Posted by: William W. (Woody) WilliamsOnline Job Search: Recommendations for Success (III)
A Systematic Approach
Develop a systematic approach... a process by which resumes, cover letters, and the data points required for submission are close at hand, organized, and systematically used.
At the very least, create various resume versions -- all conveying the same message and synchronized content -- to meet typical on line submission requirements.
Resumes should be designed and crafted for ease in customization -- to speak to a specific submission. Customize for each submission -- usually by deleting irrelevant content.
In other words the "basic" resume versions that are public on the job boards are broad -- they include the full experience and skill set. A customized resume for a specific submission is usually briefer and only includes the experience and skill set relevant to this particular position. Big resume = broad coverage. Smaller resume = Specific submission.
Store different "basic" versions (file size and formats) in a logical file system. Ditto for cover letters and references. Store specific (customized) submissions in a different file system -- more below on that point.
In addition, a text file or other document with data required for submissions (especially employer HR sites) but not typically included on a resume is also helpful. Previous residence information, is one example.
Become very fast and efficient -- a cut-and-paste daemon of mythical proportions.
Keep all submissions. Store them in a logical file structure. Here's one way to do so.
- Create a folder named "Resume" to hold the basic versions
- Create a sub-folder under "Resume" named "Submitted."
- Create sub-folders under "Submitted" with company names: XYZ_Inc or ABC_Agency.
- Stash each submission in its company named folder.
Critical: Synchronizing the Public View
When a recruiter or employer views a LinkedIn profile, then looks at a resume, they may also have access to the Dice or Monster profile of a candidate. Everything should "synch" and look the same. If a skill on the resume shows 5 years experience, the same skill on Monster shows 3 years, and on LinkedIn the skill isn't mentioned at all, they will not offer the job to that candidate.
The "basic" resume and profile across all platforms should say the same thing in terms of message and content even though the look and feel varies depending on the site. Even if it's not a best-in-class, professionally produced resume, at least the job seeker is consistent. That's a good thing.
An Online List and Updates
Make a list of job boards, recruiters, organizations, business networking, and personal networking sites. Ones used currently and those targeted for future use. Make sure log on / password information is saved (securely) for quick access and sign-on.
Use the list to ensure alignment between all public profiles and resumes. It's like a 2-do or checklist when making changes or additions to resumes or profile information... a map of where the change should flow. This is invaluable (critical) for "version control."
When the next job is landed, use this list to systematically back-out or go private. It serves as a map showing where the public items are posted. Going through the list means going "private" again very quickly.
Make systematic and regular updates to public profiles and resumes on job boards, LinkedIn, and recruiter / corporate web sites. For active job seekers, monthly is not too often. Recently updated resumes and profiles generate more interest from employers and recruiters alike. Create a calendar event and include a reminder -- the first or last weekend of each month, for example -- and update everything on a regular basis.
Social Networks & Business Networks
Facebook, MySpace, Flickr, and Ning, for example, are social networks. LinkedIn, in contrast, is a business network. Both social and business networks are important, especially how they are managed.
Social networks, even though not necessarily business related, may contain connections that are... Either now or in the future. What is said on social networks does matter -- or may matter in the future -- in ways that affect career advancement. Another important point: Potential employers and recruiters can view public profile information on social networks. Manage social networks with these points in mind.
One good approach is making a clean separation between business and social online networks. For example: LinkedIn -- only for business; Facebook -- only for friends. Don't connect on Facebook with the same people connected with on LinkedIn. Keep connection preferences and profile views on social networks private -- "friends only." Be careful in selection of those friends. Usually just family and close personal friends.
At the very least, "clean up" the public parts of social networks when actively job seeking. Comments about previous employers, opinions about people in business organizations or the organizations themselves, comments about politics, religion, news, events, and the like -- even when positive -- can be, and are subject to interpretation. Seemingly innocuous remarks made in a public, online venue may result in another individual being selected for a desirable position.
Going a step further... make sure profiles posted on social networks are synchronized with profiles elsewhere.
Email updates
Build an email list based on previous email contacts and friendly connections on LinkedIn or other networks. Include recruiters who have shown interest in the past, people who are willing to personally help, hiring managers, and the like.
The list should only include people with whom we had previous contact concerning job opportunities. That last bit is important -- people with whom we had previous contact. It's an "interested party" list, not spamola. Keep it updated; current.
When the job search begins, send an updated resume, perhaps an availability statement (where / when), and, perhaps an updated value proposition statement to the list. With each regular update of on line profiles and resumes, send an update to the list. Not every week... but once a month is probably OK.
In each email update, mention the "previous contact" thing briefly to refresh any lagging memory banks. Say, again briefly, that this is an update to the resume, "for your review and comment." Attach it, include it in the email, and/or provide a link to it. Just that: No begging. No "pitch." Just an update.
When the new, "next" job becomes reality, send an email update to the list signaling success and ending the need for assistance. If it's a contract and there are recruiters on the list, mention the contract end date and ask for future job recommendations after that date.
Conclusion
It is what it is.
For first time job seekers or those just beginning the online job search process after some time in a permanent position, ramp-up is considerable and frustration a constant companion. It will take time, especially in today's market, so be prepared for a lengthy process. Be patient, work online and offline networks -- and synchronize.
Bottom Line: Be flexible; every challenge has an opportunity in it somewhere. Get a system together and use it. Success will come.
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