Don't Sabotage Your Job Search

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Keywords: unemployment, job search, employment, recruiting, recruiters, layoffs, interviewing, job tips, career advice, career

Seasoned executives and recent college graduates alike are feeling the effects of the slow job market. If you find yourself in the position of having to look for a new job, make sure you take the proper steps to ensure your search stays on track.

The numbers are telling: According to the Bureau of Labor Statistics (BLS), the unemployment rate rose to 5.7 percent and the number of unemployed people rose to 8.8 million in July. Over the past year, the number of unemployed people has increased by 1.6 million and the unemployment rate has risen by 1 percent, according to the BLS.

The bureau also notes that during the second quarter of 2008, employers laid off 299,886 employees, the highest level for the second quarter since 2003. Moreover, the total number of layoffs increased year over year by 21,167.

Consider the following tips when conducting your job search:

Research the Company or Companies and the Interviewers

"Know who you're talking to and who are the key players within the company and within the industry," says Pamela Ravare-Jones, director of the office of the CEO for the National Society of Hispanic MBAs.

Your research should include the company's historical successes and failures, the type of products the company sells and where its offices are located. "That way you can tailor your search to your desired geographical living area," she says.

Henry Hernandez, managing director of Diversity & Inclusion Executive Consulting, agrees. Hernandez says that researching the company indicates the job seeker is an astute professional. "Research as much as you can about the company and its business," he says. "If you know people in the company or who are familiar with the company, talk to them."

The Internet provides a great opportunity to learn about the people who will interview you. Hernandez suggests that applicants at any level ask who will interview them so they can learn about those people on Internet networking sites and online searches. "If the recruiter does not offer biographies of who will interview you, then ask for them," says Hernandez.

Have a Relevant Résumé, Cover Letter and Follow-Up

A relevant résumé and cover letter are those that are specific to the job and do not overstate or exaggerate a person's career history. Ravare-Jones' background is in both the corporate and educational arenas. Her résumé indicates her experience in both areas.

"I indicate I have a combination of 15 years of experience in both arenas so I don't limit my résumé in one industry," she says.

Once you've submitted your résumé, don't wait longer than two weeks to follow up with the company. Yolande Johnson, director of the Office of Careers at Bennett College for Women, says follow-up is especially important during the recruitment seasons, fall and spring.

"After an interview, we stress to students that they send a thank-you note because that speaks volumes," says Johnson. "That speaks to a student's sincerity and desire to be a serious candidate. Also, send an e-mail because everyone is so busy."

Being assertive during the job search is especially important for job seekers who are from underrepresented groups, especially those who are Latino, says Ravare-Jones. "Hispanic culture is a bit more polite in initial contacts with employers," she says, adding that politeness can deter a candidate from being assertive in their follow-up.

And there is a key difference between being assertive and being aggressive. Assertive is following up a week or two after submitting the résumé. Aggressive can derail a job application because the applicant calls every day for an update or tries to get word of their application process by going above the person they initially contacted.

Network Online, But Be Careful

Your friends are on all the social-networking sites. But those pictures of you partying should not go on your personal networking sites. Recruiters search those sites to learn about their prospective recruits. And while no person should post pictures that suggest questionable behavior, those pictures could too easily provide an excuse to take people from underrepresented groups out of contention.

"What we tell our students is that they should be careful of the pictures they place on their profiles because employers use those web sites to review candidates," says Johnson. "Image and character are still very important ... Images of young Black people partying can play to a stereotype, but I think that can happen to anyone. It's across gender and racial lines. Nine times out of 10, the person doing the hiring still has conservative views."

Maintain a Close Relationship With That Recruiter

"The one thing you don't want to do is alienate the recruiter because the recruiter is your contact to the company," says Hernandez.

Above all, be honest with your recruiter. Tell him or her if your current employer or boss knows you are looking for a new position and if they can be contacted. Let the recruiter know your desires, such as position, and be honest about your work history, Hernandez says.

"My approach is to be transparent with recruiters," he says. "They may ask for your timing and if you're looking at other opportunities. If you're actively looking, then say so, and if not, then say you're not."

Another way to sabotage your relationship with the recruiter is to talk about salary too soon. Given a relevant résumé, a recruiter will ask for a salary range, says Hernandez.

"If you're looking for a position but the compensation is too low, they might tell you and/or offer an incentive such as a signing bonus," says Hernandez. "But the whole challenge is basically to not hide anything from the recruiter and to be forthright and above-board."

Include Professional-Organization Affiliations

Affiliation with external professional organizations tells an employer that an applicant comes with a network of contacts and is active and current within the industry. The company may also be involved with national organizations, such as the National Society of Hispanic MBAs or the National Black MBA Association. If the company is not, then the applicant can judge whether the prospective employer is conscious enough about diversity.

"A lot of times, people don't want to share their outside interests, but it's better to know it upfront than to go to a company and then learn they're not supportive of your outside interests," Hernandez says.

Be Polite; Demonstrate Integrity

"I've known people who alienate assistants or travel coordinators, but you alienate yourself when you're rude to a potential boss's assistant," says Hernandez. "As a candidate, you should treat all people with respect and dignity."

And you never want your integrity questioned. Hernandez remembers an applicant who was flown to an interview and housed in a hotel for a night by the prospective employer. The applicant spent more than was reasonable on dinner and the company questioned the applicant's integrity.

"You never want your integrity to be questioned," says Hernandez. "Don't let your guard down. You're always on, even if you're on the phone with a recruiter--you're on. Don't be rude with the travel coordinator or secretary. Be friendly."

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