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Posts Tagged ‘entry level’

How Developing a Personal Brand at Work Can Impact Your Career Success

July 11th, 2010

Hi All!

I conduct workshops and seminars for employees of corporations (many attendees are Millennials) on how and why developing a Personal (Leadership) Brand platform for themselves is important to their career growth, success and advancement. And I also discuss this quite a bit in my second book, “Millennials Into Leadership: The Ultimate Guide for Gen Y’s Aspiring to Be Effective, Respected, Young Leaders at Work”.

Here is a brief overview, that I call D.A.C.C., which explains why, even if you’re an employee and not self-employed, developing your own Personal Brand in the workforce is necessary (and you should start creating yours NOW, regardless of your role/level…even if you’re an entry-level employee!!!):

DIFFERENTIATION:

  • Makes you stand out in the sea of other employees
  • Communicates who you are to your peers, leadership, employees and clients

AUTHENTICITY:

  • Allows you to speak and act authentically
  • Prevents you from being “fake”
  • Gives you clarity “about you” and what you stand for
  • Great Quote: “To wish you were someone else is to waste the person you are!”

CONSISTENCY:

  • Makes people know how you will act and handle situations, consistently
  • Enables others to know who you are and what they can expect from you, consistently
  • Regardless of who are interacting with, your personality and demeanor, are consistent

CLARITY:

  • You know what you stand for and act accordingly
  • Gives you clarity, and others clarity, on your core values
  • Helps keep you on track: “If I do this or say this, is it supporting or diluting my Personal Brand?”
  • Keeps your moral compass in-check when faced with questionable situations that could tempt you

Take some time to think about your core values, work ethic, personality, and unique attributes that you bring to a work environment, and write your own Personal Brand Positioning Statement. And then once it’s crafted to your liking, proclaim it, live it, and BE your brand!

BTW: I even know some employees who have taken it a step further and added a “visual brand” element to their overall branding. What do I mean by this? One woman I know always wears striped socks at work, and she is known for that (as well as her positive personal attributes); and one young man I know is known for always wearing funny hats to work. Think of this in terms of Donald Trump and his hair…we all may laugh at it, but he is keenly aware that it’s part of his visual brand, he knows it is a topic of conversation, and he loves that the media talks about it.

In the book that I wrote (mentioned above), I have a whole chapter with quotes from senior executives about the importance of personal branding, as it pertains to leadership, in the workforce. One that I love, and that really sticks with me, is: “Be aware that people are watching what you say and what you don’t say, and what you do and what you don’t do. Your next opportunities, and indeed reputation, will be impacted by the actions and decisions you make day-to-day…everyday.”

By determining your personal brand at work, and living it consistently, you are building and creating a “reputation” that can foster career success – faster than the employees who choose not to.

Bye for now!

Lisa

Tips for Gen Y on Personal Branding, Career Success, Landing a Job, Entrepreneurship and More

December 18th, 2009

Hi All!

Recently Dan Schawbel, founder of PersonalBrandingBlog.com, interviewed me about Millennials (Gen Y) at work, workforce insights, my new book “Millennials Into Leadership“, and more. Here’s a run down of the questions he asked me and you can read the complete interview on his website:

1. Name at least 3 Millennial stereotypes and how they can impact the workforce, for better or worse?

2. What makes a Millennial leader?

3.  What do Millennials complain about the most in the workplace?

4. Your first book, “Millennials Incorporated”, focused on how to recruit and manage Millennials, but your new book is written for the Millennials. Why?

5. Did you need to write a second book to expand your platform?

CLICK HERE TO READ MY ANSWERS!

Then, I switched hats and conducted a podcast interview, for my “Millennials In Motion” show, with Millennial Heather Huhman, President and Founder of ComeRecommended.com – an exclusive online community connecting the best internship and entry-level job candidates with the best employers.

Listen to this interesting interview, where I ask Heather:

1. What exactly is Come Recommended?

2. How did Come Recommended get started?

3. What are your plans for the future with the site?

4. What’s been your favorite part about starting a company? What’s been the most difficult?

5. What advice do you have for Millennials who are looking for a job or just about to start their first job hunt?

6. You say Millennials shouldn’t rule out entrepreneurship as a career. What advice do you have for people interested in following in your footsteps?

CLICK HERE TO ACCESS THE PODCAST!

Okay! I hope you enjoy both of these interviews, and be sure to follow me on Twitter @GenerationsGuru

Bye for now!

Lisa

Link to Free Panel Discussion About Recruiting and Retaining Gen Y

August 21st, 2009

Hi All,

Okay, so before I dive into this blog post, I wanted to share some fun news! Today I was interviewed by the New York Times and U.S. News & World Report! And also recently by the Wall Street Journal. Lots of interest in Gen Y (aka Millennial) news and insights! I’ll post links when the articles are published.

That’s all. Here’s what this blog post is really about…

Last month I was a panelist for an online discussion about recruiting and retaining Gen Y employees. It was hosted/presented by ComeRecommended.com, and 5 other experts were on the panel with me. ComeRecommended.com is an exclusive online community connecting the best internship and entry-level job candidates with the best employers. And was founded by a fabulous Millennial entrepreneur, Heather R. Huhman.

It was an interesting format using a service called Cover It Live. So it wasn’t like a webinar or webcast where you could hear us; the questions and answers were all done in a written format. It was pretty cool!

Anyhoo, here’s a link to the recording of the event. It’s free so they’re not hitting you up for any money:

http://corporate.comerecommended.com/recruiting-retaining-for-less/

Here’s an overview of the topic discussion:

Recruiting budgets, staff and overall resources are being slashed all over the country. So, how do you go about hiring quality interns and entry-level employees during these tough economic times? What benefit packages can you offer that are inexpensive to your organization but highly sought-after by young professionals? And once you have them, what are the best practices for retaining Generation Y? These questions and more will be answered by esteemed workplace experts in a free online panel discussion-you won’t even need to leave your desk!

More to share but not enough time to write at the moment! Will write again soon.

Bye for now!

Lisa

Recent College Grads Turn Down Job Offers During Recession

August 13th, 2009

Hi All!

I sent out a Tweet about this NY Times article when it first came out, but forgot to blog about it. The article “In Recession, Optimistic College Grads Turn Down Jobs”, was written by Steve Freiss, and published on July 24, 2009. It brings to light that many new (young) college grads are being picky about the entry level jobs they accept, even in this economic downturn with soaring unemployment rates, because they don’t want to settle on a job they don’t really want and/or accept lower pay based on starting salaries being reduced.

Here’s an excerpt:

…Ms. Parsons, 21, is jobless by choice. She turned down one $23,000-a-year offer to become a research assistant at a magazine because she did not want to move to Chicago and another because she did not want to work nights.

“I’m not really worried,” she said. “When the right thing comes along, I’ll know it.”

Ms. Parsons is far from the only member of the class of 2009 who is picky when it comes to employers. Job recruiters may be bypassing university campuses in droves and the unemployment rate may be at its highest point in decades, but college career advisers are noticing that many recent graduates do not seem to comprehend the challenging economic world they have just entered.

“I don’t think the students understand, I really don’t, but come September, October, when they still don’t have jobs, they’re going to be panicky,” said Clarice Wilsey, a career counselor at the University of Oregon, where just 55 employers came to a recent job fair, down from nearly 90 the year before.

Ms. Wilsey and others in her field said part of the problem stemmed from the fact that the latest graduates had spent most of their college years in a booming economy that went suddenly cold in their final academic year.

Is this Millennial (aka Gen Y) optimism going to hurt or help their young careers? If you can live at home with your folks, rent free, and don’t have a big personal overhead and your own kids to support, is “waiting out” this recession for something better while you work part-time as a food server a bad idea?

Hmmmm…tell me what you think!

Click here to read the entire article!

Bye for now!

Lisa

Social Recruiting Start-up, KODA.us, Lands $3M in Funding & Targets Gen Y Job Seekers

August 03rd, 2009

Hi All!

Social networking meets recruiting…we know that…we’ve seen the power of LinkedIn and FaceBook for recruiting. But there’s a new company on the scene, KODA.us, who’s CEO claims: “KODA is more professional than Facebook but more personal than LinkedIn, letting both sides of the hiring equation get to know each other,” said Jeff Berger, Co-Founder and CEO of KODA.  “Using a job board is like searching for a needle in a haystack.  KODA gives you more needles, less haystack, and we’ve developed proprietary technology that facilitates a smoother recruitment process for both candidates and employers.”

Here’s their recent Press Release to learn more:

Social Recruiting Start-up KODA.us Completes $3M Round of Angel Funding
Increasing Traction of Social Recruiting Platform Among Large Corporations and Entry-to-Mid-Level Talent Attracts Fresh Capital Infusion

San Francisco – KODA.us, the social recruiting site that is changing the way new talent and smart companies connect, just announced that it secured a $1 million fresh capital infusion from a group of private angel investors. Recent fundraising brings the total investment-to-date to $3 million, further validating the company’s increased traction among large corporations and emerging talent. This marks the completion of KODA’s previously unannounced first round of funding, allowing the company to expand upon the success of the first two months of their public Beta period.

KODA.us launched on May 27, 2009 as the first platform dedicated to social recruiting, which brings the relationship-oriented process of social networking to job recruiting.    

Within the past two months, KODA has established relationships with over 350 corporations, non-profit organizations and private businesses.  The site focuses on the entry-to-mid-level job market.  It profiles people and employers in a way that goes beyond the traditional resume or job posting.  A KODA profile gives an employer the opportunity to portray job openings within the context of organizational branding.  KODA profiles give people the chance to highlight relevant life experience and personal attributes, rather than just work experience. 

“GenY job seekers don’t often know what specific companies and opportunities to explore, and KODA provides a pipeline that makes these job seekers more informed,” explained Berger.  “They’ll now have access to information about corporate culture before they even decide to apply for a position.” KODA gives companies a venue in which they can lead conversations with prospective candidates about corporate culture and work environment, helping both parties to assess “fit” before the interview.  “In this economy, ‘fit’ matters,” added Berger.  “It decreases turnover and improves performance.” 

KODA makes participation convenient for employers by offering seamless integration with companies’ own internal career webpages, so that recruiters don’t need to manually repost jobs.  KODA’s proprietary crawler pulls up-to-date job listings directly from employers’ websites and showcases them on KODA.us. The site is now featuring thousands of job opportunities in various U.S. cities and regions. KODA will be launching new functionality as the Beta period continues, including tools for universities and professional associations to be involved in the process.

While Headquartered in San Francisco, KODA has an outpost in New Orleans and is actively involved in the post-Katrina economic rebirth of the city. KODA was recently named a 2009 Innovator of the Year by New Orleans CityBusiness.

For more information, email katie@koda.us, press@koda.us, or visit www.koda.us.  

Good luck to Jeff and his team with their new venture!

Bye for now,

Lisa

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