I was thinking about what I was going to write for part 3 of this series when I remembered a Tweet I got from @johnsodd1. Earlier this year, he tweeted me something that caused me to have a double-take. He tweeted me a few keywords about his background and added a link to a webpage where I can get general information about him. Nice. As I reflect on the tweet he sent me, I began to appreciate his strategy. Let me break it down (as I see it).
Darren Johnson created a Twitter profile for the sole purpose of approaching Recruiters on Twitter.
At the time, he protected the tweets on his blog so nobody will see how many Recruiters he has been contacting. (Its open as of now.)
His bio page is pretty simple. He has it set up on a Webs.com page, but I would recommend that he instead add it to ResumeBear. Why? He could get stats on when his resume was viewed and by whom. (Gotta love that!)
If I wanted to request a resume, I click a link that sends me a graphic of his email address. This is smart as well because it protects him from getting a spam list. Still, it would be better if he had it on ResumeBear. Who doesn’t want to know who’s been looking at their resume?
When I retweeted Darren’s Twitter resume (way back when), I added the hashtag #twitterresume because I did not have an opportunity to discuss with him, but I hoped that either: a) Some Recruiter sees it and approaches him and/or b) a jobseeker sees the tweet and becomes inspired to do the same.
I imagine that Darren did some research and found my name on a list of Recruiters that are on Twitter. Perhaps this one? –> http://tinyurl.com/trdv3
All in all, it was a good strategy! Kudos to you Mr. Johnson.
There is an old saying that goes like this, “You have to kiss a lot of frogs to find your prince.” I typically hear this a lot when it comes to dating and marriage, but I think it applies to networking as well. I mean, let’s face it. Anyone can call themselves a doctor, but how do you know that they are indeed a doctor, let alone a good one? Well, one way to weed out the pretenders is by “crowdsourcing.” I stumbled across an interesting blogpost called “Crowdsourcing Definition #1: What is Collective Intelligence?” that discusses how the wisdom of crowds is often superior to the wisdom of the individual.
Here is a quote:
What is collective intelligence? Jeff Howe, the guy that came up with the term crowdsourcing, says it this way, “A central principle animating crowdsourcing is that the group contains more knowledge than individuals.” James Suroweicki says, “Even if most of the people within a group are not especially well-informed or rational, it can still reach a collectively wise decision.” This is the science that explains why when asked for a lifeline on Who Wants to Be a Millionaire, the crowd guesses 91% correctly, whereas experts have a 61% likelihood of getting the right answer. The answers that come from crowdsourcing are called collective intelligence or wisdom of crowds. Yes, two terms for the same thing.
When I saw that, a lightbulb flickered in my head. As I continued to read, something else jumped out at me.
So what does it take to achieve collective intelligence? Will any group of people do? Crowdsourcing has three unique requirements to deliver collective intelligence – (1) a diverse crowd, (2) a qualified crowd, and (3) the right sized crowd.
Twitter members can be qualified with the right searches.
Whether or not the number of qualified people (and “qualified” differs with each search) are a large enough sample to give wise information, it is certainly large enough to give you a significant number of pre-qualified leads to people you may want to network with.
Let me show you what I mean by looking up some… umm… some iPhone developers.
I begin by seeking out Twitter followers who have been described by the collective wisdom of Twitter users as being an iPhone developer.
Once I have found these iPhone developers, I will look for moreiPhone developers based on the opinion of the iPhone developers that the crowd has sourced.
I use a few search strings to find Twitter lists that focus on iPhone developers.
Among the results was @joshgrenon who (according to his bio) is “Creator/Co-Host of Inspirageek, .NET programmer, WordPress noob,iPhone developer, Editor for techdrawl.com and reader of success books.”
I notice that he is on 100 lists, so I click that link (as shown below).
I then take a closer look at the lists that are following him or in other words, how the collective wisdom of Twitter crowds has labeled him. Here is a list of the words that stood out to me.
So according to the Twitter crowd @joshgrenon is an iPhone developer worthy of my networking time as he has been cited on several Twitter lists focused on software and iPhone development; along with several other iPhone developers. (Of course, this is based on the assumption that I have an interest in networking with iPhone developers.)
So what do you think of my logic? I would LOVE to hear from you. Leave me a comment below.
I stumbled across a GREAT tool the other day! Its called Summarizr and at first glance I immediately saw the benefits for jobseekers.
Imagine this. Say that you have an interest in higher education and as such, you wanted to attend EduCause. However, in your case, the spirit was willing but the wallet was weak. (Hey, I can dig it.) No worries, you can get a lot of the benefits from the conference without actually being there by using the Summarizr tool. How? Let me count the ways by demonstrating how I could followup on EduCause, a conference focused on trends in Education.
3. Get insight into the deeper conversations about the conference. If you see that people are passionate about a certain aspect of the conference, what an opportune time to get noticed by the people involved. I suggest that you passionately agree or disagree, either way this is a sure-fire way to get on their radar.
It is sometimes a comedy of errors to observe the (sometimes) disconnect from reality between recruiters, job seekers and well-meaning hiring managers. Case in point, Google released a new programming language called “Go” in November 2009. Here is some hype sharing how cool it is. .
Why do I bring this up? I was curious about its popularity and looked it up on the Tiobe index. At this writing, it was ranking at #20. (Already? Wow!) Good for Google, but maybe a conundrum for jobseekers. Why? I believe that eventually I will see job ads where companies will require 5+ years of experience in this programming language. Yes, I know that the language is barely a year old. Think I am way off in my thinking? I’m not.
When I used to work for Siemens (way back when), I remember reading an article in VOIP Magazine about how a certain HR manager of a certain cable broadband provider contacted a certain expert for assistance in finding experienced IP communications people. It seems that this certain company had made a decision to deploy Voice over IP next year to round out a consumer package. What this certain HR manager wanted specifically, was a Director Of VoIP Operations. Since Director Of VoIP was a brand spanking-new position, involving a new technology, and a new service model for the company, whomever landed that gig would need an excellent understanding of emerging technologies and a crystal clear view of the impact that this service would have on this cable broadband provider’s business model. The writer of the article was not wholly optimistic of the HR manager’s success. Why? Long story short, there were not many people around that fit the job description the HR manager described. And this got me thinking.
“Self,” I said to myself, “How would you go about applying for a job with Bigfoot requirements?”
“Yes,” I continue to say to… ummm… myself.
“Bigfoot requirements are job descriptions (or part of a job description) that some recruiters and hiring managers believe are legitimate, but jobseekers in the know accept them as general myth.”
Bigfoot requirements are not uncommon in HR, as they usually occur whenever new technologies become popular. Case in point, when the JAVA programming language was released in 1995 (or was it 1996?), it was not uncommon to see job postings for Java developers with 5 years (or more) experience. This was laughable on one level and frustrating in every other sense for both recruiters and hiring managers alike. How was a recruiter going to find the perfect candidate when (overall) they did not exist as the technology itself was barely a few months old?I ran into this when I was recruiting Executive and Technical personnel for startup companies in the 90′s. So what happenned back then? Well, some businesses changed their mind on how they chose to proceed on certain projects, delayed their initiatives (until the dotcom bubble burst), or dropped them alltogether. If I could go back in time, I would rattle off a list of what they could do (or I could have done) to find Bigfoot candidates skilled in Java or any other hot new emerging technology. Alas, I can not go back in time; but perhaps you dear reader can benefit from these finite pearls of wisdom.
When you are applying for a job where when years of experience is required in a technology that is only a few months old, do one (or all) of the following:
1. Look for the best of the best in last year’s technology. Ask yourself this, “What technology out there is like (fill-in-the-blank) technology?” If (fill-in-the-blank) technology does the same thing as (last year’s technology), but faster, perhaps I can share with the Recruiter that I am really good with (last year’s technology) and potentially could take it to the next level?
2. Explain to the Recruiter that experts in (fill-in-the-blank) technology are in short supply and that it would be infinitely easier, more productive and cost effective to train someone like you in (fill-in-the-blank) technology especially since you are so good in (last year’s technology).
3. Create a program in (fill-in-the-blank) technology and post it online. Get people to give you feedback. Approach the Recruiter with “I do not have 5 years in a tech that was just created. However, I am very good at (last year’s technology) and have used the principles of (last-year’s technology) to build this prototype based on (fill-in-the-blank technology). My project seems to have garnered a lot of positive feedback in the developer community. Here are a few quotes…
One thing that can be especially aggravating in a job search is not finding more of the same work that you’ve always done since your career began. After hitting your head against the wall for so long, you become frustrated and potentially depressed. (Hey, it happens.) May I make a suggestion? Work in a different field where companies are actively hiring.Sure, okay, that sounds simple enough but a) “What if I don’t have the budget to go back to school?” or b) “I don’t have the desire to start over in a new field?”
I can dig it. I have a suggestion for you. Look for ways to use your existing skills in different ways. Let me share a way for you to do that by hopping over to CareerBuilder.
1. I go to their “Find Jobs” section and instead of looking for Recruiter jobs (I have 10+ years in that field) I search on some of my job duties. For example, as a Recruiter I would manage relationships between candidates and hiring managers throughout the interview process. So… I search on “manage relationships” and “interview.”
2. What returns are jobs in HR (go figure), but also jobs in Sales, Business Development and Professional Services. Hmm… I can easily see how my skills could work well in these arenas. Perhaps if you do a search on your past job duties instead of your job title, you will find jobs that correlate to your skills as well. (Smile)
Although I chose CareerBuilder for this demo, you can do the same thing with any job board.