Sneak Peek The 2011 Ultimate Twitter Job Search Guide

Sneak Peek The 2011 Ultimate Twitter Job Search Guide 12 Take a first look at the 2011 edition of The Ultimate Twitter Job Search Guide, which is almost ready. Update November 2015: The 2016 edition of the Guide is now available for download: Download The Ultimate Twitter Job Search Guideeval This is the second of a few announcements I’ll be making over the next few weeks about what I’ve been working on for JobMob moving into 2011. The next announcement will arrive Wednesday, April 27th.eval This ebook will tell you everything you need to start finding jobs on Twitter right away. To get you excited about what’s coming, here’s your sneak preview. Table of Contents When you set your eyes on the 2011 Guide, this is the list of sections you’ll find inside: 1) Introduction 2) Twitter: Why Other People Don’t Get It and Why You Will 3) Get Inspired: 20 Top Uses of Twitter 4) The Secrets To Finding a Job With Twitter Without Even Being on Twitter 5) Personal Branding and Why You Must Brand Yourself on Twitter 6) Before Your First Tweet: Setup Your Twitter Profile For Best Results 7) How To Manage Your Twitter Job Search With Twitter Lists 8) Which Tools Should Be in Your Twitter Job Search Toolbox 9) Escaping the Plague of Twitter Spam 10) Bringing it All Together: Your Daily Twitter Job Search Checklist 11) Nasty Twitter Job Search Mistakes to Avoid 12) Get Found: How Recruiters Find Candidates on Twitter 13) In Their Own Words: Twitter Job Search Success Stories 14) Conclusion 15) Resources As long as this list is, I’m tempted to add in some more surprises and I just might… First come, first served Be first in line to get a copy of this easy-to-follow, tip-bursting, trend-catching ebook by subscribing to the JobMob ® Job Tips Newsletter, whose members will get FREE copies before anyone else. Subscribe Now, it’s FREE Know anyone else looking for a job? Share this sneak peek with them so they can also be on board first. Twitter: What It Is And Why People Don’t Get It With a few million of users and growing, why are there still so many people who don’t get Twitter? By the end of this article, you will get it and know how you could be using it. A typical example Ouriel Ohayon is one of the biggest bloggers in France and in Israel. An Internet entrepreneur-turned-venture capitalist, a lot of technologies are paraded in front of him. As an early adopter of many of those technologies, you might think he would be quick to jump on something like Twitter but that wasn’t the case. On March 13th 2007, Ouriel blogged “ First impressions on Twitter” where among other things he said that it was “totally useless… totally addictive… still don’t get it but keep on trying…” Just 4 months later on July 11th 2007, Ouriel came back and blogged “ One of the reasons I love Twitter” where he said “Right now Twitter is by far my favorite web app and my favorite channel of communication. I don’t care that most people don’t get it…” What did Ouriel realize during those few months? How Twitter created the problem: bad branding When Twitter first launched, visiting any Twitter user’s homepage like mine would give you the same message: Hey there! jacobshare is using Twitter. Twitter is a free service that lets you keep in touch with people through the exchange of quick, frequent answers to one simple question: What are you doing? Join today to start receiving jacobshare’s updates. The key phrase is “What are you doing?” When I first saw this question, I thought to myself “how boring. Who wants to know that I’m now blogging, I’m now going shopping, that I’m now sitting on the train? Why would I want to spend time constantly updating everyone on my status? Worse, why would I want to drown myself in tons of these messages daily, even from the people I know and care about?” The fact is that the people who only twitter about these things are the most boring people on Twitter. They don’t get Twitter either. The key to getting Twitter: where the branding is right If you can get past the horrible “what are you doing?” you’ll notice that Twitter refers to subscribers as “followers”. If you subscribe to someone else’s Twitter feed, you’re “following” them and vice-versa. Just like you subscribe to personal blogs to follow the latest thoughts and insight from your favorite people, you’ll subscribe to their Twitter feeds for the same reasons. However, with only 140 characters allowed per message, your friends’ and mentors’ bite-size thoughts will arrive faster, more often than blog posts, with more focus and will be easier to digest. In short, or as I’d say on Twitter in 140 characters: Twitter is bad for life-streaming, good for micro-blogging. Power users use it to share their messages network with people doing the same. You know what though? Twitter can still be a useful job search tool even if you don’t have a Twitter account. Read on to find out how.

Tips for Successfully Managing Remote Teams

Tips for Successfully Managing Remote Teams According to a study conducted on workplace trends in America by software company Workspot, more than 40% of companies have adopted some type of telecommuting policy for their employees. It is no surprise, then, that nearly 84% of Americans work from a remote location more than once per month or are on one of their company remote teams. With remote work on the rise for conventional employees and a new crop of independent contractors, it is becoming more important to create a management structure that supports a remote workforce. Here are four fail-proof steps to successfully managing employees and freelancers who work off-site. Create a Plan Conventional office wisdom tells us that having set policies and procedures in place for employees, freelancers and management alike assists in getting things done efficiently. The implementation of sound techniques and guidelines should not stop with on-site workers, however. A remote workforce needs the same type of structure, if not more, than employees who come to the office each day, to be able to effectively produce quality work. Successful managers of remote teams understand that the autonomy of remote teams does not mean forgoing a solid work plan. Communicate Effectively An ongoing challenge with managing remote teams is the ability to effectively communicate, due in part to the nature of working in different locations. Talking to an employee or freelancer is simple when you bump into them in the hallway or on the way to lunch each and every day; that is not an option with remote teams. Fortunately, staying in touch with remote workers is now easier than ever. A variety of messaging applications and other communication tools are available to organizations of all shapes and sizes, meant to assist in keeping in touch with employees and freelancers who are not physically in the office. In addition to utilizing online tools for keeping in contact with remote workers, scheduling time for communication is key. Plan for office hours each week where remote workers known you will be available for phone calls, e-mails and chat to discuss any project concerns, task completion updates or changes to the team or work plan. Opening the lines of consistent communication and being dedicated to staying in contact with your remote team helps greatly in achieving long-term success. Use the Best Tools Conducting business away from the office has become more readily available to organizations because of advancements in technology. However, not utilizing the right tools for your business needs will derail any benefits remote work affords. There are a variety of intuitive tools built specifically for managing remote work teams that take some of the pressure off your management shoulders. For example, freelancers and remote workers can utilize a  payroll tool to quickly and accurately manage hours worked and track paid compensation. The use of the best available tools allows you to focus on task completion, team satisfaction and overall company success. Promote a Culture of Collaboration While the majority of remote workers and freelancers enjoy the autonomy of off-site work, there is still a need for collaboration and connection among other remote workers, employees on site andmanagement. Creating a culture of collaboration within a company not only assists in keeping remote workers connected to the company and the work, but also promotes integrated work among various teams and departments, both on- and off-site, that ultimately leads to greater productivity. As a manager, you can create collaboration by including remote workers in communications with other departments as needed, and by encouraging remote workers to connect with other off-site employees and freelancers on a regular basis, outside of scheduled meetings. Remote Teams : Different Yet the Same Remote employees and freelancers are not all that different than on-site workers, but the management of remote teams needs to be approached in a slightly different way. To ensure the success of your remote workers and your business, create a work plan that mimics what is already in place for on-site employees, and be dedicated to communicate frequently. Remote team managers must also utilize high quality business tools, and create a culture of collaboration among on- and off-site employees and contractors. Each of these aspects of management in the expanding telecommuting world lend themselves to productive and satisfied remote teams. Image Source; Image Source; Image Source

People Skills Dont Bomb This Hiring Test Without Even Knowing It

People Skills â€" Dont Bomb This Hiring Test Without Even Knowing It Paul Pierotti, a Managing Director at Accenture Digital, recently implemented a quick, smart check on the people skills (aka soft skills) of a group of employment candidates.He posted a note on LinkedIn that said:“For the ten graduate applicants I am interviewing this week, the easy code is pineapple. Let’s see how many of you look at my profile before the interview.”People Left Negative CommentsMany of Paul’s viewers disliked his approach:Low on profile views, huh?I find your post a little out of line.A bit borderline stalker.People research companies, not the people who work there.Utterly ludicrous.People Left Positive CommentsOther viewers supported Paul:I believe they call it due diligence.It’s good practice.It should be an automatic fail if they don’t have it [the easy code].This is a clever due diligence test. This is excellent!How many people have I interviewed that couldn’t be bothered to spend 20 seconds on personal research?People Left Comments Helpful to Job SeekersI do believe you should research the person you are meeting in a business situation.There’s nothing more powerful in an interview than being prepared.Knowing the easy code would certainly color an interviewer’s opinion of the candidate.A quick way to eliminate those who haven’t shown interest.I will be stealing the idea one day in the near future.Paul’s ResultsFast forward to the interviews:Over 70% of the candidates referenced pineapple in their interview with Paul. They had prepared! While Paul hasn’t said who made it to the next round, I wouldn’t want to be one of the people who didnt look at his profile.What Does Paul’s People Skills Test Mean for Your Job Search?Connect on LinkedIn with people who are going to interview you. Send them a simple note like this:Paul,I’m looking forward to meeting with you next week and would like to know more about you. I hope you’ll accept my invitation to connect here on LinkedIn.Thank you,ChristineRead your interviewerâ €™s profile.Many commenters suggested going incognito. I disagree. Let your interviewer know you’re interested enough in him/her to do the obvious research.To work for Accenture, Paul wants to know you have enough on the ball to learn a bit about him, and by extrapolation, a new or prospective client, before a first meeting.Check your interviewer’s LinkedIn activity.Click the down arrow beside the “Follow” tab and then click “View Recent Activity.” This is where you’ll learn more about what really matters to your interviewer â€" and where you would have found Paul’s post.Look at a few of Accenture’s 2016 accolades:#29, The World’s Top 50 Most Attractive Employers, Universum #36, World’s Most Admired Companies, Fortune #37, Best Global Brands, InterbrandThe company didn’t reach those levels of esteem by hiring people who lack the soft skills to form connections with clients and colleagues.Check your interviewer’s LinkedIn profile contact information.Paul’s LinkedIn profile shows he has a Twitter account. (BTW: Its good to upgrade your Twitter game when youre looking for a job.)Check his feed. Its packed with information about his business interests and personal passions â€" potential icebreakers for those first awkward moments of an interview.Don’t forget to research the company too!While its not enough, its also a competitive requirement. Youll find some quick tips here.As Paul said in the comments to his LinkedIn post, “Hopefully they [the candidates] have researched both.”Can You Prove Your People Skills in an Interview Process?The comments on Paul’s post showed naysayers and fans for his approach.Now that you know you might get tested on your relationship building skills during an interview, who do you want to be? The naysayer or the winner?You Might Also LikeInterviews â€" 8 Big Body Language MistakesThe Interview Thank You Mistake That Can Cost You the Job OfferThe Hiring Manager Viewed My Profile â€" Should I Connect?I mage:  Canva Updated May 2019 2016 2019, Donna Svei. All rights reserved.Donna SveiDonna Svei, an executive resume writer and former C-level executive, retained search consultant, and CPA, writes all of AvidCareerists posts. She has written for and been quoted by leading business, general, and career media outlets, including Forbes, Mashable, Fast Company, Entrepreneur, Business Insider, Lifehacker, Ask.com, Social Media Today, IT World, SmartBrief, Payscale, Business News Daily, and the Muse. Let her background and experience inform your job search strategy and decision making.Learn more about Donnas executive resume writing service or email Donna for more information. Interviews â€" Preparation (7 Posts)

10 Reasons Your Interview Went All Pete Tong

10 Reasons Your Interview Went All Pete Tong In todays shaky economy and overcrowded job market, its easy to overlook some of the most basic things that might go wrong once we pass the initial candidate screening and rush off to our job interviews. Some people mistakenly believe that getting the opportunity of an interview means landing the job â€" the reality is that job interviews are a great first step at getting to know the company and its culture, showing those aspects of your professional life and personality that cannot be contained within your resume and impressing the hiring managers. There are many things that can go wrong during a job interview. Some of them have no direct connection to you â€" the company might have resorted to an internal hire, another candidate might have used his killer networking skills to get the job, the company decided to reorganize its structures so that the job offer became obsolete or, quite simply, the company might have canceled the job posting altogether (believe it or not, but studies show that almost 10% of job postings are never filled). Then there are things that can ruin your interview and are absolutely within your control. Here are ten most disastrous reasons why your job interview can go wrong. 1) You  were late: As basic as it might seem, this is still one of the most common mistakes candidates make when invited to a job interview. Showing up on time is crucial â€" it demonstrates the respect you have for the time of your potential employers. Besides, who would want to employ a candidate that is bound to often be late to work? What to do? Prepare beforehand and, if necessary, test your route to see if you manage to arrive 10 minutes before the hour of your scheduled interview. If you need to take a flight, pick an afternoon flight the day before instead of rushing off in the early morning to find out your flight was canceled or delayed. Give yourself enough time for all possible distractions like traffic jams or incidents that might happen along the way. 2) Your  networking was not effective: Being shy or introverted is not an excuse to avoid networking â€" especially if youre interested in a particular employer. An internal reference can be a deal-breaker and you ought to know that its not just that theyre doing you a favor â€" companies often reward their employees for referring someone who gets hired. How to use networking to your advantage? Follow your chosen employers on LinkedIn, look for contacts with whom you share something (other contact, friends, neighborhood, school) and get in touch. Use other social media like Twitter and Facebook to manage your professional image. Dont be passive and expect your profiles to simply do the job for you. 3) You werent prepared: This is an important point. Candidates that show up on their interviews and have no idea about what the company does quickly land in the interviewers black list. Then there are those standard questions that are simply bound to be asked and yet, candidates might not know how to answer them properly. Solution? Prepare beforehand. Do a little research about the company â€" find out how many people it employs, what are its areas of focus, what are their goals and projected future. Prepare for the questions asked by the interviewer by rehearsing your answers â€" make sure to refer to relevant professional experience and state some examples of the projects you worked with that are of value to the position for which youre being interviewed. 4) Your dress didnt impress: Before you even open your mouth, the recruiter will have already judged you on the basis of your attire. Its harsh, but thats the reality â€" first impressions count a lot, especially in short interviews. Coming in with rumpled clothes, improper ties, mini-skirts and low cut blouses is not going to work to your favor. How to dress properly? Count on simple elegance and sharp, professional look. Guys should make sure their ties are classic, shoes polished, suits dark and clean, hair brushed and teeth clean. The same goes for women â€" dress should be formal and make up invisible. 5) You failed to answer some questions: Instead of listening well to the interviewers questions and providing relevant answers, candidates tend to get stressed and ramble on about everything but the subject of the question. Your answers should be substantial, since they are probably aimed at uncovering a crucial skill or competence. How to do that? Prepare and rehearse your answers, but make to sound natural when you actually speak to the interviewer. 6) Your attitude was wrong: Desperate job seekers just ooze desperation and their pessimistic attitude can be contagious. With the stream of rejection, unanswered applications and tough competition its no wonder a job interview brings out those feelings, but they need to be harnessed if one wants to succeed. The trick is to simply expect to do great. Greeting the interviewer with a firm handshake and radiating confidence will get you closer to succeeding. 7) Your body language betrayed you: You were fidgeting when waiting for your interview, your handshake was limp and you were too stressed out to make eye contact? No wonder you didnt make a good impression. Having a firm grasp on our bodily responses when were stressed is key to impress future employers. During the interview itself you should stay in an open position (dont cross your arms), sit forward and make eye contact. Show your enthusiasm for the position and translate this feeling to your body language. READ MORE: Why Body Language Matters In Life 8) You never asked any questions: At the end of the interview, the interviewer will usually ask whether youve got any questions. With a no answer, youre showing lack of enthusiasm or interest in the position offered. Thats not a good impression and it can successfully ruin your work from the last hour. Ask about important aspects of the job, not holidays or employee perks. Questions about possibilities of gaining extra skills, company culture or the interviewers personal experience and impressions of working at this company are a much better fit. 9) You simply failed to sell yourself: Candidates tend to refrain from boasting about their achievements and that could be a big mistake during a job interview, when theyve got limited time to demonstrate the skills required for the job. Theres a fine line between confidence and arrogance â€" when talking about your successful projects make sure to refer to opinions of others, such as “I have a reputation for delivering my projects on time and within budget”, instead of “Im the greatest project manager at my company”. READ MORE: How to Sell Yourself Effectively in an Interview 10) You never followed up: Its important to follow up the interview with a thank you note â€" its something that will help to set you apart form other candidates interviewed for the job. Its best to send an e-mail to the recruiter, thanking for the opportunity and reiterating your interest in the position. This will take you minutes, but can have a great influence on the outcome of your interview. Author: Monica Wells of http://www.bizdb.co.uk/.

Why Should you Consider Switching to a Virtual Workspace CareerMetis.com

Why Should you Consider Switching to a Virtual Workspaceâ€" CareerMetis.com According to a recent study, half of the UK’s workforce will be working remotely by the year 2020. Does it sound unbelievable? Are you wondering if it is beneficial to either party and if it is even feasible?And what is motivation for employees to prefer working remotely?Working remotely is a boon to productivity as one is able to avoid office politics, office gossip, celebrity news, and other unfruitful conversations.A recent survey indicates that the remote workforce in the UK has significantly higher productivity than open plan offices. With fewer distractions, the employee working remotely are able to accomplish more in lesser time.With the stress of commuting to the office out of the picture, remote workers can give more time to their personal life, health and better their lifestyle.With their increased presence at home, they are able to give more time to the family and also take up a couple of additional responsibilities at home. Working remotely also offers flexibility in wo rking hours which has a huge positive impact on the morale of employees.The time and money saved that would have been spent on commute leads to higher staff morale. Also, the ability to pick one’s own working hours makes them more responsible and accountable.Since a virtual workspace is not bound geographically, it matches with the current mindset of the youth that believes in utilizing technology to work remotely and lead a nomadic lifestyle. This digital nomad population is highly efficient and happier as they are able to travel throughout the world without missing work.Although lesser stress, higher morale and improved productivity among the employees are all benefits to the employer also but there are more for employers to embrace virtual workspace. So, here are some benefits of having a remote team over having them work in a conventional office space.The biggest benefit is that they do not have to limit their talent search to one city or state anymore. They can hire the best candidates with the most suitable skills and experience from anywhere in the world.Employers can also take advantage of the time zone difference between their base and the location of the remote employee.For example, at the end of work hours, an employer in Canada may assign a task to his remote employee in India who will be able to start working on it while the employer sleeps. The remote employee in India will possibly be able to deliver work even before the employer wakes up the next morning. It is probably the quickest way to complete a task. The employers have the added advantage of reduced office expenses as there are several overhead expenses that will not be incurred anymore.For better engagement employer-employee there are several cloud-based software applications that can be used. There are several project management portals, video conferencing applications, work collaboration tools and software that can help employers in tracking the performance of the whole remote team.C heck out this infographic from McGowan Transcriptions to learn more about switching to avirtual workspace, and what tools can be deployed for best results.Infographic Source â€" mcgowantranscriptions.co.uk

How to Create a Job Rather Than Find One - CareerAlley

How to Create a Job Rather Than Find One - CareerAlley We may receive compensation when you click on links to products from our partners. Are you struggling to find a job? Youre not the only one. Thousands of people each day wake up looking for a new place to work, only to find nothing. They spend hours searching through job ads, and even if they find one that fits, they are up against dozens or hundreds of other applicants. If this sounds familiar, then you might be looking for another way. Instead of looking for a job, why not create one for yourself? Creating a job allows you to do what you love and get paid at the same time. All it takes is some hard work, and some out of the box thinking in order to make it a reality. Heres how you do it: Figure Out What You Love If youre going to create a job for yourself, you want to do something that you enjoy. Creating a job takes a lot of hard work, and its easier to do this if you love what youre doing. So think about what it is you love to do. Where do your passions lie, or what things did you love to do as a kid? Sometimes we get so wrapped up in simply finding a job for ourselves we dont take the time to think about what it is we actually want to do. So take that time now and once you figure out what it is you love to do, you can then move on to turning that into a job.

How to Avoid the #1 Career Mistake Not Having a Mentor - Hallie Crawford

How to Avoid the #1 Career Mistake Not Having a Mentor We talk about mentors a lot- from softball coaches to swimming trainers to a high school teacher. When we are growing up, almost every adult could be considered a mentor for one reason or another. But many times when we enter the workforce, the general idea seems to be that our training is finished and we no longer need a mentor. Unfortunately, this is a huge mistake. Our success in the business world can be directly connected to whether or not we have a mentor. Having a career mentor can help us continue to grow, to make better business decisions, to find our career direction, and give us the motivation we need. The following tips can help you to avoid this mistake and find a mentor to help you be successful in your field. Look for a mentor program within your company. Many companies offer a mentor program, but it may not be advertised. Check with work mates who have been with the company for a while to see if there is anyone available to mentor. However, keep in mind that the person with the most seniority in your current company may not be the best choice for a mentor. Find someone who can help you with your career goals, who you respect and can look up to as a good example. If you are a woman, your mentor doesnt necessarily have to be a woman, and the same is true with men. Action tip: Take some time to think about what you would like to learn and in what areas you would most benefit from having a mentor. Now think about who could help you the most in those areas in your current company and ask them if they would be willing to be your mentor, explaining to them the qualities you admire and the things you want to learn from them. Take your mentoring relationship seriously. If you want to have a mentor, you have to be serious about keeping in touch with them regularly to benefit from their wisdom and expertise. Many choose to make a formal agreement to help both parties take their new relationship seriously. Make a schedule together and stick to it. Decide together whether you will meet weekly, monthly or something else based on your goals. Otherwise, you mentor will probably feel that he could have chosen a different, more appreciative person to mentor. Remember that having a mentor is an asset and view them as your biggest supporter. Action tip: Decide on an action plan before you meet with your mentor. What would be doable with your current schedule for you to get the most out of a mentor relationship? Are there any projects you could work on together? Is there a specific part of the company or business world you would love to know more about? Share your plans with your mentor, but be willing to be flexible based on his or her availability. You can have more than one mentor. Perhaps you want to learn the management aspect of your department from one experienced colleague, but admire the forward thinking of another? You can learn from them both! Many think they can only choose one mentor at a time, but you can really learn from multiple mentors. Keep in mind that you may not need one mentor for as long as another, and make sure to let your mentors know that you are being mentored in other areas. This can help them really focus in on the specific areas you want them to help you in. Action tip: If you are having trouble identifying that one perfect person to be your mentor that is OK. Create a list of three people you respect that have qualities you would benefit from learning. Approach them separately and ask them if they would help you with a certain area while others help you in a different area. Follow the same steps as above.