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We talk a lot about how social media is the new networking frontier.
We make connections through LinkedIn, prove our value and expertise on Twitter, and maintain relationships with past colleagues/friends through Facebook.
But social media isn’t just providing new networking opportunities – it’s presenting new job opportunities. More and more companies are looking for social media moderators, content providers and strategists. And the interesting thing is that these positions aren’t tied to any one specific experience type or college degree.
I’ve seen people with backgrounds in PR, journalism, marketing, advertising, communications and English score social media positions with major companies. But I’ve also seen people with agriculture, science and math degrees get jobs writing for companies or resources connected to these respective fields.
The point is that social media may not just be the means to a new job. For many, it might present an entirely new career.
So where do you go to look for these kinds of jobs? This article outlines 24 different resources that are most relevant in 2013. Take a look and see what might make sense for you!
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One of the biggest mistakes people make when talking about effective change management is that they say to “communicate more.”
It’s not about more communication, it’s about strategic communication.
Sometimes part of that strategy is indeed to communicate more to employees than in the past. But the strategy must come first.
So what do I mean by strategic communication?
This Kenexa post about change management for new selection systems describes it in actionable terms:
Create a communication plan. Think through who needs to know what and by when. Not everyone needs all of the details as soon as they are known. Plan out who will draft communications, who will approve them, and who will send them. When communications are duplicated, the audience loses interest. Make sure you are communicating why there is a need for change, not just the tactics of what will change.
So do you have a communication plan when workplace change hits?
Technology is shifting job searches in very obvious ways, from how we network to how we share our portfolios.
But one way you might not be thinking about is how the keywords you use to describe your title and/or job skills and experience can determine whether or not recruiters and hiring decision makers find you in their online search.
For example, you may have “insurance agent” listed as a broad way to describe your title, but a company who is looking for an “actuarial” won’t find you.
So how do you know what to write and where?
Enter this blog post from the Job Search Blog. In it, you’ll find a detailed process that outlines what you can do to maximize the impact of the words you use to choose to reflect you and what you do best.
Every month I write a newsletter and distribute it to current and former Career Coaching clients, as well as others in my networking community.
This month’s theme is all about springing forward into new career destinations, from unusual networking destinations (like sporting events and your kids’ playground) to a new destination for all of your tech and media needs.
You can sign up to receive CAREEReport here.
One of the metaphors I use with my Career Coaching and Counseling clients who are in a career search is based on America’s Pastime: Baseball.
If you want to hit a homerun, you need a bat. That may sound incredibly obvious, but it’s an essential resource to the game. And in the career search game, too many people don’t have a “BAT” – an acronym connecting three essential resources to job hunting. BAT stands for Behavior, Attitude and Techniques. If you have a good handle on these three things, you can feel free to swing for the fences! But before you step into the batter’s box, let’s talk a little more about your hitting strategy.
Behavior:
Ask yourself:
- How many hours a week have I set aside to work on my career search?
- What am I going to do during that time?
- How do I stay on my marketing plan?
- How am I paying attention to detail, following up with people who promise, “I’ll get you some names”?
Your answers to these questions will tell you a lot about your career search behavior.
Attitude:
Ask yourself:
- Am I making false assumptions that position me as the victim?
- Do I project rejection?
- Do I find myself defending my past?
- Can I say that I am worthy of finding a real career match?
I can never reiterate it enough: stay positive!
Technique:
Ask yourself if you can say the following:
- I have a real marketing plan with measurable results.
- I have developed my own brand that I’m known for in the industry.
- I have a compelling message that engages the listener to actively participate in my career campaign.
You can learn more about the BAT career search strategy in my book, From Fish Story To Success Story, or by reaching out to me here.
I’ve read a lot of articles about to take advantage of LinkedIn, but few have been as thorough as this Computerworld article.
Sure, the piece breaks down tips like being search savvy and joining groups. But it doesn’t merely suggest you do these things – it gives you advice on HOW to do them effectively.
For example, you may have seen LinkedIn blurbs about their Save Search feature, but do you really know what it does, much less how simple and effective it can be?
As I stress to my clients, understanding how to really maximize your LinkedIn presence and engagement can be invaluable to your career. It’s a resource that – when understood – can be a networking game changer no matter what industry you work in.
This article is a great place to start.
This month, I invested the space I’ve been given in the St. Louis Post-Dispatch to focus on one of the things job seekers and networkers are most obsessed with: the job interview!
As someone who’s been on both sides of the desk, I can tell you that there is indeed a code you can break to nail your job interview.
As I state in the column:
Most interview questions are in code. If you answer them at face value without understanding why they are asking the question, then no matter how well your interview goes, you are likely to lose the job/promotion. Behavioral interviews are made up of five questions that can easily and strategically be prepared for. Learn these five and pass the test.
You can check out those five questions and solutions here!
When you do, you’ll also get insight into the Activ8 job interview flash cards, a valuable tool when preparing for interviews.
First things first: I am not a big proponent of spending a lot of time and energy filling out job applications online.
That being said, this article about 7 Top Websites For Nonprofit Jobs can be very resourceful. The article outlines different sites that cover a variety of services, from posting job openings to assisting in nonprofit management placement.
I would discourage anyone from relying on these kinds of sites to GET the job, however. Where I find these sites to be most resourceful in in helping you identify the kinds of possible careers that are out there you can target and pursue. If you know you want to get into the nonprofit world, these sites are a great way to brainstorm the possibilities.
But if you come across a job you want, I recommend doing all you can through Linkedin contacts or other networking methods to find out more information about the position and how you might get your foot in the door. Simply applying through an online application is still one of least likely ways to land your dream job.
RINGMASTER, my book about becoming a master of career change in the workplace, was recently selected “Recommended Book of the Week” by Tom Hill’s Eaglezine.
I’m very honored that my book was selected, especially because this is a resource for exceptional living. I truly believe that if you master career change, it’s another step toward living a full and happy life!
Below is the writeup from Eaglezine.
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When change comes to your workplace, will you manage it to your advantage or get caught standing in the shadows of those who do? This book reveals 8 strategies, along with action steps, to become a Ringmaster of change. Just like the 3 rings of a circus, there are 3 rings of change that these strategies will help you navigate, ultimately turning you into a Ringmaster. The Ring of Control includes changes you can create, alter and direct to your advantage. The Ring of Influence is focused on the changes on which you can have an indirect impact through your presence and influence. The Ring of Response includes important changes that directly impact your career, but you cannot directly control or influence-and thereby must respond to. As you’ll learn, the key to any successful career is your ability to master change. Included in this book is an online change profile that will reveal personalized strategies for you to master change. The online profile is only for a one-time use. Additional assessments can be found on activ8careers.com.
If you are trying to navigate the pathway up the corporate ladder you need to be aware of the great work David Hults has developed. Before you grab the next rung on that ladder, you need to connect with him. He may have some words of wisdom for you. Reach out to him at www.activ8careers.com.
We often talk about managing change in your individual career, but what about on behalf of your company or organization?
When you’re in management, it can be difficult to get everyone else on board with the changes you want to implement. It’s because of this I’ve heard several leaders say, “I’d be a great manager if it weren’t for the people!” Well, if that’s your mentality, then you’ll never be a great manager!
Managing a department or organization requires a well developed understanding of how to move individuals and large groups of people through change. To identify what needs to happen is the easy part – getting everyone to act in harmony is another.
I talk a lot about this in my book, RINGMASTER, and I also reco you check out an article I recently stumbled upon that’s titled “Constant Change Crucial If An Organization Is To Survive.“ Specifically of interest is how the writer identifies how our work habits and attitudes need to be reshaped to fit in and deal with today’s new economy.
Have you ever experience a workplace change in which the manager did – or didn’t – lead the change effectively? What did they do that you learned from?