JEAN'S BLOG. Best & Next Practices in: Executive Resumes, Personal Branding & Executive Job Search

Jean Cummings

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Is Your Job Title Sabotaging Your Job Search?

Posted by Jean Cummings

Nov 29, 2016 11:36:54 AM

 

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Image courtesy of: http://www.veinticincoproducciones.com/

Sam has a title problem. He is VP of IT for a small company. He basically manages all aspects of IT, from infrastructure and application development to information security and cloud computing. He manages a couple of technical resources. But now Sam wants to change jobs. He seeing layoffs at his company and hears rumors of financial insecurity. Now he's started a job search targeting larger, more established firms.

But, guess what? He’s not qualified to be a VP of IT for a mid-sized or large company. BUT, he might be able to get a job there but hold a less senior title. He sees a Senior Project Manager job he thinks would be a good fit. He would be managing a globally distributed development team of 30. He would also be making more money than in his current job, even though the title is two to three management levels below his current title.

But, if he doesn’t do something about his title, he may find his resume never makes it past ATS (applicant tracking systems) to the recruiter seeking to fill the open position. (The recruiter will be searching for the keywords “Senior Project Manager.”)

If his resume passes the ATS hurdle, it still has to convince the recruiter that Sam has the skills, knowledge, and experience required.

Let’s say Sam can work the keywords into his resume so it gets retrieved in a search for “Senior Project Manager,” what does he do then about conveying what he has accomplished as VP of IT? The recruiter won’t work hard to see if somewhere in his current job he has done the duties of a Senior Project Manager and demonstrated relevant skills. S/he will want to see terms like and content about: "project life cycle management" and "Agile/Scrum." Sam has to make that experience abundantly clear. (And probably strip away much that he accomplished that isn't immediately relevant.) You can see the challenge here.

Titles for managers in technology have proliferated. And, as you can see, they often differ significantly from company to company both in the actual terms used and in the responsibilities associated with them.

Why is this a problem for you? Because you need your target title keywords in your resume, even though you haven't held the title. And, your current title is probably the single most important part of the recruiter’s first impression of you. And if it’s different from the job title you are applying for, most recruiters will not take the time to go deeper and your resume won’t make the interview pile.

Increasing, I'm seeing clients with title problems. Some are like Sam's. But here are a few other common scenarios:

  • A job seeker has a VP title but it is ideosyncratic to his current company. Some very large companies have title progressions that don't correspond to the common title-and-responsibility pairings in most of the rest of the corporate world.
  • A job seeker has managed 100+ resources at the C-level in a small company in a previous job, but he has been working at a large company for several years and holds the title "Manager," not Director, VP, or CIO/CTO. How does he get back into the executive ranks?
  • A job seeker is a Senior Director in his current company but has huge responsibilities, hundreds of reports, large strategic impacts. He is obviously under-titled. How does he get the recruiter to see him as a VP or SVP?

These are some of the challenges my clients are facing everyday.

It's tricky to write a resume or LinkedIn profile so that a recruiter sees the job seeker as qualified if some of the above scenarios pertain. I recommend that job seekers work with a qualified and experienced IT executive resume writer. As you know I usually provide DIY solutions for issues I raise in my blog posts, but this particular one needs broad knowledge of the IT landscape and top-notch strategic resume writing skills.

Be aware that title problems are very common – and there are solutions. Contact one of my esteemed collegues or me if you need help. Good luck!

 

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Topics: Resume Writing & IT Executive Titles

New IT Career Paths: Switch Before It's Too Late

Posted by Jean Cummings

Sep 8, 2016 11:54:52 AM

 

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It would be hard to miss the macro trends affecting the IT industry today: BYOD (bring your own device), automation and outsourcing, Big Data, the as-a-service revolution (SaaS, IaaS, PaaS, UCaaS, etc.), to list a few. These trends are bringing with them new IT jobs. That's the good news. The bad news is that older jobs that deal with technologies becoming rapidly obsolete no longer represent a way forward for many.

This is a serious issue for IT folks.Take a look at what the experts think. CIO magazine lists the jobs they see as having no future:

  • The IT manager who lives to turn down requests: the one who doesn't have a BYOD/Mobile Device Management strategy, for instance.
  • Specialists who go deep in a specific hardware, application, programming language, or development process.
  • Desktop repair techs.
  • System administrators.
  • Technologists who have been relying on a long list of technical certifications after their name to get them a job.
  • Web designers.
  • Unix server specialists.
  • Mainframe programmers.
  • IT managers who guard their turf and reject integration with business teams.

If you are one of these people, you will be interested in reading CIO's article.

In the fast-changing world of IT, successful careerists accept the need to continually train in new technologies and competencies to prepare for emerging job areas. What works now to get a well-paying job may well also become obsolete in 10 years or fewer.

What you want is mastery of an area that seems to have "legs" going forward (as of September, 2016). Here are some qualities and skills that will help you gain job security for the foreseeable future:

  • An ability to say "yes" to change.
  • The willingness to work with teams across IT and business to achieve business goals.
  • Becoming a flexible generalist who goes beyond a specific programming language, piece of equipment, or application solution: be the one continually broadening his/her skill sets to surf the wave of new and emerging technologies.
  • Workstation repair techs who have shifted to server repair and diagnostics in response to Big Data and the proliferation of servers on site, off site, and in the cloud.
  • Shifting from systems administration to a hot new domain such as data analytics or security.
  • Mastery of a scripting language, Python, Ruby, or PHP, instead of going after one of the older certifications.
  • Shifting from Web design to SEO and marketing.
  • Moving beyond a Unix focus to mastery of Linux and and open source solutions.
  • Shifting from a narrow role as coder to becoming a software engineer who can align technology with the needs of the business.
  • Moving beyond the IT silo to design solutions that save money, make money, or drive business innovation and productivity.

 

FYI: CIO magazine also lists in-demand skill areas that are associated with higher salaries: Spark, Microsoft Azure, cloud, Jira, security engineering, Cassandra, Salesforce, electrical engineering, big data.

Be a savvy careerist. Keep your head up and observe the way the wind is blowing. Adapt  your career accordingly and you will go from strength to strength!

 

 

 

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Secret Hack 2: How LinkedIn Publishing Can Propel Your Job Search

Posted by Jean Cummings

Jul 18, 2016 2:31:42 PM

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In my previous post, I discussed how to power your job search by using the LinkedIn Posts feature. In this post, you will learn tips for creating content within LinkedIn to help you build your brand, mindshare, thought leadership, connections, and ultimately give you a serious edge on getting the job of your dreams.

So, how is publishing on LinkedIn relevant to executive and professional job seekers?

As a creator of content on LI you can pursue a number of career advancing strategies:

You can build your thought leadership and brand, deepen your connections, and extend your online footprint to impress prospective employers. Anyone who works in technology functions or fields should show how tech and LI savvy they are by using this method.

What are some easy ways you can push out content?

  • Use the Share an Update feature on your home page. See it towards the top of your home page. Your update will be brief and may or may not include a link to a longer blog post, article, white paper, resume, etc.
  • Write a Post using the Publish a Post feature also on the menu bar on your home page. This is LI's long-form publishing feature. When you publish an article/post, it will be viewed by some subset of your connections. People may Like, Comment, and Share your content thus distributing it even more broadly.

Before you generate content, be sure your LinkedIn profile is complete and strong. That way, when all the people you inspired by your published words come to your profile they will see you in the right light and see your brand. So be sure to communicate your target position and industry, what you excel at, what differentiates you, and your values and style. Good luck!

 

Don't neglect getting expert help to create a "blow your socks off" executive resume that can make a HUGE difference in getting hired. It does for my clients and for the clients of many of my top-tier colleagues.

Become a power user of LinkedIn content and reap the rewards for years to come!

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Topics: Tech careers

Secret Hack: How LinkedIn's Posts Can Propel Your Job Search

Posted by Jean Cummings

Jun 17, 2016 11:12:24 AM

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So, what is the reason the market experts give for why Microsoft (MS) bought LinkedIn (LI)? You won't be surprised to know that they don't all agree. The most interesting reason, I think, was put forward in Forbes: Content. It is a play on Content is King. Turns out the content on LI has the advantage of being current and some of it is great!

This morning I turned up posts on how technology is disrupting the consulting business, another on how making little changes can make a profound impact on your career and earnings, and the 3rd gave me an idea for an important book to read that was on Bill Gates' suggested Summer Reading list. And those are just the ones I read of the 40 or so post titles I scanned!

So, how is this relevant to executive and professional job seekers?

As a consumer of content on LI you can pursue a number of career advancing strategies:

How do you leverage content on LI to propel your job search?

Quickly scan Posts each morning. Find it in the drop-down menu to the left of the Search bar at the top of your screen. Then quickly scan the Posts that pop up. LinkedIn has an algorithm to provide content that has some relevance to you in some way.

As a job seeker, you can find a whole other collection of Posts.You can narrow down by subject using the Search feature at the top of Posts. Enter your target company or companies where you want to work. You will quickly find out what's going on in terms of the thinking, culture, business plans, innovations, trends, hiring etc.

You can also search by subject matter. For instance, if you want to be a Channel Manager in the cloud industry, see what comes up in Posts when you search on some or all of those keywords.

Read the 1-3 most interesting Posts you find.

Don't stop there!

  • Make a comment after the posts you found interesting. Your name with a link to your profile will be included. The company employee who wrote the post will appreciate your interest and contributions. Do this regularly and you will be building your thought leadership and well as your social reach.
  • Check to see if your target companies (where you really want to work next) are seeking to hire someone like you and have posted a job on LI. If so, send an InMail to the recruiter. Mention that you've been following their posts and name one thing you found particularly interesting. Say that you have an interest in the target job and suggest that they review your (great) LI profile. Then follow the directions and apply.
  • And/or search among your connections for an employee of the company. The posted job on LI will pop them up when you look at the job ad. Contact them via InMail or directly, if they are 1st degree connections, and ask if you can talk with them for 10 minutes or so about where they see the company heading or what the culture is like. (These questions go over way better than "Can you help me get a job?") After building the relationship, if it feels comfortable, ask if they would take a look at your (great) executive resume and give you feedback. And ask if they would submit your edited resume to their company. Resumes submitted in this way have 10 times the chance of getting you hired! And employees are often compensated for referring a person who gets hired, so they have some motivation to help you!

In my next post I will discuss how you can improve your job search and career by becoming a creator of content on LinkedIn!

Don't neglect getting expert help to create a "blow your socks off" executive resume that can make a HUGE difference in getting hired. It does for my clients and for the clients of many of my top-tier colleagues.

Become a power user of LinkedIn content and reap the rewards for years to come!

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Topics: Tech careers

A Tech Career Like a Straightaway or a Rotary - which is better?

Posted by Jean Cummings

May 6, 2016 10:37:04 AM

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 If your career is a car, are you driving down a straight road? Or, do you picture yourself going around a rotary, seeing a number of exits, and then selecting one? In other words, is your career path more like a straightaway or a rotary? This is an important question to understand as you go about your personal branding,executive resume writing, and career management.

Let's imagine you are a VP of IT. Did you get there by starting out as a programmer, progressing to managing a team as a Team Lead, then a Project Manager, then moving up to Program Manager, then Director of IT, and now VP of IT? That's the straight path.

Many of my clients have progressed along a straight and logical path very similar to the one just described.

But sometimes my clients have gotten to the VP or C-level by different routes. Maybe they did a stint in product management, operations management, or finance, then added technical responsibilities and finally moved into their current leadership position in IT.

Is one better than the other? What is your opinion? There are benefits to both. The straight road folks have a sense of IT at both big picture and granular levels and deep expertise in how IT should operate. The rotary people bring to IT perhaps a broader grasp of overall business needs and the role IT can play in leveraging technology to meet business objectives.

Which is an easier sell to recruiters? Probably the straightaway applicants, at least for now. But, the rotary applicants have a strong case to make too. They deeply understand how IT and business can work together to drive corporate growth.

The interesting thing to me is the shift that is taking place. Because the 2000s have experienced so much financial disruption, job stints have gotten shorter and many people accepted position because they were the only jobs on offer in the constricted hiring environment. The new position may well have taken them off the straight path into lateral roles and/or different functions. That would be the rotary career

I'm glad that recruiters are viewing shorter stints as not always negative. And that they are more able to view different functional experience as conferring unique benefits. It means there's more room to be YOU in your working life and that is always good!

Look ahead, is your career going to branch out or steadily climb within your function over the next 10 years? In both cases, make sure you keep your eye on trends in hiring and functional roles. The latter are changing rapidly with the adoption of cloud computing.

The new IT leaders are expected to REALLY know how to leverage IT to be a true business partner. If you want to be a VP of IT via the more predictable path, make sure to get cross-functional exposure via projects and consulting within the business to strengthen your credentials.

If you come into IT managmeent from an adjacent functional area, don't fail to tap the deep dive expertise of technical teams and project managers to guide your leadership decision making.

Remember, if you have a rotary-type career, be very careful in how you write your resume. Clearly articulate and support your unique value proposition. And shape your more varied career in such a way as to make your value for the desired job obvious. Good luck!

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Topics: Tech careers

WHY IS MY RESUME NOT WORKING? 2 WORDS!

Posted by Jean Cummings

Apr 1, 2016 11:19:35 AM

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It's been a long time since anything's been simple about executive resumes. People ask questions such as: should my resume be two pages or one, can you have three or more pages, how should it look, can I have a functional resume? And people ask: why I am not getting called back, why aren't recruiters contacting me, why have I been looking for months with no luck?

Well, the simple answer to all these questions is, drum roll here, you have to make sure that your executive resume provides a...

FAST MATCH

to the job ad. That's it! That's the one important thing your executive resume has to do: provide a fast match to the employer's job ad. If you do this, you will have a resume that has a good chance of getting retrieved electronically when the hiring manager (HM) does a keyword search using the company's ATS - Applicant Tracking System.**

Also, by implementing this FAST MATCH technique, the HM is more likely to respond positively to your content. S/he will not be worrrying about the length or the look or the style of your resume, and you will have a good chance of being contacted.

Also, by providing the HM with the content s/he is seeking in a way that is familiar to them (through their own words in the job ad they wrote), you are respecting their time as well as acknowledging the reality that the HM spends on average 6 seconds scanning each retrieved resume!  

So, how exactly do you do a fast match?* We need to assume that you have selected a job to apply to that is, in fact, a good match with your skills and experience. Then you begin with the job ad. And if you're thinking there's no way you're going to write a different resume for each job ad then you'll be back to asking the questions in paragraph one :)

The first step is to highlight the keywords and key phrases in the job requisition (ad). Then weave them into your executive resume, paying particular to the following points:

  • The title of the job you are seeking should be at the top of your summary section, like this: "Targeting: Job Title" if the title isn't the same as the one you hold currently.
  • You make sure the the core skills being sought are included in the summary you write. It is best here and elsewhere not to rely on a simple lists of keywords alone. Try to include them naturally in the points you are making. If there are too many to substitute in organically, go ahead and include a list at the end of your summary.
  • When you start describing your professional experience, use a 5-line job description to list your primarily activities and responsibilities. This is prime keyword territory! You can substitute in the keywords and key phrases from the job ad in place of the ones you already wrote. (This does not mean that your words are wrong, just that ATS won't recognize them.)
  • When you write your bulleted list of accomplishments, be sure to weave in the keywords and phrases. You don't want to have keyword overload, but it is OK to use a given keyword more than once in a resume.
  • With the keywords and key phrases that are less important, or that you were unable to include, or that were worded oddly, you may choose to have a subtitle "Additional Relevant Skills and Knowledge" and list those phrases at the end of the resume. Use the exact wording you find in the job ad. Don't try to be tricky and copy/paste the whole ad in.

If you have done this skillfully, you will satisfy both ATS compliance requirements and attract the HM's interest. You will have demonstrated that your background and skills are a good fit with the target job.

* A very important caveat: your resume must be an electronic resume - that is, it must be able to be processed correctly in terms of format and design by the ATS. To find out how to do this please refer to one of my earlier posts.

** Don't forget to do your personal branding and infuse the content with what makes you spectacular!

GOOD LUCK!

 

Topics: executive resume writingexecutive resumeATSapplicant tracking systems

 
 
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Topics: executive resume, Get a Job, executive search, ATS

Job Hopping on Resume Still a Red Flag?

Posted by Jean Cummings

Feb 12, 2016 11:59:11 AM

 

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Traditionally – pre-2008 meltdown but definitely before the dot-com boom – having too many jobs in short period of time on a candidate's resume was clearly an issue for hiring authorities. They assumed the person would be a short-term employee and reduce the ROI from recruiting, onboarding, and training them.

Recruiters believed that short stints at several companies showed that the applicant wasn't committed, got easily bored, and/or was easily dissatisfied. Many resumes would be disqualified based on the job hopping factor alone.

Has anything changed? Interestingly, a lot! You will still encounter hiring authorities who have concerns when they see short stints. But here are some additional considerations that may actually work FOR you today if you have shorter stints on your resume:

1. Voluntary job hopping that isn't too abrupt is increasingly viewed as someone having a positive appetite for professional growth. They appear to thrive on expanding their horizons, professional skills, and knowledge base. Frequently, job changers who switch after 2-4 years are also considered to have skills in getting up to speed quickly in new and different corporate environments. They are also seen as having a richer and more diverse network. Conversely, having a tenure in excess of 5-8 years is now often viewed unfavorably. It is assumed that the candidate lacks ambition, creativity, and drive. However, if s/he has a strong pattern of promotions to new challenges, that may overturn the common conceptions about a too-long tenure.

2. Thanks to Gens X and Y (Millenials), many younger people have broken apart the old way of thinking. They, in general, have no dedication to the old paradigm of working one's whole life for a company and then getting the gold watch. No, that's not for them! They are highly tech savvy and have experienced the free-wheeling world of the Internet. They are nimble in their approach to work, and they want and expect to achieve job satisfaction. They also are still exploring and don't necessarily want to be too niched in any one role or industry. The agility with which these generations are working affects older workers as well.

3. The business environment has undergone a silent revolution. The pace at which companies or divisions are being acquired, merged, spun off, or simply dropped is stunning. Your job – even your career – may well be caught up in these changes. Loyalty of employers to their employees isn't a value conpanies have much anymore. Career-minded employees are now always ready to jump to the next great opportunity. Their LinkedIn profiles are built out and up to date. They welcome the right recruiter inquiries even if happily employed. They want to see what's out there that might be better. Studies have shown that people who change jobs more often get more money.

4. Everybody's doing it, so it's becoming less of a red flag and more a SOP (standard operating procedure). Here's a statistic to note: Since 1990 the percentage of people who stay on a job less than two years has jumped from 16% to 51%. Recruiters are adjusting to this new reality.

So, don't get discouraged if you've had shorter job stints. Your resume can go a long way towards turning that history into a plus for you. Good luck!

 

 

 

 

 

 

 

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Topics: resumes

3 New LinkedIn Features for Job Search

Posted by Jean Cummings

Jan 12, 2016 9:55:48 AM

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OK, so you're all set with a LinkedIn photo that's both professional and engaging, keyword-driven content, endorsements, testimonials and all the other features we've talked about in LinkedIn. Now there are some new ways for you to leverage LI to get your next job. According to Lily Zhang of The Muse, who has researched what's new on LI, there are some new features to take note of. I discuss 3 of the best:

1. Endorsements - redeemed from the junk pile! Most of us have viewed the endorsements section of LinkedIn profiles to be kind of weak and a waste of time. But now recruiters can search and sort potential candidates by the skills listed in your endorsement section.

So, what can you do? When writing a LinkedIn profile, make sure to include the top keywords for the position you want in your Summary, in a skills list you create, and in your job summaries. Also, respond to the questions about your contacts' skills when they pop up, both because this practice enables you to help others and also because it invites reciprocol endorsements.

2. A Shift to an Instant Messaging / Chat format for emailing within LI - Yeah! For more than a century job seekers have relied on longish cover letters and for the last couple of decades on lengthy emails to communicate with recruiters. And LinkedIn, as a relatively old social media job search technology compared to Twitter, FB, and other platforms, hasn't innovated until now in its intra-LI communications.

What can you do now? Take advantage of the speed and power of the fast-read messaging you can do to recruiters now. We have become a society that prefers its communications in quick bytes. Practice your one-sentence or multi-phrase personal brand statement and add a short request to recruiters. If you really want to write a long email, go ahead, but it may not get read.

3. Network within your LinkedIn connections easily when you see a job you like - streamline your process! I've recommended for a long time that networking within the current workforce of a company you are interested in is a great way to get an employee referral. This channel is a super powerful and effective way to get hired (one of of 10 chance compared to 1 out of 100). Now LI has cut out several steps from the process of identifying appropriate employees to contact.

What can you do? Absolutely take advantage of LI's employee suggestions to network within your target company. It's a big time saver and may even make this process easy enough to actually implement!

There's another reason to leverage the inside company connections you can make when you uncover a job you are interested in. LI has blocked one of the workarounds you may have relied on in the past to contact someone out of your network with the Free version: you can no longer email within Groups. I guess it had to happen sometime. At least now the process has been made easier in another way.

What are some takeaways from these new LI changes?  Fullly utilize LinkedIn as one of your most valuable resources, surpassing even the executive resume in many cases. Reread the blog posts on this site that talk about how to optimize LI for job search. And continue to sharpen your pencil to master short-form communication. Look to LI to further streamline the profile. Keep your eye on the future: candidates will at some point be sourced primarily from the Internet, so build your online identity and expand your online footprint now.

Want help writing a LinkedIn profile? Contact me now. Thanks!

 

 

 

 

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Topics: LinkedIn optimization

Scams & Rackets in the Job Search Industry

Posted by Jean Cummings

Oct 30, 2015 9:02:30 AM

Whether you are using the services of an outplacement agency as part of your severance deal or whether you are contracting with a service directly, the watchword is "Be a Savvy Consumer." There are lots and lots of ways to waste your time, money, and optimism.

It's natural to want easy access to jobs and recruiters.There are hundreds of thousands of services offering you just that. But in my 23 years in the industry and as a close observer of trends in hiring and job search, I have seen too many people go to one of these providers with high hopes only to experience disappointment.

"Ask the Headhunter" owner, Nick Corcordilos, a gimlet-eyed observer of career-related practices, has written a post with information job seekers woiuld benefit from knowing. The post is titled: Career Scams Updates: "The Ladders, LinkedIn, Lee Hecht Harrison and More..." Here are some take-aways from Nick's article and the comments from readers.

- The Ladders, whose brand used to promise access to exclusive 6-figure jobs, has settled a class-action suit brought by job seekers who found those promises to be empty and their money wasted. The company has now drawn back from those original promises under pressure from disllusioned users. The Ladders no longer offers resume critiques and resume writing services or guarantees jobs for people in exchange for thousands of dollars.

- He reports that LinkedIn has been scamming users out of their contact lists. The company paid $13M to settle that class action suit. He considers LI just another cheap job board. He cites 10% as the percentage of job seekers who get hired through a job board. I've seen higher numbers, but his main point is a good one: conduct a smart job search (see my other blog posts) and limit job board activity to a small percentage of your time spent job searching.

- Commenters raised questions about whether the big outplacement agencies really provide value and warn people not to be taken in by high pressures sales tactics preying on job seekers' vulnerabilities. Some job seekers have valued the groups and desk provided by outplacement agencies. Nick notes that job seeker groups are free in many cities. Nick opined that the raison d'etre for outplacement firms is to provide the job seekers' former company with protection against lawsuits.

- My colleague Debra Feldman made an insightful comment about how some firms' tactics are typical of those seen in the weight loss industry: scare tactics, selling info that is free elsewhere, promising unrealistic results etc.

With all this in mind, I do recommend that job seekers take advantage of the tremendous potential value offered by top flight resume services. You do indeed pay for services. But resume consultants who are truly masters of their craft can make a huge difference in their clients' and their families' lives both short and long term.

Some of these benefits can be: faster time-to-land, ability to get a bigger job with a higher salary (upon which future raises are based!), relief from the stress on families caused by unemployment, and a new sense of the job seeker's value in the market, unique brand, and awesome contributions. All of these payoffs multiply to improve self-esteem and the ability to project a solid sense of self-worth at work, leading to faster promotions etc.

IMHO, when you consider hiring a resume service, ask how many of all the services that are listed do you really need. Some of the services, like email blasts or job board postings, may be a waste of your time, money, and hope and may even be a bad move strategically.

I prefer to offer "just what you need and no more" and charge accordingly. What you really need is: a branded executive resume, LinkedIn profile, and ROI cover letter. I include my eGuides on how to conduct a smart, effiicient job search. These eGuides provide guidance on how to use executive recruiters, how to build online ID, the steps in a strategic job search, and how to use social media and LinkedIn in job search. Other providers have different opinions on what job seekers need, but this approach works well for my clients.

The goal for the job seeker is to be able to enter the market with top flight marketing communications that sell their value and job search strategies that open doors. So, avoid the easy promises! Design your 2015-2016 communications and job search to get a great job for good money fast!

 

 

 

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3 Things You Need to Know About LinkedIn

Posted by Jean Cummings

Aug 24, 2015 9:12:03 AM

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LinkedIn is a wonderful resource for career-minded professionals. Here are three things to know as you use LinkedIn:

  1. Forget the personal website – LI now has the functionality to richly communicate your personal brand, and it is highly searchable by recruiters and hiring managers. Your LinkedIn profile gives you options for branding yourself across the written word, audio, video, photos, PowerPoint presentations and other documents, blogs, links etc. In addition, when someone searches on your name, your LI profile is more likely to come up in the first page of results than your personal website is (in most cases).
  1. Want to find something or somebody on LinkedIn? Leave LI’s Search and go out to Google to enter your search term(s) there. LinkedIn is supposed to be improving its Search but it’s still hard to find someone in particular if they share a name with other LI members. One of many reasons why you might want to find people on LI is if they work for the company you are interested in.  You can identify potential contacts and use the method described elsewhere in this blog to seek out and secure employee referrals – a GREAT way to get a job. I've found LI Search to be helpful, though, when seeking to build a list of companies that meet your criteria.
  1. DO take advantage of LinkedIn Publishing, a great way to showcase your brand and subject matter expertise. It is available as an option when you edit your Profile. More than 40,000 posts are published each week. Quoting Geoffrey Colon: “Publishing is the new job board in terms of getting interested third-party companies who want to business with us to connect – as well as attracting the attention of the highest caliber recruiters.”

I know as well as all of you do how hard it is to take time out of a busy professional life to take advantage of these amazing features! It’s the short-term vs long-term thing. In this case, leveraging LI’s features will, WITHOUT A DOUBT, enhance your career prospects going forward. Good luck to you (and me!) in scheduling time to make this happen.

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Topics: LinkedIn

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