Managing your online brand – Job hunting 2.0 means Chef Shane is moving fast

by K B , updated on November 10, 2020

Job hunting 2.0 – LinkedIn Profiles, Twitter tweets and a blog – This guest post is brought to you by Shane Brierly aka chef-a-go-go

A hectic year of working hard and focusing on being an effective and valued member of an organisation hasn’t been the way for me to get recognition and further job opportunities, unfortunately.

Building my worth as a focused an manager and employee has meant that I have been too busy to meet peers and network. Neglecting my blog posts and cutting back on my social life has equated to me becoming an invisible man. That’s not a good thing when you want to find your next role.

I’ll give you some context. I was working in a small tropical location which was generally paradise, but without the vast communities that exist in cities and their associated networking opportunities. Social media has been a way of letting people know where I am, what I have been doing and more importantly, why I have been doing it.

Putting myself back on the job market, I needed to do a lot of ‘catch up.’ Step one was to update the resume. I found Google to be an amazing tool. Everything you need to know is on it “somewhere”. There’s a lot of clutter and opinion around a lot of self promotion and conflicting advice. The hard part is not finding information, but filtering it and taking the first step forward.

One thing I learned was that other peoples’ blogs ended up being more informative, engaging and inspiring than ‘websites’. Blogs are a real David and Goliath story. When did that happen? When did blogs suddenly become the bastions of scared knowledge on almost any topic? The specialisation is staggering – as is the interaction and scope of content. That’s how I met Karalyn.

Unlike corporate websites, blogs tend to have an author – a human – a PERSON behind them. I have almost had a brain overload. In fact I have about 30 tabs queued in my browser now as we speak. Like reading a book, only faster and easier to navigate and find what you want.

On average, I’d say it takes around 3 months to find and commit to a suitable new career move. So with time at hand I began reconnecting with, friends, colleagues, new contacts, industry peers, employers etc. via social media and updating my online profiles. Social media is not so scary, except for the hype and drama around it. It’s really nothing more than an on-line telephone, water cooler, pub  or coffee shop – a way to connect, meet and share info, views etc.

Like the difference between the pub, water-cooler and phone – each has their own type of interaction or conversation. I just began using the tools in a more organised way.

I already had the different social media presence happening – but LinkedIn – was the big surprise. It suddenly grew up this year. A few years back it was a fairly static collection of names, resumes and ‘connect’ requests. Now it is more like a yellow pages of everyone that you can or will ever work for.

Updating my LinkedIn profile effectively is getting me about 7-10 hits a day – without me having to run around. It has my credentials, career focus and endorsements on-line to refer people too and also allows me to meet others in my field. Another bonus is the ability to ‘reference check’ any prospective agents or employers to see if they are the type of people I would get on well with or want to work for.

This is now such an active community, that I would that suggest anyone who has a resume and is not on LinkedIn needs to address it today.

I have spent a page talking which could be broken down into “if it is not your area of expertise, than ask a professional” When doing your CV – you always over-think it. It isn’t about you – it is about what you bring to the table for the employer. A professional can give you a strategy, direction and advice on how best to get your CV noticed and read, land an interview and how to handle it. And that is what gets you on the short-list and into a job.

In my industry, chefs make a point to be different, to stand out, be unique, creative, inspired and to have an angle. It is ironic that most of us reply to job ads along with a hundred other applicants, using chronological CV’s with a statement and objective. That demonstrates exactly the opposite.

Importantly – when you have got the job – keep connecting, keep sharing, and stay in touch. You may never have to look for jobs again. LinkedIn and social networking will deliver opportunities and people that you identify with and want to work with –  to your ‘bookmarks’, ‘favourites’ mobile phone or inbox.

I have two interviews next week – one connected on LinkedIn through a social media contact, and the other from an agent who I have known for years. After he referred me to the hotel group, my new look resume got me the call back out of a stack of applicants.

As Apple said back in 1997 when they hopped back in the saddle “Think Different”

Now I am actually getting more interest and response from the connections I have made and from LinkedIn, Twitter and social media – than I am from writing to job advertisements.

It is never too late – but it is harder to rebuild a network every few years than it is to consistently grow and maintain one.

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More than a profile! Eight things LinkedIn can tell you about the professionalism of your recruitment consultant

by K B , updated on November 10, 2020

A LinkedIn profile is powerful, but LinkedIn itself can tell you a whole lot more than you think….

I loved this recent piece I read from Punk Rock HR’s Laurie Ruettimann on questions to ask a recruitment consultant. She includes things such as asking for a bio, asking the consultant to talk about their networking strategies, their relationships with HR professionals plus asking the consultant to give you an overview of the industry and their last couple of placements.

These are great questions. Here’s something else you can do.

I also think that just as a recruitment consultant is back-grounding your profile on LinkedIn, you can do your own due diligence using LinkedIn on the person who represents you. I say this because two of my clients recently have had very disappointing experiences with consultants. Have a read of these scenarios.

Scenario 1

One of my clients was going for a major interview. He was a bundle of nerves, as, and I know this sounds like a cliché, this was his dream job. The consultant said she would give him a practice run on his interview skills the morning before the interview. He called and called and called, only to be told that the consultant was in a meeting and not available. That made a nerve-wracking situation even more difficult for my client.

Scenario 2

Another of my clients saw an advertised job and telephoned a consultant. The consultant said she sounded perfect for the job and would forward on her resume to the employer. My client left a couple of messages but did not hear back. She then called the consultant a week later, only to be told that the consultant had left. Her new consultant said she would chase the role up with the employer. One week later my client still had not heard anything. So my client rang the employer directly, who told her he had not received her resume, nor had he engaged any agency to advertise the role. Ouch!

If you’re reading this post as a job seeker, I know in many cases you will chase the role despite the recruitment consultant. But if you’re worried about who is representing you, or are looking for a good consultant to contact, here’s what LinkedIn may tell you, about the professionalism of your consultant. This is beyond what what is actually written on the consultant’s profile.

1)  Does the recruitment consultant actually have a profile on LinkedIn? In most cases you’d want them to have one. It shows that they want visibility in the market place and to make themselves accessible. Plus it shows that they understand the value of networking.

2)  LinkedIn profile will not only tell you where the consultant has worked, but how long they have spent at each company. Just as many short term stints don’t look that great on your resume, neither does it for a recruitment consultant. It’s says something about the person, something about the organization, or something about both.

3)  A LinkedIn profile can tell you the depth of a consultant’s industry expertise. That way you can see if they know what they are talking about.

4)  Look to see who recommends the recruitment consultant on LinkedIn. Asking for a recommendation is actually a big deal. It should be a big deal as it is a public endorsement. So if several of the consultant’s clients have said complimentary things about them, it is a good sign that they are good at building lasting relationships.

5)  Does the consultant have a string of other colleagues from the same company recommend them on LinkedIn? I don’t have an issue with one or two. However too many commendations for the consultant from people who look like current colleagues in the same company, makes it look like the person does not get the point of LinkedIn. If someone understands what to put on LinkedIn, then they probably understand networking, (whether they do it well is a whole other story).

6)  How many people are in the consultant’s network on LinkedIn, and who are they? If there is a solid sprinkling of HR Managers, Directors, senior execs, managers and candidates, then that’s a sign that people are happy to hook up with the consultant. Again that’s an indication of the service they may provide.

7)  How does the consultant network, and which groups do they belong to? Do they belong to any industry groups? Have they created groups of their own? You can join the group and look to see how the consultant communicates with others.

8)  Lastly, and I’m annoyed with myself for not thinking of this first, look to see how well the consultant writes their profile. What words do they use? Perhaps they may be describing you in the same way. You want to be comfortable with that.

This is how you’re being checked out as a candidate. It goes beyond just what you’ve written on your profile. This is how I expect people to look at my profile. This is why I’m not sure I made the right decision (two years ago) to become an open networker, but more on that later.

Read Laurie’s full piece here.

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Managing your online brand – how social media will help Chef Shane will find his next job

by K B , updated on November 10, 2020

It’s funny how social media works. One day someone posts a complimentary comment on your blog. They leave their url. You discover their blog. You check them out on twitter and the next moment you uncover a fascinating story. Meet Chef Shane. He’s taken the initiative to take control of his destiny and not waiting for the perfect job to be advertised. He’s defined what he wants, what makes him unique and gone ahead and used the biggest social media tools, LinkedIn, Twitter and Blogger to help him get there.

Check out his blog. He has a heap of wonderful pictures and funny stories. His personality pours out. We’ll be stalking him on social media and talking to him for a while to see how he gets along. There are a few things you’ll need to think about if you take this approach with social media, and I’ll be covering them in future.

I’m sure Shane will be successful. Not quite sure about the cooked or should I say crook cricket pictures, though! Sorry Shane.

If you’d like some help with a social media job hunting strategy or simply like to know what it’s all about, you can email me, find me on twitter or look me up on LinkedIn.

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How to use LinkedIn to land the job you want!

by K B , updated on November 10, 2020

How you can use LinkedIn to find the job you want in Australia.

I’ve been blogging for over 6 years on how to use LinkedIn to find a job in Australia.

I am a big fan of LinkedIn as I personally have been able to use it to change my career, and apply this knowledge to help many other professionals looking for a job.

If you’re really busy and searching for a new job, LinkedIn represents a great opportunity to have your profile do much of the hard work for you.

The reason I say this is while many of Australia’s professional population understand that LinkedIn is a useful business tool (in 2015 there were 3.5 Million + Australians on the site), we’re not actually making the most of the opportunity that it presents.

My research shows that in Australia, less than 10% of people pay attention to their LinkedIn headline, or have a summary section on their LinkedIn profile that explains the value they can add to others in a compelling and readable way.

So if you’re looking for a role, even making changes to these two sections of your profile can help you stand out among the crowd who simply don’t bother.

To help you use LinkedIn to find a job, download my free report by clicking here or on the image and/or read my many posts on LinkedIn below.

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Best of the InterviewIQ blog on how to use LinkedIn to find a job in Australia

Here are my most popular recent blog posts on how to use LinkedIn to find a job in Australia.

These cover creating a powerful summary section, writing a findable and clickable headline, networking to create your own job, and much much more…..enjoy.

In HR? why saying you’re a business partner on LinkedIn could cost you your career

There’s a “I” in LinkedIn, don’t be afraid to use it

7 secret LinkedIn tips for introverts or socially shy. Learn how to lure others to your LinkedIn profile

6 easy things you can do right now to attract recruiters and headhunters to your LinkedIn profile

Put your job search on steroids by using social media

Don’t make this silly mistake on your LinkedIn profile

What does your LinkedIn profile headline really say about you?

Why are there so few women in LinkedIn’s top most connected people

20 great ways to find a job using LinkedIn

LinkedIn profile writing service

If it all seems too hard, too confusing, and/or too time consuming, you are not alone.

That’s why our clients come to us. We can optimize your LinkedIn profile to help you be found by headhunters and recruiters.

Visit our optimize your LinkedIn profile page to find out more about how we can help you.

For a quote email: TeamIQ@interviewiq.com.au or call me, Karalyn Brown on 0439 595 687.

 

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90% of recruiters will ask these typical reference check questions

by K B , updated on November 10, 2020

reference check cartoonWhat are typical reference check questions?

One of the bloggers I read on a regular basis, Donna Svei from the Avid Careerist, posted a great article on how to prep your referees.

Donna refers to a study of 500 HR professionals that found that 90% ask reference check questions about the same seven topics.

Typical reference check questions interviewers will ask will vary around the following themes:

What are your strengths?

What are your weaknesses?

Would you re-hire this person?

What was your personality or character like in the workplace?

How did you get along with other people?

Were there any discipline problems with you?

What was your work performance like?

What kind of work ethic did you have?

Punctuality and attendance?

These are all good reference check questions.

Many people checking your references will also ask specific questions that relate to your work performance. So things that you are asked in the interview could be a strong clue as to the line of questions your recruiter will ask.

Will recruiters always conduct reference checks?

Nope.

Many people get hung up on reference checks, but actually there are many circumstances I can quote where recruiters have not done checks, or have accepted the strange sounding person the candidate has supplied.

(If you’re worried about what to do, check out this post here)

What are recruiters really looking for when they check your references?

I used to find reference checking to be a bit of an art, especially when I have suspected some issues with the performance of the person I have been referencing.

Referees  can reluctant to say anything too detrimental for fear of being sued, or they are simply nice people, and do not want to get in the way of someone getting a new job.

One of the biggest and most telling questions I used to ask as a recruiter was would you re-hire this person? – as often this is what it all came down to. Quite often referees can give reasonable sounding answers to all of the other questions I would ask, and I would listen thinking “it’s not exactly a glowing reference – yet I can’t pin the referee down on what the main issue is with this person.”

If there was any hesitation in the referee’s voice or if the referee said something like: “I personally would.” I would start to dig into why.

I’d comment on the referee’s tone and say they didn’t sound certain. I’d ask some pointed questions and I’d speak to all of the referees the candidate supplied.

*Tip* Let your referees know when they will get a call about a reference check

Donna suggests to prime your referees to let them know that they will receive a call, the questions that are likely to come up and why you think you are a good fit for the new job.

This, she says, can counter any negativity about your suitability for a new job.

This means if your referee says they wouldn’t re-hire you, directly or otherwise, they can still talk more confidently about whether you are a good fit for the new role.

It’s also a good idea to send them the latest copy of your resume.

That way they can know what you’ve been up to since the time they knew you.

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What to do if you can’t stop talking in a job interview

by K B , updated on November 10, 2020

13560756_sI had a client see me because she was concerned she would go off on a tangent in her job interview.

She said she talked so much she was afraid she would lose the interviewer or shoot herself in the foot with something she said. She’d done it before and blown her chances.

This is not uncommon in an interview.

Many people talk too much when they want to be believed.

And a job interview is a real scenario where your faith in yourself is being challenged.

My client said she talked too much because she thought that the interviewer was asking her for “more information” when they were looking at her blankly. So she felt she needed to keep going and going. She’d eventually forget the question she was answering. She also said that she was trying to cover all points, because often she didn’t quite understand what the interviewer was asking her.

My thoughts on this are, that if you are a chronic over-talker, to stop yourself talking and change your natural style will make you uncomfortable, so don’t try to be something you’re not. What you can do though, is help the interviewer help you manage it.

What exactly do I mean here?

Good communication is all about how the message has been received.

There are some interviewers who like bullet points and some who like detail.

If you’re a detail person, and your interviewer is a bullet pointer, you may have a problem. You’ll not know this from the outset, so ask: “Would you like me to give you detail or would you like a bullet-pointed summary?” If you know this, you can work with it, and you’re more likely to stick with bullet points, if that’s what the interviewer prefers.

You’re also less likely to go off on a tangent at that point you see the interviewer’s eyes glaze over and you suddenly want to be believed.

If you don’t understand the point of the question clarify it at the start.  Good questions to ask are “Sorry, I’m not quite sure I understand the question, do you mean…… or Are you asking me about or ‘a’ or ‘b’ ?” Once you get the point of the question, you can concentrate better on answering it.  Another way to think of this is to ask yourself what you naturally might do in a non-interview conversation.

A well focussed clarifying question back to the interviewer at this point demonstrates that you appreciate the value of their time and your interest in giving them what they need. So don’t be shy here.

If the interview question is complicated and in two or three parts it’s easy to lose track of what you’re talking about.

You can ask the interviewer if its ok to answer that questions in parts, or to ask them to repeat the second or third part of the question if you haven’t remembered it.

For some reason long multi-part questions seem to be really common in the public sector interviews. I have no idea why!

Watch the interviewer’s body language.

If you do see the “poker-face-eyes-glaze-over-look” that’s a good indication that you’ve lost your audience. Whatever you do, don’t keep going.  Keep it light and keep it real and round up your response straight away. There’s nothing wrong with saying something along the lines of – “Do you need me to clarify any part of my answer?”

Make your weakness your strength.

One of the things interviewers want to see is that you are self-aware.

I’m a detail minded person. I talk a lot and fast when I feel I need to be believed.  So one of the things that has worked well for me and my clients is saying “When I get excited about a topic I tend to give a lot of detail. Please stop me if you’ve heard enough.”

On that note I’d better take my own advice and end this blog!

Need to get ahead of the pack for your next interview?

Get our free e-book The 7 Deadly Sins to Avoid at Job Interview!

Deborah Barit wrote this book. She is one of Australia’s leading interview coaches.

To get your free e-book and some of our best interview tips direct to your inbox, simply click on this link.

Here’s what happy readers said about the e-book and interview tips:

“Deborah Barit is a very smart lady…She is good at figuring out what an employer is looking for. It’s like she has ESP,  with her help in preparing, I found no surprises in a recent interview and I was prepared for every question….” Cathy, Leichhardt, NSW

“Because I read so many of your posts, I feel as if you were my personal employment coach. I start my new position in two weeks. I had so many obstacles to overcome and each day you posted a solution to my dilemma and how to improve my search. Thank you so much for your input and PLEASE continue to do what you do!”

Click here to get access to the e-book.

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