投简历的误区

In a tight job market, building and maintaining an online presence is critical to networking and job hunting. Done wrong, it can easily take you out of the running for most positions。 

Here are five mistakes online job hunters make.
1. Overkill.
Blanketing social media networks with half-done profiles accomplishes nothing except to annoy the exact people you want to impress: prospective employees trying to find out more about on you。
One online profile done well is far more effective than several unpolished and incomplete ones. There is just not enough time. Pick two or three, then cultivate a presence there。 
Many people make the mistake of joining LinkedIn and other social media sites and then just letting their profiles sit publicly unfinished. Just signing up for an account simply isn't enough. At a bare minimum, make sure you're connected to at least 35 people and make sure your profile is 100 percent complete. Members with complete profiles are 40 times more likely to receive opportunities through LinkedIn。

2. Forgetting manners.
If you write a blog, you should assume that hiring managers and recruiters will read your updates and your posts. A December 2009 study by Microsoft Corp. found that 79% of hiring managers and job recruiters review online information about job applicants before making a hiring decision. Of those, 70% said that they have rejected candidates based on information that they found online. Top reasons listed? Concerns about lifestyle, inappropriate comments, and unsuitable photos and videos。

3. Not getting the word out.
When accounting firm Dixon Hughes recently had an opening for a business development executive, Emily Bennington, the company's director of marketing and development, posted a link to the opportunity on her Facebook page. 'I immediately got private emails from a host of people in my network, none of whom I knew were in the market for a new job,' she says. ' I understand that there are privacy concerns when it comes to job hunting, but if no one knows you're looking, that's a problem, too.' 
Changing this can be as simple as updating your status on LinkedIn and other social networking sites to let people know that you are open to new positions.
If you're currently employed and don't want your boss to find out that you're looking, you'll need to be more subtle. One way to do this is to give prospective employers a sense of how you might fit in. You can prepare a positioning, or personal brand statement, that depicts who you are, what you do, and what audience you serve, so that people get a feeling for how you can benefit their company.

4. Quantity over quality. 
Choose connections wisely; only add people you actually know or with whom you've done business. Whether it's on LinkedIn, Facebook or any other networking site, it's much more of a quality game than a quantity game. A recruiter may choose to contact one of your connections to ask about you; make sure that person is someone you know and trust.
And there's really no excuse for sending an automated, generic introduction. Taking the extra five to 10 seconds to write a line or two about how you know the other person and why'd you'd like to connect to them can make the difference between them accepting or declining your connection request. It also doesn't hurt to mention that you're more than willing to help them or introduce them to other people in your network.

5. Online exclusivity.
With the larger number of people currently unemployed (and under-employed)， many employers are being inundated with huge numbers of applications for any positions they post. In order to limit the applicant pool, some have stopped posting positions on their websites and job boards. 
Scouring the Web for a position and doing nothing else is rarely the best way to go. When job-seekers choose to search for jobs exclusively online- rather than also include in-person networking-they may be missing out on "hidden" opportunities. Higher-level jobs are not posted as often as lower-level jobs online. In-person networking may be needed to uncover these higher-level positions, which may be filled by executive recruiters.