7 Fast & Easy Ways to Keep in Touch with Your Network

Both Keith Ferrazzi, author of Never Eat Alone and Harvey McKay, author of Dig Your Well Before You’re Thirsty recommend that you build your network before you need it and keep in touch with your network on an ongoing basis. They also recommend that you periodically connect with each of your contacts to keep abreast of their initiatives and share yours.

To do this efficiently and effortlessly, you will want to enter or import your contacts into an electronic database. You might want to use a professional contact management system like JibberJobber or a professional customer relationship management system like ACT! or Goldmine. You want to have the capability to enter contact information, miscellaneous notes and dates that are important to you and your contacts. You will also want the ability to schedule alerts to remind you when to reach out to your contacts.

Following are a few ideas you may want to embrace to keep in touch with your network.

1) Send out a newsletter through your email client that tells people what you’re up to. If your contacts don’t hear from you on a regular basis they will assume that you no longer need their help… or that you’re no longer interested in helping them. Your newsletter doesn’t need to be a fancy HTML version like this one, just a basic text format that you send out through your email client is fine. Of course, if you have hundreds in your network you might want to consider using an e-news service provider such as AWeber.com, ConstantContact.com, Emma or a similar newsletter distribution program. They charge a small monthly fee depending on the size of your list. If you have a website or blog you might want to consider PHPLIST, an open-source (f’re’e) newsletter manager that runs on your web server.

2) Invite your contacts to join you on LinkedIn, Facebook and/or Twitter. Between newsletters, use these sites to broadcast a brief, 140-character message regarding your status. Your newsletter will allow you to communicate your thoughts and status in detail and the 140-character postings will allow you to keep people up to date on a more frequent basis.

3) Send a link to your contact when you see their name mentioned on the Internet. This may be an article or press release that quotes or features them. It might be an announcement for an award they received, a speaking engagement, a tournament they won, or a charitable contribution.

To make this easy, you can set up a Google alert for each of your contact’s names. Google will send you an email with a link to where your contact’s name has recently been posted on the Internet. Then you can email the link to your contact with a few comments.

4) Send links to information your contact would enjoy reading about or information that would be valuable to them.

To help you effortlessly find this type of information, set up a Google alert for key words or phrases. Google will send you an email daily with new information that has been posted on the Internet that includes the key words you choose. Then all you need to do is copy and paste the link into an email and send it to your contact.

5) Send greeting cards for important business and personal dates in their lives. These might be employment anniversaries, graduation dates, certification dates, birthdays, wedding anniversaries, children’s birthdays, etc.

SendOutCards.com has made this really easy. You can log into the site, pick a card, write a  message, and send a printed greeting card with your personal message. They print it, stuff it, and mail it for you. All you need to do is set up your contact management system to alert you to the dates.

6) For your contacts who publish a blog, post a few sentences on their blog occasionally. While this is a public forum where you will not want to post personal information, it allows you to remain top of mind with your contact and his network. To make it easy, you can sign up for an RSS feed that will deliver their blog postings to your email in-box so you don’t have to visit their site daily.

7) Pick up the phone and call your contacts at least every three to four months.

And a few that are not as easy, but are very effective:

8) Attend association meetings and trade shows where you can connect with hundreds of your contacts in a condensed time frame.

9) Before leaving on a on business trip, send an email to your contacts to see who you might want to meet with at your destination. Keith Ferrazzi recommends that you should never eat alone. Even if you can only carve out 45 minutes in your schedule, see who you might connect with.

10) Create a blog and invite all of your contacts to sign up for your feeds and post comments.

Harvey McKay states, “Network as if your life depended on it, because it does.” While I’m not so sure your “life” depends on it, your “career” certainly does.

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How 55+ Year-Olds Can Compete in Today’s Job Market

Given that the recession has caused many executives to continue working longer than they had originally planned and countless early retirees to return to the workforce, I’m frequently asked questions about how to thwart age discrimination. Following are a few recommendations on your voice and attitude, appearance, health, technology and your resume to help you overcome the barrier.

Voice & Attitude

Be cognizant of your voice during a telephone interview. Is it monotone, dull and lifeless or do you sound like you are full or energy and enthusiasm. Practice infusing your voice with more liveliness, energy and passion.

Be cognizant of your attitude. If you are feeling sarcastic, angry or resentful about a recent lay off, others will pick up on your negative attitude and avoid you. You might want to consider meeting with a counselor, therapist, religious leader or someone who can help you process your emotions. Be sure to get yourself into a positive state of mind before an interview (telephone or live).

Watch your step. Do you mope along and drag your feet or do you have some bounce and lightness in your step. Your walk says a lot about your attitude, demeanor, energy level, determination, enthusiasm and optimism.


Prepare for interviewing by investing in a high-quality suit as well as a new stylish shirt/blouse, quality shoes, leather belt and briefcase. Make sure your suit fits well because wearing a suit that is either too small or too big defeats the purpose. Men should purchase a conservatively stylish tie. Women should invest in a quality handbag that compliments their briefcase. Purchase items that give you a sense of self-confidence, value and power. It will do wonders for your interview presentation.

Grooming is critical. Check your hairstyle and color. Gray or white hair adds years to your appearance. Women and men alike may want to consider a non-permanent color applied by a professional stylist. Male pattern baldness also adds years to a man’s appearance. Balding men might want to consider keeping their hair very short to minimize the contrast or completely shaving their head. Mature men need to trim their eyebrows, ear and nose hair. Fingernails are an important part of grooming. Both men and women should have well manicured nails.


Watch your weight. Studies show that weight-based discrimination exists and that overweight people, particularly women, are perceived to be less intelligent, less productive, and less of a leader. Companies are also aware that overweight people are more of a health risk and cost the company more. According to a 2008 report by The Conference Board, a nonprofit business membership and research organization, “Obese employees cost U.S. private companies an estimated $45 billion annually in medical expenditures and work loss.” Joining a weight loss group might help you lose weight and expand your network.

Check you fitness level. A physical fitness plan can help you look and feel younger. Consider joining a health club or hiring a personal fitness trainer to get you in shape.

Get enough sleep so that you don’t have black circles or bags under your eyes. There are preparations and remedies to help you with this issue but generally the best medicine is sleep.


Establish an online presence. Create a LinkedIn profile complete with a picture, your contacts, recommendations and membership in a few groups. Set up a Facebook account and invite a few professional friends. Set up a Twitter account and follow a few authors, business leaders, or your favorite sports champion.

Make reference to your use of mobile commuting and portable digital devices such as a BlackBerry, PDA, iPod, iphone, palm prē, MP3 players, Kindle as well as Internet phone services such as IM, Skype. If you’re not using any of these tools, consider hanging out at your local electronics store and asking the sales representative for demonstrations. You might want to take one of your kids or grandkids with you so they can ask questions that might not occur to you. Maybe their enthusiasm will wear off on you. Maybe you can get them to show you a few things.


Check your resume to see if a recruiter can determine your age from your resume. Consider some of the following ways to eliminate that calculation.

Remove dates from your education unless you received your degree in the last 5-10 years.

Focus only on positions you’ve held in last 15 years. Summarize your earlier career experience into one paragraph and do not include the dates. Caution: If you continue with the same format for the company name and your title and only delete the dates, the recruiter will know exactly why you left off the dates. Therefore, I recommend that you summarize all of the company names and your titles into a sentence/paragraph. Caution: Do not simply delete older positions from your resume. During an interview your past experience will most likely come up and the interviewer may view this omission as a form of deception.

Do not include “20+ years of experience” or “over 25 years of experience” in your summary if you’re pursuing a director-level or vice president-level position. Replace the phrase with the word “extensive.” If you’re pursuing a C-level position it may be okay to mention 20+ years of experience, however I do not recommend using 25 or 30 years of experience. It just sounds archaic. Focus on your value proposition and you’ll hit their hot buttons.

Do not include 10 years of experience in operations plus 12 years of experience in supply chain plus 15 years in experience in finance, etc. This can be detracting and disastrous because the recruiter doesn’t know if these are overlapping or not. If he adds up the years it may appear that you have more than your actual years of experience.

Do not use the word “seasoned” or “veteran” as it has an old connotation.

Include only recent publication dates, awards dates, etc.

Use a contemporary format. If you’re still using the format you used when you graduated from college, you are dating yourself.

Use a contemporary presentation. Today’s resume is a branded marketing piece versus the old historical chronology.

Include links to your online presence (LinkedIn, VisualCV, web portfolio, blog, video resume, etc.).

Include brief information regarding recent athletic or competitive sports accomplishments. Caution: Some employers might think that your athletic pursuits will get in the way of your job.

The bottom line … if a company is overly concerned about age … it’s probably not a place you’d want to work.

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Are Your Job Offers On Hold?

Does it look like the perfect job offer is imminent? Do you have two or three offers pending? Great … but don’t halt the job search just yet.

One of the biggest mistakes job seekers make is to stop their job search activities when it looks like the perfect job offer is imminent. However, even if you have multiple pending offers on the table, do not turn off the job search engine, put away your files, and end your job search just yet. The job search isn’t over until you have received, signed and returned the offer letter and you’ve spent a week or two on the new job.

I’ve heard stories of job seekers who have multiple job offers pending with the caveat of “as soon as I get approval from the boss” or “as soon as the economy turns around” or “as soon as the Board reviews the quarterly figures and approves our request.” These “as soon as” clauses seldom have a specific date attached to them and oftentimes they’re suspended for months for one reason or another and then eventually evaporate. Therefore, you need to keep your job search momentum going until the deal is signed, sealed and delivered!

Many employers continue to advertise so that they can identify and keep a database on the best talent in the market. And what better time is there then now, with so many people unemployed and looking for their next opportunity. The employers’ goal is to keep their pipeline full so that when the economy turns around, they will be able to bring top talent on board quickly. Likewise, you must identify the very best companies to work for and build a relationship with them so that when things turn around, you’ll have your pick from your prime target companies.

While everyone anxiously waits for the economy to turnaround and the job market to return to normal, employers would like to hire some of the good talent they’ve found, but their current restricted budget just doesn’t warrant it. As a result, many recruiters are bringing their candidates in for interviews with different people in the company on an intermittent basis to keep the candidate interested so that when the economic situation turns around they are ready to move forward rapidly.

So, while you may have two, three or even four offers on the table, you cannot afford to let up on your job search no matter how confident you are that an offer is forthcoming. Situations and times change; the company’s goals and objectives may change by the time the economy turns around and perhaps they’ll no longer need that particular position in their company. At the rate companies are being acquired and merged, there’s no telling what positions will still be open in the future. So until you have a firm offer, you must proceed as if you don’t, because ultimately you can only control your side of the search.

When interviewing, be sure to ask questions to uncover these potential scenarios. Ask questions like: How soon will you be filling this position? What is your time frame for filling this position? What are the objectives for this position? What would you expect me to be able to complete in the next three months? How will my performance be measured in the next three months? How long has this position been open? Why is this position open? Was the person who had this position, let go? What is the next step? These questions will help you get at the root of the reason for the opening and perhaps how soon the company realistically expects to fill the position. If the interviewer can’t answer this type of question, then you know it may be a very long time before you receive an offer letter.

While waiting for the position to open up, be sure to keep in touch with the interviewers. This is your opportunity to learn more about the company and the industry and strengthen your relationships. If you have any gaps in experience or knowledge of the company or industry, this is your opportunity to fill in those gaps so that when the position does open up and you re-interview, you’ll appear even more qualified. In the meantime, continue to read about the industry and send the interviewers articles with your comments, opinions and solutions. You may want to share how you can solve the industry’s problems based on problems you’ve solved for other companies and industries. You never know when you’ll strike a chord, gain their interest, and cause them to find the budget to bring you in immediately.

Even if the offer never comes to fruition, bear in mind that you have made some new contacts and expanded your network. You never know what the future holds.

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Are You Customizing EVERY Resume You Send Out?

You should be. Even if you’ve had your resume professionally written, one size does not fit all in this extremely competitive job search market. You need to address each position you pursue specifically. This is relevant whether you’re targeting unadvertised opportunities or advertised positions. Here are a few areas that will need to be tailored:

Function – While broad and diverse functional experience across all phases of the business is great, you need to target each resume for the opportunity you are pursuing. If you’re pursuing multiple job titles (for example, president, chief financial officer, chief information or technology officer, or chief operations executive), you need more than one version of your resume. In these competitive times, you actually need one resume for each function. Recruiters are looking for a very specific candidate and presenting yourself too broadly may be confusing, inundating or intimidating. This is not to say that you should eliminate all the information about the other functional areas, it’s saying that you need to showcase one function more prevalently than the others. The analogy I like to use is that of a balance scale – you need to add enough weight to one side of the scale so that it tips the scale. You do not want a perfectly balanced scale. You’ll still want to include all of your functional areas of your expertise … you’ll just focus each resume on one specific functional area.

Industry – Nearly every industry has their own set of buzzwords, jargon and language. They also have unique challenges and trends. You should research each industry in which you’ll be pursuing a position by digging into the industry’s trade associations. Look for conferences being held and study the topics the speakers will be covering. The topics will always be related to the challenges and issues the industry is facing and the trends and direction in which they’re headed.

While many of you have told me that your functional expertise crosses numerous different industries, you have also stated that when you are hiring, you look for someone with industry experience! As such, if you don’t have industry experience, you need to be able to present a compelling case regarding how your experience will transfer and deliver a return on investment.

Size of Company – Recruiters look for candidates who have worked in a company comparable to the size of their company or the company they’re representing. If you have not clearly defined how the companies you have worked for compare to the size of the company with the opportunity, than consider adding or revising that information. If you’ve worked in companies that are considerably larger than the target company, consider omitting the size of the entire company and focus more on a division or business unit that would be more relevant to the target company.

Profit & Loss or Budget Size – Recruiters look for candidates who have held financial responsibility similar to that of the position they’re filling. If you have not defined the size of the profit and loss responsibility you have held or the size of the budget you have managed, consider adding that information. If you have managed P&Ls and budgets much larger than the recruiter is requiring, consider omitting the size of the financials for the entire company and instead focus on the financials of a division, business unit, group or project.

Team Size – Recruiters look for candidates who have led and managed teams similar to that of their open position. Make sure your resume contains the size of the team you managed. If you’ve led and managed teams much larger then the company is requiring, than you may just want to mention your number of direct reports. If you haven’t managed teams of a similar size, you might want to include the number of people impacted by your role or the number of people you influence despite the fact that they don’t directly report to you. This can be an even greater demonstration of your leadership skills.

Local, National, International Experience – Recruiters look at the companies you’ve worked for to see if you have similar geographical experience. If the recruiter is representing a regional or national company, you may need to adjust your resume to reflect the same type of geographical situation. If your resume references international experience frequently, you may want to eliminate a few of those references, unless of course, you know for a fact that the company is looking to expand into the international arena.

Other similarities recruiters look for include, the company’s business model, industry ranking, products and services, and company culture.

The goal is to align your resume with as many of these points as you can. In some cases you may need to tone down the resume so you don’t appear over qualified and in other cases you may need to up-level your resume to fit the requirements.

While this is a lot of work, you will soon develop a portfolio of resumes that you can use repeatedly for similar types of positions.

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A Client’s Inspiring Success Story and His Winning Technique

Written by Lyle A. Lasky

Beverly asked me to provide feedback and experience information about my search for a new career opportunity and how I found the process flow went, as well as, the things that I have learned by going through it. In order to do so, let me provide a bit of a background.

I was the owner of what I would call a medium-sized mortgage-banking firm in south central Pennsylvania. Our volume level in August 2008 was approximately $28 million per month in funded loans. It was during this month that the domino effect of the economy began to strike. The first thing that happened was our local bank, after suffering a multi-million-dollar fraud loss, was bought out by another bank. This made the access to credit lines and relationship banking disappear. Then, came the cuts in our warehouse credit lines due to the difficulties being suffered by GMAC finance arm at the time. Our line was cut from $35 million to $5 million overnight. This resulted in the inability to fund the volume of business we were doing. The final down fall came on September 2, 2008 when I suffered a heart attack and under went stent placement on September 9, 2008. It was now time to call it quits.

I spent the next several months recuperating from my ordeal and trying to determine exactly which way I wanted to go with my career. At age 38, I had to make a decision that not only affected me, but my wife and children as well. I researched and interviewed various career coaches and decided on contracting the service of Beverly Harvey because of her reputation, value-added services, and approach to the job search process. I found working with her a pleasure and she went above and beyond the realm of our contract to keep me on track and from not becoming discouraged.

After approximately three months of searching and decisions, it was clear that I would not be able to change industry due to the stigmatism that the word ‘mortgage’ placed on my resume. So, I decided to start exploring jobs back in the financial sector I had spent most of my career in. After approximately a month of hearing comments about being over qualified or over priced, I was forced to face another dilemma–accept a position at a lower pay scale and tone down my resume, or not become employed and run out of reserves. I decided to follow the first route.

After running various scenarios back and forth with Beverly, I toned the resume down, decided on the new method of approach, and distributed my resume. One of the approaches that I decided on was not to ignore the temp agencies. I realized a very important factor–they do not make money unless they place employees. Thus, I began to circulate my resume amongst the likes of Manpower and Aerotek. It was actually at this point that I started to receive several phone calls, job descriptions, and inquiries about my skills and got my first meaningful interview through Manpower. This interview led to a position with a National mortgage firm as a full-time permanent underwriter. Although the position and pay were less than I desired, I was gainfully employed and was able to bring in a paycheck while still keeping my options open.

It was not less then two weeks after I began the position that I received a call from my current employer and after two interviews within three days was offered a full-time management position and a pay scale closer to that of what I was seeking. It was a complete turn of events from what I had experienced in the first three months of my job search.

With all that said, and the search behind me, I have learned several factors that I feel are important to share with those of you who find yourselves in a similar situation to what I was in:

1. Do not shoot for the stars in a new position, sometimes a toned-down, low-key, humbled approach is much more effective.

2. Do not snub your nose at a temporary assignment or agency. When I went on the interview through Manpower, it was for a position as a temporary underwriter; I left with the position of a full-time employee of the company with complete benefits.

3. Get back in the work force. If you are working, I found employers look at you entirely different and almost feel as if they are stealing an employee from a competitor. So do not shy away from a lower position that does not meet your immediate wants or needs.

4. Desperation can be seen by an employer! This, I think, I found most evident when I would send out my resume reflecting CEO experience for a non-CEO position. You should have a few different versions of your resume based on the level of position you are applying for.

I hope that my story helps some of you in your job search. Believe me when I say, my eight months of unemployment was not easy on me or my family. Keep your options open, be willing to accept an interview with any company and or position type as it could lead to more, as mine did. Do not be opposed to the question of relocation, because if you are able to sell them in the interview and they want you badly enough, this may be able to be changed to a telecommute opportunity. And last but not least, do not give up on yourself and your abilities. Use your networking skills and contacts to help you in your job search. I am more than happy to accept LinkedIn requests from most people and do try to help match good, valued people with others I know. So please feel free to send me a LinkedIn request, and I will help you in your networking attempts.

My best regards and warmest wishes to each of you,

Lyle A. Lasky
Operations Manager 3
Prosperity Mortgage
Chantilly, VA

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Tips for a Focused Job Search

A focused job search includes extreme clarity, a concentrated effort, persistence, and out-of-the-box thinking. It also includes a system and methodology including upfront analysis and planning, research and investigation, a due diligence process, organization of multiple concurrent activities, and precise execution.

In Bryan Golden’s, nationally syndicated weekly newspaper column, Dare to Live Without Limits, his March 4, 2009 column in The Resident is entitled “Concentrated Effort Brings Success.” He writes,

“It’s true, success does take effort. But it also takes as much, if not more, effort to continuously struggle without being on a path to success.

Living takes effort. However, you have the power to formulate any strategy you want for expending your effort. You can scatter your efforts so nothing is accomplished. Or you can concentrate your effort into a powerful force.”

Here is an analogy Golden gives, “What happens when spilled jet fuel on a runway is ignited? It burns, creates a lot of heat, but doesn’t get you anywhere. But burn it in a jet engine and you then have the means to get to a specific destination.

Why are there different results? When the fuel is burned on the ground, its effort is dispersed and nothing is accomplished. In a jet engine, the effort is concentrated and directed in one direction. Only in the engine will the fuel’s effort get you anywhere.”

Golden’s statement, “It’s true, success does take effort. But it also takes as much, if not more, effort to continuously struggle without being on a path to success.” can be straightforwardly applied to job search.

Focusing Your Job Search Efforts

Decide on the type of job you want. Create a job description for your ideal job or dream job. Be precise and include the challenges, responsibilities, team environment, and culture.

Decide on the type of company that interests you. For instance, would you prefer to work for a company funded by private equity or venture capital; would you prefer to work for a large public company or small privately held company; a forward thinking, fast paced company or a time-honored, deliberate company; a regulated or non-regulated company?

Research your ideal job. Talk to executives who have held the position in which you are interested. Do a target-gap analysis of the skills, knowledge, and abilities you need for your ideal position. Decide how you’ll overcome the gaps.

Perform an analysis of your existing network. Develop a strategy for identifying and connecting with the people who can help you. Develop a strategy for expanding your network so you can connect with the people who can help you.

Study your target companies. Talk to people who currently work for your target companies as well as those who previously worked for the companies.

Study your target industry. Conduct research to find out where the industry is headed; how the industry is faring in this economic downturn, what challenges and barriers the industry is facing.

Create a customized version of your marketing materials (resume, cover letter, addendum, etc.) that you can use for your target job. Use this customized version as your “leave behind” piece. In other words, materials you can “leave” with people you have spoken with at networking events or information gathering meetings. For example, when a sales professional concludes his presentation, he will “leave” brochures and marketing materials for further review and consideration.

In today’s market, you can’t expect your resume to be a “door opener.” The competition is too intense. You should only be using it as a “leave behind” piece.

The bottom line … job search is all about networking and getting an internal contact to recommend you.

If you would like help in creating a focused job search strategy, contact beverly@harveycareers.com or call 386-749-3111.

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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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