Category Archives: LinkedIn

Golden Ticket

The Importance of Identifying Job Vacancies

The ‘Golden Ticket’ of job searching is having a pre-existing relationship with the hiring manager. This means that you know the hiring manager before the hiring manager is hiring. In fact, he or she may have you, or someone like you, in mind before they even sit down with HR to describe the position they want to fill. If they really want someone like you, they may have asked you for a resume before working with HR to review or write the job description. This is the situation that people mean when they say “most jobs aren’t advertised.” Eventually this job will actually be advertised, but the front-runner will be known. If that front-runner is you, then that’s a ‘Golden Ticket.’

The power of having a large network of relationships (not just connections on LinkedIn, but real pre-existing relationships) is that you have more ‘Golden Ticket’ opportunities.

Now let’s talk about the ‘Paper Ticket:’ A job at ABC company has been advertised for a couple weeks and someone I don’t have much relationship with contacts me and says “do you know anybody at ABC company? They are advertising a perfect job for me!” I can connect them with someone I know there, but the reality is, this is way late in the process. I give them the “Paper Ticket,” but it will be quickly torn in half, and they will be directed to queue up with all the other unknown applicants.

Paper Ticket

There is something in between – not as good as a ‘Golden Ticket,’ but not as flimsy as the ‘Paper Ticket.’ Let’s call it a ‘Silver Ticket.’ That’s when you learn of a vacancy before the job has been advertised, and hopefully before the job description has been reviewed. You don’t have a pre-existing relationship with the hiring manager, and if someone else does, then their Golden Ticket is going to trump your Silver Ticket. But if the hiring manager doesn’t have someone in mind, connecting with them at this critical juncture may allow your resume to influence their thought process in reviewing the job description.  Certainly, in the back of their mind, you could become the standard against which they evaluate other candidates who respond to the ad.

Silver Ticket

So how do you find out about these vacancies before the job ad to fill them is shared with the market.  LinkedIn is a great source of this type information.  First, LinkedIn will inform you when your connections update their profiles with a new position (unless they have changed the default setting). If they have a new position, that usually means they left an old position, and there is a vacancy. Sometimes the change is a promotion in title, and there is no vacancy; sometimes the “new job” is a part-time activity in addition to their job, which they still have.  In some cases they have updated their profile so tardily that the job was probably filled months ago.  You need to review their profile closely to better understand the situation, and then it may be worth reaching out to them to fully understand.

There are also times when your connections will update their profile, but because they’ve changed the default settings, the change won’t show up on your notification feed. It’s always a good idea as you network and job search to take note of anyone’s profile who appears to have recently changed positions.

Finally, if you are a member of the Opt for Change group on LinkedIn, you may see that I post from time to time “New Job Vacancy?” when I see someone in my network has left a position.  In all of these cases, it’s important to remember that just because someone left, doesn’t mean there is a vacancy.  The position may have been eliminated, or there may have been an internal succession candidate who was moved into the role (which may create a lower level opportunity).

Seeking New Opportunities

 

Today I’m rebutting the assertion in this (and many similar) article headlines:

Why ‘seeking new opportunities’ should never be your LinkedIn professional headline!

Your LinkedIn headline should sell a more accurate version of yourself than the article above’s headline sells of itself. If you read this headline you quite probably got the impression that you shouldn’t use the work “Seeking” in your headline. The article is really about writing a good, strong headline, with which I agree. Because it has valid points, I’ve selected it for you to read (the video is a little tedious). But what I disagree with (and why I didn’t bother including other articles that support it) is the headline discouraging the word “Seeking.”  If you are unemployed, I encourage using it. Even if you are employed and job-searching, I would encourage working the word into your headline subtly or even coyly, as in “In-house Compliance Counsel seeking to help my client comply with HIPPA.”

First, the guy wiring the article linked above is from the UK, and I’m from America, and although we have many similarities, hiring processes can be surprisingly different. Be careful applying any foreign job-search advice in the US, and vice versa.

Second, the author touts his 10+ years of experience as a professional recruiter. By ‘professional recruiter’ he means someone who was paid a contingency fee if a candidate he provided was hired by his client. That fee was likely some percentage of the candidate’s annual starting salary. My experience with recruiting, has been, and continues to be, as an in-house recruiter, although from time to time we engage contingency recruiters. Again surprisingly, the experience can be different, and as a candidate you should understand the biases.

Both in-house and contingency recruiters are aligned in looking for qualified candidates. However, their second-tier drivers start to diverge. Contingency recruiters want to place the highest salary candidates they can, because that increases their contingency fee amount. In-house recruiters, while they want to minimize costs of the hiring process (which often comes out of their budget), are more neutral on salary (which comes out of the hiring manager’s budget), but if anything, they want to minimize it. A metric that is more important for in-house recruiters than candidate salaries is “speed to hire.”

If you are unemployed, this distinction is critical in the difference between how your profile will be vetted by an in-house recruiter versus a contingency fee recruiter. As an in-house recruiter I frequently use the words “seeking,” “available,” “opportunity,” and even “ISO” (in search of) as part of my candidate profile search terms. Why? Because unemployed candidates are much, much faster hires.

  1. If I message an unemployed candidate on LinkedIn, he or she usually responds the same day, often within minutes. It’s because unemployed candidates are always checking their LinkedIn, and have the messages coming to their primary email. Employed candidates usually take a few days to respond; some employed candidates never respond because they haven’t updated their profile since the last time they were looking for a job, and LinkedIn still directs messages to their old work email. On average, this is about a 2 day advantage to the unemployed candidate.
  2. Then if I want to schedule a phone or Skype screening interview, unemployed candidates are available this afternoon, any time that’s convenient for me. Employed candidates have to schedule in the evening, after they commute home, if they’re not working late, and they don’t have to take their kids to practice. On average, add another day of delay.
  3. When I schedule them for an in-person interview, unemployed candidates can be here tomorrow, even if I have to fly them in. Employed candidates have to get their supervisor’s permission to take a PTO day, and they want to get in and out the same day, so they only have to take one day of PTO. They are also time constrained when they are interviewing, so I have to change company meetings around so key people can meet them. Unemployed candidates can meet at our pace, at our convenience, and they can spend the night at a nearby hotel, so we can have dinner with them and see them in social contexts. Add an average of 3 days delay to the employed candidate, not too mention more opportunity for social interaction.
  4. Scheduling the second interview, even just a quick meeting with the CEO, can be difficult with employed candidates who don’t want to go back to their supervisor to request another day off on the heels of the first interview.  Add a another 7 days of delay.
  5. Compensation negotiation can be difficult and time consuming with an employed candidate, especially if a recruiter who wants to maximize the offer is involved.  The truth is, the unemployed candidate has little or no bargaining power, so negotiations are minimal.  Add 5 days off delay.
  6. Most companies do drug screen/background checks on their proposed hires.  Employed candidates, very reasonably, don’t want to give notice to their current employer until they have passed all the screening.  Unemployed candidates have nothing to lose, so employers can start them immediately, with continued employment contingent on passing the screens.  Add 10 days to employed candidates.
  7. Employed candidates have to give 2 week’s notice.  Their former employers often ask for more.  Add an average of 12 days.
  8. Employed candidates receive counter-offers. It’s rare that a candidate takes a counter-offer, but they can result in matching the higher offer, and possibly further negotiation delays.  If the employed candidate accepts the counter-offer, if often means the candidate was playing the market to coax his current employer into a raise.  For the in-house recruiter it means starting over.  Unemployed candidates almost never get simultaneous offers.

So even if you are an employed candidate, if you are looking for a new position, recognize that speed-to-hire focused in-house recruiters will be using the term “seeking” in their search terms to locate candidates.  If you want to improve your chances of being in that selected pool, work the word ‘seeking’ subtly into your headline.

 

LinkedIn: Open for Opportunities Setting

It is really important, if you are job searching, that you switch your LinkedIn profile status to “Open” for opportunities.  Do this by (1) going to your little picture in the top right of your LinkedIn Home page and (2) clicking on the drop down arrow next to “Me.”  In the drop down menu under “ACCOUNT” (3) click on ” Settings & Privacy.”  In the new page that opens, locate “Privacy” with a shield in the center and (4) click on that word.  Now in the menu on the left, (5) locate and click on “Job seeking.”  (6) Click on “Let recruiters know you are open to opportunities.”  This should bring you to a page that looks like the one below:

On for 90 More Days

(7) Make sure the button is switched to “Yes.”  Also, note where the green arrow above is pointing.  When you switch to “Yes,” LinkedIn only gives you 90 days before it switches back to “No.”  You should make sure you are checking this frequently to make sure it doesn’t turn to “No.”  In fact, I recommend jumping into this page regularly, and switching it to “No” and then back to “Yes” to reset the 90-day clock.

Alcohol in Social Media Pics

I couldn’t disagree more with the suggestion that posting pics of yourself with alcohol on your LinkedIn profile is okay.  Maybe on Facebook, if it is rare, but never, never on LinkedIn. To do so brings into question your judgment, as well as the concern of a hiring manager who doesn’t want to be criticized for hiring someone. Most hiring managers like safe harbors, where they can’t be second-guessed for a hire they have made. If the hired employee wrecks a rental car his first month on the job, and someone sees the beer bottles lined up for a background image on his linkedin profile, that will reflect poorly on the hiring manager. If there is more than one viable candidate (and there always is), then why would any hiring manager take the risk?

Beer Drinking

Posting a Picture of You Drinking a Beer No Longer Hurts Your Career, But This Could

The rest of the article I agree with, and would strongly caution against social media comments or “likes” that you might consider joking or sharing, but still touch on any of these subjects:

  • Anything that could be considered bigoted
  • Anything that could be considered illegal
  • Anything that appears abusive of drugs
  • Anything that appears derogatory of a former employer

Also limit your daytime social media activity.

On the positive side, illustrate your community involvement and volunteering with social media posts.

LinkedIn

This  ultimate Linkedin cheat sheet is a little dated and has a UK focus, but it is one of the best, most comprehensive I have seen.  The photo below is just a taste.  Go to the link for entire infographic.

Top of LinkedIn Infographic

The entire infographic is available at http://www.leisurejobs.com/staticpages/18285/the-ultimate-linkedin-cheat-sheet/

 

Professional Networking for Introverts

Back in 2008 I instructed a continuing education course through the University of North Carolina at Charlotte called “Professional Networking for Introverts.”  Although I’d already been a member of LinkedIn for over 4 four years, it was still a relatively obscure social media platform, but I thought it was a particularly good professional networking tool for introverts.  It’s gone through lots of changes since 2008, but LinkedIn remains one of the best tools to help introverts network effectively.

Professional Networking for Introverts

Professional Networking for Introverts

In 2014 Dorie Clark published a short article in the Harvard Business Review called Networking for Introverts that I think offers some good suggestions for introverts to use in advancing the effectiveness of their job-search networking. She recognizes that most introverts prefer “minimally stimulating environments.”

So one of her first suggestions is to create your own events.  These can be smaller events, focused on subject matter of your interest, and you get to control the size and make-up of the audience.  In my experience, if you are willing to do the leg work, others really appreciate the opportunity to attend these types of small events.  I’ve used this technique myself for networking, though not job-search networking.  I created a Power Podium to bring speakers in to speak on energy topics of interest to the ~25 person office in which I work. In addition, I invite about 5 to 10 other power industry professionals with whom I (and I assume others in my office) would like to network.  We don’t regularly schedule the Power Podiums; in fact some are very opportunistic, like when a speaker happens to be in Charlotte from out of town.  But it provides a forum where I can offer some continuity of speakers.  I got the idea for the Power Podium from when I was invited to speak to the Ministry of Environment in Ontario at their Green Podium.  I was an opportunistic invite who happened to be in Toronto to speak at another conference.

Although not one of Ms. Clark’s recommendations, I often suggest that job-seekers consider creating a group on LinkedIn, or some other social media platform, tailored to a subject area and/or geographic region they know well.  Sharing articles with these groups can be an effective way to both get to know an existing network better, as well as expand your network as colleagues of colleagues are invited or request to join the group.

The article goes on to suggest that introverts

  • Understand when you’re at your best
  • Rate the likelihood of connecting, and
  • Calibrate your schedule

To me these can all be summed up by playing to your strengths.  Go to events where you are likely to be successful, at times when you are likely to be successful.  At large events, think about events within the event, which are going to be fruitful.  When I go to trade shows coupled with technical meetings, I find the trade show floor to be much more accommodating when most of the people are at technical presentations.  So I always pick a presentation time to skip on purpose and go to the trade show floor to meet vendors when they aren’t overwhelmed.  I also find a conference breakfast to be an easier time to meet people than lunch or dinner, so I always try to arrive early and sit with someone I don’t know.  These may or may not be good approaches for you.  The point is figure out the times and places that you can be successful, usually through experimentation.

 

The Rise of the Zombie Connectors℠!

I like to think of myself as one of the early adopters of LinkedIn. I’ve been a Member since February 20, 2004. [If you were an earlier adopter, let me know. I’m always looking for people who remember when you had to connect with people you didn’t know, because there were so few people on LinkedIn, it was hard to find anyone you knew].

One of the great strengths of LinkedIn is that it has morphed repeatedly to new environments; it’s seldom been the best tool you might have imagined for the particular job you want done, but it’s been a pretty good utility tool for a lot of different jobs. I used it early on to meet innovative people, then as more folks joined, I started to use it to reconnect with people. I used it to job search, and I used it to hire employees. I remember all the squawking when profile photos were implemented – some people were sooo against that! But LinkedIn has survived by being adaptive and tolerant of many types of users. For me, it’s not the tool it once was, but it’s still a pretty good tool. For others, it’s not as good, but for many more, it’s just a different tool.

LIONs (LinkedIn Open Networkers)

We’ve always had users who find value in connecting with everyone they can. I’m not one who perceives that value. When your connections devolve into a list of people you don’t know, it just seems like a phone book to me, and I already have one of those that works better and covers more people – it’s called Google. In any case, LIONs usually announce themselves in their Headlines or even their Names, so you know when you’re getting an invitation from a LION. I usually click ignore.

Zombie Connectors℠

There are some people who reach out to connect with me using the standard ‘no message’ option which LinkedIn provides.  Years ago I noticed that when I reached out to these people, they almost never responded back.  I call these people who don’t respond: Zombie Connectors℠.

Zombie Connectors

For several years I have employed a standard practice of replying to those who invite me to connect, but whom I don’t know, with the question: ‘How may I be of assistance?’  It’s really amazing to me but the vast majority do not even respond.  I let them sit there for 6 months, when LinkedIn automatically withdraws their request.  At any given time I have over 100 Zombie Connectors℠ who have invited me to connect, but haven’t responded to my message back.

I can’t emphasize how poorly this reflects on them as individuals, or how it also reflects poorly on their employers.  You don’t want to be a Zombie Connector℠.  If you are going to invite someone to connect with you, you need to be responsible enough to be responsive.  Whether you are actively job searching, or just passively in the market, there is not only the possibility that someone will remember that you ignored them, there is probably a record of it in their LinkedIn messages.

LinkedIn and Indeed Push Away Some Recruiters

Over the last 6 months both Indeed and LinkedIn have sought to monetize more of their previously free services. This is beginning to push recruiters to seek out alternatives, and that means candidates are going to need to follow. That doesn’t mean recruiters or candidates should abandon LinkedIn, but both must recognize that LinkedIn is not the wellspring of free data that it used to be. Gathering value from LinkedIn is harder now for both candidates and recruiters, particularly those not buying the premium features, but as you can see from this article, even those paying for premium are not getting as much as they used to. From time to time I will be referencing alternative tools, as I always have, but where LinkedIn and Indeed have become the ubiquitous tools of job searchers over the last 8 years, candidates must seek new niche tools focused on their specific needs.

See LinkedIn Has Changed: It’s Not The Place It Used To Be

LinkedIn Phone Screen

Job Search Tactics Prezi Webinar March 30, 2017

In case you missed it, or if you just want to review something, I’ve provided links to the Job Search Tactics Prezi, and the audio recording below.

Click Job Search Tactics Visual Prezi (March 30, 2017) for the visual part of the webinar. You may need to register with Prezi, and you will need to ‘drive’ the Prezi yourself with the forward and backward arrows on the bottom of the screen.

The audio is available here:

I recommend getting the visual up and running and then starting the audio, then matching the audio to what you see on the screen. Pause your audio player when you want to take more time to read what is on the screen.

Blue on White O Logo

The Importance of Your LinkedIn Headline

LinkedIn headlines provide the most powerful 120 characters of language on your LinkedIn profile, and unfortunately, it is often under-utilized.  “By default, LinkedIn populates your headline with your current job title and employer” — and unfortunately most people leave it in there.  What’s really bad is that if you update your experience, say with a new job, LinkedIn doesn’t always update your default headline.  So your headline can be an out of date mismatch with your profile’s experience. Especially if you are actively job-searching, but even if you are using LinkedIn for business leads, or passively keeping yourself apprised of the market, you should review your headline.  And your headline should be aligned with the goal you are seeking to achieve.  Review this article: “The Right Keywords for Your LinkedIn Profile Headline” for tips on how to use different headline types for different goals.

http://www.forbes.com/sites/dailymuse/2012/08/14/does-your-linkedin-headline-suck/

“How To Make Your LinkedIn Headline Stand Out” – Forbes.com

 

The first rule is that your headline should not simply repeat your job title and employer in your headline. That’s not only redundant, it sends the subliminal message that your are where you want to be, and aspire to nothing more. You want to convey that you do aspire to be something more – that you’re current role is just one rendition of what you can offer.

If you want your profile to attract attention when it shows up in a search result list, you should consider:

  1. Describing WHAT you are,
  2. Describing WHO it is you can help,
  3. Describing HOW you improve the organization, and
  4. Giving an EXAMPLE or CREDENTIAL.

You can search your connections on LinkedIn, reading what they have in their headlines.  There are also articles that provide particularly catchy examples that you may be able to tailor to your situation.  Be cautious not to be so creative that readers can be confused about what you are offering.

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