Job Search Mistake #1 – Posting your resume online with your name, address and phone number for the world to see.  The FBI has warned job seekers that identity theft is the number one internet crime out there and many con artists are trolling job search sites looking for victims.  By placing your contact information online you make it easier for identity thieves to target you.  So how do you protect your resume from con artists but still attract recruiters and employers?  Consider using an anonymous email account and omitting your address and phone number when posting your resume online. You can even say, “Please email for additional contact information.”

Job Search Mistake #2 – Failing to follow-up with recruiters and employers after you email them your resume and cover letter.  Many emails are never received because of spam filters.  To make sure that your resume and cover letter was received, follow-up with a phone call or even postcard via “snail mail.”  You may even want to consider sending you resume and cover letter the old-fashioned way – through the post office if the employer/recruiter provides a physical address.

Job Search Mistake #3 – Applying for jobs where you fail to meet the minimum qualifications.  This is a huge mistake and can result in annoying potential employers and recruiters who might have placed you in a more appropriate position. Also, applying to jobs for which you don’t qualify is waste of time, energy and money.

Matching clients with the right type of candidates is the lynchpin in good recruiting.  Below are three types of job candidates that every recruiter should avoid:

1.     The critically flawed job candidate.  This type of candidate is someone who may have the technical skills to do the job; but lack other critical elements such as the ability to work well with others or who has a habit of making bad decisions.  In essence the critically flawed job candidate as some type of flaw that is a deal breaker despite their technical skills.

2.     The under-motivated job candidate.  This type of job candidate may have the skills to do the job; but may not actually want to do certain aspects of the job that are critical.  For example, an attorney may have really great trial work talents; but lack any type of motivation to do the administrative parts of the job.  A candidate like this is still leaving the job only half done, so he/she should be avoided.

3.     The unqualified job candidate.  This type of job candidate may possess a great personality, excellent interpersonal communication skills and even excel in some parts of the job; but also lack other technical skills and experience required by the job.  Remember, if the job candidate does not all of the “must-haves” of a job posting it would be a mistake to send them to the client.

1.     Accept the reality that you’re facing.  Yes, there is a chance that you will be able to find a new job in a few months, but the probability is a lot smaller than it was 2 years ago.  The reality is that the average job seeker can expect to wait 6 months, 12 months and in some cases 2 years before they are able to find gainful employment in their field. Accepting that reality let’s you know that it is not personal and that you are just facing a new reality just like every other job seeker.

2.     Prepare for the new reality in the job market.  If you know that it could take at least 6 months or as long as 2 years to find a new job, that means you need to mentally and financially prepare yourself for the long-haul.  By preparing for the possibility of a long-term job search you will relieve unnecessary financial and emotional stress.

3.     Get support and get it early.  This last piece of advice will seem a bit unconventional, especially giving the independent nature of most Americans.  But any job seeker who is facing a job search that could stretch 6 months or more is going to need help.  That help could be in the form of working with a recruiter for job search assistance or turning to family and friends for financial assistance.  Recent law school graduates can be especially vulnerable to the instability long-term unemployment can bring.  Because of this, it might be wise to consider getting a roommate, reducing or eliminating extraneous expenses or even moving back in with parents while you conduct your search.

1.     What do you value the most?  Are you a goal oriented person?  Do you want to spend more time with your family, community and hobbies?  Job candidates who value more time with their family may decide to go into a career that doesn’t demand as much time or that is flexible and can allow them to work from home.  For those job candidates who are goal oriented or interested in achieving more in their career, they may prefer a company that rewards long hours with promotions and more responsibilities.

2.     What motivates you to get out of the bed every day?  Remember, a job is where you will spend a significant amount of your time, what about that job will make it a pleasurable experience?  For some it may be high pay and/or status, while for others it may be the knowledge that their work is for a greater good?  Every job candidates must be honest about what truly motivates them when considering a career makeover.

3.     Do you enjoy working in organizations that are new or do you prefer working with established firms?  Many job candidates find that the hustle and bustle of a new organization is exciting while others find it draining.  Knowing this before you change directions will help you make the right choice as you change directions in your career.

1. Get started early. Starting your day early can increase productivity and reduce stress by allowing you to get more done before the “time crunch” hits in the afternoon.  One way to get started early is by making sure that you’re in bed early enough so that you can get at least 6 to 8 hours of sleep.
2. Don’t start your day with the most trivial tasks.  Do the important things first.  By starting your day early and focusing on the most important tasks first, you insure that you have enough time to finish what really needs to be done.
3. Focus and avoid multitasking.  We’ve discussed this before; but trying to do more than one thing at a time can actually reduce your productivity by slowing you down.  Instead of trying to do multiple tasks, focus on one thing until it is finished or at a natural stopping point.
4. Avoid distractions.  When working on your most important tasks, turn off your phone, avoid your email and resist the urge to check the news. Interruptions in your day can reduce productivity significantly because it takes about 10 to 15 minutes to get back into the flow of things.

1.     Keep it professional.  Treat your online profile the same way you would treat a resume in that you should avoid including personal things on your professional profile.

2.     Include job related keywords in your online profile so that recruiters and employers can easily find you when doing a web search.

3.     Include examples of your work experience and your involvement in the legal community on your profile.  For example, if you have written articles for a publication, include links.  If you have appeared on a panel or as a speaker discussing legal related issues include that in your profile.

4.     If you’re using a website such as LinkedIn to create a profile, make sure to link to former employers and have them write recommendations on your profile.

5.     Make it easy for potential employers to download a copy of your resume; but don’t include personal information that could help identity thieves. 

6.     If you’re including a photo, make sure it’s a professional headshot that doesn’t include other people, pets or a distracting background.  In other words avoid vacation snapshots, family photos and photos of you and your friends at a party.

Truth: The vast majority of job openings are part of what’s commonly known as the “hidden” or “closed” job market.  The truth of the matter is that many jobs posted publicly are only listed after other opportunities to fill the positions have been exhausted.  Typically employers source job candidates within their company first, then their network and only after they have exhausted all other means, they post the job publicly. This is why recruiters can be such a valuable tool to job seekers; they often get access to jobs before they become public.

Myth 2: The cover letter is not as important as the resume.

Truth:  The cover letter is an essential tool in your job search.  A well crafted cover letter can mean the difference between landing in the slush pile or getting an interview.  Job seekers should make sure that they send out a well written cover letter that addresses the specific position for which they are applying.  Neglecting your cover letter can definitely place you at a disadvantage in the job market.

Myth 3: The more jobs you apply to the better.

Fact:  It is not the sheer number of resumes and cover letters you send out that determines whether you will find a job; but the quality.  It is better to apply for jobs that you are specifically suited for than to send out mass mailings to jobs that for which you are only marginally qualified. 

1.     Digital portfolios offer companies and recruiters a comprehensive overview of a candidate’s work history, experience and skills at a glance.  Online digital portfolios could make it easier for recruiters and candidates by creating a centralized place where the candidate’s credentials can be compiled and reviewed.

2.     Digital portfolios offer an easy way for candidates to display work samples, verify references and even showcase testimonies by past employers.  By having one place where candidates can verify their work history, recruiters can save time and money on employee checks.  Of course this would only happen if online portfolios became the standard in much the way that resumes are accepted as the standard today.

3.     Digital portfolios can offer skills tests and decrease the chances of a recruiter taking on an unqualified candidate by forcing candidates to take skills tests before they are interviewed.  And instead of forcing a candidate to take several skills tests, there could be certain tests which are accepted by the industry as the “gold standard.”  With a battery of industry approved tests, candidates would only need to take their skills tests once and use those results to apply for several different jobs. 

1.     Make sure your stated objective focuses on the needs and desires of the employer.  Most objectives talk about what the job can do for them; but fail to mention how they plan to benefit the potential employer.  Tell the employer how you will use your skills to benefit their company.

2.     Make sure your resume lists accomplishments and avoids mostly listing the responsibilities/duties you had at a former job.  For example:  Instead of saying “Worked with over 200 clients as a personal injury attorney,” the job candidate may want to say, “Worked with over 200 clients as a personal injury attorney and settled five personal injury cases for a total of $2 million.”  Showing the employer exactly what you accomplished is more effective.

3.     Optimize you resume for the search engines.  Many recruiters and employers are using keyword searches as one of their tools when searching for job candidates.  Job candidates who want to show up in those searches should research the top five keywords for the job they’re looking for and include it in their resume.  For example, if you’re an immigration attorney, you may want to include keywords such as immigration, deportation, naturalization and citizenship in your resume. 

1.     Only use technology that brings real value to the table.  In the beginning phases of a new technology it often does not bring as much value as its creators claim. Legal recruiters need to be careful that they only expend time and money on those technologies that will help them work more effectively or solve some important problem.

2.     Before buying any new technology find out how it is helping other legal recruiters.  Check out consumer forums and talk to colleagues about how the technology is helping them achieve their goals. 

3.     Understand that any technology that you purchase will be outdated within a year.  This is just a reality that we’re facing in this technologically fast-paced world.  You must thoroughly understand how the vendor selling you the technology plans to implement those upgrades.  Will you need to pay for upgrades?  If so, how much will they cost? Will they install them for you?  Will those upgrades be compatible with your existing systems? 

4.     Don’t be afraid to stop using any technology that doesn’t meet your needs.  Don’t ever feel that just because you purchased a technology for a certain about of money that you must continue to use it even if your needs as recruiter have changed.

5.     Finally, don’t feel that you must latch onto every technological craze that surfaces and claims to solve some real or imaginary problem.  Chose only the most effective technologies and maximize their benefits for your business.

1.     Become a “rainmaker.”  A rainmaker is an employee who can either make or save their employer money.  In today’s demanding economy where many legal firms are looking for ways to cut costs, a rainmaker is desired and aggressively sought after.  If you have proof that you have saved or earned money for past employers, highlighting that fact can help brand you as a rainmaker and thus make you a top choice job candidate.

2.     Become an expert in your field. Exhibited excellence and expert status in your career is still a desired trait in this crowded job market.  Most individuals only do just enough to be competent; but striving for excellence in your field shows potential employers that you are a good long-term investment. One way to prove that you’re an expert in your field is by regularly offering workshops, writing articles, or somehow getting involved in improving the broader world by using your skills as an attorney.

3.     Become a global thinking and acting attorney.  Consider learning another language.  Foreign language proficiency is a valued skill that can place you a cut above the competition.  But don’t just focus on Spanish as your second language of choice; consider learning Arabic, Chinese or some other language that is gaining prominence in the global economy.

1.     Past history.  Just like any sale, it may take several calls, emails and letters before a client is willing to make a recruiter their “go-to” person for sourcing.  Recruiters looking to build long-term relationships with employers should make sure that they remain in contact with their prospects over time.

2.     Employers want to know that the recruiter is bringing to the table value they cannot find elsewhere or that is difficult to find in another recruiter.  In other words, the recruiter should remind the client of how they benefit from working with them as opposed to shopping around and working with another recruiter.

3.     Employers want to know that the recruiter will not damage their reputation of their businesses by sourcing job candidates who are ill-fitted for their corporate culture.  Recruiters who want to establish long-term commitments from employers should focus on proving that they understand the client’s business unlike other less familiar recruiters and can consistently deliver high-quality and appropriate talent.

“Multitasking is going to slow you down, increasing the chances of mistakes,” said David E. Meyer, a cognitive scientist and director of the Brain, Cognition and Action Laboratory at the University of Michigan. “Disruptions and interruptions are a bad deal from the standpoint of our ability to process information.”

Many scientists are now saying that multitasking, long promoted as the way to get a lot done in a short span of time, is actually causing us to get less done in more time.  According to a study done at Microsoft, workers who suffered interruptions while engaged in serious mental tasks such as writing a report, on average took 15 minutes to return to their task.   That’s a lot of wasted time.  Below are a few suggestions on how recruiters can decrease interruptions and increase productivity:

1.     Focus on one task at a time and do not switch tasks until you have finished the task, or in the case of lengthy projects, come to a natural stopping point.

2.     Turn off your phone and allow calls to go to voicemail when engaged in projects that require your mental concentration. Set aside a time each day to check voicemail and return calls.

3.     Check email no more than three times a day.  Remember, when walking away from a project to check email it can take on average 15 minute to return to your project.

4.     Group related tasks together.  For example, you may want to block out a few hours a day to complete only administrative tasks and another block of hours to make sales calls.

(source: http://www.nytimes.com/2007/03/25/business/25multi.html?_r=1)

1.     Once you make a contact within a company you want to work with, ask them to add you to their “white list.”  The white list will tell the spam filter that your email address is safe, thus allowing your resume to avoid the spam filter snag.

2.     Do not blast your resume out to a large amount of people at the same time.  Although we have warned against this, there are still some job seekers who mass email their resume to 50 or more people at one time.  If you send out a message to 50 or more email addresses at one time your message may be stopped by your ISP (internet service provider) and marked as spam.

3.     Do not send your resume with a blank subject field or a subject that includes numbers, symbols or punctuation.  Many spam filters mark messages that have numbers, symbols or punctuation as spam because many spammers format their subject line in this way.  Also, do not ever use all caps in your subject line because many spam filters will block the message, plus it is considered shouting.

4.     Do not send your resume as an attachment if possible and never send your resume as a compressed file unless the employer has requested it in that format.  It is best to paste your resume as plain text into the body of your resume to reduce your chances of being blocked by a spam filter.

Recruiters and employers are leaning more on behavioral interview techniques to make sure that new law school graduates are bringing valuable interpersonal skills to the table which some employers say are lacking.  Behavioral interview questions are designed to explore how job candidates handle certain situations, their level of leadership skills and their ability to rebound from setbacks.  Below are a few examples of behavioral interview questions:

·       Give us an example of an innovative solution you created at a former workplace.  This type of question tests the job candidate’s initiative and creativity.  The employer wants to know if the job candidate is willing to step up to the plate and do more than what they are being asked to do.

·       Give us an example of a situation where you were given an unexpected project or an existing project changed in some significant way.  How did you handle that?  This type of question is designed to find out how well a job candidate is able to adapt to sudden changes. Working in a law firm often requires that an attorney think fast on his/her feet and adapt to change with ease.

Job candidates who want to prepare for behavioral interview questions should take the time to formulate stories from their previous work and life experiences that exhibit their ability to:

·       Solve problems

·       Handle adversity

·       Take the initiative

·       Make quick and effective decisions

·       Exhibit leadership

·       Adapt to change

Looking to gain an edge in the competitive job marketplace?  The most effective job seekers successfully identify and communicate to employers their most valuable portable skills which can benefit their future employer. What are portable skills?  Portable skills are those skills employed to help a past employer that can be effectively used to bring value to a future employer even if they’re in another industry.  Let’s take a look at some of the portable skills that companies value:

1.     Decision-making skills.  Have you successfully made decisions that have benefited an employer?  Have you consistently been given the responsibility to make decisions that will impact the company’s bottom-line?  If so, you need to communicate how your decision-making skills could be valuable to a future employer.

2.     Communication skills, both written and oral.  The ability to effectively communicate with peers, clients and customers and a key skill that can add value to any company.  How have your communication skills added value to an employer in the past?  For example, are you good at defusing volatile situations or have an uncanny ability to persuade others?  These are the types of skills that most employers are looking for in today’s job market.

3.     Problem-solving skills. One of the most valuable portable skills that a job candidate can offer is the ability to solve difficult problems.  Have you discovered and implemented solutions for previous employers?  If so, make sure you communicate to potential employers how your problem-solving skills and solutions could help their company if you were hired for the job.

Many recruiters are finding that with the large number of unemployed workers in the marketplace they are facing a deluge of resumes hitting their inbox and many of the candidates may not be qualified for the job.  Sourcing large numbers of resumes can be daunting and overwhelming.  So what does an overwhelmed recruiter do?

1.     Don’t allow the process of reviewing and assessing candidate resumes to take over your job. Set aside a specific amount of time everyday to deal with resumes.

2.     Consider using software programs that will perform a preliminary assessment of the resumes by sorting out those that are obviously not appropriate for the job order you are filling.  When manually reviewing resumes, keep it brief and quick.  Look for the obvious - education, experience or skills that makes the candidate a possibility.  If the candidate does not have the basic qualifications, their resume should immediately be set aside without much more time invested into it.

3.     Lean on referrals. Remember, the recruiting business is very much about relationships.  Good recruiters build relationships with the type of people they are looking to hire.  Using those relationships, recruiters should be able to access similarly qualified candidates and reduce their reliance on cold resumes.

One of the most effective ways to market yourself as a job candidate is establish yourself as an expert in the eyes of peers and employers.  While establishing yourself as an expert may sound difficult it’s not as hard as many imagine.  Below are a few tips on how job seekers can become experts:

1.     What do you know best?  Expert status is not about knowing everything; but it is about knowing a lot about one area of expertise and being able to effectively convey that information to your audience. 

2.     Write a blog on your area of expertise.  The blog should aim to convey specialized information in a clear, concise and simple way.  Also, the blog should look professional and steer clear of any topics that are personal in nature.

3.     Write articles for your local newspaper.  While it may be difficult to get your articles published in the New York Times, it can be a lot easier to break into print on a local level.  Take the time to write articles for your local publications and aim to keep the articles in line with the theme of your blog.  You may even want to consider writing an ongoing column.  Some publications are willing to syndicate existing blogs which can translate into more exposure for you as a job seeker.

4.     Teach a class or offer a one-time seminar at a local community center. If you don’t have time, don’t worry, you don’t have to invest a lot of time into the seminar or class.  The average seminar or class runs about one to two hours.

As a final note, please do not feel shy about establishing yourself as an expert just because you are currently unemployed.  Being unemployed now does not mean that your years of experience and knowledge are obsolete, so feel free to put it to work helping you establish yourself as an expert.

Independent recruiters may not have the large volume of applicants and job orders as some bigger agencies but they may still benefit from some of the automated features of an applicant tracking system.  Let’s take a look at some the benefits of an applicant tracking system:

1.     An applicant tracking system can help independent recruiters integrate all of the different elements of the recruiting process.  Applicant tracking systems can place a job candidate’s application, test results, resume and the jobs for which they’ve applied or interviewed in one easy to use database.

2.     Applicant tracking systems can help the recruiter keep track of all job candidates and where they are in the hiring process.  By automating follow-up correspondence, interview requests and online status checks, an applicant tracking system can close the cracks in an independent recruiter’s process making it easier and more efficient to communicate with job candidates.

3.     Finally, applicant tracking systems can save independent recruiters time and money by automating many time consuming tasks such as scheduling interviews, prescreening and populating online forms.

Many independent legal recruiters have a storehouse of knowledge that they want to share with job candidates. That’s why many independent legal recruiters consider offering career coaching, in addition to their recruiter services.  Below are a few things that legal recruiters should consider before branching out into career coaching:

1.     What is the problem you’re trying to solve for job seekers? There are a multitude of career coaching services on the marketplace and they all offer solutions to the problems of job seekers and employed professionals.  Take an honest and objective look at the marketplace; is there a problem that you can fix?

2.     To increase your chances of success, try to focus on just a few problems that you are especially equipped to fix.  For example, do you have specialized knowledge that would help a job seeker write a better cover letter, improve their interview skills or becomes more effective at networking?

3.     What would make your career coaching service different from competitors?  Offering a career coaching service that’s just like those that already exist won’t prove very profitable for you or the job seeker.  Ask yourself, what career coaching services are missing and how can I as a legal recruiter fill in the gap?

The ability to tell a story and communicate your value to potential employers is one of the key ingredients to making the leap from job candidate to new hire.  Below are five stories that every job candidate should communicate to employers and recruiters:

1.     Tell a story about how you successfully took a project from start to completion by working on a team or as a leader and how you helped to produce results that benefited the company.

2.     Tell a story that accurately depicts the passion you have for your work.  Do you volunteer as an attorney, mentor youth interested in the legal field, participate in seminars, conferences and other career related activities?  Sharing these extra activities will help an employer see the enthusiasm you have for your work.

3.     Tell a story about how you have operated as a problem solver not just someone who sees a problem and complains about it. 

4.     Tell a story about that genuinely depicts your admiration for the potential employer.  Have you followed this company and its leaders for years?  What makes this company such a superior choice to other potential employers?

5.     Tell a story that describes how you are a perfect fit for the employer’s corporate culture.  Do you share the company’s values and mission?