Unique Job Search Strategy for Extraordinary Times

While the job boards continue to list hundreds of job openings, responding to those positions as directed in the ad, seldom results in a response. What I suggest is that if the ad mentions the company’s name or the name of the person who posted the ad, try going to LinkedIn.com, ZoomInfo.com, or Ziggs.com and conducting a search on the company or recruiter to gather more information. Ask people in your network, “Who do you know who works in the ABC company?” or “Who do you know who might know a recruited named John Doe?” Of course, if the person you’re asking knows someone in the company or the recruiter, they will say so, but if not, these questions will trigger their brain to search its database to come up with a name. This is the open-ended question strategy that works much better than a question that will elicit a yes or no answer.

Your goal is to “network” yourself into the hiring company versus responding to the ad. Ultimately, you may still need to respond to the ad, however, if someone on the inside is on the lookout for your resume, you’ll have a much better chance of getting an interview. This strategy is working for several of my clients and they are winning interviews and getting offers.

To expand your network and gain the support you need, consider joining a job search support group. There are many job search groups supported by local churches and ministries, business and professional groups, trade groups and associations, civic organizations, universities and alumni groups, and chambers of commerce. There are also vocational services groups and government employment programs for the trade professionals and general workforce. Check your local newspapers and online websites to find networking and job support groups in your area.

To leverage your time and efforts, you will want to pick a group whose members are at an equivalent professional level as you. For example, if you’re a senior-level executive earning north of $200K, you’ll want to be in a group with similarly accomplished executives. Try to find a group with an educational component, a knowledgeable leader, professional speakers, and some type of accountability that can keep you moving forward.

In addition to a networking opportunity, these groups can boost your emotional well-being by providing a space where you can share your feelings, frustrations and experiences with other like-minded folks who understand your position, your emotions and your concerns.

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14 Tips for Writing an Online Bio

Numerous reports confirm that online career networking continues to grow in popularity.

Web 2.0 technologies have provided a new channel where executives, recruiters and executive search consultants can connect.

Networking sites such as Linkedin.com and ziggs.com have developed sections specifically for job posting, job searches, and career networking.

Additionally, membership-driven career sites such as ExecuNet.com, RiteSite.com, and TheLadders.com, offer member-to-member networking opportunities.

Other online networking options include social media sites such as Facebook.com, Twitter.com, and online discussion forums and blogs.

Business information search engines such as Zoominfo.com allow you to search and view executive bios.

These are all wonderful resources and many require a professional bio or profile. It’s important to be aware that the bio or profile that you post will become a major component of your online presence. While some websites limit access to members only, protect your privacy, and thwart spider invasions, others have been created specifically to connect people worldwide and your information may pop up in a search engine.

There are two types of bio formats. Some sites allow you to post a narrative bio; other sites provide sections and headings where you can post your information, similar to posting your resume online. Some sites have sections for everything from education, experience and awards to interests and hobbies. So here are a few tips to help you create an effective bio.

  1. Review each site to identify the culture and demographics of the members and determine the appropriate approach and amount of information you will want to share. Sites like Facebook and Twitter are much more conversational than LinkedIn and you’ll want to adjust your writing style accordingly.
  2. First person/third person: On the more professional sites that are geared for job search and professional networking, you’ll find a mixture of first-person and third-person profiles. On the more conversational sites, you’ll want to write your profile in first-person.
  3. Consistent use of your name: To eliminate any confusion to recruiters or potential employers, be consistent with the name you use online, particularly for job search purposes. Your online name should match your name on your resume.
  4. Reverse chronological order: Begin your profile with your most recent experience. Oftentimes traditional bios begin with where you graduated and progress to current day; however, your online profile should be limited to your recent background.
  5. Writing style: This may be your “first impression” with a recruiter or potential employer. If the option is available, create a powerful headline or tag line that captures the reader’s attention and compels the reader to want to know more about you. Your profile summary should be an “executive snapshot” with basic information regarding type of experience, industry focus, types of companies, global cultural familiarity, languages, and other areas of expertise.
  6. Value proposition: Demonstrate your experience in solving specific problems. Include examples of how you deliver value to the employer’s bottom line.
  7. Expertise: Be specific about your expertise versus positioning yourself as a generalist. Most companies are looking for professionals with deeply niched expertise. They are looking for the “perfect fit.”
  8. Executive brand: Include your innate qualities that differentiate you from others. State what you are renowned for, or are an evangelist for. Your brand must communicate a clear and marketable value proposition, an authentic and unique promise of value.
  9. Complete your profile: Many sites have some type of gauge that displays the percentage of the completeness of your profile based on the number of categories you complete. According to LinkedIn, users with complete profiles are 40 times more likely to find opportunities through their site.
  10. Dates and accuracy: Make sure that all of your information and dates are accurate … discrepancies among sites could be damaging to your reputation.
  11. Keywords: Since recruiters are using the networking sites heavily to identify and research candidates, use lots of keywords and phrases.
  12. Spelling: Check spelling carefully. Misspelled key words won’t come up in a search.
  13. Public record: Do not publish any information that you wouldn’t want your current or future employer to know about you.
  14. Tracking: Keep a log of all of the sites where you have posted information about yourself … and any blog where you have posted comments.
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Job Search Web 2.0 Style

Creating and managing a branded online identity is important to your career. In today’s world where professionals are responsible for managing their own career path, it’s important to proactively manage your own marketing strategy and online identity. Every mention of your name online contributes to your online identity and your brand.

Today, recruiters and employers expect to find you online. “More than 80% of executive recruiters said they routinely use search engines to learn more about candidates,” according to a 2007 survey by ExecuNet. Online identity management means ensuring that when a recruiter, prospective employer or other professional Google’s your name, that your name will appear in the top rankings with a branded profile that presents you professionally.

Using social media sites and blogs, you can competitively position yourself in the marketplace so that you’ll be found by corporate recruiters, executive search firms and other executives.

The quickest, easiest and least expensive way to establish an online presence is by setting up an account (no cost) and creating a profile on a few of the social media sites. There are more than 350 social networking sites targeted to different demographics and each site is trying to uniquely position themselves. While some social networking sites include job boards and facilitate networking as part of the job search process, most do not. This is not to say that those who do not focus on job search networking should be excluded from your online presence and job search strategy.

Networking is important for many aspects of your professional career whether it be identifying critical partners, strategic alliances or vendors for the company in which you are currently employed, or for maintaining a high profile, subject-matter-expert status in your industry, or for your current job search activities.

Soon after you establish a presence on some of the social media websites listed below, your name will begin to appear in the Google search rankings. In fact, I recommend that you Google yourself before you set up an account and then Google yourself again in three or four days after you set up the account so you can see the difference.

Recruiters are leveraging social media sites to source, screen and recruit candidates. They like these venues because it gives them access to passive candidates (those not looking for a job) and hard-to-find candidates (subject matter experts and technical people buried deep within the functional levels of a company). Today, with the social media sites they can easily find these candidates. Recruiters also like these sites because the information is frequently more accurate than the contact lists they can purchase because candidates are posting and updating their own information on a regular basis.

Establish and Manage Your Online Presence by Setting Up an Account and Completing a Profile on Several of These Leading Sites.

LinkedIn is particularly effective for senior-level executives. LinkedIn considers itself a professional networking community and they are continually providing more resources to help candidates and recruiters connect.  More than 300,000 recruiters are members of LinkedIn and they are using LinkedIn heavily for sourcing and recruiting.

With over 35 million members in more than 170 industries from around the globe, LinkedIn has captured the professional social networking market. LinkedIn allows you to search for jobs using Simply|Hired, a job search aggregation site with thousands of positions aggregated from thousands of job boards and sites. The beauty of LinkedIn’s job search tool is that you can view the profile of the recruiter who posted the position. LinkedIn will display how you are connected to that recruiter. LinkedIn even suggests that to improve your chances of getting an interview, you should contact the person in your network that knows the recruiter and request a referral. LinkedIn will even step you through the process with suggested scripts.

With over 3 million profiles on professionals, Ziggs considers themselves a one-stop site for creating and managing your online brand. They have a job board and offer top visibility in search engines enabling you to be found by recruiters.

ZoomInfo is a business information search engine, with profiles on more than 45 million professionals and 5 million companies. ZoomInfo delivers information on industries, companies, people, products, services and jobs. ZoomInfo does not include a job board and searches require a fee-based membership. However, posting a profile will help you get found in search engines.

With more than 175 million active users, Facebook is the 4th most-trafficked website in the world. Facebook is a social utility that connects people with friends and others. People use Facebook to keep up with friends, upload photos, share links and videos, and learn more about the people they meet. Facebook does not include a job board/search function.

With over 5 million users, Twitter is a site for friends, family, and co–workers to communicate and stay connected through the exchange of quick, frequent answers to one simple question: What are you doing? Social media networkers use Twitter to keep friends up to date on their happenings on frequent basis. Twitter does not include a job board/search function.

Xing http://www.xing.com/
A global  business network with 7 million business professionals using Xing to do business and promote their career. The largest European business networking site, Xing features a personal page for a profile, an address book, groups, and message system. Xing does not include a job board/search function.

Plaxo securely hosts address books for more than 40 million people. Plaxo is a dashboard for seeing what the people you know are creating and sharing all over the open web. You can hook your Plaxo account up to all the places where you create or share stuff (your blog, Flickr, Twitter, Yelp, and more than 30 other sites).

Establish and Manage Your Online Presence by Creating a Blog

To get on the radar screen of recruiters and executive search consultants, consider publishing a blog focused on your area of expertise. A blog is a way to build credibility, demonstrate expertise, and position you as a thought leader. You can write about emerging trends, industry events, ongoing research or projects, new products and issues. You can also include white papers or articles you have written, your resume and bio, an audio presentation or podcast, a link to your web site or web portfolio, LinkedIn profile, and other social media profiles.

There are several services that will host a your blog. Some are free and some charge a small licensing fee. Two free sites include:
Googlewww.blogger.com/start and
Blogates – http://www.blogates.com/

For a modest fee, you can create a blog hosted by:
TypePadwww.typepad.com and
WordPress – http://www.wordpress.com/

Each site has a wizard to step you through the set-up process.

You will need to publish regular posts and respond to comments and questions from people posting to your blog.

Sample blogs published by job seekers include:

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3 Tools for Executing & Managing Your Job Search

There are several Web-based tools to help you prepare for your job search and manage the various activities associated with your career transition. The goal of these applications is to organize all of your job search activities into one centralized location. Some provide you with excellent resources and tools. Each site offers either a complimentary tour or trial period. Some of the tools these sites offer include:

Career Planning

  • Career assessments, career profiles and occupational research


  • Industry research (industry overview, trends & forecasts, business challenges)
  • Company/Organization research (revenues, financial information, size, number of employees, locations)
  • Contact research including executives and employees in targeted companies (employee names, titles, contact information, etc.)
  • Researched articles written by executives and employees of target companies
  • Website and media links (corporate press releases, etc.)

Tools and Resources

  • Job board postings and feeds (customizable selection)
  • Contact management (new entries and imports)
  • Embedded links (LinkedIn, Indeed)
  • Resume and cover letter advice
  • Libraries and resources
  • Journals
  • Account Sharing with your Career Coach (optional)

3 Top Career Management Tools

1) Career Beam – www.careerbeam.com

According to Colleen Sabatino, President of Career Beam, “98% of companies are private companies, and 97% of these aren’t using job postings services to source their best talent.” She also states that, “posting your resume and responding to online job postings will get you access to roughly 20% of available positions in the market and only about 4% of positions are actually filled in this manner.”

Colleen further states that “you need a process for navigating your career in a market that almost exclusively operates outside of traditional job posting sites.” “The other 80% of opportunities can be identified and captured, but only by those individuals who know what they want, are able to communicate it effectively, and know how to implement a strategic search process.”

Highlights of CareerBeam’s Unique Features:

Organization database includes U.S.- and Canadian-based companies. The search categories include: company selection, location selection, industry & size selection, contact selection, recruiter selection. Information is sourced through Hoovers and other subscription sites.

International database includes any company with a foreign presence. This includes US-owned companies with a foreign presence as well as foreign-owned companies.

Contact Research – LinkedIn is embedded in the system so you can log in and do research without leaving CareerBeam.

Job Search – ZoomInfo is embedded in the system. You can pull up company information including summary, revenues, employee size, key people, description, products and services, competitors, news information, and job postings listed on ZoomInfo.

Job Postings – Search for job postings using CareerBeam’s search tool. The General Postings pull from CareerBuilder and the Company Postings pull from Indeed.

Target companies – Search for target companies by location or SIC / NAICS codes.

Functionality – Offers ability to research and track company, schedule activities, insert follow up reminders, and add notes.

Research On Demand – “research on demand” allows you to request research on companies not currently in the database.

Industry Overview – Provides comprehensive industry information including: Competitive landscape, Products, Operations & Technology, Recent Developments, Business Challenges / Critical Issues, Business Trends & Industry Opportunities, Executive Insight (Challenges & Issues by function (CEO, CFO, HR, Sales), Financial Information, Industry Forecast, Website and Media Links, Glossary of Acronyms

Company / Industry Research Preparation – Includes call preparation questions and conversation starters such as: How cyclical is the firm’s business? How does the firm ensure regulatory compliance? How much of an overseas’ presence does the firm have?
Account Management – When Logging out, you have the ability to send your coach a note on activities completed (Coach-Supported membership only).

Member Support – Quick Start Guide and Videos (online help system), Q&A (for website questions)

2) JibberJobberwww.jibberjobber.com

JibberJobber is a powerful tool that lets you manage your career, from job search to relationship management to target company management (and much more).

Jason Alba designed JibberJobber to be complementary to any career or networking resource you can find, including job boards, recruiters and headhunters, career coaches, networking books, social networks, and more.

Highlights of JibberJobber’s Unique Features:

Manage Prospective Employers: Enter and track prospective employer information and log communications and activities (including which resume and cover letter you sent foe each opportunity.)

Manage Recruiter Relationships: Enter and track recruiting company information and log communications and activities.

Manage Job Boards: Enter job board information and log activity.

Manage Your Personal Network: Enter, categorize, assign tags and rank contact information, log activities, and set relationship goals. You can import your Twitter, Gmail, and Outlook contacts.

Manage Action Items: Create action items on multiple job postings, companies, recruiters, boards, network contacts and receive action items in your email.

Track Jobs That You Apply For: Create “job posting” to track status and events, update status of each posting, and track which resume, cover letter, etc. you sent.

Manage Documents: Store career marketing documents.

Prepare for Interviews: Enter 30-second elevator pitch, T.O.P.(trends, opportunities, problems) responses, C.A.R. (challenge, action, results) stories, and questions to ask the interviewer.

Track Expenses: Log expenses and mileage.

Job Journal: Enter and track accomplishments for job search and promotions.

Coaching Sessions: Manage coach relationships.

3) CareerShift www.careershift.com

CareerShift’s set of tools and applications provide a complete career management system specifically for job seekers. Owners, Valerie and Mark Matta launched the site in May 2007.

CareerShift lets you tap into the power of the Internet with a set of patent-pending research tools, techniques and online applications. CareerShift uses dynamic linking to “publicly posted” information on the Internet and presents the information in a user-friendly format. CareerShift centralizes your information on the site and enables you to store, organize and manage information relevant to your job search. With dynamic linking, the information the system finds and presents is real time and most likely current.

CareerShift enables you to transition seamlessly between open positions, job opportunities, company information, and networking opportunities at a particular company.

Highlights of CareerShift’s Unique Features:

Job Search – Meta job search engine/aggregator that will bring in job postings from their original destination (newspaper, corporate website, association, job board).

You can then search for employees within the company and CareerShift will provide contact information, articles, press mentions, etc. affiliated with that individual so you can network with an internal employee.

Company Research – Search for companies that do business in a particular field in a specific city or state. Results provide a link to the company’s website where you can find additional open positions, company details, and contacts in the company.

People Search – Search for people in a particular geographic region that hold positions similar to the position being sought. Then cross-reference search by industry, alumni or school attended to find commonality consequently making you feel more comfortable with initial contact.

Mailing Campaigns – Create, print and execute campaigns (email and physical) from saved contacts or newly added contacts. System includes automated, customizable document/list merge system that merges the cover letter and appropriate resume for the mailing.

Calendaring – After completing a campaign, use MY CALENDAR to alert you to follow-up with prospective employers.

Functionality – Upload and store resumes and cover letters or use CareerShift’s wizard to create documents.

Support – Includes Live Help Desk with 800 number or email support and a blog.

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Does Your Resume & Cover Letter Speak To Today’s Crisis?

If you’re conducting a job search during this economic downturn, be sure to review your marketing materials and interview portfolio to ensure that you have included contributions and accomplishments that will be beneficial to companies trying to survive today’s economic crisis.

Highlight accomplishments you’ve had in keeping a company afloat or thriving during a difficult time. While it might not have been a global recession, many industries, markets and companies have undergone their own market downturn, slump, or crisis.

For instance:

  • The accounting scandals that led to a series of spectacular corporate collapses, while others survived unmarked
  • The dot com bust that caused a downturn in all high-tech fields and subsequent two-year recession
  • The printing or publishing industry continually threatened with technology that empowers amateur end users
  • The airline industry’s ongoing peaks and valleys
  • Or the many industries threatened by foreign imports

As senior executives, how do you keep threatened companies afloat? How do you position them as industry leaders despite economic crisis?

Looking back at each of the companies you have worked for, consider the most difficult times the company experienced and identify your contributions to the company’s survival.

Weave these contributions and accomplishments into your resume and cover letter. If you have many examples, create an addendum and title it something like, “Critical Leadership Initiatives During Recessionary Times” or “Recession-Proof Leadership Initiatives” or “Leading Companies Through Recessions.”

You’ll be more apt to win the hearts and minds of boards and senior-level executives when you can demonstrate that despite very difficult times you have been able to deliver results.

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10 Tips For Writing Your Online Profile

With online social networking playing such an important part in job search, it is crucial to create a professional profile or bio on a few of the social networking sites that recruiters are using to find candidates. There are several different types of sites offering networking opportunities. The primary social networking sites appropriate for senior executives include LinkedIn.com, eCademy.com and Xing.com. There are also membership sites such as ExecuNet.com, RiteSite.com, TheLadders.com, ExecutiveRegistery.com, Netshare.com, CareerJournal.com, and others that also allow you to post a profile for networking purposes. Then there are the more casual, conversational sites such as Facebook.com, Twitter.com, Flickr.com, MySpace.com, Orkut.com and approximately 300 others.

Before creating and posting your profile, review each site to reveal the culture and tone of the site and determine the appropriate approach and amount of information you will want to share. Sites like Facebook and Twitter are much more conversational than the others and you’ll want to adjust your writing style. Some sites have fill-in-the-box screens and they step you through the process. Others offer recommendations for categories you can include, and others are completely free form.

Whichever sites you choose, follow these tips for greatest effectiveness.

Be consistent with your name: To eliminate any confusion to recruiters or potential employers, be consistent with the name you use online, particularly for job search purposes. Your online name should match your name on your resume.

Write in first party: When writing in first party, be careful not to start every sentence with “I” and “my.” Write your profile as if you were writing a cover letter … slightly more conversational than your resume … but with limited use of personal pronouns.

Reverse chronological order: Begin your profile with your most recent experience. Often times traditional bios begin with where you were born or graduated and progress to current day, however, your online profile should only cover your recent background. Going back more than ten years is not advised, unless you need to include earlier experience to support a position you’re currently pursuing.

Write professionally: This may be your “first impression” with a recruiter or potential employer. If the option is available, create a powerful headline or tag line that captures the reader’s attention and compels the reader to want to know more about you. Your profile summary should be an “executive snapshot” with basic information regarding type of experience, industry focus, types of companies, global cultural familiarity, languages, and other areas of expertise.

Value proposition: Demonstrate your experience in solving specific problems. Include three to five examples of how you deliver value to the employers’ bottom line.

Your expertise: Be specific about your expertise. You do not want to look like a generalist; most companies are looking for executives with deeply niched expertise. They are looking for the “perfect fit.”

Your executive brand: Include your innate qualities that differentiate you from others. Mention what you are renowned for, or what you are a stand for, or are an evangelist for. Your brand must project a clear and marketable value proposition, an authentic and unique promise of value.

Jargon: Using common industry jargon is fine, but be careful about using company-specific jargon that no one else will understand. It’s a turnoff and some people may feel intimidated.

Check your spelling: Most online networking sites do not have spell checkers. As an executive, it is imperative to have an error-free profile.

Double check your spelling: Recruiters search for candidates by keywords. If you have misspelled the word they are searching on, your profile will not come up in their results.

Complete your profile: Many sites have some type of gauge that displays the percentage of the completeness of your profile based on the number of categories you complete. According to LinkedIn, users with complete profiles are 40 times more likely to find opportunities through their site.

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Targeted Job Search & Lateral Moves

In today’s tumultuous economy, it’s pretty unlikely that you’ll find your next position on a job board or through a recruiter mailing campaign. As you can imagine with 760,000 jobs lost so far in 2008, there are thousands of applicants for every single senior-level position.

Your best strategy today is to use the targeted approach. This involves:

  • Choosing a specific company that you would like to work for,
  • Pinpointing a problem that you can solve for that company,
  • Identifying and connecting with executives in the company,
  • And then either asking one of your new contacts to hand deliver your resume to the decision maker…or…calling the executive to schedule a time to network with him/her.

Just this week a client told me that this is how she landed her last two positions. The specificity and extra work pays off handsomely. And actually, it’s not that much more work … it’s simply a more focused process.

With the collapse of the mortgage industry and severe downturn in several others, I’ve been repeatedly asked, “What are some lateral industries that I could switch to so I don’t have to start all over again?” and “How do I find a company that can utilize my expertise”? This is a tough question because often times your innate talents and interests are what drive you into a particular industry. While your talents and interests cross over into other industries, you may have no interest in the other industry. However, here’s one method that can help you with your decision.

Step 1 – Industry Code

Start with your current industry’s North American Industry Classification System (NAICS) code. If you don’t know the code for your industry, you can find it at either of the two websites listed below.

NAICS Association (http://www.naics.com/search.htm)
Under the NAICS Drill-Down Menu, look through the list until you find your industry. Click on the two-digit “Code” and you will see a list of related fields which the site calls, “Titles.” By clicking on the Title’s six-digit code, you will be taken to a screen with an explanation of the industry and cross references to other industries. Make a list of the industries that sound interesting.

U.S. Census Bureau (http://www.census.gov/naics/2007/NAICOD07.HTM)
You will see a list of the NAICS Codes and all of the nested sub-level codes. By clicking on any one of the codes, you will see an explanation of the industry and cross references. Drilling down on the cross references, you can find lateral industries.

For instance the Finance and Insurance NAICS code is “52.” It includes 121 industry sub-sets that could provide you with some ideas for a lateral move. Read through the list and determine what industry sub-set you might like to explore.

Step 2 – Publications

Using some of the publications listed below (Fortune, Inc., Forbes), conduct further research into specific companies in those industries.

Fortune (money.cnn.com/magazines/fortune/)
Using Fortune’s “Industries” list, find the industry you’ve selected as a possible lateral move and click on that industry. The site will display a list of the companies in that particular industry. If you click on the company name, the site will display a profile of the company.

Fortune also provides lists of Top Companies, Top Industries, CEOs, and companies listed by geographic location at money.cnn.com/magazines/fortune/fortune500/2008/. You can select a state and view an interactive map of Fortune 1000 companies in your state. You can then click on the company and get a corporate snapshot, including the name of the CEO.

Fortune also publishes a list of the fastest growing industries as well as many other lists including:

  • High revenue growth
  • High EPS (earnings per share) growth
  • High profit growth
  • High return to investors
  • Big / Small Employer
  • Top 5 in its industry
  • Best company to work for
  • Top 500 Headquarters

Inc. Magazine (http://www.inc.com/inc5000/index.html)

Inc. publishes many lists including:

  • Inc. 5000 fastest growing private companies in America http://www.inc.com/inc5000/
  • Top 100 Inc. 5000 Companies By Gross Dollars of Growth
  • Top 100 Inc. 5000 Companies By Revenue
  • Top 100 Inc. 5000 Companies By Metro Region
  • Top 100 Inc. 5000 Companies By Industry

Inc.’s website features interactive maps highlighting the density of:

  • Top 100 Companies by Revenue (with icons showing location on US map)
  • Top 100 Companies by Growth

You can search the Inc. 5000 and Inc. 500 lists by state to find the companies in your geographical preference and browse the 2008 Inc. 5000 by Industry and get a list of companies and locations. You can click on the company name to view a company profile (year founded, growth, revenue, number of employees, rankings, and a link to the company website).

In September 2008, Inc. published this list of Top 10 Industries by Median Growth Rate:
1. Energy 298%
2. Government Services 220%
3. Security 200%
4. IT Services 187%
5. Software 187%
6. Consulting 182%
7. Telecommunications 171%
8. Advertising & Marketing 167%
9. Real Estate 167%
10. Financial Services 165%

Forbes Magazine (www.Forbes.com)

Forbes publishes many lists including:

  • Fastest Growing Industries
  • America’s Largest Private Companies (sortable by industry) — Includes interactive map by state, a list of Newcombers, and list of Private Tech Companies
  • Asia’s Fab 50 Companies
  • Global High Performers
  • Forbes 2000
  • Next Step – LinkedIn

Step 3 – LinkedIn

Now that you’ve gathered a list of target companies, go to LinkedIn.com (http://www.linkedin.com/) and do an advanced search on the company names to find a list of people that work in those companies so you can establish a connection and dialogue.

You can read more about using LinkedIn in your job search in my January 2008 newsletter. If you’re a new subscriber, send an email to beverly@harveycareers with “January 2008 CNT” in the subject line and I’ll send you a copy.

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