Short paper covering the top three characteristics a job seeker should consider from someone giving job search advice and how a job seeker can find this information.

1. How To Properly Vet Job Search Advice
By Sabrina Baker, PHR
Human Resource Consultant and Recruiter
In recent years, the job search assistance industry has grown exponentially. There have
been career coaches or outplacement specialist around for years, but the downturn of the
economy has created a spike in the number of individuals offering these services. From
resume writers to job search strategist to speakers at the local library, job seekers are faced
with a myriad of advice coming from all different directions.
For this reason, job seekers need to properly vet those giving advice. They need to know
that the information they are receiving is qualified, legitimate and accurate. This paper
offers three characteristics that job seekers should consider in the value a job search
adviser can bring. It also gives advice on how to find information about the individual's
background and network.
For the purposes of this paper, a job search adviser is anyone who coaches, consults,
speaks, writes or aides in the creation of job search strategies. This could include resume
writers, career coaches, job search coaches, outplacement specialist and speakers who
teach or train on job search strategy.
The three characteristics are:
1. Professional Experience and Education (Background)
2. Community
3. Passion
Professional Experience and Education
Just as individuals do not go to a mechanic when they are feeling ill, neither should they go
to a professional who has no career development background or education to create a job
search strategy. Human resource professionals, recruiters and those who have been
educated in specific career coaching activities (professional certified resume writers for
example) have the professional experience that allows them greater insight into proper job
search techniques.
Acacia HR Solutions
www.acaciahrsolutions.com

2. How To Properly Vet a Job Search Adviser
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It is common place specifically in public speaking or training for individuals with varying
backgrounds to give job search advice. While it may be true that they have some
knowledge of effective job search tactics, this knowledge typically remains at a high level.
In order to dig deeper the proper experience and education is required.
Community
The absolute difference maker in the value that an individual can bring to a job search lies
in their community. Job search coaches, document or profile writers and trainers should be
connected to the people on the other side of a job search. They should be active in the
entire career development community. They should be surrounded by a network of people
who recruit in order to have a good grasp on what recruiters are searching for.
Job seekers should be very wary of those offering job search advice who do not have a solid
community of career development professionals around them. The question to ask is:
"When they do not know an answer who can they call?"
Further, since the job search landscape is ever changing, how will an adviser know the new
and current trends if their network is not the ones creating them or even talking about
them?
Passion
When people are driven to provide a service because they are passionate about the
receiver the service is always better. Someone who is passionate about coaching job
seekers out of a pure desire to help is more likely to focus on content, getting the best
answer and being as thorough in building a strategy as they can be. The desire to help
should be their first intention.
Acacia HR Solutions
www.acaciahrsolutions.com

3. How To Properly Vet a Job Search Adviser
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Where to Find This Information
So how does one know if the person they are about to hear speak on Linkedin or the person
they are considering to contract to write their resume is worth the investment in time
and/or money? Research.
The World Wide Web has opened up a wealth of information with just the click of a mouse.
Find the individual online and review their background and bio. If they cannot be found
online this indicates a huge red flag to the job seeker.
If you are considering going to an event at a library or public office call the place ahead of
time and ask about the persons credentials. Have they spoken on this subject before? If so,
what were the reviews? Why are they qualified to speak on this topic?
Use Linkedin. Job search advisers in any capacity worth their salt are on Linkedin. Not
only are they on Linkedin, but they are active on Linkedin. Look up their profile. Do they
list job search adviser (resume writer, coach etc) on their profile even if it is in a volunteer
capacity? If not, how passionate are they about this topic? What do their connections tell
you about their community?
Do not be afraid to ask tough questions such as how many job seekers they have helped in
the past and where their knowledge comes from. Is their knowledge industry specific or
can it be applied anywhere?
Finally, be extremely cautious of groups offering things that seem nearly impossible.
Training that proposes to find a job in a matter of days or a resume writer who guarantees
that her resume will land a job in 30 days is simply false marketing. Unless they can show
you it has been done (with sources you can check yourself) be very cautious of moving
forward.
Conclusion
There may come a time when investing in outside help to create a successful job search
strategy is necessary. Investing in the wrong type of help can be detrimental to a search.
On average it takes a person one month per every $10,000 they make to find a job. Seeking
advice from individuals not qualified to help will only delay this further.
Acacia HR Solutions
www.acaciahrsolutions.com

4. How To Properly Vet a Job Search Adviser
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Acacia HR Solutions is a Human Resource consultancy and recruiting firm offering services
which span the full employee life cycle. Sabrina Baker, PHR, founded the firm after
experiencing her own lay off in 2010. She brings over 12 years of experience in corporate
human resources and recruiting. Sending time on both sides of the unemployment line has
made her very passionate about bridging the gap between job seekers and employers
looking for skilled talent.
Acacia HR Solutions works on a corporate level with employers and an individual level with
employees (both current and potential). The main services Acacia HR Solutions offers are
broken out into three categories.
Recruitment
On a contingency or retained basis, Acacia HR Solutions used the most advanced
techniques to find the right candidate for your open role. Acting as a sourcer, headhunter
and recruiter all in one, Acacia HR Solutions does not wait for the right candidate to apply
for the job. We find them.
Human Resource Consulting
We work with small business that may not have a full time HR staff or with businesses that
need to supplement the experience of their HR staff. We have the ability to cover many
areas of human resources from handbook creation to training and development.
Outplacement
Employers who need to reduce their force and would like to offer employees help with
their transition may contract us to help each employee with all aspects of the job search
process. Typically contracted in number of months, outplacement services can include
resume writing, strategy development, weekly coaching and interview preparation. These
services are also offered to individuals wishing to obtain help in their job search efforts.
In 2012, Acacia HR Solutions partnered with Social Buzz Concepts to create Discovering
Social workshops. These workshops are day and a half experiences designed to give job
seekers hands on training in incorporating social media into their overall job search
strategy.
sabrina@acaciahrsolutions.com
847.893.9756
Acacia HR Solutions
www.acaciahrsolutions.com