Category Archives: Career Search

2 important rules for connecting on LinkedIn the right way

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First, never send default invites

I estimate that I ignore 90% of invites from LinkedIn members, simply because they don’t include a personalized note. In fact, if I accepted all invites I’d probably have 10,000 connections in my LinkedIn network. This is not to brag; I’m just saying.

li-logoWhy am I so adamant about people taking the time to personalize their invites? Short and simple, default invites suck.

The default invite on LinkedIn is: I’d like to add you to my professional network on LinkedIn. While it clearly states a hopeful networker’s intent, I need more. Something that tells me why we should connect.

Sending the default invite is akin to going up to someone at a networking event and saying, “Hi. What can you do for me?” It’s insincere and sends the message, “I’m inviting you to be in my network, but I could care less if you join.” Is this the type of message you want to send to a potential networker?

I believe there are three reasons why LinkedIn members don’t personalize their invites.

One, they just don’t get it. Or they haven’t been educated. I can only spread the word to the people who attend my LinkedIn workshops or read my posts. Even then some don’t get it.

Two, they’re using their phone to connect with others on LinkedIn. Although there is a way to send a personalized invite from your phone, most people don’t know how to do it. The process is very simple, so there’s no excuse.

To send an invite from your phone, go to the person’s profile, click the three vertical dots for androids or horizontal dots for iPhones, choose “Personalize invite,” write one, and hit send.

Three, they’re plain lazy. I think this is really the heart of the matter, and I hesitate to say it, especially out loud; but in essence this is what it comes down to. To me, a default invitation is a statement of want without a sign of reciprocation. And this defies the true definition of networking.

lazyI and others, I’m sure, are more likely to accept an invite if a thoughtful note is attached to it. So what should you write if you want someone to join your network?

1. You might have something in common with whom you’re trying to connect. “Hi Susan, I’ve been following your updates and feel that we have a great deal in common. Would you accept an invitation to be in my LinkedIn network?”

2. Maybe you’re the bold type. “Hey, Bob. You and I are in career development. Ain’t that cool? Let’s link up!” I like this confidence, despite the slang.

3. You might want to take the calculated approach. “After reviewing your profile, I’m impressed with its quality and your diverse interests.” A little flattery never hurts.

4. Inviting someone to be part of your LinkedIn network is a perfect way to follow up with that person after a face-to-face meeting. “Sam, it was great meeting with you at the Friends of Kevin networking event. I looked you up on LinkedIn and thought we could stay in touch.”

5. Boost the person’s ego. “Bob, I read one of your posts and thought it was spot on. I’d like to connect with you.” Or “Jason, I saw you speak at the Tsongas Arena and what you said really resonated with me. I’d like to follow up with you.”

These are some suggestions that would entice someone like myself to accept an invite. When I’m sent an invite, I only request a personalized note—it’s not that hard, really. So rather than just hitting the Send Invitation button, take a few seconds to compose something from the heart.

Second, thank people for inviting you to their network

Is there anything worse than sending a “cold,” “lazy,” “uninviting” default message to a potential connection? Yes, it’s not thanking people who invite you to their network. Come on, this goes against what your parents taught you when you were a child.

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It just makes common sense. If you receive an invitation to be part of someone’s network, reply to the sender by thanking them for being considered. It’s an honor the sender has chosen you, so show your gratitude.

In effect, this is similar to walking away from a conversation at a social gathering. Would you simply walk away from a conversation without saying, “Thank you for the conversation?” Simply do an about face and make for the door? I would hope not.

What to Write. Your note can begin with, “Thank you for the invite. And thank you for the personalized message.” And if you want to carry on the conversation, you might add, “It would be great to talk about our common interests, as we’re both in (the occupation). I’d be happy to call you at your convenience.”

Also thank your new connection for joining your network. All too often LinkedIn members invite someone to their network and then kill the momentum by not showing their gratitude.

To make professional online networking effective, you must keep the ball in play, keep the lines of communication open. Extend civility and appreciation for someone joining your network.

“Thank you for being part of my network” would suffice. Or you may add, “I invited you to be in my network because we’re both (occupation) or (interested in) and think we can be of assistance to each other.”

Personalizing your invites and saying “Thanks” are two very basic, yet important components of developing a solid relationship with your LinkedIn network.  LinkedIn gives you the option to do neither. Don’t let LinkedIn let you get lazy.

It takes but a few minutes to connect with someone on LinkedIn the right way.

Photo: Flickr, ruijiaoli

Photo: Flickr, Retroeric

Three reasons why the Bait and Switch is downright evil

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Have you, as a job seeker, experienced the bait and switch? Have you been called by a recruiter, invited in for an interview, only to find out that the “marketing” role was to sell Ginsu Knives?

evil person

I recall the Skype session I had with a woman like it was yesterday. I also recall how angry I was because it was your typical bait and switch. The woman, who I’ll call Joan, told me she had some referrals for me. I, not knowing better, believed her and was waiting with anticipation for the our Skype session to begin.

We arranged a time to talk. She sent me an email to put our “date” on my Google calendar. I told my wife I couldn’t pick up the kids at school. Would she mind leaving work early to get them? Yes, she reluctantly agreed.

The session began with small talk. Joan asked me what I do for work, even wanted to hear my personal commercial. Her inquiries were making this conversation sound legit. Why would she refer someone to me if I didn’t know what I do?

There were plenty of people who needed help with their resumes and LinkedIn profiles. Joan was overloaded with work and needed to know who to send to me; she would handle her core customers. Things were sounding good.

Would there be a referral fee, I asked. No, she said. There were other ways I could help her….

That’s when the conversation started to take a turn. At that point Joan told me to type in a website. What I saw in front of me was a website displaying hygienic products for men and women. My confusion lasted but a second, before I realized what was happening.

The bait and switch.

I gave Joan way too much time to explain the products to me before I told her that I was sorry; I was not interested in what she was selling, what she wanted me to sell.

She asked me why. There was soo much money to make, and all from the comfort of my own home. She could teach me. The marketing material is included, she ended.

No, sorry.

How much time had I wasted? Twenty minutes. I inconvenienced my wife, who had to leave work early to pick up the kids. I felt like I’d been had. To say I felt violated would be too strong. I’m sure, though, that many people have felt violated by the bait and switch.

Some of my clients have told me they’ve been contacted by recruiters who have asked them cursory questions until grilling them about some of their LinkedIn connections. The recruiters raised their hopes; all along they knew my clients were not a fit. The recruiters were only after my clients’ connections.

The bait and switch is evil

1. It’s dishonest. One thing I can honestly say is that I don’t go back on my promises to my kids. I believe in honesty. Ye who does the bait and switch must know there’s something inherently dishonest in promising one thing and delivering another. Think about how you didn’t renege on a promise to your kids.

Honesty is an important trait in an individual. Many employers seek honest employees, people they can trust to carry out the work required of them. When employees are dishonest, their bosses lose trust in them. The same holds true for employers; when they go back on a promise, it leaves a sour tasted in their employees’ mouth.

2. It hurts the violator’s reputation. I will never conduct business with Joan again. In fact, I’ve dropped her from my network. The taste she left in my mouth was so bitter that I can’t ever see interacting with her.

If anyone goes out of their way to ask about Joan, what choice do I have but tell the truth? None. I can only tell whomever asks to run for the hills. This woman’s reputation is definitely tarnished.

3. It gives sales a bad name. You don’t have to be a sales person to sell. We’re all salespeople because we all persuade. But once you persuade someone to listen to what you have to say and deliver another product, you give the art of selling a bad name.

Be honest. In your email, direct LinkedIn message, in an interview, or on the phone. Ask the person, in my case, “I have a pyramid scheme I’d like you to participate in. Are you interested?” This message is direct and doesn’t reek of a stereotypical used car salesman.

Recently I was shopping for cars for my daughter. We saw a Volkswagen Jetta listed on Carfax being sold at a car dealership 20 minutes from our home. My daughter was very excited. I called the dealership and specifically asked if the car was available. The woman who answered the phone told me it was.

You guessed it. When my daughter and I arrived, the sales manager met us on the lot with, “To make a long story short, the car is at a different location. But there are similar cars on our lot.”

I responded with, “To make this short, we’re leaving.” My daughter didn’t understand my abruptness and why I was mean to the sales manager. She said, “That’s so rude.” I told her that we just got a bait and switch.

“Baited and Switched? What does that mean?” she asked.

“It means someone tells you one thing and does another. Just like what happened now. It’s evil.”

“It sucks,” she said.

“Yes it does. Yes it does.”

Have you been the victim of a bait and switch? I’d love to hear your story.

Photo: Flickr, Rob DePaolo

3 reasons why the LinkedIn Summary is key for career changers

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I often come across job seekers who need a career change. They’ve had enough of their former career and want something more rewarding. I should know the feeling, as I have changed my career three times.

LinkedIn Flag

The LinkedIn profile is designed much like a chronological résumé, and there’s nothing you can do about it. The order goes: Summary, Experience, and Education. The more extraneous sections follow.

The Experience section is typically the most important one of the big three. The Summary is also important, but LinkedIn’s recent move to truncate it, as well as remove its header, leads one to believe that LinkedIn has demoted it. Wouldn’t you agree?

1. Career changers, listen up!

If you’re changing your career, your friend is not the Experience section. Rather, your friend is the Summary section, which is now truncated in the Snapshot area. It’s in the Summary where you will express your value to potential employers, not the Experience section.

New Snapshot3

This said, it’s important that the first three lines (outlined above in my Snapshot area) of your Summary entice viewers to read the rest of it. If or when LinkedIn returns to the complete Summary, this may not be as important.

2. Career changers can’t rely on the Experience section alone

Your Experience section will consist of responsibilities and accomplishments that don’t necessarily match those of your new career. You need to showcase the skills and experience that will make your transition almost seamlessly.

A typical chronological format wouldn’t work with your résumé, so why would it work with your LinkedIn profile? Presenting a chronological document would require the employer to search for your relevant skills, like a needle in a haystack.

Therefore your message needs to be delivered before the Experience section, and it needs to be delivered clearly.

3. This is where the Summary comes to the rescue

How do you show your value on LinkedIn? The answer is quite simple; you showcase your value in the Summary section, and you focus mostly on the accomplishment statements that highlight relevant transferable skills.

Take this career-changer scenario: you’ve been a public relations manager in technology for seven years but want to change to a program coordinator in the nonprofit.

The ability to make this change might seem like a leap to some, but with strong transferable skills, e.g., program coordination, communications, leadership, and outreach, you have a great chance of making this happen.

Using this career-change scenario, your Summary will include an introduction, three or more paragraphs describing your strong transferable skills, and a conclusion stating your career goals.

Intro (with strong opening statement)

THE VALUE I DELIVER

I develop programs that consistently increase participation by 80%. My enthusiasm for working with colleagues to produce results for the organization is evident by my willingness to collaborate on multiple projects. 

Learn how I’ve demonstrated skills in program coordination, communications, leadership, and outreach.

Value-added body (strong transferable skills in all CAPS)

PROGRAM COORDINATION

I’ve demonstrated strong program coordination, as demonstrated by supervising events and services, including work allocation, training, and problem resolution. Further, I’ve Increased sales leads 150% from Q1 to Q4, 2016, by creating a community outreach event.

COMMUNICATIONS

My president trusted my writing abilities to the point where she stopped proofing the ghost articles I wrote. As well, I wrote press releases and spoke at trade shows with no supervision. Currently I write a blog addressing marketing strategies.

LEADERSHIP

Within two months of becoming the MARCOM writer, I was promoted to public relations manager, where I oversaw a staff of five. I also communicated directly with the director of sales in weekly meetings. I was acknowledged by the VP of marketing as a “natural born leader.”

OUTREACH

Read what the VP of Sales at XYZ, Inc said: “Tom has opened new territories that have resulted in increased sales. He is extremely adept at creating relationships with important partners, VARs, OEMs, the Media, and most importantly our customers.” Jack Jones

Conclude with career goals

CAREER GOALS

With strong transferable skills to bring to your organization, I am excited to contribute as a versatile program coordinator. I have proven experience in program coordination, communications (both written and oral), leadership, and outreach. I can be reached at (email) and (telephone number).

As a career-changer, the Summary is the most important section of your profile. Simply writing a brief Summary and relying on your Experience section will make it more difficult to help employers understand how your previous experience can be transferable to your new career.

If you want to learn more about LinkedIn, visit this compilation of LinkedIn posts.

There are 5 LinkedIn contributors; which one are you?

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Spending as much time on LinkedIn as I do, I notice how often my network contributes. Some are consistent and strike an even balance, others do not. In this post, I’m going to address the five types of Linked contributors.

Man on phone 2

I’ve always asserted that there are three components of your LinkedIn success:

Creating a profile;

connecting with LI members; and

engaging with your connections.

It’s the third component that can be as important as the other two. By engaging with your connections, it keeps you top of mind. I use the familiar cliche when I explain the importance of engagement by saying, “Out of sight, out of mind.”

The five types of LinkedIn contributors

1. The non-contributor. Some of you might relate to this. You were an accountant until recently laid off. While you were working, one of your colleagues—maybe your colleague—said, “Hey, you should join LinkedIn. I hear it’s important to be on it.”

So you joined, not quite sure why, and let your profile sit. You accumulated 10 connections, because these were the 10 people you knew at work. You would get invitations, which sat in your My Network queue.

Now that you’re looking for work, you have no activity to speak of. In other words you’re nonexistent. You’re not getting any hits from recruiters, have no endorsements, not getting invites, don’t know how to share an update.

There’s a lot of work ahead for you.

Read why LinkedIn might not be for you.

2. Enough to be dangerous. If this is you, I want to say it’s almost worse than not contributing. You’re trying to do what you’ve been told by someone who was kind enough to give you advice. Perhaps your heart just isn’t into it.

Your profile is strong. There’s no problem here. In fact, you hired someone to write it for you. You were pumped when it was done. The person who wrote your profile mentioned numerous times that you have to 1) connect with ten quality connections a week and 2) engage with them.

The problem is that you are forgetting the last piece. You’re hoping that optimizing your profile with keywords will draw recruiters to you. However, optimizing your profile with keywords only works if you’re active and well connected.

You have potential, though.

3. Busting your ass to catch up. Someone managed to get it through your head that being a contributor on LinkedIn is crucial to being found. Your profile is strong and your network in good shape.

You’ve been contributing, which includes: sharing articles, mentioning industry trends, giving sage advice, asking questions, sharing news about your colleagues. All good stuff, but it’s gonna take awhile before your getting noticed like you want.

I see you on LinkedIn contributing like a fiend. I see you six times a day. I won’t say your engagement reeks of desperation, but…. Here’s the thing, there is such thing as contributing too much.

It will take time to establish yourself, so be patient.

4. Addicted to LinkedIn. This is a bad thing, but you can’t help yourself. The worst thing you did was install the LinkedIn app on your phone. Just like people who are constantly checking their Instagram or Facebook accounts, you’re opening your LinkedIn app.

In fact, you’re posting updates and answering questions while you’re waiting for your son to get out of school, your wife to get off the train, during family gatherings. Yes, you’re concealing your phone underneath the table.

What’s alarming is the number of times you’re sharing updates. Ten times a day is a possibility. Five times a day is a definite. As well, you’re following your connections on a daily basis. You feel you know them as if you met them in person.

I tell my LinkedIn workshop that at minimum they should be on LinkedIn four days a week. Their jaws drop. After pausing, I tell them that the optimum amount should be every day; yes, this includes Sunday. And I finish by telling them not to be like me.

Perhaps you should seek professional help.

5. Strike a nice balance. I’ve seen people who’ve disappeared for months, if not years, only to return with enthusiasm. This isn’t you. You are on LinkedIn almost every day. You share posts twice or three times a day. They are relevant to your LinkedIn community.

You’re also consistent in contributing on LinkedIn. People know when you will share updates and look forward to your posts. I envy you. Yes, I envy you because I am a member of the fifth type of contributor.

Keep doing what you’re doing.

Now that you’ve learned about the five types of LinkedIn contributors, which one are you? Are you barely on LinkedIn to the point where you shouldn’t bother or are you a LinkedIn addict like me. Or, do you strike a nice balance? I would love to hear your story, and I promise not to judge.

How could I judge?

If you want to learn more about LinkedIn, visit this compilation of LinkedIn posts.

Pre-suasion: Unity is about we and me

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brianBrian Ahearn is one of my favorite writers because his message is so clear and relevant. This guest post addresses Unity, one of Cialdini’s seven principles of influence. Read Brian’s story to the end. It’s quite moving.

My father is a Marine. He served from 1962-1967, having done a couple of tours in Vietnam. You might be thinking, “No, he was a Marine,” but you’d be wrong. If you’ve ever met anyone who served in that branch they always say, “I am,” not, “I was,” because they’re Marines for life.

Something I’ve always noticed about my father is this; when he meets another Marine, particularly one who has seen combat, you’d think he was closer to them than me, his own flesh and blood. My father wrote about his Marine experience and opened with this:

“Once while with friends, I was asked the most significant thing I had ever done in my life. My answer was quick and to the point, ‘Being a Marine and leading men in combat!’ My wife Jo, whom I dearly love, looked sad. I then said, ‘Marrying you was the second best.’”

His experience is a perfect example of Robert Cialdini’s seventh principle of influence – unity. Unity, a recent addition to Cialdini’s long-standing six principles of influence, goes well beyond the principle of liking.

Liking tells us it’s easier for us to say yes to people we know and like. One way to engage liking is by referring to what you have in common with another person. Commonalities could include having the same hobbies, growing up in the same town, attending the same college, or cheering for the same sports team to name just a few.

Unity goes beyond liking because it taps into having a shared identity with another person, which is much deeper than simply having something in common. Cialdini puts it this way, “The relationships that lead people to favor another most effectively are not those that allow them to say, ‘Oh, that person is like us.’ They are ones that allow people to say, ‘Oh, that person is of us.’”

I would imagine people who attended the same college and played the same sport, even if they played at different times, feel a very strong sense of unity too. For example, in Columbus, Ohio, there’s nothing bigger than Ohio State football. If someone played ball for the Buckeyes they’re part of a lifelong brotherhood. I’m sure former players at Notre Dame, USC, Alabama and other programs feel the same way.

Other examples might include:

  • Being part of a fraternity or sorority.
  • Connecting with distant relatives.
  • Growing up in the same neighborhood.
  • Winning the same award (Grammy, Oscar, Nobel Prize).

In a sense, each of these makes you part of a certain club or class that sets you apart. When you engage another person on the level of unity it’s as if you’ve connected on liking but on steroids. It’s much more powerful because, as Cialdini writes, “We is the shared me.”

Don’t worry, you don’t need to be a jock, Marine, frat boy or award winning actor/actress to connect on unity. In Pre-suasion Cialdini sites some activities that can lead to a sense of unity and that’s what we will explore next week.

Brian Ahearn, CMCT®
Chief Influence Officer at influencePEOPLE
Brian Ahearn, CMCT®, is a sales trainer, coach and consultant whose specialty is applying persuasion and influence in sales and customer service situations. He is one of 20 individuals in the world who currently hold the CMCT designation. Brian’s blog, Influence PEOPLE, is followed by people in 200 countries and made the Online Psychology Degree Guide Top 30 Psychology Blogs in 2012.

7 reasons why brevity is important in your job search and at work

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I began reading what started as a great blog post. The topic interested me, the writing was humorous and demonstrated expertise. I was settling in for a good read, but there was one major problem; this post was too long.*

boared

When the scroll bar was only a third way down the page, I was wondering when this darn thing was going to end. So I scrolled down the rest of the way only to find out that, yes, my suspicion was correct, I was reading a novel on the topic of the résumé.

Sadly, I stopped reading this promising article.

My purpose today is not to write about the ideal length of a blog post. No, I’m writing about the importance of why brevity is important in your job search and at work.

Brevity in your written communications

Résumé

The debate over the one- or two-page résumé has some merit. My answer to this one has always been, it depends. If you can write a one-page résumé that covers all your relevant accomplishments, do it.

Otherwise your two-page résumé has to be compelling enough for the reviewer to read. Often we’re in love with our own words, but this doesn’t mean others will, especially if what you write is superfluous.

LinkedIn profile

Thankfully LinkedIn puts limits on characters for its profile sections. For example, you’re only allowed 2,000 characters for the About and Employment sections, 120 for your Headline, and other character limitations. This has caused me to think more carefully about what I write on my profile.

For everything you want to know about character limits, visit Andy Foote’s article which addresses this topic in great detail.

Twitter

Jack Dorsey, the creator of Twitter, had something going when he launched a social media application that allowed users to tweet only 140 characters (now 260). At first I was frustrated with the limitation—and I still think it’s too short—but I’ve since come to see the brilliance of this model.

The twesume was created to make the hiring process quicker. One simply wrote a 140-character tweet with their résumé attached. If the recipient was drawn to the tweet, they would open the applicant’s résumé. Sadly, the twesume didn’t take hold.

Email

Don’t you hate long e-mail messages? If you’re nodding in total agreement, you and I are on board with this one. The general rule is that if your e-mail to a supervisor or colleague exceeds two paragraphs, get your butt of your chair and go to his office.

A good rule of thumb is to write your brief message in the Subject Header, e.g., Meet for a marketing meeting at 2pm in the White room on Tuesday, 11/18. The body of the e-mail can contain the topics to be discussed.

Brevity in your verbal communications

Listen2

Networking

Brevity is also important when you’re networking. People generally like to be listened to, not talked at. Allow your networking partners to explain their situation and needs, and then try to come up with solutions.

Conversely, your networking partners should want to hear about you. On occasion you’ll come across people who don’t get the listening aspect and will make your networking experience painful. Do people the favor of listening to what they have to say, and give your advice with concise answers.

Interviews

While in an interview is not a time when you want to ramble on about irrelevant details. Answer the questions as concisely as possible, while still demonstrating value. If the interviewer needs to know more, he’ll ask for clarification or deliver a follow-up question.

Many people have lost the job opportunity because they talked too much. When I conduct mock interviews, I sometimes feel as though I’ll nod off and lose my concentration.

I’m not the only one who feels this way. People who’ve interviewed others will concur that long answers can be so painful that they’ll end the interview before asking the remaining questions.

At work

At work you must practice brevity when required. It’s said that extraverts tend to talk more than introverts, whereas introverts are better listeners. Try to be an ambivert—a mixture of the two dichotomies. Apply the proper amount of listening and talking.

Keep this in mind when you’re speaking with your manager, as she is extremely busy. So state your business as clearly as possible and listen carefully to her suggestions. The same applies to meetings. Don’t dominate them by interrupting and talking on too long.

I’m brought back to the blog post I couldn’t finish, which I’m sure is very good, because it was too long. It’s a shame I’ll never find out, and I wonder if those who provided comments actually read the whole post.

*Apparently the ideal length of a post is approximately 750 words. I’ve failed this rule by 52 words.

Photo: Flickr, jamelah e.

 

2 important work-life balance components in the job search

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This post originally appeared in Recruiter.com.

Work-life balance in the job search? Doesn’t that only apply to employment? When I ask my clients what values they look for in their future companies, a majority of them say work-life balance. So why not apply this value to the job search?

work life balance

Recently, I posted a question to my LinkedIn tribe. The question was, “….How many hours a week should one dedicate to the job search? Do you lean more toward 40, 35, 30, 25? And why?” As I’m writing, the comments keep rolling in.

I’m sure many people reading this are wondering how one can possibly quantify the number of hours in a week they should dedicate to the job search. This is like guessing how many marbles are in a fish bowl.

I will say that you’ll be prone to burnout if you lean toward 40 hours a week of relentless job search. You need to have work-life balance for your search, as you must have for your next job. For the record, I’m leaning toward 25 hours of dedicated job search activities.

1. Looking for a Job is a Job

This is a mantra of job-search pundits. They tell their clients that to find a job is a full-time job in itself. I believe this to be true if you examine the nature of work and realize that the number of hours actually spent working is not 40.

One person who responded to my question provided this link to an Inc.com article that states the actual hours of productive time at work is close to three hours. I find this hard to believe, but when you think of the time employees waste, it seems plausible.

We take breaks, extend our lunch time, use meetings to socialize, and linger longer in our colleagues’ cubes than we should. Even when we are focused we are distracted by email, text messages, a phone call from a family member, etc.

Like people who are employed and successful at what they do, job seekers are more productive when their searches are focused and planned. It’s helpful to break down the activities involved in your job search, select a few to prioritize, and stick to them.

Let’s look at some common job-search activities. I’ve listed them in order of my personal priorities:

  1. In-Person networking in your community and small groups
  2. Networking at formal events
  3. Writing approach letters to companies of interest
  4. Volunteering
  5. Online networking
  6. Contacting recruiters or staffing agencies
  7. Calling on your alumni
  8. Using job boards

Your list of priorities might differ from mine, which is fine. I see the job search as being more proactive. I advise that you choose four or maybe five of these activities, as trying to accomplish more would spread you thin.

2. But You Can’t Forget About Life

Employees who are fortunate to have work-life balance are not anchored to their desk or in the field. They have the time to see their children’s events, go to a movie and dinner, hike and walk, actually vacation on their vacations, etc. Why should it be different for people in the job hunt?

If you’re looking for work, your state of mind is already frazzled, perhaps you’re depressed. Worries about money and feeling of failing might come into play. You might fear about the future, especially if you’re an older worker or your industry is unhealthy.

Your first instinct after losing a job might be to lick your wounds and take some time off. I advise no more than a week. I also advise that you take structured time off. For instance, you rise every morning at the same time as you did when working. You take a morning walk or hit the gym. You take some time to reflect. In a week, you will be looking for work in earnest.

I knew a man who confessed to me that he was spending easily 60 hours a week looking for work. He also told me that his marriage was in ruins and that his health was failing. When I told him to take it easy, he sullenly told me that he had to find a job.

My concern for people who are in the job search is the tendency for burn out. Spending six hours a day, seven days a week behind one’s computer is some job seekers’ idea of a productive job search.

Linda Ferrante added this to the LinkedIn discussion, “I do not recommend making it a 40 hour a week thing. Just a couple hours per day, but make it at YOUR peak performance times. Also take time to be active: go for a walk, clean the house, walk at the mall, volunteer. Do something that makes you feel productive!”

Ingrid Golbloom Bloch, MA MBTI Certified believes it’s important to have a structured job search with action items and goals. She also believes job seekers should reward themselves when they’ve met their goals. This could mean a run, a trip to the gym, or “getting a great cup of coffee at a local shop to get out of the house or going to the movies at the end of the week (during the day!)”

For some, it may seem frivolous to treat themselves to rewards and even time off from the job search, but unemployed people are using a great deal of energy on the emotions of their situation.

“If I have a client that has been laid off, they might be dealing with some tough emotions that are going to use up some of their available energy.” Sabrina Woods, Holistic Coach

Wellness can’t be overlooked. Perhaps, being unemployed requires more attention to wellness and less attention to spending unproductive time in front of a computer looking for jobs on Indeed.com, Monster.com, and (dear I say) LinkedIn.

If trying to enjoy life’s pleasures while looking for employment, doesn’t work for you, I suggest seeking therapy. Many people do. It’s not unusual and, as tell my clients, totally normal. When things are dark, don’t hesitate to get professional help.

Back to My LinkedIn Post

Most of the people who responded to my question were in agreement that a 40-hour a week job search is unhealthy. There were a few who live by the old saying job-search pundits would use, but I wonder if they realize that a full-time job search should also include life balance. Or do they really believe that anyone is capable of dedicating all their week to a job search? I certainly don’t.

Photo: Flickr, Alan Barry Consultants LLC

 

Great news! LinkedIn returns the expanded Experience section

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LinkedIn has done it again; it’s made a change to our profiles. This is a welcome change and hopefully a return to the old LinkedIn profile. Get ready for this—we can now see most of our positions expanded. 

LinkedIn Flag

I noticed this change when I was working with a client. Pleasantly surprised, I expressed my glee. My client, though, didn’t make the connection. He didn’t realize that only the first position used to be expanded; the others were truncated.

Immediately I reached out to my network to ask them if they noticed the change. “Do my eyes deceive me or has LinkedIn expanded the positions in the Experience section?” With, the blink of an eye, some of my connections responded with affirmation.

Others were unaware of what I was speaking of. They hadn’t received the update yet. With LinkedIn, changes aren’t made across the board at the same time. One of my connections wrote back a few days later when she received the expanded Experience section.

What was wrong with the truncated Experience section?

In a previous popular post, I complained:

Again the new model of less is more is in play in the Experience section. One is able to see the entire first job listed but must click to see more for each of the remaining jobs.

My concern here is that a person with a feeble current or most recent job will not show as much value as someone who has a more extensive and accomplish-laden job to show. Also, people who have two jobs must choose which one to demonstrate first.

Or, we can simply rely on visitors to click on every job to see their descriptions.

The answer to the final sentence in my post is, no. We couldn’t always expect people to click on the previous positions; thereby raising the possibility of your visitors missing some very important information, including your rich media.

For example, under my second position I have links to two podcasts in which I was interviewed for my knowledge on LinkedIn. Previously, this was not immediately visible without expanding my second position.

You might have been frustrated because you don’t have rich media examples under your first position, but have plenty of it under your previous positions. Now you don’t have to worry about people not seeing your rich media under your second or third positions.

LinkedIn hasn’t expanded all position, however. This might be a good thing, as it cuts down the verbiage seen on users’ profiles. And this was LinkedIn’s intention—to streamline and make the profiles more readable. In order to see all of a person’s Experience section, one must click See more positions.

LinkedIn hasn’t expanded the Summary section. Perhaps this is a good thing. While some don’t read the Summary, many do. I personally think this section is important in telling one’s story.

Just make sure your first 235 or so characters count, as they’re the only ones immediately available. I suggest using a branding statement that expresses your value to recruiters and other visitors.

LinkedIn, take it a step further

To make my LinkedIn experience complete, I’d like to see the return of the photos of the people who’ve written me recommendations. If you don’t remember said photos, they resided under each position showing who wrote recommendations for LinkedIn members. A nice touch.

What’s more, I’d like to see a link between the positions/companies and the Recommendations section. Currently, recommendations are arranged in the order of when they were written. This gives visitors no sense of the companies from which the recommendations came.

I’m sure recruiters don’t appreciate not being able to link recommendations to the respective positions.

When teaching LinkedIn, I’m never surprised when I come across a change made over night. In this case it is a pleasant change, and I am glad that I don’t have a reason to complain. I don’t like to come across as a downer, I really don’t.

If you want to learn more about LinkedIn, visit this compilation of LinkedIn posts.

Photo from Coletivo Mambembe, Flickr.com

“Why did you leave your last company?” How to address 3 possible scenarios 

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“Why did you leave your last company?” is an interview question that can be a cinch for job candidates to answer or difficult, depending on the reason for leaving your position.

interview with womanAlways expect this question in an interview. It only makes sense that the interviewer would like to know why you left your last company. Were you laid off, let go, or did you quit. Those are the three possible scenarios.

How you answer this question—most likely the first one asked—will set the tone for the rest of the interview. Many people interviewing for the first time are surprised when they get this question. It’s as though they didn’t expect it.

Not only should you expect this question; you should have the answer to this question already formulated. It should not take you by surprise. Expect it. Be prepared. If you get it wrong, shame on you.

Also, be aware of a zinger like, “Steve, tell us why you want to leave (company X) and come to work with us?” To answer this two-part question successfully requires an in depth knowledge of the company and position. Both of which are topics for another article.

What are employers looking for?

Is there a wrong answer? Not really. It’s how you answer it, for the most part. There’s no way to change the past, so your calm response is the best policy. They want transparency, not lies. They also don’t want a drawn-out story; your answer should be brief.

If you become emotional, it will send a negative message to interviewers. If you hesitate, they may distrust you or question your resolve.

Three possible scenarios

Let’s look at the reasons why people lose their job and how to address them.

1. You were laid off

This is easiest way to answer the question, “Why did you leave your last position?” As mentioned above, your answer should be short and sweet. You may say, “The company had to cut cost and restructure after a poor second quarter.”

To beat them to the punch, you might add, “I was among 15 people in my group who were laid off. I was told by my manager that she was sad to see me go.” The reason for doing this is because you might get a follow-up question about how many people were laid off.

Caveat: some people think being laid off is the same as being let go or fired. It is not. Being laid off is do to company failure.

2. You were let go

This is harder to explain, but not impossible to come up with a viable answer. This especially needs a short answer. It’s important that you are transparent and self-aware with your answer. In other words, if you were at fault, be honest about it.

You must also explain what you learned from the experience and state that it will not be repeated. Perhaps it was a conflict of personality between you and your manager, poor performance, or a “mutual departure.”

Conflict of personality. “A new manager took over our department. I was used to the way the previous person managed us. The new manager had a different style, which I didn’t adapt to quick enough. I now understand I need to be more adaptable to other types of management.”

Poor or inadequate performance. “As the project manager of my department, I was responsible for delivering a release of a new data storage software. We failed to meet the deadline by a week. My VP saw this as unforgivable.  I see where I could have done a better job of managing the team.”

Caveat: the interviewer might want to dig deeper into the situation. Be prepared to answer the questions directly with little emotion. Always keep a cool head. Resist the temptation to speak negatively about your previous boss.

3. You quit or resigned

To quit a position—especially without a job in hand—means there was an existing problem. One common reason I hear for quitting is a conflict of personality with the employee’s supervisor. Another one is a toxic work environment. And a lame reason I hear is because advancement was not possible.

Regardless, a red flag will go up with interviewers if you quit your position. What some people don’t realize is that you give up your right to collect unemployment, if you quit; another reason why this is not a great scenario.

Conflict of personality. “My previous boss and I didn’t see things eye-to-eye on certain decisions he made, and tension was high, so I decided the best move for me was to resign. I realize I could done a better job of accepting his ideas.”

Unsafe environment. “I felt the work environment was not as safe as I was comfortable with. For example, there were many fire hazards in the warehouse. Additionally, the air quality was tested, and it failed. I feel fortunate that my wife brings in a substantial income; otherwise I might have stuck it out longer. My only regret is that I miss the people with whom I worked.”

Caveat: again, it is important to be transparent and honest when answering this question. To simply say you quit or resigned is not good enough. Do not be bitter when you answer this question; just state facts.

Always expect the question, “Why did you leave your last job.” Any interviewer who doesn’t ask this question isn’t doing his job. The reason for departure is essential information. I find this traditional question to be one of the most important ones for job candidates to able to answer.

Not hired? It’s not you; it’s your EQ

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If you’re a job seeker, you probably place a lot of importance on your resume, matching it to positions you see advertised online.

Not-Hired_EQ_Website-Post

Relevant experience: check.

Degree: check.

Skills: check. Additional certifications preferred: check check check.

Add a well-written, convincing cover letter, and your hook, line, and bait are cast.

All of these are important in your job search. In fact, they can set you apart from applicants who don’t pay as close attention to the details of the job description, or how they write their resume.

But what ultimately matters has less to do with academic credentials and experience and more to do with likeability.

“Book smarts” don’t always translate into “people smarts.”

Have you been passed over for a job or promotion by someone less qualified? Sometimes, the reasons are beyond our control (budget cuts, restructuring). Sometimes, it’s because we aren’t part of the “in-crowd.” And sometimes, it’s a matter of chemistry or cultural fit. Many times, it boils down to personality trumping talent.

What can you do about it? Sometimes nothing. And sometimes, you need to be honest with yourself.

How likeable are you?

Contrary to popular belief, being likeable isn’t something we’re born with (like charisma), nor is it a medal bestowed upon a lucky few. Being likeable is something we control. It’s a matter of Emotional Intelligence (EQ).

It takes a lot of maturity to be realistic about your own weaknesses (and likeability), and it takes even more maturity to invest time and energy to work on resolving them. Many otherwise competent professionals fail to do this, or are simply unaware that it is necessary.

It may not be what or who you know

In school, we’re taught that success is what we know. As we get older, we begin to realize that success is also who we know.

There’s a third factor too: how well we use the first two factors. This is our ability to perceive, understand, and regulate our emotions. It’s also sensing what others are feeling and knowing how to react in order to reduce tension and conflict, and promote “win-win” relationships. To survive and thrive in the workplace, we need to be able to draw on these skills at the right time.

“EQ gets you through life; IQ gets you through school.”
–Susan Dunn

Intelligence Quotient (IQ) is a measurement of one’s mental “horsepower”, cognitive capacity, or, in other words, one’s ability to think and reason. Studies suggest that though IQ may have a casual influence on academic achievement, it does not have a statistically significant influence on job performance.

Emotional Intelligence (EQ), is a measurement of how effectively we recognize our own emotions and those of others, how we interact with and engage with others, and how well we cope with our daily demands.

EQ is a major building block to effective collaboration, communication, and teamwork, and thus has a strong impact on the business world. Navigating the “human factor” is perhaps more important than technical or job-related skills. In fact, organizational research consistently proves that EQ is essential for success in today’s workplace.

While IQ remains stable throughout one’s life, EQ can be learned and improved. And so can likeability.

EQ ≠ Likeable

…but being likeable has a lot to do with EQ. And being likeable is key to getting hired and promoted.

So what is likeability? According to Tim Sanders, author of The Likeability Factor, likeability comes down to 4 critical elements of personality:

  • Friendliness: Your ability to communicate liking and openness to others
  • Relevance: Your capacity to connect with others’ interests, wants, and needs
  • Empathy: Your ability to recognize, acknowledge, and experience other people’s feelings
  • Realness: The integrity that stands behind your likeability and guarantees its authenticity

What’s more, TalentSmart research data shows that people who possess these qualities aren’t just highly likeable – they outperform, by a large margin, those who don’t possess these qualities.

Become more Likeable: Enhance your EQ

Yes, intelligence matters. But if you’re not likeable, your chances of landing a good job and getting a good promotion are slim. You’ll have a greater chance of success if you can master your likeability – and that means enhancing your EQ.

Here’s how you can start:

  • Friendliness. Many of us are so focused on ourselves that we don’t take the time to notice others. To be likeable, you have to let your guard down a little bit and show that you’re a nice person.

EQ Connection. Warm up your face, note your body language, pay attention to what others are saying and make them feel at ease. This ultimately helps others feel appreciated, encouraging solid relationships built on confidence and trust.

  • Relevance. We become relevant to others when we’re genuinely interested in and intrigued by them. This gives us a better shot at capturing the attention of others, and others are more likely to remember us and hear what we say.

EQ Connection. Take notice of what makes people tick. Make an effort to talk to people in-depth – without preconceived notions. Emotionally Intelligent people are curious about others and fascinated by human behavior. They ask questions to get to know people, and once they do, they’re generous and non-judgmental.

  • Empathy. People whose primary focus is themselves aren’t very likeable. On the other hand, people who are able to step outside themselves and understand and relate to others rate much higher on the likeability scale.

EQ Connection. Regardless of how you’re feeling inside, there are some things you can do on the outside – such as making nice gestures toward others and offering compliments – to demonstrate empathy and build rapport. Emotionally Intelligent people are able to easily put themselves in the shoes of another, and their words and actions are genuine (they don’t come across as fake!).

  • Realness. Authenticity and genuineness (not expertise) inspires trust and credibility. When you’re open and honest, others won’t have to guess your motivations or intentions; they’ll trust what they see.

EQ Connection. Focusing on your credibility requires boosting your self-awareness. Emotionally intelligent people are willing to talk about themselves in a candid, non-defensive manner. They also recognize how their feelings and behavior affect others, providing them control over potentially alienating behavior.

Your likability has an enormous impact on your perceived value. Not hired? No, it’s probably not “you”, but your EQ.

Edythe Richards is a Certified EQ-i 2.0/EQ-i 360 Practitioner, Myers-Briggs® Master Practitioner, and Certified Professional Resume Writer (CPRW).