I hear this question all the time: Was my degree worth the cost? And while many — myself included — are up-in-arms over the state of today’s internships, I’m willing to bet even more people are upset about the decreasing career value of their pricey higher education.

Internships come in all shapes and sizes: paid, underpaid, unpaid, for credit. But regardless of the salary (or lack thereof), an internship program done right will provide you with immediate benefits — accomplishment stories you can tell to land your next position, work samples you can proudly share, a mentor for life, networking contacts, practical and “real life” applications of your skills, etc. Maybe it’s just me, but I can’t say those things about my undergraduate degree.

I’d love to hear what you think in the comments below: Which would you say has more positively impacted your career, your undergraduate degree or your internship(s), and why?

One of the biggest mistakes you can make in your job search is to keep plugging away, assuming what you’re doing is working. If you aren’t getting any interview offers, callbacks or job offers—you probably need to re-think your job search strategy!

Perform a mid-year job search checkup on your efforts to determine what’s working, what isn’t and where your weaknesses lie. Here are some questions to ask yourself during your self-checkup:

The numbers

• How many jobs have I applied for in the last X months?
• How many phone interviews have I had in X months?
• How many interviews have I had in X months?

Follow-up

• Have I followed-up on any of my applications?
• Have I followed-up after interviews?
• Did I send a thank you card to each individual I interacted with?
• Did I ask for feedback when I wasn’t selected for a job opportunity? What did those employers/recruiters/hiring managers say?

Tailoring your documents

• Have I been tailoring my cover letter and resume?
• Does my resume have an objective statement, as opposed to a professional profile? Does my professional profile tie into the job description and company values?

Weaknesses

• Can I improve my interviewing skills? How will I do this?
• Is there a qualification I’m missing for my ideal job? Can I obtain this to improve my chances of landing a job?
• Have I been leveraging my networking connections to help me land a job? If not, what’s my plan for reaching out to important contacts?
• Have I been targeting ideal employers, or just applying for open positions? (I always recommend to “company search” as opposed to “job searching.”)

After taking a good look at your job search, brainstorm several ways to improve upon your efforts. Perhaps you recognize that you’ve been lazy about tailoring your cover letter and resume to each position—so be sure to dedicate more time to research and understanding of each organization.

Whatever the case, you need to have a clear understanding of the results thus far in your job search—and the reasoning behind those numbers—in order to improve upon those results and land a new job.

What other questions do you need to ask yourself in a mid-year job-search checkup? Do you have any specific tips or advice to add for job seekers struggling to land a new job?

This post is part of the Career Collective. Other posts this month include:

• 4 Summer Strategies to Step Up Your Job Search, @DebraWheatman, #CareerCollective
• Putting Your Job Search Up On The Rack For Inspection, @dawnrasmussen, #CareerCollective
• Mid-Year Job Search Checkup: Are you wasting your time? @GayleHoward, #CareerCollective
• What is your unique value proposition? @keppie_careers, #CareerCollective
• It is Time for Your Check-up Ms/Mr Jobseeker, @careersherpa, #CareerCollective
• Mid-Year Career Checkup: Are You “On Your Game?” @KatCareerGal, #CareerCollective
• Reposition your job search for success, @LaurieBerenson, #CareerCollective
• Mid-Year Job Search Checkup: What’s working and What’s not? @erinkennedycprw, #CareerCollective
• Mid-Year Job Search Check-Up: Getting Un-Stuck, @JobHuntOrg, #CareerCollective
• Mid-Year Check Up: The Full 360, @WalterAkana, #CareerCollective
• 5 Tips for Fighting Summer Job Search Blues, @KCCareerCoach, #CareerCollective
• Are you positive about your job search? @DawnBugni, #CareerCollective
• Where Are The Jobs? @MartinBuckland, @EliteResumes, #CareerCollective
• Mid-Year Job-Search Checkup: Get Your Juices Flowing, @ValueIntoWords, #CareerCollective
• When Was Your Last Career & Job Search Check Up? @expatcoachmegan, #CareerCollective
• Is Summer A Job Search Momentum Killer? @TimsStrategy, #CareerCollective
• Is It Time for Your Resume Checkup? @barbarasafani, #CareerCollective

The Summer issue of NACE’s Salary Survey report shows the overall average at $51,018, up from $48,661 last year at this time.

This is the third consecutive increase in the overall average offer: The Winter and Spring reports also showed increases in the overall average offer. In comparison, results from all 2010 issues reported losses over 2009.

“The steady increases in starting salary offers we’re seeing this year is a good indication that the job market for new college graduates is gathering strength,” says Marilyn Mackes, NACE executive director.

Another positive sign: Among the disciplines that saw their average offer change, more than 82 percent saw their average offer gain ground.

Overall, the average salary offer to graduates in the business disciplines rose 3 percent to $48,694. Within the individual majors, accounting majors saw a 2 percent increase, and now average $49,671. Similarly, business administration graduates posted a 2.2 percent increase, for an average of $44,825. Economics and finance graduates fared better, 6 percent ($53,906) and 4 percent ($52,351) increases, respectively.

As a group, students in the computer science disciplines saw their average offer rise 4.3 percent to $62,328. Graduates majoring specifically in computer science saw their average salary offer increase 3.7 percent to $63,402, and the average offer to information sciences and systems graduates rose 4.4 percent to $57,499.

The engineering disciplines as a group earned a 2.5 percent increase to their overall average salary offer, which now stands at $60,465—the best increase this group has seen since Fall 2009, when the overall average gained 4.2 percent over Fall 2008. In addition, nearly all of the reported engineering disciplines posted increases, with petroleum engineering and computer engineering grads seeing the highest bumps.

The average offer to those earning degrees in petroleum engineering rose 8.1 percent to $80,849—driven by interest from petroleum and coal products manufacturers, which made nearly 90 percent of the offers to these graduates. The average offer to computer engineering graduates rose 7.6 percent to $64,499.

At the other end of the scale, civil engineering graduates posted a tiny increase—less than 1 percent—bringing their average offer to $52,069. Electrical engineering graduates and mechanical engineering graduates fared better, posting increases of 2.8 ($61,021) and 3.2 percent ($60,345), respectively. Chemical engineering grads saw no movement: Their average offer remains at $65,617.

Humanities and social sciences graduates also fared well in this report: Their average salary offer rose 15.3 percent to $40,057. Although this marks the third consecutive increase for this group of graduates this year, their overall average is just 1.3 percent higher than the average reported one issue ago in the Spring 2011 Salary Survey report, $39,527.

Of the individual liberal arts disciplines, most saw their average offers increase. English majors posted a 6.6 percent increase, bringing their average offer to $39,611. History majors also posted a healthy increase; their average offer rose 8.1 percent to $40,051.

In the social sciences category, psychology graduates saw a whopping 23.8 increase in their average salary offer, which now stands at $40,069. However, that average is skewed—and the median salary is $34,000. Most of the offers to psychology grads were for sales or teaching positions, which averaged $35,362 and $38,866, respectively.

Have you seen evidence of what this survey reports? Share your story below!

Also, I’ve added discussion questions to the book’s web page. So, if you’re looking for blog fodder after reading it or your book club is interested in reading it, those 11 questions should get you started!

Finally, don’t forget that you can invite me to discuss the book or other awesome topics. I love speaking to young professionals!

What else would you like to see on the book’s web page?

Getting Started

If you don’t already have a presence on the top social networking sites (LinkedIn, Twitter, and Facebook), set up an account on each one you plan on using for your career and job search. You might also choose to blog—so search around for the right platform for you. If you already have accounts on any of these sites, make sure that it’s appropriate for your job search. You never know when a potential employer might be looking! Delete the questionable content or change your privacy settings to make your online presence as professional as possible.

Completely fill out your biography, about me section, interests, skills, etc. Many recruiters and employers use search tools to find candidates that match the job description using keywords and phrases. Share your experience, education and accomplishments in your profile to help employers learn the most they possibly can about you.

Use a similar handle across networks. Make it easy for others to find you on whichever platform they use by using your first and last name in your unique URL or as your handle. If you have a common name, consider differentiating yourself by incorporating your skills or profession into your username. To check username availability across multiple platforms, use tools like KnowEm or NameChk.

Upload a professional profile photo. Help others get to know you by putting a photo in your profile. A close-up, professional headshot should do the trick.

Social Media & Your Job Search

Why do you need social media profiles to be successful in your job search? Well, there are a few reasons:

Networking opportunities. Eighty percent (or more) of job opportunities come through some form of networking—and I truly believe that networking is one of the most important tools in your job search toolkit. Meet new contacts from across the world by engaging in conversation on social media and participating in chats, groups and more.

Professional online presence. Employers today are screening candidates based on their online reputational data—profiles, search results, websites, photos, and anything else they can find that’s attached to your name. Proactively creating professional results shows that you’re serious about your job search and career.

Thought leadership. Show that you’re committed to your career by positioning yourself as a thought leader in your industry. Write blog posts pertaining to recent trends in your field, share advice from other thought leaders and participate in online groups and chats.

Connect directly with employers. Recruiters, hiring managers and CEOs are now active on social media. Read their blog, connect with them on LinkedIn or Twitter, and comment on the content they share. It’s easier than ever to build relationships with folks you might never meet in real life—take advantage of it!

Tips for Successful Social Networking

• Focus on building mutually beneficial relationships—don’t just connect with people that can help you. Think about how you can help them, too.
• Regularly post interesting articles, photos, videos and other content to stay visible online.
• Don’t spam your network by constantly talking about yourself.
• Look for folks in your industry and geographic area to follow and connect with.
• Dedicate a portion of your day to your maintaining your online presence, following new people, thanking others for sharing your content, etc.

Do you have a story to share about how social media helped you land a new job? What other tips would you share with job seekers?

This post is part of Career Collective. Check out the other posts written by my colleagues:

• Make Your Career More Social: Show Up and Engage, @WalterAkana, #careercollective
• You 2.0: The Brave New World of Social Media and Online Job Searches, @dawnrasmussen #careercollective
• How to Get a New Job Using Social Media, @DebraWheatman #careercollective
• Social Media: Choosing, Using, and Confusing, @ErinKennedyCPRW #careercollective
• Updating: A Social Media Strategy For Job Search, @TimsStrategy #careercollective
• Your Career Needs Social Media – Get Started, @EliteResumes @MartinBuckland #careercollective
• We Get By With a Little Recs from Our Friends, @chandlee #careercollective
• Expat Careers & Social Media: Social Media is Potentially 6 Times more Influential than a CV or Resume, @expatcoachmegan #careercollective
• Social-Media Tools and Resources to Maximize Your Personalized Job Search, @KatCareerGal #careercollective
• Job Search and Social Media: A Collective Approach, @careersherpa #careercollective
• How Having Your Own Website Helps You, @keppie_careers #careercollective
• Social Media: So what’s the point?, @DawnBugni #CareerCollective
• Tools that change your world, @WorkWithIllness #CareerCollective
• HOW TO: Meet People IRL via LinkedIn, @AvidCareerist #CareerCollective
• Effective Web 2.0 Job Search: Top 5 Secrets, @resumeservice #CareerCollective
• Jumping Into the Social Media Sea @ValueIntoWords #CareerCollective
• Sink or Swim in Social Media, @KCCareerCoach #CareerCollective
• Social Media Primer for Job Seekers, @LaurieBerenson #CareerCollective

Me: “What’s your plan for mentoring them?”

Husband: “I don’t have time to mentor them. That’s why they’re getting paid.”

Herein lies a classic problem with today’s internships: They aren’t really internships at all! They are merely summer jobs.

As a country, we’ve strayed from the educational and mentorship aspects of internships. This is a bad thing — for everyone.

So much effort is being devoted to the paid (or rather, unpaid) aspect of internships that the reason students need internships seems to have been forgotten.

Summer jobs are great, don’t get me wrong, but if there’s no one at your “internship” dedicated to mentoring you and making sure you learn, you’ll walk away with money but likely nothing else (i.e., accomplishment stories for your cover letter and resume).

Want a good way to give your internship a letter grade? My friend and colleague Mark Babbitt, CEO of YouTern, has come up with something pretty awesome over on their blog. Here’s a preview:

Mentorship

Key to many successful internships is developing a mentor relationship, perhaps even a reverse or bi-directional mentorship, with an influencer or dynamic personality who takes an active interest in our careers.

A = My mentor has already made a huge impact on me; I can’t wait to show up for work
B = We’re just getting to know each other, but my mentor is an influencer – high potential!
C = I would call her a “supervisor” more than a mentor, but I am still proving myself
D = This guy is going through the motions, but seems decent – I’m hopeful
F = My sloth-like boss didn’t know I was coming – and has the charisma of a wart (help me!)

So, is your internship really an internship, or is it a summer job? What are your thoughts on the differences between the two?

While I always appreciate comments below, I encourage you to join the discussion on my new book‘s Facebook fan page, as well.

As I explain on the book’s web page, Lies, Damned Lies & Internships: The Truth About Getting from Classroom to Cubicle examines the condition of internships in today’s economy – and tackles the good, bad, and ugly.

Specifically, here’s an outline of the book:

• Chapter 1: Recent Controversies Surrounding Internships
• Chapter 2: The Importance of Internships
• Chapter 3: Characteristics of a Good Internship Program
• Chapter 4: How to Create an Internship Program
• Chapter 5: Current Problems & Possible Solutions
• Chapter 6: When Internships Go Bad
• Chapter 7: Interns: How to Turn Your Internship into a Full-Time Position
• Chapter 8: Employers: How to Turn Your Interns into Full-Time Employees

As you can hopefully tell, this book doesn’t just appeal to interns (or intern candidates). It’s also meant for legislators, employers, universities, and parents. Want a preview? I’ve uploaded the foreword and introduction to Slideshare.

Lies, Damned Lies & Internships will only be available as an eBook (PDF, Kindle, Nook, Kobo, etc.). Why? Because information in the careers space changes fast — and I want to be able to bring you the latest. And the books are cheaper for readers, kills fewer trees, etc.

Keep checking the book’s web page for more information. I’ll soon be adding links to Amazon, etc., as well as a link to the book’s Facebook page so we can have an ongoing discussion about the topic of internships. Who knows, maybe you’ll be included in the next version!

Journalists & Bloggers: Click here to sign up to receive a complimentary review copy when it becomes available.

To make a long story short, the other dog originated from another street and ran up behind us — so we didn’t know he was coming. All of a sudden, there he was, foaming at the mouth while he snarled, barked, and bit at Mackenzie. After what seemed like an eternity, I was able to get a hold of the other dog, whose owner was nowhere to be seen.

Adrenaline pumping and anger-fueled, I quickly walked the other dog by its leash to the end of the street in the direction from which he came. There, I spotted the owner, still engrossed in a conversation with another woman. I’ll admit that I lost it on her — yelling about how irresponsible it was to not chase after the dog once it had gotten loose. Her reaction? She says nothing, grabs her dog’s leash, and goes back to her conversation.

Yesterday, Mackenzie and I ran into the same dog, but this time, a teen/twenty-something was walking him. The dog immediately went nuts. I told the guy that his dog had attacked me, Mackenzie, and my husband the previous Friday because I wasn’t sure if he or the other lady was the actual owner. At first, he denied the attack even took place. Once he did admit that it actually happened, his response to me was, “It sounds like dogs being dogs.”

Sorry, but an unleashed (or in this case, leashed but without a human at one end) dog attacking a leashed dog and its owners is not “dogs being dogs” — it’s you (the unleashed dog’s owner) being irresponsible.

What does all of this have to do with your job search?

Don’t be this unleashed dog’s owner — take responsibility for your career. When a dog escapes your control, the normal reaction is to go after it. In your job search, once you unleash your job application into the hands of a hiring manager or recruiter, go after it!

As Jameelah Brown commented in my LinkedIn group:

Stop waiting for someone to call you back. We have to realize that they have many people that have applied and it’s our job to followup and stay on it.

Well said.

Life After College: The Complete Guide to Getting What You Want by Jenny Blake

Life After College is an essential manual for every graduating student and young professional. It features practical, actionable advice that helps people focus on the BIG picture of their lives, not just the details. Life After College will leave you feeling inspired, confident and ready to take action toward creating the life you really want.

In Life After College Twitter meets What Color is Your Parachute for 20-somethings. Written by popular blogger and life coach Jenny Blake, Life After College provides tips, inspirational quotes and coaching exercises for every area of life including: Work, Money, Home, Organization, Friends & Family, Dating & Relationships, Health, Fun & Relaxation, and Personal Growth. The book is like having a portable life coach by your side — it is a “one stop shop” that is part journal, part motivator, and part guidebook. Life After College is a powerful life-planning tool that no twenty-something will want to be without!

Read my review here.

Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job by Emily Bennington

When you’re new to the workforce, ambition and talent aren’t enough—getting on the fast track to success requires much more.

If you’re a recent college graduate or new hire, Effective Immediately shows you how to excel at your first job and jump-start your career. As an up-and-coming professional, you’ll learn how to transform yourself from entry-level employee into skilled, invaluable all-star during your first year on the job.

Accomplished young professional Emily Bennington and her mentor, seasoned manager Skip Lineberg, empower you to:

• Establish yourself as a top performer from day one
• Use every task—even grunt work—as an opportunity to shine
• Earn the respect of your boss, colleagues, and clients
• Cope with conflict, mistakes, and toxic coworkers
• Land key assignments and gain greater responsibility
• Manage projects and lead teams like a pro

Packed with practical advice, useful resources, and wisdom from former newbies, this savvy hand-book gives you the tools, knowledge, and confidence you need to reach your highest potential.

Read my review here.

They Don’t Teach Corporate in College: A Twenty-Something’s Guide to the Business World by Alexandra Levit

They Don’t Teach Corporate in College has resonated with tens of thousands of readers and is currently used as a text in corporations and universities across the country. This new and updated edition reflects the unique needs and challenges of current 20-somethings, who want to get ahead, but lack the know-how and finesse to make it happen. It incorporates fresh tips for effectively managing your online presence, practicing the art of “intrapreneurship,” and planning your next move inside or outside Corporate America.

Chock-full of personal anecdotes and written from the perspective of a wise older sister who doesn’t want you to learn the hard way, They Don’t Teach Corporate in College includes no-nonsense advice for:

• Making the smartest career move right out of college
• Landing the job of your dreams by avoiding the “black hole” of HR
• Establishing a strong reputation by encouraging others to like and cooperate with you
• Navigating your organization’s social scene and practicing cringe-free networking
• Mastering skills that will take you anywhere, such as goal-setting and self-promotion
• Combating negativity and coping with difficult personalities

Read my review here.

Some Assembly Required: A Networking Guide for Graduates by Anne Brown

Graduation is a landmark milestone in life. The thrill of launching a career can be exciting, but it can also feel very lonely. Some Assembly Required: A Networking Guide for Graduates is the fourth book in the series, and ideal book for any young professional. The book fills in the gaps that are not taught in the classroom about the power of business relationships and networking. Thom Singer and Anne Brown have customized the message and designed a step by step program that will impact any career for decades. Whether from Graduate School, a University, Community College or High School, these indispensable skills with help every Graduate start their careers with the relationship building skills necessary to ensure success beyond their wildest dreams.

Put Your Mindset to Work: The One Asset You Really Need to Win and Keep the Job You Love by James Reed and Paul G. Stoltz, PhD

The right mindset can make you three times more likely to get the job you want-and even less likely to lose it later.

What does it take to get and keep the job you want? Ninety-six percent of employers argue that it’s not just about having the right skills for the position- it’s all about the right mindset.

As two leading experts on the subject, Reed and Stoltz know what employers really want from the people they hire and keep. According to their extensive and globally acclaimed research, there is a specific set of mental traits that will make you exponentially more desirable to potential employers, and more likely to succeed and enjoy your job once you’re hired.
This “3G Mindset” is:

• Global-the openness and big-picture perspective to compete on a global scale in any job
• Good-a positive force with an unwavering moral compass
• Grit-the tenacity and resilience to thrive on adversity

The authors reveal why employers are three times more likely to hire people with the right mindset over those who are more qualified on paper. This book provides an actionable approach for both assessing and developing these essential traits.

BONUS: #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle by Heather R. Huhman

The statistics are frightening. The National Association of Colleges and Employers’ (NACE) 2009 Student Survey shows that just 19.7 percent of 2009 graduates who applied for a job actually have one. And, according to NACE’s Job Outlook 2010 Fall Preview, employers expect to hire 7 percent fewer graduates from the college Class of 2010 than they hired from the Class of 2009. What’s worse, this issue cannot completely be blamed on a poor economy. Entry-level hiring should have increased because many employers have laid off more expensive, experienced talent. So what’s preventing new talent from entering the career marketplace?

Millennials–those individuals born between 1977 and 1997 and also known as Generation Y–often expect college to teach them how to find jobs and are disappointed upon finding out this is not the case. And the career advice they do receive comes from “authority figures” (i.e., campus career center staff), whom they do not believe or trust. These graduates need practical and insightful guidance from someone who knows the challenges they face and how to overcome them.

“#ENTRYLEVELtweet Book01″ by career expert Heather R. Huhman is a must-read for college students and recent grads who want to learn what it takes to find, land, and succeed in an entry-level career. In 140 tweet-style tips, Huhman provides a roadmap of what to do to impress hiring managers, how to create stand-out “career tools,” and how to network during your job search with confidence in yourself and what you have to offer potential employers.

Want to get ahead of your college colleagues? Get your copy of ‘#ENTRYLEVELtweet Book01′ now, and let it guide you from classroom to career in approximately fifteen minutes–the perfect length of time for a busy student or job seeker.

What other books would you add to this list?

“Social networking to land a job is nothing new, but Miriam’s book offers plenty of advice I’ve never even thought of before–and I write about this on a daily basis! Social Networking for Career Success is broken into easily digestible chunks of information that will benefit everyone from college students to experienced professionals. It’s a whole new world of job hunting out there!”

That’s what I wrote when asked to give Social Networking for Career Success by Miriam Salpeter advance praise. While I’m sure there are people out there who give a positive review to any book that crosses their desk, I’m not one of them. Not when it has my name attached! And while Miriam is also a friend, I think our mutual respect for one another would lead her to understand, had I declined to comment. Luckily, neither of these situations ever arose because it’s a great book!

My love affair with networking as a job search tactic is no secret. Statistics show many jobs (up to 80 percent) are filled via networking; successful applicants had an advocate inside the company. Networking well requires two things: making sure as many people as possible know about you (the candidate) and convincing those people you are the best candidate to get the job done. It’s important to establish a community of people willing to facilitate an introduction, set up an informational meeting, or hand-deliver a resume to a hiring manager.

Social networking addresses these problems; it helps job hunters demonstrate their subject matter expertise and unique value to a broad audience while growing a community of contacts willing to refer them for opportunities. In Social Networking for Career Success, Miriam teaches you how to use social media efficiently to demonstrate your expertise and illustrates how to get the word out about a job search without specifically asking for help.

That last, underlined part is key because networking is all about establishing two-way, mutually beneficial relationships. If all you’re doing is asking, you’re not networking!

I’m willing to bet you’re on Facebook — and possibly Twitter and LinkedIn. But do you understand exactly how to leverage these networks to improve your chances of landing a job and building career visibility?

To give you a sneak peek of what’s inside the book, I asked Miriam a few questions:

HH: What’s the best social network for job seekers?

MS: The first place job seekers should spend time is on LinkedIn. It is the “go to” hub of professional networking, and continues to expand the ways it allows job seekers to connect and extend their networks, especially via the Answers section and by using Groups. That said, my favorite network is Twitter, because it is so open, and allows users to find, follow and interact with people they otherwise would never know. Once users find a community of people in their field to follow and communicate with, Twitter can provide a constant stream of information, professional development opportunities (right on your desktop), information about specific jobs and the chance to connect directly with colleagues, mentors and prospective bosses.

The philosophy I share in the book, though, is that no one network is right for all people. For some, writing is not a strong point; they may want to rely on connective via vlogging (video blogging), or radio, such as BlogTalkRadio. Maggie Mistal, a nationally known career coach and professional radio personality on Sirius/Martha Stewart Radio, shares extensive tips for anyone who may want to create their own radio online show – which you can do now with just a phone and a computer!

HH: What’s your most important piece of advice about social networking?

MS: It’s crucial for anyone considering building or enhancing their online presence to first do their research to determine how to approach the online “market” to attract the interest and attention they want. That means knowing exactly what you want to do (be it a job or a gig) and how your skills and accomplishments fit into the roles you seek. In chapter 4, I discuss how to create your online “brand” – essentially, your reputation — how people will view you from your digital footprint.

Once the job seeker or entrepreneur understands his or her value proposition and how it fits into the big picture, my best advice is to focus on building a community instead of looking for a job or business. Don’t consider social as a tool to find a job; use it to grow your network of people who WANT you to get a job. It makes all the difference! My book will show you how.

Still need more before you buy? Click here to download the introduction and a sample chapter. Have you read Social Networking for Career Success? What were your thoughts?