One of my most popular workshop topics is how to use social media in your job search. A high majority of recruiters use online social networks, such as LinkedIn, to find candidates (I used online networks extensively when I recruited), so jobseekers absolutely need to take advantage of these tools. However, there are so many options and they are all so time-consuming that jobseekers risk being overwhelmed.
One of my most popular workshop topics is how to use social media in your job search. A high majority of recruiters use online social networks, such as LinkedIn, to find candidates (I used online networks extensively when I recruited), so jobseekers absolutely need to take advantage of these tools. However, there are so many options and they are all so time-consuming that jobseekers risk being overwhelmed.
Make a choice and go deep. Rather than spending a little time here and there on LinkedIn, Facebook, Twitter, Doostang, blogging, or building a personal website, decide what you want to accomplish, research your options to see what best suits your objectives, and devote the bulk of your time there;
Place an overall time limit on your online search activities. A thorough job search encompasses many different activities, including research, expanding your network, following up with your existing network, updating your contact database, troubleshooting your search and more. Online networking is helpful for research, networking and maintaining contact information so it is worth a substantive time commitment but not all of your time;
Offline networking etiquette still applies. The most successful networkers online share much in common with successful networkers offline. Be respectful of people’s time. Write engaging (and grammatically correct) business communication. Ask intelligent questions. Focus on giving and helping others. Remember that online social media is one tool in the broad umbrella of networking, and common sense networking etiquette still applies.
Is Your Job Search Flexible or Just Unfocused?
As a recruiter, I’ve seen lack of flexibility on the recruiting side with employers clinging to every last detail in their ideal spec while perfectly good candidates get overlooked. As a career coach, I see jobseekers prematurely dismissing possible targets waiting for that perfect job. It’s true that you want to be focused in your job search (otherwise you dilute your efforts and come across as scattered and possibly desperate).
5 Questions to Test If Your Resume Is Recruiter-Proof
After recruiting in search and in-house for over ten years, I have read thousands of resumes. Due to sheer volume of resumes received and all the other things that vie for the recruiter’s attention in the hiring process – scheduling, interviewing, networking, reference checks, client debriefs, and more – the resume review process is ruthlessly quick.
Why Conventional Wisdom On Work Flexibility Is Always Wrong
In a previous post, I wrote about why employment statistics are always wrong. In a similar way, conventional wisdom on work flexibility is always wrong. It is impossible to generalize something that is inherently case-by-individual case. Therefore, any boilerplate advice or conventional wisdom is bound to omit a key consideration, underweight or overemphasize other considerations, or take too long-term or short-term of a view.
