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Thursday, June 2, 2011

Twitter Tweep Tweet Retweet… Huh??



ResumeBear Blog


Posted: 02 Jun 2011 08:12 AM PDT
I remember finding Twitter to be pretty confusing at first, but I decided to tackle it by jumping in with two feet and copycatting what I saw out there (often times incorrectly). I received a few helpful corrections / reminders along the way, but folks were always pretty positive about it, even when my mistakes accidentally took credit for stuff that other people had said! Oops… I always did learn stuff the hard way!
If I knew then what I know now, this is what I would have done differently along the way.  Here’s my advice for all of the Twitter Newbies out there:
1. Take a peek at the ever-helpful Twitter Glossary.
What’s a DM? An RT? A hashtag? What are all of those pound signs in front of words? Why is everyone talking about #FF and what is it anyway? What’s a Twitter handle? The glossary clearly defines the basics of the Twitter vernacular and will help make the Twitter learning curve much less daunting.
2. Complete your entire profile – bio, avatar, location, etc.
No one wants to follow someone with an egg as their profile pic and no info in their bio.  Why should they follow you if you don’t even clue them in to what it is that you plan to tweet about?  It also makes you look like a spammer or Twitter bot.  Complete your entire bio (it’s not perfect, but here’s mine) and tweak it as you develop your Twitter voice.  Tell people what you’re all about and give them a reason to follow you.  (Remember, if you have no followers, then you’re talking to yourself in an empty room…  there’s no one there to hear you!)  Completing your bio tells folks that you’re ready to roll.
3. Tweet consistently.
Now that you’ve completed your profile, folks will just follow you in droves, right?  Not so fast…  You may gain followers, but if you don’t tweet fairly consistently, you will most certainly lose them.  You should tweet at least a few times every week, preferably a few times a day.  You can do this in under 5 minutes a day to start.  Find stuff to share – a cool online article that you read over your morning coffee, retweet an interesting post that someone else shared (giving them credit, of course), answer someone’s question, ask a question yourself, etc.  A complete bio with zero tweets (or no tweets in the last few weeks) is just as ineffective as having an egg for your profile pic.
4.  Subscribe to some cool blogs, feeds, etc. that are relevant and interesting to you.
Mashable, TechCrunch, The LinkedIn Blog (duh!), CareerBuilder’s The Work Buzz, etc. are some of my faves because I tweet about technology, social networking, recruiting, careers, etc.  Find the ones that speak to you and reflect who you are in the Twitter world and share some of the posts / articles that you find most interesting.  It will give you a fantastic springboard for developing some consistency in the content and frequency of your tweets.   (Here’s a GREAT article on finding great stuff to share on Twitter.  Tells you what some of the Twitter superstars recommend and where they find their content to share.)
5.  Create more original content and don’t just retweet all the time.
In the beginning, I just retweeted other people’s stuff that I found interesting. This is still a pretty good strategy for beginners who are getting the swing of things, but creating a little original content and sharing your own ideas once in a while is the best way to create your own voice and develop a targeted and loyal following.  Share your thoughts.  Give pointers.  Talk about something that inspires you, gets your blood boiling, confuses you, etc.  Whatever it is!  Just be original once in a while.  (Most people do it the other way around, but I ended up creating this blog after joining Twitter, just to inspire me to create my own content a little more.  It’s turned out to be a really fun experience!)
6.  Read the article / blog post (the whole thing) BEFORE retweeting the link.
Okay, we’ve all done this… admit it!  The title looks interesting and relevant so you go ahead and retweet it, fully intending to go in and read the article at some point (you swear!).  Unfortunately, the content isn’t exactly what you thought it would be and you end up sharing something that does NOT reflect your thoughts or who you are.  Oops!  I did this in the beginning and got called out for it.  Another time, I read most of the article and had to run off to a meeting, so just tweeted it out before finishing.  The last paragraph contained some pretty controversial thoughts and, had I read it through, I probably wouldn’t have retweeted it.  Or, at the very least, would have put a disclaimer comment in there or something.  Oops!  Another example of learning things the hard way… haha.
7. You don’t have to follow everyone back.
I used to think I was being rude unless I followed back every single person.  Not only did this create a lot of extra stuff to wade through in my Twitter feed (spam, posts in foreign languages, deals on car washes in Skokie, Illinois – haha), but it also made it a lot harder to build relationships and engage with folks who had similar interests as me.  I often think of it this way… would this person ever have a reason to retweet my content (or vice versa)?  If not, then we probably don’t have enough in common.  Just my two cents…
8. Engage, engage, engage.
Don’t just tweet and retweet.  Respond to folks, start up a conversation, thank them for retweeting you, share your opinion on stuff that they post (respectfully, of course), get the dialogue going!  Social media should be just that – social.  When you engage with folks and begin conversations, you will make Twitter friends and enjoy the experience so much more.  (Maybe I should make this one #1 on the list.  It is probably THE most important one, in my opinion…)
9. Make lists to organize your friends and followers.
It’s a great way to recognize folks (everyone loves to be listed) and it shows that you understand them and appreciate the content of their posts.   I have lists of techies, social media aficionados, recruiters/career advice folks, San Diego tweeps, etc.  Those folks will often “list you back” and you’ll get more followers who have similar interests as you.  Again, this drives meaningful conversations (in 140 characters or less, of course!) and creates a much more interactive and fun Twitter experience.  There are sites like Listorious and Formulists to make this process much simpler and even automated, if that’s your preference.
10. Don’t be a one-note / spammer / advertiser / job blaster.
When I was brand new, I just used Twitter to share open jobs at my company via my LinkedIn status update (checking the little blue bird Twitter icon).  I was a job blaster only and I had very few followers.  Who can blame them?  Who wants to just read about open jobs?  Boring.  Shake it up a bit!  If you are a recruiter, there’s a lot more that you can talk about –   the job market, the economy, the latest and greatest at your company, interview/resume/networking/jobsearch tips, career advice, etc.  You should also feel free to sprinkle in other things that show who you are as a person – your hobbies, your interests, your passions, etc.  You’ll expand your Twitter audience and meet lots of cool people who share these interests with you!
11. Say thank you. A lot.
Twitter is a pretty upbeat, positive place.  People are quick to show their appreciation and gratitude toward others, unlike anything I’ve seen in other forums, social or otherwise (even real life)!  There’s a lot of gratitude being expressed and if you show your appreciation for others, you will quickly feel it back and see what I’m talking about…  Thank others for retweeting you, listing you, adding you to their #FollowFriday tweets, etc.  They will love you for it and you’ll find the Twitter experience that much more fulfilling.  Trust me on this.

Stacy Donovan Zapar
San Diego, CA, United States
Most Connected Woman on LinkedIn ~ Blogging about Social Media, Networking, Technology, Recruiting, Job Search Tips and Life in Sunny SoCal. Pay it forward!
Posted: 02 Jun 2011 07:06 AM PDT
Think Us Weekly's "Stars: They're Just Like Us!" section — but not quite stars. Reading about other people's lives is part of our cultural zeitgeist; we'd rather read about others' lives to escape our own. Knowing about other people offers a sense of inspiration. It gives us a sort of behind-the-scenes insight, which is like finding out a secret on the playground that none of the other kids know about it. It's giddy and thrilling and enticing, but we're not really sure why.
Of course, "Stars: They're Just Like Us!" has a certain celebrity appeal. Who wouldn't want to be Natalie Portman or Oprah? We'd all love glamorous careers and enough money to buy four houses and a small country. But the alternative to movie stardom isn't necessarily a 9-to-5 office cubicle job. Behind every job are 50 more opportunities. Now-dinosaurs like Myspace and LiveJournal served as the initial building blocks for Mark Zuckerberg of Facebook and Biz Stone of Twitter.
No Joe Schmo delves into the heart of local communities and finds out the essentials about their careers. Although the job market is brighter than it's been in years, it's important to keep your mind open to outside-the-box opportunities. We admit, some jobs we highlight — like dog food tasters — aren't extraordinarily appealing. But those dog food tasters might offer some of the most valuable career advice.  They're not necessarily featured in the Forbes 500s, and you probably wouldn't recognize them on TV. But their stories and career paths are just as worthwhile.
This entry was posted by http://nojoeschmo.wordpress.com

About nojoeschmo

Megan Hess recently graduated from Syracuse University with a degree in magazine journalism, international relations, and Chinese studies. She enjoys NYT crossword puzzles, creative Halloween costumes, and the occasional latte.

The Work Buzz's Latest News: Highest-paid players in the NBA



The Work Buzz's Latest News: Highest-paid players in the NBA


Posted: 01 Jun 2011 08:44 AM PDT
The NBA tournament champion is still being decided, but we can already pinpoint the league's winners in another area: salary.
According to DraftExpress.com, the league's 20 highest-paid players all have contracts worth more than $15 million per year. To draw a quick comparison, according to the most recent data from the Labor Department’s Occupational Employment Statistics, the average  salary in the U.S. is $44,410 ($21.35/hour), meaning it would take the average person more than 558 years to earn the annual salary of the league’s highest-paid player, Kobe Bryant.
Here's a rundown of the NBA’s winning salaries.
1.       Kobe Bryant
Team: Los Angeles Lakers
Salary: $24,806,250
2.       Rashard Lewis
Team: Washington
Salary: $19,573,711
3.       Kevin Garnett
Team: Boston
Salary: $18,866,934
4.       Tim Duncan
Team: San Antonio
Salary: $18,700,000
5.       Michael Redd
Team: Milwaukee
Salary: $18,300,000
6.       Pau Gasol
Team: Los Angeles Lakers
Salary: $17,823,000
7.       Andrei Kirilenko
Team: Utah
Salary: $17,823,000
8.       Gilbert Arenas
Team: Orlando
Salary: $17,730,694
9.       Yao Ming
Team: Houston
Salary: $17,686,100
10.   Vince Carter
Team: Phoenix
Salary: $17,522,375
11.   Zach Randolph
Team: Memphis
Salary: $17,333,333
12.   Dirk Nowitzki
Team: Dallas
Salary: $17,278,618
13.   Carmelo Anthony
Team: New York
Salary: $17,149,243
14.   Kenyon Martin
Team: Denver
Salary: $16,545,454
15.   Amare Stoudemire
Team: New York
Salary: $16,486,611
16.   Joe Johnson
Team: Atlanta
Salary: $16,324,500
17.   Elton Brand
Team: Philadelphia
Salary: $15,959,099
18.   Dwight Howard
Team: Orlando
Salary: $15,779,912
19.   Deron Williams
Team: New Jersey
Salary: $15,202,590
20.   Chris Paul
Team: New Orleans
Salary: $15,202,590
Who do you think will win the NBA Finals? The Mavericks or the Heat? Let us know in the comments section!

Strategies for Dealing with a Passive-aggressive Boss


Strategies for Dealing with a Passive-aggressive Boss

Link to CAREEREALISM.com

Posted: 01 Jun 2011 11:00 PM PDT
Have you ever worked for someone who was the passive-aggressive type? In a passive-aggressive type of manager the decision making is not very clear.

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


Posted: 01 Jun 2011 10:30 PM PDT
If corporate professionals follow their dreams like young adults do on American Idol, I believe the world would be a more positive place.

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


Posted: 01 Jun 2011 10:14 PM PDT
Ever wonder what people think of you as a professional? Do you know for sure if those you network with are taking away the right idea about you?

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


blogging4jobs


blogging4jobs

Link to Blogging4Jobs

Posted: 01 Jun 2011 02:57 PM PDT
HR Vendor, HR vendors, human resource solutions, HR marketplace, human resource solution, HR solutions, HR solutionWorking as a corporate HR professional for many, many years, my typical day went something like this:
8:00-9:00ish Arrive to work.  Check emails and answer calls.
9:00–12:00 Attend conference calls or manager meetings.
12:o0-1:00 Lunch at my desk.  Check emails and answer calls.
1:00-5:00 More meetings, conference calls about conference calls, or candidate recruiting
5:00-6:00 Answer calls.  Check emails.
Yawn. . .
This was my life for nearly eleven years with the occasional crisis to spice things up of the HR variety.  Like the time an illegal immigrant who was working in my store tried to bribe me not to fire him.  Or the time when one of my candidates background checks came back as a 95 year old male who had recently passed away.  Even better yet, the random poop smearer that seemed to mysteriously materialize in the me’s bathroom and only at the end of a bad sales quarter.  Yes, that was my life.
In between the ups and downs, the day, and current state of the economy, it was not uncommon for me to receive 3 solicitation emails and 3 voicemail messages from HR Service Provides like third part recruiters, staffing agencies, training consultants, and background check companies.  If you’re working with a Fortune 50 company it’s even worse.  In fact, I know HR professionals who don’t include their direct phone line for fear of being sold — to death.
There’s a different way. . . with social media.
I’m pretty excited to be hosting a webinar for HR Solution Providers on June 21st, 2011 at 11 PM CST.  Join us for a FREE  webinar titled How To Reach HR & Recruiting with Social Media. We’ll discuss how HR Consultants and Service Provider can engage HR practitioners and recruiters using the different types and social media platforms.
Learn how Human Resources, Recruiting, Talent Management consultants  and service providers can engage, network, and build relationships with these influential professionals, HR Bloggers, and decision makers online with social media.  Learn from some of the top online HR and Recruiting leaders how to develop relationships and engage HR online.  Learn best practices, tips, and suggestions for HR vendors and their marketing teams directly from the mouth of panel of HR practitioners.

Webinar features the top HR and Social Recruiting Talent:

  • Craig Fisher, (@fishdogs) known as Fishdogs and VP Ajax Social Media
  • William Tincup, (@williamtincup) co-host of leading HR radio show Drive Thru HR
Collectively this group boasts no less than 8 blogs and 150,000 social media connections.  Our esteemed panel will be sharing the social media secrets for HR Service Providers to engage, establish relationships, and sell to HR.  Registration is free.  You can follow along on Twitter with the hash tag #hrsolutions.  Webinar attendees will receive pdf copies of the presentation available after the session.
Learn how to build relationships with the more than 4,000 active HR professionals on Twitter, hundreds of HR bloggers and other industry influencers.  We’d love to have you.





Posted: 01 Jun 2011 04:18 AM PDT
pokemon trading cards, the trade economy, business relationships, human resources, candidate engagement, building talent pipelines, HR
As an entrepreneur and business professional I live and work in what I call the Trade Economy.  In the Trade Economy services or products are exchanged for another’s products or services.  Sometimes money is exchanged and other times not.  In the Trade Economy, influence, connections, and creativity matters.  In the Trade Economy, the bartering and negotiating system is alive and well.   It’s what the foundation of Gary Vee’s book Thank You Economy is all about.  Depending on the personal value you place on your product or personal brand, you can offer interesting benefits without the hassle of contracts, attorneys, and corporate red tape.
I often participate in the Trade Economy when I want to attend conferences that I am not speaking at.  I offer my social media community and my blog as a form of press in exchange for access to speakers, attendees, or hotel room and board.  I use my expertise or industry klout in exchange for opportunities to establish partnerships, form alliances, and build more strategic relationships.  Because unfortunately in business, it’s not your brilliant idea that matters.  It’s your brilliant idea in combination with your connections, relationships, and marketability that matters.  If these things didn’t matter, every new business and entrepreneur would manage, execute, generate revenue, and build a business beyond imagination.
Whether it’s trading cards, Pokemon, or even your son’s baseball cards, that’s the Trade Economy.  So it’s obvious that the Trade Economy isn’t limited to your kids dusty ball cards or small business.  It’s the new world that businesses have begun living in.  Small businesses and technology companies are funding each other through crowd funding techniques.  Companies can trade products, services, or opportunities in exchange for candidate experience, training and development, and employee exposure.  How are you attracting, retaining, and driving your communities either employees, consumers, or candidates in the Trade Economy?  Here are some thoughts:
  • Providing your candidates with value adds even if they don’t get the job.
  • Offering free product trials in exchange for product review and promotion.
  • Offering up an e-book with no intention of collecting lead information.
  • Trading expertise for marketing, ad space, or future opportunities within the industry.
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Career Igniter

DeVry University "Career Igniter" Green Tech Sales from J. Kelly on Vimeo.

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