Where are all the Jobs?: marketing

Showing posts with label marketing. Show all posts

Wednesday, September 14, 2011

Use Marketing to Develop an Interview-Winning Six-Figure Resume | Career Rocketeer

Link to Career Rocketeer - Career Search and Personal Branding Blog

Use Marketing to Develop an Interview-Winning Six-Figure Resume

Posted: 13 Sep 2011 03:30 AM PDT

At the six-figure level, you’ve probably used some level of marketing to sell aspects of your business to clients—or even sell a prospective employee on why they should join a company.
But have you thought about using these same marketing techniques to sell yourself as an executive candidate?
If you haven’t, now’s the time to consider some tips on ways to get this done.
Strategy 1: Who-What-Why Job Target
As you likely know, the first piece of information that any hiring manager will see when reading your resume is the headline/job target. This is your chance to create an amazing one-sentence summary that will entice the reader to learn more about you.
Your target should not only address who you are (e.g., top accounting executive), but also what makes you highly qualified (e.g., you’ve won awards, have 20 years of experience, etc.). Finally, this target should address why the manager should hire you for the job (e.g., you are targeting an accounting executive position).
Strategy 2: Qualifications in Your Career Summary
A career summary is a fabulous addition to a six-figure resume in that it allows you to choose 3-5 of your greatest career highlights that showcase why they make you the best person for the position. The career summary typically takes the form of a bullet-point list, making it easier to read.
Similar to selling a product or service, you want to use this section to elaborate on your headline/job target. By aligning your achievements with the requirements of the position and the role the company wants you to play in helping it excel, you are sure to build a great case for why you’re the best one for the job.
Strategy 3: The Most Newsworthy Info Moves to the Top
Also consider moving the best information about yourself to the top of the resume, as well as within each section of the resume. For instance, your headline and career summary should rest at the top of the resume. Within your career summary, you want to list the best highlights at the top as well.
Within each of your job summaries, it’s good to follow the same rules. Doing so works wonders in ensuring that the busy hiring manager who has time to only skim your document can still find your greatest qualities.
Earning a six-figure salary is not easy. It requires hard work while on the job, and of course, even harder work to obtain the job. This is why it’s great to treat your resume like a marketing piece—using yourself as the product. You’d be surprised by just how well this approach works in getting you the callback.
For more great tips on resume writing follow us Twitter @GreatResume.

Author:
Jessica Holbrook Hernandez is an expert resume writer, career and personal branding strategist, author, speaker and President/CEO of Great Resumes Fast. She creates high-impact, best-in-class resumes and cover letters that transform job searches into interviews and ultimately job offers. For more information about professional resume writing or to read more career and job search related articles visit http://www.greatresumesfast.com or call 1.800.991.5187.

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Saturday, September 3, 2011

Bad Marketing Gone Wrong – Personalization Matters in a Job Search

Bad Marketing Gone Wrong – Personalization Matters in a Job Search

Posted: 02 Sep 2011 11:00 PM PDT

So don't be lazy in your job search or any other marketing campaign - take the time to build those relationships - that's where the real paydirt is!

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

Job Interview Autopsies: What You Don’t Know Will Hurt You

Posted: 02 Sep 2011 10:45 PM PDT

We've all had that awful job interview where we bobbled a question. Here are some tips on becoming more comfortable during a job interview.

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

4 Tips for Connecting with a New Boss

Posted: 02 Sep 2011 10:30 PM PDT

If you don't take the time to build rapport, it may have deadly career consequences. Try using these four tips to build a connection with a new boss.

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

Thursday, August 25, 2011

blogging4jobs

Sorry, But I am Sick to Death of Email Marketing

Posted: 24 Aug 2011 04:33 AM PDT

<—- Is this a better option??

That's it, I've had it. It took me more than a week to change my settings on all my LinkedIn Groups so I no longer received fifty-two different emails every day containing Group Updates. What a relief that was, however, email notifications continue to stream in from other sources. My inner brat reared its ugly tech head and like the raven, cried "Never more."
I reviewed the constantly streaming in emails that every single morning, I methodically delete. I finally said to myself, enough is enough. I am tired of it. So, do you know what I did? I, one by one, went through each marketing email in the inboxes of my personal and professional accounts and systematically unsubscribed. It was not easy and it took longer than I expected. I will repeat the process tomorrow and the rest of this week as others continue to stream in.
In my personal email account this morning, there were sixteen different marketing emails by the time I sat down to my computer. They were from the likes of Bath & Body Works, Sage Act Software, Groupon, Barnes & Noble, Enterprise, LivingSocial, hunch, ModCloth, Ace Hardware Store, Goldstar Events, Xbox and so forth. Some were a simple process of click here to unsubscribe and it was done, others required you to carefully review your options and make sure you had ticked the right box, and others begged you to stay and change your mind. I think the idea was to make it difficult, so you didn’t actually go through with it, you didn’t actually cut the ties of your favorite retailers.
Only one – ONE – asked why I was unsubscribing: Nordstrom. I love Nordstrom, I cannot always afford to shop there but they have great sales and better yet, they have excellent customer service. And their unsubscribe process proved my case in point. A drop-down menu appeared, not begging me to stay or to please reconsider, but rather with options of why I wished to stop receiving emails.
Options consisted of *Too many emails from Nordstrom or *I don't shop at Nordstrom. But the one I selected was *I receive too many retail emails. And it is true; I spend my first waking half-hour deleting emails on my mobile device before I even leave my bed. And today's barrage proved to be e-fatal to the retailers who have access to my multiple email addresses.
Interestingly enough, as a marketer, I am extremely adverse to email marketing. I know that most emails are OptIn, but what I struggle with, like most, is spam and I have no desire for my carefully-crafted message to be lumped in with spam or to end up on the cutting room floor with the others before me. I want my information not only received but read, in full. So, as a business-to-business marketer, I appeal to you – what is the right option? Are you as sick of email spam or blather as much as I? Are you eBombed twenty times daily, as well? Are you leery of distributing your email address to vendors or businesses? Have we reached critical mass? I think yes, I think we have. With so many different ways to advertise your product or service, is email still a viable marketing tool?

I think we have a way to go before email blather is completely eliminated, I am also a firm believer that email is not dead – I do most of my customer response and industry communications through Twitter; I am ready to do my part, to proceed with awareness that eBombing is a pain in most people's sides. Including my own.
~Eradicating the eBomb, one email at a time.~

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.

Competency-Based Talent Managment Model

Posted: 24 Aug 2011 04:17 AM PDT

competency based talent management, talent management, war for talent, talent pipeline, employee development, succession planning,

As companies begin to feel the economic recovery effects, it's not surprising that companies are re-focusing their efforts on talent management strategies, retention, and growth within their organizations. While there is a new renewed focus on talent management in any economy, hopefully your organization has continued to grow and develop your workforce throughout the company's own growth cycle.
If not, it's never too late to consider adding talent managment and development strategies and techniques into your already established company review or employee training and development program.
Talent managment is a term that was coined in the 1990's to incorporate the developments of the Human Resources Management field placing a greater focus on the effects HR has on a company's organizational effectiveness. Talent management is considered part of the evolution of talent managment, candidate pipeline, and succession planning technologies.
Human Resources adds greater value to an organization through strategic business value through the use of talent intelligence in the form of talent programs, talent management, and talent analytics. These combined a robust Competency Based Management and Development Model aid in creating a company culture that’s employee focused, performance based, and passionated about re-recruiting your current workforce.
These competencies, according to ASTD (American Society for Training and Development), are areas of personal capability that enable people to perform successfully in their jobs by achieving outcomes or completing tasks effectively. A competency can be knowledge, skills, attitudes, values, or personal characteristics. Competencies can be defined for job, business, or management activities.
Competencies benefit your HR team and their involvement in building your talent management strategies a variety of ways.

Establish a common language and foundation. Competencies allow for a clear understanding of goals as well as what is expected of employees and leaders within an organization. This understanding allows for structure that can be communicated to senior leaders and front line employees.

Are multi-functional. Competencies can fit large organization as well as small teams. Like talent management, competencies can take a business in most any direction. Competencies within your organization, division, or small team are not one size fits all.

Establishes structure and encourages communication. This common language and competency based model generates a baseline that allows for conversations among managers, teams, and leaders to be facilitated. Competencies provide your teams a map to help guide them to phases of development and talent management goals.

Aligns the position with organizational goals. Competency based job descriptions and performance evaluates eliminate create synergy between manager expectations and organizational goals. Employees see common goals and alignment between their position and their role in the organization.

Photo Credit Phillip Greenspun.