These days one doesn’t have to go far to stumble upon experts in just about every possible category. The interesting thing is that for most situations, there really doesn’t seem to be a uniform method to evaluate whether those who label themselves as experts, do in fact possess any quantifiable expertise. Perhaps the current popularity in television’s reality show genre would be the ideal way to sort this out. Expert contestants could be judged on their ability to answer questions, complete tasks and compete against their fellow-experts on complex projects in their area of specialization. Audience members, TV viewers and professional industry judges would vote for their favorite week after week until a finalist is selected. Then once and for all we would be able to differentiate the authentic experts from the posers.
An obvious example where some standardization would be useful is in the social media sector. Because of this growing phenomenon’s continuous evolution, there hasn’t been any notable criterion established to actually measure one’s level of expertise or competence in the field. Not only are there countless social media experts popping up daily, but they all seem to devise their own catchy titles to advertise their brand of expertise. Some of the creative, yet mysterious monikers include social media: guru, maven, strategist, ninja, wizard, high-priestess and miracle-worker. Of course, these names are intentionally vague and give the impression of some special powers that are in high demand.
In fact, the obscure naming strategy seems to be working quite well. If enough of the general population needs to get information, they simply find one of these experts to show them the way. Soon, whether deserved or not, the experts begin to build credibility. Many of them are making a healthy living by offering seminars, webinars, workshops and presentations about their area of expertise. However, like any trend that grows rapidly, there tends to be a bandwagon effect - making it easy for the opportunistic folks or non-experts to join the fray. When this happens it dilutes the public’s ability to decipher solid advice and knowledge from plain old hype.
No one benefits when that occurs and it causes those who have worked hard on their trade to lose momentum. Unfortunately, they end up spending time trying to undo all of the bad publicity generated by the schemers and scammers. Maybe a reality show styled after Donald Trump’s Apprentice would do the trick and solve this dilemma. Or, another type of show modeled after one of dancing or singing talent contests could be interesting entertainment as well.
The premise would be that before someone slaps on a badge staking claim to an entire segment of knowledge they should be able to prove they are worthy of that identity. Until then, anything beyond “my so-called expertise” seems a bit presumptuous.
Yes indeed that is a WAY too long title, but it serves a purpose to illustrate the absurdity of the current job market.
Here are a few terms and practices that I wish disappear from the employment world:
headhunter… passive candidate… war for talent… hidden job market… permanent position… multi-generational workforce
For some reason I cringe every time I hear or read the word “headhunter.” I’m not exactly sure why, but I just find it distasteful and passé. Perhaps it is due to the visual of game hunters displaying their hunted prize - stuffed and mounted above the fireplace - which I find off-putting. Never-the-less, job seekers are always begging for introductions to headhunters. Doesn’t that defeat the purpose of the hunt? Little do they know, headhunters have minimal interest in available candidates who are actively looking to be part of the matchmaking process.
That brings me to the so-called “passive” candidate… Now this is the one that really gets interesting. Many in the staffing industry discount anyone who is actively looking for a new position as if they are less valuable than those that are merely plugging away in their current gigs. Some go as far as labeling the active job seeker “damaged goods” if they happen to have experienced a job loss. Ironically, these very same candidates could very easily switch places in an instant and the labels would be reversed. Yet, nothing at all about their qualifications has changed. Brilliant sourcing strategy, huh?
So, the important message this sends is that in order to be viewed as attractive by certain recruiters, one must remain employed, and never appear to look for a new job. It makes no difference to these recruiters if those passive candidates might be completely incompetent or too lazy or complacent to pursue new challenges. The only thing that matters is that they have a job now – therefore they are the best of the best, right? Meanwhile, the “active” job seeker who through no fault of their own winds up in transition gets ignored and overlooked.
In the HR and staffing arena, there are countless mentions of this phenomenon called the “war for talent.” Apparently, how it works is that each employer is at war with all other employers – probably for the same “passive” candidates previously mentioned. What happens is they put on their fatigues and go to battle with all of their ammunition and strategies to win this war. Success is when all of the passive candidates are hired away from the opponents’ firms by the headhunters who know about the hidden job market – stay tuned for more on that… From what I can tell, it seems to be working out pretty well, just like the war against terror and the war on drugs. The only thing slowing down progress is those pesky active job seekers who clearly have no talent and have no one fighting for them.
There are all sorts of tips, seminars and books on about how to break into the “hidden” job market. Such a fascinating concept! Too bad this is a myth… Why on earth would employers who are trying to attract key talent – thus the war - “hide” anything from anyone? Does anyone really envision groups of executives sitting around their conference rooms plotting to keep it a secret that their company is interested in hiring? There they gather to ensure that no one EVER finds out about their plan… Sure there are times when such information remains confidential - that’s where the headhunter of the passive candidate comes in. For the vast majority of job seekers, those few and far between confidential searches aren’t the positions they would be vying for anyway, so this quest is rather pointless.
Next, a major pet peeve is the use of the term “permanent” when describing a position’s status. First of all, it is practically, if not completely, impossible for such a thing to exist. No job that I have heard of has ever or will ever be permanent. The other issue with this is that most employers either operate with “employment-at-will” policies or they are subject to collective bargaining agreements, which by their nature do not provide permanent anything! The reason this one gets me so riled up is that the people who are expected to be familiar with such employment related issues are the same ones who repeatedly and inappropriately continue labeling their positions this way… And, we wonder why the profession of HR-Staffing has earned minimal credibility in the business environment.
Finally, could someone please call a moratorium on all of this hype about the first time we’ve had four generations in the workplace? Enough already!!! Only people who obsess over stereotyping and generalizations about others care about this silliness. How many studies do we need to define how GEN-Y has grown up using technology or that the boomers have strong work ethic? Coverage of this topic is the equivalent of the media’s incessant reporting about every possible nuance to Michael Jackson’s life, death and anything ever remotely connected with him. It’s time to move on to something newsworthy on both accounts.
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TalentTalks helps individuals and groups optimize their talent. Our talent coaching consists of personalized support, professional branding, techniques and strategies to make job seekers stand out from the competition and maximize their return on investment. http://www.talenttalks.com
It’s probably rare to encounter anyone who will admit to intentionally watching television commercials and taking notice of newspaper or magazine ads. A rather geeky trait I suppose, but I’ve always found the concept of advertising, marketing and branding quite intriguing. Having no comprehension of football and minimal interest in understanding the sport, my only reason to watch the Super Bowl is for the highly anticipated debut of all of the creative commercials. And, of course the half-time entertainment, which usually includes some form of product placement and cross-promotion as well. While most people find those things intrusive and annoying, I tend to become fixated on them and consider them worthy of attention. Perhaps it is due to consideration of how those techniques translate to personal and professional branding efforts that makes this an area of interest for me…
When mentioning branding in particular, I get a sense that most people’s eyes glaze over while they politely listen and try to decipher my affinity for something that is typically taken for granted. I’m not sure why I’m drawn to original and unique concepts for brand messages or imagery, but there are certain variations and styles that become engrained in my memory. Many times, I actually find myself analyzing what the marketers are trying to accomplish, who they are targeting and whether their campaign is effective. Of course, it is important for them to know their audience and stay abreast of changes in the environment. I’m always curious about how they are doing that… Another result of these ingenious branding efforts is the buzz they generate which turns into word of mouth advertising.
Our personal and professional brands are subject to the same type of exposure over time as many traditional consumer product brands. Essentially our conduct, knowledge, skills and abilities define our brand the same way quality, value, service or innovation is associated with tangible products. Of course, significant differences exist between individual or organizational branding efforts. Most notably the distinction is that as individuals we tend to do all of this without the aid of agencies or publicists - meaning we only get to rely on our reputation with peers, colleagues and others to help organically build a brand.
When thinking about the effectiveness of our brand, it is helpful to consider the quality and quantity of enduring relationships from each phase of our careers. As is the case between consumers and marketers, professional relationships are developed over time, usually out of mutual trust, respect and shared values and interests. Using a consumer related example to illustrate, let’s say a person moves away and no longer gets to shop at or eat at a favorite place – but every time they come back to town, that is the first place they visit. Sometimes, something or someone might be out of sight or out of mind for a while, but they are never completely forgotten. That is the sign of a meaningful brand.
Personally, this topic has come up several times recently, causing me to reflect about which relationships remain intact even after many years of not being in the same environment where they originated. Fortunately, I’ve been able to spend time in a diverse collection of settings in which I’ve had the opportunity to meet and work with many talented individuals. The best part is that those are the ones that have transformed into long-term mutually beneficial relationships. The way to identify such relationships is that despite lack of recent exposure, either party would still feel comfortable supporting the other in their current or future endeavors. Just like revisiting a favorite spot when the opportunity presents itself, having a solid professional brand will be reflected with that same type of loyalty.
In addition to building an impressive professional brand in the first place, one must nurture relationships in order for them to create a lasting impact. Networking is one of the easiest ways to accomplish this. Of course, networking is another eye-glaze-inducing topic… Not always a favorite of mine either, but gradually I’ve come around to realize that it doesn’t have to be unpleasant. I also appreciate the need to practice what I preach - more often then not!
For me networking is not about going around meeting a bunch of strangers to find out how they might be able to help out. Rather, it is a way to establish and foster relationships with others out of genuine interest in getting to know then. I would compare this to how marketers conduct consumer research in order to target their audience, provide solutions and occupy their niche. Probably some of the worst misconceptions about networking are due to the “what’s-in-it-for-me” (WIIFM) types that perpetuate their self-serving agendas. My advice is to steer clear of them whenever possible and stick to finding authentic people to associate with. Most importantly, keep an open mind about how and when networking takes place. It can be a simple as striking up a conversation at the car wash or as elaborate as attendance at a formal cross-country business symposium.
There have been some unique developments in our culture which make it tough to predict how professional branding will continue to evolve. For certain, it will become more important for each of us as professionals to maintain focus on differentiation as independent solution providers. Emerging trends should be analyzed as they may have profound a impact on our ability to remain marketable. There are plenty of examples of business models which failed to stay in touch with consumer demands. Whether they simply became obsolete or were replaced by an enhanced version – when translating that concept from a product to a person, it sounds even more powerful.
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TalentTalks helps individuals and groups optimize their talent. Our career coaching consists of personalized support and professional branding techniques and strategies to help talented individuals stand out from the competition and maximize their return on investment. Contact us today for a private individualized consultation about how partnering with us can help you reach your career goals faster and with better results. http://www.talenttalks.com
Many factors clashing together have made this a time in our economic history like none that we have seen before. With unemployment at a 25 year high, competition is fierce for the limited supply of available jobs. For obvious reasons, it is more important than ever to stand out from the crowded applicant pool. These days there is much discussion and debate about the right or best way to find a job in this rapidly changing market.
Like many, my job searching and employment experience pre-dates the Internet, email and online social media tools which have become the norm for many job seekers. Not only that, but due to my insatiable desire for intellectual stimulation and curiosity for new challenges, I feel that I’ve been in a perpetual job search mode all along - in order to expand my opportunities to learn and grow… It has been interesting to observe the evolution from the days of fine stationary snail mail resume submittals to the development of personal websites to display one’s resume content.
What is most evident now is the immediate access to information and the massive quantities to sift through. Several websites, blogs and other publications are dedicated to every possible topic related to careers. One could spend days, probably even weeks, searching, gathering and reading the advice and references on how to build a resume, interview for a job, network, etc. The “old school” style of heading to the library or book store for such information seems like a quaint and distant memory.
One question that often comes up is whether or not job seekers can or should proceed through the complex maze of conducting a job search on their own or seek “expert” assistance to make things happen. There are valid arguments on both sides of the issue. Many LinkedIn discussion groups cover all sorts of variations of this concept. Likewise, there is a never ending supply of places to engage others in this debate. Much of this well-intentioned guidance is supported by personal experience as to why one method is selected over the opposite choice.
As one who falls into my own self-created category of “professional job seeker,” it is hard to resist responding to many of the questions posed by others on these topics. I haven’t kept track in terms of numbers, but I’m pretty comfortable stating that I’ve experienced more than my fair share of interviews as a candidate. Similarly, as a person whose career path and professional life has included hiring hundreds of people, I feel uniquely qualified to contribute from both perspectives on which techniques are most effective.
All of this combined provides a foundation upon which my career coaching advice is based. People who know me personally would attest to my direct (aka: blunt) tell-it-like-it-is approach. On occasion when responding to online posts of strangers, I do feel the urge to just spell it out and say “here’s the deal!” However, I do my best to use restraint even when many of the comments I read are blatantly idiotic or clueless. Here are a few examples of these perplexing situations…
Recently, I perused through some feedback from a post where the original person asked if a professionally written resume was necessary. As expected there were responses supporting that idea as well as those adamantly opposing the idea… Within that same thread of conversation, there were a few who actually posted links to their resumes for others to critique. Now of course, I found that too irresistible to pass up! As tactfully and diplomatically as I could, I offered a few pointers to a couple of these folks about their resumes.
In one case, it was a technical professional’s resume, which happened to be four pages long, included outdated lingo and was written in first person style. Did, I mention that I am incredibly particular and have a number of resume pet-peeves, including each of those…?Therefore, my recommendation was to eliminate the use of “I,” shorten to no more than two pages and leave off some of their earlier skills sets which were not relevant to today’s technology applications. Keep in mind this post stemmed from the debate where many were suggesting that with all of the FREE information out there, any one should be able to whip up their own resume. I don’t disagree at all that everything imaginable (including the type of straight-forward advice I give) can be found for free within a matter of a few key strokes.
The technology person’s reply back to me was that they had no idea how they were supposed to communicate their information without using “I.” They weren’t exactly sure how they would go about reducing the length of their resume and questioned my advice about their ancient pre- Bill Gates programming skills. So much for that… As tempting as it was, I decided against recommending that they inquire back to some of those suggesting that resume writers aren’t equipped to write a resume any better than the person themselves. After all, what do I know after writing too many resumes to count and reading thousands more over the years?
The next resume evaluation was for a gal who had been out of the workforce for many years as a stay-at-home Mom. First of all, I completely respect those that make tough, yet very personal decisions about how they determine the right path for themselves and their families. I think it is incredibly admirable and important for a parent, whenever possible, to appreciate and take advantage of their once in a lifetime opportunity to be present as their children develop. However, it is challenging for anyone to enter or re-enter the job market under the best of conditions, so the obstacles today make her situation even more difficult. That’s not to say it can’t be done, but it does take a certain level of skill to transform so-called problem areas, such as large time gaps, into assets.
How this person depicted their non-working time was to use some creative writing about being the CEO of the such-and-such household, complete with executive decision-making, strategies, budgeting, etc. While many may find this cute and clever, my take was that it was a tad risky. Far more may view it as silly and insulting to those who manage to work full time as well as run a household. Another section of her resume contained information about participation in a mother’s club with a rather odd sounding name conjuring up images having to do with breastfeeding and such. I didn’t call attention to that, but several others did suggest that it was not very professional sounding and should be left off of her resume.
Rather than comment directly to either of those topics, I simply stated that she may wish to address her situation in a more neutral manner in order to appeal to a broader audience. And, I offered my contact information should she be interested in hearing some specific ideas to do so. She did follow-up and welcomed my input, which I’m sure will help portray and highlight her relevant employment skills versus her family responsibilities.
A different poster apparently just discovered an early electronic resume “trick” of using white font to load their resume with all of the key words for their field. My main thought on this is, if you have to resort to deceitful tactics to get your resume read, you probably shouldn’t even bother applying to that job. The idea of key words is that you incorporate them into your accomplishments, so that the recipient understands how you are qualified for their opening. Very basic common-sense goes a long way to sell your value-proposition. Misrepresenting yourself isn’t exactly what most employers find attractive and it only serves to damage your reputation by making you look desperate and out of touch with reality.
Obviously, despite so much free, readily available information, there are still many people that don’t seem to grasp how important a well designed resume is and what it is for… That brings me to the origin of the title, “So, what’s the deal… for REAL?”
In my practice of resume writing, I use a very simple, easy to understand framework to produce resumes that are what I refer to as REAL!
R = Relevant to your NEXT job
E = Edited well, to be concise & 100% error-free
A = Action & Achievement-oriented
L = Leads to interviews
In my estimation, approximately 95% of the resumes I’ve seen throughout my career were poorly done - all because most people are not equipped to view and assess their own information objectively and from the standpoint of marketing themselves. Contrary to popular belief about other purposes, a resume is primarily a marketing document in the same way a product or service might have a brochure to explain the unique features and qualities demonstrating value to the consumer. To illustrate for those that question what a professional resume writer might do differently, dare I say “better” than the person themselves, I offer the following example:
Before: 4 page rambling tech resume stating: I know ABC, worked at XYX, (repeat for several decades & positions) I have learned many important skills, many of which have absolutely nothing to do with your business, but I feel the need to provide you with my career ancestry story anyway. To prove how technically advanced and up-to-date I am on cutting edge technologies used by your firm, I will describe my FORTRAN and COBOL expertise.
After: 2 pages (maximum) beginning with an introductory summary focused on target opportunity(ies), followed by highlights of core technology competencies, business applicability & results. Selective coverage of relevant value added contributions, accomplishments and achievements, in an easy to follow, attractive format for techies and non-techies alike.
My intent here is not to suggest that every job seeker go out and hire someone else to prepare their resume. On the contrary, I personally constantly benefit from free information in many ways and think with a bit of research, preparation and attention to detail anyone can produce an impactful resume. However, as with anything outside of our comfort zone or skill capacity, there is nothing wrong with delegating such tasks to those with more expertise. A small investment of this type can provide priceless ROI. So that’s the deal… just get REAL!
As a job seeker in these competitive times, can you afford not to invest in your talent? Remember, most job search expenses are tax deductible. Contact your financial advisor, CPA or the IRS for more information.
TalentTalks helps individuals and groups optimize their talent. Our talent coaching consists of personalized support, professional branding and other techniques and strategies to help job seekers stand out from the competition and maximize their return on investment. http://www.talenttalks.com
In an ideal world, we wouldn’t continue hearing about society’s ills defined by terms ending in “ism.” Those being, ageism, racism, classism, sexism, and any other “ism’s” used to label discriminatory behavior. Sure there are plenty of laws attempting to prevent problems from arising due to stereotyping, but it can be very subtle and subjective personal attitudes that slip by. Perhaps these will always be around to some extent, but perpetuating them through one’s own negative self-concept is certainly not the way to enjoy life. Obviously, as evidenced by recent shifts in our own political, business and social environment, much progress has been made throughout modern society. However, as with anything of this nature, there is always room for improvement!
What I find most disturbing while working with my career coaching clients, is that many women of a certain age, view any challenge encountered in the job market as a reflection of their number of gray hairs or wrinkles. While, that may occasionally be true, what I’ve noticed is that they themselves are far more focused on that possibility than any other reasonable person would be… I don’t mean to dismiss their concerns, but what I am referring to is the aura of self-doubt and under-estimation of their potential that comes across during interpersonal exchanges.
While volunteering as resume reviewer at a job fair recently, I met several women who seemed to have lopsided posture due to carrying around some enormous chips on their shoulders. One lady in particular, had such a negative vibe going, I almost started to believe her claims that no one would be interested in hiring her due to her age. Ironically, had she not pointed it out, I don’t think it would have occurred to me to estimate her age. She and several others had convinced themselves that despite having appropriate experience, qualifications, education, etc., in their industries, they were out of options because all of the 20-30 year olds were more appealing candidates.
I’ve also seen this topic raised repeatedly in various articles and news stories. A consistent theme permeates this phenomenon – which is the perception of some type of disadvantage being used as a way to excuse or place blame on unrelated factors. What really needs to happen is for older women or any other demographic to eliminate irrelevant thought patterns from their mindset. Doing this will enable them to remain confident in their abilities, competence and attributes needed to portray themselves positively.
Using a few sports figures to illustrate the point, imagine Michael Jordon, Lance Armstrong or Tiger Woods - three ideal examples of pure athleticism and talent. In Jordan’s case, it seems ridiculous to envision him entering a game without the objective of beating the opponent. Moving to Armstrong, how many Tour de France wins would he have achieved if he let his health or age stand in the way? Woods, from the start was one of the most unlikely golf legends based some traditions and old-fashioned thinking in that sport. Today, it’s hard to remember how dull and uninteresting many people found golf to be before his arrival on the scene. Watching any of these athletes in action is nothing short of edge-of-your-seat excitement, as their passion, determination and skill shines through. Characteristics they all share are: success driven by confidence, persistence, and of course TALENT!
Being an aspiring snowboarder, I’ve noticed that when I “picture” myself getting better and more comfortable, I am less likely fall or get stuck. As a non-athletic, self-proclaimed klutz, my earlier attempts at this sport had the opposite results. Every thought that passed through my head was about not falling, not going too fast or too slow, or how uncoordinated I must have looked. Sub-consciously, those internal ideas determined my outcome – which was plenty of falling, going so slow that I had to remove my board and skate, causing even more falls, and of course not making progress to become more advanced.
Regardless of their background, job seekers in this market are indeed faced with steep slopes, icy conditions and many unique and unpredictable obstacles. Like me on a snowboard, they can choose to slide down on their rear as a human avalanche or build their confidence to make it down in style. Attitude and mindset can make all of the difference in reaching one’s goals.
TalentTalks, focuses on providing clients with unparalleled, distinctive talent management expertise in all areas of career management and human resource & organization development functionality – leading to individual and organization success. http://www.talenttalks.com
These days, there may seem to be a shortage of jobs, but absolutely no shortage of information on how to get one! Recently, I’ve noticed an influx of experts touting all sorts of solutions for job seekers. Various sources of advice label themselves with clever and mysterious sounding titles such as maven, guru, evangelist, and so on…
What stands out is how abundant and contradictory all of their information has become. The phrase “TMI” comes to mind for when you cringe while hearing something unnecessary, inappropriate and uncomfortable. Likewise, the saying “opinions are like _____, everyone has one and they all stink!” also seems fitting to describe this phenomenon. For example, many articles, blogs, websites and newsletters cover tips for using job boards, how many pages a resume should be, having a supplemental version of a resume, using social media networking etc.
Here are a few selected points I’ve gathered to illustrate the conundrum facing job seekers:
Using online job boards is one of the most effective ways to get a job
Don’t bother with job boards - no one gets hired that way any more
Post your resume as many places as possible for maximum exposure with recruiters
Control where you post your resume, don’t post to the main job boards
Job seekers must identify and work with recruiters for their industry
Recruiters can’t be trusted and only serve their clients, not job seekers
Professionals should have a 1-2 page resume
With significant experience or expertise, 3-4 pages is the appropriate resume length
Keep your resume to one page maximum
Everyone should have a supplemental version of their resume for networking
If your resume is effective, you don’t need an extra piece of paper for special events
Most people get jobs through networking
More people get jobs through traditional methods than though networking
Creating an “elevator pitch” is essential for job seekers
Job seekers should stop using elevator pitches and start using “solution” speeches
If you are not using twitter, you are missing out
Twitter is a waste of time
Your facebook page will only hurt you in your job seekers
Facebook can be a great way to share information about your job search
LinkedIn is the best professional networking tool and should be used by all job seekers
The jury is still out on whether LinkedIn is a valuable connector for job seekers and employers
There is so much free information out there that job seekers are able to prepare their job search themselves
Job seekers should seek professional expertise to ensure an effective job search
Obviously, these samples have been paraphrased and taken out of context, but they are actual representations of available information. So, what does it all mean? Which version of the opinion does one believe?
Well, my take on this is: it depends… Sure that is a weak answer, but really truth can be found in most of the above statements. Each person is unique and has circumstances that might make one idea effective today, while a month from now the opposite would be a better option.
Bottom line, my suggestion is that job seekers keep informed about the rapidly changing job market and make decisions based on what works for them. If results aren’t coming quick enough it might make sense to invest in a new strategy and continue to refine it until the right blend is in place.
TalentTalks helps individuals and groups optimize their talent. Our talent coaching consists of personalized support, professional branding, techniques and strategies to help job seekers stand out from the competition and maximize their return on investment.
As a job seeker in these competitive times, can you afford not to invest in your talent? Remember, most job search expenses are tax deductible. Contact your financial advisor, CPA or the IRS for more information.
TalentTalksCreating a Voice for Talent
Career Services | Professional Communications | HR & OD Consulting www.talenttalks.com
While watching American Idol this week, I noticed a distinct difference between two performances... Obviously, the main goal of that show is to identify talent, however just like most aspects of life there are many subjective factors at play. All of the contestants at this final stage are pretty solid singers, though some are better than others at performing. And of course, song choice is crucial to survival each week!
An interesting concept to me as I’ve watched pieces of each season is whether or not the winner is able to sustain the momentum gained from American Idol exposure for a long musical career. There have been quite a few top contenders that went on to achieve successful careers despite not winning. Yet at least a few of the actual winners have rarely been heard from since their season ended. I’m not sure what makes the difference for that to happen. Is it their talent, effort, marketability or some other factors?
Either way, what was most intriguing to me this week was the contrast between Paula Abdul’s performance and No Doubt’s performance. To summarize how this went, Paula came out through a stage stairway lined with dancers, lighting, fog and other flashy “distractions.” Her vocals sounded recorded, however, I’m no expert and don’t have familiarity with her new song to know for sure. One thing that seemed odd was that she was never filmed close up through the entire performance as she swirled about, being handed from one dancer to another. Rather than this performance being memorable or original, it looked more like an imitation of Britney Spears, sequins, cleavage, headset and all…
Next, No Doubt came on to perform one of their more recognizable hits. Immediately, it was obvious that Gwen Stefani was in fact SINGING!!! One reason this was noticeable was that her energy and active performance style caused her to sound almost out of breath a couple of times. Rather than feeling disappointment over that, I was actually impressed. As a singer and performer doing that for a living, Gwen was able to actually legitimately entertain despite a few small flaws.
Now, tying this into a real world - rather than television example… Is talent about flash, fog and fancy footwork or is it about taking risks, doing your best, giving it your all and not being afraid to show the real thing? If I was a judge of talent between those two performances, no doubt about it, I would vote for No Doubt. Sorry Paula, as Simon might say “that performance wasn’t good enough to keep you in the competition.”
What does your professional “brand” say about you? Are you truly talented or are you putting on a show? Do you want to be known for moving your lips along to the music or taking control of the music? Our careers in many ways are like reality shows. Performance is being judged constantly no matter what field we are in.
TalentTalksCreating a Voice for Talent
Career Services | Professional Communications | HR & OD Consulting
As I meet new clients, I’m continuously struck with how complex and overwhelming the social media environment has become for many people. Whenever I attend industry events or other similar gatherings where business cards are exchanged, one of the questions routinely asked is “are you on LinkedIn?” Well, many times new acquaintances are actively using LI as well as other similar venues. However, in the past two months, I have invited at least a dozen or so new people to join my LinkedIn network only to discover that I just became their first connection! I found this to be very surprising and wondered why that was the case…
In this day and age where there is no such thing as job security, one can’t afford not to maintain an active professional network. Competition is tough and even though the media portrays a dismal economic outlook, there are jobs available. The main difference now is that employers are able to be much more discreet and discerning about how and when they identify new talent. That makes networking even more valuable to those looking for new opportunities.
In the HR arena, there are always articles, studies, surveys, etc., covering the concept of generational gaps in the workforce. Personally, I tend to find the topic overblown and a rather dull form of stereo-typing. One specific element that these sources discuss is the differences in technology use between generations. On that single aspect, I’m not convinced that one’s age or demographics determine the likelihood of participating in social media networking. I do notice that personal networking i.e. myspace, facebook, blogging, etc., have grown quite popular, beyond their original core youth audience. In fact it is rare to come across someone yet to be using at least one form of online media with their contacts.
LinkedIn and Twitter are steadily gaining notoriety in the employment category, due to the extensive population of recruiters and hiring authorities using them as a talent acquisition venue. Based on that factor alone, it is hard to imagine anyone choosing to ignore this so-called “fad.” Statistics suggest that relationship-based hiring methods continue to be more successful and cost-effective for employers. For job seekers, networking results in a much more fruitful and productive job search and creates a better return on investment than relying on other traditional techniques. Yet still there is some resistance by many to embrace this as a viable option…
Maybe for some it is the fear of the unknown or maybe they just haven’t found the social media networking tools personally useful – either way, the following is a list of tips that might help people gain the most advantage from their career-oriented social media networking experiences.
1)Build a complete & professional profile
2)Obtain / exchange solid & meaningful professional recommendations
3)Join & become an active participant in affinity groups for your industry
4)Use the forum for its intended purpose – don’t spam members
5)Engage in discussions, debates, etc., showing respect for others
6)Keep current & focused on building your professional “brand”
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If you are a like me, you probably enjoy the uniqueness of Fast Company articles. Recently, I had the opportunity to do an assignment for school, based on an article related to strategic human resources management. While, being in the HR industry, I tend to read a variety of articles, newsletters, etc., on related topics – for some reason though, I was drawn to the Shawn White article featured in Fast Company. At first, I wondered how I would spin an article about a snowboarder into something relevant for my assignment. Many people in human resources tend to narrowly focus on their own functional realm – which was the case with many of my classmates. They all seemed to select safe and typical subject matter such as layoffs, performance reviews, decentralizing, out-sourcing, and so on to present to the class… The interesting thing about that is that within the HR profession, there seems to be a constant buzz about how HR is not viewed as adding value within a particular business. My theory on this is that many HR practitioners miss the big picture when it comes to understanding the businesses they support. Shawn White’s story was compelling to me for many reasons. Some of those factors were that he is great at what he does, remains authentic and uses creative thinking to build his personal and professional brand. Some of the business decisions he has made whether intentional or not - were quite strategic. For example, his partnership with Target to develop his own affordable apparel line was brilliant. Joining forces with Ubisoft for their snowboarding game was also a slick method to diversify his fan base. The article presented several other successful business ventures between White and well-known collaborators, all of which have led to enhancing market share and revenue generation for all involved. What I believe is White’s main differentiating strategy is that he maintains a true balance of exposure and mystery. His image has a distinct edgy appeal to the youth, action sports demographic, yet parents of those fans and other adults feel attracted to White as well for his athleticism and wholesomeness. As I’ve observed his career and conduct, he comes across as a truly gifted individual with a bright future ahead. With his sports talent and genius marketing ideas, he is sure to enjoy longevity in all that he does! Now, back to my assignment... Once I started to delve into the situation, it become clear that this story was far more than a report on a snowboarder. I couldn’t quite figure it out, but as I evaluated several article selections, this one just kept my attention more than my other options. Needless to say, when the first slide on my PowerPoint presentation showed a half-pipe picture, my instructor and classmates were a bit perplexed… Maybe that is the rebel in me and why I felt driven to think outside of the traditional model to combine creative thought into my otherwise dry assignment. Shawn White provided some much needed inspiration to view things in a new and different way…
