Awesome article by Ruth Mantell/from WSJ...enjoy!
Even as employers remain cautious next year about every dollar spent on employees, they'll also want workers to show greater skills and results.
For employees who want to get ahead, basic competency won't be enough.
To win a promotion or land a job next year, experts say there are four must-have job skills:
1. Clear communications
Whatever their level, communication is key for workers to advance.
"This is really the ability to clearly articulate your point of view and the ability to create a connection through communication," says Holly Paul, U.S. recruiting leader at PricewaterhouseCoopers, the accounting and consulting firm based in New York.
Looking for a job? Looking for a promotion? Marketwatch's Kelli Grant and WSJ's Simon Constable discuss the top skills you must have to have a successful career in 2013.
For job seekers in particular, clear communication can provide a snapshot of their work style to employers. "I can walk away from a five-minute conversation and feel their enthusiasm and have a good understanding of what's important to them," Ms. Paul says.
As office conversations increasingly move online, some workers are losing or never developing the ability to give a presentation, for example. Others may be unable to write coherently for longer than, say, 140 characters.
"Technology in some ways has taken away our ability to write well. People are in such a hurry that they are multitasking," and they skip basics such as spelling and proofing, says Paul McDonald, senior executive director of Robert Half International, RHI +0.84% a Menlo Park, Calif., staffing firm.
2. Personal branding
Human-resources executives scour blogs, Twitter and professional networking sites such as LinkedIn when researching candidates, and it's important that they like what they find.
"That's your brand, that's how you represent yourself," says Peter Handal, CEO of Dale Carnegie Training, a Hauppauge, N.Y., provider of workplace-training services. "If you post something that comes back to haunt you, people will see that."
Enlarge Image
Richard Faust
Workers also should make sure their personal brand is attractive and reflects well on employers. "More and more employers are looking for employees to tweet on their behalf, to blog on their behalf, to build an audience and write compelling, snappy posts," says Meredith Haberfeld, an executive and career coach in New York.
Ms. Haberfeld has a client whose employee recently posted on her personal Facebook FB -1.34% page about eating Chinese food and smoking "reefer."
"I saw it on Facebook. Her supervisors saw it," Ms. Haberfeld says.
3. Flexibility
The ability to quickly respond to an employer's changing needs will be important next year as organizations try to respond nimbly to customers.
"A lot of companies want us to work with their employees about how to get out of their comfort zone, how to adapt," says Mr. Handal. "Somebody's job today may not be the same as next year."
The ability to learn new skills is of top importance, says George Boué, human-resources vice president for Stiles, a real-estate services company in Fort Lauderdale, Fla. "We want to know that if we roll out a new program or new tools that the folks we have on board are going to be open to learning," he says.
4. Productivity improvement
In 2013, workers should find new ways to increase productivity, experts say. Executives are looking for a 20% improvement in employee performance next year from current levels, according to a recent survey by the Corporate Executive Board, an Arlington, Va., business research and advisory firm.
"When you are at your job, do you volunteer for projects? Are you looking for creative ways to help your organization," Mr. McDonald says. "The way to really differentiate yourself is to be proactive."
Companies that are considering adding workers in coming years want current employees to operate in growth mode now. "My clients are looking for employees that have a great ability to understand what is wanted and needed, rather than needing to be told," Ms. Haberfeld says.
Even hiring managers need to work on certain skills as organizations consider expanding next year. "The ability to spot talent and hire people has fallen out of use over the last several years," says Ben Dattner, an organizational psychologist in New York. "As the economy turns around, companies will have to work harder to retain talented employees. Companies have trimmed the fat, and now they have to build the muscle."
Monday, November 26, 2012
Monday, October 29, 2012
Signs You’re Failing Your Interview: Interviewer Body Language Secrets
Great article with some good reminders about body language during interviews. ...article courtesy of Monster by Larry Buhl, Monster Contributing Writer
You may already know that interviewers pick up on your body language and may even base their hiring decisions on it to some extent. But nonverbal communication goes both ways. Hiring managers also give subtle, unconscious signals that they’re interested in you -- or, in many cases, are losing interest.
Signs: Stops taking notes; looks repeatedly at clock or watch; dramatically picks up the pace of questioning.
Message: “I’m bored by you.”
“It’s fine to stop and say, ‘I have a question for you, if you don’t mind,’” body language expert, corporate trainer and commentator Susan Constantine tells Monster.com. “And when you do this, pause and change inflection to get their attention. You can also use hand gestures when talking to add emphasis and punctuate points of interest.”
Signs: Folds arms across chest; flares nostrils; shifts shoulder or feet toward the exit.
Message: “I’m offended.”
The only way to mitigate an unintentionally offensive gaffe is to address it directly, experts say. Ask whether you’ve said something impolite or offensive, and apologize.
Signs: A momentary smirk; raised eyebrows.
Message: “I disagree, or I don’t believe you.
If you think your comments are meeting resistance, it’s OK to address that directly, says Ronald Riggio, PhD, a professor of leadership and organizational psychology at Claremont McKenna College. “You can be straightforward and politely say, ‘I get the sense that you don’t agree with what I’m saying. Is there anything I can clarify for you?’”
Sign: Reads your resume through the whole interview.
Message: “I’d rather be anywhere else.”
This one might not be your fault. Some people are just bad interviewers, or they don’t like questioning job seekers. Still, you might be able to save the interview. Be direct and change the dynamic, Riggio says. “You can say, ‘What can I tell you about my background that will help you realize that I'm a very good fit for this job?"
You can also avoid the nose-in-the-paper problem by putting your resume in the center of the desk instead of handing it directly to the interviewer, Constantine suggests.
When You’re Winning
Experts agree that several signs indicate the interview is going well. In these cases, the interviewer will:
Nod or tilt her head forward, indicating agreement, interest or at least that she’s paying attention.
Mirror your body language, such as by crossing his hands when you cross your legs.
Offer positive verbal responses, such as repeating similar phrases.
Look at All the Signs
It’s important not to take any one negative or positive sign out of context, according to Mark Bowden, author of Winning Body Language.
“There are no foolproof signs to tell exactly what an interviewer is thinking,” Bowden says. “Use nonverbal cues as a guide or an indication, but don't jump to firm conclusions. For example, if their pace increases and they cut answers short, it could mean that they have lost interest, or it could mean they are simply running short on time.”
Constantine recommends sharpening your eye for cues by noticing an interviewer’s “baseline behaviors” before you make an assumption about him. “What is the interviewer doing right off the bat? It’s possible that he or she always fidgets or scowls, and that may have nothing to do with you,” she says.
Monday, October 1, 2012
Love What You Do
I just love this quote the Undercover Recruiter posted last week! Relating to this big time myself, as I have found myself doing a few different jobs that I truly love. There is no better reward and it seems if you are doing what you love, the days go by quickly. Almost too quickly. My husband just started a new job a few weeks ago and it is a career choice that I never in a million years thought he would end up in. I've seen him happy in some of his prior jobs before, but this job seems different and in such a short time, I have seen him transform in a big way in his outlook and excitement level of his job and in going to work purely out of truly loving this job. Helps that he works with some great people too! Have a great week! : )
"Sometimes life’s going to hit you in the head with a brick. Don’t lose faith. I’m convinced that the only thing that kept me going was that I loved what I did. You’ve got to find what you love. This is true for work, as it is for your lovers. Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work; and the only way to do great work is to love what you do." - Steve Jobs.
Thursday, August 30, 2012
My New Website - WWW.CARLYNBURNS.COM
After procrastinating long enough, I have finally gotten my new website put together and published. Believe it or not I did this in just a matter of days. It is amazing to me how many user friendly website design sites and programs there are out there now. I think the rest was easy because I had been thinking about it for so long, so content poured out of me effortlessly! I also decided that if I were to spend too much time on it, I would over analyze and probably put way too much content on it. I think it is wordy enough as it is. Anyone who knows me, knows that I have a hard time keeping my words and writing short often! On that note, I am delving into the world of twitter, where I hope to be forced into shortening many of my thoughts and sentences with that 160 character limit! Follow me at: www.twitter/carlynburns.
As many of you know, I do not use the Prolyn name any longer for my recruiting business. I have decided to use my name ad my brand, as that is what really is the most important thing for clients and candidates to remember. My website...www.carlynburns.com should (hopefully, be easy enough to remember!). I also found myself spending way too much time thinking about, or rather trying to come up with a clever or catchy business name. Most of many ideas were so completely silly, that ultimately using my name as my brand made the most sense. Be sure to friend me on Facebook too...you can find me at www.facebook.com/carlynburns-recruiter. I have two separate facebook accounts now, one for personal and one for business. Feel free to link into one or both! Hope to talk with each of you soon and please don't forget to get me your updated resumes for my files! :)
Thursday, August 23, 2012
16 Job Search Errors You're Probably Making
Some great tips here...enjoy! : ) (Article from careerbuilder.com)
Over the years, hiring managers have born witness to every hiring, interviewing, résumé, cover letter and negotiation mistake there is.
You know what these blunders are. We've told you several times. Yet you (and hundreds of other job seekers) continue to make common job search mistakes.
From those who see your mistakes over and over, here are 16 common job search mistakes to avoid -- and some of them may surprise you.
1. You don't keep your options open
"Candidates tend to think that if they interview for a job they will get an offer, so they do not apply and interview for multiple positions," says Joanie Spain, director of public relations and career services, School of Advertising Art, a graphic design college. "They wait until one plays out completely, putting their job search on hold until knowing for sure they didn't get the offer."
"By having many more irons in the fire, you diversify the risk and disappointment that is inevitable when any single opportunity disappears," adds Roy Cohen, author of "The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach."
"You also present yourself as a more passionate and energetic candidate. You're in the 'zone' -- a point where you're in the flow of information and ideas -- and that makes you more valuable."
2. You turn up your nose at job descriptions
"Entry-level candidates are reluctant to apply for a position unless the job sounds like their 'dream job' or they have all qualifications listed," Spain says. "Rather than going on an interview to get more information, they base decisions about applying on the job description alone. They fail to see that all interview experience is good experience, or that, until there is an offer on the table, there is no decision to make."
3. You haven't perfected the thank-you note
"Don't be too verbose with a thank-you note after an interview. Sending out a version of "War and Peace" can come across as desperate and needy for a job. However, sending a one or two sentence thank-you note comes across as flippant, not well thought-out and potentially shows indifference regarding the job to the employer," says Mike Barefoot, senior account manager at Red Zone Resources, a recruitment firm. "We encourage candidates to keep them to four to eight sentences."
4. You don't check your references
"Always give out references that you've pre-screened. We sometimes see candidates give out references that were never checked with and the references feedback isn't always kind," Barefoot says. "Also, make sure they're predominantly managers. An occasional colleague is okay, but contemporaries and friends really don't carry that much weight in helping you land a position."
5. You've got poor business acumen
"Managers are becoming more savvy and are taking candidates out to lunch for interviews. They want to see how you treat a restaurant staff and see the 'real' you. If you're rude to them or don't seem appreciative for their hard work to make your meal pleasurable, managers wonder how you'll treat contemporaries you work with," Barefoot says.
6. You have a messy briefcase
"A messy briefcase can imply the person is unorganized, messy and unprepared, and that their work will be less than optimal," says Ronald Kaufman, author of "Anatomy of Success." "Someone who is neat, clean, organized and prepared in all areas conveys they're serious about getting a job and working."
7. You discount temporary positions
"Many employers coming out of a recession want to hire on a temporary or temp- to perm- basis. We have already seen several contractors be offered permanent positions after they have proven themselves," says Jeffrey Weinstock, Esq. president, Rhodes & Weinstock, a recruiting firm. "Not only will the temporary position pay some bills, think of it as an audition for a potential perm position, or at least a way to get a good reference for another position."
8. You have a bad attitude
"Poor attitudes come through in telephone calls and in interviews. If you are not positive, why would a potential employer want to hire you?" asks Weinstock. "It may take some time, but by being positive, by doing all the right things, by seeing each position as an opportunity, it will happen."
9. You include too much work history
"Many job seekers over 40 think that they have to take their work history back to their first job out of college," says Cheryl E. Palmer, career coach and résumé writer. " All that is needed is the last 10-15 years of your work history."
10. You use your work email address on your résumé
"Some people do not regularly check their personal email, so they use their employers' email instead," Palmer says. "This sends a negative message to potential employers that the job seekers will not hesitate to use their equipment for personal use."
11. You take "no" as a final answer
"No" usually only means "no" for that position, says Bruce Hurwitz, president and CEO, Hurwitz Strategic Staffing, LTD.
"If you are rejected for a job you should send a thank-you note, thank the employer for the opportunity, and wish them well. No one does that. When the next opening comes around, he'll remember you," says Hurwitz.
12. You lack tact
"Be determined without being pushy. Calling or emailing to ask about the status of your résumé or interview can be a double-edged sword," says Rod Hughes, director of communications, Oxford Communications. "A tactful follow up can place you top of mind with the hiring manager, while incessant calling or emailing can push your résumé right off the table."
13. You don't search for yourself on the Internet
"Your would-be employer is probably going to look you up online, so you should know what is out there," says Amanda O'Brien, vice president of marketing, Hall Web Services. "Clean up what you can, check your privacy settings on social networks and if it is something you can't get down off the internet, you may want to consider talking to the company about it."
14. You have a 'death by bullets' résumé
"Bullets are great but they need context. Keep them to one line, focused on a result and include a figure like a fact, percentage or number," says Adriana Llames, author of "Career Sudoku: 9 Ways to Win the Job Search Game." "Or, put the information in a short summary of the position."
15. You've got a scattered strategy
"Looking for a job in any industry and with two or three résumés is going to get the same result as the strategy: scattered," Llames says. "Job seekers with a clearly defined, focused and organized strategic approach to their job search end up with clear results -- and a new job."
16. You think it's about you
It is not about you and your need for a job -- it is about the prospective employer and their need to run a successful business and make money, says Lori B. Rassas, employment attorney and author of "Employment Law: A Guide to Hiring, Managing and Firing for Employers and Employees."
"Many applicants mistakenly believe they will be an appealing candidate if they explain they will accept any type of job offer at any because they have been laid off, unemployed for an extended period of time, have children in college, or are having difficulty making the mortgage payments," she says. "Even if all of those circumstances are true, candidates need to craft a different message, focusing on how they can benefit the employer by saving them money, streamlining processes, creating additional sources of revenue and bringing overall value to the company."
Over the years, hiring managers have born witness to every hiring, interviewing, résumé, cover letter and negotiation mistake there is.
You know what these blunders are. We've told you several times. Yet you (and hundreds of other job seekers) continue to make common job search mistakes.
From those who see your mistakes over and over, here are 16 common job search mistakes to avoid -- and some of them may surprise you.
1. You don't keep your options open
"Candidates tend to think that if they interview for a job they will get an offer, so they do not apply and interview for multiple positions," says Joanie Spain, director of public relations and career services, School of Advertising Art, a graphic design college. "They wait until one plays out completely, putting their job search on hold until knowing for sure they didn't get the offer."
"By having many more irons in the fire, you diversify the risk and disappointment that is inevitable when any single opportunity disappears," adds Roy Cohen, author of "The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach."
"You also present yourself as a more passionate and energetic candidate. You're in the 'zone' -- a point where you're in the flow of information and ideas -- and that makes you more valuable."
2. You turn up your nose at job descriptions
"Entry-level candidates are reluctant to apply for a position unless the job sounds like their 'dream job' or they have all qualifications listed," Spain says. "Rather than going on an interview to get more information, they base decisions about applying on the job description alone. They fail to see that all interview experience is good experience, or that, until there is an offer on the table, there is no decision to make."
3. You haven't perfected the thank-you note
"Don't be too verbose with a thank-you note after an interview. Sending out a version of "War and Peace" can come across as desperate and needy for a job. However, sending a one or two sentence thank-you note comes across as flippant, not well thought-out and potentially shows indifference regarding the job to the employer," says Mike Barefoot, senior account manager at Red Zone Resources, a recruitment firm. "We encourage candidates to keep them to four to eight sentences."
4. You don't check your references
"Always give out references that you've pre-screened. We sometimes see candidates give out references that were never checked with and the references feedback isn't always kind," Barefoot says. "Also, make sure they're predominantly managers. An occasional colleague is okay, but contemporaries and friends really don't carry that much weight in helping you land a position."
5. You've got poor business acumen
"Managers are becoming more savvy and are taking candidates out to lunch for interviews. They want to see how you treat a restaurant staff and see the 'real' you. If you're rude to them or don't seem appreciative for their hard work to make your meal pleasurable, managers wonder how you'll treat contemporaries you work with," Barefoot says.
6. You have a messy briefcase
"A messy briefcase can imply the person is unorganized, messy and unprepared, and that their work will be less than optimal," says Ronald Kaufman, author of "Anatomy of Success." "Someone who is neat, clean, organized and prepared in all areas conveys they're serious about getting a job and working."
7. You discount temporary positions
"Many employers coming out of a recession want to hire on a temporary or temp- to perm- basis. We have already seen several contractors be offered permanent positions after they have proven themselves," says Jeffrey Weinstock, Esq. president, Rhodes & Weinstock, a recruiting firm. "Not only will the temporary position pay some bills, think of it as an audition for a potential perm position, or at least a way to get a good reference for another position."
8. You have a bad attitude
"Poor attitudes come through in telephone calls and in interviews. If you are not positive, why would a potential employer want to hire you?" asks Weinstock. "It may take some time, but by being positive, by doing all the right things, by seeing each position as an opportunity, it will happen."
9. You include too much work history
"Many job seekers over 40 think that they have to take their work history back to their first job out of college," says Cheryl E. Palmer, career coach and résumé writer. " All that is needed is the last 10-15 years of your work history."
10. You use your work email address on your résumé
"Some people do not regularly check their personal email, so they use their employers' email instead," Palmer says. "This sends a negative message to potential employers that the job seekers will not hesitate to use their equipment for personal use."
11. You take "no" as a final answer
"No" usually only means "no" for that position, says Bruce Hurwitz, president and CEO, Hurwitz Strategic Staffing, LTD.
"If you are rejected for a job you should send a thank-you note, thank the employer for the opportunity, and wish them well. No one does that. When the next opening comes around, he'll remember you," says Hurwitz.
12. You lack tact
"Be determined without being pushy. Calling or emailing to ask about the status of your résumé or interview can be a double-edged sword," says Rod Hughes, director of communications, Oxford Communications. "A tactful follow up can place you top of mind with the hiring manager, while incessant calling or emailing can push your résumé right off the table."
13. You don't search for yourself on the Internet
"Your would-be employer is probably going to look you up online, so you should know what is out there," says Amanda O'Brien, vice president of marketing, Hall Web Services. "Clean up what you can, check your privacy settings on social networks and if it is something you can't get down off the internet, you may want to consider talking to the company about it."
14. You have a 'death by bullets' résumé
"Bullets are great but they need context. Keep them to one line, focused on a result and include a figure like a fact, percentage or number," says Adriana Llames, author of "Career Sudoku: 9 Ways to Win the Job Search Game." "Or, put the information in a short summary of the position."
15. You've got a scattered strategy
"Looking for a job in any industry and with two or three résumés is going to get the same result as the strategy: scattered," Llames says. "Job seekers with a clearly defined, focused and organized strategic approach to their job search end up with clear results -- and a new job."
16. You think it's about you
It is not about you and your need for a job -- it is about the prospective employer and their need to run a successful business and make money, says Lori B. Rassas, employment attorney and author of "Employment Law: A Guide to Hiring, Managing and Firing for Employers and Employees."
"Many applicants mistakenly believe they will be an appealing candidate if they explain they will accept any type of job offer at any because they have been laid off, unemployed for an extended period of time, have children in college, or are having difficulty making the mortgage payments," she says. "Even if all of those circumstances are true, candidates need to craft a different message, focusing on how they can benefit the employer by saving them money, streamlining processes, creating additional sources of revenue and bringing overall value to the company."
The Interview Question That’s Always Asked (and How to Nail It)
Loved ths article....written by Jefferson McDowell, found on lifehacker.com Enjoy! :)
"Do you have any questions for us?" As someone who regularly conducts interviews, I find it staggering how many interviewees are not prepared for the one question that you can be absolutely certain will be asked. In some ways, it is the most important question of the entire interview. The interviewer will look at the questions that you ask as representative of your top priorities.
If you just respond with, "No, I have already heard what I need to know," it makes you seem disinterested and complacent. Even worse, if you ask the wrong questions, you could immediately invalidate the rest of the interview. This is exactly what happened to the interviewee from yesterday. The two questions that he chose to ask us were: "How often are you allowed to work from home?", and "How long do you think I would have to work on this team before being eligible for promotion?"
With these responses, he unknowingly communicated that his top priorities were to avoid coming into the office as much as possible, and that he really wasn't interested in helping our team succeed, but instead wanted to use us as a stepping stone to find something else more interesting. Unfortunately for him, this led to his resume being promptly moved into the Deleted Items box in Outlook.
The Right Way
The contrary side to all of this is that the question is actually a huge opportunity for you. If you ask the right questions, you can not only get the information to decide if the position is a good fit for you, but you can show the interviewers that you are a critical thinker and a problem solver.
The secret is to pose your questions in a way that will get those conducting the interview to talk for a few minutes, and then allow for you to respond to what they say. You should ideally have two or three questions prepared that all fit this pattern. The list below shows five examples you can use in both in-person and phone interviews.
Questions You Can Ask
What is the immediate need on your team that you are hoping to fill with this position?
This is probably my favorite question. You know that their team has a need, because they have an opening. There is most likely a project about to get started, or a required skill—set that they need but are lacking. Whatever they come back with, this is a perfect segue for you to explain why you are the perfect person to fill that gap. You can explain why your experience and expertise makes you exactly who they have been looking for.
What projects can I contribute to right away?
One of the most frustrating things about hiring someone new is that it can take forever to get them trained and up to speed. When a candidate asks a question like this, he lets the interviewers know that he will find a way to help as soon as possible, which is a major bonus. This again gives you the opportunity to sell yourself as someone who can help on those projects, and as an added bonus—it lets you know what skills you need to brush up on before your next interview or even before starting the job.
Is this team empowered to find better and more efficient ways to do things?
The interview process is all about differentiation, and a question like this shows the interviewers that you are determined to be a rock star. Most companies have many folks who are perfectly happy to learn how to do the basic tasks of their job, and then sit back and collect a paycheck. What they are looking for is someone who is driven to make things better, who won't just be satisfied with the status quo. By not only identifying yourself as a big time horse, but making sure that the company will give room to graze, you are guaranteed to stand out.
Can you tell me how your organization defines success?
It would be wise to save this question for the interviewing manager, and not for a peer/technical discussion. Nobody likes a kiss-up, but letting management know that you will communicate openly and honestly with them, always scores big points. The last part of the question can be a good barometer about how easy it will be to become a top performer. You can follow up with a discussion of how you have been successful in your previous jobs.
How would you describe a typical day on this team?
Last but not least, this question is more of an icebreaker, and should hopefully lead to some banter between you and the interviewer. If the interviewer relays struggles or frustrations, be sure to note how you will help them reduce their workload and make things better. If they respond positively, be sure to reinforce that you think it sounds like a great fit and you are excited for the opportunity to contribute.
Whether you use one of the above examples or not, please make sure that you have something planned for what you will say when asked this question in your next job interview. Rest assured, the question will be asked. It always is.
Monday, July 2, 2012
Fun Ways to Beef Up Your Resume
I thought this article covered some pretty basic facts but was interesting, as many resumes start to blend together often. Aside form that, anything that separates you as having that extra edge or added quality can;t hurt. I love anything that takes someone out of their comfort zone...even a simple training course in something you;ve never dabbled in before will often give you that extra push or motivation to keep trying new things. The bonus, is from my own experience, I have almost always met someone interesting at anything new I have taken on trying. Enjoy! :)
Enjoyable Activities That Can Help You Advance Your Career
By Charles Purdy, Monster Senior Editor
The word "fun" isn't usually associated with looking for a job. Even in the best of circumstances, being unemployed or underemployed can be scary and stressful. But in any job search, keeping a positive attitude is important. So in addition to refining your resume and assiduously applying for jobs, consider these pursuits that are not only lots of fun, but that also make just about any candidate more attractive to hiring managers. Even better, most can be done for free or on the cheap.
What's more, most of these activities involve meeting new people -- and therefore put you in the path of new networking opportunities. Meeting people outside of your normal social and professional spheres is an excellent way to broaden the reach of your job search.
Study a Language
Even knowing only the basics of a second language can be a boon in many jobs -- for instance, greeting foreign clients in their own tongue makes a great first impression. And most language classes involve fun socializing activities and learning about foreign cultures.
Fluency takes time, but just telling an employer that you're studying a language can demonstrate self-discipline and a desire to learn new things, according to career expert Jason Seiden, the author of Super Staying Power: What You Need to Become Valuable & Resilient at Work.
Enroll in an Acting or Improvisation Workshop
"I definitely advocate taking an improv class," says Seiden. "I've done this myself...and I learned to work across an incredibly diverse group of people, I learned to become more adaptive to my environment, and I got some great stories to use to break the ice with new people."
These types of workshops can also be very beneficial for people who fear public speaking. Joining a Toastmasters club is another fun way to become a more effective speaker.
Learn Something New
"Take classes at your local college, online or through job-training programs," suggests Debra Davenport, business coach and founder of Identity IQ. "Employers want knowledge workers with top skills in the areas of technology, social media, communication, leadership, coaching, budgeting, marketing and global commerce." In addition, "fun" classes -- like photography -- may come in handy in surprising ways. After you get your finance job, say, the company may urgently need someone to take photos at an investor event -- and you'll be able to save the day.
Turn a Hobby Into a Business
Enjoy cooking? Gardening? Crafting? Davenport suggests looking into services provided by the Small Business Administration for ideas and guidance on turning your pastime into profits. And even if your side business doesn't become lucrative, your entrepreneurial initiative may impress the hiring managers in your future.
Volunteer
Jay Block, the author of 101 Best Ways to Land a Job in Troubled Times, recommends volunteering as a way to gain confidence and strengthen your resume: You could volunteer to teach what you know -- for instance, if you're good at sales, an organization like Junior Achievement might be a good fit. You could turn a hobby into a volunteer opportunity -- for instance, if you enjoy playing the piano, you could schedule song nights at a local retirement center. Or you could even travel to an area that could use your help or skills -- for instance, to work with Habitat for Humanity.
Write
Many career experts suggest developing a blog that focuses on a hobby or your industry. Or, suggests Block, you could offer to write a column for a free local newspaper. These are not only enjoyable ways to express yourself but also great ways to promote yourself as an expert and establish a well-rounded online presence.
Get Physical
"Sign up for yoga or Pilates -- or work on becoming an instructor or a certified fitness trainer," suggests Block. "At a time where too many people are unhealthy and depressed, this can be fun and healthy and look great on a resume."
Get Social
"Become a social networking junkie -- not to just pass time socially, but to collect a huge amount of contacts and to build solid relationships that would be valuable to a prospective employer," says Block. "Networking and relationship building are critical skills today."
Explore a New Career
Block suggests job shadowing as one interesting way to learn about a new field. "Job shadowing is when you follow someone around to learn how they do their job," he says. "It's an excellent opportunity to learn new skills and get advice from professionals in industries or venues you hope to break into."
Be Creative
If you're in the midst of a period of unemployment, you can expect hiring managers to ask how you've spent your time away from the 9-to-5 routine. With some creative thinking, you can turn just about any hobby or learning experience into a resume or interview asset. "The most important thing about resume boosters is not what they are, but how you present them," Sieden says. "When you're interested, focused and self-motivated, nearly anything can be an asset."
Enjoyable Activities That Can Help You Advance Your Career
By Charles Purdy, Monster Senior Editor
The word "fun" isn't usually associated with looking for a job. Even in the best of circumstances, being unemployed or underemployed can be scary and stressful. But in any job search, keeping a positive attitude is important. So in addition to refining your resume and assiduously applying for jobs, consider these pursuits that are not only lots of fun, but that also make just about any candidate more attractive to hiring managers. Even better, most can be done for free or on the cheap.
What's more, most of these activities involve meeting new people -- and therefore put you in the path of new networking opportunities. Meeting people outside of your normal social and professional spheres is an excellent way to broaden the reach of your job search.
Study a Language
Even knowing only the basics of a second language can be a boon in many jobs -- for instance, greeting foreign clients in their own tongue makes a great first impression. And most language classes involve fun socializing activities and learning about foreign cultures.
Fluency takes time, but just telling an employer that you're studying a language can demonstrate self-discipline and a desire to learn new things, according to career expert Jason Seiden, the author of Super Staying Power: What You Need to Become Valuable & Resilient at Work.
Enroll in an Acting or Improvisation Workshop
"I definitely advocate taking an improv class," says Seiden. "I've done this myself...and I learned to work across an incredibly diverse group of people, I learned to become more adaptive to my environment, and I got some great stories to use to break the ice with new people."
These types of workshops can also be very beneficial for people who fear public speaking. Joining a Toastmasters club is another fun way to become a more effective speaker.
Learn Something New
"Take classes at your local college, online or through job-training programs," suggests Debra Davenport, business coach and founder of Identity IQ. "Employers want knowledge workers with top skills in the areas of technology, social media, communication, leadership, coaching, budgeting, marketing and global commerce." In addition, "fun" classes -- like photography -- may come in handy in surprising ways. After you get your finance job, say, the company may urgently need someone to take photos at an investor event -- and you'll be able to save the day.
Turn a Hobby Into a Business
Enjoy cooking? Gardening? Crafting? Davenport suggests looking into services provided by the Small Business Administration for ideas and guidance on turning your pastime into profits. And even if your side business doesn't become lucrative, your entrepreneurial initiative may impress the hiring managers in your future.
Volunteer
Jay Block, the author of 101 Best Ways to Land a Job in Troubled Times, recommends volunteering as a way to gain confidence and strengthen your resume: You could volunteer to teach what you know -- for instance, if you're good at sales, an organization like Junior Achievement might be a good fit. You could turn a hobby into a volunteer opportunity -- for instance, if you enjoy playing the piano, you could schedule song nights at a local retirement center. Or you could even travel to an area that could use your help or skills -- for instance, to work with Habitat for Humanity.
Write
Many career experts suggest developing a blog that focuses on a hobby or your industry. Or, suggests Block, you could offer to write a column for a free local newspaper. These are not only enjoyable ways to express yourself but also great ways to promote yourself as an expert and establish a well-rounded online presence.
Get Physical
"Sign up for yoga or Pilates -- or work on becoming an instructor or a certified fitness trainer," suggests Block. "At a time where too many people are unhealthy and depressed, this can be fun and healthy and look great on a resume."
Get Social
"Become a social networking junkie -- not to just pass time socially, but to collect a huge amount of contacts and to build solid relationships that would be valuable to a prospective employer," says Block. "Networking and relationship building are critical skills today."
Explore a New Career
Block suggests job shadowing as one interesting way to learn about a new field. "Job shadowing is when you follow someone around to learn how they do their job," he says. "It's an excellent opportunity to learn new skills and get advice from professionals in industries or venues you hope to break into."
Be Creative
If you're in the midst of a period of unemployment, you can expect hiring managers to ask how you've spent your time away from the 9-to-5 routine. With some creative thinking, you can turn just about any hobby or learning experience into a resume or interview asset. "The most important thing about resume boosters is not what they are, but how you present them," Sieden says. "When you're interested, focused and self-motivated, nearly anything can be an asset."
Dress For Success - 10 Interview Fashion Blunders
This article seems so common sense, but believe it or not back in my days of HR and even in recruiting and having met candidates in person at trade shows or industry events, it is amazing how often many folks make these fashion mistakes! Enjoy! (Article courtesy of: By Carole Martin, Monster Contributing Writer)
Any article about what to wear to an interview might well begin with a qualifying statement covering the extremes in various states (New York and California, for example) and industries (technology, manufacturing), which are possible exceptions to the normal rules of fashion. But it might surprise you to learn that those extremes have, over the last couple of years, begun to move closer to the middle ground.
Anna Soo Wildermuth, an image consultant and past president of the Association of Image Consultants International, says, "Clothes should be a part of who you are and should not be noticed." She cites 10 dressing faux pas to avoid when interview time comes around:
Wild Nail Polish: This tip is for women or men. Extremely long or uncut nails are a real turnoff, too. Your nails should be groomed and neat.
Jangly Jewelry: Don't wear more than two rings per hand or one earring per ear. And no face jewelry or ankle bracelets allowed.
Open-Toed or Backless Shoes: And mules are a definite no-no. Out-of-date shoes should be thrown out or kept for other occasions.
Bare Legs: Wear stockings, even in humid summer weather. Stockings can be in neutral colors or a fashion color to match your shoes.
Out-of-Date Suits: These have lapels that are too wide (three inches or more) or too narrow (one inch or less). A good tailor can alter lapels. The style for men's jackets is full-body and looser rather than fitted or tight.
Short Skirts: Hemlines should not be more than three inches above the knee. Don't wear capri pants or leggings to the interview.
Leather Jackets for Men or Women: Even leather blazers are not good for interviewing purposes. They look like outerwear.
Turtlenecks for Men: A tie is preferable, at least in the first go-round. At the very least, wear a collared shirt.
Printed or Trendy Handbags: Purses should be conservative and inconspicuous.
Red Briefcases: Briefcases, purses and shoes should all be conservative in color and in good condition.
Conservative colors in various shades of blue and gray are best. Wearing black to the interview could be viewed as too serious. If you do wear black, make sure another color is near your face to soften the look. Brown is still considered questionable as a business color and probably should be avoided. Change your outfit's look for a second interview by wearing a different color blouse, shirt, scarf or tie.
An interview is not the place to make a fashion statement, though those in the creative/design field and the very famous can be more adventurous. Everyone else should opt for a conservative look. "More and more companies are returning to traditional professional dress," Wildermuth says.
Whatever you wear should accent the fact that you're a professional who's ready to get to work at a new job. Let common sense guide you, and it should be easy to avoid fashion blunders that could damage your chances of getting to the next step in the process. In this market, it is essential that you look good and your appearance is right for the job.
Any article about what to wear to an interview might well begin with a qualifying statement covering the extremes in various states (New York and California, for example) and industries (technology, manufacturing), which are possible exceptions to the normal rules of fashion. But it might surprise you to learn that those extremes have, over the last couple of years, begun to move closer to the middle ground.
Anna Soo Wildermuth, an image consultant and past president of the Association of Image Consultants International, says, "Clothes should be a part of who you are and should not be noticed." She cites 10 dressing faux pas to avoid when interview time comes around:
Wild Nail Polish: This tip is for women or men. Extremely long or uncut nails are a real turnoff, too. Your nails should be groomed and neat.
Jangly Jewelry: Don't wear more than two rings per hand or one earring per ear. And no face jewelry or ankle bracelets allowed.
Open-Toed or Backless Shoes: And mules are a definite no-no. Out-of-date shoes should be thrown out or kept for other occasions.
Bare Legs: Wear stockings, even in humid summer weather. Stockings can be in neutral colors or a fashion color to match your shoes.
Out-of-Date Suits: These have lapels that are too wide (three inches or more) or too narrow (one inch or less). A good tailor can alter lapels. The style for men's jackets is full-body and looser rather than fitted or tight.
Short Skirts: Hemlines should not be more than three inches above the knee. Don't wear capri pants or leggings to the interview.
Leather Jackets for Men or Women: Even leather blazers are not good for interviewing purposes. They look like outerwear.
Turtlenecks for Men: A tie is preferable, at least in the first go-round. At the very least, wear a collared shirt.
Printed or Trendy Handbags: Purses should be conservative and inconspicuous.
Red Briefcases: Briefcases, purses and shoes should all be conservative in color and in good condition.
Conservative colors in various shades of blue and gray are best. Wearing black to the interview could be viewed as too serious. If you do wear black, make sure another color is near your face to soften the look. Brown is still considered questionable as a business color and probably should be avoided. Change your outfit's look for a second interview by wearing a different color blouse, shirt, scarf or tie.
An interview is not the place to make a fashion statement, though those in the creative/design field and the very famous can be more adventurous. Everyone else should opt for a conservative look. "More and more companies are returning to traditional professional dress," Wildermuth says.
Whatever you wear should accent the fact that you're a professional who's ready to get to work at a new job. Let common sense guide you, and it should be easy to avoid fashion blunders that could damage your chances of getting to the next step in the process. In this market, it is essential that you look good and your appearance is right for the job.
Wednesday, June 6, 2012
More than 6 million LinkedIn passwords stolen
Change your passwords! :)
(CNNMoney) -- Russian hackers released a giant list of passwords this week, and on Wednesday security researchers identified their likely source: business social networking site LinkedIn.
LinkedIn (LNKD) confirmed in a blog post late Wednesday afternoon that some of the stolen passwords correspond to LinkedIn accounts.
The company did not offer any information about how the passwords were stolen or the extent of the damage, but it said it is "continuing to investigate" the matter.
The 6.5 million leaked passwords were posted Monday on a Russian online forum, camouflaged with a common cryptographic code called SHA-1 hash. It's a format that's considered weak if added precautions aren't taken. Roughly half of the "hashed" passwords have already been decoded and posted online in human-readable text.
Several security researchers tweeted Wednesday that they have found their passwords among those that were revealed. Web security firm Sophos said it matched many of its researchers' own passwords that are used exclusively on LinkedIn.
Countless passwords on the list contain the word "linkedin." On a popular hacker forum, many reported finding passwords such as "linkedout," "recruiter," "googlerecruiter," "toprecruiter," "superrecruiter," "humanresources" and "hiring."
There's good news and bad news about this break-in.
The good news is that so far, no user names have been discovered in the list. It's highly recommended that you change your password, but after that you should be okay.
The bad news is that LinkedIn was using an outdated form of cryptography to secure its users' private information. The company should have known better than to guard its lists with just SHA-1, experts say.
Related story: LinkedIn is a hacker's dream tool
The problem with SHA-1 is that it translates the same text the same way each time. So if your password is "password" and your friend's password is also "password," they will be hashed exactly the same way. That makes reversing the process to uncover the original password significantly easier.
That's why security experts recommend that companies with giant lists of private data like LinkedIn add another security layer called "salt."
Salt randomly adds another piece of information to the password. It could be a user name, first name, or even a random number -- the point is that it changes the underlying text enough to make it almost impossible to decode.
"Any organization using SHA-1 without salting user passwords is running a great risk -- much higher than they should," said Per Thorsheim, chief information security advisor at Norwegian IT services company EVRY. "We've seen this time and time again. This is not good practice. Salt should be a minimum."
In its blog post, LinkedIn said that it "recently" put in place enhanced security, "which includes hashing and salting of our current password databases."
A spokeswoman declined to comment on how "recently" that security was added.
The potentially worse news is that far more than 6.5 million users' passwords were likely stolen. Each hashed password on the hacked list is unique, according to those who have looked at the data. Since SHA-1 encodes all identical passwords the same way, it's very likely that multiple people among LinkedIn's 150 million users had the same password.
What's really bad is that we don't know the identity of the hackers or what they're capable of.
If they simply stole a bunch of passwords without any way to match them with user names, it's a wake-up call for LinkedIn but not much more. But the attack came from Russia, a country known for its expert and mischievous hackers. There could be more fallout. "If it's random idiots that have done this, the chances are slim that they could actually exploit this to the amount where it would actually hurt LinkedIn or you and me," Thorsheim said. "But if this is organized crime and these guys are serious, then the damage potential is very high."
The password hack is the second piece of bad security news to hit LinkedIn this week.
The company's mobile application was caught collecting data from users' calendars and sending it back to the company for analysis. The tool matches up information about the people users have scheduled with information from their LinkedIn profiles. LinkedIn responded in a blog post that it seeks permission first, but it pledged to be more transparent about the way it collects and analyzes its users' personal information.
(CNNMoney) -- Russian hackers released a giant list of passwords this week, and on Wednesday security researchers identified their likely source: business social networking site LinkedIn.
LinkedIn (LNKD) confirmed in a blog post late Wednesday afternoon that some of the stolen passwords correspond to LinkedIn accounts.
The company did not offer any information about how the passwords were stolen or the extent of the damage, but it said it is "continuing to investigate" the matter.
The 6.5 million leaked passwords were posted Monday on a Russian online forum, camouflaged with a common cryptographic code called SHA-1 hash. It's a format that's considered weak if added precautions aren't taken. Roughly half of the "hashed" passwords have already been decoded and posted online in human-readable text.
Several security researchers tweeted Wednesday that they have found their passwords among those that were revealed. Web security firm Sophos said it matched many of its researchers' own passwords that are used exclusively on LinkedIn.
Countless passwords on the list contain the word "linkedin." On a popular hacker forum, many reported finding passwords such as "linkedout," "recruiter," "googlerecruiter," "toprecruiter," "superrecruiter," "humanresources" and "hiring."
There's good news and bad news about this break-in.
The good news is that so far, no user names have been discovered in the list. It's highly recommended that you change your password, but after that you should be okay.
The bad news is that LinkedIn was using an outdated form of cryptography to secure its users' private information. The company should have known better than to guard its lists with just SHA-1, experts say.
Related story: LinkedIn is a hacker's dream tool
The problem with SHA-1 is that it translates the same text the same way each time. So if your password is "password" and your friend's password is also "password," they will be hashed exactly the same way. That makes reversing the process to uncover the original password significantly easier.
That's why security experts recommend that companies with giant lists of private data like LinkedIn add another security layer called "salt."
Salt randomly adds another piece of information to the password. It could be a user name, first name, or even a random number -- the point is that it changes the underlying text enough to make it almost impossible to decode.
"Any organization using SHA-1 without salting user passwords is running a great risk -- much higher than they should," said Per Thorsheim, chief information security advisor at Norwegian IT services company EVRY. "We've seen this time and time again. This is not good practice. Salt should be a minimum."
In its blog post, LinkedIn said that it "recently" put in place enhanced security, "which includes hashing and salting of our current password databases."
A spokeswoman declined to comment on how "recently" that security was added.
The potentially worse news is that far more than 6.5 million users' passwords were likely stolen. Each hashed password on the hacked list is unique, according to those who have looked at the data. Since SHA-1 encodes all identical passwords the same way, it's very likely that multiple people among LinkedIn's 150 million users had the same password.
What's really bad is that we don't know the identity of the hackers or what they're capable of.
If they simply stole a bunch of passwords without any way to match them with user names, it's a wake-up call for LinkedIn but not much more. But the attack came from Russia, a country known for its expert and mischievous hackers. There could be more fallout. "If it's random idiots that have done this, the chances are slim that they could actually exploit this to the amount where it would actually hurt LinkedIn or you and me," Thorsheim said. "But if this is organized crime and these guys are serious, then the damage potential is very high."
The password hack is the second piece of bad security news to hit LinkedIn this week.
The company's mobile application was caught collecting data from users' calendars and sending it back to the company for analysis. The tool matches up information about the people users have scheduled with information from their LinkedIn profiles. LinkedIn responded in a blog post that it seeks permission first, but it pledged to be more transparent about the way it collects and analyzes its users' personal information.
Tuesday, June 5, 2012
Updated Resumes and Contact information Please!
Just a reminder that if you have updated your resume or contact information, to please email me a copy of your current info so I have it on file. As always, I will never send or release your info to anyone without your prior consent! Best email is: caburns@comporium.net as I am phasing out the prolyn.net use. My telephone numbers will both remain the same for office number and my cell. Thanks!! :)
9 Snap Judgments Managers Make in Job Interviews
Great article by Jeff Haden...enjoy! Hope everyone;s having a great start to Summer! :)
One of my favorite Gladwellian Theories (Malcolm Gladwell is the king of cool theories) is thin-slicing: the ability to find patterns and make decisions based on the combination of a limited set of data and a wealth of experience. Call them hunches, call them snap decisions, but more often than not thin-slice judgments turn out to be accurate.
Like where hiring employees is concerned.
I've interviewed thousands of potential employees and hired hundreds of them. Over time I developed the ability to quickly size up a candidate, sometimes even within a minute or two, based on one or two actions or comments. My snap judgments were rarely wrong. (Although I didn't always avoid making one of the biggest hiring mistakes.)
I know what you're probably thinking:"But that is so unfair. You owed it to every candidate to wait until the interview was over to draw an overall conclusion. You can't make a hiring decision based on one or two minutes out of an hour-long interview."
Fair enough. But keep in mind most interviewers do the same thing. In fact, the more experienced the interviewer the more likely they are to make snap judgments. Fair or unfair, we're heavily influenced by first impressions or by what experience indicates are pivotal moments. If you're the job candidate you can either complain about the unfairness of it all and blow the interview, or accept that fact and use it to your advantage.
Here are some positive thin-slices:
The candidate immediately thanks me for the interview and says they're excited about the opportunity. I want you to be glad you're here. I want you to be excited about the job. If you're not thankful and excited now you definitely won't be thrilled after six months on the job. Plus an overt "let me see if this job is a good fit for me" interview can often be painful for the interviewer; even if over the course of the interview you realize you really want the job, you probably already lost us. Emotion -- positive emotion -- is good.
The candidate needs to make "truck payments." Years ago I was in charge of part-time employees at a manufacturing plant. Full-time employees were required to work heavy overtime but part-time employees were not, making coverage (and my job) difficult. When I asked a part-time candidate about their willingness to work overtime I loved the guys who said, "I'll work all the overtime I can get. I bought a new truck and the payments are killing me." Every job has a hot button requirement: Maybe it's frequent travel, maybe it's last-minute overtime, maybe it's a particular skill... a candidate who finds out the position's hot button and meets it is 90% home.
The candidate is late -- but doesn't tell me why. Say you're late for an interview. Don't tell me about traffic or bad directions or parking problems. Just say, "I'm sorry I'm late. If I've thrown off your day I will be glad to reschedule whenever it's convenient for you." Take ownership, don't make excuses, and offer ways to make things better. Nothing ever goes perfectly, and knowing you will take responsibility and work to fix problems is impressive.
The candidate asks for the job. Salespeople ask for the sale, and candidates should ask for the job. Just say, "Thanks for the interview. I really enjoyed speaking with you. And I would really love to work here." Why should I offer you something you're not willing to ask for?
And some negative thin-slices:
The candidate complains. Most people know not to complain about their present employer, but any complaint is a downer. Say you notice a photo of my family standing front of the Colosseum. You say, "Wow, I've always wanted to go to Italy... I've just never been able to afford it." Even gentle whining is a bummer. Don't complain about anything, no matter how justified. Negatives always stand out.
The candidate isn't ready. Don't you hate when you're standing in line at the grocery store and the person in front of you waits until all their items have been scanned and bagged before they reach into their wallet for their checkbook? The same is true in an interview: Have your resume and everything else you need all set to go. Hit the ground running and immediately focus on the interviewer. "Work" is a verb. Make "interview" a verb too.
The candidate tries to take charge. Everyone likes a leader... just not in an interview. Feel free to subtly shape the interview and lead the conversation into areas that showcase your strengths, but don't try to take over. Employers need people who can lead and follow. Plus, be honest, you trying to take over is really irritating.
The candidate gets "comfortable." I want you to be relaxed and at ease during the interview, but I also want you to sit up, sit forward, and show the interview matters to you. Kicking back says you don't really care.
The candidate asks throw-away questions. Here's the golden rule: When asked if you have any questions, don't make a few up to try to impress me. If you have no questions, say so. Don't ask about something you could have easily learned on your own. Don't ask questions designed to make you look good. In short, don't ask what you think I want to hear. Interviewers can tell, and it ends the interview on a down note.
One of my favorite Gladwellian Theories (Malcolm Gladwell is the king of cool theories) is thin-slicing: the ability to find patterns and make decisions based on the combination of a limited set of data and a wealth of experience. Call them hunches, call them snap decisions, but more often than not thin-slice judgments turn out to be accurate.
Like where hiring employees is concerned.
I've interviewed thousands of potential employees and hired hundreds of them. Over time I developed the ability to quickly size up a candidate, sometimes even within a minute or two, based on one or two actions or comments. My snap judgments were rarely wrong. (Although I didn't always avoid making one of the biggest hiring mistakes.)
I know what you're probably thinking:"But that is so unfair. You owed it to every candidate to wait until the interview was over to draw an overall conclusion. You can't make a hiring decision based on one or two minutes out of an hour-long interview."
Fair enough. But keep in mind most interviewers do the same thing. In fact, the more experienced the interviewer the more likely they are to make snap judgments. Fair or unfair, we're heavily influenced by first impressions or by what experience indicates are pivotal moments. If you're the job candidate you can either complain about the unfairness of it all and blow the interview, or accept that fact and use it to your advantage.
Here are some positive thin-slices:
The candidate immediately thanks me for the interview and says they're excited about the opportunity. I want you to be glad you're here. I want you to be excited about the job. If you're not thankful and excited now you definitely won't be thrilled after six months on the job. Plus an overt "let me see if this job is a good fit for me" interview can often be painful for the interviewer; even if over the course of the interview you realize you really want the job, you probably already lost us. Emotion -- positive emotion -- is good.
The candidate needs to make "truck payments." Years ago I was in charge of part-time employees at a manufacturing plant. Full-time employees were required to work heavy overtime but part-time employees were not, making coverage (and my job) difficult. When I asked a part-time candidate about their willingness to work overtime I loved the guys who said, "I'll work all the overtime I can get. I bought a new truck and the payments are killing me." Every job has a hot button requirement: Maybe it's frequent travel, maybe it's last-minute overtime, maybe it's a particular skill... a candidate who finds out the position's hot button and meets it is 90% home.
The candidate is late -- but doesn't tell me why. Say you're late for an interview. Don't tell me about traffic or bad directions or parking problems. Just say, "I'm sorry I'm late. If I've thrown off your day I will be glad to reschedule whenever it's convenient for you." Take ownership, don't make excuses, and offer ways to make things better. Nothing ever goes perfectly, and knowing you will take responsibility and work to fix problems is impressive.
The candidate asks for the job. Salespeople ask for the sale, and candidates should ask for the job. Just say, "Thanks for the interview. I really enjoyed speaking with you. And I would really love to work here." Why should I offer you something you're not willing to ask for?
And some negative thin-slices:
The candidate complains. Most people know not to complain about their present employer, but any complaint is a downer. Say you notice a photo of my family standing front of the Colosseum. You say, "Wow, I've always wanted to go to Italy... I've just never been able to afford it." Even gentle whining is a bummer. Don't complain about anything, no matter how justified. Negatives always stand out.
The candidate isn't ready. Don't you hate when you're standing in line at the grocery store and the person in front of you waits until all their items have been scanned and bagged before they reach into their wallet for their checkbook? The same is true in an interview: Have your resume and everything else you need all set to go. Hit the ground running and immediately focus on the interviewer. "Work" is a verb. Make "interview" a verb too.
The candidate tries to take charge. Everyone likes a leader... just not in an interview. Feel free to subtly shape the interview and lead the conversation into areas that showcase your strengths, but don't try to take over. Employers need people who can lead and follow. Plus, be honest, you trying to take over is really irritating.
The candidate gets "comfortable." I want you to be relaxed and at ease during the interview, but I also want you to sit up, sit forward, and show the interview matters to you. Kicking back says you don't really care.
The candidate asks throw-away questions. Here's the golden rule: When asked if you have any questions, don't make a few up to try to impress me. If you have no questions, say so. Don't ask about something you could have easily learned on your own. Don't ask questions designed to make you look good. In short, don't ask what you think I want to hear. Interviewers can tell, and it ends the interview on a down note.
Tuesday, March 27, 2012
What Do I Do When My Employer Wants to Be Too Social?
There has been lots of talk on the news about employers asking for Facebook password when interviewing potential candidates. Seems ridiculous to me that anyone would even entertain releasing their personal password to any social media site or elsewhere...let alone the fact that an employer would be silly enough to think this was a fair question to ask. I for one, would never even entertain working for a company that asked for that, This article off lifehacker.com (great site!) went in line with the facebook password story more on the other side of things as far as getting friend requests after an interview...enjoy! : )
Dear Lifehacker,
I went on a job interview, and everything went well, but when I got home the hiring manager had sent me a friend request on Facebook and LinkedIn. What should I do? I know some people have gotten their jobs through Twitter, and he seems like a nice guy, but I feel a little creeped out. Should I accept his friend request? What if I get hired and this is normal for everyone who works there? What should I do?
Sincerely,
Slightly Antisocial
Dear Slightly Antisocial,
You're right—I know a number of people who owe their current jobs to interactions with companies or individuals on Twitter or LinkedIn. Social media can be a powerful tool to help people get exposure and connect with people—people with jobs to offer—that they would never have spoken to directly otherwise. Reaching out to employers via Twitter and LinkedIn gives you a way to get your name in front of someone and out of the stack of resumes they have to sift through. How closely you connect to potential employers on those networks however, has more to do with the network in question and how comfortable you are with it than anything else.
At the same time, with potential employers asking candidates for their Facebook passwords, you have reason to be cautious. Mind you, that practice is possibly illegal, definitely against Facebook's terms-of-service, and Facebook is threatening legal action against anyone who does it. It's possible they just want to see what you have behind the veil of your privacy settings, or maybe they really want to get to know the real you before extending an offer, to see if you fit in with the corporate culture. You're also right to be worried about what might happen if you're hired there—maybe it's normal for everyone in that office to be Facebook friends, or to all follow the company's Twitter account. Let's take a look at these possibilities one at a time, then you can decide whether you want to click accept, or ignore.
The Post-Interview Friend Request
Your situation is a rough one, Slightly Antisocial—my first instinct is, unless your interview went so well that your interviewer wants to be your friend personally, that they want to see your Facebook profile, but don't want to directly ask for your password. If the interviewer is especially malicious, they may be asking now to give you the impression that your future with that company may hang in the balance. You have every right—and frankly, should—say no here, and direct the interviewer instead to your LinkedIn profile. You mentioned they wanted to connect with you there—respond by letting them know that your Facebook profile is for friends and personal acquaintances, and LinkedIn is for professional networking.
If they don't care for that response, or claim (like one company I know) that it's company policy for everyone to be Facebook friends, then you have a choice to make. You can dangle it back in front of them and say you'd be willing to do that when or if you're hired, or you can walk away. Ultimately it depends on how sensitive you are to what your Facebook friends see, and how much you personally value that privacy. If we can offer a tip that's outside the principle of the matter, consider setting up friends lists or groups so you have better control over who sees what. Then you can dump this person—and any other future coworkers—into a select group that sees little to nothing. The trouble is that you'll have to go back over past posts, photos, updates, and everything else to make sure their permissions are changed to exclude this new group. You'll have to decide whether that's more hassle than it's worth.
The Post-Hire Friend Request
The next—and more common—scenario you might encounter happens after you're on the job and you start getting friend requests from coworkers, your boss, or even HR. At one company I worked for, our marketing department sent out an email to the whole organization to "let us know" that the company now had a Twitter account, and that we were "highly encouraged" to follow it, and to like their Facebook page while we were at it. This same company would regularly check on its employees to see if they were updating their LinkedIn accounts or publicly posting their resumes and reported those employees to their managers, warning that they may be looking for new jobs.
The big difference here is, of course, if you're good friends with your coworkers, you may have no trouble friending or following them on Facebook or Twitter. However, if your boss or HR suddenly sends you a friend request and you're not comfortable with it, there's no reason you should accept it unless you think it really is a friendly request and you're about to rebuff them for personal reasons. If that's the case, they should understand that you try to keep your work life and your personal life a little separate, but either way the situation calls for a little tact. Here are some tips:
Direct managers and HR to LinkedIn whenever possible. If your boss wants to connect with you professionally and does so by sending you a Facebook request, let them know your professional connections are at LinkedIn and give them your profile URL. Assuming, of course, you have a LinkedIn profile.
Are your coworkers really friends or just snooping? It's unlikely, but it is possible that your coworkers are just adding you in order to see what you're up to, especially on off hours. Be careful of coworkers and managers who use Facebook during the day to see whether you are using it during the day, when you should be working. If you're really friends with your coworkers, go ahead and add them. If not, it might be time to shunt them to LinkedIn.
Lock down your Facebook account. Using your Facebook profile to snag a job by sprucing it up, adding a new photo, and updating your education and interests is a great idea, but be ready to back it up if a company tries to connect with you. Lock down your past posts so only your real friends can see them—especially any times you were complaining about your old job. Then add them to a list where they only see things you're comfortable making public.
Use Facebook to your advantage. Create a friends list for professional contacts, and feed it accomplishments, certifications, or other similar news. Even better, create a Facebook page for your "personal brand," that can serve as a Facebook-based resume. Then encourage the company or hiring manager to like your page to see your portfolio, accomplishments, and what you're working on professionally.
Clean Up Your Twitter account. The beauty—and trouble—with Twitter is that everything's either all public, or all hidden. I know more people who have found new jobs through Twitter than Facebook or even LinkedIn, but the only things you can do is go back in time and delete anything you think would be worrysome or be on your best behavior when you tweet. You have the option to take your account private, but then no one can see anything, and you're cut off from potential friends and employers—but you will have your privacy.
Throw caution to the wind. There's always the option to just not care. You could just accept friend requests and Twitter followers and not bother to moderate yourself at all. There's some logic to the notion that any company that won't accept you for who you are, both in public and to your friends on Facebook or Twitter as well as LinkedIn, doesn't deserve you. It's idealistic, and most of us know there's a difference between our professional and personal lives (eg, check your political, religious, and potentially disruptive views at the door), but speaking as someone who knows what it's like to work at a company where you have to keep even your benign interests and hobbies secret, it can be soul draining to have to be a different person at work than you are when you get home. This XKCD comic sums it up pretty well.
The post-hire friend requests are harder to deal with, for obvious reasons, and you should take any direction you're most comfortable. Ultimately though, make sure you do what's comfortable, not what you think is expected. You'll have to deal with the consequences, and sometimes removing someone causes more hassle than not accepting their request in the first place.
The Post-Employment or Pre-Interview Friend Request
While far less common, friend requests from people you used to work with, or a company that's interested in you are just as tricky. On the bright side, you're in the driver's seat in both cases, so you can decide whether you want to stay in touch with a colleague you used to work with on Facebook, or read their weekend activities on Twitter. You can research a company that wants to connect with you on LinkedIn or Facebook, and decide if you'd like to talk to them about what they have open.
Again, we'd advise caution with Facebook, just because it's such a tome of personal connections and information that you may not want public—and make no mistake, friending a company or coworkers means that information is public, at least at the office—but LinkedIn is always a good bet, as is Twitter, mostly because both are designed to be more public than private.
In the end, the network an employer wants to connect with you over makes much of the difference, as does your familiarity with that network's privacy tools. If you're already a master at custom friends lists at Facebook, and your status updates are set to post to a safe list by default, then you probably have no problem friending your boss. If not, or you don't want to tempt fate, it might just be better to apologize for any offense and suggest they head over to LinkedIn and connect with you there, instead.
Hopefully that gives you a few options, Slightly Antisocial. While it's a little underhanded of your interviewer to dangle a potential job in front of you with a friend request attached, how you handle it—even if you tell them Facebook is personal and LinkedIn is professional—may land you the gig. Good luck!
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