	In this newsletter, we take a look at the pros and cons of online networking and how it can be a boon to one’s career, and yet a looming threat to companies. We also look at employer branding and communication and feature Bjorn Edlund from Shell. Again we have collaborated with Streative Branding for this newsletter who have sourced some thought provoking articles. We also invite you to join us on Twitter. O'Connell Marketing: your specialists in international marketing and communications recruitment.



	Streative Branding is a boutique strategic design and trend intelligence agency based in Amsterdam. Streative products and services include tailor-made, consumer insight-driven reporting in the form of magazines, blogazines and their trademarked Digital Street Feeds. Their future focused consumer insights lead to high level brand consulting, design collaboration and management , lectures, and the development of large and small-scale innovation events for Bacardi, O2, Nike, Philips, Telefonica, Estee Lauder, Zon and several other global brands. Straight from the street, Streative's Moles are a unique global network of independent influencers, thinkers, cynical risk-takers and multi-taskers who inform and inspire Streative's insights and movements from all over the world. For more information see www.streativebranding.com or drop a note to Kim Atkinson at k.atkinson@streativebranding.com

Bjorn Edlund

Executive Vice President Communications, Royal Dutch Shell.

Bjorn Edlund is the Executive Vice President Communications for Royal Dutch Shell. He has lived and worked across the world both as a journalist, in consultancy and for a number of corporations. He takes us through his career, reasons for making these choices and gives his point of view on change communications, company mergers and getting the best from your CEO. Read more.

Marketing your career online

Creating Brand “Me”

The days where candidates spent more time refusing job offers than they did applying for new jobs are now far behind us. The European Commission stated at the beginning of May that at 11% the unemployment rate in Europe has reached its highest level since 1945. However, shocking statistics like this do not mean that job seekers are finding themselves in a hopeless situation. Far from it. This new era in recruitment heralds a rise in awareness of how job seekers can position themselves. Candidates are striving harder than ever to stand out from the pack and gain the attention of employers. One way they are trying to do this is through Personal Branding. But what exactly is Personal Branding?

Some tips on how to make sure that your online profiles don't cost you your job or prevent you from finding a new one: Tips for your online profile.

Online Networking

The importance of networking in the hunt for a job becomes even more apparent when one thinks about the numerous job vacancies today that are filled through personal introductions or word-of-mouth recommendations. Job seekers are being reminded of the necessity of networking, both online and offline. Broadening and maintaining their networks has become a high priority in the search for employment. One of the most popular ways of growing 'Brand Me' in recent times has for many been through online social and professional networks. Millions of people are using social networks to connect worldwide; not least to find employment.

In our recent survey, we challenged users of LinkedIn to identify their useful connections and quantify the outcomes. We show the overview here.

How does this all affect employers?

Job seekers and individuals are not the only ones who are promoting their brands online. Employer branding to employees is also becoming more popular, and more important, than ever. A carefully-constructed employer brand aims to position the organisation as a leading firm to work for in the minds of current and potential employees, as well as other key stakeholders. Many firms are now cultivating their employer brands online. They are doing this through the company culture, corporate websites, specialised recruitment websites and through social networks, to name but a few of the seemingly endless possibilities. But how much is too much?

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