Monthly Archives: October 2015

4 Websites for Minimizing Your Online Footprint


  • Enter your email addresses and usernames, and the site will tell you if any of your personal information has been exposed by hackers. It also provides tips on how to fix the problem.
  • lets you create an email address that disappears when you’re done with it–just 24 hours after it’s last used. Great for signing up for one-time deals or downloads.
  • links directly to the cancellation pages of an “almost endless” list of social media sites, retailers, and other businesses that might have data on you.
  • Privnote lets you send electronic messages to another person without creating a data trail. The recipient is sent a URL where the message can be read, then both the message and URL are removed.

(Source: The Week Magazine, October 2, 2015)

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4 Discreet Job Hunting Apps for Your Mobile Device

Try these apps on for size on your mobile device for discreet job hunting:

Switch. Switch provides job seekers with anonymity as they scan job postings, swiping right for gigs of interest. If your qualifications match what the employer needs, the parties can initiate an in-app chat. (iOS only)

Jobr. When a job is posted and a member refers a friend who lands the job, Jobr pays the member a $1,000 referral fee.

Jobmaster. Jobmaster aggregates job listings from some 1,000 job boards around the world. It’s free to search national job boards and 99 cents to access a job board devoted to a particular profession. (iOS only)

Savvy. Previously called “Poacht,” Savvy focuses on female job seekers. Users create profiles that include salary expectations, and employers sort through those profiles anonymously.

(Source: The Week, October 16, 2015)

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Don’t “Sell” Yourself; Promote Your Expertise Instead with a High Likeability Factor

Getting hired is NEVER about YOU!

Getting hired is NEVER about YOU!

I constantly encounter professionals (newbies and folks with lots of experience) who express anxiety when it comes to job interviews and being able to present themselves in a most favorable light. Part of the problem seems to be one of misplaced focus: on themselves. Of the 5 qualities I’ve observed in successful technical and marketing hires over 30 years, the ability to assume an attitude of working for yourself (i.e., a consultant’s attitude) is an important one to help frame the potential employee-hiring manager interaction. No one gets a paycheck out of the goodness of someone else’s heart–it’s about being able to solve problems and do the necessary work the position demands.

An achievement-focused résumé helps set the stage for potential successful interaction with those conducting interviews. While “duties and responsibilities” have their appropriate degree of importance on résumés, hiring managers want to more about what you accomplished than what did you do. It also helps when candidates ask probing questions about hiring manager expectations, concerns, project needs, etc.–much like a consultant would do for a potential client.

One question that I suggest candidates consider is: “What is your most pressing issue or project that I would be working on and how specifically can I contribute?” That forward-leaning question shows the hiring manager that you are tuned in to his or her objectives, and that your confidence in being the candidate of choice is clearly evident. The job interview is not the place or time to be meek or timid, but to express your confidence in your expertise and ability to contribute to the organization’s mission/vision–and to do so balanced with a high likeability factor (i.e., without arrogance).

Speaking from the former hiring manager’s perspective, what “sells” me on a candidate is his or her record of accomplishment and achievement as expressed on a résumé. I’m a believer in cover letters, and I strongly advocate in my seminars and individual coaching that candidates always include the cover letter as another document that attests to their expertise. Hiring managers will be sold on a candidate who can communicate (clearly and articulately) the future benefits of his or her expertise rather than the past features of their experience. The thing that sells a candidate is the value proposition; it’s the question a hiring manager asks in the form of: “Does this candidate have the demonstrated expertise and accomplishments that show he or she can regularly contribute to the higher strategic objectives of the organization?”

Getting hired is never about the candidate or the quality of the candidate’s “salesmanship”; it’s always about the hiring manager’s needs and concerns for the team, department, project, or company.