A Guide to the Future of Work, with Josh Bersin

A Guide to the Future of Work, with Josh Bersin We recently sat down with Josh Bersin, the Founder of Bersin by Deloitte, to discuss where he believes the future of work is heading towards, and what the most important aspects to consider within that would be. Tell us about Bersin by Deloitte and what you do there. We study all aspects of HR in the workplace, as well as leadership and HR technology from a research perspective. We talk to thousands of companies, we do interviews and surveys, and we try to figure out what are the best practices, and what is really working in companies to drive performance and employee engagement. Every year I do this and something new comes up. So theres always something to talk about because of the impact of technology at work, the impact of business cycles and the way business is operated is changing. We were acquired by Deloitte in 2012, so were now a business inside of Deloitte Human Capital in the Deloitte Consulting Organization. But were still independent, so we do our research on our own, independent of the consulting organization. Why is the future of work important? Right now, theres a huge conversation about this going on and a lot of it is driven by two things.  First is the political issues around income inequality and low productivity, and people are saying, Why is this happening? At the same time, artificial intelligence, robotics, and technology is advancing at an almost exponential rate. So people are saying, What is happening to the workforce and how does the workplace adapt to this new digital world that we live in? What will work look like over the next couple of years? Will we all be replaced by machines? Will we all be talking to our computers all day? Will we even have jobs? Thats really kind of the discussion thats going on. Ive been studying this very, very aggressively for the last year and a half. I had to give a couple of big talks on it.  Jobs are going to change and organizations are getting much flatter and people are getting much more connected. Were all becoming more augmented by technology, whether it be our phone or our computer, or some AI software. They are making our jobs different but theyre not necessarily making them go away. I mean, in the United States, were now reaching a fairly low unemployment rate and the jobs that are being created are actually more human jobs and less technical jobs. You would think that with all this technology entering the workforce that were all going to become software engineers. But actually, the opposite is happening. The jobs that are being created are actually jobs that focus on the essential human skills: listening, convincing, selling, communicating, designing and curating. Actually, there are now jobs being created to monitor and train robots, for example, to help AI systems get smarter. Healthcare is requiring more jobs in the service industry. We just did some research  that shows that there is a really massive influx of technology; 45% of the companies we just surveyed said that they expect our company to be fully automated within the next 3 to 5 years, whatever that means. So theres lots of technology being acquired. But as that happens, new jobs are created. The one example Ill leave you with on this one, and this is the one thats been written about the most but its very relevant. In the 1980s, when I was young, entering the workforce, we had the beginning of the automatic teller machine and the branch bank was expected to go away. They were expected to shut down branches. There would be no more branches. Wed all be doing banking electronically. But what happened is as we learned how to use the automatic teller machine and we became more familiar with online banking, we all started doing many, many more transactions online to the degree that we do thousands of things online with our bank that we never dreamed wed be doing, requiring us to go into a branch to ask people questions when we wanted to buy something, when we wanted to change something and when we had a problem. So there are actually more branches by far than there were in the 1980s, and more tellers, and more jobs. Now theyre not the same jobs. Theyre not transactional jobs, theyre human interface jobs. But thats a perfect example of how technology in the future of work adapts to what the workplace is and how it changes jobs. Theres many, many examples of that. So its a big topic and consulting firms are concerned about it, big businesses are concerned about it. Im getting lots of speeches and talking to lots of clients about it all the time. Is there a way that people can future-proof their careers? The big thing for us as individuals is we have to be comfortable with continuous reinvention and continuous learning. If youre a Java programmer and you were a hot commodity in the year 2000, youre not a hot commodity today. So you had to learn new programming languages, you probably had to become more of a full-stack engineer, you probably need to learn a little bit about AI. If youre a designer and you havent learned about modern design and video, youve fallen behind. So it doesnt matter what your job is. You have to be comfortable continuously learning and reinventing yourself. So I think thats the biggest issue. Its scary for people because if you look at the earnings, the potential you have to make money, something thats hot for a couple of years suddenly isnt hot. You may find yourself in a job where somebody younger than you knows things you dont know and suddenly all of your tenure isnt worth as much as you thought. So were really in a marketplace of continuous learning and continuous reinvention. The place where this is particularly hard is if youre in a geographic location where a company moves or picks up shop and moves a manufacturing plant, maybe shuts it down or outsources it or moves to another city and you cant move, you may find yourself going from being a manufacturing worker to a healthcare worker. Thats difficult to do. I mean, a lot of people are very uncomfortable with that. But that would be my number one recommendation dont be afraid to reinvent yourself. Ive reinvented myself at least five or six times in my career. Its really like surfing. You catch a wave, you ride it into the shore, and then youve got to be able to paddle back up and catch the next one. Were all going through that multiple times in our life now. What should organizations be thinking about? Well, we just wrote a big report on this at Deloitte Human Capital Trends but I would say that there are really two things to consider: One is to redesign the organization around teams and networks, not around a hierarchy. In the world of work today, the digital world we live in, people interact in small teams and they can share information and collaborate instantaneously anywhere. So the idea that you have to go to your boss to get permission to do something and then you have to ask your boss all the time and that your boss actually knows what youre supposed to be doing, thats not actually the way the world works anymore. Theres been a radical change; 88% of the companies we survey, just three months ago, and this is more than 10,000 companies, said that they are trying to redesign their organization for the future, change the roles that people have, change the structure. Basically, what it comes down to is creating more of a networked organization. The second issue is that were in a strange period of time where we havent all figured out how to use the technology we have productively. Were happy to use it and were spending a lot of time on social media whatever it may be. But were not getting more work done. Productivity is only growing at about 1% to 1.5% a year. A lot of people are concerned about that in the U.S. and in Europe. So I think organizations have to do a lot of work to create a meaningful, productive employee experience. In HR, that means doing away with the once a year engagement survey and getting very, very close to all of the employees needs and focusing on the individual journeys and the individual obstacles we have to getting our jobs done. We have a framework for that which we call Simply Irresistible that explains it. I think this is going to be a major theme for HR departments over the next couple of years making the workplace more productive, simpler, and more meaningful to people. That also means focusing on wellness and health and not just business productivity, but human productivity. What can we do to be better, really aligned personally with work so that we dont get fried out from our 24/7 always on work experience? So those are the two things that I think organizations really need to focus on right now. What is the societal impact of the future of work? Theres healthcare, minimum wage and income guarantees. A lot of interesting ideas, theyre floating from different sources: from economists, from politicians, and from business people. So if you could think of thousands of examples of this. Somebody who has to change jobs, change roles, change careers and change cities. Will I have the health care to do that or will I be stuck with my old job because I cant afford to get a new healthcare program? Will I be able to get educated and will I get credentials for my education? Will I be able to afford the education? If I need to go back to school and spend $50,000 on a degree, how am I possibly going to pay for that? Will I get paid a reasonable wage? The fourth point is about inclusion. The future of work is a networked organization where many people work part time and many people work full-time. We all need to listen to each other as equals regardless of race, gender, age, political background, religion. So I think another part of the societal mission is to create an inclusive culture so that the work environment that we live in and work in and make money in supports us no matter who we are. Things are changing very fast and many of the fastest growing economies are in Asia, India, China, and soon Africa.  If we dont have a sense of inclusion of people that are different from us, that will also impact our ability to evolve. So those are big topics on the political agenda. Theyre not easy topics to address but I think many, many people are talking about them now. What are some of the top implications for employers? Well, I think number one is your organization. I hate to use the word best place but is it a place to work where people feel that they can achieve their individual goals? Are you going to be able to achieve your goals in that role? Are you going to make enough money? Are you going to get some healthcare? Are you going to get some training? Is there some future? Is the environment going to fit your lifestyle? Is it flexible? Thats number one. Number two is learning. I dont think there are any companies that will be around for a long time that doesnt provide online digital learning experiences for their employees. I mean, theres the traditional learning of onboarding, learning how to do a new job, learning how to use the systems at work, learning the compliance rules at work. But then theres the, I dont know how to do this job and Id like to get better at it. Who will help me? Who are the people that will help me? Do I have a coaching environment at work to help me? Thats number two. Number three is leadership. Traditionally in many large companies, the way you became a leader was by paying your dues, by putting in the time and you eventually reached a point where you were promoted. That doesnt work anymore. Things happen too fast. We need to promote people into leadership roles based on their expertise, based on their followership, based on their alignment with the culture. It doesnt matter how old they are or how long theyve been in the company. In fact, the way I like to think of it is your credibility is based on your experiences, not your experience. Just because youve been in the company a long time doesnt mean you have the relevant experiences to make you good at the job youre doing or to lead the project that youre leading. So we need to rethink leadership models and create what we call more of a digital leadership model. Digital not meaning technical but more agile, experimental leadership model to allow people who are maybe the subject matter experts or the spiritual leaders of the company to lead where necessary and not only give it to the people that have been around a long time. So those are the three things I think are very relevant right now. What does it imply for employer brand management? I mean, employment brand, even the word brand is a little bit of a misleading term. It used to be that employment brand was building a nice website and building a career page and promoting how great you are. Thats still important but less important than ever. Your employment brand reflects how you treat people because your employees can go on websites like Glassdoor  and they can talk about what its like to work at your company. If its not a good place to work, people can find out about it regardless if its on your website. So I think the essence of a great employment brand is to seriously invest in your people and think about your people as your number one product. I dont think theres a business left where people are not the product. I mean, even if youre an oil company and youre drilling and pumping oil out of the ground, without the right people, without the right safety, without the right culture, youre not going to be successful. Its certainly true in airlines, healthcare, hospitality, retail, in technology industries. If youre not creating a great employment experience, people wont innovate, they wont stay. So employment brand is really a part of thinking about the entire employee experience and making a continuous investment in your people and staying in touch with people when they leave. Were in a world now where 50% of millennials will live into their 100s. So there is a good chance theyre going to leave your company and theyre going to talk about your company and they might come back later to work on a project or they might refer to your company. So part of employment brand today is taking a long-term strategy on the relationship you have with people who have left your company so that they continue to be brand advocates too. Then there are all the wonderful things that weve done for years. Employment branding on your website and having a great employee experience and then promoting that. But I think thats less important today than just being a good employer and making sure youre taking the employee experience seriously. Connect with Josh on LinkedIn.

Need to Hire a New Orleans Resume Writing Service?

Need to Hire a New Orleans Resume Writing Service?New Orleans resume writing services can help you write a successful job application. The reason they are so successful is because of the fact that New Orleans is not only a major city in Louisiana, but also one of the most vibrant cities in the country. It has so much going on and so many talented people that it is quite hard to be hired in New Orleans without a solid job application. The unique setting makes a strong resume more attractive and just as important as the resume itself.Before you start writing your resume it is imperative that you go online and search for some New Orleans resume writing services. You want to find a company that can help you build up your resume. You want your resume to stand out from all the other resumes that have been submitted. The best way to do this is by hiring a professional resume writer to create a professional resume for you. This way you will be assured that you will be given the attention to detail in the layout of your resume, along with help in creating bullet points and highlighting pertinent information.You can choose a New Orleans resume writing service that charges a flat rate for your resume. Many are now offering online editing and formatting services, which can help you get your resume the way you want it. This makes it easy to pick the perfect style that fits your personality and style, without having to hire an expert on resume writing.Another benefit to hiring a New Orleans resume writing service is the ability to choose from hundreds of sample resumes. This will give you a good idea of what kind of resume to choose for your specific job. After reading a few samples you will be able to decide whether or not you want to hire the company to do the writing for you. If you want a personalized resume you will want to choose one of the New Orleans resume writing services that offer this feature.When you choose to hire a New Orleans resume writing service, it is im portant that you choose someone who has experience in this field. It is also important that you do some research on their resume writing company. You can research them online through search engines such as Google and Yahoo. You can even get recommendations from friends and family members.The job posting you choose to write your resume should tell you how long the resume writing service will take to write it. You should choose a reputable New Orleans resume writing service that will not take too long to finish your resume. You should be able to communicate with the staff easily and make suggestions about how to improve your resume. You should be able to answer any questions that you may have before you submit it. This way you will know the true value of your service.New Orleans resume writing services are important for the reason that it gives you a chance to put your best foot forward. It is possible to win the job you want if you have a strong resume. It is not the easiest thing in the world to look for a job, especially with today's economy. However, when you use a New Orleans resume writing service you will be able to give your resume the attention it deserves. You will also be able to easily decide whether or not you want to hire the service to do the work for you.Choosing resume writing services in New Orleans is an excellent decision that you will have to make. You will be putting yourself in a position to succeed and impress potential employers.

Quiz Are You a Habitual Procrastinator

Quiz Are You a Habitual Procrastinator In this post, I gave some tips for overcoming procrastination based on The Procrastination Cure  by  Damon  Zahariades. His last chapter in the book is dedicated to a quiz to help you determine if you need  help overcoming this habit. After you’ve rated the 15 statements from one to five, we’ll tally your score to gauge your tendency to put things off. I often find myself racing against the clock to complete tasks on time. I regularly miscalculate the amount of time that tasks will take to complete. I often put tasks off until the following day. When faced with an unappealing task, I look for something more engaging to work on. I often address tasks days after they were scheduled. When I’m tasked with projects that have long-term deadlines, I wait until the last minute to start working on them. I often catch myself daydreaming when I should be working. When faced with a difficult task, I’m easily distracted by social media, texts, email, etc. I’m often late to meetings, appointments, and social functions. My workspace is in a constant state of disarray. I never get through my daily to-do lists. My email inbox and voicemail inbox are filled with unanswered messages. I often pay bills late. My favorite phrase is “I’ll do it tomorrow.” You’ve abandoned this quiz at least once to do something else. Did you rate each of the 15 statements from one to five? If so, it’s time to find out how big a procrastinator you truly are. Are You A Habitual Procrastinator? Let’s score your results. 15 to 30 points you don’t have a problem with procrastination. You might occasionally put things off all of us do so now and then but you typically roll up your sleeves and proactively work on tasks. 31 to 45 points You’re somewhat of a procrastinator. There are likely select areas of your life that suffer from your tendency to put things off. But you normally take action before your workload overwhelms you. 46 to 60 points Procrastination is a part of your daily life. You’re easily distracted, particularly when confronted by difficult or unappealing tasks. You regularly procrastinate to avoid such tasks. You often work on projects right before they’re due, and as a result, sometimes miss deadlines. 61 to 75 points You’re the perfect example of a habitual procrastinator. You regularly arrive late to appointments and meetings, and do so unprepared. You typically start working on tasks at the last possible minute. You constantly miss deadlines despite working frantically to meet them. Your stress level is continually elevated as postponed tasks threaten to overwhelm you. If you scored 30 points or fewer, you probably don’t need this book. Unless you’re reading it as a way to avoid some other task. In that case, youll definitely benefit from the book.

Graduating from Promoter to Music Executive with Milan Ackerman - Personal Branding Blog - Stand Out In Your Career

Graduating from Promoter to Music Executive with Milan Ackerman - Personal Branding Blog - Stand Out In Your Career This week I got the chance to sit down with Milan Ackerman, VP of 36Brickhouse. Their client roster includes Waka Flocka Flame, Southside, Azizi Gibson, Our Neon Dreams, and Ben G. Milan has been a driving force in expanding his clients music into new verticals outside of entertainment. During the course of the interview we discuss promotion, forecasting trends, and how to follow your passion. How did you first get involved in the entertainment industry? How did you go about getting to where you are as the VP of 36Brickhouse? Good question man, I’m fortunate to be in a place I want to be and have learned a lot on my journey. Music is something that inspired me from day one, and I knew that I  needed to be surrounded by it since  a young age. I come from a very musical family, so i guess its  been in my blood. I had to find my niche in the industry before I could set out on my journey to accomplish my goals. I started promoting and producing hip hop shows at a young age, started with one, and parlayed one into ten.  I  graduated from  a promoter into a booking  agent, which is where myself and business partner Brick Bronson, connected with Waka Flocka Flame. Through trial and tribulations and constantly grinding  I built an extensive network within the music  business, which  in turn opened the  door for me to continue to grow within it. Who were some of your mentors and what was some of the best advice you got from them? Im very fortunate, one of my  mentors  is the closest person to me,  my business partner Brick. Hes definitely someone that took me under his wing and gave me an  outlet to be myself and pursue my passions. Weve  been doing all types of businesses for years, I’d classify us as serial entrepreneurs. Mentors in my life have come in different forms, some are family members and some are entrepreneurs Ive looked up to. I’m all ears and Ive been extremely patient with my approach. I listen more then I speak. Ive always  taken  a student’s approach  in the game, rather then making the mistake of approaching business as a  sense. Brick really instilled in me that opportunity is limitless if you believe in yourself, and surround yourself with people who are just as passionate as you are,  and share a vision. Entertainment was a niche that creeped up on us based off our relationships within it. We organically got into management from booking and consulting entertainers / influencers, at which point we founded 36BRICKHOUSE, a Booking / Management / Consulting firm to facilitate the demand we had in the market. Brick taking the time to help me achieve my dreams is a big part of the reason why I look for opportunities to nurture young talent. I’m in a unique position to provide them with an opportunity to flourish in an industry that theyre truly passionate about. It all became clear to me when I met my first intern, Lloyd Ellis. Who now has graduated into one of my day-to-day assistants, and did I mention hes still only 17 and still in high school. When I first met him he was 15 years old. The kid maneuvered his way into the right circles, building an extensive network in a matter of months, something that people whove been in the business for 10 years strong have not accomplished. It first hit me when Waka had a show in Boston and he was back stage with me, and he brought his 24 year old cousin to hang out. His cousin could not even fathom how his 16 year old younger cousin not only pulled this off in his home town, but that he actually had a personal relationship with Waka Flocka and his management team. I never even thought of that, I always surrounded myself with older people that inspired me. It was seamless and he became part of our team very quickly. Im sure his teachers, friends, and possibly family are not even sure what he does yet. However his niche is PR, and curating creative content. I’ve brought him under my wing, just like Brick did with me. I can confidently say that what hes learnt and experienced over the past couple years, no school or textbook could ever accomplish. This is the stuff the inspires me man. This is the real life How to Make it in America, when you physically put in the groundwork to get where you want to be. As soon as he graduates high school, he has earned himself a full time job with our company. Waka Flocka Flame has moved from being a hip hop star to also being a force in electronic music. Can explain how you guys went about accomplishing this? How has that venture into EDM been for you? Let me start off by saying, Waka is definitely one of a kind. Ever since inception hes been a trendsetter. The transition into electronic music was very  organic. Wed be overseas in the club and hear a track with just his ad-libs on it  but no rapping, and everyone was going CRAZY! He had no idea but these international DJs had been remixing his trap records.  Waka was  inspired to break barriers and create  a new lane in this space that was still untapped. His approach was almost as seamless as his start in rap / hip-hop. He entered the game with a sound that did not exist, with all producers that no one had  ever heard of. You look back 4 years later, and everyone has evolved into the sound he created. All those producers that he introduced to the world and that helped create his sound, are now the top producers in the world. Weve been touring now  non-stop for the last 4 years, Waka did 300 shows last year. After spending numerous  summers  in Europe and taking in the culture, we all learnt  very quickly that the electronic space was something we were going to dominate. That fall Waka went on tour with Steve Aoki and Borgore. The cross over between both worlds became very successful and refreshing. 36Brickhouse has been signing several new artists. What can we expect 36Brickhouse to be in 5 years?   You can expect us to have our own label / imprint. Incubating the next generation of big stars  in entertainment.  Also watch out for us in the tech world, we are coming out strong this year with some amazing new start-ups. We recently signed some very exciting clients. For example,  Jeremy Greene, CEO of PingTank. Hes an artist, songwriter, and tech  entrepreneur. When people think of the Brickhouse we dont want them to narrow us  into a box by thinking we only do music and entertainment. We are a foundation that incubates  anything and everything creative. What advice do you have for young people trying to get where you are in the management business? Man this business is a game of chess. It is not for everyone. If you have a passion and you feel it in your gut, pursue it no matter what. I also learnt very quickly that a passion is not always a business. That also goes for an idea. Make sure your business is straight before getting to deep into your idea. When you take a step back, always take two steps forward. Its how you handle yourself through adversity that will determine your outcome. I failed many times before i ever succeeded, and I still do. Learn from your mistakes. Own up to yourself when your wrong, and stay positive no matter what you’re doing. Do not be afraid to fail! And have fun with it, life is too short for regrets.

How to Make a Cyber Security Resume Attractive

How to Make a Cyber Security Resume AttractiveIf you are applying for a new job, then you have got to put up a cyber security resume. Whether you work in the field or not, your resume must be attractive and a good idea. You want to stand out among the other candidates who also apply for the same position.The easiest way to attract attention is to post your online resumes on job boards. When people see what you have posted online, they will get the idea that you are indeed worth looking at.It's easy to create an online resume, but you should still use regular job applications to help boost the resume. For example, when you are searching for jobs, be sure to send your resume to various employers that interest you. This way, you will get many different companies to view your resume. And the more places you post your resume, the better it will look when the employer sifts through the resumes.A cyber security resume should be presented in such a way that it will appear professional and we ll written. It should not be skimmed over by the online screening process.When presenting a resume, there are many things you can do to make it more appealing. Your resume will stand out even if your cover letter is worded poorly. So if you are still in the writing stage, you should take a page from the resume writing experts' book and give it some serious thought.The one thing you cannot do is skip the cover letter. By leaving the cover letter to the side, the online screening will automatically ignore your resume. On the other hand, a resume with a sloppy cover letter may be overlooked completely. The resume is the one that is important, so get your readers hooked on it.Write your resume first, and then work out the cover letter. If you don't think you can write the resume, then hire a professional to do it for you. Your resume is all you really need to give away to the online screening panel, so make sure you don't miss the opportunity to give your reader everything they need to know about you.Your resume will be different from the others as long as you have done all you can do to make it appealing. A few basic things you can do to make it look professional and current are covered here.

Why Is My Executive Job Search Taking So Long - Executive Career Brandâ„¢

Why Is My Executive Job Search Taking So Long

Maneuvering electronic gatekeepers in your job search email - Hire Imaging

Maneuvering electronic gatekeepers in your job search email - Hire Imaging Perhaps the most noted pet peeve among people actively engaged in a job search is the gatekeeper. A gatekeeper exists to stand between that job seeker and a hiring decision-maker, referral source, or networking contact. Today, the electronic gatekeeper is most prevalent. When trying to connect with those who can help in your job search, you’ll have to move around emails and phone answering devices that are meant to keep you out!   Let’s talk emails in this post. Email.  Many folks today have several email addresses and multiple settings for screens and filters. A person whose name appears on an organization’s website, or who appears publicly as an organizational leader or representative, is likely to have a public email with high screens that are seldom checked, and another day-to-day email that is the email connection for that person. Take it to the bank; a public email is inundated with spam; also assume that the holder will probably scan intermittently at most for something significant in the public email. There are some steps to potentially improve the odds of the holder paying attention to yours. Also keep in mind that not all people use email equally; twenty-somethings or college students are more likely to be on Facebook or texting. Use what direct mail marketers refer to as the three-shot approach. email. wait three days and send the same email again. wait four days and send the same email with a new greeting. “Ms. Thomas, I’m not sure I have the correct email address for you. What follows is what I’ve been trying to find out the past two weeks. I know your time is valuable, and really   appreciate you taking a minute to respond.” Then put the original email below that. Keep this up for each email you can find. You might also guess a contact. Then query the person on LinkedIn. There are other free online searching techniques: Pipl.com. A meta-search engine specializing in combing dozens of sources of online public information and people. Try your own name to test. Google. Don’t bypass this! It’s a simple, frequently effective and often overlooked search step. Google the person’s name in a regular search, as well as Google News and Google News Archives. Online Phonebook. Try Superpages.com or 411.com, which can cover entire states at a time or allow an inclusive one-time search of the entire U.S. Social Networking. Leave no stone unturned and use social networking sites like Facebook, Cloassmates.com, etc. While their content generally shows up in Google or Pipl searches, you may find something at these sites missed with other search engines. If you come up empty with free search methods, there are some low-cost online “people-find” tools: Jigsaw.com. I’m told this has the largest and most current database of people in the working world. It is likely that someone who works for a company (especially a large company) will be on Jigsaw. You can begin your search for free. There is a small cost for retrieving a full listing. Intelius. This is a very comprehensive database of people-finding information, with a minimal charge for a complete listing. NewspaperArchive. A colossal goldmine of newspapersâ€"old and new, this site can be searched for news of people. ReferencesUSA. This extremely comprehensive database has a gazillion names, but may be best accessed through a library, many of which subscribe to its service and allow patrons to use at no cost. Ask your local media specialist or librarian for more information. You may roll your eyes thinking of guessing at emails. It can work! Review any emails you can find on an organization’s website. How are they structured? If they go by first initial then last name, your contact will most likely as well. If they are structured first name, underscore, last name, or first initial followed by first few letters of last name, that’s mostly likely how yours will be ordered.  If you have additional knowledge of the person, your “guessing” can be even easier. If you know a birth date, full name, spouse’s name, or other information, this can ease your search. Never hack; but do investigate! Send your email to one person. This is probably your best shot at overcoming filters and screens. One-to-one. Do not copy; absolutely no mailing list. Also keep in mind where you’re emailing from. Use your discretion and just be aware. My research found that colleges and universities are one of the safest domains, ranking very high on security algorithms. If you’ve access to emailing from such a site, go for it! Stay professional. While it may seem a no-brainer, I still see many email names that don’t represent or brand well. Cupcake24@hotmail.com is not the image you want. Use your name or variations that sound dignified. Use a current provider like Google gmail. Pay attention to your detail, right down to your signature and accompanying information. With every word and character, be cognizant of how you will be perceived by this person you are reaching out to for assistance. Now, I always advocate following directions if applying for an advertised opening. Jump through the hoops as instructed. But use a bit of marketing to connect with those on the inside who might be able to help youâ€"who will want to help you. And they can do so when theres an advertised opening; and when its about an opportunity that although not posted, does or may exist! Photo: flattop341

Immerse yourself in your industry - Hallie Crawford

Immerse yourself in your industry It is important to consistently stay in touch with your peers in your industry, not just for networking purposes but to rejuvenate your interest in your field. I was excited to attend a CTI workshop recently, and this workshop really rejuvenated my interest in coaching. CTI is a coaching school that I attended years ago, and being back there with my fellow coaches for this workshop was like coming home for me. I felt like I was with “my people” again, and it renewed my energy and enthusiasm for being a coach. This is really something I think we all need to do. We can feel stale sometimes when weve been doing the same thing for a while! I also wanted to mention to you a cool benefit Im happy to give you. From that workshop, I have $200 off coupons for CTIs core fundamentals course. If you would like one, Im happy to mail it to you. They can be used anywhere in the US and would be useful for anyone wanting to improve their leadership skills, management skills, and relationship skills inside and outside the workplace. Just let me know! Heres the CTI website to learn more: www.thecoaches.com Certified Career Coach P.S. If you are looking for career fulfillment, check out this FREE REPORT:  4 Keys to Career Fulfillment and Effectiveness.