Tag Archives: job seekers

Learn to Dance and Other Job-hunting Secrets

In the past 30 years, on more than one thousand different search projects, I must have debriefed four thousand different hiring managers and candidates. The big aha from all this: getting a job is as much art as science, with a lot of luck mixed in. Regardless, by knowing what to do and not to do, job-seekers can better position themselves to be found more easily, assessed more accurately, and getting an offer more likely. Following is my shortlist of the required dance steps. (Here’s a video intro to the full lesson.)

Increase Your Chances to Be Found

  • Implement a 20/20/60 job-seeking plan. Only 20% of your effort should be spent on applying to jobs, another 20% on making sure your resume and profile are easy to find, and the balance on networking.
  • Give yourself a 10-second review. Look at your resume for 10 seconds and circle everything that stands out. Since this is how much time a recruiter takes to decide to read your resume, make sure the first line is compelling and your track record stands out.
  • Become a networking guru. HR leaders contend their best hires come through employee referrals. So when you find a job posting of interest, use LinkedIn to find someone you’re connected to who is connected to someone in the company. Then get this person to refer you. Networking will also open the door to the hidden job market.

Don’t Get Excluded When First Contacted

  • Be strategic, not tactical. Don’t focus on the comp, location, company or job title. Ask about the job and the impact on the company. If this represents a career move, the stuff you get on the start date will be more than enough. Better: you’ll be invited in for the interview or possibly considered for other jobs.
  • Take control of the interview by asking questions. Don’t let the recruiter go into box-checking mode. Ask about why the job is available, how long they’ve been looking, and some of the challenges and responsibilities. Even if the job is not a perfect fit, you might be able to get it modified if they think you’re a strong person.
  • Shift the conversation to performance. Very few candidates are a perfect match on skills and experience. The best candidates are those who have accomplished the most comparable work regardless of their direct experience. You’ll need to get this point across during the first call.

Make Sure You’re Accurately Assessed

  • Ask job-related and forced-choice questions. First, ask the interviewer to describe the job. To ensure the person asks about your strengths ask something like, “Is (one of your major strengths) important in this job?” Then give an example that best demonstrates this ability.
  • Be prepared to discuss major accomplishments in depth. Write up your biggest team and individual accomplishments using the SMARTe model below. Giving a detailed two-minute answer separates you from those who mention quickly forgotten generalities.
  • Give SMARTe answers. I wrote a book for interviewers on how to ask SMARTe questions. Job-seekers can reverse engineer the process by giving examples of accomplishments that are Specific, Measurable and Action-oriented. Also include the Results achieved, the Timeframe and describe the environment.

Negotiate the Job, Not the Compensation

  • Find out where you stand. At the end of the interview ask about next steps. If non-committal, ask what area in your background is the interviewer most concerned about. Then attempt to provide a SMARTe answer to address the concern.
  • Expand or modify the job to fit your background. Jobs can be modified to fit the needs of a strong person. Rather than focusing on compensation, see if the job can be enlarged or re-scoped. If you’re successful in a bigger role, your compensation will rise accordingly and more rapidly.
  • Prove your worthy. Negotiate an early performance review if the company is unwilling to increase the compensation. To prove yourself, volunteer to start in a temp role or on a short-term consulting project. Not only does this demonstrate confidence and character, it also puts you in a very strong bargaining position once you’ve demonstrated your ability.

Getting a new job takes practice, patience and perseverance. Following these ideas will increase your odds, shorten the time to get another job, and improve your bargaining power. The key is to proactively lead the process, not follow someone else’s. This is what dancing is all about, especially with a partner who is a bit clumsy or out of step.


Lou Adler (@LouA) is the CEO of The Adler Group, a consulting firm helping companies implement Performance-based Hiring. He’s also a regular columnist for Inc. Magazine and BusinessInsider. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), provides hands-on advice for job-seekers, hiring managers and recruiters on how to find the best job and hire the best people. For more hiring advice join Lou’s LinkedIn group or follow his Wisdom at Work series on Facebook.


Posted by:Lou Adler

LinkedIn Opens Floodgates To Teens With Launch Of University Pages !!! (QUICK READ)

The following excerpt is from the Huffington Post!

For high school students who want to know more about a college than where it stands on Princeton Review’s annual ranking of top party schools, there’s a new tool in town to help navigate the college application process. Enter LinkedIn.

On Monday, the social networking site that serves as an online resume for job seekers and a valuable recruiting tool for employers began offering its service to teenagers under 18 for the first time. (In the U.S., users must be 14 years old to create a profile.) As part of LinkedIn’s launch of “University Pages,” teens can now browse the more than 200 school profiles that showcase career-centric information such as a list of the school’s notable alumni, or data on where alumni are employed.

College applicants curious about what percentage of the student body is involved in Greek life or how many hours you can expect to spend in the library on weekends probably won’t find what they’re looking for on LinkedIn’s new University Pages. That said, what makes LinkedIn different is its database of alumni, according Julie Inouye, a LinkedIn spokeswoman.

“We have all of this great insight and data because of the LinkedIn members that have gone to these schools,” Inouye told The Huffington Post. University Pages will allow prospective students to connect with alumni in desired fields, Inouye said.

The pages also give the colleges the ability to post Facebook-like status updates to share links and disseminate non-career related information (see screenshot below). Users can “like” a status and post comments.

The move certainly isn’t a surprising one for the decade-old site, which has about 238 million members, according to MarketWatch. Teens, of course, are spending a ton of time online. And Facebook’s popularity among the demographic may be diminishing, according to a recent survey of 5,000 teenagers by the investment bank and asset management firm Piper Jaffray, which revealed that fewer teens now consider Facebook to be the “most important” social media site than they did a year ago.

While LinkedIn won’t be making any money directly off of its University Pages — the company won’t charge universities or students to use the service, according to Inouye — the launch is yet another way for the site to expand its user base and in turn, add to its well of valuable data.

Earlier this month, LinkedIn reported a 37 percent growth in membership over last year, according to MarketWatch. The growth led to a boost in earnings last quarter, which caused its stock price to surge.

The major moneymaker for LinkedIn, which is valued at $20 billion, is its recruiting software. The software allows employers to find and contact job seekers, and the service costs recruiters about $8,500 a year, according to the Wall Street Journal.

LinkedIn Headquarters in Mountain View, California

LinkedIn: 3 tips for building a better profile

(MoneyWatch) Recently, this blog offered a “how-to” on spring-cleaning your resume. Like that document, your LinkedIn profile should constantly evolve along with your experience and interests. Frequent updates keep the content current, and new activity enables you to stay on people’s digital radar. If you’ve already mastered the basics of LinkedIn — a great profile photo, for instance — here are three more advanced tips from Nicole Williams, LinkedIn’s career expert.

LinkedIn- 3 tips for building a better profile

Use LinkedIn Today, today

LinkedIn Today allows you to customize your page through subscriptions to channels for real-time news coming from influential people, periodicals and industries. Topics range from social impact to higher education to innovation to big ideas. “Adding these channels will keep the conversation growing and evolving on LinkedIn and at the office,” says Williams.

Try the LinkedIn Professional Portfolio

This new feature helps job seekers to improve the visual appeal of their profile with photos, presentations and videos imbedded in their employment history. “Customizing your profile on LinkedIn will make it much more compelling to view by your community as well as by hiring managers, clients and colleagues,” says Williams. “This feature truly lets your work speak for itself.” Contacts can comment on or like your work, which can naturally start a conversation about future projects or jobs.

List all your experience

Williams notes that a profile with more than one job listed is 12 times more likely to be viewed than one with a single job. And it doesn’t matter if you’ve changed industries. “One great example is a friend who said, ‘I used to work in nursing years back and now I’m in marketing. There’s no connection.’ It turns out that Johnson & Johnson was looking for someone who had a background in health care, and that was what ended up differentiating her,” recalls Williams. Even internships and volunteer work can help you come up in key word searches as a probable recruiting match.


Employers Use Your Resume And LinkedIn Profile Differently

Many job seekers make the mistake of assuming that their resume and LinkedIn profile are the same thing.


… they’re not.

Job seekers who consider their LinkedIn profile to be equivalent to their resume can miss major opportunities to differentiate themselves resulting in lost job opportunities.

You can differentiate yourself much more effectively as a superior candidate than LinkedIn is able to provide.

LinkedIn wants you to think their service can even be your online resume, providing an option to automatically convert your profile into a traditional resume format, using the information of your LinkedIn profile. LinkedIn also allows you to apply for jobs with many employers just by clicking an “apply with your LinkedIn profile” button. Don’t fall into either trap.

Sure these are easy options … but these options result in branding yourself as a commodity,

And there are three reasons that your resume and LinkedIn profile are not the same:

Employers and recruiters view each differently: Employers and recruiters view your LinkedIn profile as a way to search for candidates who haven’t applied, but your resume as the primary way to apply for a job. LinkedIn recognizes that a resume is viewed differently – that’s why they offer an option to convert your profile to a resume and an option to attach your resume to your LinkedIn profile.

Employers and recruiters use each for different parts of the hiring process: Employers/recruiters use LinkedIn profiles at the beginning of the process, as an introduction and as a passive candidate search mechanism. Human resources departments use LinkedIn as a way to provide social proof to your resume – to help screen out resume lies. Most employers and recruiters expect those who apply to provide a resume in the process – even those that provide an “Apply through LinkedIn” button will ask applicants for a resume.

Customization and personalization: You can and should customize your resume for an individual reader – resume customization gives you the ability to brand yourself as the superior candidate. You can’t do the same thing with your LinkedIn profile, because when you change it, everyone sees the changes. You can’t control who sees a specific version of your LinkedIn profile, because everyone sees your changes. It’s difficult for your LinkedIn profile to brand you as a superior candidate, because you can’t individualize it like you can with a resume.

When you use your LinkedIn profile to apply for jobs, it will be easier but it won’t allow you to show that you’re the perfect candidate for that hiring manager, for that company, for that job. Sure, you might create that impression, but it will be through luck – you won’t be able to stack the odds in your favor.

Now that you see your resume and LinkedIn profile aren’t the same thing, how will you decide which one to use?
I’ll cover that in an upcoming article …
Phil Rosenberg is President of http://www.reCareered.com, a leading job search information website and gives complimentary job search webinars at http://ResumeWebinar.com. Phil also runs the Career Central group, one of Linkedin’s largest groups for job seekers and has built one of the 20 largest personal networks on Linkedin globally.

(VIA. Business 2 Community)

Would you pay to get your resume seen by a hiring manager?


VentureBeat – It seems crazy and counterintuitive at first: a job-seeker, who may not have a lot of extra cash, paying for his or her resume to be seen by a recruiter. At first. In fact, according to HiredMyWay, 80 percent of job-seekers are happy to spend a few dollars to ensure their resume doesn’t immediately get round-filed … or lost in the depths of an automated candidate tracking system.