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Informed Careers » Career Information

Archive for the ‘Career Information’ Category

2013 Executive Hiring Looks Strong

Monday, February 4th, 2013

We just completed our 10th Claymore Partners Executive Talent Market Survey with almost 500 participants.

The Claymore Partners’ Executive Talent Market Survey revealed continued growth and strength in executive hiring for 2013. Consulting and Professional Services, Health Insurance, and Healthcare industries their strong executive hiring trends and consumer finance / payment products have also shown strong and improving executive hiring. Sales, compliance/risk management, and IT functions also contribute to demonstrate strong executive hiring.

Both employed and unemployed executives see improved hiring as well as being concerned about resolving the fiscal cliff to maintain executive hiring growth. Fewer employed executives seem to be unsettled about their current situations. The best sources for executive hiring are viewed as referrals and LinkedIn while job boards and Facebook were viewed as the least effective sources. Internal, retained and contingency recruiters were viewed as frequent and adequate sources for executive opportunities as well.

Growing Optimism for Executive Hiring in 2012

Monday, February 6th, 2012

Major Conclusions 

Executive hiring prospects have markedly improved since our last survey in September 2011with about 61% of employers selectively or significantly increasing executive hiring.  However, the impact of the recent economic and stock market turmoil is seen to be reducing and slowing executive hiring in the near future.    

All industries have improved expectations for strong or selective increases in executive hiring for 2012 other than investment banking and securities brokerage. Executive respondents indicated that the industries planning to hire the most are Consulting/ Professional Services, Consumer Finance/Payment Products, and Health Insurance.  

Executives also indicated that most functional areas are demonstrating growth in executive hiring for 2012. The functional areas with the greatest executive hiring opportunities are in Sales, Risk Management/Compliance, and Consulting/Professional Services. The IT function has shown improved hiring and product development/management remained strong.  The Marketing function appears to be weakening in terms of hiring prospects. 

Continued increases in executive hiring are projected throughout 2012 by over almost half the respondents companies which is a significantly more optimistic outlook than other surveys we have conducted since 2008.    

About three quarters of currently employed executives are currently open to or actively exploring new opportunities.  

Unemployed executives are generally less optimistic then employed executives, but are becoming more positive about their executive hiring situation and the timeframes for improvement since our last survey.  

Key Implications 

For executives, opportunities are increasingly becoming available but employers continue to remain cautious and selective requiring executives to be well prepared to respond to good opportunities in a timely and serious manner if interested.  For unemployed executives, it is increasing important to be active and engaged by being proactive in gaining introductions to desired employers on a direct basis, via company executives and recruiters as well as in working with quality third party recruiters.  Putting an executive’s resume on a web site and responding to job ads does not seem to be worthwhile and often interferes with other channels.  

For hiring organizations, there is an increasing need to be more timely and responsive with top candidates that are being pursued as well as to focus more on the retention of their top talent with increased responsibilities and compensation.

Executive Hiring Stalled?

Wednesday, February 10th, 2010

Executive hiring levels appear to be stalled though selective hiring is occuring per the Claymore Partners’ Executive Talent Survey of over 600 executives. 

Please see my recent article for more insights at http://www.ere.net/2010/02/08/executive-hiring-stalled-or-the-lull-before-the-storm/

Top HR Blogs

Thursday, May 7th, 2009

The Top 50 Human Resources Blogs To Watch In 2009
from EvanCarmichael.com’s.

With job cuts at an all-time high, people can either see the “glass” as being half empty or half full. However, those who optimistically choose the later will recognize and reap the benefits of new opportunities where none existed before. So why not take charge of your life today by visiting EvanCarmichael.com’s “The Top 50 Human Resources Blogs To Watch In 2009″? Evan’s blog list can empower you with advice on new careers, vital training, personal happiness and job security! The illustrations for the top 3 category leaders are provided by Happy Worker, a creative agency that makes custom action figures and custom toys.

    Career Development
    1 - Tim Ferriss, Four Hour Work Week
    http://www.fourhourworkweek.com/blog

    Princeton guest lecturer and troublemaker Tim Ferriss blogs about his cutting-edge experiments in lifestyle design: outsourcing life, global travel and mobile lifestyles, anddoubling income while halving hours.

    2 - Penelope Trunk’s Brazen Careerist
    http://blog.penelopetrunk.com/

    This blog is about career advice. And about Penelope Trunk. Her career never had a straight path, but she is always learning and trying new things, and that’s what makes it fun. And sometimes scary.

    3 - Chief Happiness Officer
    http://positivesharing.com/

    Happiness at work is a strange idea to many people, who have gotten used to the idea that work is unpleasant, tough and hard. Find out what you can do to make your business the place that inspires workers to do a great job and have fun at the same time with this inspiring blog.

    4 - Punk Rock Human Resources
    http://punkrockhr.com/

    Laurie Ruettimann is a punk rock, Human Resources professional with extensive Fortune 500 experience. She writes and speaks about business trends, employment, Corporate America, and opting-out of the rat race.

    5 - JibberJobber Blog
    http://www.jibberjobber.com/blog

    The JibberJobber Blog offers updates on job search, career tools, personal branding, career management, networking, social networking, and thoughts on other resources.

    6 - Fortify Your Oasis
    http://fortifyservices.blogspot.com/

    Consultant and author Rowan Manahan muses on the world of work, career management and personal development.

    7 - The Career Encouragement Blog
    http://careerencouragement.typepad.com/

    The Career Encouragement Blog is all about encouraging you to have a rewarding and personally satisfying career. The blog focuses on career development, work and family, working moms, job search strategies, career planning, and decision making.

    8 - Work Happy Now!
    http://www.workhappynow.com/

    Maximizing your work happiness should be the theme of your working life. Happiness creates success. When you stop putting in the hours and start extracting joy from work, you’ll be successful. This blog helps you achieve that goal.

    9 - Career Hub
    http://www.careerhubblog.com/main

    Career Hub helps people take charge of their job search, build confidence and advance their careers by connecting job seekers with the best minds in career counseling, resume writing, personal branding and recruiting.

    Worklife
    10 - Bob Sutton
    http://bobsutton.typepad.com/

    This blog is about the workplace. Bob Sutton is a Stanford Professor and Organizational Psychologist who writes about innovation, leadership, evidence-based management, and workplace assholes and how to reform - and if need be - get rid of them.

    11 - All Things Workplace
    http://www.allthingsworkplace.com/

    Real-life stories, tips, and techniques for creating top notch workplaces, performance, and work life for executives, leaders, employees, and their coaches/consultants from Steve Roesler.

    12 - Gruntled Employees
    http://www.gruntledemployees.com/

    Managers, executives, in-house counsel, and HR people know all about disgruntled employees and their costs. Gruntled Employees looks at how to keep employees gruntled. Employer advocate and counsel Jay Shepherd leads the discussion.

    13 - 8 Hours & A Lunch
    http://debowen.typepad.com/8hours/

    8 Hours & A Lunch is a search for balance and sanity, manging change, layoffs, training, and the recession.

    Recruitment, Talent Management & Compensation
    14 - Cheezhead
    http://www.cheezhead.com/

    Cheezhead is dedicated to issues pertaining to search engine optimization, Internet recruiting, human resources, employment branding, technology and marketing.

    15 - The HR Capitalist
    http://www.hrcapitalist.com/

    The HR Capitalist examines the intersection of the HR practice, technology and business results in today’s organizations, with a strong focus on areas like recruiting and performance management, but also with an eye towards the thousand other areas that impact HR Generalists at every level.

    16 - Your HR Guy
    http://www.yourhrguy.com/

    Lance Haun is a Human Resources Generalist practicing in the field for the past five years. His professional interests include recruitment, team building, training and development, employee relations and restraining himself from beating the crap out of bad managers and employees.

    17 - The Recruiters Lounge
    http://www.therecruiterslounge.com/

    In March 2008, the HR blog “JimStroud.com” (aka JimStroud 2.0 - rebranded itself as The Recruiters Lounge. At this writing, it is written by Jim Stroud (and friends - and explores the wacky world of employment with articles, podcasts, videos, comics and more.

    18 - The Talent Buzz
    http://thetalentbuzz.com/

    The Talent Buzz is a Staffing, Employment, and Recruiting Blog. It is a leader in providing news, trends, and information for the Human Resources and Recruiting Community.

    19 - HR to HR 2.0 and HCM
    http://strategic-hcm.blogspot.com/

    This blog focuses on helping businesses that already have sound approaches to people management gain further improvements in the capabilities and engagement of their people, and the effectiveness of their organisations.

    20 - Workplace Learning Today
    http://www.brandon-hall.com/workplacelearningtoday

    This is a daily blog from Brandon Hall Research, which gives a summary of news, events, commentary, and research on workplace learning, including training, performance support, job aids, learning technologies, talent management, organizational learning, and adult education.

    21 - Compensation Force
    http://compforce.typepad.com/compensation_force

    Compensation Force offers practical news, information, tips and musings about employee performance and compensation.

    22 - Workers Comp Insider
    http://www.workerscompinsider.com/

    Lynch Ryan’s weblog about workers’ compensation, risk management, business insurance, workplace health & safety, occupational medicine, injured workers, insurance webtools & technology and related topics.

    HR 101
    23 - About.com Human Resources
    http://humanresources.about.com/

    This Human Resources site provides articles, free sample policies, and other resources for people who: work in HR; manage or lead people; want to increase their personal or career effectiveness; or want to improve their ability to work with people.

    24 - Evil HR Lady
    http://evilhrlady.blogspot.com/

    Why is she evil? Well, she’s not, but that’s the perception of most people in HR. Need to fire someone? Come to HR. Need to explain to someone why, even after working their rear end off all year, that their annual increase is 2.7%? Come to HR.

    25 - KnowHR Blog
    http://www.knowhr.com/blog

    KnowHR Blog serves up straight talk about human resources. They like simplicity in language. They don’t have much patience with HR jargon (unless they ’re making fun of it).

    26 - HRM Business Practices & Ideas
    http://www.hrmbusiness.com/

    This blog provides practices and notes on Human Resources, Small Business, Finance, and Personal Management.

    27 - HR Daily Advisor
    http://hrdailyadvisor.blr.com/

    HR Daily Advisor presents just ONE HR tip, piece of HR news, or compliance advisory a day, readable in 5 minutes or less. Check it out every morning and see how easy it is to keep up with changing HR management trends.

    28 - HR Bartender
    http://www.hrbartender.com/

    HR Bartender is here to provide human resources expertise. They want to be that friendly face that greets you after a long day at work. They ’ll listen to issues and offer up some options to make your work life as smooth as a vodka martini. Cheers!

    29 - HR Marketer
    http://hrmarketer.blogspot.com/

    HR Marketer is a blog for companies who sell products or services to human resource executives.

    Leadership

    30 - Great Leadership
    http://www.greatleadershipbydan.com/

    This blog offers opinions and information on leadership and leadership development from a practitioner in the field of leadership development for over 20 years, with a focus on questions about leadership development, leadership issues, crazy bosses, or impossible employees.

    31 - The Engaging Brand
    http://theengagingbrand.typepad.com/

    This blog offers thoughts on the world of business, leadership, creativity, branding, all aimed at enabling people to be the best that they can be.

    32 - Slow Leadership
    http://www.slowleadership.org/blog

    Slow Leadership offers ways of returning civilization and humanity to organizations. Their aim is to provide interesting and challenging articles to help you think through the issues and find ways to enjoy your life and work to the full. This is a blog about ideas, not quick tips.

    33 - Three Star Leadership
    http://blog.threestarleadership.com/

    If you are a boss at any level, this blog will give you insight, information, and pointers to resources to do a better job and live a better life.

    34 - Execupundit
    http://www.execupundit.com/

    Execupundit.com features management consultant Michael Wade’s commentary on leadership, management, ethics and life in an often unconventional and humorous manner that interests people who’d otherwise avoid a workplace-related site.

    35 - HR Thoughts
    http://hrmanager.squarespace.com/

    If you are a Human Resource professional, developing leader or someone interested in transforming the way we communicate, interact and connect with others, you’ve come to the right place. HR Thoughts is partly professional, partly personal and 100% authentic. Guaranteed.

    36 - Six Degrees From Dave
    http://sixdegreesfromdave.com/

    Six Degrees from Dave spotlights HR industry leaders, sourcing gurus, global staffing practices and social networking.

    On Organizations
    37 - Orgtheory
    http://orgtheory.wordpress.com/

    Orgtheory.net looks at the essence of the organization, from theory, strategy, management, sociology, design, economics, academia, stakeholders, public policy, human resources, and ethics. In short, all things organizational.

    38 - White Spaces
    http://gauteg.blogspot.com/

    White Spaces is Gautam’s commentary on business and management with an Indian flavour, focusing on organizations, work, people, strategy, learning, knowledge, innovation and high performance.

    39 - Flip Chart Fairy Tales
    http://flipchartfairytales.wordpress.com/

    Flip Chart Fairy Tales offers reflections on business, the world of work and the general organisational crap that we all have to put up with in the course of our employment.

    40 - Authentic Organizations
    http://authenticorganizations.com/

    Striving for authenticity is a powerful way that organizations - and the people in them - can renew, reform or revolutionize what they are about and what they accomplish together. This blog looks at what we can do, as organization members, as managers, leaders, scholars or practitioners, as persons, to help organizations pursue authenticity.

    HR Law
    41 - Workplace Prof Blog
    http://lawprofessors.typepad.com/laborprof_blog

    Two Labor and Employment Law Professors cover arbitration, employment discrimination, employee benefits, labor law, and employment law in all of its dimensions.

    42 - George’s Employment Blawg
    http://www.employmentblawg.com/

    George created George’s Employment Blawg in May 2003 as an outgrowth of his online reading in the field of employment law. As the blawg grew, he also started reading and posting more about topics of general interest in the employment and HR area.

    A Day in the Life
    43 - Ask a Manager
    http://askamanager.blogspot.com/

    If you’re not sure what your manager is thinking, or how to ask for a raise, or whether you might be in danger of getting fired, or how to act in a second interview, ask this manager and find out.

    44 - HR Wench
    http://hrwench.blogspot.com/

    HR Wench is one HR Manager’s musings about life, work and kicking butts.

    45 - HR Minion
    http://hrminion.blogspot.com/

    The blogger behind HR Minion would like to tell you, “I may be a minion, but I’m not your mother so take some ownership over your own career and stop bugging me. However, if you have any questions on how to do that, then this is the place for you.”

    46 - Cranky Middle Manager
    http://cmm.thepodcastnetwork.com/

    Being a manager today is enough to make anyone cranky, but you’re not alone. Join Wayne Turmel and thousands of listeners around the world as they speak to the brightest minds in the business, management and career development.

    HR Technology
    47 - Michael Specht
    http://specht.com.au/michael/

    Michael Specht blogs from Australia looking at technology, enterprise 2.0, management, Human Resources and recruitment.

    48 - The Human Capitalist
    http://humancapitalist.com/

    The Human Capitalist is a blog by research director and industry analyst Jason Corsello about HR technology, services, and outsourcing trends.

    49 - Vendorprisey
    http://theotherthomasotter.wordpress.com/

    Vendorprisey is all about HR and ERP technology, Enterprise 2.0, SAP, living in Germany and even expensive bicycle components

    50 - Systematic HR
    http://systematichr.com/

    SystematicHR is a human resources blog about the intersection between HR process and HR technology. It is where HR strategies become the practice of service delivery, discussing how HRMS systems, point solutions such as TAS, can be utilized to maximize your employee experience and enhance the strategic capabilities of your organization

Jim Citrin Career Strategy Column - Interesting Perspectives

Thursday, March 26th, 2009

Jim Citrin Leadership by Example

Key Advice for Your Career Strategy

by Jim Citrin

Posted on Tuesday, March 24, 2009, 12:00AM Yahoo Finance

It has been a great run. Since February 8, 2006, I’ve written 66 Leadership by Example columns, totaling some 230 pages and 131,000 words. But the time has come to draw this effort to a close. This, the first half of a two-part final column, will synthesize my most important advice about career strategies.

How different the world looks today from when I started! In 2006 college graduates and mid-career professionals experienced the most ebullient job market in years, and opportunities continued to be abundant across all sectors in 2007. Employers hired more than 15 percent more new college graduates that year, the fourth straight year of double-digit growth, according to the National Association of Colleges and Employers, and the number of retained management and executive searches reached an all time high.

The class of 2009, by stark contrast, is wading into the roughest employment waters since the Great Depression; the 8.1 percent unemployment rate in February is the highest in a quarter century.

In this challenging context, let me organize my sweep of career advice along a roughly chronological order, one that will hopefully characterize your professional life.

How to Launch Your Career Successfully

If you have the option in today’s market, try to join a blue-chip company so that you can become associated with its brand. Select your boss carefully, recognizing how important he or she will be in setting the norms and standards that will guide how you will behave in organizational life.

Recognize, too, that first impressions are lasting ones. Maintain a positive, can-do attitude, which is the single thing over which you have nearly complete control. Work hard — get in early and stay late, not just to create face-time but to get more high-quality work done; and always meet your commitments so you develop a reputation for reliability and responsiveness.

Be a technology mentor. If you’ve grown up with digital technology as a normal and integral part of your life, you have the opportunity to bring tech-phobic senior managers into the modern era. Teach them how to use Facebook, how to upload a video to YouTube, how to organize digital photos on Flickr, how to create a profile on MySpace, and how to watch ‘SNL’ on Hulu. In the words of Bob Iger, CEO of Disney, “I believe that it’s a better path to join a quality company, work hard and well with people, and navigate your way into the right roles than to join a lower-quality company, even if you start in a more senior position.”

Patterns of the Very Best Careers

You can manage your career more proactively than you may realize if you understand the patterns that govern extraordinary careers. First, find the right fit in terms of a culture and role that play to your strengths, personality, and interests. Seek creative ways to gain access to new responsibilities and opportunities through cultivating mentors, volunteering for stretch assignments, and pursuing an advanced degree.
As you progress through your career, build upon your experiences from one role and apply them in fresh ways to new roles; think of your career as a series of building blocks that can be mixed and matched to best position you for new opportunities.

Recognize that your value in the market is inexorably linked to the reputation of your employer. In many cases, you’ll be associated with the company you work for more than the specific job you hold. Working in a company with great people will plug you into valuable networks and offer the best opportunities for skill-building and professional development. Also, it’s easier to move from a large, widely recognized, well-respected organization to a smaller or more entrepreneurial one.

It is trite to say that hard work is the foundation for enduring success. Nonetheless, as Geoff Colvin puts forth in his fabulous book, ‘Talent is Overrated’, great performance is in our hands far more than most people believe. What makes certain people great is not their inborn talent. Rather, it is something called “deliberate practice,” a sustained, often lifelong, period of purposeful effort designed to improve performance in a specific domain. This is just as true in the case of business as it is in sports, music, medicine, chess, science, and mathematics.

The Art of the Job Interview

There are typically four parts of a job interview for which candidates should prepare: 1) The opening, which is intended to set the stage and, ideally, help you, the interviewee, feel comfortable by establishing some common ground; 2) Chronological review, where the intention is to learn who you really are as a person, how you think, and what the major influences and key turning points were in your life. Here, make sure to emphasize your work ethic, values, personality, and impact; 3) Assessment of your background and track record against the core skills, experiences, and competencies required for success in the role, which will hopefully have been defined up front; and 4) Your questions, which are just important as your answers, so be sure to prepare in advance to show the homework you’ve done and the insight you have gleaned about the company and its competitors.

Strategies for Internal Job Candidates

One of the most delicate situations for executives is being an internal candidate competing against one or more external candidates for a key position. How do you handle yourself? First, embrace the process without projecting resentment that you aren’t just handed the job. Declare your candidacy, balancing your personal interest in the opportunity with an attitude of support for whatever is best for the organization.

Determine how the process will work and who the decision-makers are, and conduct yourself professionally and with maturity. When it is your turn at bat in the interview, organize your thoughts into a few powerful themes. Tell your story without assuming that, because you are the internal candidate, people really know who you are or from whence you’ve come. Use analogies to demonstrate how you’ve been successful in similar situations; prepare for the tough questions; and practice your examples and responses repeatedly beforehand.

Making the Best Transition

Because of the tough economy, many people find themselves having to find a job and make a transition. Believe me, I recognize the difficulty of being downsized or restructured out of a job, and let me acknowledge that it’s far easier to give advice than it is to actually do this. But here is my advice nonetheless: 1) Start preparing for a transition before you need to by beefing up your internal and external relationships and broadening your skill base and credentials; 2) Take stock of your situation by objectively assessing your strengths and figuring out what gets your juices flowing; and then 3) Find ways to apply your experiences in new ways by soliciting advice from trusted friends and mentors, reading voraciously, and seeking opportunities to present your case to as many people as possible.

The First 100 Days of a New Position

When you do get that new position, it is critical to get off to a strong start to establish the foundation upon which long-term success is built. Done well, the first 100 days create momentum for the next 100 days, and the next. Done poorly, you squander the unique honeymoon period during which you get the benefit of the doubt and when your authority and influence come more from the appointment than from your accomplishments. The keys to succeeding in this period are to prepare and do your homework, set proper expectations with your boss and other key influencers, and to pick three themes around which to organize your priorities and your continuous communications.

Working Effectively with Your Boss

“What bosses want more than anything else is loyalty, good advice, and to have their personal brands polished,” says David D’Alessandro, best-selling author of ‘Career Warfare and Executive Warfare’. There is no single person who has more direct influence on your short- or medium-term career success than your boss. Figure out how to support his or her success, and tailor your efforts accordingly. Doing so will create and sustain your career momentum.

By contrast, there is nothing a manager disdains more than the subordinate who goes behind his back. Never make yourself look good at the boss’s expense. Since the rules of the game in organizational life are governed by hierarchy, if you circumvent your boss, then you’ll be seen as breaking the chain of command or, worse, betraying him or her. All intelligent bosses instinctively separate their people into three distinct categories: the sycophants, the devil’s advocates, and the small percentage of employees who are the balanced players. You definitely want to be seen as a member of the third group.

The Power of Relationships in Your Career

Relationships are core to your success, since everything you do in professional life is dependent on others. Therefore, it is imperative to have a relationship mindset. This means recognizing that all business relationships are also personal relationships, that one relationship or interaction leads to another, and what goes around comes around.

People genuinely appreciate hard work and thinking on their behalf, as well as responsiveness and straightforward communications. When you’re at a critical turning point in your career, it’s wise not to go it alone. A proven strategy is to cultivate a small group of professional and personal relationships to serve as your sounding board, brain trust, or personal “board of directors.”

A Tactical Lesson

Most of my columns generated hundreds of comments (usually robust and valuable but often requiring a thick skin). The one that was by far the most commented upon was “Tapping the Power of Your Morning Routine,” in which I detailed how 20 CEOs get the most out of their early-morning time. The lessons: 1) Start early – 80 percent of the CEOs I surveyed wake up at 5:30 or earlier; 2) Get a jump on email — virtually all report using this time to triage their overnight email; 3) Exercise every morning — 70 percent work out daily in the morning; and 4) Problem solve – most use the morning, when the mind is at its clearest, to develop ideas about how to resolve the thorniest issues of the day.