Guerrilla Marking for Job Hunters 2.0 Part 46

Today, Allan and Darryl have both been headhunted a number of times. As true guerrillas they understand better than anyone how to position and market their skills, to search the world, cold-call prospects, get their attention, raise their proposition above the background noise, and to keep at it tenaciously for however long it takes-be it weeks or months-and be intelligent enough to present their skill set in creative new lights until the persuasion works.

Keep Jay and I informed-E-mail your guerrilla stories to me at and let me know if we can share your success with other guerrillas.

Remember, in a dog-eat-dog economy the guerrilla is king!

Bonuses

Free Resources only for Readers of this Book (Over $250 Value) . . .

To help you get hired even faster using this book, there is a collection ofFREE JOB-SEARCH RESOURCES waiting for you at

www.GM4JH.com Visit today to claim your Free Gifts: * FREE Audio Seminar with the Author-Instant download! * FREE Audio Seminar with the Author-Instant download!* FREE e-mail Course: "30 Days to Your Next Job"-Enroll today!* FREE Video Training with the Author-Watch the latest Guerrilla Job Search success stories!. . . plus more resources too new to mention in this book. Visit today.

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Appendix 1

Call Logs

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Appendix 2

eXtremeTMMakeover Resume Samples

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Appendix 3

Compensation Checklist

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[image]Often a new employer cannot place a new employee and dependents on medical insurance for a given period of time ranging from 30 days or longer. In such cases,you may be eligible for Consolidated Omnibus Budget Reconciliation Act (COBRA). Although you are no longer at the last employer, you may be eligible to receive continuation of the same coverage at a group rate, except that the premiums come out of your pocket. So, it still is a heavy monthly expense.You may be able to have your new employer "bridge" the cost under COBRA. In other words, pay your premium until you can be placed on their policy. To learn more about COBRA, visit www.cobrainsurance.com.

** Tuition forgiveness-depending on the shortage of a particular skill set (healthcare professionals, high-level security clearances, and high-demand management and executive people are three examples). It's negotiable at all levels. Skill set shortage really drives the deal; what's hot today may not be tomorrow. Tuition forgiveness-depending on the shortage of a particular skill set (healthcare professionals, high-level security clearances, and high-demand management and executive people are three examples). It's negotiable at all levels. Skill set shortage really drives the deal; what's hot today may not be tomorrow.

Valuing the Deal Valuing the deal is as simple as seeing how the new offer compares to the old. Add up the two columns and see how you're doing. The value is in the total amount from the first five sections. The section on "severance" is career insurance and shouldn't be factored into the package. While in some cases your salary may only have gone up say,10%, the value of your benefits may have soared by 50% to 100% or more. At the end of the day it's as much about purchasing power as it is about how much you get to keep.

What's your total current situation: __________

What's the total for the new offer: __________

About the Authors

Jay Conrad Levinson is the author or coauthor of the more than 32 books in the biggest series of books on marketing in history. His books appear in 60 languages and are required reading in many MBA programs worldwide. is the author or coauthor of the more than 32 books in the biggest series of books on marketing in history. His books appear in 60 languages and are required reading in many MBA programs worldwide.

Jay taught guerrilla marketing for 10 years at the extension division of the University of California in Berkeley. He was a pract.i.tioner of guerrilla marketing in the United States-as senior vice-president at J. Walter Thompson, and in Europe, as creative director at Leo Burnett Advertising.

He has written monthly columns for Entrepreneur Entrepreneur and and Inc., Inc., a syndicated column for newspapers and magazines and online columns published monthly on the Microsoft and GTE web sites. a syndicated column for newspapers and magazines and online columns published monthly on the Microsoft and GTE web sites.

Jay has served on the Microsoft Small Business Council and the 3Com Small Business Advisory Board. In addition to books, he has produced a videotape, an award-winning CD-ROM, a newsletter, and has started a consulting organization and web site.

David E. Perry is a veteran of more than 996 executive search projects, with a 99.8 percent success rate. Called the "Rogue Recruiter" by the is a veteran of more than 996 executive search projects, with a 99.8 percent success rate. Called the "Rogue Recruiter" by the Wall Street Journal, Wall Street Journal, he is a student of leaders.h.i.+p and its effect on organizations, ranging from private equity ventures to global technology corporations. he is a student of leaders.h.i.+p and its effect on organizations, ranging from private equity ventures to global technology corporations.

David is frequently quoted on trends and issues regarding executive search, recruiting, and HR in leading business publications including the Wall Street Journal, Wall Street Journal, the the New York Times, Globe and Mail, CIO, Fortune, IT World, Canadian Business, EETimes, HR Today, New York Times, Globe and Mail, CIO, Fortune, IT World, Canadian Business, EETimes, HR Today, and appears regularly as an executive search and labor market a.n.a.lyst for CBC News World. and appears regularly as an executive search and labor market a.n.a.lyst for CBC News World.

David is the author of Guerrilla Marketing for Job Hunters: 400 Unconventional Tips, Tricks, and Tactics to Land Your Dream Job Guerrilla Marketing for Job Hunters: 400 Unconventional Tips, Tricks, and Tactics to Land Your Dream Job (Hoboken, NJ: Wiley, 2005) and (Hoboken, NJ: Wiley, 2005) and Career Guide for the High-Tech Professional: Where the Jobs Are and How to Land Them Career Guide for the High-Tech Professional: Where the Jobs Are and How to Land Them (Franklin Lakes, NJ: Career Press, 2004). (Franklin Lakes, NJ: Career Press, 2004).

As an advisory board member and HR Policy Advisor of the Canadian Advanced Technology Alliance (CATA), David has developed an extensive knowledge of leaders.h.i.+p, innovation, and technology. This ever-evolving expertise keeps him at the pulse of most innovative and successful leaders. David is immediate past Chair of the Canadian Technology Human Resources Board and was on the board of the Software Human Resource Council.

Keynotes and conference presentations have included CeBIT, Performance Inst.i.tute in Was.h.i.+ngton, DC, CATAAlliance Conference, Canadian Academy of Engineering, Canadian Information Processing Society, Canadian On-Line Information Summit, and the 2009 Innovation Summit.

David graduated from McGill University in 1982 with a BA in Economics and Industrial Relations. As a Commissioned Officer, he graduated first in his cla.s.s and was awarded the Sword of Honor. He has been recognized as one of the "Top 40 Under 40" Entrepreneurs. He lives in Ottawa with his wife and business partner, Anita Martel, and their 4 children. He recruits globally.