What is a Comprehensive Global Job Search
What Does a Comprehensive Global Job Search Really Mean?
As an executive looking for a new job, it can be a very challenging, frustrating and time consuming process. It's putting all the necessary pieces together that brings success (more job offers, greater salary, and in a shorter period of time). It's a lot of hard work and unfortunately, there are no shortcuts!
It is also important to remember that you never really know where the job opportunity is going to come from. Someone found you in a resume database (LinkedIn, Indeed, Glassdoor, etc), an alert came to your email and you applied, you were logged in to a specific job board, conducted a search, found an opening and then applied. You may even know a particular company you would like to work for, checked out their career page, saw a position and applied. Also, remember that there are the published positions and the unpublished positions. And of course, don't forget the top recruiters and your personal network.
Most job seekers are only focusing on one or two of these with a resume that is not telling their best story. Job seekers have two choices when working with us. You can either have us put all the pieces together (resume, cover letter, job board registrations, alerts, and LinkedIn profile which will take 2 weeks to complete), then we hand it off to you, and then train you on how to manage it yourself, OR we manage the entire process from begining to end on a day to day basis for 5 months. Here is what's included:
Complete Resume Re-Write
Do you know that 90% of all resumes are disregarded in 15 seconds? Most resumes are outdated and are just not telling your best story.
When someone reads your resume (company, hiring manager, or recruiter), you have to make sure two things dont happen. The first is they can't have too many questions, and the 2nd is, they can't be confused. There need to be enough scope and context included in job applicants experience. Roles, responsibilities, accomplishments, achievements, quantifiable and measureable metrics, education, certifications, training, teams, budgets and resources that you managed, etc. Most resumes are successful in landing interviews if they include all of the above.
Unfortuntely, most job seekers resumes are missing key pieces of information. It exists, but it is not on paper. It's in your head. What you need is someone to ask you the right questions, pull this information out and write a better compelling story. And then, summarize your entire career into a few paragraph professional summary. Your Professional Summary needs WOW and blow the reader away. If the person reading your resume (company, hiring manager or recruiter) does not see who you are, what you have done and what you are looking for in 15 seconds, he/she will never get to page 4 of your resume! And you're done before you even start.
Also most resumes are hard to read, bad formatting, fonts, layout, and don't flow well, along with just being way to general. If we decide to work together, this is where I would start.
Cover Letter
The cover letter pulls a great deal of information from the professional summary of the resume. It is done this way for a few reasons. The first is that some may read the cover letter and not the resume and some may read the resume and not the cover letter. And lastly, it reinforces what’s in the resume. However, it can vary slightly with each application. The main things that will change are the intro and last paragraph. It also needs to include a thorough list of soft skills, not just the technical ones.
Job Board Registrations
Did you know that there are over 100 global job boards? But there are really only 4-5 that are important. LinkedIn is great. After all, I have over 13,000 global connections with over 3000 connections with global human resource executives. But LinkedIn is not the only job board. There are two main purposes of the job boards. The first is "To Be Found". Companies, Hiring Managers & Recruiters are looking for you. Can they find you?
Most companies have licenses for the resume databases of these job boards (Indeed, Glassdoor, Monster, Zip Recruiter, Industry Specific Websites). It is simply to expensive for them to have licenses for all of them. So if you are only using one 1 or 2, you are limiting your ability to be found. It is also not enough just to have a profile on these job boards, you need to have each one completely built out and optimized. Job boards are free to set up as a job seeker, so effectively building out your profile will greatly improve your chances of being found by these companies, hiring managers and recruiters that are looking for you. Job Boards ARE NOT like Google. If you follow the rules, you will get ranked and come up early in the search results.
The second purpose of the job boards is to set up job opening alerts using the following criteria: Titles, Geography, Years of Experience, Salary, Industry and Specific Key Words. And remember, there are many variations of titles. It's not that the positions are different, it's just that companies call them something different.
It is also important to see and apply to new job openings that are not 2-3 weeks old, but 2-3 days old. You want to shoot for being in the first 10 applications, not the first hundred. Your job search could take hundreds of applications before you are selected for an interview. You could get lucky and apply for a position today and be called next week for an interview. But in reality, it could take months to find a new position. So, when you vary titles, across different georgraphies, and add remote work across the different job boards, there will literally be hundreds of potential positions that you can apply to.
The first thing a company, hiring manager or recruiter does is review your resume/CV. The second thing they do is check out your LinkedIn Profile. The content needs to mirror the content of your resume. If they don't match, this causes the reader to be confused, have too many questions, wonder which one is right and immediately disregard your candidacy. So, you need each position included with dates (including months), titles roles and reponsibilities, then all condensed into a professional summary and then all condensed into a 120 character headline that defines you. You also need a relevent banner image that represents your industry so that when a viewer sees your profile, all the things above the fold (banner, headline and professional summary) all draw them in and want to read more. You also need to optimize your skills, endosements, and recommendations.
Interview Preparation
Correctly preparing for upcoming interviews can make all the difference in landing that key role. Too many people focus on the wrong thing with the wrong person and don't move through the interview process to the next steps and ultimitely have your candicacy end too early. Trust me when I say I have blown a bunch of interviews becasue I focused on the wrong things with the wrong person. An interview with an Human Resources or Talent Acquisition professional is so much different then with a hiring manager. In order to get past the HR person, you need to check their boxes. We can show you over a dozen unique ways to prepare for upcoming interviews.
Offer Letters of Employment and Salary Negotiation
The goal is to get an offer (multiple offers if possible). You can always turn it down, but GET THE OFFER. And make sure all of the terms and conditions are spelled out in the offer letter. Everything is negotiable (salary, vacation, signing bonus, benefits, probationary periods, fequency of payroll, when benefits start, your title, who you will be reporting to and the policy on remote, onsite or hybrid work structures).