A)Here are a few tips that I share with my clients that may prove helpful to you.

1. Watch how you describe yourself - Think of the number of times you have heard the following phrases: “I’m looking for something in sales” or “If you hear of anything...” Do these statements suggest a clear sense of purpose, of value-added to a potential employer? Or do they suggest unfocused desperation and a willingness to settle for whatever the cat drags in? Many people also describe themselves as an ex-VP, ex-CPA, ex-school teacher. As a potential hire, all you are is an “ex” something.

    

2. Send a short note ahead or reference a call in your cover letter - By mailing ahead of your call, you will alert the person that you will be calling. You can then honestly say to the gatekeeper yes, he/she is expecting my call.

    

3. If possible, cite your referral source - Even if the gatekeeper doesn’t know the person who referred you, you will have more authority. Remember; try to drop the name in the first part of the conversation.

    

4. It’s a numbers game - Set daily call goals and stick to it. Fifteen calls a day including callbacks is reasonable if you are seriously job hunting.

    

5. Call early, late, and during lunch - If you aren’t calling between 11:30 a.m. and 1:00 p.m., you are missing prime phone time. Remember, the gatekeeper has probably gone to lunch. If there is someone filling in during those times, he/she probably won’t be as concerned about the nature of the call.

    

6. Handle voicemail cautiously - It seems as if everyone has voice mail and a lot of people hide behind it. If you have tried everything possible to talk with the decision maker and still have had no luck, then do exactly what most voice-mail messages instruct you to do. At the sound of the tone, leave a detailed message thought out in advance. Use this message technique as a last-ditch effort. It will either be surprisingly effective or it will end your chances on the spot.

Q)I don’t want to needlessly drag out my job search. What do you see as the biggest mistake made by most job seekers?

A)Without a doubt the biggest mental mistake a job seeker can make is magnifying the difficulties and minimizing the opportunities. A job search is an opportunity to find a job by choice, not by chance. Yet, many job seekers only see the reasons why something might not be possible by uttering statements such as: “Too many are people looking for work now,” “I’m over qualified,” “I’m too old,” “I’m too young.” Why would anyone even think of turning themselves down before giving anybody else a chance to do it for them?

You aren’t going to succeed in your search by magnifying the difficulties, by simply setting your jaw with great resolution, by just repeating some psychological incantation about releasing the untapped potential within you, by merely attending seminars, or by reading books. Success in a job search derives from a combination of three things: rigorous thought, hard work, and the maximizing of your abilities. These three processes are the only cure for worry, fear, doubt, and all the other negative emotions that undermine your self-confidence when engaged in job search activities. When these three are consistent with your values, and you head in the direction of the goals you set for yourself, you will feel confident and avoid the biggest mental mistake made by most job seekers.

Q)How do I explore other job possibilities without creating an awkward situation with my current employer?

A)Fair question. While employers say employees can no longer count on job security and must take an active role in their own career development, many companies are still offended when those same employees look for job opportunities elsewhere.

The three main issues to focus on are: determining your current employer’s attitude, being considerate enough not to abuse the company while you’re searching, and maintaining your job performance.

Smart job seekers will discreetly inquire how management reacted when other co-workers’ job searches became known. How are departed employees talked about? Fondly or with disdain? Once you ascertain their attitude, you will know how to proceed. If you’ll be shot at dawn, then you must avoid mass mailings, listing your resume with online databases (unless they promise anonymity), and answering blind newspaper ads.

Q)I have one very serious question. How do I handle the issue of a 50-something job seeker?

A)Thinking about this issue brings to mind a long-standing recruiter’s joke that goes...“My client wants a thirty-year-old with forty years of experience running General Motors.” The joke isn’t funny when age becomes an issue with shortsighted employers. Unfortunately, you still have to deal with it. Here’s how:

First, don’t apologize for or obscure your age. Trying to conceal age doesn’t make a positive impression.

Second, you need to regard your length and breadth of experience as an asset, not a liability. One way to do this is to talk with former colleagues who have moved to new companies to find out how they did it or who placed them. The experiences of other people can teach you what to do when the same things happen to you.

Third, consider contract work. Companies that don’t want to load up with pricey full-time employees would probably welcome your extensive expertise on a contractual basis.

Fourth, networking with other job seekers can be a tremendous help. They’ll become familiar with your job search and can give you feedback on your efforts.

- Joe Hodowanes, Career Strategy Advisor

J.M. Wanes & Associates

www.jmwanes.com

Joe Hodowanes, M.P.A., SPHR, is a nationally recognized career coach, syndicated columnist, and president of Tampa-based J.M. Wanes & Associates, www.jmwanes.com. J.M. Wanes & Associates is a career coaching, outplacement, and executive search firm specializing in executive-level opportunities