOT discrimination.</p>\r\n</li>\r\n<li>\r\n<p><b>On the positive side, companies are also looking for reasons to hire you.</b> The type of content that helps job seekers gives the hiring manager or recruiter “a good feel for candidate’s personality, conveying a professional image, and background information that supports professional qualifications,” according to the CareerBuilder.com survey.</p>\r\n\r\n<p>There are so many free resources to help you use social media to your advantage, both as a job seeker and an employer. Seek them out and master the art of social media - it’s here to stay! </p>\r\n</li>\r\n</ol>\r\n','Employer Discrimination or Just “Weeding the Applicant Pile?”','','inherit','open','open','','3358-revision-v1','','','2015-02-16 23:19:26','2015-02-16 23:19:26','',3358,'http://www.danamanciagli.com/3358-revision-v1/',0,'revision','',0),(3472,8113,'2014-03-03 16:14:40','2014-03-03 16:14:40','&nbsp;\r\n\r\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\r\n\r\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation:   <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon.  Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i>\r\n\r\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\r\n<p style=\"padding-left: 30px;\"><em>Sarah</em></p>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span>\r\n<ol>\r\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\r\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\r\n</ol>\r\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span>\r\n<ul>\r\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\r\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\r\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\r\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\r\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\r\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-revision-v1','','','2014-03-03 16:14:40','2014-03-03 16:14:40','',3342,'http://www.danamanciagli.com/set-your-goal/3342-revision-v1/',0,'revision','',0),(3492,8113,'2014-03-07 22:32:58','2014-03-07 22:32:58','<p>Before you start looking for a mentor, take stock. Establish your career goals and challenges, and list your strengths and weaknesses, as well as the areas with which you need help, advises career consultant Dana Manciagli.\r\nManciagli suggests attending networking events and setting a goal to meet 5 to 10 people who might be good mentors, then researching them further on LinkedIn. Or consider networking online. Groups like Connect , Citi’s group for professional women on LinkedIn, boast over 250,000 members—and give you an instant connection to a wide variety of women from all levels, geographies and industries who may be able to offer you the edge you need to advance.</p>\r\n<p><a target=\"_blank\" href=\"https://www.womenandco.com/article/why-youre-never-too-old-to-be-mentored.jsp?intcmpid=z1_latest_whyyourenevertoooldtobementore\">https://www.womenandco.com/article/why-youre-never-too-old-to-be-mentored</a></p>\r\n','Why You’re Never Too Old to Be Mentored','','publish','closed','closed','','youre-never-old-mentored','','','2014-08-26 10:00:02','2014-08-26 10:00:02','',0,'http://www.danamanciagli.com/?post_type=news-item&#038;p=3492',0,'news-item','',0),(3499,8113,'2014-03-16 20:10:34','2014-03-16 20:10:34','','Order &ndash; Mar 16, 2014 @ 08:09 PM','','wc-refunded','open','closed','order_532605111f0dc','order-mar-16-2014-0809-pm','','','2014-03-18 16:46:12','2014-03-18 16:46:12','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3499',0,'shop_order','',0),(3467,8113,'2014-02-27 18:41:34','2014-02-27 18:41:34','','Order &ndash; Feb 27, 2014 @ 06:41 PM','','wc-processing','open','closed','order_530f86d520e2a','order-feb-27-2014-0641-pm','','','2014-02-27 18:41:34','2014-02-27 18:41:34','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3467',0,'shop_order','',0),(3469,8113,'2014-02-28 21:00:37','2014-02-28 21:00:37','','Order &ndash; Feb 28, 2014 @ 09:00 PM','','wc-processing','open','closed','order_5310f8f07f9b5','order-feb-28-2014-0900-pm','','','2014-02-28 21:00:37','2014-02-28 21:00:37','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3469',0,'shop_order','',0),(3470,8113,'2014-03-04 20:04:14','2014-03-04 20:04:14','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\n\nA recent report came out on NBC titled, “Are you \'binge working\'? The question is deadly serious.” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.\n\nThe NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.\n\nAfter reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\nIf you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!\n\nWatch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-autosave-v1','','','2014-03-04 20:04:14','2014-03-04 20:04:14','',3414,'http://www.danamanciagli.com/set-your-goal/3414-autosave-v1/',0,'revision','',0),(3484,8113,'2014-03-04 20:05:03','2014-03-04 20:05:03','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"size-medium wp-image-3416\" alt=\"4 ways to Avoid Becoming a Workaholic\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" width=\"300\" height=\"200\" /></a> 4 ways to Avoid Becoming a Workaholic[/caption]\r\n\r\nA recent report came out on NBC titled, “<a title=\"NBC News Article about binge working\" href=\"http://www.nbcnews.com/business/careers/are-you-binge-working-question-deadly-serious-n15016\" target=\"_blank\">Are you \'binge working\'? The question is deadly serious.</a>” According to Wikepedia, the definition of <b>workaholic </b>is <i>a person who is </i><a title=\"Behavioral addiction\" href=\"http://en.wikipedia.org/wiki/Workaholic\"><i>addicted to work</i></a><i>. </i>While the term can be used to mean that a person enjoys their work and is devoted to his or her career; it is generally used to imply a person feels compelled to excessive work-related activity.\r\n\r\nThe NBC article cites actual cases of people dying from working too hard, but admits those are extremely rare cases. I’m not a doctor or psychologist <span style=\"text-decoration: underline;\">and</span> there is no generally accepted medical definition of a condition called “workaholism.” But it is something we have all been touched by; whether we realize we are afflicted or know someone who is.\r\n\r\nAfter reading the article, I interviewed some of my peers and thought long and hard about my past 30 years of working for multiple companies. As a result, here are my top recommendations to avoid workaholism, and to concentrate on healthy – and productive – hard work:\r\n<p style=\"padding-left: 30px;\"><b>1. Choose to Stay… or Move On.</b> If you are in a workaholic-driven company or division, and don’t want to perform at the expected level, get out. I hear so many people say, “My company makes me work so hard that it’s wrecking my life.” or “I have no life outside work.” One thing for sure: you’re not going to change the company culture or environment you came into.</p>\r\n<p style=\"padding-left: 30px;\">Managing your career is all about choices. If you don’t have choices, then you become the victim and you’re stuck. So it’s up to  you to build choices while employed.</p>\r\n<p style=\"padding-left: 30px;\"><b>2. Know Your Success Metrics. </b>Too many<b> </b>employees are overwhelmed and, therefore, spend too many hours on the wrong priorities. When was the last time you asked your boss, “What are my top priorities?” or “I have so much on my plate; can you help me prioritize them?”  I’ve had a number of great bosses, but one in particular did a very good job of defining my priorities and the metrics of success for me. It made a direct impact on my productivity, how I scheduled my time, and how I could avoid falling into workaholic mode. Minimize work which gives relatively little or no benefit for the time invested.</p>\r\n<p style=\"padding-left: 30px;\">Knowing what your success looks like will also help you avoid excessive perfectionism in everything you do. Don’t let the perfect be the enemy of the good, to paraphrase Voltaire.</p>\r\n<p style=\"padding-left: 30px;\"><b>3. Use your own calendar to prevent working ridiculous hours.</b> Robert was out of control. He wasn’t seeing his kids often enough, his marriage was in trouble, and he was gaining weight. Finally, a friend recommended a great tactic to manage his schedule. Robert blocked his morning work-out on Mondays and Fridays, he blocked lunch time to run home and have lunch with his wife, then he made an appointment with himself to leave at 6pm to have dinner with his family.</p>\r\n<p style=\"padding-left: 30px;\"><b>4. Allow yourself to be a workaholic for a brief time… then consciously stop.</b> We all have “crunch times” at work that require extra hours. It’s important to know when you are in that situation, and then be deliberate in getting out of it! If you are a manager, you can set a great example for your direct reports and peers.</p>\r\nIf you are new to an organization, be careful that you do not start with a work tempo that encourages others to assume you are a workaholic.  I made that mistake and was branded as, “that person who works really hard and can get anything done.” So what happened? I kept getting assigned more and more; I didn’t learn how to say, “I’m maxed out,” and just worked harder and harder to keep up. Not good!\r\n\r\nWatch yourself! Are you a current workaholic or a workaholic in training? Only you can make the appropriate changes or the big decisions to get out of the environment you’re in.','4 ways to Avoid Becoming a Workaholic','','inherit','open','open','','3414-revision-v1','','','2014-03-04 20:05:03','2014-03-04 20:05:03','',3414,'http://www.danamanciagli.com/set-your-goal/3414-revision-v1/',0,'revision','',0),(3471,8113,'2014-03-03 16:14:35','2014-03-03 16:14:35','&nbsp;\n\n[caption id=\"attachment_3344\" align=\"alignright\" width=\"86\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\"><img class=\"size-full wp-image-3344\" alt=\"Job Seeker or Job Stalker? The Key is Good Follow Up\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Job-Seeker-or-Job-Stalker-The-Key-is-Good-Follow-Up.jpg\" width=\"86\" height=\"128\" /></a> Job Seeker or Job Stalker? The Key is Good Follow Up[/caption]\n\n<span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">Sarah wrote me with the following situation:   <i>A Human Resources recruiter interviewed me and stated that I was a good candidate for a Sales and Marketing position. I did everything I could think of: congratulatory notes to CEO\'s on winning awards and comments on the company\'s Facebook pages.  </i></span></span></span>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">One night, I took a written note and a resume into one of the offices that was holding an open house.  I met a woman, Sharon, and she told me she was the VP and I introduced myself as a potential future candidate.  Sharon said she would schedule a time to meet me.  So I contacted the recruiter, asking for an informational meeting with Sharon.  Yesterday, the day before the interview was scheduled, the recruiter called and cancelled. She would not reschedule.  She advised me that I need to wait until a job opening occurs and then apply again on the company\'s website. </span></i>\n\n<i><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">The recruiter indicated that I pushed too hard.  Do you think they have tossed me as a \"stalker\"?  Please advise what action you think I should take. </span></i>\n\n<em>Sarah</em>\n\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Although most job seekers don’t follow up enough, too much and you risk moving from being a “pest” to being a “Job Stalker.” Be aware of these two basic truths:</span>\n<ol>\n	<li>Recruiters are – and should be – proud of the work they do and they are the owners of the hiring process. Rightfully, it upsets them when you go around them without informing them of your networking activities and results immediately.</li>\n	<li>Recruiters, hiring managers, interviewers, and anybody else you contact at the new company are watching your job search behaviors. Will you fit in to our culture? Will you be an annoying co-worker? For a sales or marketing job, will you be a pest to our clients? Are you politically savvy and know how to navigate around companies?</li>\n</ol>\n<span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some tips to avoid being a “Job Stalker:”</span>\n<ul>\n	<li>Space out your follow up; my rule of thumb is 7 working days after contact of any kind. Yes, I know that seems like eternity, but it respects the other person’s busy schedule. Remember, hiring you is NOT their top priority…it’s yours.</li>\n	<li>Be brief. Don’t write long letters or send long lists of links the recruiter or hiring manager should check out.</li>\n	<li>Put your follow up schedule for each job prospect in your calendar. Make a 30-minute appointment with yourself to, “Follow up with the Company XYZ position,” and put the last e-mail exchange – the entire thread – in the body of your reminder invitation.</li>\n	<li>When sending a follow up, don’t assume the recipient has any of the prior communication at hand. Include it in your  e-mail for reference.</li>\n	<li>If you have a phone call with someone, ask him or her the communication method they prefer for follow up. Show respect for their time and use their preferred method – telephone, phone, e-mail, etc.</li>\n</ul>','Are You a Job Seeker or Job Stalker? The Key is Good Follow Up','','inherit','open','open','','3342-autosave-v1','','','2014-03-03 16:14:35','2014-03-03 16:14:35','',3342,'http://www.danamanciagli.com/set-your-goal/3342-autosave-v1/',0,'revision','',0),(3496,8113,'2014-03-12 18:13:27','2014-03-12 18:13:27','[caption id=\"attachment_3356\" align=\"alignright\" width=\"88\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\"><img class=\"size-full wp-image-3356\" alt=\"Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/12/Hiring-Managers-HR-and-Recruiters-Be-Gracious-to-Your-Candidates.jpg\" width=\"88\" height=\"128\" /></a> Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates[/caption]\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">If you are actively hiring someone right now, have a job posted, or are thinking about a future hire, do the employment world a big favor. Spend the next 30 minutes mapping out how you will deliver the most gracious recruiting experience ever. <i>Ever</i>. </span></p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Why? A number of reasons:</span></p>\r\n\r\n<ol>\r\n<li>\r\n<p>You either have been or will be a job seeker within the next 2-5 years. It’s not a kind, warm, fuzzy experience, is it? And now you’re on the other side of the table. So “pay it forward” by being considerate when you’re on the buyer’s side.</p>\r\n</li>\r\n<li>\r\n<p>You represent your company’s brand. You may not recognize the fact that people equate the way they are treated when a job candidate as a reflection of your brand. Absolutely! Even if a candidate doesn’t get the job, if they are treated kindly, they will appreciate that and share their experience with others.</p>\r\n</li>\r\n<li>\r\n<p>It’s the right thing to do. We were all raised with values such as, “do unto others as you would have them do to you,” and treat people with respect. However, somehow, the treatment of job applicants and job candidates has declined during the last 10-20 years.</p>\r\n</li>\r\n</ol>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">When I applied for my first career job post-MBA in 1984, I received formal rejection letters on official company stationery. At least I knew where I stood and I had the name of someone for future networking. Better yet, the on-campus pub had a great, ongoing promotion: bring in 10 rejection letters and get a free pitcher of beer!</span></p>\r\n\r\n<p style=\"margin-left: 13px;\">4.  Last and most important, it’s easy to be a kind, respectful hiring company, whether you are in human resources or recruiting, or you are the hiring manager.</p>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Here are some examples of what you can do right now:</span></p>\r\n\r\n<ul>\r\n<li>\r\n<p>Send an acknowledgement to each job applicant that his or her application was received. Express appreciation for their interest in your company and how much you value the talent they have. In the letter, explain the process. I understand you may not be able to commit to a time frame, but share something.</p>\r\n</li>\r\n<li>\r\n<p>If the applicant is in the “no” pile or will not get an interview for any reason, send them a short e-mail. Again, express great appreciation for their interest. No need to explain why they were not chosen but a standard phrase such as, “We will be filling the position with another candidate,” is plenty. This step alone will make you stand out as a gracious company.</p>\r\n</li>\r\n<li>\r\n<p>If a candidate has had a phone or face-to-face interview, a follow up from you is absolutely required. They probably sent you a thank-you note, right? Did you write back a simple, “You’re welcome and it was a pleasure meeting you, too,” note? Are you concerned about misleading them that they may get the job? You’re not! You’re being courteous and respectful.</p>\r\n</li>\r\n</ul>\r\n\r\n<p><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">Most importantly, once you have made your hiring decision –  or decided not to hire any of the candidates), are you sending an e-mail or calling those who were interviewed and advising them that you are going in another direction? And are you thanking them for their time? </span></p>\r\n\r\n<p ><span style=\"color: #000000; font-family: Calibri; font-size: medium;\">At one of the major corporations I worked for, I wanted to take the above steps but HR and recruiting said they didn’t since there were simply too many applicants. However, when I probed further, they said I was welcome to communicate directly with the candidates if I wanted to. So I did! </span></p>\r\n\r\n<p><span style=\"font-family: Calibri;\"><span style=\"font-size: medium;\"><span style=\"color: #000000;\">What’s your reason for not taking a few minutes to draft a few e-mails and ensure the right message gets to your candidates? Who knows? It may rub off on other hiring managers, recruiters, and HR staff around you!  Won’t it be amazing some day when it’s actually a company policy to be polite to candidates?  </span></span></span></p>','Hiring Managers, HR, and Recruiters: Be Gracious to Your Candidates','','inherit','open','open','','3355-autosave-v1','','','2014-03-12 18:13:27','2014-03-12 18:13:27','',3355,'http://www.danamanciagli.com/set-your-goal/3355-autosave-v1/',0,'revision','',0),(3474,8113,'2014-07-02 02:49:09','2014-07-02 02:49:09','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\n<p>It’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.</p>\r\n\r\n<p>When your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?</p>\r\n\r\n<p>And once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.</p>\r\n\r\n<p>“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”</p>\r\n\r\n<p>Here are three recommendations to consider when designing appealing and effective workspaces:</p>\r\n\r\n<p><b>1.       </b><b>Create choice</b></p>\r\n\r\n<p>According to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.</p>\r\n\r\n<p>Just because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.</p>\r\n\r\n<p>And employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.</p>\r\n\r\n<p>According to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.</p>\r\n\r\n<p><b>2.       </b><b>Give them a seat at the table</b></p>\r\n\r\n<p>Good ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.</p>\r\n\r\n<p>Boston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.</p>\r\n\r\n<p>“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.</p>\r\n\r\n<p>In the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.</p>\r\n\r\n<p><b>3.       </b><b>Keep them coming back</b></p>\r\n\r\n<p>At the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.</p>\r\n\r\n<p>Take the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.</p>\r\n\r\n<p>The space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.</p>\r\n\r\n<p>“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”</p>\r\n\r\n<p>Hiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.</p>','Design Your Office Space to Attract and Retain Great Talent','','publish','open','open','','design-office-space-attract-retain-great-talent','','','2014-09-29 17:54:31','2014-09-29 17:54:31','',0,'http://www.danamanciagli.com/?p=3474',0,'post','',0),(3475,8113,'2014-03-03 22:14:56','2014-03-03 22:14:56','','Design Your Office Space to Attract and Retain Great Talent','Design Your Office Space to Attract and Retain Great Talent','inherit','open','open','','design-your-office-space-to-attract-and-retain-great-talent','','','2014-03-03 22:14:56','2014-03-03 22:14:56','',3474,'http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg',0,'attachment','image/jpeg',0),(3476,8113,'2014-03-03 22:15:31','2014-03-03 22:15:31','[caption id=\"attachment_3475\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent.jpg\"><img class=\"size-medium wp-image-3475\" alt=\"Design Your Office Space to Attract and Retain Great Talent\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/03/Design-Your-Office-Space-to-Attract-and-Retain-Great-Talent-199x300.jpg\" width=\"199\" height=\"300\" /></a> Design Your Office Space to Attract and Retain Great Talent[/caption]\r\n\r\nIt’s no secret that a great looking office space works wonders when courting new clients or impressing investors, but innovative workspaces play another vital role in corporate ecosystems: <b>attracting talent</b>.\r\n\r\nWhen your finalist candidate walks through the door of your company, he or she is immediately judging the environment; is it a place they want to work in?\r\n\r\nAnd once that candidate is hired? A well-designed workplace can dramatically effect employee innovation, morale, and even <b>retention</b>. Effective design and approaches to daily work life in the office can work wonders in cultivating a loyal and long-standing employee base.\r\n\r\n“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at <a href=\"http://www.ideapaint.com/\">IdeaPaint</a>. “These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from.”\r\n\r\nHere are three recommendations to consider when designing appealing and effective workspaces:\r\n\r\n<b>1.       </b><b>Create choice</b>\r\n\r\nAccording to a <a href=\"http://www.gensler.com/uploads/documents/2013_US_Workplace_Survey_07_15_2013.pdf\">2013 Workplace Survey</a> by design and architectural firm Genslar, the average square foot of space per person dropped from 225 to 176 square feet between 2010 and 2012 and is expected to be near 100 by 2017.\r\n\r\nJust because personal space may be declining does not mean that the overall amount of space in an office is decreasing. Rather, many companies are opting to use that reclaimed space to create more and diverse work environments incorporating myriad different uses.\r\n\r\nAnd employees love it. They now have more choices in where they work, think, create, and engage with colleagues during the course of their workday, giving variation and adaptation to any meeting.\r\n\r\nAccording to the same survey, choice drives performance and innovation. Employers who provide a spectrum of choices for when and where employees can work are seen as more innovative and have higher-performing employees. In fact, companies who grant employees choice grew four times and had one-third the turnover versus control-oriented organizations.\r\n\r\n<b>2.       </b><b>Give them a seat at the table</b>\r\n\r\nGood ideas can come from anyone, from upper management to interns and new hires. Offices that have varied workspaces and foster more democratic brainstorming meetings are well poised to capitalize on a greater employee knowledge base.\r\n\r\nBoston-based energy management company <a href=\"http://www.enernoc.com/\">EnerNOC</a> sought to empower their Millennial workers – roughly 50% of their entire workforce – by getting them more involved during brainstorming meetings, working alongside senior management and executives which allows for a more open exchange of ideas and experiences. They found that their younger employees were extremely eager to learn from their managers and develop their own creative voices.\r\n\r\n“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.\r\n\r\nIn the <a href=\"http://www.towerswatson.com/en-US/Insights/IC-Types/Survey-Research-Results/2012/07/2012-Towers-Watson-Global-Workforce-Study\">2012 Global Workforce Survey</a> by Towers Watson, 32,000 employees were polled to gauge their opinions on company leadership, among other topics. Researchers found that when it comes to employee retention, a high quality work experience is paramount. Managers who spend time to engage employees and focus on building on their strengths play a major role in the creation of a work environment that promotes high retention.\r\n\r\n<b>3.       </b><b>Keep them coming back</b>\r\n\r\nAt the end of the day, work is, just that. We spend on average one-third of our day at work. It is a necessary part of our lives, but it doesn’t have to be a negative one. In fact, well-designed workplaces can inspire employees on a daily basis and be a place they want to come to every morning.\r\n\r\nTake the <a href=\"http://www.quickenloans.com/about/partner-company\">Quicken Loans Family of Companies’</a> corporate headquarters in downtown Detroit. The campus is a revelatory composite of breathtaking design and highly functional, highly collaborative workspaces. In fact, a new design firm, <a href=\"http://dpopculture.com/\">dPOP!</a>, was founded as a result of its build out.\r\n\r\nThe space features a repurposed bank vault for meetings, a nod to Detroit’s industrial routes through the use of iron artwork, antique equipment, and brick-and-beam architecture, and large bright open office spaces complete with floor-to-ceiling windows and even Ping-Pong tables.\r\n\r\n“The result is a workplace employees want to go to on a daily basis,” said Chaitman. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”\r\n\r\nHiring companies, in your effort to think holistically about how you attract and retain talent in this new world of work, consider investing in your office lay-out well beyond stocking free soda and coffee in the break room.','Design Your Office Space to Attract and Retain Great Talent','','inherit','open','open','','3474-revision-v1','','','2014-03-03 22:15:31','2014-03-03 22:15:31','',3474,'http://www.danamanciagli.com/set-your-goal/3474-revision-v1/',0,'revision','',0),(3584,8113,'2014-04-22 18:04:23','2014-04-22 18:04:23','','Order &ndash; Apr 22, 2014 @ 06:04 PM','','wc-processing','open','closed','order_5356af211dddd','order-apr-22-2014-0604-pm','','','2014-04-22 18:04:23','2014-04-22 18:04:23','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=3584',0,'shop_order','',0),(4430,8264,'2014-11-04 13:22:00','2014-11-04 13:22:00','<p><strong>Question 1</strong></p>\r\n\r\n<p><em>I am 25 and unemployed. I\'m looking to head back to graduate school but would like to work during that time. I\'ve never had a full time job in my entire life.</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>My recommendation is to focus on the following:</p>\r\n<ol>\r\n<li>Aim for a big, trusted brand name company in your city. Since you have never had a full time job, you need to get your resume going — and your peers have a head start! Get a minimum-wage position in a recognizable company, which will give you credibility. To know the companies in your city, read your local Business Journal (<a href=\"http://bizjournals.com\" title=\"link to biz journals website\" target=\"_blank\">bizjournals.com</a>) and invest in the Book of Lists to help you short and long term.</li>\r\n<li>Now focus on what function you want to enter. Marketing, sales, administration, operations, manufacturing, etc. The Internet has a wealth of knowledge to help you learn how companies are organized, and you can read what different functions do. Do not worry about the industry.</li>\r\n<li>Prepare all of the materials you need for your job search. There are some amazing books out there to get you current and list all that you need to do.</li>\r\n<li>Now, start the hunt for your role since it may take some time without experience.</li>\r\n</ol>\r\n<p><strong>Question 2</strong></p>\r\n\r\n<p><em>Is it OK to refer to notes when answering interview questions?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Yes, it is not only okay to refer to your notes, but I highly recommend it when it\'s your turn to ask questions.</p>\r\n<ul>\r\n<li>When I, the interviewer, say \"Greg, do you have any questions for me?\" then bring out your list of questions neatly typed.</li>\r\n<li>Make sure you include space between the questions to write down their answers. Do the same for every interview, even if you repeat questions.</li>\r\n</ul>\r\n<p>In terms of referring to notes when they are asking your questions, yes, but it’s more subtle. I did it all the time.</p>\r\n<ul>\r\n<li>Have your portfolio open with your resume and the job description. You can have all the notes you want in the margins. On my resume, for example, I had small bullet points of the examples I would give of experiences for each part of my resume. I would write “STORY – Selling to GE” next to my start-up job or “STORY – Hiring 450” next to a job at Microsoft.</li>\r\n<li>In the margins or top of your resume, you can have small reminders of your three strengths and three weaknesses you are going to use throughout.</li>\r\n<li>What you don’t want to do is have to page through numerous papers to find your notes. That\'s too obvious.</li>\r\n</ul>','Ask Dana: What to do when you\'re 25 and never had a full-time job... Plus, Is it OK to look at notes when answering interview questions?','','inherit','open','open','','4428-revision-v1','','','2014-11-04 13:22:00','2014-11-04 13:22:00','',4428,'http://www.danamanciagli.com/4428-revision-v1/',0,'revision','',0),(4431,8113,'2014-12-10 02:23:52','2014-12-10 02:23:52','[caption id=\"attachment_4450\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-find-a-job-at-a-company-where-networking-is-banned.jpg\"><img class=\"size-medium wp-image-4450\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-find-a-job-at-a-company-where-networking-is-banned-300x200.jpg\" alt=\"How to find a job at a company where networking is banned\" width=\"300\" height=\"200\" /></a> How to find a job at a company where networking is banned[/caption]\r\n\r\n<p><em>The college I work at has strict regulations and procedures to make sure “the old boy and girl network” does not interfere in the job process. So even if you know someone who would be a good fit for a job opening, there’s no way to recommend them. In fact, in some cases, an internal recommendation results in a candidate not being considered at all. I’m sure my organization is not the only one out there with strict HR procedures and hiring committees that only see the resumes of those that made it through HR screening.</em></p>\r\n\r\n<p><em>I’m not looking myself, but I have adult children who will navigating the hiring system soon. What is the best way to do the end-round the formal system?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Great question, and there are so many outliers like the “rule” at your university. The direct answer is that every candidate needs to be prepared to do both activities in his or her job search.</p>\r\n\r\n<p>First, they always need to get into the HR system. No way around that. It shows respect for that company’s processes and is the required format, as well.</p>\r\n\r\n<p>Networking to leverage a referral or relationship is always recommended, but the job seeker needs to use their judgment. Let’s take your example. If I contacted you to be a referral for me at your college, I would hope you would tell me that the college frowns on that and it may hurt me more than help. Then I wouldn’t pursue that path!</p>\r\n\r\n<p>On the flip side, employee referral programs are one of the TOP ways to get a job at most companies. My son, Chad, 23, got his current job in sales by a buddy of his submitting Chad’s resume through the employee referral tool. AND his buddy got a nice $1,000 thank-you check!</p>\r\n\r\n<p>In summary, it’s not an end-round at all. It’s an “AND”, not an either-or.</p>','How to find a job at a company where networking is banned','','publish','open','open','','find-job-company-networking-banned','','','2015-02-02 21:12:39','2015-02-02 21:12:39','',0,'http://www.danamanciagli.com/?p=4431',0,'post','',0),(4435,8113,'2014-12-15 02:29:18','2014-12-15 02:29:18','[caption id=\"attachment_4448\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-network-with-people-at-the-company-where-applying.jpg\"><img class=\"size-medium wp-image-4448\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-network-with-people-at-the-company-where-applying-300x199.jpg\" alt=\"How to network with people at the company where applying\" width=\"300\" height=\"199\" /></a> How to network with people at the company where applying[/caption]\r\n\r\n<p><em>I just found a few positions at a company I want to work for and I even know two people who work there. I was thinking of shooting the two people my resume. Is that what I should do next?</em></p>\r\n<h4>Advice from Dana</h4>\r\n<p>Want the short answer? No! But let me be a little more helpful.</p>\r\n\r\n<p>Never, never, ever, <em>ever </em>send your resume alone when applying to a job (unless the company limits you to a strict template) or when networking for someone’s help.</p>\r\n\r\n<p>Here’s a better way to handle it:</p>\r\n<ol>\r\n	<li>Apply via the company website – with your <a href=\"http://www.danamanciagli.com/prepare/the-job-seekers-wow-factor-the-new-candidate-packet/\">Candidate Packet</a>– even if you will network at the same time. Why? You need to be in the company’s system, to respect the work of HR and any recruiters involved, and to be able to tell your network contacts that you have applied.</li>\r\n	<li>Write a personalized letter to each of your network contacts, attaching the full cover letter/resume that you’ve already submitted to the company. Your letter to them should be professional and formatted like a business letter so the contact can forward your entire e-mail to the hiring manager or recruiter. Leave out any personal comments such as thanking them for the great party a few weeks ago or sharing that you just broke up with your girlfriend or boyfriend. In your letter, be sure to ask directly for what you would like them to do. For example: “May I ask you to please forward my credentials to the hiring manager and provide a recommendation?”</li>\r\n	<li>Follow up with your contacts seven working days later. Count that as follow up No. 1. Repeat that two more times – a total of three follow-ups – either via email or telephone.</li>\r\n	<li>Use LinkedIn to try to identify the hiring manager and any others who work in that department and begin a dialogue with them.</li>\r\n</ol>','How to network with people at the company where you\'re applying','','publish','open','open','','network-people-company-youre-applying','','','2015-02-02 21:09:52','2015-02-02 21:09:52','',0,'http://www.danamanciagli.com/?p=4435',0,'post','',0),