e and it has been a blast, having a community on the blogs in many ways replaces my need for face to face socialization at work. Actually, I might not have been able to manage 'working alone' if I did not have a thousand people at my finger tips.
I've learned a ton in the last year; and one of the MAIN things I've learned is that I prefer a virtual work environment.
I can focus more. There is NO Drama, unless I blog something and I cause it, there are no distractions, and there is no negativity. Working virtually inspires me to get out and meet NEW faces, and because I am utilitarian motivated ($$$ driven), I am always going to networking events, after hours, breakfasts, what ever - as long as my ideal customers is there, I'm there.
Before I worked virtually, networking out of the office rarely happened, if it was daytime -I needed to be on the phone (personal curse from 1985), over and above rolling the dice on attending an event. With little kids networking in the evenings happened twice a year, if that. Everyone makes choices and the boys won over networking.
Now I network, on a national basis and meet people everywhere I go (quaIified prospects, future customers, and friends) I now have the time and I have the personal need to meet and interact, and I don't feel guilty. Funny thing is...it actually works in business development.
When I show up, I am the expert and people like to meet the expert. And for the most part when people meet me, they like me. I make friends easily and I make an impression. I say this because I was told for years and I continue to hear that the only way a person can make money in the recruiting business is through cold calling. Well. I made great money, record levels and I did a lot of cold calling. The reality is, my biggest accounts, I had to cold call to get the appointment, yet it was on the appointment - when they met me that they melted like butter.
Once, I meet them, yes I have to call them, but it's not cold. Anyway - I like this approach better.
So for me, for my personality - working when I want, how I want, playing to my personal strengths, loving my life, making my kids dinner, taking a run for lunch, having a virtual, social community called recruitingblogs, attending strategically selected events, hiring virtual employees, all of it works. (for me)
And then there are some things to consider before jumping in
Setting a day and time to shower
Keeping the snacks in the kitchen
Kids home from school sick
Kid calling 10 times on the cell when your on the other line with a prospect.
The Fed X guy ringing the bell when your leading a conference call
Vonage or there lack of
Your college freshman son breaking into a guitar jam when you are leading a webinar for 80 people
Remembering to eat lunch, with no bell and no endless chatter about what's for lunch - it might be 3 before you realize you haven't eaten.
And again, there's what works
Working virtually has allowed me the freedom to create and plan my future. It has afforded me the opportunity to scale back and build up.
It's allowed me the opportunity to meet an entire world who works virtually and on line. It's almost like a 'sub culture'. Vendors who work when they want and how they want, seem to give more, be easier to work with and return high value.
Because of my experience over the last year, one of the promises of Keen Talent, our new Human Capital Staffing company located in silicon valley is to improve corporate talent retention by initiating and integrating functional and productive virtual work environments.
What do you have to say about your working virtual experience? What works? What doesn't?…
250 invites out. And another 100+- resends.
Old Invites can be a Gold Mine.
Yea I know you already sent them one invite but somehow it either got ignored or lost or forgotten.
I started going through my old invites and resending the invites to people and they started accepting them. Many replied back and stated they didn't know how they missed the first one, so something at Linkedin might be loosing invites or people aren't clearing out their invite box regularly and it gets archived/lost.
So go to your invitations then go to your Sent invitations.
Sort by click on the Status column you will see a bunch of invites that have a "blank" status. Then RIGHT click on each "subject line column" (this is where is says "Invitation to connect on LinkedIn" or "Join my network on LinkedIn") and open in it up in a new tab or new window. Then I click on a tab and scroll over the person's name and it will pop a little java window with a summary of their profile, I double check to make sure their are not already on my first level and click the Resend Button. I then type in a more personal note as to why I want to connect and hit send.
If there are any invitations without an email address or LI says they can't be delivered you can Withdraw the Invite. But, from what I've noticed, "Withdrawing" the invite does not necessarily put it back in your pool of available invites.
Once you go thru all the ones with "Blank" status, use the page numbers at the bottom and find the ones with a "Sent" status and do the same thing, Right Click and Click the Resend button and write a more personal note then hit Resend.
This will change both the Blank and the Sent status to a Replaced Status.
After a few weeks (3-4) you can go back thru all the Replaced and Resend again. I'm not sure how many times you can send someone an invitation before Linkedin won't allow you to send any more and my guess is that if after 2-3 Resends they still have accepted they either aren't going to ever accept or are just not active on Linkedin.
Also be fore-warned that if someone gets let's say 2 invites from you (one original and one resend) and they IDK both invites then Linkedin counts both IDK's against you. And with the 3 strike rule they will put your account on restriction.
Reference: An IDK is and response by the person receiving the invitation of (I Don't Know "Sender's Name") which not only declines the invitation but also puts a negative "mark" on your Linkedin profile. After 3 IDK's you will no longer be able to send someone an email without knowing their email address and Linkedin will not release additional invitations to you after you use up your initial 3000 invites. On a first offense of 3 IDK's they ask you to read the rules and agree to abide by them via email. Second offense they won't release more invites until you re-read the rules and "clean up" or explain your IDK's and third offense it's off with your head:-) just kidding same thing, you have to re-re-read clean up the IDK's and they won't release more invites to you =-( But the third offense they give you a much sterner warning and threaten to take away your account etc etc.
925 313 9005 X 200
And join my group on Candidate Pipeline Development(TM) on Linkedin at http://www.linkedin.com/e/gis/44169/3ED8F804D9C7…
the attention it deserves from hiring managers and oil and gas recruitment agencies.
Before we start, it is worth pointing out that there is no definitive format for writing a CV, but there are certain points that all CVs should contain, and some big mistakes that should be avoided:
Design and Structure
Presentation is key, when you consider there might be hundreds of applicants for a job, your CV must stand out. Layout and structure need to be clear and concise, use bullet points to highlight each achievement you have made, and to show where you can add value to a company.
Two pages is a good length for a CV, three pages is considered excessive. If you have pages of text related to all the previous tasks you have performed, then we would suggest maintaining a short CV (that you initially send) and the longer version can be given out when people want more information.
Do – Include an email address and phone number (you would be amazed how many people don’t) Do – Include your education, training courses, certificates, awards. Do – Include membership to any official groups or chartership bodies. Do – Include a personal biography.
DON’T – Include your full address. There is no need, everything is done via email these days. Country and city are helpful, but nobody needs to know exactly where you live unless you intend on inviting them round for tea.
DON’T – Include information on your marital status and family – we aren’t allowed to consider it when hiring for positions, so it shouldn’t be there.
Tell Us What You Achieved
If you worked on a FEED for 12 months and produced 62 deliverables, it doesn’t show why you should be hired over the next person who applies. You need to say what quantitative results you achieved – Decreased review cycles, Increased quality of safety discussions, Saved TIC through value engineering, etc. This will make you stand out from the others.
For oil and gas jobs, particularly engineering specialist roles, we need to know what your key skills are so make these clear on your CV. Highlight software you can use, development types you are familiar with and what roles you can perform on a project.
O&G recruitment agencies will hire a familiar face if possible, so the best way to get noticed is by having a good track record of projects under your belt. Lots of our positions are filled by people with direct experience of an area or facility, so we need to know what you have worked on in the past. Make sure all your oil and gas projects are noted, even if these are only included as a brief list.
Make it Robot Proof
Applicant Tracking Systems supposedly sift through a CV and find the best candidates for a job based on key word search. This use of technology is limited, as it assumes everyone writes their CV’s identically (we don’t use ATS Technology, we use our brains in matching candidates to projects). Nevertheless, if you are applying to oil and gas jobs outside of TalEng (we forgive you) it is worth checking your CV contains the correct top skills and competencies that an oil and gas recruitment agency would look for (job positions, software skills, management experience, etc). Otherwise your CV gets removed without being looked at by a human.