Career Musings

Do you own your name? “Of course, I do”, you say! Last week I hosted a free teleconference for job seekers and professionals to gauge their career plans for 2012, and see if I could help them achieve their goals. I offered some options on how they could up their job search game in the new year, and differentiate themselves from their competitors. A few days later, I had coffee with someone who had missed the call, but who wanted to bring me up-to-date on her next career move. She told me about her plans for the year and about her new website. While discussing the website, I suggested that she claimed her name on the web by registering it as a domain. Her eyes opened widely as in “What do you mean?”

These days whether you are a job seeker or an entrepreneur, one of the first steps to building your personal brand is to claim your name – register your name as a website. I learned this early. You see, actor Jude Law’s former nanny has my name, and I wasn’t aware of it until I heard of the scandal surrounding their alleged affair. Soon after that, I claimed and registered www.daisywright.com and www.daisywright.ca, as domain names through Hostmonster (Affiliate Link). I have since given up the .CA domain.

Why is it important to own your name? The hiring process has changed for job seekers, and personal branding has become very important.  Recruiters and employers don’t rely solely on traditional methods to learn about or evaluate potential employees. They are swamped with résumés, phone calls and emails. It is, therefore, your responsibility to change the way you market your stories and your skills to employers, and raise your visibility because your résumé and cover letter are no longer enough. The same is true for entrepreneurs.

To begin your brand-building process, your first step is to register your name as a domain, if it’s still available.  Use it as a one-stop haven for your social media tools like LinkedIn, Facebook, Twitter, Google+ and YouTube (if you’re venturing into videos). When employers and recruiters begin searching for you, or when you need to connect with someone of influence, it’s easy to send them a link to your own website which houses your other profiles.

In a recent Fast Company article, the writer tells a story of how a 16-year old high school student emailed her out of the blue, and asked to join her as a guest on her TV show. He did not send a résumé, but instead included links to his website, Twitter account, Facebook page, and three relevant YouTube clips. This is a 16-year old! He has already learned how to use the web to his advantage–building a strong and positive personal brand before he even reaches his adult years. Twelve months into his brand-building exercise, he is already a well-known regular tech TV expert and blogger–and he’s not even out of high school yet.

What about you? Are you ready to step forward and do something as daring as ‘Mr. 16-year old’? Do you own your name on the web? Are your profiles up-to-date and housed in one place? Have you scoured your Facebook profile to make sure that everything is professional? Do you have blog? If not, are you contributing your expertise to industry blogs? If a recruiter or employer begins searching for someone with your stories and skills, will you stand out from the herd, or will you stay hidden in the crowd?

CEOs, HR Executives and recruiters encourage job seekers to use social media outlets like Twitter, Facebook, LinkedIn, and blogs to improve their chances of getting a job. One CEO stated in a Boston Globe article that, “We often find hires because of their activity in social media and, especially, the blogosphere.”

A recruiter said, “We like to see candidates who have filled in their LinkedIn profile completely. Upload your resume, and if you are a blogger (and it is relevant to your career), post the link to your blog. With respect toTwitter, she said,”We use Twitter directory tools to find candidates whose bios match our hiring needs.”

The field is too competitive these days for you to continue doing what you have always done and expecting different results. You’ve got to be willing to go the extra mile in bringing visibility to your story. It’s time to up your game, begin building your personal brand and let the job vacancies find you.

Sources:

Five Steps to a Better Brand

Social Media Advice for Job Seekers

Who says a blog post has to be an article?

While reviewing my Google+ status yesterday I saw where several people had added me to their circles. Among them was +Prabh Singh from Vancouver, Canada. As I read his posts, I came upon a link he used to create a Word Cloud, and since I tend to be an early adapter, I jumped on the bandwagon, experimented with it, and created a cloud from my blog. The above image is the result of this experiment.

Is this a tool that a job seeker would find useful? Why or why not?

Here’s the link courtesy of the developer @Timdream:  HTML5 Word Cloud

Job seeker, sometimes it’s just a small blunder or gaffe that stands between your resume being selected for further consideration, or being tossed. Since recruiters and hiring managers play a significant role in your job search success, the onus is on you to know how to avoid these resume faux pas that irk them. Based on a survey conducted in late 2010 about Resume and Job Search Trends, the following were identified as the top resume pet peeves for recruiters and hiring managers:

• “Generic  Objectives” that scream ‘me-me-me’. “It rarely helps, often hurts, and always takes up valuable real estate that could be better used to showcase your accomplishments”, said one respondent.

• Massive email blasts where the resume is not tailored to the position for which they are applying.

• Beginning each point, regardless of experience, with the standard “responsible for” with few, if any, real accomplishments.

• A resume that contains “references available upon request”.

• Lack of professionalism in the layout and composition.

• Lack of detail on duties and accomplishments.

• Dull job descriptive statements.

• Content that is unrelated to the role.

• Chronological history of events dating back to high school (especially when the applicant has been out of high school for 3 or more years).

• Resumes with more than three pages, poor formatting, and spelling and grammar errors.

Some recruiters indicated that they prefer a longer resume as it enables them to see the breadth of the person’s experience and are better able to identify the skills relevant to the position they are trying to fill. However, these same recruiters say that clients/employers prefer a 2- or 3-page resume, and they would modify them to suit the client’s needs.

“As we are placing the candidates to our clients we prefer the longer version for details but we don’t like to send that to the client, unless specifically requested.”

While you might not agree with all of the above, some are glaringly obvious and should be avoided. Have your say.

While companies put on their best face and say all the right words when trying to lure talented candidates, candidates need to be their own detectives and conduct due diligence to find out if the culture or the face of the company aligns with their values.  Fast Company gives some advice on how to clue in to a Company’s Corporate Culture and save yourself from headaches.

• Go beyond the company’s website in your research, and perform a Google search. Also look for them or their employees on LinkedIn and Twitter.

• Instead of focusing on the job title, the salary and that corner office you hope to occupy, take a step back and pay attention to the small things.

• Arrive 20 minutes early for the interview so you can see the happenings. Listen carefully to what employees are saying to each other; pay attention to their mode of dress and how they treat each other.

• Take a mental snapshot of your new boss’s office to see what’s important to him or her. Too many pictures of politicians when you are not the least bit interested in politics could be a sign.

• If you need specific answers to a burning question, ask your prospective boss to tell you a story, much like a behaviour-based interview. “Tell me a time when…. “. This could be quite revealing.

• After leaving an interview, sit down and make a list of everything you learned, and flag anything that is of concern to you. If something is bugging you, seek clarification before you accept the job.

• If you are close to accepting the job offer, but still have questions, arrange an informal meeting with the new boss over coffee or lunch. Size up how he or she interacts with others. That will give you a good clue as to what to expect.

What are your thoughts? Add your own comment below.

Source: Fast Company

Image courtesy of Jaunehibisbus

Her recent email read “Remember that job posting you sent me about a Bilingual Marketing Manager where they asked me to translate my résumé to French? I want to let you know that I got an offer and I accepted it. I am very excited since there will be a lot of interesting challenges and I am getting everything I want – salary, vacation and benefits. Thank you for all your help and I will keep in touch.”

This message was from a client with whom I had been working for several months. She was having a tough time finding a marketing manager’s position and thought that nine months was unbelievably too long to be looking for work. At times in our conversations I could sense her frustration, but I reminded her gently that job searching could be a slow and tedious process, but if she kept her head up and continued doing the right things she would eventually land the job she wanted. I also told her that giving up was not an option. She hung in there and got the job.

How did this happen? As part of the job search strategy, I encourage my clients to invest time in social media. I do, and it’s not not for social reasons, although that happens. On Twitter, for example, I follow hiring managers, recruiters and job boards, and participate in Twitter Chats with HR professionals, recruiters and leadership coaches to keep abreast of industry trends. Through these channels, I sometimes become aware of job opportunities and if I find that someone in my network seem to be a match for some of these opportunities (whether they are clients or not), I forward the information to them.

This Bilingual Marketing Manager’s job is a great example. It was posted on Twitter by Monster Canada (@Monsterca). When I read the requirements, it sounded perfect for my client so I forwarded it to her. She translated her résumé to French as the company requested, and after a couple of interviews and several weeks of waiting (because of the summer holidays), she landed the job with “everything she wanted…” as noted above.

Looking for a job is a full-time job, as it’s often said, but it requires various strategies to achieve success. The other point is that you may have a great résumé, but if you continue to use ineffective job search methods or rely on one particular strategy, it will not help you land the job of your dreams. Therefore, plan to incorporate social media tools like LinkedIn, Twitter, Facebook and Google+ into your job search toolkit because that’s where employers and recruiters hang out these days. Job boards are still around, but the companies behind these boards are extending their reach via social media. If you are an early adopter ready to jump on the social media band wagon, you will be way ahead of your competitors and achieve your job search goal.

And, don’t buy in to the concept that there are no jobs! Jobs are out there, but you need to assess your skills, employ a variety of tools, be deliberate with your search and visualize yourself sitting at the desk as an employee at one of your target companies!  Remember, “Whatever the mind can conceive, it can achieve.”

I hope you have gained some value from this post. Share your comments below, or connect with me if you need to discuss how you can move your career forward. I will be pleased to have a chat with you!

DON’T send a cover letter with “To Whom it May Concern”. It portends laziness and lack of interest.

DO the research to find the name of the person responsible for hiring.

DON’T use “References Available on Request” on your résumé.

DO use a quote from your performance appraisal or a testimonial that highlights your value.

DON’T replicate your job description when developing your résumé.

DO include powerful accomplishment-based statements that address the employer’s buying motivators or needs.

DON’T spend too much of your job search hours on the computer.

DO arrange more face time with people in your network.

DON’T send a generic Thank-you note after the interview.

DO send one that recaps key elements of the discussion and reiterates your interest in the position.

DON’T ask for a job at an informational interview.

DO ask for one or two names they recommend you contact.

DON’T relate your life story when asked “Tell me about yourself”.

DO talk about your education, work history, and what you have recently done for your company.

Image Credit: Dirjournal.com

It is (or used to be) the norm that a business card would include a name, title, phone number, email address, website and sometimes a tagline. That was yesterday. Today, in addition to the elements mentioned, the business card could contain one’s elevator pitch, branding statement or mini resume, thanks to the arrival of the QR (or Quick Response) Code.

A QR Code is a collection of symbols that when scanned by someone’s mobile device provides more detailed information about an individual. See the sample below which was created from my LinkedIn Profile using Pingtags:

As trendy as a QR Code may be, it could present a challenge to those without a  barcode scanner or mobile device with a QR Reader App. That said, from a job search or business perspective, it could be seen as another way for someone to set him or herself apart from their competitors and enhance their brand. What will they think of next?

What are your thoughts?

Related Website: Skanz

When my son was in high school I often told him that if he went away to college, I would be moving next door. He hasn’t moved away, so I have no need to do that. That said, most of us as parents are very protective of our children and sometimes we go way overboard and become known as ‘helicopter parents’ – always hovering around! Of course, this can sometimes have a negative impact on the children, especially when they are in their early adult years.

In a recent survey of Executives by Officeteam, they witnessed some unusual parental behaviours:

• “One parent wanted to sit in during the interview.”
• “A parent called a politician to push me to hire his son.”
• “A mother submitted her daughter’s resume on her behalf.”
• “Someone stopped an employer at a grocery store to ask that person to hire her child.”
• “A parent called to ask about a job applicant’s work schedule and salary.”
• “A parent called during the interview to try to push me to hire her daughter.”
• “I received a call from a father asking about the status of his son’s application.”
• “A parent came by my desk and told me that he expected his daughter to get preference for a position since he was a manager at the company.”
• “A mother called to ask how her child did in the job interview.”
• “A parent called to find out why we did not hire her son and why we felt he was not qualified.”

Whether you are a helicopter parent or not, these five tips from Officeteam will equip you to help your son or daughter navigate the job search maze:

1. Branch out. Networking is still one of the best ways to find a job. Your friends and colleagues can help set up introductory meetings with employers and alert your job-seeking child to opportunities.

2. Give it another look. Review their resume and cover letter. Most times you can spot typos and other errors and make sure the most valuable information is included.

3. Do a test run. Offer to conduct mock interviews with them to practice responses to common questions. Give them constructive feedback on their answers and delivery.

4. Weigh the options. Offer to be their sounding board about potential opportunities. You can provide a different perspective and bring up points they could consider in their decision.

5. Offer encouragement. Looking for a job can be difficult, and it’s important to remain positive. Offer your parental advice and support throughout the process to keep them on track.

Read the full Officeteam article here

Several of my clients are professional immigrants, aka Internationally Educated Professionals. While they are trying to navigate and understand the job search maze, they are either not working or they are working in survival jobs. Invariably, these jobs are not related to their professions, and some prefer not to mention such jobs on their resumes. Those who haven’t yet found a job face the same challenge – how to account for their time away from the job market.

In a recent survey, a group of Canadian HR professionals and hiring managers were asked “How should candidates address gaps in their employment history?” Nearly thirty-six percent (35.9%) said they should include a statement in the ‘work experience’ section and twenty-three percent (23.4%) indicated that they should give an explanation in a cover letter. Sixteen percent (15.6%) said that candidates should explain (in a chronological resume) where the gap occurred, or they should fill the gap with professional development. From this statistic, it is safe to conclude that 75% of respondents want you to account for the gap.

While keeping the hiring managers’ preferences in mind, here are some additional ways to compensate for, or explain gaps in your employment:

1. Prepare to tell stories about what you have learned in the survival job without focusing on the title
2. Register with employment agencies to get some short-term assignments, or look for freelance projects
3. Use the functional resume format to emphasize notable skills and accomplishments gained from a number of jobs
4. Arrange practice interview sessions with a family member or friend and make sure you are prepared to answer the ‘gap’ question
5. Reflect on some activities you have been involved in and see if you can link those activities to the company’s business strategy
6. Remind yourself that unpaid work is ‘experience’
7. Attend industry-related seminars, engage in professional development activities or gain an additional certification

Employers understand that there are various reasons why someone may have gaps in his or her employment history. Just be honest about it, and always steer the conversation back to the value benefits they would derive from having you on board.

Henry Ford said, “Whether you think you can, or you think you can’t–you’re right.” The same hold true for cover letters – whether you send one or not, you are right, or maybe! It is quite common to hear that 50 per cent of recruiters and hiring managers do not read cover letters; they go straight to the resume. Because of this, many job seekers just submit a résumé. Or, an ad asks to ‘fax your résumé’ and the job seeker faxes only the résumé. They rarely think about the other 50 per cent of recruiters who do read cover letters.

I advise job seekers to always include a cover letter. It’s better to include one and it’s not read than to omit it, and it misses the eyes of the other 50 per cent who do read them.

Recently, I was reading a blog post about cover letters in the Harvard Business Review, and the conversation was centred around cover letters! Should one be included with the résumé? This post garnered a lot of responses for and against. The writer, David Silverman, said that there were really only a few times to use a cover letter:

1. When you know the name of the person hiring
2. When you know something about the job requirement
3. When you’ve been personally referred (which might include 1 and 2)

While most people agreed with the three reasons he stated, many of us were not impressed with the letter he quoted as being “The best cover letter I ever received.” It was no different, in my opinion, from a generic cover letter addressed to “Dear Sir/Madam”.

That said, one comment that got my attention was from a hiring manager. He was responding to comment by another individual, and wrote , “I would have to respectfully disagree with the comment that cover letters are a waste of time. A succinct, well-written cover letter that is laser-targeted to my specific job opening is rare and really gets my attention. And this is the real secret: the cover letter HAS to be well-written and it HAS to be targeted to my specific opening.”

I couldn’t have said it better: “A succinct, well-written cover letter that is laser-targeted to my specific job opening is rare and really gets my attention.” In a survey I conducted recently with Canadian HR managers and recruiters, thirty eight percent (38.1%) said candidates must submit a cover letter for each application while thirty percent (30.2%) had no preference. Approximately sixteen percent (15.9%) said they could be useful for information not included on the resume if they add value.

What are your thoughts? Is there value in a cover letter? Join the debate by commenting below:

Source:

http://blogs.hbr.org/silverman/2009/06/the-best-cover-letter.html