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6 Crazy Job Search Tactics

Taking a non-traditional approach to a job search can be a good thing.

Take the case of Alec Brownstein, an advertising professional who found himself looking for a new job last summer. Fed up with the traditional job search, he decided to try an unprecedented tactic.

Banking on the fact that "everyone Googles themselves," he bought sponsored links attached to the names of top-advertising directors. So, when the directors Googled themselves, Brownstein's ads would appear at the top of the results page. The ads reportedly said "Hey, [creative director's name]: Goooogling [sic] yourself is a lot of fun. Hiring me is fun, too" -- and then provided a link to Bronstein's website. A few months (and only six dollars) later, Brownstein was employed by top-advertising firm Young & Rubicam.

But, for every unconventional job search strategy that works, there is another that not only doesn't lead to a job, but is just downright ridiculous. Below, job seekers and hiring managers tell us about the strangest job search tactics they've come across.

1. "One of my clients received the following advice from a previous career coach: Never send a résumé when applying for a job, even when it is requested in the advertisement. Just send a pitch letter requesting a meeting with a company executive." -- Lavie Margolin, job search advisor,

Lion Cub Job Search

2. "I think this may be the craziest one I have ever heard. When I was looking for my first full time job, a friend's then-girlfriend (now ex-wife) told me, quite seriously, that I could assure myself a job by participating in a magical ritual involving crystals and mystical incantations. I asked her if I needed to sacrifice a chicken as well and she was offended explaining that it was not the correct type of 'Magick' [sic]." -- Eli Lehrer, national director, Center on Finance, Insurance and Real Estate, The Heartland Institute

3. "I think the worst advice I ever saw was in a LinkedIn group. Someone suggested that, in order to be able to get a chance to speak to someone at the recruiting company, you should [mail] a cover letter saying you have enclosed your CV -- but don't enclose the CV, and leave the envelope open so that it looks like it fell out in the post. The logic was that they'd then call you up to let you know, and you could have a dialogue. I personally would just think 'That person can't even seal an envelope, I wouldn't want to recruit them.'" -- Antony, marketing manager

4. "I have gotten some strange advice in my day -- one of the milder ones was to tape a plastic spoon to my CV and write on it (the letter), 'Need to eat.' But the one that takes the cake is to stand at a busy intersection in the upper-west part of midtown Manhattan wearing one of those sandwich boards -- a bulletin board that you wear, full body length -- over a nice suit that reads something like, 'Will write for food' or some variation therein. I am reaching the point where I am even considering it, though I'd request a full-time position rather than food because I fear that some employers might take me up on the offer: Write a story, get a sandwich!" -- Ed Lieber, freelance editor/writer

5. "I used to know someone who would comb the obituary section of the New York Times for job openings" -- Paul Solomon, Solo Management

6. "The absolute most-crazy search advice that I have heard has been typically coming from supposed job search gurus and career coaches who advise job seekers to pare down their universe of job prospects to focus only on the most promising ones. As someone who has looked at hundreds of thousands of sales prospects that I have generated for my sales teams over the past decades, I can state with conviction that it is impossible to tell which prospects are the best, which might lead to other prospects that are good and which are not worth wasting one's time on at an early stage in the process. By following the crazy advice that I have just described, a job candidate is really blowing his or her chances to get the best job that s/he can.

My advice to job seekers in 2010 is the same as my advice is to salespeople just starting out in a tough market: you need to increase the 'two Qs' of your efforts to increase results: quantity and quality. Basically, you must increase the quantity of prospects that you are working on (i.e., the number of job opportunities) and you must increase the quality of your effort on these prospects (e.g,., have a custom strategy to differentiate yourself for each opportunity, stay in contact more frequently, have better planned contacts, etc.). Ultimately, you must work harder and work smarter to achieve your goals in tough times." -- JR Rodrigues , co-founder, JRBM Software

By Kaitlin Madden writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Follow @CBForJobSeekers on Twitter.

I'm Experiencing Job-Search Burnout - How to handle the frustration of a long-term job hunt

If life were a movie and you had just been laid off, you would buy a one-way ticket to some serene location and spend weeks or even months relaxing. You would unwind and examine your personal goals and return when you want. You might spend your days eating, praying and loving.

For most of us, getting laid off or quitting a job is immediately followed by a fast-paced job hunt. Even workers who are fortunate enough to have savings accounts to live off of for a while don't have enough money to pretend like unemployment is a vacation. Instead, most jobs seekers attack their job searches aggressively and don't relent until they hear the words, "We'd like to offer you the position."

The problem with such a steadfast approach is that you can grow frustrated quickly. After a few weeks of constantly browsing job postings, writing cover letters, sending them off, and repeating, your don't have the energy to keep going. You can't stop, however, because you do need a job. So how do you avoid getting burnt out? And if you realize you're in the midst of a job-search burnout, how should you get over it?

We asked people who have been there themselves or who have helped others get through it. Here's how they suggest job seekers handle burnout:

"Rejection is humbling and much of our self-worth has been defined by our income. To avoid burnout:

· Date your next job application and interview. See it as distinct and different from all the rest, a new opportunity. You only need one job success.

· Keep up energy levels with exercise. You will shed stress and release endorphins. Your focus will improve.

· Socialize with friends and talk about other things. Have fun and laugh!

· Learn from failed interviews to tweak your resume, presentation and skills. Hone up on what you are lacking."

- Debbie Mandel, author of "Addicted to Stress"

"Burnout is subtle, and can strike at lots of stages of the job hunt. Here are a few ways I advise my clients to avoid that low down burnout experience:

1. Regard your job hunt as a job and organize your job hunt day like any other business. Set a goal of the number of calls you'll make, and resumes you'll send out each day, and be sure to reach that.

2. Create a job hunt team or group with whom you keep in contact on a regular basis. This can help in many ways to give encouragement, and even job leads.

3. Make sure to network through alumni, colleagues, professional associations, online groups, and even relative and friends.

4. Be sure to maintain a routine of physical fitness and exercise. At least a brisk walk every day can supply exercise and sunshine necessary to keep your mood elevated.

5. Get up, get dressed and go to your office every day, just like you would if you were employed. "

- Sandra Lamb, career, lifestyle and etiquette expert

"I always say you get more than you give with volunteering and job seekers definitely do. This is a great way to keep your skills sharp (think teamwork, client relations, fundraising, etc) and your mind energized. I have to remind all job seekers that volunteering is a fun and easy way to network which makes it a win-win-win. You're networking, helping out an organization and avoiding burn-out."

- Adriana Llames, author of "Career Sudoku: 9 Ways to Win the Job Search Game"

"I've been looking for a job since about February or March. I just landed a part-time, telecommuting job, and as busy as I've been I know I'm not as fast or productive as I once was because of how long it took me to find a job. I was sending our résumés, interviewing, networking, applying online to the high heavens. Sitting at home while everyone else was finding a job I started feeling unproductive, and, frankly, like a loser. But things are looking up, and to anyone who starts to feel the same way I did, I'd tell them to just pull through it. Sometimes just taking a walk or a day at the park can help your mood a lot."

- Akua Harris

"There are several things we suggest when a person has stayed active in a job search, and nothing seems to be happening:

1. Take a few days off: Think of something you enjoy doing that doesn't cost any money and go and enjoy. Sometimes just a few days off is enough to refresh a person.

2. Get physical: When a person exercises for at least 20 minutes, endorphins are released that make the person feel good. Exercise several times in a day if possible. If [you are] a runner, then run for 30 minutes longer than usual. Do something physical -- paint a room, wash the car, clean the garage. Then energy can return.

3. Our experience is people get burned out when all they are doing is answering want ads or Internet listings. We project a 2-4 percent response on mailing out résumés or following up on Internet postings -- that's not a very good response. Instead, we ask our job-seeking clients to take a more pro-active approach: Contact the decision-maker (usually the person who supervises the position, not HR) and ask what the job involves and be ready to talk about one's experiences and accomplishment, [and] research the organization to see if it's one a person would like to work in. Continue researching the position; if you want the job contact the decision-maker again and say, "I've thought a lot about what we've talked about, and what you need doing involves some of the things I do best -- and I want to be your top candidate." (You don't want to be anything other than their top candidate, do you?) Ask the decision-maker what you can bring to her or him to help the person make a decision. And then do it."

- Richard S. Deems, co-author of "Make Job Loss Work For You," with Terri A. Deems

By Anthony Balderrama writer and blogger for CareerBuilder.com and its job blog, The Work Buzz. He researches and writes about job search strategy, career management, hiring trends and workplace issues.

How to Not Take the Job Rejection Personally

Whether it's a call from an interviewer saying that the company decided to go with a different candidate or a mass e-mail notifying all applicants that the position they applied for has been filled, rejection is difficult to stomach. And while you know that countless others are facing this same scenario, sometimes it is hard not to feel that maybe it isn't the economy but something inherent about you that's keeping job offers from happening. Here, experts share three strategies on how to stop taking job rejection personally.

1. Don't wallow alone

"When members receive a rejection, the first thing we recommend is that they call their mentor or member of choice who can give them support," says Valentina Janek, president of the Long Island Breakfast Club -- a support group of job seekers. "Secondly, on that very day, we recommend the individual dust himself off, get dressed and go do something positive and enjoyable. The worst thing is to be alone and internalize the rejection."

Speaking with others who have experienced the frustration of trying to find a job can help put things into perspective, especially for the long-term unemployed. While it still isn't fun to have to pound the pavement again, fellow job seekers can act as motivators, point out your positive attributes and assist you in figuring out your next step.

2. Clear your head of personal attacks

After receiving a rejection, your brain may become loaded with negative messages about your employability. Instead of letting these thoughts destroy your confidence, try to replace them with other possible reasons why somebody else was hired.

"It is important to understand that sometimes employers make decisions based on factors or traits that are out of a candidate's control," says Brenda Fabian, director of the center for career services at Susquehanna University in Selinsgrove, Pa. "An employer might choose to hire a candidate based on a recommendation from a colleague, an advantage you simply didn't have. An employer may be more drawn to another candidate because that candidate is from the same geographic area. Recognize that the timing simply may not have been right and that future opportunities could be available with that same employer."

3. Take action

The sting from rejection and those feelings of personal doubt will disappear much faster if the ultimate goal of finding a position is met. Thus, it pays to focus on revitalizing your job search and finding ways to boost confidence.

"Job seekers can separate the personal from the professional by empowering themselves so as not to feel like they are not getting the job because of personal shortcomings," says Lizandra Vega, author of "The Image of Success: Make a Great Impression and Land the Job You Want" and co-founder of Perennial Resources International, a New York City-based boutique search firm.

Some ways people might try to gain greater control over their situation include:

Exercising and eating healthy to look and feel their best.

Countering the perception that "nobody is even looking at me" by participating in job fairs and other networking opportunities involving face-time.

Taking classes to freshen up an application or to get rid of self-perceived educational gaps.

Trying a new job-search method or tactic. (Vega suggests considering a video résumé where potential employers can see and hear you.)

Volunteering, consulting or doing temp work to sharpen skills and meet new people.

The bottom line is that if you don't believe you are worthy of a job, employers won't either. It is critical to shake off feelings of personal inadequacy as quickly as possible by doing whatever is necessary to boost self-confidence, for when you feel good about the package you bring to an employer's table, rejection feels less personal and more like just a common (though unpleasant) part of searching for a job.

By Beth Braccio Hering who researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CBForJobSeekers on Twitter.

10 Things Smart Job Seekers Do

What separates the smart job seeker from others looking for employment? Oftentimes, it is one of these 10 things:

1. They realize a potential job lead could be anywhere.

Smart job seekers aren't afraid to mention occupational aspirations to their book club, their parents' friends or their dentist. (One never knows whose golf partner might be the ticket to getting a foot in the door.) Caroline Ceniza-Levine, a partner at SixFigureStart -- a career coaching firm in New York City comprised of former Fortune 500 recruiters -- recommends putting your LinkedIn public profile hyperlink in your automatic e-mail signature. "This is an elegant way to attach your résumé to every correspondence you send. Even friends who think they know you may click through to your profile, learn more about you and perhaps think of you for a job or lead that they might have overlooked."

2. They surf job boards for more than just open positions.

Ceniza-Levine calls job boards "goldmines" for research. "You might see companies you didn't know before -- add these to your list of targets. You might see the same requirements again and again -- this indicates a standard for the job you want, so incorporate these items into your pitch and cover letters."

3. They put adequate time and effort into their applications.

"Spend time to make your résumé the best possible written advertisement of you," says Lisa Quast, author of "Your Career, Your Way!" and founder of Career Woman Inc., a Seattle-based career development consulting company. "Analyze the job requirements against your own skills and abilities, and customize your cover letter."

Obviously, all correspondence should be free of errors and typos. And before sending off the application packet, look at the job posting one last time to ensure all desired material is included.

4. They do their homework.

It seems logical to smart applicants to know something about potential employers. From Googling a company to checking out its financial statements, they learn what they can -- and use the info to enhance their correspondence.

5. They know employers do their homework, too.

"According to [a 2010] Coremetrics [study], 75 percent of companies require recruiters to research job applicants online, so you'll want to be sure you know what they'll find," states Sherrie Madia, co-author of "The Online Job Search Survival Guide." Besides thinking twice about what you choose to post, she suggests doing a Google search on your name. If you find something undesirable, try to have it removed.

6. They make their value known quickly.

"An employer gives each résumé about a three-second window of time before he decides to either 'delete' or read further," says Patrice Rice, author of "How to Interview" and president of the recruiting firm Patrice & Associates in Dunkirk, Md. A smart applicant answers the "What can you do for me?" question right off the bat with a summary of strongest accomplishments at the résumé's top.

7. They look and act like a professional.

Simple but effective: A smart applicant arrives on time, dresses appropriately, both talks and listens, displays confidence and minds his manners.

8. They show that they want this job.

Smart job seekers are not "tire kickers." They focus on the needs of the employer and demonstrate how they are perfect for this particular position.

"Show enthusiasm during the job interview," says Rice. "Always make certain that the company you're interviewing with feels as if it is your first choice, no matter what other companies are involved in your job search."

9. They don't get ahead of themselves.

As much as she may be dying to know about promotions, raises and vacation time, a smart candidate doesn't jump the gun and tackle these issues during the first interview. She focuses on landing the position, then on whether the package is suitable.

10. They ask for the position, follow up and thank.

"As strange as it sounds, you need to ask for the job," says Catherine Jewell, author of "New Résumé New Career: Get the Job You Want with the Skills and Experience You Already Have." "At the end of the interview, sum up your strengths, tell the interviewer that you are excited about the position and say, 'I would really like to contribute to this company. I am hoping you select me.'"

Then, a smart interviewee keeps his name in the game with a follow-up note reiterating interest and offering thanks -- knowing that a great last impression can seal the deal!

By Beth Braccio Hering who researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CBForJobSeekers on Twitter.

Changes to assessing the genuineness of spousal, common-law or conjugal relationships

Image by swisscan via Flickr

By Bomza Law Group

A significant amendment to section 4 of the Immigration and Refugee Protection Regulations was brought into force on September 30, 2010.
The former regulation 4 provision required two mandatory elements for determining “bad faith” relationships:

relationship is not genuine; and
it was entered into primarily for the purpose of acquiring any status or privilege under the Immigration and Refugee Protection Act.

Both elements had to be met when refusing a sponsorship application under the spousal, common-law or conjugal relationship category and when supporting that decision on appeal.
The amended regulation 4 provision now provides for each of the two “bad faith” tests to stand on its own. The amended regulation reads as follows:
4. (1) For the purposes of these Regulations, a foreign national shall not be considered a spouse, a common-law partner or a conjugal partner of a person if the marriage, common-law partnership or conjugal partnership
(a) was entered into primarily for the purpose of acquiring any status or privilege under the Act; or
(b) is not genuine.
The requirement that only one of the two criteria will need to be present to determine that a relationship is not bona fide lowers the threshold required to be met in order to refuse an application under this category. Moreover, since a hearing before the Immigration Appeal Division (IAD) is considered to be a fresh hearing of the case, the IAD will base its decisions on the law that is presently in force as opposed to the law that was in force at the time of the original decision made by the officer.

Employers say hiring foreign-trained workers has challenges

By Norma Greenaway, Postmedia News

OTTAWA — About half of Canadian employers say their appetite for hiring foreign-trained workers is reduced because of difficulties assessing their abilities, according to an internal survey commissioned by the federal government.
Employers' qualms about hiring workers trained abroad revolved around the challenges of evaluating their education credentials, their language skills and their work experience, the survey said.
It also said interest in hiring foreign workers was lowest among small business owners, who make up the bulk of Canada's employers, and highest among larger companies.
The survey, conducted by Ekos Research Associates in March for Citizenship and Immigration Canada, involved telephone interviews with 519 small, medium and large companies and 15 business organizations.
Speeding recognition of foreign credentials of newcomers has been a major preoccupation for the Conservatives and the in-depth survey suggests they are carefully tracking the mood of business around the subject.
Immigration Minister Jason Kenney acknowledged the uphill nature of getting employers to hire foreign-trained workers Tuesday at an event in Ottawa where he announced the expansion of a program that allows foreigners to work as interns to gain temporary work experience.
The program provided 29 internships within the immigration and human resources departments last year. The number will climb to more than 60 this year, Kenney said, because six more departments and agencies have signed on.
Kenney called the initiative a modest beginning that, he hopes, will send a message to all levels of government and the private sector "to find concrete ways to open doors of opportunity."
The single biggest hurdle immigrants face in getting a good job in their field of expertise is a lack of Canadian work experience, he told reporters.
New Democrat Olivia Chow welcomed expansion of the federal internship program, something the Commons immigration committee had recommended.
But Chow, the party's immigration critic, said it falls far short of what is needed to address the problem of too many highly-educated immigrants ending up jobless or underemployed.
"We need leadership here," she said, dismissing the hiring of 60 interns as "barely a step" forward.
She urged Kenney to adopt the committee's recommendations to provide financial incentives or tax breaks to encourage small and medium-sized businesses to hire workers trained abroad and to ensure more prospective immigrants start the process of getting their credentials as doctors, pharmacists and other specialties recognized before they come to Canada.
Chow said only 10 per cent of immigrants are currently taking advantage of the existing pre-assessment opportunity to start the process before they arrive here.
Liberal MP Justin Trudeau urged the government to devote more money to language programs for immigrants as part of a broader effort to stop the slide in their economic opportunities that has happened over the last decade or so. He said providing financial incentives to encourage small businesses to hire foreign-trained workers would "absolutely" be one of the best ways to assist immigrants, who, Trudeau says, are vital to Canada's future economic health.
"Unless we are serious about addressing the big issues around immigration," he said, "then we're going to be playing catch up when the rest of the world starts fighting over the best and the brightest, as they are going to, because everywhere in the western world birthrates are down."
The internal survey also made clear the government has a major job ahead to convince employers to pay attention to opportunities for hiring foreign-trained workers.
It said more than nine of 10 employers surveyed said they had never heard of the Foreign Credential Referral Office, a vehicle the Harper government created three years ago to help newcomers get their credentials recognized more quickly so they can try to match their skills to jobs.
This week, a fresh spotlight was cast on the struggle immigrants have in finding good jobs with the release of a report that said recent immigrants with a university education had an unemployment rate last year that was four times higher than non-immigrants with the same education level.
The report, prepared by the Community Foundations of Canada, says recent immigrants have been hardest hit by the recession.
The jobless rate for recent immigrants with university education is "disturbing," Kenney said, and illustrates why the government is pushing to speed recognition of foreign credentials and putting more resources into helping newcomers improve their language proficiency.

Government of Canada Launches New Federal Internship for Newcomers Program

OTTAWA, ONTARIO--(Marketwire - Oct. 5, 2010) - Citizenship, Immigration and Multiculturalism Minister Jason Kenney today announced a new program to help newcomers gain valuable Canadian work experience, a significant hurdle for many immigrants.
"Newcomers are key to building a stronger Canada," said Minister Kenney. "The Federal Internship for Newcomers program helps immigrants use their skills in the Canadian labour market as they begin their new lives in Canada."
This program offers newcomers the opportunity to acquire temporary Canadian work experience in fields relevant to their skills and experience. Newcomers can benefit from work placements within the federal government, which facilitates a smoother integration into the Canadian labour market for program participants.
"Our government is committed to helping newcomers succeed," said Diane Finley, Minister of Human Resources and Skills Development. "This program is an example of how we are taking action so that newcomers can maximize their talents and contribute to Canada's long-term economic success."
Over the past two years, Human Resources and Skills Development Canada (HRSDC) and Citizenship and Immigration Canada (CIC) piloted two similar internship initiatives. This year, in addition to CIC and HRSDC, several other federal departments and agencies are taking part in the expanded initiative, including: Health Canada, Agriculture and Agri-Food Canada, the Atlantic Canada Opportunities Agency, Canada Economic Development for Quebec Regions, Natural Resources Canada, and the Canada Border Services Agency. Compared to last year, these additional organizations represent a quadrupling of the number of federal organizations offering opportunities to newcomers. Besides these organizations, a number of other departments and agencies have already confirmed their interest in participating in the program.
Over the past year, CIC and HRSDC were able to extend opportunities to 29 interns. This year, the number has more than doubled, with over 60 interns participating in the fall intake.
In addition to the policy, program and administrative positions offered last year, new internship positions have been added in fields such as finance, translation, communication and science.
The expansion of this program follows up on a recommendation by the Standing Committee on Citizenship and Immigration. In addition to the departments and agencies that are ready to hire interns this fall, many others have expressed interest in a future intake. As the new program gains popularity, it is expected that the numbers will only increase as more federal organizations join the program. CIC and participating departments and agencies are partnering with World University Services Canada, Local Agencies Serving Immigrants, Hire Immigrants Ottawa, and Service Intégration Travail Outaouais to select interns

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