Job Seekers How Do You Organize Your Day?

Foxbusiness.com published this deansguide article 2-03-09

If you are currently a job seeker, how do you organize your day? Do you have a plan? What tasks make up the plan that you execute on a daily basis? Do you have enough to do so that your job of finding a job is a fulltime job?

Is This You and Your Job Search Effort?

1. You are utilizing a resume as your #1 marketing tool

2. You are not utilizing social media

3. You are utilizing social media without an understanding of the strategies

4. You are email spamming your network with requests

5. You only respond to job listings or word of mouth aka “response mode”

6. You attend networking events without doing research to understand the organization, who may attend, or what the expected etiquette demands from each event

7. You are working less than 8 hrs per day on your job search and can not imagine having enough tasks to perform to fill a full work day.

8. You do not give value first

9. You are not delivering your value first before your resume

10. You are not learning and adding new skills to your current skill set

If you recognize any, a portion, or all of this list as what you are currently doing in your job search, then it is time to consider a change. Unless what you are doing is working for you, stay tuned as I will  outline and describe a job seeker’s day in the world of social media.

Job Seekers and Entrepreneurs: Deliver Your Value First Through Social Media Revolution

Susan and I presented our workshop “Web 2.0′s Impact on Job Seekers: The Changing Roles of the Resume, Job Search, and Job Seeker” at CSIX this past Tuesday to a packed house of over 110 hopeful job seekers. As we settled into facilitating this workshop, we realized that for the first time we were about to present our complete thesis and theme.

Step 1

The most important step for job seekers and entrepreneurs is the understanding that you must deliver your value first, deliver it often, and deliver it to your strategically targeted audience.

“Hiring managers are using the Internet to get a more well-rounded view of job candidates in terms of their skills, accomplishments, and overall fit within the company”Rosemary Haefner Vice President of Human Resource Careerbuilder.com

We have been supporting blogging as a more powerful and proactive “living” resume since June of 2008. Yet Tuesday was our first opportunity to evangelize the emergence of a paradigm shift, where social media tools and Web 2.0 strategies replaced the resume, as a job seeker’s main marketing tool.

Web 2.0 Paradigm Shift in Communications

The decades of mass media dominance and stranglehold over the control and flow of information is waning. Today is the greatest time in human history for communication, connectivity, collaboration, networking, and delivering your message of value, expertise, and experience to your strategicially targeted hiring managers and companies.

There is a global conversation going on between bloggers, people networking and finding opportunities on Linkedin, resources and messages being broadcast on Twitter, and companies searching for human capital talent throughout the social media stratosphere.

Companies Adopting Web 2.0 and Blogs: Tools to Promote Business

Our friend and blogger Ray Schiel, of globalsocialmedianetwork.com, has produced a massive resource page that outlines the participation of 105 major corporations in blogging, 64 on Facebook pages, 12 podcasting, 12 crowdsourcing sites, and 100′s of companies microblogging on Twitter.

Job Seekers’ Tip: These social media tools are being used by major corporations to promote their products, services, and business practices. If you want to connect with your target company, and they utilize social media tools, then this is a major opportunity to connect as well as demonstrate your understanding of their efforts.

Companies Monitoring Web 2.0 and Social Media: Screening and Hiring Practices

Not only are major corporations utilizing these tools for their own business practices, they are using them to find new talent and perform due diligence on potential applicants. Computer World’s “One in Five Employers Uses Social Networks in Hiring Process” outlines a Careerbuilder.com survey of 31,000 employers. The results are very compelling:

1.  24% of hiring managers “found content on social networks that helped convince them to hire a candidate.” In addition hiring managers said that “profiles showing a professional image and solid references can boost a candidates chances for a job.”

2.  22% of the 31,000 employers said they “peruse social networks to screen candidates.”

3.  9% more of the 31,000 employers said they are planning to do so

4.  A total of 9,600 employers are going to search for candidates and perform due diligence rather than rely on resumes to tell a job seekers story

Deliver Your Value First

The conclusion is that job seekers must deliver their value first before attempting to deliver their resume. Social media and Web 2.0 are changing job search. The resume is no longer a job seeker’s marketing tool. It is up to job seekers, in this very rough job market, to utilize these tools in order to stand apart and become memorable.

Job Seekers and Entrepreneurs: Drive Your Competition Crazy

Reality Check

“If any of my competitors were drowning, I’d stick a hose in their mouth.” Ray Kroc

Harsh words no doubt but if you have ever read about McDonald’s founder Ray Kroc they fit his personality. Unlike Mr. Kroc’s take no prisoners attitude, Guy Kawasaki suggests that the best way drive your competition crazy is by “constantly innovating and serving your customers.”

If you are a entrepreneur or a job seeker go buy Guy Kawsaki’s latest book “Reality Check.” Begin on Chapter 66 with “The Art of Driving Your Competition Crazy” for the best practical advice on how to stand out, be memorable, and create your differentiating factor. Also check out the blog for more information. Although there are 8 important steps worth serious consideration, one stands out as the theme of Kawasaki’s advice: Focus on the Customer.

Focus on the Customer:  Entrepreneur

The irony here is that rather than trying to do something to your competitor(s), “the best way to drive your competition crazy is not to do anything to it.” The strategy to success is to focus on your customer by concentrating on great customer service, out-innovating the competition, and out-pricing them.

Focus on the Hiring Manager: Job Seeker

In the same respects there is an irony in this situation too. Instead of the job seeker attempting to out sell, out brag, or out maneuver his/her resume to be the best resume, the job seeker needs to concentrate on the hiring manager’s happiness.

This happiness can be achieved by creating value through a blog, a great Linkedin profile, and a social media broadcasting system. The goal for job seekers should be to remove the resume review process, time lost, costly hours wasted by a hiring manager who does not want to go through this process. By making a valuable case and delivering a message of value through target marketing, job seekers could completely remove this burden from the hiring manager.

McKinsey Global Survey: Web 2.0 “Spurring Change” in Corporate Management and Organization

Web 2.0 tools are “spurring change” with corporate management and organization according to respected consulting giant McKinsey’s “Building the Web 2.0 Enterprise: McKinsey Global Survey Results.” The results of this report point to interesting trends that every corporation must analyze moving forward starting today. According to McKinsey “as Web 2.0 gains traction, it could transform the way companies organize and manage themselves, leading to what some have dubbed Enterprise 2.0.”

4 Reasons for Corporations to Consider Web 2.0 Tools:

1.  Interaction: 26% have reported Web 2.0 tools have “changed interactions with customers and suppliers”

2. Roles and Functions: 33% reported that new Web 2.0 technologies have “created new roles or functions inside their organizations”

3. Corporate Structure: 33% feel that Web 2.0 tools “are changing their corporate structure”

4.  Hiring and Talent Retention: 27% report Web 2.0 tools have changed the method that their company hires and retains employees.”

See Exhibit 6 “Spurring change”  for matrix