The Google Adwords job search!

This has to be one of my favorite job search strategies… It’s simple, inexpensive, and highly successful.

It worked because it was Highly Targeted!

It might work for you too… if you specifically target your job search.

Alec didn’t find his job while searching through job boards. He researched and found the 5 people that could offer him a job doing what he wanted to do.

He then created and implemented a plan that not only got there attention, but once it got their attention, he backed it up with credibility, and authority… an online profile.

The result… watch and find out.

Congrats! Alec!

10 Reasons LinkedIn is the New Monster

I’m sure this isn’t much news to many people in the recruiting community, but this article is for job seekers.

1. You can’t get fired for creating a LinkedIn Profile.

You wouldn‚Äôt upload your resume on Monster and then send an email to your boss and co-workers saying ‚ÄúI just put my resume on Monster‚Ķcome take a look!‚Äù That would be job suicide. On LinkedIn, it’s different. LinkedIn is a smart professional decision. Uploading your ‚Äúresume‚Äù on Monster, means you‚Äôre looking for a new job. Creating a LinkedIn ‚Äúprofile‚Äù shows that you understand the importance of building professional relationships and that you are up to speed on Professional Networking online.

2. LinkedIn is Free for Job Seekers and Recruiters.

Monster charges $9,000 per company employee, per year, for access to YOUR resume! In fact, Monster makes something like $1 Billion annually from selling your resume to employers. LinkedIn does it for free! LinkedIn does have many paid upgrade options, but these are only optional and they are not required to get most of the functionality.

3. Recruiters are flocking to Linkedin and canceling their Monster accounts.

With millions of people unemployed, employers are getting hundreds of applicants for every job posting. Finding candidates isn’t a problem, like it used to be. As a result, fewer companies are buying resume database licenses. With tighter budgets, recruiters are being forced to use alternatives, like LinkedIn, that are free. When the economy starts turning around, employers and staffing firms are going to continue to use the most effective and least expensive tools to find candidates. LinkedIn will only get better.

4. LinkedIn is a virtual “Corporate Employee Directory”.

The LinkedIn, “Company Search Feature” allows job seekers to view loads of great information about thousands of companies. A search could reveal your 1st degree and 2nd degree contacts who are current or past employees, employees that share similar groups, like professional trade groups, and alumni organizations. LinkedIn boasts employees from all of the Fortune 100 companies, a statement that Monster can‚Äôt make.

As a job seeker, if you’re trying to connect with employees in the company, to find a possible employee referral, a simple LinkedIn company search might just do it. While LinkedIn doesn’t provide direct contact information, if you are a savvy LinkedIn user, you can definitely find ways to connect and contact just about anyone on LinkedIn.

I’m releasing an online training series Referrals Get Hired!, that teaches job seekers how to find and connect with employees and ask for referrals. If you are interested in getting notified of when I release the training, put your name and email in the box to the right.

5. LinkedIn is the largest and most active online community of human resources, staffing and recruiting professionals.

LinkedIn claims over 500,000 recruiting and HR members. From my estimates, that means that LinkedIn has 10 times more staffing and recruiting members actively engaging candidates than paying members of both the Monster and CareerBuilder resume databases, combined!

As a job seeker, if you want to research, or find, or contact a recruiter, there is no better place, they’re all on LinkedIn. They’re easy to find – do an “Advanced People Search”, with the word “recruiter” in the “title” field. You can even filter the results by your local region, and industry.

Recruiters are also very active in LinkedIn groups. So join some industry trade groups, as well as any of the large “job” and “career” oriented groups, and connect with them.

6. Recruiters are sourcing more and more candidates from LinkedIn.

Everyday I talk to another recruiter, or see another testimonial, where an executive recruiter says they are finding and placing more candidates from LinkedIn than any other source. This is good to know, but it must be stated that these are “executive recruiters” hiring senior managers and executives. LinkedIn isn’t yet the “go to” resource for all types of positions. In the next couple of years, we’ll see this continue to move out of the executive ranks and into operations and line management positions, as LinkedIn membership grows beyond its primary “professional” demographics.

7. LinkedIn has already become a defacto “social reference check”.

Over 45% of employers have already stated they are using LinkedIn to run background checks on applicants (2009 CareerBuilder study), and another 35% say they will be doing so this year (CareerXRoads, 2009 Source of Hire Study). Recruiters never used Monster for this because Monster is only one dimensional, meaning recruiters could only read what a user uploaded, their resume. Profiles on LinkedIn are multifaceted, including recommendations, links to blogs, twitter applications, providing recruiters with many more ways of researching candidates. In addition, LinkedIn is constantly being updated with new information in Groups, Questions and Answers, etc. whereas, Monster is very static.

If you are looking for a job, it’s critical that your LinkedIn Profile matches what is on your resume, and vice versa. Recruiters are using the information they find and comparing it to your resume. If there are holes, or your resume doesn’t match, or other questionable issues come up, employers might us the information they find to disqualify you. If you‚Äôre not listed, or your profile isn‚Äôt complete, or doesn’t match your resume, you‚Äôre out of luck.

8. LinkedIn Search Engine Optimizes your profile for you.

When your profile is complete, LinkedIn lists your profile in it’s public directory, which makes it easy for Google to index and list your profile in their search results. Monster; however, locks down your resume and charges recruiters to view YOUR resume. If an employer doesn‚Äôt want to pay‚Ķ you are the one that loses. LinkedIn helps market you, because it’s good for them. LinkedIn knows that recruiters are not just searching for candidates. Many recruiters search Google as well.

Tip: Have you ever typed in your name into Google and found your LinkedIn profile? That’s because LinkedIn is trying to make its content, profiles, available for the public.  They do a great job of it.

9. LinkedIn isn’t just for posting a profile and looking for jobs, it‚Äôs a professional community.

Monster’s singular purpose is to help employers and job seekers find each other. That’s fine, but if you’re not looking to find a new job, there is no reason to go to Monster. LinkedIn, however has over 60 Million members, many of whom are actively involved in some of the largest and most active professional, trade, and alumni groups on the web. As more and more users come on board, LinkedIn only gets better. It’s a community, based on community built content.

10. Employers would rather hire “Passive” candidates.

While this isn’t news, it’s a strategic difference between Monster and LinkedIn. Monster is considered a great place to find ‘active’ candidates. Whereas LinkedIn, because of its community basis, is a great place to find passive candidates. Again, uploading a ‚Äúresume‚Äù on Monster, by definition, means you are an ‚Äúactive‚Äù candidate.

The purpose of this blog post was to help define why LinkedIn is so vital to a job seeker. I truly believe that LinkedIn is now more important than Monster, for a lot of reasons. That doesn’t mean that job seekers shouldn’t use Monster or any other job board, including, the job board that I own. They should, because job boards have loads of job postings, employers use them everyday, and as a job seeker, you need to use any and every tool that can help you find a job.

#1 New Year’s Resolutions ‚Äì Find a Job!

If you’re one of the 15 Million Americans out of work, chances are you’re first New Year’s Resolution might be ‚ÄúGet a Job!‚Äù.

In a must read, Free Ebook, from Polly Pearson and the recruiting team at EMC, 100 Tips from Fortune 500 recruiters, outline the their top job seeker tips and top mistakes they see job seekers making.

EMC Recruiter Tips

In the Ebook, 10 EMC recruiters listed their tips to each of the questions.

I did a little work to summarize the responses into some “Top Tips”, based on the number of times a tip or similar tip was repeated by a recruiter. A summary is below:

Top Job Seeker Tips
# 1 Job seeker tip- Networking!
9 out of the 10 recruiters stated that networking, in it’s different forms, was one of their top tips for job seekers. Networking came in multiple flavors from traditional networking on online and social networking, to using sites like LinkedIn, FaceBook, and Twitter.

# 2 job seeker tip – Being Prepared!
8 out of 10 recruiters stated this as being one of their top tips. When the recruiters stated “being prepared”, this included things like having researched the company before the interview, being prepared for the interview (ie, having practiced the most common interview questions), and showing an interest in the company by coming prepared with and asking questions about the company, the department, and the job, in the interview. This of course dove tailed into the following:

Biggest Job Seeker Mistakes -“Not being prepared in the interview”
Based on the above, its’ easy to understand why 10 of 10 recruiters mentioned being prepared as one of the biggest job seeker mistakes. Being prepared also included understanding how to interview, and having a clear objective or reason why you are interviewing for the position.

Word to the Wise… If you want to stand out in the interview, it’s really easy… Be Prepared! (I guess the old Boy Scouts motto is sill relevant!)

Recruiters Favorite “Sources of Hires” РReferrals and Social Networks.
Again, unanimous, 10 of 10 recruiters stated that Referrals or Social Networks were listed in the top tips from each of the recruiters. The favorite sources included everything from job fairs, employee referrals, college career centers, job boards, social networking sites, like LinkedIn, FaceBook and Twitter., etc. What’s interesting and important to note is that job boards were only mentioned in the 4 of the 10 recruiter’s top sources.

The 17 page Ebook has lot’s of great tips and quotes, here are a couple:

Linda Di, “There is no “best” candidate but “best suitable” candidate. A successful outcome for both the company and the candidate is to find out if they are the best match for each other.”

Michelle Flynn, “It will always be the preference of the hiring manager to recruit someone who is known to them. Give yourself the advantage by being a person to them, rather than a [resume].”

Liz Liptrot, ‚ÄúAll people experience what you are going through [as a job seeker]. Whether it is your first job search, you have been hit by the recession, or you are just looking for another career ‚Äì we have all been there. Don’t be embarrassed by your situation and network with anyone and everyone. Remember that most positions are filled through referrals.‚Äù

Starbucks’ Social Media Recruiting Strategy

Kirsti Stubbs, @kstubbs, was interviewed by about using Social Media and Social Networking sites in the recruiting process.

She discusses how she uses Social Media sites like LinkedIn, FaceBook, Twitter and Blogs to source candidates and get a deeper understanding of who the candidate is.

She walks through some of the sites she is using, and even compares the ROI of social media recruiting to traditional job boards. Spelling out the difference in candidates that she is seeing from the different sources.

This is a great video for both job seekers and employers.

Job seekers, pay attention to what Kirsti says about your personal brand, and how she and recruiters like her are using social networking sites to find candidates that they think will fit their company.

Employers listen as Kirsti describes how she is using the different social media sites and especially with networking into groups.