C-suite executives can often feel alone and ill-equipped
when it comes to managing their careers. As a Chief X Officer, who can they
trust? Who can help guide them through the myriad challenges in managing
high-profile career transitions? Who can assist them in leveraging the
intricacies of social media while effectively managing digital identities? Who
can help them build the right game plans for managing the next chapter of their
careers? C-level executives no longer need to go it alone: They can turn to the
experts at C-Suite Career Catalysts for support in handling all facets of
career management, job search, and positioning.
Combining the executive-coaching talents of five
industry-leading professionals, C-Suite Career Catalysts is a portal for
C-level and rising senior-level executives across all industry sectors (from
CEOs, CFOs, and CIOs to COOs, CMOs/CSOs, and CXOs). Executives will gain access
to expertise unique to their world from a professional who understands their
situation, knows the challenges they face, and who will work individually with
them to build a plan so that they are
fully in control. From crafting customized documents for executives
(resumes, bios, LinkedIn profiles, one-page executive summaries, cover letters,
addenda) to strategizing game plans, facilitating recruiter contacts, and
providing executive coaching, the C-Suite Career Catalysts deliver the optimal
solutions a C-level executive must have to catapult to the top of their game.
The brainchild of CEO coach Deb Dib, the C-Suite site coalesces
the talents of Dib and four other C-suite experts: Kim Batson (CIO coach),
Cindy Kraft (CFO coach), Beverly Harvey (COO coach), and Jan Melnik (CMO
coach). Each coach also works with CXOs. C-level and rising executives are
invited to contact the coach in their specific area of expertise to discuss
confidentially their unique situation and explore appropriate career management
options.
These C-suite experts agree that “C-level executives must be
ready the next time a valued contact presents an interesting opportunity or
they are contacted by a headhunter or a board of directors about a high-stakes
interview.” They add that executives must feel confident that their career
documents, database of contacts, and digital identity are all in order if their
current engagement were to suddenly cease or if their position were eliminated.
“Better yet, savvy executives proactively plan for the next move in their
career. If they’re not preparing today, they’ll be scrambling tomorrow… and
that’s not their style.”
The C-Suite Career Catalysts are committed to creating value
and building client loyalty that extends well past the first service
engagement. They strive to create long-term partnerships with their clients.
Their mission is to support, empower, and celebrate each client’s unique
success story. They can be contacted individually through www.C-SuiteCareerCatalysts.com.
– Jan Melnik, M.A., MRW, CCM, CPRW, President, Absolute Advantage
In a recent survey of C-suite and senior-level executives by C-Suite Career Catalysts, respondents were asked a wide range of queries related to their experiences in job search.
The methods of job search deemed most effective by C-suite and senior-level executives alike are, of no surprise, networking (between 51-58% of job seekers at this level) and leveraging former relationships (34-53% of those responding). Fourteen percent of senior-level candidates found use of recruiters and using LinkedIn to be equally effective, while just 7% of C-suite execs ranked LinkedIn as very effective. Interestingly, when compared with their senior-exec counterparts, 11% of C-suite executives found working with recruiters to be very effective as a job-search method; 14% of senior-level executives considered working with recruiters to be among their top three most-effective strategies. One revealing finding: more than 52% of C-suite executives found that making direct contact via phone was either “very effective” or “effective” in securing their next gig: 47% of senior-level execs considered this method in the same light.
What isn’t working for candidates at this level in job search? Nearly 95% of C-suite executives describe use of Facebook and Twitter to be ineffective in their job searches. Sixty percent describe mail campaigns to be ineffective as well. Among senior-level executives, 90% of them think Facebook is not going to produce the desired results. The number drops to 85% among this group finding Twitter to be ineffective, while 67% find mail campaigns do not work well.
Other methods of job search given some credit by C-suite executives include nearly 24% finding use of such $100K websites as Execunet, Bluesteps, Ladders, and to produce results (”very effective” or “effective”); this compares with no senior-level execs experiencing results this strong (50% find it “not effective” and 50% would state only “somewhat effective”).
For more strategies in recruitment and job search at the executive level, please visit other highlights of survey at C-SuiteCareerCatalysts.com.
– Jan Melnik, M.A., MRW, CCM, CPRW, President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
It was bound to happen. Those of us with kids of a certain age (teens, young adults, Gen-Yers/Millennials, and even tweens) already know that if we want them to hear us and receive our message, we need to IM or text it. Send them an email? It might join hundreds or thousands of unread emails in their overflowing digital in-boxes… Leave them a voicemail? Forget it. It will sit unheard for days on end… For effective communications other than face-to-face, it’s down to the immediacy of an IM or text message via our smartphones.
Of no surprise, then, is the carryover to the corporate world. According to the December 2011 issue of Human Resource Executive, in a survey conducted of 1,400 Chief Information Officers of nationwide companies, “extinction may soon be the calling for the once-revolutionary mode of communication” (email). Wow! I remember some 25 years ago (no laughing allowed) sitting in my office at Digital Equipment Corporation and using DEC’s internal email system to communicate with my colleagues. That was the same era in which there were real secretaries that answered the telephone–and recorded my messages on pink slips of carbonless paper.
Real-time technologies in the form of IMing tools and text messaging certainly allow for immediacy. But they’re less than ideal — by far — for communicating detail. Time will tell how technology adapts to the needs of the workplace, being influenced by the newest generation of workers, while still enabling productivity and clarity.
– Jan Melnik, M.A., MRW, CCM, CPRW, President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
Employment trends among the Millennials (Gen-Yers) include increased likelihood to pursue relocation than other age groups as well as a likelihood to view free agency and a portable portfolio of skills and abilities as a very acceptable form of career-building (this according to the October 2, 2011, issue of Human Resource Executive). In other words, 20- and early 30-somethings aren’t as enamored of the 30-year career in the ivory tower as their parents and grandparents may have been. Watch for these upstart movers and shakers to pave new paths to career management success in the decade ahead. This demographic will have exponential career opportunity a decade or two from now–when the Baby Boomers *finally* decide to retire from the workforce! In fact, there will be huge shortages in many disciplines as the numbers of workers entering or in the workforce will be significantly fewer than the number of those exiting.
– Jan Melnik, M.A., MRW, CCM, CPRW, President Absolute Advantage
Be inspired. It’s your career. It’s your life.
The October 2, 2011, issue of Human Resource Executive includes an Outlook 2012 section with projected trends in human capital and staffing challenges. Teresa Carroll, Senior VP and Global Practice Lead for Kelly Outsourcing and Consulting Group, stated that “62% of global executives report that they expect to see a growing proportion of free agents in their workforces over the next 10 years (five times as many as those who expect to see a growing proportion of traditional full-time staff). Forty-four percent of U.S. workers currently fit the free-agent category, with only 11 percent due to economic necessity. Even after employment conditions stabilize, it is expected that roughly one-third of the U.S. workforce–and 20% to 30% of the global workforce–will be free agents.
“These free agents tend to be highly skilled and well educated–with more than one-third holding master’s degrees or higher. Compared to traditional employees, more free agents have technical or professional skill sets–reflected in the fact that the fastest global growth in free agency is now in knowledge-worker roles, where skill shortages are most acute.” Interestingly, Carroll notes that the “average American free agent is 50 years old and satisfied with his or her work/life balance, annual earnings, and opportunities to acquire new skills. Seventy-five percent of them choose the free-agent work style because they value the freedom and flexibility it provides. These free agents will play a critical role in the talent supply chain of the future.”
Does this trend cause you to consider your own value (and portfolio of skills) in a slightly more portable way?
– Jan Melnik, M.A., MRW, CCM, CPRW, President, Absolute Advantage
Be inspired, It’s your career. It’s your life.
Job seekers still rank networking as the #1 way by which to find their next gig — but Internet job boards took a jump up in prominence. According to the Sept. 2, 2011, issue of Human Resource Executive, in 2010, 41% of new career opportunities were secured through traditional networking. An amazing 25% of new positions were secured through the Internet job boards. Right Management in Philadelphia conducted the survey with 59,133 respondents (a statistically large pool to validate these findings).
My bottom-line suggestion? Leave no stone unturned in your job-seeking efforts. This means using all forms of networking (including LinkedIn, including Facebook, and - yes - even including Twitter, plus old-fashioned, pick-up-the-phone, get-out-there-and-meet networking)… use alumni and trade journal contacts… do check out opportunities on the job-search boards (but always go direct to the company after you find an opportunity on line)… and keep up efforts on all fronts. Persevere. Be tenacious. It’s how you’ll get it done.
Jan Melnik, M.A., MRW, CCM, CPRW - President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
Don’t forget to say “thank you.” It matters more than you may think - especially in job search.
According to a brief in the June 2, 2011, issue of Human Resource Executive, “More than one in five (22%) of 2,878 hiring managers surveyed say they are less likely to hire a candidate if he or she fails to send a thank-you note after an interview.” (Data source: CareerBuilder.com, Chicago)
Mom was right. Courtesy does make a difference and can have a tremendous impact on the entire hiring cycle. Furthermore, a thank-you note that goes beyond simply expressing appreciation for the interview can be a very powerful tool in your career-search arsenal. Use it to amplify key points, reiterate positioning you might have felt you were weak on, bolster responses to queries you faltered on, and generally reinforce the strong fit and value-add you can deliver! It’s one of the very best means by which you can solidify your candidacy.
Ideally, send your thank-you (email, most frequently, because it allows you to convey far more than the requisite thanks that a typical note would just barely accommodate) same day if at all possible or next morning at the latest. Absolutely customize the content to the experience - and send everyone on the interviewing team a different message. Do this for subsequent interviews as well! More times than I can count, clients have shared with me this made the difference in the hiring decision, tipping the scales in their direction.
– Jan Melnik, M.A., MRW, CCM, CPRW, President, Absolute Advantage
I’ve been on hiatus from my blog (not my clients, not my private practice, and certainly not my family)… simply because “something had to give.” This past spring I was in the final push to complete my master’s degree and write my culminating project.
I can happily report that after three-and-one-half years of diligent, rigorous effort, I earned my Master of Arts degree (Humanities) from Wesleyan University on May 22… summa cum laude. When researching graduate school programs, I knew I wanted to study at a respected institution with a solid liberal arts foundation. With two undergraduate degrees in business, I wanted to complement my own foundation with advanced studies in a different discipline.
Ranked #12 nationwide by US News & World Reports/National Liberal Arts Colleges, Wesleyan is considered a baby ivy (part of the “little three,” along with Williams and Amherst). The fact that I could pursue my graduate degree with acclaimed faculty on a gorgeous brick-and-mortar campus just 15 minutes from my home was especially appealing. Sign me up! It wasn’t exactly that easy, of course. I needed to secure letters of recommendation from previous professors and write several lengthy essays in order to matriculate (the writing part, for me, was fun!). Of course, there was the small matter of about $20K in tuition and several thousand more in books (not a blink when you consider my three sons were all undergraduates themselves at private universities at the time). But I was intent on going.
What an experience! For any adult professional who has been away from the classroom for more than a decade or two and who has possibly postponed or even abandoned the idea of graduate school (or perhaps returning to school to complete an undergraduate degree), I heartily recommend it. The chance to revitalize critical thinking skills from the perspective of academia is a real rush. This is particularly the case when in a classroom (physical, in my case, or virtual, as is the case with many universities and colleges nationwide) surrounded by peers that range in age from 22 to 82 (seriously: in one of my grad school classes, a woman older than me wheeled her elderly mother to class for every meeting. Why? This feisty octogenarian had a passion for learning that simply wouldn’t quit, even though her mobility had ceased). Beyond incredible opportunities for learning (a chance to revisit some of the great authors of the previous two millennia, from Dickens to Steinbeck — if you haven’t read Grapes of Wrath since high school, as I had not, I urge you to take another look!), the rigor of a structured academic program, hundreds of pages of required reading each week, and the demands of producing new material (written, photographic, artistic) on an ongoing basis forced a discipline that is invigorating. Networking with fellow students — and creating valued friendships that will endure for a lifetime — was an added plus. (The opportunity to attract and work with new clients, from fellow students to my professors, was a big bonus for my private practice!)
All said, I’d do this again in a heartbeat. In fact, I’ve begun preliminary research into a doctoral program. But I’ve promised my husband to hold off a few years — at least till our youngest graduates from Brandeis — before I spend any more big bucks on my education. In the meantime, I’ve doubled-up efforts to complete my first novel and am aggressively pursuing opportunities as an adjunct professor (a long-time goal of mine: to teach in a formal college program). The winter should bring some lovely opportunities.
Meanwhile, I urge each of you (whoever is reading this blog) to consider your long-time dreams, those shelved ideas, the idled wishes you’ve never quite given the proper focus. Now’s the time. A million cliches apply: It’s never too late. Carpe diem (with thanks to my first of now three alma maters, Bay Path College). Make the day yours!
– Jan Melnik, M.A., MRW, CCM, CPRW — President, Absolute Advantage
I’m delighted to announce that I have been re-credentialed as a Master Resume Writer - one of just 28 MRWs in the world. I also hold the distinction of having been the second person globally to have earned this credential back in 2004. MRWs must submit to a rigorous re-credentialing process every two years to maintain this distinction, which is considered the industry’s gold standard in career document excellence!
According to ExecuNet, their benchmark Executive Job Creation Index (EJCI) held positive for an eleventh consecutive month in November as executive recruiters reported employers are encouraged by improving economic indicators and plan to create more management jobs over the next six months.
The number of employers expected to add executive jobs during that time topped those planning to eliminate or postpone filling top roles by 21 points, a 12-point gain from October 2010 and a signal that more companies will recruit executive talent to rebuild their management teams and realize their 2011 strategic growth objectives.”
“ExecuNet has seen a 30 percent gain in private executive job postings…and they continue to see high-tech and healthcare companies doing some of the most aggressive executive hiring.”
“In November 2010, 61 percent of executive recruiters were confident or very confidence that the prospects for new management hiring activity will be positive” and continue upward over the next six months. That’s good news for C-suite executives — and those aspiring for opportunities within the top tiers of organizations!
Full link to article: http://bit.ly/f25Y9W
– Jan Melnik, MRW, CCM, CPRW; President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
Credit: Career Management Alliance E-Bridge, Kathy Bitschenauer
Even though “googling” oneself (using Google as a verb) is passe and being so-called blacklisted with other expressions from 2010 that are being eliminated from the lexicon (along with just sayin’ … my bad … bring it … starting every sentence with “So” … just do it …), I *do* highly recommend you Google yourself pretty regularly to see what your digital identity is saying - especially to those who might be vetting you as a candidate!
So just do it 
Jan Melnik, MRW, CCM, CPRW - President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
1-1-11… Anyone remember Three Dog Night’s “One Is the Loneliest Number?”, Harry Nilsson’s song they made famous in 1969? Well, in 2011, the number one certainly will not be lonely. Whether it’s today - January 1 - or on January 11 - or on November 1 or November 11 - “one” will have lots of company! As should you if you’re engaged in an active job search or even thinking of exploring the possibilities as a New Year’s Resolution.
What are the easiest ways not to be alone? Of course, social networking should be your first go-to strategy; ensure your LinkedIn profile is up-to-date and that you take advantage of the space there to communicate your unique value proposition - use the summary, specialties, and career history. Maximize your outreach, connecting with as many people as possible.
If you’re on Facebook, use this forum for more casual connections with people you know and want to know. Ensure your posts reflect the ‘you’ others would want to refer!
Consider (strongly) tweeting - establish a Twitter account and have something to say! Offer information, volunteer contacts, and feel free to ask others about connections they may have.
Explore job-leads clubs and other in-person networking activities in your professional industry and in your neighborhood and surrounding communities. Be active, be visible, be known.
Take advantage of the turn in the calendar to rejuvenate a sluggish search or start a new job search: Put in place an aggressive plan to make things happen!
Jan Melnik, MRW, CCM, CPRW - President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
It may seem counterintuitive to put your foot on the job-search accelerator between Thanksgiving and New Year’s, but this is exactly the advice I’ve been delivering to clients and job-seekers who attend my workshops for the past few months–*and* for the past decade or more!
A recent News Tribune article, courtesy of CareerManagementAlliance.com, captures some of the key points I recommend:
* It’s a mistake to lose your momentum by taking a break.
* Because so many job-seekers *think* it’s a poor time to hunt, you’ll be competing with far fewer candidates.
* Employers are still at work, and in the quieter time before the holiday, it may be more convenient, and they may have more time to speak with a job seeker.
* A number of organizations will want to be making new hires come the first of the year… you will already be in play, on their radar.
* Many offices limit the time staff can take off, making it a good time to call on an employer.
* Offer to invite the employer/decision maker to coffee for a warm meeting.
* Send holiday notes to thank people who have helped with your professional life this year.
* Send a holiday greeting to establish a warm connection with someone you don’t know…it may just open the door you need.
* Make holiday parties a time to build relationships with people who may be valuable in your network.
* Connect with family, the often forgotten connections in a job search. They have jobs and may know companies in the community that may be on the move or in a transition, and need your talent to fit a particular spot.
* Set regular business hours for your job search, and build in time for fun, to keep your life balanced.
* If you are unemployed for the first time in years, take a little extra time to enjoy family and festivities while devoting those regular hours to job search.
* If you have decided to take a few weeks off from the search entirely at the end of the year, put in place a plan that will allow you to jump out of the gates the first of the year. Then relax.
* Remember that the job search is temporary–a blip in the scheme of things–that will eventually end with a good result. Remain positive!
– Jan Melnik, MRW, CCM, CPRW, President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
The Feds reported that the jobless rate increased to 9.8% in November, the highest since April, as the latest data showed employers hiring at a slower pace and the number of long-term unemployed staying about constant. Some speculated that the November numbers didn’t reflect all of the holiday hiring that had been anticipated. Many economists had predicted the addition of nearly 150,000 jobs in November. But the report showed an addition of just 39,000, a sharp decline from the 172,000 jobs created in October. Retailers, factories, construction companies, financial firms, and the government all cut jobs during November.
There were 15.1 million people unemployed in November. Of those, 6.3 million fell in the long-term unemployed category (out of work for 27 weeks or more). Adding those unemployed people to others who are working part-time or underemployed in full-time jobs as well as those who have given up looking for work yields 17% of the labor force in the general category of underemployed (same stat as October).
Another factor reported: There was a record 1.3 million “discouraged” workers in November. These are people not currently looking for work because they believe there are no jobs available to them.
Source: http://fxn.ws/gfmaCS, courtesy CareerManagementAlliance.com “E-Bridge”
– Jan Melnik, MRW, CCM, CPRW, President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
I work with a number of senior-level executives, mid-tier managers, and rank-and-file folks at manufacturers around the country, so this article in the November issue of CFO magazine caught my eye… see what you think of the following stats:
* Between 2000 and 2008, the U.S. global market share of manufactured goods fell from 19% to 14%, while China’s increased from 7% to 17%. During that same period, the value of U.S. manufactured exports increased by 60%.
* The percentage of Americans who said they would encourage their children to pursue a career in manufacturing was 30%.
* U.S. exports exceed U.S. imports in textiles/fabrics (and - not surprisingly - *not* in computers/electronics, chemicals, or paper).
* When asked to evaluate U.S. manufacturing competitiveness on 21 attributes, a majority of Americans said the U.S. is at a disadvantage in 7, all of which had these in common:
- pay scales/union influence
- government/tax policies
- reliability/durability/reputation
- high commodity/shipping/logistics costs
* When asked whether they were more likely to buy a product labeled “Made in America,” 61% of Americans said yes; this is up 2% in 2010 over 2009.
* In 2009, the median weekly earnings for a manufacturing-sector union member were $800. The median for nonunion workers was $762.
Many economists as well as on-the-street folks alike believe that one of the key ways back from the economic abyss is for Americans to “make something.” Most baby boomers today can cite at least one family member in their parents’ generation who worked for a company that “made something.” Whether its in alternative energy, healthcare, education, or some yet-undiscovered field, we must put our brain trust to work in this country finding short- and long-term solutions to economic independence and viable entrepreneurialism. And our government must simultaneously support such initiatives and ‘get out of the way’ where its intervention is clearly not needed. And, likewise, government must not put mandates that will break the backs of the typical entrepreneur or start-up company. Carpe diem!
– Jan Melnik, MRW, CCM, CPRW - President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
Despite the daunting figures from a recent survey, recruiters insist they try to carefully review most, if not all, of the resumes they receive. What’s the main thing that draws a recruiter’s attention? Proof that they can do the job! (And, for those who work with me and/or attend my programs/talks, you know this means the predictors-of-success you embed in your profile *and* the CAR stories that fill your accomplishment-oriented resume!)
A recent survey of human resources managers by CareerBuilder.com revealed that almost half of them typically review up to 25 applications per job, while spending just 30 to 60 seconds looking over each one. Yet some recruiters contend the number of applications they get is dramatically higher with hundreds of candidates vying for each position. Despite the daunting figures, recruiters insist they try to carefully review most, if not all, of the resumes they receive. Sourcing candidates is a high priority and companies don’t want to overlook a qualified applicant, they say.
What catches the eye of a recruiter varies from position to position, but they’re primarily looking for candidates with a proven track record, says David Anderson, HR manager at Irvine, California-based Vision Solutions Inc. “Candidates must show quantifiable results. ‘How?’ is the answer we want to get to,” says Anderson, who adds that he receives at least 100 resumes for every open position.
Technology tools can help ease the process of reviewing scores of resumes. Brenda Rigney, director of talent acquisition at Aritzia, has set up her Outlook inbox to filter and sort resumes. She receives 100 to 200 applications for each associate-level position for Aritzia, a women’s retail fashion brand based in Vancouver, British Columbia.
Anderson says job descriptions should be specific but not overdone. “A lengthy list of requirements can discourage even qualified applicants and extend the application process,” he says.
“Before we even think about sourcing candidates, we sit down with the hiring manager to fill out a detailed job requisition form,” Rigney says. The form requests such information as why the role is needed, desired competencies, and potential future career paths for the successful candidate.
While cover letters may seem unnecessary, recruiters say they still offer relevant insight into the candidate. “Cover letters provide introductions and context,” Accenture’s Campagnino says, adding that he likes a short note demonstrating the candidate’s interest in Accenture.
Once a resume attracts his interest, Mike Spaulding, a corporate recruiter, says he vets candidates online. He checks their Twitter streams and blogs; Rigney looks at candidates’ Tumblr sites, a popular way to post creative portfolios. “Candidates have more opportunities than just their resumes to get in front of recruiters,” Spaulding says.
Source: http://tinyurl.com/37nf2lu and Career Management Alliance weekly digest
– Jan Melnik, MRW, CCM, CPRW - President, Absolute Advantage
Be inspired. It’s your career. It’s your life.
On Wednesday, Nov. 3, I’ll be presenting a highly
interactive workshop at the Schmoozers’ Job Network for today’s job seekers right here in Connecticut. This free event will be held in Kessler Hall at Beth El Temple, 2626 Albany Avenue, West Hartford, and begins with registration, networking, and schmoozing — plus complimentary coffee — at 8 a.m. The program will start promptly at 9 a.m. Please enter through the double-glass door entrance.
In addition to strategies for working with recruiters, I’ll also share the most effective techniques for leveraging the power of the Internet, social media, and networking in a job search. These best-in-class strategies are designed to help job seekers open doors and focus on two key elements: presenting your distinctive brand and differentiating attributes in the “CAR” stories that appear on your resume and using expert strategies for networking, interviewing, and securing critical job connections.
Through its Jewish Employment Transition Services, the Jewish Family Services presents this free workshop to all members of the community searching for work. For reservations or additional information, contact Lynn Preminger, program manager, at jets@jfshartford.org or call 860-236-127, ext. 37; the program facilitator is Judy Rosenthal. For further details, visit http://tinyurl.com/3xzdcpu
–Jan Melnik, MRW, CCM, CPRW… President, Absolute Advantage
“Be Inspired. It’s your career. It’s your life.”
“If you want a job and you’re not LinkedIn, you’re nowhere.” This according to an article in the March 25, 2010, issue of Fortune magazine. What else about social media and networking has changed staying connected and job search? Consider the following stats, gleaned from colleague Jay Block (www.jayblock.com) and www.socialnomics.com:
♦50% of the world’s population is under 30 years old and 86% have joined a social network
♦Facebook just hit 500 million; and added 200 million people in less than a year
♦60 million status updates are made on Facebook every day
♦If Facebook were a country, it would be the 3rd largest country on the planet; third only to India and China
♦The fastest growing segment on Facebook are women age 55-65
♦Social media has overtaken pornography as the #1 activity on the web
♦It took radio 38 years to reach 50 million users; TV 13 years; the Internet 4 years, and iPods 3 years; iPod application downloads hit 1 billion in nine months
♦A 2010 US Department of Education study stunningly revealed that online students out-performed those receiving a traditional face-to-face education?
♦Generation Y and Z consider email passé?
♦Ashton Kutcher and Britney Spears have more Twitter followers than the entire populations of Sweden, Norway, Switzerland, Panama, Israel, and Ireland?
♦YouTube is the second largest search engine in the world?
♦While you read this article, more than 200 hours of video will be uploaded to YouTube?
♦“Wiki” is a Hawaiian term that means “quick” and that Wikipedia has over 15 million articles where experts agree that they are as accurate as those of the Encyclopedia Britannica? (and 78% of the articles are NOT in English).
♦There are over 200 MILLION blogs; and growing?
♦78% of consumers trust peer recommendations whereas only 14% trust advertisements? In fact, up to 90% of the people who watch television skip ads via TiVo/DVR.
♦Last Christmas, Kindle eBooks outsold paper books?
♦24 of the largest 25 newspapers are experiencing record declines in circulation and most people are getting the news delivered to them via their Smartphones and computers? (for someone who loves her print newspapers, this makes me sad)
♦80% of companies use social media for recruitment; 95% of which use LinkedIn
What are the implications to job seekers today? Reread the last statistic above: If you aren’t getting in touch and staying connected, it’s truly at your own peril. Networking has been the #1 means by which people find their next jobs - to an overwhelming extent - for more than 25 years. What *has* changed is the *way* people network and stay in touch. I’ll share tips about what should (and shouldn’t) go into your LinkedIn profile in a future article. Meanwhile, Google yourself and check out what others are seeing.
–Jan Melnik, MRW, CCM, CPRW… President, Absolute Advantage
“Be Inspired. It’s your career. It’s your life.”
U.S. salary increase budgets are remaining historically low, but projections for 2011 show a modest increase, according to The Conference Board annual salary increase budgets survey report, released July 13, 2010. For the second straight year, the median salary increase budget in 2010 is 2.5 percent. Projections for 2011 show a modest increase to 3 percent.
The largest year-over-year projected increases are in the diversified services industry-with a projected 2011 median salary increase budget is 0.5 to 3 percentage points higher than the actual 2010 budget-and in the diversified financial services industry-with a projected 2011 median salary increase budget is 0.5 or 0.63 percentage point higher than the actual 2010 budget. Among other sectors:
* The transportation industry is expected to have the lowest median salary increase budget for 2011-2.25 percent for exempt employees and executives.
* The insurance industry also is below the 3 percent median overall forecast increase for non-exempt salaried, exempt, and executives.
* The banking sector reported the lowest projected 2011 increase for non-exempt, hourly employees.
Pay for performance continues to be the common approach for the allocation of salary increase budgets as companies remain focused on high-performing employees and growth businesses.
Source: http://bit.ly/cn1V6a - as appeared in Career Management Alliance newsletter.
– Jan Melnik, MRW, CCM, CPRW, President, Absolute Advantage
Good news for those interested in the ’state of manufacturing’ in the United States (that ought to be about everyone because of the trickle-up, trickle-down, and sideways effects on nearly all of us): According to David Huether, chief economist at the National Association of Manufacturers, “there is a misconception that the United States no longer makes anything.” Yet the U.S. remains the largest manufacturing economy in the world by a healthy margin. As recently as 2008, the U.S. accounted for more than a fifth (21%) of global manufacturing output, far ahead of the next two leading manufacturing economies (Japan, 13%, and China, 12%).
Another misconception is that the decline in manufacturing jobs has only taken place in the United States, when, in fact, is has been a global phenomenon, as increases in productivity have reduced employment needs in many nations (think: Best Practices, Lean, Six Sigma, Kaizen). Over the past 15 years, manufacturing jobs in China, South Korea, the UK, Japan, Germany, France, and Italy have also declined.
Finally, there is a belief that most of the job losses have been due to rising imports and a deteriorating trade deficit. That is not the case. Over the past 20 years, manufacturing employment has fallen by 6.1 million. Two-thirds of this decline took place in two recessionary periods (2001-02 and 2008-09), when there were deep declines in manufacturing production and imports generally fell due to the U.S. recession.
Okay, so that’s looking back. What about the forecast for the future? In terms of production employment, it is expected that employment gains in coming years will be specifically supported by exports (between 2003 and 2008, manufacturing employment supported by export grew by 446,000 jobs).
The most promising sectors of growth in the U.S. manufacturing industry:
The global economy, led by the developing economies, appears to be rebounding at a faster pace. As a result, manufacturers with a global portfolio are seeing activity pick up now. In general, this would include sectors such as:
* textiles
* primary metals
* machinery
* computer and electronics
* transportation products
In these areas, over a third of domestic production is supported by exports of manufactured products abroad. More details at: http://bit.ly/aGaYax.
Article extracted from the eBridge, newsletter of Career Management Alliance.
– Jan Melnik, MRW, CCM, CPRW, President, Absolute Advantage