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Showing posts with label other. Show all posts
Showing posts with label other. Show all posts
Monday, June 11, 2012
Thursday, March 8, 2012
Top 5 Stories of the Week: The Myth of the 8-Hour Sleep and Other Bad Business Beliefs
It was a myth-busting week on LinkedIn. In article after article, top authors took widely held business beliefs and crushed them.
Thought your best employees were the ones who fit their job descriptions? You’re way off. Believe that you need 8 hours of sleep? Clearly you haven’t been reading 16th Century French doctor manuals. Insist that happiness will come when you hit your sales goals? You’ve got it backward, bub. Here’s the full list:
Top 5 most-shared articles by LinkedIn members (Feb. 23, 2012 – Mach 1, 2012)
Follow @LinkedInToday
Let’s start with the BBC’s sleep story. Not surprisingly, this piece was most widely shared by people in sleep-deprived industries like IT, computer software, design and higher education.
For anyone who has spent their days pounding Red Bull while lamenting the poor sleep they got last night, the BBC brings sweet relief: Until the late 17th Century, the idea that you needed one long snooze was laughable. Instead, people used to sleep a few hours around dusk, wake up, write or smoke (or both), then sleep again.
Candle lighting, however, started to mess with our sleep cycles. Lit streets meant people could stay out later with less fear of getting robbed and lit coffee houses gave people a place to go. Humanity pivoted and the two-sleep system was dead.
Today, most people seem to have adapted quite well to the eight-hour sleep, but [sleep historian] Ekirch believes many sleeping problems may have roots in the human body’s natural preference for segmented sleep as well as the ubiquity of artificial light.
Now, of course, we’re lucky to get even one of those sleep chunks in. Eight hours may be unrealistic, but with so much work to take care of (not to mention Facebooking, Wording with Friends, etc.) two sleeps seems even more impossible to pull off.
Some of the other treasured ideas under fire this week: Jeff Haden at Inc. looks at all the somewhat quirky, status-quo challenging people in an office and says these are your most remarkable employees.
Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor. People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.
The comments on the article filled up with such “unusual personalities” complaining that either their peers hated them for their quirks or managers didn’t hire them because they didn’t fit the bill. Clearly finding and grooming remarkable employees is something that still needs some work.
And also at Inc., Jessica Stillman challenges long-held beliefs about happiness, saying that success doesn’t make you happy, being happy brings success. She cites a researcher at Harvard who has studied how the brain deals with happiness. The more primed you are for being happy, the better chance you’ll have of achieving it.
Getting there isn’t that hard, either. Explains study author Shawn Achor:
What we found was something as simple as writing down three things you’re grateful for every day for 21 days in a row significantly increases your level of optimism and it holds for the next six months. The research is amazing. It proves we actually can change.
And if you really feel like taking on the world, try writing down those affirmations after your first sleep. You’ll be well rested, well adjusted and just quirky enough to be the most remarkable person at your job.
Here are the most-shared stories by professionals in the following industries:
Poll of the week
Trackback: http://blog.linkedin.com/2012/03/02/top-5-stories-of-the-week-the-myth-of-the-8-hour-sleep-and-other-bad-business-beliefs/trackback/Sunday, March 4, 2012
Top Five Stories of the Week: What Companies Know About You and Other Secrets
What happens when big companies start using the data they have on consumers to predict some of the most intimate moments of our lives?
That’s the focus of one of this week’s most-shared stories, by the New York Times. Reporter Charles Duhigg reveals how the retail chain Target used its elaborate customer database to discover that a teenager was pregnant – before her own father even knew.
As Duhigg notes, Target statistician Andrew Pole “was able to identify about 25 products that, when analyzed together, allowed him to assign each shopper a ‘pregnancy prediction’ score.” Target could then send those customers coupons based on the specific stage of their pregnancy.
Top 5 most-shared articles by LinkedIn members (Feb 17, 2012 – Feb. 23, 2012)
Follow @LinkedInToday
1. How Target Figured Out a Teen Girl Was Pregnant Before Her Father Did (Forbes)
2. How Companies Learn Your Secrets (New York Times)
3. The 8 Qualities of Remarkable Employees (Inc.)
4. 10 Things Bosses Never Tell Employees (Inc.)
5. Why QR Codes Won’t Last (Mashable)
The piece resulted in a flurry of comments on LinkedIn and it also raised important questions about how companies will use our secrets in the future. Forbes’ Kashmir Hill, in a smart summary of the New York Times’ story, notes:
“With all the talk these days about the data grab most companies are engaged in, Target’s collection and analysis seem as expected as its customers’ babies. But with their analysis moving into areas as sensitive as pregnancy, and so accurately, who knows how else they might start profiling Target shoppers?”
Secrets, in fact, seemed to be the topic of the week on LinkedIn. Inc.’s Jeff Haden (who has two stories on this week’s leaderboard) reveals the secret things bosses wish they could tell their employees. Among the confessions: bosses want to be liked, they want to pay you more and they actually want you to talk and have fun at work. (So don’t lower your voice and pretend to be working when your boss walks by! Good managers know that you can have fun and work hard at the same time.) You can read the full list of managers’ inner secrets here.
Here are the other most-shared stories, broken down by industry:
Investment Banking: Warning: Banking May Be Hazardous to Your Health (Wall Street Journal)
Venture Capital: The ‘Unhyped’ New Areas in Internet and Mobile (TechCrunch)
Nonprofits: The Role of Brand in the Nonprofit Sector (Stanford Social Innovation Review)
Financial Services: 12 Leadership Traits You Need to Thrive in Tough Times (Entrepreneur)
Real Estate: Bill to Speed Up Short Sale Process and Prevent Foreclosure (DS News)
Public Relations: The Most Overused Jargon in Press Release Headlines (PR Daily)
Internet: Gamestop to J.C. Penney Shut Facebook Stores (Bloomberg)
Trackback: http://blog.linkedin.com/2012/02/24/top-five-stories-of-the-week-what-companies-know-about-you-and-other-secrets/trackback/Wednesday, February 15, 2012
Sitting at Work Is Old Fashioned — And Other Top Stories on LinkedIn This Week
There are a few things we used to expect from managers and no longer can, according to the most-shared stories by LinkedIn’s 150 million-plus members.
No. 1: Managers used to be able to motivate by giving raises. (Better to motivate through clear goals and consistency, says Inc.) No. 2: Managers used to be able to set the course and expect people to follow. (Don’t even try it with the social media generation, says the Harvard Business Review.) No. 3: Managers used to provide people with … chairs.
Top 5 most-shared articles by LinkedIn members (Feb 2, 2012 – Feb. 9, 2012)
Follow @LinkedIn_Today
Chairs? The WSJ looks at the trend, primarily in tech companies, of mandating short, prompt meetings in which everyone stands. The goal is to keep things fast and focused. Chairs are removed from meeting spaces, as are tables or other places for people to lean. The more uncomfortable, really, the better.
At one company in Florida, the person talking has to do so while holding a 10 lb. medicine ball; go on too long and your arms remind you to shut up.
For newcomers unaware of the practice, “it’s pretty mean,” [founder Obie Fernandez] says, “but really the main thing you want is to avoid people pontificating.”
So one thing managers can still do, apparently, is stuff that’s “pretty mean.” But what they can’t do, says Cisco VP Sujai Hajela in the HBR, is assume they can make decisions by relying on a small group of advisors. Being social is now a requirement of the connected boss. Says Hajela: “they’ll be expected to interact digitally with a much broader range of people both inside and outside the company.”
The most interesting part of Hajela’s blog post is the details he pulls out of a recent research report conducted by Cisco on “Next-Generation Influence on Workplace Policies.”
Cisco’s research found that 40% of those surveyed would trade a higher salary for things like the to ability to access social media while at work and the “choice on the mobile devices they could use on the job.”
Somehow Inc., in it’s incredibly popular look at what levers managers can pull to motivate workers, missed that one: cell phone choice as a perk. But it did offer up some other good tips. The biggest takeaway:
Employees don’t want to work for a paycheck; they want to work with and for people.
A kind word, a short discussion about family, a brief check-in to see if they need anything… those individual moments are much more important than meetings or formal evaluations.
Try to have those brief check-ins while standing up and you’ve basically hit modern corporate nirvana.
Here are the most shared stories by professionals in the following industries:
Keep up with all the business news that matters to you by visiting LinkedIn Today.
Poll of the week
Thursday, February 2, 2012
The Dire Outlook For Middle Class Jobs in the U.S. — And Other Top Stories on LinkedIn This Week
Is SOPA really dead? If you believe Mashable’s headline – in what is our most shared story of the week – the Stop Online Piracy Act has moved on to its final resting place.
But if you read the words of the act’s chief sponsor, Texas Rep. Lamar Smith, it sounds more like SOPA is just getting smelling salts in the corner. “It is clear that we need to revisit the approach,” says Smith. “Congress cannot stand by and do nothing while American innovators and job creators are under attack.”
This is the second week in a row that SOPA news has topped the professional conversation. Last week, workers from all industries shared articles about the Internet taking on Hollywood (with Congress trying to measure the shifting winds).
This week, most of the sharing was done in industries that would have been impacted by SOPA: largely, software, online, publishing, and TV and film. The rest of the working world had turned to other matters. For instance, would there be jobs for them, and if there were, would those jobs require them to live in a dormitory in China? Here’s the list:
Top 5 most-shared articles on LinkedIn (Jan 19, 2012 – Jan. 26, 2012)
Follow @LinkedIn_Today
It was Seth Godin, marketing consultant and prolific author, who was the harbinger of bad news on the jobs front. “If you’re an average guy doing average work,” a company is going to find someone to do the job in India for cheaper. Said Godin:
2012 isn’t going to be more of the same, it’s going to be worse.”
Why? Because we’re not in a cyclical recession, but a “forver recession” caused by the end of the industrial revolution. The the only way to make good money is for workers to invent their own jobs rather than counting on finding low level or middle management positions that will pay well.
Perhaps not surprisingly, the article resonated with industries that either delivered that message in form of cost-savings mandates, or had plenty of middle management positions still being filled: management consulting, banking, financial services and consumer goods.
And while it didn’t grab the overall top spot, a New York Times story about the factories in China that make iPhones showed the other side of Godin’s barbell-shaped world: the place where unskilled jobs have migrated. They’re gone for good, says BusinessInsider’s Henry Blodget.
Writes Blodget, summarizing the Times piece:
So, yes, money is part of why all of our gadgets are built in China. But what started a couple of decades ago as a reach for efficiency has now resulted in the entire electronics-manufacturing ecosystem being lifted up and transferred to China.
Apple doesn’t build iPhones in the United States, in other words, because there is no longer an ecosystem here to support that manufacturing.
One thing for those who are thinking of making the move to China, whether to set up factories or work in them, it’s probably best to avoid sneaking over any fine wine. The most-shared story in the wine and spirits industry was a Decanter.com article about a Chinese exec given life in prison — life! — for not paying import duties on over 70,000 bottles of wine, possibly including Chateau Lafite and Chateau Latour. His defense:
The punitive tax rate of up to 50% on wine left him no choice but to smuggle.
Here are the most shared stories by professionals in the following industries:
Poll of the week
Saturday, January 28, 2012
Favorite Friday: The Other Hardest Question: How Can I Help You? MUST READ
January 20th, 2012
January 8, 2008. The Other Hardest Question: How Can I Help You? I was about 18 months into my business and networking like crazy. Meeting lots of people, becoming a “power connector,” and having fun.
But people would ask: how can I help you?
And my response was usually something like “nothing for now, I’ll let you know.”
It was a bad answer, because people wanted to help me, but I wasn’t letting them help me! Crazy, I know.
Here’s my post about it, where I actually answered in a much better way: How Can I Help You?
My advice to you: figure out how to best answer that question (and it’s variations). And maybe you, too, can find out how close you are to Mr. T (read the post for more :p)!
Posted in Already Employed, Favorite Friday, Job Search Strategies, Job Seeker Advocates, Joe Job Seeker, Personal Branding | Permalink | TrackBack |JibberJobber is a powerful tool that lets you manage your career, from job search to relationship management to target company management (and much more). Free for life with an optional upgrade.
Tuesday, November 1, 2011
The King of Freemium and other Top Stories of the Week. Plus: The Dire View on Unemployment from the C-Suite
Tally the numbers in this week’s Top 5 most-shared articles across LinkedIn and here’s what you’ll find:
17 rules for success;
4 American tech giants and
10 ways in which they’re battling;
a 28-year-old entrepreneur worth
$600 million, maybe;
5 ways to keep your top employees happy; and
52 references to Steve Jobs
There were other numbers in the news last week: 9.1% (the continued rate of unemployment); $11 billion (the next loan installment Greece needs from Europe and the IMF); and Herman Cain’s 9-9-9. But professionals didn’t want to talk today’s problems or politics; what they wanted were people to look up to and tips for how to thrive.
Top 5 most-shared articles on LinkedIn (Oct. 14, 2011 – Oct. 20, 2011)
Some interesting tidbits from last week’s winners.
Fast Company’s Farhad Manjoo lays out the coming battles between Facebook, Apple, Amazon and Google, and explains why so many of the decisions they make today are in preparation for the future fights. Pleasing the consumer or Wall Street comes second, he argues, to keeping the competition off kilter:
When Google invests billions to build smartphones and a new social network, is it really trying to topple Apple and Facebook—or is it simply building a wider moat to protect its core interest, search revenue? … These ventures are decoy threats that tax a rival’s resources. Google+ will be hard-pressed to ever match Facebook’s global reach, but it will certainly keep [Facebook CEO Mark] Zuckerberg and his engineers on their toes.
One company that has so far avoided being purchased or crushed by the Big 4 – not that they haven’t tried – is Dropbox. Forbes’ Victoria Barret chronicles the smart, bold moves of CEO Drew Houston. Houston cruises through the Valley in a Zipcar, spurning Apple and sharing bison with Mark Zuckerberg as he grows his cloud-storage company. His secret is a single-minded focus on a single product, and a mastery of the freemium business model. Houston’s got 50 million users, an expected $240 million in revenue in 2011, and only 70 engineers. Only 4% of people currently pay a penny, but:
[T]housands of people each day blow through the free 2 gigabytes of storage, and upgrade to 50 gigs for $10 a month or 100 gigs for $20. Even if Houston doesn’t sign up a single customer in 2012, his sales will double.
It’s no surprise that the story had such a powerful impact with business people. Who wouldn’t want to have that kind of math at play in their company or in the economy in general?
Here are some top stories shared by professionals in the following industries.
In wine & spirits: Oz bounces back, in which the FT discovers that Australia is actually producing good wine (Top pick: Bindi, Block 5 Pinot Noir 2008).Folks in the business of making machinery were also thinking wine. Top story this week was from the North Bay Business Journal: Constellation mechanizes some high-end harvest. The wine giant is apparently using a harvester to collect over half the grapes bound for high-end wine.Finally, I wanted to go back to a poll we launched last month and look at its findings:
We asked members to tell us where they thought the unemployment rate would be this time next year. Nearly 1,500 people voted and you can see the results here:
LinkedIn polls head Jimmy Chen dug through the numbers to pull out some insights. The most interesting: Owners of companies —the ones doing the hiring—were far less confident about the direction of the economy. By a 22% rate vs 17% for the overall population, they said that unemployment would likely be above 10.5% next year. And that dark sense carried through the entire poll. Overall, owners, CEOs, and VPs were more likely to be pessimistic than managers and individual contributors.
Seventeen rules for success suddenly doesn’t feel like enough.
http://blog.linkedin.com/2011/10/21/the-king-of-freemium-and-other-top-stories-of-the-week-plus-the-dire-view-on-unemployment-from-the-c-suite/trackback/
Wednesday, September 14, 2011
Can Sales be Taught? Plus the 4 other Top Stories on LinkedIn
September 2nd, 2011\ABS\Auto Blog Samurai\data\Job Seekers Success\Linked In\)
This series covers the top 5 stories that our members are sharing on LinkedIn Today each week. You can check out Daniel Roth‘s column here. – Ed
After weeks of market and big tech turmoil (Apple bidding farewell to its leader, HP doing the same to its tablet), professionals across LinkedIn took a break from breaking news to focus on themselves. They had heavy questions, like “Why doesn’t anyone share what I write?” and “Why aren’t I better at sales?”
Top 5 most-shared articles on LinkedIn (Aug. 26, 2011 – Sept. 1, 2011)
“How Businesses Use Social Media for Recruiting,” Mashable“9 Reasons Why Your Content Is Not Shared on Social Networks: New Research,” Social Media Examiner “At funeral, dog mourns the death of Navy SEAL killed in Afghanistan,” Yahoo News“Are Top Salespeople Born or Made?” Harvard Business Review“Eric Schmidt: If You Don’t Want To Use Your Real Name, Don’t Use Google+,” MashableLet’s tackle the last question first. The biggest problem with your sales strategy is that you have the wrong DNA, says a blogger at the Harvard Business Review. According to Steve W. Martin, an adjunct professor at USC’s Marshall School of Business, great salespeople are born, not made. “The overwhelming majority of top salespeople are gifted with innate talents,” he writes. Self-taught salespeople have an uphill battle:
For every 100 people who enter sales without natural sales traits, 40% will fail or quit, 40% will perform at near average, and only 20% will be above average.
Martin offers some tips, such as learning from past mistakes, but he says there’s no skirting his findings. Unless you were closing deals in your diapers, your chances of success are limited.
So if sales is out, maybe social media is the way to go. Write some articles, post some videos and watch the sharing world turn you and your product viral. Well, you’re probably doing that wrong, too, according to Social Media Examiner. Here are a few of your problems: You’re boring, you’re untrustworthy, you don’t listen, and you’re not as cool as you think you are (unless you’re a cause, in which case you are cool).
A three-day weekend couldn’t come soon enough!
But wait, there is a ray of hope. The top shared story this week was a Mashable infographic looking at the rise of social networks in recruiting. Nearly 90% of surveyed companies say they plan to use LinkedIn and other social platforms to recruit this year and 65% have successfully hired using a social network. So if sales and social networking aren’t in your blood, at least you can keep an up-to-date profile and work to find an employer who will appreciate your true talent.
Other top stories by industry:
http://blog.linkedin.com/2011/09/02/can-sales-be-taught-plus-the-4-other-top-stories-on-linkedin/trackback/
Sunday, September 11, 2011
How to solve the other unemployment crisis
These thoughts from our CEO, Jeff Weiner, on bold solutions for the unemployment crisis were originally published in Fortune Magazine earlier today. Syndicated with permission – Ed. Tonight, President Obama is scheduled to unveil the government’s latest plan to address the country’s labor crisis. Unemployment is at 9.1%. However, that number only scratches the surface of the magnitude of the problem. There are over 25 million Americans unemployed, underemployed or only marginally attached to the workforce. Factor in the average size of a U.S. household and that’s as many as 20% of Americans whose lives are being dramatically impacted by this stagnation.
Yet there’s another massive labor imbalance in the country that rarely gets attention. According to the most recent report from the Bureau of Labor Statistics, there are over three million job opportunities going unfilled in the U.S. right now, the highest level in three years.
How is that possible? Simply put, companies can find workers; they just can’t find the right workers. The CEO of Siemens’ (SI) U.S. subsidiary says that his company has at least 3,200 open jobs it’s trying to staff. Everyone from industry giants like Microsoft (MSFT) to small- and medium-sized businesses like Begal Enterprises, a disaster-cleanup company in Maryland, are struggling to find qualified employees for their open jobs.
Fixing this imbalance and matching job openings with willing talent will go a long way toward restarting a virtuous economic cycle: when companies expand, they pay more taxes, consume more services (enabling other companies to expand) and open up opportunities for others to be promoted or hired. So how do we do it? Here are three proposed solutions:
• Embrace the economic graph. The technology revolution has upended industries and career paths at an unprecedented pace. Economic transitions that once took centuries (think agrarian to industrial) or decades (think industrial to information), are now taking place over only a handful of years. Classic economic theory would suggest that when Amazon (AMZN) overturns Borders or Netflix (NFLX) sinks Blockbuster, productivity gains manifested by these next generation companies should enable the displaced employees to find work elsewhere and add incremental economic value to the system. That’s clearly not happening.
We need to make the pace of technological change work to fix the same problem that it helped create. This will come through the development of an economic graph.
Most of us are by now familiar with the value generated by the social graph concept popularized by Facebook, the professional graph developed by LinkedIn (LNKD), and the interest graph implicitly manifested by Twitter. What if we were able to extend that thinking to the economy itself and developed an economic graph?
Imagine a world in which every job opportunity, full-time and temporary, was digitally searchable and linked to the appropriate company and skills required to obtain the position. Now imagine if the 153 million people in the U.S. workforce — or 3.3 billion people in the global workforce — had a digital profile, highlighting their experiences, skills and, most importantly, their ambitions. Each of those individuals would be empowered to develop their professional identities, networks and knowledge and subsequently not just find jobs, but also map and fulfill their ideal career paths. Qualified candidates could easily ask their connections about existing opportunities, apply for those jobs at the click of a button, and request introductions so they’d never go into a potential employer cold.
Graduating students could instantly find appropriate mentors. Employers could fill critical open jobs by searching across a rich set of highly relevant facets in order to find the ideal candidates. Economists could generate insights leading to improved predictive analysis of where future jobs will be, and in turn, today’s educators could leverage that information to prevent the creation of future skills imbalances.
• Free the H1-B. There are highly skilled individuals working outside the U.S. who are capable of filling today’s vacant, yet critical jobs — jobs that may be at risk of being shipped overseas. Yet these people can’t work in the U.S. because of limitations on the number of available H1-B visas.
Opening the doors to such professionals would not only increase the productivity of their new employers, but fuel job creation domestically as these same individuals earn wages that will be spent in the U.S. economy. Additionally, these talented engineers, scientists and other highly skilled workers are the same people capable of starting companies that generate exponentially more economic opportunities for others.
• Link education to opportunity. Today, we train students for the jobs of yesterday, not the jobs of today or, more importantly, the jobs of tomorrow. We need to harness the data available through digital platforms to create just-in-time professional training programs based on current and future job availabilities.
In addition to traditional vocational classrooms, that training can take place at universities, community colleges or within companies themselves. One powerful and often overlooked tool is the internship. At LinkedIn, we’ve established a partnership with Year Up, which seeks to close the opportunity divide by providing internships to young adults in low-income communities. We’ve also built a successful paid summer internship program for students, providing them with hands-on experience in key positions for the company. However, for smaller businesses that can’t afford to train uninitiated talent and pay them at the same time, these potential learning opportunities are squandered. We need to provide these companies the right incentives to create more flexible programs along these lines.
Investing in these initiatives will help fill the millions of open jobs in this country. It will also foster new growth and create new opportunities, helping to solve our broader unemployment crisis. But more is needed to make sure the skills gap doesn’t widen again.
Most importantly, we must completely overhaul our educational system. We can start by transforming our schools from places where antiquated rote learning techniques are taught into one where the building blocks for real-world job skills are prized. That means fostering capabilities such as critical reasoning, collaboration and creative problem solving.
To build this new system, we need to recruit and develop teachers — and we need to do that at massive scale. The California Department of Education, for one, estimates that 97,000 teachers — 32% of its teaching ranks — will retire over the next 10 years. Similar teacher shortages exist elsewhere. Building the next generation of educators starts now. Finally, we can speed the build-out of a cutting-edge, national mobile and broadband infrastructure, ensuring that every American has access to the right information and knowledge, and can ultimately pursue their ideal career path.
We have everything we need to bridge the gap between talent and opportunity. The solutions are within our grasp, but there is much work to be done. Our outdated analog approaches to preparing the workforce for the jobs of the 21st century led us into this crisis. New digital technology and creative approaches will lead us out of it. Now is the time.
http://blog.linkedin.com/2011/09/08/jeff-fortune-oped/trackback/
Tuesday, August 2, 2011
Get over depression, sadness, loss, and other negative emotions
This is a simple series of techniques that allows people to take control of their emotional state. More and more people are depressed today, because they have lost their home, their job, their spouse, etc. Here is a way to get into a peak state every day.
Check it out!
Tuesday, April 19, 2011
The Other Cost of Unemployment « Greg Quirk's Blog
Guerrilla Job Hunting - The Other Cost of Unemployment « Greg Quirk's BlogGuerrilla Job HuntingHomePREVIEW: Guerrilla Marketing for Job Hunters 3.0\ABS\Auto Blog Samurai\data\Job Seekers Success\Guerrilla Job Hunting\)
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Member since 06/2005« Guerilla Your Way into New Industry: Tips for Getting a Job that's Outside Your Area of Expertise |Main| Guest blog: Selling Vacuums and Job Interviews »The Other Cost of Unemployment « Greg Quirk's Blog Posted by David Perry aka The Rogue Recruiter on 07/04/2011 at 21:44 | PermalinkReblog (0) | | Digg This | Save to del.icio.us | TrackBack
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When you are looking for a job there is the obvious cost of your situation – money. If you break it down each day you are spending looking for work is a lost opportunity cost. For example, if you are looking to make $80,000 a year, each day works out to about $300 you are not making, or $1500 a week (before taxes). While employment insurance can make up for some of that, it is not going to be even half of the amount. Plus you are missing other benefits, such as health care and holidays.
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Comments The Other Cost of Unemployment « Greg Quirk's BlogWhen you are looking for a job there is the obvious cost of your situation – money. If you break it down each day you are spending looking for work is a lost opportunity cost. For example, if you are looking to make $80,000 a year, each day works out to about $300 you are not making, or $1500 a week (before taxes). While employment insurance can make up for some of that, it is not going to be even half of the amount. Plus you are missing other benefits, such as health care and holidays.
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Categories1-Put AmericaBackTk12 Days of Christmas Job Hunting47 Ways to find a job90/20BlogSwapBooksCase Study - Kevin WatsonCover LettersCurrent AffairsDane's Job HuntGet realGuerrilla StrategyInterviewingJob Ad phrases - what do they really mean?Job HuntingJob Hunting Q&ANetworkingNew RealityResearchResumesReviewsStrategyStupid Interview TricksTOP SECRETWar StoriesWeblogsYou askedRecent PostsUnraveling the Relocation Decision and Making the Leap StrategicallyGuest blog: Selling Vacuums and Job InterviewsThe Other Cost of Unemployment « Greg Quirk's BlogGuerilla Your Way into New Industry: Tips for Getting a Job that's Outside Your Area of ExpertiseSex sells. 3 Mistakes Displaced Employees Make After Being Down-Sized Secrets Recruiters Know About Hiring That Could Land You Your Next Job Job seekers: Maximize digital presenceIs your resume holding you back? 100% Guaranteed To Get You Noticed, Interviewed And Hired For A Great Job In 90 DaysApril 2011SunMonTueWedThuFriSat 123456789101112131415161718192021222324252627282930
Saturday, February 12, 2011
It's Time to Do Something Other <b>Job Seeker</b> Don't
Resume writing has no hard and fast rules.There are no particular formats that you should follow.Bottom line is that your resume should be oriented to the job for which you are applying. Secondly it must be precise, clear, unique and capture the attention of the hire manager.
Here are some points which will enable you to cash your resume.
Include a Title for the job You Want
Your resume should have a title for the job you are applying.An inappropriate title will decrease your chances of getting a response and will reflect you much lower than the position you have applied for.Your probability of getting a job increases by choosing a proper title which resonates with the position you have applied for.It also enhances your chances of getting a lucrative package;hence a proper title is like a double edged sword
which boosts your career.
Include an Executive Summary (What you can do)-Not an objective (Me-focused)
An executive summary discussing how your qualities will benefit the company to which you are applying works wonders for your prospects.It should not stress upon what the employer should do for you.The summary should be clear, well organized and must be around a paragraph in length (4-5 bold sentences may also work).Action words must be wisely used to relay yourself as a smart,dedicated,motivated job seeker.Discuss your accomplishments and strengths.discuss how you will benefit the company where you are applying.Remember, HR personnel have a stack of resumes to deal with.They don’t probe deep to find answers.Your resume should answer to what they are looking for, rather than making them perplexed.
Include Relevant Information
Remember your resume is designed to catch an interview.Basically, you are marketing yourself, your abilities and your experience.Hence it is important to be relevant.
Precision holds the key. If you stray, and start discussing irrelevant stuff then you are bidding farewell to the job.You have to convey two messages. One is your relevant experience.second is the fact that your selection will work wonders for the company which has advertised the job.Brag- With Substance
When it comes to resume writing, being timid is not a wise approach.Make bold statements about yourself with evidence.The evidence should be irrefutable and should improve your image as a skilled worker.You are not advised to lie or overstate your abilities.You should extrapolate your abilities and try to establish the fact that you have the potential to fill the vacancy.You should project yourself as a problem solver and an achiever.State your past experiences where your approach or ability resulted in profits or other positives for your previous employer.Simply convince your employer that you can solve problems and increase efficiency.
Discuss Accomplishments-Not Responsibilities
Responsibilities should not be the theme of your resume.You should state them, but your achievements project you as an enterprising, successful person. Don’t combine your achievements and responsibilities together in a reume. Separate them in paragraphs .Discuss your responsibilities as an introduction about yourself and then discuss in bold statements your achievements.
These tips will increase your chances of winning an interview.
Thursday, February 10, 2011
It's Time to Do Something Other <b>Job Seeker</b> Don't | Job Hunting <b>...</b>
However, some career guides may not think so, as you might be compromising your job hunt by taking some time off. Experts advise job seekers to continue with their job – hunting even through the holidays
Read this article:
It's Time to Do Something Other Job Seeker Don't
Thursday, December 30, 2010
Get over depression, sadness, loss, and other negative emotions
This is a simple series of techniques that allows people to take control of their emotional state. More and more people are depressed today, because they have lost their home, their job, their spouse, etc. Here is a way to get into a peak state every day.
Check it out!
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