11 Ideas for Job Searching During the Holidays

11 Ideas for Job Searching During the Holidays

careers and career changes and alternatives

Here are some specific strategies you can use in your holiday job search.

Accept all invitations you receive for holiday parties and get-togethers
Whether it’s a social or charity event, dinner party, spouse’s Christmas party,
or professional association event, use these opportunities to reacquaint
yourself with people who might be useful in your job search,
and make new connections. Be sure to follow-up.

Re-connect with old friends and colleagues
Your network can be a great source of information, job leads,
and referrals. Get back in touch with previous co-workers and
supervisors, high school and college people, former neighbors, etc.

 Host your own holiday party
It doesn’t have to be anything formal or elaborate.
Hosting your own holiday open house, dinner party,
or get-together can help jumpstart your job search
(but that shouldn’t be the focus of your party, of course!).
However, extending an invitation is a great excuse to reach
out and talk with someone you haven’t spoken to in a while!

Ask for specific information or help
For example, ask if the person knows anyone who works at “x”
company instead of asking if they know of anyone hiring.
During the holidays, your contacts might have more time
to be of assistance, and they might be in a mood to be
generous at this time of the year!

There are many opportunities during the holidays to give your time
to charities and organizations. Some of these opportunities might also
help you build your network, make new connections, and bolster your résumé.

Use holiday cards to connect
If Christmas cards, holiday letters, and e-greetings are part of
your end-of-the-year tradition, mentioning your job search
(if you’re currently unemployed, or your position is ending)
can be a useful strategy. Let people know you’re looking!

Create a business networking card
Develop a business card that lists your contact information and social
media links — especially to your LinkedIn profile. You can use this in lieu
of your normal business card — or instead of it, if you’re unemployed.

Update your social media presence
If you don’t yet have a LinkedIn profile, now is the time to create yours.
If you have one, give it a fresh look. Is it time to update it? Can you increase
your number of Connections — or solicit additional Recommendations?

Look for opportunities to get your foot in the door
If you’re currently unemployed, look for temporary or
seasonal jobs that may lead to full-time positions.

Connect with recruiters
Many are trying to reach year-end recruiting goals at this time
of the year, and you may have just the skills they are looking for.

Set a specific goal for your job search
Instead of setting a goal to get a new job, your goal might be to make
a certain number of new connections or to schedule a certain number
of informational interviews. Making progress on this type of goal will
ultimately help you achieve your goal of a new job.

Make sure you’re reachable
You might be asked to interview at unusual times — for example,
the day before Christmas. Keep your phone on — and make sure
you’re checking your voice mail and email regularly!


career strategies group

7 Questions to Ask About Your Job Search

7 Questions to Ask about Your Job Search

If you are an attorney looking for an in-house position, the competition is ferocious.
It always has been. The quality of the people who are competing for in-house jobs
is also extremely high.

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In order to prevail over the competition, you need to be doing several things.
Here is a check list of questions to ask yourself about your job search campaign.

Have you identified your Unique Selling Proposition?
What makes you a better candidate than someone with like kind
and quality of experience? If you do not have a clear “brand strategy,”
your search will take much longer. You will miss out on interviews
for jobs you could have won.

Do you have a well-defined Marketing Plan?
Have you identified your target market, the people who can hire you,
the companies where you best fit, and the information sources you
need to stay current about changes affecting your potential employers?
Have you established a specific methodology for your campaign?
If you have not, you are trusting to luck.

Are you being creative in your approach to the job market?
If you are merely posting your resume on job boards, responding to
advertised positions on the internet, talking with recruiters and
doing some networking, you are taking necessary steps. But,
you are also doing what everyone else is doing! Even worse,
you are missing out on literally 80% of the available positions,
since that is the percentage of jobs filled each year that are
not posted on the internet or listed with recruiters.

Do you have a strategy for reaching the Hidden Job Market?
Since most of the available positions are not advertised or listed with recruiters,
you will need more than old-fashioned networking to reach into this “hidden”
market. There are many job search tools available if you look for them and
know how to use them. (Part 1 of our “Innovative vs. Traditional Job Search
webinar” lists 8-10 lead sources. How many can you name?)
Knowledge is power. How knowledgeable are you about job search?

Does your resume show your accomplishments OR your practice areas?
Your competitors have had essentially the same duties and experiences
that you have had. What makes you more attractive than they are?
If your resume isn’t showing results you have produced, you are
under-representing yourself.

Do you have a compelling telephone introduction
when calling the people who can hire you?

If your plan for calling the hiring executives is simply to ask if
they have seen your resume and would they like to meet you,
your chances of arranging an interview are minimal.

Do you have a plan for reaching companies
that are passively seeking candidates?

Many organizations are thinking about adding to staff or replacing an
out-of-favor attorney, but haven’t pulled the trigger yet on that process.
Reaching organizations when new jobs are in the formative stage is a
great way to pre-empt your competitors.

If you have (honestly) answered “yes” to these seven questions,
then we applaud you and you probably don’t need us. But if
you have answered “no” to even one or two of these questions,
then you are likely to be spending a lot longer on your
job search than you need to or want to.

We have guided about 2,000 senior lawyers through successful
job search campaigns. Perhaps we can do the same for you.


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5 Ways to Give Your Resume a Makeover

This is from an article just published by CareerBuilder.com and MSN. 

(We were among the resume experts from around the U.S. who were interviewed.)

Fashion and what’s in style change over time—and so should your résumé.
What may have been a trendy way to format five or 10 years ago could now be considered
outdated. And with technology changing how jobs are found and applied for, being current is
more crucial to your job search than ever. Whether you’re just putting together your résumé or
feel like your job search is in a rut, take the time to update your résumé’s look with these five tips.

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Swap out-dated categories for modern information
Résumés used to serve as a very different form of introduction than today. While hiring
managers used to wonder who you were and what you were looking for, as well as if
anybody could vouch for you, today’s hiring process is much more streamlined. “Today,
like the understanding of the unspoken objective, everyone knows that a job candidate
will provide references when and if they advance to the next stage of the hiring
process,” says Karen Southall Watts, business coach, consultant and author.

Instead, find a way to use your résumé’s valuable space more wisely. “The top third of
your résumé is prime real estate and should not be home to something as obvious and
outdated as an objective statement,” says Watts. “The reader already knows you are looking
for a job like the one advertised. It’s better to put a personal branding statement or skills
summary in this key area.” Below your contact information, write a short summary of your
achievements, years of experience and highlight your skills.

Use the latest technology to your advantage
When designing your résumé, keep in mind both who and what will be receiving it.
Bruce Blackwell, 
managing partner of Career Strategies Group in White Plains, NY, says,
“Rule number one is to keep your design simple! Make sure it is compatible with the résumé
database programs used by employers and recruiters. Called applicant tracking systems,
these programs electronically ‘read’ incoming résumés, parse their keywords and slot
them into a database file. Résumés with headers on the name and address lines, with
bullet points in the contact area, with fancy lines and other graphic effects, often
cannot be read and end up in the garbage.”

Having more than one format of your résumé is crucial to your search. Watts says,
“There should be a résumé that works no matter where you need it to go: A printed
paper version for traditional employers, a PDF version that can be scanned and a
hyperlinked version that ties to samples of your work or your social media links.”

Skip the buzzwords and instead give specific results
Instead of describing yourself as the most hard-working, creative, talented team-player,
quantify your success and include achievements in your work experience section.
Michelle Proehl, president of Slate Advisers in Sunnyvale, CA, says, “Emphasize specific
actions and the results achieved. For instance, saying that you ‘Identified $1M in
administrative cost savings that enabled the sales team to add headcount’ is far
more powerful than ‘Conducted analysis of division financial plan and budget.’”

Abby Kohut, human resources executive, recruiter and author of “Abby’s 101 Job
Search Secrets,” says, “Avoid buzzwords designed to sweeten your résumé, but don’t
really hold any meaning. With more companies relying on computers to vet résumés
before sending to hiring managers, it’s crucial to weave the appropriate keywords into
your résumé and professional online profiles. Learn the difference between a buzzword
and a keyword, and your résumé will rise to the top on the stack.”

Give context to your experience
While you may know what your past places of employment did or believe a company
name is big enough to be recognized, hiring managers may not. Jon Mazzocchi,
partner and general manager in the accounting and finance search division at
Winter Wyman, a recruitment firm in Waltham, MA, says it’s crucial to give context
to your past employment and what the business did. “Even if the hiring manager
is familiar with your past employers, it is a good idea to point out the similarities
between those companies and the one you hope to join. Similarities in size,
culture, and industry definitely help.”

Give every detail a professional polish
To avoid quickly being discarded, triple-check your résumé for errors and be sure
you’re presenting yourself as a professional. When it comes to getting in touch
with you, Watts says it’s important to give multiple contact methods. “It’s highly
unlikely that HR is going to send you a letter in the mail. Your résumé should include
a phone number, an email, your social media links if you use them professionally
and your website if you have one.” Laurie Morse-Dell, personal branding coach
in Bismarck, ND, adds, “Make sure you have a professional email address. If your
email is or could be perceived as vulgar, cutesy, juvenile or cheesy, get a new one.”

Most importantly, your résumé and all content included should recommend
you as a qualified candidate for the job who exudes professionalism and
capability. By taking the time to put your best résumé forward,
you’re sure to create a great first impression.


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Happy Holidays from Career Strategies Group

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For your career strategies, alternative career choices and guidance,
and the best coaching in the business — to help you
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Training and Management Development Programs

Helping your Business Grow

We offer a variety of training and management development programs
for law firms, corporations, academic institutions and non-profits.
Programs are available for groups and for individuals.

A selection of our programs includes:

How to generate more revenue for your law practice or business
Improving operational procedures to maximize profits
Team building in a competitive practice
Business planning to improve cash flow

career strategies group business solutions

For over 20 years, our team of business consultants has been helping individuals and
organizations achieve more than they thought was ever possible.  Our advisors use their
experience as attorneys, executives and entrepreneurs to help legal professionals,
entrepreneurs and business executives create and follow their roadmap to success.

We help attorneys and business owners design and execute strategies to so that:

The Practice grows. This is about finding new clients and adding more matters from
the existing client base. We teach strategies and tactics that help clients “make it rain”

Billings turn into profits. Adding clients and billing hours doesn’t ensure a profit.
We help clients run effective operations and turn top-line cash into bottom-line profits.

There is value beyond the billable hour. Sometimes attorneys and other professionals
want to move beyond their practice into other pursuits. This is about turning the
business into something that can be transferred or just run effectively beyond the
owners’ individual efforts.

We custom design a unique roadmap for each client – focusing on the things they
don’t teach you in law, business or medical school. Program elements can include:

Strategy & Planning. We help professionals develop their strategic vision and
translate that to the daily tasks that can then be implemented. This is
useful to all attorneys and professionals – from new associates who
need to learn how to make it rain, to more senior attorneys or
entrepreneurs who are thinking about buying or selling a business.

Marketing & Business Development. Attorneys and professionals need marketing
and sales strategies tailored to their specific businesses. We use a “solutions
approach” to make “good” referrals happen and increase your close rate. As a
result of this program, our clients will understand (and practice) how to capture
the unique aspects of their practice to secure the “right” clients.

Client Service & Retention: The bottom line is that most professions — law,
medicine, dentistry, public relations, insurance or any other field — are
service businesses. We help owners turn their clients into “Fans” who
will refer more matters and become one of their “Promoters.”

Personal & Team Development: We help improve the business skills that
are not taught in school but are essential to running a successful business.
It is about developing the business owner and the team to work most
effectively together.

Practice Development: Even the most effective sales and marketing won’t result
in a profitable practice if the “Operations” side is leaking cash. We review of your
operations to identify areas for improvement and gaps that need filling. Owners
gain a fresh, outsiders’ perspective and learn how to plan to make change happen.

A Personal Trainer for your Practice

Coaching is like having a personal trainer to help you reach your potential.
Your coach helps you learn how to run a better practice by applying proven
business principles to the unique nature of your profession.

A good coach helps clients:
Set clear and achievable business goals
Develop a simple plan to get started
Stay on–track and on-time
Unlock and apply the business skills needed to succeed.

Professional athletes use coaches and trainers to win on the field of competition.
Today, more and more professionals and executives
are using coaching to help them achieve their dreams.

Contact us today for a free consultation.



Career Strategies Group – Meet Our Team

Career Strategies Group  —  Team Biographies

 career strategies group - bruce blackwell


Managing Partner and CEO, has advised Board Chairmen, Directors and CEOs of publicly held
organizations on a variety of marketing and business development issues, and has discussed
First Amendment issues over dinner at the White House. He is a former publishing, motion
picture and broadcasting executive.  Early in his career, he was an award-winning editor
and nationally syndicated columnist for Gannett Newspapers. He later became Vice
President of Marketing for The People’s Choice cable TV network, and consultant for
MTV and Showtime. He then transitioned into the motion picture industry, where he
was Director of Marketing, Investor Relations and Corporate Affairs for New Line Cinema
and Director of Publicity for MGM. While a Business Analyst with Marketing Corporation
of America
, Bruce consulted for companies like IBM, 3M, GE, Avon, Lorillard, and
Burger King. 
Subsequently, he was on the U.S. Executive Committee for BASYS, the
world’s largest broadcast automation software development firm which provided
newsroom systems for CNN, NBC, the BBC and countless others. Before founding
Career Strategies, he had been a Branch Manager and Senior Consultant for two
of the leading career development firms in the Northeast.

A noted author and lecturer on career issues, Bruce is a charter member of the Career
Management panel for the New York City Bar Association, and has been called “a leading
career expert” by the New York State Bar Association. Blackwell has presented career guidance
seminars for two annual meetings of the New York State Bar Association, and has presented
career management seminars for the New York County Lawyers Association, the Association
of Corporate Counsel, the New Jersey Bar Association, and many others. Some of his research
into legal career areas has been published by the American Bar Association.  He also did a
presentation on Alternative Legal Careers for the National Constitution Center, whose
Scholarship Advisory Committee includes Law School Deans or Professors from Harvard,
Stanford, Yale, the University of Texas, plus both Princeton, and Brown. Blackwell’s presentation
was immediately followed by one made by U.S. Supreme Court Associate Justice Stephen Breyer.

career strategies group - Doug Brown
Senior Consultant Emeritus
, is the former Executive Director of the Connecticut Bar Association
is now the Chief Operating Officer for a high-end jewelry retail group.  He is an attorney,
educator and senior corporate executive with 25+ years of experience helping lawyers, law firms
and corporations grow profitably. Doug is, himself, a former client of Career Strategies and is a
highly successful graduate of our re-careering program. Doug has traveled the same road taken by
our clients and is an expert in working with professionals and adults to both plan and execute career
growth strategies. Doug began his career in private practice with Tyler Cooper & Alcorn in Connecticut
before becoming Corporate Counsel and Director of Legal Services for Kuehne & Nagel, Inc.
His business roles included VP of Operations Administration, Divisional VP and ultimately Global Vice
President. Doug holds degrees in Finance and Managerial Statistics from The Whitman School of
Management at Syracuse University
. He earned his law degree, cum laude, from The American
University – Washington College of Law
, where he was an Editor of the International Law Review.
Doug is a contributor Fox Business, INC Magazine and The Hartford Business Journal. He is on the
program faculty at ALI-CLE, and is a frequent CLE presenter and columnist on practice management
for The Connecticut Lawyer Magazine. Doug also served as a professor and Academic Program
Manager for the MBA Program offered by The Malcolm Baldrige School of Business at
Post University
 where he helped adult learners maximize career potential.


Alternative Careers for Lawyers

Senior Consultant; President, President of Summit Success, LLC, a leadership training company
and Chief Operating Officer of Book Yourself Solid, an international business practice
development company.  Walt is a cum laude graduate of Cornell Law School and spent 25
years as a commercial litigator. He was also the managing partner of a well-respected law firm.
Walt made a dramatic career change himself and is now an internationally known coach, lecturer,
best-selling author and motivational speaker. (He credits Career Strategies for having provided
the impetus for this change!) Walt works around the globe with C-level executives, business
leaders, professionals and entrepreneurs to accelerate leadership effectiveness, teach peak
performance skills and drive business and personal success. A dynamic motivational and keynote
speaker who has inspired audiences worldwide, Walt is also the author of “Journeys on the Edge:
Living a Life That Matters,” named one of the Top 10 Non-Fiction Books for 2013 by Amazon
and was honored with an American Booksellers Award.

 Career strategies group - barbara berger

Barbara Berger

Consultant and President of Career Wellness Partners, has more than 20 years of HR
and managerial  experience in corporate, small business and entrepreneurial organizations
and now runs a career transition practice in Pennsylvania. Barbara began her career in advertising,
then transitioned into Human Resources. As a former Hiring Manager for an HR outsourcing
company, she reviewed thousands of resumes and interviewed hundreds of candidates for
executive-level positions. She has a BA in Communications and Journalism from Shippensburg
University. Barbara earned her Certified Professional Coach and Certified Career Coach
certifications at World Coach Institute. She is a member of the National Career Development
Association, a hiring insights resource, a blogger for SAP’s Talent Connect platform,
and was a presenter at the Lehigh Valley Society of Human Resource Management
Conference in 2017 on “How to Turn Employee Career Ruts into Career Action Plans.”


Career strategies group - nat caputi

Nat Caputi, Ph.D

Consultant and President of N.Caputi Associates,  has more than 30 years of career guidance
experience. His background includes recruiting, outplacement, leadership training and personal
career management. A noted author and lecturer, Dr. Caputi has authored the soon-to-be-
published work, “Job Hunting: The Game and Playbook.” In addition to his work with
Career Strategies, Dr. Caputi is a career advisor for Mullin International, a global outplacement
firm, and maintains a private career guidance practice in Pennsylvania. He has worked across a
wide range of industries, with particular experience in consumer products, the luxury and
cosmetic sectors, HR, legal, aerospace and technology. Nat holds a Ph.D. and M.A. in Human
Behavior, Psychology and Religion from Drew University, and B.A. in Psychology from
Fairleigh Dickinson. He was also in the Honors Program at the Boston College Business
School. Dr. Caputi has provided career management and leadership training programs
for Prudential.

Career Strategies Group Team Members




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Browse thousands of local job opportunities on our Career Strategies Group website.
You can search open positions by location, occupation, company name or travel distance
by plugging in your zip code. Job listings are updated daily so check back often.

Specialists in Attorney & Executive job search and career change. Are you sick
of billable hours, your quality of life, or hate your job? We’re here to help!

Bored, underchallenged, overworked, unappreciated? If you don’t
know who to turn to or what your options are, Contact Us Today!

Whether you are looking for a new job or a new career, Career Strategies Group can
help. You can schedule an initial “get to know you” call, or can leave your details and
we will get back to you. You can also send us your resume or personal note.
All calls and resumes are treated with the utmost confidentiality.

We can help you determine your viable career alternatives and options, and then our career
coaching professionals can provide the resources, information, techniques, job search strategies,
life-coaching guidance and tools necessary to help you achieve your career objective.

Let us help you land a great new Attorney or Executive position today!

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Career Strategies Group F.A.Q.

Career Strategies Group Frequently Asked Questions


Career Strategies Group


Q: Are you recruiters?

A: I hate to give a lawyerly answer, but yes and no. We do direct recruiting for law firms and companies through our Corporate Services Group and our affiliate, New Jersey-based Perfect Match Recruiting. PMR recruits attorneys, executives and healthcare professionals. Many of our recruiting assignments come to us from our “graduates,” people who we have helped secure new positions. They will often come to us to find attorneys and executives for their organizations.

We are also part of a network of large recruiters, and work closely with recruiters that we know and trust. We are often a source of talent for these outside firms and we can help them identify good candidates.

However, please be aware that recruiters are looking for very specific types of individuals who possess specialized skills. Typically, they are seeking young lawyers from top schools or more senior professionals with portable business. Recruiters seldom, if ever, have opportunities for those who are seeking career changes. This is where our Career Services Group can help.

Q: Do you charge a fee for your services?

A: When we are serving as a recruiter, we do not ever charge an individual candidate a fee. However, if we are working with an individual client on identification of career options, resume development, resume distribution or coaching, we do charge a fee for our services. Typically, we provide professional career advisory and job search services on an hourly fee basis. We have a sliding fee scale. Our fees run from $225 to $315 per hour, depending upon the complexity of the case, the level of the candidate and their income.  We also provide package discounts. Many program packages carry an average hourly rate of a bit over $200, including discounts.

Q: What does a typical program cost?

A: There really are no “typical” programs. Some people need just an hour or two of career advice. Other people need comprehensive career assessment testing to identify viable options. Still other people only need a resume upgrade or distribution services. We are very “menu driven” and will seek to match an individual’s needs and budget with the appropriate services. On our Self-Help page, we have some services that are only a few
hundred dollars, while other cases can be as much as $7,500 or more. We have an excellent, low-cost facilitated self-help program for just under $1000, but most of our consulting programs are in the $1595 to $5500 range. Many of our clients are earning in the $95,000 – $195,000 range and find that our fees are very reasonable.

Q: Do you guarantee interviews or jobs?

A: No. Any organization that says it can guarantee someone an interview or a job is lying and is preying on the fears of its clients. We guarantee we’ll use all our knowledge, experience and resources to help you win interviews, and to secure a job offer. We bring tremendous expertise, decades of study on job search methods, and some considerable brainpower to the job search process. We can increase your odds of success and most likely shorten your search, but there are no guarantees except that we will work hard to help you.

Q: Will you work with anyone?

A: No. We are not right for everyone, and not everyone is right for us. We have strict standards about the candidates we will accept into our program. If we feel the candidate does not have the “right stuff” to be successful in a job search or re-careering, we will not accept the case.

Most attorneys know a bad case when it walks in the door. So, do we. While we cannot guarantee success, we only work with people whom we feel can be successful in our process.

Q: Why should I spend money on your services?

A: We are experts in job search and career change. Through our knowledge and resources, we may be able to shorten your job search by weeks or months. We can help you compete more effectively in the marketplace by creating compelling marketing materials and dynamic, innovative campaigns ….. Let’s do some math …..
Let’s say you are an out-of-work professional who had been earning $125,000. Every week that you are out of work you are losing $2,400 of income. Say you retain us for a mid-level program priced at $3,600. If, through our efforts, we are able to shorten your job search by a mere 1.5 weeks, you have broken even economically and you are back to work. If we can shorten your search by two months, you are ahead of the game by $15,600!

Does that make sense?

We are highly skilled in salary negotiations. It is not unusual for us to develop negotiation strategies that result in the client receiving $10,000, $15,000, $20,000 or more than the company’s original offer, an amount many times the fee we were paid.

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