JT: Today we have some terrific advice from Ed Leighton, who has worked in outplacement and called upon his insider knowledge to conduct a great search.

DALE: Here are Ed’s responses to our questions about how he did it:

JT & DALE: How did you come to be looking for a job, and what sort of work/level were you seeking?

ED: I left because the company required me to travel more than my life circumstances allowed for. I had hoped to find exactly the same kind of work (outplacement) without the travel, but kept an open mind.

JT & DALE: What was the worst moment of the search?

ED: With a background in outplacement I was very familiar with the terrain of job searching. The advantage for me was that less of what was going on was mysterious. It was as if I possessed an X-ray machine and could see through and anticipate all the responses from the marketplace. It bothered me greatly that although I had a real passion for outplacement, nearly all the opportunities required travel.

JT & DALE: What worked for you?

ED: I turned follow up into a game. I kept detailed records of every follow up call to potential employers who, invariably, had nothing new to report. It went on for months, but it finally resulted in an interview and job.

I even continued to call a guy who never once returned my calls while I was still searching. He finally did call me back, but only after I started my new job. I was darned if I was going to lose that battle of attrition.

JT & DALE: What didn’t work for you?

ED: With my outplacement experience I knew what I should be focusing on. Although I did send some resumes out, I did not focus on them or sit back and wait for responses. All the HR (and related) professionals want you to behave and come down the shoot so they can pick you off. As a job seeker you have to eliminate the number of people who have a clean shot at you…especially HR professionals who seldom even have the authority to hire you.

JT & DALE: And, any advice for people in similar situation?

ED: Follow up as often as it takes and no matter how bleak things may seem. Even if they say they’ve hired someone else, call back in 45 days to see if the new hire worked out and remind them of your continued interest. Sometimes new hires get better offers from elsewhere (residual activity from intensive job searches) and don’t stay.

Never ask them to call you if things change. Instead, ask them if it is OK to call back every couple of weeks to see where things stand.

WHAT CAN WE CARRY AWAY FROM ED’S STORY?

DALE: For me, the gem in Ed’s story was turning follow-up into a game – instead of getting offended by people not calling back, he just made it a challenge, and I’m sure that “happy warrior” spirit came through in this voice mails and emails.

JT: And for me, I’d echo Ed’s last piece of advice. If you ask someone to call you, you give up control. Instead, ask them if it’s OK for you to call them.

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We’d love to hear YOUR success story – please visit jtanddale.com and learn how you can help and inspire those looking for a great new job.

Jeanine “J.T.” Tanner O’Donnell is author of CAREEREALISM and founder of the consulting firm, jtodonnell.com.

Dale Dauten’s latest book is “(GREAT) EMPLOYEES ONLY: How Gifted Bosses Hire and De-Hire Their Way to Success.”

2008 by JT O’Donnell and Dale Dauten