Why aren’t we getting hired? We’re perfect!

So I finally came across a great article on Career Builder titled, “So you think you’re a great candidate, do you?” Kate Lorenz, the author, claims that it’s time for some tough love and we can’t just rely on the fact that we are in a great recession. Easy to say for someone who is probably working at Career Builder but we’ll let it slide as her advice is actually relevant.

1. The point here is that we all think we are great at what we do, so then why aren’t we getting hired?  Perhaps it’s because we’re looking in the wrong industries.  She suggests that everyone do their research and find out which industries and companies, specifically, are hiring and then go after the jobs posted at those companies. “Become an expert in the field you want to work. The more you know, the more you can show it in your applications and interviews. And that will show an employer what an asset you’ll be.”  So, take some classes and expand your skills!

2. The next order of business is the resume. As I’ve mentioned before, I now have 8 versions of my resume…crazy, maybe, effective, I think so.

What Kate suggests is, ” Change the format. Add quantifiable results. Each time you apply, make sure you’re resume is telling each particular employer that you’re a match for that job.

Try this: Show your resume to someone you know who has actually hired someone before; ask for feedback and use it to improve your resume (if it’s negative, try not to take it personally). While that person may tell you something you don’t want to hear, it will be to your benefit.”

3. And finally, I’ve always been told that people like me and that I make a great impression.  So then, why aren’t I good enough? “If you’re getting called for interviews but not invited back for a second round or receiving offers…

Try this: When you find out that you’re no longer in the running for a job, ask for feedback. Try: ‘Thank you for considering me for the position. May I ask what it was about me or my qualifications that disqualified me as a candidate? Any feedback would be appreciated.’ Hopefully, the hiring manager will tactfully respond with something constructive. Whether delivered with tact or not, (again, try not to take it personally) take that response and apply it to your next interview.”

The problem with the above advice is the following, and this is straight from an HR manager’s mouth: “Candidates ask me for feedback and where they can improve, and I don’t have that kind of information.”

So what are MY personal tips on all three of the above?

1. I agree, you should do research on industries and companies.  I have a mental list of companies that I’d love to work at and every now and again I go to those specific websites to check out new job postings.  Also, if I haven’t heard back about a position I applied for I do some serious sleuthing and figure out who the HR manager or recruiter may be and then contact him/her directly.

2. As for the resume, I agree 100%.  Revise, tweak, rearrange, delete, add.  Do whatever will make you stand out, but don’t lie.

3. And as for first impressions, all you can do is go off the feedback someone may give you and how you feel after the interview. If there was nothing else you could do and you put your best foot forward well then be happy that you got that experience and think about what else you can incorporate next time.

What did you do today?


Old School Interview Tips-Step4: Interview Questions

Well, here we are in my last installment of Old School Interview Tips.  Today’s tips are more recent than the “old school tips” I’ve been referencing.  Yesterday I promised to share with you what I believe to be one of the hardest interview questions.  This came to me while exploring other blogs in the boston.com business blogs section.  A recruiter writes a blog titled, Confessions of a HeadHuntress, which I found extremely helpful.

So here goes, and first…I’d like to thank Kelly Moeler for sharing this advice:

Kelly’s 10 Tips for Salary Negotiation
• #1 – You are not there for charity and neither are they. It is a given that you are there to make a living – money is critical to “making a living.”

• #2 – They will rarely if ever quote a salary range to you out of the gate and if they do – it’s a vast range. Ie. This role will pay between $20k and $120k. Very similar to the cable guy’s work schedule.

• #3 – There are ways for companies to verify salary so whatever you do – do not blatantly lie about your prior salary history.

• #4 – I understand that you felt underpaid at your last job but an increase from $40k to $95k may be a hard sell to that company. If you TRULY believe that a $55k INCREASE is something you deserve, have reasons to back it up including what the market cost is for someone completing those tasks.

• #5 – KNOW YOUR MARKET – Are you a copywriter? What do other copywriters make on average. It is a much more convincing argument to say “I am looking for X based upon my prior salary and knowledge of the industry average of X amount.”

• #6 – “I’m flexible” is not an answer to a salary question. Gymnastics questions? YES. Salary questions – no.

• #7 – You should consider your three ranges and know them well. Your ideal salary range, your true salary range, and your bottom salary range – meaning that if you go below that range, paying your bills becomes difficult.

• #8 – Research the company you’re interviewing with – are they known for lower salary ranges but have AWESOME perks/vacation time, etc?

• #9 – Other than salary, what are your motivating factors? Do you want more time off? Do you really want a strong healthcare plan? Is there room for advancement in this company that would warrant a pay decrease in the interim because the overall long-term potential for growth is there?

• #10 – As hilarious as we all find it, $1 million-zillion dollars in the voice of Dr. Evil from Austin Powers is never the right answer.

If in doubt and you are truly uncomfortable, simply say “My most recent salary/current salary is $55k and based upon this role – ” and go from there. It sets the standard for the conversation without backing you in to an undesirable salary range.


I feel like I’ve put myself out of the running a few times by giving a broad range, or by simply reverting the question back to the recruiter. Even if I say that the range is nothing I’m tied to and I’m much more interested in the work, they seem to lose interest in me, which I honestly think is a little wrong, but I guess is the way the cookie crumbles.  Cost of living is still high and unless you want someone uneducated and with no experience, which I guess in some cases IS the case, then there should be a cost associated with that kind of labor.

Now, how about a few other questions to ask the interviewer?  Here I’d like to thank the people at Doostang.

1. Ask questions about fit. “It’s helpful to ask questions like, ‘What was the last person who filled this position like?’, ‘What does the ideal employee look like?’, ‘What happened to the last person that had this position?’  It’s certainly okay to get a sense for what your predecessor was like, because those are the shoes you’re trying to fill.

2. Ask questions about the kind of work you may be expected to do.  “Ask, ‘What big projects are there that might be coming up?’, ‘Will I be working more independently or with a team of people?’”, ‘What is your company’s management style?’”

3. Ask about the company in general. “Example questions include, “’What is the organization structure at the company?’”, “’What are the long term goals of the company and where do you see it going in 5 years?’”, “’What is the future of this industry like?’”

4. What kind of experience will you have at this company? “If you can, try to get a feel for office culture and the company’s attitude towards its employees.  This is a key determinant in how happy you will be at a corporation, and is important to know as soon as possible.  Some questions to ask are, ‘Is the office culture more laid-back or traditional?’, ‘Does the company provide guidance on cultivating career goals?’, ‘How often and in what manner will my work be evaluated?’”

Go get em!

What did you do today?

Old School Interview Tips-Step 3:Interview Prep for Recruiters

I hope you’ve been enjoying the last two steps of the interview process, as seen from the recruiters side.  Today I wanted to explore the “old school” tips I have about interviewing candidates.  Let’s begin…

Recruiters prep work:

1. Prepare– “Always guide the interview.  By preparing questions and reviewing the resume in advance, you will move the conversation in the direction you want…”

2. Establish Rapport– “Introductions go more smoothly and lead into more effective interviews when you begin with rapport-building statements and questions…remember that your first words to the candidate will set the mood for the rest of the interview.”

3. Gather Information– “There are four types of techniques that interviewers use: Open-ended, Probing, Direct, and Situational, and all should be utilized in the interview.”

Open-ended questions are those that force the candidate to think and formulate his/her answer before speaking.  The interviewer should be evaluating not only what is being said but how it is being said-what was the thought process behind the formulation of the answer. Ex: Tell me about the project you’re currently working on.

Probing questions are used to gather information about something the candidate has said that merits more attention, is interesting, or raises red flags. Ex: What is your specific role in the project?

Direct questions are those which require a yes/no or very short answer…they are used to clarify information. Ex: So you independently designed your own experiments/projects?

Situational questions are hypothetical ‘What if…?’ questions and are useful in determining how the candidate thinks through problems.

Here are some questions interviewers are taught to ask:

1. Give me an example of a time when you had to go above and beyond the call of duty in order to get a job done.

2. Give me an example of a time when you were able to communicate successfully with another person, even when that individual may not have personally liked you.

3. What did you do in your last job in order to be effective with your organization and planning?  Be specific.

4. Describe the most creative work-related project you have completed.

5. Give me an example of a problem you faced on the job, and tell me how you solved it.

6. Tell me about a situation in your past in which you had to deal with a very upset customer or co-worker.

7. If you joined our organization, where do you think you could make your best contribution?

8. In considering joining a company, what are some of the factors that you take into consideration?

9. What do you regard to be your outstanding qualities?

10. To be a successful manager, what percentage of your decisions must be correct?”

4. Give Information– Having learned what a candidate has to offer, the interviewer should provide information about the company.

5. Close the Interview– In closing the interview, the interviewer should ask if there is anything else he/she should know about the candidate’s qualifications, and then explain what the next step will be in the selection process, inform the person when to expect to hear from the company.”

Tomorrow I will share the toughest question us candidates have to answer.

What did you do today?

Old School Interview Tips-Step 2:Phone Interviews

To continue my “Old School Interview Tips” I wanted to share what I found out about the tips that are given to the interviewer/recruiter for when they will be conducting a phone interview.  I am excited to take a look at the other side of the coin and see how I can work my magic to wow the person on the other end of the phone line.

“The format is the same as the in-house interview, but less detailed, and should always end with a definitive action.”

Opening: Start with a few general introductory words about who you are and GENERAL information about the position.

Information Gathering: Ask open-ended, probing and direct questions to determine the candidate’s general qualifications.

Providing Information: Provide a little bit of information on the company and ask if they have any questions.

Closing: Always close the interview with some direct information.  Decide what the verdict is, and according to that decision make the appropriate close:

NO: (Refer to a previous post about other phrases recruiters use to tell you that you’re not in the running anymore.) ‘I’m looking for someone who has a little more experience in XYZ than you at this time…’

MAYBE: ‘I’m not sure whether your background is appropriate for this particular position, however I would like to give it more consideration.  I will call you on ….’ -mark it in your calendar to follow up with the candidate.

YES: ‘I would be interested in having you come in for an interview. I will ask HR to set up a time.'”

I hope this helps to understand the steps recruiters take to put you into one of three buckets.

But what is the reason for the phone interview? Well, after digging through some old papers I found more information from Marcus & Associates,  Executive Services of America, Inc.

Here are 5 real reasons for a phone interview to occur:

1. The “screening call” from Human Resources: ” Quite often, the HR department needs to learn more about you for the purpose of sending your credentials down to the hiring manager…”

2. The “Ad Response” from a hiring manager: “When a hiring manager with an open position runs an ad…they often have to run brief telephone interviews on the top ten or more resumes.”

3. The “in-depth” telephone interview: “Generally…either already screened by the HR department or by a recruiter, the hiring manager will want to conduct a more intensive session dealing with the past experience and skills of the applicant in comparison to the job requirements.”

4. The “recruiter interview”: “After being recruited for a position…you will have a telephone conversation in detail with this outside consultant. It can be specific to a given project or allow you an opportunity to go into your [the candidate’s]aspirations and goals for your career in general.”

5. The “committee telephone interview”: (Personally, I’ve never had this happen before and am kind of happy about it.  It’s hard enough to exude your personality over the phone but to do so with several people on the line…then again, is that why I’ve been on speaker phone before?)  “Sometimes several hiring managers will decide to get together on the interviewing process, so that they can share their conclusions afterwards.”

So…what do Marcus & Associates suggest you can do to prepare for any one of these situations?
Here are the tips in my own words.

1. Even though you are being interviewed, remember that the interviewer may be feeling just as uncomfortable as you…make them feel at ease, this will show your personality.

2. Smile over the phone!

3. You are being judged by the same criteria used in an in-person interview, so exude self-confidence!

4. Keep it short and sweet and don’t ramble on about your skills and success’.  Prepare some answers ahead of time.

5. When dead air arises, an extremely uncomfortable time, make sure that you have some topics to bring up and some questions to ask.

6. This is when listening skills are most important!  So listen up and turn off any noise around you.

7. The success of the interview will come from how comfortable you are with your surroundings so, get comfortable and make sure the call is happening at a good time when you will not be interrupted.

8. Never ask about compensation or benefits and don’t bring up issues at a current or previous employer!

Since I like round numbers…here are my own two pieces of advice!

9. Sit up when you talk. Your voice changes so you don’t want to sound like you are making the phone call from your bed.

10.  Always have a pen and paper next to you!

I hope these tips help and…what did you do today?

P.S. Tomorrow is Free Museum Day so print your tickets! And Monday…look forward to more interview tips!

Old School Interview Tips-Step 1:Recruitment Strategy

Back when I graduated from Northeastern University with my International Business undergrad degree I was fearing I wouldn’t find a job.  The majority of my class mates had jobs from previous co-ops, which I still believe gave THE best real world experience, so I felt like I had been jipped.  Right after graduating I decided to go home, that being Latvia, for a month and then come back and re group.  After my trip home I actually ended up landing a job at a logistics company…which was shut down a couple of months later.  Before that even happened I KNEW something fishy was going on so I had been searching and gave my notice two days before everyone was going to be laid off.  Pretty good timing right?

Anyway, this post isn’t about my job searching anecdotes but rather the advice I was given by my dad back in 2006.  He gave me a folder full of interview tips and steps, starting from the recruiting strategy, to screening and the final offer process.  To be honest, I never even looked at it.  However, I’ve decided that since my meeting with the recruiter tomorrow has been moved to next week I will to look at the tips I’ve got on hand, and see if four years later they still apply.

Today I want to take a look at the recruitment strategy, according to the booklet I have:

Developing the Sourcing Strategy: “The hiring manager and HR will think of all sources where suitable candidates can be found…in-house transfers, referrals, ads, trade journals, job fairs, associations, conferences, competitors or companies doing similar research, etc.”

The way this has changed today is, that you must also include posting the jobs on LinkedIn, job boards and even Twitter…among other social networks.

How to screen resumes: “1. Review the job specifications and compare the information on each resume to those qualifications.  2. Divide the resumes into three piles…first pile…individuals who seem to possess all of the qualifications for the job…second pile…put the ‘maybe’-resumes that exhibit some, but not all, of the qualifications…resumes from people who are clearly unsuitable or unqualified go into the third pile  3. Reread all the resumes in the first pile.  Look for resumes that show specific accomplishments, career progression, and willingness to work hard…if necessary review the ‘maybe’ resumes.”

I am doubting that this process happens these days.  I am leaning more towards software that pre screens all candidates by searching for key words, hence the key words from my resume in my “About Me” section of this blog.

Red Flags: “Gaps, short term employment, job progression, sloppiness, no cover letter.”

These days, the first two don’t “really” apply any more.  Millions of people will have gaps in their resume.  As for short term employment…that’s what recruiting companies are all about, contract work!  I wish I could say that job progression was still something recruiters should look at, but as someone who went from being in the product and marketing departments at two well known companies to getting an MBA and working retail…I’m here to be the voice for those who, due to no fault of their own, have to downgrade a bit.

There you have it.  I wonder if some of these tips still apply but at least we have a little bit of a glimpse to the inner workings of the recruitment process.  Tomorrow, how to conduct phone interviews.  Both for the interviewer and interviewee.

What did you do today?

P.S. Don’t forget to tune into the new recession themed Apprentice tonight!

Questions to Ask During an Interview

If you roll over the Interview Questions category you’ll see that I’ve tried to cover this topic before but I can’t imagine that talking about it again could hurt.

I have shared this article before but wanted to take a look at it again.  It is written by a Career Builder editor and titled, The Best Questions to Ask in the Interview. The point here is that the interview should be a dialogue and not a monologue.  Neither you nor the person you are talking to should dominate.  There should be an equal amount of time for each of you to speak.  Sometimes this is hard, especially if an interview is on a very tight schedule and you really only have time to ramble off your resume highlights.  In this case, I highly advise that you follow up with a thank you e-mail or call, as you would do any way, and then list your questions at that time. This will show that you are

a) interested in the position and

b) want to make sure it’s a good fit for both parties.

I have narrowed down the list a bit this time but here are the questions I like most.  So, without further ado:

  • What do you see ahead for your company in the next five years?
  • How do you see the future for this industry?
  • What do you consider to be your firm’s most important assets?
  • What can you tell me about your new product or plans for growth?
  • How do you rate your competition? The position’s history Asking about why the position is vacant can provide insight into the company and the potential for advancement. According to Annie Stevens and Greg Gostanian, managing partners at executive and career development firm ClearRock, good questions include:
  • What were the major strengths and weaknesses of the last person who held this job?
  • What types of skills do you NOT already have onboard that you’re looking to fill with a new hire? The department Asking about your department’s workers and role in the company can help you understand more about the company’s culture and hierarchy. Stanford suggests asking:
  • What would you consider to be the most important aspects of this job?
  • What are the skills and attributes you value most for someone being hired for this position?
  • Could you describe a typical day or week in this position? The typical client or customer I would be dealing with? The expectations To determine how and when you will evaluated.
  • What are the most immediate challenges of the position that need to be addressed in the first three months?
  • What are the performance expectations of this position over the first 12 months?
  • How will I be evaluated at XYZ company, and how often?
  • What are the next steps in the interview process?

The reason I took out questions that pertained to growth within the company is because I’ve felt that when I asked this type of question it almost seemed to put the interviewer off a bit as they thought that the minute I got the job I’d want to move on to something else.

What questions have you asked? Are there any you regret asking?

What did you do today?

The Recruiters Point of View…To Be Continued

I’d like to add a positive spin to yesterday’s post about people, and sometimes recruiters, who don’t respond after an interview. I got a lot of comments about this post and have read about all of your personal stories about people misunderstanding our situation, with one in particular sticking out: “I was talking with a web guy about the frustrating job market, saying that ‘many good candidates (marketers) are vying for jobs below their skill level…’ and he replied ‘The good ones are still employed.'”

Well, I’m here to tell you that there are indeed those out there who care and are great at what they do.  I have been in touch with a corporate recruiter ever since I applied for a position at company X.  She let me know right away that they were looking for someone a little different but to keep in touch. So keep in touch I did.  Now we are going to meet up for an informational interview after which I plan to share with you all her take on the whole unemployment situation.

I plan to ask:

What is the typical day for a recruiter?

What types of candidates and resumes stick out to recruiters?

If an MBA is not called out in a job description, do those with one get moved to the “no” pile automatically?

Roughly how many applicants are there for any given position?

How many usually move on to first round interviews?

I’m sure the conversation will lead to other questions but if there is anything that you are all wondering about, please leave me a comment and I’ll make sure to get an answer for you. Look for the answers next Monday!

I’m really looking forward to this inside look to the job search.

What did you do today?

Employed vs. Unemployed

I’d like to start this of with a disclaimer. The following opinions are just my personal view which comes from experience and talking to some friends who have the hiring power or are also looking for work.

What I have realized is that in a lot of instances those who are hiring and recruiting from the corporate level, or have not been laid off during this awful recession, don’t fully understand what those of us who are unemployed go through.  You would think that it was obvious that the majority of us are not unemployed because we can’t be good employees or aren’t educated.  For months now, the Boston Globe has article upon article about unemployment or those struggling to find work, case in point- the main story on boston.com today is about the recession lasting for longer than expected.  Even The Apprentice is recession themed and has 16 unemployed candidates vying for THE job with Donald Trump.

One friend who has been working at the same company since graduating, with her undergrad degree, advised that I look for more entry level positions. When I informed her that unfortunately with experience and an MBA it’s very hard to be even considered for such a job.  She didn’t believe me…  She also advised that in the mean time I should just enjoy my summer, unfortunately that’s hard to do when you are just making sure you can pay for all of your bills…and, I also “enjoyed” my summer last year.

My parents, who are great, keep thinking that just because my brother, who is an html guru and design expert, took SEO classes, he is now employed. I’m sure that is part of the reason he found an internship which turned into a job but it may also be because the company was looking for an entry level person.  And, just because I have a huge interest in social media does not mean that following in my brothers footsteps will bring me equal success. I will keep my eye out for classes on SEO but in the mean time I’ve enrolled in InDesign classes which I think will help me widen my search.

Lastly, and this is the sad part, a friend who has the hiring power listened to me griping about HR personnel and recruiters not calling me back after I’ve met with them face to face and had an interview either over the phone or in person.  I just can’t seem to understand why a simple e-mail can’t be sent out to let me know that I should not consider a given job.  It’s all a matter of courtesy.  I understand that these days HR managers are inundated with resumes and I have seen stacks of candidate resumes on their desks but the few of us who got through and were brought in to interview should be informed about the progress of the interview process. When I said this, my friend said that he is “that” guy and does not call back or e-mail a candidate if he or she isn’t fit for the job.  When I asked why, he simply said “it’s a waste of time.”

So there you have it.  I’m not at all saying that everyone sees things this way but I think it’s much easier for those who have never been unemployed to view us as people who don’t try enough or are doing something really wrong. You would think that by now people would be more aware of the trouble we’re all going through but if you are not affected by it then it’s very easy to judge.

Here’s to staying on top of our game and finding the job of our dreams!

What did you do today?

Ad Agencies vs. Social Media

Recently I was asked how I saw the role of ad agencies change with the onslaught of social media.  Just like I don’t believe traditional marketing will go away I also doubt that ad agencies will go away.  There will still be a need for tv advertisement or events with specific product placement.  But, how will ad agencies evolve through social media?  Will they change their operations to a more web based focus rather than tv?  Luckily, after reading, The Future of Ad Agencies and Social Media I will be able to answer this question knowledgeably.

Basically, what the article suggests is that the change will be most seen in the platforms that will be used as well as how community will play into successful campaigns.

So…let’s get to the break down:


As I mentioned, it’s the platforms that will change more than the actual advertising.  “One of the newest forms of media is not media at all, but software and platforms…More and more, agencies will be called on to be (or at least have the capacity to behave as) short-order web and mobile dev shops. You’ll need to make sure your creatives have access to skilled hackers and experienced web designers; you might even consider including a few highly technical, very creative engineers in your creative team, not just as part-time or freelance collaborators.”


The old saying, Show me your friends and I’ll tell you who you are, still stands.  “f you want to get inside your clients’ customers’ heads, just take a look at what their friends and peers are doing, saying and buying.”


For those who fear that being on social networks will open up “their” world to everyone else can relax.  That’s not the situation at all.  “Part of the art of selling is the illusion that the company is doing what’s best for the consumer and not for their own bottom line…’This might sound odd…but I [Jeremy Toeman] actually think online marketing has less transparency than traditional does.'”


“…location-based marketing ‘will change everything.  With the ability to target people only when they are within purchasing distance, brands will be able to come that much closer to targeting nirvana. Offers can be made only to those meeting certain location (and even demographic) requirements, reducing waste and actually saving a brand a lot of money by minimizing its old school spray-and-pray mass marketing techniques. In a nutshell, mobile will, once and for all, make it possible for a marketer to target without waste.’”


“…’the usual suspects’ of banner ads and skyscrapers are definitely undergoing a change…display can still be part of your ad buys and collateral, but you have to think creatively, target carefully, measure thoroughly and react accordingly. Use all the tools at your disposal to do so.”

Wondering about PR agencies and how their roles will change?  Check out the following articles:

How PR Pros are Using Social Media for Real Results

The Future of Public Relations and Social Media

I hope these articles help to understand social media and the power of social networking.

What did you do today?

P.S. Are you looking for a way to celebrate hump day? Check out participating restaurants for Free Dessert Day in Honor of Bravo TV’s Just Dessert series!

The Future of Social Media

There are those of us who embrace social media and those of you who hope it will go away.  I hate to be the one to break the news to you, but social media isn’t going anywhere!

Sure, certain sites may go away but others will pop up to replace them in a jazzier and more “of the age” way.  Sites/Applications such as Foursquare and Facebook Places will duke it out in the hopes that one will become the ultimate “check in/location” portal.

There will always be those people who try to buck the trend but eventually will have to give in.  Again, I hate to be the one to say it, but those CEO’s who have not yet embraced this new way of getting to their customer base and nurturing it will get left in the dust, unless of course their product is one of a kind, such as the new Ipod Touch.  Your brand can get attacked very easily, even if you are not on a social network such as Facebook or Twitter, so it’s better to be on and be prepared!

So what does the future hold?  I was happy to come across an article outlining the next 5 years of social media…or at least what this one writer thought the next 5 years might bring.  Below is the basic break-down:


“…the first smartphone to run on 4G…the Sprint HTC EVO – hit the U.S. only this past June. Sprint’s 4G network…only covers about 40 million people. Similarly, wireless broadband ISP Clearwire reported in May that its network – which is also used to offer service to Sprint, Verizon, and Time Warner cable subscribers – only reaches 41 million people. At the same time, mobile broadband subscriptions are expected to surpass 1 billion worldwide by 2013.There’s currently an enormous supply and demand gap to be filled, and when that happens, it will enable a whole new wave of social media innovation.”


“Most new outfits we see today — whether working to make television more interactive, make reading more social, or make listening to music a shared experience – are thinking about how to leverage the likes of Facebook, Twitter and YouTube as opposed to how to build the next mega social network.”


Did you know that new cars such as the Infiniti offer blue tooth streaming from your Ipod?  Pretty cool right? “…now, with Internet-connected television, anyone is going to be able to gain access to the living room. Blip (BLIP).tv, a company that bet on this trend early, recently reported that its shows – which air solely online and on connected devices – are being viewed nearly 100 million times per monthRadio is likely to see a similar shift. Late last year, we saw the LTE Connected Car concept unveiled – an idea that will become increasingly close to reality with expanded 4G coverage. Already, we’ve seen Ford make a play in this arena, letting you stream music from Pandora over your car stereo.”


“We’re…starting to see behavioral shifts take place as a result of this [shifting] trend, as evident with the growing acceptance of location sharing apps and even apps that share your credit card purchases.  Invariably, there will be products, people, and trends that further dictate where the next five years of social media take us. But the overarching themes of connectivity, portable identity, and the continued democratization of media will drive much of it, making the social media landscape we inhabit five years from now a much expanded but in fact markedly similar one to that we know today.”

Read the full article linked above and go ahead and embrace social media!

What did you do today?