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from Mark J. Haluska


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Guerrilla Job Search Secrets!

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"So you want to try the Coffee Cup Caper?"
"Do yourself a favor, dump that Guerrilla Resume!"
A "Guerrilla Job Seeker" tip you won't find in our best selling book!
Watch How Job Seekers Overcome Age Bias
Job Seeker Goes Bizarre in Pittsburgh!
Does "The Best" Resume Guarantee You an Interview? (Part 1)

Does "The Best" Resume Guarantee You an Interview? (Part 2)
Does "The Best" Resume Guarantee You an Interview? (Part 3)
Want a Guerrilla Job Seekers Insider Secret?
A Job Seekers Caveat Emptor (Part 1)
A Job Seekers Caveat Emptor (Part 2)
"So Why Us?"
Procrastinator losses $180,700! (Meet Mike)
Your Resume: When Ugly is Beautiful!
Need a New Gig in 2010? Haluska's Guerrilla Rules for helping make that happen! (Part 1)
Need a New Gig in 2010? Haluska's Guerrilla Rules for helping make that happen! (Part 2)
It Depends What You mean By Sex
It's not your Daddy's job search anymore, or your Grandfathers for that matter, or is it? (Part 1)
It's not your Daddy's job search anymore, or your Grandfathers for that matter, or is it? (Part 2)
I'm not getting any response from recruiters after I contact them with my resume! (Part 1)
I'm not getting any response from recruiters after I contact them with my resume! (Part 2)

"So you want to try the Coffee Cup Caper?"

Taking that first Guerrilla step is always the most difficult.  As much as you may have read or heard about our patented "Coffee Cup Caper," before you execute it, recognize the fact that it is not (always) magic. You must have your plan of attack strategically laid out well ahead of time.     

Bear in mind that using our Coffee Cup Caper (or one of the other Trojan Horses that a Guerrilla can put to use) be doubly certain you have a "sit up and pay attention" script that will resonate with that Hiring Authority and address his/her needs. The script must be well practiced and never read while on the phone with a decision maker.

Moreover, be sure you have pre-planned what you are going to say (and sometimes need to actually do) for one or more of the below 8 possible scenarios:

* What will you say if hiring authority unexpectedly "calls you" as a result of receiving the package?


* What you are going to say if you have to do a Trojan Horse follow-up via the hiring authority's Gatekeeper?


* What you are going to say if you reach the hiring authority directly?


* What you are going to do AND say should multiple follow-ups be needed?


* What you are going to do AND say if the company simply blows you off?


* What you are going to say if you do get the hiring authority on the phone and s/he states that they are not hiring?


* What you are going to say if the hiring authority states that s/he received your package and it has BEEN sent down to HR?


* What you are going to say and do should your Coffee Cup Caper gets mis-routed to the wrong person or not delivered at all to the intended recipient?

Irrespective of which of our Guerrilla Trojan Horse methods you opt to choose, you WILL run into one if not all of the above scenarios. Prepare yourself for that certainty.  

Best of Luck on your Job Search!
Mark J. Haluska

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"Do yourself a favor, dump that Guerrilla Resume!"

You Guerrilla doubters out there are going to appreciate this article because it is added proof that a Guerrilla Resume simply is not everyone's favorite flavor; and that our methods are especially disliked by many so-called, process oriented job experts out there.

One of our current students (Mark G.) who is enrolled in the 10 week Guerrilla Job Seekers Boot Camp shared an interesting in the trenches story during last Friday's job seekers conference call.

Per one of his weekly assignments, Mark applied to a particular department, and to a specific person within a company that piqued his interest. He used his Guerrilla cover letter and one page Guerrilla Resume in the "precise manner" he learned in our boot camp. (The former is where I believe the overwhelming majority of "maybe want-to-be" Guerrilla job seekers fail. That is because they don't follow our EXACT Guerrilla instructions and/or the job seeker puts together what they "think" is a Guerrilla cover letter and resume when in reality, it simply isn't.)

To continue Mark's story, the hiring authority routed Mark's resume to Human Resources (HR) and "directed" them (HR) to call Mark in for an interview. Therefore, HR had no choice but to call Mark because HR does not have the authority to tell the boss "No!"

Here is where the story gets interesting...

Upon arrival for the interview and following company protocol, Mark first sat with the HR Manager before meeting with members of the actual hiring team. According to Mark, after the HR person looks over his resume, that individual sits back and says, "You truly do yourself a disservice using a one page resume such as this."

Mark asks, "How so?" The HR professional responded by saying, "Well this is really nothing more than a dressed up functional resume that lacks sufficient detail. It's not the way things are done." Mark responded by saying, "The cover letter and the one-page resume method I used was only intended for the sole purpose of an employer to sit-up, pay attention and want to talk with me."

The HR person then said, "But this resume leaves out particulars that we would like know before an interview takes place." Mark then said, "Well, my one page resume and the information I provided got me in the door for an interview, didn't it?"

Purportedly the silence in the HR persons office was deafening regarding the matter and Mark was sent on his way to interview with the real decision makers!

Did I say, "Do yourself a favor, dump that Guerrilla resume?" Sorry, I didn't really mean that, but it got your attention, didn't it?

- Mark J. Haluska

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A "Guerrilla Job Seeker" tip you won't find in our best selling book!

I've stated in prior articles that the moment you become a job seeker, the FIFTH (5th) task you should undertake (in order of importance) is your resume and cover letter. To me, doing a resume right off the bat is like planning an important business trip but not knowing where you are going, how you will get there or what your real agenda will be once you arrive.

If I were a job seeker however, the SECOND undertaking in order of importance that I would carry out is drawing up a list of potential organizations that I would want to work for…and at this time not care if they were hiring or not. The idea here is just to get this list fully completed with the knowledge that modifications will likely be made as necessary and as time passes.

Now, here comes the tip:

As "a part" of your SECOND most important undertaking as a job seeker, and once you have fully researched all the information you need regarding your list of potential employers, you should also visit and sign up with a web site called "Watch That Page" or

Why should you sign up?

You'll save a lot of time and (time) is the only commodity in life you can never recover. If you are a serious job seeker you need every moment of every working day to be productive in your job search. I think most of us can agree that as someone devoted to landing their next position, you can never know enough about a new potential employer. Moreover, many organizations are highly active in keeping their website pages up-to-date especially in terms of its current openings page, the executive and sales team pages, and especially it's PR or (latest) News page. These are pages you should be paying attention to!

How is this a Guerrilla tip?

Beyond the time savings, you will be automatically tracking employer web pages that could potentially be of value to you. That in turn can lend itself to opening up a number of ways Guerrilla Job Seeker tactics could be put in motion to either swing an interview in your favor or "earn an interview" you may not have otherwise been granted!

Now ask yourself what would be easier; taking the time to (manually) "frequently and deeply" comb through each and every website that is on your list of potential employers to harvest the latest information (or) being automatically notified anytime a page(s) change on those would-be employers websites?

Interesting to note is that using "Watch That Page" is FREE... unless you get ridiculous and become an unadulterated power user. I've been freely using Watch That Page for several years now and I have found it to be highly reliable. It has saved me hundreds of hours of mundane research. What's more is that it allows me to keep tabs on designated pages within websites of interest because when a "tracked" page has any changes, I am notified either the same day or the next via email. It's a great research tool that I highly recommend you put to use today!

Have a Great Guerrilla Day!

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Watch How Job Seekers Overcome Age Bias

"Age Bias," has become somewhat of a buzz word associated with job seekers over a given age, but let's call it for what it is... Age Discrimination. There I feel better now.

When does it begin?

It's been my experience that age discrimination starts rearing its ugly head when one is over 40 years of age and not 50 as is widely believed.

Does age discrimination exist? I know it does, at least to some degree.

In fact, as an Executive Search Professional, I once had a new client (a household corporate name you would know) who screamed obscenities into my phone and further threatened to fire my search firm; if in the future we sent them anyone 40 or older.

What was their (twisted) rationale?

"People over 40 simply do not have enough (runway) left in their career to advance far in this company," they were quoted as saying to me. By the way, this was the belief and a rigid mandate set forth by the company's Regional President who ironically enough was closing in on 60!

Did my firm get fired?

No, I fired the client because it is both wrong and illegal. Now before anyone asks, when we took on this new client, they neglected to mention that they discriminated based on age. I can only assume that they were accustomed to working with recruiters who would look the other way; they must have assumed that my firm would do likewise.

Did I try to "educate" this Regional President as to the consequences of being convicted of Age Discrimination?

Yes I did, and to no avail. His response was short and sweet, "That's what our lawyers are for and that is the end of this discussion." Oh well, that just goes to show that not "everyone" in a position of authority will modify their moral compass even if at their own peril.

So, how do the "more experienced" workers over 40 gain meaningful employment?

First and foremost, even though you "feel" you may have been a victim of age discrimination it does not mean you in fact were. Let's face it; on a national basis, this is likely the most competitive job market we have seen in our times. You may have been a casualty due to the sheer numbers of unemployed people you are competing with. Then again you may have been competing with a Guerrilla!

If you are a job seeker over 40 or over 50 for that matter, here are seven rock-solid proven points to seriously consider while looking for your next gig:

  • Your resume and cover letter must quickly and clearly articulate your value in that it addresses an employers primary pain points; no great revelation here except for the fact that very few people can skillfully do it.
  • Approach your search with an absolute goal in mind that goes above and beyond just getting "another" job.
  • Remember that what YOU want is of no significance to a potential employer.
  • Humanizing your job search is a cradle to grave undertaking, you must do so throughout the ENTIRE process.
  • It is of the essence that you're talking and meeting with "yes" people.
  • Don't be a nuisance, but be "imaginatively" persistent with potential new employers.
  • Networking, be it direct or indirect is still the number one proven way to land a new job. Learning to socially engineer your way into a new position will pay off.

If I were to describe a "typical" Guerrilla Job Boot Camper," they would be over 40 (or 50) and of course unemployed when they joined us; as a best guess I would have to say that less than 1% of our boot campers have been under 40 years of age.

Go to the video section on our recommendations page to WATCH several short videos and see what these people did to overcome (either) real or imaged Age Discrimination. You'll note that not one of them is under 40!

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Job Seeker Goes Bizarre in Pittsburgh!

Meet Steve, a job seeker from Pittsburgh, PA. You can "meet" Steve momentarily on a couple of short video interviews that Steve (along with my Guerrilla colleague Kevin Donlin and I) at a Holiday Inn just outside of the city last Tuesday.

When Steve was first laid off and as part of a severance package, his employer paid $5,600 for him to attend a short employment outplacement program with one of the well known "big boys" in the outplacement consulting industry.

The end result for Steve was that by using their recommended methods for finding a new job; he ended up submitting literally hundreds of resumes to prospective employers with nothing to show for his time and efforts. Before Steve knew it, he surpassed the one year mark of unemployment. By Steve's own admission, he was losing confidence in himself and enough even some of his own identity.

Has this happened to any job seekers you know?

Steve has been a financial service's professional for nearly 30 years. Before joining us at the Guerrilla Boot Camp, the very few employers who actually did talk with him quickly dismissed his candidacy telling him that he was "overqualified."

Do you know of any job seekers who have heard that line before?

A brief history - Steve had been out of the workforce for 14 months and felt he was running out of options. As it turns out and unknown to me at the time, he had been following my blog postings for a time and decided he had nothing to lose by contacting us. Steve did so in January 2010 to ask about our 10 week Guerrilla Job Seekers Boot Camp.

Now the bizarre part:

While Steve was enrolled in our Guerrilla Job Seeker consulting program, (he was) all along sharing his experience regarding our unconventional tips, tricks and tactics with his immediate family members as well as a "job search buddy" we require all Guerrilla Job Seekers to enlist.

His "job search buddy "embraced our methods and was intrigued, but one Steve's highly successful family members was quoted as saying, "Those things you are being advised to do in that boot camp are simply too bizarre! "

I'll let you as the reader be the judge.

I say that because what is truly "bizarre" is the fact that while Steve was enrolled in our job seeker boot camp, his first offer was delivered in a mere 4 weeks and 3 days after joining us. Furthermore, Steve was asked to entertain a total of six (6) offers after talking with eight (8) potential employers within that very short timeframe.

Oh, did I mention he only sent out a total of 10 resumes while working with us?

In this day and age, that kind of job search success is staggering!

On a closing note and as I type this, Steve is savoring his hard earned job search victory with a start date of March 15th. He is a newly appointed Senior Vice President at a most prestigious organization here in Pittsburgh.

This new Guerrilla Boot Camp graduate is now positioned to earn nearly 4 times more in guaranteed base and potential bonus than he was "originally willing to settle for" because of 14 months of rejection by employers and resigning himself to the fact that; even if he did find a job, he may be forced to join the ranks of the grossly under-employed.

To watch Steve's story...

Simply go to Psychoape's "Graduate Success Stories" page. Once there, near the top of the page there will be two side-by-side video's featuring Steve. The videos are titled:

"80% Interview Success Rate for Guerrilla Resume!" and "Guerrilla Job Search Coaching: Shock and Awe!"

Have a Great Guerrilla Day!

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Does "The Best" Resume Guarantee You an Interview? (Part 1)

To quote Bill Clinton, "it depends what you mean by "The Best."

Ok- that is not EXACTLY what Bill said, but you get the idea. : )

If you gave your resume to 10 different resume writers, (or wannabe writers) I'd venture to guess you'd likely get 8 to 10 diverse opinions as to "what" your resume really needs to be considered "The Best" and land you an interview invitation.

Did I mention that if you lost your job today, that scrambling to write / update your resume should NOT be the FIRST thing that you do to find a new job?

Other than breaking the bad news to the family and filing for unemployment compensation of course, Guerrilla Job Seekers know that putting your "best" resume together should be the 5th (fifth) thing you would do as a matter of setting priorities in obtaining a new position. .

You read it right; the FIFTH chore you should carry out!

One thing that "most" resume writers will not disagree with is that your resume is a very important part of your personal branding. Your resume AND cover letter should sell both the steak AND the sizzle at the same time!

Yes, despite what you may have read elsewhere, cover letters will be read IF you give the recipient a reason to do so!

More often than you would imagine, the most qualified person does not always get the position. I know this to be fact because I was a senior decision maker for years and (I) knowingly did not always make an offer to the "best qualified" applicant for a variety of reasons. Moreover, our Guerrilla Job Seeker Boot Campers have reported back to us scores of times where they were told after being hired that they were not "the most" qualified.

According to these new employers, it was their unique approach that put them over the top.


Because the best qualified individual was never viewed in quite the same light as the person who branded and marketed themselves as the ultimate commodity. In this highly competitive job market, these people discovered how to get, and then keep the attention of the prospective employer.

In fact, the best qualified candidate may never have been interviewed because of a poorly prepared resume, cover letter and then failure to follow-up. Then again, their resume may have just fallen into the HR Black Hole as a result of a poorly trained HR screener.

What is an ill-prepared resume?

Aside from the usual punctuation, spelling and layout errors resumes may have, an inadequate resume is one that fails to compel of AT LEAST 3 of 10 carefully targeted hiring authorities want to immediately talk with you. In fact, if you were to contact 20 targeted employers and batted a .750 (or a 75% call back rate) I would not at all be that surprised. It would not be the first time!!!!!!!

So, what I am saying is that "The Best" resumes can only be measured by the results you achieve in terms of invites for an interview.

Wow, in light of the competitive job market we're facing today, that's a bold statement isn't it Mark?

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Does "The Best" Resume Guarantee You an Interview? (Part 2)

If you read Part 1 of this posting, you might be thinking, Mark you implied in Part 1 that more or less a high number of companies would want to interview me if I do a "Best Resume"?

Is that right?

I would have to say, "Yes, that would be correct."

As I stated in Part 1 of this article, your cover letter and resume "should "realistically net a 30% to 75% success rate in terms of being contacted by your targeted employers. Those percentages are based on the ranges that our Guerrilla Job Seeker clients have enjoyed to date, even in this recession!

As a practicing Executive Search Professional (aka Head Hunter), a Certified Guerrilla Job Search Coach and a contributing co-author of two best selling books on the subject both (published by Wiley) within the last 5 years, what I will say is that your cover letter and resume must pass the 15-20 second smell test or you're toast.

Your cover letter must be concise and articulate your value to the point of making that potential employer slam on the on the breaks, come to a complete stop and really pay attention.

Likewise, your resume has to deliver a quick and hard one-two knockout punch. Your message has to hit them right between the eyes; because the clock will still be ticking on that 20-30 second smell test.

So, how would I define "the BASICS" of a "Best Resume"?

Here are just 12 basic ideas to get you started.

As I stated in Part 1 of this article, your newly updated resume ought to be your 5th (fifth) priority when it comes to finding a new job. Now, aside from the usual punctuation, spelling and layout errors resumes are prone to have, here are some "BASIC and simple" Guerrilla rules: (Well they are not entirely trouble-free because it requires people to in fact think followed up by the execution of a well thought out game plan. )

1. Your cover letter must be aimed at the one person in the company who genuinely cares about filling the position. I say that because it just stands to reason that the job would not be open if the company did not have a dilemma on their hands in need of resolution.

2. The first thing the recipient at your target employer is going to read, if done properly, is your cover letter. If done as I suggested earlier in this article, this will at least get you on first base. Don't believe all that blather that recruiters and employers "never" read cover letters. Many people WILL but only if the cover letter is personalized, intriguing, to the point, and begs for more.

3. Sign your cleverly created cover letter in light blue ink.

4. Add a post script at the end of the cover letter using a presumptive sales technique to close it out.

5. Your resume doesn't necessarily have to be on top grade paper in most cases. Paper in the medium price range will do just fine as will the color of white.

6. Don't use an ASCII (Plain Text) resume format unless you are expressly instructed to do so. ASCII resumes are first read by computers. To the human eye however appear and most often read like a Microsoft instruction manual.

Again due to space limitations herein, let's hook up tomorrow at the same place. I'll outline the next 6 (six) additional points to consider relative to what constitutes a "Best Resume."

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Does "The Best" Resume Guarantee You an Interview? (Part 3)

Hi again everyone, and thanks for joining me for Part 3 of this 3 Part article. Now, here are the final 6 "basic" rules for a "Best Resume."

7. Direct your resume to someone who cares. That would be the individual who has a problem and you are just the person who can fix it. If you don't know who that individual is, be a Guerrilla and start thinking outside of the box. Devote all due time and patience to this task and tactfully track that person down.

8. It is imperative that your resume is a true marketing piece. Any company that markets anything under the sun and has been successful at it, uses creative marketing pieces (printed literature, web site, etc) to get their message across in an eye catching yet problem solving fashion. As a job seeker, YOU ARE selling something, and that is YOU!

9. Because your resume must be a promotional tool, it is of the essence that you address the needs of the employer. Never, ever address YOUR needs in a resume. People who address their own goals and desires typically start out the top of the resume by saying something akin to, "I'm looking for an opportunity where I can…" (Be pragmatic here, the prospective employer at this moment could care less about you want. If you have that type of "I" statement or something similar on top of your resume, scrap it today.)

10. In the body of your resume, and using (preferably) one (1) BUT no more than two (2) sentences per achievement; showcase your most significant observable and measured "Select Accomplishments."

11. Make every effort to monetize your select accomplishments; even if it means reaching out to others to gather this information. It is critical to have credible source (s) when making claim to your select accomplishments. Guesstimating is an awful stratagem. Also seriously consider using percentages and comparisons to quantify and qualify those "Select Accomplishments."

12. Your first resume to an employer should be a one pager, except when it is not. A Guerrilla Job Seeker knows that the lesson to be learned here is that you want the decision maker to invite you to offer them more information. An ingenious one-pager is an utter game changer and will yield results in short order!

Some people may well differ with me on my 12 "basics" for a "Best Resume." I have no problem with it. The proof is in the pudding. Our Guerrilla Job Seekers in fact do achieve a 30% to 75% or better success rate!

Still don't believe me?

Here is the pudding with a generous helping of proof:

Take Steve for example, a brand new graduate of the Guerrilla Boot Camp. He lost his job 14 months ago. Steve came to us because he simply could not get any traction in terms of interviews which mean no job offers. By using the 12 steps that I have outlined for you, in addition to closely following our Guerrilla Tips, Tricks and Tactics, he experienced an astonishing 80% success rate of resume submittals to actual interviews. This was done in just under 5 weeks!

Steve is now comfortably sitting in the catbird seat and entertaining multiple lucrative offers. He is going to make his final decision as to which employer he opts to work for this upcoming Monday. I'll be meeting with him for breakfast next week with video camera in hand where he will be sharing his story. I'll be posting the video on next week for all to see.

Have a Great Guerrilla Day!

In closing, if you or someone you know are looking for a new job, get one faster and would to like to learn more about authentic "Guerrilla Marketing for Job Hunters" training; don't be bashful, visit me at

While you are there don't forget to grab a copy of our FREE audio CD for Job Hunters a $ 50 value!

Mark J. Haluska

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Want a Guerrilla Job Seekers Insider Secret?

LinkedIn has over 50 million users worldwide. Of that 50 million, approximately half of those members are in the U.S. LinkedIn is one of the many tools I use to locate hard to find candidates to fill my client's needs; and I know that other executive search professionals and company talent scouts do the very same thing.

-If you are a job seeker why not use LinkedIn, turn it inside out just a little bit and use it to your advantage as well?

-Do you have an interview lined up with a hiring authority? (If not, hopefully you will soon)

-Do you know the name and title of that decision maker and especially anything about that individual? (Getting inside that person's head, learning how they think, their background and some of their hot buttons etc., will afford you a one up especially if your competition has not invested their own time to some homework)

Here is a Guerilla strategy that could prove very beneficial to you.

Within Linked-In, do some pre-interview groundwork to see if that person is listed. The higher up in the corporate hierarchy that person is, the more likely they are to be on Linked-In because higher-level people recognize the potential value therein as the site is proving to be just one of the places "people in the know" hang out.

If that person is listed on Linked-In, (lucky you) go to that profile and find out as much about that individual as you can. Then review all the recommendations they have given to other people. This will allow you to ascertain what personal or professional qualities are important to that hiring authority. Next, review all the profiles of the people that hiring authority has recommended; particularly those people who now work (or have worked) at that company or people at other companies who have work for him/her elsewhere. This step will supply you with job search intel as to the backgrounds that particular decision maker tends to favor, the character, values and work ethic that s/he admires, etc.

Lastly don't overlook the people who have recommended that hiring authority. Endorsements will tell you a lot about that executive and why those endorsers have a high regard for that person. If the moon, stars and the sun are perfectly aligned you may even be able to get a 360 degree view of that hiring authority.

Be creative and think like a Guerrilla! LinkedIn can be used as a tool for other job search related background work as well; but this should give you a start. Doesn't it just make good sense to take the time to uncover this information and use it to your advantage as a job seeker?

In closing, being listed on Linked-In isn't a Guerrilla Strategy. Knowing many of the insider secrets on how to get the most out of Linked-In and then "in fact putting it to work for you" IS VERY Guerrilla!

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A Job Seekers Caveat Emptor (Part 1)

Caveat emptor is Latin for "Let the Buyer Beware." Early on and before our time, caveat emptor was acknowledged as the property law doctrine that controlled the sale of real property after the closing date.

In this day and age, it seems to me as a layman that caveat emptor is more loosely and frequently identified as a transaction between two parties when most anything is purchased, be it a piece of property or any type of good or service.

Most of us have learned as adults, for every unfortunate situation where a buck can be made in our society, someone with nefarious intentions will seize an opportunity. In this case I am talking about Job Seeker scams on the part of some so-called "career coaches / consultants."

You'll find these "consultants" on the internet with impressive looking web sites. They'll also typically run large display ads in metropolitan newspapers in the employment section. These companies have been known to make claim to having an "in" with not just a few, but rather many HR departments at the largest most attractive companies. In their ads and on their web sites they will list dozens of blind ad jobs with salaries ranging from $50,000 to $750,000 or more. Although their marketing materials look and sound too good to be true, it's a fact, desperate people are known to do desperate things and often times become victims.

Here's just one example as to how these people have been known to successfully suck people in: You contacted them so they already assume you are unemployed and desperate so; after you have found their ad, you are directed to call them to set up an appointment to "visit their office" or you can email mail them with your particulars and they will call you for the same purpose.

In this instance, the key is to get you to go to their office. When you arrive on site, they will greet you, tell you how wonderful your background and experience is; then you'll fill out a stack of paperwork, you'll meet with a couple of people, perhaps be assigned a so-called "specialist" and then they'll verbally tell you that for X dollars they will "GET you a new job."

Being on their on their home turf you will endure a well scripted nuclear powered sales pitch detailing all ways they can "supposedly" GET you a new job. They'll also try to convince you that you need them more than they need you.

Based on my research on career consultant "scammers," the average fees are just over $5,000. I read one article about a man (an ex-employee of one of these consulting firms whose conscience got the best of him) who stated that when it came to job seeker fees, "the sky was the limit." What I gathered from that courageous confession is that attractive commission were tied to closing the deal and to pull as much money out of the hopeful job seeker as possible.

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A Job Seekers Caveat Emptor (Part 2)

There are scam artists in all professions. Be it a doctor, investment advisor, lawyer, roofer, auto mechanic, you name it and you'll find someone who will intentionally take advantage of you. There are some so-called career coaches / counselors that are no different. The crooks live among us and they want your money and in actuality may offer little if anything in return.

Here are some other options both free and fee paid that you may want to consider:

You can go to one or more headhunters. Their services are free, but unless they have a position for you on their books, all they can really do is put you in their data base until something comes along for which you are an EXACT fit. Don't ever count on the Executive Search Professional to find a job FOR YOU. It's their job to find people for companies; not find jobs for people.

There are a gazillion blogs out there that you can start to follow on line. In fact there are so many out there, you'll never have time to proactively look for a job if you spend all of your time following them. I would suggest that you pick a select handful of blogs or articles that are written by credible sources and seem to offer helpful advice and follow them. Don't be bashful about asking forum questions if you have that option. You are welcome to do so in this group!

Join local job seeker networking groups. If you reside in a different area outside of the geographical area where you want to work, find a virtual networking group(s) located in that region. The most successful participants in these groups seem to be those who attend the meetings and are people who freely offer to be of assistance to others when they can in order to get help from others later. Joining these groups also gives you a good excuse to get out of the house and interact with others.

Most likely there are free job seeker services in your area that are available to you and they have been known to be very helpful. These may be funded via a federal, state or local government agency or they may be a registered non-profit entity. Give the free services a shot because it shouldn't cost you a dime. (Ok, some non-profits might ask for literally a dollar or so "donation" but hopefully that would be deemed a value on your part---- because it is --- and they have expenses too)

If after a 6 to 8 weeks (or so) taking advantage of the previously mentioned free services, you've still gained no real traction in your job search; you should recognize that you're market value (in the meantime) is more often than not diminishing to prospective employers the longer you are out of work.

For that reason alone, it might be time to seriously consider talking with a legitimate professional who has the credentials to help you build your professional branding. This step would require an investment on your part; therefore you need to take it upon yourself to perform your own due diligence. Talk with the prospective coach / counselor, ask questions, etc., but be wary of any out-and-out verbal or worthlessly written "guarantees" of a new job because THAT does sound too good to be true. There are simply too many variables for anyone to make such a claim.

Lastly, there are legitimate career coaches / counselors out there who are former HR executives. At first glance that may sound great but that credential alone may not be enough if YOU are a paying client. If outside the corporate world, they have no demonstrable track record of "helping" job seekers (as a coach / counselor) find work in a variety of professions, verticals and levels, you might want to keep looking.

"Let the Buyer Beware," and hopefully you will not get swindled into working with a scammer. He is just one link you might want to visit:

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"So, Why Us?"

The "So, Why Us?" question should not be a complicated one to answer. Yet, day in and day out job seekers crash and burn on this very question.

In most cases the "So Why Us" question will likely be tossed in your direction after the opening interview pleasantries have long faded. It's a question that is typically asked by a hiring authority versus HR, unless of course the actual hiring manager is in HR and you are applying for an HR position. Moreover, "So Why Us" is almost always asked after you have already confidently addressed a laundry list other questions.

What does the hiring manager want to hear?

I hammer all of my candidates about the importance of "preparedness." Why would any job seeker go to possibly one of the most important encounters in their life and be completely ill-equipped?

Ah yes, these type of people truly do live among us! Hopefully it will be your competition and not you.

To the point, though... here is an example on how to answer, "So Why Us?"

Start by simply tossing out a few prominent facts about the company and finish it up by asking the hiring authority a question. (Don't forget to include a genuine dose of enthusiasm here)

Here's a good example on how to tackle this question.

"I believe that ABC, Inc is an amazing success story!

"I just read in the Wall Street Journal that you've had 5 straight years of double digit growth. I also read in your annual report that you were getting ready to roll out a new line of products next quarter. When I learned of these things, I jumped on the opportunity to apply for the position."

"Could you tell me more about this division and the position we're discussing today?"

It's important that you ask that question at the end because you want the hiring authority to start telling you about the company and "selling you" on the opportunity to work there.

In closing, referring to annual reports, newspaper articles, industry newsletters about the company, or maybe an article written about the person you are intervening with, etc., is a rock-solid Guerilla stratagem because it shows you've done your homework.

In closing, if someone you know is out of work and would benefit from our FREE audio on How to Land a Job Even in the Recession of 2009 (a $50 value) simply send them to my link at: Supplies are limited!

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Procrastinator losses $180,700! (Meet Mike)

Meet Mike, a devoted husband, father and unemployed. Although I would venture to guess that you've likely never met him, I'm reasonably sure as a member of this group you can identify with him.

Mike was laid off last February. Like millions of other job seekers he had over 20 years experience and is over 40 years old. He's also in a profession where employers prefer them to be "young." IOW, not Mike's age.

In Mikes own words, "he spent month after month after month hitting brick walls when it came to realizing any success with his job search."

Does any of this scenario sound familiar to you?

During this time, Mike did what almost everyone else does when it came to finding a new job. You may recognize this fandango; spending endless hours trying to "perfect" his resume and cover letter, scanning the job boards for potential opportunities, applying for positions, never hearing back about the status of his resume etc., etc. Time was quickly passing and his resources dwindling.

One day (about) 2 months ago, Mike by his own admission was at his wits end and came to the conclusion that if he were going to achieve his goal of landing a good job before the end of 2009, he was going to need a lot of extra horsepower. Mike then found the courage to bite the bullet and contacted us at the Guerrilla Job Search Boot Camp to ask what we could do for him.

Mike signed-on for the one-on-one 10 week Guerrilla Job Search consulting.

Fast Forward to yesterday November 30, 2009. Mike started his new six figure position with a well known Fortune 500 financial organization!

I'll never forget the day he received the official offer. My phone rings and on the other end is a very excited Mike. The first words out of his mouth were, "Mark, there will be a great Christmas meal and plenty of presents under the tree this year!"

Some interesting facts about Mike and his job search:

  • By Mike's own estimation he lost $180,700 or more in salary and benefits (value) since last February.
  • Mike is now working in his dream job and in a telecommute position.
  • Mike had already read Guerrilla Job Hunting 2.0 and said he loved it but felt he needed personal Guerrilla consulting to push his job search over the edge.
  • Within (about) 5 weeks of working with us, Mike received one verbal offer that ultimately ended up being put on hold. Prior to this, he had none.
  • By week 7 or so, Mike had 2 more firm offers in hand "in addition" to the offer he ultimately accepted for a total of 3 offers that were firm.
  • Mike estimated he met only 50% of the actual job requirements for the position he now occupies!
  • Mike was invited to more interviews working within just 2 months than he did the previous 7 months.
  • Using Guerrilla consulting tactics, this position was created for Mike as it was never advertised.

Sound too good to be true?

If you are intrigued by the success of Guerrilla Job Seeker consulting, simply email me and I will give Mike's number and you can ask him in the evening hours.

If you would prefer my friend, colleague and fellow Guerrilla Kevin Donlin also interviewed Mike last week regarding his Guerrilla success as a job seeker. I will gladly email you a recording of that short discussion so you can hear it for yourself.

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Your Resume: When Ugly is Beautiful!

We've all heard the phrase, "Beauty is in the eyes of the beholder." The same holds true when it comes to one type of resume in particular. That is the ASCII resume, pronounced AS-KEE 2. ASCII stands for American Standard Code for Information Interchange.

An ASCII resume is also referred to as a "Plain Text" document by many.

At best, ASCII resumes are unattractive to the human eye and quite frankly seem out-and-out boring. Sadly the ASCII at first appearance is so ugly, if you were to wrap a pork chop inside of it, your dog wouldn't want it. That said, the fact is, we've seen a sharp increase in the number of organizations requiring an ASCII resume from job seekers. So, if you are a job seeker listen up!

Just as job aggregators such as, Simply Hired and others were designed to read the "key words" that you put into their system when setting up a Job Alert, (which is a great idea for job seekers by the way) so do the Applicant Tracking Systems (ATS) that many government and larger corporate organizations use in their HR / Recruiting branches.

What's an Applicant Tracking System ATS?

An ATS is software that gives an employer the ability to quickly and efficiently track all candidates who apply for a job. It is also used as a tool for recording EEO statistics here in the U.S. ATS software actually does much more than that but for the sake of this posting, and from a job seekers perspective, this you is all you really need to be concerned with.

WARNING: Applying for a position via an ATS also means that your resume "MAY" never be seen by a human being. "Yep-resume black hole, here I come!" Make sure that does not happen to you! Many times Human Resources unfairly catch the blamed for the Black Hole Syndrome and as a result become a punching bag to hopeful job seekers. Well the fact is it may your fault.

In case you did not know, this is basically how the process works when you are required to submit an ASCII resume:

A company advertises a position. Assuming (oh no, I hate using that word) that you have "thoroughly" read the position description / announcement; you believe that you are qualified. You decide to apply. If the employer requires an ASCII resume (Plain Text) what you have to do is take your current Word resume (or WordPerfect copy) and convert it to a Plain Text document. Next, you submit your ASCII (the Plain Text) resume to the company via their web site. Then... you wait and hope for a call.

I stated earlier that a human being may never read your resume! If you want to dramatically increase your odds of having it read by a real person, you MUST make sure that your ASCII is "littered with THE key words" that were "used in the job announcement." I say that because, when it is time for HR / Recruiting to start reading resumes, they are going to get into their company's ATS. They will request resumes that have been submitted for that position that you and many other have applied for. HR / Recruiting will complete this task by typing in KEY WORDS relative to that particular opening.

IF your resume does not have any (or sufficiently enough) of those key words, you just fell into the Black Hole and will never get called. It can happen that quickly!

As I stated prior, I believe ASCII resume is really ugly; but to an ATS system a resume with key words can be a stellar beauty!!!! Take this advice and watch the number of calls from employers jump. It will be because you tailored your Plain Text resume to each position you applied for because AND you invested the time to load it up relevant keywords.

Have a Great Guerrilla Day!

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Need a New Gig in 2010?
Haluska's Guerrilla Rules for helping make that happen!
(Part 1)

1. Consider every minute you spend on job "hunting" as an excellent investment in your future. Keep in mind that sitting in front of a computer screen applying for positions "that you could learn to do," are a by and large a waste of time. A Guerrilla always play's to his / her strengths.

2. Never get frustrated and deal with the source. Unless you are actually in Human Resources, remember, HR MAY not ALWAYS mean Human Resources. No disrespect what-so-ever intended here; but it COULD mean Hiring Resistance or Human Roadblock to a job seeker. Guerrillas always direct their efforts towards top level hiring managers and executives. In MANY cases, HR only has the authority to say "no." If you are an HR professional, direct your efforts 2 levels up from the position you are applying for. If you are not a Human Resources professional, the same rule applies.

3. Dedicate sufficient time each day for market research to fill your opportunity funnel. If currently employed dedicate at least one hour. If unemployed no less than eight hours per day. Guerrillas don't sit back and wait for a job to come to them and you shouldn't either. In this competitive market, when the herd is headed north, a Guerrilla heads south.

4. A Guerrilla would never directly apply for a position on their own and then later ask a Recruiter to also represent them to "the same company." A Guerrilla understands the recruiter may out-and-out laugh in the phone. They might instead just hang up on you or more likely do both!

5. Never attempt to circumvent a recruiter once s/he has introduced you to a company. It'll eventually back fire and could be cause for legal action. A Guerrilla knows it's also unethical and could cause a job seeker credibility issues down the road.

6. A Guerrilla thanks everyone they come into contact with throughout the job search process. At least once a month initiate some contact with these people. A Guerrilla will do this about every two weeks. Respect people's time but stay ON their radar screen. Steady networking with trusted people is the key. Guerrillas are persistent but never a pain.

Have a great Guerrilla Day!

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: or call me at 724-495-2733.

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Need a New Gig in 2010?
Haluska's 12 Guerrilla Rules for helping make that happen! (Part 2)

In part 1 you read the first 6 rules, below in Part 2 are the next six rules.

7. Guerrillas know it is just good business to become a source for headhunters if asked. They'll appreciate it, remember you and reciprocate.

8. Be wary of job boards. This is particularly true the higher up you are in the corporate world or if you are vying for a position of high trust. It is believed by many seasoned hiring authorities that the "Most Successful" people in any industry are more vigilant with their private information in this day and age of identity theft. Moreover, if you are lackadaisical with your private information, smart employers will wonder how careless you might be their corporate secrets. You'll never find a Guerrilla on a job board. They don't need to be!

9. Once a week, thank your family for their support. If they offer, let the kids or someone else who cares take you out to lunch, even if it is on your dime. Guerrillas instinctively know that those who truly care also need to "feel" they are helping.

10. Companies hire problem solvers not job applicants. Never, never, tell an employer what YOU want, but rather what THEY need. Use a one or two page resume, or more precisely a one or two page out knockout! Right out the gate, a Guerrilla does an all out assault when addressing an employer's real pain.

11. Guerrillas take time to reflect. So, sit down today and write a story about yourself and how you successfully overcame the biggest obstacle in your life. When the story is completed, print it read it aloud and post it someplace where you WILL review it everyday.

12. When a Guerrilla finally does land that job of their dreams they remember how they felt along the way and have made a personal commitment to go out of their way to help each and everyone who calls them looking for assistance and advice.

Have a great Guerrilla Day!

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: or call me at 724-495-2733.

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It Depends What You mean By Sex

A few months back I had been working with a candidate (we'll call him Bob) with whom I sent to a client. I had been endeavoring to fill this position for many, many months. This client, a very good one I might add is on the extreme end of being "selective "when it comes to hiring its management talent.

When I uncovered Bob, it did not take long for me to come to the conclusion that he was simply the most talented manager I had ever sent to my client and I knew they would be thrilled. He was interviewed several times by my client and they were more than thrilled— they were ecstatic!

Back when I first interviewed Bob, and in my subsequent conversations with him, I'd ask Bob a very simple question: Are you currently employed? He emphatically answered "Yes."

During the several interviews my client had with Bob, he would be asked, "Are you currently employed? " He would always answer, "Yes."

A few weeks pass and we are at the offer stage and preparing to fly him to my clients corporate HQ to close the deal. My client does a background check going back 15 years on Bob. Everything he told us about himself and his stellar work history was absolutely true... except for one little thing:

With all the opportunities Bob had, he never conveyed to me or my client that he had in-fact resigned his position with his company. Moreover, he did not gave us any "indication" of such as he always spoke as if he was "still" reporting to work every day, though he never actually said it in those words.

Sure enough, when the background check was returned, it was only then that we discovered that he did in-fact resign from his well paying position!

When Bob was confronted with this newly found information his response (paraphrased) was, "Ok, I should have told you I resigned, and for that I am sorry. I am embarrassed about it, but I didn't lie to you or your client as when I resigned, I still had 3 weeks paid vacation on the books and therefore I was "technically" still employed there.

When I talked with my client, they said, just as I had to Bob, "You had plenty of opportunity to tell us you resigned, but you didn't and now your credibility is greatly in question. Had you just told us the whole truth, it would not have been any big deal." Then the client stated that this deal is in all probability good as gone.

In Bob's mind he truly believed he was employed by that company due to the fact he was still on paid vacation. "Technically" Bob would have been correct. Obviously though, the way he went about playing word games with us in the end robbed him out of a $ 94,000 starting salary BEFORE bonus, immediate benefits, a chance to enjoy a paid relocation to a part of the country that he and his wife always wanted to move to and lastly belong to a company that has never had a lay-off.

We all recall Bill Clinton's infamous comment, "It depends what you mean by sex." In Bob's mind he believed, "It depends what you mean by currently employed. "

Although Clinton was impeached, he for all intents and purposes got away with being less than truthful. The former president probably was embarrassed; although remorseful is something we'll never know. In Bob's case, I believe he is both embarrassed and remorseful, but Bob is no Bill.

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerilla Job Seekers 10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: for rate information.

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It's not your Daddy's job search anymore, or your Grandfathers for that matter, or is it? (Part 1)

North America has not experienced unemployment such as we are witnessing in 2009 since the early 1980's. Before that, many so-called experts claim, these levels of unemployment are reminiscent of The Great Depression.

In the 1930's the U.S. was an emerging industrial power house yet largely agricultural as well. The word "technology" was not exactly a household word back then, if word at all.

In 1937, the country in a deep depression, Napoleon Hill wrote, "Think and Grow Rich." It's still a best seller to this day. Directly or indirectly and as a result of his book, many people rose from literal poverty to become successful millionaires; employing millions of people who enjoyed a comfortable life-style for many decades to follow.

Taking Mr. Hill's advice to heart, thousands of other people changed their habits and mind set. They creatively sought out employment, they got it, and many later went on to be insanely successful; while others at that time in history simply mired their days away in misery and sighed to their families and friends that, "Nobody will give me a job. "

Fast forward a nearly a half of a century.

Laid off workers seeking re-employment in the early to mid 1980's, did not have the (technology) powerful home computers that (today)will allow one to literally reach across the globe in seconds, there was no Google, the top grading interview process was in it's infancy, a Face Book was only found in the office of your local police departments Most Wanted List, there was no LinkedIn, and what in the world is an electronic "job board?" Of course the world did not have those things in the 1930's either.

In the 1980's history repeated itself with a deep recession. Tens of thousands were laid off almost overnight; unemployment ballooned to over 25% in some areas of the country, especially in the "Rust Belt." In the county where I lived in Pennsylvania at that time, unemployment hit a staggering 28 %!

As in the 1930's, people lost their homes, towns shut down, and near countless hard working Americans languished in despair collecting their unemployment until that ran out.

I can clearly remember hearing people I personally knew back then say, "Nobody will give me a job." I know for a fact that some of those people are still sitting at the same bar stool they were years ago continue whining about the same thing to this very today.

Yet, there were others at that time who made radical adjustments not only find themselves in a better career in a relatively short period of time, they genuinely prospered. Many of those people are still in good jobs today while others have since retired.

Leap forward to 2009. As in the 1980's, 2009 is in a serious recession.

Outside of high job losses, home foreclosures and the statement, "Nobody will give me a job, " where as a job seeker does the real nexus lie between the unemployed people of the 1930's, the 1980's and a job seeker of 2009? More to the point, "what can I do about it?"

In final part of this article that I'll post in the next few days, I'll touch on that. More importantly though, I'll share with you about a dozen things you can commence doing immediately to get your job search mission back on the fast track.

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It's not your Daddy's job search anymore, or your Grandfathers for that matter, or is it? (Part 2)

If you are currently between career assignments I certainly don't need to remind you by saying that being out of work presents its own unique set of problems and stresses. There are some things though that you can do to make your day-in and day-out campaign to land a new job more productive.

I could write a book or two on this subject, but I must digress though; because for those of you who don't know me, I've been a contributing co-author of two of the most recent and hard hitting books ever written on the subject; "Guerilla Marketing for Job Hunters" and "Guerilla Marketing for Job Hunter's 2.0."

So, rather than write a book, there are 12 actions you can take to push your job search in the right direction. Again due to those space limitations, here are the first 6.

1. Unless you are actually in Human Resources, remember, HR "may not" necessarily mean Human Resources. It "could" mean Hiring Resistance or Human Roadblock. You should direct your efforts towards top level hiring managers and executives who would have a vested interest in you. In most cases, HR only has the authority to say "no." However, if you are an HR professional, direct your efforts 2 levels up from the position you are applying for. If you are not a Human Resources professional, the same rule applies.

2. Dedicate sufficient time each day for market research to fill your opportunity funnel. If currently employed dedicate at least one hour, it's easier to get a new position when you already have one. If unemployed no less than 8 hours. Directly apply yourself or give your Executive Search Professional this information. Never apply on your own and then ask the Recruiter to also represent you to the same company.

3. Thank everyone you come into contact with throughout the process. Once a month initiate some contact with these people.
Respect people's time but stay ON their radar screen. Steady and continued networking with trusted people is the key.

4. Become a source for headhunters if they call you. They'll appreciate it, remember you and reciprocate.

5. Once a week, thank your family for their support. If they offer, let the kids or someone else who cares take you out to lunch, even if it is on your dime. Those who truly care also need to "feel" they are helping.

6. Become super-resilient! Be a Guerilla! Work like a Headhunter! Research decision makers on LinkedIn and Zoom Info. Find out who is getting funding, talk with Venture Capitalists, read business related on-line publications to see who has rented commercial space for reasons of expansion. Find out who has just picked up large commercial or government contracts. Then act on this information.

In closing, if someone you know is out of work and would benefit from our FREE audio on "How to Land a Job Even in the Recession of 2009" (a $ 50 value) simply send them to my link at:

Supplies are limited!

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I'm not getting any response from recruiters after I contact them with my resume! (Part 1)


I'm not getting any response from recruiters after I contact them with my resume. What does this mean? Should I follow up? If so, how?


There could be a number of reasons why the recruiters are not getting back with you regarding your credentials, here are just some of them.

Unlike the days before this current recession when most executive recruiters were snowed under with new search assignments; in the here and now, recruiters are besieged with unsolicited resumes from hopeful job seekers. At the same time owners at many of these firms have cut back on staff due to the significant slow down in hiring by their clients. In many cases, there simply is not enough staff and as a result, time in the day to respond (via mail or by phone) to every job seekers plea for a professional attention.

As I stated above, the number of active search assignments recruiters have on their desk has by-and-large dropped off significantly in the last year. In fact so much so, it's driving many firms out of business. In most cases, with what assignments recruiters do have right now, there is a glut of candidates. So, before the recruiter calls you, they are combing through their data base of candidates to see if there is a fit with someone they "already know to be a proven winner." If that does not pan out, then the recruiter usually starts looking at the unsolicited resumes to hopefully find a candidate that appears to be a potential fit for their client.

Perhaps the recruiters you are contacting simply do not have any job orders as to where, based on your resume, there is an "exact fit." "EXACT FIT" are the operative words here and never forget that when working with a recruiter. Therefore, some recruiters will feel there is no reason to call you at this time. Then too, many recruiters may not contact you to acknowledge your resume for that "exact fit" reason. Could one consider that rude? I suppose so, but with staffs being cut back, there is more to do with less people to do the work so the firm is prioritizing their call back list. That list is comprised only of people who can help the firm earn a fee today!

For information on corporate sponsored outplacement services, career coaching, resume assistance, the Guerrilla Job Seeker10 week boot camp, or if you would prefer personal one-on-one Guerilla job search assistance, contact me at: or contact my office at 724-495-2733.

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I'm not getting any response from recruiters after I contact them with my resume! (Part 2)

*It could be the case that your resume and cover letter looks like everyone else's. In a word boring. My time is limited and the only non-renewable resource I have. Therefore, like all the other executive search professionals I know in North America your resume has 30 seconds or less to impress me. If your resume and cover letter grab my attention, it would be because you've gone above and beyond what most job seekers do to clearly show me your value proposition. Doing so would prompt me to call you as soon as possible!

You asked about follow up and how. I would suggest you do so, and the phone should to the trick; but be mindful of the fact that the recruiter does not work for you as s/he is not on your payroll. Even if you feel justified in giving him/her a piece of your mind because of the time it has taken to reach that recruiter, be on your best behavior otherwise your resume will end up in the shredder before the phone conversation is over. Putting your best foot forward and making a call every couple of weeks, if just to leave a voice mail should eventually result in contact with the recruiter.

Your question does not hint at what your profession is, but I would suggest that you seek out a few recruiters who specialize in your field as they are most likely to be the people who may have something for you and if not, they may know another recruiter who does. If the recruiter belongs to a split network such as Top Echelon ( he/she will be highly motivated to share you with another recruiter because the fee would
be split between them should you be hired.

One final suggestion is to use Google. Suppose you were in Human Resources. Simply go to the Google search bar and type in "recruiters who specialize in human resources." That will result in 10,100,000 results. The above search string works for any profession.

Once you have checked out some of the firms who specialize in your area expertise reach out to some of them. Try one or two local ones first but don't feel hesitant to talk with other firms hundreds or thousands of miles away. As long as they specialize in your field is all that matters.

Hopefully I have answered your questions. By following the advice I've "hinted" at herein, recruiters will get back with you.

Best of luck with your job search!

In closing, if someone you know is out of work and would benefit from our FREE audio on "How to Land a Job Even in the Recession of 2009" (a $ 50 value) simply send them to my link at: - Supplies are limited!

For information on corporate sponsored outplacement services, career coaching, resume assistance, the job seekers 10 week boot camp, or if you would prefer personal one-on-one job search assistance, contact me at:

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Call Mark Haluska at 724-495-2733 or
John Pickens at 724-513-6834 today
to see how
Guerrilla Marketing for Job Seekers can help you!


Send us a message by clicking here!

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Call Mark Haluska at 724-495-2733 or
John Pickens at 724-513-6834 today
to see how
Guerrilla Marketing for Job Seekers can help you!


Send us a message by clicking here!

Guerrilla Marketing for Job Hunters Web site © 2010 Mark Haluska, David Perry, Kevin Donlin and Mike Futty (webmaster)