Exclusively prepared for:
July 15th 2010
An LOOK INTO WEB 2.0 Tools for Your Job Search
An LOOK INTO WEB 2.0 Tools for Your Job Search
Daniel Guelzo CTC, CPCDaniel Guelzo CTC, CPC
Served 9 years as a Tactical Air Control Officer United States Navy
National Practice Director Talent Strategy at Spherion www.spherion.com
14 years of experience in building local and national recruiting teams within the Accounting/Finance, Banking, and Information Technology communities.
IMA Atlanta Chapter President / VP of Corporate Sponsorship 800+ accountants
www.imaatlanta.orgCo-Founder of Cornerstone Career Ministry 200+ attendees www.fbcwccm.org
Speaking engagements and networking events: GAPS (Georgia Association of Personnel Services) Networking Events / IMA / FENG / RUMC / CCM / C3G Networking in Today’s Web 2.0 Revolution What is Your Plan B Building Resumes That Will Open Doors I’m on Linked In…. Now what? Opening eNetworking Doors
AgendaAgenda
Good News for Job Seekers!
History of the Job Search Process 80’s 90’s and today.
What is the Web 2.0 Revolution
Using the Web to differentiate yourself as a candidate
Taking Control of your Job Search— Google— Working with Recruiters
Good news Good news Companies are adding Companies are adding payrollpayroll
Total nonfarm payroll employment grew by 431,000 in May, reflecting the hiring of411,000 temporary employees to work on Census 2010, the U.S. Bureau of LaborStatistics reported today. Private-sector employment changed little (+41,000).Manufacturing, temporary help services, and mining added jobs, while construction
employment declined. The unemployment rate edged down to 9.7 percent.
APRIL 162, 000 MAY 411,000
Top 20 Fastest Growing Top 20 Fastest Growing IndustriesIndustries
Management / Bus Services (80% growth)
Back to the future please…..Back to the future please….. A look at the Job Searh in the stone A look at the Job Searh in the stone age!age!
1980 – 1990’s
Back to the future Back to the future please….. please….. A look at talent acquisition Web 1.0 A look at talent acquisition Web 1.0 StyleStyle
1990 – 2000
One Way communication: • Sites pushing out job search content• First targeted to companies looking for talent
One small step for man kind..
One giant leap for the job search!
1995
1999
PC Magazine Top 20 Job Search Web PC Magazine Top 20 Job Search Web SitesSites
Beyond.com claims to be the “largest network of niche Career Communities On the web.
Web’s Biggest Job site 23 million
Largest online ClassifiedsHigh-tier Site for executivesJust Employer’s OpeningsSearch Engine for all sites Formed by Large Employers
PC Magazine Top 20 Job Search Web PC Magazine Top 20 Job Search Web SitesSites
Claims it was the “world’s first Internet Recruitment Site”Built to help employers and recruiters to work togetherDesigned to be a Professional Networking site… now a job site
Where does your resume go once it hits Where does your resume go once it hits the web?the web?
Technology has created a fast and efficient process to get your resume out to the companies
1980’s = 20 resumes
1990’s = 100+ resumes
2006 1 job posting = 150
2010 1 job posting = 800
Where does your resume go once it hits Where does your resume go once it hits the web?the web?
Your resume is going into a very big black hole!
1000’s of resume per job posting and it’s stillthe preferred method of getting your resume out
Linked In SurveyLinked In Survey
Understanding the pain of Corp HR
• 2/3 of all Human Resources personnel were laid off during the economic downturn• Technology has created an overwhelming problem for HR with tons of paper
• New technology continues to create fixes : VMS – Resume Data Base Programs
The Human element has been removed from the process
How do you stand out in a sea of thousand How do you stand out in a sea of thousand resumes?resumes?
Networking your way to a new career!
Job Search PreparationJob Search Preparation
The Power of Networking -- In almost every job search tip column and book there is a section dedicated to networking.
A referred candidate has a 35 to 1 chance of getting hired
vs. 500 to 1 for the typical candidates. Source www.jobster.com
Web 2.0 Revolution? Social eNetworking?
Jim B
rownin
g
Ruthie Powell
Debbie Rodkin
Tom Darrow
Bob Littell
The creation of Online Networking The creation of Online Networking Sites Sites
the Web 2.0 Revolution was bornethe Web 2.0 Revolution was borne
Blogs, social networking sites and automated biography tools have made:Data more current and complete
Owned and updated by the members
Two way shared web. Social Networking sites.
Blogs. Anything with user generated content.
Standing out in a sea of resumes with Web Standing out in a sea of resumes with Web 2.02.0
Ability to find and connect with Hiring Managers directly.
What’s New in Social Networking?What’s New in Social Networking?
Secret of getting a job in this market Secret of getting a job in this market is:is:
Know what your 100% market-ability is (market value)
Conducting a “targeted” search with a specific marketing campaign
— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity
Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story
Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you
What is my 100% market value?
What are my secondary markets?
What happens as I move away from 100% market?
• Increased risk of failure for company• Decrease of financial reward to you
IndustryLike companies / like industries / like skill sets
Proven abilities – success stories - SAM
Building your list of Building your list of prospectsprospects
SIC Codes ( Standard Industrial Classification )
Secret of getting a job in this market Secret of getting a job in this market is:is:
Know what your 100% market-ability is (market value)
Conducting a “targeted” search with a specific marketing campaign
— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity
Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story
Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you
Your Mission Your Mission PossiblePossible
1. Uncover the name of the hiring manager
• Find the “Pain Holder”• HR Generalist & Recruiters
are only intermediaries
2. Indentify the Short Termand Long Term objectivesof the job / dept / company.
3. Create an Achievement Based marketing campaign that fixes those problems.
Stats Current Membership: +60 Million A new member joins LinkedIn approximately every second Executives from all Fortune 500 companies are LinkedIn members.
— US Membership: ~35 Million 90% hold 4 year degree
— 50% of these members hold advanced degrees 80% 24-54 years old LinkedIn platform available in 4 languages
— English— Spanish— French— German
LinkedIn’s press site.
5,400 People will Join before we finish
86,000 People will Join today
Linked In SuccessLinked In Success
My Linked In OpportunitiesMy Linked In Opportunities
If you don’t have a large network you won’t get a results
Searching on GroupsSearching on Groups
From “Find People” select “Search within my Groups”
•Click on a particular group
•Include Company names / Job titles
Hint to joining Groups•Search on candidates•Look at their Groups•Click on their groups •request to join
Value: you may not know them but you are connected via groups
Would you like to know how to leverage Linked In for free?
Secret of getting a job in this market Secret of getting a job in this market is:is:
Know what your 100% market-ability is (market value)
Conducting a “targeted” search with a specific marketing campaign
— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity
Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story
Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you
Genuine Parts Example (Accounting / Duluth Genuine Parts Example (Accounting / Duluth GA)GA)
Wher
e’s
the
pain?
Short /
Lon
g Ter
m o
bject
ives
?
Genuine Parts Company Genuine Parts Company ExampleExample
Web 2.0 Tools for your Job Web 2.0 Tools for your Job SearchesSearches
What if I don’t have a lot of Linked In contacts?
How can I still get critical information?
Google Search Strings / Google Search Strings / iGoogleiGoogle
Example Genuine Parts Company Duluth Example Genuine Parts Company Duluth GAGA
To get Press Release / Alerts:News "press release" alerts "Genuine Parts Company" "Duluth GA“
Linked In Hacks: site:linkedin.com “Genuine Parts Company "Greater Atlanta Area -intitle:directory -
inurl:updates -inurl:updates
Linked In Hacks:site:linkedin.com "Genuine Parts Company" ”current * * * Manager” (inurl:pub | inurl:in)–intitle:answers -inurl:groupinvitation -inurl:cap -inurl:static -intitle:updated –intitle:blog –intitle:directory -inurl:jobs -inurl:companies "Greater Atlanta Area”
To find Email format:"email * * *genpt.com " (Atlanta | GA)
Google News Alerts sent to your personal Google News Alerts sent to your personal emailemail
Linked In Search for Genuine PartsLinked In Search for Genuine Parts
585 connections
How to find “current” Managers or How to find “current” Managers or DirectorsDirectors
49 “current” Managers or Directors
How to find emails of decision makers in the How to find emails of decision makers in the companycompany
Secret of getting a job in this market Secret of getting a job in this market is:is:
Know what your 100% market-ability is (market value)
Conducting a “targeted” search with a specific marketing campaign
— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity
Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story
Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you
Facts about the Resume Facts about the Resume ProcessProcess
Resume FACTS:
—Most Hiring Authorities are experts at making “widgets” but are terrible at interviewing and reviewing resumes.
—9 out 10 candidates will not be able to design an effective or “Achievement” based resume.
— They are excellent Accountants / Web Programmers but they are terrible resume writers.
Professional Resume ReviewsProfessional Resume Reviews
Resume Facts
Hiring Authorities or Decision Makers review and eliminate resumes quickly (10 seconds or less) on 3 critical points
Titles Current Title must be similar to position they are trying to fill
Dates of Employment Candidate should have stable work history)
Responsibilities / Accomplishments / Feature & BenefitSkill sets and accomplishments should match critical needs for position
Operational Bullets vs. PSR Operational Bullets vs. PSR BulletsBullets
Traditional: Successfully managed workers’ compensation program
PSR: Problem: high rate of worker injuries resulting in workers’ comp.
claims Solution: educating employees on safe work practices and adhering
to strict safety standards Result: reduced workers’ comp. claims by 20% in one year which
resulted in a savings of over $150,000 to the company
Accomplishment: Reduced workers’ compensation claims by 20% saving over $150K in
one year by educating employees on safe work practices and adhering to strict safety standards.
Before ResumeBefore Resume
AUTOMATIC DATA PROCESSING (ADP), Alpharetta, GA April 2005 - presentDirector, Service DeliveryI am currently responsible for the oversight and management of contracted deliverables. I manage the implementation and analysis of quality measurements to ensure service isbeing delivered in accordance with defined service level agreements. I work closelywith clients to project risk, implement recommendations regarding business and processoptimization, profit improvement, internal control, and compliance. Additionalresponsibilities include: Managing to client service level agreements to ensure metrics are achieved and fees at risk are minimized Implementing process improvements to increase quality, operational efficiencies and profit margins Ensuring processes are in compliance with Sarbanes – Oxley and SAS70 regulatory
requirements Managing internal and external client relationships and facilitating frequent
communications Performing root cause analysis and implement solutions to mitigate risk Driving effective dashboard reporting for Comprehensive Outsourcing Services
and related operational processes
After ResumeAfter Resume
Automatic Data Processing (ADP) April 2005 - present
An $8.5 billion information-based Company with over 590,000 clients worldwide specializing
in advanced, employer-related functions that require extensive transaction processing,recordkeeping, technology, up-to-date best practices and information reporting.
DIRECTOR, NATIONAL ACCOUNT SERVICES - Responsible for payroll, call center, garnishments, tax filing and SLA reporting. Manage staff of 14. Direct the day-to-day operations and the continuous improvement process to increase quality, profit margins and implement operational efficiencies.
13% decrease in operational expense – redesigned and implemented processes and procedures
27% reduction in fees at risk - managed to and exceeded client service level agreements
Prepared and distributed monthly and quarterly performance reports to the Executive Working Committee
Implemented policies and procedures to ensure compliance with Sarbanes – Oxley and SAS70
Managed internal and external client relationships and facilitated recurring meetings Performed root cause analysis and implemented solutions to mitigate risk
Web 2.0 – 3.0 Revolution Why is it Web 2.0 – 3.0 Revolution Why is it important?important?
500 to 1
35 to 1
Thank You!Thank You!