Past Five

Ditch the Corporate "Don'ts" this Holiday Party Season

Why do people always focus on what not to do at holiday parties? Concentrating on the taboo makes us forget what holiday parties are all about- an opportunity to have fun while networking and generating business.

In order to make the most of a corporate gathering, toss the restrictions out the window and utilize some commonsense.

It all begins by dressing for the occasion. Whether a company hosts an ugly sweater party or maintains business professional apparel, it's important to follow the dress code. Showing up under or overdressed causes people to focus on their wardrobe instead of the party at hand.

Once the party is underway, many people worry about when to eat, what to say to clients and how to break the ice. But these are unnecessary concerns that distract us from the party. There's no need to turn away the mouthwatering mini burgers in order to maintain a "professional" façade. Eating throughout the party allows people to maintain high energy levels necessary for socializing.

Although it seems obvious, people should be continuously mingling the entire length of the party, and not just with colleagues and clients. A corporate shindig is the perfect opportunity to meet new people and network.

While it's tempting to stay on safe conversation topics when talking with acquaintances and clients, a holiday party is the ideal occasion to get to know business partners on a personal level. Asking questions about hobbies, spouses, children, pets, etc., demonstrates an invested interest in the relationship.

Holiday parties shouldn't be a source of stress to employees. It's one of the many joys
of the season, so relax and have fun!

Stand out from the sea of unemployed

With 15 million people unemployed and only 3.1 million available jobs, job seekers need to differentiate themselves from the crowd by pinpointing companies and industries instead of appealing to the masses. Prior to the Great Recession where candidates displayed a multitude of skills and expertise to potential employers, today’s job seeker needs to deliver only what the employer asks for in order to get noticed.

I've seen thousands of generic cover letters and resumes over the past 18 months. Create a niche for yourself. Just as Pottery Barn caters toward home decorators or ESPN targets sports lovers, job seekers must do the same. Whether you are a .NET developer, customer service representative, or accountant, the recruiter or hiring manager is seeking something specific, so give it to them.

Create tailored cover letters and resumes, each highlighting a specific skill set and background, and spend considerable time and energy getting the information into the right hands. It’s more effective to exhibit passion and expertise about one or two skills related to the position than a multitude of unrelated talents.

One of the largest mistakes job seekers make is not dedicating enough time to their cover letter or introductory email. Ninety percent of job seekers have generic cover letters that reiterate bullet points on their resume. A cover letter or intro email is the first document an employer reads: make it stand out. The key to a cover letter is to prove to the employer that you are knowledgeable about their company and industry and would add value from day one. Use the company website and research current events that pertain to the industry and incorporate this information. Doing this will allow you to stand out as a well-informed and valuable candidate.

Tweak your resume depending on the job; be certain to align your skills and experience on your resume with the job description provided. Remember your goal is to compose a resume that is congruent with what the company desires in an ideal candidate without fabricating your professional experience. Regardless of the vernacular used at your previous employer, always use verbiage future employers will recognize. For example, sales versus business development, telemarketing versus telesales, customer service versus account management. Companies will tell you what they are looking for in their job description, so use their words.

Don’t network. It’s just turned into an excuse to drink free booze. Instead of going through your immediate connections and attending happy hours with no follow-through, work backwards. Focus your attention on five companies you are interested in and go from there. Locate current and past employees on LinkedIn or the company’s website and schedule a meeting with them. One of the largest mistakes job seekers make is acting too desperate for a job. Instead of asking employees about job openings, take this meeting as an opportunity to pick their brain and find out about their company’s culture, growth strategy, and business practices. These meeting are twofold. One, you become knowledgeable and educated about the company. Two, you will gain internal advocates who can provide additional exposure and support outside of the traditional hiring process.  

How to End on a High Note

Beginning a new job is exciting, but you must remember that leaving your old job professionally is integral to your career success. Moving on to a new employment opportunity and leaving your job is more challenging than you think. It’s crucial to leave your current job on a high note, and the tips below can aid you in a positive transition out.

Tell key people that you are resigning. First and foremost, you want to talk to your supervisor, and explain clearly and concisely why you are leaving. The delivery of your resignation letter should be via conversation not via e-mail. Next, talk to others in management with whom you worked closely, mentors and people that you may have mentored. You don’t want key people you’ve worked with to “hear it through the grapevine.”

Be considerate of your employer and coworkers. Giving your employer adequate time to find someone to replace you, transition someone into your role, etc. is crucial. Two weeks is customary and expected. You want to get organized as well. Make a list of assignments and projects that you will complete before you leave. Next, compile a list for your supervisor of projects that are pending. You want your transition out to be as seamless as possible for you and your employer. Leave names of contacts, user IDs and passwords, and guides and manuals to help those who take on your role. Stay focused, and work hard, if not harder, than you have in this position all along.

Be positive! Let your colleagues and supervisors know you appreciate the time you spent with the company and working with each of them. Discuss particular projects on which you enjoyed working. Thank them for memories you’ve shared. Leave your contact information and be sure to get theirs. These soon-to-be former colleagues should be part of your network, and supervisors should be part of your reference network.

To avoid burning any bridges, follow the advice above, and you’re sure to end on a high note.

How to Land and Capitalize on Summer Employment

Spring has begun, and summer is just around the corner. Do you, or your kids, have a job lined up to capitalize on those summer months? A summer job is more than just mowing lawns or flipping burgers; it is a chance to make connections that will prove helpful throughout your career, and in this flooded market, students need to start their summer job search NOW.

Start NOW

Now, right now. Go. It’s never too early to begin your summer job search. Whether you plan on going home for the summer, traveling out of state or setting up shop on-campus, it’s important to start researching potential summer employment now. Target companies in your area and contact them directly inquiring about summer help. Reach out to local staffing and recruiting firms regarding project work. Go to the local library to peruse posted flyers. Wait until June to search for a summer job and you may find yourself holding down your parents’ couch instead of building your resume during the summer months.

Cast a Wiiiiide Net

Everyone should know you’re looking for summer employment including your family, friends, friends’ parents, parents’ friends, professors, advisors, old coaches and teachers, your family doctor, the grocery store clerk, you get the idea. The more people who know you’re looking for a job the more quickly you will secure one.  

Inform your contacts on what your ideal job is and sell them on why you should be hired. When selling yourself to your network include information like major, year in school, previous relevant work experience, interest in the company, industry or position, work schedule flexibility and positive attitude. The more your network knows about what you want in a summer job and why, the easier it will be for them to be an effective mouthpiece for your job search.

Target Internships

Even in this stringent market, many companies continue to offer summer internships to eager college students. Do your research on the target companies for which you’d like to work and inquire about summer internship programs, however, be sure to remain open to companies and industries outside your ideal. Internships are a hot commodity for college students, and the candidate pool will be competitive, so be sure to maintain an open mind and attitude to all opportunities.

Don’t expect to get paid for your summer internship. Many employers are cutting back budgets for these types of programs, and landing internship experience is priceless, regardless of the immediate monetary rewards.

Don’t Treat it Like “Just Another Summer Job”

Yes, your summer job may not be directly congruent with your long-term career goals; however, the contacts you meet now will prove valuable partners in the future. Treat every interview, every interaction with employers and every hour of your work day as you would a “real” job. Your performance, attitude and professionalism during summer employment are a reflection of you and your work ethic, no matter how irrelevant your summer job may seem. Make a good impression on your summer employer, and you will find yourself with a valuable resource with whom to reconnect after graduation.

 

Social Media Best Practices in Staffing

Know Your Objectives

Before embarking on the rollercoaster ride that is social media, be sure to know what you’re aiming for. Are you looking to get sales leads? Communicate with candidates? Increase brand awareness? Get feedback from your clients and candidates?

• Whatever your objectives may be, be sure to clarify them before launching your social media campaign.
• In the staffing industry, it is wise to utilize social media to accomplish multiple goals, some focusing on business development and others on customer service and marketing, to create an effective social media strategy that supports all corners of your business.

Brand Yourself

The look and feel of your company’s social media campaign is just as important as the colors and content of your sales brochure, and the usability of your Web site.

• Before you begin communicating with candidates and clients via mediums like Twitter, Facebook, LinkedIn or a company blog, spend time ensuring your brand is accurately portrayed.
• Driving candidates to a generic Twitter homepage will do little to promote brand awareness. Instead, utilize your Twitter, Facebook or LinkedIn page to portray your company culture and services. For example, customize your Twitter background with pictures of company events, and utilize your profile to highlight services areas and drive traffic to your Web site.
• If employees outside of the marketing team are informally utilizing social media, be sure the look and feel of their communications are consistent with the company, as a whole. Provide content for employees to utilize in their profiles and pages so your formal marketing campaign isn’t belittled by a co-worker’s poorly executed communications. Social media exposes an organization to the public like never before, and before you go live, make sure you, and your colleagues, are representing your company well. 

Give More Than You Take

Like any healthy relationship, a successful social media campaign requires two-way communication.

• Give to your audience as much, if not more, as you hope to receive from them.
• The key to a successful social media campaign is to interact, really interact, with visitors, while at the same time being well-versed in the conversation going on outside your four walls. For example, share links to articles on Twitter your network might find interesting, give candid feedback on company news, answer questions and post helpful presentations on LinkedIn, respond to visitor comments on your company blog, post job openings on your company’s Facebook page or refer the community to other useful Web sites or blogs.
• The more you give, the more you will receive when it comes to social media, and spending time thoughtfully adding value for your candidates and clients will create the foundation for a lasting and fruitful relationship, online and off.

Manage Your Community

Social media is an open forum that allows direct and real-time contact between companies and consumers. However, with this free-flowing communication comes vulnerability.

• Your company Facebook page or blog can be an effective vehicle for brand awareness and positive reviews, but it can also be an easy target for disgruntled job seekers or unsatisfied clients. First, expect negative feedback; you can’t please everyone.
• However, when a harmful comment arises on your blog or Facebook page, have an action plan to remedy the issue, quickly. Ask yourself questions like, “Does this warrant a response?”, “Does it speak to a serious issue within the company that should be addressed?”, “Was there a misunderstanding of our services and process?”, “Does this warrant a response? If so, privately or publicly?”, “Is this a misrepresentation of our services, and if so, should we simply delete it?”.
• The ease of interaction that an open forum allows can be a powerful communication tool, however, be prepared for all types of feedback and respond swiftly and intelligently to negativity. 

Measure Your Success

After spending several months regularly utilizing social media, re-evaluate your progress.

• Which resources have been most useful? Are there areas in which we are falling short? Are our efforts moving us towards our objectives? If so, can we expand our goals? If not, on what do we need to focus to achieve them?
• Like any business plan, the social media return on investment must be measured. If you aren’t frequently evaluating your efforts and analyzing how they are contributing to the company’s ultimate goals, you are missing the purpose of a social media marketing campaign. 

The Millenial Generation

I was traveling back to Chicago from NY on a business trip on Friday when I met a college senior from Howard University.  She was getting a degree in international business, with an emphasis on finance and was interviewing at Goldman Sachs for a job in their Human Resources department. We talked about NY and how crowded it is and how people are cramped into apartments...she said she grew up in tight quarters in Saint Lucia, so NY would be ok. 

 

She said she expected nothing less than 60 hour work weeks...mostly because she knew if she didn't, there were others who would.  I asked about her education and coming to the United States; she told me how she started at a junior college and then transferred to Howard.  Started at a junior college and now was interviewing for a job at Goldman Sachs!!!

 

This "twenty-something" was articulate, intelligent, poised and motivated to continue to grow and get a job.  She wasn't looking to make a million dollars, but simply an opportunity to work hard, make her parents proud and accomplish something. 

 

Sometimes society and the media are quick to stereotype people...most recently with the millennial generation as the “entitlement generation”.  I disagree with that, and I meet twenty- something’s all the time who prove to me that individuals are just that...individuals!  All employers should search for the right person, not based on media-created stereotypes.  Sometimes they are hard to find...but when you get the good ones...they prove how powerful one good employee can be. 

Observations from a Job Fair

Job fairs are an invaluable resource, and in this competitive job market, a great way to set yourself apart from other candidates. Are you making the most of your school’s career fairs? You should be and I’ll tell you why.

 

Career fairs are a prime way to practice networking and/or obtain job leads. Networking is an activity in which you will participate your entire working life, no matter your profession.  It doesn’t stop once you land a job. Job fairs are just the place to practice putting yourself out there and building a professional network. The more people who know you’re looking for a job, the better your chance at getting a job!

 

As campus recruiter for my company, the LaSalle Network, I spend a good deal of time at career fairs. And I’ve seen it all. Career fairs showcase a unique cross-section of candidates, and not just in the areas of academic pursuits or career aspirations.  Some job fair attendees are more prepared than others. Some slink by my booth - their body language begging, “don’t talk to me, don’t talk to me, don’t talk to me.”

 

Now, I tend to be chatty and motivated by being around college students at job fairs, so I engage a lot of students in conversation. Not every representative you talk to will be as engaging. Not everyone will coax a conversation out of you.

 

So, once you’ve arrived at the fair, don’t be afraid to step up, put out your hand, smile, and introduce yourself. Job fairs are usually pretty busy for recruiters because we want to speak to as many folks as possible, too! Therefore, it’s important that your introduction briefly describes who you are, why you’re there, and what unique qualifications you bring to the table.  

 

 Other students will come up to me with that confident handshake and strong verbal communication, but are dressed for a night in “da club.” I am here to tell you that, yes, even in today’s increasingly casual culture, a suit speaks volumes. The students who visit my booth at job fairs dressed as if they are on an interview stand out every time over those in hoodies and Chuck Taylor sneakers.

 

Based on my observations, here are a few tips on how to make the most of a job fair:

 

· Obtain a list of employers attending the fair from your career center

· Research the companies in which you are most interested. You won’t have time to talk to everyone, so plan to talk to 5-10 employers once you’ve arrived

· Prioritize your time once you arrive, meeting first with employers at the top of your list

· Make a strong, first impression. Dress professionally. Offer a firm handshake. Smile. Make eye contact. Communicate briefly and enthusiastically who you are and why you’re interested in each employer

· Before leaving each employer, obtain contact information, find out what hiring procedures are and what you can expect as far as next steps. To make it fun, I suggest setting a goal for yourself before the fair such as collecting a certain number of business cards

 

Finally, just because the career fair is over, doesn’t mean you’re done. Now it’s time for follow-up!  This job market is competitive, so remember that you want to stand out. In order to do that, I suggest you follow-up by

1. sending a thank you note or email depending upon preferred method of contact and 2. call a week later to see where each company is in their hiring process.

 

 

 

 

Building Your Network

Make a list of everyone you have worked with at every company you have ever had. Do it now! You have a network...you have people who are successful...people who have good jobs...people who can help you...and you don't even call them! You don't have to love these people...you need to have had a nice relationship with them. You should never be rude or be a jerk to people...(for starters, just because it's not nice) because you never know when people will be able to help you.

What is a network? So many people believe a network is something they use when THEY need something.  WRONG! If someone is in your network, it means you should try and assist them as well. So the key is...follow up on what you say and realize that if you vouch for someone, your name is at risk. So start with people you have worked with throughout your career. That sharp administrative assistant to the president of your first company. What can she do for you?  Well, today maybe she is the executive assistant to the CFO of a Fortune 500 company, and he is looking to hire someone, and you fit the job description....could happen! 

How about that first-year auditor who worked with you in 1989 when you were his manager? Well, today he holds an executive position for a great company, has terrific contacts and would love to help his old manager! You were in marketing, yet you did a special project with someone in operations in 1999. It goes on and on and on. If you don't create a network now...you'll be scrambling when you need one...and everyone will think you're just using them. Be smart. Be strong. Build your network.