Beyond the resume and typical job search materials, I believe using social media tools can really help build a career changerâ€s bridge to a new occupation or vocation. In my book, Social Networking for Career Success, I explain how social media may help career changers who naturally have a difficult time proving they have what they need to succeed in the next job: How? It solves several problems:

• It allows you to extend your network to meet people you otherwise would never encounter. Statistics show how important introductions and “warm leads” are to job seekers. Companies value referrals from within their organizations, and meeting new people you would not otherwise know via online interactions provides more potential for referrals. (Moving those social networking interactions to in-person or telephone conversations is a good next step.)
• You have easy access to information and resources about your targeted profession. I like to think of social networks as offering a constant opportunity to learn what people in the field and thinking, saying, writing and sharing. Twitter is particularly useful in this regard. In the book, I describe how itâ€s possible to follow content from conferences you donâ€t attend in person via hashtags, and share tips from Mark Stelzner, of Inflexion Advisors, for live tweeting a conference. If you find and follow people like Mark in your field, you may be able to grasp the key problems your new targeted industry is grappling with, without leaving your home and without spending a dime! (I elaborate on all the details in the book for HOW to find and follow the right community online.)
• Social media allows you to demonstrate your newfound expertise, engage in your targeted community, and make a name for yourself in your new industry. Social media canâ€t MAKE you an expert, but if you have what it takes to excel in your new field, you should be able to demonstrate it online. Show that you know whatâ€s going on, suggest solutions based on your expertise in other industries or fields and be someone who contributes to the conversation in your targeted field.
• Your lack of actual experience in the field may become less important once potential colleagues view you as an active contributor. If youâ€re good at sharing what you learn and know, the connections you gain and their willingness to promote you as a contributor will outweigh your actual lack of industry, paid work experience as a factor. (It wonâ€t totally erase it, but it goes a long way to helping you get where you want to go.)
• Being familiar with social media tools may be just the unique skill you need to help you land a job. Social media isnâ€t going away. Having an online profile, a Twitter feed and/or using LinkedIn to connect with prospective colleagues helps show you are staying ahead of the curve regarding technology. In and of itself, that may help you exceed another qualified candidateâ€s credentials.

Don’t let the competitive market discourage you from making a change. Dive into social media — I hope you’ll take a look at my book to teach you how to get on the right path — and you may be surprised by the results! Be sure to learn more about my book, Social Networking for Career Success, as I teach you how to use all the social networks you know about — and some you haven’t even considered — and Amazon has it for a great price!

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The best way to get a job when you’re over 50 is to address and overcome all of these concerns in the job search and application process. If you are concerned your age may be preventing you from landing a job take the following steps to stay relevant in a fast-changing workforce:

1. Apply for Appropriate Jobs
When you apply for jobs you are clearly overqualified for, you encourage employers to wonder how long you will be willing to stay in the position before bolting for something better. They don’t consider you relevant for these positions, even if you would be thrilled to take the job. If you want to be considered for positions, apply for jobs you’re not overqualified to do.

Consider shifting your focus to a new industry if your field is not hiring, but do not send hundreds of resumes for entry-level positions if you have 20 years of experience if you want to hear back.
2. Be Upfront About Salary Needs
In order to successfully stay relevant regarding strategy, you need to stay in-the-know about expected salaries for the positions that interest you. Research sites such as Glassdoor.com and Salary.com and talk to people in your field to assess target salaries for each organization where you’d like to work. Most applications will ask for target salary, and if you can comfortably answer with a relevant range, it may help hiring managers feel more comfortable calling you for an interview with the understanding that they could afford your asking price.

3. Demonstrate You Understand and Use Technology
If you think LinkedIn is the latest video game craze and you’ve stayed off of social media because it’s “not for people like you,” you may as well be holding up a sign that says “too old for today’s workplace.” Embrace technology, get a Smartphone and learn how to use social media tools to get a job. Employers are turning in greater numbers to social media because they are finding better candidates there and the technology saves them time and money.

Think of these tools as an extension of your in-person networking activities and as an opportunity to grow the number of people who know, like and trust you enough to refer you to speak to someone they know for an information meeting or a job.

4. Be Flexible
A stereotype about older workers is that they are more likely to want to do things how they’ve always done them in the past and may not be open to change. One way to overcome this stereotype is to incorporate and highlight problem solving, creativity and ability to learn new skills in your application materials. Describe your recent accomplishments and how you used current techniques and approaches to overcome obstacles. Incorporate keywords in your application materials to indicate you are up-to-date on the latest thinking in your field.

If you are having trouble fulfilling this suggestion, it may be time to take a class to help you pick up the newest information you need to know. An added benefit: when you engage in continuing education related to your field, you demonstrate your interest in learning new things, which will help you overcome stereotypes and help you land a job faster.

More advice
10 Reasons You Aren’t Getting the Job
Remarkably Easy Ways to Expand Your Network
Things You Should Never Say in a Job Interview

Originally appeared on AOLJobs.com.

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Can we learn anything from members of different generations when it comes to job search? Consider the following things Millenials (born between the late 1970s and early 2000â€s) do that all job seekers should do:

Use social networking to connect and extend your network. While some criticize Gen Y for sacrificing in-person conversations and preferring to communicate via text messages and Facebook, everyone could learn something from this generationâ€s ability to extend their networks via online tools. Donâ€t underestimate the importance of your digital footprint – what people can find out about you online.

Collaborate. Gen Y is known for their interest in interaction, collaboration, and connectivity. Other generations can gain a lot if they embrace the interconnectedness that extends networking beyond lip service to actual engagement.

Demonstrate flexibility and multitask effectively. Most people would agree that gen Y-ers are some of the most agile and lithe workers.

Be creative and innovative. In Forbes, Jenna Goudreau quoted Amy Lynch, co-author of The M-Factor: How the Millennial Generation is Rocking the Workplace, as saying, “Millennials are not locked into limited, linear patterns of thinking about industry issues or challenges.”

Seek more than just a paycheck. Goudreauâ€s Forbes post also quotes Paul Alofs, author of Passion Capital. He said, “An employeeâ€s passion is the companyâ€s best resource. When peopleâ€s jobs are aligned with what they care about, they put in the extra effort, and it flows straight to the bottom line.”

Get experience where you can. Gen Y-ers actively participate in internships, volunteer work, online learning, and embrace leadership opportunities large and small. If youâ€re having a hard time landing a job, think about what you might be able to do to

Move on. Dan Schawbel, Managing Partner of Millennial Branding, notes that his companyâ€s studies show that Millennials leave their corporations at the two-year mark. While pundits pin  this tendency to a lack of loyalty on the part of Gen Y workers, thereâ€s another angle to this often-cited statistic. How many experienced workers stay in their jobs beyond the time when they are learning, growing, and enjoying the jobs?

Consider owning a business. Millennial Branding found th number of 18 to 29-year-olds in the process of setting up their own companies increased by 50% in the last year alone. In the future, more and more professionals will need to be able to market themselves as independent contractors or business owners. Gen X and Baby Boomers should begin to think about how they can succeed as entrepreneurs.

Read the rest on my column at U.S. News & World Reports.

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When it comes time to decide on financial decisions, it can be tricky. Should you get insurance? Where and how should you invest?

As a member of a community of people who provide advice and information, both online via blogs and articles as well as via consulting to individuals, organizations and businesses, I enjoy showcasing my colleagues’ work and information, especially when they are involved in special projects.

Today, I’m sharing advice from my friend and career advice expert Lindsey Pollak, author of Getting From College to Career. In this video, she shares her tips for Millennials about making the right career and financial decisions and choosing the right benefits.

photo by lalunablanca

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Based on these results, it might be easy for readers to interpret younger workers’ attitudes as egotistical and self-important.

Is this a recipe for conflict in the workplace? It could be. A recent Time article reports there are approximately 80 million Millennials, between 44 and 50 million Generation Xers (those born between 1965 and 1980), and 76 million baby boomers (people born between 1946 and 1964). Also, “Approximately 10,000 Millennials turn 21 every day in America, and by the year 2025, three out of every four workers globally will be Gen Y.”

So, can we all get along at work? Charles Purdy, senior editor for Monster Worldwide has studied inter-generational conflicts and thinks it’s possible to leverage Gen Y workers’ attitudes for positive results. He suggests the following to careerists who are working with the youngest members of the workforce:

1. Create a transparent work environment. Purdy explains, “Information builds trust, community, and a shared feeling of purpose.” Retaining these workers requires engaging them. “Gen Y feels engaged when they know why. When appropriate, make data available for all employees to see. When people know the score, they feel trusted.”

Purdy quotes Brad Karsh, president of the workplace training company JB Training Solutions, when he says: “Millennials have been taught to ask ‘Why?’ So we will give them an assignment that maybe isn’t the most glamorous assignment in the world. We’ll say, ‘Go pull numbers for the spreadsheet,’ and they will say, ‘Why?’ Now older generations, when they hear that,they think, ‘How dare you? I am your boss. Because I said so.’ The reason Millennials are asking that is they legitimately want to know ‘Why?'”

2. Turn away from a time clock evaluation calendar and take the focus off of hierarchical structures. Instead, create a motivating environment where performance is related to concrete goals and projects. Purdy notes, “Millennials don’t go about their work in ways that are intended to get them to the next rung of the corporate ladder or win them favor with their bosses. They prefer to get involved in projects and initiatives that fascinate them, that they consider worthwhile, and that they see as useful to the world at large.”

3. Recognize star performers publicly, and tie their great performance to the success of the organization.

4. Teach them.

5. Ask frequent questions and wear authority lightly.

6. Invite interaction with members at all levels of the organizations.

7. Offer opportunities for Gen Y workers to start making decisions immediately.

8. Give them some attention.

9. Emphasize long-term rewards, and set an example.

10. Use social media as a way to sell your company as an awesome place to work.

Read the whole post on my U.S. News & World Report column

photo by mo pie

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In addition to LinkedIn, what online tools do you think are most helpful for new grads to improve their networking potential?

Lindsey: I think people misjudge Twitter as a career and networking tool. It is a phenomenal research tool for following companies, people and industries that interest you and learning what they want you to know about them. We never had such direct access to such information before. Twitter gives you a million topics to learn and think about – which can then be used in a variety of networking situations from informational interviews to career fairs to informal conversations.

What are your best tips for following up after an informational meeting? How about how to follow up after an interview?

Lindsey: I recommend that people start the follow-up process during the actual meeting or interview by asking the other person how he or she likes to receive follow-up. For instance, at the end of a great chat at a networking event, you can say to the other person, “I really enjoyed speaking with you. Whatâ€s the best way to keep in touch?” Then you can find out if the person prefers email, phone or perhaps connecting on LinkedIn or another social network.

If you havenâ€t had this conversation, follow up is still extremely important. I suggest following up with a concise email that has a really descriptive subject line, such as “Nice to meet you at Thursdayâ€s NYC Networking Night” or “Thank you for the interview – online marketing assistant position.” This helps your email stand out from all of the bland follow-up emails that say “thanks” or “interview.” Next, thank the person for his or her time and mention something from the meeting that stood out to you or a topic that you could tell the interviewer was particularly interested in. Finally, end with some sort of added value – another thought you had from the meeting or an idea that it sparked. Show that you are someone who always gives a little bit extra.

In your book, you write about being persistent – without being a pest. Can you share a tip or two for how a job seeker should know how to identify that fine line between following up enough and too much?

Lindsey: There really is a fine line. The right kind of persistence is always polite, positive and appropriately timed. You should send a thank you email within 12 to 24 hours of a formal job interview using the tips in the previous answer. Then mark in your calendar to wait one full week before attempting any other follow up. I know a week feels like a long time when you want a job, but itâ€s a short time to the person who interviewed you.

If you donâ€t hear back after a full week (or even 10 days), itâ€s okay to send a second email. Now hereâ€s the fine line: itâ€s pestering to write, “I havenâ€t heard back from you and I wanted to know if youâ€re still interested in hiring me.” Itâ€s polite and appropriate to say, “I wanted to thank you again for our interview last week. In the meantime, Iâ€ve read more on [something you discussed] and [then say something you learned or an idea this research sparked]. Would you be able to let me know any next steps at this point?”

If you donâ€t hear back from the second email, itâ€s probably not a great sign. If youâ€d like to give it one more try, a third follow up action is the last I would take. You can try another polite email, leave a voice mail message after hours (with a similar, positive follow-up comment) or reach out to the person on LinkedIn or Twitter if you know he or she is active there.

In my opinion, three attempts is the maximum. You’ve given it your best shot and, unfortunately, not everyone is responsive. I believe employers should let you know if you are not getting a job youâ€ve interviewed for, but that doesnâ€t always happen. Hopefully you have a lot of irons in the fire and your persistence for other positions will pay off!

What do you think is the most difficult thing for new college grads to manage in their transition to a first job?

Lindsey: Communication skills are very different between college and the “real world” and thatâ€s where I tend to see new grads make the most mistakes. In a professional environment, you have to remember that everything you write or say is contributing to your professional reputation.

This means that emails need to be written in a professional style and tone (limit text message speak, limit or eliminate emoticons, avoid using “Hey” as a greeting, etc.) and you have to carefully choose your communication methods. Texting and IM are generally not appropriate for the workplace (unless youâ€ve specifically discussed using these methods with your boss or your company has an internal IM system) and you need to learn to speak well in meetings and professional presentations.

Be sure to check out her book: Getting from College to Career.

This post originally appeared on Salary.com, where I am a contributing writer.

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1. Apply for the right jobs. Study job descriptions and highlight the parts describing you.

2. Research companies seeking your skills. Use LinkedIn’s Skills section to help choose suitable organizations.

3. Create and cultivate a professional online presence. Jobvite’s 2011 Social Job Seeker Survey reports 89 percent of companies will use social networks as part of their hiring plans this year. Consider creating and maintaining your own professional website like a social resume.

4. Network in person. Join professional organizations (many will have student or new professional rates) and attend events where you can expect to meet prospective hiring managers and mentors.

5. Practice your pitch. Be able to tell people what you do, why it’s important to them, and about your accomplishments. Narrow down these talking points to a 30-second introduction.

6. Transform your resume into a marketing document. It is not about your past, it’s about the connection between what you can do and what the organization needs you to do.

7. Act like a professional. You never know where you could meet a potential hiring manager.

8. Be a good listener, ask questions to learn about networking contacts, and follow up. Don’t answer your phone or check your text messages or email when involved in conversations.

9. Don’t act like a desperate job seeker. No matter how difficult the job search, always focus on your skills and be positive.

10. Use your time well. Consider volunteering or creating a interim business.

Read all of the detailed tips on my U.S. News & World Report post.

photo by Srikanth Lakshmanan

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When you’re busy job-hunting, you may not think about creating a list of people who are willing to provide recommendations for you. As with all things related to your search, it’s a good idea to prepare in advance so that you’re ready when a potential employer wants a third-party endorsement.

Here are 10 things to consider so you won’t be caught like a deer in headlights when you need a professional recommendation to land a new job:

1. Keep your eyes open. Stay on the lookout for good references, even when you’re not in the midst of a job hunt. Maintain an ongoing list of people who are able to speak about your professional qualities.

2. Don’t wait to ask for LinkedIn recommendations, even when you’re not in an active job search. This is especially important if you work with clients for short stints or if you have a great boss who is moving on to a new job. The best time to nail down a solid reference is when your work is fresh in the person’s mind. Use LinkedIn to collect written recommendations that can stand the test of time. Employers will likely want to speak to the reference, but if you have a positive, targeted reference on LinkedIn, it’s a great starting point to help the person to remember your terrific professional qualities.

3. Avoid reciprocal recommendations. LinkedIn endorsements are more useful if they’re not all the result of “you recommend me and I’ll do the same for you” deals. A reader may not give the recommendation as much weight if you post an endorsement for each person who highlights your strengths.

4. Select your top prospects. Your next employer will prefer references from your current or previous employers, particularly your direct supervisors. Alternatively, you may also want to include clients or customers you worked for in your current or previous job. If you’re a recent graduate or if you’ve just finished a class, consider asking the professor or instructor to vouch for you. And it’s not unheard of to have someone you supervised act as a reference, though it’s not a first-choice option. If you have had a leadership role in a volunteer organization, “supervisors” from that organization may also be good references.

5. Request permission. Never give an employer the name of a reference without first asking the person’s permission. If possible, ask in person or over the phone so that you can better gauge the contact’s response to your inquiry. If prospects seem hesitant, allow them to bow out gracefully. You don’t want to have people recommending you who don’t feel strongly about your qualifications.

6. Never send a mass email to your preferred contacts. If you can’t reach your references on the phone and do resort to email, then never email more than one person at a time to ask for a reference. Everyone wants to be considered special and important. Contact each person individually, and make a point to explain exactly why you value their recommendation.

7. Remind your contact about your work together. Provide an updated version of your resume, emphasizing skills and accomplishments the person can highlight when an employer calls. Be sure she knows when you worked together so there is no confusion about dates or details.

8. Prepare your references to highlight your best skills for the job. It’s especially important if you’re applying for a particular job to provide as much information as possible to help the person understand what makes you the best fit. Include a job description, your cover letter for the position, and specific information you may have learned at the interview. For example, if it’s clear your teamwork skills are important for the job, and you know your recommender can speak highly of your abilities as a team player, point that out and ask if he would be willing to mention those skills.

9. Vet your references. If you’ve often reached the final interview stages without landing the job, you should probably touch base with the references who hold the keys to your next position. Is it possible someone on your list isn’t as enthusiastic as you would expect? Or maybe you haven’t prepared them well enough to vouch for you? It’s difficult to know for sure what people say about you when a prospective employer calls, but if you’re suspicious, try mixing up your list.

10. Realize potential employers may contact people not on your list. As much as preparation is important, remember, it is very easy for hiring managers to identify people who may have worked with you, even if they’re not on your list. Hopefully, you can encourage potential employers to speak to your top listed references, but be aware, many will rely on their own networks to check out your qualifications.

Originally appeared on U.S. News & World Report.

photo by Roger Smith

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Changing careers is more a norm today than ever before. However, higher than normal unemployment means there are many more job-seekers applying for each job, and many have exactly the type of skills the employer is seeking. Career changers of all ages have a difficult time proving that they have what it takes to succeed in their targeted positions. Social media can help bridge the gap, as it may help you:

• Find information and trends in your targeted field
• Access experts and potential mentors
• Connect with recruiters and learn about positions

If you think social networking is having a conversation across the picket fence, LinkedIn is the latest video game, Twitter is something that birds or gossips do, and you don’t know a blog from a log, it will be difficult to be an attractive candidate for a job — no matter what your age. It’s not only important to know about these resources, it’s crucial to know how to leverage them for a successful job hunt. Social networking is a relevant and mandatory part of an active, engaged job search — especially for someone attempting to change careers. For baby boomers, using these tools helps demonstrate you are interested in and willing to learn new skills.

Read my colleagues’ replies.

photo by MyDigitalSLR

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Civic Ventures, which awards The Purpose Prize, is a think tank on boomers, work and social purpose. The organization introduced the concept of encore careers, which combine meaning, continued income and social impact. They provide  social entrepreneurs over 60 $100,000 each for using their experience and passion to make an extraordinary impact on some of society’s biggest challenges. Now in its sixth year, the $17 million program is the nation’s only large-scale investment in social innovators in the second half of life.

Learn more about this winner below!

Edward Mazria (pictured), 70, Architecture 2030, Santa Fe, NM

An award-winning architect in Santa Fe, Mazria had a 40-year record of innovation and advocacy in sustainable building. But even he was surprised when in 2002 his analysis of U.S. government data revealed that the building sector consumes approximately half of all energy production and causes about half of all greenhouse gas emissions each year. In 2003, Mazria founded Architecture 2030 to change those practices. The group issued the 2030 Challenge – a set of benchmarks for reducing energy use and greenhouse gas emissions in the built environment (buildings, homes and other man-made structures) to “carbon neutral” by 2030. The American Institute of Architects, U.S. Conference of Mayors, U.S. Green Building Council and National Governors Association immediately adopted the challenge. Legislation followed. Mazria will soon release the 2030 Palette, a global set of comprehensive guiding principles, which will be translated into multiple languages for application internationally.

photo and video courtesy of Civic Ventures

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