I recently attended an association meeting where we discussed the impact of social media, in respect to using these venues for background checks, in our industry (staffing). YouTube, Facebook, LinkedIn, MySpace, Twitter, and the list continued. We discussed, shared stories and were educated by legal counsel as to our limitations when doing our ‘research’. Disclosure needs to be addressed and signed off by both parties.
The most benign venue is LinkedIn. For those of you who are unfamiliar with this application, it is generally used for business purposes. The page is about your work history, your resume and your interests. It leaves little room for personal detail. It’s a tool in which you can ‘see’ and ‘be seen’ by business professionals. (That’s the quick explanation). What makes it benign is that there is little room for fabrication and is limited to business.
Secret: Recruiters shared that some candidate’s resumes did not match up with their LinkedIn profile information. Jobs had been omitted on the resume but had been listed on their profile page. Not good – that’s a disqualifier right there!
This meeting went down a rat-hole when we started discussing Facebook and YouTube. If you haven’t heard about these applications, you’ve probably been living under a rock. These are very popular social networking sites. The emphasis being on social. Individuals post thoughts and there are plenty of outrageous drinking, bathing suit pictures and don’t make me tell you about the videos on YouTube! Most of these pictures and videos are not illegal, so you think you shouldn’t have to worry about them... but you do and you should.
You are not invisible with social media when it comes to background checks. It doesn’t matter how many ‘privacy settings’ you choose, there is ALWAYS the back door and employers do find them. Recruiting firms are hiring employees whose only purpose is to research candidates on all social media venues, this is their sole function. They have plenty of time to knock on those invisible 'back doors'. You may interview well, but your ‘virtual’ life may speak differently about you and even possibly make it so they choose someone else.
Suggestion: Start deleting and cleaning up your virtual world! Can you look at your profile on any of these sites and feel absolutely comfortable about what you’ve written or pictures posted? What will incriminate you?
Harry Potter had an Invisibility Cloak, you don’t!
Thursday, November 4, 2010
Monday, May 24, 2010
Microsoft, Governor Lynch and YOU ...
Microsoft Elevate America (J. Reidy, Sheehan Phinney Bass & Green PA)
Friday, May 21, 2010
Governor John Lynch announced today that New Hampshire will join forces with Microsoft in an innovative public-private partnership to provide free technology training to unemployed residents across the state. Through Elevate America, Microsoft will work with the Office of Workforce Opportunity, Department of Resources and Economic Development, New Hampshire Employment Security and NH Works Career Centers to distribute 5,625 vouchers for free, online technology training and certification.
"Providing training for our workers is one of the best investments we can make in our economy. Through my New Hampshire Working initiative and the Job Training Fund, we have made helping workers get the skills they need to get good jobs a priority," Gov. Lynch said. "The Elevate America initiative is helping our continuing efforts to get workers the skills and certifications they need so we can help them get back to work."
The first vouchers were distributed today at the NH Works Center in Concord by George Bald, Commissioner of the Department of Resources and Economic Development, and Commissioner Tara Reardon of NH Employment Security.
The free vouchers are available to unemployed residents for the first month of the program and will be distributed on a first-come first-serve basis until all vouchers are gone. Vouchers must be activated by users by August 19, 2010.
Vouchers include 2,500 for Microsoft Business Certification Training; 2,500 vouchers for Microsoft Business Certification examinations, and 625 vouchers for advanced Microsoft IT Professional online learning.
"Elevate America helps people to get the critical technology skills they need to get a job in today's competitive workplace," said John Bunn. "We believe that this type of public-private partnership will play an important role in rebuilding New Hampshire's and the nation's economy by offering immediate access to basic technology literacy and skills training to ultimately improve recipients' employment prospects."
"Job seekers can use these online courses from their computers at home, and access the training for up to a year once activated," said Employment Security Commissioner Tara Reardon. "Offering access to computer skills training will greatly improve recipients' employment prospects."
"Employers at our recent Governors Job Cabinet Roundtable discussions expressed the hope that today's job applicants be trained in new technology skills, and this opportunity comes at an appropriate time, as employers begin to hire again," said DRED Commissioner George Bald. "The Elevate America program will help New Hampshire companies remain competitive in today's marketplace."
Microsoft Elevate America vouchers can be obtained at the NH Works Career Centers. Locations are listed at www.nhworks.org.
Vouchers can be used for the following training and certifications:
Computer Basics for Beginners - Access basic computer concepts and skills. Perfect for those new to computers. No voucher is required for the beginner courses.
(What the press release might have neglected to include is from now until 7/1 vouchers will be released only to those collecting UI benefits.
After 7/1, anyone unemployed will be given vouchers through 8/19.)
Friday, May 21, 2010
Governor John Lynch announced today that New Hampshire will join forces with Microsoft in an innovative public-private partnership to provide free technology training to unemployed residents across the state. Through Elevate America, Microsoft will work with the Office of Workforce Opportunity, Department of Resources and Economic Development, New Hampshire Employment Security and NH Works Career Centers to distribute 5,625 vouchers for free, online technology training and certification.
"Providing training for our workers is one of the best investments we can make in our economy. Through my New Hampshire Working initiative and the Job Training Fund, we have made helping workers get the skills they need to get good jobs a priority," Gov. Lynch said. "The Elevate America initiative is helping our continuing efforts to get workers the skills and certifications they need so we can help them get back to work."
The first vouchers were distributed today at the NH Works Center in Concord by George Bald, Commissioner of the Department of Resources and Economic Development, and Commissioner Tara Reardon of NH Employment Security.
The free vouchers are available to unemployed residents for the first month of the program and will be distributed on a first-come first-serve basis until all vouchers are gone. Vouchers must be activated by users by August 19, 2010.
Vouchers include 2,500 for Microsoft Business Certification Training; 2,500 vouchers for Microsoft Business Certification examinations, and 625 vouchers for advanced Microsoft IT Professional online learning.
"Elevate America helps people to get the critical technology skills they need to get a job in today's competitive workplace," said John Bunn. "We believe that this type of public-private partnership will play an important role in rebuilding New Hampshire's and the nation's economy by offering immediate access to basic technology literacy and skills training to ultimately improve recipients' employment prospects."
"Job seekers can use these online courses from their computers at home, and access the training for up to a year once activated," said Employment Security Commissioner Tara Reardon. "Offering access to computer skills training will greatly improve recipients' employment prospects."
"Employers at our recent Governors Job Cabinet Roundtable discussions expressed the hope that today's job applicants be trained in new technology skills, and this opportunity comes at an appropriate time, as employers begin to hire again," said DRED Commissioner George Bald. "The Elevate America program will help New Hampshire companies remain competitive in today's marketplace."
Microsoft Elevate America vouchers can be obtained at the NH Works Career Centers. Locations are listed at www.nhworks.org.
Vouchers can be used for the following training and certifications:
Computer Basics for Beginners - Access basic computer concepts and skills. Perfect for those new to computers. No voucher is required for the beginner courses.
(What the press release might have neglected to include is from now until 7/1 vouchers will be released only to those collecting UI benefits.
After 7/1, anyone unemployed will be given vouchers through 8/19.)
Wednesday, April 14, 2010
Another HR Rep Weighs In: Resumes
March 2010’s employment hiring outlook is up from last year this time. The numbers are minimal in comparison, it is still a ‘forward movement’. I’d much prefer to see a slow increase than a ‘sugar high’ because you know a crash will be sure to follow.
NHWorks Bill #501, which has passed and been adopted by the Senate and is now in the House Committee will help the unemployed individual receive skills assessment and receive free training (in that field) towards achieving their goals. This applies to ALL employees, direct laborer to high-end management.
At a recent meeting, I was able to speak with a Human Resource Representative from a smaller company. As is with most small companies, the HR Rep. is a jack-of-all-trades and is very busy juggling many duties. I asked her a few questions that were directed to the application process and what makes one applicant better than another – from an HR perspective.
Cheri Martin, Small Thermal Co., NH
-Resumes: Resumes should be no longer than 1-2 pages. If you’ve worked multiple places doing the same type of work, it’s ok to just associate dates with those companies and forgo the job description in subsequent jobs for brevity.
Resumes that do not have dates associated with past positions do not go any further than her desk. Another resume “don’t” is submitting a resume without all of your contact information, home phone, street address, cell phone and city/state. Contacting a potential employee whose resume is lacking direct contact information, makes for a much longer process in the HR department.
-Cover Letters: Cover letters accompanying resumes should be no longer than 3-4 paragraphs and should give the reader a sense of who that person ‘is’ regarding self, ethics, and how you would be a fit for this position.
-Notification of Resume Receipt: It is her policy to acknowledge every resume she receives, either via email or USPS. An email/letter stating that they are in receipt of your resume and are ‘holding on to it’ would indicate that you were not considered for the job. “The hiring manager is reviewing your resume” indicates that you are being considered.
-After the Final Interview: It is customary for the hiring manager to give you a date in which a decision will be made. This information is passed on to the HR Rep. and she usually contacts the employee by that date. However, there are times that this date may come and go due to work/scheduling conflicts. She would welcome a phone call or email from the candidate requesting information – two calls would be the limit.
NHWorks Bill #501, which has passed and been adopted by the Senate and is now in the House Committee will help the unemployed individual receive skills assessment and receive free training (in that field) towards achieving their goals. This applies to ALL employees, direct laborer to high-end management.
At a recent meeting, I was able to speak with a Human Resource Representative from a smaller company. As is with most small companies, the HR Rep. is a jack-of-all-trades and is very busy juggling many duties. I asked her a few questions that were directed to the application process and what makes one applicant better than another – from an HR perspective.
Cheri Martin, Small Thermal Co., NH
-Resumes: Resumes should be no longer than 1-2 pages. If you’ve worked multiple places doing the same type of work, it’s ok to just associate dates with those companies and forgo the job description in subsequent jobs for brevity.
Resumes that do not have dates associated with past positions do not go any further than her desk. Another resume “don’t” is submitting a resume without all of your contact information, home phone, street address, cell phone and city/state. Contacting a potential employee whose resume is lacking direct contact information, makes for a much longer process in the HR department.
-Cover Letters: Cover letters accompanying resumes should be no longer than 3-4 paragraphs and should give the reader a sense of who that person ‘is’ regarding self, ethics, and how you would be a fit for this position.
-Notification of Resume Receipt: It is her policy to acknowledge every resume she receives, either via email or USPS. An email/letter stating that they are in receipt of your resume and are ‘holding on to it’ would indicate that you were not considered for the job. “The hiring manager is reviewing your resume” indicates that you are being considered.
-After the Final Interview: It is customary for the hiring manager to give you a date in which a decision will be made. This information is passed on to the HR Rep. and she usually contacts the employee by that date. However, there are times that this date may come and go due to work/scheduling conflicts. She would welcome a phone call or email from the candidate requesting information – two calls would be the limit.
Friday, February 12, 2010
One HR's Perspective: Resumes
I recently attended a networking event in Lowell. Let me tell you, they know how to hold a networking meeting! Not only were they very structured and held the members accountable to ‘goals’ they had individually set forth, but the meeting was held in a brewery! I’ve only attended events such as this, in New Hampshire, at a coffee shop of some sort – the brewery venue made things a little more comfortable. Brewery vs. coffee shop, New Hampshire vs. Massachusetts, it’s the same: “Anybody get an interview?”, “Who’s hiring this week?”, “Have you heard back from HR yet?”
As promised in my first post on this blog, I intended to meet with an HR Specialist and share some of their ‘tips’ on the hiring process. Name of the HR Specialist and the company are ‘changed’ – as they asked to be anonymous – the questions and answers are legitimate. (Note to reader: I get to pick the names because it’s my blog.) I share with you the following:
HR: Darius McQueen at Utilities United, NH
-Question: How many pages are appropriate for a resume?
-Answer: In today’s economy when an ad is placed for one job, he will receive 275 applications. So Darius say that a cover letter and one page resume is ideal even for those salaried positions. I asked, “Why”? Brevity was the operational word. That first page should capture the HR/hiring manager’s attention and should be tailored to the job you are applying for. A second page of a resume is just given a ‘quick’ glance.
-Question: What is the most important information on a resume?
-Answer: Your contact information! Believe it or not, individuals either forget to put their email, cell or even their phone number on the resume. There are individuals who haven’t re-visited their resume in quite some time and have since moved so all of their contact information is wrong. Any missing contact information on a resume – it is immediately rejected.
While on the subject of phones … all candidates should make sure that their ‘away messages’ for both land-lines and cell phones sound professional. No cute kid’s voices, etc. Candidates should make sure that if you live in a home with others, that they are all apprised of your employment search and answer the phone professionally and take thorough messages.
-Question: Some of the younger candidates do not submit cover letters with their resumes. Are cover letters antiquated?
-Answer: We actually put more weight on a cover letter than a resume. Most resumes are “canned” and do not show the true ‘color’ or ‘voice’ of that applicant. It need not be long winded - brief works, but tell the HR/hiring manager who you are that the resume cannot. Remember the operative word: brief, two paragraphs max.
-Question: If cover letters are so important, is there anything on a resume that isn’t?
-Answer: A ‘long winded’ or ‘bloated’ objective/summary statement! Everyone tries to sound great, but it doesn’t work. What does work is plain and simple. My objective is to work at your company, “XYZ”. The venue for making your razzle-dazzle statement is in your cover letter. It should sound like you’re speaking from the heart and telling the HR/hiring person who you are as a person.
-Question: Is there anything about some resume that is bothersome?
-Answer: Acronyms. For those individuals who have worked on programs that are acronyms – spell out what the program is called.
Monday, February 1, 2010
In Good Company ...
Like many of yourselves, the staffing industry is out there looking for jobs. Seasoned veterans in the profession are seeing an increase in job requests - slight, but an increase nonetheless. If you are an individual whose background is in the medical or alternative energy - you'll be happy to know that you are going to get a job - sooner than later.
On January 21st, I attended the NH Industry Forum, which was an economic forecast of sorts. The industries represented were: banking, energy, health, commercial real estate, tourism and the university/college system. As you can imagine, the reoccurring theme was that the projections were going to be 'flat' ... not a whole lot of growth, but NO anticipatory decreases, as was seen in 2009. All eyes are on what the government will do regarding employment stimulus and what direction health care was going to take as this has great impact on the economy. All industries were reporting that they were developing their business' offerings in 'depth' vs. a growth module and were making adjustments all over the place. Kind of like you and me! Operative words - be FLEXIBLE!
Part of being flexible is being 'open' to new ideas. One of my new ideas is to network with human resource personnel, interview/spotlight companies and get feedback on all things relative to candidates and share with you their suggestions and input on interviewing. The hiring process/criteria is much more competitive and we need to adjust and align ourselves to this change.
Network. Network. Network. For years, small business owners have been doing this to bring in more business - referrals - through others. The same holds true to the unemployed. Networking groups serve many purposes: exposure to potential employers, possible leads to jobs, support and the list goes on. The number one rule in networking - honesty. Be truthful and sincere as these groups are comprised of individuals who will put in a good word for you with their new employer, when they become employed. If you are not trusted, no matter how stellar your credentials and resumes - you will NOT get a referral.
“You've done it before and you can do it now. See the positive possibilities. Redirect the substantial energy of your frustration and turn it into positive, effective, unstoppable determination.” Ralph Marston
On January 21st, I attended the NH Industry Forum, which was an economic forecast of sorts. The industries represented were: banking, energy, health, commercial real estate, tourism and the university/college system. As you can imagine, the reoccurring theme was that the projections were going to be 'flat' ... not a whole lot of growth, but NO anticipatory decreases, as was seen in 2009. All eyes are on what the government will do regarding employment stimulus and what direction health care was going to take as this has great impact on the economy. All industries were reporting that they were developing their business' offerings in 'depth' vs. a growth module and were making adjustments all over the place. Kind of like you and me! Operative words - be FLEXIBLE!
Part of being flexible is being 'open' to new ideas. One of my new ideas is to network with human resource personnel, interview/spotlight companies and get feedback on all things relative to candidates and share with you their suggestions and input on interviewing. The hiring process/criteria is much more competitive and we need to adjust and align ourselves to this change.
Network. Network. Network. For years, small business owners have been doing this to bring in more business - referrals - through others. The same holds true to the unemployed. Networking groups serve many purposes: exposure to potential employers, possible leads to jobs, support and the list goes on. The number one rule in networking - honesty. Be truthful and sincere as these groups are comprised of individuals who will put in a good word for you with their new employer, when they become employed. If you are not trusted, no matter how stellar your credentials and resumes - you will NOT get a referral.
“You've done it before and you can do it now. See the positive possibilities. Redirect the substantial energy of your frustration and turn it into positive, effective, unstoppable determination.” Ralph Marston
Subscribe to:
Posts (Atom)
