Category Archives: Career Search

Your LinkedIn Profile; Do it Right

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Alison Doyle of About.com recently wrote a wonderful article entitled “Don’t Waste Your Time On LinkedIn.” Let me rephrase: If you’re going to be on LinkedIn, do it right so you’re not wasting your time and the time of others who visit your profile, including employers who are searching for talent.

What I like about her article was that Alison tells it how it should be. I also like the article because she confirms what I’ve been telling my LinkedIn workshop attendees about not engaging in LinkedIn in a half-baked way. It’s better they hear the truth then spend the time starting a profile only to forget about it and take up space on the many servers LinkedIn use s to host over 100 million users.

“If you’re not going to do it right, there is no point wasting your time (and everyone else’s) on LinkedIn,” Alison writes. “LinkedIn is ‘the” site for professional networking.’”

Amen. Furthermore, she explains that when she is invited to connect with people on LinkedIn and goes to their profile to glean information on them, only to find their title or, worse yet, a “Private Profile,” she’s not likely to connect with them.

I sense her frustration and understand the reason for writing her article. She’s absolutely correct. What motivation would I have for connecting with someone who is unidentified? And for you employers, why would you pursue someone who has a profile that gives you very little information in terms of their skills, accomplishments, and related experience? The answer to both is a resounding none.

The bigger dilemma. This leaves the LinkedIn newbies with a dilemma. Should they join LinkedIn and put themselves out there if they’re not going the make the investment needed to succeed in networking on LinkedIn—let alone identify themselves? The truth is a poor LinkedIn profile will do more harm than good. Here’s why:

No photo will send a message to employers and potential networkers that you have something to hide—namely age. Whether we like it or not, LinkedIn wants us to be visible. While , business people have no reason to fear age discrimination, jobseekers might. Jobseekers simply have to bite the bullet and have faith that their age will not hurt their job search.

An undeveloped Snap Shot is the quickest way to turn someone away from your profile. I’m referring to more than the photo; there’s the name and title, as well as potential blog or website URLs, that visitors see when they visit your profile. A developed Snapshot includes a full name with a descriptive title. Don’t be vague and announce yourself as a “Public Relations Professional,” when you’re a “Strategic, bilingual HR leader/business partner who achieves strong results through innovative solutions.”

The Summary section is often neglected by people who simply copy and paste their four-line résumé Summary statement. Folks, we have 2,000 characters with which to work. Let’s use them to craft a creative, descriptive Summary that states our value proposition and showcases our attention-grabbing skills and experience. Have fun and use the first person narrative, or even third person narrative if you’re accomplished.

The History section is also an area where visitors like to learn more about your identity. Simply listing your job title, company name, and dates of employment says, “I’m too lazy to give this any effort.” This laziness will get you nowhere. List three, four, or five major accomplishments at your companies.

The last section I’ll address are recommendations, which do a tremendous job of telling visitors who you are through the eyes of your former supervisors, colleagues, vendors, partners, etc. Ask for and write at least five or six recommendations. This is especially important for jobseekers who need to deliver a quick punch.

Alison Doyle’s article had a little bite to it—I imagine because so many people with poor profiles asked to connect with her. I took a gamble and asked Alison to be in my network. Within half an hour I was accepted and also invited to join her group. Thank You, Alison. I’m glad I passed the test.

Update at least Weekly…at least

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Weekly, you ask? Yes, weekly. Better yet, daily. What have you been up to? What articles have you read that were particularly helpful in your job search? Read any good books? Did you have a great interview? Did you get a job? Do you have any leads for people? Is your business thriving?

Update often. The more you update, the more people will see you and keep you in the forefront of their mind. This is an important part of networking, staying fresh in peoples’ mind. Most people have a tendency to remember those who they see often. With frequent updates, you’ll appear on your contacts’ Home Page, hopefully with your sharp photo and key-word-rich title.

When is too much? Please don’t treat LinkedIn as though it’s Twitter. A daily update would be great, but four in an hour can be a bit much. When I see someone’s face too frequently, I Hide them. This is a great feature that allows you to turn off tweets…I mean Updates…without having to delete the offenders completely. Before I learned of the Hide feature, I deleted a few contacts because their presence on my Home Page became annoying. I wish I had known about this feature.

Practice networking etiquette. I like to post an update once a day if I can, but I don’t want the information to be frivolous. If I have nothing of value to share, I’ll skip a day…or two. I also like to see my contacts on my Home Page. I never thought I’d say this, but I look forward to opening my Home Page to see what’s going on in my contacts’ lives. I have to say that the information my contacts share is usually relevant and useful, and I think this is because LinkedIn has provided a platform for professional individuals, both business people and jobseekers.

I miss you. When I haven’t seen someone in weeks, I wonder what’s happening in their professional and daily lives. Please take the time to send an update. I’m feeling old and want to enjoy every day as it comes. No, I’m not being a wise guy. I enjoy seeing people come out of hiding and sharing their news.

Let’s Walk: Having a Routine is Important to Your Job Search

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It was raining the other morning at 6:00 AM, so I did what felt natural—I went back to bed. That was a mistake I discovered later in the day. I was sluggish and not on top of my game. My workshops were uninspiring, and I noticed a monotone in my voice. All day I was looking forward to my walk the following morning, regardless of rain or snow in the forecast.

My walking routine offers me the alone-time to think about the day ahead, planning exercises for a workshop, thinking about the workshop I’m designing; or simply time to take in the beauty that surrounds me as I ascend and descend hilly roads.

Why am I writing about walking? It’s not only walking I’m talking about; it’s any kind of exercise we should engage in when we’re employed or unemployed, but especially unemployed.

There are many self-help articles on how to stay motivated the job search. One article I ran across in my Internet surfing offers suggestions on how you can do to stay motivated if you’re out of work. I saw this article on the New England Job Show. The author, Randall Davidson, gives 10 ways to stay motivated, but number eight is the one I allude to:

Establish a routine. One thing a job offers you is structure. In the absence of a job, it can be difficult to find structure and that can contribute to depression. To avoid this, deliberately establish a daily routine. Take a class at the gym, drop your kids off at school, etc. Make sure that you schedule something for yourself that takes place early in the morning, as that’ll help you get up and going.

Walking, for me, gives me a routine that I’ve followed for over two decades. Yes, I’ve been unemployed, and yes I followed some of his other advice, such as dropping the kids off at school or taking them grocery shopping with me. Having a routine didn’t make being out of work a happy occasion, but it made this difficult time in my life easier to handle. The point I’m making is that Randall Davidson is correct when he says to get yourself out of bed, just as you would when you’re working.

Walking isn’t for everyone. You may decide to tackle a home project. (I attempted to re-tile the bathroom floor, which was a complete failure.) Or go to your local career center to take workshops, use its resources, or network with other jobseekers. Volunteering at a company or organization of choice is another way to establish a routine. These, of course, are addition to your hard-driven job search; but they’re important in keeping you off the couch and improving your physical and mental wellbeing.

I’ll continue to walk in the morning no matter what employment state I’m in. God forbid I lose my job, but the first thing I think I would do is start a walking club for people who are also out of work. I wouldn’t see this as a networking occasion. It would be more for helping others to create and maintaining a routine.

Tell me what your routine is, employed or unemployed.

Do You Know Yourself?

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At a recent workshop I lead called Interview Boot Camp, I asked the question, “Can you tell me something about yourself?” It was the very first question of the morning. The participants were sitting next to each other in a U-shaped configuration, and there were eight of them. This question seemed simple enough, but they were naturally nervous and self-conscious. Interview Boot Camp is not advertised as the name implies; rather it’s intended to be a friendly and educational workshop.

I asked this question of the first attendee, who began with “This is tough. I guess I’d answer by saying…”

Oh no, I thought, there is no narrative allowed, just answers. I predicted this would be a long morning.

The next person was no better prepared for the question than the first. She began by talking about where she lived and upon seeing the look of disapproval on my face, she said, “I’m not doing this right, am I?”

At this point I called a time-out. I was noticeably perturbed—uncharacteristic of me in a workshop. I regained my composure and said, “No, you’re not. Look, here’s what I want. You have to focus what’s important at an interview, which isn’t talking about your personal information. It’s about telling the interviewer about experience, skills, and accomplishments. And it’s about telling the interviewer information that is relevant to the job for which you’re applying.

“But since you’re not applying for an actual job, your answer today will be more general. I want to hear about your previous position and maybe one before that. What were some of the outstanding skills you demonstrated? I’d like to know about some outstanding hard skills. Give me an accomplishment or two. Wrap it up with some strong adaptive skills, such as the energy and enthusiasm you demonstrate in your work.”

They were taking notes while I was talking. The person who prompted me to explain what was expected in the answer regained her composure and started afresh. She did beautifully in all aspects of her delivery.

One of the participants brought up another one of my workshops she had attended called Personal Commercial and how it would be helpful in answering this question. I agreed, telling them that in this workshop they would write a commercial, recite it to their peers, and then get some valuable feedback.

Another said that maybe Personal Commercial should be a prerequisite. They all agreed. From that point forward the remaining six nailed the question like pros, which is what they are. They just don’t know it.

I Need Your Advice

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A colleague and I mentioned awhile ago that it would be a cool idea if I started a blog for my organization, a blog about job search tips. I have one problem with this idea. Or maybe two. My first problem is that I can’t talk about my family who include my outrageously funny and insightful son; my middle child, a quiet yet personable daughter; and my eldest daughter, a smart and engaging character. I also can’t mention my beautiful and intelligent wife who keeps me on my toes and tells me to look for things, even though she knows where they are (see my blog, It’s an Employer Thing).

Why is this important to me, you may ask. Simply put, my family is everything to me, and I like to write. So combining these two values, it makes for some entertainment and, hopefully, some learning value to people who read my blog.

So instead, I’ll probably write about something mundane like 5 tips to creating a successful résumé. Now who says there are only 5 tips? There could be 7, or 10, or 50. This all depends on who you ask. Not for nothing, but I have been following a discussion on LinkedIn where one person says every résumé should be targeted, while others say targeting a résumé to each and every job will only cause confusion. The jobseeker instead, it’s argued, should write one résumé—or two at the most—and tweak it to fit the values and key words the employers require. So, how can there be 5 outstanding tips on how to write a successful résumé when two people can’t agree on the positioning of a résumé?

I might also write tips on how to create an effective LinkedIn profile. Already I see a problem with this. I hold dear the value of the Summary section on LinkedIn, believing that it should be written in first person with the personal pronoun “I.” But there’s also something to be said about writing the profile in third person, if…the person is accomplished, as in an author or actor or comedian. The other thing about a LinkedIn profile is that no one can come to an agreement as to what the most important component of the profile is.

  1. Is it the Snap Shot which includes one’s name and title? Think key words and stunning photo.
  2. Is it the Summary? You know my feelings on this.
  3. Is it the (Work) History?
  4. Is it the Specialties section, which is really part of the Summary?
  5. Is it the Honors and Awards section, or the Recommendations, Blog, Website, Reading List…?

I’d write about Career Networking, of course. On this topic I’ve come to the conclusion that networking is a lot easier than people say it is. You’re told to get out to networking events and shake hands with folks, look them in the eyes, collect business cards, deliver your personal commercial, be sure not to spill your drink, etc. I see it differently. I think networking is a natural progression that is done best in informal settings. In fact, the majority of job opportunities are gained through acquaintances. I think people are far too uptight about networking than they should be.

Salary negotiation would be another topic on which I’d write. I honestly believe that all the advice in the world gets thrown out the window when push comes to shove. We’re supposed to avoid the issue as best we can by first deflecting the discussion altogether, then asking the employer what her salary range is, then telling the employer what our range is, and finally stating an exact figure. Most people I’ve spoken to have gone directly to stage 4. Another thing about networking is that the goal for the jobseeker is not to “beat up” the employer, as one would a car salesman; rather it’s to come to a “win-win situation” where the deal is only sealed if both parties are happy. This, to me is the major theme.

I couldn’t forget interview techniques. Now how do I break this down? Do I talk first about traditional interviews, followed by behavioral interviews? The two are very different but are usually combined. I run a workshop called the Complete Interview Process, which combines the two types of interviews for this very reason. What great folly it would be to draw an analogy between interviewing and interrogating one of my kids, only to end by saying, “Hey, it’s really not that bad, Mr. jobseeker.”

I suppose my second problem with writing a blog for my organization is that I’m way too literal in my views. In MBTI speak, I’m what’s called a Sensor—yes, I know, there are only Introverts and Extraverts—which means I see things as black and white. So, if there are a number of outstanding tips for writing a résumé, there has to be a specific number. Five, 10, 15, 20, 23, 33, 44, 55….There are different opinions on every aspect of the job search, I realize this; but I like things nice and neat. LinkedIn, Career Networking, Salary Negotiation: they’re all very complex, messy topics that can’t be covered in one sitting. As far as I can see, no one agrees 100% on any of this, and in my world, this concerns me.

I know that as I look at my bobblehead collection Dwight Schrute is the man, not Michael Scott, Jim, Pam, Creed, or Andy. You may disagree. I guess I’ll just have to bite the bullet and tell it how I feel the career search should be conducted. But it would be really cool if I could draw comparisons between The Office and Things Career Related.

Let’s Get Serious about How We Appear

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Over the years, people have talked about self-branding as something we purposely do to distinguish ourselves from others. I believe this to be true. Whereas some have referred to branding as simply behaving in a favorably consistent manner, it amounts to much more than that. Although branding must not seem contrived, it’s a mistake to assume that it takes no conscious effort. This misconception will lead to wasted effort, albeit small, and cause one to abandon future branding efforts.

Branding is a conscious effort businesses and people make to set them apart from the norm. Businesses that are maintaining the status quo or jobseekers who are seen as average, are failing in their efforts to brand themselves. Do we have to live by a five second statement that defines us, constantly repeating a rehearsed mantra wherever we go? No, but we have to know how to present ourselves in all situations and at any moment. In other words, we have to be on guard at all times.

I recognize the serious jobseekers who understand what branding is. They come to our urban career center with their branding statement written prominently across their chest. I’m reminded of the occasional jobseekers who are well dressed in business casual, and sometimes wearing a tie; for the women, a nice blouse and slacks. These are the ones who understand the importance of always looking their best, because at any moment a potential contact will be in their midst. Even at an urban career center. They’re the ones I look at and think, you won’t be here soon; there’s a job awaiting you.

There was a former customer named Al who branded himself with business cards, a name tag, and stationary which were identical in appearance–his concerted effort to brand himself. Although he had been out of work for a year, he found a job shortly after coming to the career center. He maintained a pleasant demeanor and a can-do-attitude. (During an honest moment, he and I talked about what a complete bummer it is to be out of work; but in an instant Al went back to being Al. Pleasant as ever.)

Branding reaches into everything a jobseeker does. It’s evident in her entire marketing campaign. Her résumés, cover letters, LinkedIn profile, networking, telephone techniques, and finally the interview are all part of branding.

So to say it’s subconscious, just as natural as can be, is to deny branding the respect it deserves. When we see the red hue on the television, we realize it’s a Target commercial even before those familiar bulls’ eyes hit the screen. The international swoosh of course symbolizes Nike. The eerie fluorescent streaks of liquid running down an athlete’s face are none other than Gatorade. We don’t need to see the names of these companies to realize who they are; their logos and images are enough. 

Jobseekers may not have the immediate impact of a Target or Nike, but they need to think more in terms of conducting a successful business marketing plan and think that branding is serious business.

A Strong LinkedIn Profile and the Answers Feature Go Hand in Hand

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Do you have an outstanding Linked profile? Are you working on improving it? Or is it blank and forgotten? If the answer is the former, I salute you. Even if you’re making daily strides to make it better, there’s hope for you. On the other hand, if your profile resembles something found in the attic and needs to be dusted off, then close down your account. That’s right, close it down. The miniscule space you’re taking up on the Internet is too much.

A vast majority of LinkedIn.com aficionados will concur that the most important investment you must make in your LinkedIn involvement is your profile, as it presents you as a serious jobseeker and business leader. Your profile is essentially your most potent online branding tool and how people measure your accomplishments, based on a number of components: Photo; Summary; (Work) History; Education; Interests; Recommendations, Connections; and some extras like a blog, website, reading list, slideshow, and more. Without an effective profile, you’re wasting your time and possibly hurting your chances of getting an interview or enhancing your business.

LinkedIn offers some pretty neat features that require a strong profile in order for an LI user to reap rewards from them. There are notable features like Jobs, People, and Companies search. But if you want to utilize any of these features, such as apply for a job on LI, locate a long-lost person, or network with someone at a particular company; a terrible profile will get you about as far as the front door. Consider visiting an LI member’s profile and seeing a blank page. Would you, as an employer or just a curious visitor want to contact said person for an interview or join her network? The answer is a resounding NO. Further consider that your main objective is to network with as many quality contacts as possible. This applies to business people as well as jobseekers. Poor profile, small quality network.

Many LinkedIn members see Groups as very valuable feature and have joined as many as 50 various groups. (I know this is true because 50 is the limit, and people have complained that they can’t join more.) Still, when people in your groups see profiles without cause, they won’t want to network with those people. Do you want to be excluded because your profile is deemed unacceptable? An incomplete profile indicates lack of both conviction and effort; it yells, “I don’t care how I present myself either for business or for a job search.” So what value would you be to someone in your groups if your profile is poorly done? It’s as though a person is guilty by association for connecting with someone who has a shoddy profile. No serious LI member wants this.

There’s one feature on LinkedIn that has drawn my attention, one in which I participate a great deal. This is the Answers feature, which can be found under the More link. The idea is for LI members to ask questions related to a particular category or subcategory, such as Education, Job Search, Project Management, Technology, and hundreds of others. Other LI users who see the thousands of questions asked a day have the opportunity to answer them. Mainly I participate because I enjoy writing and like to think that some of the information I impart is helpful to those asking questions. Question like: What is your idea of a great vacation? are ones I steer clear of.

Oddly enough, posting a question draws a lot of people to your profile because in order to answer some questions, it behooves the respondents to check it out. Some questions are meant to specifically draw LinkedIn members to a poster’s profile. For example, a question I answered once read, “How would you rate my profile from 1-10?” When he drew me to his profile, I could have been compelled to invite him to my network. In this case, the poster’s profile was weak at best. My answer wasn’t scathing, but I was honest. I think I rated it a 5 out of 10. Needless to say, I wasn’t tempted to invite him to my network.

I asked a question a month ago that I hesitated asking but one that garnered some great answers. It read, “If you read my profile would you contact me?” Not only did I receive some valuable advice, particularly regarding my Name and Title, I received a business opportunity…on which I have yet to follow up. If my profile were lame, sloppy, cruddy, terrible, inexcusable, a waste of everyone’s time—I wouldn’t have prompted such great answers.

LinkedIn’s Answers feature occupies much of my time. In other situations, I might be visiting Companies or Jobs, or searching for People or Groups. I fancy Answers, but I believe in the value of a good profile to both assist in answering questions and receiving great answers to my questions. If you want to utilize the best features LinkedIn has to offer, put some effort and care into your profile. People everywhere are looking.

Take Your Networking Seriously

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I love reading career search blogs from people who make sense and speak to readers in an honest, no nonsense way. Duncan Mathison, Unlock the Hidden Job Market, is one of those authors who makes us see things in a clear, concise way. He makes sense.

In his blog article, “Networking? Make Them G.L.A.D They Met You,” he talks about running a successful informational meeting. “’Always make a great first impression,’” he writes, “I hate job search advice like this.”

So do I. What does this mean really? To me it means don’t spill your cheese platter at a networking event held in a stuffy restaurant. Or forgetting the name of someone you just met a few days ago, and let them know it by just saying “Hi” with a blank look in your eyes. People know when you don’t remember their name.

It’s said that at an interview an employer might make his/her hiring decision based on the first 30 seconds to three minutes of meeting you—it depends on who is interviewing you. What Mathison is talking about is a networking interview, or better known as an informational interview, or my preferred way of saying it, an informational meeting.

So what does this G.L.A.D acronym mean? To paraphrase Mathison:
G stands for having a good meeting. This we can assume is the most important piece of the whole process. Ask intelligent questions about the job and company. Take notes. Don’t ask for a job; rather ask for additional leads. Impress the person which whom you speak. But this is by no means the only piece of the G.L.A.D process.

L stands for less than a 24-hour response. Which means getting back to the person with whom you interviewed within a day. Send a thank you by e-mail and recap the interesting conversation you had. Show your gratitude; after all, he or she was doing you a favor.

A stands for taking action. Let the person know how your job search is going. He/she will be interested, generally concerned. Keep the person in your loop. Have you contacted the leads you were given? Did they amount to anything? People want to know about your progress.

D stands for doubling  back. If your initial meeting resulted in a subsequent meeting, be sure to thank the person for the referral. Like, “Thanks for the referral to Jan, Bob. The meeting went extremely well, and I was able to get more referrals. Things are picking up.”

The last three letters look like courtesy on the surface, but what you’re really achieving is keeping your newly developed network alive. Follow up is essential in networking. As Mathison says, “…networking contacts are gold and good ones are hard won.” If you’re going to put in the hard work of arranging and conducting the informational meetings, do things right at the meeting and also with your follow up. For a great lesson on follow up, read Keith Ferrazzi, Never Eat Alone.

Someday I’ll make an attempt at paraphrasing Ferrazzi’s outstanding book on business networking.

Bob McIntosh

Is There Anything Wrong with Us?

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As a card carrying Introvert, I’m wondering what the big fuss is about preferring introversion. There are a plethora of self-help books, including those written by two of my well-respected contacts Anne Ancowitz, Self-Promotion for Introverts; and Jennifer Kahnwieler, The Introverted Leader: Building On Your Quiet Strength. These books are excellent reading and give us I’s the encouragement we purportedly need to succeed in the workforce; but I’m wondering are books like these necessary for the survival of I’s.

Where are the books for the E’s? There are certain undesirable traits these folks have that make succeeding in the workforce challenging, I’m sure. Yet E’s seem to have the upper hand over I’s. Let’s stop to consider some strengths the I’s demonstrate.

Experts tell us that Introverts prefer writing over talking, whereas Extraverts prefer talking over writing. I find this generalization offensive (I find all generalizations offensive). It implies that the I’s find it difficult to verbally communicate. Here’s what I tell my MBTI workshop attendees: I’s aren’t doomed to an existence of silence. We may find attending events crowded with strangers a bit uncomfortable; but we are witty, intelligent, and can talk up a storm when necessary. Afterwards we’ll need some time to recharge our batteries. The E’s are masters of small talk and working the room; but I wonder if they may talk too much.

The Introverts are excellent listeners. We give people time to talk and are earnestly interested in what they say. I don’t know about you, but I enjoy being in the company of people who listen to me when I talk, people who value my thoughts. It hasn’t been said that the Extraverts are good listeners. Don’t get me wrong; anyone can modify their behavior to suit the situation. I recently talked with an E who said she works hard to let others talk—it takes effort on her part. I couldn’t help but thinking if she was listening to me while all along thinking about her next words.

Managers are trained to lead company meetings that include the Introverts in the discussion. They are told not to let the Extraverts dominate a meeting because the E’s have a tendency to talk frequently, often in order to formulate their thoughts and share their ideas. This is evident in the meetings I attend, where the E’s seem to talk just to hear themselves talk. Unfair accusation, I know. On the flipside, the I’s are accused of waiting too long before they make their contributions. This is the general consensus, which I think is pure malarkey. We simply don’t want to compete with the loudmouths that feel they deserve the stage. Nonetheless, managers are told to call on the I’s or, if need be, speak with them afterwards to get their points of view. I think it’s too late by then. Maybe it would be best to give the E’s their 5,000 words and let us I’s have our 2,000 words. That’s all we need.

We Introverts really appreciate the self-help books. We don’t feel insulted when well-meaning experts want to help us in the workplace and network for jobs. But I, for one, wonder if there are any good books on how the E’s can function better in the workplace. If you know of any, let me know. I’d be interested in reading one.