Sunday, 12 April 2015


5 Steps to Building a Kick-A** Mentorship Team

There’s a current trend for younger workers to wistfully yearn for mentorship from their employers and bosses.  And it’s a situation most employers, HR Managers and others in organizational power, may try their best to sidestep.  But, before you cast those folks in your withering glare for being mean or selfish, don’t be too quick to judge. 

Our world is rushing by at breakneck speed.  Workload overwhelm is reportedly affecting 85% of the workforce.  I hear stories about it every day in my Career Transition Coaching practice, as I assist people across Canada to find relief or affect change in their day-to-day work.  About 5 years ago, I identified this growing trend towards overwork and overwhelm in the Canadian workplace (and those of other G8 countries’) and have now dubbed it “The Squeeze”, as it is sucking the life out of so many employees in our working population.

It’s all part of the doing more with less work environment spawned by rampant and (in most cases) ill-conceived “restructuring” activities our working public is struggling to survive! 

And, as a result, with so much competition for so few positions, many employees are not getting well-deserved promotions, or assistance to grow the essential skills/knowledge needed to make the leap.  Hence, the dearth of energetic mentors for not only our young and eager Millennials, but for employees of all ages and professions.

Part of the problem in delivering competent mentoring or “informal professional development” is that, in pre-Squeeze days, we used to have more time to develop and teach people at work. Things went through cycles, sometimes hectic and deadline-driven, but other times we’d often experience an in-between lull.  A time to catch our breaths and catch up on work that had been delayed or postponed during the busy time. 

These down-times were often when more of the internal skills and knowledge building took place.  I call it water-cooler time… and it’s something the Squeeze has zapped out of the average working day.  Now, so many of us are skipping lunches and breaks, working overtime or at home on weekends and evenings to catch up.  This proverbial hamster in the wheel syndrome has reached epidemic proportions.  Which leaves scant little time for any informal mentoring or training. 

And we mustn’t forget our ever-present technology.  More and more we hear how technology is distracting us, impacting our productivity and making it difficult for us to concentrate and focus.  This also adds a layer of influence at work that depletes our mind-space for sitting down with co-workers, colleagues and junior personnel to share and cross-train in a more relaxed manner.

With all this running around and trying to keep up, Managers and Supervisors are also under the gun.  And few have time to devote to mentoring or developing their teams.  Many employers would be happiest if their staff could just train themselves and get on with it.  But that’s a pretty unrealistic expectation.

… which brings me back to the discussion at hand:  MentorsAnd how to find them!

How the heck, in this time-strapped workplace, can you find someone willing to devote their precious time to help you navigate this confusing work terrain? 

Well, I always say if one is good, three or four would be better!  So why not apply that concept to Mentoring? 

Here’s my 5 step plan to start building a multi-member Mentorship Team that will propel you to greater career heights. 

Do your homework…

1)    CLEARLY DEFINE what it is you want to learn (and this can be the most difficult part so don’t give up if you struggle with it.  This is something you will be doing for the rest of your life, so you might as well get used to it.  It’s what builds strong decision-makers and employees who are in high demand!)
·      Make a Clear, Targeted and Specific List:  figure out various areas of expertise you need to develop and apply in real-life/work situations. 
o   You might check with your HR department or supervisors/bosses.  This may lead you to someone you might like to ask to be on your mentorship team but don’t assume just because you asked them for ideas, that they’re the right person to mentor you.
·      Use the internet to do research and, if you find some inexpensive or free learning you can access on your own, DO THAT!  Anyone you approach afterwards will be extra impressed that you put in the extra effort before taking up their time asking rudimentary questions.
·      Be on the lookout for co-workers, contacts and even LinkedIn connections that might fit the bill.  Pretend you’re filling a board of directors for your most important endeavour:  YOU!

Then leap into action…

2)      Spread the love around! 
·      Since one is not enough, gradually, after researching, approach a few potential mentor candidates. 
·      Request a brief meeting.  Be respectful and make it ultra-clear you only want 10-20 minutes of this very busy person’s time.
·      Invite them for coffee and insist on paying! 
·      Prepare an agenda and send them a point form email outlining what you’d like to discuss ahead of time (a day or two is good).
·      Don’t ask if they’ll be your mentor just yet.  Wait until you’ve had a couple of meetings.  Build the relationship. And try to make it valuable to them, as well.
·      Show them “why” they should want to be your mentor!
·      BONUS: once you’ve cemented a few excellent mentors to your team, and they’re impressed by your respectful approach, they’re likely to start suggesting people you should meet and talk to!  It’s like they hand great mentors to you on a silver platter.  And who wouldn’t love that?

It takes two to make a relationship work…

3)   Be Considerate and Generous (in other words, when you get a little, give a little back) – in business lingo that means polite and professional. And when you do get some help reciprocate in some way.  Most importantly, treat your mentor with the utmost respect, especially when it comes to their time.  Remember:  since everyone is so crazy busy these days, the kind of people you want to advise you are likely to be even more in demand than most.
·      If they give you homework, make sure you do it and then, ideally, tell them how you were able to apply it into your life or work at your next meeting, or in an email. And don’t forget to take this opportunity to thank them for their advice. (This will rack up Brownie points like you won’t believe!)

Keep the ball rolling…

4)    Be prepared!  Plan and prepare your agenda. Treat your mentorship sessions like a business consultant meeting.  And keep it direct, to the point and as brief as possible.
·      If you’re nervous--which can be a natural offshoot of sitting down with someone you may see as an authority figure or decision-maker in your organization—practice what you’re going to say. 
o   Stick to the agreed-upon timeframe, even if you have a few more questions to ask.  Your mentor-to-be will appreciate you sticking to your word! 

Maintain a professional demeanor…

5)   Keep it Strictly Business – While it’s okay to share a bit about your personal life, try not to stray too far into that territory.  A mentor doesn’t mean “friend.”  And, as harsh as that may sound – and friendship “could” develop over time (stranger things have happened) – for now, keep it strictly business. 

By approaching potential mentors this way you demonstrate 4 equally impressive work traits and qualities that employers, managers and influential people (if they’re smart) look for in highly desirable candidates.

1. Initiative-Taking
2. Personal Responsibility
3. Critical Thinking 
4. Business Communication Skills

This creates a win-win arrangement.  But, you’re not looking for that (explicitly) now.  It’s just a great bonus, once you commit to the process and spend a bit of time tuning in to what soft and hard skills you want to add to your work-life palette.
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About Judy:  CAREER MATCHMAKER & RESUME REINVENTIONEER

My talent lies in deconstructing your experience (from work and life) then reinventing the Lego pieces into a newer, more satisfying design, through the delivery of high quality, personalized service that consistently hits its mark.  If you’d like to talk about your future career moves, call me for a FREE 30 minute consult!

Thought for the Day:
"Information is powerful!  But it’s what you DO with it that’s key. For my career change clients getting in front of people who have information valuable to their goals is as essential to them being successful as having a “transition” resume!  It takes a while to learn how to ask the best questions, but the rewards will propel you forward while helping you create more satisfying work, as well as life!"
 

COMING SOON!  My new e-book:  Putting Your Passions to Work - Using Self-Directed Internships and Strategic Volunteering to Design and Grow the Career of your Dreams!

Monday, 9 March 2015

The Best Career-Building Skill Ever …. Asking the Right Questions!

Because getting the right INFORMATION is the key to making sound decisions, when it comes to deciding on or developing your career. 


Therefore, learning how to ask the right questions will assist you in all aspects of career design, development and execution!

In addition to the most obvious:  job searching activities … it’s equally as essential for effective:
  1. Networking
  2. Informational Interviewing
  3. Researching companies, schooling, career directions and professions etc.
  4. Finding out about jobs while you have a job, both Internally or externally
  5. Career change or adjustment (highly essential usually for this kind of move)
  6. Pre-Retirement – to discover then secure more flexible but still income-earning opportunities
  7. Full on retirement, as well
  8. Volunteering opportunities that will enhance your career and/or life, in general
I could go on and on…. and I usually do with my clients who could stand to do more of these activities when they’re making decisions around their career futures.

Career and life go hand in hand so everything you do in your life to gather information, then make decisions carries over seamlessly into career development activities.

And while it may sound easy, I know from the hundreds of clients I see every year, that it actually isn’t. 

It takes time and self-awareness to develop this high level skill.  And once you get the gist of it, it will help you cut to the chase quickly, but politely, with people/contacts and allow you to navigate a huge subject field which can so easily go off track if you’re not steering the conversation adroitly.

And, to steer that conversation, it’s equally essential to know beforehand where you want to go.  With some flexibility to take some side-roads, should something interesting pop up along the way.

So, imagine you’re going on a road trip.  You’ve decided to drive to Las Vegas but there are many different routes you could take.  You pull out the old map (so much more fun than Mapquest) and research the many roads and states you could drive through enroute.  Then you probably do a bit more research online to figure out what cities you’d like to visit, then make a plan and go.

This is exactly what you want to do when starting an information gathering conversation with anyone. 

In essence, start having different types of conversations.

I had a client recently who was about to start her MA in a specific counselling area and was also looking for a new job.  During her interview preparation, I’d suggested she use the forthcoming degree thesis as a potential carrot for employers.  Given that this might give her a possible opportunity to align her, as yet, undecided study subject to the needs of her potential new employer could prove to be a win-win-win opportunity for her, the organization and those people the organization served.  

As our session unfolded, it became clear that she already was pursuing a certificate in another counselling discipline, around which she was very passionate.  It also turned out that she had, just the previous weekend, spent innumerable hours in the company of a principal from that very organization, while they commuted to attend a weekend workshop.  And, in the longterm, she was very interested in becoming an employee or associate of this organization.   

I asked if she’d discussed this win-win-win idea with the person in question but, unfortunately, it hadn't occurred to her.    

Oh no -- a missed opportunity?  Yes, maybe.  But it is never too late to turn it around!

I gave her a gentle nudge to reach out and ask those questions now. 

And I can hear you saying:  But if I don’t think of asking how can I get the information?

That’s where planning ahead and preparation comes in.  Here are a few ways you can take instant action, even if you haven’t quite figured out yet what your connection points are with a potential questionee.

1)      Prepare a 60 Second Sell (or elevator speech) that encapsulates a few of your key areas of expertise, interest and/or enquiry.  Obviously, you want to change this up for different avenues of enquiry.

2)      Sit down and look at the list of attendees, or exhibitors prior to heading out to a tradeshow, conference, workshop or any other networking-likely event.  Most of these events publish a list on their websites well before the date of the event.

3)      Ask for business cards from anyone you meet and -- this is KEY -- Follow-Up with them!

4)      Prepare questions and research as much as you can on the behind the scenes info related to this person (check out their LinkedIn profile, research their company’s website and do your due diligence to find as many “connection points” to YOU, as possible.  Or areas you’re good at, interested in, or seeking to develop!)

a.       Even if you have a quick Informational Interview with someone, it’s okay to ask if you might reach out to them again at a later date, if you have any more questions.  (In fact, it’s a great way to do Step 5…)

b.      It can also be a good idea to ask that person for a referral to someone else who may have some deeper or more relevant information for you as you move through your decision-making process.

5)      Maintain communication with anyone that you deem as having the potential to be a good connection for you now, or in the future.

a.       Build the connection by keeping in touch, or sending updates when you complete something they advised you to do.  Send a quick thank you email when they’ve passed you along to another colleague.  Reciprocate whenever possible and -- always always always -- offer to pay when you end up going for coffee!

This kind of awareness raising endeavor merely requires that you sit down every once in a while and “plan” a bit as to what you might say to people you encounter in your travels.

A simple “So where do you work?” or “What kind of work do you do?” can open up lines of conversation you never would have imagined.  You’ll be amazed at how few people really ask this with any kind of real interest.  And people also love to give advice so, if you can find a way to ask something that will make someone else feel good about that conversation, you’re more than half way to building a memorable moment for someone else!

Even if you’re not great on the spot, if you have your 60 second sell ready to go, then ask for their contact info, you really don’t have to say too much until the follow-up conversation, when you’ll have already prepared your questions and have mapped out what you want to ask.

All in all, this is a skill you can develop, just like your career, through a little trial and error and by just working on it until you get some traction. 

But thinking ahead is always going to be the prerequisite to having more substantial conversations and to building that muscle so you just naturally flow into this type of information gathering exchange no matter where you are or who you’re with.

So go on out there and make an effort to have more relevant conversations.  You never know what cool new thing you might learn!

Saturday, 7 December 2013

Catapult Your Holiday Networking into the Stratosphere

A Sure-Fire Way to Upscale Your Contact List while Sipping Eggnog and Merry Ho Ho Ho-ing your way through the Holidays … and Beyond!


People always seem to freeze up and look petrified when, in my role as their Career Coach, I remind them that the holiday season is the best time of year for networking.  The reason behind this deer in the headlights response is because it seems to trigger that old and horribly awkward, asking for a job misconception around networking. 

This usually occurs innocently enough when the erstwhile networker launches into what they think is the key question of networking:  Do you know of any job openings?

Most don’t realize this is the LAST thing you want to ask at any seasonal do!

You may be scratching your head now, wondering what planet I’m from.  But, just for a second, twist the situation on its ear.    

Put yourself in the potential contact’s shoes. 

At your job -- or when you were in one -- and people asked you about jobs in your company, did you know enough about that area to give a helpful answer? 

Typically, your answer will be no, unless you’re in Human Resources or in a small enough company where the managers and staff get involved in hiring.  (In those situations you’d have hit paydirt!)

It’s not that people are running away from you because they think you’re a needy imposing pariah! It’s because they feel badly because they don’t have anything to help you!

Bottomline:  People like to help!!!  And they are often very happy to tell you about their job and company, so long as they don’t feel pressured to try and find you a job.

Phew… so now does it make more sense why so many people resist networking? 

Which leads me to the NUMERO UNO thing you need to change to get better job-finding results through networking:

Forget about job searching and focus on INFORMATION GATHERING instead.

Mentally put on a DIFFERENT HAT:  Imagine you’re an Investigative Reporter or a CSI guy/gal looking for and then following up on leads and clues!  Whichever floats your boat.

This is the most important distinction you can make when launching a conversation over the canap├ęs.

Sure, it requires a bit of pre-planning and likely a shift in your typical conversational style but here are 4 great questions to get you started (after a brief rapport-building chitchat – you know, the stuff you usually talk about before you shuffle off to find another target because the first conversation died as soon as you mentioned you were looking for work!  The old standbys like the weather, the food you’re eating, your kids or the most publicized football/hockey/ soccer game!):

Ideally, go with the flow:  Let part of the natural conversation spark the most relevant segue into one of these.  Then try to finesse it somewhat as you start to gain momentum.

1)   Your stance:  during a natural break in the conversation, when you’re leaning over, to spear another meatball or lift another drink from the passing tray…

a.    Question 1 (casually):  So …(pause and munch/sip) … what kind of work do you do?

NOTE: in this day and age when far too many people are unemployed, one must be careful here, because if your target is also looking for work, you will need to switch tracks and launch into a potentially great sharing conversation where you may be able to get leads from each other (ie. your current network/knowledge may be able to help him and vice versa).

2)   Your stance: Above all, be naturally curious about this person.  Let that curiosity lead your questions but also comment appreciatively or with interest to whatever your contact is sharing with you… even if you have no idea right now whether or not this information will ever prove useful.
a.    Question 2:  Sounds like an interesting line of work.  (And, if they haven’t already mentioned it yet)…  Where do you work? (and, if you’ve never heard of them before and the contact’s stated job doesn’t tell you implicitly: What do they do?)
3)   How long have you been there?
4)   Is it a good company to work for?  If so, or if not, why? 

Once you have an idea whether this is a company you might be interested in learning more about, you can take the questioning to the next level?

You can go in two directions at this point:

A)   Your stance:  on hearing that the company sounds like it does hire people with your skills, or is an industry you have been wanting to explore for a career change, you can start to deepen your questions into more leading directions, continuing to gauge the receptivity of this person by asking:

5)   What kind of people/skills does your company need? (You might also ask how big they are: how many people work there?  Medium to large companies are more likely to have many departments and, ergo, more potential job openings!  Plus more variety in jobs.)
6)   Do they ever need people with (list your top 3 skills based on what you’re now hearing are potential matches to the needs of this organization)?
7)   They sound like a good company to work for!  (If they do!!!)  Is there anyone you know internally who might be available to give me an informational interview, maybe someone in the relevant department (specific area you’ve determined could relate most to your skills) or the HR department (for more general information source)?

Or…

B)   You’re not hearing anything that really resonates with you, so you can double back to the weather, food or sports discussion again then, fairly soon after, extricate yourself and move on to another likely candidate.  No harm, no foul!

Okay, so when there does seem to be a potential opportunity there to dig into and learn more…then what?

Asking advice can be the next major step to facilitating that all important 2nd conversation, which I recommend takes place at a neutral time far far away from the cocktail party:  the follow up, more formal information interview that this new contact will hopefully help you arrange. 

FINAL MOVE:  at the end of your initial holiday party confab (especially if they’ve agreed to broker a meeting for you with their company somewhere down the line), make sure you get their business card or jot down their particulars/contact info in a notepad/phone memo if they don’t have one.  Always make a couple of identifying notes on the back of the card so you can recall something unique about the person that will help you engage with them again in either your follow up email or meeting.

Which brings me to the … POST PARTY ACTIONS:

Always, always, always… follow up within a few days or weeks with the person you met; reminding them of where you chatted with them and what you talked about.  You can do this through LinkedIn if you can find them there.  And since it’s always nice to offer them some recompense for their time, inviting them for coffee (or lunch) is a great way to start developing the relationship.

Remember:  Don’t expect instant results! 

Sure it can happen, but it’s really more like a lottery win when you land a job after just one meeting. 

Keep the faith!  Your new connection may not bear fruit for weeks, months or even years down the road.  Or they could also introduce you to a contact who opens your next new job door.  You can never really know but the closer you can get to people who can help you get closer to jobs or companies you recognize as being on your top 20 list, the better your chances of landing a position you’re really excited about.

FRIENDS FIRST:  If any of this scares you or makes you worry about imposing on strangers, practice first on people you know.  Very few of us truly know what our friends and families do at work or what their companies are all about. 

Most people are happy to be asked about their job and what they do. And, if you take that tack instead of asking if they know any jobs at their company, you’re likely to get a whole lot better traction. 

Proviso:  each of these questions and scenarios are only loose approximations of what can happen and above all else you need to stay light on your feet to flow with the conversation’s natural momentum.  Remember Rome wasn’t built in a day and the same goes for networking in any capacity.  The more you practice it – just like the equally dreaded public speaking – the better you’ll get at it and the more natural you’ll appear to others.

FINAL PEP TALK!

Don’t burn yourself out:  try not to spend any more than 15-20 minutes with a possible contact at any one event.  And try to meet 3 new people, then take a break and go talk to someone you know; then do 3 more and call it a night!

Your Ultimate Goal:  get closer to the Hidden Job Market – where experts still say anywhere from 60-70% of jobs are found – is still primarily accomplished only by one-on-one networking.

 And what’s the secret to that:  Talking to people.  That’s it!  The key secret to finding more and better job opportunities -- and not just while you’re out of a job, either!  But that’s a whole other blog article!

Possible stumbling blocks:   when your target turns the tables on you and asks about your job, only you’re unemployed.  Is the jig up?  Will they, realizing your true job-seeking intent, scurry off to the powder room, leaving you embarrassed and ashamed?

NO!  You can handle this!  Be honest and deftly sidestep it or rejig it into something more upbeat.  You could say you’re looking at making a career change or you’re taking some time off to research your options – hence your interest in his/her work.  Or you can distract with some volunteer activities you may be doing and find a way to turn the conversation around to skills you are using or want to use more!  This is a great opportunity to throw the questions back at them and ask their advice about how they took what they’re doing and shifted into something else? 

If you’re currently seeking a career change or readjustment, you can definitely tell them what you are looking for (again, keep it brief – this is where a 60 Second Sell that you’ve prepared ahead of time – and which you can adjust on the spot, if possible, for relevance to your new contact’s organization -- comes in handy).

In case you are planning to meet them again -- as you should be at this point, otherwise why are you still talking to them?  -- never say you’re working if you’re not.  It will likely come out at some point, or they may check up on your LinkedIn profile and see you were fibbing, then they may question your honesty.  But it’s not lying, even if you are up to your armpits in job searching, to say you’re taking some time to explore some new career options and find a really great fit for yourself. 

Everyone can identify with that.  I know, I hear it every day and more often than not from people who are currently working!

Tuesday, 16 April 2013

The Much Maligned Cover Letter – to write or not to write?

I read a lot of career pundits every week and many claim the cover letter is dead.   

I emphatically disagree!

The cover letter has been my best friend when it came to getting to not so certain interviews and I know, for a fact, that my ability to write a persuasive, descriptive and requirements-aligned letter (sometimes 2 pages long – I like to break the rules!) has won me interviews for jobs which I may have had no business getting, but I was able to ‘pitch my case’ as to why I was a good fit for the job.

For a Career Change job they are ESSENTIAL!  And, for a regular “I can do this job with my hands tied behind my back” posting, they are still a very wise move to make.

THE BIG PROBLEM WITH COVER LETTERS:

Most employers don’t read them! 

Why?  Because they don’t say anything new about you.  Most are just a blah blah rehash of the resume and BOTTOMLINE:  for busy HR and Recruiter types, they’re just not worth the time to read them.   

So, here are 4 distinctive ways YOU can make your cover letter worth reading…

1)      THINK LIKE AN EMPLOYER!   If you were reading that cover letter, what would impress YOU about that person?  What would make you want to hire them?  One of the biggest complaints about cover letters is that applicants often use the space to tell the employer how the job will enhance their careers. 

·         REALITY CHECK:  The employer doesn’t really care about your career.  They might, once they know you and have worked with you for a while, but this is a huge turn-off for most employers and can often get your whole application quickly deposited into the dreaded 3rd pile of applications (also known as the round file!).

2)      PERSONALIZE IT!  What differentiates my cover letter approach from others is that I make it PERSONAL.  I spell out why I’m a great fit for their job and I use examples that are directly aligned to the job requirements.

·         Use examples that DEMONSTRATE TRAITS & QUALITIES THEY ARE LOOKING FOR!  Even some they may not have realized they needed!

Here are a couple of sample excerpts from a few I’ve written:

This was for a client (she got the interview):

“Hopefully, both my resume and cover letter will demonstrate that I have often stepped beyond assigned roles to fill gaps and needs whenever necessary.  I’ve also developed financial and other counselling acumen on the job, by consistently volunteering to assist personnel (and occasionally their families) from all ages/backgrounds with issues requiring both research and the development of in-depth knowledge on various key subjects.  Over time, I have become recognized as the local Subject Matter Expert and go-to person for any concerns/questions related to pensions, financial and budget planning, severance pay and numerous other related topics.  Interestingly, one of my previous EMPLOYER’s ORGANIZATION NAME financial counsellors, CONTACT NAME, even used to call me for information on the NAME OF process and policies.”

And one of my own (I got the interview):

“I feel so many people have amazing transferrable skills, and yet they have no idea how to coherently describe that transferability either through personal networking or via their resume.  This is one of the specialties I bring to the table which could be a great asset for your clients and I would be happy to send you a few samples, if you are interested.  The way I write resumes with clients has proven to be very helpful in that it 1) helps the client prepare for job interviews, especially if a career change or various career options are involved, 2) builds the client’s self esteem and confidence as they learn how to promote themselves more effectively and 3) learn how to retool/adjust their own resumes for future opportunities/changes.”

3)      READ BETWEEN THE LINES:  Do your homework!  Analyze the job posting – think about what it takes to do the job and then write something that aligns seamlessly to that need. 

o   You can use a few bulleted Accomplishment Statements in your cover letter. 

o   You can use great quotes about you that others have written from your Personnel Evaluations or from people you have asked for Testimonials.  Keep them short but also long enough to showcase something that stands out about you.  Something that other employers would be interested to know about. 

·         Research the company/organization on the internet (dig in and look at ALL the pages, not just the homepage; check out their mission and values statements) and through any other means available then “SHOW” them -- through relevant examples --  why you would be a fantastic addition to their organization.  

·         Use LinkedIn to research the company and see if you have any connections to an insider.  Then reach out and ask for an information interview with that person!

4)      SELL YOU!  (this is your chance to have one more page to sell yourself for the specific job … make good use of it!)

·         Not in some smarmy salesy way but in a real and authentic way.  Figure out what about the job makes you excited or intrigued and “pitch” to that.  If you feel excited about an aspect of the job it will translate into your writing.

·         This is also a good place to SHARE your PERSONAL PHILOSOPHIES & BELIEFS about what you do and how you  do it.

Here’s another example from my personal stockpile.  I often use the cover letter to “explain” why I’m applying to a job that isn’t an obvious fit from my resume (Again, I got the interview – one of 10 out of 100 applicants).  I’m convinced this is an essential piece when seeking a minor or major CAREER CHANGE. 

So, you might ask: if you’re doing this kind of work, which you obviously enjoy, why would you want to switch gears to sell pet food?  Well, as someone who is interested in working more with my own gifts and loves, I have been hoping to find a way in which I might work more closely with animals and animal health.  Victoria – and BC, in general –is extremely pet-friendly. We have tons of off-leash parks, pet events and rescue organizations.  In other words, we LOVE our pets here and spend lots of money keeping them healthy and happy.  Just last week, our rescue group, NAME, met with our local SPCA to discuss partnering to bring in even more dogs from the US.  We want to help with the huge foreclosure problem in the States and we have many more homes wanting small-medium sized dogs than we actually have dogs for.”

FINALLY, to sum up:  Imagine your cover letter is the back cover blurb on a book about you!

If you read it, would you buy it?   

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Interested in writing a kick-ass Cover Letter, I can help!  www.resumecoach.ca