Posts
By Careerealism
Sometimes, there is nothing wrong with defining who you are based on NOT being someone else.
Let me explain.
When I was in high school, I didn’t really stand out. Despite how hard I tried. Grew my hair long, dyed it green. Whatever it was I tried, it didn’t really work. I was still the quiet, unremarkable kid in the back of the class.
Then, one day the loud speaker announced, “Will Joshua Waldron please come to the principle’s office immediately.”
I turned bright red. The whole class started to chuckle, “this quiet kid got into trouble?”
“But wait”, I futilely tried to explain, “She said ‘Waldron’, I’m Waldman!”
“Never mind that, go to the principals office.”
And so I got my first badge of honor. Which I didn’t really deserve. So I thought.
But I kept explaining it wasn’t me. There was indeed a Joshua Waldron who got himself into quite a bit of trouble on a weekly basis, and it was NOT me.
Looking back, it was that one silly mix-up and then my defining myself as “not-Waldron” that turned things around for me.
I Am Not this, I Am That
I believe this same principle can be applied in almost any situation based on a principle found in a book called, “Made to Stick."
It describes the idea of a Meme, an idea-object that is easily grasped by others. The example of, “a pomelo is like a large grapefruit” can be better understood than a lengthy description of the exotic fruit.
By relating to something that others already know about, you can define yourself.
In high school, Waldron was notorious. By defining myself as not-Waldron, I became memorable to many people who I ordinarily wouldn’t have known.
Who Are You NOT - More advice and complete article
Tuesday, June 21, 2011
Monday, June 20, 2011
Top 40 Career Experts on Twitter
Love Twitter? So do we. And what we love even more is connecting with others out there who help us bring the best career advice to young professional women like you.
So we’ve scoured the Twitterverse to bring you a list of experts who do just that. They range from big names you’re sure to recognize to lesser-followed, up-and-coming tweeters. But what they all have in common is a knack for tweeting interesting, relevant advice on getting the job, succeeding at work, and having a fulfilling career. Check out our 40 favorites!
Best All-Around
@AlevitAlexandra Levit, named a best online career expert by Money, “helps people find meaningful work and succeed once they get there.” Tweets include tips like what to do with summer interns and how to communicate across generations.
@careerwomaninc
This “international consulting company dedicated to the advancement of women” tweets issues, trends, and topics to help women achieve both professional and personal goals.
@ExcelleNews
Monster’s “social networking community for career-minded women” tweets super- relevant tips like how to spot a toxic boss at the interview and how to minimize distractions at work.
@littlepinkbook
Tweets by the site that pledges to be “your path to a beautiful career and a beautiful life” cover not just work, but money, life, and style topics, too.
@nicegirlsbook
The co-author of Nice Girls Just Don’t Get It gives sharp advice to help women stop being too nice and start being more successful.
@PYPro (of course)
Our Twitter stream will keep you in the loop on our “smart content for smart women.” Plus, join in our chats at #GenYJobs for answers on your biggest job-related questions (our next topic: résumé tips & tricks).
@RulesforWork
Look for the Rosie the Riveter icon for “humorous, tell-it-like-it-is advice” from Kelly Love Johnson, author of Skirt Rules for the Workplace: An Irreverent Guide to Advancing Your Career.
@The_Grindstone
Fresh, funny, work-related content for professional women, from the serious issues (“Attention Women: the Media World Needs You”) to the lighthearted and cheeky (“Casual Fridays: Stripper Heels Are Meant For Strippers”).
@WomensAlly
Founder Diahann Boock takes seriously Madeline Albright’s warning, “there is a special place in hell for women that don’t help other women.” So she’s created a “dedicated place for women’s career advice” with great tips for workplace success.
@workawesome
Targeted at “people who want to be awesome at work,” this site’s tweets keep you informed on its own killer content (“How to Create Happy Employees” and “Workaholics Anonymous” are recent faves).
More Twitter Users and Complete Article
Thursday, June 16, 2011
How I Did It: Dan Schawbel on Becoming a Personal Branding Expert
The founder of Millennial Branding talks about establishing his position as the personal branding guru for Gen-Y.
Dan Schawbel, the Managing Partner of Millennial Branding LLC, is a world renowned personal branding expert. He is the international bestselling author of Me 2.0, and the publisher of the Personal Branding Blog. He talks about how he created his own personal brand.
When I graduated college in 2006, I had to struggle to get a job at a Fortune 200 technology company, despite having eight internships, seven on-campus leadership positions, and a management roll at a small website design company under my belt. While in college, I learned how to sell myself through interviews along with using a website, business cards and a professional portfolio. But I was an introvert, intimidated by the idea of attending networking events and asking for jobs. As a result of my fear, my job search process was eight months long. After meeting 15 people and getting rejected for two positions, I finally landed a job in product marketing.
After a year of full-time employment, I read Tom Peter’s famous article in Fast Company called “The Brand Called You.” I realized immediately that Tom’s words reflected my own understanding and appreciation of the topic. I began searching online to see if there were any websites and experts who were already competing in the personal branding space and realized that no one my age was talking about it.
My friends were complaining about how tough the job market was and that there were no resources to guide them through the process successfully. It became my mission to help young individuals embrace their own brand identity so they could have a more fulfilling career. And since I was only 23 at the time, I could relate to what they were going through.
I took my passion for personal branding online, and started PersonalBrandingBlog.com, where I shared career and branding advice for students and young professionals. My age was my biggest challenge at first, and I was criticized for not having enough life experiences to draw from. So I started new projects that would reinforce my expertise. Within six months, I was publishing more than 10 posts per week, filming videos for Personal Branding TV, and writing articles for blogs and magazines. I also launched Personal Branding Magazine, which included an interview between Donald Trump and Guy Kawasaki, among other articles. For my efforts, my work was profiled in Fast Company, which positioned me as an expert in the field. The execs at my day job found the article and I was recruited internally to co-create the first “Social Media Specialist” position at the company.
Wednesday, June 15, 2011
Five Common Reasons Resumes Get Discarded
Posted by Meghan M. Biro
Who can forget Elle Woods, cheerfully handing her resume to her law professor’s assistant. “It’s pink,” he says. “And scented. I think it gives it a little something extra,” she bubbles in reply.
But wait – maybe not so much.
In the annals of resume mistakes, ‘cute’ is near the top of the list. Let’s look beyond cute at five more common reasons resumes are discarded – often before they’ve even been read.
Spelling, grammar, punctuation
Tales of resumes with spelling errors are legion among hiring managers – from the pathetically funny ‘Pubic Relations Expert’ to the sadly amusing ‘Manger’ where Manager was intended. Spell check is adequate but not sufficient – use a real dictionary if you’re unsure how something is spelled, have a friend read the resume to you back to front to proofread for errors, have a parent read it, or, best option, retain a professional resume writer or coach for final review, edit and proof. Your resume is your proxy with prospective employers. Make sure to present your best face.
Objective statements
Once a resume standby, have fallen out of use. Stating your objectives on a resume is a triple-fail – it focuses the resume on what you want, rather than how your skills match the job description; it steals precious space for information that should be in the cover letter; and, except in cases where your job record may not match the requirements of the post you’re applying for, it doesn’t tell the recruiter anything they don’t already know. It may be ok to use an objective statement when you’re trying to position your experience in one field as applicable to a new opportunity in a different field, but even that’s a stretch. Avoid the objective statement to avoid the wastebasket.
Overly formatted
Cursive fonts, multiple fonts, elaborate paragraphing, excessive use of bullets, gratuitous boxes and margin rules, graphics and images – especially photographs – stop many recruiters before they’ve read word one. Communicate clearly why you’re the right candidate by including useful information about your skills and experience, and using formatting sparingly. Formatting your resume in such a way that it’s hard to read – or cute – is a mistake.
Too much information - More Information and Complete Glassdoor article
Meghan M. Biro, founder of TalentCulture, is a serial entrepreneur and globally recognized career expert in talent acquisition, creative personal and corporate branding.
Who can forget Elle Woods, cheerfully handing her resume to her law professor’s assistant. “It’s pink,” he says. “And scented. I think it gives it a little something extra,” she bubbles in reply.
But wait – maybe not so much.
In the annals of resume mistakes, ‘cute’ is near the top of the list. Let’s look beyond cute at five more common reasons resumes are discarded – often before they’ve even been read.
Spelling, grammar, punctuation
Tales of resumes with spelling errors are legion among hiring managers – from the pathetically funny ‘Pubic Relations Expert’ to the sadly amusing ‘Manger’ where Manager was intended. Spell check is adequate but not sufficient – use a real dictionary if you’re unsure how something is spelled, have a friend read the resume to you back to front to proofread for errors, have a parent read it, or, best option, retain a professional resume writer or coach for final review, edit and proof. Your resume is your proxy with prospective employers. Make sure to present your best face.
Objective statements
Once a resume standby, have fallen out of use. Stating your objectives on a resume is a triple-fail – it focuses the resume on what you want, rather than how your skills match the job description; it steals precious space for information that should be in the cover letter; and, except in cases where your job record may not match the requirements of the post you’re applying for, it doesn’t tell the recruiter anything they don’t already know. It may be ok to use an objective statement when you’re trying to position your experience in one field as applicable to a new opportunity in a different field, but even that’s a stretch. Avoid the objective statement to avoid the wastebasket.
Overly formatted
Cursive fonts, multiple fonts, elaborate paragraphing, excessive use of bullets, gratuitous boxes and margin rules, graphics and images – especially photographs – stop many recruiters before they’ve read word one. Communicate clearly why you’re the right candidate by including useful information about your skills and experience, and using formatting sparingly. Formatting your resume in such a way that it’s hard to read – or cute – is a mistake.
Too much information - More Information and Complete Glassdoor article
Meghan M. Biro, founder of TalentCulture, is a serial entrepreneur and globally recognized career expert in talent acquisition, creative personal and corporate branding.
Tuesday, June 14, 2011
Warning: This video will make you hate your job more than you already do
By Stephen Chapman
It’s another Monday morning and you’re tired, your weekend was too short, and you probably uttered something close to the following last night: “I can’t believe I have to go back to that hell hole tomorrow.” Don’t you wish you could tell your boss how much the workplace sucks, even if you’re doing something you’re passionate about?
Back in the day, an employee telling their employer that they were unhappy in the workplace would have most likely afforded said employee nothing more than an “oh, I’m sorry; let’s go cry about it, shall we?” These days, it’s fairly well-understood that happier employees are more productive employees, but a vast majority of large corporations have a long way to go in the department of employee happiness.
With that in mind, companies like Google are paving the way to a model work environment with unheard of perks and niceties; thus, making themselves easily one of the most attractive companies to work for. To see what I mean — and to give you a reason to hate your employer about 100-times more than you already do — check out the video below to see just how much Google provides for their employees:
Check out the Video and the rest of the story
It’s another Monday morning and you’re tired, your weekend was too short, and you probably uttered something close to the following last night: “I can’t believe I have to go back to that hell hole tomorrow.” Don’t you wish you could tell your boss how much the workplace sucks, even if you’re doing something you’re passionate about?
Back in the day, an employee telling their employer that they were unhappy in the workplace would have most likely afforded said employee nothing more than an “oh, I’m sorry; let’s go cry about it, shall we?” These days, it’s fairly well-understood that happier employees are more productive employees, but a vast majority of large corporations have a long way to go in the department of employee happiness.
With that in mind, companies like Google are paving the way to a model work environment with unheard of perks and niceties; thus, making themselves easily one of the most attractive companies to work for. To see what I mean — and to give you a reason to hate your employer about 100-times more than you already do — check out the video below to see just how much Google provides for their employees:
Check out the Video and the rest of the story
Monday, June 13, 2011
'They Don't Negotiate': Why Young Women College Graduates Are Still Paid Less Than Men
Casey Ferguson was sitting in her car on Jan. 19 when she finally got the call she'd waited months to receive.
The voice of Jon Newman, the founder of the Hodges Partnership, a strategic communications firm in Richmond, Va., where she had recently interviewed, was on the line.
He was calling to offer her an entry-level position.
Ferguson, a 22-year-old who graduated in December with a bachelor's degree in communications from East Carolina University, began her job search in the summer of 2009, when she worked as a summer intern at Hodges. After the internship was over, she began a protracted courting ritual: Staying in touch with former colleagues through social networks and meeting up with ex-coworkers for lunch or coffee. She even brought homemade cookies by the office on more than one occasion.
But when she heard the word "offer," all of the lessons that had been drilled into her during college career fairs -- namely, that she could and absolutely should negotiate -- went flying out the window.
Even before Newman could finish explaining the full terms, Ferguson interrupted him to say that she accepted.
"After I said 'yes,' my boss immediately started laughing. He told me my first task was to enroll in Negotiating 101," recalls Ferguson.
It wasn't that she didn’t care about the money. The daughter of an elementary school teacher and a South Carolina cable company employee, Ferguson put herself through college by working a series of part-time jobs and taking out student loans, on which she still owes more than $15,000.
"Thinking of all my friends who have graduated and still don't have jobs, why would I get greedy?” she says. "It's just not in my nature to nickel and dime."
Ferguson is hardly alone in her discomfort with playing hardball -- especially among other women, and especially during a recession.
Even during the most robust of economic times, women are less inclined to negotiate. In fact, according to Sara Laschever, co-author of "Women Don't Ask: Negotiation and the Gender Divide," 20 percent of women say they never negotiate at all. And in the current recession, which has made many job seekers feel grateful for any work they can find, even a part-time toehold can feel like a victory.
Based on several interviews with women under the age of 30, nearly all reported feeling almost guilty about asking for more money than was initially being offered.
The problem with this reluctance to ask for more is that women are still paid less than men. And as new research released last month reveals, young women often get the raw end of the deal.
A May study by the John J. Heldrich Center for Workforce Development at Rutgers University polled nearly 600 young men and women that graduated from college between 2006 and 2010. The authors found that young men are not only out-earning young women, they’re doing so by an average of more than $5,000 per year. Male participants reported first year job earnings averaging $33,150, while young women earned about $28,000.
Another report released in May, this one by the National Association of Colleges and Employers, indicated that new female college graduates are earning 17 percent less than their male counterparts.
More Info and Complete Huffington Post Article
The voice of Jon Newman, the founder of the Hodges Partnership, a strategic communications firm in Richmond, Va., where she had recently interviewed, was on the line.
He was calling to offer her an entry-level position.
Ferguson, a 22-year-old who graduated in December with a bachelor's degree in communications from East Carolina University, began her job search in the summer of 2009, when she worked as a summer intern at Hodges. After the internship was over, she began a protracted courting ritual: Staying in touch with former colleagues through social networks and meeting up with ex-coworkers for lunch or coffee. She even brought homemade cookies by the office on more than one occasion.
But when she heard the word "offer," all of the lessons that had been drilled into her during college career fairs -- namely, that she could and absolutely should negotiate -- went flying out the window.
Even before Newman could finish explaining the full terms, Ferguson interrupted him to say that she accepted.
"After I said 'yes,' my boss immediately started laughing. He told me my first task was to enroll in Negotiating 101," recalls Ferguson.
It wasn't that she didn’t care about the money. The daughter of an elementary school teacher and a South Carolina cable company employee, Ferguson put herself through college by working a series of part-time jobs and taking out student loans, on which she still owes more than $15,000.
"Thinking of all my friends who have graduated and still don't have jobs, why would I get greedy?” she says. "It's just not in my nature to nickel and dime."
Ferguson is hardly alone in her discomfort with playing hardball -- especially among other women, and especially during a recession.
Even during the most robust of economic times, women are less inclined to negotiate. In fact, according to Sara Laschever, co-author of "Women Don't Ask: Negotiation and the Gender Divide," 20 percent of women say they never negotiate at all. And in the current recession, which has made many job seekers feel grateful for any work they can find, even a part-time toehold can feel like a victory.
Based on several interviews with women under the age of 30, nearly all reported feeling almost guilty about asking for more money than was initially being offered.
The problem with this reluctance to ask for more is that women are still paid less than men. And as new research released last month reveals, young women often get the raw end of the deal.
A May study by the John J. Heldrich Center for Workforce Development at Rutgers University polled nearly 600 young men and women that graduated from college between 2006 and 2010. The authors found that young men are not only out-earning young women, they’re doing so by an average of more than $5,000 per year. Male participants reported first year job earnings averaging $33,150, while young women earned about $28,000.
Another report released in May, this one by the National Association of Colleges and Employers, indicated that new female college graduates are earning 17 percent less than their male counterparts.
More Info and Complete Huffington Post Article
Friday, June 10, 2011
Career Gold: A Word From Your Sponsor
Forget mentors. If you want to reach top management you'll need sponsors–powerful senior players who will stake their reputation on your behalf. While mentors offer informal advice and coaching, a good sponsor opens the doors of the promotion elevator and pushes a protégé through.
Star performers don't always find and use a sponsor well, however. Men are 46% more likely to have sponsors than women, according to a study released last December by the Center for Work-Life Policy. And some experts blame the scarcity of women and minority men in the highest corporate jobs on their insufficient sponsors.
As a result, at least nine big businesses have recently created sponsorship initiatives. They typically match promising leaders with sponsors or teach them how to earn one. These companies are already pointing to some successes, though it's still too early to tell if they'll be truly effective in moving executives up the ranks.
Not everyone is convinced formal sponsorship programs make sense. "They don't work because you're assigned to somebody," insists Stephen Miles, head of leadership consulting for recruiters Heidrick & Struggles International Inc. "Forcing these things doesn't deliver the right outcome."
Half of 20 women in an American Express & Co. pilot sponsorship program last year subsequently landed promotions or lateral moves, a spokesman says. The financial-services concern launched a formal program dubbed "Pathways to Sponsorship" in January. It involves a separate set of 21 female senior vice presidents worldwide.
At International Business Machines Corp. 45 emerging female technical leaders found executive sponsors through a program begun last summer. Five subsequently accepted posts "that will groom them for promotions,'' a spokeswoman reports.
Pricewaterhouse Coopers LLP, the U.S. arm of the global accounting giant, paired 106 female partners with senior-level "advocates" under a nationwide initiative inaugurated in July 2010. Three of those women soon will take charge of a region for the first time.
PwC intends to create a similar sponsorship push for minority men, says Robert E. Moritz, chief executive. "I have to double down my efforts to get more women and minorities in leadership roles.''
Kathryn S. Kaminsky, an audit partner at PwC, obtained a more important role last January–with help from her advocate Mark J. Casella, a managing partner. PwC matched them in late 2007 through a prior program for New York-area female partners. They got to know each other through a series of formal and informal meetings.
Mr. Casella says he didn't know Ms. Kaminsky personally, but agreed to become her advocate at the request of a trusted senior colleague who praised her abilities. "There needs to be some trusted relationships that are being leveraged" in order for a formal program to succeed, he adds
Mr. Casella says he pushed to get Ms. Kaminsky an important "stretch" assignment last year. She spent about 11 weeks seated alongside the finance chief of an asset-management business, advising her about its imminent spinout from a multinational parent.
The asset-management unit had considered switching auditors. "Through Kathryn's efforts, we were able to win this work,'' Mr. Casella recalls. He endorsed her candidacy to become a market team leader. She now manages 110 staffers in that role.
Read The Rest Of The WSJ Article
Star performers don't always find and use a sponsor well, however. Men are 46% more likely to have sponsors than women, according to a study released last December by the Center for Work-Life Policy. And some experts blame the scarcity of women and minority men in the highest corporate jobs on their insufficient sponsors.
As a result, at least nine big businesses have recently created sponsorship initiatives. They typically match promising leaders with sponsors or teach them how to earn one. These companies are already pointing to some successes, though it's still too early to tell if they'll be truly effective in moving executives up the ranks.
Not everyone is convinced formal sponsorship programs make sense. "They don't work because you're assigned to somebody," insists Stephen Miles, head of leadership consulting for recruiters Heidrick & Struggles International Inc. "Forcing these things doesn't deliver the right outcome."
Half of 20 women in an American Express & Co. pilot sponsorship program last year subsequently landed promotions or lateral moves, a spokesman says. The financial-services concern launched a formal program dubbed "Pathways to Sponsorship" in January. It involves a separate set of 21 female senior vice presidents worldwide.
At International Business Machines Corp. 45 emerging female technical leaders found executive sponsors through a program begun last summer. Five subsequently accepted posts "that will groom them for promotions,'' a spokeswoman reports.
Pricewaterhouse Coopers LLP, the U.S. arm of the global accounting giant, paired 106 female partners with senior-level "advocates" under a nationwide initiative inaugurated in July 2010. Three of those women soon will take charge of a region for the first time.
PwC intends to create a similar sponsorship push for minority men, says Robert E. Moritz, chief executive. "I have to double down my efforts to get more women and minorities in leadership roles.''
Kathryn S. Kaminsky, an audit partner at PwC, obtained a more important role last January–with help from her advocate Mark J. Casella, a managing partner. PwC matched them in late 2007 through a prior program for New York-area female partners. They got to know each other through a series of formal and informal meetings.
Mr. Casella says he didn't know Ms. Kaminsky personally, but agreed to become her advocate at the request of a trusted senior colleague who praised her abilities. "There needs to be some trusted relationships that are being leveraged" in order for a formal program to succeed, he adds
Mr. Casella says he pushed to get Ms. Kaminsky an important "stretch" assignment last year. She spent about 11 weeks seated alongside the finance chief of an asset-management business, advising her about its imminent spinout from a multinational parent.
The asset-management unit had considered switching auditors. "Through Kathryn's efforts, we were able to win this work,'' Mr. Casella recalls. He endorsed her candidacy to become a market team leader. She now manages 110 staffers in that role.
Read The Rest Of The WSJ Article
Thursday, June 9, 2011
How to Create Your Own Board of Career Advisors
By Tim Tyrell-Smith
All companies have some sort of advisory board. The board’s role is to provide an outside perspective, strategic suggestions, and critical feedback.
Often these boards include people from different industries, much larger organizations, or different disciplines to bring new ideas under consideration. They help evaluate decisions on how the company will grow, how fast, and by pulling which levers.
In the end, the decision on which way to go falls with the company.
During a job search, career change, or as you seek to negotiate a promotion or pay raise, where are you getting advice and feedback on your career?
Many options are available to you:
• Start or be a part of an accountability group, meeting weekly to help keep members focused on key objectives. As a part of this group, you will get and give critical feedback.
• Hire a career coach, someone who is trained to provide guidance and directional feedback along the way, helping you negotiate new positions, think through a career change, or struggle with a new boss.
• Start or join a career or job-search reading group. Think of this like a study group from college. You pick up a great book, read it, and discuss the content against what’s happening in your career. Count on more support here but likely less critical feedback.
• Find one key person in your life to provide straight-shooting advice along your journey, career advice from a successful relative, family friend, or anyone who can be a voice of reason when you are unsure how to move ahead.
Did you know you could create your own board of career advisors?
If you are actively looking for work or career direction today, here’s how to get started:
Recruit Your Board
Identify three to five people who know you and would be interested in playing a role to support your career. Consider a family friend who is employed and review your situation with fresh eyes. Try a former supervisor, coach or professor who has worked with you in some capacity. Be clear as to what role you’d like them to play and how often you’ll need them.
Schedule the First Meeting
Find a quiet place like an office, conference room, or private room at a local restaurant. This first meeting should be no more than 90 minutes, including you speaking (30 minutes) then listening (60 minutes).
Present Yourself
For 3o minutes, share your story. If you are looking for work, formally present your marketing materials (resume, cover letter, one page bio, and business card), deliver your elevator pitch, and provide specific job search objectives (target industry, geography, job level, function and target companies). If you’re looking for feedback for a career change, help your board understand your motivations for the change, how you are a fit with the new industry or function, and your plans to ease the transition (education, internships, etc).
More Advice and Complete USNews Article
All companies have some sort of advisory board. The board’s role is to provide an outside perspective, strategic suggestions, and critical feedback.
Often these boards include people from different industries, much larger organizations, or different disciplines to bring new ideas under consideration. They help evaluate decisions on how the company will grow, how fast, and by pulling which levers.
In the end, the decision on which way to go falls with the company.
During a job search, career change, or as you seek to negotiate a promotion or pay raise, where are you getting advice and feedback on your career?
Many options are available to you:
• Start or be a part of an accountability group, meeting weekly to help keep members focused on key objectives. As a part of this group, you will get and give critical feedback.
• Hire a career coach, someone who is trained to provide guidance and directional feedback along the way, helping you negotiate new positions, think through a career change, or struggle with a new boss.
• Start or join a career or job-search reading group. Think of this like a study group from college. You pick up a great book, read it, and discuss the content against what’s happening in your career. Count on more support here but likely less critical feedback.
• Find one key person in your life to provide straight-shooting advice along your journey, career advice from a successful relative, family friend, or anyone who can be a voice of reason when you are unsure how to move ahead.
Did you know you could create your own board of career advisors?
If you are actively looking for work or career direction today, here’s how to get started:
Recruit Your Board
Identify three to five people who know you and would be interested in playing a role to support your career. Consider a family friend who is employed and review your situation with fresh eyes. Try a former supervisor, coach or professor who has worked with you in some capacity. Be clear as to what role you’d like them to play and how often you’ll need them.
Schedule the First Meeting
Find a quiet place like an office, conference room, or private room at a local restaurant. This first meeting should be no more than 90 minutes, including you speaking (30 minutes) then listening (60 minutes).
Present Yourself
For 3o minutes, share your story. If you are looking for work, formally present your marketing materials (resume, cover letter, one page bio, and business card), deliver your elevator pitch, and provide specific job search objectives (target industry, geography, job level, function and target companies). If you’re looking for feedback for a career change, help your board understand your motivations for the change, how you are a fit with the new industry or function, and your plans to ease the transition (education, internships, etc).
More Advice and Complete USNews Article
Wednesday, June 8, 2011
Updating a Résumé for 2011
By ELIZABETH GARONE
Q: I am a senior executive and haven't looked for a job in more than 10 years. How can I make my résumé more current by today's standards?
--Boston, Mass.
A: While the résumé as you know it from 10 years ago is still alive and kicking, there have been a number of modifications to it. No longer do job candidates simply present a Word document of their qualifications. Today, they need to craft a package both online and off to present to a prospective employer. This needs to include both a résumé and an online profile as well as an easy way for a prospective employer or recruiter to move back and forth between the two.
Embrace technology. The biggest change is also the most expected one: a move toward technology. An online networking presence is no longer just an option but a requirement.
In today's executive search market, if you're not on LinkedIn, you don't exist," says Wendy Enelow, author of "Expert Resumes for Managers and Executives" and "Best Resumes for $100,000+ Jobs." Ms. Enelow suggests including live email links on your Microsoft Word résumé and live links to your LinkedIn profile. "Make it easy for recruiters and hiring managers to contact you with one click to your email and one click to your LinkedIn profile," she says.
Don't make assumptions. The job market is in a transition stage when it comes to applications and how they are submitted, says Mary Henige, General Motors' director of social media and digital communications. Therefore, a lot of how you present yourself should depend on the hiring manager's preference, she says. If you're not sure what that is, it's best to cover all of your bases. "I recommend that a candidate include both a link to his or her résumé and an attachment but to never assume it's one way or another unless it's clear," says Ms. Henige.
Expansion is good. The one-page rule for résumés no longer holds true, according to Howard Seidel, a partner at Essex Partners, a Boston-based senior level career management firm. "While one page makes sense when you have little experience, it doesn't make sense when, as a senior executive, you have 10, 20 or more years of experience," he says. "Executive typically do themselves an injustice by keeping the résumé to a page." Mr. Seidel suggests expanding to two or three pages but giving the first page enough punch to entice the reader to delve further.
Overused is out. At first glance, "team player" and "innovative" might sound like good words to use on your résumé, but that would be a mistake, according to Krista Canfield, a spokesperson for LinkedIn. The business networking site recently combed through millions of user profiles and came up with a list of the top 10 overused terms. These included innovative, dynamic, motivated, extensive experience, results-oriented, proven track record, team player, fast-paced, problem solver, and entrepreneurial.
"Your online profile is a valuable piece of professional real estate," says Ms. Canfield. "The problem with using generic words and phrases in your profile and résumé is that hundreds, if not thousands, of other professionals are describing themselves the exact same way." She suggests replacing the overused terms with descriptions of those specific projects that you have worked on, which resulted in concrete results for your clients.
More advice and complete WSJ article
--Boston, Mass.
A: While the résumé as you know it from 10 years ago is still alive and kicking, there have been a number of modifications to it. No longer do job candidates simply present a Word document of their qualifications. Today, they need to craft a package both online and off to present to a prospective employer. This needs to include both a résumé and an online profile as well as an easy way for a prospective employer or recruiter to move back and forth between the two.
Embrace technology. The biggest change is also the most expected one: a move toward technology. An online networking presence is no longer just an option but a requirement.
In today's executive search market, if you're not on LinkedIn, you don't exist," says Wendy Enelow, author of "Expert Resumes for Managers and Executives" and "Best Resumes for $100,000+ Jobs." Ms. Enelow suggests including live email links on your Microsoft Word résumé and live links to your LinkedIn profile. "Make it easy for recruiters and hiring managers to contact you with one click to your email and one click to your LinkedIn profile," she says.
Don't make assumptions. The job market is in a transition stage when it comes to applications and how they are submitted, says Mary Henige, General Motors' director of social media and digital communications. Therefore, a lot of how you present yourself should depend on the hiring manager's preference, she says. If you're not sure what that is, it's best to cover all of your bases. "I recommend that a candidate include both a link to his or her résumé and an attachment but to never assume it's one way or another unless it's clear," says Ms. Henige.
Expansion is good. The one-page rule for résumés no longer holds true, according to Howard Seidel, a partner at Essex Partners, a Boston-based senior level career management firm. "While one page makes sense when you have little experience, it doesn't make sense when, as a senior executive, you have 10, 20 or more years of experience," he says. "Executive typically do themselves an injustice by keeping the résumé to a page." Mr. Seidel suggests expanding to two or three pages but giving the first page enough punch to entice the reader to delve further.
Overused is out. At first glance, "team player" and "innovative" might sound like good words to use on your résumé, but that would be a mistake, according to Krista Canfield, a spokesperson for LinkedIn. The business networking site recently combed through millions of user profiles and came up with a list of the top 10 overused terms. These included innovative, dynamic, motivated, extensive experience, results-oriented, proven track record, team player, fast-paced, problem solver, and entrepreneurial.
"Your online profile is a valuable piece of professional real estate," says Ms. Canfield. "The problem with using generic words and phrases in your profile and résumé is that hundreds, if not thousands, of other professionals are describing themselves the exact same way." She suggests replacing the overused terms with descriptions of those specific projects that you have worked on, which resulted in concrete results for your clients.
More advice and complete WSJ article
Tuesday, June 7, 2011
What do hiring managers want?
As a recruiter, I was just talking to a client, a Director at a mid-size company, about a couple of positions he’s trying to fill and specifics of what he wants to see in a good candidate.
I wish many of the people in my job search classes could have listened in on the conversation because he clearly answered what many job seekers want to know… “What do hiring managers really want?”
Certainly, in both of the open positions he has, he needs specific skills for those roles. However, more important to him than having all the technical/functional skills were characteristics that were critical for him to find.
Those characteristics could be summarized by…
Positive Attitude, Communication Skills, and Professionalism!
He related to me how he believed those traits were the most important, and somehow the most difficult to find. He recently had to let someone on his team go because although the person had strong technical skills for the job, they did a poor job of communicating with others in their job, and their professionalism (i.e. appropriateness, and attitude) was lacking. They did a good job of executing the technical aspects of their job, but did more harm than good when it came to working with others and helping them understand the requirements and process.
He told me about multiple candidates they’ve talked to that also had the technical skills, however, fell short when it came to projecting those other qualities. He expressed concern that he couldn’t afford, in this economy, to hire average employees. He needs people that can not only do the job, but represent his department effectively and positively to the rest of the company.
People come in to interview often express sour grapes rather than optimism. They dress inappropriately or sloppily making a poor first impression. They ramble on or give one word answers to questions, or generally don’t articulate ideas well. They are unprepared and don’t know basic information about the company or position. They can’t ‘think on their feet’ well. They act intimidated when talking to superiors. They are not very self-aware about their own strengths, weaknesses, or abilities. They try too hard to impress instead of showing sincere interest in others. They come across as overly concerned with what’s in it for them.
So often I hear from job seekers something like:
“I don’t understand why I didn’t get that job! I was a perfect fit. My skills and experience matched up exactly with what they said they were looking for. They don’t know what they want!”
Actually they do know exactly what they want, and usually within a couple of minutes of talking to the job seeker it becomes clear to me why they didn’t get hired.
Complete Article and More Advice From "The Wise Job Search"
I wish many of the people in my job search classes could have listened in on the conversation because he clearly answered what many job seekers want to know… “What do hiring managers really want?”
Certainly, in both of the open positions he has, he needs specific skills for those roles. However, more important to him than having all the technical/functional skills were characteristics that were critical for him to find.
Those characteristics could be summarized by…
Positive Attitude, Communication Skills, and Professionalism!
He related to me how he believed those traits were the most important, and somehow the most difficult to find. He recently had to let someone on his team go because although the person had strong technical skills for the job, they did a poor job of communicating with others in their job, and their professionalism (i.e. appropriateness, and attitude) was lacking. They did a good job of executing the technical aspects of their job, but did more harm than good when it came to working with others and helping them understand the requirements and process.
He told me about multiple candidates they’ve talked to that also had the technical skills, however, fell short when it came to projecting those other qualities. He expressed concern that he couldn’t afford, in this economy, to hire average employees. He needs people that can not only do the job, but represent his department effectively and positively to the rest of the company.
People come in to interview often express sour grapes rather than optimism. They dress inappropriately or sloppily making a poor first impression. They ramble on or give one word answers to questions, or generally don’t articulate ideas well. They are unprepared and don’t know basic information about the company or position. They can’t ‘think on their feet’ well. They act intimidated when talking to superiors. They are not very self-aware about their own strengths, weaknesses, or abilities. They try too hard to impress instead of showing sincere interest in others. They come across as overly concerned with what’s in it for them.
So often I hear from job seekers something like:
“I don’t understand why I didn’t get that job! I was a perfect fit. My skills and experience matched up exactly with what they said they were looking for. They don’t know what they want!”
Actually they do know exactly what they want, and usually within a couple of minutes of talking to the job seeker it becomes clear to me why they didn’t get hired.
Complete Article and More Advice From "The Wise Job Search"
Monday, June 6, 2011
5 LinkedIn Tips You Didn't Know
BY Amber Mac
Whether it's Mark Zuckerberg talking about killing pigs or a Hollywood blockbuster under its belt, Facebook has plenty of attention in our lives. Twitter falls into the same camp. From Justin Bieber's noisy 10 million followers to hordes of social media gurus tweeting the benefits of 140 characters or less, it's easy to discover how and what makes Twitter work. However, there is one social network that lacks drama but makes up for it with a devoted business community and plenty of compelling features.
Here are five LinkedIn tips you should try today.
1. Use "Signal" to discover relevant news and information
When you're logged in to LinkedIn, take a tour of a new-ish feature called Signal. This tool lets you easily monitor updates within your network, but more importantly you can filter information so you can also see what people in your extended circle (2nd and 3rd connections) are posting. You can also do the same filtering by industry or location, so you can weed through the noise.
2. Export your connections
Go to "My Connections" to view a list of all your LinkedIn contacts. This address book is a really handy way to get email addresses and updated information, but most importantly you can export this list. At the bottom of the page click "Export Connections," which will put all this contact info in a format suitable for your address book (Micorsoft Outlook, Yahoo! Mail, etc.).
3. Create a resume
It may not be as dramatic as Twitter or as ubiquitous as Facebook, but LinkedIn attracts dedicated users who are serious about business. Here's how to connect with them using the fast-growing service's most powerful new tools.
Here are five LinkedIn tips you should try today.
1. Use "Signal" to discover relevant news and information
When you're logged in to LinkedIn, take a tour of a new-ish feature called Signal. This tool lets you easily monitor updates within your network, but more importantly you can filter information so you can also see what people in your extended circle (2nd and 3rd connections) are posting. You can also do the same filtering by industry or location, so you can weed through the noise.
2. Export your connections
Go to "My Connections" to view a list of all your LinkedIn contacts. This address book is a really handy way to get email addresses and updated information, but most importantly you can export this list. At the bottom of the page click "Export Connections," which will put all this contact info in a format suitable for your address book (Micorsoft Outlook, Yahoo! Mail, etc.).
3. Create a resume
If you've already filled out your LinkedIn profile information, it's easy to use it to create a foundation for a resume. The Resume Builder will suck in your professional past and you can use any of the pre-built templates to make it look good. From an Executive style presentation to a more casual layout, this tool will take some of the pain out of the resume building process. You can export the resume, share it easily, and edit as you wish.
Friday, June 3, 2011
10 Jobs With High Depression Rates
No one said managing other people’s money was an easy job. But these days making investors happy is taking a toll on financial advisors’ own health.
A report from health.com lists financial advisors as one of the 10 professions where workers are mostly likely to experience major depression in a given year.
Others on the list include health care workers, social workers, administrative staff support and maintenance/grounds people.
There’s a lot at stake when managing someone’s retirement nest egg. Job performance doesn’t just impact an advisor’s own livelihood, but rather it means the difference between helping someone retire comfortably or losing someone a portion of their assets on a bad investment.
Deborah Legge, PhD, tells health.com, “There is so much responsibility for other people’s finances and no control of the market. There is guilt involved, and when (clients) are losing money, they probably have people screaming at them with regularity.”
Since the financial crisis there’s been an increase in the number of reported suicides among financial advisors. In March, a Toronto-based financial advisor was found dead in his home after being sued by investors. In February, a Smith Barney broker named to Barron’s list of Top Advisors jumped from a bridge to his death. Deutsche Bank broker Russell Smith left a note to some of his clients before committing suicide in October 2008:
“Since you are reading this, I have just taken my life. It was necessary because the alternatives were totally unpalatable. I consider you a friend first and a client second. That said, I had a fiduciary relationship with you that charged me with putting your interest first. I can say that I always tried to do that. However, some of the investment recommendations that I chose did not work.”
Here’s the complete list of depression-prone professions.
A report from health.com lists financial advisors as one of the 10 professions where workers are mostly likely to experience major depression in a given year.
Others on the list include health care workers, social workers, administrative staff support and maintenance/grounds people.
There’s a lot at stake when managing someone’s retirement nest egg. Job performance doesn’t just impact an advisor’s own livelihood, but rather it means the difference between helping someone retire comfortably or losing someone a portion of their assets on a bad investment.
Deborah Legge, PhD, tells health.com, “There is so much responsibility for other people’s finances and no control of the market. There is guilt involved, and when (clients) are losing money, they probably have people screaming at them with regularity.”
Since the financial crisis there’s been an increase in the number of reported suicides among financial advisors. In March, a Toronto-based financial advisor was found dead in his home after being sued by investors. In February, a Smith Barney broker named to Barron’s list of Top Advisors jumped from a bridge to his death. Deutsche Bank broker Russell Smith left a note to some of his clients before committing suicide in October 2008:
“Since you are reading this, I have just taken my life. It was necessary because the alternatives were totally unpalatable. I consider you a friend first and a client second. That said, I had a fiduciary relationship with you that charged me with putting your interest first. I can say that I always tried to do that. However, some of the investment recommendations that I chose did not work.”
Here’s the complete list of depression-prone professions.
Thursday, June 2, 2011
Start-Ups Tag Facebook for Career Networking
Wednesday, June 1, 2011
11 Money-Smart Steps All Grads Should Take
By Wise Bread
Graduation season is upon us, and now is the time for soon-to-be and recent graduates to start thinking about what their futures hold. Graduating can be a scary and confusing time for young adults who aren’t quite sure how to make the transition from college life to the real world, but here are eleven tips to help make the transition a little easier.
1. Get Educated About Taxes
The government is going to take money out of your paycheck, so you might as well learn about the different types of taxes, brackets, and deductions. By educating yourself about taxes, you can learn where your money is going and how to better shelter your income, ultimately keeping more money in your bank accounts.
2. Be Careful With Credit Cards
If you have credit cards, don’t overuse them, no matter how tempting it is. Only spend money you have and be sure to pay off your balance in full each month. If you aren’t capable of exercising restraint when it comes to credit cards, use a debit card or only pay for things with cash. Also, check your credit score on a regular basis to make sure it’s accurate.
3. Sign Up For LinkedIn
LinkedIn is like Facebook for professionals. It enables you to connect with your personal and professional contacts, showcase your resume, and make new connections that can ultimately help you find a job. Take the time to fully fill out your profile so you can be more marketable to potential employers.
4. Start an Emergency Fund
An emergency fund—money stored in case of an unexpected occurrence such as a job loss or sudden medical problem—is absolutely vital given the state of the economy. If you can, try to stash away some money each month so you have funds to fall back on should you lose your job (or, if you haven’t graduated yet, until you land your first job). Your goal should be to have enough money to support yourself for at least a few months – but any bit can help.
5. Get Educated About Retirement
It is never too early to start thinking about retirement. Educate yourself about 401(k)s and IRAs so you can start getting prepared. If you currently have a job or when you get one, find out if your company does any 401(k) matching. If they do, take advantage of it—it’s essentially free money.
6. Make Your Facebook Account Employer-Friendly
Go onto your Facebook profile and make it employer friendly. This means removing all inappropriate pictures and information or, at the very least, making your profile as private as possible so potential employers cannot see pictures from your crazy weekend in Vegas or your spring break trip to Cancun.
Tips 7 - 11 and Complete US News Article
Graduation season is upon us, and now is the time for soon-to-be and recent graduates to start thinking about what their futures hold. Graduating can be a scary and confusing time for young adults who aren’t quite sure how to make the transition from college life to the real world, but here are eleven tips to help make the transition a little easier.
1. Get Educated About Taxes
The government is going to take money out of your paycheck, so you might as well learn about the different types of taxes, brackets, and deductions. By educating yourself about taxes, you can learn where your money is going and how to better shelter your income, ultimately keeping more money in your bank accounts.
2. Be Careful With Credit Cards
If you have credit cards, don’t overuse them, no matter how tempting it is. Only spend money you have and be sure to pay off your balance in full each month. If you aren’t capable of exercising restraint when it comes to credit cards, use a debit card or only pay for things with cash. Also, check your credit score on a regular basis to make sure it’s accurate.
3. Sign Up For LinkedIn
LinkedIn is like Facebook for professionals. It enables you to connect with your personal and professional contacts, showcase your resume, and make new connections that can ultimately help you find a job. Take the time to fully fill out your profile so you can be more marketable to potential employers.
4. Start an Emergency Fund
An emergency fund—money stored in case of an unexpected occurrence such as a job loss or sudden medical problem—is absolutely vital given the state of the economy. If you can, try to stash away some money each month so you have funds to fall back on should you lose your job (or, if you haven’t graduated yet, until you land your first job). Your goal should be to have enough money to support yourself for at least a few months – but any bit can help.
5. Get Educated About Retirement
It is never too early to start thinking about retirement. Educate yourself about 401(k)s and IRAs so you can start getting prepared. If you currently have a job or when you get one, find out if your company does any 401(k) matching. If they do, take advantage of it—it’s essentially free money.
6. Make Your Facebook Account Employer-Friendly
Go onto your Facebook profile and make it employer friendly. This means removing all inappropriate pictures and information or, at the very least, making your profile as private as possible so potential employers cannot see pictures from your crazy weekend in Vegas or your spring break trip to Cancun.
Tips 7 - 11 and Complete US News Article
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