Friday, August 26, 2011

blogging4jobs

Posted: 25 Aug 2011 04:29 AM PDT

What makes you good at what you do?
Do you live for your job?
Are you vigilant in your follow up?
Perhaps you concern yourself with the ethics and moral dilemmas that we each face every day. The rules you work by can define who you are.
So, what is your definition?
Eddie Cantor said, “The harder I work, the luckier I get.”
It is absolutely true that fortune may smile or frown on any one of us. Do we have the opportunity to choose our fortune and success by implementing hard work and preparation? Of course, we do. The Yankees didn’t win the World Series 27 times without a significant amount of relentless practice and grueling training. Luck may have helped them out of a tough inning or two. But hard work and diligence trump luck any day of the week.
The world is a tough place in which to to live and work these days, you have to give more than the other guy – it’s just the way it is…
Work your way up from the mail room. Climb your way to the top. Most people do not start in the corner office of the glass tower. My first recruiting job? I sat in a room with inadequate lighting, my back to the door, and a window facing a block wall with a phone and 65-page list of hospitals slapped down in front of me for the first six months. And I always had a yellow pad in my hand – taking notes incessantly. Earn each step up you take.
The early bird gets the worm. Be to work on time and start your day ready. Stay ahead of the curve by preparing the night before for your next day’s work. Make the calls, chirp the tweets. Don’t be the work. Do the work.
Franklin D. Roosevelt: ”I think we consider too much the good luck of the early bird and not enough the bad luck of the early worm. ” I’m just glad I’m not a worm. Period.
Put your shoulder to the wheel and your nose to the grindstone. It is called work for a reason. The career you have chosen requires you to labor. This is not easy: if it were, (well, no one would be on welfare) there would be a long line of people waiting for you to mess up so they could take your place.
“Plans are only good intentions unless they immediately degenerate into hard work” ~Peter Drucker Immediately.
He who hesitates is lost. Have the courage and fortitude to stand up and do the thing you think you cannot. Make the call, conduct the interview, do the research, go after the big one, say no when you need to, live with integrity, let go of pain, jealousy, and hurt, choose to be happy. Negotiate till it hurts. Make the presumptive close. The next one who speaks loses. Listen. If you don’t, how will you ever know if you could? Be tenacious and committed.
Thomas Edison will close out Part One: "The three great essentials to achieve anything worthwhile are, first, hard work; second, stick-to-itiveness; third, common sense."

Darn, you mean I have to have common sense too?

Golden Rules of Engagement, part one

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn.

Community is for Suckers

Posted: 25 Aug 2011 04:17 AM PDT

social anthropology, virtual community, social media community, HR community, human resources community, online networking, SHRM connect, social media community, social media networking, social media policy

Building a community takes time, effort, a cause, and a little bit of crazy. As human beings, we are forever social animals. The concept of community is a foundation piece of social and cultural anthropology which aims to study and understand how cultural norms and relationships shape a person or a group’s social behavior. Whether in person or virtual communities online, communities can benefit us in interesting, valuable, and unusual ways.
Communities provide a sense of purpose and a single common characteristic or interest that can bring people together personally or professionally. Communities are for suckers.

Social media and the rise of technologies like the iPad and smartphones have given rise to an increased sense of communities. Everyone is building and begging for your attention. Whether it’s a brand, blogger, cause or business, communities can suck your soul. They demand your attention. Request your involvement and solicit your donation whether its money or time.
And I’m nearly tapped out.
These suckers are the foundation of what your community is built upon. Suckers are people who draw you in. Spread the word about your cause, family, and platform. Don’t confuse suckers with suckers. These individuals are critical influencers to your success possessing a form of human magnetism. They are critical evolution of your community growth because suckers speak and people listen. Brands online have begun engaging these social suckers in the race to build their brand communities and empires using influencers, bloggers who have the reach, platform, and resonance to shake things up and amplify your community’s voice and reach.

Communities are not machines. They cannot be bought. They grow, evolve, and flourish in environments either in person or online that grow their relationships purely and organically with a cultural, human and natural foundation. Because we are increasingly pressed for time, communities and relationships are in competition for our affections. And that’s why its more important than ever for community leaders to make sure that their communities stand out from the rest. Touch the soul. Resonate their message both quickly and efficiently. Because if they don’t, our potential community members are on to the next.
Communities are a part of our social values and social systems. As human beings, we crave a sense of community, a sense of belonging to help define who we are. With the rise of technology, we are now exposed to an ever growing number of causes, clubs, organizations, and associations all vying for our attention. Your suckers need to feel valued and involved as both an individual and a member of your community. Because these suckers are critical to the success of your group, association, or affiliation. Without them, the message is just a message. They suck people into because of their human magnetism and influence by being just who they are.
Photo Credit The Blog Prof.

UndercoverLawyer: What is the Definition of a Hostile Work Environment?

UndercoverLawyer

What is the Definition of a Hostile Work Environment? (PART 3 of 3)

Posted: 25 Aug 2011 12:01 AM PDT

Lenora’s Journey Through a Hostile Workplace In two previous articles a 52 year old nurse named Lenora was harassed and abused by her new (younger) boss and former co-worker Michelle. Feeling distressed and sick, Lenora stayed home from work and called her brother in law, a corporate employment lawyer named Curt. Although he usually works [...] Related posts:

What is the Definition of a Hostile Work Environment? (PART 2 of 3)

Posted: 24 Aug 2011 11:53 PM PDT

Step One to Fighting Back: Understand Employment At-Will In a previous post, a 52 year old nurse, Lenora, felt sick and distressed about the hostile work environment her new supervisor (and former co-worker) was subjecting Lenora to. The new supervisor and head nurse, Michelle, was acting like a tyrant, but only toward Lenora and not [...] Related posts:

What Is the Definition of a Hostile Work Environment? (PART 1 of 3)

Posted: 24 Aug 2011 11:26 PM PDT

Question: What is the Definition of a Hostile Work Environment? Answer: There are actually two types of “Hostile Work Environments”: 1) legal; and 2) illegal. To see which you are experiencing, consider the story of Lenora. Perhaps you have experienced something like Lenora, a conscientious nurse who loved her patients and felt valued at work [...] Related posts:

Thursday, August 25, 2011

The Work Buzz's Latest News: 20 unusual résumé tactics to avoid

20 unusual résumé tactics to avoid

Posted: 24 Aug 2011 07:43 AM PDT

By Autumn McReynolds
Are you a polite, non-smoker with three pets whose interests include barbequing, picnics and long walks on the beach? If you've ever considered including these personal details on a résumé or the fact that your special skills include making organic soups and calling the weekly Bingo game at your local VFW, then you might need to rethink your job search.
In a competitive job market, creating a clear and concise résumé is extremely important if you want to land that first interview. Many job postings elicit hundreds of applications for a single opening, so even making it to the first step of the interview process can be a significant feat.
Unfortunately, in the midst of searching for the perfect opening, creating a customized cover letter, updating their résumé and filling out an application, some job seekers lose sight of the task at hand and forget that clarity and simplicity are key when trying to catch a recruiter or hiring manager's eye.
The annual CareerBuilder survey shows that job seekers don't have a lot of time to make a positive impression on employers. In fact, 45 percent of human resource managers say they spend, on average, less than one minute reviewing an application. The survey, which was conducted by Harris Interactive from May 19 to June 8, 2011, included more than 2,600 hiring managers and human resource professionals.
When asked to recall the most unusual résumés they have received, employers shared the following:

Candidate said the more you paid him, the harder he worked.
Candidate included that he was arrested for assaulting his previous boss.
Candidate said he just wanted an opportunity to show off his new tie.
Candidate listed her dog as reference.
Candidate listed the ability to do the moonwalk as a special skill.
Candidates — a husband and wife looking to job share — submitted a co-written poem.
Candidate included "versatile toes" as a selling point.
Candidate stated she was "particularly adept at comprehending the obvious."
Candidate said that he would be a "good asset to the company," but failed to include the "et" in the word "asset."
Candidate's email address on the résumé had "shakinmybootie" in it.
Candidate said he was qualified because he was a "marvelous physical specimen."
Candidate included that she survived a bite from a deadly aquatic animal.
Candidate was fired from different jobs, but included each one as a reference.
Candidate used first name only.
Candidate presented a list of demands in order to work for the organization.
Candidate asked, "Would you pass up an opportunity to hire someone like this? I think not."
Candidate insisted that the company pay him to interview with them because his time was valuable.
Candidate's résumé was intentionally written from right to left instead of left to right.
Candidate shipped a lemon with résumé, stating "I am not a lemon."
Candidate submitted 40-page résumé that included photos and diplomas

Too often, job seekers get overly creative or personal with their résumés in order to make an impression, but irrelevant information and goofy details can be perceived as unprofessional and may cause the résumé to be rejected on the spot.
"Making an impression on an employer should go deeper than just shock value," says Rosemary Haefner, vice president of human resources for CareerBuilder. "Job seekers should focus on gaining attention for the right reasons by highlighting relevant experience, applicable skills and how they would benefit the organization."
Instead of trying to shock and amaze the hiring manager with your résumé, spend some time focusing on the job requirements and how to clearly represent yourself and your abilities. At a glance, a hiring manager should be able to gain insight on:

Your current or most recent employer
Specific details on tasks you're in charge of (not just an HR job description)
Your experience and capabilities as applicable to the open position
Any pertinent accomplishments or successes that make you a top choice
Name and professional contact information

After reading your résumé, the employer shouldn't wonder what makes you qualified for the position. The only questions you want him or her asking are the kind that need to be answered in an interview.
Once you've organized, focused and targeted your résumé for the job in question, you must move on to creating a customized cover letter. While the cover letter acts as a canvas to showcase your personality and strengths, don't forget that making an impact doesn't mean astounding the employer with your many quirks, hobbies or demands. Show that you would not only fit in with the culture of the organization, but that you would improve the business process and overall efficiency.

blogging4jobs

Sorry, But I am Sick to Death of Email Marketing

Posted: 24 Aug 2011 04:33 AM PDT

<—- Is this a better option??

That's it, I've had it. It took me more than a week to change my settings on all my LinkedIn Groups so I no longer received fifty-two different emails every day containing Group Updates. What a relief that was, however, email notifications continue to stream in from other sources. My inner brat reared its ugly tech head and like the raven, cried "Never more."
I reviewed the constantly streaming in emails that every single morning, I methodically delete. I finally said to myself, enough is enough. I am tired of it. So, do you know what I did? I, one by one, went through each marketing email in the inboxes of my personal and professional accounts and systematically unsubscribed. It was not easy and it took longer than I expected. I will repeat the process tomorrow and the rest of this week as others continue to stream in.
In my personal email account this morning, there were sixteen different marketing emails by the time I sat down to my computer. They were from the likes of Bath & Body Works, Sage Act Software, Groupon, Barnes & Noble, Enterprise, LivingSocial, hunch, ModCloth, Ace Hardware Store, Goldstar Events, Xbox and so forth. Some were a simple process of click here to unsubscribe and it was done, others required you to carefully review your options and make sure you had ticked the right box, and others begged you to stay and change your mind. I think the idea was to make it difficult, so you didn’t actually go through with it, you didn’t actually cut the ties of your favorite retailers.
Only one – ONE – asked why I was unsubscribing: Nordstrom. I love Nordstrom, I cannot always afford to shop there but they have great sales and better yet, they have excellent customer service. And their unsubscribe process proved my case in point. A drop-down menu appeared, not begging me to stay or to please reconsider, but rather with options of why I wished to stop receiving emails.
Options consisted of *Too many emails from Nordstrom or *I don't shop at Nordstrom. But the one I selected was *I receive too many retail emails. And it is true; I spend my first waking half-hour deleting emails on my mobile device before I even leave my bed. And today's barrage proved to be e-fatal to the retailers who have access to my multiple email addresses.
Interestingly enough, as a marketer, I am extremely adverse to email marketing. I know that most emails are OptIn, but what I struggle with, like most, is spam and I have no desire for my carefully-crafted message to be lumped in with spam or to end up on the cutting room floor with the others before me. I want my information not only received but read, in full. So, as a business-to-business marketer, I appeal to you – what is the right option? Are you as sick of email spam or blather as much as I? Are you eBombed twenty times daily, as well? Are you leery of distributing your email address to vendors or businesses? Have we reached critical mass? I think yes, I think we have. With so many different ways to advertise your product or service, is email still a viable marketing tool?

I think we have a way to go before email blather is completely eliminated, I am also a firm believer that email is not dead – I do most of my customer response and industry communications through Twitter; I am ready to do my part, to proceed with awareness that eBombing is a pain in most people's sides. Including my own.
~Eradicating the eBomb, one email at a time.~

Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology. She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs. Connect with her on LinkedIn.

Competency-Based Talent Managment Model

Posted: 24 Aug 2011 04:17 AM PDT

competency based talent management, talent management, war for talent, talent pipeline, employee development, succession planning,

As companies begin to feel the economic recovery effects, it's not surprising that companies are re-focusing their efforts on talent management strategies, retention, and growth within their organizations. While there is a new renewed focus on talent management in any economy, hopefully your organization has continued to grow and develop your workforce throughout the company's own growth cycle.
If not, it's never too late to consider adding talent managment and development strategies and techniques into your already established company review or employee training and development program.
Talent managment is a term that was coined in the 1990's to incorporate the developments of the Human Resources Management field placing a greater focus on the effects HR has on a company's organizational effectiveness. Talent management is considered part of the evolution of talent managment, candidate pipeline, and succession planning technologies.
Human Resources adds greater value to an organization through strategic business value through the use of talent intelligence in the form of talent programs, talent management, and talent analytics. These combined a robust Competency Based Management and Development Model aid in creating a company culture that’s employee focused, performance based, and passionated about re-recruiting your current workforce.
These competencies, according to ASTD (American Society for Training and Development), are areas of personal capability that enable people to perform successfully in their jobs by achieving outcomes or completing tasks effectively. A competency can be knowledge, skills, attitudes, values, or personal characteristics. Competencies can be defined for job, business, or management activities.
Competencies benefit your HR team and their involvement in building your talent management strategies a variety of ways.

Establish a common language and foundation. Competencies allow for a clear understanding of goals as well as what is expected of employees and leaders within an organization. This understanding allows for structure that can be communicated to senior leaders and front line employees.

Are multi-functional. Competencies can fit large organization as well as small teams. Like talent management, competencies can take a business in most any direction. Competencies within your organization, division, or small team are not one size fits all.

Establishes structure and encourages communication. This common language and competency based model generates a baseline that allows for conversations among managers, teams, and leaders to be facilitated. Competencies provide your teams a map to help guide them to phases of development and talent management goals.

Aligns the position with organizational goals. Competency based job descriptions and performance evaluates eliminate create synergy between manager expectations and organizational goals. Employees see common goals and alignment between their position and their role in the organization.

Photo Credit Phillip Greenspun.

Job Seekers: Consider the Source! | Career Rocketeer

Link to Career Rocketeer - Career Search and Personal Branding Blog

Job Seekers: Consider the Source!

Posted: 24 Aug 2011 03:30 AM PDT

When you’re looking for a new job, it seems that nearly everyone has some advice for you.
Particularly when it comes to resumes, I often say that if you show your resume to 10 different people, you’ll get 10 different, often conflicting opinions.
People will give their opinions on what the best resources are, how to interview, how to “network”, and on any other topic or strategy for your job search. And often people become passionate or argumentative if you don’t quickly see the “wisdom” in their advice. Furthermore, there seems to be an infinite amount of advice online in blogs like this, newspaper and magazine articles, YouTube videos, and other sources.
It can certainly become confusing. What, and who, is right?
Take in all the advice you can… but when deciding what to apply in your search, or not… always consider the source!
You’re the only one responsible for your search! Although I consider myself reasonably astute at what works in today’s job market, and what doesn’t, I certainly understand that people are getting a lot of conflicting advice. Based on my career as an Executive Recruiter, I write extensively, teach an 8-week class on job search strategies, present job search related topics to large groups, and coach individuals 1-on-1. However, I often tell people that I’m not offended in any way if they choose not to heed my advice. Each individual is solely responsible for the contacts they make, the resume they present, the way they interview, and how they negotiate an offer. If they rely on someone else’s advice and it’s ineffective or backfires somehow, the employer is not going to be swayed by hearing that you were only following someone else’s advice! You have to take what you hear, apply what you believe sounds right to you, and feel comfortable with disregarding the rest.
CNN and the Wall Street Journal are not necessarily right! With the job market so tight in the last couple of years, it’s not uncommon for major publications and television news outlets to do stories with advice for job hunters. It surprises me how often those stories give poor advice. They often are based on the predetermined perception of a reporter that doesn’t really have a good grasp of today’s job market rather than seeking effective advice from someone that is immersed in it on a daily basis. While ideas and advice from those sources can be great information points, don’t necessarily take them as the best advice out there.
Hiring Managers and HR Managers aren’t necessarily right! While it may seem to make sense that a hiring manager or HR Manager may be a great source of advice, it’s not always the case. A hiring manager that may hire 1 or 2 new people per year, and may have a final few resumes presented to them by an internal or external recruiter, is not likely to see enough resumes or interview enough candidates in the current market to get a good overview of what is effective and what is not. The same is true for an HR Manager that may not have direct recruiting responsibility. Each of them can certainly be worthwhile additional reference points for you, however, don’t necessarily weigh their opinions over others. If they are actively hiring people on a regular basis, however, they likely do have a better read of what’s effective in the market, and can be a great resource for you.
Outplacement services and your state workforce centers aren’t necessarily right! While there are many companies and individuals in either of those situations that are excellent, it’s also very common to find people giving outdated advice for your job search. Often, those organizations hire people that may have had HR or recruiting related experience at some point in their background. However, the job market, and effective job search strategies have changed dramatically in the last few years. Technology, commonly accepted practices, preferred means of receiving candidate information, and other factors are much changed from even 4 or 5 years ago. While people are well meaning, their advice is often dated and far less effective than it could be. Consider each person, and piece of advice, on a case by case basis.
Pay attention to people “in the trenches” each day! Generally, the people with the most current and valid advice, are those that are in roles that look for, and deal with job seekers on a daily basis. They have the greatest ability to see an overview of resumes, approaches, online profiles, interview styles, and follow up. They know what gains a response, and what doesn’t. They understand what creates a positive impression, and what doesn’t. They can best communicate what works and what doesn’t. Agency recruiters and “headhunters” that work with multiple companies gain a unique perspective of how companies respond, and what challenges job seekers face. Internal company recruiters can give excellent insight into what their company prefers, and what turns them off. Hiring managers that hire new people on a regular basis, particularly ones that see all the resumes that come in and select their own interviews can relate what triggered their interest and what didn’t. Some career coaches that constantly seek out new best practices can be great resources as well.
Obviously, as a recruiter, this may sound self-serving. However, I would say that it’s logical that people with the most exposure to the frontlines of the job market each day would have best understanding of the dynamics.
Seek, and listen to all the advice you can get. There are often great gems in the least likely places. And as mentioned earlier, you are the only one that’s responsible for your strategies. However, be sure to weigh different advice differently based on the source. There are a lot of poor recommendations out there. Be discerning to pick, and apply, the best!

Author:
Harry Urschel has over 20 years experience as a technology recruiter in Minnesota. He currently operates as e-Executives, writes a blog for Job Seekers called The Wise Job Search, and can be found on Twitter as @eExecutives.

Where are all the Jobs?

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Friday, August 26, 2011

blogging4jobs

blogging4jobs

UndercoverLawyer: What is the Definition of a Hostile Work Environment?

UndercoverLawyer

Thursday, August 25, 2011

The Work Buzz's Latest News: 20 unusual résumé tactics to avoid

The Work Buzz's Latest News: 20 unusual résumé tactics to avoid

blogging4jobs

blogging4jobs

Job Seekers: Consider the Source! | Career Rocketeer

Job Seekers: Consider the Source! | Career Rocketeer

Career Igniter