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CHAPTER 1: THE JOB SEARCH PROCESS & EFFECTIVE CAREER MANAGEMENT INTRODUCTION – ABOUT THIS CHAPTERThis chapter discusses the steps required during a job search process and explains how to create the right mindset for effective management of your career. The chapter is organized into the following sections:•Job Search Process Model•Guidelines for the Job Search Process•Effective Lifelong Career Management•Conclusion•AppendixJOB SEARCH PROCESS MODELThe Job Search Process Model diagram (below) illustrates the fundamental components and logical progression of an effective job search. Each of the deliberate steps outlined in this model corresponds with forthcoming chapters of this Guide.STEP 1: Self-AssessmentSTEP 2: Market Research & Strategy DevelopmentSTEP 3: NetworkingSTEP 4: ResumesSTEP 5: Job Search LettersSTEP 6: InterviewsSTEP 7: Offer ManagementSTEP 8: Starting New JobSTEP 9: Evaluate and incorporate information learned from new position into your career management thought processThe job search process involves a number of steps or elements that can occur at the same time. For example, you may complete steps 1-3, then revisit step 1 again while working on steps 4, 5 and even 6. These steps are ideally repeated several times over the course of a professional career. A successful job search is only part of the overarching concept of effective career management.At the core of every successful job search is a process of self-exploration, or self-assessment (see Chapter 2). Developing a keen understanding of yourself – your likes, dislikes, values, interests, etc. – and exploring/researching the marketplace – industries, functions, companies – in relation to this self-knowledge forms the foundation of your job search. With this foundation you can formulate your strategy, set goals and make decisions. After these explorations, you have the necessary tools for the tactical job search steps of networking, writing resumes and job search letters, interviewing and managing offers.GUIDELINES FOR THE JOB SEARCH PROCESSA well-executed job search requires following the job search model illustrated above and making informed decisions. Consider the following guidelines when formulating and implementing the right strategy:•Identify your strengths and weaknesses. Everyone has both – even the most successful people. Do not seek to deny your own weaknesses; rather, seek to diminish their negative impact and play to your strengths. •Adopt the employer’s perspective. It is natural for job searchers to focus on themselves and their needs at a particular time and/or in a particular situation. The successful job search, however, starts with a focus on the needs of the prospective employer and a true understanding of how you, as a candidate, can meet those needs. •Prepare for the process. The amount of time you spend preparing is typically proportional to your success. This is relevant for interviews (e.g. anticipating common interview questions) and negotiations (e.g. understanding what is typical for the industry/position) as well as impromptu networking conversations. The most effective way to prepare is to anticipate potential scenarios and consider how you would proceed in each case.•Set goals but be flexible to adjust them as necessary. Developing goals and objectives are an integral part of your career management efforts. Goals set you on an intended path for a specific moment in time given the information you possess. Whether short-term (e.g. “I will update my resume in two weeks”) or long-term (e.g.“I will work in the technology sector after my MBA”), your goals should be realistic and grounded on an understanding of your present situation. Be open to adjusting your goals; as you gather new information, you may decide to change your strategy and adapt your goals accordingly.•Manage your time effectively. Understand the importance of the quality of your efforts versus the quantity. Be focused and avoid working in multiple directions.Effective career management and the job search are continuous, cyclical processes. As you proceed, be secure about what path you are taking, why you are taking it, and how you plan to follow it.EFFECTIVE LIFELONG CAREER MANAGEMENTWhat is Lifelong Career Management?Career management is an involved process that most people engage in numerous times throughout their lives. Successful business people manage their careers on an on-going basis – not only when they are seeking a new position. If you think of career management as a lifelong process rather than a set of steps taken only during a single job search, you will experience more success in finding the right jobs and achieving your long-term career goals.As the diagram above illustrates, lifelong career management is a continual process that involves:•Knowing yourself (e.g. conducting self-assessment by evaluating your skills, interests, values and goals and identifying potential career options)•Defining your career roadmap/goals (e.g. creating short and long term goals and developing tangible actions to meet them)•Building your network of colleagues, business school classmates, mentors, etc. (e.g. recognizing the vast potential of your network and seeking natural opportunities to build on it)To pursue effective lifelong career management, it is important to continually reflect on your skills, interests and priorities, revisit and refine your career roadmap to ensure it still resonates, and nurture your network.Best Practices in Lifelong Career ManagementWork with MentorsMentoring can be an invaluable resource. Mentors can expose you to new ideas, share insights and perspectives on an industry/function/company as well as on your strengths, weaknesses and career trajectory. Mentors can guide you through job searches and introduce you to new people and resources. Many successful business people have relied on mentors to provide advice on important career strategies and decisions.The key characteristic that identifies a good mentor is that he/she has the experience and intelligence to give you valuable and accurate advice. Mentors can be close friends, acquaintances or even relatives.A valuable mentorship must be created and nurtured. Identify people who you meet throughout your career whose opinions you value and invest time in building relationships with them. Let them know how much you appreciate their knowledge and advice. If you invest the effort, you will likely find that people are willing to help.Once you have developed mentor relationships, be sure to think strategically about how you leverage the knowledge, time and advice of your mentors. Use your mentor wisely – avoid wasting their time with basic questions that could be answered by conducting independent research or by asking someone else. Express appreciation for their time and always keep your mentors informed of key changes or decision in your career path.Utilize Career Advisors/Life CoachesSeek the advice of a career advisor or a life coach. Career advisors and life coaches can provide a different perspective and value than mentors. Advisors can work with you on tactical job search elements such as resume writing and interview skill development while life coaches support broader explorations such as self-assessment and career visioning. The fundamental role of the career advisor is to encourage and inform job seekers and provide a toolbox of practical information and support.The most effective way to identify a career advisor is through word of mouth, and the most important qualities you want to look for in an advisor/life coach are trust, confidence and a sense of rapport.Rely on Colleagues/Friends (e.g. “Buddies”)A job search can be stressful; having the support of your family and friends (personal contacts) is very important. In addition, seek assistance from colleagues/friends when learning more about an industry, identifying potential networking contacts, revising your resume/cover letters and/or practicing interviewing. Lastly, use these people to hold you accountable to your career goals.Build It Before You Need ItAvoid waiting until you are in the midst of a job transition to conduct self-assessment, identify your short and long-term goals, build networking contacts and revise your resume. Each of these steps is time consuming so focus on them on an on-going basis ensures you are prepared to talk about your career goals and/or share your resume at a moment’s notice.Manage Your Online PresenceWith the explosion of the internet and the amount of publically available information rapidly increasing, it is important to ensure your online presence accurately represents who you are and shows you in a positive way. Many hiring managers utilize the internet to learn more about candidates. Remember, if you ever posted anything online, it remains available (indefinitely) unless you take the appropriate steps to remove that information.Tip:If you conduct an online search (e.g. Google) and find questionable (or outdated) content about yourself,take the necessary steps to remove it – permanently. Removing erroneous information can be difficult but there are “how to” articles available online. For example, visit “How to Ungoogle Yourself” at/Ungoogle-Yourself or read the WIRED magazine online article entitled, “Delete Your Bad Web Rep” at /science/discoveries/news/2006/11/72063. Lastly, you may find the “Reputation Defender” at / useful if you have serious onlineidentity issuesEvaluate and Track your ProgressEven as life gets busy, continue to maintain focus on your career goals and aspirations. At least once (if not more) annually, sit down and review your career progression. Given the knowledge you gained in the past year, evaluate what you like and do not like about your current role. Consider the new skills you have as well as yourpriorities/values. Analyze your current position: Is it still the best way for you to meet your current and long-term goals? Determine your goals for the coming year – and identify specific short-term action steps (as well as a timetable) for achieving them. Update your resume with your most recent accomplishments. Reach out to former colleagues/classmates who have helped you in the past; inquire about them and let them know how you are doing. In addition, at the end of each job search be sure to contact anyone who helped you; update them on where you landed and indicate that you would like to return the favor.Tips:1)Track these evaluation sessions in a journal – so you can easily view a historical perspective of your careerprogression2)Write down your priorities (e.g. target location, culture, purpose of employer, position, etc) for theupcoming yearLeverage Executive Search FirmsThere are thousands of executive search firms in North America (and more globally). Executive search firms are classified by the way they earn their fees: retained or contingency.•Contingency firms work on behalf of the applicant or a company. Generally, their business model is to actively solicit junior and middle management positions from companies and, at the same time, seek resumes to match these openings. The process is applicant-driven and fees are collected from the hiring company after the person is placed.•Retainer firms work exclusively on behalf of the company. Their activities are driven by the needs of the company. Retainer firms are used to fill very specific senior management and executive-level positions. A retainer (a percentage of the candidate's first year compensation) is paid up-front to the search firm and in most cases, a slate of qualified candidates is presented to the hiring firm for evaluation.We recommend that you avoid working with executive search firms who take a portion of your income as fee for placement. The fee should be paid by the employer.There are a variety of ways to identify and approach appropriate executive search firms. Think about both your function and your industry. Ideally, you would like to work with an executive search firm that has expertise in your target function, industry, level and geography. Be aware, however, that many consultants at the major executive search firms will not talk to candidates unless the candidate has been referred – so gain introductions from mentors, former colleagues/bosses.Tips:1)Contact executive search firms who have called you in the past while executing a search. Accept “courtesyinterviews” from executive search firms when (and if) an opportunity is presented2)Join industry associations, attend speaking engagements and write articles for industry trade or professionalpublications3)Search databases of executive search firms (e.g. , , or Kennedy Group,Directory of Executive Recruiters)4)Offer to recommend candidates from your own network to help executive recruiters fill a position whereappropriate. Serving as a potential conduit of strong candidates is an excellent way to develop a long term relationship with an executive recruiter.Once you have identified a target list of executive search firms, research is required to choose the right firm and individual consultant. Consider the firm’s size, capability, and track record as well as the quality of its consultants. Many firms recommend the best way to approach a firm is to email a resume with cover letter and follow up with a telephone call. In your follow-up call have your tailored 30-second introduction prepared and attempt to set up an in-person meeting. It is important to recognize that most executive search firms are only interested in job-seekers who match their current openings and have significant experience in the type of position that the consultant is trying to fill.Once you gain entrance to the executive search firm, the process is not a one-way street. Advance your standing by following the tips below:•Present yourself professionally as if you were on an actual job interview. Know your story – and be transparent about your goals. Executive search firms are not in the business of career coaching•Bring copies of your resumes to any meeting with an executive search firm•Educate yourself on the executive search firm and the client organization•Know the firm’s areas of expertise•Understand the candidate assessment process used by the client organization and the executive search firm.Determine precisely how the executive search firm is going to assist you. Have realistic expectations – the process takes time and you are not the only candidate•Negotiate in good faith•Write a thank you noteCONCLUSIONAfter reading this chapter you should be familiar with the concept of lifelong career management and be ready to explore the specific steps involved in the job search process.APPENDIXRecommended Reading•Career Compass (Peggy Simonsen)•I Could Do Anything if I Only Knew What it Was: How to Discover What You Really Want and How to Get It, (Barbara Sher)•In Search of the Perfect Job (Clyde C. Lowstuter)•In Transition (Mary Lindley Burton, Richard A. Wedemeyer)•Rites of Passage at $100,000 to $1 Million+: Your Insider’s Lifetime Guide to Executive Job-Changing and Faster Career Progress in the 21 Century (John Lucht)•Smart Choices: A Practical Guide to Making Better Decisions (John S. Hammond, Ralph L. Keeney, Howard Raiffa)•The Pathfinder: How to Choose or Change Your Career for a Lifetime of Satisfaction and Success (Nicholas Lore)•What Color is Your Parachute (Richard Nelson Bolles)•Working Identity: Unconventional Strategies for Reinventing Your Career, (Herminia Ibarra)Websites and Online Subscriptions•Quint Careers ()•Wall Street Journal (/careers)On the Wharton MBA Career Management Website •Vault Career Library•Wet Feet Insider Resources。