Exclusively prepared for:

July 15th 2010

An LOOK INTO WEB 2.0 Tools for Your Job Search

An LOOK INTO WEB 2.0 Tools for Your Job Search

Daniel Guelzo CTC, CPCDaniel Guelzo CTC, CPC

Served 9 years as a Tactical Air Control Officer United States Navy

National Practice Director Talent Strategy at Spherion www.spherion.com

14 years of experience in building local and national recruiting teams within the Accounting/Finance, Banking, and Information Technology communities.

IMA Atlanta Chapter President / VP of Corporate Sponsorship 800+ accountants

www.imaatlanta.orgCo-Founder of Cornerstone Career Ministry 200+ attendees www.fbcwccm.org

Speaking engagements and networking events: GAPS (Georgia Association of Personnel Services) Networking Events / IMA / FENG / RUMC / CCM / C3G Networking in Today’s Web 2.0 Revolution What is Your Plan B Building Resumes That Will Open Doors I’m on Linked In…. Now what? Opening eNetworking Doors

AgendaAgenda

Good News for Job Seekers!

History of the Job Search Process 80’s 90’s and today.

What is the Web 2.0 Revolution

Using the Web to differentiate yourself as a candidate

Taking Control of your Job Search— Google— Working with Recruiters

Good news Good news Companies are adding Companies are adding payrollpayroll

Total nonfarm payroll employment grew by 431,000 in May, reflecting the hiring of411,000 temporary employees to work on Census 2010, the U.S. Bureau of LaborStatistics reported today. Private-sector employment changed little (+41,000).Manufacturing, temporary help services, and mining added jobs, while construction

employment declined. The unemployment rate edged down to 9.7 percent.

APRIL 162, 000 MAY 411,000

Top 20 Fastest Growing Top 20 Fastest Growing IndustriesIndustries

Management / Bus Services (80% growth)

Back to the future please…..Back to the future please….. A look at the Job Searh in the stone A look at the Job Searh in the stone age!age!

1980 – 1990’s

Back to the future Back to the future please….. please….. A look at talent acquisition Web 1.0 A look at talent acquisition Web 1.0 StyleStyle

1990 – 2000

One Way communication: • Sites pushing out job search content• First targeted to companies looking for talent

One small step for man kind..

One giant leap for the job search!

1995

1999

PC Magazine Top 20 Job Search Web PC Magazine Top 20 Job Search Web SitesSites

Beyond.com claims to be the “largest network of niche Career Communities On the web.

Web’s Biggest Job site 23 million

Largest online ClassifiedsHigh-tier Site for executivesJust Employer’s OpeningsSearch Engine for all sites Formed by Large Employers

PC Magazine Top 20 Job Search Web PC Magazine Top 20 Job Search Web SitesSites

Claims it was the “world’s first Internet Recruitment Site”Built to help employers and recruiters to work togetherDesigned to be a Professional Networking site… now a job site

Where does your resume go once it hits Where does your resume go once it hits the web?the web?

Technology has created a fast and efficient process to get your resume out to the companies

1980’s = 20 resumes

1990’s = 100+ resumes

2006 1 job posting = 150

2010 1 job posting = 800

Where does your resume go once it hits Where does your resume go once it hits the web?the web?

Your resume is going into a very big black hole!

1000’s of resume per job posting and it’s stillthe preferred method of getting your resume out

Linked In SurveyLinked In Survey

Understanding the pain of Corp HR

• 2/3 of all Human Resources personnel were laid off during the economic downturn• Technology has created an overwhelming problem for HR with tons of paper

• New technology continues to create fixes : VMS – Resume Data Base Programs

The Human element has been removed from the process

How do you stand out in a sea of thousand How do you stand out in a sea of thousand resumes?resumes?

Networking your way to a new career!

Job Search PreparationJob Search Preparation

The Power of Networking -- In almost every job search tip column and book there is a section dedicated to networking.

A referred candidate has a 35 to 1 chance of getting hired

vs. 500 to 1 for the typical candidates. Source www.jobster.com

Web 2.0 Revolution? Social eNetworking?

Jim B

rownin

g

Ruthie Powell

Debbie Rodkin

Tom Darrow

Bob Littell

The creation of Online Networking The creation of Online Networking Sites Sites

the Web 2.0 Revolution was bornethe Web 2.0 Revolution was borne

Blogs, social networking sites and automated biography tools have made:Data more current and complete

Owned and updated by the members

Two way shared web. Social Networking sites.

Blogs. Anything with user generated content.

Standing out in a sea of resumes with Web Standing out in a sea of resumes with Web 2.02.0

Ability to find and connect with Hiring Managers directly.

What’s New in Social Networking?What’s New in Social Networking?

Secret of getting a job in this market Secret of getting a job in this market is:is:

Know what your 100% market-ability is (market value)

Conducting a “targeted” search with a specific marketing campaign

— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity

Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story

Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you

What is my 100% market value?

What are my secondary markets?

What happens as I move away from 100% market?

• Increased risk of failure for company• Decrease of financial reward to you

IndustryLike companies / like industries / like skill sets

Proven abilities – success stories - SAM

Building your list of Building your list of prospectsprospects

SIC Codes ( Standard Industrial Classification )

Secret of getting a job in this market Secret of getting a job in this market is:is:

Know what your 100% market-ability is (market value)

Conducting a “targeted” search with a specific marketing campaign

— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity

Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story

Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you

Your Mission Your Mission PossiblePossible

1. Uncover the name of the hiring manager

• Find the “Pain Holder”• HR Generalist & Recruiters

are only intermediaries

2. Indentify the Short Termand Long Term objectivesof the job / dept / company.

3. Create an Achievement Based marketing campaign that fixes those problems.

Stats Current Membership: +60 Million A new member joins LinkedIn approximately every second Executives from all Fortune 500 companies are LinkedIn members.

— US Membership: ~35 Million 90% hold 4 year degree

— 50% of these members hold advanced degrees 80% 24-54 years old LinkedIn platform available in 4 languages

— English— Spanish— French— German

LinkedIn’s press site.

5,400 People will Join before we finish

86,000 People will Join today

Linked In SuccessLinked In Success

My Linked In OpportunitiesMy Linked In Opportunities

If you don’t have a large network you won’t get a results

Searching on GroupsSearching on Groups

From “Find People” select “Search within my Groups”

•Click on a particular group

•Include Company names / Job titles

Hint to joining Groups•Search on candidates•Look at their Groups•Click on their groups •request to join

Value: you may not know them but you are connected via groups

Would you like to know how to leverage Linked In for free?

Secret of getting a job in this market Secret of getting a job in this market is:is:

Know what your 100% market-ability is (market value)

Conducting a “targeted” search with a specific marketing campaign

— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity

Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story

Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you

Genuine Parts Example (Accounting / Duluth Genuine Parts Example (Accounting / Duluth GA)GA)

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Genuine Parts Company Genuine Parts Company ExampleExample

Web 2.0 Tools for your Job Web 2.0 Tools for your Job SearchesSearches

What if I don’t have a lot of Linked In contacts?

How can I still get critical information?

Google Search Strings / Google Search Strings / iGoogleiGoogle

Example Genuine Parts Company Duluth Example Genuine Parts Company Duluth GAGA

To get Press Release / Alerts:News "press release" alerts "Genuine Parts Company" "Duluth GA“

Linked In Hacks: site:linkedin.com “Genuine Parts Company "Greater Atlanta Area -intitle:directory -

inurl:updates -inurl:updates

Linked In Hacks:site:linkedin.com "Genuine Parts Company" ”current * * * Manager” (inurl:pub | inurl:in)–intitle:answers  -inurl:groupinvitation -inurl:cap -inurl:static -intitle:updated –intitle:blog –intitle:directory -inurl:jobs -inurl:companies "Greater Atlanta Area”

To find Email format:"email * * *genpt.com " (Atlanta | GA)

 

Google News Alerts sent to your personal Google News Alerts sent to your personal emailemail

Linked In Search for Genuine PartsLinked In Search for Genuine Parts

585 connections

How to find “current” Managers or How to find “current” Managers or DirectorsDirectors

49 “current” Managers or Directors

How to find emails of decision makers in the How to find emails of decision makers in the companycompany

Secret of getting a job in this market Secret of getting a job in this market is:is:

Know what your 100% market-ability is (market value)

Conducting a “targeted” search with a specific marketing campaign

— Passive Referrals from within the company (COIs)— Tailored resumes for each opportunity

Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story

Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you

Facts about the Resume Facts about the Resume ProcessProcess

Resume FACTS:

—Most Hiring Authorities are experts at making “widgets” but are terrible at interviewing and reviewing resumes.

—9 out 10 candidates will not be able to design an effective or “Achievement” based resume.

— They are excellent Accountants / Web Programmers but they are terrible resume writers.

Professional Resume ReviewsProfessional Resume Reviews

Resume Facts

Hiring Authorities or Decision Makers review and eliminate resumes quickly (10 seconds or less) on 3 critical points

Titles Current Title must be similar to position they are trying to fill

Dates of Employment Candidate should have stable work history)

Responsibilities / Accomplishments / Feature & BenefitSkill sets and accomplishments should match critical needs for position

Operational Bullets vs. PSR Operational Bullets vs. PSR BulletsBullets

Traditional: Successfully managed workers’ compensation program

PSR: Problem: high rate of worker injuries resulting in workers’ comp.

claims Solution: educating employees on safe work practices and adhering

to strict safety standards Result: reduced workers’ comp. claims by 20% in one year which

resulted in a savings of over $150,000 to the company

Accomplishment: Reduced workers’ compensation claims by 20% saving over $150K in

one year by educating employees on safe work practices and adhering to strict safety standards.

Before ResumeBefore Resume

AUTOMATIC DATA PROCESSING (ADP), Alpharetta, GA April 2005 - presentDirector, Service DeliveryI am currently responsible for the oversight and management of contracted deliverables. I manage the implementation and analysis of quality measurements to ensure service isbeing delivered in accordance with defined service level agreements. I work closelywith clients to project risk, implement recommendations regarding business and processoptimization, profit improvement, internal control, and compliance. Additionalresponsibilities include: Managing to client service level agreements to ensure metrics are achieved and fees at risk are minimized Implementing process improvements to increase quality, operational efficiencies and profit margins Ensuring processes are in compliance with Sarbanes – Oxley and SAS70 regulatory

requirements Managing internal and external client relationships and facilitating frequent

communications Performing root cause analysis and implement solutions to mitigate risk Driving effective dashboard reporting for Comprehensive Outsourcing Services

and related operational processes

After ResumeAfter Resume

Automatic Data Processing (ADP) April 2005 - present

An $8.5 billion information-based Company with over 590,000 clients worldwide specializing

in advanced, employer-related functions that require extensive transaction processing,recordkeeping, technology, up-to-date best practices and information reporting.

DIRECTOR, NATIONAL ACCOUNT SERVICES - Responsible for payroll, call center, garnishments, tax filing and SLA reporting. Manage staff of 14. Direct the day-to-day operations and the continuous improvement process to increase quality, profit margins and implement operational efficiencies.

13% decrease in operational expense – redesigned and implemented processes and procedures

27% reduction in fees at risk - managed to and exceeded client service level agreements

Prepared and distributed monthly and quarterly performance reports to the Executive Working Committee

Implemented policies and procedures to ensure compliance with Sarbanes – Oxley and SAS70

Managed internal and external client relationships and facilitated recurring meetings Performed root cause analysis and implemented solutions to mitigate risk

Web 2.0 – 3.0 Revolution Why is it Web 2.0 – 3.0 Revolution Why is it important?important?

500 to 1

35 to 1

Thank You!Thank You!