This document provides guidance on building a personal brand in IT. It discusses the importance of personal branding even when not job searching, as 70% of employers have rejected applicants due to online information. It recommends determining strengths and differentiators to demonstrate expertise through online and offline channels. The line between personal and professional is blurred, so managing digital information strategically is important. Growing an online and offline presence through websites, networking, learning opportunities, and self-promotion can help confirm skills and lead to new opportunities.
Social media is quite a phenomenon. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information, and make decisions. Social media may still seem like a technological fad that is mainly used by younger people, but in truth, it is rapidly gaining users across generations and becoming a main stream business tool.
From an HR perspective, it can be hard to tell if social media is your friend or your foe. But one thing is clear: The time to adopt social media strategies and policies for your business is right now.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
Social media is quite a phenomenon. It’s changing the way we use the Internet, communicate with friends and business colleagues, interact with corporations (or customers), gather information, and make decisions. Social media may still seem like a technological fad that is mainly used by younger people, but in truth, it is rapidly gaining users across generations and becoming a main stream business tool.
From an HR perspective, it can be hard to tell if social media is your friend or your foe. But one thing is clear: The time to adopt social media strategies and policies for your business is right now.
Feldman network career insurance final january 2010Debra Feldman
All jobs are temporary. Your networking connections are lifetime career insurance.Over 80% of new hires got their jobs via a referral. Contacts are necessary. Keep the ones you have and promote new relationships.
This document will serve as an how-to guide when trying to understand what LinkedIn is, why it is important to use, and how you can use your profile as a digital resume when searching for a new position.
90% of C-suite executives (a.k.a the decision-makers) say they never respond to cold calls or email blasts. If they aren’t responding, how can you possibly make a sale? Over time, social media has proven to be a powerful tool – 78% of sales people using social media outsold their peers. Great, but where do you start? Check out our Sell with Social Media whitepaper and learn how you can use social media to shatter your sales goals.
Learn the basics of LinkedIn -
What is LinkedIn
Australian Social Media statistics
Why is LinkedIn important for Business Development
Why we should use LinkedIn
How to create a company page
4 steps to generate leads on LinkedIn
The 5 Principles of persuasion
Understanding LinkedIn analytics
How to export your LinkedIn connections
How to create a content plan for your posts
Where to source great images for your social media
How often to post on LinkedIn and what to post
Personal branding (for lawyers) in 2020Sascha Funk
Slides for my talk on personal branding for lawyers in 2020 at the Tilleke & Gibbins forum in Bangkok, Thailand. Thanks for having me! More on www.kiteconsult.com
Presentation at the National Military Spouse Employment Summit to a great gathering of military spouses already doing a very hard job while they promote themselves in their careers.
Winter Wyman was established in 1972 and is one of the largest and most recognized staffing firms in the Northeast, serving the New England and Metro New York job markets.
Winter Wyman specializes in recruiting permanent, contract and contract-to-permanent professionals for a variety of roles.
Winter Wyman handles searches for technology, accounting & finance, and human resources professionals.
This is the deck for the class that I have been teaching for the past 2 years at the San Francisco Public Library. It includes a high level strategy on how you should approach using social media to find a job. It focuses on personal branding and engaging advocates that help you navigate and talk to the right people to get a job.
Feldman holiday networking 12 days 2010Debra Feldman
In twelve steps you can drastically increase your connections to include individuals at target employers and increase your online visibility to attract attention and build your reputation.
Virtual contact center agents - and the processes, management style and technology that support them - should not be seen as cost-cutting measures per se.
Instead, they are a tool to improve business reaction times and access on-demand capabilities that can, and should, improve service quality.
This ebook will tell you more about Virtual Contact Center Agents.
This document will serve as an how-to guide when trying to understand what LinkedIn is, why it is important to use, and how you can use your profile as a digital resume when searching for a new position.
90% of C-suite executives (a.k.a the decision-makers) say they never respond to cold calls or email blasts. If they aren’t responding, how can you possibly make a sale? Over time, social media has proven to be a powerful tool – 78% of sales people using social media outsold their peers. Great, but where do you start? Check out our Sell with Social Media whitepaper and learn how you can use social media to shatter your sales goals.
Learn the basics of LinkedIn -
What is LinkedIn
Australian Social Media statistics
Why is LinkedIn important for Business Development
Why we should use LinkedIn
How to create a company page
4 steps to generate leads on LinkedIn
The 5 Principles of persuasion
Understanding LinkedIn analytics
How to export your LinkedIn connections
How to create a content plan for your posts
Where to source great images for your social media
How often to post on LinkedIn and what to post
Personal branding (for lawyers) in 2020Sascha Funk
Slides for my talk on personal branding for lawyers in 2020 at the Tilleke & Gibbins forum in Bangkok, Thailand. Thanks for having me! More on www.kiteconsult.com
Presentation at the National Military Spouse Employment Summit to a great gathering of military spouses already doing a very hard job while they promote themselves in their careers.
Winter Wyman was established in 1972 and is one of the largest and most recognized staffing firms in the Northeast, serving the New England and Metro New York job markets.
Winter Wyman specializes in recruiting permanent, contract and contract-to-permanent professionals for a variety of roles.
Winter Wyman handles searches for technology, accounting & finance, and human resources professionals.
This is the deck for the class that I have been teaching for the past 2 years at the San Francisco Public Library. It includes a high level strategy on how you should approach using social media to find a job. It focuses on personal branding and engaging advocates that help you navigate and talk to the right people to get a job.
Feldman holiday networking 12 days 2010Debra Feldman
In twelve steps you can drastically increase your connections to include individuals at target employers and increase your online visibility to attract attention and build your reputation.
Virtual contact center agents - and the processes, management style and technology that support them - should not be seen as cost-cutting measures per se.
Instead, they are a tool to improve business reaction times and access on-demand capabilities that can, and should, improve service quality.
This ebook will tell you more about Virtual Contact Center Agents.
Personal branding is the concept of perceiving yourself as a brand, that is, to associate your name with your field of expertise or others.
The following document describes the definition as well as some basic steps in order to establish your personal brand.
Own It! Take Charge of Your Career by Tuesday A. StrongTuesday Strong
Technology, globalization and the pace of change continue to be drivers for independent career management. Work environments and the way in which we work and think about work continue to change at an accelerated pace. Career management is also changing. Savvy professionals realize that they (not their employers) are responsible for their careers and professional development. Effective career management is about owning your professional development for the life of your career, not just the job you’re in. Employment trends have accelerated during the past few years. Are you ready to survive and thrive in these new times?
Five reasons why you should read OWN IT! Take Charge of Your Career:
1. You are responsible for your career, not your employer.
2. You need a rock solid professional reputation to stay employed.
3. Savvy professionals use goal setting, networking and marketing for career success.
4. You can increase your competitiveness with a minimal investment of time and money.
5. OWN IT! is filled with practical examples, templates and actionable advice.
Marketing Yourself for Your Next Career Opportunity ClearedJobs.Net
Finding your next job will involved determine your brand and how to communicate this to future employers.
But there are some key steps to remembers such as what is your brand? what has your brand done over your career? How has it been communicated to past and current employers?
All of these will have an impact on your job search.
This journal can be done as a stand-alone journal or in .docxglennf2
This journal can be done as a stand-alone journal or in conjunction with an article.
Read an article on aligning interests with a career. For example:
“When I Grow Up: Lessons scientists would share with their younger selves”
Journal #1: What career interests you the most and why? Explain in
detail your career interest and tell why you feel that you would be
successful in your chosen field.
6 soft skills everyone needs and employers look for
Technical skills may get you an interview, but these six soft skills will get you the job.
By Larry Buhl
In a 2008 survey of more than 2,000 businesses in the state of Washington, employers said entry-level
workers in a variety of professions were lacking in several areas, including problem solving, conflict resolution
and critical observation.
You'll likely see these "soft skills" popping up in job descriptions, next to demands for technical qualifications.
Employment experts agree that tech skills may get you an interview, but these soft skills will get you the job—
and help you keep it:
Communication skills
This doesn't mean you have to be a brilliant orator or writer. It does mean you have to express yourself well,
whether it's writing a coherent memo, persuading others with a presentation or just being able to calmly explain
to a team member what you need.
Teamwork and collaboration
Employers want employees who play well with others—who can effectively work as part of a team. "That
means sometimes being a leader, sometimes being a good follower, monitoring the progress, meeting
deadlines and working with others across the organization to achieve a common goal," says Lynne Sarikas,
the MBA Career Center Director at Northeastern University.
Adaptability
This is especially important for more-seasoned professionals to demonstrate, to counter the (often erroneous)
opinion that older workers are too set in their ways. "To succeed in most organizations, you need to have a
passion for learning and the ability to continue to grow and stretch your skills to adapt to the changing needs of
the organization," Sarikas says. "On your resume, on your cover letter and in your interview, explain the ways
you've continued to learn and grow throughout your career."
Problem solving
Be prepared for the "how did you solve a problem?" interview question with several examples, advises Ann
Spoor, managing director of Cave Creek Partners. "Think of specific examples where you solved a tough
Journal #2: What qualities and goals do you have and how do they fit
in with your career interest? Based on the soft skills discussed in this
article, discuss one that is a strength for you and one with which you
struggle. Share your hopes and plans for the next five years.
http://oas.monster.com/RealMedia/ads/click_lx.ads/us.monster.en/career-advice/six-soft-skills-everyone-needs-hot-jobs/913302949/Middle1/default/empty.gif/71416c562f6c616d5332344.
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
This slide many explains about how to be ready for a job and what should be prepared before attending the interview. These might be useful for the last minute look for your interview
As a pioneer in the staffing industry, and in the study of workforce preferences, Kelly takes a high-level look at collaboration as it pertains to the global worker today. In addition to analyzing worker preferences and psychographic insights based on survey data from the 2015 and 2014 Kelly Global Workforce Index™ (KGWI), this report pulls insights from Kelly Free Agent research (2015) survey data and other research sources. Unless otherwise noted, all statistics come from recent Kelly workforce research data.
Maßnahmen gegen den Fachkräftemangel in Europa in den Bereichen Mathematik, Informatik, Naturwissenschaft und Technik: Warum eine Strategie der Inklusion entscheidend ist.
Wenn wir den massiven Fachkräftemangel in den MINT-Berufen (Mathematik, Informatik, Naturwissenschaft und Technik) in Europa lindern wollen, müssen wir schleunigst damit beginnen, mehr Frauen einzustellen. Und wir müssen dabei an einem Strang ziehen. Zur Optimierung des MINT-Talentepools durch größere Diversität bedarf es jedoch mehr als nur ein wenig zusätzlicher Mühe bei der Personalanwerbung. Vor allem gilt es, ein Klima der Inklusion zu schaffen, das die Einstellung und Bindung von Frauen in der MINT-Branche begünstigt. Gleichzeitig müssen Unternehmen die Beseitigung von Vorurteilen und Barrieren zur Priorität erheben und zur Chefsache erklären; Führungskräfte müssen aktive Unterstützung leisten und institutionelle Verantwortung übernehmen. Des Weiteren ist es von wesentlicher Bedeutung, Frauen in diesen Berufen ein besseres Mentoring zu bieten und die Diversität weiter zu erhöhen. Denn es steht eine ganze Menge auf dem Spiel – und das betrifft nicht nur Ihr Unternehmen, sondern die Zukunft der Branche in ganz Europa.
Als Pionier auf dem Gebiet der Personaldienstleistungen und der Erforschung von Arbeitnehmervorlieben bietet Kelly Services eine umfassende Analyse, die verdeutlicht, weshalb es so wichtig ist, gegen die Unterrepräsentation von Frauen in Europas MINT-Branche anzugehen. Dabei untersuchen wir auch, welche Faktoren Unternehmen berücksichtigen müssen, um diese Spezialistinnen langfristig zu binden.
Neben der Analyse von Arbeitnehmervorlieben und psychographischen Einblicken auf Grundlage der Umfrageergebnisse aus dem Kelly Global Workforce Index von 2014 und 2015 werden in diesem Bericht auch Erkenntnisse aus der Kelly Free Agent Research-Studie von 2015 und sekundären Quellen berücksichtigt. Sofern nicht anders angegeben, stammen alle Statistiken aus aktuellen Arbeitsmarktstudien von Kelly.
The Kelly Global Workforce Index (KGWI) is an annual global survey that is the largest study of its kind. In 2015, Kelly collected feedback from 164,000 workers across 28 countries across the Americas, EMEA, and APAC regions and a multitude of industries and occupations.
This study is taking a high level look at:
- Work-Life Design as it pertains to the global worker today.
- Women in STEM Talent Gap - a study that at the gap of women talent in STEM – Science, Technology, Engineering and Math – fields.
- Career Management – specifically the emerging trend of do-it-yourself (“DIY”) career development – as it pertains to the global worker seeking to be as resilient as possible in today’s uncertain environment
- Collaborative Work Environment as it pertains to the global worker today.
Here is our second global report on the topic Women in STEM.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
2. 2
B
uilding your personal brand may sound like the last thing you need to do if
you’re happy and challenged in your current job. It may seem irrelevant if you
see a career path inside your current organization, or even if you feel confident
to rely on your existing networks for future job opportunities.
Statistics like this put the importance of personal branding —even when you’re not in
job-search mode — in perspective. They remind us why simply waiting until you are
about to change jobs may be too late to adequately build or balance your online (and
offline) reputation.
But, did you know that 70% of employers say they have rejected applicants because of
information about them that they have found online1
?
Whether you work for yourself, for a large organization or a very small one, it’s just smart
career management to demonstrate why you’re an expert in your respective domain —
and to do this in ways that colleagues and associates can witness every day. Developing
your personal brand is now essential to ongoing career development, even if you’re not
actively searching for a new job.
Today, take control of the biggest brand in your life; the brand called ‘You’.
introduction
1
2010 Execunet
This quote may be almost 20 years old,
but it is as relevant today as it was in the 90s!
“Big companies understand
the importance of brands.
Today, in the Age of the Individual,
you have to be your own brand.”
Tom Peters,
Fast Company, 1997
3. Your brand is your reputation, so find ways to demonstrate why you’re different from the rest.
What makes you special?
I
n the age of self-publishing and vast personal networks, we are all brands. First and
foremost, this is because online information about us is used by others to judge
our knowledge, our credibility and our experience. People research each other to
determine areas of expertise, authority and credability—just as they would for products
and organizations.
Essentially, your brand is your reputation—and that reputation is built increasingly
online. So, ask yourself the key question that brand managers of large, well-known
companies might ask of their company brand: “What makes you different?”
Don’t rely entirely on your own opinion either. Good brand managers gather plenty
of market research to figure out their strengths and weaknesses, so ask people who
know how you work, and what you have to offer, to help you understand your brand.
This can include other co-workers, previous managers or even suppliers or customers
you’ve worked with and know you well enough to make an informed assessment of your
knowledge, skills, and ability.
3
What are some of the first things that come to mind when they think of describing you?
Are you creative? Do have great leadership qualities? Are you motivated and do you
motivate others around you? Look for common themes in the feedback you receive.
Those themes will serve as the basis of ‘brand you.’
Then, begin to consider how you can demonstrate these brand elements in creative and
interactive ways. If leadership is your key differentiator and what you want to build your
brand around, think of ways to publish or collate photographs, stories, articles and links
that demonstrate your leadership abilities.
Personal branding is the process whereby people and
their careers are marked as brands... the creation of an
asset that pertains to a particular person or individual;
such as an area of knowledge, that leads to a uniquely
distinguishable, and ideally memorable, impression.
http://en.wikipedia.org/wiki/Personal_branding
4. 70%of employers say they have
rejected applicants because
of information about them
that they have found online
4 Source: 2010 Execunet
5. Establishing a strong and positive brand online and off makes it easier for people to confirm
the skills and experience you have, and to proactively come to you with new opportunities.
Grow your brand presence: online and off
W
hat do people find when they Google your name? And, how well do
the people in your organization or network understand your skills and
experience? Do they know what you’ve delivered in the past and know what
you’re capable of?
Growing your presence (both online and off) ensures that people can easily find and
connect with you when they have opportunities that suit your skill-set and interests.
There are four basic ways to do this:
1. Build your own website or blog: Keep it simple and factual. For more information
on how to do this, download our ‘Build a digital portfolio’ ebook. This resource provides
a list of easy-to-use, free tools to make the process fast and painless.
2. Generate awareness through networking: Meeting with other people in your
organization, even if they’re from another location or department, can be a good way
to showcase your skills and experience further. Networking doesn’t just apply outside
your current organization and there are plenty of ways to build relationships that may
lead to opportunities with your current employer. Doing things like volunteering on a
committee, joining a mentorship program and attending internal networking events are
all key activities that good networkers make the effort to do.
3. Don’t be afraid to join the conversation: Managers notice people who put their
hands up to offer help and proactively take on new responsibilities. So, raise your hand
5
to lead the new engagement team, or volunteer to organize the next staff meeting—and
offer the help before you’re asked to do so. Being active on internal social/collaboration
tools such as Chatter can also help you elevate your expertise in your field. Clearly, your
willingness to lead online or larger face-to-face forums can depend a great deal on your
personality. If you have a tendency towards introversion, posting questions on Chatter
to the entire organization just may not feel ‘right’. A recent book that explores this issue
in depth is: “Quiet: the power of introverts” by Susan Cain. It’s not the only book on the
subject, but does offer some food-for-thought for the less vocal among us, and how to
sell your strengths.
4. Seek opportunities to learn: Don’t be afraid to say, “Yes” to new opportunities,
even if they’re (technically) outside your job description. Taking a stretch assignment
will help you get recognized, and you may even learn gain new skills. Identify people in
your organization who may be able to help you learn more about the history and inner
workings of your organization. What makes it tick? How can you contribute that no one
else can? Ask plenty of questions—it is the best way to learn.
5. Identify people who will champion your career: Seek feedback from people you
trust and be open to feedback on how you can constantly improve.
Practice ‘selfless’ self-promotion; be a team player and remember it is in working with
others, that you build “Brand You”.
6. The line between the personal and the professional is blurred, and all information
about how you live and work may be considered when you apply for a job.
The personal is professional
Executnet survey data shows just how blurred the line between the personal and the
professional has become. In the United States, virtually the same proportion of recruiters
and HR professionals believe it is prudent to consider both personal and professional
online data when researching a candidate’s suitability for a vacancy:
• 89% felt it appropriate to consider professional online data
• 84% felt it appropriate to consider personal online data
Many other studies have also confirmed the fact that employers can and do make
decisions about your suitability for a job based on what they see online. Just because it’s
not ‘work-related’ content doesn’t mean it won’t affect the way they perceive you and
how you might fit into the company culture. While the use of social channels to screen
potential hires can expose companies to legal pitfalls, and there are many issues around
discrimination and privacy that must be considered, companies do and can use social
media information to augment the hiring process. For more on this topic, see our
‘Clean Up Your Digital Dirt’ ebook.
Depending on the context and the content considered, companies’ use of social media
to assess candidates may not necessarily be a negative. After all, getting the right ‘fit’
both in terms of your skills and the company culture makes life a better for everyone.
And it seems that getting this match right is much more critical for younger workers:
MTV’s “No Collar Workers” study found that 93% of millennials want a job ‘where they
can be themselves’. So, how open you are about your lifestyle and your views and
interests can be a positive or a negative, depending on how you manage it and what
you’re looking for in an employer.
According to CareerBuilder, the industries most likely to screen job candidates via
social networking sites or online search engines are those in technology, or those
that deal with sensitive information: Information Technology (63%) and Professional &
Business Services (53%)2
. So, the industry you work in will also determine and inform
your approach to some of these issues. Stay informed, be proactive and make strategic
information-sharing decisions.
6
2
http://www.marketwatch.com/Story/story/rescue?SourceUrl=http%3A%2F%2Fwww.marketwatch.com%2Fstory%2Fforty-five-percent-of-
employers-use-social-networking-sites-to-research-job-candidates-careerbuilder-survey-finds-2009-08-19%3Fsiteid%3Dnbsh
7. Did you know that Kelly®
puts a new employee to work every 43 seconds?
And, every four minutes a Kelly employee is hired permanently by a Kelly customer.
Kelly is dedicated to helping you find your ideal job. So, what are you waiting for?
Search for jobs on our Kelly Career Network®, join our Talent Network,
or visit www.kellyservices.com to get started today.
References
• http://blogs.technet.com/b/privacyimperative/archive/2010/01/27/microsoft-releases-a-study-on-data-privacy-day.aspx
• http://www.usatodayeducate.com/staging/index.php/career/five-overlooked-aspects-of-personal-branding
• http://www.forbes.com/sites/dailymuse/2012/02/14/the-first-step-to-building-your-personal-brand/
• http://www.fastcompany.com/28905/brand-called-you
• http://mashable.com/2009/02/05/personal-branding-101/
• http://www.psychologytoday.com/blog/quiet-the-power-introverts/201109/ten-steps-promoting-yourself-and-your-work?page=2
• http://www.businessweek.com/smallbiz/content/dec2009/sb20091210_167541.htm
• Kelly “Brand You” series: 5 online steps to landing the job you want, clean up your digital dirt, build a digital portfolio.
• Statistics references:
• http://blog.rubymediagroup.com/personal-branding-faqs/
• http://www.personalbrandingblog.com/some-very-interesting-personal-branding-statistics/
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