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 You
7 Steps to Creating Your Ideal Career
After College
Pete Liebman
2012 by Pete Liebman
Adapted by permission of AMACOM
ISBN: 978-0814420201
Introduction
In I Got My Dream Job and So Can You, Pete Lieb-
man gives young professionals a comprehensive
outline to geting the job of their dreams and starting
on the path towards a fulflling 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 fve
B.E.P.R.O. secrets to building a great career: 1)
belief, 2) excellence, 3) performance, 4) relationships,
and 5) out-of-ofce life.
Most Career Advice Is Wrong
Liebman 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, difcult, uncommit-
ted, unprofessional, or unqualifed.
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 efectively with others,
and can solve problems and deliver results.
3. Most jobs are never advertised because they are
flled 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 frst 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

June 3, 2012 Copyright 2012 EBSCO Publishing Inc. All Rights Reserved Page 2
5. Employers can create jobs for the right person,
which means that they are always hiring.
6. The way in which a person fnds a job impacts
the interview process, as well as how they will be
treated afer they are hired. Liebman asserts that
the interviews he obtained through networking
and personal contacts were always easier than
interviews he had goten 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 beter atitude that increases
the job seekers appeal to potential employers.
9. More meaning, not more money, is what gener-
ates happiness.
10. Geting a dream job is a competition, not a lot-
tery, which means the responsibility for geting
this kind of job rests squarely on the shoulders of
the job seeker. Geting a dream job is the result of
choice, not chance.
Start
Step number one towards fnding 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 fve excuses
people give for not already having their dream job,
but none of these are viable if the atitude 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 fre in their
job search. Not everyone will be supportive of a
young person going afer their dream job, but that
does not mater 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 Concepts
1. StartDo not make excuses; you are fully
responsible for making your dream job a
reality.
2. IdentifyA 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. MakeoverYou must see yourself as a prod-
uct you are marketing and selling.
4. PlanIn the search for your dream job, the
majority of your time should be spent net-
working.
5. LookApproach your job search like a great
salesperson, and keep in mind that you are
selling yourself to employers.
6. ExecuteWhen 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 fve 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-ofce life
has a huge impact on the quality of your
professional life.
g g g g
Information about the author and subject:
htp://www.peteleibman.com/
Information about this book and other business titles:
htp://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.
Identify
The second step, identify, is all about job seekers fgur-
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 dos and donts for fguring
out ones dream job:
Do not pursue other peoples
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
mindsetA better attitude will also make you more appealing
as a job-seeker.
About the Author
Pete Liebman networked his way into a job
with the NBAs 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 fve years?
2. What is your defnition of success?
3. What are your fve 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 afer
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 confdent
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 ofen 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 fguring 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.
Makeover
Looks mater. 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 swifly 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: confdent body language,
polished physical appearance, rock-solid references,
a results-oriented resume, a compelling cover leter,
a pristine Internet presence, a pumped-up Linke-
dIn profle, a strategic social media account, an email/
voicemail marketing machine, and a winners atitude
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 Look
Using 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 seekers time should be spent net-
working. Networking is about fnding 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
onlineparticularly on LinkedIn. Liebman stresses
that even with privacy setings, 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 ofce 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 diferent kinds of network-
ing:
Afliations 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 infuence the people
who hire.
There are diferent 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 (afliations 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 efective 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 mater 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 fnding 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 diferent 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 botom 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 feld), 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 confrm-
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 ones net-
work.
Execute
When it comes to the sixth step of landing a dream job,
it is all about what the job seeker does and does not
do, specifcally, 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 fnd 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-
ers 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 confdent during the interview.
Liebman provides fve 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 fnal 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
applicants 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 ft for
them. Questions keep the interview a conversation.
B.E.P.R.O.
Liebmans last step towards geting a dream job is
made up of fve success secrets. The frst 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 frst, but fear of
making mistakes and looking stupid can only slow
down the process of fnding a dream job. Having con-
fdence 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 beter. 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 beter oppor-
tunities.
Next on Liebmans 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-ofce 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
ofce will lead to a beter atitude, which is the foun-
dation for every other aspect of fnding a dream job.
Be An Entrepreneur
Liebman adds this bonus chapter to explain how the
advice he has given has helped him land his second
dream jobbeing an entrepreneur. According to
Liebman, any person thinking about starting their
own business must be passionate, confdent, focused,
competitive, disciplined, and results-oriented.
g g g g
Features of the Book
Reading Time: 5.5 hours, 246 pages
I Got My Dream Job and So Can You is writen 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 fnd-
ing ones 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 defnitions 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 frst time, since Liebman
is providing an entire map and philosophy for fnding
a job. As the book goes on, information from previous
chapters is referenced and built upon.
Contents
Acknowledgments
Introduction: My Story and Why You Should Read
This Book
Part I: Geting 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-Ofce Life (Success Secret #5)
Chapter 13: Be an Entrepreneur
Conclusion
Appendix A: Liebmans LexiconThe New Glossary
for Career
Success
Appendix B: Liebmans ListsThe Top Resources for
Ambitious
Young Professionals
Index
About the Author

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