Dear Friends,
"(Audiology) will graduate approximately 5,500 clinical practitioners during the next decade while an estimated 6,000 practicing and licensed audiologists will reach retirement age."
What does this mean for you? "The audiology demographic trends are clear based on an analysis of these data: (1) there will be fewer students entering the audiology profession than the projected retirements of active audiologists; (2) the audiology profession will have little or no growth; and (3) there will be an increase in demand for hearing health-care services." (B. Freeman, PhD, The Coming Crisis in Audiology, Audiology Today, NovDec issue 2009).
It means, you now have a greater leverage point (earning potential, job description, career options) in the industry. We are starting to see this attitudinal shift with major employers (higher salaries, sign-on bonus, benefits and perks and creative job descriptions i.e. “pajamas and powersuits” positions).
Our advocacy-agent services are free to you, the audiologist. Let us help you create a plan to explore the next level in your career! Explore our exclusive Newsletter benefits by signing up online at www.bridgeline.org (under Newsletter sign-up).
Best Regards,
Tom Northey, MSM
Monday, November 16, 2009
Tuesday, November 10, 2009
The New Audiology Job Hunting Paradigm
Dear Audiologist,
Job hunting has changed dramatically in the new "digital" world. Submitting resumes through the big job boards such as Monster, Career Builder and even Audiology Online (to a degree) can become a "black hole" of no response. And if you've experienced this you know what I mean by "no response". A no response is worse than a rejection. It leaves the feeling of not knowing and opens the door for a whole host of questions such as, "Did I not have the right (or enough) experience? Did they receive my resume? Is there something wrong with my resume? Did they even read my resume? Is the position filled? What were they really looking for?"
The new paradigm for job hunting has evolved from "It's not what you know but who you know" to, "It's not who you know but who knows about you" and, "who can talk intelligently and persuasively about you" to that key person-of-influence. This is the principle of advocacy.
At Bridgeline Associates we are Audiology Advocates. We connect you directly to the person-of-influence. We tout your accomplishments and your benefits (which is key) to the prospective hiring manager. We provide key insider information to prepare you for the interview such as, what is the personality you will be dealing with? What are the real drivers and triggers that motivate this person? What is the state of the company? What are the skills that this person is looking for? What are the right buzz words to interject into the conversation? What not to say or draw attention toward? etc. We change the dynamic from a "it's yours (the job) to try to win" to "it's yours to lose" because the hiring manager has already been sold on you and your abilities/qualifications.
Try us out. There is never a charge to you. There is never a contract to sign. And if you want to "go direct" to a company or hiring manager, we'll even give you our insights free of charge.
Best Regards,
Tom Northey
Bridgeline Associates
http://www.bridgeline.org/
Search "Audiology Jobs" on Linkedin.com groups
Job hunting has changed dramatically in the new "digital" world. Submitting resumes through the big job boards such as Monster, Career Builder and even Audiology Online (to a degree) can become a "black hole" of no response. And if you've experienced this you know what I mean by "no response". A no response is worse than a rejection. It leaves the feeling of not knowing and opens the door for a whole host of questions such as, "Did I not have the right (or enough) experience? Did they receive my resume? Is there something wrong with my resume? Did they even read my resume? Is the position filled? What were they really looking for?"
The new paradigm for job hunting has evolved from "It's not what you know but who you know" to, "It's not who you know but who knows about you" and, "who can talk intelligently and persuasively about you" to that key person-of-influence. This is the principle of advocacy.
At Bridgeline Associates we are Audiology Advocates. We connect you directly to the person-of-influence. We tout your accomplishments and your benefits (which is key) to the prospective hiring manager. We provide key insider information to prepare you for the interview such as, what is the personality you will be dealing with? What are the real drivers and triggers that motivate this person? What is the state of the company? What are the skills that this person is looking for? What are the right buzz words to interject into the conversation? What not to say or draw attention toward? etc. We change the dynamic from a "it's yours (the job) to try to win" to "it's yours to lose" because the hiring manager has already been sold on you and your abilities/qualifications.
Try us out. There is never a charge to you. There is never a contract to sign. And if you want to "go direct" to a company or hiring manager, we'll even give you our insights free of charge.
Best Regards,
Tom Northey
Bridgeline Associates
http://www.bridgeline.org/
Search "Audiology Jobs" on Linkedin.com groups
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