I have some time to prepare for my career change. I am okay in the job I have and can afford to take some time to do it right in making a change. What do you suggest?

The best advice that I can give you comes from another coach. As a career coach and outplacement professional for the past 15 years, he has a direct line to the pulse of the workplace. Following is his wisdom for jobseekers in today's market.

The Top 10 Smart Things Job-Seekers Do by Temple Porter, CMC

Many current jobhunters use a map to a territory that disappeared decades ago. Smart jobseekers know that the landscape of the U.S. workplace has changed dramatically, and they alter their approaches to fit the new realities. As a career coach and outplacement professional for the past 15 years, let me share with you those things that I see the smart and successful job-seekers do.

1. They develop the information necessary to confirm that the job they're after meets their interests, skills, motivational needs, and environmental preferences.

There are plenty of career counselors around with career assessments which they are qualified to administer and interpret. They will help you apply the results to your career search.

2. They create a solid career goal that serves as a guidepost for them and as the "objective" line on their resume.

A solid goal has four parts: 1) the role you want to play; 2) the level at which you want to play it; 3) the type of organization you want to work in; and 4) geographic preference (if that's important to you). The written statement becomes your "30-second elevator speech" as well. It lets others know what you want and it helps you stay focused. Example: "I want to contribute to the increased profitability of a small software developer in the Southwestern U.S. by providing leadership in product packaging and
distribution."

3. They go about the complex business of networking as a way of GIVING, not simply getting.

Job-finding has always been a matter of who knows whom. Networking is a way of meeting people who should know you if you are ever to be in a position of learning about open jobs before they get advertised. If you are frank with yourself, then you will have many compelling questions to ask of those people, the answers to which will provide you guidance as you continue your search. For everybody new you meet, ask yourself: "What can I do for this individual?"

Whatever it is, try to fulfill it. And NEVER carry resumes on networking calls!

4. They send a "thank you" note within 24 hours of meeting with a
new person.

Take it as a standard condition of the American psyche that everyone feels underappreciated. That being so, everybody likes and remembers expressions of gratitude--especially written ones.

Include in your note a reference to those particular suggestions or nuggets of wisdom the individual shared with you that you found useful.

5. They make a list of 100 organizations that they'd like to work
for.

These are organizations that your research tells you meet your criteria. Their criteria may include 1) SIC (Standard Industrial Classification Code)--available from many different reference works at your local library; 2) annual revenues--available from Standard & Poor's or from Moody's Index; 3) number of employees--from the same sources; 4) markets served by the organization. Information about the company's origins, internal culture, long-term stock performance, social conscience and environmental sensitivity can be gotten from Hoover's Index.


6. After two months of intense networking, they send a "direct interest" letter (or e-mail) to their likely boss in the "100 list" that they haven't been able to network to.

The letter should answer the five things a decision-maker must know if they are to be compelled to pick up the phone and call you (assuming they have an appropriate open spot--this IS a numbers game, after all): 1) what, specifically, you want to do; 2) what outstanding achievement from your past clearly qualifies you to take on the role they're after; 3) why you're available; 4) how much it's going to cost to get you; and 5) where you can be reached (phone/fax/e-mail). That's it. Don't include a threat to
call the decision-maker; if there's interest, the decision-maker will make
the call to you.

7. They spend no more than 20 percent of their resources (including time) with published help-wanted ads and recruiters.

That equates to one day in a five-day week. They know that ads account for no more than 10 percent of the actual openings in the U.S. workplace, and recruiters (including top-tier headhunters) hold another 10 percent. The other four days (80 percent) are spent meeting face-to-face with decision-makers and others in a position to help them meet decision-makers.

8. They assume that they will learn of their next job without the aid of a resume.

This being said, you should still have a solid, convincing resume oriented to what value you can contribute in the future. As a general rule, the more resumes you use in your job search, the longer that search will be. Realize that when you get in the "resume-blitz" frenzy, your marketing position is roughly that of a snowflake in a blizzard.

9. When interviewing for a job that looks like a strong possibility,
they have challenging questions for their next boss.

For a list of these questions, check out Temple's Web site: www.coachme124.com .

10. They're as picky with the Internet job postings they see as they
are with newspaper ads.

First, ask yourself this real? Is this current? Does this meet my stated criteria? How can I become known in that organization through networking rather than answering this ad? (Remember: you're always stronger in person than as a piece of paper.)

11. From Patricia: In your job search and interview process, remember the importance of respecting your prospective employer.

Employers network with each other, owner to owner, HR professional to HR professional. Consider what you want the "word" about you to be in that network!

Recently one of my clients told me the employer horror story of interviewing (twice) a well-qualified job candidate, and then making a written offer of the job, including all of the benefits that the application requested. The candidate said she needed some time to think about it. After a week, when the candidate did not call back, the employer called - only to find out the candidate decided she wasn't going to take a job after all! The client told me of frustration and anger about being "strung along" and now needing to start the process all over again. In a large company, the impact of this would not have been quite as devastating. In a small office, this situation is costly on many levels. This employer will always remember this job candidate - and not in a friendly light.

Make sure your impression, whether networking or interviewing, accepting or declining a job offer, is always one of honesty, integrity and timely, direct communication. That will make you a hot commodity, all the time!

Top Ten List by Temple Porter, Certified Management Consultant (CMC), and long-standing member of the National Employment Counseling Association, who can be reached at Temple@coachme123.com, or visited on the Web at www.coachme123.com