Friday, March 30, 2012

Quick Fixes to Improve Your LinkedIn Profile


When you first joined LinkedIn, it made sense to fill out quick facts to get the profile up and running, just to start connecting with others.
However, if it’s been a few months and you still have a bare-bones profile, the less likely it will generate any results for your job search, and even if it does attract visitors, they’ll quickly leave to find someone more interesting.
The reality about LinkedIn is this: it’s an amazing job search tool that brings you new leads, impresses your network, and entices recruiters to call—but only if you use it in a way that promotes your professional image.
Look at these types of problems to see if you recognize yours – and take action to improve your LinkedIn profile before it brings your job search to a halt:

Problem #1: The Minimal-Effort Profile

Here it is—your name, college education, and current job. Wait – where’s the rest?
If you haven’t added specifics (such as your full work history for the last 10 years, certifications, or skills), your hit rate among competing candidates will drop substantially. This is because your profile, just like a website, is findable based on the keywords sprinkled throughout the text.
Employers and recruiters scouring LinkedIn for talent also look for context that demonstrates your ability to perform at a particular career level. To satisfy them, you’ll need to add competencies, success stories, and metrics, with detail that resembles (but doesn’t replace) your full resume.
Even in the tight space allowed on the site, readers will then be able to identify your likely next career target and suitability for promotion – which not only improves your LinkedIn profile, but encourages others to network with you.

Problem #2: The Default Headline - Read the rest of the Careerealism article to see the problems and solutions

50 Career Tips for College Students

College teaches you how to think.  However, unless you are engaged with your campus Career Center, college teaches you virtually nothing on the subject of career development.  Think about how many courses you took in your major, and then think about how many semester-long courses you took on career development?  A rare few colleges offer, at most, one or two courses on the topic.  You spend time more time at work than in any other aspect of your life, but college teaches you barely anything on how to start, build and manage your career.  Without the Career Center, you will be left on your own to figure out what you are suppose to do with your life.  The transition is difficult because there is no syllabus for success.  Here are my 50 tips to prepare you for the realities of working.
  1. Go to the Career Center on campus at least once a semester and then every month when you are a senior.
  2. Believe in yourself, believe in something and have someone believe in you.
  3. Success comes from inside of you.
  4. In addition to your college degree, employers will want to see multiple internship experiences.  Your competition has them.
  5. Start building your resume early in your college career.  Don’t wait until you get back from spring break of your Senior year.
  6. Be nice to your faculty.  You’ll need them someday to serve as a reference for graduate school or a job.
  7. Get clarity and focus on the three types of jobs you will pursue: 1) Ideal Jobs, 2) Back-Up/Realistic Jobs, and 3) Survival Jobs.
  8. Come up with your own personal and professional definition of success and don’t let anyone else define it for you.
  9. Your first job is a period of adjustment.  It’s like being a freshman all over again.  Be patient and learn the ropes.
  10. Think of your first job as a stepping-stone that can help you get closer to your Ideal Job.

Thursday, March 29, 2012

11 Tips for LinkedIn Optimization

10 Tips to Beat Job Search Burn Out

by Vault Careers

The weather's heating up, but are your job hunting efforts cooling off?
Fight the urge to abandon your search—stay on track and refresh your motivation with these tips:

1. Do Something You're Awesome At
One of the best ways to right burn out is to feel A. successful, and B. energized. This is most easily and effectively achieved by doing something you enjoy, and you kind of rule at. Be it table tennis, interpretive dance, or beating your niece at Crazy Eights, do it. The sillier (and most different from sitting in front of your computer, applying to jobs), the better. Extra points awarded for physicality.

2. Set Smaller Goals
If your goal is simply to get a job offer, you don't have a lot of control over your success. Which stinks, considering how long and arduous a job search can be. Instead, set smaller goals—quotas for resume send outs, or events attended, or "check ins" with contacts, so you can have little victories to celebrate on your way to the big one.

3. Stay Social
Burn out, by definition, means feeling tired and unmotivated. Your natural response may be to withdraw further, spending more time alone so as to avoid drains on your already low energy. But resist the urge: not only is it vital to your mood and attitude to stay connected, making the social rounds increases your chances of finding a job:  it gets you circulating, and keeps you fresh in your friends' minds. After all, if they haven't seen you recently, how will they remember you when an opportunity arises?

4. Seek Support
Job hunting is a rejection game. No matter how hard you try to stay objective, the fact of the matter is, it's going to start feeling personal when you don't get call backs.
If you keep in touch with others who are also on the hunt, you can compare notes on what's working, what's not working, and best of all, who's getting rejected--because no matter how much it can feel that way, it's not just happening to you.

Tips 5 - 10 and complete Vault article

Wednesday, March 28, 2012

Google interviews: would you get a job with the search giant?

In an extract from his new book, William Poundstone considers the logic puzzles, trick questions and mind-bending riddles that make Google interviews notoriously hard. Would you make it through to the next round.

We live in an age of desperation. Never in living memory has the competition for job openings been more intense. Never have job interviews been tougher.

For some job seekers, Google is the shining city on the hill. It's where the smartest people do the coolest things. In the US, Google regularly ranks at or near the top of Fortune magazine's list of 100 Best Companies To Work For. But unsexy firms also find themselves with multiple well-qualified applicants for each position. That is very good for the companies that are able to hire. Like Google, they get to cherry-pick the top talent in their fields. It's not so good for the applicants. They are confronting harder, ruder, more invasive vetting.

This is most evident in the interviews. There are, of course, many types of questions traditionally asked in job interviews. These include the "behavioural" questions that have almost become clichés: "What is your biggest failure in life?" Questions relating to business: "How would you describe Holland & Barrett to a person visiting from another country?" And finally, there are open-ended mental challenges, such as how you would weigh an elephant without using a scale – something for which Google is particularly known, an attempt to measure mental flexibility and even entrepreneurial potential. The answer? Nudge the beast on to a barge. The elephant's weight will cause the barge to sink several inches in the water. Draw a line on the barge's hull to mark the water level. Then direct the elephant back on to land. Load the barge with 100lb bags of sand (or whatever is handy) until it sinks to the line marked on the hull. The elephant weighs as much as the sand.

The style of interviewing at Google is indebted to an older tradition of using logic puzzles to test job candidates at technology companies. Consider this one: the interviewer writes six numbers on the room's whiteboard – 10, 9, 60, 90, 70, 66. The question is, what number comes next in the series?
Most of the time, the job applicant stumbles around, gamely trying to make sense of a series that gives every indication of being completely senseless. Most candidates give up. A lucky few have a flash of insight.

Forget maths. Spell out the numbers in plain English, which gives you the following: ten nine sixty ninety seventy sixty-six. The numbers are in order of how many letters are in their names. Ten is not the only number you can spell with three letters. There's also one, two and six. Nine is not the only four-letter number; there's zero, four and five. This is a list of the largest numbers that can be spelled in a given number of letters.

Now for the payoff: what number comes next? Whatever number follows sixty-six should have nine letters in it (not counting a possible hyphen) and should be the largest nine-letter number. Play around with it and you'll probably come up with ninety-six. It doesn't look like you can get anything above 100, because that would start "one hundred" requiring 10 letters and upwards. You might wonder why the list doesn't have 100 (hundred) in place of 70 (seventy). "Million" and "billion" have seven letters, too. A reasonable guess is that they're using cardinal numbers spelled in correct stylebook English. The way you write out the number 100 is "one hundred".

At many of these companies, the one and only correct answer is 96. At Google, 96 is considered to be an acceptable answer. A better response is 10,000,000,000,000,000,000,000,000,000,000,000,000,000, 000,000,000,000,000,000,000, 000,000,000,000,000,000,000,000,000,000, 000,000,000. Aka "one googol".

That's not the best answer, though. The preferred response is 100,000,000,000,000,000,000,000,000,000,000,000,000,000, 000,000, 000,000,000,000,000,000,000,000,000,000, 000,000,000,000,000,000,000,000. Ten googol.

Puzzles such as this have drawbacks as interview questions. The answer here is a simple matter of insight: either you get it or you don't. There isn't a process of deduction to relate, and thus no way to distinguish someone who solves the problem from someone who already knew the answer. At Google, of all places, anyone applying for a job knows how to use a search engine. It's expected that candidates will Google for advice on Google interviews, including the questions asked. Consequently, Google encourages its interviewers to use a different type of question, more open-ended, with no definitive "right answer".

Read the complete Guardian article for more questions and answers. 

Social Media Drives Small Biz Growth

Small businesses are increasingly using social media channels to connect with customers and grow their businesses, according to a Citibank survey.

Sixty-five percent of the 749 small business owners surveyed nationwide cited increasing marketing activities as a key step in growing their business. While the overwhelming majority (70%) used their company Web site as a marketing channel, 41% said they have used social media channels, such as LinkedIn, Facebook and Twitter, in the last year.
Notably, 62% have not used email for marketing purposes -- a figure that remains the same from when Citibank first surveyed small business leaders about social media and online marketing in April 2010. However, 38% report planning to use email marketing tactics to drive awareness and sales of products and services.

As small business owners are moving online, and relying more heavily on their company Web site, online channels represent an emerging opportunity to help grow their businesses. In fact, many small businesses plan to use digital and social media tools in the coming year.
Forty percent intend to use social networking sites such as Facebook, LinkedIn or Twitter for marketing or expanding their business -- up 10 points from 2010 – and 60% plan to increase activity on their Web site for marketing purposes.

"Although small business owners have been slower to adopt online marketing channels, they are clearly warming up to using these tools to target customers," said Maria Veltre, managing director, small business marketing & customer experience at Citi, in a release. "They are seeing that social media platforms can be an efficient and cost effective means to increase awareness of their business, engage with customers and, ultimately, to drive growth."

The use of social media tools, such as Facebook, Twitter and LinkedIn, is up six percentage points since 2010. The survey also revealed that nearly three-quarters of small business owners who have a Web site find it very or somewhat effective in generating more business for their company. 

The demographics of the business owner influence their interest in using digital and social media, with small business owners under the age of 45 more likely to use those technologies to address their marketing needs. In the past 12 months, 54% of small business executives under the age of 45 used social networking sites such as Facebook, Twitter or LinkedIn, compared to only 36% of their peers ages 45 and over. 

Younger small business owners were also more likely to use a company Web site (72% versus 68% of older respondents) and search engine optimization (44% versus 33%).  

Read the rest of the article:

Tuesday, March 27, 2012

Stop Lying! And The Nine Other Mistakes You're Making On LinkedIn

Meghan Casserly, Forbes Staff
I cover the juggle of work, life and play for smart, ambitious women.

You know the truth. You’re simply not yourself online. As TV journalist Lisa Ling said recently, “Facebook is the life that we want people to believe we lead.”
On social networks we commonly present ourselves to the world with our best faces forward, whether it’s through photos of ourselves smiling atop Machu Pichu on Facebook or being endlessly clever on Twitter. And since we all know we’re guilty ourselves, we commonly cut each other some slack when someone’s vocabulary, say, isn’t as extensive in real life as it is online.
But all social networks are not created equal. There is one where misrepresentation is a far greater sin, where the smallest fib might cost you your career. Yep. LinkedIn. With over 150 million people leveraging the site for job hunting, networking and business connections, it’s the one place online where honesty really is the best policy, from your photo to your college to your sorority affiliation.
With that in mind I set out to look for the biggest mistakes job-seekers are making on the world’s most successful social business network. I tapped Krista Canfield for the inside scoop; corporate communications manager at LinkedIn, she spends hours finding tips and tricks to share with the media, and has found some big mistakes along the way. NextI got Joshua Waldman on the phone. While researching his book Job Searching with Social Media for Dummies, the social media expert spent five years toying with the site, experimenting with his own profile and those of his clients in an attempt to game the system. Last up, Nicole Williams, author ofGirl on Top and, more recently, the Connection Director for LinkedIn. Together, they schooled me on  the 10 biggest LinkedIn mistakes, and how they just might cost you your (next) job.
1. No photo
LinkedIn profiles with photos are viewed seven times more often than profiles with a blank box, meaning the decision to add a photo should be a no-brainer. Unfortunately, many people still chose to keep their faces off the social graph. This, agree all three experts, is a really bad call. “When there isn’t a picture, there’s an immediate element of mistrust,” says Waldman, and Williams agrees. “It’s a lot like when you’re selling a house,” she says. “If there’s no photo, it’s like ‘there must be something wrong with this property.’” Even though recruiters would never admit to hiring based on looks, she says that when they see nothing at all, they fear the worst.
2. An old photo or a glamour shot
While having a photo is important, having the wrong photo is a much more common mistake. “I see it especially in women,” says Williams. “It’s easy to choose a photo of ourselves at our best so it makes sense that a woman might use a photo of herself ten years younger.” You look great, and it might get you an interview, but when you walk in the door it can appear to employers like a deceptive bait-and-switch. Even if you’re not looking for a new job, Waldman says, it’s disconcerting to meet someone in real life that looks vastly different from their online gravatar—think of a blind date gone way wrong. Bottom line: if you’re bald in real life, you should also be bald in LinkedIn.
This isn’t a common one, the experts agree, but it can definitely be problematic. If you bluff on your education information on LinkedIn, be prepared to be outed. You have no way of knowing whether your interviewer’s little sister just to happened to graduate Gettysburg in 2004. If you lied, he will ask and she will know about it. Rule of thumb in professional social networking: it may seem like a vast network of strangers, but the world is truly much smaller than you think.

3 Secrets of a Zen Job Seeker


Feeling frantic, stressed, and overwhelmed by your job search? The job search is uncertain, and the time and effort required is overwhelming.

If you are searching for a job and feeling this way, then you’re not alone. There are over 12.8 million Americans currently unemployed. Of those, over 1 million last month reported giving up on their search entirely, citing that they believe no jobs are available to them. You may even be close to giving up, too.
Instead of giving you more career networking tips and job search advice, let me provide a few different ways of thinking about your job search.

Eastern philosophies for centuries have taught open-mindedness is essential to attaining clarity and enlightenment. Zen, for instance, is experiential wisdom, realized through meditation and disciplined self-realization.  It is a practice that is concerned with what is, and not what you feel or think about what is.  Combining Zen and the job search can provide you with new insight and clarity about what is really important to you here and now, while reducing job search anxieties.

To attain the ultimate job search enlightenment, here are three secrets of a Zen job seeker:

1) Let Go. You cannot do it all and you cannot control everything related to what you do. The one thing that most job seekers believe is that unless they do everything under the sun to land a job, they will miss their opportunities.  If a person is so busy doing this and that and worrying about what happened yesterday and what might happen next month, then they will miss opportunities.  Focus on the things you can control and forget the rest. Some things (like hiring decisions) are simply out of your control — no matter how many resumes you send, cold calls you make, or tweets, blogs, and emails you write.  Accept this, focus on the things you can control, and you will experience less stress when things don’t go your way.

2) Know When To Shut Off. - tips 2 - 3 and complete CareerRocketeer article

Monday, March 26, 2012

12 Most Little Known Tricks to Use On LinkedIn

Posted by 

To know me is to know that I love — love — LinkedIn. At 150 million members and growing, LinkedIn is a powerful professional networking tool, and it’s not just for those who are job seeking. Frankly, if you’re in the professional world and not using LinkedIn, I’m not sure what you’re thinking. Our team at V3 uses it for new business development, competitive research and analysis, participating in groups and discussions and engaging with and learning from peers — and, of course, it’s the go-to site for savvy job seekers everywhere.
One of the cool things about LinkedIn is there’s always something new to learn. Sure, the first step is to sign up and create your profile. But once you’ve got the basics covered, there are a number of ways you can customize your experience in order to not only achieve your professional goals, but also to get more personally out of LinkedIn. I do a lot of corporate LinkedIn training and these are some of my favorite tricks and tips. Let’s get started.

1. How to remove a connection

Wanna ditch a connection? Sometimes you need to give someone the boot. Maybe it’s a colleague, a competitor, an ex or just someone you don’t want to be associated with. Getting rid of them is easy as pie. Even better, they won’t know you’ve given them the heave-ho. How to wield this magic? When you’re logged into LinkedIn, Select Contacts in the main navigation bar. At the far right, you’ll see two options: Add connections and Remove connections. Click Remove connections, check the box next to the contact’s name and click OK.

2. Hide your status updates

Sometimes it makes sense to operate in stealth mode. If you’re connecting with new business prospects or making changes to your profile in preparation for job seeking, you may not want to broadcast that activity to your network. Click the drop-down menu under your name in the top right corner of the page, then select Settings. In the profile section, click Turn on/off your activity broadcasts under Privacy Controls. Uncheck the box that appears in the pop-up window and click Save Settings. Easy as can be and now you’re flying below the radar. One tip: remember to turn this setting back on as soon as you’re done, otherwise, you’ll be invisible on LinkedIn and that kind of negates the whole point!

3. Privacy matter to you? Opt out of ads

There was a big brouhaha about LinkedIn and privacy a few months back when it was discovered that a default setting called “social sharing” allows LinkedIn to pair an advertiser’s message with the social content from a LinkedIn user’s network. This allows them to tailor ads more closely to the audience. Bottom line, if you don’t want your info showing up in random ads, opt out. Click Settings under your name, then click Account. Under Privacy Controls, select Manage Advertising Preferences. If you don’t want to see ads, uncheck the box that appears in the pop-up window and click Save Settings. You can also read more about each type of advertising, if you want to learn more.

4. Get a custom URL

It’s much easier to publicize your LinkedIn profile with a customized URL, rather than the clunky combination of numbers that LinkedIn automatically assigns when you sign up. Plus, if you use a consistent name across all of your social networks (and you should), this is a great way to boost your own “brand awareness.” Laugh if you will, but it’s an important part of networking. And when it comes to networking, do you really want anything less than a custom URL on your business card? We think not. How to get your own custom URL? Log in click Profile > Edit Profile in the main nav bar. At the bottom of the gray window that shows your basic information, you’ll see a Public Profile URL. Click “Edit” next to the URL and specify what you’d like your address to be. When you’re finished, click Set Custom URL.

9 tips for successful networking

It’s no surprise that when you read articles like Nine Tips for Networking for Business Success they apply nicely to the job search—as in nine tips for networking for job search success. This is because the job search is like running a business…namely yours. That’s right, you have a marketing campaign which heavily relies on your ability to network your way to the perspective buyer, the employer.
So when one of my LinkedIn contacts shared with me the aforementioned article by Kaarina Dillabough, I thought, this sounds similar to networking for job search success. And when Kaarina Dillabough asks in her article for suggestions for other networking tips, I thought, instead I will offer some networking tips for the job search.
  1. You don’t have to like it, but you have to do it. Networking is not everyone’s favorite idea of spending an evening. To some it causes anxiety and utter fear—not just for the introverts, mind you. So get over the idea that you have to like it and remember the times your mother told you sometimes you have do things you don’t like.
  2. Call it what it is, Connecting. Related to tip # 1, the word “connecting” seems gentler and more accurate. When you connect with someone, it’s more than a physical face-to-face encounter. With a connection there’s warmth and sense of accomplishment.
  3. Make it natural for your sake and the sake of others. I hate to say this, but that 15, 30, 60 second commercial is not what people want to hear in most instances. At a natural connecting encounter (on the side of a soccer field, for example) the person with whom you’re speaking will be abhorred if you go into your memorized personal commercial. Relax and let the conversation unwind slowly and naturally.
  4. Don’t forget about the little guy. - Tips 4 - 9 and complete article

Friday, March 23, 2012

7 Personal Branding Trends for Job Search in 2012

By William Arruda

Give yourself an edge to attract the attention of recruiters and hiring managers with these tools and techniques.

I’ve been in the business of helping people build their brands for a decade and each year, I publish my personal branding trends for job seekers. Take a look at this year’s trends and decide which will help give you an edge and attract the attention of recruiters and hiring managers.

1. Headshots Everywhere

Do you have a professional headshot?
People want to connect a face with a name. We have come to expect a photo alongside a blog post, Facebook profile and online article. People are less likely to click on a photo-less LinkedIn profile; and they’re less inclined to believe Web-based content if the picture of the person who contributed it is missing. Yet many people are still reluctant to post their photo to the Web. Some fear age discrimination in hiring; others just aren’t happy with the photos they have. Since it’s becoming common for hiring managers and recruiters to use Google and social networks to find candidates, your first impression could be your LinkedIn profile or other online content.

What does this mean for you?
Ensure those who are researching you get to connect a face with a name and credentials. Because there are so many places where your photo will appear — from your Google profile to your You Tube channel or page — get a series of professional headshots and upload them to your social network profiles and Flickr or Picassa account. You don’t want someone doing a Google image search and seeing one photo replicated 30 times.

2. Crowdsourcing for Professionals

What do others say about you?

You’re only as good as the collective opinions of those who know you. Consultants have always understood the value of client feedback. Now, with the ease of requesting and providing recommendations, you too must be mindful of the power of external reviews. Virtually every new social network or app includes the opportunity to request and display reviews. LinkedIn calls them recommendations, BranchOut and BeKnown call them endorsements. calls them reviews. Regardless of what you call them, they’re extremely important to those who are making decisions about you. A Nielsen Global Online Consumer Survey determined that 90% of consumers trust peer reviews. Although no research to my knowledge has been done about this topic as it relates to people, I predict we will quickly become accustomed to using crowdsourcing to make decisions about each other.

What does this mean for you?
If you are looking for a job, what others say about you will be critical to getting hired. Get out there and get testimonials, recommendations and endorsements and make them visible through various social media and your own Web site. Hiring managers will be dubious of those without any external recommendations.

3. Personal QR Codes

Do you have a QR code?

QR codes are taking off in all kinds of ways that weren’t originally anticipated. For example, according to, it’s now possible to place extremely large QR codes on the tops of buildings that will be photographed by the satellites that feed Google Maps. The QR code will cause a logo of that company to appear when someone looks at their building’s images on Google. Putting a giant QR code on the top of your house may not be the best way to land a job. But you do have the opportunity to use QR codes to point those who are evaluating you to your Web sites, blogs and other relevant career marketing content. I have seen QR codes on the top of resumes, on business cards and on networking name-badges. allows you to customize what people see when they click on your QR code – and change it often, so you can direct hiring managers to the perfect presentation of your capabilities.

What does this mean for you?
You have a great opportunity to direct recruiters to the content you want them to see. If one of your brand attributes is 'innovative,' think about how you can use QR codes to tell others what you want them to know about you. If you’re a more seasoned professional and want to demonstrate that you’re innovative and on top of the latest trends, using QR codes on your resume and business card is like digital Botox. It will demonstrate that you are connected to what’s happening.

4. Job Postings R.I.P. Trends 4 - 7 and complete TheLadders article

Thursday, March 22, 2012

The secret meanings of buzzwords in job ads

or decades we have been aware of the term “buzzwords” and how important they are in job search.  Do you know what the “buzzwords” are really communicating in job advertisements? Are you reading between the lines or missing significant clues? To be fair, not all employers are up-to-date in verbiage or techniques to effectively advertise positions. Some tend to fall back on the same old language used decades ago.  The significant thing to note is that the intention of these words has changed over the years. And, many employers are using all the latest languaging techniques to attract the best candidates to their organizations. Being able to decode a job advertisement today is crucial for executives. Here is an example of some common words that show up in advertisements and what they are really saying:

– we are control freaks – your every move will be closely monitored.

Team player – take one for the team – work on whatever the boss demands.

Fast-paced work environment – you are going to work more hours than we will pay you.

Multitask – we may change your job description without telling you, and you will need to quickly prioritize initiatives and figure out which task is most important without reducing performance.

Self-starter – given no direction, pull direction of work out of thin air.

Results-oriented or self-motivated – must have incredible drive (motivated to work hard to make commission).

Read the complete CareerHub article for more BuzzWords

Wednesday, March 21, 2012

Stand Out in Your Job Search by Giving Clues


You’re selling a product and the product is you. So much of what I teach involves advanced sales techniques as they apply to job hunting. That’s because job seekers are too “me” focused when the buyer, which is the hiring company, wants to know what’s in it for them. When the buyer is about “me” and the job seeker is about “me,” the interview won’t be very successful because both parties are thinking “what’s in it for me?” They’re neglecting to take into consideration the other side of the equation. That’s okay for the company to do, but it’s not okay for you.

Failing to consider the other person’s side extends to following up on resumes. “Hi my name is Mary Johnson. I sent you my resume last week, and I was wondering if you received it.” The response, invariably, is “If you sent it, we have it.” And Mary hangs up the phone frustrated, no wiser than before she called.

The reason is that she was expecting the person to remember her. Failing that, she expected the person to invest their time in finding the answer. The odds are very low on both. Had she said, “Hi my name is Mary Johnson. I have 10 years experience in marketing, specialize in product rollouts and spent last summer in Italy. I sent in my resume for the Director of Marketing position and was wondering if you’d received it?” She’d have had better luck receiving an answer.

The reason this method is more successful is because first, she clued the person in as to the position to which she was connected. Secondly assuming product rollout experience was a requirement in the ad, she indicated she had relevant experience. And third, she’s mentioned something that probably has made her stand out among the others who sent in a resume.

The memorable fact doesn’t need to be related to the position, but it does need to be something unique so it’s likely to cause a bell to go off. Odds are very few resumes listed spending any time in Italy. And lastly, she hasn’t assumed anything. She’s made helping her convenient for the person with whom she’s speaking by giving that person a clue as to who she is.

Get more advice by reading the rest of the CareerRocketeer article

Tuesday, March 20, 2012

After The Job Interview: Five Crucial Steps To Seal The Deal

Jenna Goudreau, Forbes Staff

You did it. Your resume stood out from the stack. You landed an interview and expertly dodged the hiring manager’s trick questions, smartly answered the toughest queries and even asked a few good questions of your own. Think your work is done? Think again.

“Each step along the way is critical,” says Steven Raz, co-owner and managing partner of recruitment firm Cornerstone Search Group. “Just because the interview is over, don’t believe you’re no longer being interviewed.”

In an age when communication and building relationships are key business skills, how you handle the interview follow-up can help you stand out from other candidates. But being overly aggressive or thoughtless about following up may get your resume tossed. Job experts offer these five crucial steps to seal the deal—and point out the dangerous pitfalls.

Immediately Send A Follow-Up Email
Regardless of the type or experience level of the job, a thank-you email should always be sent within 24 hours of the meeting. “Time is of the essence,” says Raz. “You want to make sure your email gets to them quickly.” If you’ve collected a business card from each person you spoke with, you’ll have the correct titles, email addresses and name spellings. Raz warns that any correspondence needs to be impeccable, noting that too often qualified people send off a quick email riddled with typos and grammatical errors. He advises always asking someone to proofread it first.

The follow-up email doesn’t need to be long, but it should be personalized enough so that it doesn’t read like a standard form letter. Interview coach Pamela Skillings suggests using the email to thank the interviewer for their time, reference what was discussed in the interview, highlight again your interest and key selling points, and reiterate how you can be contacted. It should be no more than three paragraphs of two to three sentences each.

Check In With Your References - Read the rest of the Forbes Article for steps 2 - 5

Monday, March 19, 2012

How to Lunch Your Way to a Job in 3 Steps

Breakfast may be the most important meal of the day, but lunch is the most beneficial meal for your career. In the professional world, talk over a mid-day meal often means business. You can even seize the lunchtime opportunity to advance your job search.

You heard right. Scheduling a lunch is a great way to get the inside scoop about your favorite company, potential job leads, or some job search advice. Scoring some one-on-one time with a seasoned professional from a big company is not a direct guarantee to a job (nor will it always result in a job interview), but it is a great way to make a potential career connection, make a lasting impression, and possibly get some clarity and direction for your job search.
So how can you request a lunch meet up? Here are three steps for making it happen:
Find a Connection. If you have your target company in mind, try finding any mutual connections you have with an employee and ask for an introduction. If you find yourself not having any insider connections, try utilizing tools like Facebook, Twitter, LinkedIn, social job search apps, or your alumni network. You’ll want to be selective about which employee you approach.  Your best bet is to meet someone at, or just above, your career level with a similar professional experience and background. Be sure they have both the time and the knowledge to help you out.

Friday, March 16, 2012

How to find a new job using LinkedIn Video

LinkedIn is one of the best tools to help you find a new job. However, not many people know how to really tap into its power. This movie explains how you can use your LinkedIn network to search for a new job.

Linkedin and the Talent Economy: Every Employee is a Recruiter

Posted by Jorgen Sundberg

This is a post written by Dan ShaperoVice President, LinkedIn Hiring Solutions.
Like many functions in the organization, the way in which companies identify and recruit talent has changed more in the past 10 years than it did in the last century. According to Jobvite, 89 percent of companies planned to use social media to recruit in 2011, a source of talent that didn’t even exist at the start of the century. This trend has big implications for both the recruitment profession and the ways companies compete and win overall. But what forces are driving this change, and what can we learn from the companies pioneering this age of recruiting?

Over the past 100 years, there has been a fundamental shift in the way companies compete. 
Historically, the market winners were those who had access to capital and financing. With capital, you could build the biggest plant, make the largest IT investments, or run the most impactful marketing campaign. Capital was important because size, not speed, was how companies won. Today the basis of competition has switched, as technology and the global economy both continue to accelerate the rate of change for businesses worldwide. While in the 1920s and 30s companies could expect to stay in the S&P 500 for 65 years, by the end of the 1990s this tenure dropped to 10 years.

In a world where speed wins, talent is the critical asset. A high performing workforce can see what is on the horizon, reacting and adapting to the environment before the competition. Even in a world of high unemployment, high quality talent has never been in such fierce demand.

At the same time, the tools and services available to professionals to help them take charge of their own careers have never been so prevalent, or so powerful. Professionals have flocked to online networks like LinkedIn, built their professional brands, connected to their peers and, critically, are updating their profiles even when not looking for a job. For the first time, recruiters have access to quality information on passive talent at scale. This has vastly increased the potential candidates available to recruiters beyond the minority who are active job seekers and, according to a recentLinkedIn study with Lou Adler, make up a mere 17 percent of all professionals.

These two trends have come together to change the face of recruitment, and are shifting the recruitment function within the organization. With talent as the critical factor, the best recruiters are becoming strategic assets to the business, and the leaders of talent acquisition close advisors to their executive team.

We recently announced that there are now more than 9,000 companies worldwide using LinkedIn Hiring Solutions: companies like Wal-Mart, which was able to source and on-board an entire senior team in Asia in two months, and companies like the communications provider Polycom, which saved $3.1 million in one year by recruiting through LinkedIn. These companies all offer some vital lessons on how to embrace these trends.