The Professional’s Job Search Creed – 2 of 10

November 20th, 2006

This is part of a series where I’ll introduce 10 points of a creed, and comment on them. The series is summarized as we go (see bottom of post) and you can link back to the commentary on any of the 10 in that summary.

I’ve been sold on this second point for a long time, well, ever since I figured out what was wrong with my job search:

2. I will network for contacts, opportunities and more market knowledge; making at least 10 networking contacts each day and working towards at least 10 interviews each week; with at least five of those with decision makers.

Like I said, I’ve been sold on it for a long time – that is until I read Dave Perry’s whitepaper on how people found jobs (right below the gray box featuring his book is this survey – it is very interesting and made me do a double-take). The difference between how professionals found jobs and how executives found jobs where counterintuitive to me – and I’d love for an executive to tell me that they didn’t do it as Dave suggests. However, it is actually good news for JibberJobber, and I’ll have an entirely separate post on that after this series.

For now, let’s pick apart point #2:

Notice how it doesn’t say you are networking for jobs, or job offers? I’m on a LinkedIn group where the main moderater, Vincent Wright, talks about the ettiquite of getting money at a bank. He writes: “Banks are one of the richest sources of money on the planet: but, if you just walk in and say ‘Give me money!’, you may be surprised at the bank’s response.”

Do you walk up to a new network contact and say “Give me a job.” Or, more realistic but just as bad, “Do you have a job for me?” No. Networking is not about asking people to help you all the time, its about building a relationship. You have something to give and should focus on figuring out how you can position yourself to add value to your new contact’s life or business. Talking about job stuff will come, later, as the relationship progress.

Certainly it is proper to think of a new networking contact as more than a business card or a phone number. Shoot, if you want more phone numbers just go pick up your telephone book – imagine how big your network will be then! Its not about that – its about mutually beneficial, two-way relationships. It may not feel that way as you begin, but move forward with a “how can I help you” attitude and you will be surprised at who becomes your most valuable network contact.

Recently I had an experience with a Jibberjobber user where I gave a little and expected nothing in return. Indeed, I didn’t even expect a long-term relationship as I thought this particular person was completely out of my league. We exchanged a few e-mails and soon I got an awesome message from the user: “Enough about me. What can I do for you?”

I knew this person was very busy and thought perhaps he could help me in some area. I laid out the basics of my business plan and what my needs where were and again expected nothing. But to my surprise, the floodgates were opened. This person has since opened his network in a way I couldn’t have dreamed of, and given continual mentoring and expertise.

Now, all I want to do for this person is help him. I’m not sure how, but I have received so much more than I gave to this relationship. Not sure if I ever will be able to help, but can you see the dynamics of this relationship? Neither of us asked the other for a job, or asking for anything really, but we are both somehow indebted to helping each other.

This will happen to you, if you network the right way! Two main points to go away with: (1) don’t expect it, (2) recognize it and be grateful for it when it comes.

Network the right way…. um, yeah. I have read one book on networking: Never Eat Alone. There are others that I haven’t read yet but they are on my radar: Thom Singer’s Some Assembly Required and Harvey Mackay’s Dig Your Well Before You’re Thirsty. If you haven’t done so yet, I highly recommend that you read at least one book on networking to overcome any preconceived ideas that may be hindering your effectiveness.

With regard to the rest of the creed, about the “at least” this and the “at least that, we just had a healthy “debate” on these types of metrics over here (make sure to read the comments). While most readers took issue to the actual numbers, I’ll make a few brief comments:

  1. The numbers need to be appropriate for you and your situation. When I was desparetely looking for a job earlier this year, I certainly had time to make those contacts.
  2. “Networking contacts” are not necessarily in-person contacts. This could be a phone call, or even an e-mail of voice mail if you agree that the message was significant or relevant.
  3. “interviews” can include “informational interviews” … heck, I only got 5 interviews in my first 3 months with only 2 companies (3 with a hospital chain and 2 with a high tech startup) – so I realize how unrealistic it might be if you think this means only “job interviews.” But there’s lots of information on informational interviews, and these are much easier to get.

More tomorrow!

Running List:

  1. I will get a job coach (not my spouse) to hold me accountable for my job search efforts. I will encourange him or her to be honest and indicate that feedback is the greatest gift that I could receive. I will ask for at least weekly contact. (read the post here)
  2. I will network for contacts, opportunities and more market knowledge; making at least 10 networking contacts each day and working towards at least 10 interviews each week; with at least five of those with decision makers.
  3. (haven’t done yet)
  4. (haven’t done yet)
  5. (haven’t done yet)
  6. (haven’t done yet)
  7. (haven’t done yet)
  8. (haven’t done yet)
  9. (haven’t done yet)
  10. (haven’t done yet)



Intro to Training Videos!!

November 17th, 2006

So I got some cool software to record “how to” training videos for JibberJobber – finally! Actually I’ve been playing around with different software and I think I found my favorite. So I tested it on a couple of different things (see below), I’d LOVE to know what you think, and what requests you have for training.

How to track a job posting and edit its status – (2 minutes 49 seconds) I have gotten multiple requests on how to do this just this week! So here you go.

How to use the Maps – (2 minutes 29seconds) fun, cool, google. What can I say. (I had to record this 4 different times! Argh!)

Enjoy, and let me know what you think. And… in closing… I did not script this, and I realize there are grammar problems and all kinds of things that are rough… I’ll clean it up later but I’m just looking for input.

If anyone’s curious on how I did it, go check out

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Epistome’s teleseminar and podcast series

November 17th, 2006

Mike Murray - Episteme.caI thought you might be interested in signing up for Mike’s series of interviews where he has some pretty hot experts in the career field and IT – the topics are “focused on the portfolio of skills that will make you a better IT/Information Security professional and help you manage your career.”

Check it out here. Mike has a thoughtful blog and a great mind – I think that this series will be quite informative. You can either get on the call and ask questions, or check out the podcasts later.

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The Professional’s Job Search Creed – 1 of 10

November 17th, 2006

I came across this Creed in my weekly networking, where we were encouraged to actually read them outloud each morning at 7:55 am. There are 10 of these, and I’ll keep them summarized as we go (see the very bottom of this post), but I want to discuss each one as opposed to just listing them here.

First, I’m not a “read outloud kind of guy,” so if you are snickering, look past that part and check out the content. Second, the idea of 7:55 am is that you are dressed and ready to go. I’ve found that executive professionals (in the job search) are ready before that, and usually have at least one breakfast meeting to go to each week, but the point is, get out of bed and get ready to work!

So here is the first of ten:

1. I will get a job coach (not my spouse) to hold me accountable for my job search efforts. I will encourange him or her to be honest and indicate that feedback is the greatest gift that I could receive. I will ask for at least weekly contact.

Your job coach should not be your spouse! You want someone to hold your feet to the fire, and be accountable to. While this might sound like your spouse 😉 the problem is two-fold (in my mind):

[1] your spouse is too close to the situation. This is an extremely stressful time and you need someone that is able to have a perspective that is not burdened by the emotions of the moment (like, are we going to be able to pay the mortgage this month?).

[2] perhaps your spouse doesn’t understand the workforce (my wife hasn’t worked outside of the home for over 10 years), or your particular profession, or is not up to par on current job search techniques. They might expect you to spend a lot of time in front of the computer applying to jobs on Monster, whereas a trained job coach would know that you should be spending the majority of your time elsewhere.

Also, you need to get honest feedback. Jim Collins refers to this, for business leaders, as “facing the brutal facts.” If I had a job coach early on I may have been able to avoid the problems I had in my resume, my approach, interview issues, and feeling really good about applying to bunches of jobs online. Even though I felt good at the end of each day or week (less all the emotional stress of not having a job), I was on the wrong path, and a job coach would have been able to tell me that.

Finally, you need at least weekly contact. This is not a “how you doing” e-mail, this is an accountability session. How is the plan, are you executing it well, what did you do last week, what do you have planned this week? Stuff like that. It should be candid, productive and building. You need to make sure the meetings happen! And don’t lie to the coach – it does nothing to help you or your relationship.

Now, I’m not a professional coach, never have been, and don’t think I ever will be :) I imagine that some of the things here are different in a professional, paid relationship. But whether you find an old buddy, boss or neighbor, or you find a real job/career coach, you need to get someone that you can be accountable to.

One last note. A job coach isn’t necessarily a mentor and vice versa. I recommend both 😉

Running List:

  1. I will get a job coach (not my spouse) to hold me accountable for my job search efforts. I will encourange him or her to be honest and indicate that feedback is the greatest gift that I could receive. I will ask for at least weekly contact
  2. (haven’t done yet)
  3. (haven’t done yet)
  4. (haven’t done yet)
  5. (haven’t done yet)
  6. (haven’t done yet)
  7. (haven’t done yet)
  8. (haven’t done yet)
  9. (haven’t done yet)
  10. (haven’t done yet)



Social Networking, what’s missing

November 16th, 2006

I’m not Einstein and this isn’t rocket science – but there is more to the equation than just having a social networking strategy. Read on…

I’m on a few LinkedIn e-mail groups (you can find them on Yahoo Groups), one of which is especially active (almost 5,000 members). There are some very interesting conversations about getting the most out of LinkedIn, the idea of having quantity (you’ve seen those with over 1,000 connections?) vs. quality of relationships, etc. There have been a number of folks from that forum that have signed up on JibberJobber and are using it, and even some that are blogging on the experience (which is fun to watch).

After having been on these e-mail lists for the past few weeks I’ve been impressed with what LinkedIn (and other social networking sites) has to offer. It is a place to meet new people who possibly have similar business or life interests. You can see their profile which is like a resume on steroids, and see how cool they are (I am not very cool as I have less than 50 contacts ;)). You can see where they went to school, where they work(ed). The idea behind social networking is to allow you, from the leisure of your home office (or anywhere), to meet other people that can be beneficial to your life goals, or vice versa.

But you already knew that 😉

On this list there are people that are throwing out new ideas about what LinkedIn should be doing – like adding pictures to a profile and other things (JibberJobber does that – check this out). I’ve been involved in software projects for almost 10 years, and I’m not naive enough to suggest that LinkedIn is going to be the silver bullet – the one-size-fits-all tool for everyone, or even for anyone with similar needs. Social networking tools need to do what they’re best at and integrate with other tools (like LinkedIn + Indeed), as opposed to trying to replace a job board function. That way the social networking tool gives you its best, and the job board or aggregator or whatever does their best, and YOU win.

So I’m surprised to see some people on the list with a huge emphasis on the social networking but neglecting what I’ve found to be so critical, which is the relationship management that JibberJobber provides. I even had a user write me offline, this is a user who understand networking and loves LinkedIn, but is also in a job search – his words where “don’t they get it?” Some will, some won’t. It doesn’t matter.

What I’ve come to realize is that there is more to “the goal” than just what social networking provides. JibberJobber is a great complement to any site like Ryze, Ecadamy, LinkedIn, or any off-line networking that you do. Why? JibberJobber allows you to:

  • rank the relationship with each network
  • keep the relationship private – for your eyes only
  • log important facts/thoughts for each relationship
  • create action items to remind you to do something
  • store the contact info (I don’t see hardly any LinkedIn accounts with contact info)
  • keep the information up to date
  • share your contacts with others at your discretion
  • interface contact information with company information (know 5 people at one company? Put them all in and tie them all together based on the company)
  • interface contact info with the job search (new and improved, hopefully next week you’ll see something awesome (its in testing right now))
  • see your network graphically – want to see how you know someone? Well, the tree view or diagram view will show you this!

There’s more… much more. The value of JibberJobber to you does not depend on the number of JibberJobber members (whereas social networking theoretically becomes more valuable as more people join the network). If you don’t have an account now I suggest you get one – its free.

I don’t care if you have a job, are the boss, self-employed or whatever. You need a serious tool to manage your relationships. Tuesday night I met a guy that was told he’d be promoted to CFO in 3 weeks, and then lost his job. There is no one that cares more about your future than you do, so don’t make the same mistake I did – don’t neglect your career management!



Does your Parachute have HOLES?

November 15th, 2006

What Color is Your Parachute?  What color are your 3x5 cards?So I get a call recently from an employment counselor who says “TURN TO PAGE 74 OF WHAT COLOR IS YOUR PARACHUTE!” He was pretty excited as this is the page that tells you how to keep track of your network, or job search or something like that. I have not read the book although I should… but I did e-mail the folks behind the book who basically wrote back and said “we know everything – don’t talk to us about JibberJobber until you have read our book and can at least communicate intelligently about our wisdom.” Okaaaaaaay. That’s still on my list of things to do.

Apparently on page 74 of this year’s version it talks about using some paper-based system to organize. This is one of the most frustrating things that I faced when I was putting my job search together! A paper-based system?

I met with the director of career services at a local university this spring. As I walked through the halls and saw EVERY student with a laptop and wireless internet connection it became obvious that 3×5 cards or a spiral notebook just wasn’t going to cut it! Funny thing was, in our meeting, he said two things that really surprised me. First, he hadn’t thought about the organization part of a job search or networking (I think he was too focused on other important things, like figuring out how to provide yet another job board to the alumni and students). Second, he would recommend 4×6 cards because they are bigger. Draw your own conclusions. Oh yeah, he didn’t like the name JibberJobber because it was too playful. I asked him what he thought about names like Google, Yahoo, DogPile… the list goes on :)

Well, at least Notre Dame has it figured out a little better. On their career center website you can find two spreadsheets that they have developed just for you to keep track of your job search and your networking. The Job Tracking spreadsheet has 6 columns. Trust me, my spreadsheet (pre-JibberJobber) was way more sophisticated and I outgrew it once I had applied to 100 jobs! The Networking spreadsheet has 6 columns also but is organized very poorly. I think it would be ok to list all my network contacts but to actually use it would quickly turn into a mess. At least Excel is better than 3×5 cards! BTW, I’ve e-mailed them twice and got no reply. Anyone have a contact there?

Why is this? Why are the foremost leaders in this field not able to pick up on new technology? Why are they adverse to talking to companies like JibberJobber, or at least fairly assessing what is out there? That is one reason why TechCrunch is so popular – because they are out there poking around, checking out stuff that is pushing the envelope. Here are some fun replies that I got when I was doing some marketing of JibberJobber:

Princeton University: “We absolutely love this. Can my fiance use it? But we won’t tell our students about it because they don’t listen to us anyways.”

The State of New York Labor Dept: “We absolutely love this. Can my daughter use it? We can’t recommend it because you are a private company.” I found this to be a popular answer from government agencies… which is amazing.

Here’s the deal – I don’t necessarily want another job board that I have to check. But I will if I feel it will give me more job leads that won’t be on Monster or CareerBuilder or any of the other 40,000 job boards. In my job search I was regularly monitoring 7 job boards – and that doesn’t count all the company boards (like Franklin Covey, eBay, etc.).

I know that I’m supposed to floss, brush my hair and wear dark socks to an interview. But please don’t make me read a bunch of articles on this – I’ve already read a bunch.

I don’t want to see how cool your library is, with hundreds of books and articles. I’m not getting my PhD – I want to get my next job! What are the books, or parts of books, that you HIGHLY recommend? What do you think that I need to read?

Why is nobody helping me understand the true nature of a recruiter relationship, and how to work with recruiters? And any chance you can introduce me to your 3 favorite recruiters that can help me now and forever?

How come we aren’t talking about career management skills, rather job search skills? I need to have a paradigm shift to understand that I’ll be here every 3 – 5 years, but no one seems to be communicating this stuff to me.

Ok – just so you know, I’m not in a bad mood today :) :) I actually had a great call this morning with a regional outplacement company that I’m really impressed with, and I’ve had a great week. But I’m continually disappointed when I see professionals that aren’t offering current, relevant information to the job seeker.

Rants over – tomorrow I’ll be nicer :)



Steven R. Covey on Job Security

November 14th, 2006

Steven R. CoveyI’ll never forget sitting on the grass at a university campus (the Quad – the two uni’s that I’ve been to have them) reading Covey’s The 7 Habits of Highly Effective People. After all, I was going to be highly effective, very successful and fabulously wealthy :) Ah, nothing like being a freshman!

Anyway, there were a few sentences that hit me hard that day on the Quad, and I’ve remembered them all this time (more than 10 years ago):

Your economic security does not lie in your job; it lies in your own power to produce – to think, to learn, to create, to adapt. That’s true financial independence. It’s not having wealth; it’s having the power to produce wealth. It’s intrinsic.

Steven R. Covey, first 7 Habits book, Page 304 (1st paragraph)

Back then I knew that I needed to finish my degree and be aggressive in my career. And I was right… kind of. I did need to do those things, but they wouldn’t bring me economic security. Here are the “right things” that I did that I thought would provide me economic security forever:

  • I got a degree in CIS – it was the hottest business degree at the time (and I didn’t have the brain to be an accountant!)
  • I got my MBA – the only time I almost got a 4.0 (my mistake was that I “made my path public” and told a professor that my goal was to get a 4.0 – he is the one that didn’t give me an A!!)
  • I had great job titles – from programmer to IT Manager to CIO to VP to General Manager (I should have been president but the board thought I was too young – they wanted me to have more “gray hair”)
  • I had quantifiable results – if you look at my resume you’ll see the “increased revenue by 500%” type stuff.

I thought I had it all! And then when I got laid off I found out that those things were just … well, things. They were important, don’t get me wrong, but I put my job security in those things. I don’t regret it at all, and am proud of my accomplishments :) But after this last 10 months, from when I got laid off, I have a new list of things that I think are uber-critical. These are things that go along with Covey’s “think, learn, create, adapt”:

  • Think about the employment cycle – you will change jobs frequently! I’ve seen some resumes where they change each year or 18 months, and “the stats” say you’ll change every 3 – 5 years. Don’t let this concept be a pink elephant that no one talks about! Accept it, and begin to figure out what you will do during the job search times!
  • Learn the proper principles of career management, job search, networking, etc. You should be an expert in whatever you do… you should also be an expert in navigating your career!
  • Create a personal brand, and a strong… a REAL network! You can do what I did and spend 110% on your job and neglect your career. But all that meant for me was months of unemployment trying to figure out where I went wrong. If I would have spent time on a personal brand and a network I guarantee my time of unemployment would have been significantly lower. Of course, then I wouldn’t have created JibberJobber, so its good that I couldn’t get a job, right? 😉
  • Adapt to the new career – that is, multiple jobs, frequent layoffs (downsizing, rightsizing, etc.). I used to think that anyone that couldn’t get a job quickly was a loser! They should have gotten a better degree, or they should work harder in the job search etc. I had to do a major paradigm shift when months passed and I couldn’t even get an interview! I came to realize that I wasn’t a loser but that I just hadn’t adapted to reality! I was still on the “have a great job for life and get a pension” plan, and had not even began to accept today’s reality and adapt to it.

Food for thought. There is much more, but these are some basics :) Where do you stand on this?



Deceiving Metrics

November 13th, 2006

In a job search or networking campaign you can do things that “feel good” but produce not meaningful results. I’ve started down that road twice…

When I got laid off I dove into the job search head first. I knew that “it is a numbers game” and so I began to develop various resumes (for different jobs I was applying to) and send them out to recruiters, prospective employers, etc. On a very focused day I could apply to about 7 jobs… considering the time and thought that went into customizing the cover letter and going through all of the convoluted processes that each company has for applying, this was alot. I did this for 6 weeks – 6 days a week, 10 hours a day. It was a very intense process. At the end of the day I could smile and say “I applied to X jobs today” and feel really good about my efforts. After that 6 week period the net result was being invited to 2 different companies for interviews. Easily less than a 2% “success” rate.

I really was using the wrong metrics to measure my efforts.

Another example of using wrong metrics was when I first launched JibberJobber. In the web world there are various third party metrics that help a webmaster understand if they are on the right path. Since I’m not MySpace or some other “amazingly successful” website I tried to determine what metrics I should use… and I reported back to my investors. These metrics included Google’s “page rank”, Alexa’s traffic rank, Technorati’s ranks. But at the end of the day, no matter what Google, Alexa and Technorati thought (and each of them have their own problems (think: where are they getting their raw data, and how reliable is it??)), the real metric should have been tied back to financial sustainability.

After all, that’s what we’re all going after, isn’t it? Financial sustainability?

When my job search paradigm shifted I found some consistency in other metrics that I should have been monitoring. Here is what I think might be the two most important metrics to have (no matter where you are at in your employment):

Number of Network Contacts: Whether they are new contacts or old contacts, the fact that you are meeting and talking to people on a regular basis. Weekly goal: 50 (10 per day)

Number of Interviews: This can include “informational interviews” which is just talking to someone at the company and interviewing them about the company, needs, etc. Note that this is an excellent networking technique as it (a) makes you listen more than you talk, (b) allows you to harvest excellent information, (c) gives you something to talk about at length (their company) which provides the environment to strengthen your relationship with them, etc. Weekly goal: 10 (2 per day)

OOPS. I forgot this one, but was reminded on 11/14/06: Number of Companies you are focusing on: If you have one that may be too few (rare exceptions, of course). If you have more than, say, 8, that may be too many. Having companies that you are focusing on really helps in your networking, and your other efforts.

I didn’t make these up, or invent them, but of all the metrics that I have seen in accountability sessions these are the two that I think position you to have long-term success (in a job search and even after you land the job). Maybe more interesting than these two metrics are the metrics that I’m NOT listing above:

Number of hours/days put into the job search: This is obviously important, but I struggled with listing this as critical because I’m a fan of ‘smarter not harder.’ I think this would be a non-issue if you are hitting other, more important goals. However, I do remember one bit of advice that I found very interesting: “don’t take vacations” was advice from a guy who talked about a weekend vacation that left him totally unfocused and he spent the next 2 weeks trying to get back into a productive groove.

Number of jobs applied to: … isn’t this metric from the ’80’s? Seriously, it doesn’t play into the idea that most jobs are found through networking, or the “hidden job market” idea… this is a misleading metric that too many people get trapped into.

Number of recruiters working with: (or number of job boards posted on) there has been discussion on this blog about how to effectively work with recruiters and job boards. I know they are valuable but don’t spend time with this as a key metric (my results here was that I had 30 recruiters that I was “working with” – it literally did me no good but it made me feel better that 30 recruiters knew who I was. Too bad I couldn’t read this blog back then :p)

What are the metrics by which you think you are successful in your job search or networking activities? Are these metrics really appropriate for you and the goals you have?



Don’t write for my carnivals!

November 10th, 2006

Little change of plans – I’ll do the summary later (sometime this year) because I want to put more time into it. And, because something else came up… keep reading…

Last night I get a call from one of my carnival entrants. They had just gotten laid off. Irony of ironies, this person constructed a thoughtful response to my question starting YIKES (don’t worry, I won’t put the whole question here, its been in posts all week ;))… and they would do this and that and that and this. I imagine this person had a fitful night, and hope that they wake up and read through the other submissions that I’ve put in from Monday through Thursday. I don’t agree with all of it but I do agree with most of it (99%) – there are some amazing pearls of wisdom in there.

So, make a mental note to yourself, the next time I do a carnival, and it talks about how you would respond to an unfavorable situation… it is probably best to not participate :) :)

Really, though, here’s the issue. You are a hard worker. You are a valuable employee. You give 110% all the time, and more when required. You don’t waste your employers time or money. You are as loyal as they come. You add value, increase revenue, cut costs.

Honestly, I don’t care. And your employer doesn’t either. You are minutes away from losing your job, and many times for reasons that are completely outside of your control:

  • Company merger or aquisition
  • Poor management, immature management, micromanager has a bad day
  • Business strategy and/or execution problems
  • Your contract or project loses its funding
  • … you get the point.

I used to think that if you lost your job it was because you were incompetent. But I came to realize (I’m slow) that so many times people that are awesome employees get the ax because of things that are completely out of their control.

If I was sitting in a cubicle, or better, a corner office, I’d take the time to read through the carnival posts carefully and figure out a game plan. The imaginary problem is “let’s say I get laid off today at 5pm. What is my plan?”

Don’t believe it can’t happen to you.



Pre-wrap up on Carnival

November 9th, 2006

Janet MeinerOk, tomorrow I’m *hoping* to wrap up the carnival, officially, with a cool summary. I need to link to Janet Meiner’s entry, which I didn’t see because there’s a little glitch with a blog plugin (sorry for those that have tried to leave comments and walked away frustrated – should be fixed today). So this is the second-to-last post that I expect to do on the carnival, as I have something else I’m anxious to get started on for next week. If you are a digger, please go to this link and digg this whole carnival thing.

Janet Meiner has been blogging as the NewsPaperGrl for quite a while and pretty much puts it all out there. She asks some “how to” questions that are pretty interesting to anyone that is involved in driving business through the web, has a keen interest in PR (press releases, etc.) and how technology plays into it. Many folks find her blog informative as they try and do their job or build their personal business. She also is no stranger to unemployment (or, job changes) … read Janet’s entry here.

And finally, John R. sent me an e-mail in response to my question “what exactly did you take away from this carnival?” His reply is below:=== BEGIN OBSERVATIONS ===So many great blog posts from a lot of folks I had not known of in the past.FJR> Hmmm, people will give you their best thinking if you ask!


Someone once said that “nothing focuses one’s mind more than the sound of bullets whizzing past.” Anyone who has been laid off can tap into this energy, if they try to. The key is doing it methodically.

FJR> Methodically! I need more and better meth!



Exploring the Candidate Bill of Rights

FJR> Unthinkable! Candidate’s rights?



Thinking back over the experience, I asked myself how Nate had created such a perfect buying experience for us. His questions were the key. Through his questions, he found our exact need, then provided a great solution for the need.

FJR> Steal this concept!



Entrepreneurship and generating passive income through blogs, products, speaking, consulting.

FJR> Either next, or the one after that. (Before WalMart greeter!)



I can see now that he was right – because I never regained my interest or focus, and that potential is no longer a part of my life.

FJR> Decisions cut off other avenues. “Choose wisely”



Pick a strategy, tweak it here and there, and you’ll have better success than aimlessly bouncing the ball around.

FJR> Don’t have one? I need my next two strategies, Now!



Before writing your essays draft a few thoughts on paper for each question.

FJR> If I’d have done that, maybe I’d have won Jason’s car. Or produced a better essay.



Your best shot at fast employment is still your current employer.

FJR> Disagree. You’re damaged goods! But, suck everything dry before it happens!



There’s almost always a reason why they haven’t been as visible. This is a great opportunity to find out why.

FJR> I try an age my contacts, but I could should, must do, better.



My skills are not as current as I’d like them to be.

FJR> Me2; so what do I do!?!



Play up how your skill sets and abilities are exactly what the company needs in order to maximize, optimize, advantagize (is that a word?).

FJR> Need 2 advantagize!



Always insist on obtaining either verbally and/or in writing his/her response and commitment to the job offer.

FJR> Make them pay for it!



The First Sunday of every month, I have a meeting with my mythical team of me, myself, and I. We discuss the implications of “the only paycheck you’re assured of is the one that is in the bank”.

FJR> My best idea!



Attend Events

FJR> But I’m a lazy ITSJ!



ALWAYS be thankful (very thankful!) to anyone

FJR> Even BEFORE they help!



Always know the 2 things you want to learn each quarter.

FJR> Great Idea!



Contextual Authority Tagging is the use of folksonomy to discover and define cognitive authority through reputation within communities of users.

FJR> Wow, how can I exploit that insight?



Morgan Fairchild Marketing is composed of Reach, Frequency and Awareness.

FJR> And knock out beauty. How as a FOWG can I overcome that?


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