Archive for the ‘Career’ Category

Guest Post: Tips and Strategies for Getting the Second Job Interview

photo credit: Bpusf

By Sharon Armstrong
I’d like to share some secrets on getting to the second interview.  It’s simple, just do a great job on the first interview!
A job interview is the most important undertaking in the job search process.  It’s the key to being hired, and how you approach the interview can determine it’s outcome.
The goal of the interview is to raise the interviewer’s expectation of you so you will be invited to continue in the selection process, and subsequently, receive a job offer.
To sell yourself effectively, you need to match the position requirements with your skills, accomplishments, and personal qualities. So begin by doing your research.  Visit the company website and get informed about the organization, it’s services and products.
Google the company, check out the Better Business Bureau to see if any complaints have been filed, read annual reports and trade publications.  In addition, ask all your friends what  they might know about the organization.  Try to learn something about the interviewers too, if possible,
Practice some common interview questions.  (I have 100 free ones on my website.  Go to: and click on the Free Report banner to access them.  Please help yourself.)
Be prepared to ask questions.  It’s essential.  It demonstrates your interest in the position and the company.  It helps you uncover the interviewer’s needs and it provides you some valuable information you’ll need to determine if that employer is right for you.
Pack extra copies of  your resume and reference list.  Get a good night’s sleep!  Dress appropriately.
Make sure to arrive a little early.  Be polite and professional as soon as you walk in the door.  When I was a full-time recruiter, our receptionist would zip into my office right after an interview if the applicant hadn’t been nice to her.  And the process would stop right there.
Don’t let that happen to you.
Good hunting!

Guest Post: Lessons in Happiness and Leadership

Guest post by Kyle Wahlquist
When skimming my Facebook feed this morning I noticed that a few of my friends had all read an article entitled “15 Things You Should Give Up To Be Happy.”   After reading it, I not only saw how these tips could be used for personal improvements, but also for professional improvements; in particular, for growing or refining successful leadership traits.  Some that stood out to me were . . .
Give up control
Good leaders are leading themselves, their families and others all the time.  This does not mean they are controlling everyone all the time.  Benevolent leaders put others interests ahead of their own interests. When they fail to do this they ask for forgiveness and seek to reconcile any relationships they have damaged.  Good leaders don’t try to control, they encourage, help and set others up for success.
Give up on blame
Blame will never lead to a resolution, as blaming someone else is an excuse and a waste of time.  Good leaders look for ways to move from issues to options. They provide clarity on the facts and a recommendation to move forward together towards something better.  Anytime you can blame a problem, you are missing the opportunity to owning the solution.
Give up resistance to change
In my previous article on Change Management, I discussed that change is an inevitable occurrence, and successful ownership and management of it can make or break companies and leaders.
Give up self-defeating self-talk
One of the hardest things to do is to overcome yourself. Character (not competence) is the iceberg that sinks many a leader. When you are a child, your parents tell you “you can do anything.” Contrast that with the “no you can’t” mantra that resonates in many organizations.  Self-doubt happens to all of us and it is important to fight the urge to allow passivity or discouragement to set in.
What other similarities do you see with some of these goals for being happier in the workplace and in life?   Will creating a personal leadership culture in your company cultivate happiness among your employees?

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According to Marshall– June 2012 Edition

Welcome to the June issue of According to Marshall…

June marks the midpoint of the year. Summer is upon us and the thought, “Where has the year gone?” begins to pop into your head. As you look at the goals you set at the beginning of the year, this is a great time to re-assess and re-dedicate yourself to achieving and exceeding them.

If you’re a new subscriber I’d like to welcome you to my monthly email update. The purpose of this message is to share just a quick summary of some of the topics that I think are relevant to your personal and professional success.

If there are particular subjects that you would like to receive more information on from me, reach out and let me know. I also welcome any relevant information that you have produced or found that I can share with my readers.

If you have trouble reading this or seeing graphics click here for the online version.

3 Leadership Lessons From Queen Elizabeth II

The past few days in London have marked the Diamond Jubilee celebrating the 60th year of the reign of Queen Elizabeth II. It’s been a pomp and circumstance extravaganza, and the members of the Royal Family have all had parts to play.

One thing the Windsors appear to understand better than anyone is that appearances matter for people in leadership roles – ceremonial or otherwise. This point was brilliantly summarized in a New York Times article over the weekend called The Outfits That Say “The Queen.” The piece opens with a line that the Queen is reported to have said in private: “I have to be seen to be believed.”

It’s a sneakily smart observation because it goes beyond what you would typically think of when you hear that someone or some thing has to be seen to be believed. The idea usually means that something is so over the top that you literally have to see it to believe it. In the case of Queen Elizabeth, I think it tells us that she. . .

Click here to read the full story. . .

5 Ways to Think Like an Entrepreneur in Your Career

By Doreen Bloch

Starting and running a new business isn’t for everyone—but regardless of your career, there’s something to be said for the “entrepreneurial spirit.”

A little entrepreneurial zeal can give you a distinct advantage in your professional life, whether or not you think you’d ever strike out on our own. So how do you train your corporate mind to think more like a business owner? Try these five easy ways.

1. Get Passionate

Entrepreneurs tend to be immensely passionate about their work—and in the long-term, this is the key to career success and fulfillment in any field. So, if you’re spending most of the day dreaming about how you’d rather be doing something else, think about how you might be able to “pivot” your career. (Need help deciding if you’re on the right track? Answer these 15 questions to know for sure.)

Look for ways you can take what you have and put it to better use doing something else. Could you translate your position to another industry? Transition to another department in your company where your experience could be put to use? If you’re not passionate about what you’re doing, don’t feel stuck. Instead, think about how you can apply your skills elsewhere.

2. Be Bothered by Inefficiency

Do you find you or your colleagues sitting around waiting for responses in order to move forward or entrenched in certain work processes that are too slow? Entrepreneurs don’t have a high tolerance for inefficiency—and because they don’t have corporate red tape to cut through. . .

Click here to read the full story. . .

Get Ready to Fail

By Scott Edinger

You will fail. It’s inevitable, so you might as well begin preparing for it now. The failure may be small, like, say, making a mistake on a client engagement. Or it may be quite grand, like losing a job you valued. How you handle that failure can raise or lower the risks of failing again — and shape your legacy as a leader.

Some people handle these setbacks well. Others not so well. In my work, I’ve observed several common themes among those leaders who tend to cope particularly effectively with the inescapable.

Acknowledge the failure and put it in perspective. You can’t begin to bounce back from a mistake if you don’t admit you’ve made it. As obvious as it sounds, it’s clearly not always easy to do. Research shows that owning up to their mistakes is the key factor separating those who handle failure well from those who don’t. Those who were derailed persevered and didn’t talk to others about it. They made little attempt to rectify the consequences. Those who weren’t derailed did the opposite: They admitted their mistakes, accepted responsibility, and then took steps to fix the problem. And afterwards, they proceeded to. . .

Click here to read the full story. . .

How to Leverage Your Best Contacts

By Tom Searcy

Networking is not about collecting phone numbers; it’s about doing business. Here’s how to nurture contacts into relationships.

I know two different rock-star business owners who have the types of access you and I would kill for. In their databases are the personal contact information for C-suite executives of the biggest companies, government agencies and influence peddlers in their respective industries.

Yet, these two are like the beauty queens stuck at home on Saturday night–they seem unable to translate those contacts into new business.

What should they be doing and what can you learn?

1. Influence can’t be delegated.

The first mistake that I see made by these power connectors is that they try to delegate contacts into their organization too quickly. When a contact is made at a very senior level, the connector should maintain and develop the relationship herself.

If you are the connector, you can bring an entourage to later meetings and discussions, but you have to be there–and you need to. . .

Click here to read the full story. . .

Improve Your Mental Toughness in 2 Minutes

By Barry Moltz

It is no surprise that it takes stamina and mental toughness to be successful in small business. The truly challenging part is achieving this level over an extended period of time. Dr. Jason Selk, a performance specialist and author of Executive Toughness, believes that “The way a person chooses to think will really control the way they behave.” Having the right mental focus will lead to more successful business outcomes in the long term.

In my interview with Selk, he describes how to train for this mental toughness on your way to becoming a peak business performer.

1. Focus on solutions. Selk insists that within 60 seconds of when top-performing people are faced with adversity, they replace the negative thinking with solution-focused thoughts. He points to scientific research that shows people who have “Relentless Solution Focus” (RSF) are “proven to live longer, be happier, and to be significantly more successful.” If you fail, cheer the darkness for a minute. Have a pity party if you want, but then focus on the solution. Fortunately, Selk believes that everybody can be retrained to focus on. . .

Click here to read the full story. . .

Thank you for taking the time to read our newsletter. See you in July.

I also invite you to forward this to a friend.

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According to Marshall– May 2012 Edition

Welcome to the May issue of According to Marshall…

This months issue is in tribute to my dad, who passed away last week at the age of 97. He was a simple man who was blessed with 3 loving kids–my 2 sisters and me, 6 grandchildren and 7 great grandchildren.

At his celebration of life, we talked about his love for family and friends, his appreciation for every new day and his great sense of humor. So in memory and honor of my dad, we’ve injected a bit of humor! With love to you, dad, from Marshall.

In this edition you’re getting a funny video that contains a bit of humor (in honor of my dad) tossed in with some job hunting tips, strategies for nurturing relationships at work, and networking tips.

If you’re a new subscriber I’d like to welcome you to my monthly email update. The purpose of this message is to share just a quick summary of some of the topics that I think are relevant to your personal and professional success.

If there are particular subjects that you would like to receive more information on from me, reach out and let me know. I also welcome any relevant information that you have produced or found that I can share with my readers.

Funny Job Hunting Tips

This amusing video has some real career search ideas with a few laughs along the way.

Want a promotion? Make friends at work.

“If you’re not reaching out to make and nurture friendships at work, you’re probably hurting your career.

By Katherine Reynolds Lewis

FORTUNE – Are you too busy to stop by your colleague’s office to chat or go to lunch? Or are you someone who keeps work relationships strictly business? Be warned: If you’re not reaching out to make and nurture friendships at work, you’re probably hurting your career.

Recent research finds that people who initiate office friendships, pick up slack for their co-workers, and organize workplace social activities are 40% more likely to get a promotion in the subsequent two years. “How much you give at work directly affects how much you get at work,” says Shawn Achor, author of, The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work.”

Click here to read the full story. . .

Why You Don’t Need Charisma to Have Presence

By Kristi Hedges

“Whether you call it leadership presence or executive presence, it’s a term that’s being discussed widely at companies. One recruiting professional I know said presence is the second-most-sought-after characteristic on his evaluation scorecard for candidates. It’s a business “it” factor, equally powerful whether you’re a CEO, a company employee or a small-business owner. In fact, companies are routinely hiring experts to cultivate presence in their executives, wrote Joann Lublin of The Wall Street Journal.

But what exactly is it? And how on earth does one get it?”

Click here to read the full story. . .

8 Handy Sites for Finding Networking Events

By Ritika Trikha

“When career experts talk about job searching, the term “networking” is guaranteed to make an appearance in the conversation. Experts love to drill this into your head: The more you put yourself out there, the better chance you’ll have of connecting with the right person who can help advance your career.

Meeting new professionals gives you the chance to talk about where you’ve been and where you want to go in your career, plus it affords you the chance to learn about. . .”

Click here to read the full story. . .

Tips from Guy Kawasaki for using Google+ to share your passions

By Jesse Stanchak

“Google+ is often misunderstood, Guy Kawasaki said during a recent webinar with SmartBrief. People sign up for it and expect it to be like Facebook, full of friends and family. And when it turns out that Google+ isn’t full of people they already know, they get discouraged and wander off. But the very thing that turns some people off of Google+ is what makes it so worthwhile for people who know how to use it correctly.

Facebook is like a very big party, where you know everyone already. But Google+ is a smaller, more intimate party filled with people you don’t know yet — but who have interesting things to say on a variety of topics. If Facebook is for friends and family, Twitter is for sharing thoughts and opinions and LinkedIn is for self-promotion — then Google+ is for. . .”

Click here to read the full story. . .

Clear Expectations

By Marshall Brown

Ask the Coach

“Q: I have recently been promoted and will be managing a staff. I would like to develop some clear expectations for them. Any tips would be appreciated.”

A: Too often, managers seem to lead through mental telepathy. Rather than set and communicate clear expectations—the milestones against which we test our progress—they assume their employees know what to do and how to do it. What results is hesitation, indecision and uncertainty. Healthy teamwork, initiative and productivity go out the window.

Properly setting expectations for employees or team members is a critical dimension in quality workplaces, according to a study of managers undertaken in the 1990s by The Gallup Organization. Below are some tips on setting clear expectations that will set standards for excellence and results.

1. Start with a vision of what you want the end result to look like. Not just what you want done, but the results you want to achieve when the project is completed.

Click to hear the full story. . .

Thank you for taking the time to read our newsletter. See you in June.

I also invite you to forward this to a friend.

Click here to sign-up for our newsletter.

© Copyright – Marshall Brown & Associates 2012 – all rights reserved

Guest Post: Five Common Interviewing Mistakes to Avoid

by David S. Martin, Managing Partner, Sterling Martin Associates

As Executive Search Consultants, we have a unique perspective on the interviewing process. In today’s extremely competitive job market, it is more important than ever to avoid obvious gaffes in your interview, mistakes that are sure to knock you out of contention. Here are five easily-correctable errors I have observed that caused candidates to be disqualified.

A weak opening statement

Frequently, at the start of the interview, the interviewer may ask you to “take a couple of minutes to introduce yourself and indicate why you are interested in the position.” Your opening statement is a great opportunity to “knock it out of the park” and set the tone for the rest of the interview. So don’t just recite your resume experience; the interviewers have already reviewed that. Yes, you can provide a brief overall summary, but the real question (not usually explicitly asked) is “why are you here talking with us today?” They are not looking for someone who is simply interested in applying for a job. They are looking for someone who really knows the organization and is excited about its mission. Take the opportunity to demonstrate how your experience can help the organization achieve its goals and objectives. Also, notice the time frame specified.  The interviewer said “a couple of minutes,” so don’t carry on longer than that. Be succinct and to-the-point.

Here are some things to think about before your interview:

•          What makes you stand out among candidates?

•          Have you done your homework? Interviewers like to see that you have, and

there is no excuse not to be well informed about the organization in the Internet


•          How can your experience help solve the challenges of the job?

•          Can you relate your experience to the requirements of the position description?

Be convincing in your opening statement, and it will help set the tone for a good interview.

Not Answering the Question Asked/Giving Rambling Responses

I hear this all the time from clients: “They didn’t answer my questions!”  If they ask about your management style, don’t carry on for five minutes about strategic partnerships before finally mentioning something about management. Stay focused and listen carefully to the question asked. Think of your initial response to a question as being a “headline” or sound bite – crisp and to-the-point; then be prepared to back it up with more detail and specific examples. You might say, “The short answer to your question is, my management style is flexible according to the situation and is also very participative…and I’d like to expand on that briefly with an example if that is OK”. Boom! You answered their question, then provided additional depth and a specific example as back-up.

Not providing specific examples or anecdotes

A good interviewer will often ask a question and then ask you provide specific examples of how you have done that in the past. This is known as a “behavioral vs. theoretical” approach. It is easy to say what you would do in the future, but can you provide specific examples of how you have done this in the past? When interviewees provide specific examples, the interview team often takes note and then mentions it in their feedback after the interview. Of course, you cannot anticipate every question, but you can anticipate many of them. Review the position description; what questions might arise from that? Where have you accomplished in your career that relates to those things? Be prepared with examples for interview questions relating to: leadership, management style, relating to clients/members, ability to generate new sources of revenue and budgeting/financial matters. These areas are typical interview topics.

Poor eye contact/body language

If you are interviewing with a search committee or interview panel, don’t forget to make eye contact with each panel member during your responses. Look at the questioner (not your notes) when they are asking you a question. During your response, be sure to make eye contact with each member of the interview team, not just the person who asked the question. Start your response by looking at the questioner, then, as you continue with your response, look around the table at every person there. I have seen situations where the candidate makes eye contact with only two members of a three-person panel and never has eye contact with the third interviewer. This is awkward, and that person likely feels that you do not think they are important in the hiring decision.

Hand shake: Have an appropriately firm hand shake — not too limp and lifeless, but not hand-crushing either! Of course, wearing clean, pressed, appropriate business attire goes without saying.

Showing up late or too early for the interview

Showing up late seems like a basic no-no right? It’s amazing how often it happens. Of course there can be challenges with traffic, public transportation, etc. If you show up late, it will not only be frowned upon by the interview team, but you are likely to be flustered and more nervous at the start of your interview.

On the other hand, don’t arrive too early for the interview – five to ten minutes early is probably appropriate, but showing up 30 minutes in advance (unless you have been asked to arrive early to fill out paperwork) makes you look desperate.

So here is the solution: Arrive at the location (i.e. their building) early. Find a parking space. Check to see if you have to sign in with security so you are not delayed by that. Then find a nearby coffee shop where you can relax and review your notes before the meeting. Or sit in the building’s lobby or in your car. Read your notes; rehearse your opening statement; or check emails on your Smartphone. Then walk into the interview cool, calm and relaxed.

Bonus Pointer:

Don’t prepare “overly creative” materials for follow-up interviews

It is not unusual to be asked to prepare a presentation, such as a PowerPoint, for a follow-up interview. While it is fine to be somewhat creative, don’t go overboard. Doing something outlandish can backfire in a big way and cause you to be disqualified.  A small dose of creativity or humor goes a long way, but don’t be excessive and “shoot yourself in the foot.” Just be certain to answer the questions they have asked you to address.

Also, you may have a list of questions when you start the interview, many of which are answered during the conversation. Don’t finish empty-handed. Try to have one or two original, but relevant, thought-provoking questions in your “back pocket.” Then you won’t find yourself in the position of saying “All of my questions have been answered” at the end of the interview; that may fall a little flat.

David Martin, a 22-year veteran of the executive search field, is Managing Partner of Sterling Martin Associates, an executive search firm headquartered in Washington, DC which he founded in 2006. For more information visit

Marshall Brown: Career Coaching & Leadership Development Video

I have created a new video that speaks to my passion for what I do and how I work with people. Please take a look and leave a comment:

Guest Post: Maximize Your Job Search Efforts

by Bill Barnett

Massive outreach to a strong professional network is the best way to find new job opportunities. It’s also a good way to test your personal strategy. You’ll talk with tens — maybe hundreds — of people.

It sounds easy. Once you have the contacts, one big blast should do the trick, right? No way. Unmanaged outreach is the path to missed opportunities. Using your professional network in a carefully planned and thoughtful way yields better results.

Take a strategic approach. Make different kinds of contacts when the time is right, in the right sequence. Don’t try to do everything at once. Don’t let everything just happen when it does. Here are five steps to make your outreach productive:

1. Get started. A mental block may keep you from writing an email or picking up the phone. You may be uncomfortable asking for help. Or you may wait for perfect preparation before meeting people. If that’s you, you may be surprised to find that a month’s gone by, and little’s happened.

Everything will take longer than you might first assume. Busy people will have to fit this into their schedules. You must follow through on the intention of contacting people, and the way to begin is to go ahead and contact the first one or two or three. Get started.

2. Start with people you know best. It’s natural to begin with close friends and colleagues. They’re the foundation of your professional network. They’re the easiest to meet. Talking to close acquaintances also makes sense from a learning perspective. At the outset, you’ll be testing your personal value proposition (PVP) — getting reactions to your target jobs, how well you fit, and perhaps what else to consider. You’ll need open, exploratory conversations with people who know something about you. They’ll have a basis for making suggestions, possibly ideas you hadn’t considered. They may suggest others to call.

3. Cast a wider net. As your plan develops, you’ll have more conviction about your direction. That’s when to see people you don’t know well and people you’re meeting for the first time. You’ll still hope to get reactions to your strategy, but you’ll mostly be asking about opportunities.

This is the time to consider social networking. As COO Frederick who was looking for a new job said, “I can post something on Facebook or LinkedIn and tell 300 people something has changed in my life. I was very careful about that. I wasn’t ready at first. I wanted to get my ducks in a row. I didn’t want 20 people calling and saying they have a great offer for me. I had to do this, this, and this first.”

Before he broadcast his new job search, he wanted to resolve any issues related to his leaving his employer, to think through his new plan, and to develop his new PVP. If he’d gone out too soon, he’d have used up these weaker contacts before he was ready to ask for the specific kind of help he wanted. He might not get their attention again.

4. Determine whether to begin with higher priority or lower priority employers. Because a job search is difficult, people sometimes hope to do as little as possible but still find the perfect new job. They begin with the possibilities they think they’d like most. That’s not always the right answer, and it’s certainly foolish to do that to avoid the need for a big job search.

There is an advantage to approaching your top priorities first: You’ll have more time for possibilities to develop at those institutions. But if you plan early meetings with lower priority employers — those that might not be on your ideal job list — those meetings can help you hone your PVP and interviewing skills. As a result, you may do better in the interviews at the higher priorities. And you may be surprised if some lower priorities look appealing.

5. Sequence follow-up meetings. Ideally, you’ll have two or more job opportunities to consider. You’ll be able to compare them and determine which one is best. You won’t have to decide whether to say “yes” to an acceptable bird in the hand when a bird in the bush looks more attractive. As Frederick said, “It’s very hard if you have an offer. Are you going to give up an offer with X dollars in hope another one shows up in January? The offer I got the first week of October retracts on November 1.”

You may have no choice, but you’d like to avoid this dilemma. Truly massive outreach helps by giving you the best chance to surface multiple possibilities. In some recruiting situations, you may be able to influence timing. Some employers are so busy that they may not notice if you’re slowing things down (for example, suggesting a follow-up meeting two weeks away). Or you might try to speed up another situation or at least learn where they are. Rank the possibilities that emerge and, if you can, try to time them so that you don’t have to make a decision before you’re ready.

Sequencing and timing matters in reaching out to your network and as you follow up on concrete possibilities. Are there other actions you’ve taken to manage timing in your job search?


Personal Branding from William Arruda

Effective personal branding requires that you know yourself. Brands are based in authenticity. In this video for Personal Branding TV, William Arruda shares with you some questions you can ask yourself so you unearth your personal brand.

Do You Know Your Leadership Style?

Every manager has a leadership style. Just ask the staff. Great bosses understand they need to adapt their style to fit the situation.

This video lesson will help you understand the variety of leadership styles a manager can use and how they can adapt those styles in response to specific situations.

According to Marshall–December 2011 Edition

Welcome to the December issue of According to Marshall…

The purpose of this message is to share just a quick summary of some of the topics that I think are relevant to your personal and professional success.

I want to take this opportunity to express my gratitude for your readership and your feedback over the course of this year. I wish you good health, happiness and  success in 2012. Please do not hesitate to contact me if I can support your success in any way in the New Year.

If you have trouble reading this or seeing graphics click here for the online version.

Lessons in Leadership from Andy Bernard of ‘The Office’

By Julie Rains

“Underdogs inspire us. That’s the lesson Robert California, the fictional owner of the fictional paper vendor Dunder Mifflin, teaches us when he promotes Andy Bernard to branch manager of the Scranton sales office (aka The Office). Despite his Ivy League credentials, Andy is an unlikely choice to replace the departing Michael Scott. Watching Andy navigate his new accountabilities in the episode entitled “The Incentive” prompted me to consider how a less-than-perfect leader can inspire people.”

Click here to read the full story. . .

Best Gifts for Employees

By Helen Zhang

“During the holidays, giving the perfect gift is always a challenge. With tons of friends and family members on your shopping list, it’s easy for employees to get left behind. And let’s face it, it’s easy to dole out generic and thoughtless knick-knacks to your staff.

This year, take advantage of the holiday season to show genuine employee appreciation. We’ve talked about how important this is to your office morale, productivity and, ultimately, your bottom line. So why not use this time to show your employees how much you care? Here are 10 easy gifts, from affordable to high-end, for every type of employee.”

Click here to read the full story. . .

10 Innovative Ways to Reward Your Employees

By Kentin Waits

We often think that rewarding employees means big bonuses, which can affect the bottom line. But recognition for a job well-done can come in all shapes and sizes.

Small tokens of appreciation given at the right moment not only provide well-deserved acknowledgement—they can keep your employees motivated. Let’s explore the art of saying “thank you” in new and innovative ways.

Click here to read the full story. . .

Companies Hiring in Large Volume

By John Smith

“December often becomes a transition month for job seekers. As the busy holiday season approaches, calendars get filled with parties. Relatives come into town for a visit. Children have a few weeks off from school and need to be entertained. Plus, there’s probably shopping to be done.

In addition to this jam-packed schedule, many job seekers believe the myth that employers aren’t hiring new workers until next year. As a result, some job seekers decide to take a step back from sending out résumés and attending networking events and instead focus on how they will revise and improve their job search in 2012. You should always be thinking about how to tweak your job search, but don’t put everything on hold until next year. Employers aren’t.”

Click here to read the full story. . .

Focus on Others to Keep Social-Network Posts Professional

By Michael Crom

Question: I work at a large financial company.

I have always maintained very professional behavior at work, and I believe this has led to respect from my co-workers. But like many of young professionals I enjoy social networking and I have built my profile on these sites. I recently started receiving requests from some of my younger co-workers, clients, and even higher-level professionals to add them as Facebook friends. Since I really want to maintain my professional image moving forward, I need some tips on how I can keep my profile on these sites as professional as possible.”

Click here to read the full story. . .

I also invite you to forward this to a friend.


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