10 Best Techniques To Find A Job... Be A Successful Person

10 Best Techniques To Find A Job... Be A Successful Person Home career 10 Best Techniques To Find A Job Be A Successful Personcareer10 Best Techniques To Find A Job Be A Successful PersonBy Priyanka Priyadarshine - January 1, 201716970Facebook Tumblr Mix VK LINE Viber Job- I guess that’s every person’s requirement now a days. Everyone needs a job not all gets it. Ever thought about the probable answer? I guess no. only desire of doing a job wont gift you job. For that you need to be prepared and get yourself ready for it. There are several procedures you need to follow in order to be placed in your dream job. If you find yourself helpless in this regards and have no one to guide you, then I would love be your well wisher. The following points you certainly help you and prove me a great guide. Jokes apart, just go through the following… It would certainly be a key to your dream job.1. Decide What Kind Of Job You Want Contents hide 1 1. Decide What Kind Of Job You Want 2 2. Allot Time For Search 3 3. For Jobs, The Must Is Resum e 4 4. Search Job 5 5. Take References 6 6. Try For Local Den Go Virtual 7 7. Market Research 8 While finding a job, it is required that you do a background check on the company you are going to apply. May that be virtual or real job in a company; you need to do research as you would be a part of the company. And you certainly don’t want to get into any kind of trouble caused by a fake company. 9 8. Use Your Network 10 9. Buckle Up For Interview 11 10. Be Genuine When you decide you want to take a job it is compulsory that you have decided what kind of jobs interests you. I mean you can’t be a superhero who prefers multitasking. It’s my advice that when you starting a professional carrier, then try your best to start with the one in which you are the best. Getting involved into many jobs at beginning will create chaos and won’t help you in any way. So set your mind accordingly and be firm with your decision of job.2. Allot Time For SearchI must remind you som ething- you are a human being not a robot. So you need to allot your precious time accordingly. You got many personal works to be done. So try to allot your time for job search too. Because neither you can waste all of your time in one work, i.e. searching nor you can ignore this work. So set a time table where you manage your personal works as well as getting to search for a suitable job.3. For Jobs, The Must Is ResumeYes resume is a must in every kind of job. You can’t just get into any office and give a verbal introduction. At first you need to submit your resume. If your resume is suitable for the vacancy then you would be given a call for interview. So resume is like the key to better future. In order to prove yourself deserving, you need to have an awesome resume but that doesn’t mean you will fake the resume. Just prepare a genuine one which describes you the best.4. Search JobReady with a resume? Now it’s time to search a place where your resume can do magic. It’s ti me to search for a job. You are done with the decision making of what kind of jobs you want and you are also done with your resume then what are you waiting for? Just go and look for the jobs which will suit you.5. Take ReferencesSearching a job is not an easy task. Before you search a right job, you must need to gain some knowledge about the industries or the sectors. And that work can be done by any person who is having experience in such sectors. May that be your father, sister, mother, your friends or may be your teacher, you need to take advice from them before getting involved into any sector.6. Try For Local Den Go VirtualI guess you got the heading right. Try to find job in local areas because jumping into the virtual world might cause you harm. Some of the virtual jobs turn outs to be fake. All they do is take away your information and those information are prone to misuse.7. Market ResearchWhile finding a job, it is required that you do a background check on the company yo u are going to apply. May that be virtual or real job in a company; you need to do research as you would be a part of the company. And you certainly don’t want to get into any kind of trouble caused by a fake company.8. Use Your NetworkFor finding a suitable job, you can also use your networks. You may not have idea but your connections may work magic. After selecting a job profile and a suitable job provider, you have a find a way to get into the job. For that connections will come into role. They may help you by giving recommendation. But always try to minimize taking advantage of your connections because your success depends on how you work not on their words of praise.9. Buckle Up For InterviewAfter your resume is selected, it’s time for interviews. You need to be smart enough to prove your resume right. Just learn the etiquette that’s required in a interview room. Try to impress the interviewer with you intelligence and confidence.10. Be GenuineThis part is a must. As tol d earlier, you need to be genuine in your work. Always avoid faking it. Because a fake profile and identity may give you months of job but a genuine personality will award you with lifelong success.   Good luck with your decision.TAGScareerJobsperfect job search

How Interviews at Startups and Big Companies Differ

How Interviews at Startups and Big Companies Differ Picture this scene. You’ve just been invited for an interview with a super hot startup. Eager for  the chance to latch onto the next Google or Facebook, you spend the next two weeks gearing  up for the interview of your life.  You rehearse your life story until it comes off like a TED Talk. You practice behavioral questions  so much that you start having nightmares that begin “Tell me about a time when…” And you  memorize dozens of business frameworks for solving any case until you can’t remember  whether it’s the 4 P’s or the 5 Forces or the 45 P Forces. And then you walk into the office and the first thing that happens is a Nerf dart hits you squarely  in the head. To add insult to injury, half the people scheduled to interview you that day haven’t  shown up. And when you finally get a chance to meet the big boss, he leans back in his fancy, ergonomic chair and… doesn’t ask you about your life story. Or a time when you influenced a  team. Or how much revenue a new product launch would generate.  Instead, all he says is: “So, what can you do for us?” That’s when it finally dawns on you: interviewing at a startup is most definitely not like  interviewing at a big company.  To understand why and to save you from a similar fate, let’s explore three major differences  between startups and big firms and, specifically, how they influence your interview experience. HR-led hiring vs. CEO-led hiring Any large firm worth its salt is going to have a well-developed HR function. Because no matter  how egomaniacal the founder, he/she just isn’t going to have the time to interview dozens of  people a week AND keep the company running. Which means that you can expect your  interview to be run by seasoned professionals the implications of which we’ll explore in the  next section.  Meanwhile, that hot startup is likely not to have the same kind of HR machinery in place. Sure,  they might have a recruiter or even a team of them. But anyone who’s worked in a startup  knows that startups are, at best, benevolent dictatorships, not meritocracies. So no matter how  much HR theory and research those recruiters have at their disposal, ultimately, what the CEO  says, goes. Because, as any startup founder will tell you, “talent is my competitive advantage” and so they’ll want to oversee every last hiring decision personally. Machine interviews vs. bespoke Interviews When you’ve got experienced HR pros in charge of hiring as you do at big companies, the  interview process often becomes machine-like, for better or worse. Because the sheer number of  interviews is so great and because research suggests that a completely uniform process (e.g.,  every candidate gets the same exact questions) is the most effective and legal, non-discriminatory approach, you can expect a relatively standard set of questions, just as in our  opening scenario.  On the other hand, when the CEO’s in charge, she may be ignorant of HR best practices, thinks she knows a better way (noticing a trend here?), or both! The result is a bespoke process that’s  cut from the founder’s own cloth, even if she’s not doing every single interview. Whatever she  believes to be the most important criterion for success (e.g., “We need people who can handle  the pressure ask them how many golf balls can fit in a 747!”) becomes the governing dogma,  even if there’s little empi rical support for that approach. Passive interviewees vs. active interviewees The result of the HR-led, machine interviewing process is that the interviewee becomes  relatively passive. Since the interviewer has a formal list of questions to cover in a precise  amount of time, there’s relatively little opportunity for the interviewee to take ownership of the  conversation. Instead, the best they can do is prepare exhaustively and be ready for all the  typical kinds of questions.  In startup land, however, a few common factors create a window for interviewees to take  charge. First, the hectic life of a small firm coupled with the lack of formal HR responsibility  means that many interviewers will be winging the conversations, rushing in from an earlier  meeting. Indeed, it’s not uncommon for a startup interviewer to ask 2-3 questions and then turn  the tables over to the interviewee. Secondly, the fast pace of a startup means that the firm isn’t  just looking for pure potential that can be groomed over months of training, as with a big firm.  Instead, th ey need someone who can come in and hit the ground running. So being able to  drive the conversation with your own, active ideas is often better received than sitting back and  passively waiting to answer scripted questions. Vive la difference! So now you know why startup interviews can often seem so foreign to refugees from the big  corporate world. But instead of fretting about this unique approach, why not take advantage of  the difference?  Skip the weeks of ingesting corporate factoids, of painfully rote practice, of memorizing dull  stories of teamwork and business methodologies. Instead, put yourself in the CEO’s shoes and  imagine the huge challenges she’s facing. And then imagine the creative ways you can solve  them. So that way, when she leans back in her chair and asks you what you can do, you can  say, “I’m here to help. Here are three ways that I’m going to help you overcome your biggest  roadblocks. Now let’s get down to work.” Just remember to watch out for those Nerf darts!

Read This Before You Make That Big Life-Changing Decision

Read This Before You Make That Big Life-Changing Decision Are you about to make a drastic life-changing decision? Before you quit your job, buy a bed-and-breakfast, or otherwise turn your life upside down, consider the following questions: Are you financially secure? Making a career change normally takes three to six months, and even under the best of circumstances, its a stressful process. The last thing you need during that time is to worry about paying the bills. Before you take a drastic step, figure out your monthly debts and expenses and multiply by six. If youve got that much money stashed away, great. You can devote yourself to the process of creating change with 100 percent attention. If youre short of funds, you need to proceed with caution. If youre unemployed, you might want to take a part-time job while youre looking for something more permanent. Otherwise, the financial anxiety youre likely to feel will warp the process, and you may end up jumping at the first job youre offered, whether its right for you or not. Are your family and friends behind you? Once it becomes known that youre looking for something new, you want to surround yourself with people who will cheer you on. Equally important, you want to avoid people who arent supportive and there may be more of them than you expect. Among those killjoys could be your parents, who were probably raised in the Depression and may never have recovered; a few so-called friends and colleagues who will condescend, making you feel even worse; one or two people who will take pleasure in the thought that you fumbled the ball in some way; and the occasional jerk who will wonder, to your face or to your back, whether youve lost your edge. Most dangerous of all, there are those who will appear to commiserate and yet will somehow manage to project all their own anxieties on you. Its tough, theyll say, for someone in your field. No one wants to hire anyone over fifty. Youre the wrong gender. Youre the wrong color. The economy is a wreck. You dont stand a chance. Who needs that? Stay away from those nay-sayers and pessimists if you can. If youre lucky, your family and close friends will be supportive. If theyre not, contact the people you know who have made similar changes; try to forge a connection with younger friends and colleagues, who may be less intimidated by the implications of change; or step up to the plate and seek advice from a therapist or career coach. Better to pay for support than not to have it at all. Do you have a direction? Change for its own sake is pointless. You need to know where youre heading. But the reality is that early in the game, you may feel at sea.  You can determine a general direction, if not a specific goal, through three simple steps but only if you are completely honest with yourself: 1) Identify Your Guiding Principle: What one or two aspects of work mean the most to you? It could be money, travel, power, security, creativity, independence, exercising leadership, and so on. These big concepts are the first elements you want to identify because if your work life lacks them, it doesnt matter what else it may have, you wont feel content. 2) Name Your Preferences: Focus on some smaller concerns by answering the following questions: Are you attracted to multi-national corporations with thousands of employees or small, independently run enterprises? Do you like to work alone or in groups? Do you enjoy working in an office or away from an office? And if you prefer an office setting, is it important to have all the trappings or can you work in a cubicle? Are you comfortable in an open, free-wheeling environment where all ideas can be discussed no matter how bizarre or do you prefer a more structured situation? Do you prefer to work on salary or on commission? Because issues like these can determine your day-to-day happiness, its important to decide what really matters to you and what you can give up if you must.  For instance, many corporations have rules about how you decorate your office. Some companies will only allow employees to hang a single picture on their wall. That kind of rigidity bothers almost everyone, a least a little. But many people are willing to accept the corporate controls because they appreciate other aspects of the job, including the security they feel working for an established corporation.  Other people have zero tolerance for regulations like that. They value self-expression more than they value security and theyre not willing to compromise.  Only you know which group you fall into. 3) List the Industries You Find Appealing: Do you like education? Health care? The defense industry? Finance? Non-profits? What about travel and leisure, restaurants, fashion, or real estate? Are you interested in antiques, wine, or books? Do you have a secret desire to go into politics?  If youre lucky, the industry youre in is the industry that most interests you. But maybe youre bored with that world. Perhaps you took a wrong step twenty or thirty years ago, and now you find yourself marooned on an island you never really wanted to visit in the first place. Well, just because youve worked in pharmaceuticals or banking or insurance for most of your life doesnt mean youre stuck there forever. Plan your escape by making a list of the industries that appeal to you and do it with a spirit of optimism and possibility. This exercise may sound hokey. I have found it to be remarkably revealing and effective, for it encourages you to imagine. And imagination is the precursor to change. But is this exercise useful? Is it realistic to think that a person over fifty might change industries? The answer is its realistic only if youre passionate about it and if you prepare. That means gaining a thorough knowledge of the industry you want to get into; establishing a set of contacts within that industry; and finding a way to communicate within that industry that will distinguish you from others who are also trying to get in the door. It may also mean making a lateral move, taking a job thats a step or two below what youre doing now, or establishing yourself as a free agent. Is it worth it? If you care about the quality of life for the rest of your days, it is. A multitude of jobs: There came a time in my own life when I knew I had to leave Hill Knowlton, the public relations firm where Id been working for twenty years, and strike out on my own. I needed a clean break. Unfortunately, I wasnt sure what I wanted to do. So I started to fantasize. I thought, I could be a scriptwriter and there I was, in my imagination, wheeling down Sunset Strip in a convertible, ready to take a meeting. I could work in a foreign embassy and I saw myself dressed to the nines at the Court of Saint James, sipping a cordial after a state dinner. I could be a teacher, underpaid but gratified by the work I was doing. I pictured myself lecturing a group of students who would follow me with their eyes, rapt at my every word. In my fantasies, each of these occupations offered major satisfactions. But when I considered the pros and cons of those jobs, I grew indecisive. Fortunately, someone helped me out of my muddle: none other than Gerry Roche, the Senior Chairman of the Board of the search firm Heidrick Struggles International, Inc. Hes a high ­ level headhunter who is so well respected that his colleagues voted him Headhunter of the Century. Lucky for me, hes a friend. Gerry and I went to breakfast one morning at the Sky Club. I sat at one end of the table and Gerry sat at the other. Then he opened his briefcase and began pulling out job descriptions for searches he was conducting. He must have had forty or fifty job descriptions, and he forced me to consider each one as if it were being offered to me. Did I want to be a salesman? A banker? An airline executive? How about a social worker or a veterinarian? Gerry ran through a long series of possibilities. In the process, he helped me realize what I should have known instinctively that I love public relations and wanted to stay in that business. Only this time, I wanted to be my own boss. Everybody cant have Gerry Roche for a friend. But everybody can perform the same kind of exercise that Gerry put me through. I highly recommend it. You can do this exercise by checking out the jobs listed in professional journals, in the want ads, and on the internet. Im not talking about a job search here. Far from it. Im talking about an exercise in the imagination. It can make you appreciate the benefits of the field you are already in, and at the same time, open your eyes to fields that you might not normally have considered. Author:  Robert L. Dilenschneider  is the founder and Chairman of The Dilenschneider Group, a global public relations and communications consulting firm headquartered in New York City. He is the author of many books, including the best-selling  Power and Influence.

5 Team Building Ideas for Millennial Offices

5 Team Building Ideas for Millennial Offices Searching for team building ideas for attracting and increasing employee inspiration is a hugely researched topic and there are many ideas which should be considered. Here are some considerations for managers that can help them gain insights and trendy team building ideas within the teams. Keep your staff motivated With the start of the new millennium, the professionals entering into the workforce have to learn tactics which can keep the current generation of staff motivated. It is imperative to learn about what keeps them motivated to work in the organization year after year. They must also teach the team building ideas which can harvest them successfully in the future. Initiate a dialogue right from the day one It is observed that most of the professionals in the Millennial era stay with organizations for one or two years before moving to any other organization. There are many organizations which pay more attention to the personal development of an employee over their commitment. This means that if the employees are not getting the opportunities to advance themselves within the organization, then they will find some other place where they can. The best way to keep them from doing this is to have a dialogue with them when they have entered the workforce. This way, the employee expectations and the organization will grow in the same direction. Channel through the employees’ enthusiasm Millennials desire to have a sense of purpose in their designations within the workforce, and they also wish to be passionate about whatever work is given to them. If the manager understands that the employee wants to make a difference, then it is better to judge and keep the right people in the right position in order to get desired results. Listen to the employees There are certain factors and motivators which can serve the employee needs. It is better to listen to the employee ideas, give ear to their passions and make a relationship with them, which lead to their retention. Without listening, a fair share of relationship could not be developed. After listening to them, make alterations and implement the solutions which produce workable solutions for both of you: the employee and the organization. Team building After listening to your employee needs, focus on their passions and needs and align them with the need of the organization. One approach to do this is to develop well-thought out and self-motivated teams whose members work with each other to reach towards common goals. Of course, this is to the  benefit of the individual team and the organization both! The most  successful teams are those who learn to cooperate with each other and work on problem solving methods to give productive results. Team building requires working upon the establishment of group norms which promote the traits of trust, interdependence, genuineness and empathy within the organizations on the whole. Further, it is important for managers to include coaching skills with  their leadership style along with the team building ideas described above. The employees will take benefit from both: shared goals and victory. About the Author Edina Clark is an HR consultant and writer at write my essay. She likes to write about powerful team development tools which can help the organizations to enjoy success and victory with high levels of trust and collaboration within the organization.

NEW BOOK! 20 Little-Known, Insider Tips to Accelerate Executive Job Search - Executive Career Brandâ„¢

NEW BOOK! 20 Little-Known, Insider Tips to Accelerate Executive Job Search Is your executive job search taking too long?  Are you getting too few interviews, or none at all? If you answered Yes to both questions, it’s time to turbo-charge your search with the advice in my new ebook: 20 Little-Known, Insider Tips to Accelerate Your Executive Job Search . . . and Land a 6 Figure Job Faster! For instance, do you know: How to use to find employees at the companies youre targeting? How sending a thank you note can help you land a job at a target company . . . even after theyve rejected you for another job? In the book, you’ll find answers to the questions above, among other important little job search strategies that Ive learned over my 20+ years as a career professional. I selected these tips because it’s been my experience that most executives don’t know about them. That means both you and your job-seeking competitors probably don’t know these strategies. Following my tips can give you a distinct advantage over them, and propel you to land a great-fit new gig faster! To get an idea of the kind of valuable advice youll find here, you can read a popular blog post of mine that comes directly from the book, The 3 Most Important Profile SEO Places for Relevant Keywords. But in my new ebook, youll find a fourth important place for keywords. The tips in this book supplement the “bigger”, full-scope strategies detailed in my executive job search guide, 23 Ways You Sabotage Your Executive Job Search and How Your Brand Will Help You Land . . . A practical guide to executive branding, marketing your ROI value and navigating the new world of job search. As in my 23 Ways ebook, Ive included a bonus tip in this new one. So, youll actually get 21 winning strategies that can position you ahead of the competition! Read more about my new 21 Tips executive job search ebook, purchase it, and download it instantly.   00 0

4 Steps to Delegate for Success

4 Steps to Delegate for Success Delegate, Don’t Abandon While the concept of delegation is straightforwardâ€" authorizing one of your employees to do work for which you are ultimately responsibleâ€"it is often tricky in practice. There is a “delegation management continuum” bracketed by two extremes. One extreme is the micromanaging camp: they dole out a project in bite-size pieces and retain control. These managers want to approve each step, insisting that their staff do things exactly as they wouldo them. This approach often results in too many meetings and too much annoyance for their staff members. The other extreme is the abandonment camp: they assign a task and then leave the person on their own to figure it out without any support or guidance. These managers give their staff a general idea of the assignment and then walk away. While this approach can work when the staff member is ready and resourceful, too often it feels more like being thrown in the deep end of the pool, ready or not. Luckily, there is a wide swath of territory in between these extremes where a supervisor can delegate in a manner that leaves employees feeling confident, while being assured that support is readily available. Doing it right takes an investment of time up front, but it will save tremendous time and worry in the future. I spoke with Rita Sever, a leadership consultant and author of Supervision Matters: 100 Bite-Sized Ideas to Transform You and Your Team, who offered this four-step process for delegating effectively. 1. State the Process Don’t be coy about what you’re doing. Tell your employee that you are starting a process for delegating a task, responsibility, or project to them. Explain how the process will work and your expectation that they will give serious attention to each step in the process. Ask questions to ensure that they understand the assignment and that they know they are ultimately responsible for executing it. Give your employees a sense of the time frame, if you know it, and be clear about deadlines. Use language like, “You will be responsible for this in six months.” 2. Show Next it’s time to show the employee what you want them to do. You take the lead. For a simple task, this may be a five-minute demonstration. To define a responsibility, it may take a period of time until you have broken the responsibility into bite-sized pieces to outline the scope of the work. For a complicated, time-tiered project, this could happen over the course of an entire assignment. 3. Share Share the work as you start to let go, but don’t set the employee loose just yet. You listen to them answer a call, give them tips, perhaps even point out the answer if they forget something. Again, with a simple task this may be a quick one-time step. With a multi-step or time-dependent process, this will be more complicated. If you are training them to do a report, the share step might mean you ask them to gather the raw data and then you sit with them while they enter it into the system. All along the way, you continue to highlight that you’re in a process. You remind them that you’re sharing the work this time and that next time they will be expected to take the lead. 4. Support Let the employee take the lead but don’t abandon them. For example, let them answer calls for an hour and then check in with them. Ask them to plan the curriculum for a training program and you review it. Or ask them to come prepared to a meeting with a list of questions and a plan for the next step of the process. Remind them that they are taking the lead now and you are there to support them. If they run into anything that they’re not prepared for, help them problem-solve. Set up clear bench marks for the project so if there are problems, you will know. And when they have completed this round, acknowledge that they have stepped up to the task and that you feel confident that they can handle the responsibility. Stay in support mode even if it’s rarely necessary for you to actively help out. Through this four-step process you and your employee can be confident that nothing will fall through the cracks. Keep benchmarks in place as appropriate for the project. Delegating in this way also lets you trust that your employee knows what they are doing and that they will be successful in delivering the expected results. Join Dana Manciagli’s Job Search Master Class now and get the most comprehensive job search system available!

Twitter users are more likely to get job interviews -

Twitter users are more likely to get job interviews - Do you think of Twitter like this badge describes as a pointless exercise? It may be time to rethink! Have you ever considered the skills you use to leverage Twitter well? It is not rocket science, but it does require key abilities, and not everyone has them. Sending tweets that inspire people to read, retweet and reply requires an ability to communicate in the short form. It turns out this may be much more valuable than you might have realized! Now, a new study out of the U.K. is saying that Twitter users are more likely to get interviews! MyJobGroup.co.uk (www.MyJobGroup.co.uk), which boasts over 300 regional job sites across the UK analyzed 500 CVs from UK-based jobseekers and found a lot of overlap and repetition between them: One-third (37%) used exactly the same opening phrase; while the three most popular first-line words are experience (27.1%), skills (23.2%) and, ironically, individual (22.6%). The company believes job seekers who use Twitter are more likely to be shortlisted because they write interesting, eye-catching and succinct CV summaries which appeals to recruiters. TheNextWeb reported on this study: Professor Cary Cooper CBE, Professor of Organisational Psychology and Health at Lancaster University Management School agrees with the study, which was carried out by analyzing 500 UK CVs.   He said: When reviewing CVs for the first time, employers may only ever see candidates short summaries, so a job seeker with a standard, dull or uninteresting personal synopsis is less likely to be shortlisted. Is it Twitter use that trains people to write more succinctly, or does Twitter actually attract better writers in the first place? Professor Cooper seems to think the latter is true. Candidates who are innovative and novel in their use of language and identify themselves in a non-formulaic way are more likely to be people who use Twitter, or have their own blog. (Their) CV summary is more likely to be snappy, interesting and, ultimately, attention-grabbing. Twitter users more readily think about, and use, clever key words and theyre probably more expressive in an abridged style the art of getting to the point is not lost on people who Tweet. Maybe the question is a which comes first, the chicken or the egg? Do strong communicators naturally tend to use Twitter, or does using Twitter actually help hone those all important short-form communication skills? I think it is a little of both. There is no doubt that practice helps improve your skills in any arena. Malcolm Gladwells book Outliers asserts that you need 10,000 hours of practice to become an expert. Clearly, 10,000 hours of Twitter is a lot more than anyone would ever admit to having! However, the point that practicing a skill (in this case, identifying key words, focusing on getting across a message quickly, clearly and in few words) is important for job seekers. You may have heard the famous quote by Mark Twain, I didnt have time to write a short letter, so I wrote a long one instead. It takes more time and more skill to write something short! David Zinger lists three of Gladwells key elements of success: 1. Working harder than your peers. 2. Seeing things that others cant see. 3. Finding or creating a good fit between your cultural legacy and what you choose to explore. All of these factors impact peoples entree into social media. Lets face it using Twitter well (or having a blog), or even leveraging LinkedIn (a well known and accepted professional network) takes time and extra effort. Practicing being succinct and communicating in the short form (as written about in the book 140 Characters: A Style Guide for the Short Form by Dom Sagolla) is important and useful in todays tell it to me now, tell it to me fast world of sound bytes and text messages. It does not surprise me that people who engage on Twitter and social media are more likely to get interviews. How about you? Some posts to help you get started: Twitter chats can help you find a job. Indeed.com research shows Twitter is the fastest-growing word on job boards. Twitter isnt second nature for everyone. LinkedIn helps you find friends on Twitter. Use Twitter to help you find a job. Why use Twitter? What Twitter applications should you use for your job hunt? picture via jmilles