Here at Liaison, we see a lot of talented individuals looking to take a positive step forward with their careers. Searching for a new job is a difficult endeavor. It requires skill and patience, and, as you might imagine, some people are better at it than others. What makes some people great at finding and presenting themselves for jobs while others struggle? Skills and experience are a big part of it, but that's not the whole story. Job seeking is itself a skill.

To help make it easier, we've compiled a list of some "do's" and "don't's" along with some insight into the "why's." This issue, we're providing 6 pieces of advice. Next issue, it'll be 6 more. The common thread here is: there's really no trick to it. It's all about communicating in a targeted and direct way. But there's a lot that's easy to forget, so here's some tips from your friends at Liaison, along with some links to further reading.

Narrowcast

Don't: broadcast your resume. Do: "narrowcast" your resume. Why: This is huge, which is why it's first. A lot of folks take the approach of wanting to just tell the world about their talent and then see who bites. For them it's a numbers game, submitting the same materials to every job posting that's even close to what they want to do (Hey, who doesn't like to feel like they have 10 chances as opposed to 3?). But employers don't want to be "broadcast to" with a generic job application any more than you like getting spam. Why wait for the interview (which you might not get) to present yourself as an exact fit? A job application, cover letter or introductory email is a perfect opportunity to do just that. You already have the job description, so you know what they're looking for. Give it to them up front! Every job description is a specific need. Respond to that specific need from the beginning and you'll get much further. It takes a bit more time in applying, but you'll have a much better chance of getting an interview. Further reading here.

Don't "shock and awe"

Don't: use lots of acronyms in your cover letter that are not in the posted job, or tout your management experience when applying for a job that doesn't involve management, or call attention to your 14 years relevant experience when the job calls for 2-4 years. Do: only submit applications to jobs that match what you want to do and honestly create your cover letter AND tweak your resume for each job description. Recognize that extra skill and experience is fine, but it may not be a selling point. Why: These days, recruiters are inundated by applications from people who have made no indication that they have even read the job description or care where they're sending their app. So, unfortunately, the simple fact that you applied to the job often does not sufficiently indicate that you actually want that job. Even if you really want the job and can totally rock it, don't try to dazzle them with how much more you can bring to the table that they didn't even ask for.

There's no such thing as "over qualified" but there is such a thing as "not actually seeking a job like this." Two things might result from the "shock and awe" approach: 1. They'll think you're not truly interested in the job as-is and you'll eventually expect extra compensation to match your advertised skill and experience, or quit when something closer to your level comes along. 2. Or they'll think you're playing the numbers game, didn't read the job description and don't really want that job. In either case, they're likely to go with one of the other candidates who seems like a more direct fit. Of course, we're not suggesting you conceal your experience - you always want to honestly represent yourself.

Not an infomercial

Don't: worry about trying too hard in the interview to "sell" yourself or insist on touching on every relevant skill or phase in your career history. Do: be sure to ask lots of pertinent questions about the employer. Why: It's not about making your sales pitch -- it's about having a conversation. The interview should be a 2-way Q and A. Don't expect it to be an infomercial. Be ready to talk about yourself of course, but try to do so in response to their specific questions, not what you think they should know about you. In some cases, very qualified candidates will lose out to other qualified candidates who had a better give-and-take communication style.

No trash talk!

Don't: trash any of your previous employers. Do: come up with a positive spin for any bad job experience. Why: Any negativity of any kind about a previous employer is a red flag. We might hire you anyway if you're really great, but why risk it? Often, recruiters will create opportunities for you to badmouth your previous employers. Don't fall for it, even if they take the lead! They're watching to see if you conduct yourself professionally and respectfully. You don't want to come off looking petty or gossipy. Always be honest, but look for ways to spin your previous bad situation as a learning experience. Read more here and here.

Get to know us!

Don't: assume too much about the employer. Do: ask questions about your potential employer based on some research you've done about the company. Why: Flattery gets you everywhere, and asking well-informed questions shows you're genuinely interested in them (not just the paycheck). For example, Liaison is not really a staffing company, so folks who come to the table wanting to know more about our unique business model will be more impressive to us than folks who come to the table assuming we're just a typical staffing company. What's more flattering than genuine interest? If you can't show genuine interest, then don't agree to an interview (or don't apply in the first place). And if probing questions about their business model don't end up being all that flattering, then you probably don't want to work there either! Check out this great blog post for some ideas of how to do a little preliminary research (ignore the 20-something part - it's valid for all ages).

Respect the gatekeeper

Don't: underestimate the power of the gatekeeper or insist on getting through to the "decision-maker". Do: treat everyone you speak to at your potential employer as though they might influence the final decision. Why: They do. Unless you're applying to an aggressive outside-sales job, prosecutor, or bounty hunter, employers generally prefer applicants who are inclined to cooperate and work within existing systems. Gatekeepers (receptionists, HR folks) are there for a reason. If people aren't polite or cooperative with the gatekeepers, that reflects poorly. Assume the gatekeepers' best intentions and listen to what they recommend. You'll learn a lot and probably get bonus points.

Stay tuned next SWOOSH for 6 more tips on being a better job-seeker. And as always, we appreciate your feedback. Good luck!