Showing posts with label job seekers. Show all posts
Showing posts with label job seekers. Show all posts
Thursday, February 28, 2013
Effectively Target Lower-level Jobs and/or Handle the "You're Overqualified" Objection
Q: (Dennis asked) I have owned 2 businesses and
managed a $7 million company. I don't want big responsibility and wonder if
some positions I apply for are viewed in a negative light of "why is this
guy aiming lower?"
Saturday, October 22, 2011
What Recruiters Want From Job Seekers
As a part-time recruiter, I look for very specific things - the vast majority of which is overtly stated in the posting while other things are less tangible and more difficult to articulate or quantify. Professionalism, presentation, good writing skills and genuine interest are also a measure of whether the individual will be the right fit for the job and company culture. I'd also like to "piggyback" on this notion and add a few points.
Candidates should also clearly identify the skills, knowledge and experience they bring to bear when communicating to search firms (which answers the question, "Why should I consider you as a serious candidate?"). In addition, candidates should clearly outline what positions they are targeting, their desired salary range, desired industries and desired geography.
I will hasten to add that receive many resumes and am surprised by the number that do not make the effort to include an introduction, but rather, simply attach their resumes and rely on the search contact to decide these things. This comes across to many recruiters as an impersonal "assembly line approach," lazy or otherwise does not portray the candidate in the best light. This results in the candidate being set aside for not investing the time and energy to demonstrate genuine interest in that opening by matching their skills to the job opening or job type. In short, the candidate has wasted an opportunity to put their best foot forward (and this may have future repercussions if that candidate plans to apply to other jobs).
I also have observed that some candidates do not understand how to work with search firms. Many jobs are posted as "Confidential" or simply advertised as blind (without divulging the employer's identity) due to a variety of reasons. Most times, a search firm is contingently engaged, meaning that they do not get paid by an employer unless they successfully place a candidate. Unlike retained search firms that get paid regardless, contingent search firms "protect" the anonymity of the employer as their livelihood depends upon it. I have had two prospective candidates ask me where the job is located and who the employer is just this past week. I have also had candidates apply to or otherwise contact a company once they've learned who the employer is. A few did so innocently, yet, this can create issues as many employers will not touch that candidate if their is a lingering question about whether they came directly or first learned of the position through the search firm. Some employers have excellent relationships with their search partners and want applicants to come through that channel while others want to save money and have the internal resources and time to sift through resumes and screen candidates. Many candidates do not understand this. As a general rule, although employers prefer to save money, some simply do not have the bandwidth to cope with the onslaught of resumes, even if they start out thinking that they can. I am frequently brought in as a consequence of this.
Lastly, candidates should bear in mind that not all search firms or employers have the most updated version on Microsoft Word. They attach documents such as .docx formats that cannot be opened by many. With the deluge of resumes received, most employers and recruiters will not take the time to circle back with such prospective candidates. This simple tip can help keep candidates in the game.
I hope this assists the many jobs seekers out there to best position themselves to land their next great job ... sooner than later!
Sunday, September 26, 2010
Seven Ways to Improve Your Chances of Landing the Job
There are a number of things you can do to set yourself apart from others, and increase your changes of getting the job.
1) Prepare yourself for the interview.
a) Research the employer's website and familiarize yourself with their products and services. Also read their recent press releases/new updates. If possible, review their financial reports (or ask others for help) to interpret the financial health of the company. Whenever appropriate, weave into the interview questions that relate to the research you did. This will demonstrate genuine interest as well as make a positive impression on the interviewer that you've done your homework. All things being equal, it just may be what sets you apart and lands you the job.
b) If the company does not have a website or information is limited, do a search in your favorite browser for "Company name goes here" and "SIC code." An SIC code will give information about this company within their industry classification, and sometimes will address who their competitors are and/or will connect you to other info.
c) Use the Library's subscription to "ReferenceUSA," an online database of corporations in the US.
2. Bring visual aids!!! Most of us process and remember information that is presented visually. It is always best to show and tell about yourself for the following reasons:
a) You clearly come across as prepared and professional.
b) You can tell stories about your visual aids that demonstrate your unique work or management style.
c) If you tend to be nervous, having something to point to and focus attention away from you and on to something that the interviewer can evaluate may reduce your anxiety.
d) Bringing in something visual provides two inputs of information (seeing and hearing about your skills) making the interviewer more likely to remember your unique skills. If the interviewer actually asks to see something, that's a tactile input. Touching something that you've done further reinforces the likelihood that they will remember your strengths more clearly.
e) When it comes time for the interviewer to evaluate your skills against other prospects, they will KNOW that you're capable of doing the job because you've shown them proof that you've already done the job elsewhere. This is very powerful! It can also dramatically shorten the reference-checking process as the interviewer will have seen first-hand the quality for your work.
Note: Be sure to block/black out any proprietary information on writing samples or other reports being shown to preserve the confidentiality of info from former employers.
3) Ask thoughtful questions. In addition to the questions you might come up with as a result of 1. above, ask relevant questions about the company and/or departments most important goals for the next year and what challenges they are facing in meeting these goals. Tie them to what skills you bring to the table to help them meet those challenges.
4) Ask if there are any questions that you can answer relative to your skills that have not been addressed, but are important requirements of the job. I usually ask, “Given the requirements of the job, how do you see my background and experience stacking up?” Admittedly, it’s a bit bold, but often, you may learn that there is a perception that you’re missing something that can easily be addressed on the spot, better positioning you to get the job.
5) Ask what the timeframe is and what the next steps are in their process. This may give you a sense of how strong you may be at that point in time.
6) Always reiterate your sincere interest and excitement about the opportunity, and recap the strengths that you believe you offer for the position, and be sure to indicate that you look forward to hearing from them about your candidacy.
7) Follow up with a thoughtful thank you message by email or a handwritten note reiterating your strengths relative to what they viewed as the most important aspects of the job.
1) Prepare yourself for the interview.
a) Research the employer's website and familiarize yourself with their products and services. Also read their recent press releases/new updates. If possible, review their financial reports (or ask others for help) to interpret the financial health of the company. Whenever appropriate, weave into the interview questions that relate to the research you did. This will demonstrate genuine interest as well as make a positive impression on the interviewer that you've done your homework. All things being equal, it just may be what sets you apart and lands you the job.
b) If the company does not have a website or information is limited, do a search in your favorite browser for "Company name goes here" and "SIC code." An SIC code will give information about this company within their industry classification, and sometimes will address who their competitors are and/or will connect you to other info.
c) Use the Library's subscription to "ReferenceUSA," an online database of corporations in the US.
2. Bring visual aids!!! Most of us process and remember information that is presented visually. It is always best to show and tell about yourself for the following reasons:
a) You clearly come across as prepared and professional.
b) You can tell stories about your visual aids that demonstrate your unique work or management style.
c) If you tend to be nervous, having something to point to and focus attention away from you and on to something that the interviewer can evaluate may reduce your anxiety.
d) Bringing in something visual provides two inputs of information (seeing and hearing about your skills) making the interviewer more likely to remember your unique skills. If the interviewer actually asks to see something, that's a tactile input. Touching something that you've done further reinforces the likelihood that they will remember your strengths more clearly.
e) When it comes time for the interviewer to evaluate your skills against other prospects, they will KNOW that you're capable of doing the job because you've shown them proof that you've already done the job elsewhere. This is very powerful! It can also dramatically shorten the reference-checking process as the interviewer will have seen first-hand the quality for your work.
Note: Be sure to block/black out any proprietary information on writing samples or other reports being shown to preserve the confidentiality of info from former employers.
3) Ask thoughtful questions. In addition to the questions you might come up with as a result of 1. above, ask relevant questions about the company and/or departments most important goals for the next year and what challenges they are facing in meeting these goals. Tie them to what skills you bring to the table to help them meet those challenges.
4) Ask if there are any questions that you can answer relative to your skills that have not been addressed, but are important requirements of the job. I usually ask, “Given the requirements of the job, how do you see my background and experience stacking up?” Admittedly, it’s a bit bold, but often, you may learn that there is a perception that you’re missing something that can easily be addressed on the spot, better positioning you to get the job.
5) Ask what the timeframe is and what the next steps are in their process. This may give you a sense of how strong you may be at that point in time.
6) Always reiterate your sincere interest and excitement about the opportunity, and recap the strengths that you believe you offer for the position, and be sure to indicate that you look forward to hearing from them about your candidacy.
7) Follow up with a thoughtful thank you message by email or a handwritten note reiterating your strengths relative to what they viewed as the most important aspects of the job.
Tuesday, November 24, 2009
What to Do When Your Reference Sources are NOT on Linkedin
Dan asked, “If I ask for recommendations, will that tip off my currently employer that I am looking?”
(My response)
That’s always possible. I recognize that some may see a recommendation and think, "Hmmmm ... Dan must be thinking about leaving," but Linkedin is not just a social networking site that people consult when they are out of work or seeking work. It's a business networking site, and more and more, it's becoming commonplace to see recommendations for folks who are actively employed. The more this happens, the fewer eyebrows will be raised when they see one. Of course, each person must determine what they are comfortable with.
If you pursue recommendations, it’s a REALLY good idea to get recommendations from different disciplines (e.g., types of colleagues from other departments, ones that address different strengths that each candidate brings to bear, etc.) as well as different levels of current/former colleagues. I also added "current" because many people wait to leave a company to get references, but I say, "Strike while the iron is hot!"
Here’s one other comment from another of my Linkedin group members that may be helpful:
Agostina wrote, "Marissa, I agree that recommendations are very appreciated by employers in today’s job market where skills and qualifications for candidates are getting higher day by day. Thus, recommendations can make the difference when choosing talent. There´s a very interesting site that I recently discovered for the mere purpose of recommendations (both for getting recommended and endorsing others). Here´s the link: http://www.linkedin.com/redirect?url=http%3A%2F%2Fmeritbuilder%2Ecom%2F&urlhash=S5zM "
Good luck, and I hope this helps you with your recommendations.
(My response)
That’s always possible. I recognize that some may see a recommendation and think, "Hmmmm ... Dan must be thinking about leaving," but Linkedin is not just a social networking site that people consult when they are out of work or seeking work. It's a business networking site, and more and more, it's becoming commonplace to see recommendations for folks who are actively employed. The more this happens, the fewer eyebrows will be raised when they see one. Of course, each person must determine what they are comfortable with.
If you pursue recommendations, it’s a REALLY good idea to get recommendations from different disciplines (e.g., types of colleagues from other departments, ones that address different strengths that each candidate brings to bear, etc.) as well as different levels of current/former colleagues. I also added "current" because many people wait to leave a company to get references, but I say, "Strike while the iron is hot!"
Here’s one other comment from another of my Linkedin group members that may be helpful:
Agostina wrote, "Marissa, I agree that recommendations are very appreciated by employers in today’s job market where skills and qualifications for candidates are getting higher day by day. Thus, recommendations can make the difference when choosing talent. There´s a very interesting site that I recently discovered for the mere purpose of recommendations (both for getting recommended and endorsing others). Here´s the link: http://www.linkedin.com/redirect?url=http%3A%2F%2Fmeritbuilder%2Ecom%2F&urlhash=S5zM "
Good luck, and I hope this helps you with your recommendations.
More Advice for Those Having Difficulty Securing Linkedin Recommendations
As a follow up to my blog on Linkedin, I have received several questions that likely apply to others, so I am posting them here to further help the job seeker community.
Theodora stated, “There are firms that do not permit their employees to link in via their office computers, and there are firms that do not permit their employees to give written recommendations. Is there a way to overcome this?”
(My response)
Yes, I know of a number of firms who do not permit employees to access Linkedin or other sites on company computers. I also have worked for companies who do not permit employees to provide references in writing. This is a great question to pose to the other members her, or to your outplacement firm. In terms of helping to beef up your references on Linkedin, consider getting references from peers, employees who may have reported to you or others in the organization with whom you’ve worked well and who respect your work. For now, get as many written and on electronic Linkedin references as you can from others. For now, my advice insofar as getting those on Linkedin who are not permitted to provide written feedback, is to work around this by securing these references for later on in the process. For those who cannot provide references in writing, have them provide a telephone reference when you are in final-round interviews.
Another idea is to take excerpts of positive emails you’ve received from co-workers (or a few of the most favorable emails, themselves) from these individuals and craft one document with these excerpts. Many folks send me resumes and a few have begun to attach reference lists which contain "sound bites" from Linkedin and written letters of recommendation. Why not just capture some comments that were not specifically intended as recommendations, but which provide insight into your work ethic, ability to be a team player, etc. Doing this will likely address the employer’s need. I would also suggest that you proactively put a Reference List together of names, titles, phone numbers and email addresses (for those permitted to comment in writing) of ALL references and at the appropriate time (if possible), offer it to employers early on while at live interviews.
Good luck!
Sam asked, “How/where do I ask for a recommendation through Linkedin?”
(My response)
Perhaps the outplacement firm you are going to or someone in your network there or outside of it can explain it in a step-by-step fashion, but if you click on recommendations on the left-hand side, you can access "Recommendations" through the side navigation menu. You can also go into your profile, click on a job, and then click through the list of those you worked with at a particular company. You then can ask those you select to recommend you. Just be sure that before you ask for a recommendation, that you are within the job/company at which those you are requesting recommendations from worked with you. As a third alternative, on the bottom of Linkedin, there is a "Learning Center."
Dona asked, “Similar question as Sam’s request: How do you post a recommendation that was emailed to me...and post to public profile page. Where on my LinkedIn profile is this section located? Thank you, in advance, for your assistance in answering this question.”
(My response)
In my view, the quickest way is through the Linkedin “Learning Center" for your question (or to network with someone at the outplacement firm from which you are receiving services or others in your network who may be able to walk you through the process).
Also, if those who wrote recommendations are members of Linkedin already, just send them the paragraph that they wrote and ask them if they would submit it formally through the Linkedin system. If you think they need a little encouragement to compel them to do so, copy and past my discussion that addresses the "Importance of Recommendations on Linkedin ... and How to Get them."
Theodora stated, “There are firms that do not permit their employees to link in via their office computers, and there are firms that do not permit their employees to give written recommendations. Is there a way to overcome this?”
(My response)
Yes, I know of a number of firms who do not permit employees to access Linkedin or other sites on company computers. I also have worked for companies who do not permit employees to provide references in writing. This is a great question to pose to the other members her, or to your outplacement firm. In terms of helping to beef up your references on Linkedin, consider getting references from peers, employees who may have reported to you or others in the organization with whom you’ve worked well and who respect your work. For now, get as many written and on electronic Linkedin references as you can from others. For now, my advice insofar as getting those on Linkedin who are not permitted to provide written feedback, is to work around this by securing these references for later on in the process. For those who cannot provide references in writing, have them provide a telephone reference when you are in final-round interviews.
Another idea is to take excerpts of positive emails you’ve received from co-workers (or a few of the most favorable emails, themselves) from these individuals and craft one document with these excerpts. Many folks send me resumes and a few have begun to attach reference lists which contain "sound bites" from Linkedin and written letters of recommendation. Why not just capture some comments that were not specifically intended as recommendations, but which provide insight into your work ethic, ability to be a team player, etc. Doing this will likely address the employer’s need. I would also suggest that you proactively put a Reference List together of names, titles, phone numbers and email addresses (for those permitted to comment in writing) of ALL references and at the appropriate time (if possible), offer it to employers early on while at live interviews.
Good luck!
Sam asked, “How/where do I ask for a recommendation through Linkedin?”
(My response)
Perhaps the outplacement firm you are going to or someone in your network there or outside of it can explain it in a step-by-step fashion, but if you click on recommendations on the left-hand side, you can access "Recommendations" through the side navigation menu. You can also go into your profile, click on a job, and then click through the list of those you worked with at a particular company. You then can ask those you select to recommend you. Just be sure that before you ask for a recommendation, that you are within the job/company at which those you are requesting recommendations from worked with you. As a third alternative, on the bottom of Linkedin, there is a "Learning Center."
Dona asked, “Similar question as Sam’s request: How do you post a recommendation that was emailed to me...and post to public profile page. Where on my LinkedIn profile is this section located? Thank you, in advance, for your assistance in answering this question.”
(My response)
In my view, the quickest way is through the Linkedin “Learning Center" for your question (or to network with someone at the outplacement firm from which you are receiving services or others in your network who may be able to walk you through the process).
Also, if those who wrote recommendations are members of Linkedin already, just send them the paragraph that they wrote and ask them if they would submit it formally through the Linkedin system. If you think they need a little encouragement to compel them to do so, copy and past my discussion that addresses the "Importance of Recommendations on Linkedin ... and How to Get them."
Monday, November 2, 2009
Some GENERAL and SPECIALIZED Job Sites (URLs) to Assist Job Seekers
I had compiled this list for some folks I was helping some time ago, and thought it might be useful. Some may no longer be operational. I hope this proves to be useful.
HEALTHCARE/MEDICAL:
Health Opportunities www.healthopps.com
Health Careers www.healthcareerweb.com
Nursing Careers www.nursingwebsearch.com
Healthcare Jobs www.healthcaresource.com
Healthcare Jobs www.healthleader.com
Hospital Jobs www.hospitaljobsonline.com
Healthcare Jobs www.jobinhealthcare.com
Medical Jobs www.medzilla.com
Physicians/Healthcare Jobs www.practicechoice.com
Physicians Employment www.physemp.com
Healthcare Jobs www.miracleworkers.com
Jobs in Healthcare www.jobscience.com
Health Jobs www.healthjobsusa.com
Healthcare Jobs Online www.hcjobsonline.com
Health Jobs www.healthjobsite.com
Medical Jobs www.medhunters.com
Physician Jobs www.docjob.com
National Institute of Health www.nih.gov/science/opportunities.html
American Medical Association www.ama-assn.org
You might try these:
www.getmedicalsalesjobs.com
HEALTHCARE/MEDICAL:
Health Opportunities www.healthopps.com
Health Careers www.healthcareerweb.com
Nursing Careers www.nursingwebsearch.com
Healthcare Jobs www.healthcaresource.com
Healthcare Jobs www.healthleader.com
Hospital Jobs www.hospitaljobsonline.com
Healthcare Jobs www.jobinhealthcare.com
Medical Jobs www.medzilla.com
Physicians/Healthcare Jobs www.practicechoice.com
Physicians Employment www.physemp.com
Healthcare Jobs www.miracleworkers.com
Jobs in Healthcare www.jobscience.com
Health Jobs www.healthjobsusa.com
Healthcare Jobs Online www.hcjobsonline.com
Health Jobs www.healthjobsite.com
Medical Jobs www.medhunters.com
Physician Jobs www.docjob.com
National Institute of Health www.nih.gov/science/opportunities.html
American Medical Association www.ama-assn.org
You might try these:
www.getmedicalsalesjobs.com
www.health-care.careerbuilder.com/
www.hotjobs.yahoo.com/jobs-c-healthcare
www.medicalworkers.com
www.medicaljobsonline.com/
www.allhealthcarejobs.com/
www.healthcarejobs.org
www.nationjob.com/medical/
www.healthcareerweb.com/
www.medhunters.com/
www.cliniccareers.cpca.org/
www.HealthJobsStartHere.com
www.HealthJobsUSA.com
www.medjobscout.com/
www.medreps.com
http://careercenter.ins1.org/search/browse/
http://www.apic.org/scriptcontent/custom/careers/autologin.cfm?
section=job_bank2 (must register)
www.infectioncontrolcareers.com
http://careercenter.ins1.org/search/browse/
SCIENCE
Jobs in Science http://jobscience.com
Lab Jobs www.labsupport.com
American Chemical Society www.acs.org
Society of Chemical Industry www.chemind.org
Pharmaceutical Jobs www.pharmajobs.com
Pharmaceutical Jobs www.pharmacyweek.com
Science Jobs www.scijobs.com
Bio Jobs www.bio.com
Biopharmaceuticals www.bioview.com
Bio Career Center www.biocareer.com
Biosite www.biosite.com
Health Care Recruiters www.hrcnetwork.com
Bio Space www.biospace.com
Pharma Diversity job board www.pharmadiversity.com
EXECUTIVE JOBS
6 Figure Jobs www.6figurejobs.com
Executive Jobs in Non-Profits www.ceoupdate.com
ExecuNet (fee-based-but free trial) www.execunet.com
Executive Search www.execsearches.com
Executives Only (fee) www.executivesonly.com
Netshare (fee) www.netshare.com
Top Echelon www.topechelon.com
Big Dogs www.bigdogjobs.com
Blue Steps (fee) www.bluesteps.com
Career Ctr. for Board & Exec Level www.stybelpeabody.com
Executive Classifieds www.executiveclassifieds.com
Executives Only (fee) www.executivesonly.com
Vice President Jobs www.vicepresidentjobs.com
Executive Trumpet (fee) http://www.executivetrumpet.com/
The Ladders (access to some, fee) www.TheLadders.com (all jobs over $100K)
GENERAL
www.headhunter.com (aka, jobcentral.com)
www.monster.com
www.careerbuilder.com
www.hotjobs.com
www.yahoojobs.com (another great one)
www.flipdog.com
www.directemployers.com (Has positions posted by health care companies)
www.jobanimal.com
www.linkedin.com
Beyond Jobs www.beyond.com
CA Unemployment Development Div. www.edd.ca.gov
MARKETING-SPECIFIC:
AMA (American Marketing Assoc.) www.marketingpower.com
Marketing Jobs www.marketingjobs.com
The Ladders www.marketingladders.com (some can be viewed at no cost)
Note: Engineers will also want to look at www.dice.com.
WEB CRAWLERS/SPIDERS (Reach out and pull jobs from other sites)
www.jobster.com
www.indeed.com
www.simplyhired.com
www.hotjobs.yahoo.com/jobs-c-healthcare
www.medicalworkers.com
www.medicaljobsonline.com/
www.allhealthcarejobs.com/
www.healthcarejobs.org
www.nationjob.com/medical/
www.healthcareerweb.com/
www.medhunters.com/
www.cliniccareers.cpca.org/
www.HealthJobsStartHere.com
www.HealthJobsUSA.com
www.medjobscout.com/
www.medreps.com
http://careercenter.ins1.org/search/browse/
http://www.apic.org/scriptcontent/custom/careers/autologin.cfm?
section=job_bank2 (must register)
www.infectioncontrolcareers.com
http://careercenter.ins1.org/search/browse/
SCIENCE
Jobs in Science http://jobscience.com
Lab Jobs www.labsupport.com
American Chemical Society www.acs.org
Society of Chemical Industry www.chemind.org
Pharmaceutical Jobs www.pharmajobs.com
Pharmaceutical Jobs www.pharmacyweek.com
Science Jobs www.scijobs.com
Bio Jobs www.bio.com
Biopharmaceuticals www.bioview.com
Bio Career Center www.biocareer.com
Biosite www.biosite.com
Health Care Recruiters www.hrcnetwork.com
Bio Space www.biospace.com
Pharma Diversity job board www.pharmadiversity.com
EXECUTIVE JOBS
6 Figure Jobs www.6figurejobs.com
Executive Jobs in Non-Profits www.ceoupdate.com
ExecuNet (fee-based-but free trial) www.execunet.com
Executive Search www.execsearches.com
Executives Only (fee) www.executivesonly.com
Netshare (fee) www.netshare.com
Top Echelon www.topechelon.com
Big Dogs www.bigdogjobs.com
Blue Steps (fee) www.bluesteps.com
Career Ctr. for Board & Exec Level www.stybelpeabody.com
Executive Classifieds www.executiveclassifieds.com
Executives Only (fee) www.executivesonly.com
Vice President Jobs www.vicepresidentjobs.com
Executive Trumpet (fee) http://www.executivetrumpet.com/
The Ladders (access to some, fee) www.TheLadders.com (all jobs over $100K)
GENERAL
www.headhunter.com (aka, jobcentral.com)
www.monster.com
www.careerbuilder.com
www.hotjobs.com
www.yahoojobs.com (another great one)
www.flipdog.com
www.directemployers.com (Has positions posted by health care companies)
www.jobanimal.com
www.linkedin.com
Beyond Jobs www.beyond.com
CA Unemployment Development Div. www.edd.ca.gov
MARKETING-SPECIFIC:
AMA (American Marketing Assoc.) www.marketingpower.com
Marketing Jobs www.marketingjobs.com
The Ladders www.marketingladders.com (some can be viewed at no cost)
Note: Engineers will also want to look at www.dice.com.
WEB CRAWLERS/SPIDERS (Reach out and pull jobs from other sites)
www.jobster.com
www.indeed.com
www.simplyhired.com
Friday, September 25, 2009
AT LONG LAST-!!! A Tool that Gets Job Seekers Oriented on How to Leverage the Networking Power of Linkedin.com!
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.
__________
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.
__________
Saturday, September 12, 2009
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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