Posts
By Louisa Veidelis
Whether you’re happy in your job or are itching for new opportunities, signing up to LinkedIn and exploring its features can open up many opportunities for your career down the track.
LinkedIn was launched as a professional networking site 2003 and has become an essential networking tool, with 875,000 users in Australia, more than 50 million worldwide and many employers using the site to recruit staff.
So it’s time to stop ignoring all those invitations, and get linked in now.
1. Starting out: promote yourself
Admit it – do you Google yourself? Well, prospective employers will be sure to check out your online baggage too. Interestingly, an effectively built LinkedIn profile will appear above your Facebook page in search results, which gives a better first professional impression.
Once you sign up, change your profile to public in the ‘edit profile’ options. You can also customise your URL to make it more user friendly, featuring your first and last name. You can now include that URL on your resume and on your personal business cards.
2. Reconnect with old contacts
Finally, here’s a way to reconnect with old colleagues and people you meet at networking events. Better that industry contacts see your amazing work history rather than those embarrassing Facebook pics of you on a pub crawl.
Any less than 30 connections can look a little lonely but don’t go crazy adding every Tom, Dick and Harry – limit your connections to those people you truly want to stay in touch with.
And if any undesirables request you as a contact, you can simply archive their request to avoid awkwardness.
You also have the opportunity to view the connections of your connections (or, ‘second-degree connections’). If you would get in touch with one of them you can simply ask your contact for an introduction.
3. Connect your websites
LinkedIn provides a central hub to connect all the various websites displaying your ideas and skills – including Twitter, blogs, your portfolio and company websites.
4. Include a photo
While the jury’s still out on adding a photo to a traditional resume, including your headshot in your LinkedIn profile is a good way to add your personality to your profile. Make sure it’s a professional-looking shot – it’s not the place to show off your latest designer bikini.
5. Get headhunted – use keywords
LinkedIn recently revealed that over 1000 companies in Australia use LinkedIn Talent Advantage to hire. Companies advertise jobs on the site and search users to find people with the exact skills they need. Promoting your skills effectively could the difference between being noticed and missing out.
People can search the database using keywords. Search results are displayed by keyword relevance, with the most important words being those included in a user’s headline and summary. Keyword density is also a factor, so try to repeat your main keywords a few times throughout your profile.
6. Create a strong headline
LinkedIn will make your current job title your headline by default, but you can change this to something more impressive or eye-catching. For example, if you are a freelance proofreader, you could make your headline ‘Independent Editorial and Proofreading Professional’.
7. Write a good, meaty summary
Your summary expands on your headline and gives a brief overview of your professional background. You can limit this to a succinct couple of sentences or go into greater detail if you wish.
Specialties are a feature under summary. Enter areas of expertise here (for example, tax auditing, business development, MYOB), and don’t be afraid to overlap keywords in both sections.
8. Include achievements for each job
LinkedIn can act as your online resume. Include all details about your education and work history that are relevant to your current industry. Most importantly, include measurable achievements for each role.
Here are some example achievements:
* Produced a 55 per cent improvement in on-time, accurate shipment of stock to customers.
* Raised $6000 over two years by securing sponsorships from two local businesses.
* Increased brand recognition and product placement in the Asia Pacific that helped to achieve 45 per cent profit growth.
* Secured a national retail promotion with Starstruck Video stores to the value of $1 million.
9. Ask for recommendations
Add authority to your profile by getting recommendations from past bosses, colleagues or business associates. Sending a recommendation request through the site may be considered less obtrusive than emailing them out of the blue.
10. Join groups and associations
You can also connect with people with similar interests through LinkedIn Groups. This is a great way to add colour and pizzaz to your profile, showing which areas you’re passionate about.
11. Ask or answer questions
LinkedIn Answers is a new function that allows members to submit questions about any topic. Other members can then choose to submit answers. Asking or answering is another way to interact with people on the site and show your enthusiasm and/or expertise. The questions you ask or answer will appear on your profile so make sure your answers are intelligent so they present you in the best possible light.
12. Be honest
This is not the place to bend the truth. Due to the interconnected nature of the site, it’s very easy to contact people who worked with you to verify your claims.
13. Research companies and people
Find out more about companies by browsing the profiles of people who have worked there – how long did they stay at the organisation and what types of tasks did they perform?
And if you’ve got an interview coming up, check out the page of the person who will be interviewing you to find out a little about their history.
14. Keep active
Once you have built a strong LinkedIn profile, keep it updated and check back regularly for new connections to add. Interact with your connections to keep your relationships fresh, help them out with recommendations or introductions when you can and ask them for help when you need it.
Original Article
Thursday, October 28, 2010
Tuesday, October 26, 2010
The Job Search Grind
In March, 2008, the national unemployment rate was 4.8%. By January of 2010, it had risen to a high of 10.6% and in September of 2010 still hovered at 9/2%. In Nevada, the state I live in, unemployment is above 14%. Because of such high unemployment, most of us know someone that is currently looking for a job.
A recent study entitled “The Job Search Grind” published in The Academy of Management Journal sheds some light on the experience of people involved in the job search process. This well designed study followed 233 unemployment insurance recipients that were actively seeking work every day for three weeks.
One of the most interesting findings for me was that 44% of the job seekers in this study spent less than 10 hours a week on their job searches. Only 20% spent at least 25 hours a week searching for a job. There are a number of explanations for individuals spending little time searching for a job, including discouragement, perceived progress, and simply using the time to pursue other interests. The study had four additional findings that I found interesting:
1. When individuals reported lower job search progress on any given day, it affected their mood (more negative, less positive) and lowered their confidence about their chances of finding a job.
2. The ability to manage negative thoughts matters. Lower mood on any given day was related to more effort the following day only for those that could disengage from negative thoughts. For individuals that could not disengage from negative thoughts, lower mood on any day resulted in less search effort the following day.
3. Individuals with financial hardship experience the job search process differently. The study found that financial hardship strengthened the negative effects of low search progress and weakened the positive effects of high search progress.
4. The more (less) progress people made on any given day, the less (more) time they invested in job search the next day.
Being unemployed and looking for a job is not only hard work, it’s can also be a roller coaster ride of emotions. People that have high financial hardship and have a hard time managing their emotions will experience the job search process the hardest.
Setting realistic goals for daily time spent in the search process, and sticking to those daily goals regardless of the perceived progress on any given day should help. Making job search a daily routine won’t alleviate the roller coaster of emotions, but it should help with the management of those emotions, especially for those that have a harder time with negative thoughts.
Learn to treat perceived daily progress, either good or bad, as noise in the process and not a signal.
Bret L. Simmons, Ph.D. is an Associate Professor of Management in the College of Business at the University of Nevada, Reno (UNR), where he teaches courses in organizational behavior, leadership, and personal branding to both undergraduate and MBA students. Bret blogs about leadership, followership, and social media at his website Positive Organizational Behavior. You can also find Bret on Twitter, Facebook, and Linkedin.
Original Article
A recent study entitled “The Job Search Grind” published in The Academy of Management Journal sheds some light on the experience of people involved in the job search process. This well designed study followed 233 unemployment insurance recipients that were actively seeking work every day for three weeks.
One of the most interesting findings for me was that 44% of the job seekers in this study spent less than 10 hours a week on their job searches. Only 20% spent at least 25 hours a week searching for a job. There are a number of explanations for individuals spending little time searching for a job, including discouragement, perceived progress, and simply using the time to pursue other interests. The study had four additional findings that I found interesting:
1. When individuals reported lower job search progress on any given day, it affected their mood (more negative, less positive) and lowered their confidence about their chances of finding a job.
2. The ability to manage negative thoughts matters. Lower mood on any given day was related to more effort the following day only for those that could disengage from negative thoughts. For individuals that could not disengage from negative thoughts, lower mood on any day resulted in less search effort the following day.
3. Individuals with financial hardship experience the job search process differently. The study found that financial hardship strengthened the negative effects of low search progress and weakened the positive effects of high search progress.
4. The more (less) progress people made on any given day, the less (more) time they invested in job search the next day.
Being unemployed and looking for a job is not only hard work, it’s can also be a roller coaster ride of emotions. People that have high financial hardship and have a hard time managing their emotions will experience the job search process the hardest.
Setting realistic goals for daily time spent in the search process, and sticking to those daily goals regardless of the perceived progress on any given day should help. Making job search a daily routine won’t alleviate the roller coaster of emotions, but it should help with the management of those emotions, especially for those that have a harder time with negative thoughts.
Learn to treat perceived daily progress, either good or bad, as noise in the process and not a signal.
Bret L. Simmons, Ph.D. is an Associate Professor of Management in the College of Business at the University of Nevada, Reno (UNR), where he teaches courses in organizational behavior, leadership, and personal branding to both undergraduate and MBA students. Bret blogs about leadership, followership, and social media at his website Positive Organizational Behavior. You can also find Bret on Twitter, Facebook, and Linkedin.
Original Article
Monday, October 25, 2010
A LinkedIn Profile That Works! Tips From A Recruiter
By Harry Urschel
image As I’ve said many times before, LinkedIn is a game changer when it comes to an effective job search in today’s online world. There has never been a resource that made it as easy to find the critical information you need when you’re looking for a new job… Companies, Contacts, Interview Prep information, Comparative Job Histories, and venues to discuss topics and challenges related to any job, field, or industry. It’s incredible… and that’s no overstatement.
As much as LinkedIn can be used proactively to gain the information needed, it sure is nice to be “found” once in awhile and pursued for potential opportunities as well. The key to being found, is having a profile that works!
What gets attention, what gets read, what improves your chances of getting a call or an email?
As a recruiter, I look at hundreds of LinkedIn profiles. It’s one of the most powerful and effective tools I have in finding qualified candidates for positions I’m trying to fill. What makes me move on and what gets me to reach out? Here are some key points…
Keywords – Keywords – Keywords!!! The only way anyone is found is by someone entering some keywords in the search box for what they are looking for. Generally, it’s not practical to “browse” 80 MILLION profiles in the hopes of stumbling across the right person. They will enter some words to find people with that specific background. Here’s the tough part… there is no dictionary of terms used to find certain skills. Anyone running a search has to figure it out for themselves.
So… take the time to think about “what are all the possible search terms someone might use to find someone like me?” Then make sure all those words are somewhere in your profile. If someone is looking for a “Payroll Manager”, and your were a “Payroll Supervisor”, they may not find you if you don’t have the word “Manager” in your profile. Incorporate the different terms in your job descriptions if you can. Otherwise, it’s perfectly fine to simply have a list of additional keywords somewhere at the bottom of your profile. Be honest about your background, but make sure you turn up in the appropriate searches!
Short Substantive Sound-bites! Like a resume, a LinkedIn profile will typically only get scanned for a few seconds before the reader decides whether you are worth pursuing further or not. In that quick scan, short phrases will get read and long sentences and paragraphs will not. A paragraph may make a powerful argument why you’re a dynamite prospect, but if it never gets read, it has no impact at all.
Figure out what things in your background are the most important, most marketable, and most in demand in your field, and make those experiences pop out in your profile. Take long descriptions and figure out what are the most important points to get across from each sentence. Make those points in a few words in separate bullet points. Each bullet does not have to be a complete sentence, and will have more impact in a few well chosen words.
* 4 consecutive years of 15% or greater sales growth
will more likely get read, and has more impact than…
* Sales production increased by 15% or more in year-over-year growth in each of the last four fiscal years due to increased efforts and new strategies.
The first example has more impact and gets more results, however, the second example is the norm because it seems more complete. In your LinkedIn profile as in your resume, it’s better to be effective than it is to have complete explanations!
“Call me!” Unless you are directly connected as a first level connection in LinkedIn, your contact information is not visible to the reader. If you are hoping to be contacted, make it easy for them to contact you! Put your phone number and email address in the Summary section at the top of your profile. Don’t make them have to send an introduction through another user, or use up one of their “In Mails”, or have to scroll to the bottom of your profile, or try to look you up in some other way. The easier it is, the more likely they will connect.
When I’m hunting for a good candidate for a position I’m working on, and find someone that seems like they might be qualified, but can’t tell for sure from their profile… I will likely call if their contact information is easy to find. If it’s not in their profile and I can’t easily find it otherwise, I will generally simply move on to another candidate… there are plenty to look at. If your profile is on the bubble in their mind, you’d rather get a chance to make your case rather than just have them move on… make it easy to for them to connect!
Make yourself real! Pictures have an interesting effect on LinkedIn. While I would not recommend that anyone put a picture on their resume, having a picture on LinkedIn often sways me to make a call rather than move on. When someone’s profile looks like they might have relevant experience for the position I’m working on, but it’s not crystal clear… I will often connect with them to find out more if they have a professional looking picture displayed. It personalizes it, and makes them more of a real person than a faceless listing.
The picture must be a professional headshot. A vacation picture, or a picture of your boat, or pet, or kids tells me that they don’t understand that LinkedIn is a Professional networking site, not equivalent to Facebook or MySpace. The profile pictures are tiny, a full body shot or even a half body shot will not allow anyone to see your face well enough to make it personal. Get up-close, wear professional clothing (at least on the neck), and smile!
“They LIKE me!” Get recommended! When looking at a profile, I usually look to see if anyone had recommended them. Since LinkedIn allows you to choose which recommendations are visible on your profile and which aren’t, I always assume they are positive so I almost never take the time to read what the recommendations actually say. However, the fact that someone was willing to write something positive about them creates a good impression.
The easiest way to get recommendations… is to give them. Write recommendations on LinkedIn for previous managers, co-workers, customers, or vendors. Usually, at least half the time, they will return the favor. Three or four are good, it’s not necessary or even particular helpful to have 10 or more.
LinkedIn is a great place to have more information than your resume. It’s not necessary to limit yourself to two pages as you should in your resume. However, although you can have more overall length, each line should be shorter. Include all the appropriate keywords you can, include your contact information, include a professional picture, and get recommendations. You will greatly improve your chances of getting found.
Original Post
image As I’ve said many times before, LinkedIn is a game changer when it comes to an effective job search in today’s online world. There has never been a resource that made it as easy to find the critical information you need when you’re looking for a new job… Companies, Contacts, Interview Prep information, Comparative Job Histories, and venues to discuss topics and challenges related to any job, field, or industry. It’s incredible… and that’s no overstatement.
As much as LinkedIn can be used proactively to gain the information needed, it sure is nice to be “found” once in awhile and pursued for potential opportunities as well. The key to being found, is having a profile that works!
What gets attention, what gets read, what improves your chances of getting a call or an email?
As a recruiter, I look at hundreds of LinkedIn profiles. It’s one of the most powerful and effective tools I have in finding qualified candidates for positions I’m trying to fill. What makes me move on and what gets me to reach out? Here are some key points…
Keywords – Keywords – Keywords!!! The only way anyone is found is by someone entering some keywords in the search box for what they are looking for. Generally, it’s not practical to “browse” 80 MILLION profiles in the hopes of stumbling across the right person. They will enter some words to find people with that specific background. Here’s the tough part… there is no dictionary of terms used to find certain skills. Anyone running a search has to figure it out for themselves.
So… take the time to think about “what are all the possible search terms someone might use to find someone like me?” Then make sure all those words are somewhere in your profile. If someone is looking for a “Payroll Manager”, and your were a “Payroll Supervisor”, they may not find you if you don’t have the word “Manager” in your profile. Incorporate the different terms in your job descriptions if you can. Otherwise, it’s perfectly fine to simply have a list of additional keywords somewhere at the bottom of your profile. Be honest about your background, but make sure you turn up in the appropriate searches!
Short Substantive Sound-bites! Like a resume, a LinkedIn profile will typically only get scanned for a few seconds before the reader decides whether you are worth pursuing further or not. In that quick scan, short phrases will get read and long sentences and paragraphs will not. A paragraph may make a powerful argument why you’re a dynamite prospect, but if it never gets read, it has no impact at all.
Figure out what things in your background are the most important, most marketable, and most in demand in your field, and make those experiences pop out in your profile. Take long descriptions and figure out what are the most important points to get across from each sentence. Make those points in a few words in separate bullet points. Each bullet does not have to be a complete sentence, and will have more impact in a few well chosen words.
* 4 consecutive years of 15% or greater sales growth
will more likely get read, and has more impact than…
* Sales production increased by 15% or more in year-over-year growth in each of the last four fiscal years due to increased efforts and new strategies.
The first example has more impact and gets more results, however, the second example is the norm because it seems more complete. In your LinkedIn profile as in your resume, it’s better to be effective than it is to have complete explanations!
“Call me!” Unless you are directly connected as a first level connection in LinkedIn, your contact information is not visible to the reader. If you are hoping to be contacted, make it easy for them to contact you! Put your phone number and email address in the Summary section at the top of your profile. Don’t make them have to send an introduction through another user, or use up one of their “In Mails”, or have to scroll to the bottom of your profile, or try to look you up in some other way. The easier it is, the more likely they will connect.
When I’m hunting for a good candidate for a position I’m working on, and find someone that seems like they might be qualified, but can’t tell for sure from their profile… I will likely call if their contact information is easy to find. If it’s not in their profile and I can’t easily find it otherwise, I will generally simply move on to another candidate… there are plenty to look at. If your profile is on the bubble in their mind, you’d rather get a chance to make your case rather than just have them move on… make it easy to for them to connect!
Make yourself real! Pictures have an interesting effect on LinkedIn. While I would not recommend that anyone put a picture on their resume, having a picture on LinkedIn often sways me to make a call rather than move on. When someone’s profile looks like they might have relevant experience for the position I’m working on, but it’s not crystal clear… I will often connect with them to find out more if they have a professional looking picture displayed. It personalizes it, and makes them more of a real person than a faceless listing.
The picture must be a professional headshot. A vacation picture, or a picture of your boat, or pet, or kids tells me that they don’t understand that LinkedIn is a Professional networking site, not equivalent to Facebook or MySpace. The profile pictures are tiny, a full body shot or even a half body shot will not allow anyone to see your face well enough to make it personal. Get up-close, wear professional clothing (at least on the neck), and smile!
“They LIKE me!” Get recommended! When looking at a profile, I usually look to see if anyone had recommended them. Since LinkedIn allows you to choose which recommendations are visible on your profile and which aren’t, I always assume they are positive so I almost never take the time to read what the recommendations actually say. However, the fact that someone was willing to write something positive about them creates a good impression.
The easiest way to get recommendations… is to give them. Write recommendations on LinkedIn for previous managers, co-workers, customers, or vendors. Usually, at least half the time, they will return the favor. Three or four are good, it’s not necessary or even particular helpful to have 10 or more.
LinkedIn is a great place to have more information than your resume. It’s not necessary to limit yourself to two pages as you should in your resume. However, although you can have more overall length, each line should be shorter. Include all the appropriate keywords you can, include your contact information, include a professional picture, and get recommendations. You will greatly improve your chances of getting found.
Original Post
Friday, October 22, 2010
Do you really know me? 20 Tips to learn about your audience.
Social media provides the opportunity to connect with millions of people that we would normally not have access to. We have people following us from every walk of life, numerous countries and the list goes on.
What do we really know about our audiences? Have you taken the time to know them, understand them or connect with them.
We talk about social media being a relationship, a conversation. However, I think very few take the time required to build a meaningful conversation, let alone a real relationship! How can we build a relationship with someone we haven’t taken the time to know anything more than what their Twitter handle is?
I encourage my clients to take the time to truly understand and know their audience. Take them time to follow a group of them. Listen to them and better connect with them.
The more we know about our audience the better we can inspire and connect with them!
20 Tips to Get to Know Your Audience
1. Listen to them. This one sounds simple because it is! However, many don’t take advantage of this simple and first critical phase of social media. Listening should be the first step when engaging in social media. It should also be something you do on a regular basis. Listen with an intent to understand. Listen to the meaning of what you audience is saying. How are they engaging with others? How are they engaging with you? What is the tone? What questions are they asking?
2. Join conversation. The best way to learn how your audience will respond to you is well of course seeing how they respond to you. Don’t sit on the sidelines for months while you learn about social media tools. Engage. Join conversation. You don’t always have to be the initiator of a conversation. Comment on other blogs, respond to other tweets and comments.
3. Ask questions. I love asking questions. Often times I’ll ask simple questions on Twitter. I am always amazed at how many answers I receive. I love asking both serious and fun questions.
4. Create a poll. Creating a poll easy. Use Poll Daddy to create a simple poll. You will be provided with a link that you can share on any social or web platform. Poll Daddy also has a widget for WordPress websites as well as Facebook. Again, I love creating both serious and simply fun polls.
5. Implement an email program. If you do not currently have an email program you are missing out! Subscribe to an email program such as aWeber, iContact, Constant Contact, MailChimp or Infusionsoft. We use Infusionsoft as it has more advanced features than some of the others. If you want something simple start with one of the others. If you want something that includes an integrated shopping cart, affiliate program, and advanced nurturing then I vote for Infusionsoft.
6. Create call to actions on a regular basis. Action is the social currency of social media. Create meaningful ways for your audience to take action. This needs to be more than just clicking on a link you place in a tweet to someone else’s website! Give your audience a reason to engage with you. Create something that they want and need. Then place this content or the action they need to take on social platform or website. Encourage them to move from an email program to your website or from your website to one of your social platforms. A call to action could be an invitation to buy something, answer a poll, answer a question, share something about themselves. Anything that will get them to take action.
7. Integrate a fun call to action with an email communication and an online platform. Integration of marketing across mediums is key to return on investment (ROI). Don’t be afraid to have fun with your audience. I frequently ask questions at the very bottom of my email newsletters and updates. I like to do this to measure how many people are actually reading my email to the bottom of the email. I will frequently ask questions that are funny and off the wall. They usually will align with our brand but in a fun way. It always amazes me how many people will respond. One example is I recently asked subscribers in a p.s.s. what their favorite nut was. Many of our subscribers answered the question on our Facebook page as well as a Tweet response.
8. Follow them. This sounds simple but it’s more than just a simple follow. What I am suggesting is really following them. For example if you find an interesting follower on Twitter or on your Facebook fan page then check them out online. Follow their tweets. Follow where they are sending people via links, announcements, blog posts. Where do they comment? What social platforms do they hang out on? How are they engaging on each platform differently? What can you learn from their online behaviors that will help you better provide them with useful information to draw them closer into your tribe?
9. Check out their following. Check out who is following your audience. This is basically who are your followers followers? Is it the same or different audience who follows you? Are there new people, new demographics maybe you should also check out and possibly target? How is their following responding to them? What can you learn from their engagement with other audiences?
10. Check out their Twitter lists. This is a great way to learn what interests the user has as well as how people view them. I love seeing the Twitter lists people put me on. My favorite of course is any list with the word geek on it because at heart I am a tech geek. I have to laugh at many of the lists people put me on. It has helped me connect with people I would have never met had they not put me on a list. Do the same for your audience. You can often tap into new audiences from taking time to build and view other people’s lists. When joining a new market niche other people’s lists can save you weeks of time.
11. Run a Tweet Reach report. This is a simple measurement tool that will tell you how far your most recent tweets travel. You can see total reach of your last 50 tweets. It also details the reach of your tweets via the people who retweeted your tweets. For each Twitter user who retweeted you it provides the reach of that user with your tweet. It’s a great way to see what influential followers and supporters you have. Note, it only shows the last 50.
12. Run a Klout report. Klout is a great measurement tool to measure your influence. It looks at your following, who you follow, the ratio of followers to the number you are following. It provides you pointers to influential people you could be following but aren’t. It will show you tweeters who influence you and also who you influence. It measures the amplification of your message and the depth to which your brand and content is being shared online. It recently even incorporated Facebook into the measurement. Remember social media is not just about numbers. The key is to have a loyal following who is engaged with you. You want a tribe that loves your content, loves you and at the end of the day takes action! Action = social currency!
13. Read their blogs. This one is also simple. Read other people’s blogs. Not rocket science. Read them with a goal to learn and understand. Not just scan them to cross this item off a list.
14. Read the comments they leave on other blogs. This is another great way to see how they engage with others. What comments are they leaving for others? Are they leaving as thoughtful comments on your blog? If not, why? Why are they engaging on other blogs? What is different than yours?
15. Encourage them to share and comment on your blog. Invite people to comment. I include an invitation at the end of every blog post for people to comment. Don’t be afraid of comments and opinions that differ from yours. When people start to listen to what you have to say you will hear differing opinions. Opinions are good. You should welcome them. You can also include WordPress plug-ins that encourage engagement via comments. I include a recent comments plug-in on the side bar of all of our blogs and websites.
16. Set you favorite social friends comments to be automatically approved. This is a great way to encourage commenting and engagement. There are a few people who comment on our blog regularly. I set their comments to be automatically approved. That way they don’t have to wait for any approval. They simply are live the minute they hit submit.
17. Engage them on your Facebook page. Ask questions. Share content. Encourage them to share their urls, Facebook Fan pages, information about what they do and how they can help your audience. Include polls, trivia and simple questions to get them to engage! Be inspiring, real and have fun! Chances are if you only speak in business speak you will get little to no engagement.
18. Start a group on Facebook. Facebook just launched a new group feature. Start a group around your business or one of your favorite topics. Invite people you would like to know better in combination with people you already do.
19. Start a group on LinkedIn. I love LinkedIn groups. Start a group around your business or favorite topic. Similar to Facebook encourage others to engage. Ask questions. Ask people to introduce themselves. Make it a place for sharing of self and business.
20. Start a question and answer session on LinkedIn. This is last on this list but one of my favorites! Asking questions on LinkedIn is a great way to get to know your following in a deep way. You can learn what they are thinking about a certain topic you are struggling with. It’s a great tool to meet new people with common interests as well. I have met many great social friends from LinkedIn Q&A sessions. If you haven’t checked it out, do it!
About the Author @PamMktgNut Half marketing, half geek, social media addict, CEO and Founder of FruitZoom, Inc., entrepreneur, speaker, trainer, coach. Lover of strategy, ROI, Brand, God, Family, Friends, Beach & Life! 15+ years of experience helping small startups to Fortune 100 companies, budgets teeny tiny to big in both B2B and B2C markets build brand awareness, grow new markets, develop communities and master ROI across all mediums! Industries of expertise include high technology, non-profit & fundraising, green eco-friendly, enterprise data storage, professional services and storage management, real estate and home building, natural lighting, database analytics & modeling, online marketing, as well as web 2.0 ecommerce for online retailers.
Original Article
What do we really know about our audiences? Have you taken the time to know them, understand them or connect with them.
We talk about social media being a relationship, a conversation. However, I think very few take the time required to build a meaningful conversation, let alone a real relationship! How can we build a relationship with someone we haven’t taken the time to know anything more than what their Twitter handle is?
I encourage my clients to take the time to truly understand and know their audience. Take them time to follow a group of them. Listen to them and better connect with them.
The more we know about our audience the better we can inspire and connect with them!
20 Tips to Get to Know Your Audience
1. Listen to them. This one sounds simple because it is! However, many don’t take advantage of this simple and first critical phase of social media. Listening should be the first step when engaging in social media. It should also be something you do on a regular basis. Listen with an intent to understand. Listen to the meaning of what you audience is saying. How are they engaging with others? How are they engaging with you? What is the tone? What questions are they asking?
2. Join conversation. The best way to learn how your audience will respond to you is well of course seeing how they respond to you. Don’t sit on the sidelines for months while you learn about social media tools. Engage. Join conversation. You don’t always have to be the initiator of a conversation. Comment on other blogs, respond to other tweets and comments.
3. Ask questions. I love asking questions. Often times I’ll ask simple questions on Twitter. I am always amazed at how many answers I receive. I love asking both serious and fun questions.
4. Create a poll. Creating a poll easy. Use Poll Daddy to create a simple poll. You will be provided with a link that you can share on any social or web platform. Poll Daddy also has a widget for WordPress websites as well as Facebook. Again, I love creating both serious and simply fun polls.
5. Implement an email program. If you do not currently have an email program you are missing out! Subscribe to an email program such as aWeber, iContact, Constant Contact, MailChimp or Infusionsoft. We use Infusionsoft as it has more advanced features than some of the others. If you want something simple start with one of the others. If you want something that includes an integrated shopping cart, affiliate program, and advanced nurturing then I vote for Infusionsoft.
6. Create call to actions on a regular basis. Action is the social currency of social media. Create meaningful ways for your audience to take action. This needs to be more than just clicking on a link you place in a tweet to someone else’s website! Give your audience a reason to engage with you. Create something that they want and need. Then place this content or the action they need to take on social platform or website. Encourage them to move from an email program to your website or from your website to one of your social platforms. A call to action could be an invitation to buy something, answer a poll, answer a question, share something about themselves. Anything that will get them to take action.
7. Integrate a fun call to action with an email communication and an online platform. Integration of marketing across mediums is key to return on investment (ROI). Don’t be afraid to have fun with your audience. I frequently ask questions at the very bottom of my email newsletters and updates. I like to do this to measure how many people are actually reading my email to the bottom of the email. I will frequently ask questions that are funny and off the wall. They usually will align with our brand but in a fun way. It always amazes me how many people will respond. One example is I recently asked subscribers in a p.s.s. what their favorite nut was. Many of our subscribers answered the question on our Facebook page as well as a Tweet response.
8. Follow them. This sounds simple but it’s more than just a simple follow. What I am suggesting is really following them. For example if you find an interesting follower on Twitter or on your Facebook fan page then check them out online. Follow their tweets. Follow where they are sending people via links, announcements, blog posts. Where do they comment? What social platforms do they hang out on? How are they engaging on each platform differently? What can you learn from their online behaviors that will help you better provide them with useful information to draw them closer into your tribe?
9. Check out their following. Check out who is following your audience. This is basically who are your followers followers? Is it the same or different audience who follows you? Are there new people, new demographics maybe you should also check out and possibly target? How is their following responding to them? What can you learn from their engagement with other audiences?
10. Check out their Twitter lists. This is a great way to learn what interests the user has as well as how people view them. I love seeing the Twitter lists people put me on. My favorite of course is any list with the word geek on it because at heart I am a tech geek. I have to laugh at many of the lists people put me on. It has helped me connect with people I would have never met had they not put me on a list. Do the same for your audience. You can often tap into new audiences from taking time to build and view other people’s lists. When joining a new market niche other people’s lists can save you weeks of time.
11. Run a Tweet Reach report. This is a simple measurement tool that will tell you how far your most recent tweets travel. You can see total reach of your last 50 tweets. It also details the reach of your tweets via the people who retweeted your tweets. For each Twitter user who retweeted you it provides the reach of that user with your tweet. It’s a great way to see what influential followers and supporters you have. Note, it only shows the last 50.
12. Run a Klout report. Klout is a great measurement tool to measure your influence. It looks at your following, who you follow, the ratio of followers to the number you are following. It provides you pointers to influential people you could be following but aren’t. It will show you tweeters who influence you and also who you influence. It measures the amplification of your message and the depth to which your brand and content is being shared online. It recently even incorporated Facebook into the measurement. Remember social media is not just about numbers. The key is to have a loyal following who is engaged with you. You want a tribe that loves your content, loves you and at the end of the day takes action! Action = social currency!
13. Read their blogs. This one is also simple. Read other people’s blogs. Not rocket science. Read them with a goal to learn and understand. Not just scan them to cross this item off a list.
14. Read the comments they leave on other blogs. This is another great way to see how they engage with others. What comments are they leaving for others? Are they leaving as thoughtful comments on your blog? If not, why? Why are they engaging on other blogs? What is different than yours?
15. Encourage them to share and comment on your blog. Invite people to comment. I include an invitation at the end of every blog post for people to comment. Don’t be afraid of comments and opinions that differ from yours. When people start to listen to what you have to say you will hear differing opinions. Opinions are good. You should welcome them. You can also include WordPress plug-ins that encourage engagement via comments. I include a recent comments plug-in on the side bar of all of our blogs and websites.
16. Set you favorite social friends comments to be automatically approved. This is a great way to encourage commenting and engagement. There are a few people who comment on our blog regularly. I set their comments to be automatically approved. That way they don’t have to wait for any approval. They simply are live the minute they hit submit.
17. Engage them on your Facebook page. Ask questions. Share content. Encourage them to share their urls, Facebook Fan pages, information about what they do and how they can help your audience. Include polls, trivia and simple questions to get them to engage! Be inspiring, real and have fun! Chances are if you only speak in business speak you will get little to no engagement.
18. Start a group on Facebook. Facebook just launched a new group feature. Start a group around your business or one of your favorite topics. Invite people you would like to know better in combination with people you already do.
19. Start a group on LinkedIn. I love LinkedIn groups. Start a group around your business or favorite topic. Similar to Facebook encourage others to engage. Ask questions. Ask people to introduce themselves. Make it a place for sharing of self and business.
20. Start a question and answer session on LinkedIn. This is last on this list but one of my favorites! Asking questions on LinkedIn is a great way to get to know your following in a deep way. You can learn what they are thinking about a certain topic you are struggling with. It’s a great tool to meet new people with common interests as well. I have met many great social friends from LinkedIn Q&A sessions. If you haven’t checked it out, do it!
About the Author @PamMktgNut Half marketing, half geek, social media addict, CEO and Founder of FruitZoom, Inc., entrepreneur, speaker, trainer, coach. Lover of strategy, ROI, Brand, God, Family, Friends, Beach & Life! 15+ years of experience helping small startups to Fortune 100 companies, budgets teeny tiny to big in both B2B and B2C markets build brand awareness, grow new markets, develop communities and master ROI across all mediums! Industries of expertise include high technology, non-profit & fundraising, green eco-friendly, enterprise data storage, professional services and storage management, real estate and home building, natural lighting, database analytics & modeling, online marketing, as well as web 2.0 ecommerce for online retailers.
Original Article
Wednesday, October 20, 2010
5 Questions About Personal Branding
By Kimberly Palmer
Dan Schawbel is a master of personal branding: He runs a popular website on the topic and just released a new edition of Me 2.0: 4 Steps to Building Your Future. He says almost everyone can use his branding techniques to improve their careers and boost their earning power. I recently spoke with Schawbel about his ideas and advice. Excerpts:
How did you first start to realize the importance of personal branding?
I realized the true power of personal branding when I became my own case study. It took me eight months, meeting fifteen people, and getting rejected twice to get my first job out of college at a Fortune 200 tech company. Then, after several months working full-time, I established personalbrandingblog.com, as well as Personal Branding Magazine. I also published articles in the media, started an online TV series called Personal Branding TV, and launched the Personal Brand Awards.
Fast Company wrote about my six-month personal branding journey, and my company hired me internally to be the first social media specialist back in 2007. This title is fairly common in both large enterprises and small firms now. Instead of going through a rigorous interview process, I was being recruited for a job I got to co-create based on my hobby outside of work. My personal brand communicated my expertise and passion to my employer indirectly through a single press article. From that moment on, I was convinced that other people could replicate what I had done for myself and I wrote a book proposal for Me 2.0: 4 Steps to Building Your Future.
What exactly is personal branding?
Personal branding is the process by which you identify what makes you special, and then communicate that to the world. Your brand is a celebration of who you are, what unique promise of value you can deliver to your employer or clients, and your personality. Everyone in the world has a personal brand, from Oprah to a random doctor in New York City.
Personal branding forces us to take a hard look at ourselves and decide how we want to be positioned in the marketplace and what we want to be known for. You can’t be everything to everyone, which means that you need to have a focused approach so you target a specific audience that would be interested in your services. As a brand, you should have a platform by which you connect with your audience, such as a blog, or a TV program. This way, you can let your audience know you exist and what purpose you serve in their lives.
What’s the single most important thing people wanting to establish their brand need to do?
You need to brand yourself for the career you want, not the job you have. Your entire branding strategy needs to be focused on your long-term aspirations. This way, you will only attract the opportunities that you’re interested in, and filter the rest out. By commanding your online presence, using keywords, a tag line, written content, and a professional picture of yourself, you can tell the world how you want to be judged and what you’re looking for. I’ve never bought into the “law of attraction,” but the internet has allowed us to use our online presence as a magnet to pull the right people in and repel the wrong people.
Are there common mistakes people make?
People make a lot of mistakes when it comes to personal branding, namely because they want overnight results. Too many rely on Twitter as a branding platform, yet it is increasingly becoming ineffective, since 71 percent of Twitter posts are ignored. One tweet isn’t going to make you famous, or get you a job either. I see a lot of people who over-promote because they don’t understand the most important principle of relationships: providing value before asking for anything in return. I also see a lot of people who spam blog comments, and who are careless about their online profiles. You wouldn’t believe the amount of people who don’t even fill out their entire LinkedIn profile.
Does everyone need to think about personal branding, or only those in certain types of professions?
Everyone in the world needs to think about personal branding, from the gardener to the senator. There are certain professions that need to be more concerned about branding, such as real estate agents, politicians, doctors, lawyers, and others in the service industry, where they are selling themselves before any product. Everyone already has a brand, but few people take the time to unlock their unique abilities, and even fewer put their face online for the world to judge.
Everyone is capable of doing great things, but you need to put in the effort in order to be a successful long-term brand that people remember and care about. An unexpected profession where personal branding is important: plumbers. If a plumber comes over and is friendly to you or stays for an extra fifteen minutes without charging you, you will tell your friends about them and they will build their brand and business.
Kimberly Palmer is author of the new book Generation Earn: The Young Professional’s Guide to Spending, Investing, and Giving Back (Ten Speed Press).
Original Article
Dan Schawbel is a master of personal branding: He runs a popular website on the topic and just released a new edition of Me 2.0: 4 Steps to Building Your Future. He says almost everyone can use his branding techniques to improve their careers and boost their earning power. I recently spoke with Schawbel about his ideas and advice. Excerpts:
How did you first start to realize the importance of personal branding?
I realized the true power of personal branding when I became my own case study. It took me eight months, meeting fifteen people, and getting rejected twice to get my first job out of college at a Fortune 200 tech company. Then, after several months working full-time, I established personalbrandingblog.com, as well as Personal Branding Magazine. I also published articles in the media, started an online TV series called Personal Branding TV, and launched the Personal Brand Awards.
Fast Company wrote about my six-month personal branding journey, and my company hired me internally to be the first social media specialist back in 2007. This title is fairly common in both large enterprises and small firms now. Instead of going through a rigorous interview process, I was being recruited for a job I got to co-create based on my hobby outside of work. My personal brand communicated my expertise and passion to my employer indirectly through a single press article. From that moment on, I was convinced that other people could replicate what I had done for myself and I wrote a book proposal for Me 2.0: 4 Steps to Building Your Future.
What exactly is personal branding?
Personal branding is the process by which you identify what makes you special, and then communicate that to the world. Your brand is a celebration of who you are, what unique promise of value you can deliver to your employer or clients, and your personality. Everyone in the world has a personal brand, from Oprah to a random doctor in New York City.
Personal branding forces us to take a hard look at ourselves and decide how we want to be positioned in the marketplace and what we want to be known for. You can’t be everything to everyone, which means that you need to have a focused approach so you target a specific audience that would be interested in your services. As a brand, you should have a platform by which you connect with your audience, such as a blog, or a TV program. This way, you can let your audience know you exist and what purpose you serve in their lives.
What’s the single most important thing people wanting to establish their brand need to do?
You need to brand yourself for the career you want, not the job you have. Your entire branding strategy needs to be focused on your long-term aspirations. This way, you will only attract the opportunities that you’re interested in, and filter the rest out. By commanding your online presence, using keywords, a tag line, written content, and a professional picture of yourself, you can tell the world how you want to be judged and what you’re looking for. I’ve never bought into the “law of attraction,” but the internet has allowed us to use our online presence as a magnet to pull the right people in and repel the wrong people.
Are there common mistakes people make?
People make a lot of mistakes when it comes to personal branding, namely because they want overnight results. Too many rely on Twitter as a branding platform, yet it is increasingly becoming ineffective, since 71 percent of Twitter posts are ignored. One tweet isn’t going to make you famous, or get you a job either. I see a lot of people who over-promote because they don’t understand the most important principle of relationships: providing value before asking for anything in return. I also see a lot of people who spam blog comments, and who are careless about their online profiles. You wouldn’t believe the amount of people who don’t even fill out their entire LinkedIn profile.
Does everyone need to think about personal branding, or only those in certain types of professions?
Everyone in the world needs to think about personal branding, from the gardener to the senator. There are certain professions that need to be more concerned about branding, such as real estate agents, politicians, doctors, lawyers, and others in the service industry, where they are selling themselves before any product. Everyone already has a brand, but few people take the time to unlock their unique abilities, and even fewer put their face online for the world to judge.
Everyone is capable of doing great things, but you need to put in the effort in order to be a successful long-term brand that people remember and care about. An unexpected profession where personal branding is important: plumbers. If a plumber comes over and is friendly to you or stays for an extra fifteen minutes without charging you, you will tell your friends about them and they will build their brand and business.
Kimberly Palmer is author of the new book Generation Earn: The Young Professional’s Guide to Spending, Investing, and Giving Back (Ten Speed Press).
Original Article
Tuesday, October 19, 2010
Monday, October 18, 2010
Thursday, October 14, 2010
Career Planning: What Can You Learn from Coca-Cola and Melinda Gates?
At the heart of your responsible career planning is your desire to bring your values to work. How can you use your skills to advance a cause you believe in? While watching Melinda Gates' TED Talk on what can international development learn from Coca-Cola, I realized that her insights are not only applicable to international development organizations, but also to anyone's responsible career planning strategy. Indeed, on the job market, you are the product. As a job seeker, you need to learn how you can best leverage your values and skills so that you can be as visible and desirable as possible to employers whose missions align with your values. In short, how can you become as desirable as a Coke product on your job market of interest?
In her TED Talk, Ms. Gates reflects upon what nonprofits and government can learn from Coca-Cola in terms of accelerating the pace of international development. Coca-Cola has been incredibly effective at penetrating very remote markets. Coca-Cola has been very creative in leveraging channels that enabled their products to reach consumers in areas with very little infrastructure. People in these areas are living in dire poverty and yet they are buying Coke products. How did Coca-Cola achieve this, especially given that Coca-Cola produces soda, one of the most unhealthy products available on the market? Of course, as many major companies, Coca-Cola is not a model company when it comes to Human Rights or Clean Water Access. As a responsible professional, spending a little bit of time understanding how Coca-Cola achieved such success might help you refine your career planning strategy and build your responsible career path. To build a responsible career that successfully blends financial return with social impact and environmental responsibility, compare and contrast your approach to the following three ingredients that have contributed to Coca-Cola's distribution success:
A solid analysis with new data immediately used to refine the product offering - Coca-Cola has developed an extensive system that enables them to track consumer behaviors dynamically. If there is a decrease in sales in an area, they are able to quickly identify the factors playing a role in that decrease and build strategies and tactics to address that decrease. Similarly, your career planning strategy starts by being able to reflect upon and clearly articulate who you are, what is important to you, and what skills do you want to bring to market. Every new project at work, volunteer activity, book or course will enable you to further refine your understanding of which skills and values you want to bring to work. By continuously reflecting and refining your elevator pitch and LinkedIn profile, you will be able to not only develop a more targeted career planning strategy to compete for opportunities, you will also attract contacts and opportunities that best align with your values and skills.
A strategy that taps into local entrepreneurial talent - Coca-Cola has developed an extensive array of micro-distribution centers. These centers are generally formed of individuals on the ground that find creative ways to distribute the product in remote areas using local transportation channels that best adapt with the local geography and infrastructure. Coca-Cola provides them with funding to make this happen and in return, Coca-Cola gets increased visibility in a largely untapped market. As a responsible professional, what have you done to identify untapped opportunities to create social, environmental and economic value in your current job? Have you been connecting with like-minded professionals in and beyond your current organization to share ideas and resources? These small steps to creatively develop your network and your entrepreneurial brand will help you become more visible and desirable as a responsible professional.
A marketing campaign that is inspirational and uplifting - Coca-Cola has a brilliant slogan: 'Open Happiness', which is appealing and uplifting to everyone, no matter where they are or how poor they are. What is your brand and your marketing campaign as a responsible professional? Simply put, your brand can be defined as 'what people say about you after you leave the room'. You might consider creating a short anonymous survey with questions that previous and present colleagues, as well as current and past supervisors can complete online to gain more insights into your current brand. What can you do so that you are sure that your brand revolves around terms such as 'problem solver', 'open to new challenges', 'positive energy', 'constructive approach', or 'can do attitude'? The more you can emerge as a positive individual that does his/her best to help others find solutions to their current projects or challenges, the more you will attract your next opportunity.
In sum, Coca-Cola has succeeded based on a strong culture of continuous data-driven self-improvement process, combined with innovative distribution channels and an inspirational brand. What can you do today so that your career planning strategy will combine a strong self-knowledge and awareness of your preferences, a wide and supportive network, as well as a positive attitude to establish yourself as a valuable contributor to get business done better?
Original Article
In her TED Talk, Ms. Gates reflects upon what nonprofits and government can learn from Coca-Cola in terms of accelerating the pace of international development. Coca-Cola has been incredibly effective at penetrating very remote markets. Coca-Cola has been very creative in leveraging channels that enabled their products to reach consumers in areas with very little infrastructure. People in these areas are living in dire poverty and yet they are buying Coke products. How did Coca-Cola achieve this, especially given that Coca-Cola produces soda, one of the most unhealthy products available on the market? Of course, as many major companies, Coca-Cola is not a model company when it comes to Human Rights or Clean Water Access. As a responsible professional, spending a little bit of time understanding how Coca-Cola achieved such success might help you refine your career planning strategy and build your responsible career path. To build a responsible career that successfully blends financial return with social impact and environmental responsibility, compare and contrast your approach to the following three ingredients that have contributed to Coca-Cola's distribution success:
A solid analysis with new data immediately used to refine the product offering - Coca-Cola has developed an extensive system that enables them to track consumer behaviors dynamically. If there is a decrease in sales in an area, they are able to quickly identify the factors playing a role in that decrease and build strategies and tactics to address that decrease. Similarly, your career planning strategy starts by being able to reflect upon and clearly articulate who you are, what is important to you, and what skills do you want to bring to market. Every new project at work, volunteer activity, book or course will enable you to further refine your understanding of which skills and values you want to bring to work. By continuously reflecting and refining your elevator pitch and LinkedIn profile, you will be able to not only develop a more targeted career planning strategy to compete for opportunities, you will also attract contacts and opportunities that best align with your values and skills.
A strategy that taps into local entrepreneurial talent - Coca-Cola has developed an extensive array of micro-distribution centers. These centers are generally formed of individuals on the ground that find creative ways to distribute the product in remote areas using local transportation channels that best adapt with the local geography and infrastructure. Coca-Cola provides them with funding to make this happen and in return, Coca-Cola gets increased visibility in a largely untapped market. As a responsible professional, what have you done to identify untapped opportunities to create social, environmental and economic value in your current job? Have you been connecting with like-minded professionals in and beyond your current organization to share ideas and resources? These small steps to creatively develop your network and your entrepreneurial brand will help you become more visible and desirable as a responsible professional.
A marketing campaign that is inspirational and uplifting - Coca-Cola has a brilliant slogan: 'Open Happiness', which is appealing and uplifting to everyone, no matter where they are or how poor they are. What is your brand and your marketing campaign as a responsible professional? Simply put, your brand can be defined as 'what people say about you after you leave the room'. You might consider creating a short anonymous survey with questions that previous and present colleagues, as well as current and past supervisors can complete online to gain more insights into your current brand. What can you do so that you are sure that your brand revolves around terms such as 'problem solver', 'open to new challenges', 'positive energy', 'constructive approach', or 'can do attitude'? The more you can emerge as a positive individual that does his/her best to help others find solutions to their current projects or challenges, the more you will attract your next opportunity.
In sum, Coca-Cola has succeeded based on a strong culture of continuous data-driven self-improvement process, combined with innovative distribution channels and an inspirational brand. What can you do today so that your career planning strategy will combine a strong self-knowledge and awareness of your preferences, a wide and supportive network, as well as a positive attitude to establish yourself as a valuable contributor to get business done better?
Original Article
Wednesday, October 13, 2010
Demystifying the rules of networking
By Denise Kersten, USATODAY.com
If you've ever read a book on job-hunting, you've probably encountered a statistic that says 80-85% of job offers come through networking.
Personal contact, it seems, is essential to getting a new position.
But despite the numbers, many job-seekers remain in resume-overdrive, or try to click their way to a new career.
"Our culture tends to act as though we all naturally know how to network," says Donna Fisher, author of Professional Networking for Dummies.
For Josh Lewis and Justin Mink, both of northern Virginia, networking is second nature. Lewis used a connection he made during his senior year at Cornell University to land a position at the Environmental Protection Agency (EPA). Mink networked his way into a new telecommunications sales job that offered him a 40% pay raise.
But judging from the reader e-mails I've received on this topic, networking isn't always an innate ability.
Understanding these five fundamentals can make networking less intimidating:
1. Networking is not sales.
Lewis met his contact at the EPA during a one-week 'externship' while he was still in college. Afterwards, he not only sent a thank-you note to his mentor there, but continued checking in via e-mail every month or two.
Though graduation was nearing, Lewis never asked for a job. Instead, he broke the ice by asking how the man's children were doing on their sports teams, a detail he remembered from their conversations. Lewis kept up the correspondence for several months, often requesting advice on whether he should go to graduate school or enter the job market immediately after graduation.
According to Katherine Hansen, author of A Foot in the Door, Lewis took the right approach. Asking for advice both flatters your contacts and gets them thinking about your situation. "They're automatically invested in you," Hansen says.
For Lewis, it paid off. Though he never directly solicited job leads, his contact notified him as soon as there was an opening and encouraged him to apply. Lewis did, and got a job as an environmental engineer.
2. Networking is P.R.
Creating a positive buzz around yourself is critical in networking.
"Your job as a networker is to teach the people you know to trust your character and your competence. And that way they will be inclined to pass you along," says Anne Baber, author of Make Your Contacts Count.
Mink did this skillfully. He had already accepted a job offer when he interviewed with another company, hoping to learn more about the firm and its approach to the industry. The interview went well, but Mink still went to work for the company where he'd accepted an offer.
Mink checked in with his interviewer via e-mail every four or five months, and updated him on his recent accomplishments.
By sending a few messages, Mink accomplished two networking essentials: He established a strong reputation and stayed fresh in his contact's memory. "It really only takes a couple of minutes," Mink says.
Those minutes were well spent. When the interviewer took a high-ranking position at a start-up, he brought Mink with him — at a significantly higher salary.
3. Networking is not a spectator sport.
Face-to-face interactions make networking an effective job-search strategy. Unfortunately, they're also what make it so scary.
True, when you send a resume, you don't have to deal with potential rejection up front. But you won't get the results you could with some one-on-one networking.
"I think everybody knows where most of those resumes go," Fisher says. "But we pretend. We still want to do it that way because it just feels safe and comfortable."
But that's not going to get you a new job. Neither is simply meeting new people.
When you make a new acquaintance, have a clear focus in presenting yourself and requesting their help. Tell them what you're good at, what you like to do and what you're looking for — without scaring them off by asking for a job. Include concrete details that make you memorable, like an award you won or a problem you solved at work.
Most importantly, ask for more contacts. It's this 'second generation' of networking — two or more degrees of separation — where people make connections that lead to job offers, Baber says.
In informational interviews, aim to get three new names from each person you meet. If you succeed in building rapport and presenting yourself as an asset, they may offer to make a phone call or arrange an introduction on your behalf.
Most importantly, always show appreciation for the favors you receive.
"Anybody along the way that does the slightest bit of help should be thanked, preferably with a thank-you note," Hansen says.
4. Networking is not a one-way street.
Focusing on what you can get out of your colleagues is the fastest way to sabotage your networking initiative.
Instead, try to build an alliance — the business version of a friendship — based on shared interests. Consider not just your needs, but your colleagues' as well. Do you have any leads or contacts that would interest them?
You may also need to take a friendly stance with people you'd normally think of as 'the enemy.' Though professional organizations are by far the most effective source of networking contacts, people often view the other members as competition for jobs, rather than allies.
"Your next job is going to come from a competitor," Baber says. "So get to know them and collaborate, don't compete."
5. Networking requires patience. Start now.
Lewis and Mink were wise to begin networking well in advance of when they would need new jobs; their efforts took several months to yield offers.
Forming alliances is easier when you're not actively looking for a job. If you don't have an immediate need, focus on building mutually-beneficial relationships that will pay off down the pike.
Many people aren't aware of current openings at their company. But if you network successfully, they'll let you know when they learn of one and they may even do some extra digging for you. That way, you'll hear about the position before it hits the classified ads and you'll have an internal contact for advice and referrals.
Think of building your web of contacts as knitting a safety net. It's a time-intensive process that requires lots of maintenance. It can quickly save you if you fall, but if you're already out of work you've waited too long to start knitting.
Mink's firm was hit by the economic downturn and he's now out of work. But he has a strong network to fall back on — he's miles ahead of job seekers who haven't laid their groundwork.
If you do need a job right away and haven't launched a networking campaign, don't give up. Everyone has a built-in network of friends, family members, former co-workers and professors — even neighbors.
Begin working connections with people who are most invested in your success. It may take you longer than those who've been grooming their network for years, but it's never to late to start.
Tuesday, October 12, 2010
Green Job Search Tip of the Week: Making the Most of Career Fairs
Green Collar Blog is pleased to introduce a new feature "Green Job Search Tip of the Week." This feature is designed to provide job seekers with practical tips and suggestions for your job search.
This week's tip is "Making the Most of Career Fairs."
Background: With the growth in the green economy there are an increasing number of career fairs that focus exclusively on green jobs. These events generally have names such as "green job fair" or "environmental career fair." While a number of these events are produced by colleges and universities there are some that are open to the public. Green Collar Blog maintains a calendar of green job fairs and other events relevant to job seekers.
Below are 10 tips for job seekers who are planning to attend a job fair. These tips are also intended to be applicable to general interest job fairs as well as green-specific events.
This week's tip is "Making the Most of Career Fairs."
Background: With the growth in the green economy there are an increasing number of career fairs that focus exclusively on green jobs. These events generally have names such as "green job fair" or "environmental career fair." While a number of these events are produced by colleges and universities there are some that are open to the public. Green Collar Blog maintains a calendar of green job fairs and other events relevant to job seekers.
Below are 10 tips for job seekers who are planning to attend a job fair. These tips are also intended to be applicable to general interest job fairs as well as green-specific events.
- Prepare. Preparation is the most important step to get the most out of a career fair. Before you attend the career fair, review the list of participating organizations and positions they are currently recruiting for (for an example, see this post). Based on this information, prepare a list of the organizations at the fair that you want to speak with. You can then research these organizations in advance of the event and come prepared with questions to ask and talking points for how you'd be a good fit for their current opportunities.
- Make your first impression a good one. One way to think about pairticpating in a career fair is that it is your initial interview with an organization. As such, you should take steps to make your first impression a positive one. Such steps include dressing appropriately and smiling.
- Bring your resume. While not every organization you speak with at a career fair will be accepting paper resumes, some will, so plan to bring some copies.
- Don't come too early or too late. When planning your schedule for attending a career fair, don't arrive too early (some employers may be late and will not have arrived) and don't arrive too late (some employers may leave before the official end of the program or may be tired by the end of the fair).
- Step up to the table. In many instances, employers will not solicit job seekers as they are walking past various tables and booths. Instead, you should approach the table or booth and introduce yourself to the employer representative.
- Listen. When you stop by an employer's table the employer representative may already be speaking with career fair participants. If you listen while you are waiting, you may learn information that could be helpful for when it is your turn to speak to the representative (see next tip).
- Have questions, answers, and icebreakers. Once you step up to the table you may want to have a couple of questions ready as icebreakers such as: "How has the day been going?" or "What types of jobs do you have available?" You should also come prepared with answers to questions you may be asked such as "What brought you to today's event?" or "What types of jobs are you looking for?" Where possible, highlight relevant aspects of your background or qualifications (for example, if an employer mentions that they are looking for a solar sales representative, you could mention your prior sales experience).
- Obtain follow-up information. If you are interested in following up with the employer, be sure to obtain contact information for the employer represenative you are speaking with (and anyone else that the representative indicates you should follow-up with) before you leave the employer's table.
- Follow-up. After the event, send a thank-you e-mail or conduct other follow-up as appropriate based on the information you obtained.
- Relax. Career fairs can be stressful for some people, but keep in mind that these events are designed to bring job seekers and employers together. Employers attend these events to meet potential candidates, so they generally will be happy to speak with you. Hopefully the tips listed above will help you relax and make the most of the event. Good luck!
Friday, October 8, 2010
How to Make Your Job Search More Like a Job
Whether you're on salary or on the hunt, you need to manage your time and energy. Approach the latter with the same focused structure you'd give the former.
By Debra Donston-Miller
You've probably heard it said: A job search is a job in itself. But are you treating it like one?
When you're working in a traditional environment, your day might look something like this: You wake up with an alarm at a regular hour. After some coffee, you shower, don a professional-looking outfit and head out, timing your commute so you can start your day at 9 a.m. sharp. While at the office you have a regular routine, punctuated by collaboration with colleagues, phone calls, e-mails and the like — all in the name of meeting specific goals. At the end of the day, you turn off your computer, shut off your light, and head home to relax and spend time with friends and family. The next day, you do it all over again.
Not everyone's job looks like this, and not every workday looks like another, but experts who spoke with TheLadders said your job search should look an awful lot like the aforementioned scenario.
One of the most important things to do is also one of the most basic: Get up, get dressed and get going early. Starting your day with purpose is key to ensuring that the day will be productive.
"First thing, and I'm not trying to be funny, is get dressed," said Bruce Hurwitz, president and CEO of Hurwitz Strategic Staffing, an executive recruiting agency. "Granted, you're not going to an office, but the desk where your computer is, is now your office. You've got to feel professional, so get dressed. You can't do it in your PJs — it won't work."
Also important is dedicating space to your job search and optimizing that space for the task at hand.
In addition, goals and objectives are just as important in the job search as they are on the job.
For example, Karla Porter, director of workforce development and HR for the Greater Wilkes-Barre, Pa., Chamber of Business and Industry, recommends setting goals for the number of phone calls you will make and the number of resumes you will send out each day.
And, just as you would be accountable to a manager for what you accomplish in the workplace, you need to be accountable to yourself for what you accomplish during your job search.
Hurwitz recommends keeping a searchable log of all of your job-search activities: contacts with whom you spoke, which resumes you have sent out, what follow-up you have done, what cold calls you have made. Such a log will help in very pragmatic ways, such as avoiding duplication, but it will also help you spot trends and opportunities — kind of a customer relationship management (CRM) system where you are the customer.
While experts agree that applying workplace principles to the job search makes the process more productive, they say that 40 hours a week is too much to dedicate to scouring the Web, polishing your resume and making follow-up calls.
"What used to take 40 hours can now be accomplished in 20," Porter said. "Being unemployed is stressful enough, and it's overkill to spend 8 hours a day dwelling on it."
Porter recommends using some of the "other 20 hours" a week volunteering or focused on some other pursuit. In addition to the good you do for yourself by doing for others, volunteering can lead to networking and job leads, she said. Hurwitz advises job searchers to use part of their day keeping current by reading industry journals, taking classes and searching for relevant news articles and blogs.
In the end, say experts, whether your week is filled with work or with looking for work, it's important to do one thing: Take the weekend off.
When you're working in a traditional environment, your day might look something like this: You wake up with an alarm at a regular hour. After some coffee, you shower, don a professional-looking outfit and head out, timing your commute so you can start your day at 9 a.m. sharp. While at the office you have a regular routine, punctuated by collaboration with colleagues, phone calls, e-mails and the like — all in the name of meeting specific goals. At the end of the day, you turn off your computer, shut off your light, and head home to relax and spend time with friends and family. The next day, you do it all over again.
Not everyone's job looks like this, and not every workday looks like another, but experts who spoke with TheLadders said your job search should look an awful lot like the aforementioned scenario.
One of the most important things to do is also one of the most basic: Get up, get dressed and get going early. Starting your day with purpose is key to ensuring that the day will be productive.
"First thing, and I'm not trying to be funny, is get dressed," said Bruce Hurwitz, president and CEO of Hurwitz Strategic Staffing, an executive recruiting agency. "Granted, you're not going to an office, but the desk where your computer is, is now your office. You've got to feel professional, so get dressed. You can't do it in your PJs — it won't work."
Also important is dedicating space to your job search and optimizing that space for the task at hand.
In addition, goals and objectives are just as important in the job search as they are on the job.
For example, Karla Porter, director of workforce development and HR for the Greater Wilkes-Barre, Pa., Chamber of Business and Industry, recommends setting goals for the number of phone calls you will make and the number of resumes you will send out each day.
And, just as you would be accountable to a manager for what you accomplish in the workplace, you need to be accountable to yourself for what you accomplish during your job search.
Hurwitz recommends keeping a searchable log of all of your job-search activities: contacts with whom you spoke, which resumes you have sent out, what follow-up you have done, what cold calls you have made. Such a log will help in very pragmatic ways, such as avoiding duplication, but it will also help you spot trends and opportunities — kind of a customer relationship management (CRM) system where you are the customer.
The 20-hour work week
Career experts also note the importance of establishing set hours for your job search, both to make the process more effective and to maintain a healthy mindset. By not explicitly "shutting it off," your life can easily become consumed by the quest for work.While experts agree that applying workplace principles to the job search makes the process more productive, they say that 40 hours a week is too much to dedicate to scouring the Web, polishing your resume and making follow-up calls.
"What used to take 40 hours can now be accomplished in 20," Porter said. "Being unemployed is stressful enough, and it's overkill to spend 8 hours a day dwelling on it."
Porter recommends using some of the "other 20 hours" a week volunteering or focused on some other pursuit. In addition to the good you do for yourself by doing for others, volunteering can lead to networking and job leads, she said. Hurwitz advises job searchers to use part of their day keeping current by reading industry journals, taking classes and searching for relevant news articles and blogs.
In the end, say experts, whether your week is filled with work or with looking for work, it's important to do one thing: Take the weekend off.
Thursday, October 7, 2010
Want a Job? Use a Job Developer’s Techniques
By CAREEREALISM-Approved Expert, Melissa C. Martin
A colleague of mine passed on information on how he lands jobs for clients. (And dare I say these clients have barriers the competitive workforce may not have). “D’s” title is ”Job Developer,” which means he meets employers regularly, nurtures his network of contacts and then matches available jobs to assist clients. This last point about networking is a moot point for your job search.
Ironically, employment specialists do not always practice what they preach; some confess they do neither network actively, nor nurture their existing contacts. This is imperative, no matter if you are unemployed or not. Research indicates you stand an 80% chance of landing your next job from someone you have met or contacted. Those are formidable odds. And something should be said about the so-called “weak links,” which are people who appear to be irrelevant to your job search.
Once, when I was laid off by surprise, I immediately turned to my circle of contacts, and fortunately, I received two job offers in a week and ultimately accepted a satisfying position.
Just as job developers aim to attract employers to assist their clients, job seekers need to attract employers to demonstrate their value. Enter the “exchange theory.” This theory, is designed to build a bridge between a need and a solution. In short, you give something and you get something. How does this help you as a job seeker? Read on…
Employers, on the whole, are motivated by 2 factors: their needs must be addressed. For example, improve customer service, boost productivity levels or reduce costs. Secondly, employers must perceive value in hiring you. Translation? Each party in the “exchange” must perceive the benefits of hiring must outweigh the employer’s costs. For example, convince the employer that you can help him/her with a high turnover (hiring is expensive) or being a reliable employee.
The other technique job developers use is related to the market theory. What’s the gist of the market theory if you are unemployed? Features and benefits. In other words, if you are preparing yourself for an upcoming interview, what would you identify as your “features?” Perhaps your unique talents or credentials? Your new blog that held sway with those in your chosen field? Bilingualism? Diverse experience? Now think about what benefits you can present in an interview? Perhaps stellar performance ratings? Be prepared to incorporate the exchange and market theories into your active job search. Obviously, it works for job developers to create employment. Why wouldn’t it work to propel your job search? You don’t have to be a marketing specialist to embrace these techniques.
Incidentally, my colleague asked me to assist him with short-term placements. I “hit the streets” and espoused the exchange theory for the benefit of those disadvantaged clients. It worked! I landed job placements for him, using the principles of job development. You can too!
Speak to the employer’s values and goals. Assure the employer that by hiring YOU, the company will enjoy short-term and long-term benefits.
Original Careerealism Article
Wednesday, October 6, 2010
The tricks to recruiting top talent
VIRGINIA GALT
When Jonathan Lister left his position as country manager at Google Canada to establish LinkedIn's first Canadian office, it wasn't because LinkedIn came up with some sort of killer offer.
What excited Mr. Lister was the chance to play a transformative role in LinkedIn's growth as it attempts to dramatically change the recruitment industry.
“We are going through this period of great revolution that's been driven by the Internet and by digital media. The chance to be a part of that, that's what it's all about,” Mr. Lister said from his uptown Toronto office, which will house 10 employees by the end of this year, double that next year.
The chance to make these kind of game-changing difference is what matters most to rising stars when they consider new opportunities, executive recruiters say. It matters more than money – although money is important – and more than big titles.
So when it comes to the art of the pitch, it has to be customized – and subtle.
Mr. Lister was at Google – a place cited by “best employer” lists as the to-die-for workplace – and not at all looking for another opportunity when he got an inquiry from LinkedIn, the world's predominant online professional networking site: Did he know anyone who might be interested in expanding LinkedIn's presence in Canada?
Mr. Lister provided a few names, but Arvind Rajan, vice-president of international operations for LinkedIn, gently persisted. “The more I learned about what LinkedIn was trying to do in Canada, the more excited I got,” said Mr. Lister, who assumed his new role in June.
Small- to mid-sized businesses with dynamic and intelligent ownership hold enormous appeal to some senior executives in large companies, said Tom Long, a Toronto-based executive recruiter with Russell Reynolds Associates. These candidates feel stifled by the bureaucracy or by the realization that they will never be chief executive officer no matter how talented they are, how smart they are, or how much time they put in at the expense of family.
“Typically, these [small and mid-sized enterprises] are higher-growth environments where you are going to see not just incremental change at the top and bottom lines, but you are going to see very significant change,” Mr. Long said.
And typically, part of the pitch is an equity stake, on the assumption that the star recruit will play a pivotal role in building the business, Mr. Long said. “They want the opportunity to really ride up on the increase in the value.”
However, one offer doesn't fit all, and with high performers in particular, the sizing-up process is very much a two-way street, added Katie Dolgin, founder of Toronto-based digital recruitment agency Dolgin Search Group Inc. The initial approach should be discreet and exploratory, because the sought-after “A-player” candidates are employed elsewhere, doing well and not cruising the job boards, she said.
Both Mr. Long and Ms. Dolgin said it is crucial to ascertain what motivates these candidates before making any pitches.
Ms. Dolgin specializes in recruiting rising stars. For them, she said, key drivers are challenging work, the opportunity to make a difference, professional development, flexibility and autonomy. Commissioned last year by online classified site Kijiji to recruit an Internet marketing manager, she found 27-year-old Bruno Roldan, a highly regarded up-and-comer at a marketing agency.
“I was doing well, but I didn't feel I was really making a difference to the bottom line of the business I was working with,” Mr. Roldan said in an interview. “This, to me, was the No. 1 thing.”
Mr. Roldan said he has far more scope in his new job, as well as more professional development opportunities – since joining Kijiji in January, he has been to Amsterdam for a course and to London for an Internet marketing conference. And then there's the fun factor – free lunches and foosball matches every Friday.
“We have a fully stocked kitchen. I always joke that had they told me that, I would have taken this offer without hesitation,” he said. “I didn't need to know about anything else.”
For younger employees especially, workplace culture matters, said Ms. Dolgin. “It's their home away from home.”
Stock options are an attractive part of the package as well, Mr. Roldan said.
Employment lawyer Stewart Saxe, a Toronto-based partner with Baker & McKenzie, said small and mid-sized business owners in particular should consider offering a piece of the action to prospective recruits – especially if they cannot compete with the salaries paid by large corporations.
“It may well appeal to exactly the person you want – a young, dynamic go-getter who is prepared to put some of their skin in the game in order to get a good return.” Mr. Saxe said.
Top desires of a job seeker
Money: “Most of us who deal with this have a rule of thumb that you have to give at least a 10-per-cent increase to move anybody,” says Toronto employment lawyer Stewart Saxe of Baker & McKenzie.
An equity stake: “The real upside is in the equity participation if you are at a senior enough level,” said executive recruiter Tom Long of Russell Reynolds Associates. “What they are looking for is the opportunity to participate … and have a home run.”
Work-life balance: “Three weeks of vacation is now pretty standard. In addition, some shops close between Christmas and New Years, and a lot of firms are also giving five personal days as floaters,” said Katie Dolgin of Toronto-based Dolgin Search Group. “Flexibility, being able to work from home occasionally if they have a sick child, is important.”
A safety net: This is particularly important for executives who leave big jobs for smaller, younger enterprises, recruiters say. Many candidates will insist on severance clauses to protect themselves if things go south.
Original Article
When Jonathan Lister left his position as country manager at Google Canada to establish LinkedIn's first Canadian office, it wasn't because LinkedIn came up with some sort of killer offer.
What excited Mr. Lister was the chance to play a transformative role in LinkedIn's growth as it attempts to dramatically change the recruitment industry.
“We are going through this period of great revolution that's been driven by the Internet and by digital media. The chance to be a part of that, that's what it's all about,” Mr. Lister said from his uptown Toronto office, which will house 10 employees by the end of this year, double that next year.
The chance to make these kind of game-changing difference is what matters most to rising stars when they consider new opportunities, executive recruiters say. It matters more than money – although money is important – and more than big titles.
So when it comes to the art of the pitch, it has to be customized – and subtle.
Mr. Lister was at Google – a place cited by “best employer” lists as the to-die-for workplace – and not at all looking for another opportunity when he got an inquiry from LinkedIn, the world's predominant online professional networking site: Did he know anyone who might be interested in expanding LinkedIn's presence in Canada?
Mr. Lister provided a few names, but Arvind Rajan, vice-president of international operations for LinkedIn, gently persisted. “The more I learned about what LinkedIn was trying to do in Canada, the more excited I got,” said Mr. Lister, who assumed his new role in June.
Small- to mid-sized businesses with dynamic and intelligent ownership hold enormous appeal to some senior executives in large companies, said Tom Long, a Toronto-based executive recruiter with Russell Reynolds Associates. These candidates feel stifled by the bureaucracy or by the realization that they will never be chief executive officer no matter how talented they are, how smart they are, or how much time they put in at the expense of family.
“Typically, these [small and mid-sized enterprises] are higher-growth environments where you are going to see not just incremental change at the top and bottom lines, but you are going to see very significant change,” Mr. Long said.
And typically, part of the pitch is an equity stake, on the assumption that the star recruit will play a pivotal role in building the business, Mr. Long said. “They want the opportunity to really ride up on the increase in the value.”
However, one offer doesn't fit all, and with high performers in particular, the sizing-up process is very much a two-way street, added Katie Dolgin, founder of Toronto-based digital recruitment agency Dolgin Search Group Inc. The initial approach should be discreet and exploratory, because the sought-after “A-player” candidates are employed elsewhere, doing well and not cruising the job boards, she said.
Both Mr. Long and Ms. Dolgin said it is crucial to ascertain what motivates these candidates before making any pitches.
Ms. Dolgin specializes in recruiting rising stars. For them, she said, key drivers are challenging work, the opportunity to make a difference, professional development, flexibility and autonomy. Commissioned last year by online classified site Kijiji to recruit an Internet marketing manager, she found 27-year-old Bruno Roldan, a highly regarded up-and-comer at a marketing agency.
“I was doing well, but I didn't feel I was really making a difference to the bottom line of the business I was working with,” Mr. Roldan said in an interview. “This, to me, was the No. 1 thing.”
Mr. Roldan said he has far more scope in his new job, as well as more professional development opportunities – since joining Kijiji in January, he has been to Amsterdam for a course and to London for an Internet marketing conference. And then there's the fun factor – free lunches and foosball matches every Friday.
“We have a fully stocked kitchen. I always joke that had they told me that, I would have taken this offer without hesitation,” he said. “I didn't need to know about anything else.”
For younger employees especially, workplace culture matters, said Ms. Dolgin. “It's their home away from home.”
Stock options are an attractive part of the package as well, Mr. Roldan said.
Employment lawyer Stewart Saxe, a Toronto-based partner with Baker & McKenzie, said small and mid-sized business owners in particular should consider offering a piece of the action to prospective recruits – especially if they cannot compete with the salaries paid by large corporations.
“It may well appeal to exactly the person you want – a young, dynamic go-getter who is prepared to put some of their skin in the game in order to get a good return.” Mr. Saxe said.
Top desires of a job seeker
Money: “Most of us who deal with this have a rule of thumb that you have to give at least a 10-per-cent increase to move anybody,” says Toronto employment lawyer Stewart Saxe of Baker & McKenzie.
An equity stake: “The real upside is in the equity participation if you are at a senior enough level,” said executive recruiter Tom Long of Russell Reynolds Associates. “What they are looking for is the opportunity to participate … and have a home run.”
Work-life balance: “Three weeks of vacation is now pretty standard. In addition, some shops close between Christmas and New Years, and a lot of firms are also giving five personal days as floaters,” said Katie Dolgin of Toronto-based Dolgin Search Group. “Flexibility, being able to work from home occasionally if they have a sick child, is important.”
A safety net: This is particularly important for executives who leave big jobs for smaller, younger enterprises, recruiters say. Many candidates will insist on severance clauses to protect themselves if things go south.
Original Article
Tuesday, October 5, 2010
Building Your Personal Brand With Social Media
The Internet has become an incredible resource for developing your career, networking, job searching and more. No longer are we only given the opportunity to show employers who we are through a one-page resume. In 2010, we can create our own website, blog, Facebook profile, LinkedIn profile and more.
We have the power to define our own brand promise and create new ways for business connections and hiring managers to find us every day.
This week, I had the opportunity to interview Dan Schawbel, author of the No. 1 international bestseller, Me 2.0, about personal branding as the second edition of his book prepares to hit stores. I was particularly interested in learning what Dan thinks about personal branding via social media as it applies to men vs. women in the business world. Keep reading to learn his insightful answer to that question and more.
Susan Gunelius: How is the new version of Me 2.0 different from your first, highly popular edition?
Dan Schawbel: Since the first edition of Me 2.0 came out in mid-2009, technology has changed rapidly, new research has become available, and there have been more case studies available. This edition has more advice and examples for older generations, who read this book out of curiosity and necessity because they are unhappy with their jobs, can’t get a job or are looking for support in dealing with new technology.
There’s also a new chapter on how to use social networks in your job search step-by-step, including Facebook, LinkedIn and Twitter. I see this chapter becoming extremely important to the millions of job seekers right now who are using traditional methods that are no longer relevant, including classified ads and job boards. There are also new recommended tools and resources, and more advice on Twitter and other networks that weren’t as popular in 2009.
How has online branding changed in the few short years since the first edition of Me 2.0 was released?
We’ve entered what I call “the age of resistance.” There is so much content online now, and so many advertisements, that it’s become harder to get noticed and to get your message out there. For instance, there are 2 billion tweets on Twitter each month (from Twitter’s CTO), and there are 500 million people on Facebook.
Personal branding is how you identify what makes you special, and then communicate that to the world. The advice in Me 2.0 has become more important because the internet is the global talent pool, and if you want to be in that pool, you need an online presence, and if you have an online presence, you need to manage it. There’s simply no way around it right now!
People need to be able to find you online if you want to attract new opportunities and have a successful career. Me 2.0 will walk you through the personal branding process: discover, create, communicate, and maintain. In the second edition, each step has more advice and tactics that you can use to become known for something, and achieve success.
How does branding influence entrepreneurship in 2010?
Aside from establishing your company’s identity, you need to create your own online presence as an entrepreneur. I recommend that entrepreneurs brand themselves as expert sources in something that relates to their company idea. For instance, if you own a bakery whose customers are students at a nearby college, then you’re the “bakery expert for students” and you can talk about what baked goods students purchase the most, and your favorite recipes. When entrepreneurs become experts, they are able to get media attention, and use those opportunities to promote their companies.
How can an individual monetize a personal brand?
Great question, especially since most people waste so much time on social networks these days. There are numerous ways to make money if you’re building your personal brand, including blog advertising, consulting, speaking, royalties on book sales, eBook sales, social network advertising, and endorsements, to name a few. You should be creative with your business model, and figure out a long-term monetization plan, because some of these strategies will only work when you have a significant follower base.
What are the biggest personal branding mistakes that you see being made, particularly in the online space?
One mistake that’s commonly made is creating an online presence but failing to monitor and manage it. By having your last blog post dated 2009, you’re showing employers that you’re not committed. When you establish your online profiles, there’s an expectation that you’re going to be delivered fresh content on a regular basis. It’s your promise to your audience. Another problem I see is when people over-promote themselves online, putting links within blog comments, or just using their Twitter profile as a promotional tool. This doesn’t work and actually makes you look bad.
How would you explain the importance of personal branding for career development to businesswomen vs. businessmen? What steps can businesswomen take to develop their brands and boost their careers in the male-dominated business world?
The same career and branding advice I give to men, I give to women. Everyone in the world needs their own website (yourname.com), existence on only the top three social networks (Facebook, LinkedIn, and Twitter), and enough time to dedicate to ensure each property is updated and relevant. The Internet puts everyone on the same playing field, and it’s up to you to decide how you want to be judged in and out of the workplace.
Figure out what your personal mission is, your long-term and short-term career goals, and what you truly want to be known for. Then base your personal brand around that, and use it to network with other people in your field. The possibilities are endless and the results are real.
We have the power to define our own brand promise and create new ways for business connections and hiring managers to find us every day.
This week, I had the opportunity to interview Dan Schawbel, author of the No. 1 international bestseller, Me 2.0, about personal branding as the second edition of his book prepares to hit stores. I was particularly interested in learning what Dan thinks about personal branding via social media as it applies to men vs. women in the business world. Keep reading to learn his insightful answer to that question and more.
Susan Gunelius: How is the new version of Me 2.0 different from your first, highly popular edition?
Dan Schawbel: Since the first edition of Me 2.0 came out in mid-2009, technology has changed rapidly, new research has become available, and there have been more case studies available. This edition has more advice and examples for older generations, who read this book out of curiosity and necessity because they are unhappy with their jobs, can’t get a job or are looking for support in dealing with new technology.
There’s also a new chapter on how to use social networks in your job search step-by-step, including Facebook, LinkedIn and Twitter. I see this chapter becoming extremely important to the millions of job seekers right now who are using traditional methods that are no longer relevant, including classified ads and job boards. There are also new recommended tools and resources, and more advice on Twitter and other networks that weren’t as popular in 2009.
How has online branding changed in the few short years since the first edition of Me 2.0 was released?
We’ve entered what I call “the age of resistance.” There is so much content online now, and so many advertisements, that it’s become harder to get noticed and to get your message out there. For instance, there are 2 billion tweets on Twitter each month (from Twitter’s CTO), and there are 500 million people on Facebook.
Personal branding is how you identify what makes you special, and then communicate that to the world. The advice in Me 2.0 has become more important because the internet is the global talent pool, and if you want to be in that pool, you need an online presence, and if you have an online presence, you need to manage it. There’s simply no way around it right now!
People need to be able to find you online if you want to attract new opportunities and have a successful career. Me 2.0 will walk you through the personal branding process: discover, create, communicate, and maintain. In the second edition, each step has more advice and tactics that you can use to become known for something, and achieve success.
How does branding influence entrepreneurship in 2010?
Aside from establishing your company’s identity, you need to create your own online presence as an entrepreneur. I recommend that entrepreneurs brand themselves as expert sources in something that relates to their company idea. For instance, if you own a bakery whose customers are students at a nearby college, then you’re the “bakery expert for students” and you can talk about what baked goods students purchase the most, and your favorite recipes. When entrepreneurs become experts, they are able to get media attention, and use those opportunities to promote their companies.
How can an individual monetize a personal brand?
Great question, especially since most people waste so much time on social networks these days. There are numerous ways to make money if you’re building your personal brand, including blog advertising, consulting, speaking, royalties on book sales, eBook sales, social network advertising, and endorsements, to name a few. You should be creative with your business model, and figure out a long-term monetization plan, because some of these strategies will only work when you have a significant follower base.
What are the biggest personal branding mistakes that you see being made, particularly in the online space?
One mistake that’s commonly made is creating an online presence but failing to monitor and manage it. By having your last blog post dated 2009, you’re showing employers that you’re not committed. When you establish your online profiles, there’s an expectation that you’re going to be delivered fresh content on a regular basis. It’s your promise to your audience. Another problem I see is when people over-promote themselves online, putting links within blog comments, or just using their Twitter profile as a promotional tool. This doesn’t work and actually makes you look bad.
How would you explain the importance of personal branding for career development to businesswomen vs. businessmen? What steps can businesswomen take to develop their brands and boost their careers in the male-dominated business world?
The same career and branding advice I give to men, I give to women. Everyone in the world needs their own website (yourname.com), existence on only the top three social networks (Facebook, LinkedIn, and Twitter), and enough time to dedicate to ensure each property is updated and relevant. The Internet puts everyone on the same playing field, and it’s up to you to decide how you want to be judged in and out of the workplace.
Figure out what your personal mission is, your long-term and short-term career goals, and what you truly want to be known for. Then base your personal brand around that, and use it to network with other people in your field. The possibilities are endless and the results are real.
About Dan Schawbel
Dan Schawbel is the author of the upcoming Me 2.0: 4 Steps to Building Your Future. He is known as a “personal branding guru” by The New York Times, and the Founder of Millennial Branding, LLC. Dan operates the syndicated and award winning Personal Branding Blog, and publishes Personal Branding Magazine. Recently, he was named to the Inc. Magazine 30 Under 30 list.
Dan Schawbel is the author of the upcoming Me 2.0: 4 Steps to Building Your Future. He is known as a “personal branding guru” by The New York Times, and the Founder of Millennial Branding, LLC. Dan operates the syndicated and award winning Personal Branding Blog, and publishes Personal Branding Magazine. Recently, he was named to the Inc. Magazine 30 Under 30 list.
Monday, October 4, 2010
Hang On to that Gold Star Reference
Over the course of your career, you're going to work with a lot of different people on a lot of different projects. Some of these projects will be forgettable. Others will prevail in your memory for years to come. Through all the mundane tasks and meetings, you'll eventually work on a project that goes swimmingly from start to finish. The project was fun, taught you new skills, and most importantly, had a positive effect on your company. Chances are that if everything went great, you probably got along very well with the person who managed that project. In my case, I worked on a redesign of an internal HR web site that came together perfectly over the course of several weeks. The HR manager Doug and I got along really well and he was thrilled with the result of the project. When I left the company, I asked if he would be a reference for me in the future and he was more than happy to agree. Since leaving the company, Doug has provided reference checks for me on multiple occasions. We last worked together 5 years ago.
Doug is my "gold star" reference and I truly appreciate the time he takes out of his busy schedule to speak to employers who want to learn more about me. In January of 2010 alone, he spoke with three separate companies on my behalf and each call lasted longer than 30 minutes. After getting off the phone with one of these companies, he gave me a call and told me that he spoke about my past work and my professional character like I was "the Kanye West of IT" (his words, not mine). In other words, he spoke very highly of me and as he put it, he had "the right answers" to every question they asked. It doesn't hurt that Doug has been in HR for over 25 years and knows how the process works. Aside from his professional qualifications, he's a funny guy and is a blast to be around.
Doug is my "gold star" reference and I truly appreciate the time he takes out of his busy schedule to speak to employers who want to learn more about me. In January of 2010 alone, he spoke with three separate companies on my behalf and each call lasted longer than 30 minutes. After getting off the phone with one of these companies, he gave me a call and told me that he spoke about my past work and my professional character like I was "the Kanye West of IT" (his words, not mine). In other words, he spoke very highly of me and as he put it, he had "the right answers" to every question they asked. It doesn't hurt that Doug has been in HR for over 25 years and knows how the process works. Aside from his professional qualifications, he's a funny guy and is a blast to be around.
If you've provided reference checks for people in the past, you always know when you're about to get a call from a company. If the job seeker is courteous enough to warn you ahead of time, you'll get an email from them out of the blue asking how you're doing and what you've been up to. Then they let the news drop. "Oh, and you might get a call from *Company X* for a reference check. I hope you don't mind! Thanks!" Relationships between a "referencer" and "referencee" are typically one-sided, with the person giving the references putting in way more than they get back from the job seeker. The person who provides reference checks for you usually agrees to do so because of a positive prior business relationship. As this project moves further and further into the past, just how long can you continue to use the same person as a reference? In my opinion, I think you should be able to use the same reference over and over again as long as you stay in touch with the person and periodically catch up on recent news. You should have other, more recent references anyway to give employers a look into your latest work.
As I mentioned in a previous article, visiting your past employers just for the sake of catching up is a great way to show your references that you aren't simply interested in their ability to make you sound like a superstar to potential employers. Your references should be people you respect and who respect you. These mutual business relationships are critical to job hunting, whether it's in regards to reference checks, job leads, or any other situation where "having a friend" in the business can benefit both of you.
Two or three years after the completion of the redesign project, Doug unexpectedly found himself out of work (This was back before the employment meltdown of the past few years). I couldn’t believe it upon hearing the news and I wanted to do something for him during this tough time. Little did I know that taking Doug to one lunch would leave such a lasting impression on him. When you’re going through a difficult situation, no gesture is too small to go unappreciated and I can tell that this one get-together meant way more to him than I thought it would. As I’ve found from his reference checks since then, he hasn’t forgotten about it.
Still, after all the time Doug spent on the phone with my potential employers in 2010 (at least two hours by my calculations), I wanted to do something nice for him. I sent him a nice note along with an Amazon gift card as a way of saying thanks. We hadn't had a chance to talk since I started my most recent job and I wanted to make sure he knew how appreciative I was. If you don't talk frequently, sending thank you notes to your gold star references after landing a job is a great way of showing that you aren't just ignoring them now that you got what you wanted.
As you progress in your career, you'll find that certain people will always be a part of your professional life, no matter how much of that time you spent as actual colleagues. Make a concerted effort to hang on to the contacts that really matter by investing more than an email or two every few years. Aside from great reference checks, you'll foster a professional relationship that could benefit both of you for years to come.
Guest Expert:
Chris Perugini is the author and creator of How To Land A Job, a job hunting website that features 100% original commentary on all things employment. From resume pointers to job application tips, How To Land A Job has something for everyone, even if you’re currently employed!
Chris is a web developer by day. He has a Bachelor’s degree in Computer Science from the University of Hartford and also holds an MBA from the University of Connecticut. He lives in Watertown, CT.
As I mentioned in a previous article, visiting your past employers just for the sake of catching up is a great way to show your references that you aren't simply interested in their ability to make you sound like a superstar to potential employers. Your references should be people you respect and who respect you. These mutual business relationships are critical to job hunting, whether it's in regards to reference checks, job leads, or any other situation where "having a friend" in the business can benefit both of you.
Two or three years after the completion of the redesign project, Doug unexpectedly found himself out of work (This was back before the employment meltdown of the past few years). I couldn’t believe it upon hearing the news and I wanted to do something for him during this tough time. Little did I know that taking Doug to one lunch would leave such a lasting impression on him. When you’re going through a difficult situation, no gesture is too small to go unappreciated and I can tell that this one get-together meant way more to him than I thought it would. As I’ve found from his reference checks since then, he hasn’t forgotten about it.
Still, after all the time Doug spent on the phone with my potential employers in 2010 (at least two hours by my calculations), I wanted to do something nice for him. I sent him a nice note along with an Amazon gift card as a way of saying thanks. We hadn't had a chance to talk since I started my most recent job and I wanted to make sure he knew how appreciative I was. If you don't talk frequently, sending thank you notes to your gold star references after landing a job is a great way of showing that you aren't just ignoring them now that you got what you wanted.
As you progress in your career, you'll find that certain people will always be a part of your professional life, no matter how much of that time you spent as actual colleagues. Make a concerted effort to hang on to the contacts that really matter by investing more than an email or two every few years. Aside from great reference checks, you'll foster a professional relationship that could benefit both of you for years to come.
Guest Expert:
Chris Perugini is the author and creator of How To Land A Job, a job hunting website that features 100% original commentary on all things employment. From resume pointers to job application tips, How To Land A Job has something for everyone, even if you’re currently employed!
Chris is a web developer by day. He has a Bachelor’s degree in Computer Science from the University of Hartford and also holds an MBA from the University of Connecticut. He lives in Watertown, CT.
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