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The search to find a new job must include networking and social networking. The idea is to get yourself in front of a decision maker, the person who can hire you. Rich Kenny, Senior Operations Manager with Kelly Services comes into the Fox 2 Job Shop to share his thoughts on how to use social media to your advantage in hunt for a new job. Do you have a Facebook, Twitter and Linked-In account? If the answer is no to any one of three, your limiting your resources and the potential network to finding a new job.

"With so many people on LinkedIn, having a complete profile these days won't raise any suspicions, Teach says. "Perhaps the first place a hiring manager will look when they have a job candidate is at the job candidate's LinkedIn profile. It's best to keep it updated all the time so that you don't have to rush to complete it when you start looking for a new job." However, don't indicate that you're looking for new job opportunities on your profile, in case your current employer monitors your page."

"One way of defining these workplace skills is to consider what employers actually ask for in job postings. Based on Burning Glass Technologies' analysis of millions of job postings, one in every three skills cited in job ads is a "baseline" skill - that is, skills that aren't specific to any particular kind of job but rather that are requested by employers across the board. (Most of these are soft skills, though the analysis also includes skills like Microsoft Office that are so common as to be considered core to employability in the modern workplace.) A worker who has these in addition to technical skills is going to be welcome anywhere."

"The Fourth Industrial Revolution is interacting with other socio-economic and demographic factors to create a perfect storm of business model change in all industries, resulting in major disruptions to labour markets. New categories of jobs will emerge, partly or wholly displacing others. The skill sets required in both old and new occupations will change in most industries and transform how and where people work. It may also affect female and male workers differently and transform the dynamics of the industry gender gap. The Future of Jobs Report aims to unpack and provide specific information on the relative magnitude of these trends by industry and geography, and on the expected time horizon for their impact to be felt on job functions, employment levels and skills."

"It is best summed up by the mantra from the Harvard education expert Tony Wagner that the world doesn't care anymore what you know; all it cares "is what you can do with what you know." And since jobs are evolving so quickly, with so many new tools, a bachelor's degree is no longer considered an adequate proxy by employers for your ability to do a particular job - and, therefore, be hired."

"If you find yourself working longer hours or maybe feeling a bit more stressed at the end of the day, you're not alone. Fifty percent of college faculty who completed the annual Faculty Focus reader survey said that their job is more difficult than it was five years ago. Only nine percent said their job is less difficult, while 33 percent said it's about the same."

"Employers report frustration at not finding skilled workers; and, according to the Manpower Growth 2012 Talent Shortage Survey, 49 percent of employers struggle to fill jobs. Jobs wait to be filled - current job seekers just lack the right skills."

" With a degree in creative writing, she's been working short-term teaching jobs since her 30s, often skirting poverty, never achieving the job security traditionally associated with academia. Now in her 60s, approaching retirement age modestly in a compact mobile home, she's helping build one of Vermont's few adjunct unions to help colleagues gain the respect on the job she has long been denied."

""Begin today by rising up from the limitations of learning. Refocus on the jobs that workers are actually doing, and help them to do the jobs they want to be doing, better. Make digital resources rather than courses your default, and put the content your workers need to do their jobs into your technology systems so that you can influence everyday performance.""

"Mr. Bridges represents a new but promising category in the American labor market: people working in so-called new-collar or middle-skill jobs. As the United States struggles with how to match good jobs to the two-thirds of adults who do not have a four-year college degree, his experience shows how a worker's skills can be emphasized over traditional hiring filters like college degrees, work history and personal references. And elevating skills over pedigree creates new pathways to employment and tailored training and a gateway to the middle class."

"The jobs of the future are only "low skilled" if you define "low skilled" as not requiring college. Being a good carpenter (56% growth, Jesus is still with us) or, for that matter, a good medical secretary (41% growth), takes smarts (actual smarts, not just book smarts), hard work, and dedication."

"According to online salary database, PayScale.com, the skills on this list have seen the biggest drop in market value over the last few years. "These skills are associated with jobs the Bureau of Labor Statistics predicts to have slow to no growth over the next 10 years," says Katie Bardaro, Director of Analytics at PayScale.com. "Often, to be successful in your career, you need to have multiple skills to set yourself apart," says Bardaro. "

"Third, remember that all first year employees out of college (or two year school) have more potential than productivity. Today's US education system is not developing job skills, but it is attracting ambitious, hard-working people. Hire for "potential" not only for "achievement" and remember that over the first few years young people will dramatically improve their contributions to your business if you build the right environment."

Many companies now search candidates' social-media accounts to get a better feel for their personalities, to see if they have creative flair, and to find out how well they communicate. Done right, your profile can work in your favor. Of 2,184 hiring managers recently surveyed by CareerBuilder, one-fifth said a candidate's online profile helped them land a position. More often, though, it backfires: 43 percent said they found information that led them not to hire a candidate, up 9 percentage points from last year. That trend means either that more job applicants are behaving badly online or that human resources is getting stricter in sniffing out problems.

I think this article raises a point that we should absolutely acknowledge. Although I don't believe I am "behaving badly" online, what if some of my viewpoints do not entirely mesh with a future employer. Are they less likely to hire me because I have critical opinions about certain policies, etc.? I think it is this issue in particular that makes people reticent to fully participate. However, this is our new reality. How to balance it?

"How can companies get a better idea of which skills employees and job candidates have? While university degrees and grades have done that job for a long time, they've done it imperfectly. In today's rapidly evolving knowledge economy, badges, nanodegrees, and certificates have aimed to bridge the gap - but also leave a lot to be desired. While HR departments are eager for better "people analytics," that concept is still fuzzy. And simply collecting data is not enough - to be used, data has to be presented usefully."

DeveloperAuction has built what they call the "first transparent marketplace for recruitment," allowing engineers to put their talent up for auction from startups that need talent. In the company's first auction, which ended August 31st, 88 engineers put themselves up for auction and 142 startups, including Quora and Dropbox, submitted over $30m in job offers.

"Many students ignore the site until after graduation, mistakenly thinking it is just for job seekers. As a result, those few who start developing their LinkedIn network early (even before graduating from high school) have a distinct advantage when it's time to apply for colleges, awards, grad school, internships and jobs."

"This is very much a real job, though. Wikipedia lists several dozen institutions-including the Smithsonian, the British Library, and the Palace of Versailles-that have employed a Wikipedian-in-Residence. Many of them, however, were only for a limited time, and such is the case with Harvard. The job listing stipulates that the gig will only last 13 weeks. Pay is $16 an hour."

Brandon, like many blue-collar millennials, is stuck on a journey to adulthood with no end in sight. His own parents, who had just high-school degrees, were married, steadily employed at the college, and homeowners well before they reached his age. But working-class kids today are growing up in a world where taken-for-granted pathways to adulthood are quickly eroding. Since the 1970s, stable blue-collar jobs have rapidly disappeared, taking family wages, pensions, and employer-subsidized health insurance along with them. Unlike their parents and grandparents, who followed a well-worn path from school to the assembly line-and from courtship to marriage to childbearing-men and women today live at home longer, spend more time in school, change jobs more frequently, and start families later.

If you haven't grown up with web navigation as the younger crew you're often competing with for jobs has, you need to pay attention. Naiveté can trip you up. A CareerBuilder survey says more than two in five hiring managers who currently research candidates via social media said they have found information that has caused them not to hire a candidate. Arrgh.