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Handling Salary History and Requirements in Online Job Applications

February 15, 2012 By Joellyn Wittenstein Schwerdlin Leave a Comment

Clients frequently ask me how soon they should disclose their salary requirements or histories. Typically, I advise them to hold off on revealing these numbers and to postpone discussions about compensation, until there’s a job offer on the table. This guidance is “Salary Negotiation Rule #1″ advocated by one of my mentors, veteran career coach Jack Chapman and author of Negotiating Your Salary: How to Make $1000 a Minute.

Jack’s declares that it’s in candidates’ best interest to avoid talking about money too soon, because it can weaken bargaining power in negotiating a fair compensation package. He says that if you talk money first and if the number you quote is too high, you may be disqualified; if you quote a number that is too low, you’ll run the risk of settling for the lower end of the salary range of the job, if offered to you.

Despite these wise words, jobseekers are stumped about how to handle this issue when completing online job applications. “Current Salary” and “Desired Salary” are required fields in most cases; and there’s usually no option to quote a salary range or to select “Negotiable.” If these fields are left blank, the application can’t be submitted. So you are either forced to put in these numbers or forgo the opportunity.

The question is: how can you apply for the job as a qualified candidate without putting yourself at a disadvantage by talking money first? Here are some ideas:

Determine if the job is the right fit before you apply. The salary might be attractive, but if the job would not be the best use of your strongest skill sets, you are better off passing up the opportunity.
Submit a well-researched “desired salary” figure for the job. Some excellent resources for salary research are http://www.jobsearchintelligence.com, http://www.payscale.com and http://www.salary.com.
Factor your “ideal range” into your “desired salary”. In his book, Jack Chapman talks about the importance of knowing your Ideal (highest), Satisfactory (acceptable) and No-Go (unacceptable) salary numbers; your “ideal range figure” should be the average of the “Ideal” and “Satisfactory” number, leaving room to negotiate up.
Be truthful about your salary history because these figures can be easily verified for accuracy. Employers disqualify applicants who submit falsified information, which is a far more serious issue than quoting a desired salary that may be too high.
Look for additional ways to communicate. If the application allows you to submit a cover letter or commentary, you can explain that your “desired salary” is negotiable, which you’ll be glad to discuss further when appropriate.

Nick Corcodilos, a.k.a. “Ask the Headhunter” has other insights about handling salary info online. In a recent blog post, he said: “Ignore the application and “find a better way in the door…” He also cautions that companies who want salary figures upfront may be reflective of a “herd mentality” culture. “If you don’t cooperate [by refusing to submit your salary info online] the company has plenty of other applicants who will do what they’re told, and destroy their ability to negotiate… It wants cows, not people who think and act outside the box. Join a company like that…and soon you’ll be looking for yet another job.”

Salary negotiations can be tricky, especially if you have to reveal your salary history and requirements when applying online. If you skillfully use the strategies above, you’ll get your foot in the door and be able to negotiate your best compensation package – after you get the interview and are offered the job.

Filed Under: Online Job Search, Salary Negotiations Tagged With: Online Job Applications, Salary History, Salary Requirements

How To Build Your Reference List

February 14, 2012 By Joellyn Wittenstein Schwerdlin Leave a Comment

If you are starting a job search, you probably haven’t given much thought to your references. Most likely, you’ve focused on your resume, networking, interview skills, and what to wear to the interview.

But regardless of how good your resume is or how skillfully you interview, your references can make or break your chances of landing a new job. So, it pays to stay on the radar of former supervisors, coworkers and customers who can provide glowing recommendations about you to prospective employers.

To do that, you must regularly re-evaluate and reconnect with your references to ask permission to list or continue to list them, express your appreciation, offer to reciprocate by being a reference for them, and get their updated contact information. In today’s turbulent economy, it’s more challenging to keep track of people who might have relocated due to mergers or downsizings.

Who makes the best references? People who have worked with you and will speak favorably on your behalf: besides former supervisors, clients and coworkers, you can include former subordinates and vendors who frequently interacted with you. A broad mix of professionals on your reference list will give hiring managers a perspective on how you deal with various levels of personnel.

When reaching out to current and potential references, be sure to communicate the following:

Acknowledge their importance / value to you. (i.e., why you respect them; why you value their opinion of you and your work)
Explain that you intend to begin a job search soon.
Ask their permission to be used as a reference.
Clarify that no action is required at this time.
Inform them that you’ll contact them when officially begin your search.

Here’s a suggested script (for phone or email) which you can customize according to each reference situation:

“[Name of Reference] I’m [calling/writing] because we’ve known each other for a while, I respect you [add details] and I think you would be a good reference for me in my job search. There is nothing you need to do for now. I just wanted to tell you about it and find out if it’s okay with you to be a reference in the very near future. I’ll contact you again when I’m ready to start interviewing and will provide you with a copy of my resume. I really appreciate your help.”

After your reference agrees to help you,ask how he/she wishes to be contacted; then get his/her appropriate telephone numbers, mailing address, email, etc. Download this form to help organize this information.

One caveat: if you are currently employed, I recommend using only outside references, meaning no one from your present employer. When filling out applications, explain that your supervisor would give you a great reference (as long as this is true) but you wish to keep your job search confidential. In most states, employers use “at will” hiring practices; this means they could terminate you, without warning, if they suspect you are job searching.

Good references are crucial during a job search and throughout your entire career. These strategies will help you build and maintain a network of people who can advocate for your candidacy, whenever you find yourself in a career transition.

Filed Under: References

How to Follow-up After The Interview: A Four-Step Strategy

January 18, 2012 By Joellyn Wittenstein Schwerdlin 3 Comments

Employment interviews can be exhausting and time-consuming experiences. Researching the company ahead of time and answering tough questions during the interview is challenging enough. However, waiting to hear back about your candidacy status can be sheer agony!

The solution: Use this four-step strategy to follow up in a professional manner without being a pest and feel in control at the same time. And if the career opportunity appears to be a “no-go,” this will close the loop and help you move on.

1) Get permission to follow up. Don’t leave the interview without it! When your interview ends, ask the decision-maker when you can expect to hear from him/her regarding the status of your candidacy. If he/she responds with: “I’ll call you to let you know our decision,” you can say, “You’ll call me? Great! When can I expect your call? Next Monday? Okay! If I don’t hear from you by Monday, would it be alright if I follow up with you by phone on Tuesday?” Usually, the interviewer will say “yes” – especially if you are a strong candidate.

2) Reiterate in writing. Send a thank you letter to each person you interviewed with. While email is faster, a hard copy will create a more lasting impression amidst email clutter. Your letter should: a) express appreciation for the interviewer’s time; b) restate your interest in the position; c) recap highlights of the interview; and d) summarize your qualifications. In your letter to the decision-maker, say that you look forward to speaking with him/her on the agreed-upon date regarding the next step in the interview process.

3) Pick up the phone. If the decision-maker hasn’t called, follow through with your planned phone call. The best time to reach decision-makers directly, without being routed to voicemail, is before or after regular work hours. If you get voicemail, leave this message: ” Hi <hiring manager>. This is <your name>, a candidate for the <blank> position. I was expecting a call from you yesterday, regarding my status. I haven’t heard from you, so I’m following up as we agreed. Once again, this is <your name> and my number is <blank>. I look forward to hearing from you soon, thanks!” Do this once a week, but stop after four times.

4) Close the loop and move on. If you’ve faithfully completed steps 1-3 above and you’ve gotten no response, most likely another candidate has been selected or the hiring process might temporarily be on hold. For your own well-being, it’s worthwhile to follow up one more time to close the loop and move on. Use this script, which is adaptable to voicemail or email:

“Hello <name of decision-maker>, I’ve followed up with you on <agreed upon date>; then four times after that and still haven’t heard from you. I’m assuming your hiring process is taking longer than expected, which is totally understandable. However, I want you to know that I’m continuing my search and may not be available in the future. So, I’d appreciate if you could let me know where I stand by <date chosen by you>, so we can both move forward. Thanks again for your time and consideration up to this point.”

Taking this final step will help get you off of dead center by:

a) Conveying to the hiring manager that you won’t wait forever; if they want to hire you, they’d better act quickly;

b) Allowing you to put closure on the situation, so you won’t waste any more energy on it;

c) Clearing your mental clutter to allow other opportunities to come your way.

Following up in a professional manner is good for your reputation, self-confidence and peace of mind. With these scripts in hand, you can manage any jitters and keep yourself moving towards the dream job that awaits you.

Filed Under: Employment Interviewing

Get Hired Faster in 2012: Diversify Your Job Search Activities, Dial-Down Desperation, and Detach from the Outcome

December 15, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

Job searching can be an agonizing waiting game. You apply for jobs, sit down for promising interviews, and anxiously wait for responses. Yet your phone stays silent and the emails don’t come.

But have you also noticed that when you take a break from waiting and focus on something else, your much-desired response finally comes in, or even pleasant surprises you weren’t even expecting?

This is a basic universal principle at work: the less you appear to need something, the more you will attract it.

Talane Miedaner, author of Coach Yourself to Success, calls this “detaching from the outcome” (Ch. 94, p. 228). She explains: “To attract what you want, you need to want it with all your heart and at the same time, not need it or have to have it.” “If you really want a particular job,” she says, “it helps to have offers at a number of places, to increase your bargaining power.”

Focusing on getting that ONE particular job — to the point of desperation — will have a harmful effect on your search. “People can sniff out desperation a mile away,” says Ms. Miedaner. “If you rely on one person or organization to meet your needs, you’ll soon be in trouble because you will depend too much on them and wind up repelling them.”

Acting in such an anxious manner is especially unattractive to prospective employers. Hiring managers don’t care how badly you need a job to pay your bills. All that interests them are the problems you can solve for their company.

If you want to get hired faster, it is critical to detach from the outcome. You must dial down your desperation and diversify your job search activities to reduce your neediness and create more possibilities for yourself. Here are 10 things that can help you accomplish both:

1) Edit out “desperate jobseeker” language from your LinkedIn profile. Here are three strategies you can implement right away.

2) Rework your finances to live on less during a period of unemployment. Doughroller.net offers a list of 10 free and low-cost online budgeting tools.

3) Practice meditation to reduce anxiety and stress. Learn how in Real Happiness: The Power of Meditation: a 28-day program by Sharon Salzberg.

4) Stop reading negative news reports about the labor market. Instead, subscribe to Mark Hovind’s JobBait newsletter, to learn about employment trend updates and breaking news that can help your job search.

5) Take a temp, contract, consulting or part-time position. Besides making money, you’ll keep your skills fresh and be more employable; one job will attract another.

6) Engage in offline activities to expand your network, like joining a professional association or visiting a job club.

7) Get off the job boards and try a targeted direct mail campaign. Build a list of 75-100 companies you’d love to work for, and then send a letter of inquiry/interest to the decision-maker.

8) Showcase your value. Start a blog and write about what interests your target employers. Use free tools like Blogspot.com or WordPress.com; add your blog link to your LinkedIn profile; tweet your posts on Twitter.

9) Resist the urge to rewrite your resume over and over again. Tell yourself “it’s good enough;” then spend more time on networking; because people hire people – NOT resumes.

10) Ramp up your networking activities. Follow the guidelines in the book: Highly Effective Networking: Meet The Right People and Get a Great Job by Orville Pierson.

Detaching from the outcome will help remove the unattractive affect that desperation can have on your job search. If you follow some of the steps above, you’ll notice an increase in job-search responses, leading to more interview and offers!

Filed Under: Goal Setting, Job Search Techniques, Mindset & Motivation

Mastering the Mechanics of Online Job Applications

December 7, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

Applying for jobs has become a complex process, because the Internet and email have revolutioned the ways we communicate. In the past, you would mail or hand-deliver your credentials to targeted employers. Now, you’re required to complete online applications and post electronic copies of your résumé and cover letter to company websites and job boards. In theory, technology should make the application process easier; but to many folks, it adds a confusing piece the mix.

You may not know this but some online applications are disguised as “computer literacy” tests. According to a recent article by Jim Pawlak: “Beyond the Three R’s” (Worcester Telegram & Gazette, Money Section, August 30, 2009) “online applications aren’t just ‘applications’ – they are designed as ‘computer literacy’ tests.” He says that many companies will evaluate candidates on how long they took to accurately and completely finish their applications.

Follow these tips, to complete applications correctly and quickly, the first time:

1) Scan through the application after you register on the site, so you know exactly what information is required. It’s okay to register first, logout, gather required information, and complete the application later.

2) Have copies of your résumé and cover letter open on your computer, for quick posting (uploading to the server) or pasting to required sections on the application.

3) Be sure you have a strong Internet connection to avoid unplanned “timeouts” which could erase your work. Save your work frequently, as you complete each section.

4) Use correct résumé and cover letter formatting. The requirements for online applications vary for each company, especially when you have to upload your résumé and cover letter. Use these guidelines to translate the format requirements from website instructions:

* Attach / upload your résumé and cover letter: This means that the only acceptable formats are Microsoft Word or PDF (sorry, WordPerfect or Microsoft Works users). Each company or job board may stipulate limitations about how many kilobytes for MS Word documents or megabytes for PDF documents, so check your document properties before you upload; otherwise your documents will be rejected by the server. When creating PDF documents, don’t use security features; otherwise, your documents can be opened, but not saved. �

* Copy and paste your résumé and cover letter: These instructions provide a box to copy and paste documents. Don’t copy and paste Word documents here, because they’ll be stripped of all formatting. Instead use a plain text format (with line breaks) so your documents will be visible within the screen frame, instead of having lines wrapping beyond the margins.

* Create an online résumé: This means you’ll be copying and pasting sections of your résumé (and/or cover letter) into sections specified by the website. What you need here is a plain text format (without line breaks).

Here’s quick tutorial for creating Plain Text résumés:

If you’ve done everything correctly, you’ll receive a confirmation email to acknowledge that the company received your application. Then, you can either sit tight until hearing back; or you can take the initiative to find an inside contact to check the status of your application. I’ll vote for the latter because the squeaky wheel usually gets the most attention!

www.career-success-coach.com

Filed Under: Career Marketing Materials, Online Job Search Tagged With: Online Job Applications, Resumes, Text Resume Formats

Getting Started with Twitter for Job Search

December 3, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

Since Twitter’s launch in 2006, it has been emerging as robust job search tool to find opportunities and be found by hiring decision makers.Twitter can help build your online credibility as a candidate and showcase your expertise in an industry or a specific subject area.

Most hiring decision makers are researching candidates online before bringing them in for interviews, so be mindful of how you build your professional presence on Twitter. You may not be aware of this but all of your tweets are permanently indexed by Google.

Here’s how to get started on Twitter and build a solid foundation for your career campaign:

1) Go to www.twitter.com and click “Sign Up” You’ll be asked for your name, a user name (which becomes your Twitter “handle”) and an email address connected to your account.

2) Choose a Twitter handle (up to 20 characters) that reflects your professional persona or even your name — whichever presents you in a positive light. Mine is @Career_Success because it’s an extension of my website: www.career-success-coach.com. Your Twitter handle becomes part of your Twitter URL, like mine is www.twitter.com/career_success.

3) Build your profile at www.twitter.com/settings/profile, where you can upload a professional headshot, provide your location, and list a website (if you have one) or your LinkedIn URL.

4) Write a compelling 160-character bio (last section of the Profile page) that reflects your professional brand. Mine is “The Career Success Coach: Helping Executives, Managers and Professionals Find Perfect Career Paths Since 1991.”

5) Use “Twitres” http://twitres.com/ to display your resume. Simply upload a copy of your resume and it will appear as the background on your Twitter page.

6) Find people and places to follow, such as target companies, recruiters and thought leaders in your industry. Use Twitter’s advanced search feature (http://search.twitter.com/advanced) to locate company names and inside contacts. One of my clients found a former supervisor on Twitter; he followed him, they connected and he wrote my client a LinkedIn recommendation.

7) Listen carefully for hidden opportunities in your Twitter feed. Hiring managers or other decision makers may mention some unmet needs or possible positions in your industry or target companies. Initiate conversations with people you follow, using the “Message” feature on their Twitter page.

8) Tweet value-added posts (up to 140 characters) that convey your expertise to your network, recruiters and potential employers. You can tweet your own blog posts or links to industry-related articles. Here’s an example tweet from someone in sales: “New sales lead tracking software to replace ACT is here: <article link>”. Use http://bit.ly/ to shorten links.

9) Open a free account with www.TweetMyJOBS.com, to access thousands of targeted jobs matching your account profile. You can also get instant notification of new jobs in your Twitter feed or on your mobile device, and be able to post (and tweet) your resume and profile to numerous recruiters and hiring managers.

10) Go to Job-Hunt.org to get free job postings of employers who recruit through Twitter: www.twitter.com/JobHuntOrg/employers-recruiting. To see what that was like, I signed up for a trial and was amazed at the quality of opportunities offered from companies like Citibank, Hertz and Kaiser-Permanente, to name a few.

Of course, no single online platform will ever replace the relationships you’ll build offline. Nevertheless, with so many job seekers and hiring decision makers using Twitter, it certainly makes sense to add it to your job search toolkit.

Filed Under: Job Search Techniques, Social Media Tagged With: Twitter

Job Boards Got You Down? Try The Direct Mail Approach

November 9, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

Many job seekers make the mistake of investing too much time and energy looking for open positions on job boards; then they struggle to make their skill set match those job requirements. The reality is that only a small percentage of job seekers find positions through job boards.

A better strategy is to research companies you’re interested in and market yourself directly to the decision-makers in these companies, whether there is an open position or not. The idea is to get your foot in the door and create relationships with these decision-makers.

One way to reach these decision-makers is with a targeted direct mail campaign. By incorporating direct mail marketing into your job search plan, you can: (1) increase your chances of meeting people in a position to hire and (2) potentially shorten your search time.

Start out by analyzing the following criteria:

What types of positions are you suited for?
Which industries will get the most value from your skill set? Those might be the industries you wish to target.
Which cities and states are you willing to work in?
What size company do you want to work for? Large corporations, small, privately-held companies, or mid-sized firms?

Once you’ve determined your search parameters, you can research specific companies accordingly. For example, if you’re a financial service professional inNew York City, you can research firms that have a significant presence inManhattan.

To find company lists, check out these three free resources:

1. America‘s Career InfoNet Employer Locator: http://www.acinet.org/acinet/employerlocator/employerlocator.asp?nodeid=18

2. ReferenceUSA.com: Available in most libraries, which you can access from home using your library card and PIN number: www.referenceusa.com

3. Inc. 5000: A list of the fastest-growing privately-held companies in the U.S. Considering that large corporations are usually the first to have massive layoffs in troubled economic times, these smaller, privately-held companies will allow you to be a bigger fish in a smaller pond. http://www.inc.com/inc5000/2010/index.html

Other resources, including search engines, local newspapers, business magazines and even the Yellow Pages, can also provide valuable information about companies that meet your search criteria.

Your goal is to make a list of 75-100 target companies, then compose and mail a one-page letter of interest/inquiry to the decision-maker.

When writing your letter, be sure to:

1. Explain your reason for writing to this particular person; emphasize your research and knowledge of the company.

2. Give a brief summary of your career background. (Decide whether sending a résumé will be helpful or not.)

3. Mention your intense interest in the company and ask if they are open to having a discussion of how you can contribute now or in the future.

4. Indicate when you will call to set an appointment.

For a good presentation, be sure to print your letter on high-quality paper, and mail in a flat 9 X 12 catalog envelope. By sending a hard copy instead of an email, you’ll stand out and be more memorable to decision-makers whose inboxes are flooded with email messages.

You will probably ask, is direct mail worth the time and money? The “rule of thumb” in any direct mail marketing campaign is that you can expect a 1-3% response rate. Just remember, it only takes one good lead to turn into a potential job offer!

Filed Under: Job Search Techniques Tagged With: Targeted Direct Mail

Three Simple Ways to Expand Your Professional Network

November 6, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

Over the last 25 years, networking has emerged as a tangible tool for finding employment. This trend began in the US during the recession of the late 1980s, following the collapse of Corporate America. Rather than counting on job security, people had to learn to rely on their personal connections to help them find their next job.

Even before the ’80s, Dr. Mark Granovetter of Harvard University conducted a study, concluding that 63% of all jobs were found through networking. After the year 2000, numerous source-of-hire surveys, the US Department of Labor, and other agencies have come to similar conclusions.

In February 2010 and in March 2011, CareerXroads (a staffing-strategy consulting firm in Kendall Park, NJ) revealed in their 9th and 10th Annual Sources of Hire Surveys ** that “Referrals are the #1 source of external hires.”

Their findings are backed by statistics from 30+ firms surveyed, reflecting that 76.7% of people who landed employment in 2009 and 77.8% who landed in 2010 knew someone who connected them with the hiring managers. In 2010, 50.3 % of these positions were filled through internal transfers; the remaining 27.5% were attributable via referrals; these percentages were similar in 2009.

So, whether you want to get hired from the outside or promote from within, it pays to expand your professional network. Why? Because when you are on the radar of hiring managers who are familiar with your skills and abilities, you will be top of mind for them for job openings, versus complete strangers who answer online ads.

Of course, networking is not a quick fix. It does take time to make new connections and build relationships. Even so, you have to start somewhere. Here are three ways to expand your professional network and increase your chances of meeting people who can connect you with hiring managers:

1) Professional associations: This is one of the best channels for strategic networking inside your profession. You can meet and network with members through conferences, workshops, online e-list discussions, or taking on leadership roles. Look to these three resources to find an association which will fit your needs:

Association Gateway: http://www.asaecenter.org/Directories/AssociationSearch.cfm
Weddles: http://www.weddles.com/associations/index.cfm
Job-Hunt.org: http://www.job-hunt.org/associations.shtml

2) Job search support groups: These are structured, facilitator-led groups designed to help unemployed (or underemployed) people get back to work quickly. You can network with other members who may know key contact people in your target employers. To find a job search support group in your area, check out Job-hunt.org: http://www.job-hunt.org/job-search-networking/job-search-networking.shtml. Select your state from the list and see the groups listed for that state. When you find one that appeals to you, click on the group name to visit their website.

3) Volunteering: Many companies are involved in volunteering, and encourage employees to volunteer individually or on team projects. Through volunteering, you might meet hiring managers or board of director members from local companies who can see your skills in action. If they have positive experiences with you, your efforts might even lead to full-time employment, within that company or elsewhere. To search for volunteer causes which resonate for you, go to www.idealist.org, www.volunteermatch.org or http://www.catchafire.org/

With job security being more fleeting than ever, it really is about “who you know,” not “what you know.” Networking could be the key to your next dream job.

* Download a copy of CareerXroads’ 10th Annual Sources of Hire Survey here: http://www.careerxroads.com/news/SourcesOfHire11.pdf

Filed Under: Networking

The Three Biggest Mistakes Jobseekers Make on LinkedIn – and How to Avoid Them

October 29, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

LinkedIn has evolved into a top social networking site where jobseekers can get found by hiring managers searching for top talent. It is also a tool for jobseekers to build credibility with their networking contacts who can recommend them for potential employment opportunities.

Your biggest challenge on LinkedIn is to position yourself as a valuable candidate, without looking like a desperate jobseeker. If you are not attracting job opportunities through LinkedIn, see if you’re making these three serious mistakes with your profile:

Mistake #1: “Job Search” Language in Headlines and Current Employment Status

Common, generic examples are: “<fill-in-the-blank> Professional looking for <entry, mid, senior>-level position” [Headline] and “Actively exploring direct hire, contract, and consulting opportunities” [Current Employer].

This type of message will be a turn off to hiring managers, like the useless resume objective: “Seeking a challenging position in a progressive organization.” Employers don’t care about what you want; they are interested in knowing what kind of problems you can solve for their company.

Use a professional headline that conveys who you are, what you do professionally, and in which industry; but lose the “job search” wording. Instead, edit the “Opportunity Preferences” and check the box that indicates you are open to “Career opportunities.”

If you’re unemployed, put some entries into your current employment status, to show that you’re not just sitting idle, waiting for opportunities to fall into your lap. You can list that you’re a consultant in your area of expertise (even if you’ve just started your practice) or describe a volunteer project you’re involved in.

Mistake #2: Redundant / Repetitive Network Updates

If you have “Status Updates” enabled, your network will be alerted every time you make the slightest edit to your profile. While these pings might improve your search engine ranking, your contacts will be annoyed with these repetitive updates, when they see that nothing major in your employment status has changed.

A better strategy is to temporarily turn off “Status Updates” when editing your profile. Go to https://www.linkedin.com/settings/, scroll to “Privacy Controls” then click “Turn on/turn off activity broadcasts” and uncheck the box which says: “Let people know when you change your profile, make recommendations, or follow companies.”

When you have made an important change, click the “Share Profile” button to the right of your profile. This opens a prewritten email you can send to your contacts, notifying them that you changed your profile and would like their input. Doing so will create meaningful interactions with your contacts, without boring them with minor edits to your profile.

Mistake #3: Status Updates Unrelated to your Profession

Put yourself in the shoes of a prospective employer. When they visit your LinkedIn profile page, what will they see about what you have to offer? Will they see whatever career advice you’ve been reading, or some religious or political commentary? These types of posts or “likes” will do nothing to support your professional value, unless you are a career coach, clergy member or politician.

A better strategy is to post information which conveys your expertise to your network, recruiters and potential employers. These can be your own blog posts or links to industry-related articles. Here’s an example post from someone in sales: “New sales lead tracking software to replace ACT is here: <article link>”. Hint: use http://bit.ly/ to shorten links.

LinkedIn can help you make the best impression on both your network and the hiring community. If you avoid these three mistakes and follow my suggestions, you’ll go from desperate jobseeker to savvy online networker.

Filed Under: Social Media Tagged With: LinkedIn

What’s Your Networking Style? Contact Collector or True Connector?

October 19, 2011 By Joellyn Wittenstein Schwerdlin Leave a Comment

When I started my business in 1991, I had never heard of “networking” until a client invited me to a monthly dinner meeting of a business networking group, called “The National Network of Sales Professionals.” This group consisted of solo business professionals (like me) who shared best sales practices and leads.

Shortly afterward, I joined this group and remained active until it folded in 1999. Besides giving and receiving referrals, I participated in fundraising projects, served as publicity chair for two years, and eventually became the group’s business manager. I am still happily connected to several people I met from this group who are clients, referral partners or friends.

During my membership, I didn’t have high expectations that business would come my way, nor did I count the business cards I collected. I just showed up at meetings and took part in the activities. What I discovered was that referrals were byproducts of me simply being myself and having meaningful interactions with fellow members.

My networking style has carried forward to how I conduct myself today, amidst the social media maze of LinkedIn, Facebook, Twitter and others. Both online and offline, I am mindful about the quality of my connections and the potential for relationship-building instead of treating networking like a “numbers game,” striving to amass a large number of friends, followers or fans.

People who are only concerned with the numbers are who I call “contact collectors.” I watch them rapidly giving and collecting business cards at live events or racking up online contacts, without considering the nature of the relationships they are trying to establish. In contrast, I’m much more interested in making true connections.

Apparently, true connections also work for people in career transition. In February 2010 and in March 2011, CareerXroads (a staffing-strategy consulting firm in Kendall Park, NJ) revealed in their 9th and 10th Annual Sources of Hire Surveys that “Referrals are the #1 source of external hires.” What this means is that employers will hire people recommended by folks who they know, like and trust, over complete strangers.

If you want to build true connections, do two things: first, be selective about who is in your network; second, know the value that you can bring to each other. For example, when someone wants to connect on LinkedIn (or you’re the one making the request), ask yourself these questions:

1. Do I know this person?

2. Have my dealings/interactions with this person been positive?

3. Would I be willing to write this person a recommendation?

4. Can I comfortably ask this person for a recommendation?

If you answered “yes” to questions 1 and 2, this person qualifies as a true connection. Questions 3 and 4 are more relevant for longer-term relationships. Either way, you can still apply this thoughtful approach to any setting where you’re meeting new people.

Whatever your networking style might be, I can attest that being a true connector instead of a contact collector will help you build authentic, credible and solid relationships with people who will support your personal and professional goals — and vice versa.