| With all the talk of job loss and few prospects for | | | | opportunities that are out there. Start impressing hiring |
| change on the horizon, it might come as a shock to | | | | managers with your knowledge of the company, its |
| learn that there are currently 3.2 million job openings in | | | | market, its customers, and its culture. Use the four |
| the US. While hardly enough to satiate the demand for | | | | months it takes to make a hiring decision to sell |
| new jobs, this figure proves that there are jobs | | | | yourself (over and over and over again) as the right fit. |
| available for those who know how to conduct a | | | | Hint: follow targeted companies and key influencers on |
| winning job search. | | | | Twitter and LinkedIn to stay-in-the-know and to create |
| 22% of employers say they can't find qualified job | | | | a dialogue with individuals who can help advance your |
| candidates. | | | | career. |
| Sounds counterintuitive, but it's true; in an economy | | | | Poor performance. |
| where millions are out of work and there are five | | | | Not on the part of companies or the economy, but on |
| candidates for every job opening, employers simply | | | | the part of job candidates. This one hits close to home, |
| cannot find qualified people. Among the many | | | | but it's the fastest way to improve your job search |
| contributing factors (understaffed HR departments, | | | | outcome. We all know that we can add value to an |
| perceived skill deficiencies, low-ball wage offerings) is | | | | organization but, whether on your resume, through your |
| the increasing number of unemployed professionals | | | | LinkedIn profile, in your tweets, or during your |
| applying for any available job opening. The old cliche, | | | | interviews, we're failing to deliver a message of value. |
| "you're overqualified," can be translated nowadays to | | | | We are failing to perform when we most need to |
| mean "you have great credentials but your | | | | perform. |
| background isn't even remotely in line with our current | | | | Improve your job search performance by getting to |
| job opening." | | | | know an employers' needs, getting to know what truly |
| As many as 95% of resumes are off target. Use this | | | | separates you from others in your field, and creating a |
| to your advantage by targeting companies and jobs | | | | clear and compelling message that you can deliver |
| that you know fit your background. Sure, it's okay to | | | | immediate value (i.e., Return on Investment). Only when |
| push the envelope every now and then and apply to | | | | you have a clear understanding of what a company |
| jobs that are beyond your current credentials, but the | | | | needs and can properly align it with your specific |
| majority of jobs you apply to in today's job market | | | | background and skills, can you define and articulate a |
| should to be near-perfect matches with your | | | | clear message of value. Know that most job |
| background and skills. | | | | candidates have only a vague understanding of their |
| Tip: Want to stand out in today's job market? Show | | | | potential impact on a company and use this knowledge |
| employers how you match their needs and that you | | | | to your advantage. |
| can add immediate value. | | | | There are literally millions of jobs available right now. |
| It takes up to 4 months to fill an opening. | | | | The three keys to landing your next job are: |
| That's right, lots of companies are eager to hire new | | | | |
| workers. But shrunken HR staffs are so overwhelmed | | | | 1. Targeting companies and jobs where you can make |
| with off-target resumes that it's taking more than a full | | | | an immediate impact |
| quarter to fill advertised jobs. | | | | 2. Influencing key decision makers by showing that you |
| Use these four months to bolster your competitive | | | | understand their challenges and market opportunities |
| advantage. Research and get to know the companies | | | | 3. Delivering a message that resonates with hiring |
| you apply to. Find out their needs, opportunities, | | | | managers |
| challenges, and market motivations. And finally, get to | | | | In other words, appeal to the employer's need for |
| know the people who influence hiring decisions. Most | | | | value and ROI. |
| job seekers fail to understand and exploit the | | | | |