I’m consistently amazed by how unaware the average job seeker is of how to establish a positive first impression on a phone interview. I hear the same frustrated complaints from employers of all industries and sizes – that candidates who voluntarily submitted their resumes in hopes of discussing a position they’re supposedly interested in just can’t seem to get it together. Remember when all you needed was a solid resume to be guaranteed a face-to-face interview? For the sake of saving time, resources, and money, recruiters have become much more selective on who they decide to meet in person. In an effort to weed out time-wasters and soft-skill-deficient candidates, recruiters are conducting phone screens to find out who’s off their game.
1. They’re unprepared to take the call.
If you’re 4 beers deep at a Yankees game or trying to wrestle a dirty diaper off a screaming baby, you probably shouldn’t answer a call you don’t recognize. Yet, most of the candidates my recruiting team speaks with are under the impression that it’s better to answer a call you’re not completely prepared for than to miss the call altogether. It’s not. If you find yourself in a situation that isn’t suitable for a professional conversation, don’t pick up. Instead, call back within 24 hours, after you’ve collected your thoughts, can speak confidently, and have locked down a quiet location.
Not to mention, they start timing you from the second they leave a voicemail, which brings me to my next point. If you’re actively looking, you should have a professional voicemail with specific instructions to avoid an unwanted game of phone tag. For example, “Hi, you’ve reached Mark Smith. If you’re calling in regards to my resume, please leave your name and number as well as the best times for me to reach you.”
2. They expect the recruiter to fill in the blanks.
“Hi, what job did I apply for again? What company are you calling on behalf of?” It pains me to admit this, but these responses are the norm when an employer reaches out to a candidate, even for high-level positions. You’re a job seeker, which means you probably apply to several jobs each week. We understand that it’s tough to keep track, but it’s essential – if only for the sake of a recruiter’s sanity – that you start taking notes. Just by picking up the phone and saying, “Hi Wendy, you must be calling in regards to the Customer Service position I applied for last week.” Mind blown.
3. They conduct an unorganized job search.
This goes hand in hand with my last point. Today, it’s not enough to print out a handful of resumes and call it a day. We always recommend that our candidates keep a spreadsheet of every job application they submitted with corresponding dates, company names, and relevant contacts. Or, if you’re a tech wiz, try these awesome job search apps. That way, when the phone rings, you’ll have a handy guide that’ll save you from playing guessing games. Also, it’s important to keep your background information and portfolios within arms reach to provide some quick material for preliminary questions. It says a great deal about your personal brand if you’re prepared to answer a challenging question, and even have some on-hand stats to back up your argument. And for bonus points, don’t forget to browse company websites and connect with HR personnel on LinkedIn. Taking that extra step makes a huge impression.
4. They don’t understand why recruiters really call.
More often than not, recruiters aren’t calling to simply schedule a personal interview; they’re calling to conduct a prescreen. In other words, to decide whether they want to move you forward. Remember all that research you were supposed to do when you applied for the gig? Use it to show recruiters you know something about how their company culture works and that you’re serious about the job.
5. They have a bad “radio personality.”
Phones are tough – all you have to make an impression is your voice. Candidates, especially introverts, often fail to heighten their energy over the phone. Nobody’s expecting you to sound like Ron Burgundy, but you should at the very least sound excited, confident, and prepared. Excessive “umms,” stammering, or sounding like you’re dead inside are huge turnoffs to recruiters. The only way to overcome this obstacle is through practice. Record yourself on any device you have handy, and ask yourself this difficult question: “Would you hire you?” Getting your career narrative down in a way that engages and connects with an employer is essential to winning that face-to-face meeting.
6. They have a weak or unprofessional online presence.
Chances are, if recruiters are interested in what you have to say, they’ll be googling you before then end of your conversation. A half-complete LinkedIn profile or a racy Facebook picture is all it takes to eliminate you from the game. Just last week, one of my recruiters found a candidate with a stellar background and scheduled her for an interview right away. But just minutes before their call, she discovered an R-rated photo online that involved a stripper pole. Needless to say, the recruiter’s mind was made up before the conversation started.
7. They fail to treat a phone interview with the same decorum as they would a personal one.
Just because you didn’t put on a suit or block out time in your day doesn’t mean it counts any less towards your chances of securing the job. Request follow up procedures, send personalized thank you notes, and be sure to highlight any takeaways to reinforce your sincerity. Take it from me, the small things really do matter.
(Editor’s Note: All of us in the TalentCulture community mourn the loss of our dear friend, brilliant colleague and mindful mentor, Judy Martin, who passed away unexpectedly on January 31, 2014. The following is the last post she contributed to our blog, only 10 days earlier. Her message and her life are a lesson for us all.)
The unthinkable happened during the first week in January.
TalentCulture CEO Meghan M. Biro had gone missing. She hadn’t returned a tweet from me for more than three days. Unheard of, I tell you.
Naturally, I was concerned about her well-being. I actually considered contacting Boston area hospitals. But instead, I did what any good friend would do. Resorting to an antiquated strategy, I picked up the phone and called her.
“Seriously Judy, I’m taking a break. I don’t want to burn out,” Meghan told me.
“What? A break from your BFF?” I almost blurted. Then, a calm washed over me, and instead I said, “Good for you.”
8 Tips to Reduce Stress In The Face of Digital Exuberance
1) Schedule Social Sessions:Timing is everything. And quality time counts. When does your network naturally buzz with activity? If you’re a rock star, you might be inclined to check Twitter in the late evening, but if you’re into talent management and business news like me, you’re probably trolling Twitter from 7-8 a.m. Instead of trying to pay attention 24/7, pick one or two intervals each a day to dip into the stream. Don’t just “fly by” with retweets — really dive in and engage in conversations that build relationships. But when your scheduled time is up, move on. Eventually, you’ll adjust to an established rhythm, and so will those in your inner circles.
2) Take Breathing Breaks: Twitter and Facebook interactions can become surprisingly intense. Periodically, take 5 minutes to literally sit back and just follow your breath. Close your eyes, or look away from the screen. Simply being aware of how you are breathing helps regulate cortisol, the “stress-producing” hormone. Count as you inhale – one, two, three. Then hold your breath for several seconds, and exhale to the count of three. Better managing stress “in the moment” gives you more energy later, when you may need to tap into your reserves.
3) Stand Up and Stretch: Once in a while just walk away. Yes, leave the computer behind. This is important to get blood circulating in your body, which delivers more oxygen to your brain. If you prefer not to stand, push your chair away from the desk. Inhale and raise your arms above your head, clasping your hands in a “steeple” position. Look up and gaze at your hands for several moments. Then exhale slowly while your hands float gradually back down to your sides. You’ll feel refreshed and ready to shift back into business gear.
4) Hum with Purpose: That’s right — make noise. Humming actually calms the mind and body. It’s an ancient yogic technique that helps focus attention prior to meditation. The sound reverberates in your skull, and helps your brain rewire your attention. Here’s how: Plug your ears with your fingers and inhale deeply. Pause. Then as you exhale, hum for the reminder of the “out breath.” Repeat two more times. If you feel dizzy, stop. But ideally, it will help release tension and help you focus.
5) Let Filtering Tools Work for You: Sometimes we need to look beyond human behavior for help. If we opened every link that came our way we’d never sleep. Aggregation tools help consolidate and organize the chaos — news sources, blog posts, and other information sources of interest. I’ve set up Google alerts to deliver breaking news on keywords that matter most to me. For less critical topics, I receive news feeds once a week. You can use Hootsuite, Buffer Tweetdeck and Aggregation tools and dashboards to identify relevant content and create a delivery schedule that works for you.
6) Harness Hashtags:Hashtags are the fastest way to share and find relevant information on Twitter. For example, professionals who participate in the TalentCulture community share HR and business leadership knowledge by adding the #TChat hashtag to their tweets. At any moment, anyone can search for #TChat, to see the community’s latest tweets. It’s like round-the-clock access to the most popular human resources conversation on the planet. If you follow a hashtag like #TChat in your Twitter dashboard, you’ll quickly and easily find helpful peers, ideas and advice. Also, when you schedule Twitter posts, be sure to add hashtags that reflect your area of expertise. Your posts will reach people in your niche, even when you’re offline.
7) Leverage Human Relationships: Sometimes, all of us need to unplug for several days or more. When you do, plan ahead. Just because you’ll be off the grid doesn’t mean your networking must come to a standstill. Reach out to several people in your immediate network. Let them know that you’re taking a break, and ask for a little extra support in sharing your work on Twitter, Facebook, LinkedIn — wherever you’re most active. You can even form ongoing support alliances and develop common “social back-up” guidelines. Just remember, you’re not alone.
8) Create a FOMO Free Zone: Perhaps the most important advice I can offer is to honor your social self. Competitive pressure shouldn’t drive your social brand development. Don’t let yourself become obsessed with how other people behave on social channels, or about whether volume or frequency of their activity trumps your own efforts. Whatever your message is, you’ll succeed when you deliver it through your own lens, with your own voice, to an audience that is naturally interested in you. Forget #FOMO (Fear of Missing Out)!
Of course, even with healthy habits, it often feels like we’re networking at the speed of light. But hopefully these tips help you slow the pace a bit, focus on what matters, and generate more energy to fuel your social success.
Do you have tips for reducing stress and improving productivity in the age of social networking? What techniques and tools work for you? Share your ideas in the comments below.
(Editor’s Note: To discuss World of Work topics like this with the TalentCulture community, join our online #TChat Events each Wednesday, from 6:30-8pm ET. Everyone is welcome at events, or join our ongoing Twitter conversation anytime. Learn more…)
https://talentculture.com/wp-content/uploads/2014/01/woman-163425_1920.jpg351700Maren Hoganhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMaren Hogan2014-01-21 09:25:302020-05-27 16:54:06How to Build Your Network Without Burning Out
The endorsement process is an evolution. What you try to do is you endorse someone that you believe in and their ideas align with yours. -Herman Cain
“It’s not what you know, it is who you know.” I’ve heard this statement throughout my college years and my career hunt. So, if everyone I know endorses me on LinkedIn, or if I email personal endorsements with my resume, will that land me the perfect job?
Recently I’ve been researching the role of social media in predicting consumer behavior. I see a connection with professional endorsements. For example, today’s technologies allow companies to track customer sentiment. According to Nielsen’s latest Global Trust in Advertising Report, 92% of consumers around the world say that they trust earned media (such as recommendations from friends or family) above all other forms of advertising.
If consumer reviews have such a significant influence on potential buyers, then surely professional endorsements carry tremendous weight with recruiters and job seekers.
But what about the new “skills endorsement” feature in LinkedIn profiles? What do these “thumbs up” stamps of approval really mean? How authentic are they? Are they considered credible? And how do they relate to more traditional professional recommendations?
I am not the only one with these questions. That’s why the TalentCulture community focused attention this week on the role of recommendations in today’s social workplace.
G+ Hangout Video: As a prelude to his appearance later in the week, Mike Dwyer, discussed the value of endorsements with TalentCulture community manager, Tim McDonald. Mike is Co-founder of QUEsocial, a social business platform that equips employees with training, content and motivation to improve their performance.
TUE 1/22 #TChat Radio Show: Our hosts continued the dialogue with Mike Dwyer – along with Marla Gottschalk PhD, an organizational psychologist, consultant, and author who focuses on advancing workplace effectiveness.
WED 1/23 #TChat on Twitter: Mike and Marla joined us again – this time on the Twitter stream – as Mike led participants through an open discussion of issues, experiences and best practices in managing professional recommendations. Representative comments are featured below…
NOTE: To see specific highlights from yesterday’s “The Power of Online Endorsements” #TChat session on Twitter, see the Storify slideshow at the end of this post.
What is the value of endorsements and recommendations online?
Tremendously valuable, but they need to be authentic. @9INCHmarketing
Endorsements SUCK. Require no effort & too many ppl are abusing them to try to garner reciprocal endorsements. @DawnRasmussen
Are all online endorsement and related activity created equal?
I feel that referrals and recommendations weigh more than endorsements. It’s not a one click free-for all. @AshLaurenPerez
+K endorsement on klout is like Linkedin endorsement. Fast and fleeting, with no context. Written endorsements prove relevance. @bryanchaney
LinkedIn endorse. would make more sense if they had engagement portion where you could see discussion about person/brand taking place. @rezlady
How should leaders interpret online recommendations and endorsements?
Consider the source. Probably best not take at face value. @TomBolt
As an initial filter it will probably speed up recruitment, but, I still prefer meeting people to make an accurate choice. @EnZzzoo
When do *you* endorse a fellow professional online?
Endorsements are nice but in prefer calling people and talking business. @levyrecruits
I have to know someone personally to endorse them and have something significant to say to recommend them. @nancyrubin
How is tech changing the nature and value of endorsements and recommendations?
Tech will increasingly become the norm. For delicate HR placements it will never replace a genuine CV and interview…I hope. @EnZzzoo
While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. @tamcdonald
# # #
Closing Notes & Highlights Slideshow
SPECIAL THANKS: A nod to Mike Dwyer and Marla Gottschalk PhD for your leadership this week. The TalentCulture community would recommend you anywhere, anytime!
NOTE TO BLOGGERS: Did this week’s events inspire you to write about professional endorsements or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, we examine “Diversity of What?” – a fresh take on diversity in the workplace. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 29, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 30, at 7pm ET. Look for more details on Monday, January 28 via @TalentCulture and #TChat.
My work “world” – see you on #TChat in a few! http://pic.twitter.com/T91vlDnjMichael!
Collector’s Item! RT @rmcgahen I do! RT @DaveTheHRCzar: @nancyrubin u want 1 of these? http://twitpic.com/bxpib9 #TchatNancy Barry-Jansson
Q1: What is the value of endorsements and recommendations online, whatever the context? #TChatMike Dwyer
A1 Too many fast & frenzied endorsements going on. Wait and see which flourish and which fade away. #TChatEnzo Guardino
A1: Endorsements are a measure. It is a valid measure as long as you don’t focus on that. #tchatMarcio Saito
A1. it can help you gauge if someone has the credentials you are looking for #tchatKimPope
A1: Peer validation is important, as long as it’s accurate. #TChatKevin W. Grossman
A1: I usually take them like I take movie reviews. Listen, but in the end want to make up my own mind. #TChatchrys peterson
A1: If you play “you scratch my back, I’ll scratch yours” don’t endorse anyone. That’s not how the game is played #tchatJen Olney
A1 A recommendation via Twitter is great if you know why the person is being recommended as someone to follow #TChatHolly Chessman
A1. The most valued endorsements are from people that have not been formally asked to give one #tchatMichael Danubio
A1: An online endorsement is like the frosting on top of your career cake. It won’t stand up without real experience. #tchatBryan Chaney
A1: If the endorsement is genuine and from an authoritative source, it is meaningful. But ‘gamification’ def detracts from value. #tchatMark Salke
A1: I gave honest recommendation to someone on #LI. When she said she would endorse me back I told her not to dilute it by doing that #TChatTom Bolt
A1: I really VALUE the recommendations I have from past managers, colleagues, clients, etc. #REAL #TChatNancy Barry-Jansson
A1. It’s a public acknowledgement of your a: existence b: professional value (if provided by a legit source) #tchatSalima Nathoo
A1: I worry about that subjectivity bias that causes poor references to be worse and great references to be a tad unbelievable #TchatDan Schultz
A1: I’ve never read a recommendation for anyone on LI. It’s just like when checking references for a job – a waste of time. #tchatRob McGahen
A1. The real power of endorsements is internal, strengthens belief and passion for your vision and purpose. #BrandYou #tchatMichael Clark
A1) The most meaningful recommendations I’ve received? Those I’ve never solicited. They mean THE WORLD. #tchatExpertus
A1: Reward employees for the work they’ve done by giving them work they want and are capable of. Give them wings. #tchatBessie Rousselle
A1: Endorsements & recommendations that are REAL are social proof that U R who U say U R, do what U say U can do @Cruiter #TChatNancy Barry-Jansson
A1 The skills endorsement was some adroit marketing by LinkedIn #Overheard on #Tchat radioDave Ryan, SPHR
A1 Endorsements on LinkedIn are not terribly useful but real recommendations are #TChatHolly Chessman
A1 Endorsements are one way we can support each other, personally & professionally #TChatClaire Crossley
A1. They are best when the come from well informed people who know you well, their credibility comes through #tchatGuy Davis
A1. #TChat Tremendously valuable, but they need to be authentic.Stan Phelps
A1 They can help define your skill set online. An important career development step. #tchatMarla Gottschalk PhD
Q2: In the world of work, are all online endorsements and related activity created equal? Why or why not? #TChatMike Dwyer
A2: I find them more valuable when the endorsement comes from someone who managed the person directly #tchatWill Staney
A2 I haven’t take time to endorse all who deserve it—it’s too much. So the whole concept is too random right now. #tchatStephen Abbott
A2: Online Recommendations take more effort and carry more cred #TchatDan Schultz
A2 – or a client as well. I am also somewhat skeptical of people who endorse each other (scratch my back and I’ll scratch yours) #tchatmatthew papuchis
A2-endorsements, etc without performance examples are still nice but they’re really nothing but vacuous platitudes #tchatSteve Levy
A2 We have to start somewhere – and we have a long way to go! Endorsements are just the start. #tchatMarla Gottschalk PhD
A2: What about resumes that list way too many skills? Skills endorsed have to matter and not clutter #tchatChristopher Yeh
A2: If it is on LinkedIn, the value comes from if the person knows the company/person giving the rec. = crediblity #TChatLori~TranslationLady
A2: I think one from a supervisor or someone in a “senior” position have more weight vs. a peer. Just my initial reaction. #tchatmatthew papuchis
A2 Online endorse not as valid as by client or startup whose bottom line increased via my help :-) #tchatCASUDI
A2 Endorsements are only as good as the people who give them, so not all are created equal. #TChatMike Dwyer
A2: No, endorsements are stronger when they come from credible sources. Big difference between a friend and a former manager. #tchatBright.com
A2. In the world of work? Doubtful – in the world of B2B or B2C? Probably (or can we separate the two?) #TChatSusan Avello
A2. Again, I feel the on-line recommendations are nice to have but I’ll never make a decision on those. Backdoor reference trumps. #tchatMichael Danubio
A2: Sadly, just as in the world of #leadership, we give more value to endorsements based on certain positions than others #TChatAndrew Henck
A2: It’s all about WHO provided the endorsement/recommendation. Needs to be authentic/legit/thoughout #tchatGoldbeck Recruiting
A2 Not sure, but I would think that the weight of the endorsement will heavily depend on the person recommending. #TChatEnzo Guardino
A2: The platform doesn’t matter; the person who provides the endorsement / recommendation does. #tchatDawn Rasmussen
A2: In a job search, those that are from previous employers and bosses probably hold a little more water than from peers. #TChatKevin W. Grossman
A2 Are you hiring someone? Are you prospecting? Are you making friends? Different recs can serve diff purposes #TChatHolly Chessman
A2: Written recommendations => read the words. Is it sincere? Push-button endorsements => too easy. Why wouldn’t they invest more? #TChatTom Bolt
A2. I feel that referrals and recommendations weigh more then endorsements. It’s not a one click free-for all #tchatAshley Lauren Perez
A2 I always wonder if anyone looks at my Klout or Kred score. I don’t. #tchatMarla Gottschalk PhD
Q3: How should leaders interpret online recommendations & endorsements? What is the value? #TChatMike Dwyer
A3. Being and doing the best #BrandYou is the most powerful endorsement. #tchatMichael Clark
A3: Ldrs should look within their organization to see what type of LI footprint their “A” players have for guidance #TchatDan Schultz
A3: Online endorsements are almost the price of admission. If you want “front row seats” you’ll need a lot more than that though. #tchatmatthew papuchis
A3. Checking out a persons blog can give u insight as to how they think – don’t look at mine #TchatDave Ryan, SPHR
A3 Endorsements & esp. recommendations show you have credibility & that others are confident in your skills, reliability & work ethic #TChatMarc Cibulka
A3: I think the only reason why employers want references, is so they can check the box. STOP CHECKING BOXES!! #tchatRob McGahen
A3: Leaders recognize them as qualitative input. To be given their due consideration as such. #tchatMark Salke
A3: UR brand-indv/otherwise is never about what u say about urself–it’s what’s being said when u leave the room that counts #TChatAngela Maiers
A3 Rather than seeing a ‘click’ I’d rather hear about the experience, from candidate, that resulted in endorsement #TChatClaire Crossley
A3. it can back up some of the things people say. you can be ANYONE you want online – it can help prove you’re legit #tchatAshley Lauren Perez
A3 There could be value for mentors-mentees. Taking the time to write a recommendation is more valuable than simply endorsing. #TchatGoldbeck Recruiting
A3: Consider their own LI recommendations/endorsements – note the roles & weigh that against job description #TChat @CruiterNancy Barry-Jansson
A3: Online recommendations etc should be valued equal to the amount of time it takes to do. Just a click, just throw it away. #TChatAndy Phillips
A3: A very big grain of salt. Not all online endorsements ring true #tchatJen Olney
A3: Leaders interpret online recommendations: We should be aware of the tools (e.g. Klout) & their limitations. Use caution. #tchatD. Scott Smith
Do our words not hold the same weight in digital as they do out loud? Mine written words are more weighty, in fact. A3 #tchatJocelyn Aucoin
A3. Verify against overall digital and social footprint to see if endorsements align w/ voice and engagement. #tchatSalima Nathoo
A3: It helps to tell a subjective story about the individual they’re reviewing and who the individual is connected to. #TChatKevin W. Grossman
A3 An open & creative leader new to working with an employee could use them to gain insight into ee if meaningful recent & sincere. #tchatJamieAinDC
A3) I think recommendations can be valuable on an intranet – for example – putting them to work in a context (what do you think?) #tchatnancyrubin
A3. Leaders should give endorsements a quick scan, nothing more. #tchatMichael Clark
A3 Online recommendations are a good way to see if its worth starting a conversation with someone – but it’s not the end point #TChatHolly Chessman
A3. Everything you discover should lead to a conversation where you corroborate and refine what you intuit. #tchatJustin Mass
A3: Online recs & endorsements should be taken with a grain of salt, maybe used as a starting off point for reference checks. #tchatBright.com
A3: Take it with a grain of salt #TChatAndrew Henck
A3 #tchat the vakue is in the passion and differentiation/authenyicity of the endorsement, if it strikes a chord, worth pursuingdiane mcwade
Q4: When do *you* endorse a fellow professional online? What criteria do you use? #TChatMike Dwyer
A4. I don’t do on-line reco’s. It’s just easier to say no to everyone than yes to some and not others. It’s a cop out for sure #tchatMichael Danubio
A4 I only recommend someone I personally know well, produced top quality work with and all the while truly enjoyed the experience. #TChatMarc Cibulka
A4: Confession: I’ve ignored req. for endorsement: I hadn’t see their work…yikes, didn’t I make a reference to ostriches last week?!! #TchatLori~TranslationLady
A4: I’ve recommended a few ppl on LI. Those who inspire me and who I’ve worked (note: past tense) w/ face-to-face. #tchatBob Merberg
A4. I would like to offer each of you an endorsement for awesomeness right here and now. #tchatMichael Clark
A4: I see people in 3D. I like to cut through the “sheen” and FAST :-) Heart, Smarts and *Credibility* is what is important. #TChatMeghan M. Biro
A4: I will provide an unsolicited endorsement for a colleague who I know and trust for a skill I have seen demonstrated. #tchatMark Salke
A4 only when i know the person, know that they have demonstrated the skill and know they are on the job hunt. To help them out #tchatAidan Daly
A4: I endorse only those I have worked with and believe they would represent my recommendation well. #tchatSalary School
A4: When do *you* endorse a fellow professional online? <--Following a recent interaction (relevant & real time) #tchatD. Scott Smith
#tchat A4 when you have had enough interaction to determine their authenticity, their own knowledge, their reactions etc!MySageAdvice(TM)
A4: In Linkedin I only endorse people I’ve worked with. I believe most people do that. Trust the community. #tchatMarcio Saito
A4 I endorse when I worked directly with the person and I can evaluate his skills #tchatAhmed Abdel-Aliem
A4: if they endorse me first :) J/K – I will endorse if someone has established consistently high competence in certain area #tchatmatthew papuchis
A4. How long have I known them, what is our relationship, work, prof assoc, student emply, colleague, how do I know their skills #tchatGuy Davis
A4 On LI I only endorse people I’ve actually worked with or know well. On Twitter I recommend people I admire & connect with #TChatHolly Chessman
A4: Endorse people when I have gotten to know them and feel comfy extending my brand credibility to include them. #tchatDawn Rasmussen
A4: If someone I know is looking to fill a position and I know someone that may be a good fit. #tchatRob McGahen
A4 I endorse unsolicited, and only when I really know that person is good at that skill #TchatChristopher Yeh
A4) I have to know someone personally to endorse them and have something significant to say to recommend them #tchatnancyrubin
A4 Only current associates (people can change over time). Or a service that I’ve actually experienced. #TChatEnzo Guardino
A4. I make sure I endorse people for what I legitimately dealt with when working with them. #tchatAshley Lauren Perez
A4 #tchat I never endorse folks I do not know/value and I never share with the nework as an option, what is the point? It is reputationaldiane mcwade
A4 I must have had a cocktail with someone to endorse them #TchatDave Ryan, SPHR
A4: I only recommend when I’m asked to, and I reciprocate when I’m given one. But I haven’t dabbled in endorsements to date. #TChatKevin W. Grossman
Q5: How is tech changing the nature & value of endorsements & recommendations? #TChatMike Dwyer
A5 As many of you wonderful people have said, nothing beats the power of a recommendation / referral based on in-person experience :) #TChatMarc Cibulka
A5 whatever happened to picking up the phone and checking in with the person’s endorser? You can tell a lot from tone of voice!! #tchatAidan Daly
A5: I remember recommendations someone took the time to think about and type out on paper. Seemed more meaningful. #tchatBob Merberg
A5: Technology has put an even greater emphasis on endorsements, forcing us to look at experiences across the board #tchatAlex Theis
A5: Let’s GET CLEAR on the difference between “endorsements” and “recommendations” on #LinkedIn #Justsayin #TChatMeghan M. Biro
A5: More tech gives us the ability to start to be more discriminate with who we trust and how we will wield our endorsement of others #tchatJen Olney
#tchat A5: It makes it convenient but unfortunately a lot of it can be skewed too.Mike Chuidian
A5 It’s doubled-edged. On one hand it takes less time so people can write more meaningful recommendations. On the other, saturation #tchatChristopher Yeh
A5: The easier the endorsement is to perform, the less value there is in it. Technology is making it TOO easy. #TChatLori~TranslationLady
A5. Watering them down, making them too easy, eliminating thought and discretion. #tchatMichael Danubio
A5) While tech makes it easier for everyone to see your endorsements, when abused it dimisses value for all. Why you need network. #tchatTim McDonald
A5. Some great pros I work with in prof assoc once a year, tech makes it easier for us to keep in touch and get to know their skills #tchatGuy Davis
A5. Tech can def help you find more qualified people quicker than by searching via word-of-mouth. Recmd/endorsements can back up cred #tchatKimPope
A5 – alas I fear too many online endorsements lack credibility – and it’s getting worse #TChatSylvia Dahlby
A5 A lot of the #SM stuff is turning into noise #TchatDave Ryan, SPHR
A5 Tech or no tech, any endorsement, recommendation, a shout-out, should be authentic! #TChatClaire Crossley
A5 when tech is foisted upon a process that is broken – without reengineering te process – the result is automated inefficiency #tchatSteve Levy
A5 makes it easier, which isn’t necessarily good. Can mean less thought goes into the endorsements/rec. Can get lazy!! #tchatAidan Daly
A5: It definitely makes it much easier to do so!! #Tchatrecruiterbox
A5 It makes you wonder what happens to those who haven’t adopted the tech to be endorsed/recommended #TchatGoldbeck Recruiting
A5: Tech has made endorsing / recommending easier but that doesn’t mean we should lower the bar! #linkedin #endorsements #tchatStacy Donovan Zapar
A5 #tchat it is destroying it, has no proper validation/risk assessment guidelines attached, needs curtailment, else true professionals diediane mcwade
A5: Tech is changing endorsements / recommendations to make them dumber (uh, easier) to do. #tchatDawn Rasmussen
A5: A well thought-out composed recommendation vs. a “click” and yes we are moving on to the next person. Hmmm… #tchatDawn Rasmussen
A5 Tech makes it easier to find people but that’s where the real work begins – then u have to get to know them #TChatHolly Chessman
00Megan Burketthttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMegan Burkett2013-01-23 20:12:222020-05-25 16:14:41The Social Side of Professional Endorsements: #TChat Recap
Question: What was your favorite job to-date? Now tell me, how did you learn about that job? And how did the hiring manager decide that you were the best candidate?
Did friends, family, former colleagues – any people you know – make a difference in helping you locate and land that satisfying opportunity? I bet you said yes.
Certainly, other factors count. Skill, speed and smarts – even serendipity – can play a role in making a strong career move.
But after a week of #TChat discussions about how to stay ahead of the curve in today’s job environment, I’m reminded that one factor matters most. The key is not how fast or how elegantly you travel along your professional path – it’s how many others you bring along for the ride.
Hint: The Secret Sauce is Social
No matter how rapidly the world of work evolves – desired skills, business environment, job hunting tools – relationships are the common denominator that defines the trajectory of every career. Truth is, connectedness creates powerful career leverage.
How we build and maintain relationships may shift as technologies and customs change. But at the end of the day, relationships matter. They’re the fuel that drives professional momentum. And professional communities like TalentCulture are living proof.
Digital forums may never replace the impact of direct contact. But they create a whole new context for connectedness that the world has never seen. And that can translate into far richer learning, collaboration and professional opportunities for career-minded individuals.
But don’t take my word for it. Look at what experts say…
NOTE: To see specific highlights from yesterday’s “Career Management” #TChat session on Twitter, watch the Storify slideshow at the end of this post.
#TChat Week-in-Review
A special thanks to career management and mentoring expert, Mark Babbitt, Founder and CEO of the popular internship portal and blog, YouTern. His leadership through the week’s #TChat activities kept us all focused, engaged and open to new ways of managing our careers.
Google+ Hangout Video: As a prelude to his appearances later in the week, Mark Babbitt talked with TalentCulture community manager, Tim McDonald, about key challenges in today’s job market.
WED 12/19 #TChat on Twitter: The community returned from the holidays in fine form, ready to share ideas about career management challenges, opportunities and strategies for success. Thanks to everyone who contributed thoughtful input!
Here’s just a taste of the interaction from last night’s #TChat stream… (For full highlights, watch the Storify slideshow at the end of this post.)
Biggest career management challenges?
There’s no such thing as job security any more, but a good network provides security. @AlliPolin
Learning when to stay, leave or pivot in your career / job is a heavy thought for many people. @CyndyTrivella
What job hunting activities matter most?
Get comfortable with the relentless pursuit of community and meaningful connection. Employed or not. Your next dream job starts here. @SocialSalima
Social media isn’t going to get you hired. The relationships you build there, though, just might. @talemetry
Build your community – BEFORE you need it! @susanavello
Whatever the technology – must be used to get face-to-face with hiring manager! @RichardSPearson
Best tech for finding a job is a handshake and positive attitude! The rest just gets us to the handshake. @JanisSpirit
# # #
Closing Notes & Highlights Slideshow
NOTE TO BLOGGERS: Did this #TChat session inspire you to write about career management or other “world of work” issues? We’re happy to share your thoughts. Just post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along. There are many voices in this community, with many ideas worth sharing. Let’s capture as many of them as possible.
WHAT’S AHEAD: Next week, we shift our focus to Gratitude and Employee Recognition. Be sure to mark your calendar – first for #TChat Radio, Tuesday, Jan 15, at 7:30pm ET. And then for #TChat Twitter Wednesday, Jan 16, at 7pm ET. Look for a full preview on Monday, January 14 via @TalentCulture and #TChat. Til then, keep rockin the World of Work!
Q1: What are the biggest career management challenges for professionals today and why? #TChatMark Babbitt
A1: Politicians, Medical Workers, Tax Attorneys #TChatTom Bolt
A1. Constant iteration – and Maintaining aftermath #tchatCream.hr
A1 If you always do what you always did – you will get the same results. Biggest hurdle for some? Change. #tchatEmilie Mecklenborg
A1: Making the most of the job experiences you have had! #tchatLegal Option Group
A1: Finding a company that not only matches your goals, but one you can trust to stay in business and do the right thing. #TChatchrys peterson
A1 Being visible and developing relationships both in and out of the organization is key and a challenge! #tchatAlli Polin
A1: Realizing that if you need help, you have to ask it. You can’t expect others to read your mind. #tchatRob McGahen
A1. Staying relevant and in demand when things change so rapidly- have to take control of your development #tchatJane Watson
A1 Learning when to compromise but not compromising yourself. #tchatFord Careers
A1 Knowing what career paths are feasible and what steps I need to take to get there. #tchatAshley Lauren Perez
A1: I find a lot of career challenges involve not knowing yourself before leading others in the workplace. #TChatAndrew Henck
A1 – knowing that no job is permanent – always planning for the next while exceeding expectations on current… #tchatRichard S Pearson
A1 Another challenge, taking the time to truly engage with others, colleagues, clients, etc #TChatClaire Crossley
A1. Keeping up with the changing technology. How to stay relevant when there are so many innovations #tchatCream.hr
A1. Biggest challenge is to keep moving forward rather than becoming complacent or stuck. #tchatSabrina Baker
A1 Owning the career path, listen to your heart, not someone’s suggestions #tchatDustin Haverkamp
A1: Identifying short & long term goals – charting a path to get there #TChatAndy Osburn
A1. The biggest career challenge for professionals today is building the skills they’ll need for tomorrow. #TChatTalent Generation
A1: Biggest career challenge – Staying relevant in essential conversations. #TChatJon M
A1) lots of information out there to manage. You need to hire an intern to keep up! #tchatRich Grant
A1: Staying relevant and marketable. #tchatKevin W. Grossman
A1 With staffing reductions, balancing home and work can be a challenge due to extra hrs. @ work. #TchatCyndy Trivella
A1 – The biggest challenge is to stay ahead of change & manage market expectations #TChatLeAnna J. Carey
Q2: What are the top three activities job seekers should focus on this year and why? #TChatMark Babbitt
A2: 1. Think positive 2. Reach out to other ppl you know who are connectors 3. Scan CL and LinkedIn like your life depends on it! #tchatLegal Option Group
A2: Networking, personal meetings, staying true to plan (don’t let gear derail the focus. #TChatTodd Noebel
A2: Share your expertise… Listen to experts… Shut up. <= 3 more things #TChatTom Bolt
A2. FOLLOW YOUR PASSION. Seriously. #tchatCream.hr
A2 Never give up! #jobseeking and rejection can be depressing but don’t stop trying and try new ways. Only takes 1 #job offer. #TChatJanis Stacy
A2: building relationships, focused networking, & following those that have what you seek #tchatSkyWay Leadership
A2: Recognizing your talents and how they apply/transfer to diff jobs/careers, networking & building relationships. #tchatchrys peterson
A2. Community building. Surround yourself with those that find purpose and strength in helping group be successful. #tchatVictorio Milian
A2: Be aggressive with your job search, but don’t forget to take time for yourself. #tchatRob McGahen
A2: Network, Network, Network (BUT)…>>>>>>>Know when to ask!!!! #TChatSusan Avello
A2: Become a connector of people, ideas and intent. #TChatMeghan M. Biro
#tchat a2 building a platform to deliver valuable outcomes to their audience while increasing their reach and impact!Bruno Coelho
A2: Adjust your plan… Execute the plan… Measure results… Rinse and repeat. #TChatTom Bolt
A2. If you have a reactive mindset vs. a proactive mindset the world will pass you by #tchatBridget Webb
A2: Know your value, network with those who can propel your forward and and be adaptable to the market #tchatJen Olney
A2 build a strong online portfolio, participate in local networking groups & educate yourself through books & online resources #TChatHolly Chessman
A2 – technology, self-branding and cultural sensitivity #tchatmatthew papuchis
A2. Follow up, Networking, and Soul Searching. Do what you love #tchatCream.hr
A2: Send an informational interview request to a contact in your desired field/sector atleast once a week #TChatAndrew Henck
A2 – Innovation skills, Social Business, Results – Because business sustainability & growth are monumental to our biz economy #TChatLeAnna J. Carey
A2: Revamping that video resume, networking on all levels and focusing on a career, not just a job! #TChatSpark Hire
A2 Clean cross-platform Social Media presence / Learn languages / No Drugs #TChatEnzo Guardino
A2. A successful job search isn’t about what you do, it’s about who you know. Never stop networking. #TChatTalent Generation
Q3: What are the hot professions today and what are employers looking for in every employee? #TChatMark Babbitt
A3 folks that are on high tech marketing are always in demand – as are those who can write well #TChatHolly Chessman
A3: As they say in NBA, I can tech you basketball. I can’t teach you to be 7 feet. #TchatCLOUDTalent
A3 Hire for potential! #tchatMarla Gottschalk PhD
A3. People who are loyal to their values. #tchatSalima Nathoo
A3 employers are looking for candidates that have tangible evidence that they can be successful at the job. bring out the brag books! #tchatAshley Lauren Perez
A3 I love multi-talented candidates. Can pitch and close, knows HTML in a pinch! #tchatRobert Moore
A3: Problem solvers, for sure! Not just BS’rs. They’re’s plenty of those to go around! #TChatSusan Avello
A3: I want cynical, critical, idealist, hard-working empaths, please. #tchatKevin W. Grossman
A3 Often times, #job seekers R so nervous in the interview, they don’t take time to assess if the company fits their culture needs. #TchatCyndy Trivella
A3 Seems employers want already full time employed problem solvers. #TChatJanis Stacy
A3. Know what you can teach. Offer to build that capability on your team. #tchatJustin Mass
A3: If you can read this, employers want you: 010111010101011010 #TChatTheJobChaser
A3: Employers want innovators and collaborators. #tchatRoger Veliquette
A3) looking for passion, honesty, integrity, & a willingness to learn #TchatPortland John
A3: They seek a proactive person with a positive attitude! Dn’t forget how much value is placed on a persons “fit” within the co. #tchatLegal Option Group
A3 People who can laugh and not take themselves too seriously are always on the “we like that” list with employers. #TchatCyndy Trivella
A3) NACE – National Assoc of Colleges & Employers surveys regularly about this question. Soft skills wins out #tchatRich Grant
A3. Experience, knowledge and successes are important of course but soft skills are just as relevant. #HR #career #tchatBridget Webb
A3 Employers are looking for someone who will engage beyond the status quo, lead outside the box and co-create. #tchatSalima Nathoo
A3. Hot jobs? UI/UX Designers. In demand skills? Adaptability, flexibility, combos of skills (e.g. Creative + tech-savvy) #tchatJane Watson
A3 Creative problem solvers with depth of experience #tchatRobert Moore
A3: Employers want people who can MULTI-TASK; do many jobs. #Tchatchrys peterson
#tchat A3 Online Dreampreneurs will rock 2013! Every Entrepreneur with a worthwhile Dream can make a meaningful impact Online!Bruno Coelho
#tchat A3 employers are looking for: on the plus side: proactive, passionate, focused. On the minus but real: charismatic, attractive.Franny Oxford
Q4: Will the online profile eventually be the demise the resume? Why or why not? #TChatMark Babbitt
A4) Resumes = lack of creativity! Job seekers must be innovative, showcase their talents #TChatPortland John
A4: the resume is only a filter & not a good one at that – having better information will always lead to better decision making #TChatAndy Osburn
A4: Problem with resumes is they are push-based. Need #digitalweaver that is pull-based so that skills are contextual to job. #tchatCLOUDTalent
A4 Your personal brand and social media are your 3D resume #tchatEmilie Mecklenborg
A4: first thing a potential employer does is “google” you. So in some respects, your search results is modern day aggregated resume. #tchatmatthew papuchis
A4:Online profiles will create a one-stop-shop as recruiters will be able to not only evaluate work exp & evaluate social presence.#TChatLidia Cords
A4: Important to be ready with both: resume (electronic, no more paper) + online profile. #tchatAnne Messenger
A4 over 80% of resumes are intentionally misleading. 70% of grads say they’ll lie to get a job. It’s horrendous #tchatCream.hr
A4: Some say that it seems to be headed that way. Do #recruiters look at social media profiles before contacting an applicant? #Tchatrecruiterbox
A4 I hope I never have to write another resume again #justsaying #tchatRobert Moore
A4: A quality online profile will fortify the resume. It gives a qualitative view of the person. #TchatJohn R. Bell
A4 Dead and gone. Because you can be whoever you want to be on paper and everybody knows it. #tchatCream.hr
A4) I think resumes started dying when we started using online application management systems. #tchatJennifer Tozer
A4: Online profiles basically ARE resumes – just updated more frequently. It’s progression, not replacement. #tchatBright.com
A4: Resumes are still important, but online profiles help complement what you show on paper. #TChatKC Job Seekers
A4: Paper resumes communicate so little about who a person is and what they can do for you. Online profiles are already here. #tchatMatt Hirschfelt
A4. Online profiles will definitely enhance the resume and change the format. Not sure about going away entirely. #TChatSpark Hire
A4 Full resumes will give way to very personal cover letters, linked to online profiles. Needs customized focus to balance skills. #tchatStephen Abbott
A4 One day, surely. As is, reading through a CV is faster and somehow, more personal (reading between the lines) #TChatEnzo Guardino
A4. The online profile probably won’t replace the resume. But it’s already just as important. #TChatTalent Generation
Q5: What are the best technologies job seekers should be using in their search and why? #TChatMark Babbitt
A5: Be you…on and offline. It’s just that simple #tchatJen Olney
A5 Use technology, but don’t use it as a crutch to keep U from IRL interactions. Technology is a means to an end, not the end result. #TchatCyndy Trivella
A5 Vast amount of articles, white papers on every industry. Research current trends and pay attention to shifts in your field. #tchatFord Careers
A5: The best tech. for finding a job is #some by far. It’s been progressing steadily and I see no decline any time soon! #tchatLegal Option Group
A5: We live in a world of clutter. Anything that breaks through it with the right purpose & conviction is a candidate’s advantage. #TchatJohn R. Bell
A5. First jobseekers should be networking. Technology LinkedIn and of course twitter #TchatGuy Davis
A5 Connect and build relationships on #SoMe – use the one that makes you most comfortable – but do it! #tchatAlli Polin
A5: 2013 Social Video is a hot Technology for effective Job Search. #TchatSean Charles
A5: Best technologies for job seekers? Google, chats (#tchat, #hfchat), LinkedIn, Glassdoor, networking data base. #tchatAnne Messenger
A5: Building your community – BEFORE you need it! <<<<< Key! #TChatSusan Avello
A5. Tech is out. Direct referrals from friends and colleagues more effective with much less gaming than tech #tchatShane Granger
A5. Ask yourself….”Who do you know and who should you know?” Then find a way to connect/build relationship via #socialmedia #tchatBridget Webb
A5: Whatever the technology is – must be used to get face-to-face with hiring manager!!! #tchatRichard S Pearson
A5: Use technology + #social to take charge of your career, your destiny and your “life story” #TChatMeghan M. Biro
A5) I have not tried this but someone told me about http://jibberjobber.com for keeping track of contacts #tchatRich Grant
A5. Money and a smartphone. Money to maintain yourself and a phone to stay connected with people. #tchatVictorio Milian
A5: Sites and services that give you a glimpse inside to all the people, places and thing you’re interested in. #tchatKevin W. Grossman
A5 Best technology: tablet tech. Bring it into a job interview and show off your portfolio. That’s what I call #dynamicinterviewing #TChatTheJobChaser
A5: technology aside, nothing can replace the personal connections you have. So focus on technologies that will enhance relationships #tchatmatthew papuchis
#Tchat A5 Knowing which, can require trying many to know which works best 4 U. Not using technology will NOT play in UR favor.Cyndy Trivella
A5 Mobile Tech.>Better networking, search opportunities, be accessible and respond promptly to enquiries, wherever & whenever #TChatEnzo Guardino
00Kathleen Krusehttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngKathleen Kruse2013-01-10 19:46:072020-05-25 16:07:53Connecting Career Dots: #TChat Recap
Informational interviews have a number of things going against them. They sound boring, ineffective and most importantly are hard to get. However, in reality, they aren’t hard to get at all and, if leveraged effectively, will increase your chances of finding and being considered for jobs, especially the “hidden” ones.
Unfortunately, many job seekers fail to request the interviews properly and as a result, actually turn off or lose the “interviewee” altogether. Here are eight secrets for effectively requesting and successfully getting informational interviews:
1. Email, don’t call. Emailing or sending a message via LinkedIn allows the recipient to choose to respond at their own leisure and doesn’t interrupt their schedule.
2. Make GRAMMAR your new best friend. I know we all use spell-check nowadays, but honestly, proofread anything and everything you write to any professional. It doesn’t matter how well they write, they have a job and you don’t yet, so make sure everything from punctuation to capitalization is perfect. If possible, ask someone else you trust to read your outgoing messages to these professionals just for outside perspective. This is especially important if English is not your first language.
3. Hook them with your subject line. No matter how you know the person you want to contact, the subject of your message has to be personal and direct to catch their attention and move them to read it. If you don’t know the person, consider using “John – Question from a Student” or “John – Request for Informational Interview.” If you do know them, I recommend “John – Request from Chris Perry” or if you don’t know them personally, but went to the same college or have something in common, I recommend something along the lines of “John – Request from a W&M Student.”
4. Briefly introduce yourself. In a short first paragraph, state your name, who you are and what you are doing. Remember, busy people don’t have time to read long messages. Keep it short, sweet and to the point.
5. Command the common ground. If someone who knows them has referred you or you have something significant in common with the person (i.e. college, professional organization), make sure to include this at the end of your first paragraph or at the beginning of your second. A stronger connection or link between you both can only help you get the interview.
6. They know you want a job, so don’t ask for one! In your next paragraph, this is where you make the direct request for the informational interview; however, DON’T ask them upfront for help to get you a job in their company, as they already know you’re interested in opportunities in their company or you wouldn’t be contacting them. I recommend you make it more about them and ask them for the opportunity to speak about THEIR career, how THEY got involved in it, THEIR company and/or its culture.
7. NEVER send your resume to them with your initial request. This looks presumptuous and inconsiderate and your resume just implies that you expect them to take time to look at it and more time to send it to the right person BEFORE they have even had a chance to “yes” or “no” to your request. If you are emailing them, include a link to your LinkedIn profile in your signature, and if you are sending a message via LinkedIn, there is no need, as you are already on that network. Let them be the one that request more information from you.
8. Don’t Forget Your Contact Info. Make sure to have a professional email/message signature with all possible methods of contact listed. This way, you look good, but they can also get in touch with you in whatever way they prefer. You might even tastefully include a link to your LinkedIn profile, personal website or other supporting media online. This is more appropriate than a resume, because it offers them the option of seeking more info about you.
Today’s post is by Miriam Salpeter — owner of Keppie Careers. She teaches job seekers and entrepreneurs how to leverage social media, writes resumes and helps clients succeed with their goals. Miriam writes for U.S. News & World Report’s “On Careers” column, CNN named her a “top 10 job tweeter you should be following” and Monster.com included her in “The Monster 11 for 2011: Career Experts Who Can Help Your Search.” She blogs at KeppieCareers.com and GetASocialResume.com.
Why do companies hire the people they hire? Is it always because the selected candidate is the absolute best qualified to do the job? It’s hard to quantify, but my guess is probably not. Hiring is a complicated art involving selecting a person to do a job, but, often more importantly, someone who is a good “fit” for the role.
Think about interviewing someone to join your family – someone you need to see and spend a lot of time with for the conceivable future. You may be interested in particular skills, depending on your family’s culture. (Cooking? Softball? Driving?) At the end of the day, you probably want to select the one who won’t annoy or embarrass you; someone willing to pitch in (even if it is not his or her job), the candidate who can communicate – and who people like to be around.
It’s not surprising to learn these emotional intelligence skills are gaining more focus and impacting job seekers. A quick definition is in order. Here is one that I like and is easy to understand from Mike Poskey, VP of Zerorisk HR, Inc:
Emotional Intelligence…is defined as a set of competencies demonstrating the ability one has to recognize his or her behaviors, moods and impulses, and to manage them best according to the situation.
Companies are incorporating emotional intelligence into their hiring processes, with good reason. The Sodexo(one of the largest food services and facilities management companies in the world) blog reminds readers that “businesses that will succeed in the 21st century will be the ones that allow employees to bring the whole of their intelligence into the work force – their emotional and intellectual self. Not only does this impact morale, but productivity increases, too.” A recent study from Virginia Commonwealth University shows that “high emotional intelligence does have a relationship to strong job performance — in short, emotionally intelligent people make better workers.”
To be successful in a job hunt, you not only need to demonstrate an association between what the employer wants and your skills and accomplishments, you need to be able to tell your story in a way that makes it obvious you have the emotional intelligence/emotional quotient (EI/EQ – or soft skills) to fit in. Companies want to hire a candidate who will work well in the team; they all seek someone who will contribute and get the job done with finesse. Most seek employees they will trust to represent the company graciously. No one wants to be embarrassed.
This is why social media is such a great tool for job seekers. A job seeker with a pristine online portfolio and nothing questionable in her digital footprint makes a strong case for actually being someone who knows how to negotiate the digital world where we all function.
Using social networking tools to illustrate your expertise can provide entree into a network of professionals writing and talking about the topics important for you and your field. If, for example, you write a blog to showcase your knowledge of the restaurant industry, or use Twitter and Facebook to be sure people understand you know a lot about finance, you have a chance to connect with multitudes of potential contacts, any one of whom may connect you to the person you need to know to land an opportunity.
At the same time you demonstrate your expertise online and grow your network, you are also giving people a taste of the type of person you may be in person. Granted, some people have a distinct online-only persona. Many of us know people who seem mean and spiteful online and are amazing friends in person. Certainly, the opposite is possible.
However, for the most part, it’s safe to assume how people act and communicate online represents how they behave in person. When we get to know people via social media, by sharing tweets (including those all important personal tweets about what we’re eating, watching, and doing for the weekend), trading comments on blog posts, and keeping in touch via Facebook and LinkedIn, we are part of the longest job interview – with a very long “tail.”
No doubt, for some people, social media is dangerous for their job search. The people who aren’t attentive to details (and don’t untag themselves in inappropriate photos), the ones with short tempers and no filter who share every thought, and those who complain about people or things and appear excessively negative online. In an environment where employers are reviewing digital footprints, those people, who are not illustrating high levels of emotional intelligence, may have difficulty landing jobs.
The flip side? If you know your business, connect and share easily online, make new friends and contacts, and try to give at least as much as you hope to receive, social media may be just the “social proof” you need to help you stand out from the crowd.
My book, Social Networking for CareerSuccess, shows you how to leverage the “big three” tools (LinkedIn, Twitter, and Facebook), and describes how blogging and many other social media tools can help job seekers distinguish themselves. Learn more at www.socialnetworkingforcareersuccess.com. Download a free chapter HERE.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00TalentCulture Team + Guestshttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngTalentCulture Team + Guests2011-05-04 08:51:542020-05-20 17:02:32Social Networking For Career Success
Today’s post is by Ty Abernethy — founder and CEO of ZuzuHire, a multimedia candidate screening tool incorporating video, voice, essay and multiple-choice questions. He has a background in executive recruiting, and currently manages the finance/accounting recruiting division of Chase Professionals.
The hiring process is changing–not only for companies and recruiters, but also for candidates. With companies facing challenges like budget cuts and understaffed recruiting departments, they are looking at new tools to simplify the hiring process. Things are changing quickly, and it’s hard to keep up. But it’s also difficult to tell which tools and innovations will stick once the dust has settled. Here’s a breakdown of some of the exciting new technologies that will (most likely) stick and how candidates should adapt to keep up.
Ding, Dong the Job Boards Are Dead (well sort of…)
Once upon a time, all hiring strategies went like this: 1) post an ad to a major job board, 2) review resumes, 3) interview, 4) and hire. But things are changin’. Now, with the advent of social media, companies and recruiters have so many more recruiting gadgets in their tool kit. And with aggregate job sites like Indeed and SimplyHired, there is no longer a need for employers to post with the major job boards. Companies can use the smaller, lesser known (and cheaper) boards and get great results. And LinkedIn has now become the largest “resume” database in the world. Soon companies and recruiters will use LinkedIn profiles interchangeably with resumes. And before too long, companies will start allowing applicants to apply to their job postings via the “Connect with LinkedIn” plug-in instead of having to upload a resume. For candidates, this means they must have a professional, updated, and detailed profile.
Video Is Not Just For Pop Stars!
Video is fast becoming a major component to the hiring process, both as a marketing tool and as a candidate screening and interviewing tool. Companies are realizing that the more they differentiate their jobs from their competitors’, the easier it is for them to attract exceptional candidates. And video is a great way for a job seeker to get to know a company better. YouTube and Facebook videos help to give a company a face and a personality and make candidates more excited about the organization. Additionally, video offers a great time saving solution for companies during the interviewing process. Companies can interview candidates in a fraction of the time by incorporating video, and save on travel costs as well. Very soon it will be commonplace for companies to screen and interview candidates via video before bringing candidates in-house to interview. Job seekers need to purchase a webcam so they can keep up!
Mobile! (It’s not just a town in Alabama!)
Mobile recruiting will be huge in the future. Currently, companies looking for a competitive edge have started to incorporate mobile apps and text messaging into their recruiting campaigns. New technology allows recruiters to send out a job via an app and candidates can “check in” if they are available. Recruiters see not only that the candidate is available, but where he/she is geographically located. Then recruiters can reach out to candidates that are in the closest proximity to the job. Crazy, right! Additionally, recruiters now have the capabilities to mass text message candidates with job specs. Instead of having to wait for a candidate to check his/her email, recruiters send the message directly to the one device candidates never put down—their cell phones! Powerful stuff, especially for recruiters sourcing for time-sensitive temp jobs. Job seekers should update to smart phones to keep up.
How Job Seekers Should Adapt
Job seekers that adapt the fastest will see the best results. Being prepared for these changes really helps a job seeker stand out from the crowd. First off, it’s imperative for candidates to leverage their social media communities. Great sites like StartWire make it extremely easy to keep your networks updated on your job search and to ask for assistance and support along the way. It is imperative to find and apply to jobs within the first 24 hours that they are posted. Candidates should set up Indeed and Bing job alerts for target job titles in their geographic location. Signing up for social media job search tools like BraveNewTalent can also be quite effective for finding companies that are hiring. Job seekers should purchase a webcam and become comfortable communicating and interviewing online. If job seekers can keep up, they will stand out among the crowd.
The times are a changin’, and if you adapt you will thrive. What are you doing to update you recruiting or job search strategy?
After reading a recent US News article, “6 Steps to Polish Up Your Resume,” my vision of a staid, buzzword-rich resume with your top 10 accomplishments waxed. Though the bones of the article were solid, and the emphasis on translating your work history into achievements respectable, I couldn’t help being consumed by a certain dull roar of the same-old, same-old resume advice.
Unfortunately, the focus on the tactical aspects of resume construction seem to command the most media air-time, undermining, it seems the depth and breadth of a meaningful, meaty and strategically written marketing message.
Having collaborated and consulted with, cajoled and coached 100s of career-transitioning and career-climbing clients over the past 13+ years, I can quickly glean the nuanced differences between a strategically written resume and one that meticulously (and sheepishly) follows the tactical rules of “keyword smattering and front-loading accomplishments.”
Keep in mind that a majority of companies (especially the mid-sized and smaller organizations) still do not use key-word-screening software to ferret resumes, and that your resume will ultimately be absorbed by a human being. In fact, ideal job search, research and relationship practices would have your resume being read by a real-live person from the outset. In other words, depending solely upon job-search boards and other online job-attracting initiatives will certainly limit your results.
Metrics and properly spelled words are essential, basic resume ingredients. Extending the message beyond the basics, however, whets hiring decision-makers’ appetites, spurs calls for interviews and encourages the conversations beyond the interviews. In this way, your resume stands apart from the pack. Here’s how:
BEFORE writing your resume, be introspective. Simply put, take the time to perform career brain dumpthrough an exercise comprised of challenge/action/results (C-A-R) stories enhanced via problem-stomping, product building, idea-inducing initiatives you took to spur business improvement. Then, dive deeper (beyond the C-A-R) and weave in the leadership, team-building, relationship-leveraging talents you leveraged to battle through armies of naysayers or climb to the summit of mountainous challenges.
Did what you do help your department, division, region or overall company do something bigger and better — save money, reduce time to market, boost revenues, attract new customers, build a better reputation, expand the profit margin, etc.? Command attention for the little things you did and how they helped the organization do something larger. The bottom line is that you must bottom-line it!
Of course, command attention for the BIG things you personally achieved, as well. Taking credit for your individual role in business that has skyrocketed, sustained and survived (especially during these lean economic times) is crucial for marketing yourself. If you can take singular credit for a larger, business-transforming initiative, DO it!
While bottom-lining is essential resume nourishment, the story around the bottom-line should be equally rich. Simmer your nuances with the finest of career messaging juices to establish you as a unique individual focused on target companies’ needs.
Rather than churning out a canned resume recipe with career vocabulary inserts across your Summary and Experience sections, blend together a custom recipe of your finest career enterprises that meld forethought, vision, creativity, bottom-line savvy and customer relationship management insights. Warm up the decision-making reader with words that wrap around their needs.
Position your career expertise by writing with passion, tempered with pragmatism. Show flair–be personable and enticing and assert your culture fit that will attract the culture you desire. People hire people who express ideas and show HOW their ideas and execution talent build corporate value. People hire people who are turned on and tuned into the company’s needs (the it’s-all-about-THEM-resume-concept). And people hire people who evoke emotion and show confidence in their contribution and culture-enhancing initiative.
Rather than scrubbing, polishing and tweaking your resume, consider how you can differentiate your candidacy in the interviewing process! Wile them with your words!
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Jacqui Barrett-Poindexterhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngJacqui Barrett-Poindexter2010-12-04 12:39:342020-05-20 16:39:36‘Polishing, Scrubbing and Tweaking’ your Resume (Oh My!)
More and more people are talking about the importance of personal branding both in your career search and in your career development. Effective personal branding not only makes you stand out from the crowd to employers and recruiters; it can also increase your job security by communicating your value as a leader and team player to your organization.
What is personal branding?
Personal branding is the process of identifying the unique and differentiating value that you can bring to an organization, team and/or project, and communicating it in a professionally memorable and consistent manner in all of your actions and outputs, both online and offline, to all current and prospective stakeholders in your career.
Everyone has a unique personal brand. You communicate your own brand in everything you do — whether you know it or not. It is important to remember that personal branding is so much more than what you put on your social networks or what you write on a blog.
It’s who you are inside and out, online AND offline. Your personal brand is your reputation.
How do you create your personal brand?
1) Write down your differentiating strengths (those you feel make you stand out from the rest)
2) Ask your friends, family and colleagues/managers to do the same
3) Identify the top 3 to 5 strengths that you feel will support the career direction you want to pursue
4) Create/find a word or phrase that can become your personal brand and that represents these strengths
5) Develop a short pitch that can follow your brand, describing your strengths in more detail
Note: Ensure that your word or phrase is versatile and can change with your direction
How do you build your personal brand?
There are many ways that you can build and communicate your personal brand both online and in-person; however, to get you started, here are some topline recommendations for establishing your brand and credibility in today’s career marketplace:
Get active and get visible online and offline: If no one meets you or sees you, it won’t matter how strong your personal brand is. Therefore, it is essential that you get your name and yourself in front of your target network. Here are some ways to increase your visibility:
Create a LinkedIn profile and follow the suggested steps to complete your profile 100%, making sure you include your personal brand and pitch in your subtitle and summary sections
Create a Google account and profile for improved search engine optimization
Include your personal brand on your resume, cover letter, business cards, email signature, voicemail message and across your other social networks, such as Twitter and Facebook
Consider creating a personal website or blog site where you can house all of your information, including experience, education, skills, honors, entrepreneurial efforts and more
Join associations or networking groups within your industry and try attending their events to meet new contacts and build your target network. Be sure to share your personal brand with those new contacts you meet
Conduct informational interviews with target network contacts (whether or not you’re seeking a job) and share your personal brand with them in your introductions
Contribute consistent value: Make sure that everything you contribute is valuable to those with whom you share it and also relevant to and supportive of your personal brand. Consistency is critical, for the more consistent all of your own marketing efforts are both online and offline, the more powerful and memorable your personal brand impression will be on all current and prospective stakeholders in your career. Here are some ways you start contributing value:
Book or product reviews
Tweets
Comments on other blog posts
Blog articles or articles for print publications
Discussions in LinkedIn Groups or in other forums
Advice via LinkedIn Answers and other forums
Become a thought leader: As you grow the quantity, quality and uniqueness of your contributions, you may be increasingly considered as an industry thought leader. Here are some ways to support and even expedite your rise to thought leadership:
Start your own blog with a unique POV on your industry/area of interest
Found a company with relevant and valuable products/services/resources for the industry
Publish and offer print and/or electronic publications
Get quoted in the media by joining HARO and contributing advice, experiences and insights to writers and journalists seeking expert sources
Find ways to bring fellow industry thought leaders together on a project or at an event
Find ways to contribute to the projects or events of fellow industry experts
Get recommended on LinkedIn and any other networks where you or your offerings are available and/or collect and display testimonials from customers, clients and partners
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Chris Perryhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngChris Perry2010-11-19 09:57:542020-05-20 16:36:35Creating an Interactive Personal Brand
Brand is something that cuts both ways in the recruiting business. Candidates have personal brands – we talk about that a lot on the TalentCulture blog – and companies have brands. A company’s brand directly relates to it’s workplace culture. An excellent (and disturbing) article by David Lee on ERE.net has me thinking about the perils of brand abandonment – those moments when people, or companies, stop paying attention to the messages they’re sending out when they are hiring and retaining talent.
Brand, the way I talk about it with candidates, is a shorthand way of presenting yourself to others. It’s more than an elevator pitch, but it relies on the same idea: a condensed and polished presentation of a few key facts about you and why you’d be a good employee. As I’ve written here, a personal brand should present your skills, interests, personality attributes and values in a coherent manner that will be compelling and authentic to recruiters and hiring managers.
For companies the process isn’t that different. An organization/workplace may start with a mission statement, then move on to values and objectives, but the point of the exercise is the same: to create a compelling, credible, and authentic collective persona – a culture brand – that is compelling to customers, investors and valuable employees. Of course, we know workplace culture is so much more than a mere mission statement. Healthy organizations strive to make their brand consistent on all angles.
But sometimes, when you’ve worked to establish your brand, you start to believe the shorthand version. You drink the Kool-Aid. You stop listening, stop monitoring how people react, and stop thinking about the value of your brand.
Lee’s article describes a survey in which candidates describe horrific, dispiriting experiences they had with prospective employers. Read the article for particulars, but the net is this: treating candidates poorly at any point in the recruiting process leaves them with a bad impression of your company. It’s brand abandonment, and it’s completely avoidable.
Brand abandonment is a real risk for career seeking candidates as well.
Here are a few points of risk:
Social Media and TMI
Social media can be the enemy of brand for a job seeker. We’ve all heard the stories of candidates being screened out for Facebook and Twitter posts. Don’t put anything on social media you wouldn’t tell your grandmother. The not-cool grandmother. I’m not saying do not be authentic and interesting. If your not-cool grandmother does not accept your unique personality well then – perhaps we can ignore her. I want you to be you! Just be thoughtful. Protect yourself here.
Poor Interview Technique
Talk about what you can do for the employer. In an interview situation you need to reinforce the links between your brand value and the company’s brand, without being narcissistic. Don’t reveal details that aren’t relevant. You may have been an Eagle Scout, but that was then and this is now. Listen, don’t just talk.
Improper (or no) Follow up
It is absolutely imperative to follow up with a thank you note. Unless part of your personal brand is being rude, there’s no excuse for not saying thank you. No scented pink paper, check your spelling, sum up the key takeaway of the interview – What you learned about the company, why you’d be the right candidate, why it’s the right company/fit.
Check Your References Before the Interviewer Does
Don’t count on the boss you had three jobs ago for a great reference – make sure you’ll get one by making a call and running through what you need in a reference and what he or she is comfortable saying. Don’t trust your brand to someone else: make sure you’re on the same page before you hand out names and phone numbers.
Brand is a responsibility. It takes care, constant monitoring and periodic refreshes. You are your personal brand. And companies need to stay present and take full responsibility for their brand behaviors by being consistent and sensitive to the messages they are sending career seekers about their workplace culture. Bottom line: Use what you’ve got to keep it shiny and fresh.
https://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.png00Meghan M. Birohttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngMeghan M. Biro2010-10-22 10:02:122020-05-20 16:33:47Perils of Brand Abandonment: Strive for Shiny, Fresh and Authentic
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