How to Social Network Like the Presidential Candidates (Infographic) from CareerEnlightenment.com

by Guest Writer, Heather Huhman

While becoming President of the United States isn’t your typical employment situation, even our presidential candidates know their success lies in networking. Although your dream job may not be in the White House (or maybe it is!), even everyday job seekers can take a page out of the presidential candidate playbook when it comes to landing their ideal position.

It’s true: In the presidential race, candidates use some of the same networking tactics that can help even regular ol’ job seekers on their search for employment. That means taking advantage of online resources like email, video, blogs, and social media to tap into the right networks. After all, some say Barack Obama won his first election off the back of social media–he hosted the very first White House Google+ hangout and revolutionized fundraising with the power of the Web. This year, Obama has sent out 600 emails in just the past three months alone, and Mitt Romney’s YouTube channel has already garnered 260 million views.

Job seekers everywhere can tweak these networking tactics and incorporate them into their own job search. The infographic below, compiled by Jackalope Jobs, a Web-based platform that combines search, social networking, and the overall user’s experience to provide relevant job openings, details even more techniques used by presidential candidates.

 

Have you used any similar techniques in your job search? What are some other networking tactics you’d suggest for everyday job seekers?


Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing and digital PR consultancy for organizations with products that target job seekers and/or employers. She is also the author of Lies, Damned Lies & Internships (2011),  #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle  (2010), and writes career and recruiting advice for numerous outlets.

Linkedin Endorsements Changes Everything. Here’s Why …..from INC.

LinkedIn Endorsements Changes Everything. Here’s Why

By Dave Kerpen |
Nov 08, 2012
linkedin3_1725x810_21607.jpg
LinkedIn endorsements is to small business owners what the Facebook ‘Like’ button was to consumer brands: influential exposure.

For years, LinkedIn has offered recommendations as a way to get support from fellow professionals and businesses. If you received recommendations from other individuals, you garnered credibility, and were more likely to show up in searches.

But now, LinkedIn’s endorsements are much easier to get. It takes someone seconds to vouch for one or more of your particular skills, versus the 10 minutes to 15 minutes a recommendation might take. In today’s time-starved world, this is a critical difference. LinkedIn hasn’t released numbers yet, but if you look at several profiles, it’s clear that in just a few weeks, many users have generated way more endorsements than five years worth of recommendations.

If you want to give an endorsement, go to the top of a connection’s LinkedIn profile, where you’ll find an endorsement box you can click on, or write in skills or expertise you’d like to endorse (like PowerPoint, writing, market research). Lower down in the profile, you can view all current endorsements that connection has already received, and if you agree with any, simply click the plus sign and you’ll endorse that person as well. When you endorse someone (or someone endorses you), this will show up in your LinkedIn news feed (and spread the word).

LinkedIn isn’t weighting endorsements in search results yet, but it will soon. This means, the more endorsements for your skills and talents that you get, the more often you’ll appear in search results, the more trusted you’ll be, and the more leads you’ll potentially generate from LinkedIn.

So how do you get endorsements? There are two main ways I recommend:

1) Ask. Send out a dedicated email asking people you know for endorsements with a link directly to your profile. You can also send private messages via LinkedIn to your connections. Better yet:

2) Give others your endorsement. When you endorse others, they get notifications from LinkedIn, and will often reciprocate without your asking.

If you believe an endorsement is invalid, you have the option to hide it from your profile.

Remember, the more endorsements for your skills and talents you have, the more leads you can generate when people are looking for whatever it is you have to offer.

How many endorsements do you have on LinkedIn? Do you think endorsements could be a game changer?

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9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years

9 Ways HR & Recruiting Technology Will Evolve in Next 4 Years

123RF Stock Photo

Soon enough, we’ll have an idea of what the next four years at the White House will look like.

But technology is a bit harder to predict — and four years can have a dramatic difference in the products and services available for recruiters, HR professionals, and employers.

How will HR and recruiting technology evolve over the next four years?

1. Millennials will dictate evolution in HR Tech

Most of the 10 million Millennials entering the job market during the next three years will expect a far better candidate experience than today’s. This more-demanding “customer” of human resources dictates that HR technology be upgraded to initiate timely candidate interaction and utilize social media as a communication tool. Essentially, rather than the cold shoulder being given candidates now, evolving HR tools will deliver a digital handshake and a virtual smile.

Mark Babbitt, YouTern

2. Embrace social media, digital technology, online video hiring

With more and more applicants spending increasing amounts of their online time using social media, HR technology will find new ways to use the social space to find great candidates. Social media will be used to find a larger and more connected talent pool of candidates for companies looking for particular skill sets. While online video will be embraced as a better way to get to know these tech-savvy candidates faster and more personally than the traditional phone screens.

Josh Tolan, Spark Hire

3. Video & crowdsourcing will impact HR technologies

Because HR is always looking to lower hiring costs, HR technology trends will shift toward techniques that not only work, but also save money. Two dirt cheap techniques that are kicking up the recruitment space are the use of video and crowdsourcing in the recruitment sphere. Video allows employers to explain a lot of information to job seekers in a more engaging format that can also promote their brand. Crowdsourcing is basically a ton of free help in creating and promoting a job. Stay tuned.

Rob Kelly, Ongig

4. A shift toward social performance

The talent management industry isn’t currently keeping up with the demands of employees who want user-friendly performance management platforms. Social Performance is slowly seeing adoption across the workforce, and this will continue in the next three years since it’s easy to use and deploy–not only HR, but for every leader and manager–in order to drive autonomy and results. It’s also ideal in meeting the need for HR processes to be continuous, and allows for more informal feedback in real-time.

Morgan Norman, WorkSimple

5. Force HR to grow to a highly strategic organization

HR Technology is making our lives as HR practitioners much more efficient — even in spite of the huge learning curve that most professionals face in adapting to new technology. As HR Tech continues to collect and display metrics, more and more businesses will be able to make strategic business decisions as a result of these findings — not just from C-Level conversations that leave HR out.

Joey Price, Jumpstart:HR

6. Social capabilities integrated into the platforms

When a candidate applies for a position, a HR manager or hiring manager will see the application and their social profiles as an integrated aspect of their application. For example, it will show what company the candidate worked at, the recommendations they received while at that position from his or her LinkedIn profile, recent tweets, and Facebook wall posts.

Sudy Bharadwaj, Jackalope Jobs

7. More advancements in technology, but focus on people will prevail

Technology has an important place in recruiting, but it cannot entirely replace human interaction. Technology will continue to enable quick and cost-effective recruiting through applicant tracking, screening, evaluating, and communicating. Smart hiring managers will use technology to their benefit, but recognize the need for in-person meetings and phone calls to discover who the candidate behind the computer is.

Michele St. Laurent, Insight Performance

8. Technology determining fit will Be critical

The ubiquity of a professional persona and the amount of structured and unstructured data surrounding it has created a massive problem determining signal from noise. The ability to create intelligent applications that leverage these data to quickly determine intent and fit will be critical to the success of any new recruiting technologies, otherwise there can only be incremental improvement to legacy systems.

Michael A. Morell, Riviera Partners

9. Employer value proposition, branding will be real recruiting difference

It will become much more like CRM and less tailored to the application of active job seekers. Employer value proposition and branding will be the real difference makers and the technology will evolve to support this. It will enable talent acquisition leaders to engage with a community of talent via multiple channels.

Larry Jacobson, Vistaprint

7 Personal Branding Trends for Job Search in 2012 – CareerEnlightenment.com

1. Headshots Everywhere

I’ve been in the business of helping people build their brands for a decade and each year, I publish my personal branding trends for job seekers. Take a look at this year’s trends and decide which will help give you an edge and attract the attention of recruiters and hiring managers.

Do you have a professional headshot?

People want to connect a face with a name. We have come to expect a photo alongside a blog post, Facebook profile and online article. People are less likely to click on a photo-less LinkedIn profile; and they’re less inclined to believe Web-based content if the picture of the person who contributed it is missing. Yet many people are still reluctant to post their photo to the Web. Some fear age discrimination in hiring; others just aren’t happy with the photos they have. Since it’s becoming common for hiring managers and recruiters to use Google and social networks to find candidates, your first impression could be your LinkedIn profile or other online content.

What does this mean for you?
Ensure those who are researching you get to connect a face with a name and credentials. Because there are so many places where your photo will appear — from your Google profile to your You Tube channel or about.me page — get a series of professional headshots and upload them to your social network profiles and Flickr or Picassa account. You don’t want someone doing a Google image search and seeing one photo replicated 30 times.

2. Crowdsourcing for Professionals

What do others say about you?

You’re only as good as the collective opinions of those who know you. Consultants have always understood the value of client feedback. Now, with the ease of requesting and providing recommendations, you too must be mindful of the power of external reviews. Virtually every new social network or app includes the opportunity to request and display reviews. LinkedIn calls them recommendations, BranchOut and BeKnown call them endorsements. Honestly.com calls them reviews. Regardless of what you call them, they’re extremely important to those who are making decisions about you. A Nielsen Global Online Consumer Survey determined that 90% of consumers trust peer reviews. Although no research to my knowledge has been done about this topic as it relates to people, I predict we will quickly become accustomed to using crowdsourcing to make decisions about each other.

What does this mean for you?
If you are looking for a job, what others say about you will be critical to getting hired. Get out there and get testimonials, recommendations and endorsements and make them visible through various social media and your own Web site. Hiring managers will be dubious of those without any external recommendations.

3. Personal QR Codes

Do you have a QR code?

QR codes are taking off in all kinds of ways that weren’t originally anticipated. For example, according to brandchannel.com, it’s now possible to place extremely large QR codes on the tops of buildings that will be photographed by the satellites that feed Google Maps. The QR code will cause a logo of that company to appear when someone looks at their building’s images on Google. Putting a giant QR code on the top of your house may not be the best way to land a job. But you do have the opportunity to use QR codes to point those who are evaluating you to your Web sites, blogs and other relevant career marketing content. I have seen QR codes on the top of resumes, on business cards and on networking name-badges. Vizibility.com allows you to customize what people see when they click on your QR code – and change it often, so you can direct hiring managers to the perfect presentation of your capabilities.

What does this mean for you?
You have a great opportunity to direct recruiters to the content you want them to see. If one of your brand attributes is ‘innovative,’ think about how you can use QR codes to tell others what you want them to know about you. If you’re a more seasoned professional and want to demonstrate that you’re innovative and on top of the latest trends, using QR codes on your resume and business card is like digital Botox. It will demonstrate that you are connected to what’s happening.

4. Job Postings R.I.P.

Are you relying on job postings in your search?

Job postings are inefficient. Many unqualified candidates apply — especially in a down economy. The volume of resumes received can be unmanageable. As social networks make it easier to identify qualified potential hires, job postings will become obsolete. More and more, when hiring managers and recruiters have an open position, they’ll scour the Internet and reach out to their social networks to find the perfect candidate. When SHRM conducted research in 2011, they learned that 56% of HR managers use LinkedIn, Facebook and Twitter to source candidates (it was 34% in 2010). The number one reason they’re using social media in this way is to recruit passive candidates (84%). The Facebook app, BeKnown, finds and recommends jobs for you based on your skills and experience (from your profile) — before you even do a search.

What does this mean for you?
It’s becoming more likely that your next job will come to you — if your virtual brand is visible and compelling. Ensure your social network profiles are engaging and up-to-date. And make sure you use all the appropriate keywords in everything you post online so you’ll be found by those who seek your expertise.

5. Professional, DIY Video

Are you using video to stand out?

Professional, DIY video. Those used to be two different options for getting video produced – professional or DIY. Now, you can have both. For example, Distance Record from videoBIO (disclosure: videoBIO is a partner of my company, Reach Personal Branding) allows you to record your own video in your home and send the video file to them for editing. In addition, you can have a producer on your computer screen directing you through the video. In the past, there were two things standing in the way of using video to build your brand: 1. Self-produced video looked amateurish and didn’t always create the best impression; and 2. Studio shoots produce professional video but they come at a cost and are time-consuming. These new, hybrid services will certainly increase the use of video as a way of building your brand.

What does this mean for you?
Video is a differentiator. It helps you stand out in a job search. It allows you to deliver a complete communication. Produce a video bio. First, write your branded bio (combining your credentials, experience and successes with your personality and passions). Then, create a script. Practice, don’t rehearse. Then work with an organization to get a high quality video produced. Upload your final video to YouTube, and other video sharing sites, and use the app in LinkedIn to embed your video bio in your LinkedIn profile.

6. Permanent Unemployment

Do you appear unemployed?

In a July 2011 study, CareerBuilder learned that employers prefer hiring people that already have jobs over those who have been laid off. If you’re unemployed, this must seem depressing. But it need not be. What it means is that instead of being unemployed, you need to remain active — even if you’re no longer at the company you were working for. Taking on a volunteer activity, putting your own shingle out or getting involved in a project you are passionate about are valuable ways of remaining a compelling candidate. If it looks like your full-time job is looking for work, you’ll be less attractive to recruiters and hiring managers.

What does this mean for you?
Don’t consider yourself unemployed. Be prepared to consult or volunteer if you find your name on the layoff list. In the future, you’ll probably move from being employed by companies to self-employment and back. Get in this mindset now to ensure you remain an attractive passive candidate. And be visible where hiring managers will find you. Use the right keywords in everything you post on the Web. Contribute thought-leadership content to job function or industry portals. Keep your LinkedIn profile up-to-date and compelling (this is the number one site hiring managers check according to a SHRM study).

7. Personal Qwikis

How do you present your qualifications?

Qwiki delivers interactive, multimedia presentations of information you’re researching. It’s a 3-D way of representing information – making it more impactful and easier to digest. Think of it as a multimedia, customizable Wikipedia. This is part of a trend away from text-based content — to richer, more effective communications. In last year’s personal branding trends, I stressed the importance of combining video and images with text content to tell your brand story. Soon, with a series of Qwiki-like tools, you’ll be able to create a multimedia personal brand presentation. Instead of resumes or portfolios, you’ll be able to use a personal Qwiki to present your qualifications in a more attractive way. And you can direct people to this multimedia presentation via your personal QR code (see trend number 3 above).

What does this mean for you?
Multimedia is becoming even more important to you as you build your brand. Ensure you take every opportunity to create and obtain video and images related to your brand. When Qwikis become personal, you’ll be able to put together a compelling, customized presentation about your brand — accomplishments, thought leadership, passions, etc. The more content you have to work with, the better your presentation will be. Multimedia is a must!

Credited with turning the concept of personal branding into a global industry,William Arruda is the founder of Reach Personal Branding and author of “Career Distinction” and the upcoming book, “Ditch. Dare. Do!” You can learn more about him at www.personalbranding.tv.

Over 50? Make Your Resume Work for You – Pongo Resume

Over 50? Make Your Resume Work for You – Pongo Resume

Over 50? How to Make Your Resume Work for You

If you’re in your 50s or 60s, chances are you have a lot of experience to offer an employer. Unfortunately, that can sometimes work against you when it comes to job interviews and hiring decisions. It’s no surprise that some employers (knowingly or not) engage in “age profiling” and judge older workers based on generational rather than individual traits. We’ve all heard the stereotypes: “Older workers are less technologically savvy,” “Their work habits and attitudes conflict with today’s business culture,” “They’re overqualified and expect more money.”

That doesn’t mean the deck is automatically stacked against you, though. It just poses an extra challenge you’ll have to address in order to convince an employer to hire you, and meeting that challenge begins with your resume. Since the resume is what gets you the interview, it needs to dispel the employer’s misperceptions and sell them on your experience and background, making your age a non-issue.

Here are three things to help you promote your qualifications, not your age:

1. Take pride in your years of experience, but keep your resume focused on this decade.

Emphasize the most recent 10 to 15 years of your experience, minimizing (or even leaving out) your older roles. Highlight your biggest accomplishments during that time. Demonstrate your knowledge of new technologies if the job requires it. Describe how your actions helped your previous employers save money, increase sales or profits, or improve efficiency. Here are examples of how you could word an accomplishment statement on your resume:

  • Completed rigorous training to earn Specialist certification in Adobe Photoshop.
  • Consistently generated revenue at least 10% above annual quota targets for 10 straight years.
  • Rooted out inefficiencies in supply chain that saved company $1.5 million over 5 years.
  • Spearheaded project that led to construction of new manufacturing plant in Shanghai, China, and opened up a lucrative new market.

One exception: If there’s a position or accomplishment from further back in your work history that’s highly relevant to the job you’re seeking, include it on the resume. For example: If you’re applying for a job that requires editorial skills, and your last editing role was 20 years ago, put that older job on your resume (to show you meet the requirement), but be sure to also demonstrate your knowledge of newer technologies that most editors are using today.

2. Even if you’re an “old dog,” show them you like to learn new tricks.

Information technology has changed the way most of us do our jobs, and as new tools hit the market, employers are quick to implement them to increase productivity and company performance. As an older worker, you may be tempted to keep doing things the old way, but to remain competitive and viable, you need to ride the curve of technological change, or even stay ahead of it.

If the job posting requires some technological know-how that you possess, be sure to list your technical skills using the adjectives from the job posting that describe your level of knowledge. For example, the job may require someone with expert-level experience using a software application, which means you know how to manipulate every function. Another experience level would be proficient, which means you can get around the application well enough to perform its chief functions. Here’s an example of how you might list technical knowledge on your resume:

  • Expert in Visio and InDesign
  • Proficient in Dreamweaver and Excel

(TIP: If the job requires a high degree of technical skills, you can insert a Technical Skills section right after your Summary of Qualifications.)

If you’re looking to expand your knowledge of certain software, you can learn on your own time using online tutorials through a service like Lynda.com. You can also learn about work-related topics through webinars (web seminars you “attend” on your computer). Online tutorial or webinar training can be a big help in getting you up to speed on the latest trends and information in your field, and they provide valuable information for your resume. Make sure to include them under the Education section or in a separate Specialized Training section:

  • Tax Accounting Strategies for Partnerships, ABC Management Group, May 2010
  • Demystifying Web Analytics, ACME Industries Webinar, Mar. 2010
  • Real-Time Supply Chain Management, AAA Webinars, Apr. 2010

3. Use social media and email to your advantage.

Social media is not just a younger person’s online playground. People of all ages are seeing its value. Having a presence on a social media site will at least show that you’re not just aware of the power of social media, you’re also a practitioner. If you don’t have a profile on LinkedIn by now, get one! The profile should contain information that supplements your resume, and ideally, recommendations of your work by former employers or colleagues. Some job seekers even add the URL of their LinkedIn profiles to their resumes, along with name and contact information.

You also need a no-nonsense email address as part of your contact information. Something like firstname_lastname is all you need. Avoid nicknames in your email address, or anything that might tip off your age, such as “grandpabill” or “janedoe1953.” If you’re looking for an email provider, consider Gmail, which can show the employer that you probably know your way around today’s technology.

ATTITUDE IS THE KEY

There are many factors that go into a hiring decision, and age shouldn’t be one of them. But we all know it can be. You can’t change your age, but you can change your attitude and adapt to contemporary ways of learning and working. And you can use your resume to show employers that you may have been born in the middle of the 20th century, but you have much to offer them in the 21st.

RELATED READING

Older Workers: Rejuvenate Your Geezer Resumes
Over 40? Under 30? How to Fight Age Stereotypes
Overqualified? Turn it into an Advantage

Personal Brand Identity and Career Management « Above The Rim Executive Coaching

Personal Brand Identity and Career Management

In our current job market and economic climate, one of the most sought after yet difficult to attain aspects of our career is job security. With the average tenure at corporate positions, especially the more senior ones lasting an average of two and a half to three years, where can we get our security? The answer lies in our personal branding. It is through Personal Brand Equity that we can establish our value to employers past, present and future. However, where does our brand equity come from? Often times at networking events, I ask people what they do, and they respond by telling me their function, or possibly defining themselves by the tasks or processes they do at work. The problem is that this does nothing to indicate how well they do those tasks and processes, and it does nothing to differentiate them from everyone else who performs the same tasks and processes. When developing our personal brand identity, it is very important to understand that each of us has a unique shape that is a blend of skills, education, experiences and passions. It is through these that, in the process of doing tasks and processes for a company, we achieve accomplishments that contribute to the bottom line of an organization’s success. Over the next few weeks, I will be writing several blogs illustrating how to identify this blend of attributes and the accomplishments achieved throughout a career. Once you have this foundation of your personal brand, we will explore how to use this information to articulate your value proposition throughout your career management.

Job Interview Preparation – How To “Tell Me About Yourself”. « Above The Rim Executi ve Coaching

Job Interview Preparation – How To “Tell Me About Yourself”.

Almost every job interview begins with the interviewer asking the interviewees to tell about themselves. This seemingly innocent and obvious question sinks more interviews than any other part of the interview. Everyone knows this question is coming, however, very few candidates prepare for this. They assume that they know their background, and so they can just talk about it. However 90% of candidates talk themselves right out of a job just in telling about themselves. Because they have not prepared they:

  1. Ramble
  2. Bore the Interviewer
  3. Say irrelevant or even damaging things
  4. Do not demonstrate relevancy to the company or the position
  5. Do not demonstrate track record of success

Nailing this part of the interview makes the rest of the interview so much easier. If you strike out on this, recovering is almost impossible. Since you know they are going to ask the question, wouldn’t it make sense to prepare? I have heard recommendations to respond by asking the interviewer to first explain what the job entails. If I am interviewing, and a candidate asks this question, I will wonder why they did not read the job description, and assume they are unprepared. So how do you answer this question? Keep in mind, when interviewing, your primary objectives are to:

  1. Answer “What is in it for the interviewer”?
  2. Demonstrate how your values and culture align with the company values and culture.
  3. Articulate what you are known for, and how that is a benefit for the company.
  4. Articulate your value proposition.

Also you need to be concise and to the point. In preparing for the “Tell Me About Yourself” the following tips will help you nail the shot when the game is on the line.

  1. Read and understand the job description.
  2. Research the company.
  3. Total time should be between 1½ and 3 minutes.
  4. Give a BRIEF synopsis of your career. Shape your synopsis to the needs learned from the job description and prior research.
    1. Do not list every title and company you have worked for, but give a range.
    2. Do not give a laundry list of responsibilities tasks or processes you performed, but give a range.
  5. Based on the job description, as well as the required skills and experiences, give 2 or 3 SHORT accomplishment statements to demonstrate your success.
    1. Do not go into details.
    2. Do not take time to “set the stage”.
    3. Give a simple Quantified Result and action statement including key skill or experience.
    4. Should be 20 words or less.
  6. Summarize skills and experience inferred from the accomplishment statements focusing on skills and experiences required in the job description.
  7. Say why you want the job! Why are you interested in the company, and their products or services?
  8. Solicit their agreement that your background and experience enable you to meet the objectives of the position and the company.

I would be interested in hearing your thoughts on the interview “Tell Me About Yourself” and how you prepare.

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Where the Jobs Are for Older Workers – WSJ.com

By ANDREA COOMBES

Growing numbers of older adults are finding a nice surprise in the workplace: a “Welcome” sign.

The number of workers age 55 and up grew by 3.5 million from September 2009 to September 2012. That represents the lion’s share of the gain of 4.2 million for all workers 16 and older, according to the Bureau of Labor Statistics. Two factors help explain the trend.

First: demographics. In the three years ended in July, 86% of population growth among people ages 25 to 69 came in the 55 to 69 age range, says Richard Johnson, director of the program on retirement policy at the Urban Institute, a nonprofit research group. That increase comes mostly from the baby boomers, who began turning 55 in 2001.

image
The Wall Street Journal

“There are many more Americans turning 55 in recent years than turning 25,” Mr. Johnson says.

Second: changing attitudes. More employers are recognizing that older adults bring skills and experiences to the table that can help the bottom line.

It’s not all good news. While older workers’ unemployment rate is lower, when they lose a job they’re unemployed longer—a median of 35 weeks versus 26 weeks for younger folks.

“The problem of age bias hasn’t been solved yet, but attitudes do seem to be improving,” says Sara Rix, senior strategic policy adviser with the Public Policy Institute at AARP, the Washington advocacy group.

Here are several industries where experts say the outlook is bright for older workers:

image
Getty Images

Education

School reform at the K-12 level, in particular, may provide opportunities for older workers, says Jackie Greaner, North America practice leader for talent management at consulting firm Towers Watson TW -1.04% .

“Expectations of teachers are much higher,” she says, “but in a way that provides opportunities for other talent to enter the school system—[individuals with] other types of skills and knowledge.”

Financial Services

“Banks and insurance companies have been forward-thinking about…the aging workforce and what that means for their organizations,” says Jacquelyn B. James, director of research at Boston College’s Sloan Center on Aging and Work.

“They’ve been trying to offer more possibilities to older workers to work more flexibly, to reduce their hours when they decide that’s what they want to do,” she says.

image

One example: Principal Financial PFG +0.92% offers a “Happy Returns” program to enable retirees to return to work without interrupting their benefits.

Health Care

Health-care companies are grappling with a shortage of workers and are reaching out to employees age 55-plus.

“There’s a huge need for people who can take care of all the different facets of health-care delivery, from the greeter at the door of the hospital to the person who processes accounts payable, and of course doctors, nurses and health technicians,” says Erin Peterson, senior vice president in the talent acquisitions solutions group at consulting firm Aon AON +0.29% Hewitt.

Among new health-care jobs identified in a 2010 report by Encore.org, a nonprofit advocacy group: patient advocates, community health workers and home-modification specialists.

Professional Services and Knowledge Workers

In the world of consulting, “it can be a plus to have experience,” says Ms. Greaner of Towers Watson. “There’s not really a stigma about being older.”

The same is true for other knowledge-worker jobs. For example, “the nuclear-power industry is an industry that is very hard to get people that are fully developed in terms of skill sets and capabilities,” Ms. Greaner says. For employers, “it’s very difficult to get that expertise.”

Aon Hewitt’s Ms. Peterson says talented recruiters can be hard to find. “I find people who have a lot of life experience and professional experience make the best recruiters.”

Ms. Coombes is a writer in San Francisco. She can be reached at next.

A version of this article appeared October 22, 2012, on page R4 in the U.S. edition of The Wall Street Journal, with the headline: For Older Workers, Here Is Where the Jobs Will Be.

Unemployment Quick Tip: Don’t Say ‘In Transition’ | CAREEREALISM

Unemployment Quick Tip: Don’t Say ‘In Transition’

10 Must-Use Job Search Steps for Any Human · Download »

Unemployment Tip TransitionI recently wrote an article on why you shouldn’t list yourself as “in transition” on your LinkedIn profile.

(You can read it by clicking here.)

In short, this phrase is used so much right now it’s code for “long-term unemployed” to recruiters. Studies show the long-term unemployed are being discriminated against right now. So, there’s no need to help the hiring managers screen you out.

Here’s what to do instead:

  1. Pick three or four skill sets you want to leverage in your next job and list them in the headline of your LinkedIn profile. (i.e. Project Management | Business Analysis | Client Relations | Marketing)
  2. In the “Summary” section of the profile, give a quantifiable accomplishment to prove you have experience in each of the key areas you listed in your headline.
  3. Be sure your past work history also exemplifies those skills.

Hiring managers will be focused on what you’ve accomplished instead of what your job status is.

Besides, your experience cannot be taken away from you just because you’re dealing with unemployment. Don’t let them eliminate you because you aren’t in a job at the moment. Show them why you’d be the ideal person to snatch up before someone else does!

Your Next Step – FREE Webinar

Are you one of the millions of Americans who has surpassed the nine-month national average for job search? Then it’s time to throw out the old and bring in the new.

It’s time to get back to work!

  • em.

Fact: Nobody is ever taught in school how to job search.

As a result, the average American is ill-prepared to conduct a productive job search when the time comes. And, if you were laid-off or fired from your last job, you are starting from a place where you lack confidence in your ability to sell employers on your value.

 

 

LinkedIn Blog » How to Showcase Your Personal Brand on LinkedIn: 8 Tips

How to Showcase Your Personal Brand on LinkedIn: 8 Tips

Like professional athletes, we now live in a time of career free agency, where we must regularly prove our unique value in a competitive and frequently changing marketplace. This means that it’s no longer enough to have a good reputation in one’s current position. We need to think about how we’re perceived in the broader marketplace by potential future employers.

Even if you intend to stay in your current job forever, clarifying your unique value is something you need to attend to. Clients, conference planners, awards committees and other professionals may be checking you out — primarily online — and you want to make sure that they find the best representation of you.

We’re talking about personal branding, a key element of success in the Internet Age.

A term first coined by Tom Peters in 1997, personal branding includes your professional reputation, online image and personal characteristics such as your work style, community engagement and worldview. It incorporates the particular skills, talents and areas of expertise you’ve cultivated. When I host workshops on personal branding, I ask participants the following questions to help determine the elements of their personal brands:

  • How would your colleagues describe your strengths?
  • On what issues are you the go-to person in your organization?
  • What do you know more about (web design, compensation plans, marketing to baby boomers) than most people?

Once you’ve defined your personal brand, it’s time to showcase it to recruiters, bosses, customers and others who may be assessing you. Here’s how LinkedIn can help:

  1. Be authentic. The best personal brands are genuine and honest both in person and online. It can be tricky to showcase your personality on the web (you might love puns, but those don’t go over well on a professional profile), but it’s possible with a bit of effort. For instance, if your personal brand includes a balance between your detailed accounting skills and your friendly personality, your LinkedIn profile can include both your technical credentials and the fact that you belong to several networking groups. You can also ask former and current colleagues to write LinkedIn recommendations highlighting this combination.
  1. Create a distinctive LinkedIn profile headline. Your headline is your brand’s tag line. It’s the first — and possibly only — description of you that many people will see, so make it count. Go back to the words and phrases your friends and colleagues used to describe your uniqueness: “IT support manager and trusted Mac expert” or “Experienced admin assistant who never misses a deadline.”
  1. Be consistent. Make sure your LinkedIn profile, resume and all other elements of your personal brand are consistent. While you can go into more extensive detail on LinkedIn and perhaps be a bit more personal on Facebook or Twitter, all of your job titles, dates of employment and specific accomplishments need to match up everywhere they appear. Consistency is important so as not to confuse people or send mixed messages about who you are and what you want in your career.
  1. Increase your visibility. If you have a great personal brand but no one knows about it, then you won’t benefit much. Increase your exposure to people in your network by including your LinkedIn profile URL on your business cards, your resume, other social media sites and anyplace else people are interacting with you online or offline. You can also build exposure by consistently updating your LinkedIn status. Tell people what projects you’re working on, what conferences you’re attending and what books and articles you’re reading. Remember that your brand is not just who you are; it’s what you do.
  1. Build your strategic brand association. We generally think highly of people who keep good company, so building your LinkedIn network simultaneously builds your personal brand. Connect on LinkedIn with trusted friends, former colleagues and classmates, industry leaders, vendors and other professionals. And don’t be shy about asking your contacts for introductions to people in their networks. Strong brands are always growing.
  1. Regularly add to your knowledge. Another way to showcase yourself and your brand is to have an expert level of knowledge about your industry. Be well read on topics you care about (For example, LinkedIn Today can help), answer relevant questions in LinkedIn’s Answers section and follow important companies in your field. For instance, if your personal brand includes your interest and knowledge in special education, follow and share news about developments in this field so people think of you as a valuable resource if they need information on that topic.
  1. Share your expertise in LinkedIn Groups. The Groups you join on LinkedIn contribute to your personal brand by indicating where your interests and skills lie. For example, if you want your brand to include a strong knowledge of manufacturing in China, then people will expect your profile to feature groups related to Chinese manufacturing. Inside these groups, you can also showcase your brand though your activity. Every comment you post and question you answer is an opportunity to market yourself and your skills and to build your brand.
  1. Give generously. Finally, helping others is a crucial — and enjoyable — way to build your personal brand. Give advice, volunteer your skills, share client leads, write recommendations, agree to informational interviews and congratulate people on their successes. When people know they can rely on you, they remember you and recommend you to others.

How have you used LinkedIn to build and showcase your personal brand? Please share in the comments or tweet us @linkedin.