Let me tell you where I stand – I am very reluctant to connect with someone who does not include a picture. I am active on Facebook, Twitter, LinkedIn, Friendfeed, YouTube, Plaxo and a number of other sites. You will find my mug on every site that asks for it. My feeling is the more information one provides, the better.

Although I have not read every comment in the photo debate – who has the time – those taking the time to write something seem to be split 50-50 on the question. What amazes me is that people are writing fairly long posts on the issue. Of course, like most of these discussions, it wanders off course and ends up being filled with invective.

As an aside, I am continually amazed how people are willing to say things on the ‘Net that they would never say to a person’s face. Someone needs to write an “Emily Post” for the web.

Getting back to my main point, providing as much information about yourself and company is extremely important. Let me count the ways:

• A company that would like to do business is going to do its homework. That means they are going to gather as much information as possible about your business. Make it easy for them. It is human nature to favor the easiest path. If you make them search too much, they are going to look at some other company.
• The same goes for those of you looking for a job. The last statistic I saw showed that 85 percent of human resources people go to LinkedIn first. Besides making it easier, the more information you provide, the better. When things are missing, those make hiring tend to get suspicious.
  • A note about running pictures for those job seekers who, like me, are aging. I have heard the argument that we have a better chance with hiring managers if they don’t see our picture. So what are you going to do when you go to the interview? From your resume alone they are going to figure out how old you are. To me, it is a form of lying not to include a picture.
• The more information provided, the higher your company’s search ranking. That is, of course, if you provide the information with SEO in mind. Of course, you want that higher ranking so more people can find your business.

Now I know many people argue that won’t provide some information because of the fear of identity theft. Well, unfortunately, an identity thief doesn’t need your online profile. There is so much information floating around out there about all of us that it is impossible to keep much things secret anymore.

Of course, no one should post such things as their birthday. That’s just common sense. But one of the things you give up when you go on the Web is a lot of your privacy. It is just world we live in.

So lean into it and post that picture and all the other information. It is going to help much more than it will hurt.

Facebook has more users, YouTube has more viewers, Twitter updates more often but LinkedIn is where the people and companies you want to reach reside. As I tell clients, LinkedIn is the adult Facebook.

“ … what businesspeople appreciate and respect about LinkedIn is that is has significant processes and controls that keep it from becoming like Facebook,” writes LinkedIn expert Wayne Breitbarth in his book The Power Formula for LinkedIn Success. Kick-start Your Business, Brand and Job Search.

I highly recommend Breitbarth’s book. I have over 13,000 followers on LinkedIn. I thought I knew everything there was to know about the site. After reading the book, I realized that I knew just enough to be dangerous. Thanks to Breitbarth’s book, I am a much more savvy LinkedIn user.

So the first question is why used LinkedIn? I will let Breitbarth explain. He explains it through what he calls the Power Formula: “Your Unique Experience + Your Unique Relationships + The Tool (in this case, LinkedIn) = The Power.

What he means is that combining LinkedIn with your existing relationships and experiences will give you a decided advantage over your competitors. By using LinkedIn you can develop and refine your brand by a creating strong LinkedIn profile and expanding your network of contacts. Doing those things will help you accomplish your goals for yourself and your company.

LinkedIn is the place to show your experience and your expertise. It is the place where those you respect can state that in an endorsement. It is where you can connect with potential clients and employees. It is pretty much the Swiss army knife of social media sites.

Now there are many ways to use LinkedIn. But use it you must. You cannot simply sign up for it and expect the masses to find you.

The first you have to do is set up as complete a profile as possible. Breitbarth calls the top part where you list your name, title, business and location the “30-second bumper sticker.” The information listed there travels around LinkedIn with you as you post information, join groups, and comment on other’s activities. As Breitbarth points out this is the more important section of LinkedIn. He has found that many people will look no further than that box. Let me add that when I search for somebody, that’s the first thing that comes up on Google.

I also, and Breitbarth agrees, strongly advocate putting a professional looking photo there. To me not including a photo means you are hiding something. I know the argument that many of my fellow boomers make – that people are going to know how old they are if they post that picture. Well you know what, they are going to find anyway. If someone contacts you through LinkedIn for a job interview, what are going to do – have plastic surgery to make yourself look 26-years-old? So just deal with it.

After that, the key to profile to your profile is being as detailed as possible. The last study I read found that 85 percent of human resources people to go LinkedIn first when looking for a job candidate. You want to give them as many reasons as possible to pick you.

The next key is endorsements. This shows what others think of your work. People have been kind enough to endorse my work. It shows potential clients or customers that you are someone with whom they should do business.

Now, I have a firm rule on endorsements. I will not endorse anyone who I have not worked with. It is simply dishonest. How can one provide an objective analysis of work you have never seen. Likewise, I will not ask for endorsement from someone I don’t know.

Now, I have been lucky in that most of my endorsements are unsolicited. I think those are those are the most objective. On the other hand, I can understand asking for them from people who know your work well. I have also done that.

One more thing – LinkedIn groups. I highly recommend joining as many as LinkedIn will allow. That is currently 50. Those are the place to meet like-minded people, share information, get questions answered, and again demonstrate your expertise.

I don’t think there is any social media site that is as complete at LinkedIn. In fact, if you are going to join only one site, make it LinkedIn.

It is no secret right now there are more people looking for jobs than there are jobs to be filled. Job-hunting has become a survival of those able to stand out. These might not have the best qualifications, but they know to market themselves.

Most job hunters also know that LinkedIn is now the place recruiters look first when trying to fill a position. So, people do everything they can to punch up their profiles to make themselves stand out. Job hunters want to be unique, knowing unique is what gets one hired. They also want to use those words and phrases that will make a recruiter jump at the chance to hire them.

However, for a lot of people, they are not as unique as they think they might be.  LinkedIn recently compiled a list of the 10 most overused terms and phrases within the profiles of its 85 million members. Here they are:

1. Extensive experience

2. Innovative

3. Motivated

4. Results-oriented

5. Dynamic

6. Proven track record

7. Team player

8. Fast-paced

9. Problem solver

10. Entrepreneurial

“We wanted to reveal insights that help professionals make better choices about how to position themselves online,” DJ Patil, LinkedIn’s lead data analyst, said in a statement to CNN.

Look, selling yourself is no different than selling a product. Just as potential customers respond better to a unique message, potential employers respond better to a unique profile. Using any of those phrases listed above is the equivalent of saying “this product is the best.”

As we all know, phrases like that accomplish nothing. The same is true of saying you have extensive experience. It just doesn’t work.

Let me put it another way. As many of you may or may not know, I am writing a novel. Because I was news writer for over two decades, I knew I had to change my writing style. So I went to classes at a wonderful place in Milwaukee called Redbird Studios. There I took a course called “Shut Up and Write” taught by Judy Bridges, one of the finest writers I ever worked with.

One of Judy’s most important rules about writing was “show it, don’t say it.”  Basically that means be descriptive. Don’t say your character was breathing hard. Say something such as the character was so winded his lungs couldn’t handle his body’s demands for oxygen.

The same holds true for a profile, a resume or a business pitch. Don’t say you are innovative. Give examples of how you were innovative in your last job. Showing it, not saying it, might be the difference between effectively marketing yourself and seeing your resume placed in the electronic circular file.

The latest statistics from the U.S. Department of Labor estimate the current unemployment rate at 9.7 percent. That’s 9.3 million people who are unemployed. Globally, it is estimated by the United Nations’ International Labor Office that 212 million people are out of work.

As a note, in the United States you are only of work if you are collecting unemployment. Once you stop, you are no longer counted. There are some arguments that the real unemployment rate is 17.3 percent – depending how you want to crunch the numbers.

Things don’t look good right now for a lot of job seekers.  There are approximately 2.4 million job openings in the U.S. according to the Bureau of Labor Statistics. You know that expression about the five pounds of feces and the one-pound bag – well, I think we are seeing it in action.

I wrote about job hunting back in November. Things have actually gotten worse since then. I thought it was time to touch in the subject again, Here are some other suggestions on finding a job.

How Does Social Media Figure Into That?
What does this all have to do with social media? It’s simple really. With approximately four workers for every position, it behooves anyone looking for a job to develop an edge. The days of just sending out a resume, or responding to a job post are long gone. Let’s face it; any company with an opening is drowning in a tidal wave of resumes and cover letters. I doubt most are even read.

You need to do something to stand out – I mean really stand out. Yeah, you guessed it – get active on social media. Why? It will help you get noticed

Remember, most positions are never advertised. Companies that have openings compile a list of possible candidates through their own searches.

According to author Richard Nelson Bolles in his job-hunting book “What Color Is Your Parachute?” the average hiring manager is scared to death that he will hire the wrong person. Anything you can do to calm that person down is a positive.

Incidentally, I highly recommend Bolles’ book. It is old media, but it is very effective. It helped me when I changed careers.

Here are seven things I would do if I were job hunting:

• If I didn’t have one already, I would create a LinkedIn profile. Studies show that 80 percent of human resources people make LinkedIn their stop with looking for a new employee. Although I not seen a reason why that is, I suspect it is because LinkedIn is a trusted resource.
• On that LinkedIn profile, I would make sure my former co-workers had posted recommendations about me. Again, employers seem to trust these more.
• Also on LinkedIn, I would join the groups that correspond with my profession. I would do that for three reasons:
  • Almost all groups have a jobs section. It’s a good place to start looking
  • It’s a great place to network. Tell people you are looking for a job. Probably 10 percent of my over 5,000 connections list themselves as “in transition.” Talking to others in your profession will give you a leg up in the job hunt.
  • It is a good place to demonstrate your expertise. All of the groups list questions and statement from members. Answer those questions and respond to the statements. Ask your own questions.
• Start a blog about your area of expertise. Several studies have shown that blogs are the most effective kind of marketing. However, blogs are also the rated the most difficult thing to do. It takes time commitment and consistency to produce a good blog. But, it is the best way to demonstrate expertise. Write about what you did in career, talk about how you solved problems and the challenges you faced. All things a human resources person wants to know. Make sure you link the blog to your LinkedIn profile.
• Create a personal web page. It is very cheap to buy a domain name through a service such as Go Daddy. Make is a “business” page with you as the company. Sell yourself as if you were a company.
• Create a video resume and post it on YouTube. Again, link it to your web page LinkedIn profile. This will give potential employers a chance to see and hear you.
• I know some of you are going to ask about Facebook and Twitter. Twitter is a good to tell people about your blog and ask questions. Facebook – well, I am not so sure. Yes there are now 375 million who use the service. But, there is so much noise on it. I will tell you one thing you should do on Facebook – if you have embarrassing pictures, or questionable posts, take them down. Many employers are now requiring employment candidates to allow themselves to be friended on Facebook by the company so the company can review the candidate. The last thing you want them to see is that picture of you in Key West, drinking from a beer bong. I know of companies that have passed on people because of such pictures.

Good luck.

Writers note: I would to thank all of you that signed up with Google Friend Connect. It is both flattering and humbling to know you think enough of this blog to make that commitment.

I have to make an admission right up front this week’s blog about job hunting: I am torn about Facebook and its effectiveness. I am not sure whether the largest social media site on Earth – 350 million users and counting – is where you want to be in your job hunt.

I know Facebook can hurt you in a job hunt. I plan to go into the don’ts of social media job-hunting next week. However, one thing I will say now – would you hire someone whose Facebook pictures included topless photos from Cabo or the beer bong drinking championships? I wouldn’t either. Take those pictures down ASAP. Those can never help, especially if you want to be taken seriously.

Be that as it may, I am going into the pros and cons of Facebook and let you decide what to do. I have to say that if I were looking for a job, I would not use Facebook. That’s my bias. I want that stated up front so you know. I will keep try to keep my bias out of this blog as much as possible, but just keep that in mind.

So, let’s get into it.

The Pros Of Using Facebook In A Job Hunt

The first reason to use Facebook is its sheer size. At over 350 million users and growing, it is the largest social media site on Earth. It is has penetrated the entire developed world – just about everyplace you would want to work. Judging by the 400 or so followers I have on Facebook, I would say that the people who use the platform are pretty representative of the Earth’s population.

Secondly, many, many companies are using Facebook for marketing and sales. A lot of people don’t seem to know that Facebook has business pages. A lot of companies use those pages. It is good place to check out potential employers. You can tell by a company’s marketing efforts that they are targeting for sales. It can give you a sense of their needs.

Third, a Facebook profile is more informal than LinkedIn’s. In this age of getting to know the real person, a potential employer will often feel that your Facebook profile is a better picture of who you are.

There are two things about your profile I want to say. This applies to all social media, not just Facebook.

When you post your profile, include a picture. I have face I think scares small children, but I still post my picture. Frankly, I am suspicious of people who don’t. Unless you are the run from the law, your creditors, or an angry ex-spouse, there is no reason not to post a picture. Excuse the pun, but it helps potential employers get a picture of who you are.

Okay, so maybe this is not the kind of picture you should post with your profile. But, it is important to post a photo.

Use your real name when you set up a profile. Again, why wouldn’t you use your real name? Any employer who is doing their job is going to search out all of your various social media applications. How is going to look when they find your Twitter name is “drunkguy39” or “sexxygirl?” Not good I think.

The Cons of Facebook

Before I get started, “The Cons of Facebook” would be a great movie title. It sounds like the title of an S.E. Hinton novel. It could be set in a prison. A group of convicts, led by an imprisoned hacker, could be trying to use the Internet to escape a despotic warden. Think it has legs?

Getting to the real cons, my major complaint about Facebook has always been there is too much noise. Besides profiles and pictures, there are games, ads, causes and a host of other things. It is a not a clean experience for any employer trying to check out an employee.

To me, Facebook is a place to play, while LinkedIn is a place to work. It’s that simple.

Plus, people tend to be more frivolous on Facebook. I don’t know why that is, but happens. I have been guilty myself sometimes. You find yourself answering quizzes such what “Sopranos” character one would be, or backing a political cause. Most companies shy away from any political involvement. It is just bad for business. You never know what a client’s political stance might be. So, I think a hiring manager might not contact a person who espouses some strong belief.

I am not saying you shouldn’t have strong beliefs. Just be careful who you share them with. And if you put them on Facebook, you have shared those beliefs with a lot of people.

Well, that’s my advice for this week. Next week, I am going to write about the don’ts of social media job hunting. I have touched on some of them, but I want to hit them all.

Also, if you have been using social media for job-hunting, I would like to talk to you. I would like some real world examples of what works and what doesn’t work. We can do this anonymously or I can use your name. Leave a comment if you are interested.

Finally, on a professional note, I find I suddenly can handle two more clients for my agency. We are a full service social media, public relations and marketing company. Contact me if you would like to talk. Thanks.

So, last week we talked about using social media to find a job. Here’s the second part of that.

I have been asked two questions on using social media in job hunting. In the first one, the writer said he had a hard time taking social media seriously. He observed that most social media applications were created and used by 20-somethings. He wondered on how many people older than that actually used social media.

That’s an important question. If social media’s primary audience is made up of teenagers and 20-somethings, what’s the point of using it to find a job?

Well, it is true those age groups are active users of social media. However, so are millions of people in their 30s, 40s, 50s and beyond using social media. As for companies, the last figure I saw showed over 15,000 companies using Twitter for a variety of reasons. According to Strategy Labs, the 35- to 55-year-old segment using Facebook grew 172.9 percent between 2007 and 2008.  In January of 2009, Strategy Labs estimated that almost 7 million people in that age group were Facebook users. The average age of LinkedIn users is 41-years-old.

Another statistic – according to Nielsen, 80 percent of employers start their search for employees on LinkedIn. Obviously, that’s a site a job hunter wants to be a part of. In fact, social media is a place a job hunter should want to be.

As for the second question – what does one write about?

Actually, that’s a pretty easy one to answer – write about what you are good at professionally. If you were a supply chain manager, write about the time your chief raw materials supplier suddenly couldn’t give you all of the widgets you needed. Talk about how you handled that situation. Or write about the time you primary shipper screwed up shipping product to your largest customer. Write about you how you solved the problem. You can also write about dealing with difficult employees or the time you planned the employee summer outing.

You get the idea. If you have specific questions, email me and I will try to help.

Here’s the key on whatever you write about: what you are doing is demonstrating your expertise by giving real world examples of how you used it. This is a much more dynamic way to show what a valuable employee you could be than handing in a two-page resume with a three-line description of the situation.

That’s the key to using social media in job searching – it is a dynamic way to show you are the person that fits the job. It is much better than blindly sending out resumes. Think of it this way, you are baiting a trap for potential employers. When they read your blog, they just might think this is a person they need to interview.

Which brings me to my next point, creating and setting that trap. I know I keep hammering this point, but it’s the key to social media: the hunters have become the hunted. While there are never any guarantees, social media can make you the prey for companies looking for someone with your skills. However, you are prey working to attract the hunter.

Another satisfied job hunter who used social media to get back into the workforce.

So, how to do you do that?

Well, the second point I keep hitting is that social media is a toolbox. As I have said before, you can build a house using only a hammer and saw, but it will go a lot easier if you use all of the available tools.

The blog should be your foundation. It will give you the most amount of space to demonstrate your expertise. LinkedIn should be next for three reasons:

• As I said, it is the first place most employers look for potential hires. A LinkedIn profile is more complete and in-depth than a resume. LinkedIn asks for a lot of information, which is a good thing. Someone looking for a new employee will be able to immediately evaluate potential candidates. Posting a link to your blog will help also.
• Most people on LinkedIn have third party recommendations from former co-workers or clients. These are invaluable. Someone who has garnered three or four recommendations will stand out from the crowd. One thing: it is perfectly acceptable to solicit recommendations from people who know you well. It is not to solicit recommendations from people for whom the only contact you had with them is through LinkedIn. How good could recommendation be anyway from someone who doesn’t know you?
• LinkedIn hosts thousands of different groups covering every possible profession. Joining those groups allows you to connect with professionals in your field. Members of those groups post discussion topics or questions. Joining in the discussion or answering the question is another way to demonstrate your expertise. In addition, most groups also post job openings. Those listing are a lot more current than anything you will find on a job board.

The next tool I would suggest using is Twitter. You can tweet about your blog posting – once – as I do. Once is okay because you’re telling people it is up. Anymore than that and you are bragging. In addition, there are many links to questions and discussions posted on Twitter. Again answering shows your expertise. In addition, you can join Twitter discussion groups. Discussion groups are delineated by a hash tag, which looks like this “#.” So a group would like this #publicrelationspros. You find groups by using Twitter Search. You are then talking to like-minded professionals who might just know about a job. Make sure your Twitter profile reflects what you are good at.

As a crazy suggestion, you might want to record and post a video blog on YouTube. They are usually called Vlogs. If you feel comfortable doing this, get yourself a web cam and go at it. I would suggest at least doing an outline of what you are going to talk about. And practice, and practice, and practice some more, before you record. , I have found rehearsing eight times is the most effective for some reason. I don’t why – it just seems to work. You want to sound natural when you talk.

Doing a Vlog gives a potential employee a sense of how you handle yourself. It can demonstrate your presentation skills. But, if you don’t feel comfortable or you are the kind of person who freezes in front of a camera, don’t do it. It will do more harm than good.

Well, that’s all the time we have. However, I am getting so many responses to the job-hunting blogs, I am going to continue writing about the topic next week. See ya then.

As all of you I am sure have seen, I am very active on social media. A key part of social media is connecting with people. In the last three months or so, I have seen an increase in the number of my connections who are out-of-work. I don’t care what Wall Street says, things are still tough out there. I have never counted how many job seekers I have connected with, but I would estimate it’s between 10 percent and 15 percent.

For a benchmark, between LinkedIn, Twitter, Facebook, YouTube, Plaxo, Digg and some other sites, I have more than 14,000 contacts.

I have a policy of replying to almost everyone who connects with me. I tell all job seekers the same thing – social media could be the key to finding a job. There are no guarantees on that. But, I think social media gives a job seekers a lot more than just a leg up in the market place. I think it gives them a Lambeau Leap up.

Note to my non-American and non-football fan readers: a Lambeau Leap is what Green Bay Packer football players do when they score a touchdown. The player who scores jumps about 10 feet up into the stands to celebrate.

By using a combination of blogging, a profile on LinkedIn, being active on Facebook and maybe even posting some YouTube videos – you can become a target for hiring managers. I cannot promise you will get hired, no one can. But, I can show you how to get your whole body in the door.

What social media will do for a hiring manager is provide a complete picture of your knowledge and skills. Let’s face, a resume is a like family portrait. Everything in that portrait and your resume are clean and neat. That resume no more defines exactly who you are than that family portrait shows what a family is really like. Does a family portrait show the work that goes into raising a family? Does a resume show how you spent weekends earning your Six Sigma designation?

Social media can, if used correctly.

As usual, I have more to say that I can fit in the approximately 1,000-word limit I set for myself. So I am going to take two weeks to cover this.

So how does social media help a job seeker? The same way it helps a company. It establishes your brand. Yes, you have a personal brand. You might not realize it – but you do. A brand makes you a standout in the marketplace. If you don’t maintain that brand, you will find yourself at the back of the line.

Job-hunting is very crowded marketplace right now. It’s a buyers market. Anything that can be done to make a candidate stand out is a good thing.

The first thing you have to know if you decide to head down this road is that takes more work than a traditional job search. You are not going to be just cruising the job sites, sending out resumes, networking, and cold calling your old contacts. In fact, most of that is going to go on the back burner – with the exception of the networking. You are still going to have to talk to people. But by using social media, they are going to know who you are and what you can do for their company.

That last sentence is key. You should not be using social media to pound your own chest. The same rules apply to personal social media as to business social media. Just as that attitude turns off customers, it also turns over hiring managers. What you should be doing is demonstrating your expertise in your profession. We will discuss next week the mechanics of doing that.

You want to be able to show that hiring manager that you really know about widget production or copyediting or whatever. As Richard Nelson Bolles says in “What Color Is Your Parachute,” a company wants to know how you can help them.

The other thing you should do is buy “What Color Is Your Parachute.” In my opinion, it is the single best job-hunting book ever written. It was a huge help to me when I switched from journalism to public relations. A good friend – Dave Vogel – gave me the book. I am paying it forward now.

Note to the FTC: I have never met Richard Nelson Bolles or any representative of his or his publisher. I not have not received any compensation – monetary or otherwise – to plug the book.

The second change is the same as business social media – the hunters have become the hunted. Nowadays, hiring managers are as likely to go looking for the right candidate as waiting for a resume to show up in their email box. Using social media will help you attract that hiring manager.

As Bolles and others have pointed out, the majority of available jobs are never advertised. Those that are on such sites as Monster, Career Builder and other’s attract thousands of resumes. Steve Jobs wouldn’t stand out in that crowd.

Social media could even help this guy. He could sell more apples - or get off the street and back into an office.

Another thing I learned from reading Bolles’s book is that hiring managers are terrified of making a mistake in their hiring decisions.

“As you go into the interview, keep in mind that the person-who-has-the-power-to-hire-you is sweating too,” Bolles wrote. “Why? Because the hiring interview is not a very reliable way to choose an employee.”

Bolles points out that a study conducted in the United Kingdom several years ago found that the chance of an employer hiring a good employee through the hiring process was only three percent better than if they had picked the name out of a hat. If the interview was conducted by someone who would be working directly with the candidate, the odds dropped to two percent. If it was done by a “so-called personnel expert,” the success rate dropped to 10 percent below that of the hat method.

Bolles lists 11 reasons why hiring terrifies company hiring managers. I will give you two that social media job searching has direct effect on:

• “That you won’t be able to do the job: that you lack the necessary skills or experience, and the hiring-interview didn’t uncover that.
• “That it will take you too long to master the job, and thus it will be too long before you are profitable to that organization.

You can see why the process terrifies those making the decision. Social media can remove some of that anxiety.

Next week, I will discuss how social media will demonstrate that you will be able to do the job from the day you hired.