A critical differentiator between you and other equally qualified candidates competing for the same job is what people say about you.  These days, employers are taking more time doing background checks on people because the risk of hiring someone “blind” is just too great.  While criminal and credit screening may not be all that common, there are other sources of information about you to help employers in their decision making.  Be sure you keep full control of the three most important sources of information about you:

Polishing your Digital Footprint

Some people forget that their current boss and potential employers have access to the internet, too.  Those fun photos, that confessional blog and the snide comments you posted are all ammunition that can torpedo your job search.  Clean up your online image, and make sure it accords with the person you present in your resume.  All your fragmented digital personas make up a whole identity, so do not allow what you reveal about yourself to compromise your job search in any way.  Google your own name to see what pops up, and take immediate steps to limit any potential damage to your reputation.

On the positive side, you can very favorably and proactively manage your digital footprint.  By creating a compelling and informative profile on social networking sites, and by contributing intelligently to online discussions, you can demonstrate how you write/think/approach people and situations.  You never know who may find you and how he or she will be helpful in your career.

Prepping your References

People who will vouch for you and your work are critical allies in the job search process.  Do not wait until you are scrambling for names at the end of your search to engage references.  Early on, decide whom you are going to ask, and prepare a list of names with contact details so they are readily available when requested.  But don’t leave it at that.  Make sure you, first, contact each of them to let them know what you are up to and what kinds of opportunities for which you are looking, and, second, to ask permission if they will serve as a reference for you.  Not only are you practicing good networking (staying in touch with people, building relationships, helping them to help you, inquiring if there is any way you can help them), but you are also in a position to coach them to be good references.  Be specific about what you would like them to highlight about your key characteristics and skills and why you believe you are uniquely qualified for the position for which you have applied.  Choose your reference contacts wisely, and don’t forget to thank them after they have weighed in for you.

Preparing for your Interview

Candidates who “wing it” in the interview are simply not as effective as competitors who take the time to do some homework

Recruiters and potential hiring managers are impressed by someone who demonstrates a keen understanding of the challenges and most important issues being faced by the organization, who asks incisive and insightful questions, and who can make a strong link between what they offer and what the organization or role needs.  The heavy lifting has to be done before the interview so that during it, you can be relaxed, present and able to converse naturally including bringing the conversation back to the few strategic points you would like to make about your candidacy.

In addition to research about the company and, if possible, the people you will meet, you should prepare some talking points about yourself including succinct stories about relevant job situations and accomplishments.  Hirers are looking out for what kind of positive impact you have had, so illustrate the value you bring with the right balance of self-assuredness and humility.  Success favors the prepared mind.

Fredia Woolf , founder of Woolf Consulting, blogs to help people improve their workplace effectiveness and optimize their careers.  As an organizational consultant and leadership coach, she works with clients to increase insight, inspiration and impact. She can be reached at fwoolf@woolfconsulting.com.

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How Prospective Employers Look Beyond the Resume to find the “Truth” about Candidates  https://blog.execsearches.com/2010/02/03/how-prospective-employers-look-beyond-the-resume-to-find-the-%e2%80%9ctruth%e2%80%9d-about-candidates/

Last updated on May 9th, 2017 at 10:42 pm