Saturday, June 4, 2011

Posted: 04 Jun 2011 06:13 AM PDT

So we've all heard, no doubt, that it's important to be careful about what we share on social media platforms. But, has it ever occurred to you that you might be affecting your FUTURE by what you say/don't say? I had a first-hand look at exactly that recently, and it really drove the message home.

A few weeks ago, I was attending an event in Southern California. The event was pretty much unrelated to my business; oh, there were a few people there who knew what I do, and I had some acquaintances there who know me pretty well. But, in general, there was no "connection" to me, to SocialSmarts, to my business.
At the end of the evening, a group of us were sitting around a table, chatting about the event. I knew most of the people at the table, but then some other folks sat down and joined us — people I didn't know. After introductions were made and independent conversations broke out between groups of two or three people, as they often do in these types of settings, one of the ladies that had just joined us leans over to me and says, "Excuse me, but do you know 'such-and-so?'" I answered that, yes, I did. My conversation partner went on to ask me if the person in question used to work for my company, and when I answered that yes they did, she shared with me that this person apparently had applied for a job with her organization. Not only that, but the person then invited her to join her Facebook page, which she did.
Now, is where it gets interesting. My conversation partner went on to share that after following 'such-and-so' for a while on Facebook, she began to get the impression that the person was a "whiner" (her terms). She commented on the many complaints that 'such-and-so' posted about her life, her current work situation, her health. Long story short, my conversation partner explained to me that what she had read on "such-and-so's" Wall caused her to form an opinion about what the person would be like as an employee, and she subsequently decided not to pursue hiring them.
Wow. Now, there are many lessons we could – and should – learn from this story. Here are a few:

Obviously, be careful what you talk about on social media sites. This may seem obvious, but it's hugely important. Not only because of what you say, but how others may perceive it.
When you are sharing with folks on FB, Twitter, etc. remember that you are not only communicating to your group, you may also be sharing to THEIR groups, and their group's groups. What you think you're saying in relative "safety" of your personal network could be shared with hundreds, thousands, even hundreds of thousand of people or more, depending not only on your settings but on their settings as well.
Be particularly careful if you mix business with personal contacts. While "dishing" about your neighbor's annoyingly barky dogs may seem like it's no big deal, what impression will that leave to a business contact? What if the business contact is best friend's with your neighbor?
Corollary to the above: don't always assume that people's "states" remain static. What I mean is, people with whom you only have a personal relationship with now may end up changing their context later. What if a "friend" becomes a potential vendor/supplier/employee/employer later? What if a "friend" has the potential to influence a business deal or job for you down the road?
Also, consider the permanence of messages and written word/pictures/video anytime you put anything out there on the 'Net. What if you post a "hilarious" but unflattering picture of yourself overdoing it at a family BBQ, only to have it come back to haunt you during a job interview a year, two, ten down the road? What if you don't even GET considered for opportunities because your prospective employer has done a thorough Google search on you and found these under "images?"
You must also consider the power of communication and the limitations that come into play when we move from face-to-face, to phone, to hand-written, to typed/email/texted messages. I explain more about this in the "It's Not Who You Know..." book, and it's enough of a topic for another post later, but let's just say that every time you remove another layer of interaction, there's a new layer of potential misunderstanding. Choose your words carefully.

Now, these tips are only some of the things you need to consider, and they are intended to adults. Of course, our kids have a whole additional set of things they need to think about, and I'm going to be writing about this in the not-too-distant future.
If you aren't thinking about what you say on social media before you say it, then you may be opening yourself up to unintended — and unpredictable — consequences. Say what you mean, mean what you say, and remember that you can't always control who's out there to hear it, save it, use it later.

About Corinne Gregory

The 'Civil' Warrior & School Crusader

I'm an author, speaker, award-winning educator focused on social skills, character and values development for children, educators, and professionals. As the President and Founder of SocialSmarts, a nationally-recognized, schools-based program for building positive social skills, I'm very passionate about improving the education system for every child, every teacher, every family. While it may seem like a big job — changing our education system — it's a necessary one, and one we can do, if we work together and insist on it.

My experience and message about the power of social skills and positive character have been featured on such leading media as The Today Show, CNN, Good Morning America, Time Magazine, The Wall Street Journal, USA Today, The Washington Post and many more. For more on SocialSmarts and how we are transforming education, click here.

To book me as a speaker for your students, education staff or business, email triciam@socialsmarts.com for info and schedule. You can also learn more about my presentations, view testimonials and videos at www.corinnegregory.com

The Work Buzz's Latest News: Job growth stalls in May

Job growth stalls in May

Posted: 03 Jun 2011 08:54 AM PDT

After months of big gains in employment numbers, the recovery stalled in May. While the economy added 54,000 jobs last month, that’s a sharp decline from the monthly average of 220,000 jobs added in February, March and April, the Bureau of Labor Statistics reported today. The number also falls short of analyst predictions that about 169,000 jobs would be added.
In addition to weaker job growth last month, the unemployment rate rose for the second time in two months, jumping slightly from 9.0 percent in April, to 9.1 percent in May.
The newest BLS numbers make an already complex jobs picture more puzzling, as some economic indicators show positive signs, while others seem to be making negative progress.
Here's a rundown of the good — and the not so good — signs for job growth.
1. Online job postings are up: The Conference Board's monthly "Help Wanted Online" report found that online job postings were up 148,800 last month, to a total of 4.47 million advertised job openings. Additionally, May marked all all-time high for job postings in six of the 22 occupational groups the report covers.
2. Job cuts are down from last year: According to the monthly job cuts report from outplacement firm Challenger, Gray and Christmas, the number of layoffs announced by employers through the end of May 2011 was 22 percent lower than at this time last year. The number of announced cuts month-to-month, however, increased slightly, from 36,490 in April, to 38,810 in May.
3. Despite slowing slightly, private sector job growth is still good: The ADP jobs report, a snapshot of private-sector hiring, came in 137,000 jobs short of economist predictions. Analysts surveyed by Bloomberg predicted that about 175,000 jobs would be added, but when the report was released on June 1^st, it showed private sector employment increased by only 38,000 jobs.
The BLS numbers, however, showed a rosier picture for private sector hiring, reporting that 83,000 jobs were added in May, for a total increase of 2.1 million private sector jobs in the last 15 months. Generally, the BLS numbers are seen as a more accurate indicator of job growth.
4. Long-term unemployment still a problem: The number of people unemployed long-term (more than 27 weeks) jumped from 5.8 million in April to 6.2 million in May. That number, however, is still less than the 6.7 million people counted as unemployed long-term in May of last year.
5. Manufacturing growth slows in May: The Institute for Supply Management's monthly report showed that the manufacturing sector expanded for the 22^nd consecutive month, although that expansion slowed in May. The BLS report also showed a decline in manufacturing jobs last month.
In general, last month’s crop of economic reports showed that, while the economy may have slipped from April to May, long-term progress still looks good. A post on the White House blog this morning put it well, saying, “There are always bumps on the road to recovery, but the overall trajectory of the economy has improved dramatically over the past two years … The monthly employment and unemployment numbers are volatile and employment estimates are subject to substantial revision. Therefore, as the Administration always stresses, it is important not to read too much into any one monthly report." And, while the White House may be a bit partial, the post does make a good point, in that one month of poor data doesn't cancel out the progress the economy has made since the recession ended in 2009.
Here's hoping for better numbers next month!
What do you think about the unemployment numbers?

The Monster 5 for Friday--Careers Edition--June 3

The Monster Blog

The Monster 5 for Friday--Careers Edition--June 3

Posted: 03 Jun 2011 04:45 PM PDT

It's time for our quick look back at the week in career advice -- five job-related (and job-search-related) that we want to highlight:
5. Today's unemployment report from the U.S. Department of Labor may have been less than ideal, but Monster research has uncovered many cities where the picture is a lot rosier. Is your city one of them? Read MarketWatch.com's "Top 10 Cities in the U.S. to Find a Job."
4. So, those are the cities that seem to be in good shape -- but which professions have long-term potential? For some ideas, check out "In the Year 2016: The 30 Fastest-Growing Jobs."
3. Knowing where to look for work is important, but once you've located the job you want, you're going to need interview skills. For tips, read Yahoo! Shine's "5 Toughest Interview Questions (& How to Answer Them)."
2. Once you land that great job and have had it for a while, how can you tell whether your career still has forward momentum -- and what do you do if it needs a jump-start? For tips, read "11 Warning Signs Your Career Has Stalled."
1. Now, before you get set to enjoy a nice summer weekend, read the great advice in this U.S. News article: "9 Ways to Use Summer to Your Career Advantage."
Do you need job-search advice? What job-seeker topics would you like to see covered? Leave a message for us in the comments section below, or find @monstercareers on Twitter and send a message. Also, get support and great job-seeker advice when you join our community on Facebook.

Job Coach Interview Advice – Part 1 plus 1 more | Career Rocketeer

Job Coach Interview Advice – Part 1

Posted: 04 Jun 2011 03:30 AM PDT

The past three years has shown an alarming number of people quick to capitalize on the recession by becoming a career coach. Most of them lack sufficient experience or knowledge to coach a job seeker who's in the tailspin of unemployment. Few realize that "expert" is a relative term.
While perusing various discussions in the LinkedIn groups to which I belong, I read a post from another career coach. A job seeker had asked about follow up. She'd had a phone interview, then a face-to-face, had followed up two weeks later and been told the decision wouldn't be made for another two to four weeks. She wondered how long she should wait before following up again, and with whom she should speak, the hiring manager or human resources?
She was advised to follow up often enough to follow up, but not too often that you seem to be stalking them (very ambiguous to implement). The coach also counseled against getting stressed out, because the job seeker (let's call her Patty) still had time, and since companies have paychecks and jobs, they feel no sense of urgency. The answer didn't include who to call.
I'd like to amend this information.
If she's just phoned, then she should wait ten days. If it's been a week or more since she learned that, then she should phone again now. This is her opportunity to learn two critical pieces of information which the coach neglected to bring up. First, Patty needs to ask where she is within the process, and secondly, what the hiring authority thinks. Both of these not only sound better than asking if a decision has been made, but they give Patty information that may affect her job search strategy.
For that reason, she should phone the hiring authority with whom she met. The HR person may have coordinated the process, but the hiring authority makes the decision. Odds are the HR person won't know the answers to those questions, and the call will leave Patty no wiser. If she can't reach the hiring authority in two or three tries a few days apart, only then she should call HR.
She opens by introducing herself in an upbeat voice and sharing the date on which she interviewed. Patty follows with re-affirming her interest in both the opportunity and the company. Then she asks if they've begun scheduling second interviews or when they plan on doing that.
And regardless of the answer, Patty says "Wonderful!" because enthusiasm is in a scenario such as this is rare, and not only will it be remembered, but the company wants someone excited about becoming part of their team. Next, with a smile on her face because it translates over the phone, she asks "Where am I within your process?"
Notice she didn't ask if she was still under consideration. Instead, she's conveying self confidence and her belief that she has attributes from which the company will benefit. If the hiring authority doesn't immediately remember her, she shouldn't get flustered. No matter how well she interviewed, he's consumed with other matters as well.
If there was a good rapport during the interview, the answer might be a few sentences, and if so, she can stretch it getting a clearer idea of the process. Will there be a third round for only two or three finalists (or will there be a decision after the second)? Are they finishing all the first interviews before they begin scheduling the second round (or are they scheduling second interviews concurrent with the first round)?
Has anyone been eliminated from consideration? Were there were any concerns or questions the hiring authority might have (if she didn't ask this at the end of the interview), and any other questions that might arise out of what the hiring authority was sharing.
Stay tuned for part 2 next week to learn about her objective and reason for this strategy and the danger of putting all your eggs in one basket.

Guest Expert:
Judi Perkins is known as the How-To Career Coach, and was a recruiter for 22 years when she worked with hundreds of hiring authorities helping them hire entry level through CEO, set up/followed up on over 15,000 interviews, consistently broke sales records by building relationships, and has seen over half million resumes (and climbing).
Now, many of her clients are employed within 8 – 12 weeks. She brings sequence, structure, and focus to the job search, including skills, psychology, and sales components, showing why the typical strategies so often fail. You can find her at www.FindthePerfectJob.com. Please see her website media page for her extensive media credentials.

What’s Your Adjective? Keywords Your Profile Needs

Posted: 03 Jun 2011 04:30 AM PDT

When a hiring manager types search terms in an engine, will you show up? You may be on page one of Google, or you may be lost in the stacks. Either way, your online presence is important. With more employers and recruiters using these platforms as a way to find talent, it may be in your best interest to keep your audience in mind.
Keywords are an easy, yet effective, way to get your message across. If you add certain keywords or phrases in your sites, you may be able to reach your desired market at a better rate. Increase the number of people who view your platforms by including the following:
Your industry. Including your industry may be one of the easiest ways recruiters or hiring managers can find you. So, when you are fixing up things like your LinkedIn profile, you can easily include your main area of interest, like advertising, hospitality, law enforcement, etc. If you are new to the industry, explain so in your biography, which could eliminate any questions the researcher may have.
Position you are interested in. Sure, an industry can give away a lot about a person. However, there is variety in every industry, from technology to the medicine. Be specific when stating your goals. For example, if you are interested in marketing but want to focus on social media, think about including the words "social media manager" or "online community director" in your platforms. This way, recruiters who are looking to fill these positions will be able to find you.
Location. With the job market still ailing, it's difficult to find the positions we want in our current location. The words "willing to relocate" have become more prevalent on online profiles, particularly if someone has been job searching for a while. However, the more specific you are, the better your chances you have at getting noticed.
For instance, if you say you are willing to relocate, but do not indicate a specific location, how will the recruiter know you've done your homework? Think about including exact locations, or at least at area of the country you are interested in (i.e. East Coast). Employers will be able to pinpoint your online platforms better if you include this information.
Cater your message. So you've specified your location, your industry, and what interests you. What's next? How about catering your message to recruiters? Check out the profiles of those who are working at your dream companies. What makes them stand out? It's likely that they were also discovered by a similar hiring manager or recruiter, so try to imitate what they have done, while putting your own spin on the messaging. You may fit the mold for an ideal candidate if you imitate what has already worked.
Have you tried using keywords in your online platforms? Has it helped you get noticed?

Guest Expert:
James Alexander is Vizibility's founder and CEO. He's the guy with two first names. If you 'Googled' his name in 2009, you would never have found him. Now, he ranks within the first few results of a Google search. Find James in Google at vizibility.com/james.

blogging4jobs

When the Linchpin Gets Linched

Posted: 03 Jun 2011 07:55 AM PDT

human resource engagement, HR talent management, talent pipelines, human resources, HR, human resource, employee engagement

Every once in a while a I read a book where 7 pages in, I get chills. Linchpin is a book like that.
You may be familiar with the New York Times Bestseller, Linchpin by Seth Godin. A few weeks ago I finished reading his book. Godin is an entertaining, thought provoking, and fantastic thinker as well as writer. Coupled with Daniel Pink’s Free Agent Nation, this is an entrepreneur’s dream. Both encompass what I believe working in a creative and innovative environment where you are constantly pushing yourself, can do for you as an individual but also a business.
Is the working world and specifically human resources ready for this book?
The working world according to Godin is much like a factory. Employees are assemblers among a constant production line. These assemblers job is to complete a simple and small task repeatedly. Factory work is planned, controlled, and measured. In the white collar world, companies manage with a factory mentality the following ways:

Planned. TPS Reports. Excel spreadsheets. Conference calls and little creative thought.

Controlled. Time clocks, 9-5 working hours, corporate monitoring of your email as well as internet activity.

Measured. Discussions that have a constant focus on ROI. Focus group meetings, analytics, spreadsheets and reporting.

Companies have no loyalty and employees are often outsourced, laid off, and terminated in favor of cheaper, faster, and better machine or man. And along came the linchpin to change all that.
A linchpin is a person who becomes indispensable to an organization. In short, no man or machine can replace the creativity and genius a linchpin adds to their organization. Without this linchpin, the organization suffers in many, many ways. Godin surmises that because a linchpin is so important and essential to an organization, a linchpin can avoid lay off, outsourcing, and termination. They are too important for the organization to be without.
In some circumstances, I agree with Godin. Linchpins are special. They are protected but linchpins can also be linched.
Companies need linchpins, but they don’t want them. Because linchpins represent change, fear, and risk. And for large, segmented organizations, this is bad. Because linchpins are a hassle and they remind managers what paper-pushing factory workers they really are. And most managers hate to be reminded about much anything, let alone they aren’t the best. This is why the linchpins get linched.
It’s happening more than you know. Creative and valuable employees who are forced out of organization because of their creativity, expertise, or community mostly because of fear. And this fear is masked by managers giving less than stellar performance reviews and write ups to those would be and wanna be linchpins.
How do I know? Because in 2009, I worked to be a linchpin in the Fortune 500 organization, but fear got the best of them. Fear of social media. Fear of me working as a third party recruiter on the side. Fear of me being bigger than the brand. So instead, I see myself as an industry linchpin rather than for a single organization.
Is your organization ready for a linchpin?
Photo Credit Comfort Queen.