15 Best People to Follow on Twitter and LinkedIn for Career Advice

15 Best People to Follow on Twitter and LinkedIn for Career AdviceWhen youre on the hunt for a new job, it can feel like a lonely process sometimes. Youre editing your resume, youre researching new opportunities and job descriptions, and youre working on your personal package and brand. All of those are necessary elements of the process, but thats a lot of you going on, no? Where do you turn when you need advice and career resources such as resume templates, interview guides and workplace tips? googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) You know our door is always open at TheJobNetwork, but theres also a whole internet of people who add their personal voices and expertise to the mix. Social media has opened up everyones networks like never before, making it easy to connect with others. Lets look at some of the movers and shakers who can help bump your career development to the next level, whether youre a seasoned veteran or just starting out.Career Influencers on TwitterTwitters not just for TV reactions and presidential candidates late-night rants, believe it or not. Its also host to a thriving career hive, where the signs fly fast and furious in every industry. Here are some of the best people to follow if you want to stay in the knowKathryn Minshew, founder of The Muse. Whether its general career/job search advice or the cutting edge of whats happening in the career world, Minshew is on it and sharing it for her followers.Simon Sinek, motivational and leadership author and speaker. Sinek has made a career out of studying successful leaders and their communication, and making those insights accessible via his books (Start with Why How Great Leaders Inspire Everyone to Take Action and Leaders Eat Last Why Some Teams Pull Together and Some Dont) and his social media.Hannah Morgan, career and job search expert, and founder of CareerSherpa. Morgan offers a constant stream of advice for solopreneurship, as well as branding your self and hunting for your next big opportunity.Abby Kohut, a recruiter and career coach, and founder of Absolutely Abby. Kohut is not only great at what she does (she welches named among the Top 25 Women To Follow On Twitter For Your Job Search by CEO World), but shes also on a tour of the USA in an RV, offering career advice and inspiration from sea to shining sea. And if an RV tour doesnt offer good Twitter entertainment, I dont know what does.Guy Kawasaki, motiviational speaker and former chief evangelist of Apple. Kawasaki is one of the best known career, business, and leadership speakers in the biz, and his Twitter is chock full of advice on branding, managing your career, and the occasional (very relevant and necessary) cute animal video.Adam Toren, author, entrepreneur, and founder of Young Entrepreneur. Torens voice is essential because it speaks to would-be entrepreneurs of all ages, and offers advice for people looking to build their brand whenever they want to start. Even if youre only young at heart, Toren has great insight about how to go about developing your entrepreneurial side.Seth Godin, bestselling author and career/absatzwirtschaft/business guru. If youve heard of any career coach before, theres a good chance its Seth Godin. Author of 14 books about marketing, leadership, personal branding, and personal growth, Godin has become a go-to for people all over the country looking to boost their careers and their outlook. Godins Twitter feed is tied to his blog, where he shares his everyday insights on the marketing and career worlds.Women 2.0, media company specializing in innovation opportunities and business education for women. Despite the name and stated mission, Women 2.0 offers solid career information for any gender, as well as valuable insight into diversity and increasing opportunities for entrepreneurs who are just starting out.Randi Zuckerberg, author and speaker. Sure, that other Zuckerberg is a household name these days, but his sis ter, Randi Zuckerberg is a social media force to be reckoned with as well. The author of Dot Complicated, Zuckerberg has a lot of great insight into how to manage social media in our professional and personal lives, as well as building brands and content.Elon Musk, CEO and tech innovator. If theres an it executive and influencer right now, its Elon Muskhands down. With his involvement in cutting-edge companies like SpaceX, Solar City, and Tesla, hes helping to redefine what it means to be a leader, innovating in business and science at the same time.Career Influencers onLinkedInLinkedIn is a great place to concentrate your job search energies, because its a connecting hub for so many companies and industries. Its also an excellent spot to find inspirational voices and guidance from people who know their stuff. When you branch out from your own personal network and move beyond the basic job search functions of LinkedIn, these influencers are must-follows as you build and shape your c areer.Laszlo Block, Senior Adviser at Google and author of Work Rules. Block publishes lots of great content on LinkedIn, offering insights from his work at Google (maybe youve heard of ityou know, that little underdog, mom-and-pop tech behemoth) and his experience leading teams.Lisa Gates, career coach and founder of She Negotiates. Negotiation is such an important part of your career and your role as a self-advocateand yet its an area where almost all of us can use some work. Its a big career challengewhat can you ask for, what do you do, and how far can you go? Gates offers tips and insight that we can all use, whether were negotiating a new offer, looking for a pay/title bump, or leveraging your performance review.Meg Giuseppi, career and personal branding coach. Giuseppi is a branding guru who works with people to build their resumes, leadership skills, and social media brands as part of their job searches. Her articles give strategies and tips for pushing your professional pac kage to the next level.Heather Huhman, career coach and digital marketing specialist. We hear about Millenials and their trends/needs/peculiarities all the timebut what about Gen Y, the pre-Millenials? For those of us who fall into that bucket between Gen X and the Millenials, Huhman is here to offer sage recruiting advice for building your career after your first or second jobs, and how to negotiate career changes.Paul Freiberger, resume writer and job search consultant. Freiberger isnt the kind of writer who publishes 18 posts a day, but what he does post is high-quality advice for your job search, your resume, negotiation, etc.all the biggies. He also talks about issues that arent always discussed widely in the career arena, like how to deal with a job search if youre an introvert. (More on interviewing-while-introverted here as well.)One of the best things about networking in the social media age is that you can decide what level of involvement you want to have. Are you happy ju st reading content and articles posted by people who are in the know? Do you prefer to interact with people who have specific expertise? Whether youre comfortable -ing big names or just the occasional retweet, the experience is totally customizable. The resources are out thereyou just have to find (and follow) themHow about you? Do you have any favorite follows who brighten your feeds with interesting and useful content? Wed love to hear from you in the comments.

Recruiters, Dont Worry The Bots Arent Taking Your Job Any Time Soon

Recruiters, Dont Worry The Bots Arent Taking Your Job Any Time Soon If you work in talent acquisition, youre probably knee deep in AI tools that make your job easier and even reduce bias in the interview process. But before you panic about the idea of robots taking over your job, take a breath and take in some wisdom from Craig Fisher, head of Global Marketing at Allegis Global Marketing. Fisher says that while technology can certainly complement what youre doing at work, the candidate experience for women job seekers in particular is largely dependent on human interactions that provide empathy, that robots cant replicate or replace. In a webinar hosted by Fairygodboss Co-Founder and President Romy Newman, Fisher shed light on how recruiters and hiring managers can work alongside AI tools in their marketing and branding efforts to create the best possible candidate experience for women. Here are some of his top tipsUtilize Facebook groups to gather information on how to create a be tter candidate experience. Theres an HR Open Source group that you can join to see best practices from top executives in the talent acquisition sphere.Embrace tools and chatbots like Olivia, by Recruiting.ai, which is an AI recruiting assistant that can help you gather initial information about candidates and get the referral process going. Similarly, HiringSolve has a tool called Rai that can help recruiters very quickly find candidates who match the jobs theyre looking to fill.Avrio can look at a companys database and stack rank candidates by having conversations with them and determining if theyll be a good fit for a job or culture. It improves bedrngnis only the recruitment process, but also the experience for the candidate, who can get a better understanding of whether theyll be a good fit for a particular role. Ideal is a tool that will search a companys database and compare candidates with jobs, removing bias from the process. This is particularly crucial for women, who are m ore likely than men to be negatively impacted by unconscious bias, and who are less likely than men to apply for a job if they dont meet 100% of the criteria. Tools like Ideal and Olivia are great at eliminating bias from the interview process because, as Fisher puts it, theres not much indication at all whether Olivia believes shes talking to a man or a women.Still, dont use these tools to replace what youre doing. Fisher says that while Olivia can be effective and while the majority of job seekers hes spoken to say theyre comfortable interacting with chatbots in the initial stages of their interview process hes also noticed that one of the first questions candidates always ask Olivia is, Can I talk to a recruiter? They want to speak to someone about a job, Fisher explains. We had to input a way for people to be able to click through to contact a recruiter immediately. People totenstill need to be in the process. What else can humans do to improve the candidate experience, partic ularly for women? Stop asking candidates about their salary history. In fact, its now illegal for hiring managers to ask this question in several cities in states.Fisher also suggests that recruiters focus on being human and make sure that when theyre networking or recruiting, they talk about themselves beyond merely dictating their job title or function. Whether you mention your kids or one of your favorite hobbies, people are more likely to remember you and what you do if they can get a sense of what youre like in your life beyond work. Computers dont have kids, they dont have hobbies they dont have things that make people remember who they are, Fisher says.He adds that employers need to do some deep thinking to understand their audience. What do job candidates hear and see as they go through their day? Put yourself in the candidates shoes. Whats the first thing they see in the morning? Their phone, their messages, Facebook. You can start to understand what their interests and needs are. Do they need to be close to family? Do they still live at home? You can understand their pains, and you can market to their gains in the way you write job descriptions.And dont forget about the importance of employer branding. If you want to make the experience better for women, you have to make sure certain things are called out when youre branding or advertising jobs, and in the way you ask your employees to talk about their jobs, he says.Identify whats unique about your company whether its a particular benefit, like bereavement leave for a pet, or an informal tradition, like a team softball league and make sure any employees in customer-facing or candidate-facing roles are highlighting what stands out about your culture. If you can get employees to serve as informal brand ambassadors and post on their social media accounts using a company hashtag, you can then reshare those posts on your companies social channels. Get visual and bring your employees personalities to light.The bottom line, Fisher says, is that womens job search experience will be most positive and effective if you can humanize the process and bring to life your companys culture.

Credit Checks and The Video Interview Know the Laws

Credit Checks and The Video Interview Know the LawsIn todays competitive marketplace, employers are looking for ways to find out more about the job seekers applying for an open position. One of the tools employers are using to connect with great candidates and find out more personal information is the video interview. Another tool, and one with some tricky legal restrictions, is the leistungspunkt check.Hiring managers are using leistungspunkt checks to see if potential employees are responsible when managing their own finances. A candidate with a bad leistungspunkt score can be a warning sign for employers, especially if this candidate is looking to land a job dealing directly with money.This might explain why a 2010 study by the Society of Human Resources Management found 47 percent of companies conduct leistungspunkt checks on at least some of their candidates, and a further 13 percent of employers conducted these credit checks on all candidates across the board.However, the times have changed since 2010 and new laws must be considered before you crack open a credit report. Just because a candidate impressed you in the video interview, doesnt mean this job seeker has perfect credit. Since the recession in 2008, even some of the best and brightest have found themselves in economic hardships. This might explain why several states across the U.S. have cracked down on the wide-scale usage of credit checks.If the candidate impressed in the video interview and you want to see if their credit score will also impress, there are some things you should know. So before you get into hot water for your credit checks, make aya you know the laws when it comes to evaluating a job seekers credit score.Know your state lawsLegislation ruling on credit checks in hiring process have been turned into law in at least seven states. California is the newest state to pass legislation on using a credit score in employment background screening. It joins Hawaii, Washington, Oregon, Illi nois, Maryland, and Connecticut which have similar laws in place. If your company isnt located in one of these states, dont think you can ignore the credit score conversation.Pending legislation is up in a variety of states including the District of Columbia, Michigan, Georgia, Minnesota, Nebraska, New Jersey, New York, Ohio, Pennsylvania, South Carolina, Vermont, and Floridaso its not an isolated issue for only seven states. You should keep an eye out for how these states rule on evaluating credit scores as part of the job application and hiring process.Whats the job?Like a candidate would tailor a resume or an employer would tailor questions in the video interview, the evaluation of credit scores should also depend upon the position. After all, a bad credit score can sometimes have zero impact on job performance. This is why new laws protecting job seekers ask employers considering credit scores to only use this measurement if the position calls for financial responsibility.If the candidate is working in the financial sector or working closely with your companys money, then it makes sense to check out their credit scores. If not, perhaps there are better metrics you can use to find out if this is the right person for the job.Credit report notificationIf your position deals with financials and therefore a credit check makes sense, the new laws say you must notify the candidate that you plan to order a credit report. You must also make this notification in writing.If the credit report is negative and you decide not to move forward with the candidate because of these scores, you need to once more notify the candidate that the credit report was the reason they werent hired. In addition, you must provide the name of the consumer credit report agency that performed the credit check.A credit check can tell you important information about a candidate, especially if your top notch candidate is looking for a position in the financial sector. Sometimes, a video intervi ew is only the tip of the iceberg, and you need to find out more about a smart candidate. This is why its important to make sure you stay compliant with all current laws and regulations.Do you perform credit checks? Why? Have the new laws affected you? Share in the comments