By Beverly Weinstein

The first interview is a little bit like a first date. You want to give just enough information to keep someone interested, but not so much that the next night you’ll be eating dinner alone.

Some candidates have launched into well-produced and neatly bound PowerPoint presentations that are all about who they are before the interviewer has a chance to offer them a glass of water, much less give them an overview of the job.

What’s the rush? You want to be able to tailor your comments and emphasize your experience in a manner that’s as relevant as possible. If you talk before you listen, that’s virtually impossible. What you do say can be much more damaging than what you don’t.

Too Much Too Soon

“It’s an ill-conceived idea to just start with a presentation on yourself before you know what’s expected,” said Gary Schuman of CDL Consulting, a management and leadership consulting firm.  “You have to understand what the buyer’s (aka the interviewer) needs are. Understand what the product is about before you present something.”

Show and Tell

This isn’t to suggest that you shouldn’t come armed with examples of your work, so you’re ready if it’s relevant to the discussion with the interviewer. Whether you’re working in a job like promotion or design, or you’re a finance person that has developed a new reporting tool, visuals can make an impact. However, be careful not to leave anything behind that would be considered proprietary.

Presenting With Technology

I’ve been interviewing candidates recently for a promotion job. Several have created Web sites with samples of their work. It’s easy to pull up a link on my computer. In addition, I’ve noticed that with the growing popularity of netbooks, candidates simply power up and share their work that way.

Read the Column on Media Post.

By Beverly Weinstein

If you’re a qualified candidate, but frustrated by a lack of interviews, the root of the problem may come down to word choice in your application or resume.  I asked the Cable and Telecommunications Human Resources Association (CTHRA), which represents more than 1,600 HR professionals, for some insight and advice.

Bev: Why do so many companies require candidates to apply online instead of submitting resumes via e-mail, fax or snail mail?

CTHRA: Online recruiting has dramatically streamlined the hiring process. When you upload an application or resume, it’s automatically entered into a sophisticated, centralized database called an Applicant Tracking System (ATS). The ATS is the initial step in the consideration process. It narrows down the number of resumes by identifying those who meet the basic requirements for the position, based on skills, training, degrees, job titles and experience. Once the qualified candidates are identified by the ATS, a person or a team reviews the qualified applications the old-fashioned way. More and more companies are using an ATS because it improves efficiency, ensures compliance and provides a fair process for all candidates who indicate an interest in a specific position.

Bev: We’ve heard many applicants wish for the return of an initial review conducted by a human set of eyes. Why are they frustrated by the online process?

CTHRA: It all comes down to understanding how the technology works. Key words play a critical role in the ATS review process. If your resume does not include the key words that match the skills and expertise specified for the job, the ATS does not recognize you as a qualified candidate.  However, if your resume does include the key words being sought, the ATS will retrieve your resume as a match and will place your resume in front of a recruiter or hiring manager for consideration.

Bev: There are certain words that appear in resume writing books and on career Web sites and blogs as being key words to make certain accomplishments pop out. As HR professionals, you must read countless resumes. So is there truth to the power of these words?

CTHRA: Given the economy, employers typically receive an abundance of applications for each posted position. As a result, they simply don’t have the time to read every line of every resume to separate the qualified candidates from those lacking the basic job requirements. Instead, they scan the resumes in search of key words.

Bev: What are some of the top key words and why?

CTHRA: There is not a cookie-cutter answer to this question as the most appropriate key words vary by industry and by position.  However, a candidate can carefully review the job description to identify the key words the company has used to describe the job requirements. If the candidate truly embodies those characteristics, she should incorporate those same words or similar phrases into her resume.

Bev: Are there any keywords that are so overused and unoriginal you recommend avoiding them?

CTHRA:  It’s true that some words are simply too broad to be useful. Think of it in terms of a Google search. The phrase “IT jobs” yields 252 million results. If you instead search “social media architect” your results are more targeted. The same principle applies to resume keyword usage. The best advice is to combine the core word with applicable key words to be as specific as possible. For example, the phrase “online technical producer” is much more meaningful than simply “producer.”

Bev: Does it matter where the key words are placed in the resume?

CTHRA: When it comes to an ATS review, the answer is no. The software will scan the resume in its entirety. However, it’s important to keep in mind that the ATS is only the initial step in the process some of the time. The goal is to get your resume in front of a human set of eyeballs, either through a referral, networking or making the initial cut through the ATS. Once your resume is in the hands of a person, you have about 15 seconds to convince the reader of your qualifications. To accomplish this goal, structure your resume in a manner that makes it easy to read, feature the most important key words at the top of your resume, use bold type to make them pop off the page and quantify your achievements in terms of dollars saved, revenue generated, increases in productivity, etc.

Bev: HR recruiters are now looking at Linked In profiles. How important are key words in those profiles?

CTHRA: Some employers use social media sites to identify potential candidates, others use them to screen applicants and some do both. When culling potential candidates, the recruiter searches the site’s profiles by inputting key words into its search engine. Only profiles containing those words will be included in the results.

Bev: What weight do key words have in regard to leveraging a cover letter?

CTHRA: Given most companies’ use of online applications and an ATS system, cover letters are not as prevalent as they once were. However, if a candidate is in a position to correspond directly to the hiring manager or the company’s online application allows the uploading of a cover, it’s ideal to use key words on a cover letter to entice the reader to review your resume.  Candidates need to remember it is a letter, and should read like one. Avoid bulleted list of words and a blanket repetition of the phrases used in the resume. The best cover letters feature well-crafted sentences that strongly position the candidate.

Bev: What else is important?

CHTRA: Key words are not the end all. Your qualifications, the structure of a good resume, doing well on a phone screen, and ultimately doing your homework are what matter most.

About the Cable and Telecommunications Human Resources Association (CTHRA)

CTHRA is the premier human capital resource for the industry and a growing nonprofit organization with 1,600 members spanning more than 100 companies.  CTHRA provides industry-specific benchmarks, information and resources, as well as networking and educational opportunities. Its groundbreaking initiatives include annual compensation and human capital metrics surveys and its symposium series.  For more information, visit www.cthra.com

Read the column on MediaPost.

By Beverly Weinstein

You’ve got your pitch down, your best interview clothes on, and you’re pretty sure you’re the perfect fit for the job. Only problem is, after 45 minutes you haven’t had a chance to tell the interviewer why because he/she is still talking.

More than a few candidates have left interviews frustrated. They heard plenty about the job and found out about the interviewer’s background, but there was scant time left to tell their own story.

What do you do in that situation?

“It’s a little like one of the martial arts,” explained Gary Schuman, a noted leadership coach, who has also done interview coaching for senior executives. “You go with the force, rather than against the force.” In other words, you work on ways of gently intervening in the conversation without being obnoxious.

Schuman, who has a Ph.D. in Counseling Psychology, suggests looking for opportunities to break the monologue. For example, ask the interviewer a question about something they just said. “It gets you into the conversation and breaks the one-way flow,” he said. “If you get them off their story, there’s a better chance to move conversation your way.”

Keep looking for opportunities to capitalize on what they are talking about and bring it back to something that you’ve done. Asking questions is another way of showing you’re interested, and that you’re listening, Schuman added.

The biggest mistake is being too polite and letting the person talk uninterrupted. You have to find some way to present your skills. If not, you may not have a second chance.

One last word of advice: “If the person doesn’t let you talk, it may tell you something about how they operate and might just be a cautionary note.”

This is part of an ongoing series of how you can meet the interview challenge.

By Beverly Weinstein

Of course you should always be truthful. The issue isn’t honesty, it’s more about delivery. Words and positioning are everything. So my advice is to think about how you tell the truth. I never encourage a lie, but once something has been said, it’s become part of what is used to form an opinion of a candidate.

It’s fairly common for someone to blurt out their feelings about why they left a job or why a job didn’t work out. Mostly this is preceded or followed by a statement that goes something like this, “I would never say this on an interview, but I wanted to tell you the truth.”

Recently I asked a candidate why they left one job for another one. “I was really bored working on the same business,” was the answer I got.  Ouch! What if they had said, “I wasn’t feeling challenged,” or “I was looking for a new challenge.” I made the suggestion that they might consider positioning it that way in the future. But, as far as I was concerned, it was something that had already gone into forming my opinion of the person.

The candidates I talk to are almost always in the business of selling and marketing. They spend hours tweaking power points, refining speeches and searching for the right words or the best positioning. They rehearse their pitches before going to see the client, they give speeches while looking at themselves in the mirror. I wonder, why not use the same care when it comes to talking about themselves?

How about if you’ve been fired or “agreed to disagree?” Try to explain it in a single sentence. Use two sentences if you really feel the need. Any more and you start saying things you shouldn’t. Candidates have shared excruciating detail on failed strategies, poor management, and unreasonable goals. Not theirs, but those of the boss they bumped heads with who has fired them. The more information I have, the more questions it raises about the candidate.

What do you say when it comes to money? This is an area where I believe there’s a tendency to “fib,” especially for more junior candidates. Here’s a tale to keep in mind. A few years back, a candidate told me their base salary. It didn’t square with their level of experience or with the norm for their employer. They didn’t get the job either, because my client didn’t think they were worth the salary in comparison to other candidates. Not too long after that I had an occasion to talk to the candidate’s boss. I asked what the salary range was of people working for them. My “fibber” had added $20,000. Fast forward three years and they are in the job market again and knocking at my door. No need for me to confront them, but I’m always going to question their integrity going forward. It’s just much better to say something like, “I would need at least (fill in the blanks) to make a change.” Or if it’s too early to talk about salary,  “I really want to understand if it’s the right opportunity first.” In this case, better to plead the fifth, than to tell a lie.

Read the column on Media Post.

By Beverly Weinstein

Recruiters don’t find candidates jobs, they find candidates for jobs
– a distinction that’s often misunderstood. In other words, the
recruiter’s client is the hiring organization, not the job seeker.

Headhunters (the vernacular term) should be part of your job search,
but don’t make the mistake of only relying on them. On average,
recruiters only fill about 10% of all jobs. The following is some basic
information that should be useful in understanding the recruiter’s role.

Multiple Business Models

There are two basic categories of recruiters: retained and contingency.

•Retained search firms work exclusively, and the client pays them a guaranteed fee for their services.

•Contingency recruiters are only paid if they find a candidate that
is hired by the client. Some contingency recruiters may work
exclusively, but it’s not unusual for clients to work with multiple
recruiters for the same job. That’s why you may get several calls for
an opportunity.

How They Find You
Recruiters are in the business of knowing where to look for qualified
candidates, regardless of whether those candidates are actively seeking
new jobs.

•Candidate sources range from referrals to mining databases to cold
calling someone in the same job at a different company. Professional
social networks have become an increasingly popular sourcing tool. If
the recruiter doesn’t tell how they found you, ask.

•Ways in which recruiters will reach out to candidates include their
business phone, email, and social networks, including LinkedIn,
Facebook and Twitter.

How You Find Them
The same tools headhunters use to find you can be used to find them.
And when you compile your headhunter list, take some time to do basic
research. Keep in mind search firms generally specialize by
category(ies) as well as by job level and/or salary level. Be strategic
about your outreach and expectations.

•Research the individual recruiter’s name and/or their company name.
Take a look at their bios and client list if it’s published on their
site. Look for them on LinkedIn. Any legitimate recruiter should have
ample information easily available online.

•Not all recruiters will agree to see you if they aren’t working on
a search that matches your background. If they won’t meet you, try to
at least get a phone appointment for a few minutes or, at minimum,
e-mail your resume for inclusion in their database.

What Recruiters Do/Don’t Do
•Don’t expect a recruiter to write or rewrite your resume. Most are
willing to make suggestions or point you in the direction of resume
writers or information resources on resume writing.

•Headhunters will sometimes offer you career advice or job search
tips. However, if you’re looking for help in figuring out what you want
to do next, try a career counselor and expect to pay for their time.
Some recruiting firms do offer counseling services, but again at a
price.

Beware of Promises

The growing unemployment rate has spawned a category of unscrupulous
“so-called” recruiters. They take a fee from the candidate, promise
resume help, career guidance, and a job. Major newspapers have run
articles on job seekers that have written checks to these firms but
haven’t gotten results. I recently heard from a reader who made this
mistake. It’s a rough job market; it’s hard for even the most
well-connected to help their colleagues, friends or relatives get a
job. Be suspicious of a stranger promising to do the same!

Read the column on MediaDailyNews.

By Beverly Weinstein

It all begins when you walk into someone’s office. Often, what you don’t say is as important as what you do. Here are some intangibles that seem obvious but may make or break the end result.

Advance Preparation

Even before you arrive at the office, doing your homework on both the company and the interviewer should be a given. Information on both is readily available online. If you haven’t taken the time or trouble to do research, it becomes obvious quickly. There’s a great quote from Abraham Lincoln that speaks to the importance of preparation “Give me six hours to chop down a tree, and I will spend the first four sharpening the axe.” Nothing has changed.

Arriving Late? Apologize First

It happens to all of us. The subway stops unexpectedly for 10 minutes, the train runs late, you’re stuck in traffic, or maybe your boss snags you on the way out of the office for a quick chat. All reasonable excuses. What’s not reasonable is failing to call or email to give the interviewer a heads-up. Worse is not apologizing when you finally do show up. You start behind the eight ball, and it’s hard to recover — no matter how well the rest of the conversation may go.

Dress For Success

Or at least interview success. Don’t err on the side of informality. In the words of one senior executive: “Show up like you want the job.”

Eye Contact, A Good Handshake, and Don’t Forget to Smile

It might seem minor but it makes a difference. Look the interviewer in the eye and if you’re worried about a weak handshake, try practicing. It makes a difference in perception. Don’t forget to smile. It may sound silly, but it’s something people are aware of, and it makes you seem “happier”– seriously.

New Technology vs. Old Fashioned Courtesy

Turn your cell phone off before you walk in for the interview. Even if you don’t check it, it’s distracting and annoying if it rings. Don’t even think about having a PDA out and in plain sight. Your attention should be on the interviewer.

A Strong Finish

Don’t let the interview finish without asking for the job or in some way indicating your interest. And of course, follow it up with a thank you. E-mail is fine, but a written note is always a standout. It’s another way to set you apart from the competition.

Read the article on Media Post.

By Beverly Weinstein

A well thought-out communication with or without a gimmick should be effective. But just a gimmick? Not so much.

There’s the taxi cab driver with his resume in full view of his passengers, the sandwich-board-wearing Wall Street job hunter, the college grad with a billboard, and even the anxious wife with a “hire my husband” Web site. They all succeeded in getting media attention, but none have managed to snag a job, according to a recent check. Why? Their messages announced that they needed a job, but didn’t convey why someone should give them one.

There is one gimmick, or let’s call it a unique, well-targeted communication, that a newly minted college grad with a marketing major tried that’s working: a music video cover letter. His name is Alec Biedrzycki, and I talked to him about his strategy. At 22, his approach was better thought-out than older and more experienced candidates I’ve interviewed.

Alec figured out pretty quickly that in a competitive job market, resumes sent to blind P.O. boxes rarely get responses. He also understood that a personal referral or connection provides the best job chances, but he just have many. So he put what he learned in his marketing classes and his musical talent to work.

In mid-July, he wrote and recorded a musical cover letter one Sunday, then posted it to YouTube and Facebook. So far, he’s had over 14,000 YouTube hits and has been interviewed by CNN, Headline News and Fox Philadelphia. He was also featured in an Italian newspaper. The gimmick part got him press coverage. But what about a pay check?

The targeted communication has netted him six solid job prospects and 10 freelance opportunities. He’s also been able to develop a more effective written cover letter. Here are excerpts from cover letters he sent before and after creating the music video:

Before Music Video

As a recent graduate of Bentley University with a degree in marketing, I’ve had much experience working with several different Corporate Businesses that specialize in Social Media utilization. Throughout these positions, I’ve:

• Worked …to develop marketing strategies for a new social media platform that enables consumers to promote, distribute and support brands and charities via social networks.

• Worked …. to create new Facebook application for job search and career advice

Also, being an avid Social Media user, I also have a Twitter account (@albiedrzycki) and blog (http://alecdotes.blogspot.com/), both of which I contribute to frequently.

After

“So that’s the basic work I’ve done throughout my academic and work career. But what about the innovative aspect of marketing? I said that I’m creative and naturally, I like to think outside the box. As an example of this claim, check out the “Musical Cover Letter” that I created to aid me in my job search. (I was interviewed on CNN and Headline News because of it.) You can view it below.

Also, be sure to check out my Web site, too (www.albiedrzycki.com), as it showcases my skills in a more concrete way. So please take a look at what I’ve done and consider what I can do for you. I hope to hear back from you soon!” Here’s some good advice from a 22-year-old that a much-older job recruiter seconds. Know your audience! “I did a music video to relate to what I’m applying for — if I was an accountant, it wouldn’t fly,” he said. “I marketed myself to a marketing job. You have to stay true to what you want to do. Be relevant, and get yourself out there.”

Read the article on Media Daily News.

By Beverly Weinstein

PDAs are standard business issue. The devices follow employees into business meetings, business lunches and even to the bedside table at home. If we’ve set guidelines for casual Friday, shouldn’t there be some sort of rules in place for emailing and texting anytime and anyplace?

To find out, I started by asking the experts: Peter Post, great-grandson of Emily and a director of the Emily Post Institute, and Barbara Pachter, author of “New Rules @ Work,” president of Pachter and Associates, and a frequent speaker on business etiquette.

New Technology/ New Rules “Every time we come up with new technology, we have to form conventions around that technology,” explained Post. There’s no standard for PDAs yet. Generally, the etiquette rules have to start at the top of the organization. If the boss is e-mailing in the meeting, everyone else will, too, he added.

“There’s a learning curve in terms of etiquette,” said Pachter. “For example, I don’t have to remind people to turn off their cell phone, not to use all caps when emailing or even talking slowly when leaving a voicemail message. We’re beginning to get guidelines for PDAs as well. I know a corporate president who puts a toy cubby outside of the conference room where his senior executives have to leave their Blackberrys.”

The Message “When people sit at a conference table and put down PDAs, what they’re saying is ‘I’m so ready to drop you. You’d better keep my attention.’ It’s rude,” said Pachter.

Post agreed. “If you choose your PDA over the people you’re with, it’s putting them down; it implies they’re not important. Etiquette is all about building relationships and being more successful. If you “dis” someone, well, you’re hurting that relationship and you’re going to have to build up their confidence in you all over again.”

Guidelines To sum it up, think about what you’re doing and how it will affect other people — and whether you would want them doing it to you. With new technology, it’s a learning curve. “Eventually, it will get better but we’re not there yet,” concluded Pachter.

Reality Check: For Now, It’s PDA’s Out Etiquette experts might condemn the use of mobile devices in meetings, but what are people doing in reality? An informal check with some media execs in the digital and traditional space indicates that PDA usage in meetings is the norm. Some people thought it was rude, but it didn’t stop them from emailing. They even admitted to texting co-workers in the meeting while it was going on. Other people (mainly from sales) said they were in a business where clients expected them to be available, and they had to be responsive. In a wireless environment, laptops come into the meetings as well, ostensibly to take notes or have important information available. But do people check and answer e-mails? Absolutely.

Are there exceptions? Just a few, but I suspect the number is growing. Senior managers indicated they ban PDAs or laptops from meetings. One exec that travels internationally told me that in Europe, mobile device use varied by country; however in Japan, you would never consider bringing anything but a pen and paper to your meeting. Remember those days?

Read the column on Media Post.

By Beverly Weinstein

Start with securing your contacts before you’re in the job market. Part of your value as a potential candidate to any employer is your professional relationships. Those relationships are also an essential tool in looking for a job. Don’t take them for granted, don’t stop building them, and don’t underestimate new technology in helping you with the task.

I’ll be exploring the importance of using professional social networking in this column. Other job search basics will be covered in the coming weeks.

Where Are You Storing Business Contacts?

If you’re old enough, you probably had a Rolodex, the old office staple, perched somewhere on your desk. When you left your job, it was something you usually boxed up and took with you. Then enterprise messaging platforms (like MS Outlook) started and contacts went on your computer and your company’s corporate server which, in turn, allowed for seamless transfer to your company-issued PDA. Whether you should back up your Outlook is certainly a consideration, but I’ve found a surprising number of people that don’t.

So even if you have hundreds of names in your business contact files don’t assume they will always be available. Parting company with your job means parting company with your computer and your mobile device, along with all the information contained in both.

It’s time to take a close look at the importance of the professional social-networking sites, not as a substitute for Outlook but as another contact resource.

Secure Your Contacts

If you haven’t started using a professional social network like LinkedIn, what are you waiting for? If you have hundreds of Outlook contacts and 30 LinkedIn contacts, you’ve got it backwards. Linked In is a click away, and one of the great perks of social networking is that you never have to worry about it disappearing if your hard drive crashes, if you’re away from your computer, or if you leave a job. It’s always floating around the Internet waiting for you to hop on.

Some Easy Building Blocks

LinkedIn enables you to upload contacts from commonly used email services, including, Yahoo, Gmail and AOL or by uploading a spreadsheet of them. This only takes moments, no matter how large your network is.

You can keep adding to your network. If you’re a PC Outlook user, a tool is available to make connecting even easier. Every time you get a new email, it allows you to automatically invite the sender. You don’t even need to go to LinkedIn, because the site is”linked in” to your Outlook.  For step-by-step installment instructions, stay tuned on www.dearbev.com for a post with all you need to know.

Other Benefits

OK, you may be thinking: I’ve backed up my Outlook, why do you need to do any more?

• It’s easier to keep track of your contacts, and you don’t have to do the work. On Outlook and other address books, you make the changes, but on LinkedIn, the contacts do it for you and you receive notifications of changes your connections make, such as new jobs, new titles, new locations.
• It’s faster to send a blast email or message letting people know you’re in the job market. You can send individual notes, too, with the guarantee that the recipient will receive a notification from LinkedIn. If you’re contacting someone you haven’t spoken to in some time, you need not worry about falling into their spam box.
• Finally, more and more individuals, as well as recruiters,are using LinkedIn to communicate job openings and search for candidates. So what are you waiting for? Start connecting.

This is just the start of your job hunt. First, you need to gather and nurture your connections and contacts. Next, I’ll look at how to make them work for you.

By Beverly Weinstein

If you’re looking for some relief from the job search blues, there are plenty of organizations offering career seminars at an affordable price. They may be just what you need to lift your spirits and gain some solid career advice at the same time.

The prices to attend vary as widely as the organizations offering them and the caliber of the people leading them. Horizon Media did a free job advice session recently as a goodwill gesture. New York Women In Communications (WICI) offered an affordable “Night of the Coaches” open to members as well as non-members. The price was $41 for non-WICI members and as low as $16 for student members.

I thought I’d sample one of these seminars and along with my research assistant, took in four of the 10 WICI sessions. The evening featured 10 coaches and 10 different topics, ranging from Business Networking that Gets Results to Expanding your Freelance Career. The crowd was diverse, ranging from baby boomers to newly minted and recently laid-off millennial communications professionals. Although this is a women’s organization, there were a few men in attendance. While all sessions had something to offer, some were richer than others.

Here are some highlights: “Negotiating In a Tough Economy” was led by coach Alexandra Duran, founder of Career Transitioning. She offered some great advice and then opened the session up to Q&A, going around the table of 10 to make sure everyone had a chance to participate. The following are some of the key talking points:

• Women underestimate their value when they negotiate for a salary. They leave up to 25% on the table.

• Learn to negotiate better by practicing with a friend or colleague before you talk to the hiring manager about money.

• Make sure to negotiate for title, authority and resources to make ensure you’ll be successful in the new job.

• Don’t think you should be paid less even if it’s a tight economy.

• Never go into a job interview without first researching the company. It will help you demonstrate your value.

• When negotiating for title make sure you know what is standard at the company as well as within the industry.

“Entrepreneurship & Starting Your Own Business,” led by Terry Yoffe, managing director of Try Coaching, took a different approach. Yoffe spent the hour giving each member of her group time to talk about the business they wanted to start and encouraged other members of the group to offer advice and comments.

“Stepping Up for Yourself Nicely with Words and Actions” hosted by Daylle Deanna Schwartz, president of Project Self-Empowerment, focused on problems that plague women in the workforce. Schwartz, the author of several books on women and self-empowerment, suggested practical tips for working women on how to be heard and respected at work. Considerable focus was placed on basics before opening up to general discussion:

• The importance of your body language

• Annunciation and speaking slowly to portray an air of confidence

• Speaking with expectation, ie: not “Can we set up a meeting?” but “When are you available for a meeting?”

“Beyond Facebook: Surviving & Thriving in the new Digital Era” was led by Esmée, an interactive content producer, and focused on digital media and specifically on the go-to professional network, LinkedIn. Esmée showed a power point presentation detailing the specific areas of LinkedIn that should be utilized to up the ante on virtual networking, putting the most emphasis on joining Groups; making introductions to connect with new people; and participating in discussions to establish yourself as an expert in your field.

While the topic of social networking is far deeper than Esmée could delve into in the time allotted, it was a great starter course for beginners. For professionals really looking to become social media experts, however, a seminar devoted to the topic might be a more practical option.

This event was just one of the many that are held constantly nationwide. We’ll be alerting readers to upcoming events in New York we think will be helpful in the coming weeks.

Read the column on MediaPost.

*** Correction to today’s MediaPost column: The published article on Media Post contains an error regarding the name of Alexandra Duran of Alexandra Duran Career Transitioning. Please visit her website at www.alexandraduran.com or email her at alexandra@alexandraduran.com for more information on her great services. We apologize for the error in her name.***