How to Find a Job in the Legal Cannabis Industry

Posted in BioBusiness, Career Advice

According to a recent report by the Cannabis website Leafly, America’s legal cannabis industry now supports more than 122,000 full-time jobs in 29 States and Washington DC. I

A recent article by Bruce Barcott entitled “How to Find a Job in the Cannabis Industry” offers some insights on the types of jobs that are available and how to land one.

He offered, like most industries the best way to land a job in the Cannabis industry is to network yourself into one. Also, working with a recruiting firm can be helpful.  Interestingly, recruiting firms and staffing companies that specialize in Cannabis jobs are popping up daily in many states where medical and recreational Cannabis are legal. However, before you take the plunge it is important to educate yourself to determine what is out there and whether or not you are a good fit for a Cannabis career.

So what do we know?  Most of the open jobs are in the Western states, California, Colorado, Oregon, Washington, Nevada and Arizona with a growing presence in Minnesota and Massachusetts. There are a smattering of jobs emerging in New York, Connecticut, Maryland  and Washington DC.  While 40 percent of open positions are specific to the Cannabis industry, roughly 60 are jobs that exist in other industries such as executive assistants, human resources specialists retail operations directors bookkeepers and staff accountants.That said, there are a number of Cannabis business operators who are looking for pharmaceutical sales representatives, or in horticulturalists from large commercial plant growing operations.

So question is: are there are any jobs in the Cannabis for the average Bio Job Blog reader?  The answer is YES!!!!!!  Here are a few examples: Laboratory chemist, operations manager, analytical chemist/production manager, software developer, food productions manager, and my favorite professional joint roller.  Of course there will be many more opportunities as the industry continues to grow (pun intended). That said, relocation is likely required but then again if you are qualified and possess the skills the company may offer a relocation package.  There is a ton of money being made in the industry!

Until next time…

Good Luck and Good Job Hunting!!!!!


Finding A Recruiter Who Is Right For You!

Posted in Career Advice

I am frequently asked by life sciences job seekers about the value of using a recruiter to aid in a job search.  Generally speaking, experienced life sciences job seekers (those with prior industrial experience) are the only individuals who may benefit from working with a recruiter on a job search.  In reality, recruiters tend not to work with more junior job seekers (e.g., graduate students or postdocs) because they lack prior industrial experience and a majority of the searches conducted on behalf of their clients specify that prior experience is an absolute requirement!

Before you begin the exercise of identifying a recruiter you may want to work with, it is important to understand a bit about the recruiting business works.  First, there are two kinds of recruiters–retained or contingency– and both are paid by the  hiring company not the job candidate.  Retained recruiters are paid an upfront fee (retainer) and a hiring fee whereas contingency recruiters are paid ONLY when their candidate is hired.  While hiring fees can vary widely, they are usually 15% to 30% of a candidates total compensation package.  However, in many cases, the hiring fee is a percentage of a candidates base salary rather than the total compensation package (which can include sign on bonuses and other cash incentives).

When searching for a recruiter, the best approach is to get a referral from a friend or colleague or to search Google or LinkedIn for recruitment firms or recruiters.  If you have heard a recruiter’s name mentioned before or read about them in industry publications that is a good sign that he/she is good at what they do and probably can yield positive results. Once you have identified several prospective recruiter candidates, it is a good idea to read their LinkedIn profile (they will all have one) or Google their names to see what has been written or said about them before making a final decision.

In my experience (as a recruiter and job candidate), it is best to work with only one or two recruiters at a time.  If you work with too many recruiters, your CV will be plastered all over the Internet and probably find its way (in duplicate, triplicate etc) onto the desks of every hiring manager in the life sciences industry. When different recruiters submit the CVs of the same candidate, it signals to prospective hiring managers that the job candidate is desperate for a job, over-exposed, under qualified and certainly not worth hiring.

After identifying a recruiter, send your CV along with an introductory note specifying the type of job that you are looking for, the reason(s) why you are looking for a job, whether or not you are willing to relocate and your compensation requirement.  If the recruiter is willing to work with you, he/she will get back in touch with you via the phone to conduct an interview to get to know you.  It is important to be as honest and as upfront with a recruiter as possible regarding your job requirements and professional and personal circumstances.  This information is confidential and it will enable the recruiter to identify job opportunities that may be right for you.  Withholding information will hinder a job search and also may interfere with job offers.

In many instances, recruiters will contact potential job candidates directly either through referrals from colleagues and friends or via your visibility in your field of study.  Ways to improve visibility include: 1) Articles in trade publications; 2)blogs;  3) activity on social media platforms including LInkedIn and Twitter; 4) Attending industry conferences and 5) Giving seminars and participating on panel discussions.

Finally, it is important to establish some ground rules with the recruiter you decide to work with. First, insist on confidentiality.  If a recruiter cannot guarantee this then it is not a good idea to work with them.  Second, demand that the recruiter contact you with each opportunity that he/she finds for you before they officially submit your name and CV to prospective hiring managers.  In other words, they must get you permission before they submit your name as a job candidate. Also, it is a good idea to tell the recruiter not to post your CV to job boards like Monster, Career Builder, SimplyHired etc. This allows you maintain control over your job search and to ensure that you are not over exposed.

Third, it is important to remember that most recruiters are contingency recruiters and because of this, there is a tendency to show your CV to as many hiring managers as possible so that the likelihood of successfully placing a candidate (and get paid for it) increases.

Fourth, good recruiters will initially ask for a copy of your CV to insure that it is properly formatted and constructed in the best way possible to showcase your talents and strengths. In many cases, recruiters will ask you to rewrite or modify the CV to maximize your candidacy for particular job opportunities. In my experience, recruiters who ask for you CV and provide little or no feedback are likely to be the type of recruiter that simply passes your CV  to as many hiring managers as possible with the hope that it may “stick” somewhere. I highly recommend not working with this type of recruiter.

Fifth, it is important to remember that recruiters are not miracle workers. It is true that they may have contacts at certain companies or have long standing relationships with others but at the end of the day it is really about what strengths, talents and skills that job candidates bring to the table.

Finally, working with recruiters is a good way to learn how to build relationships and it can help to expand your professional network and make connections. It is not uncommon for recruiters to contact persons that they have worked with in the past (successfully or unsuccessfully) for recommendations for a particular position that they are working on. And, if that job is one that you may be interested in, you can always tell them that you want to be considered for the opportunity!

Until next time…

Good Luck and Good Job Hunting!!!!!!!!


How Not To Use LinkedIn to Find a Job

Posted in Uncategorized

There is no question that LinkedIn has revolutionized the way in which professional can interact with and network with one another online. In the beginning, LinkedIn was new, fresh and exciting! Sadly, LinkedIn’s usefulness as a networking and job seeking tool is waning as much of the material posted in LinkedIn Groups (the best vehicle to look for jobs) is spam and ads by recruiting searching for qualified job applicants.

Despite its shortcomings, most employers allow their employees to post profiles on LinkedIn and permit them to visit the site during working hours. And, because of this, LinkedIn still has value as a job hunting platform. However, over the past several months I have noticed several troubling trends among jobseekers who are using LinkedIn to search for new career opportunities. To that point, I compiled a short list of things NOT TO DO when using LinkedIn to search for jobs.

Incomplete Personal Profiles
Like it or not, LinkedIn profiles are essentially electronic resumes. Not fully completing your LinkedIn profile is tantamount to providing a hiring manager with an incomplete and poorly prepared resume of CV. And, as most experienced jobseekers will tell you; this is the kiss of death. Also, many LinkedIn profiles do not contain personal photos. This is also a mistake. Prospective employers want to see whether or not potential candidates are professional-looking and are attentive to personal grooming. While posting an icon rather than a personal photo is OK, I highly recommend that serious jobseekers post a professional photo (not one that contains your pet or children).

Responding to Job Listings
There are many job listings and messages from recruiters on LinkedIn looking for qualified job applicants. I frequently see persons publicly responding to these ads and queries with “I am very interested; please check out my LinkedIn profile.” I am not sure what these people are thinking but do they really think that they are special enough for a hiring managers or recruiters (who screen thousands of applicants daily) to take time out from their busy schedules to look at their LinkedIn profiles? Also, publicly responding to a job ad is inappropriate. These responses should be private and not for everyone to see.

Publicly Listing Availability on LinkedIn
If you are unemployed or a recent graduate looking for a job, it is perfectly acceptable to post to LinkedIn that you are looking for a job. However, I seriously question the wisdom of persons who are currently employed and post that they are looking for new opportunities or publicly respond to posted job ads. Allowing your current employer to learn that you are not happy at your current job and actively looking for a new one is a good way to get yourself fired! If you are seriously considering moving on, I suggest that you privately respond to potential new job opportunities. The best way to do this is to send the person who advertised the job a LinkedIn note and ask that more information about the opportunity be sent to a personal e-mail address. It is important to remember that LinkedIn, like Facebook, Twitter and other social networks are searchable and anything posted to the networks can be found by performing a simple Google Search

Spamming and Inappropriate Remarks
Constantly posting the same messages, queries or “I am looking for a job” to LinkedIn groups is annoying, unprofessional and simply too spammy! This shows others that you are 1) inconsiderate, 2) self-focused and 3) desperate. And to be blunt, none of these characteristics will help you land a job! Further, you lose credibility and people tend to ignore your posts!

Also, do not post inappropriate remarks, express your true feelings or get into arguments with person on LinkedIn. Again, comments on LinkedIn are permanent and can and will be found by prospective employers and hiring managers if they look hard enough. To that point, while you may think that this is not going on in today’s extremely tough and competitive job market, then you are ill-informed and out-of-touch with today’s hiring practices.

I am sure that I have not identified all of the inappropriate behaviors that can be found on LinkedIn. Those of you, who want to add to my list, please do!

Until next time….

Good Luck and Good Job Hunting!!!!!!!!!

Optimizing LinkedIn As A Job Search Tool

Posted in BioJobBuzz

While LinkedIn is not considered by many to be a “true” social networking site (some consider it to be little more than a place to post an electronic resume), it is increasingly becoming the place to go to look for or find a job. Most recruiters and many hiring managers used LinkedIn to source qualified candidates for job open at their organizations. That said a well-thought-out and carefully written LinkedIn profile can make the difference between employment or not.

To that end, I came across a great article entitled “Five Minutes to Optimize Your LinkedIn Profile”. Its author, Ian Levine, provide some excellent advice and tips about how to craft a LinkedIn profile so that you will be found by recruiters and prospective hiring managers. Not surprisingly, the key to success is peppering your profile with keywords that are contained in standard job ads in your industry. According to Levine, LinkedIn appears to scan only four categories: Professional Headline, Titles, Specialties and Industries. LinkedIn scans these categories for frequency of the keywords selected.

One way that Levine recommends to assess whether or not your profile is a good one is to enter specific keywords that are consistent with the type of job(s) that you are interested in landing. If your profile comes up at the top (or close to it) of these types of searches than your profile is a good one. A failure to appear in the search results suggests that your profile may need some additional work to land a job!

Until next time…

Good Luck and Good Job Hunting!!!!!!


How Facebook Can Hurt a Career

Posted in Social Media

As social media popularity continues to increase, more and more hiring managers and employers are using it to vet prospective job candidates. A little over a year ago, it was estimated that roughly 30% of recruiters and hiring managers use social media to screen job applicants. Anecdotal evidence suggests that today, this percentage may have swelled to as much as 70 percent! 

Although LinkedIn is growing in popularity, Facebook is still, by far, the largest online social networking site. Unlike LinkedIn, which is billed as a “professional networking site,” Facebook remains a social networking site that is primarily used for recreational purposes or to stay in touch with family and friends. However, because of its gigantic size companies are increasingly relying on Facebook for promotional purposes and to recruit new employees.

Until recently, many persons with Facebook accounts paid little attention to the content that they posted to their profile pages. Unlike print and other traditional broadcast mediums, once something is posted to Facebook it is “in the ether” and it is exceedingly difficult to expunge or remove it. Consequently, an inappropriate image or damaging statement posted to a Facebook page will likely remain on the Internet into perpetuity— whether you want it to or not. And, in today’s fiercely competitive job market, employers are looking for any reason whatsoever not to hire a prospective new employee. Therefore, it is vitally important to understand the “dos” and “don’ts” of Facebook and other social networking sites to insure that their use does not interfere with or hinder a job candidate’s employability or future career development.

About a year, Erin Joyce of Yahoo Finance published a post about the impact of inappropriate Facebook use on career development. I have attempted to summarize her insights and tips in this post. To that end, this is what you SHOULD NOT do on Facebook

1. Post Inappropriate Pictures, Photos or Images

It is probably not a good idea for prospective employers or clients to see photos of you chugging a bottle of Jagermeister and obviously “hammered” or dressed up for a night out at a bar or club.

While you may think that your personal life is private, prospective employers may think otherwise especially if you voluntarily posted compromising or inappropriate photos of yourself to your Facebook page and they can find them via Google search. A willingness to post these types of images suggests that you may lack good judgment and not appropriately represent an organization or yourself in professional settings.

2. Complain About Your Current Boss or Job

Everyone complains about their job. However, it is one thing to verbally and privately rant and complain about your incompetent boss or lazy coworker but another to post it to a public forum for all to see! Posting these things to your Facebook page may help to reduce stress and make you feel better but it is probably not the wisest thing to do if you know your boss and co-workers have Facebook accounts or regularly chat with others who do.

3. Post Conflicting Professional Information

If your CV/resume indicates that you received your PhD degree from SUNY-Stonybrook but your Facebook page indicates that you matriculated from Columbia then at worst prospective employers may think that you are a liar or at best careless. Neither is good for jobseeker and discrepancies like these are sure to get your name off the short list for face-to-face job interviews.

4. Update Your Status with Ill-Advised Updates

If you are at work, it is probably not a good thing to update your Facebook status with “watching the NCAA Men’s Basketball Championship Game. Likewise, if you are employed it is not a good idea to update your status with “got hammered last night and decided to stay home form work today.” Statuses that imply that you are unreliable, deceitful, and anything that doesn’t make you look as professional as you’d like, can seriously undermine your chances at keeping or landing a new job.

5. Allow Friends to Post to Your Wall or Tag You in Photos

Erin was dead on with this one. She said: 

“You can’t control what your friends post to your profile (although you can remove it once you see it), nor what they post to their own profiles or to those of mutual friends. If a potential client or employer sees those Friday night pictures your friend has tagged you in where he is falling down drunk, it reflects poorly on you, even if the picture of you is completely innocent. It’s unfortunate, but we do judge others by the company they keep, at least to some extent. Take a look at everything connected to your profile, and keep an eye out for anything you wouldn’t want to show your mother.”

While Facebook can hinder or hurt employment opportunities, if you used correctly it can also help a jobseeker get hired. Therefore, if you are a jobseeker and already have a personal Facebook page, it is probably a good idea to set that page to private and only permit friends that you approve to view it. Once you have done this, create a second public profile for professional uses only. This page will function like an online resume and should only be populated with information that you would be comfortable showing or telling a prospective employer in face-to-face situations.

Like it or not, social media is here to stay and avoiding its use may signal to prospective employers that you are not technologically savvy or not particularly social: two vitally-important skill sets required by most employers.

For more ways to use Facebook as a job hunting tool check out this post!

Until next time…

Good Luck and Good Job Hunting!!!!!!


Online Networking Sites Have Changed the Job Seeking Paradigm

Posted in Social Media

Before the advent of social media, the only way job candidates could communicate to a hiring manager why they—rather than other applicants—were the right fit for a job was through a face-to-face interview. Conventional wisdom suggests that a skilled candidate who can also demonstrate a legitimate enthusiasm for a position is generally the applicant who wins out. However, the online world, specifically the social web, has changed all that.

Numerous studies suggest that over 70% of hiring managers screen prospective job applicants by trolling social networking sites like BioCrowd, Facebook, Twitter and LinkedIn. While some hiring managers do this to make sure that a potential new hire hasn’t done anything untoward or unseemly, the plethora of blogs, forums, Facebook and LinkedIn profiles and Twitter feeds enable them to get to know job applicants better than ever before. In some cases, a well-crafted and carefully managed Facebook or LinkedIn profile or blog can make the difference between a new job and unemployment.

This is not to say that jobseekers are required to have Facebook or LinkedIn page or Twitter feed to get hired. But, if executed correctly, they can help. That said, there are certain cardinal rules that must be followed to not run afoul of prospective new employers. These include:

  1. No swearing or use of foul language
  2. Do not post party or sexually-explicit photos
  3. Don’t say bad things about past employers or current co-workers
  4. Keep posts and status updates to a minimum and make sure that they are posted before or after working hours
  5. Avoid posting opinions about religion, sexual orientation and politics

Also, it is a good idea to Google yourself from time to time to see what the search results look like. Most employers routinely Google job applicants to acquire more information about prospective hires. As many social media gurus like to say “Google never forgets.”

Until next time…

Good Luck and Good Job Hunting!!!!!!!!


More Facebook Advice for Jobseekers

Posted in Career Advice

There is no question that Facebook is the de facto social network that almost everyone uses. It has become an important source of personal information and is routinely used by professional recruiters and corporate hiring managers to identify right-fit job candidates.

However, there are more nefarious individuals in the ether who may mine your social media data to steal your identity or burglarize your home.

According to it is not a good idea to post your address online or your mother’s maiden name (the answer to security questions on many websites). Also the folks at Identify Theft 911 recommend that you don’t add status updates to your Facebook page announcing to the world that you are away from your home or on vacation! Also, they recommend not using applications on social networking sites quizzes, which could expose personal information to the applications’ developer.

Finally, it is not a good idea to mention on Facebook or other social media sites where you were born or security question clues like the names of your favorite song, your best friend or your first pet.

While all of these recommendations may seem obvious, it is very easy to divulge personal information when updating Facebook or tweeting away on Twitter. Unfortunately, there are bad people out there who are willing to exploit others any way they can for financial gain.

Until next time…

Good Luck and Good Tweeting (be careful out there!)

Job Interviewing Etiquette

Posted in Career Advice

Jena Ellis who works over at sent me a well written treatise on interviewing etiquette. While I have made similar recommendations in the past, the post entitled “Top 10 Interview Etiquette Tips” adds a few tips that I didn’t mention in earlier posts.

I highly recommend that folks preparing for a face-to-face job interview read this before their interviews! As most seasoned jobseekers will tell you, it is the little things during the interview like handshakes, eye contact, politeness etc that can make a difference between a job offer or not!

Top 10 Interview Etiquette Tips

Interviews are similar to first dates – intimate, intimidating and generally uncomfortable. Even some of the most confident, smooth-talking people get sweaty palms and tongue-tied during interviews. Nerves are one thing, but tardiness, bad manners and distracting behavior are completely avoidable. Just like it’s rude to put your elbows on the dinner table and swear in front of a lady, the same kind of etiquette should be followed during an interview. In order to make the best possible impression and let your qualities shine through, you’ll want to follow these top 10 interview etiquette tips to seal the deal: 

1.  Be early

Arriving 10-15 minutes before your interview demonstrates punctuality and responsibility. It also shows that you take the interview seriously and value the interviewer’s time. Being early is always better than being late, but be sure to give the interviewer enough time to prepare and don’t catch them off guard with your presence.

2.  Use a firm handshake

A handshake is commonplace before and after an interview. Shaking the hand of you interviewer is both polite and respectful, but it also shows confidence and openness to the interviewer. With that being said, a flimsy, weak handshake can send the wrong message and make you seem nervous or unprepared. If you’re worried about the grip, strength and overall feel of your handshake, practice beforehand with a friend or family member who can adjust your shake.

3.  Dress accordingly

Dressing for an interview can be tricky if you don’t know what the normal dress is for employees and really depends on the company, occupation and formality of the interview. To be on the safe side, it’s advised that you wear semi-formal business attire because it’s better to be a little overdressed than underdressed in an interview. As a rule of thumb, you shouldn’t wear jeans, flip flops or any other casual wear to an interview, unless noted. In addition, avoid distracting clothes, jewelry, hairstyles or makeup that will detract from you and your job qualities.

4.  Turn off your cell phone

If your cell phone goes off in the middle of an interview, you can pretty much kiss the job goodbye. Not only is this incredibly rude, but it may ruin what could have been a good interview. Even if you say you’re waiting on an emergency call and try to sugarcoat it, the interviewer may not approve and you could lose a potential job offer. When in doubt, always silence or turn off your cell phone – you can survive without it for 30 minutes.

5.  Make good eye contact

Eye contact is one of the most basic and telling nonverbal communication signals that take place in an interview. Making good eye contact with the interviewer shows your attentiveness and interest in the conversation taking place. Whereas, wandering eyes or poor eye contact make you seem disinterested or uncomfortable in what is being talked about.

6.  Tone down your nervous habits

You may pop your knuckles, twirl your hair and bite your nails when you’re nervous, but these fidgety gestures can be overly distracting in an interview. You don’t want the focus to be taken off of you and directed towards your bitten pen or shaking leg. To ease your nerves, take deep breaths and relax your body so you won’t feel anxious and revert back to your bad habits.

7.  Don’t chew gum

Bottom line – chewing gum during an interview is unprofessional and shouldn’t be done. If you’re chewing loudly, smacking your gum and blowing bubbles, that’s all the interviewer will be able to focus on because it’s incredibly distracting and bothersome in a serious scenario. If you need to freshen your breath, have a mint or use mouthwash before the interview.

8.  Say your please and thank yous

Good manners are always a plus in an interview. If the secretary or interviewer asks if you want a drink, always respond with a please and thank you. When the interview is over, be sure to thank the interviewer for his or her time and giving you the opportunity to interview. You can never say thank you enough.

9.  Think before you speak

Even if the interview is relaxed and takes a humorous turn, don’t slip up by telling jokes, talking about religion or politics or using profanity during an interview. You may be tempted to impress or say something memorable, but it’s best to act professionally the entire time and think before you speak. You don’t want an offensive joke to be the only thing they remember from your interview and risk losing a great job opportunity.

10.  Send a thank-you notes

Immediately following the interview, you should send a handwritten thank-you card or e-mail to show your gratitude. Not only is this a polite thing to do, but it also gives you an opportunity to remind the interviewer of who you, what position you’re interested in and what you talked about during the interview. This will help you stand out in their memory and possibly give you a leg up in the job standing.

Until next time..

Good Luck and Good Job Hunting!!!!!!


Podcast Alert: BioCrowd Founder Talks about Using Recruiters to Find Jobs in the Life Sciences Industry

Posted in Uncategorized

Have you ever received a call from a “head hunter” who suggests that they might be able to assist you in your job search? Can professional recruiters actually help you find a job? Finally, have you ever wondered what’s in it for the recruiter if they don’t charge jobseekers a fee to help them with their job searches?

If you are curious about these and other questions, please listen to a podcast  of BioCrowd founder Cliff Mintz’s interview with Romi Kher, the host of Cornell University’s 10GoodMinutes ,a talk show that provides career advice for young professionals.

Until next time…

Good Luck and Good Job Hunting!!!

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Social Networks and Corporate Recruiting: Leveraging Employee Referrals to Find New Talent

Posted in Social Media

The advent of social networking sites like MySpace, Facebook and Linked In have been a boon to recruiters and human resources (HR) professionals. Social networks represent a vast and easily-accessible source of job candidates whose professional credentials and personal information are readily available to determine whether or not they may be potential new hires. While the effectiveness of recruiters and HR professionals to source new talent is debatable, I contend that there is nobody more qualified than employees at a company to identify prospective new employees who may bring value to an organization. A number of forward-thinking companies have realized that the best way to find “right fit job candidates” is to mine the social networking contacts of their existing employees. To that end, Appirio and Jobvite, two San Francisco, CA-based start ups, developed software platforms that allow their clients to link employee social networks and candidate sourcing solutions to employee referral programs. 

A hiring company that uses Appirio’s application, ask its employees who belong to Facebook to add the application to their personal pages. When new jobs are available, Appirio’s matching engine searches the Facebook pages of an employee’s friends and uses job titles, geography and key words to determine which friends might be a good fit for the available positions. Once identified, a friend receives a referral from the employee inviting him/her to apply for the job (if interested). If the “friend” is ultimately hired, Appirio’s application allows the company to identify which employee found the match and offer a referral bonus. To address privacy concerns, the list of possible matches is available to only to friends/employees—not the hiring company or Appirio.

Jobvite offers a similar service but in addition to Facebook, it also searches and mines friend/contact information from Linked In and Twitter. And, anyone who receives a Jobvite referral can also search his/her own network to identify suitable job candidates and pass it along again. Jobvite recipients who are hired can be tracked to the original sender, so that the employee can receive a referral bonus—even if the Jobvite referral has been passed from one inbox to another up to six times.

Despite the explosion of job boards, social networking sites and social media tools like Twitter, employee referrals are still the most effective way for jobseekers to find new jobs. The Appirio and Jobvite solutions represent a novel way to leverage employee relationships to match jobseekers with prospective new employers. However, in this job market, I wouldn’t sit around and wait to receive an Appirio or Jobvite invitation from one of your social networking friends. Instead, I recommend that you put your social networking sites to good use and tell everyone you know that you are actively seeking employment.  Because at the end of the day finding a new job is all about networking!

Until next time…

Good luck and Good Job Hunting!!!!!!!!!!


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