You know what bugs me? When I send an email and mean to do the email2log thing (just the coolest thing in JibberJobber!),but forget to put my ultra-secret email address in the BCC field.
You see, using the BCC field saves me probably an hour a day. If you don’t know why, or if you want to save an hour a day, check out this blog post on Email2Log.
What do you do when you forget to do it? Do you then have to go into JibberJobber, search for the contact, click “Add Log Entry,” and then copy and paste from your email to the Log Entry?
No, you don’t! We made it easy to fix this “oops.”
The way you do it will be helpful in another scenario… for example, sometimes I take notes from a phone call in an email message. I’m not sure why I do that, I got in the habit of doing it years ago. (I find myself switching to taking notes in a Log Entry, though, especially since we put in the auto-save on Log Entries)
In both of these cases there is something that is written somewhere that I want in a Log Entry… so how do you easily get it into a Log Entry without copying and pasting?
Simply send an email to your ultra-secretive email address… you don’t have to send it to anyone else.
In the body of the email, put this line:
So, in your email we look for that line and will make a Log Entry for any email address there. BONUS: we’ll also make a new Contact record, if it doesn’t exist already.
This is super, duper cool. I use it more than I thought I would.
Guess what? That is only one of the things you can do with a special line in the body. You can also create a Log Entry, and associate the email to Companies and Jobs.
Tell me that’s not cool. To see an example, go to Account, then the Email tab, and click the help icon.
This call was AWESOME. Off the charts. Seriously. There is so much good information in this call that it should be required to listen to.
I’m sure there are recruiters who do things differently. That’s one of the challenges that job seekers face: there is no single right or best answer for the situations we face (like, working with recruiters). Robert gives us a great look into the processes and systems that we need to know about. You can tell he has a heart for job seekers. Enjoy:
Note: This is hosted on Vimeo. To make full-size, push play and then on the bottom right click the icon that looks like this:
I have recently spent hours interviewing JibberJobber users across the world, as well as career coaches and resume writers. I am very interested in hearing what they think about JibberJobber, and what they would like to see… I’m also completely intrigued at what their experience in the job search is like, and what frustrates them.
These calls are exhilarating and exhausting at the same time.
One thing I’ve learned is that people use JibberJobber quite differently. Based on the input, I wanted to share tips on how to really get the best out of using the premium JibberJobber level. (we just lowered the upgrade by 40% from $99 a year to $60 a year… tell me that isn’t awesome. See what you get in the upgrade here)
Guess what – those are all the reasons anyone would upgrade! We moved the other features to the free side… which means if you don’t upgrade you get a ton of value for free…!
But, upgraded users are still not getting all the value they could… I know, because I talk to them on the phone! Here are six more tips for anyone who uses JibberJobber, whether you are on the upgraded account or not!
A user recently said there is a lot of magic in JibberJobber. I wish I could simplify it and say “we do this, and we do it well!” But it is hard to define the “this” because JibberJobber’s breadth and depth have expanded over the last almost-eight years. Now we are suffering from what I call Excel Syndrome. I argue that most people use 5% of Excel’s amazing features, and that is really enough. BUT, there is so much more that they could use.
In talking with my users I’ve realized some of the things I depend on and love are unknown, almost hidden features for them. That’s why I encourage you to jump on any of the weekly user webinars… otherwise, use the Contact form and give us feedback and ask us questions. We are just as committed to making JibberJobber more valuable to you as we have been every day since we launched in 2006.
Well, I finally did it – I finished the recordings for the fourth edition of LinkedIn for Job Seekers. This edition will be streaming only, which will cut the cost down on producing DVDs as well as make it easier for me to do updates.
The most apparent change in this series is the layout change. The third edition is, I think, almost two years old, and there have been a lot of changes to LinkedIn’s layout. The most notable would be the header/menu, which has significantly been pared down (some of the favorite things are missing ), and the huge, massive overhaul to the LinkedIn Profile.
Functionally, the biggest change would be the absence of LinkedIn Answers, which for many years had been my #1 favorite feature. Most of the functionality that you found in Answers can be done in Groups, but not as easily, and perhaps not as effectively. We go into that.
There were other functional changes… most of which had to do with stuff either disappearing completely or moving from a free to a premium feature. I have a free account and focus on helping you get more value from the free account.
In this video series, which is appropriate for job seekers as well as business owners (who probably feel like job seekers every morning!), I want you to learn out to OPTIMIZE.
Optimize your chance to be found when someone is searching for you – this has to do with your Profile, and somewhat what Groups you (a) are in and (b) participate in.
Optimize how you share your brand – what message are you sharing, where, how often, etc.
Optimize your Profile, and the messaging you give there. I was finally inspired to update my Profile (which is a fluid, changing project) and made some really important enhancements.
Optimize your results – we’re on LinkedIn for a reason, right? Make sure you understand that reason and work towards that reason, instead of just being there because everyone else is. I’m not about herd mentality… I want you to purposefully seek, and get, value.
The cost of this training is $50. You have access to it as long as you wish. I ask that you do not share access with others, and you don’t show it in “public settings,” like at a university. However, if you want to show a video or two at a job club, feel free to do that.
Finally, did you know we’ve been working hard on enhancing JibberJobber and making it more value-add to you? Not only have we added new functionality, and cleaned up some stuff, we dropped the price of the optional premium level by 40%… to $60. If you are interested in the awesome premium features (including the oh-so-useful Email2Log feature), you can get both the 12 month upgrade and the LinkedIn video series for only $99.
Let me know if you have any questions, and if you want me to add any other trainings into the LinkedIn series.
Last week a user emailed to ask what the Job Journal is. On our last Wednesday webinar we spent more time than usual on the Job Journal (some weeks I don’t have time to go into it).
The Job Journal is outside of the idea of tracking contacts, companies, and jobs in your job search, so some people kind of ignore it. It also suffers from the Pill vs. Vitamin syndrome (this is a critical concept to understand… click here to see my thoughts on it), so it’s easy to think “I’ll do that later, when I’m not working so urgently on landing my next job.”
But let me suggest that working through the Job Journal idea is critical.
It became important to me for a couple of reasons. First, in my depression and discouragement in my job search, I lost a clear perspective of who I was. It’s easy to do. If you can’t see yourself clearly, you think you aren’t good enough to land the job you are fully qualified to do. I got to the point where I doubted my ability to flip burgers at a restaurant… and I’m the guy who put myself through most of my undergraduate and MBA programs! Determined, driven, motivated… but lost my confidence.
Going through the exercise of brainstorming your accomplishments for the Job Journal helps you regain a clear vision of who you are and what you bring to the table.
Additionally, going through the exercise helps you craft stories that help paint your picture. As you list your accomplishments you’ll have stories about your ability to solve problems, think analytically, work in teams, lead people, be led by people, be creative, etc. All those things you say you are… the stories make your claims much more substantial.
I am creative.
I am creative. For example, I was invited to work on a project that _________. It was clear the problem was _____________. After realizing this, I __________________. As a result, the project _____________.
You might recognize that mini-story has a Problem/Action/Result format. When you start thinking about talking about yourself with mini-stories to back-up what you have done, and put some real meat behind your claims, you will come across as a much stronger candidate.
I love, love, love what this can do for you. You can believe in yourself again, even though you have gone through months of “rejection,” and you can present yourself much stronger (through mini-stories).
How can this not be a critical part of your short-term and long-term career management? It is worth the time to get away from technology and distractions and brainstorm your accomplishments… and then come back to JibberJobber to enter them in. I can’t make you do it, I can only beg you to do it. But if you do it, you will be much better off.
I should mention that all of this is on the FREE side of JibberJobbber…
If you are ready to learn more, check out these three blog posts:
The Job Journal – this is an introduction to the tool where I announced it back in September of 2007.
Beverly Harvey isn’t the only career professional talking about this. Liz Handlin, who I wrote about last week, wrote a post in January 2007 titled Keep A Job Diary. Read that for further validation of the concept.
One thing I love about the job journal, or job diary, or whatever you want to call it, is that it is a component of your long-term career management strategy.
I follow my Austin buddy Liz Handlin, owner of Ultimate Resumes, on Facebook and am entertained by her experiences with job seekers. Here’s something she shared on Facebook recently…. see my comments below the box. (I [edited] some of this to try to protect anyone who needs protecting, although I imagine this plays out dozens of times each month)
Folks, seriously. The MAIN issue here is that the job seeker (aka, the marketer, or person marketing their services) made it HARD for the decision-maker (buyer) to make a decision. What’s worse, they intentionally made it harder!
I get that you want people to get to your LinkedIn profile, but consider your audience, and the situation. If you are in an interview, the interviewer usually has their resume in front of you (so they don’t mix you up with the fifty other people they are interviewing/considering). If your resume doesn’t have any meat, what are they to do? Remember how awesome your LinkedIn profile is?
Give them the information they need when they need it, which is on the resume.
I know you want your LinkedIn profile to be your resume, but for now, until people catch up to your vision, you need to play the game. They expect a marketing document from you that has sufficient information (aka, your resume), and they use this marketing document to compare you with your competition, who has a similarly formatted marketing document (aka, resume). If your formatting is not close enough to the rest, you might be discarded. If your information is not deep or broad enough, and the others are, you might be discarded.
This is called “the game.” For now, the rules are established, and they have been for decades. You can try to make a statement and change the rules, and it might work with some companies and some people, but you risk losing out to others who know the rules of the game.
I don’t need to talk about the one-page thing, or the graphic in the middle thing, but I do want to address the “go to my Profile” issue.
On my webinars I tell people that they need to understand the concept of channel and destination. This job seeker was using his resume as a channel to get to the destination (the LinkedIn profile). He did it poorly, by not putting a link, but still, that was his intention.
Are you sure you really want to send someone to your LinkedIn profile as the destination? Or, are you hoping the LinkedIn profile is one more step in the channel to get to the destination? I can’t answer that for you, but for me:
MY LINKEDIN PROFILE IS NOT THE DESTINATION I WANT YOU TO GET AT.
When I was finishing my basement the heating and air guys came in. We talked about where we wanted vents, and they said every time you put a bend in the duct work it decreases efficiency (after they bend) by some crazy amount, like 25% or 33%. In other words, every time the air has to bend (usually at 90 degrees), you lose efficiency. Put a bunch of bends in one line and you won’t get much air out of the vent.
This is the same for the channel/destination concept. Each time you give someone something with the hope that they will go somewhere else, you lose a part of their interest. Just send them to where you want to send them first, without having them jump through hoops, go around bends, and ultimately get distracted!
Since before I started JibberJobber there was this blogger/recruiter out there named Steve Levy. I became friends with Steve online, then we roomed together at a conference, and we’ve had phone calls thoughout the years.
I recently asked him for some input on a project I’m working on and he replied back with a link to a blog post that really answered all my questions. It had been a while since I had read Steve’s stuff and I found myself looking through a bunch of his blog posts. I LOVED this one since it really summed up a lot of high-value tips for job seekers with regard to social media:
I recently saw a thread referring to an article where a career “expert” said that the written resume is outdated, and we all need video resumes. I know if I heard that in my job search I would have panicked a bit. I didn’t want to spend the time, money or effort on doing something I wasn’t comfortable with (scripting, acting, video editing, etc.).
I’m here to tell you, you don’t have to worry about this off-base advice. I don’t think you are going to go into a panel interview and NOT expect to have extra copies of your resume to hand out, do you?
Furthermore, people say the LinkedIn profile is replacing a tradtional resume. If I had ten people to interview the last thing I would want to do is print off ten LinkedIn profiles, with over 50% of the printout being incomplete or irrelevant.
So what about the video resume?
The guy who made it famous was Aleksey Vayner. He made a six+ minute video that became the example of how NOT do to it. He is reportedly not alive anymore. You can watch his video resume here. Apparently he sent this to a firm and it “went viral,” and not for good reasons.
On Youtube I found a lot of examples of video resumes. Some seem to be fake, parodies, or advertising for companies. Others are actually pretty good. Again, don’t stess out with the idea that you need to have one to compete. I think they can be great, but if done poorly, I think they can make you the joke around the office (or worse, in your industry).
Here are two video interviews I like:
Graeme Anthony. It starts off kind of slow, and I’m not sure what he is going to communicate in 1 minute… BUT there are no visual distractions, and at the end of the minute he gives you links on the video to drill down on to learn more. This is really quite cool.
Mark Leruste did a GREAT job. If I watched his two minute video and thought I had to put something like this together, I would give up. This guy wins. It is awesome.
If you don’t want to, or can’t, do a video interview, then don’t worry about it. If you are going to do it, then you better do it well.
I’ve seen a lot of conversation asking how to create a resume that will pass through the Applicant Tracking System software (ATS) that some companies use.
Before I go on, I should share that I don’t think that a lot of companies use automated resume scanning. The companies I worked at, where I was in a hiring capacity, did not (and I’m sure at least one of them does not today). Smaller companies that hire infrequently probably don’t have an ATS. Hiring was something we did when we needed to, and we made it up as we went along, much like many startups would. It’s not the multi-level sophistication that you would expect at a big company that hires a lot, like IBM, Microsoft, etc.
In other words, the advice in the link below will apply sometimes, with some target companies, but the strategy to get through an ATS is not an all-inclusive strategy for anyone who owns a resume.
AND, remember that you are supposed to try to network into a company as often as you can, as opposed to apply online for all the openings you can find.
With that in mind, check out this Lifehacker link addressing the issue. They have a good graphic showing what an ATS is (as it relates to resume scanning), and some good points on how to optimize your resume to make it through the cuts.