Archive for the ‘LinkedIn’ Category

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 Job-Hunt.org 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.

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.

Top 10 Things to Leave OFF of Your Resume

Wednesday, May 27th, 2009

Last week I asked this question on Twitter and LinkedIn, "What should job seekers leave OFF of their resume?"  As of this writing, this question has generated 44 responses from recruiting, career, HR, and resume professionals and hiring managers.  The number one thing that was suggested to leave off of your resume is something that most job seekers simply put on there because that’s how it has traditionally been done.  I’m talking about the Objective at the top of your resume. 

These days, if your resume is not laser focused on the job for which you are applying there is a good chance it will not make the cut.  An ambiguous Objective statement right at the top of your resume does nothing for that focus.  Career coach Ann-Marie Ditta suggested leaving off  "An objective that states "looking for a growth oriented opportunity where I can use my skills and experience" So what, it says nothing to the hiring manager other than you are desperate, self focused, or need a career coach. Avoid cutesy email addresses. "

Veteran recruiter Michael Kelemen, (AKA the Recruiting Animal) concurred with nixing the Objective, "I would leave off the OBJECTIVE or SUMMARY if they are just filled with hackneyed stuff like telling me they’re results-oriented, time-sensitive workers. I’ve actually asked people for evidence of these claims. They tend to be shocked and angered by the question – again because they just mindlessly put down what some ancient resume book tells them to."

David Graziano, Darryl Dioso, Michael Keane, Andy Lester, Eric Thomas, Courtney Wunderlich, Tiffany Skoog, and Mike Avillion all agreed on eliminating the Objective.  There were only a couple of respondents who disagreed.  One caveat may be for a new grad for whom it’s not obvious what they are seeking in a career.  But in general, I think if you are going to put anything in that top spot, it should be something of a positioning statement that speaks directly to the job description and includes every keyword in the employer’s requirements.  If you don’t have the background to back that up, you may not be a fit for the job.  Absolutely do not put anything there that is ambiguous.  When in doubt, leave it out.

The other main suggestion that was conveyed by the respondents is that job seekers should leave anything off of their resume that does not directly relate to the job at hand.  I think that is clear enough and covers quite a bit.  Less is more.  Bill Vick, author, and founder of ExtremeRecruiting.TV, suggests even that the resume itself is one of the smaller tools in a successful job search.    

"I think what should be included is as important to look at as what should be left off.

Too often smart, brainy and talented people forget what brought them to the party in the first place and spend so much time dinking around with their resume they seem to forget people hire people – not resumes.

Like driving your car glance in back of you as you drive down that road to your next job but concentrate on what’s ahead and tell ‘future’ stories of what you can do – not what you have done. Telling is not selling and ultimately over 70% of all hires are done because of a reference or relationship. Focus on those, not your resume."

Thank you to all those who responded to this question, making this great list possible.

The top 10 things to leave OFF of your resume. 

10. Religious or Political Affiliations

9. Toastmasters

8. Hobbies

7. Photos

6. MENSA

5. Compensation

4. Family Info (Marital Status, Children, Pets)

3. References Available Upon Request

2. Anything not relevant to the position for which you are applying

1. Objective

View the full list of responses here.  What’s your opinion?  Would love to hear your comments.

 

 

View additional comments at the RecruitingBlogs.com posting of this article:  http://www.recruitingblogs.com/top-10-things-to-leave-off-of-your-resume

Best Modern Resumes

Monday, April 20th, 2009

One page or two? Functional or Historical? What is the best brand of resume for me?

news_may_08_005 A while back I answered a question on LinkedIn as to what is the best format for the modern resume. There were many great answers. But the overriding opinion was that a resume needs to be detailed and historical and you shouldn’t worry about how many pages it takes to make it so. This was my answer:

This is a great question. I have been recruiting I.T. professionals and Executives for many years. I tell them all the same thing. The key is in getting the resume in front of the person who will make a hiring decision. So unless you have a personal relationship with that person, someone has to first "find" or "notice" your resume. That could be the hiring manager, an HR person, or a recruiter.

For most people, submitting your resume to a want ad tends to be kind of a black hole. So your resume has to have enough info to get a decently high search ranking wherever it is posted. Don’t have a posted resume? That’s okay, LinkedIn ranks very high in search rankings if you have the proper key words worked into your profile.

For the resume proper, 1 page, 2 pages? The answer is put down as much as it takes to get your job history down. Give detailed descriptions for the last 7 to 10 years, then list the companies and job titles beyond that.

Just putting down the names of the companies and a title for all jobs won’t do. When scanning a resume (and that’s usually all that happens) the reviewer generally looks for:

1)keywords that apply to the job for which they are hiring
2)job titles
3)specific duties as they apply to the job
4)job history
5)overall tenure

Functional resumes are nice, but won’t tell the whole story. Many companies have a specific profile by which they like to hire. You can’t get that from a functional resume. Put the functional part up front as an attention grabber in your summary and accomplishments. Then list the job history as stated above.

A designed resume is fine. You at least want a resume that looks professional. But many times, the resume that ends up in front of the hiring manager has been stripped of formatting. If you want to show off your design abilities then list a link to your web site or blog. 

Don’t tease with only minimal info. But don’t list a whole page for any one job either.  One or two solid paragraphs and some bullet points is good. Talk of your specific duties. Okay, you were an I.T. Manager. But that means different things in different companies.  Were you in charge of the network or application development?  Were you do hands on or just managing?  What tools were used?  How effective were you?

Listing specific results is powerful.  Did you save or make the company money?  Did you get your projects done on time or under budget?  Use actual numbers to help sell your accomplishments.

You want your resume to serve two purposes. Get you noticed or found, and tell your story. Key words and specifics. Make sure your story is told well and you’ll make the cut if you are right for the job.

Organic Branding for Employers

Tuesday, March 31st, 2009

I was recently asked by international employer branding news journal, Universum Quarterly, to be the guest writer for this quarter’s edition.  Subscribers in HR organizations worldwide will receive the publication this week.

Universum Quarterly began in 2006 and is the world’s first periodical for Employer Branding.  Each issue brings feature articles which investigate best practices and trends in employer branding, as well as examples of employer branding in action and instrumental tips for succeeding in certain industries, locations and with certain types of talent.

Organic Branding for Employers

by Craig Fisher, Courtesy of Universum Quarterly

An employer brand should be built from the inside out. Just as part of an organization’s marketing message should come from its customers, the employer brand should be championed by its employees.  For better or worse, they are the vehicles by which the message will be conveyed on blogs and social networks. Smart employers will take advantage of this tremendous PR opportunity and embrace social networking, encouraging intercompany collaboration, and communication with those outside the corporate walls by their employees acting as their brand champions in social media.  The brand message itself must be authentic, unique and attractive. Job seekers today do not care about boiler plate HR selling points.  Sure, the message should be stated clearly on an effective recruiting Web site. But if it is not first conveyed to the internal employees and reinforced by meeting or surpassing their expectations, the organization will not have the brand champions it needs to convey that message online to job seekers.

Social networking at work

Organizations that place broad restrictions on the use of social media at work will soon feel the backlash in lower employee recruitment and retention. Workers at many levels these days are used to communicating and receiving information at a speed that is difficult to achieve with standard email and corporate intranets. In economic times such as these, where cutbacks are common, communication with your workforce is vital to maintain morale.  Social networking cannot only expedite communication, but also improve employees’ sense of belonging and worth.

Top firms like IBM and Sun Microsystems have successfully incorporated social networking in the workplace. IBM created a wildly successful internal social network for communication and collaboration. Sun hosts a Twitter account that is automatically updated by Sun Microsystems’ employee blogs worldwide.  Both companies have very clear employee guidelines about the use of social networking encouraging responsible engagement, communication, learning, and contribution.

Reach new talent Web 2.0 style

Jobseekers regularly google a prospective employer to find out what current and past employees are saying about working at that company. How do companies encourage a positive online portrayal by its workers? Social networking best practices should be taught in the workplace. Employees should be empowered to feel they are part of the positive message an employer wants to communicate. Your HR team can double as community managers by setting up employee group pages on sites like LinkedIn, Ning, or Facebook. Companies need to encourage employees to join and share knowledge. They should post helpful tips for new employees to get them integrated and productive quickly by networking with their peers and managers.

Prospective employees should be exposed to such networks to get a sense of the people with whom they will work and a feel for the corporate culture. Your new community managers can even use services like Twitter to announce updates, further promoting the brand.  With such an effort, your social collaboration will become an attractive feature to future employees. 

Control vs. respect

Companies cannot completely control what is said about them on blogs or social networks.  But viewing social media as a potential liability will not help matters. Companies who rely on simply a corporate blog or Web site to convey their message to customers or potential employees will miss the mark. Individual brand advocates within your ranks can be trained to effectively relate any message to the masses on social sites. Zappos.com is a company known for excellent customer service. However, Zappos CEO, Tony Hsieh, has said that their main focus is not customer service, but rather their internal people. That is a powerful branding statement. One can easily ask Zappos.com’s employees how they feel about it, as many of them have Twitter accounts with names like Zappos_Alfred or Zappos_Lynn.

It is natural to be concerned about what may be said by employees who are laid off by their former employer. Company policies of surprising workers with news that their job has been eliminated, locking them out of their offices, and ordering them off the premises are common place. Smart organizations can avoid this PR disaster with better communication and by assisting their displaced workers.  Instead, companies should set up a network for those who are laid off and post advice and leads to assist in job searching and outplacement.  Taking this a step further, they can even organize a “pink slip” party. Set it up on Facebook and invite local recruiters and career coaches to come and offer assistance to those outgoing workers. Word gets around fast about companies who treat their people well, even in the wake of layoffs.

Reinforce the message

A company’s employer brand must be authentic, unique, and attractive. To consistently have the company message positively reflected in the external comments of workers, a company must clearly convey that brand to current and new employees and work to meet the expectations set by that message. From the perspective of new recruits, there must also be a strong employer recruiting site that clearly states the message and gives a good picture of what work-life at your company is like. Many of the top corporate career sites use recruiting videos that can be viewed on site, as well as on social spaces, like YouTube. These are particularly effective when utilizing current employees rather than actors.

Creating a positive atmosphere of trust and empowerment within a workforce will help to assure that the right message is communicated online. If employers remain true to their message, the brand is built naturally from the inside out. Social media becomes less of a liability and more of a recruiting tool. Empowered employees will be the best employer brand champions.

Growing your brand with social media

• Determine your authentic, unique and attractive brand message.
• Convey the message to employees and on an effective recruiting web site. Meet the expectations it sets.
• Embrace social networking in the workplace.
• Empower your people to champion your brand through social media.

Craig Fisher

Owner Principal A-List Solutions
Dallas, Texas, US

Craig Fisher has more than 18 years experience in sales and is a specialist in IT recruitment.  He is the co-founder of A-List Solutions, a full-service staffing and recruiting firm for management and IT professionals. Craig is also an avid blogger.

A-list Solutions is a full-service staffing firm providing permanent and contract placement services for management, marketing, and IT positions to organizations of all sizes. They consult with both job seekers and employers on branding strategies that utilize social media and web 2.0 technology.

Headquarters: Southlake, Texas, US

Show Your Face(book)!

Monday, March 23rd, 2009

Social media is here to stay.  This unique communication mode has so many forms, people are constantly discovering their new favorites and encouraging their friends to join them.  In discussions with friends over the past month, I’ve discovered that many very smart and tech savvy people are still hesitant about jumping into the Social Media ocean and are content only "dipping their toe in the water."  A key to using these tools without hesitation is to know the "unwritten rules" for each and how to fully utilize each.  Most power users of these tools have given definitions for the big three as such:

LinkedIn:  My business networking tool — all professional all the time.

Facebook:  My link to all my friends — mainly fun and mainly social (usually you’ve met these folks before, but sometimes, Facebook IS the mode for "meeting" them).

Twitter:  My link to "new found friends around the world" — quick and easy sharing of current activity and interesting links.

There are many other social media tools that take on similar definitions/purposes and the list is growing.  It should be noted, however, that the roles for these tools are actually blurred.  You can use all three for any of these purposes.  It all depends on how transparent you want to be and what your ultimate goal is for using the tools.

For example, you can share your personal life with your business contacts if you want to share your personality, hobbies and interests, and fun links.  Twitter can be a business tool to link with folks with similar business interests.  Time should be spent exploring each of the tools to truly understand search capabilities and networking aspects.  There are virtual groups on all three, so there is no end to amount of reach you can have.

Facebook offers a great all-purpose middle ground and has recently made attempts to update its interface to make it more Twitter-like.  An article written by Doug Firebaugh has some good insights on how to leverage this tool effectively in networking with friends and beyond.

Social Media Marketing- The Ten Social Media Laws of Facebook

March 21, 2009 by Doug Firebaugh

Where have YOU been?

Unless you have lived in a cave the last 4 years, you have probably heard of this. It is a rocking hot social networking site that seems to be almost everywhere today. On the news. On the radio. On the minds of millions of folks a day.

And there are many different types of people on facebook. I am going to do a post on that soon. But these great folks all participate in what I call the “10 Social Media Laws of facebook.”

Mari Smith would be proud.

Ok- I know that you may be asking,” A LAW about facebook?” Yes, 10 of them for marketing and business success in what you so. I am a marketer and have been for 20 years. Built a training and consulting business that does business in over 20 countries, because of social media and the internet. And there are marketing laws that all marketers and business professionals must follow if they are going to have Success in the marketplace.

It is the same for Facebook. If you are an Entrepreneur, or a business professional, you may want to consider these as they will make a difference in what you do on facebook.

1.) The Law of Visibility on Facebook.

You MUST be visible on facebook of you are going to get your message out. You must spend time on facebook and get to know people. You must put yourself together a “facebook blueprint” and work it. How many hours a week are you going to be seen on FB? How many times are you going to befriend someone this week? How many times are you going to upload photos this week? All of these things put you in the ‘Visibility Zone” on facebook, and on the radar as far as people on facebook. Be SEEN and be THERE on a daily basis. Chris Brogan and Robert Scoble are.

2.) The Law of the Powerful Facebook Profile.

Why would people want to get to know you? One of the first things they check out is your facebook profile. What does it say- but better yet- what does it DO? Does it make people curious and want to get to know you? Does it make them think? Does it make them smile? Does it make them see that you have Value for their life and can help change it?

Powerful facebook profiles are NOT based on what is said in your profile- but what it DOES.

Does it direct them to DO something? Does it tell them you are person they MUST know? Or someone that has a nice picture and a nice profile- with no magnetism?  Put yourself OUT THERE and tell the world WHY they need you as a friend, and get them to take action towards YOU. Nancy Perez and Carrie Wilkerson do.

3.) The Law of the Facebook WALL.

You MUST use your Wall to market or message. many folks regard their Wall as a communication utility like email. It is not that. You already have a facebook email. The Wall is for you to BUILD- BRICK BY BRICK- MESSAGE BY MESSAGE- NOTE BY NOTE- VIDEO BY VIDEO- your Brand on Facebook. Every time something happens with you- it goes on your Wall. Don’t stare at the wall- CLIMB THE SUCKER and make your message the PEAK of the page- and keep yourself out there with the Wall. And answer the messages on your Wall. Thank people for sharing with you their visit or message. This will show up on THEIR wall. This will set you apart from most on facebook. The Wall is simply a BILLBOARD of what you are doing and your friends are doing on Facebook. Use it often and wisely. Matt Bacak and Adam Urbanski do.

4.) The Law of Your Facebook Network.

You are part of a local facebook network and you have access to that network to befriend them. I live in Birmingham Michigan, and the network I am a part of is the Detroit network. There are 640,926 people in my network that I could potentially MEET LIVE in a local place and get to know them and connect with them. You have local folks as well. Where do you find your network? 

Click on “settings” and then click on “network.” You will find it there. This is a GOLD MINE of people in your local area to CONNECT and construct new trust bridges that may lead to business down the road. Timothy Carter and Valerie Maltoni do.

5.) The Law of the Facebook Notifications.

This is an overlooked and rarely talked about utility. Notifications are part of your “facebook email system.” Go to “email” at the top of your Facebook profile page, and then click on “notifications.”This is list of who is thinking about you, talking about you, including you in tags, and generally is pointing to you. This is a GOLD MINE of people that have PROVEN they are behind you and willing to make you a part of their Facebook experience. Pay attention to the facebook notifications. Thank them for their thoughts of you on their Wall and let them know you appreciate it. Include them as well on your tags and other activity on facebook. The notifications are GOLD and is a prospecting Vault of Leads. make sure you stay CONNECTED to them. Coach Deb Micek and Scott Monty do.

6.) The Law of Facebook Link Love.

The Link application on Facebook is a HOT commodity. It allows you to post a link that you like and then sends it out on the news feed that is on your home page. It picks up the image that you want on the link page, and allows it to be a LIVE link. Send out other people’s LINK and given some LOVE. Do NOT just send out your own links. Let others do that. Find interesting links of others and send them out.

WHY? EXPOSURE for you. You will be given credit for the link. People LOVE link love. If you send out a LOT of other people’s links on facebook, they will start sending out YOUR links. Been there done that. Joel Comm and Yanik Silver do.

7.) The Law of Facebook Groups.

Join groups. Join a LOT of Groups. Start your OWN groups. The join MORE groups. Why? EXPOSURE. CONNECTION to other Group members. AUTHORITY. Start your own and be a Leader. REACH. Groups extend your reach into Facebook. MULTIPLIED PROSPECTS. There are more people in a group — then on a profile page.

Duh. Build a list in your own group and then you can become an admin and email messages to them. Make them messages of VALUE and interest. Kevin Nations does.

8.) The Law of Facebook Events.

Attend events. Attend Events. and then attend MORE events. Why? It allows you to leave a message on the events page wall, and create exposure. I attend at least 2 facebook events every week- to learn- and to network. Events can be found on the new Facebook page in the upper right under “Upcoming“-these are the events that are upcoming. One unique twist. You have birthdays under the “upcoming” tag- and you can send presents to folks. THIS will get their attention as it shows up on their wall and the news feed as well. Attend as many events as you can. make them worth your while- learn and grow from them. BUT–always leave a RSVP message about attending or not- with an encouraging message. This will show your professionalism, and caring.

Event UP! This will do you well on facebook. Put the term “events” in the search box, and it will find every event that is going on in your network of friends- a GOLD MINE of new possibilities of business. Become a master of events!

9.) The Law of Facebook Multimedia – Videos and Photos.

People LOVE photos and videos. They are the most looked at and watched pages on facebook. Make some videos and upload them. Upload some photographs. Not only will the be seen on your wall and the facebook news feed, but also will allow you to “tag” others on these. This means that you can pick out people you have befriended and let them know you are thinking of them. And when you tag someone- it shows up on THEIR wall. Now isn’t THAT cool? It is called EXPOSURE! Larry Hochman and Diane Hochman rule with facebook Videos.

10.) The Law of the Facebook NEWS FEED.

This is the big kahuna of exposure on facebook. This gets you out to ALL of your friends and creates a massive exposure vehicle that can keep your brand in front and recognized. You also will be many times on the “featured” part of the new news feed on the right. This gives you HUGE exposure. Whatever you do, like change your status, upload a video, write and publish a note, or just comment on another person’s message on the facebook news feed- it SHOWS UP in the news Feed. Be seen- and be seen often if you are trying to brand yourself on facebook.

Yes, you need to establish relationships, and build community. But if you are going to MARKET on facebook-then you need to at least get a guideline of what and how to do it. The 10 Social Media Laws of Facebook hopefully gave you some idea in your social media marketing.

For the more advanced Power User of Facebook, check out this link for more tips.

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