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a training tool for the job developer to share with clients to assist them in securing employment

Test Your Job-Seeking Clients’ Job-Search IQ

O ne out of ten Americans is unemployed,

and millions are languishing in jobs they

don’t like.


these key tactics dramatically improve their chances of not simply landing a job, but getting one they really want. “Many people rely almost solely on their résumé to ‘do the talking,’” says Beqaj. "They allow themselves to be defined by a piece of pa- per and answers to standard questions and have no real plan to sell themselves, or to ensure they’re even looking for the right job for them. Despite the economy, people are getting jobs, good jobs, every day, and there’s a reason why some do, and others don’t, and credentials and experience are only part of the reason.” Beqaj has developed a simple yet insightful “job-search IQ” quiz which identifies exactly

how prepared your job-seeking clients are, and assesses their plans to find an employer who is the perfect fit for them.

Taking the Quiz Have each of your clients complete the fol- lowing quiz. They should rate themselves on a scale of 1 to 10 for each of the following seven questions, with 10 being “Absolutely!” and 1 “Not at all.” (Afterward, sit down with the cli- ent and determine the individual's strengths, and how you can improve his or her weaknesses in terms of the job-seeking process.)

The typical approach is to send a résumé, hopefully get an interview, and passively answer questions while the interviewer reads the applicant’s résumé. Job developers are well aware that this method all-too-often leads to unsuccessful re- sults. There is a better way, according to recruitment consultant Jim Beqaj, (pronounced BAY-KEE-EYE) author of the new book, How to Hire the Perfect Employer: Finding the Job and Career That Fit You Through a Powerful Personal Infomercial. Beqaj says there is much more to finding a job, and those who understand

You Through a Powerful Personal Infomercial . Beqaj says there is much more to finding a

1. Careful and honest assessment of your strongest and weakest areas are essential in both searching for the right job and performing well in interviews. A “personal balance sheet” that helps you find common denominators in the things you enjoy most and least and clearly identifies your strengths is a must.

1a. Are you able to easily articulate your “good at” list and do you have solid evidence to back up it up?

2. Getting a job is great, but finding one that

doesn’t match your personality ultimately leads to unhappiness.

2a. Do you have a plan to find a company and people where your personality type will be a good fit?

3. There is no such thing as a job without conflicts.

Satisfaction and happiness in a job can be greatly affected by the manner in which you prefer to handle conflicts, and the way others resolve conflicts.

3a. Do you really know your preferred style of resolving conflicts?

4. Figuring out whether a company and job

is right for you is determined by assessing whether a company is made up of people with whom you’re compatible and a company culture in which you will thrive.

4a. Are you prepared to “interview the inter- viewer” by asking questions that will provide the information you need to determine this important factor?

5. Revealing who you really are to an inter-

viewer; your passions, strengths, attitude and per- sonality will impress an interviewer and also help determine whether a job is really right for you.

5a. Do you have a “personal infomercial” – a compelling pitch and presentation that sells you and makes you irresistible to an employer?

6. Passion, enthusiasm, and energy can trump

experience. Most employers ultimately want people who love what they do and exude a positive, compel- ling, and powerful attitude, brimming with passion.

6a. Are you prepared to present yourself in a manner that will overcome any potential shortfalls in experience and put you at the top of the list of applicants?

7. Sending out résumés blindly to a general category of businesses in your field or one matching a college degree is a mistake. Nar- rowing your list of companies to ones with the highest probability of success in terms of where you are both wanted and needed saves time, re- duces frustration, and makes you a “well-oiled job-seeking machine.”

7a. Have you identified your “Target Rich Environment” – companies who want you and need you, with the type of work, people and culture in which you will excel?

RESULTS How do you rate on the job search IQ test? If you scored between:

v 55 to 70 – Congratulations! Odds are you

will land an ideal job with a company that best fits you!

v 40 to 54 – You’re in a good position. A few

tweaks to your approach and additional “ammu- nition” and you’re good to go!

v 30 to 53 – You’re in a better position than

some job seekers, but your “search system” needs a lot of improvement.

v 15 to 29 – Revamp your approach imme-

diately! The odds of landing the right job at the right company for you are not good.

v 0 to 14 – Warning! Warning! Warning!

Change your entire approach to your job search. You may get some type of job, but it will not be the right one for you!

Visit: http://www.beqajinternational.com/per- fectemployer. Helpful videos related to each of these questions are available that you can watch with your job seekers.

How to Hire the Right Employer is available at major online bookselling outlets, Beqaj’s website:

http://beqajinternational.com. His blog is at: http://jimbeqaj.blogspot.com. (Editor’s note: Autism was teased as the topic of this month’s Training Tool-Kit insert. That was later changed to Training Connection due to that insert being a better fit for the autism article.)

2 JTPR Training Tool-Kit

May 2011