My Campus Chronicles
Our college blog dedicated to helping students prepare for life outside of college.
January 2007 archive
Are you under the impression that annual reviews are simply a required waste of time? Many workers believe that annual or year-end reviews are nothing but a "go through the motions" process that has little impact or reward for them on the other side. But the truth is it doesn't need to be that way. An article posted recently on Business Week.com gives some great advice to both manager and employees on how to make the most of the performance review process. I've got a few hints of my own for workers.
Know How the Process Works. Whether you are new to the organization or a veteran of the company, find out the details about how your company approaches the year-end review process. Ask to see the form(s) that are used so that you have a clear idea of what metrics or measurable items are being utilized to gauge your performance.
Help Your Boss Help You. Remember, annual reviews are another addition to your boss' "to do" list, and one they didn't ask for either. That means they may not be keeping meticulous notes on your performance throughout the year. Help them recall your accomplishments by writing them a memo, filling out the review forms yourself ahead of time, or email in a format that is easy to incorporate into your review.
Make Yourself Distinguishable. In other words, just because you did your job, and did it well over the course of a year, doesn't make for a compelling reason to hand you a raise or a promotion. Most bosses only have a limited budget to dole out raises so a big increase for you means a smaller raise to your peers. Make sure your yearly accomplishments focus on ways you differentiated yourself from your coworkers or took on additional responsibilities that were beyond the scope of your job description.
Remember, the old saying "you get out what you put in" holds true for annual performance reviews too.
Here on The Big Time, we've written often about the growing trend of blogging within the recruiting sector. So we thought it would be useful to provide some resources/links for those of you looking to create your own blog or enhance your current blogging efforts. Check these out:
Getting Started...
Blog Brandz is written by Navi Mumbai a web publisher from India. There is one post in particular about how to start your own blog. This blogs reports only on news useful to business bloggers. If you are looking into branding yourself as a job candidate this is the one online stop you should make.
Picking the Right Blogging Software...
1.) If you are looking for a blogging platform to use, and choose MovableType a blog post on TokyoShoes can inform anyone on how to get the most from their software.
2.) If Blogger (Google's blogging software) is more up your alley, check out this post on DotNet Zone. You can learn how to register, launch and start blogging quickly with Blogger in this post. There are also helpful 'Beginner Level' pdf's available for download.
After You're Blogging...
If you want to know how to create interesting posts to keep traffic coming to your blog, try taking some useful hints from the ProBlogger himself, Darren Rowse. This blog post helps you learn how you can market yourself and your blog through your blog content.
A big perk to work-life balance programs is the option for employees to telecommute from their homes. A recent blog post from the organization Future of Work focuses on new technologies that keep colleagues connected from wherever they may be working. They've also written a white paper on the subject.
As a matter of fact, so many employees are used to working outside of the office that they prefer working remotely and find that utilizing the technology available to them to stay connected to the office and their workload is as easy as working in a traditional work environment.
However, there is something to be said for face to face to contact with your colleagues. Can you ever imagine a world in which employers hire workers without ever interviewing them in person at some point? Probably not. That's because in person conversations and interactions provide an important opportunity to interpret body language. At the office, face to face meetings allow for a more open conversation where more may be accomplished than several back and forth emails. Also, face to face contact is still more effective in negotiations and for brainstorming.
I enjoy telecommuting as much as anyone. You can't beat the luxury of getting up during the work week and choosing to answer email in a Virginia Tech t-shirt (ok, shameless plug) and a pair of jeans, rather than a suit. However, for me, this luxury only makes sense a few times a month. While I certainly am productive working from home thanks to an influx of collaboration technologies, I still enjoy and need the in person interaction and workplace camaraderie that can't be replaced by any technology.
I am interested to hearing others weigh in on their own experience.
I am always pleased when an industry leader "gets it." In this case, I'm referring to David Shaw, founder of Knightsbridge Human Capital Solutions and former president of Pepsi Cola Canada. Shaw was recently featured in a Toronto Globe and Mail article, which was also the subject of a For Immediate Release podcast I recently heard. Throughout the article, Shaw contends that organizations will have to make serious changes to the way they recruit and retain top talent in light of the upcoming talent shortage, including offering more flexible schedules, telecommuting options, phased retirement to retain older workers and more focus on work/life balance.
This is all music to our ears here at Spherion because we've been espousing the very same advice for years. In fact, we've conducted significant research on this topic in order to track the effects of the talent shortage, better pinpoint what employees want and need from their employers, and how companies can align their retention efforts with those. Here is bit of what we've found.
We're already seeing signs of the labor shortage:
- 23 percent of companies are already dissatisfied with the talent available.
- One-third of HR managers mention turnover/retention as a key concern.
- On average, employers expect 14 percent of their workforce to leave within the next year.
- 31 percent of workers believe there is a turnover or retention problem at their company, and 39 percent of workers themselves expect to leave in the next year.
- Less than half (44 percent) of workers believe their company is taking steps to retain its employees.
Next, when it comes to retaining talent there is no magic bullet. It is important to note that the order of importance of retention factors will shift and re-shift as the economy changes and workplace values evolve. For example, in our 1999 Emerging Workforce Study, Spherion found "training and development" to be a particularly high influencer on retention among workers. This may have been driven by pressure to gain the right skills for the digital age. Today, we have entered an age of compensation deflation, where little or no pay increases and rising benefit costs characterize the employment marketplace. Consequently, basics such as compensation and benefits have moved up as a concern for today's employees.
However, what's most alarming is the large disconnect between what employers believe their workers want in order to stay with the company, and what employees identify as retention factors. Take a look...
DRIVERS OF RETENTION Employers' View Employees' View 1. Management Climate 1. Financial Compensation 2. Supervisor Relationship 2. Benefits 3. Culture & Work Environment 3. Time & Flexibility 4. Benefits 4. Growth & Earnings Potential 5. Growth & Earnings Potential 5. Management Climate 6. Training & Development 6. Supervisor Relationship 7. Financial Compensation 7. Culture & Work Environment 8. Time & Flexibility 8. Training & Development |
Employers and employees wholeheartedly disagree on what drives retention. In fact, employers and employees ranked every factor of retention differently in terms of priority. The most concerning of which relates to time and flexibility. Work/life balance was the most important career priority for 86 percent of workers surveyed. It is ranked first on the employees list of retention drivers after standard priorities salary and benefits. Employers on the other hand ranked time & flexibility last among all factors relating to retention of employees.
Shaw was right on the mark when he said employers must make serious changes to the way they recruit and retain workers.
In my very first post on this blog, I predicted that "blogcruiting" may change the very way we recruiters seek out potential candidates and that I have never seen a tool with such potential power for candidates seeking career advancement. A new blog called Blog for Jobs recently created by CM Russell, founder of AllCountyJobs.com and author of Secrets of the Job Hunt, is just the latest example of this trend. Blog for Jobs is all about job seekers that are blogging to stand out in the career sphere, and includes examples of candidates who have leveraged their blogs to find work. Bloggers can also post a brief description of their experience and work style, as well as the type of job they are seeking.
I believe 2007 will see a drastic increase in the number of candidates utilizing personal web pages, social networking, and blogging to land jobs. I think we'll soon see a host of new blogs that follow Russell's lead, along with more of these "blogging for jobs success stories" hitting the mainstream media. This will be particularly true among IT recruiters and candidates since these folks tend to be more technically savvy, as well as within the advertising and marketing sector. I say this because advertising and marketing candidates' views and opinions about current ads or marketing campaigns can be an important tool in gaining recruiters' and potential employers' attention. Blogging provides an excellent platform for these candidates to showcase their industry knowledge and communication skills.
Lastly, blogging no doubt will be an increasingly effective tool in a job seeker's arsenal. But it shouldn't be the only tool. Why put all your eggs in one, albeit effective, basket? Traditional approaches including networking and referrals are still good bets.
"According to a Spherion survey, 44% of workers say their company has an open door management policy. One-quarter say their company does not, and one-third are unsure. Does your employer have an open door policy?"
Q: "It's been a year since I last worked. I'm over 50 years old and although I can't prove it, I believe I am being discriminated against due to age. Sure, it's against the law to age discriminate, but it's also against the law to commit murder. Go figure.....Everyone loves my qualifications on my resume and call me in for interviews, then I never hear back from them. I need a job for the sake of survival. When I got fired, I literally got executed. It destroys your life, your hopes for future security. All I can think about is if I'll be pushing a shopping cart with empty cans when I get older. What can I do?" Comment posted here by Bianca Arbucci
A:
Dear Bianca,
Do take time to review your resume to ensure it presents your experience, skills and capabilities positively and on one page, if possible. You stated your qualifications are getting you interviews, so that is positive, but you don't get called back for secondary interviews or offered positions. Before considering that it is an age issue, take some time to analyze your interview skills. Being able to present your experience, knowledge, skills and qualifications in an effective verbal presentation to a prospective employer is what wins candidates the job.
Also, making sure the positions you have applied for are directly related to your experience and qualifications is key. Ask a friend, former co-worker or mentor to role play with you to critique your interviewing skills. The ability to present how your qualifications have made an impact to your former employers business can be difficult without actually practicing it a few times.
You also stated you were fired from your previous position. Depending on the circumstances surrounding your separation, there are several reasons someone may be involuntarily terminated, for example lay offs, mergers or performance to name a few. Notwithstanding the actual reason in your specific situation, how one communicates the situation surrounding their separation can negatively or positively impact a prospective employers decision to hire a candidate or not. Speak positively about your previous positions and employers. Highlight your successes and be honest during the interview if it was due to a performance issue. For example, your productivity in sales was lacking, therefore they let you go. Explain what you have since done to bolster your skills and abilities to ensure you are able to compete successfully in a sales environment. This may include completing some seminars, reading and research on the innovations in the industry, mentoring with other sales professionals in the business to fine tune your selling skills, or possibly taking courses in sales and marketing etc...
Here are some online resources as well:
http://www.careerjournal.com/myc/fifty/20050919-coombes.html The 50 best companies for workers 50 and older.
http://careersat50.monster.com/articles/resumes-for-older-workers/ Get your resume right, for workers over 50.
And, if you still feel you are being discriminated against, you can go to these helpful sites:
AARP's Age Discrimination Help Page: http://www.aarp.org/money/careers/jobloss/a2004-04-28-agediscrimination.html
Campaign Against Age Discrimination in Employment, a non-profit business that helps both pass litigation and helps those who feel they have been discriminated against based on their age: http://www.caade.net/
Best of luck Bianca,
Seymour
Q: I know I should feel refueled heading back to work after the holidays, but I seem to be suffering from holiday hangover. How can I beat these back-to-work blues?
- Submitted by Wilson Swecker, Potomac Falls, VA
A: Dear Wilson,
Many of us experience post-holiday blues. Making the transition from a stress-free holiday to the pressures of the job can be difficult. Here's some advice to help you ease back into the working world.
First, try not to take on a mountain of work your first couple of days back on the job. Give yourself some time to get into the groove by using your first few days to catch up on e-mails and with coworkers.
Schedule your next vacation as soon as you return to work. This can give you an immediate boost and something to look forward to in the months ahead.
Similar to making New Year's resolutions for your personal life, try doing the same for your work life. Make a list of what you enjoy about your job and try structuring your time to focus more on those areas. Update your resume so you can see, on paper, what career goals you have already accomplished. Make a point to introduce yourself to two coworkers you don't know very well.
All of these strategies can help ensure a smooth transition from carefree, festive days to the rigors of the rate race.
I have thought long and hard about over the past few weeks about what New Year's wisdom I can offer to help mature workers nourish their career in 2007. I hope you enjoy what I've decided upon.
First, some encouragement. Your best, most meaningful work is likely to be found around the corner of life we label as "maturity."
Second, my recipe for a successful working maturity which I follow diligently:
- Seek first to understand yourself by knowing which "gifts" you bring to that effort we call work.
- Don't ever confuse your talent with your learned skills. They are far from the same thing.
- Develop a healthy appetite for understanding the possibilities inherent in the future.
- Design your own "philosophy" of life. Work and live up to your expectations of yourself.
- Last longer at trying for what you want to happen than your good sense might suggest.
- Don't worry if success is found by experiencing a few failures - failure is the learning experience that usually offers the most direct path to success.
- Commit to "doing" and "learning" vs. waiting and hoping for something to happen. For example, I developed a list of 10 things to do before I died and am about half way through. It feels good to check off these accomplishments.
And last, a happy thought. By 2012, a few short years from now, the workforce will be losing more than two workers for every one it gains (Source: U.S. Department of Labor). Sounds like a competitive advantage to me. How about to you? Beat the rush. Pioneer your future by learning about the many advantages mature workers offer America and the wide world of work.
I am always interested in articles and blog posts that refer to "hot jobs" or "top career choices" lists. One such list that caught my eye was recently posted on Career Builder Campus blog. It names some exciting and rather inventive career options, including Art Therapist and Animal Defense Attorney. Yes, those are real jobs. If you've got a passion for something unique and what may be considered a niche career, these are some great options for you. For those of you who want to stick with career paths a bit more commonplace, you've got choices too. Consider some "hot" mainstream industries in 2007 that are desperately seeking good, qualified talent.
Healthcare will continue to seek out dedicated employees, especially in nursing and allied health positions. If you're looking for a career that has longevity and provides a daily dose of excitement, healthcare may be right up your alley.
Technology is still a red hot option. The IT industry is always evolving with new products and innovative ideas, which can mean long term growth opportunities and an outlet for creative juices. It too remains one of the most exciting career choices for potential job candidates.
Other industries that make my list of "2007 hot jobs" include accounting, education, law enforcement and human resources.
Whether your goal in life is to become an executive chef to the rich and famous, or to happily spend your days crunching numbers, the opportunities are bountiful. Once you've chosen a field to pursue, focus your energy and efforts towards landing the job. For help and advice on getting the job check out the posts in the job search guidance and career advice sections of this blog.
I'm going to guess that most of you saw the video resume of Aleskey Vayner. You remember the senior from Yale who created the video resume as a unique display of his talents and personal philosophy about success to share with the most respected global financial institutions in the world? Vayner's video was maligned as being fake, egotistical and quite possibly a joke. So, where did he go wrong?
According to a couple of recent posts about PowerPoint and video resumes, they can be created to effectively communicate your skills and expertise without being considered over the top, or a complete waste of time for your potential employer to view.
So what are the rules for venturing into this new realm of resume delivery?
First of all, stay true to the point of a resume. Videos and PowerPoint presentations are, by their nature, distinctive so there is no need to go overboard in demonstrating creativity, innovation or willingness to go the extra mile. The resume format will speak for itself.
Second, resumes are about presenting your skills in a more generalized form, to show that you at least qualify for the position in question. Personal opinions about the road to success and team building are best left for the actual interview.
Another issue to consider is the fact that, although we function in a digital age, technology is not fool-proof. If you do choose to try out these new resume delivery platforms, be sure a hard copy or Word document accompanies your Hi-tech resume.
If all else fails, and you are not sure whether or not PowerPoint, video or any other multi-media outlet is best for your job search, you can always try something really crazy... like paper.
