Posts Tagged ‘jobs’

LinkedIn is one of the most powerful Career Management tools business professionals can tap into to maximize the achievement of their objectives. LinkedIn has recently rolled out a new feature that is a great way to facilitate this and to enhance your online brand. Like all Social media, LinkedIn requires two key philosophies. First is Pay-It-Forward, and the second is “Think It Through”. A little bit of thought, and the desire to pay it forward will take you a long way. Keeping this in mind will help you use the brand new Skills & Endorsements tool to take your LinkedIn engagement to the next level. In order to help you do this, I have developed the following EZ steps.

  1. Add Skills to your profile: Click “More” on the top of the LinkedIn menu than select Skill & Expertise. Add the skills that relate to your profession that you are recognized for and that you use regularly on the job. LinkedIn allows you to choose up to 50. Choose as many as apply.
  2. If you already have some skills listed, go to the edit profile mode and click to add more skills
  3. After you add skills, you can click the skill to specify your level of proficiency as well as the number of years you have been utilizing the skill.
  4. Endorse Others: Now pay it forward. Go to the profile of contacts you want to endorse. A box opens up with some suggested skills to endorse. Eliminate skills you are not able to endorse, and add skills you want to endorse. Then click the endorse button
  5. Take an additional couple of minutes to scroll down to their skills section and review their skills. Click all the skills that make sense for you to endorse based on your knowledge of the individual.

Don’t just select the skills suggested by LinkedIn, endorse and move on. Unfortunately, even if you are trying to help the person out, the message that you are giving is that you are not putting thought into what you are doing. This will hurt your reputation, and people will assume if you are “lazy” on LinkedIn, you will be lazy in other parts of your profession. Take some time to do it right, the ROI on the time spent will come back much higher.

This blog is by Greg Johnson

 

Over the past several years, the news has been filled with huge layoffs by companies trying to cut costs. Is this a strategy that really helps a company? Every day, in the course of networking, I have the opportunity to talk with, not only people who are in transition because of cost cutting efforts, but also I have opportunity to talk with people “left behind” after the cost cutting. The story is so often the same. Significant resources of knowledge and skills have left the company, leaving those left behind swimming against a rip current. The more they struggle to make up for lost resources, the further fall behind on objectives. They are asked to do more and more, all with decreasing efficiencies and effectiveness. Managers are looking to leave the company because they no longer have the assets in place to meet the demands for the company to succeed.

In a corporate environment, every person in the company, through the tasks and projects they work on, needs to contribute in a way that they are helping the company do one of three things:

  1. Help the company generate revenue
  2. Help the company reduce costs
  3. Help the company mitigate risks

If an employee is not doing this to a degree greater than their annual cost, it really doesn’t make sense for the company to be paying them. The company should not wait for a crisis to let go of underperforming employees. Typically, companies expect to cost savings or revenue generation 3 to 5 times the cost of the employee. If the employee is achieving this success, it NEVER makes sense to cut the employee to save costs.

Does your company understand the true value brought by your employees? Is your company costing itself more by trying to reduce employee costs?

Last week I discussed the best way to get around the salary question for online applications is to stop relying on online applications and pursue the hidden job market. This makes sense not only to get around the salary question, and the general road block of HR, but also because 80% of the truly open jobs are in the hidden job market. Before we go any further, what is the hidden job market? It is not that the jobs are buried somewhere hidden. It is any opportunity that is not currently posted on the job boards. This can consist of jobs that are in the still in the internal candidate search process, jobs that are in the process of being defined, or opportunities to solve problems that have yet to be identified in a job description. Your success in this depends on a purposeful strategy with a clearly defined goal of where you want to go. In the words of Yogi Berra:

“You’ve got to be very careful if you don’t know where you are going, because you might not get there.”

Start off creating a list of Target Companies based, not on jobs posted, but on your passions and interests. While not all companies have job openings, all companies have problems. In order to differentiate yourself from the masses of job seekers, you need to position yourself as a solution, not a job seeker. In order to position yourself as a solution you need to know the problems and headaches of your target companies. In order to understand the problems, you need to research your target companies. Finally in order to research your target companies, you need to have target companies.

Once you have your list of target companies, begin your research, identifying their strengths, weaknesses, opportunities and threats. You can find a few resources here.

From here you are in a position to produce industry wide special reports which are great keys to get you in the door for information meetings. Use these as a launch-pad for a social media campaign to establish your reputation as a thought leader and subject matter expert in your particular niche. Simultaneously, you need to network network network. This doesn’t mean just attend a ton of networking event collecting business cards to put on your desk. Strategically and purposefully engage in professional organizations taking positions on committees and boards, so that you can work on a professional level with influential people in your target industry. For your success in the hidden job market, it is not necessarily what you know, or even what you know, but who knows you, and what their perception is of you that will maximize your career opportunities.

How are you strategically researching your target companies and spreading your reputation as a subject matter expert or thought leader in your particular niche?

FOCUS & DIVERSIFICATION

 This post is from an anonymous contributor to my blog. In today’s world, the reality and facts of life are that no job lasts forever, job security is a thing of the past, and sooner or later, each and every one of us will find themselves involved in a job search, and likely it will not be at a time of our choosing, at least not completely.

There are hundreds of self-help books, networking groups and centers, and placement services, but at the St. Margarets of Scotland “Career Connections Club” we have found something that we call the “5-3-1” method. It is an essential fundamental of a search process. Without 5-3-1 or something like it, many of the other techniques and practices will dramatically diminish in effectiveness.

The simple concept is this: At all times your goal should be to be actively pursuing five target companies, three of which you are actively engaged in the candidate selection process, one of which you will receive and accept the offer.

The 5-3-1 method protects the job searcher from what we call the dreaded “1-1-0” method (also known as “single-threaded”) and the far worse “40-0-0” process. 1-1-0 occurs due to lack of DIVERSIFICATION and 40-0-0 which occurs due to lack of FOCUS. Note that there is NO SUCH THING as 40-1-1, or 1-1-1 because either the severe lack of focus, or the over-zealousness which unintentionally broadcasts desperation CAUSE the hiring managers to eliminate you from consideration. The sad thing is that the 1-1-0 person is dumbfounded and has nowhere to go when they lose, and the 40-0-0 person doesn’t even get engaged in a meaningful way, and spends all his time LOOKING for LEADS and never closes them, and gradually looses overall hope due to lack of even preliminary success.

While the there are obvious risk-mitigation and “keeping it under control” aspects of the 5-3-1 method, there are a number of other side effects that significantly enhance the likelihood of success.

  1. The “people are busy” effect: while YOU are probably searching for a position full time, and putting 100% of your time and even lots of passion and intensity into this, the people you are interviewing with are not only spending less than 100% of their candidate-review time with you as only ONE of the multiple candidates, they probably each have a “day job” of which only a SMALL SLIVER of their time is dedicated to hiring. So you are getting only a portion of their “small sliver”. If you do 1-1-0, you are likely to be a worse interviewee and a pest by email and phone because you are inappropriately highly focused on this deal. If you do 40-0-0, you will never connect and engage with these people because you are not putting ENOUGH effort in.
  2. The psychology of solid alternatives: it seems to be bad for human beings to have either “no other alternative” than the current opportunity (all the eggs in one basket kind of thing) and also bad to have “too many choices” which prevents the candidate from actually BELIEVING that one of them will happen.
  3. Leverage: when this method works best, the candidate actually is likely to end up with TWO offers, and is then is in a position to (carefully and professionally) leverage them against each other in order to end up with the best situation for himself

All-in-all, using the “5-3-1” method makes you a better candidate and increases the likelihood of success. It accomplishes this by allocating available time across several targets, and literally makes it impossible to make a number of mistaken moves simply because there isn’t time to do so. We think you will find that employing this approach works well in almost every case, and is applicable to most things that involve a pursuit process.