Social networking is all the buzz in recruiter circles; but many recruiters get frustrated after the "benefits" of social networking fail to materialize after posting their LinkedIn profile or sending a few tweets.  What's important to understand about social networking is that it requires that recruiters Engage, Network and Share valuable information and all of that takes time, energy and most importantly a good strategy.  Let's take a closer look:

Engaging others on social networks such as LinkIn, Facebook or Twitter, requires research into the demographic you are targeting.  Also, recruiters must create and implement a steady, consistent, long-term strategy to make their audience aware of their presence on various social networking sites. But to grasp a significant share of the social networking community, recruiters must engage in a little networking themselves.

Networking with others who have access to and the trust of your demographic is one of the easiest and most effective ways to build your social networking community. This could be as simple as posting valuable information on other recruiter's blogs or writing an article for newsletters that target your demographic while inviting them to join your social networking community. While gaining an audience may take some effort and time, keeping them is will take an ongoing effort of offering information that will benefit your community.

Sharing valuable information such as, articles, job postings and industry specific news with your social networking community will help you lay the groundwork to build a loyal following that will eventually pay major dividends in the future.

 

Not surprisingly, matching job candidates to the right client is just as difficult if not more difficult now that unemployment has risen and the ranks of job seekers have swollen. Many recruiters are faced with candidates who are desperately searching for a job (any job) and may end up taking a position because it's expedient not because it's a good long-term match for them.  These types of candidates usually don't last, costing the company money and recruiters their reputation. One strategy that recruiters can use to increase the chances of making good job candidate/client matches is to have candidates rank their needs in order of importance, before they go on an interview with an employer and then have them rank those needs after the interview; but based on how well they think the company could fulfill those needs.

Here is a list of needs that all job candidates have:

• Type of work.
• Importance of work.
• Recognition for work.
• Career growth and advancement.
• Mentorship opportunities.
• Co-workers who are easy to get along with.
• Current Compensation.
• Benefits.
• Job security.
• Long-term compensation.
• Company culture.
• Company-sponsored learning opportunities.
• Work/life balance.
• Commute.

If your candidate believes that the company could fulfill most of their most important needs, you may have a good match.  However, if your candidate ranks "current" compensation as their most important need you may have someone who is only looking at the short-term benefits of the job, which could spell trouble for you and your client.

In every group there is a central, key person referred to as the nexus of the group. For example, a group of friends are all connected through John, the person who knows everyone in the group. As a result, he becomes the leader or center of the group, the person to whom all others might look to as a catalyst or motivator.  Bob and Paul are part of “John’s group”, but would not likely have contact with each other without John’s initiation.  In other words, Bob and Paul are friends through John.  In this group John is the nexus or center of influence.  In networking we learn a particular person is the nexus of a group.  Everyone seems to know and like that person and they have considerable influence in a group.  So if you are invited to a group by a person with a very strong sphere of influence or who is a genuine nexus, it might be easier for you to establish relationships within that group.  

Related to this concept are strategic alliances and pre-existing relationships that might have occurred from other contacts or networking.  An example is siblings or couples who join groups or go to meetings together.  It’s a kind of “strength in numbers” situation, and is part of the reason we might choose to attend meetings and events with someone else rather than alone.  As we form, build, and develop relationships we will inevitably run into those people in other networking situations.  Over time they become allies and even friends.  These strategic alliances allow us to feel more comfortable, introduce our new “friends” and meet people in their pre-existing network.

As we spend more time in a group we might move closer to the center of the circle, the nexus.  The more we attend a group regularly the easier it is to have influence and power within the group.  When I started in one networking group I was one of 40 other attendees.  As time passed, I spoke to the group and was on the steering committee for the establishment of new chapters.  In addition, I volunteered to be speaker chair of one chapter, facilitator for another, and greeter at another.  All of this involvement allowed me to know more members, raise my profile within the group and to become a nexus and center of influence.  

With increasing nexus positioning comes the potential for a wider sphere of influence.  As we establish strategic alliances we become more bonded and loyal to the group.  Another aspect of this is making yourself valuable by connecting or introducing people who might have potential value to one another.   You can become a “gateway” to people and industries who are in your sphere of influence.   People who take leadership positions enhance the value of the group for themselves.  Get involved, be dedicated, a hard worker and competent.  All of these factors increase our chances for more referrals and other business activity.  One of the best ways to raise your profile in a group is to get involved.

There are a number of specific things you can do to get to a center of influence.  If you do all of them on a consistent basis, you will not only get to the center of influence, but you will become a center of influence.  These factors are as follows:

•    Listen more than you speak. Be interested and interesting.

•    Try to find out the hobbies or passions of centers of influence and ask open ended questions about these passions.  People love to talk about themselves, especially things they are passionate about.

•    Always be respectful of the person and their time.  Don’t keep people waiting or talk too much.

•    Be positive, pleasant and likable.  Others are much more likely to let you into their ‘inner circle’ when they like and trust you.

•    Show up early and stay late to events in order to increase the likelihood you might be able to have a one on one conversation with the center of influence.  You can also become a nexus by consistent attendance.   A group develops a nucleus of people who attend regularly, and you will become part of the nucleus.
 
•    Ask to be introduced not only directly to the nexus, but to people who might be gateways to them.

An example will illustrate how people become a nexus in a group.  I started a speakers’ consortium which originally had a list of ten potential members.  Some of these never attended a meeting, and were ultimately dropped from the list.  Some had minimal attendance, and were not known by everyone in the ‘core’ group.  Of that original ten people, only four attended regularly.  Those four people became the nucleus of the group.
The primary importance of the nexus concept is that you should establish a positive relationship with the nexus of a group in order to be successful within that group.  Because the nexus usually has a wide sphere of influence, it is to your advantage to know and get along well with that person.  It is preferable to become the nexus of a group to maximize your influence and the ensuing benefits.  Ultimately, it’s not who YOU know, but WHO KNOWS YOU!

Bill Saleebey, Ph.D.
Regional Manager, Corporate Relocations
American Relocation & Logistics

www.drbillsaleebey.com

wsaleeb@aol.com

 

In order to stand out from the crowd of other job candidates, a job seeker's resume must avoid certain "resume killers" that could close doors instead of open them.  Below are some words and phrases that job seekers should avoid when creating their resume:

"I have a strong work ethic." - This is a horrible clichéd phrase that was exhausted during the 1990's. If you want your resume to appear fresh avoid using the phrase "strong work ethic."  Instead, highlight accomplishments at your former employers that demonstrate that you have a strong work ethic.

"I assisted with _____."  When job seekers use the word "assisted" it sounds like they were the "water boy" for the football team.  Instead talk about what you did exactly on the project.

"I have a proven track record." This is one phrase that will cause recruiters and employers to roll their eyes.  Anyone can declare that they have a proven track record; but most people fail to actually prove it.  Do yourself a favor and avoid declaring anything about yourself, instead actually prove it with concrete examples of how you brought value to former employers.

"I'm a team player." The phrase "team player" has become an annoying buzzword, much like "think outside the box" and it rings hollow to those who read resumes hundreds checkered with this phrase everyday. Instead of declaring that you're a team player, give specific examples of how you worked successfully with a team.

It’s that time of year again. The time when law firms descend upon law schools; the time when students interview for law firm jobs. This year the competition is fiercer than ever, with fewer firms recruiting on campus, and fewer interview slots available for those that do. Acing the interview (and your summer program) has never been more critical – here are tips on how to do it.

1.    Get your resume in order. Using the standard legal resume format is important, but there is still some room for variation (and thus, error). If your career services office has a resume workshop, attend it. You should also ask fellow law students and junior associates for copies of their resumes, so you can get a sense of what works best. Don’t cut and paste from your old resumes; tailor the presentation and wording of your past job experience to cater to the job which you seek. And since a resume typo can undo all your hard work, no less than three friends should proof your resumes for grammar and substance.

2.    Dress with flair. Many “how to interview” guides advise you to wear conservative, dark suits, plain shirts, and if you’re man, whit shirts and staid ties and if you’re a woman, drab heels, limited jewelry and no perfume. But rigorously adhering to the guidelines makes for no impression at all. And that’s not a good thing.

Most law students have very similar resumes and experiences, so it’s important to make a (physical) impression in an interview. Alligator shoes and neon wigs are still out, but tailored suits, pastel colored shirts and interesting ties for men and well-designed heels and bold jewelry for women can help convey a dynamic and engaging personality. Snazzy glasses are another great option.

3.    Take advantage of mock interviews. Mock interviews are like exam review sessions – vital if you want to pass. Career services personnel and associates who act as interviewers will give you an idea of the types questions you may be asked and you can use the opportunity to refine the questions that you plan to ask. You’ll also get feedback on your interview style, resume and even dress, which can be invaluable to honing your interview game.   

4.    Do your research. Conducting research on law firms means more than just checking out the firm’s website or conducting simple Google searches. Any question at all – from recent deals the firm has worked on, to that day’s Wall Street Journal articles – can come up in the interview, so it’s essential to go in prepared. Resources such as NALP (for core statistics on firms), Practical Law Company’s Interview Resource Center (for the latest information on what the firm has been working on and know-how on transactional practice) and Vault.com (for the low-down on what associates themselves say about their firms) can give you the edge by helping you ask and provide thoughtful and researched questions and answers that a deeper understanding of the firm’s landscape.  

5.    Prepare for practice.  Once you’ve scored the summer associate position, your work isn’t over. Offers to join as an associate upon graduation are no longer guaranteed, so you need to add value from day one. One way to prepare for your job is to take practice-oriented classes in trial advocacy or transactional law. In addition, Practical Law Company offers students free access to practice notes, how-to guides, legal updates and more so you know how to run a closing or assemble disclosure schedules before you’re ever staffed on a deal.

The art of closing the sale is one of the most powerful tools a recruiter can learn.  "Closing" as it \ can mean the difference between a potential client that tags you along for months and a client that hands you the job immediately or at least within a reasonable amount of time.  Below are some tips on what you need to know to close the deal with potential clients:

1.    Make It Clear!  Let potential clients know specifically how they will benefit from working with you. This is not the time to be vague.  Clearly point out what makes you uniquely valuable to their business as a recruiter.

2.    Address Their Objections.  This requires that the recruiter listen very closely to what the potential client is concerned about.  Every sale has obstacles, also known as fears that keep the potential client from becoming a paying customer.  Identify and dispel their fears about doing business with you.

3.    Be Persistent And Respectful. Closing a new client may not take place in just one phone call or meeting.  Sometimes closing a new client takes place over several encounters, conversations and meetings.  Keep your objective clear and restate your value at every encounter.  But continue to listen to the client, if they give clear indicators that your persistence is an annoyance, it's probably time to back off.

4.    Have Good Timing. Make sure that you are closing the potential client at a good time.  For example, if a potential client has just suffered a financial loss, it's probably not a good time to attempt a closing. But on the other hand, if a potential client's sales are up or if they received new funding, it may be the perfect time to transform a potential client into a paying customer.

The most successful recruiters know that creating a well organized and long-term follow-up system can help increase sales and save money on advertising.  But many recruiters can become overwhelmed at the prospect of following up with so many potential leads.  So here are a few tips: 

1. Get organized using a professional contact management program.  Don't attempt to create your own program because that's just more trouble than necessary. The best contact management programs allow automated follow-up processes and easy to use functions.
2. Identify all of the materials you use when following up with clients.  That includes, brochures, articles, pre-written letters/notices or anything else you send to clients (or potential clients) on a regular basis.
3. Organize all of your follow-up material in the order of when you normally send it. You may even want to preprogram some of the material into your contact management program so that it automatically emails to everyone (or selected persons) on a certain date.  For example, you may want to preprogram electronic holiday cards in your system.
4. Digitize as much of your follow-up materials as possible so that it can be emailed (via the contact management system) instead of being sent through the postal service. Email is cheaper and faster.
5. Create a follow-up calendar that will remind you of who you need to contact and when you need to contact them.

  

If you've held a large number of jobs in a short period of time many recruiters and employers may perceive you as a job hopper, or someone who does not have a stable work history. In short, they may fear that once you land the new job, it will only be a short time before you move on to greener pastures.  For the employer, job hoppers can be a huge drain on resources because it takes a tremendous amount of time and money to hire and train new people.  If you've moved around a lot in your working career, here a few tips on how to minimize the negative impact this may have on your job search: 

1. Be upfront about why you have had so many jobs in a short period of time. Avoid giving a separate reason for each job; instead give employers/recruiters a reason why you changed jobs so frequently in that particular period of time.  For example: Maybe you were in school, went through a divorce, were caring for an ill relative or just had a tough time finding a full-time job due to the economy. Be specific, brief and non-dramatic.
2. Consider omitting jobs from your resume that lasted less than a year. If you only worked someplace for 3 months or 6 months, you may not want to include that on your resume.  However, if you worked several jobs for only 3 to 6 months over the past two years, this may be more difficult to omit from your resume and you will need to explain why.   
3. When you write your resume you may want to consider grouping your experience based on similarities. For example: You could have a title that says "Litigation Contractor."  This serves as an explanation for the "job hopping (i.e. you were a contractor) plus emphasizes your experience while downplaying the timeframe.

  

Most recruiters understand the importance of marketing: a powerful web presence, professional business cards and an overall brand image that conveys the value of your business is essential for success; but some recruiters have overlooked the importance of relationship marketing. 

Relationship marketing is the ongoing process of addressing the emotional needs of the people you're doing business with.  Business is basically about customer experiences and improving consumer experiences is the core aim of relationship marketing.  Below are three tips on improving customer experiences through your relationship marketing efforts: 

Tip #1 - Do whatever you can (within reason) to make your customers happy. Remember, relationship marketing is not about logic, it is about emotions.  How do people feel after doing business with you?  For example, you may have a very good, logical reason for keeping clients on hold for a long time; but they will still "feel" bad after the fact.  Relationship marketing is about minimizing or eliminating experiences that create negative emotions in your customers. 

Tip #2 - Address problems that may cause negative emotions in your customers BEFORE they happen.  For example, you know that if your clients need to wait a week for a response to their email they won't be happy.  Therefore you might create an automatic email response informing them that you will respond to them within a certain period of time and provide a phone number where they can get in touch with you immediately if there is an emergency.  

Tip #3 - Ask your customers how you can improve your service to them.  You would be amazed at how much valuable information customers will offer, helping you improve your business and increase your profits.

An elevator pitch is an overview of your skills and value said to someone else in a concise and informative way. Creating an effective elevator pitch is probably one of the most powerful actions a job seeker can take when attempting to make job connections.  Here's what you need to do to create an effective elevator pitch that can be used when networking: 

1. Take inventory of your skills, experience and value. Highlight the most powerful nuggets of information and put it into a concise "pitch" format.

 

1. Make sure the elevator pitch is 30-60 seconds in length and use everyday language that is easy for anyone to understand.  Avoid industry jargon and vocabulary that requires the use of a dictionary.

 

1. Make sure you include action words such as produced, developed and created.

 

1. Use language that will paint a vivid picture of your job skills and the value you offer.  For example, you may want to say "I saved XYZ firm $1 million when I settled the litigation on a very difficult case."

 

1. Don't try to tell them everything about yourself in your elevator pitch.  Offer just enough information to prompt them to ask you questions.

 Elevator pitch sample: I am Joe Brown, an elder law attorney. I help older Americans and their families plan for the healthcare, housing and retirement needs. As a result of my work with elder Americans, I won a $2.5 million class-action lawsuit and I was nominated by for the ABC Elder award.

One of the most powerful ways to build or expand a business is through referrals.  And one of the best ways to get referrals is by creating your own referral network.  Below are tips on how to build your referral network:

1.    Join several industry related associations. But don't just pay the fees and receive their newsletter, be active by attending events and getting to know other members. Remember you have joined the group to begin building relationships.

2.    Share you knowledge via workshops, articles and newsletters.  Once you join industry related groups and associations, volunteer to write some articles for their newsletter and showcase your knowledge at a free workshop/seminar.  You may even consider becoming a mentor to someone else.

3.    Refer others.  As you build your referral network, find out what other people need and begin to connect people to what/who they need.  

4.    Ask others to refer you. Don't be afraid to ask for referrals.  Add a "footer" at the bottom of your email that says "We appreciate your referrals" and ask customers directly if they will refer others to you.

5.    Use cyberspace.  Use your online networking skills to create a "buzz" around your business.  As mentioned in tip # 2, share your knowledge via blogs, articles and online workshops. Those who appreciate the information you share will be encouraged to pass it on to others.

Leopard Solutions is happy to announce a new bonus for their clients!  In just a few short weeks, our clients will begin receiving monthly recruiter training videos from Scott Love!  Clients will remember Scott from the great webinar series he did for us last year, (audio downloads are available in your Leopard Library) and this year we are going a step further.

Scott Love, (of GreatRecruiterTraining.com) will give our clients yet another edge in the competitive field of legal recruiting.  Scott will present 4 live training webinars and produce 12 training videos that Leopard Solutions clients can access directly from their home page.  

In these challenging times, we want to help our clients succeed more than ever. While we give our clients the best tools available, delivering candidates, jobs and law firm information, Scott can help recruiters develop personal skills that will serve them well throughout their career.

Scott says, “People say that my style of recruiting (values-based, results-focused, relationship-centered) fits in with how they live and recruit as well. To me, it's not just about the money.  It's about changing lives and creating wealth because of how much value you offer to others.  I use humor and stories to keep people engaged but I teach with a systems-based model of achievement.  Training shouldn't focus on the talent of the trainer or how articulate and gifted he or she is.  Instead, it should focus on creating systems of achievement so that average people can achieve above average billings.”

Within a few weeks, clients will find the first video session on their home page.  The first LIVE webinar will take place on October 14th. Clients should mark their calendar’s now for this special event. We are working hard to give our clients an edge in every way!

Unless you're a social butterfly, networking can be quite nerve-racking.  It's hard enough to just "get out there" but once you arrive what exactly do you do to "network."  Below are a few conversation starters that can break the ice and help you connect to the right people at any networking event you attend.

Conversation Starter # 1 - "Is this your first time here?"  This easy conversation starter is no-pressure for the other person. It also gives them an easy "comeback" line "No, how about you?"

Conversation Starter # 2 - "This (restaurant, hotel, conference, speech, workshop etc.) is really great.  Have you been here before?"  This is another rendition of the first conversation starter; but it is sweeter because you're adding a positive statement about something.  The statement "The (blank) is great!" can be used with almost any object in the room such as the food, architectural design and it can also be used to reference a speaker, a book or info pamphlet that was sold or handed out at the event.  But be careful; avoid commenting on the person's appearance.  Comments such as "Your hair is nice," "You have a beautiful outfit" or "You have a beautiful smile" may not go over well.

Conversation Starter # 3 - "(Blank) told me you (insert accomplishment). It must have been quite a challenge."  This conversation starter works well because it combines flattery with an invitation for the other person to talk about their accomplishments without the appearance of bragging.   

Now remember, the reason they're called conversation starters is because they are used to "start" conversations.  Don't be afraid to walk up to someone at your next networking event and begin talking to them using one of the above easy conversation starters.

Marketing your recruiting business doesn't need to be expensive.  Unfortunately using traditional methods of marketing such as print newsletters, direct mailing and other offline/print marketing campaigns can break the budget due to high printing and postage costs.  Fortunately, most clients and candidates don't expect "paper" contact, giving recruiters the perfect opportunity to go completely digital in their marketing efforts.
Tip #1 - Respond to candidates and clients via email and ditch the run to the post office.  Although, you may want to send a personalized letter in special cases, it shouldn't be your first choice.
Tip #2 - Create a digital brochure/info packet that can be easily emailed to clients or downloaded at your website. Make it simple but visually appealing.
Tip # 3 - Create a fully functional and properly branded website that will allow visitors to apply for a job, place a job order, check on the status of a job order or download information about your company with ease.
Tip #4 - Utilize online job boards and social networking communities to advertise your open positions and to connect with potential clients.
Tip #5 - Work with a computing expert to create a reliable backup system for your digital files.  Don't make paper backups because that defeats the purpose of going digital. 

While you may be a whiz at writing legal briefs, complaints and answers, you may not have the skills to create a resume that will appeal to recruiters and employers. That's why outsourcing the creation of your resume may be one of the best investments you make. Let's take a look at some of the benefits of outsourcing your resume.

Benefit #1 - A professional resume writer can help you package your career highlights, accomplishments and skills in a well-written and marketable way.

Benefit #2 - A professional resume writer can offer a fresh perspective on the best way to convey your message to the recruiter/employer. He/she can ask probing questions about your work experience that will often reveal gems of information about how you benefited former employers.  Oftentimes, job candidates are too modest when talking about their accomplishments, a professional resume writer can help pull out that buried information.

Benefit #3 - A professional resume writer can offer suggestions, tips and make you aware of trends in your particular industry. Be sure to work with a resume writer who has experience writing resumes for job candidates in your industry, ask for recent samples and don't be afraid to check references.

Benefit #4 - Working with a professional resume writer helps you save time so that you can focus all of your energy on your job search.

Working with a recruiter can be a powerful tool in your job search strategy. Let's look at some of the ways recruiters benefit job seekers:

Benefit #1:  You get a "cheerleader" and "promoter"
If a job candidate fits the needs of a recruiter's client, the job seeker will gain someone to promote his/her skills, experience and value to the employer.  If you're a "good match" the recruiter will help the employer understand why you may be a good fit for their company and the job opening.

Benefit # 2:  You will have less competition
The hard part is getting through the door of the recruiter and getting on their list of "qualified candidates" for jobs that are available.  But once the recruiter has determined that a job seeker is a good match for the employer's job opening, the job seeker will be competing with a smaller pool of candidates than if they were simply applying directly to job posted on a general job board. Oftentimes jobs posted online or even in newspapers receive hundreds or thousands of candidate resumes, while generally recruiters only give employers the candidate resumes that best fit their requirements, resulting in less competition for those who make the cut.

Benefit # 3:  Recruiters share valuable information
Many recruiters share valuable information with candidates who have made their "qualified candidates" list.  Because of their ongoing contact with companies in the legal industry, recruiters have up-to-date information about industry trends, compensation, company culture and the new must-have skills that employers are looking for.

While recruiters are an important part of every job search strategy, a successful strategy includes networking, applications sent directly to employers and an ongoing search through offline and online sources for job opportunities.

Tip #1 - Two are better than one.  When it comes to marketing, teaming up with non-competing businesses may stretch your marketing dollars and bring you more prospects.  One way to work with other businesses is to offer to publicize their services to your clients in-exchange for them publicizing your services to their clients.  
Tip #2 - Don't forget to ask for referrals.  One of the quickest and easiest ways to grow your business is through the power of referrals. If your clients are happy with your work, they may also be happy to refer you to someone else.  But they may not refer you if you forget to ask.  So don't be shy about requesting referrals from your clients. It may even be advisable to include a blurb in the footer of each email "We always appreciate your referrals."
Tip #3 - Diversify your marketing efforts; but don't spread yourself too thin.  No single marketing method is effective enough to bring you all of the business you need. That's why it's important to identify the best and most effective marketing tools at your disposal and make sure that you use them all as you spread the word about your business. To find out which marketing methods work best, make it a habit to ask new clients how they heard about your business.

Have you gone months with little or no job interviews?  Many job seekers find themselves sending out resumes and getting absolutely no bites and they wonder why.  Well, one reason is for sure, it's not the economy.  Although the job market is tight, it is never THAT tight and if you've been doing your job which is to find a job, you should be getting some interviews.  Let's take a look at what you may be doing wrong:

Problem #1 - Your resume is all wrong.  Some of the most common resume mistakes that often result in no interviews include:

•    Spelling/grammar errors.
•    Work history summaries that focus on what you did at the company as opposed to what you did for the company. In other words, failing to show the results of your work can send your resume to the slush pile.
•    Including irrelevant work history in your resume and/or failing to show how experience in a different industry is relevant to the job you're currently applying for.
•    Failure to tailor your resume to each position.  We know it's a lot of work; but tailoring your resume to each job you're applying for can mean the difference between getting the interview and ending up in the slush pile.
    
Problem #2 - Applying for jobs when you don't meet the qualifications. There's nothing wrong with changing careers and applying for jobs different from what you've done in the past; but when you fail to prove that your skills are transferable, you will be viewed simply as unqualified and may not be called for an interview.

Problem #3 - Implementing an inferior or "lazy" job search strategy.  If you're job search consists of half-hearted and ill-planned efforts you decrease your chances of landing an interview.  Recruiters and employers notice when they're sent mass emails or "generic" resumes and cover letters. Take the time and effort to address the detailed needs and expectations of each new job opportunity, that effort will increase your chances of landing an interview.

One of the most powerful tools a recruiter can use to attract more clients is publicity.  Not only does publicity provide free or low-cost advertising, it can lend credibility to your name and allows existing (and future) clients to hear your story. Here are a few tips for publicizing your company effectively.
Tip #1 - If you're a small or one-person firm you can probably use a company such PRWeb to distribute press releases and spend a little time each week networking with journalists who may be interested in hearing what your company has to say.
Tip #2 - Take a little time to find out what you have to say.  In other words, what's newsworthy about your organization?  Does your company work with disadvantaged youth?  Did you recently win an award or industry recognition? These are the types of news items that you could announce to clients and potential clients via a press release.
Tip #3 - Don't forget that once you create a press release or a journalist writes an article about you, place it everywhere--on your website, in industry newsgroups and forums.  Place the press release in as many places as possible to increase the exposure of your company.

There are three main types of resumes and each serves a specific function for the job seeker.

The Short Chronological Resume

This resume is great for recruiters who are short on time and need job seekers to get to the point quickly and demonstrate their competence as clearly as possible. Use the short chronological resume when you want to effectively and quickly summarize your career accomplishments over the past 10 years but not overwhelm a recipient with too much detail.

Remember the short chronological resume should contain enough vital information (in a brief form) about your specific accomplishments that you will get the interview.

The Long Chronological Resume

The long chronological resume is most effective when sent directly to a decision maker.  For example, if you met the owner of a business at a networking meeting and he/she requested a resume it would be safe to give them your long chronological resume.  This resume must highlight your accomplishments in a brief way; but you need to add more detail to distinguish yourself from the competition.  In this particular resume feel free to offer a detailed illustration of how you added value to the company.

For example: "While working in the litigation department, I won 10 cases earning the law firm over $3 million dollars and brought in an additional $1.5 million over the course of my 5 years working at the company."

Many "accomplishment summaries" are as long as 4 sentences, so it's significantly more detailed than the short chronological resume.  But try to focus on giving the most detailed information on your recent jobs.  Older jobs can provide less detail.

The Functional Resume

The functional resume is sometimes effective when a job seeker has large gaps in employment or employment that is not directly related to the job being offered.  By using the functional resume, the job seeker can highlight the relevant skills and experience he/she had in a different industry that can be transferred to the new industry he/she is trying to enter. It's important to include a short work chronology at the end of the functional resume because omitting a chronology of your work history completely could raise suspicions.

When upgrading their software systems many recruiters fail to ask the questions that will make a difference in the long-term functionality of their new system.  Let's take a look at some of the questions recruiters should ask before they buy new software:
•    What type of tech support do you offer with your software program?
•    Do you offer live-person support?  How long does it take to get in touch with a live support person?
•    How long does it take to resolve system problems once your tech support is notified?
•    Do you offer on-site tech support for your software program?
•    Do you offer onsite and/or online training for your program?
•    What type of emergency tech support do you offer?  What is the response time for emergency tech support?
Also, do your research and find out what other users of the software think about the functionality of the software and the tech support.  Be cautious because some unscrupulous companies may seed tech forums with fake reviews.  Make sure that you get the opinions of other recruiters who use the software. Here are some questions you can ask users of the software:
•    What do you like most about this software?
•    When you have technical issues are they easily resolved?
•    How long do you need to wait to receive tech support?
•    If you had a choice would you use this company again?