Introducing Silver Upgrade Level On JibberJobber.com

Introducing Silver Upgrade Level On JibberJobber.com Im excited to announce a new upgrade level on JibberJobber.com.   This comes after a number of people have told me that $9.95 is too much (I would not have paid it, as I didnt have any money, but I think someone in my family would have paid it for me), but the free level just wasnt doing enough. In fact, most of the feedback about the free vs. premium levels is that they really just need more contacts, and more target companies. The Silver Level is a step up from the free level, with up to 1,000 contacts and 1,000 target companies.   You can still get ALL premium features, and unlimited contacts and companies for just $9.95. Heres a summary of each level (you can see a side-by-side comparison here): Regular (Free): We designed this to be more powerful than a job search spreadsheet.   You can track an unlimited number of job postings, whether you find them on Monster, through networking, etc.   You can track up to 250 network contacts and 75 target companies, and post up to 10 log entries on each of those records.   You get a lot of tools, some reports, and more.   Note: when you first login you get 14 days of premium services for free. Silver ($5/month): You get all of the Regular features PLUS an additional 750 network contacts and an additional 925 target companies.   This is an intermediate level designed to give those who are more budget-challenged an opportunity to use JibberJobber more effectively in their immediate job search. Premium ($9.95/month): The floodgates open and you get all kinds of cool stuff.   My favorite premium feature is the action items e-mailed to me, so I dont have to login to JibberJobber to see what I have coming up.   No wait, my favorite premium feature is the ability to import/export my data, so I can keep all my LinkedIn contacts, Cardscan contacts (buying one soon), Outlook contacts on JibberJobber.   No wait, my favorite premium feature is that I can use the Get Contact List to export my contacts based on a number of things, like tags or categories.   No wait, my favorite premium feature is that there are no limits on number of records I put in, or number of log entries I have you get the point, right?   This level is optimal for those who are either serious about their job search, or not in a job search at all but very relationship-oriented (or career management oriented). You want to know what may become the best premium feature yet?   The Outlook plugin, which hopefully will be in beta in the next few weeks. We are trying to fit your budget for $0 you get value.   For $5/month you get more value.   For $9.95 a month you get a bunch more value. Cool? Introducing Silver Upgrade Level On JibberJobber.com Im excited to announce a new upgrade level on JibberJobber.com.   This comes after a number of people have told me that $9.95 is too much (I would not have paid it, as I didnt have any money, but I think someone in my family would have paid it for me), but the free level just wasnt doing enough. In fact, most of the feedback about the free vs. premium levels is that they really just need more contacts, and more target companies. The Silver Level is a step up from the free level, with up to 1,000 contacts and 1,000 target companies.   You can still get ALL premium features, and unlimited contacts and companies for just $9.95. Heres a summary of each level (you can see a side-by-side comparison here): Regular (Free): We designed this to be more powerful than a job search spreadsheet.   You can track an unlimited number of job postings, whether you find them on Monster, through networking, etc.   You can track up to 250 network contacts and 75 target companies, and post up to 10 log entries on each of those records.   You get a lot of tools, some reports, and more.   Note: when you first login you get 14 days of premium services for free. Silver ($5/month): You get all of the Regular features PLUS an additional 750 network contacts and an additional 925 target companies.   This is an intermediate level designed to give those who are more budget-challenged an opportunity to use JibberJobber more effectively in their immediate job search. Premium ($9.95/month): The floodgates open and you get all kinds of cool stuff.   My favorite premium feature is the action items e-mailed to me, so I dont have to login to JibberJobber to see what I have coming up.   No wait, my favorite premium feature is the ability to import/export my data, so I can keep all my LinkedIn contacts, Cardscan contacts (buying one soon), Outlook contacts on JibberJobber.   No wait, my favorite premium feature is that I can use the Get Contact List to export my contacts based on a number of things, like tags or categories.   No wait, my favorite premium feature is that there are no limits on number of records I put in, or number of log entries I have you get the point, right?   This level is optimal for those who are either serious about their job search, or not in a job search at all but very relationship-oriented (or career management oriented). You want to know what may become the best premium feature yet?   The Outlook plugin, which hopefully will be in beta in the next few weeks. We are trying to fit your budget for $0 you get value.   For $5/month you get more value.   For $9.95 a month you get a bunch more value. Cool?

Are You Ready to Meet the Future

Are You Ready to Meet the Future A stunning survey of workers by Monster.com shows that 98% of workers are not [completely] satisfied with their jobs and plan to look for work in 2011. Are you one of them? If you are  one of the working class who’s planning to make a break for it as soon as the economy heats up, here are some things to consider as you plan a move. 1. Do your market research carefully so you can price yourself in the market. If you’ve been in your current position for a while, your pay may reflect your tenure in the job as well as your skills and certifications. If you’re thinking of changing industries or titles, you’ll need to pay more attention to the entry level salaries than senior salaries. When you transfer your skills to something new, you lose a little ground (sometimes a lot of ground) in pay. When your employer pays you more for being on the job for years, it’s because you’ve developed valuable insider skills that make you more productive. You’ve mastered your job skills and also mastered internal processes, policies and politics. You’ll have to learn all of those things all over again in a new setting. On the other hand, a fresh start in a more interesting job may be worth a small reduction in pay. You’ll be all the more motivated to become productive quickly. 2. Document your on-the-job achievements over the past few years. Be specific, and take time to quantify results whenever you can. (This will be easier while you’re still at the company; you won’t have access to information once you leave.) You can use the results of your work in your resume, and refer to achievements in your interviews. Bonus: If you decide to stay on the job, this will be excellent preparation for your next performance review or when you ask for a raise. 3. Think through the issues that make you want to leave your current position. Are any of them fixable with a little work on your part? The economy may be improving, but it can still be risky to leave your job for another. At your new jobs, you’ll be the most recent hire and most vulnerable to a layoff if something changes. Figure out whether your dissatisfaction is temporary or permanent, and whether it’s about you or about the company. There’s no reason to stay with a company that is treating you badly. But it is important to know whether you’re moving away from something bad or toward something better. If you’re not currently working, this projected movement of thousands of workers may be good news. Are you ready to meet the future?

What Are Talent Communities and How Do They Drive Value

What Are Talent Communities and How Do They Drive Value A lot of people are talking these days about talent pipelines, and specifically using them as a means to shorten time to hire by building relationships with high-quality passive candidates over time. When done correctly, talent communities convert career site visitors into a database where they are nurtured until they are ready to convert down the funnel into an applicant in the ATS. What’s a Talent Community? First off, let’s define talent communities.   Many people use the phrases talent communities, talent pipelines, and talent CRM as synonyms.   While these concepts are all a bit different, we’ll use them as more or less interchangeably in this discussion. A talent community is a mechanism where passive job seekers can learn more about a company until they are ready to apply.   Its most common form is as an email newsletter where candidates are receiving information on a monthly or quarterly basis that helps them better understand the company so that they can make an informed decision on whether or not to apply when they are ready for a new job.   Online and offline events, texting, and other forms of communication can also be in the mix when keeping in touch with these candidates. How does it work? A person finds out about your company.   They go to your careers site.   They think “wow, this is an interesting place to work.”   But, they aren’t ready to apply for a job. Perhaps they have been at the same job for 5 years and don’t have an updated resume.   Maybe they are halfway through a Ph.D. program.   Maybe they just switched jobs 3 months ago.   Whatever the reason, they will not end up in your ATS. Enter the talent community.   This is where people who are interested but not ready to apply can leave their name, email, and what job family they’re interested in. Nurturing Candidates Here’s where most companies fall down.   They get a form on their careers site that allows them to capture info from passive candidates, and then they don’t do anything with these people! It’s not enough to simply have a database, you need to engage with these people through online and offline events, emails, and 1:1 conversations. Segmentation At the most basic, each talent community should be segmented into different functional areas.   For example, you may segment yours into engineering, sales, marketing, etc.   A more advanced talent community will also segment by geography, and perhaps by affinity groups such as veterans or women in tech. The way I think about segmentation is to think through the various groups of people who a candidate would like to chat with to learn more about your culture.   There’s probably a group of people who do their current job, a group that works in the office they are interested in, and maybe just some like-minded people who they would want to hang out with after work. Communication Now that we’ve segmented our database, it’s time to communicate with them.   The baseline communication should be a monthly email with culture-related content which is relevant to the role a given prospect is interested in.   Quarterly communication is ok, but you risk losing candidates this way and decreasing the open rates of your emails over time. Some companies send job openings to their talent communities.   This is fine, as long as the main thrust is around culture-related information.   Passive job seekers aren’t applying for jobs, and so open reqs are a lot less interesting than information related to the tech your engineering team is working with, or how your sales team celebrates the wins. Pro tip: have your recruiters reach out on a 1:1 basis to high-value prospects you’d like to activate in the short term.   They know about your company and therefore should be very open to a 10-minute talk about open roles. The ROI Talent pipelines can add value in a few different ways.   One is in terms of capturing candidates you wouldn’t have otherwise gotten.   So, one way to think about ROI is simply multiplying your cost/hire by the number of hires you’ve made from the talent community. The other major way a talent community can help is by shortening your time to hire.   This results in massive ROI as each day a valuable employee is onboard can lead to thousands of dollars in savings. Final Advice While implementing and maintaining a talent community may seem daunting, the best advice I can give is to get started.   Every day you don’t have one, you’re losing high-quality passive candidates who can help you meet your hiring goals! Check out this video for a quick 101 explanation on talent communities: About the author:  Phil Strazzulla  is passionate about educating the HR ecosystem about everything talent acquisition.   He began his career working in early stage investing at Bessemer Venture Partners before getting his MBA at Harvard Business School, which lead him to the HR industry. About the author:   Phil Strazzulla is passionate about educating the HR ecosystem about everything talent acquisition.   He began his career working in early-stage investing at Bessemer Venture Partners before getting his MBA at Harvard Business School, which lead him to the HR industry.

Thank You (Sort of) to the Guy Who Hacked My Blog

Thank You (Sort of) to the Guy Who Hacked My Blog I was thinking about blogging about job hunts today. Or managing up. Or one of the hundred or so topics that are always safe to go to if you blog about careers. But I decided that I cant ignore the fact that someone hacked into my RSS feed and put a bazillion porn links at the bottom of my post about taking notes. It would be too weird that 20,000 people received the list of porn sites and Im not saying anything about it. So, here I am, saying something: Im really sorry for the problem. I want to tell you that this is the first time my blog has been hacked. But its not. I havent written about the hackers because I didnt want to encourage them. Its amazing to me that people take the time to mess with this blog. But things got a little clearer now that theres porn involved. The hacking starts looking a little too close to the types of comments that I used to get on Yahoo Finance. The kind that started with the fact that I was a woman and then went on to say how stupid I am and eventually came to outrageous sexist slurs that Yahoo had to pay someone to monitor and remove. I get asked a lot about the disparity between men and women in the workplace. In fact, just today I did an interview where I said that I do not think there is disparity. There is not disparity in paychecks. (In fact, in big cities young women make more than young men for the same work.) And the disparity that comes later in life is the result of women choosing to spend more time with their kids than the men do. So you wont find me complaining about gender in the workplace. But I do think that the web is a different story. The anonymity brings out the sexist behavior that men know very well to hide at work. So youd think Id be angry, right? But Im not. The only time I got angry was when I couldnt find my IT guy to tell me how to fix the problem. But beyond that, I believe that most people are good and that holding grudges gets me nowhere. So much of the career advice I give is based on the idea that you can teach yourself to be niceeven to people who hate youand being nice is an end in itself. I really believe that. And I am not angry with the person who messed up my feed. I am mostly blown away that he would take the time to do it. I also write a lot about community. The reason I blog is because I love the conversation, and I love how we depend on each other to show up regularly, ask good questions, and provide a reality check when it comes to the absurdities of life at work. So it shouldnt have surprised me that a lot of people sent me an email this weekend. But the amount of concern and encouragement that people showed in their emails was touching. And in a way, getting hacked makes me feel so lucky that Im part of a community that cares. So thanks. Oh. And also, thanks for being my test case, because I cant tell if weve fixed the feed problem until I send another post through the feed. So, heres hoping

Understanding Your Responsibilities as an Employer

Understanding Your Responsibilities as an Employer When you’re the owner of a business, everyone who works for that business is your responsibility. Most people know this at least superficially, but an alarming number of people really don’t appreciate the importance of this.When people are obliged to work for you, especially in a specific location, you are obliged to look after them in turn.If you don’t fulfill basic requirements and respect essential rights, then you put everything at risk. Your employees will be at risk. You will be at risk. Your entire company may feel severe repercussions if you’re not fulfilling your obligations properly!Photo CreditevalHere’s a quick rundown of the three areas in which you should be paying particular attention. This article is not aimed solely at employers; this is an important read for employees, too. After all, you need to understand your rights!1. Making sure Employees have what they needPhoto CreditGot a job for someone?Then you need to make sure they have the tools to do it! Your employees aren’t like contract labour workers who bring their own tools. Sure, they need to bring a certain amount of knowledge, skill and experience to the table. But you need to give them the adequate physical equipment with which to do their job.Many employees don’t understand how key this requirement is. The keyword here is adequate. Sure, you’ve given them a computer with which to do their duties. But is the computer running smoothly? Is the computer, or your Internet connection, frustratingly slow? You can’t just hand employees tools â€" you need to hand them good tools!2. Ensuring the Workplace is SafePhoto CreditYou’re also responsible for the safety of all of your employees. If there are any dangers in the work environment and an employee is injured as a result, that’s on you.evalLet’s take a basic example. Maybe there’s a unmarked spillage in the kitchen. If someone slips on that spillage and is injured, that will be classed as the employer’s responsibil ity. The same thing applies to places like construction sites, if your business isn’t compliant with OSHA.Everyone should understand the accessibility and implications of accident at work claims. If someone is injured on the job, they have the right to seek compensation or potentially file a lawsuit.3. Understand Leave LawsPhoto CreditThere are three common types of work leave that you need to familiarize yourself with. The most common is, of course, sick leave. Different countries or states will have different laws when it comes to sick leave.You may be obliged to pay an employee for a limited number of days off due to illness. You should also understand when an employee is obliged to give you a doctor’s note. In the UK, an employee cannot legally be obligated to provide a sick note if they’ve taken less than eight days off of work.evalThe more complex leave types are those of maternity leave and family leave. Family leave is used to refer to leave given when family responsib ilities arise. Generally, this refers to the birth or illness of a child, or the death of a family member or partner. As for maternity leave, most places in the west have laws obligating you to provide paid maternity leave to expectant mothers. In the UK, this can last up to 52 weeks.

The Top 8 Excuses That Keep People From Taking Action They Desperately Need - Kathy Caprino

The Top 8 Excuses That Keep People From Taking Action They Desperately Need I had a fascinating experience this weekend that helped me understand even more deeply why we don’t take action to help ourselves when we need it and why, under the right circumstances, we will. I’m a trained therapist, career coach, writer, speaker and trainer, and in my work with professionals and through my writing, I hear from literally thousands of women and men who share that they’ve put off getting help for months, years, even for a most of a lifetime. Deep down, they know they need help, and they know they’re miserable and can’t fix the situation by themselves, yet they so often do nothing to help themselves. Why don’t we take action to help ourselves? I’ve developed my own courses to help women step forward and take concrete action to gain the clarity, confidence, courage and connections to build the lives and careers they long for, and I’m always intrigued at a phenomenon I see every year that thousands of people will take my free webinars, stay on my mailing list for years, and even tell me directly that they need my help urgently, yet many will never pull the trigger to get that help. So this weekend, when I did “pull the trigger” on getting outside help that I’d been longing for, I decided to stop and study exactly what motivated me to take action.   I wanted to understand clearly for myself what was going on in my life and in my situation today that made me stop, pull out my credit card, plunk down the money and finally say YES! to getting the help I needed and want. The help I chose to move forward with (and register for) is this amazing course The Heart of the Matter: How to Live with Compassion and Courage, offered by the beloved and renowned Buddhist teacher, author, nun and mother, Pema Chödrön.  So why did I say “YES!” to myself, to obtain this type of help? Here’s what I figured out. I said “YES!” to myself and to this because: I’ve been deeply moved and inspired by everything I’ve ever read and heard Pema say. Her books have been so helpful and powerful, her weekly quotes are so enlivening to read, her talks (like this one with Oprah) moved me to tears, and more. I LOVE what she says â€" every word and it uniquely speaks to my heart, soul and spirit, in a way only she can. I resonate deeply with her spirit and “energy” â€" how she makes me feel when I’m listening and watching her. I’ve been having deep urges to learn more about the Buddhist way and have even started a series on my Forbes blog called “Spirituality and Success,” to explore how we can bring forward our own spirituality and souls in our work. (In fact, in this series, I’ll be covering His Holiness the Dalai Lama and his talk about “Fierce Compassion” in April). I’ve been dreaming of finding a way to spend time with Pema, in any way I could. To me there isn’t anyone in the world that has what Pema has to offer. No one. I realized that, literally, there is no better time in my life to embrace this experience that will undoubtedly change my life. I felt that this came into my life now for a reason. And finally, I’m tired of wanting thisâ€" I’m ready to have it. I’m ready for action! (This sounds like an ad for the course, doesn’t it!) When I look at the surveys I’ve conducted and comments I’ve received from people with all the reasons they don’t take action, and why they say no to themselves instead of “YES!” I hear underneath these comments a litany of excuses that we humans use to stop ourselves from climbing out of the very tiny box we’ve trapped ourselves in. I hear this: “I guess I’ll stay stuck as I am” instead of: “I’m ready to change what I’m doing to be MORE of who I am, and I’m prepared to do something bold NOW.” Below are the top 8 excuses I hear from people who remain stuck for a lifetime, and never take action to help themselves live and work happier: “I can’t make time for this. My family needs all my attention.” “I don’t really have the money to invest in myself right now.” “I’m not sure this will do anything for me.” “I have to focus on what’s on my plate.” “I’ll feel guilty honoring my own dreams and doing something for myself.” “I should just make do with what I have in my life. Who am I to want more for my life?” “People will think I’m crazy for doing this.” “I know I’m unhappy, but I can figure this out on my own. I’ll read another self-help book.” The reality is this: you won’t figure it out on your own. You can’t. As Einstein so powerfully put: “We cannot solve a problem on the level of consciousness that created it.” No truer words have ever been spoken. You can’t solve your problems alone and in a vacuum because you’ll be trying (in vain) to apply your same limiting beliefs, mindsets, actions and ways of operating, all the while you’re trying to break free of them. I know this because I wasted 18 painful and sad years in a corporate career that was wrong, wrong, wrong for me. I wasted so much time, and so much life’s energy doing work that wasn’t at all aligned with what I truly cared about, or with who I was, deep down. (Here’s a video about my personal story on that.). When I finally got moving and got help (after a brutal layoff in the days following 9/11) â€" earned my Masters degree as a therapist, trained as a coach, and moved forward building the business and career that’s right for me, I realized that it’s BOLD action we have to take every single day if we want to live happy, fulfilled lives. Given all this that keeps us stuck, I’d like to ask you to answer honestly and deeply three questions today… Are you tired of the lack of fulfillment and happiness you have in your life, and desperately want something different? Do you know, deep down, that you need help and support from the outside to help you make the changes you long so hard for? Do you know of any other time in your life that would be better than NOW, to start on a new path? Whatever your answers to these questions, I hope they lead you to take action and DO something powerful and bold for yourself today. Just one step. Please share your thoughts below What will you say YES! to today that you’ve been dreaming of? What are you ready to finally embrace, and what will you do to get there? Let me know! To build a happier, more fulfilling life and career, join me in my Amazing Career Project online course today. (Early bird enrollment and the chance to save $1,000 ends April 18th.)

Per Diem Employment What Does Per Diem Mean

Per Diem Employment What Does Per Diem Mean The motto of many professionals is “carpe diem,” or “seize the day” in Latin. You’ve likely encountered a similar-sounding term in “per diem” as you conducted your job search. What does per diem mean? Simply translated, per diem meaning is “for each day” or “per day.” So, what does per diem mean for your career? The career context of this term applies to per diem employment for jobs and internships. Per diem can apply to many types of positions, and it’s easy to confuse. Here are a few typical uses of per diem you’ll come across as applied to employment. Pay Per Diem Meaning in Employment When you work per diem, you have a job opportunity on the clock for a given number of hours for specific pay, as opposed to committing to a full-time, long-term position. Advertisements list per diem roles that pay by the day or by the shift, which is often the case when industries need workers on short notice or typically rely on temporary workers. The roles may also be on an as-needed basis. A few per diem positions include substitute teachers and contract workers. Substitute teachers work as per diem employees, since they fill their roles on an as-needed basis and with urgency. Contract workers operate per diem, and the difficulty and pace of their job vary by the day â€" though they get paid by the shift. Per diem employment affords you opportunity if you prefer flexibility or need a way to make extra money. It’s also a solid option for explorers if you’re looking for a new place to move and can’t yet commit to a full-time job. Per diem employment offers variety in some good-paying industries like health care, and you’ll never get bored. Don’t think of per diem employment as temporary work. Per diem employment can provide a way to learn new skills quickly and get your foot in the door of a certain company. Stand out by asking for a new project to test the skills you’re growing and broaden your existing skill set. That shows the company you’re willing to take initiative. Per diem work is not a stable option if you seek job growth, paid time off and benefits, but it doesn’t mean it can’t lead to an opportunity. Per Diem Meaning for  Full-Time Employees Full-time employees don’t escape the term “per diem” in the course of their careers. Per diem may also reference employee expenses or the receipt of an allowance. If you’re a full-time employee who travels for business, you’ll see “per diem” applied to mileage or travel reimbursement or an allowance for meals and lodging. For travel, that means travel expenses are typically “travel per diem.” It kicks in when your supervisor tells you to save all receipts for business expenses you incur, so your company can reimburse you per its policy. You would send in an expense report for specific costs like transportation and meals. Flight attendants often get an allowance for meals and having to stay overnight if they have a long layover in another city. You would find meals and a place to stay that fit within your allowance as outlined by company policy and submit an expense report promptly. Your travel per diem allowance can also shift if you travel for business frequently. Your lodging allowance for one city may be higher than another, based on reasonable cost of living. Some employers extend allowances to full-time employees who work longer hours than usual or in general. These allowances may include part of an employee’s mileage and meals. If your boss doesn’t currently offer per diem allowances, it’s worth bringing up to optimize your productivity and assist with work-life balance. If you ever get a per diem allowance, always save receipts and submit expense reports on time to get reimbursed. Managing all that paper gets difficult, so back up receipts electronically via Evernote or Google Drive. Some apps let you also generate expense reports for free or a small cost, but your company may already have a required template for you to fill out and submit. Deciding If Per Diem Work Is for You Per diem employment comes with many pros and cons. Some make per diem employment into a lifestyle the way digital nomads roam the world. In many instances, per diem pay is better than part-time or full-time pay in high demand industries, like health care. Many shifts need filled at the last minute. One day, you fill in at the ICU, and the next day you fill in psychiatric care. You get an opportunity to work when you want and where you want. You pick extra shifts when you need them and set your own hours, otherwise. Per diem work provides an opportunity to discover more about which part of an industry you may want to pursue. You can also test-drive a company and let them get to know you more. While you have flexibility, per diem work also comes with downsides. Some industries offer more per diem work than others, especially if you’re a nurse. Per diem employees typically don’t receive health insurance, vacation time or paid days off, so it requires you to stay on top of your finances and budget. You can work directly for a company on a per diem basis, but some staffing agencies also hire talented per diem workers and may offer some increased incentives and benefits. Understanding what per diem means in a business context can get confusing, whether you prefer a per diem work lifestyle or want to know more about per diem allowances. There are many benefits to per diem work, but it works best for those who prefer flexibility and work well with finances and budgeting. Carpe diem â€" especially those receipts! Subscribe to Punched Clocks for more insight on tricky business terms and career navigation. Keep the conversation going by commenting or sharing. Get everything you need to build a career you love by signing up for the newsletter.