LaughlinOutLoud

Long ago when my dad entered the job market, things were tough.  The country was in the midst of a depression and there weren’t many jobs available.  It didn’t take long before he realized he needed to tap into family, friends and trusted professionals, in order to get his foot in the door and gain employment.  He needed to network to stand out amongst the masses.

As time passed and I grew older, I soon found myself looking for employment as well.  It was time for me to begin supporting myself and I needed to see what was available in the marketplace.  So I ran to the corner gas station, picked up a copy of the local newspaper, circled a few jobs and sent my resume to 10 or 20 companies through snail mail.  Since I had never met the recipients of my resumes, I did my best to highlight my work history and achievements in a concise single page, hoping to catch their attention.

Years went by and soon my kids needed a job.  They searched the big job boards.  Within minutes, they could copy and paste their resumes into the online submission portal, sometimes with only a simple change to the subject line.  Off it went and within minutes they got an automated response from the HR department, thanking them for their patience as all the applicants were screened.  It was a cold and impersonal way for them to get their personal information out there, but it was quick and efficient for them and the HR people.

Come into the present and we find we’ve come full circle.  As in the days of my dad’s job search, jobs are few, times are tough, and we find that one of the best ways to land a job may be through a “connection.”  So I thought we’d put together a few ideas that might help you with your own job search.  Things that may help you get “connected.”

Know your target company. Research them, friend them on Facebook, follow them on Twitter.  I know this sounds weird, but if you get to meet this special person (HR rep or company rep), you might want to treat it like a first date.  Listen intently, show an interest, bring your best attributes to the table and, most importantly, know something about them so you can talk about them too.  Make a connection.

Set up a LinkedIn page and make sure it’s up to date. This way you’re linked or can become connected.  Plus, once set up, recruiters can find you too.  (Yes, we search LinkedIn to stay on top of our industries and follow talent.  We also use it to research you.  And you can research us too!)  Use LinkedIn for networking purposes, joining groups and organizations, and positioning yourself as an expert on a certain topic.  Answer group questions and participate in discussions.  Again, get connected.

And, if possible, set up a website for yourself. Include samples of your work, creative pieces and writing, as it pertains to your profession.  When you write or talk with a recruiter, include your link.  It’s another way to be connected.  Remember, HR people and recruiters are digital creatures too.  We’re out there sharing your social space, looking for a few good people.

It’s been on the minds of many lately.  How can I become more “green?”

Scores of people talk about it and show a sincere interest in improving the environment around them.  They want to be a part of the solution and reduce their carbon footprint.

We are no different.

In order to keep in step with reducing one’s carbon-footprint, we recently studied our own behavior and found our “green-ness” needed a bit of sprucing up.  Sure, we were recycling paper and soda cans but most companies and people have taken those steps.  How could we do more?

After taking a closer look at ourselves, we came up with some solutions.

Let me share a few examples of how we “greened” things up at Laughlin Constable.  In return, we’d love to hear what you’ve done too.  Here are some of our recent efforts:

• Applied sun and heat deflective window shades to most windows to maintain a consistent temperature in our offices.
• Installed a revolving door in our lobby to retain a constant temperature and airflow in our lobby and adjacent areas.
• Instructed our cleaning crew to purchase bulk items (such as liquid hand soap) to refill and reuse the smaller plastic containers already in place.
• Purchased office supplies made from recycled materials whenever possible.
• We have been recycling plastic and paper, but also started disposing of electronic equipment, printer cartridges and more in a proper, eco-friendly fashion.
• Replaced many light bulbs with energy-efficient bulbs, including LED lighting.
• Installed low-flow toilets to reduce water consumption.
• Encouraged not printing unnecessary documents reduce our paper consumption.
• Eliminated all packing peanuts. Good riddance.

The measures mentioned above show a pro-active approach and significant progress in the agency’s effort to become more environmentally friendly.  But by no means does it stop there.  Our business is all about creating ideas.  And we’ll continue to look at new ideas to improve our carbon footprint, not because it is the current trend, but the right thing to do.

At Laughlin Constable, we look for the best talent available to the agency.  Always have.  Always will.  We owe it to ourselves and we owe it to our clients.

But that quest for the best talent works both ways.  Job seekers are also looking for the best places to work.  Always have.  Always will.

So, to stand out amongst the masses in a competitive world, it is imperative to be innovative and forward-thinking, and have a flexible workplace.

We believe our agency meets those criteria with programs and policies in place that meet the needs of busy, on-the-go employees.

That belief was verified recently.

We couldn’t be happier to say that Laughlin Constable was awarded two workplace awards for 2009: the annual MetroParent Family Friendly Award and the prestigious National Alfred P. Sloan Award – presented by FUEL Milwaukee – for Business Excellence in Workplace Flexibility.

The MetroParent Family Friendly Award recognizes companies in the Milwaukee-area that have family-friendly practices in place that go above and beyond the norm.

The National Alfred P. Sloan Award honors employers of all sizes and types that are using workplace flexibility as a strategy to increase workplace effectiveness, yield positive business results, and attract and retain top talent.

It is a core belief at Laughlin Constable to be, and remain, flexible and family-friendly.   It works for the agency and more importantly, works for our employees.

I had the opportunity to participate in an interview with the Wall Street Journal recently that focused on how employers handle employees’ personal data – contacts, pictures, music, etc. – when separation from an organization occurs.

Whether it is a matter of convenience, longer hours, travel for work or the rise of laptops in organizations, more employees are storing personal data on work computers.

As you’ll see in the article, we try very hard to be accommodating with regards to giving back personal data to employees as long as it is not sensitive information. There are checks and balances to this process but more often than not we are able to accommodate the employee so they don’t lose all their valuable information.

This policy is one of many we have in place to be an accommodating organization to our employees and I believe they recognize and appreciate those policies.

Laughlin Constable has been the proud recipient of a number of workplace awards, including: the 2008 Alfred P. Sloan Award for Business Excellence in Workplace Flexibility; MetroParent’s Family Friendly Workplace Award in 2006, 2007 and 2008; and numerous Best Places To Work and Beyond The Paycheck Awards 2000-2008.

We are proud of those recognitions and are constantly evaluating how we can make our organization better from a HR perspective.

I’m wondering though, are we in the minority? How do you handle your employees’ personal data?

You can read the article here:
http://online.wsj.com/article/SB124105119428271155.html

This year, more than ever, employees are asking their HR teams, “What can I do to improve my work performance?” I wouldn’t be surprised if you’re hearing this question around your office too. It appears to have replaced the “I hate performance evaluations” comments from years gone by. And it remains an important question, especially during these changing times.

Inside many companies, more and more employees are pro-actively seeking timely and meaningful feedback. They are looking for ways to improve their skill sets and level of knowledge. They are discussing their jobs, their careers and their futures with their co-workers, supervisors and HR teams.

Performance management is a topic that’s important to most of us. Kudos to all employees that come forth on their own and open the discussion! Now, more than ever, the quality of our people may determine our future. And we’re thankful the question is on the table.