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You are here: Home / 2012 / Archives for November 2012

Archives for November 2012

November 30, 2012 By Samuel Dergel 1 Comment

Advice to Drive-by LinkedIners

I visit LinkedIn every workday (and some weekend days). It is a tool that I use to keep informed of the activity of people in my network.

I find that there are 3 types of LinkedIn users.

    • Active users. These people have regular activity on LinkedIn, are most visible, and continue to try to get the most value out of the tool to increase the value received from and given to their network.

Comment: As an Active LinkedIn user, I have an affinity for others that see the value in LinkedIn.

    • Drive-by users.  These people only visit LinkedIn when they are looking for a job. They have lots of activity when job-hunting, and next to zero activity when they are comfortable in their role. Generally, these people are not networkers by nature, and consider LinkedIn similar to a job board circa year 2002 with some additional bells and whistles.

Comment: For the Drive-by crowd, I feel badly that they are not able to get the most out of LinkedIn. Generally it is not in their nature to network, so they are not able to get solid value out of LinkedIn. But it is nice to see them every few years. I can always tell when someone is looking for their next job, even if they haven’t told their current employer.

    • One-timers. These people have visited once, filled out a profile, and have 100 unread LinkedIn messages. They most probably were told that they need to be on LinkedIn, so they are. The value they get from LinkedIn is less than zero, because opportunities cannot find them and they lose out. People think they have the same job and title they did in 2005, when in fact they are much more valuable today. Or are they?

Comment: Non-users don’t get LinkedIn, but maybe they don’t need to, so I don’t feel badly for them.

If you’re a Drive-by LinkedIner, focus on making networking and LinkedIn part of your professional routine. Otherwise you’ll find yourself re-building your network connections every few years. Know that if you give to your network when you don’t need them, your network will work much harder for you when you do need them.

What kind of LinkedIner are you?

Filed Under: Executive Search, Reputation Management

November 15, 2012 By Samuel Dergel 3 Comments

LinkedIn vs. Resume – The discussion continues

CFO Coach Cindy Kraft blogged CFOs and LinkedIn, the Evolution. The blog discusses the story of a recruitment firm that would only be focusing on working with CFOs that have a LinkedIn Profile.

My readers will know that I am a big proponent of LinkedIn for CFOs (or any other executive). You can read my previous blogs on the subject:

    • 1 key difference between your LinkedIn Profile and Resume; and
    • Does a CFO Need a Résumé?

While I am a fan of LinkedIn for CFOs, I think that people that are looking to hire CFOs (search firms included) that focus solely on LinkedIn are missing a large pool of talent.

Today, it is easier than ever to find talent using LinkedIn. This makes companies and some recruiters (retained and contingency firms) take shortcuts to find talent.

Is LinkedIn a great place to find talent?

Absolutely.

Is it the only place to find talent?

Absolutely not. (Read: When hiring a CFO, is LinkedIn the place to look? )

Finding talent is easy. Finding the best talent to meet the needs of a company is not. Securing that talent is even harder. Ensuring that the talent is hired, stays and delivers multiples of the value of the cost spent on hiring and compensating that talent is why a company decides to work with a quality executive search firm in the first place.

What lessons can CFOs (or other executives) learn from this?

Executives that are not actively searching for their next opportunity beware: You want to be hired by a company that understands the value of executive search and is willing to retain a quality search firm to not only find you, but secure you and keep you for the long term.

Filed Under: Assessment, CEO, CFO, CFO, CFO Coach, CFO Coaching, CFO Moves, CFO Relationships, CFO Relationships, CFO Search, CFO Search, Cindy Kraft, Confidential Search, HR, LinkedIn, LinkedIn, OnBoarding, Onboarding, Personal Branding, Recruiters, Social Media, Social Media

November 2, 2012 By Samuel Dergel 6 Comments

2 Types of Knowledge Required for Career Success

I have a theory that there are 2 elements required for career success:

    • What you know – you are hired and compensated because you have excellent skills and abilities that are in demand and few others have.
    • Who you know – you have an ability to make things happen because people like you and trust you, people are willing to open doors for you and you are able to add value to yourself and others based on this ability.

Most people in the world that are successful use a combination of these two knowledge points. Some are more “What you know”. Some are more “Who you know”. Few are solely one or the other.

What is your knowledge mix for success?

++++++++++++++++

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Filed Under: All of Samuel's Blogs, All of Samuel's Blogs, All of Samuel's Blogs, Career Management, Career Management, Chief Financial Officer, Chief Financial Officer, Chief Financial Officer, Executive Coaching, Human Resources, Human Resources, Successful CFO, Succession Planning, Succession Planning, Talent Management, Talent Management

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