(4555,8113,'2015-01-18 05:12:49','2015-01-18 05:12:49','Unfortunately, the number of long-term unemployed is growing. Even more regrettable is that employers and recruiters stereotype job seekers who have been out of work for a while.\r\n\r\nSubconsciously, they can’t help but assume that something is wrong with the candidate or that they are not as desirable as other candidates. These are generalities, of course, with plenty of exceptions on all ends of the spectrum.\r\n\r\nHere are two ways to level the playing field and, while also making yourself feel better.\r\n\r\n<strong>1. Change your definition of “ work” and fill in your gap now</strong>\r\n\r\nVolunteering, particularly in a way that is connected to your career goal, can be listed as a type of employment in your résumé. Not under “other activities” or “volunteering” but as a real position. Seek positions where you can volunteer in the main office of a non-profit and consult in your area of expertise. For example: Are you a marketing person who can help promote the next major fund-raiser? Are you a technology expert who can build a website?\r\n\r\nIf you have been volunteering, then change your perception of how valuable that work is and talk about it like a job. Draw out the skills and experiences and learn as much as you can. Join Toastmasters? Earn a professional certification? Anything relevant and professional should be included.\r\n\r\n[caption id=\"attachment_4554\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed.jpg\"><img class=\"size-medium wp-image-4554\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed-300x199.jpg\" alt=\"Long term unemployed\" width=\"300\" height=\"199\" /></a> Long term unemployed[/caption]\r\n\r\n<strong>2. Perform as the long-term employed</strong>\r\n\r\nMaintain your grooming, read about interview success, and prepare to perform! Here’s a secret: Even the employed are blowing it in interviews. Good news is that you are on a level playing field and YOU have the time to prepare to win a job as a result of great interviewing prowess. Some keys:\r\n\r\nMaintain a nice haircut and facial grooming.\r\nHave your nails nicely groomed.\r\nShow good posture.\r\nGive a strong handshake.\r\nCarry a portfolio with paper and pen (to take notes!), copies of your résumé, and a copy of the job description.\r\nPrepare your answers to the most commonly-asked interview questions.\r\nPrepare the questions you will ask them!','2 Recommendations for the Long-term Unemployed','','inherit','open','open','','4540-revision-v1','','','2015-01-18 05:12:49','2015-01-18 05:12:49','',4540,'http://www.danamanciagli.com/4540-revision-v1/',0,'revision','',0),(4556,8113,'2015-01-18 05:21:53','2015-01-18 05:21:53','','Fibbing on Your Resume','','inherit','open','open','','fibbing-on-your-resume','','','2015-01-18 05:22:08','2015-01-18 05:22:08','',4542,'http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume.jpg',0,'attachment','image/jpeg',0),(4557,8113,'2015-01-18 05:23:21','2015-01-18 05:23:21','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume.jpg\"><img class=\"alignnone size-medium wp-image-4556\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume-300x250.jpg\" alt=\"Fibbing on Your Resume\" width=\"300\" height=\"250\" /></a>Lying on or embellishing a résumé occurs in every industry, with candidates from entry level to senior executive. I believe there is an increase in “fibbing” on résumés because the job market is so highly competitive. On average, hiring managers receive 250 applications for every open position.\r\n\r\nIronically, it is now easier for companies to investigate and identify falsehoods and exaggerations due to the abundance of information available via the web and through access to third-party databases.\r\n\r\nLet me be clear: Any misrepresentation can be grounds for repeal of an offer or termination of employment at a later point in time. I am NOT condoning “padding” a résumé.\r\n\r\nHowever, there are ways to design your résumé so it does not readily disclose information up front, such as age and gaps in employment.\r\n\r\n<strong>Age</strong>\r\n\r\nYou only need to show about 10-15 years of work experience on your résumé, depending on how relevant the work was to the position you are applying to. Additionally, you do not need to put the dates of your education degrees.\r\n\r\n<strong>Gaps in employment</strong>\r\n\r\nWhat did you do during the gap time? Were you volunteering, even part time? Then add it as job experience rather than tuck it under “community work.” Did you raise children? Then put “head of household” and highlight the many skills you have that will be relevant to the position you are applying for, such as juggling multiple priorities, organizing projects, managing finances, etc.','Is fibbing on my résumé okay?','','inherit','open','open','','4542-revision-v1','','','2015-01-18 05:23:21','2015-01-18 05:23:21','',4542,'http://www.danamanciagli.com/4542-revision-v1/',0,'revision','',0),(4558,8113,'2015-01-18 05:30:51','2015-01-18 05:30:51','3 tips for changing your career without starting over','3 tips for changing your career without starting over','3 tips for changing your career without starting over','inherit','open','open','','3-tips-for-changing-your-career-without-starting-over','','','2015-01-18 05:31:15','2015-01-18 05:31:15','',4544,'http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg',0,'attachment','image/jpeg',0),(4559,8113,'2015-01-18 05:31:42','2015-01-18 05:31:42','In 2014, the U.S. generated about\r\n\r\n[caption id=\"attachment_4558\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg\"><img class=\"size-medium wp-image-4558\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over-300x198.jpg\" alt=\"3 tips for changing your career without starting over\" width=\"300\" height=\"198\" /></a> 3 tips for changing your career without starting over[/caption]\r\n\r\n2.6 million jobs, an uptick compared to 2.2 million in 2013. However, a new survey from CareerBuilder.com reports that 30 percent of employers now require a college degree for jobs previously held by high school graduates. In other words, if you never got a bachelor’s degree, your options are sparse.\r\n\r\nI spoke with Corrine Gordon, who teaches in Northern Arizona University’s Personalized Learning program. Here are her top three tips for pulling off a mid-life career switch without starting over:\r\n\r\n<strong>1. Find a focus</strong>\r\n\r\nThe first step in changing careers is figuring out what you really want to be doing — what moves you?\r\n\r\nOne way to explore new careers is by requesting informational interviews in professions or businesses that appeal to you. This is a great chance to learn about a new line of work while getting a sense of what someone does every day.\r\n\r\n“Be creative in how you gather information,” Gordon said. “Spend your lunch hour at your cousin’s law firm or connect on LinkedIn and ask an employee at your dream advertising agency to share insights. Get out there and talk to people and you’ll have a better idea of what your focus should be when job searching.”\r\n\r\nGordon also pointed out that industry-specific magazines and blogs can be great resources.\r\n\r\n“If you’re interested in becoming an admissions counselor, try skimming Inside Higher Ed to see some of the challenges facing colleges and universities today,” she said. “Or browse one of the hundreds of IT business blogs to see if you want to get into databases or coding.”\r\n\r\n<strong>2. Make sure you have the right credentials</strong>\r\n\r\nOnce you’ve identified a target job, determine what it will take to get there (generally it\'s stated in the job description, so read those carefully!).\r\n\r\nA college degree will open a lot of doors for you, and keep in mind that it can also help you command a higher salary. A recent Pew Research Center study found that workers with a college degree make $17,500 more per year than those without.\r\n\r\nBut finding the time to get a degree can be challenging. Luckily, online education has evolved to meet the schedule of any student — lectures and coursework are available at the click of a mouse.\r\n\r\nMany online college programs are competency-based, which means students can receive credit for skills and experiences they already have. Each lesson begins with a pre-test and students can test out of a lesson completely if they demonstrate a mastery of the subject.\r\n\r\n“This type of competency-based program often allows students to earn a degree in half the time – for a fraction of the cost,” Gordon says.\r\n\r\n<strong>3. Brush up on your writing skills</strong>\r\n\r\nContrary to popular belief, writing skills are mandatory for almost any job out there. In a job market crazed with emails and tweets, proper grammar has never been more important. If I see a typo on any job application, it’s going directly into the “no” pile.\r\n\r\n“I put a strong emphasis on writing throughout all of my lessons,” Gordon said. “Writing is a critical part of communication and is a business foundation.”\r\n\r\nYou may think you’re a good writer, but writing on the job can be very different from composing personal emails or updating Facebook. Employers want to hire someone who can prepare a strategy document, write a new business email, or serve as a professional voice to clients and customers.\r\n\r\n“Consider courses that can help you improve your writing portfolio,” Gordon said.\r\n\r\nYou can read more of Gordon’s tips at Northern Arizona University’s re:THINK blog.','3 tips for changing your career without starting over','','inherit','open','open','','4544-revision-v1','','','2015-01-18 05:31:42','2015-01-18 05:31:42','',4544,'http://www.danamanciagli.com/4544-revision-v1/',0,'revision','',0),(4560,8113,'2015-01-18 05:35:32','2015-01-18 05:35:32','','How to design office spaces to attract and retain great talent','','inherit','open','open','','how-to-design-office-spaces-to-attract-and-retain-great-talent','','','2015-01-18 05:35:32','2015-01-18 05:35:32','',4546,'http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-design-office-spaces-to-attract-and-retain-great-talent.jpg',0,'attachment','image/jpeg',0),(4561,8113,'2015-01-18 05:36:26','2015-01-18 05:36:26','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-design-office-spaces-to-attract-and-retain-great-talent.jpg\"><img class=\"alignnone size-full wp-image-4560\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-design-office-spaces-to-attract-and-retain-great-talent.jpg\" alt=\"How to design office spaces to attract and retain great talent\" width=\"128\" height=\"85\" /></a>It’s no secret: Beautiful office spaces work wonders when courting new clients or impressing investors. But innovative workspaces play another vital role in corporate ecosystems — attracting talent.\r\n\r\nWhen your favorite candidates for your open positions walk into your workspace, they will immediately judge the environment. And once a candidate is hired, a well-designed office can dramatically improve employee innovation, morale, and even retention.\r\n\r\n“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at IdeaPaint, which helps businesses work more efficiently, effectively and happily through intelligent workplace design.\r\n\r\n“These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from,\" he said.\r\n\r\nSince he’s ingrained in the productive office-space culture, Chaitman walked us through three recommendations to consider when designing effective workspaces:\r\n\r\n1. Create work environment choice\r\n\r\nSay goodbye to your elbow room. According to a 2013 Workplace Survey by design and architectural firm Gensler, the average square foot of space per worker dropped from 225 to 176 square feet between 2010 and 2012, and it’s expected to approach 100 by 2017.\r\n\r\nBut this drop in personal space doesn’t mean that the overall amount of office space is decreasing. Actually, many companies use that reclaimed space to create diverse work environments that employees love, allowing them to have more flexibility in where they work, think, create, and engage with colleagues.\r\n\r\nThat flexibility drives performance and innovation. In fact, companies that grant employees choice grew more and had one-third the turnover versus more traditional organizations.\r\n\r\n2. Give everyone a seat at the table\r\n\r\nGood ideas can come from anyone, from upper management to interns and new hires. Chaitman said offices that maintain open workspaces foster more democratic brainstorming meetings and therefore capitalize on the employee knowledge base.\r\n\r\n“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.\r\n\r\nMore proof: Boston-based energy intelligence company EnerNOC sought to empower its millennial workers — roughly 50 percent of its workforce — by getting them more involved during brainstorming meetings and connecting them with senior management. They found that their younger employees were eager to learn from their managers and develop their own creative voices.\r\n\r\n3. Keep them coming back\r\n\r\nAt the end of the day, work is just that. On average, we spend one-third of our day at work. But that doesn’t have to be a negative Chaitman explained that a well-designed workplace can inspire employees on a daily basis instead of deflating them.\r\n\r\nTake the Quicken Loans corporate headquarters in downtown Detroit. The space features a repurposed bank vault for meetings; a nod to Detroit’s industrial roots through iron artwork, antique equipment, and brick-and-beam architecture; and bright open-office spaces complete with floor-to-ceiling windows and pingpong tables.\r\n\r\n“The result is a workplace employees want to go to on a daily basis,” Chaitman said. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”\r\n\r\nIn your effort to think holistically about how you attract and retain talent, consider investing in your office layout — beyond stocking free soda and coffee in the break room.','How to design office spaces to attract and retain great talent','','inherit','open','open','','4546-revision-v1','','','2015-01-18 05:36:26','2015-01-18 05:36:26','',4546,'http://www.danamanciagli.com/4546-revision-v1/',0,'revision','',0),(4562,8113,'2015-01-18 05:42:32','2015-01-18 05:42:32','','How to do your homework before a job interview','','inherit','open','open','','how-to-do-your-homework-before-a-job-interview','','','2015-01-18 05:42:32','2015-01-18 05:42:32','',4548,'http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview.jpg',0,'attachment','image/jpeg',0),(4563,8113,'2015-01-18 05:43:00','2015-01-18 05:43:00','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview.jpg\"><img class=\"alignnone size-medium wp-image-4562\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview-300x195.jpg\" alt=\"How to do your homework before a job interview\" width=\"300\" height=\"195\" /></a>There is more than one piece of information you need to show the interviewer to prove that you have done your homework. Here are the four key pieces of information to review before your interview:\r\n\r\n1. Dissect the job description\r\n\r\nToo many candidates show little to no understanding of the job requirements, since they haven’t read what the hiring manager wrote. Ensure that you understand every word, including acronyms. In addition, prepare notes that show where your unique experiences correlate with their requirements. Prepare to sell your attributes, including stories that will be examples of your skills.\r\n\r\n2. Know the company’s various businesses\r\n\r\nSpend hours on the web reading about them, and take notes.\r\n\r\n3. Know the specific division, group, department or team that you are interviewing for\r\n\r\nThis is a sad – and true – story from one hiring interview I conducted at Microsoft. I interviewed a candidate for a mid-management position that would work with partners who were Original Equipment Manufacturers (OEM). The candidate clearly did not do his homework, because in the interview with me, he asked, “What does OEM stand for?”\r\n\r\n4. Know yourself\r\n\r\nCan you answer, “Tell me about yourself,” in three short bullet points? Be prepared to tell me about a time when you filled a requirement in the job description. This is called a situational interview question – expect it. These questions are becoming more common.','How to do your homework before a job interview','','inherit','open','open','','4548-revision-v1','','','2015-01-18 05:43:00','2015-01-18 05:43:00','',4548,'http://www.danamanciagli.com/4548-revision-v1/',0,'revision','',0),(4564,8113,'2015-01-18 05:46:25','2015-01-18 05:46:25','','9 tactics to keep your job search a secret while employed','9 tactics to keep your job search a secret while employed','inherit','open','open','','9-tactics-to-keep-your-job-search-a-secret-while-employed','','','2015-01-18 05:46:45','2015-01-18 05:46:45','',4536,'http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed.jpg',0,'attachment','image/jpeg',0),(4566,8113,'2015-01-18 05:52:11','2015-01-18 05:52:11','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers.jpg\"><img class=\"alignnone size-medium wp-image-4567\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers-199x300.jpg\" alt=\"3 tips for college graduating job seekers\" width=\"199\" height=\"300\" /></a>I love this question — there are multiple answers. I would be remiss if I didn’t say that every job requires great writing skills. You can’t be successful without learning how to write well. That being said, here are three pieces of advice college graduate job seekers and their families should consider:\n\n1. College graduates must be held accountable for their job searches.\n\nParents, your kids need to own their job search and be responsible for their career decisions starting now.\n\nSome early indicators of a college graduate’s accountability: Did they go into the Career Placement Center at their college or university? Have they purchased at least one book on how to find a job? Have they taken any webinars or seminars on how to find job opportunities, and have they gone to those opportunities?\n\n2. Passion does not lead directly to paid jobs.\n\nAn employment opportunity is not about a candidate’s passion — it’s about a company’s needs first. So he needs to research real jobs that are publicly posted right now.\n\nHe can use “writing” as a keyword, but he should window-shop on sites such as Indeed.com and Monster.com and read hundreds of job descriptions.\n\n3. Finding job opportunities for writers is the easy part.\n\nThe work lies ahead. He needs to learn the end-to-end job search process and how to stand out and “win” a job in a highly competitive space.','3 tips for college-graduating job seekers','','inherit','open','open','','4550-autosave-v1','','','2015-01-18 05:52:11','2015-01-18 05:52:11','',4550,'http://www.danamanciagli.com/4550-autosave-v1/',0,'revision','',0),(4567,8113,'2015-01-18 05:51:55','2015-01-18 05:51:55','','3 tips for college graduating job seekers','','inherit','open','open','','3-tips-for-college-graduating-job-seekers','','','2015-01-18 05:52:01','2015-01-18 05:52:01','',4550,'http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers.jpg',0,'attachment','image/jpeg',0),(4568,8113,'2015-01-18 05:52:40','2015-01-18 05:52:40','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers.jpg\"><img class=\"alignnone size-medium wp-image-4567\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers-199x300.jpg\" alt=\"3 tips for college graduating job seekers\" width=\"199\" height=\"300\" /></a>I love this question — there are multiple answers. I would be remiss if I didn’t say that every job requires great writing skills. You can’t be successful without learning how to write well. That being said, here are three pieces of advice college graduate job seekers and their families should consider:\r\n\r\n1. College graduates must be held accountable for their job searches.\r\n\r\nParents, your kids need to own their job search and be responsible for their career decisions starting now.\r\n\r\nSome early indicators of a college graduate’s accountability: Did they go into the Career Placement Center at their college or university? Have they purchased at least one book on how to find a job? Have they taken any webinars or seminars on how to find job opportunities, and have they gone to those opportunities?\r\n\r\n2. Passion does not lead directly to paid jobs.\r\n\r\nAn employment opportunity is not about a candidate’s passion — it’s about a company’s needs first. So he needs to research real jobs that are publicly posted right now.\r\n\r\nHe can use “writing” as a keyword, but he should window-shop on sites such as Indeed.com and Monster.com and read hundreds of job descriptions.\r\n\r\n3. Finding job opportunities for writers is the easy part.\r\n\r\nThe work lies ahead. He needs to learn the end-to-end job search process and how to stand out and “win” a job in a highly competitive space.','3 tips for college-graduating job seekers','','inherit','open','open','','4550-revision-v1','','','2015-01-18 05:52:40','2015-01-18 05:52:40','',4550,'http://www.danamanciagli.com/4550-revision-v1/',0,'revision','',0),(4725,7636,'2015-02-15 17:21:05','2015-02-15 17:21:05','<ul>\n	<li>\n\n[caption id=\"attachment_3691\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/05/2-Ways-to-Attract-the-Best-Talent-for-Your-Company.jpg\"><img class=\"size-medium wp-image-3691\" alt=\"2 Ways to Attract the Best Talent for Your Company\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/05/2-Ways-to-Attract-the-Best-Talent-for-Your-Company-300x199.jpg\" width=\"300\" height=\"199\" /></a> 2 Ways to Attract the Best Talent for Your Company[/caption]\n\nDo you have a high attrition rate or employee turnover?</li>\n	<li>Is the development of future leaders in your company important? Are you concerned?</li>\n	<li>Do you believe the best candidates are lined up outside your door just because you have a good brand?</li>\n	<li>Are you concerned that you may not be appealing to today’s job seeking candidates?</li>\n</ul>\n<p>There are essentially three generations of job seekers vying for jobs today: Baby Boomers, Generation X or Gen X, and Generation Y or Millennials.</p>\n\n<p>Whether you answered “yes” to any of the above or haven’t even given it much thought, now is the time. While the unemployment crisis has been dominating the news for years, a serious and related problem that companies face today is a talent crunch.</p>\n\n<p>Companies of all sizes are concerned about – and ill equipped to face – these three challenges: creating a differentiated employee value proposition, attracting the right talent for the future, and enhancing the retention of new-hires.</p>\n\n<p>Of course there are many more talent issues; the list goes on. But let’s just tackle these three challenges. Here are two new techniques you should be thinking about and acting upon to meet them.</p>\n\n<p><strong>1. Update your hiring value proposition; have a variety of versions.</strong></p>\n\n<p>Are you inspired by your company’s job description(s)? Would you apply? Who wrote the copy on your website CAREER page and when was it last reviewed? Have you asked for feedback from someone from each generation?</p>\n\n<p>I review job descriptions with my clients and guide them to do research on prospective employers. Often I hear comments like, “This company sounds old-school.” or “I want to work for a cool, fast-paced company.” or “I want to make a difference and this reads like a dead-end job.”</p>\n\n<p>Re-boot your hiring value proposition: re-write your key messages to speak to the audiences you want to reach. Develop multiple angles, depending on the target generation and function (finance versus sales and marketing). Re-launch a great employee referral program and use your local and national business resources to re-position your company as a great employer.</p>\n\n<p><strong>2. Develop a talent pipeline filled with internal and external candidates.</strong></p>\n\n<p>No matter what size your company, from start-up to Fortune 500, your talent needs continual shift, and should shift to stay competitive.</p>\n\n<p>I believe one of the biggest potential threats to many companies is the lack of a robust talent pool from which to select future leaders. And by “leaders,” I don’t mean just senior executives.</p>\n\n<p>Does your talent pool contain people who want to move across multiple functions, such as sales, operations, or marketing, to learn all aspects of your business? Do they have the people skills, the leadership capabilities, and global diversity sensitivity required for your company’s future?</p>\n\n<p>Challenge your managers to interview your current employees and clearly understand what they aspire to do in the future, what motivates them, and what is missing from their current role. Senior executives should spearhead this effort and demonstrate not only interest but take ACTION as a result.</p>\n\n<p>Challenge your human resources and recruiting team to do a better job conveying your hiring value proposition during the recruiting and interviewing stages AND to stay in touch with candidates who either declined an offer or who have a great background but don’t match an open position.</p>\n\n<p>What are your hiring challenges? Send them to Career Mojo at Dana@DanaManciagli.com.</p>','2 Ways to Attract the Best Talent for Your Company','','inherit','open','open','','3619-autosave-v1','','','2015-02-15 17:21:05','2015-02-15 17:21:05','',3619,'http://www.danamanciagli.com/3619-autosave-v1/',0,'revision','',0),(4617,7636,'2015-01-30 19:25:30','2015-01-30 19:25:30','[caption id=\"attachment_3416\" align=\"alignright\" width=\"300\"]<img src=\"http://www.danamanciagli.com/wp-content/uploads/2014/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" alt=\"4 ways to Avoid Becoming a Workaholic\" width=\"300\" height=\"200\" class=\"size-medium wp-image-3416\" /> 4 ways to Avoid Becoming a Workaholic[/caption]\n\nA recent Gallup poll shows that 30 percent of our U.S. workers are engaged with their jobs, another 50 percent are “non-engaged,” and an astonishing 20 percent “actively disengaged.” So people not only hate their jobs — they’re completely checking out.\n\nGallup recommends that managers should engage more with employees to keep them motivated. My opinion? Employees should get engaged or get out.\n\nWhy do so many people hate their jobs? Here are my theories:\n<ul>\n	<li><strong>They have been in a position for too long.</strong> More workers are staying in their jobs — “keeping their heads down\" — because of the unemployment crisis. As a result, fewer people are taking risks, changing careers, and opening seats within a company’s game of musical chairs.</li>\n	<li><strong>Employees are abdicating responsibility for their career movement to their managers.</strong> They would rather be forgotten than accountable. I retired from Microsoft to write the book “Cut the Crap, Get a Job!\" so I could deliver an easy-to-follow process for people to go out and create opportunities for themselves.</li>\n	<li><strong>They are working longer hours for less money.</strong> Yes, compensation packages are being squeezed, merit increases are in the low single digits, and even commissioned employees are seeing their payment structures altered for the worse.</li>\n	<li><strong>Devices and technology have made it very hard to turn work off.</strong> Emails, texts, action items, and reports come flowing in via smart phones, tablets and laptops at all hours. When people are exhausted and unable to recharge their batteries, their exhaustion morphs into resentment. In other words: work-life balance is heading in the wrong direction.</li>\n</ul>\nIt’s up to each job-loather to take control of his or her career and to cultivate choices. It’s all about having options, and you’re the one responsible for developing those options. You can do this!','Why do so many people hate their jobs?','','inherit','open','open','','4508-autosave-v1','','','2015-01-30 19:25:30','2015-01-30 19:25:30','',4508,'http://www.danamanciagli.com/4508-autosave-v1/',0,'revision','',0),(4572,7636,'2015-01-22 01:43:29','2015-01-22 01:43:29','In 2014, the U.S. generated about\n\n[caption id=\"attachment_4558\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg\"><img class=\"size-medium wp-image-4558\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over-300x198.jpg\" alt=\"3 tips for changing your career without starting over\" width=\"300\" height=\"198\" /></a> 3 tips for changing your career without starting over[/caption]\n\n2.6 million jobs, an uptick compared to 2.2 million in 2013. However, a new survey from CareerBuilder.com reports that 30 percent of employers now require a college degree for jobs previously held by high school graduates. In other words, if you never got a bachelor’s degree, your options are sparse.\n\nI spoke with Corrine Gordon, who teaches in Northern Arizona University’s Personalized Learning program. Here are her top three tips for pulling off a mid-life career change without starting over:\n\n<strong>1. Find a focus</strong>\n\nThe first step in changing careers is figuring out what you really want to be doing — what moves you?\n\nOne way to explore new careers is by requesting informational interviews in professions or businesses that appeal to you. This is a great chance to learn about a new line of work while getting a sense of what someone does every day.\n\n“Be creative in how you gather information,” Gordon said. “Spend your lunch hour at your cousin’s law firm or connect on LinkedIn and ask an employee at your dream advertising agency to share insights. Get out there and talk to people and you’ll have a better idea of what your focus should be when job searching.”\n\nGordon also pointed out that industry-specific magazines and blogs can be great resources.\n\n“If you’re interested in becoming an admissions counselor, try skimming Inside Higher Ed to see some of the challenges facing colleges and universities today,” she said. “Or browse one of the hundreds of IT business blogs to see if you want to get into databases or coding.”\n\n<strong>2. Make sure you have the right credentials</strong>\n\nOnce you’ve identified a target job, determine what it will take to get there (generally it\'s stated in the job description, so read those carefully!).\n\nA college degree will open a lot of doors for you, and keep in mind that it can also help you command a higher salary. A recent Pew Research Center study found that workers with a college degree make $17,500 more per year than those without.\n\nBut finding the time to get a degree can be challenging. Luckily, online education has evolved to meet the schedule of any student — lectures and coursework are available at the click of a mouse.\n\nMany online college programs are competency-based, which means students can receive credit for skills and experiences they already have. Each lesson begins with a pre-test and students can test out of a lesson completely if they demonstrate a mastery of the subject.\n\n“This type of competency-based program often allows students to earn a degree in half the time – for a fraction of the cost,” Gordon says.\n\n<strong>3. Brush up on your writing skills</strong>\n\nContrary to popular belief, writing skills are mandatory for almost any job out there. In a job market crazed with emails and tweets, proper grammar has never been more important. If I see a typo on any job application, it’s going directly into the “no” pile.\n\n“I put a strong emphasis on writing throughout all of my lessons,” Gordon said. “Writing is a critical part of communication and is a business foundation.”\n\nYou may think you’re a good writer, but writing on the job can be very different from composing personal emails or updating Facebook. Employers want to hire someone who can prepare a strategy document, write a new business email, or serve as a professional voice to clients and customers.\n\n“Consider courses that can help you improve your writing portfolio,” Gordon said.\n\nYou can read more of Gordon’s tips at Northern Arizona University’s re:THINK blog.','3 tips for changing your career without starting over','','inherit','open','open','','4544-autosave-v1','','','2015-01-22 01:43:29','2015-01-22 01:43:29','',4544,'http://www.danamanciagli.com/4544-autosave-v1/',0,'revision','',0),(4573,7636,'2015-01-22 01:44:50','2015-01-22 01:44:50','In 2014, the U.S. generated about\r\n\r\n[caption id=\"attachment_4558\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg\"><img class=\"size-medium wp-image-4558\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over-300x198.jpg\" alt=\"3 tips for changing your career without starting over\" width=\"300\" height=\"198\" /></a> 3 tips for changing your career without starting over[/caption]\r\n\r\n2.6 million jobs, an uptick compared to 2.2 million in 2013. However, a new survey from CareerBuilder.com reports that 30 percent of employers now require a college degree for jobs previously held by high school graduates. In other words, if you never got a bachelor’s degree, your options are sparse.\r\n\r\nI spoke with Corrine Gordon, who teaches in Northern Arizona University’s Personalized Learning program. Here are her top three tips for pulling off a mid-life career change without starting over:\r\n\r\n<strong>1. Find a focus</strong>\r\n\r\nThe first step in changing careers is figuring out what you really want to be doing — what moves you?\r\n\r\nOne way to explore new careers is by requesting informational interviews in professions or businesses that appeal to you. This is a great chance to learn about a new line of work while getting a sense of what someone does every day.\r\n\r\n“Be creative in how you gather information,” Gordon said. “Spend your lunch hour at your cousin’s law firm or connect on LinkedIn and ask an employee at your dream advertising agency to share insights. Get out there and talk to people and you’ll have a better idea of what your focus should be when job searching.”\r\n\r\nGordon also pointed out that industry-specific magazines and blogs can be great resources.\r\n\r\n“If you’re interested in becoming an admissions counselor, try skimming Inside Higher Ed to see some of the challenges facing colleges and universities today,” she said. “Or browse one of the hundreds of IT business blogs to see if you want to get into databases or coding.”\r\n\r\n<strong>2. Make sure you have the right credentials</strong>\r\n\r\nOnce you’ve identified a target job, determine what it will take to get there (generally it\'s stated in the job description, so read those carefully!).\r\n\r\nA college degree will open a lot of doors for you, and keep in mind that it can also help you command a higher salary. A recent Pew Research Center study found that workers with a college degree make $17,500 more per year than those without.\r\n\r\nBut finding the time to get a degree can be challenging. Luckily, online education has evolved to meet the schedule of any student — lectures and coursework are available at the click of a mouse.\r\n\r\nMany online college programs are competency-based, which means students can receive credit for skills and experiences they already have. Each lesson begins with a pre-test and students can test out of a lesson completely if they demonstrate a mastery of the subject.\r\n\r\n“This type of competency-based program often allows students to earn a degree in half the time – for a fraction of the cost,” Gordon says.\r\n\r\n<strong>3. Brush up on your writing skills</strong>\r\n\r\nContrary to popular belief, writing skills are mandatory for almost any job out there. In a job market crazed with emails and tweets, proper grammar has never been more important. If I see a typo on any job application, it’s going directly into the “no” pile.\r\n\r\n“I put a strong emphasis on writing throughout all of my lessons,” Gordon said. “Writing is a critical part of communication and is a business foundation.”\r\n\r\nYou may think you’re a good writer, but writing on the job can be very different from composing personal emails or updating Facebook. Employers want to hire someone who can prepare a strategy document, write a new business email, or serve as a professional voice to clients and customers.\r\n\r\n“Consider courses that can help you improve your writing portfolio,” Gordon said.\r\n\r\nYou can read more of Gordon’s tips at Northern Arizona University’s re:THINK blog.','3 tips for changing your career without starting over','','inherit','open','open','','4544-revision-v1','','','2015-01-22 01:44:50','2015-01-22 01:44:50','',4544,'http://www.danamanciagli.com/4544-revision-v1/',0,'revision','',0),(4574,7636,'2015-01-22 01:46:39','2015-01-22 01:46:39','[caption id=\"attachment_4911\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money.jpg\"><img class=\"size-medium wp-image-4911\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money-300x199.jpg\" alt=\"5 perks job seekers should think about beyond money\" width=\"300\" height=\"199\" /></a> 5 perks job seekers should think about beyond money[/caption]\n\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google keep growing, and the stream of startups elbowing each other to snag talented employees seems endless.</p>\n\n<p>In an environment like this one, you can\'t blame an in-demand developer, for example, for picking the biggest paycheck. But when multiple companies want you on their team, I suggest weighing several factors beyond salary before sealing the deal.</p>\n\n<p>I spoke to Anthony Smith, CEO and founder of CRM and project management software company Insightly, about growing his career, attracting talent, and comparing your options.</p>\n\n<p><strong>1. Startup table stakes</strong></p>\n\n<p>Let’s get this one out of the way first: If you work in tech, you can expect some primo perks. For example, free snacks, a stocked soda fridge, and even complimentary massages aren’t out of the question. But don’t let those bonuses cloud your judgment.</p>\n\n<p>“These kinds of amenities have become as standard as health insurance and retirement savings plans,” Smith said. “Check them off your list and move on to considering more substantive benefits.”</p>\n\n<p><strong>2. Remote work options</strong></p>\n\n<p>If the thought of a two-hour daily commute makes your butt sore, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings,” Smith said. “We use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary.” The availability of collaborative software at your company will indicate its support of a remote workforce.</p>\n\n<p><strong>3. A voice in decision-making and cross-departmental responsibility</strong></p>\n\n<p>Unlike mega corporations, startups can offer employees the chance to take part in big-picture decisions.</p>\n\n<p>“In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments,” Smith said. “That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\n\n<p><strong>4. Employee happiness</strong></p>\n\n<p>When you tour any workplace, pay close attention to the happiness of their employees.</p>\n\n<p>“If you’re going in for an interview, you can see this onsite,” Smith said. “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job.”</p>\n\n<p>If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as Glassdoor.com.</p>\n\n<p><strong>5. Frequent, clear communication</strong></p>\n\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership?</p>\n\n<p>“I’ve always made it a point to be receptive to employee feedback,” Smith said. “If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”</p>\n\n<p>Don’t assume that every employer listens to employee suggestions or offers clear frequent communication — ask.</p>','5 perks job seekers should think about (beyond money)','','inherit','open','open','','4506-autosave-v1','','','2015-01-22 01:46:39','2015-01-22 01:46:39','',4506,'http://www.danamanciagli.com/4506-autosave-v1/',0,'revision','',0),(4575,7636,'2015-01-22 01:48:12','2015-01-22 01:48:12','[caption id=\"attachment_4911\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money.jpg\"><img class=\"size-medium wp-image-4911\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money-300x199.jpg\" alt=\"5 perks job seekers should think about beyond money\" width=\"300\" height=\"199\" /></a> 5 perks job seekers should think about beyond money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google keep growing, and the stream of startups elbowing each other to snag talented employees seems endless.</p>\r\n\r\n<p>In an environment like this one, you can\'t blame an in-demand developer, for example, for picking the biggest paycheck. But when multiple companies want you on their team, I suggest weighing several factors beyond salary before sealing the deal.</p>\r\n\r\n<p>I spoke to Anthony Smith, CEO and founder of CRM and project management software company Insightly, about growing his career, attracting talent, and comparing your options.</p>\r\n\r\n<p><strong>1. Startup table stakes</strong></p>\r\n\r\n<p>Let’s get this one out of the way first: If you work in tech, you can expect some primo perks. For example, free snacks, a stocked soda fridge, and even complimentary massages aren’t out of the question. But don’t let those bonuses cloud your judgment.</p>\r\n\r\n<p>“These kinds of amenities have become as standard as health insurance and retirement savings plans,” Smith said. “Check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><strong>2. Remote work options</strong></p>\r\n\r\n<p>If the thought of a two-hour daily commute makes your butt sore, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings,” Smith said. “We use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary.” The availability of collaborative software at your company will indicate its support of a remote workforce.</p>\r\n\r\n<p><strong>3. A voice in decision-making and cross-departmental responsibility</strong></p>\r\n\r\n<p>Unlike mega corporations, startups can offer employees the chance to take part in big-picture decisions.</p>\r\n\r\n<p>“In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments,” Smith said. “That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><strong>4. Employee happiness</strong></p>\r\n\r\n<p>When you tour any workplace, pay close attention to the happiness of their employees.</p>\r\n\r\n<p>“If you’re going in for an interview, you can see this onsite,” Smith said. “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job.”</p>\r\n\r\n<p>If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as Glassdoor.com.</p>\r\n\r\n<p><strong>5. Frequent, clear communication</strong></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership?</p>\r\n\r\n<p>“I’ve always made it a point to be receptive to employee feedback,” Smith said. “If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”</p>\r\n\r\n<p>Don’t assume that every employer listens to employee suggestions or offers clear frequent communication — ask.</p>','5 perks job seekers should think about (beyond money)','','inherit','open','open','','4506-revision-v1','','','2015-01-22 01:48:12','2015-01-22 01:48:12','',4506,'http://www.danamanciagli.com/4506-revision-v1/',0,'revision','',0),(4576,7636,'2015-01-30 19:35:42','2015-01-30 19:35:42','[caption id=\"attachment_4915\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Thinking-about-a-career-change-Here-is-what-to-consider.jpg\"><img class=\"size-medium wp-image-4915\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Thinking-about-a-career-change-Here-is-what-to-consider-300x198.jpg\" alt=\"Thinking about a career change?  Here\'s what to consider\" width=\"300\" height=\"198\" /></a> Thinking about a career change? Here\'s what to consider[/caption]\n\n<p>When considering your next career change, remember that your résumé doesn’t define you: You aren’t required to look for a job in your current industry or even know what occupation you want to move into before starting your search.</p>\n\n<p>Today’s job seekers have access to postings from all sorts of companies with the click of a mouse — or a tap on your smartphone — on websites like Indeed.com. Using technology allows you to easily explore different career opportunities to find the right spot for you.</p>\n\n<p>You’re not alone in your thirst for a career move: <a title=\"link to article\" href=\"http://blog.indeed.com/2014/03/18/what-job-seekers-want-an-economists-look-at-the-most-desirable-occupations/\" target=\"_blank\">Recent research by the Indeed Hiring Lab</a> found that 81.5 percent of employed job seekers explore occupations other than their current one, and less than half search for a new job in the same category as their current job.</p>\n\n<p>By doing a little extra exploration online, you may learn that your “perfect match” was a job you didn’t even know existed. It’s normal to look around, and if you’re thinking about a career transition, here are some things to think about.</p>\n\n<strong>Occupations to consider</strong>\n\n<p>Tara Sinclair, economist at Indeed, recommends healthcare.</p\n\n“People in healthcare appear very satisfied with their career choices — even those in the lower-salary support positions are surprisingly keen to stay in their chosen occupations,” she said. “Plus, there are many opportunities in all sorts of healthcare fields, with relatively few job seekers currently considering moving into healthcare.”\n\nOther obvious choices include computer and math-based careers, but there are also many opportunities in business and financial sectors.\n\nIf you’re currently in working in the food industry or in personal care, you’re definitely not alone in considering other options. Based on other job seekers’ searches on <a title=\"link to indeed.com\" href=\"http://www.indeed.com/\" target=\"_blank\">Indeed.com</a>, you should research administrative or sales positions.\n\n<strong>Be strategic</strong>\n\nAlthough exploring and applying to different jobs during your search might be a good path for you, try to avoid “random acts of application.” Don’t send your résumé to every job opening in your city. Instead, be strategic and thoughtful about your applications. If your skills could apply to two different paths, consider creating two résumés, each one emphasizing your most relevant skills for a specific job type.\n\nAs you shop online for a new career, try entering keywords reflecting your skills rather than job titles to find hidden opportunities. Then, as you read through the job descriptions, ask yourself, “Is this me?”\n\nSometimes you find your perfect job and realize you may not yet be qualified for it — don’t let that discourage you. Instead, think of your search as a dartboard: your dream job is the bullseye, but you should also consider applying to jobs in the circles around the center to broaden your search.\n\nA bit of flexibility in the initial steps of your job search could result in a great new career for 2015.','Thinking about a career change? Here\'s what to consider','','inherit','open','open','','4499-autosave-v1','','','2015-01-30 19:35:42','2015-01-30 19:35:42','',4499,'http://www.danamanciagli.com/4499-autosave-v1/',0,'revision','',0),(4578,1,'2015-01-23 03:37:36','2015-01-23 03:37:36','','Order &ndash; January 23, 2015 @ 03:37 AM','','wc-processing','open','closed','order_54c1c1d2a3cb1','order-jan-23-2015-0336-am','','','2015-01-23 03:37:36','2015-01-23 03:37:36','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4578',0,'shop_order','',2),(4580,8264,'2015-01-25 20:27:09','2015-01-25 20:27:09','[caption id=\"attachment_4564\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed.jpg\"><img class=\"size-medium wp-image-4564\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed-300x199.jpg\" alt=\"9 tactics to keep your job search a secret while employed\" width=\"300\" height=\"199\" /></a> 9 tactics to keep your job search a secret while employed[/caption]\r\n\r\n<p>Question: <em>I\'m currently employed in Charlotte, but I\'m planning a move to Denver. I have an issue you might be able to help with. I am struggling with taking calls from recruiters or hiring managers while I\'m in the office at my current job. It is hard to find the privacy to discuss job-related info or talk about my résumé and experience. Sometimes I book a conference room for planned calls or even take a call in my car in the parking lot.</p>\r\n\r\n<p>Do you have any helpful ideas for handling job-search calls in the office?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>I applaud you for advancing your career while also staying employed, but it does make the job hunt more challenging.</p>\r\n\r\n<p>Your current company probably has a policy prohibiting the use of company resources for anything personal, including a job search. Therefore, do not use your company conference rooms, telephones or computers for your job search. You may depart for normal breaks and use personal tools outside of the company offices.</p>\r\n\r\n<p>Recruiters and other hiring companies understand that you are honoring your current company’s policies and your commitment to deliver on your responsibilities at work. They will respect you when you state your business ethics — there is nothing like a breach of ethics to turn off a potential employer.</p>\r\n\r\n<p>Here are some important do’s and don’ts to keep in mind. Follow these nine tactics to successfully execute a job search while employed.</p>\r\n<ol>\r\n<li>Be forthright with your destination recruiters and hiring managers. Say something like, “I am employed full-time and want to honor my commitment to not only perform at a high level, but also to avoid conducting my job search on company time or using company resources. Therefore, can we talk during these times?”Then state the windows of time you have and in which time zone.</li>\r\n\r\n<li>Do not tell anyone (even your closest co-workers) that you are looking or considering looking. There is no such thing as a secret. And if you’re found out, your management team will consider you disloyal.</li>\r\n\r\n<li>Change your LinkedIn settings so everybody does not get notified when you update your profile. To do this, hover over your face in the top right corner. Under “Account &amp; Settings,” click “Privacy &amp; Settings.” Then, under “Privacy Controls,” click “Turn On/Off Your Activity Broadcasts.” You want that box un-checked.</li>\r\n\r\n<li>Update your LinkedIn profile. Take the tutorials in the excellent Help Center. You should have a great summary, but it should not say “job-seeking” or “pursuing my next professional opportunity.” Your profile is still viewable by the public, including co-workers and bosses.</li>\r\n<li>Use former employers as references. Simply explain to a prospective employer that you can\'t use your current employer as a job reference because you want to keep your job search confidential.</li>\r\n<li>Schedule interviews around your current work hours. Be honest with prospective employers and they will respect your integrity. In your case, you have a time zone advantage so you can take meetings after your workday.</li>\r\n<li>Take a personal or vacation day if you need to schedule a batch of phone interviews.</li>\r\n<li>Don’t ever talk disparagingly about your current or any prior employer. Always stay positive and script your answers to the most commonly asked questions such as, “Why are you leaving your current company?”</li>\r\n<li>Write your job search e-mails and thank you notes during your early morning or late evening hours.</li>\r\n</ol>\r\n<p>If you execute your job search ethically, even your current company will be a future reference for you. Don’t take risks, and remember there are no secrets at work. We’ve all learned the hard way.</p>','9 tactics to keep your job search a secret while employed','','inherit','open','open','','4536-autosave-v1','','','2015-01-25 20:27:09','2015-01-25 20:27:09','',4536,'http://www.danamanciagli.com/4536-autosave-v1/',0,'revision','',0),(4588,8264,'2015-01-25 20:44:59','2015-01-25 20:44:59','<em><p><strong>Question:</strong></p>\r\n\r\n<p>How do I keep energy going in my job search when I’ve been unemployed a long time?</p></em>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Unfortunately, the number of long-term unemployed is growing. Even more regrettable is that employers and recruiters stereotype job seekers who have been out of work for a while.</p>\r\n\r\n<p>Subconsciously, they can’t help but assume that something is wrong with the candidate or that they are not as desirable as other candidates. These are generalities, of course, with plenty of exceptions on all ends of the spectrum.</p>\r\n\r\n<p>Here are two ways to level the playing field and, while also making yourself feel better.</p>\r\n\r\n<p><strong>1. Change your definition of “ work” and fill in your gap now</strong></p>\r\n\r\n<p>Volunteering, particularly in a way that is connected to your career goal, can be listed as a type of employment in your résumé. Not under “other activities” or “volunteering” but as a real position. Seek positions where you can volunteer in the main office of a non-profit and consult in your area of expertise. For example: Are you a marketing person who can help promote the next major fund-raiser? Are you a technology expert who can build a website?</p>\r\n\r\n<p>If you have been volunteering, then change your perception of how valuable that work is and talk about it like a job. Draw out the skills and experiences and learn as much as you can. Join Toastmasters? Earn a professional certification? Anything relevant and professional should be included.</p>\r\n\r\n[caption id=\"attachment_4554\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed.jpg\"><img class=\"size-medium wp-image-4554\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed-300x199.jpg\" alt=\"Long term unemployed\" width=\"300\" height=\"199\" /></a> Long term unemployed[/caption]\r\n\r\n<p><strong>2. Perform as the long-term employed</strong></p>\r\n\r\n<p>Maintain your grooming, read about interview success, and prepare to perform! Here’s a secret: Even the employed are blowing it in interviews. Good news is that you are on a level playing field and YOU have the time to prepare to win a job as a result of great interviewing prowess. Some keys:</p>\r\n<ul>\r\n<li>Maintain a nice haircut and facial grooming.</li>\r\n<li>Have your nails nicely groomed.</li>\r\n<li>Show good posture.</li>\r\n<li>Give a strong handshake.</li>\r\n<li>Carry a portfolio with paper and pen (to take notes!), copies of your résumé, and a copy of the job description.</li>\r\n<li>Prepare your answers to the most commonly-asked interview questions.</li>\r\n<li>Prepare the questions you will ask them!</li>\r\n</ul>','Ask Dana: 2 Recommendations for the Long-term Unemployed','','inherit','open','open','','4540-autosave-v1','','','2015-01-25 20:44:59','2015-01-25 20:44:59','',4540,'http://www.danamanciagli.com/4540-autosave-v1/',0,'revision','',0),(4589,8264,'2015-01-25 20:37:33','2015-01-25 20:37:33','<em><p><strong>Question:</strong></p>\r\n\r\n<p>How do I keep energy going in my job search when I’ve been unemployed a long time?</p></em>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Unfortunately, the number of long-term unemployed is growing. Even more regrettable is that employers and recruiters stereotype job seekers who have been out of work for a while.</p>\r\n\r\n<p>Subconsciously, they can’t help but assume that something is wrong with the candidate or that they are not as desirable as other candidates. These are generalities, of course, with plenty of exceptions on all ends of the spectrum.</p>\r\n\r\n<p>Here are two ways to level the playing field and, while also making yourself feel better.</p>\r\n\r\n<p><strong>1. Change your definition of “ work” and fill in your gap now</strong></p>\r\n\r\n<p>Volunteering, particularly in a way that is connected to your career goal, can be listed as a type of employment in your résumé. Not under “other activities” or “volunteering” but as a real position. Seek positions where you can volunteer in the main office of a non-profit and consult in your area of expertise. For example: Are you a marketing person who can help promote the next major fund-raiser? Are you a technology expert who can build a website?</p>\r\n\r\n<p>If you have been volunteering, then change your perception of how valuable that work is and talk about it like a job. Draw out the skills and experiences and learn as much as you can. Join Toastmasters? Earn a professional certification? Anything relevant and professional should be included.</p>\r\n\r\n[caption id=\"attachment_4554\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed.jpg\"><img class=\"size-medium wp-image-4554\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed-300x199.jpg\" alt=\"Long term unemployed\" width=\"300\" height=\"199\" /></a> Long term unemployed[/caption]\r\n\r\n<p><strong>2. Perform as the long-term employed</strong></p>\r\n\r\n<p>Maintain your grooming, read about interview success, and prepare to perform! Here’s a secret: Even the employed are blowing it in interviews. Good news is that you are on a level playing field and YOU have the time to prepare to win a job as a result of great interviewing prowess. Some keys:</p>\r\n<ul>\r\n<li>Maintain a nice haircut and facial grooming.</li>\r\n<li>Have your nails nicely groomed.</li>\r\n<li>Show good posture.</li>\r\n<li>Give a strong handshake.</li>\r\n<li>Carry a portfolio with paper and pen (to take notes!), copies of your résumé, and a copy of the job description.</li>\r\n<li>Prepare your answers to the most commonly-asked interview questions.</li>\r\n<li>Prepare the questions you will ask them!</li>\r\n</ul>','Ask Dana 2 Recommendations for the Long-term Unemployed','','inherit','open','open','','4540-revision-v1','','','2015-01-25 20:37:33','2015-01-25 20:37:33','',4540,'http://www.danamanciagli.com/4540-revision-v1/',0,'revision','',0),(4582,8264,'2015-01-25 20:26:06','2015-01-25 20:26:06','<ol>\r\n[caption id=\"attachment_4564\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed.jpg\"><img class=\"size-medium wp-image-4564\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed-300x199.jpg\" alt=\"9 tactics to keep your job search a secret while employed\" width=\"300\" height=\"199\" /></a> 9 tactics to keep your job search a secret while employed[/caption]\r\n\r\n<p><em>I\'m currently employed in Charlotte, but I\'m planning a move to Denver. I have an issue you might be able to help with. I am struggling with taking calls from recruiters or hiring managers while I\'m in the office at my current job. It is hard to find the privacy to discuss job-related info or talk about my résumé and experience. Sometimes I book a conference room for planned calls or even take a call in my car in the parking lot.</p>\r\n\r\n<p>Do you have any helpful ideas for handling job-search calls in the office?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>I applaud you for advancing your career while also staying employed, but it does make the job hunt more challenging.</p>\r\n\r\n<p>Your current company probably has a policy prohibiting the use of company resources for anything personal, including a job search. Therefore, do not use your company conference rooms, telephones or computers for your job search. You may depart for normal breaks and use personal tools outside of the company offices.</p>\r\n\r\n<p>Recruiters and other hiring companies understand that you are honoring your current company’s policies and your commitment to deliver on your responsibilities at work. They will respect you when you state your business ethics — there is nothing like a breach of ethics to turn off a potential employer.</p>\r\n\r\n<p>Here are some important do’s and don’ts to keep in mind. Follow these nine tactics to successfully execute a job search while employed.</p>\r\n<ol>\r\n<li>Be forthright with your destination recruiters and hiring managers. Say something like, “I am employed full-time and want to honor my commitment to not only perform at a high level, but also to avoid conducting my job search on company time or using company resources. Therefore, can we talk during these times?”Then state the windows of time you have and in which time zone.</li>\r\n\r\n<li>Do not tell anyone (even your closest co-workers) that you are looking or considering looking. There is no such thing as a secret. And if you’re found out, your management team will consider you disloyal.</li>\r\n\r\n<li>Change your LinkedIn settings so everybody does not get notified when you update your profile. To do this, hover over your face in the top right corner. Under “Account &amp; Settings,” click “Privacy &amp; Settings.” Then, under “Privacy Controls,” click “Turn On/Off Your Activity Broadcasts.” You want that box un-checked.</li>\r\n\r\n<li>Update your LinkedIn profile. Take the tutorials in the excellent Help Center. You should have a great summary, but it should not say “job-seeking” or “pursuing my next professional opportunity.” Your profile is still viewable by the public, including co-workers and bosses.</li>\r\n<li>Use former employers as references. Simply explain to a prospective employer that you can\'t use your current employer as a job reference because you want to keep your job search confidential.</li>\r\n<li>Schedule interviews around your current work hours. Be honest with prospective employers and they will respect your integrity. In your case, you have a time zone advantage so you can take meetings after your workday.</li>\r\n<li>Take a personal or vacation day if you need to schedule a batch of phone interviews.</li>\r\n<li>Don’t ever talk disparagingly about your current or any prior employer. Always stay positive and script your answers to the most commonly asked questions such as, “Why are you leaving your current company?”</li>\r\n<li>Write your job search e-mails and thank you notes during your early morning or late evening hours.</li>\r\n</ol>\r\n<p>If you execute your job search ethically, even your current company will be a future reference for you. Don’t take risks, and remember there are no secrets at work. We’ve all learned the hard way.</p>','9 tactics to keep your job search a secret while employed','','inherit','open','open','','4536-revision-v1','','','2015-01-25 20:26:06','2015-01-25 20:26:06','',4536,'http://www.danamanciagli.com/4536-revision-v1/',0,'revision','',0),(4583,8264,'2015-01-25 20:26:21','2015-01-25 20:26:21','[caption id=\"attachment_4564\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed.jpg\"><img class=\"size-medium wp-image-4564\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed-300x199.jpg\" alt=\"9 tactics to keep your job search a secret while employed\" width=\"300\" height=\"199\" /></a> 9 tactics to keep your job search a secret while employed[/caption]\r\n\r\n<p><em>I\'m currently employed in Charlotte, but I\'m planning a move to Denver. I have an issue you might be able to help with. I am struggling with taking calls from recruiters or hiring managers while I\'m in the office at my current job. It is hard to find the privacy to discuss job-related info or talk about my résumé and experience. Sometimes I book a conference room for planned calls or even take a call in my car in the parking lot.</p>\r\n\r\n<p>Do you have any helpful ideas for handling job-search calls in the office?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>I applaud you for advancing your career while also staying employed, but it does make the job hunt more challenging.</p>\r\n\r\n<p>Your current company probably has a policy prohibiting the use of company resources for anything personal, including a job search. Therefore, do not use your company conference rooms, telephones or computers for your job search. You may depart for normal breaks and use personal tools outside of the company offices.</p>\r\n\r\n<p>Recruiters and other hiring companies understand that you are honoring your current company’s policies and your commitment to deliver on your responsibilities at work. They will respect you when you state your business ethics — there is nothing like a breach of ethics to turn off a potential employer.</p>\r\n\r\n<p>Here are some important do’s and don’ts to keep in mind. Follow these nine tactics to successfully execute a job search while employed.</p>\r\n<ol>\r\n<li>Be forthright with your destination recruiters and hiring managers. Say something like, “I am employed full-time and want to honor my commitment to not only perform at a high level, but also to avoid conducting my job search on company time or using company resources. Therefore, can we talk during these times?”Then state the windows of time you have and in which time zone.</li>\r\n\r\n<li>Do not tell anyone (even your closest co-workers) that you are looking or considering looking. There is no such thing as a secret. And if you’re found out, your management team will consider you disloyal.</li>\r\n\r\n<li>Change your LinkedIn settings so everybody does not get notified when you update your profile. To do this, hover over your face in the top right corner. Under “Account &amp; Settings,” click “Privacy &amp; Settings.” Then, under “Privacy Controls,” click “Turn On/Off Your Activity Broadcasts.” You want that box un-checked.</li>\r\n\r\n<li>Update your LinkedIn profile. Take the tutorials in the excellent Help Center. You should have a great summary, but it should not say “job-seeking” or “pursuing my next professional opportunity.” Your profile is still viewable by the public, including co-workers and bosses.</li>\r\n<li>Use former employers as references. Simply explain to a prospective employer that you can\'t use your current employer as a job reference because you want to keep your job search confidential.</li>\r\n<li>Schedule interviews around your current work hours. Be honest with prospective employers and they will respect your integrity. In your case, you have a time zone advantage so you can take meetings after your workday.</li>\r\n<li>Take a personal or vacation day if you need to schedule a batch of phone interviews.</li>\r\n<li>Don’t ever talk disparagingly about your current or any prior employer. Always stay positive and script your answers to the most commonly asked questions such as, “Why are you leaving your current company?”</li>\r\n<li>Write your job search e-mails and thank you notes during your early morning or late evening hours.</li>\r\n</ol>\r\n<p>If you execute your job search ethically, even your current company will be a future reference for you. Don’t take risks, and remember there are no secrets at work. We’ve all learned the hard way.</p>','9 tactics to keep your job search a secret while employed','','inherit','open','open','','4536-revision-v1','','','2015-01-25 20:26:21','2015-01-25 20:26:21','',4536,'http://www.danamanciagli.com/4536-revision-v1/',0,'revision','',0);
INSERT INTO `wp_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (4586,8264,'2015-01-25 20:32:34','2015-01-25 20:32:34','[caption id=\"attachment_4552\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Copy-2-of-Playing-the-Odds-Game.jpg\"><img class=\"size-medium wp-image-4552\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Copy-2-of-Playing-the-Odds-Game-199x300.jpg\" alt=\"Playing the Odds Game in Job Search\" width=\"199\" height=\"300\" /></a> Playing the Odds Game in Job Search[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<em><p>A few months ago, I applied for a full-time position that I was very qualified for with an organization that I previously worked for. A month later, someone within the organization told me that the hiring manager for the position was particularly slow at filling new positions — in one instance it took him almost eight months to choose a candidate.</p>\r\n\r\n<p>Finally, someone on the organization’s HR team contacted me, saying that the hiring manager wanted to interview me. Details were to follow. However, I never received a follow-up call. So eventually, I left follow-up voice and e-mail messages with both the HR rep and the hiring manager, expressing my continued interest in the position — still no response.</p>\r\n\r\n<p>This would be a great job with a great organization. Realistically, how long should I continue to pursue this opportunity? How else can I snag a face-to-face interview?</p></em>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Here’s the most important piece of advice that I have for all job seekers: You simply cannot rely on one, two, or even three job opportunities to actually land a position. I even dedicated an entire chapter in my book “Cut the Crap, Get a Job!” to the importance of playing the odds.</p>\r\n\r\n<p>Your question outlines just one type of “crap” that happens on the company hiring side. Here are a few of the most common hiring roadblocks:\r\n\r\n<ul>\r\n<li>A slow-moving hiring manager, HR department, or other inefficient team.</li>\r\n<li>The job is posted, but it’s really not open and you don’t know that.</li>\r\n<li>You applied, but have no contact information. Your application is in the “black hole.”</li>\r\n</ul>\r\n\r\n<p>Even if you’re “perfect for this position” or the job description “has your face on it,” you cannot get wedded to any one position. It’s not just that there are, on average, over 200 applicants per position — it’s that there are too many variables between a job posting and an actual hiring event.</p>\r\n\r\n<p><strong>Rules for playing the odds game</strong></p>\r\n\r\n<p>So, how do you play the odds? Try juggling at least 10 active job prospects at one time. That way, you will feel better about your search, your progress, and your opportunities. Plus, it will decrease the time between now and your start date.</p>\r\n\r\n<p><strong>Rule No. 1: Have a minimum of 10 “active” job possibilities in play</strong></p>\r\n\r\n<p>You need 10 active opportunities in motion at the same time. If one drops off, add one. You can find these openings online or through the company itself, just don’t count the make-believe job you designed in your head.</p>\r\n\r\n<p>An “active” opportunity means you have done something to get the job. You may only be in pre-application research mode, but you’re still being active. Feel like you have too many balls in the air? In a recent Business Journals Career Mojo article, we gave out a free Cut the Crap Job Tracking Tool [http://www.bizjournals.com/bizjournals/how-to/human-resources/2014/02/is-your-job-search-out-of-control-get.html], which will teach you how to track all of your job search activities.</p>\r\n\r\n<p><strong>Rule No. 2: Make each job opportunity count—or cross it off the list</strong></p>\r\n\r\n<p>My father taught me “If you cheat, you are cheating yourself.” So don’t cheat on how you count your 10 active opportunities. Each of your active openings must meet at least one of the following requirements:</p>\r\n\r\n<ul>\r\n<li>You are doing research and preparing your customized application to submit.</li>\r\n<li>You applied, and fewer than 15 work days have passed without hearing something back.</li>\r\n<li>You had a phone or face-to-face interview, and fewer than 15 work days have passed since you heard from the company.</li>\r\n<li>You heard something back from the company, acknowledging receipt of your application, and you are within the 15-work-day window for initiating the next step.</li>\r\n</ul>\r\n<p><strong>The good news:</strong> Every time you cross one off your list (meaning, it’s no longer viable), you get to shop for a new job and add a new opportunity to the group.</p>','Ask Dana:  How to play the odds in your job search','','inherit','open','open','','4538-revision-v1','','','2015-01-25 20:32:34','2015-01-25 20:32:34','',4538,'http://www.danamanciagli.com/4538-revision-v1/',0,'revision','',0),(4587,8264,'2015-01-25 20:33:55','2015-01-25 20:33:55','[caption id=\"attachment_4564\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed.jpg\"><img class=\"size-medium wp-image-4564\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/9-tactics-to-keep-your-job-search-a-secret-while-employed-300x199.jpg\" alt=\"9 tactics to keep your job search a secret while employed\" width=\"300\" height=\"199\" /></a> 9 tactics to keep your job search a secret while employed[/caption]\r\n\r\n<p>Question: <em>I\'m currently employed in Charlotte, but I\'m planning a move to Denver. I have an issue you might be able to help with. I am struggling with taking calls from recruiters or hiring managers while I\'m in the office at my current job. It is hard to find the privacy to discuss job-related info or talk about my résumé and experience. Sometimes I book a conference room for planned calls or even take a call in my car in the parking lot.</p>\r\n\r\n<p>Do you have any helpful ideas for handling job-search calls in the office?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>I applaud you for advancing your career while also staying employed, but it does make the job hunt more challenging.</p>\r\n\r\n<p>Your current company probably has a policy prohibiting the use of company resources for anything personal, including a job search. Therefore, do not use your company conference rooms, telephones or computers for your job search. You may depart for normal breaks and use personal tools outside of the company offices.</p>\r\n\r\n<p>Recruiters and other hiring companies understand that you are honoring your current company’s policies and your commitment to deliver on your responsibilities at work. They will respect you when you state your business ethics — there is nothing like a breach of ethics to turn off a potential employer.</p>\r\n\r\n<p>Here are some important do’s and don’ts to keep in mind. Follow these nine tactics to successfully execute a job search while employed.</p>\r\n<ol>\r\n<li>Be forthright with your destination recruiters and hiring managers. Say something like, “I am employed full-time and want to honor my commitment to not only perform at a high level, but also to avoid conducting my job search on company time or using company resources. Therefore, can we talk during these times?”Then state the windows of time you have and in which time zone.</li>\r\n\r\n<li>Do not tell anyone (even your closest co-workers) that you are looking or considering looking. There is no such thing as a secret. And if you’re found out, your management team will consider you disloyal.</li>\r\n\r\n<li>Change your LinkedIn settings so everybody does not get notified when you update your profile. To do this, hover over your face in the top right corner. Under “Account &amp; Settings,” click “Privacy &amp; Settings.” Then, under “Privacy Controls,” click “Turn On/Off Your Activity Broadcasts.” You want that box un-checked.</li>\r\n\r\n<li>Update your LinkedIn profile. Take the tutorials in the excellent Help Center. You should have a great summary, but it should not say “job-seeking” or “pursuing my next professional opportunity.” Your profile is still viewable by the public, including co-workers and bosses.</li>\r\n<li>Use former employers as references. Simply explain to a prospective employer that you can\'t use your current employer as a job reference because you want to keep your job search confidential.</li>\r\n<li>Schedule interviews around your current work hours. Be honest with prospective employers and they will respect your integrity. In your case, you have a time zone advantage so you can take meetings after your workday.</li>\r\n<li>Take a personal or vacation day if you need to schedule a batch of phone interviews.</li>\r\n<li>Don’t ever talk disparagingly about your current or any prior employer. Always stay positive and script your answers to the most commonly asked questions such as, “Why are you leaving your current company?”</li>\r\n<li>Write your job search e-mails and thank you notes during your early morning or late evening hours.</li>\r\n</ol>\r\n<p>If you execute your job search ethically, even your current company will be a future reference for you. Don’t take risks, and remember there are no secrets at work. We’ve all learned the hard way.</p>','Ask Dana: 9 tactics to keep your job search a secret while employed','','inherit','open','open','','4536-revision-v1','','','2015-01-25 20:33:55','2015-01-25 20:33:55','',4536,'http://www.danamanciagli.com/4536-revision-v1/',0,'revision','',0),(4590,8264,'2015-01-25 20:38:00','2015-01-25 20:38:00','<em><p><strong>Question:</strong></p>\r\n\r\n<p>How do I keep energy going in my job search when I’ve been unemployed a long time?</p></em>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Unfortunately, the number of long-term unemployed is growing. Even more regrettable is that employers and recruiters stereotype job seekers who have been out of work for a while.</p>\r\n\r\n<p>Subconsciously, they can’t help but assume that something is wrong with the candidate or that they are not as desirable as other candidates. These are generalities, of course, with plenty of exceptions on all ends of the spectrum.</p>\r\n\r\n<p>Here are two ways to level the playing field and, while also making yourself feel better.</p>\r\n\r\n<p><strong>1. Change your definition of “ work” and fill in your gap now</strong></p>\r\n\r\n<p>Volunteering, particularly in a way that is connected to your career goal, can be listed as a type of employment in your résumé. Not under “other activities” or “volunteering” but as a real position. Seek positions where you can volunteer in the main office of a non-profit and consult in your area of expertise. For example: Are you a marketing person who can help promote the next major fund-raiser? Are you a technology expert who can build a website?</p>\r\n\r\n<p>If you have been volunteering, then change your perception of how valuable that work is and talk about it like a job. Draw out the skills and experiences and learn as much as you can. Join Toastmasters? Earn a professional certification? Anything relevant and professional should be included.</p>\r\n\r\n[caption id=\"attachment_4554\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed.jpg\"><img class=\"size-medium wp-image-4554\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Long-term-unemployed-300x199.jpg\" alt=\"Long term unemployed\" width=\"300\" height=\"199\" /></a> Long term unemployed[/caption]\r\n\r\n<p><strong>2. Perform as the long-term employed</strong></p>\r\n\r\n<p>Maintain your grooming, read about interview success, and prepare to perform! Here’s a secret: Even the employed are blowing it in interviews. Good news is that you are on a level playing field and YOU have the time to prepare to win a job as a result of great interviewing prowess. Some keys:</p>\r\n<ul>\r\n<li>Maintain a nice haircut and facial grooming.</li>\r\n<li>Have your nails nicely groomed.</li>\r\n<li>Show good posture.</li>\r\n<li>Give a strong handshake.</li>\r\n<li>Carry a portfolio with paper and pen (to take notes!), copies of your résumé, and a copy of the job description.</li>\r\n<li>Prepare your answers to the most commonly-asked interview questions.</li>\r\n<li>Prepare the questions you will ask them!</li>\r\n</ul>','Ask Dana: 2 Recommendations for the Long-term Unemployed','','inherit','open','open','','4540-revision-v1','','','2015-01-25 20:38:00','2015-01-25 20:38:00','',4540,'http://www.danamanciagli.com/4540-revision-v1/',0,'revision','',0),(4591,8264,'2015-01-25 20:48:44','2015-01-25 20:48:44','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume.jpg\"><img class=\"alignright size-medium wp-image-4556\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume-300x250.jpg\" alt=\"Fibbing on Your Resume\" width=\"300\" height=\"250\" /></a>\r\n\r\n<em><p><strong>Question: Is fibbing on my resume okay?</strong></p>\r\n\r\n<p>I’m in a job search support group, and some members are sharing how they “pad” their résumés by embellishing their job experiences, lying about their age, inventing scholarships and awards, and other examples. Is a certain level of this deemed acceptable in today’s employment market?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Lying on or embellishing a résumé occurs in every industry, with candidates from entry level to senior executive. I believe there is an increase in “fibbing” on résumés because the job market is so highly competitive. On average, hiring managers receive 250 applications for every open position.</p>\r\n\r\n<p>Ironically, it is now easier for companies to investigate and identify falsehoods and exaggerations due to the abundance of information available via the web and through access to third-party databases.</p>\r\n\r\n<p>Let me be clear: Any misrepresentation can be grounds for repeal of an offer or termination of employment at a later point in time. I am NOT condoning “padding” a résumé.</p>\r\n\r\n<p>However, there are ways to design your résumé so it does not readily disclose information up front, such as age and gaps in employment.</p>\r\n\r\n<p><strong>Age</strong></p>\r\n\r\n<p>You only need to show about 10-15 years of work experience on your résumé, depending on how relevant the work was to the position you are applying to. Additionally, you do not need to put the dates of your education degrees.</p>\r\n\r\n<p><strong>Gaps in employment</strong></p>\r\n\r\n<p>What did you do during the gap time? Were you volunteering, even part time? Then add it as job experience rather than tuck it under “community work.” Did you raise children? Then put “head of household” and highlight the many skills you have that will be relevant to the position you are applying for, such as juggling multiple priorities, organizing projects, managing finances, etc.</p>','Ask Dana: Is fibbing on my résumé okay?','','inherit','open','open','','4542-autosave-v1','','','2015-01-25 20:48:44','2015-01-25 20:48:44','',4542,'http://www.danamanciagli.com/4542-autosave-v1/',0,'revision','',0),(4592,8264,'2015-01-25 20:48:35','2015-01-25 20:48:35','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume.jpg\"><img class=\"alignright size-medium wp-image-4556\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Fibbing-on-Your-Resume-300x250.jpg\" alt=\"Fibbing on Your Resume\" width=\"300\" height=\"250\" /></a>\r\n\r\n<em><p><strong>Question: Is fibbing on my resume okay?</strong></p>\r\n\r\n<p>I’m in a job search support group, and some members are sharing how they “pad” their résumés by embellishing their job experiences, lying about their age, inventing scholarships and awards, and other examples. Is a certain level of this deemed acceptable in today’s employment market?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Lying on or embellishing a résumé occurs in every industry, with candidates from entry level to senior executive. I believe there is an increase in “fibbing” on résumés because the job market is so highly competitive. On average, hiring managers receive 250 applications for every open position.</p>\r\n\r\n<p>Ironically, it is now easier for companies to investigate and identify falsehoods and exaggerations due to the abundance of information available via the web and through access to third-party databases.</p>\r\n\r\n<p>Let me be clear: Any misrepresentation can be grounds for repeal of an offer or termination of employment at a later point in time. I am NOT condoning “padding” a résumé.</p>\r\n\r\n<p>However, there are ways to design your résumé so it does not readily disclose information up front, such as age and gaps in employment.</p>\r\n\r\n<p><strong>Age</strong></p>\r\n\r\n<p>You only need to show about 10-15 years of work experience on your résumé, depending on how relevant the work was to the position you are applying to. Additionally, you do not need to put the dates of your education degrees.</p>\r\n\r\n<p><strong>Gaps in employment</strong></p>\r\n\r\n<p>What did you do during the gap time? Were you volunteering, even part time? Then add it as job experience rather than tuck it under “community work.” Did you raise children? Then put “head of household” and highlight the many skills you have that will be relevant to the position you are applying for, such as juggling multiple priorities, organizing projects, managing finances, etc.</p>','Ask Dana: Is fibbing on my résumé okay?','','inherit','open','open','','4542-revision-v1','','','2015-01-25 20:48:35','2015-01-25 20:48:35','',4542,'http://www.danamanciagli.com/4542-revision-v1/',0,'revision','',0),(4593,8264,'2015-01-25 20:51:51','2015-01-25 20:51:51','[caption id=\"attachment_4558\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg\"><img class=\"size-medium wp-image-4558\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over-300x198.jpg\" alt=\"3 tips for changing your career without starting over\" width=\"300\" height=\"198\" /></a> 3 tips for changing your career without starting over[/caption]\r\n\r\n<p>In 2014, the U.S. generated about 2.6 million jobs, an uptick compared to 2.2 million in 2013. However, a new survey from CareerBuilder.com reports that 30 percent of employers now require a college degree for jobs previously held by high school graduates. In other words, if you never got a bachelor’s degree, your options are sparse.\r\n\r\n<p>I spoke with Corrine Gordon, who teaches in Northern Arizona University’s Personalized Learning program. Here are her top three tips for pulling off a mid-life career change without starting over:\r\n\r\n<p><strong>1. Find a focus</strong>\r\n\r\n<p>The first step in changing careers is figuring out what you really want to be doing — what moves you?\r\n\r\n<p>One way to explore new careers is by requesting informational interviews in professions or businesses that appeal to you. This is a great chance to learn about a new line of work while getting a sense of what someone does every day.\r\n\r\n<p>“Be creative in how you gather information,” Gordon said. “Spend your lunch hour at your cousin’s law firm or connect on LinkedIn and ask an employee at your dream advertising agency to share insights. Get out there and talk to people and you’ll have a better idea of what your focus should be when job searching.”\r\n\r\n<p>Gordon also pointed out that industry-specific magazines and blogs can be great resources.\r\n\r\n<p>“If you’re interested in becoming an admissions counselor, try skimming Inside Higher Ed to see some of the challenges facing colleges and universities today,” she said. “Or browse one of the hundreds of IT business blogs to see if you want to get into databases or coding.”\r\n\r\n<p><strong>2. Make sure you have the right credentials</strong>\r\n\r\n<p>Once you’ve identified a target job, determine what it will take to get there (generally it\'s stated in the job description, so read those carefully!).\r\n\r\n<p>A college degree will open a lot of doors for you, and keep in mind that it can also help you command a higher salary. A recent Pew Research Center study found that workers with a college degree make $17,500 more per year than those without.\r\n\r\n<p>But finding the time to get a degree can be challenging. Luckily, online education has evolved to meet the schedule of any student — lectures and coursework are available at the click of a mouse.\r\n\r\n<p>Many online college programs are competency-based, which means students can receive credit for skills and experiences they already have. Each lesson begins with a pre-test and students can test out of a lesson completely if they demonstrate a mastery of the subject.\r\n\r\n<p>“This type of competency-based program often allows students to earn a degree in half the time – for a fraction of the cost,” Gordon says.\r\n\r\n<p><strong>3. Brush up on your writing skills</strong>\r\n\r\n<p>Contrary to popular belief, writing skills are mandatory for almost any job out there. In a job market crazed with emails and tweets, proper grammar has never been more important. If I see a typo on any job application, it’s going directly into the “no” pile.\r\n\r\n<p>“I put a strong emphasis on writing throughout all of my lessons,” Gordon said. “Writing is a critical part of communication and is a business foundation.”\r\n\r\n<p>You may think you’re a good writer, but writing on the job can be very different from composing personal emails or updating Facebook. Employers want to hire someone who can prepare a strategy document, write a new business email, or serve as a professional voice to clients and customers.\r\n\r\n<p>“Consider courses that can help you improve your writing portfolio,” Gordon said.\r\n\r\n<p>You can read more of Gordon’s tips at Northern Arizona University’s <a href=\"http://ec.nau.edu/blog/Change-Careers-Without-Starting-Over+24/\" title=\"link to blog\" target=\"_blank\">re:THINK blog</a>.</p>','3 tips for changing your career without starting over','','inherit','open','open','','4544-autosave-v1','','','2015-01-25 20:51:51','2015-01-25 20:51:51','',4544,'http://www.danamanciagli.com/4544-autosave-v1/',0,'revision','',0),(4594,8264,'2015-01-25 20:51:41','2015-01-25 20:51:41','[caption id=\"attachment_4558\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over.jpg\"><img class=\"size-medium wp-image-4558\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/3-tips-for-changing-your-career-without-starting-over-300x198.jpg\" alt=\"3 tips for changing your career without starting over\" width=\"300\" height=\"198\" /></a> 3 tips for changing your career without starting over[/caption]\r\n\r\n<p>In 2014, the U.S. generated about 2.6 million jobs, an uptick compared to 2.2 million in 2013. However, a new survey from CareerBuilder.com reports that 30 percent of employers now require a college degree for jobs previously held by high school graduates. In other words, if you never got a bachelor’s degree, your options are sparse.\r\n\r\n<p>I spoke with Corrine Gordon, who teaches in Northern Arizona University’s Personalized Learning program. Here are her top three tips for pulling off a mid-life career change without starting over:\r\n\r\n<p><strong>1. Find a focus</strong>\r\n\r\n<p>The first step in changing careers is figuring out what you really want to be doing — what moves you?\r\n\r\n<p>One way to explore new careers is by requesting informational interviews in professions or businesses that appeal to you. This is a great chance to learn about a new line of work while getting a sense of what someone does every day.\r\n\r\n<p>“Be creative in how you gather information,” Gordon said. “Spend your lunch hour at your cousin’s law firm or connect on LinkedIn and ask an employee at your dream advertising agency to share insights. Get out there and talk to people and you’ll have a better idea of what your focus should be when job searching.”\r\n\r\n<p>Gordon also pointed out that industry-specific magazines and blogs can be great resources.\r\n\r\n<p>“If you’re interested in becoming an admissions counselor, try skimming Inside Higher Ed to see some of the challenges facing colleges and universities today,” she said. “Or browse one of the hundreds of IT business blogs to see if you want to get into databases or coding.”\r\n\r\n<p><strong>2. Make sure you have the right credentials</strong>\r\n\r\n<p>Once you’ve identified a target job, determine what it will take to get there (generally it\'s stated in the job description, so read those carefully!).\r\n\r\n<p>A college degree will open a lot of doors for you, and keep in mind that it can also help you command a higher salary. A recent Pew Research Center study found that workers with a college degree make $17,500 more per year than those without.\r\n\r\n<p>But finding the time to get a degree can be challenging. Luckily, online education has evolved to meet the schedule of any student — lectures and coursework are available at the click of a mouse.\r\n\r\n<p>Many online college programs are competency-based, which means students can receive credit for skills and experiences they already have. Each lesson begins with a pre-test and students can test out of a lesson completely if they demonstrate a mastery of the subject.\r\n\r\n<p>“This type of competency-based program often allows students to earn a degree in half the time – for a fraction of the cost,” Gordon says.\r\n\r\n<p><strong>3. Brush up on your writing skills</strong>\r\n\r\n<p>Contrary to popular belief, writing skills are mandatory for almost any job out there. In a job market crazed with emails and tweets, proper grammar has never been more important. If I see a typo on any job application, it’s going directly into the “no” pile.\r\n\r\n<p>“I put a strong emphasis on writing throughout all of my lessons,” Gordon said. “Writing is a critical part of communication and is a business foundation.”\r\n\r\n<p>You may think you’re a good writer, but writing on the job can be very different from composing personal emails or updating Facebook. Employers want to hire someone who can prepare a strategy document, write a new business email, or serve as a professional voice to clients and customers.\r\n\r\n<p>“Consider courses that can help you improve your writing portfolio,” Gordon said.\r\n\r\n<p>You can read more of Gordon’s tips at Northern Arizona University’s <a href=\"http://ec.nau.edu/blog/Change-Careers-Without-Starting-Over+24/\" title=\"link to blog\" target=\"_blank\">re:THINK blog</a>.</p>','3 tips for changing your career without starting over','','inherit','open','open','','4544-revision-v1','','','2015-01-25 20:51:41','2015-01-25 20:51:41','',4544,'http://www.danamanciagli.com/4544-revision-v1/',0,'revision','',0),(4596,8264,'2015-01-25 20:55:20','2015-01-25 20:55:20','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-design-office-spaces-to-attract-and-retain-great-talent.jpg\"><img class=\"alignright size-full wp-image-4560\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-design-office-spaces-to-attract-and-retain-great-talent.jpg\" alt=\"How to design office spaces to attract and retain great talent\" width=\"128\" height=\"85\" /></a>\r\n\r\n<p>It’s no secret: Beautiful office spaces work wonders when courting new clients or impressing investors. But innovative workspaces play another vital role in corporate ecosystems — attracting talent.</p>\r\n\r\n<p>When your favorite candidates for your open positions walk into your workspace, they will immediately judge the environment. And once a candidate is hired, a well-designed office can dramatically improve employee innovation, morale, and even retention.</p>\r\n\r\n<p>“The most dynamic workspaces I have seen all contain a number of common threads tying them together that transcend mere placement of office furniture and a fully stocked kitchen,” said Jeff Chaitman, workplace design expert and vice president at IdeaPaint, which helps businesses work more efficiently, effectively and happily through intelligent workplace design.</p>\r\n\r\n<p>“These trends get to the heart of what it means to be a motivated and loyal employee in today’s workforce and encourage ideas to come to life wherever they might spring from,\" he said.</p>\r\n\r\n<p>Since he’s ingrained in the productive office-space culture, Chaitman walked us through three recommendations to consider when designing effective workspaces:</p>\r\n\r\n<p><strong>1. Create work environment choice</strong></p>\r\n\r\n<p>Say goodbye to your elbow room. According to a 2013 Workplace Survey by design and architectural firm Gensler, the average square foot of space per worker dropped from 225 to 176 square feet between 2010 and 2012, and it’s expected to approach 100 by 2017.</p>\r\n\r\n<p>But this drop in personal space doesn’t mean that the overall amount of office space is decreasing. Actually, many companies use that reclaimed space to create diverse work environments that employees love, allowing them to have more flexibility in where they work, think, create, and engage with colleagues.</p>\r\n\r\n<p>That flexibility drives performance and innovation. In fact, companies that grant employees choice grew more and had one-third the turnover versus more traditional organizations.</p>\r\n\r\n<p><strong>2. Give everyone a seat at the table</strong></p>\r\n\r\n<p>Good ideas can come from anyone, from upper management to interns and new hires. Chaitman said offices that maintain open workspaces foster more democratic brainstorming meetings and therefore capitalize on the employee knowledge base.</p>\r\n\r\n<p>“The access these employees have to managers, specifically the variety of access they have to them, creates unique relationships between new hires and veterans that forge a strong professional bond and creates a sense of empowerment that keeps them engaged day after day,” said Chaitman.</p>\r\n\r\n<p>More proof: Boston-based energy intelligence company EnerNOC sought to empower its millennial workers — roughly 50 percent of its workforce — by getting them more involved during brainstorming meetings and connecting them with senior management. They found that their younger employees were eager to learn from their managers and develop their own creative voices.</p>\r\n\r\n<p><strong>3. Keep them coming back</strong></p>\r\n\r\n<p>At the end of the day, work is just that. On average, we spend one-third of our day at work. But that doesn’t have to be a negative Chaitman explained that a well-designed workplace can inspire employees on a daily basis instead of deflating them.</p>\r\n\r\n<p>Take the Quicken Loans corporate headquarters in downtown Detroit. The space features a repurposed bank vault for meetings; a nod to Detroit’s industrial roots through iron artwork, antique equipment, and brick-and-beam architecture; and bright open-office spaces complete with floor-to-ceiling windows and pingpong tables.</p>\r\n\r\n<p>“The result is a workplace employees want to go to on a daily basis,” Chaitman said. “Companies of all shapes and sizes, from Apple to Zappos, are realizing the benefits of great office design. The common thread throughout is a boost in innovation and creative thinking, employee retention, and overall engagement.”</p>\r\n\r\n<p>In your effort to think holistically about how you attract and retain talent, consider investing in your office layout — beyond stocking free soda and coffee in the break room.</p>','How to design office spaces to attract and retain great talent','','inherit','open','open','','4546-revision-v1','','','2015-01-25 20:55:20','2015-01-25 20:55:20','',4546,'http://www.danamanciagli.com/4546-revision-v1/',0,'revision','',0),(4597,8264,'2015-01-25 20:59:09','2015-01-25 20:59:09','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview.jpg\"><img class=\"alignright size-medium wp-image-4562\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview-300x195.jpg\" alt=\"How to do your homework before a job interview\" width=\"300\" height=\"195\" /></a>\r\n\r\n<em><p><strong>Question:</strong></p>\r\n\r\n<p>What one piece of company information stands out to the interviewer and shows that candidates have done their homework on the company?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n<p>There is more than one piece of information you need to show the interviewer to prove that you have done your homework before a job interview. Here are the four key pieces of information to review before your interview:</p>\r\n\r\n<p><strong>1. Dissect the job description</strong></p>\r\n\r\n<p>Too many candidates show little to no understanding of the job requirements, since they haven’t read what the hiring manager wrote. Ensure that you understand every word, including acronyms. In addition, prepare notes that show where your unique experiences correlate with their requirements. Prepare to sell your attributes, including stories that will be examples of your skills.</p>\r\n\r\n<p><strong>2. Know the company’s various businesses</strong></p>\r\n\r\n<p>Spend hours on the web reading about them, and take notes.</p>\r\n\r\n<p><strong>3. Know the specific division, group, department or team that you are interviewing for</strong></p>\r\n\r\n<p>This is a sad – and true – story from one hiring interview I conducted at Microsoft. I interviewed a candidate for a mid-management position that would work with partners who were Original Equipment Manufacturers (OEM). The candidate clearly did not do his homework, because in the interview with me, he asked, “What does OEM stand for?”</p>\r\n\r\n<p><strong>4. Know yourself</strong></p>\r\n\r\n<p>Can you answer, “Tell me about yourself,” in three short bullet points? Be prepared to tell me about a time when you filled a requirement in the job description. This is called a situational interview question – expect it. These questions are becoming more common.</p>','Ask Dana: How to do your homework before a job interview','','inherit','open','open','','4548-autosave-v1','','','2015-01-25 20:59:09','2015-01-25 20:59:09','',4548,'http://www.danamanciagli.com/4548-autosave-v1/',0,'revision','',0),(4598,8264,'2015-01-25 20:58:56','2015-01-25 20:58:56','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview.jpg\"><img class=\"alignright size-medium wp-image-4562\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-do-your-homework-before-a-job-interview-300x195.jpg\" alt=\"How to do your homework before a job interview\" width=\"300\" height=\"195\" /></a>\r\n\r\n<em><p><strong>Question:</strong></p>\r\n\r\n<p>What one piece of company information stands out to the interviewer and shows that candidates have done their homework on the company?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n<p>There is more than one piece of information you need to show the interviewer to prove that you have done your homework before a job interview. Here are the four key pieces of information to review before your interview:</p>\r\n\r\n<p><strong>1. Dissect the job description</strong></p>\r\n\r\n<p>Too many candidates show little to no understanding of the job requirements, since they haven’t read what the hiring manager wrote. Ensure that you understand every word, including acronyms. In addition, prepare notes that show where your unique experiences correlate with their requirements. Prepare to sell your attributes, including stories that will be examples of your skills.</p>\r\n\r\n<p><strong>2. Know the company’s various businesses</strong></p>\r\n\r\n<p>Spend hours on the web reading about them, and take notes.</p>\r\n\r\n<p><strong>3. Know the specific division, group, department or team that you are interviewing for</strong></p>\r\n\r\n<p>This is a sad – and true – story from one hiring interview I conducted at Microsoft. I interviewed a candidate for a mid-management position that would work with partners who were Original Equipment Manufacturers (OEM). The candidate clearly did not do his homework, because in the interview with me, he asked, “What does OEM stand for?”</p>\r\n\r\n<p><strong>4. Know yourself</strong></p>\r\n\r\n<p>Can you answer, “Tell me about yourself,” in three short bullet points? Be prepared to tell me about a time when you filled a requirement in the job description. This is called a situational interview question – expect it. These questions are becoming more common.</p>','Ask Dana: How to do your homework before a job interview','','inherit','open','open','','4548-revision-v1','','','2015-01-25 20:58:56','2015-01-25 20:58:56','',4548,'http://www.danamanciagli.com/4548-revision-v1/',0,'revision','',0),(4599,8264,'2015-01-25 21:02:39','2015-01-25 21:02:39','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers.jpg\"><img class=\"alignright size-medium wp-image-4567\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers-199x300.jpg\" alt=\"3 tips for college graduating job seekers\" width=\"199\" height=\"300\" /></a>\r\n\r\n<em><p><strong>Question:</strong></p>\r\n\r\n<p>My son is graduating in May with a degree in English. His passion is writing. How would you suggest he go about a job search to target those who require his skills?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>I love this question — there are multiple answers. I would be remiss if I didn’t say that every job requires great writing skills. You can’t be successful without learning how to write well. That being said, here are three pieces of advice college graduate job seekers and their families should consider:</p>\r\n\r\n<p><strong>1. College graduates must be held accountable for their job searches.</strong></p>\r\n\r\n<p>Parents, your kids need to own their job search and be responsible for their career decisions starting now.</p>\r\n\r\n<p>Some early indicators of a college graduate’s accountability: Did they go into the Career Placement Center at their college or university? Have they purchased at least one book on how to find a job? Have they taken any webinars or seminars on how to find job opportunities, and have they gone to those opportunities?</p>\r\n\r\n<p><strong>2. Passion does not lead directly to paid jobs.</strong></p>\r\n\r\n<p>An employment opportunity is not about a candidate’s passion — it’s about a company’s needs first. So he needs to research real jobs that are publicly posted right now.</p>\r\n\r\n<p>He can use “writing” as a keyword, but he should window-shop on sites such as Indeed.com and Monster.com and read hundreds of job descriptions.</p>\r\n\r\n<p><strong>3. Finding job opportunities for writers is the easy part.</strong></p>\r\n\r\n<p>The work lies ahead. He needs to learn the end-to-end job search process and how to stand out and “win” a job in a highly competitive space.</p>','Ask Dana: 3 tips for college-graduating job seekers','','inherit','open','open','','4550-autosave-v1','','','2015-01-25 21:02:39','2015-01-25 21:02:39','',4550,'http://www.danamanciagli.com/4550-autosave-v1/',0,'revision','',0),(4600,8264,'2015-01-25 21:02:32','2015-01-25 21:02:32','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers.jpg\"><img class=\"alignright size-medium wp-image-4567\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/3-tips-for-college-graduating-job-seekers-199x300.jpg\" alt=\"3 tips for college graduating job seekers\" width=\"199\" height=\"300\" /></a>\r\n\r\n<em><p><strong>Question:</strong></p>\r\n\r\n<p>My son is graduating in May with a degree in English. His passion is writing. How would you suggest he go about a job search to target those who require his skills?</p></em>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>I love this question — there are multiple answers. I would be remiss if I didn’t say that every job requires great writing skills. You can’t be successful without learning how to write well. That being said, here are three pieces of advice college graduate job seekers and their families should consider:</p>\r\n\r\n<p><strong>1. College graduates must be held accountable for their job searches.</strong></p>\r\n\r\n<p>Parents, your kids need to own their job search and be responsible for their career decisions starting now.</p>\r\n\r\n<p>Some early indicators of a college graduate’s accountability: Did they go into the Career Placement Center at their college or university? Have they purchased at least one book on how to find a job? Have they taken any webinars or seminars on how to find job opportunities, and have they gone to those opportunities?</p>\r\n\r\n<p><strong>2. Passion does not lead directly to paid jobs.</strong></p>\r\n\r\n<p>An employment opportunity is not about a candidate’s passion — it’s about a company’s needs first. So he needs to research real jobs that are publicly posted right now.</p>\r\n\r\n<p>He can use “writing” as a keyword, but he should window-shop on sites such as Indeed.com and Monster.com and read hundreds of job descriptions.</p>\r\n\r\n<p><strong>3. Finding job opportunities for writers is the easy part.</strong></p>\r\n\r\n<p>The work lies ahead. He needs to learn the end-to-end job search process and how to stand out and “win” a job in a highly competitive space.</p>','Ask Dana: 3 tips for college-graduating job seekers','','inherit','open','open','','4550-revision-v1','','','2015-01-25 21:02:32','2015-01-25 21:02:32','',4550,'http://www.danamanciagli.com/4550-revision-v1/',0,'revision','',0),(4601,8264,'2015-01-26 16:01:05','2015-01-26 16:01:05','[caption id=\"attachment_4911\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-100x100.jpg\"><img class=\"size-medium wp-image-4911\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money-300x199.jpg\" alt=\"5 perks job seekers should think about beyond money\" width=\"300\" height=\"199\" /></a> 5 perks job seekers should think about beyond money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google keep growing, and the stream of startups elbowing each other to snag talented employees seems endless.</p>\r\n\r\n<p>In an environment like this one, you can\'t blame an in-demand developer, for example, for picking the biggest paycheck. But when multiple companies want you on their team, I suggest weighing several factors beyond salary before sealing the deal.</p>\r\n\r\n<p>I spoke to Anthony Smith, CEO and founder of CRM and project management software company Insightly, about growing his career, attracting talent, and comparing your options.</p>\r\n\r\n<p><strong>1. Startup table stakes</strong></p>\r\n\r\n<p>Let’s get this one out of the way first: If you work in tech, you can expect some primo perks. For example, free snacks, a stocked soda fridge, and even complimentary massages aren’t out of the question. But don’t let those bonuses cloud your judgment.</p>\r\n\r\n<p>“These kinds of amenities have become as standard as health insurance and retirement savings plans,” Smith said. “Check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><strong>2. Remote work options</strong></p>\r\n\r\n<p>If the thought of a two-hour daily commute makes your butt sore, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings,” Smith said. “We use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary.” The availability of collaborative software at your company will indicate its support of a remote workforce.</p>\r\n\r\n<p><strong>3. A voice in decision-making and cross-departmental responsibility</strong></p>\r\n\r\n<p>Unlike mega corporations, startups can offer employees the chance to take part in big-picture decisions.</p>\r\n\r\n<p>“In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments,” Smith said. “That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><strong>4. Employee happiness</strong></p>\r\n\r\n<p>When you tour any workplace, pay close attention to the happiness of their employees.</p>\r\n\r\n<p>“If you’re going in for an interview, you can see this onsite,” Smith said. “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job.”</p>\r\n\r\n<p>If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as Glassdoor.com.</p>\r\n\r\n<p><strong>5. Frequent, clear communication</strong></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership?</p>\r\n\r\n<p>“I’ve always made it a point to be receptive to employee feedback,” Smith said. “If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”</p>\r\n\r\n<p>Don’t assume that every employer listens to employee suggestions or offers clear frequent communication — ask.</p>','5 perks job seekers should think about (beyond money)','','inherit','open','open','','4506-autosave-v1','','','2015-01-26 16:01:05','2015-01-26 16:01:05','',4506,'http://www.danamanciagli.com/4506-autosave-v1/',0,'revision','',0),(4602,8264,'2015-01-26 16:00:53','2015-01-26 16:00:53','[caption id=\"attachment_4911\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-100x100.jpg\"><img class=\"size-medium wp-image-4911\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/5-perks-job-seekers-should-think-about-beyond-money-300x199.jpg\" alt=\"5 perks job seekers should think about beyond money\" width=\"300\" height=\"199\" /></a> 5 perks job seekers should think about beyond money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google keep growing, and the stream of startups elbowing each other to snag talented employees seems endless.</p>\r\n\r\n<p>In an environment like this one, you can\'t blame an in-demand developer, for example, for picking the biggest paycheck. But when multiple companies want you on their team, I suggest weighing several factors beyond salary before sealing the deal.</p>\r\n\r\n<p>I spoke to Anthony Smith, CEO and founder of CRM and project management software company Insightly, about growing his career, attracting talent, and comparing your options.</p>\r\n\r\n<p><strong>1. Startup table stakes</strong></p>\r\n\r\n<p>Let’s get this one out of the way first: If you work in tech, you can expect some primo perks. For example, free snacks, a stocked soda fridge, and even complimentary massages aren’t out of the question. But don’t let those bonuses cloud your judgment.</p>\r\n\r\n<p>“These kinds of amenities have become as standard as health insurance and retirement savings plans,” Smith said. “Check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><strong>2. Remote work options</strong></p>\r\n\r\n<p>If the thought of a two-hour daily commute makes your butt sore, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings,” Smith said. “We use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary.” The availability of collaborative software at your company will indicate its support of a remote workforce.</p>\r\n\r\n<p><strong>3. A voice in decision-making and cross-departmental responsibility</strong></p>\r\n\r\n<p>Unlike mega corporations, startups can offer employees the chance to take part in big-picture decisions.</p>\r\n\r\n<p>“In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments,” Smith said. “That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><strong>4. Employee happiness</strong></p>\r\n\r\n<p>When you tour any workplace, pay close attention to the happiness of their employees.</p>\r\n\r\n<p>“If you’re going in for an interview, you can see this onsite,” Smith said. “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job.”</p>\r\n\r\n<p>If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as Glassdoor.com.</p>\r\n\r\n<p><strong>5. Frequent, clear communication</strong></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership?</p>\r\n\r\n<p>“I’ve always made it a point to be receptive to employee feedback,” Smith said. “If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”</p>\r\n\r\n<p>Don’t assume that every employer listens to employee suggestions or offers clear frequent communication — ask.</p>','5 perks job seekers should think about (beyond money)','','inherit','open','open','','4506-revision-v1','','','2015-01-26 16:00:53','2015-01-26 16:00:53','',4506,'http://www.danamanciagli.com/4506-revision-v1/',0,'revision','',0),(4603,8264,'2015-01-26 16:01:41','2015-01-26 16:01:41','[caption id=\"attachment_4911\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-100x100.jpg\"><img class=\"size-medium wp-image-4911\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/5-Perks-Job-Seekers-Should-Weigh_Beyond-Money-100x100.jpg\" alt=\"5 perks job seekers should think about beyond money\" width=\"300\" height=\"199\" /></a> 5 perks job seekers should think about beyond money[/caption]\r\n\r\n<p>For many professionals, startup hubs like San Francisco and Seattle are job-hunting nirvana. The “Big Guys” like Facebook and Google keep growing, and the stream of startups elbowing each other to snag talented employees seems endless.</p>\r\n\r\n<p>In an environment like this one, you can\'t blame an in-demand developer, for example, for picking the biggest paycheck. But when multiple companies want you on their team, I suggest weighing several factors beyond salary before sealing the deal.</p>\r\n\r\n<p>I spoke to Anthony Smith, CEO and founder of CRM and project management software company Insightly, about growing his career, attracting talent, and comparing your options.</p>\r\n\r\n<p><strong>1. Startup table stakes</strong></p>\r\n\r\n<p>Let’s get this one out of the way first: If you work in tech, you can expect some primo perks. For example, free snacks, a stocked soda fridge, and even complimentary massages aren’t out of the question. But don’t let those bonuses cloud your judgment.</p>\r\n\r\n<p>“These kinds of amenities have become as standard as health insurance and retirement savings plans,” Smith said. “Check them off your list and move on to considering more substantive benefits.”</p>\r\n\r\n<p><strong>2. Remote work options</strong></p>\r\n\r\n<p>If the thought of a two-hour daily commute makes your butt sore, look for potential employers that offer remote work options. “Insightly uses several different tools to ensure off-site employees stay connected to the company culture and happenings,” Smith said. “We use Google Hangouts for face-to-face meetings and Yammer, a social network for businesses, allowing employees to collaborate and provide instant updates when videoconferencing isn’t necessary.” The availability of collaborative software at your company will indicate its support of a remote workforce.</p>\r\n\r\n<p><strong>3. A voice in decision-making and cross-departmental responsibility</strong></p>\r\n\r\n<p>Unlike mega corporations, startups can offer employees the chance to take part in big-picture decisions.</p>\r\n\r\n<p>“In the absence of the bureaucracy that characterizes so many big enterprises, our employees have the chance to guide company direction and weigh in on projects beyond their defined roles or departments,” Smith said. “That kind of flexibility fuels professional growth much more quickly than would be possible in a large enterprise.”</p>\r\n\r\n<p><strong>4. Employee happiness</strong></p>\r\n\r\n<p>When you tour any workplace, pay close attention to the happiness of their employees.</p>\r\n\r\n<p>“If you’re going in for an interview, you can see this onsite,” Smith said. “The cohesion and collegiality of the team will influence your ability to succeed and thrive in the job.”</p>\r\n\r\n<p>If you’re not interviewing onsite, I recommend researching employee happiness on job boards and company review sites such as Glassdoor.com.</p>\r\n\r\n<p><strong>5. Frequent, clear communication</strong></p>\r\n\r\n<p>Do employees know what’s happening in their company? Do they understand the vision of its leadership?</p>\r\n\r\n<p>“I’ve always made it a point to be receptive to employee feedback,” Smith said. “If an employee disagrees with a policy or has a suggestion to change an existing process, I want the executive team to listen and enact change.”</p>\r\n\r\n<p>Don’t assume that every employer listens to employee suggestions or offers clear frequent communication — ask.</p>','5 perks job seekers should think about (beyond money)','','inherit','open','open','','4506-revision-v1','','','2015-01-26 16:01:41','2015-01-26 16:01:41','',4506,'http://www.danamanciagli.com/4506-revision-v1/',0,'revision','',0),(4618,7636,'2015-01-30 18:54:36','2015-01-30 18:54:36','[caption id=\"attachment_4909\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/4-ways-to-Avoid-Becoming-a-Workaholic.jpg\"><img class=\"wp-image-4909 size-medium\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/4-ways-to-Avoid-Becoming-a-Workaholic-300x200.jpg\" alt=\"Why do so many people hate their jobs\" width=\"300\" height=\"200\" /></a> Why do so many people hate their jobs[/caption]\r\n\r\nA recent Gallup poll shows that 30 percent of our U.S. workers are engaged with their jobs, another 50 percent are “non-engaged,” and an astonishing 20 percent “actively disengaged.” So people not only hate their jobs — they’re completely checking out.\r\n\r\nGallup recommends that managers should engage more with employees to keep them motivated. My opinion? Employees should get engaged or get out.\r\n\r\nWhy do so many people hate their jobs? Here are my theories:\r\n<ul>\r\n	<li><strong>They have been in a position for too long.</strong> More workers are staying in their jobs — “keeping their heads down\" — because of the unemployment crisis. As a result, fewer people are taking risks, changing careers, and opening seats within a company’s game of musical chairs.</li>\r\n	<li><strong>Employees are abdicating responsibility for their career movement to their managers.</strong> They would rather be forgotten than accountable. I retired from Microsoft to write the book “Cut the Crap, Get a Job!\" so I could deliver an easy-to-follow process for people to go out and create opportunities for themselves.</li>\r\n	<li><strong>They are working longer hours for less money.</strong> Yes, compensation packages are being squeezed, merit increases are in the low single digits, and even commissioned employees are seeing their payment structures altered for the worse.</li>\r\n	<li><strong>Devices and technology have made it very hard to turn work off.</strong> Emails, texts, action items, and reports come flowing in via smart phones, tablets and laptops at all hours. When people are exhausted and unable to recharge their batteries, their exhaustion morphs into resentment. In other words: work-life balance is heading in the wrong direction.</li>\r\n</ul>\r\nIt’s up to each job-loather to take control of his or her career and to cultivate choices. It’s all about having options, and you’re the one responsible for developing those options. You can do this!','Why do so many people hate their jobs?','','inherit','open','open','','4508-revision-v1','','','2015-01-30 18:54:36','2015-01-30 18:54:36','',4508,'http://www.danamanciagli.com/4508-revision-v1/',0,'revision','',0),(4619,7636,'2015-01-30 18:59:58','2015-01-30 18:59:58','[caption id=\"attachment_4512\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/My-Boss-is-Evil-And-10-Other-Career-Excuses-300x199.jpg\"><img class=\"size-full wp-image-4512\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/My-Boss-is-Evil-And-10-Other-Career-Excuses-300x199.jpg\" alt=\"My Boss is Evil and 10 Other Career Excuses\" width=\"300\" height=\"199\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\n\nWhy do so many hard-working employees suddenly turn evil — horns, pitchfork and all — the day they become a manager?\n\nOh, I know: Because calling the boss evil is the go-to explanation for your career dissatisfaction. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.\n\nPlenty of employees hate their jobs, but instead of acting they pout. To make the situation even more toxic, they whine about it with their co-workers, blaming others and projecting their disengagement.\n\nThe boss becomes evil when he or she sees your negative behavior or hears about it from others. The boss starts pressuring you for more engagement and productivity, and you retreat further. Here come the horns (from your perspective).\n\n<strong>Pop Quiz: Have you used any of these excuses lately? (Okay, if you haven’t, maybe you’ve heard a friend use them?)</strong>\n<ol>\n	<li>I work hard and my boss doesn’t recognize my effort.</li>\n	<li>I have no work-life balance thanks to this company (and my boss).</li>\n	<li>Other people are getting promoted, and I’m always passed up.</li>\n	<li>I don’t have any time to work on my career because I’m working so hard in the office.</li>\n	<li>If I network, job search, or look at other opportunities, my boss will think I’m disloyal.</li>\n	<li>I should be promoted since I’ve been around forever.</li>\n	<li>My company is not giving me challenging opportunities to grow.</li>\n	<li>My company has me pigeon-holed in one type of job and I’ll never get out.</li>\n	<li>Management is a bunch of yahoos – they don’t know what they’re doing.</li>\n	<li>I don’t believe in (or understand) the company’s strategic direction.</li>\n</ol>\nI’ve been there, done that — I’ve uttered every excuse in the book.\n\nDuring my 30-year sales and marketing career, I’ve been extremely lucky — except for one brief year, when I was completely miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming.\n\nRealistically: It was easier than facing the harsh reality that I needed to do something. The options?\n<ul>\n	<li><strong>Plan A:</strong> Choose to do something to moderate my work style in order to alter the perceptions holding me back from career change and growth.</li>\n	<li><strong>Plan B:</strong> Develop a plan to move on with my career, mitigate my risks, and avoid jumping into another “stuck” role.</li>\n	<li><strong>Plan C:</strong> There is no plan C, because remaining miserable isn’t an option.</li>\n</ul>\nThe good news is that both options A and B can be very rewarding. However, whether you’re changing your work style or your entire career path, both take time, both can be frustrating, and there are no shortcuts.\n\nFor option A to work, you need to embrace any negative feedback and make difficult course-corrections. On the other hand, option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job search techniques. Either one can pack a blow to the ego.\n\nCatch yourself the next time you abdicate your career growth to anybody else — nobody cares about your career more than you do. What choice will you make? Option A or Option B?','My boss is evil (and 10 other career excuses)','','inherit','open','open','','4511-autosave-v1','','','2015-01-30 18:59:58','2015-01-30 18:59:58','',4511,'http://www.danamanciagli.com/4511-autosave-v1/',0,'revision','',0),(4622,7636,'2015-01-30 19:41:25','2015-01-30 19:41:25','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\"><img class=\"alignright size-full wp-image-4518\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\" alt=\"Catapult Your Career Success Summit (1)\" width=\"233\" height=\"350\" /></a><p>I’ve got exciting news to share with you…</p>\r\n\r\n<p>If you’re sick and tired of struggling to make a bigger impact in your career, accomplish more in less time or achieve greater success and recognition, then look no further!</p>\r\n\r\n<p>I, along with 19 other highly-sought-after guest speakers, career experts, and executive job coaches are revealing our best strategies and tactics for career success in a 100% FREE Virtual Tele-Summit!</p>\r\n\r\n<p>The “2015 Catapult Your Career Success Summit” is a 12 day event hosted by my colleague Linda Cattelan, Career Acceleration Coach. This complimentary event runs from January 20th, 2015 through February 2nd, 2015 from the comfort of your own home (via phone or internet). And you’ll receive access to ALL the session recordings!</p>\r\n\r\n<p>Typically, it would cost thousands of dollars to amass these particular leading authorities to co-facilitate an advanced summit of this nature (wait ‘till you see who’s involved). So I highly encourage you to check it out and join us!</p>\r\n\r\n<p>Register Now: <a title=\"link to register\" href=\"http://resultscatalyst.ca/catapult.html\" target=\"_blank\">http://resultscatalyst.ca/catapult.html</a></p>','2015 Catapult Your Career Success Summit','','inherit','open','open','','4517-autosave-v1','','','2015-01-30 19:41:25','2015-01-30 19:41:25','',4517,'http://www.danamanciagli.com/4517-autosave-v1/',0,'revision','',0),(4625,7636,'2015-01-30 19:36:55','2015-01-30 19:36:55','[caption id=\"attachment_4915\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Thinking-about-a-career-change-Here-is-what-to-consider.jpg\"><img class=\"size-medium wp-image-4915\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Thinking-about-a-career-change-Here-is-what-to-consider-300x198.jpg\" alt=\"Thinking about a career change?  Here\'s what to consider\" width=\"300\" height=\"198\" /></a> Thinking about a career change? Here\'s what to consider[/caption]\r\n\r\n<p>When considering your next career change, remember that your résumé doesn’t define you: You aren’t required to look for a job in your current industry or even know what occupation you want to move into before starting your search.</p>\r\n\r\n<p>Today’s job seekers have access to postings from all sorts of companies with the click of a mouse — or a tap on your smartphone — on websites like Indeed.com. Using technology allows you to easily explore different career opportunities to find the right spot for you.</p>\r\n\r\n<p>You’re not alone in your thirst for a career move: <a title=\"link to article\" href=\"http://blog.indeed.com/2014/03/18/what-job-seekers-want-an-economists-look-at-the-most-desirable-occupations/\" target=\"_blank\">Recent research by the Indeed Hiring Lab</a> found that 81.5 percent of employed job seekers explore occupations other than their current one, and less than half search for a new job in the same category as their current job.</p>\r\n\r\n<p>By doing a little extra exploration online, you may learn that your “perfect match” was a job you didn’t even know existed. It’s normal to look around, and if you’re thinking about a career transition, here are some things to think about.</p>\r\n\r\n<strong>Occupations to consider</strong>\r\n\r\n<p>Tara Sinclair, economist at Indeed, recommends healthcare.</p>\r\n\r\n\r\n\r\n<blockquote>“People in healthcare appear very satisfied with their career choices — even those in the lower-salary support positions are surprisingly keen to stay in their chosen occupations,” she said. “Plus, there are many opportunities in all sorts of healthcare fields, with relatively few job seekers currently considering moving into healthcare.”</blockquote>\r\n\r\n\r\n\r\n<p>Other obvious choices include computer and math-based careers, but there are also many opportunities in business and financial sectors.</p>\r\n\r\n<p>If you’re currently in working in the food industry or in personal care, you’re definitely not alone in considering other options. Based on other job seekers’ searches on <a title=\"link to indeed.com\" href=\"http://www.indeed.com/\" target=\"_blank\">Indeed.com</a>, you should research administrative or sales positions.</p>\r\n\r\n<strong>Be strategic</strong>\r\n\r\n<p>Although exploring and applying to different jobs during your search might be a good path for you, try to avoid “random acts of application.” Don’t send your résumé to every job opening in your city. Instead, be strategic and thoughtful about your applications. If your skills could apply to two different paths, consider creating two résumés, each one emphasizing your most relevant skills for a specific job type.</p>\r\n\r\n<p>As you shop online for a new career, try entering keywords reflecting your skills rather than job titles to find hidden opportunities. Then, as you read through the job descriptions, ask yourself, “Is this me?”</p>\r\n\r\n<p>Sometimes you find your perfect job and realize you may not yet be qualified for it — don’t let that discourage you. Instead, think of your search as a dartboard: your dream job is the bullseye, but you should also consider applying to jobs in the circles around the center to broaden your search.</p>\r\n\r\n<p>A bit of flexibility in the initial steps of your job search could result in a great new career for 2015.</p>','Thinking about a career change? Here\'s what to consider','','inherit','open','open','','4499-revision-v1','','','2015-01-30 19:36:55','2015-01-30 19:36:55','',4499,'http://www.danamanciagli.com/4499-revision-v1/',0,'revision','',0),(4626,7636,'2015-01-30 19:40:24','2015-01-30 19:40:24','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\"><img class=\"alignright size-full wp-image-4518\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\" alt=\"Catapult Your Career Success Summit (1)\" width=\"233\" height=\"350\" /></a>I’ve got exciting news to share with you…\r\n\r\n<p>If you’re sick and tired of struggling to make a bigger impact in your career, accomplish more in less time or achieve greater success and recognition, then look no further!</p>\r\n\r\n<p>I, along with 19 other highly-sought-after guest speakers, career experts, and executive job coaches are revealing our best strategies and tactics for career success in a 100% FREE Virtual Tele-Summit!</p>\r\n\r\n<p>The “2015 Catapult Your Career Success Summit” is a 12 day event hosted by my colleague Linda Cattelan, Career Acceleration Coach. This complimentary event runs from January 20th, 2015 through February 2nd, 2015 from the comfort of your own home (via phone or internet). And you’ll receive access to ALL the session recordings!</p>\r\n\r\n<p>Typically, it would cost thousands of dollars to amass these particular leading authorities to co-facilitate an advanced summit of this nature (wait ‘till you see who’s involved). So I highly encourage you to check it out and join us!</p>\r\n\r\n<p>Register Now: <a title=\"link to register\" href=\"http://resultscatalyst.ca/catapult.html\" target=\"_blank\">http://resultscatalyst.ca/catapult.html</a></p>','2015 Catapult Your Career Success Summit','','inherit','open','open','','4517-revision-v1','','','2015-01-30 19:40:24','2015-01-30 19:40:24','',4517,'http://www.danamanciagli.com/4517-revision-v1/',0,'revision','',0),(4628,7636,'2015-01-30 19:41:10','2015-01-30 19:41:10','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\"><img class=\"alignright size-full wp-image-4518\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\" alt=\"Catapult Your Career Success Summit (1)\" width=\"233\" height=\"350\" /></a><p>I’ve got exciting news to share with you…</p>\r\n\r\n<p>If you’re sick and tired of struggling to make a bigger impact in your career, accomplish more in less time or achieve greater success and recognition, then look no further!</p>\r\n\r\n<p>I, along with 19 other highly-sought-after guest speakers, career experts, and executive job coaches are revealing our best strategies and tactics for career success in a 100% FREE Virtual Tele-Summit!</p>\r\n\r\n<p>The “2015 Catapult Your Career Success Summit” is a 12 day event hosted by my colleague Linda Cattelan, Career Acceleration Coach. This complimentary event runs from January 20th, 2015 through February 2nd, 2015 from the comfort of your own home (via phone or internet). And you’ll receive access to ALL the session recordings!</p>\r\n\r\n<p>Typically, it would cost thousands of dollars to amass these particular leading authorities to co-facilitate an advanced summit of this nature (wait ‘till you see who’s involved). So I highly encourage you to check it out and join us!</p>\r\n\r\n<p>Register Now: <a title=\"link to register\" href=\"http://resultscatalyst.ca/catapult.html\" target=\"_blank\">http://resultscatalyst.ca/catapult.html</a></p>','2015 Catapult Your Career Success Summit','','inherit','open','open','','4517-revision-v1','','','2015-01-30 19:41:10','2015-01-30 19:41:10','',4517,'http://www.danamanciagli.com/4517-revision-v1/',0,'revision','',0),(4627,7636,'2015-01-30 19:41:00','2015-01-30 19:41:00','<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\"><img class=\"alignright size-full wp-image-4518\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/Catapult-Your-Career-Success-Summit-1.jpg\" alt=\"Catapult Your Career Success Summit (1)\" width=\"233\" height=\"350\" /></a><p>I’ve got exciting news to share with you…\r\n\r\n<p>If you’re sick and tired of struggling to make a bigger impact in your career, accomplish more in less time or achieve greater success and recognition, then look no further!</p>\r\n\r\n<p>I, along with 19 other highly-sought-after guest speakers, career experts, and executive job coaches are revealing our best strategies and tactics for career success in a 100% FREE Virtual Tele-Summit!</p>\r\n\r\n<p>The “2015 Catapult Your Career Success Summit” is a 12 day event hosted by my colleague Linda Cattelan, Career Acceleration Coach. This complimentary event runs from January 20th, 2015 through February 2nd, 2015 from the comfort of your own home (via phone or internet). And you’ll receive access to ALL the session recordings!</p>\r\n\r\n<p>Typically, it would cost thousands of dollars to amass these particular leading authorities to co-facilitate an advanced summit of this nature (wait ‘till you see who’s involved). So I highly encourage you to check it out and join us!</p>\r\n\r\n<p>Register Now: <a title=\"link to register\" href=\"http://resultscatalyst.ca/catapult.html\" target=\"_blank\">http://resultscatalyst.ca/catapult.html</a></p>','2015 Catapult Your Career Success Summit','','inherit','open','open','','4517-revision-v1','','','2015-01-30 19:41:00','2015-01-30 19:41:00','',4517,'http://www.danamanciagli.com/4517-revision-v1/',0,'revision','',0),(4630,7636,'2015-02-02 20:47:01','2015-02-02 20:47:01','[caption id=\"attachment_4913\" align=\"alignright\" width=\"199\"]<img class=\"alignnone size-full wp-image-4504\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Handle-Inappropriate-Attire-199x300.jpg\" alt=\"How-to-Handle-Inappropriate-Attire-199x300\" width=\"199\" height=\"300\" /> <a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/How-to-Handle-Inappropriate-Attire.jpg\"><img class=\"size-medium wp-image-4913\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/How-to-Handle-Inappropriate-Attire-199x300.jpg\" alt=\"How to Handle Inappropriate Attire\" width=\"199\" height=\"300\" /></a> How to Handle Inappropriate Attire[/caption]\n\n<em>I’m a manager of a large team of customer service representatives. What\'s the best way to address issues with inappropriate attire? If one of my employees is consistently dressing either too skimpy or too casual, what is the best way to correct the problem without causing offense?</em><p></P\n\n<strong>Answer from Dana:</strong>\n\nFirst, check with your Human Resources department and ask for a rundown of your company’s published dress code. From there, discuss the recommended protocol for addressing issues of inappropriate attire. As a hiring manager, I faced the same issues. Here are some guidelines from my experience:\n<ul>\n	<li>As the manager, it’s your job to have this conversation. Never ask HR or a peer to talk to someone about his or her clothing choices. Be direct!</li>\n	<li>Discuss it in a more casual environment rather than in your office. Ask him or her to coffee and outline what separates those who are moving up and those who are “stuck” because of perceptions. In other words, following the dress code will help them succeed.</li>\n	<li>All employees want promotions, money and respect. It is safest to provide attire feedback when you position it against these objectives. Try starting the conversation by asking “John, are you interested in getting promoted, taking on more responsibility, and earning more?”</li>\n	<li>Ask, “Can I give you feedback about how to grow your career?” Start with something positive and then bring up the issue of attire. For example: “You have a great smile and I encourage you to use it in your interactions so people see your friendlier side. What we wear influences the perceptions that people have about us, too. Have you considered changing your work attire slightly to signal a more professional image?”</li>\n</ul>','How to Handle Inappropriate Attire','','inherit','open','open','','4503-autosave-v1','','','2015-02-02 20:47:01','2015-02-02 20:47:01','',4503,'http://www.danamanciagli.com/4503-autosave-v1/',0,'revision','',0),(4631,7636,'2015-02-02 20:47:06','2015-02-02 20:47:06','[caption id=\"attachment_4913\" align=\"alignright\" width=\"199\"]<img class=\"alignnone size-full wp-image-4504\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Handle-Inappropriate-Attire-199x300.jpg\" alt=\"How-to-Handle-Inappropriate-Attire-199x300\" width=\"199\" height=\"300\" /> <a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/How-to-Handle-Inappropriate-Attire.jpg\"><img class=\"size-medium wp-image-4913\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/01/How-to-Handle-Inappropriate-Attire-199x300.jpg\" alt=\"How to Handle Inappropriate Attire\" width=\"199\" height=\"300\" /></a> How to Handle Inappropriate Attire[/caption]\r\n\r\n<em>I’m a manager of a large team of customer service representatives. What\'s the best way to address issues with inappropriate attire? If one of my employees is consistently dressing either too skimpy or too casual, what is the best way to correct the problem without causing offense?</em><p></p>\r\n\r\n<strong>Answer from Dana:</strong>\r\n\r\nFirst, check with your Human Resources department and ask for a rundown of your company’s published dress code. From there, discuss the recommended protocol for addressing issues of inappropriate attire. As a hiring manager, I faced the same issues. Here are some guidelines from my experience:\r\n<ul>\r\n	<li>As the manager, it’s your job to have this conversation. Never ask HR or a peer to talk to someone about his or her clothing choices. Be direct!</li>\r\n	<li>Discuss it in a more casual environment rather than in your office. Ask him or her to coffee and outline what separates those who are moving up and those who are “stuck” because of perceptions. In other words, following the dress code will help them succeed.</li>\r\n	<li>All employees want promotions, money and respect. It is safest to provide attire feedback when you position it against these objectives. Try starting the conversation by asking “John, are you interested in getting promoted, taking on more responsibility, and earning more?”</li>\r\n	<li>Ask, “Can I give you feedback about how to grow your career?” Start with something positive and then bring up the issue of attire. For example: “You have a great smile and I encourage you to use it in your interactions so people see your friendlier side. What we wear influences the perceptions that people have about us, too. Have you considered changing your work attire slightly to signal a more professional image?”</li>\r\n</ul>','How to Handle Inappropriate Attire','','inherit','open','open','','4503-revision-v1','','','2015-02-02 20:47:06','2015-02-02 20:47:06','',4503,'http://www.danamanciagli.com/4503-revision-v1/',0,'revision','',0),(4634,7636,'2015-02-02 20:51:33','2015-02-02 20:51:33','[caption id=\"attachment_4917\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-To-Do-After-You-Have-Been-Fired.jpg\"><img class=\"size-medium wp-image-4917\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-To-Do-After-You-Have-Been-Fired-300x199.jpg\" alt=\"What To Do After You Have Been Fired\" width=\"300\" height=\"199\" /></a> What To Do After You Have Been Fired[/caption]\r\n\r\nI know it doesn’t help to hear, but you’re in good company: Many professionals face this same obstacle every day. It’s your perfect storm and you need guidance. Here are my recommendations for you:<p></p>\r\n<ul>\r\n	<li>Start the job search process now. Forget everything you think you know about how to search for positions and get current with the new process. Grab the latest books, read job search and career blogs, and ask your peers for their advice. For starters, my book “Cut the Crap, Get a Job!” provides insight from the perspective of a hiring manager with 30 years of experience.</li>\r\n	<li>Don’t just update your résumé and start applying. You need to really think about the next position you are aiming for and how you will align yourself with a career change.</li>\r\n	<li>Never say, “I was fired.” I just met a man named Ron at a conference, and he was still outspokenly bitter about being let go. He said, “My stupid ex-company gave me the boot.” Bad Ron. Instead, say: “My company reduced headcount,” “my role was eliminated,” or “my company downsized.” Never badmouth your prior boss, company or peers. Be proud of the work you did for them and explain how you are ready to launch into another exciting company.</li>\r\n	<li>Fill the gap period with a volunteer role. Teach classes for local students, tutor kids who have special needs, or take on another cause that you’re passionate about. Go to Volunteermatch.org and get active!</li>\r\n	<li>Hit the gym and get fit so you look your best in your next interview. Dress appropriately and never look disheveled, disorganized, or not ready to work.</li>\r\n</ul>','What To Do After You\'ve Been Fired','','inherit','open','open','','4496-revision-v1','','','2015-02-02 20:51:33','2015-02-02 20:51:33','',4496,'http://www.danamanciagli.com/4496-revision-v1/',0,'revision','',0),(4635,7636,'2015-02-02 20:57:03','2015-02-02 20:57:03','[caption id=\"attachment_4919\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Take-Control-of-Your-Career-Path.jpg\"><img class=\"size-medium wp-image-4919\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Take-Control-of-Your-Career-Path-300x199.jpg\" alt=\"How to Take Control of Your Career Path\" width=\"300\" height=\"199\" /></a> How to Take Control of Your Career Path[/caption]\n\n<p>I talk to job-seeking clients every day, and I always hear the same refrain: “My career is stuck.”</p>\n\n<p>It comes in many different forms:</p>\n<ul>\n	<li>“I like my company, but I’m not moving up as fast as I want to.\"</li>\n	<li>“I’ve been in my role too long.\"</li>\n	<li>“Other people are moving forward but I keep getting passed up.”</li>\n</ul>\n<p>News flash: You need to invest more in your career progress than you are today. For most of you, that’s easy, since you are not doing much. And I get that. You don’t have time because you are working so hard, or you expect more from your company, or you don’t know how — should I continue with more excuses… I mean, reasons?</p>\n\n<p>The good news is there are resources ready to help you if you’re committed to stepping up. The only way to take control of your career is to step out of your comfort zone and try new techniques. Try grabbing the reins in these four major areas.</p>\n\n<p><strong>1. Be accountable</strong></p>\n\n<p>Are you just talking about your career “stuck-ness,” or are you committed to doing something about it? What are you willing to change about your mind-set, time management, and actions going forward?</p>\n\n<p>It’s important to have a very clear goal in mind — not a three-year or five-year plan, but the exact position that you want to pursue as your next role. If you don’t know, then study job descriptions and define one core goal.</p>\n\n<p>Then build a plan to get from your current position to the end goal. If you have gaps in your plan, then those are the topics for you to learn more about. Remember: nobody cares about your career progress more than you do.</p>\n\n<p><strong>2. Get feedback and be self-aware</strong></p>\n\n<p>During my 30-year career climbing Fortune 500 corporate ladders, I learned just how critical self-awareness is — including a deep understanding of how co-workers on multiple levels perceive you, good and bad.</p>\n\n<p>Good feedback is tough to get, but there are proven techniques that you can implement that will provide fantastic insights and help your career at the same time.</p>\n\n<p><strong>3. Build career champions now</strong></p>\n\n<p>Building a reliable network of career champions or strategic supporters takes a good amount of thought, time and maintenance. It is much more than having a mentor or two, although mentors can be extremely valuable.</p>\n\n<p>It’s important to network within your company for career change and success, and that networking can happen in many ways based on your preferred communication style. If well done, then it’s not “playing politics,” “boot-licking,” or “phony.\" It’s basic and you’re missing opportunities if you don’t execute this career strategy.</p>\n\n<p><strong>4. Implement techniques to get promoted</strong></p>\n\n<p>Promotions are harder to come by than ever before. But why are others rocketing up the ladder while you twiddle your thumbs on the launch pad? In order to land your next promotion, you need to be thoughtful, deliberate, and professional with your goals.</p>\n\n<p>For example, do research on the promotion philosophy of your company, the requirements of the next level up, and the key competencies or attributes your managers look for. Often you can learn this info from your company’s website or HR team. Also find out how your manager is justifying your position or promotion to his or her boss — prove that you’re the perfect fit!</p>\n\n<p><strong>Summary</strong></p>\n\n<p>Invest in YOU for a change. You’re giving and giving to your company, friends and family, but it’s time to take accountability for changing your career now. Buy a book, get an executive job coach, do some research. Do something!</p>','How to Take Control of Your Career Path','','inherit','open','open','','4493-autosave-v1','','','2015-02-02 20:57:03','2015-02-02 20:57:03','',4493,'http://www.danamanciagli.com/4493-autosave-v1/',0,'revision','',0),(4636,7636,'2015-02-02 20:57:38','2015-02-02 20:57:38','[caption id=\"attachment_4919\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Take-Control-of-Your-Career-Path.jpg\"><img class=\"size-medium wp-image-4919\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-Take-Control-of-Your-Career-Path-300x199.jpg\" alt=\"How to Take Control of Your Career Path\" width=\"300\" height=\"199\" /></a> How to Take Control of Your Career Path[/caption]\r\n\r\n<p>I talk to job-seeking clients every day, and I always hear the same refrain: “My career is stuck.”</p>\r\n\r\n<p>It comes in many different forms:</p>\r\n<ul>\r\n	<li>“I like my company, but I’m not moving up as fast as I want to.\"</li>\r\n	<li>“I’ve been in my role too long.\"</li>\r\n	<li>“Other people are moving forward but I keep getting passed up.”</li>\r\n</ul>\r\n<p>News flash: You need to invest more in your career progress than you are today. For most of you, that’s easy, since you are not doing much. And I get that. You don’t have time because you are working so hard, or you expect more from your company, or you don’t know how — should I continue with more excuses… I mean, reasons?</p>\r\n\r\n<p>The good news is there are resources ready to help you if you’re committed to stepping up. The only way to take control of your career is to step out of your comfort zone and try new techniques. Try grabbing the reins in these four major areas.</p>\r\n\r\n<p><strong>1. Be accountable</strong></p>\r\n\r\n<p>Are you just talking about your career “stuck-ness,” or are you committed to doing something about it? What are you willing to change about your mind-set, time management, and actions going forward?</p>\r\n\r\n<p>It’s important to have a very clear goal in mind — not a three-year or five-year plan, but the exact position that you want to pursue as your next role. If you don’t know, then study job descriptions and define one core goal.</p>\r\n\r\n<p>Then build a plan to get from your current position to the end goal. If you have gaps in your plan, then those are the topics for you to learn more about. Remember: nobody cares about your career progress more than you do.</p>\r\n\r\n<p><strong>2. Get feedback and be self-aware</strong></p>\r\n\r\n<p>During my 30-year career climbing Fortune 500 corporate ladders, I learned just how critical self-awareness is — including a deep understanding of how co-workers on multiple levels perceive you, good and bad.</p>\r\n\r\n<p>Good feedback is tough to get, but there are proven techniques that you can implement that will provide fantastic insights and help your career at the same time.</p>\r\n\r\n<p><strong>3. Build career champions now</strong></p>\r\n\r\n<p>Building a reliable network of career champions or strategic supporters takes a good amount of thought, time and maintenance. It is much more than having a mentor or two, although mentors can be extremely valuable.</p>\r\n\r\n<p>It’s important to network within your company for career change and success, and that networking can happen in many ways based on your preferred communication style. If well done, then it’s not “playing politics,” “boot-licking,” or “phony.\" It’s basic and you’re missing opportunities if you don’t execute this career strategy.</p>\r\n\r\n<p><strong>4. Implement techniques to get promoted</strong></p>\r\n\r\n<p>Promotions are harder to come by than ever before. But why are others rocketing up the ladder while you twiddle your thumbs on the launch pad? In order to land your next promotion, you need to be thoughtful, deliberate, and professional with your goals.</p>\r\n\r\n<p>For example, do research on the promotion philosophy of your company, the requirements of the next level up, and the key competencies or attributes your managers look for. Often you can learn this info from your company’s website or HR team. Also find out how your manager is justifying your position or promotion to his or her boss — prove that you’re the perfect fit!</p>\r\n\r\n<p><strong>Summary</strong></p>\r\n\r\n<p>Invest in YOU for a change. You’re giving and giving to your company, friends and family, but it’s time to take accountability for changing your career now. Buy a book, get an executive job coach, do some research. Do something!</p>','How to Take Control of Your Career Path','','inherit','open','open','','4493-revision-v1','','','2015-02-02 20:57:38','2015-02-02 20:57:38','',4493,'http://www.danamanciagli.com/4493-revision-v1/',0,'revision','',0),(4637,7636,'2015-02-02 21:01:47','2015-02-02 21:01:47','[caption id=\"attachment_4921\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-a-Hiring-Manager-Looks-for-in-a-Resume.jpg\"><img class=\"size-medium wp-image-4921\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-a-Hiring-Manager-Looks-for-in-a-Resume-225x300.jpg\" alt=\"What a Hiring Manager Looks for in a Resume\" width=\"225\" height=\"300\" /></a> What a Hiring Manager Looks for in a Resume[/caption]\n\n<p>As a hiring manager, I always checked an applicant’s résumé for familiar company names. My bias is “the bigger, the better.” Recognizable company names add credibility to a candidate’s application, plus an ability to navigate complex organizations and politics.</p>\n\n<p>Next, I look at the applicant’s past job titles to get a sense of whether or not they progressed through a function or industry. Often titles are misleading, so I look at the quantitative indicators of scope: Did the candidate progress in his or her career by managing more people, more revenue, or a bigger territory? That’s why data is so important on a résumé.</p>\n\n<p>Last, I look at tenure with the listed companies. Although more people have shorter stints at companies due to economic downsizing, it is still important for a résumé to reflect commitment.</p>\n\n<p>Once you have those details in order, polish your résumé with these simple upgrades:</p>\n<ul>\n	<li>Use bullet points so that your achievements are easy to navigate.</li>\n	<li>Most résumés focus too much on the target company and not enough on the candidate. Instead of a bland job description, include detailed explanations of your skills and previous experience.</li>\n	<li>Write a cover letter that makes the résumé relevant to me. Tell me: Why are you the best candidate for the position?</li>\n</ul>\n<p>Also avoid these pitfalls to stay ahead of the competition in your job search:</p>\n<ul>\n	<li>Check and double-check for grammatical errors, typos, and misspellings.</li>\n	<li>Always define your acronyms.</li>\n	<li>Edit yourself — too much text can kill a résumé.</li>\n</ul>','What a Hiring Manager Looks for in a Résumé','','inherit','open','open','','4490-autosave-v1','','','2015-02-02 21:01:47','2015-02-02 21:01:47','',4490,'http://www.danamanciagli.com/4490-autosave-v1/',0,'revision','',0),(4638,7636,'2015-02-02 21:02:39','2015-02-02 21:02:39','[caption id=\"attachment_4921\" align=\"alignright\" width=\"225\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-a-Hiring-Manager-Looks-for-in-a-Resume.jpg\"><img class=\"size-medium wp-image-4921\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/What-a-Hiring-Manager-Looks-for-in-a-Resume-225x300.jpg\" alt=\"What a Hiring Manager Looks for in a Resume\" width=\"225\" height=\"300\" /></a> What a Hiring Manager Looks for in a Resume[/caption]\r\n\r\n<p>As a hiring manager, I always checked an applicant’s résumé for familiar company names. My bias is “the bigger, the better.” Recognizable company names add credibility to a candidate’s application, plus an ability to navigate complex organizations and politics.</p>\r\n\r\n<p>Next, I look at the applicant’s past job titles to get a sense of whether or not they progressed through a function or industry. Often titles are misleading, so I look at the quantitative indicators of scope: Did the candidate progress in his or her career by managing more people, more revenue, or a bigger territory? That’s why data is so important on a résumé.</p>\r\n\r\n<p>Last, I look at tenure with the listed companies. Although more people have shorter stints at companies due to economic downsizing, it is still important for a résumé to reflect commitment.</p>\r\n\r\n<p>Once you have those details in order, polish your résumé with these simple upgrades:</p>\r\n<ul>\r\n	<li>Use bullet points so that your achievements are easy to navigate.</li>\r\n	<li>Most résumés focus too much on the target company and not enough on the candidate. Instead of a bland job description, include detailed explanations of your skills and previous experience.</li>\r\n	<li>Write a cover letter that makes the résumé relevant to me. Tell me: Why are you the best candidate for the position?</li>\r\n</ul>\r\n<p>Also avoid these resume pitfalls to stay ahead of the competition in your job search:</p>\r\n<ul>\r\n	<li>Check and double-check for grammatical errors, typos, and misspellings.</li>\r\n	<li>Always define your acronyms.</li>\r\n	<li>Edit yourself — too much text can kill a résumé.</li>\r\n</ul>','What a Hiring Manager Looks for in a Résumé','','inherit','open','open','','4490-revision-v1','','','2015-02-02 21:02:39','2015-02-02 21:02:39','',4490,'http://www.danamanciagli.com/4490-revision-v1/',0,'revision','',0),(4639,7636,'2015-02-02 21:05:27','2015-02-02 21:05:27','[caption id=\"attachment_4445\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-use-LinkedIn-to-target-two-types-of-jobs-simultaneously.jpg\"><img class=\"size-medium wp-image-4445\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-use-LinkedIn-to-target-two-types-of-jobs-simultaneously-300x199.jpg\" alt=\"How to use LinkedIn to target two types of jobs simultaneously\" width=\"300\" height=\"199\" /></a> How to use LinkedIn to target two types of jobs simultaneously[/caption]\n\n<p><em>I have a two-pronged job search — there are two different job types that I’m targeting — and I was wondering what advice you might have for my LinkedIn profile. Should I have two accounts? If so, would having two different LinkedIn profiles possibly cause prospective employers or recruiters to question my integrity or sincerity toward either one? If not, how do I manage a single profile and not dilute my online branding?</em></p>\n\n<p><strong>Advice from Dana:</strong></p>\n\n<p>Thank you for sharing that you are in job-search mode and targeting two various job types. This is a viable approach in today’s competitive environment. Plus, it’s great to have two areas of passion.</p>\n\n<p>In terms of LinkedIn, I do not recommend two different profiles. You are one person and your credentials, connections, recommendations and endorsements are all about one person — you.</p>\n\n<p>I have expert advice from <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Viveka%20von%20Rosen\">Viveka von Rosen</a>, author, speaker and LinkedIn consultant, who recommends using the summary section of LinkedIn to communicate your goals for a career chang. You have two choices:</p>\n<ol>\n	<li>Develop a clear goal statement that includes both objectives. One example might be, “I am pursuing two career moves simultaneously as I am passionate in two arenas: One, an IT manager in a medium-sized technology company or, two, a customer-facing client manager in an IT consulting firm.”</li>\n	<li>Leave out your goal statement and simply execute on two different job searches. Your LinkedIn summary and profile would be the same for each.</li>\n</ol>\n<p>According to Rosen, another LinkedIn activity you may want to pursue is to identify the key words used in the job descriptions for both areas you are pursuing and use them throughout your LinkedIn profile where applicable. This will allow companies or recruiters to more easily find you through your skills and experiences.</p>','How to use LinkedIn to target two types of jobs simultaneously','','inherit','open','open','','4437-autosave-v1','','','2015-02-02 21:05:27','2015-02-02 21:05:27','',4437,'http://www.danamanciagli.com/4437-autosave-v1/',0,'revision','',0),(4640,7636,'2015-02-02 21:06:29','2015-02-02 21:06:29','[caption id=\"attachment_4445\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-use-LinkedIn-to-target-two-types-of-jobs-simultaneously.jpg\"><img class=\"size-medium wp-image-4445\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/How-to-use-LinkedIn-to-target-two-types-of-jobs-simultaneously-300x199.jpg\" alt=\"How to use LinkedIn to target two types of jobs simultaneously\" width=\"300\" height=\"199\" /></a> How to use LinkedIn to target two types of jobs simultaneously[/caption]\r\n\r\n<p><em>I have a two-pronged job search — there are two different job types that I’m targeting — and I was wondering what advice you might have for my LinkedIn profile. Should I have two accounts? If so, would having two different LinkedIn profiles possibly cause prospective employers or recruiters to question my integrity or sincerity toward either one? If not, how do I manage a single profile and not dilute my online branding?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Thank you for sharing that you are in job-search mode and targeting two various job types. This is a viable approach in today’s competitive environment. Plus, it’s great to have two areas of passion.</p>\r\n\r\n<p>In terms of LinkedIn, I do not recommend two different profiles. You are one person and your credentials, connections, recommendations and endorsements are all about one person — you.</p>\r\n\r\n<p>I have expert advice from <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Viveka%20von%20Rosen\">Viveka von Rosen</a>, author, speaker and LinkedIn consultant, who recommends using the summary section of LinkedIn to communicate your goals for a career change. You have two choices:</p>\r\n<ol>\r\n	<li>Develop a clear goal statement that includes both objectives. One example might be, “I am pursuing two career moves simultaneously as I am passionate in two arenas: One, an IT manager in a medium-sized technology company or, two, a customer-facing client manager in an IT consulting firm.”</li>\r\n	<li>Leave out your goal statement and simply execute on two different job searches. Your LinkedIn summary and profile would be the same for each.</li>\r\n</ol>\r\n<p>According to Rosen, another LinkedIn activity you may want to pursue is to identify the key words used in the job descriptions for both areas you are pursuing and use them throughout your LinkedIn profile where applicable. This will allow companies or recruiters to more easily find you through your skills and experiences.</p>','How to use LinkedIn to target two types of jobs simultaneously','','inherit','open','open','','4437-revision-v1','','','2015-02-02 21:06:29','2015-02-02 21:06:29','',4437,'http://www.danamanciagli.com/4437-revision-v1/',0,'revision','',0),(4644,7636,'2015-02-02 23:50:47','2015-02-02 23:50:47','[caption id=\"attachment_4456\" align=\"alignright\" width=\"213\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Job-seeker-goals-are-often-too-small-or-too-broad-when-aiming-for-perfect-job.jpg\"><img class=\"size-medium wp-image-4456\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/12/Job-seeker-goals-are-often-too-small-or-too-broad-when-aiming-for-perfect-job-213x300.jpg\" alt=\"Ask Dana: Job seeker goals are often too small or too broad when aiming for perfect job\" width=\"213\" height=\"300\" /></a> Ask Dana: Job seeker goals are often too small or too broad when aiming for perfect job[/caption]\r\n\r\n<p><em>Why can\'t I get a job in the industry of my choice when I have so many years of experience?</em></p>\r\n\r\n<p><em>My career challenge is securing employment in my field of sports public relations. I have 15+ years of freelance experience in public relations, marketing and communications working with NFL Players. However, I seem to have hit a brick wall securing an executive managerial position with a major sports sector such as the NFL, NBA, MLB, just to name a few.</em></p>\r\n\r\n<p><em>I am always asking myself, what other skills sets or education do I need? I have two master’s degrees, an extensive corporate background working in administration, and have worked with more than 20 NFL players and non-profit organizations. In addition, I have several recommendations that compliment my work.</em></p>\r\n\r\n<p><em>So the question: Why am I having such difficulty securing employment within the sports industry?</em></p>\r\n\r\n<p><strong>Advice from Dana:</strong></p>\r\n\r\n<p>Well, I don’t have experience with every industry, however I assume our readers can substitute their target career position in place of “public relations/marketing for professional sports teams.”</p>\r\n\r\n<p>The following are the steps you can take to make any fundamental change and expand the definition of your target career move. Think of a dart board. Many job seekers’ goal definitions are either too small or too broad. Please don’t tell me, “I can do anything!”</p>\r\n\r\n<p><strong>Step 1</strong></p>\r\n\r\n<p>Separate your goal into two categories: function and industry. The most important one to consider when job searching or changing careers is function which, in this case, is public relations and marketing. The simplest way to think about this is, “What tasks do I want to be doing between 8 and 5?” Also, be crystal clear about your desired function. In your case, I frankly don’t know what an “executive managerial position” is. That is not a job; jobs fit into functions.</p>\r\n\r\n<p><strong>Step 2</strong></p>\r\n\r\n<p>Now, expand the definition of your desired industry. In your case, it is clearly the sports industry. However, you may be too narrowly defining the sports industry. Just pro sports? What about collegiate? Do this: list the entire ecosystem within the sports industry. What about agents/agencies, the advertising agencies that the teams hire, and other types of companies providing services to the sports industry? Grab a few industry trade publications and see who is advertising in them.</p>\r\n\r\n<p><strong>Step 3</strong></p>\r\n\r\n<p>Expand your industry view. Some industries are not hiring much right now so the options will be limited. Plus, remember the higher your level, the fewer the positions, right? Picture a pyramid. Aim at other industries, learn about them, and you will find fascinating positions! During my 30-year sales and marketing career, I moved from technology to office supplies to containerized shipping to photography to digital printing to computer software!</p>\r\n\r\n<p>Now, re-boot your efforts. It’s not all about what YOUR background is. It’s how you present yourself to fit THEIR job opening.</p>','Ask Dana: Job seekers’ goals are often too small or too broad when aiming for perfect job','','inherit','open','open','','4424-revision-v1','','','2015-02-02 23:50:47','2015-02-02 23:50:47','',4424,'http://www.danamanciagli.com/4424-revision-v1/',0,'revision','',0),(4646,7636,'2015-02-03 00:02:40','2015-02-03 00:02:40','<p>One of the most astonishing things I have learned as an executive job coach is how the word “should” blocks my job-seeking clients from growing their careers.</p>\r\n\r\n<p>Have you ever said anything like this?</p>\r\n<ul>\r\n	<li>I <strong><em>SHOULD</em></strong> just stay in my current job even though I’m unhappy. The job market is just too hard.</li>\r\n	<li>I <strong><em>SHOULD</em></strong> just get a low-paying job outside my field until I find something I like.</li>\r\n	<li>I <strong><em>SHOULD</em></strong> tell my boss I want that job with more responsibility even though I really don’t.</li>\r\n	<li>I <strong><em>SHOULD</em></strong> go back to school for another degree so I can search for a better job.</li>\r\n</ul>\r\n[caption id=\"attachment_4365\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/10/4-ways-to-prevent-the-shoulds-from-blocking-your-career.jpg\"><img class=\"size-medium wp-image-4365\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/10/4-ways-to-prevent-the-shoulds-from-blocking-your-career-300x199.jpg\" alt=\"4 ways to prevent the \'shoulds\' from blocking your career\" width=\"300\" height=\"199\" /></a> 4 ways to prevent the \'shoulds\' from blocking your career[/caption]\r\n\r\n<p>Are you living a career of “shoulds?” Do you feel like you no longer control your life?</p>\r\n\r\n<p>I interviewed <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Stacey%20Hall\">Stacey Hall</a>, the CEO and founder of the <a href=\"http://www.chi-to-be.com/\">Hall Institute of Intuitive Wellness</a> and the best-selling author of <a href=\"http://www.amazon.com/Chi-To-Be-Stacey-Hall/dp/0615468012/ref=tmm_pap_title_0?ie=UTF8&amp;qid=1404597425&amp;sr=8-1\"><em>Chi-To-Be! Achieving Your Ultimate B-All</em></a> <em>,</em> and she has a powerful perspective to help you release the “should.”</p>\r\n<ol>\r\n	<li><strong>Acknowledge your “shoulding” ways</strong></li>\r\n</ol>\r\n<p>“I had a flash of clarity,” Hall said. “I had been making a choice each time I said, ‘I should do something.\' I believed that there was a right way and a wrong way to live my life and plan my career. To be successful, I felt I should follow the right way.”</p>\r\n\r\n<p>“Once I decided to take back my power to choose what felt good for me to do, rather than what I should do, I was back on track to achieving my career goals with velocity and ease.”</p>\r\n\r\n<p>With the same acknowledgement, you can feel empowered to choose while reshaping your life.</p>\r\n<ol start=\"2\">\r\n	<li><strong>Set long-term goals</strong></li>\r\n</ol>\r\n<p>Don’t focus on the present: Make a long-term plan for your career. What are the goals you want to achieve during your work?</p>\r\n\r\n<p>“Always keep your eye on your own goals,” Hall said. “By knowing your destination, you can more easily map out the shortest route to get there. We are empowered from the inside out when we set our own goals for our lives and careers.\r\n\r\n<p>As you continue to keep your eye on the achievement of your own long-term goals, you will be able to more easily choose the direction to go. Each time you receive a request for your time, your energy, your opinion, your attention from others, you will be able to respond confidently and quickly. You can accept requests that will move you closer to the achievement of your own goals.”</p>\r\n<ol start=\"3\">\r\n	<li><strong>Set deadlines that you choose</strong></li>\r\n</ol>\r\n<p>“Before accepting requests for support from friends and volunteering time and money, I take a breath and make sure I have sufficient time to provide the support they are requesting while still achieving my own goals,” Hall said. “If I do not have the time to take good care of myself first, I am not in a position to give my best to anyone else.”</p>\r\n\r\n<p>Many people feel awkward saying “No” to others, but learning to use that phrase is crucial. Try replying politely with “I appreciate the request, but I need to focus on other high priorities right now.”</p>\r\n\r\n<p>Don’t apologize or make excuses — the other person will understand and will most likely drop their request completely (I don’t recommend trying this with your boss, though).</p>\r\n<ol start=\"4\">\r\n	<li><strong>Notice when you’re trapping yourself in the right and wrong ways that you learned from others</strong></li>\r\n</ol>\r\n<p>Hall suggests taking note when you hear yourself saying, “I should do this” or “I have to do that” — you’re putting a “should” on yourself instead of moving towards your goals.</p>\r\n\r\n<p>“Most people do not realize just how often they use those two statements,” Hall said. “Each time they say either one, they are diminishing their own personal power by putting themselves into a victim mentality.”</p>\r\n\r\n<p>You can hear more on this topic in <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Stacey%20Hall\">Stacey Hall</a>’s TEDX talk <a href=\"https://www.youtube.com/watch?v=M-o3piURD0U&amp;index=2&amp;list=PLKv-Sx_43p_oDimzz0v_smLSpumq8FsLF\">here</a>.</p>','4 ways to prevent the ‘shoulds’ from blocking your career','','inherit','open','open','','4314-revision-v1','','','2015-02-03 00:02:40','2015-02-03 00:02:40','',4314,'http://www.danamanciagli.com/4314-revision-v1/',0,'revision','',0),(4661,7636,'2015-02-08 20:51:39','2015-02-08 20:51:39','[caption id=\"attachment_3920\" align=\"alignright\" width=\"199\"]<img class=\"size-medium wp-image-3920\" alt=\"How to Get ROI on Re-Training\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/How-to-Get-ROI-on-Re-Training-199x300.jpg\" width=\"199\" height=\"300\" /> How to Get ROI on Re-Training[/caption]\r\n\r\n<p><em>I have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.</em></p>\r\n\r\n<p><em>My question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.</em></p>\r\n\r\n<h4>Answer from Dana:</h4>\r\n\r\n<p>Thank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on training investments during a career change.</p>\r\n\r\n<p>I’ll address each one:</p>\r\n\r\n<h4>1. <strong>Burn-out</strong></h4>\r\n\r\n<p>It’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.</p>\r\n\r\n<h4>2. <strong>Re-energizing</strong></h4>\r\n\r\n<p>What else are you doing to get ready for your next career change? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?</p>\r\n\r\n<h4>3. <strong>Getting more certificates</strong></h4>\r\n\r\n<p>Congratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.</p>\r\n\r\n<h4>4. <strong>Hoping for a short-term payback from your certificates</strong></h4>\r\n\r\n<p>The short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.</p>\r\n\r\n<p>You have choices now:</p>\r\n<ul>\r\n	<li>Request a new role and stay with your current company</li>\r\n	<li>Job search to join a new company (ideally, while you are gainfully employed).</li>\r\n	<li>Update your résumé, looking at the whole document in a fresh way.</li>\r\n	<li>Update the way you apply to your next positions.</li>\r\n</ul>','How to get a return on investment for re-training','','inherit','open','open','','3916-revision-v1','','','2015-02-08 20:51:39','2015-02-08 20:51:39','',3916,'http://www.danamanciagli.com/3916-revision-v1/',0,'revision','',0),(4662,7636,'2015-02-08 20:52:57','2015-02-08 20:52:57','&nbsp;\n\n[caption id=\"attachment_3922\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3922\" alt=\"Your job search follow up stinks. Here\'s how to fix it\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/Your-job-search-follow-up-stinks.-Heres-how-to-fix-it-300x198.jpg\" width=\"300\" height=\"198\" /> Your job search follow up stinks. Here\'s how to fix it[/caption]\n\n<p>In my experience, job search follow-up is deplorable! It’s the weakest part of the job search process. Follow-up at the minimum means sending thank you notes, but most people don\'t even do that!</p>\n\n<p>Job seekers: Thank you notes and follow-up communications are not optional, they are required.</p>\n\n<p>Great follow-up can put you ahead of other candidates because:</p>\n<ul>\n	<li>It shows persistence.</li>\n	<li>It allows you to expand, reinforce or clarify something discussed in an interview.</li>\n	<li>Good manners are always valued.</li>\n	<li>It prevents companies from forgetting about you.</li>\n	<li>It reinforces that you want the job.</li>\n</ul>\n<p>Not following up is risky because some hiring managers will dismiss an applicant who does not send a post-interview thank you note, saying it indicates poor follow-through and a lack of interest in the position. Also, other candidates will follow up, so you could lose the opportunity to compete for the job.</p>\n\n<p>Here\'s how to do world-class follow-up:</p>\n<ul>\n	<li>Send a note within 24 hours while it\'s still fresh in your mind — and while you are fresh in the interviewer or hiring manager’s mind.</li>\n	<li>Address a note to each individual person you met.</li>\n	<li>Spell everyone\'s name correctly, including the company\'s.</li>\n	<li>Start by thanking them for the opportunity to meet, and acknowledge that they took time out of their day to do so.</li>\n	<li>Next, note why you think you\'d be a good fit for the role. No more than three reasons. Bullet points are optimal as well. This is an opportunity to elaborate on why you are a great fit, in writing, beyond your initial cover letter and interview.</li>\n	<li>In your close, hit these three points: Express your interest, commit to following up with them again within a specified timeframe, and thank them, again, for their time and consideration.</li>\n</ul>\n<p>Here\'s what you do after the thank you note:</p>\n<ul>\n	<li>In your next communication, begin with a pleasantry, followed by a sentence explaining where you left off during your last exchange. For example, “You had indicated to me that you\'d be making your final decision during the week of &lt;date &gt;, and I just wanted to follow up to see where you are in that decision.”</li>\n	<li>Include something of value in your follow-up instead of being perceived as nagging. Perhaps you just completed some training, closed a big deal, or finished a major project. Highlight those things. If you are volunteering or taking outside courses while unemployed, talk about it.</li>\n	<li>Close with the next follow-up you will initiate. Don\'t ask them to call you back. Instead, let them know that, “I\'ll follow up again within a few days, but in case you need to reach me, here is the best contact number: XXX-XXX-XXXX.”</li>\n</ul>','Your job search follow-up stinks! Here\'s how to fix it','','inherit','open','open','','3914-autosave-v1','','','2015-02-08 20:52:57','2015-02-08 20:52:57','',3914,'http://www.danamanciagli.com/3914-autosave-v1/',0,'revision','',0),(4663,7636,'2015-02-08 20:53:29','2015-02-08 20:53:29','&nbsp;\r\n\r\n[caption id=\"attachment_3922\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3922\" alt=\"Your job search follow up stinks. Here\'s how to fix it\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/09/Your-job-search-follow-up-stinks.-Heres-how-to-fix-it-300x198.jpg\" width=\"300\" height=\"198\" /> Your job search follow up stinks. Here\'s how to fix it[/caption]\r\n\r\n<p>In my experience, job search follow-up is deplorable! It’s the weakest part of the job search process. Follow-up at the minimum means sending thank you notes, but most people don\'t even do that!</p>\r\n\r\n<p>Job seekers: Thank you notes and follow-up communications are not optional, they are required.</p>\r\n\r\n<p>Great follow-up can put you ahead of other candidates because:</p>\r\n<ul>\r\n	<li>It shows persistence.</li>\r\n	<li>It allows you to expand, reinforce or clarify something discussed in an interview.</li>\r\n	<li>Good manners are always valued.</li>\r\n	<li>It prevents companies from forgetting about you.</li>\r\n	<li>It reinforces that you want the job.</li>\r\n</ul>\r\n<p>Not following up is risky because some hiring managers will dismiss an applicant who does not send a post-interview thank you note, saying it indicates poor follow-through and a lack of interest in the position. Also, other candidates will follow up, so you could lose the opportunity to compete for the job.</p>\r\n\r\n<p>Here\'s how to do world-class follow-up:</p>\r\n<ul>\r\n	<li>Send a note within 24 hours while it\'s still fresh in your mind — and while you are fresh in the interviewer or hiring manager’s mind.</li>\r\n	<li>Address a note to each individual person you met.</li>\r\n	<li>Spell everyone\'s name correctly, including the company\'s.</li>\r\n	<li>Start by thanking them for the opportunity to meet, and acknowledge that they took time out of their day to do so.</li>\r\n	<li>Next, note why you think you\'d be a good fit for the role. No more than three reasons. Bullet points are optimal as well. This is an opportunity to elaborate on why you are a great fit, in writing, beyond your initial cover letter and interview.</li>\r\n	<li>In your close, hit these three points: Express your interest, commit to following up with them again within a specified timeframe, and thank them, again, for their time and consideration.</li>\r\n</ul>\r\n<p>Here\'s what you do after the thank you note:</p>\r\n<ul>\r\n	<li>In your next communication, begin with a pleasantry, followed by a sentence explaining where you left off during your last exchange. For example, “You had indicated to me that you\'d be making your final decision during the week of &lt;date &gt;, and I just wanted to follow up to see where you are in that decision.”</li>\r\n	<li>Include something of value in your follow-up instead of being perceived as nagging. Perhaps you just completed some training, closed a big deal, or finished a major project. Highlight those things. If you are volunteering or taking outside courses while unemployed, talk about it.</li>\r\n	<li>Close with the next follow-up you will initiate. Don\'t ask them to call you back. Instead, let them know that, “I\'ll follow up again within a few days, but in case you need to reach me, here is the best contact number: XXX-XXX-XXXX.”</li>\r\n</ul>','Your job search follow-up stinks! Here\'s how to fix it','','inherit','open','open','','3914-revision-v1','','','2015-02-08 20:53:29','2015-02-08 20:53:29','',3914,'http://www.danamanciagli.com/3914-revision-v1/',0,'revision','',0),(4664,7636,'2015-02-08 20:54:43','2015-02-08 20:54:43','[caption id=\"attachment_3924\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3924\" alt=\"Acing Networking Events\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Acing-Networking-Events-300x199.jpg\" width=\"300\" height=\"199\" /> Acing Networking Events[/caption]\n\n<p><em><strong>I am currently working full time but am also looking for a new job. A lot of the networking events are in the daytime. What suggestions do you have for the most effective way for me to search for a job? I also don\'t want my current company to know that I\'m looking.</strong></em></p>\n\n<h4>Advice from Dana:</h4>\n\n<p>I\'m a little stumped because I would have a hard time finding networking events during the day. Most are after work since most people who want to network also have full time jobs!</p>\n\n<p>Do this: First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\">Business Journal</a> and go to the “events” tab at the top of the digital version or the events section in the print edition. Second, go to local industry associations\' websites to find their events as well. Another great website for general networking opportunities is <a href=\"http://Eventbrite.com\" target=\"_blank\">Eventbrite.com.</a></p>\n\n<p>Now, the real key is what you DO at the events, so here are a few recommendations:</p>\n<ul>\n	<li><strong>Be the first to arrive.</strong> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</li>\n	<li><strong>Have a single goal statement</strong> that you repeat throughout the night. “Nice to meet you. I\'m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”</li>\n	<li><strong>Have business cards. </strong>Because you don\'t want your current company to know you are looking, don\'t use your company card. Use personal cards with your contact information — name, phone (not your company number), address, email, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</li>\n	<li><strong>Take notes</strong> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad. Check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</li>\n	<li><strong>Be bold.</strong> Walk up to groups of people who are already talking, smile and listen. They will bring you in to the conversation, or you can jump in when the opportunity arises. No excuses for you introverts out there.</li>\n	<li><strong>Talk less, listen more.</strong> You will be following up with them, so don\'t try to jam in a lengthy conversation. Don\'t dominate, and stop the \"I, I, I, me, me, me.\"</li>\n</ul>\n\n<p>After the event, follow up with an email within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met, as it will come in handy later. Stay in touch, ask for follow-up meetings, and build long-term, two-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\n\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\n\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Acing Network Events','','inherit','open','open','','3912-autosave-v1','','','2015-02-08 20:54:43','2015-02-08 20:54:43','',3912,'http://www.danamanciagli.com/3912-autosave-v1/',0,'revision','',0),(4665,7636,'2015-02-08 20:56:28','2015-02-08 20:56:28','[caption id=\"attachment_3924\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3924\" alt=\"Acing Networking Events\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Acing-Networking-Events-300x199.jpg\" width=\"300\" height=\"199\" /> Acing Networking Events[/caption]\r\n\r\n<p><em><strong>I am currently working full time but am also looking for a new job. A lot of the networking events are in the daytime. What suggestions do you have for the most effective way for me to search for a job? I also don\'t want my current company to know that I\'m looking.</strong></em></p>\r\n\r\n<h4>Advice from Dana:</h4>\r\n\r\n<p>I\'m a little stumped because I would have a hard time finding networking events during the day. Most are after work since most people who want to network also have full time jobs!</p>\r\n\r\n<p>Do this: First, weekly, scour your local <a href=\"http://www.bizjournals.com/calendar/\">Business Journal</a> and go to the “events” tab at the top of the digital version or the events section in the print edition. Second, go to local industry associations\' websites to find their events as well. Another great website for general networking opportunities is <a href=\"http://Eventbrite.com\" target=\"_blank\">Eventbrite.com.</a></p>\r\n\r\n<p>Now, the real key is what you DO at the events, so here are a few recommendations:</p>\r\n<ul>\r\n	<li><strong>Be the first to arrive.</strong> Arrive at the beginning so you can meet as many people as possible, including people who work for the event since they are often well connected.</li>\r\n	<li><strong>Have a single goal statement</strong> that you repeat throughout the night. “Nice to meet you. I\'m here because I am looking confidentially for an outside sales position in the packaged goods industry. Do you happen to know of someone I should meet with?”</li>\r\n	<li><strong>Have business cards. </strong>Because you don\'t want your current company to know you are looking, don\'t use your company card. Use personal cards with your contact information — name, phone (not your company number), address, email, and LinkedIn URL. Feel free to add a picture so any one you meet will be able to remember you.</li>\r\n	<li><strong>Take notes</strong> of everyone you meet and what was said. Do not try to commit this to memory! To do this, you need your hands free. So, ladies, just a small purse, a pen, and small pad. Men, a pen and small pad. Check your coat and briefcase at the door. Be ready to shake hands, exchange business cards, and take notes.</li>\r\n	<li><strong>Be bold.</strong> Walk up to groups of people who are already talking, smile and listen. They will bring you in to the conversation, or you can jump in when the opportunity arises. No excuses for you introverts out there.</li>\r\n	<li><strong>Talk less, listen more.</strong> You will be following up with them, so don\'t try to jam in a lengthy conversation. Don\'t dominate, and stop the \"I, I, I, me, me, me.\"</li>\r\n</ul>\r\n\r\n<p>After the event, follow up with an email within 24 hours. Add each name to your contacts and save the notes you made in the “notes” section of the contact form. Be sure to capture the date and name of event where you met, as it will come in handy later. Stay in touch, ask for follow-up meetings, and build long-term, two-way relationships. Anything short of that is “using” them for your job search purposes. Bad form.</p>\r\n\r\n<p>For confidential job seekers, be sure you learn about the security settings in LinkedIn so all of your “connections” and updates are not broadcast out to your peers. Most importantly, be sure to communicate to your new contacts that you are on a confidential career change journey. They will respect that.</p>\r\n\r\n<p>Remember, whether you are searching for a job or not, keep your LinkedIn profile current and up to date and continue to add new connections!</p>','Acing Network Events','','inherit','open','open','','3912-revision-v1','','','2015-02-08 20:56:28','2015-02-08 20:56:28','',3912,'http://www.danamanciagli.com/3912-revision-v1/',0,'revision','',0),(4666,7636,'2015-02-08 21:00:41','2015-02-08 21:00:41','&nbsp;\n\n[caption id=\"attachment_3926\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3926\" alt=\"Ageism: Are baby boomers being snubbed in the job market?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Ageism-Are-baby-boomers-being-snubbed-in-the-job-market-300x195.jpg\" width=\"300\" height=\"195\" /> Ageism: Are baby boomers being snubbed in the job market?[/caption]\n\n<p><em><strong>I\'m in my early 50s and just got laid off. I haven\'t had to look for a new job in 20 years. I hear stories about how hard it is for \"older\" Americans to find work. Are the stories true? Are people older than 50 discriminated against? How do I mitigate the age question? Of course, I look at it differently. I think my maturity and experience should be welcome at most companies. But I\'m not sure if employers look at it that way.</strong></em></p>\n\n<h4>Advice from Dana:</h4>\n\n<p>Do you want the good news first or the bad news? Ok, let\'s deal with the bad news first.\n</p>\n<p><strong>Bad news:</strong> Your generation is feeling the same pain as any other job searching sub-segment of our population. Women feel they are not getting the jobs. Minorities, millennials, mid-career-changers, military veterans and others feel that they, too, are at a disadvantage. I\'ve even heard 35-year-old white men concerned that hiring managers prefer diversity!</p>\n\n<p>For you baby boomers (me, included!), it is true that many recruiters, screeners and hiring managers are our children\'s ages.</p>\n\n<p><strong>Good news: </strong>There are jobs out there, and hiring companies ARE hiring baby boomers along with other types of candidates. In your job search, it is important that you select the right positions to apply to and present yourself as “current.” Here\'s where to start first:</p>\n<ul>\n	<li><strong>Have a great LinkedIn profile</strong> with a current, professional photo, and be active in LinkedIn groups and discussion boards. Learn how by taking the tutorials and seeking extra – free! – help on the Internet. If you are not there, you don\'t exist. And someone looking for job candidates with your background may just find you!</li>\n	<li><strong>Study the latest keywords</strong> used in your industry and function. Examine dozens of job descriptions, and see what language they use. Incorporate the latest words in your updated résumé and cover letter.</li>\n	<li><strong>Rewrite your résumé.</strong> Odds are it is old and tired, and you simply added your latest job to the list. Let me guess. It\'s filled with acronyms, weak on metrics, reads more like a list of job duties rather than identifying skills and experiences you have, and it doesn\'t tell a story. There is so much help for you, again, on the Internet.</li>\n	<li><strong>Write a great cover letter.</strong> I recommend a fresh, new “<a href=\"http://www.danamanciagli.com/prepare/the-job-seekers-wow-factor-the-new-candidate-packet/\">Candidate Packet</a>” to stand out in a crowded field. At the very minimum, you need a new cover letter that talks to <em>them</em> about<em>them</em>. The days are gone when your cover letter is filled with “I, I, I, me, me, me.”</li>\n	<li><strong>Network.</strong> Yes, face-to-face. Go to industry and function events in your city. Examples include American Marketing Association if you are in marketing, or the local technology association if that is your industry. Search your local <em>Business Journal</em> for a list of business events.</li>\n	<li><strong>Get fit.</strong> Get in shape, buy a new interview outfit, carry a pad of paper to all meetings, come prepared, sit up straight, and more. Sorry, the mom in me just slipped out! The interview team is watching how you would interact with team members, customers, partners and executives if they hired you. Every move you make is an example of YOU as an employee.</li>\n</ul>','Ageism: Are baby boomers being snubbed in the job market?','','inherit','open','open','','3910-autosave-v1','','','2015-02-08 21:00:41','2015-02-08 21:00:41','',3910,'http://www.danamanciagli.com/3910-autosave-v1/',0,'revision','',0),(4667,7636,'2015-02-08 21:00:48','2015-02-08 21:00:48','&nbsp;\r\n\r\n[caption id=\"attachment_3926\" align=\"alignright\" width=\"300\"]<img class=\"size-medium wp-image-3926\" alt=\"Ageism: Are baby boomers being snubbed in the job market?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Ageism-Are-baby-boomers-being-snubbed-in-the-job-market-300x195.jpg\" width=\"300\" height=\"195\" /> Ageism: Are baby boomers being snubbed in the job market?[/caption]\r\n\r\n<p><em><strong>I\'m in my early 50s and just got laid off. I haven\'t had to look for a new job in 20 years. I hear stories about how hard it is for \"older\" Americans to find work. Are the stories true? Are people older than 50 discriminated against? How do I mitigate the age question? Of course, I look at it differently. I think my maturity and experience should be welcome at most companies. But I\'m not sure if employers look at it that way.</strong></em></p>\r\n\r\n<h4>Advice from Dana:</h4>\r\n\r\n<p>Do you want the good news first or the bad news? Ok, let\'s deal with the bad news first.\r\n</p>\r\n<p><strong>Bad news:</strong> Your generation is feeling the same pain as any other job searching sub-segment of our population. Women feel they are not getting the jobs. Minorities, millennials, mid-career-changers, military veterans and others feel that they, too, are at a disadvantage. I\'ve even heard 35-year-old white men concerned that hiring managers prefer diversity!</p>\r\n\r\n<p>For you baby boomers (me, included!), it is true that many recruiters, screeners and hiring managers are our children\'s ages.</p>\r\n\r\n<p><strong>Good news: </strong>There are jobs out there, and hiring companies ARE hiring baby boomers along with other types of candidates. In your job search, it is important that you select the right positions to apply to and present yourself as “current.” Here\'s where to start first:</p>\r\n<ul>\r\n	<li><strong>Have a great LinkedIn profile</strong> with a current, professional photo, and be active in LinkedIn groups and discussion boards. Learn how by taking the tutorials and seeking extra – free! – help on the Internet. If you are not there, you don\'t exist. And someone looking for job candidates with your background may just find you!</li>\r\n	<li><strong>Study the latest keywords</strong> used in your industry and function. Examine dozens of job descriptions, and see what language they use. Incorporate the latest words in your updated résumé and cover letter.</li>\r\n	<li><strong>Rewrite your résumé.</strong> Odds are it is old and tired, and you simply added your latest job to the list. Let me guess. It\'s filled with acronyms, weak on metrics, reads more like a list of job duties rather than identifying skills and experiences you have, and it doesn\'t tell a story. There is so much help for you, again, on the Internet.</li>\r\n	<li><strong>Write a great cover letter.</strong> I recommend a fresh, new “<a href=\"http://www.danamanciagli.com/prepare/the-job-seekers-wow-factor-the-new-candidate-packet/\">Candidate Packet</a>” to stand out in a crowded field. At the very minimum, you need a new cover letter that talks to <em>them</em> about<em>them</em>. The days are gone when your cover letter is filled with “I, I, I, me, me, me.”</li>\r\n	<li><strong>Network.</strong> Yes, face-to-face. Go to industry and function events in your city. Examples include American Marketing Association if you are in marketing, or the local technology association if that is your industry. Search your local <em>Business Journal</em> for a list of business events.</li>\r\n	<li><strong>Get fit.</strong> Get in shape, buy a new interview outfit, carry a pad of paper to all meetings, come prepared, sit up straight, and more. Sorry, the mom in me just slipped out! The interview team is watching how you would interact with team members, customers, partners and executives if they hired you. Every move you make is an example of YOU as an employee.</li>\r\n</ul>','Ageism: Are baby boomers being snubbed in the job market?','','inherit','open','open','','3910-revision-v1','','','2015-02-08 21:00:48','2015-02-08 21:00:48','',3910,'http://www.danamanciagli.com/3910-revision-v1/',0,'revision','',0),(4669,8113,'2015-02-23 03:31:48','2015-02-23 03:31:48','[caption id=\"attachment_4685\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training.jpg\"><img class=\"size-medium wp-image-4685\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training-199x300.jpg\" alt=\"How to get a return on investment for training\" width=\"199\" height=\"300\" /></a> How to get a return on investment for training[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.</p>\r\n\r\n<p>My question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Thank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on investment on training.</p>\r\n\r\n<p>I’ll address each one:</p>\r\n\r\n<p><strong>1. Burn-out</strong></p>\r\n\r\n<p>It’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.</p>\r\n\r\n<p><strong>2. Re-energizing</strong></p>\r\n\r\n<p>What else are you doing to get ready for your next role? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?</p>\r\n\r\n<p><strong>3. Getting more certificates</strong></p>\r\n\r\n<p>Congratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.</p>\r\n\r\n<p><strong>4. Hoping for a short-term payback from your certificates</strong></p>\r\n\r\n<p>The short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.</p>\r\n\r\n<p>You have choices now:</p>\r\n<ul>\r\n<li>Request a new role and stay with your current company</li>\r\n<li>Job-search to join a new company (ideally, while you are gainfully employed).</li>\r\n<li>Update your résumé, looking at the whole document in a fresh way.</li>\r\n<li>Update the way you apply to your next positions.</li>\r\n</ul>','Ask Dana: How to get a return on investment for training','','publish','open','open','','ask-dana-how-to-get-a-return-on-investment-for-training','','','2015-02-10 16:23:05','2015-02-10 16:23:05','',0,'http://www.danamanciagli.com/?p=4669',0,'post','',0),(4670,8264,'2015-02-09 17:34:50','2015-02-09 17:34:50','Question:\r\n\r\nI have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.\r\n\r\nMy question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.\r\n\r\nAnswer from Dana:\r\n\r\nThank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on investment on training.\r\n\r\nI’ll address each one:\r\n\r\n1. Burn-out\r\n\r\nIt’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.\r\n\r\n2. Re-energizing\r\n\r\nWhat else are you doing to get ready for your next role? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?\r\n\r\n3. Getting more certificates\r\n\r\nCongratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.\r\n\r\n4. Hoping for a short-term payback from your certificates\r\n\r\nThe short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.\r\n\r\nYou have choices now:\r\n\r\nRequest a new role and stay with your current company\r\nJob-search to join a new company (ideally, while you are gainfully employed).\r\nUpdate your résumé, looking at the whole document in a fresh way.\r\nUpdate the way you apply to your next positions.','Ask Dana: How to get a return on investment for training','','inherit','open','open','','4669-revision-v1','','','2015-02-09 17:34:50','2015-02-09 17:34:50','',4669,'http://www.danamanciagli.com/4669-revision-v1/',0,'revision','',0),(4671,8113,'2015-02-25 03:37:10','2015-02-25 03:37:10','<p>Congratulations! You’ve nailed your recruitment strategy, hired some of the best professionals in the business, and lead them to work hard, drive results, and sacrifice for the success of the company.</p>\r\n\r\n<p>So why did some of your rock stars just walk out the door, citing “burnout?”</p>\r\n\r\n<p>A recent study by the Harvard Business Review and The Energy Project polled more than 12,000 white collar employees and found that “feeling a sense of purpose at work” is the single biggest driver of employee satisfaction, engagement and tenure.</p>\r\n\r\n<p>Employees who feel a sense of purpose are:\r\n<ul>\r\n<li>3 times more likely to stay in their jobs</li>\r\n<li>1.7 times higher to feel job satisfaction</li>\r\n<li>1.4 times more engaged at work</li>\r\n</ul>\r\n[caption id=\"attachment_4683\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out.jpg\"><img class=\"size-medium wp-image-4683\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out-199x300.jpg\" alt=\"How to keep your rock star employees from burning out\" width=\"199\" height=\"300\" /></a> How to keep your rock star employees from burning out[/caption]\r\n\r\n<p>Limeade, a technology company that helps Fortune 1000 companies engage their workforces, discovered similar results in its Insights Study from April 2014. In the study of 160,000 employees across broad sections of the U.S. workforce, feeling a sense of purpose at work ranked as the No. 2 factor driving employee engagement. What is the biggest influencer of engagement?</p>\r\n\r\n<p>(Hint, it also is connected to heart disease, sleep, exercise, depression, job performance, successful relationships, and more...)</p>\r\n\r\n<p>The most important factor is an employee’s <strong>ability to manage stress.</strong></p>\r\n\r\n<p>These findings suggest that companies looking to boost employee engagement must address stress. But stress is not one-dimensional; it is connected to energy level, concentration, emotional state, optimism, depression and overall happiness.</p>\r\n\r\n<p>Employers can’t expect to prevent burnout just focusing on stress management. They need to support the overall well being of their people. This includes a sense of purpose, a manageable workload, clear expectations and feedback, a positive sense of teamwork, and more.</p>\r\n\r\n<p>“Unlocking the full potential of employees without burnout is hard. Your best and most mission-driven people volunteer for the most challenging projects, they are the early birds getting the worm, they stay a little too connected,” said Limeade CEO Henry Albrecht, Limeade CEO. “The best employers are transparent about the realities of the job and empower employees to set their own work/life priorities and boundaries.”\r\n\r\n<p><strong>Reinventing the Employee Experience</strong></p>\r\n\r\n<p>Focusing on stress management — while it’s not the only cause of burnout — can provide big payoffs. Here are just a few ways to incorporate stress management into your employee experience strategy:</p>\r\n<ul>\r\n<li>Empower employees to clearly communicate challenges they are facing through regularly scheduled meetings with managers.</li>\r\n<li>Create a formal mentoring program.</li>\r\n<li>Train managers to be aware of stress clues.</li>\r\n<li>Offer programs that specifically address tips to reduce or manage stress, from wellness coaching to onsite classes.</li>\r\n<li>Include questions about stress and the interconnected issues of sleep, resilience, health, and job satisfaction in employee surveys. Track results over time, by department, location, etc.</li>\r\n<li>Find small ways to change your environment, such as onsite fitness programs, which can be as simple as offering pedometers and a little friendly competition.</li>\r\n</ul>\r\n\r\n<p>Innovative companies improve the employee experience through a variety of creative approaches like these:</p>\r\n<ul>\r\n<li>Stanford Hospital and Clinics created a meditation garden for employees to visit in the midst of a stressful day. The hospital\'s rationale: Even five minutes of slow breathing and mindfulness in nature can help employees recharge.</li>\r\n<li>Kindred Healthcare launched a company challenge called “Give Yourself Some Slack,\" encouraging employees to take 10 extra minutes between meetings or appointments and “arrive in peace”.</li>\r\n<li>Limeade turns one-on-one conversations into walking meetings. The fresh air and exercise are a great way to recharge in the middle of a busy day. And walking spurs creativity and innovation, as well.</li>\r\nLosing an employee can cost double his or her annual salary — even more for top performers and senior executives. So it’s wise to take your employees’ emotional health seriously.</li>\r\n</ul>\r\n<p>Consider assembling a task force to dig deep into root causes of stress within your organization. Develop programs that support your employees even after they walk out the door at the end of the day. And never underestimate the power of fresh air or a chance to be heard by a manager or mentor.</p>\r\n\r\n<p>These just might be the secrets to keeping your top performers from burning out!</p>','How to keep your rock star employees from burning out','','publish','open','open','','keep-rock-star-employees-burning','','','2015-02-10 16:28:34','2015-02-10 16:28:34','',0,'http://www.danamanciagli.com/?p=4671',0,'post','',0),(4672,8264,'2015-02-09 17:39:34','2015-02-09 17:39:34','Congratulations! You’ve nailed your recruitment strategy, hired some of the best professionals in the business, and lead them to work hard, drive results, and sacrifice for the success of the company.\r\n\r\nSo why did some of your rock stars just walk out the door, citing “burnout?”\r\n\r\nA recent study by the Harvard Business Review and The Energy Project polled more than 12,000 white collar employees and found that “feeling a sense of purpose at work” is the single biggest driver of employee satisfaction, engagement and tenure.\r\n\r\nEmployees who feel a sense of purpose are:\r\n\r\n3 times more likely to stay in their jobs\r\n1.7 times higher to feel job satisfaction\r\n1.4 times more engaged at work\r\nLimeade, a technology company that helps Fortune 1000 companies engage their workforces, discovered similar results in its Insights Study from April 2014. In the study of 160,000 employees across broad sections of the U.S. workforce, feeling a sense of purpose at work ranked as the No. 2 factor driving employee engagement. What is the biggest influencer of engagement?\r\n\r\n(Hint, it also is connected to heart disease, sleep, exercise, depression, job performance, successful relationships, and more…)\r\n\r\nThe most important factor is an employee’s ability to manage stress.\r\n\r\nThese findings suggest that companies looking to boost employee engagement must address stress. But stress is not one-dimensional; it is connected to energy level, concentration, emotional state, optimism, depression and overall happiness.\r\n\r\nEmployers can’t expect to prevent burnout just focusing on stress management. They need to support the overall well being of their people. This includes a sense of purpose, a manageable workload, clear expectations and feedback, a positive sense of teamwork, and more.\r\n\r\n“Unlocking the full potential of employees without burnout is hard. Your best and most mission-driven people volunteer for the most challenging projects, they are the early birds getting the worm, they stay a little too connected,” said Limeade CEO Henry Albrecht, Limeade CEO. “The best employers are transparent about the realities of the job and empower employees to set their own work/life priorities and boundaries.”\r\n\r\nReinventing the Employee Experience\r\n\r\nFocusing on stress management — while it’s not the only cause of burnout — can provide big payoffs. Here are just a few ways to incorporate stress management into your employee experience strategy:\r\n\r\nEmpower employees to clearly communicate challenges they are facing through regularly scheduled meetings with managers.\r\nCreate a formal mentoring program.\r\nTrain managers to be aware of stress clues.\r\nOffer programs that specifically address tips to reduce or manage stress, from wellness coaching to onsite classes.\r\nInclude questions about stress and the interconnected issues of sleep, resilience, health, and job satisfaction in employee surveys. Track results over time, by department, location, etc.\r\nFind small ways to change your environment, such as onsite fitness programs, which can be as simple as offering pedometers and a little friendly competition.\r\nInnovative companies improve the employee experience through a variety of creative approaches like these:\r\n\r\nStanford Hospital and Clinics created a meditation garden for employees to visit in the midst of a stressful day. The hospital\'s rationale: Even five minutes of slow breathing and mindfulness in nature can help employees recharge.\r\nKindred Healthcare launched a company challenge called “Give Yourself Some Slack,\" encouraging employees to take 10 extra minutes between meetings or appointments and “arrive in peace”.\r\nLimeade turns one-on-one conversations into walking meetings. The fresh air and exercise are a great way to recharge in the middle of a busy day. And walking spurs creativity and innovation, as well.\r\nLosing an employee can cost double his or her annual salary — even more for top performers and senior executives. So it’s wise to take your employees’ emotional health seriously.\r\n\r\nConsider assembling a task force to dig deep into root causes of stress within your organization. Develop programs that support your employees even after they walk out the door at the end of the day. And never underestimate the power of fresh air or a chance to be heard by a manager or mentor.\r\n\r\nThese just might be the secrets to keeping your top performers from burning out!','How to keep your rock star employees from burning out','','inherit','open','open','','4671-revision-v1','','','2015-02-09 17:39:34','2015-02-09 17:39:34','',4671,'http://www.danamanciagli.com/4671-revision-v1/',0,'revision','',0),(4673,8113,'2015-03-02 02:46:51','2015-03-02 02:46:51','[caption id=\"attachment_4681\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes.jpg\"><img class=\"size-medium wp-image-4681\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes-300x196.jpg\" alt=\"Sending Out Scores of Resumes\" width=\"300\" height=\"196\" /></a> Sending Out Scores of Resumes?[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I’m sending out 10 resumes a week, which has translated to zero interview requests and only a few auto-rejection letters so far. What am I doing wrong?</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Although it’s hard to tell exactly what you need to change, allow me to venture a few guesses:</p>\r\n\r\n<p><strong>1. R.A.A. or Random Acts of Application</strong></p>\r\n\r\n<p>Too many job seekers submit resumes for positions that they either aren’t qualified for or have no experience in. Is your search well refined by role and industry? Are you reading the job descriptions in detail before you apply?</p>\r\n\r\n<p><strong>2. Resumes, alone, don’t work</strong></p>\r\n\r\n<p>Resumes are flawed by design since they don’t tell the reader why you’re a fit for that specific job. The company took the time to write a job description, and you respond with a chronological mish-mash of your work experience. Why put the onus on the hiring manager to connect the dots? Write an easy-to-read cover letter and make it Page 1 of your submission. Outline at least three reasons why you fit their needs: “You’re looking for X, and I have Y years of experience at X.”</p>\r\n\r\n<p><strong>3. Applying is 5 percent of your effort</strong></p>\r\n\r\n<p>After the application, the real works begin. Imagine entering a massive house where you need to find your way from front to back — submitting your application is like knocking on the front door. You’re in their system — and if you’re lucky the company acknowledged your existence. Now you need to work the back door by networking. Connect on LinkedIn, contact employees in the target department you seek to join, and reach out to recruiters within the company’s HR department. A little extra effort could mean a big edge.</p>\r\n\r\n<p>To that end, try to get new connections to talk to you on the phone — or meet you face-to-face.</p>\r\n\r\n<p>Unsure what to ask your company-specific connections for? How about:</p>\r\n<ul>\r\n<li>“Do you have an employee referral system and, if so, would you please submit my credentials?</li>\r\n<li>“I am excited to apply for position X; would you please forward my credentials to the hiring manager?</li>\r\n</ul>','Ask Dana: Sending out scores of resumes and getting no response? Here\'s what you\'re doing wrong','','publish','open','open','','ask-dana-sending-scores-resumes-getting-response-heres-youre-wrong','','','2015-02-10 16:32:46','2015-02-10 16:32:46','',0,'http://www.danamanciagli.com/?p=4673',0,'post','',0),(4674,8264,'2015-02-09 17:46:30','2015-02-09 17:46:30','Question:\r\n\r\nI’m sending out 10 resumes a week, which has translated to zero interview requests and only a few auto-rejection letters so far. What am I doing wrong?\r\n\r\nAnswer from Dana:\r\n\r\nAlthough it’s hard to tell exactly what you need to change, allow me to venture a few guesses:\r\n\r\n1. R.A.A. or Random Acts of Application\r\n\r\nToo many job seekers submit resumes for positions that they either aren’t qualified for or have no experience in. Is your search well refined by role and industry? Are you reading the job descriptions in detail before you apply?\r\n\r\n2. Resumes, alone, don’t work\r\n\r\nResumes are flawed by design since they don’t tell the reader why you’re a fit for that specific job. The company took the time to write a job description, and you respond with a chronological mish-mash of your work experience. Why put the onus on the hiring manager to connect the dots? Write an easy-to-read cover letter and make it Page 1 of your submission. Outline at least three reasons why you fit their needs: “You’re looking for X, and I have Y years of experience at X.”\r\n\r\n3. Applying is 5 percent of your effort\r\n\r\nAfter the application, the real works begin. Imagine entering a massive house where you need to find your way from front to back — submitting your application is like knocking on the front door. You’re in their system — and if you’re lucky the company acknowledged your existence. Now you need to work the back door by networking. Connect on LinkedIn, contact employees in the target department you seek to join, and reach out to recruiters within the company’s HR department. A little extra effort could mean a big edge.\r\n\r\nTo that end, try to get new connections to talk to you on the phone — or meet you face-to-face.\r\n\r\nUnsure what to ask your company-specific connections for? How about:\r\n\r\n“Do you have an employee referral system and, if so, would you please submit my credentials?\r\n“I am excited to apply for position X; would you please forward my credentials to the hiring manager?','Ask Dana: Sending out scores of resumes and getting no response? Here\'s what you\'re doing wrong','','inherit','open','open','','4673-revision-v1','','','2015-02-09 17:46:30','2015-02-09 17:46:30','',4673,'http://www.danamanciagli.com/4673-revision-v1/',0,'revision','',0),(4675,8311,'2015-03-04 02:47:44','2015-03-04 02:47:44','[caption id=\"attachment_4678\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg\"><img class=\"size-medium wp-image-4678\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates-300x202.jpg\" alt=\"3 ways to attract superstar job candidates\" width=\"300\" height=\"202\" /></a> 3 ways to attract superstar job candidates[/caption]\r\n\r\n<p>If you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.</p>\r\n\r\n<p>Consider:</p>\r\n<ul>\r\n<li>More than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.</li>\r\n<li>48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.</li>\r\n</ul>\r\n\r\n<p>As a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.</p>\r\n\r\n<p>Help you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.</p>\r\n\r\n<p><strong>1. Your application process is grueling</strong></p>\r\n\r\n<p>Take a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.</p>\r\n\r\n<p>Candidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.</p>\r\n\r\n<p>“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.</p>\r\n\r\n<p>“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”</p>\r\n\r\n<p><strong>2. You’re acting like a robot and you’re treating candidates like robots, too</strong></p>\r\n\r\n<p>Earth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.</p>\r\n\r\n<p>“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”</p>\r\n\r\n<p>When you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.</p>\r\n\r\n<p><strong>3. Your application process isn’t social and mobile optimized</strong></p>\r\n\r\n<p>Candidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.</p>\r\n\r\n<p>“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”</p>\r\n\r\n<p>Super-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.</p>','3 ways to attract super-star job candidates','','publish','open','open','','3-ways-attract-super-star-job-candidates','','','2015-02-10 16:36:10','2015-02-10 16:36:10','',0,'http://www.danamanciagli.com/?p=4675',0,'post','',0),(4677,8264,'2015-02-09 17:51:02','2015-02-09 17:51:02','If you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.\r\n\r\nConsider:\r\n\r\nMore than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.\r\n48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.\r\n\r\nAs a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.\r\n\r\nHelp you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.\r\n\r\n1. Your application process is grueling\r\n\r\nTake a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.\r\n\r\nCandidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.\r\n\r\n“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.\r\n\r\n“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”\r\n\r\n2. You’re acting like a robot and you’re treating candidates like robots, too\r\n\r\nEarth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.\r\n\r\n“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”\r\n\r\nWhen you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.\r\n\r\n3. Your application process isn’t social and mobile optimized\r\n\r\nCandidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.\r\n\r\n“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”\r\n\r\nSuper-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.','3 ways to attract super-star job candidates','','inherit','open','open','','4675-revision-v1','','','2015-02-09 17:51:02','2015-02-09 17:51:02','',4675,'http://www.danamanciagli.com/4675-revision-v1/',0,'revision','',0),(4695,1,'2015-02-11 16:27:55','2015-02-11 16:27:55','','Order &ndash; February 11, 2015 @ 04:27 PM','','wc-processing','open','closed','order_54db82bea50d7','order-feb-11-2015-0426-pm','','','2015-02-11 16:27:55','2015-02-11 16:27:55','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4695',0,'shop_order','',3),(4696,7636,'2015-02-12 16:12:09','2015-02-12 16:12:09','[caption id=\"attachment_3887\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Networking-or-Using-People.jpg\"><img class=\"size-medium wp-image-3887\" alt=\"Networking or Using People? Know the Difference!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Networking-or-Using-People-300x203.jpg\" width=\"300\" height=\"203\" /></a> Networking or Using People? Know the Difference![/caption]\n\n<p>No one wants to be accused of using other people, but are you mistakenly acting like a \"user\"?</p>\n\n<p>The definition of networking is “connecting to build two-way relationships for the long term.” Simple, right?</p>\n\n<p>The concept is both simple and powerful, but the tragedy today is that most people are missing the key actions required to be courteous, genuine and respectful. I don\'t believe people are using others intentionally. It’s just that they\'re not thinking enough about the other person, and they\'re not making time to follow up and continue the relationship.</p>\n\n<p>Everybody should be networking! Common reasons to create connections are building a business, finding new clients, assembling alliances, job searching, fund-raising, changing careers, seeking an internal career promotion, and doing research. But there are hundreds of other reasons, too, ranging from personal, business, and emotional to spiritual.</p>\n\n<p>So let’s see what type of connector you are:</p>\n\n<p><strong>Scenario: </strong>Nancy has a phone interview with ABC Company. She is networking to get advice and find people within ABC who can send her résumé to the hiring manager for additional visibility.</p>\n\n<p><strong>The USER: </strong>Nancy wrote to one of her LinkedIn connections, Sam, through LinkedIn: “Sam, we’re connected on LinkedIn and I see you work for ABC Company. I have an interview with them tomorrow. Can you please give me some advice? And, attached is my résumé. Will you please forward it to the hiring manager of job #125465 with a referral? Thank you, Nancy”</p>\n\n<p><strong>USER Behaviors: </strong>Last minute, built no relationship, asked for too much. Seeking advice is too general. It feels like a form letter that may be sent to many.</p>\n\n<p><strong>The NETWORKER: </strong>This requires multiple steps, with the first one taking place a minimum of two weeks in advance!</p>\n\n<p><strong>Through LinkedIn: </strong>“Sam, we are connected on LinkedIn and I read your great profile. It appears you have a strong background in sales at the ABC Company, and I am applying for an outside sales position in the Y Division in San Francisco, a position I am passionate about and qualified for. I realize you don’t know me, but may I ask you a few questions via e-mail? What is your business e-mail address so I can ask three questions? I hope I can help you in some way, as well. Regards, Nancy”</p>\n\n<p><strong>Through e-mail: </strong>Nancy constructs a formal business letter, outlining her three questions and attaching the job description for her desired position, as well as her résumé. Nancy closes her e-mail with, “Sam, I would like to ask for 20 minutes of your time to listen to your answers and learn more about your career. May I call you next Tuesday, Wednesday, or Thursday at 10am PST? Which day works best? Thank you very much, Nancy.”</p>\n\n<p><strong>During the Phone Call: </strong>Nancy listens to the answers, takes notes, and sends an immediate thank you note.</p>\n\n<p><strong>FOLLOW UP: </strong>Immediately following Nancy’s phone interview or any other milestone, Nancy writes Sam to keep him informed. “Sam, again, thank you for your time on . Your advice was invaluable. I had my phone interview with and they asked me to come in for face-to-face interviews next week. I’m so excited. Your insights on the ABC Company corporate values and culture were particularly helpful. Sam, may I come to your office for 30 minutes next week to meet you face-to-face and ask three more questions in preparation for the interview? Is there anything I can do to help you? Thank you so much and regards, Nancy”</p>\n\n<p>The single most common and rude characteristic of a USER is the lack of follow up. In my business, I help at least one hundred people per week and, at most, two people follow up with me and tell me how their situation is going. At the end of my emails, I always say, “Please let me know how you progress.” No response. I’ve been used.</p>\n\n<p>Don’t be a USER, be a CONNECTOR or NETWORKER.</p>\n\n<p>What are your networking challenges? Share them here so we can help.</p>','Are You Networking or Using People? Here\'s How to Know the Difference','','inherit','open','open','','3881-autosave-v1','','','2015-02-12 16:12:09','2015-02-12 16:12:09','',3881,'http://www.danamanciagli.com/3881-autosave-v1/',0,'revision','',0),(4678,8113,'2015-02-09 19:37:00','2015-02-09 19:37:00','','3 ways to attract superstar job candidates','3 ways to attract superstar job candidates','inherit','open','open','','3-ways-to-attract-superstar-job-candidates','','','2015-02-09 19:38:05','2015-02-09 19:38:05','',4675,'http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg',0,'attachment','image/jpeg',0),(4679,8113,'2015-02-09 19:38:00','2015-02-09 19:38:00','[caption id=\"attachment_4678\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg\"><img class=\"size-medium wp-image-4678\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates-300x202.jpg\" alt=\"3 ways to attract superstar job candidates\" width=\"300\" height=\"202\" /></a> 3 ways to attract superstar job candidates[/caption]\n\nIf you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.\n\nConsider:\n\nMore than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.\n48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.\n\nAs a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.\n\nHelp you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.\n\n1. Your application process is grueling\n\nTake a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.\n\nCandidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.\n\n“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.\n\n“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”\n\n2. You’re acting like a robot and you’re treating candidates like robots, too\n\nEarth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.\n\n“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”\n\nWhen you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.\n\n3. Your application process isn’t social and mobile optimized\n\nCandidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.\n\n“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”\n\nSuper-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.','3 ways to attract super-star job candidates','','inherit','open','open','','4675-autosave-v1','','','2015-02-09 19:38:00','2015-02-09 19:38:00','',4675,'http://www.danamanciagli.com/4675-autosave-v1/',0,'revision','',0),(4680,8113,'2015-02-09 19:38:12','2015-02-09 19:38:12','[caption id=\"attachment_4678\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg\"><img class=\"size-medium wp-image-4678\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates-300x202.jpg\" alt=\"3 ways to attract superstar job candidates\" width=\"300\" height=\"202\" /></a> 3 ways to attract superstar job candidates[/caption]\r\n\r\nIf you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.\r\n\r\nConsider:\r\n\r\nMore than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.\r\n48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.\r\n\r\nAs a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.\r\n\r\nHelp you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.\r\n\r\n1. Your application process is grueling\r\n\r\nTake a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.\r\n\r\nCandidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.\r\n\r\n“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.\r\n\r\n“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”\r\n\r\n2. You’re acting like a robot and you’re treating candidates like robots, too\r\n\r\nEarth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.\r\n\r\n“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”\r\n\r\nWhen you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.\r\n\r\n3. Your application process isn’t social and mobile optimized\r\n\r\nCandidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.\r\n\r\n“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”\r\n\r\nSuper-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.','3 ways to attract super-star job candidates','','inherit','open','open','','4675-revision-v1','','','2015-02-09 19:38:12','2015-02-09 19:38:12','',4675,'http://www.danamanciagli.com/4675-revision-v1/',0,'revision','',0),(4681,8113,'2015-02-09 19:40:12','2015-02-09 19:40:12','','Sending Out Scores of Resumes','Sending Out Scores of Resumes','inherit','open','open','','sending-out-scores-of-resumes','','','2015-02-09 19:40:41','2015-02-09 19:40:41','',4673,'http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes.jpg',0,'attachment','image/jpeg',0),(4682,8113,'2015-02-09 19:41:17','2015-02-09 19:41:17','[caption id=\"attachment_4681\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes.jpg\"><img class=\"size-medium wp-image-4681\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes-300x196.jpg\" alt=\"Sending Out Scores of Resumes\" width=\"300\" height=\"196\" /></a> Sending Out Scores of Resumes?[/caption]\r\n\r\nQuestion:\r\n\r\nI’m sending out 10 resumes a week, which has translated to zero interview requests and only a few auto-rejection letters so far. What am I doing wrong?\r\n\r\nAnswer from Dana:\r\n\r\nAlthough it’s hard to tell exactly what you need to change, allow me to venture a few guesses:\r\n\r\n1. R.A.A. or Random Acts of Application\r\n\r\nToo many job seekers submit resumes for positions that they either aren’t qualified for or have no experience in. Is your search well refined by role and industry? Are you reading the job descriptions in detail before you apply?\r\n\r\n2. Resumes, alone, don’t work\r\n\r\nResumes are flawed by design since they don’t tell the reader why you’re a fit for that specific job. The company took the time to write a job description, and you respond with a chronological mish-mash of your work experience. Why put the onus on the hiring manager to connect the dots? Write an easy-to-read cover letter and make it Page 1 of your submission. Outline at least three reasons why you fit their needs: “You’re looking for X, and I have Y years of experience at X.”\r\n\r\n3. Applying is 5 percent of your effort\r\n\r\nAfter the application, the real works begin. Imagine entering a massive house where you need to find your way from front to back — submitting your application is like knocking on the front door. You’re in their system — and if you’re lucky the company acknowledged your existence. Now you need to work the back door by networking. Connect on LinkedIn, contact employees in the target department you seek to join, and reach out to recruiters within the company’s HR department. A little extra effort could mean a big edge.\r\n\r\nTo that end, try to get new connections to talk to you on the phone — or meet you face-to-face.\r\n\r\nUnsure what to ask your company-specific connections for? How about:\r\n\r\n“Do you have an employee referral system and, if so, would you please submit my credentials?\r\n“I am excited to apply for position X; would you please forward my credentials to the hiring manager?','Ask Dana: Sending out scores of resumes and getting no response? Here\'s what you\'re doing wrong','','inherit','open','open','','4673-revision-v1','','','2015-02-09 19:41:17','2015-02-09 19:41:17','',4673,'http://www.danamanciagli.com/4673-revision-v1/',0,'revision','',0),(4683,8113,'2015-02-09 19:43:07','2015-02-09 19:43:07','How to keep your rock star employees from burning out','How to keep your rock star employees from burning out','How to keep your rock star employees from burning out','inherit','open','open','','how-to-keep-your-rock-star-employees-from-burning-out','','','2015-02-09 19:43:45','2015-02-09 19:43:45','',4671,'http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out.jpg',0,'attachment','image/jpeg',0),(4684,8113,'2015-02-09 19:45:02','2015-02-09 19:45:02','Congratulations! You’ve nailed your recruitment strategy, hired some of the best professionals in the business, and lead them to work hard, drive results, and sacrifice for the success of the company.\r\n\r\nSo why did some of your rock stars just walk out the door, citing “burnout?”\r\n\r\nA recent study by the Harvard Business Review and The Energy Project polled more than 12,000 white collar employees and found that “feeling a sense of purpose at work” is the single biggest driver of employee satisfaction, engagement and tenure.\r\n\r\nEmployees who feel a sense of purpose are:\r\n\r\n3 times more likely to stay in their jobs\r\n1.7 times higher to feel job satisfaction\r\n1.4 times more engaged at work\r\n\r\n[caption id=\"attachment_4683\" align=\"alignnone\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out.jpg\"><img class=\"size-medium wp-image-4683\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out-199x300.jpg\" alt=\"How to keep your rock star employees from burning out\" width=\"199\" height=\"300\" /></a> How to keep your rock star employees from burning out[/caption]\r\n\r\nLimeade, a technology company that helps Fortune 1000 companies engage their workforces, discovered similar results in its Insights Study from April 2014. In the study of 160,000 employees across broad sections of the U.S. workforce, feeling a sense of purpose at work ranked as the No. 2 factor driving employee engagement. What is the biggest influencer of engagement?\r\n\r\n(Hint, it also is connected to heart disease, sleep, exercise, depression, job performance, successful relationships, and more…)\r\n\r\nThe most important factor is an employee’s ability to manage stress.\r\n\r\nThese findings suggest that companies looking to boost employee engagement must address stress. But stress is not one-dimensional; it is connected to energy level, concentration, emotional state, optimism, depression and overall happiness.\r\n\r\nEmployers can’t expect to prevent burnout just focusing on stress management. They need to support the overall well being of their people. This includes a sense of purpose, a manageable workload, clear expectations and feedback, a positive sense of teamwork, and more.\r\n\r\n“Unlocking the full potential of employees without burnout is hard. Your best and most mission-driven people volunteer for the most challenging projects, they are the early birds getting the worm, they stay a little too connected,” said Limeade CEO Henry Albrecht, Limeade CEO. “The best employers are transparent about the realities of the job and empower employees to set their own work/life priorities and boundaries.”\r\n\r\nReinventing the Employee Experience\r\n\r\nFocusing on stress management — while it’s not the only cause of burnout — can provide big payoffs. Here are just a few ways to incorporate stress management into your employee experience strategy:\r\n\r\nEmpower employees to clearly communicate challenges they are facing through regularly scheduled meetings with managers.\r\nCreate a formal mentoring program.\r\nTrain managers to be aware of stress clues.\r\nOffer programs that specifically address tips to reduce or manage stress, from wellness coaching to onsite classes.\r\nInclude questions about stress and the interconnected issues of sleep, resilience, health, and job satisfaction in employee surveys. Track results over time, by department, location, etc.\r\nFind small ways to change your environment, such as onsite fitness programs, which can be as simple as offering pedometers and a little friendly competition.\r\nInnovative companies improve the employee experience through a variety of creative approaches like these:\r\n\r\nStanford Hospital and Clinics created a meditation garden for employees to visit in the midst of a stressful day. The hospital\'s rationale: Even five minutes of slow breathing and mindfulness in nature can help employees recharge.\r\nKindred Healthcare launched a company challenge called “Give Yourself Some Slack,\" encouraging employees to take 10 extra minutes between meetings or appointments and “arrive in peace”.\r\nLimeade turns one-on-one conversations into walking meetings. The fresh air and exercise are a great way to recharge in the middle of a busy day. And walking spurs creativity and innovation, as well.\r\nLosing an employee can cost double his or her annual salary — even more for top performers and senior executives. So it’s wise to take your employees’ emotional health seriously.\r\n\r\nConsider assembling a task force to dig deep into root causes of stress within your organization. Develop programs that support your employees even after they walk out the door at the end of the day. And never underestimate the power of fresh air or a chance to be heard by a manager or mentor.\r\n\r\nThese just might be the secrets to keeping your top performers from burning out!','How to keep your rock star employees from burning out','','inherit','open','open','','4671-revision-v1','','','2015-02-09 19:45:02','2015-02-09 19:45:02','',4671,'http://www.danamanciagli.com/4671-revision-v1/',0,'revision','',0),(4685,8113,'2015-02-09 19:48:50','2015-02-09 19:48:50','How to get a return on investment for training','How to get a return on investment for training','How to get a return on investment for training','inherit','open','open','','how-to-get-a-return-on-investment-for-training','','','2015-02-09 19:49:32','2015-02-09 19:49:32','',4669,'http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training.jpg',0,'attachment','image/jpeg',0),(4686,8113,'2015-02-09 19:49:49','2015-02-09 19:49:49','[caption id=\"attachment_4685\" align=\"alignnone\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training.jpg\"><img class=\"size-medium wp-image-4685\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training-199x300.jpg\" alt=\"How to get a return on investment for training\" width=\"199\" height=\"300\" /></a> How to get a return on investment for training[/caption]\r\n\r\nQuestion:\r\n\r\nI have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.\r\n\r\nMy question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.\r\n\r\nAnswer from Dana:\r\n\r\nThank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on investment on training.\r\n\r\nI’ll address each one:\r\n\r\n1. Burn-out\r\n\r\nIt’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.\r\n\r\n2. Re-energizing\r\n\r\nWhat else are you doing to get ready for your next role? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?\r\n\r\n3. Getting more certificates\r\n\r\nCongratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.\r\n\r\n4. Hoping for a short-term payback from your certificates\r\n\r\nThe short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.\r\n\r\nYou have choices now:\r\n\r\nRequest a new role and stay with your current company\r\nJob-search to join a new company (ideally, while you are gainfully employed).\r\nUpdate your résumé, looking at the whole document in a fresh way.\r\nUpdate the way you apply to your next positions.','Ask Dana: How to get a return on investment for training','','inherit','open','open','','4669-revision-v1','','','2015-02-09 19:49:49','2015-02-09 19:49:49','',4669,'http://www.danamanciagli.com/4669-revision-v1/',0,'revision','',0),(4687,8264,'2015-02-10 16:22:49','2015-02-10 16:22:49','[caption id=\"attachment_4685\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training.jpg\"><img class=\"size-medium wp-image-4685\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training-199x300.jpg\" alt=\"How to get a return on investment for training\" width=\"199\" height=\"300\" /></a> How to get a return on investment for training[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.</p>\r\n\r\n<p>My question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Thank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on investment on training.</p>\r\n\r\n<p>I’ll address each one:</p>\r\n\r\n<p><strong>1. Burn-out</strong></p>\r\n\r\n<p>It’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.</p>\r\n\r\n<p><strong>2. Re-energizing</strong></p>\r\n\r\n<p>What else are you doing to get ready for your next role? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?</p>\r\n\r\n<p><strong>3. Getting more certificates</strong></p>\r\n\r\n<p>Congratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.</p>\r\n\r\n<p><strong>4. Hoping for a short-term payback from your certificates</strong></p>\r\n\r\n<p>The short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.</p>\r\n\r\n<p>You have choices now:</p>\r\n<ul>\r\n<li>Request a new role and stay with your current company</li>\r\n<li>Job-search to join a new company (ideally, while you are gainfully employed).</li>\r\n<li>Update your résumé, looking at the whole document in a fresh way.</li>\r\n<li>Update the way you apply to your next positions.</li>\r\n</ul>','Ask Dana: How to get a return on investment for training','','inherit','open','open','','4669-autosave-v1','','','2015-02-10 16:22:49','2015-02-10 16:22:49','',4669,'http://www.danamanciagli.com/4669-autosave-v1/',0,'revision','',0),(4688,8264,'2015-02-10 16:23:05','2015-02-10 16:23:05','[caption id=\"attachment_4685\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training.jpg\"><img class=\"size-medium wp-image-4685\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-get-a-return-on-investment-for-training-199x300.jpg\" alt=\"How to get a return on investment for training\" width=\"199\" height=\"300\" /></a> How to get a return on investment for training[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I have been working in information technology in the same area for the last 15 years. I have been burned out for several years but make a high level of salary. I decided that in order for me to revive my excitement for IT, I should update my skill set to something that interests me. I enrolled in technical classes in the evenings and have knocked out six IT certifications. I already have many older certifications, a bachelor degree, and an MBA.</p>\r\n\r\n<p>My question is, how do I get the experience in my new set of skills without taking a huge cut in pay? I want to make all of my hard work and studying pay off. I am excited to try a little different slice of the IT world.</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Thank you for sharing a number of challenges common to many of my clients and readers: burn-out, trying to get excited again, getting more certificates or training, needing to keep current income levels steady, and hoping for a short-term return on investment on training.</p>\r\n\r\n<p>I’ll address each one:</p>\r\n\r\n<p><strong>1. Burn-out</strong></p>\r\n\r\n<p>It’s important that you understand why and how you burned out so you can avoid doing it again. List the attributes you strive for in your new role and things you want to avoid. No training or certificates can help you find the right next move that you will enjoy.</p>\r\n\r\n<p><strong>2. Re-energizing</strong></p>\r\n\r\n<p>What else are you doing to get ready for your next role? Did you clear your head, and perhaps take some time off? Are you networking right now with industry associations and discussion groups, and meeting inspiring people? What are you learning about yourself that will change what you will do differently next time?</p>\r\n\r\n<p><strong>3. Getting more certificates</strong></p>\r\n\r\n<p>Congratulations on doing this. However, I hope you did it for your benefit as well as for an employer’s future benefit. You learned more about your profession, updated your skill set and knowledge, and will add more value to an organization in the long term.</p>\r\n\r\n<p><strong>4. Hoping for a short-term payback from your certificates</strong></p>\r\n\r\n<p>The short answer is it won’t happen. I recently met a soon-to-be MBA graduate who was employed by a large company here in Seattle. He was proud to announce to me that he would be going into his boss’s office the day after he graduates and demanding a salary increase since he got his MBA. I wish I had gotten his number to ask him how that conversation went. New education does not entitle anybody to more money, a better office, or a bigger title.</p>\r\n\r\n<p>You have choices now:</p>\r\n<ul>\r\n<li>Request a new role and stay with your current company</li>\r\n<li>Job-search to join a new company (ideally, while you are gainfully employed).</li>\r\n<li>Update your résumé, looking at the whole document in a fresh way.</li>\r\n<li>Update the way you apply to your next positions.</li>\r\n</ul>','Ask Dana: How to get a return on investment for training','','inherit','open','open','','4669-revision-v1','','','2015-02-10 16:23:05','2015-02-10 16:23:05','',4669,'http://www.danamanciagli.com/4669-revision-v1/',0,'revision','',0),(4689,8264,'2015-02-10 16:28:25','2015-02-10 16:28:25','<p>Congratulations! You’ve nailed your recruitment strategy, hired some of the best professionals in the business, and lead them to work hard, drive results, and sacrifice for the success of the company.</p>\n\n<p>So why did some of your rock stars just walk out the door, citing “burnout?”</p>\n\n<p>A recent study by the Harvard Business Review and The Energy Project polled more than 12,000 white collar employees and found that “feeling a sense of purpose at work” is the single biggest driver of employee satisfaction, engagement and tenure.</p>\n\n<p>Employees who feel a sense of purpose are:\n<ul>\n<li>3 times more likely to stay in their jobs</li>\n<li>1.7 times higher to feel job satisfaction</li>\n<li>1.4 times more engaged at work</li>\n</ul>\n[caption id=\"attachment_4683\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out.jpg\"><img class=\"size-medium wp-image-4683\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out-199x300.jpg\" alt=\"How to keep your rock star employees from burning out\" width=\"199\" height=\"300\" /></a> How to keep your rock star employees from burning out[/caption]\n\n<p>Limeade, a technology company that helps Fortune 1000 companies engage their workforces, discovered similar results in its Insights Study from April 2014. In the study of 160,000 employees across broad sections of the U.S. workforce, feeling a sense of purpose at work ranked as the No. 2 factor driving employee engagement. What is the biggest influencer of engagement?</p>\n\n<p>(Hint, it also is connected to heart disease, sleep, exercise, depression, job performance, successful relationships, and more...)</p>\n\n<p>The most important factor is an employee’s <strong>ability to manage stress.</strong></p>\n\n<p>These findings suggest that companies looking to boost employee engagement must address stress. But stress is not one-dimensional; it is connected to energy level, concentration, emotional state, optimism, depression and overall happiness.</p>\n\n<p>Employers can’t expect to prevent burnout just focusing on stress management. They need to support the overall well being of their people. This includes a sense of purpose, a manageable workload, clear expectations and feedback, a positive sense of teamwork, and more.</p>\n\n<p>“Unlocking the full potential of employees without burnout is hard. Your best and most mission-driven people volunteer for the most challenging projects, they are the early birds getting the worm, they stay a little too connected,” said Limeade CEO Henry Albrecht, Limeade CEO. “The best employers are transparent about the realities of the job and empower employees to set their own work/life priorities and boundaries.”\n\n<p><strong>Reinventing the Employee Experience</strong></p>\n\n<p>Focusing on stress management — while it’s not the only cause of burnout — can provide big payoffs. Here are just a few ways to incorporate stress management into your employee experience strategy:</p>\n<ul>\n<li>Empower employees to clearly communicate challenges they are facing through regularly scheduled meetings with managers.</li>\n<li>Create a formal mentoring program.</li>\n<li>Train managers to be aware of stress clues.</li>\n<li>Offer programs that specifically address tips to reduce or manage stress, from wellness coaching to onsite classes.</li>\n<li>Include questions about stress and the interconnected issues of sleep, resilience, health, and job satisfaction in employee surveys. Track results over time, by department, location, etc.</li>\n<li>Find small ways to change your environment, such as onsite fitness programs, which can be as simple as offering pedometers and a little friendly competition.</li>\n</ul>\n\n<p>Innovative companies improve the employee experience through a variety of creative approaches like these:</p>\n<ul>\n<li>Stanford Hospital and Clinics created a meditation garden for employees to visit in the midst of a stressful day. The hospital\'s rationale: Even five minutes of slow breathing and mindfulness in nature can help employees recharge.</li>\n<li>Kindred Healthcare launched a company challenge called “Give Yourself Some Slack,\" encouraging employees to take 10 extra minutes between meetings or appointments and “arrive in peace”.</li>\n<li>Limeade turns one-on-one conversations into walking meetings. The fresh air and exercise are a great way to recharge in the middle of a busy day. And walking spurs creativity and innovation, as well.</li>\nLosing an employee can cost double his or her annual salary — even more for top performers and senior executives. So it’s wise to take your employees’ emotional health seriously.</li>\n</ul>\n<p>Consider assembling a task force to dig deep into root causes of stress within your organization. Develop programs that support your employees even after they walk out the door at the end of the day. And never underestimate the power of fresh air or a chance to be heard by a manager or mentor.</p>\n\n<p>These just might be the secrets to keeping your top performers from burning out!</p>','How to keep your rock star employees from burning out','','inherit','open','open','','4671-autosave-v1','','','2015-02-10 16:28:25','2015-02-10 16:28:25','',4671,'http://www.danamanciagli.com/4671-autosave-v1/',0,'revision','',0),(4690,8264,'2015-02-10 16:28:34','2015-02-10 16:28:34','<p>Congratulations! You’ve nailed your recruitment strategy, hired some of the best professionals in the business, and lead them to work hard, drive results, and sacrifice for the success of the company.</p>\r\n\r\n<p>So why did some of your rock stars just walk out the door, citing “burnout?”</p>\r\n\r\n<p>A recent study by the Harvard Business Review and The Energy Project polled more than 12,000 white collar employees and found that “feeling a sense of purpose at work” is the single biggest driver of employee satisfaction, engagement and tenure.</p>\r\n\r\n<p>Employees who feel a sense of purpose are:\r\n<ul>\r\n<li>3 times more likely to stay in their jobs</li>\r\n<li>1.7 times higher to feel job satisfaction</li>\r\n<li>1.4 times more engaged at work</li>\r\n</ul>\r\n[caption id=\"attachment_4683\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out.jpg\"><img class=\"size-medium wp-image-4683\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/How-to-keep-your-rock-star-employees-from-burning-out-199x300.jpg\" alt=\"How to keep your rock star employees from burning out\" width=\"199\" height=\"300\" /></a> How to keep your rock star employees from burning out[/caption]\r\n\r\n<p>Limeade, a technology company that helps Fortune 1000 companies engage their workforces, discovered similar results in its Insights Study from April 2014. In the study of 160,000 employees across broad sections of the U.S. workforce, feeling a sense of purpose at work ranked as the No. 2 factor driving employee engagement. What is the biggest influencer of engagement?</p>\r\n\r\n<p>(Hint, it also is connected to heart disease, sleep, exercise, depression, job performance, successful relationships, and more...)</p>\r\n\r\n<p>The most important factor is an employee’s <strong>ability to manage stress.</strong></p>\r\n\r\n<p>These findings suggest that companies looking to boost employee engagement must address stress. But stress is not one-dimensional; it is connected to energy level, concentration, emotional state, optimism, depression and overall happiness.</p>\r\n\r\n<p>Employers can’t expect to prevent burnout just focusing on stress management. They need to support the overall well being of their people. This includes a sense of purpose, a manageable workload, clear expectations and feedback, a positive sense of teamwork, and more.</p>\r\n\r\n<p>“Unlocking the full potential of employees without burnout is hard. Your best and most mission-driven people volunteer for the most challenging projects, they are the early birds getting the worm, they stay a little too connected,” said Limeade CEO Henry Albrecht, Limeade CEO. “The best employers are transparent about the realities of the job and empower employees to set their own work/life priorities and boundaries.”\r\n\r\n<p><strong>Reinventing the Employee Experience</strong></p>\r\n\r\n<p>Focusing on stress management — while it’s not the only cause of burnout — can provide big payoffs. Here are just a few ways to incorporate stress management into your employee experience strategy:</p>\r\n<ul>\r\n<li>Empower employees to clearly communicate challenges they are facing through regularly scheduled meetings with managers.</li>\r\n<li>Create a formal mentoring program.</li>\r\n<li>Train managers to be aware of stress clues.</li>\r\n<li>Offer programs that specifically address tips to reduce or manage stress, from wellness coaching to onsite classes.</li>\r\n<li>Include questions about stress and the interconnected issues of sleep, resilience, health, and job satisfaction in employee surveys. Track results over time, by department, location, etc.</li>\r\n<li>Find small ways to change your environment, such as onsite fitness programs, which can be as simple as offering pedometers and a little friendly competition.</li>\r\n</ul>\r\n\r\n<p>Innovative companies improve the employee experience through a variety of creative approaches like these:</p>\r\n<ul>\r\n<li>Stanford Hospital and Clinics created a meditation garden for employees to visit in the midst of a stressful day. The hospital\'s rationale: Even five minutes of slow breathing and mindfulness in nature can help employees recharge.</li>\r\n<li>Kindred Healthcare launched a company challenge called “Give Yourself Some Slack,\" encouraging employees to take 10 extra minutes between meetings or appointments and “arrive in peace”.</li>\r\n<li>Limeade turns one-on-one conversations into walking meetings. The fresh air and exercise are a great way to recharge in the middle of a busy day. And walking spurs creativity and innovation, as well.</li>\r\nLosing an employee can cost double his or her annual salary — even more for top performers and senior executives. So it’s wise to take your employees’ emotional health seriously.</li>\r\n</ul>\r\n<p>Consider assembling a task force to dig deep into root causes of stress within your organization. Develop programs that support your employees even after they walk out the door at the end of the day. And never underestimate the power of fresh air or a chance to be heard by a manager or mentor.</p>\r\n\r\n<p>These just might be the secrets to keeping your top performers from burning out!</p>','How to keep your rock star employees from burning out','','inherit','open','open','','4671-revision-v1','','','2015-02-10 16:28:34','2015-02-10 16:28:34','',4671,'http://www.danamanciagli.com/4671-revision-v1/',0,'revision','',0),(4691,8264,'2015-02-10 16:32:29','2015-02-10 16:32:29','[caption id=\"attachment_4681\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes.jpg\"><img class=\"size-medium wp-image-4681\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes-300x196.jpg\" alt=\"Sending Out Scores of Resumes\" width=\"300\" height=\"196\" /></a> Sending Out Scores of Resumes?[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I’m sending out 10 resumes a week, which has translated to zero interview requests and only a few auto-rejection letters so far. What am I doing wrong?</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Although it’s hard to tell exactly what you need to change, allow me to venture a few guesses:</p>\r\n\r\n<p><strong>1. R.A.A. or Random Acts of Application</strong></p>\r\n\r\n<p>Too many job seekers submit resumes for positions that they either aren’t qualified for or have no experience in. Is your search well refined by role and industry? Are you reading the job descriptions in detail before you apply?</p>\r\n\r\n<p><strong>2. Resumes, alone, don’t work</strong></p>\r\n\r\n<p>Resumes are flawed by design since they don’t tell the reader why you’re a fit for that specific job. The company took the time to write a job description, and you respond with a chronological mish-mash of your work experience. Why put the onus on the hiring manager to connect the dots? Write an easy-to-read cover letter and make it Page 1 of your submission. Outline at least three reasons why you fit their needs: “You’re looking for X, and I have Y years of experience at X.”</p>\r\n\r\n<p><strong>3. Applying is 5 percent of your effort</strong></p>\r\n\r\n<p>After the application, the real works begin. Imagine entering a massive house where you need to find your way from front to back — submitting your application is like knocking on the front door. You’re in their system — and if you’re lucky the company acknowledged your existence. Now you need to work the back door by networking. Connect on LinkedIn, contact employees in the target department you seek to join, and reach out to recruiters within the company’s HR department. A little extra effort could mean a big edge.</p>\r\n\r\n<p>To that end, try to get new connections to talk to you on the phone — or meet you face-to-face.</p>\r\n\r\n<p>Unsure what to ask your company-specific connections for? How about:</p>\r\n<ul>\r\n<li>“Do you have an employee referral system and, if so, would you please submit my credentials?</li>\r\n<li>“I am excited to apply for position X; would you please forward my credentials to the hiring manager?</li>\r\n</ul>','Ask Dana: Sending out scores of resumes and getting no response? Here\'s what you\'re doing wrong','','inherit','open','open','','4673-autosave-v1','','','2015-02-10 16:32:29','2015-02-10 16:32:29','',4673,'http://www.danamanciagli.com/4673-autosave-v1/',0,'revision','',0),(4692,8264,'2015-02-10 16:32:46','2015-02-10 16:32:46','[caption id=\"attachment_4681\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes.jpg\"><img class=\"size-medium wp-image-4681\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/02/Sending-Out-Scores-of-Resumes-300x196.jpg\" alt=\"Sending Out Scores of Resumes\" width=\"300\" height=\"196\" /></a> Sending Out Scores of Resumes?[/caption]\r\n\r\n<p><strong>Question:</strong></p>\r\n\r\n<p><em>I’m sending out 10 resumes a week, which has translated to zero interview requests and only a few auto-rejection letters so far. What am I doing wrong?</em></p>\r\n\r\n<p><strong>Answer from Dana:</strong></p>\r\n\r\n<p>Although it’s hard to tell exactly what you need to change, allow me to venture a few guesses:</p>\r\n\r\n<p><strong>1. R.A.A. or Random Acts of Application</strong></p>\r\n\r\n<p>Too many job seekers submit resumes for positions that they either aren’t qualified for or have no experience in. Is your search well refined by role and industry? Are you reading the job descriptions in detail before you apply?</p>\r\n\r\n<p><strong>2. Resumes, alone, don’t work</strong></p>\r\n\r\n<p>Resumes are flawed by design since they don’t tell the reader why you’re a fit for that specific job. The company took the time to write a job description, and you respond with a chronological mish-mash of your work experience. Why put the onus on the hiring manager to connect the dots? Write an easy-to-read cover letter and make it Page 1 of your submission. Outline at least three reasons why you fit their needs: “You’re looking for X, and I have Y years of experience at X.”</p>\r\n\r\n<p><strong>3. Applying is 5 percent of your effort</strong></p>\r\n\r\n<p>After the application, the real works begin. Imagine entering a massive house where you need to find your way from front to back — submitting your application is like knocking on the front door. You’re in their system — and if you’re lucky the company acknowledged your existence. Now you need to work the back door by networking. Connect on LinkedIn, contact employees in the target department you seek to join, and reach out to recruiters within the company’s HR department. A little extra effort could mean a big edge.</p>\r\n\r\n<p>To that end, try to get new connections to talk to you on the phone — or meet you face-to-face.</p>\r\n\r\n<p>Unsure what to ask your company-specific connections for? How about:</p>\r\n<ul>\r\n<li>“Do you have an employee referral system and, if so, would you please submit my credentials?</li>\r\n<li>“I am excited to apply for position X; would you please forward my credentials to the hiring manager?</li>\r\n</ul>','Ask Dana: Sending out scores of resumes and getting no response? Here\'s what you\'re doing wrong','','inherit','open','open','','4673-revision-v1','','','2015-02-10 16:32:46','2015-02-10 16:32:46','',4673,'http://www.danamanciagli.com/4673-revision-v1/',0,'revision','',0),(4693,8264,'2015-02-10 16:35:48','2015-02-10 16:35:48','[caption id=\"attachment_4678\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg\"><img class=\"size-medium wp-image-4678\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates-300x202.jpg\" alt=\"3 ways to attract superstar job candidates\" width=\"300\" height=\"202\" /></a> 3 ways to attract superstar job candidates[/caption]\r\n\r\n<p>If you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.</p>\r\n\r\n<p>Consider:</p>\r\n<ul>\r\n<li>More than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.</li>\r\n<li>48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.</li>\r\n</ul>\r\n\r\n<p>As a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.</p>\r\n\r\n<p>Help you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.</p>\r\n\r\n<p><strong>1. Your application process is grueling</strong></p>\r\n\r\n<p>Take a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.</p>\r\n\r\n<p>Candidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.</p>\r\n\r\n<p>“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.</p>\r\n\r\n<p>“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”</p>\r\n\r\n<p><strong>2. You’re acting like a robot and you’re treating candidates like robots, too</strong></p>\r\n\r\n<p>Earth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.</p>\r\n\r\n<p>“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”</p>\r\n\r\n<p>When you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.</p>\r\n\r\n<p><strong>3. Your application process isn’t social and mobile optimized</strong></p>\r\n\r\n<p>Candidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.</p>\r\n\r\n<p>“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”</p>\r\n\r\n<p>Super-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.</p>','3 ways to attract super-star job candidates','','inherit','open','open','','4675-autosave-v1','','','2015-02-10 16:35:48','2015-02-10 16:35:48','',4675,'http://www.danamanciagli.com/4675-autosave-v1/',0,'revision','',0),(4694,8264,'2015-02-10 16:36:10','2015-02-10 16:36:10','[caption id=\"attachment_4678\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates.jpg\"><img class=\"size-medium wp-image-4678\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/3-ways-to-attract-superstar-job-candidates-300x202.jpg\" alt=\"3 ways to attract superstar job candidates\" width=\"300\" height=\"202\" /></a> 3 ways to attract superstar job candidates[/caption]\r\n\r\n<p>If you’re having trouble finding great candidates, look at your hiring practices — you, and the systems you’re using might be driving away top talent.</p>\r\n\r\n<p>Consider:</p>\r\n<ul>\r\n<li>More than 1 in 4 candidates report has had a bad experience when applying for a job, and 42 percent of those candidates would never seek employment at that company again.</li>\r\n<li>48 percent of candidates drop out of applicant tracking systems, the most common recruitment tool.</li>\r\n</ul>\r\n\r\n<p>As a hiring manager, these numbers make my heart sink. Bad candidate experiences don’t just hurt the growth of your talent pool, they also hurt your company’s brand.</p>\r\n\r\n<p>Help you candidates out — make the hiring experience easy, inviting and modern. Here are the three biggest ways you’re giving talent the cold shoulder, and how you can fix those problems and win great hires.</p>\r\n\r\n<p><strong>1. Your application process is grueling</strong></p>\r\n\r\n<p>Take a look at your organization’s job application process — better yet, apply for a job with your own company. Chances are you’re using some kind of applicant tracking system (ATS), chosen to make your company more efficient in processing applications. But this doesn’t consider the applicant experience.</p>\r\n\r\n<p>Candidates often have to spend 20 or 30 minutes creating a profile, uploading their résumé and cover letter, and completing a form that asks questions that have already been answered in said résumé. A lot of job candidates would rather get a root canal than endure the application gauntlet.</p>\r\n\r\n<p>“If you wouldn’t want to suffer through the process of applying for a job at your own company, how can you expect candidates to?” said Jerome Ternynck, CEO of SmartRecruiters, which provides a cloud platform for recruiting and hiring. The company advocates putting candidates first, and has just released the next generation of its engagement-first hiring platform.</p>\r\n\r\n<p>“Think lightweight, easy, and fast when it comes to your application process,” Ternynck said. “No candidate wants to be put through the paces just to get through the door.”</p>\r\n\r\n<p><strong>2. You’re acting like a robot and you’re treating candidates like robots, too</strong></p>\r\n\r\n<p>Earth to hiring managers: Candidates are people, not drones floating around the Internet. It’s time to start treating candidates like people, and that begins with common sense rules of social interaction.</p>\r\n\r\n<p>“Engage with candidates quickly so you don’t lose the best ones to other companies,” Ternynck said. “Show your passion for what you do and your excitement about the prospect of working together.”</p>\r\n\r\n<p>When you open up, candidates often will too. Only then can you understand what makes a candidate tick, and whether he or she is a fit for your team.</p>\r\n\r\n<p><strong>3. Your application process isn’t social and mobile optimized</strong></p>\r\n\r\n<p>Candidates are increasingly interacting with companies through social and mobile channels. A recent LinkedIn study found 64 percent of candidates use mobile devices to browse career opportunities on social and professional networks. Your c andidate experience needs to be stellar across these platforms to woo applicants.</p>\r\n\r\n<p>“When candidates visit your social media pages, they should be able to quickly see who you are, read about open positions, and apply in seconds,” Ternynck said. “And they should be able to do that from any device — laptop, smartphone, or tablet — with just a few clicks.”</p>\r\n\r\n<p>Super-stars are out there — attracting them requires hiring managers and recruiters to turn off impersonal interactions, turn on the charm, and start putting candidates first.</p>','3 ways to attract super-star job candidates','','inherit','open','open','','4675-revision-v1','','','2015-02-10 16:36:10','2015-02-10 16:36:10','',4675,'http://www.danamanciagli.com/4675-revision-v1/',0,'revision','',0),(4697,7636,'2015-02-12 16:14:12','2015-02-12 16:14:12','[caption id=\"attachment_3887\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Networking-or-Using-People.jpg\"><img class=\"size-medium wp-image-3887\" alt=\"Networking or Using People? Know the Difference!\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/Networking-or-Using-People-300x203.jpg\" width=\"300\" height=\"203\" /></a> Networking or Using People? Know the Difference![/caption]\r\n\r\n<p>No one wants to be accused of using other people, but are you mistakenly acting like a \"user\"?</p>\r\n\r\n<p>The definition of networking is “connecting to build two-way relationships for the long term.” Simple, right?</p>\r\n\r\n<p>The concept is both simple and powerful, but the tragedy today is that most people are missing the key actions required to be courteous, genuine and respectful. I don\'t believe people are using others intentionally. It’s just that they\'re not thinking enough about the other person, and they\'re not making time to follow up and continue the relationship.</p>\r\n\r\n<p>Everybody should be networking! Common reasons to create connections are building a business, finding new clients, assembling alliances, job searching, fund-raising, changing careers, seeking an internal career promotion, and doing research. But there are hundreds of other reasons, too, ranging from personal, business, and emotional to spiritual.</p>\r\n\r\n<p>So let’s see what type of connector you are:</p>\r\n\r\n<p><strong>Scenario: </strong>Nancy has a phone interview with ABC Company. She is networking to get advice and find people within ABC who can send her résumé to the hiring manager for additional visibility.</p>\r\n\r\n<p><strong>The USER: </strong>Nancy wrote to one of her LinkedIn connections, Sam, through LinkedIn: “Sam, we’re connected on LinkedIn and I see you work for ABC Company. I have an interview with them tomorrow. Can you please give me some advice? And, attached is my résumé. Will you please forward it to the hiring manager of job #125465 with a referral? Thank you, Nancy”</p>\r\n\r\n<p><strong>USER Behaviors: </strong>Last minute, built no relationship, asked for too much. Seeking advice is too general. It feels like a form letter that may be sent to many.</p>\r\n\r\n<p><strong>The NETWORKER: </strong>This requires multiple steps, with the first one taking place a minimum of two weeks in advance!</p>\r\n\r\n<p><strong>Through LinkedIn: </strong>“Sam, we are connected on LinkedIn and I read your great profile. It appears you have a strong background in sales at the ABC Company, and I am applying for an outside sales position in the Y Division in San Francisco, a position I am passionate about and qualified for. I realize you don’t know me, but may I ask you a few questions via e-mail? What is your business e-mail address so I can ask three questions? I hope I can help you in some way, as well. Regards, Nancy”</p>\r\n\r\n<p><strong>Through e-mail: </strong>Nancy constructs a formal business letter, outlining her three questions and attaching the job description for her desired position, as well as her résumé. Nancy closes her e-mail with, “Sam, I would like to ask for 20 minutes of your time to listen to your answers and learn more about your career. May I call you next Tuesday, Wednesday, or Thursday at 10am PST? Which day works best? Thank you very much, Nancy.”</p>\r\n\r\n<p><strong>During the Phone Call: </strong>Nancy listens to the answers, takes notes, and sends an immediate thank you note.</p>\r\n\r\n<p><strong>FOLLOW UP: </strong>Immediately following Nancy’s phone interview or any other milestone, Nancy writes Sam to keep him informed. “Sam, again, thank you for your time on . Your advice was invaluable. I had my phone interview with and they asked me to come in for face-to-face interviews next week. I’m so excited. Your insights on the ABC Company corporate values and culture were particularly helpful. Sam, may I come to your office for 30 minutes next week to meet you face-to-face and ask three more questions in preparation for the interview? Is there anything I can do to help you? Thank you so much and regards, Nancy”</p>\r\n\r\n<p>The single most common and rude characteristic of a USER is the lack of follow up. In my business, I help at least one hundred people per week and, at most, two people follow up with me and tell me how their situation is going. At the end of my emails, I always say, “Please let me know how you progress.” No response. I’ve been used.</p>\r\n\r\n<p>Don’t be a USER, be a CONNECTOR or NETWORKER.</p>\r\n\r\n<p>What are your networking challenges? Share them here so we can help.</p>','Are You Networking or Using People? Here\'s How to Know the Difference','','inherit','open','open','','3881-revision-v1','','','2015-02-12 16:14:12','2015-02-12 16:14:12','',3881,'http://www.danamanciagli.com/3881-revision-v1/',0,'revision','',0),(4698,7636,'2015-02-12 16:26:28','2015-02-12 16:26:28','[caption id=\"attachment_3891\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/7-tactics-to-Teach-Millennials-to-be-Top-Notch-Sellers.jpg\"><img class=\"size-medium wp-image-3891\" alt=\"7 tactics to Teach Millennials to be Top Notch Sellers\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/7-tactics-to-Teach-Millennials-to-be-Top-Notch-Sellers-300x199.jpg\" width=\"300\" height=\"199\" /></a> 7 tactics to Teach Millennials to be Top Notch Sellers[/caption]\n\n<p>Millenials have changed the structure of workplaces. Many members of the millennial generation have different expectations of what they want out of a career than those who may be hiring and managing them.</p>\n\n<p>Millennials have had easier access to information than any that came before them. Within seconds, they are able to retrieve data on just about any topic. For a group that has become accustomed to this type of access, management and training for the workplace needs to be strategic.</p>\n\n<p>As the first professional sports league to invest in developing its sales talent from a national perspective, <a href=\"http://www.mlssoccer.com/\">Major League Soccer (MLS)</a> is no stranger to the challenges of training a millennial. Through the creation of the <a href=\"http://www.mlsnationalsalescenter.com/\">National Sales Center (NSC)</a>, a high-octane sales training academy based in Minneapolis, MLS is on the forefront of developing innovative training approaches that address the nuances of the modern-day millennial.</p>\n\n<p>These are some of the foundational elements the NSC implements to successfully train a millennial:</p>\n<h4>1. <strong>Answer the “why”</strong></h4>\n<p>Millennials are apt to completely immerse themselves into something when they know why they’re doing it. Full understanding of the process and how it fits into the big picture is not just important — it’s necessary. This is something that the MLS National Sales Center hammers home daily. Trainees are never asked to complete an exercise without learning the reasons behind it and why it will ultimately make them better salespeople.</p>\n<h4>2. <strong>Foster collaboration</strong></h4>\n<p>Relationships are incredibly important to this generation. They tend to gauge their sense of importance within an organization not just on their job duties and output, but how they are treated by both peers and superiors. Millennials like to meld social with professional. They’ll work harder for a manager they see as both a mentor and a friend, and they will pour their hearts into an organization they consider their family.</p>\n<h4>3. <strong>Define roles and set expectations</strong></h4>\n<p>This doesn’t just mean slapping a nametag and title on their cube. Just like knowing the “why,” knowing the “what” is important, too. What is their impact on the organization? What is expected of them? Establishing these goals and expectations early on sets them up for a clear path to success. Set the expectations high, but be realistic.</p>\n\n<p>At the NSC, these expectations are summed up in a manifesto called the “No List,” which hangs in the office for all to see. The list is comprised of the negatives to avoid in order to achieve success within <a href=\"http://www.bizjournals.com/profiles/company/us/ny/new_york/major_league_soccer_llc/114253\">Major League Soccer</a>.</p>\n<h4>4. <strong>Find out what drives them</strong></h4>\n<p>What is each individual’s passion? At the NSC, everyone has a shared passion: growing the sport of soccer in North America. But what is each individual’s true passion?</p>\n\n<p>“Within the group we currently have in session, we have a trainee dedicated to using the sport to fuel social change. We also have trainees born outside of the US, who have only known soccer as a way of life and see it not just as their passion, but as their purpose,” says Berryhill. “For each trainee, that passion started burning within them for different reasons. If we don’t learn that about them, we’ll never be able to get to the core of why they’re here and why they’re driven to succeed.”</p>\n<h4><strong>5. </strong><strong>Constant feedback</strong></h4>\n<p>Never before has a generation been so hungry for feedback and constructive criticism. They’re chomping at the bit to learn new skills and hone the ones they already have. The NSC records each call that is placed, and management regularly reviews the calls both in a group and individual setting. This has proven to be a great way to reinforce best practices while fine-tuning the skills of each trainee.</p>\n<h4>6. <strong>Continued education</strong></h4>\n<p>Millennials are far from complacent. Just as they have an appetite for feedback, they feel an urgency to acquire new skills through ongoing learning. The NSC introduces new ideas not by just teaching, but involving the trainees. They’re involved in active reinforcement on a day-to-day basis, and experience continued reinforcement through various alumni connections and communications after the trainees leave.</p>\n<h4><strong>7. </strong><strong>Build their confidence</strong></h4>\n<p>Confidence levels could be the difference between a strong or useless day in the office. Though there’s no one magic formula to build and sustain confidence, the NSC feels that it has found a good blend that works to fortify confidence in each of its trainees. Through its partnership with the Brave New Workshop, a Minneapolis-based improvisational theater, the NSC weaves the fundamentals of improv comedy into its curriculum — trainees even perform on stage.</p>\n\n<p>A cardinal sin in improv is saying “no” to your stage partner, so being part of an improv scene changes the way a person thinks over time, Berryhill said.</p>\n\n<p>“Improv has taught us to be receptive of whatever comes our way, forcing us to think on our feet.”</p>','7 Tactics to Teach Millennials to be Top-Notch Sellers','','inherit','open','open','','3873-autosave-v1','','','2015-02-12 16:26:28','2015-02-12 16:26:28','',3873,'http://www.danamanciagli.com/3873-autosave-v1/',0,'revision','',0),(4699,7636,'2015-02-12 16:26:54','2015-02-12 16:26:54','[caption id=\"attachment_3891\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/7-tactics-to-Teach-Millennials-to-be-Top-Notch-Sellers.jpg\"><img class=\"size-medium wp-image-3891\" alt=\"7 tactics to Teach Millennials to be Top Notch Sellers\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/08/7-tactics-to-Teach-Millennials-to-be-Top-Notch-Sellers-300x199.jpg\" width=\"300\" height=\"199\" /></a> 7 tactics to Teach Millennials to be Top Notch Sellers[/caption]\r\n\r\n<p>Millenials have changed the structure of workplaces. Many members of the millennial generation have different expectations of what they want out of a career than those who may be hiring and managing them.</p>\r\n\r\n<p>Millennials have had easier access to information than any that came before them. Within seconds, they are able to retrieve data on just about any topic. For a group that has become accustomed to this type of access, management and training for the workplace needs to be strategic.</p>\r\n\r\n<p>As the first professional sports league to invest in developing its sales talent from a national perspective, <a href=\"http://www.mlssoccer.com/\">Major League Soccer (MLS)</a> is no stranger to the challenges of training a millennial. Through the creation of the <a href=\"http://www.mlsnationalsalescenter.com/\">National Sales Center (NSC)</a>, a high-octane sales training academy based in Minneapolis, MLS is on the forefront of developing innovative training approaches that address the nuances of the modern-day millennial.</p>\r\n\r\n<p>These are some of the foundational elements the NSC implements to successfully train a millennial:</p>\r\n<h4>1. <strong>Answer the “why”</strong></h4>\r\n<p>Millennials are apt to completely immerse themselves into something when they know why they’re doing it. Full understanding of the process and how it fits into the big picture is not just important — it’s necessary. This is something that the MLS National Sales Center hammers home daily. Trainees are never asked to complete an exercise without learning the reasons behind it and why it will ultimately make them better salespeople.</p>\r\n<h4>2. <strong>Foster collaboration</strong></h4>\r\n<p>Relationships are incredibly important to this generation. They tend to gauge their sense of importance within an organization not just on their job duties and output, but how they are treated by both peers and superiors. Millennials like to meld social with professional. They’ll work harder for a manager they see as both a mentor and a friend, and they will pour their hearts into an organization they consider their family.</p>\r\n<h4>3. <strong>Define roles and set expectations</strong></h4>\r\n<p>This doesn’t just mean slapping a nametag and title on their cube. Just like knowing the “why,” knowing the “what” is important, too. What is their impact on the organization? What is expected of them? Establishing these goals and expectations early on sets them up for a clear path to success. Set the expectations high, but be realistic.</p>\r\n\r\n<p>At the NSC, these expectations are summed up in a manifesto called the “No List,” which hangs in the office for all to see. The list is comprised of the negatives to avoid in order to achieve success within <a href=\"http://www.bizjournals.com/profiles/company/us/ny/new_york/major_league_soccer_llc/114253\">Major League Soccer</a>.</p>\r\n<h4>4. <strong>Find out what drives them</strong></h4>\r\n<p>What is each individual’s passion? At the NSC, everyone has a shared passion: growing the sport of soccer in North America. But what is each individual’s true passion?</p>\r\n\r\n<p>“Within the group we currently have in session, we have a trainee dedicated to using the sport to fuel social change. We also have trainees born outside of the US, who have only known soccer as a way of life and see it not just as their passion, but as their purpose,” says Berryhill. “For each trainee, that passion started burning within them for different reasons. If we don’t learn that about them, we’ll never be able to get to the core of why they’re here and why they’re driven to succeed.”</p>\r\n<h4><strong>5. </strong><strong>Constant feedback</strong></h4>\r\n<p>Never before has a generation been so hungry for feedback and constructive criticism. They’re chomping at the bit to learn new skills and hone the ones they already have. The NSC records each call that is placed, and management regularly reviews the calls both in a group and individual setting. This has proven to be a great way to reinforce best practices while fine-tuning the skills of each trainee.</p>\r\n<h4>6. <strong>Continued education</strong></h4>\r\n<p>Millennials are far from complacent. Just as they have an appetite for feedback, they feel an urgency to acquire new skills through ongoing learning. The NSC introduces new ideas not by just teaching, but involving the trainees. They’re involved in active reinforcement on a day-to-day basis, and experience continued reinforcement through various alumni connections and communications after the trainees leave.</p>\r\n<h4><strong>7. </strong><strong>Build their confidence</strong></h4>\r\n<p>Confidence levels could be the difference between a strong or useless day in the office. Though there’s no one magic formula to build and sustain confidence, the NSC feels that it has found a good blend that works to fortify confidence in each of its trainees. Through its partnership with the Brave New Workshop, a Minneapolis-based improvisational theater, the NSC weaves the fundamentals of improv comedy into its curriculum — trainees even perform on stage.</p>\r\n\r\n<p>A cardinal sin in improv is saying “no” to your stage partner, so being part of an improv scene changes the way a person thinks over time, Berryhill said.</p>\r\n\r\n<p>“Improv has taught us to be receptive of whatever comes our way, forcing us to think on our feet.”</p>','7 Tactics to Teach Millennials to be Top-Notch Sellers','','inherit','open','open','','3873-revision-v1','','','2015-02-12 16:26:54','2015-02-12 16:26:54','',3873,'http://www.danamanciagli.com/3873-revision-v1/',0,'revision','',0),(4700,7636,'2015-02-12 16:41:19','2015-02-12 16:41:19','[caption id=\"attachment_3827\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/5-Tricks-to-Dominating-a-Job-Interview.jpg\"><img class=\"size-full wp-image-3827\" alt=\"5 Tricks to Dominating a Job Interview\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/5-Tricks-to-Dominating-a-Job-Interview.jpg\" width=\"128\" height=\"128\" /></a> 5 Tricks to Dominating a Job Interview[/caption]\n\n<p>Many people misunderstand what job interviews really are.</p>\n\n<p>The interviewer is not just listening to your answers. They are examining behaviors and comparing them to their vision of the “ideal candidate.” From your handshake to your closing comments to your follow-up — all of it matters.</p>\n\n<p>They are watching to see if the skills you exhibit in the interview are close to what they need in the day-to-day job. If you are not prepared for the interview, then you might not be prepared for a critical meeting. If you are late with some excuse like, “There was an accident on the highway,” then you might be late for work. If you don\'t make eye contact, then you probably won\'t make eye contact with peers and customers.</p>\n\n<p>So it’s important to know what to do every step of the way. The following 5 tricks are important because they will prevent you from making the Top 5 errors in interviews throughout your job search.</p>\n<ol>\n	<li><strong>Be super early for everything.</strong> This includes phone meetings, informational meetings, or the first interview of the day. Rule: if you are not ready by the phone or in the waiting room 30 minutes prior to the start time, then you are late. When you are late, the interviewer perceives that you are not committed, do not have good time-management skills, and you would be late to meetings once hired.</li>\n	<li><strong>Be amazingly over-prepared.</strong> Two areas are key: First, prepare for the questions you\'ll get and bring good questions to ask, and second, bring the right things to the meeting. Rule: Always bring printed copies of your résumé and cover letter, plus the job description. Bring paper and two pens (back-up). When you are unprepared, the perception created is that you did not take the time to research the company or the job, that you have no insightful questions, and that you might be unprepared for key events once hired.</li>\n	<li><strong>Bring your upbeat attitude.</strong> Job searching is frustrating, hard, and downright depressing. Leave any negative thoughts you have about your prior company, a bad boss, or how unconfident you feel at home. Rule: Hiring managers and interviewers want to hire happy people. Remember, they are watching to see if you would be a fit for their existing team and culture. Never go “off the record” or “between you and me,” as those comments are often controversial or negative. Smile, talk positively about everything and everybody, and tell them how excited you are to work for them.</li>\n	<li><strong>Be concise and pause.</strong> You’re nervous, unsure if you are saying the “right” answer, and, well, desperate. Under these circumstances, virtually all candidates blabber on and on. Be different. Use my “Interview Law of 3s\": say three short answers then stop. Repeat: three things then <em>shut up! </em>Smile, pause and know that the interviewer will ask for more if they want more. This trick accomplishes two things. First, it will make you calmer and appear more confident. Even if you are making up the answer on the fly, you know you only have to think of two or three points — then stop. Inhale, exhale. Second, it helps the interviewer take notes, digest your thoughts, and ask the next question. Phone interviewers particularly appreciate your brevity.</li>\n	<li><strong>Take phone interviews very seriously!</strong> I often hear, “Oh, it’s just a phone screen,” or “Once I get through the phone interview, I’ll do more research.” The global hiring process is moving very quickly toward phone interviews as the primary interview mechanism. You won\'t get the face-to-face interview if you don\'t do well on the phone. And it’s not easy! Regardless, whether it is a recruiter or HR person on the other end of the line, you need to perform just as strongly as you would in a face-to-face interview.</li>\n</ol>','5 Tricks to Dominating a Job Interview','','inherit','open','open','','3817-autosave-v1','','','2015-02-12 16:41:19','2015-02-12 16:41:19','',3817,'http://www.danamanciagli.com/3817-autosave-v1/',0,'revision','',0),(4701,7636,'2015-02-12 16:41:28','2015-02-12 16:41:28','[caption id=\"attachment_3827\" align=\"alignright\" width=\"128\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/5-Tricks-to-Dominating-a-Job-Interview.jpg\"><img class=\"size-full wp-image-3827\" alt=\"5 Tricks to Dominating a Job Interview\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/5-Tricks-to-Dominating-a-Job-Interview.jpg\" width=\"128\" height=\"128\" /></a> 5 Tricks to Dominating a Job Interview[/caption]\r\n\r\n<p>Many people misunderstand what job interviews really are.</p>\r\n\r\n<p>The interviewer is not just listening to your answers. They are examining behaviors and comparing them to their vision of the “ideal candidate.” From your handshake to your closing comments to your follow-up — all of it matters.</p>\r\n\r\n<p>They are watching to see if the skills you exhibit in the interview are close to what they need in the day-to-day job. If you are not prepared for the interview, then you might not be prepared for a critical meeting. If you are late with some excuse like, “There was an accident on the highway,” then you might be late for work. If you don\'t make eye contact, then you probably won\'t make eye contact with peers and customers.</p>\r\n\r\n<p>So it’s important to know what to do every step of the way. The following 5 tricks are important because they will prevent you from making the Top 5 errors in interviews throughout your job search.</p>\r\n<ol>\r\n	<li><strong>Be super early for everything.</strong> This includes phone meetings, informational meetings, or the first interview of the day. Rule: if you are not ready by the phone or in the waiting room 30 minutes prior to the start time, then you are late. When you are late, the interviewer perceives that you are not committed, do not have good time-management skills, and you would be late to meetings once hired.</li>\r\n	<li><strong>Be amazingly over-prepared.</strong> Two areas are key: First, prepare for the questions you\'ll get and bring good questions to ask, and second, bring the right things to the meeting. Rule: Always bring printed copies of your résumé and cover letter, plus the job description. Bring paper and two pens (back-up). When you are unprepared, the perception created is that you did not take the time to research the company or the job, that you have no insightful questions, and that you might be unprepared for key events once hired.</li>\r\n	<li><strong>Bring your upbeat attitude.</strong> Job searching is frustrating, hard, and downright depressing. Leave any negative thoughts you have about your prior company, a bad boss, or how unconfident you feel at home. Rule: Hiring managers and interviewers want to hire happy people. Remember, they are watching to see if you would be a fit for their existing team and culture. Never go “off the record” or “between you and me,” as those comments are often controversial or negative. Smile, talk positively about everything and everybody, and tell them how excited you are to work for them.</li>\r\n	<li><strong>Be concise and pause.</strong> You’re nervous, unsure if you are saying the “right” answer, and, well, desperate. Under these circumstances, virtually all candidates blabber on and on. Be different. Use my “Interview Law of 3s\": say three short answers then stop. Repeat: three things then <em>shut up! </em>Smile, pause and know that the interviewer will ask for more if they want more. This trick accomplishes two things. First, it will make you calmer and appear more confident. Even if you are making up the answer on the fly, you know you only have to think of two or three points — then stop. Inhale, exhale. Second, it helps the interviewer take notes, digest your thoughts, and ask the next question. Phone interviewers particularly appreciate your brevity.</li>\r\n	<li><strong>Take phone interviews very seriously!</strong> I often hear, “Oh, it’s just a phone screen,” or “Once I get through the phone interview, I’ll do more research.” The global hiring process is moving very quickly toward phone interviews as the primary interview mechanism. You won\'t get the face-to-face interview if you don\'t do well on the phone. And it’s not easy! Regardless, whether it is a recruiter or HR person on the other end of the line, you need to perform just as strongly as you would in a face-to-face interview.</li>\r\n</ol>','5 Tricks to Dominating a Job Interview','','inherit','open','open','','3817-revision-v1','','','2015-02-12 16:41:28','2015-02-12 16:41:28','',3817,'http://www.danamanciagli.com/3817-revision-v1/',0,'revision','',0),(4702,7636,'2015-02-12 16:43:05','2015-02-12 16:43:05','[caption id=\"attachment_3823\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/Want-a-Promotion_You-Have-to-Own-the-Process.jpg\"><img class=\"size-medium wp-image-3823\" alt=\"Want a Promotion_You Have to Own the Process\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/Want-a-Promotion_You-Have-to-Own-the-Process-300x174.jpg\" width=\"300\" height=\"174\" /></a> Want a Promotion? You Have to Own the Process[/caption]\n\n<p>An increasing trend in corporate America today is the feeling of being “stuck” with little-to-slow opportunity for promotion, career change, or growth. More executives are staying in place because of economic conditions, fear of the unknown, or valuing what they have even though they may be bored.</p>\n\n<p>Fifty-three percent of U.S. adults say that they have held the same job for at least five years. That’s up from 46 percent in 1996, according to a story in <em>The Wall Street Journal</em>. Don’t be one of the “stuck” ones. Cut the crap, get promoted! Here’s how to go about it:</p>\n<ol>\n	<li><strong>Plan for a promotion.</strong> Map out your approach – who, what, when, how. Write down your target month for promotion (be realistic), put together your plan of action, identify the supporting materials you will need to prepare, and list the staff you will need to engage with. Remember: Nobody is planning your promotion for you. Own it.</li>\n	<li><strong>Do your research.</strong> Study your company’s Intranet, HR website, guidelines, and metrics. You will find an amazing amount of material on your Intranet site or available through your human resources department. Most employees don’t read it. Don’t be one of those. Be prepared to cite appropriate company information during your effort to get promoted.</li>\n	<li><strong>Seek insights.</strong> Find three people to share your thinking and get feedback. Select three very influential and insightful people who will be direct, yet helpful. Share your written plan and ask for their perspectives.</li>\n	<li><strong>Host a preliminary talk with your manager.</strong> What does he or she look for in promotions? Prepare a solid agenda for a meeting dedicated to the topic so you won’t stray into “work stuff.” Listen more than you talk. This is just for investigative purposes; do not ask for the promotion… yet.</li>\n	<li><strong>Secure the promotion form your manager needs to complete.</strong> In most companies, there is a form that your manager needs to fill out to justify your promotion. Get a blank form, study the questions, and do more research to complete it.</li>\n	<li><strong>Fill out the form for your manager and hand deliver it, don’t e-mail it.</strong> If your company is looking for examples of scope growth, show how you have increased revenue, grown and developed your team, or made an increasing impact on the company’s bottom line. Do not just say what a great employee you are.</li>\n	<li><strong>Book a dedicated one-on-one meeting with your manager to discuss your career.</strong> Communicate the purpose, prepare an agenda, and send it to your manager in advance. Show that you are focused on your next career move now, rather than 5 years out. Script your “pitch” to demonstrate why you are ready for a promotion based on concrete examples.</li>\n	<li><strong>Run an amazing meeting.</strong> Follow your agenda and discuss the promotion form and the next steps. Have hard copies of the agenda, the promotion form (or a facsimile if it is an online form) and a list of specific questions to discuss after you have made the “pitch.” Take notes throughout!</li>\n	<li><strong>Follow up the conversation with a thank you note,</strong> summarizing the discussion and making note of action items. Regardless of the outcome, show a huge dose of appreciation!</li>\n	<li><strong>Be persistent in your follow-up by scheduling actions in your calendar.</strong> Your manager may say, “I need to research and I’ll get back to you.” However, you can take the initiative to send a “meeting invitation” for a date 3 or 4 weeks out, depending on your one-on-one meeting. You may need to reschedule multiple times before you get the specific insights you need - or get that promotion!</li>\n</ol>\n<p>The “good old days” are gone; employees are no longer rewarded with surprise promotions! It takes work, deep insights, proactive communications with your manager, great networking horizontally and vertically in your company, and much more. Promotions today are rarer than ever and you need to be that much better to get promoted.</p>','Want a Promotion? You Have to Own the Process','','inherit','open','open','','3821-autosave-v1','','','2015-02-12 16:43:05','2015-02-12 16:43:05','',3821,'http://www.danamanciagli.com/3821-autosave-v1/',0,'revision','',0),(4703,7636,'2015-02-12 16:44:09','2015-02-12 16:44:09','[caption id=\"attachment_3823\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/Want-a-Promotion_You-Have-to-Own-the-Process.jpg\"><img class=\"size-medium wp-image-3823\" alt=\"Want a Promotion_You Have to Own the Process\" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/07/Want-a-Promotion_You-Have-to-Own-the-Process-300x174.jpg\" width=\"300\" height=\"174\" /></a> Want a Promotion? You Have to Own the Process[/caption]\r\n\r\n<p>An increasing trend in corporate America today is the feeling of being “stuck” with little-to-slow opportunity for promotion, career change, or growth. More executives are staying in place because of economic conditions, fear of the unknown, or valuing what they have even though they may be bored.</p>\r\n\r\n<p>Fifty-three percent of U.S. adults say that they have held the same job for at least five years. That’s up from 46 percent in 1996, according to a story in <em>The Wall Street Journal</em>. Don’t be one of the “stuck” ones. Cut the crap, get promoted! Here’s how to go about it:</p>\r\n<ol>\r\n	<li><strong>Plan for a promotion.</strong> Map out your approach – who, what, when, how. Write down your target month for promotion (be realistic), put together your plan of action, identify the supporting materials you will need to prepare, and list the staff you will need to engage with. Remember: Nobody is planning your promotion for you. Own it.</li>\r\n	<li><strong>Do your research.</strong> Study your company’s Intranet, HR website, guidelines, and metrics. You will find an amazing amount of material on your Intranet site or available through your human resources department. Most employees don’t read it. Don’t be one of those. Be prepared to cite appropriate company information during your effort to get promoted.</li>\r\n	<li><strong>Seek insights.</strong> Find three people to share your thinking and get feedback. Select three very influential and insightful people who will be direct, yet helpful. Share your written plan and ask for their perspectives.</li>\r\n	<li><strong>Host a preliminary talk with your manager.</strong> What does he or she look for in promotions? Prepare a solid agenda for a meeting dedicated to the topic so you won’t stray into “work stuff.” Listen more than you talk. This is just for investigative purposes; do not ask for the promotion… yet.</li>\r\n	<li><strong>Secure the promotion form your manager needs to complete.</strong> In most companies, there is a form that your manager needs to fill out to justify your promotion. Get a blank form, study the questions, and do more research to complete it.</li>\r\n	<li><strong>Fill out the form for your manager and hand deliver it, don’t e-mail it.</strong> If your company is looking for examples of scope growth, show how you have increased revenue, grown and developed your team, or made an increasing impact on the company’s bottom line. Do not just say what a great employee you are.</li>\r\n	<li><strong>Book a dedicated one-on-one meeting with your manager to discuss your career.</strong> Communicate the purpose, prepare an agenda, and send it to your manager in advance. Show that you are focused on your next career move now, rather than 5 years out. Script your “pitch” to demonstrate why you are ready for a promotion based on concrete examples.</li>\r\n	<li><strong>Run an amazing meeting.</strong> Follow your agenda and discuss the promotion form and the next steps. Have hard copies of the agenda, the promotion form (or a facsimile if it is an online form) and a list of specific questions to discuss after you have made the “pitch.” Take notes throughout!</li>\r\n	<li><strong>Follow up the conversation with a thank you note,</strong> summarizing the discussion and making note of action items. Regardless of the outcome, show a huge dose of appreciation!</li>\r\n	<li><strong>Be persistent in your follow-up by scheduling actions in your calendar.</strong> Your manager may say, “I need to research and I’ll get back to you.” However, you can take the initiative to send a “meeting invitation” for a date 3 or 4 weeks out, depending on your one-on-one meeting. You may need to reschedule multiple times before you get the specific insights you need - or get that promotion!</li>\r\n</ol>\r\n<p>The “good old days” are gone; employees are no longer rewarded with surprise promotions! It takes work, deep insights, proactive communications with your manager, great networking horizontally and vertically in your company, and much more. Promotions today are rarer than ever and you need to be that much better to get promoted.</p>','Want a Promotion? You Have to Own the Process','','inherit','open','open','','3821-revision-v1','','','2015-02-12 16:44:09','2015-02-12 16:44:09','',3821,'http://www.danamanciagli.com/3821-revision-v1/',0,'revision','',0),(4721,7636,'2015-02-13 18:30:33','2015-02-13 18:30:33','[caption id=\"attachment_3595\" align=\"alignright\" width=\"127\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses.jpg\"><img class=\"size-medium wp-image-3595\" alt=\"My Boss is Evil and 10 Other Career Excuses \" src=\"http://www.danamanciagli.com/wp-content/uploads/2014/04/My-Boss-is-Evil-And-10-Other-Excuses-127x300.jpg\" width=\"127\" height=\"300\" /></a> My Boss is Evil and 10 Other Career Excuses[/caption]\r\n\r\n<p>How is it that so many hard-working employees suddenly turn evil the day they become a manager? Why do they abruptly grow horns, carry a pitchfork, and not care about anybody but themselves?</p>\r\n\r\n<p>Oh, I know how!  Because calling the boss evil is the best crutch for <i>your</i> dissatisfaction with your current job. Yep. You and I know that it’s way easier to bash the boss than to take personal accountability for your career.</p>\r\n\r\n<p>Hundreds of thousands of employees hate their jobs and wish they could make a change, but they do absolutely nothing about it. To make the situation even more toxic, they are whining about it with their co-workers, blaming others, and showing their disengagement through their behavior.</p>\r\n\r\n<p>You see it everywhere: people closed up in their offices when they should be working with others, slumped in meetings, missing deadlines, and so much more.</p>\r\n\r\n<p>The boss becomes evil when he or she sees your negative behavior or hears about it from others. They start pressuring you for more engagement and productivity, and you retreat even more. Ah, yes, out with the horns from your perspective.</p>\r\n\r\n<p><b>Pop Quiz:</b>  Have you used any of these excuses lately? <i>(Okay, if you haven’t, maybe you’ve heard a friend use them?)</i></p>\r\n<ol>\r\n	<li><i>I work hard and they don’t recognize my effort.</i></li>\r\n	<li><i>I have no work-life balance, thanks to this company (and my boss).</i></li>\r\n	<li><i>Other people are getting promoted and I’m always passed up.</i></li>\r\n	<li><i>I don’t have any time to work on my career because I’m working so hard in the office.</i></li>\r\n	<li><i>If I network and look at other opportunities, my boss will think I’m disloyal.</i></li>\r\n	<li><i>I should be promoted since I’ve been around a long time.</i></li>\r\n	<li><i>My company is not giving me challenging opportunities to grow.</i></li>\r\n	<li><i>My company has me pigeon-holed in one type of job and I’ll never get out.</i></li>\r\n	<li><i>Management is a bunch of yahoos – they don’t know what they’re doing.</i></li>\r\n	<li><i>I don’t believe in (or understand) the strategic direction of the company.</i></li>\r\n</ol>\r\n<p>I’ve been there, done that. Made up every excuse in the book.</p>\r\n\r\n<p>During my 30-year sales and marketing career, I’m happy to say that I have been extremely lucky. Except for one brief year... and I was miserable. Even when I had a great boss, when I wasn’t feeling good about my career, I slipped into boss-blaming or company-blaming. Why not? It was easier than facing the harsh reality that <b>I </b>needed to make a choice and do something. The options?</p>\r\n<ol>\r\n	<li>Become very self-aware and choose to do something to moderate my work style in order to alter the perceptions (mine and other people’s) holding me back from career change and growth.</li>\r\n	<li>Develop a plan to move on with my career, mitigate my risks, and ensure I didn’t jump into another “stuck” role.</li>\r\n	<li>There is no plan C – staying miserable and full of blame is not an option.</li>\r\n</ol>\r\n<p>The good news is that both options can be very rewarding. You will learn so much by going down either path and there is little downside risk.  However, both take time, both can be frustrating, and there are no shortcuts.</p>\r\n\r\n<p>Option A can be painful because you will need to embrace any negative feedback and make hard personal course-corrections. Option B requires careful planning, a desire to compete for a new position, and the willingness to learn the latest job search techniques. Either one can be maddening and a blow to the ego.</p>\r\n\r\n<p>Catch yourself the next time you abdicate your career growth to anybody else. Nobody cares about your career more than you do. What choice will you make? Option A or Option B?</p>\r\n\r\n<p>Now is the time – you can do it!</p>\r\n\r\n&nbsp;','My Boss is Evil – And 10 Other Career Excuses','','inherit','open','open','','3592-revision-v1','','','2015-02-13 18:30:33','2015-02-13 18:30:33','',3592,'http://www.danamanciagli.com/3592-revision-v1/',0,'revision','',0),(4807,8264,'2015-03-04 22:57:58','2015-03-04 22:57:58','<h4><strong>Question:</strong></h4>\r\n<p>What are your top three suggestions for a successful job search during a career switch?</p>\r\n\r\nMost recently I was a sales rep/account manager selling wholesale merchandise to a major department store, and I would like to use my sales, relationship, and project management skills at a non-profit organization.</p>\r\n\r\n[caption id=\"attachment_4782\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Handshake.jpg\"><img class=\"size-medium wp-image-4782\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Handshake-199x300.jpg\" alt=\"Career Changing\" width=\"199\" height=\"300\" /></a> Career Changing[/caption]\r\n\r\n<p>Bottom line, I\'m looking for a more meaningful career that helps improve lives.</p>\r\n<h4><strong>Answer from Dana:</strong></h4>\r\n<p>First, bravo to you and thousands of others who want to change careers. I have many clients doing the same thing, and they all have some things in common:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>They’re terrified and excited at the same time.</li>\r\n	<li>They don’t know how to begin.</li>\r\n	<li>They want to keep their current salary level.</li>\r\n</ul>\r\n<p>Here are my top three suggestions, as you requested:</p>\r\n<h4>1. <strong>Be clear about your target position</strong></h4>\r\n<p>It’s great that you know what skills you want to leverage, but that’s not a goal. Instead, window shop: Get a copy of your local<strong><em>Business Journal</em></strong>’s Book of Lists (<a href=\"http://bizjournals.com\" title=\"link to bizjournals.com\" target=\"_blank\">bizjournals.com</a>) and read about the top 100+ non-profit organizations in your city. Next, go to each company’s websites and read job descriptions with the goal of finding 10 you would apply for. But don’t apply yet: Spread the 10 descriptions out on your desk and identify what they have in common. Now rewrite your goal based on those similarities so you can describe it to your network.</p>\r\n<h4>2. <strong>Change as few career variables as you can</strong></h4>\r\n<p>There are three main variables for career-changers:</p>\r\n<ol>\r\n	<li>Changing functions (e.g. from sales to fund-raising)</li>\r\n	<li>Changing industries (e.g. from telecommunications to consumer goods)</li>\r\n	<li>Changing cities</li>\r\n</ol>\r\n<p>To secure your new role quickly while maintaining your salary goals, I recommend changing only one variable at a time, if possible. That way, you have some relevant knowledge you can leverage. Our question-writer wants to move from sales to fund-raising while also changing industries — two big variable changes at the same time. So he or she needs to find a fund-raising position that really calls out the need for a sales background, or maybe target a non-profit that has a different role that really needs a project manager with sales skills. Use this as a foot in the door, and move up as you go.</p>\r\n<h4>3. <strong>Network with your target industry before applying</strong></h4>\r\n<p>Talk to people in roles you aspire to, and be sure you clearly understand the role you think you want. This lets you better position yourself to the future role while learning the industry lingo. Remember, this career change isn’t about you: it’s about filling the company’s needs. Check your ego at the door and, with confidence, articulate why you will deliver results for <em>them</em>.</p>\r\n\r\n<p>I can’t resist adding a fourth piece of advice:</p>\r\n<h4>4. <strong>Be realistic about making a lateral move financially</strong></h4>\r\nWith a career change, salary often takes a step backward then moves forward, especially when the move is from commissioned sales to the non-profit sector. Check salaries on <a href=\"http://www.danamanciagli.com/salary-search/\">Glassdoor.com</a> and ask your network before making any assumptions. Remember, you can’t set a price on happiness, and some belt-tightening may be worth it.</p>','Ask Dana: How to do a ​successful job search during a career switch','','inherit','open','open','','4779-revision-v1','','','2015-03-04 22:57:58','2015-03-04 22:57:58','',4779,'http://www.danamanciagli.com/4779-revision-v1/',0,'revision','',0),(4808,8113,'2015-03-18 02:46:47','2015-03-18 02:46:47','[caption id=\"attachment_4820\" align=\"alignright\" width=\"192\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company.jpg\"><img class=\"size-medium wp-image-4820\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company-192x300.jpg\" alt=\"How to know when to leave your job and start your own company\" width=\"192\" height=\"300\" /></a> How to know when to leave your job and start your own company[/caption]\r\n\r\n<p>Entrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.</p>\r\n\r\n<p>Some people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.</p>\r\n\r\n<p>Nir Polak, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:</p>\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\n<p>Entrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.</p>\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\n<p>When you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.</p>\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\n<p>There’s a phrase in Hebrew – sachkan neshama– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.</p>\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\n<p>A checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:</p>\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\n<p>Once you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.</p>','How to know when to leave your job and start your own company','','publish','open','open','','know-leave-job-start-company','','','2015-04-07 13:47:36','2015-04-07 13:47:36','',0,'http://www.danamanciagli.com/?p=4808',0,'post','',0),(4809,8264,'2015-03-05 00:49:47','2015-03-05 00:49:47','Entrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.\r\n\r\nSome people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.\r\n\r\n<a>Nir Polak</a>, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\nEntrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\nWhen you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\nThere’s a phrase in Hebrew – <a>sachkan neshama</a>– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\nA checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\nOnce you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.','How to know when to leave your job and start your own company','','inherit','open','open','','4808-revision-v1','','','2015-03-05 00:49:47','2015-03-05 00:49:47','',4808,'http://www.danamanciagli.com/4808-revision-v1/',0,'revision','',0),(4810,8264,'2015-03-05 00:51:10','2015-03-05 00:51:10','<p>Entrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.</p>\r\n\r\n<p>Some people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.</p>\r\n\r\n<p>Nir Polak, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:</p>\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\n<p>Entrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.</p>\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\n<p>When you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.</p>\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\n<p>There’s a phrase in Hebrew – sachkan neshama– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.</p>\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\n<p>A checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:</p>\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\n<p>Once you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.</p>','How to know when to leave your job and start your own company','','inherit','open','open','','4808-revision-v1','','','2015-03-05 00:51:10','2015-03-05 00:51:10','',4808,'http://www.danamanciagli.com/4808-revision-v1/',0,'revision','',0),(4811,8113,'2015-03-23 02:06:43','2015-03-23 02:06:43','[caption id=\"attachment_4818\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey.jpg\"><img class=\"size-medium wp-image-4818\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey-300x199.jpg\" alt=\"Ditch your annual staff survey\" width=\"300\" height=\"199\" /></a> Ditch your annual staff survey[/caption]\r\n\r\n<p>“You know that haunting feeling you get in the pit of your stomach when your best employee gives you her two weeks notice? Annual employee surveys just let that happen — they do nothing to empower managers to fix issues before they become major problems.”\r\n\r\n<p>That’s feedback from David Niu, founder and CEO of <a title=\"link to tiny hr\" href=\"http://www.tinyhr.com/\" target=\"_blank\">TINYhr</a>, the company behind the innovative employee sentiment tool <a title=\"link to tiny pulse\" href=\"https://www.tinypulse.com/\" target=\"_blank\">TINYpulse</a>.\r\n\r\n<p>Annual staff surveys are at the core of HR practices at many major companies. The assumption is that managers will glean valuable insights that will help them create happier, more engaged employees.</p>\r\n\r\n<p>And admittedly, this is a prudent purpose: Companies with engaged employees enjoy more than 50 percent revenue growth compared to their industry peers , and engaged employees are 87 percent less likely to leave a job, saving hefty recruitment costs. Given that 70 percent of the U.S. workforce is either not engaged or actively disengaged, companies really should be concerned.</p>\r\n\r\n<p>But from Niu’s perspective, the problem is actually misguided execution of those surveys. Annual employee surveys receive notoriously low response rates, often as low as 25 percent. That’s not surprising, since these surveys are usually 50-plus mind-numbing questions long.</p>\r\n\r\n<p>Plus, by the time the data is collected and analyzed, it’s usually out of date. Several months can pass between the analytics are ready, and more employees will have probably leave for new opportunities before then.</p>\r\n<h4>The solution</h4>\r\n<p>TINYpulse targets that problem with short weekly surveys. The primary aim is to gauge how happy employees are in real time (or as close to real time as possible), giving managers actionable insights that they can use to tackle problems before they become organizational nightmares.</p>\r\n\r\n<p>Amy Balliet, co-founder and CEO of Seattle-based creative agency <a title=\"link to killer infographics\" href=\" http://killerinfographics.com/\" target=\"_blank\">Killer Infographics</a>, explains how weekly surveys revealed that she was a major bottleneck for her team.</p>\r\n\r\n<p>“I was able to make the right changes before things got too bad,” Balliet said. “With TINYpulse [my employees] have become more engaged and empowered to help grow the company. They use the weekly surveys to identify process issues, share fun stories, and build each other up.”</p>\r\n\r\n<p>Balliet assumed issues that were low priority to her were also low priority to her employees, but feedback in the TINYpulse surveys revealed that her lax attitude was causing morale problems.</p>\r\n\r\n<p>As the economy grows, companies will find increasing competition for talented workers. And as millennials flood into the workforce, companies will need to adjust to a talent pool that loves to be heard. Balliet’s use of surveys to keep employees involved on a weekly, not yearly, basis proves that annual employee surveys just don’t work in a fast-paced work environment.</p>\r\n\r\n<p>Niu admits that companies don’t need to ditch the annual staff survey completely, but for organizations whose annual review processes are linked to a survey, you could be missing day-to-day problems.</p>\r\n\r\n<p>“Quick pulsing surveys can actually be a complement to your annual employee survey,” Niu said. “You can capture major organizational shifts annually while still measuring the quick changes in sentiment that impact short-term employee behavior.”</p>\r\n\r\n<p>Information is your friend, and gathering employee feedback on a regular basis will arm managers with timely information that they can act on. Try using these weekly surveys to learn about what’s engaging for your team, what you can do to correct issues, and how you can drive toward a happier and more profitable company.</p>','Ditch your annual staff survey: Here\'s a better way to find out what your employees think','','publish','open','open','','ditch-annual-staff-survey-heres-better-way-find-employees-think','','','2015-03-05 18:36:26','2015-03-05 18:36:26','',0,'http://www.danamanciagli.com/?p=4811',0,'post','',0),(4812,8264,'2015-03-05 01:15:05','2015-03-05 01:15:05','<p>“You know that haunting feeling you get in the pit of your stomach when your best employee gives you her two weeks notice? Annual employee surveys just let that happen — they do nothing to empower managers to fix issues before they become major problems.”</p>\r\n\r\n<p>That’s feedback from David Niu, founder and CEO of <a href=\"http://www.tinyhr.com/\" title=\"link to tiny hr\" target=\"_blank\">TINYhr</a>, the company behind the innovative employee sentiment tool <a href=\"https://www.tinypulse.com/\" title=\"link to tiny pulse\" target=\"_blank\">TINYpulse</a>.</p>\r\n\r\n<p>Annual staff surveys are at the core of HR practices at many major companies. The assumption is that managers will glean valuable insights that will help them create happier, more engaged employees.</p>\r\n\r\n<p>And admittedly, this is a prudent purpose: Companies with engaged employees enjoy more than 50 percent revenue growth compared to their industry peers , and engaged employees are 87 percent less likely to leave a job, saving hefty recruitment costs. Given that 70 percent of the U.S. workforce is either not engaged or actively disengaged, companies really should be concerned.</p>\r\n\r\n<p>But from Niu’s perspective, the problem is actually misguided execution of those surveys. Annual employee surveys receive notoriously low response rates, often as low as 25 percent. That’s not surprising, since these surveys are usually 50-plus mind-numbing questions long.\r\n\r\n<p>Plus, by the time the data is collected and analyzed, it’s usually out of date. Several months can pass between the analytics are ready, and more employees will have probably leave for new opportunities before then.</p>\r\n\r\n<h4>The solution</h4>\r\n\r\n<p>TINYpulse targets that problem with short weekly surveys. The primary aim is to gauge how happy employees are in real time (or as close to real time as possible), giving managers actionable insights that they can use to tackle problems before they become organizational nightmares.</p>\r\n\r\n<p>Amy Balliet, co-founder and CEO of Seattle-based creative agency <a href=\" http://killerinfographics.com/\" title=\"link to killer infographics\" target=\"_blank\">Killer Infographics</a>, explains how weekly surveys revealed that she was a major bottleneck for her team.</p>\r\n\r\n<p>“I was able to make the right changes before things got too bad,” Balliet said. “With TINYpulse [my employees] have become more engaged and empowered to help grow the company. They use the weekly surveys to identify process issues, share fun stories, and build each other up.”</p>\r\n\r\n<p>Balliet assumed issues that were low priority to her were also low priority to her employees, but feedback in the TINYpulse surveys revealed that her lax attitude was causing morale problems.</p>\r\n\r\n<p>As the economy grows, companies will find increasing competition for talented workers. And as millennials flood into the workforce, companies will need to adjust to a talent pool that loves to be heard. Balliet’s use of surveys to keep employees involved on a weekly, not yearly, basis proves that annual employee surveys just don’t work in a fast-paced work environment.</p>\r\n\r\n<p>Niu admits that companies don’t need to ditch the annual staff survey completely, but for organizations whose annual review processes are linked to a survey, you could be missing day-to-day problems.</p>\r\n\r\n<p>“Quick pulsing surveys can actually be a complement to your annual employee survey,” Niu said. “You can capture major organizational shifts annually while still measuring the quick changes in sentiment that impact short-term employee behavior.”</p>\r\n\r\n<p>Information is your friend, and gathering employee feedback on a regular basis will arm managers with timely information that they can act on. Try using these weekly surveys to learn about what’s engaging for your team, what you can do to correct issues, and how you can drive toward a happier and more profitable company.</p>','Ditch your annual staff survey: Here\'s a better way to find out what your employees think','','inherit','open','open','','4811-revision-v1','','','2015-03-05 01:15:05','2015-03-05 01:15:05','',4811,'http://www.danamanciagli.com/4811-revision-v1/',0,'revision','',0),(4813,8113,'2015-03-25 02:26:00','2015-03-25 02:26:00','[caption id=\"attachment_4816\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\"><img class=\"size-full wp-image-4816\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\" alt=\"Tom Brady Resume Tips\" width=\"85\" height=\"128\" /></a> Tom Brady Resume Tips[/caption]\r\n\r\n<p>NFL quarterback <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Tom%20Brady\">Tom Brady</a> recently posted his résumé on Facebook saying, <em>“Found my old résumé! Really thought I was going to need this after the fifth round.”</em></p>\r\n\r\n<p>Brady was drafted in the sixth round in 2000 and famously has gone on to become a star. That doesn’t often happen to players drafted that low, so he may have had good reason to think he really needed that résumé 14 years ago.</p>\r\n\r\n<p>While <a href=\"http://espn.go.com/blog/boston/new-england-patriots/post/_/id/4768411/tbt-tom-bradys-college-resume\">ESPN</a> and the <a href=\"http://www.huffingtonpost.com/2014/09/18/tom-brady-college-resume_n_5844322.html\">Huffington Post</a> labeled Tom Brady’s college résumé with words like “fluff,” “bloated,” and “clear padding,” I disagree. His résumé simply describes his work in a professional way, which is what résumés are supposed to do.</p>\r\n\r\n<p>I think Brady had a great college résumé for a variety of reasons. I wish more college students and soon-to-be-graduates would embrace some of the key attributes of his college work history:</p>\r\n<h4><strong>1. </strong><strong>Internships show initiative and a strong work ethic.</strong></h4>\r\n<p>The top reasons college students don’t have summer jobs or internships are:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>They didn’t search early enough to nab a summer opportunity</li>\r\n	<li>They over-thought the kind of job they wanted</li>\r\n	<li>Their child-care position paid a whole lot more than a meaningful set of experiences.</li>\r\n</ul>\r\n<p>College and university career placement centers are a great source for students to locate internships, yet my estimate is that only about 10 percent of students take advantage of their resources. Employers often go to placement centers to look for great college candidates for their open positions.</p>\r\n\r\n<p>Internships can start any time of the college year; they aren’t limited to summer breaks. Plus, many of those internships come with college credits — a huge cost savings!</p>\r\n\r\n<p>Brady had internships every summer, from 1996 through 1999. He even had <em>two</em> in 1998 and 1999 (Merrill Lynch, where he was an assistant to a senior sales broker, and sales and clubhouse management at two different golf courses).</p>\r\n<h4><strong>2. </strong><strong>The bigger, the better.</strong></h4>\r\n<p>Aim for virtually ANY job at the largest company in your area: In the mailroom, filing documents, assisting anybody who needs it — whatever!</p>\r\n\r\n<p>Large brand name companies give you more credibility than an unknown company. Why? It’s clear that they screened you and you passed their hiring processes, even as an intern. Plus, larger companies teach a college student great practices and expose you to office dynamics that don’t exist in smaller companies. Most importantly, you will work with a larger, more diverse collection of employees.</p>\r\n\r\n<p>Fortunately, Brady was able to add Merrill Lynch to his résumé. Sure, golf course sales and construction work helped him gain some good experience, but the Merrill Lynch internship gave him great credibility.</p>\r\n<h4>3. <strong>The national employment rates have dipped, but the youth job market still remains bleak.</strong></h4>\r\n<p>There is no doubt that students who find good summer experiences will increase their odds of landing a full-time position once they graduate from college. Ideally, college students should look for work in their field of interest.</p>\r\n\r\n<p>Even if you are not sure what you want to do professionally, at least pick something that you are passionate about. Why? You are most likely to do perform better at something that you enjoy. For example, my son played sports so he worked in his university’s sports organization and helped start a new team on campus.</p>\r\n\r\n<p>If you are more of a numbers person, then aim for a good finance position in a bank, for example. Or, if you have interests in sales and/or marketing, seek out positions in those functions.</p>\r\n\r\n<p>Your local <a href=\"http://www.bizjournals.com/bizbooks/\"><em>Business Journal’s Book of Lists</em></a> is a great source of companies and executives to reach out to. Research them via LinkedIn and make contact.</p>\r\n\r\n<p>Tom Brady is great inspiration and role model for anyone who wants to succeed, in any industry, any market, or – yes, I’ll say it – any arena.</p>\r\n\r\n<p>OK, you college students, start thinking NOW about your plan to find a meaningful summer internship or job! Each one of you can<em>should</em> get one!</p>','Tom Brady shows college grads what a résumé should look like','','publish','open','open','','tom-brady-shows-college-grads-resume-look-like','','','2015-03-05 18:38:30','2015-03-05 18:38:30','',0,'http://www.danamanciagli.com/?p=4813',0,'post','',0),(4814,8264,'2015-03-05 01:29:19','2015-03-05 01:29:19','<p>NFL quarterback <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Tom%20Brady\">Tom Brady</a> recently posted his résumé on Facebook saying, <em>“Found my old résumé! Really thought I was going to need this after the fifth round.”</em></p>\r\n\r\n<p>Brady was drafted in the sixth round in 2000 and famously has gone on to become a star. That doesn’t often happen to players drafted that low, so he may have had good reason to think he really needed that résumé 14 years ago.</p>\r\n\r\n<p>While <a href=\"http://espn.go.com/blog/boston/new-england-patriots/post/_/id/4768411/tbt-tom-bradys-college-resume\">ESPN</a> and the <a href=\"http://www.huffingtonpost.com/2014/09/18/tom-brady-college-resume_n_5844322.html\">Huffington Post</a> labeled Tom Brady’s college résumé with words like “fluff,” “bloated,” and “clear padding,” I disagree. His résumé simply describes his work in a professional way, which is what résumés are supposed to do.</p>\r\n\r\n<p>I think Brady had a great college résumé for a variety of reasons. I wish more college students and soon-to-be-graduates would embrace some of the key attributes of his college work history:</p>\r\n<h4><strong>1. </strong><strong>Internships show initiative and a strong work ethic.</strong></h4>\r\nThe top reasons college students don’t have summer jobs or internships are:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>They didn’t search early enough to nab a summer opportunity</li>\r\n	<li>They over-thought the kind of job they wanted</li>\r\n	<li>Their child-care position paid a whole lot more than a meaningful set of experiences.</li>\r\n</ul>\r\n<p>College and university career placement centers are a great source for students to locate internships, yet my estimate is that only about 10 percent of students take advantage of their resources. Employers often go to placement centers to look for great college candidates for their open positions.</p>\r\n\r\n<p>Internships can start any time of the college year; they aren’t limited to summer breaks. Plus, many of those internships come with college credits — a huge cost savings!</p>\r\n\r\n<p>Brady had internships every summer, from 1996 through 1999. He even had <em>two</em> in 1998 and 1999 (Merrill Lynch, where he was an assistant to a senior sales broker, and sales and clubhouse management at two different golf courses).</p>\r\n<h4><strong>2. </strong><strong>The bigger, the better.</strong></h4>\r\n<p>Aim for virtually ANY job at the largest company in your area: In the mailroom, filing documents, assisting anybody who needs it — whatever!</p>\r\n\r\n<p>Large brand name companies give you more credibility than an unknown company. Why? It’s clear that they screened you and you passed their hiring processes, even as an intern. Plus, larger companies teach a college student great practices and expose you to office dynamics that don’t exist in smaller companies. Most importantly, you will work with a larger, more diverse collection of employees.</p>\r\n\r\n<p>Fortunately, Brady was able to add Merrill Lynch to his résumé. Sure, golf course sales and construction work helped him gain some good experience, but the Merrill Lynch internship gave him great credibility.</p>\r\n<h4>3. <strong>The national employment rates have dipped, but the youth job market still remains bleak.</strong></h4>\r\n<p>There is no doubt that students who find good summer experiences will increase their odds of landing a full-time position once they graduate from college. Ideally, college students should look for work in their field of interest.</p>\r\n\r\n<p>Even if you are not sure what you want to do professionally, at least pick something that you are passionate about. Why? You are most likely to do perform better at something that you enjoy. For example, my son played sports so he worked in his university’s sports organization and helped start a new team on campus.</p>\r\n\r\n<p>If you are more of a numbers person, then aim for a good finance position in a bank, for example. Or, if you have interests in sales and/or marketing, seek out positions in those functions.</p>\r\n\r\n<p>Your local <a href=\"http://www.bizjournals.com/bizbooks/\"><em>Business Journal’s Book of Lists</em></a> is a great source of companies and executives to reach out to. Research them via LinkedIn and make contact.</p>\r\n<p>Tom Brady is great inspiration and role model for anyone who wants to succeed, in any industry, any market, or – yes, I’ll say it – any arena.</p>\r\n\r\n<p>OK, you college students, start thinking NOW about your plan to find a meaningful summer internship or job! Each one of you can<em>should</em> get one!</p>','Tom Brady shows college grads what a résumé should look like','','inherit','open','open','','4813-revision-v1','','','2015-03-05 01:29:19','2015-03-05 01:29:19','',4813,'http://www.danamanciagli.com/4813-revision-v1/',0,'revision','',0),(4900,8113,'2015-04-13 03:06:59','2015-04-13 03:06:59','[caption id=\"attachment_4902\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make-300x285.jpg\" alt=\"The Top 3 résumé bloopers that people make\" width=\"300\" height=\"285\" class=\"size-medium wp-image-4902\" /></a> The Top 3 résumé bloopers that people make[/caption]<p><strong>Question</strong></p>\r\n\r\n<p><em>I\'m in my final year of my master\'s degree and will be re-doing my résumé. What are the top résumé bloopers that people make? What are your suggestions to fix — or avoid — them?</em></p>\r\n\r\n<p><strong>Answer from Executive Job Coach Dana Manciagli</strong></p>\r\n\r\n<p><strong>Error No. 1: Misunderstanding the purpose of a résumé</strong></p>\r\n\r\n<p>It is simply a neat, easy-to-read chronological summary of your skills, experiences and successes — nothing more.</p>\r\n\r\n<p>Job candidates include too much unnecessary information, like company details or day-to-day tasks. Yet they miss highlighting the key skills that a hiring manager or recruiter is looking for.</p>\r\n\r\n<p>Read the job description for which you are applying and ensure the key words used there are also found in your résumé.</p>\r\n\r\n<p><strong>Error No. 2: Poor format or layout makes résumés hard to read</strong></p>\r\n\r\n<p>While there is no ONE right template, find an easy-to-read layout online and follow it.</p>\r\n\r\n<p>There are millions of articles about what to do and not to do with fonts, justification, date formats, etc. — don\'t let them confuse you! Get input from others before sending your résumé to hiring managers — grammatical errors, typos and misspelled words are completely unacceptable.</p>\r\n\r\n<p><strong>Error No. 3: Assuming that your résumé tells your story to a hiring manager</strong></p>\r\n\r\n<p>It doesn\'t. You will stand out when you make your great cover letter page one of your résumé, and use it to communicate with the hiring manager.</p>\r\n\r\n<p>Do NOT regurgitate your résumé in your cover letter. Give three reasons why you are a fit for the job based on the job description, and ask for the interview. Please, stop papering the planet with résumés for jobs you are not a fit for.</p>\r\n\r\n<p>In summary, it\'s a new era of job search, and you need to change your game to stand out in this highly competitive and semi-automated employment market.</p>','Ask Dana: The Top 3 résumé bloopers that people make','','publish','open','open','','ask-dana-the-top-3-resume-bloopers-that-people-make','','','2015-04-07 14:42:43','2015-04-07 14:42:43','',0,'http://www.danamanciagli.com/?p=4900',0,'post','',0),(4816,8113,'2015-03-05 05:50:13','2015-03-05 05:50:13','Tom Brady Resume Tips','Tom Brady Resume Tips','Tom Brady Resume Tips','inherit','open','open','','tom-brady-resume-tips','','','2015-03-05 05:50:44','2015-03-05 05:50:44','',4813,'http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg',0,'attachment','image/jpeg',0),(4817,8113,'2015-03-05 05:51:11','2015-03-05 05:51:11','[caption id=\"attachment_4816\" align=\"alignnone\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\"><img class=\"size-full wp-image-4816\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\" alt=\"Tom Brady Resume Tips\" width=\"85\" height=\"128\" /></a> Tom Brady Resume Tips[/caption]\r\n\r\nNFL quarterback <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Tom%20Brady\">Tom Brady</a> recently posted his résumé on Facebook saying, <em>“Found my old résumé! Really thought I was going to need this after the fifth round.”</em>\r\n\r\nBrady was drafted in the sixth round in 2000 and famously has gone on to become a star. That doesn’t often happen to players drafted that low, so he may have had good reason to think he really needed that résumé 14 years ago.\r\n\r\nWhile <a href=\"http://espn.go.com/blog/boston/new-england-patriots/post/_/id/4768411/tbt-tom-bradys-college-resume\">ESPN</a> and the <a href=\"http://www.huffingtonpost.com/2014/09/18/tom-brady-college-resume_n_5844322.html\">Huffington Post</a> labeled Tom Brady’s college résumé with words like “fluff,” “bloated,” and “clear padding,” I disagree. His résumé simply describes his work in a professional way, which is what résumés are supposed to do.\r\n\r\nI think Brady had a great college résumé for a variety of reasons. I wish more college students and soon-to-be-graduates would embrace some of the key attributes of his college work history:\r\n<h4><strong>1. </strong><strong>Internships show initiative and a strong work ethic.</strong></h4>\r\nThe top reasons college students don’t have summer jobs or internships are:\r\n<ul class=\"grayBullets\">\r\n	<li>They didn’t search early enough to nab a summer opportunity</li>\r\n	<li>They over-thought the kind of job they wanted</li>\r\n	<li>Their child-care position paid a whole lot more than a meaningful set of experiences.</li>\r\n</ul>\r\nCollege and university career placement centers are a great source for students to locate internships, yet my estimate is that only about 10 percent of students take advantage of their resources. Employers often go to placement centers to look for great college candidates for their open positions.\r\n\r\nInternships can start any time of the college year; they aren’t limited to summer breaks. Plus, many of those internships come with college credits — a huge cost savings!\r\n\r\nBrady had internships every summer, from 1996 through 1999. He even had <em>two</em> in 1998 and 1999 (Merrill Lynch, where he was an assistant to a senior sales broker, and sales and clubhouse management at two different golf courses).\r\n<h4><strong>2. </strong><strong>The bigger, the better.</strong></h4>\r\nAim for virtually ANY job at the largest company in your area: In the mailroom, filing documents, assisting anybody who needs it — whatever!\r\n\r\nLarge brand name companies give you more credibility than an unknown company. Why? It’s clear that they screened you and you passed their hiring processes, even as an intern. Plus, larger companies teach a college student great practices and expose you to office dynamics that don’t exist in smaller companies. Most importantly, you will work with a larger, more diverse collection of employees.\r\n\r\nFortunately, Brady was able to add Merrill Lynch to his résumé. Sure, golf course sales and construction work helped him gain some good experience, but the Merrill Lynch internship gave him great credibility.\r\n<h4>3. <strong>The national employment rates have dipped, but the youth job market still remains bleak.</strong></h4>\r\nThere is no doubt that students who find good summer experiences will increase their odds of landing a full-time position once they graduate from college. Ideally, college students should look for work in their field of interest.\r\n\r\nEven if you are not sure what you want to do professionally, at least pick something that you are passionate about. Why? You are most likely to do perform better at something that you enjoy. For example, my son played sports so he worked in his university’s sports organization and helped start a new team on campus.\r\n\r\nIf you are more of a numbers person, then aim for a good finance position in a bank, for example. Or, if you have interests in sales and/or marketing, seek out positions in those functions.\r\n\r\nYour local <a href=\"http://www.bizjournals.com/bizbooks/\"><em>Business Journal’s Book of Lists</em></a> is a great source of companies and executives to reach out to. Research them via LinkedIn and make contact.\r\n\r\nTom Brady is great inspiration and role model for anyone who wants to succeed, in any industry, any market, or – yes, I’ll say it – any arena.\r\n\r\nOK, you college students, start thinking NOW about your plan to find a meaningful summer internship or job! Each one of you can<em>should</em> get one!','Tom Brady shows college grads what a résumé should look like','','inherit','open','open','','4813-revision-v1','','','2015-03-05 05:51:11','2015-03-05 05:51:11','',4813,'http://www.danamanciagli.com/4813-revision-v1/',0,'revision','',0),(4818,8113,'2015-03-05 05:58:59','2015-03-05 05:58:59','Ditch your annual staff survey','Ditch your annual staff survey','Ditch your annual staff survey','inherit','open','open','','ditch-your-annual-staff-survey','','','2015-03-05 05:59:52','2015-03-05 05:59:52','',4811,'http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey.jpg',0,'attachment','image/jpeg',0),(4819,8113,'2015-03-05 06:00:41','2015-03-05 06:00:41','[caption id=\"attachment_4818\" align=\"alignnone\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey.jpg\"><img class=\"size-medium wp-image-4818\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey-300x199.jpg\" alt=\"Ditch your annual staff survey\" width=\"300\" height=\"199\" /></a> Ditch your annual staff survey[/caption]\r\n\r\n“You know that haunting feeling you get in the pit of your stomach when your best employee gives you her two weeks notice? Annual employee surveys just let that happen — they do nothing to empower managers to fix issues before they become major problems.”\r\n\r\nThat’s feedback from David Niu, founder and CEO of <a title=\"link to tiny hr\" href=\"http://www.tinyhr.com/\" target=\"_blank\">TINYhr</a>, the company behind the innovative employee sentiment tool <a title=\"link to tiny pulse\" href=\"https://www.tinypulse.com/\" target=\"_blank\">TINYpulse</a>.\r\n\r\nAnnual staff surveys are at the core of HR practices at many major companies. The assumption is that managers will glean valuable insights that will help them create happier, more engaged employees.\r\n\r\nAnd admittedly, this is a prudent purpose: Companies with engaged employees enjoy more than 50 percent revenue growth compared to their industry peers , and engaged employees are 87 percent less likely to leave a job, saving hefty recruitment costs. Given that 70 percent of the U.S. workforce is either not engaged or actively disengaged, companies really should be concerned.\r\n\r\nBut from Niu’s perspective, the problem is actually misguided execution of those surveys. Annual employee surveys receive notoriously low response rates, often as low as 25 percent. That’s not surprising, since these surveys are usually 50-plus mind-numbing questions long.\r\n\r\nPlus, by the time the data is collected and analyzed, it’s usually out of date. Several months can pass between the analytics are ready, and more employees will have probably leave for new opportunities before then.\r\n<h4>The solution</h4>\r\nTINYpulse targets that problem with short weekly surveys. The primary aim is to gauge how happy employees are in real time (or as close to real time as possible), giving managers actionable insights that they can use to tackle problems before they become organizational nightmares.\r\n\r\nAmy Balliet, co-founder and CEO of Seattle-based creative agency <a title=\"link to killer infographics\" href=\" http://killerinfographics.com/\" target=\"_blank\">Killer Infographics</a>, explains how weekly surveys revealed that she was a major bottleneck for her team.\r\n\r\n“I was able to make the right changes before things got too bad,” Balliet said. “With TINYpulse [my employees] have become more engaged and empowered to help grow the company. They use the weekly surveys to identify process issues, share fun stories, and build each other up.”\r\n\r\nBalliet assumed issues that were low priority to her were also low priority to her employees, but feedback in the TINYpulse surveys revealed that her lax attitude was causing morale problems.\r\n\r\nAs the economy grows, companies will find increasing competition for talented workers. And as millennials flood into the workforce, companies will need to adjust to a talent pool that loves to be heard. Balliet’s use of surveys to keep employees involved on a weekly, not yearly, basis proves that annual employee surveys just don’t work in a fast-paced work environment.\r\n\r\nNiu admits that companies don’t need to ditch the annual staff survey completely, but for organizations whose annual review processes are linked to a survey, you could be missing day-to-day problems.\r\n\r\n“Quick pulsing surveys can actually be a complement to your annual employee survey,” Niu said. “You can capture major organizational shifts annually while still measuring the quick changes in sentiment that impact short-term employee behavior.”\r\n\r\nInformation is your friend, and gathering employee feedback on a regular basis will arm managers with timely information that they can act on. Try using these weekly surveys to learn about what’s engaging for your team, what you can do to correct issues, and how you can drive toward a happier and more profitable company.','Ditch your annual staff survey: Here\'s a better way to find out what your employees think','','inherit','open','open','','4811-revision-v1','','','2015-03-05 06:00:41','2015-03-05 06:00:41','',4811,'http://www.danamanciagli.com/4811-revision-v1/',0,'revision','',0),(4820,8113,'2015-03-05 06:05:08','2015-03-05 06:05:08','How to know when to leave your job and start your own company','How to know when to leave your job and start your own company','How to know when to leave your job and start your own company','inherit','open','open','','how-to-know-when-to-leave-your-job-and-start-your-own-company','','','2015-03-05 06:05:54','2015-03-05 06:05:54','',4808,'http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company.jpg',0,'attachment','image/jpeg',0),(4821,8113,'2015-03-05 06:06:26','2015-03-05 06:06:26','[caption id=\"attachment_4820\" align=\"alignnone\" width=\"192\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company.jpg\"><img class=\"size-medium wp-image-4820\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company-192x300.jpg\" alt=\"How to know when to leave your job and start your own company\" width=\"192\" height=\"300\" /></a> How to know when to leave your job and start your own company[/caption]\r\n\r\nEntrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.\r\n\r\nSome people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.\r\n\r\nNir Polak, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\nEntrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\nWhen you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\nThere’s a phrase in Hebrew – sachkan neshama– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\nA checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\nOnce you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.','How to know when to leave your job and start your own company','','inherit','open','open','','4808-revision-v1','','','2015-03-05 06:06:26','2015-03-05 06:06:26','',4808,'http://www.danamanciagli.com/4808-revision-v1/',0,'revision','',0),(4822,8264,'2015-03-05 18:33:55','2015-03-05 18:33:55','[caption id=\"attachment_4820\" align=\"alignright\" width=\"192\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company.jpg\"><img class=\"size-medium wp-image-4820\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company-192x300.jpg\" alt=\"How to know when to leave your job and start your own company\" width=\"192\" height=\"300\" /></a> How to know when to leave your job and start your own company[/caption]\r\n\r\n<p>Entrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.</p>\r\n\r\n<p>Some people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.</p>\r\n\r\n<p>Nir Polak, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:</p>\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\n<p>Entrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.</p>\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\n<p>When you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.</p>\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\n<p>There’s a phrase in Hebrew – sachkan neshama– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.</p>\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\n<p>A checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:</p>\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\n<p>Once you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.</p>','How to know when to leave your job and start your own company','','inherit','open','open','','4808-autosave-v1','','','2015-03-05 18:33:55','2015-03-05 18:33:55','',4808,'http://www.danamanciagli.com/4808-autosave-v1/',0,'revision','',0),(4823,8264,'2015-03-05 18:34:17','2015-03-05 18:34:17','[caption id=\"attachment_4820\" align=\"alignright\" width=\"192\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company.jpg\"><img class=\"size-medium wp-image-4820\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/How-to-know-when-to-leave-your-job-and-start-your-own-company-192x300.jpg\" alt=\"How to know when to leave your job and start your own company\" width=\"192\" height=\"300\" /></a> How to know when to leave your job and start your own company[/caption]\r\n\r\n<p>Entrepreneurship is not for the faint of heart. Success requires overcoming potholes, twists, and blown tires while driving 90 miles an hour down the road to success. Striking out on your own takes a giant leap of faith.</p>\r\n\r\n<p>Some people are born entrepreneurs, but not everyone intuitively knows when they are ready to take the plunge and start a company. It takes careful planning, commitment and timing. Sometimes it even takes the strength to leave a steady well-paying job to take a chance on yourself.</p>\r\n\r\n<p>Nir Polak, CEO and co-founder of <a href=\"http://www.exabeam.com/\">Exabeam</a>, an emerging big data security analytics company, decided to leave a job after 10 years to launch his company. I spoke with Nir about the point when he knew it was time, and he had this advice to share with others considering it:</p>\r\n<h4>1. <strong>Make sure you want to create</strong></h4>\r\n<p>Entrepreneurs thrive in the dangerous waters of creation, where every decision can make a major difference. When you start a company and build a solid team, you realize that you all win or lose together, and that turns on the creative fuel. You must have the passion for creation in order to build your company from scratch.</p>\r\n<h4>2. <strong>Acknowledge what you don’t know</strong></h4>\r\n<p>When you’re hiring key players in the early days of a startup, look at the skills and experiences that you don’t have, and hire the team that can address those needs. You need to be pragmatic about putting together a cohesive group with a collective skill set that meets all your strategic requirements.</p>\r\n<h4>3. <strong>Consider what you already know</strong></h4>\r\n<p>There’s a phrase in Hebrew – sachkan neshama– that directly translated means “soul player.” Entrepreneurs put their whole hearts into creating something new. But you can also be an effective piece in an existing company, and that’s a good approach for on-the-job education. After 10 years working in engineering, product management, and corporate strategy roles, Polak says he was well rounded enough to build successful company. That’s hard to do when you’re inexperienced, and it’s an essential part of entrepreneurship.</p>\r\n<h4>4. <strong>Create a checklist</strong></h4>\r\n<p>A checklist can be helpful for a lot of important choices, but entrepreneurship generally demands more gut-level decision-making. These questions serve as a reality check on whether or not you’re ready to start your own business; answer them honestly:</p>\r\n<ul class=\"grayBullets\">\r\n	<li><em><strong>Where do you fit in?</strong></em> You have to see a market need that isn’t being fully met, and you have to be driven to build a product that doesn’t yet exist.</li>\r\n	<li><em><strong>Are you a risk taker?</strong></em> You can’t start a company if you’re constantly afraid of failure. You will fall, and you will have to pick up yourself (and your team) back up.</li>\r\n	<li><em><strong>Are you open to learning?</strong></em> Your career experience is key, but you’ll need to acquire new skills as an entrepreneur while learning from advisors and the team you hire.</li>\r\n</ul>\r\n<p>Once you’ve accepted the challenge of becoming an entrepreneur and start your own company, remember to have fun. It’s a long challenging marathon, but one that Polak says is thrilling to run.</p>','How to know when to leave your job and start your own company','','inherit','open','open','','4808-revision-v1','','','2015-03-05 18:34:17','2015-03-05 18:34:17','',4808,'http://www.danamanciagli.com/4808-revision-v1/',0,'revision','',0),(4824,8264,'2015-03-05 18:36:01','2015-03-05 18:36:01','[caption id=\"attachment_4818\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey.jpg\"><img class=\"size-medium wp-image-4818\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey-300x199.jpg\" alt=\"Ditch your annual staff survey\" width=\"300\" height=\"199\" /></a> Ditch your annual staff survey[/caption]\n\n<p>“You know that haunting feeling you get in the pit of your stomach when your best employee gives you her two weeks notice? Annual employee surveys just let that happen — they do nothing to empower managers to fix issues before they become major problems.”\n\n<p>That’s feedback from David Niu, founder and CEO of <a title=\"link to tiny hr\" href=\"http://www.tinyhr.com/\" target=\"_blank\">TINYhr</a>, the company behind the innovative employee sentiment tool <a title=\"link to tiny pulse\" href=\"https://www.tinypulse.com/\" target=\"_blank\">TINYpulse</a>.\n\n<p>Annual staff surveys are at the core of HR practices at many major companies. The assumption is that managers will glean valuable insights that will help them create happier, more engaged employees.</p>\n\n<p>And admittedly, this is a prudent purpose: Companies with engaged employees enjoy more than 50 percent revenue growth compared to their industry peers , and engaged employees are 87 percent less likely to leave a job, saving hefty recruitment costs. Given that 70 percent of the U.S. workforce is either not engaged or actively disengaged, companies really should be concerned.</p>\n\n<p>But from Niu’s perspective, the problem is actually misguided execution of those surveys. Annual employee surveys receive notoriously low response rates, often as low as 25 percent. That’s not surprising, since these surveys are usually 50-plus mind-numbing questions long.</p>\n\n<p>Plus, by the time the data is collected and analyzed, it’s usually out of date. Several months can pass between the analytics are ready, and more employees will have probably leave for new opportunities before then.</p>\n<h4>The solution</h4>\n<p>TINYpulse targets that problem with short weekly surveys. The primary aim is to gauge how happy employees are in real time (or as close to real time as possible), giving managers actionable insights that they can use to tackle problems before they become organizational nightmares.</p>\n\n<p>Amy Balliet, co-founder and CEO of Seattle-based creative agency <a title=\"link to killer infographics\" href=\" http://killerinfographics.com/\" target=\"_blank\">Killer Infographics</a>, explains how weekly surveys revealed that she was a major bottleneck for her team.</p>\n\n<p>“I was able to make the right changes before things got too bad,” Balliet said. “With TINYpulse [my employees] have become more engaged and empowered to help grow the company. They use the weekly surveys to identify process issues, share fun stories, and build each other up.”</p>\n\n<p>Balliet assumed issues that were low priority to her were also low priority to her employees, but feedback in the TINYpulse surveys revealed that her lax attitude was causing morale problems.</p>\n\n<p>As the economy grows, companies will find increasing competition for talented workers. And as millennials flood into the workforce, companies will need to adjust to a talent pool that loves to be heard. Balliet’s use of surveys to keep employees involved on a weekly, not yearly, basis proves that annual employee surveys just don’t work in a fast-paced work environment.</p>\n\n<p>Niu admits that companies don’t need to ditch the annual staff survey completely, but for organizations whose annual review processes are linked to a survey, you could be missing day-to-day problems.</p>\n\n<p>“Quick pulsing surveys can actually be a complement to your annual employee survey,” Niu said. “You can capture major organizational shifts annually while still measuring the quick changes in sentiment that impact short-term employee behavior.”</p>\n\n<p>Information is your friend, and gathering employee feedback on a regular basis will arm managers with timely information that they can act on. Try using these weekly surveys to learn about what’s engaging for your team, what you can do to correct issues, and how you can drive toward a happier and more profitable company.</p>','Ditch your annual staff survey: Here\'s a better way to find out what your employees think','','inherit','open','open','','4811-autosave-v1','','','2015-03-05 18:36:01','2015-03-05 18:36:01','',4811,'http://www.danamanciagli.com/4811-autosave-v1/',0,'revision','',0),(4825,8264,'2015-03-05 18:36:26','2015-03-05 18:36:26','[caption id=\"attachment_4818\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey.jpg\"><img class=\"size-medium wp-image-4818\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Ditch-your-annual-staff-survey-300x199.jpg\" alt=\"Ditch your annual staff survey\" width=\"300\" height=\"199\" /></a> Ditch your annual staff survey[/caption]\r\n\r\n<p>“You know that haunting feeling you get in the pit of your stomach when your best employee gives you her two weeks notice? Annual employee surveys just let that happen — they do nothing to empower managers to fix issues before they become major problems.”\r\n\r\n<p>That’s feedback from David Niu, founder and CEO of <a title=\"link to tiny hr\" href=\"http://www.tinyhr.com/\" target=\"_blank\">TINYhr</a>, the company behind the innovative employee sentiment tool <a title=\"link to tiny pulse\" href=\"https://www.tinypulse.com/\" target=\"_blank\">TINYpulse</a>.\r\n\r\n<p>Annual staff surveys are at the core of HR practices at many major companies. The assumption is that managers will glean valuable insights that will help them create happier, more engaged employees.</p>\r\n\r\n<p>And admittedly, this is a prudent purpose: Companies with engaged employees enjoy more than 50 percent revenue growth compared to their industry peers , and engaged employees are 87 percent less likely to leave a job, saving hefty recruitment costs. Given that 70 percent of the U.S. workforce is either not engaged or actively disengaged, companies really should be concerned.</p>\r\n\r\n<p>But from Niu’s perspective, the problem is actually misguided execution of those surveys. Annual employee surveys receive notoriously low response rates, often as low as 25 percent. That’s not surprising, since these surveys are usually 50-plus mind-numbing questions long.</p>\r\n\r\n<p>Plus, by the time the data is collected and analyzed, it’s usually out of date. Several months can pass between the analytics are ready, and more employees will have probably leave for new opportunities before then.</p>\r\n<h4>The solution</h4>\r\n<p>TINYpulse targets that problem with short weekly surveys. The primary aim is to gauge how happy employees are in real time (or as close to real time as possible), giving managers actionable insights that they can use to tackle problems before they become organizational nightmares.</p>\r\n\r\n<p>Amy Balliet, co-founder and CEO of Seattle-based creative agency <a title=\"link to killer infographics\" href=\" http://killerinfographics.com/\" target=\"_blank\">Killer Infographics</a>, explains how weekly surveys revealed that she was a major bottleneck for her team.</p>\r\n\r\n<p>“I was able to make the right changes before things got too bad,” Balliet said. “With TINYpulse [my employees] have become more engaged and empowered to help grow the company. They use the weekly surveys to identify process issues, share fun stories, and build each other up.”</p>\r\n\r\n<p>Balliet assumed issues that were low priority to her were also low priority to her employees, but feedback in the TINYpulse surveys revealed that her lax attitude was causing morale problems.</p>\r\n\r\n<p>As the economy grows, companies will find increasing competition for talented workers. And as millennials flood into the workforce, companies will need to adjust to a talent pool that loves to be heard. Balliet’s use of surveys to keep employees involved on a weekly, not yearly, basis proves that annual employee surveys just don’t work in a fast-paced work environment.</p>\r\n\r\n<p>Niu admits that companies don’t need to ditch the annual staff survey completely, but for organizations whose annual review processes are linked to a survey, you could be missing day-to-day problems.</p>\r\n\r\n<p>“Quick pulsing surveys can actually be a complement to your annual employee survey,” Niu said. “You can capture major organizational shifts annually while still measuring the quick changes in sentiment that impact short-term employee behavior.”</p>\r\n\r\n<p>Information is your friend, and gathering employee feedback on a regular basis will arm managers with timely information that they can act on. Try using these weekly surveys to learn about what’s engaging for your team, what you can do to correct issues, and how you can drive toward a happier and more profitable company.</p>','Ditch your annual staff survey: Here\'s a better way to find out what your employees think','','inherit','open','open','','4811-revision-v1','','','2015-03-05 18:36:26','2015-03-05 18:36:26','',4811,'http://www.danamanciagli.com/4811-revision-v1/',0,'revision','',0),(4826,8264,'2015-03-05 18:38:01','2015-03-05 18:38:01','[caption id=\"attachment_4816\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\"><img class=\"size-full wp-image-4816\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\" alt=\"Tom Brady Resume Tips\" width=\"85\" height=\"128\" /></a> Tom Brady Resume Tips[/caption]\r\n\r\n<p>NFL quarterback <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Tom%20Brady\">Tom Brady</a> recently posted his résumé on Facebook saying, <em>“Found my old résumé! Really thought I was going to need this after the fifth round.”</em></p>\r\n\r\n<p>Brady was drafted in the sixth round in 2000 and famously has gone on to become a star. That doesn’t often happen to players drafted that low, so he may have had good reason to think he really needed that résumé 14 years ago.</p>\r\n\r\n<p>While <a href=\"http://espn.go.com/blog/boston/new-england-patriots/post/_/id/4768411/tbt-tom-bradys-college-resume\">ESPN</a> and the <a href=\"http://www.huffingtonpost.com/2014/09/18/tom-brady-college-resume_n_5844322.html\">Huffington Post</a> labeled Tom Brady’s college résumé with words like “fluff,” “bloated,” and “clear padding,” I disagree. His résumé simply describes his work in a professional way, which is what résumés are supposed to do.</p>\r\n\r\n<p>I think Brady had a great college résumé for a variety of reasons. I wish more college students and soon-to-be-graduates would embrace some of the key attributes of his college work history:</p>\r\n<h4><strong>1. </strong><strong>Internships show initiative and a strong work ethic.</strong></h4>\r\n<p>The top reasons college students don’t have summer jobs or internships are:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>They didn’t search early enough to nab a summer opportunity</li>\r\n	<li>They over-thought the kind of job they wanted</li>\r\n	<li>Their child-care position paid a whole lot more than a meaningful set of experiences.</li>\r\n</ul>\r\n<p>College and university career placement centers are a great source for students to locate internships, yet my estimate is that only about 10 percent of students take advantage of their resources. Employers often go to placement centers to look for great college candidates for their open positions.</p>\r\n\r\n<p>Internships can start any time of the college year; they aren’t limited to summer breaks. Plus, many of those internships come with college credits — a huge cost savings!</p>\r\n\r\n<p>Brady had internships every summer, from 1996 through 1999. He even had <em>two</em> in 1998 and 1999 (Merrill Lynch, where he was an assistant to a senior sales broker, and sales and clubhouse management at two different golf courses).</p>\r\n<h4><strong>2. </strong><strong>The bigger, the better.</strong></h4>\r\n<p>Aim for virtually ANY job at the largest company in your area: In the mailroom, filing documents, assisting anybody who needs it — whatever!</p>\r\n\r\n<p>Large brand name companies give you more credibility than an unknown company. Why? It’s clear that they screened you and you passed their hiring processes, even as an intern. Plus, larger companies teach a college student great practices and expose you to office dynamics that don’t exist in smaller companies. Most importantly, you will work with a larger, more diverse collection of employees.</p>\r\n\r\n<p>Fortunately, Brady was able to add Merrill Lynch to his résumé. Sure, golf course sales and construction work helped him gain some good experience, but the Merrill Lynch internship gave him great credibility.</p>\r\n<h4>3. <strong>The national employment rates have dipped, but the youth job market still remains bleak.</strong></h4>\r\n<p>There is no doubt that students who find good summer experiences will increase their odds of landing a full-time position once they graduate from college. Ideally, college students should look for work in their field of interest.</p>\r\n\r\n<p>Even if you are not sure what you want to do professionally, at least pick something that you are passionate about. Why? You are most likely to do perform better at something that you enjoy. For example, my son played sports so he worked in his university’s sports organization and helped start a new team on campus.</p>\r\n\r\n<p>If you are more of a numbers person, then aim for a good finance position in a bank, for example. Or, if you have interests in sales and/or marketing, seek out positions in those functions.</p>\r\n\r\n<p>Your local <a href=\"http://www.bizjournals.com/bizbooks/\"><em>Business Journal’s Book of Lists</em></a> is a great source of companies and executives to reach out to. Research them via LinkedIn and make contact.</p>\r\n\r\n<p>Tom Brady is great inspiration and role model for anyone who wants to succeed, in any industry, any market, or – yes, I’ll say it – any arena.</p>\r\n\r\n<p>OK, you college students, start thinking NOW about your plan to find a meaningful summer internship or job! Each one of you can<em>should</em> get one!</p>','Tom Brady shows college grads what a résumé should look like','','inherit','open','open','','4813-autosave-v1','','','2015-03-05 18:38:01','2015-03-05 18:38:01','',4813,'http://www.danamanciagli.com/4813-autosave-v1/',0,'revision','',0),(4827,8264,'2015-03-05 18:38:30','2015-03-05 18:38:30','[caption id=\"attachment_4816\" align=\"alignright\" width=\"85\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\"><img class=\"size-full wp-image-4816\" src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/Tom-Brady-Resume-Tips.jpg\" alt=\"Tom Brady Resume Tips\" width=\"85\" height=\"128\" /></a> Tom Brady Resume Tips[/caption]\r\n\r\n<p>NFL quarterback <a href=\"http://www.bizjournals.com/bizjournals/search/results?q=Tom%20Brady\">Tom Brady</a> recently posted his résumé on Facebook saying, <em>“Found my old résumé! Really thought I was going to need this after the fifth round.”</em></p>\r\n\r\n<p>Brady was drafted in the sixth round in 2000 and famously has gone on to become a star. That doesn’t often happen to players drafted that low, so he may have had good reason to think he really needed that résumé 14 years ago.</p>\r\n\r\n<p>While <a href=\"http://espn.go.com/blog/boston/new-england-patriots/post/_/id/4768411/tbt-tom-bradys-college-resume\">ESPN</a> and the <a href=\"http://www.huffingtonpost.com/2014/09/18/tom-brady-college-resume_n_5844322.html\">Huffington Post</a> labeled Tom Brady’s college résumé with words like “fluff,” “bloated,” and “clear padding,” I disagree. His résumé simply describes his work in a professional way, which is what résumés are supposed to do.</p>\r\n\r\n<p>I think Brady had a great college résumé for a variety of reasons. I wish more college students and soon-to-be-graduates would embrace some of the key attributes of his college work history:</p>\r\n<h4><strong>1. </strong><strong>Internships show initiative and a strong work ethic.</strong></h4>\r\n<p>The top reasons college students don’t have summer jobs or internships are:</p>\r\n<ul class=\"grayBullets\">\r\n	<li>They didn’t search early enough to nab a summer opportunity</li>\r\n	<li>They over-thought the kind of job they wanted</li>\r\n	<li>Their child-care position paid a whole lot more than a meaningful set of experiences.</li>\r\n</ul>\r\n<p>College and university career placement centers are a great source for students to locate internships, yet my estimate is that only about 10 percent of students take advantage of their resources. Employers often go to placement centers to look for great college candidates for their open positions.</p>\r\n\r\n<p>Internships can start any time of the college year; they aren’t limited to summer breaks. Plus, many of those internships come with college credits — a huge cost savings!</p>\r\n\r\n<p>Brady had internships every summer, from 1996 through 1999. He even had <em>two</em> in 1998 and 1999 (Merrill Lynch, where he was an assistant to a senior sales broker, and sales and clubhouse management at two different golf courses).</p>\r\n<h4><strong>2. </strong><strong>The bigger, the better.</strong></h4>\r\n<p>Aim for virtually ANY job at the largest company in your area: In the mailroom, filing documents, assisting anybody who needs it — whatever!</p>\r\n\r\n<p>Large brand name companies give you more credibility than an unknown company. Why? It’s clear that they screened you and you passed their hiring processes, even as an intern. Plus, larger companies teach a college student great practices and expose you to office dynamics that don’t exist in smaller companies. Most importantly, you will work with a larger, more diverse collection of employees.</p>\r\n\r\n<p>Fortunately, Brady was able to add Merrill Lynch to his résumé. Sure, golf course sales and construction work helped him gain some good experience, but the Merrill Lynch internship gave him great credibility.</p>\r\n<h4>3. <strong>The national employment rates have dipped, but the youth job market still remains bleak.</strong></h4>\r\n<p>There is no doubt that students who find good summer experiences will increase their odds of landing a full-time position once they graduate from college. Ideally, college students should look for work in their field of interest.</p>\r\n\r\n<p>Even if you are not sure what you want to do professionally, at least pick something that you are passionate about. Why? You are most likely to do perform better at something that you enjoy. For example, my son played sports so he worked in his university’s sports organization and helped start a new team on campus.</p>\r\n\r\n<p>If you are more of a numbers person, then aim for a good finance position in a bank, for example. Or, if you have interests in sales and/or marketing, seek out positions in those functions.</p>\r\n\r\n<p>Your local <a href=\"http://www.bizjournals.com/bizbooks/\"><em>Business Journal’s Book of Lists</em></a> is a great source of companies and executives to reach out to. Research them via LinkedIn and make contact.</p>\r\n\r\n<p>Tom Brady is great inspiration and role model for anyone who wants to succeed, in any industry, any market, or – yes, I’ll say it – any arena.</p>\r\n\r\n<p>OK, you college students, start thinking NOW about your plan to find a meaningful summer internship or job! Each one of you can<em>should</em> get one!</p>','Tom Brady shows college grads what a résumé should look like','','inherit','open','open','','4813-revision-v1','','','2015-03-05 18:38:30','2015-03-05 18:38:30','',4813,'http://www.danamanciagli.com/4813-revision-v1/',0,'revision','',0),(4828,8311,'2015-03-30 02:43:33','2015-03-30 02:43:33','[caption id=\"attachment_4887\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/beyond_technical_skills.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/03/beyond_technical_skills.jpg\" alt=\"Beyond technical skills: IT pros need to show these characteristics to land the best jobs\" width=\"300\" height=\"205\" class=\"size-full wp-image-4887\" /></a> Beyond technical skills: IT pros need to show these characteristics to land the best jobs[/caption]\r\n<p>In the current job market, technology professionals are in high demand — but that doesn’t mean tech candidates get a pass when it comes to their interview conduct. Just like every other job search, IT pros need to leave a good impression and make every communication count.</p>\r\n\r\n<p>So to find out more, I talked to John Reed, senior executive director of leading IT staffing company <a href=\"http://www.roberthalf.com/technology/\" title=\"link to Robert Half Technology\" target=\"_blank\">Robert Half Technology</a>. He shed some light on the skills that get candidates hired, and he gave some of the most common (and avoidable) oversights.</p>\r\n\r\n<p>According to John, the candidates who get the most positive feedback display these characteristics in addition to their technical skills:</p>\r\n\r\n<h4>1. Strong soft skills</h4>\r\n\r\n<p>The candidates who have honed their communication skills can demonstrate flexibility in different working environments and with various technologies. Those who showed they could toggle between being a team player and acting as a leader also set themselves apart during the job search.</p>\r\n\r\n<h4>2. Tailored résumés</h4>\r\n\r\n<p>Each position will have its own requirements, and a great candidate customizes his or her résumé and past experiences to demonstrate an ability to take on the job listed in the description. Taking the time to understand what an employer wants and presenting that on the résumé — your first point of contact — will certainly help a candidate rise to the top.</p>\r\n\r\n<h4>3. Maintain manners</h4>\r\n\r\n<p>A top candidate remembers their social graces during the interview. Remaining cordial throughout the interview, even if you\'re not thrilled about a role, will leave a good impression regardless of whether or not you take the job.</p>\r\n\r\n<h4>4. Positivity about the past</h4>\r\n\r\n<p>Even when previous experiences weren’t ideal — maybe they were downright unpleasant — a good interviewee should never speak negatively about past employers. Instead, they should discuss their contributions and highlight the positive aspects of prior roles.</p>\r\n\r\n<p>Now, my favorite part, or, as I like to say: Cut the Crap! There are some repeat blunders that impact how candidates are being perceived by hiring managers. Here are some of the usual suspects that Robert Half Technology sees and how to fix them:</p>\r\n\r\n<h4>1. Coming to grips with gaps</h4>\r\n\r\n<p>Lengthy spaces in employment history will not be brushed over by a hiring manager, but time and again candidates don’t have a strong answer for questions around the topic. This can trip up even the most qualified candidate.</p>\r\n\r\n<p>Try this: Gaps in employment aren’t deal-breakers for hiring managers, but it’s important to be well-versed in the narrative around your work history. Were you taking classes? Doing freelance work that you didn’t document? Be sure to explain yourself and always be honest. Try role-playing with your recruiter or a friend to make sure you’ve got the explanation down.</p>\r\n\r\n<h4>2. Rambling Résumés</h4>\r\n\r\n<p>A common error among the tech set is not trimming down the skills and technologies they put on a résumé, meaning it’s not crafted for a specific position. And because it’s so innate for them, technology professionals tend to use industry jargon with a heavy hand, which will only confuse — not impress — the hiring manager.</p>\r\n\r\n<p><strong>Try this:</strong> Assess the requirements of the role and ensure that your résumé addresses those requirements. Only pick out the most relevant items to share for the position you’re applying to, and use your interview to get into further detail around your unlisted skills.</p>\r\n\r\n<h4>3. Clumsy Communication</h4>\r\n\r\n<p>Soft skills are often overlooked by candidates, yet highly valued by hiring managers. Interpersonal skills, problem-solving ability, and analytical savvy are increasingly important traits among technology professionals. Some repeat offenders only speak broadly about their experiences, leaving out key details that give color to their contributions. Employers aren’t looking for a laundry list of what you’ve done: they want a deeper understanding of your impact on a business.</p>\r\n\r\n<p><strong>Try this:</strong> Before an interview, think about specific projects you’ve worked on — focus on measurable results, and then include the technologies you leveraged to achieve those results. Use anecdotes to paint a picture of your contributions: these will be the memorable differentiators that make a meaningful impression with potential employers.</p>\r\n\r\n<p>I met Diana Smith, division director at Robert Half Technology, who is always interfacing with candidates. I asked her what she would improve if she could wave a “magic wand” over a candidate prior to entering an interview. Smith said, “Given the power, I would make it easy for candidates to highlight the right skills, cite their best work without hesitation, and expel any nerves that may come with the interview process.”</p>\r\n\r\n<p>There, readers. You have just heard from one of the top technology recruiting firms in the country! I hope you pause, review your job search efforts, and make significant adjustments wherever you need to.</p>','Beyond technical skills: IT pros need to show these characteristics to land the best jobs','','publish','open','open','','beyond-technical-skills-pros-need-show-characteristics-land-best-jobs','','','2015-03-24 17:28:11','2015-03-24 17:28:11','',0,'http://www.danamanciagli.com/?p=4828',0,'post','',0),(4829,8264,'2015-03-05 18:46:10','2015-03-05 18:46:10','<p>In the current job market, technology professionals are in high demand — but that doesn’t mean tech candidates get a pass when it comes to their interview conduct. Just like every other job search, you need to leave a good impression and make every communication count.</p>\r\n\r\n<p>So to find out more, I talked to John Reed, senior executive director of leading IT staffing company Robert Half Technology. He shed some light on the skills that get candidates hired, and he gave some of the most common (and avoidable) oversights.</p>\r\n\r\n<p>According to John, the candidates who get the most positive feedback display these characteristics in addition to their technical skills:</p>\r\n\r\n<h4>1. Strong soft skills\r\n\r\n<p>The candidates who have honed their communication skills can demonstrate flexibility in different working environments and with various technologies. Those who showed they could toggle between being a team player and acting as a leader also set themselves apart during the job search.</p>\r\n\r\n2. Tailored résumés\r\n\r\n<p>Each position will have its own requirements, and a great candidate customizes his or her résumé and past experiences to demonstrate an ability to take on the job listed in the description. Taking the time to understand what an employer wants and presenting that on the résumé — your first point of contact — will certainly help a candidate rise to the top.</p>\r\n\r\n3. Maintain manners\r\n\r\n<p>A top candidate remembers their social graces during the interview. Remaining cordial throughout the interview, even if you\'re not thrilled about a role, will leave a good impression regardless of whether or not you take the job.</p>\r\n\r\n4. Positivity about the past\r\n\r\n<p>Even when previous experiences weren’t ideal — maybe they were downright unpleasant — a good interviewee should never speak negatively about past employers. Instead, they should discuss their contributions and highlight the positive aspects of prior roles.</p>\r\n\r\n<p>Now, my favorite part, or, as I like to say: Cut the Crap! There are some repeat blunders that impact how candidates are being perceived by hiring managers. Here are some of the usual suspects that Robert Half Technology sees and how to fix them:</p>\r\n\r\n1. Coming to grips with gaps\r\n\r\n<p>Lengthy spaces in employment history will not be brushed over by a hiring manager, but time and again candidates don’t have a strong answer for questions around the topic. This can trip up even the most qualified candidate.</p>\r\n\r\n<p>Try this: Gaps in employment aren’t deal-breakers for hiring managers, but it’s important to be well-versed in the narrative around your work history. Were you taking classes? Doing freelance work that you didn’t document? Be sure to explain yourself and always be honest. Try role-playing with your recruiter or a friend to make sure you’ve got the explanation down.</p>\r\n\r\n2. Rambling Résumés\r\n\r\n<p>A common error among the tech set is not trimming down the skills and technologies they put on a résumé, meaning it’s not crafted for a specific position. And because it’s so innate for them, technology professionals tend to use industry jargon with a heavy hand, which will only confuse — not impress — the hiring manager.</p>\r\n\r\n<p>Try this: Assess the requirements of the role and ensure that your résumé addresses those requirements. Only pick out the most relevant items to share for the position you’re applying to, and use your interview to get into further detail around your unlisted skills.</p>\r\n\r\n3. Clumsy Communication\r\n\r\n<p>Soft skills are often overlooked by candidates, yet highly valued by hiring managers. Interpersonal skills, problem-solving ability, and analytical savvy are increasingly important traits among technology professionals. Some repeat offenders only speak broadly about their experiences, leaving out key details that give color to their contributions. Employers aren’t looking for a laundry list of what you’ve done: they want a deeper understanding of your impact on a business.</p>\r\n\r\n<p>Try this: Before an interview, think about specific projects you’ve worked on — focus on measurable results, and then include the technologies you leveraged to achieve those results. Use anecdotes to paint a picture of your contributions: these will be the memorable differentiators that make a meaningful impression with potential employers.</p>\r\n\r\n<p>I met Diana Smith, division director at Robert Half Technology, who is always interfacing with candidates. I asked her what she would improve if she could wave a “magic wand” over a candidate prior to entering an interview. Smith said, “Given the power, I would make it easy for candidates to highlight the right skills, cite their best work without hesitation, and expel any nerves that may come with the interview process.”</p>\r\n\r\n<p>There, readers. You have just heard from one of the top technology recruiting firms in the country! I hope you pause, review your job search efforts, and make significant adjustments wherever you need to.</p>','Beyond technical skills: IT pros need to show these characteristics to land the best jobs','','inherit','open','open','','4828-revision-v1','','','2015-03-05 18:46:10','2015-03-05 18:46:10','',4828,'http://www.danamanciagli.com/4828-revision-v1/',0,'revision','',0),(4830,8264,'2015-03-05 18:47:57','2015-03-05 18:47:57','<p>In the current job market, technology professionals are in high demand — but that doesn’t mean tech candidates get a pass when it comes to their interview conduct. Just like every other job search, you need to leave a good impression and make every communication count.</p>\r\n\r\n<p>So to find out more, I talked to John Reed, senior executive director of leading IT staffing company <a href=\"http://www.roberthalf.com/technology/\" title=\"link to Robert Half Technology\" target=\"_blank\">Robert Half Technology</a>. He shed some light on the skills that get candidates hired, and he gave some of the most common (and avoidable) oversights.</p>\r\n\r\n<p>According to John, the candidates who get the most positive feedback display these characteristics in addition to their technical skills:</p>\r\n\r\n<h4>1. Strong soft skills</h4>\r\n\r\n<p>The candidates who have honed their communication skills can demonstrate flexibility in different working environments and with various technologies. Those who showed they could toggle between being a team player and acting as a leader also set themselves apart during the job search.</p>\r\n\r\n<h4>2. Tailored résumés</h4>\r\n\r\n<p>Each position will have its own requirements, and a great candidate customizes his or her résumé and past experiences to demonstrate an ability to take on the job listed in the description. Taking the time to understand what an employer wants and presenting that on the résumé — your first point of contact — will certainly help a candidate rise to the top.</p>\r\n\r\n<h4>3. Maintain manners</h4>\r\n\r\n<p>A top candidate remembers their social graces during the interview. Remaining cordial throughout the interview, even if you\'re not thrilled about a role, will leave a good impression regardless of whether or not you take the job.</p>\r\n\r\n<h4>4. Positivity about the past</h4>\r\n\r\n<p>Even when previous experiences weren’t ideal — maybe they were downright unpleasant — a good interviewee should never speak negatively about past employers. Instead, they should discuss their contributions and highlight the positive aspects of prior roles.</p>\r\n\r\n<p>Now, my favorite part, or, as I like to say: Cut the Crap! There are some repeat blunders that impact how candidates are being perceived by hiring managers. Here are some of the usual suspects that Robert Half Technology sees and how to fix them:</p>\r\n\r\n<h4>1. Coming to grips with gaps</h4>\r\n\r\n<p>Lengthy spaces in employment history will not be brushed over by a hiring manager, but time and again candidates don’t have a strong answer for questions around the topic. This can trip up even the most qualified candidate.</p>\r\n\r\n<p>Try this: Gaps in employment aren’t deal-breakers for hiring managers, but it’s important to be well-versed in the narrative around your work history. Were you taking classes? Doing freelance work that you didn’t document? Be sure to explain yourself and always be honest. Try role-playing with your recruiter or a friend to make sure you’ve got the explanation down.</p>\r\n\r\n<h4>2. Rambling Résumés</h4>\r\n\r\n<p>A common error among the tech set is not trimming down the skills and technologies they put on a résumé, meaning it’s not crafted for a specific position. And because it’s so innate for them, technology professionals tend to use industry jargon with a heavy hand, which will only confuse — not impress — the hiring manager.</p>\r\n\r\n<p>Try this: Assess the requirements of the role and ensure that your résumé addresses those requirements. Only pick out the most relevant items to share for the position you’re applying to, and use your interview to get into further detail around your unlisted skills.</p>\r\n\r\n<h4>3. Clumsy Communication</h4>\r\n\r\n<p>Soft skills are often overlooked by candidates, yet highly valued by hiring managers. Interpersonal skills, problem-solving ability, and analytical savvy are increasingly important traits among technology professionals. Some repeat offenders only speak broadly about their experiences, leaving out key details that give color to their contributions. Employers aren’t looking for a laundry list of what you’ve done: they want a deeper understanding of your impact on a business.</p>\r\n\r\n<p>Try this: Before an interview, think about specific projects you’ve worked on — focus on measurable results, and then include the technologies you leveraged to achieve those results. Use anecdotes to paint a picture of your contributions: these will be the memorable differentiators that make a meaningful impression with potential employers.</p>\r\n\r\n<p>I met Diana Smith, division director at Robert Half Technology, who is always interfacing with candidates. I asked her what she would improve if she could wave a “magic wand” over a candidate prior to entering an interview. Smith said, “Given the power, I would make it easy for candidates to highlight the right skills, cite their best work without hesitation, and expel any nerves that may come with the interview process.”</p>\r\n\r\n<p>There, readers. You have just heard from one of the top technology recruiting firms in the country! I hope you pause, review your job search efforts, and make significant adjustments wherever you need to.</p>','Beyond technical skills: IT pros need to show these characteristics to land the best jobs','','inherit','open','open','','4828-revision-v1','','','2015-03-05 18:47:57','2015-03-05 18:47:57','',4828,'http://www.danamanciagli.com/4828-revision-v1/',0,'revision','',0),(4831,8264,'2015-03-05 19:05:33','2015-03-05 19:05:33','<p>In the current job market, technology professionals are in high demand — but that doesn’t mean tech candidates get a pass when it comes to their interview conduct. Just like every other job search, IT pros need to leave a good impression and make every communication count.</p>\r\n\r\n<p>So to find out more, I talked to John Reed, senior executive director of leading IT staffing company <a href=\"http://www.roberthalf.com/technology/\" title=\"link to Robert Half Technology\" target=\"_blank\">Robert Half Technology</a>. He shed some light on the skills that get candidates hired, and he gave some of the most common (and avoidable) oversights.</p>\r\n\r\n<p>According to John, the candidates who get the most positive feedback display these characteristics in addition to their technical skills:</p>\r\n\r\n<h4>1. Strong soft skills</h4>\r\n\r\n<p>The candidates who have honed their communication skills can demonstrate flexibility in different working environments and with various technologies. Those who showed they could toggle between being a team player and acting as a leader also set themselves apart during the job search.</p>\r\n\r\n<h4>2. Tailored résumés</h4>\r\n\r\n<p>Each position will have its own requirements, and a great candidate customizes his or her résumé and past experiences to demonstrate an ability to take on the job listed in the description. Taking the time to understand what an employer wants and presenting that on the résumé — your first point of contact — will certainly help a candidate rise to the top.</p>\r\n\r\n<h4>3. Maintain manners</h4>\r\n\r\n<p>A top candidate remembers their social graces during the interview. Remaining cordial throughout the interview, even if you\'re not thrilled about a role, will leave a good impression regardless of whether or not you take the job.</p>\r\n\r\n<h4>4. Positivity about the past</h4>\r\n\r\n<p>Even when previous experiences weren’t ideal — maybe they were downright unpleasant — a good interviewee should never speak negatively about past employers. Instead, they should discuss their contributions and highlight the positive aspects of prior roles.</p>\r\n\r\n<p>Now, my favorite part, or, as I like to say: Cut the Crap! There are some repeat blunders that impact how candidates are being perceived by hiring managers. Here are some of the usual suspects that Robert Half Technology sees and how to fix them:</p>\r\n\r\n<h4>1. Coming to grips with gaps</h4>\r\n\r\n<p>Lengthy spaces in employment history will not be brushed over by a hiring manager, but time and again candidates don’t have a strong answer for questions around the topic. This can trip up even the most qualified candidate.</p>\r\n\r\n<p>Try this: Gaps in employment aren’t deal-breakers for hiring managers, but it’s important to be well-versed in the narrative around your work history. Were you taking classes? Doing freelance work that you didn’t document? Be sure to explain yourself and always be honest. Try role-playing with your recruiter or a friend to make sure you’ve got the explanation down.</p>\r\n\r\n<h4>2. Rambling Résumés</h4>\r\n\r\n<p>A common error among the tech set is not trimming down the skills and technologies they put on a résumé, meaning it’s not crafted for a specific position. And because it’s so innate for them, technology professionals tend to use industry jargon with a heavy hand, which will only confuse — not impress — the hiring manager.</p>\r\n\r\n<p><strong>Try this:</strong> Assess the requirements of the role and ensure that your résumé addresses those requirements. Only pick out the most relevant items to share for the position you’re applying to, and use your interview to get into further detail around your unlisted skills.</p>\r\n\r\n<h4>3. Clumsy Communication</h4>\r\n\r\n<p>Soft skills are often overlooked by candidates, yet highly valued by hiring managers. Interpersonal skills, problem-solving ability, and analytical savvy are increasingly important traits among technology professionals. Some repeat offenders only speak broadly about their experiences, leaving out key details that give color to their contributions. Employers aren’t looking for a laundry list of what you’ve done: they want a deeper understanding of your impact on a business.</p>\r\n\r\n<p><strong>Try this:</strong> Before an interview, think about specific projects you’ve worked on — focus on measurable results, and then include the technologies you leveraged to achieve those results. Use anecdotes to paint a picture of your contributions: these will be the memorable differentiators that make a meaningful impression with potential employers.</p>\r\n\r\n<p>I met Diana Smith, division director at Robert Half Technology, who is always interfacing with candidates. I asked her what she would improve if she could wave a “magic wand” over a candidate prior to entering an interview. Smith said, “Given the power, I would make it easy for candidates to highlight the right skills, cite their best work without hesitation, and expel any nerves that may come with the interview process.”</p>\r\n\r\n<p>There, readers. You have just heard from one of the top technology recruiting firms in the country! I hope you pause, review your job search efforts, and make significant adjustments wherever you need to.</p>','Beyond technical skills: IT pros need to show these characteristics to land the best jobs','','inherit','open','open','','4828-revision-v1','','','2015-03-05 19:05:33','2015-03-05 19:05:33','',4828,'http://www.danamanciagli.com/4828-revision-v1/',0,'revision','',0),(4832,8113,'2015-04-01 02:17:21','2015-04-01 02:17:21','[caption id=\"attachment_4890\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/career_relocation.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/career_relocation.jpg\" alt=\"Career relocation tips for going across the country or around the globe\" width=\"300\" height=\"200\" class=\"size-full wp-image-4890\" /></a> Career relocation tips for going across the country or around the globe[/caption]<h4>Question:</h4>\r\n\r\n<p><em>I’m considering relocating my family for a great career opportunity. Do you have any advice or recommendations for things to avoid?</em></p>\r\n\r\n<h4>Answer from Dana:</h4>\r\n\r\n<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves with my husband and kids to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize my career relocation tips for going across the country or around the globe.</p>\r\n\r\n<h4>Things that went well:</h4>\r\n<ul>\r\n<li>The company that moved our family to Charlotte, N.C., and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n<li>My husband had moved a lot when he was a child and young adult, so he was very helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n<li>Our attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, N.Y., but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<h4>Things we learned:</h4>\r\n<ul>\r\n<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n<li>In an international move, language barriers <strong><em>can </em></strong>be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>','Career relocation tips for going across the country or around the globe','','publish','open','open','','career-relocation-tips-going-across-country-around-globe','','','2015-03-24 17:31:22','2015-03-24 17:31:22','',0,'http://www.danamanciagli.com/?p=4832',0,'post','',0),(4833,8264,'2015-03-05 19:16:32','2015-03-05 19:16:32','<h4>Question:</h4>\r\n\r\n<p><em>I’m considering relocating my family for a great career opportunity. Do you have any advice or recommendations for things to avoid?</em></p>\r\n\r\n<h4>Answer from Dana:</h4>\r\n\r\n<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves with my husband and kids to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize my career relocation tips for going across the country or around the globe.</p>\r\n\r\n<h4>Things that went well:</h4>\r\n<ul>\r\n<li>The company that moved our family to Charlotte, N.C., and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n<li>My husband had moved a lot when he was a child and young adult, so he was very helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n<li>Our attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, N.Y., but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<h4>Things we learned:</h4>\r\n\r\n<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n<li>In an international move, language barriers <strong><em>can </em></strong>be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>','Career relocation tips for going across the country or around the globe','','inherit','open','open','','4832-revision-v1','','','2015-03-05 19:16:32','2015-03-05 19:16:32','',4832,'http://www.danamanciagli.com/4832-revision-v1/',0,'revision','',0),(4834,8264,'2015-03-05 19:17:19','2015-03-05 19:17:19','<h4>Question:</h4>\r\n\r\n<p><em>I’m considering relocating my family for a great career opportunity. Do you have any advice or recommendations for things to avoid?</em></p>\r\n\r\n<h4>Answer from Dana:</h4>\r\n\r\n<p>Relocating — domestically or internationally — for a great career opportunity is a big step. I’ve made several moves with my husband and kids to take advantages of opportunities, too. I could go into each move separately, which would be a long story, so I’ll summarize my career relocation tips for going across the country or around the globe.</p>\r\n\r\n<h4>Things that went well:</h4>\r\n<ul>\r\n<li>The company that moved our family to Charlotte, N.C., and to Hong Kong had a lot of experience relocating people around the world and domestically. They developed a relocation program that really helped us understand what we could expect, secure help when we had questions, and ensure assistance was there on the “other side.”</li>\r\n<li>My husband had moved a lot when he was a child and young adult, so he was very helpful in handling the logistics on both ends of the move. He took care of the children’s schools, the movers and home sales (when needed) so I could be successful diving into my job, traveling, and spending quality time with the kids when I was home.</li>\r\n<li>Our attitudes: We looked forward to every move as an adventure. We were not high-maintenance, did not complain, and we taught our kids to be flexible, too. We researched the new places, explored and enjoyed the new environments, and more. As an example, people thought we were nuts to move to Rochester, N.Y., but we enjoyed it! We joined a small, affordable ski club where our kids could get lessons and I could sit by the fire with my laptop!</li>\r\n</ul>\r\n<h4>Things we learned:</h4>\r\n<ul>\r\n<li>I could not have done it alone (or if I had tried, I surely would have done it poorly). I would have had to take time off from my job or been stressed out juggling the logistics of a move and the pressures of a new position. Yes, relocations generally imply a new job either within your current company or with a new company.</li>\r\n<li>The importance of making friends. The onus is on the new (or visiting) family to make the effort to socialize, invite people to go out, or have houseguests. Remember, they have a social life already — you need to put in the effort to introduce yourself and your family.</li>\r\n<li>In an international move, language barriers <strong><em>can </em></strong>be overcome! It takes work on the part of the new employee and his or her family. In Hong Kong, while our kids learned a small amount of Chinese in school, we chose not to invest the time in the local language. The locals spoke plenty of English, and we learned enough to get around.</li>\r\n<li>Get the kids involved in some extracurricular activities like sports or music. Our kids played soccer, took karate classes, joined swimming teams, and more.</li>\r\n</ul>','Career relocation tips for going across the country or around the globe','','inherit','open','open','','4832-revision-v1','','','2015-03-05 19:17:19','2015-03-05 19:17:19','',4832,'http://www.danamanciagli.com/4832-revision-v1/',0,'revision','',0),(4835,8311,'2015-04-06 02:21:37','2015-04-06 02:21:37','[caption id=\"attachment_4893\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/raise.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/raise.jpg\" alt=\"Women: Cut the Crap and ask for a Raise!\" width=\"300\" height=\"304\" class=\"size-full wp-image-4893\" /></a> Women: Cut the Crap and ask for a Raise![/caption]<p>As a former general manager at Microsoft for 11 years, I know the IT industry well. That\'s why I was disappointed when new Microsoft CEO Satya Nadella blundered at the Grace Hopper Celebration of Women in Computing conference, implying that women shouldn\'t ask for raises.\r\n\r\n<p>The problem occurred when Maria Klawe, president of Harvey Mudd College and a director at Microsoft, asked: “What do you advise women who are interested in advancing their careers but not comfortable with asking for a raise?\"</p>\r\n\r\n<p>“It\'s not really about asking for a raise, but knowing and having faith that the system will give you the right raise,\" Nadella told the gathering of 8,000 people, most of them tech-minded women. \"That might be one of the initial \'super powers\' that, quite frankly, women (who) don\'t ask for a raise have. It\'s good karma. It will come back.\"</p>\r\n\r\n<p>To his credit, Nadella later backpedaled, tweeting: “Was inarticulate re how women should ask for raise. Our industry must close gender pay gap so a raise is not needed because of a bias # GHC14.\"</p>\r\n\r\n<p>Lots of people were outraged by Nadella\'s gaffe. But here\'s the thing: Everyone — from tech industry leaders to women who work for tech companies (or want to) — needs to cut the crap!</p>\r\n\r\n<h4>1. Women: Cut the crap and ask for a raise!</h4>\r\n\r\n<p>Women don\'t demand salary raises as often as men. Last year, Mint.com released the results of a survey showing that 55 percent of women are apprehensive about negotiating pay, while 39 percent of men say they are anxious. Women view the salary negotiation process as similar to “going to the dentist\" while men consider it like “winning a ballgame.\"</p>\r\n\r\n<p>The good news: A Citibank/LinkedIn study found that 27 percent of women had asked for a raise in the past year and 84 percent of those women got it.</p>\r\n\r\n<p>Come on, women, studies show you\'re likely to get a raise if you ask for one, so ask for one if you think you deserve it. Don\'t sit back and wait for \"karma\" to work in your favor. Guess what? It probably won\'t. Come back to this column for tips on how to do this well.</p>\r\n\r\n<h4>2. Women: Cut the crap and go after a job in technology if you want one</h4>\r\n\r\n<p>The Girl Scout Research Institute reports that 74 percent of high school girls say they would consider a STEM (science, technology, engineering and math) career, but about 18 percent of U.S. computer science graduates are female. That\'s down from 37 percent in 1985.</p>\r\n\r\n<p>Women, if you really want a STEM career, you need to go after it. There\'s nothing stopping you and it will be hugely rewarding. Companies like Microsoft are thriling places to work.</p>\r\n\r\n<h4>3. Companies: Cut the crap and provide paths for women to enter a tech career</h4>\r\n\r\n<p>Fortunately, it appears that some in the tech industry are working to try to clear a path for women in STEM fields — but we need more if we\'re going to increase the percentage of women in the tech industry above the current 25 percent.</p>\r\n\r\n<p>Our country is pouring millions of dollars into attracting our female youth to STEM (science, technology, engineering and math) jobs. From the White House to the private sector, significant resources are being spent on trying to attract K-12 and college women into these fields. Even Microsoft started “DigiGirlz\" in 2000 to help dispel stereotypes associated with careers in technology.</p>\r\n\r\n<p>At the same conference where Nadella made his comments, Facebook, Box and Pinterest teamed up to form a pilot mentorship program — WEST (Women Entering and Staying in Tech) — aimed at maintaining and furthering interest by women in tech careers.</p>\r\n\r\n<h4>4. Companies: Cut the crap and get rid of the \'macho\' culture that is driving women away from tech jobs</h4>\r\n\r\n<p>It was refreshing to read this article written last week by Blake Irving, CEO of Go Daddy. He argued that the tech industry is not welcoming to women.</p>\r\n\r\n<p>\"Education in math and science could be the root of the problem, but the tech industry\'s macho culture must also change,\" he wrote. \"The environment we\'ve created in tech is simply off-putting to most women.\"</p>\r\n\r\n<p>The most poignant observation he made was, “What\'s worse, the more women who leave tech or opt never to enter, the more unwelcoming the environments potentially become. The compounding effect of this negative feedback loop is anything but subtle, and it\'s keeping our industry behind the curve on this issue.\"</p>\r\n\r\n<h4>Last point</h4>\r\n\r\n<p>Don\'t forget that these problems affect women in all functions in the technology industry, not just for women in technical positions. We need to expand our aggressive efforts to include women in any role in the technology sector: sales, marketing, finance, operations, staff, etc. Every woman deserves a fulfilling and equitably-compensated career in any industry — without having to ask for a raise.</p>\r\n\r\n<p>Note: I\'m over-using “Cut the crap\" since my book is titled <em>\"Cut the Crap, Get a Job!\"</em> Crap comes in two forms: mistakes and excuses. People and industries are not crappy.</p>','Women: Cut the Crap and ask for a Raise!','','publish','open','open','','women-cut-the-crap-and-ask-for-a-raise','','','2015-03-24 17:34:46','2015-03-24 17:34:46','',0,'http://www.danamanciagli.com/?p=4835',0,'post','',1),(4836,8264,'2015-03-05 19:30:17','2015-03-05 19:30:17','<p>As a former general manager at Microsoft for 11 years, I know the IT industry well. That\'s why I was disappointed when new Microsoft CEO Satya Nadella blundered at the Grace Hopper Celebration of Women in Computing conference, implying that women shouldn\'t ask for raises.\r\n\r\n<p>The problem occurred when Maria Klawe, president of Harvey Mudd College and a director at Microsoft, asked: “What do you advise women who are interested in advancing their careers but not comfortable with asking for a raise?\"</p>\r\n\r\n<p>“It\'s not really about asking for a raise, but knowing and having faith that the system will give you the right raise,\" Nadella told the gathering of 8,000 people, most of them tech-minded women. \"That might be one of the initial \'super powers\' that, quite frankly, women (who) don\'t ask for a raise have. It\'s good karma. It will come back.\"</p>\r\n\r\n<p>To his credit, Nadella later backpedaled, tweeting: “Was inarticulate re how women should ask for raise. Our industry must close gender pay gap so a raise is not needed because of a bias # GHC14.\"</p>\r\n\r\n<p>Lots of people were outraged by Nadella\'s gaffe. But here\'s the thing: Everyone — from tech industry leaders to women who work for tech companies (or want to) — needs to cut the crap!</p>\r\n\r\n<h4>1. Women: Cut the crap and ask for a raise!</h4>\r\n\r\n<p>Women don\'t demand salary raises as often as men. Last year, Mint.com released the results of a survey showing that 55 percent of women are apprehensive about negotiating pay, while 39 percent of men say they are anxious. Women view the salary negotiation process as similar to “going to the dentist\" while men consider it like “winning a ballgame.\"</p>\r\n\r\n<p>The good news: A Citibank/LinkedIn study found that 27 percent of women had asked for a raise in the past year and 84 percent of those women got it.</p>\r\n\r\n<p>Come on, women, studies show you\'re likely to get a raise if you ask for one, so ask for one if you think you deserve it. Don\'t sit back and wait for \"karma\" to work in your favor. Guess what? It probably won\'t. Come back to this column for tips on how to do this well.</p>\r\n\r\n<h4>2. Women: Cut the crap and go after a job in technology if you want one</h4>\r\n\r\n<p>The Girl Scout Research Institute reports that 74 percent of high school girls say they would consider a STEM (science, technology, engineering and math) career, but about 18 percent of U.S. computer science graduates are female. That\'s down from 37 percent in 1985.</p>\r\n\r\n<p>Women, if you really want a STEM career, you need to go after it. There\'s nothing stopping you and it will be hugely rewarding. Companies like Microsoft are thriling places to work.</p>\r\n\r\n<h4>3. Companies: Cut the crap and provide paths for women to enter a tech career</h4>\r\n\r\n<p>Fortunately, it appears that some in the tech industry are working to try to clear a path for women in STEM fields — but we need more if we\'re going to increase the percentage of women in the tech industry above the current 25 percent.</p>\r\n\r\n<p>Our country is pouring millions of dollars into attracting our female youth to STEM (science, technology, engineering and math) jobs. From the White House to the private sector, significant resources are being spent on trying to attract K-12 and college women into these fields. Even Microsoft started “DigiGirlz\" in 2000 to help dispel stereotypes associated with careers in technology.</p>\r\n\r\n<p>At the same conference where Nadella made his comments, Facebook, Box and Pinterest teamed up to form a pilot mentorship program — WEST (Women Entering and Staying in Tech) — aimed at maintaining and furthering interest by women in tech careers.</p>\r\n\r\n<h4>4. Companies: Cut the crap and get rid of the \'macho\' culture that is driving women away from tech jobs</h4>\r\n\r\n<p>It was refreshing to read this article written last week by Blake Irving, CEO of Go Daddy. He argued that the tech industry is not welcoming to women.</p>\r\n\r\n<p>\"Education in math and science could be the root of the problem, but the tech industry\'s macho culture must also change,\" he wrote. \"The environment we\'ve created in tech is simply off-putting to most women.\"</p>\r\n\r\n<p>The most poignant observation he made was, “What\'s worse, the more women who leave tech or opt never to enter, the more unwelcoming the environments potentially become. The compounding effect of this negative feedback loop is anything but subtle, and it\'s keeping our industry behind the curve on this issue.\"</p>\r\n\r\n<h4>Last point</h4>\r\n\r\n<p>Don\'t forget that these problems affect women in all functions in the technology industry, not just for women in technical positions. We need to expand our aggressive efforts to include women in any role in the technology sector: sales, marketing, finance, operations, staff, etc. Every woman deserves a fulfilling and equitably-compensated career in any industry — without having to ask for a raise.</p>\r\n\r\n<p>Note: I\'m over-using “Cut the crap\" since my book is titled <em>\"Cut the Crap, Get a Job!\"</em> Crap comes in two forms: mistakes and excuses. People and industries are not crappy.</p>','Women: Cut the Crap and ask for a Raise!','','inherit','open','open','','4835-revision-v1','','','2015-03-05 19:30:17','2015-03-05 19:30:17','',4835,'http://www.danamanciagli.com/4835-revision-v1/',0,'revision','',0),(4837,8113,'2015-04-08 02:47:07','2015-04-08 02:47:07','[caption id=\"attachment_4896\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/job_interview_prep.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/job_interview_prep.jpg\" alt=\"Job interviews are getting tougher and tougher; here’s how to prepare for them\" width=\"300\" height=\"204\" class=\"size-full wp-image-4896\" /></a> Job interviews are getting tougher and tougher; here’s how to prepare for them[/caption]<p>Every hiring company\'s No. 1 fear is making a bad hire. It\'s expensive, hurts morale, sheds a poor light on the hiring manager and much more.</p>\r\n\r\n<p>It\'s time to share a few job interview “war stories\" sent in by my readers. These are not only real, but they are really tough.</p>\r\n\r\n<p>Jenna Elkins, a media relations coordinator for TechnologyAdvice, offered this:</p>\r\n\r\n<p>“I\'ve been reading your articles on The Business Journals, and I\'ve truly enjoyed the content you produce. One of your articles I especially enjoyed reading was “ 3 Ways to Attract Super-Star Job Candidates.\" I recently had the opportunity to move to Nashville and search for a new job, and I was blown away by what companies are doing to make sure they land super-star candidates. For example:</p>\r\n\r\n<p>“Company A had me do a phone interview, brought me in for a grueling in-person interview, and then gave me an IQ test to finish in one hour — right after the in-person interview.</p>\r\n\r\n<p>“Company B had me go to its office for an in-person interview where they explained their whole process of how they did business. They then sent me home with a large project that I had to complete in four days. I worked on it all four days, all day long.</p>\r\n\r\n<p>“The company I am with now, TechnologyAdvice, had me do a phone interview, gave me a project to complete where I spent all weekend on it, and then brought me in for an in-person interview. Once I passed all those rounds — they brought me in for a “test-drive\" to make sure I could do the work and then challenged me to a game of pingpong! Apparently they have a 13-step process for applicants — I haven\'t quite figured out all those steps yet!\"</p>\r\n\r\n<h4>The rationale for thorough job interviews</h4>\r\n\r\n<p>For “the other side of the story,\" I asked Heather Neisen, HR manager at TechnologyAdvice, why the company has such a thorough interview process.</p>\r\n\r\n<p>She said, “Our culture is defined by growth and success. So everything we do is about protecting that culture. For us, a robust interview process is the only way to ensure that we\'re going to protect our culture.\"</p>\r\n\r\n<p>There are various hiring strategies out there: \"Hire fast, fire fast\" is one. I wanted to know TechnologyAdvice\'s strategy.</p>\r\n\r\n<p>“For us, it is NOT about getting people into seats,\" Neisen said. “We need to find out if the new person is going to integrate well. That way, when they start, everyone around knows they have been through a tough interview process.\"</p>\r\n\r\n<p>OK, all that sounds like a sound strategy and good intent. But, let\'s make it real: I asked Neisen for examples of specific things candidates are doing to either get passed over or hired at TechnologyAdvice. She provided the following:</p>\r\n\r\n<p><strong>Passed over:</strong>  “From the résumé, we knew the candidate was out of a job for two months. We understand that. So, on the phone, we asked what he had done during that time. We wanted to hear what he did do to grow himself. We were hoping to hear things like volunteered, took a part-time job, did some on-line training, etc. Instead, he said he felt like he worked really hard for many years and since he was let go, he felt like he deserved the time off. Uh-oh.\"</p>\r\n\r\n<p><strong>Passed over:</strong> She calls them “talkers, not walkers.\" Recently she was interviewing for a social media position. She said, “One candidate\'s résumé was perfect. But when I asked her about the \'success\' piece, she hadn\'t done a lot with analytics and couldn\'t provide evidence of success in the position. Our culture needs to see how you are successful. We were so bummed since she looked so good on paper.\"</p>\r\n\r\n<p><strong>Won the job:</strong>  When a recent hire was asked about her prior position, the candidate replied, “I didn\'t have enough to do in my job, so I took classes at the local community college.\" If she was willing to do that in her personal life, then she has the drive to help the company, stated Neisen.</p>\r\n\r\n<p><strong>Won the job:</strong>  A young man applied for a marketing strategies internship at TechnologyAdvice. “During the phone interview we learned that, while in college, he loved the analytics class so much, he asked the teacher if he could be a teacher\'s assistant,\" she said. “Also, with his prior internships, he figured out what he was passionate about. The more we talked to him, the more things came out. It was a no-brainer for us. We even hired him full-time instead of the internship he applied for.\"</p>\r\n\r\n<p>Neisen shared why her company is comfortable being somewhat tougher than other companies.</p>\r\n\r\n<p>“Not everyone is cut out for our culture,\" she said. “The ones who didn\'t get the final job may not have been happy in our company.\"</p>\r\n\r\n<p>Candidates need to understand that companies are becoming more thorough for a variety of reasons:</p>\r\n<ul>\r\n<li>They don\'t want to waste time and money on hiring a bad employee.</li>\r\n<li>They are changing their game since they have made bad hires in the recent past — too many to just continue with the same interview process.</li>\r\n<li>They want more checks and balances, more tests on the skills required, and more probing on the cultural fit.</li>\r\n</ul>\r\n\r\n<h4>How can you prepare for your next tough interview?</h4>\r\n\r\n<p>Block plenty of time to prepare. Yes, it\'s particularly challenging for those with full-time jobs, kids and busy lives. However, any hour here and there you can find is very important in order to ace the tough interviews. This is NOT the time to stint on preparation!</p>\r\n\r\n<p>Have some tricks or rules to help you handle just about anything you\'re asked. Some examples:</p>\r\n<ul>\r\n<li><strong>“Dana\'s Law of Threes:\"</strong> Any question you get handed, simply answer with three short bullet-pointed phrases, then stop talking. Repeat: Three short answers, then zip it!</li>\r\n<li><strong>A framework for situational or behavioral questions:</strong> “Tell me about a time when you…\" or “Can you describe an experience when…\" Your first sentence is a description of a situation, the second sentence is about what you did, the final sentence is the result. Again, keep it short and simple.</li>\r\n<li><strong>The dreaded “Tell me about yourself\" question — the one that most people blow.</strong> The first short sentence summarizes your education, the second summarizes your experience, the third brings it right back to your audience. Tell them why you are excited about the position for which you are interviewing. Notice a pattern?</li>\r\n</ul>\r\n\r\n<p>You can do this! Candidates ARE winning jobs in this very competitive environment and with these tougher interview practices. There is no reason you can\'t pass with flying colors.</p>','Job interviews are getting tougher and tougher; here\'s how to prepare for them','','publish','open','open','','job-interviews-getting-tougher-tougher-heres-prepare','','','2015-03-24 17:38:43','2015-03-24 17:38:43','',0,'http://www.danamanciagli.com/?p=4837',0,'post','',0),(4902,8264,'2015-04-07 14:03:29','2015-04-07 14:03:29','The Top 3 résumé bloopers that people make','The Top 3 résumé bloopers that people make','The Top 3 résumé bloopers that people make','inherit','open','open','','the-top-3-resume-bloopers-that-people-make','','','2015-04-07 14:03:50','2015-04-07 14:03:50','',4900,'http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make.jpg',0,'attachment','image/jpeg',0),(4903,8264,'2015-04-07 14:06:57','2015-04-07 14:06:57','[caption id=\"attachment_4902\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make-300x285.jpg\" alt=\"The Top 3 résumé bloopers that people make\" width=\"300\" height=\"285\" class=\"size-medium wp-image-4902\" /></a> The Top 3 résumé bloopers that people make[/caption]<p><strong>Question</strong></p>\r\n\r\n<p><em>I\'m in my final year of my master\'s degree and will be re-doing my résumé. What are the top résumé bloopers that people make? What are your suggestions to fix — or avoid — them?</em></p>\r\n\r\n<p><strong>Answer</strong></p>\r\n\r\n<p><strong>Error No. 1: Misunderstanding the purpose of a résumé</strong></p>\r\n\r\n<p>It is simply a neat, easy-to-read chronological summary of your skills, experiences and successes — nothing more.</p>\r\n\r\n<p>Job candidates include too much unnecessary information, like company details or day-to-day tasks. Yet they miss highlighting the key skills that a hiring manager or recruiter is looking for.</p>\r\n\r\n<p>Read the job description for which you are applying and ensure the key words used there are also found in your résumé.</p>\r\n\r\n<p><strong>Error No. 2: Poor format or layout makes résumés hard to read</strong></p>\r\n\r\n<p>While there is no ONE right template, find an easy-to-read layout online and follow it.</p>\r\n\r\n<p>There are millions of articles about what to do and not to do with fonts, justification, date formats, etc. — don\'t let them confuse you! Get input from others before sending your résumé to hiring managers — grammatical errors, typos and misspelled words are completely unacceptable.</p>\r\n\r\n<p><strong>Error No. 3: Assuming that your résumé tells your story to a hiring manager</strong></p>\r\n\r\n<p>It doesn\'t. You will stand out when you make your great cover letter page one of your résumé, and use it to communicate with the hiring manager.</p>\r\n\r\n<p>Do NOT regurgitate your résumé in your cover letter. Give three reasons why you are a fit for the job based on the job description, and ask for the interview. Please, stop papering the planet with résumés for jobs you are not a fit for.</p>\r\n\r\n<p>In summary, it\'s a new era of job search, and you need to change your game to stand out in this highly competitive and semi-automated employment market.</p>','Ask Dana: The Top 3 résumé bloopers that people make','','inherit','open','open','','4900-revision-v1','','','2015-04-07 14:06:57','2015-04-07 14:06:57','',4900,'http://www.danamanciagli.com/4900-revision-v1/',0,'revision','',0),(4904,8264,'2015-04-07 14:08:31','2015-04-07 14:08:31','[caption id=\"attachment_4902\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make.jpg\"><img src=\"http://www.danamanciagli.com/wp-content/uploads/2015/04/The-Top-3-resume-bloopers-that-people-make-300x285.jpg\" alt=\"The Top 3 résumé bloopers that people make\" width=\"300\" height=\"285\" class=\"size-medium wp-image-4902\" /></a> The Top 3 résumé bloopers that people make[/caption]<p><strong>Question</strong></p>\r\n\r\n<p><em>I\'m in my final year of my master\'s degree and will be re-doing my résumé. What are the top résumé bloopers that people make? What are your suggestions to fix — or avoid — them?</em></p>\r\n\r\n<p><strong>Answer from Executive Job Coach Dana Manciagli</strong></p>\r\n\r\n<p><strong>Error No. 1: Misunderstanding the purpose of a résumé</strong></p>\r\n\r\n<p>It is simply a neat, easy-to-read chronological summary of your skills, experiences and successes — nothing more.</p>\r\n\r\n<p>Job candidates include too much unnecessary information, like company details or day-to-day tasks. Yet they miss highlighting the key skills that a hiring manager or recruiter is looking for.</p>\r\n\r\n<p>Read the job description for which you are applying and ensure the key words used there are also found in your résumé.</p>\r\n\r\n<p><strong>Error No. 2: Poor format or layout makes résumés hard to read</strong></p>\r\n\r\n<p>While there is no ONE right template, find an easy-to-read layout online and follow it.</p>\r\n\r\n<p>There are millions of articles about what to do and not to do with fonts, justification, date formats, etc. — don\'t let them confuse you! Get input from others before sending your résumé to hiring managers — grammatical errors, typos and misspelled words are completely unacceptable.</p>\r\n\r\n<p><strong>Error No. 3: Assuming that your résumé tells your story to a hiring manager</strong></p>\r\n\r\n<p>It doesn\'t. You will stand out when you make your great cover letter page one of your résumé, and use it to communicate with the hiring manager.</p>\r\n\r\n<p>Do NOT regurgitate your résumé in your cover letter. Give three reasons why you are a fit for the job based on the job description, and ask for the interview. Please, stop papering the planet with résumés for jobs you are not a fit for.</p>\r\n\r\n<p>In summary, it\'s a new era of job search, and you need to change your game to stand out in this highly competitive and semi-automated employment market.</p>','Ask Dana: The Top 3 résumé bloopers that people make','','inherit','open','open','','4900-revision-v1','','','2015-04-07 14:08:31','2015-04-07 14:08:31','',4900,'http://www.danamanciagli.com/4900-revision-v1/',0,'revision','',0),(4839,8264,'2015-03-05 19:47:06','2015-03-05 19:47:06','<p>Every hiring company\'s No. 1 fear is making a bad hire. It\'s expensive, hurts morale, sheds a poor light on the hiring manager and much more.</p>\r\n\r\n<p>It\'s time to share a few job interview “war stories\" sent in by my readers. These are not only real, but they are really tough.</p>\r\n\r\n<p>Jenna Elkins, a media relations coordinator for TechnologyAdvice, offered this:</p>\r\n\r\n<p>“I\'ve been reading your articles on The Business Journals, and I\'ve truly enjoyed the content you produce. One of your articles I especially enjoyed reading was “ 3 Ways to Attract Super-Star Job Candidates.\" I recently had the opportunity to move to Nashville and search for a new job, and I was blown away by what companies are doing to make sure they land super-star candidates. For example:</p>\r\n\r\n<p>“Company A had me do a phone interview, brought me in for a grueling in-person interview, and then gave me an IQ test to finish in one hour — right after the in-person interview.</p>\r\n\r\n<p>“Company B had me go to its office for an in-person interview where they explained their whole process of how they did business. They then sent me home with a large project that I had to complete in four days. I worked on it all four days, all day long.</p>\r\n\r\n<p>“The company I am with now, TechnologyAdvice, had me do a phone interview, gave me a project to complete where I spent all weekend on it, and then brought me in for an in-person interview. Once I passed all those rounds — they brought me in for a “test-drive\" to make sure I could do the work and then challenged me to a game of pingpong! Apparently they have a 13-step process for applicants — I haven\'t quite figured out all those steps yet!\"</p>\r\n\r\n<h4>The rationale for thorough job interviews</h4>\r\n\r\n<p>For “the other side of the story,\" I asked Heather Neisen, HR manager at TechnologyAdvice, why the company has such a thorough interview process.</p>\r\n\r\n<p>She said, “Our culture is defined by growth and success. So everything we do is about protecting that culture. For us, a robust interview process is the only way to ensure that we\'re going to protect our culture.\"</p>\r\n\r\n<p>There are various hiring strategies out there: \"Hire fast, fire fast\" is one. I wanted to know TechnologyAdvice\'s strategy.</p>\r\n\r\n<p>“For us, it is NOT about getting people into seats,\" Neisen said. “We need to find out if the new person is going to integrate well. That way, when they start, everyone around knows they have been through a tough interview process.\"</p>\r\n\r\n<p>OK, all that sounds like a sound strategy and good intent. But, let\'s make it real: I asked Neisen for examples of specific things candidates are doing to either get passed over or hired at TechnologyAdvice. She provided the following:</p>\r\n\r\n<p>Passed over: “From the résumé, we knew the candidate was out of a job for two months. We understand that. So, on the phone, we asked what he had done during that time. We wanted to hear what he did do to grow himself. We were hoping to hear things like volunteered, took a part-time job, did some on-line training, etc. Instead, he said he felt like he worked really hard for many years and since he was let go, he felt like he deserved the time off. Uh-oh.\"</p>\r\n\r\n<p>Passed over: She calls them “talkers, not walkers.\" Recently she was interviewing for a social media position. She said, “One candidate\'s résumé was perfect. But when I asked her about the \'success\' piece, she hadn\'t done a lot with analytics and couldn\'t provide evidence of success in the position. Our culture needs to see how you are successful. We were so bummed since she looked so good on paper.\"</p>\r\n\r\n<p>Won the job: When a recent hire was asked about her prior position, the candidate replied, “I didn\'t have enough to do in my job, so I took classes at the local community college.\" If she was willing to do that in her personal life, then she has the drive to help the company, stated Neisen.</p>\r\n\r\n<p>Won the job: A young man applied for a marketing strategies internship at TechnologyAdvice. “During the phone interview we learned that, while in college, he loved the analytics class so much, he asked the teacher if he could be a teacher\'s assistant,\" she said. “Also, with his prior internships, he figured out what he was passionate about. The more we talked to him, the more things came out. It was a no-brainer for us. We even hired him full-time instead of the internship he applied for.\"</p>\r\n\r\n<p>Neisen shared why her company is comfortable being somewhat tougher than other companies.</p>\r\n\r\n<p>“Not everyone is cut out for our culture,\" she said. “The ones who didn\'t get the final job may not have been happy in our company.\"</p>\r\n\r\n<p>Candidates need to understand that companies are becoming more thorough for a variety of reasons:</p>\r\n<ul>\r\n<li>They don\'t want to waste time and money on hiring a bad employee.</li>\r\n<li>They are changing their game since they have made bad hires in the recent past — too many to just continue with the same interview process.</li>\r\n<li>They want more checks and balances, more tests on the skills required, and more probing on the cultural fit.</li>\r\n</ul>\r\n\r\n<h4>How can you prepare for your next tough interview?</h4>\r\n\r\n<p>Block plenty of time to prepare. Yes, it\'s particularly challenging for those with full-time jobs, kids and busy lives. However, any hour here and there you can find is very important in order to ace the tough interviews. This is NOT the time to stint on preparation!</p>\r\n\r\n<p>Have some tricks or rules to help you handle just about anything you\'re asked. Some examples:</p>\r\n<ul>\r\n<li>“Dana\'s Law of Threes:\" Any question you get handed, simply answer with three short bullet-pointed phrases, then stop talking. Repeat: Three short answers, then zip it!</li>\r\n<li>A framework for situational or behavioral questions:“Tell me about a time when you…\" or “Can you describe an experience when…\" Your first sentence is a description of a situation, the second sentence is about what you did, the final sentence is the result. Again, keep it short and simple.</li>\r\n<li>The dreaded “Tell me about yourself\" question — the one that most people blow. The first short sentence summarizes your education, the second summarizes your experience, the third brings it right back to your audience. Tell them why you are excited about the position for which you are interviewing. Notice a pattern?</li>\r\n</ul>\r\n\r\n<p>You can do this! Candidates ARE winning jobs in this very competitive environment and with these tougher interview practices. There is no reason you can\'t pass with flying colors.</p>','Job interviews are getting tougher and tougher; here\'s how to prepare for them','','inherit','open','open','','4837-revision-v1','','','2015-03-05 19:47:06','2015-03-05 19:47:06','',4837,'http://www.danamanciagli.com/4837-revision-v1/',0,'revision','',0),(4840,8264,'2015-03-05 19:48:42','2015-03-05 19:48:42','<p>Every hiring company\'s No. 1 fear is making a bad hire. It\'s expensive, hurts morale, sheds a poor light on the hiring manager and much more.</p>\r\n\r\n<p>It\'s time to share a few job interview “war stories\" sent in by my readers. These are not only real, but they are really tough.</p>\r\n\r\n<p>Jenna Elkins, a media relations coordinator for TechnologyAdvice, offered this:</p>\r\n\r\n<p>“I\'ve been reading your articles on The Business Journals, and I\'ve truly enjoyed the content you produce. One of your articles I especially enjoyed reading was “ 3 Ways to Attract Super-Star Job Candidates.\" I recently had the opportunity to move to Nashville and search for a new job, and I was blown away by what companies are doing to make sure they land super-star candidates. For example:</p>\r\n\r\n<p>“Company A had me do a phone interview, brought me in for a grueling in-person interview, and then gave me an IQ test to finish in one hour — right after the in-person interview.</p>\r\n\r\n<p>“Company B had me go to its office for an in-person interview where they explained their whole process of how they did business. They then sent me home with a large project that I had to complete in four days. I worked on it all four days, all day long.</p>\r\n\r\n<p>“The company I am with now, TechnologyAdvice, had me do a phone interview, gave me a project to complete where I spent all weekend on it, and then brought me in for an in-person interview. Once I passed all those rounds — they brought me in for a “test-drive\" to make sure I could do the work and then challenged me to a game of pingpong! Apparently they have a 13-step process for applicants — I haven\'t quite figured out all those steps yet!\"</p>\r\n\r\n<h4>The rationale for thorough job interviews</h4>\r\n\r\n<p>For “the other side of the story,\" I asked Heather Neisen, HR manager at TechnologyAdvice, why the company has such a thorough interview process.</p>\r\n\r\n<p>She said, “Our culture is defined by growth and success. So everything we do is about protecting that culture. For us, a robust interview process is the only way to ensure that we\'re going to protect our culture.\"</p>\r\n\r\n<p>There are various hiring strategies out there: \"Hire fast, fire fast\" is one. I wanted to know TechnologyAdvice\'s strategy.</p>\r\n\r\n<p>“For us, it is NOT about getting people into seats,\" Neisen said. “We need to find out if the new person is going to integrate well. That way, when they start, everyone around knows they have been through a tough interview process.\"</p>\r\n\r\n<p>OK, all that sounds like a sound strategy and good intent. But, let\'s make it real: I asked Neisen for examples of specific things candidates are doing to either get passed over or hired at TechnologyAdvice. She provided the following:</p>\r\n\r\n<p><strong>Passed over:</strong>  “From the résumé, we knew the candidate was out of a job for two months. We understand that. So, on the phone, we asked what he had done during that time. We wanted to hear what he did do to grow himself. We were hoping to hear things like volunteered, took a part-time job, did some on-line training, etc. Instead, he said he felt like he worked really hard for many years and since he was let go, he felt like he deserved the time off. Uh-oh.\"</p>\r\n\r\n<p><strong>Passed over:</strong> She calls them “talkers, not walkers.\" Recently she was interviewing for a social media position. She said, “One candidate\'s résumé was perfect. But when I asked her about the \'success\' piece, she hadn\'t done a lot with analytics and couldn\'t provide evidence of success in the position. Our culture needs to see how you are successful. We were so bummed since she looked so good on paper.\"</p>\r\n\r\n<p><strong>Won the job:</strong>  When a recent hire was asked about her prior position, the candidate replied, “I didn\'t have enough to do in my job, so I took classes at the local community college.\" If she was willing to do that in her personal life, then she has the drive to help the company, stated Neisen.</p>\r\n\r\n<p><strong>Won the job:</strong>  A young man applied for a marketing strategies internship at TechnologyAdvice. “During the phone interview we learned that, while in college, he loved the analytics class so much, he asked the teacher if he could be a teacher\'s assistant,\" she said. “Also, with his prior internships, he figured out what he was passionate about. The more we talked to him, the more things came out. It was a no-brainer for us. We even hired him full-time instead of the internship he applied for.\"</p>\r\n\r\n<p>Neisen shared why her company is comfortable being somewhat tougher than other companies.</p>\r\n\r\n<p>“Not everyone is cut out for our culture,\" she said. “The ones who didn\'t get the final job may not have been happy in our company.\"</p>\r\n\r\n<p>Candidates need to understand that companies are becoming more thorough for a variety of reasons:</p>\r\n<ul>\r\n<li>They don\'t want to waste time and money on hiring a bad employee.</li>\r\n<li>They are changing their game since they have made bad hires in the recent past — too many to just continue with the same interview process.</li>\r\n<li>They want more checks and balances, more tests on the skills required, and more probing on the cultural fit.</li>\r\n</ul>\r\n\r\n<h4>How can you prepare for your next tough interview?</h4>\r\n\r\n<p>Block plenty of time to prepare. Yes, it\'s particularly challenging for those with full-time jobs, kids and busy lives. However, any hour here and there you can find is very important in order to ace the tough interviews. This is NOT the time to stint on preparation!</p>\r\n\r\n<p>Have some tricks or rules to help you handle just about anything you\'re asked. Some examples:</p>\r\n<ul>\r\n<li>“Dana\'s Law of Threes:\" Any question you get handed, simply answer with three short bullet-pointed phrases, then stop talking. Repeat: Three short answers, then zip it!</li>\r\n<li>A framework for situational or behavioral questions:“Tell me about a time when you…\" or “Can you describe an experience when…\" Your first sentence is a description of a situation, the second sentence is about what you did, the final sentence is the result. Again, keep it short and simple.</li>\r\n<li>The dreaded “Tell me about yourself\" question — the one that most people blow. The first short sentence summarizes your education, the second summarizes your experience, the third brings it right back to your audience. Tell them why you are excited about the position for which you are interviewing. Notice a pattern?</li>\r\n</ul>\r\n\r\n<p>You can do this! Candidates ARE winning jobs in this very competitive environment and with these tougher interview practices. There is no reason you can\'t pass with flying colors.</p>','Job interviews are getting tougher and tougher; here\'s how to prepare for them','','inherit','open','open','','4837-revision-v1','','','2015-03-05 19:48:42','2015-03-05 19:48:42','',4837,'http://www.danamanciagli.com/4837-revision-v1/',0,'revision','',0),(4841,8264,'2015-03-05 19:50:01','2015-03-05 19:50:01','<p>Every hiring company\'s No. 1 fear is making a bad hire. It\'s expensive, hurts morale, sheds a poor light on the hiring manager and much more.</p>\r\n\r\n<p>It\'s time to share a few job interview “war stories\" sent in by my readers. These are not only real, but they are really tough.</p>\r\n\r\n<p>Jenna Elkins, a media relations coordinator for TechnologyAdvice, offered this:</p>\r\n\r\n<p>“I\'ve been reading your articles on The Business Journals, and I\'ve truly enjoyed the content you produce. One of your articles I especially enjoyed reading was “ 3 Ways to Attract Super-Star Job Candidates.\" I recently had the opportunity to move to Nashville and search for a new job, and I was blown away by what companies are doing to make sure they land super-star candidates. For example:</p>\r\n\r\n<p>“Company A had me do a phone interview, brought me in for a grueling in-person interview, and then gave me an IQ test to finish in one hour — right after the in-person interview.</p>\r\n\r\n<p>“Company B had me go to its office for an in-person interview where they explained their whole process of how they did business. They then sent me home with a large project that I had to complete in four days. I worked on it all four days, all day long.</p>\r\n\r\n<p>“The company I am with now, TechnologyAdvice, had me do a phone interview, gave me a project to complete where I spent all weekend on it, and then brought me in for an in-person interview. Once I passed all those rounds — they brought me in for a “test-drive\" to make sure I could do the work and then challenged me to a game of pingpong! Apparently they have a 13-step process for applicants — I haven\'t quite figured out all those steps yet!\"</p>\r\n\r\n<h4>The rationale for thorough job interviews</h4>\r\n\r\n<p>For “the other side of the story,\" I asked Heather Neisen, HR manager at TechnologyAdvice, why the company has such a thorough interview process.</p>\r\n\r\n<p>She said, “Our culture is defined by growth and success. So everything we do is about protecting that culture. For us, a robust interview process is the only way to ensure that we\'re going to protect our culture.\"</p>\r\n\r\n<p>There are various hiring strategies out there: \"Hire fast, fire fast\" is one. I wanted to know TechnologyAdvice\'s strategy.</p>\r\n\r\n<p>“For us, it is NOT about getting people into seats,\" Neisen said. “We need to find out if the new person is going to integrate well. That way, when they start, everyone around knows they have been through a tough interview process.\"</p>\r\n\r\n<p>OK, all that sounds like a sound strategy and good intent. But, let\'s make it real: I asked Neisen for examples of specific things candidates are doing to either get passed over or hired at TechnologyAdvice. She provided the following:</p>\r\n\r\n<p><strong>Passed over:</strong>  “From the résumé, we knew the candidate was out of a job for two months. We understand that. So, on the phone, we asked what he had done during that time. We wanted to hear what he did do to grow himself. We were hoping to hear things like volunteered, took a part-time job, did some on-line training, etc. Instead, he said he felt like he worked really hard for many years and since he was let go, he felt like he deserved the time off. Uh-oh.\"</p>\r\n\r\n<p><strong>Passed over:</strong> She calls them “talkers, not walkers.\" Recently she was interviewing for a social media position. She said, “One candidate\'s résumé was perfect. But when I asked her about the \'success\' piece, she hadn\'t done a lot with analytics and couldn\'t provide evidence of success in the position. Our culture needs to see how you are successful. We were so bummed since she looked so good on paper.\"</p>\r\n\r\n<p><strong>Won the job:</strong>  When a recent hire was asked about her prior position, the candidate replied, “I didn\'t have enough to do in my job, so I took classes at the local community college.\" If she was willing to do that in her personal life, then she has the drive to help the company, stated Neisen.</p>\r\n\r\n<p><strong>Won the job:</strong>  A young man applied for a marketing strategies internship at TechnologyAdvice. “During the phone interview we learned that, while in college, he loved the analytics class so much, he asked the teacher if he could be a teacher\'s assistant,\" she said. “Also, with his prior internships, he figured out what he was passionate about. The more we talked to him, the more things came out. It was a no-brainer for us. We even hired him full-time instead of the internship he applied for.\"</p>\r\n\r\n<p>Neisen shared why her company is comfortable being somewhat tougher than other companies.</p>\r\n\r\n<p>“Not everyone is cut out for our culture,\" she said. “The ones who didn\'t get the final job may not have been happy in our company.\"</p>\r\n\r\n<p>Candidates need to understand that companies are becoming more thorough for a variety of reasons:</p>\r\n<ul>\r\n<li>They don\'t want to waste time and money on hiring a bad employee.</li>\r\n<li>They are changing their game since they have made bad hires in the recent past — too many to just continue with the same interview process.</li>\r\n<li>They want more checks and balances, more tests on the skills required, and more probing on the cultural fit.</li>\r\n</ul>\r\n\r\n<h4>How can you prepare for your next tough interview?</h4>\r\n\r\n<p>Block plenty of time to prepare. Yes, it\'s particularly challenging for those with full-time jobs, kids and busy lives. However, any hour here and there you can find is very important in order to ace the tough interviews. This is NOT the time to stint on preparation!</p>\r\n\r\n<p>Have some tricks or rules to help you handle just about anything you\'re asked. Some examples:</p>\r\n<ul>\r\n<li><strong>“Dana\'s Law of Threes:\"</strong> Any question you get handed, simply answer with three short bullet-pointed phrases, then stop talking. Repeat: Three short answers, then zip it!</li>\r\n<li><strong>A framework for situational or behavioral questions:</strong> “Tell me about a time when you…\" or “Can you describe an experience when…\" Your first sentence is a description of a situation, the second sentence is about what you did, the final sentence is the result. Again, keep it short and simple.</li>\r\n<li><strong>The dreaded “Tell me about yourself\" question — the one that most people blow.</strong> The first short sentence summarizes your education, the second summarizes your experience, the third brings it right back to your audience. Tell them why you are excited about the position for which you are interviewing. Notice a pattern?</li>\r\n</ul>\r\n\r\n<p>You can do this! Candidates ARE winning jobs in this very competitive environment and with these tougher interview practices. There is no reason you can\'t pass with flying colors.</p>','Job interviews are getting tougher and tougher; here\'s how to prepare for them','','inherit','open','open','','4837-revision-v1','','','2015-03-05 19:50:01','2015-03-05 19:50:01','',4837,'http://www.danamanciagli.com/4837-revision-v1/',0,'revision','',0),(4842,1,'2015-03-09 19:04:38','2015-03-09 19:04:38','','Order &ndash; March 9, 2015 @ 07:04 PM','','wc-processing','open','closed','order_54fdeec376d96','order-mar-09-2015-0704-pm','','','2015-03-09 19:04:38','2015-03-09 19:04:38','',0,'http://www.danamanciagli.com/?post_type=shop_order&#038;p=4842',0,'shop_order','',2),(4847,7636,'2015-03-20 23:41:04','2015-03-20 23:41:04','<p>[caption id=\"attachment_3275\" align=\"alignright\" width=\"199\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Cold-Calling-for-Jobs_-3-Mandates-From-a-Hiring-Manager.jpg\"><img class=\"size-medium wp-image-3275\" alt=\"Cold-Calling for Jobs? 3 Mandates From a Hiring Manager\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/11/Cold-Calling-for-Jobs_-3-Mandates-From-a-Hiring-Manager-199x300.jpg\" width=\"199\" height=\"300\" /></a> Cold-Calling for Jobs? 3 Mandates From a Hiring Manager[/caption]</p>\r\n<p>College graduates through senior executives; you absolutely <span style=\"text-decoration: underline;\">should</span> be adding cold calls to your portfolio of job search activities. You may be employed and aspiring to your next career change or unemployed and seeking your next job. I recommend about 5% of your job search time should be scheduled for making strong cold call pitches.  </p>\r\n<p>Now, the bad news: <b>Most job search cold calls are horribly executed.</b> As recipients, we can’t find the “delete button” fast enough!</p>\r\n<p>This is a real e-mail I received September 10, 2013, from someone I don’t know:</p>\r\n<p><b><i>Subject: Employment Inquiry</i></b></p>\r\n<p><i>Are you seeking an experienced MBA professional with a strong business / IT background to be a full time salaried long-term value added asset to your organization? Someone who can contribute to your growth and profitability with strong analytical skills and creative ideas? Here is my LinkedIn profile for your consideration - </i><i></p>\r\n<link here></i><i>. Please let me know if you have any openings available.</i><i></i></p>\r\n<p><i>Thank you,</i><i><br /></i><i><name withheld></i><i><br /> <br /> </i>And another one I received September 5; again from someone I don’t know:</p>\r\n<p><i></i> </p>\r\n<p><b><i>Subject: Resume</i></b></p>\r\n<p><i>Dear Dana,</i></p>\r\n<p><i>I am looking for new job opportunities if you see any please let me know.</i></p>\r\n<p><i>Please forward to appropriate department and consider the attached resume as my application for career opportunities with your firm. I have over 12 years of Investment experience at a few bulge bracket firms and have owned and managed my own investment firm.  I would like to begin a new career with new challenging opportunities.</i></p>\r\n<p><i>I am eager to start immediately, where I can put into practice the skills gained through my academic and professional experiences. In addition to my education, I have a unique and varied set of professional experiences that have given me the skills to apply at your firm. </i></p>\r\n<p><i>I feel confident I can successfully conquer any task or challenge associated with this position by being inquisitive and result-oriented. I appreciate your consideration of this application and I look forward to hearing from you. </i></p>\r\n<p><i>Sincerely,</i></p>\r\n<p><i><name withheld></i></p>\r\n<p>I hope you see the “crap” but I’ll highlight the big mistakes here:</p>\r\n<ul>\r\n<li>Mass e-mail with no customization, no research on the recipient, no relevance.</li>\r\n<li>Unclear as to what specific job they are looking for</li>\r\n<li>Grammar errors</li>\r\n<li>Desperate tone</li>\r\n<li>No call to action</li>\r\n</ul>\r\n<p>There is lots of great advice about cold calling for your next career move on the web – and, of course, <a href=\"http://www.danamanciagli.com/\">in my book</a> – but to get you started, here are 3 tricks from the hiring side of the table: </p>\r\n<ol>\r\n<li><b>Research:</b>  Too many cold call mails demonstrate a complete lack of effort by the candidate. Do your research: exhaust all options, including the company website, LinkedIn groups, Facebook, Twitter, and your local Business Journal archive. (<a href=\"http://www.bizjournals.com\">bizjournals.com</a>)</li>\r\n<li><b>Customization:</b>  Write a personalized, highly tailored e-mail to the appropriate executive, based on your goal. In other words, if you are looking for a finance director position, then write to the Chief Financial Officer (CFO) or another senior financial executive.</li>\r\n<li><b>Follow up:</b> Don’t expect your cold call letter to deliver results. It probably won’t even be answered. But if your last sentence in your e-mail says, “I will follow up via e-mail on <date>,” then you need to do that. Then do it two more times after that. When you follow up, always forward the same original message, ensuring any attachments continue to be sent. Do NOT assume they remember you or have the original mail. You can follow up via the phone, as well but write out your script to leave a great voicemail! Then send an e-mail, too. </li>\r\n</ol>\r\n<p>&nbsp;</p>\r\n<p>What are your concerns with cold-calling? Do you have a success story to share?</p>\r\n<p>&nbsp;</p>\r\n','Cold-Calling for Jobs? 3 Mandates From a Hiring Manager','','inherit','open','open','','3274-revision-v1','','','2015-03-20 23:41:04','2015-03-20 23:41:04','',3274,'http://www.danamanciagli.com/3274-revision-v1/',0,'revision','',0),(4850,7636,'2015-03-20 23:56:33','2015-03-20 23:56:33','[caption id=\"attachment_3243\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/7-out-of-10-People-Disengaged-from-Their-Jobs_Are-You.jpg\"><img class=\"size-medium wp-image-3243\" alt=\"7 out of 10 People Disengaged from Their Jobs - Are You?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/7-out-of-10-People-Disengaged-from-Their-Jobs_Are-You-300x199.jpg\" width=\"300\" height=\"199\" /></a> 7 out of 10 People Disengaged from Their Jobs - Are You?[/caption]\n<p>A recent Gallup poll shows some distressing numbers: only 30% of our U.S. workers are engaged with their jobs, another 50% are “non-engaged,” and an astonishing 20% “actively disengaged.” So, it seems, employees not only hate their jobs; they are, most likely, less productive and “checked out.” Gallup recommends that managers play a much bigger role in engaging with employees. I think employees should get connected or get out. And “get out” comes in many flavors.</p>\n<p>Why do so many people hate their jobs? I – and a number of other career experts – have the following hypotheses:</p>\n<ul>\n<li><b>Employees are staying in their roles too long.</b> On average, workers are staying in their jobs longer, “keeping their heads down” due to the unemployment crisis. They are afraid to move, to take risks, pursue career change, or don’t want to make the effort to job search, internally or outside their current companies.</li>\n</ul>\n<p>&nbsp;</p>\n<ul>\n<li><b>Employees are abdicating the responsibility for their own career</b> movements to their managers and companies. The days are gone when organic growth happened purely because a company was growing so fast. Employees would rather be victims than take accountability. That’s why I retired from Microsoft to write the book, <i><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a></i> so I could deliver an easy-to-follow process for employees to create choices. That’s the operative word: do you have <span style=\"text-decoration: underline;\">choices</span>?</li>\n</ul>\n<p>&nbsp;</p>\n<ul>\n<li><b>Employees are working longer hours </b>for smaller wage or salary increases. Yes, compensation packages are being squeezed, merit increases are in the low single digits – often not keeping up with inflation – and even highly leveraged employees (for example, sales staff) are seeing their commission structures changed…for the worse.</li>\n</ul>\n<p>&nbsp;</p>\n<ul>\n<li><b>Work-life balance is heading in the wrong direction.</b> Electronic devices and mobile technology have made it very hard to turn work off. E-mails, texts, action items, and reports come flowing in via smart phones, laptops, and tablets all hours of the day and night, and on weekends. People are exhausted, unable to recharge their batteries and enjoy time with their families. That builds up to resentment.</li>\n</ul>\n<p>&nbsp;</p>\n<ul>\n<li><b>Negative employer-employee relationships.</b> Negative relationships can range from micro-managing, taking credit for subordinate’s work, under-appreciation, being difficult, and more.  Bosses come in all shapes and sizes. Just because someone is a manager doesn’t instantly make him or her a great boss or leader.</li>\n</ul>\n<p>&nbsp;</p>\n<ul>\n<li><b>Unclear career path and next steps.</b> Employees don’t see how they can grow their skills/experiences and advance. Training and development leading directly to advancement is not visible or accessible by many.</li>\n</ul>\n<p>There are many more reasons and we can spend a lot of time debating what companies need to do differently.  However, this article is focused on YOU, the employee.</p>\n<p>After all, it’s your career and livelihood, right? It’s not easy to just get out of the situation you are in. I’ve been where you are. Here are four simple – though not necessarily <i>easy</i> – steps to follow:</p>\n<p><b>Step 1:</b> If you find yourself disengaged at work or even hating your job, you need to take the time to stop and think about why. Is it the money? Is it the people? Is it the work or the hours?</p>\n<p><b>Step 2:</b> Decide if you are going to do something about it. Or not. But make that decision. If your answer is, “Nah, I’ll stay here,” then stop whining. If your answer is, “Yes, I want to build choices while working here,” then build a plan and execute on it! Stop the excuses like you don’t have time or you don’t know how. There are plenty of resources to help you.</p>\n<p><b>Step 3:</b> Set a goal. Articulate what it is you will look for, being very clear and specific; identify the function, industry, company type, location, salary minimum, and much more.</p>\n<p><b>Step 4:</b> Put a plan in motion. Period. Do it without excuses or mistakes. Carve out the time in your non-work-hours calendar, make it a project, and run it with disciplined excellence.</p>\n<p>Nobody owns this other than you! We look forward to your thoughts, so write us here!</p>','7 out of 10 People Disengaged from Their Jobs – Are You?','','inherit','open','open','','3241-autosave-v1','','','2015-03-20 23:56:33','2015-03-20 23:56:33','',3241,'http://www.danamanciagli.com/3241-autosave-v1/',0,'revision','',0),(4851,7636,'2015-03-20 23:56:42','2015-03-20 23:56:42','[caption id=\"attachment_3243\" align=\"alignright\" width=\"300\"]<a href=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/7-out-of-10-People-Disengaged-from-Their-Jobs_Are-You.jpg\"><img class=\"size-medium wp-image-3243\" alt=\"7 out of 10 People Disengaged from Their Jobs - Are You?\" src=\"http://www.danamanciagli.com/wp-content/uploads/2013/10/7-out-of-10-People-Disengaged-from-Their-Jobs_Are-You-300x199.jpg\" width=\"300\" height=\"199\" /></a> 7 out of 10 People Disengaged from Their Jobs - Are You?[/caption]\r\n<p>A recent Gallup poll shows some distressing numbers: only 30% of our U.S. workers are engaged with their jobs, another 50% are “non-engaged,” and an astonishing 20% “actively disengaged.” So, it seems, employees not only hate their jobs; they are, most likely, less productive and “checked out.” Gallup recommends that managers play a much bigger role in engaging with employees. I think employees should get connected or get out. And “get out” comes in many flavors.</p>\r\n<p>Why do so many people hate their jobs? I – and a number of other career experts – have the following hypotheses:</p>\r\n<ul>\r\n<li><b>Employees are staying in their roles too long.</b> On average, workers are staying in their jobs longer, “keeping their heads down” due to the unemployment crisis. They are afraid to move, to take risks, pursue career change, or don’t want to make the effort to job search, internally or outside their current companies.</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li><b>Employees are abdicating the responsibility for their own career</b> movements to their managers and companies. The days are gone when organic growth happened purely because a company was growing so fast. Employees would rather be victims than take accountability. That’s why I retired from Microsoft to write the book, <i><a href=\"http://www.danamanciagli.com/book/\" target=\"_blank\">Cut the Crap, Get a Job!</a></i> so I could deliver an easy-to-follow process for employees to create choices. That’s the operative word: do you have <span style=\"text-decoration: underline;\">choices</span>?</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li><b>Employees are working longer hours </b>for smaller wage or salary increases. Yes, compensation packages are being squeezed, merit increases are in the low single digits – often not keeping up with inflation – and even highly leveraged employees (for example, sales staff) are seeing their commission structures changed…for the worse.</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li><b>Work-life balance is heading in the wrong direction.</b> Electronic devices and mobile technology have made it very hard to turn work off. E-mails, texts, action items, and reports come flowing in via smart phones, laptops, and tablets all hours of the day and night, and on weekends. People are exhausted, unable to recharge their batteries and enjoy time with their families. That builds up to resentment.</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li><b>Negative employer-employee relationships.</b> Negative relationships can range from micro-managing, taking credit for subordinate’s work, under-appreciation, being difficult, and more.  Bosses come in all shapes and sizes. Just because someone is a manager doesn’t instantly make him or her a great boss or leader.</li>\r\n</ul>\r\n<p>&nbsp;</p>\r\n<ul>\r\n<li><b>Unclear career path and next steps.</b> Employees don’t see how they can grow their skills/experiences and advance. Training and development leading directly to advancement is not visible or accessible by many.</li>\r\n</ul>\r\n<p>There are many more reasons and we can spend a lot of time debating what companies need to do differently.  However, this article is focused on YOU, the employee.</p>\r\n<p>After all, it’s your career and livelihood, right? It’s not easy to just get out of the situation you are in. I’ve been where you are. Here are four simple – though not necessarily <i>easy</i> – steps to follow:</p>\r\n<p><b>Step 1:</b> If you find yourself disengaged at work or even hating your job, you need to take the time to stop and think about why. Is it the money? Is it the people? Is it the work or the hours?</p>\r\n<p><b>Step 2:</b> Decide if you are going to do something about it. Or not. But make that decision. If your answer is, “Nah, I’ll stay here,” then stop whining. If your answer is, “Yes, I want to build choices while working here,” then build a plan and execute on it! Stop the excuses like you don’t have time or you don’t know how. There are plenty of resources to help you.</p>\r\n<p><b>Step 3:</b> Set a goal. Articulate what it is you will look for, being very clear and specific; identify the function, industry, company type, location, salary minimum, and much more.</p>\r\n<p><b>Step 4:</b> Put a plan in motion. Period. Do it without excuses or mistakes. Carve out the time in your non-work-hours calendar, make it a project, and run it with disciplined excellence.</p>\r\n<p>Nobody owns this other than you! We look forward to your thoughts, so write us here!</p>','7 out of 10 People Disengaged from Their Jobs – Are You?','','inherit','open','open','','3241-revision-v1','','','2015-03-20 23:56:42','2015-03-20 23:56:42','',3241,'http://www.danamanciagli.com/3241-revision-v1/',0,'revision','',0),