David Marwick

RESUMES – PART 1

Job Search Articles and tools, Resumes and Cover Letters /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 14 DECEMBER 2017 In this issue, we begin our discussion of resumes by addressing two issues: What is a resume? How long should your resume be? At the outset, it is important to note that a great resume is not an end in and of itself. It is a means to land an interview, the next stage in the process of landing a job. What Is a Resume? A resume is brief written account of personal, educational, and professional qualifications and experience. A related document is called a curriculum vitae (CV), Latin for “course of one’s life.” A CV is a brief written account of one’s career and training. It may sound like resumes and CVs are quite similar and, in fact, their basic purpose is the same: to convince a reviewer that you are well qualified for a specific position. CVs are generally appropriate only if you are applying for an academic or scientific position, however, so we will not discuss them further and will focus on resumes only. Keep It Short or Go Long? There are two schools of thought. Some say that a resume should never be more than one page. Others say that a resume can be two, or even three, pages. Celebrated career coach Lisa Rangel (www.ChameleonResumes.com) advises that your resume generally should not exceed one page unless you have 10-plus years’ work experience. At that point, a two-page resume is okay. On the other hand, Karla Miller, who writes The Washington Post Magazine’s Work Advice column, advises keeping it to one page whenever possible and spotlight “only your best and most relevant accomplishments.” She quotes Lauren Milligan, a Chicago-based resume writer, as follows: “No one has ever gotten an interview off the second page of a resume.” In my opinion, the length of your resume should depend largely on whether it will be evaluated by a person or by a computer program (typically called an Applicant Tracking System or ATS). Your resume is more likely to be reviewed by a human for a vacancy posted by a small organization or one that is expected to attract few applicants. It is more likely to be evaluated by an ATS for a vacancy posted by a large organization, one that is expected to attract many applicants, or one posted on a job board like Indeed.com or Monster.com. If a person will be reviewing your resume, you should work to boil it down to one page. Because people are busy, or like to think they are, providing a solid one-page resume shows respect for their time. A reviewer who wants to know more about you can consult your LinkedIn profile for more details. (These profiles will be covered in a future issue.) On the other hand, if a machine will be reviewing your resume, you should focus on making sure to include all the key words important to the position, and worry less about length (key words are usually explicit in the vacancy announcement). Applicant Tracking Systems  Between email and job boards, computers have dramatically reduced the cost of submitting a resume. However, because submitting a resume is so easy, people submit many more resumes. Reviewing a large number of resumes can cost an employer a lot of staff time. Not surprisingly, computers can also be the solution to this problem. As Karla Miller notes, “An increasing number of employers are using applicant-tracking software to winnow hundreds or thousands of applications down to a qualified handful.”

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INTRODUCING CAREER CONFIDENTIAL

Job Search Articles and tools, Other /
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WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 26 OCTOBER 2017. This is the second is a series of articles about online resources, especially free resources, that can help in your job search. Peggy McKee founded Career Confidential in 1999. According to her LinkedIn profile, her website has provided free assistance to more than 1.5 million job seekers. It also claims she has helped over 21,000 clients in 90 countries, coaching over 1,000 individuals via Skype or recorded phone sessions through such issues as transitioning to a new career field or preparing for executive-level interviews. She provides a great deal of free advice through webinars, articles, downloadable reports, and e-books. For a fee, she also offers podcasts, coaching, and other services. Some of her free material may be found on her company’s web site, careerconfidential.com, and on her LinkedIn page, linkedin.com/in/peggymckee (a good resource for relevant articles). The examples below are but a small sample of her offerings. I encourage you to explore the two websites above. Webinars McKee offers a wide variety of webinars. “Why Online Applications Are Killing Your Job Search” and “60 Minutes and You’re Hired!” are two of her recent ones. Although her claims about what you will learn seem rather ambitious to me, she does provide a lot of valuable information. In “Why Online Applications Are Killing Your Job Search,” she promises to teach why you must stop applying online for jobs, how to get interviews faster than ever, and how to find the right person to contact at any company. In “60 Minutes and You’re Hired!” she presents the best ways to present yourself to your (hopefully) future boss, answer salary questions, and avoid weak language that keeps you from advancing. You can find a list of upcoming webinars at careerconfidential.com/training-webinars/. Articles McKee’s LinkedIn page includes links to over 140 articles. Here are three articles from 2017 that I’d recommend: “Job Interview Tips: 3 Opportunities to Make a Great Impression in the Interview” “How to Stay Motivated in Your Job Search” “3 Simple Things You Can Do to Strengthen Your Resume” Downloadable Reports McKee offers a variety of downloadable reports. Just be aware that you may have to listen to a lengthy sales pitch before you are able to download the report. Here are just a few examples of the reports available: “How to Write Attention-Getting Cover Letters” “How to Answer Interview Questions: 50 Tough Questions – Answered” “Guide to Getting a Job Over 50” E-books Finally, McKee has several e-books available on Amazon.com and elsewhere. Some of these are free; for others, there is a small cost. Here are two examples: Perfect Interview Answers: Answers for the Top 3 Tough Interview Questions (no cost) How to Ace Your Phone Interview ($2) The bottom line: Peggy McKee offers a great deal of information about your job search, much of it for free. I encourage you to explore both her company’s website and her LinkedIn page to gain a full appreciation for what she has to offer.

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PICKING THE RIGHT EMAIL ADDRESS AND HEAD SHOT

Job Search Articles and tools, LinkedIn and Other Social Media /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 14 SEPTEMBER 2017. To get a new job, dozens of things need to go well for you. However, your approach to two seemingly insignificant items may make the difference in whether you land the job. Email Address Email addresses seem innocuous. We all have at least one. What could be wrong with an email address? Believe it or not, an email address can work against you in two ways. First, some people use email addresses that reflect their hobby or other preferences. I could cite some doozies, but I don’t want to embarrass their owners. For your personal email, it’s fine to use, for example, backnine2017@xxx if you’re a golfer. But for job search and other business purposes, your email address should be business-like. Second, some email addresses reflect a favorite sports team or something similar. But your favorite team may be someone else’s least favorite team. Let’s say that your email address is GoYankees2017@xxx. If the person receiving your email is a Boston Red Sox fan, that email address will not help your chances. Headshot Many people have one or more photos of themselves in cyberspace. If you are searching for a job, you almost certainly should have a LinkedIn account and, as part of your profile, you should have a head shot. In addition, many people have photos linked to their email addresses. For a LinkedIn head shot, there’s no question that the photo should show you dressed appropriately for your profession, and it should not include extraneous or distracting images —  no kids, no beach scenes, no pets. Almost exactly two years ago, I noted that a client’s LinkedIn head shot showed him and his toddler. When I suggested that he change the photo to a more professional (less personal) picture, he initially resisted. That led me to pose a question to Caroline Ceniza-Levine, a New York-based career coach and the co-founder of www.SixFigureStart.com. “One of my ‘clients’ (I’m a volunteer) is looking for a policy analysis job in DC. His LinkedIn head shot shows him and his toddler. I suggested that a shot of him alone is better because the people he wants to work with may construe him as too family-oriented, not willing to do whatever it takes to get the job done, and pass him over. He responded that having the kid in the picture adds a touch of levity. What’s your reaction?” Ceniza-Levine answered:  “I agree with you — no to the toddler.” He later changed his LinkedIn head shot to a more standard photo. He got the job. Was there a connection? Who knows? But in a highly competitive job market, why take a chance? For a photo linked to an email address, there’s a difference between those appropriate for personal and for business purposes. For personal emails, if your hobby is raising guinea pigs, for example, it’s okay to show you with your favorite guinea pig. But for your business email, the same rules apply here as for LinkedIn photos. Nevertheless, the sky is not the limit even for a photo linked to your personal email. You should expect a prospective employer to scour the web for anything and everything about you. Thus, if the photo linked to your personal email account is too far “out there” (for example, you’re wearing a toga or chugging a beer), it may count against you. (For more on the issue of your web presence, see my March 2, 2017, Kol HaBirah article “When Your Interview Really Begins.”) The Bottom Line For-job search and other business purposes, you need to project a professional image, including an appropriate email address and LinkedIn head shot.

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ONLINE RESOURCES FOR FEDERAL JOBS

Federal Jobs, Job Search Articles and tools, Other /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 24 AUGUST 2017. Understanding the federal hiring process is the first step in the process of applying for a federal job. These two for-profit companies provide webinars, trainings, online guides, and other services to those seeking federal jobs. Some of these services are free, but others require payment. Both companies offer email sign up lists for updates on new resources. Resume Place Kathryn Kraemer Troutman is the grande dame of federal job search. She has specialized in federal resumes since 1996. Her website is www.Resume-Place.com. According to the website, the company produces an average of 1,500 resumes a year and the website gets 15,000 visits a day. Troutman’s website includes tools to help construct federal resumes, accomplishments (using the CCAR — Challenge, Context, Actions, and Results — format), and cover letters. The website also features completed sample resources — such as federal resumes and accomplishment statements — and blog posts. Blog topics for 2017 include: “How to Get In On the Hiring Free-For-All for Border Patrol Agents” “Federal Employment Programs Offer Enticements to Students and Recent Grads” “What You Need to Know About Jobs in the Trump Administration at 117 Days” Among Troutman’s many books are “Federal Resume Guidebook—Writing the Successful Outline Format” (sixth edition) and “Creating Your First Resume: A Step-by-Step Guide to Write Your First Competitive Resume,” both published in 2016. This past May, Troutman recorded an informative interview with Mike Causey of Federal News Radio, entitled “Is it time to update your federal resume?” Federal Job Results Corliss Taylor Jackson is the new kid on the block, having started her company in 2007. In her 10+ years at the Office of Personnel Management and the Department of Health and Human Services, she worked her way up to a GS-15 Human Resources Manager position. Her website is www.FederalJobResults.com. Jackson presents free in-person workshops in the DC area, but most are in Northern Virginia; workshops in Montgomery County are rare. She also presents free webinars on federal hiring and related topics. For example, in August, Jackson presented three 30-minute webinars: “Hiring Freeze Lifted — Five Steps to Take Now,” “Ace Your Next Interview,” and “The Senior Executive Service (SES).” In addition, she provides a substantial amount of on-demand content on her website, including a list of agencies that are not covered by www.USAJobs.gov, and about two dozen educational videos. Two of the videos are free: “Why Work for the Federal Government?” and  “Cracking the Code to Your Federal Job Search.” The other videos, at $4 each, cover topics specifically related to federal jobs, as well as topics of more general interest. Federal job topics include understanding the federal resume format, navigating USAJobs.gov, and security clearances. General topics include cover letters, LinkedIn, and networking. Last year, Jackson published a book titled “Cracking the Federal Job Code: Top Secret Tips for Today’s Federal Job Seeker.” The Bottom Line These web sites offer a lot of content, and it is worthwhile to explore both of them.

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THE IMPACT OF VETERANS’ PREFERENCE ON FEDERAL HIRING

Federal Jobs, Job Search Articles and tools, Other /

WRITTEN BY EDITOR ON 03 AUGUST 2017. The good news for job seekers is that the federal government is hiring again. But two cautionary notes are in order. First, the federal government’s hiring process remains lengthy. Second, military veterans receive preference in hiring by law, which makes it more challenging for non-veterans to secure a federal job. An official of the Office of Personnel Management (the federal government’s human resources agency), testified in 2016 that such preference is part of a larger effort “to honor veterans for their service and sacrifice in defense of our Nation, including assisting them in re-entering civilian life and finding employment.” The data in this article are drawn primarily from a November 2016 report from the Office of Personnel Management. Unless otherwise noted, they relate to 2015. Please see below for a link to that report and a note on methodology. Veterans as a Share of Total Employees While veterans comprised 31 percent of total employees, the proportions ranged widely from one agency to the next. Seven federal agencies accounted for 82 percent of federal employees: Defense (678 employees, 47% veterans); Veterans Affairs (366 employees, 33% veterans); Homeland Security (187 employees, 28% veterans); Justice (115 employees, 25% veterans); Agriculture (97 employees, 12% veterans); Treasury (91 employees, 11% veterans); and Health and Human Services (85 employees, 7% veterans). Veterans as a Share of New Hires From a job seeker’s standpoint, the share of new hires who are veterans is even more important than the share of total employees. Overall, veterans accounted for 33 percent of all new federal hires. Again, there was a wide variance between agencies. At the high end was Defense (48%) and at the low end was Health and Human Services (9%). Three small agencies of local significance were the National Aeronautics and Space Administration (NASA) (28%), the Nuclear Regulatory Commission (NRC) (27%), and the Social Security Administration (SSA) (39%) Possible Reasons for Differences Among Agencies in Hiring of Veterans I did not find any convincing explanations of the wide divergence among agencies in the percentage of their total employees and new hires who are veterans. However, some possibilities include differences in the transferability of skills from the military to civilian agencies, agencies’ cultures, and agencies’ diligence in implementing veterans preference. Bottom Line If you are not a veteran, your chances of landing a federal job (other things being equal) are far better at agencies that hire a smaller share of veterans. A note on methodology: The Office of Personnel Management’s most recent annual report on the hiring of veterans was issued in November 2016. This report, entitled “Employment of Veterans in the Federal Executive Branch,” may be accessed at https://www.fedshirevets.gov/hire/hrp/reports/EmploymentOfVets-FY15.pdf. The years cited are federal government fiscal years (October 1 through September 30). The report covers all 15 cabinet agencies and nine other agencies. It does not cover the Central Intelligence Agency (CIA), National Security Agency (NSA), Tennessee Valley Authority (TVA), and certain other agencies.

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CONGRATULATIONS ON YOUR NEW JOB!

Federal Jobs, Job Search Articles and tools, Other /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 20 JULY 2017. If you’ve just landed a new job, congratulations! Whether you’ve been looking for a month or a year, you must be relieved. Not to burst your bubble, but this job may not be your last. You may again be searching at some point in the future — later rather than sooner, you hope. Here are four steps you should take soon to repay the kindness others showed you in this job search and to pay it forward to others who may be looking for a job. Say thanks. You got the job, ultimately, because of what you offer. However, it is likely that many people helped you along the way. Jon Simmons, a contributor to the job search site Monster, suggests that you go on a “thank-you tour.” He says, “You didn’t get this job alone. It took a village. So be sure to thank everyone involved with helping you get hired,” he writes. Certified resume writer Melanie Brassfield explains the flip side, in a different article: “There is no faster way to burn bridges within your professional network than to neglect thanking the people who helped with your job search journey.” These include people who made time for informational interviews, passed along information on openings, gave you information about your target company and helped you network with people who already work there, helped with your resume and LinkedIn profile, conducted mock interviews with you, or served as references. Thanking them serves two purposes. First, showing gratitude is the right thing to do. Second, sharing the good news will make these people more willing to help if you are looking again. Update your LinkedIn profile. Once you’ve settled into your new job, update your LinkedIn profile and keep it updated. This will inform your network about your new position. Even if you are not actively searching for a job, it will be easier for recruiters and others to find you if they are seeking to hire someone with your skills. This is called stealth or passive recruiting. Keep track of your accomplishments. With the passage of time, the specifics of today’s big “win” at work — a major project finished, a suggestion implemented, etc. — may be forgotten or become blurry. Regularly keep track of your “wins.” This information will provide the raw material for your next resume and for updating your LinkedIn profile. It will also be helpful in preparing your end-of-year self-assessment. I suggest adding this to your calendar for a specific day each month. Pay it forward. Just as others helped you land this job, you should make time to help others in their job search, in the ways noted above. Again, not only is it the right thing to do, but it also broadens and deepens your network, which could help in your next job search. For further reading: “Here’s what to do after getting a job offer” by Jon Simmons, May 2017, https://www.monster.com/career-advice/article/what-to-do-after-your-first-job-offer-0517 “5 Actions You Must Take After You Accept a Job Offer” by Melanie Brassfield, September 29, 2016 http://www.gijobs.com/actions-you-must-take-after-you-accept-a-job-offer/

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VIDEO (SKYPE, ZOOM, ETC.) INTERVIEWS

Interviewing, Job Search Articles and tools /

WRITTEN BY DAVID MARWICK  FOR KEMPMILLJOBASSIST ON 22 JUNE 2017. In the previous issue, we discussed phone interviews, and today we move on to Skype interviews. Skype interviews are increasingly used to vet candidates. Crystal Chen says that her company, Coursera, “uses Skype for a good 90 percent of our first-round interviews.” Perhaps this is an extreme example, but it is likely a herald of things to come. To convey the complexities, Chen says that a Skype interview is “like being on TV, except you’re filming, directing, and acting in this role.” The basic rules about preparing for an interview are the same whether it is conducted in person, by phone, or by Skype, but following the medium-specific tips below can make your Skype interview more successful. Setting Make sure that you will not be disturbed during the interview — by people or pets barging into your room, or by noise from another room. Have a neutral background that will not compete with your attire. Soft but adequate lighting is also important. Harsh lighting can make you look washed out. Equipment Have the right equipment. Chen suggests: “Don’t rely on the built-in microphone unless you want to sound like you’re in a bat cave. Get a dedicated microphone and test it out.” Michaela Gianotti adds that using a headset will help your audience “hear you more clearly and with less distracting background noises.” Similarly, make sure you have a solid internet connection, because a dropped call distracts from the interview and may reflect poorly on you. Lisa Rangel of Chameleon Resumes suggests: “Test yourself by filming yourself answering some sample questions.” It’s good to have a backup plan in case your internet connection fails you. Options include a landline, cellphone, or Google chat. Rescheduling the interview is a last resort. Attire “Avoid standing out,” advises “Ace Your Interview” author Lisa B. Marshall. “You want them to remember what you said, not what you wore.” As Rangel notes, “Prints and patterns can overpower the screen and make it hard for the interviewer to watch you.” She also suggests: “Full dress for the call.” That means dressing head to toe, not just head to waist. Wearing your comfy Hawaiian shorts with your collared shirt and suit jacket is fine — unless you need to stand up for any reason. Marshall provides extensive suggestions, especially for women, on colors, makeup, and jewelry. Body Language You want to keep your eyes on the camera, not on the view from your screen. Chen quotes a tip from Paul Bailo, author of “The Essential Digital Interview Handbook,” for helping you appear to be looking right at the interviewer: Download a photo of the hiring manager, print it, and make a hole in the photo to allow the camera lens to see through. “Now you can look at the photo, which makes it more human to conduct your digital interviews,” says Bailo. Moreover, make sure your body language expresses that you’re engaged. “As you’re communicating, lean forward,” suggests Bailo. “This will show interest and concern and will engage your audience. It will also convey eagerness and willingness to listen.” Just be careful not to overdo it. “Even more so than in an in-person interview, avoid excessive physical movements.” “Put on your best newscaster face,” says Rangel. “You have to be a little more animated and expressive than you would in person to convey your enthusiasm.” Additional Tips You should have all backup materials (job description, cover letter, resume, etc.) readily accessible on your computer, so that you don’t need to riffle through a stack of papers to find something. Also, turn off all notifications, so that you won’t be disturbed during your interview. Bottom line: Check out everything ahead of time: the background and lighting, the microphone and computer connection, your attire, and your “look” on camera.

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PHONE INTERVIEWS

Interviewing, Job Search Articles and tools /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 08 JUNE 2017. If a prospective employer likes your resume, he or she will likely arrange to interview you. Increasingly, that interview will be conducted by phone. Phone interviews are a double-edged sword for the person being interviewed. They can be easier for you because you don’t need to travel to another location and they allow you to take notes in a way that face-to-face interviews don’t. However, body language can be difficult to read if you can’t see who’s on the other end. The basic rules about preparing for an interview are the same whether the interview is conducted in person or by phone. But there are key differences about your conduct before, during, and after the interview that can make your phone interview more successful. Seven of these are explained below. In the next issue, we will cover Skype interviews. Use a landline. If you are using a cellphone, the quality of your reception — and theirs — may vary. Using a landline increases the chances that you can clearly hear their questions and they can clearly hear your answers. Use your cellphone effectively. If you must use a cell phone, avoid background noise. For example, avoid being interviewed when you are shopping or walking the dog. If you receive a call from an interviewer while you are in such a place, check the caller’s number and, if the call is from an interviewer, let the call go to message and follow up later. Dress up, stand up, and smile. Even though the interviewer can’t see you, you are more likely to feel “businesslike” if you are dressed up, rather than wearing pajamas. Also, your voice will sound better if you are standing up and smiling. Avoid interruptions. Make sure that other people — and pets — will not barge into the room where you are being interviewed. Similarly, make sure that your noisy washer and drier, people in another room, and outside music will not be heard during the interview. Have materials at hand. You can spread any materials you may need in front of you, such as the job description, your resume, letters of recommendation, and your notes about the company. (You can’t do this in an in-person interview.) Use short, crisp answers. Because you can’t observe the interviewers’ body language, for example, to see whether they are fidgeting, use shorter answers than during an in-person interview. In answering any question, try to craft an answer that lasts no more than a minute and a half, then ask whether they would like to hear more. Find out who is on the other end. If more than one person is interviewing you, at the outset, try to get each person’s name (and note their distinctive voice) and email each of them a thank you note. For further reading: Allison Matthews, “Phone Interview Tips: 19 Keys to Landing a Second Interview,” Dec. 9, 2016. https://hired.com/blog/candidates/19-phone-interview-tips-get-hired/ Lisa Rangel, “Executive Phone Interview? 10 Important Techniques to Land the Offer,” Oct. 23, 2015. http://chameleonresumes.com/2015/10/23/executive-phone-interview-10-important-techniques-to-land-the-offer/ Caroline Ceniza-Levine, “How to Ace Your Next Phone Interview,” Dec. 2, 2014. http://time.com/money/3597332/ace-phone-interview/ Rhona Bronson, “Why Not to Pick Up the Phone When Unemployed,” May 16, 2014. http://jobs.aol.com/articles/2014/05/16/job-search-success-phone-strategies/ By David Marwick for KempMillJobAssist

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SAGE ADVICE ON CHOOSING A CAREER

Job Search Articles and tools, Overall Approach /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 18 MAY 2017 Your choice of a career can have life-long implications. This is true whether you are a high school or college student preparing to enter the workforce, or an experienced worker considering switching to a different field. In addition to the conventional information sources that are available to help guide such choices, gerontologist Dr. Karl A. Pillemer offers a novel set of data on choosing a career. He asked his “experts” — nearly 1,200 seniors (at least 65 years old, and often 80 or 90 years old) — what they would recommend to the next generation regarding choosing a career and five other areas. He summarized his findings in “30 Lessons for Living—Tried and True Advice from the Wisest Americans,” published in 2011. Dr. Pillemer used several techniques to collect information from nearly 1,200 seniors. Among other things, he conducted interviews (averaging about 20 minutes each) with a randomly-selected sample of 314 respondents (whose average age was 74). He also conducted interviews (typically lasting one hour or more) with a non-random sample of 240 others (whose average was 81). He sought information in six areas — marriage, careers, child rearing, aging, avoiding regrets, and remaining happy despite setbacks. In each of these six areas, he consolidated his results into five findings — a total of 30 “lessons.” Here are his findings, garnered from these “experts,” along with my comments. 1.) “Choose a career for the intrinsic rewards, not the financial ones. The biggest career mistake people make is selecting a profession based only on potential earnings. A sense of purpose and passion for one’s work beats a bigger paycheck any day.” Agreed, in part. This conclusion may demonstrate 20-20 hindsight. At age 70 or beyond, people may wish they had chosen a career that provided more satisfaction. But when they were starting out, or when they were mid-career, the pressure to pay the mortgage, day school tuition, and other expenses may have swayed them to choose bigger paychecks over more satisfaction. 2.) “Don’t give up on looking for a job that makes you happy. According to the experts, persistence is the key to finding a job you love. Don’t give up easily.” Agreed. Switching jobs, and even careers, is far easier today than it was in previous generations. His “experts” entered the workforce 45 to 70 years ago. 3.) “Make the most of a bad job.If you find yourself in a less-than-ideal work situation, don’t waste the experience; many experts learned invaluable lessons from bad jobs.” Agreed. In my experience, you can learn something from every manager or co-worker. From the good ones, you can learn what to emulate. From the bad ones, what to avoid. 4.) “Emotional intelligence trumps every other kind. Develop your interpersonal skills if you want to succeed in the workplace. Even people in the most technical professions have their career torpedoed if they lack emotional intelligence.” Agreed. Being technically adept is necessary, but not sufficient, to succeed. Don’t be “smart in the classroom but dumb on the playground.” 5.) “Everyone needs autonomy. Career satisfaction is often dependent on how much autonomy you have on the job. Look for the freedom to make decisions and move in directions that interest you, without too much control from the top.” Agreed. Relative to the past, modern management theory emphasizes the importance of autonomy for workers at all levels.

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THE RIGHT SOCIAL MEDIA ACCOUNTS AND PROFILES CAN HELP YOUR NEXT JOB FIND YOU

Job Search Articles and tools, LinkedIn and Other Social Media /

WRITTEN BY DAVID MARWICK FOR KEMPMILLJOBASSIST ON 04 MAY 2017. Social media platforms like LinkedIn and Facebook are an increasingly important tool in any job search. As a job seeker, you can publicize your past successes, sign up to receive alerts about relevant jobs in your area, and check out people who work at a potential employer. As an employer, you can check out prospective employees and look for candidate who may fit your needs — even if they are not looking for a job right now. This is called stealth or passive recruiting. What is stealth recruiting? For example, if an employer wants to hire a chef in the Philadelphia area who speaks French, he has two choices. First, he can advertise the vacancy and receive a large number of applications, perhaps hundreds, from people who meet or nearly meet his requirements. Because the cost of submitting an online application is so low, applicants don’t seriously consider whether they are well qualified, and therefore an employer may receive many applications. Dealing with this flood of applications can be time-consuming (read: expensive) for an employer. An employer who has premium access to LinkedIn, on the other hand, can comb through LinkedIn members’ profiles, even if they are not currently seeking a job, to find the relatively small number of people who clearly meet all of the job’s criteria. This allows the employer to avoid the time and expense of screening so many applications. The following four recent articles — three on LinkedIn and one on Facebook — are well worth your time: 1.) “7 LinkedIn Hacks That Will Help You Get Noticed by Recruiters,” by Marguerite Ward, published March 2017. “If you maximize your LinkedIn profile, you may not be looking for your next job; it could come find you.” This advice comes from Suzy Welch, a best-selling management author. Welch’s seven suggestions will not surprise those who are diligent about maintaining their LinkedIn profile. But for the casual user, they can make the difference between being found and not being found by a recruiter. For example, include your location. “Recruiters screen by location,” Welch says. “Leaving your location off leaves you out of the running for a lot of jobs.” Also, include your education. Adding your school(s) makes it more likely that hiring managers and former classmates will find you in searches. 2.) “Older Workers Rebuild Professional Networks With the Help of LinkedIn,” by Mary Kane, published March 2017. Kane focuses on Mark Stein, a communications professional in his late fifties, who, through no fault of his own, needed to find a new job. Social media platforms are not only for the younger generations. Kane cites a Pew Research Center finding that 21 percent of LinkedIn users are 50 to 64 years old, and another eight percent are 65 and older. She details how Stein dramatically improved his LinkedIn profile and made LinkedIn a part of his daily job search routine. He set criteria for notification of job openings and used his connections to learn more about those openings. Using those connections helped him land a job. In one way, your age can be an advantage — after decades in the work force, you (potentially) have a massive network. Kane provides specific suggestions on how to activate your network. 3.) “3 LinkedIn Updates You Need to Know About for 2017,” by Sara McCord, published March 2017. McCord explains three new features recently rolled out by LinkedIn. They are intended to help users connect more easily with other users, make it easier to navigate someone’s profile, and connect better with recruiters. 4.) “Will Facebook Make Looking for a Job Easier — Or Just More Social?” by Willam Arrude, published April 2017. Arruda discusses the launch of Facebook’s job board and its implications for passive recruiting. As Arruda notes, Facebook’s reach is astounding (1.9 billion active users), about six times as many as Twitter (about 320 million). It remains to be seen, he concludes, how effectively Facebook will help connect employers to the right applicants and whether it will be an efficient use of time for recruiters and applicants. My own two cents: Facebook may not “get it right” from the outset, but that much brainpower is sure to improve the product over time. By David Marwick for KempMillJobAssist  David Marwick is KempMillJobAssist’s workshop coordinator. He studied economics at George Washington University and worked as an economist for George Washington University and the U.S. Government Accountability Office.

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