Career Hub

The Big Debate (no that one is over!)

There has been a great debate about personal branding going on over the last few days on several blogs as well a lot comments on Twitter. Geoff Livingston has just posted a follow up to a blog post he did recently I Don't Care About Your Personal Brand (which prompted a very thoughtful post on his own blog by Mitch Joel Why You Need To Care More About Your Personal Brand ) with Rebutting Six Arguments for the Personal Brand.

Well worth following - regardless of which side of the fence you fall - or don't.

Here was my response to Geoff's first post;

" Fair point Geoff and great article that has stimulated a lot of comments not just here and even made a personal brand fan think a bit more. (Full Disclosure - I make a living from helping people identify what their unique skills and attributes are and to communicate them more effectively whilst being themselves = personal branding).

It is always intersting to note that when something rises to a level of mass consciousness - which is where I believe personal branding is approaching then the opposite opinion appears as well. Great for debate and giving people more pros and cons to make an informed choice is always a good thing."

Which in turn prompted me to write "Personal Branding - Is it About to Change?" and then response to his second post:

Geoff

Another thought provoking post to add to the conversation. You have some very valid points regarding personal brands and whilst I refrain from using the word (because I think it has been over used and lost its real meaning) personal branding is about being ‘authentic’ to yourself first and foremost and not creating false images or personas.

I believe that many people were ‘personally branding’ themselves way before Tom Peters wrote about it over 10 years ago. They used it to overcome potential career disadvantages or to maximise what they were good at to advance themselves - perhaps doing it unconsciously a lot of the time but still offering ” a service to the marketplace that’s communicated through visual and verbal communications, as well as the actual product/service experiences.” - ie. doing what they said they can do and producing measurable results.

The interesting shift with personal branding over the last couple of years has been that large corporations are embracing the concept of personal branding as an employee engagement and development initiative and myself and a number of other personal brand strategists are involved in several such programs with F500 companies to help them do that.

Whilst I agree people may not want to work for you just because you ride a Ducati, I would offer to suggest that it might be a deciding factor for someone weighing up whether they want to work with a ’suit’ or a ‘leather jacket’ !

Even you identify that “There is more than a handful of people operating under this masthead, all with their own personal brand identities.” - exactly the reason that other companies are embracing this approach to stand out, perhaps you have been ahead of the curve, or just did not put the personal brand ‘label’ on it until now, but I think its personal branding just the same.

Thanks again for the continued discussion, I look forward to tracking this conversation as avidly as the last."

Cross posted on Refelctions of a Square Peg

Does Your Personal Brand Matter?

An interesting post at The Buzz Bin touched on some issues I've been thinking about for a while. In "I Don't Care About Your Personal Brand,' Geoff Livingston outlines why he opposes the idea of developing a personal brand. His post is aimed at people working in the online space, but his points apply to anyone. You should read the whole thing, but this is the part that caught my eye:

3) While personal brands are concerned with themselves, the market is also concerned about itself.

4) The market doesn’t care about the persona, only what value the persona contributes to the larger community.

This gets to the core of why I have never jumped on the personal branding bandwagon, despite having flirted with the idea for a while. In the end, I'm much less interested in having my clients focus on their 'brand' than on the value they can add to potential employers. Value-added is simple, direct and focused on the employer. Personal branding is something broader (to be sure value-added is a part of it, but not the only part) and seems to me much more focused on the individual.

In order to pinpoint a client's value proposition - exactly how he or she will help the company succeed - I  use many of the same approaches as a personal branding consultant, but the focus is different - not the self-indulgence of me (the candidate) but the outward focus of they (the employer).

For a long time, I attributed my reluctance to jump on the personal branding train as something related to my background. As a Brit, I'm always a little uncomfortable with anything that smacks of taking oneself too seriously. But after reading Geoff's post, I see that it's not just that.

It's this:

24) A personality oriented brand does not necessarily equate to successful results.

It's the fact that results (and actions) matter. Results and actions tell me what you will do for me. Results and actions tell me whether or not you will add value to my organization. Results and actions show me who you are much more effectively than any carefully crafted public image.

I know that many of my colleagues disagree (and many of the Career Hub bloggers will definitely disagree!) but for me, a focus on results will always be more effective than a focus on brand. After all, all products and services have brands, but how many of them deliver what they promise?

My personal favorite is my bank Chase, who tell me that 'the right relationship is everything' and then constantly leave me on hold for hours while they try to figure out why my online banking has gone awry one more time, leaving me yelling "THIS ISN'T THE RIGHT RELATIONSHIP!!!" as my blood pressure soars once again.  But they do send me the occasional Starbucks gift certificate, with a very nice message about how much they value my custom, so I guess that's supposed to make it all OK ;-)

I can't help wondering how much better they would be if they stopped spending money on branding experts and fancy loyalty programs and instead invested that money in actually adding value to my life.

And in the end, that's my point. Instead of worrying about personal brands, I think people need to think about results and value-added. I expect many of my colleagues will point out that these are not mutually exclusive ideas and I agree - but that would be to miss the point. I know that in some cases, with the right candidate and the right personal branding coach, a person's 'personal brand' will be built around the results they have achieved, but I think the idea of 'personal branding' leads to the same problems with people as it does with businesses - a focus more on the message (the right relationship is everything) than on actually getting stuff done.

Let's face it, if you can show that you have delivered great results and made a big impact on prior employers, you really don't need to worry about packaging it in a pithy branding message. It will be obvious to everyone.

And if, like Chase, you haven't ... well a nice brand message might open some doors for you, but eventually people will figure out that there's nothing there.

Cross-posted at Blue Sky Resumes Blog

Is it about to change?

It is interesting to note that as something becomes more popular and many more people talk, write and with technology now everything else online about it that debate about it's pros and cons escalate. Obama versus Hilary and then Obama versus McCain a case in point.

So is the case with personal branding. When I first started over 5 years ago looking at the subject there was very little out there - certainly on the web - save for Tom Peters article - Brand You - a few books and William Arruda over at Reach, whom I connected with very early on and got involved in his first ever certification program.

Now never a day goes by without the term coming up multiple times on Google alerts, Twitter, etc etc.

When I talk to a prospective client for personal branding I want them to make an informed choice, it is certainly not for everyone and so they should weigh up the pros and cons of personal branding. That is why I liked the current debate going on prompted by an initial post over at Buzz Bin by Geoff Livingston - I Don't Care About Your Personal Brand and then a thoughtful post by Mitch Joel over at Twist Image - Why You Need To Care More About Your Personal Brand. both posts have prompted a lively continuing conversation and debate.

The events of this week have highlighted that lively debate about opposing views stimulates greater engagement and involvement and that makes us all a little more informed, whether you think you are a brand, or not. Thanks Geoff and Mitch for the conversation.

Cross posted on Reflections of a Square Peg blog

Are you perfect?

Just went to this You Tube video from a Twitter recommend by Guy Kawasaki - really has changed my whole thinking about the day. It explains what drives Tiger Woods to continue to want to improve - the pursuit of perfection. The scene setting is a little long - but worth the wait for the last 30 seconds - awesome

Cross posted on Reflections of a Square Peg

Top 10 Tips to Recession-Proof Your Career

Whenever you are asked if you can do a job, tell 'em, 'Certainly I can!' Then get busy and find out how to do it." -Theodore Roosevelt

Now is the time to take on extra responsibilities on the job and move out of your comfort zone. Here are 10 tips to help you recession-proof your career:

1. Speak up at the next staff meeting. Make a positive contribution to the conversation and share your ideas. Don't wait until something happens and then say, "Gee, that was MY idea." How would anyone have known?

2. Schedule a review with your boss. Make them aware of your valuable contributions to the organization. It's not bragging if it's true AND your boss may not be aware of all you do. Track your achievements now. Go back into your emails and see how many customers praised your work. Create a "me file." Want more tips about this? Check out my article here: Revealing Your Personal Power in the Workplace.

3. Anticipate the needs of your coworkers -- and other departments. You might be in product development, but you just read a good marketing article that's on target for your company's goals. Send it to your colleague in marketing with a brief note, "Saw this and thought you might find it helpful. Thanks for the hard work on the launch of the X project!"

4. Build bridges to other departments. When I worked in the newspaper industry there was a disconnect between advertising, production, and editing (reporting). I created a bridge simply by asking questions and learning more about the other departments. Cross train if your company has a program.

5. Provide genuine compliments. "Nice shoes" is OK, but "Wanda, your help on the gizmo project was invaluable. The fact that you were able to land coverage in Wired magazine, WOW!" is better. Good compliments are specific -- and genuine.

6. Mentor the newbie. What tips can you provide that will help this person succeed in your organization? 

7. Take a class and build your skills. But then you won't have your MBA until you're 40 you say? Yes, but you'll still be 40... Why not have the degree?

8. Become a thought leader in your industry. Start a blog. Write a whitepaper. Speak at your next industry conference. 

9. Network inside and outside the company. Take an active role on employee improvement teams, volunteer groups, and professional organizations.

10. Shake things up. Think of at least one thing you can do right now that would save your department money, streamline operations or improve morale. And just do it! "But it's always been done like that" is old thinking. "How can I improve this" is new thinking. 

Bonus: Build your brand! Increase your visibility the right way to attract opportunities to you. Now more than ever, you've got to be noticed. (And I don't mean that picture of you dancing on the table on MySpace.) Google yourself now to see where you stand 

Posted by Wendy Terwelp

Be Specific About What You Want

You know you want to change jobs, companies, or even careers, but you're not sure exactly where you want to go. You've got a great network of contacts to reach out to, but you're not sure what to tell them.

Your contacts want to help you, and they'll need to know some key specifics about what you're looking for before they can.

Tim Tyrell-Smith wrote about an experience he had a networking event when he was trying to find out what an attendee was looking for. He was so vague that there was no way Tim could know how to help him out or remember him later.

Wouldn't it be great if we could simply articulate our vague notions of what we want and have someone else tell us what job they know about that would be perfect for us? I frequently hear from people hoping I can do that for them. I've hoped someone could do that for me in the past, as well!

The exciting and somewhat daunting truth is that we have to do that exploration ourselves. Of course we can have friends, mentors, or a coach support us while we figure things out. We can get some guidance about how to frame our process of discovery, what resources could help us, and so forth.

But the fact remains that deciding on a new job or career strategy is a creative process that requires our own reflection, ingenuity, perseverance, testing, time, patience and usually a lot of grit.

You probably have friends who can help you during your initial brainstorming process and won't be put off by your cluelessness.

But approach those valuable contacts who may be in a good position to help you with a strong, focused description of who you are (aka your personal brand) and what you're looking to do where.

It pays not only to have some job titles and targeted organizations to discuss with your contacts, but a specific request for what you'd like from them.

Would you like to meet with them to get their take on the industry? Do you want to know about hiring trends at their company? Are you ready for an introduction to a particular person they work with? The more specific you are with your goals and your requests, the more able people are to help you.

Of course if you focus a significant portion of your networking efforts on reaching out to people and offering your assistance and support, you will receive plenty of good will in return, which is priceless. (See Debra Feldman's post on this blog for more on this strategy.)

Posted by Heather Mundell

What the Recruiter Wants to Know versus What You Need to Say

I was just talking to a client who received resume feedback from a recruiter. The recruiter had suggested that her resume would be stronger if she added dates to her earliest employment and education, and if she described the type of companies she worked for.

I know why the headhunter wanted this information - these are both useful pieces of data for his decision-making process. But I left them off for a specific reason: Because the recruiter's interests and your interests don't always align.

Your goal is to get your resume past the screeners and score an interview (because in many cases the information that might screen you out won't actually matter once the company meets you and realizes how fabulous you are). The recruiter's job is to gather the facts so he can see if you fit the exact job criteria. See how those two things don't always match up?

When a product marketer writes a promotional brochure, she doesn't include all the downsides of the product - she just highlights the good things and it's up to you to ferret out the rest if you are so inclined. I think the same thing applies with your resume.

In the case of my client, I left off the early dates to stop possible age discrimination. I omitted the types of companies because she specifically stated that she wanted to change industries and I didn't want her being eliminated from consideration just because all her prior jobs were in telecommunications.

Even though the recruiter suggested these 'improvements' to the resume, he still scheduled an interview with my client. I know many recruiters would disagree with me, but I think that means the resume did exactly what it was supposed to do.

"Do You Still Need a Resume?" Experts Weigh In.

In a recent post "Do You Still Need a Resume?" I opined that the resume, although still useful, is fading in importance in the new world of on-line tools that provide companies and recruiters an array of information about potential candidates. I requested that readers share their opinions, and received some compelling comments -- from a job seeker, a career professional, and a recruiter.

Jeffrey Ishmael shared his success with building an on-line presence to enhance his job search...

...As I found myself in the first "forced" search in my Finance career, I found myself toe-to-toe with some very talented people and needed a way to distinguish myself from the pack...and pursued the development of a website dedicated to corporate finance...while meant to hit the technicalities of Finance, it was also intended to give potential employers and recruiters additional insight into my approach to managing the Finance function of a company...I know that at least one offer I received was the direct result of what they had seen on my site.

Barbara Safani, a New York City personal brand strategist, resume professional, career coach, and author talked about the evolution of the resume into new forms...

...the resume is simply evolving from a piece of paper to a three-dimensional, multi-media presentation of a candidate's value proposition. Hiring authorities still want to know how candidates will help their organizations grow and prosper, but they want to receive that information in more flexible formats. And the "cut to the chase" approach is really taking hold with tools like Twitter...candidates need to be able to communicate a compelling message that screams "pick me" quickly and succinctly to hiring managers in order to get noticed in today's crowded job search space.

Push-back came from "Recruiting Animal" (known for his strong views and cool recruiting radio show)...

...What's your final recommendation? It sounds like you're promoting a good resume to me. Or a good LinkedIn profile which is pretty much the same thing.

Like me, you believe that it's a really good idea to put a detailed profile/resume online. But, then why do you spend half your time saying that you don't believe in resumes?

I'm a headhunter. And I often work with other recruiters. And when we recruit someone, we want a resume.

A LinkedIn profile could very well become the next resume but in the meantime, not enough people understand it. But...none of the other online profile sites are as good as LinkedIn...That's why LI is heavily used by recruiters. If you go on Twitter and follow some recruiters you'll see them whining every time LinkedIn has a problem.

You claim that traditional resumes are too focused on the past? That's how people are hired. On the basis of past experience.You think the focus should be on a brand. But what's your brand based on? My friend Laurence Haughton wrote a book called, "It's not what you say, it's what you do." And your brand is based on what you've done.

Recruiting Animal's comments reflect a certain confusion about points in my post. And that's understandable. The ambiguity Recruiting Animal addressed in his comments about resumes vs LinkedIn; past performance vs potential; brand vs performance, etc. reflects the flux in the job search space right now.

Here's why: There is no "one good way" to get out a clear career-building or job search message -- and there probably never will be. Of course recruiters and decision makers need to know job history. But that's just a part of the process, and the ways to discover that history are quickly changing.

What works best now may be archaic in another year, and something that's a blip on the horizon might be the next new sourcing tool in a year.

Recruiting Animal mentioned "branding" almost as a bad word. I think that's because the way some people use personal branding (if they use it at all) is to showcase "soft skills" without deliver a value message tied to those skills.

Identifying a personal brand is a good place for a job seeker to start, but it's just a piece of the foundation. It certainly helps with the elusive "chemistry and fit" component needed when a candidate hits the short list, but it's not going to help get anyone on that short list. Only value tied to the brand does that. 

As a Certified Personal Brand Strategist, I am not just working a brand message when I assist a senior executive in job search and career management. VALUE that is proven (and predicted) by accomplishments is the thing that we focus upon, because it works.

I like to use the phrase "executive brand" or "branded value proposition" -- both are basically ways to show what your brand looks like when you take it to work and use it to deliver value that hits the bottom line.

Branded value is what needs to be projected across all on- and off-line communication including a resume and LinkedIn.

A good resume (one with an executive brand, short-term and strategic impact shown for each job held, and accomplishments tied to ROI value) is still needed, but I hold fast to my assertion that it is not required as often as one would think.

In regard to Recruiting Animal's comment about people being hired for their past performance, well, sure, that's partly true. Past performance is something we look at, but without a real sense of what that candidate will do moving forward there will be no short list in his future.

That's one of the places executive branding shines -- because value-based branding strips the accomplishment history bare and shows what is beneath it -- what raw ability the candidate delivers from job to job, challenge to challenge. That pure ability is (or should be) a huge differentiator that helps determine the right hire (and fit, too).

LinkedIn (if done right) is a fabulous (albeit static) way to project branded executive value as well as job history, and to be found because of that. Twitter is a interactive way to engage in real-time relationship- and visibility-building. Combining the two is a winning combination.

If someone finds you on Twitter, gets interested in you, and checks you out on LinkedIn (possibly printing out your LinkedIn profile by using the PDF "looks like a resume" option), then you may never need a resume. Then again, you might need to bring one to the interview.

So, do you still need a resume? The answer is still "maybe."

Jeffrey, Barbara, and Recruiting Animal, thanks for giving us lots to think about.

Posted by Deb Dib, the CEO Coach

Do You Still Need a Resume?

Career Hub contributor Sital Ruparella recently posted thoughts on the question: "Will LinkedIn Profiles Become The New Resume?"

My answer is a qualified "maybe." As a trend watcher within the resume and career coaching industry, I've taught classes, written articles, and presented at conferences about the diminishing importance of the resume. I believe that the resume as we know it is an increasingly minor, even irrelevant, part of job search.

Why? Because although companies, recruiters, and networking contacts still ask for resumes, resumes are very often not where they acquire the information they rely upon for decision-making.

AND -- perhaps most importantly -- vanishing time and attention spans (due in part to the brevity required by Blackberries, iPhones, text messaging, and Twitter) are quickly eroding the desire for a multi-page, 10-point type, margin-to-margin traditional resume. A hard-to-read resume -- when sent to a human, is begging to be trashed. Literally.

I do not think LinkedIn will be THE one-stop-shop resume-replacement solution but I do think it will be an important tool in an array of tools that supplement the resume.

Here are just a few of the places resume-type (career history) and personal brand information is now found:

** social networking sites (especially LinkedIn and even Facebook and Twitter)

** profile aggregators like Ziggs and Zoom

** online profile builders (used by companies and recruiters)

** electronic searches (typically turn up far more than any resume can present)

** web portfolio sites (DIY sites like Visual CV or customized portfolios/blogs by on-line identity experts like Kirsten Dixson)

Traditional resumes (and badly done LinkedIn profiles) are typically "job graveyards" focused on past success rather than targeted, branded potential.

Graveyards are not conducive to job search! 

Employers and recruiters need more than history. They can get job history from LinkedIn, or electronic profile builders. There is plenty of online software that can (and does) help companies gather information in ways that require no resume.

The big question is how do companies and recruiters get what they really want -- an understanding of value and chemistry that predict contribution and fit? A great resume -- a brief document focused on a branded value proposition, IMPACT, and targeted accomplishments with a "dotted line" to how these can help the new target -- can work. However, most resumes are not great, and even the great ones have limitations.

At the very least even a great resume needs to be supplemented with case studies of accomplishments that put accomplishments in context of challenge and action, and showcase wins that create employer desire. Most job seekers never do that.

It's no wonder that resumes are becoming increasingly irrelevant -- resumes just don't provide what's needed and they take too much time to read. And if they are posted on-line they don't make it out of the "electronic abyss" -- the black hole that most on-line resumes fall into, never to be seen again.

For many people, the best time to use a resume is often after an interview, as a brief reminder of experience and education. Getting the interview is a job for the above tools (plus networking, of course, and possibly a value-proposition-focused direct mail campaign); it's increasingly not the job for the resume.

Anecdotal information from many of my senior executive clients tells me that resumes are no longer critical to success. 

This year alone, I've had clients land interviews and jobs after we've done deep executive brand and value discovery, but before we've even completed a resume. By creating a succinct value- and brand-driven LinkedIn profile and creating a branded bio and accomplishment studies, they have been prepared to out-compete the right way -- by using on-line tools to raise visibility and by crafting a powerful message to share when that visibility produces interest.

Don't look for the resume to disappear quite yet.

Job seekers are still expected to have resumes, especially for entry-level jobs, for jobs within small companies, and for very senior executives who need distinctive multi-page resume/accomplishment portfolios.

Do create a great, brand, and value packed resume (the process alone is exceptional preparation for networking and interviewing), but be aware that you may not need your resume as often as you think you will, or even when you think you will.

Bottom-line? The resume is losing its luster as the tool of choice for job search. For now, a great branded resume, branded collaterals, and a branded LinkedIn profile need to be in your tool box -- but you may be pulling out that resume less often as you replace it with LinkedIn and other newer tools that get the job done.

If you are a job seeker, recruiter, employer, or career expert, what's been your experience? What do you think?

Posted by Deb Dib, the CEO Coach

15 Top Strategies for Career Success in a Volatile Market

1.    Start with the known -- If you've been laid off, excessed in a merger, or just want out of your current field it often helps to pursue companies, industries, and functions that have some connection to your field. These are often the most productive targets. Examples might be healthcare to biomediclal; teaching to educational sales; consumer products brand management to B2B marketing; banking to corporate finance; engineering to green technologies; software development to new media.

2.    Seek growing fields -- New, growing, and emerging fields like green technologies, clean energy, social media, and others, will have fewer job applicants trained in those precise areas. They are looking for the best, but know that the best will often have to come from somewhere else. If your value and experience speaks to their needs, your transition is assured. But it's your job to build the bridge to them and make your case. Barbara Safani's Career Solvers research department can help you with comprehensive job search research services. Mark Hovind's Job Bait site has terrific stats on employment and market trends by industry and region.

3.    Leverage volatility -- When mass layoffs occur, smaller companies that could not compete for top-talent rush into to fill the gap and gobble up superior performers. If you are laid off, don't limit your search to your industry or function, an unrealistic salary, or a geographic location. This is the time that companies are thinking creatively and are more open to speaking with "non-traditional" hires with a great track record. And they will be directing their recruiters to do so too.

4.    Concentrate on unique transferable value -- A transition (indeed any hire) depends on value not skills. Determine the value you bring -- value that transcends the boundaries of industry or function and underlies all your successes. Examples might be an ability to 1) consistently deliver growth no matter what the circumstances, 2) always find the one thing within an already good process that make s it deliver even more productivity or revenue, or 3) motivate a team to gel and excel in difficult circumstances.

5.    Begin before you need to -- Lay a foundation -- do not wait until you lose your job or are so burnt out that you quit. Do your research; use social networking tools like LinkedIn, Facebook, Twitter, Visual CV, or a customized electronic portfolio and/or blog (done in partnership with an on-line identity expert like Kirsten Dixson) to build visibility around your value proposition and emerging thought leadership in your targeted field. Write a blog and articles, attend industry events, make connections with movers and shakers, do field research by speaking with those doing the work you want to do, learn the industry trends and buzzwords that will make you seem like a "local" not a "tourist." When you decide to make your move, you'll be known, have a targeted Google presence, a robust network, and "walk the talk."

6.    Jump-start your search -- If you lose your job, you need to act FAST. Don't be tempted to use the first few weeks (or months) of your unemployment as unexpected vacation time. Get busy and build your branded value proposition, PR engine, and research machine ASAP. It's vital to your search and the positive activity will help with the array of emotions related to job loss. A career coach and/or resume professional can often be your best investment during this time -- there is huge ROI in having a careers professional help you determine value, articulate a strong branded value proposition, develop stellar career documents, and guide you in the most effective job search techniques. If budget will not allow retaining a professional, read Susan Whitcomb's "Magic" series of books on resumes, interviewing, and job search (Resume Magic, Interview Magic, Job Search Magic).

7.    Create employer desire -- Don't assume a decision maker will immediately understand how your value will translate to the company. Do the work to discover the company's (and industry's) trends and needs. Using that information, project impact with value-driven accomplishment stories and value-driven solutions that predict success and translate directly to the bottom-line.

8.    Don't spend all your time on-line -- It's easy to be sucked into a black hole of job boards and research. It's easy to hope that the more places you post your resume the more activity you will attract. Use technology and social networking sites as people connectors, not as substitutes for real relationship-building. Relationships drive productive job search, especially in transitions. People are your best sources of information, best advocates for your success, best connection to positive energy, and best way for you to "give back," too. A robust career management tool like JibberJobber can help you manage your growing list of contacts and activities.

9.    Don't rely on your resume -- Transitions are a "pavement pounding" exercise. Your resume will be populated with information tied to your old field. It will not attract attention on the job boards and employer or recruiter databases because the key words they seek will not be there. Build your resume to be a concise impact- and value-driven sales tool that builds a future forward case for success by connecting the dots of your old accomplishments to new advantage for your target company. Then work your network -- and even phone/mail cold calling (using that strong value proposition and company knowledge) -- to get that resume in the hands of a real person and to get face-time with decision makers. Read Jeffrey Fox' How to Land Your Dream Job: No Resume! And Other Secrets to Get You in the Door, for more on these techniques.

10.    Develop a suite of value-driven career collaterals -- Today's job search and career management experts know that new opportunities come not from on-line job sites, but from the building of an on-line presence, a meetup at a professional event, a call from a recruiter who discovered you, a contact, or even an article that spawned some good PR. Each of these situations requires different personal marketing materials. At a minimum, today's jobseeker or career-savvy executive needs a targeted resume, accomplishments brief, executive biography and micro bios for articles and speaking gigs, 30 second elevator pitches for different targets, executive value statement and branded tagline, a brief list of top "selling points," and a list of company research sites and contacts. JibberJobber can help you keep all of these documents sorted and in one place.

11.    Do the job to get the job -- When you land your interview, don't be a passive interviewee. After your initial conversation drop the theory, drop the past accomplishments, and get real to get the job. Drive the interview to a place where you can show your stuff. Ask questions about problems, needs, and issues. Then initiate a brainstorming session that allows you to show how you can think on your feet, deliver solutions, and create opportunity. You don't have to give away your "trade secrets" but you can allow the interviewers to sample your value and style in a very concrete way. Subscribe to Nick Corcodilos' Ask The Headhunter newsletter for more on these techniques.

12.    Stay connected and educated -- Isolation lets job-loss depression and inertia sneak in the door. It saps your energy. Fight it! Keep in touch with colleagues, attend networking events and professional meetings (focusing on what you have to offer, not just what you need), have breakfast and lunch meetings with new contacts and old friends. Attend professional development classes in your area of expertise, find education leading to certification in your new field of interest, teach a class in a local college. The connection with people and knowledge is a powerful stimulant for success.

13.     Be prepared to wait -- Career transitions, especially in volatile markets, are a longer job search. If your field is shrinking, if there are mass layoffs, if you are looking for a second career as you near retirement, if you are seeking an upper executive position, your search will likely be extended. Plan for it by creating a flow chart of planned job search activities and by getting your finances in order so that you can make your resources last. Knowing that you are prepared and protected will keep you focused and on-task as the weeks and months pass. And if you are fortunate to find a new position quickly, you'll appreciate it even more.

14.    Don't put all your eggs in one basket -- Job search in a market flooded with candidates is a "we want 125% fit because we think we can get it and we're not in a rush to hire" environment. Even top performers experience post-interview difficulty getting an answer as to why the process is taking so long, or if they are on the short list, or even if the position will be filled. Don't put your search on hold while waiting for the offer you are sure is coming. Even if you think the job is a sure thing after a great interview, in this market, there's a real chance it isn't.

15.    Don't look for a job -- Conventional wisdom says the time to look for a job is when you start your new job. Today's wisdom says the time to look for a new job is never. Use the above tips to transition to the job you need now, and concurrently begin to engage in active career management -- career management that relies on value, continuous learning, proactive positioning, and generous "give to get" networking. Over time you will become visible, viable, and valuable. You will be the hunted, not the hunter. Opportunities will come to you. Your biggest challenge will be deciding which one you want.

Posted by Deb Dib, the CEO Coach

Cross-posted at Executive Power Brand blog