Shifting your EVP Strategy to Improve New Talent Attraction

Shifting your EVP Strategy to Improve New Talent Attraction If youve ever wondered where a replacement hip or knee comes from or even your hospital bed and other medical devices your clinician may need to treat, it may well have come from medical devices company Stryker. But dont worry, were not about to get all medical on you, weve been speaking to Tennille Folk, who is the Director of Talent Attraction at Stryker. Have a listen to the episode below, keep reading for a summary and be sure to subscribe to the  Employer Branding Podcast. Listen on  Apple Podcasts,  Spotify,  Stitcher  or  Soundcloud. In this episode you’ll learn: How they are competing with the big tech giants to get engineering talent Why their campus relation status is important for talent attraction What The People, The Culture, The Work and The Growth means Why they love its EVP and dont have a tagline That growth and flexibility are key to the employees You can connect with Tennille here.

Eliminating Its Not My Job Attitudes at Your Workplace - Personal Branding Blog - Stand Out In Your Career

Eliminating “It’s Not My Job Attitudes” at Your Workplace - Personal Branding Blog - Stand Out In Your Career The more client work I do the more creative I have to get. I find my clients’ continue to offer me unique opportunities to stretch my comfort zone as I try to stretch theirs’. It’s become a wonderful symbiotic relationship. Last week I was confronted with a situation where a client was challenged with a number of employees, who questioned whether requests made of them by co-workers, and superiors, fell within their job descriptions. Instead of pulling out the job descriptions and analyzing if the claims were appropriate (which is a losing proposition and does nothing to improve employee motivation and morale even if job descriptions include the catchall phrase of “all other duties as assigned”), I decided to take an alternative approach. I realized that if an attitude like this exists in an organization, whether it be one person or multiple, it is an organizational culture issue, not an individual employee issue.  It must be addressed in that vein. At my suggestion my client agreed to make this part of our regular cultural development program. Here is what we did. I facilitated a discussion around the difference between an employees’ “job” and an employees’ “role.” It was a very interesting discussion. First I asked each employee to define each, their “job,” and their “role,” separately. We then went around the room with each person sharing their answers.   Each person’s take on it was both interesting and unique. Yet, no one gave an answer that was going to transform the work environment. Here’s the simple answer and why it is important: In every organization everyone’s “job” is the same. Whether you are the CEO responsible for the entire organization’s performance or the receptionist at the front desk answering the phone and greeting customers, the “job” is the same. That “job” is the company’s ultimate outcome or purpose. To explain what I mean I use the metaphor of a professional sports team. In sports, the ultimate outcome or purpose is to win the championship. So, everyone’s “job” is to contribute to the team’s effort to win the championship. Yet, everyone on the team has a different “role” to fill in making that happen and herein is the nuance in eliminating an “it’s not my job” attitude. If everyone on the team’s “job” is to contribute to winning the championship, then anything they are asked to do is their job, regardless of how their unique “role” is defined. That’s why you get athlete’s playing out of position, when asked by their coach. The coach is only going to ask that athlete to play out of position if they feel they can contribute to winning. If it were not going to benefit the team and contribute to the “job” of winning the championship, they wouldn’t be asked to do it. The same holds true in business. When everyone in the company understands the ultimate outcome or purpose, everyone’s “job” is to contribute to it by applying their unique talent and skill in their “role.” And, when the time comes they may be asked to contribute to that ultimate outcome or purpose in ways that others believe may be helpful based on their skills and talents that may be technically outside their role as described, but it is their “job” to do it. Thus eliminating the “it’s not my job” attitude. And, for those “devil’s advocates,” the “job” always supersedes the “role.” If you’d like help in making this transition, which also raises the bar in commitment and motivation all around, sign up below for a free strategy session. Author: Skip Weisman, The Leadership Workplace Communication Expert, works with small business owners to help them lead their employees from drama defensiveness to ownership initiative. During a 20-year career in professional baseball management, Skip served as CEO for five different franchises. That experience gave Skip tremendous insight and skill for build high-performing teams in the workplace. Skip’s new small business coaching program, based on leadership during the American Revolution, is called Revolutionary Leadership.   For a limited time Skip is offering complimentary Revolutionary Leadership Strategy Sessions, which are private, 1:1 consultations with small business owners and chief executives. To learn more and request your strategy session visit www.LeadershipCommunicationExpert.com/freestrategysession .

Your Senior Year Is Approaching. Are You Ready

Your Senior Year Is Approaching. Are You Ready Use Your Career Center There are few events in life that mark a massive transition to the next phase as senior year of college and the subsequent graduation. Trust me, it is going to go much faster than you think. The last months of senior year seem to be the point where everyone is extremely excited just to be done with their undergraduate degrees, but few seem to actually consider what they are doing after everything is finished. As for me, I felt extremely unprepared for what was to come. By April, I wished that I had done a lot more. Luckily I have a job now, but it took nearly a year to land. Id like to share some tips with you fortunate students who still have one year left to make some good things happen. Sure, the academic coursework can take up quite a bit of time, but youll be thankful knowing that you took some extra steps to make yourself even more excited to take the stage. Please note that this article is mostly geared to undergraduate students who are planning on seeking their first job after graduation, and not so much for those of you planning on graduate school. In either case, however, hopefully you will pick up on some valuable tips. Take it from someone who learned his lesson the rather difficult way. Use Your Career Center While a certain percentage of students at each college use the career center on their campus, I get the feeling that not enough do. I went to mine a few times and was surprised how much they can actually offer you. From a resume tutorial, to a connection base of various local jobs and internships and even practice interviews, you can get a good head start. If you think most of these services are unnecessary and can be performed on your own, think again. You will not be ready for your first interview when the opportunity comes if you do not prepare in some way, and you can not prepare on your own. Start Your Job Search Early How early? At least a couple of months before you walk the stage would be a good starting point. If you think youll get a job immediately on graduation, you may want to think a bit more realistically. Does that mean that it cant happen at all? Absolutely not. But with the difficulty of todays job market, you need to look at the bigger picture. Start getting those cover letters out soon, and dont be afraid to tell prospective employers that you havent gotten your degree just yet, but are in the process. A lot of jobs, (especially in the finance and accounting world) actually take a couple of months between the hiring and the first day. Establish a Good Relationship With Your Professors Even though a lot of professors deal with a bug student body at the university level, that doesnt mean that you cant stick out to them. Apart from doing well in their class, also make a point to go to their office hours more, either for help or for career advice. If they see that you are really serious about your academic and post-graduation goals, you never know what they can do for you and who they know on the outside. I have several friends who got their first jobs through networking with their professors. It works if you put the extra time in. Be Patient So, while there are so many reasons to be excited about graduation, youre also going to feel very stressed. That is okay â€" it keeps you in line with what has to happen. What you cant do is get frustrated, since more often than not, it is going to lead to counter-productivity. Just realize that post-graduation life can be a big (or hopefully small) period of uncertainly. You know that you have a lot of skills and knowledge to bring to someone looking for it, but staying positive is key. Realize that youre not going to be unemployed forever; that something is going to come along eventually. Persistence and motivation is key. Keep all of these factors in mind, and youll have even more reasons to celebrate your graduation.

Florida - Education, Business, and More! Florida Is Where Its At!

Florida - Education, Business, and More! Florida Is Where Its At! This is a sponsored post written by me on behalf of Enterprise Florida for IZEA. All opinions are 100% mine. Florida Where it’s at! Florida The Sunshine State is home to more beaches and coastline than any other continental state.   Most people think of Florida as a vacation spot; really it should be spotlighted for innovation and forward thinking.   Florida businesses have invested a lot of time and effort to create partnerships to build a thriving manufacturing hub. Florida Business In recent years, Florida has staged a tech takeover.   The state is home to more than 30,200 tech companies with nearly 312,000 employees!   Florida identified a need for a high-tech workforce, and filled that need with their pipeline of universities.    Florida Talent?   Yea, they have that.   They have created partnerships between universities and in-state businesses allowing graduates to obtain careers right out of college.   Some of these partnerships include GE Wind Energy in Pensacola and UWF College of Engineering; SAFT in Jacksonville and UNF College of Engineering.   These talent pipelines allow Florida’s tech workforce to remain one of the strongest in the country.   As a result, unemployment rates in Florida are 3.6%, compared to the national average of 4.1% as of October 2017. Florida Innovation Florida is home to many high tech industries, as it should be.   I mean, hello Kennedy Space Center! Florida is home to companies such as Blue Origin (want to experience space travel, you should really check them out!), EA Tiburon video game development (seriously who wouldn’t want to get paid to design and play video games), and BRIDG Manufacturing innovation (want to help build a better, more connected world? Yeah they do that!).   The tech industry spans the range, and any business looking for a thriving business climate with high tech employees who embrace new levels of technology would be remiss to not consider Florida.

The Ubiquitous Access to Information and a Generational Rift - Career Pivot

The Ubiquitous Access to Information and a Generational Rift - Career Pivot The Ubiquitous Access to Information The youngest of the employees you work with or manage grew up with the ubiquitous access of information. Therefore they did not need to memorize a lot of information. Boy, does this tick us baby boomers off! This creates a generational rift. Many baby boomers think we have to memorize critical details and your younger employees do not. They have ubiquitous access to information and see no need in memorizing anything. This is the third in a series on the multigenerational workplace if you would like to read the entire series click here. Let’s look at the three most common generations in the workplace: Baby Boomers Generation X Generation Y We are going to frame this around how each generation would have answered the following question when they were in high school? What is the capital of Madagascar? Baby Boomers If you are a baby boomer, you might remember fondly that first set of World Book encyclopedias you used. If you were special, you might have owned a set of Encyclopedia Britannica. They probably sat on a shelf in the den or a bedroom. In my case, they were in my brother’s bedroom. Each year, you would receive a yearbook that kept the contents of the set up to date. The average baby boomer would have looked this question up in the encyclopedia. If someone asked you when you were away from home, you had to wait until you got home to make your discovery. However, you knew where to find the information. Would you remember this piece of trivia? Probably! Listen to the most recent episode When I launched my career in the late 1970s at IBM my office was filled with computer manuals. The only thing I really needed to know was which manual probably contained the information I needed. Once I found the answer, I would make a note in my trusty notebook or make a mental note, i.e. memorize it. Our method for finding something we did not know was to look it up in a book or a manual. We did not haveubiquitous access to information. Generation X Generation X was the first generation that had access to online materials. In the early 1990s came the rise of the CD-ROM. Encyclopedias started to go online. There was no Wikipedia just yet, but it was not far behind. This was a very transformational time where information was not at your fingertips…but it was getting there. A Generation X-er would have still looked this question up in some form of an encyclopedia, which was often to be found online. They still probably had to go home to answer the question because they needed to look it up on the household desktop computer. Would someone from Generation X remember this piece of trivia? Probably! As a technical person in the 1990s, it was not unusual for me to have a stack of CDs which contained documentation and other software. If I did not have my CDs with me, I had to go find them. A Generation X-er’s method for finding something they did not know was to look it up on a CD. Generation Y For Generation Y, there was no need for an encyclopedia. All you needed to do to answer this question is google for the answer. I remember helping my son in 1996 work on a middle school project comparing Bill Clinton and Bob Dole, who was running for President. Everything he needed was available on the Internet. Who needed an encyclopedia? When my son got to college, he was required to purchase a laptop computer. Search became ubiquitous. A Generation Y-er would just search the Google to find the answer isAntananarivo Would someone from Generation Y remember this piece of trivia? Maybe or maybe not! A Generation Y-er would find the information online, but may not learn it! Why should they? This is what pisses off a lot of baby boomers. Why don’t they have to remember it? They can look it up again! In 2014, I was speaking at a conference in Baltimore Maryland. My wife and I had dinner at one of the famous crab cake restaurants on the harbor. The walls of the restaurant were lined with stain glass which had various numbers displayed in the glass. I asked the waiter who was about 25 years of age and he explained that in earlier times in Baltimore every house in Baltimore had their address number displayed in the front door in stained glass. The walls contained stained glass that had survived the Great Baltimore Fire. I asked him when was the Great Baltimore Fire but he could not answer the question. I googled it on my iPhone and it was 1904. He returned 5 minutes later and said it was 1904. The difference is I will remember that fact, he probably will not. Why? He does not need to remember it as he hasubiquitous access to information. Information Revolution I remember working for IBM in 1990. The new computer system I was working on had all of the documentation available on a CD for the first time. IBM at the time was the largest publisher of printed material in the world. The average computer system had 50-100 manuals. As a programmer or administrator, I needed to know about all of these manuals and at least know which manual had the information I needed. All I had to do was stick the CD in the CD-ROM and “search”. The information revolution had begun. Generation Y has grown up with search available. Now it is available anytime and anywhere! Several years ago, I was attending a session being given by the new dean of the University of Texas Medical School. The dean explained they were no longer emphasizing the medical students memorizing a lot of information. The room was filled with baby boomers and there was a noticeable gasp that you could feel. WHAT! He explained that the latest information is readily available at the doctor’s fingertips. Why should they rely on their memory or what happens when things change and the doctor’s memory has obsolete information. Ubiquitous Access of Information We have been driving back and forth between Austin, Texas and Ajijic, Jalisco Mexico in our effort to move abroad. You can read more about this here.We no longer have a map book but we rely on Google Maps to give us turn by turn directions. Is Ms. Google perfect? No, but it does an extremely good job and when we have taken a wrong turn it has recalculated the route. We print out maps beforehand so if the technology fails we are not driving blind. This is second nature to the younger generation. With Generation Z that is currently entering the workplace, this is the only method of acquiring information that they have ever known. How has the ubiquitous access to information affected your workplace? Has this created a generational rift in your organization? Please read the rest of the Multi-Generational Workplace Series. Marc Miller Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights! Check out the Repurpose Your Career Podcast Do You Need Help With ...

Its a Good Year to Look for a Job

It’s a Good Year to Look for a Job Job Hunting in 2018: Optimism is Key and Other Tips from the Front Lines Now is the Time for All Good (Wo)men to Look for a Job! The economy continues to rebound and unemployment rates are slowly dropping, and the future for job seekers seems to be bright. Job development and employment edged up by 103,000 in March, and the unemployment rate was unchanged at 4.1 percent, according to the Labor Department. The momentum is great for job seekers and should come as welcome news to many. Especially since the majority of Americans are dissatisfied with their current position according to a new survey from résumé and portfolio creation platform VisualCV. While more than three out of five of Americans indicated that they are unsatisfied with their jobs, they are extremely optimistic about the prospects of a career change. Does this scenario sound familiar? James Clift, CEO of VisualCV, believes that optimism may very well be the most important asset a candidate can possess when looking to secure a job. He and I recently discussed how Americans really feel about the job market and, more important, ways candidates can get a jump start on the competition. According to the survey, 69 percent of Americans indicated that they are unsatisfied with their job. What would you recommend to these unsatisfied people? The first thing I’d recommend is for them to realize that they’re not alone! It’s a common problem, and a complex one. I recommend people dig deep into the causes of their dissatisfaction before immediately looking for a new job. What are you unsatisfied with? It could be the work you’re doing, the work environment, the hours, your boss, your workload, your paycheck â€" anything. Typically, people who are satisfied with their jobs have achieved three important milestones: autonomy, mastery, and purpose. Use this framework to evaluate what exactly is missing in your position. Once you isolate the problem, you can then begin working on the solution. Take away: Identify the problem(s) that are impacting your job satisfaction. That is helpful, but once someone identifies what is lacking, what can they do about it? Once you know the biggest cause of your dissatisfaction (or what you think is the biggest problem), then start outlining the steps to solve it. Realize that anything is achievable whether it’s a 40 percent pay raise, more flexible working hours, understanding your value, or even a complete career redirection. It’s never too late to get what you want from your job provided you can identify what it is you are missing in the one you have and what you hope to achieve from the next one. Once you’ve identified the problem and set your goals, begin taking small steps towards accomplishing your plan every day. These don’t have to be intimidating changes; they can be as simple as making a point to meet with someone new in your industry every week or sending your resume to a company that interests you. Learning something new that piques your interest can also give you a kickstart when searching for a new career. The best option for this is to enroll in a class or an online course. Some great options are Lynda, Skillshare, and Treehouse. For more complex causes of dissatisfaction, and especially for those you don’t feel equipped to work through on your own, consider seeking support from a reputable career development professional in your area. Take away: Set yourself up for success by addressing the issues that may be holding you back. And when stuck, consider consulting with a career professional. People are optimistic and 96 percent are open to a new job according to your study. How can this improve their chances of finding something new this year? Embrace that optimism but again be sure to prioritize your career goals. Having a plan is key to finding your ideal job so take the time to determine what exactly it is that you want to accomplish this year. I recommend taking a full inventory of your current skills, and a list of potential jobs you are interested in. Find the places where those intersect as a starting point for your career search. Once you have the end goal in mind, start small. An easy first step is to update your résumé and polish up all online profiles. Remember to keep your dream job in mind when doing so, and remember that both your résumé and online brand are living breathing documents that can (and should) be updated frequently. Then set aside some time every day to explore new opportunities. This exploration can be in various forms online job boards, social networks, or in-person events. Take steps to ensure your mind and network are fresh as this is essential when trying to make a change. Attend local events in your area, and keep the conversation going online. Use networks such as LinkedIn to build a robust network of valuable contacts that can help you in your upcoming job search. Remember that the smallest connections can lead to the biggest changes, and try to maximize those small connections. The biggest thing keeping you from making a change is you. Simply taking action is always the best approach. Take away: Prioritize your career goals. Update your résumé and polish online profiles. Set aside time to explore new opportunities. It’s interesting to learn that 65 percent of those surveyed are feeling excited about their career prospects this year. Are there areas of growth that you’ve seen or are anticipating this year? I will default to the Bureau of Labor on this one. The rise in clean energy has resulted in new jobs like wind turbine service technicians, solar panel installers, and others, many of which don’t require a college degree. Anything in Information Technology is also a good bet; software is continuing to gain traction, and people who understand software will be well sought-after in the upcoming years. This doesn’t mean you need to become a software engineer, but it could mean applying skills developed in a more traditional industry to a technology company. For example, instead of working in a traditional wealth management firm, you could work for a robo-advisor such as WealthFront. Take away: Consider how your skills transfer from traditional industries to up-and-coming ones. Join Dana Manciagli’s Job Search Master Class ® now and get the most comprehensive job search system available!

What Not to Put on a Resume

What Not to Put on a ResumeIf you're looking for a way to stand out in a job search, you need to pay attention to what not to put on a resume. A resume should be relevant to the job you're seeking. Even if you know that particular job posting, don't just put your resume together yourself and send it in.Information is everything. When you send out a resume you need to be sure that what you're putting on it is what you really have. Once you know what you have you'll be able to put what you want on the resume without having to go back and retype a lot of it. It will save you a lot of time and make your job hunt easier.This is important because you need to be able to cover all the bases when it comes to your qualifications for the job. Do you have the right education, experience, skills, or other things that would help you get the job? Or do you only have the skills that your present employer is offering?When it comes to your skills, you may not want to include them on your resume. Some employers are going to want to see a higher level of skill than others. There are some jobs that are going to require certain skills and others are going to require skills that you don't necessarily have yet. Make sure that you list all of your skills on your resume.You may also want to include your experience on your resume. This will give the employers a chance to see what you've done before. Since they are going to be looking for someone with some sort of experience in the position that you're applying for, it would be best to include any previous positions that you have held. If you're new to a certain field, it may be better to leave it off.But if you have previous employment, make sure that you leave out the dates of employment. Employers may look at how long you've been employed and determine whether or not you're going to fit the requirements of the job. The same goes for previous positions. You may want to list your job responsibilities on your resume but leave out the date s, just to be safe.If your current employer is going to make you fill out a form, make sure that you write the information down for them. This may be the difference between you getting the job and not getting it. If you can get the information written down, you will be less likely to forget any of the information.Even if you have an idea of what the job is all about, there's no sense in knowing what it is about if you aren't going to apply for the job. This is something that is going to be provided to you in the application. What you want to do is make sure that you do your research and find out what it is that you want out of the job. This way you won't be discouraged by the information that the company gives you.