BoomerJobTips Update – Social Media Goes Corporate

BoomerJobTips Update

BoomerJobTipsWelcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

Check BoomerJobTips Daily for the latest curated career content. Content is curated from hundreds of the leading career websites with a focus on baby boomer career issues.

In this week’s post, you can read about Social Media Goes Corporate – Are Your Ready?  Learn how social media is impacting the corporate world.  Are you engaged or sitting on the sidelines?

Our monthly survey is out and ready for your comments.  In conjunction with this week’s blog post, I am asking for your input regarding your usage with social media.  Click here to access the survey. 

On Monday, I will continue the discussion on social media in the corporate world during Career Pivot’s Office Hours.   Join us!

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Social Media Goes Corporate – Are You Ready? [Survey]

Social Media Goes Corporate

I recently read an article from the CEO of Hootsuite, Ryan Holmes, titled 2016’s Biggest Social Media Trends for Business. He highlights 5 social media trends that you cannot ignore.

Yeah…I know you have been thinking that social media is a fad. Some of you think you do not have to participate.

Well, social media is going corporate. If you want to advance your career, you will have to be proficient on social media. If that ticks you off—get over it.

Let’s talk about those 5 trends.

Social media at work is on the rise

Ryan states:

For years now, we’ve been promised that a new generation of internal social networks—for use inside company walls—will spell the end of email. No more hunting through your inbox for information. No more group email threads from Hell. And yet email has lumbered on in the workplace.

He is so right! I know you have received way too many e-mails where someone replied “copy all.”

Slack and applications like it are rapidly moving into the corporate space.

Facebook for Work is in a pilot phase!

Social media is moving behind the firewall and onto corporate networks. How you interact with your colleagues at work is changing.

Are you comfortable with those changes?

Are you going to insist that the only way to have true relationships is to meet face to face?

Companies turn to their own employees for bigger social media reach

Ryan states:

Nearly 80 percent of businesses now have a dedicated social media team. But many still struggle to reach an audience. 2016 will see companies turn increasingly to an underused resource in the effort to get the word out: their own employees. Employee social advocacy programs, which encourage staff to share updates about the business on their own social media accounts, have grown by 191 percent since 2013 and are due to take off in the year ahead.

You are now expected to be on social media promoting your company. This is particularly true as it relates to hiring.

Yeah, I know you hate Facebook. Well—get over it.

Companies start paying attention to social messaging

Ryan states:

Here’s an eye-opener: Globally, there are nearly 4 billion active users of messaging apps, from WhatsApp and Facebook Messenger to WeChat and Kik. The top 5 apps in the world in terms of frequency of use, in fact, are all messaging apps: users are popping them open more often than even Facebook or Instagram.

This is an area that I admit to being behind. Messaging is exploding. It is not just texting on your smartphone (you do have smartphone, right?), but it is using a variety of messaging apps. The only one I use is Facebook Messenger, and even that is infrequently.

Social media advertising (really) takes off

Ryan states:

Haven’t noticed the exponential increase in ads on your social media feeds? That probably means they’re working. In contrast to old-fashioned banner ads, the new generation of “native” social media ads like Facebook and Instagram sponsored posts and Twitter promoted Tweets look and act a lot like normal social media updates from friends and followers. They’re also targeted with an uncanny degree of precision: Advertisers are able to drill down not just by age and gender but by interests, location, company affiliation, role and more. So the ads you get are probably the ones you actually want to see.

Advertising on the Internet will never be the same. Facebook recently announced that their mobile advertising has surged. This is a big shift in the advertising space. Have you noticed? You do have a smartphone, right?

Social video takes over

Ryan states:

In case you missed it, social video is exploding. Last year, Facebook more than doubled its daily video views to 8 billion, reportedly overtaking YouTube. Twitter launched native video of its own in 2015, while Snapchat now reports 6 billion daily video views in its own right. In total, adult users now consume a total of 66 minutes of online video, each and every day.

Have you watched a Periscope broadcast? Have you been on Blab?

Video is exploding. I have been hosting office hours, every Monday evening at 8 PM CT (GMT-6) using Blab.

Soon, video will become the norm. Are you comfortable being on camera?

How are you using Social Media?

Well, are you actively using social media in your personal life?

Are you actively using it in work life?

Are you actively using it in your job search?

Please take our monthly survey Tell Us What Social Media You Use. Click here to take the survey.

If you subscribe to this blog, you will get notification when the survey results are available.

You can see the previous survey results here on the Survey Results Page.

We will be discussing this topic during the next Office Hour session on Monday February 15, 2016.  Join us every Monday at 8 PM CT (GMT-6).
Marc Miller Career Design Specialist

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Introverted Sales Guy Job Search – Case Study

Introverted Sales Guy

Did you say introverted sales guy? Isn’t that an oxymoron?

Actually, it is not.

I spent a good bit of 2015 working with Steve (not his real name). Steve is a introverted sales guy—or better known as an account manager. In the sales world, he was the “farmer.” He cultivated long term relationships with his customers. Steve was really good at it.

Steve had spent over twenty years selling very specialized manufacturing equipment. One day early last year, the company let go of over half of the sales staff. Steve was approaching sixty years of age…and he was scared. He had not searched for a job in over 20 years and was afraid to tell anyone he was unemployed. Steve is a classic introverted sales guy.

I will jump to the end and let you know that he was hired into a great position in less than a year using the system I am going describe below.

Evaluation Phase

Using the Birkman Assessment and the Career Pivot evaluation process, we worked in tandem to dissect various facets of his personality.

What were his core needs at work?

What made him feel valued?

What energized and restored him? (By the way, his were art and the outdoors.)

What kind of boss did he want?

How much structure did he need? (By the way, he was a structured anarchist!)

From the evaluation, we created a set of branding statements to work with. We then tackled his brand story. We reworked his LinkedIn profile, connecting to all of the complex products he sold in his previous position.

Based on his needs, we developed a set of open ended questions that he could use in any interview.

As an introverted sales guy, he was now very prepared. He could explain why the right company should hire him.

All of this was pretty standard for any job seeker. Then, the real fun started.

Reaching out to Weak Ties

Steve reached out to colleagues he had formerly worked with from last 20+ years. These people are referred to as weak ties. Weak ties are those people who know you but do not have close connection to you now. Even though your connection to them is weak, they know people you do not know. Weak ties are actually more valuable in your job search than anything else. Steve had lot of weak ties.

Steve felt embarrassed that he was unemployed. Reaching out to these people was really hard!

What Steve discovered is that most of the people he reached out to had experienced unemployment in the last decade. We are long past the time when, if you were unemployed, there had to be something wrong with you.

The more Steve reached out to former colleagues, the easier it became. Did I mention that Steve is a really nice guy? People remembered him and were willing to help.

He became quite adept at finding people on LinkedIn using the advanced search feature. You can read more on how he did it here –> #2 Method to Find Companies – LinkedIn Advanced Search

He rapidly grew his LinkedIn connections. He found a tribe that was willing to help.

Finding Companies

Steve then took a two pronged process to find companies that were capable of hiring him.

He followed the process described in this post –> #1 Method to Find Companies – Weak Ties. By leveraging his weak ties, he found companies that needed account managers with Steve’s expertise.

Next, he harvested LinkedIn company pages. He started with his last employer and used the “similar companies” section to find companies that were either direct competitors or were in adjacent industries. You can read more on how to do this here –> #3 Method to Find Companies – LinkedIn Company Pages.

After following this very deliberate process, he found the perfect match. A former colleague and weak tie worked for a company that made components that went into the manufacturing equipment Steve previously sold. This company needed a national account manager!

The interviewing or, as I like to refer to it, the courting process, happened pretty quickly. It was only about 6 weeks from the time he was introduced to the company to the time he received an offer of employment.

The Introverted Sales Guy Job Search Process

Steve now knew who he was. He could explain himself—something most of us who have worked in the corporate world for 30-40 years cannot do.

Steve did not attend any networking events. He spent all of his time researching his weak ties, reconnecting with them, and finding companies that were capable of hiring him. He did all of his “networking” one on one via e-mail and phone conversations. He leveraged his network to the fullest. Steve had a network that was larger than he would ever have believed. As an introverted sales guy, this process was quite comfortable once he realized that just about everyone was willing to help.

I told Steve early on that his next job would come through a relationship and that he had no control over the timing. This is exactly what happened.

Steve learned that he needed to maintain his network of relationships for the rest of his career. He is now a believer in using LinkedIn for both his personal career advancement but also for finding and cultivating relationships in his sales position.

Have you found yourself in a similar situation?

Tell us how you handled it. Tells us your story.

Marc Miller Career Design Specialist

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BoomerJobTips Update – To Be Found Think Like a Recruiter

BoomerJobTips Update

BoomerJobTipsWelcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

Check BoomerJobTips Daily for the latest curated career content. Content is curated from hundreds of the leading career websites with a focus on baby boomer career issues.

In this week’s post, you can find out that To Be Found You Need to Think Like a Recruiter. Find out how to be more visible to hiring managers and recruiters.

Check out Monday’s Office Hours discussion on the Introverted Sales Guy Job Search.

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Why Are You Not Being Found? Try Thinking Like a Recruiter

To Be Found, You Need to Think Like a Recruiter

Most of the time, the reason you are not being found is because you are not thinking like a recruiter. Recruiters are using LinkedIn to search for talent using specific strategies.

Think of this like dating. If you want to find a mate, you need to hang out where the opposite sex can find you. When I was a young man, that meant belonging to social organizations or clubs and hanging out with friends. When I got older, it also meant going to bars and doing other activities—I met my wife playing volleyball through an informal Sunday evening volleyball group.

If you want to be found by recruiters, then you need to understand the strategies recruiters use to search LinkedIn. This way, you can be found by recruiters…just like you wanted to be found by the opposite sex.

Let’s start with the basics.

search current titleCurrent Job Title

Recruiters use LinkedIn Advanced Search to find people. They start by using the current job title field. Having a current job title is critical to being found.

In the image to the right, the recruiter is searching for individuals who have product manager as their current title.

The image below lists one of my contact’s current title as  Sr. Product Manager, and it is the current title because the end date of the position is current.

 

current title product managerWhat if you are unemployed? Create a position!

I have a shell consulting company called Global Basis Consulting. When I was unemployed, this was my current position. If you look at my LinkedIn profile you will find the following:

globalbasis

If I were to sell Career Pivot, I would could change the Global Basis Consulting end date to present and I would have a current position.

You have to have a current position to be found!

Current Job Title Contents

Your current job title should be as descriptive as possible AND give multiple variations, if needed.

For example, let’s say you are a product manager. What kind of product manager?

Software Product Manager

Can you add any keywords? Like Software as a Service (SaaS) or Agile?

SaaS Agile Product Manager

Let’s say you also handle product marketing for the product.

SaaS Agile Product Manager | Product Marketing Manager

Now you will be found if a recruiter is searching for a Product Manager OR a Product Marketing Manager.

Let me be clear, you cannot lie. Only use job titles that fit your current job!

current title keywordsKeywords

Besides searching job titles, recruiters will use keywords to find prospects—as shown in the image to the right. In this case, the recruiter is looking for a product manager with Software as a Service (SaaS) experience.

The results of the search will list profiles with the current title of Product Manager that also includes SaaS in their profile. The more times SaaS appears in the profile, the higher it will appear in the ranking.

You need to place keywords in your summary and in your current and past positions.

DO NOT KEYWORD STUFF.

The easiest way to do this is to place a keyword entry at the end of each section. A good example is to look at the Summary section of my LinkedIn Profile.

summary_keywords

Using this method, it is very obvious what I am doing. Place a keyword section at the bottom of each section.

Do not use keywords that are not valid for the section.

Connecting with Recruiters

You should connect with recruiters at your target companies. If you are following my Targeted Job Search Strategy, you will know how to strategically connect with recruiters.

If you are a 1st degree connection of the recruiter who is searching, you appear higher in his rankings. Recruiters move around a lot. They move between companies that needs their services. They carry their connections with them. Over a period of time, having a lot of recruiters in your network will be very beneficial.

Do you now understand why you are not being found?

What is you next step?

Marc Miller Career Design Specialist

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Careers in the 2nd Half of Life

Careers in the 2nd Half of Life

I have been thinking about how careers in the 2nd half of life are different. In fact, I claim that the idea of a career in the 2nd half of life is a relatively new concept.

My father was forced into retirement at the age of 59 in 1978. He did not want to retire, so he decided to teach college economics (he had been an economist for the NYSE for 25 years). He did not have his Ph.D. and had a really hard time making the transition because everyone expected him to retire.

Things have changed. We are living much longer. I plan on living both a longer and healthier 2nd half of life than my parents.

When Does the 2nd Half of Life Begin?

First, we need to answer the question—when does the 2nd half of life begin?

When I was growing up in the 1960s, someone who was 60 was really old. I remember my grandfather was using a walker in his late 60s! He was also a 3-pack-a-day Luck Strike smoker. He passed away in November of 1968, a little after his 70th birthday. There was no thought of a career in the 2nd half of life because you had one career. Period.

For many of us, the 2nd half of life began in our mid 40s or early 50s. So what happened?

When I graduated from Northwestern University with my engineering degree in the late 1970s, I had a completely different set of priorities than I would 25 years later.

  • I bought a house and acquired debt (mortgage)
  • Got married
  • Had a son

Back then, it was about getting promoted and making more money.

I then went through a whole series of changes after I turned 40.

  • IBM discontinued the pension plan in 1999. They re-instated it for those of us over 40, but I no longer trusted them. I left in early 2000 for a successful startup.
  • Our only son graduated from high school and left for college. (Empty nest)
  • At age 46, I had what could have been a fatal bicycle collision. I hit a car head on, where our speeds exceeded 50 mph.
  • We paid off the mortgage.

All of these changes caused me to change perspective on what a career meant to me.

For me, the 2nd half of life had began in my mid 40s.

What is Different in 2nd Half of Life Careers

In the late 1990s, my boss at IBM told me she was going to promote me. IBM had—and I believe still has—a band system that went from 1-10. I was a band 9. She wanted to promote me to a band 10, but I told her no. IBM was periodically laying people off, and band 10 jobs were very vulnerable. Plus, I did not want to do the work most band 10 employees did.

I was as high as I wanted to go in my career. That was a defining moment.

What is different in 2nd half of life careers is that we care more about what we are doing than what it will do for our career.

I started Career Pivot after I was put in a highly unethical position by my manager at my last job. I bolded last job because I do not plan to work for anyone else as an employee ever again.

I want to make enough money to support my wife and myself for as long as I can. I want to work the amount that I want to work.

My 2nd half of life career plan is to work less at something I love.

What is your 2nd half of life career plan?

Marc Miller Career Design Specialist

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BoomerJobTips Update – Books to read and Tools to use in 2016

BoomerJobTips Update

BoomerJobTipsWelcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

Check BoomerJobTips Daily for the latest curated career content. Content is curated from hundreds of the leading career websites with a focus on baby boomer career issues.

In this week’s post you can find out what The 5 Best Books for Your Career — 2016 Edition and the 9 Free Tools that Boost Your Brand and Career.  Both are good sources of information for enhancing your career or brand.  What is your favorite book from the list?  How many of the free tools are you using?  Do you have any other recommendations of books or tools that you use?  If so, let us know.

Check out Monday’s Office Hours discussion on Careers in the 2nd Half of Your Life.

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4 Remote Companies Share Their Hiring Secrets – Guest Post

Remote Companies

remote companyUp until recently, your company has functioned primarily as a brick-and-mortar biz. Employees commute to and from work, meetings are done in person, and workers collectively gossip around a real water cooler in your company’s kitchen. But as a savvy organization, you’re seeing how other companies (and in particular, your competitors), are benefitting from having a flexible work policy—and you want to implement flex into your hiring practices, too. But before you go hanging your virtual shingle, learn from these four companies that are sharing their hiring secrets, so you’ll hire the right remote worker—every time.

Know what type of worker you’ll need.

When it comes to hiring an office worker, you’ve got the whole process down pat. Hiring a remote worker is an altogether different scenario, though. Not only do you need to ensure that the person has the obvious skills, qualifications, and work experiences necessary to make him the top candidate for the position, there’s also more things you need to look out for. Coby Chapple, product designer at GitHub, Inc. says, “Written communication [is a priority.] The importance of this cannot be overstated. When you’re remote, a majority of the way you interface with the world will be through written word, so it’s critical that you can articulate complex concepts and subtleties.” Other characteristics that are crucial to keep in mind during the hiring process, according to Chapple, include the ability to self-manage, discipline (i.e. being able to work well autonomously), and having outside interests to avoid work burnout.

Think outside the box when it comes to job interviews.

For a regular office worker, you would simply set up an interview, have the person meet you at your office, and chat for about 20-30 minutes to get an idea if this person would be a good fit for your company. That’s not possible, though, when your company’s headquarters are in Washington, D.C. and your top candidate lives in San Francisco. Carrie McKeegan, co-founder of Greenback Expat Tax Services, says that her company interviews candidates on Skype first. After “meeting” with HR first, “In some cases we will even take it a step further and have the candidate interview with other team members they would be working closely with to ensure a ‘good fit’,” says McKeegan. And it doesn’t stop there. To ensure that the new hire can thrive in a remote work environment, he is given assignments during a probationary period, which is designed to test his communication skills, ability to work independently, and ability to be productive working from home.

Be able to convey your company culture.

Having a strong company culture is vital to any organization, remote or in-office. That’s why one of the most important things to express during the hiring process to a potential candidate is your company’s culture. And since more and more job seekers are searching for work with flexibility already built in, it makes sense to highlight your company’s remote work policy from the very start. That’s what Tom Sepper, COO of World Wide Web Hosting believes. “We showcase it! We make it very clear in job postings that our positions are remote, and we discuss it during the interview process as well,” says Sepper. “Often times, the natural flow of the conversation leads to our company and culture. Hearing what the candidate says and asks allows us to convey our passion behind WWWH and how and why we do what we do.”

Bring in some backup.

It can be helpful to have an extra pair of eyes—or four—to help assess whether a candidate would be a good fit for your company or not—and also to ensure that what’s written in his job application is actually true. “We have historically used StrengthsFinder and the Predictive Index to help during an assessment,” says Chris Byers, CEO of Formstack. “More importantly, every person hired is required to complete a small on-the-job project during the hiring process. This allows candidates the ability to show their actual work, creativity, and ability to solve problems.” So if you want to have a more well-rounded hiring process, you might want to consider hiring a third-party organization to help you identify key candidates who would be an asset to your company.

It always helps to score some advice from been-there-done-that experts, especially when it comes to remote hiring. These tips can definitely help you take your hiring practices to the next level!

Jennifer ParrisThis post was written by Jennifer Parris, career writer at FlexJobs, the award-winning site for telecommuting and flexible job listings. FlexJobs lists thousands of pre-screened, legitimate, and professional-level work-from-home jobs and other types of flexibility like part-time positions, freelancing, and flexible schedules. Jennifer provides career and job search advice through the FlexJobs Blog and social media. Learn more at www.FlexJobs.com.

9 Free Tools that Boost Your Brand and Career

Free Tools that Boost Your Brand and Career

I am often asked what tools  I use to power the Career Pivot business. You will find that you can use these same free (or nearly free) tools to boost your brand and career.

Remember—you are a brand and you need to promote your brand.

I have used each of the tools I will recommend for at least six months. I have no affiliation with any of these companies.

Let’s get started with my top free or nearly free tools.

Canva

Canva toolsThe Canva about page states the following:

Use Canva’s drag-and-drop feature and professional layouts to design consistently stunning graphics.

We have been using Canva to build and modify the graphics in blog posts. I am artistically challenged, but even I was able to create the image to the right using Canva and purchasing a $1 stock photo from them.

Canva is a powerful web-based graphics tool, and there is no need to install software. If you use your own images, it is free for most of the functionality. If you use one of Canva’s stock images, the cost is $1 or nearly free.

You no longer need Adobe Photoshop to create great graphic images.

ScheduleOnce

ScheduleOnce is one of the best tools I have ever used. It integrates with my Google Calendar and allows me to publish times when clients and prospects can schedule appointments. It works with a variety of calendars.

The ScheduleOnce home page states:

ScheduleOnce is a field-proven solution for powering online scheduling with your customers and prospects.

ScheduleOnce is not free, but at $50 per year for the plus plan, it pays for itself in less than a week.

It is one of the top tools in my arsenal.

LinkedIn Publisher

LinkedIn Publisher is LinkedIn’s blogging platform. I republish successful blog posts from the Career Pivot website on LinkedIn Publisher every two weeks. There are three main advantages to LinkedIn Publisher:

  1. After you publish, all of your connections and followers are informed that you published a post. I currently have over 14,000 followers.
  2. Your posts are prominently  displayed in your LinkedIn profile. You can view my posts by clicking here.
  3. If your post is selected for a LinkedIn Pulse Channel, then your exposure grows exponentially. If you want to know how to get selected for the Pulse Channel, read my post Getting Noticed – LinkedIn Publisher and Shareability.

LinkedIn Publisher is a platform for you to demonstrate your knowledge. There is no cost to use LinkedIn Publisher.

Gmail

When you e-mail me at CareerPivot.com, you are actually e-mailing a Gmail account. I have a corporate account at $50 per year, but this works for free accounts, too. You can have your own domain and host your e-mail on Gmail for free.

Why would you want to use Gmail?

I had major problems with SPAM that went away when I started using Gmail. All of my e-mail is now in the cloud. When my hard drive on my Apple MacBook Pro decided to die, all of my e-mails were still in the cloud. I lost nothing. Plus, there are a plenty of free add-on tools that make using Gmail a no brainer.

For a $50/year corporate account and one e-mail address, I get 1 TB of space on Google Drive and access to a range of other bundled services. It is a bargain.

rapportive toolsRapportive

Rapportive is  free browser plugin for Gmail. When you display an e-mail or move your cursor to an e-mail address, Rapportive will display the social media accounts associated with the e-mail address in the right hand column of the Gmail screen.

As you can see in the image to the right, it displays all of the contact information from LinkedIn which, in this case, includes:

  • Name
  • E-Mail Address (blurred out in this example)
  • Headline
  • Current Positions

This makes it very easy to reach out to the individual with a single click on LinkedIn icon.

MailChimp

MailChimp is an e-mail automation platform that is primarily used by individuals and small business. If you subscribe to this blog, the e-mails you receive come from MailChimp. You can use MailChimp for free with a list of up to 2,000 e-mail addresses.

It is very easy to use, and I did not have to pay for the first 24 months I was in business.

Buffer

Buffer—or BufferApp is one of my favorite tools. Buffer allows you to drip feed content onto a variety of your social media platforms. You set up a schedule for each platform it supports. This includes:

  • LinkedIn
  • LinkedIn groups
  • Facebook
  • Facebook Pages
  • Twitter

You can use up to three for free. There is a free plugin for a variety of browsers that allows you to schedule content directly into one or more social media platforms. Push the button in the browser, and a dialog box will launch like the one below.

bufferapp tools

When you read something interesting, it is a push of a button away to share it on multiple social media platforms.

Crowdfire

I use Crowdfire to grow my Twitter following. You can use Crowdfire from either your computer’s browser or a mobile app.

Crowdfire allows you to:

  • Find inactive users and your unfollowers – unfollow them if you wish to
  • Find relevant users to follow using their insightful “Copy Followers” feature
  • Keep track of how your social media updates affect your follower/unfollower stats

I copy followers from contemporaries like @careersherpa, @avidcareerist, and @nextavenue. I have grown my Twitter following from 6,000 to 20,000 in the last year. It only takes me 5 minutes a day.

I have a paid account, but a free account limits the number of followers you can copy and unfollow each day to 200—which is enough for most of my readers.

RebelMouse

If you traverse over to my BoomerJobTips page, you will find a beautifully constructed page of posts from around the Internet. The page is constructed using RebelMouse. The BoomerJobTips page pulls these posts from my Twitter stream, where the #boomerjobtips appears in a tweet by @careerpivot.

You can pull content from RSS feeds, Facebook, Twitter, Instagram, Google +, LinkedIn, Flickr, and other tools. I configured RebelMouse once, then leaved it alone. The BoomerJobTips page is updated regularly and I do nothing more.

I believe there is still a free option, but I pay about $70 annually for the entry level service, which allows me to embed the content directly onto my web page. You can see the BoomerJobTips page in it’s native form here.

Free or Nearly Free Tools

All of these tools, with the exception of ScheduleOnce, has a free option. The free options will meet the requirements for 95% of my readers. If you need to upgrade, you will find all of these tools are quite affordable.

These tools can be used to promote your personal brand. The cost to you is next to nothing.

What are you waiting for?

Which of these tools are you going to try?

Did I miss any tools? What do you use?

Marc Miller Career Design Specialist

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Check out my latest book which is available on Amazon.com!

Personal Branding for Baby Boomers: What It Is, How to Manage It, and Why It’s No Longer Optional

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You can also download my latest white paper “Strategic Networking – A Career Pivot White Paper

Check out the BoomerJobTips Page for the latest curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

BoomerJobTips Update – Achieving Linkedin Profile Perfection

BoomerJobTips Update

BoomerJobTipsWelcome to the BoomerJobTips Update and the central point to get current career information for the Baby Boomer Generation!

Check BoomerJobTips Daily for the latest curated career content. Content is curated from hundreds of the leading career websites with a focus on baby boomer career issues.

Something you should do on a regular basis is to review and update your Linkedin profile.  In the curated career content for this week there is a good post called:  The Ultimate Guide to Achieving Linkedin Profile Perfection. What items from the post will you use to make changes to your profile?

Check out Monday’s Office Hours discussion on 9 Free Tools that Boost Your Brand and Career.

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Another way to look at the same links AND MORE from BoomerJobTips.

Join us on the BoomerJobTips LinkedIn Group

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Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

You can also download my latest white paper The Multi-Generational Workplace – Making Generational Diversity Work