How Vodafone Dials Up Global Recruitment Marketing

How Vodafone Dials Up Global Recruitment Marketing How do you build a global employer brand for 120,000, in 26 different countries? We recently had a chat with  Catalina Schveninger  who is the Global Head of Resourcing and Employer Brand at British telecoms giant Vodafone. Have a listen below, keep reading for a summary and be sure to subscribe to the Employer Branding Podcast. What are Vodafones talent challenges as a global company? Vodafone gained organic growth due to where this industry is right now, but also through a lot of acquisitions. Challenges come from integrating, creating one culture across, but still being very respectful of our local roots. Our CEO is a big believer in acquire companies and let them do what theyre good at, also be very respectful of local customs, local culture. In that perspective, from an employer brand, and from an HR practice perspective, we are a federated company. The way we work is we spot best practices, we pilot different things, and then we co-create to work together with markets. So we are very different from more centralized companies where lets say, staff strategy is fabricated at the centre and then is rolled out everywhere. Thats what makes the challenges, but also makes us more interesting, and gives us an opportunity to really look at things critically from a global perspective. For example, when you roll out an employer brand you look at, Will it work, will it be relevant to our employees in the front line in India, as much as for our B2B folks in Germany?. My colleagues across the world are more talented than me, and know their customer and candidate base much better. They helped us shape that. How do you activate your recruitment marketing? The focus in the beginning was, Lets bottle our key messages and give them in the hands of local markets so that they can create their content that will drive engagement locally. Italy was one of the best examples when they completely reshuffled the whole of their website and their candidate experience. Theyve done an amazing job in digital. They also work very closely with our care team. Imagine you are on the call with your call centre, even they were trained on talking about the employer brand. So getting really into all the digital touch points across all channels. In India, where we have over 500 offices, we focused more around physical assets. They even had banners on highways. I was so impressed when I went to Mumbai, and on the highway, I would see a banner with our employer brand. The ultimate compliments and deployment was in Germany when we even used our employer brand claim in an advert. That was fantastic. As we evolved, weve become very famous for what were doing in the diversity space. And now, a lot of the great stories around the employer brand and inclusiveness are coming, especially in the digital and video content. We had a couple of award-winning videos around LGBT, and around the very diverse group of people at Vodafone from all parts of the world, as well as from different ages. So a lot of focus has been to build more brand consideration and awareness around the diversity space. What I particularly like is that the feedback has been from my colleagues on employer brand. Its so broad that you can actually be very creative, and build your own proof points. Its not limiting because we have different proof points, and you can build a lot of great engaging content that talks to different audiences. Theres not a one size fits all. Your proposition for front line is different from our proposition for graduates, or for women later in their careers. So it gives you a lot of options to be adapting it in different segments in different markets. Im particularly proud of countries where weve looked at every touch point. Not just a nice and shiny content you put on social, but also how you engage with candidates. How you send an email when youre declining a candidate, which we believe is a very critical moment that also has to be very branded. #VodafoneLive is the hashtag you use? #VodafoneLive is the hashtag that they use in the UK. We never said you have to have a hashtag that trends because in the end we want to keep it authentic. Were seeing that our own employees are using #AtMyBest or #AtYourBest, especially when they are sharing stuff that theyre proud of. And thats what we feel is the global hashtag. My role is to set guidance and head good practices, but we never said, please go and trend on this hashtag. Different countries like UK have chosen a different one, but were seeing that #AtMyBest and #AtYourBest picked up. Amazing evening with amazing women @Vodafone_WIT #womenintechnology #Vodafone #atmybest #womenempowerement #turkishwin #heforshe #powertoyou pic.twitter.com/UvNUbBgMrx Marisol Galindo (@MarissolG) November 29, 2016 What hard lessons can you share? One of the hardest lessons that we underestimated initially is it takes a lot of work and a lot of time to build your brand and bring it alive across all touch points. You are only kidding yourself if you think Ive re-branded the website, and Ive created a couple of videos, and off you go. We took the long-term journey. So we took about six months until we had everybody bring all their assets up to speed. But then we looked across all touch points; our learning and development, content, and everything that went externally. One lesson learned there is to have a very clear view, and a list of all the touch points in advance, and dont limit just the window-shopping bits where people immediately go on your website, or go on your LinkedIn page. In a company like ours with such a broad global presence, with so many touch points, and so many people involved, its a marathon, not a sprint. Were very cautious about that, now that were looking again at the branding, giving it a fresh view to go through the same journey again and make sure that we dont miss out. Like messaging in our applicant tracking system. Some of the applicant tracking systems are better than others. It took us forever to embed new messaging into ours. So nine months later we were still sending boring messages. Thats one example where you can fall short, in sending incongruent messaging. Co-creation was a highlight in the beginning, involving people from different countries. They come from a different perspective and saved us a lot of hassle later. We felt that they owned it. Connect with Catalina on Twitter at  @CSchveninger.

10 Ways to Use Google+ for Professional Networking

10 Ways to Use Google+ for Professional Networking Unless you have lived in a cave for a while, you cannot have missed the launch of Google Plus. This new social network managed to sign almost 100 million users inside less than a year, influencers like Chris Brogan are already reporting to get most of their blog traffic from Google Plus. I for one was impressed with the interface and innovative features of this new network. The question is Is it useful for professional networking? Google Plus is definitely useful for professional networking, to me it combines the best of Twitter and LinkedIn and possibly even Facebook. You are able to be picked up in Google searches, to show off a public profile full with information about what you do, content shared and even links to your site, blog and other places. And as always, personal branding works best online when you are selling yourself in some capacity. This could be your expertise, your training, your inspiration or creativity. The type of business person that relies on referrals for new customers will definitely benefit from using Google Plus (and other social networks). I can think of professions such as accountants, lawyers, designers, consultants and even health practitioners. Here are 10 ideas to help your business networking on Google Plus: 1. Do up that profile of yours The most logical place to start is your profile on Google Plus. If you are a heavy Google user you probably already had a Google Profile linked to your username. This profile has now become Google Plus and even more powerful. The main benefit of the old Profile was the fact that you ranked well for your name on Google the search engine (hope this isn’t getting too confusing). On your Google Plus profile, make sure you upload an image, write up a nice headline (just like LinkedIn) and a paste in your professional bio which you can add hyperlinks to. Be sure to link up your profile to your blog or website and any other outposts you have such as Facebook, Twitter, Flickr, YouTube etc. 2. Get your head around the privacy settings Google Plus is very useful in that it’s both private and public. You can choose what part of your profile is visible to a random search on Google and what is visible to your nearest and dearest. You are able to share posts publicly on your profile, these will appear in searches on Google. Just click on Privacy Settings and its all self-explanatory. You can also choose to download all your information provided to Google in an instant using what they call Data Liberation. They let you save a backup of your images, profile information, contacts, circles, stream posts and other stuff to your computer. My approach to privacy is that I’m not bothered about it, everything I publish on Google Plus is in the open â€" I just make sure that my posts are safe for the office as it were. 3. Categorize your network in Circles One of the key features of Google Plus is what they call Circles. It’s a very straightforward way of categorizing your contacts, just like circles of friends in real life. Google’s Circles are similar to Facebook or Twitter lists, even LinkedIn tags but they are much simpler to administrate. The first thing you want to do is import your contacts to Google Plus from webmail services such as Yahoo or Hotmail, contact files from Outlook and LinkedIn. Once they are imported you can choose who you want to put in what circle. This is when it’s time to be smart about what you do. I would suggest having a family circle, a friends circle, a business circle and any other circles relevant to your personal branding objectives. Let’s say you want to go on a dentistry speaking tour of South America, I would then add influential people in that industry from Argentina and Brazil â€" they will be notified that you have added them and hopefully interested to add you back. Once they do, you can go on sharing content and engaging properly. Before you know it you’ll be on that plane to Rio. Note that other users will never know which circles you put them into. Personally, I have four circles just to keep things simple. It’s family, friends, acquaintances and following. Family and friends are what they say on the tin. Acquaintances is where I put most of my online buddies that I have actually engaged with, following is for people who probably don’t know who I am. I might do circles for more specific purposes as and when the need arises. 4. Search for great content with Sparks Another nifty feature of Google Plus is Sparks, basically a Google Alert set up for whatever keyword you are interested in. So you tap in ‘politics’ and up comes news articles, blog posts and other stories related to politics from the last days. If you want to be more specific, just add another keyword like ‘Canadian’ or ‘local’ to narrow down the search results. With Sparks you’ll never be lost for content to share on Google Plus. One thing that annoys me slightly about Sparks is the fact that you can only share stories on Google Plus, I guess a Twitter integration wouldn’t make much commercial sense but I would have appreciated it. So yes Sparks is very useful but nothing revolutionary that you couldn’t do with Google Reader, Google News and Google Alerts (just to underline the complete Google dominance of the web by the way). Just bear in mind that others will easily find exactly the same content in Sparks so you might have to think a bit outside the box to stay original. 5. Share that great content selectively (if you have the time) Once you have found content in Sparks, go ahead and share it on your profile. Google Plus make it very simple for you to click ‘Share’ and it will go into the streams you choose. Be sure to only share  relevant content to relevant circles. If you’re sharing something about Argentinian dentistry, you’ll want to keep that to your South American dentistry circle and not friend and family. Likewise, the dentists of Buenos Aires will not take a huge interest in your holiday snaps from Blackpool. I share all my posts with everyone, just like I do it on Twitter which seems to work well. To share things selectively you will need to dedicate a lot of time and effort to Google Plus, not sure if it’s worth it at this point. 6. Use Hangouts for group video chats Remember the old chat-rooms from the 90s? Here they are again but this time they come with audio and video. Hangouts is a much talked about feature of Google Plus allowing you to have a conversation with a group of people in your circles. You could of course use this for business purposes, perhaps by giving a free webinar or offering free consultations with prospective customers. Not long after this feature was announced by Google did Facebook present their Skype integration, no coincidence there. 7. That engagement thing The trouble with Twitter is that it’s difficult to see who commented on what, there is no stickiness of posts at all. Facebook does this much better but it’s in a very closed environment and only friends can join in the discussion. Google Plus has made it very easy to engage with fellow members. Anything you post will come up in the homefeed of people who have put you in their circles, they can click Share, Comment or +1 (the Like equivalent on Google Plus). You will be notified who has done what and you can follow up and get a discussion going. The engineers at Google HQ must have worked long and hard at this as everyone I have spoken to think they have cracked it. If you use Gmail youll notice constant notifications in the top right hand corner of your browser whenever something happens on Google Plus I dare you to ignore the notifications for a whole day (we both know it aint gonna happen). 8. Get your vanity URL Right, this one isn’t compulsory but most people like to get a shorter URL than the one that Google issues us with by default. Check out GPlus.to for an unofficial vanity URL for now. Google will bring out the ‘real’ one soon. 9. Invite others to circle you in If you want people to add you on Google Plus you’ll have to start telling the world you are actually on there. You can add your URL on your email signature, stick an icon on your blog or just mention it in a blog post like this: “Hey look at me, I’m now on Google Plus â€" circle me right here”. 10. Use Google Plus in moderation The jury is still out on Google Plus. Yes it’s looking very promising and it has attracted lots of followers in a short space of time, but it has a long way to go until it catches up with Facebook, Twitter or LinkedIn. The early adopters are there but the long tail haven’t got there yet, meaning your target audience might not be present. If Google Plus becomes a serious contender they will get there but it will take 6-12 months I would say. So for now, explore Google Plus but only treat it as another really useful tool when you can see some results from it. Hope these 10 ideas are of use to you, please let me know how you get on with Google Plus as I am not sure myself of how useful it is â€" but will keep you posted of course! Related: 10 Ways To Use Google Plus for Your Job Search.

Personal Branding Interview Kevin Maney - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Kevin Maney - Personal Branding Blog - Stand Out In Your Career Today, I spoke to Kevin Maney, who is a journalist at Fortune, The Atlantic, Fast Company and other magazines.   He just released his latest book called Trade-Off: Why Some Things Catch On, and Others Dont.   In this interview, Kevin explains how convenience and fidelity impact purchasing decisions, products that have succeeded and failed based on the trade-off, some cool research from his book, and a few thoughts about journalism. Can you explain how convenience and fidelity impact purchasing decisions? People are willing to trade fidelity for convenience and vice-versa, so youre happy to buy U2 concert tickets (high fidelity) even though going is extremely inconvenient, or youre happy to get songs on an iPod (high convenience) even though the fidelity is not even as good as on a CD. All in all, we tend to get most excited about products or services at one end or the other either high fidelity or high convenience. Stuff that lands in the middle not quite enough of either makes us feel more apathetic. Thats the problem music CDs have run into. Can you give an example of a product that had success and one that failed because of this trade-off? The iPhone has been a success because it landed as the single super high-fidelity cell phone. YouTube stormed the landscape because it came in as the super-convenient way to share video. The Kindle today is not quite convenient and cost-effective enough to lure book fans away from paper books which, really, most book readers still consider the best form of a book. Kindle is still stuck in that middle place, and while its been a hit among early adopters, it hasnt caught on with the broad mass market. What research did you do for your book that was most intriguing? The book was a license to talk to a lot of smart business people about how they think about their companies and industries. I had sessions with Amazons Jeff Bezos, Netscape co-founder Marc Andreessen, Washington Capitals owner Ted Leonsis and a whole lot of other high-profile execs. Its always amazing to talk about big ideas with people like that. Do you think its natural that a long time journalist, like yourself, become a book author? Absolutely. Its a natural progression. Do you think the major draw to becoming a journalist is to network with successful people? I actually think if thats why youre getting into journalism, thats a big mistake. You have to get into it because you love stories, you love finding out about the world. Some of the best journalists never network with successful people they spend their time writing about troops in Iraq or oppressed people in Asia. For me, it ended up being a by-product of what I do a helpful one, to be sure, but just a by-product. Kevin Maney is an author and journalist who has interviewed many of the biggest names in business in a career spanning 25 years.   His most recent book is Trade-Off: Why Some Things Catch On, and Others Dont, published in the fall of 2009 by Broadway Books. He writes for Fortune, The Atlantic, Fast Company and other magazines. Maney was recruited by Conde Nast Portfolio magazine prior to its launch in 2007, and was a contributing editor there until its demise in April 2009.   Maney was previously technology columnist and senior technology reporter at USA Today.   Maney is the author of the critically-acclaimed The Maverick and His Machine: Thomas Watson Sr. and the Making of IBM, published in 2003 by John Wiley Sons. Working with Chicago firm VSA Partners, Maney is currently an historical consultant and collaborator helping IBM plan for its 100-year anniversary in 2011. Maney also wrote the 1995 BusinessWeek bestseller Megamedia Shakeout. He is often on television and radio, and has appeared on PBS, NPR, CNBC, and other media outlets. He is a frequent keynote speaker and on-stage interviewer.

Why Is Employee Tenure Not What It Used to Be

Why Is Employee Tenure Not What It Used to Be In today’s workplace, employee tenure is shorter than ever before. While the goals of past generations were to gain stability with an established company in order to support a family and begin saving for retirement, the goals of today’s workers are somewhat different. So why the change? What has caused present-day employees to forego employer loyalty for immediate gratification? To understand the job-hopping mentality, we must first look at the demographic that comprises today’s workforce. According to the U.S. Bureau of Labor Statistics, the nearly 80 million young adults born between 1976 and 2001 known as Millennials currently make up 36 percent of the U.S. workforce, with the number expected to grow to 46 percent by 2020. This generation has grown up with immediate gratification. As adults, they never had to rely on communication sent through the U.S. Postal Service, or waited days to reach someone by phone who wasn’t home, or relied upon encyclopedias or libraries as a source of gathering information. The world is at their fingertips…so why should job satisfaction be any different? According to Jeanne Meister of Future Workplace, in a survey entitled “Multiple Generations @ Work,” 91 percent of Millennials expect to stay at a job for less than three years. This would result in working between 15 and 20 jobs throughout their careers. This is quite a departure from the mindset with which their parents approached employment a few decades earlier. Let’s explore Millennials’ motivation behind job-hopping. Higher salary: The average raise an employee can expect to receive from his or her employer is three percent each year. Regardless of the employee’s performance, most companies put a cap on raises based on a percentage of the employee’s salary due to budget constraints. However, according to the Consumer Price Index published by the Bureau of Labor Statistics, the current inflation rate is 2.1 percent. This means the average yearly raise received by the employee is less than one percent. In contrast, an employee who leaves his or her job for a new one can expect an average salary increase of between 10 and 20 percent. Employers are often willing to pay more in order to recruit new talent. Therefore, provided that an employee has marketable skills, changing jobs allows the employee to circumvent the percentage cap on salary increases and jump to a whole new salary that would have only been attainable after several more years of work at his or her present company. The unfortunate result is that employees are penalized for remaining at their present company, and rewarded for changing jobs. Upward mobility: Frequently changing jobs provides employees a faster path up the corporate ladder. Not all employers are looking to promote from within. Many make it a point to recruit  new blood for open positions. After all, promoting from within leaves another open position the employer must backfill. Changing companies allows employees the ability to achieve their professional goals more quickly, without having to wait for positions to open up at their current company or to be offered a promotion. In addition, many employees are indecisive about their career path when entering the workforce. Changing jobs allows them to experience a variety of roles, responsibilities and workplace cultures, often in a variety of industries. It also allows them to gain valuable experience and skills in each, which can then prove valuable in their chosen career. While many hiring managers and recruiters still frown upon the practice of frequent job changes, certain factors such as today’s economy and the mindset of the younger generation have mitigated the job-hopping stigma. Some will look at the resume of a job candidate who has held numerous positions for less than two years each and see an employee who lacks commitment and will soon move on to greener pastures, leaving another open position at the company that needs to be backfilled, with another new employee who needs to be trained. Yet others see shortened tenure as an acceptable form of achieving one’s goals, attaining a more prestigious position with a higher salary in far less time than those who are less motivated and less inclined to seek them out. So where do you stand on the great job-hopping debate? Image: Shutterstock

Jeanne Yocum - The Self-Employment Survival Guide [Podcast] - Career Pivot

Jeanne Yocum - The Self-Employment Survival Guide [Podcast] - Career Pivot Episode #89 â€" Marc interviews Jeanne Yocum, author of The Self-Employment Survival Guide: Proven Strategies to Succeed as Your Own Boss. Listen in for great guidance for venturing into self-employment. Description: For 30 years, Jeanne Yocum has been self-employed as a public relations consultant and ghostwriter. This Spring, Rowman and Littlefield published Jeanne’s first solo book, The Self-Employment Survival Guide: Proven Strategies to Succeed as Your Own Boss. Jeanne previously authored two books: The New Product Launch: 10 Proven Strategies and Ban the Humorous Bazooka: [and Avoid the Roadblocks and Speed Bumps Along the Innovation Highway]. She has also ghostwritten books on open innovation, strategic partnerships, and leading fast-growth companies. A Pennsylvania native, Jeanne holds a BA in Journalism from Pennsylvania State University and a Masters in Journalism from Boston University. After spending most of her career in Greater Boston and in Western Massachusetts, she now lives in Durham, North Carolina. She credits her parents for fostering skills that have enabled her to succeed as her own boss. Her mother was a high school teacher who led her to love writing. Her father was sel f-employed and served as her example on how to succeed out there on your own. Key Takeaways: [1:23] Marc welcomes you to Episode 89 of the Repurpose Your Career podcast and invites you to share this podcast with like-minded souls. Please subscribe, share it on social media, write an honest iTunes review, or tell your neighbors and colleagues so Marc can help more people. [1:52] Next week’s episode is planned to be the fourth episode of the four-part series “Can Juan Repurpose His Career?” You’ll want to come back and hear the closing episode of Juan’s saga! [2:04] This week, Marc has an interesting interview with Jeanne Yocum. Marc shares her biography. Now on to the podcast… Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [3:25] Marc welcomes Jeanne Yocum to the podcast. Marc says he relates to The Self-Employment Survival Guide: Proven Strategies to Succeed as Your Own Boss. For three years, setting up CareerPivot, Marc was going through much of the mindset described in the book. He sometimes thinks he works for the worst boss ever. [3:49] As her own boss, Jeanne indulged her own requests for days off, usually. [4:15] Jeanne had been self-employed for 25 years when she started writing this book. In addition to her own experience, a significant number of her public relations and event planning clients were self-employed. She also worked with self-employed graphic designers. [4:52] Jeanne didn’t find any books that addressed the nitty-gritty of running your business and the perplexing people problems you run into on a day-to-day basis. So she decided to write that book as a resource for others. [6:01] When Marc first got started he hired a business coach who walked him through understanding the types of clients he wanted and those he didn’t and learning how to determine the difference quickly. Marc has come up with a business model where he asks for a lot of his money up front. [6:33] Jeanne discusses the question of whether someone can succeed in self-employment. Everyone likes to think they could. Then they start asking about staying motivated. (Well, the mortgage comes due every month! How’s that?) [7:16] There’s a mindset that you do need, including some specific characteristics. Some of them can be learned. You can be great with your product or service, but are you great with the people issues? [8:04] When Marc got started, he was used to being an employee, not self-employed. It took him a long time to get the self-employment mindset. [8:24] Persistence, decisiveness, risk tolerance, self-motivation, confidence, and optimism are the six characteristics Jeanne recommends you need before deciding to become self-employed. [8:52] Most of us working for anybody else rely on someone above us to make final decisions. That is not the case for the self-employed. [9:22] Marc’s problem as a self-employed person was in being his own biggest critic. [9:37] Some people starting out lack persistence. It’s easy to get discouraged from people who are not interested or keep you dangling. Get used to rejection and get used to going after people who owe you money. Not everybody says yes and not everybody pays on time. Take assertiveness training. [11:07] You have to be decisive. Put a strategy in place and give it a good, honest chance to succeed. You have to work toward something. Jeanne shares a client story. If you get queasy about being the decider, you need to give this serious thought. Self-employment may not be right for you. [12:43] Marc runs into some people who can’t make decisions and others who make slap-dash decisions without thinking enough about them. Do the research but set a time-limit to how long you research before the decision. [13:48] Marc asks how long to hold onto an idea before letting it die as unworkable. Don’t worry how much time you have invested in it. Investing more time won’t make it work. Marc notes his own flopped ideas before he started this podcast. [14:27] Don’t keep digging a hole that you’re in over your head. If you never make the decision, then you really have made a decision not to do something. You’re going to face risks day-to-day, through no fault of your own. If you just can’t tolerate risk, self-employment will make you unhappy. [15:39] Jeanne started her business at the beginning of a recession and has survived two more. She was worried. She lost a major client. But somebody else came along. [16:16] You’ll need self-motivation. When you’re self-employed, you have to have it within yourself to do what needs to be done. [16:45] Don’t fall for distractions. When business is down, it’s no time to paint a bedroom. Get back to your desk and do something to produce income. [17:10] You have to build up your self-motivation. You have to want the business to succeed. Many businesses fail before the five-year mark, largely because the owner lacked self-motivation. [17:35] Marc discusses the Birkman Assessment. One of the measurements is ‘change/insistence.’ Marc is very low ‘change.’ He has to separate himself from ‘devices’ because he is too easily distracted. He has taken Facebook off his phone. He moved his podcast setup into a closet to isolate himself. [18:57] Jeanne addresses myths: ‘Life will be better without a boss.” Think of all the decisions the boss makes. You have to understand the accounting, especially about taxes. [19:53] When you’re self-employed, you have multiple bosses â€" all your clients. Each of them wants to feel they are the most important person on your schedule that day and that you will jump when they call. Jeanne talks about clients trying to micromanage her. [21:27] Don’t make the decision to be self-employed because you are unhappy with your current boss. You have to see if you have the self-employment mindset, a solid plan, a market who will buy from you, and the expectation of making a living off the price you can charge in that market. If you want to escape your boss, find a better boss. [22:57] If you are running to something, not away from something, self-employment may be right for you. [23:10] Will your work/life balance be so much better when you are self-employed? Eventually, that may be true. In the startup phase (the first couple of years), your work/life balance may be worse than when you work for someone else. [23:33] Marc has not had a work/life balance for five years! If you want to run a lifestyle business, you may not build up much business. It takes time to create a business. [25:13] You will go to early-morning networking breakfasts, after-hours meetings at the end of the day, and do all sorts of work running the business that you don’t get paid to do. You have to run your business. You will need accounting training, etc. You don’t get to do just what you love (providing your service or product). [27:38] Marc makes two points: it’s very important to work on the business, not in it, and figure out what you are not good at or do not like to do and find other people to do that. Don’t think you can’t afford to hire. You can’t afford not to. [28:17] Marc can do any of the tasks in his business. So he needs to learn how to outsource to people who will do it faster than he can, and for less money. [29:02] Look at what your own time is worth writing business proposals rather than writing code for your website. Cash flow, cash flow, cash flow is the mantra of the self-employed. [30:02] Marc asks how to deal with income and workflow fluctuations. [30:08] Jeanne says, keep at it. If you have “just a little” work to do, don’t put it off to do your grocery shopping or mow the lawn. Do the paid work first, then spend the rest of the day bringing in new business. You can’t let up. Do chores outside of business hours. When things are down, don’t let that distract you. Keep it up. [31:21] Another aspect of the self-employment mindset is optimism. When business slows down, you can get discouraged or you can open another door. If you just keep at it, your plate will get full again. [32:04] When you have too much work, outsource new work to a known and trusted vendor. Or ask the client if they can wait until next month when you can devote time to them. [33:27] Kay McManus of K-Kan says when you get started, the only qualification for a new client is a pulse. It’s hard to run away from a client with money but sometimes you have to trust your instinct. You don’t want to work with clients that take energy away from you. It takes a while to trust your instincts, Jeanne says. Meet them for lunch. [34:48] If you have dollar signs in your eyes, you never learn to listen to your instincts. But you can’t afford not to do your best work for everybody. Word will spread. It helps if you have clients that are really great. If something is putting you off, just walk away. [36:00] Jeanne’s last words â€" “Buy my book!” Jeanne also invites you to her blog, Succeeding in Small Business. Find yourself some friends who are self-employed, not necessarily a mentor (but get mentors, too), with whom you can commiserate. Having someone in the same situation to talk to will be a big help. [37:55] Marc ties this into his online community where he asks people to get an accountability buddy. [38:20] Jeanne says you can buy the book on Amazon and it is also available in a Kindle version. Barnes Noble carries the book in many locations. Or check your independent bookstore. Also available in Audible format. Jeanne shares her contact information (see below). [40:52] Check back next week, when Marc will air the fourth and final part of “Can Juan Repurpose His Career?” Mentioned in This Episode: Careerpivot.com Careerpivot.com/Juan The Self-Employment Survival Guide: Proven Strategies to Succeed as Your Own Boss, by Jeanne Yocum Birkman Assessment Kay McManus / Kay-Kan.com Succeeding in Small Business â€" Jeanne Yocum blog The Self-Employment Survival Guide on Facebook Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available now. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has five initial cohorts of 10 members in the second half of life. They are guiding him on what to build. In a few weeks, Marc will start recruiting members for the sixth cohort who are motivated to take action and give Marc input on what he should produce next. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, branding sessions and a community where you can seek help. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment â€" go to iTunes, Stitcher, Google Play, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights Check out the Repurpose Your Career Podcast Do You Need Help With ...

7 Mistakes You Are Making on Social Media- Your Other Resume - CareerEnlightenment.com

Unprofessional Photos on Professional SitesPutting a group photo on LinkedIn, even if the setting is professional, is a big “no-no.” Have someone get a picture of you in nice clothing (maybe a sports coat at least?) against a blank background. And while you are at it, take a look at your profile photos on all of your social media sites. They can be casual if the site is; however, they should not be showing you obviously snockered at a party.Your Personal and Professional Background is Not ConsistentIt’s tempting to want to “embellish” your background â€" “enhancing” your job title, fudging on your education and/or GPA. Then, on another site you don’t embellish. A hiring manager reads both of these and wonders, “Will the real candidate stand up?” Stay consistent with all of your background.You’ve Joined Some Questionable Online GroupsSometimes, these are politically-oriented â€" perhaps a white supremacist leaning group or a radical left-wing group. When you deci de it’s time to join the more moderate world of career, you need to dump those memberships and hop they don’t show up in a Google search. You have no way of knowing the political leaning of a potential employer. There are also hundreds of forums related to hating your job or your boss. These are “killers” for any job applicant.You Think a Potential Employer Will Never Know When You are on Social MediaHere’s the thing about this: Your current employer will discover this, is s/he decides to check you specifically. And a prospective employer can find this out too. Lots of posts are time and date stamped. If a hiring manager is checking you out, what will his/her impression be if you are frequently posting during your work hours? It can’t be good!Remember â€" your social media accounts are your secondary resume. Proceed with intention.

A Quick Look At Resume Writing Flyers

A Quick Look At Resume Writing FlyersRelevant cover letter and resume writing flyers are very popular means of getting your resume noticed by employers. You have probably realized by now that job applications today are one of the most important methods used to search for a job. The time to make your resume attractive is when a potential employer has first seen it.You can do this through the use of an appropriate resume writing flyer. You can use these samples to improve your resume so that it will stand out from all of the other job seekers who have similar positions and qualifications.There are some examples that you should know about before you actually begin to write your resume. These are helpful to be familiar with and will help you gain a better understanding of what a resume should look like. You should keep these as a guideline when you are creating your own resume.The cover letter, if you are going to be filling it out at a business, needs to show the person reading it that you have done your homework. There are several things that you need to include in a cover letter, however, and this is where resume writing flyers can come in handy. Some businesses prefer that the resume be created by the hiring manager, while others prefer that it be created by a specialist. The specialist makes the call.If you are getting a resume from a company that is not in business in your area, you want to have a cover letter that is tailored to your situation. You should go into a job interview with a cover letter that has all of the information that the hiring manager will need about you.An excellent resume design does not have to be difficult, but you should still pay attention to some very important elements when creating a cover letter. This includes: your contact information, any educational or training background, the keywords that describe you, and whether you are a native English speaker. You will need to make sure that you include these elements in your resume writ ing flyer if you do not know how to write a good cover letter.Also, you should look at the job description and follow it to the letter. It is very likely that the job description will not be exactly what you need, but you must be truthful about what you are looking for. You should never lie about your qualifications or experience, so make sure that you stay true to what you need and make sure that you tell the hiring manager everything you need to know about yourself.Remember that you have the ability to create a resume that will get you the job that you are applying for. Use resume writing flyers to give your reader a glimpse of your ideal job. You may find that this is a useful way to jump start your career.