Are you thinking about entering a new field - either as a career changer or as an entry-level employee? Strategic volunteering can be a great springboard. I love talking about strategic volunteering, and in my new Philly.com article, I share a couple of great resources - one local, one national - to help prospective volunteers find the perfect opportunity.
If you work in public relations or any highly "visible" profession (or you aspire to), I have some career tips to help you get ahead in this growing field. Reneé Velez serves on the Communications Committee with the Philadelphia Public Relations Association and asked me to share some thoughts with the PPRA blog's readers. If you're a PR professional, let me know if there are any tips or tricks you feel others in the field ought to consider as they seek to advance their careers.
These 7 essentials will help you plan and execute the smoothest job search possible. I share some organizational strategies and tools in my latest Philly.com article.
It's a rare, almost mythical, workplace where everyone gets along perfectly all the time. And sometimes conflict or competition can actually produce great work. But if you find yourself in the position of simply not liking a coworker or frequently frustrated, check out my newest article for Philly.com, where I share some great tips from executive coach and business strategist Irina Baranov and Kelly Poulson, VP of Talent and Operations at Allen & Gerritsen.
And did you know the staff over at Philly.com have set up this page where you can ask me any career-related questions? (I guess you could try asking other questions, too, but I'm not really an expert on which shirt you should wear with those pants or how to get red wine stains out of your dress socks.)
I got a great reader question this week from a recent grad who wanted to know if it's OK to round up your GPA. Click here to see my advice.
In my latest article for Philly.com, I share some great tips from Jeremy Levi, Director of Marketing at Central Jersey startup CardCash.com, and Zach Stone, Founder and Chief Strategy Officer at Philadelphia's Red Kite Project.
I have a new article on the blurring of the line between work and life out on Philly.com today. For this piece, I look at how workplaces have been changing to meet employees' lifestyle needs as individuals have been becoming more connected. I spoke with Jennifer Armstrong, US External Communications for GlaxoSmithKline to get some insight as to what the international pharmaceutical giant has done at their new Navy Yard location, which prides itself on being an "officeless" environment where employees are armed with softphone-enabled laptops and determine where they will work, and I looked at some other examples of non-traditional work perks offered by other area companies.
Check out my new article for the Jobs Section of Philly.com! It includes some advice from an HR executive at QVC, which is frequently on the list of best companies to work for in the Philadelphia area, and the manager of assessments and learning at The BOSS Group, a leading creative staffing agency. We discuss some key points for layout and content.
Online retailer Zappos announced that it is no longer using job postings to attract potential employees, rather, they want interested job seekers to join their online community - Zappos Insiders. They also want prospective staff to engage with the recruiting team on Twitter, Facebook, Instagram, and Pinterest. The Zappos Insider FAQ requests candidates to create video cover letters "or some other creative way to show us your true colors, your real personality and who you are as an individual."
Michael Bailen, Senior HR Manager at Zappos, wrote in an article last week that the company expects to hire at least 450 people this year - and that last year the 7-member recruiting team received applications from 31,000 job seekers (they hired about 1.5%).
There's an interesting software platform behind this, too. Ascendify calls itself a "social recruiting platform" or an "integrated talent acquisition platform." Like some other applicant tracking software, it prioritizes referrals from existing employees, but it also is mobile-friendly for applicants, has advanced search features for recruiters, and focuses on "building community" among job seekers and hiring decision makers.
Critics have already pointed out issues with potential discrimination and privacy issues, but it will be interesting to see how this works for the Amazon subsidiary. With estimates of the cost of a bad hire ranging anywhere from 30-120% of the employee's annual salary, if this does reduce turnover, it seems likely that many of the concepts being put into practice by Zappos would be adopted by other companies.
What do you think of this hiring strategy?