9 job-hunting tips for Millennials in the PR market

By Ronjini Mukhopadhyay


Millennials are having a rough time in the job market. 

Recently I was looking to hire someone and was inundated with responses, some of which left me wondering whether certain respondents had even read the post before firing off an inadequate résumé.

Two things amazed me: 

1. The number of responses. Within one hour, I got at least 20 résumés. Pretty impressive speed the kids have these days. It also means there are hungry employees out there.
2. The quality of responses. Though there were clearly some candidates who possessed high quality and professionalism, a larger number didn’t know how to follow directions or write a good cover letter.

Here is my attempt to give a little boost to millennials applying for PR and marketing jobs and to make things easier for everyone involved in hiring: 

Read the entire job listing 

Easy enough? Wrong. 

I hate to sound like a mom here, but slow down, kiddos. Take the time to read before you apply. Remember, quality over quantity. 

To get better results, apply for those jobs that feel closest to your experience, knowledge, and/or interest. As an entry-level applicant, you may not have the experience, but if you can flex your knowledge about the subject presented in the posting, you’ll sound more interesting and go much further. 

Remember, much of what PR and marketing professionals do is research, so use this opportunity to show off your researching skills.

Follow directions 

If the job posting asks you to include your résumé, references, and a cover letter, do it. If it asks you to include links, do that. This isn’t very hard. 

I’ve had conversations about this with other professionals. They agree that we simply don’t have time to go through all those résumés, so the ones that don’t follow the rules get cut first. It’s as simple as that. 

If you are lacking in an area and know it, call it out in your email, so that we (employers) know that you’re at least paying attention and you can potentially get to the next round.

Do your research

This can be very beneficial when done right. If you’re getting ready for an interview, be sure to look up the company and its accomplishments beforehand. 

Check out its client list, and see whether you have any connections there. 

Check out on LinkedIn the people who will be interviewing you. If you don’t know for sure, take time to check out the company employees. If you’re not well versed in the company focus, familiarize yourself with key words, current trends (this is as easy as Googling or looking it up on Wikipedia), and even check out their social media sites to see what they have been talking about.

Stay busy

The big worry in today’s economy is that there aren’t any jobs. That’s not entirely true; what’s lacking is money. In the meantime, keep yourself busy. 

Volunteer your skills to a nonprofit organization that interests you. Approach companies similar to the one you’d like to work for, and let them know you’d like to intern. Get involved in your community, church, or local events. Take on projects for friends, relatives, or family friends. Write, write, and write some more. 

The great thing about the digital age is that anyone can publish a blog. There are tons of opportunities to write and contribute. Determine some areas that interest you, and go for it. This way, when you apply, we can see that you are not an idle person and that you have been gaining experience in alternative ways.

Pay attention to details 

As easy as that may sound, when we get caught up in the speed of life and begin to feel rushed, things slip. This may not be intentional, but in the job market you have only one opportunity to make a first impression. Pay attention to your résumé and your cover letter. Spell-check. Twice. And understand that spell-check doesn’t catch missing or misused words. Highlight your accomplishments

Make sure you highlight the notable accomplishments in your résumé. Did you secure media coverage? Double the number of Twitter followers? Develop an internal communications policy for your nonprofit organization? 

Regardless of whether you’re getting paid, these are accomplishments that your potential employer would be happy to hear about. You can list it under your positions or, better yet, create an area for accomplishments near the top of your résumé, so they are visible and not scattered throughout.

Network

Networking comes back to you at the most unexpected times. There are plenty of events to attend and people with whom you can talk. 

If you’re not already networking in your local Public Relations Society of America, Social Media Club, or marketing association, get on Meetup.com and head to some events. When you go, bring something to offer—and a business card. Give yourself a networking goal of a number of people to connect with. 

Also, start networking on LinkedIn and Twitter. On LinkedIn, send personalized notes, join groups, and comment on different industry topics. On Twitter, follow people you admire, news agencies, and trends. 

Above all, always follow up.

Dress for success 

This applies to networking, interviews, chats with your mentor, and anything else that involves your professional life. Dress the part. 

You may not need to go to networking events in a full business suit, but dress like you’re serious about something. Appearance matters, especially in PR and marketing. You’d be surprised what a clean appearance can do, especially if your competition is, well, less buttoned up.

Think about your career

If you have yet to find a position, you have time for this. Take some time to think about your career and what you want it to look like. 

It’s OK if the position you accept today doesn’t last the rest of your life—employers understand that—but make sure you have some goals in mind. Make sure that with any employment you take, you can learn and grow from it in some way. (That way may be different from what you expect now.) Stay enthusiastic about your future prospects, and always ask questions.

As for my hiring process, I found someone who got the inside track beforehand. Now you have it, too. Good luck with your search, and keep your mind open to new possibilities. 

Ronjini Mukhopadhyay is a public relations professional with eight years of experience in both agency and in-house public relations. A version of this story first appeared on her company websiteThe Silver Telegram. 

The Worst Questions To Ask During A Job Interview

By: Aimee Groth and Eric Goldschein


During a job interview, the questions you ask are just as important as the answers you provide. One poorly-thought-out question could nix your chances of landing a job.

"What will stick with a potential employer is that you asked the right questions, paid close attention to the answers and really fathomed what their organization is all about," says headhunter Mark Jaffe of Wyatt & Jaffe.

To help you avoid catastrophe, we've compiled a list of the worst questions you can ask during a job interview.

• What are your policies surrounding benefits and vacation time? Asking about job perks early on will make you appear self-indulgent."It's kind of weird when someone gets into the nitty-gritty of the benefits," says Alison Green, from Ask A Manager. "I've had people ask me who the health care provider is, if we have dental plans, how many vacation days we offer."Once you're offered the job, that's when discussion about benefits starts.
• Can you tell me about your company? Hopefully you've already done your research on the company. Ask more specific questions that show you've done your research.
• Will I have to work overtime? AND/OR What are your hours? Instead, ask what a typical day looks like, reports CNN/Career Builder. This way, you'll learn more about your daily responsibilities, including who you'll be interacting with -- and perhaps if people often work overtime.
• Why did the last person leave? Rephrase this with, "Am I replacing someone or is this a new position?" That way, you put a positive spin on the question, and you'll know whether you'll be blazing new territory or working within established parameters, reports CNN/Career Builder.
• Do you think I will be a good fit? OR Do you have any reservations about me?This puts a lot of unnecessary pressure on your potential employer. If he or she thinks you'd be good, they'll let you know. Focus on selling yourself, suggests CNN/Career Builder.
• What is the salary for this position? Never ask about this during a first interview. Better yet, wait for your interviewer to ask you about salary range, reports Yahoo Finance.
• How long do you think this interview will take? Don't ask this, or glance at your watch or cell phone during the interview. Generally, the longer an interview takes, the better. If you're already asking how much work you need to put in, you'll be seen as a whiner, not a winner, says JPC Services.
• Saying, "No I don't have any questions," at the end of the interview. An interview should be a conversation. "One of the greatest mistakes you can do is wait until the end of the interview [to ask all your questions]," says career coach Neil. "By then it's far too late"A good way to sneak in your first questions is after the inevitable "tell me about yourself" question at the start of interviews. You can do it by saying "I can talk about my experiences for hours, but today I want to focus on what's most important to you," Neil says, and then ask you can your interviewer a question.

Read more: http://www.businessinsider.com/the-11-worst-questions-to-ask-during-an-interview-2011-10#ixzz1eRghkIUq

Maintain a Blog to Get a Job @qorvis

What you are currently reading is a blog, a form of expression that allows users to share their ideas across a digital landscape. Bloggers post pictures, videos, recipes, or stories about their life, or interests. Not since the invention of the printing press has a form of technology had such a profound impact on the written word. Simply stated, the blog is brilliant.

For this post, I want to speak directly to those seeking employment. Those with a steady gig are encouraged to read on, but for today, my focus is on my unemployed friends.
Ladies and gentleman, you face an uphill battle. No matter if you are fresh out of college or a decorated veteran of the marketing battlefield, you are no match for the weakened economy. Companies are now carefully considering every hiring decision and only those with the perfect set of tools make the cut. So, let’s add another tool to your belt.

You need a blog. This is not a suggestion – it’s an order. Pick a topic you are passionate about and start writing. The topic is of less importance than the quality of your writing. Your goal is to be engaging, sound smart, and show your worth.
A blog is a powerful tool because of its ability to display worth. Posting regularly shows you are dedicated and diligent. And, in addition to displaying your writing abilities, it also shows a potential employer you’re in tune with an ever-changing online community.

Blogging is a gateway that provides invaluable training on how to interact with others through a number of different channels. For instance, you will learn how to leverage Twitter, Facebook, StumbleUpon, and other platforms to push your message and attract readers to your site. Additionally, by maintaining a blog, you will discover the intricacies of data analytics and how they correlate with your content. Most importantly, you gain the ability to speak fluently about new media marketing. Recruiters or potential employers at communications firms drool over candidates that require little training in these areas.

During my time as a high school football coach, I often told my players, “put yourself in the best position to win.” The advice: While the situation will rarely be ideal, with the right skills or mentality, you will make that play. This same idea holds true for gaining employment.
Blogging will put you in the best position to win. Add your blog URL to your resume and always carry hard copies of your most popular posts to interviews. Professionalize your blog and maybe think about posting about industry-related content. Finally, keep screen shots of your blog’s progress and don’t be scared to show these during an interview.

Remember: the emphasis is on not really on the topic. It’s on the opportunity to share your thoughts and showcase your knowledge about the changing digital landscape. Your worth is at your fingertips, so be brilliant and start blogging.

WRITTEN BY: my colleague, Aaron Estabrook (and a hire of mine, so he knows what he is talking about)
@AaronEstabrook

What NOT To Post On Your Facebook... if you are looking for a job...

Kashmir Hill, Forbes' indispensable privacy blogger, posted this chart today, drawn from a survey of employers. Three things to note. 1) 95 percent of employers say they use social media sites to ferret out more information about job candidates. 2) If these employers informed these job candidates why they were dropped, Facebook as we know it might not exist.

That's not because social media is bad for job candidates, per se, but rather that the sense people have that they are just talking with their homies would evaporate. It would become clear that Facebook is, in fact, a quasi-public forum in which what you say attaches very strongly to your identity. It's the persistence that makes it different from "real life" and it's the persistence that Timelines is going to highlight. 

Courtesy of The Atlantic http://www.theatlantic.com/technology/archive/2011/10/what-you-shouldnt-post-on-your-facebook-page-if-you-want-a-job/246093/

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Should I put my picture on my resume?

NOOOOOOOOOOOOO!!!!


Ok, I just need to get this out there. Now, this is my personal opinion and I am not sure if all recruiters would agree, BUT please, please, do not put your photo on your resume. The purpose of a resume is for a company to get a sense of your education and work experience. Your photo has NOTHING to do with that, I really don't care what your professional picture looks like. What are you trying to prove when you put your picture on your resume? What? I mean, please answer that question for me.

With Facebook, LinkedIn, YouTube, Flickr and Twitter, I can find a picture of you VERY easily. And chances are, I will check your social media presence prior to interviewing you. Instead of trying to show me how professional you are with a nice picture on your resume, create a positive, professional, online presence. PLEASE hide your Facebook drunk photo's from me. Also, some of those wall posts, TOO MUCH INFORMATION. Google your own name and see what comes up... that is what a recruiter will see.

Take that photo you want to put on your resume, and put it on your LinkedIn profile, I will see it. While you are at it, upload your resume to your LinkedIn profile and see what happens!

10 Things We Want From You!

Every job hunter has the same question: What do employers look for, and how can I best show I’ve got “it?"
A few days ago, I attended a panel discussion for career coaches led by three of the leading recruiters in Greater Boston. Each recruiter had the assignment of explaining their view of today’s hiring environment, what employers are looking for, and then to give a few tips for candidates. The recruiters deal with different specialties, including: Human Resources, Medical Devices, Information Technologies (IT), and Marketing.

Nonetheless they agreed on one thing: Five years ago, if an employer listed a job with 8-10 bullet points of “requirements," a candidate might have been hired if he/she only had 3-4 of them. But today, virtually every client of theirs wants “12 out of 10 requirements to be evidenced - just to get the initial phone interview.”
It comes as no surprise they all report both recruiters and companies are being inundated by resumes, as more people are chasing fewer and fewer jobs. In this environment, they report employers have come to view job boards like Monster as counter-effective. When they advertise a position, they get SO MANY responses it becomes an overwhelming task just to sort through all the extraneous resumes to find the quality people who would be of interest. Result? They are utilizing alternative methods of identifying and recruiting top talent. It is more time efficient and effective for both corporate (in-house) and contingency (third party) recruiters to scour LinkedIn and other social media sites to find candidates worth pursuing. More and more, self-submitted resumes are not responded to because they aren’t even read!

Employers are looking for the following:

1. Candidates are expected to clearly articulate their accomplishments as part of their personal brand. LinkedIn profiles must highlight an individual successes and results! Skills are important – but only insofar as candidates use them to attain results. Never lead with: “XX years of experience doing...” Each resume bullet point should tell a story: “Accomplished X by doing Y, resulting in Z.”
2. Clear branding. Know who you are, what you offer, and what you are after. Be comfortable with your own story, and have that story down pat. Convey it consistently in your resume, LinkedIn profile, on Facebook, and increasingly on Twitter. Tip: get all those references to partying, and anything that wouldn’t well represent an employer’s brand off your own Facebook page – NOW! LinkedIn is seen as a way screen people in, and Facebook is viewed as a means to screen people out – even before an individual knows he or she might be considered.
3. Fit, fit, and fit! It’s the buzzword of the decade, but it means different things to different companies. Fit goes beyond the job requirements and speaks to an individual’s experience working in a similar type organization in size, product/service, marketplace or geography. Questions of “fit” go to the concerns. Would a given candidate be happy working as part of this company/team…and would the people here be happy to work side by side with this individual? If hired, would the person last? Commonly, employers are utilizing behavioral interviewing to determine if a candidate is a “fit."
4. One recruiter put it this way, "The length of time [companies are taking] to fill openings is increasing. Companies are increasingly picky about who they hire. But they are hiring people who have ‘bull’s eye' skill sets, have industry experience, and are a fit for their particular corporate culture."More and more, you have to have all three to be hired, and candidates should adjust their job search accordingly.

Recruiters are looking for the following:

1. People who can show they volunteer to do more than is required of them in the workplace
2. People who “know what they don’t know,” make no bones about it, and constantly strive to learn to fill in the gaps of their knowledge and experience.
3. People who can explain what they did in a past job that makes them valuable to a future employer.
4. People who can understand recruiters are professional service providers who deserve respect. (If you are dealing with a recruiter who doesn’t deserve your respect, move on to another one!) Understand recruiters workwith candidates, but ultimately for companies.
5. People who make an effort to establish a mutually beneficial relationship, by addressing them personally, offering to help find other candidates for positions if they aren’t the right fit themselves.
6. People who recognize it is counterproductive for both themselves and the recruiter to do the “end run” around the recruiter and deal directly with the company they represent.

All of this goes to show the importance of seeing the search for a new position as a “hunt” which requires a coherent strategy and a consistent message. Getting a job is a job! For more information about what recruiters are advising job hunters, don’t hesitate to be in touch with me directly. I offer an initial free consultation to any job hunter. Happy hunting!

Arnie Fertig coaches job hunters locally in Greater Boston, and throughout the U.S. via phone and Skype. He is a frequent public speaker and can be contacted at: fertig@jobhuntercoach.com. He invites you to connect with him on LinkedIn and follow him on Twitter.


Read more: http://www.ibtimes.com/blogs/articles/26057/20110422/10-things-employers-recruiters-want-from-you.htm#ixzz1KGldp7cO

5 Interview Answers to Avoid

While no one can predict exactly what will be asked in a job interview, there are many standard  questions that can make or break an interview – depending how well you avoid a bad answer.

Answer the questions correctly and you will soar to the next level. Provide a poor response and you will be pounding the pavement anew.

It always amazes me how interviewees often stick their foot in their mouth when it comes to some of the most basic interview questions.  The biggest rule of thumb for developing good interview answers is to practice beforehand. Work with a friend, colleague, or professional career coach to hone your responses.

1.  No matter what the question, giving TOO MUCH INFORMATION is the kiss of death. 

Your answer should be brief and to the point.  Any meandering or veering off the path will only lead you astray.  While you may think that adding more detail is a plus because you provide more information, all it serves to do is annoy the interviewer and make her think you can’t follow simple instructions. A short explanation will allow for an interesting dialogue that will drive camaraderie with the interviewer.

2.  If you are asked about your previous boss, NEVER – I repeat – NEVER, bad mouth him.

Even if he was an embezzling scoundrel who came to work drunk and took all the credit for every good thing you did; you will only hurt yourself by providing a negative report. You will look like a whiner, and worse – a troublemaker. When answering interview questions, present things in the most positive light. In the case of an ornery boss, you might say that you didn’t feel his management style was in line with the positive direction you wish to take with your career.  If asked for specifics, you can politely say that you had differing work styles and work ethics. Period. There is no need to elaborate beyond this.

3.  If asked where you see yourself in 5 or 10 years, your answer should be thoughtful; consider your audience.

If your interviewer is the SVP of sales, indicating that you want his job is not a good idea. (Do I need to tell you that?)  Everything is about your spin strategy. You want to ensure you maintain a positive and proactive brand image. Ambition and drive is a good thing – but it needs to be presented in the right way. Stick with an answer that highlights what you hope to achieve or accomplish. For example, “I hope to close over $50M in new business.” This response demonstrates that you are looking to add value without leaving the impression that you plan to claw your way to the top no matter how many heads you have to step upon.

4.  If you are thrown a curveball question that has no apparent answer, don’t panic!

Do not tell the interviewer there is no answer to the question. Instead, pause, and play along; say something that shows you can be creative and think on your toes.  Don’t be afraid to add a dash of humor when appropriate.

5.  If asked to share a bit about yourself, this does not mean you should start telling the interviewer about your husband, children, church, or any other aspect of your personal life.

While it is an open-ended question, it is intended to learn a bit more about you in relation to the core attributes that make who you are. You don’t need to regurgitate exactly what is on your résumé either. The interviewer has that already. Perhaps there is something you have done recently that you would like to share to demonstrate your value. By all means, do so. This is an opportunity to sell the incredible and unique person that is YOU.

If you have a history of blowing it when it comes to interview questions, you may want to consider taking some extra time to rehearse your answers.  Get dressed as though you are going on the actual interview. Sit in front of a full length mirror or use a software program that will allow you to record yourself via mini-cam.  Develop and refine your message; this will help you provide theinterviewer with intelligent, well thought out answers and avoid the blunders that come from being unprepared.

Bad answers can cost you. Not only will you be limited in terms of job offers, but you may also find yourself spiraling down into the blues after being repeatedly turned down. Rejection can affect your psyche and interfere with future interview performance. Your preparation will facilitate your comfort during the process and enable you to deliver your information with confidence. The result – landing a new job that meets with your personal and professional goals!

For this blog post, YouTern thanks our friends at Glassdoor.com!

5 Job Search Habits To Break!

If you’re feeling frustrated in your job search, it’s easy to blame it on the poor job market or the fact that employers are inundated with resumes. But if you really take a look at how you’re job searching, you might realize you can make certain changes to yield better results.

Do any of the following sound familiar?

1. You’re job searching not company searching

Do you find yourself typing in your ideal position into job boards and aggregators, only to discover you’re not really finding the listings you’d like? Searching for a position, such as Sales Manager, instead of targeting specific companies, can make for an unfocused job search—and you’ll waste a lot of time looking at jobs you’re not interested in.

What to do instead: Do your research to discover the places you’d really like to work. Then, target five to ten ideal companies and focus your job search efforts on those organizations.

[See How to Pitch Your Dream Company.]

2. Neglecting your online presence

Maybe you have a Facebook profile that’s public, which lets employers see your unprofessional Wall posts and photo albums. It could be that your Google presence is nonexistent, making employers wonder why they can’t find information about you online. Whatever the case, you need to be aware that employers are looking at your online presence—and you need to take charge of it yourself.

What to do instead: Set up a professional portfolio, website, Twitter, or Google profile, anything you’ll use for promoting yourself professionally. Then look at what might negatively affect your job search and try to remove it.

[See 10 Smart Ways to Use Social Media in Your Job Search.]

3. Applying for jobs you’re not qualified for

While you should work toward attaining your dream job, that dream also needs to be realistic in terms of skills, qualifications, and experience. You’re wasting your time if you don’t meet the minimum qualifications for the job opening.

What to do instead: Look for jobs where you meet the minimum qualifications. Or, if you’re set on a specific type of position that you’re unqualified for, consider additional education or skills training to meet those requirements.

4. Acting beaten down or depressed

No one will argue with you that a job search is tough stuff. It’s stressful, time-consuming and energy draining. But it’s a Catch-22: If you start acting negative or beaten down, you’ll probably start to see less results, and you might not land a job for several more months. A positive attitude can be the key to standing out in the screening and hiring process.

What to do instead: Find a source of support to vent your job-search frustrations and get advice. Talk with a friend or family member, join an online group, chat or community, or enlist a career coach. You might also consider taking up a hobby you enjoy or exercising to keep your motivation up.

[See Don't Let Fear Control Your Career.]

5. You’re prepared to take any job at this point

No one likes desperation—especially hiring managers. Failing to have a focused, specific job-search strategy can actually hurt your chances of landing a new job. It also confuses your personal and professional network, and those folks are often the key to learning about unadvertised job openings and receiving referrals.

What to do instead: Be specific in your job hunt. Take some time to research positions you’d enjoy working in and organizations that fit with your values and interests. By being specific, you can more easily build your personal brand and leverage your existing network.

What other areas do today’s job seekers need to re-evaluate and change if they aren’t seeing results?

Heather R. Huhman is a career expert, experienced hiring manager, and founder & president of Come Recommended, a content marketing consultancy for organizations with products that target job seekers and employers. She is also the author of Lies, Damned Lies & Internships (2011) and #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle(2010) and writes career and recruiting advice for numerous outlets.

Tips to Ace Your Next Interview

I used to be pretty sure that the only way to get a raise working in media was to switch jobs. This led to several job changes throughout my career, which, of course, included the requisite interviews to get those jobs.

I’ve picked up a few pointers that have helped me become a relatively confident interviewer over the years.

A quick caveat though:

Last time I tried to give something resembling advice on this site, I made the mistake of presenting my methodology as something that could be universally applied. That said, these are interview methods that have helped me land jobs at a couple of large media companies (and some smaller ones, too).

So, here are six things that have helped me walk out of interviews with a healthy amount of confidence:

1. If you think you’re rambling, you are. I tend to over-answer questions, and I’ve tried to be conscious of this in interview situations. Be concise with your answers, and know where you’re going with them. (No. 3 will help you with this.) If you think you’re rambling, wrap it up. If you leave something out, No. 5 has you covered.

2. Don’t say, “That’s a good question.” OK, you can say it once if it’s actually good question. Otherwise, you run the risk of sounding like an ass-kisser—especially if it’s one of those rote what’s-your-biggest-strength questions. If you say it once, try not to say it again, or you’ll sound like you’re stalling at the beginning of your answers.

3. Over-prepare. I can’t tell you how to do this. I only know that you should learn everything you can about the job, the company, their competition, and the industry.

4. Stop thinking of it as a Q&A, and start thinking of it as a conversation. Some of my colleagues over the years have gotten very worked up about going into job interviews. I think it’s something to do with the unnatural format of the interview. When else in life are we peppered with rapid-fire questions and forced to answer them on the spot or face unsavory consequences? In my interview experience, I’ve tried to think of them as conversations about whether I’m the right person for a particular job. I should be just as curious as the interviewer about whether I’m right for the job.

5. If you don’t like how you answered something in an interview, write a thought-out answer and email it when you get home. I know that I’m a better writer than I am an interviewer. Plus, they’re hiring me for my writing/editing skills much more than they’re hiring me for my ability to answer a few questions. There have been a few times when I’ve left an interview happy overall, but thinking, “If only I’d nailed that one question.” In those instances, I’ve gone home and written exactly what I had wished I said and sent it along with my follow-up.

6. Work in something personal about yourself that shows why you’d be good at a certain job. I studied and performed improvisation in college and in Chicago for a number of years, and that has consistently helped me be a good team member in my work life. I’ve brought this up whenever I’ve been asked whether I’m a team player.

Kevin Allen has worked or written for a variety of media outlets, including the Chicago Sun-Times, ESPN, The Huffington Post, and Fox Sports.

Job Searching On Facebook: There Are Many Apps For That

Job searching on Facebook is a relatively new phenomenon, but there's no scarcity of apps to help. And with Facebook confirming 750 million members and announcing Skype video chat integration today, the platform is ripe for further advances in the job search space.

Many, many media outlets covered the launch of Monster.com's BeKnown in June, but I decided to wait -- and then write a single piece that covered all the major apps. After all, I've been advising job seekers for years to use all resources and tools available to them in their searches, so they should really know there's more than one app out there.

BeKnown

Best Features: The ability to "follow" companies. Also, in addition to regular endorsements (think LinkedIn), BeKnown offers "skills endorsements." Basically, it pulls your skills from your profile, and people are able to vouch for certain areas of your expertise.

Biggest Hangup: BeKnown only pulls job opportunities from Monster.com. Although they complained about LinkedIn pulling their API access last week, Monster is essentially committing the same "offense" -- not playing with others in the sandbox. One way to fix this problem would be to highlight or feature Monster jobs, but still pull in from other sources. We'll see how the app develops in the coming weeks and months.

BranchOut

Best Features: I love that BranchOut offers users the ability to track their applications, send messages to other users, and pulls job opportunities from multiple online sources using Indeed.

Biggest Hangup: Spam. Once you install the BranchOut app, it's like a weed that cannot be killed, taking over your Facebook status updates and sending messages to your friends. I guess at least your network connections have no question about your job status though, right?

Bright

Best Features: Like BranchOut, Bright offers the ability to send messages to other users. Also, Bright features employer reviews, which is definitely a standout feature.

Biggest Hangup: Like BeKnown, jobs are only pulled from one source, in this case CareerBuilder. Additionally, users do not receive suggested jobs and are not able to post their own jobs.

Cachinko

Best Features: Cachinko pulls jobs from multiple sources, but what I really love is the suggested jobs. When you initially install the app, it asks you for your ideal job title. Using that information, plus your profile, Cachinko assembles a list of "jobs you'll love." The more feedback you give the app ("less jobs like this" or "more jobs like this"), the more it learns about you and gives you jobs better suited to you.

Biggest Hangup: There's really no incentive right now for employers to jump on the app and get involved. Also, I'd like to see them offer access to career coaches and other experts.

InTheDoor

Best Features: Like BranchOut, InTheDoor pulls in jobs from multiple online sources using Indeed. I wish I could say something nicer here, but this app is about as simple as it gets.

Biggest Hangup: The app is basically Indeed on Facebook and nothing more. If it wants to continue to compete in this space, it's really going to have to step up its game.

JobsForMe

Best Features: This app is meant for college students. Even though it doesn't have the robust features of many of the apps listed here, I love that it helps career centers get on Facebook.

Biggest Hangup: As you might have guessed, JobsForMe only pulls in career center job listings...and only if your career center has an account. But I think this app has potential in the space if it gets more traction from career centers.

StartWire

Best Features: Unlike all the other apps mentioned in this article, StartWire allows users to receive free guidance and expert advice from a cadre of job search experts. Also, the app tracks your applications.

Biggest Hangup: I like where this app is headed, but it's very limited right now in terms of the source of job listings.

I'm sure more Facebook apps for job seekers will pop up in the near future (JobsForMe actually sent me their launch release while I was writing this article!), and the ones mentioned above will continue to improve. I'll be interested to see how long each one takes to gain traction with job seekers, as many are still cautious about mixing personal and professional on Facebook.

Are there any apps missing from this list? What has your experience been with these apps?

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Read more: http://www.businessinsider.com/job-searching-on-facebook-there-are-many-apps-for-that-2011-7#ixzz1RQbSIz9F

2 Career-Killing Lessons New Graduates Need to Unlearn

Managers in cities across the country have told me that they have two big problems with the new college graduates who come to them for jobs and internships:

• First, they don’t understand that they’ve moved from being a buyer to being a seller.
• Second, they don’t appreciate what it means to be a part of a team.

College seniors have had at least 16 years as consumers of what school has to offer. Yes, they had to produce assigned work and pass exams, but the focus to that point has always on their needs and their goals. They have also spent their entire lives as a primary target for marketers who recognized in them not only their willingness to spend money on endless electronic gadgets but their role as trend-setters in the digital age.

Too often, they bring that perspective to job interviews.  They act as though they are meeting with their college advisor, telling prospective employers what the job will do for them instead of what they will bring to the organization.

Bruce Tulgan of Rainmaker Thinking says, “Playing the customer or consumer role is usually Gen Yers’ primary experience in the public sphere prior to arriving for their first day of work as employees. Many have little or no experience on the other side of the marketplace transaction, as vendors.” He says employers should deliver the message in terms they can understand:

Employment is a transactional relationship, just like a customer relationship. This is the ultimate source of your employer’s authority, plain and simple. This is the source of your obligations at work to everyone: your coworkers, your boss, your subordinates, and actual customers. Trumpet this message to Gen Yers: Every person you deal with is your customer—coworkers, employees, managers, suppliers, service people, and actual customers. What makes you valuable to each customer?  Every unmet need is an opportunity to add value. Deliver and go the extra mile; get it done early; add the bells and whistles, and tie a bow on it.

The other complaint I hear the most often is that college promotes individual achievement, not teamwork. Students compete with each other; they have no reason to feel responsible for the success of the group. When they get to the workplace, they wait to be told what to do and don’t seem to have an instinctive understanding of basic notions of professionalism like confidentiality and commitment.

Sometimes they have to be reminded that incidents at work and comments about co-workers are not to be put on Facebook or Twitter. And one manager told me that an intern assigned to cover an event at a remote location called at the last minute to say she could not make it and that he — her boss two layers up — should cover it for her.

Many of the seniors graduating this spring already know all of this, of course. On the other hand, a couple of the managers I spoke to said they actually received the initial phone calls setting up a job interview from the candidates’ mothers, as though they were making a play date. For anyone who thinks that is appropriate, I can’t improve on the advice Mae West gave when she was asked for her message to the youth of America: “Grow up.”

Read more: http://www.bnet.com/blog/corporate-governance/2-career-killing-lessons-new-grads-need-to-unlearn/633#ixzz1QmSHuGW1

Looking for a job in a different city???

Ok, let's talk about what to do when you are looking for a job in a different town/city/state that you live in. Here is the problem. When I have a position open, my goal is to fill immediately. So when I am looking through resumes and you are located in a different state, your resume automatically drops to the bottom of my pipeline. I need someone I can have a phone conversation with today and bring in for an in person interview tomorrow. Local people are always going to be more appealing.

So, what should you do?

• Do you know someone in the place you are looking for a job? Put their address on your resume.
• Or if you are uncomfortable doing that, make it clear at the top of your resume that you are "in the process" of relocating to that place. 
• Have money saved so you are available to fly/drive quickly for an interview. 
• Have your ducks in a row and loose ends tied up so if you get a job offer, you can move quickly. 

Good Luck! 

Top 3 Sources for Great Employees... not job boards

While job boards and your website make it quick and easy for the employer and the applicant alike, they are by far less effective than the top three, proven sources of great employees — no matter what your industry is.

1. The number one source of proven talent is all the great people who used to work for you. When employees leave you to work elsewhere, they often discover the grass isn’t greener after all. In fact, research shows that 20 to 25 percent of employees have gone back to work for a company they once left. Imagine if 20 percent of all the good people who ever left came back to work for you. You’d have instantaneously productive people who require little or no training. All you have to do is ask.
2. The second-best source of new talent is every new person you hire. All you have to do is ask them if they’ve worked with anyone who might be interested in working on your team. Do this even if you’re not looking to hire anyone at the moment. Build your recruiting data base now for the day you do have a need.
3. The third best source is all your present employees. Research shows that employee-referred candidates are three times more likely to be a good match for the job. This is because you employees give these candidates much more detailed information about the job requirements and working conditions than you would. As a result, candidates only proceed with the selection process if they think it’s a good match. And, because they are such a good fit, referral candidates are also much less likely to quit or be fired within the first few months.

This was originally published on Mel Kleiman’s Humetrics blog

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him atmkleiman@humetrics.com.