1.
Exclusively prepared for: July 15th 2010 An LOOK INTO WEB 2.0 Tools for Your Job Search

2.
Daniel Guelzo CTC, CPC <ul><li>Served 9 years as a Tactical Air Control Officer United States Navy </li></ul><ul><li>National Practice Director Talent Strategy at Spherion www.spherion.com </li></ul><ul><li>14 years of experience in building local and national recruiting teams within the Accounting/Finance, Banking, and Information Technology communities. </li></ul><ul><li>IMA Atlanta Chapter </li></ul><ul><li>President / VP of Corporate Sponsorship 800+ accountants www.imaatlanta.org </li></ul><ul><li>Co-Founder of Cornerstone Career Ministry 200+ attendees </li></ul><ul><li>www.fbcwccm.org </li></ul><ul><li>Speaking engagements and networking events: </li></ul><ul><li>GAPS (Georgia Association of Personnel Services) </li></ul><ul><li>Networking Events / IMA / FENG / RUMC / CCM / C3G </li></ul><ul><li>Networking in Today’s Web 2.0 Revolution </li></ul><ul><li>What is Your Plan B </li></ul><ul><li>Building Resumes That Will Open Doors </li></ul><ul><li>I’m on Linked In…. Now what? </li></ul><ul><li>Opening eNetworking Doors </li></ul>

3.
Agenda <ul><li>Good News for Job Seekers! </li></ul><ul><li>History of the Job Search Process 80’s 90’s and today. </li></ul><ul><li>What is the Web 2.0 Revolution </li></ul><ul><li>Using the Web to differentiate yourself as a candidate </li></ul><ul><li>Taking Control of your Job Search </li></ul><ul><ul><li>Google </li></ul></ul><ul><ul><li>Working with Recruiters </li></ul></ul>

4.
Good news Companies are adding payroll <ul><li>Total nonfarm payroll employment grew by 431,000 in May, reflecting the hiring of </li></ul><ul><li>411,000 temporary employees to work on Census 2010, the U.S. Bureau of Labor </li></ul><ul><li>Statistics reported today. Private-sector employment changed little (+41,000). </li></ul><ul><li>Manufacturing, temporary help services, and mining added jobs, while construction </li></ul><ul><li>employment declined. The unemployment rate edged down to 9.7 percent. </li></ul><ul><li>APRIL 162, 000 MAY 411,000 </li></ul>

5.
Top 20 Fastest Growing Industries Management / Bus Services (80% growth)

6.
Back to the future please….. A look at the Job Searh in the stone age! 1980 – 1990’s

7.
Back to the future please….. A look at talent acquisition Web 1.0 Style 1990 – 2000 <ul><li>One Way communication: </li></ul><ul><li>Sites pushing out job search content </li></ul><ul><li>First targeted to companies looking for talent </li></ul>One small step for man kind.. One giant leap for the job search! 1995 1999

8.
PC Magazine Top 20 Job Search Web Sites Beyond.com claims to be the “largest network of niche Career Communities On the web. Web’s Biggest Job site 23 million Largest online Classifieds High-tier Site for executives Just Employer’s Openings Search Engine for all sites Formed by Large Employers

9.
PC Magazine Top 20 Job Search Web Sites Claims it was the “world’s first Internet Recruitment Site” Built to help employers and recruiters to work together Designed to be a Professional Networking site… now a job site

10.
Where does your resume go once it hits the web? Technology has created a fast and efficient process to get your resume out to the companies 1980’s = 20 resumes 1990’s = 100+ resumes 2006 1 job posting = 150 2010 1 job posting = 800

11.
Where does your resume go once it hits the web? Your resume is going into a very big black hole!

12.
1000’s of resume per job posting and it’s still the preferred method of getting your resume out

13.
Linked In Survey <ul><li>Understanding the pain of Corp HR </li></ul><ul><li>2/3 of all Human Resources personnel were laid off during the economic downturn </li></ul><ul><li>Technology has created an overwhelming problem for HR with tons of paper </li></ul><ul><li>New technology continues to create fixes : VMS – Resume Data Base Programs </li></ul>The Human element has been removed from the process

14.
How do you stand out in a sea of thousand resumes? Networking your way to a new career!

15.
Job Search Preparation <ul><li>The Power of Networking -- In almost every job search tip column and book there is a section dedicated to networking. </li></ul><ul><li>A referred candidate has a 35 to 1 chance of getting hired </li></ul><ul><li>vs. 500 to 1 for the typical candidates. Source www.jobster.com </li></ul><ul><li>Web 2.0 Revolution? Social eNetworking? </li></ul>Jim Browning Ruthie Powell Debbie Rodkin Tom Darrow Bob Littell

16.
The creation of Online Networking Sites the Web 2.0 Revolution was borne <ul><li>Blogs, social networking sites and automated biography tools have made: </li></ul>Data more current and complete Owned and updated by the members Two way shared web. Social Networking sites. Blogs. Anything with user generated content .

17.
Standing out in a sea of resumes with Web 2.0 Ability to find and connect with Hiring Managers directly.

18.
What’s New in Social Networking?

19.
Secret of getting a job in this market is: <ul><li>Know what your 100% market-ability is (market value) </li></ul><ul><li>Conducting a “targeted” search with a specific marketing campaign </li></ul><ul><ul><li>Passive Referrals from within the company (COIs) </li></ul></ul><ul><ul><li>Tailored resumes for each opportunity </li></ul></ul><ul><li>Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story </li></ul><ul><li>Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you </li></ul>

20.
What is my 100% market value? What are my secondary markets? What happens as I move away from 100% market? <ul><li>Increased risk of failure for company </li></ul><ul><li>Decrease of financial reward to you </li></ul>Industry Like companies / like industries / like skill sets Proven abilities – success stories - SAM

21.
Building your list of prospects SIC Codes ( Standard Industrial Classification )

22.
Secret of getting a job in this market is: <ul><li>Know what your 100% market-ability is (market value) </li></ul><ul><li>Conducting a “targeted” search with a specific marketing campaign </li></ul><ul><ul><li>Passive Referrals from within the company (COIs) </li></ul></ul><ul><ul><li>Tailored resumes for each opportunity </li></ul></ul><ul><li>Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story </li></ul><ul><li>Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you </li></ul>

23.
Your Mission Possible <ul><li>Uncover the name </li></ul><ul><li>of the hiring manager </li></ul><ul><ul><li>Find the “Pain Holder” </li></ul></ul><ul><ul><li>HR Generalist & Recruiters </li></ul></ul><ul><ul><li>are only intermediaries </li></ul></ul><ul><li>Indentify the Short Term </li></ul><ul><li>and Long Term objectives </li></ul><ul><li>of the job / dept / company. </li></ul><ul><li>Create an Achievement Based marketing campaign that fixes those problems. </li></ul>

24.
<ul><li>Stats </li></ul><ul><li>Current Membership : +60 Million </li></ul><ul><li>A new member joins LinkedIn approximately every second </li></ul><ul><li>Executives from all Fortune 500 companies are LinkedIn members. </li></ul><ul><ul><li>US Membership : ~35 Million </li></ul></ul><ul><li>90% hold 4 year degree </li></ul><ul><ul><li>50% of these members hold advanced degrees </li></ul></ul><ul><li>80% 24-54 years old </li></ul><ul><li>LinkedIn platform available in 4 languages </li></ul><ul><ul><li>English </li></ul></ul><ul><ul><li>Spanish </li></ul></ul><ul><ul><li>French </li></ul></ul><ul><ul><li>German </li></ul></ul>LinkedIn’s press site . 5,400 People will Join before we finish 86,000 People will Join today

25.
Linked In Success

26.
My Linked In Opportunities

27.
If you don’t have a large network you won’t get a results

28.
Searching on Groups <ul><li>From “Find People” select </li></ul><ul><li>“ Search within my Groups ” </li></ul><ul><li>Click on a particular group </li></ul><ul><li>Include Company names / Job titles </li></ul><ul><li>Hint to joining Groups </li></ul><ul><li>Search on candidates </li></ul><ul><li>Look at their Groups </li></ul><ul><li>Click on their groups </li></ul><ul><li>request to join </li></ul>Value: you may not know them but you are connected via groups

29.
Would you like to know how to leverage Linked In for free?

30.
Secret of getting a job in this market is: <ul><li>Know what your 100% market-ability is (market value) </li></ul><ul><li>Conducting a “targeted” search with a specific marketing campaign </li></ul><ul><ul><li>Passive Referrals from within the company (COIs) </li></ul></ul><ul><ul><li>Tailored resumes for each opportunity </li></ul></ul><ul><li>Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story </li></ul><ul><li>Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you </li></ul>

31.
Genuine Parts Example (Accounting / Duluth GA) Where’s the pain? Short / Long Term objectives?

32.
Genuine Parts Company Example

33.
Web 2.0 Tools for your Job Searches What if I don’t have a lot of Linked In contacts? How can I still get critical information?

34.
Google Search Strings / iGoogle

35.
Example Genuine Parts Company Duluth GA <ul><li>To get Press Release / Alerts: </li></ul><ul><li>News &quot;press release&quot; alerts &quot; Genuine Parts Company &quot; &quot;Duluth GA“ </li></ul><ul><li>Linked In Hacks: </li></ul><ul><li>site:linkedin.com “ Genuine Parts Company &quot;Greater Atlanta Area -intitle:directory -inurl:updates -inurl:updates </li></ul><ul><li>Linked In Hacks: </li></ul><ul><li>site:linkedin.com &quot; Genuine Parts Company &quot; ”current * * * Manager” (inurl:pub | inurl:in) </li></ul><ul><li>– intitle:answers -inurl:groupinvitation -inurl:cap -inurl:static -intitle:updated – </li></ul><ul><li>intitle:blog –intitle:directory -inurl:jobs -inurl:companies &quot;Greater Atlanta Area” </li></ul><ul><li>To find Email format: </li></ul><ul><li>&quot;email * * * genpt.com &quot; (Atlanta | GA) </li></ul><ul><li> </li></ul>

36.
Google News Alerts sent to your personal email

37.
Linked In Search for Genuine Parts 585 connections

38.
How to find “current” Managers or Directors 49 “current” Managers or Directors

39.
How to find emails of decision makers in the company

40.
Secret of getting a job in this market is: <ul><li>Know what your 100% market-ability is (market value) </li></ul><ul><li>Conducting a “targeted” search with a specific marketing campaign </li></ul><ul><ul><li>Passive Referrals from within the company (COIs) </li></ul></ul><ul><ul><li>Tailored resumes for each opportunity </li></ul></ul><ul><li>Leveraging the Web 2.0 Tools to get you to the hiring managers so you have a chance to tell your story </li></ul><ul><li>Leveraging the Web 2.0 Tools to Understanding the Short Term and Long Term objectives of the Companies, Departments and Managers who may want to hire you </li></ul>

41.
Facts about the Resume Process <ul><ul><ul><li>Resume F ACTS: </li></ul></ul></ul><ul><ul><li>Most Hiring Authorities are experts at making “widgets” but are terrible at interviewing and reviewing resumes. </li></ul></ul><ul><ul><li>9 out 10 candidates will not be able to design an effective or “Achievement” based resume. </li></ul></ul><ul><ul><li>They are excellent Accountants / Web Programmers but they are terrible resume writers. </li></ul></ul>

42.
Professional Resume Reviews <ul><ul><ul><li>Resume Facts </li></ul></ul></ul><ul><ul><ul><li>Hiring Authorities or Decision Makers review and eliminate resumes quickly (10 seconds or less) on 3 critical points </li></ul></ul></ul><ul><ul><ul><li>Titles </li></ul></ul></ul><ul><ul><ul><li>Current Title must be similar to position they are trying to fill </li></ul></ul></ul><ul><ul><ul><li>Dates of Employment </li></ul></ul></ul><ul><ul><ul><li>C andidate should have stable work history) </li></ul></ul></ul><ul><ul><ul><li>Responsibilities / Accomplishments / Feature & Benefit </li></ul></ul></ul><ul><ul><ul><li>Skill sets and accomplishments should match critical needs for position </li></ul></ul></ul>

43.
Operational Bullets vs. PSR Bullets <ul><li>Traditional: </li></ul><ul><li>Successfully managed workers’ compensation program </li></ul><ul><li>PSR: </li></ul><ul><li>Problem: high rate of worker injuries resulting in workers’ comp. claims </li></ul><ul><li>Solution: educating employees on safe work practices and adhering to strict safety standards </li></ul><ul><li>Result: reduced workers’ comp. claims by 20% in one year which resulted in a savings of over $150,000 to the company </li></ul><ul><li>Accomplishment: </li></ul><ul><li>Reduced workers’ compensation claims by 20% saving over $150K in one year by educating employees on safe work practices and adhering to strict safety standards. </li></ul>

44.
Before Resume <ul><li>AUTOMATIC DATA PROCESSING (ADP), Alpharetta, GA April 2005 - present </li></ul><ul><li>Director, Service Delivery </li></ul><ul><li>I am currently responsible for the oversight and management of contracted deliverables. </li></ul><ul><li>I manage the implementation and analysis of quality measurements to ensure service is </li></ul><ul><li>being delivered in accordance with defined service level agreements. I work closely </li></ul><ul><li>with clients to project risk, implement recommendations regarding business and process </li></ul><ul><li>optimization, profit improvement, internal control, and compliance. Additional </li></ul><ul><li>responsibilities include: </li></ul><ul><li>Managing to client service level agreements to ensure metrics are achieved and fees at </li></ul><ul><li>risk are minimized </li></ul><ul><li>Implementing process improvements to increase quality, operational efficiencies and </li></ul><ul><li>profit margins </li></ul><ul><li>Ensuring processes are in compliance with Sarbanes – Oxley and SAS70 regulatory </li></ul><ul><li>requirements </li></ul><ul><li>Managing internal and external client relationships and facilitating frequent </li></ul><ul><li>communications </li></ul><ul><li>Performing root cause analysis and implement solutions to mitigate risk </li></ul><ul><li>Driving effective dashboard reporting for Comprehensive Outsourcing Services </li></ul><ul><li>and related operational processes </li></ul>

45.
After Resume <ul><li>Automatic Data Processing (ADP) April 2005 - present </li></ul><ul><li>An $8.5 billion information-based Company with over 590,000 clients worldwide specializing </li></ul><ul><li>in advanced, employer-related functions that require extensive transaction processing, </li></ul><ul><li>recordkeeping, technology, up-to-date best practices and information reporting. </li></ul><ul><li>DIRECTOR, NATIONAL ACCOUNT SERVICES - Responsible for payroll, call center, garnishments, tax filing and SLA reporting. Manage staff of 14. Direct the day-to-day operations and the continuous improvement process to increase quality, profit margins and implement operational efficiencies. </li></ul><ul><li>13% decrease in operational expense – redesigned and implemented processes and procedures </li></ul><ul><li>27% reduction in fees at risk - managed to and exceeded client service level agreements </li></ul><ul><li>Prepared and distributed monthly and quarterly performance reports to the Executive Working Committee </li></ul><ul><li>Implemented policies and procedures to ensure compliance with Sarbanes – Oxley and SAS70 </li></ul><ul><li>Managed internal and external client relationships and facilitated recurring meetings </li></ul><ul><li>Performed root cause analysis and implemented solutions to mitigate risk </li></ul>

46.
Web 2.0 – 3.0 Revolution Why is it important? 500 to 1 35 to 1

47.
Thank You!