Many job seekers for whom I provide coaching and consulting services have asked me to get them oriented on Linkedin. Given this, coupled with the video referenced below that I viewed this evening, I thought it might be helpful to memorialize some ideas for the job seekers out there.
http://internsover40.blogspot.com/2009/09/use-linkedin-to-find-job_24.html
Of course, many of the same principles can be applied for those in business or starting new businesses to find possible customers, suppliers, and business partners.
Some of the ideas tie DIRECTLY to my discussion about "A Networking Strategy that Can Really Open Doors," posted about one month ago.
There are also a few other ways to use Linkedin to find a job that were not touched upon, so I will briefly address them:
1) Look up jobs posted right on linked in by accessing the "Jobs" tab across the top left area. (This may seem obvious, but for any "newbies" to Linkedin.com, this site can be visually overwhelming, so I am pointing this out.
2) Groups: Access the "Groups" link and then "Find a Group" by entering key words that represent your industry, job category or title or generically may be of help (e.g., Businesswomen" groups). It's also a good idea to join HR, job, career, or other self-help groups (typing in similar key words). Often, jobs are posted under the "Jobs" tab of these groups (or their subgroups). I always say, when it comes to uncovering jobs, "Leave no stone unturned!"
3) To help you get an interview, be sure to ask for recommendations. One of the best ways to do this is to reach out and SELECTIVELY provide recommendations on an unsolicited basis for those with whom you've worked or otherwise done business, with whom you enjoyed working and/or respected their work. There's nothing like getting a recommendation to make someone's day, and often, if a recipient feels similarly, they may write a recommendation for you, as well. It's best not to expect someone for whom you've written a recommendation to reciprocate in return, but if they opt to "return the favor," it's always a welcome gesture, and will help build your online credibility and reputation.
4. While we all are guilty of making typos, make an effort to ensure that your profile is free of typos, complete, and compelling (it should answer the question, "Why should I contact and/or hire you?" MANY HR professionals consult Linkedin, so don't underestimate its power. Be sure to have a positioning statement at the top that provides a snapshot of who you are and what you can do for others viewing your profile. (Mine is not the "be all and end all, but if you're stumped, check it out" to get an idea of what you might include as a power statement in your profile.
5. Use the white "Update" bar on your profile page to let people know what you're up to and open to. If you are actively exploring opportunities in the XYZ industry, let your network and others who view your page know! (Note that if your settings are established properly, on a regular basis, others in your network will be made aware of what you are up to. This is a free promotional opportunity (commercial for you!), so don't pass it by!
There's so much more, but these are all very sound ways you can at harness the power of Linkedin.com to find your next great job.
__________
Friday, September 25, 2009
Thursday, September 24, 2009
Getting to the "Head of the Class" Leveraging Search Firms or Going it Alone: Within Limits, All's Fair in Love, War and Job Hunting!
Getting to the "Head of the Class" Leveraging Search Firms or Going it Alone: Within Limits, All's Fair in Love, War and Job Hunting!
Recently, I have been asked to excplain how search firms work. Over the course of my career, I have gotten several positions through search firms, and they can prove to be very useful, particularly when it is time to negotiating your compensation package. There are two basic "flavors" of search firms: retained and contingency - both are fully paid by the employer. Most companies do not use retained firms, and to cast a wider net, open job searches/job orders via numerous search firms that will be paid based on whether they refer the candidate who ultimately gets the job (contingency search). You may therefore see the same job posted by numerous search firms. There are many solid search firms out there, and in some cases, even if a job order is contingent, a certain search firm may have an excellent reputation or track record with a particular employer, or even enjoy a unique relationship with them. In such instances, submitting your resume through that search firm can prove to be highly successful, and could be your best route.
If a job is posted by BOTH an employer AND a search firm, my personal approach has been to FIRST apply to the job directly through the employer. This may provide an edge as candidates who do not come through a search firm cost less to an employer than if a candidate comes through a search firm (In terms of hard dollar costs; if, however, a job remains open for an extended period, it technically CAN cost an employer more in lost opportunity costs and other soft costs associated with waiting too long to fill a job.)
In the past, if I have not heard back from the employer WITHIN two weeks, I contact the company in an effort to identify the hiring manager is. In fact, I have sometimes done this preemptively when FIRST applying to a job. In this way, I have followed the prescribed process, but also have increased my chances of being contacted. Unfortunately, some HR professionals or hiring managers may screen out a resume for a variety of reasons, and you may not get a "chance at bat." For example, your resume may be set aside if the reviewer either does not have a good grasp of the job requirements or your credentials, does so when they are unfocused/distracted, or delegate tasks to others less experienced at sifting through resumes. Assuming that you are qualified, copying the hiring manager can also guard against getting screened out. It also shows initiative and may convey that you are highly interested or at a minimum, took the initiative to stand out among the sea of respondents. All things being equal, it may make the difference.
If, between two and three weeks I have not heard back, I have sometimes had luck having a search firm present me. (This can be work to your (and the search firm's) advantage if the employer does not capture resumes in a database or otherwise track candidates in a manner that allows for easy retrieval of their name. In this case, since it is the search firm who brings your credentials to the employer's attention, they often can successfully be paid for doing so. As a side note, I have always been upfront with search contacts, and personally feel that "Honesty of the best policy."
Since retained search firms generally have exclusive listings, some employers allow them a certain period of time to source and present candidates. If they do not produce viable candidates within that timeframe, employers who may be unwilling to wait may expand the search to other search firms (or ease up on their job requirements).
Although I also do some search work, myself, I do not discourage candidates from working with other search firms or feel that candidates are "spreading themselves too thinly" or will "look bad” or diminish their chances with prospective employers, even if your name is presented to the same employer by more than one search firm. I do not subscribe to this, and instead feel you need to keep all options open. Within reasonable limits, all is fair in love, war and the job market!
Recently, I have been asked to excplain how search firms work. Over the course of my career, I have gotten several positions through search firms, and they can prove to be very useful, particularly when it is time to negotiating your compensation package. There are two basic "flavors" of search firms: retained and contingency - both are fully paid by the employer. Most companies do not use retained firms, and to cast a wider net, open job searches/job orders via numerous search firms that will be paid based on whether they refer the candidate who ultimately gets the job (contingency search). You may therefore see the same job posted by numerous search firms. There are many solid search firms out there, and in some cases, even if a job order is contingent, a certain search firm may have an excellent reputation or track record with a particular employer, or even enjoy a unique relationship with them. In such instances, submitting your resume through that search firm can prove to be highly successful, and could be your best route.
If a job is posted by BOTH an employer AND a search firm, my personal approach has been to FIRST apply to the job directly through the employer. This may provide an edge as candidates who do not come through a search firm cost less to an employer than if a candidate comes through a search firm (In terms of hard dollar costs; if, however, a job remains open for an extended period, it technically CAN cost an employer more in lost opportunity costs and other soft costs associated with waiting too long to fill a job.)
In the past, if I have not heard back from the employer WITHIN two weeks, I contact the company in an effort to identify the hiring manager is. In fact, I have sometimes done this preemptively when FIRST applying to a job. In this way, I have followed the prescribed process, but also have increased my chances of being contacted. Unfortunately, some HR professionals or hiring managers may screen out a resume for a variety of reasons, and you may not get a "chance at bat." For example, your resume may be set aside if the reviewer either does not have a good grasp of the job requirements or your credentials, does so when they are unfocused/distracted, or delegate tasks to others less experienced at sifting through resumes. Assuming that you are qualified, copying the hiring manager can also guard against getting screened out. It also shows initiative and may convey that you are highly interested or at a minimum, took the initiative to stand out among the sea of respondents. All things being equal, it may make the difference.
If, between two and three weeks I have not heard back, I have sometimes had luck having a search firm present me. (This can be work to your (and the search firm's) advantage if the employer does not capture resumes in a database or otherwise track candidates in a manner that allows for easy retrieval of their name. In this case, since it is the search firm who brings your credentials to the employer's attention, they often can successfully be paid for doing so. As a side note, I have always been upfront with search contacts, and personally feel that "Honesty of the best policy."
Since retained search firms generally have exclusive listings, some employers allow them a certain period of time to source and present candidates. If they do not produce viable candidates within that timeframe, employers who may be unwilling to wait may expand the search to other search firms (or ease up on their job requirements).
Although I also do some search work, myself, I do not discourage candidates from working with other search firms or feel that candidates are "spreading themselves too thinly" or will "look bad” or diminish their chances with prospective employers, even if your name is presented to the same employer by more than one search firm. I do not subscribe to this, and instead feel you need to keep all options open. Within reasonable limits, all is fair in love, war and the job market!
Tuesday, September 15, 2009
The Adage, “If You Fail to Plan, Then Plan to Fail” Also Relates to Initiating a Job Search. Winning Steps You Can Take to Combat Job-Seeker Paralysis
(Part II of II)
Yesterday, I introduced this topic and began providing those in transition who do not yet have a well thought out game plan, with concrete steps to help guide them. Outlined below is Part II of this self-help guide to a winning approach!
6. When you get back onto Linked in (or any Social network that allows you to link companies to people), whip out your target list of companies and begin searching by company for anyone you might know (or have known in the past) who currently works for each company (or who ever worked there, for that matter). You will be VERY surprised at how your connections can
7. Now make a list of the titles of positions that are on interest to you. If you need help with this, spend some time entering keywords and researching positions on www.indeed.com, www.careerbuilder.com, www.yahoojobs.com, www.linkedin.com, etc. There are also many other jobs listing resources including the Department of Labor site that can shed some light on professions that show signs of being in demand. If you are a management professional, you can also consult other resources such as the American Management Association (AMA) list of professions.
8. If you still have energy, make a list of the types of positions that the above positions would report to. This could help you gain entry into a company once you apply for a position. You can call a general number and ask to speak to the hiring manager based on their title, and ask their name. Making an effort to call and express your sincere interest can also improve your odds of being invited in for an interview. All things being equal, employers will invite those who seem genuinely interested in the job.
9. If you get invited for an interview or a telephone screening call, do your homework! Do what it takes to find out about they company, its products and services, current focus/direction, the industry in general (including the company’s competitors), and how the job you are pursuing fits in to the overall “scheme of things.” Whenever possible, weave any relevant information you have found into the discussion so that they will know you’ve done your due diligence. Employers will be very impressed that you put the time and energy into doing this. It can make all the difference! (In fact, I will likely post a dedicated discussion about a job I was fortunate to be offered because word spread among the management team about a rather unique effort I had made in this regard.)
My sincere hope is that these ideas will help you to calm your thoughts and get some clarity. Moreover, my wish is that they will serve as a springboard and propel you to take action. To focus your efforts, if you would like specific ideas and steps to take now that you have solidified your lists, please feel free to write. You can also refer to my blog referenced in Part I, “A Great Networking Strategy That Can Really Open Doors.”
Make your energy work for you!!! Open your mind and it will pay off and start to open doors.
Yesterday, I introduced this topic and began providing those in transition who do not yet have a well thought out game plan, with concrete steps to help guide them. Outlined below is Part II of this self-help guide to a winning approach!
6. When you get back onto Linked in (or any Social network that allows you to link companies to people), whip out your target list of companies and begin searching by company for anyone you might know (or have known in the past) who currently works for each company (or who ever worked there, for that matter). You will be VERY surprised at how your connections can
7. Now make a list of the titles of positions that are on interest to you. If you need help with this, spend some time entering keywords and researching positions on www.indeed.com, www.careerbuilder.com, www.yahoojobs.com, www.linkedin.com, etc. There are also many other jobs listing resources including the Department of Labor site that can shed some light on professions that show signs of being in demand. If you are a management professional, you can also consult other resources such as the American Management Association (AMA) list of professions.
8. If you still have energy, make a list of the types of positions that the above positions would report to. This could help you gain entry into a company once you apply for a position. You can call a general number and ask to speak to the hiring manager based on their title, and ask their name. Making an effort to call and express your sincere interest can also improve your odds of being invited in for an interview. All things being equal, employers will invite those who seem genuinely interested in the job.
9. If you get invited for an interview or a telephone screening call, do your homework! Do what it takes to find out about they company, its products and services, current focus/direction, the industry in general (including the company’s competitors), and how the job you are pursuing fits in to the overall “scheme of things.” Whenever possible, weave any relevant information you have found into the discussion so that they will know you’ve done your due diligence. Employers will be very impressed that you put the time and energy into doing this. It can make all the difference! (In fact, I will likely post a dedicated discussion about a job I was fortunate to be offered because word spread among the management team about a rather unique effort I had made in this regard.)
My sincere hope is that these ideas will help you to calm your thoughts and get some clarity. Moreover, my wish is that they will serve as a springboard and propel you to take action. To focus your efforts, if you would like specific ideas and steps to take now that you have solidified your lists, please feel free to write. You can also refer to my blog referenced in Part I, “A Great Networking Strategy That Can Really Open Doors.”
Make your energy work for you!!! Open your mind and it will pay off and start to open doors.
The Adage, “If You Fail to Plan, Then Plan to Fail” Also Relates to Initiating a Job Search. Winning Steps You Can Take to Combat Job-Seeker Paralysis
(Part I of II)
I am currently assisting 35 folks, and when each received the news of their respective lay off, they diverged into two groups: One group was utterly shocked and immobilized, and the other (the vast majority), simply panicked, and their first instinct was to dive head-on into the job market without a moment's thought or planning. It is completely understandable, particularly when the shock begins to wear off and the shear terror relating to the harsh realities of today's job market begins to seep into a job seeker's every waking thought. I can certainly relate. The first time I was ever laid off, I had many restless/sleepless nights and at times, I had to resist the temptation to allow my worries to spiral out of control. Like so many, I was out of work many months. Those in transition today wonder how they will support themselves and their families and how long it take before they find gainful employment. They are also concerned about how their background stacks up against others with whom they are competing for the same jobs. Some improve their chances by opening their minds up to the possibility of relocating. It's tough; no two ways about it. So what's a worried job seeker to do if they haven't thought through a game plan?
Here are some specific steps that you can take to short-circuit the "worry, fear, doubt and panic" cycle to get a game plan together, and thereby greatly improve your edge and fast-track your chances of being successful:
1. Recognize that worry, fear, doubt and panic are emotions that require energy and inhibit your ability to think clearly and rationally. Why not, instead, try to harness all of that great energy and funnel it back into a job search?
2. Take a beat and get in front of your home PC or go to your favorite cafe or other place and bring your yellow pad or if you have one, your laptop with you.
3. Begin putting your wish list together. List 25-50 companies you might want to work for. If your list yields fewer than 25 results, get to the Library and consult your local “Book of Lists” or either the “Standard & Poor’s" or “Moody’s” U.S. business resources. If you happen to have a subscription to Edgar or D&B’s Hoover’s, you can also get some ideas from them. Sometimes, seeing the companies in black and white will trigger your thoughts, and remind you of companies that have piqued your interest in the past. (If you are unfamiliar with these reference sources, see my post on this subject entitled, “A Great Networking Strategy That Can Really Open Doors.”)
4. Now list any people you might know at those companies. Don't be discouraged if none come to mind for the majority of the companies on your list. Keep going!
5. List other people you know and categorize them into business contacts, friends/neighbors, family, and acquaintances. Leave no stone unturned! You NEVER know who might know someone at that company who may help you gain access or give you a leg up on your competition. That’s the concept of six degrees of separation, and the premise upon which linkinin.com was founded.
OK ... That's enough to digest for now. Tomorrow, I'll show you how to put it all together. Be sure to check back for Part II!
Make your energy work for you!!! Open your mind and it will pay off and start to open doors.
I am currently assisting 35 folks, and when each received the news of their respective lay off, they diverged into two groups: One group was utterly shocked and immobilized, and the other (the vast majority), simply panicked, and their first instinct was to dive head-on into the job market without a moment's thought or planning. It is completely understandable, particularly when the shock begins to wear off and the shear terror relating to the harsh realities of today's job market begins to seep into a job seeker's every waking thought. I can certainly relate. The first time I was ever laid off, I had many restless/sleepless nights and at times, I had to resist the temptation to allow my worries to spiral out of control. Like so many, I was out of work many months. Those in transition today wonder how they will support themselves and their families and how long it take before they find gainful employment. They are also concerned about how their background stacks up against others with whom they are competing for the same jobs. Some improve their chances by opening their minds up to the possibility of relocating. It's tough; no two ways about it. So what's a worried job seeker to do if they haven't thought through a game plan?
Here are some specific steps that you can take to short-circuit the "worry, fear, doubt and panic" cycle to get a game plan together, and thereby greatly improve your edge and fast-track your chances of being successful:
1. Recognize that worry, fear, doubt and panic are emotions that require energy and inhibit your ability to think clearly and rationally. Why not, instead, try to harness all of that great energy and funnel it back into a job search?
2. Take a beat and get in front of your home PC or go to your favorite cafe or other place and bring your yellow pad or if you have one, your laptop with you.
3. Begin putting your wish list together. List 25-50 companies you might want to work for. If your list yields fewer than 25 results, get to the Library and consult your local “Book of Lists” or either the “Standard & Poor’s" or “Moody’s” U.S. business resources. If you happen to have a subscription to Edgar or D&B’s Hoover’s, you can also get some ideas from them. Sometimes, seeing the companies in black and white will trigger your thoughts, and remind you of companies that have piqued your interest in the past. (If you are unfamiliar with these reference sources, see my post on this subject entitled, “A Great Networking Strategy That Can Really Open Doors.”)
4. Now list any people you might know at those companies. Don't be discouraged if none come to mind for the majority of the companies on your list. Keep going!
5. List other people you know and categorize them into business contacts, friends/neighbors, family, and acquaintances. Leave no stone unturned! You NEVER know who might know someone at that company who may help you gain access or give you a leg up on your competition. That’s the concept of six degrees of separation, and the premise upon which linkinin.com was founded.
OK ... That's enough to digest for now. Tomorrow, I'll show you how to put it all together. Be sure to check back for Part II!
Make your energy work for you!!! Open your mind and it will pay off and start to open doors.
Sunday, September 13, 2009
A Great Networking Strategy That Can Really Open Doors
In addition to leveraging Linkedin.com, there are a lot of great ways to network, and there's one that I used may years ago to land a job. It involved creating a summary sheet which I used to market myself. It was comprised of a high-level summary of my years of experience, a bulletized list of skills and relevant achievements, a list of industries I was focusing on, and an alphabetized list of companies I was specifically targeting. I came up with this list of companies after two days of research at the library. Today, so much is available online, making this exercise even easier. I consulted Standard & Poors' and Moody's listing of companies in the US. Each was organized in three sections: straight alphabetical order, by geography (state) and then by industry. I then kept a supply of these with me and handed them to neighbors, friends, my parents' friends, etc. You never know who knows someone else, so leave no stone unturned!
I then composed a cover letter letting friends, relatives and former colleagues know that I was in the midst of a job search and that I was researching companies that I wanted to learn more about that I was targeting. I invited them (if they wouldn't mind) to take a look at the summary sheet and let me know if they knew of anyone at any of those companies who might be willing to spend 15 minutes with me to provide insight into those companies, and what it was like to work there. Inevitably, those who agreed to speak or meet with me spent more than 15 minutes. I tried whenever possible to get in front people as the added face-to-face contact typically resulted in them becoming more invested in me, and they tended to feel more confident about referring me once they had met me. Bear in mind, I never asked for a job; I merely was engaged in an information-gathering process. It was a very non-threatening way to get referrals. In my experience, people really DO like to help others, and they also enjoy speaking about their own experiences.
One referral can easily lead to many others. My biggest challenge was keeping track of who referred me to whom, so I tracked this horizontally in rows on an Excel spreadsheet. I was sure to send handwritten thank-you notes to everyone who had provided a lead, letting them know if it resulted in a meeting, a phone conversation, a further referral or otherwise bore any fruit. In this case, it did when I landed a great job in HR at NBC in New York.
I then composed a cover letter letting friends, relatives and former colleagues know that I was in the midst of a job search and that I was researching companies that I wanted to learn more about that I was targeting. I invited them (if they wouldn't mind) to take a look at the summary sheet and let me know if they knew of anyone at any of those companies who might be willing to spend 15 minutes with me to provide insight into those companies, and what it was like to work there. Inevitably, those who agreed to speak or meet with me spent more than 15 minutes. I tried whenever possible to get in front people as the added face-to-face contact typically resulted in them becoming more invested in me, and they tended to feel more confident about referring me once they had met me. Bear in mind, I never asked for a job; I merely was engaged in an information-gathering process. It was a very non-threatening way to get referrals. In my experience, people really DO like to help others, and they also enjoy speaking about their own experiences.
One referral can easily lead to many others. My biggest challenge was keeping track of who referred me to whom, so I tracked this horizontally in rows on an Excel spreadsheet. I was sure to send handwritten thank-you notes to everyone who had provided a lead, letting them know if it resulted in a meeting, a phone conversation, a further referral or otherwise bore any fruit. In this case, it did when I landed a great job in HR at NBC in New York.
"Discouraged? Time to reignite job search" (MSNBC.com article recommends steps to dig yourself out of a job search "funk.")
This is a decent article that stresses the direct route to networking inside a company (meaning, be clear about what job you are after and ask for contacts who can get you close to that job, and when you are connected to them, use a direct approach.).
Although this approach has merit and may “be the shortest distance between two points,” I subscribe to a less direct route (as stated in my " A Great Networking Strategy That Can Really Open Doors" post. You might try both approaches and see which yield you more connections. My sense is that a less direct approach will yield more meetings and/or phone conversations, but the quality of the meetings may be less focused than a meeting with someone who can directly link you to the right hiring manager. Also, a direct approach may make you come across as too aggressive or even desperate, or may otherwise discourage others from speaking with you. Of course, there are pros and cons to each approach, so if you try either, please feel free to circle back and let us know what you find!
If you are among the multitude of understandably discouraged job seekers out there, the article's author (Mathison) articulates some specific, productive steps you can to get you motivated:
“Write down what positions you’re looking for and you’re qualified to do.
* Figure out the possible titles of those positions.
* Figure out the titles of your potential managers.
* Come up with a list of 50 companies you’d consider working for, even if they have no listed jobs available.
* Make a list of 100 people you know, everyone from relatives to former colleagues.
* Connect with each person on the list individually, not with an e-mail blast, and find out if they know anyone at the 50 companies you identified that might hold a position you’ve targeted above.”
Click here to view this article: http://www.msnbc.msn.com/id/32691443/ns/business-careers/page/2/
Although this approach has merit and may “be the shortest distance between two points,” I subscribe to a less direct route (as stated in my " A Great Networking Strategy That Can Really Open Doors" post. You might try both approaches and see which yield you more connections. My sense is that a less direct approach will yield more meetings and/or phone conversations, but the quality of the meetings may be less focused than a meeting with someone who can directly link you to the right hiring manager. Also, a direct approach may make you come across as too aggressive or even desperate, or may otherwise discourage others from speaking with you. Of course, there are pros and cons to each approach, so if you try either, please feel free to circle back and let us know what you find!
If you are among the multitude of understandably discouraged job seekers out there, the article's author (Mathison) articulates some specific, productive steps you can to get you motivated:
“Write down what positions you’re looking for and you’re qualified to do.
* Figure out the possible titles of those positions.
* Figure out the titles of your potential managers.
* Come up with a list of 50 companies you’d consider working for, even if they have no listed jobs available.
* Make a list of 100 people you know, everyone from relatives to former colleagues.
* Connect with each person on the list individually, not with an e-mail blast, and find out if they know anyone at the 50 companies you identified that might hold a position you’ve targeted above.”
Click here to view this article: http://www.msnbc.msn.com/id/32691443/ns/business-careers/page/2/
"A New Job Just a Tweet Away" WSJ Article Captures Benefits and Pitfalls of Job Tweets
More companies are tweeting for hires.
This WSJ article covers the benefits and pitfalls of Twitter Tweets for job seekers. It addresses how some companies are targeting the social-networking-savvy via Twitter. It has also proven to be a cost-efficient method of attracting applicants. Companies who now list job openings on Twitter's microblogging site include Microsoft Corp., Verizon Communications Inc., Raytheon Corp. and Viacom Inc.'s MTV Networks. Job seekers can follow feeds from lists published by these and other companies. In addition to being a cheaper posting alternative than job boards, companies typically receive resumes from fewer, but often, a more relevant applicant pool. Tweeting job postings also serves to position these companies in a favorable light, as they are leveraging today's most "hip" technologies to attract the right candidate pool.
Job seekers also benefit from the ability to interact one-on-one with companies' recruiters. In addition, some Twitter users find this forum more convenient than traditional job boards.
Job seekers must remain mindful of the pitfalls. They should respond to jobs in a professional manner, despite the casual tone of the job tweet and technology forum, in general. Tweeters must also bear in mind that their social online presence is also there for others to view and evaluate. This includes prospective employers who will no doubt use the opportunity to conduct some online sleuthing, which will be factored into their decision to contact you. Personal information ... the good, the bad, and the ugly can be used against prospective candidates, so they should take heed. (The article references one such example.)
FOR FULL ARTICLE, CLICK HERE: http://www.linkedin.com/redirect?url=http%3A%2F%2Fwww%2Elinkedin%2Ecom%2Fnews%3FactionBar%3D%26aIdx%3D1%26articleID%3D66252179%26aogid%3D67526872%26gid%3D1727767%26gid%3D1727767%26srchType%3Ddsc%26trk%3Dnews_brkout%26goback%3D%252Envr_1727767_1&urlhash=BB1G&_t=disc_detail_link NEWS & TRENDS SEPTEMBER 8, 2009, 3:05 P.M. ET A New Job Just a Tweet Away By SARAH E. NEEDLEMAN More companies are tweeting for hires.
This WSJ article covers the benefits and pitfalls of Twitter Tweets for job seekers. It addresses how some companies are targeting the social-networking-savvy via Twitter. It has also proven to be a cost-efficient method of attracting applicants. Companies who now list job openings on Twitter's microblogging site include Microsoft Corp., Verizon Communications Inc., Raytheon Corp. and Viacom Inc.'s MTV Networks. Job seekers can follow feeds from lists published by these and other companies. In addition to being a cheaper posting alternative than job boards, companies typically receive resumes from fewer, but often, a more relevant applicant pool. Tweeting job postings also serves to position these companies in a favorable light, as they are leveraging today's most "hip" technologies to attract the right candidate pool.
Job seekers also benefit from the ability to interact one-on-one with companies' recruiters. In addition, some Twitter users find this forum more convenient than traditional job boards.
Job seekers must remain mindful of the pitfalls. They should respond to jobs in a professional manner, despite the casual tone of the job tweet and technology forum, in general. Tweeters must also bear in mind that their social online presence is also there for others to view and evaluate. This includes prospective employers who will no doubt use the opportunity to conduct some online sleuthing, which will be factored into their decision to contact you. Personal information ... the good, the bad, and the ugly can be used against prospective candidates, so they should take heed. (The article references one such example.)
FOR FULL ARTICLE, CLICK HERE: http://www.linkedin.com/redirect?url=http%3A%2F%2Fwww%2Elinkedin%2Ecom%2Fnews%3FactionBar%3D%26aIdx%3D1%26articleID%3D66252179%26aogid%3D67526872%26gid%3D1727767%26gid%3D1727767%26srchType%3Ddsc%26trk%3Dnews_brkout%26goback%3D%252Envr_1727767_1&urlhash=BB1G&_t=disc_detail_link NEWS & TRENDS SEPTEMBER 8, 2009, 3:05 P.M. ET A New Job Just a Tweet Away By SARAH E. NEEDLEMAN More companies are tweeting for hires.
Saturday, September 12, 2009
How To Find a Job on Twitter; Help for the "Twitter Challenged!"
Employer & Candidate Connection on www.linkedin.com
In this job market, it's important to explore all avenues and deploy a multi-pronged approach to uncovering hidden jobs. Check out this link and let us know what you think:
http://mashable.com/2009/03/13/twitter-jobs/
3/13/09 Article by Sarah Evans
For this and other career-related tools, tips, resources, open positions, or to post your resume for any period of time, please sign up to the Employer and Candidate Connection group on linked in at: http://www.linkedin.com/groups?gid=2201572&trk=myg_ugrp_ovr
In this job market, it's important to explore all avenues and deploy a multi-pronged approach to uncovering hidden jobs. Check out this link and let us know what you think:
http://mashable.com/2009/03/13/twitter-jobs/
3/13/09 Article by Sarah Evans
For this and other career-related tools, tips, resources, open positions, or to post your resume for any period of time, please sign up to the Employer and Candidate Connection group on linked in at: http://www.linkedin.com/groups?gid=2201572&trk=myg_ugrp_ovr
Seeking Successful Candidate/Employer "Matchmaking" Tips.
Employer & Candidate Connection group on www.linkedin.com
So many candidates, so few jobs, so little time! What are the most efficient ways to find the job or candidate you love in today's job market?
With so many people in transition or employed, but exploring opportunities, how do employers readily and efficiently find a robust candidate pool? With compressed workforces and an ever-expanding pool of available candidates, today's employers needing to fill jobs are more challenged than ever. They, themselves must do more with less including writing and posting jobs, sifting through hundreds of resumes, coordinating schedules and conducting interviews, and successfully negotiating good hires. How do they do this while balancing their "normal" workloads without running themselves ragged or running the risk of losing good candidates in the process who are in the pipeline? Conversely, how do today's candidates get the attention of employers who genuinely need the talent they bring to bear, without coming across as a nuisance, desperate, or worse? In my many years of HR work, I've been faced with this dilemma, but never has it been as pronounced as it is today. I'd like to hear your ideas, and if you're interested, I'd like to provide you with a few of my own! Let's see what those of you out there have done to successfully combat this issue?
For this and other career-related tools, tips, resources, open positions, or to post your resume for any period of time, please sign up to the Employer and Candidate Connection group on linked in at: http://www.msplinks.com/MDFodHRwOi8vd3d3LmxpbmtlZGluLmNvbS9ncm91cHM/Z2lkPTIyMDE1NzImdHJrPW15Z191Z3JwX292cg==
So many candidates, so few jobs, so little time! What are the most efficient ways to find the job or candidate you love in today's job market?
With so many people in transition or employed, but exploring opportunities, how do employers readily and efficiently find a robust candidate pool? With compressed workforces and an ever-expanding pool of available candidates, today's employers needing to fill jobs are more challenged than ever. They, themselves must do more with less including writing and posting jobs, sifting through hundreds of resumes, coordinating schedules and conducting interviews, and successfully negotiating good hires. How do they do this while balancing their "normal" workloads without running themselves ragged or running the risk of losing good candidates in the process who are in the pipeline? Conversely, how do today's candidates get the attention of employers who genuinely need the talent they bring to bear, without coming across as a nuisance, desperate, or worse? In my many years of HR work, I've been faced with this dilemma, but never has it been as pronounced as it is today. I'd like to hear your ideas, and if you're interested, I'd like to provide you with a few of my own! Let's see what those of you out there have done to successfully combat this issue?
For this and other career-related tools, tips, resources, open positions, or to post your resume for any period of time, please sign up to the Employer and Candidate Connection group on linked in at: http://www.msplinks.com/MDFodHRwOi8vd3d3LmxpbmtlZGluLmNvbS9ncm91cHM/Z2lkPTIyMDE1NzImdHJrPW15Z191Z3JwX292cg==
Career Advice: Getting/Keeping a Job
Join Employer & Candidate Connection group on Linkedin.com for additional job-related tips, tools, resources and job postings.
I'm not sure if any of you have seen CNN's career-related video clips, but as a former HR professional of 12+ years, they are among the best, most relevant ones I've seen an provide sound tips and job seeker advice. The team they've assembled is amazing and blends hands-on recruitment know-how with legal advice. One video covered "Non-Compete" clauses and the four factors that must exist in order for them to be enforceable in states that uphold them [Reasonable scope, duration, good consideration and a legitimate need for the clause]. I watched four, and they were all EXCELLENT. (One guest authored: "Confessions of a Recruiter" and "Stop Searching for a Job, and Start Networking: The Secret to Getting Hired the Easy Way.")
Be sure to look at the CNN video of 9/3 that addresses how to network to gain access to others in target companies. The techniques are identical to the strategies I articulated in a discussion a few weeks ago. (Note: CNN airs a new job seeker segment at 1 p.m. (I believe) on Saturdays and at 3 p.m. on Sundays (Eastern time). It would be worth tuning in.
Here's just one example: http://internsover40.blogspot.com/2009/09/career-advice-gettingkeeping-job.html
Some key take-aways:
1) Two of three jobs are gotten through networking. This ties to a statistic in a discussion I posted a few weeks back. You MUST network these days to give you an added edge, EVEN if you found and applied for a job via the Internet.
2) Your resume should be a statement of your accomplishments, not a report of your responsibilities. How do you tell? If the person who held your job before you could have written your resume, then it is more of a job description, and you must re do it in order to best represent why a company should hire you (vs. anyone who has ever done YOUR job). Be sure to write what you offer that is unique or special, and which therefore "SETS YOU APART from the pack."
3) Two industries that are hiring even in this economy: Medical and education. (The reality: People will continue to get sick. Also, in this economy, many people are going back to college/universities or otherwise attending to trade schools to get retrained - particularly if they have been out of work.)
4) Use a cover letter as a teaser to "draw" the reader in and intrigue them enough to look at your resume. It will also showcase your writing skills.
5) If you want to change careers, whether you are working or not, join and organization and be active so that you BOTH leverage the experience you have gained and impress the contacts you make enough to recommend you at a future date. In addition to professional organizations/associations, volunteer somewhere doing something good that also will help your resume and allow you to leverage that experience. (e.g., If you want to go into Marketing, volunteer for the American Cancer Society and assist in a marketing capacity.) Volunteering for a non-profit or a professional organization also provides structure and a sense of purpose, stimulates the mind and the heart, and can lift your spirits.
6) Consider training to be a medical tech. It takes about 6-9 months, is in demand, and pays well, depending upon what specialty you select.
7) Pursue small to mid-sized companies that may not pay as much as the bigger companies, but will consider you "a catch" and want to bring you aboard.
8) Be sure to have an "elevator pitch" to build your brand. (Refer to discussions over the past 3 weeks that address this.)
9) Have talking points that you can "spout out" easily and naturally. They should include what value you have created, how you have helped the bottom line, what problems you solved, what changed for the better as a result of you being at a particular company, and in general, what impact you made in a particular job. These achievement-based points should be on your resume, as well!
10) To get a job, employers are looking for a good fit with their company culture and these days most want employees who like to work, are flexible, are pleasant to work with, and who work well under pressure. Be sure you come across this way and convey these attributes.
I'm not sure if any of you have seen CNN's career-related video clips, but as a former HR professional of 12+ years, they are among the best, most relevant ones I've seen an provide sound tips and job seeker advice. The team they've assembled is amazing and blends hands-on recruitment know-how with legal advice. One video covered "Non-Compete" clauses and the four factors that must exist in order for them to be enforceable in states that uphold them [Reasonable scope, duration, good consideration and a legitimate need for the clause]. I watched four, and they were all EXCELLENT. (One guest authored: "Confessions of a Recruiter" and "Stop Searching for a Job, and Start Networking: The Secret to Getting Hired the Easy Way.")
Be sure to look at the CNN video of 9/3 that addresses how to network to gain access to others in target companies. The techniques are identical to the strategies I articulated in a discussion a few weeks ago. (Note: CNN airs a new job seeker segment at 1 p.m. (I believe) on Saturdays and at 3 p.m. on Sundays (Eastern time). It would be worth tuning in.
Here's just one example: http://internsover40.blogspot.com/2009/09/career-advice-gettingkeeping-job.html
Some key take-aways:
1) Two of three jobs are gotten through networking. This ties to a statistic in a discussion I posted a few weeks back. You MUST network these days to give you an added edge, EVEN if you found and applied for a job via the Internet.
2) Your resume should be a statement of your accomplishments, not a report of your responsibilities. How do you tell? If the person who held your job before you could have written your resume, then it is more of a job description, and you must re do it in order to best represent why a company should hire you (vs. anyone who has ever done YOUR job). Be sure to write what you offer that is unique or special, and which therefore "SETS YOU APART from the pack."
3) Two industries that are hiring even in this economy: Medical and education. (The reality: People will continue to get sick. Also, in this economy, many people are going back to college/universities or otherwise attending to trade schools to get retrained - particularly if they have been out of work.)
4) Use a cover letter as a teaser to "draw" the reader in and intrigue them enough to look at your resume. It will also showcase your writing skills.
5) If you want to change careers, whether you are working or not, join and organization and be active so that you BOTH leverage the experience you have gained and impress the contacts you make enough to recommend you at a future date. In addition to professional organizations/associations, volunteer somewhere doing something good that also will help your resume and allow you to leverage that experience. (e.g., If you want to go into Marketing, volunteer for the American Cancer Society and assist in a marketing capacity.) Volunteering for a non-profit or a professional organization also provides structure and a sense of purpose, stimulates the mind and the heart, and can lift your spirits.
6) Consider training to be a medical tech. It takes about 6-9 months, is in demand, and pays well, depending upon what specialty you select.
7) Pursue small to mid-sized companies that may not pay as much as the bigger companies, but will consider you "a catch" and want to bring you aboard.
8) Be sure to have an "elevator pitch" to build your brand. (Refer to discussions over the past 3 weeks that address this.)
9) Have talking points that you can "spout out" easily and naturally. They should include what value you have created, how you have helped the bottom line, what problems you solved, what changed for the better as a result of you being at a particular company, and in general, what impact you made in a particular job. These achievement-based points should be on your resume, as well!
10) To get a job, employers are looking for a good fit with their company culture and these days most want employees who like to work, are flexible, are pleasant to work with, and who work well under pressure. Be sure you come across this way and convey these attributes.
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