Posts Tagged 'job search strategy'

That’s a know, know!


Tactics can win a battle, but strategy wins the war.  As you consider your career branding or job search efforts, it is important to separate the two.  Career Branding should be strategic while job search is often more tactical.

Too often people in business (and job search) get very anxious for results.  The reasoning is simple. There is always short term pressure for results.  So how do you avoid this pitfall and stay focused on a strategy?

Let’s look at two opposite perspectives.  Actions to lose, contrasted with actions to win.

1)     Some of the actions that will help you lose “the war” (and job search tactics to avoid):

  • Proceeding without a plan (rewriting your resume every day  or week should be avoided.)
  • Not having clear goals (Waiting to see what’s out there for you will lead to failure.)
  • Following the herd and easy path (Focus on job boards and waiting for the perfect job listing is a fools game.)
  • Submitting resumes online (Almost always required, it will almost never get you an interview or job.)
  • Positioning as a generalist (The workplace is looking for specialists, not generalists.)

2)      So conversely what actions help you win?

 Try a know, know strategy

Know what you want.   Know how you plan to go get it.

At what level you enter the paradigm is up to you.

If you are working on a high level personal branding goal, define your stated goal and work backward?

What do you want your brand to resonate:   world class expert, thought leader, a results oriented manager or a quality technology salesperson?

Once you’ve defined this, you can begin assessing and executing against your know-know strategy.

  •      Know your marketplace (industry)
  •       Know the positioning of others with in the marketplace (competing company strategies)
  •       Know the issues facing companies or hiring managers (pains, current and future)
  •       Know how you can bring insight and a better future state (your view, your value proposition and your differentiated state)
  •       Know how you can best articulate and reinforce your knowledge and points (your messaging)
  •       Know your daily, weekly and monthly plan to execute everything above.

In summary:

Know what you want.  Know how you plan to get it.

Or expect the undesired no-no.

 No personal brand and, potentially, no job.


The rhetorical triangle and the job search process


The Rhetorical Triangle from a Job Seeker’s Perspective


As a writer, one of my biggest responsibilities is to the rhetorical triangle. It is the framework that gives structure to everything I write. Whenever I feel stuck on an article or a long project, I take a break and refer back to the rhetorical triangle, because most often than not, it can help me target an area in my writing that is weak, thus giving me something to work on during my next writing session.


After reading this post on marketing principles applied to the job search, I began to think about how job seekers could make use of the rhetorical triangle in their own search. In some respects, finding and applying for a job is similar to writing: both are acts of communication and connection. So, with that in mind, here’s my take on how job seekers can benefit from knowing the rhetorical triangle.


The rhetorical triangle is made up of three concepts, as originally explained by the great rhetorician Aristotle: Logos, Ethos, and Pathos. Logos is a rational appeal to the audience, Ethos is an ethical appeal to the audience, and Pathos is an emotional appeal to the audience. Each of these appeals influences the other during the communication process, and each is influenced by the context of the communication itself. In other words, the context of an email to your friend asking for driving directions is much different than that of a letter to a distant relative asking for money.


So let’s think about how each of these appeals can be applied to the job application process.




Job applicants must use logical and rational appeals in portions of their application in order to show potential employees that they fully understand the nature of the position. By showing how the facts of your background connect to the needs of the employer, you set up a chain of reasoning on the part of the potential employer that essentially can be broken down to this: candidate A meets our current needs because of X, Y, and Z.




An ethical appeal to a hiring manager would emphasize the applicant’s credibility and trustworthiness. Having great professional references is one way to establish your credibility in the eyes of the hiring manager. Showing up on time and dressed appropriately for an interview show your reliability.





In order to appeal to the emotions of an employer, applicants can personalize the application process. Something as simple as mentioning your family during an interview, should the opportunity arise, can add enough of a personal touch to appeal to the emotional side of an interviewer that the hiring manager won’t forget you. After all, we’re all human, even hiring managers. And be sure to remember to send a note of thanks to follow-up once the interview is complete.



This guest post is contributed by Kate Willson, who writes on the topics of best online colleges.  She welcomes your comments at her email Id:


Is LinkedIn the best job board?


As our readership knows, we do not encourage job seekers to dedicate any meaningful job search time to “surfing” job boards. Career Brander advocates a much more targeted job search campaign that focuses on,personal branding, best-fit target companies, data mining, networking  and establishing web spiders through tools that help uncover the hidden job market, such as Job Search Radar.

However, despite our recommendations, millions of unemployed folks, as well as gainfully employed individuals, visit job board sites every day.  Clearly, visiting job boards creates some feeling of accomplishment despite the statistics clearly supporting very few people ever find their next job by applying to job board postings.  So if you are one of the millions of job board visitors, we thought we might share a few perspectives on the job board market.

There are now over 10,000 job boards on the Internet and the numbers are growing daily.  We’ve actually read data that there are over 40,000 depending on your definition of a job board.  How can this be?  Creating job boards has never been easier. For under $1000 ANYONE, can buy software that allows you to create your own job board in about 48 hours.  When the cost of entry in terms of time and money gets that low, the market gets over saturated.

The market is still dominated by a few mega-boards, in particular, Monster(Hot Jobs) and Career Builder.  There are also dozens of job listing aggregators that are gaining traffic, including Indeed, Simply Hired and Linkup.  These aggregators offer a higher utility, but we still only recommend using them for their automated alert features and nothing more.

So who do  we believe  is the best job board? LinkedIn.  Yes , it is much more than a traditional job board and perhaps unfair to designate it the best job board.  However, it clearly offers job postings and  its added value beyond the listings easily makes it the best website to accelerate  job search opportunities for professional positions.

We recently  read a blog posting saying that in the last 18 months, Barclays, the mega bank from London, hired 10% of all their employees via LinkedIn. If true, this is an amazing statistic and truly speaks to LinkedIn’s emergence as the top job search website destination. We have to admit, we are not overly surprised by LinkedIn’s success.  LinkedIn offers recruiters the ability to mine candidates  for free.  The community now has almost 60 million profiles and the cost for corporations to post jobs on LinkedIn is half the price of the major job boards.

LinkedIn continues to grow at a pace of almost 1 million new members per month. If one were to extrapolate, it clearly is becoming the social network of choice for businesses, and thus its reign as the top job search website destination is just beginning.


LinkedIn keeps adding features each month, but here are a few new one’s we’d ask our readership to send to LinkedIn for consideration. Just hit send us your feedback at the bottom of your LinkedIn homepage.

  • Allow individuals to have sub categories of industry.  As an example, if you sell stock trading systems software to Wall Street firms, you should be able to choose your industry as software and your sub industry as financial services or capital markets.
  • Create the ability to view your contacts through visual mapping by geography and industry.
  • Integrate the Search Me function into their applications.
  • Provide more robust search analytics.  Why not tell people what type of searches their profile is attracting?
  • Consider a new recommendation system.  In its current set up, it’s too much you scratch my back I’ll scratch yours.  There needs to be some sort of advance ranking system that allows for a 360 degree review profile by co-workers on an anonymous level.

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