Announcing the Winners of The 3rd Annual JobMob Guest Blogging Contest

Announcing the Winners of The 3rd Annual JobMob Guest Blogging Contest 3 This year's guest blogging contest was kicked off July 6th and is now coming to a close just over 9 weeks later. Unlike in past years, this time there are a whole list of winners to announce… A big thank you to all the participants This year's contest had 17 entries and a very eclectic mix ranging from articles about Twitter and other social media to business advice to poetry. I very much appreciate each guest post and the time and effort that went into creating it and promoting it, and all the participants deserve congratulations regardless of the contest results. Thank you all! And now- on to the winners and their winnings. The 2009 JobMob Guest Blogging Contest Grand Prize winners are… 1) Grand prize winner: Israel Weisser of The Weissers’ Journey to Israel with 5 Israeli Job Search Survival Tipseval 20 hours of outsourcing time, a US$200 value. Sponsored by Get Friday 15 minute phone session with Gary Vaynerchuk and a Crush It! wristband. Sponsored by Gary Vaynerchuk A copy of the Personal Branding Magazine. Sponsored by Dan Schawbel US$150. Sponsored by

Five Reasons Your Profession Is Hurting Your Career - Personal Branding Blog - Stand Out In Your Career

Five Reasons Your Profession Is Hurting Your Career - Personal Branding Blog - Stand Out In Your Career When I graduated from college with a degree in electrical engineering, that was the only credential I could use to market myself to prospective employers. In an ideal world, employers would have gotten to know me and determined that I had potential to do many things, tested me to define  my talents and motivations, and established an individualized development plan that would launch me onto  a path to become the best that I could be in their organization. Unfortunately, the world was not ideal then and still is not. I was stereotyped (branded) as an engineer and hired to do a job that engineers do. I succeeded, so I was given opportunities to make more money and get promotions by doing more engineering stuff. But, seven years out of college, I was a registered professional engineer who was burnt out on engineering and decided I needed a change. I proactively moved into HR training and development (training engineers), then into marketing, then into sales. The point of all this is that, had I been passive and let my employers lead me in my career, I would have gotten stuck in a sequence of engineering roles. I would have had far less autonomy, enjoyment and income. So, I want to propose to you a pretty disruptive (but, for many, necessary) challenge to your status quo: Choosing a profession and sticking with it may be a bad strategy for your future happiness and income. Here are five reasons  your current profession may be hurting your career You are in a profession that does not match you. With thousands of possible choices and the vast majority of people not having insightful guidance, it is highly likely you are not even close to being in one that is an excellent fit. You are in a profession that has poor prospects for the future. Face it. Your entry level customer service job at the local bank branch is never going to get you very far. Your profession doesnt allow you to grow your career. Sitting in a call center answering customer complaints will isolate you from others who could help you in your career. It will also numb your mind. You are in a profession that is associated with a depressed or dying industry. All of my corporate career was in the telecom industry and (other than mobile) that industry has been in trouble for over a decade, so becoming an expert could be career-limiting. You are in a profession/industry that is not well respected. Even if you are the top producer in your state for Amway, I am still going to start itching if I have to sit and listen to your pitch about becoming one of your down-lines. As mentioned in Chapter 3 of Fast Track Your Job Search (and Career!), A survey by The Conference Board indicated that employee job satisfaction dropped from 61% in 1987 to 45% in 2009. This has been an ongoing trend. I believe that two major factors contributing to job dissatisfaction are self-limiting beliefs and mismatches with current professions. Its hard to correct counterproductive beliefs in a 600 word blog post, but getting you thinking about your choice of profession just might be within my power. I hope so, because the vast majority of people I meet are in a  profession that is not a strong match. Sometimes people who are unhappy in their work are in the wrong culture, working for the wrong type of boss, or at the wrong level in the organization. For many, though, they are in the wrong profession. If you have some doubt, then I hope you will rethink your choice (if it was a choice at all) of profession and begin considering new options. Good luck and best wishes!

3 Women to Look Up To Beyond the World of Media

3 Women to Look Up To Beyond the World of Media One of the biggest problems younger generations have is that they usually choose the very wrong role model. The slogan stop making stupid people famous seems not to have reached the media they often focus on the scandal factor far more than on truly valuable aspects like knowledge, skill, and hard work. There are so many women who have made a success of themselves that are usually out of the media spotlight. While they might not be the most famous women in the world, they are certainly among the best female role models youngsters can choose for themselves. Millicent Fawcett (1847 1929) Dame Millicent Garrett Fawcett was an English feminist, union leader, intellectual and political leader, and writer, one of the main drawing forces behind the movement fighting for womens right to vote. She didnt support the violent and militant line of the movement she was a moderate campaigner and a tireless one at the same time. In her opinion, aggressive campaigns for the rights of women were doing more harm than good. And the results did come the organization she led has grown at an incredible pace, and she campaigned for a series of causes, ranging from curbing domestic violence to eliminating double standards of morality. Dame Millicent Garrett Fawcett is considered to be instrumental in gaining the voting rights for millions of British women aged over 30 in 1918. Norma Jeane Mortenson (1926 1962) She was one of the most iconic sex symbols in the history of filmmaking, a model, an actress, and a major pop culture icon. Her name was Norma Jeane Mortenson but most know her by her screen name Marilyn Monroe. Her private life was constantly on the front page of the newspapers. She ended up typecast on the big screen, and underpaid, even though she was one of the most marketable Hollywood stars. When Fox refused to change her contract, she quit and founded her own production studio. She studied method acting and spent a year building her company, at the same time being the subject of a bad publicity campaign by Fox. In the meantime, she completely changed her image, taking on a more mature appearance and attitude. She went on to win a Golden Globe for her role in Some Like it Hot in 1959. Elizabeth Glaser (1947 1994) A former child actor and wife of actor Paul Michael Glaser, Elizabeth Glaser was hit by a tragedy: when receiving a postnatal transfusion in 1981, she was infected with HIV, unknowingly contaminating her daughter and son, too. Anyone would have been destroyed by such bad news, but not her she dedicated her life to save his son, Jake, along with other HIV-positive children. Her tireless work raised public awareness about HIV infection in children and spurred funding for the development of pediatric AIDS drugs as well as research into mother-to-child transmission of HIV.

Should I Stay or Should I Go

Should I Stay or Should I Go image credit: Mary Kilbreath via Society6.com Tim Sackett, executive vice president of, a contingent staffing firm in Lansing, MI, recently published a post that outlined what he thinks is the biggest career mistake people make. He writes: “Heres my all-time favorite HR mistake: Telling someone to leave a position he truly enjoyed to go after more money and a promotion.” He goes on to say: “In my career, Ive left two positions where I loved the organizations and what I did for them. Both times I left to take promotional opportunities with other companies. Both times I made the wrong decision. Thats a tough mistake to make twice.” He goes on to say: “I used to give out this advice: Go ahead and leave because youre going to have more than 10 jobs in your life, and you might as well move up as fast as you can. I dont give that advice any more. In fact, I now try to talk people out of taking new jobs.” I’m not sure how old Tim is, but I think he’s reached the same conclusion that many of us Baby Boomers have.  Money and prestige are not the only things that matter in your career. In fact, pursuing them hardly ever leads to career satisfaction. National surveys indicate that 70 â€" 80 percent of workers will consider leaving their current jobs when they feel more confident about the economy. Some will land in better jobs and become happier at work. Most won’t. Your satisfaction at work is based on three factors: the mission of your company, the people you work with, and the nature of the work you do. I consider myself lucky to work for a nonprofit with a clear mission: connecting people to meaningful careers and helping companies grow by connecting them with talent. Many workers are drawn to jobs in nonprofits because they can feel good about working for a company that makes the world a better place. For profit companies have mission statements, too; whether it’s to make the best product possible, create the best customer experience, or change the way the world does business, a mission statement is a way to unite the team. If your company doesn’t seem to know why it exists (except to make money), you may want to find one whose mission you can support. It’s an HR truism that people don’t quit jobs; they quit people.   We spend more time each day with our coworkers than we do with our families; if you don’t like them, you won’t like your job. By the way, if the people you work with are miserable, go back to examining the company mission statement. Believing that the work we do matters goes a long way in helping us get along on the job. Without a mission we believe in, it’s easier to focus on how annoying we all are. Lastly, consider the work you do. In the end, it’s all that matters. Does it stimulate you? Challenge you? Engross you? If not, why are you still sitting there? If you don’t have a mission that matters, people you like to be with, and work that you find interesting, then you should go. If you have all of the above, or even two out of three, maybe you should stay. More money does not equal more happiness. Recently, I heard from a candidate who accepted an internal promotion and then, after considering it over the weekend, called the manager to say shed changed her mind. She was relieved that the hiring manager didnt take it hard. Id say the hiring manager was wise. Sometimes, theres no place like home. “Happiness is not a goalits a by-product of a life well lived.” ?  Eleanor Roosevelt  

3 Innovative Ways to Reward Employees CareerMetis.com

3 Innovative Ways to Reward Employees Rewards are a powerful tool that businesses have used for years in order to boost employee engagement, increase retention, and keep employees happy in the workplace overall.From individualized notes to team excursions, businesses are constantly developing new ways to give back and show appreciation to their employees. There are many benefits in noticing and sharing an employee’s achieved goals, but repeating the same methods can become redundant and diminish in value over time.evalLet’s take a look at why employee recognition is so important and some options for your program.Benefits of Employee RecognitionThe simple act of recognizing your employees for a job well done goes a long way toward making them feel appreciated. By turning people’s attention toward a personal or company goal, and rewarding that achievement, employees feel good about their work. That being said, according to research on workplace culture, recognition is fleeting in many businesses today.Most commonly, the survey revealed most employees were recognized every couple of months, but there’s a sliver of the population that has never been recognized for their good work.Although “employee engagement” and “culture” are not synonymous, they are certainly linked. Since engagement is largely about how employees feel connected to their work, a positive culture is fundamental to building an engaged team.A positive approach to employee recognition, in turn, fuels overall engagement, which can have innumerous benefits on performance. A recent Forbes article estimates that a single disengaged employee can cost a business approximately 34% of that employee’s yearly salary.Everyone enjoys hearing about a job well done, especially after they’ve devoted a great deal of their time and effort into a particular project. Voicing your recognition for an employee’s successes, whether it be privately or in front of the entire company, lets your team know you appreciate and value their daily efforts.When you’ve decided to recognize and reward an employee, be sure to go above and beyond some of the more traditional methods.evalOffering the same type of reward to every employee each time you recognize them can begin to feel disingenuous and therefore lose value over time.On the other hand, tailoring the reward to specific employees’ preferences or interests can be a better representation of your appreciation.3 Ways to Reward EmployeesThere are a number of ways that businesses reward their employees. Whether a reward is a custom to the employee’s interests, specific to your company, or in the form of an act of service, there are many approaches you can take to show your employees you care.1) Custom GiftsevalPersonalizing the reward for an employee shows that, as a leader, you’re thoughtful in going the extra step for an individual and pay attention to their interests and hobbies.a) Charitable Donations evalThis reward might take a little bit of research, but placi ng a donation in an employee’s name to their favorite charity is a unique way of recognizing their work. If this seems like a gift they might be interested in, but don’t know a charity in specific, tailor the charity to an interest of theirs.For example, if the employee is an animal-lover, they might appreciate a donation to a local animal shelter.b) Travel Vouchers/SubsidiesEveryone needs a break from work once and awhile. Providing travel vouchers or a subsidy gives employees some help with a personal or family vacation, which could motivate them when working.Not to mention, allowing an employee a bit of vacation time is beneficial for you too, as they’ll return refreshed and ready to dive back into their work.c) Movie ticketsDuring their downtime, many employees like to talk about new movies they would like to see. This is a great opportunity to reward a department or team for their hard work by offering them tickets to a movie that the group votes to see.2) Offer Different Types of Employee RewardsBe sure to mix up employee rewards throughout the year. If you offered up a personalized reward a month ago, provide the employee with a reward that’s related to their day-to-day work at the company.a) Company-branded SwagBusiness swag is a way to not only reward employees but to market the company outside of work. Comfy t-shirts, branded water bottles or sweatshirts are often sought after by employees, especially if you change designs or create new merchandise frequently.However, remember to not provide cheap versions of these items, people will resent the fact that your organization didn’t want to invest in quality products.b) Time-off Depending on company rules, providing additional time-off is a big incentive for some people. After putting in long hours, offering a bit of time away from the office is a good way to show appreciation to an employee.evalIn addition, it can make up for any lost personal time they might have sacrificed leading up to a bi g presentation or meeting.c) Flexible ScheduleWorking from home or choosing what hours to work is another option in lieu of time-off. Again, based on a company or department policy, this reward might vary. Mixing up the schedule a bit might lead to improved work output or engagement from employees.After all, your employees know their own work behaviors better than anyone else, including the hours they typically put in their best work.Source â€" Depositphotos.com3) Random ActsSmall acts of kindness can go a long way when rewarding employees. Mixing up traditional or non-traditional rewards with random acts of service not only keeps employees on their toes but it can also add a nice personalized touch.a) Create NotesThis method is about as traditional as it comes, but a thank you note is one of the most tried and true ways to show your appreciation. Writing out a note that expresses your utmost gratitude for an employee’s work shows that you’ve put thought into the work an employe e has done.evalIt demonstrates the extra step you are willing to take when recognizing an employee’s hard work and dedication. Notes are the best way to put your appreciation into words and can often be something an employee can refer back to if they’re going through a hard time.b) Showcase their Success in Different Places Showing off an employee’s achievements in the company newsletter, on social media, or on an internal communication platform allows the entire company to see what the business values and how much they appreciate their people. This often results in a chain of recognition too.Once a single post is made online, it often circulates throughout the entire company, allowing others to recognize the employee as well.c) Encourage Professional DevelopmentAlthough not everyone may cheer at this idea, continuing to build on success includes additional development. Professional development might not be the most lavish of rewards, but it shows that a manager believes they can take on more responsibility.Whether it’s a business seminar in another state, a nomination to an exclusive mentorship program, or even enrollment in an online class, providing professional development as a reward will allow employees to learn about or implement new tools to continue their success.Employee recognition has come a long way in recent years. As many companies begin to place a greater focus on improving their workplace culture, they have also become more innovative in the ways that they can recognize and reward their employees.Showing your employees you appreciate their hard work not only results in better internal morale, but can also have positive impacts on the company’s overall productivity, output, and performance. If you haven’t made the effort to reward your top-performing employees, be sure to do so. Their ongoing efforts will be sure to make it worth your while.

2015 Job Search Trends - Jane Jackson Career

2015 Job Search Trends - Jane Jackson Career WHAT JOB SEARCH TRENDS WILL AFFECT YOUR JOB SEARCH IN 2015?By Jane Jackson, Career Management Coach and Author of Navigating Career Crossroads (#1 Best Seller on Amazon Australia (Careers)  How are you going to stay ahead of the game when job hunting in 2015? If you plan to only stick to traditional methods to apply for jobs, you may end up without even a look in! I’ve done some research and here are some suggestions for you to consider if you’re on the market for a new role this year.According to a 2014 Jobvite.com survey, 69% of recruiters expect competition for jobs to increase in 2015. 73% of employers are planning to increase their investment in social networking to find candidates. And in 2014 51% of recruiters planned to increase their investment in mobile recruiting.  However, according to the same survey, recruiters say that 60% of their best candidates are found through referrals.This research confirms that it is more important than ever to do your homework to understa nd all the methods that are used in recruitment in order to stay competitive when looking for a job.YOUR NETWORKEven though the research points strongly to online social networking for job search, It is still highly beneficial to gain a personal referral from someone who knows what you can do, can vouch for your work ethic and aptitude and make a strong recommendation that you are a strong contender for the role you are targeting. In a sea of seemingly identical candidates, the word of one trusted colleague to another is the best way for an applicant to get noticed. If you’re nervous about face-to-face networking find out how to become better at it here.YOUR ONLINE BRAND ON SOCIAL MEDIAWhile referrals are a great way to get your foot in the door, recruiters and employers are also turning to social media. Social recruiting has become an essential resource in the hunt for qualified job candidates. According to the 2014 Jobvite survey, 73% of recruiters have hired a candidate through social media. And 93% of recruiters review a candidate’s social profile before making a decision. The powerful professional networking site, LinkedIn, continues to be a recruiter’s network of choice and Facebook and Twitter are also gaining in popularity to find and vet candidates. (94% of recruiters currently use LinkedIn for recruiting, 66% use Facebook and 52% use Twitter.)It is essential to manage your online brand effectively. Here are some suggestions to increase the effectiveness of your LinkedIn profile.MOBILE RECRUITING According to the Jobvite survey, recruiters use mobile devices to post jobs, search for and contact candidates, and forward resumes to colleagues. 51% of recruiters have plans to increase their investment in mobile recruiting.So what does this mean for candidates and employers? Companies whose websites are optimised for mobile devices will be at an advantage. As for candidates, a survey by GlassDoor.com states that 90% of job seekers will use their mobi le phones or tablets as one of their job search strategies in the next 12 months. That’s a 7% increase from last year.So, to stay ahead of the competition when job hunting this year pay attention to the big shift to online recruitment via social media and mobile devices, where both companies and job candidates are relying on technology to boost their professional brands and reach out to each other. Balance this out with good old-fashioned face-to-face networking for referrals, advice and guidance and you will stay ahead of the game!For regular careers advice, join The Careers Academy Follow Jane on Twitter www.twitter.com/janecareercoach

Resume Writing Services in Bloomington, MN

Resume Writing Services in Bloomington, MNResume writing services in Bloomington, MN is a great way to get your resume to the point where it will get you the interview. There are many different kinds of people that work at these agencies. The agencies provide a variety of different services from creating your resume and applying for jobs, to preparing and sending your resume and covering interview qualifications.These kinds of jobs have many benefits. The agency has a team of professionals who will help you create your resume. Many of these professional professionals will have years of experience in the job industry. They can also help you with interview qualifications.Many of these agencies offer hiring supervisors and recruiters who will be able to help you with handling your resume. Most of the best agencies out there use a format that is very professional. The resume templates are designed in such a way that it is very easy to read and understand. The hiring supervisor or recruit er may ask you to change certain things on your resume. This is because they want to make sure that the skills you have are transferable and relevant to the job.The best agency out there will be able to help you with being able to apply for any kind of job openings that are posted online. The better agency will be able to customize a resume for the specific needs of the company that you are trying to get hired by. It is important to understand that some of the larger agencies and large companies that employ hundreds of people have specific types of resumes that you should not try to get used to.Some of the hiring supervisors and recruiters will tell you that you should never write your resume that way. This is because the resume that they want is unique and not for anyone else. The resume should be made to ensure that it will be relevant to the job opening. You will not be trying to take the place of someone who has already been hired.Even if you are a college graduate who has been out of school for awhile, you can still try to make your own resume. This will not be an exact replica of the one that will be provided to you, but it should at least demonstrate that you have some relevant experience. The hiring supervisor or recruiter will be able to tell what kind of experience you have.A successful person is always seeking new opportunities to find employment. If you have a website that lists all of your current employment status, that can also help. The resume templates will tell you the fact that you are currently employed.The resume is something that every successful person puts into action. You can use these services if you have the skill to write a good resume and you have no interest in getting into a job that you do not want. The agency is only out to make sure that your resume is worth the amount of money that you paid for it.