CAREER MAGAZINE JAN FEB 2010 - Lisa Orelle

NOMINATONS NOW BEING ACCEPTEDwww.thecareermag.com/whoswho

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EDITORIALPUBLISHER | Stephanie C. Harper

EDITORIAL DIRECTOR | Stephanie C. HarperEDITORIAL ASSISTANT | Pamela Burks

EXECUTIVE DIRECTOR | Niakesha WoodleyPUBLIC RELATIONS DIRECTOR | Andretta Greer

CONTENT EDITORS | Velma Larkins and Petrina HillCOORDINATOR | Dena Austin

COVER and WEBSITE DESIGN | Sharaye Smith

CONTRIBUTORSDreena Armstrong, Kimberly A. Benjamin, Thejenda BS,

Pamela Burks, Pamela Byrd, Stephanie C. Harper,Carol Haynes, Courtney A. Hammonds, Traci Morgan,

Biba Pedron, Linda Pucci, PhD, Natasha Renette,Wahid "Mr. Tycoon" Shakur, Jim Stroud, Otis Collier,

Tracy Laswell Williams, Niakesha Woodley,Andretta Greer, Linda Matias.

HUMAN RESOURCES and ORGANIZATIONAL STRATEGYSTEP Enterprises, Inc.

President and CEO | Stephanie C. Harper, PHR, CCP, CHRMAssistant to the President and CEO | Pamela Murphy

VP, CAREER Events | Niakesha Woodley, MHRDVP Strategic Alliances | Frank Aikens

Marketing Director | Anetra Henry-HuntingCreative Consultant | Chantony Marshall

Sales | Cameo Clark, Sunny Slaughter, Andretta Greer

BOARD of DIRECTORSChiquita Board, Velma Larkins, Clifford Houston,

LeVon B. Haynes, Elane Saunders, Mildred Mason,Vivianne Hardy-Towns

CAREER Magazine | 4 | January /February 2010

EDITORIAL INQUIRIES

CAREER Magazinea StephanieHarper.com Publication

P.O. Box 54166Atlanta, GA 30308

[email protected]

ADVERTSING INQUIRIESMedia Kit available online at

www.thecareermag.com or by phoneat 404.604.4511

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Official Websitewww.thecareermag.com

Publisher's Websitewww.StephanieHarper.com

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IN THIS ISSUE...

4 EDITORIAL PAGEMeet CAREER Magazine

6 PUBLISHER'S PERSPECTIVEYou Are Cordially Invited toWin in 2010!By Stephanie C. Harper

7 PUBLISHER'S PAGECongratulations are in order!

8 YOUR VOICE IN PRINTReflections and Reactions

10 BLACK AND WHITE TERMSHuman Resources Terminology

11 BUSINESS OWNER BOOT CAMPPlease put it in writing!By Stephanie C. Harper

12 UNIQUE IMAGESFashion: Evolution and RecreationBy Courtney A. Hammonds

13 SPOLIGHT ON SUCCESSMeet Cheryl PullinsPublisher of live magazine

14 HR NEWSUnderstanding UnemployementBy Carol Haynes

17 ASK THE EXPERT / Q&AHow do I explain employmentgaps?

18 COVER STORYMILLENNIAL MADNESSWith Generation Y ExpertLisa OrrellBy Stephanie C. Harper

24 CAREERS AND CHRISTA Situation for RevelationBy Stephanie C. Harper

26 INSPIRED PERSPECTIVESMillennials, Let's Talk!By Drenna Armstrong

27 CAREER TIPSTrick Questions in the InterviewProcessBy Stephanie C. Harper

28 INNER RESOURCESThe Secrets to Reclaiming YourLost MotivationBy Linda Pucci, PhD

29 HR PERSPECTIVEEducation vs. Experience?Employers Sound Off

30 EMPLOYEE PERSPECTIVEMoney vs. Perks?Employees Sound Off

31 OFFICE TIPSTips for Encouraging ProperOffice BehaviorBy Traci N. Morgan

32 SPOTLIGHT ON SUCCESSMeet Todd RhoadManaging Director, BTConsulting

33 I LIVE ONLINEWhy Some Recruiters NeverCallBy Jim Stroud

35 LIVE AFTER LAYOFFWhat's Your Contingency Plan?By Otis Collier

36 COMPENSATION CORNEREmployers: Is your payrolldepartment keeping you safe?By Niakesha Woodley

37 BUSINESS AS USUALAre you the new kid on yourblock?By Pamela Burks

CAREER Magazine(a StephanieHarper.com Publication) is agreen publication written by careerindustry professionals for job seekers(employees, employers andentrepreneurs. Published bi-monthly, nopart of CAREER Magazine may bereproduced or transmitted in any form orby any means without the writtenpermission of the Publisher. All letterssent to CAREER Magazine will be treatedas unconditionally assisgned for thepublicaton and are subject to CAREERMagazine's unrestricted right to edit andcomment. The opinions expressed by ourcontributors are not necessarily those ofthe Publisher.

All articles are intellectual property ofCAREER Magazine and/or its contributors.All rights reserved. Copyright 2008-2010.

Cordially InvitedWelcome to a New You!

In 1965, the late James Brown released a song entitled "I Got You"more commonly known as "I Feel Good". To date, it is one of Brown'ssignature songs and is arguably his most widely-known recording. Thewords of the song (sing with me), “I feel good and I knew that I would!”I've sang that song since I was a little girl and every time it plays mymood instantly changes for the better. On July 11, 2009, I felt that“good” feeling when I united in Holy Matrimony with my husbandLeVon. I felt that “good” feeling as we crossed over into a new decade,and you better believe I have that “good” feeling as I write to you!

I’m so very excited about 2010 and all that is available to us. Many arefighting the recession with boxing gloves, yet others are using this timeto reflect, re-define and become independent. Why? They have simplydecided that no matter what, they will win! Winning means more thanbeating the competitor. It also means to make one’s way or to attaina point or goal. As I’ve said for many years, “Success is personal andyou are the only one who can define it!” This year, you decide whatsuccess looks and feels like to you.

Speaking of success, CAREER Magazine wants to recognize, honor andcelebrate men and women who work in the career industry in the 2010Issue of “Who’s Who in the Career Industry”, be sure you stop by theCM website (www.thecareermag.com) to nominate yourself or otherswho have made their mark in the career field.

Thank for your continued support of CAREER Magazine and stay tunedfor CAREER Magazine TV... coming to inform, inspire and ignite yourpassion.

Cordially Inviting You to Win,

Stephanie C. Harper-Haynes, PHR, CCP, CHRMAuthor, Career Expert, Speaker, Radio HostPublisher, CAREER Magazine

You Are

To Win In 2010!


Publisher's Perspective


Congratulations

TO CAREER MAGAZINE'S PUBLISHER

LeVon & Stephanie

07.11.09

Publisher's Page

EXCELLENCEI certianly enjoyed your issuefeaturing Mr. President BarackObama. The profile on his careerwas phenominally wrtten. Ipersonally wish he had theopportunity to see such a wellwritten piece about hislife/career. I have shared thisissue with several people who allshare the same sentiments.Please keep up the great work,CAREER Magazine is apublication of excellence!

D. Hamley, Pheonix, AZ

EDUCATION AT ITS BESTWow! Thank you for sharing the101 Black Facts. This was a peiceof history that everyone nomatter the race, color or creedcould learn from. This is really agood read.

G. Campton, Vancouver, Canada

FIRST FAMILYMr. Obama is a great person and Iwish him much success. Thanks toCAEREER Magazine forhighlighting the first family. It isamazing that the media choosesto focus on the shorts MichelleObama wears on a familyvacation, but refuses to tell theworld how powerful she is. I hadno idea she was so accomplished.They have always said "behindevery good man is a greatwoman!". Keep educating us andgiving us iformation we can all use. D. Mitchell, Tacoma, WA

INSPIREDBorn and raised in California, I havebegan to understand my roots andwhere I truly come from as an adult(28). I think this was one of the bestProfiles that I have seen on thePresident. Never in my lifetime, did Ithink I would see a person who lookslike me hold the highest office in theUnited States. Mr. President'sjourney has truly inspired me to be abetter man, a better friend, and abetter person. I am convinced nowthat I can do and become anything Ichoose. Thanks, CAREER Magazinefor giving us a unique look at careers,this is good stuff! B. White, Sacramento, CA

GREAT WORKCAREER Magazine is one of the mostimformative publications I have seenon career development. Please keepup the great work! S. Smith, Detroit, MI

GREAT FACTSThank you for sharing the black facts.Very imformative! I thought yourLove Speaks article was fantasic. Ihave implemented some of the thoselove languages in my house any mymarriage is much better. It's true,being happy and inlove is a choice.Thank you again!

V. Blackshire, Hampton, VA

LOVE SPOKEThank for the article on love. Lovingwho you are makes a huge differencein how you view what you do. Wow!Great piece on the President. Loveyour publication.

G. Nealy, Washington, DC.

GREAT VISIONCAREER Mag is definately in a class allby itself. Great vision. Keep it going!

A. Armstong, Springfield, MI


Your Voice In Print

YES, WE WANT TOHEAR FROM YOU!

Due to the overwhelming amount ofemails that we receive, we areunable to respond to email

personally, but will do our best toinclude your comments. If you have

a comment, questions or anobservation, please emails us

[email protected]


In Black and White Terms

HUMAN RESOURCES TERMINOLOGYSource: Wikipedia

Classifications Casual/Contingent " Full-time " Part-time " Self-employed/Independent contractor "Temporary " Wage labour

Hiring

Employment counsellor " Application " Background Check " Cover letter " Drug testing "Contract " Interview " Job hunting " Job fraud " Probation " Referral " Recruiter(Employment agency " Executive search) " Résumé/Curriculum Vitæ (CV) " Work-at-home scheme " Selection criteria

Roles Internship " Job " Numerary " Permanent " Permatemp " Supernumerary " Supervisor "Volunteer

Attendance Break " Career break " Furlough " Gap year " Leave of absence " Long service leave " Nocall, no show " Sabbatical " Sick leave

Schedules 35-hour workweek " Eight-hour day " Flextime plan " Four-day week " Overtime "Retroactive overtime " Shift work " Telecommuting " Workweek " Working time

Wages Living wage " Maximum wage " Minimum wage " Overtime rate " Paid time off "Performance-related pay " Salary " Salary cap " Working poor

Benefits Annual leave " Sick leave " Parental leave " Health insurance " Life insurance " Disabilityinsurance " Take-home vehicle

Health &safety

Ergonomics " Industrial injury " Occupational disease " Occupational health psychology "Sick building syndrome " Work accident (Occupational fatality) " Workplace noise "Workplace stress " Workplace wellness " Work-life balance " Workers' compensation

Equality Affirmative action " Equal pay for women

Infractions Employee handbook " Evaluation " Sexual harassment " Sleeping while on duty "Workplace bullying " Workplace surveillance

Willingness Anti-work " Job satisfaction " Refusal of work " Workaholic " Work aversion disorder "Work ethic " Wage slavery

TerminationAt-will employment " Constructive dismissal " Firing " Layoff " Letter of resignation "Resignation " Retirement " Severance package " Types of unemployment " Unemployment" Unemployment benefits " Wrongful dismissal

Miscellaneous Dead end job " Overqualification " Recession-proof job " Underemployment "Unemployment rates


Regardless to the size of your organization, there are three things that should always be in writing.

EMPLOYEE MANUALAn employee handbook ( or manual) details guidelines, expectations and procedures of abusiness or company to its employees. Employee handbooks should be given to employees onone of the first days of his/her job, in order to acquaint them with their new company and itspolicies. Sound employment policies provide the framework within which an organization governsits employee relations. A policies and procedures manual guides both managers and employeesas to what is expected and can prevent misunderstandings about employer policy. In addition,carefully written policies can be used to illustrate your commitment to a positive workenvironment and to nondiscriminatory employment practices.

JOB DESCRIPTIONSWritten job descriptions are an essential part of the hiring process. As a general rule, it sets clearexpectations for both the employer and the employees and outlines the scope of responsibility.Written job descriptions also help employers classify employees properly under the Fair Labor andStandards Act. Written job descriptions can also assist employers with compliance obligationsunder the Americans with Disabilities Act and the Family Medical Leave Act. Lastly, written jobdescriptions help with performance reviews and justification of increases in pay by serving as aguide to determine how well and employee has fulfilled their working requirements. A jobdescription should have at least six items: (1) the job title; (2) the job classification; (3) supervisoryor reporting structure; (4) essential duties or responsibilities; (5) non-essential duties; and (6)terms and conditions of employment.

RATE AND SCHEDULE OF PAYPay practices are regulated extensively at both the federal and state level. All employers shouldinform employees when and how wage and salary payments will be made. Employers shouldalways clearly state mandatory deductions and elective deductions. Many employers preferdirect deposit options because of the savings to employers on printing and distributing checks,however many states prohibit this as a mandatory option for employment.

Business Owner Bootcamp

The Business Owner HR Bootcamp is designed to help business owners with day-to-day HR Decision Making Processes

By Stephanie C. Harper PLEASE PUT THAT IN WRITING!


Unique Images

Evolution and RecreationFASHION:

We are fortunate to live in a time when we are at the peak of fashion but we are also at the liberty to bringdesigns from our forefathers and incorporate them into the designs of the 21st Century. Not to mentionthe art of revamping the old, merging it with the new to create brand new. Let's think of it as "recycling thelooks of time". One should never be entrapped in the notion that fashion is only what you wear. Actually,it should be viewed on a much broader scale. One should be able to rock a T-shirt and jeans with the sameconfidence and grace as you would when you are glamourous and chic for a black tie affair. It is all aboutwearing the look and not allowing the look to wear you.

In the workplace, fashion also has its place. The workplace is open to your freedom of expression, as longas it fits into the culture of the company. Yes, every company has a culture and it's your responsibilty torepresent the company (at least during your work hours). If you are unsure whether or not your style "fitsin". Here are a few things to ask yourself:

WHAT ARE YOU WEARING? (Does it fit into the company culture?)WHO IS YOUR AUDIENCE? (who are the clients of your company?)

HOW ARE YOU WEARING IT? (do you have to pull it down, or adjust it constantly?)WHEN ARE YOU WEARING IT? (Is this Monday morning while you have meetings, or casual Friday's)

WHY ARE YOU WEARING IT? (Are you making a statement or is this just what you like?)

Remember your success in the company can be heavily influenced by how others view you. If your companyoffers a business-casual environment, be careful of being too casual. Remember the word BUSINESS comesbefore casual.

By Courtney A. Hammonds

A transformational and life changingspeaker, Cheryl Pullins provides a

dynamic range of practical principles toempower her audiences to live their best

life.

Cheryl’s mission is to inspire you todefine your purpose and maximize yourfull potential for purposeful living.

Cheryl’s engaging interactive style andher ability to be transparent with her

audiences, by sharing real lifeexperiences, serves as a motivation tomove you from mediocre to living yourbest life. Cheryl has over 20 years of

human resources experience. In additionto her corporate experience, she has justas many years experience working with

Senior Pastors and their ministries in theareas of administration and training. She

specializes in seminars and workshopsthat are practical, interactive and

impactful. Cheryl’s presentations areprinciple based and purpose driven with

a thought provoking approach.

Cheryl is the Executive Editor of livemagazine, Managing Partner of Suber

Pullins Publishing, Executive Director ofVictorious Living for Women, Member of

the Maryland Healthcare HumanResources Association, Member of

National Association of FemaleExecutives and Member of the 2009-2010

Christian Authors on Tour.

www.CherylPullins.com


Spotlight


Unemployment compensation is money received by an unemployed worker from the United States or a state. In the UnitedStates, this compensation is classified as a type of social welfare benefit. According to the Internal Revenue Code, these typesof benefits are to be included in a taxpayer’s gross income.

Federal-State joint programsWisconsin originated the idea of unemployment insurance (UI) in the U.S. in 1932. In the United States, there are 50 stateunemployment insurance programs plus one each in the District of Columbia and Puerto Rico. Through the Social SecurityAct of 1935, the Federal Government of the United States effectively coerced the individual states into adopting unemploymentinsurance plans. Unemployment insurance is a federal-state program jointly financed through federal and state employerpayroll taxes (federal and state UI taxes).

Generally, employers must pay both state and federal unemployment taxes if:

(1) they pay wages to employees totaling $1500 or more in any quarter of acalendar year; or,

(2) they had at least one employee during any day of a week during 20 weeks ina calendar year, regardless of whether the weeks were consecutive. However,some state laws differ from the federal law.

To facilitate this program, the U.S. Congress passed the Federal UnemploymentTax Act (FUTA), which authorizes the Internal Revenue Service (IRS) to collectan annual federal employer tax used to fund state workforce agencies. FUTAcovers the costs of administering the Unemployment Insurance and Job Serviceprograms in all states. In addition, FUTA pays one-half of the cost of extendedunemployment benefits (during periods of high unemployment) and provides fora fund from which states may borrow, if necessary, to pay benefits. As originallyestablished, the states paid the federal government.

For the US Federal tax year of 2009,as a result of the signing of the

American Recovery andReinvestment Act of 2009, signedby President Barack Obama onFebruary 17, 2009 the first $2,400worth of unemployment incomereceived during the 'tax year' of2009 will be exempted from beingconsidered as taxable income onthe Federal level, when Americantaxpayers file their 2009 IRS taxreturn paperwork in early 2010.

HR News


The FUTA tax rate was originally three percent of taxable wages collected from employers who employed at least fouremployees, and employers could deduct up to 90 percent of the amount due if they paid taxes to a state to support a systemof unemployment insurance which met Federal standards, but the rules have changed as follows. The FUTA tax rate is now6.2 percent of taxable wages of employees who meet both the above and following criteria, and the taxable wage base is thefirst $7,000 paid in wages to each employee during a calendar year. Employers who pay the state unemployment tax on atimely basis receive an offset credit of up to 5.4 percent regardless of the rate of tax they pay their state. Therefore, the netFUTA tax rate is generally 0.8 percent (6.2 percent - 5.4 percent), for a maximum FUTA tax of $56.00 per employee, per year(.008 X $7,000 = $56.00). State law determines individual state unemployment insurance tax rates. In the United States,unemployment insurance tax rates use experience rating.

Within the above constraints, the individual states and territories raise their own contributions and run their own programs. Thefederal government sets broad guidelines for coverage and eligibility, but states vary in how they determine benefits andeligibility. Federal rules are drawn by the United States Department of Labor, Employment and Training Administration. Formost states, the maximum period for receiving benefits is 26 weeks. There is an extended benefit program (authorized throughthe Social Security Acts) that may be triggered by state economic conditions. Congress has often passed temporary programsto extend benefits during economic recessions. Most recently, this was through the Temporary Extended UnemploymentCompensation (TEUC) program, which has since expired.

The federal government lends money to the states for unemployment insurance when the states run short of funds. In general,this can happen when the unemployment rate is high. The need for loans can be exacerbated when a state cuts taxes andincreases benefits. All loans must be repaid with interest. Congressional actions to massively increase penalties for statesincurring large debts for unemployment benefits led to state fiscal crises in the 1980s. Because it is a joint federal/stateprogram run by the states, taxing business for the benefit of labor, the politics of unemployment insurance are very complex.

Economic functioningThe Unemployment Insurance (UI) program helps counter economic fluctuations. When the economy grows, UI programrevenue rises through increased tax revenues while UI program spending falls as fewer workers are unemployed. The effectof collecting more taxes than are spent dampens demand in the economy. This also creates a surplus of funds or a "cushion"of available funds for the UI program to draw upon during a recession. In a recession, UI tax revenue falls and UI programspending rises as more workers lose their jobs and receive UC benefits. The increased amount of UI payments to unemployedworkers puts additional funds into the economy and dampens the effect of earnings losses.

Things to RememberThe majority of American workers do not qualify for unemployment insurance. This includes part-time, temporary, andself-employed workers. Generally, the worker must be unemployed through no fault of his/her own (generally through lay-offs).Unemployment benefits are based on reported covered quarterly earnings. The amount of earnings and the number of quartersworked are used to determine the length and value of the unemployment benefit.

Each Thursday, the Department of Labor issues the Unemployment Insurance Weekly Claims Report. Its headline number isthe seasonally adjusted estimate for the initial claims for unemployment for the previous week in the United States. Thisstatistic, because of its timeliness, is an important indicator of the health of the labor market, and more broadly, the vigor of theoverall economy. Numbers below 300,000 tend to indicate a tightening labor market whereas numbers above 400,000 areassociated with increasing unemployment.

Source: Wikipedia

Understanding Unemployment Cont....HR News

CAREER Q&Awith Stephanie C. Harper, PHR, CCP, CHRM

Q.A.

Dear Ms. Harper,Due to the economy, I have had to switch jobs several times in the past two years. Prior tobeing laid off, I worked for the same employer for eight (8) years. How do I explain theseemployment gaps BEFORE the face to face interview so that employers don't think I can't keepa job? ~Sheila, Fairfax, VA

Dear Sheila,Your "problem" is not a problem at all. You have a simple fix of explaining your employmenthistory by utlizing a cover letter. Because these job losses were no fault of your own, youhave nothing to worry about when it comes to explaning your work history. Infact, you maywant to use the situation to your advantage by utilizing this time to improve your skillset.


Stephanie C. Harper

Also use this time to build your network so that it can begin to work on your behalf. Be prepared toshow "how" you have improved your worth while unemployed. Tips on resume writing, interviewingtechniques, attending job fairs, seeking out additional training for your future are available through theVirginia Employment Commission and the Virginia Workforce Network partners at one-stop locationsacross the Commonwealth. Also, you can find more information at www.vaemploy.com This way whenyou talk with your next potential employer, you can share how you have "made lemonade out oflemons". Being resourceful is an additional skill set that you can take with you anywhere in life and isvaluable in any industry. All the best! ~Stephanie

Ask the Expert


Cover Story

What is it? How does it affect the workplace?CM: You are president and founder of The Orrell Group, located just outside of San Jose, California.Tell our readers about your work?LO: I’m considered a leading Millennial (Gen Y) & Generation Relations Expert and consult withcompanies about how to effectively recruit, manage and retain Gen Y. I also advise clients on howimprove their overall generation relations to increase productivity and team building at work. And I’mstarting to focus a lot on “employee retention” strategies to help employers keep all generations fromleaving. This issue has become a big challenge for many companies because they are finding that it’s notjust Millennials who are apt to leave a job quickly; Gen X and Boomers are harder to retain nowadays, aswell.

CM: What is the official/unofficial definition of a Millennial (Gen Y) Employee?LO: Millennials were born close to 1982 and their end-date is around 2002. Their parents are typicallyfrom the Boomer generation or are “older” Gen Xers.

CM: Why are Millennials suddenly such a hot commodity in the business world?LO: Our country has a “perfect storm” developing in our workforce. One issue is the Boomer Brain Drainthat is starting to happen. The average large company in the US will be losing 30-40% of its employeesover the next 5-15 years due to Boomer’s retiring. The second issue is that our birth rate is declining sowe’re facing a shortage of around 40 million skilled workers in the US over the next 2-3 decades. Add tothat the fact that many students who come here from abroad for a college education are now choosingto go back to their homelands after graduation to start their careers and families there. Places like Chinaand India are much more desirable to live in than they used to be, and their 20-somethings who comehere for college are very happy returning “home” to live. Therefore, the US doesn’t get the benefit ofthem staying here to work as much as we used to.

If you take those 3 big points into consideration, you can see why companies are spending millions ofdollars on how to successfully recruit and retain Millennials. US-based companies need them to maintaincurrent and future growth levels, and to remain competitive globally. AND our country as a whole needsthem for the same reasons; growth and productivity.

CM: Can you provide a snapshot of differences between Millennial, GenX, & Boomer Professionals?Millennials have less “tolerance” than the generations before them. They are less tolerant of bad/rudemanagers; less tolerant of boring jobs; less tolerant of working for a company that isn’t fun/interesting;and less tolerant of “lack of rewards and praise”.


Gen Y Expert

Cover Story

["The Millenials are here and require something different that Employers haven't dealt withbefore!" Many Millennials saw their parents work long hours for a job only to see them losethe job due to a merger, acquisition, re-org, or the company closing. They have been raised

to look out for themselves and don’t trust that “the company will always take care of you.”]

LO: The older generations also want these things in a job/employer, but will typically tolerate thejob longer even if these things are/are not present. Millennials grew upwith Boomer parents telling them “Don’t make the same mistakes Idid! Life is too short! If your boss is a jerk, leave! If your job is boring,find another one!”

Millennials also studied big corporate scandals in college, likeENRON, and have a distrust of “the system”. They are hyper-aware of ethics and shy away from companies that don’t exhibit astrong code of ethics and integrity.

CM: What are some key Millennial traits all employersshould know?LO: A strong work ethic (they just want to do it differently thanolder generations), they are friendly and polite, they are asuccess-oriented, but they are also high maintenance. Thesooner employers accept that last point and makeadjustments, the better they’ll do with their Millennialemployees. But any company or manager who thinksMillennials will adapt to their “culture”, if it’s not Millennial-friendly, will suffer a high turnover rate. Again, they areless tolerant than generations before them.

CM: CAREER Magazine's publisher was quoted in theWall Street Journal addressing a growing trendwhere employers are advertising Senior-level jobsbut offering Junior Title pay. How will this "trend"affect Millennials with limited work experience?LO: I think with the Boomers retiring, we’ll seemore Millennials getting “bigger” titles faster becausethere are not enough Gen Xers to fill all the positionsthat will become vacant, and/or they’re not allthe best candidates for the positions. Plus, some companies are changing their corporate policies


Cover Story

pertaining to advancement to give the promotion to whoever deserves it; not based on who as beenthere the longest.

CM: How will the Millennial influx into business environments shake up corporate cultures?LO: This also could be a very long answer, but here’s the basic overview: Companies are spendingmillions of dollars to drastically change their cultures to better attract and retain Millennials. I haveclients who have wiped out entire floors of cubicles to create “open” work environments that better suithow Millennials like to communicate. And I know of big, stodgy law firms that now have “Fun Friday’s”where everyone meets in the afternoon to bbq and drink beer.

There are other companies that have never had a policy where people can work from home, but nowthey do (even if it’s just 1-2 days per week). The list goes on and on, but all the changes being made havebeen in the past 1-3 years and it’s because the Millennials have started to arrive in professional workenvironments.

And, quite honestly, the smart companies are open to learning about them and to making adjustmentsfor them. The good news is that a majority of the changes being made benefit everyone at the company;not just the Millennials.

CM: What are some tactics companies are using to attract Millennial employees?LO: To some it may sound like common sense, but I conduct seminars all the time for companies who“know” this stuff but haven’t implemented any of it. Or, they have no idea “what to do”. But when youhave 85% of students on FaceBook, get on FaceBook! I also have clients who are creative with how tohave a company presence on YouTube and MySpace. This is where Gen Y “hangs out”…online! If you aresimply relying on your company website to “attract” them you are totally missing the boat.

I give a lot of great examples in my book, but a few other tactics for employers to be aware of is look intoa presence on SecondLife and CareerTV.com. There are tons of things employers can do to have a muchbigger presence online to attract talent, but they are not doing them. My advice to your readers is to puttogether an internal task force of multigenerational employees and brainstorm ideas together. And thenhave a Millennial employee execute them!

CM: What are a few hot buttons companies should push for recruiting Millennials? LO: Any employer who is not saying/offering the following things is also missing the boat with Gen Y:We offer a great mentoring program; we respect and support your desire for work-life balance; we offera fun environment; and we have a solid program for fostering your growth and advancement.

Those are just a few but will give your readers something to think about. I offer a ton of other tips andexamples in my seminars and in my book. I’ll end this answer by saying that have clients who havechanged their company cultures pretty drastically to make these promises a “reality” and they havefound it very beneficial.


Cover Story

CM: What are some key strategies that companies need to consider for retaining Millennials?LO: This really maps-back to the hot buttons for recruiting them. You can promise the moon in yourrecruiting and interviewing process but if an employer doesn’t deliver them, Millennials will leave. And,they’ll go online and tell all their cyber-buddies that your company is not a very good place to work.

I had one client who suffered a huge decline in resumes from college grads, and it’s because a largeamount of Millennials had left and talked about “why” online. They weren’t saying anything slanderousand they didn’t mention managers’ names, but they simply talked about how this company wasn’tMillennial-friendly. This client then had to do some serious “damage control” through a PR campaign tobasically let the 20-somethings of the world know they had made changes and really welcomedMillennials and “knew how to keep them happy”.

CM: Can you share a few key tips for Managers that will be supervising Millennial employees?LO: A recent study of Millennial professionals revealed that over 60% surveyed want communicationwith their manager ONCE A DAY. The pressure on front-line managers is bigger than ever before. If theMillennials don’t like their manager, they’ll leave. Again, Millennials are not married to your brand likeolder generations were; their connection to the company is with the personal relationships they buildwithin the company.

Your brand may be what attracted Millennials to you or made them interested in yourjob offer, but your brand won’t retain them. This is a very different belief system thanolder generations had when they started working. Boomers were raised being told“just be happy you have a job, and stay there as long as you can even if you hate it”.

Also, managers and companies need to know rewards and recognition with this generation is biggerthan ever before. Lack of rewards and recognition is the #1 reason ANY generation leaves a job, but it’sa much bigger deal for Millennials. If they are not feeling valued and respected quickly, they’ll leavefast–much faster than generations before them.

I tell clients that if you can’t get formal company-wide rewards and recognition programs in place, thendepartment managers need to create their own. And, no, quarterly/annual reviews with raises aren’twhat I’m referring to. I’m talking about programs where people get “rewarded” weekly/monthly. It canbe something as simple as a “thank you” note or a special “great job statue” that is given to a newemployee weekly, but you need something to show them you “value” them.

CM: In your opinion, how do you think Millennials will influence the professional workforce of thefuture?LO: I think they’ll do wonderful things to corporate cultures as they reach decision-making positions. Ibelieve they will improve how people communicate (in-person and through technology); how theyrespect co-workers; and how they foster team-building within departments. Millennials are very mucha generation who are into “group” effort and they like collaborative work environments.


Cover Story

I truly think they will transform business environments to be more desirable as they move up the ladderand reach positions where their opinions are taken more seriously. Right now, I think a majority ofcompanies look at them as a “challenge” because of their demands, but as they are in the work worldlonger, people will realize the demands they make to be “happy” in a job are things that all generationswill benefit from.

CM: Do other countries refer to them as Millennials? And are they experiencing the same challengesthat US-based companies are with recruiting, managing and retaining them?LO: The short answer is that many countries are seeing similar demands from their 20-somethingworkforces that we see in the US. Employers and managers in countries like Australia, the UK, India andmany others, are also dealing with this unique generation and seeing a need to make changes in theirwork cultures to accommodate them. I think over time, we will be calling the Millennials the “GlobalGeneration”. Our world really has never seen ONE generation so similar in terms of what they desire andseek from employers.

CM: A little birdie told us recruiters are now having to interview potential candidates and invite theirparents for a site visit or lunch before a job offer is accepted. Does this help or hurt the Millennialtalent who would like to be perceived as an "independent adult?LO: First off, yes, having parents attend recruiting lunches is happening. I know employers and recruiterswho offer this right away because they know if they can get Mom and/or Dad to tell their adult child “Thisis the job you should take!” chances are good their adult child will. I even advise clients to have “FamilyDays” where younger job candidates can bring their parents to the company for a tour and to meetmanagement. Many people roll their eyes at this until I name-drop some well-known companies who aredoing this…and it’s working for them!

With regards to the second part of your question, sure, there are many Millennials who find thisembarrassing and would never want their parents involved in their job seeking process. BUT, clearly,many Millennials are totally fine with this parental involvement otherwise companies and recruiterswouldn’t be offering to “meet the parents”. I know it seems odd to many Gen Xers and Boomers(especially who don’t have kids), but this generation considers their folks as part of their social circle andthey value their parent’s opinions. So, again, these are suggestions I offer to employers who can chooseto try them or not, but I see other companies implementing these things and getting good results.

The Millennials are here, and require some different things that employers haven’t dealt with before.But to pretend this isn’t happening is not going to serve any company well. This generation is shakingup the work world, and they’re not going away, so the smart companies will pay attention and considermaking adjustments. The ones that don’t could suffer from low recruitment numbers and high turnoverof their future managers and leaders. And, as I tell my audiences of Boomers and older Gen Xers,”Millennials didn’t just hatch from pods…YOU created them! And now you have to deal with them in thework world.”

For more information on Lisa Orrell visit www.theorrellgroup.com


Careers and Christ

I am the Lord, that is My name and My glory;I will not give to another… Isaiah 42:8

What is God doing in your career? Ever stopped toconsider God may be using your career to revealHimself? Granted, it is easier to take credit for whatyou have become than to transfer the glory to the Onewho made you. God never runs from the opportunityto prove who He is. Often when you experience a valleyin your career, it is easy to want to blame the enemy.What if it is not the enemy? What if your valleyexperience is God’s will for your life?

If you were fired for nothing and God restores yourposition, He wants you to meet Jehovah Tsidkenu, yourrighteousness (Jeremiah 23:6). If your boss will not getoff your back and yet you still have peace, God wantsyou to meet Jehovah Shalom, your peace (Judges 6:24).When the company begins to lay-off and your numbercomes up, God wants you to meet Jehovah Jireh, yourprovider (Genesis 22:14). When your co-worker tries tosabotage your career and you still come out on top, Godwants you to meet Jehovah Nissi, your victory/banner(Exodus 15:15). When you are at a crossroad and at thenext step in your career, God wants you to meetJehovah Rohi, your Shepherd (Psalms 23:1). When itfeels like you cannot take it another day in thatposition, God wants you to meet Jehovah T’sur, yourstrength and redeemer (Psalms 19:4). When you arecriticized for being a believer, God wants you to meetJehovah Makeadesh, your sanctifier (Leviticus 20:8).

God wants you to know who He is. To have history withGod, you need a situation you can see. When Godwants you to see Him in all of His glory, He will revealHimself. God wants you to understand His power. Hewill show you in the areas you are most devoted. WhenGod wants to prove who controls your career, He willpresent a situation for the opportunity of a revelation.

A SituationFOR REVELATION

By Stephanie C. Harper

"With this book, you can save your underself months and evenyears in moving upward and onward in your job and career"

~Brian Tracy

B T LLITZ HE ADDERB T LLITZ HE ADDER

An innovative team-based approach forgaining success in ever-changing

organizations

www.blitztheladder.com

© 2008 J. Todd Rhoad. All rights reserved.

To learn more about this book, visit us on the web at

By J. Todd RhoadHappy About Publishing(Paperback) ISBN: 1-60005-103-6(ebook) ISBN: 1-60005-104-9

How important is career mobility?

Using the power of perception

Early career success is a major contributor tocontinued success throughout the life of your career.Organizational leaders see ‘winners’ as theindividuals that are promoted, while ‘losers’ are leftto stagnate in their jobs or compete for otherhorizontal positions. Individuals with lowpromotion rates can lose to very small differencesbetween competing candidates as they attempt tomove up the organizational ladder. Littledifferences, not big ones, determine who moves upand who does not. Unfortunately, many of thesesmall differences, or barriers, are perceived bymanagement and may not be real at all. This bookpresents an innovative team-based method forovercoming such barriers to your career mobility.

\\

As organizations continue to downsize, restructure,merge or be acquired by others, management growsfurther and further away from their workforce.With little interaction, managers are forced todevelop impressions of their constituents basedupon very little information. Inaccuracies in theseimpressions can cost you dearly.

The Blitz Approach described within this bookteaches you and your team to manage perception.The book: Identifies the three informal networks inorganizations you need to master: trust, advice andcommunication. Introduces the team-based modelfor assessing your image and recreating it toimprove your mobility. Provides a strategy mapyou can use to outline the steps you need to take toget to your brass ring.

The value of the team-based method

The team you develop will be instrumental in manyways. They will focus on:

Marketing your skills and talents to uppermanagement. Teaching you new skills and eliminatingbad habits.

Building an effective strategy for reaching your careergoals. Implementing portions of your strategy bycompleting tasks that get you closer to your desiredposition.

Case studies were used to develop and test the team-based strategy. This research puts this approach on alevel all on its own since most business self-booksbasically teach you tips and techniques that seem to be on‘common sense.’ As you read through the book, you’llfind over 60 resources that were utilized in thedevelopment of the best technique you’ll ever use.

A well-researched method

About the authorTodd Rhoad's expertise is drawn from twenty years ofexperience on the corporate ladder through government,private, public, profit and non-profit organizations. Toddholds both a Master’s Degree in Electrical Engineeringand Business Administration. He is currently ManagingDirector at Bt Consulting in Atlanta, GA. With over 40publications in journals, books and conferences, he is afrequent speaker and presenter at symposiums andconferences.

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In my experience, I’ve found that it has been abit more beneficial because now you’ve gotmore than a chance to prove not only your workethic, but it also shows how hard you’re willingto hustle to reach your goals.

This gives upper management the chance toobserve you and it gives you a chance to reallysee your dream field in working motion. Youmight find that what you initially thought you’dbe doing in that field is the exact opposite ofwhat you want to do. You might even find thatyour dream job is exactly on a chance to learnso much just because you didn’t get what youwant right out of the gate.

Finally, and this may be a tough one, you don’tknow everything! Shocking? Perhaps but it isalso very true. As a “millennial kid,” I canunderstand that the notion that the kinks havebeen worked out already for us by the priorgeneration and everything seems easy.However, there’s no one in the world who isn’tor shouldn’t still be learning new things in theirlives. In the workforce, that’s no different. Youmay have education but there will be co-workers who have five, 10, and even 20 years ofexperience versus your six months and you canlearn from them. It will be so easy for you tosay, “Oh when I was in school, we learned to doit like this…” and you might be right; but listento those who’ve put their practices into placeand see how you can merge the two findings.The more humble you are, the more you willsee that your world will be open to a greatcareer.

So, my fellow Millennium Kid, I hope this hasbeen a bit helpful! You’ve got years ahead ofyou, so make the most of it.


First look into an internship. No matter what fieldyou’re planning on stepping into, it is extremelyimportant that you intern as many times as you canbefore graduation. A diploma is still sought after bymany companies but because the market is so tough,employers are looking for someone who is ready todive right in with at least a small amount ofexperience. As a college student, your best bet is tostart looking for internships as a sophomore and rackthem up, as many as possible, right until yougraduate. Now, not only have you gained knowledgeand experience about your field, but you’ve alsogained quite the rolodex of industry contacts. Whenyou’re upon your first interview for a job in your field,this will be information you can use as leverage to bea standout candidate.

Second, recognize that you may not have yourdream job right out of college. While I certainlyencourage that we all push toward our goals (Reachfor the stars so if you fall, you’ll land on a cloud,right?) it is important to understand that startingfrom the bottom of a dream COMPANY and workingyour way up, is just as important.

M i l l e n n i a l s ,The job market is extremelytough and as someone who’sjust come out of college onlysix years ago, I’veexperienced it firsthand. Butprior to graduation and postgraduation, I’ve learned afew things that have helpedme along the way; what elsecan I do but pass it on andpay it forward to those whowill follow? There have been

L e t ' s T a l k !

Inspired Perspectives

By Drenna Armstrong

Career Tips


By Stephanie C. Harper

WHAT SALARY ARE YOU SEEKING?Every company no matter the size has a budget for every position. If a position is budgetedto max out at $30k and you are asking for $50K, it's a dead give away that within 6 monthsyou will feel overworked and underpaid. So it is always best to try to make sure you areon the same page before either party wastes too much time.

The best response is one that convinces the employer to tell you what they are willing topay. Simply state you are seeking to be fairly compensated for your experience andeducation and offer a salary range (not hourly rate). Another option is to simply ask to seea written job description to gain a better understanding of what will be required of you.

WHY SHOULD I HIRE YOU?When an employer asks Why Should I Hire You? they are not looking for the world's mostpopular buzz words of hardworking, dependable, team-player and fast learner. They areseeking qualities that set you apart from the pack.

This is the perfect opportunity to tell an employer EXACTLY why they should hire you.Focus on your years of experience, the industry-based knowledge that you have, thespecialized training you have received, and most importantly how you will add value to theorganization.

Far too many candidates answer by saying "in management" or "owning my own business".During the interview, this can be a bad move if you do not have a clear understanding ofthe direction in which the company is heading. What if the only management positionavailable is that of the manager who is conducting the interview? You have just told them"I want your job". For those of you saying you want to own your own business. Let meask this question - why would an employer make an investment in you (hiring is aninvestment) if you have just told them "I'm not going to stay"?

Simply tell that employer that you are excited about the opportunities that will be offeredby this company and you hope that advancement opportunities will present themselves.You may also use this question to focus on a personal goal. For example, 5 year from now,I hope to have obtained an advanced degree by taking night classes.

.

WHERE DO YOU WANT TO BE FIVE (5) YEARS FROM NOW?

in the interview processTRICK QUESTIONS


Perseverance. Determination. Persistence. Drive. Goal-orientation. Ability to take action. Self-confidence. Enthusiasm. These are all descriptions of qualities needed for success. What is less obviousis that all these qualities are the result of a person’s level of motivation.

One of the most important things in any job (or search for a job) is the ability to maintain motivation.Staying motivated affects your ability to be successful, to achieve your goals and live in a contented way.Even though we may start out with the best of intentions, excited and motivated to achieve, thedemands of any job, day to day, can make it difficult to maintain that motivation over time. If you’veever procrastinated, you know first-hand the dangers of a loss of motivation.

Motivation isn’t just a word used as an excuse for our failure to followthrough. It is actually a physical and emotional state that determinesour ability to move forward and take effective action. It is our drivingforce. Ultimately it is a major determinant of success or failure.

Most people are able to do tasks that are pleasant, and maintain theirmotivation while doing tasks they like, but when the job calls for doingthings they don’t like, motivation often wanes. The key is to be able toget into a motivated state where you are easily able to tackle things thatare unpleasant. Being able to control your level of motivation is vitalbecause your motivation often determines whether you follow throughor not.

Getting into a motivated state isn’t impossible, or even particularlydifficult. Nor is remaining in that state in the face of tasks about whichyou aren’t enthusiastic. All it requires is the ability to connect mentallyand physically with a time in your life when you felt TOTALLYMOTIVATED.

Inner Resources

By Linda Pucci, PhD

This exercise will help you connect with your motivation:

1. Remember a time when you felt TOTALLY MOTIVATED--a specific time.

2. Go back to that time in your mind, and imagine yourself floating down into your body. See what you saw back then. Hear what you heard. Really feel the feelings of being TOTALLY MOTIVATED. Re-experience what you see, hear and feel as if it is happening right now.

Continued on page 34


EDUCATION or EXPERIENCE?HR Perspective

CAREER Magazine talked to a few employers and here's what they said...

I want to see both. Let's say I'm hiring a writer. A journalism school graduate should have excellent writingskills. However, it is very difficult to produce compelling business communication unless you have firsthandbusiness experience -- especially with the target audience(s) you are writing for. Who is going to write thebetter sales brochure -- a person fresh out of school with no sales experience or a person who has been "inthe trenches" making sales calls, understanding the types of questions prospects ask, etc.?

Excellent Question! I often come across this dilemma of having a better candidate in terms of experience -and i mean really good experience!! - but the only reason he/she is rejected is because of the educationalqualification, say not being an MBA Vs a regular Masters degree or even a bachelors degree. I have at timesasked employers to actually consider the experience Vs the education because the candidate is notcompletely a stranger to a respective field; just may not be as high a degree holder.

It is 100% dependent on the position and the nature of the work. Commonly, applicants are screened in basedon a total number of combined education and experience. When it comes down to the final hiring decisionrarely is it based on either of those criteria. It is made on the the competency of the applicant. Both the theory(education) and technical skills (experience) can be taught to the person who is lacking, as long as they arewilling to grow. That is by far the preferred applicant.

My experience tells me that it all depends on the hiring manager's preference but personally, I always give ahigher weightage to the experience. Education is an important indicator of potential but I have seen manysenior level candidates who, though they may have a stellar educational background, did not provethemselves in the work arena and likewise, people with an average educational background have gone on toexcel and lead in whatever they have done. So ultimately it boils down to finding a fitment betweencompetencies, potential and the right environment for each person.

Experience is priority in comparison to education while offering jobs. In case of promotion/upgrade ofposition within the organization then in that case education plays a major role. But no doubt experience andeducation should be complimentary & mutually supporting.

All depends on nature of the job...!!! But Personally I will be prefer experience...!!! Because many times youcan see the person having the lesser degree they are performing very good with experience. I have seen manytimes the guy education background is very strong but they did not prove themselves. Everything we do withexperience in across all areas.

Degree & Experience both are important. It depends on the work profile for which an individual is needed. Ifthe work profile is that of handling complex processes then an experienced person with the relevant degreeis preferred, in this case degree takes a backseat on the other hand if the profile is that of the entry level thenthe person with the less experience or a fresher with relevant degree is preferred.


Employee Perspective

MONEY or PERKS?CAREER Magazine talked to a few employees and here's what they said...

As a mom I prefer Perks, but if I was single with no children I'd prefer Salary.

I would take the money and take care of the perks myself. Because when you take less money and the perks, itbalances itself out.

At my age (51) I would take the higher salary. There are some perks that are not needed and therefore wouldn'tbenefit me.

Perks I can do more for myself and my career with education

I would go for the perks. I actually had a job where the pay was not all that great, but they paid my day care at$150.00 a week, I had medical and I got to leave to nurse my baby at her day care whenever they would call...How often do you think I had them call!! LOL ;p

If the pay is not too much lower than what I was making at my last job and the perks (especially benefits) aregreat, then maybe go for perks

Salary, perks are always what they seem at first.

Salary. You can always find a way to address the benefits but once you lower your salary it can be difficult tocome up. Women traditionally accept a lower salary in exchange for benefits, and it often hurts them in the longrun.

I prefer money. I am able to manage it well enough to get the perks. Also, alot of the times the perks will fadeaway as their costs increase.

I would say Money. B/C I would use the income as a pathway to other endeavors. I personally don't need thepaid daycare and I prefer to self-educate through books, webinars, networking, etc. Not the traditional route. Idon't plan on being anyone's LONG-TERM employee.

If I were married and had a helping spouse I would take the perks over the money, assuming I enjoy the job.Sounds like because there is tuition reimbursement involved I obviously have the means to further educatemyself ultimately resulting in a better paying job/promotion @ said company with even more pay and perks(Shoot Making Me Ultimately The Boss)!!!!!!!!

Philippians 4:6 Be anxious for nothing.......Don't worry about anything; instead, pray about everything. Tell Godwhat you need, and thank him for all he has done.

I’ll take perks for $1000, Alex!

CAREER Magazine | 31 | January /February 2010CAREER Magazine | 31 | January /February 2010

Tips for Encouraging Proper Office BehaviorBy Traci N. Morgan

During the twenty first century, employee behavior in the workplace is a critical ingredient in your businessrecipe for success. Office behavior is observed constantly, and it’s important to make sure your employees aresending the right messages, whether or not if they are face to face with clients. As a leader or manager, you canencourage proper business behavior and work professionalism by implementing the following tips:

Give Respect to Get RespectIf you want to encourage the office behavior of respect. You must start my giving it to others ar all times. Fromthe receptionist to the CEO, the demonstation of repectful attitudes toward everyone is the first step in fosteringwork professionalism. This also applies to individuals outside of the organization such as delivery persons, officeequipment repair persons, property managers and especially customers.

Recognize and Give Confidence to OthersAnother way to promote proper business behavior is by acknowledging and encouraging employees whodisplay desirable actions. For example, you may observe a positive interaction between a customer andemployee on the sales floor. It is appropriate to verbally acknowledge the employee immediately, and in thefuture, you may want to recognize excellence formally before other employees in a meeting.

Nip Bad Habits InstantlyJust like recognitions and building confidence are important, it is also critical to make an effort to discouragenegative behaviors. Addressing improper office behavio in the moment is most important. Take employeesaside and address issues of work professionalism immediately. Business behavior is learned, and you must beaware of opportunities to teach and train your staff.

Be Dependable and ConsistentIf you desire a certian type of work professionalism in your company, then you must be consistent in yourexpectations. Identify and implement the type of office hehavior you desire and do not waver from the standardmodel. Employees will understand your goals and objectives more clearly if they are consistent. Develop a codeof conduct and post a list of what is expected regarding office behavior.

Communicate OpenlyThe most important factor in encouraging work professionalism is maintaing open lines of communication. Beingactive and present in the workplace allow you to encourage better business behavior and produce opportuntiesfor your employees to communicate with you. The more visible you are, the more receptive your employeeswill be to criticism and feedback regarding office behavior.

Administering positive business behavior in your workforce is ongoing. Make a conscious effort to model workprofessionalism and encorage others to do the same. In addition, be a proactive agent for change and assistemployees with modifying office behavior. The outcome will create stronger morale in the working environmentwith a productive workforce.

Office Tips

Todd Rhoad is the managing director of BTConsulting, an Atlanta-based consultingcompany. Todd's expertise stems from twentyyears of working in corporate America studyingand learning how organizations are changingand what it takes to be successful in them.

As a consultant, Rhoad assists others in findingtheir next level of desired success, whether it'sinside or outside their current organization. Hiscoaching includes teaching the Blitz Approach,writing resumes, performing job searches andcreating career strategies.

As a public speaker, he enjoys the opportunityto talk with colleges and associations who arelooking to learn how organizations reallyfunction and how they can do it better. Toddholds a MBA and MSEE.

As an author, Todd published one of his careerstrategies last year in his book, Blitz TheLadder. He has made many managerial andtechnical contributions to books, articles,websites and blogs.

www.blitzteamconsulting.com


Spotlight


Situation: There is the issue of spam. Due to the overwhelming proliferation of unwanted solicitationsof Viagra, prescription pills, easy lending, gambling and dubious business opportunities from Africancountries, it has become expedient for companies to initiate spam filtration systems. As such, someemails never reach their intended destination. For example, if you have the credentials of “Magna CumLaude,” a spam filter may cite the term “cum” and label it as pornographic spam and delete it.

Job Seeker Advice: Look for a return-receipt from the company database, an automated email thatthanks you for applying and promises a follow-up if there is an interest. If you apply on line and do notreceive an email confirmation within 24 hours, then resubmit your resume.

I Live Online

By Jim Stroud


If you ever wondered why a recruiter never called you back, chances are these are the reasons why:

Situation: There is a relevancy factor. Many resumes received are not even in the ballpark of what isbeing advertised. Simply put, some applicants are tossing their resume against the proverbial wall andhoping it sticks. These types of efforts are immediately recognized and consequently ignored.

Job Seeker Advice: Make sure your resume is accented with keywords significant to the job you areapplying for. (ONLY add those terms relevant to your experience.) A great cover letter that extols yourprofessional virtues is also pertinent to the employer.

Situation: Your resume did not make it through the OFCCP* process. Even if you have the ideal experi-ence and a recruiter would love to speak with you yesterday, you may have been randomly deselectedfrom the process and the recruiter never had access to your information.

Job Seeker Advice: Know that if the job description has required skills listed it is not negotiable by law.If you do not have one of the required skills listed, then do not apply. Also, pay attention to verbiage andthe way your experience is described within the job posting. Use similar phrasing in your resume tomaximize the chance of being selected in the recruiter’s search.

*Office of Federal Contract Compliance Programs (OFCCP) regulations require covered federal contractors and subcontractors to collectinformation about the gender, race and ethnicity of each "applicant" for employment.

3. Observe your physiology in that scene. Notice your posture. Are you sitting or standing? Are youslumped over or erect? How are you holding your head? What are your eyes doing? Notice yourbreathing. Is it slow or fast? Are you feeling energized or tired? Do you feel “in the zone?”

4. Notice what you are saying to yourself. What sort of self-talk are you using? Are you saying things to encourage yourself? Is there a particular word or phrase you are saying to yourself?5. Is there a particular gesture you use when you are TOTALLY MOTIVATED?6. Is there a particular feeling in your body that you notice when you are feeling TOTALLY MOTIVATED? Just notice it.7. Now, once again, allow yourself to feel all the feelings of being TOTALLY MOTIVATED. Say the things you say when you are TOTALLY MOTIVATED, and remember how you look when you are TOTALLY MOTIVATED. Breathe deeply into this state.8. Now, add to this experience a particular motivational gesture you can use to send yourself back into this state any time you need to feel motivated. This is often called an “anchor.” Make it strong. It might be lifting your arms above your head and yelling, YES! It might be a raised fist, while saying “I CAN DO IT!”, or any other motivational gesture and phrase that works for you. Make sure you really feel that motivation when you make this gesture and u use this phrase.

This exercise will become your key to revving up your motivational level anytime it lags. Justremember the time when you felt TOTALLY MOTIVATED, use the gesture and phrase, and notice yourstate begin to change.

When you need to get yourself motivated, be sure your physiology is in that state. If you are feelingunmotivated, stand up! Make your body assume the position it takes when you are feeling TOTALLYMOTIVATED. Use your motivational gesture. Let it fire you up. Say whatever phrase sends you intothis remembered state of motivation, and once again make yourself confident and motivated.

Usually people get better at this the more they practice. Do this exercise any time you feelunmotivated. Notice your state begin to shift as you breathe differently, stand differently, hold yourhead differently, talk to yourself differently, and move in a confident, motivated way. Once you are inthis motivated state it is much easier to face those tasks you don’t really like doing. If you can controlyour level of motivation, you have an edge in creating those qualities that bring success.

No matter what you do to stay motivated, you hold the key to creating this state inside you. Otherpeople can encourage you, nag you, threaten you, or challenge you, but ultimately, you control yourability to stay motivated. Mastering this state can be the key to success in your career and other areasof your life. Just remember, when you feel your motivation is lost, it is really still inside you!


Contined from Page 28

In a world where layoffs happen as often as births, workers today have to prepare and think about their plan ofaction should the inevitable happen to fall upon them. In highly organized groups such as the military, there isalways a backup or alternative plan of action should their first tactic fail. Far too often laid off workers will tellyou that they never saw it coming and have no idea as to what they will do next.

It is normal for individuals to get caught in a state of immobility for the first few days of this unfortunate news.However, the way you handle things days after an unexpected layoff can make all the difference in the outcomeof your lifestyle over the next several months. Every working individual should have a contingency plan that hasbeen properly thought out and can be immediately put into action should they suddenly find themselvesunemployed.

The two biggest worries that laid-off workers face are a loss of income and medical benefits coverage. Therefore,most contingency plans should address these two areas of concern. Those who have a pre-established backupplan are less traumatized by their ill-timed joblessness. These individuals are able to quickly take action andmake smart decisions that give them the best outcome possible for their situation.

Your contingency plan MUST include this survival mode action approach. It’s the action plan you move into whenthe only choice you have is to survive. This means focusing on adequate housing, food, and transportation. If youget down to the basic necessities of living, nothing else matters. There are dramatic decisions you have to makein survival mode. Planning your survival mode ahead of time will help you make wise choices when the need arises.


- PROTECT YOUR GOOD CREDITCredit Card insurance would allows one the ability to postpone monthly payments for up to 18 months and stop

all accruing interest during that period in the event of a job loss.

- ANALYZE YOUR LIFESTYLELook at day to day living expenses that can be cut back such as: disconnecting the home phone, downgrading

from premium to basic cable, and foregoing memberships to social organizations (you can still attend meetings).

- RESEARCH ALTERNATIVE MEDICAL BENEFITSTalk with your HR Deparment to get an estimate of what your severance payout would be and use those figuresto research alternative benefit options. It is likely that you will find less expensive personal plans than what your

employer will offer through COBRA.

- CHECK WITH THE GOVERNMENTCheck to see what Government assistance programs would be available should your experience

a long period of unemployment.

Life After Layoff

By Otis Collier

Payroll is one of the most critical regulated areas of business. Accuratepayroll processing requires extensive theoretical, practical, and applicableknowledge of IRS mandates, Department of Labor, Social SecurityAdministration, just to name a few. An effective payroll department willkeep your organization in compliance with federal and state lawsgoverning minimum wage and overtime and ensure quality operation ofthe Sarbanes-Oxley Act. This act also known as SOX was passed inresponse to high-profile business failures, such as Enron and WorldCom,in order to reinforce investment confidence and protect investors byimproving the accuracy and reliability of corporate disclosure. As a resultof past corporate corruption , Sarbanes-Oxley has made payroll a prioritymore today than ever before.

According to the American Payroll Association, the IRS assessed 13 billiondollars in penalties and interest for noncompliance with payroll tax lawslast year. To prevent your company from being in noncompliance youshould find out if your payroll department whether in-house or outsourcedis keeping your company safe. In order to ensure your payroll is operatingin full quality control and compliance mode, you should ensure yourpayroll professional has the competency and training of a Certified PayrollProfessional (CPP). A great investment in your company is to hire onlycertified payroll professionals to handle this critical role.

As illustrated in the IRS Data Book, FY 2006, payroll department calculates,withholds, and deposits payroll taxes for federal, state, and localjurisdictions-1.6 trillion yearly on the federal level alone. This is whypayroll processing should be left in the hands of an experienced, skilled,trained, and certified payroll professional. The Certified PayrollProfessional designation is given to individuals who have successfullypassed a comprehensive exam covering the full range of payrollknowledge. In order to provide a return on your investment, employersshould seek out only certified payroll professionals to lead your payrolldepartment. This will decrease the chances of your company facingpenalties and payroll litigation as a result of an untrained andinexperienced payroll staff. Bottom line- require and demand a CertifiedPayroll Professional to handle your organization’s payroll functions.

Source: Americanpayroll.org


By Niakesha Woodley

Sarbanes–Oxley contains 11 titlesthat describe specific mandatesand requirements for financialreporting. Each title consists of

several sections:

Public Company AccountingOversight Board (PCAOB)

Auditor Independence

Corporate Responsibility

Enhanced Financial DisclosuresAnalyst

Conflicts of Interest

Commission Resources andAuthority Studies and Reports

Corporate and Criminal FraudAccountability

White Collar Crime PenaltyEnhancement

Corporate Tax Returns

Corporate Fraud Accountability

Compensation Corner

Business as Usual

CAREER Magazine | 37| January /February 2010

By Pamela BurksPeople are living longer and seniors are rejoining the workforce, in turn, employers are experiencing anemployee workforce that is more diverse than ever. Younger members of the workforce teams haveskills that are different from the previous generation team members and the proportion of youngersupervisors to management staff to non supervisor staff is growing. Younger supervisors may bechallenged relating to their more senior staff and understanding their challenges with new technologyand changes business philosophies and the rate of change in organizations. If you’re the “kid” on yourbusiness team here are a few tips to better work with your team.

Are you the "New Kid on your block?"

SHARE INFORMATIONOnline communication tools such as email andinternal test message services are not as familiarto the previous generation so communicationscould appear “curt” when the intent is to be briefan may not included details which could lead youto believe information is deliberately beingwithheld. If you suspect communication is abarrier on your team. A phone call to confirmmissing detail is a quick fix but for better longterm communication, schedule a time with youand your team members can talk and share withthem the value of using bullet points toaccommodate brevity while provided detail.

INVOLVE OTHERSWe live in a “life comes at you fast” world but ithasn’t always been this way. In the past, businesschanges occurred less frequently and over alonger period of time. Some team member maynot be as comfortable making quick decisionswith few facts or shifting processes, proceduresand policies so often. During team meetingswhere yet another change is introducedencourage and give your team the opportunity toask questions for clarity on what to do and whento do it and be patient with the questions. Onlinetraining courses may not provide enough detail.

RESOLVE CONFLICTYour senior team members may not be ascomfortable sharing with a younger supervisoror manager unresolved conflict on the team forfear of retribution or being thought of asineffective in the area of “works well withpeers” or that you just won’t understand orcare. Make sure your team understands thatalthough you don’t expect to handle every littlemisunderstanding they encounter but thatconflict that prohibits their productivity and/oreffectiveness on the job should be discussed toensure constraint to your productivity areknown.

BE AVAILABLEYour personal time is very important! Consistentovertime is not in your daily plan. You wouldrather not take the 15 minute break if it meansyou leave 15 minutes early. You may have teammembers however who are accustomed toworking longer hours to deliver that “extraeffort” or “above and beyond” as evidence ofcommitment to the organization. They may notunderstand that your commitment is evident inyour hard work during regular work hours andalthough you may be willing to work extra hoursperiodically, you value your contributions tocommunity and ensuring a work life balance.

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CAREER MAGAZINE JAN FEB 2010 - Lisa Orelle

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