With one new person joining LinkedIn every second (actual statistic!), I figure the chances are pretty good that when I’m researching a candidate, he or she will have a LinkedIn profile. Most of the time I’m correct and frequently a candidate’s LinkedIn profile is a rich source of valuable information which often provides me with ample evidence to reaffirm that this is the right candidate for the job. Sometimes, however, I find that a candidate’s LinkedIn profile is a bit like walking into an abandoned house where the absence of information is actually startling. Here are examples of what I mean:

• No profile picture

• No job history

• No education listed

• No groups joined

• No recommendations

• No interests listed

• Few or no connections

The absence of one or two of these is hardly a show stopper, but when most or all of them are absent, it really makes me wonder why the person created a LinkedIn profile. Which then makes me wonder even further about the candidate. Fair? Probably not, but that’s all too often how HR people and hiring managers think.

So, if you do take the trouble to create a LinkedIn profile and intend to use it to help you in seeking that next opportunity, make sure to maximize the positive impression you make on a potential hiring manager by ensuring that your profile works in your favor. Take the few minutes to beef up the content and help visitors to your profile really see you at your best.

In this issue, I’d like to talk about what is probably my number one recommendation for maximizing your chances of being considered for a position: Speak Specifically to the Job Description. I can’t emphasize enough how valuable this one action is. Here’s an example: Let’s say that we post a position for an eCommerce Web Developer. The description has a full list of requirements including (just to name a few) fluency in JavaScript, JSP, CSS and experience building AJAX interfaces.

As the resumes come pouring in, recruiters and hiring managers narrow down the list by looking through them for the tell-tale signs that this candidate might have the experience called for in that particular position description. Depending on the job description and the resume, this might be an easy task, or it might be more difficult than finding a needle in a haystack.

Keep in mind that recruiters and hiring managers are often poring over dozens and dozens of resumes for a posted position. If it’s taking too long to tell from a particular resume whether or not a candidate has those qualifications, guess what probably happens to that resume? Unfortunate for that candidate, but a golden opportunity for you—if you take the time to include in your e-mail some bullet points that speak specifically to that job description.

In our example above, it would go something like this:

“I am responding to your job posting for an eCommerce Web Developer. Specific to this position,

• “I have been developing eCommerce Websites for over four years.
• “I would consider myself expert in JavaScript, JSP, and CSS.
• “I have had considerable experience building AJAX interfaces.”

And you would continue, touching on any of the requirements that were an actual match to your skills and experiences. I guarantee that if you do this one thing, you will truly maximize the chances of your resume being escalated up to the next level of consideration.

Let’s face it—interviewing is tough enough when you’re sitting face to face with your interviewer. Conducting an interview over the phone simply adds additional variables to contend with—each of which, if incorrectly addressed, can potentially sabotage the interview. To address this, I suggest a three-step approach to maximize the results of your telephone interview.

1. You Want to be Heard – Unfortunately, cell phone reception is typically “okay” at best. Although a landline won’t always be accessible, it is still generally the clearest form of telephone communication. When possible, try to schedule your interview at a time when you will have access to a landline. And whether on landline or cell phone (but especially when calling from a cell phone), make sure you are somewhere with minimal background noise.
2. You Want to be Understood – Being correctly understood is much more difficult when you are invisible. Body language and facial expressions are just two of the components of communication that will be missing when talking over the phone. Minimize this complication by speaking much more clearly than you normally would. For some, that might also mean speaking more slowly than usual. As well, try to avoid humor. Without the facial queues, such as smiles and such, it could be misconstrued as sarcasm (a definite interview turn-off).
3. You Want to Stand Out From the Other Candidates Being Interviewed – Here’s where you actually have the advantage when being interviewed by phone—you get to have your laptop, your notes and all of your questions spread out in front of you. Take the time to print out some key pages from their website. Highlight areas you might find yourself wanting to reference during the interview. Prepare a list of well thought-out questions and have them printed out and in front of you. You are going to have 20-30 minutes to stand out from the crowd. Ensure that you’ve taken the time to prepare to do so.

Follow this format and maximize the results of your telephone interview.

Pop Quiz: What do you say in an interview when asked “Why do you want to work here?”

1. I heard the benefits here are really great.
2. You guys are so much closer to my home than where I currently work.
3. I really, REALLY need a job.
4. I’m ready to settle down and get married, and I figure my chances of meeting someone are much better in the workforce than at the bars.

Although answers A-D might be honest, chances are pretty good that they won’t land you the job. So what might be a better answer?

Prospective employers are usually pretty good at vetting candidates they are interested in (vet: to subject to thorough examination or evaluation). But many candidates have no idea of the positive impression they create when an employer sees that candidates have done a thorough vetting of the company they are interviewing with. Here are a few tips to get you started.

• Review the company Web site, especially the “About Us” and “Our Company’s Philosophy” pages.
• Read the executive and employee bios on the site.
• Go out to LinkedIn and read their bios there. LinkedIn profiles can be a goldmine of company information. An additional benefit here is that LinkedIn might show a shared contact that you weren’t aware of who could put in a good word for you.
• Read the company’s annual report if it’s online. By doing so, at the very least you should be able to get a feel for the company’s financials and business philosophy.
• Google the company’s products and services and see what’s out there on the Web.
• Check the newswire for press releases.
• Search the blogosphere to see what’s being written about the company.
• Check out the user forums and see what customers are saying about them.

Bear in mind that the Web is not always a source of reliable information, so there is no substitute for your own direct investigation of the company. Talk with as many current employees of the company as you can and don’t be afraid to ask “the tough questions.”

After you’ve done a thorough vetting of the company, your response to the question, “Why do you want to work here,” will likely be more refined, intelligent, and impactful. Compare the answer below to those at the beginning of this article:

“As you can tell from my resume, I’ve focused much of my career on embedded systems development in the medical devices industry. When I saw the posting for this position, I suspected that this might be a good match. I took the opportunity to review your Web site, and was very impressed with your product line. Additionally, a review of your annual report clearly demonstrated that you are a stable and growing company as well as a leader in this industry with innovative products such as X, Y and Z in your production plans. I also couldn’t help but notice that the reviews I read on ‘X Blog’ and ‘Y User Forum’ demonstrated that your existing products are being very favorably received by the public. So, when I originally read the requirements for the position, I had no doubt that my skills and experiences were an excellent match, and that I could make a significant contribution. But after a thorough review, I also had no doubt that this was a company I could truly enjoy working for.”

With an answer like that, you’ll certainly get an “A,” and you might just get the job!

Company XYZ was looking for a .NET developer. After posting a job description on a couple of job boards, the hiring manger soon had a pile of resumes that would take him well into the next two weeks to review.

Meanwhile, Steve went to his local .NET user group meeting and, while striking up conversation over pizza with another member, happened to mention that he was seeking a .NET development position. In between bites, the fellow user group member commented that his company was looking for a .NET developer. Some further conversation ensued and it was determined that Steve was actually a pretty good match for the position. The fellow user group member personally connected Steve up with the hiring manager. The hiring manager, agreeing that Steve was a good match, happily swept the stack of resumes into his recycle bin and hired Steve.

Andrew was at that user group meeting as well—and he, too, was looking for a .NET position. But Andrew didn’t mention it to anyone. He was responding to the job ads and competing with lots and lots of other candidates who were doing the same.

What’s the moral of this story? Well, there are two, actually. The first moral is that personal introductions can sometimes be far more effective than an impersonal response to a job ad. But how do you get those? Well, that’s the second moral of the story: when looking for a job, get out there and let lots and lots of people know that you are looking. Just a few good ideas for this:

• Go to your local User Group meetings and let people know that you are looking.
• Post on your Facebook and LinkedIn what type of position you are looking for.
• Send off an email to any recruiters you’ve worked with in the past and let them know you are back on the market.
• Put in a call or an e-mail to past co-workers and bosses and let them know that you are seeking a new position.

A bit of creative thought should generate another dozen opportunities to personally let people know what you are looking for. The point is simply to start communicating to people—lots of people—that you are searching for that particular position.

It’s amazing how often I hear of someone eventually running into that person who responds with those oh so welcome words, “Hey! I know someone you should talk to!” Give it a try the next time you’re looking for that next career opportunity.

As always, Stout staff like to help. Feel free to contact us and let us know how your search is going.