Become An Expert in Web2.0 Job Search Marketing

Become An Expert in Web2.0 Job Search Marketing 2 Are you a Senior Interface Hacker? A Director of Mobility? Possibly a User Experience Strategist? Welcome to Web2.0 Job Titles Never heard of these professions? Neither have I, until now. Fast Company magazine has created a slideshow of 10 Web2.0 job types. In the true spirit of Web2.0, FC simply took existing job profiles, jazzed them up with some cool-sounding titles and voila! Job Search Marketing is born. I can even imagine the list's creators betting on which of their terms will catch on and become Internet jargon like podcast or Googlewhacking or real world. Some people are already taking these new keywords very seriously. Over on Ynet's Yoman Reshet, Asher Idan writes in Hebrew What are the Needed Professions of the Web2.0 Era? where he mulls over the evolution of the Internet career worker. Although I agree with some of the reactions taking a negative view, it's too easy to criticize people when they try to look into the future present. After all, the whole point of the Web2.0 moniker was to regenerate interest in the Internet by making people do a double-take and say ‘Web2.0? That sounds cool. What is that?'. Clearly this strategy has worked. Perhaps if you take one of the Fast Company suggestions and use it (or its Hebrew equivalent) in your CV, that distinguishing factor will make your name stick in the mind of your next interviewer regardless of whether or not you're applying to a Web2.0 company.eval Have you already tried putting a new spin on an old job title? Have you seen anyone else doing it? Tell us in the comments. Enjoy this write-up?

The Economist Intelligent Life Cover Story The Big Sell - Personal Branding Blog - Stand Out In Your Career

The Economist Intelligent Life Cover Story The Big Sell - Personal Branding Blog - Stand Out In Your Career I typically dont promote any press Ive received through blog posts, but this cover story in the Economist Intelligent Life Magazine is an exception.   Im very excited about it and am glad that the European market is interested in personal branding and social media.   Intelligent Life is a quarterly magazine, produced by The Economist (sister publication), and is on sale widely throughout Britain and Europe, and in selected outlets elsewhere.   If you know me then some of whats written about me will be quite humorous, but I think they got the major points about personal branding across here. Here is an excerpt: The Big Sell Read the full story at Economist Intelligent Life. Dan Schawbel is instantly on.   Hes so on, hes practically in vertical take-off.   Over the telephone from Boston, the 25-year-old leading personal-branding expert for Gen Y gets straight down to telling me how to manage my online presence, and how that will help me win in todays tough job market.   It is, he says, all about getting your definitive statement -your unique claim- to the top of your personal Google search result, then taking it from there, out onto New Media platforms, full-motion video and social networking sites, Twitter LinkedIn, Google Alert.   Everyones online, Dan says.   Everyones visible. Dan is highly visible; photos and video clips road-block his site.   His look is almost retro-geek, not so much Silicon Valley Guy as 1970s Corporate.   Sensible trousers and shoes, sensible haircut.   Could be thirty-something.   Visibility, he says, is the key to success.   Youve got to manage your brand, he demands.   You have to claim your domain name.   Then you have your personal brand statement, connecting your name with your positioning again and again, to drive people to you.   You want to own your topic everywhere, cross-linking between all your social sites.   And you have to keep on pushing out content relating to your topic.   Its a marketing machine. Dan has written a book, Me 2.0, chock-full of this sort of content-free breathless injunction.   It starts of course, with his own story: an introverted straight-A student who didnt network very well in the real world, he used the new, online toolkit to get profile in the old media world and as a result is interviewed everywhere: ABC television and Fast Company and a raft of marketing trade-mags he plays it all back proudly, almost artlessly.   I ask him how he thinks all this might work in other, un-American places.   Europe, for instance, where cultural attitudes are different.   Theres a long silence.   He hasnt been to Europe.

Job Interview Tips for Mature People - Personal Branding Blog - Stand Out In Your Career

Job Interview Tips for Mature People - Personal Branding Blog - Stand Out In Your Career To start with, here are some statistics: Only 28% of workers 55 and older find jobs within one year versus 71% of those aged 25 to 35, reports Career Builder. 63% of workers 55 and older applied for positions at lower levels than their previous jobs. 48% of workers 55 and older found positions at lesser pay. The picture is clear but not surprising. Age discrimination is evident despite being against the law. Mature people still need jobs because they have financial commitments in addition to not having enough saved for a longer retirement. So, how can they win in the marketplace while competing for fewer job openingsâ€"and against younger applicants? The answer is by having an outstanding résumé (drafted by a recommended, certified, professional résumé writer) and, ideally, working with an interview / career coach to improve their interviewing skills. Interviewing is a learned skill like any other skill. No one was born being excellent at interviewing. The way to prepare for an important interview is similar to the way of preparing for an important college test. Here are a few tips on how to properly answer the following interview questions when age discrimination bias could be detrimental. Aren’t you overqualified? This question couldâ€"but not necessarilyâ€"mean you’re too old for the job. It also could hint that you want more money. Another possible thought behind this question could be that you’ve held bigger positions and you might leave once you find a better job, or it could imply that you’d get bored with this job within a few months. The point here is that you simply cannot answer this question before finding out what the interviewer is actually after. The answer might be, “I’m glad you raised this issue. It gives me a chance to deal with it objectively.” And then you can say, “I suspect you mention this because you may think that [list here some of the possibilities mentioned earlier].” Make sure you end your sentence with “Is that it”? Based on this, the interviewer’s answer will reveal the intention behind the question. Now that you know the intention, you can provide an example of a success story from the past that is relevant to the question. What are your strongest skills? Here the interviewer may be testing you on whether you’re up to speed with today’s rapidly changing technology. In your answer, you should be emphatic about how advanced with technology you areâ€"provided this is soâ€"and how extensively you used technology skills at your jobs. What are your interests outside your career? This could be another trap question by which the candidate inadvertently reveals actions associated with more-mature people. Such an answer might be, “I enjoy family, reading, watching TV, and going to the theater.” On the surface, this is a good answer, but for a more mature person, it would be better to talk about physical activities in addition to intellectual ones. Notice that the family, reading, TV, and theater examples represent sedentary activity. A better answer would be, “I enjoy intellectual activities such as reading or watching TV, but above all, I jog on a regular basis, I play tennis, and I bicycle on weekends.” Physical activities prove vitality and high energy. And what employer would not like that?

5 Business Lessons I Learned in 2019 - Classy Career Girl

5 Business Lessons I Learned in 2019 Its that time of the year to reflect! And in this podcast episode, we will go behind the scenes and I will share with you the 5 business lessons I learned in 2019. Subscribe  on  your favorite platform below: iTunes Google Play Music Stitcher Radio TuneIn iHeartRadio Sound Cloud 5 Business Lessons I Learned in 2019 1) If it’s meant to be, it begins with me. When the project didn’t go how I thought it would go and I realized that I had to manage the project, I said this to myself over and over again. No one else is going to actually love this business as much as I do and care about the new membership site and launching it at a certain time. I had to create the 90-day plan and follow up and make sure everything was actually getting done. I say this a lot now. If I want a top podcast, it begins with me. No one else even if I hire and spend a ton of money, no one can do it for me. Making sure that my website is rebranded begins with me. Making sure that my community is engaged is not a result of my community manager, it begins with me making sure she has the info she needs and the metrics/outcomes she is reaching toward. It’s taking responsibility for your success and results and not just thinking a magic wand or course or even mastermind is going to change it for you. There is no quick fix. 2) Everything will slow down after next week is a lie. You have to build in downtime or you’ll just continually be working. First, the membership site. Then, the launch. Then, the PLAN course, then the Black Friday sale. In the midst, I got sick. I couldn’t talk. And I flew to Toronto for a mastermind. And I hosted a PLAN event. 3) Summers are not for working hard. I’ve already got 4 weeks blocked out next summer. I’ve already told the team. I’m already looking for an Airbnb on the beach in San Diego. I am checking out. And I’m restructuring the team to operate without us for 4 weeks. Clockwork is truly where I got this idea. 4) Sometimes it takes 9 years to find your thing. I found my thing this year. And I got into a groove with the PLAN course. Then, I found the thing that I love to teach over and over again and the thing I could do in my sleep. To teach my planning system comes so natural. It’s something I am passionate about and it’s something that other people really want to know and it can change lives! Keep creating what your market wants. 5) Keep your main thing your main thing. I did a lot of different things this year to see what stuck. You need to do that. An event, a coaching group. A new course. A brand new membership site (combining two membership sites into one membership site). I tried different offers. Different ways of marketing. Now it’s the end of the year and I am looking back at what worked. In 2020, you’ll see a lot more focus from me. I am going to focus on one product, maybe two products. I am going to focus on one market. One message. One specific way I help my clients. Instead of hundreds. Looking back at my income, theres a clear winner. There’s me spending tons of time on products that don’t work. And me spending hardly any time on products that are working great. Can you imagine if I doubled my time in the products that were working great? Other Podcast Episodes You Might Like: How to Stay Consistent The First Step in Creating Your Plan That Most People Miss Your Goals For 2020 and How To Reach Them Faster

Case Study - Targeted Job Search Strategy - Career Pivot

Case Study - Targeted Job Search Strategy - Career Pivot Case Study â€" A Real Life Example of a Targeted Job Search This post is a case study of how one of my clients used the targeted job search strategy to land her next job. I met my client, who I will call Susan, 18 months agoâ€"and this was the start of her targeted job search. If you have not read thetargeted job search seriestake a moment and read it now. Susan is a project manager and marketing professional. She worked for a small firm where the founding partners were in disagreement on the direction of the company and it looked like the company would be sold or close its doors. Susan is unmarried and is very worried about her retirement. As you can imagine, she is like many women in her positionâ€"worried about becoming a bag lady. She decided to target institutions that could provide a pension, which meant universities and government institutions. I explained to her the aspects of a targeted job searchthat she needed to understand: Her next position would come through a relationship She has absolutely no control over the timing Step #1 â€" Building her target list Susan decided to target a very large university in the area. This university had a lot of colleges that were fairly autonomous in their hiring. She targeted the colleges and departments that most attracted her. Step #2 â€" Started to strategically networking Susan created a list of everyone she knew at the university and started to reach out to those people. She regularly scheduled coffee or lunch meetings with her contacts and she followed my strategy of “Asking for AIR” (Advice, Insights and Recommendations). Step #3 â€" Leveraging Employee Referrals Employee referrals are golden, therefore, each time she heard about a position opening up or found one listed on the university job board, she customized her resume and had someone in her network pass it along to the hiring manager before applying online. Susan got some interviews and was a finalist a few times, but wasn’t offered a position. This continued for over a year. She was getting very discouraged. The situation at her current job had not gotten any better. Listen to the most recent episode About a month ago, she got an e-mail from someone in her network that a position was available that was a really good fit for her. The problem was that they were already interviewing candidates. She needed to move fast! Susan’s contact passed her customized resume into HR. Within a couple of days, the university called her to schedule an interview. Susan was not immediately available to interview. The hiring manager was extremely patient and waited to interview her. What was going on? It turned out that Susan had applied for a similar position earlier in the year but the person they hired did not work out and was let go. When her resume was submitted to the hiring committee, someone immediately recognized her name from the previous application and fast tracked the resume to the right people. A couple of rigorous interviews later, she had an offer letter. What had Susan done right? Susan did a lot of things right over the past year: Susan diligently and consistently worked her network. She attended regular meetups on digital marketing and was a regular at PMI meetings. Susan made sure she was up on the latest advances and, more importantly, she knew the lingo! She focused much of the last year on her health. She felt good and it showed! Susan was even able to negotiate a salary at the university that was very close to her current salary. She was moving from the private to public sector. She knew she would take a pay cut, but it ended up being minimal. The new position came through a relationship. The timing was a complete surprise. What do you think of this case study of the targeted job search strategy? Toread the rest of the Targeted Job Search series click here. This post is part of a weekly series on the Personal Branding Blog. You can read the original post on the Personal Branding Blog. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

How to boost the chances your new hire will stay for the long term

How to boost the chances your new hire will stay for the long term How to boost the chances your new hire will stay for the long term Whether we like it or not, replacing employees with a new hire is an inevitable part of being in business. According to San Francisco-based recruiting software company SmartRecruiters, over half of the jobs filled between 2010 and 2020 in the Bay Area will be replacing folks who leave existing positions. Similar issues are brewing across the country. Of all U.S. employees who left their jobs last year, 40 percent did so within six months of starting the position, and one of the major reasons given was bad cultural fit. These findings indicate that many businesses arent setting themselves up for recruiting success. Theyre making snap hiring decisions that work against long-term business growth. Continuously accelerating your business hinges on having long-lasting team members who typically provide more productivity and value than a constantly rotating workforce, said Jerome Ternynck, CEO of SmartRecruiters. A way to get there is to hire for retention, in which businesses adapt their hiring practices to find the candidates who have the greatest potential for staying over the long haul. When you focus on retention during your hiring process, you can better ensure the right fit from day one, said Ternynck. This approach sets you and your candidates up for success much better than if you settle for less-than-ideal employees and try to make them happy after the fact. Follow these five steps the next time you hire for the long-term: 1. Put attitude before aptitude Basing your hiring decision solely on a candidates knowledge, skills and experience is often a one-way street to a short-term relationship. Cultural fit plays a major role in making a long-term hire and should come first when weighing a persons candidacy. Ternynck said, You can train for skill. You cant train for personality. 2. Increase your choice of candidates Building a wide and varied talent pipeline gives you a better chance of finding the right match. Use myriad sources to search for candidates, including job boards, your colleagues networks, your careers pages, your mobile site and recruitment partners. 3. Give your employer brand the mic Help candidates determine if they see you as a long-term match by promoting your employer brand far and wide across your website and social media pages. Post updates, photos, videos and other content that reflects your company mission and personality. 4. Collaborate on hiring decisions Hiring is a team sport, said Ternynck. It usually takes three or four interviews to gain an accurate picture of a candidate. After these interviews, debrief your team online and offline, collaboratively coming to a decision on whether you see a long-lasting match. 5. Let candidates know you are a candidate, too Employment is a two-way street. You are making a decision just as much as candidates are. Give them the floor during interviews so they can grill you. You can learn a lot about a candidate by the questions they ask, said Ternynck. Their questions show where their interests are, what their curiosity level is and how they imagine themselves working with you. Employee retention shouldnt start once candidates are hired â€" it should begin before you bring anyone new on board. Youll recruit and hire better candidates who will not only hit the ground running, but will keep running for the long haul.

Writing a Resume For the Erice Community College

Writing a Resume For the Erice Community CollegeThe Erice Community College has been in existence for more than seventy years and is the oldest community college in Erice, New Mexico. It is also one of the few colleges within New Mexico's state system to offer associate degrees, as well as certificate programs from many different college and university accredited schools.The Erice community college offers both full time and part-time degrees, which have been structured to fit the needs of both busy and career focused students. The program is designed to provide students with the skills they need to succeed in their chosen field and can accommodate the demands of a full time or part time student by offering more flexible class schedules and reasonable tuition rates.Due to the large number of students enrolled in the many programs offered by the Erice community college, it is important to pay attention to the type of classes they are taking to determine if it will be a good fit for you r schedule. Some of the courses offered are General Education, English Composition, Communications, Math, History, Arts and Sciences, Spanish, Life Skills, Personal and Family Development, Business, and so on.As online degree programs become more popular, many more degree programs have become available for the convenience of distance learning, and the Erice community college is no exception. There are many different kinds of online programs that can be completed, from Associate Degrees to Bachelor Degrees, and even certificate programs.If you are looking for a way to earn a degree at a community college and have had some trouble obtaining a traditional degree elsewhere, this could be a great option for you. Many people today feel more confident in the knowledge and skills they already possess, and Erice community college gives you the opportunity to earn an Associate Degree, or Bachelors Degree through a combination of online study and traditional classroom study.One of the greatest advantages of attending the Erice community college is the easy access it offers to online technology, such as computers, email, and the Internet. Students may choose to study while working, or may even take advantage of the campus study centers to complete coursework while doing a service project for a local organization.While there are many advantages to pursuing a degree from a community college, there are also some disadvantages. Because there are so many courses and programs offered, it is difficult to find a schedule that will work for you, and there are not enough faculty resources to cover all of the classes, meaning that some classes may not be covered completely.This is not the case at the Erice community college, and the program you enroll in will be fully equipped to handle the needs of each individual student. It is also likely that you will have the opportunity to work with professors who can help you learn new skills that you never knew you had.