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  • 3 Ways to Use Twitter for Job Search

    by Shawna Simcik, OI Partners - Innovative Career Consulting, Denver

    twitter for job searchIntroducing Twitter to a job seeker in career transition is sometimes similar to saying the word "walk" to a golden retriever in a high-pitched voice. The response I often get is that the person’s head tilts to the side quizzically, and they ask, "Really? Are you joking? I thought Twitter is for Chris Brown and Kim Kardashian."

    Actually, no. Twitter is a fabulous, free resource to support a person in career transition. Here are three ways you should use this innovative micro-blogging tool to accelerate your job search:

    1. Start Tweeting!

    Similar to LinkedIn status updates, job seekers can use this as a tool to demonstrate expertise, thought leadership and stay connected to companies, influencers and recruiters. Use 140 characters to talk to your “followers” about your field of expertise. Link to great articles you have read, back to your LinkedIn profile or personal branded website. This also subconsciously screams, "Wow! He/she is on Twitter. He/she must be 'with-it' and ‘up-to-date on technology.’"

    2. Follow Companies.

    Even if you don't grasp tweeting, set up a profile and follow companies. Follow companies where you want to work (target companies), companies where you have applied for a position or have an interview. Watch what the company posts and use this information to your advantage. Retweet (RT) what the company is saying, or strategically squeeze into your interview how you read via Twitter about a recent press release from that company.

    3. Follow Recruiters & Influencers.

    Similar to following a company, you can also follow recruiters or influencers who tweet jobs listings. People such as @oipartnersinc and @tweetmyjobs tweet jobs regularly. Recruiters—54% of them—are now using this free resource to accelerate the message of open positions, rather than paying fees to ...

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  • Why I Ignored Your LinkedIn Invite: Customize It or Forget It

    Shawna Simcik, OI Partners - Innovative Career Consulting

    In the last week, I have received 20 LinkedIn invitations to connect with the generic message, “[name] wants to connect with you on LinkedIn.” If you are too lazy to customize this message, I ignore your request. Don’t get ignored, follow these steps to get connected. A great LinkedIn invitation typically has one or more of the following: personalize your linkedin invitation

    A personalized message. A great example is, “I’ve enjoyed getting to know you on Twitter and appreciate your retweets. How about we connect here too? I’d like to add you to my professional network on LinkedIn.” I am more likely to accept this request than the generic message. The general request without a personalized message demonstrates a lack of thought.

    The Golden Rule. The golden rule of networking is, “networking is about giving; not getting.” Remember this very important concept. Never ask for something right away, such as, “I notice you are connected to Mr. X, could you provide an introduction?” Just keep it simple and start building a relationship via LinkedIn. Once we have gotten to know each other, I am more apt to provide an introduction to my network.

    If we have met, tell me how we met. If you are at a large gathering, your intended connection might not remember every person he or she met. It’s always a good idea to say, “I enjoyed meeting you at the breakfast this morning.” If we haven’t met, don’t click on the “friends” request. This is a misrepresentation of our relationship.

    Attention to detail. Make sure your spelling and grammar are correct.

    Networking is about establishing and then building and maintaining a relationship with someone. The rules don’t change just because it is not face-to-face. As you network via LinkedIn, please remember ...

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  • 4 Tried-and-True Job-Search Methods

    By Ray Blush

    Many historians have credited George Washington, when he was commissioned to command the Virginia Army, for being the first officer to instill military discipline to the colonial troops. In a letter to the Captains of the Virginia Regiments in 1756 he stated, “Discipline is the soul of an army. It makes small numbers formidable, procures success to the weak and esteem to all.”

    Whether you have just started your job search or been involved in a search for several months, including those who are in a career transition program, keep in mind these four tried-and-true ways of finding a job. Discipline yourself to use all of these basic techniques rather than just answering advertisements through the Internet. Richard Bolles, in his 2012 edition of “What Color Is Your Parachute,” explains that only 10% of jobs are found by looking at employers’ Internet job-postings. This is contrary to how many people think they are going to find their next position. 

    1. Network. Many jobs opportunities are never advertised. They are filled before a company needs to advertise. So how do you apply for jobs that aren’t advertised? It is through networking which is the art of building relationships. And through these relationships, many job seekers are able to uncover current and future job opportunities. Friends, neighbors, acquaintances and former co-workers are often excellent resources for job seekers. Other sources for networking activities can include things like attending professional and trade association meetings; volunteering at a local hospital or community event; attending formal religious and university networking activities and more.

    2. Use Social Media. Social media sites can uncover open positions. According to a 2011 survey by JobVite.com, which provides recruiting tools for many large and small employers, the use of social media for recruiting has been ...

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  • Job Recruiting via Social Media: 10 Things to Consider

    by Kathie McCloskey, OI Partners - Quest Management Consultants

     

    Recruiters are increasingly embracing social media as a key component of their talent acquisition process. A 2011 Society for Human Resource Management (SHRM) poll estimates that 56% of recruiters use social media as a recruiting tool; whereas, a leading provider of social recruiting tools reports in their 2012 survey that 92% of recruiters use social media in their talent acquisition arsenal.

     

    In considering the use of social media in the talent acquisition process, recruiters should take note of the pros and potential cons. 

     

    Pros include:

      

          Using social media to reach “passive” candidates who have a social media presence, but are not likely to seek out job opportunities. These “passive” candidates are generally working in the profession today and are seen as having the most current skills. In fact, in the 2011 SHRM poll, 84% of recruiters said that the main reason they used social networking was to access this passive pool.

     

          As the job market improves, the search for talent will become more competitive. Whether recruiting budgets will expand to compensate for this higher level of recruiting difficulty is problematic. Therefore, social media becomes a very cost-effective way to find skilled staff.

     

          Social media is a wonderful platform to establish a company’s employment “brand” image. 

     

          Social media offers companies the opportunity to reach a wide, diverse pool of talent. 

     

    Recruiters should develop policies and processes to deal with these potential cons:

         

          Legal considerations in using LinkedIn, Facebook and Twitter profiles/accounts to screen potential candidates, given that the profiles may reveal “protected characteristics.” Fortunately HR is becoming more aware of the legal pitfalls and establishing tighter controls to avoid discrimination or negligent hiring claims and to remain abreast of the changing regulatory climate.

     

         ...

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The vOIce

The vOIce is written by many of the managing partners of OI Partners. Topics include our ideas on how you or your organization can be effective in areas related to career development, executive development, workforce development, career transition and more.


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