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The bad news is that LinkedIn was using an outdated form of cryptography to secure its users' private information.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.

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.

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!

BeKnown - a mix of LinkedIn and Facebook

Check out BeKnown...a facebook application that allows you to network professionally with those you also know personally. I have not dug into researching this site too heavily...but the concept seems to be a mixture of facebook and Linked In..although the app states that it allows you to network. It is sponsored by Monster and allows you to set up a profile.

I have personally seen some amazing networking lately on a personal level in my own life with a family friend of ours who has a child battling cancer. The sveen degrees of separation theory comes to mind, as it is true that everyone knows somebody and we all connect to each other pretty easily with who we know.

In any event, the be known app has job listings, an opportunity to also post jobs if you are in a hiring position or recruiter. I have yet to link into anyone else or really check it out, but will do so shortly. Please let me know what you think fo the app.

Here's the link: https://apps.facebook.com/beknown/jobs

Phone Interviews: Five Tricks for Standing Out

I talked to a candidate today who faced the challenge of acing the telephone interview. Many think they are masters at phone interviews...but you would be surprised how many peopel are truly bad at it! Since it si typically the first impression you are giving the hiring authority or teh HR employee who will either give you the thumbs up or down...beefing up on your telephone skills never hurts! This article, courtesy of Monster, covered some pretty basic, but good reminders for interviewing on the phone. Enjoy!

Phone interviews are a useful tool for potential employers -- the conversations help screen candidates quickly and determine who’s worth a face-to-face meeting. So when you’ve sent out and uploaded your resume online, it’s essential to be ready to kick booty when the phone rings. Here’s how:

Know what you speak of: Make sure you have a copy of your resume, the cover letter you sent and the original job description in a folder near your phone. It’s also nice to add information about the company, the person who may be calling to interview you and any potential questions you know you’ll want to ask. Be sure to be armed with a pencil and paper for taking notes.

Rehearse your responses: Prep for the conversation by thinking about the job and the qualities a candidate must have. How do your strengths match up? What are your weaknesses? Anticipate questions you might be asked and consider how you’ll answer them. Bounce ideas off a friend if you’re concerned about a particular aspect of the job description or use Monster’s Advice Forums to gain information from others in that industry.

Watch your language: In a phone interview, it is important to speak slowly and clearly. Remember, the quality of your conversation and your ability to answer questions is all the interviewer has to go on over the phone. Keep the “ums,” “ahs” and “you knows” to a minimum (think about the Caroline Kennedy debacle. Don’t use slang or other informal language.

Think before you speak: Take the time you need to answer the interview questions completely and thoughtfully. Be sure not to interrupt or begin answering the question before the interviewer has finished speaking; there may be more to the question than you realize. If the interviewer calls at a time that is inconvenient for you, while you’re at work or in a noisy environment, arrange another phone meeting in the near future.

Ask for a meeting: If you feel the interview has gone well, be confident and direct enough to request a face-to-face by saying, “Would it be possible for us to meet in person and continue our conversation? I’d really like to have the opportunity to meet you.” If the interviewer says no, or shies away from making a commitment, be sure you understand what the next step will be. Will they call if they want to meet you? E-mail? If you are out of the running, will they let you know? Taking the time to close the deal proves your competence once again. Understanding the next step will help you sleep easier at night -- always a good thing when you are on the job hunt.

Email Address

I am consolidating email addresses and websites and also eliminating the use of the Prolyn name. Being an independent recruiter, I figured it makes more sense to brand my name versus a company name since "I" am the company. I have done this with a new business venture of mine and have found that it makes sense for people to remember my name versis some company name that doesn't necessarily reflect what the company is all about. Many of you know that I am veering away from Building Materials due to the hardships the industry has faced with the downturn of the economy. It has been sad to see so many great and talented people leave this industry, but also understandable! While my focus career wise has me doing a few different things myself right now in roles I probably never would have imagined, I can honestly say it's a nice reminder to be doing things that I enjoy amd that offer me a diverse job roles in a few completely diofferent arenas. Recruiting will always be one of my passions and as such one of my focuses. I am just not sure in what capacity and all the details of that yet. The fun part is figuring that all out! Please use my caburns@comporium.net address from this point forward. I will have email forwarding on from the old email address for quite some time, but want you all to get used to teh new emails address. Telephone number stays the same. Website is down already and will probably be using none other than my name as my domain for website. There is nothing posted there yet however. : )

Hope everyone is enjoying the Fall and hopefully what will soon be the start of a great new year with lots of new jobs opening up for many of you! Have a wonderful Thanksgiving! : )

106 Excuses that prevent you from ever becoming great

Just saw this posted on Linked In...A great read and one of the best articles I have read in a long time!!
Not sure if the embedded link below will show, as I always have trouble with that...so here is the copy and pasted version...long I know, but worth teh extra two seconds to selct, copy and paste...and read! Enjoy!

http://www.linkedin.com/share?viewLink=&sid=s660708856&url=http%3A%2F%2Fwww%2Echrisbrogan%2Ecom%2F106%2F%3Futm_source%3Dfeedburner%26utm_medium%3Dfeed%26utm_campaign%3DFeed%253A%2Bchrisbrogandotcom%2B%2528%255Bchrisbrogan%2Ecom%255D%2529&urlhash=0krv&pk=member-home&pp=&poster=17746473&uid=5534621797305036800&trk=NUS_UNIU_SHARE-title

How to Find a Seasonal Job

With teh Holidays fast aproaching, many are starting to look for additional income and employment in taking in a second job. Many others are still just looking for work, having been unemployed for long periods of time. Here are some tips that will help you find seasonal work... (article courtesy of Hotjobs)

As soon as the calendar turns over to September, retailers will know how much help they'll need to handle the holidays. John Challenger, CEO of outplacement firm Challenger, Gray & Christmas, states that retailers are facing an uphill battle. "Consumers are tapped, and credit is increasingly harder to come by," he says. "Meanwhile, retailers' shipping costs are ballooning thanks to gas prices, and the weak dollar is raising the price of imported goods. With profits already getting squeezed, most retailers are going to be reluctant to take on the additional cost of extra staffing."

There will be some holiday hiring, he assures job seekers. However, Challenger points out, "The labor pool is flush with qualified candidates who undoubtedly would be eager to earn some extra holiday spending money and take advantage of employee discounts." If you want to get a distinct advantage over other would-be seasonal workers, plan your job search carefully using these tips.

Know Where to Look

"The best opportunities for seasonal job seekers will be at the large discounters like Target and Wal-Mart, which will be heavily favored by cost-conscious consumers this holiday season," Challenger says. But be prepared to look past retail sales jobs for other opportunities.

"The big-box stores need extra workers on the floor, but they also need extra workers in their shipping facilities and overnight stocking positions," he says. "Opportunities also exist outside of retail, in areas like catering and with shipping companies such as UPS and FedEx."

Start Early

Employers already know how many people they'll need, so start searching today. Even if a job doesn't begin for another month, it's best to lock in an opportunity sooner rather than later.

Dress the Part

When you're looking for any kind of job, show up dressed in business-casual attire, at the very least. Even if the seasonal work for which you're applying is outdoors (think Christmas trees), wear neat slacks, polished shoes and a collared shirt.

Be Prepared

If you're stopping into an establishment to shop for seasonal work, be prepared to fill out an application and participate in an impromptu interview. Bring your own pen, necessary documentation to prove you can work in the US legally, a resume if you have one and all contact information for your professional references. Be sure you block off enough time to meet with a few supervisors should the opportunity arise.

Know What You Want

If you're applying for seasonal work, know precisely what you offer to a potential employee -- and what you want in return. Determine what hourly rate is acceptable to you, what hours and days you're available, if you've got the wherewithal for a particular position (some may involve lifting heavy boxes or standing for the greater part of your shift), and if the location is viable in terms of fuel costs and transportation options. (Will you always have access to a reliable car or a convenient subway or bus line?) You don't want to make a commitment only to leave an employer in the lurch during the hectic holidays.

Be Flexible

The best way to make sure you stand out from other seasonal talent is to present yourself as flexible -- but only if you really are. A hiring manager revealed that demanding a specific schedule from prospective employers is a sure way to jettison your chances at landing a job.

Five Ways to Proactively Protect and Present Your Online Reputation

A great article from the undercover recruiter with some good reminders and tips on what not to do with your online activities and self branding efforts. Enjoy!

Job hunters must keep in mind that countless employers and human resources personnel are utilizing the web and, in particular, social networks to get additional information on prospective employees. This growing method of gaining information on applicants has provoked many job seekers to “get off the grid.” But it’s important to note that information gleaned from the web can be what wins you a position as much as it can be what disqualifies you from one. Because of this, aspiring professionals should consider the following when attempting to perform their own online reputation management:

1. Clean Up Your Social Networking Act This one is a given, but the ever-evolving nature of social networking has made it more of a meticulous task than merely removing raunchy images or references to dirty deeds. It’s important to always be aware of your privacy settings, as the activity of friends can affect your profile through image tagging and wall posting. Whenever you’re informed of “updates” by-way of an automatic email from your preferred social network, examine privacy settings for signs of change. You may not be aware of it, but updates could include a reformatting of such settings and introducing new options that are defaulted to whatever the social network decides.

2. Expand Your Social Networking Act Becoming a listed member of Facebook, Twitter, LinkedIn and now Google+ does more than just make you look like a go-getter, it means that so long as you keep these accounts relatively active you help eliminate the possibility of undesirable uncontrolled information about you from making its way to the top of a Google search. These sites are such incredibly popular results that they’ll always sit at the top. That way any unauthorized content related to you, if in existence, is less likely to make an appearance to a possible employer.

3. Buy Your Own Website If you have a popular name like Robert Smith this one might be impossible, but acquiring a yourname.com resume website is a great way to influence your online reputation massively in one single step. Buying the domain of your full name allows you to make that URL the destination of your online resume and additional personal information you wish to disclose to the public and potential employers. It also keeps someone else from buying it and making your name associated with who-knows-what.

4. Perform a Positive Google Bomb

It’s a primitive measure, but if you have some time to kill, simply do repeated Google searches of your own name with added words that highlight achievements. This is especially effective if these searches lead to information about achievements you otherwise wouldn’t put on a resume for the sake of space. Athletic achievements are a good example of such facts that are good to lead employers to.

5. Send Employers to These Sites Yourself

Employers might still go ahead and do their own search engine snooping but a good way to curb the intensity of their research is to go ahead and provide them with links to these sites through your resume or cover letter. You want to show you have an established online presence you’re happy to share. It’s also an easy way to look confident when making a first impression.

Employers and human resource personnel expect for potential employees to exist online. Your mission is as much to present your Internet image as ideally as possible as it is to protect it from negativity. Don’t fear Facebook and other social sites, but instead, utilize them to increase the odds of getting hired. It requires the proper balance of activity and alertness, but there’s nothing about managing an online reputation that’s outside the realm of possibility of those eager to get hired.

Happy Summer! Summer Job Search Tips!

Hard to believe that Summer is already here!! This year has really flown by already. I have to say that over the past few weeks especially I have never heard a better and more encouraging buzz about so many of you landing new career opportunities and even several selling their homes and relocating successfully! It honestly seems like ages since I can remember talking to even just a few people relocating in the same week, versus what has been lots lately. Great news and congrats to those of you who have landed great new jobs!

On that note, please don't forget to update me on your search status or with an updated resume. I have started another business which involves another passion of mine, but continue to recruit part time and as much as I can as it will always be something I enjoy. Once the economy rebounds more, and it is warranted, I will return to full time recruiting, yet will most likely continue recruitment focusing on a broader scope of building materials industry...and am even considering branching out with a potential company name change or new division of with an entirely different scope of industry focus. I think that windows and door industry will always be a part or division of my company, but that it is also time for a change of scenery. As so many of you already know and have experienced yourself with having moved on and out of the industry, a change of scenery - or rather an addition to that scenery seems fitting and much needed. More on all that later...for now it is just brainstorming. Hope you are all enjoying the start to what looks like a very promising and wonderful summer! This article seemed appropriate with summer hitting and so many of you still actively in job search mode...article courtesy of Monster...enjoy! : )

Are you taking a break from the job search and surrendering to the lazy days of summer? The conventional wisdom is that almost everyone is in vacation mode from Memorial Day through Labor Day. Consequently, many postpone job searching until September.

Is this a mistake? Could you be missing opportunities if you take the summer off? We asked the career experts to find out.

Summer Job Searching -- Worthwhile or Waste of Time?

"I often hear job seekers say that they want to take the summer off," says Wendy Terwelp, career coach and president of Mequon, Wisconsin-based career management firm Opportunity Knocks. Terwelp says that by the time the summer ends, job seekers who took the summer off will be competing against even more job seekers who have followed the same strategy. Anne-Marie Ditta, president of MyCareerCoach.net, agrees. "A fair number of job seekers think that recruiters and hiring managers are unavailable during the summer," Ditta says. Therefore, many believe it's a waste of time to job search from June through August.

Debunking the Summer Vacation Myth

"Few people take long vacations anymore, so for the corporate world it's business as usual in the summer," says Laura Berman Fortgang, a pioneer in the personal coaching field who has appeared on “Oprah” and “The CBS Early Show” and wrote Now What? 90 Days to a New Life Direction. "It may take a little longer to get internal consensus on a hire because of staggered vacations, but why waste three months when you can move things forward during that time?" suggests Fortgang, who says that summertime can offer advantages to job seekers. "Sometimes, summer's quieter pace gives hiring managers a bit more 'brain space,' so they are more attentive to employment applications," she says. Summer can be a prime hiring season for some employers. "Many projects hit the ground running in the fall, and employers want new people in place," Fortgang says.

Six Summer Job Search Tips

How do you keep your search moving forward in the summer? Our experts offer these tips: Capitalize on Seasonal Events: "Summer is a terrific time to network," says Terwelp. "There are festivals, barbeques, weddings and other gatherings that can be a perfect time to connect." Fortgang says that using personal and social gatherings to let people know you are looking is an excellent strategy.

Don't Get Discouraged: Summer vacations may make reaching the right people more challenging, but don't use this as a reason to back off, Fortgang says. "Be patient and consistent, leave polite messages and continue due diligence," she says. Keep in mind that receptionists and other gatekeepers take vacations, too. "You might connect with that otherwise hard-to-reach hiring manager while your competitors are lolling around waiting until September," says Ditta.

Keep a Job Search Schedule: Yes, it's summer, but don't be lulled into laziness. "Even if it is just an hour a day, put structure in place to keep you going,” says Fortgang.

Build a Network: "Form a group of like-minded job seekers to keep your summer job search on track," Fortgang suggests. Meet regularly to share information on who's hiring. A job opportunity not right for you may be perfect for someone in your network, and vice versa.

Take Stock of Your Resume and Skills: Summer is the perfect time to assess and update your resume and skills. "Review your resume and add any new accomplishments or training," Terwelp says. Also, brush up on any skills that may be lagging. "Take a class or two in the summer. Not only will you be improving your skills, but you can network with your classmates."

Get Outside: Warm weather is the prime time for outdoor home improvement projects, and by helping your neighbors you can help your career at the same time. Walk around your neighborhood and offer to give someone a hand. While you're helping that neighbor, you can share that you're job hunting and tap into someone else's network. "This can lead to more connections, informational interviews and maybe even a new job," says Terwelp.

When it comes to your job search, summer doesn't have to mean slow. While that perfect swimsuit may remain elusive, you can use the summer months to find an ideal career fit. Your time and effort can reap big rewards and even land you a new job before autumn.

Commuting impacts job satisfaction

Thsi recent article/poll was somewhat crazy timing for me to stumble across it as I have talked to several people over the past few weeks who have listed a long commute as one of the three reasons they were looking for a new job.

Commuting might not make you unwell but a new survey of U.S. employees showed that four percent, or 5 million people, have called in sick because they could not face the trek to work. The Harris Interactive poll commissioned by The Workforce Institute also revealed that 48 percent of people said commuting has a significant impact on their job satisfaction and 32 percent considered the commute when they chose their current job.

"Where possible, putting policies in place to allow employees to travel during non-peak hours or work from home can increase employee satisfaction, without a negative impact on the bottom line," said Joyce Maroney, the director of the institute, a workplace issues think tank, said is a statement.

Eighty three percent of workers questioned in the survey said they drove to work alone and nine percent used a carpool.

Only 11 percent of workers opted for mass transit, 10 percent said they walked to work and some people used more than one mode of transport to commute.

Fifteen percent of people who took part in the online survey said they would change jobs for a shorter commute and 11 percent said the time spent commuting had a negative impact on their life-work balance.

"Managers should be mindful of the time their employees spend commuting as our survey shows it has a significant impact on job satisfaction," said Maroney. One-third of workers said their round-trip commute was between 30 minutes and an hour, while 16 percent spent between one and two hours getting back and forth to work.

Nearly everyone had a nightmare, or worst commute ever story, with seven percent saying it had taken five hours or more, and another 30 percent spending more than two hours. Only six percent of workers are paid for the time they spent commuting and just 14 percent of adults who commute have the option of working from home. If workers could spend less time commuting 50 percent said they would use the extra time to sleep, 42 percent said they would relax, 33 percent would spend more time with their family and 28 would exercise.

Your Job Search Expenses May Be Tax-Deductible

Article courtesy of Monster....enjoy!

Did you spend substantial amounts of money looking for a new position last year? You may be able to succeed where Nelson Rockefeller failed and take a tax deduction for many of your job search-related costs.

When New York Governor Rockefeller was appointed vice president in the '70s, he deducted expenses incurred in connection with his congressional confirmation hearings. Years later, the courts upheld the IRS's denial of the write-off, saying it violated a key rule on job search deductions: You must be looking for a job in the same trade or business as your previous position.

But fear not: The legitimacy of these deductions rarely gets decided in court. Armed with a bit of knowledge and some individualized professional tax advice, you may be able to reap savings by writing off a variety of job search costs.

Three Major Deduction Categories

Deductible job search expenses generally fall into three categories, according to IRS Publication 529:

Outplacement and Employee Agency Fees: If you pay for job counseling or to have an agency match you with an employment opportunity, this expense is generally deductible. Of course, if you are reimbursed by an employer or anyone else, you cannot deduct these fees.

Resume Preparation, Mailing and Related Expenses: Paper, envelopes, portfolios, postage, phone calls and the like add up. To deduct them properly, you'll need to keep meticulous records, including receipts and notes on the purpose of purchases.

Travel and Transportation Expenses: Whether you take the bus to an interview or fly across the country to pound the pavement, your job search-related travel and transportation expenses may be deductible. But remember: The amount of time you spend searching for a job versus engaging in personal activities during your journeys can be a factor. In other words, a three-week trip in February with one face-to-face informational interview thrown in isn't going to cut it. These deduction rules are complex; get professional advice.

Before You Take That Deduction, Consider These Factors
Even though you now have an idea of what to deduct, you still need to jump through some hoops -- four, actually -- before plugging in those deductions:
You Must Be Looking for a Job in the Same Occupation: Career changers don't get a break from the IRS. "If a general manager of a food market goes out and looks for a job as a VP of an Internet company, that's not going to fly," says Bradford Hall, managing director of Hall & Co. CPAs. Distinctions between career fields can be arguable, so it pays to get professional advice. "I would go ahead and take the deduction if, say, you switch from journalism to marketing, because it's all communications," says Jim Dowling, senior tax manager for Weaver and Tidwell LLP.
You Can't Take a ‘Substantial Break' Between Your Previous Job and Your Search: "There's no specific time frame provided by the IRS," Hall says. "But if a teacher becomes a stay-at-home mom, then years later decides she wants to go back, that's too long" to qualify for job search deductions. "The IRS wants to encourage people to get back on the horse and get back in the labor force."
You Can't Be Looking for Your First Job: High school and college students seeking their first real-world job cannot deduct search expenses -- you must be transitioning between career positions.
Job Search and Other Miscellaneous Deductions Must Exceed 2 Percent of Adjusted Gross Income: Major caveat: You can deduct job search costs only to the extent that they -- lumped together with all other miscellaneous deductions (such as unreimbursed employee expenses) -- exceed 2 percent of your adjusted gross income.

Toll Free Number

Just a quick update that I have removed Prolyn's toll free number. Turns out not many, if any were using it. Other than the many calls I received about beauty supply orders that people had placed. Turns out Prolyn's toll free number was very close to the number of a beauty supply company. :)

Tips for Job Hunting in a Slowed Economy

This article form Monster....enjoy! :)

The global credit crisis and flat-lining domestic economy have turned this into one of the most challenging times to be looking for a job in recent history. According to the Bureau of Labor Statistics, approximately 14 million people are currently unemployed, about twice as many since the recession started in December 2007. And while the January 2011 unemployment rate fell to 9 percent -- the lowest level in nearly two years -- that rate is still high by historical standards. To be a successful job seeker in this climate, you have to be calm, patient and proactive -- and try any (or all) of these tips.

Pick and Choose Your Targets

When Jack Hinson was laid off in mid-2008 from his job at a large Internet content company in Austin, he prioritized his search. “It’s important to put your time and energy into opportunities that you’re the most interested in and that have the best chance of coming to fruition,” he says. “Pick a few companies you’re interested in and pursue them, whether they have current openings or not.”

Concentrate on Growth Industries

Brent Berger, a Las Vegas-based scenario planning and strategy consultant, suggests focusing on growth industries and areas. “Look at energy,” he says. “With oil costs where they are, the need for cheap fuel and cheap heat is ever-mounting. And any job that alleviates pain is recession-proof. Similarly, the National Guard, Border Patrol, homeland security and the defense industry in general will continue to thrive as the next stage in the war on terror continues.”

Work Your Network

Hinson’s new gig came from an old connection. “I’d spoken to the company’s founders about a year ago and stayed in touch,” he says. “Then I ran into one of them at a networking function.” So flip through your Rolodex or business social media contacts and let them know you’re looking.

Sell Yourself

San Francisco PR account executive Samantha Rubenstein launched a job search just as the economy began to flag. After three months, she got a great offer from Atomic PR. She attributes her success to doing more than learning about the company. “Preparation [includes] learning how to talk about yourself in a meaningful and powerful way,” she says. “I created a list of potential interview questions and typed up bulleted answers to create speaking points.”

Consider Freelancing

Russ Carr, a designer and writer in St. Louis, has twice had a line on a job only to see it slip away when the employer lost a key account or decided to distribute the duties among current employees. To keep some money coming in, Carr started freelancing. “I haven’t stopped trying to shop myself for a full-time gig again, but freelancing certainly has kept food on the table,” he says. “If you’re in a field that supports it, don’t think twice -- just do it.”

Take a Temporary Position

If freelancing isn’t practical, try temping. “Consider interim staffing to fill a temporary slot for work that needs to be done despite the economy,” advises Ronald Torch, president and CEO of the Torch Group, a marketing staffing firm in Cleveland. Or temp with a company that interests you. “Many of these options pay well and can carry the burden of bill-paying until a permanent position comes along,” he says.

Sweat the Small Stuff

“Don’t forget the personal touches,” counsels Felicia Miller, assistant director of career services at the Art Institute of Las Vegas. “Don’t use a template cover letter -- make sure each letter addresses specific skills or qualities the company is looking for. And always send a thank-you note or email after the interview. Use this correspondence as an opportunity to revisit weak areas of your interview.”

Stay Positive

The most important thing when searching for a job in tough economic times is to retain a positive attitude, says Carol Vecchio, founder and executive director of Centerpoint Institute for Life and Career Renewal in Seattle. “Even in a job market with 10 percent unemployment, there’s 90 percent employment,” she says. “There is an average of over 3 million jobs available in the US per month -- and each job seeker is looking for one. Those are pretty good odds.”

Struggling to find a great job in a bad economy can be a drag, but undertaking even a few of these tips will improve your chances of landing a gig. “Remember it doesn’t matter how many jobs are or aren’t out there,” Vecchio says. “You’re just looking for one -- the right one for you.”

Prolyn Update

As many of you know, things are still quite sluggish in the Building Materials Industry. Jobs are few and far between and when the do come open, it is just as rare for a company to hire a recruiter to find their candidates due to the strong and large talent pools so readily available. Most of the jobs I am seeing now continue to be engineering related. When they are open, there are several recruiters vying to work on the positions leaving an oversaturated pool of hungry and often desparate recruiters vying to fill these spots. No fun for anybody! The tougher challenge from a recruiter's point of view is that most people these days won't leave their current jobs too willingly, lots of fear and uncertaintly still out there. I get that completely and quite honestly I wouldn't up and move my family for a new position either with the way the economy and housing market is.

So...am I still recruiting?? - yes, of course, and could never in a million years give it up as it will always be one of my passions. However, am not recruiting full time for a variety of rather obvious reasons and also to getting involved in some other businesses as well. I really respect several of my client company's and like the people I have forged relationships with so will probably never be one of those recruiters who calls and markets all day long to see what sticks. My focus has leaned much more towards exclusive relationships with company's and candidate's now and not working on positions or for candidates where other recruiters are not involved. And the other side of it is, having come from the HR side of things prior to recruiting, I know how time consuming and annoying it is to field recruiter sales calls all day long. Even listening to those many 1-2 minute voice mails from recruiters sucks up time, even if only pressing delete. Marketing and sales calls are a necessary evil of course to keep any business afloat however. I think I am just marketing in different ways, having adjusted my efforts along with the changes in the economy which has not only been good for me, but also far more enjoyable.

If you are actively seeking a new position, don't give up - jobs do exist in our industry, you just have to dig a bit deeper and harder to find the good ones. Chances are networking or applying yourself are the easiest ways to landing that next job. Even in a strong economy, networking far outweighs any other method (even recruiters!) to landing that next job. It always surprises me how many people resist really tapping into their contacts to do so though! While exclusives still exists with recruiters, they are much more rare these days. Please continue to keep me updated on your job searches....it helps me tons to keep you in mind for anything I see or hear about - even if I am not recruiting on that position. Most of you know me well enough by now that I am in this for the long haul and as such know that even if I am not the recruiter getting paid at the end of the day, that I will do what ever I can to help anyone get a job in this industry, even if just referring you to a position I have heard about. Don't forget to send me your updated resumes to: careers@prolyn.net And with Spring right around the corner, things already have picked up, even in the slow economy, trends ahave always been the best this time of year for hiring across the board. : )

Strangers to Friends

On a personal note.....

I stumbled across a blog this morning purely by accident that totally sucked me in with interest - which is a rarity for me as I generally lose interst quick and often! As I was reading some of the blog posts, I happen to notice the author shares my first name, which is incredibly rare. It was an "almost fell out of my chair" moment for me.

I think I have met a total of 2 other "Carlyn's" in my life. So this was truly a freak/special moment for me. I reached out to her on facebook, linked in and am proud to say I am big fan of hers! Check her site out if you have time:

www.strangerstofriends.com

or on facebook at:

http://www.facebook.com/StrangerstoFriends

The Job of Finding a Job

Great article from the employment digest site...enjoy!

People often feel that the desirable job to find is agonizing for its hunter. Those who have experienced continuous rejection of losing the previous job should find the new job but only after coming out from the threat of identity and rejections. It often depends upon a person’s skill and luck to find the best available and suitable job to tear down those high levels of egos. The process of job hunting should be carried very aggressively to get fruitful results. The process of job earning includes the steps taken to obtain interview with the help of resume and cover letter. The next step is to get a call for the interview and the third is the ability to negotiate for the job.

It is necessary that the job is applied with either ways proves in providing better life. It is rightly said that you can cover the bases of an aggressive search for job by using the web, making an application to various recruiters and employment agencies, search through referrals and scan the want ads. The employment recruiters prove helpful in the search for job since they have several corporate relationships at various places. The recruiters are divided into two categories, the retainer and the contingency. The retainer type of recruiters is paid their percentage in advance while the contingency type of recruiter earn only after the employee accepts the desired position. Both the types of recruiters are paid between fifteen to thirty three percent of what is paid to the newly recruited employee after acceptance of a job. The recruiters sometimes work only for highly specialized jobs.

For that desired job to find, people often visit the various recruiting internet sites which are good sources for job hunt. It is better to post the resume online only after considering the various risks attached with your personal information in general. Often it happens that the recruiter rejects a talented or experienced candidate because of a poor resume or CV. It is imperative that the resume is written in a highly professional attitude and would be better if written by a professional. The high profiled and up to the point resume often attracts the recruiters for getting that important interview call. It is good practice to post your resume to multiple recruiters or employers so that you can easily get bunch of interviews as per your desire.

Job to find is easy if you consider doing something everyday with your search. It is better to send out resumes and follow up for the update over the phone and make sure that your personal information is received in proper and safe hands. Those job seekers who are unemployed should immediately accept the first ever offer that comes on their way. It is always wiser to accept both the offered jobs and then select the one that suits and fits you best in getting utmost job satisfaction. You should always attend the interview like a jobholder and not like a job seeker because job seekers often gives the first impression that the person is dejected, needy and too willing to accept any damn offer given on the table.

Positioning for Better Times Ahead at IBS

I heard some varying reports and feedback from many of you on the IBS this year...sounds like traffic was well below prior years from what the majority of you relayed. Here is the take from windowanddoor.com....Hope everyone is having a great start to the New Year!!

Orlando, Fla.–A fairly upbeat mood prevailed at last week's International Builders' Show, despite evidence that there's still plenty of caution about housing and the economy. Although the show filled only one hall of the Orange County Convention Center and attracted about half as many people as the last edition held here, window and door manufacturers exhibiting at the show seemed more focused on the longer term, with less talk about survival and more about positioning for better times ahead.

Although this year's IBS didn't see the crowds previously seen three years ago when it was held in Florida, most exhibitors were pleased with the traffic in their booths. Attendance for the National Association of Home Builders' annual trade show was estimated to be about 50,000 people. Despite a lower attendance level, most exhibitors expressed satisfaction with the traffic they were seeing. "The people who are here want to do things," said GlassCraft Door's Michael O'Shea. "We see it as a positive sign for business going forward."

One way a number of companies appear to be positioning themselves to move forward is greater emphasis on increasing sales by creating bundles of products beyond windows and doors. One example at the NAHB show was The Designed Exterior Collection, a series of nine housing-style vignettes featured in the Ply Gem booth. The manufacturer of windows, siding, decorative stone and other building products has put together different product groupings—along with guidelines for combining them—to help customers "build architecturally accurate homes with confidence," explained the company's John Stephenson. Window and door dealers benefit because the program inspires customers to look beyond white windows and basic styles toward higher-end decorative options.

Also positioning itself with a bundled product line was Therma-Tru Doors, which was emphasizing not just doors but complete entrances decorated with synthetic millwork products in numerous housing styles. Parent company Fortune Brands had brought Fypon into the Therma Tru fold as a way to save costs, but having the two companies together under one umbrella "enabled us to deliver an enhanced package that delivers real value," said David Randach, president.

Other companies looking to get more from each sale included Andersen Corp., which was highlighting new exterior trim options for its Series 200 and 400 products. Introduced last year with the company's A-Series windows and doors, the exterior trim is made from the company's Fibrex material and is offered in a variety of styles and colors. What's also appealing about the trim package, noted Andersen's Stacy Einck-Eckberg, is the ease of installation. Components can be ordered with windows and delivered cut-to-size and ready to install. "Trimming out the windows in a home typically takes a couple of days. With this package, the job can be done in as little as half a day," she notes.

You can read the rest of the article here at: http://www.windowanddoor.com/news-item/meetings-events/positioning-better-times-ibs

Happy New Year!

Wishing you all a wonderful remainder of the Holiday Season and a wodnerful New Year!! Hoping 2011 brings lots of great new careers for those of you who are still searching for your next opportunity!! : )