When your un/underemployed, finding a new job can be all consuming. The last thing you're thinking about is giving up precious job-seeking hours to volunteer at the Boys Club or be a Brownie Club Leader. But these activities actually boost your professional portfolio. When a company fouces on quality hiring, well rounded candidates are a must. Leadership, communication, team work, and motivating others are just a few of the attributes that can be displayed and developed while volunteering. Don't forget to document those experiences in your free onine portfolio at CareerScribe.com.
Community work is also a great way to network. Some of the most powerful people in an industry will roll up their sleeves and coach kids or mentor students on the weekends. So take the focus off yourself for awhile, and reap the many rewards of volunteering.
Person of the Year
What have I accomplished this year? Who have I impacted? I hope my manager put my name on his short list of nominees for Person of the Year. If he didn't, I could use my CareerScribe portfolio to document, describe, and share my accomplishments to make a case for my eligiblity for POTY. And if he still doesn't see my value, I'll take my career portfolio on the road to market myselt to managers who will see that value!
So here's a little something for you to think about. Are you known for your accomplishments? Do you have a free online portfolio through CareerScribe to document your value? Would anyone pick YOU as their Person of the Year? If not, get a professional portfolio started and set your New Year's resolution to become your organization's POTY for 2010.
Projecting Forward
A bio or cover letter tells me the process that took you from point A to point B. Yeah.
A portfolio shows me the artifacts from your past. Mmm Hmm.
Have you ever noticed the irony of using your past to change your future. Which is fine, except most people do it badly. See, they are so focused on the past when creating their career marketing tools (including, of course, online career portfolios), they forget to keep their eye on the prize i.e. where they want to go. Simply detailing your duties at previous or current employers will not attract future employers. Potential employers want that information AS IT PERTAINS TO THEM. If you used a proprietary system at your last employer, you next employer won't care...it was proprietary for crying out loud! There is no chance that skill is meaningful to them. BUT if you streamlined that proprietary system and saved the company 100K, now a potential employer cares. See the difference? You have to show results and relevant information, not just a list of the facts. But if you like facts, here's one for you - they are going to train you on their way of doing things, so even if you already know how to oil a widget, you're going to be trained on their widget oiling method. Better to demonstrate a history of quick learning and adaptability. So go back through your professional portfolio and make sure it projects you forward, rather than holds you back.
Personal Branding and Your Online Portfolio
Here's the short of it - if you were selling yourself, how would you design the package? What words would you use, what colors, shapes, pictures, etc. would you choose? What exactly do you want people to think of you professionally? Now ask yourself this question..."What exactly DO people think of me professionally?" You may have some work to do.
Now that we're square on personal branding, what in the world does this have to do with creating a free online portfolio with CareerScribe? Well, if you aren't projecting a clear brand you've definitely got work to do. See, employers aren't big on guessing who you are going to be in the workplace (confident, loyal, decisive, etc). so you better make it really clear in your professional portfolio.
And one word of caution. Selecting items to include in your career portfolio that define and reinforce your brand isn't rocket science. I recently met a man who claims that without him, you can't possible be effective at creating a brand. And for a mere $3,000 and two days of your time, he can turn you into the type of individual people throw money at. (google 'your business card is crap' and you'll have the misfortune of meeting him) Keep your three grand. There is plenty of great advice on the web, and even a For Dummies book about it. The point is, it's important, but it's not that difficult. Now go on, you've got work to do!
Social Media and the grammar playground
The discussion was about social media, progressive thought, and professional representation. One party thought content ruled the day, and that the occasional word omission, misspelling, and "make up a word if you need to" line of thinking is progressive and powerful - and people who feel grammatical astuteness and spelling perfection are a must are archaic.
The other party feels writing as though you didn't pass 8th grade english is childish, ignorant, and misplaced in the professional world. And arguably, it depends on what professional world you are in. But the parties involved feel in most cases, they are right. Maybe they are both wrong.
See, I was an English major. No misspelling, word omission, or punctuation error gets by me. I don't always take the time to correct them, but I always notice them, particularly in professional documents. But I get that not all people find those areas important, that sometimes the content and the attitude of the material far outweighs the need for proper comma usage. So who's right? Do you form impressions of people/products based on their command of the English language? Would you forgive word omissions and other errors when evaluating candidates if their content was great, or would you dismiss even the best candidate if you saw mistakes in their career portfolio? I think the real deal breaker is who is READING the content, not who is writing it. And by the way, those were not rhetorical questions...I'd love to hear your thoughts.
So my point today is that even if you don't place a high level of value on grammatical perfection, the person who reads your professional portfolio through CS might, so take a moment to proofread. Class dismissed.
The definition of insanity...
So after running and doing weights for two years, I haven't seen much of a change in my physique in the last twelve months. But I had been doing the same thing, thinking eventually I'll see different results. Duh. Time to try something new.
So I went to an orienteering meet with a friend this weekend (pause while you all google 'orienteering'). I didn't have the right gear, so I had to invest some time to put toghether the assets I would need to succeed. Then asked my friend a MILLION questions about what to expect, so I would be mentally prepared. Finally, I showed up. Deep breath....
I loved it! What a great workout, escpecially since I was so distracted by my self-preservation insticts to notice the stinging nettles and sweat in my eyes. You know, the thought of trying someting new is often far more fear-invoking than actually DOING something new.
So if you have blasted out 100 resumes with little to no success, are you going to continue a process that has not yielded the result you want, or will you spend the time to create your free online portfolio to improve your Indianapolis job search? And if it seems overwelming, ask us questions, a MILLION if you need to. We're hear to help you succeed (and I promise, no stinging nettles!).
How will you stand out?
When I coach clients through the task of finding new employment or moving ahead in their career, my first question is, "How are you unique?" Very few job seekers answer that question well. And I'll admit, it's tough; we spend so much time trying to fit in to the organizations we belong to, being unique rarely gets a second thought. But as a candidate in the market for a new or better job, it should be your first thought.
Every step of the employment process is potentially fatal - a rotten resume lands you in the trash can, a poorly executed interview drops you from consideration, lackluster follow through and ill managed salary negotiations thwart even the best of candidates. I'm stressed out even writing about it! What is a job seeker to do?
How about thinking and acting like a unique candidate. Present a resume in a non-traditional format - CareerScribe Profile - and start off on the right foot. Embed a resume that laughs at medocrity, shoot a video that screams, "I can think, act, and perform in a way that will bring in a profit," and proactively reach out to potential employers with enough included information to earn an interview. Online emlpoyee screening and applicant tracking sytems are time consuming and often fruitless. Give them something to really sink their teeth into.
And while CareerScribe can't hold your hand in an interview, it can buy you some confidence. Your potential employer, who is focused on effecient and quality hiring, has already met you through your video introduction. That dreaded first impression has already been made, on your terms, so you can relax and foucs on demonstrating your value and expertise.
Don't just send off your resume (yawn) and hope for the best. Send your career profile and knock their socks off when they begin candidate evaluations. Good luck!
Where it's at
http://realestate.yahoo.com/promo/where-struggling-americans-can-find-a-fresh-start.html
I'll give you a little cheat sheet. The top 5 places for growth, safety, good schools, etc are in Alaska (brrrr), Utah (hot), Washington (rainy), Nebraska (flat), and Iowa (I get corn rash). Now I'm sure the inhabitants of these locations are enamored with their landscape and weather, but as for me, I'd like to stay right here. So if I were looking for a job, I'd have a choice to make - tough it out in the competitive market I'm in, or learn the 100+ words for snow or get a giant tube of Cortaid.
So I'll stay here and tough it out. But to be succesful at that, I'm going to need to stand out the vast sea of job seekers. MY FIRST ACT as a job seeker would be to create a free online portfolio at CareerScribe.com. My Indianapolis job search will be more successful if I can supply employers with more than just a resume. Remember, being noticed is the hardest part of being a candidate. So quit reading this blog, and create your professional portfolio at www.careerscribe.com!
Experience vs. Enthusiasm
Candidates in the Indianapolis job market know how tough it is get in front of the decision makers, especially if they lack one or two qualificaitons. Perhaps there is a sales person who misses the "3-5 years of experience" by 6 months, so your applicant tracking system omits them. But a tenacious, driven rep who is a little green is usually preferred over the guy with 10 yrs of experience in beating the system. On online career portfolio that includes video will help you include those candidate who lack some skill/experience without spending the time, energy, and money to bring them in for an interview.
So I really want to know...do you prefer experience or enthusiasm? Your comments are requested!
Totally Hooked
Those college friends who would have otherwise been scattered like seeds in the wind - Facebook.
Keeping up, in real time, with the latest and greatest - Twitter.
Sharing pictures for download and print on demand (because Grandmas demand it!)- ShutterFly.
Getting intimate access to the daily thoughts and struggles of thought leaders and corporate gurus - Blogging.
And, duh, managing one's career with an easy to use, innovative, and sharable application - CareerScribe.
Do you think that it's strange that you'll manage your friendships (that you would have otherwise let dissolve) with a fervor, but let your career flop around like wet cardboard? Get online, create your free professional portfolio, and get noticed during candidate evaluations. You agonized for hours over which photo to use for your facebook profile, perhaps you should direct some of that energy into managing your career!
Twitter Wisdom
I'll admit, I hesitated for a moment to join twitter - but I'm glad that moment has passed. I'm following Chuck Gillespie, and I recently viewed a tweet that stated, "Amazed at how orgs worry about their applicant experience ten times more than employee experience. Why?" (http://crgillespie.wordpress.com) OMG, LOL!
But it's true, right? Firms wine and dine potential, but neglect assets? You'll knock yourself out to create a quality hiring process, spend countless hours screening potential employees, and endure long meetings to discuss candidate evaluations. But once you have found your golden boy, he's just another cog in the works.
Create an experience that's meaningful and lasting for candidates on both sides of the process. Those who want in should create a professional portfolio through CareerScribe so your evaluation is effecient and successful. Once that candidate is on board, they utilize that same application to create an on-going talent mangagement system that allows you to easily recognize and promote high performing employees. In the end, you're creating an environment that's attractive to people inside and outside of your organization.
Tweet, tweet.
Soften the Blow of a Layoff
Career coaches and outplacement firms are contracted by employers to aid recently severed employees in getting a leg up on other job seekers. Professionally written resumes, interview coaching, networking strategies, and professional document creation are typical components of the service. Good start, but something is missing - a comprehensive, on-line, value driven, accomplishment laden, job preference identifying career portfolio.
Consider using outplacement/career coaching firms as partners in a layoff, and ask them to include CareerScribe in their curriculum. An on-line professional portfolio will go a long way in helping candidates obtain their next position, and will be a permanent asset to them. As previous employees move forward in their search, they can use these career portfolios to present immediate value and stand out in candidate evaluations.
As a previous career coach, I can tell you those services are the hope and motivation that is absent for so many job seekers. Including CareerScribe brings tangible value to a much needed, and greatly appreciated, service.
According to the Experts...
I attended an unconference today sponsored by Catalist Jobs (catalistjobs.com) where experts (including our own Jeff Bockelman) spoke to candidates regarding strategies to a successful job search. So I was curious, does the information being given to your potential candidates match up with what companies are saying they want?
yes and no.
There was a consistent message of uniqueness, creativity, and professionalism in the tone and content of today's speakers. And companies say they want a stand out candidate to fill the position. But are companies utilizing opportunities in candidate evaluation, beyond just an applicant tracking system, to screen employees and get the result they are looking for? Not unless they're using CareerScribe.
A resume is a good start, but it's just a start. If someone handed you a yearbook and asked you to pick a spouse, you'd laugh, right? But you'll get about as much info from a yearbook as you will a resume. A general understanding of the person, but hardly enough info to make a smart commitment. Ask for more.
Ask for a professional portfolio through CareerScribe. This online employee employee screening tool brings you a giant, efficient step forward in the commitment of hiring an new employee, teammate, bottom-line impacter!
Best Job in the World
http://news.yahoo.com/s/ap/20090506/ap_on_re_as/as_australia_world_s_best_job
Pretty amazing. In short, this guy submits one of 35,000 video applications to be the "caretaker"of an island off Australia and write a blog to promote the area. Skill assesments included swimming, eating, and relaxing. I'm now consdering a change in career - Professional Relaxer.
Seriously, though, how in the world do you fill the best job in the world (this lucky Aussie will pull down six digits this year)? It's hard enough to fill jobs here in the Indianapolis area with all the hopeful applicants who apply.
In a phrase, ONLINE EMPLOYEE SCREENING. Notice the story does not indicate that resumes were requested, but online videos were mandatory. This Queensland organization knew whoever they choose needed to represent them well, be well spoken, have a great personality, and strong writing skills. And make sure you check out the picture of this guy - obviously there were not looking for just another pretty face!
That's why CareerScribe is such a great choice when you consider improving your process for quality hiring. Asking candidates to complete their free online porfolio, which gives you the opportunity to conduct candidate evalutations earlier in the process, can make your hires quicker (fewer face to face interview with dud candidates), more in-depth (you already have good understanding of their background, expectations, preferences, etc), and ultimately more successful (better information, better hiring success).
So even if your open position does not require long hours by the pool, it is someone's "best job in the world." Make sure you find them - the right person, not just a warm body.
What's your time worth?
Want to look/feel better? Lose 10 pounds.
Need more time? Tough luck.
Time is the one factor we cannot replace, create, change, store, borrow, loan, or renew.
Time - it is what it is. Even as you read this it slips away...
What we can do, however, is assign a value to our time. You probably get paid X number of dollars per month, right? And based on X numbers of hours per week, you can say within a few dollars what your time is worth. And how many of those valuable (and your organization would likely say expensive) hours do you spend trying to recruit, identify, and hire quality applicants? If I told you that you could save the ONE thing you cannot create by making a simple request of your candidates would you do it?
By requesting a professional portfolio, you can weed out 25-40% of candidates you would initially consider bringing in for an interview. CareerScribe allows you, at your convenience, to view a broad, yet detailed, picture of candidates and offers the ability to conduct candidate evaluations before conducting time consuming interviews.
Candidates complete their free online portfolio, your talent management system runs like a well oiled machine, and you find the right fit quickly and effeciently.
Father Time would be proud.
Bigger Candidate Pool, Bigger Challenge
Isn't it overwhelming? Your focused on quality hiring, but are challenged at every turn. Applicants seem to seep in from every crack, but identifying the best ones can be elusive. Applicant tracking systems help, but it's a blind process that can leave out great candidates. And there's no way you're going to thumb through the 2,000 resumes you received to see if you're golden boy didn't make the cut. But it's all you've got, right?
No.
Welcome to 2009, where technology conqueors and innovation reigns. Applicants who are creative and proactive can create profiles that sell their skills and expertise, document those claims chronologically, and provide the proof. Candidates even have the opportunity to provide a brief (less than 3 minutes) video for you to view at your leisure. Which means you don't have to sit through 2 hours of interviewing to get a broad picture of the candidate.
Having a tremendous number of candidates respond for each position lessens the chances of you finding your needle in a haystack. So ask for more than just a resume. Simply requiring more than the bare minimun will dissuade many candidate from even applying. If all I have to do to apply is click "send" it's a piece of cake. Spray and pray, right? That makes finding quality candidate more challenging on your end.
But a system that allows you to understand the candidate in a dymanic way, and requiring thought, effort, and proof from their end, makes a better match. And that's the goal here - quality hiring and talent management.
Check out Craig and Jeff's profile on our home page and then ask yourself these questions - How much more do you know about them vs. having had only a resume. Would that type of knowledge be helpful in considering candidates to fill your vacant positons? How much more effecient is this than inviting a dozen candidates in for an interview?
Here's the last question - How much better can you hire if you have a career profile for each of your candidates?
Better people = better outcomes.
I hope this has given you something to consider as you move forward with your organization and cadidate sourcing. Have a great day!
Susan
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