Posted on: October 12th, 2011 by
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Bill Kaufmann, President of My Greener Future

There are two sets of “must haves” when looking for your next job.  One is for you to define.  The other is for the hiring organization to define.  The “must have” that you define is a small list of items that you require before you’ll consider or accept another position.  Such items are usually focused on your title, responsibilities, location, compensation, benefits, advancement opportunities, or the type of function and industry where you can succeed.

The hiring organization’s “must have” list is usually focused on the requirements of the position they’re trying to fill.  Such items are usually focused on the experiences a candidate has had with comparable results that they have achieved. Examples could be:  5 years of prior comparable experience, project management, budget responsibilities, and so on.  Usually these are tasks that an applicant either has or has not done successfully.  The greater the compatibility between your list of “must have’s” and the organization’s list, the greater your probability of success to become a candidate rather than an applicant.

Whether or not you become a candidate is dependent upon three things:  Your research, your compelling resume and a highly successful series of interviews. Let’s take them one at a time.

1-Research: It’s imperative that you know more about the industry, segment, company, issues, function and key components for success than any other applicant or candidate.  The more you know the higher your probability of understanding how to manage your job search strategies for success.  You’ll then know how to write your resume and the “hot buttons” of the hiring manager.  Holes in your research will produce holes in your knowledge, which reduces your chances of moving from an applicant to a candidate.

2-Compelling Resume: As a result of your thorough research, you’ll know what the key areas to highlight when creating and tailoring your resume.  In addition, define the results you have achieved, either directly or indirectly, compared to the key elements of the job being offered.  The greater the parallel in content and results with what the hiring manager is looking for, the greater your chances of becoming the primary candidate.  A compelling resume is your guarantee to an interview.

3-Successful Interviews: Once you’ve been invited to an interview, you know you’re a candidate.  Your research and compelling resume have gotten you this far.  Now your job is to “bond” with the screeners and hiring manager through a series of interviews.  They’ll be looking at three things:  Your business acumen, functional competence and organizational fit.  Focus on what you already know based on your research:  Their business and functional needs, your ability to help solve their issues, and your “team” attitude.

Your objective then, is to prepare more extensively than your peers.  Your advantage is the knowledge of the organization’s “must have” list through your research, then blending it with your own “must have” list.  Experience has shown that an organization is more likely to “bend” its “must have” list when they meet a candidate they really want to hire.  You want them to want you.

Your preparation and creativity in melding the two sets of “must have’s” will determine the outcome of your job search.  Be a candidate rather an applicant.  Join us at My Greener Future.

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Posted on: October 4th, 2011 by
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WHAT’S THE HIRING MANAGER LOOKING FOR? by Bill Kaufmann, President of My Greener Future

How do you answer the simple question, “What do they expect from me as an applicant?” In reality, the answer it simple.  They’re looking for someone who:

  1. Is a Business person who understands how their function contributes to overall results
  2. Is Competent in their function given today’s issues and tomorrow’s direction
  3. Is a Compatible fit and will contribute successfully within our organization

Primarily, a hiring manager wants someone to manage business results through their function.  If you, as an applicant, don’t understand how you can affect the business results through your function, then a hiring company won’t be interested in you.

What’s your return-on-investment if you’re hired?  How can you affect revenue, profit or cost?  Whether you are a General Manager or an intern, you should be able to define your value. All functions have key drivers.  The interviewer sorts through applicants to find candidates that match the next level of performance.   Make sure you know and can articulate what they are for you!!

Secondly, a hiring manager is looking for competence within the function. Do you know what you’re doing?  Will you support our efforts over the next 5 years, not just for today?  Can you support the business objectives?  Ask yourself the question, “If I were the hiring manager, what would be the eye-popping results or experiences that I want to see in candidates?”  Then, as an applicant, provide it during the interview, to become the candidate of choice.

Thirdly, the hiring manager is looking for fit: Do you fit into their culture and style?  How do you operate?  Will you be a problem child or a leader?  If you are uncomfortable in an interview, ask yourself “Why?”   Is it the potential fit within the organization or the fit with the interviewer?

During the interview, you must be able to articulate business results within your current job.  If you can’t answer the question, “How do you currently affect revenue, profit or cost in your present position?” your interview will be a short one.  In summary then, here are some of the questions an interviewer will likely be asking you, directly or indirectly:

As a businessperson,

  • Can you translate our vision into actionable strategies to get the needed results?
  • Have you successfully achieved similar results somewhere else?
  • Can you increase our results?  Improve performance?  Reduce Cost?

As to competence in your function:

  • What was the greatest challenge in your current position?
  • How did you resolve it?
  • Can you solve our issues given your work history?
  • What were your objectives over the past 5 years?
  • How did you achieve them?

As to fit:

  • What will your current boss, peer, subordinates say about you?  Why?
  • Who in your current organization do you get along with the least? Will you fit in with us?

Just like the motto says:  Be Prepared!

Be a candidate rather an applicant.  Join us at My Greener Future.

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Posted on: September 28th, 2011 by
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Bill Kaufmann, President of My Greener Future

What’s the ultimate goal of a resume?  Is it to document all of your achievements on a few pages for a hiring manager to review?  Not really.  The ultimate goal of your resume is:  To create an action!! So what action do you want to create?  In the real world there are basically two:

  • To have your resume so compelling that the hiring manager reaches for the telephone to contact you immediately, or
  • The hiring manager writes a note that says, “I definitely want to talk with this applicant!!

Then you’ll get an interview as a result, which is the action you want from a resume.

How does that happen??  Through the power of your written words.

Assuming you meet the criteria for the job opening in the first place, your point of differentiation is how you project yourself to the hiring manager from your resume.  The mental picture you present through your written word is the only image the manager has of you.

You need to draw the hiring manager’s eye to:

  • The critical words that put you above the crowd
  • The metrics or performance results that “jump off” the page
  • The experiences that fit the criteria
  • The actions you took that will gain attention immediately

You should never hide your results within a barrage of narrative words that overwhelm the reader.

Define your target!!

There’s great confusion as to whether to have an objective or not.  Without an objective the hiring manager is looking at a generic resume.  A clear, general objective and supplementary information on a resume creates an image of someone who knows what they want and understands how to get results.  It’s what makes you unique.  How do you carry out the goal of a resume to create action?

In a succinct one-paragraph statement, define who and what you are. What are your differentiators?  What can you do that most people in your profession cannot do, or you can do better?  These are the fundamental elements of a resume that drive results toward your goal to get an interview.  When a hiring manager sees the traits, activities and results they’re looking for, an interview is imminent.  Then it’s a question of presenting yourself in a very positive light in a face-to-face meeting.

Here is an example of an initial statement by someone who focuses on non-profit organizations.  This professional has an excellent target definition that can be converted to a resume: “What I’m good at is reorganizing and rebuilding a program, putting the infrastructure in place, … getting the funding set up and then usually turning it over to somebody else to run for the rest of the time.  I’ve been in non-profit management for 20 years.  I enjoy the hard stuff – getting it all set up and letting somebody else run it”.  This statement is the core to create a compelling resume.

Now look at your resume.  Create a powerful description of what hiring manager’s want in a candidate.  Convert that description into a strong objective and resume to create action and get an interview.

Be a candidate rather than an applicant.  Join us at My Greener Future.

Find more information, articles and mini-webinars at our website:


Posted on: September 20th, 2011 by
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This insight is called:  8 POWERFUL STEPS TO MANAGE YOUR CAREER,

Bill Kaufmann, President of My Greener Future

Finding another job may be the most difficult “work” you’ve done in a long time.  You have to design your overall strategy while focusing on tactical steps to make your job search successful.  Here are eight basic steps:

1. Understand what you want and why: Identify what you “Must have”, “Would like to have”, “Want to avoid”, and “What to consider” in your next job.  Develop a profile of your wants and needs.  You can then use this profile against the realities of the marketplace.

2. Develop a Career Map: Set targets within a Career Map to show the steps along the way with 3 month, 6 month, 1-yr, 5-yr and 10-year projections.  Define alternatives, detours and complementary activities to boost your visibility and credibility.

3. Research: Research industries of interest, by segments, then companies.  Identify at least 100 people you know, either directly or indirectly, in priority of their potential value to you in your search. Network, prioritize and connect industries to people. Start making contacts.

4. Tell a compelling story in two ways: Compile a list of all your major accomplishments.  Write a compelling resume focused on results. Develop 30 second “mini-pitches” for your interviews.  A mini-pitch describes the achievements that parallel the function for which you are interviewing.  Focus on results, not on activities.

5. Connect the dot’s: Contact, by priority the list of 100, and then their contacts.  It’s a numbers game. The more contacts, the more exposure, the greater the potential to be “discovered”. Your objective is to convert the power of your compelling resume to an interview.

6. Use a pro to give you the edge: A professional, like My Greener Future, is your personal mentor, dedicated to your results.  They lay out powerful alternatives to penetrate the marketplace.  Make sure the pro is full-service and not just a hobby for someone.

7. Be consistent, persistent and assertive: Hiring managers are looking for talented people who can fit in with the rest of the “team”.  Look for alternative opportunities for referrals through part-time jobs, business coaching or volunteering for non-profit organizations.  Always keep positive.

8. Close the deal: When you get an offer you’ll usually first get a phone call to make sure you are still interested and available.  Try to see how firm the offer is by asking clarifying questions. Always ask for the offer in writing and always respond to the offer in writing.

Lastly, design an entry strategy into the new organization to guarantee your job success over the first year.  A “coaching” organization can work with you on the best approaches.

Be a candidate rather an applicant.  Join us at My Greener Future.

Find more information, articles and mini-webinars at our website:


Posted on: September 14th, 2011 by
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Bill Kaufmann, President of My Greener Future

Experience has shown there’s a big difference between how you approach a job search and the results you get. Some strategies are time consuming but yield little in results. Others can yield opportunity if used appropriately. How do you tell the difference? Your strategy design depends upon your goal.

Let’s look at a representative list and discuss each one in descending order:

#10 – Mail a generic resume and cover letter to everyone and anyone: This approach is the least effective since it’s not targeted and requires the most effort and cost with envelopes, stamps and paper

#9 – Send generic resumes to a blind newspaper ad. Blind ads usually want your email address to sell you something. Newspaper ads are usually local and limited. They’re called “blind ads” for a reason

#8 – A compelling resume and cover letter to targeted recruiters. It’s remote, but possible to match job requirements for a position they may have with your specific experiences, level and price

#7 – Resumes sent to an industry magazine ad. This usually puts you in competition, nationally within your function or industry, unless it’s a regional job or niche market

#6 – Conduct an on-line national search. A large on-line website like can give you a sense of what’s available. Do a word match with your resume to the position being considered.

#5 – Geographical, industry or functional on-line search with a targeted resume. Websites by geography, industry or function are more focused and may yield better results.

#4 – Email lists with a targeted resume to known people and companies. After you research industries of interest and their segments, customize your resume to best fit your strengths.

#3 – Person-to-person informational meetings with past and present contacts. Few people will turn you down for a coffee or lunch, asking to learn more about their industry or company.

#2 – Network with indirect referrals from people you know. Once you network with those you know, always ask for referrals for 2 or 3 others. 20 referrals should result from 10 primary contacts. Use the social and business group electronic media at your disposal.

#1 – Network directly with 100 or more of your associates, friends, family and others. They know you best. Prioritize this list. These are your most powerful advocates who can introduce you into potential opportunities or to others. A list of 100 should eventually evolve into 400 to 500 connections.

The power of your job search strategy is directly related to your time and effort cultivating relationships. Each relationship can be critical to your future. A circle of supporters will follow you throughout your career for decades if properly networked with reciprocal support.

Be a candidate rather an applicant. Join us at My Greener Future.

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