A tight job market means tougher competition. People who hadn’t considered moving a couple of years ago are passively looking. Those casually looking have transitioned from passive to active job seekers.
Today, standing out from your competition is essential.
If you’re a senior executive or pursing those roles, one of the best strategies is to have others see you as an authority in your industry, a thought leader.
One way to be recognized as a thought leader is to share knowledge with your community.
Share What You Read
If you’re like most executives, you stay up on industry trends. Whether you’re reading an article everyday or once a week you should share what you read in a LinkedIn status update. Because most of your connections won’t see it the first time, it’s a good idea to share it several times.
Signing up for a news aggregator is an easy way to gather content to read and share. I use Feedly but there are several options available. (FYI, I’m not affiliated with Feedly.)
Sharing information of interest to your connections 1) helps keep you top of mind, 2) shows you stay abreast of what’s happening in your industry, and 3) you’re focused on professional development.
Share What You Know
Another way to be viewed as a thought leader is to share what you know. If you’re in sales, you know how to win accounts and retain clients. If you’ve been successful in any type of leadership role you likely know how to inspire and motivate teams.
Most senior executives have experience increasing performance, managing a crisis, and getting buy-in from the board.
Whatever your expertise, share it in articles on LinkedIn. They add gravitas to your profile and provide material to share. Just make sure you’re committed to doing it on a regular basis. Posting once every 6 months doesn’t send a good message.
If you have your own website (which can be a good job search tool) consider adding a blog. You can blog on your site and then later post the articles on LinkedIn.
Explore other places to share your knowledge. Everyone from Beto O’Rourke to Jeff Bezos has posted articles on Medium. You can too.
Share What You Think
Being active on LinkedIn doesn’t just mean posting articles and sharing status updates. Share your thoughts and opinions on articles and updates shared by others.
Join LinkedIn groups in your industry. Share your content and ideas there as well. Comment on other people’s contributions. Your LinkedIn headline is posted along with your name every place that you comment. So, it’s a good way to get your name out there.
Whether you’re pursuing a new opportunity or want to move up with your current employer, it’s critical to differentiate yourself from your competition. One way to do that is to be recognized as an authority in your industry. Sharing what you’ve learned through posts, articles, and comments can help establish you as a thought leader.
Job boards are not the holy grail. Yes, applying online should be part of your job search strategy. The operative word being “part.”
One of the biggest mistakes job seekers make is relying on online job postings to find a job.
It’s easy to fall into the trap of spending your day at the computer responding to job postings. It doesn’t take a lot of effort. You can do it at home wearing sweat pants and a t-shirt while watching TV.
At the end of the day, knowing you’ve applied to 30 jobs, gives you a sense of accomplishment. But, it’s a false sense of accomplishment.
The truth is, focusing on job boards isn’t the best use of your time.
It’s more effective to take a strategic, multipronged approach.
At the beginning of your job search make a list of 10 or so companies you’d like to work for. These are your Target Employers. Contact people in your network to see who can connect you with someone who works there. If the employee you connect with can get your resume in front of the hiring manager for your target position even better.
Set up Google alerts for each employer, that way you’ll be notified whenever they are in the news. Review the career section or job postings on their corporate websites, at least once a week.
As a former recruiter, I can say that almost every job I was trying to fill was listed on the company’s site. The only exceptions were “confidential” searches, generally when someone didn’t know they were being replaced.
Work Your Contacts
When it comes to working your contacts be sure to go beyond sending out a message through LinkedIn. Ask friends, family, and former colleagues who they might know at a particular company. You might find your Aunt’s friend’s daughter works for the employer who is your first choice.
Contact your college or university Alumni association for help. They may provide you with contact information or even reach out on your behalf. Most alumnus are happy to help someone who attended the same school.
When it comes to LinkedIn, don’t rely on your connection’s connections to help you find a job. Sending an InMail to a 2nd degree connection or even someone you barely know is unlikely to yield results. Instead, ask people you know to introduce you to people you want to meet.
For most of us, attending networking events isn’t easy. We have to get dressed, get out of the house, and walk into a room full of strangers. Then we have to strike up a conversation with someone we don’t know.
But, meeting people face-to-face is an essential part of a successful job search process. Make it easier on yourself by planning a few talking points in advance. The networking group, the speaker and/or the speaker’s topic are all possible topics.
A simple, “what brings you here tonight?” is a good icebreaker.
If you’re actively looking for a job, strive to attend 1 event a week.
Industry Events – Most organizations have local chapters who meet once a month September to June. Generally, the events are dinner and a speaker which provide the opportunity to meet people and even learn something.
Alumni Activities – From Homecoming to holiday gatherings, most universities have events throughout the year. Put a few on your calendar and go.
Job Seeker Groups – Don’t discount groups because many of the folks attending are unemployed. It’s a great place to exchange leads and recruiter connections.
Non-Business Groups – Every community has networking groups. Search online and/or in your local paper to find them. Try Meetup.com.
When it comes to networking, anyplace that gives you the opportunity to meet new people and/or deepen relationships is great. Just remember this secret to networking success.
For many, meeting people online is less intimidating than meeting them in person. It’s something else you can do sitting in front of the computer in yoga pants and a t-shirt. Even while watching TV.
It’s a great way to connect with recruiters and people who work for your target companies.
Start with LinkedIn groups. There are dozens of job seeker groups where you can get advice and meet career professionals and others looking for jobs.
If you don’t already have one, set up a Twitter account. Follow recruiters, career professionals, and thought leaders in your industry. Interact with them via Tweets and try taking part in a Twitter chat.
Another place you might meet people is on the Facebook pages of your target employers. Internal recruiters at some companies have been known to hang out there.
Nurture and deepen your online connections by taking the conversation offline with a call or, if possible, an in-person meeting. I’ve developed several close friendships that way.
Help People Help You
When you do find someone willing to help you you be specific about your target position. Don’t ask people to “keep their eyes open” for you. Don’t expect them to figure out what you want to do. Be specific.
Give them a target position. For example, CFO with an consumer products manufacturer or director of marketing for mid-sized company or VP, Sales with a technology company.
There’s nothing wrong with spending part of your day applying for jobs online. People do find jobs that way. I have.
The important thing is not to spend time on job boards to the exclusion of all else. As with any goal, you need to have a multifaceted strategy. Try to attend 1 networking event a week. Spend some time each day networking online. Ask people you know to help you reach your target employers. You never know who knows who.
Some people go into interviews and wing it. Others prepare ahead of time. Usually this includes researching the company and planning responses for commonly asked interview questions.
Questions like “what is your management style?” and “where do you see yourself in 5 years?”
But, there’s one key question they often don’t prepare to answer.
“Why do you want to work here?”
When I was recruiting, I always asked candidates if they knew anything about the company. The smart ones would tell me a few things they learned while researching the company. Things they liked, that made them want to work there.
The unprepared would say “no” and leave it at that.
While I was always unhappy when candidates admitted they knew nothing, or very little, about the company, if they were otherwise qualified I would pass them on to the hiring manager.
When candidates did express a strong interest in the company, I would include that in my written summary and recommendation to the hiring manager too.
But I wasn’t making the hiring decision.
You may get through the recruiter without doing any research, but when the hiring manager asks “why do you want to work here?” you need to have an answer.
And, not that it sounds like a great opportunity for you.
To help your chance of making it to the next level, make sure you do some advance research.
Always take some time to investigate the company website. Go beyond the Careers section and read the About Us. Look for the company’s Mission Statement.
Read the bios of anyone you might be interviewing with including HR, people you’d be working with, and the person you’d be reporting to if hired. Today many company sites have photos and bios of almost everyone on staff.
The company site should give you a feel for the company culture. What are they talking about? Do they provide information on career paths? Are there videos of staff talking about their experiences? Or is the site more impersonal?
One of the best ways to learn about a company is to follow them on social media. Where do they have a presence? What do they post?
By following companies on social media, you may learn about upcoming product launches or business initiatives. You will also get some insight into the company culture.
Some social media, like Twitter and Facebook, give you the opportunity to interact, or at least try to interact, with recruiters and other employees who might provide additional information and, perhaps, help your cause.
Once you know who the key players are, particularly those you might be working with or reporting to, research them on LinkedIn.
Read their profiles and review their activity. What type of content do they like and/or share? Have they written any articles on LinkedIn?
The person’s Summary, if written well, will give you some insight into who they are as a person. You may learn why they choose their career or what they love about their job.
If they have published articles read a few of their posts. Review the articles and information they share in status updates and in groups.
Conducting advance research will give you a distinct advantage over lazy candidates who wing it. First, it should provide a few talking points you can use during the interview process.
Second, it can help you prepare to answer “Why do you want to work here?”
Maybe the company’s mission aligns with your personal values. Perhaps they are innovators in their field. Possibly the person you’ll be working for inspires you.
You may find some common ground by checking where they went to school and where they volunteer. Maybe you went to the same college or support the same cause?
As someone who supports dog rescue, with my time and pocketbook, I always feel kinship with others who share my passion.
Making a connection like this with a future colleague or boss can help push your candidacy forward.
The best bet is to research each company before you apply for a position. (You may find the culture isn’t a good fit for you.) It’s essential to research a company before a job interview.
When a potential employer asks “why do you want to work here?” you need to have a compelling, well thought out, and, hopefully, honest answer.
Today, there’s a lot of debate as to whether it’s worth it to submit a cover letter with your resume. Some recruiters and hiring managers say they never read cover letters. Others say a candidate’s cover letter can mean the difference between being contacted for an interview and not.
So when you submit your resume sending a cover letter may or may not make a difference.
But in a competitive job market do you really want to take a chance?
Recruiters who say they never read cover letters say that a good resume should stand on its own. That a cover letter is redundant. However, a compelling cover letter can convince recruiters who do read them that you are a viable candidate.
When most people think of a cover letter they think of this:
Dear Ms. Jones:
I’m responding to your ad for a marketing manager with Smith Anderson & Associates. I’m a detail-oriented, team player with three years of accounting experience including tax preparation.
I’ve attached my resume for your review. Thanks for your consideration, I’m eager to learn more about working with you.
A ho-hum cover letter like this IS a waste of time.
A good cover letter will compliment your resume. It will provide additional information. It will tell a potential employer a bit of your career story. It will help the employer see and understand why you are a good fit for the job.
With e-note cover letters being today’s norm, brevity is essential. Avoid sending a cover email that requires the reader to scroll. And scroll. And scroll.
Ideally, an e-note cover letter (or thank you note) should run about 99 to 120 words. Which means you need to sell yourself quickly.
Here are 3 steps to a compelling cover letter.
Step #1 Get Their Attention
Start by getting the recruiter or hiring manager’s attention. You can do this in a number of ways.
Mention something recently in the news that might interest him. For example, if you’re applying for a position in human resources you might begin by talking about a recent article on employment practices.
Ask a question about her staffing needs where you can provide the solution. Maybe their sales are down and you’re a revenue generator or their problem is employee turnover and one of your skills is employee engagement and boosting morale.
Succinctly explaining how you can fill their laundry list of skills. For example, the accountant you’re looking for isn’t easy to find. You’re looking for someone with a strong audit background, who is comfortable with financial planning, and can be a strong contributor during tax season. I can offer you all of that and more.
Step #2 Gain Their Interest
Just as with your resume it’s important to make it all about the employer. Make sure that the employer knows you can do the job by connecting the dots between your current position and your target position.
Avoid clichés like “excellent communication skills” and “team player.” Don’t make negative comments about your current situation. Even if your boss is the devil that’s not something you want to talk about with a potential employer.
Step #3 Get Them to Want You
This is the time to reiterate your achievements. Read between the lines of the job description to find your potential employer’s “hot” buttons. Then think about how you can address those needs.
Pick a few examples from your resume—instances that hit those “hot” buttons—and rework them so they are new. Don’t repeat anything from your resume verbatim. Your cover letter should complement your resume not follow it word-for-word.
Just like your resume, your cover letter should sell you to potential employers. If you’re in sales you might want to close with “I’ll call your office next week to set up an appointment . . .” However, a hard-hitting close isn’t a good idea unless you are prepared to follow through.
Another way to express interest is something like “I’d be happy to discuss my qualifications in more detail during an interview or over the phone.” It indicates your desire to continue the conversation while leaving the ball in the employer’s court.
Will having a solid cover letter than provides a reasonable argument for why you are a good candidate for the job get you hired? Maybe. Maybe not. But, a compelling cover letter can certainly help you to outshine your competition.
To learn the best way to get a response to any email read this.
The first rule of resumes is that Content is KING! No matter how snazzy your resume looks, if your content doesn’t convey value it’s unlikely to generate job interviews.
That said, having a well formatted resume infused with some style can help set you apart from your competition.
When it comes to formatting, the biggest problem with DIY resumes is sloppiness.
This is often seen in inconsistent bullets, employment dates that have migrated across the page, and teeny, tiny or weird fonts that no one can read.
Generally DIY resumes also don’t convey value. They don’t demonstrate the impact you’ve had on your employers. Poor formatting makes them worse.
There are tons of articles (here’s one by me) that can help you create compelling content.
Today, the subject is formatting. Here are 6 ways to ensure your resume is easy-to-read and infused with a bit of personality and style.
Avoid large blocks of text and long lists of bullets. Instead provide a brief summary of each position followed by 3 to 5 bulleted achievements.
Choose easy to read Sans Serif fonts for the body of the resume. Ariel, Calibri, and Verdana are good choices. Never use Times New Roman.
Select a font size of 10 or 11 to ensure readability and read a printed version to be sure. If the resume runs over 2 pages cut the content, never decrease the font to 9.
Use color and shading as design elements. Dark colors work well for names and headings. Lighter colors work best for highlighting and shading.
Go to the Borders and Shading section to add lines differentiating the sections of your resume. Add some shading to lines for a more formal effect.
Tailor color use to your industry. For example, grey and black for a senior executive in the financial industry, brighter colors for more creative fields.
When it comes to your resume, content that immediately conveys value is the most important component. An eye-catching design is icing on the cake. Think of it in terms of a job interview.
Your goal during a job interview is to sell yourself, show what you have to offer, well enough to be invited back for the next interview. While wearing a 10-year old suit may not prevent you from moving forward, it certainly won’t help you either.
This also is true for your resume. Particularly, once you reach the executive level or are targeting those roles. At that point in your career, a resume that you show your friends with the caveat that you just threw it together won’t cut it. An easy-to-ready, eye-catching resume that clearly demonstrates your value will help you outshine your toughest competition.
There are mixed opinions about cover letters. Some recruiters say a solid cover letter can move them to contact a candidate. Others say they never read cover letters.
Since you don’t know what a recruiter might do, the best bet is to always send one.
Thank you notes are different. The majority (80%) of hiring managers say a candidate’s thank you note is helpful with 22% saying very helpful and 58% saying somewhat helpful according to a 2017 survey by Accountemps.
So, it seems that sending thank you notes is a must. Despite that HR managers report that only 24% of candidates send them.
Just as with a resume, content is KING in your cover letters and thank you notes. You need to demonstrate your value as it relates to the employer. In essence, what you can do for them.
But it’s important to pay attention to the little things too.
When it comes to correspondence, the language you use to sign off is more important than you may think.
A study of 350K emails by Boomerang indicates that the most popular signoffs may not be the best. The most often used email signoffs, each appeared over 1K times, were:
Thanks in advance
However, the emails that closes with a variation of thank you received 62% more responses than most of the popular closings. Those that received the greatest response were:
Thanks in advance – 65.7%
Thanks – 63.0%
Thank you – 57.9%
Cheers – 54.4%
Kind regards – 53.9%
Regards – 53.9%
Best regards, – 52.9%
Best – 51.2%
Baseline (all emails) – 47.5%
Until recently, I didn’t think much about a cover letter or thank you note closing. While I still believe that the most important thing is what’s in the note, going forward I’m going to recommend closing with Thanks in advance.
Based on the study, I’ve changed my general signoff from Best to Kind regards. Does it make a difference? I don’t know. But I like it.
Differentiating yourself from other candidates with similar backgrounds is essential in today’s job market. One way to do that is by creating a portfolio.
Portfolios are not just for creative folks. Wherever your field or industry, a career portfolio can help set you apart.
If you haven’t heard the term, a career portfolio is used to showcase your accomplishments, training, and experience. Your current career level and target position will help determine the contents.
Certainly, if you’re in a creative field, you want to have samples of your work. If you’re an executive a summary of ventures you designed, implemented, and led might prove valuable. Copies of articles and/or white papers you’ve authored can be a good addition too.
Depending on your current situation, here are more than a dozen items you should consider including:
Extra resumes for any added on-the-spot interviews
List of references, branded to compliment your resume
An addendum with a list of speaking engagements, publications, etc.
Copies of letters of recommendation
Copies of letters from happy clients
Copies of articles, news clippings, etc. about you
Copies of articles, papers, etc. written by you
Copies of certificates, certifications, and licenses
Copies of transcripts, recent advanced degrees
Copies of awards, honors, or other recognition
Samples of work including creative, marketing and/or advertising campaigns
Summaries of high profile projects, clear and concise, use CAR as a guide
Positive employment reviews, preferably excerpts
While everyone should bring a few copies of their resume to every interview, an executive or senior-level professional probably doesn’t need to bring copies of her university transcripts. Unless she’s just completing a MBA or other advanced degree or targeting a position in academia.
Letters of recommendation are great if you have them. It’s always more impressive when someone else is saying how awesome you are. Notes from happy clients can strengthen a sales professional’s candidacy. Cards from patients and/or their families can bolster those in health care.
There are several ways to put a portfolio together. While a 3-ring binder with clear plastic inserts would work, it may prove bulky. A small folder is another option. Just make sure that you bring copies not originals and the examples you select highlight your value as a candidate.
If you don’t have materials on hand, begin compiling them today. It’s better to have things you don’t need ready than to be scrambling for things you do need when your interview is tomorrow.
What you include in your career portfolio will change over time. However, wherever you are in your career, having portfolio can help set you apart from other candidates. It’ a concrete, visual way to validate your value.
To make sure you’re not sabotaging yourself during a job interview click here.
A few years ago, barely a week when by without news of someone getting fired because of something they posted on social media. As awareness grew people have become more careful.
That’s a good thing.
Particularly if you’re looking for a new job.
Today, 70% of employers research candidates on social networking sites and 47% say that they’re unlikely to contact a candidate for an interview if they can’t find them online, according to a 2018 Career Builder survey.
What are they looking for?
58% —Information that supports the candidate’s qualifications for the job
50%—If the candidate has a professional online persona
34%—What other people are posting about the candidate
22%—A reason not to hire the candidate
What turns employers off?
Most, if not all, career professionals will tell you to avoid being negative. Even if your boss is the devil incarnate, it’s not something you should share. Here are some numbers: 25% of survey respondents said a primary reason they didn’t hire a candidate was because they bad-mouthed their previous company or fellow employee.
The top reasons for not moving forward with a candidate were finding:
40%—Provocative or inappropriate photographs, videos or information
36%—Information about them drinking or using drugs
31%—Discriminatory comments related to race, gender, religion, etc.
30%—Links to criminal behavior
27%—Candidate lied qualifications
27%—Candidate had poor communication skills
What do they like?
While some employers are looking for reasons not to hire you, they are also swayed when they find information they like.
Top reasons for moving forward with a candidate were finding:
37%—Candidate’s background information supported their professional qualifications for the job
34%—Candidate was creative
33%—Candidate’s site conveyed a professional image
31%—Candidate was well-rounded, showed a wide range of interests
31%—Got a good feel for the candidate’s personality, could see a good fit within the company culture
28%—Candidate had great communications skills
Now that you know what impresses employers, use it to your advantage. Here’s how.
Candidate’s background information supported job qualifications (37%)
How you can make this work for you. Make sure you have a consistent message across all of your social media channels. While your LinkedIn profile shouldn’t mirror your resume word-for-word, make sure there are no discrepancies. A common mistake is to list different jobs at the same company separately on LinkedIn and then clump these same positions under one title, the most current title, on a resume. Inconsistencies like this may make recruiters and hiring managers wonder what else they may find.
Candidate’s site conveyed a professional image (33%)
How you can make this work for you. Think carefully about the photos you select as your profile pictures online. No, you don’t need a professional head shot, however, having a LinkedIn profile picture of you in overly casual attire or a photo of you cocktail in hand on Twitter is not going to convey a professional image. If you need to let loose on Facebook at least make sure that your Privacy Settings are on high. Still, when it comes to the Internet there’s no privacy guarantee.
While you can’t control everything in the job-search process, you can control what employers will find when they investigate you online. A 2015 CareerBuilder survey found that “research” goes both ways. Savvy job seekers check employers out online too, with 15 percent saying they check hiring managers out on social media, and 38 percent try to directly interact with hiring managers.
Candidate’s personality came across as a good fit with the company culture (31%)
How you can make this work for you. Should you fake who you are? No. You shouldn’t try to be someone you are not. But you should be your “best self” online. Hiring managers are put off by constant negativity like snarky comments about your colleagues. They don’t want to see complaints about every, single, restaurant you’ve ever been to either.
They’re hoping to find candidates who will get along with their coworkers. What they don’t want is someone who may become a problem. You don’t want to employers to look at your online presence and think “Who would want to work with this person?”
Candidate had great communications skills (28%)
How you can make this work for you. While you may not think communication skills are that important on social media posts, this survey indicates otherwise. Nearly one third (28%) are favorably impressed by good skills and 27% won’t move forward when the candidate’s skills are lacking.
Since having solid communication skills rank high on the plus and minus scales, make sure what you post is well written.
Don’t start posting without thinking once you get the job. Nearly half of employers (48%) check current employees on social media and 34% say they have warned or fired an employee based on what they found online.
Today, you are who the internet says you are. Make sure you are showing your best self on social networking sites and social media. Employers are watching.
To be effective a resume needs to convey value. Immediately. Early in your career you may have been able to get by with a basic employment history. However, once you reach the executive level, or are targeting those rolls, demonstrating value becomes critical.
Unfortunately, most of the resumes that come across the desks of recruiters and hiring managers are boring lists of duties and responsibilities. Nothing to motivate the reader to set up an interview.
The good news, is that if your resume does demonstrate value and engage the reader you will stand out from the pile of other candidates. In a good way.
If you’re targeting executive roles these are 3 things your resume must have.
Employers expect senior professionals to do more than manage a team, run a department, or be responsible for a sales region. They want to know what you’ve done that’s had an impact.
The best way to demonstrate value is show how you’ve made money, saved money, saved time, anything that’s had a positive effect. While quantifying results may be easier in some professions, like sales, if you take the time to “dig deep” you can come up with results.
A results-driven resume that shows the impact you’ve had on your organization is a good start. But, once you’ve reached a certain level, you also need to demonstrate your leadership abilities. Being a leader is more than running a department.
Even if you’re not overseeing a staff of 10 you need to think of times when you’ve provided supervision, guidance or direction. Maybe you’ve been a team leader or trained new staff. If the new staff has excelled under your mentor-ship better yet.
It’s well known that “Content is King” when it comes to resumes. Having said that, an outdated, lackluster format won’t serve you well. Your resume will be much more effective if presented in an eye-catching, easy-to-read document that communicates your value immediately.
Today, resumes are quickly reviewed for experience, keywords, and skills. Recruiters spend 6 seconds, according to The Ladders. While employers told CareerBuilder they spend 2 to 3 minutes, that’s not much longer. So make sure critical elements will be seen by a reader scanning your resume.
While recruiters and hiring managers probably won’t expect strong resumes from new grads, once you reach the senior level they become more critical. Objectively evaluate your current resume.
Will your resume attract and engage a potential employer? Does it immediately convey value? You can bet the resume of your strongest completion does.
Whether you’re actively looking for a new job or just want to keep your options open, LinkedIn has a lot to offer. Of course, you need to have a robust LinkedIn profile. Today, LinkedIn is like Google for people, without an optimized profile it’s unlikely you’ll be seen in a recruiter’s search.
But creating a compelling LinkedIn profile is only the beginning. Over the last few years, LinkedIn has added several functions that can help you move forward in your job search.
Here are 4 ways to up your chances of finding a job through LinkedIn.
Tell Recruiters Your Looking
If you’re actively looking or even open to a new opportunities, LinkedIn lets you tell recruiters you’re looking for free. It only takes a few minutes to go into your Settings & Privacy and set up your Job Seeking Preferences.
Once you click on Manage Job Alerts, LinkedIn allows you to edit your Career Interests. In Career Interests, you’ll have the opportunity to select Job titles you’re considering, types of jobs you’re open to, the size of the company you’d like to work for, and more. LinkedIn notes that while they can’t guarantee your employer won’t find out, they “take steps to keep Recruiter users who work at your company, as well as related companies, from seeing the career interests that you share.”
Follow Target Companies
Creating a list of target employers and following them on LinkedIn is a good way to keep up with them. You may learn about changes within the company like acquisitions, mergers, or if the department you’re pursuing has a new VP. It’s also a good way to learn about job openings.
Set Up Job Alerts
Another reason for following companies? Last year LinkedIn began prompting users to turn on job alerts for the companies they were following. This gave job seekers an opportunity to get a jump on potential candidates who were not following the employer.
When you click on Manage Job Alerts, you’ll be able to edit your Career Interests page so recruiters will know more about what you’re looking for.
Let Employers Know You’re Interested
Recently, things got even better. Now LinkedIn provides a way to let employers know that you want to work for them. When you set up a “job alert” for a company, LinkedIn will let recruiters at that company know that you are interested in opportunities with them.
As a former recruiter I can say that recruiters are more likely to contact someone if they know the person will be receptive.
If you’re an active job seeker or just open to seeing what’s out there, LinkedIn should be one of the primary tools in your job search toolbox. Start by following your target employers on LinkedIn. Next, review the options under Job Seeking Preferences and choose the ones that work for you.
Every professional should have a robust, optimized LinkedIn profile. Over the last few years LinkedIn has made it easier to connect with employers. Spending a few minutes today can help you beat your competition tomorrow.