Over the past few days, the flat screen in the background has managed to find it’s way to the NFL combine, providing a backdrop of 40-yard-dashes, 225-pound bench presses and vertical jumps while I conduct phone interviews and work on my laptop (hey, I work for myself so I can do that). Each year the NFL has over 300 participants, and the week long grind of tests are not limited to just physical assessments either. Draft prospects must endure grueling interviews, IQ tests, and the infamous Wonderlic test, where participants are asked questions such as, “if a box of golf balls sells for $22.75, how much will 4 boxes cost?” and which number out of a group of numbers is the smallest. Why these questions are asked is neither here nor there, but suffice it to say that is deemed important enough to include in the process. For the 300 plus football players, the NFL combine represents the biggest job interview of their lives. A couple hundredths of a second on the 40-yard dash or the way personality questions can literally be the difference between being drafted in an early round with a boat load of guaranteed money, or falling to a later round (or not being drafted all) and no assurances of a contract let alone a roster spot.
As I have been watching the draft, there are a few things that came to mind that are absolutely valuable and applicable for job seekers who are now in the process of interviewing, or will be some time in the future.
1. Be Prepared! – once the college football season ends for Seniors and underclassmen who declare for the draft, the real fun begins. The majority of players invited to the combine start training with elite trainers in facilities designated to improve performance with respect to speed, power and explosiveness – all so they can be at peak performance levels. Anyone who thinks players sit around after the last whistle is mistaken. It takes hard work and preparation. The same applies to you as an interviewee. If you are not prepared by researching the company, having an understanding of the potential role, and thinking of relevant questions to ask, you can expect not to do well.
2. Know your competition – in the combine this is much easier because players in respective categories know who they will be competing against, and who they need to strive to perform like. If I’m a Cornerback, I know that Morris Claiborne sets the bar in my group. Likewise if I’m a Quarterback, the measuring stick is Andrew Luck and Robert Griffin III; For Running Backs it’s Trent Richardson; for Wide Receivers it’s Justin Blackmon, and so on. As a participant in the combine, I know I can improve my draft stock if I can perform at or near the level of the best. As a job seeker, you too need to strive to be the best so you can get the job. However it is not so cut and dry who your competition is, because it largely is a mystery. It may take a few rejections, but if you carefully follow up with the interviewer after not being selected, there are certainly areas they can suggest for improvement (see Overcoming Rejection, and Turning it into a Strength). One hint that is useful to try if you don’t know who was selected for the position is to check LinkedIn in the following weeks and see who’s name suddenly pops up in the position. If you can find it, study their background and see where you differ, or where you may have an advantage. Ask yourself if there are areas you didn’t talk about enough, or important things you forgot to mention? Doing this a time or two will help you be that much better prepared the next time around, and will subconsciously give you the profile of who you need to beat.
3. Prepare yourself mentally – players in the combine are prepared to take the IQ tests and Wonderlic, and if they don’t then they can’t expect to perform well. Mental preparation is as important as physical, because there have been guys in the past who have seen their draft status slip substantially due to poor performance in this area. A big part of the game is mental; this alone can end up being the difference between players who have successful careers, and more talented players who do not. Before entering an interview, be focused, and be composed. Visualization is key too. Picture yourself in the perfect interview, mentally preparing answers to potential questions in your mind beforehand. Think of 4 or 5 of your greatest professional achievements about 30-45 minutes before your interview, and have them fresh on your mind. You will be surprised how you can wind in personal accomplishments to answer nearly any interview question. And if you do so, you will already have a leg up on most candidates who don’t understand this.
Be prepared, know your competition, and prepare yourself mentally. The top performers at the combine executed on all three points. How are you doing with each as an interviewee?
Tuesday, February 28, 2012
Monday, February 27, 2012
6 Reasons Why Cover Letters Are Overrated
Let me preface this post by stating something up front:
You ABSOLUTELY should have a cover letter, because even though the majority of hiring managers and recruiters don’t take time to read them, we notice if you don’t have one accompanying your resume, and the impression left is not a positive one. As with a previous post (here), I am in no way undermining the need of having a cover letter. I’m just pointing out that there are compelling reasons why you should not be spending a ton of time or money on them. Here’s why:
1. The 80/10/10 rule – 80% of your time should be spent networking, 10% working with recruiters, and 10% applying for positions posted online (Does Your Job Search Strategy Follow the Numbers?). I would even go further and recommend you could spend up to 85% or 90% of your time networking because it taps into positions in the hidden job market, and it works, but let’s stay at 80/10/10 for now. When you network and someone asks for your resume, they are asking for just that. You wouldn’t hand them a cover letter too, because the reason for a cover letter is bypassed. You should send one cover letter when you contact a recruiter, but if they deem you as a candidate they want to present to clients, they handle the resume submission. An initial cover letter is all that is required. That leaves 10% (or less) of your time applying to jobs online that would require a cover letter in addition to your resume. Do the math. Why would you spend half a day “perfecting” your cover letter for something that you should only be devoting 10% of your time to?
2. The vast majority of hiring managers are NOT reading cover letters, because they don’t have time – we are seeing an extraordinary amount of applicants across the board. A big reason for this is because people out of desperation are “shot-gunning” resumes to every single position listed out there, regardless of whether they are qualified or not. Put it this way: if I have 800 resumes to sift through, and over 90% of them have no business being submitted, do you think I’m going to read cover letters first?
3. A hiring manager is sold on your resume, not on the cover letter – the old adage that we are sold or dissuaded in 15-20 seconds is true. Anything that is deemed vital to presenting you as a candidate should be in your resume, and not “saved” for the cover letter. If you are leaving important information out of your resume and instead leaving it for your cover letter, then you just made a fatal mistake.
4. Resumes are saved into Applicant Tracking Systems, NOT cover letters – this means that your cover letter will NEVER be seen by a human eye.
5. A cover letter is not getting your resume read, because we go to the resume FIRST – there simply is NOT time to read a cover letter initially, as explained in point 2. Focus on having a cover letter that is concise, covers the mains points, and does not take you loads of time to create. This is all it has to be.
6. Spend time you would otherwise on the cover letter in networking endeavors instead – a major part of devising the strategy for your job search is to prioritize, and work smart. Taking 3 or 4 hours to “perfect” a cover letter, or pay a professional a handsome fee to do so is neither a smart use of your time, or your money. Take 10 minutes on a cover letter, and spend the rest networking and tapping into the hidden job market.
In a recent engagement that a colleague holding a high level position in HR conducted, the question was asked specifically to a group of around 90 people how many actually took time to read cover letters. Five people raised their hands. That is 5.5%. I personally can’t think of anyone I work with who takes more than a moment to glance at cover letters. Convinced yet?
Do you know who are promoting cover letters the loudest? Resume writers! Why? Because cover letters are a big part of an upsell package most advertise as a necessary companion to your resume. DO NOT spend an inordinate amount of money by being convinced that a perfect cover letter, thank you email, reference sheet, or any other service is necessary. Writers can literally double or triple their takings by convincing you that you need these, and upselling all of these items. The truth is, your resume is the centerpiece; the rest combined have no where near the same weight, and any price not reflective of that should be questioned very seriously.
You ABSOLUTELY should have a cover letter, because even though the majority of hiring managers and recruiters don’t take time to read them, we notice if you don’t have one accompanying your resume, and the impression left is not a positive one. As with a previous post (here), I am in no way undermining the need of having a cover letter. I’m just pointing out that there are compelling reasons why you should not be spending a ton of time or money on them. Here’s why:
1. The 80/10/10 rule – 80% of your time should be spent networking, 10% working with recruiters, and 10% applying for positions posted online (Does Your Job Search Strategy Follow the Numbers?). I would even go further and recommend you could spend up to 85% or 90% of your time networking because it taps into positions in the hidden job market, and it works, but let’s stay at 80/10/10 for now. When you network and someone asks for your resume, they are asking for just that. You wouldn’t hand them a cover letter too, because the reason for a cover letter is bypassed. You should send one cover letter when you contact a recruiter, but if they deem you as a candidate they want to present to clients, they handle the resume submission. An initial cover letter is all that is required. That leaves 10% (or less) of your time applying to jobs online that would require a cover letter in addition to your resume. Do the math. Why would you spend half a day “perfecting” your cover letter for something that you should only be devoting 10% of your time to?
2. The vast majority of hiring managers are NOT reading cover letters, because they don’t have time – we are seeing an extraordinary amount of applicants across the board. A big reason for this is because people out of desperation are “shot-gunning” resumes to every single position listed out there, regardless of whether they are qualified or not. Put it this way: if I have 800 resumes to sift through, and over 90% of them have no business being submitted, do you think I’m going to read cover letters first?
3. A hiring manager is sold on your resume, not on the cover letter – the old adage that we are sold or dissuaded in 15-20 seconds is true. Anything that is deemed vital to presenting you as a candidate should be in your resume, and not “saved” for the cover letter. If you are leaving important information out of your resume and instead leaving it for your cover letter, then you just made a fatal mistake.
4. Resumes are saved into Applicant Tracking Systems, NOT cover letters – this means that your cover letter will NEVER be seen by a human eye.
5. A cover letter is not getting your resume read, because we go to the resume FIRST – there simply is NOT time to read a cover letter initially, as explained in point 2. Focus on having a cover letter that is concise, covers the mains points, and does not take you loads of time to create. This is all it has to be.
6. Spend time you would otherwise on the cover letter in networking endeavors instead – a major part of devising the strategy for your job search is to prioritize, and work smart. Taking 3 or 4 hours to “perfect” a cover letter, or pay a professional a handsome fee to do so is neither a smart use of your time, or your money. Take 10 minutes on a cover letter, and spend the rest networking and tapping into the hidden job market.
In a recent engagement that a colleague holding a high level position in HR conducted, the question was asked specifically to a group of around 90 people how many actually took time to read cover letters. Five people raised their hands. That is 5.5%. I personally can’t think of anyone I work with who takes more than a moment to glance at cover letters. Convinced yet?
Do you know who are promoting cover letters the loudest? Resume writers! Why? Because cover letters are a big part of an upsell package most advertise as a necessary companion to your resume. DO NOT spend an inordinate amount of money by being convinced that a perfect cover letter, thank you email, reference sheet, or any other service is necessary. Writers can literally double or triple their takings by convincing you that you need these, and upselling all of these items. The truth is, your resume is the centerpiece; the rest combined have no where near the same weight, and any price not reflective of that should be questioned very seriously.
Sunday, February 26, 2012
Social Media as a Job Performance Predictor
A few days back I came across a very interesting article by Lee Hester of WebProNews in which he explores the screening of social media sites by employers as a future predictor of employee performance (Social Media Is Proving To Be An Effective Performance Predictor). A few of the key points than anyone looking for a new job should be aware of:
• 91% of employers are now using social media sites like Twitter, Facebook and LinkedIn to screen applicants for jobs
• 47% of employers check social networking sites to screen prospective employees after receiving their application
• Facebook is checked by 76% of employers, Twitter by 53% and LinkedIn by 48%
• 68% of employers have hired an employee because of something they saw about the candidate on a social networking site
What does this mean for you? Social network sites play a huge part of your overall presentation to employers, and should be used as a promotion tool. Employers are watching, so keep it professional. They are looking for certain traits, so pay attention to traits such as conscientiousness, agreeability and intellectual curiosity, and analyze yourself to see if your social media outlets are conveying this message for you.
One mention in the article that I found interesting was the finding that “party shots didn’t really hurt candidates showing they were friendly and outgoing instead.” I would be cautious however, because there is a difference between pictures socializing with friends at a party, and pictures showing you passed out in your own vomit. Use common sense and discretion, because this type of picture could have an adverse consequence – I have seen it countless times.
• 91% of employers are now using social media sites like Twitter, Facebook and LinkedIn to screen applicants for jobs
• 47% of employers check social networking sites to screen prospective employees after receiving their application
• Facebook is checked by 76% of employers, Twitter by 53% and LinkedIn by 48%
• 68% of employers have hired an employee because of something they saw about the candidate on a social networking site
What does this mean for you? Social network sites play a huge part of your overall presentation to employers, and should be used as a promotion tool. Employers are watching, so keep it professional. They are looking for certain traits, so pay attention to traits such as conscientiousness, agreeability and intellectual curiosity, and analyze yourself to see if your social media outlets are conveying this message for you.
One mention in the article that I found interesting was the finding that “party shots didn’t really hurt candidates showing they were friendly and outgoing instead.” I would be cautious however, because there is a difference between pictures socializing with friends at a party, and pictures showing you passed out in your own vomit. Use common sense and discretion, because this type of picture could have an adverse consequence – I have seen it countless times.
Friday, February 24, 2012
Choosing a Career
"Choose a job you love, and you will never have to work a day in your life."
- Confucius –
For some people, knowing that they want to do “when they grow up” comes at an early age. The problem though in some cases is wanting to be a superhero, a Jedi Knight or mermaid won’t be feasible ways to pay the bills. In most cases what most kids want to become “when they grow up” have disappeared by the time they are teenagers or young adults – and sometimes by process of elimination (professional athletes, actors, etc.). Some of us are lucky and successfully forge the course to becoming a doctor or a fireman or an electrician, making childhood dreams a reality. For the majority of us, we are not so lucky. For many of us, choosing a career can take months or years, sometimes decades. And many who have chosen a career switch a time or two or more.
According to The Princeton Review, the average person changes career fields two or three times in their lifetime. The Career Center at the University of California at Berkeley cites that the average student who enters college with a declared major changes it three to five times, and the average student who enters college with an undeclared major changes one to two times.
I commonly have 30-year olds, 40-year olds, and 50-year olds (sometimes even older) ask me for advice on the career path they should pursue, or switch to. I will be the first to admit that I am not a career counselor, nor do I profess to be. I think the key in pursuing any career is to choose from a mix of options that will satisfy your personal desires balanced with financial necessities and/or desires. A short list I have come up with include the following:
Assessing yourself – what natural talents do you possess? Where do your true passions and interests lie? Do you have a preferred work style or location? What kind of work-life balance do you expect? How much money do you want to make? These questions and others are important in assessing yourself as it pertains to a career.
List potential occupations – after assessing your talents, interests, skills and abilities, try writing down some occupations that seem to be interesting to you. There are also self-assessment tests online or through places like your college career center that can be helpful in identifying prospective careers.
Explore options – once you have listed out potential occupations, do some research about each. What kind of training or education does each require? What can you expect to earn over the course of your career? What is the job outlook into the future in the specific field?
Ask for advice from professionals in fields of interest – this is perhaps one of the most valuable tools in this process, not only to learn about careers in fields that interest you directly from someone who is in the profession, but also to potentially gain a mentor and connect for networking opportunities.
Create a career action plan – once you have decided on a career that fits you, plan out all necessary steps to make it a reality. This includes specific training or education endeavors, certifications, or anything else needed.
I am including two links to resources that are of additional help. The first is a well thought out and presented article from US News (here). The other, and it may be a little tough to admit this as a Notre Dame grad (because of the rivalry), but one of the best resources I have ever come across for choosing a career (or major) by a University is from Boston College. I think the 3-Step process they use is of tremendous value: Self-Assessment, Exploring Career Fields, Searching for Jobs.
- Confucius –
For some people, knowing that they want to do “when they grow up” comes at an early age. The problem though in some cases is wanting to be a superhero, a Jedi Knight or mermaid won’t be feasible ways to pay the bills. In most cases what most kids want to become “when they grow up” have disappeared by the time they are teenagers or young adults – and sometimes by process of elimination (professional athletes, actors, etc.). Some of us are lucky and successfully forge the course to becoming a doctor or a fireman or an electrician, making childhood dreams a reality. For the majority of us, we are not so lucky. For many of us, choosing a career can take months or years, sometimes decades. And many who have chosen a career switch a time or two or more.
According to The Princeton Review, the average person changes career fields two or three times in their lifetime. The Career Center at the University of California at Berkeley cites that the average student who enters college with a declared major changes it three to five times, and the average student who enters college with an undeclared major changes one to two times.
I commonly have 30-year olds, 40-year olds, and 50-year olds (sometimes even older) ask me for advice on the career path they should pursue, or switch to. I will be the first to admit that I am not a career counselor, nor do I profess to be. I think the key in pursuing any career is to choose from a mix of options that will satisfy your personal desires balanced with financial necessities and/or desires. A short list I have come up with include the following:
Assessing yourself – what natural talents do you possess? Where do your true passions and interests lie? Do you have a preferred work style or location? What kind of work-life balance do you expect? How much money do you want to make? These questions and others are important in assessing yourself as it pertains to a career.
List potential occupations – after assessing your talents, interests, skills and abilities, try writing down some occupations that seem to be interesting to you. There are also self-assessment tests online or through places like your college career center that can be helpful in identifying prospective careers.
Explore options – once you have listed out potential occupations, do some research about each. What kind of training or education does each require? What can you expect to earn over the course of your career? What is the job outlook into the future in the specific field?
Ask for advice from professionals in fields of interest – this is perhaps one of the most valuable tools in this process, not only to learn about careers in fields that interest you directly from someone who is in the profession, but also to potentially gain a mentor and connect for networking opportunities.
Create a career action plan – once you have decided on a career that fits you, plan out all necessary steps to make it a reality. This includes specific training or education endeavors, certifications, or anything else needed.
I am including two links to resources that are of additional help. The first is a well thought out and presented article from US News (here). The other, and it may be a little tough to admit this as a Notre Dame grad (because of the rivalry), but one of the best resources I have ever come across for choosing a career (or major) by a University is from Boston College. I think the 3-Step process they use is of tremendous value: Self-Assessment, Exploring Career Fields, Searching for Jobs.
Thursday, February 23, 2012
Set Weekly Goals in your Job Search
Staying motivated is key to success in any job search, especially those that end up dragging on for longer than expected. Another key is to make sure you assemble a strategic plan from the start, and stay organized throughout the process. Part of staying organized is making goals, and striving to attain those goals as you move along. You can make goals on any time basis that best fits you, but the timeframe I have found to be the most useful for most job seekers is on a weekly basis.
It’s been said that a goal is not a goal until is written down. “First you write down your goal; your second job is to break down your goal into a series of steps, beginning with steps which are absurdly easy.” - Fitzhugh Dodson. And that is as complicated as it needs to be. Once broken down, it will alleviate some of the overwhelming feelings that can easily creep in.
The method you choose to document and track your goals is of no consequence, as long as you do it. It really is a matter of personal preference. Some people prefer recording their goals in an Excel spreadsheet, while others favor a personal planner. You could track them in your iPhone, or in a spiral notebook. The most important thing is to keep them all in one place,
The next step is to choose a day and time to list your weekly goals, and to evaluate the attainment of goals from the previous week. This is imperative because only by analyzing your prior activity will you be able to make modifications or alterations to your plan. I have found it works best to keep that day and time consistent each week so that it becomes a habit.
Additionally, a number of factors you may want to consider are as follows:
• Make your goals realistic – successful goals should be measurable, attainable and specific. They should also be realistic, and not completely out of reach. Is it implausible to send out 200 resumes in one week? No. However it’s also a goal that may not be as productive if being sent out just to satisfy your objective. It also isn’t worth stressing over if you only sent out 100 resumes to quality contacts; 200 is quite ambitious.
• Look at the big picture - your weekly goals should break your monthly goals down into manageable portions. You need to factor in undertakings that may take up substantial chunks of your time; it doesn’t need to be nor should it be a 24x7 job.
• Manage your time – it is very easy to become distracted when searching for contacts or jobs online with Facebook, games, personal email, and other time wasters. Treat it as you would any full-time job.
• Stay motivated – don’t be afraid to have some fun from time to time after you have put the work in. You could be in this for the long haul, so doing little things to keep yourself motivated – whatever those may be – will help you stay focused over the long run.
• Reward yourself – part of staying motivated is to reward yourself in some way for meeting weekly goals. It is okay to have events or fun times to look forward to, so use these as incentives to stay on track and work hard, as well as smart.
• Don't be too tough on yourself if you fail to meet a weekly goal. It takes time to know how much you can reasonably accomplish in a week, and when you are starting out give yourself some leeway in order to accurately gauge what can be attained each day, week and month.
Develop a plan, make adjustments, execute it to the best of your ability, and expect results. In the words of Napoleon Hill, “set your target and keep trying until you reach it.”
It’s been said that a goal is not a goal until is written down. “First you write down your goal; your second job is to break down your goal into a series of steps, beginning with steps which are absurdly easy.” - Fitzhugh Dodson. And that is as complicated as it needs to be. Once broken down, it will alleviate some of the overwhelming feelings that can easily creep in.
The method you choose to document and track your goals is of no consequence, as long as you do it. It really is a matter of personal preference. Some people prefer recording their goals in an Excel spreadsheet, while others favor a personal planner. You could track them in your iPhone, or in a spiral notebook. The most important thing is to keep them all in one place,
The next step is to choose a day and time to list your weekly goals, and to evaluate the attainment of goals from the previous week. This is imperative because only by analyzing your prior activity will you be able to make modifications or alterations to your plan. I have found it works best to keep that day and time consistent each week so that it becomes a habit.
Additionally, a number of factors you may want to consider are as follows:
• Make your goals realistic – successful goals should be measurable, attainable and specific. They should also be realistic, and not completely out of reach. Is it implausible to send out 200 resumes in one week? No. However it’s also a goal that may not be as productive if being sent out just to satisfy your objective. It also isn’t worth stressing over if you only sent out 100 resumes to quality contacts; 200 is quite ambitious.
• Look at the big picture - your weekly goals should break your monthly goals down into manageable portions. You need to factor in undertakings that may take up substantial chunks of your time; it doesn’t need to be nor should it be a 24x7 job.
• Manage your time – it is very easy to become distracted when searching for contacts or jobs online with Facebook, games, personal email, and other time wasters. Treat it as you would any full-time job.
• Stay motivated – don’t be afraid to have some fun from time to time after you have put the work in. You could be in this for the long haul, so doing little things to keep yourself motivated – whatever those may be – will help you stay focused over the long run.
• Reward yourself – part of staying motivated is to reward yourself in some way for meeting weekly goals. It is okay to have events or fun times to look forward to, so use these as incentives to stay on track and work hard, as well as smart.
• Don't be too tough on yourself if you fail to meet a weekly goal. It takes time to know how much you can reasonably accomplish in a week, and when you are starting out give yourself some leeway in order to accurately gauge what can be attained each day, week and month.
Develop a plan, make adjustments, execute it to the best of your ability, and expect results. In the words of Napoleon Hill, “set your target and keep trying until you reach it.”
Wednesday, February 22, 2012
Personal Branding
The next time you’re driving down the street and come upon a cluster of fast food restaurants, take notice of the common theme among the colorful and bright logos; the golden arches of McDonald’s, the big bold spelling of Wendy’s underneath the famous face, or Colonel Sanders next to the recognizable letters KFC. In-N-Out, Carl’s Jr., Burger King, Pizza Hut, Denny’s, and Sonic all carry the same theme too. So what is it? It’s the specific use of the colors red and yellow in their branding. But why red and yellow specifically? According to the psychology of color, the combination of red and yellow are known to subconsciously trigger hunger and induce excitement. In fact, it is often referred to as the “Ketchup and Mustard Theory.” These colors encourage customers to spend more and leave quickly, representing exactly what fast food restaurants want customers to do. Red represents the characteristics of enthusiasm and passion. Restaurants use red to create vitality and a psychological atmosphere of speed where customers want to order and eat more food. Red also is said to increases pulse, blood pressure, and respiration, all factors related to stimulating the brain, and thus a need for food consumption. Yellow represents the characteristics of brightness and hope just like a rising sun. It provides a positive energy and aura that attracts customers to enter the store. Yellow is also is associated with quickness and speed, two essential elements to any successful fast food joint. Another important quality of the color yellow is that it is the easiest color to see from a distance, which helps to attract people from far away. When red and yellow are combined together, which some people have it not only creates a positive energy to attract customers, but also increases purchase motivation to spend more.
In this example, branding is important because of the story it tells, and the message these companies want to convey. The colors red and yellow in this case strive to create a connection between the product and customer, and also motivates the buyer. A strong brand builds name recognition, and aims to build customer loyalty. The strongest brand names out there have done so successfully for years. You don’t need colors to build your brand, but the attributes associated with such are what you should choose from in building yours.
In the midst of a job search, your personal branding is no different than the branding we are surrounded by in virtually every walk of daily life. In order to open new doors, you as a candidate must be able to effectively convey the value that you bring to the table for a potential employer. You must absolutely present a clear, consistent and instant picture of your value throughout your job search, from initial networking endeavors to final position negotiations. Beyond a resume or cover letter, marketing your brand utilizing social networking mediums such as LinkedIn, Twitter and Facebook is essential to your career or job search to establish yourself as a competent, knowledgeable and skilled professional in your field. Through these mediums you must be able to specifically justify the value position you hold, and relay that to prospective employers.
In addition to social networking sites, blogs are becoming increasingly popular as a means to demonstrate expertise in your career area. Not only can blogging be a great way to promote your skills and capabilities, but they can be a great benefit to others as well. When I have a question about a particular type of food, or how to complete a specific project, Google searches often lead me to personal blogs for the answers. If these are useful to me, imagine how a prospective employer in the field will view them.
As a caution once again, just be careful with the social media sites (LinkedIn, Twitter and Facebook) to keep all communications professional if that is what you intend to use them for. It sends a mixed message if part is professional, and part is too personal. Leave the pictures of keg stands off completely, or create two separately distinct accounts. And for the other account, make sure that the settings are kept private. We check them.
In short, branding is the image you want to portray to others. Personal branding during a job search is about the value you can provide to employers. Create and implement the right strategy, and it can result in catapulting your career.
In this example, branding is important because of the story it tells, and the message these companies want to convey. The colors red and yellow in this case strive to create a connection between the product and customer, and also motivates the buyer. A strong brand builds name recognition, and aims to build customer loyalty. The strongest brand names out there have done so successfully for years. You don’t need colors to build your brand, but the attributes associated with such are what you should choose from in building yours.
In the midst of a job search, your personal branding is no different than the branding we are surrounded by in virtually every walk of daily life. In order to open new doors, you as a candidate must be able to effectively convey the value that you bring to the table for a potential employer. You must absolutely present a clear, consistent and instant picture of your value throughout your job search, from initial networking endeavors to final position negotiations. Beyond a resume or cover letter, marketing your brand utilizing social networking mediums such as LinkedIn, Twitter and Facebook is essential to your career or job search to establish yourself as a competent, knowledgeable and skilled professional in your field. Through these mediums you must be able to specifically justify the value position you hold, and relay that to prospective employers.
In addition to social networking sites, blogs are becoming increasingly popular as a means to demonstrate expertise in your career area. Not only can blogging be a great way to promote your skills and capabilities, but they can be a great benefit to others as well. When I have a question about a particular type of food, or how to complete a specific project, Google searches often lead me to personal blogs for the answers. If these are useful to me, imagine how a prospective employer in the field will view them.
As a caution once again, just be careful with the social media sites (LinkedIn, Twitter and Facebook) to keep all communications professional if that is what you intend to use them for. It sends a mixed message if part is professional, and part is too personal. Leave the pictures of keg stands off completely, or create two separately distinct accounts. And for the other account, make sure that the settings are kept private. We check them.
In short, branding is the image you want to portray to others. Personal branding during a job search is about the value you can provide to employers. Create and implement the right strategy, and it can result in catapulting your career.
Tuesday, February 21, 2012
Networking Business Cards
“Let me give you my card.” For anyone who has worked any amount of time in the workplace, this is probably a phrase that you have heard, and/or said, hundreds if not thousands of times. Whether you are on a sales call, having a lunch meeting, or simply talking to a neighbor, having a business card on hand is essential to marketing yourself or your business, now or in the future. Even in this day and age of technology where so much interaction is conducted via email and social media, I still have a stack of literally hundreds (or more) business cards I have accumulated from others over the years. And believe it or not, I still use them. Sometimes it’s easier to grab and sift through a pile of cards quickly versus searching contacts on my phone or laptop, especially when distinguishing features make some cards instantly recognizable.
But what do you use when you are searching for a job? The first part of the answer is don’t use your old business card! You are no longer employed (presumably) with your old company, and it just isn’t good form. The solution: create (or have created) a card specifically designed for networking. Networking business cards have the look and feel of a regular business card, and provide you with the opportunity to present essential career and contact information with people you
meet in both social and professional situations. Networking business cards are especially useful for college students who typically wouldn't have business cards. For those who are still employed, career changer you probably don't want to use regular business cards. A nominal investment will print you a good amount of networking cards.
Just like business cards, networking cards contain key contact information, but instead of listing a company and job title, a networking card highlights your brief career profile or distinctive selling proposition. Networking cards include all of your pertinent contact information, including your name, phone number, email address, mailing address, cell phone, and hopefully links to your LinkedIn profile and other professional social media sites. Be sure to print your key qualifications (or summary of accomplishments) on the back of your networking card as well; think of it as a mini resume.
One thing I hate is being handed a business card that is sweaty, damp and hot, and obviously just came out of the individual’s pocket. It leaves a lasting impression……..but not the kind you want. It also is the fastest way for your card to find the nearest garbage can. Invest in yourself and your image, and buy a business card holder to protect your cards and keep them clean and crisp. A wrinkled or worn card won’t leave much of a positive impression either.
Remember, a networking business card is intended to promote you. You never know who you will rub shoulders with at networking events, professional association meetings, or in line at the grocery store. Have them on hand at all times. For more information on how and where to create or print cards, contact me via email and I will help get you set up (rather than making this seem like a promotional piece for certain companies).
But what do you use when you are searching for a job? The first part of the answer is don’t use your old business card! You are no longer employed (presumably) with your old company, and it just isn’t good form. The solution: create (or have created) a card specifically designed for networking. Networking business cards have the look and feel of a regular business card, and provide you with the opportunity to present essential career and contact information with people you
meet in both social and professional situations. Networking business cards are especially useful for college students who typically wouldn't have business cards. For those who are still employed, career changer you probably don't want to use regular business cards. A nominal investment will print you a good amount of networking cards.
Just like business cards, networking cards contain key contact information, but instead of listing a company and job title, a networking card highlights your brief career profile or distinctive selling proposition. Networking cards include all of your pertinent contact information, including your name, phone number, email address, mailing address, cell phone, and hopefully links to your LinkedIn profile and other professional social media sites. Be sure to print your key qualifications (or summary of accomplishments) on the back of your networking card as well; think of it as a mini resume.
One thing I hate is being handed a business card that is sweaty, damp and hot, and obviously just came out of the individual’s pocket. It leaves a lasting impression……..but not the kind you want. It also is the fastest way for your card to find the nearest garbage can. Invest in yourself and your image, and buy a business card holder to protect your cards and keep them clean and crisp. A wrinkled or worn card won’t leave much of a positive impression either.
Remember, a networking business card is intended to promote you. You never know who you will rub shoulders with at networking events, professional association meetings, or in line at the grocery store. Have them on hand at all times. For more information on how and where to create or print cards, contact me via email and I will help get you set up (rather than making this seem like a promotional piece for certain companies).
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