JobMob News Tidbits for Wednesday November 19th 2008

JobMob News Tidbits for Wednesday November 19th 2008 4 Here are the latest news bites about JobMob and I. Free LinkedIn for Job Search e-book JobSearchDebugged.com's Rita Ashley has just released a new e-book about using LinkedIn on your job search. Rita will soon be guest posting a 3-part series here on JobMob about coaching. I learned quite a bit from her articles and I'm sure you will too. Look for part 1 next week. 2 New RSS feeds for Israeli job seekers Thanks to Slav Ben Ari for finding the 2 new feeds covering hitech jobs and legal jobs (lawyers and law students). To see them, visit The Ultimate RSS Feed Collection for the Israeli Job Seeker.eval IncomeIsrael's Internet business course is reopening My friend and successful Internet entrepreneur Barak Hullman is reopening his paid Internet moneymaking course in Jerusalem this coming Sunday, November 23rd, 2008. The first night is free as a test run and classes fill up quickly so if you're considering your own Internet business, sign up now. Email subscription hiccup is temporary If you're an email subscriber, you've probably noticed that the titles on some of the recent emails have been repeating themselves. Sorry about this. Although unintentional, it's part of my transition to a new email system that should be better for you in a number of ways. I'll announce more details when the transition is complete.eval Reminder: I will be at the OU 2008 Job Fair in Jerusalem JobMob will have a booth at the Ramada Hotel Jerusalem during the Orthodox Union's 2008 Israel Job Fair on Wednesday November 25th. If you registered for the event before it sold out, don't forget to read 35+ Job Fair Success Do’s and Don’ts before you come. At the hotel, please come by and say hello, it's always fun to meet in person and put a face on a name or email address.

How to Make Recruitment Work for Your Small Business

How to Make Recruitment Work for Your Small Business When you’re part of a Fortune 500 company with nigh inexhaustible resources, the recruitment process doesn’t seem to be one that really necessitates creativity or strategy. But when you’re  a small business owner with a bottom line weighing down every decision of your company,  how you decide to go about the hiring process can be one of the most essential strategic  underpinnings of your company’s success â€" or demise. Regardless of what is at your disposal, the fact is that the face of employee recruitment has  shifted drastically in the 21st century. And while the methods that we might be familiar with will  continue to be employed, it is important for small business recruiters to consider ways to more  effectively target ideal candidates. On considering traditional mass recruitment methods: Not too long ago, it seemed that the only way to effectively draw in a large pool of applicants was to either spend the money to advertise your position on a job board and slog through a heap of resumes or rely on a recruitment agency. These expensive and time-consuming options don’t often result in inspiring results. Small businesses who stick with these traditional methods can make it work, but they aren’t exactly ideal for finding the best candidates in a timely, cost-effective manner. However, there are some ways for employers who want to advertise open positions to the masses to thin out the less dedicated applicants to their recruitment pool and enhance the results of their search. These tips will reduce the work you’ll have to put into sifting through candidates and reduce the odds letting your search result in a bad hire. Know how to target their interest: A generic listing on a job board such as Monster or Indeed might be a great way to gather thousands of resumes and interested jobseekers, but the odds of producing truly knowledgeable and motivated candidates is doubtful at best. The first way to get the attention of those that you truly want to discuss your position is by knowing how to target them. This can happen in several ways. If you’re part of a tech company, participating in a job fair on a campus where computer science majors are prevalent can help tremendously. Placing advertisements in areas and online where students of this niche might discover you is another way that this can happen. One of the most effective ways to target your recruitment advertising is by advertising through search engines by buying keywords. If you want to hire people who are good with graphic design, advertising on Google for the phrase “Adobe Photoshop” will provide leads to plenty of qualified applicants. Require their commitment: Appearing motivated and qualified can be easy during a single interview, and hiring due to an applicant’s responses during one meeting is more likely to result in costing your company money by wasting resources if things don’t work out. The fact is that a good majority of job board applicants “fish” for a variety of openings without real interest, which is why recruiters who use such avenues to recruit complain about a glut of mediocre, irrelevant resumes and cover letters. Weed out these entries by being upfront that you expect a higher level of commitment to the opportunity that you have available. Hold an hour-long open house for interested candidates and you might find your talent pool fold in half or less, which helps narrow your search solely on motivated individuals. Be upfront that you’ll be holding multiple interviews in different places and through different people. By taking applicants out of their comfort zone before their first interview and requiring a greater level of participation than typical applications, you’ll be able to more quickly locate applicants with the highest work ethic. Social media and proactive recruitment: While technology has influenced the way that small businesses approach recruitment, the cheapest way of recruiting besides word-of-mouth is by using this technology to find talent before they find you. Soliciting positions in your company poses the inherent problem of attracting applicants who aren’t ideally qualified. With networking sites such as LinkedIn and Brazen Careerist, finding highly competent individuals in your field of choice can be as easy as a query search. It can be awkward and discouraging to reject a hundred applicants whose credentials aren’t even close to what you have in mind; by targeting your recruitment as a search on such sites, you can find talent according to your own criteria. In addition to social media sites, it can also help to connect with professionals already within your company and outside industry authorities about qualified candidates. Referrals are one of the most surefire ways to reach new talent without wasting time, energy, and most importantly money. While this method results in far fewer applicants for your time and you might have other employers in the shark tank to contend with, this is the quickest way to find the applicants that truly matter. Author: Amanda Jensen is a fledgling financial blogger and a writer with AAMI. Amanda holds a Bachelor’s degree in Business Management and has spent three years as an administrative assistant.

Review of Surf Shacks by Gestalten - Algrim.co

Review of Surf Shacks by Gestalten - Algrim.co When it comes to photo books, I can’t get enough. If its something that fits into a destination in my alley, I must have it. Surf Shacks screamed out to me as one of those books. Most notably, I knew when I saw Mason St. Peter of General Store SF show up as one of the surf shacks. His hip Topanga California shack is one of my favorites. When it arrived I immediately flipped through it to find it incredibly digestible. Its one of those books you’ll want to pick up on a rainy day. Or when you’re searching for creative inspiration. If this is your vibe of a book, I wouldn’t hesitate, grab it.

Why Smart Manufacturing is a Dumb Idea

Why Smart Manufacturing is a Dumb Idea The following is a guest post by Steven L. Blue.  His bio follows.   Someone asked me recently my thoughts on Smart Manufacturing. The so-called IT revolution in the factory. They couldn’t believe that I didn’t see Smart Manufacturing as the salvation of American manufacturing. Don’t misunderstand me. Smart Manufacturing has a place in reviving American manufacturing. I have a smart factory. We employ the latest in pick to light systems, automated CNC machines and seamless integration from order inquiry to accounts receivable. But that isn’t where I started my revolution. And you shouldn’t either. The problem with many CEO’s today is they have turned away from the astonishing potential of the workforce and turned toward automation instead. Big mistake. But I hear it all the time. What is the sense in spending millions on automating your factory if our workforce could care less? What is the sense in buying expensive machine tools if your workforce can’t wait to get to the bowling alley, yet drag themselves to work? I’ll tell you why. Because too many CEO’s view their employees as expandable assets. They should view them as renewable resources. And renew them. Smart Manufacturing Don’t bother with smart manufacturing if you have a dumb workforce. And if your workforce is dumb, it’s your fault, not theirs. Don’t bother with an IT revolution. Your revolution has to start with a “Smart Workforce”. You have to make a new compact with your employees. You need to ignite the human spirit in your workforce. Imagine this. What would happen if every day your employees came to work excited to do better today than they did yesterday? Imagine how your company would soar if your employees were absolutely dedicated to supporting the mission and each other in attaining it? Imagine what it would be like if your employees were like Cirque de Soleil performers? This is the place where I get blank stares from many CEO’s. They don’t like the “soft stuff.” “Give me the hard stuff,” they say. “Tell me how to build a smart factory, not a smart workforce,” is what I often hear. It has to be the other way around. Start by building a smart workforce. A workforce that is engaged, enlightened, and empowered. A workforce that trusts and believes in its leadership.  Tall order to be sure-especially if the leadership is a bunch of boneheads that care more about depreciation than employee engagement. Here are four key ways to start: 1. At the top. Build leadership credibility. The only way to have leadership credibility is if your leaders demonstrate key values of respect and integrity. 2. Leaders need to treat their employees with respect. But many don’t. In a recent Harvard Business School study of 20,000 employees half of them did not feel respected by their leaders. And respect was rated by the participants as more important than anything else, including compensation. Imagine how the company performance would skyrocket if you solved this one problem alone. 3. Leaders have to demonstrate integrity. In study after study, integrity is a key attribute in leaders that people admire-and want to follow. So integrity is a key part of building credibility. But leaders also need integrity in everything they say. You can’t be like many leaders and “tell half the truth, hoping the other half doesn’t show up”. You have to be bone honest all the time,  you have to tell them what they need to know. If the company is headed for trouble, tell them. If the company needs to pivot into new markets or products, tell them. And tell them why. Tell them everything. You would be amazed at how smart your workforce can be if you give them half a chance. I always say “trust in truth”. 4. This is not just for the top. Your entire workforce has to embrace the values of respect and integrity. But you cannot expect “people below to do what the top will not”. You may have leaders that lost credibility long ago. They can’t get it back. You have to replace them. Smart manufacturing starts at the top, not the bottom. Smart manufacturing starts with creating a new compact with the workforce and starts with people, not machines. Steven L. Blue Steven L. Blue is the President CEO of Miller Ingenuity, a global supplier of mission-critical solutions in the transportation industry and author of the new book, American Manufacturing 2.0: What Went Wrong and How to Make It Right. For more information, please visit www.SteveBlueCEO.com, www.milleringenuity.com and connect with Blue on Twitter, @SteveBlueCEO. . Image credits. Main.    Partnership.     Team.  

10 Questions to Ask When Choosing the Right Career CareerMetis.com

10 Questions to Ask When Choosing the Right Career â€" CareerMetis.com One of the scariest decisions someone makes in their life is choosing a career. That’s because your whole life centers around the career you choose. It’s where you spend most of your time, it’s how you make money, and it helps to shape who you are as a person.Studies show that the majority of people hate their job. Do you want to be one of them? If not, ask yourself these ten questions to make sure you’re making the right career choice.1) Will You Make Enough Money to Live off Of?evalevalMany people make the mistake of choosing a career based on what they love, not based on money. Unfortunately, money is an integral part of choosing. You want to pick a career path where you’re financially stable to eliminate stress.2) What Hours Will You Be Working?Are you a night owl or do you prefer to get moving when the sun rises? When choosing a career, consider what hours you will be working. What is best for you and your family? If you enjoy having nights off, don’t pick a job wher e you’re required to work second shift.3) What Do You Enjoy Doing?Finding a career is about finding a balance. Choose something that you enjoy doing. Do you love helping people? Become a social worker. Do you like spending time with kids? Become a teacher.You also need to find the balance. Don’t lose sight of your hobbies, however. Choose a career that is separate but similar to the things you love doing.4) What Benefits Do They Offer?Picking a career is more than just following your heart. You need to look at what the position’s benefits are.If you’re planning on having a child, what is the maternity or paternity leave like?Do you get paid time off?How do sick days work?Is health insurance offered?eval5) Is There Room for Growth?One of the first things people look at is how much money does the job offer. If the starting rate is lower than you hoped for, don’t fret. You need to see if there is room for growth. Will you make more the longer that you’re there? Will there b e promotions offered?6) What Are the Company’s Values?Choose a company that has similar values to you. If you’re someone who values religion, will your job let you off on Sundays for church services?evalYou want to choose a company that you can be proud of, one who has similar beliefs, and one who will honor yours. If not, you might end up hating your company in the long run because of how vastly different their values are.7) Is This a Line of Work You Can Be Proud Of?We all want to feel a sense of pride and accomplishment in the work that we do. Before you choose a career, look into whether or not you’ll be recognized. You always want to churn out work you’re proud of. If you’re a writer, will your name be on the articles you publish?If you’re a teacher, will your work value all that you put in? If you’re not appreciated, you will burn out quickly.8) What Is the Company Culture Like?Choosing a career path means looking at what daily life inside a company is like. If y ou’re someone who wants to do more than sit into a cubicle, you need to consider that. Many companies have websites that show all they have to offer.evalLook and see if employees have voted it a top workplace. Check and see if they do things for employees like company outings, volunteer opportunities, growth and more.9) Have You Heard Good Things About the Company?One easy way to get an inside glimpse of what life is like inside a company is by asking someone who works there. See if your friends have job openings that they recommend.They’ll be able to give you an honest opinion on whether or not they think it will be a good fit for you. That’s because they know you and they know the company. Do research online and see if there are reviews out there. Pick something where people are excited to come to work each day.10) Can You See Yourself Doing This Long Term?Most people consider a career to be a long-term commitment. If you want to settle down and figure out what you’re plan ning on doing with your life, do your research. You want to find a career where companies value their long-term employees. Is this a company that you will be happy with in the long run? Is there room for growth? Do you get added benefits the longer you’re there?Consider All AvenuesChoosing a career goes so much deeper than just finding something you like. You need to ask yourself all of these necessary questions to ensure that you’re making the right decision.Deciding on a career is a huge commitment because not only does it affect your happiness, it affects your family’s happiness. What do you think is essential in a career? Ask yourself that question and allow it to help shape your overall decision.

How to self-promote effectively - Margaret Buj - Interview Coach

How to self-promote effectively If you want to become visible in your work or community, you’ve probably been told you need to “put yourself out there”. When I did a survey last year, one of the most popular topics was also self-promotion. We recognize we need to be visible to our bosses, clients etc if we want to get ahead. But how exactly do you put yourself out there? Caroline Ceniza-Levine who writes success tips for career and business has some advice: “Put” = what do you do to self-promote Self-promotion can be a 1:1 conversation with your boss about your accomplishments to date and your near-term goals. Or it can be a social media campaign to develop an engaged audience and a powerful brand that attracts opportunities to you. Or it can be multiple things including both proactive, scheduled meetings with decision-makers like your boss and more passive marketing efforts. The best self-promotion is something you will consistently do. Consistency is key because putting yourself out there isn’t a one-time effort but rather something you must regularly do. Opportunities abound at different times, and you want to stay front-of-mind on an ongoing basis. Therefore, where you have some flexibility in picking what you will do to promote (e.g., speaking, writing, social media, networking via trade associations or conferences), you want to pick something you are willing to do for the long-term. But there are some things you must do (e.g., making sure your boss and senior management know your value) so you can’t only focus on where you’re comfortable. “Yourself” = what parts of yourself do you showcase Even after you’ve decided that, yes, you will self-promote and, yes, you will embrace both active and passive mediums, you still need to decide what you are going to promote. Your accomplishments, skills and experience are obvious parts of your package that you want to showcase. But you also need to decide which specific accomplishments, skills and experience are most relevant to share. If you are aiming for a leadership role, then the results you’ve achieved before as an individual contributor, while impressive, may be less relevant, than examples where you propose ideas or set strategy. If the company is moving in a direction that emphasizes a skill you have, but that is not a majority of your background, you may still want to emphasize it. You pick what your showcase based, not just on what is authentic to you, but also what resonates to your target audience. “Out There” = who are you trying to attract The best self-promotion resonates to your target audience, so you need to know whose attention you are seeking. If your goal is advancing in your current company, who are the decision-makers for promotions? If your goal is a career change, who makes the hiring decisions for the roles you want? One of my clients was a superstar in his large company but this didn’t help his dream of running a start-up in a related but distinct industry. The decision-makers who knew him were senior executives, and now his audience needed to include venture capitalists and investors funding the start-ups he prized. Even if you want to stay where you are, your audience should always be broader than just your boss because opportunities exist both inside and outside of your current company. Competitor companies, potential clients and customers, executive recruiters, media, investors, even networking contacts who may refer you are all part of the audience “out there.”??Putting yourself out there is not a broad, amorphous concept. To put yourself out there effectively means you practice self-promotion, you showcase your value, and you engage the audience who are making the decisions or know about the opportunities. You raise your odds of serendipitous outcomes, unexpected offers, and lucky breaks. Caroline Ceniza-Levine writes success tips for career and business, having launched a range of businesses from SixFigureStart ® career coaching to FBC Films.

Resume Writing by Field Will Improve Your Resume

Resume Writing by Field Will Improve Your ResumeIf you need to write a resume but don't know where to start, then you might consider using resume writing by field. It is possible to create a resume for any industry and therefore there is no limit as to how wide or deep you can go. This will help you reach out to more applicants so that you can receive the most qualified applicants and provide them with the qualifications that they are looking for.The three most common application areas that people seek when applying for jobs are customer service, clerical and technical positions. These can be applied to the areas of science, mathematics, arts, athletics, nursing, veterinary, and so on. It is important to use your own skills and experience in these areas because it will attract an applicant.By using resume writing by field you can choose from thousands of different jobs and then tailor your resume towards the specific job you are seeking. When you use resume writing by field you can c hoose the experience you are looking for as well as the industry you would like to work in. You may find that you can target specific skills that you have gained from your education, certifications, or certifications that you have obtained from other companies.The key to writing a great resume is consistency. Use the same resume template and format in every application that you submit. Consistency will ensure that your resume is read quickly and is not overlooked when a potential employer goes through several resumes in a short period of time.Resume writing by field is most useful when you have two or more different job positions to cover. Most companies need applicants to complete multiple applications. You should target the first position and repeat the process for the second. By doing this you ensure that you have covered every position and the information you included in your resume will be targeted.When youuse resume writing by field, you will have the option of linking to the CVs of other applicants who might be of use to you. Many companies prefer to hire from within the company so that they can see the entire career history of someone. By combining your own resume with the work history of another applicant, you can make a decision about whether or not you want to consider this individual for employment.Resume writing by field helps you to manage your stress level while also using creative resume templates. Each professional resume needs to stand out from the rest. Using resume writing by field will help you do this. You can get rid of repetitive words that are found in many different resumes and instead use specific words that will make you stand out.Resume writing by field will also help you to create the perfect resume that is perfect for the job you are seeking. It will contain the keywords and information you want to use so that it is relevant to the position you are seeking. This means that you can focus on one aspect of the position instead of fo cusing on several different aspects of the position.