50 years ago, your resume was pretty hard to send. If you we vying for a job that was out of your city or state, your resume required a stamp and any follow-up was an expensive long-distance phone call.
Today, your resume can be sent in a dozen different directions with the click of the mouse. Social media and email don’t know the difference between three miles and three thousand, so your opportunities as a job seeker are essentially limitless.
While this is great for job seekers across the planet, there are certain things that push them apart from their local competition. Check out three tips to keep in mind when sending your resume to another state (or country!):
Address it early
Put yourself in an employer’s shoes. If you need someone immediately and found a great candidate, wouldn’t you be irritated if they wait to drop the bomb that they’re a six-hour flight away?
In your cover letter and resume, address the fact that you’re a long-distance applicant. Since you already (or should) mention your career goals, bring up your location goals as well. Start the relocation discussion now with how quickly you’d be willing to interview or relocate for this position.
Connect it
As a long-distance applicant, you might feel like you’re at a distinct disadvantage. Employers can think this too, if you let it happen. In your cover letter and resume, connect your experience in a different town to the benefits this company can reap. After all, you are bringing in a new perspective and potentially new clients with you!
Think about the cost
Moving is expensive, not to mention stressful. Before you jet your resume off to the other side of the country, seriously consider what it will cost. If you have a family, this is even harder because you’ll need to uproot your spouse and/or children.
Additionally, do your research on the cost of living in this new area. The job might be paying more, but if rent is double what you’re used to, it might not be enough.
What do you think? Are you planning to work in a new city or state? Have you in the past? Share your thoughts in the comments below!
Gerrit Hall is the CEO and co-founder of RezScore, a free web application that reads, analyzes, and grades resumes – instantly. Gerrit has successfully combined his passion for computer science and the careers space by helping job seekers write the best resume possible. You can connect with Gerrit and RezScore on Twitter.
Know any jobseekers out there? Are they struggling on social media? Then look no further than Joshua Waldman’s new book “Job Searching with Social Media for Dummies“. I had a chat with Joshua the other day to get some pearls of wisdom for jobseekers out there. In this interview we discuss how important Personal Branding…
Targeted messaging for personal branding in social media can be tricky. The types of messaging that are appropriate for Facebook may not be right for LinkedIn. A one size fits all approach to personal branding may not be the right tactic when you have multiple social media platforms which each have a different audience profile. You don’t want to use the same kind of messaging for casual acquaintance networking as you do for professional networking and job search networking.
And to further muddy the networking waters, what do you do when you have a significant social media overlap? You may have professional contacts and former professors who are also Facebook friends. When you add casual acquaintances and family members into the mix, personal brand messaging can become unnecessarily complicated.
It can become far too easy to lose track of the fact that you’ve got professional contacts included among Facebook friends. Breezy status updates which may be perfectly compatible with personal brand messaging for more intimate acquaintances may be entirely inappropriate for consumption by professional colleagues or academic peers. And LinkedIn status updates which should be focusing on a more serious manner of reflecting your personal brand should normally never be used in the casual relaxed way that can be entirely appropriate for much of your Facebook audience.
Google+ may prove to be a personal branding tool that could avoid these mixed audience pitfalls. Instead of using multiple social media sites, Google+ offers the potential of using just one platform for crafting tailored messaging to distinctly different audiences. Google+ has a series of ingenious circles in which you can place contacts according to the type of relationship you have with each individual.
All of your professional contacts can be placed in one circle making it easy to target specific messaging appropriate for professional networking. A more relaxed approach to personal branding through less formal messaging can be accomplished by addressing friends and acquaintances with the appropriate forms of communication based on the specific kinds of relationships you have with them. And the ability to build distinct circles based on relationship type is infinite.
One possible advantage of a single social media platform approach is that none of your contacts will know which circle they’re in. If a Google+ contact has you in their acquaintance circle, but you’ve placed them in the less intimate professional networking circle, they have no way of knowing. Google+ also allows room for a lot more nuance in social media interactions. If managing your messaging is most easily accomplished by keeping individuals in one circle only, that’s fine.
But if you want to incorporate a bit more nuance into the mix after noodling about on Google+ for a while, you can do that too. You may have situations where someone is a work colleague as well as a close personal friend. You can have them in your professional networking circle as well as in your friend circle. Many professional contacts may not be friends, but it may be entirely appropriate to include them in an acquaintance circle.
Google+ certainly has the potential to be an extremely effective personal branding tool going forward. But whether its potential can be realized is uncertain. Google has a track record of producing excellent services which are sometimes not big hits with the public. Among some of the more memorable Google offerings which never lived up to their potential are Google Buzz and Wave. No matter how great the potential of Google+, if people don’t recognize how great the platform is and flock to it in great numbers, it could result in another well-conceived and brilliant product that never reaches its true potential.
Jesse Langley lives near Chicago. He divides his time among work, writing and family life. He writes on behalf of Colorado Technical University and has a keen interest in blogging and social media. He also writes for professionalintern.com.
I’d be interested to see statistics on what percentage of job interviewees have suffered such a thought. And I wonder how often the interviewer even noticed or was bothered by the interviewer’s supposed gaff.
Twenty-two years ago, a young Tim Schafer made a big gaff…and the interviewer certainly noticed. But after some creative thinking, he landed the job. Today, he’s a computer game industry icon.
Check out these excerpts from his fantastic blog (where you can even see copies of his rejection letters for even more inspiration!):
“My job hunt was getting kind of depressing. I was building up a pile of rejection letters, most of them from jobs I didn’t even want.”
But then, one bright summer day, I walked into the campus career center and saw this:
That’s the original posting for the “Assistant Designer / Programmer” position at Lucasfilm, Games Division.
I called David Fox right away and scribbled all the notes you see while I was talking to him. I told him how much I wanted to work at Lucasfilm, not because of Star Wars, but because I loved, “Ball Blaster.”
“Ball Blaster, eh?” he said.
“Yeah! I love Ball Blaster!” I said. It was true. I had broken a joystick playing that game on my Atari 800.
“Well, the name of the game is Ball Blazer.” Mr. Fox said, curtly. “It was only called Ball Blaster in the pirated version.”
Gulp.
Totally busted. It was true—I had played the pirated version. There, I said it…
The rest of the phone call didn’t go much better. But at the end of it, David told me to send in my resume, along with a cover letter describing my ideal job. Since I figured I had blown the interview, I had nothing to lose. So I did my cover letter in the form of a semi-graphic adventure.
It worked.
What we can learn from Tim’s application:
1. Know how to sell your strengths
Tim could easily have penned a typical cover letter, but his creativity wouldn’t nearly have been apparent. Granted, the traditional cover email/CV combination is more appropriate for the vast majority of positions. But candidates must still use these mediums to demonstrate their skills and capabilities. That’s why we’ve given candidates the option to attach multi-media work samples to their Innovate CV. After all, sometimes a candidate needs to go beyond ‘telling’ and start ‘showing’ in order to stand out.
2. Exclusive applications
I’d be willing to bet that Lucas Films were more taken aback by Tim’s sincerity than by his creativity. After all, this wasn’t merely a creative application that Lucas Arts had received…along with a hundred other companies. Tim’s application was designed and created exclusively for them! Imagine that.
Hiring staff can tell immediately tell when they’re receiving a generic CV (as good as it may be) versus a customised CV. The tailored approach takes into account the industry, organisation, and position. When candidates respectively make the effort to personalise an application, they present themselves as a far more professional and thoughtful. Innovate CV’s management system allows you to easily oversee your various CVs.
3. Play with the rules
Lucas Film’s asked Tim to submit ‘a cover letter describing [his] ideal job.’ Tim understood that they likely wanted to ascertain his writing skills and creativity. So with that in mind, he took a risk, and took a different route.
Hiring managers want the best, and unless the organisation is stuck in her procedure, they don’t mind if candidates break the rules to stand out. Read between the lines to determine where you have space to try something different. But of course, know your limits. Common sense applies.
4. Be proactive, even if when it hurts
Tim’s job hunt wasn’t going well, yet he persisted. His proactive visit to a campus career centre led him to his dream opportunity.
Job hunting is emotionally exhausting. When the lousy jobs even seem out of reach, it’s easy to give up on one’s dreams. There’s a world of gamers out there who are forever grateful that Tim didn’t do just that, no matter how tempting the option may have been.
5. Interviews aren’t everything
Despite a lousy interview, Tim’s fantastic follow-up won him the position. One strike doesn’t mean you’re out.
Candidates who struggle in an interview can confidently bounce back. Take stock of what went wrong and remedy the issues with a thoughtfully worded follow-up email or letter.
Well done, Tim. Thanks for sharing your story.
What else can we learn from Tim? What have been your nightmare interview moments?
Is Twitter a mystery to you as well? Do you pretend to ‘get it’? Well join the club! Thanks to Cheryl Lawson (@PartyAficianado) we now know what Twitter is all about and how to actually use it. Enjoy this infographic and be sure to check out 5 Ways to Boost Your Twitter Bio as well:
I know that LinkedIn is immensely popular. 150 million users worldwide, says so. But how many Aussies really truly embrace it? Last week as I was updating my own LinkedIn profile, I did a search of my previous work colleagues, friends and old clients and could find hardly find any of them there.
The ones who did have a profile had the barest of details, and definitely no superlatives or adjectives. Just yesterday, even, I spoke to a client, who, despite looking for a permanent role for the past two months had only just put his profile on. He received an email and a call from a recruiter, a couple of days after. He was surprised.
I find this bizarre.
LinkedIn has been a head-hunter’s best friend for the past five years or so. So why don’t we, as Australians, instinctively embrace it?
Is it that we’re not great writers when it comes to writing about ourselves?
Is the Aussie Tall Poppy syndrome going on here? Unlike a resume where we can control who we send it to, a LinkedIn profile broadcasts our claims to the world. Are we afraid that if we publicly announce what we’re good at, that someone will contact us and tell us we’re not? I wonder whether we associate it with what we see as US style self promotion – all a bit too, “salesy,” where absolutely everyone’s a winner and out there.
Do we not know what LinkedIn is about, or just don’t see the value in networking? Do we put it in the bucket that says “a bit desperate”? Or is it because we have to ask people to link up with us and endorse us? Will we feel slightly foolish if they say no? Or is it simply just another online thingie we need to master. I guess effectively we’re updating our resumes in our leisure time. Who really wants to do that?
For anyone who has any doubts about LinkedIn, here are a few facts that might inspire you.
Recruiters will Google you. LinkedIn gives you one Google reference you can control. Social networks aside, unless you’re a blogger, publisher or write web content for a living, you don’t have much control about what ends up there.
Recruiters love LinkedIn. They scan it all the time. They see candidates on LinkedIn as “passive job seekers,” mainly working and therefore more attractive. This is a weird psychology to me, but it’s true.
LinkedIn is a bucket of virtual business cards. If you want to network you can contact people directly. You don’t even have to be brazen about it. You can join groups who share similar interests. Often groups hold free events. There are hundreds of them. It’s a great way to hook up with people in your industry.
Don’t make me preach any more. I know what I’ve just written won’t be new news for any seasoned networkers. And for any North Americans reading this, I don’t think you’re all show offs! I actually do think you do LinkedIn pretty well.
For anyone else, just get over your fears and get on it.
.
Karalyn Brown is a resume, interview and job search consultant based in Australia. She’s also an online careers agony aunty, writes frequently on career issues for a major Australian newspaper and talks job search tactics on the national broadcaster. She gets a real buzz out of helping people find jobs. You can visit her blog InterviewIQ or follow her on Twitter @InterviewIQ
Today I had a chat with David Cherry, who is a senior international in-house recruiter for McAfee, and an old colleague of mine based in London. He shared very insightful tips for job seekers and his thoughts on the changing career industry, all kept very secret until now!
What do you do at McAfee David?
Currently I’m a Senior Recruitment Business Partner working in the internal Talent Acquisition Team for McAfee, my day is taken up recruiting (across various functions) throughout Southern and Central Europe and our Emerging Markets region. I am also heavily involved in social media using tools like Facebook and Twitter.
Tell us about your background
My first job was actually as a QA Engineer for a small software company – I’ve always been interested in technology and being 19 years old, building servers and programming modems was (at the time) the best thing ever! Unfortunately I was made redundant after 9 months, so I did what every does and uploaded my CV on to Monster’s database – this was how I ended up in recruitment and have been working in the industry now for over 10 years, always with a focus on technology,
To begin with I joined a small recruitment company in London and began focusing on networking and telecoms recruitment in the UK. Through the relationships I had built I had the opportunity to work for one of my clients (Ochre House) who provide outsourced recruitment and HR solutions, and one of their clients was McAfee, after 3.5 yrs working on site at McAfee I was given the opportunity to move in-house in to a permanent position.
What is the job market like in your region (EMEA)?
You can get so many different answers to this question depending on who you speak to. Personally I think the job market is increasing and gaining strength every day. At the same time businesses are being more cautious and only recruiting positions which are deemed as critical hires. There are a lot of jobs out there but unfortunately due to the downtown there are even more people looking for those jobs which increases the competition.
What’s it like recruiting across so many countries?
It’s the most interesting part of my job, I have recruited in at least 30 different countries in my career and whilst it does mean I am incredibly busy every day I really enjoy working with different people, making new contacts and learning about new countries and cultures.
What are McAfee typically looking for in a candidate?
There’s no silver bullet to this question and every manager and every client I have recruited for will look for something different but being passionate and motivated is a great starting point.
What are you 3 best tips for job seekers?
Be honest
Spell check your CV/resume
Be prepared for an interview / have your own questions
How important are CVs and cover letters nowadays?
CVs are crucial; this is the document that gets you in the door, the document that holds the key to speaking to someone or securing that interview!
Covering letters; myself I’m not as interested in these and would tend to go straight to the CV but I do like to see a covering email explaining why someone is applying, their current situation etc… Just not something that’s 5 pages long! The more effort a candidate puts in to their application the more effort you will find a company will put into their response.
Any horror stories?
Several I can think of, but none I can repeat!
I did interview someone a few weeks for a customer facing position; I asked a fairly straight forward question ‘What are your main strengths as a communicator?’ to which I got the reply ‘I’m not very good at communicating’ – Moral of the story think about your answers before speaking.
Success stories?
I’ve seen many in my current position, the best are when you’re involved in hiring someone at the beginning of their career and then over the next few years you’re able to interview them again and, in some case again. Before you know it they become a manager and you start working with them to help build their own team.
What are the social media trends in the career industry?
Social media is gaining momentum all the time and there are a lot of different options for an employer to take advantage of. When thinking about a social media strategy you should start thinking about the finish line and what you want to achieve – you will then be able to choose the right media and platforms to suit your objectives.
Are recruiters, as brokers, threatened by LinkedIn?
I would say no, there will always be the need for someone to facilitate, technology and automation can be fantastic and can assist with the speed of a hire but there is a danger to removing the human element and this could just damage your brand as an employer.
What is your favourite social media tool?
Has to be Twitter – it’s one of the most responsive on the market today. You can get your message instantly to wider audience, it has the ability to snowball very quickly. You do, of course have to be careful what you tweet about – what goes on the internet, stays on the internet! You can, of course, follow me on Twitter.
What does David have in the pipeline?
I’m going to be at the Undercover Recruiter Meetup in London on the 15th September, I will be talking about CV writing, interview tips, job hunting, what are the good and bad things you can do to enhance your chance of success.
What’s the one thing people can do to help you?
Candidates can help themselves by keeping their profile up to date on LinkedIn or any other online media they are using for job hunting. If it’s not there is a huge risk that a recruiter would just overlook the profile and move on to the next.
Also in my current role as an internal recruiter I would suggest to approach companies directly there is a big push, particularly with the larger organisation to reduce recruiting costs, which means reducing reliance on external recruitment companies.
Final words of wisdom?
What did you want to do when you were growing up? Are you doing it? If not, why?
David Cherry has over 10 years experience in recruitment focused on head hunting and executive search and works across both sales & technical positions in Europe. As part of the internal Talent Acquisition Team at McAfee, David started in a technical recruiting role responsible for engineering and technical support in the UK and Israel.
David is currently responsible for supporting the management team in Southern Europe, Central Europe and our Emerging Markets across all levels and functions, with the main focus on sales and sales related positions.
Connect with David on LinkedIn and be sure to follow him on Twitter [url=https://twitter.com/davidcherry4″>@DavidCherry4
What are your favourite social media tools? That is really hard to answer. Channel wise, my preference is always for Twitter and Tweetdeck is the tool that enables me to filter the stream properly. (I have close to 6000 followers.) I also use Hootsuite when I’m out and about because it is entirely web based…
Today I had a chat with the very insightful Bill Boorman, one of the most omnipresent personal brands you will ever see in the career industry. He has his fingers in many pies (#tru events, blogging, training, consulting, speaking to name but a few) and he shared some great wisdom for recruiters, job seekers and others in the career industry. This interview actually got so long that I’ve decided to post the 2nd part later – stay tuned for that!
What is your day job Bill?
I don’t really have a day job as such, more a series of over lapping projects. My time is divided in to 5 disciplines:
1: Training for Recruiters, Recruitment Managers and Agency Owners in all areas of business growth.
2: Consultancy to Recruitment Firms in all areas of operational practice particularly Performance Management.
3: Running and promoting #tru events – The Recruiting Unconference globally
4: Assisting recruiting firms with implement social media strategy and practice
5: Key-note speaking and writing
What are the trends you are seeing in the industry?
The whole recruitment landscape is changing post recession. My main concern is that whilst recorded open vacancies are increasing month on month, and recruiters are reporting increased placement volume, the level of unemployment is still rising. This tells me that there is a distinct gap between the skills available among job seekers and the skills needed by employers. It is critical for job seekers to research the market and identify where the skills gaps are, and what skills they might have hidden in their past and promote these skills. It might also be a time to look at retraining as the best route to employment.
Other trends I have noticed are that job openings are taking twice as long to fill as 12 months ago. This is because hiring companies have introduced extra steps in to the hiring process, with more interviews and extra tests and checks. Companies that have just started re-hiring want to be 100% right, and this has made the process for job seekers quite arduous. In particular, more importance is being placed on the cultural fit between the candidate and the hiring company.
Job Seekers need to be patient in the process and not lose faith in opportunities. Keep following up until a post is definitely closed. Because of Job Seeker uncertainty, up to 50% of offers are now being declined. This means it’s worth following the job all the way, and if you get a decline notice, send a positive thanks note outlining why you would be interested in the joining the company and want to be considered in the future. This could just put you back in the frame when the opportunity comes up again; it is a lot easier for the hiring company than starting again.
Prepare for every interview in the process as if it is a first meeting. New interviewers want to see different things. Research every interviewer through social media and by running a google search on them. You need a new plan to emphasise your strengths and reinforce your interest and cultural fit at every stage. Employers want to know why you want THAT job and that COMPANY, not just that you want a job.
Spend extra time researching the culture of the company. Look up their vision and values. See what other people are saying about them via www.addict-o-matic.com and a Google search. Check who you might be connected to that works there by doing a Linked In search and talk to anyone you know there. (Branch Out on Facebook does the same thing.) Prepare questions for the interview that demonstrate that you have done your research. Always ask questions about things the interviewer has not told you.
Tell us about #tru
#Tru is a series of recruiting unconferences for Recruiters, HR, Technologists, Job boards and others with an interest in talent. An unconference is unlike a conference in that there is no PowerPoint, presentations or talking heads. Subjects are split in to tracks with 2 – 3 track leaders who start the conversation. It is a lot like live social-media. Events are also low cost at £100 for 2 days, and have a massive networking element.
The next UK event is #truManchester on the 8th/9th Sept, with attendees from 9 countries attending. A true global mash-up!
What’s your take on social media and recruitment?
Social media in recruitment or more specifically Social Recruiting is starting to grow up. Some companies, like #truManchester track leaders SodexoUSA have been at it for a few years. In the past, much of the talk has been about theory and how things could work. There is much more material about now as to what has worked and failed with these businesses.
About a third of the internet users are active in social media channels. That means that Recruitment Firms, Corporate Recruiters and Job Seekers need strategies that blend in social rather than being purely social.
The key elements that social media brings to recruitment is targeted reach, engagement opportunity, identification of targets and keeping personal, corporate and employer brand in the shop window.
Over the next 12 months mobile and video will feature much higher in the social mix, and will need to form a big part of strategy. I also see the channels moving closer together in how they link up. In the UK, Facebook will continue to grow as a recruiting and business channel. For Job Seekers, make sure you have completed your career details on your FB profile. This makes you much easier to find via this channel. Fan pages and FB ads will equally increase in use and results.
LinkedIn will remain as the main channel for most recruiters, corporate or third party. This means that it is now more important than ever that you have a decent profile rich with key-words to feature in a search. LinkedIn will develop more social applications and link closer to twitter and Facebook. With more use of the box.net application for embedding documents, video and slideshare, I see Linked In becoming much more of a reference site for individuals and companies with a lot more material other than purely career details. (The blog link and twitter follow applications already do this.) This channel will become much more than a post and pray platform, and smart recruiters and job seekers need to keep an eye on how the engagement options develop.
I use the twitter application to follow all of my Linked In connections that list twitter accounts automatically. This means recruiters or job seekers can find targets on Linked In and engage much quicker to make the right impression. I also expect the paid for Linked In services to develop some serious differentiators from the free service as it now operates, making them essential to serious job seekers and recruiters by early next year.
Recruiting on twitter will continue to develop around hashtags on common themes. Twitter chats like #jobhuntchat and #blogchat are becoming an increasingly popular ways for people with shared interests to find each other and share experiences and views. While not massive over this side of the water, I’m expecting these to start springing up in UK streams. This is a perfect place for recruiters and job seekers to start engaging. Applications like TwitterBlast also enable you to follow everyone using a hashtag at once. These common interest hashtags will replace the normal twitter stream by filtering through tweetdeck or other similar applications.
More monitoring, alerts and posting applications will be developed for twitter in particular as well as other channels. The job boards are becoming more social, both for brand awareness and communication. Direct Messaging and Facebook Messaging are becoming the preferred form of communicating, with on-line availability to respond to real time requests and questions becoming increasingly important. Applications like Gist, that enable monitoring of all channels, with alerts for messages will become essential in the recruiter/job seeker toolbox.
Job boards and corporate sites will increasingly post to all channels through the use of tools like Jobs2Web. Monitoring these streams for job seekers will require signing up for services like JobDeck from Twitter Job Search. With so much information floating about the social channels, Job Seekers and Recruiters will look increasingly to use applications that filter noise and deliver only what is needed or wanted. I expect Social Media use to be much more about keeping informed and up to date with the applications and there uses, than about the channels themselves. The last twitter developer’s conference had something like 3000 applications showcased. Recruiters and job seekers will need to identify trusted sources to keep them up to date with developments and find the best ones to suit their specific needs.
Ultimately though, I see the biggest change being the integration of social media and to social recruiting in to communication, recruiting, job seeking or branding/marketing strategy becoming a given part of the plan rather than a stand alone strategy. It will just become a part of how we do things, rather than an area for special attention.
You’re best sourcing tips for recruiters and head-hunters?
That is really dictated by what you are sourcing for, and what your strategy is. Whether you are applying a just in time sourcing strategy or looking to build a talent pool prior to requirement. Either way you are going to need a strong on-line presence yourself with plenty of connections.
I think we have a lot to learn in the UK on sourcing techniques from the U.S. where recruiting is much less data-base focussed and more built around the sourcing model. There are some great resources available to learn from. In particular, I would recommend signing up for the blogs from:
I think that between this crowd, you can keep up with the latest news, thinking and developments in social recruiting. The channels, applications and the way they are being used are constantly evolving and changing. You need to keep involved and following other recruiters to keep up. Collaboration and sharing with other recruiters can be an unusual concept for lots of recruiters, but by stepping out of the silo you will continually learn. In my view, social learning has even more benefits than social recruiting.
My personal view is that recruiters need to stop thinking in terms of social-media channels like twitter, Facebook, Linked In or YouTube and think of all social media as a combined communications channel. Post links to all of your on-line places so that it easy to connect in all of the channels and use applications that track who is connected to you where. Each of the channels requires a different style of content and writing. People will get quickly bored of you if you cross post the same material and comments in all channels or do nothing other than post jobs on your accounts. Content and regular engagement is key to making social sourcing work.
Final words of wisdom?
“It’s been emotional!”
– Vinnie Jones in Lock, Stock and Two Smoking Barrels
Bill Boorman has always worked in and around recruiting as a Recruiter, Trainer, Operations Director, Consultant and Coach. He has spent more than 27 years in this industry which sadly qualifies him as a veteran. (substitute old!) During this time he has worked in most markets and has been responsible for the full H.R. and Training function for a recruitment business that grew from 6 to 147 branches. He has implemented I.T systems, designed performance management and appraisal systems among most other things.
Over the last 5 years he has been working as a consultant and trainer to growing recruiting firms across Europe. The last 18 months saw his introduction to social media and social recruiting. He claims to now be best known as @BillBoorman on twitter, and have been described a twitterholic that never sleeps, omnipresent and even a whirling dervish! (Thanks @fishdogs!)
