Deceiving Metrics

Deceiving Metrics In a job search or networking campaign you can do things that feel good but produce not meaningful results. Ive started down that road twice When I got laid off I dove into the job search head first. I knew that it is a numbers game and so I began to develop various resumes (for different jobs I was applying to) and send them out to recruiters, prospective employers, etc. On a very focused day I could apply to about 7 jobs considering the time and thought that went into customizing the cover letter and going through all of the convoluted processes that each company has for applying, this was alot. I did this for 6 weeks 6 days a week, 10 hours a day. It was a very intense process. At the end of the day I could smile and say I applied to X jobs today and feel really good about my efforts. After that 6 week period the net result was being invited to 2 different companies for interviews. Easily less than a 2% success rate. I really was using the wrong metrics to measure my efforts. Another example of using wrong metrics was when I first launched JibberJobber. In the web world there are various third party metrics that help a webmaster understand if they are on the right path. Since Im not MySpace or some other amazingly successful website I tried to determine what metrics I should use and I reported back to my investors. These metrics included Googles page rank, Alexas traffic rank, Technoratis ranks. But at the end of the day, no matter what Google, Alexa and Technorati thought (and each of them have their own problems (think: where are they getting their raw data, and how reliable is it??)), the real metric should have been tied back to financial sustainability. After all, thats what were all going after, isnt it? Financial sustainability? When my job search paradigm shifted I found some consistency in other metrics that I should have been monitoring. Here is what I think might be the two most important metrics to have (no matter where you are at in your employment): Number of Network Contacts: Whether they are new contacts or old contacts, the fact that you are meeting and talking to people on a regular basis. Weekly goal: 50 (10 per day) Number of Interviews: This can include informational interviews which is just talking to someone at the company and interviewing them about the company, needs, etc. Note that this is an excellent networking technique as it (a) makes you listen more than you talk, (b) allows you to harvest excellent information, (c) gives you something to talk about at length (their company) which provides the environment to strengthen your relationship with them, etc. Weekly goal: 10 (2 per day) OOPS. I forgot this one, but was reminded on 11/14/06: Number of Companies you are focusing on: If you have one that may be too few (rare exceptions, of course). If you have more than, say, 8, that may be too many. Having companies that you are focusing on really helps in your networking, and your other efforts. I didnt make these up, or invent them, but of all the metrics that I have seen in accountability sessions these are the two that I think position you to have long-term success (in a job search and even after you land the job). Maybe more interesting than these two metrics are the metrics that Im NOT listing above: Number of hours/days put into the job search: This is obviously important, but I struggled with listing this as critical because Im a fan of smarter not harder. I think this would be a non-issue if you are hitting other, more important goals. However, I do remember one bit of advice that I found very interesting: dont take vacations was advice from a guy who talked about a weekend vacation that left him totally unfocused and he spent the next 2 weeks trying to get back into a productive groove. Number of jobs applied to: isnt this metric from the 80s? Seriously, it doesnt play into the idea that most jobs are found through networking, or the hidden job market idea this is a misleading metric that too many people get trapped into. Number of recruiters working with: (or number of job boards posted on) there has been discussion on this blog about how to effectively work with recruiters and job boards. I know they are valuable but dont spend time with this as a key metric (my results here was that I had 30 recruiters that I was working with it literally did me no good but it made me feel better that 30 recruiters knew who I was. Too bad I couldnt read this blog back then :p) What are the metrics by which you think you are successful in your job search or networking activities? Are these metrics really appropriate for you and the goals you have? Deceiving Metrics In a job search or networking campaign you can do things that feel good but produce not meaningful results. Ive started down that road twice When I got laid off I dove into the job search head first. I knew that it is a numbers game and so I began to develop various resumes (for different jobs I was applying to) and send them out to recruiters, prospective employers, etc. On a very focused day I could apply to about 7 jobs considering the time and thought that went into customizing the cover letter and going through all of the convoluted processes that each company has for applying, this was alot. I did this for 6 weeks 6 days a week, 10 hours a day. It was a very intense process. At the end of the day I could smile and say I applied to X jobs today and feel really good about my efforts. After that 6 week period the net result was being invited to 2 different companies for interviews. Easily less than a 2% success rate. I really was using the wrong metrics to measure my efforts. Another example of using wrong metrics was when I first launched JibberJobber. In the web world there are various third party metrics that help a webmaster understand if they are on the right path. Since Im not MySpace or some other amazingly successful website I tried to determine what metrics I should use and I reported back to my investors. These metrics included Googles page rank, Alexas traffic rank, Technoratis ranks. But at the end of the day, no matter what Google, Alexa and Technorati thought (and each of them have their own problems (think: where are they getting their raw data, and how reliable is it??)), the real metric should have been tied back to financial sustainability. After all, thats what were all going after, isnt it? Financial sustainability? When my job search paradigm shifted I found some consistency in other metrics that I should have been monitoring. Here is what I think might be the two most important metrics to have (no matter where you are at in your employment): Number of Network Contacts: Whether they are new contacts or old contacts, the fact that you are meeting and talking to people on a regular basis. Weekly goal: 50 (10 per day) Number of Interviews: This can include informational interviews which is just talking to someone at the company and interviewing them about the company, needs, etc. Note that this is an excellent networking technique as it (a) makes you listen more than you talk, (b) allows you to harvest excellent information, (c) gives you something to talk about at length (their company) which provides the environment to strengthen your relationship with them, etc. Weekly goal: 10 (2 per day) OOPS. I forgot this one, but was reminded on 11/14/06: Number of Companies you are focusing on: If you have one that may be too few (rare exceptions, of course). If you have more than, say, 8, that may be too many. Having companies that you are focusing on really helps in your networking, and your other efforts. I didnt make these up, or invent them, but of all the metrics that I have seen in accountability sessions these are the two that I think position you to have long-term success (in a job search and even after you land the job). Maybe more interesting than these two metrics are the metrics that Im NOT listing above: Number of hours/days put into the job search: This is obviously important, but I struggled with listing this as critical because Im a fan of smarter not harder. I think this would be a non-issue if you are hitting other, more important goals. However, I do remember one bit of advice that I found very interesting: dont take vacations was advice from a guy who talked about a weekend vacation that left him totally unfocused and he spent the next 2 weeks trying to get back into a productive groove. Number of jobs applied to: isnt this metric from the 80s? Seriously, it doesnt play into the idea that most jobs are found through networking, or the hidden job market idea this is a misleading metric that too many people get trapped into. Number of recruiters working with: (or number of job boards posted on) there has been discussion on this blog about how to effectively work with recruiters and job boards. I know they are valuable but dont spend time with this as a key metric (my results here was that I had 30 recruiters that I was working with it literally did me no good but it made me feel better that 30 recruiters knew who I was. Too bad I couldnt read this blog back then :p) What are the metrics by which you think you are successful in your job search or networking activities? Are these metrics really appropriate for you and the goals you have? Deceiving Metrics In a job search or networking campaign you can do things that feel good but produce not meaningful results. Ive started down that road twice When I got laid off I dove into the job search head first. I knew that it is a numbers game and so I began to develop various resumes (for different jobs I was applying to) and send them out to recruiters, prospective employers, etc. On a very focused day I could apply to about 7 jobs considering the time and thought that went into customizing the cover letter and going through all of the convoluted processes that each company has for applying, this was alot. I did this for 6 weeks 6 days a week, 10 hours a day. It was a very intense process. At the end of the day I could smile and say I applied to X jobs today and feel really good about my efforts. After that 6 week period the net result was being invited to 2 different companies for interviews. Easily less than a 2% success rate. I really was using the wrong metrics to measure my efforts. Another example of using wrong metrics was when I first launched JibberJobber. In the web world there are various third party metrics that help a webmaster understand if they are on the right path. Since Im not MySpace or some other amazingly successful website I tried to determine what metrics I should use and I reported back to my investors. These metrics included Googles page rank, Alexas traffic rank, Technoratis ranks. But at the end of the day, no matter what Google, Alexa and Technorati thought (and each of them have their own problems (think: where are they getting their raw data, and how reliable is it??)), the real metric should have been tied back to financial sustainability. After all, thats what were all going after, isnt it? Financial sustainability? When my job search paradigm shifted I found some consistency in other metrics that I should have been monitoring. Here is what I think might be the two most important metrics to have (no matter where you are at in your employment): Number of Network Contacts: Whether they are new contacts or old contacts, the fact that you are meeting and talking to people on a regular basis. Weekly goal: 50 (10 per day) Number of Interviews: This can include informational interviews which is just talking to someone at the company and interviewing them about the company, needs, etc. Note that this is an excellent networking technique as it (a) makes you listen more than you talk, (b) allows you to harvest excellent information, (c) gives you something to talk about at length (their company) which provides the environment to strengthen your relationship with them, etc. Weekly goal: 10 (2 per day) OOPS. I forgot this one, but was reminded on 11/14/06: Number of Companies you are focusing on: If you have one that may be too few (rare exceptions, of course). If you have more than, say, 8, that may be too many. Having companies that you are focusing on really helps in your networking, and your other efforts. I didnt make these up, or invent them, but of all the metrics that I have seen in accountability sessions these are the two that I think position you to have long-term success (in a job search and even after you land the job). Maybe more interesting than these two metrics are the metrics that Im NOT listing above: Number of hours/days put into the job search: This is obviously important, but I struggled with listing this as critical because Im a fan of smarter not harder. I think this would be a non-issue if you are hitting other, more important goals. However, I do remember one bit of advice that I found very interesting: dont take vacations was advice from a guy who talked about a weekend vacation that left him totally unfocused and he spent the next 2 weeks trying to get back into a productive groove. Number of jobs applied to: isnt this metric from the 80s? Seriously, it doesnt play into the idea that most jobs are found through networking, or the hidden job market idea this is a misleading metric that too many people get trapped into. Number of recruiters working with: (or number of job boards posted on) there has been discussion on this blog about how to effectively work with recruiters and job boards. I know they are valuable but dont spend time with this as a key metric (my results here was that I had 30 recruiters that I was working with it literally did me no good but it made me feel better that 30 recruiters knew who I was. Too bad I couldnt read this blog back then :p) What are the metrics by which you think you are successful in your job search or networking activities? Are these metrics really appropriate for you and the goals you have?

5 New Ways to Stand Out as a Job Candidate Online - Classy Career Girl

5 New Ways to Stand Out as a Job Candidate Online 5 New Ways to Stand Out as a Job Candidate Online 1. Create a Professional E-mail Signature When approaching potential employers via email, you may go through a great deal trying to reach out to them. Apart from the content of your email, a fantastic email layout is absolutely important. You not only want to avoid embarrassing  errors, you also want to stand out from their plethora of emails. There is a lot of competition in the job market so your email must be compelling enough for the hiring manager to view your CV. An important part of your email is your signature; this is a fantastic way to present yourself as a professional using fewer words. I highly recommend and use  Online Signature Generator  by  CodeTwo.  It is quick and very easy to use. P.S  â€" If using the  Photo URL feature, simply right-click your profile picture from your social media page such us your  public LinkedIn page, click ‘copy image address’ and paste it in. 2. Clean Up Your Social Media Pages Your social media profiles can have an unbelievable impact on your professional image. Spend some time going through your  Facebook timeline and letting go of old embarrassing public posts. Another great tip is to update your Facebook profile. Include your work experience, education, and even a quirky bio. Some recruiters not only use Facebook to search for candidates, they sometimes also use adverts to target specific job titles. 3. Set Up Google Alerts For Job Vacancies Google came up with the built-in search feature called Google for Jobs; however, this AI-Powered Job Search Engine has only rolled-out in the U.S. for now. Nevertheless, there is another feature you can use as a supplement in the meantime, which is  Google  Alerts. [RELATED: Best Websites to Job Search Online] This is super easy and can act as your very own job board that works while you sleep. You can also set the alert frequency, region, and more metrics based on your preferences.  Using the right keywords, you will receive job vacancies as soon as they are posted. 4. Use The Google Advanced Search Feature The  Google Advanced Search  feature is a hidden gem that a lot of people have probably never used. Rather than solely relying on job boards and emails, you can run an advanced search on  Google  to combine results from company websites and job boards all in one. 5. Complete Your LinkedIn Profile I cannot think of one recruiter who does not use  LinkedIn  in some shape or form. This is why your LinkedIn profile is like your job search passport and 99% of employers will view your LinkedIn profile at some point. You should take some time to complete as many fields in your profile as is possible. LinkedIn profiles with well-written  keywords and job responsibilities will also help you show up more frequently in candidate searches. Ideally, try aiming for 6 bullet points per job role, with 16 â€" 18 words per bullet point. Also, include certifications and notable achievements. Finally, except for personal reasons, avoid creating a LinkedIn profile without a photo. Invest in a professional and aesthetically  appealing  headshot or portrait because an awesome profile picture is subconsciously enticing. I personally connect more with people who have good profile photos. It will put a face your detailed profile and is the icing on your LinkedIn cake!

The real cost of recruiting the wrong person

The real cost of recruiting the wrong person It can be enormously dispiriting to go through the strenuous efforts of the recruitment and selection process, only to find that the candidate selected is found unsuited to the job.   This isn’t an uncommon occurrence either. In a survey by CareerBuilder 62% of 6000 employers reported a bad hire. Over 50% of employers in each of the 10 largest economies in the world have felt the effects of a bad recruitment decision whether on productivity, customer relations or morale. So below is a list of ways in which you can safeguard your company and help ensure you don’t face ‘The real cost of recruiting the wrong person.’ Assess your employees An employee assessment is a method which enables a company to get an insight on how well an individual will ‘fit’ into a job role all while examining their performance level. This is determined on a complex mix of the team dynamics, the company’s culture and obviously the individual’s attitude and skill set. Finding the right fit is crucial, if underestimated your company could face not only a drop in productivity detrimental effects to your reputation. Not to mention the sheer amount of time seized from the management sector. It is understandable that many businesses simply do not have the time to be going through lengthy processes to assess employees, this is where employee and team assessment services play a big part. This service specialises in offering a range of services using accredited tools including job profiling, behavioural assessments, aptitude test and internal benchmarking assessments. Take a load off your schedule By working with an executive search consultant you are allowing them to dedicate their time and undertake a range of processes to find the perfect candidate for you. They first assess the behaviours and the role a candidate will be expected to demonstrate. They can then offer an unbiased response to truly comprehend those who will integrate with ease into your company’s culture and provide the expectations required. The aim is to fully understand the role at hand and the company in order to ensure that both the candidate and the client can strive for success collectively. Then find only the very best candidates to save you time at the interviewing stage. Test the whole team Assessments are not only used for individuals when recruiting, companies can greatly benefit from having assessments carried out for the whole team. If a firm is suffering from issues regarding team dynamics failing to work effectively, this can cause increasing problems for the business. Firstly it can be extremely disruptive to the working environment, having a knock-on effect on the business performance and reduce the positive impact of a new senior hire. Tools can be used to solve these team issues and identify the root-cause. These findings will target the core of your organisation to provide a robust, data led report that delivers a range of possibilities for you to consider. Work with experts Work with an executive search company that goes above and beyond to benefit you and has the skills and expertise to back up their solutions.  The executive search service proposes a highly intricate assessment process that goes above and beyond the customary methods in order to produce a service that delivers the best possible results. Take great satisfaction from the long term relationship available between headhunter and customer, highlighting areas for improvement, not only for the client’s new, potential employees but also generating focus on their existing workforce. Take these tips, and never find yourself wasting time with unfit candidates or even worse wasting money and damaging morale and productivity through a bad hire. Safegaurd your company through investing in your employees and new hires as they are the number one asset in most companies.

3 ANNOYING Excuses to NOT Change Paths

3 ANNOYING Excuses to NOT Change Paths The headline sounds confusing, right? Who wouldn’t want to find their big passions, understand what is their dream career and pursue it… well as it turns out: almost everybody! Wait, what? Yes, our mind is programmed that way to keep us safe and unhurt. So whenever an unfamiliar idea or a challenging change pops up and lights you up with excitement, a second latter your self- sabotaging mechanism will kick in with doubts and excuses of why you really should NOT pursue those dreams. Well  dear Ms. Career Girl you are in for a treat. I’ve gathered the 3 most common (and most annoying) limiting beliefs that are holding you back and some advice on what to do with them: Excuse #1: I don’t have time to change my career Busy. Busy. Busy. We are all busy. Running around in circles. Books to finish, courses o complete, tasks to delegate and deadlines to meet . I get it, I hear it often from my friends, family and my clients: I do not have time. I have so many things to do. But often when we start looking deeper into the issue it turns out that there is plenty of time. If you get your priorities right and look critically into how you spend your time, you can easily find up to two or three hours per day to spend on your career change or development. Remedy The best idea is to track your activities for a week. Take a notebook and write down all the things that you do during the day, including the timing. After having a critical look at how you spend your time, you might find out that you spend up to two hours per day on things like Facebook, email, internet, TV, Netflix etc. Of course we all need our relaxing time, but ask yourself if you really cant free up one or two hours a day to focus on something you deeply care about: your professional life development! Choose your priorities and choose them right! Excuse #2: What will my parents / partner / children / anyone else say about my change? Getting the right support and encouragement from others is one of the most crucial elements to your success when changing career or anything else in your life. One of our basic needs, according to  American psychologist Abraham Maslow, is the need for love, acceptance and belonging. We need others not only to survive, but also to live a happy and fulfilled life. That is why one of our primary fears is the fear of not being accepted. We do crazy things in order to be accepted. We often change our opinion to please others, or are paralyzed if we have to give a 10-minute public speech. No wonder we are worried about what those closest to us will say about a career  or other life change. It is also important to me what my husband thinks about my new business projects and I do often consult him. So dont get me wrong, you surely need to talk with your partner about your  plans. However there are also situations in which we take the opinions of others much more seriously than we do our own. And this is the point where it can go wrong. Remedy First you need to identify whose approval you are actually seeking. Is it the approval of your partner? Or is it the approval of your parents, sister, brother or best friend? Sometimes I even hear from my clients that they feel it is society who does not grant them the approval to move forward. Well here’s the thing: they are not an expert on YOU, and chances are they are too scared to make their move to even bother judging or talking about your “unusual”  choices. So there you go. If this excuse is the one that you keep telling yourself, take a moment now to think whose opinion you fear the most. You actually do not know for sure if the disapproval is real unless you have heard it directly from the given person. If your partner’s opinion is the one you are most worried about, then you need to talk to your partner first. If you fear the opinion of your parents or friend, you need to realize that you are an adult person and ask yourself whether you want to live a life fulfilling the expectations of others, or to make your own choices. Excuse #3: What if I fail? This is one of the most common reasons why many people get stuck for years, sometimes for a lifetime. What if I fail? And even worse: what if others see that I have failed? This excuse is based on the fear that by changing we are going to make a huge, irreversible mistake. So where is this fear coming from? It comes from that fact that we were taught that mistakes are wrong and should be avoided at all times. Mistakes are bad, dangerous and should be punished. But what if we start perceiving mistakes as a part of the game and see them as learning opportunities rather than mistakes? Yes things might not go as planned, yep you can even fail at something… but what if you actually win?! Remedy If you are suffering from the fear of failure, think of what you can learn about yourself when you fail. Look fear straight in the eyes and answer the following questions: What is the best thing that could happen if I change / develop my career? What is the worst thing that could happen if I change / develop my career? What would I learn from it? Of course the human brain is complicated enough to come up with a whole set of different and unique excuses. You might not be saying those very words, but without any doubt you do have some limiting beliefs that are keeping you away from your dreams, from your hopes and from what you were truly meant to become! Don’t let them get the best of you! No More Excuses! Images: Excuses:  vandy meares   Fear  Beau Lebens

Salary Negotiation Tips for Women in Business - CareerMetis.com

Salary Negotiation Tips for Women in Business It’s always hard to talk about salaries. Especially when the conversation is happening with a stranger who is the gatekeeper between you and your dream job. Before going straight into the conversation, here’s what you need to consider.Don’t Learn the Hard WayevalDuring my first job, I was able to go through a temporary placement agency to get an accounting assistant position at an advertising agency. The advertising agency chose to hire me full-time.evalThe advertising agency was paying an extra fee to the placement agency, so when I went full-time with them, they offered to negotiate my salary a bit higher. I had never even thought about my pay. I was just happy to have a job that I liked.I went into the salary negotiation meeting and pretty much agreed to anything they suggested. A few months later, I was talking with a newly hired production assistant. She had the same experience and education and was in a similar role and level in the org chart as me.When we were going to l unch one day, we drove in her car, which was parked in our office building parking garage. I told her I had to park in a paid lot several blocks away since it cost so much to park in the building’s garage.She said that the ad agency was paying for her parking. She had negotiated that when she was hired. I was kicking myself for not having thought through the salary negotiation process more. I definitely learned my lesson!Do Your ResearchThere is no substitute for preparation before a salary negotiation. A small number of people might get lucky and stumble through the interview and job offer successfully. But, most of us really need to do the background investigation to survive a salary negotiation.Salary ResearchAccording to several sources There is more to the equation than just perceived sexism. Linda Babcock It is critical to find an average of your role in a similar company in your city or region. You cannot base your value on salaries in New York if you are looking for a job in Kansas and vice versa.Also, don’t overlook your special expertise or skills. If you can bring additional duties or cross-training to the table, be sure and mention that in your salary negotiation.Be confident and explain the reasons for your worth to the company in quantifiable terms.Leverage your previous salary and your prior standingIn your research process, don’t forget to note all of your awards, credentials, and certifications. Make sure you know how you have improved your department, division, cost center, and organization quantifiably.Did sales rise under your oversight by 28%? Was there a 10% reduction in call escalations during your tenure?Did you attend training or participate in continuing education to learn a new skill or advance in your career? You want to include all of the training and certifications that could help to boost your worth to the company. For example,Microsoft Office skillsare important to the success of many organizations. That extra Microsoft Ex cel Expert certification you have could be what is needed to help them improve the skill level for the project team you are joining.If you have performed well in your last position, emphasize this. Don’t be shy, but also don’t over-exaggerate or be obnoxious about it. Use your prior position and salary to push for a higher salary in the new job or position. Remember that salary negotiation can happen when you advance in your current organization, not just when you change jobs.Company ResearchThe other part of your investigation should be company focused. This may take more time, depending on whether you are moving to a different position at your current company versus if you are taking a post at a new company.You may find some of this information in the job description or on the organization’s website. Look at the position through the company’s eyes. See what the position is worth to them.evalHere are some questions to ask:How vital and crucial is it for them to fill the pos ition with a qualified applicant?What are the organization’s policies on salary negotiation?Do they have a range for the offer?Can they approve a higher starting salary depending on experience, education, or skill level?What is the demand for employees in the position? What is the supply available of qualified applicants?Practice, Practice, PracticeSo, you’ve done your research. What’s next? Have someone ConclusionTo prepare for a successful salary negotiation, doing your research is critical.Line out your skills, talents, experience, etc. on paper.Investigate the position’s salary and salary range for your city/region.Practice your negotiation with a trusted friend or colleague.Talk with others in your field and listen to their advice and tips. Different techniques may work in one industry better than others.Remember that your investment in this preparation process is worth it!

YouTube Video Marketing Tips [Infographic]

YouTube Video Marketing Tips [Infographic] YouTube is the #2 search engine tool behind Google (and its owned by Google).  And YouTube searches are growing at a faster rate than other search options. Searches related to “how-to” on YouTube are growing 70% year over year, with more than 100M hours of how-to content watched in North America so far this year. Online videos are one of the most powerful marketing mediums we have today (and they dont all have to be cat videos).  These videos have been proven to bring marketers solid returns of their investments whether that is for opt-in forms, tips videos, or video sales letters. With hundreds and thousands of videos already out there in the virtual world and hundreds more being added with every passing second, beginners can feel overwhelmed and struggle with finding ways to make their video stand out from the  crowd. To make your life a little easier and generate better results from your video efforts, check out the tips in this infographic from Take1 Transcription. But before you check out the infographic below 1) If you are doing How To videos to explain how to do a process or how to use your product or service, 74% of those who watched one of those videos ended up buying the product or service.  Definitely something you shouldnt ignore. 2) In addition to product videos, many companies regularly create industry-specific content and publish it to YouTube. This can serve many purposes: It can boost your brands credibility over time as you become a relied-upon source for information on your industry. The content can become the centerpiece of your social media strategy, being shared across other networks. As your content gains traction, it can bring highly targeted leads into your sales funnel. As you invest into creating great content and promoting it, you may want to track how your videos and paid promotions are affecting subscriptions to your channel in real time. Surprisingly, YouTube itself doesnt offer this tool. After a quick search, I found this Live Subscriber Count tool that will monitor your channel in real time.

How to Use Illustrator Resume Templates

How to Use Illustrator Resume TemplatesOne of the easiest ways to start your job search is by using Illustrator resume templates. There are many different types of job vacancy advertisements and you need to know how to write them in order to land the job that you want. Most jobs are typically posted online so you may have trouble getting to them. With a good resume you may be able to get the position you are looking for and this will save you money and time searching.Many companies are now willing to hire an illustrator for a number of reasons. They are very talented and artistic. In addition, they can draw a job opening with ease and speed that no other person would be able to do. These are just a few of the reasons that you should consider hiring an illustrator for your job hunt. If you think about it, you will notice that there are many different reasons why an illustrator could be a great choice for you.In order to write a well thought out and creative resume for the illustrator, you need to think creatively and write about the potential job opening in a way that appeals to them. You can mention the experience they have in writing job advertisement and graphic arts or you can highlight what type of work they have done in the past. Some people like to mention hobbies that the person has or an interest that they have. This will show the reader that you really understand what they are trying to say. It is important to remember that you need to listen to the writer of the illustrator resume template because they are the one that is going to determine how the information presented will be seen by the readers.It is very important to let the job vacancy advertisement that you are using to speak for itself. The illustration of the post should not detract from the message being sent. The illustrator should look at the job vacancy advertisement and they should have some ideas for the job they want and how they would like to see the job advertised. You need to let the illustrator template speak for itself as this is what the job opening looks like to the illustrator.It is easy to write a job vacancy advertisement and you do not need to use a special font to help you create one. The illustrator resume template should allow you to be creative in your job advertisement. Make sure that you use a professional looking font and you need to include the address, phone number, and email address of the company.Another type of job that you may want to consider is working with an illustrator. These are people who can not only draw things but also understand how the audience will react when given a certain image. For example, a street vendor can bring their customer to their table in a creative way. In fact, you may want to consider getting some street vending artist ideas so that you can sell your items to the best customers possible.In order to get a job, you may need to send out a marketing letter in order to send out an application. One way to do this is to create a cover letter. You need to make sure that your cover letter does not contain any errors that may cause your letter to not get sent out.When you find a job with an illustrator, you will need to consider the extra steps that need to be taken. You will need to include your cover letter and you will need to put together a good marketing strategy for your letter. Keep in mind that you do not need to get one over the other but you must give the reader a good impression of you and your skills.