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Industry News

Lockton Add Khan as Sr. VP to Lead Software Development

Lockton Companies announces Hugh Khan has been named senior vice president for software development. A key addition to Lockton’s growing technology business, he will support the company’s intrapreneurial digital startup, Mylo, and its Affinity operation, which serves associations, groups and franchisors.

 

If you love your job, don’t read this.

We wouldn’t want to tempt you with our great  new job opportunities 

Monday
Apr302012

No More Angling for the Best Seat; More Meetings Are Stand-Up Jobs 

By Rachel Emma Silverman

Atomic Object, a Grand Rapids, Mich., software-development firm, holds company meetings first thing in the morning.

Employees follow strict rules: Attendance is mandatory, nonwork chitchat is kept to a minimum and, above all, everyone has to stand up.

Stand-up meetings are part of a fast-moving tech culture in which sitting has become synonymous with sloth. The object is to eliminate long-winded confabs where participants pontificate or tune out. Francesca Donner has details on Lunch Break.

Stand-up meetings are part of a fast-moving tech culture in which sitting has become synonymous with sloth. The object is to eliminate long-winded confabs where participants pontificate, play Angry Birds on their cellphones or tune out.

Atomic Object even frowns upon tables during meetings. “They make it too easy to lean or rest laptops,” explains Michael Marsiglia, vice president. At the end of the meetings, which rarely last more than five minutes, employees typically do a quick stretch and then “go on with their day,” he says.

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Friday
Apr272012

Job Seekers, Beware! 7 Mistakes to Dodge at All Costs

Are you in the process of searching for a new job but can’t seem to get the callbacks you want? It may be that you’re making some common yet avoidable mistakes along the way. Don’t continue your job searching without being sure. Take a look at the following seven job-seeking mistakes that you should dodge at all costs:

1. The Aimless Search

If you’re sending out resumes without knowing what your ideal job is, you’re wasting your valuable time. So before shipping off another application, be sure to sit down and define what type of job you’re looking for. This way, you’ll have a more focused search and can create a goal-oriented resume to match.

2. Bad Interviewing Habits

Do you have bad interviewing habits? In other words, do you assume you’re on a first-name basis with interviewers? Or do you slouch in your seat? If so, be sure to learn about appropriate body language and ways to address interviews so that you can always come across as a confident candidate with plenty to offer.

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Wednesday
Apr252012

Why Informational Interviews Are More Important Than Cover Letters

By Frances Bridges

The first blog post I wrote was about my biggest wastes of time while I was unemployed. Number three was, “Don’t write a million cover letters.”Conversely, the best use of my time was reaching out to contacts to set up informational interviews.

According to the UCLA career center an informational interview is, “a highly focused information gathering session with a networking contact designed to help you choose or refine your career path by giving you an ‘insider’ point of view.”

I used informational interviews to build relationships more than career shop. I used them to understand the community in my industry and create the opportunity for myself to make memorable impressions on people.

Conducting informational interviews eventually led to the writing gigs I have today-not writing cover letters. Here are four reasons why informational interviews are more valuable than cover letters.

 

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Tuesday
Apr242012

‘Should I Quit My Job?’ – 11 Critical Questions to Ask Yourself

By Yun Siang Long

 

“Should I quit my job?” has been playing in your mind far too often lately, hasn’t it?

It takes courage to quit especially when you aren’t even sure what you really want.

Most of us have been there. The signs maybe pointing to you having to quit your job but you just aren’t sure.

What are some of the criteria you should put on your list when you are considering to quit your job?

1. The Two Year Rule

When you ask, “Should I quit my job?” my first question back to you would be, “Have you served at least two years in this current company?” My two year rule is based on the rationale it takes at least 24 months before you can get into the system of a company before you start to really impress and make a solid contribution.

For the first six months you are likely to get on board, the next six, figure out the people, process, systems, and then you have the next 12 months to start making solid contributions. If you have at least served that long, it’s fair to ask “Should I quit my job?” and consider quitting when there is a trigger for that thought.

2. Exception to the Two Year Rule

Of course there are exceptions to this two year rule, for example, you know deep inside you just made the wrong choice of company. Work is totally different from what you had expected. My personal experience? Jumping from an advertising agency to a software company! I did not even ask anyone else “Should I quit my job?”

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Thursday
Apr192012

What's The American Dream To You?  

    A recent disturbing story on Fox News still has me shaking in my boots. 

     An economics professor at Valencia College in Orlando, Jack Chambless, was interviewed about an assignment he gave his 3 classes of 180 sophomores:  Write a 10-minute essay on what the American dream means to you, and specifically what you want the government to do to help you achieve that dream. 

     Their essays are mind-blowing.   10% said government should leave them alone to regulate their own lives.  80%+ said they expected government to: 

     (1)      pay their tuition
     (2)      give them the down payment on a house
     (3)      give them a job
     (4)      give them free health care
     (5)      tax the wealthy so they would have an opportunity for a better life. 

     A snippet from one essay read: “As human beings, we are not really responsible for our own acts, and so we need government to control those who don’t care about others.” 

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Wednesday
Apr182012

Don’t Be a LinkedIn ‘Ignoridiot!’ (15 Ways Around It)

I just got back from a presentation where I asked audience members to raise their hands to show if they were LinkedIn… and as usual, several people simply sat that question out… and avoided eye contact with me.

As a follow-up, I then queried the group as to who had made their profiles robust and updated them recently. A large number of hands came down at that point. After the program was over, several people came up to me and said they had a profile up but it wasn’t something of which they were particularly proud, but they knew other LinkedIn users were looking at them, based on the stats.

My message?

WAKE UP! Don’t be a LinkedIn “Ignoridiot!”

Folks resisting technology and plugging their heads into the proverbial ostrich hole and other people who just post up the minimal content are completely MISSING THE BOAT.

Looking for a job? Many companies are ONLY using LinkedIn to post employment opportunities, preferring the “six degrees of separation” aspect of how candidates might be linked to their company. But only people who are already LinkedIn users can apply, which means you are shut out of that process completely.

Not looking for a job? Many recruiters are prowling LinkedIn looking for industry talent. Don’t you want to have your door open to these offers?

The point is that if you aren’t on there, they cannot find you.

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Monday
Apr162012

Leverage Your Added Value as a “Job Hopper”

I was recently coaching a job seeker who was lamenting the fact that she has had multiple job changes over a course of five years. She attempted to minimize attention to this fact by combining positions on her résumé, not revealing that she had recently ended one job and begun another. She attempted to direct the employer’s attention to what she labeled “Summary of Qualifications”, although nowhere on the résumé did she answer the question, “Qualifications for what?”

Her situation was not unique. In fact, the norm is for people to change jobs as many as nine times during their career: many by choice; others by circumstance. Companies merge, restructure, are acquired or shut their doors, and talented, hard working employees loose their jobs. A shaky economy results in fewer direct hires and companies turn to employment agencies to fill vacant positions with short-term, contract professionals.

My client realized this, yet she felt somewhat ashamed of her many job changes. When she was successful with her résumé disguise and landed an interview, she quickly turned things around by responding to the hiring manager’s innocent inquiry about her job changes with a defensive stance, stating a version of, “It’s not me, it’s the economy.”

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Wednesday
Apr112012

Would You Hire Meryl Streep?

By Ronald Katz

 

Would you hire Meryl Streep?

She’s 62, you know. And sure, she’s been nominated for 17 Academy Awards, but prior to winning this year for her brilliant portrayal of Margaret Thatcher in “The Iron Lady” she had a pretty questionable track record. Only two awards out of 16 opportunities. That’s barely better than a 10% success rate. And did I mention that she’s 62? She has been making movies since 1977. Half the time she doesn’t even get nominated!

She once went five years without a nomination back in the 1990s. It has been two years since her last movie came out. I think she might be losing her edge. Unemployed for two years … do you really want to take a chance on her? Maybe the times are passing her by? Maybe she can’t keep up with younger actresses? What if she can’t adapt to all the new technologies? What if she’s uncomfortable working with directors who are younger than she is? That could be a problem. And you know she was unemployed before she got this part. Can’t we find a currently employed actress for our next film?

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Tuesday
Apr102012

Conducting Your Own Background Check

Today’s employers, especially large corporations, put a lot of money into hiring and training. They want to do everything legally possible to make wise hiring decisions and be sure the person is reliable.

Some do so to avoid future liability. A trucking business, for example, could be found negligent if it hired a driver with multiple citations for drunken driving and he or she later got into an accident with the company truck while intoxicated.

In some industries, such as childcare, home health care and others, the law requires background examinations. While ordinarily only adult criminal records are checked, juvenile records are opened for prospective childcare workers.

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Wednesday
Apr042012

Why Your Hiring Process Is Fatally Flawed

By Jeff Haden

 

When you’re hiring a new employee, focusing on evaluating the “total candidate” is the last thing you should do.

Literally.

Think about your hiring process. You work hard to find and select the right candidate. Not only do you evaluate skills and experience, you ask a lot of questions to determine if the candidate possesses qualities like attention to detail, interpersonal skills, leadership ability, problem-solving skills, etc.

Your process is exhaustive and, well, exhausting.

Still, while many of the people you hire turn out to be good employees, sadly few of them turn out to be what you really need: great employees.

Why? You took the job description approach to hiring.

Think about most job descriptions. They list a wide variety of qualifications the employee should possess. Typically, attributes like “self motivated,” “able to work with minimal supervision,” “able to prioritize and handle multiple tasks,” and “able to work well alone or as a member of a team,” are included.

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