Steady job growth continued its onward march for both the information technology and engineering industries in April. Market Watch reported 17,000 additional information technology jobs, a 4 percent increase from prior statistics. This marks the fourth consecutive month of IT employment growth, spurned by several developments in the information technology world.

Cloud computing is on the rise, with greater numbers of Fortune 1000 companies and other ambitious firms assimilating this advantageous data storage technique into their IT schema. TechNavio predicts unrivaled operational gains for companies that readily ascend to the cloud and, in correlation, growth for cloud and SaaS savvy developers. Software Developers will also see gains. The U.S. Department of Labor anticipates vibrant position openings from 2010 through 2020, as application innovators, healthcare groups and electronic medical records firms vie for Software Development dynamos.

Engineering positions saw a 7.4 percent increase according to Department of Labor fact-finding. With petroleum engineering increasing in states like Oklahoma and with overall engineering unemployment at 7.5 – under the new national average of 8.1 – prospects are persistently on the rise.

On the business side, 27 percent of companies confidently reported to Deloitte LLC that they do not plan to seek outside financial funding, suggesting a return to greater stability in corporate accounts. So now, all that remains, as in any instance of potential energy, is a move in the right direction.

by
James Walsh

Sources: MarketWatch, Dice, Harvard Business School, U.S. Department of Labor

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Probably not a newsflash but the characters played by Will Ferrell and John C. Reilly make titanically bad choices. As stunted step brothers or NASCAR buddies, the two bumble through every human interaction with an utter obliviousness to the ways of the world and leave audiences choking on laughter. Many find them hilarious but, needless to say, they are not the type of guys you want to positively model your job search after. However, “Step Brothers” does offer a montage of cataclysmic interview “don’ts” that is a perfect cautionary tale for anyone looking to succeed during the hiring process.

Dress the Part: Dress to impress. It is an adage we’ve all heard and one that most job seekers choose to follow. The most common recommendation is dressing a job level above your position. Sweatpants, spaghetti strap shirts, and logo bearing tees are obvious ways to create first impressions that sink your prospects to the bottom of the Marianas Trench. Interestingly enough, overdressing can accomplish the same result. If you walk into an interview decked out in coattails & a bowtie or a flowing prom dress & tiara, jaws will probably drop. But not in a good way. Hiring managers will wonder which limousine driver dumped you far from your wedding reception or high school prom. Then, they will direct you to the nearest banquet hall, pat you on the back and politely ask you to leave.

Come Alone: Avoid the allure of a tag-team interview. This isn’t professional wrestling and you are not being interviewed by Macho Man Randy Savage. This seems obvious since you probably aren’t wearing spandex. Oddly enough, a greater number of job searches have been involving a third party: parents. Michigan State University reported that out of 700 businesses surveyed, 15% received calls from parents trying to argue their child into a job and 9% said parents had attempted to haggle higher salaries and benefits. Having your mom or dad call on your behalf stopped working in middle school. Hiring managers see this as a sign of immaturity and are reluctant to continue negotiations when parents or next-of-kin become involved.

Listen Attentively: In the movie, Ferrell at one point repeatedly asks a hiring manager to repeat herself. Not a problem at first but then he silences her, repeatedly, and draws out a nuclear meltdown from a once composed woman. In most cases, any clarifying, insightful questions are welcome during an interview. Questions can demonstrate a genuine interest in learning as much about the company objectives, policies and environment as possible. Hiring managers are less excited about repetitive questions. If you get lost in a thought that leads to lamenting over the disappointing game last night, thinking about your lunch, or wondering why toast always lands butter side down, you will probably derail the conversation. I wouldn’t be surprised if the hiring manager imagined a vacant, tumbleweed stricken lot occupying the upstairs apartment where your attention span used to reside.

Responses: Never tell a hiring manager to “shut her mouth.”

Keep the Personal Stuff Personal: Keep. It. Professional. Managers will sometimes probe into personal questions as a form of small talk. Answer honestly but never elaborate too much and never delve into the deepest, darkest secrets that only you and your psychoanalyst share. Limited personal disclosure is the name of the game. Better yet, avoid asking too many questions about their personal life. The moment a tuxedoed, crazy-eyed candidate starts asking deeply personal questions about a hiring manager’s spouse or family, that is the moment that tuxedoed, crazy-eyed candidate will be ejected from the building out onto the curb.

Avoid Discussing Money: Want to alienate a potential boss? Start talking about salaries. Job seekers are best avoiding the subject of compensation until the first interview is over. Sometimes, hiring managers will broach the topic early but you should always tread with care. Discussing salary makes you appear mercenary, as if you only care about money and will defect at a moment’s notice if the pay is good enough. An even worse tactic is to ask a hiring manager about his or her salary. You will know the meaning of lightning fast, when they shut you down.

Know Your Audience: Contradicting logic, Ferrell and Reilly finally luck out when they interview with Seth Rogan. He shares their sense of humor, irony, and even thinks they are cool guys. Unintentionally, they have played their cards right. One of the greatest tools in your arsenal is the ability to read your audience. Through observation, you can determine which way to direct your responses. Once again, honesty is key but by reading your audience, you will know exactly what truths to highlight. If you can get the hiring manager talking twice as much as listening to your responses, more than likely you have the job in the bag. In their favor, this was the best thing the brothers did by far.

Watch What You Eat: And then they ruin it with prolonged, unapologetic flatulence. What you eat before an interview makes a huge difference. Avoid broccoli, legumes, high-fiber cereals, and curry before an interview to keep your digestive system from voicing its opinions throughout your conversation. Additionally, watch the amount of liquids you drink. Coffee and water can shoot through you at inappropriate times, forcing you to rush for the restroom after being asked your greatest weakness (the answer is bladder control).

Overall, it all comes down to attention: attention to your appearance, attention to the way you are perceived, and attention to your approach. An interview is not something you just do. There should be considerable forethought, analysis, and preparation throughout the process. Every word and action suggests something about you, whether you intend it to or not. So your best bet is to prepare in advance, act shrewdly and offer your best face for the hiring manager. Down the road, when you are sitting in your new office, loving your new job, you can take a moment, and thank Ferrell and Reilly for failing stupendously and sending you down a different path. For now, just don’t show up in a tuxedo.

by
James Walsh

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Many people feel that as long as they include a few buzz words, they will secure an interview and have time to sell themselves once they get their foot in the door. Very few, however, consider what a resume does for you. Not only does it represent the culmination of years of your professional and academic career but, it’s also a snapshot of who you are and the most powerful representation you will show an organization.

As a technical staffer, I review hundreds of resumes daily. Most people would be shocked to find that the painstaking hours you spent on your resume is reviewed in a four, yes four, second glance or less. So what will it take to put your best foot forward? Consider these recommendations:

Formatting: Good formatting on a resume can make or break a company’s decision to bring someone on to the next step. As an employer, would you really trust someone who states they have an “acute” attention to detail when their resume is formatted with odd spacing, peculiar bullet points, or different fonts? If the attention to detail is this poor, what does that mean once that person shows up to work?

Recent First: Having the most recent work on the top of your resume is incredibly important. The last thing you want to do is confuse an employer who is trying to hunt and peck through your resume to find what they are looking for. Often, this is the number one reason why a resume gets discarded.

Course Work: If you are a recent graduate applying for your first job, make sure to include your school work; listing a degree is not enough. Every school and curriculum is different, so make sure to paint as clear a picture as possible, especially with Capstones and Final projects.

Work Examples: What speaks more than a thousand words? A picture. If you have examples of your work, include them. This can be as simple as a link to previous work or to your own website; it shows a better idea of your vision. If you are a front end, UI, or Graphic Developer/Designer, this is an absolute must. This little bit of effort will absolutely pay off.

Contact Information: Keep the contact information professional. You want an email address that has your first name and last name; if you have the same cute one from high school or college, highly consider a new email. Additionally, make sure it is not an email that will expire; there is always a chance to be contacted months or even a year later and an email that bounces will not be considered.

Descriptions: It is helpful to describe your general skills and the types of things you’ve done on the job. This should be less than 5 sentences. You want to have a description but not a novel.

Bullet Points: If you accomplished something unique or if you worked on a project that improved your skill-set, highlight them here. Your descriptions are there to impress, not for employers to get lost. Try to keep these in the 5-7 bullet point range.

History: So, you have 30 years of work experience. That’s great. Having a successful career is something to be proud of. However, how relevant do you think your technical work from 30 years ago remains? How much has technology changed in 5 years? To employers, that length of extensive work history means very little. Keep your work history to no more than 15 years. It’s time to move on and show only your recent, relevant skills. Most likely, those are the only ones that represent the jobs you are interested in.

Outside Experiences: Have you been leading a meet up group or coding session, volunteering your IT skills for a great cause or working on the side in a relevant field? List it. This is especially important if you are making the leap to a slightly different technology. If it’s not on your resume, how will an employer know about those experiences?

Length: Do you have 5 years of experience of less? Keep your resume to 2 pages. If you have more than that, then yes, you can expand. A caveat to long resumes is that more than 3 pages typically ends up raising more flags then answering questions. If you perfect your resume, you can sell the minute details later. Don’t expect to list every single thing since the beginning of time. Listing your summer camp experience with a technology company when you were 14 isn’t going to help.

Technologies: List the technologies as you use them. If you are using .Net, don’t take it for granted the employer will know that. For all we know you might still be on classic ASP so make sure to paint a clear picture. As with the descriptions, describe how you used each language within every important project. One of the largest mistakes professionals make is hiding technology proficiencies in a box at the top or bottom of the resume and expecting everyone else to translate their worth.

Overall: Make sure you represent yourself well to secure that first interview. Keep your resume updated as it changes; it will be far less daunting if something exceptional comes along. Also, keep your original template because reformatting is never fun. Hope that helps, and remember, I and our recruiters are always here if you have more questions.

by
Ana Malecki

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Sitting in your boss’s office, you just delivered the speech you’ve been reciting to yourself for the last week: you found another job where you will be recognized and rewarded for your true worth. The hand is on the other side of the table and your boss decides to not let you go. Now, you are “irreplaceable.” Now, “every project will fall apart without you.” Now, you are made a counteroffer with more zeroes than you expected. What do you do?

This counteroffer may be characterized by pleading or flattery or the gnashing of teeth but ultimately ends with an overwhelming “greater” offer. Employers everywhere use this tactic to keep top performers in the fold but what is their ultimate aim? National statistics show that 89% of people who accept counteroffers are gone within six months. Here are a few reasons why:

Replacing the Irreplaceable: Your boss may characterize you as irreplaceable or indispensible now but more than likely, they are aggressively seeking your replacement. The counteroffer is often used to lull you into a sense of false security while they determine the best person to take your job. This tactic allows them to end the employment relationship on their terms, severing you at the first opportunity.

You Have Declared Your Lack of Loyalty: You were willing to leave before, what will prevent you from leaving in the future? That question is constantly mulling in the minds of management. You have marked yourself as a disloyal associate, out of line with the actively engaged members of their team. When cutbacks become necessary, you will be their first choice and when opportunities for advancement present themselves, you will be their last.

Your Passion Will Never Be the Same: Upon finding another job, you mentally prepare yourself for the coming departure. You focus on wrapping up loose ends and completing projects to their full extent; thoughts of the future lose their priority. Upon accepting the counteroffer, rekindling your passion can be a difficult, often insurmountable task leading only to further wanderlust. Ultimately, your days with the company are numbered.

Nothing Has Changed: The reasons that encouraged you to leave in the first place have not changed. Whether your work environment failed to stimulate you or you were inadequately recognized for your achievements, these issues will stagnantly remain the same. In most cases, management learns nothing from your threat to leave and you will only repeat the same song and dance months down the road.

When your boss makes that counteroffer, follow Nancy Reagan’s lead and “Just Say No.” The seeds of discontent have been sown and both parties will eventually tire of the mutual partnership. Skip the inevitable, cut the cord and take the new job. Your future and self-worth deserve better.

by James Walsh

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Since it’s been reported that by 2025 (a mere 13 years away), 75% of the workforce will consist of Generation Y (those born in the late 80’s and 90’s), the topic of social media in the workplace becomes an ever more important one.

Why? Because more than any other generation before them, this group of youngsters highly values work-life balance. Not only that, but it’s a more integrated work-life balance than has ever been seen in the workplace before. They believe that work and life should not be separate entities at opposite ends of the day and different days of the week. Instead, they should be meshed together in harmony.

This leads to a greater demand for flexibility in the workplace and a broader range of responsibilities that allow them to do what they love. Most importantly though, this means a greater level of connection and communication, primarily through social media.

Just as work and personal data are being combined on the same mobile devices, this generation wishes to do the same in the office itself. Many studies have found the surprising result that a good majority of this generation deems the use of social media at work more important than a higher salary. And in a study surveying Facebook users, over half of this generation are Facebook friends with coworkers.

It’s a phenomenon that many companies are already embracing. This is a generation that can brings fresh new perspectives to the table, and you may be surprised that despite their use of social media in the office, they are often more productive and passionate about their work than you might have expected. Even if you’re not actively hiring Gen Y-ers, chances are that you will be in the future. Now is a great time to look over your policies and practices in order to attract the best workers of this millennial generation.

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Picture this: a beleaguered hiring manager is peering into the pixels of a monitor, reviewing applicant upon applicant for a hot, new position opening in her cutting-edge corporation. Hundreds of people have applied and sure, there are strong candidates but finding the perfect fit has become a Herculean labor. Maybe because certain resumes fail to snap, the hiring manager begins skimming and your submission falls into the gray anonymity that leaves your inbox and voicemail empty and that new position out of reach.

When hiring, employers are looking for a vibrant candidate to jump out. Most take the time to highlight the desired attributes of that ideal individual, hoping for a perfect person who is both bold and apparent in the choosing. That is why accentuating your aptitudes is essential to your success and why using buzz words should always be on your mind. Buzz words are key adjectives and phrases that the employer essentially drops into your hands. Scattered throughout every job posting, buzz words describe exactly what each company wants down to the tee by suggesting desired skills, personality strengths and overall experience.

To start, the savvy resume writer always writes a fresh resume for every position with every company (generic applications and bullet points sabotage your chances before any first meeting). From there, you should customize your resume to highlight the exact qualities a manager is looking to see. So, when the job requires extensive SQL experience or work creating trading and auction applications, talk about those experiences. Optimize your potential by relating everything back to this position that you desire. If a job does not directly relate to your future work, discuss the transferable skills you have gained in past positions. Avoid wasting your time discussing every duty of every job or talking about all of the burgers you flipped in high school; anything that detracts from the image you are trying to convey should be trimmed as excess fat.

Now, that does not mean you should gloss over all your other talents. Demonstrating that you are a multifaceted employee is what makes you stand out among the clear-cut contenders. The greatest injustice you can do yourself is to limit your own portrait and avoid heavily emphasizing those transferable skills. Plus, if you over-saturate your resume with buzzwords, you may lose the very edge you are looking to promote. This type of over-stuffing suggests you are merely manipulating the company, moving beyond highlighting yourself as the best candidate to stuffing the very concept down their throats. In this, as in all endeavors, moderation is essential.

So when you apply, use the type of buzz words that grab attentions and convince employers, without a doubt, to arrange an interview; from there, you have the opportunity needed to make a stellar impression.

Good Luck!

by James Walsh

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Before 1938 the American work week looked a lot different than what we see today. Often times, an employee was required to work over twelve hours a day, sometimes six days a week. To improve employee morale on a National level, the Federal Government instated the Labor Standards Act, which standardized the eight hour work day and forty hour work week. Thus, the landscape of traditional American Employment was created.

The idea that employees should work the hours outlined in the Labor Standards Act is no more than that; an idea. While the standard was changed back in 1938 to fit the needs of the American people, it now looks like companies nationwide are moving towards a new idea. The concept of the four-day work week with 10 hour days is revolutionizing the way we work and resetting the ‘standard’.

The Benefits of Four Tens

The idea of the four day work week has actually been around for a while, and hesitant companies have watched eagerly as bolder organizations tested the waters. The results have proven to be a bit surprising, as employees on this schedule have demonstrated more innovation, creativity and productivity since the switch.

In the 1930’s, renowned business owner W. K. Kellogg decreased his company’s work week. He had this to say about his decision: “The efficiency and morale of our employees is so increased, the accident and insurance rates are so improved, and the unit cost of production is so lowered that we can afford to pay as much for six hours as we formerly paid for eight.”

Experts speculate the increased proficiency and efficiency is due to a new found sense of urgency. As an employee’s work week decreases, their workload does not. Even if they are working the same amount of hours, the idea of one less day creates a psychological notion that they need to work harder and faster to complete their weekly tasks. In addition to a sense of urgency, experts also see increased productivity as a result of decreased absenteeism. With one extra day during the week to themselves, employees are able to complete personal tasks such as doctor’s appointments, court dates and more without having to miss work.

It has also been shown that employees who participate in a four day work week are generally happier people. Sixty percent of Americans admit they do not spend enough time with their families. With a four day work week, employees will be at home almost as many days as they are at work. More time at home and more personal time increases employee morale exponentially.

Managers at organizations that have already decreased their work weeks have also seen increased levels of morale due to more frequent social interaction between employees. Generally, people have plans with family and personal friends on Fridays and Saturdays. Opening an additional evening for your employees to gather as friends outside of work creates meaningful and lasting relationships within your workforce. One of the top reasons a person will stay at their place of employment, even when offered more money from another company, is because of a strong personal relationship with someone they work with.

The Challenges of Four Tens

Although the benefits of creating an alternative work schedule are numerous, it’s obviously a big decision to make for any company, and there are possible negative impacts which should not be left unexplored. For example, the issue of trying to find childcare to accommodate the extended work hours has proven to be a challenge for some employees. Also, dependent on the type of business, closing your doors during normal business days could decrease clientele.

But these issues have only proven to present themselves as problems in the initial stages of implementation. Once employees and clients alike have acclimated to the changes, the positives in most cases seem to outweigh the negatives. If something like childcare may be an issue for your employees, give it test run during the summer. If it proves to be something that doesn’t work for your company, simply revert back to the customary schedule at the close of the summer.

The Big Impact of Four Tens

Luckily, decreased work weeks have been in place in the United States for some time. There have also been countless studies documenting alternative work schedules, which could assist an otherwise weary business owner in making an educated decision. During the “oil shocks” of the 1970’s, it was actually federally mandated that companies cut down their work weeks to decrease the demand for oil. This benefit of commuting just four days a week is still a major plus for many Americans. If each company was required to stagger the ‘fifth day’ and alternate days off, commuters would see an overall decrease in traffic by twenty percent! Not only would we save time, gas and money, we would also significantly lessen the release of airborne contaminates and harmful pollutants.

Reasons Behind the Current Trend

So, why is the change happening now, after nearly seventy years of a compliant American Public? The shift in employee wants and needs is largely due to the fact that employee demographics are also changing. As Baby Boomers retire, ‘Gen Xer’s’ take on powerful decision-making roles and the ‘Gen Y’ nineties babies graduate from college to enter into the workplace, the landscape of American employment is drastically changing yet again.

These generations will be looking to do things differently and improve upon what their parents left for them. Both Generations X and Y are the first to grow up being “plugged-in,” so to speak. They have had computers in their homes from early childhood or early adulthood, with the internet at their fingertips and social interaction through digital means. With more value on productivity rather than presence, Gen Y craves a healthy balance between work and personal time. Offering a four day work week could possibly be that ‘extra something’ which will help companies land attract and retain the most promising Generation Y candidates.

Bottom Line

The four day-ten hour work week is a trend that certainly has great benefits. Instead of mandating that everyone take off one day a week, let the employee decide! If that is the direction that your company would like to head, then letting the employee take charge of their own schedules will, in the long run, work out in your favor. The benefits of the reduced work week will eventually spread by word of mouth, and it won’t be long until everyone is opting in!

-By Megan Oldag

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Strong references complement an excellent résumé. A well-written letter of reference can shed an effective light on key skills that set you apart from other candidates. In a job market as tight as this one, it is imperative that you spend some time getting your strategy for utilizing references into tip-top shape before you send out your next batch of résumés. Here are five tips for getting the most out of your references:

1. Communicate Clearly about What You Need

You want the person providing your reference to be able to clearly articulate details that will illuminate the attributes you can bring to the job. Even if you have a conversation about the reference letter, make sure to follow up in a letter or email note. Always give the referring individual all the pertinent information s/he needs to complete the letter, including the deadline. Think about having different references for different jobs based on which skills you are trying to highlight. Be sure the person providing the reference has the time and explicitly agrees before adding him or her to your list.

2. Provide an Outline and Talking Points for Verbal Referrals

If you want to be sure your supervisor mentions your top marks on your last employee review, include it in the talking points. If you want a particular reference to highlight your soft skills, make a note of it on your outline. Remember you are trying to match your skills with concrete examples of actions that will demonstrate to a prospective employer that you meet their needs better than anyone else will. It is okay and even expected that different references will highlight different aspects of your professional attributes. Providing an outline will ascertain that the people providing the references know what role they are playing in your overall strategy.

3. Keep Your References Updated

Not only should you be sure that your contact information on your reference list is up to date, but you should also be in regular contact with the professionals who are providing your references. Sending a note once or twice a year keeps the contact fresh and helps to maintain the connection needed for the reference letter to read with the details and authenticity that will help you land the job. If you want someone to take time to help you, it is only polite that you take the time to stay in touch.

4. Keep a Portfolio of Reference Letters and Other Relative Information

Keeping copies of your stellar employee reviews, awards, citations and reference letters all in one place makes it easy to get a batch of supporting documents together in a hurry if the right job just happens to appear. Before you change jobs, be sure to get a letter of recommendation to add to your files. If you sense an older supervisor is about to change positions or retire, go ahead and ask for a letter of reference. You can pick and choose which letters to send to which employers, so try to obtain a good selection of effective letters that cover your hard and soft skills.

5. Remember Your Etiquette

Thank you notes are a must after someone writes you a reference. Sending a brief note to let your letter writer know that you appreciate his or her time and attention is good business etiquette to practice over the course of your career. If you know the person has fielded several calls on your behalf or has written several letters at once, it is nice to show some small token of thanks, such as a coffeehouse gift card or a movie pass once your job search is complete. Practicing professional etiquette will help you build a strong reputation.

Secure Strong Reference Letters to Compliment your Résumé

Securing strong references is essential for landing a great job, but professionals often underestimate the need to orchestrate a letter of recommendation strategy. Being sure your referrals match the entire range of your professional attributes can help show a prospective employer that you are the best person for the position. Giving your references the necessary details to craft the perfect letter of recommendation can help make your overall application more attractive to a hiring executive. Taking the time to plan a strategy is worth the effort, especially when competition for top jobs in this rocky economy remains competitive.

This guest post was provided by Erin Palmer from Bisk Education. Erin works with Villanova University’s online human resources masters degree and PHR Certification programs.

Image courtesy of fortysouth.com

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The team at Ashley Ellis implemented the program “Technology for Tweens” in February 2011. In short, it’s a program designed to give back to the community by donating brand new technology to local teachers and their classrooms.

As the program reaches its first year anniversary, it’s exciting to realize that it has helped us donate technology to hundreds of classrooms across the nation, reaching over 10,000 elementary, middle, and high school children.

What’s even more exciting is that within this one-year span, Ashley Ellis has grown from just three offices to more than triple that, meaning we can reach even more communities around the US.

It has been truly inspiring to watch as these schoolchildren embrace new technology, using it to exponentially enrich their education, and even their lives.

To help us distribute our donations, we partner with DonorsChoose.org, a reputable online charity that connects with teachers nationwide to support classrooms in need.

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Online media just can’t get enough of Pinterest right now. You may have seen it mentioned on Mashable or TechCrunch, or you might have stumbled upon it all by yourself. What is clear is that while its popularity bred initially through people sharing things like wedding ideas and arts and crafts projects, it’s currently being launched into something much more versatile and important, especially for jobseekers.

What is Pinterest?

If you’re unclear what exactly Pinterest is, it’s not hard to quickly figure it out. In short, it’s a collection of online pin boards; users create their own categorized pin boards with visual “pins,” linked from all over the Internet, which they can then share with their followers.

To sign up on Pinterest, you have to have a Facebook or Twitter account. The good news is that, unlike Facebook or Twitter, you don’t have to put time into creating a profile, or even building a following. Just login, and browse others’ pins or start pinning your own stuff.

The Pinterest-Savvy Jobseeker

Don’t let the idea of “yet another social media site” overwhelm you. Pinterest has the simplicity you want to give you the versatility you need. As a jobseeker, you’ll find that Pinterest plays the dual role of showcasing yourself as a top-notch candidate as well as providing you with valuable information. And, it lets you have a little fun in the process!

As far as showcasing yourself is concerned, your use of Pinterest will not only portray that you’re up-to-date in the latest tech trends, you can also use it to share your diverse interests as well as elements of your own portfolio and online work.

For example, say you’re a web designer, you can build boards pinning elements of websites you’ve created and projects you’ve been involved in, in addition to a couple of boards showcasing your interests in technology and design. This will help create a visual resume of sorts, giving an employer a well-rounded perspective of you.

Pinterest in your Job Search

As far as being an important resource to a jobseeker, there are three sources of information it can provide you with. First, if you follow people in similar industries, you’ll come across pins that can help widen your knowledge within your interests. For example, following fellow web designers might give you insight into new branches of web design.

Secondly, you can follow companies in the industry. Watching the pins of companies you might like to work for will give you valuable insight into what that company values, should you ever interview with them. Plus, re-pinning or commenting on their pins can help create a new relationship that could help your job search.

Finally, Pinterest provides a fun and easy way to access career resources that can help you in your job search. Join Ashley Ellis on Pinterest to check out our boards on job search advice, what to wear to the interview, job seeker humor and more!

Getting Employers to Notice

So, once you’ve created a Pinterest-style resume, how can you be sure employers will even notice? Well, as with any social media site, your presence on Pinterest won’t be of supreme important to every employer out there. And, since Pinterest is still a young site, you may find your particular audience of users is still in early stages of growth.

However, it’s still a great idea to promote your Pinterest as much as you promote, say, your LinkedIn profile. Include it on your jobseeker business cards and your resume. Mention it – when the time is right – in your interviews. Connect with companies on Pinterest itself, re-pinning and commenting on their pin boards.

Be an Early Adopter

Pinterest is still in the early phases of exponential growth, but it’s a great idea to take advantage of it right now. Feel free to join us on there, and let us know if you have any questions!

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