I graduated from a MBA program with honors in December and have been
unsuccessful in my job search. Thus far, I have done the following: (1) networked
through associates and friends; (2) attended career fairs; (3) applied for positions
online that are posted to corporation’s websites or my university’s job postings.
I have not had an interview since December. Can you provide any advice?
The Career Doctor responds:
My best suggestion for you would be to run immediately to the career center
of the university from which you earned your MBA. There is obviously something
wrong with your job search, and I don’t have enough clues from your question.
If I were making a guess based on similar questions I have received from MBAs
in your same position, I would say it probably relates to three things: no or
limited job experience, a poor or underdeveloped network, an unfocused resume.
If you have no job experience, immediately seek some out through volunteering, consulting, or temporary work. Employers expect undergrads to have job
experience — so you can only imagine how much they expect from a MBA.
If your network has not led to any kind of results, then either your network is
weak, or you are not using it correctly. Besides the usual family, friends, co-workers, professors, etc., have you joined one or more ? You
need to get more involved with your networking.
How’s your resume? I suggest getting it critiqued from a professional — either a
resume expert or someone from your field. An unfocused resume will not get
you job interviews.
Dear J.T. & Dale: I’ve been in the nightclub industry for seven years, starting right out of college. I make a great living, but the hours and lifestyle are catching up with me. I want to make the transition to a day job, but I can’t seem to get anyone to even consider me. Most people see my industry as “party city” and assume I don’t have transferable skills. What can I do to prove to corporate America that I can handle it? - Jason
J.T.: Overcoming the “party” stereotype is going to require a concerted effort. For starters, try to de-emphasize the nightclub aspect of your work and play up the transferable skills, such as sales, customer service, budgeting, operations, hiring and training.
DALE: It isn’t just a matter of those skills being transferable, but of being translatable. You need to spend time with people working in your target jobs to learn their workplace jargon. Further, it isn’t just skills, but style – the look and dress, and etiquette and camaraderie. They all go into the answer to the inevitable question, “Will Jason fit in?”
J.T.: You could benefit from a career coach or other professional help in getting your resume, LinkedIn profile, elevator pitch and other career tools to resonate with corporate America. Further, you might get help mapping out a networking strategy to develop new contacts who can open doors for you and get you the exposure that Dale is talking about. The most successful career changes happen when people leverage their relationships to get recommended for jobs, getting screened in rather than screened out.
DALE: Said another way, it isn’t just a matter of possessing transferable skills, but of you taking hold of those skills, along with your materials and relationships, and reinterpreting them. You can’t expect prospective employers to figure out how they transfer; you have to make the transfer for them.
Feel free to send questions to J.T. and Dale via e-mail at advice@jtanddale.com or write to them in care of King Features Syndicate, 300 W. 57th Street, 15th Floor, New York, NY 10019.
Maybe not if you have to commute, but if it simply meant logging on to your school’s website, you could complete a simple reading assignment in the amount of time to watch a television show. An estimated 6.1 million college take online courses, according to a report by the Babson Survey Research Center. The flexibility of online school has allowed working individuals to rise ahead, procuring a better position at a current company or even transitioning into a better working environment.
Online education has really changed the game for military families and single parents as well. For these students, taking courses over the Internet really saves time and even money.
Students Arrange Their Own Schedules
The major benefit of online courses is you have no strict time to be online for a lecture. Working students consider this to be the real amazing quality of online school. The only deadlines that you really have are when to turn in assignments. However, you can decide when to study and complete your regular class work. Exams will usually have a time limit for completion, or if you are taking a hybrid course, you may to visit a campus to take the exam, which you will know about in advance with a syllabus.
Courses Taught Online Give You More Freedom
In the time it takes you to drive to school and get to a classroom, you could have already completed an assignment online. That’s the major benefit that students see when they first sign up for courses. Online classes take out the commute, adding more time to actually learn. However, classes also focus more on solitary work and learning without an instructor-led lecture. Although it’s becoming increasingly more popular for professors to post lectures online with videos for their online students. An online instructor may also be more accessible than a professor with office hours at a college. There are also more degrees being added to the online education forum.
(YourDegree.com has an updated list of the bachelor’s degrees and master’s degrees that are currently being offered at several schools online.)
You Receive Feedback and Grades Faster With Online Courses
Once you turn in an assignment, such as a quiz, it can be graded immediately and you receive your score, so you know exactly how well you did. In a physical classroom, you’re going to wait a week or two to get back any test or quiz. Students basically take out the inadequacies of some teachers with online assignments. They can study, turn in homework, and receive a grade simply. Most online courses come with a simple-to-use interface as well, complete with e-mail, discussion boards, assignment page, profile pages for other students, video tutorials and news updates. Some schools even integrate interfaces with Facebook, so you know exactly when quarter grades are posted or when you have a new assignment.
You’re in charge of doing the work,so you have to be self-motivated and organized. This will save you more time as you continue to work online. Students need to set up a planner and keep separate folders on a computer for online classes to hold assignments, quiz grades, syllabi and other important documents. You are also in charge of asking for help if you do not understand an assignment or reading, so make sure that you can talk to your professor when you have time.
One of the drawbacks for online school is if you do not have your own computer or stable Internet connection. You won’t save as much as time if you do not have your own online access at home. However, even if you take your classes at a cyber café or public library, you can still create your own schedule. There are many online schools that will also offer financial aid to help pay for a laptop.
Many institutions are adding new online courses and degree programs, finally understanding the plight of working students. Online courses have attributed to higher enrollments with 65.5 percent of chief academic officers calling online education “critical” to an institution’s long-term strategy. As more colleges recognize the needs of their student body, working students can take advantage of their free time and earn a degree.
Virtual teams are becoming an increasingly popular way for organizations to boost productivity by facilitating collaboration among far flung employees while eliminating travel costs.
In fact, according to a white paper recently released by Kenan-Flagler Business School’s MBA@UNC, a groundbreaking program which delivers their MBA online to students globally, virtual teams average 10 to 43 percent more productivity than co-located groups. But virtual teams function differently than co-located groups, and they need effective management to realize those productivity statistics.
Here are five tips that can help you lead your virtual team to victory:
1. Choose Your Team Carefully
It takes a particular type of individual to rise to the challenge of working in a virtual team, according to MBA@UNC’s white paper. Those who demonstrate a flair for independence, consistently take initiative and communicate well with others will excel on a virtual team. People who lack those qualities may become distracted from their work or may fail to overcome the challenges of long-distance communication with their team. Choosing individuals who have already demonstrated these qualities will ensure the whole team’s productivity.
2. Use Technology Appropriately
A sophisticated and quickly evolving set of tools for online communication offers endless possibilities for collaboration. However, matching the right tool to the right job is vital to harnessing the power of each technology. Utilizing a mixture of synchronous technologies (video conferencing, chat rooms) and asynchronous technologies (email, message boards) will allow team members to work on different schedules while being well prepared for online meetings. It also helps to remember while groundbreaking advances in technology can profoundly change the way we do business, older technologies need not be forgotten.
While your team will surely benefit from eight-way video conferencing, an old fashion phone call will sometimes be an easier and more direct way to answer a question.
3. Train Your Virtual Team
How do you ensure that every member of your virtual team will know the right tools for each task and how to use them? Provide each team member with specialized training on working in a virtual team.
The fast pace of technological advancement requires that team members stay up to date on how to use the technologies appropriate to their particular tasks, understand productive organizational structures and are familiar with established team processes. Training that addresses the most relevant cultural differences, such as differing norms in group decision-making processes, can also prevent communication problems before they arise.
4. Establish Formal Collaborative Roles and Processes
Because of cultural differences and the particular challenges of online collaboration, it is necessary to explicitly formalize certain processes that you might not regulate in a traditional office. Establishing a uniform decision-making process, clearly defining distinct roles for each team member and creating a clear schedule of deadlines are all doubly important for managing virtual teams. These measures will help to prevent misunderstandings and build trust among team members.
5. Respect Geographical and Cultural Differences
Collaboration between team members in different countries on different continents can lead to obstacles if individuals do not approach each other with respect, understanding and particular pieces of basic information. Some of these differences are obvious, while some are more nuanced.
For example, it is common courtesy for team members to consider each other’s time zones when scheduling video conferences. Cultural differences in group decision making processes may also require greater subtlety to navigate, as some business cultures tend to make decisions during informal pre-meeting conversations, while others tend to practice a long-term consensus building process.
This article was written by Social Media Outreach Coordinator Harrison Kratz on behalf of CAREEREALISM-Approved Partner, 2tor — an education technology company that partners with institutions of higher education such as the University of North Carolina at Chapel Hill to deliver theiraccredited MBA program online.
In this funny and blunt talk from TEDxUW, Professor Larry Smith pulls no punches when he calls out the absurd excuses people invent when they fail to pursue their passions. A professor of Economics...
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I will graduate college this month. Recently, a relative gave me a contact number
to a vice president of a company, and asked me to call him to ask for any opportunity in
his company. My questions are below:
I called that person for 3 days, but I still couldn’t reach him. I left a
message said that I would try the next day. What should I do?
I feel weird asking for any job opening to someone that I don’t know. If that person
asks me what kind of job I would interested in doing, I might stumble and not know
how to answer. I could say I can do anything, but I am afraid he will think that I don’t
have a goal in my career. How should I handle this kind of situation?
The Career Doctor responds:
We’re certainly at — or beyond — crunch time for college students gradating this spring — and who
want a job by graduation.
And your best bet for finding a job is through networking, such as in your situation.
I hope you are also attending career fairs, checking with your career services office,
and even targeting specific companies where you want to work. Just a reminder that
the Internet should be a very small part of your job search.
To your first question. You’ve done the right thing. You could leave your phone
number too, but it is appropriate that you will keep trying to reach him. I would not
take it as a bad sign yet; he could be out of town. If you have other contact information
for him, such as a cell phone or email, you might consider sending a respectful message
through those routes. And when you leave a message, remember to keep it brief,
stating in the first few words who referred you, and stating why you are calling. Keep it
that simple.
Your second question is all too common — and you are correct, you do not want to
sound too desperate or unfocused. Only you can answer this question, but if you don’t
have an answer to it, I suggest immediately doing some career research and assessment.
Employers want prospective job-seekers to be focused on specific jobs — while identifying
the key skills that make you a more attractive candidate than others applying for the same position.
If you find yourself overwhelmed, disorganized or having trouble concentrating, simply improving your work surroundings can have a positive impact. If you are looking for a way to boost your productivity, begin with these six tips for desk organization!
1. Avoid Over-Organizing. This may seem like an oxymoron in light of the topic but often times we can overwhelm our workspace with all the containers, trays, shelves, writing utensil holders, paper clip cups, sticky note dispensers, etc. In our effort to be efficient, we can actually create a certain amount of organizational chaos. Evaluate your workspace and decide if you can consolidate some of your office supply holders. Does having everything at your fingertips help you or hinder you by taking up valuable work area. How often are you using all of the items on your desk? Even our attempts to be organized can create clutter that stifles productivity.
Careless with our words or worse, careless with time, the time of our clients or customers…
When we display carelessness, we show a lack of true connection with those with whom we strive to impress or sell to or persuade. It isn’t always easy to stay in the moment and lose “the act“. Most people recognize when someone is being unauthentic or purposefully removed from a situation. I have long professed that if you do not like people, you should not be in the recruiting business.
I expect some push back from this statement.
Getting to know someone, getting to the heart of a discussion, or uncovering an undiscovered truth is not possible without a great deal of discernment but I would also add that caring/liking to talk to people and wanting that connection has to be part of that mix, as well.
It’s easy to fake it, to act like you care. But then what do you get out of it? A paycheck, ok.., that’s worth a lot these days - true. And maybe that is enough satisfaction for you.
Can that truly be true?
It is never enough for me nor is it my driving motivation. It just isn’t my reason. I started off doing “name gen” or sourcing, when I first got into recruiting . This was pre-Boolean and the only way to get a name was by picking up the phone, making the call, and connecting. Yes, I said connecting – just on a different level.
I soon realized that I could get the info I was looking for and then present the opportunity in the same call. I didn’t need to pass my info to a recruiter – I could connect and make it happen, myself. I loved those early days of making a 60 to 80 calls, getting four presentations in , two interested candidates /jobseekers and then longing for the elusive resume. Waiting to hear that fax come in or the clink of an email dropping in. There is nothing like the send-out you really care about. The one you “pegged” for the job, the one you knew was the fit.
There are those that can keep it separated. I am not one of those. I have to leave a voicemail… always. Even now, when trying to develop biz or setting up a sale. I can’t just hang up and move to the next name. I have already invested. I have already decided the call was worth making. The next one won’t be a cold one, it will be at least lukewarm. It is worth the investment if you make it so. The difference is in you.
You choose.
Rayanne Thorn, @ray_anne is the Marketing Director for online recruiting software company, Broadbean Technology. She is also a proud mother of four, happily engaged to Tom, residing in Laguna Beach, California, and a daily contributor for Blogging4Jobs. Connect with her on LinkedIn.
Ever had the experience of synchronicity? It’s when you notice some coincidental events and you say to yourself “Whoa.” I had one the other day. In the morning, I saw an HBR blog about making ideas happen, and then later I saw a post about the 99% conference on the subject of making your ideas happen.
When I worked for the American Management Association several years ago, I proposed a new seminar on this very topic: How to turn your Brilliant Idea into action. It was shot down in the new ideas committee. Somewhat ironic, you might say.
I was really bummed about that rejection. I thought the seminar idea had real potential. Little did I know that the Great Recession was about to commence. Sometimes, in retrospect, you realize that an idea you are having is “ahead of its time.” Or maybe your idea was like the proverbial seed that fell on rocky ground where there was no soil for it to take root and grow.
So, let me propose this course again. What would it teach? Some of the themes of this course would be…
Goal setting – Success starts with a dream. What is your new idea? Can you get really specific about it? Visualize it. Draw a picture. Make a prototype. Why does it excite you?
Problem solving – What problems would your Big Idea solve? How do you know? How would it improve the world? Who would it help?
Creativity - If you are seeking the next Big Idea in your work or in your market, you need to develop your creative thinking skills and apply them.
Improvisation - Learning and applying principles of improvisation can support and facilitate your creativity.
Collaboration - Teaming up with others to brainstorm is a great way to test and develop ideas. You may recruit like-minded dreamers who share your passion for the Idea.
Diversity - Gathering a diverse group together for divergent thinking can provide the multiple perspectives needed for breakthroughs.
Feedback - Presenting your idea to a discerning audience will help give you a dose of realism. You may head back to the drawing board. But you may still be convinced you have a Brilliant Idea even after your audience gives it a thumbs down. Having a tough audience can actually stimulate renewed enthusiasm.
Strategy - How will you make this idea happen? What can you do to realize it? What obstacles will you face? What resources will you need? Who can help you?
Some years ago, when I was with a pharma-chem company, I helped to create just such an intervention, based on these very elements. It not only went well, it helped turn an organization around from the brink of elimination. I consider it one of my successes as an OD practitioner.
Anybody interested in this new course idea? Let’s collaborate. It could be the vehicle to your success.
The following post is courtesy of the Recruiting Blogswap:
Did you know that nearly 73 percent of Fortune 500 companies now have at least one female executive officer? This percentage, provided by Catalyst, a New York research group, proves what many have said for years: the pool of highly qualified executive women is growing—and companies are taking notice.
As a C-level executive on the rise, you don’t want to miss your opportunity to secure your next amazing position. But with so much competition out there, it’s important that you make the most of your job search.
Demonstrate Value in Your Resume
The only true way that an employer can believe you’re good enough to take on a chief executive position is that you show you have been and will be valuable to any company you work for.
Of course, value looks very different at the C-level from any other position on the corporate ladder because of the level of responsibility you must assume. So it’s important to focus on the right skills and accomplishments to prove you are an amazing asset.
When writing your resume, be sure to highlight your up-to-date industry experience. Also, focus on skills that make C-level candidates stand out—such as management leadership skills, experience with mergers and acquisitions, and initiatives you were behind that promoted consistent business growth.
Make Friends in High Places
Networking is a critical component of C-level executive job seeking. Without friends in high places, it will be difficult to find and secure positions at the top of the corporate ladder.
So if you haven’t already, you should be calling former associates and mentors who have a lot of influence in your field and are willing to provide you with inside connections that can help you score interviews.
Also, if your connections are already hired in positions, study them closely to see how they function. Don’t shy away from learning in your quest for a C-level position. Every piece of information you acquire can be highly valuable in propelling you to the top of the ranks in a new company.
Spread Your Wings
While you’re in the process of searching for new opportunities at the C-level, don’t just settle for the position you’re seeking. Consider digging deeper within your field to find holes that you may be able to fill. You may be able to start a website addressing issues that aren’t regularly discussed. Or consult for companies in need of your services.
By spreading your wings in the midst of your job search, you can not only educate yourself and others in your field—increasing your value as an employee—but you may earn money in the meantime, or even create a business of your own.
The opportunities for women seeking C-level employment are greater than they have ever been. Take advantage of your expanding options by making the most of your job search.
Author: Jessica Hernandez, expert resume writer, is a nationally-recognized resume authority and former HR Manager who has achieved over a 99% success rate securing interviews with prestigious organizations through exclusive, personal branding strategies.
Donald Trump. Martha Stewart. Mark Zuckerberg. Sarah Palin. Chances are you can think of a few things to say about each of them based on the impressions you’ve gathered about their personal brands...
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With most of the nation’s colleges and universities quickly nearing the end of the spring semester, tens of thousands students and new graduates across the country are preparing to embark on summer...
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I had two job interviews, two days apart. The one I am hoping to be
hired with is the latter. At my first job interview I was immediately offered
a job, but it does not meet with my salary requirement, nor does it offer any benefits
until after 60 days. How do I tell them I wish to wait until after my
second interview without messing up the first interview?
The Career Doctor responds:
First, congratulations on moving forward with such success in
your job search. I wish you continued good luck.
That said, let me offer a few pieces of advice about job-hunting and salary negotiation.
Job-seekers should always have an idea of the salary range for the jobs
you are applying for — because you never want to apply for a job that pays
below what you are currently making (unless you are making a drastic
career change) nor jobs that pay well above your current salary (and
level of expertise). So, I am assuming the salary offer was not totally
unacceptable, but simply below what you had expected.
Now to your dilemma. First, you should never accept any job offer on the
spot — always thank the employer for the offer, but ask for some time to
review it before making a decision. Using this strategy allows you to
stall for time if you have other potential offers in the pipeline, gives you
a chance to review the entire offer (salary and benefits) at your leisure,
and provides time for you to consider making a counterproposal if the offer
is not quite acceptable to you.
So, in your situation, knowing you may have a better offer pending, I
suggest you ask for some time to consider the offer. By the way, I
would also ask for the complete offer in writing. I know some employers
don’t like to do it, but job-seekers need to protect themselves — and
be assured of all the benefits promised in the verbal offer.
If the second offer never comes, the next thing you need to decide is
whether you want to continue job-hunting or whether the first offer is
acceptable as is, or with some adjustments from a counterproposal.
If you do decide to make a counterproposal, be sure to follow the
protocol — you have only one shot at negotiating, and make sure all your
counterproposals are backed by research and facts (not personal pleas).
And finally, a caveat: a small percentage of employers do
not negotiate and will actually rescind the offer in a huff if you attempt
to negotiate, so there are risks here.
Have you ever considered the option of being your own employer? Done right, self employment can free you from the ups and downs of the employment market, and the impact of personal likes and dislikes of your boss. It can also allow greater flexibility in using your time, like rescheduling work to meet essential personal commitments.
The above and other advantages of self-employment will materialize only if you do it right. Let us explore what doing it right means.
Select the Right Business
Starting self-employment can be seen as starting a business of your own. And selecting the right business is at the top of the right things to do. There are several issues to consider when you select the business on which you will be focusing (probably for the rest of your life):
Not too long ago, I faced a very difficult time.
One of the greatest challenges of my life…
Exhaustion Was My Friend
This is nothing new, as many of us have faced hardship, in some cases, extreme hardship, over the last several years. I had left a long-time position as a senior recruiter at an executive search firm but was soon working as an in-house recruiting manager for a tech start-up. I recognized rather quickly that I wanted more for myself. I had tampered with completing my business degree but I had always been so caught up in my work and family that I just didn’t have the time. How could I possibly squeeze one more thing into my already crammed day/week/month/year?
As a corporate recruiter with a fledgling company, I didn’t have much to offer jobseekers by way of salary or company brand, but one of the initiatives that aided me in the recruitment process was the extensive business training that was offered to and actually required of each new hire. It was touted as a “Mini-MBA” of sorts and was very intensive. Multiple business books were required reading, including “The Fifth Discipline” and “Diffusion of Innovation” – not exactly light reading. However, we were also expected to read such delightful fare as “The Fred Factor” and “The Purple Cow” by my one of my faves, Seth Godin.
One such book was entitled No Excuse Leadership by Brace Barber. It related stories from the Army Ranger School and the trials and evils faced by participants there. As I read through the pages with images of men and women struggling to finish a mud run or climb through a barbed wire obstacle course, I realized my days of fighting traffic on the 55 and piles of laundry were really nothing compared to mud up my nose and days on end without sleep. If these leaders-in-the-making could survive their training, then I could certainly go back to school and accomplish what I really wanted and ultimately needed to do for my career.
As I was reading No Excuse Leadership, I made the decision right then and was registered for fall classes by the next afternoon. Throughout my time going “back to school”, I was often cranky, exhausted, felt like I couldn’t think one more thought or write one more line but I never regretted my decision or toyed with the idea of dropping a course or excusing myself from the whole, tiring process. For indeed, it was grueling but that was no excuse and nothing felt so good as accepting a diploma for something I had worked so hard to achieve. Nothing.
Leadership requires one to let go of preconceived notions of how to listen and how to guide. This is a distinct difference from management, which requires structure and discipline and tends to be separate and independent of the recognition that each participant brings something unique and wonderful to a team. Management is the letter of the law, whereas leadership is the spirit of the law. We often disregard the impact others may have on our actions or choices, citing sovereign thought and procedure. Be quick to recognize that reasons stand behind every aspect of life, from decisions to what just is.
Reasons, yes. Excuses, no.
Rayanne Thorn, @ray_anne is the Marketing Director for online recruiting software company, Broadbean Technology. She is also a proud mother of four, happily engaged to Tom, residing in Laguna Beach, California, and a daily contributor for Blogging4Jobs. Connect with her on LinkedIn.
This is a guest post from Will Kerr, who lives in the UK. Enjoy the language and spelling. It’s cool to get his perspective from “across the pond” on something I hadn’t heard about before, but it makes a lot of sense.
It should go without saying that, in order to stand any sort of chance at landing a job
by responding to an ad, you’re going to have to pay close attention to the language
it uses, and write up your cover letter and CV to make sure they chime with the tone
used by your potential employers.
However, as well as using the ad’s wording to try and discern how to most effectively
sell yourself, you should analyse it to see how the job is being sold to you. After all,
a job ad is an advert, and just like any other advert, it’s wise not to take everything it
says at face value.
This is an important skill to develop as a job hunter, as it will help you preserve
your most precious resource: time. A successful job hunt is all about having a set of
focused targets. By being able to decode the jargon and euphemisms so prevalent in
job ads, you can save yourself the effort of applying for a role that just isn’t suited to
you.
For example, you’ll see the phrase ‘self-starter’ used a lot and, whilst on the one hand
it implies that you’ll be working in an environment where you’re not going to micro-
managed and your talents for taking the initiative will be given space to flourish, it’s
worth your while being a little cynical about such a phrase. Ask yourself why being
a ‘self-starter’ is such a necessity. The likely answer is that you’ll need to improvise
solutions on your own because the company just doesn’t have the resources available
to give you all the support you might expect – a less enticing prospect.
Likewise, the working environment will almost invariably be described as ‘fast-
paced,’ which creates the image of a frenetic office trying to keep up with all the
business that’s being generated. If that’s the case, wonderful. But is it not just as
likely that employees are forced to work at a fast pace because of understaffing?
A ‘highly varied’ role sounds great. After all, nobody wants to do the exact same
thing day in day out. However, using this term ambiguously could well suggest
that there is no clear designation of responsibilities within the business, and that
said ‘variety’ will arise primarily from the fact that you’ll be picking up the pieces all
over the place rather than focusing on your own work.
As well as working out when an add is doing its best to make the company sound like
a more attractive place to work than it actually is, you also need to be aware that ads
will also occasionally do the opposite and attempt to put people off.
Often, to try and deter lesser candidates and thus speed up the process of filtering
the wheat from the chaff, firms will exaggerate the skills set a job actually requires.
This can result in some stipulations that are bizarre, or sometimes even impossible,
especially if the people responsible for recruiting don’t really understand the role.
Job ads for IT roles, for example, have been known to demand that candidates have at
least three years of experience working with a certain technology, despite the fact that
it’s only existed for two years! (Aside from anything else, this might indicate that the
business in question doesn’t have the keenest eye for detail…)
Therefore, when reading a job ad’s person specification, don’t be too perturbed if
there are one or two criteria that you can’t quite fulfil. If you offer 80% of what
they’re asking for, you should be in with a shot (though, as focus is key in a job
search, it is preferable to target jobs you know for certain you are 100% qualified for).
At the end of the day, when businesses recruit – as with every other aspect of
their operation – what they’re looking for is value. They want the most talent and
experience they can get their hands on for the salary they have to offer. If they say the
role requires at least three years of experience in the industry, they are far more likely
to receive applications from people with five to ten years experience. This doesn’t
necessarily mean that if only have one and a half years experience that you’ll find the
job impossible.
This also needs to born in mind if you are a highly experienced, highly skilled
professional on the look out for job opportunities. A recruiter may be overstating the
skills set required to reel you in and this could result in your taking a role where you
don’t get to make full use of your abilities.
Will Kerr writes extensively on the varied world of job hunting, from the latest
guerrilla tactics, to the ins and outs of old fashioned networking. You can read more of his work on http://www.job-centre-vacancies.co.uk/.
What Does Recruitment Video Mean for HR & Recruiting?
The idea of incorporating video into a consumer marketing strategy is nothing new, but with online and mobile video consumption increasing at rates incomparable to years prior, now is a prime time to take the plunge.
If the love users have for online video (YouTube hit a milestone of 4 billion views per day earlier this year) is any indicator as to what could be the next big trend in recruitment marketing, you may want to refocus your strategy. Video interviewing is already a popular industry trend. This is not to say social and mobile recruiting are falling by the wayside, but if you think about it, video can play a critical role in both by adding a new element: visual appeal. And its functionality doesn’t stop there. In addition to the recruitment video for employment brand piece, video is also making an impact on the overall recruitment process by offering alternate ways to interview candidates and view resumes. But today, we’re sticking to the basics and covering key points to consider when creating a video that showcases your culture or advertises a specific career opportunity.
The 5 P’s of Marketing, Recruitment Video
If you’ve ever been involved with consumer marketing, you’ve likely heard of the five P’s: product, price, place, promotion and people. And while a couple of these are applicable to recruitment video, there are a few others to incorporate as well.
1. Passion. The whole argument for video – no matter the industry or objective – is that it can elicit emotional response from viewers in a way that the written word cannot. And if you’ve ever had to grab the Kleenex during a news clip or even a fictional show, you know it’s true. The reason? Video makes is possible to see and feel the passion from the other side of the camera, but if your recruitment video stars seem less-than-thrilled, it’s a wasted effort. Who wants to join a workplace filled with uninspired people?
2. People. This may seem obvious, but your recruitment video should be people-centric. Shots of the office break room and on-screen bullets listing wellness benefits may seem interesting, but in reality, those are not make-or-break factors for candidate viewers. People relate to people, so focusing on your current employees and execs is the best way to establish a connection.
3. Placement. Many organizations create recruitment videos and choose to host them in specific locations – careers site, job postings, YouTube or social media. Recruitment videos are great for career sites and job posting SEO. But in order to create a consistent employment brand and reach all potential candidates, your video should be present across all touch points.
4. Playable. Obviously your video should play, but that’s not what I’m referring to. We’re all aware that mobile is fast-growing, and that doesn’t just include site visits and app downloads. This year, the number of mobile video viewers is expected to hit 54.6 million, and what’s cause for concern is that many online videos are not able to be played on a mobile device. If you’re going to invest in recruitment video, be sure to cover all bases.
5. Pithy. Is this the best descriptor? Maybe, maybe not. The point is that online and mobile video viewers have extremely short attention spans – think less than two minutes, and that’s if they’re highly engaged. In order to really impact potential candidates, it’s critical to get down to business from the first second of the clip. A concise but meaningful recruitment video is far more effective than one that’s long and drawn out. Plus, viewers are likely to miss any points that aren’t made up front.
How to Reach Job Seekers with Recruitment Videos
Of course there are several other points to consider when investing in a recruitment video – from choosing a production company to honing in on a target objective. Just remember, your ultimate goal is to entice candidates, so don’t use video as another platform to recite a boring job description. Are you using recruitment videos to reach job seekers? What methods or ideas have worked for you and your organization?
Autumn McReynolds is the Content Strategist and Lead Blogger for TalentMinded, an online publication focused on talent attraction and engagement in the digital age. After landing in the recruitment space in 2009, she has spent the past three years with Careerbuilder.com as both a recruiter and project manager, consulting with clients about job advertisements, employment brand and SEO strategies for attracting new candidates via job postings. You can connect with her on LinkedIn or follow her on Twitter.
Your first few months as a parent are filled with getting to know your infant, creating a parenting schedule and sleeping whenever possible. However, just as you’ve settled into your new life as a parent, everything is rearranged once again as your maternity leave is nearing its end. Returning to work after maternity leave brings many emotions. While you may be excited to begin working again and contribute to the family’s income, you’re likely hesitant to leave your infant for the first time. The following are four tips to successfully make this transition while minimizing the stress it can bring.
Begin with a Half Week Jumping into a full work week directly out of maternity leave often brings stress, worry and guilt. Rather than taking on more than you can handle, ease into the transition by working a half week or by only going to the office for half days during the first week. This allows you to slowly adjust your schedule without as much stress while your infant becomes acclimated to the childcare setting. Working half days for one or two weeks may also allow you to stretch your maternity leave a little longer before transitioning back to fulltime.
Last week, one of my clients asked me this question: How do you get courage? How do you get courage, anyway? Are you born with it? Is it in your DNA? Does a teacher teach it? Do you acquire it...
It is not uncommon for companies to do background checks on prospective employees; it happens in all types of jobs from hospitality positions to big-time executive careers. What many don’t realize is that aside from criminal history, it also includes your credit score, especially if handling money will be one of your responsibilities. Just like [...]
JOB TITLE: DIRECTOR OF FACILITIES Click Here to Apply Posted: April 15, 2012 DEPARTMENT: Facilities REPORTS TO: VP Restaurant Development PAY TYPE: Exempt GRADE: E-10 JOB SUMMARY: Manage Facilities department in the maintenance of new and existing units. Manage external resources to achieve the goals of [...]
I was watching one of the Sunday morning political shows this week, and I couldn’t help but be inspired to write about some of the topics they discussed that mirror personal and professional issues we all face.
Maybe you’ve heard the news that, as a teenager, Mitt Romney, the presumptive Republican presidential nominee, was involved in some activities we would identify as bullying. Whether or not you believe how someone behaved as a 17-year old should affect what we think of them almost 50 years later, the discussion is yet another reminder of how bad behavior can easily come back to haunt you.
In this case, traditional news media have reported on this story by speaking to people who are willing to say they were involved with the Romney incident, or who witnessed it. Fifty years from now, we are likely to be reviewing Facebook posts and online blogs outlining how presidential candidates thought and behaved in their younger days. While a presidential election involves an extreme “background check,” it is a good reminder for all of us about how our behavior may come to light in the future.
Laurie Ruettimann wrote an insightful post about accountability and asked the question: “What’s our hiring criteria for the President?” (Or for other jobs?) These are important questions for every professional to consider. Criteria will continue to be competitive. It’s not going to get any easier to get a job.
Another notable topic that came up during the Sunday morning program was the issue of telling your own story. Clearly, this is important for politicians. If they don’t tell their own story, one of the commentators noted, they risk someone else filling in the details. This is an important mantra I tell all of my clients; I may explain this 10 times a day!
If you are a politician, and no one knows what you think about a particular topic, it shouldn’t be surprising when someone else steps up to offer an opinion about what you probably think. However, have you thought about how this also happens to anyone who does not tell his or her own professional story?
If you allow someone else to shape your digital footprint by failing to create your own online profile, be aware that someone else, intentionally or unintentionally, is filling that digital void by mentioning your name online or by writing something about you.
Today we celebrate our six year birthday/anniversary.
The last six years have been a roller-coaster ride… it has been extremely fast, with highs and lows (although none of the lows were like the lows in my job search).
When I realized the idea for this online job search organizer I got a second chance at a career. I was depressed, my job search was going nowhere, I was losing hope, and didn’t see any end in sight.
Then, this idea came, I pursued it, and we launched JibberJobber.com on May 15, 2006. It was going to be a side project while I pursued my hunt for my dream job.
The hunt failed, though. Here’s a list of some things we’ve done in the last six years:
Continued to focus on the product for the user for the last 6+ years. We’ve always had a long list of things to do and improve, and we’ve never let up on it. I’m asked if we continue to work on JibberJobber (do we keep it current?) and the answers is YES, absolutely! I see no end in sight!
I’ve authored two books that have been published. I have a third that is ready for the editor, but I’m hammering out the next one and am really excited about it. I just wish I would have done it 18 months ago.
I’ve spoken across the U.S., from Silicon Valley to Baltimore, from Orlando to Seattle, from small gatherings in Albuquerque to large gatherings in Boston. I’ve spoken at universities for orientation and associations about career management. I’ve spoken on webinars, teleseminars, radio shows, and even been filmed for the news.
I’ve written almost every business day on this blog, and a regularly written on my LinkedIn blog and my Jason Alba blog.
I’ve created the third edition of the LinkedIn for Job Seekers DVD, which has been a huge project, and an awesome training resource for people who want to learn how to use LinkedIn in a job search, as well as for their own business.
I’ve developed strong relationships with outplacement firms, university career centers and coaches and resume writers who use and recommend JibberJobber and my training materials regularly.
And much, much more.
It’s been an awesome ride. I feel blessed to be able to do what I do. Thank YOU for helping me, for supporting this mission, and for telling friends and family and job club colleagues about JibberJobber.
The internet has made easy work of finding potential candidates through social networking sites like LinkedIn and Facebook. Executive membership sites have thrived in the last ten years providing executives with job search information and recruiters with a database of...
You’ve perfected your resume, crafted a flawless cover letter, and researched the company to the very last detail – but have you thought about what you’ll wear to the interview? Whether you’re interested in corporate careers or bartender jobs, professionalism is key, and while you’re smart enough to know how to dress for an interview, [...]
I kind of disregard the stats about how people find jobs. I think the survey is too old, and too general. It all boils down to networking anyway, no matter how you look at the stats. I tend to say anywhere from 60 – 95% of jobs are found through networking … with a number of variables (like, the type of job, industry, etc.).
I think informational interviews are the bomb. THE BOMB. Most people bomb them, though, because they don’t know what they are doing.
I also think Micheal Webb developed one of the best systems to find a job I’ve ever heard of. It’s simple… very simple. But it is too scary for most people, because it involves picking up the phone and talking to … people! AAAAAH, people!!! Scary!
It’s much more comfortable to just hide from your job search doing things like applying online, and “networking” online, etc. But folks, if you want to end the unemployment, get good at picking up the phone.
David, one of my favorite JibberJobber users, sent me an article on Recruiter.com titled Cold Call Your Way to a New Job. It is short, and brilliant.
The length of the article doesn’t matter. Getting a book on cold calling won’t necesarily help you, if you aren’t willing to actually pick up the phone and call. You have to do this.
Here’s a bonus: if you can do it, and get good at it, and comfortable with it, you will be a better professional. Cold calling, and communication skills, will only help you in your career. Getting through fear and making the call… getting “no’s” and having successes, will make you stronger, and better.
Reasearch who to call. I use LinkedIn and Google to do this research, and usually find contact information readily available.
Make a script. YES. Don’t read it word-for-word… practice it until it is second nature. Keep things short. Know your objective of the call, and don’t let the conversation stray away from that objective. Sometimes the objective is to simply schedule another call, with more time or more focus.
Know your etiquette. You are not BFFs on the first call. Respect their time, respect yourself as a professional.
Release your fear of the unknown. They aren’t going to reach through the phone and punch your teeth out. It’s okay to talk to people who are too busy to take your call, or brush you off. Move on, and make the next call. You’ll get successes, as long as you keep calling. (If you don’t, have someone critique your approach)
The following post is courtesy of the Recruiting Blogswap:
Appropriate keyword use is a big deal for job seekers working on their resumes. Many employers now use some form of scanning software as an initial screener that helps them determine which candidates are obviously qualified for the job.
Even when your resume makes it passed the screening process, if a hiring manager can’t glance at your resume and determine through your use of keywords that you mesh with the position you’re applying for, you resume will likely land in the decline stack.
The best way to ensure your resume will be taken seriously is to avoid the misuse of keywords.
What Are Keywords?
Keywords are words or phrases that employers use to find the right candidates for positions they’re offering. The concept is similar to that of looking up information in a search engine. The more keywords you use to conduct your search, the more closely the information you find will match what you’re looking for.
Employers look for candidates to incorporate similar keywords in their resumes that match the nature of the position they’re applying for. Keyword examples might include “press release” if you’re going for a public relations position, or “infrastructure development” if you’re in the IT field.
3 Common Misuses of Keywords
Because many job seekers don’t understand keywords and how they work, they often misuse them. Here are three common misuses of keywords:
1. Keyword Underuse
Many job seekers don’t know that keywords should be incorporated into their resume, so while they may be highly qualified, they don’t appear to be because of keyword underuse. A great remedy for underuse is to find a list of good keywords based on the field you’re in. Also, take a good look at job postings to find words that seem to define the role you want to assume.
2. Keyword Overuse
Another problem seekers run into is keyword overuse. Once they realize they need keywords, they jam too many into the resume, nearly spamming the document. Although you do want to include related keywords, you don’t want to ruin the integrity of your resume by saturating it with words that don’t fit the context of the sentences you write.
3. Unrelated Keywords
Some seekers also have a problem with adding too many keywords that are unrelated to the position they’re applying for. This could happen if you’ve added job history from an industry different from your current one. To fix this, think of ways that your former jobs in outside industries relate to the position you want, then switch your details and keywords to match.
As you can see, keywords can be your best friend or your worst enemy—depending on their use. Be sure to make them your friend as you work to create a dynamic resume that impresses any hiring manager who reads it.
It’s important to remember to brand your resume before applying to each new position for more information on branding check out my recent article 5 Key Areas to Target When Branding Your Resume. You can also get additional job search and career related advice by checking out our blog or following us on Twitter @GreatResume.
Author: Global resume authority Jessica Hernandez of http://www.greatresumesfast.com is a former HR Manager who partners with professional- and executive-level candidates to create authentic, branded resumes and cover letters.
You have been working so hard at your job search or trying to start a business. Maybe you feel kind of like a newly-hatched chick? Did you know it can take 24 hours for a chick to hatch its way out of a shell? That is a lot of hard work…No wonder it looks practically lifeless upon emerging into the world!
The chick incubator was always one of my favorite exhibits at Chicago’s Science + Industry Museum when I used to visit as a kid. (Although, in those days, I am pretty sure there was no + in the museum’s name!) It’s pretty amazing seeing a new life come into the world — right before your own eyes!
Back in those days when I watched the chicks hatching, I didn’t make connections between the tiny birds and a job search or business ownership, but today, I just can’t help myself. Those hard-working, lifeless seeming chicks (I had to watch one for several minutes to convince myself it was not dead), turn into fluffy, adorable, happy looking animals in less than one day! It’s hard to believe, looking at the pictures, that there could be such an extreme transformation in such a short time.
This begs the question: “How is a job seeker or a business owner like a chick?”
Clearly, there are a lot of differences. The chick benefits from some intuition. It learns to stand up and walk without help. It fluffs its feathers and it doesn’t need anything special to get where it needs to go. Most job seekers and entrepreneurs don’t have the type of intuition they need to accomplish all of their goals.
Using social media, networking, knowing what to say when you’re meeting new people — these are not inborn traits. It’s easy to flounder around, on wobbly legs, maybe even feeling totally spent at the prospect of all the work needed to get where you are going.
So, what about the similarities? I think I can sum it up by saying, “What a difference a day makes.” Our chick friend is unrecognizably changed in only one day. A job seeker or small business owner can also be transformed overnight via information that may make the difference between knowing what to do next and stagnating in one, undesirable place.
Have you ever had a light bulb moment? You know, the one that made it clear exactly what to do next? If you take the time to stop and learn what you need to know to help you accomplish your goals and plans, you could have that light bulb moment that makes all the difference.
I’ve been corresponding with a prospective client. He has been floundering in his search and isn’t even certain if he is looking at the right jobs. It seems very clear to me that he has not been successful because he is too caught up in what he can’t figure out to try to understand what he can — that he has valuable skills and a reasonable path right in front of him.
Don’t let yourself be exhausted by all of the effort it takes to get you to the next place along your road to success. How nice would it be to have someone show you the way, and to point out tools you can use to make your journey easier?With a little help, an experienced resume writer and help authoring your online profiles along with the dose of confidence that comes from working with an experienced hand, you can change your outlook from that of a tired chick to the ruler of your own roost. It’s your choice.
The book’s thesis is that, whether we acknowledge it or not, our mothers leave an indelible impression on the people we become. Our ability to function in personal and professional relationships is based on our mothers’ “styles.” Poulter defines the five major styles of mothering as:
* The Perfectionist Mother: whose family must look perfect in every way.
* The Unpredictable Mother: whose ups and downs can create lifelong anxiety and depression in her son or daughter.
* The “Me First” Mother: whose children come second or last.
* The “Best Friend” Mother: who’s now in vogue but can wreak havoc.
* The Complete Mother: who provides guidance and shows compassion to her child.
For example, if your mother was a perfectionist, then you might have difficulty taking feedback at work. “Ninety five percent of the time it’s your emotional history spilling into the present,” Poulter says.
If this research is correct, I am even more lucky than I thought to have had such an encouraging, supportive, caring and giving mom. My mom was exceptional and unique in many ways. She had high standards for herself and others. She taught me to believe in myself, to set goals and work hard to achieve them. She was instrumental in helping me develop my soft skills, including writing, communication and common sense.
My mom demonstrated a strong work ethic and instilled that ethic, along with a can-do attitude that supports me to this day. I am so appreciative to have had that foundation upon which to build my life and career. I am so grateful…I continue to realize how much my mom taught me the longer she is gone. I think about her on Mother’s Day and every day.
by Juliet Wehr Jones, GCDF, J.D. (noreply@blogger.com)
Jeanine Wehr Jones, ESL Teacher
I'd like to take a moment to celebrate my mom's career paths: mother, elementary school teacher, librarian, ESL teacher, and Career Key supporter (helping my father, Dr. Lawrence K. Jones). Thanks to her, I had a great childhood and an excellent role model. Being a mom, making a living, and keeping a household running smoothly is challenging. To read the whole story of Mom's career choices, please see my original Mother's Day post in 2010.
But I left out a critical part of the story - her part-time Berlitz International position teaching English as a Second Language (ESL) while raising my brother and me. During that time, she had students from Japan, Egypt, Taiwan, El Salvador, Pakistan, and other countries. She loves other cultures, different types of people, and learning their stories.
I remember as a kid having potlucks at our house with her students, sharing wonderful ethnic foods with friendly and warm company. I know Mom enjoyed sharing her knowledge of Turkish cooking too.
Jeanine and her ESL students
Mom's vivacious personality wins over even the most shy of people; her humor is infectious. So in the classroom she was able to liven things up while helping people feel comfortable learning a language in a different cultural world.
So I wish Mom a Happy Mother's Day and say thank you for working so hard to help other people while making our family and Career Key successful.
My Mom, Dad, and I, with our Vietnamese and Saudi Arabian Career Key partners, at the International Counseling Congress in Istanbul, 2008
In graduate school, I recall taking a Stress Management course. I also recall learning that next to death and divorce, job loss is a leading stress inducer. And with the loss of a job, all shapes and sorts of emotions...
This is a guest post from Ross Simmonds, Digital Marketer and Speaker.After developing a name for himself online, Ross was able to land his current job using nothing but social media and a dash of ambition & hustle.
Allow me to state the obvious. Getting a job in today’s market isn’t easy. It’s even more difficult for young graduates and people looking to join the corporate world without any prior experience. Everyday people all over the country are submitting their resumes into job banks hoping and praying that they will get a response. It’s tough out there. That is, it’s tough if you’re not using social media. It’s tough if you’re not willing to put in the hours required to land the job of your dreams.
You see, the definition of insanity is to do the same thing over and over again and expect different results. Many people are using the same resume, submitting it to the same job bank and expecting different results. Simply put, it’s insanity! I recently met with a guy who had submitted more than 200 resumes in the past six months and informed me that he only had four interviews. Well I’m here to tell you, there is a better way.
There are many jobseekers out there using the traditional job search methods and as a result they are finding little to no success. Yet, social media is making it easier to find the right jobs, and the right people who can help you get them. More and more companies are going to websites like LinkedIn, Google, and Facebook (Use Timeline to your advantage) to find their next wave of corporate talent. If you are on the job hunt these are some of the places you need to be.
Here are a few tips that can give you a social media advantage:
First, figure out what industry you’re looking to break into and how you can do it. Are you looking to get into Politics? If so, you’re going to be interested in finding any politicians on social media and follow them on Twitter or connect with them on LinkedIn. If you’re looking to break into the corporate world of management and business, LinkedIn is a great way to search various organizations to identify key decision-makers who can help open the door to your new career.
From there track down these key people on Twitter or LinkedIn and offer an innocent and polite introduction to yourself – While your at it, ask them something that will allow them to share their knowledge upon you. The fact that you’re engaging with them on a deeper level than simply asking for a job will help you develop an authentic relationship. By doing this, you may have started what could be a long-term professional relationship. This is a great approach for any young person looking to find a mentor in a specific industry.
This advice has helped get many of my friends and colleagues where they are today – believe it or not. Social media gives us an opportunity to connect and most importantly increase our visibility to a group we would only meet at a white-tie event. That said, once you have identified people who are doing what you want to do or are in the businesses you want to work for don’t harass them. Keep an eye on what they are doing and focus on developing an authentic relationship with them one day (or tweet) at a time.
When someone Googles your name what is the first thing to show up? Is it a random person in a random country? Is it a humiliating image of you on Facebook? Or is it simply a list of random links with no personal relevance? None of these are the best answers. The best answer is one that ensures that when someone searches you on Google, they find exactly what you want them to find. More and more are recruiters doing background checks by searching our names online (usually on Facebook). If you’re able to control your image effectively online you will find it easier to control your fate in the job hunt.
That final piece about taking charge and managing your professional image is an important one. If you’re looking to break into a professional field, you’re going to want to present yourself on social media in a professional manner. That’s right, you need to recognize that school is over and it’s time to start building and developing a personal brand that you can be proud of. Yes, that means having a head shot on LinkedIn and not a picture of you and your friends’ on a beach or doing shots before a big night on the town!
Remember, setting up a LinkedIn account and connecting with key individuals will not guarantee you a job. To do that, you are going to have to put in the time and understand the art of the hustle. Although digital channels have changed everything, the power of meeting someone face to face is still a necessity. Thus, I encourage you to take your professional conversations from being behind the screen of a laptop to being face to face in a coffee shop or even their office. Trust me, there’s nothing better than being able to put a face to the pixels.
Have you landed your current job using nothing but social media? What did you do to stand out from the crowd? I’d love to hear some of your stories or tips in the comments!
Recently, I have been quite close to a few major change initiatives and I've noticed how certain basic principles associated with making change work are routinely overlooked.
People support what they help to create - Here's a basic question for the leaders of change: Have you consulted the people who will be most impacted by the change? Leadership experts like Meg Wheatley and others have taught us that "people support what they help to create." A simple and powerful truth about human nature. If you want the buy in of people in your organization, you must treat them with respect by inviting them to discuss the change. Listen to their concerns, and to their ideas. There's a great quote from Warren Bennis on this: "Good leaders make people feel that they're at the very heart of things."
Don't throw the baby out with the bathwater - How often have you seen this scenario? A CEO gets fed up with something in his organization that he perceives as dysfunctional and says "Shut it down." No discussion, no debate, and certainly no consultation with the people working in the system. The reaction of the people? Surprise, dismay, anger, hurt. When such organizational bathwater is tossed out, the baby often goes out the window too. Is it any wonder people resist change? Ask yourself, What gets lost?
Be careful to preserve what's working now - The "baby" we were just referring to represents what is now working well, even in a process or system that needs major change. There is always something that is working well now. This is where change agents would do well to study Appreciative Inquiry and use its methods to find out the current strengths of the as is process. If change makers are not careful to preserve what's working now, the intended improvements may actually cause setbacks.
Every solution generates new problems - Every well-intentioned change project will attempt to identify and address what isn't working and bring about improvements. Change is good. But make no mistake: it will also generate new problems. This is an area for increased mindfulness on the part of change agents. As a smart CEO (that I worked for years ago) used to say: "Keep your eyes open."
Convert problems into opportunities - Keep your eyes open, he continued, because inside every problem lies an opportunity. All it takes is a shift in thinking. A shift from getting bogged down in negativity. To getting energized about finding new ways to delight customers.
Start digging the well before you're thirsty - Making change work requires thoughtful planning well in advance of the cutover from the old to the new. Ideally this planning is open and inclusive.
Practitioners in the field of organizational change management often discuss the reasons for the high rate of failure of large scale change projects. Seems to me that more mindfulness about principles like the ones above would go a long way to making change work.
Jessica Lee is director of digital talent strategy at Marriott International where she leads their talent related digital and social media efforts… which means she blogs, tweets and plays on Facebook all day. Kind of. In what she’ll quickly tell you is her dream job, she’s working to differentiate and position Marriott to most effectively optimize innovative technologies to address the brand’s business needs in the talent space. Pretty cool what they’ve done already… and she’ll work to take it even further to the next level. Don’t be fooled by that fancy pants digital stuff though, she’s still an everyday HR gal in the trenches at the core. SPHR certified, a decade or so into trench HR life… she’s interviewed tens of thousands of job seekers over the years.
During the course of my time in HR, I have had the opportunity to interview tens of thousands of people. Actually – if I stop to do some casual math… it’s more like 90,000 people. Crazy, right? And it might be more. I’ve interviewed people for everything from internships to executive level roles. Then you add in all the informational meetings, conversations at job fairs and the inevitable oh-you’re-a-recruiter-can-you-talk-to-my-son chats I’ve had at picnics, BBQ’s, birthday parties, you name it. I’ve shaken many, many hands and looked at many, many more resumes.
So you’d think that nothing would faze me given all those interviews… but believe me – I’m always, ALWAYS surprised when people are ill-prepared for interviews. And it happens more frequently than you might believe. Let me tell you:
No questions at all? I typically allot 10 to 15 minutes at the tail end of an interview just for you to ask me anything and everything. It’s important for me to leave you time to interview me. I also want to get a feel for your curiosity and thoughtfulness though. When you have no questions, it makes me wonder… did you do homework about the role or our company? Will you be able to ask questions and actively learn on the job? Always – always – have questions.
Is this just a job to you? I’ve gotta confess… I already drink the Marriott Kool-Aid. And with past positions, it’s always been important for me to find a culture that I will love. I want that out of future colleagues too. So when a candidate can’t articulate why they want the position we’re specifically discussing or how it might fit into their long term goals… it raises a red flag for me. You want a job, we know that – but why this specific position? And why our company?
Is that how you’ll present yourself to… guests? Beyond those interview faux pas – there still, STILL (!) is the all too common problem of candidates showing up to interviews projecting an image that isn’t helping their candidacy. At all. Skirts that are too short. T-shirts. Way too casual attire… including sneakers. Sneakers! Really. It’s not just what you say… but it’s your entire presentation that matters.
Everything counts in an interview. Everything. It’s not only the words that come out of your mouth – it’s your body language. Your appearance. It’s all a part of the packaging of… you. And what you uniquely offer to me. The words that come out of your mouth and your answers should really do all the talking for you in an interview – but sometimes, poor packaging will cause an interviewer to get distracted or wonder about your professional judgment so just don’t let that happen to you. Make sure the packaging says – I’m professional, I’m put-together, I’m reliable, I’m going to represent your brand, your company, your team really well if you hire me. And then let the words that come out of your mouth really nail those messages.
So put your best foot – and let us help you do that. Hop over to our Facebook page for jobs and careers at Marriott to learn how we’re literally helping job seekers to put their best foot forward. (Hint, hint… Zappos.com is part of the equation. Really!)
Guest Post from Mark Watson. Mark Watson offers career advice at Jobs Today, the leading recruitment brand in many of the towns and cities across the UK, covering over 300 locations from as far north as the Western Isles of Scotland right down to the south coast of England. They are one of the leading and most trusted brands in online recruitment, offering advice and support on how you can enhance your career prospects. You can visit them now at www.jobstoday.co.uk
Call centre jobs can be ideal for anyone who needs flexibility in their working hours, or for people who may need to come and go from time to time, if they have other commitments. They can also be a starting point for people to try and move into superior or management roles.
The great thing about call centre jobs is that you don’t necessarily need to have any specific experience or qualifications in order apply for them. Above all else, employers will be looking for someone with a positive attitude, a bright bubbly personality and the ability to talk to people on the phone. So if you’re thinking about applying for a job in a call centre, don’t worry if you’ve never done this type of work before.
Most call centre jobs will involve shift work, as these days many call centres open for business at around 7am and some stay open as late as 11pm. So, if you have other things going on in your life it might be possible to combine the two. For example, lots of actors work in call centres in the evening so that they’re free for auditions or rehearsals during the day. This type of work also suits students who have classes and seminars during the day and need to fit work around their studies.
Apart from an ability to chat to people on the phone and stay upbeat, call centre workers need to have a lot of patience. Dealing with the general public can be tough, and it can be even tougher dealing with them over the phone when you don’t have the luxury of being able to sort things out face to face. If you work in a call centre that deals with a lot of complaints, then you may have to deal with people who are frustrated and fed up from time to time. However, it’s important to remember not to take things personally. Whatever the customer is complaining about has nothing to do with you and it’s all just part of the job. Lots of training will be provided to help you deal with the occasional tricky situation, and you’ll find that most of the time, as long as people know the issue is being dealt with they will be more than reasonable.
All in all, there are lots of benefits to working in a call centre, so if you enjoy talking to people and need flexibility in your work then this could be the ideal job for you.
HR Blogger Liz Ryan just published an interesting piece, at the Business Week Management Blog, titled "What every CEO needs to know about HR." I was drawn in, expecting to read a post addressed to CEOs. Actually it's a list of points for HR leaders. Good points to ponder, to be sure, but not what I expected.
Yet, Liz Ryan inspired me to write this blog post. Over the course of my HR career, I've had the chance to work closely with several CEOs. From my experience, plus the wisdom of Ram Charan (whose 2001 book What the CEO Wants You to Know is a small gem), here are some guidelines for HR leaders in working with the CEO and other business heads.
1.Know your stuff - CEOs are pretty smart people, generally speaking, having come up through a technical or functional path such as R&D, Sales, Finance, or Operations. Though they know an awful lot, they count on you to know your HR stuff, to be the go-to expert when it comes to HR matters.
2.Get close to your customer - The CEO is the customer of the HR leader. The CEO is counting on you to know his business, his needs, his goals, and his pressures and concerns. It's analogous to having a private physician.
3.Identify problems and provide solutions - Business is a constant stream of problems to be solved and the CEO expects that anyone who is hired, whatever their job may be, is a Problem Solver and a Solution Provider. HR is no exception.
4.Innovate - In her blog, Liz Ryan recommends keeping processes simple and scrapping old ways of doing things. I could not agree more. What she is talking about, in my view, is that HR must be an innovator. This may be the hardest shift of all for HR professionals. It means challenging "the way things have always been done." It means taking risks.
5.Operate HR like a business - The CEO expects that the head of HR will understand the basics of business and will focus on the essentials, especially Return on Investment.
6.Be thinking ahead - Much of what a business deals with day to day is the Here and Now. But the effective CEO spends time thinking ahead. Strategic thinking. Scenario planning. Networking externally to gain competitive intelligence. Asking "what if we...?" and challenging others to do the same. HR must do this too.
7.Be strong - CEOs are a strong willed bunch, by and large. In their office, it can get hot quickly. Be ready to stand up for your ideas. Have the courage of your convictions.
8.Be easy to do business with - The CEO lives in the fast lane and has a low tolerance for bureaucratic red-tape. He is counting on you to be a facilitator, one who makes things flow smoothly, and an expediter, one who gets it done.
Liz Ryan ends her blog by saying "It’s a new day in HR. Is your company on the cutting edge, or bringing up the rear?" Let me tweak that a bit and ask HR leaders, Are you and your HR team on the cutting edge? What would your CEO say?
For decades, HR leaders have been talking about "having a seat" at the table with the business leaders. This is the way to earn that seat.
HR is a very dynamic and challenging field, filled with smart, dedicated, and energized people. What are the burning issues of the moment that HR must be on top of? Liz Ryan mentions talent, culture, vision, trust, and real-time communication. Right on the money, I'd say. I would add a few more including change, stress, and growth. These are the things that should be keeping HR leaders awake at night.
Chances are, they are among the things keeping the CEO awake at night too.
Posted by Terrence Seamon on Thursday April 26, 2012
by Juliet Wehr Jones, GCDF, J.D. (noreply@blogger.com)
When changing careers or choosing a career, you may be considering a career option in which many people are interested. What if a required education program has too many applicants, a lot of prerequisites, or is just very selective?
Competition to get into some education programs required for in-demand careers can be stiff. Funding is being cut for community colleges and public universities, making the situation worse. Take, for example, these statistics for a top career options like nursing:
Dig deep into choosing a career, college major and training program – as early as possible. And once you know what’s involved and the better prepared you are, the better your chances of getting into the program you want.
Explore careers in the same Holland personality type and Career Key work group in Career Key’s “Match Your Personality with Careers” article. You can also do that during the Career Key's valid career test. If you are short on time or money, there may be similar occupations requiring fewer years of education. Maybe that career can be a stepping stone on the way to a final career goal.
On Career Key’s career lists, Pharmacist is found in the “Health Sciences” group under the Investigative personality type. See all the related careers and groups.
OOH Entry for Pharmacist
2. Fully research your education options, including different types of degrees/programs and the schools that offer them. The OOH will be a big help, especially the tabs “How to Become One” and “Contacts for More Info.” Make sure the program environment, what we call “college major environment” fits your personality. We recommend many ways to learn more about these environments.
How do you find good quality information about education programs?
Usually under the OOH's tab “Contacts for More Info,” it will link to a national association of the colleges or program providers for the required education and training programs. Rely on that organization website first before consulting commercial sites you find via Internet searches for “_____ degrees”
For example, the OOH's “Contacts for More Information” for Pharmacist links to the American Association of Colleges of Pharmacy. Under Resources and Student Center “Is Pharmacy for You?” I found a huge “Admissions” section with lots of informative FAQs and a whole free PDF book “Pharmacy School Admission Requirements” you can download.
CareerOneStop’s “Education and Training Finder” can help you find information about education programs required for specific occupations located in your state, region or zip code too.
3. Have a back up plan if your first choices do not work out.
If you make a high-quality career decision (follow the link for 4 steps to follow and a free Decision Balance Sheet download), you’ll know what your backup choices are, information about them, and their pros and cons.
Even though it may cost more money to apply to more, less attractive schools, it's worthwhile insurance against rejection and disappointment.
And if you are unable to get into any school you are considering, working in the same industry that interests you (say Healthcare) but in a different occupation than you originally envisioned may open your eyes to new careers and opportunities you hadn’t known about.
It’s a challenge to stay positive and confident when career planning in a difficult economy. Adopting the Free Agent Outlook on Work may help – particularly principles 5 and 6:
Looking for another job? Don't look like this at your current one.
This is a question that comes up periodically when I’m teaching my “Applying for a Job Online” class here at the library. How you deal with your current employer and co-workers as you look for a new position can be a tricky situation. Brian Moore was short, sweet, and to the point in yesterday’s New York Post (2 April 2012, page 33). In his title “Mum’s the Word“, he sums up the first of his seven rules – Keep Quiet. You don’t tell anyone where you work that you are looking, not your boss nor any of your co-workers, unless you have someone you know you can completely trust. It’s a good way to either get fired or get sabotaged. If your boss is as unhappy with you as you are with your job, it’s a nice excuse to replace you. Also taking on an attitude like our friend in the picture telegraphs the “I am out of here as soon as possible” message just as much as telling your boss outright. And it won’t win friends among your co-workers either.
I am very lucky and very unusual in that I love my job and the place I work and have been able to stay here for twenty six years and counting. However, at one point in my past, I learned the hard way that I had to go around my boss. I told him I was looking for another job and asked him for a recommendation. He seemed fine with it. Then I noticed a funny thing happening. I had some great interviews. The only thing left to clinch the deal was checking my references. It was always at that point that I got my rejection notice. I suspected what was going on and asked the head of another department, who knew my work well, for a recommendation and used him in place of my boss. I got the second job I applied for after I switched up my references. When I went to tell my boss I had another position, he did not look happy and the first thing he said to me was “Nobody contacted me.” Brian Moore is absolutely right. Keep quiet. Your future boss will understand.
This leads me into another major rule. Never at any point disparage your current employer or your fellow co-workers either as you are working on your exit strategy or after you land your new job. Always put a positive spin on why you are looking for work elsewhere, both in your resume and interviews. If you start bad mouthing your boss or co-workers, it will give the people checking you out second thoughts about hiring you. It does not make you look good. Also, unless you are a psychic, you do not know what the future holds. Five years down the line one of your co-workers may be in a position to hire you for your dream job. If you left them on good terms or bad will make all the difference.
There is a lot of common sense advice in this article and I would strongly advise that you check out all of Mr. Moore’s rules. They could actually help you get a job, now and in the future. Just click on “Mum’s the Word.” You also might want to make a practice of checking out the New York Post online on Mondays. The material in their @Work section, whether it’s the cover story, their Q&A Career Coach (Gregory Giangrande) or other job search related material they add from time to time, has been of tremendous help to me from the point I took over this blog two and a half years ago. And I’m not even looking for a job. Imagine what it could do for you.
by Juliet Wehr Jones, GCDF, J.D. (noreply@blogger.com)
The Career Key's valid career test and online career assessment now links to the latest career information from the new 2012-13 Occupational Outlook Handbook (OOH) released late last week. When Career Key test takers create their personal job option list of matching occupations, each job or career is linked with career information (job requirements, education and training, salary, etc) from the new OOH.
New entry and look for "High School Teachers" in the Occupational Outlook Handboook.
It's easier to read, with the most important information clearly up front in the summary. (Pay, Education, Job Outlook);
A Tab format for browsing with easy to understand labels like "What They Do" and "How to Become One";
More attractive, photo-heavy listing of "Similar Occupations,"
The content in "What They Do", "Work Environment," and "How to Become One" - the details are practical and helpful, truly giving a flavor of the work environment.
We have preferred the career information in the OOH to the O*NET for quite some time. There are some content differences and advantages to using both, which I explained in a June 2011 post:
From the time you walk into a job interview to the time you leave, realize that you are being tested. While you might have practiced all of the right interview answers and you know your resume backwards and forwards, if you’re not thinking about the way your body looks in the chair, then you might not be the one who gets the call to say that you’re hired.
Be relaxed – While an interview isn’t always the most relaxing place, it also doesn’t have to be the most tense place. Try to be as relaxed as possible when you’re in the room, since this will keep your body looking relaxed too.
Keep your arms uncrossed – Crossing your arms is often a sign that you’re hiding something. While this may not be the case at all, keeping your arms open will give a more friendly attitude to the person interviewing you.
Think calm thoughts – When you’re anxious, your face can begin to show it in slight facial expressions. Once you walk into the room, try to clear your mind of anything that’s happened before or after the interview. This will keep your face focused on what’s happening, and nothing else will peek through.
Be natural in your facial expressions – If you’re not overly happy, then stop grinning like you are. Think about being yourself and expressing your emotions in a natural way. If something seems funny, smile. If not, don’t.
Don’t fidget – Finally, make sure that you keep your fingers and feet from tapping. In doing so, you will reduce your nervousness and show the interviewer that you’re not distracted.
Though your resume is certainly going to showcase your skills, your body showcases who you are. Without thinking about what your body is doing, you may just be sending out the wrong signals.
If you are looking for work or know someone who is, please check our job postings by clicking on the link below.
No one has a perfect resume – let’s just get that myth dispelled right now. Even if you’ve never had a sick day and you’ve always been promoted at your jobs, chances are good you’ve had an employment gap at some point. While the current thought is that this sort of resume gap means the end of your job hunt, this is far from the case. Instead, you can look at this gap as a way to showcase the professional you are – and how you’re ready to move forward.
Here are some ways to discuss your employment gap:
On your cover letter – A few sentences about what the gap reason was, and that that you’re excited to move forward is all you need to prevent your resume from getting overlooked.
In the interview – Since you already know you’re going to get asked about the gap in your resume, prepare an answer before you go into the interview. Be clear and factual, and focus on the fact that it is not something that is typical of your working style.
On the resume – You can also include a role as a stay-at-home mom or caregiver on your resume, just as you would with any other job. In doing so, the gaps are filled completely.
No matter how you explain the gap, being willing and ready to explain it before someone has to ask generally helps to boost your value in the eyes of the target company.
Since you’re (hopefully) not hiding anything, the company looks at you as someone they can trust, and someone they want to bring on board. Even if you simply needed time away from work, be clear about this and talk about how you used the time to better yourself.
You just need to talk about what you did during the time away from work, and show the company that you aren’t making a habit of being unemployed.
If you are looking for work or know someone who is, please check our job postings by clicking on the link below.
In a thriving economy with a low unemployment rate, temp jobs can seem like the last thing you want to do for your career. After all, why be a temp when you can get a permanent job? But since the economy has faltered in recent years, you need to stop thinking about work (even temp work) as being better or worse than other types of jobs.
That temp job you get today might just turn into the career you have for a lifetime.
Here are some reasons to become a temp today:
You can look at different careers – You might be in a place where you’re not sure if you want to continue in the same career you’ve been in for a while. If this is the case, temping can help you learn about other career paths and whether they’re suitable for you.
You may get hired on – Some companies will hire on the temps they have, especially when the temp is doing good work and seems to be a good fit in the company’s environment.
You can prevent gaps in your resume – When you’re having troubles with finding a permanent job, being a temp can help you continue to work and keep your resume up to date.
You can learn new skills – If you’re hired in a new company, you can continue to learn new skills that will help you with future employers, and keep your work skills current.
The more that you show you’re someone who wants to work and who wants to continue to work, even if the economy is being difficult, the more value you have for a future employer.
Take on a temp job, and what seemed impermanent may turn into a career for years to come.
If you are looking for work or know someone who is, please check our job postings by clicking on the link below.
I discovered the following link when checking for articles published during the current week. I thought it deserved special attention. The webinar is being held live on March 27th from 2:00 to 3:00. This is one of a series of webinars, the first of which took place on February 28th. According to the article Veterans who were unable to attend the first webinar can listen to the entire event on the DVNF website. You can both register and check on archived webinars at www.dvnf.org/webinar. A link to the archived webinars is in the lower left corner of the DVNF’s webinar page
Below are articles published during this past week that you may have missed. Included are pieces from local newspapers that can be accessed online. You’ll also find several pieces from the General Business ASAP database provided by the state of Massachusetts. Clicking on the web address should get you there. If you have trouble getting into any of these, please let me know through the comment function of this blog.
BOSTON GLOBE
When using the Boston Globe’s online site, you may have to scroll past ads to continue reading an article and then click numbers at the bottom of the first part of each article to continue reading.
10 In-demand Jobs in Massachusetts (Boston Globe) http://www.boston.com/jobs/galleries/10_hot_jobs_massachusetts You have to work for this one. Each job has a separate click. With the introduction, that’s eleven clicks. The Globe does not make it easy. Hope you have a fast connection.
Need job search help? Here's all you need to know to conduct an effective job search, including job search and interview strategies, resume and cover letter witing tips, the best job sites, using social media to job search, and the...
If you are unfamiliar with how to build a presence online, The Web 2.0 Job Finder will teach you the basics to get started. The world has changed dramatically over the last several years. The traditional way of networking or looking for a job has evolved and now encompasses being on the Web. When was [...]
It’s that time of year when we reflect on whether or not we accomplished what we set out to do, if there is anything we want to do differently, and what areas we want to focus on in the New Year. If you are a job seeker or are planning on becoming one in 2012 [...]
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You just scheduled a job interview. Congratulations! You want to prepare to ace it. What’s your first step? Visit Glassdoor.com to see how much you can learn about the company’s interviewing practices.
You will have to join to read more than 10 results. It’s worth it.
Here’s what I just learned about a job search client’s upcoming interview:
He should expect one-on-one and panel interviews.
He should expect behavioral based interview questions using the STAR (SiTuation, Action, Result) technique. Interviewers ask for both positive and negative examples.
He should expect to be given case studies and/or hypothetical questions where he will need to analyze information and describe the action he would take.
He should expect questions about the state of the art in his area of technical expertise.
The company has a strong team culture. We need to prepare my client to answer questions about his team building, leadship, and participation skills. In fact, the team culture seems so strong there that I’m going to ask my client to read up and list one or two team building books on his LinkedIn profile.
Interviewers probe to find out how much candidates have learned about the company. My client will need to read the company’s website thoroughly, develop an understanding of the company’s industry, and be able to explain how the company differentiates itself from its competitors.
Employees dress conservatively.
Most interviewees had “yes” or “no” feedback within one month.
The company conducts drug tests as a condition of employment.
If people have used Glassdoor.com to report on your company of interest, you will find a gold mine of information to help you prepare for your next interview! Oh, and remember to pay it forward by sharing information about your interviews there as well.
Bold type draws the eye. Thus, some people like to use it to direct their readers’ eyes to a resume’s accomplishment statements. You can read advice on doing that here.
Me? I like to use bold type on these basic resume elements:
What happens to resume readers when applicants bold information in the narrative descriptions of their jobs and in their accomplishment bullet points? Maybe it’s just me probably not, but here’s what unfolds:
I wonder if the applicant thinks I’m so dumb that they have to point me to the important information in their resume.
My eye is drawn to these bold type, disembodied, de-contextualized bits of information. They don’t mean a lot to me because they’re out of context.
Don’t believe me? Go back to this article and just read the bolded bits within it. Did you get much out of that? Uh huh.
I assume that all of the other information on the resume is unimportant – otherwise it would be bolded too!
I go back to wondering if the applicant thinks I’m dumb.
Resumes amaze me. They contain so much explicit information and so much subtle, subliminal information. Always think about the reader experience. Make it as good as you can in every way.
A recent Center for Creative Leadership survey reveals that 86 percent of senior executives believe it’s extremely important to be able to work across organizational boundaries.
What does that mean? CCL identifies five categories of organizational boundaries:
Vertical: Across levels and hierarchy.
Horizontal: Across functions and expertise.
Stakeholder: Beyond the boundaries of the organization with external partners.
Demographic: Across diverse groups (gender, ethnicity, nationality, etc.).
Geographic: Across regions and locality.
You can show these abilities as part of the story in your resume’s accomplishment statements. Check out these examples:
Vertical
One of nine regional representatives chosen to serve on the President’s Field Council. Met quarterly to analyze issues affecting field operations and recommend solutions to the CEO and other headquarters-based senior executives.
Horizontal
Delivered all results within budget each year. Substantiated budget requests with data, statistics, and reliable projections. Worked collaboratively with the Finance Director to justify and refine numbers.
Stakeholder
Conceptualized and negotiated a partnership with Grand Vista Development, Holiday Inn, and Universal Studios to develop “Kid Suites.” Holiday Inn and Universal Studios funded 100% of the construction and marketing costs of the project. “Kid Suite” rooms now achieve the hotel’s highest occupancy and daily room rates.
Demographic
Recruited, developed, and motivated a six-person management team from South Africa, Zambia, and India that now runs the second highest performing division in the company.
Geographic
Took XYZ Company’s Canadian operations to scale. Started with annual revenue of USD$2 million and operations in three provinces. Grew to annual revenue of $27 million and operations in each province.
Conclusion
Think about your past jobs and where you have had boundary spanning responsibilities. Be sure to include that information in your resume. Recruiters and hiring managers warm to applicants who show they can work effectively with a diverse array of people.
12 of the 20 fastest growing careers are in the healthcare industry. Other in demand careers include financial examiners, athletic trainers and dental hygienists. Unfortunately, there are also industries with decreasing employment; these include textiles and Postal Service. Take a look at this infographic brought to us by Zaarly which showcases some of the fastest growing jobs of the next decade.
We came across this infographic created by MBAProgramInfo.com which highlights the issue of jobs and unemployment very well. The infographic is laid out well and has enough information to give us an idea as to why we are losing jobs to other countries. For example, hiring a software engineer in India is relatively cheaper as compared to one in US. They speak english and they are relatively skilled. India currently stands at the very top in terms of US jobs being outsourced.
We all know that CEOs get paid a lot. However, this infographic which highlights the wages of automotive CEOs and their employees clearly shows why the rich keep getting richer and the poor never get to climb the ladder.
Where can I get me a big boat for my next press conference?
Mission accomplished. Those two words stick in my head lately, as I speak to the world from the bow of my aircraft carrier, the USS Kitchen Table. Navy SEALs, with an assist from the CIA, recently killed public enemy number one. They put a bullet through his head and dumped his body in the North Arabian Sea. A chapter in the ongoing war against terrorism ends. Many many more remain. In other national news, this once-unemployed blogger announces his full-time employment—the death of his own biggest enemy. It remains unclear what the revelers in Times Square were celebrating that night a few weeks back.
It’s been a wild and wacky ride. I lost my last full-time job on October 31, 2008. I started Jobless and Less a few weeks later and blogged my way into the hearts and minds, or at least the bowels, of a nation. Many of my loyal readers were also unemployed, or identified with the condition of unemployment. It was—and still is—a common problem; the country’s current unemployment rate hovers around 9%. I hope that I helped a few of these readers, not to find a job (though I tried that too in a few cases), but to get through another soul-sucking, mind-numbing, gut-wrenching day. Finding work is a thankless job, without the benefit of a paycheck or even a pat on the back. It’s a grind. But the occasional chuckle or smile can brighten an afternoon just a little. And I benefited more than anyone.
On a personal level, the site gave me a reason to get up and go through it all, again and again and again. It was a way of rewarding myself for enduring another day of disappointment… a cookie for the unemployed soul. What better way to overcome being ignored than to make people pay attention? The site gave me some control in a situation where I seemed to have none. It gave me an outlet to express my frustrations, big and small. And it gave me voice.
On a professional level, the site helped me become more employable. It served as a tool to teach myself new skills and refine old skills, from Search Engine Marketing to Social Media to website and project management. I grew as a marketer, and I grew as a writer. A website about being unemployed, ironically enough, made me a better employee.
Having a full-time job is a lot harder than I remember it. The days can be long. The work is often taxing, particularly as I dust off the little-used parts of my brain. But I enjoy being engaged. And my bank account enjoys receiving paychecks. And wifey enjoys having a gainfully employed husband. And the cats enjoy, well, sleeping. What did you expect? They’re cats.
I work on websites and related projects for a huge media company, also known as the man. They control TV and radio stations, not to mention web properties of all shapes and sizes. The position came out of a friendship I developed during a freelance project last year. One day I was meeting a someone for coffee. The next day I had a job. Who knows what the future will bring?
So what happens to Jobless and Less? Do I end it right here and ride off into the sunset? Do I continue to post sporadically, as the mood hits me? Do I steer the discussion off in another direction? Or do I continue to ask questions until I actually stumble upon my point? I don’t have the answer.
There’s plenty more to write about, but fewer hours to write. And I don’t own a horse, or a sunset. Maybe these are all signs that I need to keep writing. I already have the site, even if the name no longer makes sense. One mission ends, and another begins. I just need to figure out what the new mission is.
I’m a big fan of Meetup.com. It’s the Justin Bieber to my inner 12-year-old girl, without the incredibly bad hair. There aren’t too many websites and/or online services I appreciate more. Gmail is one. Facebook is an another. And Fred’s Potato Chip and Plumbing Supply Emporium is still another. Where else can you get Old Bay crab chips and the Waste King Legend 8000TC 1 horsepower disposer in one online shopping cart, besides Amazon? That’s right, nowhere. And the site’s emoticons are second to none. Long live Fred!
Meetup is a worldwide network of local groups organized around a wide variety of topics. The site helps individuals set up these groups, and helps others join them. The groups then get together to discuss their topic of choice, whether it be sewing or shuffleboard or Canadian teen idols. Meetup is an online vehicle for person-to-person meetings, pushing people away from their computers and toward each other. It connects people in a meaningful way, unlike many social networking tools.
I started using the site to connect with other online marketing types about three years ago. I attended various meetups in an official capacity, representing my previous employer. The meetings kept me abreast of all the happenings in the industry and put me in touch with a few of the movers and shakers. I kept at it after the layoff. The people in these groups have ins at good companies and the potential to help me find gainful employment. And they knew things… lots and lots of things. And not just things, but stuff… and whatnot, the grand poobah of all vague descriptive terms. As any two-bit unemployment site that isn’t Jobless and Less will tell you, networking is key to finding a job. My participation led to some interviews and freelance projects. Whereas, online job boards just gave me a raging case of carpal tunnel syndrome.
I still belong to multiple Meetup groups and attend events every so often. Here’s a selection of my favorites…
The SEMPO and WordPress meetups are particularly productive. The SEMPO group, an offshoot of the Search Engine Marketing Professionals Organization, brings in experts to discuss the fast-moving field of Search Engine Marketing. The group for WordPress, the popular content management system I use for Jobless and Less, covers issues related to the software. Maybe you sense a theme here… a geeky, nerdy, online marketing-focused, career-related theme. And wouldn’t you know it, the settings in my Meetup account follow suit.
I don’t spend much time on the Meetup site each day. Trolling for new groups isn’t terribly helpful or informative. And the limited online social functions aren’t among the site’s strengths. Besides, the site is set to notify me of any new group that fits my location and interests. Far be it from me to do work I don’t have to. Here’s a sampling of the kinds of groups I’ve asked Meetup to ping me about…
Weblogger
WordPress
Search Engine Optimization
Website Marketing
Social Media Marketing
Alas, though the Meetup concept is slick, the execution is often clumsy. I receive five or more notifications for new groups each day. Maybe 20% of these groups are remotely relevant, or even within the parameters I set up. The rest are either ridiculous or hilarious or both. I began saving my favorites a couple months ago to share with the world. The folder now contains 121 emails. Many more were deleted. Here are the best of the worst, as I received them…
Bronx Ladies Who Lunch: This group is a social network for ladies 25 to 35 to get together and create lasting friendships. The point of the group is to support and uplift each other. There will be many events that will make this mission possible. Our outings will center on the Bronx but there will be events city-wide. [Don't be fooled by the lunch that I got, I'm still Normy from the block. So it needs a little work. J-Lo has been too busy crying to return my calls.]
Flexyn: Flexyn stands for Fly, Sexy and Fun. And that’s just what our group is about. Being Fly, Living Sexy enjoying life to the fullest and having Fun. Whether single, dating or married, our get togethers will encourage all to live life to the fullest. Responsible and safe fun is what we’re all about. Networking, parties, events and trips are our focus. We will constantly have something fun planned. Some type of wonderful activity for people to come together and have a blast. [Well, I am fly, sexy and fun. They got that right. And I do enjoy making up words out of other words to describe myself. Unguatam, for example, stands for Unemployed Guy Hates Spam. It's also the name of the tiny banana republic I plan to start when I become the next George Clooney.]
Drum Circle International House: International House is a residential facility in Morningside Heights/Harlem NY for over 700 graduate students from all over the world studying in a very diverse array of fields. The facility has a modern gymnasium where we conduct a drum circle every Friday 8pm-10pm. We have just started the endeavor with two drums and any additional drums/instruments would be great. [Shooting hippies is indeed one of my favorite activities. So maybe Meetup got this one right too.]
Women 24 and Over and Colored Men: I decided to start this group as a result of being involved with an interracial meetup that was, ironically, too exclusive. Realizing that changing the mentality and make up of the group would be too time consuming, and probably even unrealistic, I’ve started my own group. This network has been designed for women who are interested in Colored Men. When I say colored, I’m referring to a broad spectrum of individuals from dark-skinned to light-skinned, Black, African, Asian, Latino, Middle Eastern, Indian, bi-racial and multiracial men. We value and would like to develop a network of open minded, respectful, and sociable members who welcome and are interested in interracial dating. [This group managed to include everyone except me. It's so nice to be discriminated against in my own inbox.]
Daddyhunt NYC: Daddyhunt is a community of over 200,ooo hot gay men of all ages. We bring together older men, masculine guys and the guys who love them in a dating and socializing environment that is supportive and attitude-free. We welcome Dads, Older Bros, Bears and hunters of all ages. NYC/Metropolitan members are welcome to attend our premiere Meetup event on December 15th. [And to think I first thought this was a group that got together to play cruel tricks on orphans. Boy was I embarrassed at that first meeting.]
Argentine Tango Beginners: FREE for 4 men only!! We have the women already! [All this time I thought it only took two to tango. Who knew?]
How can a site that touts its personalization, in an age of hyper-social media, be so misguided? I expect this from the the big job sites, which continue to insist that I become a nursing assistant in New Jersey. But I thought Justin, I mean Meetup, knew me better than that. The site just spams the crap out of me, over and over, day after day. It was funny at first… look at all those cute, funny, totally irrelevant emails from that site that doesn’t really know what it’s doing. Now it’s just annoying. So this once-satisfied user is blocking all new groups until Meetup gets its floppy hair out of its eyes and fixes this problem.
I don’t like guests. I’m not very hospitable, and a terrible host besides. Our apartment is in a perpetual transitional state. Ripping and packing up 1500 CDs is the current project, but there’s always something. And if that weren’t enough, the cats are trained to annoy guests with their cuteness and persistent affection. Yet people still visit for some reason. It must be the scenic walk up Roosevelt Ave; the allure of slush and garbage can be intoxicating. Maybe they just come to see wifey.
I don’t really like guests on Jobless and Less either. The site wouldn’t really be about MY experiences with unemployment and under-employment if other people did all the writing. But I’m not fundamentally against guest writers. Rumor has it that other people have interesting unemployment experiences and opinions about them.
It’s been almost two years since Ben Breier—the last guest poster—shared his tales of interviewing woe. I’ve since been solicited often, though nobody ever seems to quite get it. The world just doesn’t need another post about how to write a resume or what to say in an interview. The topics have been amply covered, elsewhere, by people who actually have jobs. Why would anyone trust advice on finding work from a site run by someone who can’t find work? It’s much more fun and interesting to laugh at my repeated failures.
An aspiring contributor does occasionally get it. Charlie Johnson emailed me this past week with a link to his video. He’s a clever lad, who has been unemployed since November. Months can seem like years to a recent college grad itching to put his education and skills to work.
I know the feeling. At 23, I was impatient about my job situation too. When I failed to nail down a coveted blacksmith position at the town stables, I became a cobbler. Shoes for farmers and tradesmen would have to suffice. Then came the Great War and the Roaring Twenties, and my skills were suddenly outdated. (“Suddenly” took 15 years in my youth.) I thought my career was over, but the end of my career was just getting started.
Charlie is much younger than I am. He still has skills and experience and drive. He also has initiative and chutzpah, and a fierce jump cut to rival any Hollywood director. So I’m letting him tell his story, his way. Enjoy. Let this be a reminder that smart and creative people everywhere are struggling through this terrible job market.
Dear J.T. & Dale: I’ve been in the nightclub industry for seven years, starting right out of college. I make a great living, but the hours and lifestyle are catching up with me. I want to make the transition to a day job, but I can’t seem to get anyone to even consider me. Most people see my industry as “party city” and assume I don’t have 
How many hours are left in the day after work?
adorable, happy looking animals in less than one day! It’s hard to believe, looking at the pictures, that there could be such an extreme transformation in such a short time.
In honor of Mother’s Day,
I discovered the following link when checking for articles published during the current week. I thought it deserved special attention. The webinar is being held live on March 27th from 2:00 to 3:00. This is one of a series of webinars, the first of which took place on February 28th. According to the article Veterans who were unable to attend the first webinar can listen to the entire event on the DVNF website. You can both register and check on archived webinars at 
![Where in the World are American Jobs? [INFOGRAPHIC] |](http://c212093.r93.cf1.rackcdn.com/files/2011/08/AmericanJobsSm.jpg)
