Where are you lost or stuck in your job search? This guide is a self-assessment exercise combined with practical tips to help you get unstuck and move forward towards landing your dream job.
 
There are plenty of smart, successful people who struggle with finding jobs and/or a satisfying career. Why is this? Many times, they don’t know how to look for work. Most people have never been taught how to find a new job. So they do the things that they “think” they should do — applying for positions online, posting their résumé on job boards, and even creating a LinkedIn profile (even if they’re not sure what to do with it). But when they don’t get the results they want, they get stuck. With no immediate results, it’s easy to get frustrated. Many times, they won’t hear anything back at all from their applications, so they’re not sure how to move forward.
 
Before we look at the reasons why you might be lost or stuck, ask yourself some “bigger picture” questions:

• Am I doing what I’m meant to be doing? (Is the work I’m doing the “right job” or is it just “a job”?)
• Do I have the skills, experience, and/or qualifications necessary for the jobs I’m pursuing (if I’m being really honest with myself)?
• Have I conducted informational interviews to really understand the needs of employers for the types of jobs I’m pursuing — and to make new connections?
• Is there another way I can use my skills? (Making a change doesn’t always require going back to school or making a “big” change. It can simply mean using your skills in a new or different way.)
• Does finding another job in this field require something that I haven’t done yet? For example, a move? Taking a lateral position (maybe even with a pay cut) because it will mean developing a new skill set that offers more room for growth? A change in focus?
• Have I asked someone I know/like/trust for their honest feedback about how I’m presenting myself in my job search? Have I asked for feedback from hiring managers after interviews for jobs that I haven’t been offered?
• Am I really doing the “work” of conducting a job search, or am I just doing things that are “easy” or “comfortable” for me?

 
People who are most successful in finding — and landing — the job they want have several things in common:

1. Clearly defined goals — and the ability to research how to accomplish those goals. This includes identifying companies you’re interested in working for, potential job titles, contact information for people in the position to hire you (or connect you to the hiring manager), and knowledge of the company.
2. The willingness to invest time, energy, and money in their job search. This includes a strong résumé and other career communication documents, the right interview attire, career assessments, coaching to improve skills necessary for success in the job search (i.e., interview preparation, salary negotiation), etc.
3. The ability to document and to quantify accomplishments and achievements in their education, work experience, and/or volunteer work.

 
If your job search isn’t working, it’s time to do something different. Treat your job search as a project, with defined objectives, an action plan, and a timeline. Ask someone you trust (a spouse, friend, another jobseeker, or a career coach or counselor) to be your accountability partner — someone who will support, encourage, and motivate you in your job search.
 
The first step is to figure out where you’re stuck.
 
There are several areas where you might be having difficulty. If you are having trouble in more than one area, start with first reason and “fix” that before you move on to the next area.

Stop and Engage in Self-Examination. A successful job search requires that you identify and articulate your “career vision” — the type of work environment, location and lifestyle, and job you want — so that when you look for potential job opportunities, you can see if it will be a good fit, based on your identified values.
 
Author Lewis Carroll wrote, “If you don’t know where you are going, any road will get you there.” The same is true in your job search. People who say, “I just want a job, any job” will actually have a harder time finding a job than someone who knows what they want!
 
With that in mind:

• Have you clearly defined what kind of job you want? (Use the “Your Ideal Job” worksheet included in this guide to clarify what your dream job looks like.) You don’t have to limit your search to this company profile, but defining what kind of environment is most attractive to you is a good place to start.
• Ask yourself:

1.         What am I good at?
2.         What am I not so good at?
3.         What do I like doing?
4.         What skills do I need to update in order to stay current?

• Next, can you clearly describe the value you would bring to the company? In her book, Résumé Magic, author Susan Whitcomb identifies 12 specific needs most companies have. These include the company’s desire to:

1.         Make money.
2.         Save money.
3.         Save time.
4.         Make work easier.
5.         Solve a specific problem.
6.         Be more competitive.
7.         Build relationship / an image.
8.         Expand business.
9.         Attract new customers.
10.      Retain existing customers.

Think about how you’re able to help an employer meet these “employer buying motivators.” Once you’re able to define who you are and who you want to work for, then move on to the next step.
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A professionally written résumé is ideally suited for one particular job target. This may be a specific job title (“administrative assistant”) or several jobs that are similarly suited — for example, senior accountant/finance manager/chief financial officer. If you’re not getting calls for interviews, your résumé may be the issue.
 
Take a look at your résumé:

• If your résumé was professionally written, have you changed the wording from the original version? Did you change anything on the recommendation of a friend or colleague? Did you “water down” the language by adding or removing information?
• Did you give the résumé writer the strongest examples of your accomplishments — and quantify them with numbers, percentages, and dollars (whenever possible)?
• Are you using the résumé to apply for different positions than it was originally intended? (For example, if the résumé was developed to pursue a teaching position but you’re using it to apply for a job at a nonprofit.)

 
If you wrote the résumé yourself — or had a friend or relative write it — consider having it reviewed by a professional résumé writer who can give you objective advice about whether it meets today’s standards for an interview-ready résumé. The process of having your résumé written by a professional résumé writer can be eye-opening. Most résumé writers will work with you to identify your “personal brand” (what makes you unique as a jobseeker) and collect strong accomplishments that will help define how you can be an asset to your next employer as part of the résumé development process.
 
If it’s not the résumé or job target, it may be your job search tactics. One definition of insanity is “doing the same thing over and over again and expecting different results.”

• How are you using the résumé? Are you getting it in the hands of a hiring decision-maker for the type of job you want?
• Are you spending enough time on your job search? If you’re not working, commit yourself to a minimum of 40 hours per week devoted to your job search. If you are working, devote at least 20 hours each week to finding a new job.
• Work smarter, not harder. If you’re applying for 20 jobs online, you may think that you need to apply for 40 jobs. Instead, re-examine how you’re finding out about and applying for positions.

 
That leads to the next area where you may be stuck.

Once you have your résumé and cover letter, the next step is to get them in the hands of a decision-maker who has the authority to interview you — and, hopefully, offer you the job (or at least advance your job search).
 
There are five major ways to search for a job.

This is where most jobseekers spend their time, but most people won’t find their dream job by applying for posted positions. Research suggests that only 2-4% of jobseekers land a job using Internet job boards. Most large companies receive between 200 and 10,000 résumés a month — the majority of these come from online applications for jobs they’ve posted.
 
There are many places where jobs are posted online. These can include the hiring company’s website or LinkedIn Company Page, niche websites (like www.Dice.com for information technology jobs, or www.JobsInLogistics.com), aggregator sites (such as www.Monster.com, www.CareerBuilder.com, or www.Indeed.com), social media (some companies will post job openings on Facebook, Twitter, or Instagram), or even www.Craigslist.com.
 
The aggregator sites — also known as the “big boards” — aren’t as effective as they used to be. Listing fees have increased while success rates have declined. However, you shouldn’t discount them entirely. If you see a job posting on a big board, go directly to the employer’s web site and see if the position is listed there as well. By applying through the company’s web site, you’ll not only get the chance to research the company, you might be able to identify a hiring decision-maker directly. And if you are able to find the hiring manager’s name, follow up your online application with a résumé and cover letter by mail. But remember, once a position is advertised, the competition for it can be overwhelming.
 

Most jobs posted in newspapers are for lower salary positions (under $30,000/year) but that is not always the case, so it can be worth your while to spend some of your time finding and applying for jobs you see advertised in print publications. You may find jobs advertised in your local newspaper or in a trade journal for your industry.
 
Newspaper advertising is expensive for employers, though, so you’ll find a lot of companies with openings aren’t advertising them in the newspaper.
 
However, the newspaper can be a useful tool in identifying job “leads” — companies that hire people to do the kind of job you want. You may find you get more mileage by reading the newspaper or trade journal to find companies that are expanding and growing. You’ll also find these kinds of companies profiled in the Business section of the newspaper, in magazines like Inc., Forbes, and Fortune, and in local business journals. (Locate local business journals here: http://www.bizjournals.com/).
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For certain kinds of jobs, companies pay third parties (recruiters or employment agencies) to screen and recommend potential employees.
 
These jobs usually fall into three areas:

• Positions paying under $30,000 a year (usually administrative jobs) — these are usually filled by employment agencies on a temp or temp-to-hire basis.
• Specialized positions where a closely-defined skill set is desired (for example, information technology jobs).
• Managers and executives making in excess of $75,000. These jobs are not usually advertised.

 
In exchange for finding candidates, screening them, and recommending the “best fits,” an employer will pay a fee that is usually equal to one-third of the employee’s base salary for the first year to the recruiter or employer, upon a successful hire.
 
The most important thing to recognize about working with recruiters is that they work for the hiring company, not for you. They only get paid if they make a successful placement. Because you’re not paying for the service, sending a résumé to one of these companies is a good idea, but it won’t always result in success — or even a return phone call.
 
You can find recruiters in the phone book (under “Employment Agencies”) or online. Use Google to search: Recruiter and [city name] and [job title].
 
Or look in the newspaper classifieds or your industry trade journal for recruiting firms advertising for candidates in your skill area. You can also connect with recruiters or employment agencies at job boards or through LinkedIn.
 
Remember, the employer pays the recruiter fee, so you should never be asked to pay a fee to work with a real recruiter. Don’t be fooled by people claiming to be recruiters who ask you to pay hundreds or thousands of dollars to work with them.
 
It’s fine to work with multiple recruiters. The more recruiter contacts you have, the larger your network, and the greater the number of opportunities that will present themselves. Recruiter relationships are generally not exclusive. Start with 2-3 and expand your contacts if you’re not getting results. But be honest if you’re asked who else you are working with.
 
There are also variations of the employment agency you may come across. For example, if you are employed in a union trade, your union hall may function as an employment agency, offering connections to union jobs. And if you are between jobs and want to be hired as a day laborer, there are certain employment agencies that specialize in extremely short-term positions (usually one day, or a few days at a time).
 
And, don’t discount the resources offered by CareerOneStop (http://www.careeronestop.org/) or American Job Center (http://jobcenter.usa.gov/). Local or state employment agencies can also help connect you to employers in your area.

Networking remains one of the best job search strategies you can use to find your next job — or your dream job — but it’s probably the least understood method. Many jobseekers think networking means alerting the people you know that you want a new job. But it’s more than that. Your network is most valuable when you can ask for help in identifying job leads, obtaining information, getting advice, and/or making referrals. For example, if you want to work at a specific company, ask people in your network if they know anyone who currently works for — or used to work for — “Company X.” Then, ask for an introduction to that person, and ask them about the company, culture, and hiring practices.
 
It’s important to actively develop and cultivate your network. This can include: friends, relatives, parents of children’s friends, parents of your friends, relatives of your friends, club members, cousins, neighbors, your doctor, financial advisor, attorney, current and previous co-workers and managers, suppliers, professional association contacts, clients, and community contacts (civic leaders, clergy, etc.).
 
Here are some more opportunities to develop your network:

• Attend networking events (for example, those hosted by your professional organization, Chamber of Commerce, tip groups, NetworkAfterWork, etc.). You can also network while you’re attending sports, school, or cultural events.
• Work as a volunteer. For example, serve on the Membership Committee of your industry association. Getting involved in any charitable organization can be beneficial.
• Participate in online communities. This can be a social networking site — like LinkedIn or Facebook — or an alumni site or your trade association’s website (which might have a message board or email list to connect members). Be a giver — your willingness to help others will raise your professional profile and make others more willing to help you in return.
• Contact your alumni groups. Your college or university should have an alumni association (often with a directory of members) that can be useful. You can mine the directory for contacts in your field, even if they didn’t graduate in the same year as you. Your common interest in cheering for “The Bears” connects you! And look for connections on LinkedIn. Many universities maintain alumni-only Groups on LinkedIn.
• Join your professional association — but don’t just send in your dues…get involved! As mentioned before, the Membership Committee is often looking for help, but the Program Committee (that plans the continuing education events and networking programs) or the Finance Committee (the one that helps line up sponsors — i.e., influential employers in the industry) can also be good choices.
• Your colleagues can be a tremendous resource. Contact them and ask for their help with identifying contact names and numbers, generating ideas about where your skills might be most valuable, and learning more about company culture. Be sure to ask if you can use their name to “get in the door” with their contacts.

 
The single biggest mistake most jobseekers make is not asking for help from their network. People want to help you — so let them!

Tap into the so-called “hidden job market” by using the direct contact job search method. Remember: Companies hire people to solve their problems. Use the “employer buying motivators” list from earlier in this guide to identify the specific ways you can help a prospective employer — and then don’t wait for a help wanted ad to be posted to offer your services. How do you do this? Use the other four methods for ideas:

• Online. Research trends and companies online. Identify key problems from executive speeches, reports, or profiles — or read their news releases on their website. A good source of information is Vault.com (www.vault.com). You can also identify potential employers using the online Yellow Pages. Are you a teacher? Every school in the area will be listed. The same is true if you want to work for a plumbing company, law firm, counseling office, veterinarian, or financial services firm. You can also make connections with hiring managers through LinkedIn.
• Newspaper. Identifying companies that are likely employers through their ads, profiles about them, or job listings that indicate a need for your expertise. Look at companies that are advertising openings to see what kinds of companies hire for the type of job you’re interested in. (For example, a company that is hiring a lot of production workers will likely need additional managers. If you’re looking for a Customer Service Supervisor job, look for a company that is hiring lots of customer service representatives.)
• Recruiters/Employment Services. This is the perfect example of a direct contact. (“Hey, I don’t know if one of your client companies currently needs someone with my skills, but here is what I have to offer…”)
• Networking. It happens all the time. Someone in your network says, “You know what? You should talk to John Jones at XYZ Company. They could use someone like you.”

 
It’s estimated that anywhere from 30 to 75 percent of jobs are not advertised. How are these positions being filled? Through networking and direct contact. How do you make direct contact? Call, use your network for an introduction, send an email, or write a targeted cover letter and send it with your résumé. You can also use résumé distribution services — like ResumeSpider or ResumeRabbit — to send unsolicited résumés to targeted contacts.
 
But the real key to success is following up. When using direct contact, persistence is the key!
 
Do your homework about companies you are interested in. Always research the company. The basic information you need is: Who to direct your résumé to within the company and whether the company has jobs (or job possibilities) that match your area of interest, education, and/or expertise. You can’t just send a general letter to “HR” or one addressed to “President, ABC Company.” You have to send it to a person. The best people to contact are managers and executives.
 
Every unsolicited résumé you send should be accompanied by a personalized, targeted cover letter. You are simply “spamming” potential employers when you mass mail 10, 20, or 100 résumés without researching them individually and customizing a cover letter. Even if you have the most creative résumé, without supporting documentation, you’re probably wasting your time.
 
Instead, take the time to develop a customized cover letter listing how your specific skills and attributes can be an asset to the company.
 
Next, be prepared for your job search. Make sure you keep a record of the résumés you’ve sent, using a follow-up log. When you send out a résumé, mention what your next step is — for example, “I will be contacting you within the week.” Make a note in your calendar and then follow up as promised. When you’re “spamming” employers, you lose the ability to closely follow up on the résumés you’ve sent. Ten résumés and cover letters that you follow up on are better than 100 résumés with no follow-up.
 
Follow up on letters by making a phone call. If you call and don’t get a response, send an email. Leverage your network to get personal introductions. Your efforts will yield interviews. You can dramatically increase your chances of being interviewed and receiving a job offer by following up with both your network and the person with the power to hire you in an effort to positively influence the selection process.
 
In your job search, you shouldn’t rule out any job search tactic — just consider how effective it is, and spend more of your time on high-impact tactics like networking and direct contact.

​If you’re getting interviews, your résumé is doing its job — assuming you’re getting interviews for the types of jobs you want. But what you do before, during, and after the interview can increase your chances of getting the offer.
 
Before the interview, do your homework! Review the company’s website and learn more about the key personnel, the work they do, their clients, and potential areas where you might be an asset. Google the company. Look for recent news articles about the company. Review the company’s social media profiles (if they exist). Check out the company on Glassdoor.com (www.glassdoor.com) and see what current and former employees have to say. Ask your network for help learning more about the targeted company. If you know your interviewer’s name, Google that too. Check out his or her LinkedIn profile and social media accounts. And prepare a list of targeted questions to ask in the interview — 3-5 questions that demonstrate you’ve done your homework and that, when answered, will give you additional insight into the company.
 
In the interview, listen carefully. Your interviewer is assessing your fit with the company, but you are doing the same. You want to make sure that this job is right for you, too! (Remember, we’re looking for the “right job” not just “any job.”) Practice your interview skills too!
 
Be prepared to give a “closing statement.” If you’re given the opportunity in the interview, be ready to summarize (in 90 seconds or less) why you think you’d be a good fit for the position. If possible, incorporate in the additional information you’ve learned in the interview itself! Prepare the key points of this closing statement in advance, but practice it until it sounds natural, not canned or rehearsed. And before the interview ends, ask if the interviewer needs anything else from you to help with the decision — a list of references, work samples, a 30-60-90 day plan for what you’d do in the first three months on the job, etc.
 
And don’t forget that it’s okay to specifically express your interest in working for the company! At the end of the interview, ask what the next step is. You want to know if there is another round of interviews, and when it will begin, or when the hiring decision will be made. Ask if it’s okay to follow-up — and if they’d prefer phone or email?
 
Immediately after the interview, send a follow-up/thank you note. Handwritten notes are always appreciated, especially if you can mail it the same day (and the hiring timeline allows sufficient time for it to be sent and received). Otherwise, an email follow-up is fine. Express your appreciation for the opportunity to meet, reiterate your specific interest in the job and the company, and confirm the “next step” — whether that’s information you’ve promised to provide, or what you’re expecting from the interviewer.
 
If you don’t hear back from the interviewer in the time you expected to hear from him or her, it’s okay to follow-up. Just remember that hiring often takes much longer than expected, so don’t be a pest. Be respectful in your follow-up efforts. (“You had mentioned that you thought the second round of interviews would start this week, and I just wanted to make sure that you had everything you needed from me to assist in your decision-making.”)
 
If you don’t end up getting another interview — or the job offer — try to follow-up with the interviewer to get feedback — specifically, why another candidate was a better fit. You may not be able to obtain this information (busy hiring managers may not take the time to respond), but if you can get this type of feedback, it can be helpful in your overall job search. If you can’t reach the hiring manager, watch who is ultimately hired, and assess that person’s professional profile and see if there was something that might indicate a key qualification (perhaps a certification, or a past employer) that might have set them apart. Sometimes you just won’t be able to tell, however, and you must simply move forward to the next opportunity.
 
Get in the habit of rewarding yourself for effort, regardless of your results. If you put in the effort, eventually the results will follow.

To identify how to position yourself, it helps to examine a couple of key issues:

• What is the Company’s Need? What specific problem are they trying to solve with this job? Are they trying to make money? Save money? Save time? Keep existing customers? Acquire new customers?
• What are your Core Abilities? What special abilities do you possess that separate you from other candidates for this position?
• What are your Values? What is your belief system (behavior and ethics) that is inherent to you? Does this set you apart?
• What is your Connection to the Company’s Need? Do you possess something special that solves your target employer’s problem?

 
Be aware of the kind of work you are willing to do, and the kind of work you don’t want to do. Make a list of the things you like to do, and what you don’t like to do.
 
Look to your work history for clues to your positioning. What in your work history did you do to make things better? Look for instances where you showed leadership and accomplishments.
 
Check out your existing online profile. What comes up when you Google yourself? What is your social media presence? What are you known for online?
 
Begin with the end in mind: What job do you want? Then figure out what qualities and attributes set you apart from your competition.
 
Additional resources to help you identify what makes you stand out:

• Performance evaluations
• Customer appreciation letters
• Look through your emails to see what great things people have said about you and your work
• LinkedIn Recommendations
• Letters of commendation from colleagues and supervisors
• Ask people you know (and people you work with) for feedback. How do others see you?

​Researching your desired job can also help you identify your unique positioning. Looking at job postings can help, but you should also consider going further in-depth. These sites can help:

O*NET Online (https://www.onetonline.org/)
This website was created for the U.S. Department of Labor/Employment and Training Administration by the National Center for O*NET Development. The O*NET program is “the nation’s primary source of occupational information,” according to the site. It contains information on hundreds of occupations and is available to jobseekers at no cost.
 
Every occupation requires unique knowledge, skills, and abilities. These occupational characteristics are outlined on the site. The occupational descriptions, which include descriptions of day-to-day work, along with qualifications and interests of the typical worker, allow jobseekers to identify unique positioning opportunities for themselves in their job search.

You can also access the O*NET Resource Center, a free tool (available for immediate download) to assess your occupational interests.  The tool offers personalized career suggestions based on your interests and level of work experience.
 
Access the tool here: https://www.onetcenter.org/IP.html

​When you identify a profession, you can assess the knowledge, skills, and abilities required for success in the role. These can often provide guidance for positioning yourself. The “Personality” and “Technology” sections also give insight into your personal positioning.
 
The “On the Job, You Would” information includes common job functions. Look to see if these are areas where you excel — this can be a point of differentiation.
 
Also check out the “Also Called” information under the occupation for related job titles you can use in your personal positioning tagline.

America’s Career InfoNet (​https://www.careerinfonet.org/)
This website is affiliated with the U.S. Department of Labor’s CareerOneStop program. The website includes occupation and industry information, salary data, career videos, education resources, self-assessment tools, and career exploration assistance.

Occupational Outlook Handbook​ (https://www.bls.gov/ooh/)
The Occupational Outlook Handbook (OOH) provides information on what workers do, working conditions, what qualifications are required for success in the position, pay, job outlook, similar occupations, and sources of additional information for research for more than 300 occupational profiles.
 
To find an occupation, browse the occupational group of interest on the left-hand side of the website, or use the “A-Z Index” (if you know the specific occupation). You can also enter a job title into the “Search Handbook” box at the top of the site. You can also search for occupations by pay range, education level, training, projected number of new jobs, and projected job growth rate — using the “Occupation Finder” or occupation selector drop-down menus on the home page. If you can’t find an occupation you are interested in, look in the alphabetical index, using similar occupational titles to search for an occupation.

Glassdoor (https://www.glassdoor.com/)
You can also research your prospective employer to identify how to effectively position yourself to work at that specific company. Glassdoor is an excellent way to assess what is important to the employer and how you might fit in.

Dos and Don’ts For Positioning
Here are things you should do:

• Do make sure your positioning reflects your personality.
• Do incorporate in keywords (nouns, industry-specific terminology, and skills) into your personal positioning.
• Do be authentic. Make sure your personal positioning reflects your personal values, qualifications, and attributes.

 
Here are some things you should not do:

• Don’t go on and on. Don’t tell your whole life story. Get to the point quickly.
• Don’t be too general. One of the biggest mistakes with your personal position is not being specific enough. The more specific you are, the more effective your personal positioning will be.
• Don’t be boring. You need to get the reader’s attention! Be interesting.

 

Positioning Can Make It Easier to Find a Job
Recruiters and hiring managers need help knowing what kind of position you’re focused on. It’s harder to find a job when you don’t know what kind of job you want. Conversely, it is easier to find a job if you know what kind of job you want.
 
There are fewer opportunities for average performers to be found in the hiring process, but there are tremendous opportunities for stars. Positioning helps you identify where you can be a star performer and then make the case (through your work and your career communication documents) to support this claim.
 
The next step is to align your job search with your positioning. Make sure your résumé and interview preparation supports this and makes your case.
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Build Your Personal Position Before You Start Looking for a Job
Many jobseekers develop their personal positioning when they are looking for a new job. But personal positioning can help you be more effective — and visible — in your current job.
 
In your current job, get attention for the work you’re already doing:

• Offer to do a presentation showing your (or your group’s) accomplishments for the quarter.
• Contact your company’s communications department to see if they are interested in doing an article for the company newsletter on a recent project.
• Make sure you are keeping an “Accomplishments Journal” documenting your current career successes.

 
Develop your own communications plan in your current position. Increase your personal visibility by speaking, writing, and participating in social media. Once you’ve identified your personal positioning, see how you can incorporate it into your everyday work life. This will make you worth more to your current employer (remember, superstars stand out!) and make you more attractive as a job candidate when it is time for you to look for a new position.

A new year is a great time to assess where you’re at professionally. Is it time for you to make a job change? Or a career change? This 21-day challenge is designed to help!
 
During this challenge, you’ll take 30 days of consistent action in five different areas:
​
1. Where Are You Now?
2. Where Are You Going?
3. What Sets You Apart?
4. What’s Your Plan?
5. Let’s Do This!
 
Take action each day in one of these areas (see the list below for ideas). This challenge will reward effort, not results. But results will come when you take consistent action, day after day, in meeting your goal!
 
For best results, enlist an accountability partner to help you complete the challenge. Ideally, it will be someone who is looking to make a job or career change too, so you can keep each other accountable and on track. For best results, check in with each other daily.
 
You can choose to use either the Challenge Calendar or the Challenge Planner to plan and track each day’s activities. Write down the activity you will do and put a big red “X” on each day you complete a challenge activity. At the end of the month, you want as many spaces marked off as possible on your Calendar or Planner.
 
There are three ways to conduct the challenge:

• Do one action item each day for 21 days straight
• Take action for five days each week (no weekends) for four weeks (plus one day)
• Take actions for three days each week for seven weeks (for example, Monday-Wednesday-Friday or Tuesday-Thursday-Saturday)

 
It’s up to you!
 
At the end of each week during the challenge, reward yourself for good performance. Enjoy a special outing or anything else that will encourage you to keep going!
 
Here are suggested actions within each of the areas.

You’ve spent hours writing your résumé — or may have invested hundreds of dollars hiring a professional résumé writer — and maybe even drafted a cover letter to accompany it. You now have all you need to apply for a job opportunity that caught your attention — or do you? At some point in the process, you’ll be required to complete a job application, which may seem redundant. After all, doesn’t the résumé cover everything the employer needs to know?

Despite all the changes in résumé content and style — as well as how one looks for work and applies for jobs — one constant remains: The employment application is an essential part of the hiring process. From the employer’s perspective, the application serves a number of purposes that are not addressed in a résumé (and optional cover letter). These may vary, depending on the nature of the job and the preferences of the company; however, the following always applies:
 

• An application is a legal document. Unlike a résumé, you are required to sign an application, confirming that all the information you included is accurate and that you have not omitted anything.

​

• An application becomes part of your permanent file once you are hired. Both state and federal employment laws require employers to retain employment applications for at least one year.

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• At a minimum, an application requires you to provide information sufficient to demonstrate that you are legally permitted to be employed. Furthermore, an application enables an employer to request information you would not typically include on your résumé, such as contact information for immediate supervisors, reasons for leaving, or professional references.

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• The employment application is not a standardized form, so every company may create its own as long as it adheres to regulations set by the government.

​That last point is quite complex, sparking debates about what are — and are not — lawful questions, and leaving jobseekers confused and anxious.

The Fair Credit Reporting Act (FRCA) is a federal law that governs how a credit reporting agency handles your credit information. It is designed to protect the integrity and privacy of your credit information. The FRCA permits employers to request credit reports on job applicants. A 2010 study from the Society of Human Resource Management (SHRM) estimated that 60 percent of companies checked some (or all) job applicants’ credit reports.
 
Federal law permits employers to use credit history as a basis for denying employment and even rejecting any applicant who refuses a credit check. When applying for jobs, it is important to know your legal rights regarding credit checks.
 
Employers using credit reports to screen job applicants must do the following:
 

• Obtain your written permission to request a credit report. The FCRA requires the notice to be “clear and conspicuous” and not mixed with other language. Read each application carefully and pay attention to what you are signing.

 

• Notify you before they take “adverse action” (in this case, failing to hire) based in whole or in part on any information in the credit report.

 

• Give you a copy of the credit report and a written summary of your rights.

 

• Provide you with an opportunity to dispute the information contained in the report (typically three to five business days) before making a final decision.

 
Potential employers see a modified version of your credit report. Information that might violate equal employment regulations — such as birth year and marital status — is omitted, as is your credit score and account numbers.
 
As of February 2013, eight states (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) have passed legislation to restrict the use of credit checks in employment, and dozens of additional cities and states have introduced bills to do so.
 
At the same time, however, these laws include numerous exemptions that allow certain employers to continue conducting credit checks — even when there is no evidence that credit history is relevant to job performance. Check your state’s labor department or your city government to find if you are covered by any applicable laws.
 
The Equal Employment for All Act, introduced to Congress in 2013, would amend the FCRA to prohibit employers from considering credit reports in the hiring process, except for jobs that require a security clearance, are in the public sector, or are related to financial services. As of November 2018, that bill continues to languish in the House Financial Services Committee.
 
In the meantime, there are things you can do to protect yourself:
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• Check your credit report before you begin applying for jobs. You are entitled to one free copy of your credit report every 12 months from each of the three nationwide credit reporting companies. Order online from annualcreditreport.com, the only authorized website for free credit reports, or call 1-877-322-8228. You will need to provide your name, address, social security number, and date of birth to verify your identity.
• Flag negative-yet-accurate information by contacting the credit bureau and asking to attach a 100-word explanation to your report of the extenuating circumstances that led to the negative situation.

 

• Give your permission, when requested, to access your credit report. Unless you live in one of the states mentioned (California, Connecticut, Hawaii, Illinois, Maryland, Oregon, Vermont, and Washington) and are in an exempt category, you have a greater shot of being shown the door if you refuse the employer access.

 

• Don’t panic. Even if your credit report contains some negative information, you’re not necessarily out of the running. Only 10 percent of employers reported on a SHRM survey that a clean credit history was the most important variable in deciding whether to hire someone, and 80 percent of companies still hired candidates with damaging information on their credit reports.

Capitalizing on the “ban the box” movement, some state and local governments are adopting laws and regulations that prohibit employers from requesting salary history information from job applicants, as well as preventing asking the minimum salary an applicant is willing to accept. This growing trend is part of a push to fight wage discrimination and eliminate or reduce the gender pay gap.
 
Four states (Delaware, Louisiana, New Jersey, and Oregon) as well as Puerto Rico led the way by enacting statewide bans for public employers in 2017, with California, Illinois, Kentucky, Massachusetts, Michigan, Missouri, Vermont, and Washington passing laws in 2018. Laws are set to go into effect in Connecticut and Hawaii in 2019. More than 20 states have proposed legislation prohibiting salary-related questions.
 
In February 2017, Philadelphia became the first city in the country to ban private-sector employers from asking job applicants about their salary history. Under this law, employers can be penalized if they ask salary questions on applications and during interviews. In October 2017, New York City joined Philadelphia in banning public and private employers from asking an applicant’s pay history. Similar laws went into effect in San Francisco in July 2018.
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Recruiters are looking for candidates that are a close match to what an employer has outlined as the hiring requirements for the position. In essence, they are looking for square pegs for square holes. If your work history and accomplishments meets their current or future needs, they may add you to their database. Recruiters may contact you if they have a position that fits your profile — or they may make contact to ask you to recommend other people who might be interested in an opening they are recruiting for.
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​There are many ways to connect with a recruiter. Sometimes, a recruiter will find you. This is particularly true if you have specialized, in-demand skills. If you post your résumé to an online job board, you are likely to receive contact from recruiters. Others may identify you through a professional association you’re a member of, or through mentions of your work that appear online (for example, blogs, articles, and publications).

LinkedIn is also one of the most common ways to be “found” by a recruiter. Recent surveys indicate that 95% of recruiters use LinkedIn to identify candidates. You are more likely to be found on LinkedIn if you have a complete profile that is optimized with specific keywords and accomplishments. Recruiters are always looking for good candidates to add to their database.
 
But you don’t need to wait to be found to work with a recruiter. Proactively making a connection with one or more recruiters can be a good strategy, even if you are not currently looking for a new position.
 
LinkedIn can be an effective way for you to make a connection with a recruiter. Use the “People Search” function on LinkedIn to find recruiters in your field or specialty.

Search the “Keywords” or “Title” field for recruiter and keywords and industries relevant for your field, like “engineering,” “manufacturing,” or “technology.” You can then narrow down the search by other criteria, like location. You can continue refining the results until you come up with a few names to contact.

Google can also help you find recruiters. Search Google (http://www.google.com) using a search such as “IT Recruiter Las Vegas” or “Engineering Recruiter San Antonio.” You can also search Google and job boards for jobs posted by recruiters. If you find postings for positions similar to the one you’re interested in, you can contact the recruiter and present yourself for other opportunities.

You can also use a résumé distribution research firm to identify targeted recruiters to contact. For example, Profile Research (http://www.profileresearch.com) can research and develop lists of recruiters that are looking for candidates with your qualifications and expertise. For a fee, they will identify the recruiters and distribute your résumé and cover letter to these individuals (either via e-mail or offline).
 
You can use free and paid online directories to access recruiters as well.
 
Custom Data Banks (https://www.customdatabanks.com/) maintains an online directory of recruiters. 

Online Recruiters Directory is another resource that you may want to explore here: 
http://www.onlinerecruitersdirectory.com/.
 
SearchFirm
One free directory option is SearchFirm (http://www.searchfirm.com). Designed to help executive search firms connect with corporate clients, jobseekers can search the database by specialty, geography, and recruiter name.​

 
Many jobseekers have no clue about the research and statistics when it comes to their job search. Research indicates that in today’s market employees spend an average of 4 years per job — and most people have up to 12 to 15 jobs throughout their career.
 
Here are 4 planning strategies that jobseekers can implement for a successful job search. Remember, you only need one company to hire you. Instead of focusing your efforts on making dozens or hundreds of contacts with prospective employers, be selective!

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1. The process will be easier if you begin with the end in mind. Identify the job(s) you are targeting. This includes the job title, responsibilities, and the industry. What about any specific companies you may have in mind? How do you describe your ideal job? Try to articulate it.
2. Devise a weekly plan with strategy so that you can direct your focus to what matters most and stay organized. Make a distinction between when you send your resume in response to advertisements, and when you do your follow-ups. Keep your workspace organized. Trust me, you will get more done when you eliminate distractions.
3. Have a daily schedule with a list of all that needs to be completed and follow it. You are prioritizing your own success. Commit yourself to your job search. Treat your own project with respect. Don’t compromise. You may also consider the information presented here. The only time you will compromise your daily schedule is if you have an interview or a networking opportunity. That always takes priority.
4. Stay committed. The truth is that some days you will be more successful than others. Don’t let that be the determining factor when it comes to your motivation. Downtime is a part of the process, with any project. Use that time to network and reach out to more people. Don’t give up. What you do today, will pay off tomorrow.

Tap into the so-called “hidden job market” by using the direct contact job search method. Remember: Companies hire people to solve their problems.
In her book “Résumé Magic,” author Susan Britton Whitcomb suggests jobseekers target what she calls “employer buying motivators.” These include the company’s desire to:

• Make money
• Save money
• Save time
• Make work easier
• Solve a specific problem
• Be more competitive
• Build relationships / an image
• Expand business
• Attract new customers
• Retain existing customers

Use the above “employer buying motivators” list to identify the specific ways you can help a prospective employer — and then don’t wait for a help wanted ad to be posted to offer your services. How do you do this? Use the following four methods for ideas:

• Online. Research trends and companies online. Identify key problems from executive speeches, reports, or profiles — or read their news releases on their website. A good source of information is Vault.com (www.vault.com). You can also identify potential employers using the online Yellow Pages. Are you a teacher? Every school in the area will be listed. The same is true if you want to work for a plumbing company, law firm, counseling office, veterinarian, or financial services firm. You can also make connections with hiring managers through LinkedIn.
• Newspaper. Identifying companies that are likely employers through their ads, profiles about them, or job listings that indicate a need for your expertise. Look at companies that are advertising openings to see what kinds of companies hire for the type of job you’re interested in. (For example, a company that is hiring a lot of production workers will likely need additional managers. If you’re looking for a Customer Service Supervisor job, look for a company that is hiring lots of customer service representatives.)
• Recruiters/Employment Services. This is the perfect example of a direct contact. (“Hello, I don’t know if one of your client companies currently needs someone with my skills, but here is what I have to offer…”)
• Networking. It happens all the time. Someone in your network says, “You know what? You should talk to John Jones at XYZ Company. They could use someone like you.”

 
It’s estimated that anywhere from 30 to 75 percent of jobs are not advertised. How are these positions being filled? Through networking and direct contact. How do you make direct contact? Call, use your network for an introduction, send an email, or write a targeted cover letter and send it with your résumé. You can also use résumé distribution services — like ResumeSpider or ResumeRabbit — to send unsolicited résumés to targeted contacts.
 
But the real key to success is following-up. When using direct contact, persistence is the key!
 
Do your homework about companies you are interested in. Always research the company. The basic information you need is: Who to direct your résumé to within the company and whether the company has jobs (or job possibilities) that match your area of interest, education, and/or expertise. You can’t just send a general letter to “HR” or one addressed to “President, ABC Company.” You have to send it to a person. The best people to contact are managers and executives.
 
Every unsolicited résumé you send should be accompanied by a personalized, targeted cover letter. You are simply “spamming” potential employers when you mass mail 10, 20, or 100 résumés without researching them individually and customizing a cover letter. Even if you have the most creative résumé, without supporting documentation, you’re probably wasting your time.
 
Instead, take the time to develop a customized cover letter listing how your specific skills and attributes can be an asset to the company.
 
Next, make sure you keep a record of the résumés you’ve sent, using a follow-up log. When you send out a résumé, mention what your next step is — for example, “I will be contacting you within the week.” Make a note in your calendar and then follow-up as promised. When you’re “spamming” employers, you lose the ability to closely follow-up on the résumés you’ve sent. Ten résumés and cover letters that you follow-up on are better than 100 résumés with no follow-up.
 
Follow-up on letters by making a phone call. If you call and don’t get a response, send an email. Leverage your network to get personal introductions. Your efforts will yield interviews. You can dramatically increase your chances of being interviewed and receiving a job offer by following-up with both your network and the person with the power to hire you in an effort to positively influence the selection process.

In your job search, you shouldn’t rule out any job search tactic — just consider how effective it is, and spend more of your time on high-impact tactics like networking and direct contact.

Here is a list of tried-and-true strategies to prepare yourself for your job search. ​