Using Linkedin to Land your Dream Job

Posted Leave a commentPosted in Career, Strategies, Work

      So, you’re a new grad or you’re looking for a new job? You’ve submitted applications, perfected your interview skills, and followed up with all of your potential employers.  However, you still aren’t landing the jobs that you desire. You’ve revamped your resume to include all of your volunteer work and internships, but no one is knocking at your door or calling you back. Do you have a Linkedin account? Linkedin is the modern day resume. In fact, more employers are using Linkedin and it’s keyword search to find potential candidates. A professional LinkedIn profile is imperative for today’s workforce.  So, what exactly does one need to have a intriguing Linkedin profile? Let’s break down the anatomy of a dynamic Linkedin profile.

A professional headshot.  An account with a headshot is 11 times more likely to be viewed than one without it. First impressions are important. Be sure to use a professional headshot and not a selfie. If you don’t yet have the funds to pay for a professional headshot, here’s a hack that you can try: have a friend or family member take your picture, with a smartphone or a camera, against a light or white background. Be sure space is clutter free, and use an excellent app to filter the picture, with the goal of getting it to look as professional as possible. Everyone is screaming for a chance, be sure that your first impression makes the statement that you deserve that chance.

Headline.  The headline is essentially a 120 character of who you are! The headline’s primary purpose is to get the target audience to want to read on. It’s the second thing that recruiters will see when they come across your profile. Use catchy adjectives to describe who you are. Be creative and unique!

Summary.  Here is your chance to sell yourself.  It should describe who you are, who you are looking to work with, and what you can do for them. Write in the first person and not third. The limit should be 2,000 characters. It is vital that in this section you include your contact information.

Experience.  Three is the magic number. This is the number of jobs that most people deem as appropriate. You can upload presentations videos, PDF’s, etc. Here is your opportunity to show that you have the experiences and knowledge that your potential employer is seeking. If you are a new grad and don’t have any experience, this where you should list your internships and volunteer experience.

Skills and Endorsements. Brag on yourself here. List any and every skill that you have, that’s beneficial to your field.  Ask that former supervisors, co-workers, mentors, or those within your industry endorse your skills. Having your skills endorsed is equivalent to having your references checked. Your profile is 13 times more likely to be seen if you have skills listed.

Recommendations. These are your references. Recommendations are as good as having someone call up a reference on a job application. Since people are actually confirming you and your skills by recommending you, this shows that you have made an impression on others whom you have worked with.  

Accomplishments. Here you list certificates, accomplishments, and courses that you have obtained. This is your chance to boast and brag. Show yourself in a good light! List every and any accomplishment, no matter how grand or mediocre.

Publications. If you have had any work published such as blogs, articles, journal entries, etc, this is the place to list them. This is an excellent opportunity to show potential employers that you are versatile and that you bring exciting and outside perspectives. It also showcases your intellectual capabilities.

There are other tools that you can use to optimize your Linkedin:

  • Share your perspective on what’s going on in your industry
  • Share publications that you have written
  • Join groups
  • Weigh in on industry development.

Optimizing your Linkedin account is the new way to land that dream job!

4 Tips to Retaining Millennials

Posted 1 CommentPosted in Career, Millennials, Nurses, Nursing, Strategies, Work

Millennials, also known as Generation Y, make up one-third of the workforce. In 2015 they became the largest generation in the workforce. In 2016, they surpassed Baby Boomers as the largest living generation. Although more and more Gen Y-ers are entering the workforce, retention is a rising challenge for many organizations. Gallup estimates that 60% of millennials are open to new job opportunities and are the generation most likely to switch jobs. Millennial turnover costs U.S. companies $30.5 billion annually and according to the Advisory Board’s research, the cost of replacing every nurse that turns over is approximately $90,000. With Baby Boomers retiring, retaining millennials is no longer an option, it’s a priority. Here are four tips for retaining millennials.

Define and Understand Millennials

Who are millennials? There are varying dates for when the millennial cohort starts and ends. Generational diversity expert Bruce Tulgan range millennials for those born between 1978 and 1991.* Pew Research Center defines millennials as those born between 1981 and 1996. Tulgan notes that millennials grew up in the “Decade of the Child.” Parents focused on building their children’s self-esteem, boosting their confidence, and instilling in each child a unique identity. Gen Yers grew up in the era of “everyone receiving a trophy.” They were not taught to compete but to collaborate. From Kinder years throughout high school and college, Millennials were taught to have their own identity and to express themselves. Tattoos, colored hair, and piercings are no longer taboo and are a part of cultural acceptance. One millennial nurse I spoke with stated, “I’ve earned my MSN (Masters of Science in Nursing) if a company doesn’t want to hire me because I have tattoos, then I’ll just move on to the next one. A tattoo has never stopped me from doing my job or saving a life!” Assembly line work and conformity is no longer going to work with millennials. They need the ability to express themselves and grow.

Diversity

Gen Y is the most diverse generation in US history. Approximately 44% of this generation are a minority. A Deloitte study found that millennials differ from non-millennials as Gen Yers want to achieve diversity by incorporating ideas, perspectives, and a sense of belonging amongst their peers. It is no wonder that millennials network and collaborate well. Teamwork is a strong suit and many millennials thrive and excel in this type of environment. Not only do millennials desire diversity and inclusiveness, they expect open dialogue about it. As a matter of fact, 83% of millennials are actively engaged when they believe their employer fosters an inclusive culture.

Professional Development

In a recent independent survey that I conducted, 81% of Millennials stated that professional growth is important. Gone are the days of working 20 years with the goal of one day climbing the ladder. If you do not offer your millennial employees, from day one, opportunities for professional growth and development they will leave. It is not far-fetched that millennials are the most likely to speak out against unfairness or outdated policies and procedures and then implement problems to the solution.

Millennials are multitaskers; have more access to technology, knowledge, and resources than any other generation before; and are comfortable with the rapidly changing technology. Along with building skills, Millennials want access to leadership. This means that they want the opportunity to sit down with senior executives, managers, and etc. Millennials will show up, implement ideas, perform at a high level, but they want to know that someone is watching and that when the time comes they will be recognized for it. 85% of millennials say they want more frequent and specific input on how they are performing from their managers, in a survey by TriNet. This not only keeps them informed and at the forefront of professional development, it improves overall performance.

Purpose

The Great Recession is a distinguishing event in the lives of many millennials. During the decline that the economy faced at this time, many millennials were just graduating college, entering the workforce, or starting to build families. The impact of the Great Recession is evident in how millennials save, invest, and spend their money. Many millennials were allowed to vote, for the first time in 2007 and were influential in electing the nation’s first Black president. Millennials want social impact and change and they need their employers to have a sense of community and purpose. In fact, approximately half of Gen Yers say they would be willing to take a 15% pay cut to work for an organization that aligns with their values.

Millennials are not going anywhere. In fact, we are to stay. Mold us, support us, give us purpose and we will flourish in the workplace. Deny us what we need and prioritize and we will flee.

“Yes, millennials will be more difficult to recruit, retain, motivate, and manage than any other new generation to enter the workforce. However, this will also be the most high-performing workforce in history for those who know how to manage them properly.” -Bruce Tulgan.