My friend and a co-collaborator Steve Jandrell of CandidAdvisors (I consult to CandidAdvisors) has introduced me to Belbin Team Roles. Steve is certified in administering the Belbin, and we used it so we might collaborate more effectively.
Well, I loved it and encourage you to consider a Belbin workshop for your team. While I am promoting this for a partner, I have been through it as well, and have seen how utilizing the knowledge gained about self-perception can impact a team's achievement.
The Belbin was developed by Dr. Meredith Belbin and his team who conducted research at Henley Management College in the UK over a period of nine years and studied the behavior of managers from all over the world. Their book, Management Teams - Why They Succeed or Fail was cited by the Financial Times as one of the top fifty business books of all time.
Steve has developed a workshop around the Belbin, and you can read more at CandidAdvisors
Is a typo on a paper-based resume worse than a typo on the web?
I'm active on LinkedIn.I like it. Occasionally, while reading someone’s profile, I'll notice a typo. Common ones I see are “employement” and “developement.”I generally drop a quick note to the profile owner and mention it.I usually receive a nice thank you in return.
I think I'm more forgiving when I see these web-based profile typos than when I see the typo committed to paper.
Yesterday however, I was reading a web-based news story from a major news outlet and shuddered when I read the word "suspisions" in the body of the story.
While I understand the web-typo - we move fast, type directly into a CMS, read something so many times it looks correct - there are certain instances where I feel it's unacceptable, and that's for the job seeker (and for the major news outlet, but that's another blog post).
As I've said before, during a job search, every piece of information you put out for public view is the first example of your work product.
For me, a typo shows a lack of thoroughness, and I'm not alone in that point of view.
It only takes a moment to type your information into Word or some other application that allows spell-checking and review.Dictionaries, both web-based and old-school, are readily available.I personally use Firefox as my browser, and have selected Check Spelling as I type (under “Options,” I love this feature).
So I was wondering: What are other people’s tolerances for the dreaded typo? I created a poll on LinkedIn to find out, and frankly, I was surprised at how forgiving certain demographics of responders are. Tips to avoid typos are at the end:
Top of Form
The Poll: 63 Responders
The Responses:
By OCCUPATION: HR folks were more forgiving than I would have assumed, but just barely. The most forgiving group were Operations folks, the most unforgiving Product:
By COMPANY SIZE: Small and Enterprise-level companies were the most flexible, Medium-size the least:
BY JOB TITLE: If you're interviewing with the Owner or C-Suite level of a company, you are more likely to be forgiven than if you are speaking to Management. The C-Suite is also more likely to let you know you have an error:
By GENDER: There ya' go. Pretty straightforward with men being a little bit more flexible (but not much):
By AGE: the lower the age, the less tolerant: Last, the OVERALL:DON'T have a typo; you may still receive contact; about a 25% chance you may be notified, and people do appreciate being told they have a typo, but if such a small percentage is telling, how do you know?
That's the point, don't wait to be told.
How to Avoid the dreaded typo whether you are job searching or not:
Start your document, blog post, VisualCV, Google profile etc. in Word or a like application. Check your Document Review settings - make sure you do not have options set to ignore words in Caps or other terms. Spell- and Grammar-check.
Do not automatically accept word processor suggestions: Somewhere, out there today, is a major proposal that has the word "seamy" where "seamlessly" should have been. Really changed the meaning of the paragraph.
Copy your text into Notepad to strip underlying formatting & HTML that may create issues if you are pasting into a CMS.
Copy and paste using a Browser that has a spell-check option.
Used web-based resources if you are in doubt of spelling or meaning of a word. http://www.wordcentral.com/ from Miriam-Webster is a good, free tool. There are many others.
Have an objective party review whenever possible, or set the work aside for at least a couple of hours so you may review it with "fresh" eyes.
I also received some good comments from participants:
Did you find a typo in this post? Let me know, would ya'? OPCGal on Twitter
Henry Blodget CEO & Editor-in-Chief of The Business Insider, in a short interview with Kevin P. Ryan, one of Silicon Alley's most well known Internet entrepreneurs. Mr. Ryan has started six New York-based businesses - Silicon Alley Insider, Gilt Groupe, Music Nation, Panther Express, ShopWiki and 10gen in the past two years. He presently serves as chairman and CEO of AlleyCorp.
Prior to AlleyCorp, he was first president then later became CEO of DoubleClick. There, he was instrumental in building the company from a 20-person startup to a global leader with over 1500 employees. Silicon Alley Reporter voted DoubleClick "New York Company of the Year" and Kevin was named one of the "50 Most Influential Business People" by Crain's New York Business.
A great Outplacement and Career Transition partner can certainly help any CEO in this situation as well.
Helping employees transition with dignity is a huge part of preserving your company's brand in down times, especially if you wish to re-engage transitioned talent at some point in the future.
Situation 1: I was standing in a check-out line at the grocery. The person behind me had a six-pack of a carbonated adult beverage. One can from the six-pack chose to make its escape, experienced a little thing called gravity, hit the ground, burst open and sprayed the back of my legs (and a lovely new pair of sandals I might add). The cashier called for a mop. The holder of the now five-pack issued an expletive. No one said "Oh excuse me" or "pardon me" or "sorry about your legs now smelling like a brew-house."
Situation 2: 45 minute commuter flight from Charleston to Atlanta. My head was smacked twice by luggage - once going in the overhead, once coming out. I do not have an overly large head. I am 5'1" inches tall. I am not an easy target. I also understand that these things happen, but would an "excuse me" kill you?
Situation 3: Same flight. De-plane time. Man three rows behind me grabs luggage and lunges in front of other folks who are attempting to exit in a polite, row-by-row manner. The plane is not late, we are 3 minutes early. He crushes the foot of a gentleman attempting to stand and exit. He does not slow down or acknowledge his victim. I look at crushed-foot man sympathetically.
Situation 4: Line in airport restroom. 70-something woman in front of me mowed down by 30-something woman exiting stall with cell-phone glued to ear who does not slow down, but rather glares at 70-something woman for having the audacity to occupy space. I apologize loudly on behalf of all persons who are offended by rude behavior. Cell-phone woman rolls her eyes and click-clacks away.
From the people who dead-stop to chat at the bottom of the escalator to those whose entire private lives are broadcast via their overly loud public cell-phone conversations I say STOP!
Simple civility is called for. Are we so preoccupied with our own self-importance that we have forgotten we occupy this Earth with other humans? Have we become so used to inferior service in the marketplace that we undervalue our own service interactions with others?
Let me tell you this: I was once cut off in traffic by someone who then glared at me and saluted in the traditional one-finger manner. Twenty minutes later she walked into my office for an interview. She did not get the job.
Do me a favor please? Practice civility each day. Hold a door, step out of the way, lower your voice, be aware of your surroundings and respect other people's space. Say "excuse me" "thank you" "please".
And stop hitting my head with your luggage. Please?
While in Atlanta on business this week, I mused with Bill Frech and Steve Jandrell of CandidAdvisors (candidadvisors.com - disclosure - I am also a member of their consulting team), that I had seen a repetitive bit of SPAM on Twitter announcing "Make $180 a day the easy way! I can show you how!" and how tired and frustrated I was that these leeches continue to prey on the recently downsized.
The too sad truth is that many recently downsized, severanced, gotta' roll my 401k over transitioned employees in this very tight job market are perfect targets for thieves, scammers and the pitiful, dishonest, manipulative bottom-feeders of the Web/Franchise/Affiliate/Whatever Marketing world.
Am I being harsh on these Marketers? Yes, yes I am, and I make no apologies.
I have run two businesses folks, and it's a wonderful thing to create a vision, a quality standard, a deliverable, and a customer base that trusts you. It takes work, focus, and a whole bunch of other stuff, but what it does not take is giving a stranger $x dollars to show you how they made millions with some passive Twitter/Facebook/Pyramid party.
The likelihood of your retiring on your yacht as a result of your $x dollar investment is equal to that emailing Dr/Barrister/Representative from Nairobi/Nigeria/Wherever who wants to send you $4.6 million from a long lost relative if only you'll pay the handling fees out of the initial (bad) check they send you. It ain't gonna' happen.
Please understand as well, that many of these folks who look so nice, have such nice bios, have pictures of their kids as their Twitter Avatars are robots - automated feeds owned by one person with many, many "spoof" accounts made up to fit your fantasy - your demographic profile - of what a trusted person looks and sounds like.
If I can tell you one thing, it is Please invest your time in your job search in investing in YOURSELF.
At the end of this month at his annual appreciation dinner, my pal Paul Zaio is having a speaker from the FBI present a talk on security and scams. Here's a bit from the FBI's website on this subject - specifically for Job-Seekers:
Here are a few of the most common work-at-home scams.
Advance-fee: Starting a home-based business is easy! Just invest a few hundred dollars in inventory, set-up, and training materials, they say. Of course, if and when the materials do come, they are totally worthless…and you’re stuck with the bill.
Counterfeit check-facilitated "mystery shopper:" You’re sent a hefty check and asked to deposit it into your bank account, then withdraw funds to shop and check out the service of local stores and wire transfer companies. You keep a small amount of the money for your “work,” but then, as instructed, mail or wire the rest to your “employer.” Sound good? One problem: the initial check was phony, and by the time your bank notifies you, your money is long gone and you’re on the hook for the counterfeit check.
Pyramid schemes: You’re hired as a “distributor” and shell out big bucks for promotional materials and product inventories with little value (like get-rich quick pamphlets). You’re promised money for recruiting more distributors, so you talk friends and family into participating. The scheme grows exponentially but then falls apart—the only ones who make a profit are the criminals who started it.
Unknowing involvement in criminal activity: Criminals—often located overseas—sometimes use unwitting victims to advance their operations, steal and launder money, and maintain anonymity. For example, they may “hire" you as a U.S.-based agent to receive and re-ship checks, merchandise, and solicitations to other potential victims…without you realizing it’s all a ruse that leaves no trail back to the crooks.
What can you do to avoid being scammed? We recommend you practice safe surfing by taking the following steps:
THINK TWICE about telling all on your online résumé. Do you really need to provide detailed personal information? Consider posting your résumé more anonymously…with an e-mail address as your primary contact point.
NEVER provide a potential employer with your bank account or credit card information, a scan of your driver’s license or other ID, or a detailed physical description of yourself. That’s just asking for trouble.
NEVER pay upfront for any job opportunity (they’re supposed to be paying you!) and never forward, transfer, or wire money to a prospective employer.
BE WARY of job listings with misspellings, grammatical mistakes, and terms such as “money transfers,” “wiring funds,” “package-forwarding,” and “import/export specialist.” Those are big clues that something is amiss.
Recently, my friend Paul Zaio and I were discussing the financial impact of job loss and career transition, and I asked Paul what the number one piece of advice he would give
to a professional in transition. Well, Paul has ten points of advice that we'll cover in this two-part series, and I hope Paul will contribute more often.
A little about Paul: Paul J. Zaio, CFS is a 17-year professional in the financial industry. He specializes in working with those who want to protect their principal and ensure that their money lasts a lifetime. He resides in Mount Pleasant, S.C., is a member of the LPL Directors Club, and teaches financial education at universities and corporations, and is a genuinely nice guy.
10 Financial Questions & Answers for Job Changers - Part 1 - One through Six
Getting you started on the next chapter of your life.
What’s the purpose of this blog posting?
Changing careers is a decision that deserves almost as much attention as starting a family, buying a home or retirement. Career changes can have a profound effect on both your finances and your lifestyle. That’s why it’s so important to approach a job change with three things: knowledge, goals, and a plan.
• Knowledge. In an era of forms and paperwork, changing jobs has become increasingly complex. There are many available options in regards to compensation and benefits, but many pitfalls as well. Knowledge of these is crucial to ensure getting the most out of both your job and future retirement.
• Goals. Changing jobs is not just about a new place of employment. It’s about living comfortably and well, about fulfilling your dreams and building a legacy. The successful job hunter sets goals that are designed to fulfill these objectives.
• Plan. Application of knowledge and reaching goals means having a plan. This report is designed to be the first step in creating that plan.
Below are ten of the most common and important questions you can ask regarding a job change – specifically in regards to how it will affect your retirement savings.
The accompanying questions are designed to be quick, helpful references to you as you begin readying yourself for new employment.
What do I do with it?
Some will use this as a handy reference from which they can always draw. Still others may use this as a kind of jumping off point – once knowing the kinds of questions to ask, they can then begin researching the answers with greater attention and thoroughness.
Finally, many people find that subjects such as 401(k)’s and IRA rollovers are easiest to manage with the help of an expert financial professional, someone who can advise them on everything from the proper investments to retirement planning to managing their existing assets. The choices are limited only by your own imagination.
A quick glossary of terms:
IRA – An Individual Retirement Account is a retirement plan that provides tax advantages for retirement savings. There are several different types, that may be either employer or self-provided.
401(k) – A retirement plan in which an employee chooses to have a portion of his wages deferred directly into a 401(k) account. The money in this account is usually tax-deferred, and most employers will provide a number of investment options that provide an opportunity for the employee to augment his savings.
Roll-over – A tax-free reinvestment or transfer from one retirement plan to another. For example, to transfer assets from a 401(k) to an IRA. Many employees, upon changing jobs, transfer the money from their previous employer’s retirement account to one provided by their new employer.
10 Questions & Answers for Job Changers - Part 1 Questions One through Six
1) What financial preparations should I make before changing my job or if I feel a layoff is imminent?
1. Stay up-to-date. Even if you aren’t actively seeking new employment, it pays to stay on top of your resume and talents. It’s the best way to both seize a sudden opportunity, and ensure your ability to bounce back swiftly should you suddenly need new employment.
2. Review vesting schedules. Double-check your retirement plans at your current job. Are you vested? If not, how much longer before you are? How much will the benefit be? This ensures that you leave your job at the right time – in other words, not a few months before you become fully vested. Knowing the right time to change jobs can guard you from the perils of a hasty decision – and potentially save you thousands of dollars.
3. Build a rainy-day account. Having cash set aside to help through your transition (no matter how smooth that transition may be) is a good idea, since you may go for sometime without a paycheck. In addition, that extra margin of safety can be a lifeline should your job be unexpectedly downsized. The last thing you want to do is find yourself unprepared and have to rely on high-interest credit cards to keep you afloat.
4. Educate yourself on finances. This report is a good first step, but one of the best things a job-changer (or pre-retiree) can do is continually educate themselves on finances. For example, research the best options for your IRA. Many people make the mistake of cashing out of their retirement plan when they leave their job. This creates a significant tax burden, and really sets your retirement savings back. It’s also unnecessary. When you move your money to an IRA, you control when and how much you take out because you now have direct ownership. It will also allow you to continue delaying taxes. Learning simple (but essential) facts like these are the best investments. 2) What about early retirement? How do I know if that’s an option?
The advantages of an early retirement are obvious. However, the financial challenges are significant, and should be carefully considered when pondering early retirement. The earlier you retire means the longer you must live off an income that does not come from a steady paycheck. Social Security is helpful but often not enough to provide the desired lifestyle. Early retirement means increased reliance on pensions and retirement savings. Thus, the only way to know if early retirement is right for you is to take a long, hard look at the numbers. Is your portfolio large enough to provide for 15, 20, 30 years of unemployment?
A person’s needs will vary, but do you know what your needs are? How much will your dreams cost? To find out, your best bet is to run a retirement budget alongside a tax-and-income projection with the help of a financial professional.
3) When can I start withdrawing money from my IRA?
The normal age at which you can begin distributions is 59 ½. 4) How do I handle a severance packages?
First you must decide how to receive your severance package, should you be offered a choice. If you would like to immediately invest your money, taking a lump sum is advisable. However, because severance pay is usually taxable, spreading out your package into multiple payouts make taxation easier to handle.
Balancing immediate needs versus your overall goals is also important. Paying bills or eliminating debt may be a necessity when receiving your severance, however it’s never a good idea to spend the entire amount. Allocate the minimum you need into your checking account, and the rest into conservative investments that will give you a higher return than a simple checking account. This balance will help you both use and grow your money should you seek a different job.
5) What are my options for the money that is in my 401(k) or other pension?
Usually there are four broad choices, each with different advantages and disadvantages:
A. Leave it invested in what the company offers
B. Annuitize and receive an income for life
C. Withdraw the account balance, potentially pay a 10%penalty on top of taxes, and then invest the funds
D. Roll over to an IRA or other pension fund, paying no penalty, and continue to defer the income tax.
6) Why should I consider a rollover to an IRA?
An IRA offers the possibility of higher returns and increasing income potential. The account can be rolled over tax-deferred to a surviving spouse with the remaining balance distributed to beneficiaries at the death of the spouse.
End of Part 1. Part 2 Monday June 21st. Have a question for Paul? Leave a comment and he'll respond and as always, our thanks.
To learn more or contact Paul Zaio:
Paul Zaio, CFS, RIS LPL Registered Principal / LPL Branch Manager
Securities offered through LPL Financial A Registered Investment Advisor, Member FINRA/SIPC
Recently-introduced legislation would require employers to provide Worker Adjustment Retraining Notification (WARN) Act notices to employees in the event of mass layoffs that occur at more than one worksite, and would double the penalties for violations.
The Alert Laid off Employees in Reasonable Time (ALERT) Act (H.R. 2077), introduced by Rep. Luis Gutierrez (D-Ill) and co-sponsored by four others, expands the current WARN requirement that employers provide 60 days’ notice of an impending mass layoff affecting either 500 employees or 33 percent of the workforce impacting at least 50 employees at one particular worksite.
The ALERT Act would amend the definition of “mass layoff” to cover an employment loss of this size not just at a single site, but for a single employer at more than one worksite. The bill also increases penalties for employers that order a plant closing or mass layoff in violation of the WARN Act by providing for double back pay for each day of violation.
Specifically, the ALERT Act would amend the WARN Act by including as a definition of “mass layoff” a reduction in force which: (C) results in an employment loss for a single employer at more than 1 site of employment during any 30-day period for--
(i)(I) at least 33 percent of the employees of the employer (excluding any part-time employees); and (II) at least 50 employees (excluding any part-time employees); or (ii) at least 500 employees (excluding any part-time employees). Additionally, the new bill would require employers to award employees double the amount of back pay as a penalty for violating the provisions of the WARN Act.
DETAIL:
2009-2010 Alert Laid off Employees in Reasonable Time Act 4/23/2009--Introduced.
To amend the Worker Adjustment and Retraining Notification Act to require notifications under that Act for mass layoffs that occur at more than one site of an employer and to increase penalties for violation of the Act.
H.R. 2077: 111th Congress
This is a bill in the U.S. Congress originating in the House of Representatives ("H.R."). A bill must be passed by both the House and Senate and then be signed by the President before it becomes law.
Bill numbers restart from 1 every two years. Each two-year cycle is called a session of Congress. This bill was created in the 111th Congress, in 2009-2010.
The titles of bills are written by the bill's sponsor and are a part of the legislation itself.
Alert Laid Off Employees in Reasonable Time Act - Amends the Worker Adjustment and Retraining Notification Act (WARN ACT) to require an employer to give 60-day written notice to employees and to appropriate state and local government officials before ordering a mass layoff that results in an employment loss for a single employer at more than one site of employment during a 30-day period for: (1) at least 33% of the employees (excluding part-time employees); and (2) at least 50 or 500 employees (excluding part-time employees).
Makes an employer who violates such notice requirements liable to each aggrieved employee for double the back pay (under current law, only the back pay) for each day of the violation for up to 60 days.
The bill has been referred to the House Education and Labor Committee
Alert Laid off Employees in Reasonable Time Act (Introduced in House)
HR 2077 IH 111th CONGRESS 1st Session H. R. 2077
To amend the Worker Adjustment and Retraining Notification Act to require notifications under that Act for mass layoffs that occur at more than one site of an employer and to increase penalties for violation of the Act.
IN THE HOUSE OF REPRESENTATIVES April 23, 2009
Mr. GUTIERREZ (for himself, Mrs. NAPOLITANO, Mr. LIPINSKI, Mr. GRIJALVA, and Mr. ROTHMAN of New Jersey) introduced the following bill; which was referred to the Committee on Education and Labor
A BILL To amend the Worker Adjustment and Retraining Notification Act to require notifications under that Act for mass layoffs that occur at more than one site of an employer and to increase penalties for violation of the Act.
Be it enacted by the Senate and House of Representatives of the United States of America in Congress assembled,
SECTION 1. SHORT TITLE. This Act may be cited as the `Alert Laid off Employees in Reasonable Time Act'. SEC. 2. MASS LAYOFFS OF A SINGLE EMPLOYER AT MULTIPLE SITES.
(a) In General- Section 2(a)(3) of the Worker Adjustment and Retraining Notification Act (29 U.S.C. 2101(a)(3)) is amended-- (1) in subparagraph (B)(ii) by inserting `or' after the semicolon; and (2) by adding at the end the following: `(C) results in an employment loss for a single employer at more than 1 site of employment during any 30-day period for-- `(i)(I) at least 33 percent of the employees of the employer (excluding any part-time employees); and `(II) at least 50 employees (excluding any part-time employees); or `(ii) at least 500 employees (excluding any part-time employees);'. (b) Conforming Amendment- Section 3(a)(2) of such Act (29 U.S.C. 2102(a)(2)) is amended by striking `to the State' and inserting `in the case of a plant closing or mass layoff described in section 2(a)(3)(B), to the State'.
SEC. 3. INCREASED PENALTIES.
Section 5(a)(1)(A) of the Worker Adjustment and Retraining Notification Act (29 U.S.C. 2104(a)(1)(A)) is amended by striking `back pay' and inserting `two times the amount of back pay'.
Rep. Luis Gutiérrez [D-IL]
Cosponsors [as of 2009-05-07] Rep. Grace Napolitano [D-CA] Rep. Jim Costa [D-CA] Rep. Raul Grijalva [D-AZ] Rep. Daniel Lipinski [D-IL] Rep. Rosa DeLauro [D-CT] Rep. Steven Rothman [D-NJ] Rep. Janice Schakowsky [D-IL] Rep. Marcy Kaptur [D-OH] Rep. Betty Sutton [D-OH]
Recently, in working with corporate-sponsored outplacement candidates to prep them for various interviews, we focused on the subject of Behavioral Interviewing, its importance, and how to prepare.
Behavioral interviewing is a style of interviewing that was developed in the 1970's by industrial psychologists. Behavioral interviewing asserts that "the most accurate predictor of future performance is past performance in a similar situation." Currently, most organizations are using behavioral interviewing to some degree.
Unlike traditional interviews, which include such questions as: Tell me about yourself. What are your strengths and weaknesses? Why are you interested in working for us?
Behavioral Interviewing poses questions like these: Tell me about a time you disappointed a client or your supervisor. Tell me about a situation you really exceeded expectations. Tell me about a work environment that you didn’t enjoy.
Behavioral interviewing emphasizes past performance and behaviors. As a consequence, candidates unprepared for behavioral interviewing will not fare well; simply practicing the list of common interview questions no longer works.
To start in the reverse and address Preparation is appropriate here. We put our clients through a good deal of brain work; from the very first conversation, we use a variety of methods suitable to the individual candidate to pull information from them regarding how they did their jobs in their unique fashion, always working to establish articulate, quantifiable contribution in every instance.
I contacted an expert or two, and together we present the following, with 7 specific areas to practice at the end:
Many interviewers typically start with a behavioral question, like “Tell me about a time you had conflicting priorities. How did you handle that situation?” If a candidate says they never have them, that’s a red flag. Even someone who is perfectly organized will have personal conflicts that come up during their time at work.
Once a candidate tells the interviewer the situation and explains how they handled it, there will be a follow up question or two, such as:
“Were all the people involved completely happy with how you ended up prioritizing your work?” “If you could do it again, would you prioritize those items the same way?”
How do you answer the question "Give me an example of a time you've failed?"
This is always a tough question for interviewees. The first time you reflect on this, on anything, should not be in the high-stress environment of an interview. Think about this and all possible questions beforehand, write down your answers, but don't get too rigid to adhering to your script. For this question specifically, remember you don't have to immediately relate the last most devastating failure in your life - don't aggravate a fresh wound. Rather, go to an instance you've had time to reflect upon.
One expert we consulted advises:"First, if you tell me you've never failed, I know that's not true. Sometimes you have to fail, so tell the story of what you learned. Tell the recruiter what you would have done differently in order to avoid that situation in the future. Be honest, and know that some employers want people who take risks. Those people do fail from time to time, and often learn the most highly valued skills and lessons.
What are the examples of behavioral based sales questions?
While your resume may list that you achieved your former employer's "President's Club" six times, you do have to explain the "how" of it.
Here are examples of questions we gathered for Sales Interviews, and in preparation for a Sales interview, be ready for drill down, follow-up questions like:
The Recruiter may ask “Tell me about a time you really exceeded your client’s expectations and closed a great deal”
The follow up questions will likely be: How long did it take you to close this deal? How long is your average sales cycle?
Another hot button topic most sales people avoid: “Do you get your sales reports done on time?” Recruiters know it’s an area that most sales people procrastinate, so they ask!
Can you be Over Prepared?
We encourage our candidates to remember that an interview is a conversation between two professionals about a common interest, subject, and passion. I recently had a candidate get thrown by the question "Give us two instances of success you've experienced." The candidate has many, many instances, all outlined clearly on his resume, however, he only practiced one aloud to that specific question. He was both over- and under-prepared. You're going to go "off-script" so know who you are, take a deep breath, relax and tell your story.
Do your homework, but be genuine.
"Just tell the truth," states one expert, "I'll get to it one way or another through follow-up questions, but being prepared is key. I know it’s not comfortable, but ask a friend to interview you. Or find questions on the internet and answer them out loud, then scratch that answer and give another. Be prepared for the detailed follow up questions. I remind candidates that they are an expert in what they are discussing – themselves! It’s easier to think of it that way and can often ease nervousness.
How much research on your potential employer is enough - or too much?
Recruiters value that you have done your research and have a true interest and passion for the role, citing that you know the recruiter loves dogs or the color green is just plain creepy.
"Don't stalk the recruiter or "over-share". It comes off as disingenuous. Talk about what interests you based upon your research, but keep it relevant to the position and your potential for contribution. Although there is a plethora of information about your Recruiter and Hiring Manager on the internet, be careful what you reference during your conversation. Not everyone is prepared to discuss personal information to a candidate, so take their lead. If they keep it strictly professional, you should as well. What would be appropriate is to ask why they chose to work for that organization and what they like and dislike about it.
Just one piece of advice?
Ask questions! Sounds simple – but you would be surprised how many candidates don’t. Even if you ask everyone you speak with at the same company the identical 4 questions, its great information. You can evaluate how each person’s answer differs and if there are any concerns that you might have from their answers. And for you sales people out there – are you asking for the job or closing?
We further provide the below list of 7 key Behavioral Interview question areas for you to review. Good luck, and remember: be yourself, be honest, and be prepared!
1: Decision Making and Problem Solving
Give me an example of a time when you had to keep from speaking or making a decision because you did not have enough information. Give me an example of a time when you had to be quick in coming to a decision.
2: Leadership
Tell me about a time you had to work with a group or client that was challenging. How did you overcome it? Tell me about a time you had difficulty getting others to accept your ideas? What was your approach? Did it work?
3: Motivation
Give me an example of a time when you went above and beyond the call of duty. Describe a specific situation when you were able to have a positive influence on the action of others.
4: Communication
Tell me about a situation when you had to speak up (be assertive) in order to get a point across that was important to you. Have you ever had to "sell" an idea to your co-workers or group? How did you do it? Did they "buy" it?
5: Interpersonal Skills
What have you done in the past to contribute toward a teamwork environment? Describe a recent unpopular decision you made and what the result was.
6: Planning and Organization
Tell me about a time you had conflicting priorities. How did you manage them? What do you do when your schedule is suddenly interrupted? Give an example.
7: Other Behavioral Questions
Give a specific example of a policy you conformed to with which you did not agree. Give me an example of an important goal which you had set in the past and tell me about your success in reaching it. Describe an instance when you had to think on your feet to extricate yourself from a difficult situation.
I was thrilled to partner with VisualCV to conduct a webinar on Using Social Media in Job Search, and April’s webinar was exceptionally well-received. Here are some comments and a link to the presentation:
"...wanted to tell you how EXCELLENT I thought the webinar was yesterday. It was my first one and SO valuable. I was and am thrilled over the amount of valuable information. I wrote pages full of notes."
"After viewing the CV all I can say is WOW! What a difference a VisualCV can make.
This technology makes a paper resume obsolete. I have seenmany resumes in my past when I had to do recruiting and this type of resume would clearly give a candidate who uses this a serious advantage. Again, Thank You for your help and VisualCV has a new fan."
"I took your webinar last Tuesday and thoroughly enjoyed it. I cannot begin to tell you how much I learned, especially about Visual CV and Twitter. I am going through a career transition and so these tools are very important to me in my job search. Thank you for the presentation last Tuesday."
"Just had a chance to listen to VisualCV webinar. Outstanding info thanks for sharing!"
"You were absolutely wonderful! I really enjoyed it and I'm working on my VisualCV right now! "
"I just wanted to take another minute and thank you for the help you gave me. Not many people in your position would reach out to a college student the way you did. This may be something you do regularly, but I'm not used to it so it's refreshing to see the professionals of today doing what they can to groom the professionals of tomorrow....Once again, thank you for everything, I promise to pay it forward."
"Thanks to Pierce (from VisualCV) for hosting and Karen Masullo for delivering an insightful webinar with VisualCV earlier today "
"I just finished listening to an awesome presentation by Karen Masullo and I'm working on my SEO, VisualCV and Twitter."
"The session was best hour I've spend in a long, long time. Pure 100% value."
Effective 5/21/2009, employers are required by law to verify employment eligibility of all federal contractor and sub-contractor employees. Some states also require participation in certain situations. All other public & private employers are encouraged to use E-Verify voluntarily Electronic Form I-9 and E-Verify Services
First Sun Partner, The Facet Group, is pleased to announce the offering of Electronic Form I-9 and E-Verify Services through alliance partner, Form I-9 Compliance.
What is E-Verify? E-Verify is a Web-based system that electronically verifies the employment eligibility of newly hired employees through Social Security Administration and Department of Homeland Security databases. Effective May 21, 2009, federal contractors and subcontractors will be required to begin using the U.S. Citizenship and Immigration Services’ E-Verify system to verify their employees’ eligibility to legally work in the United States.
Who may use E-Verify? Federal contractors and sub-contractors are required to use E-verify. In addition, more than a dozen states also require or strongly encourage E-Verify on certain employees. All other public and private sector employers may use the system voluntarily. The Facet Group recommends that you use E-verify on ALL newly hired employees to keep your hiring process consistent and compliant.
Employers who currently employ federal contractors or sub-contractors are required to verify all of those existing contract employees, as well as all newly hired contract employees going forward. All other employers may verify newly hired employees only; you cannot use E-Verify on existing employees unless they are federal contractors or sub-contractors.
What is included in your E-Verify service? Our check uses the federal E-Verify program to electronically query DHS and SSA databases and verify new employees’ U.S. work eligibility. The query result confirms whether the social security number submitted belongs to an individual who is legally permitted to work in the U.S. Enhanced capabilities include email alerts and reports that help track and monitor tentative non-confirmations. What are the benefits of the E-verify service?
Significantly reduce your potential risks of non-compliance which would result in exposure to financial penalties and consequent negative publicity.
For employers who knowingly hire or knowingly continue to employ unauthorized workers, civil penalties range from $250 to $11,000 per violation
For employers engaging in a pattern or practice of knowingly hiring or continuing to employ unauthorized workers, criminal penalties can be a much as $3,000 per unauthorized employee and/or 6 months imprisonment
Help ensure workforce stability and assist in eliminating the potential for disruptive and costly turnover created by the mandatory removal of legally unauthorized employees.
Minimize the potential for attracting legally unauthorized candidates by acknowledging your participation in E-Verify.
Seamlessly integrates with our existing ordering system; process background checks, Electronic I-9 forms and e-Verify through one portal
Employee information will be carried over to the E-Verify screen to reduce data entry.
How do I begin using these services? Contact Phil Brattin, at the Facet Group, or simply fill out the required Registration Form & User Agreement as well as the Memorandum of Understanding with our Alliance Partner. You must also display the required E-Verify and Right to Work notices where employment applicants can see them. (The Facet Group will provide you with these notices.) Please see: http://facetgroup.com/background.html
How do I order these services on a newly hired employee? Upon the posting of a completed report to our online ordering system, you will be provided with an option to utilize the E-Verify service directly from the ‘Results’ screen. Simply click the ‘EVP’ button and it will take you directly to the E-Verify site. The employee’s information (name, SSN, etc) will be pre-populated into the E-Verify screen to save time and reduce data entry. (You must receive completed background verification reports through our online system in order to use this service.)
What is the cost for these services? -- For newly hired employees, the cost to use E-Verify is $5.00 per person. -- For existing employees (federal contractors and sub-contractors), please contact our office for information & pricing. -- To set up additional client locations: 0-5 locations: no charge; 6+ locations: $50 per location.
What is Electronic Form I-9? This service provides a comprehensive error-detecting electronic Form I-9 solution that virtually eliminates processing errors and simplifies the document completion process.
What is included in your Electronic Form I-9 service?
Secure, paperless Form I-9 storage, with 24/7 access for updating, re-verification and governmental inspection.
The ability to e-sign the I-9 form, utilizing a high-security, DHS-compliant click-to-sign solution.
“Add eDocuments” feature, which allows you to electronically attach related I-9 documents to employees’ I-9 Forms.
90, 60, and 30-day e-mail alerts to be forwarded to you prior to the expiration of work authorization documents.
The ability to run reports by client location.
What are the benefits of the Electronic Form I-9 service?
Simplify and improve the efficiency of your Form I-9 process.
Substantially decrease human errors in completing I-9 Forms through the use of our error-detecting functionality and built in user guidance.
Save time and increase security by utilizing our proprietary 2048-bit encrypted, electronic signature solution to electronically sign the eForm I-9. (Compliant with the E-SIGN Act and Department of Homeland Security regulations).
Reduce storage, retrieval and labor costs associated with maintaining hard copies of I-9 Forms. Scan and index your current paper I-9 Forms into our database, thereby creating a totally paperless process.
Avoid federal civil penalties: For employers who fail to properly complete, retain, or make I-9 Forms available for inspection, fines range from $100 to $1,100 per individual I-9
Automated Email Alerts enable your employees to renew work authorizations and continue to work without interruption.
Cost effectively reduces your exposure to government audits, financial penalties and negative publicity resulting from non-compliance.
Seamlessly integrates with our existing ordering system; process background checks, Electronic I-9 forms and e-Verify through one portal
Employee information will be carried over to the E-Verify screen to reduce data entry.
How do I begin using these services? Simply fill out the required Registration Form & User Agreement.
How do I order these services on a newly hired employee? Contact Phil Brattin, at the Facet Group.
Upon the posting of a completed report to the online ordering system, you will be provided with an option to utilize the Electronic Form I-9 service directly from the ‘Results’ screen. Simply click the ‘I-9’ button and it will take you directly to the Electronic Form I-9 site. The employee’s information (name, SSN, etc) will be pre-populated into the I-9 to save time and reduce data entry. (You must receive completed background verification reports through our online system in order to use this service.)
What is the cost for these services? -- The cost to use Electronic Form I-9 is $5.00 per person. -- To have your existing I-9 forms and supporting documents scanned and stored in our system, please contact our office for pricing information. -- To set up additional client locations: 0-5 locations: no charge; 6+ locations: $50 per location
PLEASE NOTE: The above is presented as general educational information. It is not legal advice, either express or implied. Consultation with legal counsel is recommended for all employment law matters. This information is subject to change without notice.
Upcoming Webinar: Incorporating Social Media in Your Job Search Please join us for a webinar April 14th at 12pm EST to learn how to leverage social media in your job search.
Mark your calendar and register now for the April 14th webinar today! April’s webinar will teach you how to get more out of online social media in your job search. You will learn how to make good use of your time when using LinkedIn, VisualCV, Twitter and more.
The webinar will cover:
Web 2.0 and the job search
Presenting your strengths in a VisualCV
Social media resources for the job search
An efficient use of social media in the job search
Social media job search success stories
Karen Masullo, career transition and corporate outplacement expert, and VisualCV's Nathen Harvey will lead the webinar.
Please register here today! We look forward to you joining us for the second webinar in our series on building a VisualCV.
Your first day of work for your next employer is your last day of work for your former employer.
Everything you do from the point of separation forward becomes an example of your work product to your next employer. You HAVE to get this.
I was recently contacted by someone I did not know via LinkedIn.com. I visited the gentleman’s profile, and found four typos in the first 10 lines. There were other challenges with his profile, so I did what I generally do in this situation; I wrote back asking if he was open to a couple of suggestions. He was.
I first verified that English was his first language, and took time with my response, pointed out the typos, explained the theory behind my primary suggestions, and kept it short and to the point. I also spell-checked my response.
The gentleman wrote me back and sounded enthusiastic regarding the changes he made based upon my suggestions, so I re-visited. The four typos were corrected; however, there were now 3 new ones. That’s where I stopped.
And that’s a shame.
How can anyone possibly recommend you to their network if the first example of a work product you present is half-hearted?
This applies to everything you do – from telephone conversations to your web presence to your demeanor on the golf course or at the supermarket; you are your Brand! Preserve it, build it, and make it better.
And for goodness sake, copy any text into Word or whatever program you use and spell-check it, and then have someone objective review it.
Following the previous post, important points to cover during a Reduction-in-Force project:
Keep Layoff Plans Offline: avoid emailing, creating, and communicating Reduction in Force (RIF) plans through company systems. I consulted after-the-fact to a company that found that a key and trusted email administrator was both reading, saving, and re-distributing – both internally and externally – all communication regarding layoff plans. Many employees fled the company prior to the formal WARN announcement due to this leak – employees that otherwise would not have been effected by the RIF. The loss of intellectual capital and the damage to the entire project was significant.
Never use Instant or Text Messaging to Discuss ANY aspect of a Restructuring Project: Transcripts of messages are saved, archived and may be reviewed. Just don’t do it, no matter how innocent you feel the message may be.
Allow Key Reorganization Team Members to Meet and Work Offsite as needed: Given the challenges associated with using internal technology to plan a restructuring project, teams need a “safe” environment to discuss and plan. Allocate resources accordingly.
Involve your CIO/CTO from the start: Prevent enterprise data leaks at the source. Oftentimes, technology teams are the last to be alerted of a project they already know is in progress, especially if you’ve been using internal technology systems to communicate planning. Your IT groups are the ones who cancel intranet portal access, email access, etc. for those departing employees. “Dumping” a time-critical task on them last minute creates resentment, and further exacerbates leaks – the longer you wait to formally communicate to key IT team members, the greater the resentment. Bring a trusted, key technology leader in to the process early.
Outplacement Consultants: When you work with us as your Outplacement Team, make sure you are providing your departing workforce with transition programs commensurate to their experience and length of tenure, are treating them with dignity and respect, and make sure you are alerted to trends regarding the mention of your company’s name and Brand – both positive and negative – quickly. The manner in which you deliver the message to transitioning workers is critically important; we will participate in all departing employee notification meetings to quickly give your transitioning workforce positive, next step guidelines that are in their best interest.
"In the age of transparency, the layoff will be blogged."Quote from: NY Times, November 4, 2008
Recently while reviewing company name mentions on Twitter, I came across a website, Telonu, specifically for employees to voice their reactions regarding how their layoff was handled.
This on the tail of a tale related by Pulitzer Prize winning Photo Journalist Jim MacMillan (formerly of the Philadelphia Daily News and Associated Press among others). Jim was describing a group of messages he was reading on Twitter, happening as the senders were in a newsroom meeting regarding re-organization plans at the Philadelphia Daily News. Read Jim's story here: (uncensored tweets).
To modify the opening quote then: "The layoff will be Twittered."
There's nothing new in protecting a Company's image during restructuring - we've always cautioned and assisted our corporate clients to monitor emails, messages, subsequent "hate" domains and their brand carefully during a restructuring - but Telonu, driven by the power of Twitter, was quickly gaining legs.
The site, Telonu's tag line? "Rave, Rant, Rate™ your Workplace, the People there and lots of other stuff... Anonymously. Tell-on-you, get it?"
There are positive comments, there are some resources, but the below is not unusual (I have hidden the company name):
This also from their site, and while they list a variety of "uses" for the site, #1 is troubling to me:
"On Telonu you can: Praise or bury your company or school Add and prop up companies, schools and people for other Telonu members' comments and opinions Follow anything or anyone in real time Mingle with old friends and make new ones Use the Ask section to quiz the Telonu community about anything"
In the past, these types of sites generally died out as the great community that is the web SEO'd them to the back-burner of over-cooked, under-updated sites. Twitter however, keeps the rant fresh. Twitter has become an important SEO and marketing message tool, and these types of sites don't fade away as quickly as before.
So, when you work with an Outplacement provider (you ARE using us, right?), make sure you are providing your departing workforce with transition programs commensurate to their experience and length of tenure, are treating them with dignity and respect, and are kept alerted to trends regarding the mention of your company's name and Brand - both positive and negative - quickly.
What's that you say? Your Outplacement provider doesn't do that? We do.
Call us and we'll tell you how. Toll-Free: 866-214-5445
HBR COMMENTARY CASE STUDY The Layoff by Bronwyn Fryer
What’s the best strategy for Astrigo? Four commentators offer expert advice.
The entire article may be found here, and we are pleased to present it for our Colleague and Lincolnshire Partner, Dr. Larry Stybel from Boston's Stybel Peabody.
Dr. Laurence J. Stybel (lstybel@suffolk.edu) and Maryanne Peabody (peabody@stybelpeabody.com) are cofounders of Stybel Peabody Lincolnshire, an executive career management and board advisory firm based in Boston.
Dr. Stybel is also an executive in residence at the Sawyer Business School at Suffolk University in Boston.
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