The webinar’s topic was job search and networking strategies, emphasizing searching smarter and not harder. The speaker was Mark Carolino, a career counselor. Carolino started by highlighting things that people can control and those they cannot when it comes to their careers. Individuals can regularly update their resumes their interview skills, develop their competency, expand virtual networks, choose or change careers, and control their job performance as well as their attitudes towards their career and others. For instance, you can decide when to look for internship opportunities to enhance your skills in your job field. Nevertheless, no one can control the economy, the future, when recruiters respond to you, the hiring process, companies that are not hiring, and the date for hiring or starting to work.
Carolino then presented various job-searching methods a person can use. He was the first to emphasize that people employ multiple approaches at the same time to maximize their possibility of getting jobs. The methods presented include online resources, job fairs, professional associations, direct contact, networking, and staffing associations. He further noted how job seekers look for work and the way employers prefer to fill available vacancies. Jobseekers mostly use open job markets and send emails with resumes for any available jobs (Carolino, n.d.). Other strategies, but least utilized, include network with family and friends, informational interviews, and sending a resume to an individual working in a given field following suggestions. On the other hand, employers prefer filling vacancies internally, using people they know, networks (colleagues or friends), and agencies that they trust. These approaches are usually effective and efficient because, for instance, a person hired internally is already familiar with the organization, its operations, and possibly insight into given particular jobs or projects.
Developing a plan is a fundamental aspect of job searching and networking strategies. The presenter indicated that plan development involves assessment and action. Jobseekers must do a self-assessment regarding their competencies and capabilities (interests, skills, values, strengths, and environment) and evaluate the skills employers are seeking (Carolino, n.d.). Action may include creating a digital brand and elevator pitch, networking, and using online resources. Action is the way you communicate the traits you identified after self-assessment. The career success skills that jobseekers should communicate to potential employers encompass critical thinking, teamwork, communication, professionalism, leadership, digital technology, global fluency, and management capabilities. Carolino then demonstrated how job seekers can use digital brands such as LinkedIn, indeed, and Handshake. A strong profile on these brands should comprise a professional picture, name and headline, professional summary, education, experience, organizations, volunteer experience, and skills consistent with the industry, among other elements.
The last part of the presentation focused mainly on different types of networking. Carolino defined a network as a group of individuals who exchange information, contacts, and experiences for professional and social purposes. He likewise noted that networking is an ongoing process of establishing and maintaining reciprocal, potentially beneficial relationships and that is responsible for 70-80% of successful job seeking (Carolino, n.d.). The types of networking discussed included informational interviewing, mentorship programs, finding your people, and virtual job conferences or fairs. Carolino accentuated the significance of keeping track of networking and job applications before ending the presentation.
My participation in the webinar positively changed the way I think about job seeking and networking. Initially, I thought the job-seeking process could be successful without effective networking. However, I have learned that networking is the most important strategy for effective job seeking since it accounts for about 80% of jobs found. Additionally, networking has to be mutually beneficial to the involved parties. The next step I will take is to assess my interests, skills, values, strengths, and competencies that employers are seeking and communicate them through digital brand by creating a strong profile. I will further focus and creating and maintaining only mutually beneficial networks and track my job applications henceforth.
Reference
Carolino, M. (n.d). Search smarter, not harder: Job search & networking strategies – Zoom. Csusm.zoom.us. Web.