Alexandra Levit's Water Cooler Wisdom

Headhunters Move Inside

Job hunters who rely on head hunters or executive search firms for leads may be limiting themselves. Today, many corporations are creating in-house search departments and relying less on retained search firms, and candidates may be missing out on top positions at companies that tap talent from internal databases.  Bon Secours Health System, for example, conducts 80 percent of their searches in-house.  Seth Lee, Vice President of Talent Acquisition at Bon Secours Health System, tells us why job hunters should pay attention more attention to internal recruiters than external ones:

• In-house recruitment teams are typically staffed with former executive search firm consultants, and have emulated many of the services that retained firms offer.
• Online talent communities are now routinely built by employers, allowing the candidate to keep in touch with the employers even when an opportunity does not exist right now. This is a very powerful candidate resource in a job search.
• Formerly, only retained search firms built candidate databases and kept notes about the movement of a candidate; now in house recruiters can do the same, especially if they are focused specific types of roles that they can build an expertise around, such as clinical leaders (RN, MD, etc.)
• In house recruiters can give candidates a larger perspective on the entire organization, not just the role being recruited; if another opening exists or if the skills can be used at a later date, the company can re-connect with the candidate and not pay a search firm for access to the candidate.
• Candidates have an advantage going through internal recruiters because other executives working for the company can refer them.

Working with internal recruiters is identical to working with search firms and requires no extra effort.  Candidates can go directly to the company’s website to learn how recruiting works and what types of positions are available. Candidates who seek to submit their information to internal databases for the future should email their credentials to head of research/head of recruitment in department. Candidates who seek a current specific position with the company should submit their credentials through online forms.  Remember that the more paths you try, the more likely you are to hit upon something.  

The Day Has Come

I promise not to harass you guys about this anymore after this, but...

New Job, New You has just been released, and I need all the help I can get.  If you like what I've had to say in my other books and on this blog, I'd really appreciate if you could grab a copy ($10 on Amazon) for yourself or a friend or family member who's looking to reinvigorate a career in 2010.  If money's tight, however, I'd love your support in other ways:

Write a review on Amazon.com 
Send people to the website for for freebies and a chapter excerpt via your blogs and social networks 
Join our Facebook group
Attend our Chicago launch party (free cocktails, appetizers, and power networking)

None of this would even be possible if it wasn't for you.  So thank you, thank you, thank you for keeping in touch, and please let me know what I can do to help YOU in the new year.

Engage Gen Y Employees on Their First Day

I recently met up with my friend Jason Dorsey (the Gen Y Guy) in Chicago, and here's what he had to say about how managers can engage new Gen Y employees on their first day:

For more of Jason's advice, check out his new book, Y Size Your Business.

Working Moms Need More

Says the recent Shriver Report:  “For the first time in our history, half of all U.S. workers are women. Mothers are the primary breadwinners or co-breadwinners in nearly two-thirds of American families. Yet some of our institutions lag behind and don’t yet reflect this new dynamic. Government, business, the media and our faith communities, in many cases, still cling to outdated models of who works and who cares for our families.  For example, men now agree with women that government and business need to provide flexible work schedules, better childcare, family and medical leave and equal pay. And over 80 percent of men and women agree businesses that fail to adapt to the needs of modern families risk losing good workers.” 

Premiere Global Services, a provider of communication-based technology, has developed a list of guidelines/ tips/ tech needs for companies that will help create a flexible workplace to match the needs of the modern American family:

• Set an example from the top down. Managers should utilize flexible works hours to communicate the company’s commitment to providing an adaptable work environment.        
• Provide the basics - laptop, smartphone, office software such as Word and PowerPoint, IM tools and access to good audio and Web conferencing solutions.
• Unblock social media sites and allow employees to communicate via these growing tools. Set corporate social media policies to ensure professionalism while allowing connections. Blocking Facebook today is like blocking IM five years ago or blocking the Internet 10 years ago.
• Train employees to use technology tools properly and have an IT helpline available for those working off-site.
• Clearly communicate your own workstyle and preferences including your location/time zone.

A New Year, A New You

My goal now and in 2010 is to help people find meaningful jobs - quickly and simply - and to succeed beyond measure once they get there.  The first resource is my brand new career change book, New Job, New You: A Guide to Reinventing Yourself in a Bright New Career.  With a foreword written by the legendary Stephen Covey and endorsements from Guy Kawasaki and Dan Pink, the book quizzes you on your career motivations (do you want to find your passion, make more money, spend more time with your family? etc.) and provides concrete advice and inspiring anecdotes that map to your results.

For the cost of a paperback, you'll also receive access to a free 60 minute webinar to jumpstart your career in 2010, and best of all, if you pre-order books as holiday gifts for people you love, you'll get to participate in a free VIP teleconference (1 book) and receive free one-on-one coaching from me (5 books). I would of course love it if you'd buy the book, but if you can't, no worries.  You can still help by spreading the word via your blogs and social networks, or by posting a much-needed review on Amazon. 

Also, my co-hosts Christine Hassler and Lindsey Pollak and I will be hosting a special show on how to make a career change in the new year.  The broadcast will air live today (Monday, December 21) at 5PM ET. We hope you'll listen in or check out the recorded podcast.

Thanks so much for your support, guys.  You make everything I do possible.  

How To Be More Visible at Work

In order to be successful in the business world, your supervisors and colleagues must view you as a consistent contributor.  But assuming your boss isn’t someone who recognizes your achievements every day, how can you let people know what you’ve accomplished without coming across as an arrogant braggart?  Here are a few tips:

• Meet with your boss weekly to ensure she always knows the status of your projects. Show enthusiasm about what you’ve achieved, and your boss will think you’re passionate and excited about your job (in addition to competent).
• If you get an e-mail from an executive or colleague praising your work, check to see if he cc’d your boss.  If not, clip the e-mail, keep it in a folder marked “Positive Feedback,” and reference it when you’re putting together your performance review materials.
• When your team does an amazing job on a project you either led or worked on, send an e-mail thanking your colleagues for their hard work. CC your boss for double the points: he’ll think you’re a great team player AND a superstar employee.

I frequently tell the story of my first job, when I held a daily lockdown in my cube and churned out work like the future of the Middle East depended on it.  I hardly saw our Group Head, whereas my super-procrastinator colleague made sure the big guy was always in the loop. 

When our immediate boss left the firm, guess who the Group Head tapped to take her place?  Not Ms. Super-Contributor, but Mr. Super-Procrastinator.  If you don’t assert your accomplishments, sometimes no one else will, and you’ll be out-promoted by people who might not have as much to offer but are smarter about leveraging their contributions.  Remember, it's not about what you do, it's about who knows what you do.

7 Holiday Tips for Job Hunters

All job hunters want to know how they can use the holiday season to get a leg up on the competition.  Here are some helpful suggestions from AllianceQ, a group of Fortune 500 companies that have collaborated to build an exclusive and continually growing pool of job candidates:

• Don’t turn down invites to holiday parties.  The more contacts the better even if contact is minimal.  You never know who you’ll meet and the goal is have a contact who remembers who you are and what you do.
• Everyone you meet could be a potential lead, so introduce yourself well. Practice and perfect the art of introducing yourself. Again, clearly and simply.  Figuring out your “sound bite” is worth it.  It gets that conversational ball rolling!
• Ask for advice. Ask for information.  While it’s not really appropriate to ask for a job at a holiday party, speak the language.  Use phrases such as “I’m interested in learning more about…” or “I respect your opinion and wanted your advice about this career or job…” People are more receptive to being a resource than a means to an end!
• Take notes about the people you meet. After any holiday party, jot down on their business cards or on a contact info card what they do, a topic you discussed, or a common interest to job your memory.  This can be helpful for using in future contacting.
• Listen. Your contacts can provide valuable information and insight if you aren’t too busy doing all the talking!
• Be natural and conversational. Try to establish a sense of rapport.  Mention something or someone you have in common.  Ask simple questions to engage general conversation.  Above all, try to avoid sounding like your reading from a script!
• Follow up.  Be sure to ask for business cards from each new person you meet and then follow up with them referencing something specific from your conversation.

Springboard Project's Recommendations for American Workforce

As I've talked about before, one of the most exciting projects I've worked on this year is with the Obama administration's Department of Labor.  As part of the Springboard Project, I've participated in developing six recommendations to help American workers get the skills they and our businesses need to fill today’s and tomorrow’s jobs.  Today, we're releasing them to the media.  They are:

1. Create Incentives to Build a Better Educated Workforce

Increase postsecondary education and training attainment rates to meet market demand and provide personal opportunity by rewarding institutions and individuals.

2. Develop Nationally Recognized Workforce Certifications and Credentials

Empower students and workers by creating nationally portable workforce skill credentials that are credible to educators and valued by employers.

3. Communicate Timely and Consumer-Friendly Information to Workers

Provide valuable labor market and related education information in ways that are easily accessible, understandable, and timely.

4. Bring 21^st-Century Innovation to Education and Training

Reinvent the delivery systems of postsecondary education and training to get better and more cost effective outcomes for more people.

5. Unlock the Power of Community Colleges and Two-Year Institutions 

Build on the untapped potential of community colleges to encourage more people to embrace postsecondary education and to revitalize local economies.

6. Foster Lifelong Learning

Encourage a new mindset that values lifelong learning as an essential priority for personal and national success.

As part of these recommendations, I will be working with the Business Roundtable to develop a Workforce 101 online training course for high school and college students.  Stay tuned, and please send any suggestions my way!

How Much Time Should I Spend On Social Media?

I must get asked this question at least once a week: “how much time should I spend on social media?”  I was thinking about doing a post on it, and then across my reader comes this answer from Chris Brogan, a godfather of social media engagement himself.  Here are a few simple guidelines from Chris, who suggests breaking up your social media activity into four chunks and devoting a minimum of 2 hours a day to your social media presence.

• 1/4 for Listening – Start your day by listening and finding what the world is saying about you, your competitor, your marketplace, etc. In this space, I also count reading (reading other people’s blogs and other online materials).
• 1/2 for Commenting/Communicating – Spend time commenting and replying back to people on the various channels where they reach you. If that’s Twitter, email, or wherever you hang out, fine. In the commenting timeframe, I also include sharing. Be sure to tweet links to great articles, use StumbleUpon, Delicious, Facebook share, and all the other various tools that help people find the good stuff. In Google reader, a simple SHIFT-S gives an article a whole lot of new potential fans. In here, I might also add the act of linking in and connecting with people on various networks.
• 1/4 for Creating – Your efforts in content creation are every bit as important as your connectivity and communication. This might include blogging, making video or audio, creating email newsletters, and anything else you’re building to contribute something to the space. It might be posting those event photos in Flickr and on Facebook. Whatever it is, creating content of some kind should take up 1/4 of your social media efforts, as this is the way you get found. Search engines thrive on new content. Humans seek out new material. The more you can be helpful, the better your opportunities.

In general, these are pretty good, although I don’t necessarily think it’s practical for anyone with a full time job (even one that includes social media responsibilities) to spend a minimum of two hours a day on these sites, and it might even be damaging to your reputation if your boss or colleagues get wind of it.  However, this is why it’s even more important to plan your engagement strategically.

5 Workplace Predictions for 2010

SmartBrief on Workforce, an advisory board I am a part of, asked me to provide some predictions on workforce developments in 2010.  I'll share a few here and would love to hear yours too:

As the economy recovers, people will flock to employment opportunities that allow them to do work that's personally meaningful to them:  Once the job market stabilizes, all of the people who have been biding their time in unsatisfying jobs will look for ways to leave them, and employees will once again have the upper hand. 

The workplace model of "same time, same place" will continue to disappear:  Now that we can be connected regardless of our physical location, work activities will be distributed across central offices, remote locations, and community locations.  The typical eight-hour workday will be spread across a 14 plus hour window to allow us to attend to needs at home and work with colleagues abroad. 

Active Baby Boomers will force a new definition of retirement:  Although the majority of Boomers are reaching official retirement age, many have no intention of leaving the workforce, opting instead for non-traditional careers that allow them to give back to society.  

The hot button HR issue will be employees' use of social media:  Executives will struggle with how to moderate it, and what rules and regulations should be put on the books to ensure that organizational resources and property aren't compromised and that reputations aren't risked.  

A large influx of graduating college students (Generation Ys/Millennials) will put intergenerational dynamics on everyone's radar:  1988-1990 are the biggest birth years in American history.  Up to now, studying and improving how the four generations communicate with one another has been reserved for a small number of elite organizations. In 2010, if you aren't paying attention, you're losing your competitive edge.