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New Solutions for Job Seekers Competing in Today’s “Social Search”

There’s a new breed of Career Coach and Professional Resume Writer helping job seekers navigate the toughest and most confusing job market in decades. For job seekers, the stakes have never been higher, and the job search landscape has never been more volatile as Google, social media, employers, and recruiters drive the switch to “Social Search.” These are 2011′s job search realities:

  • Employers are abandoning costly and ineffective job board giants and databases. Traditional job search is dying. It won’t be revived; nor will job seekers clinging to traditional resumes.
  • Google is career GPS. Google results are replacing the resume as a screening device.
  • Hiring managers are sourcing candidates via cost- and quality-effective “social solutions” including Google, LinkedIn profiles, social media venues, video presentations, and more.
  • Social job search requires more than a resume. Candidates need a multi-channel online presence within a branded, value-infused career communications (CareerComm) network.
  • “Bottom-line-it-for-me!” managers and recruiters increasingly prefer bold, brief, brand- and value-rich career documents—as easily readable on a smart phone as on a computer.

Two nationally recognized authors, coaches, and innovators in branded career management—Deb Dib and Susan Whitcomb—created the G3 Coach Program (offered through theacademies.com) to train career professionals in the new techniques their job seeking clients need for success in an employment market driven by speed and social-media recruiting.

The pioneering Certified G3 Coach program (which stands for Get Clear, Get Found, Get Hired!), equips career coaches, job search strategists, resume writers, and personal branding strategists to help job seekers flourish in today’s Social Search employment market. Anne-Marie Ditta, a resident of  Westchester County, graduated from the inaugural class, becoming one of the first in the world to earn the elite Certified G3 Coach designation.

Dib sums up the need for this training: “Today’s hiring managers are inundated multi-taskers with little time and patience. As a Certified G3 Coach, Ditta has the skills to help job seekers meet today’s employers’ mantra, ‘So what? Make me care! Do it fast!’”

What We Can (and Can’t) Learn From Olympians

Twice within the past 5 years I have personally met and heard PETER WEDDLE, a recruiter, HR consultant and business CEO turned author and commentator, described by The Washington Post as “… a man filled with ingenious ideas,” who has earned an international reputation, pioneering concepts in Human Resource leadership and employment speak at the Kennedy Recruiting Conference, a conference that is widely attended by head hunters, recruiters, employment agencies and representatives from job boards. Both times I was astounded by his breadth of knowledge and boundless energy and enthusiasm for sharing eye opening information about the recruitment process. So, when I read WEDDLE’s latest newsletter, I immediately got his permission to share the following article with you.

Myers Briggs Personality Type

Well, it’s Monday and I am back in the office after taking a week long training in the Myers Briggs Personality Type administration and validation. I am always amazed by my passion for learning, which, in part, can be attributed to my Myers Briggs Personality Type.

According to my validation of personality type, I am an ENFP. ENFP’s are credited with being warmly enthusiastic and imaginative. See life as full of possibilities (for me, learning presents many new possibilities). Make connections between events and information very quickly (I am usually anxious to share my knowledge to benefit clients, friends, family and colleagues) and proceed on patterns they see. Want a lot of affirmation from others and readily give appreciation and support (I just love it when clients report back that they’ve gotten a better position or that the resume I wrote turned their job search around1) Spontaneous and flexible, often rely on their ability to improvise and their verbal fluency.