Job Search Clubs Presentations

Job Search Clubs Presentations This week Ive talked to 5 job seeker clubs and one business owner meetup.  Tomorrow in Danville I do my last presentation and then I fly home for a 40 hour rest before I go to present a bunch in Maryland and  Pennsylvania. One thing that came up in a presentation was the idea of creating different revenue streams that can either replace your job income or complement it, to add stability to your income. Two books I recommended in the presentation: The Four Hour Workweek. I havent read the book but I read his blog and loved, loved LOVED this post: Engineering a “Muse”: Case Studies of Successful Cash-Flow Businesses. Sometimes we think starting a business means something too big and complex, but it doesnt! Read that post Crush It! This is GaryVees first-of-ten books and, to be honest, I thought it was pretty weak.  But in the end he shares business ideas that he thinks can be awesome and amazing, and I got energized just reading this thoughts on those ideas.  You can go to a bookstore and browse through the book just to find those ideas (I think they are in the appendix?).  Awesome ideas. Who knows what YOUR idea is but I want you to think about it. Can you make $1 doing it?  Can you make $100?  If you can make $100 you might be able to make $500?  If you can do that, maybe you can get to $2k?  If you can get to that, how can you get it to $10k? Sure, it takes work but it can be exciting and energizing and its a great idea for your own career management! Job Search Clubs Presentations This week Ive talked to 5 job seeker clubs and one business owner meetup.  Tomorrow in Danville I do my last presentation and then I fly home for a 40 hour rest before I go to present a bunch in Maryland and  Pennsylvania. One thing that came up in a presentation was the idea of creating different revenue streams that can either replace your job income or complement it, to add stability to your income. Two books I recommended in the presentation: The Four Hour Workweek. I havent read the book but I read his blog and loved, loved LOVED this post: Engineering a “Muse”: Case Studies of Successful Cash-Flow Businesses. Sometimes we think starting a business means something too big and complex, but it doesnt! Read that post Crush It! This is GaryVees first-of-ten books and, to be honest, I thought it was pretty weak.  But in the end he shares business ideas that he thinks can be awesome and amazing, and I got energized just reading this thoughts on those ideas.  You can go to a bookstore and browse through the book just to find those ideas (I think they are in the appendix?).  Awesome ideas. Who knows what YOUR idea is but I want you to think about it. Can you make $1 doing it?  Can you make $100?  If you can make $100 you might be able to make $500?  If you can do that, maybe you can get to $2k?  If you can get to that, how can you get it to $10k? Sure, it takes work but it can be exciting and energizing and its a great idea for your own career management!

Are You Recruiting Loyal Employees

Are You Recruiting Loyal Employees Earlier this month, New York City-based realtor firm Rapid Realty made headlines by offering their employees a 15 percent raise if they got a tattoo of the company logo. The company’s owner got the idea when a loyal employee decided to get the company logo tattoo without any incentive, and the owner felt indebted to him. Even more surprising is that since proposing the offer, 40 employees have followed through with it. So, would you? It’s certainly great publicity, and makes for fantastic conversation around the water cooler. Displaying company loyalty through skin art is nothing new â€" just ask any Harley-Davidson owner. But employer loyalty is a little different, and in this case, it seems like a hefty price to pay for both sides. Raising the salaries of 40 employees by 15 percent has got to be costly, even in spite of the 15 minutes of fame the company received from the publicity stunt. And for the employees, isn’t this a sure-fire way to jinx their tenure at the company? We all know what happens when you get a tattoo of your significant other’s name â€" the relationship is guaranteed to fail. As an employer, would you want to hire an employee sporting a tattoo of his or her former employer, shamelessly displaying the shards of a failed corporate relationship? Perhaps “strong decision-making skills” wouldn’t be prominently displayed on that employee’s resume. I can’t lie â€" I do feel a certain amount of admiration for Rapid Realty’s inked employees. While many people will say they’re happy with their jobs, Rapid’s employees must be singing its praises from the rooftops. But there MUST be an easier way to inspire employee loyalty than convincing employees to brand themselves…literally. From LinkedIn’s ping pong tournaments, to Foursquare’s free beer and unlimited vacation days, to the corporate amusement park known as Google’s offices, there are a number of ways companies attempt to inspire loyalty among employees. Similarly, as recruiters, our clients benefit from us providing them with candidates who become loyal employees from day one. So the question is, how can we target this loyalty during the recruiting process? Don’t Recruit Solely on Paper Credentials: So your candidate’s resume has all the bells and whistles â€" a degree from a reputable college, solid work experience, etc. But does this mean he or she will excel at the job, or more importantly, truly WANT to excel at the job? There are so many important factors that go into finding the right candidate that can’t be conveyed on a paper resume. Many can be discerned in a face-to-face interview. Has the candidate taken the time to research the company? Are they able to sell themselves and articulate what they can offer the employer? Have they taken that extra step to show their eagerness to excel in the industry? A specific school name, degree or tenure may be important, but an enthusiastic candidate with a passion for learning may surpass all expectations. Focus on Cultural Fit: Was the corporate culture of your candidate’s previous employer similar to that of your client’s company? If not, what is causing them to seek a change? If so, did they thrive in that atmosphere? In a recent study published on Monster, it was found that college students were willing to accept an average of seven percent less starting pay to work for companies with cultures in which they felt comfortable. And regarding employee retention, an insurance company involved in the study found that departments whose environments aligned with the company’s stated cultural goals had 30 percent less turnover. Another reason to recruit based on company culture is that despite the ever-changing nature of employer needs and job requirements, corporate culture remains constant. Therefore, an employee who is hired based partially on cultural fit is more likely to remain a valuable part of the employer’s workforce, even if his or her position is eliminated. Ask for Referrals: According to research published in Jobvite Index 2012: Employee Referrals, employees who were recruited through an employee referral program were more loyal than those from career sites or job boards. In fact, referred employees showed a 46 percent retention rate after one year, compared to a 33 percent retention for employees from career sites, and 22 percent retention from jobs boards. When your referral pipeline is tapped out and posting on career sites and job boards is necessary, paint as clear a picture of the job as possible. Make sure the ad is concise and provides pertinent information such as job responsibilities, required qualifications and salary info (if approved by the client). Utilize bullet points so it can be easily scanned by candidates only willing to give it a few seconds before deciding if they’re interested. And finally, provide a short company description with a link to the company website so the candidate may conduct some due diligence of their own and deter mine if they may be a good fit for the company. Every employee’s goal is to be happy with his or her job. The goal of every recruiter should be to not simply fill jobs, but to provide clients with employees who are happy working for them. A happy employee is a loyal employee. And whether or not that employee bears the company logo on his or her skin, few would argue that more loyalty yields better productivity.

Google Guy Dressing for success dont do it all the time

Google Guy Dressing for success â€" dont do it all the time By Jason Warner One of my direct reports told me Im wearing VP shoes. Apparently, my Eccos are the most popular shoe brand among vice presidents at Google. Its not surprising that I dress like a VP. Because dressing like what you want to become is an important part of an overall career strategy. What surprises me is how many professionals dont recognize this or simply choose to ignore it. But its not as simple as dressing for success. This is one of those times where too much or too little can make all the difference. The key to dressing like that which you want to become is to only do it 75%. If you go overboard, youll distance yourself from your peers, which is why the discussion about VP shoes threw me. I never want to distance myself from the people on my team. You have to be careful about this. Here are some guidelines you should follow. 1. Dont look like youre trying too hard. It is part of our corporate culture that you dont have to dress up to be serious, but the groups I support are sales and operations, and they all dress in a business casual. They wear nice slacks or khakis, nice shoes but they wear quality clothing. So I choose to dress like them and buy nice stuff. I try and invest in nice shoes and belts, and also nice quality shirts. You can get away with buying inexpensive pants Dockers, for example. 2. Dont put yourself on the wrong side of the middle. I see lots of people screw this one up. They see that some of those above them dress casually, so then they choose to dress casually. If you choose to dress like those above you, aim for the right side of the bell curve and dress like the successful people. If everyone dresses casually, then you are on your own, but Ive found that theres usually at least a light correlation between the best dressers and the best performers. 3. Dont dress more than 30% above your level. Okay, so some of you can swing the Rolex watch in your first job out of college, and to you I say, Great choice in parents. For the rest of us, the fastest way to distance yourself from peers and those above you is to overdress the part. It creates awkwardness all the way around. The CEO doesnt want to see you wearing the same watch she does, nor does your counterpart in the next cube who has been with the company twice as long as you. Its okay to step it up a little, but show some restraint. It is best to be slightly more done out than your cube-mates. After all of this, I do have to admit that my new career experience at Google (week six as I write this) has got me a little wrapped around the axle however, as the vast majority of Google employees simply wear jeans and t-shirts to work. And those really bad boots I think they call them Uggs. So now Im thinking I may have to adjust my strategy some in this new world of work that is filled with Generation Y. On this, and my VP shoes, I will keep you posted. Recommended by:

Five things you can stop worrying about when you worry about getting a job

Five things you can stop worrying about when you worry about getting a job More and more employers dont care about your education. It makes sense: the first place social change happens is usually at the workplace because social change is almost always financially prudent. Think about it: hiring women during WWII meant factories could keep operating, so women got equality at work faster than other places. Giving gay partners health benefits gave employers access to a much stronger candidate pool, so gay rights launched from corporations (companies like Disney lead the way). So thats whats happening with the backlash against school. Employers will continue to get much better at picking successful candidates by largely ignoring schooling (Google is leading the way), and then theyll start to ignore other largely meaningless issues that are problems only for less progressive people. Which means you need to start adjusting whether you worry about this stuff, too. 1. Sketchy work history The fact that the hiring process is broken is actually a benefit to everyone who managed their career poorly in the past. Theres a terrible cycle going on in the recruiting arena: Candidates send out hundreds of resumes because its so easy. Companies end up receiving five hundred resumes for each job, which is unruly to manage, so they use applicant tracking systems that use computers, instead of people, to sort resumes. Candidates realize that they are unlikely to get a human reading their resume, so they perceive their odds of landing a job as poor and send out extreme numbers of resumes. And they automate the sending process. The New York Times paints this picture of the candidates and companies automating the sending and reading of resumes as a pantomime of a real screening process, except the stakes are real for everyone involved. This means that companies are looking for ways to sidestep hiring by way of work history. Silicon Valley companies are enthralled with the idea of hiring from employee referrals because they are cheaper and better  .  Startups like HireArt  help employers sidestep resumes by focusing on what a candidate is able to do rather than what the candidate has been hired to do in the past. Google is hiring candidates out of high school, which means HR functions more like talent scouts banking on estimates of potential performance than recruiters banking on resumes. 2. Bad grades Kids need to differentiate themselves early on. After college is too late.  By the time kids are 22 many have had four or five internships and they are no longer entry-level candidates. Many kids are starting their own companies as teens, and even in New York City, teens are able to launch careers they love, before the pressure is on to pay a mortgage. So parents need to get their kids doing things early if they want them to be super-employable, because the recruiting world knows that anyone can get into college. That the college bar is too low to be distinguishing anymore is actually good news for kids because not only does this mean that they wont be saddled with insane school debt, but it also means happiness kids who feel like they are doing something useful are usually happier kids. If you doubt the argument, look at Google, which was once the quintessential education snobbery place of employment.   They cut you off during the screening process if you didnt go to the right school or have high enough SAT scores or GPA. Theyve done away with all those qualifiers, and instead, they use an algorithm that decreases the importance of college and SAT scores and increases the importance of what you do with your time and who you associate with online. Googles algorithms reward you for self-directed learning and the ability to create a network of people to learn with. 3. No portfolio What if you want to be a designer but you dont have a portfolio? (Or, you do have a portfolio, but its so bad that you wouldnt want to show anyone.) Its okay because you can skip all those follow-the-rules jobs where youre at the beck and call of Marketing or Sales departments. Now designers can tell marketing and sales people what to do. Venture capital firms are funding designer CEOs, because in our Internet culture, user experience is the idea, business model, and product all wrapped up together. Or you can go straight to Kickstarter, which has become a popular route for designers who dont want to slog through the portfolio song and dance to get a job. And if this sounds more fun than any route you were thinking of taking through corporate America, dont fret, because the Internet is a visual, design-heavy medium, so were all designers now, and these paths are yours for the taking. 4. Poor communication skills Todays workplace is more flexible in allowing you to communicate however is best for you. So you can suck at writing and focus on speaking. (Interesting tidbit: Gen Y is the generation of the best writers, Generation Z will be the best speakers.)  Im struck by the increasing demand for visual communicators as well. Its likely that if you are both a poor writer and a poor speaker, you learn visually, which is fine because we are in the age of the infographic. Newspapers are investing tons of money in having visual information designers on staff and visual information is making data fun. For example, feast your eyes on this series of gorgeous but NSFW renditions of the data behind the porn industry. Instead, you will have to feast your eyes on that LinkedIn profile that I stole for the top of my page: Josh Williams. I love what he wrote about education. He inspires me to assume that whatever Im worrying about when Im worrying about getting a job is not actually something thats worth worrying over. 5. Reading blogs all day Dont worry about reading this post instead of doing work. After all, Joshs profile came to my inbox from someone who reads the Internet all day long. And remember I said I am doing a secret startup? Well, one of the people who works at this secret startup is Laura, an art history professor. You know Im at the right startup when you hear theres an art history professor, right? So I thought, this is a once-in-a-lifetime chance so I asked her for a reading list. I am reading Women in Italian Renaissance Art: Gender Representation Identity, by Paola Tinagli. Renaissance painters started out placing hot contemporary women in paintings, sometimes naked. And there was discussion about how much viewing was too much viewing of these paintings. People hung them in their homes with a sheet over them. Which tells me that throughout history people who make intellectual and creative progress are always told they are spending too much time on it. So go ahead and spend too much time online. Read blogs all day to stay employable.  Your real work is figuring out where the new ideas are and being a part of them. Thats how youll get your next job. And the next.

Basic Professional Writing Resume Tips

Basic Professional Writing Resume TipsBasic professional writing resume is important when it comes to securing a new job. A resume is a document containing information about the previous employer or previous position an individual held.Basic professional writing resume will help you get a hold of an employer's attention, as well as inspire them to hire you. The resume must demonstrate to the employer that you have the qualities required to do the job and to do it well. If this is not stated outright in the resume, the hiring employer may have doubts as to whether you are the person they are looking for.There are several factors that should be considered when writing a resume. Carefully review the types of employment, your past employer has listed as their work experience. This will help you narrow down your job search and decide what skills you really need to apply for the job.There are many topics to cover when writing a resume. To make the most of a resume, try and be specific with your employment information. Try to remember the basics when gathering information such as: position held, current position held, title held, job responsibilities, and any other important details.One of the best ways to begin when writing a professional writing resume is to find a template. There are thousands of templates available on the internet. Make sure to go to job websites or review magazines to find one that reflects your job title and salary range. Use the template and start writing your own personal statement.The next step in creating a basic professional writing resume is to gather as much information as possible. What do they need to know about you? Who are you working with? Be as detailed as possible.Since you want to be very clear with the information contained in a professional writing resume, you may want to avoid certain information such as the work history. Carefully review all of your previous employment details to ensure they are accurate.Use these tips to writ e a professional writing resume. You will be on your way to securing a new job quickly.

Career Solvers Participates in Job Action Day 2008

Career Solvers Participates in Job Action Day 2008 Career Solvers is proud to announce that they have been selected to participate in  Quintessential Careers Job Action Day 2008  on November 3. Job action day is a day for job seekers and workers to confront the current economic crisis head-on and take action steps to improve their careers. Check back on Monday to read my post as well as the sage advice of over a dozen experts in the career management space including:  Alexandra Levit:  Alexandra Levits Water Cooler WisdomCareer Manangement Alliance BlogCurt Rosengren:  The M.A.P. Maker [Meaning Abundance Passion]Darrell Gurney:  In The Line of HireDave Rigotti:  Career FireDeborah Brown-Volkman:  Surpass Your DreamsDiane Danielson:  THE WOMENSDISH with Diane FriendsJacob Share:  JobMobJason Alba:  Jibber Jobber BlogLindsey Pollak:  Lindsey Pollak Blog: Career Advice CommentaryLouise Fletcher:  blueskyresumesblogMaggie Mistal:  what ifMiriam Salpeter:  Keppie CareersRich Milgram:  EmploymentMetrix.comSteven Davies:  JobPerfect Job Search TechniquesSteven Rothberg:  CollegeRecruiter.com BlogWendy Terwelp:  Rock Your CareerWilly Franzen:  One Day, One Job

Whats New In Job Search News #jobsearchtrends

Whats New In Job Search News #jobsearchtrends Abby Kohut is on her tour to help one million job seekers! This is the perfect opportunity for us to catch up and talk about whats hot and whats not in job search! Google Hangout Were going to hang out live and you can participate here! If youve never watched or participated in a Hangout, its pretty simple. You can either watch from this page in the box above or to participate (ask questions) youll need a Google+ account. Just click on the link above! Or you can participate by chatting with us here  Google+ here. #jobsearchtrends is the hashtag well be using. A Little Experiment: Im also going experiment with Periscope. Periscope allows anyone to live-stream video. Periscope requires you have a Twitter account to actively participate, but you can watch without one on Periscope TV. If you follow me on Twitter, youll find the link to the live video when we start broadcasting. Follow @careersherpa // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ // < ![CDATA[ !function(d,s,id){var js,fjs=d.getElementsByTagName(s)[0],p=/^http:/.test(d.location)?'http':'https';if(!d.getElementById(id)){js=d.createElement(s);js.id=id;js.src=p+'://platform.twitter.com/widgets.js';fjs.parentNode.insertBefore(js,fjs);}}(document, 'script', 'twitter-wjs'); // ]] If you have questions you would like to ask Abby and I, use the comments below! Were looking forward to our chat, hope you are too!