Keep Politics Off of LinkedIn

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Advocacy is a very important part of my life. I stand for what I believe in, and I let others know it. Appropriately.

While I don't believe that politics should be excluded from polite conversation – if anything, we need more polite conversation about politics – I do believe that you need to be smart about veering into controversial topics in professional forums.

Here's why.

• LinkedIn is a networking space focused on professional endeavors. Unless you work in politics, these discussions are not work for you. So they don't belong on LinkedIn.

• No matter your political viewpoint, statistics say that about 50% of people will tune you out immediately. Alienating potential professional partners is not smart.

• It's hard to manage our "voice" when it comes to sharing opinions on heated topics. Why? Because emotion gets in the way. As such, most people who do so on public forums tend to sound a bit unhinged. You know what I'm talking about.; we all have that crazy relative who loves to blow things up on Facebook.

Again, I can't stress enough that this is not about proudly sharing your opinion. It's about being strategic about where and how you do it.

Gurus, Ninjas, and Rock Stars (or Why a Creative Title Could Work Against You)

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There was once a time when it was not uncommon to meet someone with a title like Corporate Communications Guru or Web Development Ninja. In many cases, companies created these titles to differentiate themselves and show how unstuffy they were ("Look how modern and different we are! 1970's IBM would never have Guru, Ninja, or Rock Star in their titles").

I was reminded of all of this when I consulted with an executive team who were looking to fill a senior level marketing role. One of the candidates that was most appealing was a very experienced marketing professional whose current tile was Head of Ideas and Storytelling. Despite this candidate's qualifications, that title proved to be a big problem among the hiring team, all of whom thought the title was so undefined that they couldn't determine how this candidate even fit into a typical organizational structure. Worse, many of the executives thought the title was just silly and transferred that perception to the candidate (who, sadly, likely had no role in creating that title).

Here's the thing; if you have an unusual title – even one that seems strong but is not easy for individuals outside of your organization to define (anyone with "innovation" in your title, I am looking your way) – that title could work against you when you are ready to take the next step. If you have control over your title, make sure that it accurately captures your role in a away that outsiders can understand. If you don't have control over your title, then you will need to take additional steps in your job search documents to mitigate the potential negative perceptions or misperceptions surrounding that title.

If you need help figuring out how deal with a creative or vague title – or even a title that simply doesn't align with the realities of your role – on your resume, shoot me an email. I can help.

So You Accepted a Job and Then Got Another Offer

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\When you're on a roll, you're on a roll. So, first, let's celebrate great problems to have!

Next, let's deal with the very real problem of accepting a job offer and then being offered another job (or another interview).

Here's how I recommend evaluating this conundrum:

• Ask yourself why you accepted the first job? Something made you say "yes" to the offer. Was it money? Desparation? Location? Sit with that decision for a bit.
  

• If your reason for accepting the position was less than whole-hearted, ask what it would take to keep this cycle from continuing. What if you accepted the second job and then got a third offer?
  

• Write down all the things that make a job most desirable, from most to least important. How does the first offer stack up? How about the second?
  

• Make the decision – tough as it may be – that most aligns with what the above exercise taught you.
  

It's okay to change your mind. Better to disappoint the company now than to hold on to something that won't work out in the long run (wasting the company even more money).

Going forward, know that job searching isn't like Tinder. Careers involve making tough decisions, and you should move forward in a strategic enough way so that you would never be accepting an offer that you might later need to back out of.

Should I Stay or Should I Go Now?

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Q. I really need to get out of my current job. Do you recommend that I quit before I find another job or should I stick this job out while I look for something else? I am really stuck on what to do.

A. As much as I would like to give you a firm answer, unfortunately, you are the only one in a position to determine whether or not to leave before you have another position. To help you make the right decision for you, consider these two points:

• Many people find it easier to look for work when they are not embroiled in the drama associated with their current position.

• There are potentially negative perceptions associated with candidates who are unemployed (I know, crazy right?!). Studies show that it is easier to find a new position when you are already employed, something that unemployed people know all too well.

I know that the above conflicting points aren’t likely to help you determine the right way forward, but at least your decision will be better informed. Whatever you decide to do, I certainly recommend that you focus on creating a really powerful new resume (and associated job search documents) to help shorten the time between now and your next big thing!

Bad Places to Work

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Last week, I published Outside Magazine's annual list of Best Places to Work. This week, I thought I'd say a few things about less desirable places to work.

Remember a couple years ago, when someone published a piece revealing the challenging work environment at Amazon? Well, unsurprisingly, that was not the last expose of unhealthy corporate cultures to go viral.

Recently, a previous employee at Uber published an article, detailing her turbulent employment at the rideshare company. The core of the issue? A male dominated and sexist corporate culture. You really just need to read the entire thing.

Sadly, what Susan Fowler wrote about Uber confirms the belief that many people have that HR departments exist solely to benefit the company. And while it would be ridiculous if that weren't true, there's more to the story.

HR departments best serve the company when employees are happy and heard. These are the kinds of HR departments I work with as a Business Consultant. Well oiled HR departments know that their job is to find and nurture the link between employee goals and the goals of the company.

So, when you're interviewing for your next job, ensure that the organization you're interviewing with values – truly values – employees' reasons for joining the company. Organizations that walk the talk will have employee-forward initiatives baked right into recruiting materials and employee literature.

Ask for specifics. 

And if you haven't already, take a look at Outside Magazine's Best Places to Work list for what healthy corporate cultures look like.

Best Places to Work in 2017

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Each year, I publish a link to Outside Magazine's Top 100 Places to Work. I value this list because it focuses on companies that place a premium on employee health and happiness.

Here's one of my favorites:

51. Geocaching (Seattle, Washington)
Geocaching says it has more than 3 million active worldwide users searching for treasure in every country except North Korea. The 75 employees at company headquarters on Lake Union in Seattle wear shirts reading “I play where I work” and receive unlimited ski lift tickets, inflatable kayaks, and hiking equipment. Staff are required to get out of the office to go caching during work hours.

As a Seattle resident, I know just how happy Geocaching's employees are. Plus, geocaching as an employee of Geocaching is the ultimate dogfooding!

Check out the list to see if there's a great employer near you. Colorado is well represented, so if you live near Denver, you're in luck!

Social Media, Corporate Privacy, and Security Clearances

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I pulled this post from the archives because i've been receiving a lot of questions about professional social media.

I’ve written a lot about the upsides of using social media in a professional capacity. I am actually surprised by how few professionals are actually leveraging social media in a professional capacity, given the clear benefits: enhanced professional networking, ability to establish yourself as a thought leader, and a forum for communicating your ideas, to name a few.

Perhaps some professionals avoid social media because, despite the benefits, social media can be a delicate dance, especially for professionals with access to sensitive information.

I work with a lot of executives and cleared professionals (professionals holding security clearances). I find that many of these clients are very leery of leveraging social media. It’s not that they are concerned about accidently communicating classified or sensitive data, they worry that simply participating in public forums can put their careers at risk. They are smart to worry, but cleared professionals do not have to be luddites.

My advice to these clients is the same as my advice to all clients. Social media is a powerful tool and reality of the modern professional landscape. Use it, but be extremely strategic. Here are a few quick tips:

Don’t over share – Sounds simple, but it can be challenging when you are trying to communicate professional accomplishments without disclosing – or even allowing for the perception of disclosing – sensitive information. Avoid sharing data like firm metrics and client names. Generalize and, if in doubt, leave it out.

Don’t disparage – Your probably thinking that this is common sense, but you probably are not considering that some achievements can be disparaging. For example, If I am communicating that I turned around a failing department or resolved a system security gap, I may be unintentionally communicating a major organizational failing.

Don’t over connect – Social media is a haven for corporate spies. I know that sounds like a John le Carré novel, but it is a fact. In an environment where any little bit of corporate data can provide a competitive edge, there is a lot of money to be made in industrial espionage. Be very mindful of who you are connecting and engaging with.

Social media provides professionals with access and a platform that was almost unimaginable just a few years ago. But, as with many tools, the risks are real. Don’t eschew the tool because of the risks – you wouldn't stop using knives because you could cut yourself – just use the tool mindfully.

How To Address a Cover Letter

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Q. I am having a hard time figuring out how to address my cover letter. For the salutation, do you think it is smart to do some research on LinkedIn and find the name of someone in HR and use that name on the cover letter? Is that too risky?

What kind of salutation would you recommend? Generally, I use "Dear Sir/Madam" when I cannot find a name, and "Dear Mr. Surname" or "Dear Mrs. Surname" when I can find someone from HR.

A. I wouldn’t use a specific name unless it has been provided by the company or a referral. That is not to say that you shouldn’t do your LinkedIn research (that is very smart), just don’t use a name that you find as it could be perceived as too forward.

If you don’t have a name, I recommend using “Dear Hiring Manager” as "Dear Sir / Madam" is too formal (even for a cover letter). Also, if you have a name from a requisition or referral, use it exactly as it has been provided and never assume gender.

Tips for Selecting a Good LinkedIn Profile Picture

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I hate talking about LinkedIn photos – as an HR professional it is upsetting to me that one's picture is increasingly being taken into account during the hiring process. My distaste (and the law) aside, it is a reality that your profile photo will play some role in the hiring process. With that in mind, I think it is time to resurface some tips for selecting an effective LinkedIn profile photo.

Here are some things to consider when selecting your LinkedIn (or other) profile picture:

Don’t crop a group photo – You may think that the photo of you with your arm around your buddies at a football game is the best picture of you. Your team won, you look genuinely happy, and the lighting is really good. That may all be true, but when that picture is cropped to be you and the shoulder of a friend, it’s going to look silly on your LinkedIn profile.

Go as high quality as possible – Pixelated, low-quality photos make terrible profile pictures. You may be striking just the perfect balance of professional and approachable, but if the quality is bad, it doesn’t matter. Always upload the highest quality picture possible.

Avoid the flash shadow – You’ve seen this picture. Someone standing in front of a cubical wall looking like a deer in the headlights with a horrible shadow behind their head. This kind of photo could make a nobel laureate look like an amateur. Good lighting matters – a lot.

Don't use a wedding photo – Ever.

In a perfect world, your LinkedIn profile picture would have zero relevance. But the fact is that readers will make immediate judgments based solely on your photo, so take it seriously. Plus, you've likely got a camera in your pocket that delivers the kind of quality photos once available only to professionals, so if you don't have a great picture to choose from, grab a friend, brush your hair, and go find some nice natural light.

Be Strategic With Your Resume

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\When developing a new resume for a client, I always take time to learn about any ideas they might have for the general approach. Are they entering into the process with a desire for a creative resume (something I encourage clients to reconsider)? Have they seen a resume that really resonated with them? It is important that I am aware of each client’s expectations and desires (or lack thereof) so that I can not only deliver the most effective possible, but also educate them when their expectations don’t align with accepted best practices (I’ll point you to that above link regarding creative resumes).

Recently, during the consultation process, a client mentioned “the rule of threes” – a recommendation that each position on a resume have exactly three accomplishments. I shared that while I think this is good advice in general – any guideline that recommends speaking to accomplishments on a resume is on the right track – I thought the approach was not strategic enough. My concern with a rule like “the rule of threes” is that it tends to give the same “weight” to every position on the resume, which is just not smart. Instead, I recommended that we lean more into recent roles and minimize the focus on older positions and less relevant experience, which is best accomplished by providing more accomplishments for recent positions and reducing the amount of information associated with earlier positions.

Regardless of your situation, make sure that you are being as strategic as possible when it comes to creating your new resume.