tag:blogger.com,1999:blog-46535102862678147452024-03-12T21:09:30.757-04:00Right Career Steps for the New-AgeAnonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.comBlogger55125tag:blogger.com,1999:blog-4653510286267814745.post-24652964989590752532013-11-21T13:13:00.000-05:002013-11-21T13:13:16.224-05:00Social Snapshots: A Candidate’s Personal Brand<h1 class="entry-title" style="text-align: center;">
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<a href="http://4.bp.blogspot.com/-UgMCpVv_JRw/Uo5M87DdKpI/AAAAAAAABIE/0FfqWuCUVFI/s1600/Social+Mashup.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="288" src="http://4.bp.blogspot.com/-UgMCpVv_JRw/Uo5M87DdKpI/AAAAAAAABIE/0FfqWuCUVFI/s320/Social+Mashup.png" width="320" /></a></div>
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Personal branding is how we market ourselves to others. It’s a timeless concept. The two reasons why branding has always existed on a personal level is that we always have to sell ourselves in various situations, whether trying to convince our friend to see a movie or trying to impress a <a href="http://www.smartrecruiters.com/blog/6-traits-of-wildly-successful-hiring-managers/">hiring manager</a> at an interview – your personal brand is constantly being taken into consideration.</div>
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People judge us, especially on first impressions, and when we’re looking for work these days our first impressions can occur online with a simple <a href="http://www.smartrecruiters.com/blog/candidate-says-im-glad-they-researched-me/">Google search </a>– before you even meet someone. In this day and age it has become common practice to Google something or in regards to candidates – someone. For some ‘googling’ people has now become second nature and just something frequently performed. But why is this?</div>
Because as individuals we are active online and we produce content. Times have changed and with the explosion of social media networks, individuals have become content creators, networkers and spectators – a lot of people are guilty of this – and we end up spending hours online in networks such as <a href="https://www.smartrecruiters.com/product/hire-on-facebook/">Facebook</a>, <a href="https://www.smartrecruiters.com/sign-up/linkedin/">LinkedIn</a>, <a href="https://twitter.com/smartrecruiters">Twitter</a>, <a href="https://pinterest.com/smartrecruiters">Pinterest</a> and <a href="https://plus.google.com/104559074407574618096/posts">Google Plus</a>, creating and digesting content.<br />
Did you know? If Facebook were a country, it would be the third largest in the world. Social media has overtaken pornography as the #1 activity on the web. One out of eight couples married in the U.S. met via <a href="http://www.smartrecruiters.com/blog/category/social-media-recruiting/">social media</a>. Ashton Kutcher and Britney Spears have more Twitter followers than the entire populations of countries like Sweden, Israel and Switzerland. See more facts about the social media revolution in this video:<br />
<iframe allowfullscreen="" frameborder="0" height="360" src="//www.youtube.com/embed/0eUeL3n7fDs" width="640"></iframe><br />
But what does this mean in to pre-employment community? <a href="https://www.smartrecruiters.com/product/agency-management/">Companies and recruiters</a> have caught on and started using social media in order to learn more about prospective candidates – some will ‘google’ you or browse Facebook, Twitter and LinkedIn attempting to dig up more information about who you are. This information was once difficult to obtain pre social media. So what are they looking for?<br />
Fit and suitability. This really resonated with me recently when a friend shared that they were laid off because they were not a <a href="http://www.smartrecruiters.com/blog/good-cos-psychology-of-cultural-fit/">“cultural fit.”</a> This person had all of the skills to get the job done and then some, but at the end of the day they did not fit within that company’s ecosystem or work culture. Knowing this person had invested the last six months with this company, and vice versa, I wondered why neither party went to greater lengths to better evaluate this relationship from the very beginning.<br />
Proper hiring or placement is a challenge. Let’s face it, no one enjoys having to look for work and the employment process can be draining and cost all parties time and money. <a href="https://www.smartrecruiters.com/product/candidate-assessment/">Better assessment</a> upfront can help both job seekers and employers ensure a proper FIT and reduce time spent “in limbo.”<br />
The future of the resume is a social snapshots to showcase a candidate’s personal brand – an expression of who the is their world of social networks. This leads to the question, what do your social networks say about you?<br />
At <strong>CrewRevu</strong>, we feel there are five C’s to look for when viewing social network information: Community, Content, Context, Communication, and Consistency.<br />
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<li><b>Community.</b> Your community reflects where you spend your time and can show your interests, hobbies and who you surround yourself with.</li>
<li><b>Content. </b>Content is king; it is the king of your character and shows potential employers what you’re about, what you are talking about, what you are saying and what you are doing within these networks.</li>
<li><b>Context. </b>Context <a href="http://www.smartrecruiters.com/blog/storytelling-attracts-passive-candidates/">tells a story</a> about how you are living your life and can give an indication on how professional you are.</li>
<li><b>Communication. </b>This<b> </b>shows<b> h</b>ow you engage with audiences within your communities – how you talk with your friends, family and your peers online.</li>
<li><b>Consistency.</b> In direct relation to content, context and communication – what consistency do you exhibit across your social networks? This can reflect behavior, validate how you represent yourself or indicate your authenticity, and that you are who you say you are. In this day and age you cannot make stuff up!</li>
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Employers are looking for people to fit in with ‘their crowd’ or ‘their team’ – they’re assessing your cultural FIT. Social snapshots transform and streamline the hiring process, allowing for a better connection with employers and add value to all parties involved in the hiring process by increasing the ability to better assess an individual’s cultural and professional fit.<br />
What does your social snapshot say about you?<br />
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<em><a href="http://www.linkedin.com/in/donfried"><span class="pibfi_pinterest"><img alt="don fried" class="alignleft wp-image-24155" height="140" src="http://www.smartrecruiters.com/blog/wp-content/uploads/2013/11/don-fried.jpg" style="margin-bottom: 0px; margin-top: 0px;" width="140" /><span class="xc_pin" style="display: block; left: 106px;"></span></span>Don Fried</a> is part of the development team who created and launched <a href="http://www.crewrevu.com/">CrewRevu</a> social snapshots for the hiring community. The essence of CrewRevu is to be socially seen, to stand out and to be recognized in the hiring process. Photo Credit </em><a href="http://fansided.com/2013/06/06/social-media-facebook-twitter-problems/">fansided.</a><br />
<b><a href="http://www.smartrecruiters.com/">SmartRecruiters</a> is the hiring platform with everything you need to source talent, manage candidates, and make the right hires.</b>Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com1tag:blogger.com,1999:blog-4653510286267814745.post-17894057645162655182013-11-20T14:32:00.002-05:002013-11-20T14:32:32.400-05:00Holiday Hunting: Use the Holiday Slowdown to Your Advantage<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-OacScrVJwIk/Uo0N6NQ6kaI/AAAAAAAABH0/pzEcoJLfQNU/s1600/ChristmasJobSearching-iStock.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://4.bp.blogspot.com/-OacScrVJwIk/Uo0N6NQ6kaI/AAAAAAAABH0/pzEcoJLfQNU/s320/ChristmasJobSearching-iStock.jpg" width="226" /></a></div>
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There is a big misconception that companies stop hiring during the holidays. Definitely not true! While the holidays do result in somewhat of a slowdown, employers are still interviewing and hiring – some trying to use budget allocations before year-end, others getting new hires in place for January 1 when new budget dollars kick in. Keeping your job search active will not only get you to the front of the line for these openings, but because other job seekers believe the “no-hire-in December” myth and are slacking off, you will have less competition.</div>
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Here are a few more reasons why this is an ideal time to be job hunting and strategies to implement.</div>
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<b style="margin: 0px; padding: 0px;">1. Multitude of networking/volunteer opportunities</b></div>
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Holiday gatherings provide a relaxed, festive setting for networking. From local business and chamber of commerce events and trade association meetings to neighborhood gatherings, childrens’ school events, church functions, and family parties, the possibilities are endless. Look at your invitations and prioritize according to who could be in attendance – instead of attending the same events that you’ve been to over the past six months, try something different where there is potential to meet new people who could be sources of job leads.</div>
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Also, many nonprofits need additional help so get out there and volunteer. Not only will it boost your self-esteem, you never know who you might meet. Remember, givers always receive … give your time and the rewards will follow!</div>
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When attending any event/activity be prepared with a 30-second sound byte that articulates the ideal position for you, your best “feature” as a candidate, and end by telling the person how they can help (i.e., “who do they know” not “do you know of any jobs”). And finally, be upbeat and positive! This is not the time to complain about how long you’ve been out of work or how grim Christmas morning will be for your kids. Your message needs to be you are excited by new possibilities and the opportunity to utilize your skills to benefit your next employer.</div>
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<b style="margin: 0px; padding: 0px;">2. Take advantage of the holiday spirit</b></div>
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From networking to interviewing, everyone seems to be in a good mood around the holidays, plus the topic of the holidays is a great icebreaker. At an interview, chit-chat about the holiday crowds or the “busi-ness” of the season are natural topics that can ease you past those awkward first few moments. Same holds true at networking events, plus people seem more open and generous this time of year, so job leads and suggestions may flow more readily.</div>
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<b style="margin: 0px; padding: 0px;">3. Connect or reconnect through holiday greetings</b></div>
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The holidays are a great excuse to reach out to former clients, vendors, co-workers, bosses, mentors, or college buddies. Send a card by snail mail or email and in addition to wishing them a good holiday or happy New Year, update them on your job search. You can also reconnect with recruiters or hiring managers that you interacted with earlier in the year to remind them you are still available.</div>
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If you don’t have a job offer by the end of December, by staying active you will be positioned ahead of the competition who will be first launching their search in January. The relationships you build while spreading holiday cheer can mean a new position in 2014!</div>
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<i style="margin: 0px; padding: 0px;">Kathy Keshemberg is a Nationally Certified Resume Writer and Certified Career Management Coach. Since 1983, she has created thousands of interview-winning resumes and related job-search materials for satisfied clients around the world. Need assistance with your career? We’re here to help! </i><i style="border: 0px; color: #444444; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;"><a href="http://www.acareeradvantage.com/" style="border: 0px; color: #444444; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank" title="A Career Advantage">www.acareeradvantage.com</a></i></div>
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Original article can be located here: <a href="http://www.cpgjobs.com/use-holiday-slowdown-advantage/" style="background-color: transparent;">http://www.cpgjobs.com/use-holiday-slowdown-advantage/</a></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-87429974941950163572013-11-19T10:13:00.001-05:002013-11-19T10:13:26.809-05:00What is the True Role of Social Media in Recruitment?<div class="separator" style="clear: both; text-align: center;">
<a href="http://3.bp.blogspot.com/-CqLnPEGkMr0/Uot_stD1yJI/AAAAAAAABHQ/wBTrwh0S13g/s1600/linkedin+in+letters.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="240" src="http://3.bp.blogspot.com/-CqLnPEGkMr0/Uot_stD1yJI/AAAAAAAABHQ/wBTrwh0S13g/s400/linkedin+in+letters.jpg" width="400" /></a></div>
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<span style="background-color: white; color: #444444; font-family: georgia; font-size: 18px; letter-spacing: 0.18000000715255737px; line-height: 29px;">While social media makes it easy to find a thousand, dare I say it, mediocre candidates in one day, locating the perfect match for your unique business needs is still a job best left to a professional, specialist recruitment agency.</span></div>
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Besides the size and quality of the applicant pool, what has changed in recent years is the way people advertise their skills and the way they network with potential employers and other industry professionals. Building a career and job hunting are now a lot more complex than sending the same resume to prospective employers via snail mail, or even via email. For example, LinkedIn, the social media channel developed specifically for professional networking, <a href="http://theundercoverrecruiter.com/linkedin-200-million/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">now has over 200 million members</a> from all over the globe.</div>
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While LinkedIn is leading the way in professional communication and business development, other social media giants like <a href="http://theundercoverrecruiter.com/recruit-facebook/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">Facebook</a> and Twitter are not far behind. In fact, back in November of 2012 Facebook launched a new US based job board feature that gives recruiters the ability to connect to users who are looking for work in their local area. While Twitter is less conducive to professional networking since it restricts posts to a limiting 140 characters, it can still be <a href="http://theundercoverrecruiter.com/list-employers-posting-jobs-twitter/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">tremendously useful</a> for locating local talent. By advertising open positions to followers and searching the user database with keywords that are related to your business, Twitter can be the perfect tool for supplementing other social media channels.</div>
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<strong style="-webkit-font-smoothing: antialiased; box-sizing: border-box; text-rendering: optimizelegibility;">RELATED:</strong> <a href="http://theundercoverrecruiter.com/infographic-92-companies-recruit-social-media/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">How Many Companies Use Social Media to Recruit?</a></div>
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In the practical sense, that means any recruiter can use a searchable database to pull hundreds of candidates with resumes and skills that seem ideal for any open position within your company. But, what reads perfectly on paper doesn’t always translate the same way when you meet and interview the candidate. The difference between recruiters who use social media to locate active candidates, and independent professional recruiters, is that the latter are trained to find passive candidates who not only have the background you are looking for, but who also have the most potential to grow within your company and fit in with your employee culture and team dynamic.</div>
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While it seems like a no-brainer in today’s economic climate, there is an inherent problem with relying on social media and the Internet in general to <a href="http://theundercoverrecruiter.com/find-perfect-employee/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">find your perfect candidates</a> quickly. It’s simply not a sustainable strategy in terms of future growth as the pool of highly-skilled, professional and specialist candidates will inevitably shrink as domestic and international economies rebound further, jobless rates will fall meaning more vacant roles become available, making finding the best possible employee be a lot tougher than throwing a few keywords into a social media search engine.</div>
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To secure and retain the <a href="http://theundercoverrecruiter.com/loyal-employees/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">quality of your employee team</a> in the future, it’s important to maintain a good relationship with a truly specialist recruitment business who is well networked across your sector. This recruitment partner will have the capability to utilise a variety of traditional recruitment methodologies, combined with all available social media channels to help you handpick the perfect candidates for your business in any economy.</div>
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<em style="-webkit-font-smoothing: antialiased; box-sizing: border-box; text-rendering: optimizelegibility;">Author: Paul Simms is an executive recruiter with 15 years of experience across the Australian and UK markets. He is the founder of <a href="http://www.wrightexecutive.com.au/" style="-webkit-font-smoothing: antialiased; box-sizing: border-box; color: #d05810; text-decoration: none; text-rendering: optimizelegibility;">Wright Executive</a>, a specialist business within the Accounting and Professional Services sector.</em></div>
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Original Article can be located: <a href="http://theundercoverrecruiter.com/social-media-role-hiring/" style="background-color: transparent;">http://theundercoverrecruiter.com/social-media-role-hiring/</a></div>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-2200449730988933892013-09-26T09:13:00.000-04:002013-09-26T09:13:14.117-04:00How I Hire: The 5 People You Should Never Hire<div class="separator" style="clear: both; text-align: center;">
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<span style="background-color: white;"><span style="color: #333333; font-family: Arial, sans-serif;"><span style="font-size: 15px; line-height: 20px;">HotelTonight, like many start-ups I talk to these days, is cursed/blessed with a wealth of riches in the form of resumes and job candidates. We’re fortunate enough to get a lot of interest in the roles we post, but the sheer number of responses we get means we need to be efficient about the way we approach the hiring process.</span></span></span></div>
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<strong style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The One Who Hasn’t Used Your Product</strong></div>
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<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">A few years back, when HotelTonight was just getting off the ground, I had an interview in San Mateo for one of our first Market Managers. One of my first questions was about what she thought of the app. Her response: </span><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">To be honest, I haven’t had time to download it yet.</span><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> She had time to trek down to the Peninsula for the interview, but didn't have a few seconds to download the app, do her research and demonstrate her interest in the product and company? I continued the interview, but in retrospect, I should have ended it right then and saved both of us time.</span></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Getting the company name wrong, not downloading their app or checking out their website, not thoroughly researching what a company does – you’d think getting these things right would go without saying, but they come up more often than you’d expect, and demonstrate a lack of attention to detail, passion for the product and industry and, frankly, respect for the company and interviewer.</span></div>
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<strong style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The One With the Typo</strong></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Speaking of attention to detail, typos are another non-starter. Our team has received many a resume expressing a candidate’s enthusiasm for a role at “HotelTonihgt” or emphasizing their “editorail skills” (really). First impressions matter, and it’s worth taking the time (and getting a second set of eyes to look over your resume, cover letter and LinkedIn page) to make a good one.</span></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<strong style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The One With the Out-of-Date LinkedIn Profile</strong></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">In many industries, but in particular the tech world, having an out-of-date LinkedIn profile just doesn’t make sense. Sharing your resume via email is great, but having a clean, updated and professional public profile is essential. Having an updated LinkedIn profile says that you value personal brand management, understand current hiring trends and are upfront about your career history. Take the time to clean yours up, get recommendations from colleagues (and write them in return!) and make yourself look enticing to potential employers. You never know who might discover you that way.</span></div>
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<strong style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The One Who’s Inappropriate on Twitter</strong></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Our sales, </span><a href="http://www.linkedin.com/today/post/article/20130904195802-417196-startups-can-t-skimp-on-customer-service?goback=%2Enpv_417196_*1_*1_name_Zf0I_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1&trk=prof-post" style="border: 0px; color: #006699; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">customer support</a><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> and marketing teams often check out candidates’ social media presence when screening resumes. Not having a Twitter account can raise warning flags, especially for these roles where interacting with the public is part of the job. But posting inappropriate, unprofessional content on your public Twitter account is obviously an even bigger red flag. If your Twitter account is public, it’s part of how you represent yourself and your company. And if you’re going to include it on your resume, make sure you’re not rescheduling interviews due to “a really bad flu” while posting about the massive hangover you have from last night’s concert (yes, this happened).</span></div>
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<strong style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">The One Who Isn't Motivated to Do Great Things</strong></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">If a candidate has no response to a question that should be easy for them to answer, it’s a good indicator that they don’t have that deep-seated motivation to do great things. Figure out what that question is for you. </span><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Why do you want this job? What would you do if you had $10 million? What kind of business would you start, if you could do anything?</span><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> As for my question, I’ll leave that as a surprise for when you come interview at HT.</span></div>
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<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">***</span></div>
<div style="background-color: white; border: 0px; color: #333333; font-family: Arial, sans-serif; font-size: 15.454545021057129px; line-height: 20px; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Of course, the list of positive qualities to look for in candidates far surpasses the dealbreakers. Enthusiasm, passion, energy, pragmatism, intelligence, thoughtfulness – these go a long way in convincing a potential employer that you’re right for the job. Sound like you? We’re </span><a href="http://www.hoteltonight.com/jobs" style="border: 0px; color: #006699; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">hiring</a><span style="border: 0px; font-family: inherit; font-size: 15.454545021057129px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">.</span></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-3653804619928730802013-09-25T07:58:00.000-04:002013-09-25T07:58:13.239-04:00How I Hire: 80+ Perspectives on the Ideal Candidate<div class="separator" style="clear: both; text-align: center;">
<a href="http://2.bp.blogspot.com/-d9kJXNJHZjA/UkLPeDoWcGI/AAAAAAAAA28/Et3H993yE3I/s1600/blog+-+sleeping+on+job.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="212" src="http://2.bp.blogspot.com/-d9kJXNJHZjA/UkLPeDoWcGI/AAAAAAAAA28/Et3H993yE3I/s320/blog+-+sleeping+on+job.jpg" width="320" /></a></div>
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<span style="background-color: white; color: #333333; font-family: Arial, sans-serif; font-size: 15px; line-height: 20px;">For those seeking a job, the rigorous application and interview process can be harrowing. But spare some sympathy for the hiring managers. Sifting through resumes and coaxing out revealing insights in interviews is its own exhausting grind. And what’s at stake is a company’s most important asset: its talent.</span><br />
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More than 80 of LinkedIn’s Influencers -- thought leaders and experts across industries who write original content for LinkedIn -- had lots to say about this topic in <a href="http://www.linkedin.com/channels/how_I_hire?trk=megaphone" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">“How I Hire,” a feature series that launches today.</a> We also teamed up with the New York Times to pull together the best hiring advice out there, including Q&As with career experts.</div>
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Through these blog posts, we get a firsthand look at the hiring philosophies of industry giants like Richard Branson, Deepak Chopra, Sallie Krawcheck and dozens more.</div>
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The series confirms that building a great team is arguably the most important thing to get right when running a company or department, and also one of the toughest. The interview process can also be painful: We quizzed 43 Influencers on their hiring habits, and a full quarter of those we surveyed have gone so far as to fake some type of emergency to end a bad interview.</div>
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Most Influencers have achieved extraordinary success not only on the strength of their own skills, but their talent at evaluating and attracting the best people to fill open roles. As a result, the “How I Hire” series is a goldmine of hiring tips and tricks. Read closely and you might even learn the key to getting a job with an Influencer. Below are a few key takeaways:</div>
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Go with your gut -- or ignore it</h4>
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A strong majority of the Influencers we surveyed say that instinct is more important than data for hiring decisions. But there’s a vocal minority that disagrees, arguing that following your gut can lead you astray.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Tom Bedecarre, chairman of AKQA, <a href="http://www.linkedin.com/today/post/article/20130919033611-886294-how-i-hire-the-rule-of-200" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">collects hundreds of data points</a> on potential hires, saying his most successful hires were the ones he </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">had the most information about.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">On the other hand, AirAsia Group CEO Tony Fernandes </span><a href="http://www.linkedin.com/today/post/article/20130924100720-18376250-how-i-hire-you-got-to-have-heart" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">takes</span> just 10 seconds</a> <span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">to make his decision. He looks for a glint in the eyes that signals passion, hunger and heart.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Expert recruiter Lou Adler tells a </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">cautionary tale </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">that illustrates the <a href="http://www.linkedin.com/today/post/article/20130924101939-15454-how-i-hire-lessons-from-a-multi-million-dollar-mistake" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">dangers of relying on intuition</a> or first impressions to make hiring decisions.</span></li>
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Level the playing field</h4>
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As attractive as trusting your instincts might seem, many managers instead rest their hiring decisions on diagnostics that compare different candidates according to the same criteria. Depending on the role, those criteria vary widely.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Steve Blank, co-author of the Startup Owner’s Manual, outlines an ingenious way of<a href="http://www.linkedin.com/today/post/article/20130924101811-95015-how-i-hire-make-hiring-easy-as-pie" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">visually comparing candidates</a> </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">using a pie chart.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Nicholas Thompson, editor of the New Yorker online, advocates a thorough approach including grilling candidates and </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">giving them all the same test,</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> whether it’s a <a href="http://www.linkedin.com/today/post/article/20130924104601-7070331-how-i-hire-quiz-candidates-and-grill-references" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">story to edit or a coding challenge.</a></span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Kabam CEO Kevin Chou devised a </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><a href="http://www.linkedin.com/today/post/article/20130924094830-970055-how-i-hire-the-case-study-interview" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">case study interview<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> as a screening exercise</span></a> that breaks through the noise of the application process.</span></li>
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It’s not about getting the answer right</h4>
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Good interviewers ask lots of smart questions. But again and again, we heard Influencers say that specific responses were less important than other factors like the quality of the conversation and the way candidates thought about questions. In other words, don’t fret if you don’t have the perfect response to an interview query. Your questioner might be testing you for something else entirely.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">DJ Patil, VP of product at RelateIQ, asks two <a href="http://www.linkedin.com/today/post/article/20130924101739-4933865-how-i-hire-the-question-you-expected-me-to-ask" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">deceptively similar questions</a> and makes a judgment not just on the answer, but the </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">speed of the response and its tone.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Eric Ries, author of the Lean Startup, conducts technical interviews with an in-depth programming and <a href="http://www.linkedin.com/today/post/article/20130924101711-2157554-how-i-hire-use-whiteboards-in-technical-interviews" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">problem-solving exercise</a> to </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">closely mimic a workplace interaction</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">. He has found that people with the "right" answer to the problem off the bat end up performing worse than those who are open to creative solutions.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Steve Stoute, co-founder of celebrity ad agency Translation, says he </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">talks about things besides the position</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> he’s filling, including what an <a href="http://www.linkedin.com/today/post/article/20130923225731-3312983-how-i-hire-the-difference-between-winning-and-losing" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">applicant’s parents do for a living</a>. He’s trying to get a feel for the candidate, not just the dates and locations on their resume.</span></li>
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Hire teams, not individuals</h4>
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Many Influencers made the point, in different ways, that it’s as important, if not more, to hire a team that works well together than it is to hire a bunch of great individuals.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Sallie Krawcheck of 85 Broads and formerly the president of Merril Lynch, notes that you can't have a </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><a href="http://www.linkedin.com/today/post/article/20130923225902-174077701-how-i-hire-you-can-t-build-a-team-with-all-point-guards" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">basketball team with all point guards</a>. </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Diversity of roles and backgrounds has been proven to make teams better.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">GE CMO Beth Comstock reminds us there are no “lone geniuses,” and <a href="http://www.linkedin.com/today/post/article/20130923225748-19748378-how-i-hire-there-is-no-lone-genius-hire-a-team-with-these-4-types-on-the-four-types" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">it’s teams that do the real work</a>. To create diverse teams she</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> looks to fill roles</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> including the well-balanced employee and the fish out of water.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">James Caan, CEO of Hamilton Bradshaw, auditions shortlisted employees by </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">having them <a href="http://www.linkedin.com/today/post/article/20130924100831-32175171-how-i-hire-come-in-and-sit-with-my-team" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">sit in with his team</a></span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> and seeing what kind of fit they are.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Jen Dulski, president and COO of Change.org, cites six must-haves when she’s bringing new people on board, </span><a href="http://www.linkedin.com/today/post/article/20130924104438-407452-how-i-hire-adaptability-and-5-other-must-haves" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">including </span>a diverse team.</a></li>
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Know what you’re looking for -- and name it</h4>
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For many, the hiring process is built around identifying very specific traits. Influencers don’t just hire for broadly defined character traits like cooperation or persistence. Many have been building teams for so long that they’ve given names to the unique skill sets or combinations of traits that the perfect hire must posses.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Diego Rodriguez, partner at IDEO, looks for what he calls </span><strong style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">“</strong><a href="http://www.linkedin.com/today/post/article/20130924112927-5935179-how-i-hire-think-like-indiana-jones" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">informed intuition</a>,”<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> a highly developed sense of what is awesome and what is not, what will work and what won’t.</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Chopra Foundation Founder Deepak Chopra goes so far as to create a </span><a href="http://www.linkedin.com/today/post/article/20130923225830-75054000-how-i-hire-look-into-an-applicant-s-soul" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">"soul profile,”</a> <span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">a portrait of each candidate that includes questions about their life’s purpose and what they look for in a friend. Chopra argues that technical skills can be outsourced, but “</span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">what makes an organization or business successful are core values, qualities of character, vision, purpose, camaraderie, and joy. And these cannot be outsourced.”</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Management guru and former GE CEO Jack Welch also looks for something singular in addition to qualities like energy and edge. He defines it as </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">the <a href="http://www.linkedin.com/today/post/article/20130923225948-86541065-how-i-hire-the-must-haves-the-definitely-should-haves-and-the-game-changer" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">“generosity gene,”</a> </span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">a trait belonging to people who get joy out of seeing those around them do well.</span></li>
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Keep in mind what you don’t want</h4>
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How do Influencers get so good at hiring? By learning from their mistakes. Nearly all of the Influencers we surveyed said at some point they’ve regretted a hiring decision they made. From that, many have taken lessons about how to screen out candidates who won’t work out.</div>
<ul style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; list-style-image: initial; list-style-position: initial; margin: 1em 0px; outline: 0px; padding: 0px 0px 0px 3em; vertical-align: baseline;">
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Neil Weinberg, editor-in-chief of American Banker magazine, has a </span><a href="http://www.linkedin.com/today/post/article/20130924101122-33551920-how-i-hire-details-experience-enthusiasm-matter" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">list of pet peeves</a><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">that get applicants struck from consideration, from spelling errors in a cover letter to unprofessional clothes or attitude. (Incidentally, wardrobe gripes aren’t as common than they once might have been: Only six out of 43 Influencers we surveyed say wearing a suit to an interview is an absolute must.)</span></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Lesley Seymour, editor-in-chief of More magazine, resists the idea that hiring from a pool of younger candidates means bringing spoiled brats on board. She says you just have to know how to </span><a href="http://www.linkedin.com/today/post/article/20130924104151-16900836-how-i-hire-weed-out-the-spoiled-millenials" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">weed out the entitled millennials.</a></li>
<li style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Bruce Kasanoff, CEO of Now Possible, </span><a href="http://www.linkedin.com/today/post/article/20130924100648-36792-how-i-hire-keep-takers-away-from-customers" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">sifts what he calls “givers” from “takers”</a><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> and keeps "takers" -- people who are mostly self-interested -- away from customer-facing roles.</span></li>
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<div style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin-bottom: 1em; margin-top: 1em; outline: 0px; padding: 0px; vertical-align: baseline;">
<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">To peek into the minds of dozens more who have mastered staffing (and to learn from their mistakes), check out the full series <a href="http://www.linkedin.com/channels/how_I_hire?trk=megaphone" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">here<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">.</span></a></span><span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"> For more strengths to look for and flubs to avoid when hiring, log on to LinkedIn at 2 p.m. EST on Thursday, Sept. 26, when I’ll be moderating a<a href="http://bit.ly/18m4L9F" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">live chat</a> on hiring with New York Times columnist Adam Bryant and human resources expert Josh Bersin. Finally, tell us in the comments or on Twitter using the hashtag #HowIHire: What do you think is the most important thing to think about when hiring?</span></span></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-33301756377313319162013-09-20T10:23:00.000-04:002013-09-20T10:23:01.538-04:00Recruiters, Here’s why Job Seekers Dislike You<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-OmJJu8ZdVUI/UjxYcBCq8qI/AAAAAAAAA2Q/ouD04KCaBC0/s1600/blog+-+recruiters.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" closure_lm_586404="null" src="http://4.bp.blogspot.com/-OmJJu8ZdVUI/UjxYcBCq8qI/AAAAAAAAA2Q/ouD04KCaBC0/s1600/blog+-+recruiters.jpg" vsa="true" /></a></div>
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Well, it’s not really you, but more of your actions when it comes to the <a href="http://www.recruiter.com/hiring-process.html">hiring process</a>. I came across <a href="http://money.usnews.com/money/blogs/outside-voices-careers/2013/08/05/10-things-job-seekers-hate-about-recruiters">an article</a> in the “Money Careers” section of USnews.com entitled, “10 Things Job Seekers Hate about Recruiters,” and then I wondered, <em>“Are they justified to feel this way?”</em></div>
Check out the really only eight (not 10 like the title said) areas that cause job seekers to “hate” recruiters’ actions and approaches, and see if you’re guilty of doing any of these things. Also, be sure to note whether or not Recruiter.com thinks job seekers are justified in their thinking/feeling and why:<br />
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<strong>1. Advertising jobs that don’t exist.</strong> Staffing agencies are notorious for posting boilerplate ads for jobs that don’t really exist to build a database of candidates who they might call on in the future. Agencies defend this by saying that they fill jobs that are <em>similar</em> to the ones advertised all the time – but many job seekers are frustrated when they arrive for an interview, only to discover that there’s no job to be had.</blockquote>
<em>Justified?</em> I would have to say yes. Job seekers spend hours upon hours applying for seemingly vacant positions. The process can become tedious and time consuming very quickly. Think of how frustrating it is for a candidate to spend time drafting or tailoring a cover letter and resume for a specific position; spending 45 minutes to an hour filling out an extensive application; calling and emailing to check the status of his/her application only to discover the job doesn’t really exist?<br />
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<strong>2. Calling candidates at work.</strong> You’d think that recruiters would understand why candidates might not want to tip off their employers that they’re job searching, but recruiters regularly call candidates at work without their permission – leaving candidates trying to disguise who they’re talking to and why.</blockquote>
<em>Justified?</em> No. If job seekers don’t want recruiters to call them at work, they shouldn’t give out their work number. Recruiters should be respectful and not call a job seeker at any number without his/her permission, but a surefire way to avoid this is only listing a number you’re comfortable with recruiters calling you at. Also, list a specific time of day you know you’ll be free, like your lunch hour, so even if you’re at work and the recruiter calls, you can answer.<br />
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<strong>3. Contacting candidates about jobs that they’re not remotely suited for.</strong> While good recruiters can read a résumé and get an initial sense of whether someone might be worth talking to about a particular job, less skilled recruiters sometimes take a more scattershot approach. As a result, they end up pushing graphic designers to interview for programming jobs, researchers to interview for sales jobs and other obvious mismatches.</blockquote>
<em>Justified?</em> Yes, because every candidate wants to be confident he/she is the best person for the job and will perform as such. It’s hard to be sure of this when interviewing for a role one has no work experience in whatsoever.<br />
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<strong>4. Misrepresenting jobs.</strong> Too many job seekers have been told that they’re interviewing for a position working on A, B and C, only to meet the hiring manager and discover that she’s really looking for someone to do D and E.</blockquote>
<em>Justified?</em> Yes, same as number 4. Yet, sometimes interviewing for a position other than intended can lead to better opportunities or a better fit.<br />
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<strong>5. Scheduling phone interviews and then not calling. </strong>You cleared time on your calendar, prepared for the interview, and maybe even found child care to ensure that you’d have a quiet time to talk, and then the recruiter doesn’t call at the scheduled time.</blockquote>
<em>Justified?</em> YES. I’ve had this happen to me before and it’s extremely frustrating and<a href="http://www.recruiter.com/i/6-ways-to-repel-talented-candidates/"> leaves a bad impression </a>on the job seeker.<br />
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<strong>6. Calling for an unscheduled phone interview and expecting the candidate to drop everything to talk.</strong> It’s fine to call a candidate to see if they have a few minutes to discuss a position, but too often recruiters expect the person to drop whatever they’re doing and are put out when they can’t or won’t.</blockquote>
<em>Justified?</em> Again, I’ll say yes. Recruiters may think job seekers should be willing to do whatever it takes, and most are, but that’s no reason to be inconsiderate.<br />
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<strong>7. Changing candidates’ résumés without their permission.</strong> You should maintain control over your résumé at all times, but some recruiters will change key details on it without your permission, sometimes even rewriting it inaccurately. This, of course, can result in an awkward moment if you’re meeting with the hiring manager and she asks you about a project you never worked on or thinks you were at your last job longer than you were.</blockquote>
<em>Justified?</em> I’m in the middle. On one hand, a recruiter may help a candidate by correcting grammar, removing unnecessary contact info, etc. Yet, on the other hand, if you’re going to change a candidate’s resume drastically, notify him/her ahead of time.<br />
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<strong>8. Acting excited about a candidate but then dropping out of contact.</strong> The ranks of job seekers abound with people who are weary of hearing recruiters describe how perfect they’d be for an open role – only to then never hear from them again.</blockquote>
<em>Justified?</em> Yes, again, I’ve been here before and it is frustrating and <a href="http://www.recruiter.com/i/the-time-wasters-of-your-hiring-process/">wastes a candidate’s time</a>. Recruiters need to follow the golden rule: “Do unto others as you would have them do unto you.”<br />
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Written by <span class="myauthor">Shala Marks</span><span class="myseparator"> | </span><span class="meta-sep">August 27, 2013</span> for Recruiter.com / Original article can be found here Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-71628055056825484412013-09-18T07:50:00.001-04:002013-09-18T07:50:33.672-04:0010 Siri Tricks To Help You Be Your Most Productive Self<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-WWpjSXCN54g/UjmTOts0afI/AAAAAAAAA2A/RrYVS-iqaV4/s1600/blog+-+Siri.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" src="http://4.bp.blogspot.com/-WWpjSXCN54g/UjmTOts0afI/AAAAAAAAA2A/RrYVS-iqaV4/s320/blog+-+Siri.jpg" width="319" /></a></div>
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Apple's sassy assistant Siri can be the biggest productivity booster ever. Dial up your patience for a few days, and try these easy tips. Once you do, you may never go back to life without Siri.</div>
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<span id="posted_date" style="color: #999999; font-size: 14px; font-weight: bold; text-transform: uppercase;">SEPTEMBER 16, 2013</span> <div style="display: inline; margin-bottom: 10px !important;">
There are literally thousands of commands you can issue to Siri, the “intelligent” voice-activated assistant built into Apple’s iOS. I say “intelligent” in quotes because for many people Siri is anything but. Siri can be, in fact, completely useless.</div>
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The first couple of times Siri stumbles on a command, or simply times out, you cuss it out and never launch it again. At least, that was my experience. That’s until I wondered whether the problem was actually me, and not Siri. I know this sounds like a bad breakup line, but I’ve been spending some time trying really, really hard to make it work. I’ve been tweaking settings, learning commands and patiently correcting Siri when there was a hiccup.</div>
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The results have been pretty good. It's not perfect, but it is a lot better. I found that keeping it simple is the best approach. Nothing too ambitious. Siri can find flights or book restaurants, but I tend to use her for everyday tasks—the productivity stuff, in other words.</div>
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And for a lot of it, Siri is simply the best. There is no easier way to set a reminder, add a meeting to your calendar, start calls or send messages. You speak, she does it. For example, after you park your car and feed the meter, try saying “Set a one hour timer.” It’s much, much easier than doing it manually.</div>
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A small commitment spent learning how to use Siri can pay off big dividends. Siri has lived up to its promise and truly made me more productive.</div>
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If you've dismissed Siri due to frustration, or never even gave it a shot, I have 10 simple tips to help get you started. Try them. Once you work out the kinks and get in the habit of using Siri, you'll wonder how you ever got by without it.</div>
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1. Make Siri A Habit</h2>
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The biggest hurdle was forcing myself to use Siri. Every time she failed, I just gave up and did whatever it was I was going to do manually. However, by forcing myself to launch Siri every time I went to type something, I soon got into the habit.</div>
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Instead of opening the Messages app, I now say “text my wife,” and I’m usually done in a fraction of the time this used to take. Next time you start an email or search for a contact, force yourself to use Siri instead. It takes about a week to get into the habit, but it’s worth it.</div>
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2. <b>Use Raise to Speak</b></h2>
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Most people hold the Home button for two seconds to bring Siri to life, but there’s a better way to use Siri in public. Raise to Speak launches Siri when you lift your iPhone to your ear, and you are "not" making a phone call. Her voice comes out of the earpiece, not the speaker, and you look as though you are making a regular phone call when you speak to her.</div>
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If Raise to Speak is off, go to Settings > General > Siri and scroll to the bottom. There you’ll see the “Raise to Speak” button, which you can switch to "on."</div>
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3. <b>Set Up Your Contacts</b></h2>
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Make sure to tell Siri about all your most important relationships. You can do this manually in Contacts by selecting your own contact information and filling in the slots for “wife,” “daughter,” and so on. A quicker method is to tell Siri directly: "Joe Bob is my brother.” Just make sure the name is already in your contacts. Say “Yes” when Siri asks you to confirm. This is a great and natural way to contact people: “Call my boss” or “text my assistant I’ll be 20 minutes late.” You can even add custom labels like “accountant” or “lawyer.”</div>
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<a href="https://d8a8a12b527478184df8-1fd282026c3ff4ae711d11ecc95a1d47.ssl.cf1.rackcdn.com/wp-content/uploads/2013/09/apple-siri-productive-khaney-open-forum-embed.jpg" style="color: #458ac3; outline: 0px; text-decoration: none;"><img alt="apple-siri-productive-khaney-open-forum-embed" class="alignnone size-full wp-image-87424" height="397" src="https://d8a8a12b527478184df8-1fd282026c3ff4ae711d11ecc95a1d47.ssl.cf1.rackcdn.com/wp-content/uploads/2013/09/apple-siri-productive-khaney-open-forum-embed.jpg" style="border-color: transparent; border-width: 0px; height: auto; width: 545px;" width="595" /></a></div>
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4. <b>Add Phonetic Spellings And Nicknames</b></h2>
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Siri stumbled over my daughter’s name until I added a phonetic spelling to her Contact card. In Contacts, find the person with the troublesome name. Hit “Edit” and scroll down to the bottom. Hit the button that says "Add New Field” and select "Phonetic First Name" or "Phonetic Last Name," depending on which one Siri can’t recognize. Now when you ask Siri to say or recognize a name, she'll get it right. You can even do this for place names, like favorite restaurants or places with hard-to-recognize names. Palace of “Ver-Sigh,” for example.</div>
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Another useful trick is to add nicknames to contacts. Using a nickname to call someone or send a text is a great, natural way to do things. Again, find the contact, hit “Edit” and “Add New Field” and select “Nickname.”</div>
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<b>5. Calendar</b></h2>
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It takes some getting used to, but using Siri to manage your calendar can be a big productivity boost. Adding new events, for example, can be a lot easier with Siri than any other method, including typing on your computer. The main trick is to include as much information as possible in the command. A rookie mistake is to say, “Schedule a meeting for tomorrow,” to which Siri responds with a query about what time? Better to say "Schedule a meeting with Joe Bob tomorrow at 11a.m." If Joe Bob is in your contacts, he will even receive an email invitation.</div>
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Siri has quite a lot of smarts. If you make a mistake, you can easily fix things by saying "change the time" or simply “cancel.” If there is ambiguity, Siri will ask questions to clarify the time or location. She is aware of conflicts with events already on your calendar, and can respond intelligently if you say “Cancel the 5 p.m. appointment” or “Reschedule my meeting on Thursday.”</div>
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Siri is good for searching your calendar or changing specific events. She understands “What appointments have I got tomorrow?” as well as “Cancel my doctor’s appointment on Friday.” </div>
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<b>6. SMS</b></h2>
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I use Siri a lot for sending texts, my preferred way to communicate these days. Again, the rookie mistake is to say simple, “Send a text.” If you don’t specify, Siri will prompt you for a name, phone number or email address. Better to say, “Tell Joe Bob I’ll be 20 minutes late,” or “Text my mother that we arrived safely.” The keywords are “Tell” and “Text,” which alerts Siri to send an SMS message. In the car, you can ask Siri to read arriving texts out loud, and then respond: “Reply that I will be there shortly,” all without taking your eyes off the road.</div>
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7. <b>Email</b></h2>
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Using Siri for email is a bit more involved than sending SMS texts, but again it’s useful for situations like driving. Siri understands “Check Email” and will respond with a list all of your latest messages. You can respond by saying “Reply to <Name> saying <Message>.” You can even email multiple recipients.</div>
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When using Siri to send an email, the important keywords to use are: “send”, “about” and “say.” This way you can rattle off the recipient, subject line and message body in one go: Send email to <name> about <subject> and say <message body>. So, to send an email addressed to “Joe Bob” with the subject of “Las Vegas” and the body message of “You up for a trip to the desert this weekend?” you would simply say: "Send email to Joe Bob about Las Vegas and say You up for a trip to the desert this weekend?"</div>
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Siri will confirm if the message is ready to go, and you simply respond “Yes” or tap the “Send” command on screen.</div>
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It can be quite a mouthful, but it is considerably faster than the laborious question and answer method of using Siri with a standard “Send email” command.</div>
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<b>8. Location-Aware Reminders</b></h2>
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To-do lists never work for me because I always forget to check them. Not so with a reminder that pops up at a particular location. It’s dead easy to tell Siri: “Remind me to get milk when I leave.” And when I step out of the door, the reminder pops up. There’s no need to tell Siri my location thanks to GPS. </div>
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There are lots of situations you can use location-aware reminders: “Remind me to feed the fish when I get home,” or “Remind me to say happy birthday to my boss when I get to work.”</div>
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I find it useful for errands: “Get coffee at Martha Brothers” (my local coffee shop) or “Drop clothes at Locals Dry Cleaners.” Then when I pass the dry cleaners on the way home, a reminder pops up. Of course, you have to put the addresses of the coffee shop and dry cleaners into your contacts and turn on Location Services in Settings > Privacy Location Services.</div>
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To add addresses to your contact book, say “Find Walgreens,” then hit the red pin in the map and select the “Create New Contact” button to add it to your contacts.</div>
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9. <b>Use The “Information” Button</b></h2>
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When Siri is invoked, there’s a small “i” icon (for “Information”) in the bottom left corner of the screen. It’s very easy to overlook, but tap it and you’ll discover a big and useful library of tips for using Siri. They are arranged by App or task: Phone, Messages, Calendar, Restaurants, Movies, Notes and Settings. It’s well worth spending some quality time here, familiarizing yourself with features like finding the easiest way to get a trivia answer—simply by saying, “Google the war of 1812.” </div>
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10. <b>Fix Mistakes And Keep Going</b></h2>
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Perseverance is one of the keys to getting Siri to work over the long haul. Apple claims that Siri gets better the more you use her. She does this by listening for your dialect or accent, and categorizing you against all the accents she understands. The more people use it, the more accents she understands and the better she is able to understand you, the individual. Or so Apple claims.</div>
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On a personal level, you can help her better understand commands by manually correcting mistakes. After issuing a command, check the speech box showing what you said. Siri frequently underlines in blue any words she misheard or can’t understand. Hit the underlined word and a dialogue pops up with some alternatives, which are often correct. I found that Siri often stumbles on the same commands and that training her to recognize correct words pays off. Of course, it’s inconvenient, but her transcription errors are far more infrequent after a little training.</div>
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<em>Read more articles on <a href="http://www.openforum.com/topics/technology" style="color: #458ac3; outline: 0px; text-decoration: none;" target="_blank">technology for small business</a></em>.</div>
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<i>Article Written by:</i></div>
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Leander Kahney</h3>
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Editor & Publisher, Cult of Mac.com</h4>
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<em>Photos: Federated Media, Apple</em></div>
</div>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-49375696374918120662013-09-11T09:05:00.000-04:002013-09-11T09:05:12.224-04:00Good News for ATLiens: Metro Atlanta hiring to be ‘very healthy’ in Q4<div class="separator" style="clear: both; text-align: center;">
<a href="http://4.bp.blogspot.com/-D1jMAvS2Aqw/UjBqRHmB90I/AAAAAAAAA1g/bdicLP95U0c/s1600/blog+-+Will.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="http://4.bp.blogspot.com/-D1jMAvS2Aqw/UjBqRHmB90I/AAAAAAAAA1g/bdicLP95U0c/s1600/blog+-+Will.jpg" /></a></div>
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Will's Article Pick of the Day:</div>
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<b style="background-color: white; color: #444444; font-family: 'Helvetica Neue', Helvetica, Arial, sans-serif; font-size: large; line-height: 20px;">Metro Atlanta hiring to be ‘very healthy’ in Q4</b></div>
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Metro Atlanta employers expect to hire at a healthy rate in the fourth quarter, though not as much as in the third quarter, according to the Manpower Employment Outlook Survey.</div>
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From October to December, 21 percent of the companies Manpower interviewed said planned to hire more employees, while 6 percent expected to cut staff. Another 69 percent expected to maintain their current workforce levels and 4 percent were uncertain about their hiring plans. This yields a Net Employment Outlook of 15 percent, Manpower said.</div>
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“Employers’ hiring expectations for Quarter 4 2013 are less optimistic compared to Quarter 3 2013 when the Net Employment Outlook was 20 percent,” said Manpower spokesperson <a href="http://www.bizjournals.com/atlanta/search/results?q=Judy%20Leppla" style="color: #334e91; padding-right: 0px; text-decoration: none;">Judy Leppla</a>. “Compared to one year ago when the Net Employment Outlook was 4 percent, employers are considerably more confident about their staffing plans.”</div>
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As for Georgia, 18 percent of the companies interviewed plan to hire more employees and 6 percent expect to reduce their payrolls, Manpower reported. Another 72 percent expect to maintain their current staff levels and 4 percent are not certain of their hiring plans. This yields a Net Employment Outlook of 12 percent for the Peach State.</div>
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Article written by : </div>
<span style="background-color: white; color: #242424; font-family: 'Helvetica Neue', Helvetica, Arial, sans-serif; font-size: 14px; line-height: 20px;"></span><span style="background-color: white; color: #222222; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 13px; line-height: 18px;"></span><br />
<dl style="background-color: white; border: 0px; color: #242424; font-family: 'Helvetica Neue', Helvetica, Arial, sans-serif; font-size: 14px; line-height: 20px; margin: 0px; outline: 0px; padding: 10px 0px; vertical-align: baseline;">
<dt style="background-color: transparent; border: 0px; font-size: 12px; font-weight: bold; line-height: 15px; margin: 0px 0px 3px; outline: 0px; padding: 0px; vertical-align: baseline;"><a href="http://www.bizjournals.com/atlanta/bio/12101/Jacques+Couret" rel="author" style="color: #334e91; padding-right: 0px; text-decoration: none;">Jacques Couret</a></dt>
<dd style="background-color: transparent; border: 0px; font-size: 12px; line-height: 15px; margin: 3px 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Senior Online Editor-<em style="background-color: transparent; border: 0px; display: block; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Atlanta Business Chronicle</em></dd><dd style="background-color: transparent; border: 0px; font-size: 12px; line-height: 15px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><a href="mailto:jcouret@bizjournals.com" style="color: #334e91; padding-right: 0px; text-decoration: none;">Email</a></dd><dd style="background-color: transparent; border: 0px; font-size: 12px; line-height: 15px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><br /></dd><dd style="background-color: transparent; border: 0px; font-size: 12px; line-height: 15px; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><span class="date" style="border: 0px; color: #999999; display: block; line-height: 16px; margin: 0px 4px 0px 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Sep 10, 2013, 9:33 am EDT</span><br /><h5 style="border: 0px; color: #666666; font-size: 12px; line-height: 16px; margin: 2px 0px 0px; outline: 0px; padding: 0px; vertical-align: baseline;">
<a class="ct" ct="OPT: has-image Atlanta Economic Snapshot category" href="http://bizjournals.com/atlanta/" style="color: #666666; padding-right: 0px; text-decoration: none;">Atlanta Business Chronicle</a></h5>
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<a class="ct" ct="OPT: has-image Atlanta Economic Snapshot headline" href="http://www.bizjournals.com/atlanta/news/2013/09/10/manpower-metro-atlanta-hiring-to-be.html" style="color: #334e91; padding-right: 0px; text-decoration: none;">Manpower: Metro Atlanta hiring to be ‘healthy’ in Q4</a></h4>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-17488316381697600882013-08-22T15:45:00.001-04:002013-08-22T15:45:07.318-04:0010 new ways to build a kick-butt new-age resume: Heavy on the innovate, light on the cheesy<h1 class="article-title" itemscope="" itemtype="http://data-vocabulary.org/Breadcrumb" style="background-color: white; color: #ff3c1f; font-family: BentonSans, sans-serif; font-size: 2.5em; font-weight: 200; letter-spacing: -1px; line-height: 1.2em; margin: 0px; padding: 0.75em 0.75em 0.5em; position: relative; text-align: center;">
10 new ways to build a kick-butt new-age resume</h1>
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Despite all the advancements in technology over the last decade or so, the traditional word-based resume is still as popular as ever.</div>
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However, if you’d like to stand out from the crowd there are a number of new school options for you to consider. And we’re not talking about simply having a LinkedIn profile which could almost be considered ‘old hat’ now. Nope, we’re about to enter a new world of resume building and sharing.</div>
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The only question is; Are prospective employers ready for what you can now dish up? It’s time to find out!</div>
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Social Resumes</h3>
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<img alt="resumup 10 new ways to build a kick ass digital resume" class="size-full wp-image-364642 aligncenter" height="204" src="http://cdn.thenextweb.com/wp-content/blogs.dir/1/files/2012/04/resumup.png" style="-webkit-user-select: none; border: 0px; display: block; height: auto; margin-left: auto; margin-right: auto; max-width: 100%;" title="resumup photo" width="518" /></div>
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<strong style="color: #424242;">1. <a href="http://www.zerply.com/" style="color: #b83015; text-decoration: none;">Zerply.com</a></strong></div>
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Zerply is one of the more high profile socially-shaped resume and career sites going around. In fact, Zerply makes a point of telling new users that it is ‘killing the resume’ by showcasing your work in a more interactive and engaging manner. It features all of the social elements you’d expect including the ability to follow people, access a news stream and analyse stats.</div>
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<strong style="color: #424242;">2. <a href="https://www.facebook.com/ResumUP" style="color: #b83015; text-decoration: none;">ResumUP</a></strong></div>
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The first of two Facebook-powered apps, ResumUP wants to make your ‘social profile visual’. Of the two options you’re given (Facebook or LinkedIn), the latter will give you the most professional looking account of your history. And they’re not kidding about the visual aspect, it can make anyone’s work experience look hot! [Read our <a href="http://thenextweb.com/apps/2012/03/15/resumup-turn-your-facebook-profile-into-a-beautiful-visual-resume/" style="color: #b83015; text-decoration: none;">full story on ResumUP here.</a>]</div>
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<strong style="color: #424242;">3. <a href="http://www.branchout.com/" style="color: #b83015; text-decoration: none;">BranchOut.com</a></strong></div>
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Yes, BranchOut is technically more a ‘network’ than a plain old resume builder option but it allows you to create a profile which features everything that is wonderful (or not) about you.</div>
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<strong style="color: #424242;">4. <a href="http://resume.linkedinlabs.com/" style="color: #b83015; text-decoration: none;">LinkedIn Resume Builder</a></strong></div>
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LinkedIn have been quietly developing this functionality as an add-on to the main site. It literally takes your profile information and formats it in traditionally-styled word-based resume. If you are after consistency across the web, this is possibly the one for you.</div>
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Visual Resume Builders</h3>
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<img alt="resumebaking 10 new ways to build a kick ass digital resume" class="size-full wp-image-364645 aligncenter" height="228" src="http://cdn.thenextweb.com/wp-content/blogs.dir/1/files/2012/04/resumebaking.png" style="-webkit-user-select: none; border: 0px; display: block; height: auto; margin-left: auto; margin-right: auto; max-width: 100%;" title="resumebaking photo" width="518" /></div>
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<strong style="color: #424242;">5. <a href="https://www.resumebaking.com/" style="color: #b83015; text-decoration: none;">ResumeBaking.com</a></strong></div>
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This is one of the more robust options out there thanks to its powerful interface. It also features all of the most up-to-date social sharing links so you can get yourself noticed too. Other key features include job search and notification functionality, a cover letter builder, stats and insights and adjustable templates.</div>
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<strong style="color: #424242;">6. <a href="http://www.visualcv.com/" style="color: #b83015; text-decoration: none;">VisualCV.com</a></strong></div>
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VisualCV.com is one of the more popular resume builder sites thanks to is simple user experience. To get the best feel for what it can do, check out the big bank of examples hosted <a href="http://www.visualcv.com/www/examples/" style="color: #b83015; text-decoration: none;">here</a>.</div>
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<strong style="color: #424242;">7. <a href="http://www.resumebear.com/" style="color: #b83015; text-decoration: none;">ResumeBear.com</a></strong></div>
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The most exciting element of ResumeBear is its real-time tracing capability which can give you a sense of how popular your resume is. It can even tell you who opened your resume so you can reach out to them while the iron is hot. You can access your resume dashboard via your <a href="http://resumebear.com/mobile" style="color: #b83015; text-decoration: none;">mobile phone</a> (iPhone and Android).</div>
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<strong style="color: #424242;">8. <a href="http://www.doyoubuzz.com/" style="color: #b83015; text-decoration: none;">DoYouBuzz.com</a></strong></div>
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This is quite similar to ResumeBear in that it provides you with a complete build and track solution. You have a number of design options with DoYourBuzz and it is also optimised for SEO visibility (but then again you should expect this benefit as standard for services like these).</div>
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Mobile Resumes</h3>
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<strong style="color: #424242;">9. <a href="http://itunes.apple.com/us/app/infinity-resume-builder/id488719458?ls=1&mt=8" rel="nofollow" style="color: #b83015; text-decoration: none;">Infinity resume app (for iPhone)</a></strong></div>
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I’m an Android guy so I can’t vouch for this one first hand but it looks interesting enough. The <a href="http://infinityresumebuilder.com/" style="color: #b83015; text-decoration: none;">Infinity Resume Builder</a> (iPhone app) essentially brings basic resume creation capabilities to your mobile. It features a series of drop-down menus to help you create your ‘on-the-go’ work experience snapshot.</div>
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A Left-field Option</h3>
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<a href="http://thenextweb.com/lifehacks/2012/04/07/10-new-ways-to-build-a-kick-ass-digital-resume/facebooktimeline/" rel="attachment wp-att-364649" style="color: #b83015; text-decoration: none;"><img alt="facebooktimeline 10 new ways to build a kick ass digital resume" class="size-full wp-image-364649 aligncenter" height="263" src="http://cdn.thenextweb.com/wp-content/blogs.dir/1/files/2012/04/facebooktimeline.png" style="-webkit-user-select: none; border: 0px; display: block; height: auto; margin-left: auto; margin-right: auto; max-width: 100%;" title="facebooktimeline photo" width="517" /></a></div>
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<strong style="color: #424242;">10. <a href="https://www.facebook.com/AdamVincenziniPro" style="color: #b83015; text-decoration: none;">The Facebook Timeline edition resume</a></strong></div>
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One of the more unique and VERY new ways to illustrate your career history is by creating a Facebook timeline edition of your resume. While it may not be the most natural way of showcasing your career, the chronological timeline display and ability to back-date milestones works pretty well. I actually created my own Facebook timeline edition resume which you can see <a href="https://www.facebook.com/AdamVincenziniPro" style="color: #b83015; text-decoration: none;">here</a>.</div>
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<span class="article-author-name" style="color: #a6abaf; font-size: 15px; font-style: italic; line-height: 27px; text-align: center;">By <a href="http://thenextweb.com/author/adamvincenzini/" rel="author" style="color: #ff3c1f; text-decoration: none;" title="Posts by Adam Vincenzini">Adam Vincenzini</a>, </span><span class="article-date" style="color: #a6abaf; font-size: 15px; font-style: italic; line-height: 27px; text-align: center;">Saturday, 7 Apr '12</span><span class="article-time" style="color: #a6abaf; font-size: 15px; font-style: italic; line-height: 27px; text-align: center;">, 02:21pm</span></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-89122828981764455172013-08-21T09:50:00.000-04:002013-08-21T09:50:19.793-04:00What I Learned From Taking a Train Ride With a Bunch of Millennials<div class="separator" style="clear: both; text-align: center;">
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><b>The Millennial Generation</b>—those born between 1981 and 2000 or thereabouts—often get a bad rap in the media. A <a href="http://www.time.com/time/subscriber/article/0,33009,2143001,00.htm" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank"><em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Time</em> Magazine cover story</a> in May called them the “Me Me Me Generation” describing them as lazy, entitled narcissists who still live with their parents.</span></div>
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Vast generalizations of generations, of course, are just that. Stereotyping the latest generation has long been a way of life among adults (you know, “kids these days _________”). And everyone seems to make sweeping predictions about Millennials that often contradict each other. After all, for every <em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Time</em> magazine article there is another story about how the Millennials will save us all.</span></div>
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Last week, I had <a href="http://chronicle.com/blogs/next/2013/08/19/the-whistle-stop-education/" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">the opportunity to join</a> two dozen twenty-something entrepreneurs who were part of a 10-day transcontinental train trip to discover the United States and themselves. Each of participants on board the <a href="http://millennialtrain.co/" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">Millennial Trains Project</a> had to pitch a <a href="http://crowdhitch.millennialtrain.co/" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">social-good project</a> and raise $5,000 to join the trek. By day, in stops in cities along the way for San Francisco to Washington, they worked on the projects and met with local entrepreneurs and leaders to learn about good ideas that possibly could be copied elsewhere.</span></div>
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">As they traveled at night, they <a href="http://millennialtrain.tumblr.com/tagged/posts" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">heard from guest mentors</a> who lectured on entrepreneurship, the media, and leadership. I hopped on board the Chicago-to-Pittsburgh leg to lead a discussion about the future of higher education.</span></div>
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">In the short time I spent with this group of particular Millennials and listened to their intellect, their concerns, their ideas for solving the issues that the Baby Boomers will kick down to the rest of us, I came away inspired, and as a dad of two girls in the generation that follows, much more hopeful about their future.</span></div>
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<span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">So at the risk of making the same broad generalizations about a generation as everyone else does, here is perhaps what we all can learn from this particular encounter with twenty-somethings on board the Millennial Trains Project:</span></div>
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<strong style="border: 0px; font-family: inherit; font-size: 18px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Think and make connections across silos rather than within them.</strong></h4>
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In discussions, these Millennials could reference a work of literature, pop culture, a historical fact, or an economic theory. That’s likely the result of changes in the curriculum at many colleges over the last decade or so that redesigned academic programs to combine broad themes across majors, focused introductory classes around answering big questions, and explored the answers through the lens of different disciplines.</div>
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<strong style="border: 0px; font-family: inherit; font-size: 18px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">We learn by doing, not just by listening and reading.</strong></h4>
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In an age when information flows like water and great college lectures are just a few swipes away on our smart phones, learning is sometimes best accomplished by applying in the real world what you learned in a book or in a classroom. At each stop on this train trip, these Millennials had to figure out how to advance their project ideas by finding and interviewing sources or testing their theories and then reporting back to the group each night about how they spent their day.</div>
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<strong style="border: 0px; font-family: inherit; font-size: 18px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Force yourself to disconnect and just think.</strong></h4>
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A cross-country train journey gives you the time to reflect on what you see and experience in this vast nation. And even in 2013, it doesn’t provide a wireless connection every mile along the way. So whether they liked it or not, these twenty-somethings couldn’t text, tweet, or update their Facebook status at any moment of the day and night. We should all disconnect in the same way to reflect each day about what we have learned.</div>
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<strong style="border: 0px; font-family: inherit; font-size: 18px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Don’t be afraid to ask even the simple questions.</strong></h4>
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Millennials might be described as narcissistic, but they don’t think they know everything. They were not afraid to ask questions, even simple ones. They asked more questions than almost any other audience I've been with in recent months. Yes, the answers to a lot of things can be found on Google. But asking questions, face-to-face in a discussion, allows context, follow-up, and the humility that we don’t know everything in life even if we think we do.</div>
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<strong style="border: 0px; font-family: inherit; font-size: 18px; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">See and learn from the world, today.</strong></h4>
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This one comes from Keith Bellows, the editor in chief of <em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">National Geographic Traveler,</em> <a href="http://millennialtrain.tumblr.com/post/58533591382/recap-mentor-session-with-keith-bellows" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">who spoke to the train participants on their final night on board</a>. He said that Baby Boomers use travel as a reward for their work in life, while Millennials use travel to “move forward.” Even so, only about 1 percent of American college students study abroad. In an age when the world is flat, we all need to travel to learn about what’s around us, even if it’s only a few states away on a train.</div>
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<em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Jeffrey Selingo is editor at large at <a href="http://chronicle.com/" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">The Chronicle of Higher Education</a> and author of <a href="http://www.amazon.com/gp/product/B00B77UE06/ref=as_li_tf_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=B00B77UE06&linkCode=as2&tag=college-linkedin-20" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">College (Un)Bound: The Future of Higher Education and What It Means for Students</a>.</em></div>
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<em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;"><a href="http://www.jeffselingo.com/guide/" style="border: 0px; color: #006699; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;" target="_blank">Sign up for updates on the book here</a> and receive one of two free PDF companion guides, Making the College Decision or Colleges of the Future.</em></div>
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<em style="border: 0px; font-family: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Photo: The Millennial Trains Project; <span style="border: 0px; font-family: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; vertical-align: baseline;">Kent Ford, entrepreneurship and innovation officer with the United Nations Foundation addresses the participants on the train. </span></em></div>
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<i>Original article/post can be located<a href="http://www.linkedin.com/today/post/article/20130820113928-17000124-what-we-all-can-learn-from-millennials?trk=mta-lnk"> here</a>.</i></div>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com1tag:blogger.com,1999:blog-4653510286267814745.post-60669076089619731152013-07-10T15:11:00.001-04:002013-07-10T15:11:45.790-04:00The One Word That Can Catapult Your Career<strong>Do your colleagues have a choice word for you? </strong>If not, here's why you want them to…<br />
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I was at a conference and a friend who runs a startup introduced me to one of his friends, who was looking for a new opportunity. “I’d like you to meet Joe,” he said. “He’s great.”<br />
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I’m sure Joe is talented. I’m sure Joe is skilled. I’m sure Joe is, in fact, great.<br />
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But I only remember Joe because of something that happened a few minutes later. Another friend introduced me to one of his product managers. “This is Michelle,” he said. “She’s <em>relentless</em>.”<br />
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In the dictionary, “great” means remarkable in degree or effectiveness. “Great” is a wonderful word, especially when used to describe someone… but like “awesome” and “outstanding,” “great” is used so often to describe people that it has lost much of its meaning. When just about everyone is great… no one is great. Great is no longer impactful or memorable.<br />
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When described as “great, however remarkable in degree or effectiveness he may be, Joe seems like – however unfairly – just one of many. He doesn't standout.<br />
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But “relentless” – who can forget relentless? Hear the word and you instantly think of someone so determined, so persevering, so persistent and tenacious that nothing, absolutely nothing, can stand in her way.<br />
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A “great” product manager you might forget. A “relentless<em>”</em> product manager you remember for a long, long time.<br />
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<strong>Authentic Positioning Matters – Especially for Individuals</strong><br />
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Many companies, as Al Ries describes in his classic marketing book <a href="http://www.amazon.com/Positioning-The-Battle-Your-Mind/dp/0071373586" target="_blank">Positioning</a>, try to own a single word or phrase in the minds of customers. For Mercedes it’s “luxury.” For Volvo it's “safety”. At my company <a href="http://www.hubspot.com/" target="_blank">HubSpot</a> it’s “inbound”.<br />
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The goal of positioning is to create an immediate and direct connection in the minds of consumers; that’s what branding is all about.<br />
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Individuals need to think about positioning, too. Where Tony Hsieh is concerned, that word is “culture.” Where Eric Ries is concerned it’s “lean.”<br />
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So imagine you ask a colleague or a boss or a customer for to pick one word that describes you and they aren’t allowed to use words like awesome, fantastic, great, terrific, etc. They have to pick a specific, non-generic word. What word would they choose?<br />
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The word they choose – for better or worse and, where you’re concerned, intentional or unintentional – is <em>your</em> positioning in the minds of the people you work with. That’s how they see you. That’s how they think of you.<br />
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That is how they <em>remember</em> you.<br />
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<strong>What is Your Most Important Word?</strong><br />
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The cool thing is, you get to choose how people view you. As long as your actions constantly and consistently match your positioning, as long as you are intentional in thought and action, you can determine the immediate and direct connection people make when they see, hear, or think about you.<br />
What one word best describes you? Better yet, what one word do you <em>want</em> to describe you?<br />
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Here are a few possibilities – in the right circumstances these are all wonderful qualities:<br />
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· Insightful<br />
· Shrewd<br />
· Ferocious (hopefully in a good way)<br />
· Unflinching<br />
· Indomitable<br />
· Irreverent<br />
· Scrupulous<br />
· Relatable<br />
· Determined<br />
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So, back to the original question: What is the <em>one word</em> that can transform your career? As you've probably guessed — it's different for everyone. But, if you can find yours, it can have a profound impact on your person brand, and hence your career.<br />
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<strong>A short, powerful exercise…</strong><br />
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Make a list of the adjectives you want people to repeat after they meet you, talk to you, see or read about you... what do you want other people to think of when they think of you?<br />
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Make your list. Then boil it down to the one word you <em>want</em> to encapsulate you – and, in effect, your personal brand. (If you don’t, other people will definitely decide it for you.)<br />
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<strong>Decide how you want to be defined.</strong><br />
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Now, share your one word in the comments below. If you can't quite get it down to just one word, that's OK (I'm an easy going guy) — pick 2 or 3 words. But, leave them in the comments. We're not going to hold you to it, but the simple act of writing them down and sharing them is super-helpful. And, it will help others come up with <em>their</em> words. <br />
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I'll kick things with the words I'd like people to associate with me: bold & creative.<br />
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Read, think, GO!<br />
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Article written by <a href="http://www.linkedin.com/profile/view?id=658789&authType=name&authToken=ETib&goback=%2Empd2_*1_*1_*1_*1_%2F20130709161410*5658789*5the*5one*5word*5that*5can*5catapult*5your*5career&trk=mp-ph-pn" title="Dharmesh Shah's profile"><span class="member-name">Dharmesh Shah</span></a> and originally posted on his Linkedin.com blog here<br />
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-57166865135806865332013-06-27T10:18:00.000-04:002013-06-27T10:18:07.246-04:00Evaluating Your Own Emotional Intelligence<br />
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‘<a href="http://www.linkedin.com/today/post/article/20130519223058-117825785-teach-emotional-intelligence-in-schools" target="_blank">What you need now is emotional intelligence</a>,’ was what China’s new president told a graduating class last month at their top tech school.<br />
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<a href="http://www.businessweek.com/articles/2013-05-15/want-an-mba-from-yale-youre-going-to-need-emotional-intelligence" target="_blank">Now Bloomberg’s Businessweek tells us that Yale’s school of management has added a test of emotional intelligence to its admissions requirements.</a><br />
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And how’s your emotional intelligence?<br />
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Just as for IQ, there are several theoretical models of emotional intelligence, each supported by its own set of research findings. The one I’ve proposed — <a href="http://danielgoleman.info/ei-assessments/" target="_blank">which has fared well in predicting actual business performance</a> — looks at a spectrum of EI-based leadership competencies that each helps a leader be more effective.<br />
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Here are some questions that will help you reflect on your own mix of strengths and limits in EI. This is not a “test” of EI, but a “taste” to get you thinking about your own competencies:<br />
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1) Are you usually aware of your feelings and why you feel that way?<br />
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2) Are you aware of your limitations, as well as your personal strengths, as a leader?<br />
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3) Can you <a href="http://www.linkedin.com/today/post/article/20130607084458-117825785-identify-the-script-behind-your-emotional-hijacks?trk=mp-reader-card" target="_blank">manage your distressing emotions well</a> – e.g., <a href="http://blogs.hbr.org/cs/2011/04/resilience_for_the_rest_of_us.html" target="_blank">recover quickly</a> when you get upset or stressed?<br />
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4) Can you <a href="http://www.linkedin.com/today/post/article/20130109193129-117825785-find-your-flow?trk=mp-author-card" target="_blank">adapt smoothly to changing realities</a>?<br />
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5) Do you <a href="http://www.linkedin.com/today/post/article/20130620104941-117825785-how-to-get-from-distraction-to-satisfaction?trk=mp-author-card" target="_blank">keep your focus </a>on your main goals, and know the steps it takes to get there?<br />
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6) Can you usually sense the feelings of the people you interact with and understand their way of seeing things?<br />
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7) Do you have a knack for persuasion and using your influence effectively?<br />
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8) Can you <a href="http://www.linkedin.com/today/post/article/20130517092610-117825785-how-to-salvage-a-deteriorating-negotiation?trk=mp-reader-card" target="_blank">guide a negotiation to a satisfactory agreement</a>, and help settle conflicts?<br />
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9) Do you <a href="http://www.linkedin.com/today/post/article/20130404141540-117825785-teams-need-a-dependable-boss?trk=mp-author-card" target="_blank">work well on a team</a>, or prefer to work on your own?<br />
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And the good news: <a href="http://www.amanet.org/training/seminars/Developing-Your-Emotional-Intelligence.aspx" target="_blank">emotional intelligence competencies can be upgraded.</a><br />
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<em><strong>Coaches/trainers: What questions would you ask? Leave them in the comment field, or tweet them to @DanielGolemanEI.</strong> </em><br />
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<em>Emotional Intelligence</em> author, <a href="http://danielgoleman.info/" target="_blank">Daniel Goleman</a> <a href="http://www.roycecarlton.com/" target="_blank">lectures</a> frequently to business audiences, professional groups and on college campuses. A psychologist who for many years reported on the brain and behavioral sciences for <em>The New York Times</em>, Dr. Goleman previously was a visiting faculty member at Harvard.<br />
Dr. Goleman’s most recent books are <a href="http://www.morethansound.net/store/the-brain-and-emotional-intelligence-new-insights/cat_37.html" target="_blank"><em>The Brain and Emotional Intelligence: New Insights</em> </a>and <em><a href="http://www.morethansound.net/store/books-by-daniel-goleman/leadership-the-power-of-emotional-intelligence/prod_236.html" target="_blank">Leadership: The Power of Emotional Intelligence – Selected Writings.</a> </em>(<a href="http://www.morethansound.net/" target="_blank">More Than Sound</a>). Goleman’s latest project, <em><a href="http://www.morethansound.net/store/morethansound-net/leadership-a-master-class/prod_294.html" target="_blank">Leadership: A Master Class</a></em>, is his first-ever comprehensive video series that examines the best practices of top-performing executives.<br />
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(Original Article can be located <a href="http://www.linkedin.com/today/post/article/20130627123742-117825785-nine-ways-to-think-about-your-own-emotional-intelligence?trk=tod-home-art-mini_2">here</a>)Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-55694992728495908452013-06-05T14:30:00.000-04:002013-06-05T14:30:08.551-04:00You didn't get the job. Chances are, you'll never know why. <div align="center">
<span style="font-size: x-large;">You didn't get the job. Chances are, you'll never know why. </span></div>
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You aced the interview, your résumé sings, but in the end, you didn't get the job. Chances are, you'll never know why. <br />
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It is a painful conundrum of the job search process: Rejected candidates want to understand why they didn't get hired, but employers, fearing discrimination complaints, keep silent. And those who do speak up offer little more than platitudes.<br />
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Without specifics, candidates are left to repeat the same mistakes, while hiring managers complain they're swamped with applicants who miss the mark.<br />
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"You don't know how to adjust going forward," says technology professional Lisa Roberson. When she wasn't selected for a job in her field a few years ago, she emailed one of the people who had interviewed her to find out why.<br />
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The response: Someone "more suited" to the job had been hired. "Well, I could have guessed that," said Ms. Roberson, who works in health-care IT.<br />
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Such exchanges frustrate job seekers, especially those who have been searching for long periods and desperately want some insight into how they are viewed by hiring managers.<br />
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Providge Consulting, a Delaware-based consulting firm, has a policy to keep candidates apprised at every step of its hiring process and scores candidates on a range of criteria to keep its decisions as objective as possible.<br />
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But when the reasons for a rejection can't be boiled down to more clear-cut measures like experience or education, HR managers "attempt to minimize those conversations," said Tara Teaford, director of operations. That may mean offering a vague response, adding that the company will reach out if appropriate positions arise in the future.<br />
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"Most of it is trying to protect ourselves from potential litigation," says Ms. Teaford. "Once you cross the line between objective and subjective, it gets very, very challenging."<br />
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And many of the firms that want to provide feedback have their hands tied by company lawyers.<br />
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Employers were put on notice in late 2012 when the Equal Employment Opportunity Commission identified discrimination in hiring practices as one of its priorities for the next three years, partly out of a recognition that few job seekers have the resources to hire a lawyer and press their claims through civil courts, according to Amy Fratkin, an employment lawyer. That means individual complaints will be more likely to result in lawsuits brought by the EEOC if the agency establishes a pattern of discrimination by the employer.<br />
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Linda Jackson, a partner with employment law firm Littler Mendelson, says she advises her clients against offering specific feedback to job candidates. For instance, telling someone he has too much experience for a particular job might be interpreted as age discrimination, she said. "Is it the basis for a claim? It might or it might not be," she says.<br />
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Then there is the discomfort of relaying hard-to-hear information. Some hiring managers are so uncomfortable at the prospect of these conversations that they refuse to bring their business cards to interviews, says Amelia Merrill of Risk Management Solutions Inc., a risk-modeling firm in Silicon Valley.<br />
Despite how awkward it can be, Ms. Merrill expects her recruiters to call finalists to let them know they weren't hired, giving those applicants a chance to ask for more information. She wants even rejected candidates to leave thinking they want to work there.<br />
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On rare occasions, she added, a rejected candidate will argue with the recruiter or insist he was the right pick for the job.<br />
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Of course, lots of candidates don't seek feedback: HR managers put the number of those who request it at around 10%. But of those who do, barely any get it. Only 4.4% of more than 2,000 job candidates surveyed in 2012 by the Talent Board, an organization dedicated to improving companies' recruiting practices, said they received specific feedback from hiring managers and recruiters.<br />
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But it raises the question, will the gap ever be bridged?<br />
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"If you want an efficient labor market, you have to have people understand where their talents are best used," says Elli Sharef, co-founder of HireArt, a website that matches job seekers and employers through video interviews and assessment tests.<br />
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After hearing from hundreds of frustrated job seekers, Ms. Sharef recently decided to try offering feedback, despite some trepidation from her lawyer.<br />
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In May, HireArt emailed 127 job seekers who had submitted video interviews for jobs in educational technology and offered the chance for a 15-minute personalized critique from Ms. Sharef herself. The 21 available slots were filled in less than 10 minutes.<br />
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Most appreciated the assistance, but overall, reactions to the feedback varied. One person complained that 15 minutes wasn't enough time for the session. Others admitted they hadn't given much thought to what they could contribute to the prospective employer, which was the most common criticism.<br />
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HireArt has since decided to offer a limited number of weekly feedback sessions. But as the company weighs scaling up the service to more users, it is also wrestling with questions about how people absorb and use constructive criticism. It can be difficult to hear "negative information about yourself, especially when you're already in a vulnerable position," says Ms. Sharef.<br />
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Companies' job-application software could provide another source of feedback, albeit automated, suggests John Sullivan, a management professor at San Francisco State University.<br />
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<a href="http://www.blogger.com/null" name="U901717418798CRF"></a>These applicant-tracking systems, which are used by almost every large employer, score candidates based on rough measures like the number of keyword matches between a job description and a résumé. Employers could theoretically send candidates their scores, says Mr. Sullivan.<br />
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"If you scored 90 out of 100, you might apply again later. But if you scored a 20, you know you applied for the wrong job," he said. So far, none of the companies for which he has recommended this, have adopted it. <br />
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They fear it will generate additional questions from applicants or reveal too much about the keyword-matching process, he says.<br />
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<span style="font-size: x-small;"><em>Article originally posted on The Wall Street Journial Website</em><a href="http://online.wsj.com/article/SB10001424127887324423904578523683173841190.html"><em> here</em></a><em>. Article written my Lauren Weber.</em></span><br />
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<span style="font-size: x-small;"><em>A version of this article appeared June 5, 2013, on page B6 in the U.S. edition of The Wall Street Journal, with the headline: Didn't Get the Job? You'll Never Know Why.</em></span></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-68364546372214271562013-05-28T09:11:00.000-04:002013-05-28T09:11:03.254-04:00Don't Waste Your Life... Test Your Career Goals<div align="center">
<span style="font-size: x-large;">Don't Waste Your Life... Test Your Career Goals</span></div>
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<span style="font-size: x-small;">(Article written by <a href="http://www.linkedin.com/profile/view?id=36792&authType=name&authToken=P3bF&goback=%2Empd2_*1_*1_*1_*1_%2F20130528124310*536792*5don*5t*5waste*5your*5life*5test*5your*5career*5goals&trk=mp-ph-pn">Bruce Kasanoff</a> originally for Linkedin.com - can be found <a href="http://www.linkedin.com/today/post/article/20130528124310-36792-don-t-waste-your-life-test-your-career-goals">here</a>)</span></div>
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If I told you that the first person to discover a pink manatee would become an instant millionaire, you probably wouldn't drop everything and start searching. You are smart enough not to believe in pink manatees, and you realize there are much more sensible ways for you to succeed.<br />
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In other words, you did a quick reality check and avoided running off on a ridiculous quest for success.<br />
Are you being as logical with your own career? There's one way to find out.<br />
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<strong>Test your goals.</strong><br />
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The way to separate possible goals from impossible ones is to test them, in a modest way, and see what happens.<br />
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If you want to be a standup comedian, write a routine and test it in front of your friends. If that works, perform at an open mic night. If you want to write songs, write songs... then see if you can get people to stay in the room when you sing them.<br />
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If you want to go to grad school, take a graduate level course and see how well you like it.<br />
You may be an extraordinarily gifted designer, but if you have no business sense whatsoever you will likely fail without a business partner. If this description fits you, your first test should be to see if you can convince a smart business person to collaborate with you.<br />
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If you think you can handle a much bigger job, privately test your ability to handle the job's biggest challenges. For example, write a strategic plan - masking any confidential details - and show it to a few people (outside the company) whose opinion you trust.<br />
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If you want to be an entrepreneur, build a prototype and see if anyone wants to buy it. Even better, get feedback from potential customers, then use that feedback to refine your product. When customers actually buy your product, then - and only then - will you know you are on the right track.<br />
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<strong>Slow down!</strong><br />
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It can be easy to move too fast. You may hate your current job, or be incredibly excited by the potential of your dream. You could be tempted to quit your job before designing a product or selling it to anyone. You might want to raise money before talking to potential customers. Maybe you want to act first, and think later.<br />
In other words, you'd like to skip the boring stuff like thinking, planning, and testing.<br />
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If you pursue your dreams without testing them, you risk wasting years of your life. Don't chase pink manatees; always test the waters before jumping in.<br />
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<strong><em>More from Bruce Kasanoff: </em></strong><em><em>Bruce has three free ebooks available for download at <strong><a href="http://kasanoff.com/free-stuff/" target="_blank">Kasanoff.com</a></strong>. </em></em><em>He is the author with Michael Hinshaw of <strong><a href="http://kasanoff.com/books/" target="_blank">Smart Customers, Stupid Companies</a>; </strong>you can read the Introduction and first chapter for <strong><a href="http://kasanoff.com/free-stuff/" target="_blank">free</a>.</strong></em><br />
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<em>To see more of Bruce's articles on LinkedIn, click the "follow" button below, or follow<a href="https://twitter.com/NowPossible" target="_blank">@NowPossible</a> on Twitter.</em></div>
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<em><em><em>Image credit: Manatee sketch by <a href="http://www.thebiggerbangtheory.com/" target="_blank">Tamara Fuchinsky</a>.</em></em></em></div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-62328887926730992062013-05-10T09:12:00.000-04:002013-05-10T09:12:38.046-04:00The Eight Splendid Truths of Happiness<div align="center">
<span style="font-size: x-large;">The Eight Splendid Truths of Happiness</span></div>
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<span style="font-size: x-small;">(Article written by <a href="http://www.linkedin.com/profile/view?id=6526187&authType=name&authToken=uw_Y&goback=%2Empd2_*1_*1_*1_%2F20130510105413*56526187*5the*5eight*5splendid*5truths*5of*5happiness&trk=mp-ph-pn">Gretchen Rubin</a> / Original article can be found<a href="http://www.linkedin.com/today/post/article/20130510105413-6526187-the-eight-splendid-truths-of-happiness?trk=tod-posts-art-"> here</a>)</span></div>
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In my study of happiness, I’ve labored to identify its fundamental principles. Because I get a tremendous kick out of the numbered lists that pop up throughout Buddhism (the Triple Refuge, the Noble Eightfold Path, the Four Noble Truths, the eight auspicious symbols), I decided to dub these fundamental principles as my Eight Splendid Truths.</div>
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Each one of these truths sounds fairly obvious and straightforward, but each was the product of tremendous thought. Take the Second Splendid Truth—it’s hard to exaggerate the clarity I gained when I finally managed to put it into words. Here they are:<br />
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<strong>First Splendid Truth</strong><br />To be happier, you have to think about feeling good, feeling bad, and feeling right, in an atmosphere of growth.<br />
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<strong>Second Splendid Truth</strong><br />One of the best ways to make <em>yourself</em> happy is to make <em>other people</em> happy;<br />One of the best ways to make <em>other people</em> happy is to be happy <em>yourself</em>.<br />
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<strong>Third Splendid Truth</strong><br />The days are long, but the years are short. (Click here to see my one-minute movie; of everything I’ve written about happiness, I think this video resonates most with people.)<br />
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<strong>Fourth Splendid Truth</strong><br /><strong>You’re not happy unless you think you’re happy.</strong><br />(Many argue the opposite case. John Stuart Mill, for example, wrote, “Ask yourself whether you are happy, and you cease to be so.” I disagree.)<br />
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<strong>Fifth Splendid Truth</strong><br />I can build a happy life only on the foundation of my own nature. <br />
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<strong>Sixth Splendid Truth</strong><br />The only person I can change is myself.<br />
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<strong>Seventh Splendid Truth</strong><br />Happy people make people happy, but<br />I can’t <em>make </em>someone be happy, and<br />No one else can <em>make </em>me happy.<br />
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<strong>Eighth Splendid Truth</strong> <br />Now is now. (For more on this truth, read the last chapter of Happier at Home. I love writing endings, and if I may say so, endings are my forte, and this is the best ending I've ever written.)<br />
What did I miss? What Splendid Truth is missing from that list?<br />
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Now I’m trying to come up with my personal eight auspicious symbols for happiness. Let’s see—bluebird, ruby slippers, dice, blood, bird house, treasure box, roses…hmmm. I will have to keep thinking about that.<br />
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<li class="alsofieldsep">Are you reading Happier at Home or The Happiness Project in a book group? <a href="http://www.blogger.com/null" target="_blank">Email me</a> if you'd like the one-page discussion guide. Or if you're reading it in a spirituality book club, a Bible study group, or the like, <a href="http://www.blogger.com/null" target="_blank">email me</a> for the spirituality one-page discussion guide. And if you'd like to join my book club (each month, I pick one book about happiness, one work of children's literature, one eccentric pick), sign up <a href="http://eepurl.com/yEFyz" target="_blank">here</a>.</li>
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(Photo: <a href="http://www.flickr.com/photos/groundswellzoo/" target="_blank">groundswell</a>, Flickr)<br />
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-82226533992658563872013-05-08T07:55:00.000-04:002013-05-08T07:56:33.727-04:00What's in a Name? Letters. Each Additional One Costing You $3,700 Annually! <div align="center">
<a href="http://blog.theladders.com/research-2/3556/" rel="bookmark" title="On a First-name Basis with Success? Your Mom Chose Your Name Wisely."><span style="font-size: x-large;">On a First-name Basis with Success? Your Mom Chose Your Name Wisely.</span></a><span style="font-size: x-large;"></span></div>
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<span style="font-size: x-small;">(Click the above link to view the original article written by <em><strong>Daniel Cronyn</strong> is the director of consumer marketing</em>)</span></div>
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Happy Mother’s Day! (Sorta). In celebration of all the hard-working mothers out there, we recently conducted a study to see if the names they choose for their children could have possibly dictated their future success in the workplace. First, we analyzed data around first names from TheLadders’ nearly 6 million members against variables such as industry, salary level, and location. We wanted to prove the null hypothesis that what your mother names you makes a difference.<br />
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Second, we populated a few lists, hoping they would generate some additional questions. We started by aggregating and sorting names that were at the top of each list:<br />
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<strong><span style="font-size: large;">Top five C-level names, by gender, in ratio to their overall frequency:</span></strong><br />
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<strong><span style="font-size: large;">Top five highest-paid names:</span></strong></div>
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Both lists are normalized for frequency (not just absolute counts) giving a ratio of [C-level first names]/[all first names]. Here are a few quick takeaways:<br />
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<li><strong>Christine</strong> was the only name that showed up on both the top five C-level <em>and</em> highest paid lists
<li>The top 10, highest-paid, C-level executive names earn, on average, <strong>10%</strong> <strong>more</strong> than other names
<li>The top 25 most-popular names make about <strong>$7,000 more</strong>, on average, than the rest of the list
<li>Females make, on average, <strong>22% less</strong> than their male counterparts in all comparisons </li>
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One point we noticed was that shorter names seemed to be higher ranked across all categories and metrics, so we investigated further. It turns out we were right, and there is a correlation between the number of letters in your name and the average salary:<br />
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<a href="http://blog.theladders.com/research-2/3556/attachment/chart-3/" rel="attachment wp-att-3568"><img alt="" class="aligncenter wp-image-3568" height="203" src="http://blog.theladders.com/wp-content/uploads/2013/05/Chart-3.jpg" title="Chart 3" width="419" /></a></div>
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Doing a simple linear regression, it looks like <strong>every additional letter added to your name accounts for a $3,600 drop in annual salary</strong>. One exception is names with seven letters, like Stephen, but closer inspection showed that seven-letter names lend themselves to males over females, so it’s higher paid males over-indexing and inflating the seven-letter bucket.<br />
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This surprising trend of shorter names led us to look at nicknames, and test whether Williams truly make less money than Bills. We looked at every abbreviation and nickname we could identify; here is a summary of results in the “Nickname versus Proper Name” head-to-head death match (gold stars for the winners):<br />
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<a href="http://blog.theladders.com/research-2/3556/attachment/chart-4/" rel="attachment wp-att-3570"><img alt="" class="aligncenter wp-image-3570" height="166" src="http://blog.theladders.com/wp-content/uploads/2013/05/Chart-4.jpg" title="Chart 4" width="436" /></a></div>
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All the shorter names earn more. Our test included 24 pairings, and in only one case (Lawrence vs. Larry) did the longer name win. Still not convinced? The definitive proof for this theory can be seen in Sara vs. Sarah, Michele vs. Michelle, or Philip vs. Phillip – one letter less positively correlates with increased salary.<br />
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<a href="http://blog.theladders.com/research-2/3556/attachment/chart-5/" rel="attachment wp-att-3572"><img alt="" class="aligncenter wp-image-3572" height="136" src="http://blog.theladders.com/wp-content/uploads/2013/05/Chart-5.jpg" title="Chart 5" width="472" /></a></div>
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In conclusion, it DOES make a difference what your mother named you. So, to all prospective mothers, our advice is to keep Baby’s name short and sweet – your child will thank you when they’re raking in the money one day.<br />
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-56044736785030725312013-05-01T09:05:00.001-04:002013-05-01T09:05:58.865-04:00Want to Boost Your Self-Esteem? Throw Away Someone Else’s Trash. Just Because. <div style="text-align: center;">
<span style="font-size: x-large;">Want to Boost Your Self-Esteem? Throw Away Someone Else’s Trash. Just Because.</span></div>
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<span style="font-size: x-small;">(Article written by <a href="http://www.linkedin.com/profile/view?id=6526187&authType=name&authToken=uw_Y&goback=%2Empd2_*1_*1_*1_%2F20130430133650*56526187*5want*5to*5boost*5your*5self*5esteem*5throw*5away*5someone*5else*5s*5trash&trk=mp-ph-pn">Gretchen Rubin</a>, <a href="http://www.happiness-project.com/">www.happiness-project.com</a>, article originally posted on Linkedin.com and can be found<a href="http://www.linkedin.com/today/post/article/20130430133650-6526187-want-to-boost-your-self-esteem-throw-away-someone-else-s-trash"> here</a>)</span></div>
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<a href="http://2.bp.blogspot.com/-emyDxGfhYxQ/UYESvZpEofI/AAAAAAAAAik/IeOlK41dDZM/s1600/blog+-+trashcan.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="213" lua="true" src="http://2.bp.blogspot.com/-emyDxGfhYxQ/UYESvZpEofI/AAAAAAAAAik/IeOlK41dDZM/s320/blog+-+trashcan.jpg" width="320" /></a></div>
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<span style="font-size: small;">Self-esteem is a topic that has generated a fair amount of controversy over the last few decades, but one thing seems clear: you don’t get healthy self-esteem from constantly telling yourself how great you are, or even from <em>other</em> people telling you how great you are.</span></h2>
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<span style="font-size: small;">You do boost your self-esteem when you keep a difficult resolution, meet a challenge, solve a problem, learn a skill, or cross something unpleasant off your to-do list. And one of the best ways to feel better about yourself is to help someone else. </span><a href="http://www.happiness-project.com/happiness_project/2011/06/want-to-feel-happier-by-the-end-of-the-day-your-menu-of-options/" target="_blank"><span style="font-size: small;">Do good, feel good</span></a><span style="font-size: small;">.</span></h2>
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<span style="font-size: small;">I had a friend who went through a period of tremendous rejection: she was fired from her job, she was rejected from a graduate program, and her boyfriend broke up with her. Everything worked out fine, and I asked her how she got through such a tough time. She said, “I was practically addicted to doing good deeds. It was the only way I could make myself feel like I wasn’t a total loser.”</span></h2>
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<span style="font-size: small;">I recently performed a <em>very</em> small good deed that gave me a boost: I threw away someone else’s trash. I’ve always been careful to throw away my own litter, but it never occurred to me to do anything about random litter lying around.</span></h2>
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<span style="font-size: small;">The other day, though, I was in the subway, where an empty Snapple bottle was rolling around to the great annoyance of everyone in the car. The bottle rolled back and forth, and I thought, “Someone should pick that up.” Then I thought—“Someone like <em>me</em>! Why shouldn’t I be the one to pick it up?” So I did. I was astonished by the surge of good feeling I got, quite disproportionate to such a minor action.</span></h2>
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<span style="font-size: small;">Since then, I’ve looked for chances to throw away other people’s trash. Newspapers strewn across seats in the airport, coffee cups abandoned on counters, that kind of thing. (Want more ideas? Look at <a href="http://www.happiness-project.com/happiness_project/2011/09/tips-to-feel-better-about-yourself/" target="_blank">these tips</a>.)</span></h2>
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<span style="font-size: small;">“</span><a href="http://www.happiness-project.com/happiness_project/2010/11/13-tips-for-dealing-with-a-really-lousy-day/" target="_blank"><span style="font-size: small;">Do good, feel good</span></a><span style="font-size: small;">” is a happiness truism that really is true. Act like a considerate citizen of the world, and you’ll also boost your self-esteem. How about you? Have you felt a boost in your feelings of self-worth after doing something worthwhile?</span></h2>
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<span style="font-size: small;">If you want to read more about this, check out </span><a href="http://www.amazon.com/gp/product/0307886786/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=0307886786&linkCode=as2&tag=thehappproj-20" target="_blank"><span style="font-size: small;">Happier at Home</span></a><span style="font-size: small;">, chapter 9. (Can't resist adding: <em>New York Times</em> bestseller.)</span></h2>
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<li class="alsofieldsep"><span style="font-size: small;">Do you love great quotes? Sign up <a href="http://www.facebook.com/GretchenRubin/app_203351739677351" target="_blank">here</a> for the "Moment of Happiness," and you'll get a happiness quote by email every morning.</span></li>
</ul>
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<span style="font-size: small;">(Photo: </span><a href="http://www.flickr.com/photos/54493711@N03/" target="_blank"><span style="font-size: small;">justin_taylor33</span></a><span style="font-size: small;">, Flickr)</span></h2>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-16574378468077659542013-04-30T14:07:00.000-04:002013-04-30T14:10:12.232-04:005 Management Secrets I Learned From my Dog<div align="center">
<span style="font-size: x-large;">5 Management Secrets I Learned From my Dog</span></div>
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<span style="font-size: x-small;">(Article written by<a href="http://www.linkedin.com/profile/view?id=2967511&authType=name&authToken=B4uV&goback=%2Empd2_*1_*1_*1_%2F20130430171921*52967511*55*5management*5secrets*5i*5learned*5from*5my*5dog&trk=mp-ph-pn"> Ryan Holmes</a>, CEO of HootSuite and originally posted on Linkedin.com<a href="http://www.linkedin.com/today/post/article/20130430171921-2967511-5-management-secrets-i-learned-from-my-dog"> here</a>)</span></div>
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<a href="http://2.bp.blogspot.com/-8MDmhwxNqCQ/UYAH_l43jhI/AAAAAAAAAiU/RFIRBxuLQRc/s1600/blog+-+dog.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="227" lua="true" src="http://2.bp.blogspot.com/-8MDmhwxNqCQ/UYAH_l43jhI/AAAAAAAAAiU/RFIRBxuLQRc/s320/blog+-+dog.jpg" width="320" /></a></div>
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Twelve years ago, I adopted my dog Mika from a shelter. She’s a big brown and black Rottweiler-cross; a mutt with a stubborn streak<span class="st">—</span>who’s also my best friend. My life has changed significantly over the last few years, but Mika has been the one constant pillar through it all. No matter how exhausted I come home from yet another business trip, Mika greets me at the door with enthusiasm. She comes to work with me every day and sits (or sleeps) by my desk through every meeting I have. When I walk around the office, my employees will often see Mika before they see me, because she is always by my side. Through her, I’ve learned the merits of unconditional love. I’ve also picked up a few important lessons in work and life. Here are five that apply to working better:</div>
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<strong>1. Be loyal (but not to a fault). </strong>Mika isn’t the only loyal dog out there. Dogs are legendary for their loyalty. We all know the story of Lassie, a devoted collie who overcame a long and dangerous journey to be reunited with a young boy she loved. There are also many real-world canine loyalty stories out there, like the one from earlier this year about Ciccio, a German Shepherd in Italy, <a href="http://www.huffingtonpost.co.uk/2013/01/17/german-shepherd-ciccio-church-santa-maria-assunta-massmaria-lochi-_n_2493943.html" target="_blank">who reportedly</a> goes to church every day and waits patiently for his recently deceased owner to meet him there. Or the heartwarming story of Hawkeye, a Labrador Retriever <a href="http://blogs.discovery.com/daily_treat/2011/08/loyal-dog-mourns-lays-at-casket-of-fallen-navy-seal.html" target="_blank">who famously laid down</a> next to the coffin of his owner Jon Tumilson, a US soldier who died in combat.</div>
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In business, loyalty can be a huge asset. I’ve learned that surrounding yourself with a loyal team is one of the key factors to success. I owe a lot to the people who helped me build my company and product to what it is now, I’m proud that some are still by my side today. With their unique knowledge and passion, these team members continue to be integral to our company, <a href="http://ow.ly/kzMdG" target="_blank">HootSuite</a>.</div>
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BUT, this should all be taken with a grain of salt. Blind loyalty helps nobody. Ciccio might go to church to wait for his beloved owner every day, but he’s still getting his food from someone else. If I know that a team member is<span class="st">—</span>after a certain fair amount of time<span class="st">—</span>not doing the job they was hired to do, or if a business ally is starting to look out for only his best interests, I will make the tough call to part ways. After all, like Mika, at the end of the day I have to get my kibble<span class="st">—</span>not just for me but for the best interests of the rest of the organization and all of the people whose livelihood depends on its success.</div>
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<strong>2. Trust your instincts. </strong>Mika has an amazing internal clock. For example, every day when the clock hits 4:59 p.m. she knows it’s time to eat...and she will get her food no matter what. It’s pretty incredible, because you can’t trick her to think otherwise. She just knows. She also stays away from people who she deems threatening, as many dogs do.</div>
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In business, it can be very important to trust your instincts. Faulty data, miscommunications, even people with interests that aren’t aligned with your own can get in the way of making the best decisions. It can also waste a lot of time to be constantly second-guessing things. In 2008, many investors rejected investing in <a href="http://ow.ly/kzMFB" target="_blank">HootSuite</a> for a number of reasons, but (thankfully), something told me that I should plow forward. Today, I am CEO of <a href="http://ow.ly/kzMHl" target="_blank">a social media company</a> with a tool that’s being used by 79 of the Fortune 100 companies and over 6 million people around the world. Back then, despite the odds, I just knew instinctively that there was something remarkable about the need we were solving for our users, the product and the talented team who were building it with me.</div>
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When it comes to business decisions, take time to listen to others, but in the end don’t forget to trust the most important influencer<span class="st">—</span>yourself. As the late Steve Jobs once advised, “Don't let the noise of others' opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition.”</div>
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<strong>3. Know what you want and be super persistent about getting it. </strong>Persistence pays, and nobody knows that better than a dog. When was the last time your dog sat frozen next to you through an entire meal, gazing up with his Bambi eyes, drool dripping from the sides of his mouth? How many times have you caved and tossed him a bite by the end, impressed by his determination and patience...all for a tiny, momentary pleasure?</div>
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Mika is an accomplished beggar and ultra persistent when it comes to her food. She’s the dog who will sit quietly in the background at a party, until the very end, then rush around and snap up all of the dropped morsels of food on the floor.</div>
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I’ve often been told that I am also very persistent when it comes to work. Indeed, I had to be when it came to finding the funding that launched my company. But many of my successful colleagues share the same trait. It’s very, very important in business to not give up. If you have a goal, you have to learn to tackle obstacles from every possible angle, and do everything it takes to get to a desired outcome. Oftentimes, it’s through dogged persistence that true innovation and breakthroughs happen. Legend has it that <a href="http://au.pfinance.yahoo.com/photos/photo/-/12011971/successes-that-almost-werent/12012026/" target="_blank">Walt Disney was turned down by 302 banks</a> before he got the funding he needed to open Disneyland.</div>
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At worst, by being persistent, you learn something along the way<span class="st">—</span>what to do better next time, and what techniques or approaches work, what doesn’t.</div>
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<strong>4. If you’re going to do it, do it 110%. </strong>When Mika does something<span class="st">—</span>anything<span class="st">—</span>she doesn’t hold back. She eats every meal like it’s her first (or last), she walks every walk with the same enthusiasm she’s had since puppyhood. She’s actually even torn a ligament in her leg twice from overexerting herself at play. I’m not suggesting we should be quite as unabashedly enthusiastic in business, but there is something inspiring in this approach.</div>
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Once you’ve decided to do something (after assessing the potential risks and benefits), why not reach for the stars with it? I’ve found that in business, if you <a href="http://www.forbes.com/sites/stevedenning/2012/04/23/in-praise-of-stretch-goals/" target="_blank">strive to hit a place</a> one or two steps <em>beyond</em> the foreseeable goal, the realm of possibilities expands. It’s how I plan things and I like to encourage my employees do the same: push past boundaries and pursue opportunities that they might have initially thought impossible or too big. It’s important to know your worth and set the stage for the future. When I built <a href="http://www.hootsuite.com/" target="_blank">HootSuite</a> I had no idea that it would one day be used by millions of people around the world, <a href="http://www.linkedin.com/today/post/article/20121126213602-2967511-why-social-media-is-really-revolutionary-looking-back-at-egypt" target="_blank">in major political revolutions</a> and by huge corporations like Pepsi and Virgin. My current goal, which <a href="http://www.canadianbusiness.com/technology-news/is-hootsuite-canadas-next-tech-titan/" target="_blank">I've made public</a>, is to make HootSuite a billion-dollar company. When people tell me it’s not possible, I wonder if I should make it two billion instead!</div>
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<strong>5. Unplug. Go outside and play.</strong> I consider my laptop absolutely essential, but to Mika it’s a totally boring block of metal. If you’re a workaholic with a dog, consider yourself lucky<span class="st">—</span>because she will constantly remind you how fresh air, good food and a healthy and fit body are actually the real essentials of life. Thanks to Mika, I always have to tear myself away from my work, unplug, and head to the forest or beach for a walk.</div>
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I answer hundreds of emails a day, but I’m also just as active in things like yoga, cycling and rock climbing. I love the outdoors. I make an effort to ensure that I’m not stuck in an office starting at a screen for hours (or days) on end.</div>
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With technology penetrating our lives and jobs more than ever, it’s easy to be online and working 24-7. But it’s very important to regularly de-stress and refresh your mind and body. In fact, there’s a lot of research that suggests <a href="http://www.huffingtonpost.com/robert-pozen/exercise-productivity_b_2005463.html" target="_blank">exercise can even improve productivity</a>.</div>
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So no matter how busy (you think) you are, turn off your digital devices for a bit, get outside and run your heart out. Take it from Mika<span class="st">—</span>you’ll have a better night’s sleep if you do.</div>
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Do you have a trusted canine companion? What lessons have you learned from your dog in life and business?</div>
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Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-43897839295388891092013-04-30T08:12:00.000-04:002013-04-30T08:12:40.021-04:0010 Ways To Be Sensationally Successful At Your New Job<h1 align="center" class="article-title" itemscope="" itemtype="http://schema.org/Article">
10 Ways To Be Sensationally Successful At Your New Job</h1>
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<a href="http://4.bp.blogspot.com/-G35mZKengKk/UX-0_rCTxdI/AAAAAAAAAh0/JFr9-aFKnCc/s1600/blog+-+keep+calm.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="320" lua="true" src="http://4.bp.blogspot.com/-G35mZKengKk/UX-0_rCTxdI/AAAAAAAAAh0/JFr9-aFKnCc/s320/blog+-+keep+calm.png" width="274" /></a></div>
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<span style="font-size: x-small;">(Article written by <a href="http://www.linkedin.com/profile/view?id=658789&authType=name&authToken=ETib&goback=%2Eptf_*1_*1_*1_*1_recentPosts_*1%2Empd2_*1_*1_*1_%2F20130429132233*5658789*510*5ways*5to*5be*5sensationally*5successful*5at*5your*5new*5job&trk=mp-ph-pn">Dharmesh Shah</a> and originally posted on Linkedin.com<a href="http://www.linkedin.com/today/post/article/20130429132233-658789-10-ways-to-be-sensationally-successful-at-your-new-job?goback=%2Eptf_*1_*1_*1_*1_recentPosts_*1&trk=who_to_follow-b"> here</a>)</span></div>
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<strong>You just got a shiny new job, at a great company. Congrats!</strong> Your first day at a new job can either be the first day of the rest of your life… or the first of a series of endless <a href="http://en.wikipedia.org/wiki/Groundhog_Day_%28film%29" target="_blank">“Groundhog Day”</a> experiences, where every day feels the same and your new job quickly seems just like the old job.</div>
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To make sure that doesn't happen, here are ten things to do differently and help you stand-out:</div>
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<strong>1. Behave as if you’re still being interviewed.</strong></div>
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Once you’re hired it’s natural to feel a sense of accomplishment. It’s easy to assume you belong.</div>
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After all, they hired you, right? You’re awesome! And the company is brilliant for having recognized your awesomeness. High five!</div>
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Not so fast. Sure, you got hired, and in fact you may be awesome, but you haven’t actually done anything for your new company yet. All you've really shown is that you can get the great new gig.</div>
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Now you need to prove you deserve it.</div>
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Think of your first thirty to ninety days as an extended interview. Show up every day thinking you need to prove you deserved to be hired. You'll work harder, work smarter, won’t take anything for granted… and in short order you will prove you belong.</div>
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<strong>2. See your manager as a person you help, not a person who tells you what to do.</strong></div>
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Yes, in theory, your manager gets to tell you what to do. In practice, that's probably not why she hired you.</div>
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Here’s a better approach: Your manager has things she needs to get done. See your job as helping her get those things done. The more you help her achieve her goals and targets the more highly you will be valued.</div>
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Plus you’ll find it’s a lot easier to work hard when you feel you’re helping someone instead of obeying them. And you’ll enjoy your work more too – it’s a lot more fun and an infinitely more rewarding to help than to comply.</div>
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<strong>3. Build relationships based on performance, not conversation.</strong></div>
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Great companies with <a href="http://dharme.sh/liculturecode" target="_blank">great cultures</a> welcome new employees to the fold. Other employees go out of their way to meet and get to know you.</div>
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That’s awesome, but work still involves work, not just conversation. Be nice, be friendly, be yourself – but always remember that the best working relationships are based on respect and trust, and respect and trust are based on actions and performance, not just on words.</div>
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Prove yourself. Pitch in. Help out. Follow through. Meet every commitment. <em>Earn</em> the respect and trust of others and you will build truly great professional relationships.</div>
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And you’ll build some great friendships, too.</div>
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<strong>4. Go the extra mile early – and often.</strong></div>
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Early on you probably don’t have all the skills you need. You probably don’t have all the experience. You probably don’t have all the contacts and connections.</div>
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But you can have the willingness to work extremely hard.</div>
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Work hard and everyone around you will forgive a certain lack of skill and experience. They’ll know you’re trying – and sometimes, at least for a while, that’s all that matters.</div>
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<strong>5. Spot the high performers and mimic them.</strong></div>
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Every organization is different, which means the key attributes of top performers in those organizations are different, too.</div>
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Maybe the top performers work more – or different – hours. Maybe relationship building is more important than transactional selling. Maybe flexibility is more important than methodology.</div>
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Pick out the top performers and study them. Figure out what makes them tick. How they approach problems. How they make decisions. There’s no need to reinvent the high performance wheel; save that for when you are a top performer and want to go an even higher level.</div>
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<strong>6. Think three moves ahead.</strong></div>
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Great chess players think many moves ahead. The current move builds a base for future moves.</div>
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You can do the same at work. Think about where a task might lead you. Think about how you can leverage your current responsibilities. Think about what skills you can learn, visibility you can gain, connections you can build… every task, every project, and every job can lead to a number of great possibilities.</div>
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Think of your current duties as one piece in a puzzle, a puzzle that you get to put together and ultimately build.</div>
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<strong>7. Find a way to stand out.</strong></div>
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We have remarkable employees at <a href="http://www.hubspot.com/" target="_blank">HubSpot</a>. We feel they have a super-power that makes them stand out in some way. Maybe they’re remarkably smart, or remarkably creative, or remarkably resourceful, or remarkably successful... each of our employees stands out in some special and unique way.</div>
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Work hard to be known for something specific. Be known for responding more quickly or following up first or always offering to help before you’re asked. Be the leader known for turning around struggling employees or creating the biggest pool of promotable talent or building bridges between different departments.</div>
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Pick a worthwhile mission – one that truly benefits the company and other employees – and work to excel at that mission. Then you’ll stand out in the best possible way.</div>
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<strong>8. Create your own project.</strong></div>
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Succeeding and even excelling at the projects you’re assigned is expected. Excelling at a project you create yourself is exceptional.</div>
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The key is to take personal risk with a new project (while making sure the company and your colleagues shoulder most of the risk).</div>
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For example, we had a member of our sales team believe passionately in building a partner channel. It wasn't an area that anyone on the exec team was particularly excited about. But, he did it anyway. He did it on his own time, working late, trying different things… and ultimately figured it out. He is now running one of the fastest growing and productive teams in the company. He has also helped create the model for how experiments are run and managed at HubSpot.</div>
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I know what you’re thinking: “Wait. He did it on his own time?” Yes, he did. He decided to prove himself. If he had failed, there was little cost to the company so really there was nothing to lose.</div>
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But for him – and the company – there was a lot to possibly be gained.</div>
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You don’t have to wait to be asked. You don’t have to wait to be assigned. Pick a side project where, if you fail, there’s no harm and no foul, and take your shot. You never know how it will turn out… and what it will do for your career.</div>
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<strong>9. Find people to help.</strong></div>
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You’re new. People are supposed to help you, right?</div>
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Right. And wrong.</div>
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You can start helping people now. If you see someone struggling and you don’t know what to do, say, “I’m new so you may have to tell me what to do… but I would love to help you.” If you’re in a meeting and someone else was assigned a seemingly overwhelming project, stop by later and ask if you can help. Even if you’re not taken up on it, the offer will likely be appreciated.</div>
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Or volunteer to help in an area you’d like to know more about. Work in sales? You could volunteer to help your marketing team create a new piece of content. Work in marketing? You could help your engineering team do some user testing on a new product.</div>
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Just make sure you don’t become the guy who helps others but doesn't get his own stuff done.</div>
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No one likes that guy.</div>
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<strong>10. Never forget why you were hired.</strong></div>
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Yes, you want to learn and grow. Yes, you want to build a career. Yes, you want to feel happy and fulfilled.</div>
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And yes, you were hired to help advance the goals and mission of the company.</div>
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It’s possible to fulfill your goals <em>and</em> the company’s goals. Make sure you do. That way you and the company win – and isn't that what the employer/employee relationship should be all about? </div>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-11601929417698968372013-04-26T07:56:00.005-04:002013-04-26T07:57:08.601-04:00The Strongest Careers Are Non-Linear<div class="separator" style="clear: both; text-align: center;">
<span style="font-size: x-large;">The Strongest Careers Are Non-Linear</span> </div>
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<span style="font-size: x-small;">(Article written by <a href="http://www.linkedin.com/profile/view?id=5973711&authType=name&authToken=j1-c&goback=%2Empd2_*1_*1_*1_%2F20130425182632*55973711*5the*5strongest*5careers*5are*5non*5linear&trk=mp-ph-pn">Penelope Trunk, Brazen Careerist</a> for and originally posted on Linkedin.com and can be read in it's original format<a href="http://www.linkedin.com/today/post/article/20130425182632-5973711-the-strongest-careers-are-non-linear"> here</a>.)</span> </div>
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<span style="font-size: x-small;"> (Note by Will: I wasn't raised this way (Hence my doctorate), having been taught that getting as much education as you can stand was the correct path to go. So, I cannot fully agree with this article. However, she has a very strong point and her logic is sound. I personally now owe $546,000 in interest on $120,000 in Federally subsidized loans... $100,000 of which I did not need for degrees I really could have done without. Moreover, these loans, which were and are my only form of debt, went into default for a year as I couldn't get employed out of school to make the money that I needed to pay them off. With all that being said, I made no wrong moves or bad choices. Such was simply the path that had to occur, which, is inadequate.)</span></div>
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For years we have been talking about <a href="http://en.wikipedia.org/wiki/Higher_education_bubble" target="_blank">the education bubble</a> and the problem that colleges charge tons of money and <a href="http://www.deseretnews.com/article/765612449/Average-debt-up-again-for-new-college-grads.html?pg=all" target="_blank">then graduates are unemployable and in debt</a>. Colleges are responding by becoming job preparation centers. And Frank Bruni, opinion editor for the New York Times, says <a href="http://www.nytimes.com/2013/04/21/opinion/sunday/bruni-questioning-the-missionof-college.html" target="_blank">this is a waste of time and resources</a>. Here’s what’s better:</div>
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<strong>1. Skipping college.</strong><br />
The real issue we have with admitting that college is not a path to the work world is then we have to ask ourselves <a href="http://homeschooling.penelopetrunk.com/2012/01/19/high-school-damages-kids/" target="_blank">why we send our kids to high school</a>. There is plenty of data to show that teens are able to manage their lives without the constraints of school. The book <a href="http://www.amazon.com/dp/0345507894/?tag=brazecaree-20+adolescence&link_code=ur2&creative=9325&camp=211189" target="_blank">Escaping the Endless Adolescence</a> is chock full of data, and <a href="http://nymag.com/news/features/high-school-2013-1/" target="_blank">a recent article</a> by my favorite journalist, Jennifer Senior, shows that high school is not just unnecessary, but actually damaging to teens who need much more freedom to grow than high school affords.<br />
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<strong>2. Focus on internships instead of school.</strong><br />
Kids should be working in <a href="http://blog.penelopetrunk.com/2013/03/05/how-to-make-it-in-new-york-city" target="_blank">internships in high school</a>. Because the <a href="http://blog.penelopetrunk.com/2012/05/31/how-to-decide-when-to-work-for-free/" target="_blank">best path to a good job is a bunch of great internships</a>. But great internships don’t go to people who need money. They are mostly for young people. Yes, this is probably illegal and classist and bad for a fluid society. But we will not debate that here. Instead we will debate why kids need to go to college if the <a href="http://blog.penelopetrunk.com/2006/11/06/start-looking-for-summer-internships-now/" target="_blank">internships are what make them employable</a>? Kids should do internships in high school and by their college years, they are capable of real jobs where they are doing work that people value, with cash.<br />
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You cannot take this route if you’re saddled with huge student loans. You can’t take this route if you’re inundated by homework in required subjects you don’t care about. You can’t take this route if you have no <a href="http://blog.penelopetrunk.com/2011/09/05/what-to-do-in-college-right-now/" target="_blank">work experience when you graduate</a> college. It’s too late. (Don’t tell me you need to go to school to learn, okay? <a href="http://www.salon.com/2013/04/18/testing_is_killing_learning/" target="_blank">People just do not believe this anymore</a>.)<br />
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I was reading the Fortune list of 40 under 40 and I was struck by the career history of <a href="http://money.cnn.com/gallery/magazines/fortune/2012/10/11/40-under-40.fortune/11.html" target="_blank">Kevin Feige </a>(number 11 on the list). He’s president of Marvel Studios at age 39. He wrote that he interned with the Superman movie director as a film student and that was the last job application he filled out. That’s because if you get an internship with someone great, and your performance is great, your network will cover your employment needs for a very long time.<br />
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<strong>3. Start a company instead of writing a resume.</strong><br />
<strong><br /></strong>I’m struck by <a href="http://money.cnn.com/gallery/magazines/fortune/2012/10/11/40-under-40.fortune/3.html" target="_blank">Marissa Mayer</a> (number 3 on Fortune’s list) whose <a href="http://www.thestreet.com/story/11878472/1/marissa-mayers-strategy-taking-shape-at-yahoo.html" target="_blank">announced acquisition strategy</a> is buying small, cheap companies. Which is, in effect, buying the team. Silicon Valley calls these acqui-hires. She is looking at young people who start companies that are not necessarily successful in terms of product or sales but successfully market the founders as visionaries, self-starters, and hard workers. You can’t show those traits in school, so if you have those traits, you slow yourself down by going to school where you cannot exhibit your best, marketable traits.<br />
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<strong>4. Refuse to present yourself in a linear way.</strong><br />
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Do any workaround that lets you forgo the linear obsession the standard resume format. Because linear presentations favor people who have long, rule-following careers – <a href="http://blogs.hbr.org/cs/2012/07/why_i_like_people_with_unconve.html" target="_blank">which don’t necessarily make you look good anyway</a>. I could write a post ten thousand paragraphs long of all the new things people with nonlinear work histories are doing to get jobs.<br />
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<a href="http://online.wsj.com/article/SB10001424127887323820304578412741852687994.html" target="_blank">People use twitter as a resume</a>, according to the Wall Street Journal, which requires only that you publish ideas, not any sort of academic experience.<br />
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Young people are <a href="http://www.huffingtonpost.com/2013/04/15/sarah-hanson-auctions-senior-living-map_n_3084591.html" target="_blank">selling stock in themselves</a> - paying out dividends for decades at a time.<br />
Agents represent workers who pick and choose projects that match them rather than signing on for indefinite amounts of time. The Harvard Business Review calls this <a href="http://hbr.org/2012/05/the-rise-of-the-supertemp/" target="_blank">supertemping</a>. Business Week calls it <a href="http://www.businessweek.com/articles/2013-04-10/silicon-valley-goes-hollywood-top-coders-can-now-get-agents" target="_blank">going Hollywood</a>.<br />
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But here’s the big takeaway. A fundamental shift is taking place, where the path to getting a job is massively circumventing college credentials. And, at the same time, the <a href="http://www.commercialappeal.com/news/2013/apr/17/college-debt-stifles-american-dream-for-younger/" target="_blank">American public is fed up</a> with the <a href="http://www.takepart.com/article/2013/03/11/colleges-admit-problem-student-loan-crisis" target="_blank">insane debt that college are expecting new grads to take on</a> in order to graduate. (Good essay: <a href="http://www.bradleygauthier.com/blog/how-college-ruined-my-life/" target="_blank">How College Ruined My Life</a>.)<br />
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If you are not going to school in order to “fit” into the adult world, then why are you going to school? The love of learning, presumably. But school reform pundits are 100% sure that kids will choose to learn if you put no constraints on them. They will just learn what they want. Best example: <a href="http://upstart.bizjournals.com/news/technology/2012/11/06/mit-leaves-laptops-in-ethiopia-kids-hack.html" target="_blank">The MIT program that gave iPads to illiterate kids in Ethiopia</a>, and they taught themselves <a href="http://www.dvice.com/archives/2012/10/ethiopian-kids.php" target="_blank">to use it, program it, and read it</a> in English. <a href="http://www.technologyreview.com/news/506466/given-tablets-but-no-teachers-ethiopian-children-teach-themselves/" target="_blank">No teacher. No curriculum</a>.<br />
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The biggest barrier to accepting the radical new nature of the job hunt is the reverberations throughout the rest of life. If <a href="http://homeschooling.penelopetrunk.com/2013/01/17/curriculum-by-subject-makes-kids-unemployable/" target="_blank">you don’t need school for work</a>, and <a href="http://homeschooling.penelopetrunk.com/2012/12/06/well-roundedness-is-for-the-poorly-educated/" target="_blank">you don’t need school for learning</a>, then <a href="http://homeschooling.penelopetrunk.com/2012/09/17/public-school-is-a-babysitting-service/" target="_blank">all you need school for is so parents can go to work</a> and not worry about taking care of their kids.<br />
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It takes bravery to go against the grain. It’s difficult to say that the great learning and the great jobs come from leaning out, doing things in a nonlinear, non standard way, and playing only by the rules that fit your own style for personal learning and growth.Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-76085773149885125442013-04-23T13:15:00.000-04:002013-04-23T13:15:05.828-04:00The 2 A.M. Email: A Public Display Of Ambition<div align="center">
<span style="font-size: x-large;">The 2 A.M. Email: A Public Display Of Ambition </span></div>
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<span style="font-size: x-large;"><span style="font-size: x-small;">(Article Written by <a href="http://www.linkedin.com/profile/view?id=8628736&authType=name&authToken=4d_T&goback=%2Empd2_*1_*1_*1_%2F20130423140003*58628736*5the*52*5a*5m*5email*5a*5public*5display*5of*5ambition&trk=mp-ph-pn">Randi Zuckerberg</a> (Zuckerberg Media) for Linkedin. Original article can be found <a href="http://www.linkedin.com/today/post/article/20130423140003-8628736-the-2-a-m-email-a-public-display-of-ambition">here</a>.)</span></span></div>
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In today’s working world, there is a lot of pressure to always be “on.” If a colleague is consistently sending emails late into the night, we may feel pressured to do so as well. Whenever I wake up and see an email sent to me at 2 a.m., I feel guilty – what am I doing sleeping when somebody else is up working? Am I not being productive or available enough?</div>
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Sending emails late into the night sends a flashing message to coworkers, “I’m ambitious!,” but email doesn't have to be a competition of who can respond faster or who can function on less sleep. Maybe that colleague emailing you at 11 p.m. isn't doing it to one-up you or be seen as Employee of the Month. Some of us send emails at odd hours because that’s when email best fits into our lives. As a mom, I’m most productive and able to catch up on my messages late at night when my 2-year-old son is sleeping and the house is finally quiet. I’m often in meetings all day, and want to spend quality time with my family when I get home - so it’s hard to find a solid chunk of time to give my full attention to my inbox. Around 11 p.m. is my time to plug in again – but this doesn’t mean I expect my colleagues to respond right away or even read my emails before they go to bed. We all have our own routines, including specific times when we are able to focus best. For some, this time may be early in the morning. For others, it’s during the work day in between meetings, on weekends or during a daily commute.<br />
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Many managers send emails late at night and seem to be connected around the clock. While some do expect their colleagues to read and respond 24/7 (talk about stressful!), many do not. The problem is, most managers don’t communicate these expectations to their colleagues. It's becoming increasingly popular for stressed employees to request "overtime" pay for the extra hours they spend on their devices. Whenever a new employee begins working with me, I go out of my way to let them know that I work best late at night – but just because they receive late night emails from me, does not mean I expect them to immediately respond. It’s important to clearly let your colleagues (especially direct reports) know when you expect them to be available. They should not have to break into a cold sweat every time their phone buzzes with a new email late at night, or sleep with one eye open and their phone beside their pillow. Tell your colleagues if it’s an urgent matter requiring immediate response, you will call them (and only do this if it’s an emergency!).<br />
In an ideal world, I wish businesses would shut off inter-office email delivery after 9 p.m., so people could send as many late-night emails as they want, without being delivered until the following morning. That way people would never know the difference between someone that efficiently got all their work done by early evening, or someone who stayed up all night working on a project.Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-45378960809159562202013-04-22T11:03:00.000-04:002013-04-22T11:03:22.090-04:005 Ways to 'Up' Your Profile<div style="text-align: center;">
<span style="font-size: x-large;">5 Ways to 'Up' Your Profile</span></div>
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(This Article originally written and posted by <a href="http://www.linkedin.com/profile/view?id=34334392&authType=name&authToken=svFC&goback=%2Empd2_*1_*1_*1_%2F20130418191059*534334392*55*5ways*5to*5up*5your*5profile&trk=mp-ph-pn">Linda Descano</a> on Linkedin.com <a href="http://www.linkedin.com/today/post/article/20130418191059-34334392-5-ways-to-up-your-profile">here</a>)</div>
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At one point in your career, you’ve likely been told to “be more visible” if you want to advance your career. I have been on the receiving end of that very advice — and have delivered that advice to more than a few of my team members over the years. But what exactly should we be doing?<br />
I asked three of my go-to gurus on all things work-related — <a href="http://www.linkedin.com/in/dianebaranello" target="_blank">Diane Baranello</a> of Coaching for Distinction, <a href="http://www.linkedin.com/pub/stacy-lauren-musi/1/a59/105" target="_blank">Stacy Lauren Musi</a> of Chadick Ellig Executive Search, and <a href="http://www.linkedin.com/pub/raleigh-mayer/10/230/592" target="_blank">Raleigh Mayer</a> of Raleigh Mayer Consulting — for their suggestions on practical, actionable steps to raise your visibility, which I’ve consolidated into the following 5 tips:<br />
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<li><strong>Brush Up:</strong> Achieve a level of mastery whether you provide a service, sell a product, build buildings, or groom pets. How do you achieve mastery? Request mentorship from a seasoned professional in your field. Share interesting articles with your network. Do research and then publish. Interview experts. Write a white paper. Start a blog. Go back to school for an advanced degree or certification. Any of these will help elevate your expertise and build your credentials.</li>
<li><strong>Step Up:</strong> Take on rotational or lateral assignments to broaden your exposure, joining task forces and other cross-functional groups to expand your network, and spearheading high visibility (perhaps even higher risk) business or corporate initiatives with firm-wide impact to showcase your business acumen. When stepping up, don’t be casual with how you share information on progress and achievements. Even on a regular update call, create a slide that shares some data. While one should take every opportunity to recognize the progress made by the team and to put others in the spotlight, don’t relinquish your clear role as a leader.</li>
<li><strong>Speak Up:</strong> Develop relationships across the organization at all levels to expand your network, promote your area, and build your social reputation. Ask to be present at meetings where more senior leaders are in attendance – and, when you present, use language that shows you “own” the work. Hone your ability to deliver a clear, impactful message at meetings and present a point of view whenever the opportunity presents itself.</li>
<li><strong>Stand Up:</strong> Seek and accept opportunities to present and speak publicly internally and externally to gain visibility and increase your influence, which will give you access to distinguished connections, build your reputation, and gain publicity, perhaps in a journal, on the internet, or in an industry publication. If you don't hold membership in an organization in your field, the time to join is <em>now</em>. Also consider getting involved community and other charitable organizations — and not just as a volunteer but also as a board member.</li>
<li><strong>Dress Up:</strong> Make every day a “photo opportunity” with a polished appearance including perfect posture, strong body language, and a personal style statement (color, jewelry, or accessory).</li>
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What’s been the most effective way you’ve raised your profile?Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-55908081414612435122013-04-19T08:15:00.000-04:002013-04-19T08:15:32.987-04:00A Highly Effective Way to Avoid Wasting Your Time<div class="Bodytext">
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<span style="font-size: x-large;">A Highly Effective Way to Avoid Wasting Your Time</span></div>
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<span style="font-size: x-small;">(Original article written by <a href="http://www.linkedin.com/profile/view?id=36792&authType=name&authToken=P3bF&goback=%2Empd2_*1_*1_*1_%2F20130415121455*536792*5a*5highly*5effective*5way*5to*5avoid*5wasting*5your*5time&trk=mp-ph-pn">Bruce Kasanoff</a> and originally posted on April 15th, 2013 on Linkedin.com <a href="http://www.linkedin.com/today/post/article/20130415121455-36792-a-highly-effective-way-to-avoid-wasting-your-time?trk=mp-reader-card">here</a>)</span></div>
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Here's a simple way to potentially save hours of your time each week, by investing a total of about five minutes.</div>
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First thing one morning, take a piece of paper and write a column of numbers representing each hour from the time you wake up until you go to sleep. For me, the list would start 6, 7, 8, 9, 10, 11, 12, 1 and go all the way back to 12. (So far, you have invested about fifteen seconds.)</div>
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For this single day, at the top of every hour stop for 20 seconds and consider how happy you are with the way you spent your time. Did you invest it wisely? If the answer is yes, don't write anything.</div>
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But if you wouldn't repeat the way you spent the last hour, next to the number representing that hour write a few words that describes what you did. On one of my lists, for example, at 3 o’clock I wrote "pointless to talk with Ralph; doesn't listen," meaning that it was a waste of my time to meet with him.</div>
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Stick with this exercise all day; it takes very little time, just the discipline to stop every hour for a few seconds. But at the end of the day, you'll have a list of activities you wish you avoided. If the list has more than one or two items, you might want to continue the practice for a while.</div>
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If you make this a habit, you'll soon start to spot patterns. It will be easier to recognize ways in which you are wasting time and effort, and you'll do a better job of avoiding these.</div>
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<strong>Save time for everyone</strong></div>
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You can also use this technique across an entire department to help all involved make better use of their time. To avoid offending people, I wouldn't suggest pooling the results. You can simply introduce the test and allow people to draw their own conclusions.</div>
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Encourage people to not only list the problems that wasted their time, but to also write down solutions for using their time more wisely. For example, at the end of a long meeting, you might realize that while your initial strategy of barking out orders did not work, that once you took the time to listen to others, they became more willing to listen to you.</div>
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You might then write, "Listen first, talk second."</div>
Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-89584668740437254162013-04-16T16:11:00.002-04:002013-04-16T16:11:55.553-04:008 Pieces of Professional Advice I Didn't Want But Definitely Needed<div align="center">
<span style="font-size: x-large;">8 Pieces of Professional Advice I Didn't Want But Definitely Needed</span></div>
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<span style="font-size: x-small;">(Original article posted via <a href="http://www.linkedin.com/profile/view?id=20017018&authType=name&authToken=UVOv&goback=%2Empd2_*1_*1_*1_%2F20130416124012*520017018*58*5pieces*5of*5professional*5advice*5i*5didn*5t*5want*5but*5definitely*5needed&trk=member-photo">Jeff Haden</a> on Linkedin.com and can be located<a href="http://www.linkedin.com/today/post/article/20130416124012-20017018-8-pieces-of-professional-advice-i-didn-t-want-but-definitely-needed"> here</a>.)</span></div>
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Since screw-ups tend to be magnets for advice, I've received a lot of painfully direct -- yet ultimately very helpful comments -- along the way:<br /><br /><strong>"Express your individuality on your own time."</strong> In my first job after college I sometimes let my personality overshadow my responsibilities and duties and it definitely hurt my performance and limited my opportunities.<br />
We're all servants (in a good way) and our customers, peers, bosses, and direct reports all have needs. Meeting those needs -- on their terms -- is more important than somehow "staying true" to ourselves.<br />
Maintaining your integrity is vital, but there's a big difference between staying true to yourself and "just being me." <br /><br /><strong>"Face value has no value."</strong> It's easy to view the actions of others through the lens of how that behavior impacts us, especially if those actions impact us negatively.<br />
Still, most employees don't <em>try</em> to do a bad job. Most customers aren't <em>intentionally</em> difficult. Most bosses aren't simply out to get you.<br />
There is always more to the story. Fail to look deeper and you miss an opportunity to make a bad situation better -- for everyone.<br /><br /><strong>"They're just as scared of you."</strong> I wrestled in high school and traveled to summer tournaments where other wrestlers often seemed larger than life. I assigned them a near-mythical status because they came from different states and wore t-shirts from high-profile camps and wrestling clubs.<br />
I never imagined they might see me the same way.<br />
The same is true in business. Under the Armani and Wharton School and high-profile name-drops is a guy or gal just as nervous and insecure as you. Symbols of success are often just a mask.<br />
The playing field is always more level than it seems.<br /><br /><strong>"When you fire someone and need to say more than, 'We have to let you go,' you haven't done your job." </strong>Except in unusual circumstances, firing an employee is the last step in a longer process. If along the way you've identified sub-par performance, provided additional training or resources, set targets and timelines for performance improvement, and followed up when progress is lacking, then there are no surprises, no additional conversations necessary, no arguments to have... the employee <em>knows</em>.<br />
And you've done your job as well as you can. But even so...<br /><br /><strong>"If you can sleep the night after you fire someone, something is wrong with you."</strong> Even if you've done everything right, firing an employee feels horrible. (I know they "fired themselves," but still.) You've impacted their career, their life, their family... you <em>should</em> feel awful.<br />
If you don't feel awful, it's time to step out of a management role.<br /><br /><strong>"Always sell harder than you think you should."</strong> I'm fairly shy and often insecure so "selling" is hard for me. I felt more comfortable waiting for bosses to discover my talents and promote me. I feel more comfortable waiting for potential customers to somehow discover me.<br />
That's a problem, because success in any field or profession is at least partly built on salesmanship -- the ability and willingness to determine needs, overcome objections, provide solutions, and to be charismatic and convincing.<br />
Be enthusiastic. Be especially about yourself. People will respond positively.<br /><br /><strong>"Seriously... just shut up."</strong> I used to talk a lot. I thought I was insightful and clever and witty and, well, I thought I was a hoot. Very occasionally I might have been.<br />
Most of the time I wasn't.<br />
Truly confident people don't feel the need to talk -- at all. I hate when it happens, but I still occasionally realize I'm talking not because the other person is interested in what I have to say but because <em>I'm</em> interested in what I have to say.<br />
Never speak just to please yourself; when you do you end up pleasing no one.<br /><br /><strong>"Pick something you believe in and stick to it."</strong> When I first started racing motorcycles the then-500cc world champion (this was before today's MotoGP; remember, I'm really old) told me he always walked an unfamiliar track before riding any laps. It was a ritual that allowed him to spot surfaces, bumps, and potential racing lines he might otherwise have missed.<br />
Good enough for him, good enough for me, so I started doing the same thing.<br />
Did it work? I certainly thought it did... and therefore, placebo or not, it did.<br />
Think about a task you perform frequently, choose something you can do that actually helps you perform better, and start doing it every time: Whether it's how you prepare, how you follow-up, how you'll double-check your work, etc. Soon performing your "ritual" will give you more confidence, especially when the stakes are high, and as a result your performance will improve.<br />
Think of it like wearing lucky socks... except in this case it actually makes a difference.<br />
<em>I also <a href="http://www.inc.com/author/jeff-haden" target="_blank">write for </a><a href="http://www.inc.com/author/jeff-haden" target="_blank">Inc.com</a>:</em><br />
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<li><strong><a href="http://www.inc.com/jeff-haden/8-things-you-should-not-do-every-day.html?nav=pop" target="_blank">8 Things You Should NOT Do Every Day</a></strong></li>
<li><strong><a href="http://www.inc.com/jeff-haden/one-huge-step-every-great-boss-takes.html" target="_blank">The Huge Step Every Great Boss Takes</a></strong></li>
<li><strong><a href="http://www.inc.com/jeff-haden/6-habits-of-remarkably-likeable-people.html?nav=next" target="_blank">6 Habits of Remarkably Likeable People</a></strong></li>
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<em>(Photo courtesy flickr user <a href="http://www.flickr.com/photos/tmartin/71654890/sizes/z/in/photostream/" target="_blank">martij</a>)</em>Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0tag:blogger.com,1999:blog-4653510286267814745.post-46953199796875423472013-04-12T08:25:00.000-04:002013-04-12T08:25:48.794-04:00Need a Good-Looking, UNIQUE Resume Revamp? Only have 15 Minutes? Don't Pay for It; Click This Here Button.<span lang="EN">
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<span style="font-size: x-large;">Need a Good-Looking, UNIQUE Resume Revamp? Only have 15 Minutes? Don't Pay for It; Check Out Linkedin Labs!</span></div>
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If, by chance, you were about to pay one of those random companies $500 to redo/revamp your resume (And let's be honest here: What were you thinking? That's 500 Wendy's Double-Bacon Cheeseburgers you're losing on some format changes) THEN DON'T DO IT. Here is your solution. (But feel free to send me a donation of $100 for the assistance!)</div>
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Stumbled across this the other day... I must say, one heck of a find. Highly suggested for those passive candidates who want to keep in touch with recruiters but don't have the time to stop working/attending to the family long enough to spend 10 hours on updating and redoing their resume (FYI: If a recruiter asks for your resume, it means they know you will fit a role that tends to come across their desk in just a matter of time so send it to them.)</div>
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Anyhow, this was actually featured on Linkedin.com's professional blog for a day, but then disappeared into the night for some reason... It's an additional app add on that complies you a resume from your current Linkedin Profile that looks great, can be altered as needed, and comes with unique and varying templates. </div>
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Basically, it's awesome. (Link below)</div>
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<a href="http://resume.linkedinlabs.com/">Linkedin Labs: Resume Builder</a></div>
</span>Anonymoushttp://www.blogger.com/profile/04571061373992733792noreply@blogger.com0