Recently, on Recruitingblogs.com Craig Silverman tackled the topic of cold calling.  He says “ You should think about cold calling like a game. You can’t take rejection personally. Don’t be afraid to cold call. We like things we are good at and if you practice you will improve.”

I couldn’t agree more.  My first cold call started something like this; hands shaking, dialing the number, and hoping that the person on the other end didn’t answer. At that time, I’d rather have spoken to their voicemail.

Now, I have a different perspective.  When I call a potential candidate, it’s to share a great opportunity with them.  Even if they’re not interested, they leave the conversation feeling good, because it’s always a light interaction and involves a compliment.  How did I get their name?  It’s usually from a conversation with someone that said something great about them.  Why not share that?  “I heard you were the best Widget Maker and I thought you’d be interested in exploring what we have to offer”.   Acknowledge that you realize you may have reached them at a time when they can’t talk.  Typically this type of statement is ...

A few days ago, I told my husband the story of my brother and his unique approach to interviewing and finding a job. With perseverance, creativity, preparation and bit of luck, he landed the opportunity of a lifetime!

Like so many other people adversely affected by the staggering economy, he was laid off several months ago resulting from a reduction in force.  Adding insult to injury, the layoff occurred two weeks before Christmas, and the family’s holiday cheer evaporated faster than ice on a hot day. The stark realities of my brother’s situation set in and he began the daunting, and often overwhelming process of finding employment.  As a recruiter, I knew what he was up against and how hard it can be to stand out from a sea of other job seekers and grab a potential employer’s attention.

A short time ago, a recruiter contacted my brother to review an exciting opportunity with a growing firm. The recruiter provided the job description, which my brother reviewed, breaking it down piece by piece. This gave him a strong understanding of the qualifications of the position and specific responsibilities. Once the interview was scheduled, my brother knew that he would have .. ...

Choose the right jobs for a long and prosperous career.

This is a guest post by Rita Ashley. If you’d also like to guest post here on JobMob, follow these guest post guidelines.

The Wall Street Journal reports, “40% of all executives leave their jobs within 18 months.” And every one who does potentially causes serious long-term career damage.

Employers believe people who stay in jobs 4+ years are better than those who move around. The first thing anyone who views a resume checks for is the pattern of longevity. You can offer all sorts of reasons for leaving but the fact is, any candidate with a sturdy work history aces those without.

Example:

Of 5 career coaching clients, 2 had less than 3 years in 4 recent jobs, 2 had a pattern staying 6+ and one had 11 years with the same company.

11 years = Job opportunities came to him which were all significantly more senior than current roles. He went from GM to CEO in a 3-month process. He had 6 CEO options from which to choose.

6-year pattern = Hiring authorities and investors tapped them for similar roles to the current role with greater responsibilities and or more $$. Any would be significant career moves.

Less than ...

The squeaky wheel gets the grease is a saying that truly applies to advancing the hiring process. That said, if the wheel squeaks too much, it gets thrown out and replaced. This is why it is so important to strike a careful balance between reminding recruiters and hiring managers that you are interested and annoying the daylights out of them.

So how do you know when to initiate contact and when to back off? 

Immediately after an interview, a thank you note to both recruiters and hiring managers is appropriate. If you have been introduced to a role via a recruiter, it is important to keep him/her in the loop with everything you do. Aside from an initial thank you note, if you contact a hiring manager directly after a recruiter has presented you as a candidate, it may be considered inappropriate.  Be sure to assess the situation carefully.

Many times, a hiring manager truly wants to fill a role, but is juggling a variety of responsibilities and the process can lag. Don’t take it personally. It is likely that there are other people that must be available to interview you; and if they travel often, this can delay things, too.  Try not to assume it is a ‘ ...