Career Hub

If You Are Going To San Francisco, Be Sure To...

During a recent visit to San Francisco, we visited Haight-Ashbury – something I would recommend to anyone and everyone whether you are a Baby Boomer or not! As we walked along Ashbury toward one of the former residences of Janis Joplin, we came upon a pair of white sandals. Just there. All alone. Sitting. Resting.  Waiting. Minding their business. I took a photo. What wonderful fodder for a blog post, I thought, which led me to thinking about the steps we take in life, be they in white sandals or in Berluti’s.

Step aboard.

Step about.

Step above.

Step across.

Step after.

Step against.

Step along.

Step among.

Step around.

Step aside.

Step away.

Step beside.

Step between.

Step by.

Step beyond.

Step down.

Step for.

Step from.

Step in.

Step inside.

Step into.

Step off.

Step on.

Step out.

Step outside.

Step over.

Step past.

Step round.

Step through.

Step to.

Step under.

Step until.

Step up.

If you’re going to San Franscisco, be sure to…..  

3 Steps to Attract Recruiters to Your LinkedIn Profile

According to Wikipedia: recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job.  Recruiters are increasingly using social media to find and research candidates. This approach is often called social recruiting which is the use of social media for recruiting using Facebook, Twitter, LinkedIn, and similar online sites. 

Keywords count. Have you noticed how keywords have become increasingly more important over the years? Recruiters look for people by keywords searching LinkedIn database, for example. You don’t need to make columns or long strings of keywords in your LinkedIn profile, you can weave them throughout your summary and experience sections.

Tip: Consider using more than one keyword that refers to a specific skill or expertise. For example, if you have international experience be sure to use global and international as keywords so you are searchable and found no matter which word the recruiter uses in his or her search.

Recommendations count. There has been much discussion about recommendations over the years, but the bottom line is that recruiters can see at a glance that you are respected in your job / industry based on feedback from your recommendations. They want to hire people who are respected by their coworkers, bosses, and other influencers in their industry. Of course, the recommendations should state more than “Tom is a great person.”

Tip: More effective recommendations show working relationship, nature of work, and results of your contributions. 

Groups count. How many groups have you joined? How often do you contribute to the ongoing conversations? Recruiters look for experts in their field to hire and scout LinkedIn groups for the movers and shakers. It’s like any other PR—you read Joe’s column in the Wall Street Journal, like his writing style or approach to current topics, and over time you consider Joe an expert, and he becomes the go-to person on those issues. You can create that type of reputation for yourself in LinkedIn groups.

Tip: By contributing meaningful information to conversations in your LinkedIn groups, people will consider you a resource for solutions or good ideas for current issues. You establish yourself as a thought leader.

There is no “passive” way to job search. The most effective way for executives to be found is to be “active” in their job search tactics. Take advantage of the many opportunities that LinkedIn offers you. 

Top Resume & Career Hurdles for Job Seekers: 15 Scenarios

People come to a career coach and certified professional resume writer for a number of reasons. One or more of the following may sound familiar to you.

 

 

 

 

 

1. "My resume and LinkedIn profile are attracting too low-level jobs."
2. "My resume and LinkedIn profile are attracting the wrong type of jobs."
3. "My resume doesn't communicate my true value."
4. "I’m not sure what job titles I should apply to out there - my company uses titles no one else is using."
5. "I’m not sure what my objective should be and what jobs I can get."
6. "I got off track and now I feel stuck in a sideline with little advancement potential - and don’t know how to get back into what I want to be doing."
7. "I’m not being paid what I think others are for what I do."
8. "I’ve done everything there is to do here, and I feel as though my career is getting stalled – I need more challenge."
9. "I want to be making more money, and I'm not sure how to go about getting a higher salary."
10. "I'm more of a generalist, so how do I go about getting a job when all the job ads list very specific skills, some of which I don't have?"
11. "I have a lot of skills and experience, but hardly ever all the requirements listed on job ads. I know I can do the job, but how do I convince them?"
12. "I want to change industries, but employers want you to have had experience in their industry; how do I break into a new sector?"
13. "I'm too senior for a lot of the jobs in my area but too junior for the ones I know I can do and want to target; what do I do?"
14. "I have a reputation for being a [fill in here] professional, but what I really do a lot of is [fill in here] and I want to build my brand around that. What do I do to change the image people have of me?"
15. Recruiters tell me I am "overqualified" so I don't even get a shot! What do I do?"

If you can relate to any of these issues (there is some overlap), you are not alone. There are ways to overcome hurdles like these with a skillfully written (and strictly honest) resume and LinkedIn profile and some career and interview coaching. Don't be hesitant to reach out for help to someone in the careers community.

Along the left-hand column of this Career Hub Blog you will find some of the top career leaders in the industry. Check out their websites and what they have written here and give them a call! Most will be happy to give you a free consultation about your career situation!

It can make the difference between getting a great job and just settling. Good luck!

 P.S. Feel free to add to the list of scenarios in comments below. I'd love to hear from you and others would too! JC

 

 

Recruiters Make 25% of Executive Hires in This Channel: Are You There?

Where is that? Yup, you guessed it, social media is where recruiters report sourcing 25% of executive hires. And those are 2012 figures! I'm ready to say it straight out:

"If you're not spending a portion of your time every week on one of more of the following -  LinkedIn, Twitter, blogs, youtube, Pinterest - you will be seriously handicapped in your job search both now and in the future." Here's what you'll want to do: Leverage the power of social media sites to build your thought leadership and make connections with professionals and recruiters in your space. (If you're not an executive, Facebook may provide you with some excellent opportunities.)

No longer is private reputation all that matters. What matters is that you are a player in your industry and function and visible as such. I don't say this to make anyone feel overwhelmed - we all have enough of that! But the executive resume is no longer your only reporting mechanism for your professional achievements and brand. The Internet is where recruiters will first make decisions, based on what they find, about whether to contact you.

LinkedIn is apt to be the first place recruiters will be encountering you. So pay AT LEAST as much attention to getting your LinkedIn profile 95-100% complete and keyword loaded as you do to developing a branded executive resume that can be visually scanned in 6 seconds.

So to fight the overwhelm, I'm going to list FIVE concrete, easy steps you can take to start reaping the benefits of social media for job search. But first, get the basics in place and establish a discipline for "keeping at it" in social media. You may actually find this fun after awhile and a valued addition to your usual professional activities.

The Basics: To start, I suggest you have profiles on LinkedIn, Twitter and ZoomInfo. Make sure they are marbled through with the right keywords and that they convey your branded value proposition. Then...

The Discipline: Set aside a half hour a day or 2-3 hours a week (maybe Sun. night?) when you can start to participate in online conversations going on in your industry and functional area. You are aiming to become known. You are also aiming to get to know the movers and shakers in your space and the recruiters who monitor those conversations. Every interaction potentially creates valuable two-way networking opportunities.

The Fun:

- Start curating content relevant to your target market. Mine it from blogs of thought leaders and leading news sources and magazines. Select a RSS reader to aggregate your favorite blogs and enable you to quicky scan for content you would like to comment on and tweet out. There are lots of them. I use Google Reader and now Feedly. Try to do 2/day and space them out, using Buffer or one of the Twitter clients (TweetDeck, HootSuite). Feel free to tweet your own thoughts. One of my clients after implementing this advice says he gets all of his professional information now from Twitter.

- Set up your tweets so they automatically go to LinkedIn as well. When recruiters find your profile through keyword searches, they will see you are part of the conversation in your space. (Good!). Creates credibility and reassures them that you are a solid professional person to contact.

- Write a blog post once a week or comment on blogs you read that prompt a response in you. You will find that this activity will keep you in touch with emerging trends and news and enable you to filter it through your unique perspective, as a specialist in what you do.

- Select LinkedIn Groups you want to be part of. Choose ones where execs in your target company are active and recruiters participate. Comment, ask for opinions on something, link people to relevant content.

- Make heavy use of LinkedIn Updates and Mentions. More on these in another post. This prominent real estate - the Updates - on your LI profile enables you to give real-time information about an interesting talk you heard, infographic you saw, presentation you are giving, or people who have impacted you professionally in a positive way. If you set your Settings so that the updates go out to your contacts, they will start to know you as an interesting person and active in your field. Mentioning someone's name too is something LI is promoting now - the person mentioned will get notified and a potential connection can be made.

This is JUST ONE plan for getting going in social media. There are lots of other possible ways to engage. But, for executives, this one gives you a solid start. For more on how to create a killer LI profile, see other blog posts here. Good luck and let me know how it goes!

Cross-posted on Jean Cummings' Blog: http://www.aResumeForToday.com/high-tech-resumes/

 

Dr. William E. Bridges: Teacher, Consultant, Author Extraordinaire

Eighteen years ago in Seattle, Washington, I met an extraordinary consultant named Dr. William E. Bridges, teacher for one of the best training programs I have ever attended. Last week, as I was researching something on Twitter, I stumbled upon this tweet:

Dick Bolles ‏@ParachuteGuy20 Feb

Thirty days ago I visited my old friend Bill Bridges, author of Transitions. Susan, his loving wife, just told me he died last Sunday. RIP.

I was shocked and saddened to read this news. If you are familiar with Dr. Bridges’ work, you know of his vast and valuable contributions to transitions, managing the human side of change and his three-phase transition process.  If, by chance, you are unfamiliar with his teachings, I would encourage you to read his books to discover his pioneering work.  Here are three of my favorites:

Transitions: Making Sense of Life’s Changes

JobShift: How to Prosper In A Workplace Without Jobs

Managing Transitions:  Making the Most of Change

I will be forever grateful for all that Dr. Bridges taught me and other class participants on that cold, rainy March day of 1995. May his teachings continue to educate and inspire organizations and individuals around the globe.

Job Interview Conversations: No Dogs Allowed

In a recent conversation with my client, I invited him to share some positive words to describe his brand.

Among those mentioned, he stated “loyal, honest, and hardworking.” As we reviewed his words, I invited him to pretend that he was a hiring manager – a hiring manager that has interviewed hundreds and hundreds of candidates.

So, tell me, how impressed are you when you hear a job seeker describe himself as
someone who is “loyal, honest and hardworking?”

His response:   “Now that I think about it, I probably sound like a dog or something.”

If you find yourself in job search mode, how about choosing more compelling words to align with the target job you are pursuing? Otherwise, in the interview (in person or on the phone), you will be citing words that the listener has heard time and time again. No new news to their ears.  Same ole same ole.

To better support your candidacy in a sea of competition, do yourself a favor and take some time to figure out  at least five distinct adjectives that well describe you. Beyond that, develop examples to provide proof and evidence to back up your claims.

If you are in love with the word loyal as a term to describe yourself, how about using a thesaurus to find another word with a similar meaning, such as:

 allegiant, ardent, attached, behind one, believing, coming through, constant, devoted, dutiful, dyed-in-the-wool, firm, on one's side, patriotic, resolute, staunch, steadfast, steady, tried-and-true, true, true-blue, trustworthy, trusty, unfailing, unswerving, unwavering.

If you want someone to know that you are honest, what other word might you find to convey that? 

If you are hardworking, what other less-frequently-cited job seeker word might you supply the hiring manager? 

Choose your words carefully – let them work for you, not against you as you explore new opportunities.

Eye on Iris

When I was a little girl, my grandmother – a retired elementary education teacher – taught me about flowers. She raised an entire garden of nothing but zinnias -- pinks, purples, yellows, reds, and oranges everywhere you looked.  Her hollyhocks were also beautiful, decorating a long fence row leading from her home to the out buildings. Her lilac and peony bushes remain some of my all-time favorites.

Not far from her house was an iris patch that my grandmother referred to as yellow flags. Years ago, I dug some and brought them back to serve as a constant reminder of someone who had so richly influenced my life. In late August 2011, I noticed that the iris in our backyard was nowhere to be found. I was distraught and spent a lot of time digging around in the dirt to see if I could find any remnants or any sign of growth. I did. One little tuber had survived the sizzling summer heat.

I planted the tuber in front of our home.  A few weeks ago as the snow was melting, I started looking for any sign of Iris. Removing leaves and twigs, there she was -- the first sign of spring and life of all things green.  Iris is now about four inches tall and I am very excited. Each day as I go to work, I notice her and how she continues to flourish.

I am eager and I am anxious to see if Iris will produce a bloom. I have high hopes. I keep thinking good thoughts. I keep saying nice things to her – no doubt , she hears me.  Reality is, I have no idea if Iris will bloom or not – only time will tell.

Much like looking for a new job.

Only time will tell if all of your hard work pays off.

Only time will tell if your network works.

Only time will tell if that new résumé does the trick.

Only time will tell if the interview yields an offer. 

Only time will tell if your commitment to job search produces a good fit.

In the interim, I will keep a vigilant eye on Iris to detect any new growth and development. And my hope is that you will do the same for your job search. 

The Errand Runner and Your Job Search

If you are in career transition, perhaps you have discovered that some people think you have nothing better to do than be an errand guy or gal – an errand runner as one job seeker suggested.  My client and I were recently discussing this very subject and how it makes him feel taken advantage of.  Here are three specific examples of things employed people have said to my unemployed client:

“Since you are not working, do you mind……….?”

“Now that you have free time on your hands, will you…….?”

“Given that you don’t have a job, why don’t you do so and so for me?”

The most important job you will ever have when you are in career transition is that of looking for a new employment opportunity.

Take your new job seriously. If you don’t take your new job (looking for a job) seriously, no one else will either.

Respect your new role. When you are called upon to do a task for someone, look at your calendar and see if the request coincides with your availability and work schedule.

Set up office hours. Determine what days you will be in the office and what hours you will work. Let those in your circle of influence know your work schedule so they will not interrupt you or take you for granted.

Establish a routine and stick with it. Do not let your own distractions (or those of others) pull you away from your key duties of finding a job. For example, if the dining room needs painting, how about doing that task “after hours” just as you would if you were gainfully employed?

Don’t put off until tomorrow what needs your tender care and commitment today -- your job search. The longer you delay looking for a new opportunity, the harder it becomes to inspire yourself to do so. If you have no idea where to turn for career management help, start by asking around in your local community and see whose name keeps turning up and proceed from there.

Set yourself up to succeed by honoring the job before you – to find a new employment opportunity as efficiently and expeditiously as possible.

Bring Your A-Game to Career Transition

As an outplacement services professional, sometimes I am called upon by an employer to be on-site in order to offer career transition services within minutes of an employee discharge. Sometimes the conversation goes very well. Sometimes the conversation doesn’t go at all if the departing employee doesn’t wish to meet on-site. Sometimes, I sit in total silence with an individual until they are ready to talk. I don’t mind. I have been that person. I know exactly what it feels like to lose a job.

On one occasion a few years ago, I recall that a woman asked me to accompany her to the restroom so she could cry in privacy. I remember grabbing a box of Kleenex and off we went for the next little while. There are many ways that people learn they no longer have a job, be it in person or by phone, email or text. To date, I have not yet met anyone who has been notified of termination via a tweet. Perhaps you have.

One of my clients who recently lost his job and I were talking about words and how words can help us get from Point A to Point B. And how words can provide comfort, hope, reassurance, and encouragement. And how words can also hurt and sting and bite. He wondered how to connect the dots from being a person “in transition” to a person who is employed again. We spoke of these three words: acceptance, awareness and action.

Acceptance

Sooner or later, you realize that “it is what it is.” While my client and I aren’t particularly enamored with that expression, it somehow captures the essence of transition. And what it is may not be something that we particularly like, desire, want or prefer – starting over is simply the reality of a job loss situation. And the realization and acceptance that what was is behind us and what will be is waiting somewhere up ahead.

Awareness

The other day at a networking event, I met a job seeker who wanted to throw together a new résumé and see what’s out there.  He informed me that he was going to use a résumé template so he wouldn’t have to spend any money. Hearing this, I offered:

1.       So, do you have a target goal or some options in mind?

2.       What about your brand?

3.       Are you good to go on your skill set?

His answer to all three questions:  I don’t know what you are talking about. I just want a basic résumé. If you are looking for a job in today’s competitive market, I would encourage you to figure out what your brand is and does before you whip up that new résumé whether it is free or for a fee. The value of figuring out your brand and its value before you go to market will serve you well in the long run.

Action

Set yourself up to succeed by establishing routine office hours while you are in career transition. Discipline yourself. Focus. Stay on task. Do something each day on your work days to support your commitment to finding new employment. Track your progress. Respect your new job (finding a job) and the accountabilities that come with it. When you were gainfully employed, you may have had a performance evaluation. While you are in limbo, (between jobs), how about evaluating your own performance? Monitor your own progress. Measure what you are doing well and evaluate what needs some work. If the strategy you are employing isn’t working, how about changing your strategy just like you would if you were completing a project for your employer and something wasn’t working?

My client seemed relieved that we had tackled a conversation about acceptance, awareness and action as a part of the career transition process. Next time, I think he wants to talk about another “A” word – attitude. I can’t wait.

Five Things You Can Do to Enhance Your Interview Skills

Learn how to talk about yourself.

Many of my clients tell me “I hate
talking about myself.” While you may not be in love with this activity, it is simply a task that is necessary in order to find a job. There is just no way around it. The more you resist speaking about yourself with confidence, the better job you will do of taking yourself out of the running. It’s competitive “out there” and the easier you make it for the hiring manager to understand what you bring to the table, the greater your chances of getting hired.

Know your value.

Imagine going to an interview and being asked an FAQ such as “why should I hire you” and you respond with “wow, that’s a great question.”  While this is an answer, it isn’t your best answer. Your best answer lies in knowing what the organization’s needs are and how you can add to (versus detract from) their vision, goals and mission.

Expand your vocabulary.

Let’s say that an employer invites you to describe yourself to which you offer: “I am very loyal, honest and hardworking.” Again, while this is an answer, it most likely won’t score you points because the listener has heard this line about a gazillion times.  Before you go to your next interview, identify some unique and interesting words that describe you in a positive, professional and distinct manner.

Practice your presentation skills.

Prior to going to a job interview, it will well serve you to practice, practice and practice your lines. Know what you want to say. Know how you want to sound. Know the particular points you want to emphasize in your conversation with the hiring manager or recruiter. Do not practice on the employer – employers can detect your ill-preparedness in a matter of seconds. Practice pays and sooner or later, you will thank yourself for the time and effort you devoted to practicing your presentation.

Be a well-prepared, organized and efficient job candidate.

Put yourself in the hiring manager’s shoes and do your best to think like they think. Ask yourself these three questions:

• What do I want?  Be able to articulate this in one tweet (140 characters). 
• Why should an employer hire me?  Identify at least three good (and relevant) reasons as to why you are the one for the job.
• What are the biggest concerns an employer might have about my candidacy?  Know this before you go to the interview, so it doesn’t shock or surprise you when the employer mentions their “concerns” about you.

Personal Branding & Executive Resumes - What No One Is Talking About

Every once in a while I get to step back and look at the work I do with my clients from a larger, more expansive perspective. Ordinarily, we are laser focused on developing branded executive resumes and LinkedIn profiles that will attract interviews and job offers. But what is really at stake here?                

Nothing less than your life. I'm currently reading The Great Work of Your Life: A Guide for the Journey to Your True Calling by Stephen Cope, Director of the Institute for Extraordinary Living at the famed Kripalu Center for Yoga and Health in Western Massachusetts. I tell you I did a double-take! He's talking about personal branding using the vocabulary of yogic fulfillment!

Yet, the criticality of discovering who you are, who you are given to be in your life, is rarely mentioned in personal branding discussions. Personal branding sounds like it's "nice to have," optional, a smart thing to do for career advancement, for making more money, and achieving greater fulfillment, but - is it a tragedy if you don't do it, find it, live it out?

Steven Cope says it is. If people "miss the mark" by even a little - say, they're a priest when they reallly want to lead the choir - that person may well experience ill effects from boredom, depression, feeling out of sync with what they do with most of their waking hours. And the world will have an uncomfortable, conflicted priest instead of inspired sacred music making.

Another thing that happens is that people undervalue their gifts, and therefore continue to do what they do with a nagging sense of falling short of "the big thing" they should be doing.

This is the situation I see most often. Wiliam Arruda's Reach 360 Survey is a fabulous tool for helping my clients see the gifts that others see in them - that they are too close to to see - or that they discount because their gifts come so naturally to them.

Learning that others DON'T usually have their particular gifts and that they turn to them for their gifts is a real eye-opener. The process helps my clients achieve a new sense of themselves as highly valued for their unique, natural-to-them ways that they do their work and interact with others.

What does the world lose by inidividuals not valuing themselves for their intrinsic personal brand? A person on fire with their passions and coming from a place of inner alignment with the greatest life that they can have - who does his work skillfully and with joy.

So, when you come to write your executive resume, be sure to let employers and recruiters know who you are - someone no one can duplicate - along with why the company needs someone like you. Get your personal brand out there - and give the world a chance to be benefited by you, living out your greatest life.

 

Cross-posted on Jean Cummings' Blog: http://www.aResumeForToday.com/high-tech-resumes

 

 

Career Transition Questions from Job Seekers

Why am I here?

Why am I stuck?

Why am I confused?

Where is my luck?

 

Who am I now?

Where do I turn?

Where do I go?

What do I learn?

 

Why did I get fired?

Why did they let me go?

What could I have done differently?

Why does it hurt so?

 

What lies ahead?

Why am I in limbo now?

Why can’t I move on?

Why don’t I know how?

 

What is my purpose?

Where do I belong?

Why is everything so competitive?

What am I doing wrong?

 

How long does job search take?

Do references matter still?

Will I ever find a job again?

What about motivation and will?

 

Who can I turn to?

Who can I trust?

When I know things aren’t working

And change is a must?

 

Who can help me out?

What should I do?

Starting over is tough.

Can I count on you? 

Shades of Promise for Job Seekers

How could this be, I asked myself? Officially, it is Spring, yet the snow is still piled high in the shaded areas of our backyard while out in front, it’s another story. Tulips, crocus and daffodils are popping up everywhere. Dark, medium and light green shades of promise reveal themselves to the new season. Even the first flower blossom of the year is touting her power to endure tough times. Hey, do you notice me over here? she beckons.

The winter has been long. And tiring. Even harsh at times. And you wonder, is this finally the last snow of the season? Just when you think there could not possibly be one more speck of inclement weather – here it comes again, blasting you with more snow and more ice. Enough already!

Much like job search, the weather is unpredictable, unknown and uncertain from day to day here in the Heartland. Just when you think you will never ever get another job, you get a phone call or an email from someone who wants to see you. For an interview. For a real job. Next Tuesday, 2:00 P.M. A real job with a decent salary and good benefits. A real job that pays better than the spot jobs you have been doing to pay the rent. Or the consulting gigs you have been doing to fill in the blanks on your résumé.

And just when you think things might be getting back on track, you get the rejection letter announcing that you, once again, are the bridesmaid, not the bride.

And just when you think that your luck is turning around and going in a better direction, you are advised that the job you interviewed for has been put on hold until further notice.

And just when you think that an offer is in the mail, you get a call announcing that a decision has been made “from the top” to delay funding for the position.

And just when you are told the job is yours if you want it, you receive a text the next day rescinding the verbal offer.  

Spring is here. A new season has arrived. Change is underway. Seeds are taking root, sprouting and growing as we patiently wait for plants to do their magic and for hiring managers to do theirs.

Fit As a Fiddle for Job Search

When you are looking for a new job, perhaps one of the factors you have learned to consider is that of a “good fit.” 

Job seekers desire a good fit; employers want to hire the best fit.

One of the conversations I had with a client a few weeks ago was about how “no one told him” to stay in shape on the job. I asked him to say more. He shared how he had “let himself go” in many aspects of his life, how he had gotten too comfortable and how, in a few months, he will be losing his job due to budget cuts. 

Here are some specific ways he indicated he had not stayed in shape on the job:

~~ he was overweight.

~~ he had not kept current with technology.

~~ he had not taken classes in years.

~~ he did not know that many people – all he did was work.

~~ he never really liked his job that much, though he stayed with it because it compensated him well.

As I listened to his story, I started thinking about each of the areas that he had mentioned:

Physical

Technological

Educational

Social

Occupational

Upon inquiring about any other areas he felt he had not stayed fit, he thought for a bit and then added:

Emotional

Spiritual

For his “homework” exercise, his task focused on writing his thoughts, ideas and goals for each respective category stated above. Whether you are gainfully employed or presently unemployed, are you in good shape for that next opportunity?

5 things recruiters expect in a LinkedIn profile

Some people build their LinkedIn profile like a novel, including all the details of their life and work history. What is important to note is that you need to build the profile for your target audience, highlighting skills and talents that are relevant to your target position.

Think about recruiters as comparison shoppers. What makes them hire one person over another? They look for key elements in an executive’s profile, much like a personal shopper that is looking for the right color, style, and size of an article of clothing. So you could say they are personal shoppers for their employers. 

They love LinkedIn because the profile formats are somewhat standardized and easy for them to quickly grab the information they need.

Recruiters choose executives that exceed expectations. They are only going to present a few key people to the employer, so they want to make sure they have selected the best of the best. They are looking for more than your experience. These 3 things are very important:

1. likable personality
2. aptitude to do the job
3. proof of experience

The top 5 things you need to do well on LinkedIn to statistically increase your chance to get the attention of recruiters:

1.         Character-defining photo
People hear what they see. Our external image gives off a perception. You have to think seriously about this when in job search mode. A clean high definition professional headshot is best. Always post a color photo. Get over being embarrassed or using excuses why you can’t put up a photo. This is the first impression of you, and people hear what they see.

2.         Problem-solving headline 
Instead of putting your current job title in the headline, think about how recruiters are using this profile. They will be keyword searching your headline so put the experience and skills you want people to know you have in this area. Most recruiters won’t keyword search a job title, they will search the keywords appropriate to the job they are trying to fill. When thinking about what keywords you will put in this section, consider the problems you solve and what skill sets do you want to target in your next job.

3.         Impressive Summary
The simpler and the more quantifiable you can be about your experience – the stronger impression you will make.

Consider using a few sentences followed by a few bullet points on your specialties is a way to highlight talents and skills in the summary area. You can use all 2000 characters available in this section. What’s important to keep in mind is that recruiters want to get through the information quickly to grab the data that has value. If you lay out your summary in a clean, crisp, and easy-to-read format, with plenty of space (not dense paragraphs or long strings of bullets) you should be able to highlight valuable information and keep the reader’s attention. 

4.         Quantifiable work history
Eyes are drawn to numbers and figures, which makes them the most memorable thing on a resume and LinkedIn profile, particularly percentages and dollars. Put up to 3 bullets under each work history that quantifies what you did and how that impacted the company.

5.         Relevant add-ons
Groups – only show groups that are relevant to your job search. You could belong to many non-business related groups, but hide them in your profile to maintain your professional image. Unless, of course, the group is something like Portland’s Yachting Club, and you are seeking employment with yacht companies.

Skills –This area is another big one for recruiters. Make sure you have added all the skills for which you want to be searched.

Try to think like a recruiter, what would they seek out in a profile to find a good candidate for the position you are seeking? Tailor your profile like a targeted marketing brochure. The messaging has to resonate, and if it does, you get the attention of recruiters. 

A Way Forward In Your Job Search

One of the recent topics of conversation with a client had to do with garbage, trash, baggage and forgiveness.  Have you had such a conversation with someone or perhaps even with yourself? Let’s say that you got fired from your most recent job. Let’s say that your most recent job was over a year ago. Let’s say that you are still very disappointed over losing that job and haven’t had any luck finding a new one. Let’s say that one day you meet a career management professional.

The career management professional invites you to share in a conversation about any garbage in your little red wagon – the imaginary one that you drag around with you, even though it is full and heavy and zaps all of your energy day in, day out. You are invited to give each piece of garbage in your little red wagon a name. And so you do.

Disappointment.

Frustration.

Failure.

Disengagement.

Annoyance.

Anger.

Hurt.

Embarrassment.

Guilt.

Bitterness.

Lack of Motivation.

Tired.

Stressed.

Stuck.

Clueless.

Confusion.

Restless.

Directionless.

Overwhelmed.

And you continue giving each piece of garbage a name until all are named. And then you have a conversation about each single piece of garbage in your little red wagon. Which leads to yet another conversation about forgiveness.

Forgiveness for the person who fired you.

Forgiveness for the team member present at your termination -- the person you thought was your trusted friend.

Forgiveness for yourself.

And over a period of time, piece by piece, you start dumping your garbage. You notice how your little red wagon feels lighter. Less cumbersome. You find yourself dragging it around less and less as you go to more and more networking events. And one day, out of the blue, you are referred to a company for a job that you would be “just perfect for.”  The Hiring Manager treats you with respect and professionalism and values your talents.  The Selection Team meets. They choose you. You have a new job. A new start date. You sign off on all the paperwork.  

You realize that your little red wagon is almost empty of garbage.

And you find yourself full of anticipation.

For the first time in a long time.

And joy.

And eagerness.

And gratitude.

A renewed sense of purpose.

And relief.  And a calmness and a peace about you.

And a genuine happiness about moving on.  

To a new way forward.

"Forgive all who have offended you, not for them, but for yourself." ~ Harriet Nelson

 

4 tips to respond to questions/objections regarding layoff

Recruiters and hiring managers can be concerned about executives who are unemployed and looking for another job. Some may assume if you are not working there must be a problem. Thankfully, not everyone has that attitude, however, you need to be prepared for the negative thinkers and turn them around to believe you are the best candidate for their company.

1.         Be careful how you describe your layoff.  First and foremost be truthful. If your layoff was part of a company-wide downsizing, mention it to deflect any thoughts about performance issues as the reason for your layoff. Also, if you survived one or more rounds of layoffs, mention that too as a way of showing that your employer valued you and kept you as long as they could. Give a reason for the layoff if you can (eliminated product line, consolidated several departments, etc.).

2.         Confirm that you maintain a good relationship with former employer. Always be positive about former employers, no matter what the circumstances of your departure. Ask for references and endorsements from former bosses and colleagues (you can request it online on LinkedIn). Also, if there is an opportunity to do consulting projects with a former employer, this shows they still value your talents and skills.

3.         Highlight strong skillset & development of new skills. Recruiters will want to know what you’ve been doing while unemployed. One thing they are checking on is if you have kept your skills up-to-date and developed new talents that will be beneficial to their client/company. If you have consulting projects, volunteer programs, or new degrees or training under your belt, this will show people you are continuing your career development.

4.         Look forward not back. Dwelling on the past doesn’t generally propel a person forward. Learning from past experiences should add to your knowledge base and help you put the lessons in perspective as you move on in your career.

Recruiters and hiring managers are looking for potential candidates extensively online at sites like LinkedIn. Make sure the online profiles in your social media sites are up-to-date, free of digital dirt, and keyword searchable. 

Be as positive as you can so recruiters don’t detect a hint of desperation or negativism. Prepare responses to describe your off-work time to your advantage. And, most of all, maintain your professional image during job search. 

Job Search: What LinkedIn Tactic Will Get You Noticed by Recruiters?

 

 

I was prompted to write this post in response to a comment on an earlier blog post found both here at Career Hub and at my blog: http://www.aResumeForToday.com/high-tech-resumes/

"7 Key Ways to Use Social Media in Your Job Search"

Rory says:

"Thanks for sharing this, Jean. You make some good points - particularly as it concerns the value of a site like LinkedIn in the application process.

In all my years recruiting I've only had one candidate reach out to me on the site (and not even for a position I was sourcing), but I was so impressed that I went out of my way to get the recruiter actually handing the job to give the candidate a phone screen."

Amazingly, some of the simplest tactics can pack the biggest punch when it comes to job search. Going into your target company's Facebook page and clicking "Like" is one. Rory, the recruiter I quote above, confirms that reaching out through LinkedIn can work well.

Here's how to do it:

Find a way to connect with the recruiter working for the company (or, in Rory's case, any recruiter in the group). You can do this by reaching out through your first or second degree connections or using one of your inmails (~$10/connect). Or, if you aren't connected, join a group that the recruiter is in (see Groups lower down in their profile). That will enable you to connect with another member of the group.

What do you say when you connect? That you saw the job posting and wanted to reach out directly. State your value proposition for that position and add a comment about something unique to that company - a challenge they are experiencing you can help with, for instance, an acquisition, new product line, expansion, new contract etc. Tie that challenge to your experience. Ask if they would be free to talk for 5 or 10 minutes about how your specific experience could help the company with the current challenge. Thank them and give them a phone number and email where you can be reached. Always have a professional voicemail message.

What if you can't find the recruiter or hiring authority on LinkedIn? Go to the company search bar and type in the name of the company. For many companies, employees who are on LI will be shown. Is there someone there who can connect with your target person because they are in the same dept, do a similar job, or are in the same location? Ask if they would like to talk for a few minutes about the company's culture and what it's like to work there - because you are interested in the company. If, when you are talking, the occasion arises for you to say you would like to submit a resume for a posted job, would they hand it to the hiring manager, all the better.

What if you can't find the recruiter or hiring authority on LinkedIn or don't have the name? Try a general Google search on the company name. Or go to Manta.com and find the company - they will often have officers of the company listed.

The short of it? LinkedIn offers a number of ways in - take advantage of all of them - become a LinkedIn athlete!

PS Taking non-obvious routes to get noticed in your job search are worth taking the time for. Another is to send a US Mail letter (no resume) directly to the hiring authority for the particular job. Do it overnight delivery and it will get opened.

So, What's Your Story?

One of my favorite books on the subject of career transitions is titled In Transition From the Harvard Business School Club of New York’s Career Management Seminar. The paperback edition bears a copyright of 1992 and while it was written two+ decades ago, it still remains one of my all-time favorite reads on the subject of careers and transitions.

Does it contain a bunch of social media text? Nope. Not one shred. What it does contain in Chapter 5 is content worthy of contemplation in my opinion. It is the section where you are invited to write your eulogy. Some of my clients love this activity; others – not so much.

Last night at sundown, we celebrated the life of one of our closest family friends: Mike. He had a brilliant mind. He was a scientist. He held a Ph.D. in veterinary microbiology. He was a cool guy. He was an amazing boss and a good friend to many. He was a devoted husband and a loving step-dad. He loved music, especially blues and rock’n’roll, South Padre Island, Texas, bbq and his beloved wife’s homemade fruit pie.

Whether you are between jobs, in a job you love or one you cannot stand, how about writing your eulogy? How about considering how you want your life to go from this point forward so that one day when family and friends gather together to celebrate you, your life story reads the way you want it to?

How do you wish to be remembered?

What do you want your friends to say about you?

How do you wish to be remembered by your employees, team members or customers?

What words would you hope that your son or daughter or husband or wife or treasured friend would share about you?

There is no better time than today to consider the text of your tomorrow.

What will the listener hear when your eulogy is delivered? 

 When you were born, you cried and the world rejoiced.

Live your life so that when you die, the world cries and you rejoice. 

Top 6 reasons to audit your job search strategies

Are you doing the same things in your job search today that you did five or 10 years ago and expecting the same results? What may have worked even a year ago may not today, so you need to reassess your career action plan to identify your successful strategies and change those that have not been effective.

1.         Have you read your resume lately? Changes on a resume are inevitable during a job search. If you are targeting your resume for different jobs and changing keywords or moving bullets around, there is a chance that your resume could contain a typo or sentence that needs wordsmithing. Recruiters and hiring managers will spot the typos and never call or consider you for the position.

2.         Are you sending your resume out in massive untargeted emails or postal mailings? The average return for this type of resume campaign is about 5 or 6 responses for every 100 that you send out. To be effective, this strategy needs to be very focused and highlight your value proposition in the cover letter as well as your resume. If your search is more broad, and you are at a crossroads in your career and changing direction or industries at this time, this type of approach may not yield the results you want.

3.         Are you posting your resume on generic job boards? There are several websites that cater to executive-level job seekers such as ExecuNet.com and BlueSteps.com. Limit your search to job boards that are focused on opportunities at your level for better results (although you don’t want to rest your entire campaign on this approach only). Networking will generate the best leads on jobs. Check with friends, former colleagues and bosses – they may have an opportunity that fits you perfectly. Add connections to your network through social media (like LinkedIn).

4.         Are you getting called back for the second interview? If not, give the interview process some careful thought. Do you know why you want the job? Did you prepare for the interview by researching the company, its products, and executive team online? Did you feel and appear confident? Figure out what you need to do to strengthen your interviewing skills and work on them before your next meeting. Hiring a career coach can also help you identify and improve your interviewing techniques.

5.         How many times have you landed in the top 3 finalists, but didn’t get the job offer? The average number is about 8 or 9 times as a finalist before getting a job offer. This is one of the toughest areas to determine exactly what may have prevented your getting the job. Did the company no longer need an executive for the position? Did the company fill the position internally? Even if you ask, you may never be given the real reason. What’s important is to know you represented yourself as a professional and move on.

6.         Have you checked your references lately? That’s right, check with your references on a regular basis (every 6 months at least) to confirm what they will be verifying on your behalf. Sometimes, issues may arise that will turn a reference against you, or at a minimum, not reveal the true characteristics that would convince a hiring manager that you are the perfect candidate. Be sure you know who is your advocate and replace those that are not.

The right combination of strategies and job search tactics will help you prevail and result in your next career move. 

Image courtesy of freedigitalphotos.com 

Trick Interview Question: "Can You Bake Me a Cake?"

I just had to write a quick post to let you all know about an intriguing trick interview question and the trick to answering it!

I was talking to an IT Director who said that he was asked this question when he was applying, earlier in his career, for a position managing a Help Desk. He was offered the job on the basis of his answer. The hiring authority told him other candidates failed to answer this question in a way that would convince him that they had an innate sense of customer service - that is, a natural tendency to deliver top-notch answers, support, and solutions.

How did my client answer?

"What kind?"

A brilliant answer that showed that his first instinct was to determine the needs of the customer.  Other people may have answered: "Yes, I know how to bake a cake," or "If I have a recipe," or "Only if I have the ingredients," or "I'm not that good at baking cakes."

Companies use so-called "trick" questions to uncover qualities in a candidate that straightforward interview questions cannot. Candidates are pretty savvy as to what the interviewer is looking for when asking a question. Questions like the one my client was asked is less easy to "game."

So, how can you be prepared to answer a question that seems to come out of left field? Take a minute to think before you answer. It's OK to do that, even to ask, "Please give me a minute." Consider what core skills are required by the job. How does the question relate? Is it analogous to what you would be doing on the job? What answer could you give that would translate over to the job in question?

This tip may help - or not. Giving the right answer also may not indicate who is best for the job. I can imagine a person who gives the right answer to a trick question might be someone who has a particularly "creative divergent" thinking style, rather than someone with the core skill supposedly being tested.

But if you take a minute, you may be able to "psyche out" the real question behind the question!

PS I can bake a chocolate cake. But only with a recipe and the right ingredients. I'm not so good at white cakes. Why would you want a cake? What's that have to do with anything. I love cake! I'd rather buy one for you at Rosie's :) JC

 Cross-posted on Jean Cummings' Blog: http:www.aResumeForToday.com/High-Tech-Resumes/

 

 

 

Mom, Stop It! Really!

Recently, my client and I were discussing the highs and lows of job search. He was sharing with me how he has been told multiple theories (often contradictory) on how to find a job or the best way to write a résumé or how to interview for a job when there are no jobs.

He asked me: “Who do you believe when many people say so many different things?”

He asked me: “So who do you trust to tell you the right information?”

He asked me: “Who are the experts, anyway?”

And then he said something I have heard many times before, regardless of the age of the person saying it:

I just wish my Mom would get off my case.

My Mom means well, but she is always coming up with ideas I don’t want to do.

I just really want to scream at her:  Mom, STOP IT already! Chill!

I made a mental note of his story….the next time I have an unsolicited piece of advice (wisdom?) for our three adult GenY children, (like this afternoon or so), I am going to do my best to remember his counsel:

Mom, chill!

And keep my thoughts to myself.

Or, maybe I will just write another blog post.

cross-posted billiesucherblog

Are Executives Over 50 Facing Age Discrimination?

Face it, the world is experiencing the biggest aging workforce population in many decades. And if you are in denial that age discrimination exists, I hate to tell you, it does.  Employers are looking carefully at executives that are approaching “too old” - meaning “too expensive.”  When considering new hires, some employers are seeking younger talent that they can hire at a lower wage. How does a 50+ executive survive this company mentality?

If you are too young to retire, and know you still have a few good years left in your career, consider some of these tips to help you get through the age gauntlet. This can be an overwhelming process. Start with your vision for your life. Three key points:

1. Where do you want your career to be in 5 years and up? Higher up the corporate ladder or retired in a few years?

2. What family dynamics will you be dealing with in the future? College age children? Aging parents? Travel?

3. What resources do you need in the next 5-10 years? Financial responsibilities for now and the future? 

Mini-reinvention – One of the essentials to surviving ageism is to build skills for any economy. Repackage your current skills and develop new ones that are valuable in today’s business expectations.

Gone are the days when a company hires you for life. Companies can’t make that type of guarantee. They are forced to reinvent their own company model or business process every 3-5 years, so they have to look at the big picture, including their corporate talent, and that affects you. 

Take baby steps. It’s like the old saying “Don’t try to eat the elephant in one bite, you’ll set yourself up for failure.” Chunk the pieces of what you need to do into small steps.

Plan B – You may have used a “Plan B” many times in business when one approach failed to work, or didn’t deliver the expected results. Create a “Plan B” for your career reinvention to give you more options. Don’t forget, you can think out-of-the-box here, to create alternatives to your career that you may not have thought of before.

Consider different industries or companies that will value the talent and skills you have built throughout your executive career. There are no “safe” industries or companies for that matter, but some diligent research will help you identify products and services that are trending upwards and likely to experience significant growth in the coming years.

Also, think about working on projects outside your industry and skill set. This will help you get comfortable stepping out of what you know, and developing new skills that will add to your value.

No excuses – Instead of making an excuse why it can’t be done, be flexible in your thinking and actions to figure out how to apply your skills to something new. 

Step outside your comfort zone to find a solution. Don’t retreat thinking this mountain is too high to scale easily. No one said it would be easy. However, it is highly likely that you can reinvent yourself to use your executive talents to fit a different industry, scope of work, or whatever might be a good fit for your next career move.

Ageism is real; and executives are hit the hardest.  The key is to continue to stay engaged and move forward. It is a resolution of how you think of your career today –your employment “life.” Having the essential survival mindset and tools will help you.  

Check out CBS This Morning news, for more information on this topic and Pamela Mitchell’s book: The 10 Laws of Career Reinvention: Essential Survival Skills for Any Economy by Pamela Mitchell.

7 Key Ways to Use Social Media in Your Job Search

One of the biggest concerns my executive clients have is how to use social media in their job search. They know that social media is the new kid on the job search block, but they themselves have rarely gone beyond a bare bones LinkedIn profile (LIP). Facebook evokes shudders of horror, and Twitter is deemed trivial.

Some rethinking might be in order. Life calls on us to go out of our comfort zone on occasion - and this may be one of those times. See what you think about these steps to start actively leveraging the good in social media to promote your personal brand for job search and career advancement. Do they feel doable to you?

1. When you see a job you're interested in anywhere, use LI to connect with a couple of managers in the company that posted the job. Ask for 5-10 minutes of their time - say that you are interested in the job and want to find out a little bit about company culture, trends, etc. If it feels comfortable, request that they forward your resume to the hiring manager (not HR - submit that separately as instructed in the job ad). Why would they help you? Employees frequently get financially rewarded for referring a candidate that gets hired.

2. "Rinse and repeat" for your other social media sites: Identify employees, ask for a brief conversation, ask that they forward your resume to the hiring manager.

3. Reach out directly through LinkedIn to the recruiter or hiring manager. Express interest. Send your resume.

4. On Facebook, go to the company pages set up by your target companies and "Like" the company (recruiters say they notice "likes" more than comments!).

5. Expand your online footprint, so that when your name is Googled (and it will be!), you show up, on brand, in a number of places, not just LinkedIn.

6. Search for jobs on LI, Twitter, and Facebook every day or every other day. They (and job apps created around them) all have extensive job listings. To find third-party apps, Google like this: "[Twitter] job search."

7. Watch the activity of companies you are targeting. If you see they are going through M&A (mergers and acquisitions), opening up new offices, expanding product lines, etc., use that information to position yourself as a "solution" in a letter direct to the hiring manager (US Mail) or via email.

This is a limited list, but if you implement some or most of these items, you will be in a good position to both attract recruiter interest and get interviews. Practice until you become adept at leveraging the personal promotional potential of social media sites. Take the advice of my client who "poo-pood" these suggestions at first and now uses Twitter almost exclusively for Healthcare IT professional information. Do it and see. You'll be glad you did.

 Cross-posted on Jean Cummings' Blog: http://www.aresumefortoday.com/high-tech-resumes

 

Tags: LinkedIn, Twitter, networking, social media job search, Pinterest, youtube

 

Job Seeker Pop Quiz

Before you go looking for that next job, how about taking this little quiz to see how prepared you are to hit the streets and face your global competition.  

1. Do you know what KSA stands for and if so, what are your five best and why?
2. Can you describe your personal brand with clarity and conviction?
3. Can you cite three compelling factors that make your brand distinct?
4. What is O*Net Online and have you tapped into this resource?
5. What are your top five portable and transferable skills with examples?
6. What three to five words best represent the occupation you are pursuing?
7. What are your top three job search strategies?
8. What are five reasons (with examples) an employer “should” hire you.
9. What will customers say about your brand’s strengths?
10. What will your competition say about your brand’s flaws?

Bonus Point:  What is the name of the social networking website with the NYSE ticker symbol "LNKD" and can you be found there by a prospective employer?

Scoring:  For each question that you could easily answer within 5 – 10 seconds, give yourself one (1) point.

If you scored high, congratulations – you are well prepared to embark upon your job search journey!

It's Just Another Day

Tie my shoes.

Tighten my tie.

Grab some toast.

Mumble goodbye.

 

Arrive at my desk.

Plop in my seat.

Pressure is on.

Competition to beat.

 

He yells at her.

She screams at him.

What a cluster this is.

What’s up with them?

 

Take a quick break.

Go have a smoke.

Watch hustling to nowhere.

What a not funny joke.

 

Wade through the day.

Putting out fires.

Grab lunch with a friend.

Who truly inspires.

 

Back to more meetings.

Discussing nothing at all.

Is it four o’clock yet?

Hello again, brick wall.

 

It’s 5:02 now.

Escape from all this.

Think of changing jobs.

Things are a mess.

 

Unlatch the door.

Head for the chair.

First grab a beverage.

It waits for me there.

 

Pick at my dinner.

Chat less with wife.

Return to my spot.

A day in the life.

 

I would like to change jobs.

Don’t know where to start.

Lady, can you help me?

Do you have a heart?

written by billiesucher copyright 2013

You’ve been fired. Now What?

According to Harvey Mackay, author of Swim With the Sharks and Fired Up!, “If you’re under 30, the likelihood you’ll be fired in the next 20 years is 90%.” If you are an executive over 30 you have possibly already experienced being fired at least once. So the question here is, how do you explain that you’ve been fired?

It may help you to put this situation into perspective. In many cases, the person who is interviewing you has probably had a similar experience. So relax, and be yourself. The truth of  who you are and what you can do for an organization will come through in the interview if you are not being too defensive about your circumstances.

Know the facts: Was your termination a true “firing” or could it be defined as a “layoff?” Were you part of a corporate downsizing or consolidating two companies? Create your response based on your particular situation.  For example, if you were part of a consolidation you could respond, “Our company merged with XYS company and the new organization brought in their own executive team.” The main point here is that whatever your explanation is, you want to make sure that the interviewer understands this firing had nothing to do with your performance. 

Know the facts: Was your termination a true “firing” or could it be defined as a “layoff?” Were you part of a corporate downsizing or consolidating two companies? Create your response based on your particular situation.  For example, if you were part of a consolidation you could respond, “Our company merged with XYS company and the new organization brought in their own executive team.” The main point here is that whatever your explanation is, you want to make sure that the interviewer understands this firing had nothing to do with your performance.

Know the rumors: What are people in your industry saying about you? If the firing was a volatile company-wide takeover or mass reorganization of the executive team, there may be rumors floating around about you and/or the company. Check with colleagues or peers in the industry to find out if there is any damaging “talk” about you. This is extremely helpful when interviewing because the recruiter or hiring manager may have heard the same rumors. You can circumvent any negative perceptions by preparing a realistic response to the rumors.

Know your rights:  Human resources will only verify dates of employment and salary history, so details of your termination should not be shared with anyone. 

What you need to do now: Offset the negative. You can create an equalizer with outstanding references from former colleagues and bosses that will lend credibility to your integrity.  Also, developing a few success stories that highlight your accomplishments despite a downward economy, or whatever the circumstances is helpful. Remember, your attitude will transmit more than the words you say. Try to be upbeat and honest.

Job Search: Get Back To It

What does one do when one is waiting to get over the cold, flu, bronchitis, and laryngitis? This one thinks. I had the television on for a bit one of the five days of feeling like I had been hit by a freighter and recall hearing these two words: setback and comeback. Which led me to entertain myself with additional words that end in “back” that could pertain to job seekers:

aback ~ Sometimes, you will be taken aback by the remarks of others, be it colleagues, former supervisors, or those within your network. If the aback is good, latch on to it and savor it and if it isn’t, does it warrant attention or action?

blowback ~ Something to be aware of during the course of your job search journey.

callback ~ Sometimes you will get one of these, and sometimes you won’t. Do not tarry too long for this to happen. Keep reaching out and keep doing what you need to do until you get where you wish to go.

comeback ~  This is what you will want to encourage yourself to do when things don’t go the way you had planned, expected or hoped for.

cutback ~ What, if any, spending cutbacks and sacrifies are you willing to make to support yourself (and your family) during this period of career transition?

drawback ~ As you contemplate a new job opportunity in your eagerness to become employed, consider not only the positive elements of the offer, but also any drawbacks before making your final decision.

fallback ~ What knowledge, skill or ability can you fallback on during your career transition to generate revenue until you find the next good fit? 

feedback ~ You will get a lot of this whether you like it or not and whether you agree with it or not when you are in the job seeker mode.  Rely upon feedback which is valuable and set aside that which is well-intentioned, yet does not add value to your overall mission.

flashback ~ When you are being interviewed and someone asks “So why are you unemployed, anyway” do not do yourself in by thinking about what was or what happened back then. Stay positive, focused, upbeat and looking onward to the future.  Do not sabotage yourself with your word choice or body language. Remember, you get to choose how you act and how you speak about yourself, regardless of how long you have been looking for work.

paperback ~ Resources of this variety can provide an abundance of knowledge for the interested and motivated job seeker.

playback ~  Upon conclusion of your job interview, mentally playback the event to see what, if anything, you could have improved upon and what, if anything, you need to start doing or stop doing to best support your candidacy? Integrate lessons and discoveries into the next interview opportunity.

setback ~ This is what you may experience every now and then in the course of finding new employment. It is what you do with this experience that will lead you on OR that will confine you to a state of stuckness. Do your best to find your way forward from setback to success!

Get back, get back.
Get back to where you once belonged ~ lyrics John Lennon, Paul McCartney 

Job Search via Social Media While You Sleep! 10 Tips

Usually we think of "passive" being a negative descriptor, right? Well, in terms of job search and career management in general, being passive in social media is good! Being active is good too! It's a case, not of either/or, but of both/and. Today we're going to talk about the passive job search via social media. Once you implement the tips below, you can start attracting recruiter interest 24/7.

With the acceleration of social media use by recruiters and hiring authorities, no professional in transition should delay in taking advantage of these new job search channels. Here are some tips:

Passive Social Media Job Search - Make sure that when recruiters are searching for candidates on social media sites, they can find you. These are active things you can do so that you can passively job search.

1. If you haven't done so already, put up a 100% complete LinkedIn profile (LIP): professional headshot; keyword-relevant, branded Headline; keyword-rich, branded Background and Skills & Expertise; Experience section with top accomplishments with their contexts; URLs for your personal website and your personal presence on Twitter Facebook, Pinterest, youtube, etc., and Recommendations.
2. Enhance your LIP by joining groups and adding slides. Please note: former LI applications are being switched over to a new format in the form of media links to images, presentations, videos, documents. This feature is not rolled out to everyone yet. When it is, jump on it.
3. Consider posting frequent updates in your LIP "Activity" space. If you have a public job search, keep your network (or a select number of your close connections) posted on your job search activites. It will keep you top-of-mind as they hear about job opportunities.
4. Expand your network to 500+ by sending invitations to connect to managers in your target companies (where you'd like to work), recruiters in your industry, and everyone you know.
5. Participate in select LI groups. Set aside dedicated time each week to make comments and start discussions in groups where your target companies, industry thought leaders, and recruiters hang out.
6. Consider setting up a professional Facebook page. Facebook is the #2 place recruiters go among the social media sites.
7. If you use Twitter, set up your Twitter feed to forward to your LIP. This frequent updating will improve your chance of being found in a Google search. Google loves new content!
8. Get active on Twitter. One of my clients said he "poo-pood" this suggestion when I made it. Now that he has his great new job at 10% higher salary, he says that he gets the vast majority of his professional information from Twitter! Follow thought leaders and recruiters in your field.
9. Tweet professional comments and interesting links on Twitter. Re-tweet, with comments, interesting tweets posted by people you are following.
10. Comment on other people's blogs or arrange to be a guest blogger on blogs that have good visibility to people who might be in a position to help you with your job search.

This is a limited list, but if you implement some or most of these items, you will be in a good position to both attract recruiter interest and get interviews. Take the advice of my client: even if you "poo-poo" these suggestions, do them anyway! You'll be glad you did.

In our next blog post, we'll have 7 tips for actively job searching via social media.  Stay tuned!

Cross-posted on Jean Cummings' blog: http://www.aResumeForToday.com/High-Tech-Resumes/

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Tags: LinkedIn, Twitter, networking, social media job search, Pinterest, youtube

Is your paycheck getting in the way of your success? (Part 3 of 3-Part Series)

In this 3-part series I am challenging executives to use this year to get motivated and take ownership of their career goals. In the past few weeks I have populated the first eight months of the year with ideas and strategies to further career plans. If you missed it - Part 1, Part 2

Here are the last four months in this series. 

September – Are you being called in for interviews? Have you taken a look at yourself lately in your interview attire? September is a good month to take advantage of retail clothing sales. A new suit of clothes can help your self-esteem. Also don’t overlook your shoes, belts and other accessories. You want to present as a 110% executive model.

October –When was the last time you fine-tuned your interviewing skills? Partner with a trusted friend or career coach to practice. Interviewers today ask more than just the standard questions. You may be tested on your responses to behavioral questions, or judged on your body language and facial expressions. Be prepared and practice, practice, practice.  

November – In the beginning of the year I mentioned a career audit to identify areas in your career that need attention. At this point in the year, it is a good time to do a self-review. What areas do you need to work on? What strengths need to be developed? What are your performance reviews telling you? Are you satisfied with you?  

December – The more successful executives take time this month to review the results of their self-review in November, and then create or adjust their career action plan. Since December is one of the highest layoff months of the year, you can be prepared with a game plan for short-term or long-term career advancements.

Well, you’ve made it through the year! Have you figured out what you need to do or be to achieve success in your career and content in your life? I hope this series has been helpful. Sometimes we just need a nudge or a new idea to get started. And maintaining motivation throughout the year is vital to your success.