One of the big topics involved with my clients is always the subject of 'branding' themselves effectively.
I have found a wonderful article that I hope can call for a reflection, specially, during this global financial crisis. Now, do me a favor, finish the reading and google your name. Then, go and start taking control of it!
http://www.businessweek.com/managing/content/oct2008/ca20081028_901617.htm
Brand Yourself to Fight the Bad Economy
Author Dan Schawbel lays out his strategy for individuals who want to make a name for themselves—or simply protect their jobs
By Marshall Goldsmith
My friend Dan Schawbel is a leading voice in the area of personal branding, focusing on helping individuals gain self-confidence, discover their passion, and develop a brand by using social media tools.
I invited Dan to discuss how personal branding can be used to fight the economic downturn and protect people from future layoffs. In his new book, Me 2.0: Build a Powerful Brand to Achieve Career Success, he provides a detailed four-step strategy for success. Edited excerpts of our conversation follow:
Marshall Goldsmith: Dan, what exactly is personal branding, and why is it so important in today's challenging workplace?
Dan Schawbel: Personal branding is how we market ourselves to others. Each and every one of us has a brand because we are constantly being judged based on first impressions. Also, we are forced to sell our ideas and unique abilities to all stakeholders inside a company or as an entrepreneur.
Ten years ago, in a Web 1.0 world, your brand was hidden unless you were an executive at a leading company or a Hollywood celebrity. Now, with the evolution of the Internet into a Web 2.0 environment, every single person has a voice that can build or destroy their reputation and that of their company in an instant. Another major difference is that you needed a lot of mainstream press years ago to make a name for yourself. Today you can start a blog and join social networks for free.
Everyone from hiring managers to admissions officers and even talent agencies is scrubbing the Internet, either in search of their next hire or as a background check. According to Careerbuilder.com, 22% of managers screen their staff using social networks like Facebook, and Kaplan says that 10% of admissions officers verify potential students using social networks. There is a massive opportunity for you to position yourself as an extraordinary brand and be recruited based on your passion.
What led you to get involved with personal branding?
I graduated from Bentley College in 2006, after accumulating eight internships and seven leadership positions. During my interviews, hiring managers had noticed my "personal branding toolkit," which contained a custom portfolio, résumé, cover letter, and Web site. This made me stand out. After several interviews, I landed the marketing job I wanted at EMC Corp (EMC).
One year later, I started experimenting with social media outside of work. I launched my own blog, after reading Tom Peters' famous "Brand Called You" article. I soon realized that my passion was in fact personal branding, as I love marketing, mentoring, and all things social media. What started as a blog became awards, an online TV show, and my own magazine. I was profiled in Fast Company, and the article was read by EMC PR and sent to a vice-president, who then hired me to be the first social media specialist. Long story short, I was hired without even applying for the job.
What is your four-step process for building a powerful brand?
•Discover: In order to really understand who you are and carve out a career path moving forward, investing in self-discovery is critical. In fact, if you don't spend time learning about yourself, your values, personal mission, and unique attributes, you will be at a disadvantage when marketing your brand to others. Start by removing yourself from distractions and ask yourself, "Who am I?" and, "If I could do anything, what would it be?"
•Create: Your personal branding toolkit may consist of a blog, Web site, business card, résumé, reference document, cover letter, portfolio, or even a LinkedIn profile. Each piece has to be consistent with the next and reflect the brand you discovered in Step 1.
•Communicate: Now it's time to use everything you've created to let people know you exist. By attending professional networking events, writing articles for Web sites, and putting on your "personal PR hat," pitch bloggers and traditional journalists to start gaining attention and recognition for the brand you created in Step 2.
•Maintain: As you grow, mature, and accelerate in your career, everything you've created has to be updated and accurately represent the current "brand you." Also, you need to monitor your brand online to ensure all conversations about you are positive and factual. You can do this by using a combination of tools, including a Google Alert for your name.
Can you explain how social media tools can protect workers?
You need to build your brand equity outside of your current job because there is no such thing as job security anymore. To do this, you should become a blogger, reserve your name on social networks such as Facebook, Twitter, and LinkedIn, and take ownership of your Google (GOOG) results by constantly monitoring what shows up for your name over time. Each of these social media tools rank high in Google, therefore they can give you the necessary visibility you need to seize opportunities.
Thank you! I love to give my readers new techniques to adapt and succeed, especially in today's turbulent business environment. How can we reach you?
I can be reached at http://personalbrandingblog.wordpress.com/ or dan.schawbel@gmail.com.
Readers, I would love comments from you. Please send your advice for developing a personal brand.
his articles and videos online at MarshallGoldsmithLibrary.com.
Tuesday, January 27, 2009
Friday, January 9, 2009
Meat for thought: Latinos y Latinas in the Workplace Insights
A fellow member of the Hispanic Human Resources Network at linkedin posted this question ' Latinos y Latinas in the Workplace: How Much Progress Have We Made' and the link to the article related to it as published by Diversity Best Practices (July 2008) http://www.diversitybestpractices.com/member/cdo_insights/CDOI-2008-03.pdf
Take a look whenever you have a chance. It has some similarities to another article featured on the SHRM magazine recently on this matter.
Take a look whenever you have a chance. It has some similarities to another article featured on the SHRM magazine recently on this matter.
Wednesday, January 7, 2009
What are dreams without hard work? My many thoughts on what each can achieve no matter what.
Long time ago a dreamer was found to be poetic, now a dreamer has a conglomerate of interpretations. It sounds better to say you are a 'goals oriented' person than to say you are a 'dream catcher', don't you think it is a contradiction that we try to instill creativity and imagination to our kids but then, narrow their career choices to traditionally accepted options?.
Are you under a politically correct career choice that makes you unhappy? do you wonder how wonderful your retirement will be once you get that chance to really do what you want and fulfill that childhood dream?
Here's a brief story. Henry David Thoreau was a man that lived a life dictated by his own beliefs and principles. He lived in the 19th. century and was an anti-slavery advocate that helped escaped slaves on the Underground Railway. He had a very simplistic life , close to nature and himself but with eyes that would make wonderful discoveries. He died at 42 and left quite a legacy.
Don't you wonder what will be left behind you once you are gone? what seeds had you planted? what principles had you defended?
Are you a citizen of your own words that build a better world or a victim of this world?
There are these words by Thoreau that I'd like to share with you "If you have built castles in the air, your work need not be lost; that is where they should be.Now put the foundations under them".
What do you see when you look at the mirror? a satisfied individual that leads a life of fulfillment or a victimized one that has no choice but to keep surviving day after day?.
The key is simple: DARE!!!! DARE to explore, to discover, to go on the wonderful journey that means giving yourself and your dreams a chance. It takes work, lots of it. A dream without foundation is like a leaf that flies as per the wind desires.
I like to use the word DREAM with my clients, my family, my friends. I still go to sleep and wonder what surprises life will bring if I keep working hard on my journey.
A dreamer is not a Don Quijote fighting fantasies to conquer but a warrior that creates a vision, designs a strategy, goals that match with it and move on working really hard to get there.
Most of the clients that call me are professional foreigners that have worked really hard to be where they are at but have forgotten what their dreams are or have no faith in their abilities as warriors to pursue their task. Some get shocked by what's different around them , forgetting the value of their own distinctiveness and failing to sell themselves. Cultural shock some may say. I like to see it as a lapse of memory of those times when an adventure and a challenge was all what was needed to fight for something really wanted. Can you switch your mind and look at yourself more kindly, at the world more generously, at the opportunities more openly?
The beginning starts with yourself. Can you dare to explore what makes you different? do you believe it? now just use the words to build it. We all speak differently, we have accents, different backgrounds but a common language is spoken more often on this very global job market. Learn the language and go and sell your uniqueness.
If you have a dream, a strategy, set of goals and work hard, then every experience will build upon your portfolio - if you learn from them - to make you stronger and chances are you can be successful and happier.
NOT 'the end'
Are you under a politically correct career choice that makes you unhappy? do you wonder how wonderful your retirement will be once you get that chance to really do what you want and fulfill that childhood dream?
Here's a brief story. Henry David Thoreau was a man that lived a life dictated by his own beliefs and principles. He lived in the 19th. century and was an anti-slavery advocate that helped escaped slaves on the Underground Railway. He had a very simplistic life , close to nature and himself but with eyes that would make wonderful discoveries. He died at 42 and left quite a legacy.
Don't you wonder what will be left behind you once you are gone? what seeds had you planted? what principles had you defended?
Are you a citizen of your own words that build a better world or a victim of this world?
There are these words by Thoreau that I'd like to share with you "If you have built castles in the air, your work need not be lost; that is where they should be.Now put the foundations under them".
What do you see when you look at the mirror? a satisfied individual that leads a life of fulfillment or a victimized one that has no choice but to keep surviving day after day?.
The key is simple: DARE!!!! DARE to explore, to discover, to go on the wonderful journey that means giving yourself and your dreams a chance. It takes work, lots of it. A dream without foundation is like a leaf that flies as per the wind desires.
I like to use the word DREAM with my clients, my family, my friends. I still go to sleep and wonder what surprises life will bring if I keep working hard on my journey.
A dreamer is not a Don Quijote fighting fantasies to conquer but a warrior that creates a vision, designs a strategy, goals that match with it and move on working really hard to get there.
Most of the clients that call me are professional foreigners that have worked really hard to be where they are at but have forgotten what their dreams are or have no faith in their abilities as warriors to pursue their task. Some get shocked by what's different around them , forgetting the value of their own distinctiveness and failing to sell themselves. Cultural shock some may say. I like to see it as a lapse of memory of those times when an adventure and a challenge was all what was needed to fight for something really wanted. Can you switch your mind and look at yourself more kindly, at the world more generously, at the opportunities more openly?
The beginning starts with yourself. Can you dare to explore what makes you different? do you believe it? now just use the words to build it. We all speak differently, we have accents, different backgrounds but a common language is spoken more often on this very global job market. Learn the language and go and sell your uniqueness.
If you have a dream, a strategy, set of goals and work hard, then every experience will build upon your portfolio - if you learn from them - to make you stronger and chances are you can be successful and happier.
NOT 'the end'
Friday, January 2, 2009
It is a new year, so...what now?
The first few days of the year are promising and full of hope, commitment to our inner wishes and ultimate dreams. Some are very optimistic, others more cautious about what to expect out of a year of a global financial constraint. Whatever way you put it or situation you are at or goal you aim to achieve there are some common principles you can follow that are pretty easy and universal for everyone whether living in a Latin American Country, USA or anywhere else.
1. You know people, don't you? Not hard as we are mostly social animals by nature. right? even if you believe your work and personal life consume most of your days not leaving space for anything else, hey! here's a treat: the people you know and how kind you've been to them, may actually return the favor one day. "What goes around, comes around". Even if they don't - believe that actually some will remember your kindness and pay you back in unexpected and some times unknown ways! - the fact that you plant a seed should be good enough to bring a smile in your face and bring some joy to your life that may actually return to you in a fulfilling way that will eventually reflect both in your performance and potential career development. So, keep networking and building connections that will open doors for you if you...
2. Dare to dream big! If dreaming sounds too wild for you, then set up ambitious goals. Share them with others (unless confidentiality is key for their success!). Once your mind and heart are into something, all your energy and resources move toward your wants until finally your needs are also met on a wonderful and satisfactory career ride.
3. Planning and respecting your own set of priorities are key for your success. There will be always emergencies, urgencies, unpredicted stuff that will make the ride looks like a very hard wall impossible to climb but stick to your plan and set up your boundaries. Do you remember your childhood lessons about saying NO to others when you did not want to do something but were afraid to upset or hurt somebody else? well, what about starting for making yourself happy? Go for it and do not settle for less.
4. Work like a flying ant. Ants are hard and disciplined non-stop workers, but what if you could see from the above what's happening at the bottom and be able to actually look at the big picture. So, work hard with that dream stuck to your heart and get a helicopter ride once in a while to change the perspective. Do not forget the Monkey joke when climbing a tree and make sure those at your feet look at your face and not at your bottom, which ultimately means, be kind to others no matter their hierarchy level or range of importance as per your project needs.
5. Keep a sense of adventure, exploration and fun in your life. I do not think things move smoothly and perfectly synchronized to align to a plan. As I come from a very chaotic region where the unexpected is the rule, I have learned - like most of my fellow pals with either living or working experience in Latin America - to enjoy, embrace and look at the potential opportunities in every unexpected turn that could swift my plan. The result could be amazingly rich in its possibilities and allow you a further sense of growth and a wonderful instinct for opportunities, not counting, your own happiness. The top head of my former employer in Venezuela told me once that the secret of success was having fun at what you did, he must know well as he is currently the head of BP worldwide.
In conclusion, network kindly, dream big, plan and set yourself as a priority, work hard without missing the bigger picture and enjoy the ride!
IT IS YOUR LIFE, YOUR CHOICE, YOUR PRESENT AND ULTIMATELY THE FUTURE YOU DECIDE TO BUILD WITH YOUR MIND, HANDS AND HEART.
So, can you decide to have a happy and full filling 2009? Tomorrow starts now.
1. You know people, don't you? Not hard as we are mostly social animals by nature. right? even if you believe your work and personal life consume most of your days not leaving space for anything else, hey! here's a treat: the people you know and how kind you've been to them, may actually return the favor one day. "What goes around, comes around". Even if they don't - believe that actually some will remember your kindness and pay you back in unexpected and some times unknown ways! - the fact that you plant a seed should be good enough to bring a smile in your face and bring some joy to your life that may actually return to you in a fulfilling way that will eventually reflect both in your performance and potential career development. So, keep networking and building connections that will open doors for you if you...
2. Dare to dream big! If dreaming sounds too wild for you, then set up ambitious goals. Share them with others (unless confidentiality is key for their success!). Once your mind and heart are into something, all your energy and resources move toward your wants until finally your needs are also met on a wonderful and satisfactory career ride.
3. Planning and respecting your own set of priorities are key for your success. There will be always emergencies, urgencies, unpredicted stuff that will make the ride looks like a very hard wall impossible to climb but stick to your plan and set up your boundaries. Do you remember your childhood lessons about saying NO to others when you did not want to do something but were afraid to upset or hurt somebody else? well, what about starting for making yourself happy? Go for it and do not settle for less.
4. Work like a flying ant. Ants are hard and disciplined non-stop workers, but what if you could see from the above what's happening at the bottom and be able to actually look at the big picture. So, work hard with that dream stuck to your heart and get a helicopter ride once in a while to change the perspective. Do not forget the Monkey joke when climbing a tree and make sure those at your feet look at your face and not at your bottom, which ultimately means, be kind to others no matter their hierarchy level or range of importance as per your project needs.
5. Keep a sense of adventure, exploration and fun in your life. I do not think things move smoothly and perfectly synchronized to align to a plan. As I come from a very chaotic region where the unexpected is the rule, I have learned - like most of my fellow pals with either living or working experience in Latin America - to enjoy, embrace and look at the potential opportunities in every unexpected turn that could swift my plan. The result could be amazingly rich in its possibilities and allow you a further sense of growth and a wonderful instinct for opportunities, not counting, your own happiness. The top head of my former employer in Venezuela told me once that the secret of success was having fun at what you did, he must know well as he is currently the head of BP worldwide.
In conclusion, network kindly, dream big, plan and set yourself as a priority, work hard without missing the bigger picture and enjoy the ride!
IT IS YOUR LIFE, YOUR CHOICE, YOUR PRESENT AND ULTIMATELY THE FUTURE YOU DECIDE TO BUILD WITH YOUR MIND, HANDS AND HEART.
So, can you decide to have a happy and full filling 2009? Tomorrow starts now.
Friday, November 7, 2008
What Do Foreign-born Americans Do for Thanksgiving? My reflexion as published on www.americandiversityreport.com
A first answer for newcomers would be: watching TV, eating turkey and finding great bargains at the Mall. At least, that is how I remember my first Thanksgiving which caught me up me in a holiday that I had no clue about, except the fact that it added a couple of days off to my working calendar. So, that is what I did. I had just moved to the US, my husband was out of town and I had no friends. Therefore, I was at a complete loss. What were those days off all about and why should I celebrate them?
It’s been 8 years since that day. I had 3 kids born in Texas and some very strong roots to my adoptive Country. I got to love the wonderful reasons that Thanksgiving gives me to celebrate. Being new to a Country means that you stopped having your familiar faces and places close to you, which translates to the fact that you’ve got to open yourself to new ones.
My roots came as a professional developing my own extended network and especially with my 3 girls. As a parent and designated driver of their daily activities., roots meant finding a favorite playground, an ice-cream parlor with the right kind of ‘pink sparkles’ and an attendant that knows your name and meeting lots of other warrior parents who care greatly about having happy and entertained kids!. The fact that I go grocery shopping and I get to find people I know or that I go to a fund-raising event of my eldest girl’s elementary school and I happen to know quite a number of people may mean nothing to most. But to me it has created the atmosphere that fills my world and makes me call the beautiful suburb where I live with my family: HOME.
And home is this very International community where people from everywhere shop, sit, have coffee and share our daily lives in a very normal and routine way. I believe most of the foreigners that I’ve learned to appreciate and call my friends have come to discover what a wonderful opportunity Thanksgiving is to share with family and friends. We have risen to the occasion to enjoy ourselves and just be happy and relaxed. However, we may not follow the whole script. Some of us may have Turkey but others may have other fancy international dishes or even barbecue. We just do not stress too much about it. Most of us do not have relatives in town or in the Country to share a meal with but we have our bunch of adoptive relatives – friends – who join to have a great day of fun.
I think my kids will grow understanding and loving the American Thanksgiving holidays but as blended kids they are - whose parents come from somewhere else - they may relate those days to some additional international flavoring with those friends coming from other Countries, speaking different languages, sharing very diverse foreign accents. My girls are used to hearing people talk with accents from my friends on my European ladies’ playgroup, or our acquaintances from diverse places in Latin America . I believe it will certainly open not only their hearts, but their minds, and grow to be very inclusive citizens.
On Thanksgiving we may share our Venezuelan food with black beans, rice, black stewed cooked with lots of species, garlic, onions, butter, brown sugar plus a Coca Cola for the secret blackened touch or somebody may play exotic and bring an Indian meal or a European appetizer. But mostly we get to enjoy the fact of being able to call home where precisely our heart is.
And that is what we foreigners have in common with the Pilgrims. We’ve come with all to settle down on this land and you’ve welcomed us, we are now all part of the same Country that we call home and are thankful for.
So, there you go: Have a Happy Thanksgiving! Feliz Dia de Accion de Gracias!
It’s been 8 years since that day. I had 3 kids born in Texas and some very strong roots to my adoptive Country. I got to love the wonderful reasons that Thanksgiving gives me to celebrate. Being new to a Country means that you stopped having your familiar faces and places close to you, which translates to the fact that you’ve got to open yourself to new ones.
My roots came as a professional developing my own extended network and especially with my 3 girls. As a parent and designated driver of their daily activities., roots meant finding a favorite playground, an ice-cream parlor with the right kind of ‘pink sparkles’ and an attendant that knows your name and meeting lots of other warrior parents who care greatly about having happy and entertained kids!. The fact that I go grocery shopping and I get to find people I know or that I go to a fund-raising event of my eldest girl’s elementary school and I happen to know quite a number of people may mean nothing to most. But to me it has created the atmosphere that fills my world and makes me call the beautiful suburb where I live with my family: HOME.
And home is this very International community where people from everywhere shop, sit, have coffee and share our daily lives in a very normal and routine way. I believe most of the foreigners that I’ve learned to appreciate and call my friends have come to discover what a wonderful opportunity Thanksgiving is to share with family and friends. We have risen to the occasion to enjoy ourselves and just be happy and relaxed. However, we may not follow the whole script. Some of us may have Turkey but others may have other fancy international dishes or even barbecue. We just do not stress too much about it. Most of us do not have relatives in town or in the Country to share a meal with but we have our bunch of adoptive relatives – friends – who join to have a great day of fun.
I think my kids will grow understanding and loving the American Thanksgiving holidays but as blended kids they are - whose parents come from somewhere else - they may relate those days to some additional international flavoring with those friends coming from other Countries, speaking different languages, sharing very diverse foreign accents. My girls are used to hearing people talk with accents from my friends on my European ladies’ playgroup, or our acquaintances from diverse places in Latin America . I believe it will certainly open not only their hearts, but their minds, and grow to be very inclusive citizens.
On Thanksgiving we may share our Venezuelan food with black beans, rice, black stewed cooked with lots of species, garlic, onions, butter, brown sugar plus a Coca Cola for the secret blackened touch or somebody may play exotic and bring an Indian meal or a European appetizer. But mostly we get to enjoy the fact of being able to call home where precisely our heart is.
And that is what we foreigners have in common with the Pilgrims. We’ve come with all to settle down on this land and you’ve welcomed us, we are now all part of the same Country that we call home and are thankful for.
So, there you go: Have a Happy Thanksgiving! Feliz Dia de Accion de Gracias!
Tuesday, October 28, 2008
Is it all right to stop an interviewer?
One of the things that has always got on my nerves is the ability of some interviewers to take advantage of their position of power to either minimize or disrespect a job candidate.
Some of my clients have mentioned consistently how this kind of situation usually catch them by surprise and while most have done nothing about it, there have been some who've got the tools to stop a misbehaving interviewer. The confusion comes from the lack of clarity between a 'difficult' interviewer who's got the wonderful capability to challenge a candidate beyond his/her comfort zone to prove a competency required for the job Vs. the disrespect that comes from even breaking the law (yeah, you got me right!).
So, I figure I could share with you some basics on how to handle some unusual questions and when to consider stopping an interview altogether.
#1. You are a female candidate. There's a very friendly interviewer talking about his personal stuff (beware right there!) and asking casually whether you have kids or are planning to have kids sometime soon. Your response: Is that a job requirement? Or I did not know that was a job requirement.
#2. You are a foreigner candidate with an accent. The legal question: Are you legally entitled to work in the US for any employer? Vs. the illegal one: Where are you from? For how long have you been living in the US? Every employer needs to know if you meet the basic legal requirement to work for them or not in order to consider you for a position but it is nobody's business your Country of origin or the period you've lived in the US. That could lead to ethnic related discrimination and at the end, would add nothing to the job requirements. However, a question on the languages you can fluently speak and read is a total legal one when it is job related.
#3. You are wearing a religious symbol. The question: Oh, I see you are wearing X, a close friend of mine wears the same, what church do you go to? Though it may look as a very inoffensive question, the fact is that as long as it is not a job related question it can open the door to religion based discrimination.
#4. The position requires lots of traveling as part of its job description. The legal question: Can you travel with very short notice to handle business "X where"? Vs. How are you going to handle the traveling requirements of this position with 4 kids and a cat? Have you got that taken care of? Again, who cares what you do with your personal life and caregivers? It is not a job related question if it lands into personal territory.
#5. You are a middle age candidate and an interviewer asks: “how old are you? Or how much longer do you plan to work before you retire? These questions are illegal based on age discrimination potential. However, an employer is entitled to ask you, for instance, What are your long-term career goals?
In conclusion, as a candidate make sure your potential employer compliances with the law during the interview. The rule of thumb is to ensure the interviewer asks only job related questions framed according to the law. If the interviewer persistently keeps asking illegal questions I encourage you to mention your awareness and their need to comply with Title VII of the Civil Rights Act of 1964 (“Title VII”) which is a federal law that bars employers from discriminating against any person with respect to their compensation or other terms and conditions of their employment on the basis of that person’s race, color, religion, sex or national origin.
Some of my clients have mentioned consistently how this kind of situation usually catch them by surprise and while most have done nothing about it, there have been some who've got the tools to stop a misbehaving interviewer. The confusion comes from the lack of clarity between a 'difficult' interviewer who's got the wonderful capability to challenge a candidate beyond his/her comfort zone to prove a competency required for the job Vs. the disrespect that comes from even breaking the law (yeah, you got me right!).
So, I figure I could share with you some basics on how to handle some unusual questions and when to consider stopping an interview altogether.
#1. You are a female candidate. There's a very friendly interviewer talking about his personal stuff (beware right there!) and asking casually whether you have kids or are planning to have kids sometime soon. Your response: Is that a job requirement? Or I did not know that was a job requirement.
#2. You are a foreigner candidate with an accent. The legal question: Are you legally entitled to work in the US for any employer? Vs. the illegal one: Where are you from? For how long have you been living in the US? Every employer needs to know if you meet the basic legal requirement to work for them or not in order to consider you for a position but it is nobody's business your Country of origin or the period you've lived in the US. That could lead to ethnic related discrimination and at the end, would add nothing to the job requirements. However, a question on the languages you can fluently speak and read is a total legal one when it is job related.
#3. You are wearing a religious symbol. The question: Oh, I see you are wearing X, a close friend of mine wears the same, what church do you go to? Though it may look as a very inoffensive question, the fact is that as long as it is not a job related question it can open the door to religion based discrimination.
#4. The position requires lots of traveling as part of its job description. The legal question: Can you travel with very short notice to handle business "X where"? Vs. How are you going to handle the traveling requirements of this position with 4 kids and a cat? Have you got that taken care of? Again, who cares what you do with your personal life and caregivers? It is not a job related question if it lands into personal territory.
#5. You are a middle age candidate and an interviewer asks: “how old are you? Or how much longer do you plan to work before you retire? These questions are illegal based on age discrimination potential. However, an employer is entitled to ask you, for instance, What are your long-term career goals?
In conclusion, as a candidate make sure your potential employer compliances with the law during the interview. The rule of thumb is to ensure the interviewer asks only job related questions framed according to the law. If the interviewer persistently keeps asking illegal questions I encourage you to mention your awareness and their need to comply with Title VII of the Civil Rights Act of 1964 (“Title VII”) which is a federal law that bars employers from discriminating against any person with respect to their compensation or other terms and conditions of their employment on the basis of that person’s race, color, religion, sex or national origin.
Monday, October 20, 2008
The global financial crisis could increase world unemployment ... what if you actually lose your job?
We are reading and hearing in the news every where about the impact this financial crisis may have in the unemployment. Just by reading some of the latest you can't stop wondering about what to do if you get to be impacted.
ILO the International Labour Organization - says The global financial crisis could increase world unemployment by an estimated 20 million women and men, as per its Director's words today. See below the link that gives you access to the total report. ILO Director-General Juan Somavia said the ILO’s preliminary estimates indicated that the “number of unemployed could rise from 190 million in 2007 to 210 million in late 2009.”
Mr. Somavia added that “the number of working poor living on less than a dollar a day could rise by some 40 million – and those at 2 dollars a day by more than 100 million”.
Mr. Somavia also said that the current crisis would hit hardest such sectors as construction, automotive, tourism, finance, services and real estate. He also noted that the new projections “could prove to be underestimates if the effects of the current economic contraction and looming recession are not quickly confronted”.
http://www.ilo.org/global/About_the_ILO/Media_and_public_information/Press_releases/lang--en/WCMS_099529/index.htm )
There are some few matters that you should take into account to be ready for a change of this proportions:
1. Have a backup plan, if you lost your job today, what's your backup plan? How long will your savings hold up? The answer should be, "I have enough saved up until I find another job ." Don't carry more credit card debt than you can pay off in three months. Be smart! Find a financial advisor to help you make a transition plan.
2. Design a strategy to land you the next job. Chart a search plan. Volunteering; professional organizations, or clubs. NETWORKING IS KEY!. Stay connected to people and open yourself to make new contacts. Remember to return the favor: What goes around, comes around. Especially today, if your contact is a valued employee and recommends you to his employer.
3. Get active. Make a structured routine of your week. Have weekly goals and start investing your time wisely, so you do not get psychologically impacted. Depression and other psychological reactions can be part of changing jobs. Embrace the opportunity to explore inside yourself on what your strengths, achievements, competencies are and create your brand to market yourself successfully. You may need the gift of a career coach who can counsel you on how to change jobs and be more successful in your search.
Face the job exploration with a sense of adventure. New opportunities can open up for you, after all, you may end up doing what you've always wanted. Keep learning and growing out of the experience and remember you CAN make this change works in your favor!
If you are already thinking or wondering on what your career transition plan could be and how to optimize your job exploration process, please e-mail me at career4changes@live.com to schedule your first free consultation appointment (offer valid only for new clients).
"You must be the change you wish to see in the world"
Mahatma Ghandi
ILO the International Labour Organization - says The global financial crisis could increase world unemployment by an estimated 20 million women and men, as per its Director's words today. See below the link that gives you access to the total report. ILO Director-General Juan Somavia said the ILO’s preliminary estimates indicated that the “number of unemployed could rise from 190 million in 2007 to 210 million in late 2009.”
Mr. Somavia added that “the number of working poor living on less than a dollar a day could rise by some 40 million – and those at 2 dollars a day by more than 100 million”.
Mr. Somavia also said that the current crisis would hit hardest such sectors as construction, automotive, tourism, finance, services and real estate. He also noted that the new projections “could prove to be underestimates if the effects of the current economic contraction and looming recession are not quickly confronted”.
http://www.ilo.org/global/About_the_ILO/Media_and_public_information/Press_releases/lang--en/WCMS_099529/index.htm )
There are some few matters that you should take into account to be ready for a change of this proportions:
1. Have a backup plan, if you lost your job today, what's your backup plan? How long will your savings hold up? The answer should be, "I have enough saved up until I find another job ." Don't carry more credit card debt than you can pay off in three months. Be smart! Find a financial advisor to help you make a transition plan.
2. Design a strategy to land you the next job. Chart a search plan. Volunteering; professional organizations, or clubs. NETWORKING IS KEY!. Stay connected to people and open yourself to make new contacts. Remember to return the favor: What goes around, comes around. Especially today, if your contact is a valued employee and recommends you to his employer.
3. Get active. Make a structured routine of your week. Have weekly goals and start investing your time wisely, so you do not get psychologically impacted. Depression and other psychological reactions can be part of changing jobs. Embrace the opportunity to explore inside yourself on what your strengths, achievements, competencies are and create your brand to market yourself successfully. You may need the gift of a career coach who can counsel you on how to change jobs and be more successful in your search.
Face the job exploration with a sense of adventure. New opportunities can open up for you, after all, you may end up doing what you've always wanted. Keep learning and growing out of the experience and remember you CAN make this change works in your favor!
If you are already thinking or wondering on what your career transition plan could be and how to optimize your job exploration process, please e-mail me at career4changes@live.com to schedule your first free consultation appointment (offer valid only for new clients).
"You must be the change you wish to see in the world"
Mahatma Ghandi
Thursday, October 16, 2008
Negotiating Expatriate Packages
As we live and work in a Global economy, chances are that a professional at some point in a career development plan gets into a potential job assignment offer overseas.
I found the following article written by Lionel Laroche and Catherine Mercer Bing very useful for those looking to make the move (Source: http://itapintl.com/ ). See below:
"Very few people want extended work abroad just for the experience. However, more global companies than ever now expect their talent pool to have international experience as a prerequisite for promotions into the highest levels of the company. Because companies recognize the reticence of employees to go abroad for "possible future consideration", they usually offer some form of financial incentive to those willing to consider relocation for periods of 2 - 3 years.
Expatriate assignments can challenge both the employee and his/her family. Companies recognize this challenge and compensate their expatriates. Expectations for the expatriate incentive package run very high. Individuals may know of other expatriates (who bought a large house or a nice cottage upon their return from a foreign assignment). We know of a senior technician, who was considering a six-month assignment to Mexico, hoping that he could take early retirement upon his return!
Managing employee expectations is the responsibility of Human Resources professionals. Their responsibility is to balance the genuine need for good salary and benefits for individuals, with the financial needs of the corporations. Their responsibility to the individual and the company means designing expatriate assignments to be win-win situations for the company and the individual, both short-term and long-term. Here are some things to expect from expatriate packages.
Direct CompensationSalary increases should take into consideration two factors at the same time -- changes in the cost of living and increases due to changes in experience and/or responsibilities - and equitable compensation plans take both aspects into consideration. In the case of expatriate assignments, both changes can be drastic:
Foreign assignments often include a significant increase in responsibility. For example, managing a plant of outside the home country is a significantly greater responsibility than managing one in the home country, because of the more restricted access to corporate support and of the cultural challenges.
Living in or near any large South American city is likely to be much more expensive than in a smaller or outlying city.Insightful Human Resources professionals plan to give expatriates two separate figures, one for the change in cost of living and one for the change in responsibilities. This simplifies expatriate package negotiations in several respects:
It improves consistency when a corporation sends people to different countries with widely different costs of living and helps prevent comments like: "Maria went to Buenos Aires two years ago and her salary was doubled. Why is mine increasing only by 20%?"
It also helps prepare expatriates for their return to the home country. Companies find it easier to remove the adjustment made for the change in cost of living if it is explicitly separated from the salary than if it is part of one's salary. This helps prevent expatriates from feeling demoted upon their return to the home country because their salary was decreased significantly.Note that cost of living adjustments should be based on the expatriate life style rather than the life style of locals. For example, expatriates living in some developing countries find that food and lodging is relatively inexpensive, while international telephone charges are very high. Given the amount of money that most expatriates spend on telephone, this may make the new place less affordable after all.
BenefitsBecause of their very different situations and needs, the benefits offered to expatriates generally go beyond the benefits offered to other employees. Many companies offer benefits in the areas of taxation, moving, accommodations, visa, immigration, and language training. Other benefits that are less commonly offered can significantly ease expatriate package negotiations:
Cross-cultural training helps manage expatriates' expectations. By learning more about their future lives, they can understand better what will be important to them in their assigned destination. They can also calibrate their expectations versus the experience of other expatriates in that destination. For example, some expatriates are asking to live in very large houses in cities where such accommodations simply do not exist. On the professional side, they may expect to achieve objectives that may be essentially unrealistic in their new context; in this case, they may expect rewards that may never come.
Family benefits: It is critical to keep in mind the fact that the whole family is affected, and particularly the spouse. Family adjustment and lifestyle issues are the leading causes of early return .Support and financial help in finding adequate schooling for the expatriate's children is often a prerequisite for the family to accept the assignment. In the case of dual-career families, recognition for the spouse's efforts can come in several forms:
Helping the spouse obtain a work visa and a job.
Helping him/her find suitable unpaid activities (studies, volunteer work in non-profit associations, or hobbies) when local immigration laws preventing him/her from receiving a salary. This can be done through dedicated career counseling.
Compensating the spouse for his/her loss of income.
Career counseling: Providing career coaching / mentoring to them throughout their assignment, and particularly during the first and last six months of their assignment, and after they return to the home office helps them ensure that both they and the organization reap the benefits of their newly-acquired experience. It also helps manage their expectations for their subsequent assignments - some expatriates come back to their home country hoping that they will hold far more senior positions than they should realistically hope for.
Repatriation training: Expatriate families and employees benefit from repatriation training to help readjust to living in the home country and returning to the original work environment. Length of the training often depends on the length of the assignment and the ages of the children.
Reassignment: If the leading motivator of the expatriate is the long-term career aspect, the company needs to provide a challenging assignment upon return to the home office or shortly thereafter. If this is not feasible, communication about future plans for such an assignment and the timing needs to come from a mentor or senior manager or the company risks losing its entire investment to turnover of returning expatriates.One size does not fit all expatriate packages. A young, single engineer who is going to work on an oil extraction platform in Indonesia has very different expectations and needs compared with a senior, married-with-teenage-children manager who is going to start and lead a plant in Spain. A significant degree of flexibility should be provided to both to be able to design packages that suit their own needs within a given budget - just like flexible health benefit plans.
Seeking external adviceIn many cases, neither the expatriate nor the HR manager has gone through an expatriate assignment. As a result, their understanding of what the expatriate and his/her family will need in the assigned destination may be significantly off. Seeking informal advice from other expatriates or obtaining formal advice from consulting firms specialized in setting up expatriate packages may help ensure that the most important needs of prospective expatriates are addressed. "
I found the following article written by Lionel Laroche and Catherine Mercer Bing very useful for those looking to make the move (Source: http://itapintl.com/ ). See below:
"Very few people want extended work abroad just for the experience. However, more global companies than ever now expect their talent pool to have international experience as a prerequisite for promotions into the highest levels of the company. Because companies recognize the reticence of employees to go abroad for "possible future consideration", they usually offer some form of financial incentive to those willing to consider relocation for periods of 2 - 3 years.
Expatriate assignments can challenge both the employee and his/her family. Companies recognize this challenge and compensate their expatriates. Expectations for the expatriate incentive package run very high. Individuals may know of other expatriates (who bought a large house or a nice cottage upon their return from a foreign assignment). We know of a senior technician, who was considering a six-month assignment to Mexico, hoping that he could take early retirement upon his return!
Managing employee expectations is the responsibility of Human Resources professionals. Their responsibility is to balance the genuine need for good salary and benefits for individuals, with the financial needs of the corporations. Their responsibility to the individual and the company means designing expatriate assignments to be win-win situations for the company and the individual, both short-term and long-term. Here are some things to expect from expatriate packages.
Direct CompensationSalary increases should take into consideration two factors at the same time -- changes in the cost of living and increases due to changes in experience and/or responsibilities - and equitable compensation plans take both aspects into consideration. In the case of expatriate assignments, both changes can be drastic:
Foreign assignments often include a significant increase in responsibility. For example, managing a plant of outside the home country is a significantly greater responsibility than managing one in the home country, because of the more restricted access to corporate support and of the cultural challenges.
Living in or near any large South American city is likely to be much more expensive than in a smaller or outlying city.Insightful Human Resources professionals plan to give expatriates two separate figures, one for the change in cost of living and one for the change in responsibilities. This simplifies expatriate package negotiations in several respects:
It improves consistency when a corporation sends people to different countries with widely different costs of living and helps prevent comments like: "Maria went to Buenos Aires two years ago and her salary was doubled. Why is mine increasing only by 20%?"
It also helps prepare expatriates for their return to the home country. Companies find it easier to remove the adjustment made for the change in cost of living if it is explicitly separated from the salary than if it is part of one's salary. This helps prevent expatriates from feeling demoted upon their return to the home country because their salary was decreased significantly.Note that cost of living adjustments should be based on the expatriate life style rather than the life style of locals. For example, expatriates living in some developing countries find that food and lodging is relatively inexpensive, while international telephone charges are very high. Given the amount of money that most expatriates spend on telephone, this may make the new place less affordable after all.
BenefitsBecause of their very different situations and needs, the benefits offered to expatriates generally go beyond the benefits offered to other employees. Many companies offer benefits in the areas of taxation, moving, accommodations, visa, immigration, and language training. Other benefits that are less commonly offered can significantly ease expatriate package negotiations:
Cross-cultural training helps manage expatriates' expectations. By learning more about their future lives, they can understand better what will be important to them in their assigned destination. They can also calibrate their expectations versus the experience of other expatriates in that destination. For example, some expatriates are asking to live in very large houses in cities where such accommodations simply do not exist. On the professional side, they may expect to achieve objectives that may be essentially unrealistic in their new context; in this case, they may expect rewards that may never come.
Family benefits: It is critical to keep in mind the fact that the whole family is affected, and particularly the spouse. Family adjustment and lifestyle issues are the leading causes of early return .Support and financial help in finding adequate schooling for the expatriate's children is often a prerequisite for the family to accept the assignment. In the case of dual-career families, recognition for the spouse's efforts can come in several forms:
Helping the spouse obtain a work visa and a job.
Helping him/her find suitable unpaid activities (studies, volunteer work in non-profit associations, or hobbies) when local immigration laws preventing him/her from receiving a salary. This can be done through dedicated career counseling.
Compensating the spouse for his/her loss of income.
Career counseling: Providing career coaching / mentoring to them throughout their assignment, and particularly during the first and last six months of their assignment, and after they return to the home office helps them ensure that both they and the organization reap the benefits of their newly-acquired experience. It also helps manage their expectations for their subsequent assignments - some expatriates come back to their home country hoping that they will hold far more senior positions than they should realistically hope for.
Repatriation training: Expatriate families and employees benefit from repatriation training to help readjust to living in the home country and returning to the original work environment. Length of the training often depends on the length of the assignment and the ages of the children.
Reassignment: If the leading motivator of the expatriate is the long-term career aspect, the company needs to provide a challenging assignment upon return to the home office or shortly thereafter. If this is not feasible, communication about future plans for such an assignment and the timing needs to come from a mentor or senior manager or the company risks losing its entire investment to turnover of returning expatriates.One size does not fit all expatriate packages. A young, single engineer who is going to work on an oil extraction platform in Indonesia has very different expectations and needs compared with a senior, married-with-teenage-children manager who is going to start and lead a plant in Spain. A significant degree of flexibility should be provided to both to be able to design packages that suit their own needs within a given budget - just like flexible health benefit plans.
Seeking external adviceIn many cases, neither the expatriate nor the HR manager has gone through an expatriate assignment. As a result, their understanding of what the expatriate and his/her family will need in the assigned destination may be significantly off. Seeking informal advice from other expatriates or obtaining formal advice from consulting firms specialized in setting up expatriate packages may help ensure that the most important needs of prospective expatriates are addressed. "
Wednesday, October 15, 2008
For the curious mind: What is Appreciative Inquiry? and what is an Appreciative Coach? (me!)
I get asked sometimes what is what I mean with being an 'Appreciative Career Coach' and once people get the notion that what I do comes from Appreciative Inquiry, then the follow up question about what this is arises.
I am going to try to summarize it based on what I've learned myself and others have written about it either in books or internet sites.
Let's start by saying that Appreciative Inquiry is a positive approach to change. It is about the power of the question. It was created in the Academia world - Case Weatherhead School of Management -I'll share with you a little tiny piece of what its 'founder' has shared on this regard:
“It all starts with Inquiry…the questions we ask, the things we focus on, the topics that we choose determine what we find. What we find becomes the data and the story out of which we dialogue about and envision the future. And so, the seeds of change are implicit in the very first question we ask.”
Cooperrider, 1995
So, basically, what have you done that's worked out really well for you? Let's do more of that!" - how to discover things that have been successful -- What have you done that's worked out really well for you?
Instead of discovering what the client - you - is "doing wrong" and telling them - again you- how to do it right, my process as an Appreciative Career coach becomes to discover what is what you are doing right (what your particular talents are), reminding you that those things are enjoyable, and suggesting that you do more of that.
Does it make more sense now?
OUR IMAGE OF THE FUTURE DRIVES OUR ACTION! or as Peter Drucker put it: The best way to predict the future is to create it.
Not falling too much more into the details of how it works I can tell you that there are very solid examples of AI success stories around the world. I'll share the one that is the closest to my heart as I worked at the particular Business Unit in which the story took place where I learned a lot about the AI application and potential for success. (BP case: http://aradford.co.uk/images/stories/ODJournalFall2007_DG_and_AR.pdf ).
Now, go, take a look and if wanting to open an inquiry about your career that is what I am here for. My offer for you is a free introductory complimentary session either face-to-face , over the phone or by Skype .
Enjoy the ride and go and start creating that future you want.
"Whatever you can do or dream you can, begin it.
Boldness has genius, power, and magic in it".
(Goethe)
I am going to try to summarize it based on what I've learned myself and others have written about it either in books or internet sites.
Let's start by saying that Appreciative Inquiry is a positive approach to change. It is about the power of the question. It was created in the Academia world - Case Weatherhead School of Management -I'll share with you a little tiny piece of what its 'founder' has shared on this regard:
“It all starts with Inquiry…the questions we ask, the things we focus on, the topics that we choose determine what we find. What we find becomes the data and the story out of which we dialogue about and envision the future. And so, the seeds of change are implicit in the very first question we ask.”
Cooperrider, 1995
So, basically, what have you done that's worked out really well for you? Let's do more of that!" - how to discover things that have been successful -- What have you done that's worked out really well for you?
Instead of discovering what the client - you - is "doing wrong" and telling them - again you- how to do it right, my process as an Appreciative Career coach becomes to discover what is what you are doing right (what your particular talents are), reminding you that those things are enjoyable, and suggesting that you do more of that.
Does it make more sense now?
OUR IMAGE OF THE FUTURE DRIVES OUR ACTION! or as Peter Drucker put it: The best way to predict the future is to create it.
Not falling too much more into the details of how it works I can tell you that there are very solid examples of AI success stories around the world. I'll share the one that is the closest to my heart as I worked at the particular Business Unit in which the story took place where I learned a lot about the AI application and potential for success. (BP case: http://aradford.co.uk/images/stories/ODJournalFall2007_DG_and_AR.pdf ).
Now, go, take a look and if wanting to open an inquiry about your career that is what I am here for. My offer for you is a free introductory complimentary session either face-to-face , over the phone or by Skype .
Enjoy the ride and go and start creating that future you want.
"Whatever you can do or dream you can, begin it.
Boldness has genius, power, and magic in it".
(Goethe)
Tuesday, October 14, 2008
Online Technologies and Their Impact on Recruitment Strategies—Using Social Networking Web Sites to Attract Talent
Are you wondering if the time you spent in doing networking either face-to-face or virtually (e.g. linkedin anyone?) is well spent or wasted? Think again!
See below what the SHRM - Society for Human Resource Management - just published on a study they just did on this regard.
"Since 2006, there has been a 17 percent increase in human resource professionals who use social networking sites as recruiting, resumé verification, and applicant screening tools at least occasionally, according to a survey released today by the world’s largest human resources organization. And what they find can be damaging to an applicant’s hiring prospects.
The overview of the Society for Human Resource Management (SHRM) survey, Online Technologies and Their Impact on Recruitment Strategies—Using Social Networking Web Sites to Attract Talent, showed organizations still recruit primarily through national online job boards (48 percent), but 3 percent of human resource professionals make social networking sites their primary recruiting source.
“Social networking sites will change forever how human resource professionals recruit new employees, check for corporate culture fit, and verify resumé accuracy,” said China Gorman, acting president and CEO of SHRM. “HR professionals need to use caution when they see potential inaccuracies on social networking profiles, and employees should be wary of how they portray themselves online. SHRM’s survey shows that negative information contained in profiles has more of an impact on hiring decisions than positive information.”
Key findings in responses from nearly 600 HR professionals:
• Negative information on an applicant’s social networking profile, such as personal views or values contradictory to the hiring organization, negative or slanderous discussions of current or former employers, friends, or co-workers, and excessive alcohol use, have a greater impact on hiring decisions than positive information.
• Social networking sites were most effective (“somewhat” or “very effective”) in recruiting for exempt/non-management (61 percent) and middle management (64 percent) positions.
• The top reasons for using social networking sites for contact and recruitment were to recruit passive applicants who might not otherwise apply (69 percent), followed by the ability to target applicants with specific job levels (40 percent) and skill sets (38 percent).
• Organizations who don’t use social networking sites to contact and recruit applicants cited a lack of staff time to add this recruiting method (49 percent), and questions about credibility of information from those sites (42 percent)."
In addition to this here is some further data related to the Recruiting Resources primarily used when Recruiting Job Candidates:
1. National Online Job Boards (e.g. Career Builder, Hot Jobs...) - 48%
2. Employee Referrals - 43%
3. Career Section of organization's website - 35%
4. Internal Job Postings - 16%
6. Niche Online Job Boards -13%
7. Print Advertising - 12%
8. Job Fairs - 8%
9. On Campus College Recruitment - 8%
10. Regional online Job Boards -5%
11. Direct Hire Agencies (excluding temp) - 5%
12. Informal networking - 3%
13. Temporary Agencies - 3%
14. Social networking (e.g. My Space, Facebook...) - 3%
etc.
This study gives YOU as either passive or active job hunters good ideas in how to build your own brand more efficiently in order to market it more successfully to potential hiring managers.
For instance, on how your profile on a Social networking site influences - or not - their hiring decision more than 50% would be somewhat more likely to hire the individual if involved in professional societies or organizations or in volunteer or civic groups. And 46% would do the same if the information on the applicant's profile page supports that provided on the applicant's resume. Out of all the data they provide the conclusion on this is: "Negative information has a greater influence on hiring decisions, than positive information".
Also, the number one reason social networking sites are used is to recruit passive applicants who might not otherwise apply or be contacted by an organization.
Isn't this great meat for thought? Now if you are looking to find your next ideal job this is a good opportunity for you to sit and review your job hunting strategy. How are you investing your time? what's your niche? have you built a brand? have you identified your target in the job market?
Go now and google your name and see what's out there? Nothing? Time too work...go ahead and start building your virtual brand.
And whatever Brand you define to build... make it real and authentic.
"To grow is to go beyond what you are today.
Stand up as yourself. Do not imitate.
Do not pretend to have achieved your goal, and do not try to cut corners.
Just try to grow"
Svami Prajnanpad (1863-1902) - a Hindu philosopher.
See below what the SHRM - Society for Human Resource Management - just published on a study they just did on this regard.
"Since 2006, there has been a 17 percent increase in human resource professionals who use social networking sites as recruiting, resumé verification, and applicant screening tools at least occasionally, according to a survey released today by the world’s largest human resources organization. And what they find can be damaging to an applicant’s hiring prospects.
The overview of the Society for Human Resource Management (SHRM) survey, Online Technologies and Their Impact on Recruitment Strategies—Using Social Networking Web Sites to Attract Talent, showed organizations still recruit primarily through national online job boards (48 percent), but 3 percent of human resource professionals make social networking sites their primary recruiting source.
“Social networking sites will change forever how human resource professionals recruit new employees, check for corporate culture fit, and verify resumé accuracy,” said China Gorman, acting president and CEO of SHRM. “HR professionals need to use caution when they see potential inaccuracies on social networking profiles, and employees should be wary of how they portray themselves online. SHRM’s survey shows that negative information contained in profiles has more of an impact on hiring decisions than positive information.”
Key findings in responses from nearly 600 HR professionals:
• Negative information on an applicant’s social networking profile, such as personal views or values contradictory to the hiring organization, negative or slanderous discussions of current or former employers, friends, or co-workers, and excessive alcohol use, have a greater impact on hiring decisions than positive information.
• Social networking sites were most effective (“somewhat” or “very effective”) in recruiting for exempt/non-management (61 percent) and middle management (64 percent) positions.
• The top reasons for using social networking sites for contact and recruitment were to recruit passive applicants who might not otherwise apply (69 percent), followed by the ability to target applicants with specific job levels (40 percent) and skill sets (38 percent).
• Organizations who don’t use social networking sites to contact and recruit applicants cited a lack of staff time to add this recruiting method (49 percent), and questions about credibility of information from those sites (42 percent)."
In addition to this here is some further data related to the Recruiting Resources primarily used when Recruiting Job Candidates:
1. National Online Job Boards (e.g. Career Builder, Hot Jobs...) - 48%
2. Employee Referrals - 43%
3. Career Section of organization's website - 35%
4. Internal Job Postings - 16%
6. Niche Online Job Boards -13%
7. Print Advertising - 12%
8. Job Fairs - 8%
9. On Campus College Recruitment - 8%
10. Regional online Job Boards -5%
11. Direct Hire Agencies (excluding temp) - 5%
12. Informal networking - 3%
13. Temporary Agencies - 3%
14. Social networking (e.g. My Space, Facebook...) - 3%
etc.
This study gives YOU as either passive or active job hunters good ideas in how to build your own brand more efficiently in order to market it more successfully to potential hiring managers.
For instance, on how your profile on a Social networking site influences - or not - their hiring decision more than 50% would be somewhat more likely to hire the individual if involved in professional societies or organizations or in volunteer or civic groups. And 46% would do the same if the information on the applicant's profile page supports that provided on the applicant's resume. Out of all the data they provide the conclusion on this is: "Negative information has a greater influence on hiring decisions, than positive information".
Also, the number one reason social networking sites are used is to recruit passive applicants who might not otherwise apply or be contacted by an organization.
Isn't this great meat for thought? Now if you are looking to find your next ideal job this is a good opportunity for you to sit and review your job hunting strategy. How are you investing your time? what's your niche? have you built a brand? have you identified your target in the job market?
Go now and google your name and see what's out there? Nothing? Time too work...go ahead and start building your virtual brand.
And whatever Brand you define to build... make it real and authentic.
"To grow is to go beyond what you are today.
Stand up as yourself. Do not imitate.
Do not pretend to have achieved your goal, and do not try to cut corners.
Just try to grow"
Svami Prajnanpad (1863-1902) - a Hindu philosopher.
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