Using a 3-point Approach to Decision-Making

13 Jun

Whenever I talk to students, colleagues, friends or family  I often suggest using the three-point approach to decision-making or planning. Whether you are preparing to introduce a new product or service, graduate from college, change careers or make your current career better, you need to have an idea of how you will move toward accomplishing a goal. That means having to make some tough choices and then act on whatever you decide. It can be overwhelming and frightening. To get started using three points for discovery, decisions and planning; here are some categories and questions to consider:

1) Assess your tools and resources. Do I have the tools and resources I need? For a job search, these tools include: an updated, professional resume, an effective social media/online presence and good advisors who are current on recruiting trends and practices in your market and industry. Do I have an active network of family, friends and professional colleagues that I am fully engaging in courageous conversations? Have I shared my goals with my network? Have I practiced articulating my personal brand statement? Hint: There are wise people who want to help you develop these tools and skills. Find them, talk to them, listen to them and follow-through.

2) Set goals. Have you set broad goals in key areas of life? Key areas include, but are not limited to: Spiritual, Family, Relationships, Health and of course, Career. Ask yourself: What are my goals in each of these key areas of life? What’s my timetable? Are my goals SMART: Specific, Measurable, Achieveable, Realistic and Timely? Create action items, set dates, adjust the plan when necessary and write out the details. Keep track of how you’re doing in a journal or online notebook. Hint: Review your goals regularly and share them with an accountability partner who will challenge and encourage you. Celebrate your milestones.

3) Look inside. What are those internal messages that hinder you? What are you afraid of? What family or financial pressures prevent you from doing what you really want to do? When and how can you change the pressures upon you? Do you have a realistic view of your job market and your profession/industry? How hard are you pursuing your passions? Do you believe you can make a living by doing your passion? Do you exercise regularly to release stress and stay strong? What are you doing to renew your spirit and be encouraged? Hint: Surround yourself with positive, honest people yet do not fear challenge or disagreement. We often learn much in those moments of difficulty.

See how that works? I used three key points with many important questions under each of them to write this post. I’m convinced that in seeking answers to good questions you often discover purpose or awaken a desire to move forward. Every time I meet with a client, student or colleague seeking advice, I tell them to condense decisions, plans and actions into three points. It can work for so many things in life. There is no magic in using this approach. It’s just simple. I am fortunate that I get to help people reach inside, grab some goals, create action steps and take responsibility for moving forward. What do you think about using the three point approach to plans and decisions? Has it worked for you? Why or why not?

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Preparing to Graduate in May?

22 Apr

For many college seniors graduating in May, the fear and questions about the future is overwhelming. Sometimes in that overwhelmed state, students choose to do nothing about it at all. Abraham Lincoln said it best, “You cannot escape the responsibility of tomorrow by evading it today.” If you have a college student in your life or you are a student graduating soon, here are four questions to consider immediately:

1) What do they want? Employers in all professions and organizations continue to seek graduates who can articulate what they have to offer, show enthusiasm and can verbally make connections to transferable skills acquired through part-time jobs, community service or other experiences. Think about how your experiences translate or transfer into the real world. Customer service (know how to treat people), verbal/written communication (know how to say what you mean), and critical thinking skills (know how to use freedom within fences). These are the hot commodities. Besides a decent grade point average, employers want people who ask smart questions and help them solve problems. Employers want people to get things done without being asked. Employers want people who can add value to their organization. Employers want people who have a good attitude.

2) What do I need to get started? Real life does not stop and wait for you to figure it out. Identify some ideal employment opportunities. Make sure you have a good resume (revisit #1 above), references and have practiced answering interview questions. Create a financial plan. Are you postponing a job search and going to grad school? What are your overall expenses? Living at home? Moving out? Rent? Medical/dental? Car? Credit cards? Getting married? Do you have a realistic view of the entry level annual salary possible in your field? Research it on the internet or visit your college’s Career Services Office. In our current economy, you might have to take a job simply to generate income. Just be wise and don’t get stuck there. If the job is commission-only or too good to be true, keep looking. Your first job does not have to be your forever job. Oh yeah, that resume you created and got an “A” on in a college class? It may still need to be re-worked for the real world or a specific job opportunity. Resumes are rarely the only thing to get you hired, but they are a necessary requirement, along with good interview skills. From graduate schools to jobs in ministry, everyone is asking for a resume. Create a good one. Get noticed. Get started. Get relevant advice for today’s job market.

3) What do I have to give? If you do not have extensive experience, your transferable skills from internships, part-time campus jobs, community service or even mission trips are your best selling points. Have you talked to people at your part-time job about getting a full-time position? Are you doing community service work or talking to friends or friend’s parents about jobs or people they know? Are you asking professors who they may know to refer you? Avoid relying solely on job boards. Many of the best jobs are unadvertised. Netweaving (aka networking) remains the most effective way to find a job. Let people know you are graduating and looking for work. Schedule lunches. Talk to people. Ask professionals in your field of interest if you can send them your resume. Avoid focusing solely on what you want from an employer (i.e. experience). Talk about how you can add value or help solve a business problem. Create a Linkedin account and use it. Go to Linkedin for grads for more information. Finally, don’t forget to thank everyone and anyone who helps you along the way. An email or other note of gratitude is still a nice touch and people want to help nice people. Give thanks. Give your best. Don’t whine about how tough it is. If you do not want to work for someone else, consider starting your own business. With good research, smart advice and a passion for an idea that’s possible too.

4) Am I able to be flexible? The more limitations you place on your job search the fewer options you may have. Are you willing to relocate? In today’s job market, this may have to be a consideration. You can always return after home after gaining experience. Be fearless. Talk to people and learn about new places where you can use your gifts and talents. Other parts of the country are not as bad and scary as you think. Be faithful. Don’t give up too soon, get negative or blame “the man” if you are not employed immediately upon graduation.  Keep moving forward. If you are curious about the status of an application or interview, call or email your contact. Be kind, courteous and make statements like: “just checking to see if you need anything else from me in this process.” Hiring managers and others are busy, it’s not personal. Don’t fear being told you did not get the job. Call them, but don’t stalk them. Find out what you need to know to move forward. Be fearless, faithful and flexible to increase your chances of securing employment. It matters.

Having a college degree still makes you more attractive to employers than those who don’t have one, yet we are experiencing a slowly recovering job market, and it requires students (and those who advise them) to re-think expectations when searching for employment in 2012. Turn off the computer and meet some new people. Get focused. Get resume help and practice interviewing with your school’s career services professionals. Experience matters. Get some. 

It may not be easy, but it’s possible. Don’t give up, get depressed and decide to do nothing because it’s too difficult. College students, I believe you can do this. Do you?

7 Agreements of a Team

3 Jan

Over the course of my corporate career, I have been fortunate enough to hire great new people. I often lead from what I call the “7 Agreements of a Team.” Yet after some recent turnover on my team, I find myself wondering if these agreements are still useful concepts in today’s work environment.  As a new hire, how would you feel if your boss shared these with you?

1. Integrity
This involves being true to principled behavior even when no one is watching. This involves being supportive of your team in front of customers or clients. We will laugh and celebrate our successes, comfort each other and learn from mistakes. While it is meaningful to bond at work, it’s also helpful to find other personal support systems outside of the workplace. We will be mature and honest, always.

2. Communication
Verbal and written communication skills are critical to being an effective team and serving customers or clients. Never rely solely on e-mail, pick up the phone and talk to people. If necessary, go visit them! Have face-to-face conversations. Communication also involves listening and asking questions. When you are unsure of a task or directive ask! Sometimes a leader will have to make decisions that you do not agree with don’t take it personally. This does not make them better or you inferior. Be mature and professional in accepting constructive correction.  If you have issues about how or why you are being corrected–address directly with your leader. Good leaders will be open to understanding how you are feeling, discussing it and trying a new communication style.

3. Service
Be a host, not a guest at events and with every task you accomplish. Serving others is a noble purpose greater than just doing the work. Seek to help people. Seek to be kind to each other. If you have a problem with the leader or one another, let’s find time to talk about it. Honestly and maturely. Gossiping is a weak, spectator sport. It’s never healthy or fun for anyone. Serve our customers, clients and one another. Don’t always wait to be asked.

4. Confidence
Demonstrate confidence in your area of expertise. This involves your ability to respond and react in uncertain situations with a level of certainty. No one has all the answers but you are in your role because you have been selected as the best person for the job.  When being confident always treat others with respect and listen to other points of view. While professional development is important, no course or workshop can give you confidence, practice it first in the smallest things. Don’t be afraid to make a mistake, we all do. It’s how you own it and recover that speaks volumes about you.

5. Innovation
Always look for ways to improve existing systems and processes. Never get stuck in doing things the same way every year. If you have conducted an event or task once, look for a way to make it better the next time around. Do not be afraid to suggest a better way to do our work. If something you want or need in your work does not exist, create it and propose it to the team. We might have fun doing something in a new way! Innovation is refreshing.

6. Consistency
The power of our brand, external reputation and credibility also lies in being consistent. We should find approaches and philosophies to deliver our consultations consistently without sacrificing our personalities. If each of us uses a different philosophy we risk losing credibility and any value we might bring singularly or collectively. This does not mean being stuck in a rut. If you disagree with decisions or our approaches become outdated, propose a new philosophy, process or system so we can all improve. See #5.

7. Timely Follow-Through
If you are given a task you are expected to complete it or get answers in a timely manner. If you find yourself unsure of what timely is or what to do: ASK. If you have too many assignments or priorities let your boss know. If you need help completing a task, let your boss know. Avoid always coming to the table with a problem–come showing that you have thought about a recommended solution. Never dump and run when things get tough or you are uncertain about how to handle a situation.  Address things upfront and bring it to a logical conclusion. Ask for help when you need it, we’re in this together. Let’s accomplish our goals.

So, what’s missing?  Are these reasonable? Overwhelming? Why? How would you respond if your leader shared these with you? I need your help, because I’m crazy enough to think these things still matter, leave your comments below…

10 Inconvenient Career Truths

31 Dec

10 Inconvenient Career Truths.

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10 Inconvenient Career Truths

29 Dec

After reading an article by Charlie Gilkey entitled “20 Inconvenient Business Truths,” I was inspired to post 10 Inconvenient Career Truths.  I often search for delicate, diplomatic words to share these inconvenient truths with students, friends and clients.  But sometimes you just have to tell it like it is.

Remember the line in the movie A Few Good Men, “You can’t handle the truth!“???

Well I think you can.  So here’s the truth as I see it for new college grad or those who are otherwise career disturbed. And yes, I’ve been known to be direct. You can handle it.

  1. Your first job is not necessarily your forever job. Almost everyone starts somewhere and it may be at the bottom. Regardless of what you think you deserve, you might have to start at the bottom too. Get over it, just get started.
  2. It’s not enough to have good grades or even years of experience. Talent and skill only take you so far. You may get fired. You may be “forced out” for reasons beyond your control. Have a pity party then get busy searching for a new opportunity! Be eager, coachable, flexible, continuously learning and improving where ever you are.
  3. Work is not separate from the rest of your life. Body, career, spirit. I always say “because it’s all connected.” Pay attention to the quality of your health, your work and your faith. Not always easy, but necessary for healthy survival.
  4. Some really smart person once said,”There is no learning in the comfort zone and no comfort in the learning zone. ” Professional (and personal) growth require discomfort. Embrace it don’t fight it.
  5. If you’re unhappy with your career, change it. Stop asking for everyone’s opinion about  what you should do. You may run things past three honest advisors but ultimately you decide what to do or not. Bad career advice is everywhere. Stop listening.
  6. Almost every job has a trade-off. You’ll rarely get everything you want in one place. Sometimes you might have to work weekends or stay late without being paid for it. If you’re not willing to invest in a company or organization, why would they be willing to invest in you?
  7.  A successful job search may take anywhere from six months to one year. Most people give up on the search too quickly. Other factors that may slow down your search are: the economy, being stuck on one geographic location and poor interviewing skills. You need  to be flexible if you want to work and get help in areas you need to improve. Contact local job centers, your alma mater’s career service office for help.
  8. If you hate your job, co-workers or boss, it probably won’t get better with time. Sticking around because you’re afraid of change only digs you deeper into the rut. Leave. Now. It is best for everyone. Your boss and co-workers probably know you’re unhappy. You are making everyone else uncomfortable with your unhappiness.  Buh-Bye.
  9. Every company has that person who gets away with slacking off, taking all the credit, earning more than she deserves, micro-managing or is egotistical… blah, blah, blah. Stop talking about it and do your job or, see number eight.
  10. There is not just one “right” answer or  “perfect path” to career fulfillment. Everyone’s path is different; every destination unique. Most people change careers 3 to 7 times in their lives. That doesn’t mean you will. But if you do, fear not–it’s a chance to try new things. Keep going and growing.

Start 2012 with the truth. Even if it’s inconvenient. What are your career truths? Leave a comment here…

Employers: Interview questions and the answers to expect

30 Nov

Much is written for graduating college students and other job seekers about how to interview effectively. However, no matter how much the candidate practices, if the interviewer does not know how to conduct an interview or what questions to ask and answers to expect, all the practice in the world is wasted effort.  The problem stems from a lack of planning and direction for those who are in the interviewing role. That may be a problem, but remember, interviewing is still a two-way street. Let’s start by cruising down Applicant Avenue. If you are the person applying for the job, and the interviewer talks 70-80% of the time, it’s up to you to ask questions about job duties, the organization and mention what you have to offer. Don’t just sit there nodding, smiling and wondering when you will get to speak. When the interviewer comes up for air, ask if he/she has any questions about your resume and qualifications. Even if the interviewer doesn’t have questions, prepare and share a 30-second commercial of what makes you right for the job. And now a word for all you interviewers….

The Intersection of Applicant Avenue and Employer Drive

As an employer in today’s world of work, interviewing may be one small part of your job. The number of candidates applying for every one job opening may be as high at 100. Yet finding the right candidate is a critical business process. Whether you are a small business owner or hiring manager for a large corporation, the way you structure the actual interview is important to selecting the right person. It’s the interviewer’s responsibility to create a good framework for two-way discussion and gain useful information needed to make a hiring decision. Every organization’s business needs are different, but here are a few tasks to complete before inviting candidates into your selection process:

  • Prepare a well-written, job description–know what you’re looking for and why. What business problem are you trying to solve? What process needs to be maintained or improved? What skills are necessary and what skills would be nice to have? Is the salary you’re offering competitive in your market/industry? Are there cross-functional responsibilities?
  • Require a resume and conduct other screening before inviting candidates in for an in-person first interview. This can be via phone, Skype or simply conducting a Google and social media search of the candidate’s name.
  • Develop a minimum of five consistent, standard questions you will ask of every candidate ( see below). Formulate and ask more specific questions of each candidate during the interview but make sure you don’t go off on tangents. Take notes during the interview– jotting down key words or phrases alongside each candidates name. If you are seeing a lot of people you may forget who said what.
  • Create a candidate rating system or sheet. Nothing elaborate but some way to compare overall impressions and desirability of each candidate. You may also choose to take your notes on this document before rating the candidate.

Preparing and planning how you will interview and what questions you will ask can make the experience better for both you and the candidate. I recently provided a leadership training workshop to a group of sales managers and small business owners. We discussed the typical first interview questions and how to evaluate the answers. Here’s some of what I shared:

Question 1: Start the interview with introductions of your interview panel, names, titles and a general, non-threatening opening question. You may also set-up how the interview will proceed. The opening conversation should serve to calm down both you and the candidate. If you have allocated an hour to interview each candidate, you should spend at least the first two minutes trying to connect on a neutral topic or setting up the interview process. Let the candidate know upfront that you have a few structured questions and then signal that the interview is about to start. Help the person feel at ease and you’re likely to gain better information—and more honest responses.

Option 1: How was your holiday/weekend/day/morning? How are you doing today?

Question 2: Tell me about yourself. This is really a general statement designed to see if a candidate knows what is appropriate to reveal without rambling. The candidate should not try to tell you every detail of their life, family or work history. Listen for information related to three points: education, transferable skills/experience and maybe one interesting personal item (i.e. community service, recent overseas trip, etc.). The personal items serves to show they are human, it may also help you remember something unique about them. The candidate should be able to keep the answer brief yet give you basic insight into general facts about who they are and why they are interviewing for your position (i.e their personal brand statement, perhaps?) The candidate should always highlight at least one or more past experience that points out relevant transferable skills that makes them right for the position.

Question 3: Describe a time when you had to overcome a major obstacle. This statement will help you get a clear picture of the candidate’s past performance, self awareness and ability to choose an appropriate situation. The candidate should choose a work-related or academic example and not an overly personal one. Listen to see if the person plays the victim or the hero in the situation. The way the candidate recalls a situation gives you an indication of how they might solve simple to complex problems.

Option 1: Describe a time when you made a mistake, how did you handle it? Follow-up with: If you had to do that again, how would you do it differently?

Question 4: What interests you about this position?You should expect the candidate to talk about transferable skills already highlighted on their resume and to tell you what they know about your brand, customers, reputation, or any other key statistics found on your website. The answer may also be personal such as a connection to your customers or experience with your brand. Any of these answers (or a combination) are acceptable. A personal answer could indicate a sincere connection to the business and a sense of ownership in whatever role they might play in the organization.

Option 1: What do you know about this company or organization?

Option 2: What motivated you to apply for this job?

Question 5: Do you work better with a team or alone? Depending on the job, a candidate should be able to confidently choose one and explain why. However, it is acceptable for a candidate to say they can do both, depending on the tasks you expect them to perform. A good candidate should give more than a one word response. They should follow-up with a brief explanation of how and why they work well in either or both of the situations. You’ll also want them to give an example of a team experience and the results of the team’s work.

Option 1: Do you work better independently or with close supervision?

Option 2: Tell me about a time when you worked as part of a team. What was that experience like for you?

Question 6: If you were a tree what kind of tree would you be, and why? Go ahead, laugh! But this question can help you see how the candidate deals with surprises or obscure situations. This type of question helps break the cycle of well-rehearsed answers. As long as it’s not a one word answer or too long, virtually any response is a good one. The key is to pay attention to attitude. Will the candidate play along? How much ease or difficulty did the person have in coming up with a response? The candidate who becomes too flustered or too serious, may indicate inflexibility. Beware of the candidate who avoids an answer altogether, this may indicate an inability to make basic decisions quickly.

Option 1: If you were a pencil would you be the lead (pronounced led) or the eraser?

Option 2: If you were an animal in the zoo, what kind of animal would you be,why?

Question 7: Describe a time when you encountered conflict with a co-worker (or boss)? How did you handle it? The purpose of this question is to learn more about the candidate’s judgement and decision-making skills. This is an example of a situational question, but it also illuminates the candidate’s thought process. You want to see whether the candidate deals with negative situations honestly yet diplomatically. They should be able to identify a specific example and talk about comfortably.

Option 1: What would you do if a co-worker got behind schedule on part of a project or task for which you were responsible?

Question 8: Why are you interested in this position? With this one you run the risk of hearing a phony, drawn-out answer about how great the company is, but listen carefully for whether or not the candidate truly understands what you expect based on what they know about your organization or the skills needed to perform the job. This question is also about getting a sense of values, motivations and how much of a keen understanding the candidate has of your needs. Concepts like values and culture can be subjective, but you should be looking for someone whose work ethic, motivations, skills and methods best match the company’s.

Option 1: What keeps you coming to work besides the paycheck?

Question 9: What are your greatest strengths and what are your greatest weaknesses? Yes, this age old question still works. It helps you find out if the candidate is self-aware and comfortable talking about what they do well and what they need to improve. These should be asked as two separate questions. Watch for the ability to describe strengths in meaningful, work-related terms. “I’m a people-person” tells you nothing. Instead, “I connect easily when meeting new people.” With weaknesses, listen for the ability to describe traits or characteristics that are honest, not overly personal and demonstrate an attempt to improve or grow from a weakness. The typical, rehearsed answer is, “I’m a perfectionist,” ICK! it’s overused. You should look for an answer like, “I have high standards and get frustrated when others don’t do their best.” Good candidates will always be able to describe both their strengths and weaknesses with equal comfort.

Option 1: What would your colleagues say you do well? What would they say you need to improve?

Question 10: Why did you leave your last job? The answer to this question can help you determine the candidate’s wisdom and diplomacy. The candidate should never criticize a former company, boss, or colleagues. A good candidate will focus his answer on how this new job will give him/her the opportunity to contribute more in a particular area or use a skill that is key to helping your organization become more successful. A good candidate might use this question as an opportunity to suggest ways to improve processes or services in their previous or current role.

Option 1: What did you dislike about your last job/boss/company?

It’s always good to close the interview with: What questions do you have for me? Reversing roles communicates that you care about the candidate, and it will demonstrate how curious and knowledgeable a candidate is about your organization. If the candidate doesn’t ask any questions about the job or the business, it’s safe to assume they are just applying for any job. Listen for insightful questions that demonstrate a sophisticated understanding of the job duties, long range vision or the competitive landscape of your industry. A good candidate will always have at least two questions. It is still wise to be concerned about the candidate who asks about vacation days or pay is during a first interview, it  might signal they are running from their current job and interested in your organization for the wrong reasons.

Besides these, be sure to ask questions customized to your specific industry and/or position. You’ll want to leave the table knowing that person understands your business environment. Even if you need to fill a position quickly, take time to review your notes, compare answers and remember first impressions are lasting impressions– sometimes you must listen to your gut. Give yourself at least 24 hours before making a decision or extending an offer no matter how overworked you are. If you have the time, conduct a second interview with your top two candidates only. Eliminate as much internal red tape as possible and move to the selection and hiring stage quickly.

Applicants: Have you ever had a bad interview? What happened?

Employers: What other questions do you ask candidates? What answers do you expect? What do the answers reveal? Leave your comments below.

6 Linkedin Tips for Your Jobsearch

15 Nov
Yes, everyone’s writing and talking about it. Career services professionals, resume writers and other career coaches are encouraging everyone to create Linkedin profiles. It is the place to see and be seen when networking, acquiring talent or seeking employment. Whether you are a recent grad, about to graduate from college or are a seasoned professional, it is important use Linkedin intentionally and understand the etiquette associated with it.
1) When using Linkedin, don’t ask for recommendations from those who do not truly know you or your work. This is equivalent to asking someone to serve as a reference when they have only met you in passing. It’s awkward when you send the generic recommendation or connection request. Be sure to customize the auto-generated message when asking for a connection or recommendation. Remind the person of what you’re looking for and what you have to offer. That way, they can write a specific, targeted, more impressive recommendation. Make sure the person writes in a way that actually conveys useful, credible information. Any recommendation that says, “Ryan is a great guy” or, ”I enjoyed working with Kathy,” adds no value or perspective to a future employer. Always ask your recommender to list specific skills, knowledge and abilities that you will bring to a prospective employer along with any other character comments or fluff and stuff. Professors, former employers, church staff, pastors, professional staff at colleges and those who manage any community service work you have done, are good sources for recommendations. As for a connection make sure you customize the request.
2) Many recruiters tell me it is quite acceptable to add your Linkedin public address to your resume. Recruiters say they will check social media sources tied to your name anyway, so go ahead and make it easy for them. Write your Linkedin profile in a manner that provides a snapshot of your accomplishments and key skills–not just a list of duties from previous employment. Hmm…sounds a lot like an even tighter version of a good resume, doesn’t it?
3) Join Linkedin groups where you can gain insight and participate in discussions about a career, topic or field of interest. If you have good advice to share from your life and career perspective, share it frequently. If you have a question, pose it professionally and intelligently to the group or an individual. Start by joining your college or university’s alumni group. Don’t just stalk groups. Share expertise, ask questions and participate openly.
4) If you blog, add a link to your blog on your Linkedin profile. Be sure the blog content demonstrates your professional knowledge or expertise in an area along with your creativity and writing skills. Your mindless ramblings or even intelligent rants on political or religious matters can close doors–unless you have the luxury of waiting for a job to open up with your exact political party or religious affiliations. Don’t ever sacrifice or hide your beliefs, values and morals, but be wise in how they may come across to those who may be thinking of hiring you. Convey opinions and values wisely. This applies not only to  what you say on a blog, but also what you do when you think no one is watching!
5) If you are a recent grad or unemployed, avoid posting a Linkedin status or headline statement as: “Need a job!” It sounds desperate. No one will be as interested in helping Needy Nellie.  Also, if you have a job, be respectful of your current employer and keep your search confidential, avoid posting, “Looking for a new job.” You never know who in your organization is one connection away. Use the jobs tab and follow companies that you might be interested in. Many Human Resources professionals tell me Linkedin has replaced some of their traditional sources of advertising for open positions.
6) Proofread your Linkedin profile just as you would a resume. A sloppy profile might mean a sloppy worker. Check your grammar, spelling and punctuation. I shouldn’t have to say it, but don’t use text language or incorrect grammar in your profile. Make sure your phone numbers and email addresses are up to date and professional. Your credibility, image and reputation is being conveyed in this moment. Make the moment matter. Revisit your profile from time to time and add any new experiences that will enhance your personal brand to potential employers.
Finally, take a moment to Google your name. You might be surprised to find out what or who is associated with your name or a similar name. If you ever created dicey web pages or humorous Facebook groups as a joke in college, it may come back to haunt you or send the wrong impression to a current or future employer. Check your digital dirt and if you can’t remove it, make sure you can provide an explanation if you are asked about it.
Now step away from the computer! Pick up the phone and schedule a breakfast, lunch, coffee or other in-person appointment, with a targeted list of people who can provide timely, realistic career advice or informational interviews. Let them see your dazzling smile, hear your great enthusiasm, see your fabulous personality all backed up by a solid education, meaningful results, transferable skills and an eagerness to grow.What tips have you found effective when using Linkedin? I’d love to hear from you!