This is not a commentary, but a how-to post. A while ago, I listed several points a jobseeker can display the ability to do more than the job assigned. This list is guaranteed to be quick and dirty:

Do the job well first, before you start looking for opportunity

Avoid all drama, especially when it has nothing to do with you

Don’t make a suggestion, formulate a plan including how to roll it out

Strategize, don’t just offer conjecture

Change and coordinate a process to save time, money, and paper if an opportunity presents itself

Research and test theories, not at the expense of the main job

Talk to permanent co-workers, ask pertinent questions, listen more than talk

Treat others with authority, like those with authority

Finally, be humble, be honest, and only give an opinion when asked. If leadership comes to you naturally, then follow your heart.

Although the job search is responsibility of the job seeker, the temp worker, and the recent graduate, it is a team effort.

It is a family affair.

It takes a trusted inner circle of the job seeker to successfully compete for a job. The job seeker must draft the people who will be the greatest source of encouragement. The inner circle must have the job seeker's best interest at heart.

The easy part of choosing a team is the decision to include everyone. Family will play a part of your success.

The hard part is that everyone is not qualified to give great advice. People will offer advice that lacks value.

Here are some key characteristics that comprises a great team. Each member should have each of these traits:

1. Honesty
2. Maturity
3. Logical
4. Positive
5. Good judgment

Some critics of collaboration state that there would be too many cooks in the kitchen. However, not all the cooks have to make or bake the same thing. As a part of this team, everyone has a role and an area of ability. You list must look like a great starting five expected to win a championship, which is a new job for you:

The Kobe Bryant mentor. He or she knows everything and knows how to assess skill sets, and knows how to get the job. He critiques everything. His knowledge and judgment are beyond reproach. 

The Chris Bosh mentor. He or she does the dirty work in looking for learning opportunities, job leads, and people to contact for the companies you wish to apply.

The Lebron James mentor. He or she is more tenacious, organized, and straight forward than anyone on the team. Probably a spouse, or great friend. You don't want to exclude this person.

The Amare Stoudemire mentor. This person is your wing person, to help keep you in the game. He'll ask you to keep trying when you want to give up.

Reflection is good when remembering the skills used the last job to improve your next opportunity. Just like drilling for oil, we search in different places. Look for experience that will give your job search, résumé, and cover letter the gas for success.

Drilling for the job seeker will mean finding meaningful work experience that will sell the potential employer skills they need now.

It means money. It means investing time.

When I write resumes for my clients, through coaching I drill for places where there is work experience oil by asking questions that will help people uncover experiences that the job seeker has never thought of as valid job experience. The key is to look in many areas of their volunteer and work experience:

1. Volunteer work is experience as long as it is a responsibility. Especially career related work that uses skills that paid the bills before unemployment.

2. Training new hires is ok.  However, training new hires and documenting the training process without being told is implementing a “New Hire Training Process.” Especially if a copy was kept. You did keep a copy, didn’t you?

3. Initiate and lead staff meetings that often include training positioned as “Led staff and training meetings.”

4. Benchmarks and numerical results are the details that will help a job seeker stand out.

5. Missing keywords that are missing from the résumé. A job seeker needs to think about the language and common words used industry wide.

As I have mentioned in an earlier post from this year, there are skills that you had since kindergarten that if you dig and drill deep enough, you may find you’ve been cheating yourself for years of valuable job skills and experience. These are the skills that may build and enhance your résumé, cover letter, and interviews.

Or perhaps you’ve been a victim of a different kind of oil spill…

Some companies fail to hire the right person entertain other problems than finding the talent. Internal processes often trump good judgment. Yes managers understand that there needs to be a commitment on their part to the hiring process, yet, lacks understanding of the cost they have to pay in time and effort to in hiring the right candidate for the job. Companies that make the hiring standards next to impossible, and will fail to find the person who fits the job. As the job seeker, learn to recognize a lemon:

Companies use unrealistic hiring standards. Managers set hiring standards that not even they can meet. If the person interviewing has never done the job, he or she are depending on staff to help define “qualifications”, and not know what a great candidate looks like.  

Hiring managers come to interviews unorganized and unprepared. Many managers do not like the hiring process. They are often late for interviews, carelessly forget a job seekers resume before the interview, and will barely remember the name. 

Managers hope that human resources will save the day. Managers rely on HR to save the day by bringing the hiring department candidates that meet the said criteria.

Knee jerk hiring is common and careless. When there is a crisis, and someone needs to be hired quickly, there are lapses of judgment that occurs. Likely there will be a few candidates muddle through the process with only few of the qualifications. A great cover letter and resume will be in the job seekers’ favor, although not always.

Interview participants are often entertained by the show. Hiring managers need to discern a good candidate from a good entertainer, there should never be a bad hire. Nobody likes the tediousness of the process, but momentary too-good-to-be-true candidates come through and the decision-maker bite is a problem. Sometimes personalities, not qualifications and experience, rule.

Bad hiring practices affect everyone in the company. Everyone loses if the new hire never fits, or if the employer didn’t use the right process to screen a candidate.

Job seekers must expand their thinking across many different aspects of the job search, and must toggle between career solutions and development when interviewing. Too much of a focus in one area minimizes the value of their transferable skills.

If a job seeker is changing careers, and fails to communicate their ability to think critically, think reflectively, and extend their skills beyond the job description.  A good manager will envision you beyond the current job description and filling a position when your skills are made relevant.

No one has more invested in their career but you. Remember the first set of transferable skills obtained? It was the first time learning your abc’s and 123’s. From there, from kindergarten through college, one skill was built and perfected on top of another.

Spending a lifetime strengthening skills is common to the very successful person who is a perpetual learner. Everyone used to laugh at him or her because they always asked for training. Funny how that person grew, transferred from department to department, and was willing to accept the responsibilities that no one else would. Now, look at their skill set and see how diverse it is.

See all of the promotions and recognition they received? 

Unearth the possibilities!

Lots of technical skills do not equal promotions, and opportunities, if the job seeker lacks people skills. Conversely, a great personality does not mean he or she is skillful and savvy. Job seekers must reflect on the following:

• What is there to learn for me to become more marketable?
• What skills have I obtained that could be applied to several professions?
• What strengths do I own that may create opportunities outside of my current professional track?
• Who will be honest enough with me to bring clarity to both strengths and weaknesses?
• What has been working for me? What skills are no longer relevant?
• Which professional experiences that I have had show a positive common thread?

The following areas will help you categorize and organize what you should emphasize on your resume and cover letter. These skills often translate well from career to career:

• Communication (verbal and written)
• Building Relationships (Inside and outside customer service)
• Organization
• Soft Skills
• Leadership and Management
• Accessibility

There are more questions to ask, and the answers maybe hard to hear. However, it is a great place to start.

Superheroes were incognito, and no one knew their identity.

An employer is expecting the prospective job seeker to be a superhero. Perhaps he or she won’t have x-ray vision, but the successful candidate will need to solve a problem, or fill a void the person left. The sending of a resume is only part of the unveiling of this needed superpower, the process reveals the rest.

Employers are looking for a hero to save them time, manpower, and fill the need. What is even better is that will bring something they never had. Big or small, this unique quality that will build morale, add a new perspective, or change processes that bypass the snags and snares that normally cripple a department:

· X-ray Vision. The insight obtained from research and conversations through networking, communicating as if the walls were transparent is impressive. The customized cover letter and resume that unveils the experience and transferable skills an employer needs will ensure an interview.

· Power. Anyone who could lift a burden, or seems if he or she could, brings refreshing times to a company. The job seeker is a weak candidate if they show desperation, insecurities, and shyness. Remember that promises are a turnoff, no one can guarantee anything. However, demonstrating understanding makes burdens lighter for both the candidate and the employer.

· Listening. Many times, there are clues and hints that the interviewing manager will give the job candidate an idea of what a need is. Employers also err their dirty laundry, concerning the partnering with other departments. Listening is often the secret weapon that employers and candidates take for granted.

It doesn’t matter what super power the job seeker has, as long as it doesn’t seem as some lame attempt to be something you are not. Every job seeker has an extraordinary talent of some kind. So, what is yours?

I am anal, concerning spaces on a résumé. Spaces are errors according to Human Resource professionals.

This is just another reason to exclude the job seeker from candidacy from consideration for employment. Yes, employers want the perfect fit, not the perfect candidate because he or she is nonexistent.

The job seeker must analyze everything considered a job search tool. Too many areas to consider improve, so second, and third opinions matter. I suggest assembling a team of honest and forthright friends who will offer constructive critique.

One area to watch is the mouth. The one body part that can start and put out fires start and stop wars and the one that love and spew hate.

Yes, the body part that obtains and loses job opportunities. However, everything is fair game.

The phone interview, the follow-up call, and interview process, and everything else said sticks. Allow the team assembled be the harshest critics whether they correct English, or spelling.

Allow me to pontificate:

1. The résumé needs more attention. Spaces, long unnecessary paragraphs, and multiple font styles on resumes are ignored by employers in most cases.

2. The tie does not match. Fashion advice from a team member with good taste goes a long way. Help them work with what is available.

3. Scuff marks on the shoes or is that a new design? Polish the shoes!

4. Smiles work. Bring a positive energy to the interview. Complaining, criticism, and the excess baggage from the last job will not inspire anyone. Allow a team member bring positive thoughts, inspiration, and focus to the table.

5. The bag, briefcase, or the purse is older than your last child. A team member could offer his or her briefcase for the interview.

6. Practice interview, answering questions, and asking questions. Practice with someone who will be honest, even if the team member is blunt.

7. Sound 10 years younger over the phone, or 10 years older. Too much energy or not enough energy over the phone is profoundly scrutinized.

8. Look them in the eye. The eyes say so much, even when there is a lack of eye contact.

9. Too many compliments. Butt kissing is an art form that just makes you suspicious. Nothing is wrong with compliments. Complimenting every other person you contact during the interview process is overkill.

10. Oh yes, the breath and the smell of that cologne or perfume. Many workplaces frown on fragrances of any type. Remember, not knowing is not an excuse.

11. DO NOT CURSE!

You can add to this list as well. This is just the beginning, and you know of some more. Feel free to suggest in the comments or on the Facebook fan page at Facebook.com/TheTempBreakRoom.

Good news should motivate everyone as jobs are increasing (162,000 throughout the U.S.). The complicated job search  full of snags and snares, and each competitive job seeker. Long gone is the day job seekers sell themselves as a commodity or a product. These days, the job seeker must prepare a portfolio demonstrating their skills, ability, and creativity.

Get movin’, time’s-a-wastin’!

Successful job seekers started their search the first day of their last position. They understand that more responsibility, training, and extra work mean additional opportunities for future employment. Certificates, letters of commendation, formal, and informal recognition count as accomplishments.

What’s next?

The quickest impact any job seeker could make on their job search is to start polishing and perfecting every component of the arsenal. Not just perfect resumes, cover letters, reference letters, and thank-you letters.  A positive and gracious attitude makes as much difference when YOU interview. Employers are looking for the most competitive candidate with above average interpersonal skills, and looking to exclude the mediocre job seeker.

Finally, find what moves you!

People who gave up the job search are coming back to find jobs again. I won’t say that there is a window of opportunity, but when it seems that there is a clear path to score, sprint!

Facebook Fan Pages are an easy way to broaden network possibilities for job leads. Thousands of potential people to network with and possessing a professional fan page makes this possible. The first 25 fans you reach enables you to pick a bold URL (e.g. Facebook.com/mark.a.dyson).

1. Appreciate each fan as a way to engage others and update the status by tagging them and thanking them for joining the fan page.

2. Allow others to benefit for the joining. The greater good thrives when others benefit spotting job postings or articles relevant to their job search.

3. Engage other fan pages of companies, particularly small businesses. Join their fan page and attempt to engage in conversations with their fans and writers. Remember, appearing desperate will turn them most people off!

4. With permission of a related fan page owner, tag their page and allow them to do the same for your page. This will increase engagement on you’re the page, and increase the job networking audience.

5. Ask for job endorsements to post on the Discussion board from friends and former coworkers. Thank people publicly and tag them so that their “friends” may see and possibly click to the fan page. The discussion page is more visible to display than the wall and does not scroll down.

6. Display audio and videos that favor your skills. Facebook’s video friendly pages gives you a great presence throughout the web and would increase visibility to the search engines.

7. With some potential familiarity by way of bantering with some fans, go ahead and “friend” a few folks. Be cautious of who you “friend” but don’t be shy. This will only broaden the fan page audience and tap into potential leads.

8. Take pictures at networking events, post them on your fan page, thank them by tagging them on the picture and posting a note.

Are there other ways you can use a Facebook fan page? Please free to share by commenting below or on the fan page. By the way, if you are not already a fan page member, join “The Temp Break Room” and engage other fans and partners in the career and job hunt.

The following will always be a talking point in my blog. The unemployed, underemployed, and under-utilized must implement ways to find productive means to sharpen skills. Consider this list again as I posted here a couple of months ago:

1. A part-time job or two

2. A small biz

3. A hustle (yes, I said it) that will generate quick cash

4. Learning something new and significant

5. A temp job (Contract, Freelance, Substitute Teaching, or temp agency)

Do them at the same time!! Employers are uninterested in dormant job applicants. They want a quick return for hiring you, and have little or no patience for you to speed up your skills.

You should be networking your butt off. Make it a lifestyle, not a bullet point. Wrote a post recently on networking that is worth a few minutes to read.

This is the year of the temporary worker. Don’t forget it