Career Hub

Does Your Personal Brand Matter?

An interesting post at The Buzz Bin touched on some issues I've been thinking about for a while. In "I Don't Care About Your Personal Brand,' Geoff Livingston outlines why he opposes the idea of developing a personal brand. His post is aimed at people working in the online space, but his points apply to anyone. You should read the whole thing, but this is the part that caught my eye:

3) While personal brands are concerned with themselves, the market is also concerned about itself.

4) The market doesn’t care about the persona, only what value the persona contributes to the larger community.

This gets to the core of why I have never jumped on the personal branding bandwagon, despite having flirted with the idea for a while. In the end, I'm much less interested in having my clients focus on their 'brand' than on the value they can add to potential employers. Value-added is simple, direct and focused on the employer. Personal branding is something broader (to be sure value-added is a part of it, but not the only part) and seems to me much more focused on the individual.

In order to pinpoint a client's value proposition - exactly how he or she will help the company succeed - I  use many of the same approaches as a personal branding consultant, but the focus is different - not the self-indulgence of me (the candidate) but the outward focus of they (the employer).

For a long time, I attributed my reluctance to jump on the personal branding train as something related to my background. As a Brit, I'm always a little uncomfortable with anything that smacks of taking oneself too seriously. But after reading Geoff's post, I see that it's not just that.

It's this:

24) A personality oriented brand does not necessarily equate to successful results.

It's the fact that results (and actions) matter. Results and actions tell me what you will do for me. Results and actions tell me whether or not you will add value to my organization. Results and actions show me who you are much more effectively than any carefully crafted public image.

I know that many of my colleagues disagree (and many of the Career Hub bloggers will definitely disagree!) but for me, a focus on results will always be more effective than a focus on brand. After all, all products and services have brands, but how many of them deliver what they promise?

My personal favorite is my bank Chase, who tell me that 'the right relationship is everything' and then constantly leave me on hold for hours while they try to figure out why my online banking has gone awry one more time, leaving me yelling "THIS ISN'T THE RIGHT RELATIONSHIP!!!" as my blood pressure soars once again.  But they do send me the occasional Starbucks gift certificate, with a very nice message about how much they value my custom, so I guess that's supposed to make it all OK ;-)

I can't help wondering how much better they would be if they stopped spending money on branding experts and fancy loyalty programs and instead invested that money in actually adding value to my life.

And in the end, that's my point. Instead of worrying about personal brands, I think people need to think about results and value-added. I expect many of my colleagues will point out that these are not mutually exclusive ideas and I agree - but that would be to miss the point. I know that in some cases, with the right candidate and the right personal branding coach, a person's 'personal brand' will be built around the results they have achieved, but I think the idea of 'personal branding' leads to the same problems with people as it does with businesses - a focus more on the message (the right relationship is everything) than on actually getting stuff done.

Let's face it, if you can show that you have delivered great results and made a big impact on prior employers, you really don't need to worry about packaging it in a pithy branding message. It will be obvious to everyone.

And if, like Chase, you haven't ... well a nice brand message might open some doors for you, but eventually people will figure out that there's nothing there.

Cross-posted at Blue Sky Resumes Blog

Turn Your Job Search Complaints into Opportunities

I just finished reading Jon Gordon's book The No Complaining Rule. According to Jon, people complain either because they feel fearful and helpless or because it has become a habit. He goes on to state that "Complaining can be a gift if we use it correctly. Once we know what we don't like, we can decide what we do like and act on it. We can use complaining as a catalyst for positive change." There are a lot of things to complain about in a job search. It can be a frustrating process. Here are some common job search complaints and some strategies for implementing The No Complaining Rule to move past them.

My resume isn't working. When job seekers don't get interviews, they often blame the resume. While it's true that an achievement-driven resume helps position job seekers for interviews, the resume is just one piece of the process. If you are complaining about your resume, examine how you are using that resume and change your behavior if necessary. If your primary method of search is posting on job boards and you aren't getting results, start building meaningful connections with the people who can hire you rather than the people who are parsing the resume data. Create a proactive plan to target companies that you would like to work for where you believe there is a good fit and approach them directly, whether they are actively recruiting or not. Every company recruits at some point...build relationships now so you are considered as a candidate when an opportunity presents itself.

No one in my network can help me find a job. Why is that? Have you spent the last 15 years talking to the same 3 colleagues or have you extended your networking efforts to include friends, family, school alumni, past colleagues, members of professional organizations, community service providers, and members of online networking communities? Not everyone can help you in a job search and you need to have a robust network so you are not relying on the same 3 people for introductions.

I interviewed for a position and I haven't heard back about next steps. Take the initiative to follow up on your own. This doesn't mean leaving dozens of voicemail messages or sending multiple emails. Become top of mind by sending a reminder of the value you could bring to the team. This might be a relevant article, information about an industry event, or an acknowledgement of something you read about the company recently.

It takes so long for the companies to make a hiring decision. Get used to it. While we would like to think that we are the #1 priority for hiring authorities, we often aren't. General business issues, workplace snafus, and shifting priorities can all effect when the hiring decision is made. Deal with it by reaching out periodically to communicate that you are aware that they haven't made a decision yet but you continue to remain very interested in the position.

The person who interviewed me doesn't seem to "get" what I do. If your first interview is with a human resources professional, that person may recruit for several functions across the company and not know all the nuts and bolts of what you do. They may still represent a bridge to the next round of interviews, so keep an open mind and a positive demeanor. Generally, HR is looking for cultural fit and your ability to work well in a team, so be sure to have several accomplishment-focused stories to demonstrate these competencies.

What other job search complaints do you have and how can you use complaining as a catalyst for positive change?

Posted by Barbara Safani

Top 10 Tips to Recession-Proof Your Career

Whenever you are asked if you can do a job, tell 'em, 'Certainly I can!' Then get busy and find out how to do it." -Theodore Roosevelt

Now is the time to take on extra responsibilities on the job and move out of your comfort zone. Here are 10 tips to help you recession-proof your career:

1. Speak up at the next staff meeting. Make a positive contribution to the conversation and share your ideas. Don't wait until something happens and then say, "Gee, that was MY idea." How would anyone have known?

2. Schedule a review with your boss. Make them aware of your valuable contributions to the organization. It's not bragging if it's true AND your boss may not be aware of all you do. Track your achievements now. Go back into your emails and see how many customers praised your work. Create a "me file." Want more tips about this? Check out my article here: Revealing Your Personal Power in the Workplace.

3. Anticipate the needs of your coworkers -- and other departments. You might be in product development, but you just read a good marketing article that's on target for your company's goals. Send it to your colleague in marketing with a brief note, "Saw this and thought you might find it helpful. Thanks for the hard work on the launch of the X project!"

4. Build bridges to other departments. When I worked in the newspaper industry there was a disconnect between advertising, production, and editing (reporting). I created a bridge simply by asking questions and learning more about the other departments. Cross train if your company has a program.

5. Provide genuine compliments. "Nice shoes" is OK, but "Wanda, your help on the gizmo project was invaluable. The fact that you were able to land coverage in Wired magazine, WOW!" is better. Good compliments are specific -- and genuine.

6. Mentor the newbie. What tips can you provide that will help this person succeed in your organization? 

7. Take a class and build your skills. But then you won't have your MBA until you're 40 you say? Yes, but you'll still be 40... Why not have the degree?

8. Become a thought leader in your industry. Start a blog. Write a whitepaper. Speak at your next industry conference. 

9. Network inside and outside the company. Take an active role on employee improvement teams, volunteer groups, and professional organizations.

10. Shake things up. Think of at least one thing you can do right now that would save your department money, streamline operations or improve morale. And just do it! "But it's always been done like that" is old thinking. "How can I improve this" is new thinking. 

Bonus: Build your brand! Increase your visibility the right way to attract opportunities to you. Now more than ever, you've got to be noticed. (And I don't mean that picture of you dancing on the table on MySpace.) Google yourself now to see where you stand 

Posted by Wendy Terwelp

The Economic Crisis is Not a Job Search Crisis

Seven Positive Trends We're Seeing Now

1.    Top talent always lands; that has not changed. Where you land has.

Recently New York's CBS radio hosted a networking breakfast and reported on the business buzz. They found that the business-leader participants spoke briefly about challenges stemming from the meltdown, but then quickly segued into animated discussions about their new ability to capture top-talent. We're seeing that companies that could not afford you or pirate you away are now vying for you. They are even ready to ante-up salary-wise so they can get you on board.

2.    Career transitions are less difficult.

Companies (especially those in distress) are finally looking for "square peg/round hole" "career transition" talent. They realize they are in an environment that they have never faced before and those "in the know" may not know what's needed. Fresh ideas become very appealing, even critical. Some companies are requesting that recruiters deliver a slate of traditional and non-traditional candidates. If you have a strong value proposition that is "portable" and can cross industries, it's possible you've never had a better time to move.

3.    "Seasoning" helps.

We've just experienced the worst week of market losses, ever. Those who have successfully navigated companies through multiple US and global recessions and recoveries will be valued for the knowledge that experience provides. A recent MBA, emerging professional, finance whiz kid, or mid-career executive -- no matter how good -- cannot offer that "street cred." A touch of silver in your hair is not an issue when a company is looking for salvation.

4.    On-line means on-radar.

Recruiters looking for a top candidate with a special slate of requirements are working harder to find that person within the flood of executives available today. We're hearing that they are using Google, LinkedIn and other on-line social networking tools more than ever to narrow the field to a manageable slate of potential candidates. If you have been diligent about using LinkedIn, Twitter, and other on-line ID tools to raise your visibility and build your brand, your chances of rising to the top are even better now -- especially since many of your colleagues have not done so. Hint: If you've not been focused on building on-line identity, get busy ASAP!

5.    Green is gold.

The economic crisis has affected the financial sector in a big way, yet there are growing opportunities within the green, sustainable, and alternative/clean energy fields.  The global climate and energy crises are not going away anytime soon, the voting public is demanding change from both parties, and growth will be strong moving forward. That means new jobs, better jobs, and good salaries -- in public and private enterprise and in education, too (that new workforce has to be trained).

6.    Contraction is expansion.

When an industry contracts another industry often benefits. Here are just two examples. People are not buying cars, especially gas guzzlers. The auto industry is hurting. Auto mechanics, tire companies, and replacement part manufacturers will fill the void as people keep their vehicles longer and require maintenance to keep them on the road. Suppliers to the building industry are hurting, but if they have retooled their offerings to appeal to home repair and renovation, they have a growing market as people stay longer in their homes waiting for an up-tick in home prices or move into newly less-expensive homes they want to update.

7.    Active, passive? Who cares?

Historically, retained recruiters sought "passive" currently-employed executives to persuade away from their positions and get on board with their client company. Companies and recruiters shied away from "active" (meaning unemployed or "looking") executives. Now with so much talent on the street they can no longer limit themselves to passive candidates. If you have a strong value proposition and clear record of ROI contribution, "active" is no longer a dirty word. 

Helpful resources.

Executive job outlook:
http://online.wsj.com/article/SB122107646884520479.html

Career transition advice:
http://online.wsj.com/article/SB122213453826766057.html
http://www.careerhubblog.com/main/2008/10/15-ways.html

Job search for Wall Street pros:
http://online.wsj.com/article/SB122168055696748857.html

Industry and employment trends by region:
www.jobbait.com

LinkedIn for senior executive job search:
http://www.executivepowerbrand.com/2008/06/linkedin-recomm.html

Twitter for senior executive job search:
http://www.job-hunt.org/executive-job-search/twitter-job-search.shtml

A call to action!

If you are a job seeker, employer, or recruiter what positive changes in job search are YOU seeing now? Or are you seeing trouble ahead?

Whatever your experience, in this uncharted territory, we need all ears to the ground. Every experience shared is an experience that can help. So leave a comment, please.

"Do You Still Need a Resume?" Experts Weigh In.

In a recent post "Do You Still Need a Resume?" I opined that the resume, although still useful, is fading in importance in the new world of on-line tools that provide companies and recruiters an array of information about potential candidates. I requested that readers share their opinions, and received some compelling comments -- from a job seeker, a career professional, and a recruiter.

Jeffrey Ishmael shared his success with building an on-line presence to enhance his job search...

...As I found myself in the first "forced" search in my Finance career, I found myself toe-to-toe with some very talented people and needed a way to distinguish myself from the pack...and pursued the development of a website dedicated to corporate finance...while meant to hit the technicalities of Finance, it was also intended to give potential employers and recruiters additional insight into my approach to managing the Finance function of a company...I know that at least one offer I received was the direct result of what they had seen on my site.

Barbara Safani, a New York City personal brand strategist, resume professional, career coach, and author talked about the evolution of the resume into new forms...

...the resume is simply evolving from a piece of paper to a three-dimensional, multi-media presentation of a candidate's value proposition. Hiring authorities still want to know how candidates will help their organizations grow and prosper, but they want to receive that information in more flexible formats. And the "cut to the chase" approach is really taking hold with tools like Twitter...candidates need to be able to communicate a compelling message that screams "pick me" quickly and succinctly to hiring managers in order to get noticed in today's crowded job search space.

Push-back came from "Recruiting Animal" (known for his strong views and cool recruiting radio show)...

...What's your final recommendation? It sounds like you're promoting a good resume to me. Or a good LinkedIn profile which is pretty much the same thing.

Like me, you believe that it's a really good idea to put a detailed profile/resume online. But, then why do you spend half your time saying that you don't believe in resumes?

I'm a headhunter. And I often work with other recruiters. And when we recruit someone, we want a resume.

A LinkedIn profile could very well become the next resume but in the meantime, not enough people understand it. But...none of the other online profile sites are as good as LinkedIn...That's why LI is heavily used by recruiters. If you go on Twitter and follow some recruiters you'll see them whining every time LinkedIn has a problem.

You claim that traditional resumes are too focused on the past? That's how people are hired. On the basis of past experience.You think the focus should be on a brand. But what's your brand based on? My friend Laurence Haughton wrote a book called, "It's not what you say, it's what you do." And your brand is based on what you've done.

Recruiting Animal's comments reflect a certain confusion about points in my post. And that's understandable. The ambiguity Recruiting Animal addressed in his comments about resumes vs LinkedIn; past performance vs potential; brand vs performance, etc. reflects the flux in the job search space right now.

Here's why: There is no "one good way" to get out a clear career-building or job search message -- and there probably never will be. Of course recruiters and decision makers need to know job history. But that's just a part of the process, and the ways to discover that history are quickly changing.

What works best now may be archaic in another year, and something that's a blip on the horizon might be the next new sourcing tool in a year.

Recruiting Animal mentioned "branding" almost as a bad word. I think that's because the way some people use personal branding (if they use it at all) is to showcase "soft skills" without deliver a value message tied to those skills.

Identifying a personal brand is a good place for a job seeker to start, but it's just a piece of the foundation. It certainly helps with the elusive "chemistry and fit" component needed when a candidate hits the short list, but it's not going to help get anyone on that short list. Only value tied to the brand does that. 

As a Certified Personal Brand Strategist, I am not just working a brand message when I assist a senior executive in job search and career management. VALUE that is proven (and predicted) by accomplishments is the thing that we focus upon, because it works.

I like to use the phrase "executive brand" or "branded value proposition" -- both are basically ways to show what your brand looks like when you take it to work and use it to deliver value that hits the bottom line.

Branded value is what needs to be projected across all on- and off-line communication including a resume and LinkedIn.

A good resume (one with an executive brand, short-term and strategic impact shown for each job held, and accomplishments tied to ROI value) is still needed, but I hold fast to my assertion that it is not required as often as one would think.

In regard to Recruiting Animal's comment about people being hired for their past performance, well, sure, that's partly true. Past performance is something we look at, but without a real sense of what that candidate will do moving forward there will be no short list in his future.

That's one of the places executive branding shines -- because value-based branding strips the accomplishment history bare and shows what is beneath it -- what raw ability the candidate delivers from job to job, challenge to challenge. That pure ability is (or should be) a huge differentiator that helps determine the right hire (and fit, too).

LinkedIn (if done right) is a fabulous (albeit static) way to project branded executive value as well as job history, and to be found because of that. Twitter is a interactive way to engage in real-time relationship- and visibility-building. Combining the two is a winning combination.

If someone finds you on Twitter, gets interested in you, and checks you out on LinkedIn (possibly printing out your LinkedIn profile by using the PDF "looks like a resume" option), then you may never need a resume. Then again, you might need to bring one to the interview.

So, do you still need a resume? The answer is still "maybe."

Jeffrey, Barbara, and Recruiting Animal, thanks for giving us lots to think about.

Posted by Deb Dib, the CEO Coach

More on Optimizing Your Online Resume

After writing this post, I noted an excellent earlier post by Barbara Safani on this topic, written as a fellow-attendee at the recent National Resume Writers Association conference in San Diego. To her great comments, I hope my post will provide some additional valuable input. Remembering the old blind men and the elephant story, we each zero in on different aspects of things, with equally valid observations...

One of the speakers at the NRWA conference was Paul Forster, Co-founder and CEO of Indeed.com. For those unfamiliar with Indeed, it is one of the new breed of mega-job search engines that according to their About page “gives job seekers free access to millions of employment opportunities from thousands of websites.” It is ranked by Time magazine as one of the top 10 websites and described by the Wall Street Journal as “Simply a one-stop shop for job seekers.” I can personally highly recommend it, both as a search engine and for its many other valuable features such as job trend analyses and salary information.

Mr. Forster’s presentation entitled “Resume Optimization in the New World of Search” provided some insights into factors you will want to consider in developing your resume for online posting purposes. A key consideration is now “ROSE,” “Resume Optimization for Search Engines,” and it comes into play both in the massive online resume databases of job sites as well as in the internal resume databases of individual companies that use software such as Taleo (an Applicant Tracking System) to manage and search the resumes they keep on file.

Here are a few valuable suggestions I gleaned from Mr. Forster’s presentation:

• Leverage Indeed’s capability to search for equivalent job titles to zero in on variations on your job title. Work these into the text of your resume to make it more likely to pop up in a search.

• Search sites like LinkedIn for relevant keywords related to your relevant job titles and make sure to work those into your resume text as well.

• Mine the job boards, LinkedIn, and other resources to identify synonyms for your key skills and include them.

• Look for variants in how names of companies and terms are spelled or abbreviated (e.g., EBay, E-bay; ETrade, E-Trade; IT, Information Technology; SEO, Search Engine Optimization) and include them (possibly in parentheses) to help ensure someone searching for that company or term will find your resume.

• Consider “stemming” as you craft your resume's content – using varying endings of words. For example, someone searching for a marketer may actually search for the word ‘marketing’ or for accounting may key in ‘accountant’.

• Make your resume Web friendly, avoiding tables and indentions, etc. that will translate poorly online no matter how carefully you manually insert your spaces.

Looking forward, Mr. Forster sees the future of the resume as being in the virtual world, with increasingly rich media. He also sees it as boundary-less--with many links going into and out of the document. Examples might be a link to a book you wrote that is for sale on Amazon, your websites, your LinkedIn profile, articles that mention you, etc. Also on the horizon are “Open Standards” which are currently under discussion but have a good way to go before finalization and widespread adoption. Open standards will one day result in a single resume that will be acceptable everywhere in applying for jobs, eliminating the necessity to fill out widely varying forms on each job board or company’s website.

I have saved for last a "to do" that I strongly concur with and feel is probably the most important piece of advice in his presentation: Once you have posted your resume, REFRESH it periodically, as a recent post/edit date is a critical factor in ranking your resume, superseding all other criteria.

Cross-posted at Executive Resumes and Career Transition Strategies

Do You Still Need a Resume?

Career Hub contributor Sital Ruparella recently posted thoughts on the question: "Will LinkedIn Profiles Become The New Resume?"

My answer is a qualified "maybe." As a trend watcher within the resume and career coaching industry, I've taught classes, written articles, and presented at conferences about the diminishing importance of the resume. I believe that the resume as we know it is an increasingly minor, even irrelevant, part of job search.

Why? Because although companies, recruiters, and networking contacts still ask for resumes, resumes are very often not where they acquire the information they rely upon for decision-making.

AND -- perhaps most importantly -- vanishing time and attention spans (due in part to the brevity required by Blackberries, iPhones, text messaging, and Twitter) are quickly eroding the desire for a multi-page, 10-point type, margin-to-margin traditional resume. A hard-to-read resume -- when sent to a human, is begging to be trashed. Literally.

I do not think LinkedIn will be THE one-stop-shop resume-replacement solution but I do think it will be an important tool in an array of tools that supplement the resume.

Here are just a few of the places resume-type (career history) and personal brand information is now found:

** social networking sites (especially LinkedIn and even Facebook and Twitter)

** profile aggregators like Ziggs and Zoom

** online profile builders (used by companies and recruiters)

** electronic searches (typically turn up far more than any resume can present)

** web portfolio sites (DIY sites like Visual CV or customized portfolios/blogs by on-line identity experts like Kirsten Dixson)

Traditional resumes (and badly done LinkedIn profiles) are typically "job graveyards" focused on past success rather than targeted, branded potential.

Graveyards are not conducive to job search! 

Employers and recruiters need more than history. They can get job history from LinkedIn, or electronic profile builders. There is plenty of online software that can (and does) help companies gather information in ways that require no resume.

The big question is how do companies and recruiters get what they really want -- an understanding of value and chemistry that predict contribution and fit? A great resume -- a brief document focused on a branded value proposition, IMPACT, and targeted accomplishments with a "dotted line" to how these can help the new target -- can work. However, most resumes are not great, and even the great ones have limitations.

At the very least even a great resume needs to be supplemented with case studies of accomplishments that put accomplishments in context of challenge and action, and showcase wins that create employer desire. Most job seekers never do that.

It's no wonder that resumes are becoming increasingly irrelevant -- resumes just don't provide what's needed and they take too much time to read. And if they are posted on-line they don't make it out of the "electronic abyss" -- the black hole that most on-line resumes fall into, never to be seen again.

For many people, the best time to use a resume is often after an interview, as a brief reminder of experience and education. Getting the interview is a job for the above tools (plus networking, of course, and possibly a value-proposition-focused direct mail campaign); it's increasingly not the job for the resume.

Anecdotal information from many of my senior executive clients tells me that resumes are no longer critical to success. 

This year alone, I've had clients land interviews and jobs after we've done deep executive brand and value discovery, but before we've even completed a resume. By creating a succinct value- and brand-driven LinkedIn profile and creating a branded bio and accomplishment studies, they have been prepared to out-compete the right way -- by using on-line tools to raise visibility and by crafting a powerful message to share when that visibility produces interest.

Don't look for the resume to disappear quite yet.

Job seekers are still expected to have resumes, especially for entry-level jobs, for jobs within small companies, and for very senior executives who need distinctive multi-page resume/accomplishment portfolios.

Do create a great, brand, and value packed resume (the process alone is exceptional preparation for networking and interviewing), but be aware that you may not need your resume as often as you think you will, or even when you think you will.

Bottom-line? The resume is losing its luster as the tool of choice for job search. For now, a great branded resume, branded collaterals, and a branded LinkedIn profile need to be in your tool box -- but you may be pulling out that resume less often as you replace it with LinkedIn and other newer tools that get the job done.

If you are a job seeker, recruiter, employer, or career expert, what's been your experience? What do you think?

Posted by Deb Dib, the CEO Coach

15 Top Strategies for Career Success in a Volatile Market

1.    Start with the known -- If you've been laid off, excessed in a merger, or just want out of your current field it often helps to pursue companies, industries, and functions that have some connection to your field. These are often the most productive targets. Examples might be healthcare to biomediclal; teaching to educational sales; consumer products brand management to B2B marketing; banking to corporate finance; engineering to green technologies; software development to new media.

2.    Seek growing fields -- New, growing, and emerging fields like green technologies, clean energy, social media, and others, will have fewer job applicants trained in those precise areas. They are looking for the best, but know that the best will often have to come from somewhere else. If your value and experience speaks to their needs, your transition is assured. But it's your job to build the bridge to them and make your case. Barbara Safani's Career Solvers research department can help you with comprehensive job search research services. Mark Hovind's Job Bait site has terrific stats on employment and market trends by industry and region.

3.    Leverage volatility -- When mass layoffs occur, smaller companies that could not compete for top-talent rush into to fill the gap and gobble up superior performers. If you are laid off, don't limit your search to your industry or function, an unrealistic salary, or a geographic location. This is the time that companies are thinking creatively and are more open to speaking with "non-traditional" hires with a great track record. And they will be directing their recruiters to do so too.

4.    Concentrate on unique transferable value -- A transition (indeed any hire) depends on value not skills. Determine the value you bring -- value that transcends the boundaries of industry or function and underlies all your successes. Examples might be an ability to 1) consistently deliver growth no matter what the circumstances, 2) always find the one thing within an already good process that make s it deliver even more productivity or revenue, or 3) motivate a team to gel and excel in difficult circumstances.

5.    Begin before you need to -- Lay a foundation -- do not wait until you lose your job or are so burnt out that you quit. Do your research; use social networking tools like LinkedIn, Facebook, Twitter, Visual CV, or a customized electronic portfolio and/or blog (done in partnership with an on-line identity expert like Kirsten Dixson) to build visibility around your value proposition and emerging thought leadership in your targeted field. Write a blog and articles, attend industry events, make connections with movers and shakers, do field research by speaking with those doing the work you want to do, learn the industry trends and buzzwords that will make you seem like a "local" not a "tourist." When you decide to make your move, you'll be known, have a targeted Google presence, a robust network, and "walk the talk."

6.    Jump-start your search -- If you lose your job, you need to act FAST. Don't be tempted to use the first few weeks (or months) of your unemployment as unexpected vacation time. Get busy and build your branded value proposition, PR engine, and research machine ASAP. It's vital to your search and the positive activity will help with the array of emotions related to job loss. A career coach and/or resume professional can often be your best investment during this time -- there is huge ROI in having a careers professional help you determine value, articulate a strong branded value proposition, develop stellar career documents, and guide you in the most effective job search techniques. If budget will not allow retaining a professional, read Susan Whitcomb's "Magic" series of books on resumes, interviewing, and job search (Resume Magic, Interview Magic, Job Search Magic).

7.    Create employer desire -- Don't assume a decision maker will immediately understand how your value will translate to the company. Do the work to discover the company's (and industry's) trends and needs. Using that information, project impact with value-driven accomplishment stories and value-driven solutions that predict success and translate directly to the bottom-line.

8.    Don't spend all your time on-line -- It's easy to be sucked into a black hole of job boards and research. It's easy to hope that the more places you post your resume the more activity you will attract. Use technology and social networking sites as people connectors, not as substitutes for real relationship-building. Relationships drive productive job search, especially in transitions. People are your best sources of information, best advocates for your success, best connection to positive energy, and best way for you to "give back," too. A robust career management tool like JibberJobber can help you manage your growing list of contacts and activities.

9.    Don't rely on your resume -- Transitions are a "pavement pounding" exercise. Your resume will be populated with information tied to your old field. It will not attract attention on the job boards and employer or recruiter databases because the key words they seek will not be there. Build your resume to be a concise impact- and value-driven sales tool that builds a future forward case for success by connecting the dots of your old accomplishments to new advantage for your target company. Then work your network -- and even phone/mail cold calling (using that strong value proposition and company knowledge) -- to get that resume in the hands of a real person and to get face-time with decision makers. Read Jeffrey Fox' How to Land Your Dream Job: No Resume! And Other Secrets to Get You in the Door, for more on these techniques.

10.    Develop a suite of value-driven career collaterals -- Today's job search and career management experts know that new opportunities come not from on-line job sites, but from the building of an on-line presence, a meetup at a professional event, a call from a recruiter who discovered you, a contact, or even an article that spawned some good PR. Each of these situations requires different personal marketing materials. At a minimum, today's jobseeker or career-savvy executive needs a targeted resume, accomplishments brief, executive biography and micro bios for articles and speaking gigs, 30 second elevator pitches for different targets, executive value statement and branded tagline, a brief list of top "selling points," and a list of company research sites and contacts. JibberJobber can help you keep all of these documents sorted and in one place.

11.    Do the job to get the job -- When you land your interview, don't be a passive interviewee. After your initial conversation drop the theory, drop the past accomplishments, and get real to get the job. Drive the interview to a place where you can show your stuff. Ask questions about problems, needs, and issues. Then initiate a brainstorming session that allows you to show how you can think on your feet, deliver solutions, and create opportunity. You don't have to give away your "trade secrets" but you can allow the interviewers to sample your value and style in a very concrete way. Subscribe to Nick Corcodilos' Ask The Headhunter newsletter for more on these techniques.

12.    Stay connected and educated -- Isolation lets job-loss depression and inertia sneak in the door. It saps your energy. Fight it! Keep in touch with colleagues, attend networking events and professional meetings (focusing on what you have to offer, not just what you need), have breakfast and lunch meetings with new contacts and old friends. Attend professional development classes in your area of expertise, find education leading to certification in your new field of interest, teach a class in a local college. The connection with people and knowledge is a powerful stimulant for success.

13.     Be prepared to wait -- Career transitions, especially in volatile markets, are a longer job search. If your field is shrinking, if there are mass layoffs, if you are looking for a second career as you near retirement, if you are seeking an upper executive position, your search will likely be extended. Plan for it by creating a flow chart of planned job search activities and by getting your finances in order so that you can make your resources last. Knowing that you are prepared and protected will keep you focused and on-task as the weeks and months pass. And if you are fortunate to find a new position quickly, you'll appreciate it even more.

14.    Don't put all your eggs in one basket -- Job search in a market flooded with candidates is a "we want 125% fit because we think we can get it and we're not in a rush to hire" environment. Even top performers experience post-interview difficulty getting an answer as to why the process is taking so long, or if they are on the short list, or even if the position will be filled. Don't put your search on hold while waiting for the offer you are sure is coming. Even if you think the job is a sure thing after a great interview, in this market, there's a real chance it isn't.

15.    Don't look for a job -- Conventional wisdom says the time to look for a job is when you start your new job. Today's wisdom says the time to look for a new job is never. Use the above tips to transition to the job you need now, and concurrently begin to engage in active career management -- career management that relies on value, continuous learning, proactive positioning, and generous "give to get" networking. Over time you will become visible, viable, and valuable. You will be the hunted, not the hunter. Opportunities will come to you. Your biggest challenge will be deciding which one you want.

Posted by Deb Dib, the CEO Coach

Cross-posted at Executive Power Brand blog

Virtual versus Real World Job Search: Which is Better?

Recent Weddles research has found that more than 25% of all jobs are now filled over the Internet (and they speculate that far more could be found that way if targeted online search techniques were used).Their recent survey generated more than 17,000 responses that identified these top 5 strategies in order of how the respondent actually found their last job:

- Searching listings on job boards and/or archiving their resume on those sites;

- A tip from a friend (or what most of us call networking in the real world - can occur online or off);

- Reading ads published in a print newspaper;

- A call from a headhunter; and

- Being referred by an employee of the company (also a form of networking).

Notice that 3.5 of these are actually are offline strategies and account for most of the jobs found.

Notice also that at least 3 of these can involve some sort of networking.

Recent research conducted on behalf of Risesmart by Kelton Research shows that the majority of job seekers are spending massive amounts of time in online job search--upwards of 50 hours per month, to be exact. However, all of those hours invested do not necessarily translate into job search success.

In discussing online job search, a recent Weddles newsletter article stated, "You can visit the first job boards that come to mind and that step will certainly give you a check mark in the box labeled "Use Job Boards." It will not, however, ensure you see the best employment opportunities for you. To achieve that outcome, you must do your homework and determine which job boards typically post the greatest number of the kinds of jobs you want at the salary level you can command. Invest your time and effort at those sites, and you are much more likely to reap a real and significant return in job opportunities for which you are qualified."

In other words, activity alone does not mean success; it's the quality of that activity that counts.

On the other side of the hiring table, executive recruiters are increasingly using online networks (social and professional) to connect with candidates. LinkedIn in particular is actively pursuing affinity relationships with talent management professionals, and the list of sites seeking to develop these relationships is growing rapidly. A recent ExecuNet survey showed that 45.7% of recruiters use online networks to generate referrals to potential candidates and 39.1% to actually engage with those candidates.

My takeaway on this is that job boards and online networking are definitely tools you want in your job search toolkit, but be careful not to let online activities dominate your search strategy to the exclusion of other traditional and proven methods. As the Weddles site points out, "The Internet is a very seductive place. Its vast array of resources and very engaging format can be hard to turn off. But turn it off, you must. As capable as the virtual world is, it is not the one and only answer to employment It cannot be your one stop shop for finding a job."

Cross-posted on Executive Resumes & Career Transition Strategies blog

Why Spelling Remains in Style

Back in April, the Brazen Careerist (aka Penelope Trunk) made the assertion that writing without typos is totally outdated. I've been thinking about the post ever since, particularly given that we are living in a shorthand, emoticon-filled world and I am a spelling bee kind of girl.

I agree with Brazen Careerist's assertions that "spellchecker isn't perfect." In my opinion, spell check can also be dangerous if you aren't paying attention: I remember well the laughs that a friend received in college when a rapid paper correction translated her last name from "Borden" to "Bordello." (Fortunately, our Sociology Professor had a great sense of humor.)

A small piece of me that also agrees with the sentiment behind the Brazen Careerist's observation that we don't "have unlimited time, so spend it on ideas, not hyphens." That said, the career counselor in me--the one who has spent the majority of the last decade advising emerging professionals and college students on career-related issues, resumes, and job applications--disagrees.

To me, spelling is as essential as making eye contact when you meet someone new: it's a fundamental part of making a strong impression. When someone looks you in the eye, you know that you have their attention; when you take the time to spell--you show that you care about both the appearance and the content of your information. Good spelling also demonstrates that you are good with details, and that you are paying attention. This builds trust, and increases the likelihood that your ideas will be carefully considered. Bottom line: I'll stick with the timeless assertion that a typo on your resume or cover letter can still--quite possibly--land you in the reject pile.

I know I'm out of sync with many bloggers and members of the court of public opinion--even Verizon directories pronounce "zero" as "O"--and I am doing my best to stay in the game. Unless I'm working with a client, I no longer focus on correcting typos before evaluating what is being said: I am working hard to evaluate ideas before presentation. But I continue to hold my love of spelling close to my heart, and I still answer text messages in longhand.

I hold firm that--in the professional world--spelling is unlikely to go out of style. One of the most-viewed stories in this Sunday's Washington Post: the story of William Glass III, an eighth grader whose attention to grammar wowed judges and the audience of an LG-sponsored national text messaging competition. He didn't win the competition, but his speed, accuracy, and ability to write SMS messages as if he were an "middle-aged technology-clueless English teacher" have certainly garnered him the recognition which will come in handy when it comes to securing his first internship. I rest my case.

Cross Posted at Careers in Context