Wednesday, August 31, 2011

Job Searching on Social Networks – Yay or Nay?

blogging4jobs

Job Searching on Social Networks – Yay or Nay?

Posted: 30 Aug 2011 08:19 AM PDT

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With the explosion of social media it seems that individuals and companies alike are using social networks to make personal and business connections. From tweeting customer complaints to maintaining photo albums on Facebook, it has become the norm to take everyday tasks to a social medium.

But what about job searching? Countless employers and recruiters are present on Twitter, Facebook and now maybe even Google+. With the job market still floundering, social media is a natural fit for many job seekers, especially recent college graduates who tend to be tech-savvy and accustomed to social networking already. To determine how to successfully navigate the job search process in today's digital landscape, let's examine the benefits and potential pitfalls of using social media for professional purposes.

Why Social May Not Be the Solution.

Social networks are personal by nature, and full ofphotographs, status updates and information that may not be suited for the business world. Remember, you always want to put your best, most professional, foot forward.

There are some things you can't control, like getting tagged in a photo, or a friend Tweeting a not-so-appropriate joke at you. Sure, you can un-tag and delete, but once something is on the Internet for more than five minutes, it typically finds a way to exist forever in some form.

As for recruiters, it's great to research applicants to know if they're a true fit for a position. Just follow best practices and limit interactions with candidates to professional networks and career sites.

But Are There Any Benefits?

Of course job seekers and employers can't ignore the impact of social media. The key is to separate your personal and professional identity, and be proactive about managing your online reputation.

With so many people on Facebook, you might even find an employment contact there. However, be sure to access their contact information for networking purposes only instead of choosing to become "Friends."

Speaking of Facebook—there are some great Facebook apps that allow professionals to search jobs at companies where friends work or have worked, a great way to get insight on a potential employer or position. Niche career communities offer this app and there are more to come. What's really nice is when you find a job you're interested in, you're taken to the career community to apply—so it helps keep your personal and professional networks separate.

Don't ignore those privacy settings! If you choose to conduct a portion of your search through a social network, you have the ability to make your Tweets private or make yourself unsearchable on Facebook. This will ensure that what's meant to be private stays private.

For those candidates who want to be found, optimize your profile so you're easily located. Use the same keywords that recruiters look for in candidates with your qualifications, so you'll stand out.

On the recruitment side, go ahead and use social channels to share information, make connections with candidates and promote job board postings. Just don't connect directly with potential applicants through these networks—direct job seekers to your professional email address, web site or job posting instead.

So based on the above pros and cons—social media is a go when it comes to the job search process. When used to complement other recruitment solutions like mobile apps and niche and general career sites, it can be beneficial to both candidates and HR pros alike.

Rich Milgram is a guest blogger for Blogging4Jobs and CEO of Beyond.com. Beyond.com is the one career network as focused as you are. You can learn more about @Beyond_com on Twitter.

Photo Credit SimRegdeogun.

A Forgotten Discipline: Learning from Mistakes

Posted: 30 Aug 2011 04:33 AM PDT

Peter Senge is one of my influencers and author of one of my favorite business books, The Fifth Discipline. Senge is a lecturer at MIT and has taught for years about using strategic thought when organizing not only your business and work, but also your life. Recognizing that every influence, every working part, every part of a system plays a major role in success is the key philosophy of the book and Senge’s well-played out line of thought.
Often, when something goes wrong, the first thing we do is blame a person or an event. Instead, a system’s thinking approach blames the system – a breakdown occurred somewhere in communication, collaboration, and / or corroboration. If the system had been a well-oiled machine, then the breakdown would never have taken place. This approach gives merit to the thought that are no small roles or responsibilities; each participant finishes the puzzle, builds the bridge, completes the sentence and increases organizational value.
If there is a breakdown or failure, it is up the system to provide a solution or resolution. Conflict is rarely one-sided or without underlying support – somewhere – deep. So, it stands to reason that the solution would not come from an individual but from a unit that supports the answer – the cure. This distinguishes a “learning organization” from one that stays stagnant, unwilling and unyielding to change or achieve betterment. Without the choice to support change and flexibility, the long and continual road to success becomes almost impassable.
Imagine if Apple or Microsoft had decided one product – or one incarnation of a product was enough. Imagine if an industry decided that the “fax” was the only way to conduct business, to communicate – oh wait, the mortgage industry did and look how that turned out.
Does Polaroid ring a bell?
Innovation warns: “Digital is coming and it’s going to be big – jump on the wagon, change it up…”
Polaroid responds: “No thanks, we’re fine. Our product will last forever.”

*crickets*

Conflict and friction must be seen as ways to improve, not reasons to blame employees or color inside the lines. Imagine Picasso or Charles Bukowski coloring inside the lines?
I consistently rely on my colleagues and superiors to support or direct me. And sometimes, I show them the beauty of “outside the lines” or they show me. That is collaboration, that is a system. Many forget that in a system, we are all on the same page – or should be – we should all want the same things: success, longevity, and perpetual erudition. Learn and grow or die <– it is true. Incorporating systems’ ideas and an approach can be easy in an organization that already recognizes the power and strength of unity. A company or business that really needs a revolution and struggles with change will rightly fear or deny strategic thought. And they will suffer until changes are made and then, the change itself will be quite painful.
A good doctor will treat beyond the symptoms, looking for the cause of the symptoms – a good leader or system will look beyond an infraction or failure. They will look, in great depth, at what caused the failure or misconduct or misunderstanding in order to gain a full understanding and present a resolution. It’s simply called, learning from mistakes. It works in life, why not in business?

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn.

Should You Create Portfolio Presentations for Your Job Interviews? | Career Rocketeer

Link to Career Rocketeer - Career Search and Personal Branding Blog

Should You Create Portfolio Presentations for Your Job Interviews?

Posted: 31 Aug 2011 03:30 AM PDT

From time to time I’m asked if I think it’s a good idea for people to create and present portfolios for their job interviews. They’ve either heard of people doing it, or seen one that seems impressive and think it may make a difference in their own interview results.
So… are they worthwhile, and should you create one?
The answer… as with many other questions about your job search, is… maybe!
There are many advantages and good reasons to do one. As well as many pitfalls and reasons that it may do more harm than good.
Here are some observations and considerations for you to make as you decide:
Consider common practices in your field. Some careers demand it. Generally, if you are a graphic artist, photographer, a fashion designer, in advertising, or in other “creative” fields, portfolios are expected. You can talk about your artistic ability, however, the saying: “A picture is worth a thousand words”, certainly holds true. If you are an Insurance Actuary, Drill Press Operator, Call Center Manager, etc, there may not be a good reason to have one. However, don’t assume that just because people in your field don’t generally have one, that you shouldn’t either. There may be ways to use it to set you apart from the crowd.
Consider your presentation skills. Your ability to make it engaging will largely determine its value.

How well do you “think on your feet”? Can you easily flip to a relevant page/slide and speak about it in an engaging way that doesn’t come across as artificial or contrived? You don’t want to make it seem like you’re trying to twist your answer to one of their questions in a way for you to make sure to get your portfolio in the conversation.
Are you “dry”? If you typically speak in monotone speech patterns and have a tendency to ramble on, adding the portfolio, where you bore the interviewer even more than simply answering questions will likely create more of a negative impression than a positive one. However, if you are someone that makes presentations often and tend to engage people well, it can be an asset.

It’s gotta have substance! Creating a portfolio simply for the sake of having one, that doesn’t really add value to the interview process, will not be viewed worthwhile. It has to be able to present important skills, ideas, research, or other substantive information that is relevant and substantial for the position. Simply creating an expanded resume, that may include graphics of some sort, would likely be viewed as fluffy self-promotion.
It must be relevant. Presenting information about accomplishments or experience you’ve had in the past, but have little or nothing in common with the position you are pursuing will not help you gain the new role. It may be interesting and engaging in some way, however, it doesn’t prove in some way that you have unique skills or abilities to excel in the job at hand, it will not likely be viewed as worthwhile information.
Don’t create questions about your ethics! Often, when people present documentation of their experience or accomplishments, they bring information that may be proprietary to their previous employer. If it’s not, it’s important that it’s clear that it’s not. Even the perception that it might be, may cause the employer to question your ethics. Be proactive in making sure they understand that you haven’t crossed any lines.
Don’t create ‘solutions’ when you don’t have enough information. At times, people will create presentations of their solution to a problem or task that the company may be facing. In the hopes that they may be able to be viewed as a problem solver, they often show instead that they don’t have a grasp of the situation. There may be occasions where presenting a solution or plan for a particular challenge can be a way to dramatically set yourself apart from competing candidates. However, don’t attempt it unless you’ve had an opportunity to fully learn the nuances of the issue and have enough facts to make an informed recommendation. Providing solutions without fully understanding the facts will hurt, rather than enhance your credibility.
Successes. I have seen examples of portfolio presentations in interviews where it absolutely swayed the decision makers toward the candidate. They were done, and presented exceptionally well and hit directly on target…

One was from someone interviewing for a sales manager position. During the first two interviews at the company, he was able to meet with superiors, peers, and sales people on the team he would be leading. He asked many pointed, and insightful questions about their successes and issues. He asked detailed questions to gain an understanding of the subtle factors contributing to their situation. He also thoroughly researched the company, industry, and their competition to better understand the market. When he was asked to return for further interviews with superiors. He brought a portfolio that he created specifically for this role. He explained what he learned, and he presented a 90-Day plan for how he would tackle issues and achieve their goals. He had charts, agendas, and examples of how he dealt with similar issues in previous roles he’d held. He made a compelling presentation, and left the portfolio with them when he left for them to review further. Because of his care to gather all the necessary facts first, his solutions were spot-on and he ultimately got the job.
Another, was someone pursuing a marketing role. Similar to the first example, she used the first interview to primarily gather information. When she returned for further interviews, she brought a portfolio that highlighted her experience that specifically related to the challenges she would face in this particular role. She showed results and achievements that would be directly applicable in the position at hand. It creatively gave her an edge as compared to other candidates they were pursuing. She got the job.
The same principles can be used for a variety of positions. An Accountant might present initiatives they took in previous roles to improve processes or to find issues. Or, an Engineer might present products or processes they’ve designed or improved. It’s critical that the presentations always be relevant, substantive, not proprietary information, and engaging.

Creating a portfolio presentation for your next interview might be just what you need to set yourself above other candidates. However, be careful that it’s done right and that it adds value to the process. Otherwise, it might be better to avoid it!

Author:
Harry Urschel has over 20 years experience as a technology recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @eExecutives.

5 Essential Personal Branding Activities

Posted: 30 Aug 2011 11:00 PM PDT

There are five personal branding essentials your activities should always be doing: educating, engaging, empowering, informing and connecting.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

You’re More Likely to Achieve Goals You Write Down

Posted: 30 Aug 2011 10:45 PM PDT

Write your goals. Share them with others. You are more likely to achieve goals you write and share. When you write them, they're more real for you.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Demanding Job Search Help Doesn’t Mean You’ll Get It

Posted: 30 Aug 2011 10:30 PM PDT

Demanding job search help doesn't mean you will get it. Especially when you burn bridges along the way. You're not entitled to anything.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

What You Know About Finding a Job is Wrong

Posted: 30 Aug 2011 10:00 PM PDT

It's true, everything you have learned about finding a job is wrong. Yep, you read that correctly – wrong. Who's giving you career advice?

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Graphic Designer Talks About His Career Path

Posted: 30 Aug 2011 09:30 PM PDT

Considered working as a Graphic Designer? This interview will take you down the career path of one person's experience in this position.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.

Internship Opportunity for College Students

Posted: 30 Aug 2011 12:00 AM PDT

We are looking for four interns. Come join a progressive organization that strives to be on the forefront of technology and the career industry.

To get this useful advice and many other helpful career resources, visit us now at CAREEREALISM.com.