Archive for the ‘Social Media’ Category

Social Media Policy Resources

Wednesday, September 29th, 2010

I am about to lead a panel discussion at the Coastal Social Conference in Baton Rouge, LA, osocial media policy in the workplace so I thought I would share some good resources.  Enjoy.

57 Social Media Policy Examples and Resources

How to Put Together a Corporate Social Media Policy in 5 Minutes

Social Media Policies Database

Corporate Social Media Policy: Top 10 Guidelines

Six New Rules of Executive Job Search

Tuesday, August 25th, 2009

Meg profile Guest blogger:  Meg Guiseppi, CPBS, MRW, CPRW

I was commiserating recently with Jeff Lipschultz of A-List Solutions about how overwhelming the new world of executive job search can be for those facing one.

With fewer jobs at every level, when faced with a layoff or when considering a career transition, executives may find they’re not in demand the way they used to be. In the past, they were probably approached as passive job seekers by recruiters who slid them into their next great gig. They can no longer rely so heavily on recruiters to place them.

So much has changed in just the past year or so. Several factors deeply impact landing  an executive job today − personal branding, the need for a strong online footprint, the rise of social media, the fact that recruiters and hiring decision makers source candidates on social networking sites such as LinkedIn, and, of course, the current state of the economy, resulting in much more competition in the job market for fewer top-level jobs.

Jeff shared his advice on connecting and working with recruiters in a Q&A with me on my Executive Resume Branding Blog, “Working with Executive Recruiters.”

Senior-level executives who come to me for help are all at sea when it comes to understanding what they need to do first, what they shouldn’t do, and that they need to build a different kind of job search strategy.

Here are six tactics that will help you get a handle on and excel in today’s new world of executive job search:

1. Personal branding to differentiate and strategically position you.

In brief, personal branding links your passions, key personal attributes, and strengths with your value proposition, in a crystal clear message that differentiates your unique promise of value and resonates with your target audience.

One of the many powerful things about branding is that it generates chemistry for you and helps hiring decision makers connect you with and see you in the jobs they’re trying to fill. Branding shows them how you make things happen.

2. Portfolio of career marketing communications for your personal brand toolkit.

An executive resume, career biography, covering letter or email message, and reference dossier are must-haves.

But you may need other documents such as a Leadership Initiatives Profile, Achievement Summary, One-page Networking Resume, Performance Milestones, Product Launch Chronology, Project Management Highlights, Technology Skills, Training & Certifications, Speaking Presentations, Publications, Patents, Commitment to Community Service, etc. Name the document to fit the content and target.

Get ready to transform these documents into your online identity-building strategy.

3. LinkedIn profile and strategy.

Did you know that recruiters and hiring decision makers routinely search LinkedIn for talent and even have special applications designed for that purpose?

If you do nothing else online, you have to have a great LinkedIn profile. But don’t stop there. Get busy making connections, joining clubs, and leveraging all this site boasting over 45 million professional members has to offer.

Go back to your executive resume and career biography and copy relevant contentLinkedIn E-book into the appropriate sections to create your LinkedIn profile. Download a copy of my FREE E-book, “Executive Branding and Your LinkedIn Profile: How to Transform Your Executive Brand, Resume, and Career Biography into a Winning LinkedIn Profile.” The book takes you through building a branded profile, step by step.

Optimize your profile and make it searchable using the relevant key word phrases hiring decision makers will be looking for in candidates like you.

Once your profile is together, be sure to include a link to it in your email signature and at the top of your resume, along with contact information.

4. Tap into the hidden job market with targeted industry and company research.

Track down warm leads at companies of interest to you, identify the challenges they’re facing, learn about the company culture, and pinpoint how you can help.

Circumvent the gatekeepers by identifying and connecting directly with top decision makers through LinkedIn, Twitter, Facebook, and other online social networks.

Your research also arms you with market intelligence, serves as your due diligence for companies, and positions you as an informed, engaged candidate in interviews.

5. Face-to-Face Networking Strategy

Along with online networking, in-person networking is still one of the best ways to land a job. Many executives neglect their networks when they’re not job seeking − a serious mistake. You’ll need to revive your connections and once again start practicing "give to get" networking.

Leverage the Internet employment portal to connect or re-connect through professional associations & societies, company, military & government alumni groups, and networking & job search support groups.

6. Online personal brand-building and online brand identity management.

What will recruiters and hiring decision makers uncover when they Google "your name"? Checking out candidates’ online presence before even considering or contacting them is pretty much standard practice now.

If they find nothing about you online, you probably don’t exist to them. Conversely, if they find information that discredits you, you’ll probably be out of the running. You’ll need to run damage control and start building up accurate, on-brand results to push down the negative ones.

Here are a few places to build a presence online and increase the number of positive search results associated with you:

  • Create a VisualCV and Google Profile.
  • Blog in some way − your own blog and/or guest blog and comment on other relevant blogs.
  • Create key word-rich profiles on Twitter and Facebook and get busy leveraging all they have to offer.
  • Write book reviews on Amazon and other online book sellers.
  • Publish articles and/or white papers online.

For more strategies, see my series of blog posts, Top 10 Best of C-Level Executive Job Search Strategies


© Copyright Meg Guiseppi, 2009. All rights reserved. Used with permission.

A C-level / Senior-level Executive Branding & Job Search Strategist and CEO of Executive Resume Branding, Meg Guiseppi loves collaborating with forward-focused corporate leaders to differentiate their unique value proposition, demystify today’s world of executive job search, and strategically position them for success. A 20-year careers industry veteran, Meg has earned multiple certifications ? Reach Certified Personal Branding Strategist, Master Resume Writer, Certified VisualCV Creator, and Certified Professional Resume Writer.

Meg works one-on-one with clients to define their personal brand, craft interview-generating documents ? elite resumes, career biographies, cover letters, and collateral documents. She transforms these documents into a strong online footprint with LinkedIn, Twitter and other social networking profile creation, VisualCV creation, and other online identity-building strategies.

For a wealth of insider tips on personal branding and executive job search, visit her Executive Resume Branding Blog/Website. View Meg’s LinkedIn profile. Follow Meg on Twitter.

Q & A with Jeff on Working With Recruiters

Thursday, August 20th, 2009

Unlocking the so-called mystery of working with recruiters has been a popular subject this year.  Many folks I work with in the job search industry have asked me to shed some light on the in’s and out’s.

Meg Guiseppi, an Executive Resume/Branding specialist, recently interviewed me and covered a lot of ground on:

  • recruiting the recruiter
  • personal branding
  • social media
  • interviewing
  • executive resumes

You can see the article with all the insights on her site.

Take a Ride at a Carnival for Career Help

Monday, July 27th, 2009

Ferris Wheel There is a fairly new concept in career/job search circles that is coming to your town–the Carnival!  Alas, there will not be any cotton candy or ring toss (or two-headed camel).  But, there will be a lot of advice on how to approach selecting a career path and finding a new job.  Career Carnivals are a collection of blog posts by different experts shared in one place on the Internet (usually someone’s blog).  It’s a great idea.

Certainly, the traditional approaches are still a great resource, too.  I recently was on a four-person recruiter panel speaking to a group of over 100 on one topic:  Working with Recruiters.  It was very helpful to many.  However, it was limited to one hour, one topic, and available only to those who could make the session.

Recently, one of my blog posts was included in a Carnival started by Ben Eubanks and hosted by Jacqui Barrett-Pindexter. In this post, there are over 15 different topics covered by over 15 experts including:

  • Tips and tools for the job search process
  • Resume advice for clearly communicating about your talents
  • Managing through the interviewing process
  • Sharing your job leads with others to increase your own likelihood of success
  • Career development
  • And my post: "Ten Reasons to Take Up Biking During a Job Search"

Once again, Social Media has found a way to virtually link a group of experts together resulting in a one-stop shop for information that a lot more than 100 people can use.  Another advantage of these Carnivals is increased accessibility to the experts.  Most of these authors appreciate feedback and like to help.  Your support network can grow very fast by visiting the Carnivals.

Most of us have been a little nervous about jumping on some of the attractions at the Carnival, but don’t worry, this one is safe and the ticket is free.  Enjoy the ride!

Tele-Seminar Recording: Working with Recruiters

Thursday, July 16th, 2009

listening_earIf you’re a books-on-CD kind of person or don’t like reading through lengthy articles on your computer screen, I’ve got good news!  On July 15th, I was part of a two-person recruiter panel providing advice on "Working with Recruiters."  A lot of good information was shared and all of it was recorded for your easy reference.

Here is the Intro to the Audio File for the tele-seminar moderated by Kristi Daeda of Career Adventure.

Some of the questions that were covered during the seminar include:

  • As an executive recruiter, what is your role in connecting candidates with potential employers?
  • For a typical job opening, how many candidates might you screen?  How many do you present?
  • What criteria do you use to select candidates to present to a client? 
  • What do successful candidates do that makes them more attractive to present to the client?
  • How often would you want to hear from a candidate?
  • After a candidate is selected to be presented, what are your expectations of them? 
  • How can a candidate find an appropriate recruiter to contact?

Also, I was fortunate to have a brand new friend on Twitter, @teenarose, simultaneously tweeting some of my quips.  Here’s the "Tweeted version" of some of the insights she shared:

Teleseminar: @jlipschultz states he leverages all info on candidates; i.e. resume, LinkedIn, social media

Teleseminar: @jlipschultz states spend time w/recruiter who want to invest time in you; build solid relationships

Teleseminar: @jlipschultz states F/U w/recruiters if something changes; i.e. your skill set. @jlipschultz provides great advice!

Teleseminar: @jlipschultz states "do your homework"; you never know when you’ll be called to the mat

Teleseminar: @jlipschultz states qualify recruiter based on word of mouth and their actions; use social media/learn about them

Teleseminar: @jlipschultz states qualify recruiter by asking about relationship w/the target company you’re interested in

Successful Interviewing: What A-List Candidates Need to Know by @jlipschultz, recruiter #freebook

How Will You Be Remembered Tomorrow?

Tuesday, July 7th, 2009

How many of us know what our great-great-grandfather did for a living? Or what our great-great-grandmother looked like?  Much has changed since their day; now we have the ability to capture every aspect of ourselves in multitudes of ways.  Social Media has grown to be one of the most prolific–we share our videos and photos as we chat/blog/tweet/email about our life experiences.  In essence, we are creating a virtual time capsule that our future generations will be able to explore.  They will learn our views on many topics and see samples of our work. They will have a clear picture of who we are.  All of this captured in the databases of Social Media.

But not just family and friends visit this portal to our world.  With today’s ease of access, potential employers are leveraging this same information.  Job seekers: beware!

Bill Boorman, a managing director and trainer at Bill Boorman Consultancy in the United Kingdom, has graciously agreed to share his views on the pro’s and con’s of Social Media for job seekers. 

The best and the worst in social media for job seekers 

by Bill Boorman

BBThere is a lot of talk in how to make the world of social media work in the quest for new employment. It is one of the areas I’m asked about most on my travels. Before you invest lots of time jumping in to the realms of social media, you need to consider the positives and negatives and what you want to get out of it.

The best of social media

Social media provides a shop window for you to advertise yourself to the world at the touch of a button or click of a mouse. You can sit your profile on a platform like LinkedIn and recruiters will have access to your details and be able to contact you easily. This also differs from a CV database as you don’t need to worry about your boss finding your profile. There are lots of other commercial reasons for being there. You can highlight your background, experience and show references from clients and colleagues to enhance your reputation. I would also recommend that you join groups in your sector and post often, this will get you noticed.

Back up your LinkedIn profile with twitter activity. Recruiters are very easy to find here, and will circulate your message among their own followers, which usually includes a healthy collection of those in and around recruitment. (We tend to stick together for support.) If I were looking for a position, I would be regularly tweeting headlines about my key skills with a link to my Linkedin profile. You can repeat this fairly often, as twitter is instant though your tweets are forgotten after 10 minutes. Mix up your headlines and messages often, and look to sign up with recruiters who will also regularly post job openings. If you find direct recruiters, you can message them questions like “I’ve always ben interested in working at XYZ, what advice can you give me?” This will get you noticed, it has never been easier or quicker.

The worst of social media

There are no hiding places in social media. Once you’ve posted, it can always be found via Google. This can become a real problem if you combine your personal networks with your business contacts under your own name. Think about any entries you might have on Facebook or other social media platforms. Google yourself, a new employer may well do this. Do you want to be seen in this way? Now might be the time to start changing your profiles and leaving a positive footprint by intelligent blogging, leaving comment on others blogs, comments in groups and tweets that reflect you in the right light. Much as I hate the term, think of yourself as a brand and market yourself accordingly.

Last point, look at your e-mail address. Some of the ones I receive on resumes leave you on the reject pile straight away. Funny among your friends, but not professional.

On the good side of social media, I would like to emphasize Bill’s point that blogging is a great vehicle for portraying yourself as an expert in your field.  I have coached many executives that they need to speak out on topics that are relevant to their field.  Not only does this give insight to your deep knowledge, but also your writing style and ability to explain concepts to a wide audience.  A secondary benefit of LInkedIn and Twitter is you can "broadcast" to the world when you have released new posts.

On the flipside, social media can capture a version of us in our weaker moments.  As mentioned many times in this blog, there’s no downside to letting the employment world see that you have a personal life (you like camping, enjoy being a parent, champion a worldly cause). However, you must always use the rule of thumb: would mom approve?  Would she be concerned about you posting that video/lambasting that political figure/sharing a distasteful joke? There are plenty of precautions you can take like using privacy settings on Facebook.

The benefits of Social Media greatly outweigh the downside, as long as you keep the window to your world clean.

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