Strategies are only as good as the goals you set yourself and the analysis and planning on what actions are needed to get to where you are aiming at.
There are many options to choose a specific career goal. A common theme so is the longer the search usuallytakes the less specific and the less ambitious the goal could get – down to level of just hire me, I don’t care, just give me a job.
In order to not get too desperate and fuzzy about your future, the best options is to set yourself a most inspiring and ambitious goal as well as the next minmum acceptable career step. And if you like you can identify just another goal also in between the best and worst case. For each of the goals you could then work out a specific strategy.
Before you think Linkedin is your saviour and expect a quick that is how you do it please do a reality check first.
Take a look backwards say about a period of three years. In this period have you searched for a new job and how did you find this new job. If you were not job searching in this period think of any of your people around you such as colleagues, friends or family members. Do you remember someone in this period on how they found a new job ?
Take this quick poll to see how likely each of the job search options listed helped people to find their last job and compare to the number of people who found a new job through the use of Linkedin:
Probably you expect a quick answer and again like I did with the reality check I want to walk you throug another self reflection process so you find the best approach and not just a laundry list.
Known Linkedin Gurus have listed a lot of advise and I will repeat it here again. But just following this laundry list of actions would it be better to focus on the ones that do really get result and avoid even those that might backfire on you ?
This all good advise, but if you are new to Linkedin you need to do some work to get it to work for you in your job search:
1) Key Principal: If you want to see people’s profile or you want to be found by others you need to be in their Linkedin network. The Linkedin network border is not more than three connections away. Anyone’s profile outside you cannot view. So one of the key actions you will need to take is to connect to people with many connections. Where do you find those – one good place is here: Top Profiles on Linkedin to Learn From
By now you might be thinking so much advise – more than 24 items in this post, but which are the key ones which of this yield the best results and are manageable in time and work load ?
There are two main strategies you can drive. The first is the push strategy where you actively search for job opportunities by using Linkedin Job Search or connecting to people or recruiters and sending them a inMail or joing a Linkedin Group – there are a list of some large ones dedicated to job finders in my blog post: Top Ten Largest Groups on Linkedin.
The second is the pull strategy. Here you want to attract people to your profile and then finally coming to you to offer you a new job.
For all of these strategies and actions therein there are Key Peformance Indicators that you can measure yourself and again and even use this data and benchmark anymously against other Linkedin Users. Such Key Performance Measures are for example Number of Profile Views or Number of times your Profile appeared in a Search. Through this benchmarking exercise you finally come to the key few actions that you need to take in order to be more successfull in your search for a job on Linkedin.
So please spread this benchmark widely amongst Linkendin Users: Need a break – benchmark will come soon…sorry.
Retweet This Page: Often I get asked what are the best practices in creating a compelling Linkedin Profile. My answer is that it depends on the target audience. Are you aiming to get hired or are you aiming to build a large network.
Did you ever wanted to know how attractive your profile is compared to others. Here is the opportunity for you to do an anonymous benchmark against other linkedin profiles.
Please keep sending interesting profiles to share.
14) Paul Smith: His underlying thoughts when creating his profile where:
“As someone with a strong visual preference I decided to structure information about my job experience into 3 sections for each job:
* “Soundbite” type headline
* Contextual descrition about the job – to set the context for the * points
* Bullet points / achievements – trying to keep the * to the line….. ”
15) Another excellent profile I have just viewed is from Peter Osborne http://www.linkedin.com/in/peterosborne1
He puts great emphasis on the catch line in the title – what is your true intend or mission instead of the job position and second he emphasizes his contribution in his summary – what he can do for the viewer of his profile.
“Picture this. You meet someone new. “What do you do?” she asks.
“I’m an architect,” you say.
“Oh, really?” she answers. “Have you designed any buildings I’ve seen?”
“Possibly,” you reply. “We did the new student center at the university…”
“Oh wow,” she says. “That’s a beautiful building…”
Without trying — without blowing your own horn — you’ve made a great impression.
Now picture this. You meet someone new. “What do you do?” he asks.
“I’m a passionate, innovative, dynamic provider of architectural services with a collaborative approach to creating and delivering outstanding world-class client and user experiences.”
All righty then.
Do you describe yourself differently – on your website, promotional materials, or especially on social media – than you do in person? Do you use cheesy clichés and overblown superlatives and breathless adjectives?
Do you write things about yourself you would never have the nerve to actually say?”
Join the Group: World’s Best Business Schools on Linkedin
As I am a big believer in the wisdom of the crowds I created a rating site for Linkedin Profiles on Google Moderator. Vote on any of the Profiles listed plus submit your own suggestions and spread the word to the crowd. Let’s see who are the role models of the best linkedin profiles.
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