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Your profile photo on LinkedIn is very important. Did you know that profiles with pictures attract 50-70 percent more inquiries than profiles without pictures?

Here are some tips for your LinkedIn photo:

• Don’t use an old photo. There are few things worse than meeting someone for the first time and not recognizing them because the profile on their LinkedIn profile is from 10 years ago (or longer)!

• Use a photo of you in your profile — don’t use a photo of an object.

• Consider using a full body shot of you sitting or standing. At a minimum, your photo should include your head and shoulders, not just a close-up of your face.

• Smile! Radiate warmth and approachability in your photo.

• Photos should be professionally done, if possible (but not Glamour Shots).

• Wear your most complementary color. Bright colors can attract attention, but avoid patterns.

• Don’t have other people in your photos (and don’t crop other people out of your shot — there should not be any errant body parts in your LinkedIn photo!).

• Make sure the background in the photo isn’t distracting.

• Relax. Look directly at the camera.

• Take multiple shots and ask people their opinion on which one makes you seem most “approachable.”

• Tips for Men: Wear a dark blue or black dress shirt. No t-shirts or Hawaiian shirts. No busy or crazy patterns.

• Tips for Women: Wear something you feel comfortable in. No t-shirts. No big or busy patterns. Soft, dark v-necks look great. Black always works; avoid white. If possible, your hair and makeup should be professionally done.

• Don’t Dismiss LinkedIn as Something Only for People Who Are Looking For a New Job or People Outside of Retail. The best time to build your LinkedIn profile, connect with people, and participate on LinkedIn is now, before you need it. If you find yourself suddenly unemployed and decide that now is the time to start using LinkedIn, you’re going to be playing catch up. Instead, take time to “dig your well before you’re thirsty,” as author Harvey Mackay says.

• Don’t “Set it and Forget It.” Your LinkedIn profile is an evolving snapshot of you. You should be updating it regularly with new connections, status updates, and activity (within LinkedIn Groups and LinkedIn Answers, in particular).

• Don’t Ignore It. Check in on LinkedIn regularly; at least every other day if you are in active job search mode; at least once a week for passive jobseekers. Plan on adding one new status update each time you log in.

• Don’t Be A Wallflower. LinkedIn is most effective when you engage with it. Seek out opportunities to connect with thought leaders in your industry. Join 3-5 Groups and participate in conversations. Respond to, or ask, questions in the LinkedIn Answers section.

• Don’t Be Selfish. You will get more out of LinkedIn if you focus on how you can help others, not how they can help you. The phrase “give to get” is very powerful on LinkedIn. You can earn the respect of your peers and people of influence if you “help enough other people get what they want,” in the words of Zig Ziglar.

• Don’t Wait For Others To Find You. Use the LinkedIn People Search function to look for people you know and invite them to connect with you. You should aim to add 2-5 new connections each week if you are a passive job seeker, and 6-10 connections a week if you are actively searching for a new job.

• Don’t Forget to Explore the People Your Connections Know. One of the most powerful functions of LinkedIn is the ability to connect you with people who are connections of the people you know. Follow LinkedIn’s guidelines on connecting with these folks, however (using InMail or requesting connections through your mutual friend), so that your account is not flagged for spam.

• Don’t Indiscriminately Try to Connect With People. One of the strengths of LinkedIn is the connections you make, but it’s not a race to get to 500 connections. Have a reason for each of the people you connect with — either it’s someone you already know or are related to, or someone it would be beneficial to connect with. If you don’t know someone, get to know them a bit before sending a personalized connection request. (You can do so by seeing who you have in common — or who they are connected to, checking out their LinkedIn summary and work history, visiting their website or blog, and seeing what Groups they belong to).

• Don’t Forget to Check Out “LinkedIn Today.” On your home page of your LinkedIn profile is a roundup of stories that LinkedIn thinks may interest you. Check out these “Top Headlines” to stay abreast of important information in your industry.

• Don’t Forget to Give Recommendations. Acknowledge and recognize the contributions of people you know by providing unsolicited, genuine Recommendations for them.

• Don’t Restrict Your LinkedIn Networking to Online Only. Use LinkedIn to connect with people but then request in-person get-togethers, when possible. Meet for coffee, or lunch, to catch up. The LinkedIn “Events” section can also alert you to in-person gatherings in your industry or geographic area.

If your goal is to Get Out of Retail, you must have a good resume and LinkedIn profile. To get the most out of your LinkedIn profile, make sure you do these four things:

1. Complete Your Profile. Your profile is the “front door” to your LinkedIn account. First impressions matter — so make sure you’ve made your profile as complete as possible. As an added benefit, your LinkedIn profile generally ranks high in Google search results for your name, so make sure your profile is up-to-date, accurate, and complete.

POWER TIP: Your LinkedIn profile should complement — not duplicate — your résumé. Be especially careful to ensure the two are in sync, as prospective employers are likely to Google you and will compare the two.

2. Grow Your Connections. There are two schools of thought when it comes to LinkedIn connections. You can choose to connect selectively, accepting invitations only from those you know and trust, or you can use LinkedIn to grow the network of people you know. You can connect with people you meet through Groups and get introduced to people you don’t yet know offline.

POWER TIP: The power of networking lies in “friends of friends,” so the larger your network, the easier it will be to connect with someone you don’t know (yet). Remember the principal of “six degrees of separation.”

3. Give To Get. Authentic, genuine Recommendations can make or break a LinkedIn profile (just like references can for a job candidate). Instead of sending out those presumptuous LinkedIn “Can You Endorse Me?” emails, select a handful of people in your network and write Recommendations for them, without asking for one in return. You will be surprised at how many people will reciprocate.

POWER TIP: Make sure your Recommendations are specific and detailed. When reading the Recommendation, you should be able to tell exactly who it was written about. Quantify accomplishments (with percentages, numbers, and dollar amounts) as much as possible.

4. Get Involved. Join some LinkedIn Groups. Groups are the “water cooler” of the social site. You can find Groups for school and university alumni, your former and current employers, trade groups, industry associations, and more.

POWER TIP: One way to establish yourself as an expert on LinkedIn is to start your own Group. For example, you might consider starting an online job club centered around your industry or geographic proximity.

Most likely, if you’re reading this blog post, you’re already involved in your job search and you’ve put a lot of time and effort already into writing your resume–hours probably.

But did you know that most employers spend less than one minute looking at each resume?

Purdue University’s online writing lab suggests that employers only spend about 35 seconds looking at your resume–that’s it. That’s why it is highly important for you, the job seeker, to think not only about the words and the information you put on your resume, but also the way you format the resume so that any potential bosses can size you up–favorably–in about 35 seconds.

Here are some tips to help you create the dynamic, eye-catching resume you need to land the job you want:

1. Balance the blank space and printed space on your resume. Do this by printing a page and dividing it into quarters–two on the top of the page and two on the bottom. Does each of the four parts have about the same amount of printed area versus plain paper? Purde University recommends putting the information you want to highlight most in the top right square–that’s where readers’ eyes will go first when they look at your resume.

2. Does your layout include columns? If so, use no more than three columns because the reader’s eye will stop after coming to the bottom of each one. If you have more columns, the reader will have more stops, which will eat up the precious 35 seconds they’ll probably be looking at it.

3. Use different fonts and bold, italics or CAPITAL LETTERS carefully. Too many can be confusing for the reader, and not enough can make people’s eyes skip through too quickly, missing important information. Using two fonts is generally considered okay.

4. Enlist one or more friends to look at your resume while you time them for a short period. How much can they remember from your resume after one minute? Thirty seconds? How about 20 seconds? Use this technique to make sure that your most important skills and experience leap off the page for the reader.

Finally, if you aren’t comfortable with writing your own resume or other career marketing documents, consider hiring a professional. Find professional resume writers and career coaches through The National Resume Writers’ Association.

Money is usually the most sensitive issue in the hiring process. Discussing compensation often causes anxiety for both employee and employer.

Money may seem like the biggest factor in accepting a job, but it can often cloud your decision-making process. Don’t accept a job that you’re not enthusiastic about simply because the starting salary is a few thousand dollars higher than what you’re currently making. It’s probably more important to find a job that lets you do something you enjoy. Ask yourself whether the position presents a career path with upward movement and long-range income potential.

Confidence is important in negotiations. You’ve probably heard the phrase, “Negotiate from a position of strength.” Strength comes from confidence. Confidence comes from being prepared (doing your homework), reaching the right decision-maker, having the right timing, and knowing what you want out of the negotiation. One of the best things you can do to boost your confidence is to practice (role play) your salary negotiation with someone. Ideally, practice with someone who has negotiation experience — for example, a friend or neighbor who is in sales, or who is a lawyer.

Even in a “bad” economy, it is worthwhile to negotiate your salary. In fact, in a 2012 survey conducted by Robert Half International, a global staffing firm, more than one-third of executives interviewed said they are more willing to negotiate salary with top candidates than they were a year ago. In a survey conducted by the Society for Human Resource Management, four out of five employers (80 percent!) said they are willing to negotiate compensation.

If you’re getting a job offer — and salary discussions usually don’t happen unless you’re a serious candidate — negotiation is an expected part of the process.

What’s the worst that can happen? You may not get all that you’re asking for. You may only get some — but that’s more than you started with. It’s rare (extremely rare!) that a job offer would be rescinded simply because you ask for more money.

Have a positive attitude about salary negotiations. Negotiation is basically a process which could benefit both parties. Understand your needs and those of the company. It is possible to reach a win/win solution. Don’t be aggressive or demanding when negotiating salary or a raise. Keep your tone friendly and civil.

Negotiating a higher starting offer initially can make a big difference in your pay over the long-term. In addition to getting more cash up front, your annual raises will also be based off a higher starting salary.

Let’s say you accept an offer of $30,000 for a job and are given annual pay increases of 3 percent. After five years, you’ll be making $33,765. On the other hand, if you negotiate a starting pay of $33,000 (a 10 percent increase), after five years, your pay will be $37,142. The individual who started at $30,000 made $159,274 during those five years; the person who negotiated a starting salary of $33,000 made $175,191 — a difference of $15,917.

One of the easiest ways to find out salary information is online. There are websites that offer solid salary information, including:

Salary.com
http://salary.com/

Payscale.com
http://www.payscale.com/

Glassdoor.com
http://www.glassdoor.com/index.htm

The Riley Guide Salary Guides & Guidance
http://www.rileyguide.com/salguides.html

SalaryExpert.com
http://www.salaryexpert.com/

Bureau of Labor and Statistics (Wage Data by Area and Occupation)
http://www.bls.gov/bls/blswage.htm

Occupational Outlook Handbook (Earnings)
http://www.bls.gov/oco/

Robert Half International Salary Guides (accounting, finance, financial services, technology, legal, creative positions, administrative jobs)

http://www.rhi.com/salaryguides

You can also do a Google search for “average salary for (job title).” This can sometimes lead you to more specific salary data for a profession.

When using sites like Payscale.com and Salary.com, compare job responsibilities, not job titles. A job title can mean different things at different companies.

“Résumés win interviews, but references win job offers,” says Martin Yate, author of the “Knock ‘Em Dead” series of career books.

Reference checks are important for both job seekers and employers. References are a chance for employers to add to the information they learned from your résumé and in the interview — and what they find out from your references will either confirm their desire to hire you, or make the decision not to extend the job offer. A great reference will help the hiring manager feel good about their decision to hire you.

Reference checks are often part of a comprehensive employment screening program, which can also include verification of employment eligibility as it relates to immigration status, credit checks, and background checks.

According to a 2010 Society for Human Resource Management (SHRM) survey, 76 percent of organizations conduct reference background checks for all job candidates. The survey defined “reference background checks” as verification of information provided by a job applicant or communication with people regarding the job applicant. This statistic did not include credit and criminal background checks.

Job seekers applying for positions with access to confidential information (related to other employees or the company’s clients) were most likely to be subject to reference checks, as were candidates for financial positions, information technology jobs, and frontline/customer-facing positions.

Some companies will check your references; some won’t. You should prepare your references for the companies that do (as well as for the ones that ask for your references, but never use them).

The first step is identifying who you should consider to be your references.

Selecting Your References
Generally, a potential employer will want at least two of your references to be former employers. The advantage of preparing your references is that you can take the upper hand and identify the “best” references and control who you offer the employer as your references. (You can provide your list of “preferred” references, in the order you’d like to have them contacted. That doesn’t guarantee that the prospective employer won’t contact people who aren’t on your reference list, but sometimes they will take what you give them.)

You will want to select 3-7 individuals to be your “preferred” references. These individuals may be current or former managers or supervisors, co-workers, peers, or team members, current or former customers of the company, vendors or suppliers, and people you have supervised. If you don’t have recent work experience, it can be members of committees you volunteer with, or pro bono clients (unpaid work experience is still work experience!). If you have recent educational experience, you can also ask professors, faculty members, and advisors.

Select someone who knows your work well. You want someone who has seen you in action and can speak to your abilities. It’s better to have someone who can speak to your skills and accomplishments than a “big name” on your list of professional references. If someone seems hesitant to serve as your reference, ask someone else.

There are a couple of reasons to also consider including “personal” references. These individuals meet the criteria of providing “character” references. The main criteria for personal references is that it should not be a relative. A personal reference should know you well, and have known you for a significant period of time (at least five years). Possible personal references include business acquaintances, coaches, neighbors, and community leaders.

Start Contacting Your References Early
The best time to start thinking about your references is when you’re putting together your résumé, not when you’re submitting applications. You shouldn’t wait until you’re getting called in for interviews to contact people you want to use as references.

It can take some time to track down and reach references, catch them up on where you’re at in your career, and obtain their contact information. You don’t want to try to do that while you’re researching and preparing for a job interview.

If you’re also asking your reference to provide a Recommendation for you on your LinkedIn profile, you also won’t have all of your Recommendations coming in on the same date, or within two or three days of each other.

Also, having your references ready when they are requested shows professionalism. If your goal is to get a job, you should be ready to provide references when asked.

Getting Permission From Your References
Once you’ve decided who you would like to be your “preferred” references, you should always contact these individuals and ask permission to use them as a reference. Call your references directly (don’t just email them). Ask for an in-person meeting, if at all possible.

Keep in mind: Not everyone you’ve worked for — or worked with — will be a good reference for you. You want a reference that can be as enthusiastic about you as you are about getting the job. Not all potential references will be able to provide this kind of stellar recommendation. But some of your references may be hesitant to say no to you directly if you ask.

So you can give them a way to let themselves off the hook, without turning you down directly. Instead of asking, “Will you be a reference for me?” Ask them, “Do you feel you know me well enough to serve as a reference for me?” Or ask, “Will you be a great reference for me? (If the answer is anything less than enthusiastic, you can collect their information, but not list them on your “preferred” reference list. It’s perfectly fine to ask a reference to support you, but then not use them on some jobs, or not at all.)

This is also an appropriate time to ask them for a LinkedIn Recommendation (check and see if they are on LinkedIn first, as they will need a LinkedIn Account to recommend you).

You also want to update them on what you’ve been up to (especially if they knew you at a previous job) and what you’re looking for in your next job.

Immediately send a letter or email thanking them for serving as a reference, and provide a current copy of your résumé (or let them know you will be sending them a copy of your résumé soon, if it is not yet completed).

What To Do With Your References
Now that someone has agreed to be a reference for you, then what? Prepare a references page that you can give to a prospective employer (or email). It should match the format, font style, and font size of your résumé, with the same contact information.

Use this format for each reference:
Name Jan Jones
Job Title Supervisor
Current Employer ABC Company
Address* 25 Whitehall Lane
City, State Zip New York, NY 10010
Phone Number** (310) 555-0932
Email Address Jan.Jones@ABCCompany.com
– How You Know the Person*** – Former Supervisor at XYZ Company
and How Long You’ve Known Them for three years (2007-2010).

* Do include the address. Few companies will write to your references, but it can help the person checking the reference to know where they are calling (East Coast vs. West Coast, Europe).

** List the best phone number to reach your reference, and also provide times of day to reach them, if possible – i.e., daytime (8 a.m. to 5 p.m.)

*** Including how you know the person gives the person checking the reference some context as to who this person is to you, and what information they can supply.

In addition to your list of references and contact information, you can also provide another page that includes excerpts from or reprints of your LinkedIn Recommendations, but in hardcopy format. LinkedIn Recommendations and excerpts from letters of recommendation can also be included on your résumé (sometimes they are used in an “Endorsements” section).

When should you give your references to an employer? The easiest answer is: When you’re asked. Sometimes you’ll be asked on the initial application. Other times, you’ll be asked in the job interview itself. If you’re not asked, it’s fine to offer them at the job interview.

Never submit your references with the résumé and cover letter. Don’t put “References available upon request” on your résumé either. Prospective employers know you’ll provide your references when they ask for them! Use that space on your résumé for something more useful.

Preparing Your References When You Have a Job Interview
When you have been contacted for a job interview, contact your references and let them know. Forward a copy of the job posting, if you have one for the position. If it has been a while since they agreed to be your reference, ask if it’s still okay to list them as a reference. Make sure they have time to respond if they are contacted. If they say “Yes,” let them know you will contact them after the interview to keep them in the loop.

References should be kept updated often so they are aware of what is going on with your search. If you provide their name as a reference for a particular job, contact them right away after the interview to let them know. Give them the company name, position title you’re seeking, and the name, title, email address, and phone number for the person who may be calling. Let them know some of the critical challenges and responsibilities of the position so they will be prepared to discuss specific skills, experience, and achievements from their work with you. Ask them to let you know if they are contacted about a particular opportunity. (When they do let you know, ask what kind of questions they were asked.) This not only allows you to find out what information was collected in the reference check, but also can prompt you to write them a handwritten thank-you note, thanking them for their support.

If your job search continues for a long period of time, it’s likely that your references will have been contacted a number of times by prospective employers. It’s important to continue to check in with your references periodically to receive their continued permission for being contacted as a reference.

What Are References Typically Asked?
According to the 2010 SHRM survey, information verified in personal reference checks most often includes:
• Former employers (job titles, dates of employment, salary information)
• Degrees, school attendance, and academic accomplishments
• Responsibilities in previous positions held

Companies are also likely to verify licenses and certifications, check for professional disciplinary action (or malpractice suits), authenticate military discharge information, and double-check public speaking engagements or articles published.

Prospective employers are generally trying to evaluate your qualifications for the position, but also the “intangibles” that would make you a successful hire — and a good cultural fit — for the company. To that end, the reference checker (which may be the hiring manager) may ask about your communication, planning, decision-making, interpersonal, and leadership capabilities, as well as your technical skills and personal attributes/qualities.

The two items most likely to derail a job offer are discrepancies in dates of previous employment and degrees conferred. These are also two of the easiest items to check, as they can be verified with an institution directly, instead of with a specific individual (i.e., a direct supervisor, in the case of verifying job responsibilities).

Legal Implications of References — and Dispelling Common Myths
Companies should secure your permission before contacting your references — but keep in mind that simply providing contact information for references may be construed as permission to contact, in many cases. Some companies will require you to sign a release form. Read it carefully, as it may authorize the company to contact unnamed references as well (people not on your “preferred” reference list). The release form may also authorize the company to conduct a background check (to see if you have any criminal or civil legal issues, such as misdemeanor or felony convictions) and/or credit check (to examine your financial background).

One myth about reference checking is that your former employer can only provide your dates of employment, position titles, and salary history. This is not true. Legally, an employer can provide as much information as they want about your tenure with their company. While some companies establish this as a policy for their employees, it is not a universal regulation. Sometimes, even if it’s company policy, individual managers may simply ignore that.

However, the information provided in reference checks must be factual. This doesn’t mean that the person providing the reference can’t give their opinion of the employee — even if that opinion is negative.

Remember too, that one of the purposes of references is to help a prospective employer have the confidence to hire you. If you know your company’s policy is the “name, rank, and serial number” approach — and they won’t allow more information to be disclosed, you need to make sure you provide references outside of current employees who can provide that additional dimension.

Also, be aware that companies can refuse to provide a reference (and they don’t have to give a reason why). If your former company’s policy is not to give references, it’s important to know this, and share this information with your prospective employer, so they won’t think that the company just won’t give a reference for you. In these situations, include a former manager or supervisor on your “preferred” reference list, so they can get information about your time with that company (particularly if the employment was recent, or you were with the company for a long time).

What To Do About Negative References
Sometimes, you may suspect that a reference (usually not someone listed on your “preferred” reference list) is keeping you from getting offers, you can hire a company to contact your references and inquire about you. The most well-known of these firms is Allison & Taylor. You will pay $79-$99 per reference, and will receive a written report.

The company says that approximately 50 percent of all reference checks they conduct uncover negative input from the reference. Once you know what is being said, you can take action, including talking to the reference or even working with an employment attorney to write a cease-and-desist order. It sounds drastic, but negative references can keep you from getting a job offer.

References: Next Steps
After you land your new job (and send your references a thank you letter for their role!), remember that maintaining your network should be an ongoing process. Keep in touch with your references occasionally, sharing good news, information, and resources. Don’t wait to communicate with them until you need them for your next job search.

Continue to build the list of Recommendations on your LinkedIn profile. In the future, more of the preliminary work of employment screening will be done by checking information available about you online (especially using Google), and this includes your LinkedIn profile. By keeping it up to date now, and building a bank of Recommendations now, you’ll improve your chances of landing the job offer in the future.

Why Get LinkedIn?
LinkedIn is the top social networking website for jobseekers. As Jeff Weiner, CEO of LinkedIn, explains it, “Post a full profile and get connected to the people you trust. Because if you’re connected to those people and you posted a profile, then when other people are searching for people, they might find you.”

With more than 120 million registered users — and adding two new members every second — the rate at which your network expands on LinkedIn can be truly amazing. A hundred strategic contacts could mean access to millions of people in a short amount of time. You’d have to attend dozens — or hundreds — of in-person networking events to equal the reach you can get on LinkedIn.

LinkedIn allows you to leverage the power of your network — the people you know, and the people those people know — to help you connect to the person (or people) who are in a position to offer you a job.

As the co-founder of LinkedIn, Reid Hoffman, puts it, LinkedIn is about “connecting talent with opportunity on a massive scale.”

Executives from all Fortune 500 companies are on LinkedIn. And 59 percent of folks who are active on social networking sites say LinkedIn is their platform of choice, according to a June 2011 report from Performics and ROI Research.

But author Guy Kawasaki puts it best, “I could make the case that Facebook is for show, and LinkedIn is for dough.”

Why LinkedIn Is Important In Your Job Search
Once upon a time, attending networking mixers, industry events, and Chamber of Commerce meetings were the best way to make new connections and build business relationships. Now, these activities have moved online within the LinkedIn community. Much like networking in person, professionals interact on LinkedIn with the explicit intention of making business connections.

With LinkedIn, you get all the benefits of networking in person, with less of the hassle. Instead of going from business lunch to business lunch hoping to meet people, LinkedIn provides a platform for you to specifically search and research individuals who you know will directly add value to your job search.

Employers and recruiters use LinkedIn to locate both active jobseekers and those who aren’t necessarily looking (passive candidates). They also use LinkedIn to vet job candidates before making an interview invitation or extending a job offer.

The ability to identify, research, contact, follow-up, engage, and maintain your contacts in one place is the power of LinkedIn. Its ability to facilitate business networking is unmatched by any other social network. Essentially, your LinkedIn profile is a résumé, business card, and elevator speech all rolled up into one.

However, your LinkedIn profile is not your résumé. LinkedIn is a personal branding page. You need both a résumé and a LinkedIn profile, and they should be in sync with one another, but not be exact copies. The information on your résumé should match your profile (in terms of positions you’ve held, your educational credentials, etc.), but the content you include on your LinkedIn profile will be different than what is included on your résumé.

How To Set Up A Basic Account
Setting up a LinkedIn account is a quick and easy process. You can be listed in just five minutes. However, speed is not the objective if you want to use LinkedIn to facilitate your job search. Rushing could lead to a sloppy profile that doesn’t represent you well — or may even prevent you from getting called for an interview.

Basic memberships in LinkedIn are free. For most job seekers, the free option is adequate enough to effectively network on the site. (If you find you need the paid functionality, you can always upgrade your account later.)

To get started:

Go to LinkedIn.com. Fill in your first and last name, email address, and password. Then click “Join Now.”

Important Note: If you are conducting a confidential job search, be sure to un-check the “Career Opportunities” option under “Contact Preferences.”