In a recent conversation with a client I advised him to create a profile on LinkedIn - not only to reap the networking opportunities there, but to build his online presence as an essential tool in today’s world of executive search. He was openly skeptical - “I don’t think many people at my level are doing that.” (He’s a CEO.) OK, I said, but check it out anyway.

A few weeks later, he told me, “I’m a convert.” Not only was “everyone” he knew on LinkedIn (including the most tech-savvy and best-connected senior people), but he had learned first-hand that the tool was actively used by recruiters to “check him out” prior to a meeting - even when there was a personal referral or prior relationship. He definitely wanted them to find him - and to find information that is congruent, on-brand, and consistent with the value messages he’s delivering in his resume and interviews.

So … don’t get caught with the equivalent of your pants down! Build your LinkedIn profile NOW, update and improve it over time, and “be there” when recruiters are looking for someone like you.

Meg Guiseppi over at the Executive Resume Branding Blog has a terrific post on this topic… with some expert opinions, thoughtful analysis, and great advice.

The bottom line: You need to be visible online. You need to have a compelling and up-to-date LinkedIn profile with some pertinent, stellar recommendations.  You should take the time to create a VisualCV to present a rich picture of yourself beyond your resume. All of this is vitally important both during a job search and for ongoing career management.

But…. you still need a resume. In fact, all of these pieces should go hand-in-hand to present a powerful, cohesive, on-brand message about you and your value.

At the Kennedy Recruiting Conference I attended some interesting presentations and - of even more value - had the chance to speak with a number of recruiters, both internal and external. One theme that cropped up over and over is - despite the economic downturn and relatively high unemployment -  the challenge of finding good candidates.

Despite sophisticated applicant tracking systems, countless job posting opportunities, recruiter sourcing through social networks, and enormous data-finding capabilities, recruiters still have a hard time finding enough candidates and the right candidates for specific jobs. What this means for you, the job seeker:

• Be specific about your expertise. Vague, general overviews don’t tell recruiters enough about you to conclude that you have what they need.
• Be visible in your areas of expertise. Attend and speak at professional association meetings. Write articles and blog postings. Comment on others’ blogs. Share your expertise and your opinions… and let the recruiters find you.
• Research where your expertise and interests might lead you. For example, if you are a clinical practitioner (maybe a nurse), have some knowledge of hospital technology systems, love to travel, and are eager to move away from direct patient care, you could have a satisfying and lucrative new career as a technology implementation consultant to healthcare systems. Bottom line: look for needs that intersect with your knowledge, experience, and personal interests, then find companies that respond to those needs.

One disturbing trend I noticed is the continued preference for passive job seekers. There is still tremendous bias towards those who are employed and lingering beliefs that “the best people don’t get laid off.” Having worked with extremely talented professionals who were, in fact, affected by corporate downsizing, I know this is nonsense. Plus, there are so many reasons that an individual might be unemployed that using this as a recruiting criterion seems extremely silly.

My final thought about recruiting: It needs a shot in the arm from the marketing department. In fact, successful companies need to market themselves to future employees just as seriously as they market their products or services to consumers. Yet most HR people are not marketing oriented, and despite the ubiquitous trend toward employment branding, most companies don’t invest the resources and talent necessary to make their recruiting function as vibrant as their marketing area. Those that do make the investment will reap the rewards - a more talented, more engaged workforce that creates and supports a winning culture.

I’m attending the Kennedy Recruiting Conference in Orlando this week and I’ll let you know what’s new when I return!

I always enjoy this opportunity to experience “the other side of the table” - the recruiter/employer perspective. It’s immensely valuable for me to learn about recruiters’ current challenges and some emerging solutions It certainly helps me give better advice to my clients. So check back next week when I’ll share the highlights of my learning experience.

More and more job seekers are turning to professional resume writers in hopes of getting a sharp edge in a competitive job market. As with any significant purchase, it’s wise to do your homework, investigate your options, be clear on what you’ll get, and carefully screen the businesses and individuals you are considering working with.

Joann Lublin said all that (and much more and much better!) in a recent article in the Wall Street Journal. She interviewed me extensively to obtain the quotes and information featured in the story. I was very pleased to give her some positive information to counteract the sad tale that leads her article.

I know literally hundreds of resume writers who are talented, ethical, and deeply devoted to the interests of their clients. In fact, I wrote a book (Directory of Professional Resume Writers) that lists many of these writers and provides comprehensive guidelines for how to choose the right pro and how to best work with him or her to achieve a positive outcome. Bottom line: Do your homework; be sure your expectations are clear; and participate fully in the process of developing your career marketing materials.

If you’re in career transition, your current business card might not be the best thing to hand out. And if you’re currently unemployed, you certainly don’t want to be circulating an outdated card with email and phone contact information that no longer works.

The answer - in both cases - is a “contact card,” an updated (and better!) name for a business card.

It should include your contact information, of course, but why not go one step further and use your card to ideally position yourself for your target jobs. You can include your target job title, branding statement, and snippets of your most notable career achievements. List your URLs (LinkedIn, VisualCV, your own blog or website).

Here’s a sample:

Flor San Miguel  

Strategic Marketing Executive
Marketing strategist, innovator, and tactical leader of enterprise-wide initiatives that build brand value and result in sustainable, profitable growth.

• Smythe Associates: Delivered a branding and communications redesign that positioned firm for accelerated expansion in strategic market segments.
• Pioneer Health Services: Introduced new product portfolios that drove sales up 50% and market share 40% in just 2 years.
• Fifth Third Bank, Procter & Gamble: Improved sales, profitability, and market share through creative marketing and new product initiatives focused on strategic goals and the bottom line.

513-249-8786 • 513-604-3943
fsan@cinci.rr.com
7943 Village Circle Drive, Cincinnati, OH 45241

According to a Harvard Business School study, stars who switch teams might not shine so bright in their new environment. In fact, they often “underperform,” according to Professor Boris Groysberg, who has written some interesting articles on leadership.

Whether you’re Randy Moss of the New England Patriots or a star corporate performer, be aware of what you need to perform at your best - and when you’re considering new opportunities, carefully vet the environment to be sure you are getting what you need! Often that is a skilled, supportive team as well as the resources and authority to transform vision to results.

Randy Moss has excelled in Minnesota and Boston, not so much in Oakland. What’s YOUR Oakland, and how can you avoid it in future?

Watching your 401(k) drop,  your industry or your company falter, even your job teeter on the precipice can be scary! My friend (and career expert extraordinaire) Andrea Kay offers a great take on this in her recent newsletter:

 ”The world may be in an uproar. But that doesn’t mean your career goes up in flames. What’s happening ‘out there’ (which you don’t control) does not control your career… please do not–I repeat–do not feel powerless.”

Interestingly, I haven’t seen or felt any despair, desperation, or even resignation from the people I’ve been working with these past few weeks. In every case they’ve been jazzed about future opportunities and eager for their next career challenge. Perhaps I attract clients who are unusually resilient and optimistic — two of my strongest traits!

If you’re stressed about the current economic situation, look away from the macro and toward the micro — not the entire crisis/recession/credit crunch picture, but instead your own skills and strengths, the companies that will need people like you, the opportunities that you see in this interesting environment. Then go forward with vigor and confidence toward those challenges/opportunities. You’ll feel powerful, not powerless.

P.S. Andrea’s new book, “Work’s a Bitch and Then You Make It Work: 6 Steps to go from Pissed Off to Powerful,” can be your invaluable guide along the way. You can check it out (along with my many books on career topics) at Amazon.

Well, if you’re a New England Patriots fan or if Tom Brady is on your Fantasy Football team, no doubt you are devastated at the news that the star quarterback will miss the entire season after suffering an injury in the first quarter of the first game of the year. As the Boston Herald puts it, a “primal scream” has erupted ’round the world.
All I know is that Sunday afternoons and Monday nights will be a lot less comfortable and enjoyable in my part of the country.

But think about what comes next - an almost-as-interesting drama that totally relates to corporate scenarios when the “superstar performer” goes down for the count or leaves the team.
Ask yourself, what would YOU do if you were facing this scenario?

• Will the backup stand up? If you’ve been the steady #2, here’s your chance to shine. Or, you can stay a second-tier player the rest of your career.
• Will the team coalesce? It’s tough to lose your leader, but perhaps you can play an instrumental role in rallying the team and keeping everyone focused on the goal.
• Will a new leader emerge? Is this your chance to rise, fill the void, and provide new leadership?
• Will the playbook change? You have to adapt to a different team, different capabilities, different leadership. Figure out what needs to change and do it quickly rather than relying on strategies that might not be relevant.
• Will the competition seize the opportunity? Maybe one of your competitors has lost a big gun. You can swoop in and capture the victory - if you are prepared, poised, and agile enough to take advantage.

When handed lemons, make lemonade. What seems the sourest note could end up being the sweetest thing that ever happened to you - if you look on it as opportunity rather than tragedy.

Job hunting stinks. There’s almost nothing fun about it. Yet to be most successful it must be endured - in fact, embraced with fervor! How do you rev yourself up for a task you don’t enjoy? Maybe some or even all of these strategies will work for you:

• Visualize the end result. Every day, before you start your job search activities, imagine yourself in your new dream job - what you’ll be doing, how you’ll be feeling, how it will differ from your last job or your current unemployment. With your “eyes on the prize,” you’ll feel much more enthusiastic about what you need to go through to get there.
• Make a to-do-list. For some people, there’s nothing more satisfying than checking off items accomplished. Start each day with an ambitious yet realistic list of activities, and check them off as you complete them. At the end of the day, you can bask in a feeling of accomplishment even if you didn’t (yet) land your new job.
• Do the tough stuff first. What do you hate to do most? Call network contacts, write cover letters, research companies, refresh your resume, refine your elevator pitch? Whatever it is, get the elephant out of the way by doing that first. Everything else will seem much easier.
• Vary your activities. Moving from one task to another rather than remaining rooted all day will give you fresh perspectives and change your energy level.
• Reward yourself. Don’t be too easy on yourself, but when you’ve accomplished a certain number of tasks or persevered through a difficult assignment, give yourself a tangible reward. You’ve earned it! Try not to make it food too often, though, or you’ll have to double up your efforts on the next item.
• Get some exercise. Regular exercise makes you feel healthier, stronger, happier, and more optimistic. Build gym time or outdoor activities into your life a least four to five times a week. It can be one of the most energizing and important parts of your day.
• Build a support network. We all need to vent from time to time, and a sympathetic ear and supportive shoulder can make the world of difference. Your network ideally should include people who are savvy about your professional aspirations and the business world in which you operate. Not only can they give you genuine help and support, they can serve as a sounding board and sometimes a devil’s advocate. You should have complete trust in your inner circle.

Finally, recognize when/if you get stuck and have resources to help pull you out. While you can expect some emotional ups and downs, if you find you are seriously depressed or unable to make any progress, don’t wallow too long. A counselor or coach might be the perfect addition to your inner circle.