Only 23% think CV’s/resumes more important than LinkedIn profile

I’ve been running a poll on LinkedIn. I wanted to test my assertion that career management is best managed through LinkedIn rather than by CV’s/resumes. I’ve been staggered by the results so far (the poll still has 3 weeks to close).

Of 396 votes (mainly from recruiters, headhunters and career consultants):

• 44% now believe that LinkedIn profiles and CV’s are equally important
• 16% now believe LinkedIn profiles are now more important than CV’s
• 17% aren’t sure which is most important – but they can see the ground shifting
• Leaving only 23% believing that CV’s are more important than LinkedIn profiles

This is a massive shift in thinking in a very short time.

My own belief is that the ground is moving almost daily. We’ve hit a tipping point, and the sooner candidates understand what’s happening, the better they position themselves in their career management.

You can follow the poll if you click here

You can link through to my other blogs on this subject if you click here

I’ll report on the final results.

Written by Martin Ellis – martin@corporatehandyman.co.uk

WARNING: Candidates – Your LinkedIn profile is at least as important as your CV

The world is changing. If you want to stay in control of your career, you must keep up:

Just a few years ago, LinkedIn was a dream. Today there are 135,000,000 members and it’s still got a long way to go. It’s now so big and relevant that it’s the first place I go to check somebody out. In fact I will look at their profile with wider eyes than I will their CV.

Let me give you a few examples:

CANDIDATE A – THE DINOSAUR

I have found candidate A for an MD’s role. I speak with them briefly and the talk about their knowledge of the online marketing and how important transparency is in this online world. Great words! Then I check out their LinkedIn profile. No photo – no description – no career history – 20 connections – no groups – no activity. Conclusion? Unconnected with the world as it is. It may be unfair and unreal, but it’ll take a lot of convincing to make me think otherwise.

CANDIDATE B – EAGER PUPPY

Next Candidate is up for an Marketing Manager role. The CV is excellent. It’s strategic and full of achievements that can be verified and dated. Go on LinkedIn 600 connections. Lot’s of colleagues (who have also recommended), not so many customers (who haven’t recommended). Belongs to 35 groups. always commenting on groups. Linked to Twitter account. The LinkedIn profile is more fluffy than the CV, Twitters about breakfast. Where do they find the time? Conclusion? Too busy connecting and getting distracted.

CANDIDATE C – THE ALSATIAN

Next Candidate is up for an Ops Director role. 150 connections that are broadly spread geographically and by customers, friends and colleagues. Full profile which is very similar to CV (efficient pasting parts of one format to the other). 10 or so recommendations that are from mixed audiences, but contain some consistencies about content. Belongs to 6 groups that are strongly aligned to their current role.

Look I have 650 connections, but so I should, I’m a headhunter. And I’m speaking real generalisations here, but it’s also true that we give more away about ourselves than we may first consider on LinkedIn. Sometimes it’s about what’s missing as much as what’s there. I’d expect any senior manager to be on LinkedIn, have a full profile, and be connecting with their work colleagues and customers.

Be aware that any candidates best career management tool is morphing from their CV to LinkedIn. You can stick your fingers in your ears and shout LALALALALA until you’re blue in the face, but it’s a reality that’s here and you’re best working with it – or just staying away from it altogether. Don’t make the mistake of falling between 2 stools. Real managers and leaders don’t let that happen.

Written by Martin Ellis – martin@corporatehandyman.co.uk

Nordic Career Forum – and an insight on the still untapped potential of social networking

I spent last evening in London at the Nordic Career Forum organised by the combined forces for the Nordics Chambers of Commerce. I’m told that last year there were 50 attendees, but last night we had 150 ambitious people wanting tips on how to develop their careers – I suspect this has something to do with the great organisation, but is also a result of the competitive nature of the current employment market in the UK right now.

I was one of 4 presenters and spoke on the subject of social networking. What fascinates me is that although most (probably) career-minded people now belong to LinkedIn, they are far from understanding what it can do for them. Last night’s audience was full of internet-savvy and educated people, all of whom told me they’re “LinkedIn”, but very few using the LION groups and understanding how to use the search facility to it’s best effect. I suspect this illustrates the untapped potential in LinkedIn and other social networking sites. There’s a lot of learning to be done, and when it is, social networking will become far more powerful than it is now (I realise that some people will judge it’s already too powerful right now, but an image of King Canute comes to mind!).

This will have a huge impact on an individuals career management; on employers recruitment strategies;  and how headhunters add value and keep their place as he market shifts beneath the power of the internet.

There is much more change to come. I had better get weaving!

Written by Martin Ellis – martin@corporatehandyman.co.uk

Career Transition Services – making downsizing easier for all

Career transition is tough, and there’s a lot of it out there at the moment. “Redundancy”, “downsizing” and “managing headcount” are unpleasant and difficult for everybody. Indeed, it can be so difficult that it gets in the way of the company and it’s ex-employees moving forwards.

DIFFICULT FOR COMPANIES:

Difficult times call for difficult decisions, but they must be made sometimes if only to ensure companies can trade. The consequences on key staff, managers and leaders who may lose their jobs is made all the more difficult because they have often made huge contributions to the successes of the past.

Engaging a Career Transition Specialist can make the process more effective and positive. It can help ease the structural changes and be a vehicle for those involved to look forwards to new horizons, instead of over their shoulders at a past that can’t be changed.

DIFFICULT FOR EMPLOYEES:

Finding your future is not so secure or certain can be more than a little worrying. Feelings of failure and self-doubt can creep in when they’re undeserved and cloud sound judgement. Financial concerns can bring extra worry and hamper the process of making the future successful and rewarding.

Career transition guidance and advice is a vital part of moving on. It can involve CV and job application writing, marketing oneself (especially in the on-line databases that proliferate these days), interview role-plays, psychometric testing, as well as a whole heap of support to get the brain in gear to plan a career in an very active marketplace.

 

Written by Martin Ellis – martin@corporatehandyman.com