by Karen P. Katz on February 23, 2010
LaSalle University’s Bucks County Center hosted a very well-attended discussion this morning. I was honored to be among the panel members who responded to questions regarding the personal and business applications of social networking/personal marketing. Those in attendance included faculty, staff, and adult students; their questions and comments revealed a deep engagement in the topic. Some comments that may not have been clearly communicated:
- Social networking and personal marketing allow us to gain autonomy and independence in the workplace. Social networking tools allow us to become more responsible for the long-term management of our careers – the “apron strings” to corporate employers are not secure.
- Online networking complements warm networking. Those who successfully develop and nurture their network demonstrate key qualities: team work, cultural awareness, and service orientation.
- Social networking has launched an era of “giving;” a prerequisite for and a simultaneous part of the “receiving” that most people associate with the new verb, “to network.”
- Career management requires a long-term commitment to social networking. While numbers vary, 80 – 95% of all jobs are filled through networking. With that in-mind, tools such as LinkedIn.com allow career managers to conduct a proactive “people search” rather than a reactive “job search.”
- Age is not a predictor of success in the realm of social networking. While members of Gen X and Gen Y may have an advantage in the use of hardware and software, the Boomers and Traditionalists seem to have an advantage in the “social” aspects of networking. Bette J. Walters, Esq., a fellow panel-member, referred to the need for a publication recommending social networking manners; in the meantime, click here for a relevant discussion of such issues.
by Karen P. Katz on October 27, 2009
Here’s what we already know: The demographics of the workforce are a train coming down the track. While we are currently experiencing a 9.5% national unemployment rate, the burden is disproportionately born by younger workers (more than 50% of non-students are unemployed – referred to as the Dead End Kids).
Here’s what many don’t know: The AARP (Pdf) predicts that by 2015, there will be more jobs than trained employees – indeed, the group expects a gap of 35 million jobs. It is becoming more and more likely that those who entered the workforce in the 1970’s will not become “snow birds” anytime soon. Are they making it more difficult for younger workers to enter the workforce? More results from the AARP’s 2005 report, “American’s Aging Workforce:”
- By 2015, 20% of the workforce will be age 55 and older
- The highest growth rate in the workforce will be among those 55-64 (an increase of 51%)
- Concurrently, there will be a decrease in the population of workers age 35-44 (a loss of 7%)
- Today, most middle and senior managers are Baby Boomers, age 42-60. 40% of this cohort hold college degrees; unlike their Traditionalist predecessors, who were more likely to perform physically demanding work, most of these collegiate Boomers should be able to continue in professional, technical, and managerial roles well beyond retirement age. [click to continue…]
by Karen P. Katz on February 4, 2009
Godin, blogger and thought leader among personal and permission marketers, has re-framed the thinking of Richard Bolles, author and esteemed guru of career and life coaches.
I'm always looking for a topic that might add real value to the career space, so I was grateful to a friend who sent me Seth Godin's recent post, What are you good at? Taking a marketing perspective, Seth appropriately suggests that those looking for their next big gig" should consider the distinction between skills that can be categorized as "content" and "process."
Godin uses 21st Century terminology to make his point: "Content is domain knowledge. People you know or skills you've
developed… Domain knowledge is important, but it's (often) easily learnable." While Bolles' terms may not resonate with Millennials, his discussion of this topic is as relevant today as it was in 1980, when the Quick Job Hunting Map was first published. Bolles describes skills residing in the content domain as "I know skills" ,e.g."I know how to use SAP, "I know financial accounting," "I know movers and shakers in the logistics field."
Godin uses the term "process" to describe "emotional intelligence" – what Bolles would call "I am skills." When explaining process skills, a speaker is likely to start a sentence with "I am able to manage multiple projects," "I am persuasive," "I am adaptable," etc. These are the skills, abilities, and personal qualities that can differentiate a candidate from the many others who share their credentials and knowledge skills. As Godin says, the process "…stuff is insanely valuable and hard to learn." And I agree that these personal qualities are likely to be overlooked by screeners and scanners. All the more reason to dig-deep and seize control of your personal marketing campaign – to manage your career.
An infinite number of people share the same content domain, but precious few offer the same mix of process skills and personal qualities. Long-term career health, preceded by successful assessment, preparation of marketing documents, interview preparation, and offer negotiation, is dependent upon your understanding of these ideas.
by Karen P. Katz on November 11, 2008
Veterans perform tasks and achieve a variety of successes in environments that civilians have trouble understanding. In honor of Veteran's Day, I'd like to offer some basic training to help Vets make a successful transition to the civilian workforce.
Veterans are like all candidates: it is imperative to demonstrate that their skills, abilities, and areas of knowledge are transferable to the needs of civilian employers. Vet's can talk about what they have accomplished in the military and in previous positions. Like other candidates, it is important to present a "mini-business plan" to relate to the
needs of a prospective employer. Review the following list to be sure
you are prepared to interview successfully:
- You have
clearly and concisely described one – two "success stories" for each of
your previous positions, using the Problem (Challenge) – Action -
Result model.
- You have analyzed your accomplishment
stories to identify the personal qualities, skills, and areas of
knowledge that made it possible for you to achieve your successes.
Step #1
- Study the job description and organization to identify the criteria
for the job (not "requirements"). The criteria are likely to be "soft
skills," e.g., flexibility, team orientation, interpersonal skills,
etc. Create a grid, with the criteria on the left and your previous
employers across the top.
Step #2 – Fill-in the cells
with a note about each employer/accomplishment that addresses the new
job criteria. (Without the ability to post a table on-line, I can't
provide a good-looking sample – contact this author for a complimentary
copy of this worksheet..)
Step #3 – Once you've
completed this "homework," use your notes to prepare for questions and
conversation with the interviewers. Be careful to limit your responses
to three – four crisp sentences, using the Problem (Challenge) – Action
- Result model.
SimplyHired, an on-line aggregator of job postings, has created a Vet-Friendly filter that may make it easier to complete local labor market research. I found 124 potential leads with the keywords, "Operations Manager" in my 5-digit zip-code. The idea is to use these leads to develop a list of target organizations and keywords/job titles – don't become obsessed with "cutting and pasting" in response to postings. Use the Internet to conduct a proactive campaign: Vet-friendly organizations are a great place to start!
by Karen P. Katz on November 1, 2008
Studs Terkel died in Chicago yesterday at age 96. He enjoyed a full life to be sure, with the possible loss of an opportunity to cast his ballot for a fellow community organizer, Barack Obama. Click here to read an excerpt from an October 23rd interview with Studs about Election 2008.
As one whose first "professional" job was with a community-based employment development agency... …with two sons who work to repair the earth, one through higher education and another via social entrepreneurship/BOP…whose family has walked the talk, I join Studs Terkel and Barack Obama in celebrating the value proposition that "community organizers" can bring to the workplace.
Some may scoff or snarl at the idea that "do-gooders" offer value to the traditional world of employment (e.g. Rudolph Guiliani at the Republican National Convention), but with the perspective of an interviewer like Studs Terkel, let's look at what a hiring manager may find:
- Excellent interpersonal skills – listen twice as much as they talk to people who are not often heard
- Needs assessment ability – understand the needs that are underneath the expressed frustrations
- Problem solving/Resourcefulness – able to identify needed resources and people
- Project/Program management – ability to keep a lot of balls in the air, all headed for home-plate
- Sales/Marketing ability - accountable for outcomes; identify continued and new funding sources
- Communication tools – written, verbal, print, visual, audio, Web 2.0, and in several languages
The service that community organizers perform is as valuable as that offered by our military, our teachers, our police officers and fire-fighters, and by journalists, broadcasters, and interviewers like Studs Terkel, who respectfully chronicled American workers since 1957.
