Tag Archives: Career Search

7 wasted networking opportunities that hurt your chances

At formal networking events there’s usually a “needs and leads” session, where participants can mention companies in which they’re interested. They ask if their fellow networkers know anyone at those companies. That’s the needs part.

Men Networking

The leads part is when their fellow networkers shout out the names of people they know at said companies. Or they say that they’ll talk with the person, who has needs, at the end of the networking event. This brings me to the first missed opportunity.

Not asking for leads

At a recent networking event I was leading at our career center, I asked if anyone had any needs and leads. This was after our guest speaker had finished her presentation. No sooner had I made the announcement, many people rose from their chairs and headed for the door.

For those who remained, I told them this was their chance to ask for leads. A few of them mentioned companies in which they were interested. And a few of the attendees offered some leads.

This is a classic example of job seekers who don’t know the companies in which they’re interested. They haven’t done their research, haven’t created a list of 10 or 15 companies they’re targeting. Or maybe they’re afraid to ask for help. In either case, this is a missed opportunity.

Not approaching the guest speaker

I mentioned we had a guest speaker. If the guest speaker is someone who works for a company on your target list, you must wait around at the end of the event to grab a few minutes of their time. Let’s call this Company X.

Make your intentions clear that you’re very interested in Company X and the role you’re seeking. The speaker might not know if Company X has an opening or plans to hire someone for your position, but that’s okay.

Kindly ask if you can leave your resume or, better yet, personal business card with them for future consideration. Ask for their company business card, as well. And don’t forget to ask if you can connect with them on LinkedIn.

If all of this seems too forward, keep in mind that people who attend networking events, participants or speakers, know the purpose of the event—to network. How you deliver the ask is important. You must come across as polite and sound as if you don’t expect anything.

Not approaching people with whom you should speak

Research the people who will be attending. If possible, find out if there will be contacts or potential contacts at the event. You might want to arrange to meet people of interest at the event. As well, you can inquire from the coordinator of the event who will be at the event. This is particularly a smart move for people who are uncomfortable going to networking events.

The events I lead at our career center always begin with people delivering their 30-second elevator pitch. This is the time when you write down each person’s occupation, so you can approach them near the end of the networking event.

Here are some other tips:

  1. Make sure you’re wearing a name tag for easy recognition.
  2. Approach the people with whom you want to speak in a friendly manner.
  3. Be prepared to provide information or leads for them.
  4. Be willing to deliver your ask…politely

Not including other networkers in a group conversation

I see this all the time. A group of networkers excluding others from their group. I find it incredibly rude and a possible missed opportunity. For example, at one of my networking events I see a group of people having a lively conversation. I know that one of them might be interested in a position we’re trying to fill at our career center.

I wait patiently. I try to make eye contact with one of them. Still waiting I get no love. I walk away and move on to an individual who is standing alone and appearing uncomfortable. She’s happy to see me, as I’m the facilitator of the event.

I’ve also seen this at larger events. A good group facilitator will walk with the person to a group of clueless networkers and introduce the hesitant person. The facilitator will break the wall and force the group to include said person. This should not have to happen.

Not bringing your personal business cards to the event

In my opinion, if you leave your personal business cards at home, don’t go to the event. It’s that simple.

Hopefully this article will encourage you to create a personal business card: 7 reasons why you need personal business cards and 7 facts to include on them.

Not dressing for success

It’s not necessary to dress to the nines when you go to a formal networking event, but you should at least wear casual work attire. I’ve seen people wear Tee-shirts and jeans to events. This might have been appropriate attire for where they worked, but it’s not appropriate for a formal event.

Not dressing for success shows a lack of professionalism and respect to other members of the networking group. I say this because I feel disrespected when I hold an event and people wear their Saturday home gear.

For the most part, I see networkers who dress very well. Some will appear in a suit, which is overkill, but others will wear nicely pressed shirts, blouses, slacks, or skirts. This says to me, “I know why I’m here, and I’m ready to get down to work.” They get it.

Keep in mind that a potential employer might be in the room, and they might have to hire an employee in the future. Who’s going to leave a positive impression in their mind; the people who’ve dressed to impress, or the ones who’ve shown up looking like they’re going to mow their lawn.

Of course, not following-up

Here’s where many people drop the ball; they don’t follow-up with the people with whom they’ve had a great conversation. The words of my friend and founder of a networking group, Kevin Willett, ring in my ears:

If you don’t follow up, it’s like you were never there.

So true. You must follow up the next day (Monday if it’s a Friday event) with a phone call or email. And you must persist for a couple or three times at most. If you don’t get a response, the message is clear; that person was never serious to begin with.

Here’s where you need to practice etiquette. If you reach said person, ask them if they would like to meet for coffee (your treat) or have a phone conversation at their convenience.

Here’s the thing; people like me would rather speak over the phone than take more time to meet for coffee. There are others, however, that like the face-to-face interaction. Tell them that you respect their time and will talk anywhere they’d like.


Missed opportunity at networking events can mean the difference between landing a job and not. Let’s recap on what you should do:

  1. Ask for leads
  2. Approach the guest speaker
  3. Approach people with whom you need to speak
  4. Include others in your group conversation
  5. Bring your personal business cards to events
  6. Dress for success
  7. Follow up

Photo: Flickr, International Railway Summit

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8 stereotypes interviewers have of older workers

I have the privilege of working at an urban career center where the average age of our clients is 53. Given that the Age Discrimination in Employment Act of 1967 protects workers 40 years of age or older from discrimination based on their age, you could say our clients are primarily “older workers.”
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For older workers, the job search can come with many additional challenges. Sadly, many interviewers hold misconceptions about older workers, their abilities, and their demands. This is unfortunate, as it leads to many perfectly qualified older workers being passed over simply due to their age.

Here are eight common misconceptions that many older workers face when searching for work:

1. Older workers are overqualified

Sometimes, this may be true – often, however, it isn’t. Furthermore, when interviewers assume an older worker is overqualified, they may be ignoring the worker’s desire for their own career.

Some of my clients tell me they’d be bored if they took a job for which they were overqualified. I tell them not to apply for such jobs.

On the other hand, there are some older workers who simply want to move into lower-stress roles. One of my clients told me he no longer wanted to deal with the day-to-day tension he faced during his 20 years as an executive program manager. Now, he works happily as a business developer for a local plumbing business.

2. Older workers expect higher salaries

Many older workers have reached the pinnacles of their careers and, thus, they tend to earn high salaries. However, many older workers also face different financial situations at this stage in their lives. They no longer have mortgage payments, college tuition is paid off, and their children have flown the coop.

As a result, many older workers have little problem adapting to lower salaries. Perhaps they’ll have to downgrade from a Lexus to a Honda Accord, or forego their third vacation in the Alps. For many older workers, this isn’t a big deal.

3. Older workers won’t work as quickly as younger workers

Sure, older workers might not be able to finish an assignment as quickly as their younger colleagues. They probably won’t spend weeks putting in 12-hour days, nor will they gather around the ping pong table to boast with coworkers about staying later than the “old fogeys.”

But do you know what they will do? They’ll work meticulously to complete a project right the first time. Older workers will work smarter, not harder. They won’t make as many mistakes, because they won’t rush.

4. Older workers are trying to steal the interviewer’s job

A common complaint of my older clients is the lack of knowledge many hiring managers demonstrate. These older workers might have 20 or 30 more years of work experience than their younger hiring managers, so it makes sense that they would know more than the person interviewing them does.

However, my older clients also say they simply want to be hired for the job for which they’re applying. They’re not interested in taking the hiring manager’s position. Some of them simply want to step back and rid themselves of management responsibilities altogether, or they want to mentor younger workers.

5. Older workers aren’t dependable

You’re mistaken if you think older workers will miss work more often due to illness, child care, and any other reason. Older workers have strong work ethics and senses of professional dedication, both ingrained in them throughout the courses of their careers.

My father worked six days a week, and I try to emulate his work ethic. I arrive early, even though I don’t have to, and am willing to stay late if necessary. Enough said.

6. Older workers can’t solve problems

Many older workers have experienced loss. In some cases, they’ve lost loved ones or jobs. They’ve had to adapt to adverse situations in real time. They know how to put out fires.

The ability to adapt to adverse situations makes older workers natural problem solvers. They think calmly under pressure because they’ve seen these problems before. They have learned from their mistakes and are less likely to make mistakes at work.

7. Older workers are lazy

A common misconception younger interviewers hold is that older workers are just biding their time until retirement comes. The fact is that if the work is stimulating, older workers will work for years beyond retirement age.

One of my colleagues is beyond retirement age, yet she says she’ll work as long as she can because she enjoys the responsibilities and the people with whom she works. Trust the older candidate when they say they have no plans to retire soon.

8. Older workers aren’t team players

Older workers have more job experience than younger workers, which tends to mean they also have more developed emotional intelligence (EQ). They understand their own limitations and the limitations of their teammates. They know when to pitch in, when to take direction, and even when to act as a mentor.


Younger interviewers, when you’re interviewing an older worker, don’t judge them before getting to know them. Keep in mind the misconceptions I’ve explained above. Prove to be the better person.

Am I saying you should hire an older worker simply because of their age? Of course not. Just give them a chance, as you would for any other worker of any other age.

This post originally appeared in Recruiter.com

6 Areas on your LinkedIn profile you should optimize in 2019

If you’re wondering how an optimized LinkedIn profile will help you in your job search, the answer is simple: Your profile needs to be found by hiring authorities (recruiters, hiring managers, and human resources reps). These people can’t find your profile unless you utilize search engine optimization.

linkedin-alone

Hiring authorities approach LinkedIn similarly to the way they approach their applicant tracking systems (ATSs). They search the site for certain keywords denoting titles and areas of expertise. To be found, you must show up in the first 4-6 pages of search results, lest you be overlooked.

Let’s consider the following scenario: A hiring authority is searching for a finance manager with expertise in data analysis; advising senior managers on how to maximize profits; business analysis; forecasting; supervising employees responsible for financial reporting; and legal compliance. A Masters of Business Administration (MBA) is preferred, although not required.

If a given finance manager wants to be found by the hiring authority in this scenario, their LinkedIn profile must contain their title and area of expertise. Furthermore, this information must be listed in all areas of the finance manager’s profile in order to maximize their chance of being found. This information can be worked into the finance manager’s profile through the use of keywords.

Areas on Your Profile Where Keywords Count

1. Your Name

This area is valuable real estate, as it is weighed heavily in searches. Any certifications or degrees you hold should be included alongside your name, as they will indicate your experience and expertise. So, our finance manager would list their education, “MBA,” after their name.

2. The Headline

This area should be rich with keywords, and it should brand you for your occupation and industry.

Using our financial manager as an example, their headline would read as:

Finance Manager ~ Data Analysis | Business Analysis | Forecasting | Legal Compliance | Maximizing Profits | MBA

Note that you only have 120 characters – including spaces – to work with in your headline. The above example uses 113 characters.

3. The Summary

Your summary should not be brief. Writing a brief summary prevents you from including all the important keywords we’ve identified. In the case of our finance manager, they would want to repeat “finance manager” and the areas of expertise mentioned in the headline above as often as possible.

Note that you have 2,000 characters with which to work in your summary. Something to keep in mind is that visitors only see the first two lines of your summary, unless they select “See more. Read: The 39 most important in your LinkedIn profile summary

4. Experience

The experience section is often overlooked, which is a huge mistake. Each entry in the experience section contains two factors that need to be considered: the job title and the position description.

Our finance manager’s official title is “finance manager” at ABC Company. While this is an accurate title, it doesn’t show their full value. The finance manager should instead list a title similar to their headline. However, you only have 100 characters here, so you have to be more selective. Our finance manager’s title might read:

Finance Manager ~ Data Analysis | Business Analysis | Forecasting | Legal Compliance | MBA

Here, the phrase, “maximizing profits” was removed. “MBA” could be removed instead, but the designation is more important for our finance manager’s purposes.

While the position description must above all else show the candidate’s value by listing accomplishment statements with quantified results, it is also an area on your LinkedIn profile where you can utilize a great deal of space. You have 2,000 characters here to repeat your title and areas of expertise. Don’t squander them.

5. Education / other sections

The education and other sections are also in play. What many people fail to realize is that they can add narratives to their education section. Yes, you’ll list your institution of learning and location (no dates of graduation), but you can also provide some background information.

Our finance manager might tell a story like this: “I fell in love with accounting and other areas of finance on my way to earning my MBA. Of particular interest to me were data and business analysis. I was given the opportunity to learn these skills during an internship at ABC company, which is where I am now employed.” Notice how this narrative employs the right keywords!

You can also benefit from keywords in the featured skills and endorsements sections. Your skills are counted, and some say the number of times you’re endorsed for them increases your ability to be found.

Other considerations when optimizing your LinkedIn profile

Loading your profile with keywords isn’t going to be enough on its own. Being found by hiring authorities also depends on how many people you’re connected with, as well as who your connections are. In addition, engaging with your connections will increase your chances of being found. Read 3 reasons for your LinkedIn success.

Outside your LinkedIn profile

Highlighting your LinkedIn profile on business cards, resumes, links from other social media can further optimize your profile.


Next week, we’ll explore LinkedIn profile optimization further by looking at how to properly connect with other LinkedIn members.

This post originally appeared on recruiter.com.

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

4 reasons why the applicant tracking system is ineffective

My wife has an ongoing argument with Amazon’s Alexa. “Alexa, play WBUR.”

“I don’t understand your question.”

“No, Alexa….Play WBUR….Alexa, play WBUR.”

“Playing a station from Boise Idaho.”

“Argh.”

alexa

As I watch this interaction, it demonstrates how technology and humans don’t always jive. This transaction between my wife reminds me of how the applicant tracking system (ATS)—of which there are hundreds—doesn’t work for the following reasons.

People are only human

No matter how hard I try, some job seekers don’t send résumés tailored to specific jobs. Instead they send generic résumés to every job, exclaiming in aspiration, “Why don’t I get interviews? I’ve sent hundreds of résumés and gotten no interviews; not even a phone interview.”

For years I’ve been preaching to job seekers that keywords are the trick with the ATS. I tell them that they can identify keywords from the job postings by using software as simple as http://www.tagxedo.com or http://www.wordle.net to create word clouds, and then do the same to compare their résumés to job postings. Or they can use a more scientific method using http://www.jobscan.com.

Take the time to dissect the job post to understand the required major requirements and skills. Modify your Branding Headline, Performance Profile, Experience section, essentially everything to fit the job post.

The ATS is not human

The ATS can’t do human; it doesn’t know you as a person who has so much more to offer than the requirements for the job at hand. It is designed to do one thing: parse résumés for keywords. Only if your résumé contains the keywords—and density of them—will it be delivered to the hiring authorities who will read it.

Learn more about the ATS by reading 8 things you need to know about applicant tracking systems.

The ATS is so exact in the keywords for which it searches; there is no room for error. It doesn’t  digest the following words (in bold) in this sentence written by a job seeker: “Demonstrate organizational skills by coordinating events that garnered 98% participation from municipality constituents.

It recognizes the following words (in bold) from a job posting: “Must coordinate events for functions that attract an extremely high percent of participants. Candidates must be extremely organized

Here is where the job candidate fails in matching the three keywords.

  1. coordinating doesn’t equal coordinate.
  2. participation doesn’t equal participants.
  3. Organizational doesn’t equal organized.

The ATS promotes a failing system

The ATS is brilliant because it eliminates as many as 75% of hundreds of résumés submitted for one job. This makes hiring authorities’ lives more manageable and keeps them sane. Most large, and many midsize, companies use applicant tracking systems. One source rates the top 99 applicant tracking systems.

For years we’ve realized that the hiring process is deficient in various ways. When human meets machine, the process fails. You submit your application through an ATS, which does a great job of rating your résumé among others (remember keywords).

However, if your résumé doesn’t meet the ATS’s criteria, you’re out of luck for that job. What the ATS can’t determine is perhaps the most important aspect of a candidate’s potential, emotional intelligence (EQ). The ATS focuses strictly on the skills stated on your résumé; it does not sit across from you in an interview.

The ATS also delivers unqualified people to interviews. This might be attributed to career developers, such as myself, who advise job seekers on how to get by the ATS. (Surely not all people who can play the ATS game are unqualified.) The ones who are unaware of mechanics of the ATS, are being passed by for less qualified people.

The ATS perpetuates job boards

Job boards are chum line. If you’ve ever gone deep-sea fishing, you know what it means to use chum line. Scraps like squid, clams, fish parts, and basically anything that would attract large fish are thrown overboard. The bait attracts any fish who happen to be near the surface.

Hiring authorities reason that they might not get the perfect candidate, but there are job seekers out there who are qualified enough. In other words, what they don’t see, they won’t miss. This thinking is human nature, but it is also faulty.

The ATS allows employers to accept more résumés, convinced the most qualified candidates will be presented to them. Further, the résumés that don’t pass the ATS the first time will be stored for future perusal. Hiring authorities will have a trove a future candidates to look at. This is of no solace to job seekers who need a job now.

The job board’s success rate ranges from 2%-10%. The marriage between it and the ATS is a perfect union.


Friend or foe, the ATS is no better than Alexa. My wife eventually taught the machine to find the radio station she desired, but it took some teaching and frustration. Will the ATS be smarter? Will it be more human? More intuitive? If Alexa is any indication, there might be hope.

Photo: Flickr.com, Victor Gonzalez Couso

6 interesting ways you can find your alumni using LinkedIn’s “See Alumni”

I’ve been working with a gentleman who is interested in enhancing his LinkedIn strategy. One questions he had for me was with whom should he connect.  I suggested that he connect with those in his occupation and industry, as well as people in companies for which he’d like to work, and then I pointed him to See Alumni.

Home_UMassAlumniInAction_1400_636505033912274809

 

Alumni? you may wonder. Yes, alumni. It makes perfect sense. Think about the bond you have with the people you went to school with, even if you never met them. There are things you probably experienced during the four years of your education, such as frequenting the same sports bar, getting chased by the white swans from the campus pond, cheering for your school’s basketball team, surviving the blizzard of ’87.

If you haven’t taken a look at See Alumni, which you accesse by typing your school’s name in the Search field, you should see what kind of information you can gather and the potential of connecting with your alumni. I’ve gathered some telling information about my alumni. I’m focusing on my 2nd degree connections.

LinkedIn allows me to filter my alumni by six categories. Below is the first of two pages of See Alumni:

See Alumni 1

1. Where they live

In the United States the majority of my alumni live in the Greater Boston area (4,821), which makes sense. I also live in the Greater Boston area and choose to connect with people who are local. Only 671 of my alumni live in the Springfield, Massachusetts area. This also tells me there’s more industry in eastern Massachusetts.

2. Where they work

If I’m wondering where my alumni work, I see that 201 of them haven’t strayed far from home. Most of them work at my alma mater, while the 46 work at Fidelity. I pointed out to my client that if he clicks “See More,” he’ll see many more companies, along with other filters.

I also tell him that this filter is a great source of information, especially if he has some companies in mind. His alumni can be allies in his job search.   

3. What they do

Of my alumni connections 1,649 are in business development. And at the bottom of the truncated view are 886 people in Entrepreneurship. I recall looking through my See Alumni feature and noticing that I’m connected to many engineers, even if they’re 2nd degrees. This filter can be a good indication of the relevance of your network.

The second page of See Alumni provides the following information.

See Alumni 2

4. What they studied

Economics, Psychology, and Business Administration seem to be the choices of majors of my 2nd degree connections at my alma mater. My discipline, English Languages, is seventh on the list. Mechanical Engineering is seventh. Dad always told me not to be an engineer. Not because it’s a lousy occupation; but because I’d make a lousy engineer.

5. What they’re skilled at

My alumni are more skilled at leadership (2,831) than business development, which is hidden, (1,342). If I fashion myself skilled at public speaking, I’m in the company of 2,194 others who share this skill.  Social Media stands at 1,902. Four years ago it was at the bottom at the list at 556. This is an indicator that social media is exploding.

6. How you’re connected

Four years ago my 1st degree connections stood at a mere 32. Now I have 159. My second degrees have grown from 4,521 to 7,311 in that time frame.

What does this all mean?

This has been a fun exercise for me in terms of discovering where my alma mater live and work, what they do, etc; but the power of this feature lies in identifying specific people with whom you’d like to connect. No matter what your age is, this is a feature you should be using.

If you enjoyed this post, please share it.

Photo: UMass.edu Almuni

3 ways to show employers what you CAN do in the future

You’ve probably heard the saying, “Employers don’t care about what you’ve done; they care about what you will do.” If you haven’t heard this, rest assured it’s the truth.

futuredoors

By conducting multiple interviews—including phone, one-on-one, group, Skype, you name it—employers are trying to determine how you can save them money, improve quality, increase revenue, improve productivity, and help the company in other ways.

Employers believe that if you’ve achieved multiple accomplishments relative to the position, you will repeat similar accomplishments. On the other hand, if your accomplishments are not relevant, you’re applying for the wrong position.

But it’s not only about the relevant accomplishments you’ve achieved. There are other factors that come into play when convincing employers that you’ll be valuable in the future. So what will you have to do in order to convince employers of your value?

1. Have the proper mindset

The first step in convincing employers that you’ll perform for them in the future is having the proper mindset. People who lack this mindset are like former jocks who talk about his glory days in high school. They are stuck in the past.

More importantly, people who lack this mindset can’t envision what they can do for companies in the future. They can’t see the big picture.

I recently gave a group of job seekers the challenge to tell me what their legacy will be from now until 2027; in other words, what will they have accomplished after 10 years. I asked them to think big picture.

A member in the group said one thing he will do is increase revenue by developing relationships with value added resellers (VARs).

I naturally asked him how he knows this. He told the group that he did it twice in the recent past and there’s no question that he’ll do it in the future. He spoke with confidence, knowing what he accomplished in the past can be repeated in the future.

Another member said she will improve communications for nonprofit organizations. She’ll coordinate events, manage social media, create content for the website. How, some of the group members asked. She’s done it in the past and is confident she’ll do it in the future.

2. Write about your future greatness on your résumé and LinkedIn profile

The language you use in your Performance Profile of your résumé is written in present tense because this is the section that initially states what you will bring to the employer.

Writing, “Consistently increase productivity more than 70% by implementing Agile methodology,” tells employers you’ll do this at their company. Whereas, “Increased productivity more than 70% by implementing Agile methodology,” doesn’t allude to the future.

You must also prioritize your statements by listing your outstanding accomplishments closest to the top of the résumé. The more relevant accomplishments you have on the first page is an indication of the value you’ll bring to the employer.

Notice the word “relevant?” Accomplishments that are relevant and include quantified results are an indication of future greatness.

Your LinkedIn profile Summary should tell a story of the passion you have for your occupation, as well as your value add. Because the profile is more generic and broader in scope than your résumé, you will include more recent accomplishments in the Summary. This is the first section employers will read, so make it pack a punch.

Heres a hint: the first line or two of your LinkedIn profile Summary should be a value statement, as the Summary of the new profile is truncated. You need to make the reader of your Summary want to read the rest of it.

3. Talk about your future greatness in interviews

Many interviewers are focused on the past; therefore, they don’t ask questions that ask about future success. It is up to you to provide answers that illustrate what you will do in the future. You must demonstrate that you are capable of future greatness.

You’re given the popular question, “Why should we hire you?” You must set the tone by delivering an opening statement that talks to the future.

Right: “I am a sales manager who consistently exceeds sales projections. I know you’re looking for the same performance, and I will deliver the performance you require.

Wrong: “I’ve been in sales for 20 years. My most recent job was as a manager.” The beginning of your answer doesn’t convey the fact that you are a sales manager and that you will exceed sales projections.

Many interviewers believe the best type of question is the behavioral-based, which gives you the opportunity to explain your past experience and how it will be repeated in the future. This is the premise behind this type of question.

What’s important in answering this type of question is assuring that your past behavior will be repeated in the future. Begin with a statement similar to, “Most recently, I performed (the following skill)…..” Then ending your answer with, “I will achieve the same accomplishments for you.”

Answer questions using behavioral-based ones whenever possible. Proof is what interviewers want to hear. Take the following traditional question.

“How do you define leadership?” Your reply is to say, “This is an excellent question. Can I give you an example or two how I’ve recently demonstrated leadership?” End your answer with, “Leadership comes easy to me, and I look forward to leading your finance team going forward.”


Using the what-I’ll-do-for-you-in-the-future approach in the job search can be particularly helpful for older job seekers who may falsely be judged as being past their prime.

From the conversation our job club had it is obvious that older workers can and will repeat what they’ve accomplished in the past, and perhaps more. Another member who said she’ll create transparency in the sales reporting process using CRM was convincing because she’s done it successfully in the past. As well, she spoke with confidence.

Photo: Flickr, cthoma27

3 reasons why job seekers should blog

My two daughters used to love writing. My oldest preferred expository writing, while my youngest loved dabbling in creative writing, primarily poetry that had taken on an inner angst slant. I loved reading their essays and stories. Proofreading and editing them was a pleasure.

Blogging2

My youngest daughter once asked me if I write. I told her that I do, and she asked if I write for work. This was a tough question to answer because I don’t get paid for blogging, but I see the doors it opens. Blogging is an investment in the future. How do you explain this to a 13-year-old kid?

Now, I tell my clients that blogging can be beneficial to their job search. I’m often met with reactions like, “Be real, Bob.” Here’s what I tell them about blogging for their job search.

Demonstrates your ability to write

If you enjoy writing and are particularly good at it, blogging gives you the perfect platform. Keep in mind that what you write will be read by people who hope to gain some advice from your writing, not your memoir or short stories based on your college years.

Enjoying the act of writing makes it easier to maintain a consistent schedule of posts. Start with one every other week and then increase them to a point where you are blogging once a week.

If you need trusted people to proofread your posts before sending them out, don’t be afraid to ask. Some of my clients have run their posts by me. My comments were usually: “You’re instincts are correct. Run with it.”

It enhances your brand

Blogging is one of many ways you can enhance your online presence. It demonstrates your expertise in your field, especially if what you write is educational and of use to your readers. This means you need to understand the needs of your audience.

I encourage my clients to blog to demonstrate their expertise. “Everyone in this room is an expert at what you do,” I tell them. This is true. From the purchasing agent to the nurse to the software engineer, they all have knowledge to share.

When recruiters, hiring managers, and HR read your posts, they’ll learn more about your expertise and personality than any résumé you write. Use your professional voice. Begin with a story, if you like. Just remember that the purpose of your posts are to educate your audience.

Also, keep your content positive; refrain from bashing former employers. This is one way to severely damage your brand. I’ve seen people submit negative posts on LinkedIn, which remain in the minds of LinkedIn users.

On the plus side, one of my clients went to an interview where the VP of marketing commented that he saw one of my client’s posts shared on LinkedIn. The VP was very impressed with my client’s expertise and offered him the job shortly after the interview.

It’s a great way to network

The third and final reason to blog is to network on social media like LinkedIn, Twitter, and Facebook. Provide links in your posts to other bloggers’ posts. They will receive a ping telling them you’ve done this.

Other ways to acknowledge bloggers is by sharing their posts with your LinkedIn connections, tweeting and re-tweeting them, commenting on them, sharing them in your groups, etc. These are all effective ways to develop and strengthen your network.

You’ll find that by supporting other bloggers you will receive some love in return. I wrote a post on the qualities of being a curator called To share is golden. This post illustrates how important it is to not only blog, but to share the work of others. I also listed who I consider to be great curators, and I add to the list from time to time.


So, how do you begin? A connection of mine listened to me bemoan about how I wanted to blog, until she told me to simply do it. After a year of putting it off I finally wrote my first blog with my free WordPress account. And now I consistently blog at least one post a week.

Don’t wait like I did to blog. And think of something that really interests you about your occupation. Don’t expect your first post to be a hit—although it may be. Be patient and stick with it.

You don’t have a WordPress account. LinkedIn makes it easy for first-time bloggers. You can “write an article on the platform,” precluding the need to open a free WordPress account (as I did). The mechanics are straightforward. On your LinkedIn homepage you select “Write an article” and take it from there.


I hope my daughters continue writing in their later years because it is rewarding to the soul. They are excellent writers who will someday make significant contributions to this valuable art. Who knows, maybe one of them will be famous for their writing. One can only hope.

Now read three more reasons why job-seekers should blog.

Photo, Flickr, domainermike