“Hiring managers” say only apply for jobs you’re qualified for. Fine. Now, here are some things HR needs to do in return.
I subscribe to a number of industry mailing lists and content services as part of my work, and periodically they’ll publish stories aimed at helping job seekers – how to find opportunities, how to network, résumé tips, that sort of thing. Recently one of them posted an article where they elicited advice for job hunters from “hiring managers.” (Actually, these folks weren’t hiring managers at all – they were HR staffing managers, who have nothing to do with the hiring decision. But they’re the gatekeepers, so their opinions matter. )
The key bit of insight in this one particular piece was fairly straightforward: only apply for jobs that you’re qualified for. Read more
Part two of a series.
Ricky Bobby is not a thinker…He is a doer. – Talladega Nights
In part one of this series, we talked about a new analysis that explains how important stupidity is to the modern corporation. Today we’re going to have a look at what this means for you.
In short, despite what you’ve been told your whole life, being smart may not be good for your career. Read more
The other day our friend MentalSwitch offered up a delightful little post entitled “Hello Nurse!” It featured a photo of an attractive model dressed as … well, hell, rather than me trying to describe the shot and failing miserably, why don’t you just click on over there and see for yourself. But before you do, please be forewarned that the photo is NOT SAFE FOR WORK!!!!
Ahem. Well, actually, its worksafeness (or unworksafeness thereof) became the topic of some discussion here. Initially the pic was posted without a cut, meaning that the image itself would appear on the front page of S&R. Later, after some complaint and brief deliberations, we moved it behind a cut with the dreaded “NSFW” tag, indicating that the content would most certainly get you fired if it were accidentally viewed by any decent, God-Fearing American® co-worker. And since way too many of our readers work in places where others might be looking over their shoulders, this was a practical concern. As one colleague put it – and we’ll let that colleague name himself if he wants to – “if the wrong person had walked behind me with that image up on my screen, I could have been walked out the door that day, no appeal.” Read more
Ever since the Internet began gaining popular awareness in the mid-1990s, the topic of how businesses can productively use various new media technologies has been a subject of ongoing interest. Along the way we’ve had a series of innovations to consider: first it was the Net, and the current tool of the moment is Twitter. In between we had, in no particular order, Facebook (not that Facebook has gone away, of course), CRM, mobile (SMS, smart phones, apps), blogging, RSS and aggregation, Digg (and Reddit and StumbleUpon and Current and Yahoo! Buzz and Technorati and Del.icio.us and seemingly thousands more), targeted e-mail, YouTube, SEO, SEM, online PR and, well, you get the idea.
We certainly hear examples of businesses getting it right with new media, but in truth these cases represent a painfully small minority. Read more
I’ve written recently about some generational issues facing companies – most notably the “macro-succession crisis” that I suspect very few corporations have even thought about in meaningful detail. In that post I examine how the coming Baby Boomer retirement explosion is going to engender all kinds of crisis, especially in larger legacy corporations that are so top-heavy with Boomer leaders that their Gen X successors are ill-prepared for the transition that must begin taking place in the next five years.
But if you’re a different kind of company – say an entrepreneurial outfit started and run by front-edge Xers (people now in their early to mid-40s) – you’re in good shape, right? Read more
I wrote a couple weeks ago over at Black Dog how companies across the US are flying headlong toward a massive macro-succession pile-up, and the collective personality of the Millennial Generation (born from ~1980-2000) is going to play a major part in mid-management breakdowns in the next few years.
If you’d like a glimpse of the stress the Millennials are already exerting on organizations, you’ll want to read a new analysis from the Wall Street Journal‘s CareerJournal.com site. In it, Jeffrey Zaslow chronicles how businesses are addressing the Mills’ excessive need for praise: (More at Black Dog Strategic…)