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Did you know that you can actually be hiding from employers and not even know it? It's true - You could be missing out on new job opportunities. Related: 4 Personal Branding Tips EVERYONE Needs To Know Statistics show that 90% of employers search online for candidates; and although social media sites such as LinkedIn, Facebook, Twitter, and job boards are great places to start—and be discovered, if your actual resume isn't online—you're missing out. We have 40+ sample resumes on our website; and almost every day, we're contacted by recruiters looking for candidates who match the qualifications of positions they are trying to fill. They found the resumes on our samples page by completing a keyword search on Google or some other search engine. Many times, recruiters aren't going to job boards to look for qualified candidates; they are simply typing the skills, areas of expertise, and specific qualifications into a search engine and then contacting the candidates who pop up. So how can you be the candidate who gets discovered by recruiters and hiring managers conducting search engine searches? Here are three great ways to start:


1. A Web Resume

Your resume as it's very own website. Your resume website has its own URL—which you can add to your LinkedIn profile, printed resume, networking/business cards, and pretty much anywhere else you can imagine. When a recruiter completes a keyword search the search engine will pull up your resume for those matching keywords.

2. A Professional Blog

Create your own professional blog and talk about your experience and skills, passion for your industry, or provide advice to readers. Consider adding a page to your blog that includes your resume and contact information as well so that recruiters can easily contact you when they pull up your blog.

3. A Professional Website Or Portfolio

Considering going the extra mile and creating an entire professional website or portfolio that highlights your career experience, includes a bio, samples of your work, a copy of your resume, professional headshot (if appropriate), and a contact page with links to all the sites you are currently networking on such as LinkedIn, Facebook, Twitter, and so on. If you opt for this route—which I think is a great idea—be sure to include the links to all the sites you're on, a copy of your resume, your e-mail address so they can contact you about relevant opportunities, and a compelling (but not too long) career biography that highlights some of your greatest professional accomplishments. You can always direct employers back to this site to learn more about you as a candidate—and find other ways to connect with you as well. Take note to practice due diligence and safety when posting your information online. You don't have to give your street address; and frankly, I would never include it online. You can provide your e-mail address in order to allow a potential employer to contact you; or you could include your LinkedIn profile address. If you have a P.O. box and are comfortable providing that on your web resume, you could do that as well; or just simply provide your city, state, and zip. Providing a phone number is really up to you and how you feel about putting that information out on the Internet. You can make yourself available online but not vulnerable. And that is what's important. Be smart about which information you post, but be diligent in getting yourself out there to be discovered for new job opportunities. This post was originally published on an earlier date. Disclosure: This post is sponsored by a Work It Daily-approved expert.
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Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.


All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for young the past? Do you have other tips to motivate your creative team? If so, please share them with me!

Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.

Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.

Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.

Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.

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