But one thing many job seekers, especially young professionals don’t do is to ensure that they are projecting a professional image on all fronts. Job seekers should make sure their social networking accounts are professional and project the image you want others to see. A survey conducted by Microsoft found that 70% of US employers rejected candidates based on their online profile. (2010)

Facebook is probably the biggest culprit. Facebook is a great way to keep in touch with people but whatever you have on that site is there for anyone to see. Remember that party you went to the other night? Well, the recruiter who just interviewed you saw the whole thing. And those pictures from the ski trip you took? Yup, the recruiter saw those as well. Be sure to clean it up. Remove pictures that are in any way unprofessional. The same goes for You Tube. Recruiters are looking. Oh, and the “privacy” feature on Facebook… you know, the one that only lets people you approve see your account?? That shows that you have something to hide. Kind of like a red flag to a bull.

Twitter is a great tool to use to stay informed on target employers, industry news, etc. In fact, the Twitter job search capability lets employers post jobs and search for candidates at a fraction of the cost of traditional job boards. But, Twitter can be abused by posting information that’s inappropriate or not useful (ie, no one really cares that you had pizza for lunch). If you want to project a professional image, then create an account and offer information that demonstrates your interest and knowledge of a particular industry, company or topic.

Cell phones should have professional voice mail greetings and text messages should have professional signatures. A signature like “Julie rocks” is not what you want a recruiter too see. Email addresses should be professional. You can’t go wrong with a gmail account.

Finally, remember what the “E” in email stands for: evidence and everlasting. Whatever you send in an email should be appropriate. You just don’t know where it will end up.

But one thing many job seekers, especially young professionals don’t do is to ensure that they are projecting a professional image on all fronts. Job seekers should make sure their social networking accounts are professional and project the image you want others to see. A survey conducted by Microsoft found that 70% of US employers rejected candidates based on their online profile. (2010)

Facebook is probably the biggest culprit. Facebook is a great way to keep in touch with people but whatever you have on that site is there for anyone to see. Remember that party you went to the other night? Well, the recruiter who just interviewed you saw the whole thing. And those pictures from the ski trip you took? Yup, the recruiter saw those as well. Be sure to clean it up. Remove pictures that are in any way unprofessional. The same goes for You Tube. Recruiters are looking. Oh, and the “privacy” feature on Facebook… you know, the one that only lets people you approve see your account?? That shows that you have something to hide. Kind of like a red flag to a bull.

Twitter is a great tool to use to stay informed on target employers, industry news, etc. In fact, the Twitter job search capability lets employers post jobs and search for candidates at a fraction of the cost of traditional job boards. But, Twitter can be abused by posting information that’s inappropriate or not useful (ie, no one really cares that you had pizza for lunch). If you want to project a professional image, then create an account and offer information that demonstrates your interest and knowledge of a particular industry, company or topic.

Cell phones should have professional voice mail greetings and text messages should have professional signatures. A signature like “Julie rocks” is not what you want a recruiter too see. Email addresses should be professional. You can’t go wrong with a gmail account.

Finally, remember what the “E” in email stands for: evidence and everlasting. Whatever you send in an email should be appropriate. You just don’t know where it will end up.

So, what do you do?

First, be sure that the references you are giving are the right ones. Call each of your references and explain the job(s) you are interviewing for. Be sure to identify the skills that will be needed for the job and remind them of how you have demonstrated those skills in the past. Ask if they would be willing to give you a positive reference. If the answer is no or if they are hesitating in their answer, do not include them on your list.

Analyze your work history. If there is a negative assessment outstanding, you need to address it immediately. Was it a personality clash or was it poor performance? If it was a personality clash, call the person directly. Explain to them your situation and ask them to agree that in spite of your differences, the job was done and done well. You can say, “my former manager and I did not have great chemistry but I’m sure she’d agree that the job was done and done well”.

If a bad reference is due to poor performance from your most recent job, come clean with the prospective employer. Tell them the job was not a good fit for you and offer 2-3 other references who can vouch that you have demonstrated the skills they are looking for. Do not sound negative or defensive. Try saying, “that particular role did not play to my strengths and as a result, I was not able to create the track record I would have liked. This position requires the skills I excel at and I can provide several other references who can vouch for me.” This approach may be viewed by some as risky but if you left your former organization for poor performance, the prospective employer will most likely find out.

But, how do you respond when you REALLY don’t have the specific experience they are asking?

You can fib but that’s not a good idea: you almost always get caught and usually at the worst possible time.

A better approach would be to respond honestly: you don’t have that experience but “let me tell you about a time when I had to quickly acquire an experience to get the job done”. You should then give one or two specific examples of situations that required you to learn something to complete an assignment.

A client of mine was recently interviewing for a quality assurance position at one of his target employers. When asked to describe his experience with a specific system they used, he responded honestly. He simply did not have that experience but was then able to describe 2 situations when he had to complete a task without having al of the experience and knowledge he needed. It worked…

But, how do you respond when you REALLY don’t have the specific experience they are asking?

You can fib but that’s not a good idea: you almost always get caught and usually at the worst possible time.

A better approach would be to respond honestly: you don’t have that experience but “let me tell you about a time when I had to quickly acquire an experience to get the job done”. You should then give one or two specific examples of situations that required you to learn something to complete an assignment.

A client of mine was recently interviewing for a quality assurance position at one of his target employers. When asked to describe his experience with a specific system they used, he responded honestly. He simply did not have that experience but was then able to describe 2 situations when he had to complete a task without having al of the experience and knowledge he needed. It worked…

The most recent college graduate hiring survey data shows that employers are looking for candidates of all majors and backgrounds. Candidates who can demonstrate flexibility and leadership are the ones who will secure the available jobs first. In addition, many jobs that we are training people for now did not exist 10 years ago.

Employers hire college graduates based on potential and GPA.

According to he National Association of Colleges and Employers (NACE), many employers use GPA to gauge ability but clear evidence that the candidate can succeed on the job is required. Proof of communications skills, analytical skills and a strong work ethic will give a candidate the advantage in a tight job market.

I can wait until I graduate to plan my career and look for a job.

There are approximately 1.6 million college graduates each year, the largest number seen to date. The growth in demand for college graduates has slowed considerably since 1980: the job market demand for college graduates is approximately one-third of what it was in 1980. Even graduates who plan to attend graduate school work for one or two years upon graduation.

It’s OK to grab the first job I can get. I just need experience.

Research from Columbia University suggests otherwise: college graduates who pursue jobs in their chosen field, no matter how temporary or part time the opportunity is develop the skills they will need at the onset of their careers and move ahead sooner in any economic climate.

The most recent college graduate hiring survey data shows that employers are looking for candidates of all majors and backgrounds. Candidates who can demonstrate flexibility and leadership are the ones who will secure the available jobs first. In addition, many jobs that we are training people for now did not exist 10 years ago.

Employers hire college graduates based on potential and GPA.

According to he National Association of Colleges and Employers (NACE), many employers use GPA to gauge ability but clear evidence that the candidate can succeed on the job is required. Proof of communications skills, analytical skills and a strong work ethic will give a candidate the advantage in a tight job market.

I can wait until I graduate to plan my career and look for a job.

There are approximately 1.6 million college graduates each year, the largest number seen to date. The growth in demand for college graduates has slowed considerably since 1980: the job market demand for college graduates is approximately one-third of what it was in 1980. Even graduates who plan to attend graduate school work for one or two years upon graduation.

It’s OK to grab the first job I can get. I just need experience.

Research from Columbia University suggests otherwise: college graduates who pursue jobs in their chosen field, no matter how temporary or part time the opportunity is develop the skills they will need at the onset of their careers and move ahead sooner in any economic climate.

Lack of focus. A specific career goal is the single most important component to any job search. Many people spend more time researching the purchase of a laptop than they do career options. It’s critical to be aware of what you do well, what you like to do and how this translates into a specific job. Once you know what you want and can articulate it, you will know what kind of help to ask for.
Looking for a job without a plan. What will you do today to land that job? Will you call three people? Will you attend a job fair? Research has shown that people who have written (and frequently updated) job search plans have a higher degree of success landing a job. Every day, you should wake up knowing exactly how you will spend your job search time. Plan to spend 20 hours each week on the job hunt. If you are working, that number can drop to 10 hours each week.
Writing your resume first. Without a clear goals, it’s very difficult to write a resume that highlights your experiences and demonstrates why you are the best person for the job. Once you have a job goal, we recommend that you complete a “mind dump”. This is a brainstormed list of all of your experiences: work experience, awards, internships, special projects. Take a yellow highlighter to those experiences which support your goal. That information is what should be on your resume.
Not following up. This stalls any job search. Not following up on an interview or job contact can cause you to miss out on opportunities. Even if you get rejected, it’s important to follow up. I recently worked with a client who received a rejection by email. At my suggestion, he called the recruiter back. As it turned out, he received the email erroneously: they very much wanted to hire him.
Lack of interview preparation. Candidates should prepare for every interview as if it were a final exam. They should know the company, the position as well as how they can add specific value from day one. Questions for the interviewer should be prepared ahead of time to demonstrate interest and enthusiasm. I

First, ask friends and family for honest feedback on your resume and cover letter. Is your resume clear enough? Do you have a specific objective that is supported by your background? Does your cover letter make the connection between the job you are applying for and your background? Are your accomplishments quantifiable? Is there enough white space on the paper so a recruiter can easily and quickly see who you are? Is the font a 12 point size? Your resume will get someone’s attention for about 20 seconds and you want to make the most of it.

Next, are your interview skills what they should be? Can you clearly articulate who you are and why you’re the best person for the job? For example, take a few minutes and write out the answer to: Tell me about yourself”. The answer should tell the person who you are in a concise manner and how your background relates to the job at hand and should be no more than 2-3 minutes spoken.

Have you made the most of the social networking sites? Your Linked In profile should be 100% complete, including a professional picture and a minimum of three recommendations. Your Twitter account should list the critical organization you want to follow (ideally your target employers) and your tweets should be professional and include information that people can use. Clean up your facebook account. Employers are looking!

Finally, revisit your job search plan. What activities worked and what didn’t? Are you really making 5 contacts per week to move your search forward? Do you have a goal of 2 face to face meetings per week? What about your daily schedule? Are you making you phone calls between 8:00 and 8:45am? If you are calling someone at 10:00, chances are they are not at their desk.