Looking for a job, especially around the holidays can be one of the most frustrating activities known to man. The only way to combat that frustration is to take the bull by the horns and minimize your anxiety with the knowledge that you are doing every possible thing you can to expose yourself to opportunity. Solely investing in your Internet presence, sitting around and circling Help Wanted Ads in the newspaper, or throwing your resume up on Monster isn’t going to cut it.

Be proactive, drive the bus, and get aggressive. How aggressive? It depends on your ability to make your next mortgage payment.

Know this: Job search is the mirror image of recruiting.

To maximize your exposure, you need to mirror everything recruiters and hiring authorities do to gain exposure to their openings.

So what does this mean? Let’s put it in context with the recruiting process.

The basic recruiting process can be described as follows:

Write the job spec (i.e., market, company, job profile, experience/skill requirements)

Your CV/Resume is the mirror image to the job spec, but with one difference: a poorly written job spec can still attract great candidates. You’re CV/resume better be the best it can possibly be.

Defined the Search Universe (i.e., set of industries, markets, and ultimately companies that would precipitate a peer level candidate with experiences and skills in alignment with the job spec)

The mirror equivalent to this would be the Employer Universe of industries, markets, and ultimately companies your experience aligns with.

Identify the candidates -in- the Search Universe (this is where most recruiters and hiring authorities stop the candidate targeting).

Your mirror equivalent would be identifying the hiring authorities, HR contacts, and recruiters that would at some point have needs for someone with a CV/resume like yours within your Employer Universe.

Really good recruiters also identify a Tangential Search Universe (i.e., what set of industries, markets, and ultimately companies might peer level candidates with relevant work experience acquired in the target Search Universe now be working). Often candidates with relevant Search Universe related work experience (e.g., Consumer Products) are now working outside the target Search Universe (e.g., Management Consulting), and they can be even more attractive candidates (e.g., Management Consultant with Consumer Products Industry related prior work experience).

The mirror equivalent of this would be to ask yourself – what is your Tangential Employer Universe (e.g., other industries, markets, and ultimately companies that might be able to leverage your experience and skills)?

So how do recruiters identify candidates?

They typically have access to a proprietary and multiple on-line free/subscription based databases. They also do research combing the internet for tradeshow, conference, press releases, corporate websites, industry publications, and many other sources (like Networking sites – hello!) to identify either candidates directly or people to network with to get to the candidates they are targeting.

The mirror to this question is: So how do you identify the hiring authorities, HR contacts, and recruiters that would at some point have needs for someone with a CV/resume like yours?

Do the exact same thing a recruiter does: research – combing the internet for tradeshow, conference, press releases, corporate websites, industry publications, and many other sources (like Networking sites – hello!) to identify either the individuals directly or people to network with to get to the individuals you are targeting. Even take a look at some of the subscription databases (e.g., JigSaw, Lead411, SGAExecutiveTracker, ZoomInfo, Hoovers, et al.) and see if they might accelerate your progress.

Dive into Recruiterlink will help you identify tons of executive recruiters to send your resume to.

The biggest challenge in identifying candidates in a Tangential Search Universe is they are not obvious by their current position/role within their current employer. It’s much easier for you, the job seeker, to identify the hiring authorities, HR contacts, and recruiters in a Tangential Employer Universe.

So how do really good recruiters – and you – identify and get to these people?

The simple answer is – by Networking.

The best recruiters are excellent networkers. You are faced with the same mirror challenge. You need to become an excellent networker if you aren’t already.

Recruiters then start reaching out to identified candidates via phone, email, and mail, and network like a madman to get to unidentified candidates.

That means you start reaching out to identified individuals via phone, email, and mail, and network like a madman to identify and get to the individuals you are targeting.

Recruiters, even executive recruiters, also post openings on subscription based executive job/career service sites.

Recruiters can leave about 100 – 30 second voicemails a day – so can you. Recruiters can email hundreds of people individually each day, and can email tens of thousands if they are using an Email/Marketing campaign software tool (e.g., Group-Mail, et al.) – so can you – just grab a subscription to a database, join all the Networking platforms that look like they might attract either the people you are targeting, or the networking contacts you can go through to get to them. Build your own proprietary database. Learn how to identify/create email addresses. Leverage Resume Distribution services (e.g., ResumeRabbit). Leverage subscription based executive job/career service sites (e.g., BlueSteps, NetShare, TheLadders, et al.).

In short, market yourself like crazy by thinking like a recruiter, and you’re phone will ring with opportunity calling.

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Buses are also known as a medium for advertising. The buses have large flat faces in which an advertiser cango wild. Be large ads can be seen from a great distance, and how many people travel across the city by bus, the ads are seen regularly by many different people.

Company vans are another popular choice for advertising. Like buses, they tend to have large flat faces that are well placed to be traveling billboards. Is usually the company that owns the truck, which has its own advertising on it.

Initially used to be simply the company name andaddress with a phone thrown in too. Now you can all sorts of things, thanks to the relatively low cost of vehicle wraps, computer-generated image that vinyl can be placed in a vehicle that can be taken again without damaging the paint.

Vehicle wraps have really revolutionized advertising on vehicles. It all started in 1993 when a company called Supergraphics a computer-generated image wrapped vinyl around a bus. The announcement was for Crystal Pepsi and vehicleswraps were born.

This was a huge step forward from the standard hand-painted signs that had been the only real opportunity for the advertising vehicle previously. Suddenly you can take photos and put them on real cars, vans, buses and trucks, or whatever you like.

Being able to remove the ads without damage to the bodywork of the vehicle was another huge advantage. At least in theory, a truck might have a different advertisements adorning its sides every day ofweek.

Advertising on vehicles have become increasingly adventurous and creative. Gone are the days when only the space has been considered and what could be put into it. Now watch the ad designers essential parts of the vehicle, and often incorporate them into the image. This has enormous charm and works well.

You can see camera manufacturers with a wheel to simulate the camera lens. The effect can be quite surprising. Bus wheels have also been used as human eyes, with eyelashespainted over the wheel arches. Concerned smokers who try have been placed on the back of the bus so that the exhaust pipe belching smoke a cigarette seems to be, the message is clearly to discourage smoking. Many of the most inventive ideas have been used for advertising on vehicles.

A pretty clever idea is to make use of all the white vans on the road do not carry advertising or a corporate logo. Their owners may be offered an incentive to carry advertising for other companies. Thissimple idea can offset the costs of the vehicle, while providing a very suitable for mobile advertising. Advertising on vehicles really works, and seems to be here to stay.

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