Background-Check  a Potential Employer

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Bob Larson, CPC

Career Report

October 2018 Issue – 224

Background-Check  a Potential Employer

Job seekers aren’t the only ones who should undergo a lengthy background check. According to an article by CareerBuilder.com, it’s important that candidates research a prospective employer too. Anything from pending lawsuits, bankruptcies or layoffs can be enough to raise a red flag.

Doing background research will also help candidates learn more about a company and the position they are seeking to fill, the article pointed out. And it can help you ask the right questions during an interview, which is bound to impress a hiring manager.

If you’re not sure where to start when it comes to researching a company, the following is some advice offered by CareerBuilder.com on how to conduct your own background check on a potential employer:

Check the finances – Always look at the financial stability of the company. While it may be difficult to find specific information for a private company, it’s important to try. Do online research, search local news articles and talk to former or current employees to make sure your employer is viable. When companies experience important financial events like bankruptcies, there’s a greater chance you’ll be able to find out about them and track results.

Gauge the company culture – Speaking to current or former employees can also help you understand whether you’re a cultural fit with the company before you take the job. If you’re not comfortable with areas of a company’s culture, it could hurt your career. For example, a place that prizes cut-throat tactics to get ahead may be the wrong fit for someone who is looking for a team-oriented environment.

“Find people in your network or close to your network who do work or have worked for [the company] and start a dialogue,” said Jonny Laurent of recruiting firm Sage Employer Solutions, who suggested LinkedIn as a good start. “Unless there is overwhelming evidence that the company is a bad fit, do not sell the company short and still interview, but now you can interview with open eyes.”

Check its problem-solving record – The way a company approaches problems can be a good indicator of whether you’d want to work there and how the company treats its workforce. Before taking a job, find out “what has been the company’s greatest challenge over the past year and how have they approached and solved the problem, said Jayne Mattson, senior vice president of career management company Keystone Associates.

In a weak economy, it can be especially telling to see how a company has dealt with tough times, the article noted. For example, if it’s been able to grow an area of its business – and you’re being hired for a new position – it can be a sign of good leadership.

Track layoffs and career progression – For most people, the biggest fear once they take on a new job is a layoff. And while that task can’t be entirely prevented, it’s good to understand a company’s track record. If the company has had multiple rounds of layoffs, it pays to be more careful when taking on your new role.

Additionally, try to find out who had the job previously, why he or she left and where they went, the article pointed out. Knowing your career options after you’re ready to move jobs can be a good way to gauge fit.

If you have any lingering questions, don’t be afraid to speak up when talking with the recruiter or during an interview with the company. Not only will it help to calm your anxiety, but it’ll show hiring managers that you’ve done your homework and understand the company.

A background search “will help you and the company make sure the role is going to be a good fit for both of you,” Mattson told CareerBuilder.com. “Ask questions that will get to the heart of what you are trying to understand, so you will make the right career decision.”

News from BLK

Q4 IS HERE! Hiring is strong! It is a job-seekers market.   We at Berman Larson Kane are continuing to see a steady increase in hiring activity from our clients.  New clients are emerging as they look to increase their talent flow and discover talented passive candidates with exciting opportunities.

So if you are a job-seeker give us a call or if you are an employer allow us to assist your recruitment efforts.  Enjoy this football weather as the hot days of summer become memories.

Thanks so much for allowing Berman Larson Kane to assist with your hiring and career aspirations.  It has truly been a privilege  to assist over the past 4 decades.

 

The Problem with Pointing Fingers

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Bob Larson, CPC

Career Report

September 2018 Issue – 223

The Problem with Pointing Fingers

When things go wrong at work and mistakes result in a problem or even the loss of business, employees often get annoyed and want to place the blame on someone. But before pointing a finger at a follow employee, it’s important to take a step back and look closely at the situation. In the following Q&A feature article from The New York Times, careers columnist Eilene Zimmerman provides some important insight on the subject while also offering guidance on the importance of crediting employees for their good work when credit is due.

  1. How can you place the blame for a problem or mistake in an acceptable, professional way?

The last thing you want is a reputation for throwing co-workers under the bus, the article pointed out. Instead, it’s far more politically savvy and productive to approach the mistake as a team problem. “Recommend a post-mortem analysis of what happened, where you look at the chain of events, what occurred and what didn’t, and questions get answered in a good-faith process,” said Ben Dattner, a management consultant and author of “The Blame Game: How the Hidden Rules of Credit and Blame Determine Our Success or Failure.”

Even if it was clearly just one person who made the mistake, it’s helpful to look at ways the entire team can make sure the error isn’t repeated. Jodi Glickman, president of Great On The Job, a communications training firm in Chicago, said that little is accomplished by focusing on one person’s mistake. “It’s not about the one error,” she said. “It’s about the breakdown in communications or the lack of understanding of responsibilities.”

You can, however, speak privately to the person, letting him or her know you are aware that the mistake is their responsibility, and ask how you could help prevent it from happening again.

  1. What if someone blames you for something that isn’t your fault? Can you protect yourself without seeming overly defensive or childish?

Avoid a knee-jerk response and take a step back instead, said Lynn Taylor, chief executive of a workplace productivity firm in Santa Monica, Calif., and author of “Tame Your Terrible Office Tyrant.” She suggests putting yourself in the other person’s shoes to try to understand why he or she is blaming you. Show empathy to help defuse the tension, letting the person know you understand that there is reason for concern.

Keep your tone professional, and stick to the facts. Acknowledge that while you weren’t involved with the problem, you will be happy to help resolve it.

How does all the finger-pointing in a workplace affect its culture?

Unfortunately, finger-pointing or scape-goating is fairly common, said Jill A. Brown, an assistant professor of Management at Lehigh University. When people are insecure, they tend to shirk responsibility for their mistakes, she said. Indeed, a culture of blame can create a very difficult work environment, added Alina Tugend, who writes the Shortcuts column for The New York Times and is author of “Better By Mistake.”

Research shows that people in the workplace tend to copy blaming as a behavior, whether consciously or unconsciously, thus perpetrating the problem, Tugend told the newspaper. “Conversely,” she added, “when people see others taking responsibility for their mistakes or failures, they also copy that, creating a better overall work environment.”

Giving and receiving credit for a job well done is important, too. What’s the right way to give credit to others?

Credit motivates employees, Dattner said, and when there is a lack of it, people become demoralized and disengaged. But make sure that the amount of credit you give is commensurate with the accomplishment. “If it’s a small thing someone did, for example, don’t make it a public event,” Taylor added. Instead, thank the person privately or by e-mail – and be specific about what you’re acknowledging.

And be sure to give credit only when it’s truly deserved and then do so in a variety of ways and places – at meetings, during a lunch, in an e-mail, by text or by memo, using different language each time, she said.

Although acknowledging others is important for overall morale, does it benefit you directly in any way?

Giving credit to others publicly positions you as a leader, Brown said, because the ability to give credit is an important dimension of leadership. It also makes others want to work with you and for you. “If you share credit, are conscious of other people’s agendas and are always trying to make colleagues look good, people will love you,” Glickman added. “They will want to be on your team.”

News from BLK

Unemployment continues at a record low and employment shortages continue to become more severe in the technology sector.  Although wage inflation has not materialized in the general labor market we are witnessing a sharp rise in IT Developers hourly rates as the competition in this niche continues to become more competitive.

At Berman Larson Kane we continue to do our best to service our clients’ needs in several sectors with the IT developers talent niche is challenged.

As for looking ahead we are optimistic that employment will remain strong for the remainder of the year and well into 2019.  We thank all for your support and continue to build our potential talent cues to service our job-seekers and hiring managers.

Hiring a Resume Writer

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Bob Larson, CPC

Career Report

August 2018 Issue – 222

Hiring a Resume Writer

As job seekers find it tougher to compete for the attention of hiring managers, more of them have turned to résumé-writing services to help give them an edge, according to an article in The Wall Street Journal. But before you pay for someone to re-do your résumé, it’s important to do some research.

Out of more than 400 members of the National Résumé Writers Association, or NRWA (one of two main trade associations for résumé writers), only 34 have attained the National Certified Writer Credential. That makes quality tough to discern. And with résumé-writing services costing between $100 and $2,000, it’s critical that you know what you’re getting before you pay up. According to the article, here are five questions to ask a résumé writer before making an investment:

  1. Do you know my industry?

While some résumé writers promote their array of knowledge, it’s important to find someone who can also delve into your industry. A résumé for a finance role, for example, requires a deep understanding of quantitative skills. Recruiters reading a general, but well-written résumé, may be put off by what appears to be a lack of industry relevance.

This can be especially important for career switchers or others entering a new industry who don’t yet know the ins and outs of their new field, said Stacey Rudnick, director of M.B.A. career services at the University of Texas Austin McCoombs School of Business. “Make sure they speak that language,” she told the newspaper. Look for telltale signs like previous clients or industry affiliations to help gauge their industry acumen.

  1. Can I see samples that aren’t posted on your website, please?

After posting his résumé on a job board two years ago, James Wester, a Dallas-based marketing consultant, said six résumé writers contacted him. He chose the one whose work samples he considered most impressive. “They were making résumés that looked different and stood out,” said Wester, who took time to read several industry-related samples that were e-mailed to him.

That’s an important step. Go beyond reading a résumé writer’s website and request relevant samples of his or her prior work via email. Ask to speak to references directly—don’t simply rely on written testimonials. While time-consuming, talking to others who used the service can give you a good idea of what you’ll be getting.

  1. Are you skilled at working with people like me?

Weeks after Rosalyn Ray was laid off from her job as a medical health clerk last year, she decided to hire someone to revamp her résumé. “I wasn’t getting any hits,” she said. She found someone online, being initially wowed by the writer’s website, which boasted dozens of résumé samples along with testimonials. More than $100 later, her résumé came back full of typos and misspellings. “I didn’t do much due diligence,” admitted Ray.

After her initial blunder, Ray did find someone who was capable of improving her document. Besides being local and available for a face-to-face meeting, the writer also had experience working with candidates looking for mid-to-entry level positions in her industry, the same sort of jobs Ray was targeting, she said.

  1. How will you tackle writing my resume?

Résumés edited or created from scratch by lackluster writers are easy to spot because they often read like the experience is too good to be true, said Richard Freeman, a principal recruitment consultant at recruiting firm Hays Plc. “It’s almost always a series of amazing achievements and it looks like it’s written by someone who is trying to sell you,” Freeman said.

To avoid a résumé that skims the surface and to get one that actually points out your skills and responsibilities, inquire about the professional’s writing process and communications style. Look for résumé writers who do over-the-phone interviews or present job seekers with extensive questionnaires to really get at each person’s experience.

Since candidates rarely have just one version of their résumé, it’s also important to be sure a writer has a capacity to discuss different versions later in the job hunt, Rudnick added.

  1. So, what did you do before you were a resume writer?

Before signing over your résumé to a writer, it may be a good idea to ask for some insight into his or her background. While a résumé writer doesn’t need a specific degree, experts point out that previous experience as an executive recruiter or human resources manager is a major asset. “If someone owned a florist shop for 20 years and decided to go into résumé writing, I’d question how this person is qualified,” said Tom Heard, founder of eSearch Associates, an information-technology recruiting firm based in Louisville, KY.

To verify, don’t be afraid to so some online snooping, such as by looking up the writer’s name on a search engine or viewing their profile on a business-networking site like LinkedIn. And if the résumé writer claims to be part of a professional association, check the group’s online directory for his or her name.

NEWS FROM BLK

Hot Summer / Hotter Job Market has been the experience here at Berman Larson Kane.  Competition for top grade talent has never been more competitive as the labor supply channel continues to deplete.  We have noticed candidates being extremely selective and looking for not just a job but for a career and life-style match.

Berman Larson Kane is proud to launch it’s new candidate registration web system.  We believe this will assist job-seekers in applying seamlessly into our web portal for multiple jobs.

Enjoy the remaining weeks of summer and the warm weather and hopefully a few days off for all.

 

Five Ways to Derail an Interview

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Bob Larson, CPC

Career Report

July  2018— Issue 221

 

Five Ways to Derail an Interview

An interview is one of the hardest things to obtain as a job seeker – and unfortunately, it’s also one of the easiest ways by which you can lose a job opportunity. Indeed, interview mishaps happen to everyone, but by being well-prepared and aware of potential interview blunders, you can enhance your chances of avoiding them and securing the position you desire, according to an article published by CareerBuilder.com.

Being well-prepared can clearly impress a potential employer, the article noted. That’s why it’s crucial to research the company ahead of time and prepare lists of questions that the employer might pose, as well as questions to ask the employer, as covered in last month’s feature story. It’s also important to relax and be yourself during the interview.

“You can essentially direct the interview to areas you are most comfortable talking about,” said Laura Rose, a life and business coach and owner of Rose Consulting, who pointed out that using this strategy relaxes the entire interview. “Listening to the interviewer answer your questions, you can clue in on his terminology and what he feels is most important. Then you can highlight those same terms and skill set in your comments back to him.”

Yet despite such preparation, there are unfortunately still many ways to derail an interview. Here, according to CareerBuilder.com, are five mistakes that jobseekers need to steer clear of:

  1. Inappropriate Attire

“If you are not professionally attired, you won’t get the job, even if you are the most qualified,” said image consultant Sandy Dumont. “Always dress better than required for an interview. Never dress down, because it is insulting to the other person. It says, ‘I don’t have to impress you; I dress for my own comfort.’ When you dress to impress, they get it, and you will stand out from all of the other candidates.”

  1. Trying to lead the interview

“Many of my clients have children [They have a] tendency to talk over their interviewers. That’s how they manage to be heard at home and that’s what they often do in their interviews,” said Roger Cohen, a career counselor. “When you don’t listen, you don’t get invited back for a second interview. Interviewers, in general, want and expect to be in the driver’s seat.”

  1. Showing up too late or too early

“If you’re more than 15 minutes early to your interview, go to the restroom and freshen up, then casually walk in about 15 minutes before your scheduled appointment,” said Maggie Applegate Prasad, founder of WiSo Résumés.

  1. Bringing your own food or drink

“Do not bring any food or drinks into the office of the interviewer. Many find eating or drinking a big distraction and some people are sensitive to smells,” Prasad said. “It’s best to just wait until after the interview is over.”

  1. Forgetting important information

“On a sheet of paper write down the following information: company, address, phone number, hiring manager, person who scheduled the interview, position you are interviewing for and job duties,’ Prasad said. “Study this and bring it with you the day of the interview.”

NEWS FROM BERMAN LARSON KANE

“Hot Summer Even Hotter Job Market” is the feedback from BLK staff and clients’.  With record low unemployment rates top talent is in short supply and the competition for top tier candidates has never been hotter.

So if you are challenged to hire and are experiencing challenges finding top talent give Bob Larson a call @ 201-556-2887.  He is always available to listen to your challenges and will see if Berman Larson Kane can recommend a cost effective solution to your staffing needs.

Enjoy the summer and all the fun that the season brings.

Interpreting Job Postings

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Bob Larson, CPC

Career Report

June 2018— Issue 220

Guidance for Interpreting Job Postings

Trying to figure out the language of job postings is one of the biggest challenges that job seekers face. That’s because job postings are presented in many different formats. If you’re not careful how you interpret them, you may easily eliminate yourself as a possible applicant.

Job and career expert Nathan Newberger believes there are four key components to job postings — requirements for experience, salary, organization skills and proficiency. Learning how to decipher the specifics of what each conveys in an ad is a critical first step in applying for jobs advertised. Newberger provides the following guidance and insight from his newsletter WorkTree.com on each of the requirement components, offering deeper meaning to job advertisements and help for job hunters in addressing such ads that come their way:

  1. Experience Required

The single most common requirement stated in job advertisements is experience. Some positions require no experience at all, while others might require 1-2 years and most senior positions might require 10 years or more. These numbers can be intimidating, but the right approach can make a difference. When thinking about the experience required by a job, consider these three options:

  • Work experience is not just typical jobs. Internships, volunteer work, and clubs are all valid forms of experience. Any learning opportunity is considered work experience.
  • Tailor your résumé to fit the job description. If an advertisement says that a position requires three years of experience in sales, make sure your résumé highlights the fact that you have three years of experience in sales.
  • Not meeting experience requirements doesn’t always eliminate you. More than anything, companies want good employees. Between your résumé and cover letter, if you can persuade a company to view you as diligent and quick to learn, you have a good shot at the job.
  1. Salary Required

In addition to a résumé, many job ads ask you to submit your “minimum salary required.” This request strikes fear in the hearts of the timid. If you give too high a salary, a company may not be interested in you. If you give too low a salary, you may not be able to make ends meet.

When you are caught in this dilemma, you have two options:

  • Many times you can get by just by saying that your salary requirement in “negotiable.” Putting off salary negotiations until you actually have the job is a good stress reliever.
  • Try calling the employers anonymously to get information. If a specific number is absolutely necessary, provide a salary range.
  1. Organization Skills Required

Anytime a job advertisement makes a point to mention “organizational skills” or “communication skills,” the employer actually wants to know three things: do you get the job done on time, do you do the job correctly, and do you work well in teams. Now if employers were that direct, job hunting wouldn’t be so difficult.

Since life isn’t that easy, you have to be sure to answer the secret questions you are asked:

  • Be sure to incorporate your ability to meet deadlines and work on team projects into your résumé. Your résumé creates the first image an employer will have of you.
  • Employers love multi-tasking. Convey the fact that you had many responsibilities at previous jobs, and you always succeeded.
  • Explicit examples are always good. If they do not fit in your résumé, work them into your cover letter. Otherwise be sure to mention them in your interview.
  1. Proficiency Required

Besides generic traits that employers like to see in applicants for any position, job advertisements will make statements about specific skills related to a specific job. It seems that the most favorite description to use is “proficiency in.” Other popular descriptors are “command of” and “working knowledge of.” They all mean the same thing, but many people don’t realize what it is.

Whenever you see specific skill requirements and wonder whether or not you meet them, consider these issues:

  • Certain skills have official certifications, so if you have one be sure it is on your résumé.
  • Being proficient means being comfortable using something on a day-to-day basis and being able to answer simple questions about it.
  • When it comes to languages, there is a difference between being fluent and understanding most things. There is no shame in saying you have a “conversational” understanding.
  • If the same skills continue to pop-up in job postings, it may be time for you to acquire them.

Perhaps job advertisements are not as direct as they should be, Newberger points out. Nonetheless, there is now an industry standard on how to write them and its up to you to be able to read them correctly. These tips should give you a good starting point for tackling new job advertisements that come your way, he explains. Keep them in mind, because deciphering the language of a job advertisement will put you a step ahead of everyone else.

NEWS FROM BLK

Bob Larson, CPC  recently was one of the presenters at Seton Hall University  for a program sponsored by the NJ West Point Field Force on Ethics & Leadership on June 3rd.   Bob’s reaction to the high school students who attended ” I was extremely impressed with the young women and men’s exceptional talent, articulation and maturity beyond their years.  If this is sample of our countries future we have a lot to look forward too.”

As the summer weather begins the job market remains hot and probably the best conditions for job-seekers in the past decade.  Employer ‘s are challenged to attract top talent in a wide verity of technical and leadership positions.  We at Berman Larson Kane thank our clients and candidates for their support it is truly and honor to assist the hiring process and career enhancement challenges of job-seekers and employers.  Enjoy your summer.

Turning Downtime Into Job Offers

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Bob Larson, CPC

Career Report

May 2018— Issue 219

Turning Downtime Into Job Offers

If there’s one thing that most unemployed job seekers have in abundance, it is time. And yet many of them misuse it. According to an article in The New York Times, that’s because in the post-layoff life it can be easy to put off completing activities and projects. Unlike when you’re working, no one will come after you if you don’t finish them.

But having a structured schedule can change all of that, turning downtime into productive time and helping to improve one’s chances of finding a job.

Without a structured schedule, the article pointed out, it can be very easy to go to the gym, have a leisurely lunch, take a nap, and watch some TV before dinner. Or you may engage in a whirlwind of e-mail messages, Googling, calling and appointment-making, only to realize that very little of it got you closer to finding a job.

“Having no structure is the biggest enemy to being organized and being focused,” said Julie Morgenstern, a productivity consultant in New York and author of “Time Management From the Inside Out.” According to Morgenstern, job seekers should create specific work hours and a time map along with mini deadlines, she said. Like many other experts, she recommends treating job hunting like a full-time job.

Kimberly Bishop, chief executive of a career management and leadership services firm in New York, added that looking for a job involves so many steps that trying to define and prioritize them can be overwhelming. “I don’t think that there’s ever a time that the job search process is easy,” Bishop said. Because it is not something people tend to do on a regular basis, few are truly skilled at it, she said, but “being prepared and having a plan and a process brings confidence.”

To begin, Bishop told the newspaper, set aside a physical space for job hunting and devote from several days to a week solely to laying the groundwork for your search, she said. Too often, Bishop said, people fling themselves into making appointments and arranging interviews before they even have their résumés updated or know what kinds of jobs they should realistically seek.

Prepare résumés, write sample cover letters, assemble your references, and put together samples of your work, she recommended. Compile an inventory of your skills, accomplishments and honors – Bishop calls this a “success folder” – ready to be shown or recounted during interviews.

“Once the job hunt gets started, it’s so easy to become overwhelmed with just the management and organization of paperwork,” Bishop said. So create files, either paper or computer ones, to keep track of where you have applied and where you have had interviews.

After this initial preparation it’s time to get started in earnest, the article pointed out. Morgenstern suggests dividing the day into three compartments: preparation and research, meetings, and follow-up. “Mixing it up” this way can stop you from obsessing about things and from being paralyzed by perfectionism.

Bishop echoed this sentiment, saying it is dangerous to spend too much time on any one thing. Some people spend all of their time in front of the computer sending unproductive e-mail messages and applying for jobs for which they aren’t qualified. Other people spend all day at networking meetings and informational interviews without doing the concrete work that leads to an actual application or an interview.

In the article, Morgenstern suggested this sample day of varied activities: From 9 to 11, do background research on companies that you will be applying to or interviewing with. Research unconventional industries that may fit with your skills. Take an online career assessment test. Generate a list of contacts for networking purposes. Look up networking organizations.

Between 11 and 2 or 3, you might meet with a friend or former colleagues or a career counselor for lunch or coffee. Try to schedule a meeting every day, or five meetings a week. “These benchmarks keep you from becoming complacent or depressed,” and keep you connected with the outside world, Morgenstern said.

Then go home and do follow-up work, she said. Send a thank-you e-mail message to the person you had lunch or coffee with and forward any articles or leads that you may have mentioned. Send thank-you notes that day. Do not put that off, she added.

End every day by planning the next one, plus the two days after, Morgenstern said. This “three-day arc” puts your job search in context and enables you to pace yourself. “People are energized by getting things done,” she said. “Energy then begets more energy and more productivity” and that begets confidence. Then, she said, when you’re calling people on the phone or meeting with them, you radiate confidence and increase your chances of being hired.”

NEWS FROM BLK

Finally we have experienced some warm spring weather and the job market continues to warm and at times even over heat.  We have been experiencing challenges in finding great talent in several niches.  Client plans for hiring continues to increase and the unemployment numbers remain in record low territory.

So this remains a good time for job seekers and hopefully wages will see an increase for all in the near future.

We do see job descriptions being restructured as the nature of productive work continues to adjust to innovative market conditions.

As always we thank everyone for their support as we celebrated our 38th anniversary bringing the “Best Staffing Options” to employers and job-seekers.

Building Trust with your Boss

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Bob Larson, CPC

Career Report
April, 2018 — Issue 218

Building Trust with your Boss

Maintaining a trusting relationship with your boss can be a definite plus for your career but, according to an article from CareerBuilder.com, establishing that rapport can be difficult and may take a significant amount of time. Still, in the end, the article pointed out, it will be well worth the effort.

“Trust is the most important ingredient for a workplace to function correctly,” said Robert Whipple, chief executive of Leadergrow, Inc., a leadership development firm, who added that it’s especially important to build a genuine relationship with your superior.

With that in mind, here are some tips from CareerBuilder.com on how to build a sense of trust with your boss:

Skip the gossip — Whether you are complaining about others in the company or telling your work friends how much you dislike your boss, any kind of gossip can backfire.

“Complaining to your co-workers about your boss is a sure-fire way to plant the seeds of distrust with your boss,” said Brandon Smith, an expert in workplace health and dysfunction. He recommends being especially careful while sharing work-related complaints on social networks such as Facebook. “Eventually, it will get back to him or her and they will see you as an enemy versus an ally,” he added.

Provide updates — Most bosses don’t micromanage, so it’s up to you to provide updates on your projects and build their sense of trust in your work, the article noted. “By proactively providing a status update regarding your progress on a regular basis, you enhance trust because your manager doesn’t wonder what you are up to and doesn’t have to ask,” Smith said.

Don’t promise too much — It can be easy to commit to several projects, only to find out you can’t finish them all at the end of the day. “Poor follow-up trashes trust,” Whipple told CareerBuilder.com. Even if your boss isn’t looking over your shoulder, make a point of meeting any deadlines you’ve set for yourself and don’t set the bar too high.”

Never hold back pertinent information — Even if something you tell your boss may cast you in a bad light, omitting details is a definite no, said Kristi Hedges, a managing partner at Element North, a leadership development firm. “Tell it straight and avoid lies of omission,” she added. “Don’t hold back information that may be hard to deliver, or feedback that [your boss] needs to be successful.”

Be a team player — For many supervisors, trust is determined by how employees interact with their peers. It’s important to work as a team and contribute where your help is needed rather than solely seeking attention for your own projects. “There’s a fine line between being ambitious and seeming to be out for yourself,” Hedges said.

Go beyond the office — Learning about your boss on a casual basis can be a great way to develop a stronger rapport, Smith added. “Whether it’s an occasional lunch with your manager or the casual non-work-related conversation, by getting to know him or her on a more personal level, you build trust because you find more points of connection,” he said. Ask for feedback during these informal gatherings, which can also help you establish a more trusting relationship.

Demonstrate Consistency — Another way employees can build trust is by “demonstrating a stable mood and composure, and reacting consistently to challenges,” Hedges told CareerBuilder.com. If you tend to have weeks of productivity coupled with days where you’re less productive, aim to be more consistent. “You can undermine all of the benefit you get from a stellar project by seeming to check out the week after that,” she said.

As you continue to build trust with your boss, it’s important to also consider what kind of messages you’re getting back,” Smith added. “Sometimes we try to build trust with a boss who isn’t worthy of our trust,” he said. “If you see you’re boss is unethical, abusive, manipulative, unstable or incompetent, keep a healthy distance.” And be aware that some supervisors punish employees for revealing too much or being too trusting – so it pays to be careful with those types of managers.

NEW FROM BERMAN LARSON KANE

The stock market has been on a wild ride and it sorts out trade issues, interest rates, inflation and we at Berman Larson Kane continue to see a steady hiring pace by many of our clients.

This is a good time to be a job seeker and hopefully somewhere in the near future employee’s will see significant salary raises.

We have seen increase hiring in technology, insurance and healthcare.

The 2nd quarter has traditionally been a busy quarter and we are anticipating the same volume for Q2 2018.  We thank all for your support and allowing us to assist with your hiring challenges and being part of your career enhancement

 

 

Messy Desk Will Cost You Dollars (Reprinted Popular Demand from 2014)

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Bob Larson, CPC

Career Report
March , 2018 — Issue 217

 Messy Desk Will Cost You Dollars (Reprinted Popular Demand from 2014)

If your desk is a mess, it’s time to start thinking about getting organized. According to an article in USA Today, not only can messy desks lead to lost documents and lost time, there’s also a possibility they can result in a lost raise or promotion.

Believe it or not, the cleanliness and organization of an employee’s desk are considered by more than half of America’s managers when they conduct annual reviews, hand out raises, and offer promotions, a survey by office supply company DYMO of Stamford, Conn., revealed. In fact, of the 2,600 bosses surveyed worldwide by the firm, 51 percent agreed there is a link between a worker’s organization skills and job performance.

In other words, employers look more positively at neat nicks than slobs. And the reason may have a little to do with the bottom line. It is estimated that for every document lost an employee costs a company $120, the survey found.

“There are uncountable hours lost each year in the workplace because of disorganization,” said Julie Mahan, owner of Indianapolis-based Simply Organizing, which offers workshops and one-on-one counseling for organizing offices. “But people mix up cleaning with organizing. Being clean is a visual thing, but being organized is being able to find things when you need them.”

According to the USA Today article, employees fall into a variety of categories when it comes to workplace organization, the DYMO study revealed. About half of American workers are professional but relaxed, meaning their desks are organized but have a couple of small, neatly stacked files; 31 percent work among organized chaos; 13 percent are the creative type, or very messy; and 7 percent are prim and proper, meaning the only thing on their desks is a paperclip.

For workers seeking help with getting organized, Mahan teaches her own detailed system of organization, which includes a critical question: What to do with all that stuff which lands on your desk. “Handling those incoming items is a big issue. We get buried under it,” she told the newspaper. “The physics of clutter is that it will come into your office without your assistance but will not go away without your assistance.”

Her advice is to handle all mail, e-mail, voice mail and verbal requests immediately and make one of five decisions: discard it, delegate it, respond to it, file it for follow-up, or put it in a safe place for future reference.

And as you make that decision, remember the 80/20 principle. “Eighty percent of the stuff you get, you are never going to need again,” she said. “Twenty percent you do need, and you need to prioritize its importance.”

E-mail can be a particular challenge in organization and time management, the article pointed out. Most people deal with e-mail as soon as they arrive at work, but it’s the worst thing to do, according to Janet Nusbaum, owner of Simplified Spaces, a professional organization in Carmel, Ind. “Get a few critical things done first thing before you check your e-mail,” she counseled. “Because (e-mail can be) so distracting it can just really derail your whole day.”

A key to being organized is determining what time you are most productive, whether that’s at the end of the day, right after lunch or first thing in the morning. Schedule your most important task of the day then, Nusbaum recommended. And when the day is over, check the next day’s calendar to prioritize your schedule.

Getting organized in the office may seem a bit daunting to some. But actually it just takes discipline so that things don’t pile up. To help you, USA Today cited the following tips from several entities that specialize in workplace organization:

When you receive a piece of paper, an e-mail, voice mail or verbal request, immediately decide to:

  • Discard it if it’s junk or something you will never need.
  • Take immediate action, if it’s yours to take care of and needs to be responded to.
  • File for follow-up, if it doesn’t need immediate attention but definitely needs to be done.
  • Put it in a reference file, if you’ll need it in the future.

In your daily grind:

  • Keep only supplies you need on a daily basis on your desktop.
  • Have a master list of file names to use when deciding where to file a piece of paper.
  • Set aside a certain amount of time once or twice a day to check and respond to e-mails.
  • If you don’t have to answer your phone every time it rings, let voice mail do some of the work.

In your files:

  • Keep a file labeled for each day with things that need to be done.
  • At day’s end, pull out the next day’s file and prioritize tasks.
  • In the morning, pull out the first task and start to work on it.
  • Move anything not accomplished to the next day’s folder.

NEWS FROM BLK

As the stock market gyrates daily we at BLK have seen the hiring cycle fluctuate more than in recent memory.  We have seen hiring cycles continue to increase within various niches.  As March brings the usual accelerated job openings  the competition for top talent continues to competitively increase.  So this remains a good time to be a job seeker as opportunities abound.

We at Berman Larson Kane thank you for your continuous support and business and we at excited about assisting your talent acquisition needs.  Enjoy the spring weather that is just around the corner.

 

Be Cautious with Social Networking Sites

Posted by boblarson on
Bob Larson, CPC

Career Report
February, 2018 — Issue 216

 Be Cautious with Social Networking Sites

Growing numbers of business professionals are connecting into social networking Web sites, such as Facebook, in an effort to build work relationships, meet new contacts, and better market themselves. But such sites also provide a window into people’s personal lives causing concern to some about giving people in the business world too much information. In a Q&A feature from The New York Times, careers columnist Matt Villano offered the following guidance on how workers can use social networking sites and maintain a professional demeanor.

Q: You have mixed feelings about giving professional contacts a window into your personal life via social networking sites. What should you do?

Proceed with caution. While it may seem harmless to establish virtual connections with your officemates, doing so might put you in an uncomfortable position at work, said Juliette Powell, who runs a career consulting business and wrote a book about social networking, “33 Million People in the Room.”

Social networking is “all about establishing boundaries,” she said. “If you have something online that you wouldn’t share openly with people in the office, you probably want to think twice about inviting them in.”

Q: Are some social networking outlets more business-oriented than others?

Of popular sites – Linkedin, Facebook, and Twitter – only LinkedIn limits users to posting business-related information like work experience and professional recommendations.

Q: What are the professional benefits of connecting with colleagues via online sites?

Employers can use them to complement their professional networks – a virtual extension of the traditional Rolodex. Artists post on and Twitter to advertise their work. Jobseekers use LinkedIn as a way to exchange interview tips.

Small business owners even conduct everyday operations over social networking sites. Serena Software, an application development company in Redwood City, Calif., uses Facebook as an unofficial company intranet, encouraging employees to share documents, post PowerPoint presentations and exchange e-mail messages there.

The company even allows employees an hour every Friday to explore the site and update their profiles. “We’re trying to achieve maximum collaboration,” Rene Bonavanie, the company’s senior vice president for marketing, told the newspaper. “If people are using this site for personal reasons anyway, why not encourage them to use it here, too?”

Q: What are the potential pitfalls?

Public embarrassment, for one. Comments on many social networking sites, much like blogs, exist forever, meaning that a person can access them at any time, read them and pass judgement accordingly.

Photographs can become a nuisance, too. Especially on a site like Facebook, where someone’s approved contacts can “tag” a user in a photo, there’s a chance that colleagues might come across images of you behaving wildly years ago at a college party, or performing drunken karaoke last weekend, or worse.

“Any time the camera comes out these days, there’s a chance the resulting photos will be on the Internet within minutes,” said Nathan T. Wright, founder of Lava Row, a social media strategy firm in Des Moines. “If you’re going to have work people on these sites, you need to understand this threat.”

Dismissal is even possible if you post something unflattering about your employer in a status update or other feature that can be viewed by everyone on your network.

Q: To what extent can you control the information your connections see?

Every social networking Web site works differently. On LinkedIn, where all information is business-related, users can choose which information to include in their public profiles. On Twitter, most posts, or “tweets,” are public.

Nick O’Neill, who writes the independent “All Facebook” blog, has published a guide to mastering the site’s new privacy settings. The post detailed ways that users can organize friends into certain lists, and select which of those friends see what. It also explained how users can prevent profiles from coming up in standard Google searches.

“Most Facebook” users don’t even know these features are options,” said O’Neill, who also owns a digital media company in Washington. “I can’t tell you how many people sign up and don’t ever think about privacy again.”

Q: If you wish to decline certain connection requests, what is the most polite approach?

Be honest and consistent. Rachel Weingarten, president of the Octagon Strategy Group, a consulting firm in New York, said employees who wish to avoid colleagues on certain social networking sites should respond to every request by explaining that they’d rather put all work contacts into one particular social network, or designate all social networking sites for connections made outside of work.

These sorts of policies must be applied equally, she told the newspaper. “The last thing you want is to accept some requests but decline others, then have the people you’ve rejected find out they didn’t make the cut,” she said. In the world of modern office politics, she added, “that’s about as bad as it gets.”

 

NEWS FROM BLK

Job creation numbers continue to show steady growth, the stock market continues upward and a wave of additional hiring optimism should follow.  We are BLK continue to see greater competition for talent and skill shortages becoming more severe.

As president of Berman Larson Kane we look forward to increased hiring and hopefully an increase in wages as competition continues to rise.  Our outlook for Q2 is very positive.  Thanks for you decades of confidence in allowing us to assist each of you with your talent acquisition programs.  It is truly an honor.

 

PAY IS LESS OF A SECRET FOR MILLENNIALS

Posted by boblarson on
Bob Larson, CPC

Career Report

January  2018

Feature Story

 

PAY IS LESS OF A SECRET FOR MILLENNIALS

Managing a generation of young people inclined to share their relationship statuses and meal photos on social media requires employers to adjust how they approach compensation, according to an article in The Wall Street Journal. That’s because, for millennials, pay is not a topic they shy away from openly discussing.

“Pay and promotions are not secretive topics anymore,” said Mary Ann Sardone, who consults with large employers on compensation issues and leads the workforce-rewards practice at benefits consultant Mercer, a unit of Marsh & McClennan Cos.

“Companies are spending more time ensuring their pay decisions are fair and highlighting career paths under the assumption that the information is going to be widely shared,” she told the newspaper.

Roughly one-third of U.S. workers age 18 to 36 say they feel comfortable discussing pay with their co-workers, more than any age group and about four times the rate among baby boomers, ages 53 to 71, according to a survey of 1,000 employees conducted by personal-finance firm Bankrate Inc.’s TheCashorette.com.

Nearly half of millennials surveyed say they talk about compensation with their friends, compared with 36 percent of Americans overall.

According to the article, when Cameron Feenstra received a job offer from Prattle Analytics, a St. Louis research firm, the first thing the 22-year-old did was call his sister. Although he was willing to take a below-market salary for the chance to work at a fast-growing start-up, he wanted to ensure his offer of $42,000 was fair salary for his role as a junior qualitative analyst.

After talking about salaries with friends and family, and consulting anonymous career and salary-sharing websites such as Glassdoor, Feenstra decided to negotiate for more money, even though it was his first real job in the field.

“People who don’t ask around never learn how to negotiate because they don’t know where everyone else is” in terms of salary as a reference point,” Feenstra told the newspaper. He got a pay bump to $45,000 before accepting the offer.

The attitude shift has put greater pressure on employers to explain why some workers are paid more than others and to formalize compensation and promotion practices, said Kristina Launey, a partner at law firm Seyfarth Shire LLP, which specializes in labor and employment issues.

Moreover, the article pointed out, a rash of new city and state ordinances in Philadelphia, New York City and Massachusetts bar hiring managers from asking job candidates about their salary history, pressuring companies to be more transparent about what they are willing to pay for many roles.

Bill MacMillan, Prattle co-founder and chief technology officer, said he is accustomed to requests like the one from Freenstra. But keeping the 19-person startup on good financial footing while offering competitive-enough salaries to retain talented workers is a delicate balance, he added.

“I have great people, so I would love to pay them lots and lots of money,” MacMillan told The Wall Street Journal. Instead, he said, the firm explains to job seekers that while their salary may start at a below-market level, their performance and pay will typically be reviewed at least twice a year—at which point he and other managers can be “aggressive” with raises for top performers.

Since Feenstra began working at Prattle, he has discussed his pay with several of his colleagues. The chats have given him an idea of what to expect when discussing future raises, such as when his boss reviews his performance later this year.

NEWS FROM BLK 

As the New Year begins we are very optimistic about hiring plans from many of our clients.  As 2017 closed with good job growth figures we are looking forward to a continuing or hopefully increasing pattern in 2018.

In anticipation of this trend we at BLK are planning to add to our talent discovery team in February to better serve our clients anticipated demands.

As always we thank each of you for your support and confidence in our talent discover process.  Wishing all a wonderful New Year and seamless hiring during 2018.