Archive for the ‘Expert Advice’ Category

Expand linkedin for full benefit

Posted on: February 3rd, 2011 by jobTopia No Comments

Linkedin is an effective networking tool when you build your first level contacts.  You have to sign up as many first level connections as you can to get the full benefit of linkedin.  I see many people in my network that have less than 10 first level connections.  That isn’t enough.    At the time of this writing I have 1,700 first level connections, 560,000 second level connections and 13 million third level connections.  My goal is to have 2,000 first level connections by year end. Puzzle

Here are a few tips to expand your first level.  1. Join my network.  I accept everyone except other recruiters.  2. Include your email address in your linkedin profile name. For example: look at my name in linkedin.  I edited my first name to be my first and last name and my last name is my email address. Look at my name.  Folks can send you  an invite to connect to their network without depending on the linkedin referral program.  3. Look for people who have included their email address in their name and send them an invite to join you.  They too want to expand their network, so there is a good chance they will accept your invitation even though they don’t know you.   If you don’t know how to invite people to join your linkedin network, spend a moment on the linkedin website.  It is easy.  Just click the “expand your network” button on the home page.

If you want more advanced tips read on.  1. Complete your profile to include every company you worked at and linkedin will automatically send you people to invite who worked at the same company.  2. Do the same thing for your education.  I went to UGA.  When new UGA grads join linkedin, linkedin brings those contacts to me for free!  I send them a note and ask them to join.  Some people decline, but many accept.  3.  Go to advanced search and search for people you know and invite them to join.

Grow your first line contacts and you will get the most out of linkedin.

Stop sending resumes to HR

Posted on: January 24th, 2011 by jobTopia No Comments

 

Getting your resume noticed is difficult. HR professionals receive more than 1,000 resumes per job listing.  “Don’t you dare send that resume to HR” was the first piece of advice I heard  15 years ago from the top salesman/recruiter in my office.  You know what?  He is still right!   Sending a resume to HR is not an effective strategy.  Can’t you just imagine their inbox on Monday morning?

You need to find a connector or an internal champion to connect you to the hiring manager or executive making the economic decision.  Research, prioritize and organize companies and industries that NEED your skills; locate and connect with a coach; create a resume that resonates with the decision maker; prepare a script to introduce yourself, practice handling mock interview questions and become a better salary negotiator.

Be sure to use all the available business tools, news outlets, on-line connectivity and business meetings to add people to your organized approach.

Stop sending resumes to HR. Build a network to reach the decision maker.  After you determine you have no connection or link or warm affiliation with the “target” company and have exhausted all other options then send your resume to HR (and hope they read it and respond).  I am sorry HR, but this is true.  You are inbox is too cluttered.  Go direct to the hiring manager.  Or better yet, call a professional search firm (mine specializes in Finance and IT careers).

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How to transition from a big company to a small one

Posted on: October 29th, 2010 by jobTopia No Comments

I recently dove into the world of Twitter…and you know what?  I like it.  Sure you can drown in the nonsense if you follow the worm hole.  But I have found several industry specific groups like this one for CPA’s.  Here was a recent tweet from the YOUNG CPA NETWORK.

Transitioning Successfully: 7 keys on moving from a large company to a small one: http://ow.ly/31BWd

10 Questions for Human Resources

Posted on: May 26th, 2008 by jobTopia 1 Comment

HR folks can be warm and professional, but make no mistake they are gatekeepers.  Keep their agenda in mind, play it safe and make it is easy for them to do their jobs.  The following questions are designed to give the HR screener maximum confidence that he or she will not regret endorsing your candidacy.

I. You must immediately show interest in the position, be positive and very likable.  Be confident not cocky.

II. Treat them as an ally not an obstacle.  Listen intently and thoughtfully in your meeting with HR.

III. You must persuade HR that you are A. qualified to do the job B. You want the job and C. that if given the job, you will be successful it in.

Here are my top 10 questions for HR (in random order):

1. Can you please tell me a little bit about the people with whom I’ll be working with most closely?

2. Do the most successful people in the company tend to come from one area of the company, such as sales or engineering, or do they rise from a cross section of functional areas?

3. In your opinion, what is the most important contribution that this company expects from it’s employees?

4. What major problems are we facing right now in the (accounting/finance) department OR position?

5. I have really enjoyed meeting with you (and your team), and I am very interested in the opportunity.  I feel my skills and experience would be a good match for this position.  What is the next step in your interview process?

6. Before I leave, is there anything else you need to know concerning my ability to do this job?

7.  Why do you enjoy working for this company?

8. What attracted you to this organization?

9. Can you describe the work environment here?

10. What do you consider to be the organizations strength’s and weaknesses?

Reducing turnover in a collections environment

Posted on: June 24th, 2007 by jobTopia No Comments

Recently I was asked to help two entrepreneurs, a brother-sister business tandem, hire a director of collections for their start-up call center. Retention and turnover is huge problem in this industry.  My client hired a collections guru, Chris Coelho.  Chris has written much about this subject and he shared with me his philosophy on managing turnover.  If you are an AP, AR, Payroll manager or manage large groups of people, this is a must read article for you.  Download reducing_turnover_in_a_collections_environment.pdf  Chris Coelho’s contact information can be found within the article should you want to reach him for more ideas. 

Thanks, Chris.  Keep up the great work!