i got my dream job so can you

Business Book Summaries® June 3, 2012 • Copyright © 2012 EBSCO Publishing Inc. • All Rights Reserved

June 3, 2012

I Got My Dream Job and So Can You7 Steps to Creating Your Ideal Career After College

Pete Liebman

©2012 by Pete LiebmanAdapted by permission of AMACOMISBN: 978-0814420201

IntroductionIn I Got My Dream Job and So Can You, Pete Lieb-man gives young professionals a comprehensive outline to getting the job of their dreams and starting on the path towards a fulfilling career. He provides six “S.I.M.P.L.E.” steps aimed towards helping job seekers get the job they want: 1) start, 2) identify, 3) makeover, 4) plan, 5) look, and 6) execute. Once a young professional has a job, Liebman provides five “B.E.P.R.O.” secrets to building a great career: 1) belief, 2) excellence, 3) performance, 4) relationships, and 5) out-of-office life.

Most Career Advice Is WrongLiebman shares ten “secrets” he wishes someone had told him when he was in college.

1. Employers are also nervous. Job seekers must never give a potential employer a reason to believe

that they are dishonest, lazy, difficult, uncommit-ted, unprofessional, or unqualified.

2. Every employer is looking for employees who believe in themselves and the mission of the orga-nization, embody excellence and integrity, can communicate clearly and effectively with others, and can solve problems and deliver results.

3. Most jobs are never advertised because they are filled through personal contacts, which means networking is key. Liebman advises job seekers to stop looking for jobs and start looking for people instead.

4. When looking for jobs, the saying “you only have one chance to make a first impression” is incred-ibly relevant because employers are looking for ways and reasons to exclude applicants.

I Got My Dream Job and So Can You Pete Liebman


5. Employers can create jobs for the right person, which means that they are always hiring.

6. The way in which a person finds a job impacts the interview process, as well as how they will be treated after they are hired. Liebman asserts that the interviews he obtained through networking and personal contacts were always easier than interviews he had gotten from job boards.

7. It is actually easier to get a job that is not adver-tised than a job that is advertised. This is largely because employers only post jobs publicly as a last resort, since most jobs are never advertised to begin with.

8. It is easier to get a dream job than almost any other job because job seekers are going to be exponentially more motivated during their search when their dream job is on the line. This increased motivation leads to a more resourceful, produc-tive mindset and a better attitude that increases the job seeker’s appeal to potential employers.

9. More meaning, not more money, is what gener-ates happiness.

10. Getting a dream job is a competition, not a lot-tery, which means the responsibility for getting this kind of job rests squarely on the shoulders of the job seeker. Getting a dream job is the result of choice, not chance.

StartStep number one towards finding a dream job is to start. Liebman emphasizes that there is no excuse; job seekers are completely responsible for making their dreams a reality. The economy, lack of experience, cre-dentials, lack of time, and fear are the top five excuses people give for not already having their dream job, but none of these are viable if the attitude of job seek-ers is in check; they must simply be willing to begin the process and take charge of their job search.

Young professionals should expect doubters, and should use those naysayers to fuel their fire in their job search. Not everyone will be supportive of a young person going after their dream job, but that does not matter because what others think has noth-ing to do with the ultimate success of the job seeker. Rather, success or failure is dependent upon the indi-

Key Concepts1. Start—Do not make excuses; you are fully

responsible for making your dream job a reality.

2. Identify—A dream job combines your talents and passions in a way that is meaningful to you. The right questions will produce the right answers in helping you identify your dream job.

3. Makeover—You must see yourself as a prod-uct you are marketing and selling.

4. Plan—In the search for your dream job, the majority of your time should be spent net-working.

5. Look—Approach your job search like a great salesperson, and keep in mind that you are selling yourself to employers.

6. Execute—When answering questions, main-tain positive body and verbal language, be concise, emphasize past results, and stay focused.

7. B.E.P.R.O.—There are five main secrets to success. Believe in yourself and the importance of your work. Be a person of excellence. Perform well and deliver results. Keep in mind the importance of relation-ships. Remember that your out-of-office life has a huge impact on the quality of your professional life.

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Information about the author and subject: http://www.peteleibman.com/

Information about this book and other business titles:http://www.amacombooks.org/

Related summaries in the BBS Library:Creating Your Own Destiny

How to Get Exactly What You Want Out of Life and Work

By Patrick Snow



vidual. How job seekers choose to respond, what they believe, and the actions they choose to take will deter-mine failure or success.

IdentifyThe second step, identify, is all about job seekers figur-ing out what they are good at and what they like to do. A dream job will combine these talents and pas-sions. Before beginning their search for their dream job, job seekers must identify it; there is no point in starting a search without know-ing what they wish the end result to be. Liebman gives a list of sev-eral do’s and don’ts for figuring out one’s dream job:

• Do not pursue other people’s dreams.

• Do not expect perfection.

• Do not put too much pressure on yourself.

• Try new things.

• Take some tests.

• Talk to people you trust.

• Talk to yourself.

Liebman also provides what he refers to as “The Sweet 16,” which are questions to help job seekers identify their passions, talents, and values. Asking the right questions is key to producing the right answers, the ones that will point job seekers to their dream job. These questions are:

You will be more motivated during your job search if your goal is to get your “dream job” than if your goal is just to get “a job.” Your motivation will lead to a more resourceful, positive mindset…A better attitude will also make you more appealing as a job-seeker.

About the AuthorPete Liebman networked his way into a job with the NBA’s Washington Wizards when he was only 21 years old, went on to be their #1 salesperson for three straight seasons, and was promoted to management in under two years. Today, he is an in-demand speaker and founder of the Dream Job Academy, a career success program for young professionals. He lives in Arlington, Virginia.

1. What would your ideal life look like in five years?

2. What is your definition of success?

3. What are your five proudest achievements? Why?

4. What would you do if you found out you only had 12 months to live and had to work every day?

5. What do you want people to say about you after you die?

6. Whom do you admire most? Why?

7. If you could be the best in the world at anything, what would it be?

8. What would you change about the world if you had the ability to change anything at all? Why?

9. What would you do if every job paid the same?

10. What type of job would you pursue if you knew you would get hired and would be successful?

11. What personal struggles have you, or those close to you, overcome?

12. What do you like to do with your free time? Are there any commonalities between activities?

13. What are you doing when you are most confident and happy?

14. If you had to read 100 books in 100 days on one topic, what would it be? Why?

15. What comes easily to you?

16. What skills or talents are you most often compli-mented on?

Beyond these questions, Liebman provides outlines on how to create a dream job description, including location, schedule, work environment, job function, compensation, and employer size. Once job seekers have gone through figuring out all of this informa-tion, they must identify their target market, which is a list of ten to 20 ideal employers that meet the criteria



of the answers to the above questions and their ideal job description. Liebman advises against having a backup plan, believing that they are essentially plans for failure. Since there is no room for doubt when pur-suing a dream job, there is no room for a backup plan, either.

MakeoverLooks matter. Job seekers must remember that they are telling the world what to think of them based on how they present themselves. Judgments will be made swiftly and irreversibly based on looks during a job search. Liebman encourages young professionals to think of themselves as a product they are marketing and selling, with employers as the potential buyers. When it comes to marketing oneself, Liebman insists upon having the following: confident body language, polished physical appearance, rock-solid references, a results-oriented resume, a compelling cover letter, a pristine Internet presence, a “pumped-up” Linke-dIn profile, a strategic social media account, an email/voicemail marketing machine, and a winner’s attitude and mindset. When all of the things on this list are in order, the third step will be complete and the job seeker will be set up for success.

Plan and LookUsing time wisely is key to searching for a dream job. Being strategic when approaching a job search is important because it will maximize results. The majority of the job seeker’s time should be spent net-working. Networking is about finding people who like and respect the job seeker. To be liked and respected, young job seekers must be real, enthusiastic, curious, appreciative, and professional.

When it comes to planning, young professionals should make lists of current resources and be active online—particularly on LinkedIn. Liebman stresses that even with privacy settings, all information that the job seeker puts online should be treated as though it is public and could be viewed by anyone. He also gives advice about staying organized:

• Set up an office or dedicated space for job search-

ing.

• Do a weekly review and planning session.

• Develop a system for keeping track of referral sources, contacts, and target employers.

• Save templates and documents.

Liebman breaks down the different kinds of network-ing:

• Affiliations are organizations the job seeker might be connected to through their personal, academic, or professional life.

• Level 1 Contacts are people the job seeker already knows.

• Level 2 Contacts are people the job seeker does not yet know, but may have something in common with, such as a mutual acquaintance or group.

• Level 3 Contacts are people the job seeker does not know, nor has any connections to.

• Game Changers are successful senior executives in the ideal industry of the job seeker. These people have the power to hire or influence the people who hire.

There are different levels of networking (warm, cool, and cold) that are used when connecting to the above list. Warm networking is essentially engaging with the closest connections (affiliations and level one con-tacts) and using these contacts to engage with level two contacts. This is the most likely type of network-ing to lead to a positive response. Cool networking is when job seekers introduce themselves in person to level three contacts who are also game changers. This

is less likely to garner good results than warm networking, but can also be effective when done cor-rectly. Cold networking works with

the same level three game changers, but the job seek-ers introduce themselves by phone or online. This is the least likely way to get a positive result. Liebman stresses the importance of the job seeker meeting people face-to-face since this is the best way to make a real impression. No matter what kind of networking the job seeker uses, follow up is extremely important. Liebman suggests following up within one business day of making a contact. This can be done by sending

A dream job is a job that combines your talents and passions in a way that is meaningful to you.



thank-you notes and adding new contacts to relevant online networks.

When it comes to actually finding a dream job, Lieb-man stresses that the job seeker must act like a salesperson. The best salespeople “have integrity and are very adept at building relationships,” which is, of course, important when looking for a job. Having conviction, focusing on the next step rather than the outcome, asking for advice, keeping communication personal, and being different in a good way are all sales concepts that will help young professionals in their job searches.

Liebman maintains that there is no point in wasting time with Human Resources because HR people are rarely the ones with the hiring power. Rather than starting with HR, or other contacts at the bottom of the ladder, Liebman tells readers to go for the game changers. These are the people with the power to hire, and who are more likely to want to help someone out who is at the begin-ning of his or her career. Game changers to target when cool or cold networking are C-Level execu-tives (CEO, CFO, CMO, president); senior-level sales, marketing, PR, or media executives; leaders of pro-fessional associations; leaders of social media groups and communities; and industry freelancers and entre-preneurs. Online platforms provide opportunities to break the ice and start conversations.

If the job seeker schedules an advice appointment (approximately 15-minute appointments where the job seeker interviews a game changer about how to break into a particular field), Liebman stresses the importance of treating the appointment like an inter-view. The job seeker should be on time (or early) and dressed professionally. They should begin by confirm-ing the time is still convenient for the other person, and thanking them. Giving a concise, 30-second background of themselves as an introduction is a good idea. The job seeker must take the lead in these appointments, and arrive prepared with questions. The meeting should never go over the agreed time, and should end with more thanks. Staying in touch is also important and is a good way to build one’s net-work.

ExecuteWhen it comes to the sixth step of landing a dream job, it is all about what the job seeker does and does not do, specifically, in the interview process. Job seekers must bring their “A” game throughout the entire pro-cess. Every career conversation should be treated as an interview. In order to be perceived as professional, young job seekers must find ways to control their anx-iety and remain professional at all times. Anxiety can come from giving the interviewer too much credit and too much power. It is important to remember that the person conducting the interview might not have even reviewed the application materials before the meeting due to their own busy schedules, which means it is critical that job seekers be able to sell themselves, and in order to sell themselves successfully, they must be seen as likable.

Young professionals should research the person or people who will be conducting the interview, as well as the employer and the industry. While doing this research, they should be able to identify the employ-er’s needs. This will give them ideas not only of questions they may be asked, but also ones they could ask during the interview. It is a good idea to identify the objections an employer might have to hiring them, since being prepared to overcome these concerns will help them be more confident during the interview.

Liebman provides five secrets for answering inter-view questions:

1. Maintain positive body language.

2. Maintain positive verbal language.

3. Be concise.

4. Emphasize past results.

5. Stay focused.

It is also helpful to anticipate likely questions that will be asked in the interview. They will most likely cover background; goals; strengths and accomplishments; weaknesses and dislikes; people/communication skills; character; and salary.

Networking is not about whom you know or who knows you. Networking is all about who likes you and who respects you.



Young professionals should be armed with some suc-cess stories to tell. These stories should mention a problem, actions taken by the interviewee to solve it, and the positive results achieved as a result of these actions. Having a 30- to -60-second spiel prepared for when the interviewer asks the applicant to tell about themselves will help the job seeker lay a sturdy foun-dation for the rest of the interview. Just as important as a good start and a solid foundation is the “killer close,” which is the final pitch the applicant should give at the end of the interview. This should cover why they want the job, why they should be hired, address any concerns the interviewer might have, and end with asking for the job. Providing endorsements from other people or a work sample or action plan can help abate the fears of the interviewer. It is also important to ask questions, because this shows the applicant’s interest in the organization and position. Liebman reminds readers that this is a good oppor-tunity to decide whether the job will be a good fit for them. Questions keep the interview a conversation.

B.E.P.R.O.Liebman’s last step towards getting a dream job is made up of five “success secrets.” The first is belief. Young professionals must believe in both themselves and their performance in order to be successful. Lieb-man stresses that it is okay to fail at first, but fear of making mistakes and looking stupid can only slow down the process of finding a dream job. Having con-fidence is necessary in order to succeed.

The second secret for success is excellence. Being a person of excellence means being someone who goes above and beyond the call of duty and makes others around them better. A person of excellence can admit to and learn from mistakes, does the right thing, is respectful, and strives to be their best. Lieb-man reminds readers that their reputation will travel with them throughout their career, which is why this second secret is so important.

Performance is the third secret, and it is about deliv-ering results. When it comes to performance, young professionals want to know how they will be evalu-ated. Good performance leads to building valuable experience that will lead to bigger and better oppor-tunities.

Next on Liebman’s list is relationships. He maintains that the relationship young professionals have with themselves is the most important relationship there is, but second to that (when it comes to a career) is the relationship they have with their boss. Making a boss look good to their superiors and making their life easier will help to foster a good relationship. The young professional should never stop networking, since most people do not stay in the same job for their whole career.

The last success secret is out-of-office life. In order to have a happy, successful career in their dream job, young professionals must also remember to leave work and have a personal life. Happiness out of the office will lead to a better attitude, which is the foun-dation for every other aspect of finding a dream job.

Be An EntrepreneurLiebman adds this bonus chapter to explain how the advice he has given has helped him land his second dream job—being an entrepreneur. According to Liebman, any person thinking about starting their own business must be passionate, confident, focused, competitive, disciplined, and results-oriented.

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Features of the BookReading Time: 5.5 hours, 246 pages

I Got My Dream Job and So Can You is written for members of Gen Y, particularly those in college who will be starting their job searches, as well as young professionals still in the beginning stages of their careers. Pete Liebman provides a clear model for find-ing one’s dream job. He gives insights from his own experiences, as well as featuring the success stories of other young professionals who have obtained their dream jobs. He highlights “Liebman Life Lessons” to emphasize the points he makes throughout the book. Each chapter begins with an inspirational quote rel-evant to the material, and many chapters end with a Q&A with the author.

Concepts are broken down into lists and smaller steps to make the information more manageable. Appendi-ces are provided that give definitions of terms used throughout the book, as well as point the reader to



other resources that might be helpful. This book is best read cover to cover the first time, since Liebman is providing an entire map and philosophy for finding a job. As the book goes on, information from previous chapters is referenced and built upon.

ContentsAcknowledgments

Introduction: My Story and Why You Should Read This Book

Part I: Getting Your Dream Job is S.I.M.P.L.E.

Chapter 1: Most Career Advice is Wrong

Chapter 2: Start (Step #1)

Chapter 3: Identify (Step #2)

Chapter 4: Makeover (Step #3)

Chapter 5: Plan (Step #4)

Chapter 6: Look (Step #5)

Chapter 7: Execute (Step #6)

Part II: Skyrocket Your Career With Step #7 (B.E.P.R.O.)

Chapter 8: Belief (Success Secret #1)

Chapter 9: Excellence (Success Secret #2)

Chapter 10: Performance (Success Secret #3)

Chapter 11: Relationships (Success Secret #4)

Chapter 12: Out-of-Office Life (Success Secret #5)

Chapter 13: Be an Entrepreneur

Conclusion

Appendix A: Liebman’s Lexicon—The New Glossary for Career

Success

Appendix B: Liebman’s Lists—The Top Resources for Ambitious

Young Professionals

Index

About the Author



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