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.

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.