I recently spoke to a great advertising and sales executive in NY. This executive had worked for multiple large advertising agencies and several start up organizations. His success was evident based upon his salary and the blue ribbon clients he had helped throughout his 15 years as a marketer.

I asked him what he had been doing in the past 3 months to find a job? He said he had been making multiple connections with recruiters in various cities and making submissions to marketing specific job boards.

I asked him how that was going? He said nothing had come of it. I asked why have you been successful as a marketing and advertising executive in your career? He said “relationships”.

Building relationships is so much more then replying to job boards, it’s connecting with people on an individual basis. This is very similar to what can be seen in the consumer marketplace. The hiring executives are consumer who are looking to “buy” based upon the opinions of other consumers.

LinkedIn is a perfect example of creating the perception of people/companies buying your brand. If you have been successful and respected in your job it’s easy to get someone to “recommend” you on LinkedIn.

Act as you would with your target market, and put yourself in the shoes of your buyers. What are they thinking? What triggers them to buy “you”?

Don’t think it’s cold or impersonal. It’s far from impersonal. In the social media blogosphere there is something called “transparency”, which is exactly what it you think it means. Folks aren’t going to recommend you unless you truly have performed well, and have been a pleasure to work with (if that’s what they said in your recommendation). While blogging you need to be transparent. If you are blogging for a company you need to be open about who you are and how you are connected with an organization. The same goes for selling your personal brand to a potential employer.

Back to the Advertising Executive. I turned the tables on him and asked what are you doing for YOUR brand? How are you selling yourself and separating yourself from the competition?

It’s interesting to see how successful marketers react to downsizing. Executives that have been incredibly successful for their clients and agencies can lose hope during a downturn.

Marketers are deadly and far smarter than the average bear within an organization. Open your books and remember your Marketing 101 classes. Research your targets and engage them where they live: online, in market and at work.

Please let me know your thoughts on how your marketing expertise has helped in your job search. What is YOUR brand?

Working from home has been a hot topic for both candidates and hiring managers here at Paladin. This week my team staffed several marketing roles that require our Paladin Associates to work remotely. For some job seekers it is seen as the unattainable Shangri-La. For others who have been there, working from home has lost some of its luster. And employers are often conflicted over the relative benefits and draw backs as well.

For those that are investigating or are dedicated to a virtual work life, here is a resource for you: Digital Nomads

I was introduced to the site by Bob Pearson, Dell’s VP Communities and Conversations. Bob was the keynote speaker at The Conference Board’s Corporate Reputation and Communications conference held in Chicago this October. After the event, he was kind enough to give me an overview of this online community. Here is one post of particular interest to individuals considering the switch to working from home: So, You Want to Become a Nomad, eh?

And for those that have worked alone too long – an alternative: Coworking the newest trend in the virtual workplace . . . . working alone, together. You can learn more and find coworking resources here: Coworking Wiki

And for hiring managers, here are a few resources on managing virtual workers:

Business Week – Virtual Workplace Dos and Don’ts

Web Worker Daily – 10 Tips for Managing Virtual Workers

At Work Newswire – Managing Virtual Teams

And for those that still like working together face-to-face with a team. . . . I will see you on the train at 7:00 a.m. tomorrow morning.

Social Networking sites are here for the long haul. There are so many out there to choose from (Myspace, Facebook, Twitter, Yelp, Brightfuse…etc) and usage has gained tremendous popularity. Most people have historically used social networking sites for personal purposes…to stay in touch with friends, share photos, reviews, etc. But, it is also important to keep in mind that your web presence can sometimes be reviewed by potential employers.

I have heard that 22 percent of employers say they use social networking sites when evaluating job candidates, and an additional 9 percent intend to do the same soon. Yet, only 16 percent of workers with social networking profiles have modified their pages with potential employers in mind. Put yourself in the employers shoes. They are looking for candidates who not only fit the job criteria, but who also fit within their company culture. Social Networking sites are a great way for employers to tap into (what you think may be) your private life a bit gaining insight on your personality.

On the flip side, I have heard cases where candidates have deliberately offered access to, for instance, their Facebook pages in order to share details on who they are that may not have been a part of the previous traditional interview process. I suppose this can portray one as an “open book”, with “nothing to hide” or perhaps even proud of sharing who they are. It is up to you on how you decide to use Social Networking for your own personal needs.

Please read this CNN article for some great tips on Social Networking Do’s and Don’t’s: http://www.cnn.com/2008/LIVING/worklife/11/05/cb.social.networking/index.html

Every now and then, when I ask a candidate why he left his previous positions, there’s one instance that he isn’t too proud of.  Off the bat, he starts his explanation with something like “So, OK, here’s what happened,” and I’m taken on a whirlwind response for ten minutes about how this guy did this, that project wasn’t interesting, there was a personality conflict from day one with her.  I’m suddenly confused, doubtful, and wondering what really happened.

We all leave a job at some point and time.  Sometimes we leave on our own, sometimes we’re laid off, sometimes we’re fired.  The facts of why you left your positions are just that - facts.  Don’t be ashamed, don’t try to make them something they’re not.

Make sure you’re able to answer why you left a position in a cut-and-dry, confident, brief response.  If it wasn’t a perfect fit, and you left on your own, just say it.  If it was a downsizing, just say it.

Here’s some explanations that are cut and dry, and work really well:

• I was not growing, and there was nowhere for me to go in the company.  It was time for a change, and that’s when I found my next position.
• My position was eliminated, and I was laid off.
• The position stopped being a challenge to me, and I decided to leave the company to look for something more in line with my goals.
• I was let go.

You’ll avoid painting a really complicated picture that probably doesn’t need to be that complicated.

Let the interviewer ask any follow up questions if they want more information.  At that time, you can go into what details the interviewer wants to know.  As always, make sure to remain positive in your response; don’t ever speak poorly about a past company, manager or coworkers.  And make sure to close your responses by pointing to what lessons you took from the experience that apply to where you’re going next.  Your interviewer will come away with a confident and focused idea of who you are, where you’re heading, and hopefully, how you’d fit in on their team.