Google Circles and Organizing a Database

Okay, so most of us have heard or are on Google+. Whether you’re tapping into its full networking value is another story. Every day I’m on it, a new feature pops up. This is great for everyone. This is especially great for Recruiters. Why? Recruiters deal with hundreds of people a week, and the challenge is staying organized and building real relationships. Google Circles helps you do this like no other free platform I’ve ever seen.

Google CirclesWhen I worked in financial recruitment we organized candidates by the products they handled and the salary they made. For example, a candidate who dealt with credit derivative and made 70k a year was in a file drawer with a pile of other candidates with the same background. This was an impersonal way of organizing our candidates. It was not an optimal way to search for them, either. Google Circles allows you to choose how you want to organize your database. This gives you the freedom to personalize your candidates. If you want to separate them by your degree of intimacy and by salary/product knowledge, you can. Also, Google Takeout is another cool feature. It lets you download all of your contacts out of Google+, giving you the option of leaving the platform, but not losing you contacts. Pretty cool! If you’re looking to start, look for me. Jesse Fernandez.

That’s all folks!

Enjoy the weekend–Fernandez


How to Put Social Media Links Into Your G-mail

Anyone in business can benefit from having social media links in their e-mails. It takes ten minutes and it adds networking value. Below is an easy to follow tutorial. Believe it or not, many of the people we connect with via e-mail still do not use social media. The easier and more convenient you make it for them, the better. Props to Tam for the vid!

5 Things Every LinkedIn Profile Should Have

Okay, if you know these tips than use this post as a refresher. However, if you don’t know these rules to putting together a good LinkedIn profile, listen closely grasshopper.

1.Update and Interact as Often as Possible with Connections. Example, next time you see one of your contacts are promoted, congratulate them! It’s a good way to show them you still are thinking of them and staying in contact. Also, its just nice.

2. Recommend Others. Be proactive. Go through your contacts and send a brief recommendation of them on their page. No, this is not about looking for the reciprocity, although that’s nice when it happens. Its about showing appreciation to your cherished contacts. Remember, social media is about using this medium to build real and lasting relationships. This takes time and effort! ALSO, whenever you post a recommendation, your name is on the front of that person’s profile, which is another way for you to get you name out there.

3. Join Groups. Get Involved in discussions. Its a great way to keep updated on the latest news in your industry. It offers you opportunities to connect with like-minded professionals, and a chance to promote a blog or a website. When you do promote a blog or website, makes sure it offers value to the conversation. You wouldn’t start shoving your business cards in your colleagues faces while they are in the middle of sharing family pictures. Timing and, most importantly, sincerity are key.

4. Start Your Own Group. Find a topic of interest and get new people talking to you and to each other.

5. Insert a Twitter Account. Yes I said Twitter! If you have not realized the market potential of Twitter, you better now. Twitter is growing, and if done right, can be a excellent source to connect with new contacts. I’m at the early stages of my Twitter account, but I can see how powerful it can be to building your brand. How to properly twitter is another post all together.

These are all very basic, but a good start for any novices out there. Its easy to get lazy about your profile, but if you stay persistent, I guarantee it will pay off in new contacts and job opportunities.

That’s all folks!

Credit due to Jeff Soto and Jeffrey Gitomer for this post’s information. Check out the book Social Boom!


Call Metrics: A Useful Sales/Recruitment Tool?

Google recently released a new feature in Adwords called Call Metrics. It allows advertisers to attach a phone number to their adtexts. This is another way to gather data and analyze it for targeting purposes. My question is, is this something sales people and recruiters could use to optimize phone time?

My friend, an SEM account manager, and a trusted source for social media information, argued with ┬áme that online marketing and social media are two different worlds. I however think they are merging more every day, and call metrics is a perfect example. Marketers use tools like call metrics to collect data and use it to optimize conversion rates (i.e. how to attract the most purchasing customers to their clients adtexts in the most cost-effective way). Isn’t that the trend in business social media? Isn’t the objective of all business Facebook, LinkedIn, and Twitter users, to get the most amount of followers possible? Of course it is. The larger the following, the larger the revenue! Keep in mind, quantity doesn’t always mean quality–but that is another post altogether–a possible follow-up on this topic manana!
Following this logic, think of the possibilities if recruiters and sales people could use these types of metrics to analyze their phone activity! I know these kinds of platforms are out there now at call centers, but are they being utilized in the world of sales and recruitment? Think about how much time and money you could save if you could gather quantifiable information on the subject. For example, when you spend between fifteen to thirty minutes on a call with a potential client you have a higher placement or sales rate than when you spend less than fifteen and over thirty minutes. With this knowledge you would be able to optimize client service and have a general idea what a quality call should time out. It would be key for this information to be individualized, because as most sales people and recruiters will tell you, each person has their own style. One recruiters optimal phone time may be fifteen minutes, while another may be twenty-five.

Forget about call metrics, what if you could quantify the success rate of certain subject matter, sales pitches, images, etc. Sure this is being done by the marketing departments of companies with bookoo bucks in campaign budgets, but what about the small business guy? Isn’t that what Adwords is doing right now in e-commerce? Its all about making information more cost-effective and accessible. Consequently, allowing people utilizing social media to make more money. Just some thoughts for the mind. Love to hear your thoughts.

The 3 Skills You Need to Communicate in an Interview

Highlight your strengths in an interview in a clear and concise way. Break your skill set into 3 parts: 1) Personal 2) Transferable and 3) Knowledge based.

Knowledge based skills include educational achievements, computer skills, as well as managerial and marketing experience.

Transferable skills are the underlying skill sets used in almost any career (e.g. organization; management; interpersonal; leadership; etc). Give specific examples of how you performed these functions in your last job, and explain how you’ll use them in the new job. This is why knowing the job description in-and-out is important

Personal skills are inquired when a potential employer asks “Describe yourself.” Tell them you’re goal oriented, self-motivated, or analytical. Whatever you say, be prepared to give examples–and be honest! If organization is not your strong suit, don’t say you are. You’re setting yourself up for an embarrassing situation.

Remember, before you go in for the interview, PREPARE! Think of it like you’re studying for a test. Be concise, honest, and avoid coming off boastful. Be confident, but not cocky.