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Strategy: The Latest Round Of LinkedIn Changes: What You Need To Know…You May not have Access to all these Changes Yet, But you Will. And this is Just the Beginning

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LinkedIn recently introduced a new look and feel to your home page and profile page, as well as additional features and a new pricing plan. The latter was designed to get more people to pay more – or pay at all (since most members are on the “free plan”).

LinkedIn

This is not surprising. LinkedIn is an ever-evolving platform with new features being added seemingly every month. Most of the changes enhance what you can do and how you can use LinkedIn’s tools. Even the most fervent users of LinkedIn have a hard time keeping up with the enhancements and modifications.

For more on the pricing plan, read this recent articleby fellow Forbes contributor George Anders. To help you navigate the recent feature changes, I’ve developed the following quick guide, with an emphasis on how you can make the most of these changes to enhance your personal brand.

But first, here are a few things you need to know:

–       LinkedIn is a business, and its leaders are always seeking ways to maximize their bottom line. Changes are ultimately designed to increase revenue. Most users don’t need to pay for LinkedIn services. Your presence and engagement translate into value for LinkedIn.

–       LinkedIn has been in the fast lane, moving from an online website and virtual networking tool to a comprehensive career management and personal branding platform. But unlike a lot of online platforms, new features do not roll out to everyone at the same time.

–       There are often different ways to accomplish one task in LinkedIn and different features you can access from your home page and your profile page (click on your face in the upper right corner to get from your home page to your profile page). Find the approach that works for you and stick with it.

The best way to maximize LinkedIn is to stay up on its latest developments by reading posts like this and trying things out to see what provides you the greatest value.

 

Overall, I think the new home page design is greatly improved and the other recent enhancements make it a more valuable tool. To help you maximize the latest features, I’ve divided these into three aspects of branding: Building Your Personal Brand, Building and Nurturing Your Network and Measuring Your Success:

Building Your Personal Brand

Adding Media

Being able to add media to your profile – documents, videos, presentations – isn’t new, but the recent changes make multimedia enhancements even more valuable to you. When you add media now, you can indicate where you would like it to appear by selecting a specific section. LinkedIn has also increased the number of providers from whom you can embed media. The complete list, now topping 300, is here.

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Share An Activity Update

This feature works the same as it did but has been renamed “What’s On Your Mind.” I’m not sure why this change was made. Perhaps they’re hoping that a question will spur more people to provide more updates.

Blogging

Using the LinkedIn long-form blogging platform is great for personal branding. You can share your thought leadership with a potential 330+ million people. And recent changes have made it even more valuable. Now, published posts are highlighted in individual search results. So if you aspire to be visible to people who are making decisions about you, and you want to be seen as a thought leader in your field, start using the long-form publishing feature in your profile!

SlideShare

There is now a direct link to SlideShare from your profile page. Under the Interests tab, SlideShare has been added to Companies, Groups, Pulse and Education. As you may know, LinkedIn bought SlideShare in 2012.

Building and Nurturing Your Network

You Recently Visited

Not all of the changes included additions. The You Recently Visited feature, which used to appear along the right side of your home page, has been removed. Personally, I think this is a loss of a great feature.  I liked being reminded of the profiles I checked out.

Stay in Touch

LinkedIn has made it easier to stay connected to your network members. The new Keep in Touch box – which you’ll find in the top right of the homepage – organizes your connections’ updates (including birthdays, profile changes, new jobs/promotions, anniversaries and mentions in the news) and gives you the option to comment, like or skip the update. This provides similar functionality to the LinkedIn Connected app. Your connections’ new roles – which used to appear in your feed – are no longer shown there.

People You May Know

This feature annoyed some – me for one – and it has been given less prominence in the redesign. That’s good news. People You May Know are shown after you go through your list of connections who have updates (see “Stay in Touch” above). But just to make sure you see it, they have added “People You May Know” to your activity feed as well. And you are still fed People You May Know after you accept a LinkedIn request. LinkedIn is going all out to make sure you add connections.

Searching

Free searches are now limited by a monthly cap – with the goal of driving more people to the premium versions. There is a work-around that will make it unnecessary for most people to subscribe for a premium version. After you have used your monthly limit of searches, switch from LinkedIn to Google for your sleuthing. If you are looking to find Marketing Directors at IBM, for example, type this into the Google Search window: IBM “marketing director” site:https://Linkedin.com/pub/ If you are in sales, however, the premium version and its search capabilities are a necessary investment.

Measuring Your Success

Immediate Stats

Right at the top of your profile page, LinkedIn posts your stats so you can see how you are doing. It’s a great way to measure your brand impact. In addition to showing how many people have viewed your profile (you can click on it to get all the details, just like before), you can see how many people viewed your latest update (now called  “What’s on Your Mind”).

The Only Constant is Change

As I said earlier in the post, you may not have access to all these changes yet, but you will. And this is just the beginning. LinkedIn will continue to enhance and change the platform, so stayed tuned.

Follow me on Twitter and check out my latest book, Ditch. Dare. Do! 3D Personal Branding for Executives.

Forbes.com | March 11, 2015 | William Arruda 

Your Career: 12 Times you’re Better off Without a Promotion…Moving up the Corporate Ladder Seems Like a No-Brainer, but There are Many Reasons Why you Might be Better Off Declining

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You’ve been with a company for years, and have received excellent performance reviews. You may even be due for a promotion. Maybe it will come with a bigger paycheck, a larger office, and a fancier title.

Man Head in Hands Thinking

Will you be better off taking the promotion or not?

But should you automatically accept a promotion if one is offered?

Moving up the corporate ladder seems like a no-brainer, but there are many reasons why you might be better off declining.

1. You Wouldn’t Be Doing What You Want to Do

You went into engineering because you really love using technical skills to build things and solve problems. But now you’re a manager, and you spend more time in budget meetings and strategy sessions than actually working on projects. Promotions can bring some extra money and influence, but what’s the point if you’re not doing something you enjoy — or worse, if you’re being derailed from your intended career path?

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2. Your Job Might Actually Become Less Secure

It seems a bit counterintuitive that a promotion would actually make you more vulnerable to a layoff, but it is possible. It’s often more cost-effective for companies to get rid of a layer of management than lay off workers in the lower rung. There’s also a perception — right or wrong — that middle managers aren’t as tech savvy, and are therefore more dispensable.

3. You Would Have No Real Authority, But Would Be Accountable

So you got that promotion and now have some employees reporting to you. But you may find it frustrating to learn that while you’re accountable for your department’s performance, there are outside factors that impact your ability to control outcomes. Before accepting a promotion, try to gauge how much input you will actually have on key decisions.

4. It Would Require a Relocation

You’ve been offered an opportunity to move up in the company, but there’s a catch: You need to move to Portland, Oregon. Now, Portland is a lovely city, but you’re from Baltimore, and so are all of your friends and family. Living in Portland may be a little pricier, and the city doesn’t even have a Major League baseball team! For some people, moving for work is a big fun adventure, but for many others, the change in location might not be worth it.

5. It Would Be a Promotion in Name Only

Some companies like to add “senior” to your title and give you a lot of extra responsibility. But does it come with extra pay or other perks? Is it really just a “lateral” move? If you’re being saddled with extra work and stress but aren’t being compensated for it, it may be the wrong kind of “promotion.” Occasionally, this is okay if you’re learning some new skills that will pay off down the road, but it’s important to make sure your employer isn’t taking advantage of you.

6. You Don’t Plan to Stay With the Company

Let’s say you’ve been fantasizing for years about opening your own gourmet donut shop, and are about six months away from having enough money saved for it. Then your employer calls and offers you a big promotion.

Do you accept the offer, knowing that you were on the verge of leaving to pursue your dream?

Taking a promotion when you’re a short timer is pointless — and is unfair to the employer. This is also good advice for someone who is considering leaving a company due to its shaky finances. If you weren’t confident in the company before, getting a new title and bigger paycheck isn’t going to change matters.

7. You’d Be Asked to Fix the Unfixable

I once had a friend who took a job to turn around a struggling division. He saw it as an opportunity to show off some leadership skills and execute his own vision. In a short time, however, he learned that the division’s problems were so deep that they were beyond his ability to repair.

Occasionally, higher-ups might give credit to an employee for making the best of a bad situation, but it’s often just misery with no happy ending. Don’t accept a promotion to “save” something that is beyond saving.

8. Your Work-Life Balance Would Suffer

Is this new job going to require longer hours at the office? Will you be on the road constantly? Will you constantly be on call? You may be at a point in your life when you need to be home more often to care for kids or an elderly parent. Or maybe you just want more time to pursue various interests.

CNBC last year reported on some dads who said no to promotions because they wanted to spend more time with their families. You should not be so reliant on that extra paycheck that you’re willing to sacrifice the quality of your non-work life.

9. You’re Not Qualified

It’s great to take on a new challenge, but it’s important to be honest about your own talents and experience. We may be conditioned to fight off a fear of failure, but there are instances when those fears may be valid. If you enter into a job without the right skill set, you could find yourself with no career at all.

10. The Only Reason You’re Considering It Is for the Money

A better paycheck is great motivation to climb the corporate ladder, but if it’s the only reason you’re even thinking about taking the job, turn it down — assuming the money isn’t really needed.

11. The Job Doesn’t Align With Your Values

If you’re a vegetarian, would you enjoy being in charge of a marketing campaign for the beef industry? If you’re a Quaker, could you be an engineer of a major weapons system? We all have values and beliefs that guide us, and working in any job that’s contrary to those beliefs can make us miserable.

12. It’s a Dead End

You may think that moving up the ladder is always good thing, but it’s important to also think of the next step. Do you see a potential path to other opportunities within the company? Does this new job really add anything to your resumé? If you lose this job, will you be able to easily find a new one in the same field?

Have you ever turned down a promotion? If so, why?

 

Businessinsider.com | March 10, 2015  |  TIM LEMKE, WISEBREAD

http://www.wisebread.com/12-times-youre-better-off-without-a-promotion#ixzz3TzmksHxY

Your Career: LinkedIn Tags 10 Careers Where Job Networks Matter Most…These Fields Did at Least 26% of their Hiring from Existing Employee Networks

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How will you find your next job? Everyone wants a better strategy than simply clicking on an endless blur of hiring notices. A fresh study by LinkedIn highlights 10 types of careers where a strong personal network of contacts may pay off the most.

(Photo credit: Simon Cockell via Flickr/Creative Commons)

(Photo credit: Simon Cockell via Flickr/Creative Commons)

In a blog post published today, data analytics specialist Peter Rigano examined the range of LinkedIn contacts held by each member of the social network that got a new job in October 2014. His objective: to see what percentage of them — at least six months before switching jobs — had established at least one connection with an employee or manager of the company that eventually hired them.

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On average, he found, 16% of all hiring involved job candidates with well-established connections into their new employer. In some cases, Rigano writes, those connections may have led to formal job referrals. In other cases, candidates may simply have learned about job openings informally, through their professional network of friends, acquaintances and other contacts.Rigano’s analysis unearthed some wide differences among industries, in terms of how common it is for new hires to have existing contacts with their prospective employers. The most tightly networked fields, according to LinkedIn data, include computer games, computer and network security, venture capital/private equity and political organizations. As the table below shows, all of these fields did at least 26% of their hiring from existing employee networks.

(Source: LinkedIn)
(Source: LinkedIn)
At the other end of the spectrum, industries such as restaurants, freight delivery, medical practice and luxury goods conducted less than 10% of their hiring from existing employee networks, according to LinkedIn’s data.
(Credit: LinkedIn)

From what I’ve seen of game development, management consulting and private equity, LinkedIn’s suggestion that these are highly clubby, close-knot fields is probably correct. LinkedIn’s roster of more than 300 million users is famously comprehensive for such knowledge-intensive, high-profile fields.

But the full picture on restaurants and medical practices may be more complex. Such domains aren’t traditionally thought of as hotbeds of LinkedIn activity. It may be that people in those fields rely significantly on their networks of work contacts to help them find jobs, too. The low scores could reflect, at least in part, a lower percentage of such workers’ networks that are found within LinkedIn’s databases.

All the same, as Rigano points out, highly specialized technical industries are looking for people with uncommon skills, and a good way to find such people is to tap into recommendations by existing employees. Something similar is at work in relationship-driven professions such as finance and politics, where companies like to tap into employees’ existing networks to find people who are good at “closing deals and winning clients.”

 

Forbes.com  | March 9, 2015  |  George Anders Contributor

I write about innovation, careers and unforgettable personalities.

Opinions expressed by Forbes Contributors are their own.

Your Career: How To Conduct A Pain Interview With Your Hiring Manager…You May have to Ask Several Pain-Related Questions. Even Very Competent & Astute Managers Don’t Always have a Clear View of What’s Working Well & What isn’t. You Will be a Consultant to your Hiring Manager, Even Before you Get a Job! Practice Pain Interviewing & ee if you don’t find what other Job-Seekers have Found: That it’s More Interesting, more Intellectually Stimulating, More Fun & More Likely to Lead to a Job Offer to Talk about Pain & Solutions Than to Stick to the Interview Script!

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Pain Interviewing begins when you shift your hiring executive’s focus from the standard interview script to the actual business matters he or she is responsible for.

pain-hypothesis-banner-1024x3701111

We call it Pain Interviewing because in the same way that a Pain Letter deals with the real Business Pain behind the job ad, a Pain Interview digs into what isn’t working right now in your hiring manager’s world. That’s the meat of the matter.

Who cares what kind of soup you would be if you were a can of soup, or what you think your greatest weaknesses are or what you had for breakfast? An interview is a business meeting, so let’s talk about business!

 

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You can help your hiring manager get off the interview script and begin the Pain Interviewing process.

You’ll do it by answering one of your hiring manager’s questions, often the question “Tell me about yourself!” with a short answer and then ‘spinning the table’ to ask a question of your own.

Here’s a script to illustrate the Spin the Table processand get your hiring manager off the interview script into a human conversation about real business issues.

Once you begin to get off the script and talk about the Business Pain behind the job ad, you’ll find that the conversation gets easier and more interesting. All you can do when you’re being asked traditional interview questions is sit and answer them.

You are not an active participant in the interview process as long as you’re answering questions like a person taking an oral exam or a citizenship test.

You have to get off the script to get to the heart of what’s going on in the organization you’re thinking about joining.

Here are some Business Pain questions you can ask your hiring manager at your job interview. When you ask these questions and talk about your hiring executive’s business obstacles, you’ll be in a Pain Interview!

You have to start with a Pain Hypothesis that you formulated long before the interview, maybe a week or two ago. You researched the organization. You read your hiring manager’s LinkedIn LNKD -1.38% profile from top to bottom. You thought about the question “If I were this manager, what would be keeping me up at night?”

Is it customer service hold times, or the fact that the company has no social media strategy from what you can tell? Is it problems with financing for new product development? You know a lot about your industry and your function. Let’s put that learning to use!

Here’s how you’ll advance a Pain Hypothesis to get the Pain Interview party started!

MANAGER: So, how long have you been using Excel?

YOU: Oh, about five years I guess – I love Excel. I’m a spreadsheet geek, for sure. Listen, can I ask you a quick question about the job?

MANAGER: Sure! (He’s bored with the dumb scripted interview questions, too.) 

YOU: Fantastic. I’m wondering about your product roadmap. You launched the edible nail-polish line about 18 month ago, right?

MANAGER: Give or take.

YOU: And it looks like it’s doing well, but it’s more of a novelty than your other products. I see it in the novelty gift stores at the mall, rather than chocolate shops.

MANAGER: Yeah, that product didn’t really work in chocolate shops.

YOU: But it was a big seller when it launched. I’m curious what your product roadmap looks like now, and how you’re feeling about the new product release schedule for 2015.

MANAGER: That’s an insightful question. It’s one of the reasons I’m hiring a Number Two here in Marketing. I have my plate full. We need to keep coming out with new products.

YOU: What would your ideal release schedule look like?

Now you are talking about something real. You’re talking about what’s working and what isn’t. You are way too polite and professional to point out that when you asked your manager about the schedule for new product releases this year, you didn’t get an answer. That’s good! You love to hear about Business Pain. Business Pain is your favorite topic, because you can solve your hiring manager’s pain.

You can’t ask your hiring manager “What isn’t working here?” You have to advance a Pain Hypothesis and let him or her react to it.

You may have to ask several pain-related questions. Even very competent and astute managers don’t always have a clear view of what’s working well and what isn’t. You will be a consultant to your hiring manager, even before you get a job!

Practice Pain Interviewing and see if you don’t find what other job-seekers have found: that it’s more interesting, more intellectually stimulating, more fun and more likely to lead to a job offer to talk about pain and solutions than to stick to the interview script!

Forbes.com | March 6, 2015  |  Liz Ryan 



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Recent College Grads: LinkedIn Disadvantage…Recent College Graduates Are at a Competitive Disadvantage on LinkedIn

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There are at least two major aspects of the functionality of LinkedIn that make it more difficult for recent college graduates, or soon-to-be-graduates, to be found, evaluated and contacted for suitable opportunities.

Overcoming these challenges is critical to their success with LinkedIn.

With the emphasis LinkedIn has been placing on growing their student market – claiming to have over 39 million students or recent college graduates as members – one would think that LinkedIn would want to find ways to improve the outcomes for this membership segment. Instead, many become frustrated and pursue career opportunities through other avenues.

The two aspects are:

  • The LinkedIn search algorithm tends to operate under the concept that “more is better”
  • The Advanced People Search is not designed to easily identify students or recent college grads

There is probably very little LinkedIn can do about the first issue. Typically “more is better”. Someone with 10 years of experience should rank higher than someone with two years of experience, right? Someone with more relevant skills should also rank higher than someone with fewer skills.

But, not everyone wants to hire the candidate “with more”. Sometimes less experience is in order.

I don’t see LinkedIn changing their “more is better” search algorithm, nor should they. Members of LinkedIn need to accept how the search algorithm functions and create their profile to obtain maximum results – especially the relatively inexperienced members.

 

MaxOut LI, LLC, helps job-seekers and college students gain maximum results with LinkedIn while expending minimum effort.

MaxOut LI, LLc is offering two free one-hour webinars. One for most LI members: “Things Every LinkedIn Member Needs to Know”, and one for college students:“What Every College Student Needs to Know about LinkedIn”.

We will cover 9 critical concepts of LinkedIn that are key to success via LinkedIn.  It’s absolutely free and includes Q&A!

For more information, or to register, follow this link:

http://www.maxoutli.com/webinars/

We guarantee, you will be much better prepared to MaxOut your performance on LinkedIn!

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The second limiting aspect, the fact that the Advanced People Search is not designed to easily identify students or recent college grads – even in LinkedIn’s pricey Recruiter Corporate account – is disappointing.

Quick, find someone who graduated in 2014 with a Bachelor’s in Accounting within 25 miles of Des Moines, IA. There isn’t an efficient way to identify all such LinkedIn members.

At the minimum it would take hours to consider all members matching such basic criteria!

Why? To select by an Education “ending date” in the Advanced Search, a user must first select a “school”.

Even after selecting the school, or schools, the search doesn’t look for profiles matching the Education criteria in a single Education entry. Instead the search criteria can comefrom multiple Education entries within the same profile.

Therefore, someone who majored in accounting from 1975 to 1983, attended a university through 2014, earned a Bachelor’s degree in Recreation in 1986, and lives in the Des Moines area – would be included in search results. Not exactly the type of candidate the employer seeks to hire!

When running a search with the criteria above, 256 results were returned (taking into consideration the top 16 represented schools) but only two of the first 25 search results were of members who actually graduated in 2014 with a Bachelor’s in Accounting!

With all of their technological capabilities, LinkedIn can do a much better job of helping employers identify recent college grads. It would only require adjusting how the Education entries are searched.

What are your thoughts on this issue?

 

maxoutli.blogspot.com  |  January 7, 2015  |  Dan Stiffler 

http://maxoutli.blogspot.com/2015/01/recent-college-grads-linkedin.html

Your Career:How To Job-Hunt After Getting Fired…Getting Fired is Not Bad for You. It Might Be the Best Thing That has Ever Happened for Your Career.

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The big thing about getting fired is not the process of getting fired itself, but the job-hunt afterwards. The good news is that the working world is changing fast. One of the ways that the traditional Godzilla structure keeps working people in line is that it tells them “If you get fired, good luck getting hired anywhere else!”

The Office Management

It used to be a huge thing if you got fired and then had to say “I got fired from my last job” when you started your job search. You don’t have to do that now. Getting fired is not even a real thing. It just means that an employer said “Hit the road” before you said “I’m out of here.” It’s not a legal designation.

It’s just a conversation. We have to shake the toxic lemonade out of our veins and stop thinking that a job application is a legal document or more fundamentally, that organizations have more power than individual people do. That is nonsense!

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If you are about to get fired, you can quit. Your boss or someone in HR can begin to say “Look, we can see that it’s not working out and so —”and you can interrupt them and say “Let me make this easy – I quit!” However, if you don’t have another job lined up, don’t quit, because if you quit you won’t be eligible for unemployment compensation. Let them fire you. It doesn’t matter.

Most employers these days will never give a bad reference, because they don’t want to be sued. They won’t tell another employer that they fired you. All they are likely to do is to confirm the dates that you worked for them and your job titles. Here in the U.S. they can’t confirm your salary without your permission. For the same reason, many employers will not make you ineligible for rehire just because one manager terminated you.
If you sign an application or a background-checking form that gives your possible new employer the right to check your references and if your former employer tells the new employer that you are ineligible for rehire, the new employer will ask you what’s up. You’ll say “It was a difficult situation leading up to my departure.

“We had differences of opinion that were significant enough that it was obvious the fit was not good. I am surprised that I am ineligible for rehire there but of course, I don’t intend to work in that organization again in any case.”

Your relationship with your new hiring manager is the key. If he or she doesn’t trust your judgment, why would you want to work on his or her team?

You never have to say “I was fired” during your job search. We still have the outdated idea that being fired puts a mark on shame on you. It’s not true. Most of the people who get fired from their jobs in my experience are not bad people or bad employees.

We do not know how to be adults at work. We do not know how to talk about energy. When two people don’t resonate together, that is an energetic mismatch. It doesn’t make one person wrong. An immature or flustered boss may not know how to put words around the mismatch, so he or she will say “You aren’t meeting my requirement.”

You may think “The feeling is mutual, sweetheart” and be happy to be out of the bad work environment. When you apply for a new job, you can simply say that you left. I don’t want you lobbing resumes or applications into faceless Black Hole portals, anyway.

When you send a Pain Letter directly to your hiring manager, there is no mention of course of how or why you left your last employer.

The question “Why did you leave Acme Explosives?” may come up at a job interview. It probably will, and that’s good, because that’s just the kind of question employers should be asking. After all, your story is your brand.

“I had a great time learning for the first three years,” you will say, “and then it was time to go. I needed a bigger challenge.”

If you were in your job for a short time you can say “I misjudged that situation, honestly. I thought it was going to be a channel development job, but it was really straight selling and that’s not my strong suit. I’m more of a program manager and a long-term relationship builder, versus the kind of order-taker they needed at Acme.”

You are going to find in your job search that there is a huge difference between the organizations and people you feel comfortable with and the ones you don’t. As you trust your body more to send you signals it will oblige. You will leave some workplaces and think “That place is fun. I could learn something there.” You will leave other places and think “There isn’t enough  money in the world to get me to work there. Those people look like they’re in misery.”

Trust your body and trust the universe to get you into the right spot. For all intents and purposes in the 21st-century workplace, you get to decide whether you were fired or not. Maybe one day you will wear that distinction as a badge of honor, like I do. I’ve been fired two and a half times and those experiences helped to make me who am I today — whoever that is!

Getting fired is not bad for you. It might be the best thing that has ever happened for your career. When you get fired, you get shaken out of the stupor that most of us fall into all too easily. Whenever you grow new muscles, the universe and I will be here on the sidelines, cheering you on!

Forbes.com |  February 28, 2015  |  Liz Ryan

http://www.forbes.com/sites/lizryan/2015/02/28/how-to-job-hunt-after-getting-fired

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