Category Archives: Career Search

One example of how a photo effectively brands a person

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AntonOne of my LinkedIn connections, Anton Brookes, sports a photo on his profile that prompts me to say to my LinkedIn workshop attendees, “Now this is a kick ass photo.” They give pause and nod in approval. Previously I told my folks that there are acceptable photos for a LinkedIn profile and there are others that are not.

Acceptable photos, I’d tell them, are ones that are highly professional or business casual; after all, LinkedIn is “the world’s largest professional network.” Unacceptable photos are everything else.

Anton’s photo is neither highly professional or business casual, but it proves as an excellent example of how the photo can catapult your personal branding.

I’m not the photo Czar–never claimed to be–but I feel strongly about how one should display his/her image on their LinkedIn profile. And I certainly believe that a profile without a photo is like a car without wheels.

Your photo serves to make you memorable and can reveal a lot about your personality. Further, it has been quoted that people trust photos and are seven times more likely to open a profile that has a photo. I agree with this statement, as I rarely open profiles that lack a photo.

The photo in question says a lot about this photographer whose branding headline reads: Owner | Fashion/Lifestyle and Street Photographer at Mock Turtle Moon. It describes what he does, while his photo supports more of the street photographer side of his business.

Homless woman

Anton’s photo speaks volumes about his expertise as a street photographer. It tells us that he’s for real and living his job, comfortable in his setting. It’s gritty and by no means pretty. It transports us to the streets of New York City. But most important, we get the sense that this photographer is knowledgeable of his trade.

A suit and tie or a button-down shirt wouldn’t have the same effect; it wouldn’t brand him nearly as well as the one he sports on his profile. Not by a mile.

I’ve told Anton that his photo helps me point out to my LinkedIn workshop attendees the importance of having a photo that brands a person, and for selfish reasons I hope he doesn’t change it. But if he decides he needs to portray himself as some one else, I’m sure he’d know how to do that.

If you’d like to see a short documentary on Anton Brookes filmed by Aljazeera America, click this link.

BRAVE: 5 letters to remember for the interview

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Today in my Interview workshop I went off on a rant about the importance of being a fit in the workplace. It’s not enough to have the job-related skills that allow you to hit the ground running, I told them.

Most of my participants nodded with agreement, while others had to process this point–maybe it never occurred to them, or maybe they were convinced that being able to create code is all they need to do.

Further I told them there’s been a lot of talk from recruiters and hiring managers who reinforce this point. “Really,” the naysayers eyes said. Really.

In an article entitled BRAVE Cultural Framework by George Bradt, the author talks about how employers are looking for job candidates who understand and can demonstrate they’ll fit in with the company.

Employers are looking at: the way people Behave, Relate to others, display their Attitude, express their Values, and the work Environment they create.

As jobseekers, you should keep this framework in mind by remembering the five letters and what they stand for. This is imperative to successfully landing a job where employers are astute enough to realize that overall fit is essential  to a productive workplace.

Remember these five components when you prepare for interviews, as you’ll most likely have to field questions based on the B.R.A.V.E framework.

Behave: This is how you make decisions and/or behave under leadership. Are your decisions the right ones that contribute to a better run business? As individual contributors, do you toe the line, contribute ideas that are implemented, deal well with autonomy or deal equally well with reward and discipline? These are all considerations, and more, that might arise at an interview.

Relate: This is the way you interact with others and create a team environment. You relate to difficult support staff and take appropriate measures to keep everyone on the same page. You understand differences of opinions and methods and work toward a team environment, even with those with whom you disagree.

Attitude: “A big part of this comes through in individual and organizations’ sense of commitment to what they are doing,” the article says. Does the manager promote the proper attitude, make her support staff see the mission of the company or organization? Do the support staff embrace the mission and goals of the organization? This is where someone might be said to have a “bad attitude,” and this could be the mark of death.

Values: As a manager, you must instill values that foster learning, advancement, creativity, autonomy, etc. Staff must hold the same values as the company, or there could be conflict. To understand the values of the company, you must ask the appropriate questions at the interview to uncover them. For example, “How important is creativity to ABC Company?” If you get a blank look, chances are you’re at the wrong interview.

Environment: The article talks about the way people approach the workplace in terms of “formality/informality, preferred office layout, etc,” but it’s really an accumulation of all the aforementioned components, in my opinion. Environment is created by upper and mid management and sustained by the support staff. How one behaves, relates to others, her attitude, and values, are what creates a healthy and efficient work environment, not dress and working hours.

It’s a well-known fact that employers look for three qualities in potential employees. Can they do the job? Will they do the job? And will they fit in? B.R.A.V.E answers the third component, the fit. You must prove that you can work with your support staff, inspire and motivate them to work toward the company’s goals. Likewise, you must show that you are adaptable and can work with any management style. Will you follow the B.R.A.V.E framework? Employers are banking on it.


An introvert’s idea of a great vacation

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beach

This summer I was fortunate to vacation with my family on Cape Cod, Massachusetts. In my mind, this was a great vacation because it afforded me the time to reflect, draw my energy inward, and not concern myself with too much external stimuli. In three words: an introvert’s paradise.

Obviously my family and I spent most of the time at the beaches. The Cape Cod Bay was within walking distance to our north and the slamming waves of the Atlantic Ocean were to our south.

One day we would walk less than a quarter of a mile to the Bay, another we would drive to the Atlantic Ocean. In both cases, there was nothing more to do than sit in a beach chair, bake in the sun, and take a dip in the icy water.

Foolishly I tried my hand at body surfing. I caught a great wave and was carried ten or so feet until I hit the sand and tumbled end over end. My kids and wife laughed at me as I was pulling sand out of my hair and swim trunks and spitting more of it from my mouth. A week later my shoulders and stomach are still red from the sandpaper I slid across.

The best part of the vacation was the time I spent reading alongside my daughter, who was engaged in Gone Girl.The rest of the family was down by the ocean body surfing or floating on the surface. Occasionally they’d beckon us to join them, but we’d wave our hands at them indicating we were happy where we were. 

My daughter and I nary spoke a word to each other, save for asking the other to hand over a water and PB&J. We didn’t speak often because we didn’t have to. Delving into our books was our way of relaxing and reflecting. Our energy was directed inward and we were unaware of our surrounding. Total bliss.

TurtleOther moments I enjoyed were my 45-minute, morning walks. Our rental house was at the end of a dirt road on which our van would bottom out no matter how slow we drove. I saw small animals, like rabbits, turtles, and even one snake on this road.

I also collected branches and twigs for our nighttime fire. More than anything, these walks gave me time to think and enjoy the lack of “noise” I hear on a daily basis at home and work. 

On Friday we went into Provincetown to buy Tee-shirts, sweat shirts, and eat Portuguese fried dough. It was Carnival week, so the people were free of inhibitions and walking around in interesting outfits. This was truly a great time to people watch; direct my energy inward.

I couldn’t help but notice that many people were acting in an extraverted way; I was content simply walking with my family. I answered innocent questions from my son like, “Why is that man dressed like a woman?” with the only answer I could muster, “Because he can.”

Every night we built a fire in a small, rusted fire bowl. We talked about the day, laughing at silly moments like my daughter locking the keys in our van–the second time it’s happened to us during out two vacations on the Cape. We enjoyed reflecting on the week and making plans for the remaining days of the vacation. At a determined time I would leave the group and settle down to read in the comfort of the bed, with the fan blowing cool August air on me.

At one point of this glorious vacation my wife told me she received a text from one of our friends who was wondering if we wanted to join them for a get-together with other friends the day we returned from our vacation. The prospect of attending a party that would last long through the night was far from appealing. Maybe and extravert would jump at this opportunity, but the idea alone exhausted me. 

Some might consider my family’s vacation boring. That’s fine. I think it was the greatest vacation ever because it gave me time to relax and prepare for the day I would return to work and engage with people in my workshops.  

2 differences between the Résumé and LinkedIn Profile–Part 1

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resume linkedinI tell attendees of my Advanced LinkedIn workshop, “Your LinkedIn profile is not your résumé.” It’s important for me to say this, as some of their LinkedIn profiles resemble their résumé. I can spot a copy-and-paste a mile away.

A LinkedIn “résumé” gives off a generic look rather than a unique document that makes LinkedIn a powerful tool for the job search. Potential employers are not looking for a rehash of your résumé; they’re looking for more, another look.

Let’s examine two differences between the résumé and profile.

The most obvious difference between the résumé and LinkedIn profile is the Photo. Because LinkedIn is a networking application and the résumé is a job search document, here is one major difference. A photo on your LinkedIn profile is necessary, as it enhances your brand. It may tell visitor you’re creative, sincere and compassionate, a leader, ambitious, serious, etc.

As well, a profile with a photo is more trustworthy and memorable. A recent statistic states that a profile with a photo is seven times more likely to be opened.  I for one will not open a profile if it lacks a photo, unless it’s someone I know.

I tell my attendees that despite their fear of age discrimination, a photo is necessary to network. Imagine attending a networking event where people walk around with a paper bag on their head. Not very personal.

The headline is second on the list of differences between the résumé and LinkedIn profile. An Advanced résumé must have a branding headline that immediately tells potential employers that you are the right person for the job. The headline is a simple line or two of what you do and some of your areas of strength. Here’s an example of a position-specific branding title:

Marketing Specialist 

Public Relations ~ Vendor Relations ~ Staff Supervision ~ Web Design ~ Event Coordination

Look at another branding headline that is written for a similar job:

Marketing Coordinator

Social Media | Trade Shows | International Travel | Increased Production | Graphic Design

Your LinkedIn profile has a branding headline that is similar to your résumé’s headline, save for the fact the profile isn’t written for a specific job. It needs to include more general skills/keywords. You may choose to use a branding statement instead. The same position may resemble this:

Marketing Specialist with expertise in Public Relations, Trade Shows, Vendor Relations, Web Content,
Event Coordination; leading to increased visibility and profitability for your company.

Furthermore, the branding headline adds to the keyword count for those whose résumé will be sent through an applicant tracking system (ATS). As well it makes being found on LinkedIn more possible with key skills of your occupation and industry/ies.

In the next post, we’ll look at the differences between the résumé’s Core Competencies and the LinkedIn Skills and Expertise sections.

 

9 features of a professional résumé…and thoughts on Italian food

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My wife and I recently ate at an Italian restaurant in the North End of Boston, where I had Linguine Alla Pescatore and Caprese Salad (with fried tomato). To say the food was out of this world would be an understatement. The atmosphere was authentic and boisterous, the waiter attentive.

What does fine Italian food have to do with a professional résumé? It’s akin to a WOW moment you want the employer to experience when she reads your professional résumé. So what separates the extraordinary from the ordinary? There are nine distinct features of a professional résumé. Continue reading →

4 lessons extraverts could learn from introverts

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loud colleague

A colleague recently said to me that she’s tired of reading “self-help” articles for introverts and wonders why none are written for extraverts. After all, she said, extraverts aren’t perfect. Good point I told her. But I also added there’s no market for articles or books on extraverts.

In fact, when you search for books on Amazon about extraverts or look on the shelves of Barnes and Noble, you’ll find nada. They’re just not worth writing about, it seems.

Society has been writing and talking about the shortcomings of introverts for so long that it’s as though, for lack of better words, “Introverts need help.” Some books even talk about how introverts can be more like their counterpart, how you can program your brain to be more extraverted. Continue reading →

The third of 3 steps for a successful LinkedIn campaign: being active

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linkedin2

Previously we looked at connecting with others on LinkedIn, the second step for a successful LinkedIn campaign. Now we’ll look at being active on LinkedIn.

I tell my LinkedIn workshop attendees that one of my colleagues jokes that I need an intervention. Not for use of an illegal substance; no, an intervention for use of… LinkedIn. Too much use.

This little joke elicits laughter from my attendees, but I secretly wonder if there’s truth to his words. If using LinkedIn 365 days a year, including holidays, is considered abnormal; then I might benefit from an intervention.

This post is not about refraining from using LinkedIn often. To the contrary, this post is about the necessity of being active on LinkedIn. How many hours should they dedicate to LinkedIn many of my workshop attendees asks me.

There’s not a set number of hours or minutes you must dedicate to LinkedIn; but to be be productive on LinkedIn, you can’t sit idle. Here’s what you must do:

1. An obvious way to be active is to communicate with your connections by posting Updates. How many you post is up to you, but I suggest at least one a day. This is when I get remarks from my attendees about not having time to make one update a week.

To prove this is not a tall order, I show my attendees how I update providing tidbits of job-search advice, asking a question, or sharing an article I find educational. I tell them it’s important to share relevant information with their connections; that’s what good connections do.

2. Another way to be active is to “Like” what your connections update; or, better yet, comment on your connections’ updates. Liking their updates is great, but it takes very little effort to simply click the link. Be more creative and add a comment which can generate discussion, or reply to your connections privately.

3. I’ll visit my connection’s profiles–with full disclosure–many times a day. My connections will visit my profile many times, as well. When they “drop in” and have disclosed themselves (not Anonymous LinkedIn User or Someone from the Entertainment Industry), I’ll show my appreciation by writing, “Thanks for visiting my profile.” This will also lead to a discussion.

4. You’ve probably read many opinions from people on the topic of Endorsements–here we go again. Add me to the list of people who prefer receiving or writing thoughtful recommendations as opposed to simply clicking a button. And I’m not alone.

But, in fairness, Endorsements have a purpose greater than showing appreciation for someone’s Skills and Expertise; they act as a way to touch base. In other words, they’re another way to communicate with your connections.

5. Let us not forget your groups which give you another, significant way to be active. Participating in discussions regularly is a great way to share ideas with established and potential connections. I’ve gained connections because of the interests we shared revealed by discussions.

Did you know you can communicate directly with anyone in your group? That’s right, you don’t have to be a first degree in order to communicate directly with even a third-degree member. Trying to get the ear of someone out of your network? You may want to join a group that person is in.

6. If your connections blog and share their posts on LinkedIn, take the effort to read their blog posts and comment on their thoughts. This is an effective way of creating synergy in the blogging community. Now you can express your thoughts using LinkedIn’s Publishing feature. Take advantage of this if you have the ability to write and enjoy sharing your ideas.

Sharing blog posts on LinkedIn and making thoughtful comments in your groups can promote you as a thought leader in your occupation and industry. Don’t be shy about sharing your expertise. Employed or unemployed, you have important information to share. LinkedIn is not only about connecting; it’s also about information capital.

7. Pulse is one of the best ways to stay abreast of news in your selected industries (or channels), influencers, and publishers. LinkedIn delivers news to your homepage every day. And you choose which news you want to receive. When my workshop attendees wonder what they should update, I tell them sharing articles of common interest is a great way to start.

8. Companies feature. I saved one of the best features for last. Companies epitomizes networking on LinkedIn. It allows you to find people who are in a position to help you. It encourages you to be proactive. In my workshops I show people how to find people who have the authority to hire them by:

  1. Selecting a company for which you’d like to work;
  2. choosing second degree connections;
  3. typing keywords in Advanced Search;
  4. choosing “current” for currently working there;
  5. typing the person’s title, and;
  6. indicating the company’s geographic location.

Once you’ve located the person with whom you’d like to communicate, you can ask for an introduction from one of your first degree connections who is connected to said person.

These are some ways you can be active on LinkedIn. The first step is to create a presence with your profile, followed by connecting with others on LinkedIn, and finally being active. Combining all three will lead to a successful LinkedIn campaign.

The second of 3 steps for a successful LinkedIn campaign: connecting with others

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linkedin2

Previously we looked at the components of a strong LinkedIn profile, the first step for a successful LinkedIn campaign. Now we’ll look at connecting with other LinkedIn members.

As I sit with a customer to critique her profile, I think the work she’s done is a good start. Though her profile looks like a rehash of her résumé, at least she has all the sections filled in. Then my eyes drift to the right in her Snapshot area and I see how many connections she has, 10.

I ask her why she has so few connections, to which she replies that she has only 10 “friends” she could think of inviting to her network. Further, when she’s invited to someone’s network, she declines because she doesn’t know the people.

This leads me to lecture her on how it’s important to invite more people and accept invitations from people she doesn’t know, as long as there’s a purpose behind connecting with said people. But I see it doesn’t register with her. Connect with strangers? Her face says no.

Her concern isn’t unusual, especially for people first starting out on LinkedIn. This raises three questions: who do you connect with, how do you connect with other LinkedIn members, and how many people do you connect with? These have been the questions LinkedIn members have been wrestling with since its inception. Let’s look at these questions.

Who do you connect with?

In my LinkedIn workshop I explain to the attendees that they should look at people with whom they connect as a pyramid. The goal is to connect with as many second degree connections as you see fit.

  • On the lowest level are the people with whom you worked, e.g., former colleagues and supervisors. These 2nd degree connections will get you started on your LinkedIn campaign. You are limiting yourself, however, if you stay with this small group of people.
  • The next level are people who share the same occupation and in the same industry. These people are like-minded with similar aspirations. They are willing to engage in online conversations and most likely will be in groups you will join.
  • The level above are people who share the same occupation but in a different industry. If you’re a marketing specialist, look for other marketing specialists in industries into which you can transition. Your switch from manufacturing to construction is a likely move, as well as education to social services.
  • Next investigate people in other occupations but in the same industry. This will provide possible opportunities at your target companies. For example, if you’re an engineer who’s worked in DOD, you may reach out to marketers, sales people, and quality assurance professionals at your dream companies, such as Raytheon, BAE, Mitre, etc.
  • The fifth level includes people in other occupations in other industries. This seems counter intuitive to some but if you think about the possibilities, you may adjust your thinking. A quality assurance professional in DOD might consider connecting with teachers, career advisors, and marketers who are privy to opportunities in his desired industry.
  • The last level consists of people who can directly affect your chances of getting a job. Now shoot higher and reach out to the, hiring managers, VPs, directors, etc. This is the level some people are afraid to approach but shouldn’t. If an introduction is in order, you’ll now have 1st degree connections at your level who can make the introduction.

How do you connect with other LinkedIn members?

There are a number of ways to connect with LinkedIn members. This article I wrote goes into greater detail of five ways you can connect with someone on LinkedIn. However, I want to talk about how you search for people with whom to connect. In my LinkedIn workshop I tell my attendees that typing in an occupation is one step toward finding people.

From there, you select 2nd degree connections. Most likely your first degrees will appear at the top, but you can’t connect to them, as you’re already connected. Read through the profiles of your second degrees to see if they’re anyone you’d like to have in your network. You could choose program managers in telemarketing, for example, and confine your search to the Denver area.

Another way to look for valuable connections is using the Find Alumni feature, which is relatively new and a great way to connect with LinkedIn members who are more likely to connect with you than mere strangers.

Note: when asking someone to connect with you make sure your note is personal and not the default message that LinkedIn provides in an effort to make connecting quick and easy. That said, I’m not a fan of connecting with people by using your smart phone or trolling your e-mail list of contacts and sending a mass invite. I see this as lazy.

Tip: You can troll your groups and connect directly to people because you have something in common, you’re in the same group. Being in the same group/s is how I justify connecting with people I don’t know. Just go to the Member tab in your group/s and type in keywords that will pull up people of common interest.

How many people do you connect with?

The growing debate is whether to strive for quality or quantity. I personally aim for a combination of both. With quality–300 or so–you’re connected with people who share the same interests and goals. The first three levels of the pyramid would be an easy way to understand this. But this is limited.

Those who connect with many people are sometimes referred to LinkedIn Open Networkers (LIONS). While they appear to be concerned about collecting connections, people who aim for numbers create more, yet uncertain, opportunities. One example I give in my workshop is the business owner who increases his marketing by appearing on more people’s homepages. Free advertisement.

Next we’ll look at the third of three components necessary for a successful LinkedIn campaign, being active on LinkedIn.

 

When the interviewer is doing 100% of the talking

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Have you experienced a situation like this at an early-stage interview–you’re excited to be there, a bit nervous expecting the difficult questions to be fired at you, but the interviewer is doing 100% the talking?

Then toward the end of the interview, you ask if he wants to ask you any questions, to which he replies, “No, I read your résumé. We’re good to go.” You’re wondering what the hell happened. You didn’t have the opportunity to sell your skills, experience, and accomplishments.

Some of my customers complain to me about similar scenarios, while others tell me they felt relieved and grateful for not having to talk. Those who felt relieved erroneously believe the interviewers were doing them a huge favor.

Interviewers who do all the talking are not doing you a favor; they’re hogging your precious time. And although you’re nervous at the time, it’s essential that you achieve what you went there for–to sell yourself.

You never want to come across as controlling the interview, but sometimes you have to break in so you can inform the interviewer why you are the right person for the job.

So how do you break into the conversation?

First of all, don’t make assumptions. One assumption might be that it’s an inside hire and the interviewer is just trying to take up time. Another might be that the company is required by law or according to their policy to interview a few candidates. There are a number of reasons why the interviewer is blabbing like a fool, but chances are he’s simply self-absorbed and unaware of his duty.

Know when enough is enough. After the interviewer has rattled on for a number of minutes, it’s time to put a halt to the monolog. There’s a chance the interviewer might get on a roll and sabotage the whole process.

Don’t get belligerent. Saying, “Aren’t you going to ask me questions?” won’t leave a good impression. You’ll come across as rude and trying to control the interview.

Break into the conversation in a seamless manner. “The management around here leaves a lot to be desired,” he is saying. This is your cue to answer one of the most popular questions; what kind of manager do you prefer?

“Where I last worked, management was very good,” you break in. “They were fair, communicative, and had their priorities in order. I’ve worked under many different management styles from hands-off to hands-on. I’ve thrived wherever I’ve worked because I can adapt to all types of styles.”

Later he says, “Our customers are very needy. They require a lot of hand-holding–a real bunch of idiots.”

You counter, “Interacting with difficult customers is one of my fortes. In fact, many of the difficult customers were routed my way because I had a very patient attitude which the customers could sense. I managed to revive many failed customer relations.”

This may put a halt to the interviewer’s loquaciousness, or he may continue to drone on and on. But you can’t give up your efforts of getting yourself heard. The next time you hear a break in his monolog, engage him again by summarizing your job-related skills and accomplishments, declaring you’re the person for the job.

At the end of the interview inform him that you’ll send along an e-mail outlining how you can address many of the problems he was so kind to elaborate on. You may want to ask him if you should forward it to his manager and HR.

The first of 3 steps for a successful LinkedIn campaign: creating a presence

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linkedin2Some of my LinkedIn workshop attendees have told me they were encouraged to join LinkedIn because LinkedIn is the answer to their job search. I cringe when I hear this because what they were told is only partly true.

Being on LinkedIn will increase your chance of getting a job, but it isn’t a guarantee, especially if you don’t understand what it takes to be successful on LinkedIn.

I tell my workshop attendees their LinkedIn strategy involves 1) creating a presence, e.g. your profile, 2) connecting with others, and 3) being active. Without all three, your LinkedIn campaign will crash and burn.

Creating a presence. Let me make this easy for jobseekers who are starting their LinkedIn campaign. Leverage what you’ve already created, your professional résumé, by copying and pasting it to your profile. However, don’t stop there. After doing this you need to revise it to reflect a networking document.

Many pundits have written about how to create a powerful profile, so I’ll simply outline the necessary components:

Your Snapshot area is where you capture readers’ attention with your quality photo and branding headline. Don’t waste this area with a poorly done photo and a headline that simply states your title at your previous job. Both your photo and headline can brand you–a photo that shows you’re a professional and a headline that states your strong areas of expertise.

Let’s not forget how your headline can contribute to the keyword count. These are the skills recruiters/hiring managers/HR type into Search. Having the proper keywords and more instances of them will rank you higher and, consequentially, garner more visitors.

Make your Summary worth reading by writing it in first- or third-person point of view; include some Wow statements; and express your passion for what you do. You’re allowed 2,000 characters for your Summary, so use them all. This will allow you to tell your story, as well as give you more space for those ever important keywords. For more on this, read 4 reasons why you need a strong LinkedIn Summary.

Your Experience section can resemble your Work History from your résumé or you can simply highlight the accomplishments. I favor the latter, but some think their profile might be the only document an employer sees, so showing all is the way to go, duties included. One of the areas weighed heavily for keywords is the position’s title. You’re not limited to your title; you can add some areas of strength as well.

Ex. Project Manager | Budget | Lean Six Sigma | Cost Reduction | Leadership

The Media section is where your profile can be really dynamic. I tell my workshop attendees that it’s their online portfolio. There are a number of different media you can include in your Summary, Experience, and Education sections. On mine I share PowerPoint presentations and a link to my blog. Others, like my valued connection Anton Brookes, have YouTube videos and/or documents.

Your Education is more than what you include on your résumé. It allows…or rather encourages you to expound on your degree and/or training. Along with the traditional information–college or university, dates attended (optional), GPA (also optional)–you’re given the option to include Activities and Societies, as well as Description.

Next we’ll look at the second of three components necessary for a successful LinkedIn campaign, connecting with other LinkedIn members.