Career Cloud Radio - Job Search Advice & Tactics

This show is all about practical and tactical job search advice and today we’ll talking with the author of Resumes for Dummies, Laura DeCarlo. Laura is a certified master resume writer and the founder of Career Directors International which educates and certifies resume writers and career coaches. We will chat about her new book and cover topics such as: How can job seekers tell the difference between a good resume writer and a bad one? Biggest mistakes people make when writing their resume themselves...top tips to writing a resume that works...Does the plain text resume still have a place in today’s job hunt? Resume formats and more

This show is all about practical and tactical job search advice and today we’ll talking with the author of Resumes for Dummies, Laura DeCarlo. Laura is a certified master resume writer and the founder of Career Directors International which educates and certifies resume writers and career coaches. We will chat about her new book and cover topics such as: How can job seekers tell the difference between a good resume writer and a bad one? Biggest mistakes people make when writing their resume themselves...top tips to writing a resume that works...Does the plain text resume still have a place in today’s job hunt? Resume formats and more

This show is all about practical and tactical job search advice and today we’ll talking with the author of Resumes for Dummies, Laura DeCarlo. Laura is a certified master resume writer and the founder of Career Directors International which educates and certifies resume writers and career coaches. We will chat about her new book and cover topics such as: How can job seekers tell the difference between a good resume writer and a bad one? Biggest mistakes people make when writing their resume themselves...top tips to writing a resume that works...Does the plain text resume still have a place in today’s job hunt? Resume formats and more

Donn Levie is a former hiring manager turned author and he stops by to tell us what hiring managers want. Listen to this informative audio to hear what will make you stand out in the eyes of a hiring manager.

Donn Levie is a former hiring manager turned author and he stops by to tell us what hiring managers want. Listen to this informative audio to hear what will make you stand out in the eyes of a hiring manager.

Donn Levie is a former hiring manager turned author and he stops by to tell us what hiring managers want. Listen to this informative audio to hear what will make you stand out in the eyes of a hiring manager.

Ever found yourself searching for someone's email only to come up empty? Well in this video we'll tell you about some free and paid tools to do just that.

Ever found yourself searching for someone's email only to come up empty? Well in this video we'll tell you about some free and paid tools to do just that.

Ever found yourself searching for someone's email only to come up empty? Well in this video we'll tell you about some free and paid tools to do just that.

Job seekers with ADD: Essentials for Managing the Search Process and Ensuring the Best Job Fit Lisa Noble is the founder of Career Connectors LLC. A graduate of the University of Virginia, she has 15 years of experience as a hiring manager for Fortune 500 companies (IBM, Bayer Healthcare and Prudential) and top WPP marketing agencies, giving her deep insight into what HR recruiters and managers are looking for in candidates they hire. After years of leading teams of young people, creating career paths and grooming them for their next employer or role, Lisa created Career Connectors, a service designed to help students and job seekers see their own value and find opportunities that best fit their personality, skills and ambitions. 1. How prevalent is ADD or ADHD among job seekers, and why? 2. What if your client doesn’t tell you they have ADD/ADHD, or doesn’t know themselves? Are there behaviors or other indicators a coach can look for? give us some examples 3. What are some common challenges unique to job seekers with ADD/ADHD? How are they different from other job seekers? 4. What does this mean for the Career Discovery process? How can you help your clients identify their ADHD strengths and make sure the industries, companies and roles they are considering play to these strengths? 5. You mentioned earlier that executive function, or the ability to prioritize and organize activities is a particular challenge for job seekers with ADD/ADHD. This is a major part of conducting a successful job search. What sorts of tools do you use with these clients to help them manage the process? 6. Everyone has a bit of anxiety as they present themselves to potential employers. What sorts of negative self-talk do job seekers with ADD/ADHD engage in, and how can a career coach help them? 7. What sorts of work environments and roles are best for candidates with ADD/ADHD? 8. In school, an ADD/ADHD diagnosis often entitles students to accommodations like extra time on tests, quiet places to take tests and even note takers. Can a candidate request accommodations from their employer? How and when might they make this request? 10. Are there differences in the way you might coach recent college grads as compared to career changers with ADD/ADHD?

Job seekers with ADD: Essentials for Managing the Search Process and Ensuring the Best Job Fit Lisa Noble is the founder of Career Connectors LLC. A graduate of the University of Virginia, she has 15 years of experience as a hiring manager for Fortune 500 companies (IBM, Bayer Healthcare and Prudential) and top WPP marketing agencies, giving her deep insight into what HR recruiters and managers are looking for in candidates they hire. After years of leading teams of young people, creating career paths and grooming them for their next employer or role, Lisa created Career Connectors, a service designed to help students and job seekers see their own value and find opportunities that best fit their personality, skills and ambitions. 1. How prevalent is ADD or ADHD among job seekers, and why? 2. What if your client doesn’t tell you they have ADD/ADHD, or doesn’t know themselves? Are there behaviors or other indicators a coach can look for? give us some examples 3. What are some common challenges unique to job seekers with ADD/ADHD? How are they different from other job seekers? 4. What does this mean for the Career Discovery process? How can you help your clients identify their ADHD strengths and make sure the industries, companies and roles they are considering play to these strengths? 5. You mentioned earlier that executive function, or the ability to prioritize and organize activities is a particular challenge for job seekers with ADD/ADHD. This is a major part of conducting a successful job search. What sorts of tools do you use with these clients to help them manage the process? 6. Everyone has a bit of anxiety as they present themselves to potential employers. What sorts of negative self-talk do job seekers with ADD/ADHD engage in, and how can a career coach help them? 7. What sorts of work environments and roles are best for candidates with ADD/ADHD? 8. In school, an ADD/ADHD diagnosis often entitles students to accommodations like extra time on tests, quiet places to take tests and even note takers. Can a candidate request accommodations from their employer? How and when might they make this request? 10. Are there differences in the way you might coach recent college grads as compared to career changers with ADD/ADHD?

Job seekers with ADD: Essentials for Managing the Search Process and Ensuring the Best Job Fit Lisa Noble is the founder of Career Connectors LLC. A graduate of the University of Virginia, she has 15 years of experience as a hiring manager for Fortune 500 companies (IBM, Bayer Healthcare and Prudential) and top WPP marketing agencies, giving her deep insight into what HR recruiters and managers are looking for in candidates they hire. After years of leading teams of young people, creating career paths and grooming them for their next employer or role, Lisa created Career Connectors, a service designed to help students and job seekers see their own value and find opportunities that best fit their personality, skills and ambitions. 1. How prevalent is ADD or ADHD among job seekers, and why? 2. What if your client doesn’t tell you they have ADD/ADHD, or doesn’t know themselves? Are there behaviors or other indicators a coach can look for? give us some examples 3. What are some common challenges unique to job seekers with ADD/ADHD? How are they different from other job seekers? 4. What does this mean for the Career Discovery process? How can you help your clients identify their ADHD strengths and make sure the industries, companies and roles they are considering play to these strengths? 5. You mentioned earlier that executive function, or the ability to prioritize and organize activities is a particular challenge for job seekers with ADD/ADHD. This is a major part of conducting a successful job search. What sorts of tools do you use with these clients to help them manage the process? 6. Everyone has a bit of anxiety as they present themselves to potential employers. What sorts of negative self-talk do job seekers with ADD/ADHD engage in, and how can a career coach help them? 7. What sorts of work environments and roles are best for candidates with ADD/ADHD? 8. In school, an ADD/ADHD diagnosis often entitles students to accommodations like extra time on tests, quiet places to take tests and even note takers. Can a candidate request accommodations from their employer? How and when might they make this request? 10. Are there differences in the way you might coach recent college grads as compared to career changers with ADD/ADHD?

There are a small number of career professionals that have stood the test of time and my guest today is certainly one of those. You may know the site job-hunt.org but you my not know its founder, Susan Joyce. Susan has been publishing job search advice for...years Recently she wrote a piece on Huffington Post that caught my eye...let me read you the intro to that because it is the basis of our show today...she writes: "The availability of the Internet and technology has dramatically changed recruiting today. Consequently, to be effective, the methods you use for your job search must change as well, to meet the new requirements. Contrary to popular belief, a job search today is tougher than in the past. The Internet has had a major impact on the process, in many ways that were not expected and are not understood."

There are a small number of career professionals that have stood the test of time and my guest today is certainly one of those. You may know the site job-hunt.org but you my not know its founder, Susan Joyce. Susan has been publishing job search advice for...years Recently she wrote a piece on Huffington Post that caught my eye...let me read you the intro to that because it is the basis of our show today...she writes: "The availability of the Internet and technology has dramatically changed recruiting today. Consequently, to be effective, the methods you use for your job search must change as well, to meet the new requirements. Contrary to popular belief, a job search today is tougher than in the past. The Internet has had a major impact on the process, in many ways that were not expected and are not understood."

There are a small number of career professionals that have stood the test of time and my guest today is certainly one of those. You may know the site job-hunt.org but you my not know its founder, Susan Joyce. Susan has been publishing job search advice for...years Recently she wrote a piece on Huffington Post that caught my eye...let me read you the intro to that because it is the basis of our show today...she writes: "The availability of the Internet and technology has dramatically changed recruiting today. Consequently, to be effective, the methods you use for your job search must change as well, to meet the new requirements. Contrary to popular belief, a job search today is tougher than in the past. The Internet has had a major impact on the process, in many ways that were not expected and are not understood."