Strong references can be the difference between getting a “thanks for your interest” email and getting  a job offer. That’s why it’s essential to have your references in place before you begin looking for a new job.

I’ll never forget a call I had with one of a candidate’s references when I was working as a recruiter. The candidate looked great on paper. She presented herself well during an in-person interview. I was eager to talk to her references.

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Whenever I speak to a group of job seekers the first question I ask is “How many of you have a resume?” Almost every hand goes up. Great. The second question is “How many of you have a business card?” Only a few hands go up. Not so great.

Unfortunately, many job seekers, don’t realize that when used correctly business cards can be an important marketing tool. When used incorrectly, not so much.

About a year ago, I attended a networking event sponsored by my local SHRM. Most of the attendees were in human resources. Not surprisingly, there were many job seekers there as well.  Smart move. There’s no better place to meet people working in HR than at an HR event.

When I arrived, I spent some time chatting with a recently laid-off woman who was looking for a position in HR. As we said goodbye, I asked her for her business card. She said since she was out of work she didn’t have a “business card” per se. She then proceeded to apologetically hand me a card for the small jewelry business she was running on the side. Obviously, it had nothing to do with her job-search objectives.

Big mistake.

If you’re unemployed, or even if you’re not, it’s a good idea to have business cards. Business cards are essential for networking events and job fairs. First, you need to provide a way for people to contact you. Second, you need to have a way for them to remember you. Finally, if you’re currently employed you need to give people a way to contact you outside of your office.

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The best way to get the attention of potential employers, to get them to contact you for an interview is to clearly demonstrate your value.

That means how you’ve solved problems for your current employer.

Employers aren’t looking for someone to take care of daily activities.

They’re looking for someone who will have an impact on the team, the department, or even the company. They want to know “What’s In It For Me?”

If you’re not a senior executive you may think this doesn’t apply to you.

But, it does.

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If you’re looking for a new job, you’ll be meeting a lot of new people. You’ll interact with potential bosses, colleagues, and maybe, depending on your level, a staff. Some of them you’ll hit it off with, others not so much.

One thing you need to do with all of them is avoid making assumptions.

It’s easy to make assumptions about the people you meet based on nothing more than gender, race, age, etc. Often it happens on unconscious level.

Like when you steer clear of the female sales associate at the Apple store because a) she’s a woman and b) she looks over 50. I’ve been guilty of that. Or you may dismiss the new admin’s ideas because he’s the same age as your son or maybe your nephew.

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Candidates are, understandably, disappointed when they’re not called back after a job interview. Even if the job wasn’t so great or the boss seemed a bit of a micromanager, they still want to get that second or third interview.

A common candidate complaint is that they don’t get any feedback.

Recruiters are sometimes not forthcoming and HR can be cagy when it comes to telling people why they didn’t get the job.

This happens for a lot of reasons. Sometimes recruiters don’t get anything more than the candidate wasn’t a “good fit.” HR may not provide feedback because of legal concerns. Besides that, everyone is busy.

That’s one of the reason’s CareerBuilder surveys are so valuable. They provide feedback straight from the employer’s mouth.

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Cutting expenses is essential when you’re out of work. I know. I’ve been there.

But, some things, like having a sharp interviewing outfit, are essential too.

You probably wouldn’t pull out a suit you wore 10+-years-ago. You probably wouldn’t forgo a manicure. You certainly wouldn’t cut your own hair to save money either.

But, many people feel it’s perfectly OK to write their own resumes.

After all, they’re on a budget and a resume crafted by a pro isn’t cheap.

So why not pull out that old resume, the one that worked just fine 5-years-ago, and just add on their most recent employment? After all the company names, dates of employment, and responsibilities are there.

Unfortunately, many people don’t understand that everything, including resumes, has changed.

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There are a lot of things you should do before you begin a job search. Redo your resume. Work on your LinkedIn profile. Create a list of target employers. Research yourself online.

They are all important.

But, before you do anything, you need to decide what you want to do.

This is critical for several reasons.

First, your resume should be targeted towards a particular job. Why?  Because it’s just as important to know what to leave out as it is to know what to include on your resume.

Let’s say you want to work in marketing, but your last few jobs haven’t had “marketing” in the title. It’s important to focus on the things you did that were “marketing” related. For example, maybe you worked on the company newsletter or were involved in community outreach. Many of the skills you used, like writing, giving presentations, and developing an outreach plan, might help you secure a marketing position.

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I meet people who are looking for a job all the time. When I ask if they are on Twitter most of them say, “No, Twitter is not for me.” Why not?

If you’re looking for a job you should be using Twitter. It’s a great way to learn about the job-search process (think Twitter chats) and connect with new people. You may even find a job. And, at least for right now, it’s free.

So where should you start? It’s easy. Just go to Twitter and create your profile. Be sure to think carefully about the handle you choose – that’s how people will know you in the Twitter universe. As with your email address, it’s a good idea to avoid names like @luckylady or @tigerguy.

When you visit Twitter.com you’ll see there is a search feature at the top of the main page to help you find people to follow. You can look for people you know and search by your interests.  If you’re looking for a job you should search for recruiters. There are hundreds, if not thousands, of them on Twitter.

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Competition for jobs, the jobs that everyone wants, is fierce. You already know that. You also know having a solid resume is the best way to get the attention of recruiters and potential employers.

So you’ve decided to invest in a professionally-written resume.

But, with hundreds of resume writers out there how do you know which one to hire?

There are several ways to find out about a resume writer’s qualifications and to see if he or she is a good fit for you.

1 Get Referrals

Talk to your friends and family. Ask them who they’ve worked with, whether or not they were happy with the results. Find out what they liked and didn’t like about the resume writer they hired. Even if you don’t get a recommendation, you may find out who to avoid.

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In many respects your executive resume is your calling card. While having supplements like an Infographic resume and online portfolio, an executive resume is often what gets you in the door. To help make that happen make sure that it’s searchable and doesn’t raise any red flags.

There are a lot of candidates competing for each role. Getting the attention of a recruiter or hiring manager isn’t easy. When you do you don’t want to blow your chances.

While on a content is king, there are many other things to consider as well.

4 Essential Executive Resume Components

Skills Summary

Today keywords are essential. Having a keyword-rich executive resume will help your resume pass the ATS evaluation. It will help you engage a recruiter as he or she quickly scans your resume as well.

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