But just like dating has changed (swiping right, for example), so too has the hiring process. And if you’re not keeping up to date with what’s in and what’s out, you may miss out on some phenomenal candidates for your open roles.

Here are nine outdated hiring practices to avoid and what you can do instead.

9 Outdated Hiring Practices to Avoid

1. Reusing the Same Old Job Description

As you’re getting ready to post the opening, you may dust off the old job description, update some dates, and figure it’s ready to go. However, that may not be the wisest choice.

As Carol Cochran, Vice President of People & Culture at FlexJobs, notes, “When someone leaves, do an audit of what their role was and whether or not it has the same impact or value to your organization.” A lot can change between the time you last hired for the position and now. The old job description may not work anymore.

And when you do post the opening, Cochran advises posting more than a basic, generic job description. “Just as we expect candidates to customize their cover letters and resumes, companies should customize job postings to fit the work and type of candidate they’re looking for.”

2. Using Outdated Language

Just as duties and responsibilities change, so do expectations. As Cochran points out, “The job post is creating the first employee experience, and you should be intentional in how it’s written.”

To help convey to potential candidates what your company culture is like, consider all the ways you describe it, directly and indirectly. For example, adding gender-neutral language to the job description can encourage people who normally wouldn’t consider your company to apply for the role. 

3. Omitting Salary

It’s frustrating to get to the end of the hiring process only to discover that the candidate wants a salary that’s very different from the one you’re offering. To help prevent this, include a salary range in the job posting to help candidates self-select out of the process.

And keep in mind that some states require you to include this information in your job posting. This applies not only to companies based in that state but also to remote companies that hire staff in that state.

4. Relying Too Much on Degrees and Experience

Another outdated hiring practice is relying too much on degrees or a minimum amount of years of experience to be considered for the job. For example, requiring three to five years of experience might seem like a good way to weed out candidates that lack the skills you’re looking for. But you may overlook candidates who have the potential to grow into the role and stay with your company for a long time.

While experience is an important factor to consider during the hiring process, don’t overlook transferable skills—the skills an employee can use across multiple roles in multiple fields. And don’t rely on college degrees as a measure of ability. There are many ways people can gain the skills and experience you’re looking for. As the pandemic demonstrated, you can learn a lot online and in your basement!

5. Not Being Upfront About Expectations

Once you’ve settled on a group of candidates, discuss the crucial aspects of the role during a screening or first round of interviews. Be honest about the salary range, the expected schedule (remote, hybrid, or in-person), how flexible it is, and anything else that could make or break a candidate’s decision.

Much like putting salary in the job posting, being upfront and honest about the position early on will help candidates self-select themselves out, making your hiring process more efficient.

6. Ignoring Culture Fit

While having the right skills and experience is part of the hiring process, it shouldn’t be the only thing you focus on. The reality is that if a candidate lacks some skills, on-the-job training will likely help fill that gap.

The gap that’s harder to fill is culture fit. Someone who isn’t happy with the job or feels out of place is less likely to do a good job no matter how much training you give them. So don’t overlook this crucial component of the hiring process.

But keep in mind that you’re not the only one considering culture fit. The candidate is evaluating you just as much as you are evaluating them. Cochran advises employers to “always leave time for candidate questions and decide what your story is. What do you want to share about the company, the team, and the role that will help them make their decision?”

7. Asking for Free Work

Hiring is, in many ways, risky. Sure, you’ve got a resume that demonstrates the candidate has the skills and experience you need. And when the time comes, you’ll check their references and pass if you find red flags. But do you know everything you really need to know about a candidate’s ability?

That’s where a project often comes into play. Projects can help you see if the candidate can truly do the job.

The problem, though, is that applicants may feel they’re being taken advantage of—that the employer is getting free work out of them while they may end up without a job. Before you ask for a project, consider the candidate’s view and how you can address their concerns.

“People are investing more time than ever in their job searches,” says Cochran, “and asking them to do work through the hiring process can be tricky. Are you asking for something that is considered intellectual property? Try to design exercises that give you the information you need but don’t require very much time from a candidate. If it’s a heavier ask, you may offer to send a gift card in exchange for their submission.”

8. Ghosting Candidates

Ghosting candidates is another outdated hiring practice to avoid. It speaks volumes to candidates about how you feel about them. And given the transparency in the hiring process these days (think: anonymous review sites), damaging your brand is probably not worth the risk.

While you don’t have to be specific, a simple “we’re moving on” note will do wonders for helping you attract quality candidates in the future.

9. Ending the Hiring Process After the Offer

Finally, the interview process is not the end of the hiring process. While you should feel confident in your ultimate hiring decision, to help reassure yourself and your new hire, keep interviewing them after they start.

Talk to your new employee and see how they feel about the job. Ask if the job posting matches the role. And ask how they felt about the hiring process too. All of this can help you improve your hiring process the next time around.

Keep Up With Change

Staying on top of what’s in and what’s out in hiring practices will help you attract and retain top talent, helping you build a team that sticks together in the long run.

The post 9 Outdated Hiring Practices – And What to Do Instead appeared first on Job-Hunt.

Using these techniques, Google will likely become much more useful to you.

These tips help you leverage many of Google’s hidden capabilities.

Become an “advanced Googler”! Use Google to help you find jobs and potential employers, to research those employers (financial stability, competitors, etc.), and to separate the good opportunities from the not-so-good ones.

Leverage Google to prepare for job interviews, as described in Job Interview Preparation with Smart Google Research. To avoid an employer heading for trouble, check out the 50 Google Searches to Avoid Bad Employers and Layoffs.

7 Tips for Better Google Job Search Results

Google is the largest and most popular search engine in the world, constantly changing and trying to improve. Google offers many tools to help users find exactly what they need. In this post, find 7 very useful functions for job seekers that Google has implemented.

Note: Not every website is included in Google’s database of Web sites. Some sites are not included because they are very new or are designed in a way that Google cannot see or catalog the site’s contents.

For best results, review the Google Search Ground Rules to be sure that you understand those basics (like the use of quotation marks). This post builds on the concepts in that post.

  1. Ask Google to find local jobs.  

When you simply type “jobs near me” into the Google search bar, you will find this blue box with a short list of jobs available where Google thinks you are located (the text in “Your location” below). At the bottom of the box will usually be a link to more jobs.

Notice that Google offers you the ability to choose the industry, age of the job postings (new is best), type of job (Full-time, Part-time, Contractor, or Internship), additional keywords, and many other options.

Click on the arrow at the right for more options. Or, scroll down the list of jobs and click on the link at the bottom to go directly to the Google for jobs page to see more job listings.

  2. Find potential target employers using Google Maps.  

Often, employers have open jobs that have not been posted anywhere public (a.k.a., “the hidden job market“). So, finding and reaching out to these local employers can be a great way to find a new job with minimal competition.

Google Maps can be a very handy way to find local employers. Simply go to maps.google.com, choose your preferred location (if it is not already on the map). Type the kind of employer you want into the search bar.

The example below shows what the results page looks like when you type “accounting firms near Boston” (without the quotation marks) into the search bar.

Click on the “+” sign on the map to get a closer look at the search results and where the employers are located. Use your mouse to shift the map around to see results in different locations.

Click on the image below to see live search results on Google Maps.

Click on any of the red dots on the map, and a box will open that gives you the address, contact information, a link to the website (if available), plus the times the business is open (if available).

  3. Tell Google the time frame you want for the search results.  

Perhaps you are interested in the latest news about an employer you are considering or the newest jobs at a specific employer. If so, choosing the time frame for search results should be very helpful. [Note: this is not necessary for the “Jobs near me” search.]

If you want the search results to be focused on a specific time frame, Google offers you the ability to limit the search results to a specific period by clicking on the “Tools” link and then clicking on the “Any time” link above the first search results. Google offers you the ability to limit the search results to a specific period in the past.

By default, the time frame used is “Any time,” but you can easily change that to a more recent period by choosing from the options Google provides (past year, past month, past week, etc.) or clicking on the “Custom range…” link to specify the exact dates you want.

To check on the latest news before you leave for your interview, choose “Past 24 hours” or whatever time frame would cover the last time you checked for news about the employer.

  4. Ask Google to fill in the blank.  

When you are not sure exactly the word to use in a phrase, replace that word with an asterisk ( * ) with spaces on both sides of it. When it sees the asterisk, Google will replace the asterisk with a word it thinks you might need.

For example, perhaps you want an entry level job or assistant job, but you aren not yet sure which job title you want, you could type this query into Google to have Google show you your options –

“entry level * job”   –   This search would find many different entry level jobs

“assistant * job”   –   This would find many different assistant jobs, including assistant cook, assistant bookkeeper, assistant manager, etc.

[Remember, from the Google Ground Rules, that Google will search on a phrase when you enclose the phrase inside quotation marks, as above.]

Or, maybe you want a manager job in a new location (not “near me”), but you are not sure what is available in that location. If you are curious about the jobs in the Boston and Cambridge area of Massachusetts, this search would show you the different manager jobs available in that location —

” * manager” job (Boston OR Cambridge)   –   This would find many different kinds of manager jobs, like project manager, marketing manager, etc. located either in Boston or Cambridge

In the last example, putting Boston OR Cambridge inside parenthesis helps Google understand which words are included in the either/or statement.

  5. Tell Google to find EXACTLY what you’ve typed into the search bar.  

This is the opposite of the fill-in-the-blank asterisk search above.

Because Google tries to help us find what we are searching for, the Google spell checker often corrects our misspelling and typos when we type our search queries into Google’s search bar. Most of the time, this is a good thing.

But, sometimes, even if what we type looks misspelled or there are many different versions of the word or other version of the search query, we want Google to find exactly what we typed into the search bar.

Fortunately, Google provides a way for us to tell Google to search for exactly what we have entered, without “correcting” the query or using stemming. This is called “Verbatim” search.

To activate the Verbatim search, click on the “Tools” link (circled in the top right of the image above) on the search results page.

Next, click on the term “All results” (in the box in the image above), and select “Verbatim” from the short drop-down list. When the check mark appears beside Verbatim, Google has accepted your choice and will apply it to your next search..

  6. Focus the search on a specific website.  

To focus Google’s search to a specific website: Use Google’s Site Search capability. Type your query into Google’s search box, type the word “site” with a colon (:) after it. Then, immediately following “site:” add the domain name of site you want searched.

For example, to search through the Harvard University website for an administrative assistant position, you would use this search query —

Please note! Do NOT put a space between the “site:” and the domain name you want Google to search. The search will NOT WORK if you add a space after the “:” and before the domain name.

Perhaps you are looking for Amazon recruiters on LinkedIn without logging into LinkedIn. Since some employers use the term “talent acquisition” rather than recruiter, an either/or query works best —

(recruiter OR “talent acquisition”) Amazon site:linkedin.com

To specify the company name and a location and searches only in LinkedIn, an additional version of this query could be —

(recruiter OR “talent acquisition”) Amazon Boston site:linkedin.com/in/

This search goes directly to the LinkedIn Profiles by specifying site:linkedin.com/in/.

If your goal is an administrative assistant job at a college or university in the Boston area, you could search for jobs in ALL .edu websites by using this query —

“administrative assistant” Boston site:.edu

Or, use your target employer’s domain name and location to limit the search to that employer.

  7. Have Google exclude one or more specific websites.  

Perhaps one or two sites dominate the search results, and you would like see your options without those sites cluttering up the results. Google offers you the option of adding a minus sign (-) immediately ahead of the domain name for the site you would like to have removed from the search results.

So, the query site:URL becomes –site:URL with a minus sign immediately in front of the “site:URL” part of the query, like this query which would exclude search results from both Indeed.com and Monster.com —

Please note! Do NOT put a space between the “site:” and the minus sign. The search will NOT WORK if there is a space between the minus sign and the “site:”.

In this example, above, we are searching for administrative assistant jobs with a focus on results from sites other than Indeed.com and Monster.com. We could also have excluded employers we did not want to see in the results by adding the -site:example.com (using the employer’s real domain name) to the query.

Again, if you choose, you can exclude whole categories of employers by excluding specific top level domains. So, your query could contain a search term like -site:.edu to avoid all colleges and universities.

  BONUS Tip: Combine the techniques.  

When you have a complex search, you can combine the various techniques into one long query.

For example, assume you wanted an assistant job for a bank located in Boston or Cambridge, MA, but you do not want to work for the South Cambridge Savings Bank because your spouse works there.

And you prefer to see jobs on employer websites so you want Google to exclude results from the big job boards like Indeed, ZipRecruiter, LinkedIn, and Glassdoor.

This is how you would structure that query –

“administrative assistant” job (boston OR cambridge) bank -“south cambridge savings” -site:indeed.com -site:ziprecruiter.com -site:glassdoor.com -site:linkedin.com

So, you have two phrases, one to be included in search results (“administrative assistant”) and one to be excluded (–“south cambridge savings”). You have a included an either/or (boston OR cambridge) and a single term (job). In addition, you have excluded results from several websites.

That’s a pretty complicated search, but the results should be exactly what you want. And they are! Of course, you can refine this search even more based on the search results you receive. Perhaps there is another bank or job board to be excluded.

When you find the perfect search, one that you would like to use in the future, set up a Google Alert, and Google will run the search for you again and again (you decide how often).

The Bottom Line on Using Google for Your Job Search

Maximize the benefit you have from using Google by becoming an “advanced Googler” — leveraging Google capabilities that few people know how to use, making your job search smarter and shorter.

More About Using Google for Your Job Search:

• Google Search Ground Rules
• Interview Preparation with Smart Google Research
• 50 Google Searches to Avoid Bad Employers and Layoffs
• Defensive Googling: Know What Employers Find Associated with Your Name
• Setting Up Google Alerts
• 5 Google Alerts for Your Job Search

About the author…

Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. A veteran of the United States Marine Corps and a recent Visiting Scholar at the MIT Sloan School of Management, Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. Since 1998, Susan has been editor and publisher of Job-Hunt.org. Follow Susan on Twitter at @jobhuntorg and on Facebook, LinkedIn.
More about this author…

The post Search Smarter: 7 Ways to Leverage Google for Your Job Search appeared first on Job-Hunt.

Now, we’re being urged to provide a photo in order to be considered for a new job, all due to the new “normal” that is LinkedIn. What gives?

Essentially, the “social” part of social networking has become more critical to your success. As an example, LinkedIn Profiles have emerged as a part-professional, part-personal way to convey your brand – meaning that, as a job hunter, you’ll benefit by responding to the traditional need to pair a face with a name.

After running a quick survey of recruiters who actively source candidates on LinkedIn, I found that the subject of Profiles that are “missing” a photo stirs some intense feelings.

“Personally, I don’t give much credence to those Profiles that do not have a photo,” stated Will Armstrong of Serco, Inc. “I have to wonder what they are trying to hide, and I feel less connected to them.”

Before you decide to use a more “casual” photo, rather than a professional-looking headshot, consider that several recruiters have spoken out against this practice. “I’m not fond of LinkedIn photos that are personal or silly,” declared recruiter Christine Alling.

Andy Foote, Executive Director at LinkedIn N Chicago, was more direct: in his list of LinkedIn blunders, he noted that “No photo, or worse, some kind of random arty or meaningless attempt” was a significant mistake on the part of job seekers.

I’ll eagerly back this up, as two of my clients recently encountered scenarios that seemed to match their LinkedIn-photo philosophy: the job hunter who dressed in a suit secured several offers, while the manager that posed with his wife and kids struggled to gain traction in his search.

Bottom Line

Even if you don’t want to spend the time (or money) on a professional photographer, there are ways to obtain an acceptable photo. As one recruiter noted, you always have the option of dressing in a suit, and finding someone proficient with a digital camera to take several pictures.

You just might find that putting your best face forward will result in more interest on the part of employers.

About the author…

Job-Hunt’s LinkedIn for Job Search Expert Laura Smith-Proulx, Executive Director of An Expert Resume, is an award-winning executive resume writer, national columnist, author, LinkedIn and SEO enthusiast, and past recruiter. Laura is author of How to Get Hired Faster: 60+ Proven Tips and Strategies to Access the Hidden Job Market. Follow Laura on Twitter at @ResumeExpert and on LinkedIn.
More about this author…

The post How Recruiters View Your LinkedIn Profile Photo appeared first on Job-Hunt.

The amount of content and powerful technology makes Google one of the most important tools for you to use in your job search.

Google also provides tools to help you keep track of what’s happening online while it adds new content to its index

On an consistent basis, Google adds more new tools and services as well as increasing the number of websites included in their index for all of us to access.

Here are some ways that you can leverage Google’s the current tools and content.

8 Ways to Use Google for Your Job Search

We cannot cover all of the tools Google offers, but we’ll cover the ones we think are the most useful to job seekers:

1. Google Search Ground Rules –
   Understand 5 basic ground rules of Google Search.
2. 7 Smart Ways to Leverage Google’s Power for Your Job Search –
   Advanced tips for structuring your queries so Google finds exactly what you want.
3. Interview Preparation with Smart Google Research –
   How to smartly leverage Google to demonstrate your interest to the employer and to avoid bad situations.
4. Setting Up Google Alerts –
   Set up Google Alerts and let Google keep you informed about the topics that are most important to you.
5. Using Google Alerts for your Job Search
   5 ways to leverage Google Alerts to help you in your job search.

6. 50 Google Searches to Avoid Layoffs and Weak Employers
   Put Google to work scouring the news for information about your employer (if you have a job) or potential employers (if you are job hunting).
7. Google Alerts to Monitor Your Reputation
   Reputation management with Google Alerts as your first line of defense.
8. Defensive Googling
   Helps you manage your reputation.

Be Find-Able

In addition to finding job postings, understanding how Google (and search) works can make it easier for employers to find you. Read Job-Hunt’s Guide to Personal SEO (Search Engine Optimization) for details on how to be find-able.

Protect Your Online Reputation

In the era of Google and social networks, knowing what recruiters will find about you in a search is important.  And, so is knowing how to fix problems you may find (your problems or those of someone else with the same name). Read Job-Hunt’s Guide to Online Reputation Management for more tips.

About the author…

Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. A veteran of the United States Marine Corps and a recent Visiting Scholar at the MIT Sloan School of Management, Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. Since 1998, Susan has been editor and publisher of Job-Hunt.org. Follow Susan on Twitter at @jobhuntorg and on Facebook, LinkedIn.
More about this author…

The post Guide to Using Google for Your Job Search appeared first on Job-Hunt.

To Fortune 500 employers, talent sourcing and retention is “the name of the job search game.” So, if you’re considering mining for a new job or career in this tough territory, think special talent marketing and not just job qualifications.

You can expect hundreds of job seekers will be vying for the same executive positions that you are after. You can imagine that your most intimidating competitor is someone who has developed an enticing personal brand and a no-nonsense job search arsenal.

Consequently, you must raise your job search tactics and beat your competition in the trenches. Get it? Ready? Great!

Here are 5 weapons/tools and tips you will need to get started…

1. A list of Fortune 500 companies:

Compile your top choices based on your value offer and career trajectory. Then, plot how to make a connection with a hiring authority (research, network, recommendations, and more research).

2.  Network, network, network:

Social networking is one important channel. If you haven’t already, set up your LinkedIn and Twitter accounts, right away.

LinkedIn:
Many Fortune 500 recruiters use LinkedIn to find talent. Of all the ways my clients tap into the hidden job market, LinkedIn seems to be the most effective way online. Make sure your LinkedIn profile is set up so that your headline includes your target job title, years of experience, and a tag line that offers value (makes a promise.)

Twitter:
Follow Fortune 500 companies. Use the Twitter “find friends” search, or check Job-Hunt’s list of employers recruiting directly on Twitter A good place to start up, Job-Hunt’s list of employers who recruit using JobHuntOrg/employers-recruiting.

Offline:
Tapping into the hidden job market is not as impossible as it may seem. Yes, it is work but it is work that will pay off! Click on over to Job-hunt.org’s article on how to tap into the hidden job market.

3.  Leadership/Networking Resume:

You will need two resumes for your Fortune 500 Job search. One resume version will be a one page snapshot of the most vital information such as employment and select achievements, which will serve you best for networking purposes.

You will also need a branded, full-blown resume which can be 2 or 3 pages and sometimes may even include an addendum which could chronicle your credentials, public speaking appearances, authored articles, etc. This second more elaborate resume will be best received by someone who has shown interest in learning more about you as a job candidacy.

Be sure to customize both versions of your resume for each of these employer whenever you submit it to anyone at that employer.

4.  Networking card:

These are simple to make. Your name, contact information, target job title and industry, and links to your online profile or resume. Better yet—why not add a QR code (Technology!) which takes someone to your online profile, a webpage with your contact information on it, or…

5.  Network pitch:

Clearly and concisely articulating your experience and value offer in any situation is critical. With some defining and refining, I am sure your message will be transparent and magnetic. Read more in Job-Hunt’s Guide to Job Search Networking.

Bottom Line

Great! You have your weapons ready. Now you are ready to begin mapping out your Fortune 500 Job search. Good luck!

About the author…

Rosa Elizabeth Vargas, Job-Hunt’s Fortune 500 Job Search Expert, is owner of and principle writer for CareerSteering.com. Rosa is also quadruple-certified writer, holding the Master Resume Writer certification (a certification held by only 26 other resume writers, world-wide), Certified Expert Resume Writer, Academy Certified Resume Writer, and Nationally Certified Resume Writer. You can follow Rosa on Twitter at @ResumeService and connect with her on LinkedIn and Facebook/CareerMarketing.

The post Build Your Fortune 500 Job Search Arsenal appeared first on Job-Hunt.

In this section in Job-Hunt.org, we provide you with the tools you need to find a job with one of these major employers.  These major employers, several of whom employ hundreds of thousands of people, across the USA and, often, across the globe.  Walmart, # 1 in 2017, employs over 2,300,000 people in 28 countries.

Job-Hunt’s Guide to Finding a Fortune 500 Job

• Why Work for a Fortune 500 Company
  A job with a Fortune 500 employer is a different world from most other employers.  These are the largest companies, although not always extremely large employers, and their names are usually very well-known, across many states or the globe.  That can be very good for your career. 
• Behavioral Interviews in a Fortune 500 Company
  Behavioral Interviews have been increasing in popularity with HR professionals and recruiters over the last 5-10 years, and are generally seen as one of – if not the most – effective interview procedure.
• Recovery from Being Fired
  Before we dive into some actionable steps you can begin today in order to inch closer to employment status, it is necessary we reframe your thinking and “‘jolt those heart muscles.” Without the right mental shift, your job search steps will not yield optimal results.

The post Guide to Fortune 500 Job Search appeared first on Job-Hunt.

If you are an “old-timer,” you will probably be resistant to the idea of integrating social networking into your job search campaign.

If you are a “youngling,” you are probably using social media but are not too sure how to leverage it in your job search.

Whoever you are, whatever your age, and whatever you do, know that strategically sculpting your digital image is an advantageous job search effort.

Fortune 500 employers and recruiters will search your name online (even if merely out of curiosity).

By developing a positive online presence, you will influence employers’ perception of who you are! Therefore, adopting a proactive approach and governing your online image will net you the desired vantage point during an interview.

Some Tips and Cautions:

1. Before you jump online, prepare off-line:

What is it you desire to convey or reinforce online? Gain clarity on this matter because if your job target is unfocused, your online branding will be confusing to employers.

Focus your online content because fortune 500 employers don’t just search for qualified job seekers who can fulfill any job. Fortune 500 employers are discerning and selective and desire to hire the best person for that particular role they need to fill.

Perform the following analysis before you “relocate” to the digital world:

• Determine the job titles that most interest you.
• Check for the keywords you consistently see throughout the job ads for the jobs you want.
• Research the companies you desire to work for; the company culture and the kind of employees they desire. Then use this information to focus your online writing (content development).

2. Use effective online venues:

Begin with LinkedIn:

According to most current research, LinkedIn is leading the way in social networking mediums that recruiters and employers use to source candidates.

In my own experience as a job search expert, I have witnessed success in landing coveted job interviews through networking opportunities via LinkedIn. I have also interviewed recruiters who have reinforced LinkedIn as their “go-to” source of good job candidates.

3. Ensure effective online profiles:

Keep your resume “in synch” with your Profiles:

Keep your profiles fresh and “in synch” with your offline job search documents, like your resume. Employers often “verify” the information on a resume submitted for a job opportunity with what they see in public profiles, like LinkedIn and Google. They assume that few people will inlude falsehoods in their profiles since the people who know the truth about their experience will see the misrepresentation in the profile.

Fortune 500 employers are very aware that people often “exaggerate” what is included on a resume, so they check profiles to verify what is on the resume. Make sure your profiles and your resume agree on the facts, timing, accomplishments, etc.

Don’t simply repurpose your resume:

Select portions of your offline/printed resume to include in your profiles, and reword them in a more social manner for your online profiles, keeping your list of keywords in mind (see Step 1). This strategic step of not placing your resume entirely as is online will ensure the recruiter need to contact you to gain more information, creating a need for further contact and perhaps a real conversation.

Be sure to make contacting you easy by including your phone number and email address in your online profiles.

Bottom Line

After you have taken the above steps, you have begun to shape your online image so that Fortune 500 employers understand you are the right fit for their company. Read the Fortune 500 Gatekeeper Interview article to understand more about what Fortune 500 recruiters are seeking from you.

About the author…

Rosa Elizabeth Vargas, Job-Hunt’s Fortune 500 Job Search Expert, is owner of and principle writer for CareerSteering.com. Rosa is also quadruple-certified writer, holding the Master Resume Writer certification (a certification held by only 26 other resume writers, world-wide), Certified Expert Resume Writer, Academy Certified Resume Writer, and Nationally Certified Resume Writer. You can follow Rosa on Twitter at @ResumeService and connect with her on LinkedIn and Facebook/CareerMarketing.

The post Shaping Your Online Presence for a Fortune 500 Employer appeared first on Job-Hunt.

Getting Started

Before you start Googling, you need to do these four things to help you find the job postings you want:

  1. Know the job you want.  

An unfocused web search on Google is as useless as an unfocused job search in real life. “Anything” seems easy to find, but it really is not easy to find because no one describes their job opening as “anything.” Recruiters don’t search for someone who is able to do “anything” and you wouldn’t really want a job where your boss could ask you to do “anything.”

So, figure out the job titles typically used for the job(s) you want to do next. This provides you with the terms you will use in Google, LinkedIn, job boards, and also in your answer the next time someone asks.

In a Google search, add the word “jobs” to the job title to make it clear to Google what you want it to find. So, the search term “administrative assistant” becomes “administrative assistant jobs.”

When you do a jobs search, Google will show you a box, labelled “Jobs” near the top of the search results, likely showing jobs near your location.

  2. Analyze pages like the pages you want Google to find for you.  

Look for terms that are repeated on those pages (like “click to apply”), and then add those commonly-used terms in your search to find similar pages.

Read Ground Rules for Google Search to understand how Google “thinks” and to have the best search results.

  3. Test and modify your Google search until you find the best results for you.  

Often, search results can be improved by adding or removing terms.  Keep testing and modifying until you get the search results you want.

Read Google-ize Your Job Search with These Tips and Tricks for how to structure your search queries.

  4. Save your best search queries so you can re-use them.  

Once you have a search query that works well for you, copy it from the Google search bar, and paste it into a file you save for future use.

You can also use your best search queries to set up Google Alerts so that Google will email results to you when they change.

Tips for Effective Google Searches for Job Postings

If you are looking for a job, you must think like a recruiter or employer. You need to analyze what words people creating the postings you want commonly use in their postings:

  Search for the Correct Job Title  

Most job postings contain the title of the job, so those words should be used in your search. If you are searching for a specific job title, be sure to search using the most commonly used version of the job title, or, better, the job title used by your target employers.

Don’t assume that you know the job title used most often by the employers you want. For example, assume you were a “MIS Manager” for your previous employer. The majority of employers call that job “IT Manager” now, so a search for an MIS manager job would not be particularly effective.

Different employers and different industries often use their own versions of standard job titles. For example, perhaps your current employer calls your job “Member Services Associate,” but most employers use the title “Customer Service Representative” for people doing the work that you do.

This means that searching for “Member Services Associate” jobs won’t get you the results you need if your target job is really called a Customer Service Representative job by most employers.

[Related: Choosing the Best Keywords for Your LinkedIn Profile – discover the terms most employers are using in their job descriptions.]

  Search for the Appropriate Location Name  

If Google does not return “near you” jobs, or if you want to move to another location, you will need to tell Google where you want to work.

To find a job in a specific location, include the name of that location in your search query. Use the words normally used to describe the location, and think about how the location is normally described.

For example, if you are looking for a job in eastern Massachusetts, south of Boston, try terms like “greater Boston,” “South Shore,” “south eastern MA,” “eastern MA,” “south eastern Massachusetts,” or a list of the city names.

See the tips and tricks in the Google-ize Your Job Search article to search in several different locations with one query or Google Alert.

  Add Job Description Terms to Your Search  

If you are ending up with many results that are not job postings or not the job postings you want, you can fix that by adding terms used in job postings to pull those into your search results.

Some job postings contain the term “job description” and many often offer directions about how to apply for the job (like “click to apply” or “submit your resume”).  You can include those words in your search queries to find the jobs they have posted.

So, if you wanted a job as a “customer service” job (but not a bilingual job if your only language is English) in Boston working for a bank, you could search for those job postings using this search query:

bank “customer service” job Boston -bilingual

Often you will find developing effective searches is an iterative process. Looking at the results of the first search will help you refine the structure of the second search, improving your results each time. It shouldn’t take too long to develop the most effective search queries, and then you can turn those into Google Alerts to have Google run them for you on a regular basis.

  Search for the Appropriate Employer Name  

If you have target employers in mind, use those employers’ names in your search queries. When I worked for a company named Digital Equipment Corporation, the outside world often used the whole name in references to the company, or they used the initials, DEC. But, inside the company, we called it “Digital” or, less often, “DEC.” Which version of the name is most commonly used in the company’s job postings? How does the company refer to itself on the website and in press releases?

The Bottom Line:

Google is amazing and can find almost anything on the web for you — if you focus your search and structure your search so that Google understands what you want to find.

More About Using Google for Your Job Search:

• Guide to Using Google for Job Search
• Google Search Ground Rules
• 10 Google Search Tips Plus 3 Tricks
• Finding Jobs Postings Using Google
• 50 Google Searches to Avoid Layoffs and Bad Employers
• Defensive Googling: Know What Employers Find Associated with Your Name
• Setting Up Google Alerts
• 5 Google Alerts for Your Job Search

About the author…

Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. A veteran of the United States Marine Corps and a recent Visiting Scholar at the MIT Sloan School of Management, Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. Since 1998, Susan has been editor and publisher of Job-Hunt.org. Follow Susan on Twitter at @jobhuntorg and on Facebook, LinkedIn.
More about this author…

The post How to Find Jobs Using Google appeared first on Job-Hunt.

Because of all that searching, monitoring your online reputation via Defensive Googling is not optional today!

Being inappropriately visible in search results can be very damaging to your job search, your career, and even your social life.

Employers are recruiters are not the only ones researching job candidates.

What do you do when you are considering working with someone or meeting them socially? You Google them! People research those they have met — or are meeting — for business or socially.

Employers and Recruiters Research Job Candidates

Making a “bad hire” can be career suicide for the recruiter, HR, and the hiring manager, so they research candidates they are considering to learn as much as they can.

Even when you are employed, your employer may also Google you and other employees. Having an employee post something nasty in social media can be embarrassing and cause the employer to lose business or be publicly humiliated, which they want to avoid.

A 2018 CareerBuilder survey revealed that:

• 47% of employers have rejected applicants because they could not find any online visibility associated with the applicant’s name.
• 48% of employers Google their current employees (10% do it daily).
• 70% of employers research job applicants via social networks.

However, only 30% of job seekers worry about their online reputations. BIG MISTAKE!

You must know who and what is found when your name is Googled (or Binged, etc.)

The actions of someone else – who has the same name you have – could be sabotaging your job search.

Recruiters who Google the name you put on their application or in your resume will be unaware that the “bad” person Google showed them is not you. Result: opportunity lost! Perhaps, many opportunities…

Mistaken Online Identity Is a Major Issue – Defensive Googling Is the Solution

Since the best defense is a good offense, find out what is available online related to your name. If you don’t know about a problem, you won’t be able to address it. When you do know that someone else has the same name, you can differentiate yourself from the individual(s) with the problem.

You need to use one version of your name consistently for your job search and career. I call that your computer “screen name.” Your name is one of the most important keywords for your job search — critical for your personal online reputation management and personal SEO.

[MORE: Your Most Important Keywords.]

  1. Search Google (and Bing and DuckDuckGo) for the name(s) you have been using in your resumes, job applications, and other job search documents.  

You need to know if someone who has the same name you have is causing you a problem in your job search to avoid using that version of your name.

To search –

Type the name you usually use on your resume into a Google (or Bing) search bar with quotation marks around it, like this:

“Robert Smith”

Enclosing your name within quotation marks tells Google and Bing that you want those words in a phrase, side-by-side. Otherwise, the search engines will show you results where those two words appear anywhere on the same web page, regardless of how far apart or unrelated in context.

If you typically include your middle initial, middle name, or some other configuration, search for that version of your name, too.

NOTE: Use an “Incognito” or “Private” version of the browser for the best results because it ignores all of your previous search history, showing you what most people see when they do the search. If you are using Chrome as your browser, click on the 3 dots in the top right side of the browser and choose “New incognito window.” Then, type your search into the search bar as usual. All browsers offer you this ability.

[MORE: Case Study: How One Guy Named Bob Almost Ruined Another Bob’s Job Search.]

  2. Carefully study the first two to five pages of search results.  

Look for anything negative that an employer would see associated with your name (even if it is NOT about you).

This could include photos and videos as well as standard web pages, blog posts, comments on blog posts, news items, public records (like court dockets), and other information readily available online.

If you find something inappropriate associated with your name – something that would make an employer put your resume in the “reject” pile rather than the “possible” pile – you have a potential problem.

The problem could be someone with your name who has been arrested for drunk driving, posted inappropriate photos of themselves in social media, been accused of being a tax cheat, contributed racist, sexist, or other nasty “*ist” comments on blogs, or hundreds of other things.

If that entry is on the 8th page, and moving down toward the 9th, it may not be a big issue. But if it is on the first page or the second page, pay close attention. Monitor that entry. You need to find a version of your name without something bad associated with it.

  3. Continue to search using different variations of your name until you find a “undamaged” version or a version that is undamaged in your location.  

A clean version of your name does not have anything negative – from anyone – associated with it, but it is still your real name. Check all the versions of your name you can think of – with your middle name or middle initial, etc.

My favorite example of smart name usage is the famous actor, James Earl Jones. There are probably very many people named “Jim Jones” in the world, and one is definitely infamous. But James Earl Jones is distinctive!

He could have called himself “JJ,” “Jim Jones,” “Jimmy Jones,” “James Jones,” or even ”James E. Jones.” But there is no confusing him with anyone else now. He claimed a clean version of his name, and made it famous.

  4. Claim that version of your name with LinkedIn.  

The best place to take ownership of your name is LinkedIn. Recruiters use LinkedIn relentlessly and consistently, making it the perfect place to grab your professional name.

If you must, add (or remove) a middle name or middle initial. A woman can add her maiden or married name. You can also add other identifiers to make your name unique, like a college degree or professional certification.

You are not changing your “legal name” — you are only changing the professional identity you make visible online.

  5. Consistently use that version of your name for your job search, work, and career.  

Use that professional version of your name, and use it consistently for your job search.

This will enable recruiters and others to connect your job search, career, and business documents to your LinkedIn Profile.

• Resume
• Cover Letters
• Email address
• Email signature
• Business/networking cards
• Job applications
• Meeting badges and name tags
• Online professional visibility (LinkedIn, professional associations, etc.)
• Anything else related to your job search or career

Keep everything “in sync” particularly in relation to your LinkedIn Profile.

  6. Set up a Google Alert on all versions of your name, including the “clean” version.  

Keep track of what is happening to your clean name in case someone else using that name does something that makes it unusable.

Google Alerts are free and will notify you when something new associated with the name appears in Google search results.

[MORE: Setting Up Google Alerts and 5 Ways to Use Google Alerts for Your Job Search.]

  7. Use a different name or identity for other online activities.  

If you like to argue online about politics, religion, sports, or some other controversial topic publicly on the Internet (Facebook, NOT LinkedIn), separate the professional you from the you who gets into unprofessional online disagreements by using another name.

Separate your professional identity from your private life to keep your professional reputation as clean as possible. Use a different version of your name, and use a different email address as well when you rant about politics, sports, or religion.

Online Reputation Management Is the New Reality

With those 100 million name searches a day on Google, this is NOT “vanity Googling” or “ego surfing.” This is “defensive Googling” – enlightened 21st century self-defense!

Defensive Googling is just the beginning of an online reputation management program, and it should not be suspended when the job seeker has found a new job. Mistaken online identity is a permanent risk for all of us, unless we have particularly unique names.

The Bottom Line

Being appropriately visible today is a requirement for most careers. Invisibility kills opportunities. So, be appropriately visible and be sure that when someone looks for you, they find the real you. Do not be a victim of mistaken online identity when someone who shares your name misbehaves publicly. Know what is going on for you!

More about Online Reputation Management:

• Guide to Online Reputation Management
• Finding the Best Version of Your Name for Your Job Search
• How Name Confusion Can Make Your Job Search More Difficult
• Your Most Important Keywords
• Guide to Personal SEO (Search Engine Optimization)
• 5 Ways You Look Out of Date in Your Job Search
• Microsoft Privacy Study

About the author…

Online job search expert Susan P. Joyce has been observing the online job search world and teaching online job search skills since 1995. A veteran of the United States Marine Corps and a recent Visiting Scholar at the MIT Sloan School of Management, Susan is a two-time layoff “graduate” who has worked in human resources at Harvard University and in a compensation consulting firm. Since 1998, Susan has been editor and publisher of Job-Hunt.org. Follow Susan on Twitter at @jobhuntorg and on Facebook, LinkedIn.
More about this author…

The post Guide to Defensive Googling appeared first on Job-Hunt.

If you’re an introvert, there’s a good chance you anticipate this time of year with some degree of dread. Not because you’re a Scrooge at heart, but most likely because you find these encounters draining.

Nevertheless, while you’re mingling with others you have an excellent opportunity to network and keep your job search moving forward. Here are some fundamentals of networking to help you navigate the process in a way that is less taxing.

Networking = Giving

We often think about “giving” during this time of year. Apply that concept to networking, and focus on the information or referrals or advice you can provide for others. Use your strong listening skills to uncover the needs and problems of the people you are talking with. These don’t have to be job-related. You want to become a resource for people whenever possible.

Networking = Planting Seeds

If you have an event to attend, find out who will be there. If it’s a business function, you may be able to identify one or two people that you want to make contact with. These events don’t always lend themselves to the in-depth, one-on-one conversations that introverts prefer, but they do present opportunities to schedule follow-up meetings for that purpose. Exchange business cards and you have an excuse to contact people in the future. If the event is strictly social, use the occasion to become better acquainted with others in attendance. Networking is a lot like planting seeds – conversations of today may bear fruit in the future.

Networking = Connecting

The holiday season provides a built-in excuse to get in touch with people, and most people will accept your overtures to them on face value, as holiday greetings and nothing more. This can be reassuring if you dislike networking because you worry that others will think you’re getting in touch with them just because you need something from them. Take advantage of the opportunity to contact people not because you want their help but because you genuinely value your relationship with them and want to share your wishes for the holidays and the New Year.

Remember that every exchange of information constitutes networking, whether it specifically relates to a job search or not. Each conversation contributes to cultivating relationships and to enhancing your visibility and credibility.

Bottom Line

As an introvert, you may find it helpful to limit the number or length of these conversations or to pace yourself as you go, but you can be an effective networker and even, at times, enjoy the process. While these networking tips work no matter what time of year, the holidays are a great opportunity to practice.

More Articles About Holiday Job Search:

• Holiday Hope: How to Leverage the Holidays for Your Job Search
• 5 Ways to Advance Your Job Search During the Holidays
• Holiday Party Your Way to a New Job
• Are Recruiters on YOUR Holiday Card List?
• Building Your Personal Brand During the Holidays
• Holiday Networking Like a Pro
• New Job for the New Year
• How to Find a Seasonal Job

More Information About Job Networking

• Job-Hunt’s free Guide to Job Search Networking
• Job-Hunt’s free Guide to Social Media and Job Search
• Job-Hunt’s free Guide to LinkedIn for Job Search

Additional advice from Wendy Gelberg to help introverts succeed with their networking, including (from the list on the right):

• 15-Minute Guide to Job Networking for Introverts – free ebook by Wendy Gelberg (new browser window)
• 5 Tips for Introverts to Keep Your Network Alive
• Introverts’ Guide to Large Networking Events
• The Real Goal of Networking
• The Art of Listening
• How to Meet New People
• Successful Follow-Up

More Holiday Job Search Tips

New Year, New Job! 101 Top Tips from the Job-Hunt Experts for Your Holiday Job Search: How to Use the Holidays to Advance Your Job Search Read the reviews! At only 99 cents, this is a no-brainer! It contains networking and job search tips that will help you all year around, and you don’t need a Kindle to read it. Install Amazon’s free Kindle app, and read it on your computer, tablet, or smart phone.

About the author…

Wendy Gelberg is a Career Navigator at JVS CareerSolution in Boston and author of The Successful Introvert: How to Enhance Your Job Search and Advance Your Career. She is a certified career coach and resume writer whose expertise is in helping people who are uncomfortable “tooting their own horn.” Wendy writes resumes, gives workshops, coaches individuals, and writes articles and blogs on all aspects of the job search process. Samples of her resumes and career advice appear in over 20 books. Wendy has been a career coach and resume writer for over 15 years. She has been an introvert her whole life. Contact Wendy at wgelberg@careersolution.org.

The post Surviving Holiday Parties: Networking for Introverts appeared first on Job-Hunt.