Myths about job hunting in a recession

Another worthwhile read I came across this morning that was worth sharing about job hunting during a down economy. Article is from payscale.com, written by Cherie Berkley. Enjoy!
Just when you thought the job market couldn't get worse, there is more news about company pink slips, hiring freezes, and benefit slashes. If you are one of the thousands tasked to find a job in these dire economic times, all is not lost. Hopefully, you can move more quickly from the unemployment line to a job offer once you get past these six common myths about job-hunting during a recession.

Myth 1: No one is hiring. Layoffs are coming in every direction, but some employers -- even those laying off workers -- are still hiring. Companies often eliminate full-time employees with budget-busting benefits only to replace them with contractors or consultants to save costs. Additionally, "green" jobs, and health care jobs are among those still actively populating want ads. And, the pay is respectable. For instance, Payscale.com shows the median annual salary of an environmental engineer with 3-5 years experience is $60,672.

Myth 2: The Internet is the best place to find jobs. The Internet is an efficient way to survey jobs among many companies, but personal interaction is still key to job search success. Truth is, employers are bombarded with thousands of resumes from the Internet -- especially in a recession. Therefore, the chance that your new boss will choose your resume out of a pile of prospects is slimmer than ever. Instead, focus on finding a position, apply for it, and then do some research and connect personally with a hiring manager in the company to follow-up. Social networking sites, such as LinkedIn, also offer a great way to connect with targeted employees on your company dream list. These connections are golden because they can give you insider info about unpublished positions and help you sail past HR "blockers." Personal recommendations go much farther in landing a job than random resumes.

Myth 3: Searching companies in hiring freezes is a waste of time. Like many situations in life, hiring freezes are not absolute. Savvy networking, the right face-to-face meeting, and the ability to sell skills critical to the prospective company can be the perfect formula for lighting a fire under an employer in a hiring freeze. Behind closed doors, hiring managers are told to make exceptions for spectacular candidates that can show them the money, especially in a recession when every dollar counts.

Myth 4: Expect a salary cut. In hard times, companies value astute problem-solvers more than ever. While employers may trim the fat elsewhere, there is always room in the budget for top-tier talent. However, during a competitive job market, there is a bigger burden to prove you are worth a higher salary, says John Challenger, CEO of Challenger, Gray & Christmas. Ultimately, companies want their talent investments to pay off -- and stick around. "If an employer goes to the expense, time, and effort to find a qualified candidate, it wants the person to stay, " Challenger adds. The last thing an employer wants is for a prized candidate to temporarily accept a lower salary than her previous salary and say "hasta la vista" once the job market recovers.

Myth 5: Companies are not interested in hiring people over age 55. There are several reasons Challenger, Gray & Christmas disputes the adage that older employees are unemployable. In a struggling economy, employers value seasoned workers' shorter learning curves (aka: less money invested in employee training) and their ability to do the work of several younger, less-seasoned workers. Separately, like a fine wine, experienced employees who are surgeons, accountants, attorneys, engineers, and IT professionals get better with time. Clients gravitate to more experienced employees in these professions. This adds up to more cha-ching for employers.

Myth 6: Experience and advanced degrees guarantee a job. While experience and education have their plusses, they aren't guarantees to landing a job. In a deep recession, experienced and degreed people come a dime a dozen. "It is very important to sell your world experience, your concrete accomplishments, and expertise; things that make an impact on the company rather than just your knowledge," Challenger says. Research what skills the employer values most in order to tailor your sales pitch accordingly, Challenger adds. And, because the market is so tight, though you are experienced, someone with more experience is likely applying for the same job. Take time to create your brand image and sell, sell, sell!

Recruiters Biggest Pet Peeves

An interesting and timely article on recruiters pet peeves from yahoo.com. I can personally say that with the huge influx of resumes that I am receiving now with the poor economy and os mnay out of work that I have seen many of these items listed below occur much more frequently with many of the job seekers I talk to! Enjoy!

The Recruiter Roundtable is a recurring feature that collects career and job-seeking advice from a group of recruiting experts throughout the United States. The question we put before our panel this month is:

What is your biggest pet peeve about job seekers today?

The Price of 'Perfection'
My biggest pet peeve is perfect candidates. They only had successes, are perfect and can't see any improvement to make on themselves -- except maybe to "work a little less." People who are too insecure to admit their shortcomings or even their mistakes make me feel that they lack good emotional intelligence. In all the reference checks we reviewed at Checkster, none were 100% positive, so be realistic. If not, you will be seen as either not daring enough to perform difficult things, or stuck in a myopic belief that you are perfect. -- Yves Lermusi, CEO, Checkster

Clueless Candidates
As a recruiter, there have been countless times when job seekers have asked, "What position is this for?" Job seekers shouldn't just apply to any job. They need to spend their time effectively finding jobs that are a match for their skills and interest. -- Nga Nguyen, Technology & Operations Group Recruiter at Wells Fargo

Short-Cut Introductions
With more people looking for work in today's economy, I've been seeing an increase in what I call "lazy introductions" come across my desk. It goes something like this: "I'm writing you to introduce myself. I live in New York and I'm looking for a job," and in the signature is a link to a LinkedIn profile or possibly a resume. A brief introduction should come with a background, highlights, and reason for connecting. A job search is a job in itself and requires some personalization and effort for each and every introduction. -- Lindsay Olson, partner, Paradigm Staffing

Can't Connect the Dots?
My biggest pet peeve is receiving resumes or applications that describe background and work experience wholly unrelated to the position being applied for. Also there is either no supporting material or a generic cover letter that fails to connect the dots between what's on the application and what's in the posted job listing. -- Noah Apodaca, lead recruiter for staff at the University of California, Irvine

Don't Go Generic
Job seekers hurt their own cause when they don't focus on specific ways they can help potential employers and instead simply mass distribute their resume. Individuals need to show hiring managers what they can do for the organization, not the reverse. Thoroughly research companies where you want to apply, customize your resume and cover letter for each opportunity, and in your communications with employers highlight your accomplishments and skills that demonstrate how you can positively impact the firm's bottom line.