Are You in Google’s Blind Spot? | Career Rocketeer - Career Search and Personal Branding Blog

When I pull into our garage at home, I have to make a hard right turn from the driveway. Backing out is an equal challenge. The opening around the garage door is a testament to the several failed attempts over the years to successfully navigate this turn. Unfortunately as a result, I’m on a first name basis with the local body shop. Blind spots are expensive.

Virtual blind spots can be just as expensive, if not more so. People don’t think about Google or other search engines as having blind spots, but they do. Searching for everyday people is a big problem for search engines, yet “Googling” and being “Googled” are now standard practice for professional, personal and other reasons. We use search engines to learn more about people and validate their backgrounds. And we trust what search engines tell us. In 2008, Google was the most trusted brand in America according to Advertising Age. Worldwide, Google’s brand ranked 7th in 2009 according to Interbrand. Disney ranked 10th.

Search engines are typically much better at delivering results for businesses or well-known people. Businesses benefit from their web presence and having unique names (corporations typically cannot have identical names). Having a web presence is required to be relevancy ranked by a search engine, even if that means only having a simple web site. Google even provides instructions for how to improve your web site’s search ranking through a technique called Search Engine Optimization.

But most individuals don’t have personal web sites and there is no rule about using the same name for people. As a case in point, there are more than 150 Google Profiles for “James Alexander”. If being visible in search engines is important to you or your career, you need to know how you are presented and why. When it comes to searching for individuals, search engines have three fundamental challenges: 1. Name expansion; 2. Mistaken identity, and; 3. Name entry errors.

Name expansion is a big problem. I like to use Carl Mark as an example. Carl is one of the founders of Jones Soda. Not only is this name common (74 Google Profiles so far), search engines use a technology called expansion dictionaries to find variations of each word and then return a name combination that it thinks you meant. In his case, Google thought I wanted to see results for “Karl Marx”. This produced useless results, of course. I understand the logic behind the approach search engines take but it really exposes the fact the search engines have a significant blind spot when it comes to searching for everyday people.

Mistaken identity can happen when two or more people have the same name. It can be serious because the results may look like they are about you but are actually about someone else. I read a story recently in which a woman named Lauren Bernat felt her job search was hurt by the search results for someone else with the same name but whose results cast her in a negative light.

Name entry errors are a problem for people with names that are difficult to spell. When we were developing Vizibility, I would occasionally hear someone tell me they have a truly one-of-a-kind name and probably wouldn’t need a service like this. I find that level of name uniqueness and spelling difficulty usually go hand-in-hand. If someone misspells a name and doesn’t catch it, they’re going to believe what they see.

Search engines are powerful tools that improve our lives every day. We rely on them. We trust them. But search engines struggle for a clear view of the world around them. And unfortunately, if your career depends on them, you want to make sure you’re visible so you don’t get run over.

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Guest Expert:

James Alexander is the founder and CEO of Vizibility. A serial technology entrepreneur, James has been involved with Internet search since starting eWatch in 1995.

Most recently James served as General Manager of Jupiterimages. Getty Images acquired the company in early 2009. Before that, James was Director of Product Management at Adobe Systems years where he created, built and managed Adobe Stock Photos, which served more than 7,000 creative professional customers in its first 36 months of operations. He joined Adobe in 2001 to manage and build the company’s early-stage electronic book (ebook) business.

Prior to Adobe, James led venture-backed Mibrary Inc., a New York-based software start-up founded in 1999 to make electronic books and other digital content easier for consumers to use. Prior to Mibrary, James co-founded the Internet brand monitoring service eWatch, which was purchased by PR Newswire in 1999.

James was awarded a patent for search innovations on Adobe Stock Photos and has other patents pending. He earned his Masters of Business Administration with distinction from Saïd Business School at the University of Oxford. He holds a Bachelor of Arts in Political Science from Rockefeller College at the University at Albany in New York.

Google James at http://vizibility.com/james

via careerrocketeer.com

Posted via web from AndyWergedal

9 Steps to Prepare for Behavioral Interviews | My Global Career

In a job interview, you may field questions about your situational behavior and decision making. That’s based on the premise that past behavior is the best predictor of future behavior. Behavioral questions (often not even framed as a question) typically start out: “Tell me about a time…” or “Describe a situation…”

Example questions are: “Tell me about a time where you confronted an unexpected problem,” “Describe an experience when you failed to achieve a goal,” or “Give me a specific example of a time when you managed several projects at once.”

Equip yourself to answer the questions thoroughly. Obviously, you can prepare better for this type of interview if you know which skills the employer has predetermined to be necessary for the job you seek. Researching the company, studying the job description, and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants. In the interview, your response must be specific and detailed. Candidates who tell the interviewer about particular situations that relate to each question will be far more successful than those who respond in general terms.

Ideally, briefly describe the situation, the specific action you took to have an effect on the situation, and the positive result or outcome. It’s also helpful to think of your responses as stories. Frame each example as a three-step story, usually called a S-A-R, P-A-R, or C-A-R statement: 1. situation (or problem, challenge), 2. action, 3. result/outcome. Become an engaging storyteller in your interviews, but be careful not to ramble.

It’s difficult to prepare for a behavior-based interview because of the huge number and variety of behavioral questions you might be asked. The best way to prepare is to arm yourself with a small arsenal of example stories that you can adapt to many behavioral questions. Despite myriad possible behavioral questions, you can get some idea of what to expect by looking at Web sites that feature behavioral questions. Knowing what kinds of questions might be asked will help you prepare an effective selection of examples.

Interviewers will expect most of your examples to spring from your professional experience, but it’s acceptable to draw a few responses from such activities as volunteer work and community service. Wherever possible, quantify your results. Interviewers especially want to hear these outcome metrics.

Remember that many behavioral questions endeavor to probe the way you responded to negative situations; you’ll need to have examples of negative experiences ready, but try to choose negative experiences that you made the best of or–better yet, those that had positive outcomes or that you learned from.

Here are 9 effective steps to prepare for behavior-based interviews:

1. Identify up to 20 examples from your past experience in which you demonstrated top behaviors and skills that your research has indicated that the targeted employer seeks. Think in terms of examples that will exploit your top selling points.
2. Half your examples should be totally positive, such as achieving accomplishments or meeting goals.
3. The other half should be situations that started out negatively but either ended positively or you made the best of (or learned from) the outcome.
4. Vary your examples; don’t take them all from just one area of your career.
5. Use fairly recent examples–within the last year is best. Some employers, in fact, specify that candidates give examples of behaviors demonstrated within the last year.
6. Describe examples in story form using a PAR/SAR/CAR structure.
7. Write your example stories down and give them titles. Though you don’t want to use these written versions as scripts or memorize your responses, you’ll find that writing them helps organize and crystallize them in your mind. Giving them titles will help you recall them from your memory bank more easily.
8. To cram for a behavioral interview right before you’re interviewed, review your resume. Seeing your achievements in print will jog your memory.
9. In the interview, listen carefully to each question, and pull an example out of your bag of tricks that provides an appropriate description of how you demonstrated the desired behavior. With practice, you can learn to tailor a relatively small set of examples to respond to a diverse range of behavioral questions. Expect interviewers to pose several follow-up questions and probe for details that explore all aspects of a given situation or experience.

Once you’ve snagged the job, keep a record of achievements and accomplishments so you’ll be ready with more great examples the next time you go on a behavior-based interview.

Katharine (Kathy) Hansen, Ph.D., is the author of Top Notch Executive Interviews (from which this post is adapted), as well as Top Notch Executive Resumes, and six other books. Kathy is creative director and associate publisher of Quintessential Careers. She is an educator, author, and also blogs about storytelling at A Storied Career.

via myglobalcareer.com

Posted via web from AndyWergedal

Make Your Own Business Cards

Lately, I’m a bit burned out on business cards. I think they’re important tools. I don’t think we can manage our identity transfer ONLY online, but I’m just a bit tired of handing them out. The reason? Every time I give someone a business card, I have about a 70% chance of receiving someone else’s dumb email newsletter that I didn’t opt into receiving. Or, I’ll get a pitch. If you’ve ever done this to me, please reconsider before doing it to someone else in the future. Please?

A business card is the start of a relationship, not permission to sell to me.

Lately, I notice that lots of people use various online services to make digital versions of a business card. That feels like you’re giving away an opportunity. That’s like buying the store cards they sell at Staples or OfficeMax or wherever. Instead, why not make your own business cards.

Want to see mine? Chris Brogan’s business card.

Well, that was easy.

In person, I hand out paper cards. When I’m not being cheeky, my cards have the following traits:

• My name is the biggest element on the card. Why? Because in a meeting, when my card will be sitting on a table in front of someone who’s trying to remember who I am, they will see my name and feel less embarrassed.
• My PREFERRED method of contact is what I put on the card. In my case, I’ve stopped handing out my phone number. I loathe the phone. I opt not to give it. Is that limiting some times? Sure. I don’t care.
• My idea on how I can help you. Most cards talk about how awesome the giver is. I want you realizing how awesome I think YOU are.
• Space to write. It’s amazing how important it is to have room to write on the back of a card.

What’s not there? Every social media platform I ever joined. Every URL in the world. It’s not a phone book. It’s a card. It’s a marker.

A business card is the start of a relationship.

Your mileage may vary. That’s just where I am right now. You?

via chrisbrogan.com

Posted via web from AndyWergedal

Using Buzz Words to Make Your Resume Scan Better

Posted by Bill in Employment News, Resumes

Technology has started to play an important role in the hiring of employees. In order to create an effective resume, you must now get through a scanner before it is ever seen by human eyes. In order to make sure that your resume gets into the hands of real person, your resume must include pre-determined buzz words or keywords that the scanners search for. If your resume does not include any of these buzz words, then there is a good chance that your resume will be discarded before anyone even looks at it.

Fortunately, if you know how to use this technology to your advantage, you can quickly see your resume at the top of the list instead of gathering dust. These computers will scan thousands of resumes and focus entirely on a prioritized set of keywords. Resumes that have the most important or a large amount of keywords are much more likely to get passed on to the people who will actually be offering you an interview.

What Buzz Words Should I Use?

While it is impossible to know exactly which buzz words a company is focusing on, there are some easy ways to identify prospective keywords.

The first place to start looking for keywords is in the job posting itself. Employers purposely weed out job seekers who send their resumes to every available opening. They do this by adding keywords to job postings. Keywords will often be found in the section, “what we look for in an employee” as well as the company overview.

Another great place to find keywords is within the businesses industry. While this isn’t always easy, if there are specific industry standards or industry lexicon, then try to include them when applicable.
When listing your skills and experience, make sure that you are as specific as possible. Use basic descriptive buzz words that describe your skills and experience because they are more likely to be recognized by scanners. For example, if you are a computer programmer, it is important to list every software proficiency and programming language that you have experience with. By listing every proficiency, you are much more likely to hit related buzz words.

A final place to use buzzwords is when describing past employers and positions. When you highlight your previous positions and departments, try to use common terms, even if your previous company created a different title for your position.

While you must make sure that you meet all of the required buzz words, it is equally important to ensure that your resume is still easy to read for the people that will eventually see it. It is a persons decision to invite you for an interview, not a scanners. Only use buzz words where they are appropriate and do not cram your resume full of them, if they do not make sense.

Using buzz words has become a critical technique that many job seekers still have not been able master. By being able to effective utilize words in a naturally sounding way, you will not only get past the scanners, but also get good reviews from human readers.

 Jason Kay recommends using effective resume buzz words, but don’t overdo it.

via employmentdigest.net

Posted via web from AndyWergedal

Career Advice by Career Experts J.T. O’Donnell & Dale Dauten : CAREEREALISM

‘JT & Dale Talk Jobs’ is the largest nationally syndicated career advice column in the country and can be found at JTandDale.com.

Dear J.T. & Dale: I am a 47-year-old homemaker and mother. I have begun applying for entry-level positions. I honestly do not have the best work history, having worked as an administrative assistant, a real estate title examiner, court clerk and have sold advertising. What can I do to gain the notice of a potential employer? — Olivia

J.T.: I’m going to be completely honest here, and I hope the following isn’t too direct: You are not attractive to potential employers. Why? Because your past is shouting you lack focus. I realize that doesn’t seem fair, but in a competitive environment, hiring managers use all sorts of criteria to eliminate candidates. So, right now, the best thing you can do is stop looking for a job and start looking for a career.

Dale: Which sounds simple enough, given that there are hundreds of books and websites with career self-assessment tools. However, please don’t expect a career-interests test to solve your problem. The only times I hear successful people mention such tools are in lighthearted recollections of paths not taken — for instance, the NBA basketball coach Phil Jackson has written that one of the careers suggested for him by an assessment tool was park ranger.

J.T.: I, on the other hand, have met plenty of people helped by assessment tools. But they are merely the first step. You then have to do the research necessary to focus on a field, then take concrete steps to develop contacts.

Dale: A big “yes” to research. But Olivia, please don’t think that means reading career books and surfing the Web. The most important research you can do is to single out the people in your life whom you admire. Meet with them informally and get them reminiscing about their career decisions and turning points. What I predict you will discover — and discovering it yourself makes all the difference — is that your past holds the clues to what talents you should be evolving, and, knowing those, then luck/coincidence/synchronicity are invited into your life. Heightened awareness of your own skills, combined with the energizing work of meeting interesting people, will yield more job success than a thousand online job applications.

J.T.: Once you choose a career focus, you will be able to use your past experience, skills and knowledge to get yourself on a fast track to success. I hope you will invest in finding something that impresses you, and soon you’ll be impressing your family with your new success.

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Jeanine “J.T.” Tanner O’Donnell is a professional development specialist and the founder of the consulting firm, jtodonnell.com, and of the blog, CAREEREALISM.com. Dale Dauten resolves employment and other business disputes as a mediator with AgreementHouse.com.

via careerealism.com

Posted via web from AndyWergedal

7 Items Employers Want to See on Telecommuters’ Resumes

When you’re applying for a new job, your resume is often used as a fast way to assess whether you look like a good candidate for a position — at least on paper. That’s just as true if you’re looking for a position that allows you to telecommute as it is if you’re looking to work in an office.

But the skills and characteristics that a hiring manager is looking for on a telecommuter’s resume aren’t always the same as when you’re looking for other jobs. Among other things, employers are looking for the following:

1. Prior experience. While it’s not always possible for an employer to find an applicant that has already telecommuted, having prior experience can move your resume to the top of the stack. There’s a learning curve that goes along with becoming a telecommuter, and every employer would prefer to hire someone who’s already figured out the nuts and bolts of telecommuting.
2. Self-direction. Telling a hiring manager that you’re able to work at your own direction is useful, but if you can show that you’ve taken on projects at your own direction and worked without guidance through your resume, you’ll catch a reader’s attention. When describing previous responsibilities, mention the guidance (or lack of guidance) you’ve worked with.
3. Great communication. Working offsite requires an employee with above-average communication skills. Make every aspect of your resume as clear as possible to demonstrate that you have great communication skills.
4. Technical skills. The specific skills that each telecommuting position requires vary but most employers will want telecommuting workers who are technically-savvy. Even if you aren’t already familiar with the software and tools a company uses to work with telecommuters, knowing a variety of other tools can mean that you can pick up new skills quickly.
5. Professional objectives. If you include an objective — and not every resume needs to — it has to be professional. There’s a certain type of prospective telecommuter whose objective is just to “work at home and do X,” where X does not convince an employer that the applicant is professional. Make sure your objectives don’t play into any telecommuting stereotypes.
6. Access to hardware. Some employers will provide equipment and software to their telecommuting employees, but many hope that you have a computer and an active Internet connection in place. Mentioning that you do, in the context of past positions, or other parts of your resume package, can speed up the application process.
7. Your reasons for telecommuting. Employers probably won’t outright ask if you’re telecommuting because of family, health concerns or other reasons, but they’ll make assumptions. It’s probably best to be clear about your reasons for wanting to telecommute from the outset.

Share your resume tips in the comments.

Photo by Flickr user Fabio Bruna, licensed under CC 2.0

via webworkerdaily.com

Posted via web from AndyWergedal

Using Social Networks to Job Hunt - Career advice blog - Position Ignition - taking you to the next step in your career

It’s a nice idea: getting a new job, or at least an interview, from the comfort of your own home by using Twitter, LinkedIn and Facebook. In reality, it’s not as simple as it seems and there are a few things to bear in mind if you’re going to make social networking sites part of your job search. Here are five tips for getting a new job through social networking.

1)    Review your online reputation

It’s all very well planning to woo potential new employers and contacts through your tweets, Facebook updates and LinkedIn recommendations, but don’t forget that employers can see all your status updates, photos, videos and groups. Unless you lock your social networking profiles, potential employers can view them even if you don’t initially contact them through Facebook or Twitter. All they have to do is Google your name and some of the first results that come up will be for your profiles on LinkedIn and other such sites. So if you want a new job, it’s time to remove the inappropriate Facebook pictures and to stop using Twitter to moan about your current employer. Even if you don’t want a new job right this minute, it’s worth changing your online habits anyway if you a) will potentially be job hunting in the future and b) your current employer wouldn’t be impressed if they checked your Facebook page as it is now. That said, it’s just as possible to make a positive impression online as it is to leave a negative one. If you’re looking for a new job in tourism because you’re interested in travel & culture, make sure you actually list these as your interests so potential employers can see why you’d be suited to the industry.

2)    Know where to look

As open and accessible as social networking sites are, potential employers aren’t going to come flocking to you just because you tweet, “I’m looking for a job in tourism, please contact me if you can help”. You’ll have to find them, because it’s unlikely that they’ll find you. Twitter has various types of applications that can help you seek out potential employers and useful contacts. Directories such as Twellow can help you find people in your chosen field; keyword trackers like Monitter can identify who’s using phrases specific to your industry; and you can use apps such as Twitscoop to track trends and events related to your desired job. On both Facebook and LinkedIn you can join groups discussing your career interests, with the latter also having a Q&A function where you ask and answer the questions that will draw you into a network of potentially useful contacts.

3)    Communicate with the relevant players

Once you’ve found contacts that could be useful to you, don’t just ask them if they know of any vacancies going and then leave it at that. It’s important to build up an online relationship with the relevant players so that even if they don’t know of anything that would suit you straight away, they’ll remember you if something comes up further down the line. By all means speak with them about your job search, your skills and your industry of choice; just make sure not to make it all about you. What makes a relationship, both offline and online, is the mutual understanding that it’s about give and take. Reply to your contacts’ tweets asking for help and contribute to the discussions they start. Not only does it show that you’re willing to give, but it also showcases your expert knowledge of their particular industry or field.

4)    Be willing to learn

Although it is important to show that you have both interest in and knowledge of your chosen industry, it’s also important to demonstrate your willingness to learn and to build up your skills. Ask industry players for advice about your job search, use group discussions to clarify points you’re uncertain of, and listen in on others’ conversations and discussions. You can also use social networking to build up your experience and skill set offline. Even if you ask someone if they know of any paid positions coming up and they don’t, you can press them for information on volunteering or work experience opportunities. If you’ve actually set out to gain some voluntary work experience before looking for a paid job, connect with the voluntary sector experts that can sort you out with opportunities suited to your desired career path.

5)    Don’t limit yourself

As useful as social networking is in getting a new job, don’t rely on it as your only method of networking and job hunting. Integrate it with both offline and other online strategies such as looking at relevant companies’ websites, attending industry events and using your existing contacts. At Position Ignition we have a variety of ideas for making your job search work for you, so feel free to contact us, be it through Twitter, LinkedIn or a more conventional method!

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For more information or help with your career challenges contact: enquiries@positionignition.com

Position Ignition Career Blog: www.positionignition.com/blog

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