There is not one person I talk to, male or female, young or old, who does not ask if

1) they can have my job

or

b) they can be my assistant

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Here are a selection of tweets from August 2010:

• How good is your boss? Take the Boss Reality Assessment Survey System (BRASS) to find out.
• @mjasmus: What servant leadership really means
• "Servant leadership requires strength; it is not for the faint of heart." Check out @DrJackKing's post on my blog!
• DDI: Defining Done
• @DrJackKing: Inspiring! By young emerging leader @MarkDMcKinney "How to Get Along With an Enemy"
• LeaderLab » Seven Things to Expect From Your Narcissistic Employee
• Jerry de Gier: Use It While You Have It! Communication
• @Jim_Kouzes: Honda has created some short commercial/educational videos. My favorite: Failure: The Secret to Success
• Professor Michael Roberto's Blog: Does B-School Create Narcissists?
• @JohnBaldoni: How to crack the self-awareness paradigm.
• @mikemyatt: Can a leader be too smart?
• @LisaHaneberg: Six Thoughts About Middle Management
• @visionorg: Stop Lying. Your Children Need the Truth by @maurilio
• @TheEconomist: These days the growth race is more about who is slowing slowest rather than who is growing fastest
• Student’s want to upload their own thoughts. Schools insist on downloading info. This chasm has led to a disconnect -Tim Elmore
• @mikemyatt: Talent: Do you walk the talk or have you drank the talent Kool-Aid?
• 25 Ways to Reboot Brainpower & Add Innovation by @ellenfweber
• @visionorg: The Atlantic: This summer of corporate profits isn't necessarily something to celebrate.
• Top 10 Ways Your Brain Is Sabotaging You (and How to Beat It)
• Strategy+Business: The Life’s Work of a Thought Leader: C.K. Prahalad
• @wallybock : I refuse to agree...that trust, respect for others, integrity & civility have no place in business today
• @keithferrazzi: Yet another reason to work on your relationships!
• Having a bad day? Take this fantastic advice from HBR blogger @johnbaldoni
• @RajSetty: Why MOST smart people are better at solving other people's problems
• @BrieParaham: Great leadership article - CEO of Whole Foods
• @artpetty Stop Managing Reduced Expectations
• Mike Henry Sr: Growing Self-Leadership
• @KateNasser: Building Morale & How Nitpickers Kill It
• RE GOALS read @simonsinek http://bit.ly/bvvrOl and then http://bit.ly/cbRSoJ
• 6 Gut Check Questions to Test Your Leadership Intestinal Fortitude

Labor Day in the U.S. is almost here. Many other countries also celebrate a labor day, which has always seemed an unusual event to me. We didn’t celebrate such a day at all until Tuesday, September 5, 1882, in New York City. Interestingly, this is a date that coincides well with the world’s entry into the impersonal and mechanistic 20th century.

I have been noodling for quite some time over the work/life balance movement. I call it a movement because it really came about unexpectedly around 15 years or so ago and has swept corporate America from coast to coast.

I can’t think of any organization that has not had to change policies or at least address its employees about the issue. The work/life balance movement is an interesting phenomenon. I don’t think there has been a previous era when there was such an emphasis on specifically setting aside time for non-work activities.

Online mentoring solution cuts administration time by 50%, while increasing program growth by 50%

Dallas/Ft. Worth, TX – August 31, 2010 – Insala, the global leader in career transition and talent management solutions, announces the University of Calgary’s Haskayne School of Business successful deployment of Insala’s mentoring software solution resulting in ease and efficiency of program administration while allowing for program growth.

“With Insala’s mentoring solution, I can now track student communication and activities and more efficiently administer the entire program,” says Melissa Lackey, Programs and Marketing Coordinator at the school. “We’ve been able to grow the program by 50% while cutting administration time by 50%. Some manual processes are now automated, saving time, effort and freeing up time for other tasks.”

The ten year old mentoring program capped out at 120 pairs, was tracked on an excel spreadsheet and had a manual matching and pairing process. Lackey knew an online solution of some form was in order. Realizing simplification and efficiency in administration were her top priorities her search found her at a NACE and Deloitte webinar on mentoring, at which a representative of Insala was a subject matter expert. After a series of investigatory meetings and consultations, Insala was chosen as the online mentoring solutions provider leading to a successful implementation and positive results.

“It was clear that Insala believed mentoring mattered, had a mentoring process and methodology with capabilities to match pairs with working algorithms narrowing pairs leading to better quality matches.”

A burgeoning list of benefits emerged, including shortening of the registration process. As a result of bringing the mentoring program online, Lackey has been able to process more applications more quickly, registration and application review are quicker, pushing up deadlines and acceptance by two months.

“What’s more, Insala was responsive to the usability issues and provided upgrades. They customize to suit the needs of academia with mentors dispersed among many organizations rather than the usual internal corporate model,” says Lackey.

Lackey found that Insala’s online mentoring solution pairs more people quickly, speeds up matching process, allows students and mentors to connect through different medium other than phone and personal interviews and allows mentors to view resumes. As for future goals of the program, Lackey is looking to increase participation of the program by another 25% by 2012.

For more information about Insala’s mentoring solutions please go to http://www.mentoringtalent.com or http://www.insala.com.

About Insala

Insala is a leading global provider of Web-based software for organizations implementing talent management initiatives. Insala solutions power people and the organizations that employ them. Insala mentoring solutions includes mentoring program implementation for corporations and educational institutions, mentoring consulting services and mentoring software. Please visit us at http://www.mentoringtalent.com or http://www.insala.com/ for more information.

About Haskayne School of Business

The Haskayne School of Business is an innovative business school with an international reputation for influencing the practice of management and leadership through quality teaching and research. With more than 3,000 students enrolled in bachelor\’s, master\’s, PhD and executive education programs, the school boasts 16,000 alumni in 60 countries. For more information, visit http://www.haskayne.ucalgary.ca/ .

Media Contact:
Stephen Grindrod
editor@insala.com
817-355-0939

http://twitter.com/imentoring

The following post is courtesy of the Recruiting Blogswap:

Does your resume “bleed” onto two pages (or three pages) and you can’t quite figure out how to eliminate those few extra lines to bring it back onto one page? There are several tricks to get rid of wasted space and make your resume appear more sharp and concise (and more likely to be read).

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The following post is courtesy of the Recruiting Blogswap:

Does your resume “bleed” onto two pages (or three pages) and you can’t quite figure out how to eliminate those few extra lines to bring it back onto one page? There are several tricks to get rid of wasted space and make your resume appear more sharp and concise (and more likely to be read).

1. Minimize the contact information. You don’t need to list your address, three phone numbers, your fax, and an email address. Now that almost everyone has an email and cell phone, there is no need to bombard employers with so many ways to reach you. Employers want one to two simple ways to get a hold of you. You can even get away with the following:

Ed Smith | New York, NY | 212.555.5555 | esmith@email.com

2. Bring “danglers” up to the previous line (by that, I mean any line that only contains one to three words). Edit down your content by removing unnecessary words (e.g. "very" and "that" are often arbitrary and waste space) to bring that line up.

3. Reduce your margins. It is acceptable to set your margins as low as .5 inches, and your resume will still be scannable (most large companies scan in resumes received). This will help to minimize “dead space” on your resume. However, be sure to change your tabs to match up with the margins.

4. Reduce your font size. For a hiring manager, receiving a resume with 12-point font or larger says “I don’t have much to say, so I’ll just make my words bigger to fill space”. An 11-point font is easiest to read and is most aesthetically pleasing. This small change will make a big difference!

5. Remove “References available upon request” or even “Addendum available upon request”. These statements go without saying these days.

Your resume is one of the most important documents you will have in your professional life, so it is important that you pay attention to every detail to make it a perfect representation of you. This includes using every trick in the book to present your resume as succinct and aesthetically pleasing as possible.

Author: Cathy Eng, CARW, Owner of Resume Rocketeer, Inc.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Click Job Search Tips for more articles like this, Minnesota Headhunter for most recent blog posts.

Stay in touch with me by clicking Blog Posts by RSS, Blog Posts by Email and/or the From The Desk Of Paul DeBettignies Newsletter

New Media Partnerships Deliver More Recruiting Opportunities for Clients

NEW YORK CITY, NY— AUGUST 30, 2010 — SmartPost, the innovative online job posting and sourcing product from Bernard Hodes Group, further expands its reach and targeting for customers by continuing to ask how SmartPost can help meet their recruiting challenges in the most efficient way possible.

“What sets SmartPost apart, beyond leading the industry in the number and variety of sourcing channels we offer, is that everything we do stems from constantly asking, what can we do to support our customers to acquire and manage talent more effectively and efficiently,” said Carmen Doherty, vice president and senior director for SmartPost. “That type of thinking is built into our culture and has been the main influencer in driving our technology and media partnerships.”

SmartPost is one of the most innovative and far-reaching examples of combined consulting, creativity and technology to serve the recruitment industry. The award-winning job posting and sourcing intelligence system continues to become more robust, expansive and user-friendly, and has evolved from a stand-alone job distribution tool to a comprehensive sourcing platform. The SmartPost platform allows companies to optimize their jobs in a multitude of ways outside of job board listings such as RSS feeds and recruiting widgets, to those that complement a social media strategy or use the SmartPost technology to deliver best-in-class career site and candidate experiences.

“The SmartPost concept is simple—everything from product innovation to our strategic consulting for unique customer challenges is geared toward making sourcing easier, faster, more productive and incredibly cost-effective for our clients,” said Shawna Berthold, vice president of marketing for SmartPost. “It’s that combination of knowledge and dedication that makes SmartPost far more than a job posting system.”

SmartPost’s strong foundation with media also continues to drive additional sourcing channels for its customers. Every month SmartPost adds a diverse group of media properties to its ever expanding library. Here are just a few that have joined the SmartPost’s e-media family of late:

• 4AlliedHealthJobs.com
• WLIB Jobs.com
• WBLS Jobs.com
• Wehire.ca
• JVSToronto.org
• Transitjobs.com
• Utilityjobsonline.com
• Workink.com
• MyJobFinder.ca
• Geojobs.org
• JobsinPV.com
• AsianMBA.org
• HireBioMedical.com

ABOUT SMARTPOST
SmartPost, from Bernard Hodes Group, optimizes any organization’s recruitment marketing investment with a software solution that uniquely combines innovative job posting and sourcing technology with customer service and strategic consulting. The thousands of options inside SmartPost’s job distribution channels offer the greatest reach in the industry, including posting opportunities only available to SmartPost clients through strong media partnerships. SmartPost can recommend the most effective job boards, communities and affinity sites, which along with its one-stop billing system and industry-leading descriptive, accurate metrics enrich recruitment management and enhance decision-making. SmartPost delivers improved recruiting results and bottom-line ROI. SmartPost is available from www.SmartPost.com and through leading ATS/TMS systems.

ABOUT BERNARD HODES GROUP
Bernard Hodes Group (www.hodes.com) offers innovative solutions and strategies to help companies find, keep and engage the best possible talent. Partnering with clients, Hodes offers a full array of integrated solutions, including: recruitment communications and support, strategic planning, hiring process assessments, and staffing technology (www.SmartPost.com). Headquartered in New York, with over 80 offices and affiliates around the globe, Bernard Hodes Group is a part of Omnicom Group Inc. (www.omnicomgroup.com) – a leading global advertising, marketing and corporate communications company. Omnicom’s branded networks and numerous specialty firms provide advertising, strategic media planning and buying, interactive, direct and promotional marketing, public relations and other specialty communications services to over 5,000 clients in more than 100 countries.

Leadership development firm’s article series on new manager training emphasizes key strategies to grow into management

SEATTLE—August 24, 21010— Holding employees accountable creates consistent clarity for performance expectations, but this can be a real challenge for new managers. A new article by Impact Achievement Group provides tips for new managers to effectively address performance problems.

“How to Handle Performance Problems: Tips and Guidance for New Managers,” the eighth in a 12-part article series, provides new supervisors with an objective intervention model for addressing performance issues. The articles are derived from Supervisory Basics™, 12 individual yet linked two-hour training modules, delivered in leader-led or eLearning formats that help managers understand the management behaviors and tactics required to ensure their and their company’s success.

The article lays out a consistent system for dealing with sub-standard performance. Impact Achievement Group recommends the DESC Intervention model:

-Describe the specific situation where poor performance shows up

- clarify the Effect of the situation

- State specific future expectations

- communicate Consequences

When a new manager needs to address a performance problem by asking an employee to change behavior, the employee can become defensive. Using the DESC Intervention Model takes the confrontation out of the realm of “you” and instead describes the performance as it relates to acceptable standards and how it impacts others.

“Leaving performance problems unaddressed can create morale problems and loss of respect,” said Lee Klepinger, president of IAG. “The tools presented in this white paper enable new managers to quickly establish credibility and increase the chances of management success.”

“How to Handle Performance Problems: Tips and Guidance for New Managers” is available for download at http://www.impactachievement.com/articles.html. Article 9 will address effective ways to handle persistent troublemakers and problematic issues.

About Impact Achievement Group
Impact Achievement Group provides assessment, coaching, customer loyalty and leadership development training that focuses on employee selection, retention, employee engagement and customer engagement. By integrating and blending the world’s best assessment and recruiting processes, workshops and eLearning training, coaching and measurement programs, Impact Achievement Group helps organizations improve human performance to achieve bottom line results.

Contact:

Lee Klepinger
888/248-5553
leek@impactachievement.com

Heath Davis Havlick
Fisher Vista/HRmarketer
831/685-9700
hhavlick@hrmarketer.com

Although it’s a constant uphill battle to build your brand, destroying or severely damaging it is scarily easy. In that vein, you’ll want to stay away from the following practices:

Appearing Unfocused

You might have multiple interests or passions. Think about which is the most important or most developed to focus your brand around. It can be confusing to others for you to be an expert in two or three completely different fields. What about your brand? Can it be expressed in six words or less, be memorable and convey a positive feeling about you?” He also gave examples such as, “What can Brown do for you?” and “Just Do It.”

Keeping Your Private Life Completely Separate

Gone are the days of keeping business and personal lives separate. You do not want to appear insincere in your efforts. In fact, people will respond and connect with you more if you come off as a real person. So, share stories and experiences with your audience. You’ll be surprised at the deeper connection you will form with each person.

Lack of Listening

Building a brand requires consistency – but it also requires listening to feedback. Do you know what people are saying about your brand? Set up a Google alert to catch new postings mentioning your name, or search Twitter. Genuinely read and listen to praise, criticism and feedback. It can only help you strengthen your brand further!

No Back Story

Everyone has a back story – where they grew up, where they draw inspiration from, why they are passionate about their field, their education, etc. Think about it: the celebrities and well-known people you look up to all have a back story, and you’ve probably heard it a dozen times. Where is President Obama from? How did Bill Gates get his start? These stories are important parts of their brand and allow people to relate to them. What’s yours?

You Think Visibility = Strong Brand

Don’t jump into social media and blogging before you give yourself time to create a strong personal brand. When creating yours, make certain you ask yourself the following questions:

• Who are you?
• What differentiates you from your competition?
• What do you want to do for the long-term?

You can damage your brand by presenting inconsistencies if you don’t consider these important elements of your brand first.

Is there anything else you would add? Have you ever been guilty of any of these?

Author:

Heather R. Huhman is a career expert and founder & president of Come Recommended, a career and workplace education and consulting firm specializing in young professionals. She is also the author of#ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle (2010), national entry-level careers columnist for Examiner.com and blogs about career advice at HeatherHuhman.com.

Related posts:

1. 3 Ways to Take Your Personal Brand Offline I’ve shared lots of tactics with you about branding yourself...
2. Do People Like Your Personal Brand? How much people like you will have a direct impact...

Jim is in a very good mood. In addition to demonstrating how to automate the sourcing of resumes, he gives much respect to USA veterans. God bless the American soldier!!! FYI: The quickest (and easiest) way to find missing email Ids for Linked-in Profiles –> bit.ly/find-emails Related PostsRecruiter Training: The Searchologist gets a new coat of paintVideo Tutorial: How to [...]