REVIEW: The Twitter Job Search Guide (Whitcomb, Bryan and Dib, 2010)

November 29, 2010

As someone who devours social media news, trends and interaction on a daily basis, I was intrigued by the title of a recently published book The Twitter Job Search Guide: Find a Job and Advance Your Career in Just 15 Minutes a Day. Written by Susan Whitcomb, Chandlee Bryan and Deb Dib, the guide promises to help you easily and effectively:

  • Access more than half a million jobs listed on Twitter
  • Build and leverage your professional network
  • Get the inside scoop.

So is it worth the read?  

 I recommend it highly for any newbie to social media, especially Twitter. Section 1 focuses on getting you acquainted with Twitter and setting up a basic profile. I especially liked their baker’s dozen of job-hunting tweeter success stories complete with their Twitter handles for easy following and modeling.

The tactical, step-by-step instructive style of The Twitter Job Search Guide makes it a useful companion for creating your social branding strategy and implementing their tools to create a “Twit-Fit Resume” or a cover letter in only ten tweets. There’s even a chapter devoted to helping both introverts and extroverts find their Twitter identity. There’s tons of information in this guide book and much of it’s actionable to reach your own job search or career networking goals.

The authors demystify Twitter and suggest recruiters and career gurus you can follow to get started. They also feature third-party Twitter resources to monitor followers, search Twitter, and optimize your Twitter experience.

The intention of the book is noble and I think it achieved the author’s stated goals: “This book is for everyone” and “Regardless of your background or circumstances, the principles covered in this book will work for you: they are universal.”

1 Comment | Jobseeker | Tagged: , , , | Permalink
Posted by Social Maven

Employer benefits and resources for hiring veterans

November 11, 2010

According to the U.S. Census Bureau there were 21.9 million military veterans living in the United States in 2009.  Of that number the Bureau reported that only 9.8 million veterans aged 18 to 64 were in the labor force.

The Department of Veteran Affair’s Veteran Benefits Administration’s Vocational Rehabilitation and Employment (VR & E) Program is a national employment resource for employers.

The VR & E Service provides effective vocational rehabilitation services to veterans with service-connected disabilities. Enabling our injured soldiers, sailors, airmen, and other veterans with disabilities for a seamless transition from military service to a successful rehabilitation and on to suitable employment after service to our Nation.

Learn more about the VR & E Service and the various programs and tax credits available to employers who hire veterans especially disabled veterans.

One such program, the Work Opportunity Tax Credit (WOTC) is a tax credit for businesses that hire individuals from certain qualified groups, of which one is disabled people who completed or are completing rehabilitative services from a state or the U.S. Department of Veteran Affairs. 

The Department of Labor offers an informative fact sheet about the target groups covered by the WOTC.   The credit can be as much as $4,800 for each new disabled veteran hire and the employer may hire as many new individuals who qualify for these tax savings.

To find qualified veterans to hire:

  •  locate the VR & E Office in your state use  this link  to the Department of Veteran Affairs “Facilities Locator & Directory” web page. Scroll down the page and click on your state. Under “Veterans Benefits Administration” click on the Regional Office. You will find the address and phone number to contact the Regional Office. When you make contact ask for the VR & E Service Officer or VR & E Service Employment Coordinator.
  • You may also send an   email  indicating your interest to hire a veteran from the VR&E Program, a description of the position and the best means to contact you. Your email will be directed to the appropriate VR&E Service Office and you will be contacted.
  • Visit the National Resource Directory for a thorough list of programs available to help employ veterans.

1 Comment | Employer | Tagged: , , , , , | Permalink
Posted by HR Diva

Banish Employee Burnout

November 4, 2010

Has the recession got your organization doing more with less?  Are you relying on fewer resources and smaller teams who are taxed to keep your organization afloat, competitive and profitable?

 Banish employee burnout and keep your organization running smoothly with happy employees performing at optimum levels.

Be aware of the signs of burnout:

  • Even stars crash and burn. Your star performers are most susceptible to burnout. Their champion attitudes will push them further and farther to do more and they can push themselves right over the edge.
  • Mistakes. Little ones and big ones become more frequent. These mistakes can become costly against your bottom line.
  • Burnout goes home. The toll on your employees goes beyond the work environment: illness, auto accidents, home problems and abusive behavior, to name a few.

Quell the flames of burnout:

  • Provide training for managers and supervisors to help them avoid overloading staff. Be sure that they recognize the symptoms and the risks of employee burnout.
  • Offer relaxation options like yoga or meditation or even just a quiet room to sit and think.  A focus on wellness and being centered can calm a stressed environment and refresh your employees.
  • Try to minimize the cause of burnout: an imbalance in work/life time. Discourage working late and coming in early, as well as taking work home. Insist that vacation days are used, even if it’s just for staycations. Make it a company policy if you need to.
  • Use teambuilding activities. Or, take it a step further and combine teamwork with philanthropy through a group volunteer project. When people feel like part of a team, a greater cause, and community, they know they’re not “in it” alone.

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Posted by Biz Dev

The truth about “where you see yourself in 5 years?”

November 1, 2010

Here’s the truth about the stereotypical interview question “Where do you see yourself in 5 years?”:

First off, recruiters might not even ask this of you. Instead, they’re more interested in hearing about the real you.  A recruiter in the industry for over twenty years shared, “After discussing their background I ask them questions like “How do you work?” “What did you contribute to your last position?” “What do you feel you excel at?” “What would you like to develop?”  She says, “Nine times out of ten, they relax and I’m able to see the true person.”

Secondly, realize that the question is silly. Most of us have no idea where we’ll be in five years nor should we worry about it. You build your career with your experiences while nurturing your network and fine-tuning your skills. Since the world around us is constantly changing, we can’t predict where any component of our career might lead. So, embrace change and grow.

If you are asked the question, here are some strategies you might consider:

Answer with integrity and intention. Treat your answer as a statement of purpose. The interviewer is listening to see if your answer matches the job.  First, are you the type of person who plans ahead and sets goals? Second, do your goals match those of the company and the position? When answering, use phrases like: “I have proven myself as… and I hope to help shape…” “I will continue contributing my abilities…” “I plan to define the strategic direction of…” 

Use the short and simple answer:  “working here.”

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Posted by HR Diva

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