Hi All!

I recently came across a great blog post by Carol Phillips, a colleague of mine who is also a Millennial (aka: Gen Y) Expert, however she focuses on them as consumers, whereas I tend to focus on them more as employees. And Carol is also the President of BrandAmplitude, LLC and runs the Millennial Marketing blog.

The blog post she wrote, and that I’d like to share with you, is entitled: What the Occupy Movement Means to the Millennial Vote in 2012.

Here is an excerpt from Carol’s blog post:

In the recession-dominated four years since the last Presidential election, Gen Y has gone from being optimistic and ‘hopeful’ to discouraged and angry.  The shift seemed to have happened quite suddenly, triggered by the realization that trillions of stimulus dollars, gigantic industry takeovers and costly bank bailouts were insufficient to create jobs and give young adults a toehold in the economy.

Why ‘sudden’? Even as little as a year ago, I would never have predicted anything like the Occupy Wall Street movement. In fact, when Jon Stewart and Stephen Colbert launched their “Rally to Restore Sanity/Fear” in Washington DC last October, I wondered whether it would resonate with a generation notable for its lack of protest and desire to work within the system to create change:

“… the truth is, this generation does care. They are caring by not participating, by disassociating. Stewart also understands this; he gets their approach. They are conservative liberals. They want to change the system without marching down Main Street. Without lowering themselves to the same tactics, name calling and bickering they detest. It’s hard to have a voice when you are disgusted by the tone of the conversation. So instead of joining, they are quiet rebels who challenge the status quo by the way they live, not how they protest. …. The “Rally to Restore Sanity” was a TV staged event they attended, not a grass roots rally they created. Just like Demand TV or ITunes, it was offered up and they clicked “attend.”

When you’re hurting, inequity is an easy concept to grasp — just ask any four year old.  In 2011, evidence of unfairness was easy to find.  The concept that lit the spark was growing lopsidedness in wealth distribution. The target of resentment was easy to find, as well – Wall Street. The way money is made by corporate fat cats and Wall Street bankers became the focus of Millennial discontent, not those who set the rules in Washington. This is good for Obama, and bad for Republicans who are more associated with the 1% than the 99%.

So, what does Carol think it will take to win the Millennial vote in 2012? Click here to read her entire blog post and see what she has to say!

Bye for now,

Lisa

Hi All!

Okay…so for over 5 years companies have been hiring me to conduct presentations about how to manage, recruit and retain Millennials (aka: Generation Y). And, as an expert, they also hire me to conduct training workshops for Millennial employees that cover leadership, business etiquette, generations at work, communication and personal branding for career success. BUT, according to an article I came across yesterday, it looks like I might see an uptick of even more Fortune 500 companies contacting me.

Why? Well, according to the article entitled, “Gen Y Traits in the Workplace Unveiled” by Kristin Burnham, she shares:

Millennial Branding together with Identified.com, studied 4 million Gen Y Facebook profiles to obtain better insight into how members of this generation operate professionally-a topic of increasing importance as they are projected to make up 75 percent of the workforce by 2025.

According to the study, only 7 percent of Gen Y reports working for a Fortune 500 company-a statistic in line with another report that predicts that 40 percent of the Fortune 500 will no longer exist 10 years from now.

So, where are they going to work? The article states:

Instead, Gen Y workers are turning to startups in which the hiring process tends to be much quicker than that of the Fortune 500, and where Dan Schawbel says Gen Yers feel they can make more of an immediate impact.

While Gen Yers are turning more to startups for employment, they’re also branching out on their own in what Schawbel calls an “unprecedented entrepreneurial spirit.” “Owner” is the fifth most-popular job title, trumped by “server” (No. 1), “manager” (No. 2), “intern” (No. 3) and “sales associate (No. 4).

Retention is also a challenge with Gen Y because according to the report, they only average 2 years at their first job.

These are serious statistics and facts that large companies need to be aware of. If 75% of our workforce is going to made up of Millennials by 2025 (that’s only about 10 years away!!) companies need to start preparing NOW for a solid recruitment and retention plan of talent. I’ve been preaching this for a long time and the smart companies are already doing everything they can to retain their younger talent because they know their companies’ future well being NEEDS younger talent now, and they need to groom them for future leadership positions.

On average, 1 Boomer is retiring every 8 seconds, so companies are also scrambling to retain their employees who are 55+, too. NOT every Boomer was affected by the economic downturn so we have millions of them who CAN retire comfortably at 60-65 years old but companies need their expertise and knowledge to help the younger employees grow.

I’ve written TONS of articles, and have been interviewed by countless media, about these topics because it’s ALL true. But I also find many companies still have their head in the sand and suffer from denial. I have endless research material on the labor shortage the US is facing, and it’s based on the perfect storm of birth rates, Boomers retiring, etc. The numbers don’t lie, people!

Sure, because of the current economy it’s still an “employers” market…however I’ve been warning executives in my seminars that it will change soon, and the competition for talent is going to re-ignite and then it will turn into an “employee” market again and employers will be begging for top talent…and employees will be in control of the whole enchilada.

EMPLOYERS: Start planning NOW and get ahead of the curve…and if you’re a Fortune 500 company, as many of my clients are, YOU really need to take all of this seriously!

Bye for now,

Lisa

Hi All!

Read these scary statistics carrefully. They are fightening:

According to this 2010 report, The EBRI Retirement Readiness Rating^TM: Retirement Income Preparation and Future Prospects, by Jack VanDerhei and Craig Copeland of EBRI.org: 47.2% of older Boomers (56-62) are at risk of outliving their retirement savings. And 43.7% of younger Boomers (46-55) are at risk of not having enough money for basic monthly expenses when they retire.

These sobering statistics have millions of Boomers currently wondering, “What can I do to generate income, full-time or part-time, that is flexible, interesting, fun, possible to start on a tight budget, and do way into my golden years?”

I wrote my newest book, “Boomers into Business: How Anyone Over 50 Can Turn What They Know into Dough Before and After Retirement”, to answer those questions. I explain how to take what you know, from your career experience or hobbies, to develop a “topic expert” platform that can lead to consulting others, conducting training seminars online and offline, developing many strategies for on-going passive income, and much more.

And it doesn’t matter whether you’ve been an employee your whole career or whether you are currently self-employed. Nor do a person’s education level, career background, or business experience matter. The book was written to take a lot of guesswork out of the process.

Basically, most everyone knows something, from their career background, life experiences or from a hobby that other people will pay to learn about. Whether you’ve been an HR professional your whole career, or a construction worker, homemaker, lawyer, Life Coach,  housepainter, or a lover of growing roses, my book teaches Boomers how to monetize what they know to create a good income, in a wide variety of ways, as a topic expert.

And the book not only teaches how to determine a topic focus and how to create a unique brand platform, but it also outlines the tools needed to launch. Plus, I asked 15 other business experts to provide chapters on PR, marketing, and social media strategies, plus many more business-building and revenue generating ideas.

The reviews on Amazon have been great so far, and here are 2 examples of how my new book is helping those who read it:

“I’m now 50, a single mom with a teenage son, and I’ve worked at Title Insurance companies for over 20 years. I currently don’t have enough money to retire comfortably in my 60’s and have been trying to figure out what I can do make money on-the-side of my day job,” says Kathy F. in San Jose, CA. “ ‘Boomers into Business’ was a godsend! It opened my mind to possibilities I had never thought of before and I’m now developing ideas for an expert platform and consulting business that will provide me with the additional income I need to be more comfortable now and later in my life.”

“This book was so helpful, easy to follow and really fun to read! It’s loaded with
ideas that I can refer to again and again,” shares Marilyn F., a 62-year old Boomer in Santa Cruz, CA. “I’m already self-employed but learned how I can expand my services to be much better off financially. Plus, I learned tons of new marketing strategies that are really effective. I highly recommend this book to any Boomers wanting to improve their financial futures or who are seeking ways to change their career path.”

So, if you can relate to anything you’ve read in the blog post, check out my book on Amazon. It’s available in both Print and Kindle versions, and for a small investment it could bring you a serious return that can help your retirement picture.

And, for any of you Millennials (aka: Gen Y) wondering what to get your Boomer parents for Christmas, my book is a great gift idea! You’ll be responsible for helping your aging parents and this book might help improve their future income situation.

Bye for now!

Lisa

Hi All!

I came across this interesting article today on Yahoo! Finance and wanted to share it. The information provided is certainly helpful for recent college grads, college students, and Millennials (aka: Gen Y) in the workforce to be aware of as they plan their career paths.

Normally, we see tons of articles that are about “the hottest careers“, so I thought a topic about careers that are the most overrated was a fun twist!

Here’s an excerpt from the article, 12 Most Overrated Jobs, by Daniel Bukszpan, courtesy of CNBC:

When parents look at their young children and imagine what they’ll be when they grow up, many different possibilities come to mind. They dream of little Junior growing up to be a surgeon, or perhaps a commercial airline pilot, or maybe a banker, and they imagine a rewarding future of power, prestige, and high pay.

The reality is actually a little different. The job search portal CareerCast.com , created a list of 12 jobs that are traditionally believed to be great occupations, but that actually look a lot better on paper than they might be in reality.

Despite the public perception of some of these jobs as impressive and rewarding, some have less-than-stellar salaries and frankly lousy hiring prospects. Others come with so much on-the-job stress that the six-figure income barely seems worth it, particularly when the work involves the safety and well-being of others.

Whatever the case, CareerCast.com characterizes all of the following jobs as overrated, but with important caveats: “A job that’s overrated doesn’t mean it fails to serve an important function in our society. In fact, these jobs play an integral role in our workplace,” says the website . “It’s just that the hype surrounding them sometimes makes these jobs sound much better than they really are.”

So, are you curious what the 12 most overrated jobs are??? I’m sure you are!

Click here to find out!

Bye for now!

Lisa

As you read this, Millennial (aka Gen Y) Professionals are being actively recruited prior to, and upon, college graduation. Many are already busy navigating the waters of their first (or second) professional job since graduating.

And as I write this, well-known companies are hiring me to conduct seminars to educate their HR executives and internal recruiters about attracting and recruiting Millennial Professionals, as well as conduct seminars to educate their Gen X and Boomer employees about managing, motivating and retaining them. So, this isn’t just me saying they are a big deal to the future of our professional workforce; companies all over the U.S. and abroad are starting to see it, too.

But before I get into why they are creating a new dimension to diversity, let me give you a snapshot of why this new generation of young professionals has become such a hot commodity in the media and the business world. One key factor is the looming reality of the Boomer Brain Drain that companies across the country are going to feel over the next decade. Here’s one simple statistic, out of many, from the Office of Employment Projections that will quickly put this into perspective: The average large company in the U.S. will lose 30-40% of its workforce due to retirement over the next 5-10 years. Ouch.

And we have as many Gen Xers on the planet as there are going to be, so the replacements for this massive Boomer exodus are the Millennial Professionals. That is why M.B.A. students were being offered amazing employment packages a few years ago, and impressive signing bonuses were being offered. And, due to demand for talent, that trend will pick-up again as the economy recovers. Basically, out of head count necessity, recruiting and retaining them has turned into a big, competitive business.

Through the research for my books, I also realized many Gen X and Boomer professionals in today’s business world rarely have a clue about this new generation entering their domain. This research also led me to understand that the Millennial Professionals have their fair share of complaints about their older work colleagues, and one of their biggest complaints may surprise you.

Aside from companies clamoring to implement, or improve, their rewards and recognition programs, and scrambling to find unique ways to recruit and retain Millennials, they are also dealing with a new dimension to diversity this generation creates. Here is the big complaint I alluded to that may surprise you: Many Millennial employees are claiming to be victims of reverse age discrimination.

We all know age discrimination has typically referred to older employees feeling bumped out by younger co-workers. And this is still an on-going issue as reflected in high profile lawsuits that involve older employees suing companies like FedEx and The Tropicana Casino. In both cases, older employees claim they were laid-off so that the companies could replace them with younger employees who they could be paid less.

But I recently moderated a panel made-up of 5 Millennial women, between 22-26, and they each came from different companies whose names you’d know. All the women had Master’s degrees and each panelist came from a different ethnic background.

When I asked them if they felt they had the same opportunities as their male colleagues, they all quickly said that they felt that gender discrimination was a non-issue (from what they had experienced thus far). And they said that their race was not an issue at work. But they ALL said they face age discrimination on a regular basis and that it was very frustrating.

The 100+ audience members (mainly women in leadership positions ranging in age from 30-60) found this to be so interesting. Most Boomer and Gen X women in business have been battling gender discrimination for years. And, on top of that, many Boomer and Gen X women of color have had to also deal with race discrimination in the workplace. So it was a surprise to the audience that these Millennial women felt neither of those things affected them (at this point in their careers). To them, it was all about not getting respect from older employees because of their age.

Several of the panelists went on to say that they were thankful they were entering the business world at a time when so much correspondence is done online, and relationships are forged virtually, because it gives them the opportunity to establish their credibility with colleagues before having to meet them in-person. Each of the women did look young and they felt that was a liability. I was quick to say they wouldn’t feel that way when they were older…they’d be praying to look young again! But all joking aside, I understood what they were saying and respected their frustration.

On a positive side note in terms of diversity, we have a strong generation of young women coming up and a generation where gender and race lines are becoming blurred. A majority of Millennial women were raised to believe they could do anything boys could do and they were just as important and as smart as boys. This is also the first generation where boys and girls hangout together as platonic “buddies” starting from a young age through college. This is also a generation where over 80% answered “Yes” when asked if they were okay with marrying, dating, or having a life partner outside of their race (2007 California Dreamers Survey conducted by New America Media).

After moderating that panel, and speaking to many more Millennials about their experiences with age discrimination, I now really emphasize the importance of respecting them as “people” when I talk to Boomer and Gen X executives in my popular Get A Grip On Gen Y Seminar. I let them know this generation expects to be respected from Day One, regardless of their age or experience, and that a key strategy for retaining them is respecting their ideas and encouraging them to offer opinions. This may seem like common sense to you, but I talk to many Millennials whose bosses disregard their ideas and/or rarely ask their opinion about anything. Unlike some Boomer and Gen X employees who may tolerate this from their bosses, Millennials will quickly quit.

It is critical for employers to recognize that aside from race, gender and lifestyle diversity, age diversity is now something to be aware of. Younger employees probably won’t sue you based on age discrimination like older ones might, but they can still wreak havoc on your company’s stability. It’s impossible to grow and groom your next generation of leaders if they don’t stay!

Hello!

I recently read an interesting article written by Jessica Stillman for BNET.com about PricewaterhouseCoopers’ 2011 Global CEO Survey. And I wanted to share one of the key findings from it that I believe you’ll find interesting and helpful regarding what Millennials (aka: Gen Y) value most from their employers. This info may surprise you!

Plus, the results of PcW’s survey support why prestigious organizations, such as Johnson & Johnson, eBay, Intuit, Wells Fargo and various colleges, have hired me to conduct my Personal Leadership Branding Workshops and my Millennial Leadership Business Boot Camps for their Millennials.

Key Survey Result You Need to Know:

PwC’s new report states: “For Millennials, training and development is the most highly valued employee benefit. The number choosing training and development as their first choice of benefit is THREE times higher than those who chose cash bonuses. And 98 percent surveyed believe working with strong coaches and mentors is an important part of their development”.

PcW spoke to 1,200 company leaders and government officials from 69 countries for this report, and according to Stillman’s article, the results for attracting and retaining the best Millennial talent boils down to: Play down hierarchies, play up achieving mutual support of larger goals versus just moving up the ladder, and provide Millennials with mentorship and career development training.

And with the massive talent shortage company’s are facing, now and especially in the future, a majority of the CEO’s surveyed stated that recruiting and retaining the best talent of young workers is a major concern of theirs. So they are very focused on what younger employees require to work for their companies…and stay working for them.

As I mentioned earlier, many well-known organizations have hired me to conduct my popular leadership and business etiquette seminars, and personal branding workshops, for their Millennial talent. And this new PcW study shows why!

You can visit my website for more info and see all the presentations that I can conduct for your Millennial employees or college students.

Bye for now!

Lisa

Hi All!

Nowadays, most people seem to be solely focused on social networking online. And, yes, while I am a firm believer that Twitter, Facebook and LinkedIn are AMAZING tools for making professional connections, I find that many Millennials (aka: Gen Y), and even members of older generations at work, such as Gen X, Generation Jones and Boomers, forget about “the other” type of networking…attending industry mixers and professional association gatherings!

Quite honestly, I find that attending in-person networking events can typically yield me positive business results faster than relying on social media networking. Therefore, I make an effort to include in-person networking to my personal brand-building mix.

But, I also find that many people are not that great at using their valuable networking time wisely. As a result, I make sure to include tips on “effective networking at events” in the Personal Leadership Branding seminars and Millennial Business Boot Camp workshops that I conduct for corporations and college students. It is key to your career success!

So whether you’re a job-seeker or simply wanting to expand your professional network outside of your office to “increase awareness for your personal brand”, keep reading!

Here are Ten Tips I suggest to make your off-line networking efforts successful:

1. Show-up with your business cards! People often forget their cards, or only bring a few, and that’s embarrassing. Bring a substantial stack so you don’t run out. And, if you’re a job-seeker who is unemployed, make your own cards and consider making them 2-sided so that you can list your qualifications on the back. Plus, bring copies of your resume “just in-case”!
2. Don’t be shy. Remember, everyone is there to meet new people, so you are all in the same boat. Find someone standing alone or a small group of people, walk up, extend your hand (for a FIRM shake), smile and introduce yourself. It may feel odd at first but people who network a lot are used to strangers approaching them. And if you say it’s your first time attending the mixer, they’ll normally want to help you meet other people.
3. Practice your 15-second “personal infomercial” (aka: elevator pitch) before you arrive. When someone asks what you do or why you are there, be able to explain yourself in 15-seconds or less. DO NOT bore people with a long personal pitch or a bumbling explanation about who you are and/or what you’re seeking.
4. You should take an interest in the people you meet first. It’s common to ramble on about yourself when you’re nervous, so make a serious effort to ask people questions and LISTEN to what they share closely.
5. Depending on the length of the mixer, try not to spend more than 5-10 minutes with each person. You’re there to meet a lot of people! Now if you’re really enjoying yourself with someone, maybe spend a bit more time. BUT, KEEP IN MIND, they may want to be moving on to meet more people, too, so don’t monopolize their time. They might be too shy to excuse themselves, so be mindful of time, and watch their eyes and body language!
6. If alcohol is being served, don’t overdo it. I’ve seen quite a few people early-on at an event making a great impression and then, after a few drinks, it goes downhill. Remember: If you’re an employee, everything you say and do at the event will not only impact your personal brand but will also reflect on your employer’s brand!
7. Make a lot of eye contact with people and smile! It’s all about human contact, and smiling will draw people to you. However when most people get nervous they tend to stand on the sidelines and hope people will come to them. A genuine, sincere smile will relax people and will make connecting with you more inviting…exuding confidence it key!
8. Practice being a good conversationalist. Rather than JUST talk about you, your job and your purpose for being there (or theirs), have a few interesting questions memorized, and ask about kids, travel, previous jobs, pets, sports, current events, etc. This can help you quickly bond with people beyond “business”. Also, by really listening to people (which many people are NOT great at!) questions will come up naturally that you can ask to keep the conversation going. And, personally, I avoid topics around religion and politics…there’s no need to get yourself into a potentially controversial conversation!
9. If someone approaches a group you’re talking to, immediately extend your hand, smile, and make them feel welcome. Remember, they are probably nervous, too!
10. Send a hand written follow-up note to all the people you meet (mail them within 1-2 days). The immediate thought, especially by Gen Y, is to send an e-mail or text message, but a good ‘ol fashioned “Nice meeting you” greeting card, sent via snail mail, makes a BIG impression on people, from ANY generation…because people rarely send them nowadays!

Okay, now find some good association mixers and industry events in your area, and try to attend at least 1-2 per month, consistently. There is a very good chance you’ll reap the benefits of your off-line networking efforts fast, such as: See your professional contacts database grow quickly; find career-building opportunities otherwise missed; and, for those of you job searching, potentially get leads on good job opportunities!

Here’s a great quote I read a while ago (but I can remember who said it): “Take your online connections off-line, and take your off-line connections online”. Great advice!

 Bye for now!

Lisa

New Book Explores the Good, the Bad and the Ugly of Internships in America Today!

Hi All!

I wanted to share this Press Release with you about a new book I highly recommend checking out, Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle, by Heather R. Huhman.

PRESS RELEASE:

Today’s internships are creating and evolving the next generation of our workforce – and generating controversy, urban myths, and false prophets. In her newest book, Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle (Happy About, 2011), career expert and experienced hiring manager Heather R. Huhman examines the condition of internships in today’s economy – and tackles the good, bad, and ugly.

Available on June 6, 2011, Lies, Damned Lies & Internships explores the current state of internships, buried in misconception, exploitation, and controversy, and gets down to what really matters: experience and education.

Huhman, who has been recognized by CNN/CareerBuilder for the past two years as a ‘top job tweeter you should be following’ and included in Monster.com’s ‘The Monster 11 for 2011: Career Experts Who Can Help Your Search,’ says, “As a five-time intern and proud intern-employer, I believe that an intern is hired to learn, not to go on coffee runs and make endless copies. In fact, internships aren’t meant to be ‘jobs’ at all. This book looks at both sides of the internship debate – and ignites a new discussion amongst legislators, employers, universities, parents, and, of course, interns.”

Lies, Damned Lies & Internships includes a forward by Mark Babbitt, CEO of YouTern. According to Babbitt, “It is time for all of us, across the board – corporate America, higher education and the intern candidates themselves – to focus on the importance of high-quality, mentor-based internships as a means to transition from academic pursuits to the real world.”

In Lies, Damned Lies & Internships, Huhman discusses:

• Recent controversies surrounding internships
• The importance of internships
• Characteristics of a good internship program
• How to create an internship program
• Current problems and possible solutions
• An analysis of “internships gone bad”
• How to turn an internship into full-time employment
• How to turn interns into full-time employees

Lies, Damned Lies & Internships is available for purchase and download at Happy About. Soon, the eBook also can be enjoyed on the Kobo, Kindle, iPhone/iPad, Nook, and Google Books. 

ABOUT HEATHER R. HUHMAN:

Heather R. Huhman is the Founder & President of Come Recommended, and has nearly a decade of public relations and marketing experience, specializing in media relations, content marketing, and social media. She is also a well-recognized career expert, an experienced hiring manager, and someone who has been in nearly every employment-related situation imaginable.

Grab a copy of her book today! It’s interesting and definately worth reading!

Bye for now,

Lisa

Hi All!

Why do smart companies, large and small, spend so much time seeking ways to retain Millennials (a.k.a. Gen Y) and groom them for leadership? It’s truly boils down to basic math.

According to the Employment Policy Foundation (EPF), our country is at the beginning of a labor shortage of approximately 35 million skilled and educated workers, which is estimated to continue over the next two decades – especially now that Baby Boomers are starting to retire at an estimated rate of 1 every 8 seconds.

Out of necessity, Millennials – many of whom may only have one to three years of career experience – are moving into management roles much sooner (and younger!) than the generations before them did – and are expected to perform in these roles successfully. That’s why many companies also hire me to conduct my leadership training workshops and seminars for their Gen Y workforce!

Based on these facts, CareerBuilder.com invited me to write a 3-part series addressing this topic to help employers better retain and groom their Millennial talent for leadership.

And, they also decided to run a contest where you can win a copy of either of my books, Millennials into Leadership or Millennials Incorporated!

All you have to do is submit a 1-2 sentence answer to this question: “What advice do you have for working with Millennials?”  (submit to CareerBuilder.com in the comments section of the third article below).

Ten (10) lucky winners will be drawn at random by CareerBuilder.com! But their contest ends tomorrow, May 20^th, so submit your answer today. Click here for entry info!

To read my 3-part series, simply click on the links below:

Part One: Six Ways to Retain Your Gen Y Employees

Part Two: 9 Ways to Teach Gen Y Employees a Leadership Mindset

Part Three: 12 Problem Solving Tips to Teach Your Gen Y Future Leaders 

And many thanks to Mary Lorenz, staff writer at CareerBuilder.com and manager of CareerBuilder’s popular blog, TheHiringSite.com. Mary is who contacted me about writing for them. Thank you, Mary, for your interest and support! 

Bye for now,

Lisa

Hi All!

We all know the current job market is tough, regardless of what generation you’re from. But for many Millennials (aka: Gen Y), who are inexperienced when it comes to searching for a job, it can be an even tougher time. So this article provides all you newbie job seekers, and recent college grads, with (7) tips that will give you an edge over your job-seeker competition.

1. Start a Blog: Not “just” a blog – a blog that covers the news and information about specific companies, or industries, where you’d like to work. You can then contact the company(s) and let them know you have a blog that is “about them and their industry”. This can attract their attention and give you an edge over just submitting a resume. Even micro-blogging on Twitter using this strategy is smart. It helps you promote your Personal Brand!
2. Make Yourself Known: Many newbie job seekers send their resume and then do nothing. Making 1-2 follow-up calls is not enough. Until someone tells you “the position is filled”, keep calling, emailing, and inquiring. Sure, it may seem like you’re annoying, but you are making yourself memorable, and that’s key.
3. Know Your Target: Make sure you include the terminology used within that industry, and/or by that company, when submitting your info to them. This can range from the job titles they use to the industry/company jargon they use. The point here is to make your resume and cover letter “customized” to them, not generic to ANY industry and/or company.
4. Don’t Rely on Your Computer: Yes, the Internet is a powerful networking tool. And, of course, network on social networks like FaceBook, Twitter and LinkedIn. But face-to-face contact can be more powerful. Attend local professional networking events in industries you’re interested in. Interested in a Marketing career? Attend your local AMA chapter mixer. Each month, attend as many “live” networking events as possible. Not only will you make a lot of contacts but you’ll become better at “selling yourself” which can help when you interview.
5. Make Business Cards: Don’t arrive to networking events or job interviews without business cards. You can even make your title “Job Seeker in Finance” (or whatever you’re looking for). And on the back print a few bullets about you: Education, Degree, strengths, etc. These can be like mini-resumes and they give you something interesting to hand to people (versus writing your contact info on a napkin at an event). Make your own cards and get them printed inexpensively through online services like LogoMaker.com.
6. Thank You Cards: Whenever your return home from an interview or networking event, or even from a casual encounter with someone you met at a party where you discussed your employment, send a hand written thank you note to everyone you met. People tend to send thank yous via email, but a hand written note makes a big impression nowadays because very few people send them!
7. Be “Employed” Through Volunteering: If you’re unemployed, use some of your free time to volunteer at a local non-profit. That reflects well on you when interviewing. You can say that you volunteer 15-20 hours per week for XYZ organization and your tasks include…employers want to know you’re “doing something” other than looking for a job full time. It also shows them you’re hard working and not just sitting around your home waiting for a job.

And, don’t be afraid to get creative! There was a great story last year about an unemployed father of 3 from the financial industry who wore a nice suit and a sandwich board on the streets of New York, advertising he was looking for a job. And you know what? Within a short time he landed a job with a top company in his industry! Why? Because people from that company saw him daily and started to talk to him…may sound a bit nuts, but this economy is a bit nuts, so think outside the box in your job seeking efforts!

Bye for now,

Lisa