Keppie Careers

Social media speaker, social media consultant, job search coach

Monster’s BeKnown adds to the mix of professional Facebook uses

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If you have an ear to Twitter or the career/HR blogosphere, you already know Monster just launched a new social network for job seekers via a new Facebook application called “BeKnown.” Along with many, many of my colleagues, I joined a preview conference call to learn about BeKnown.

Many on the call were thinking, “This sounds an awful lot like another Facebook app, Branchout.” (I know I was thinking it!) In fact, I’ve written about Branchout, which Mashable notes has more than 800,000 users (compared to LinkedIn, with more than 100 million members). Both Branchout and BeKnown try to leverage Facebook’s more than 750 million (!) members and hope to provide a go-to, “professional” space within Facebook. Since statistics show so many more people use and spend time on (in) Facebook, I’ve been advising job seekers to clean up their Facebook profiles for job-hunting purposes for some time now. I devoted an entire chapter to Facebook in Social Networking for Career Success, because I believe it’s important to “go where the people are” when it comes to networking online, and the people are on Facebook!

Having a professional profile on Facebook helps allow job seekers to connect with companies hosting Facebook pages and helps make it easier to connect with recruiters on Facebook.

While a professional online profile is a good idea, Monster makes a point to note its app allows Facebook users to:

·         Easily invite contacts from other social networks to expand their BeKnown network beyond their existing Facebook friends

·         Keep social activity with friends and family separate from work-related activity with professional contacts

·         See who among their professional contacts on BeKnown is connected to a company or job opportunity of interest

·         Connect professional networking to Monster’s job search and browse tools and import their Monster profile to BeKnown from right within the app

For companies, Monster explains that BeKnown:

·         Opens up a vast source of potential global talent on Facebook – Facebook’s estimated 750 million members span ages, income levels and ethnic groups

·         Creates new recruitment-focused visibility opportunities and extends job posting reach in a high engagement environment

·         Increases engagement opportunities with so-called passive job seekers, as BeKnown users follow company job and network activity

·         Activates recruiter and employee networks as referral sources

What’s especially unique about BeKnown compared to other apps?

Monster explains it will include a “Social Referral Program (SRP), which encourages BeKnown users to pass along specific jobs through their BeKnown network.  The Social Referral Program amplifies a company’s employee referral network and extends reach to passive candidates.  Currently in beta, the referral program will be rolled out to select Monster customers.”

I had a chance to ask a few questions I thought would be important for readers to know.

My first question: “Is this an application marketed for job seekers, since it’s from a company best known for its job board?”

The answer was “No, it’s for anyone who wants to build a network.” In particular, it aims to offer a tool to people who have not already grown their LinkedIn network, for example.

My second question related to the jobs that will be posted on the site. I was concerned about verifying the companies and avoiding scam artists from moving in to collect information from unsuspecting job seekers. I understand there will be some verification. (We’ll see how this all plays out.)

I started using BeKnown, and, so far, I like it! Stay tuned for my first impressions. In the meantime, if you’d like to try it out:

For more information, follow these links to join BeKnown (http://www.beknown.com/landing) and to learn more about how it works (http://www.beknown.com/landing/howitworks). And, feel free to connect with me there. I’m planning to have an “open” network on BeKnown.

Tips to consider when evaluating your LinkedIn network

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What’s the most important thing to consider when building your network? Size? Quality of connections? Other factors? LinkedIn published a study that said men are better online networkers than women because they tend to have a greater ratio of connections compared to women.

The study did not look into the quality of the connections for the various groups. But when it comes to networking, having a large network isn’t always the key factor to success. Job seekers and others should always take into account the depth and breadth of their contacts in addition to the number of people in their circle. In other words, consider the quality of your connections in addition to quantity.

Watch this short video with tips to help you evaluate your network to be sure it will be ready to work for you when you need it!

For more details, click through to my U.S. News & World Report post on the topic.

photo by Roberto Verzo

Prepare in advance for the job that may come knocking

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Last week, a prospective client contacted me. He was thinking about solidifying his “personal brand” and thought he could use some help firming up his job search plans. We spoke briefly, I explained how I could help him identify the stories that would relate and appeal to his target audience and how I could teach him to propagate those stories via social media. I agreed to outline a strategy/proposal while he interviewed other coaches (!), but the next thing I knew, he was contacting me with an urgent email:

“My dream job just came knocking on the door.”

All of the sudden, a longer-term, “let’s think about it” plan became an immediate need — how to impress the telephone screener to land a chance at an interview for the job he’d been yearning to have. (Incidentally, this was the second client in a week I’d convinced NOT to offer to “scrub toilets” for the privilege of working someplace!)

Luckily, I was able to schedule a just-in-time coaching session and identified the salient points from the job description I believed would be most valuable to highlight and discuss in an introductory meeting. Success! The meeting went well; the client is waiting to firm a date for the second interview — and is ready for the next “just-in-time” session to help him hone in on what he wants to say.

Could this be you? Absolutely! Do you need to wait to the 11th hour to get some help to get you where you want to go? No! Start preparing now.

Are you ready to present yourself — in line with what your audience wants to hear? Could you pass an initial screen? If not, maybe it’s time for a coaching session?

photo by Feuillu

Important information about work-life fit/flexibility

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One issue for many job seekers is landing an opportunity offering “flexibility,” “balance,” or, what consultant,  Cali Williams Yost, CEO and Founder of Flex Strategy Group and author of Work+Life: Finding the Fit That’s Right for You, would call “work-life fit.”

Today, I’m happy to share research Cali sent me from from the 2011 Work+Life Fit™ Reality Check Survey. It illustrates that, “Work life flexibility is no longer a bright, shiny, novelty item that only a few people have.  In fact, most full-time employees have some form of work life flexibility and they are much less afraid to use it than they were five years ago.”


The following tips are directly from survey findings to help you get the most out of the work life flexibility that’s become a foundational part of the way we live and work:

Tip 1: Don’t let too much work and too little time keep you from work life flexibility, instead use that flexibility strategically to get your work done and have a life. When asked, respondents ranked “increased workload or no time for flexibility” as the top obstacle (29%) that kept them from using or improving their work life flexibility.  Looked at another way, flexibility could also be the key to managing that greater workload and having more time for the other parts of your life.  A periodic shift in hours, or working from home now and then could restore a sense of productivity and well-being.  Be creative.

Tip 2: Remember that work life flexibility comes in many forms.  It includes both day-to-day, informal ad hoc shifts in how, when and where you work, as well as formal plans that officially change your work+life fit. Even though 62% of respondents said they had some type of day-to-day, ad hoc flexibility, it’s easy to take it for granted as a given.  Use it thoughtfully and strategically to manage the way work fits into your life every day. If you are interested in more formal plan, learn ahead of time how to present a proposal that’s a win for you and the business.

Tip 3:  To make informal, day-to-day flexibility a success for you, your team and the business, make sure to communicate and coordinate with all of the key stakeholders, not just your supervisor. According to the survey, when respondents made occasional changes in how, when and where they work, they discussed those changes with:

  • 79% their supervisor
  • 63% their spouse, family or partner
  • 52% their colleagues
  • 45% those they supervise, and
  • 7% no one.

You don’t need to tell your colleagues and those you supervise why you are using flexibility, but let them know how the work will get done and how they can reach you if needed.

Tip 4: Challenge any lingering fears that may be keeping you from using or improving your work life flexibility. Make sure any fear or concern is based on fact, not invalid assumptions.  The good news is that individuals are much less likely to let fear or negative perceptions keep them from using or improving their flexibility than they were in 2006:

  • You might make less money:  21% in 2011 versus 45% in 2006
  • You might lose your job:  16% in 2011 versus 28% in 2006
  • Others will think you don’t work hard:  11% in 2011 versus 39% in 2006
  • You worry that your boss would  say “no”:  13% in 2011 versus 32% in 2006

However, obviously some fears and concerns linger.  Learn about the compensation policy related to flexibility where you aren’t working less, just differently.   Understand the employment climate in your organization.  Make sure you continue to work hard, communicate and coordinate well (see Tip 3) and learn how to present a flexibility plan that’s a win-win and hard to turn down.

Tip 5: Understand that work life flexibility is more than a perk, or benefit.  It’s a strategy that your employer can use to “retain talent, manage workload and grow.”  And without it, the business will suffer particularly in the areas of health/wellness, morale and productivity.  One of the surprising findings for the 2011 Work+Life Fit Reality Check is how many respondents either think work life flexibility is a “perk or benefit” (36%) or “don’t know” what it is (14%).  Just as work life flexibility can help you strategically manage your workload and resources, it can also benefit the business in other areas.  Specifically, a majority of respondents (66%) felt that without work life flexibility health (48%), morale (41%) and productivity (36%) would suffer.

For more details and to download the study, visit Work Life Fit Tips.

You may also want to read a study addressing the issue of inevitability of work-life flex, Findings from the Flexpaths – LinkedIn study.

photo by ellajphillips

Why should we hire you?

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“Why should we hire you?” It’s the underlying question inherent in every interview inquiry. Even if interviewers don’t ask this exact question, it’s what they want to know. Your job is to supply appropriate answers. You’ll need to describe reasons using concrete examples illustrating how and why you are a good fit for the organization.

Answering the question well requires two, equally important elements:

  1. Knowing what you offer.
  2. Understanding what the organization wants.

 

What You Offer
Why are you a good fit for the job? If you don’t know your skills, it will be difficult to land an opportunity. It’s imperative to understand what you have to offer when applying for positions. I tell my clients to post the question, “Why should we hire you?” on their bathroom mirror, refrigerator or anyplace they will see it during the day. I instruct them to answer, out loud, keeping different companies in mind each time. This type of rehearsal will help you hone in on what you have to offer.

What do you enjoy most about your job? It’s likely those aspects correlate with your strengths and may help identify reasons to hire you. For example, do you enjoy spending a lot of time negotiating, preventing problems (or solving them), or interacting with people from various backgrounds? Are you a writer, whose best time is quietly typing, alone at the computer? Or, is presenting in front of large groups your favorite thing? Make a list of what you would consider your best strengths.

If it’s difficult choosing your best skills, consider asking for help and doing some self-referential research. Dig out old performance reviews, read what people have written about you in LinkedIn recommendations, and ask your friends or colleagues about your strengths.

Need help articulating what you offer? Check out my new book:
100 Conversations for Career Success

Identify what is unique or special about you. How have you gone above and beyond the call of duty? What did you accomplish that no one else managed to do? Did you volunteer to tackle a problem and solve it? Give yourself credit — ideally, your past work will provide a strong, supportive platform for your next job.

Don’t underestimate the value of looking at yourself, your skills, and your accomplishments and outlining the key points you will want to share with a prospective employer.

What the Organization Wants
While the focus of “Why should we hire you?” is on “you,” the interviewee, it’s important to remember the answer isn’t all about you. The most successful interview responses focus on the hiring manager’s needs. Framing replies that demonstrate you understand their problems — or “pain points,” makes a big difference when competing with many other qualified candidates.

What are the skills to focus on when you apply for jobs? It’s usually not very difficult to identify what employers are looking for; their 2,000-word, in-depth job descriptions don’t leave much to the imagination. Many firms post videos, and manage Facebook sites and Twitter feeds touting their organizations and why you might want to work there. Skip these resources at your own peril — they are telling you exactly what you need to know to be a strong candidate.

To prepare to successfully interview — frame your answer to, “Why should we hire you?” to suit the employer’s needs. Print and highlight the job description, looking for the top three or four most important details. Do they include terms such as, “cross-functional team,” “team work,” and “team player” several times? If your answer to, “Why should we hire you?” (asked directly or as an underlying question) does not mention and focus on your abilities as they relate to teams, you are probably out of luck.

Does the company’s YouTube channel have a series of videos outlining its commitment to customer service? You’ll want to include details about your interest in client relations as part of the reason the employer should hire you. If an organization emphasizes a topic, it’s likely management will appreciate your letting them know why (and how) you are a good fit. Think of an interview as an opportunity to build a bridge between what the company wants and what you offer — and to figuratively lay a red carpet across the bridge, encouraging the employer to walk across!

Final Thoughts: What if There’s a Disconnect? You Know You Need to Emphasize a Skill or Accomplishment that’s not a Strong Suit?
The job requires leadership skills, for example. You know the interviewer will want to discuss it, but it’s one of your weak points. What should you say?

Give examples of non-work related leadership stories if your work history isn’t very leadership focused. Maybe you led a volunteer team and raised a lot of money, for example. It does help to be able to work in information about how you demonstrated leadership at work. To address this topic, break down the definition of “leadership” and identify some matches between what you’ve exhibited on the job and what the job requires.

For example, a leader:

  • Takes responsibility for his or her actions
  • Can think on his or her feet and make decisions
  • Can convince others of a viewpoint or plan — and inspire them to cooperate
  • Sees the bigger picture and makes suggestions to avoid obstacles

When the interviewer asks why the organization should hire you, include a leadership-focused reply, such as, “I know this job requires strong leadership experience. The best leaders think ahead, make good decisions and skillfully convince others to cooperate.” (Then, tell a story illustrating a time when you used those three skills.)

photo by b4b2