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Have you updated your LinkedIn profile since you set it up?

Or since you got your new job? In the last 12 months? If not, you may be missing out on leveraging from LinkedIn, big time!

In Episode 91 of The Job Hunting Podcast, I share my journey and evolution using LinkedIn and how I updated my profile and activity over time in line with my career plans. I also share the results I got and how they helped my career advancement.

What you will learn in this episode of The Job Hunting Podcast:

  • my personal journey and evolution on LinkedIn: How and why I changed my profile and activity over time.
  • The results I got and how I believe LinkedIn has been instrumental in supporting my career advancement and my transition into business ownership.
  • The importance of being intentional and having a strategy in mind to get the same results (or even better!) on LinkedIn.
  • I’m sharing the top 3 things you should consider doing right now to elevate your executive presence on LinkedIn a few takeaways that I think will help you a lot.

When I say LinkedIn will support your career, I really mean that it will get you new job opportunities! I have plenty of personal and client experiences to back this claim. So if you are a bit sceptical, remember that you are working with a sample of one (i.e., you), whereas my sample is much larger!

How I updated my LinkedIn profile and activity over time.

I believe the following years were the key tipping points of my career, where I either used LinkedIn to propel me forward or adjusted LinkedIn in line with where my career was progressing. In the podcast episode, I explain each milestone in more detail to share with you my personal journey and evolution on LinkedIn when it comes to my presence and messaging, and how and when I update my profile and activity:

  • 2008 – The beginning of LinkedIn
  • 2010 – Moving sectors 
  • 2012 – Senior national role
  • 2014 – CEO role
  • 2016 – Liberation and LinkedIn articles
  • 2018 – Doing a 180 on my profile, articles, and posts to match my business
  • 2021 – Crystalized my business on LinkedIn, resulting in lots of new clients

The results I got by using LinkedIn strategically. 

I believe LinkedIn has been instrumental in supporting my career advancement and my transition into business ownership. These are the key steps I took on LinkedIn:

  1. Being intentional and having a strategy in mind.
  2. Always adjusting my message on LinkedIn in line with my career phase and future plans.
  3. Making great connections over time: headhunters, recruiters, colleagues, and like-minded people. 

The 3 things you should consider doing right now on LinkedIn.

I discuss the following three strategies in more detail in the podcast episode. I believe that activating them can help elevate your executive presence on LinkedIn and help you now and in the future:

  1. Your top banner is your blue-chip LinkedIn real estate: invest in getting it appropriate for you, your industry, and your employer.
  2. Don’t try to imitate others – it won’t work for you.
  3. Your activity is just as important as your profile, if not more!

Conclusion

When I say LinkedIn will support your career, I really mean that it can get you new job opportunities. And it does not require you to be there all day long! I believe one hour per week is enough to activate the LinkedIn muscles to help you achieve your goals!

Sign up for a free Job Hunting Masterclass with Renata Bernarde on Tuesday 3 August at 9am or 6pm.

If you are ready to take a step further and guarantee that the time you spend on LinkedIn pays off and brings you the connections, networks, invitations that will support your career in the short, medium, and long term, then consider attending one of the masterclasses on Tuesday 3 August 2021 at 9AM or 6PM (Melbourne, AEST). Learn more here.

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How to maintain a positive professional reputation to achieve career success

In managing the trajectory of your career, one of the most important assets you have is your reputation. What other people think of…

  • you as a colleague, leader, or team member,
  • your workplace performance, and
  • your behaviour around others, including clients and stakeholders.

…will impact their ability to consider you for promotions internally, as well as job opportunities in other organisations.

I am sure you have heard the saying ‘your reputation precedes you’. That was true before social media and the internet, and it’s even more acute now since there are so many ways we can learn about each other online.

I encourage you to take an active role in protecting and managing your reputation. And in this podcast episode, I discuss a few ideas that I believe you can use to help you showcase your competence, likeability, and credibility as a professional.

For example, these days, you probably wouldn’t visit a restaurant or book an Airbnb without consulting their online reviews, am I right? And if you don’t check, you know you’re taking a risk, which is exciting for a small investment, such as a meal. But when you are buying something expensive, let’s say a car or a house, you will do your due diligence and research and make sure you are making the best possible investment for your money, right?

Well, recruiting and promoting a professional happens in the same way. It’s unlikely that anyone will hire, promote, accept an introduction, or invite you for a conversation without first checking your credentials either with a reference or by doing an online search.

These tips below will show you not only how you might be sabotaging your career progression without knowing you’re doing it but also how to take corrective action.

Your reputation will enhance or decrease your gravitas

In The Job Hunting Podcast episodes 82 and 83, we have discussed executive presence and gravitas. However, no matter how good your gravitas is as you walk into a job interview or an important meeting, your reputation precedes you.

The people in the room already have an opinion of you. So the interview will either help you reinforce their positive opinion (if they already like and trust you) or have the opposite effect. And this is why executive presence, gravitas, and reputation go hand in hand. And this is why I recorded the three episodes of The Job Hunting Podcast as a series, 82, 83, and 84.

Your reputation is not on show so much in your cover letter or resume. Here are some examples of what you need to manage:

  • Your social media activity on LinkedIn and other platforms.
  • Your performance at your current job.
  • How you relate to your work colleague.

Walking into an important meeting with a good idea of what people’s opinions are and how you can enhance your strengths and mitigate any issues is a learned skill. I can attest that it is possible to turn up as the dark horse and win the race.

People’s opinion of you

If people can form an opinion of you before they meet you, you need to manage your reputation as much as possible. But reputation management is not just thinking you are doing a good job and that others like you. Instead, reputation management is you seeking out and proactively asking others for feedback about your work and your management style, listening to the feedback, and improving upon it.

Think about your reputation in the same way the company you work for protects theirs. After all, as a professional, you bring in revenue for your household, and you need to protect that revenue generation for years to come, yes? As a coach, I am always surprised that corporate professionals are very strategic when helping the organizations they work for but neglect to work on their careers strategically.

Here is an exercise you can do:

  1. contact 10 connections: childhood friends, former and existing work colleagues, etc.
  2. Ask them how they would describe your qualities and your weaknesses to others.
  3. I know it’s awkward for you, and they might feel uncomfortable too. But explain to them that this is an important exercise to support your career development, and you need to hear the good and the bad so you can learn and prepare for upcoming opportunities.

Your online presence

It’s essential to manage your online presence if you are serious about managing your reputation. This applies not only to your LinkedIn profile and activity but also to other social media platforms like Facebook and Twitter and what shows up when you google your name.

  • The easiest exercise you can do is open a new incognito window on your browser and review what shows up.
  • Decide what on LinkedIn should be public and what should be private. 
  • Decide if your Facebook and Instagram accounts should be public or private. 
  • Review and manage your Twitter account with your professional reputation in mind.

How you manage and explain success and failure

I want you to consider – and manage to the best of your ability – how you’re describing your successes and your failures.

It’s okay to fail. We all fail a lot throughout our careers. But how do you communicate and overcome failure? This is really important, especially if you have been let go from your previous job. You can continue to have an amazing career despite setbacks. However, your confidence in your skills and experience need to take the front seat when you’re going to be interrogated about why you left the organization and what your plans are.

If there is something in your career that you think needs to be addressed or could be brought up in an interview, it’s better that you bring it up in the interview. Don’t let it be the elephant in the room. If you feel confident about your answer, that’s your truth and will resonate well with the listener.

Conclusion

The truth is that this social proof holds weight, whether you’re deciding where to eat in a new city or tracking down the references of a potential hire. What other people think about you and how they speak of you matters to your career. Your reputation will always precede you. And these days, with everything searchable in just a click of a button, managing that is really important.

I hope that the ideas I shared in this post and on the podcast episode will help you start paying attention to your reputation and that it helps you achieve your career goals. Also, don’t forget to listen to Episode 84 of The Job Hunting Podcast: there’s way more information in there, so listen to it now!

If you would like to learn more from me:

This article was originally published on the The Job Hunting Podcast blog.

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How to start a successful role even before you get the job

Here’s a fact you have probably already heard of: the first 90 days in a new job are crucial to your success in the role. And it’s not about passing your probation! It’s about building the credibility, reputation, and personal brand that will carry you over the next few years and impact your short-term career progress with your new employer.

During the first 90 days, the employer will evaluate if you are in fact a good fit for the company. But more than this, it can set the tone for the rest of your tenure in the organization. A few weeks ago, I invited Sue Zablud, an experienced consultant, executive coach, and trainer, to an interview for The Job Hunting Podcast Episode 68. She said, “In the first days in your new role, you should also consider what impression you want to make, your new manager’s expectations from you, your KPIs, and the adjustments you have to make to guarantee that you are the best fit for the organisation.”

Sue listed the two critical strategies you have to nail in the first days and weeks in a new job to advance and excel in your new organisation:

1. Achieve the outcome that you have promised. Do it well, and do it in a way that looks good for the organization instead of making you look good.

  • What are your new manager’s expectations of what you should do in your first few days?
  • What are your KPIs?
  • What do you need to do to ensure you will “fit” in the organization?

2. Build good relationships. This includes customer relationships, managing up, and demonstrating that you’re a good member of the team.

  • What is the impression that you want to make?
  • You have to get on with your team, be accepted by clients, and win your peers’ respect.

Above and beyond the probationary nature of the first 90 days in a new job, there is also a lot more at stake that can determine your new role’s success. Just because you were great in your last job does not mean you will be great in a new one. You have to be ready and have a plan. You can do this with a coach to understand what you should do to prepare for this period. Working with a coach is especially recommended if you are moving sideways (i.e., into a new industry or career track) or upwards (i.e., a more senior position).

Now that you have a clearer idea of how to leverage the power of your first 90 days, you can apply these strategies to a successful transition into a new role.

If you would like to learn more from me:

  • Visit my website: renatabernarde.com.
  • Listen to The Job Hunting Podcast on all good podcast apps, or find it here: renatabernarde.com/blog.
  • Sign up to Reset Your Career: a short course delivered in collaboration with the Slade team and available to you on-demand.
  • Sue Zablud delivers a special masterclass inside my signature program, Job Hunting Made Simple. Learn more about Job Hunting Made Simple and register for the next group intake.
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The secret to a successful career transition: Five key strategies to guide you towards your new job.

Whether you’ve been job searching for months or you have just started, I encourage you to press reset, sharpen your focus and go through the list of key success factors below. Make sure you are reviewing and addressing them every day during your transition. I hope that by being strategic and building a healthy job search routine, you will – like my clients – have a shorter transition that leads to the best possible outcome for you in 2021.

Regardless of the magnitude of your career goals: be it finding a similar job or making a bolder career change, the strategies below will help make your pitch crystal clear to recruiters and hiring managers:

  1. Understand who you are as a professional and what you offer to employers. Find out what your strengths and transferable skills are. Even though different sectors require different expertise, they need common essential skills, such as communication, analytical skills, people skills, etc. Please write down your transferable skills and include them in your job search materials, not as a jumble of words, but as the most relevant competencies applied to you. Whether it be an interview, your resume, or in your profile, ensure you can speak confidently about the skills you listed and that you have robust examples to back them up.
  2. Ask yourself, what industry, sector, and organisations do you want to work for? If you are unsure where to go next and curious about industries and companies you don’t know, investigate. You can read about them, and most importantly, talk to professionals who work there. Draw on your network, or start building one. For example, you can tap into your university’s Alumni, former colleagues, and friends. Think outside the box, talk to people from different areas and sectors. Then make sure you make these decisions before you start your job search. Yes, you can revisit later. In fact, you should be reviewing your job search strategy constantly. But sharpen your focus on the industries, sectors, and companies before going to market. Otherwise, there’s a great chance you will feel overwhelmed and pulled in too many directions.
  3. Once you identify your preferred industry, find out what knowledge, qualifications, experience, and skills are valued by the hiring managers. Your research will provide you with important clues that you should use to draft your cover letters, resumes and LinkedIn profile. It should also guide the way to interact with recruiters and even which recruiters to interact with. A good sector analysis will help you learn the sector’s language so you can better explain in writing and conversations how your strengths and transferable skills can support your new career transition. You will feel more confident about your prospects at this stage.
  4. Find a coach to support your transition or at least a mentor. It is not easy to shift sectors, and having a mentor can help access information to support the transition. And learning how to play the game and win as a job candidate in a sea of highly qualified peers is a steep learning curve. Investing in help at this stage can shave off weeks or months of unemployment, as well as keep you operating at high performance and low-stress levels. It is a competition, and there’s no way around it. The top players usually have top help. Be one of them.
  5. Know your values. What sort of culture and what kind of organization brings out the best in you? For example, do you work better in an organization where there is a lot of autonomy? Or do you work better in an organization where you’re part of a team? Use the interviewing process to learn more about the organisation, the same way they are using it to learn more about you. Values alignment will make a difference in how long you stay in that organization. Don’t just take the first thing that rolls up along the aisle because it could be a disaster. Transitions can be stressful, but you don’t want to regret your move a few months down the track because you took the first offer, and now you’re miserable again. I’m assuming you can have the privilege of making the most out of your transition period. However, if your situation requires you to find a job quickly, then it may have to be first in best dressed. In that case, don’t forget to keep working on your future career steps and don’t take too long to move again.

Keep in mind: success occurs when opportunity meets preparation. Next month, I will be discussing the importance of the first ninety days into a role and how you need to start preparing and planning for it before you start your new job.

If you would like to learn more from me:

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Why recruitment takes so long

Job hunting takes longer than you think.

Being aware and understanding the whole recruitment and selection process is an essential aspect of successful job hunting. If you want to play the game to win, you need to understand the rules of the game. 

It’s also essential to understand the recruitment and selection process from the other players’ points of view. Here are some questions you can ask yourself and others to gain more insight into the role you want to apply for:

  • Why was this role advertised?
  • What is the organization trying to achieve by creating this new role or seeking a new person for this role?
  • What does it mean for the organization to invest time, money, and resources to advertise this job position?

Once you listen to this episode, you will understand the selection process in a very complete and accurate way, not just from the candidate’s perspective. My goal is for you to have the confidence and the sense of control to know what’s going on the other side of the field when you’re planning to apply for jobs in the future.

Let’s break the entire process down to straightforward actions and go through it in detail. 

Two ways job vacancies are created.

There are two ways that job vacancies are created. First, companies advertise an existing position that is vacant. A vacancy can occur when somebody:

  • resigns,
  • has to be absent from the job for an extended period of time (for example, maternity leave), or
  • has been was terminated (i.e., fired).

Depending on how bureaucratic the organization is, it can take a long time for that role to be advertised again. 

The second reason for a job advertisement is when a new role is created. The organization’s budget approval for a new role can be quite time-consuming if it is complex, big, and bureaucratic.

As you can imagine, there is a lot at stake, both when there is a vacancy of an existing role or a new role. 

Two ways a job vacancy is filled.

The first way a job vacancy is filled is through internal promotion. Succession planning is a big part of organizational and professional development. There could be professionals internally who are keen to apply for that role or who are being groomed for that role by their managers.

However, many times there are no internal candidates. There may also be a need to advertise the job externally because the organization’s policies and procedures require that jobs be advertised. Or the decision-makers want to make sure that the very best candidate for that role is the one that gets the position, so they advertise both internally and externally. This way, they can compare and contrast the internal and external candidates and hire the best fit for the role. 

Therefore, the second way a job vacancy is filled is externally through a job advertised publicly. External candidates can be completely unknown to the organization, or they may come through via a referral. That means that the candidate is known to someone that works in the organization. In fact, there are incentives for company staff to identify and refer good candidates for externally advertised jobs. 

Two ways a job vacancy is advertised.

If it’s decided that a job will be advertised externally, it can be done:

  1. In-house: The manager or HR handles the process. They develop the job advertisement, and they develop the position. The position description is possibly already developed and approved by them, but the job ad is done. They will then go to platforms like LinkedIn or Seek or Indeed or other platforms. They will then buy space on those platforms, sometimes pay for specific ads and advertise.
  2. Through a recruitment agency to support the manager and the HR team with initial recruitment stages because that can be very time-consuming.

If it’s a senior role, they may have to outsource this to a search company. Those are what we call headhunters or search professionals. They are often specialized in specific sectors and are experts in helping organizations find senior executives for their top roles. Sometimes search companies won’t even advertise. They will look within their pool of candidates and their networks. 

What happens before you see the job advertisement?

Depending on the organization, a job ad can be drafted, finalized, and reach the internet in a matter of hours. For example, in a small and agile organization that works flexibly, a new job can be advertised a few hours later when a position is made vacant. On the other hand, in a large organization, the job description and job advertisement need to undergo an extensive approval process that can be very lengthy. It can takes days, weeks, and even months before a job ad actually reaching the market. In fact, that has been my experience when managing teams and trying to fill vacancies in my departments when I worked in the public and nonprofit sectors. Even in the corporate sector, the approval process for a position description, job advertisement, and request to advertise a new or existing job can take months. 

Why so many delays? New job advertisements may need to be cross-checked to see if it is really required. HR may want to check if there are internal candidates that may transition into the role. The organization may also have affirmative action programs, which means they may work with partners to identify candidates from minority groups before advertising more widely. These are critical HR policies and procedures that need to take place. For example, if a large organization has a subsidiary going through a restructure, they may consider making staff redundant. Some staff may transition into vacant roles, saving jobs and saving money for the organization. From an HR perspective, if job vacancies happen, they need to consider: “Are there existing staff on the bench that could transition into these roles?”

As you can tell, creating a new job or advertising a job vacancy can be very time-consuming, taking a lot of human resources until it finally reaches you, the job candidate, like a job you see advertised online. 

Three types of job advertisements.

Now let’s look at how job ads are posted online in LinkedIn, Seek (Australia only), Indeed, and the company’s website. Today, most job candidates look for jobs on large platforms such as LinkedIn, Indeed, or Seek (Australia only).  But job ads are also shared on personal and company social profiles. 

For example, let’s say Ericson Australia has a LinkedIn profile. If a position is made available, the organizations would likely write a job ad on LinkedIn. It’s also very likely that the Ericsson Australia staff who either work closely with the role advertised or work in HR would write LinkedIn posts so that their connections would see the job ad and know that they are hiring. This amplifies the job ad’s reach and the ability to bring in high-quality job candidates for the role. 

If the organization decides to outsource part of the recruitment and selection to a recruitment agency or an executive search company, those organizations also have LinkedIn pages, and their recruiters have personal profiles. They will all be posting and promoting on LinkedIn because it’s in their best interest to promote their client assignment as widely as possible.

Depending on your sector and country, other platforms such as Twitter, Facebook, and Instagram can be an avenue to identifying good job opportunities. Like on LinkedIn, companies may have both personal and company accounts in these platforms and use them to promote the job vacancy to their followers, friends, and members of groups they belong to on Facebook. I have seen more and more jobs being advertised on Facebook groups lately. 

Job vacancies are also shared on special job boards, such as the ones managed by industry and professional associations, chambers of commerce, and special interests. I really liked special boards to search for job opportunities. I think that employers that take that step further into identifying the best job boards for the jobs that they are advertising are employers that are looking for the very best candidates.  If they take the time to find those special job boards, they will give higher importance to the candidates that come through those boards. I believe that if you apply through those job boards, you will be perceived as a higher-quality candidate. As a former recruiter and manager, I used boards like that, which was my perception and experience. In Australia, examples of boards like that are the ones organized by Probono.com.au, Ethical Jobs, and job boards organized by universities for their alumni. Professional and industry associations also tend to have great job boards. So if you are a member of a professional association, check if they have a job board for members. They tend to be of outstanding quality. 

Summary and extra tips for job hunters.

In this blog and on the podcast episode, we went through what’s happening behind the scenes at organizations when hiring decisions are made. Armed with this knowledge, you can now find solutions and plan on how to get noticed for promotion and job opportunities. Job hunting is not just about going to LinkedIn job advertisements and applying randomly and in high numbers. You will get through to the rounds of the recruitment and selection process and ultimately get the role if you remember how the opportunities came about in the first place to better position yourself for the role.

  • You need to be highly networked internally within your organization to know that job vacancies are available, when new positions are being designed, and when internal candidates are being considered.
  • It would be best if you were ready to apply once those jobs are out there. 
  • If you’re applying on public job boards, such as LinkedIn, you apply at the tail end of the process. You need to be patient and interested and have a very high-quality application to stand out because everybody’s already excited and ready for whoever is the best candidate to start as soon as possible.

So now you’ve learned how the selection process unfolds. And you can then now empathize with the team running it and understand all the different players, and all of the different aspects of a great process and a very complex process happening and how you are one piece of that puzzle. 

I hope you found it useful learning about the recruitment and selection process, from start to finish. In my experience, once job hunters know the challenge and complexity of hiring new professionals, they become more mindful, empathetic, and switched on to the employers’ and recruiters’ needs.

This article was originally published on the The Job Hunting Podcast Blog.

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How to job search during the holidays: Three options, depending on your availability.

There is no reason to stop job hunting during the Festive Season, Christmas, and New Year. You can if you want or need to. But if you have time on your hands, or if you are in a hurry to find your next job, then this is, in fact, a great opportunity to step ahead of the game and get an advantage.

Click here to listen to the podcast…

Other articles in the same series:

This article was first published on the The Job Hunting Podcast Blog.

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How to start your Board Director career

To develop a non-executive director career requires time and planning. In this video, Renata Bernarde, career planning expert and creator of the online coaching program, Job Hunting Made Simple, talks with Marion Macleod FAICD, a non-executive director, board consultant, and trainer with over 25 years’ board experience. You can read Marion’s full bio on The Job Hunting Podcast here.

Click here to watch the video…

Other articles in the same series:

This article was first published on the The Job Hunting Podcast Blog.

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Has COVID-19 derailed your career?

Renata Bernarde interviews Geoff Slade for The Job Hunting Podcast

Renata Bernarde, career planning expert and creator of the online coaching program, Job Hunting Made Simple, talks to Geoff Slade about how the global pandemic is affecting the careers of corporate professionals. Geoff shares what he has seen and learned from previous downturns, common misunderstandings about the selection process and the role of the recruiter, and highlights the importance of ongoing training and networking.

Click here to watch the video…

Other episodes in the same series:


Has COVID-19 derailed your career?

We invite you to a webinar that Slade Group are presenting on Tuesday 27 October 2020 for those candidates we have had involvement with over the past couple of years, and whose career may have been affected by COVID-19, or who simply would like to re-set their career ambitions.

The webinar, which runs from 9am to 1pm, will be hosted by Renata Bernarde, the creator of the Job Hunting Made Simple educational program, and widely regarded as “the expert” in providing advice on job hunting in Australia. Renata will be supported on the day (remember it’s October 27th) by Slade Group’s Executive team.

In recognition of the fact that many people have been displaced during this pandemic, Slade Group have negotiated a special arrangement with Renata, reducing the cost of the webinar by more than 30% using the discount code SLADE2020 when booking . If you are interested, we do highly recommend it to you and you should find it will give you some very practical, and useable techniques if you are searching for a new career opportunity.

Click here for full details…

We look forward to seeing you there!

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