Job Search Innovation Archives - Page 4 of 5

2 More Career Podcasts to Help Your Job Search

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This week, I wanted to share my MUST LISTEN TO career podcasts and hosts. Both are career practitioners but from different perspectives, and bring quality job search advice to their audiences. I hope that you will go and subscribe to their podcasts in iTunes, and engage their content as you see fit. Podcasts are the new talk show, and additionally in this show, we present two career podcasts that are educational in their approach for job seekers.

If you are a college student, a recent graduate or a neophyte professional, then you must subscribe and listen to Dayvon Goddard (@ItsDayD2y), the host and Career Strategist of Secrets of the Hire podcast and blog. Those who are more seasoned would not only benefit Dayvon’s show, but also find more relevant content through Chris Russell’s (@ChrisRussell) Career Cloud Radio podcast. Both podcasts offer substantial value to your proverbial job search advice toolbox.

I like to hear your thoughts and feedback about today’s show in one of three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: mark@thevoiceofjobseekers.com

Voicemail: 708.365.9822

Soon-to-be-graduates, are you taking the whole holiday break off from your job search. Why? There is much work to get done! Dayvon will share five strategies he performed during his school breaks and while classes were in session. Now, Dayvon works for the government, but previously had an accounting position in New York City. He graduated more than two years ago, so he shares what has worked for him so that you can apply it too!

Here are highlights from our discussion:

Start 3:37…

Dayvon shares 5 job search strategies soon-to-be graduates:

Internships. Since your college is a business, ask if you can intern for free. Yes, your university will help you with 5-10 hours weekly for experience.
Leverage Networking with Campus Leadership. Use the down time between classes to talk with the deans and executive leadership on campus. The relationship may result in a reference or a commendation letter. Dayvon also stated that it was important to be consistent.
Network with Social organizations. Not only join social organizations on campus but also take leadership positions that increase your exposure and responsibilities. These can often translate into work experience in an interview. When an interviewer asks, “Tell me about the time you led a team,” you can refer to that experience.
Utilize Career Services. It is an under-utilize resource in everything job search. Their resources are often limitless and also access to people, especially Alumni.
Utilize LinkedIn Now!!! 1) 300 million users 2) Employers are looking for you (70% of employers to recruit) 3) Recent graduates are NOT there (16% of college graduates) 4) Connect as many as you can (Dayvon received four job offers without applying to anything!)

Chris Russell is the founder of Career Cloud Radio career podcast at CareerCloud.com, in addition to his day job as a recruiter. Career Cloud is a site where you can utilize several tools for your job search built around social media. He considers himself as the “Mad Scientist of Online Recruiting.”

On his site you’ll find job postings, membership, and also houses the InstaJob and Talent Xray apps for your smartphone. His podcast is a top 25 business podcast in ALL OF iTunes as it’s downloaded more than 2,000 times daily. I found it originally back in 2008 or 2009 as the “Secrets of the Job Hunt (you can still find it under that name using the TuneIn Radio app).”

Here are some highlights from our discussion:

Start 27:13…

On his site, you can build a “social resume” which is a single page snapshot of all of your social media activity no matter what social media site it is. His tool, “jobs with friends,” connects all of your social media contacts to one database with job leads that potentially leads to referrals through those contacts

Not enough recruiters and employers are not taking advantage of Twitter and LinkedIn by interacting, and giving job search advice such as how to get a job at the company. Although statistics may say that more than 95% of recruiters are using LinkedIn doesn’t speak to the volume of activity and usage to find candidates
Chris explains how recruiters and employers are attractive to a candidate. He suggests using sharing links, writing a blog and showing your enthusiasm or expertise through discussions. As a recruiter, if he has two candidates and one is active on social media, and the other one isn’t, he will likely look at the socially active one first
We discuss the difference between 2009 and now that LinkedIn is currently a true personal website now that blogging is accessible to many of its users. Back in 2009 it was more of a place to house your resume
I asked Chris his opinion on how much someone should share on LinkedIn. Some share as much as they do Twitter, others share sparingly. Listen to his answer as there is much discussion in the career space on what is too much
We discuss the value of the local groups and becoming active on the relevant ones and your industry in general. Jobs are being posted in those groups and sometimes uncover unposted jobs

If you haven’t heard yet, we have a group on LinkedIn where you can join in on active discussion and lend your job search experience. I will post the latest shows there in addition to unpublished job search advice on the blog or our career podcasts. Let me know if you need to know more, use the contact information at the beginning of this post.

Again, check out and subscribe to these career podcasts as they fit your job search needs. Of course, subscribe to this one as your primary way to create the voice that employers will hear and hire.

About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

TweetMyJobs, and Follow Up Advice for Job Seekers

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TweetMyJobs was created and formed in 2009 during the worst economic downfall since the depression. Gary and Lauriana Zukowski leveraged Twitter to help job seekers get the competitive advantage quicker than the job board that were on the market. Steve Levy is an industry leader and mentor in the career recruiting space, who stated the obvious in our conversation, “job seekers, follow-up so you won’t fall behind in your job search.”

TweetMyJobs, a division of CareerArc Group, is the leading social and mobile recruitment and job distribution network matching job seekers with employers. Gary Zukowski (@GaryZukowski) is the co-founder (along with his wife, Lauriana) of TweetMyJobs launched in 2009. The Zukowskis found a way to leverage Twitter to deliver job leads to users, and create a competitive advantage to most of the current job boards. Gary has been seen on CNN, MSNBC, and Tweet My Jobs is often featured on “best of ” career site lists.

Here are some of the highlights of our conversation:

The company was started in 2009, and Gary shares the story of how he and Lauriana started the company in the middle of the Great Recession
Since Twitter is considered a public domain, and more searchable than most of the other social media platforms, was easiest to build job channels to serve job seekers
We discussed how the acquisition of TweetMyJobs by the CareerArc Group brought access to other resources such as internships.com and brilliant technology personnel and eventually opened the door to power jobs to cities as a platform like Atlanta, Newark, and Houston.

Steve Levy (@levyrecruits) is self-described as an “Old School”/”New Cool” Player-Coach-Strategist who recruits to retain, and mentors recruiters to think and perform better as well as employees at all levels to become Talent Scouts. I wanted to discuss follow-up with Steve inspired by his article on YouTern’s, The Savvy Intern Blog, “The Best Rule EVER for Following Up: Promised Plus 1.” During our conversation, I quoted from his article as a good model for following up with a recruiter:

““Steve, while I’m certain you’re the busiest person at XYZ Company, I’m very much interested in becoming the second busiest person there – if not the first. So I’m calling now to follow-up. For me to become the second (if not the first) busiest person at XYZ, I need to hear from you. I can be reached at…”

Other highlights from our conversation:

Steve says that it is not good business if you do not follow-up shortly after an interview with the recruiter
We also discuss that the lack of follow-up says something about the job seeker’s confidence
Picking the phone and not waiting is as much a part of networking and the other components of the job search

About Mark Anthony Dyson

by Mark Anthony Dyson

Competitive Career Site for Finance Graduates, OneWire Edge

As part of promoting STEM careers and featuring job search innovation, today’s spotlight is on OneWire Edge, a leading career site for finance professionals from the creators of Open Door — an exclusive interview series with influential leaders across the financial services sector and beyond.

Eric Stutzke, EVP, Finance and Operations at OneWire answered a few questions for me about the site and why it is helpful to finance graduates to compete for jobs:

1. What is so unique about OneWire Edge other than the finance focus?

“At OneWire, we know how aggressive the job climate currently is for both entry-level and experienced hires. We are dedicated to creating the best career site and tools to provide talented finance professionals everything they need to stay competitive in their job search.

OneWire Edge features tools that help finance job seekers get ahead by analyzing their competition when applying to positions,

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gaining visibility via placement at the top of the employer’s applicant list, as well as staying “in the know” about new opportunities.”

2. What feature of your site would be most useful to a young finance graduate?

“It’s so important for young finance graduates to stand out among the competition. That’s exactly what OneWire Edge helps them do. Our site features competition reports that allow applicants to view in-depth analytics on their competition, including the total number of applicants, years of experience, along with top skills, degrees, and education. Having an inside view into other applicants’ skill-sets allows finance graduates to help position themselves more effectively, whether it’s emphasizing the skills they have that others lack, or addressing areas where they haven’t had as much experience.”

3. Could you please explain the statement in the PR release, “…so we created this tool in order to help talented workers get a leg up on the competition…?”

“The variety of features provided to OneWire Edge users work together to completely transform the job search for finance professionals. The search for your dream job in the hyper-competitive world of finance requires more than the average job search. OneWire Edge provides tools that are essential for finance job seekers to gain the competitive edge over other applicants. For instance, premium status as a OneWire Edge user automatically boosts you to the top of an employer’s applicant list, while you also have access to the “behind-the-scenes” details of who you’re competing against for the position.

“Everyone’s looking for an edge in today’s competitive job market. The features that we rolled out are specifically designed to provide insight and analytics into the job search, and allow candidates to stand out from the pack. Having an understanding of the competitive landscape for a particular position gives OneWire Edge users a unique advantage in how they position themselves and prepare for interviews. The same holds true when evaluating your current skill set against an aspirational position further down the road. OneWire Edge users receive a ‘headstart’ at reviewing and ultimately applying to jobs. Within minutes of positions being posted online, they receive instant notification of the opportunities that match their keywords and/or location, helping them get a leg up over the competition.”

4. What competitive edge would career changers have in using the site over your competitors?

“Switching careers, especially later in life, can be extremely challenging. With OneWire Edge, finance professionals can streamline their job search by being the first to know when new, relevant jobs are posted, applying before the competition, and being fast-laned to the top of the employer’s applicant list. Also,

OneWire Edge competition reports provide insight into the necessary skills, years of experience, and the education of their competitors.

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This is valuable for professionals who are evaluating the information that may qualify or disqualify them when pursuing a change in direction for their career.”

5. In the release it also states, “Instant job alerts allow Edge users to be the first to know when new, relevant jobs are posted…” Could you explain how that would work?

“OneWire Edge users have the ability to create instant job alerts, by keyword and/or location, that are sent to their email the minute they are posted online by an employer or hiring manager. The immediate email gives users an edge when actively or passively searching for a job, as they get the first crack to review and ultimately apply for the position.”

6. How much confidentiality do you recommend users allow for effectiveness?

“We leave it up to the candidate to tell the system how accessible they want their information to be – everyone is in a different situation, and some may be actively looking, or just dipping their toe in the market to see if any opportunities arise in the future.

“For starters, when OneWire candidates create an account, the default setting blocks their current employer from viewing their profile. In addition, the information is secure behind the wall and is not indexed by third-party search engines. Confidentiality is a core pillar here at OneWire, and we provide our users with the flexibility they need to control their visibility across the platform.”

7. Do you have any success stories from your users that you can share?

“During the beta phase of OneWire Edge, we received very positive feedback regarding the instant job alerts and our concept of priority placement on an employer’s applicant list. However, since we only recently exited beta phase in late October, it’s still too early to showcase formal testimonials.”