The Voice of Job Seekers

I wanted to reintroduce David Nicola, Director of Career Services at Laurus College in California from our conversation last June because I think he embodies the spirit that is engaging students using social media to help with the job hunt. If every college had an advocate such as David, the overall state of the relationships with career services and students would be in a better place. In talking with him over the last few months both of us agree of how colleges and universities should be more aggressive in directing students to think "career development" from day one. Students at his college are required to attend workshops about resume writing and etc. at the beginning of his or her college degree. I mentioned in the show and previously that I met David in the Linked In forums and connected with him on other social networking sites. He is quite passionate about helping people in general and students in finding solutions to their job search challenges. You can also find articles that he has written on different career and recruiting sites where he gives solid advice on the job search. Want to know more about David Nicola, you can email him at david.nicola@lauruscollege.edu or his Twitter handle. This interview is a re-edited version from last June, Career Services, a More Dynamic Approach. Please enjoy our conversation!  

In this episode #7, Bianca Thompson "HR Sassy Girl," aka "The Sassy One" gives her two cents on recruiters/hiring company that use social media as the primary way for selecting and hiring candidates. Her experience in the Architectural and Engineering firm the portfolio is emphasized, and at times, the resume error takes a back seat to the showcased work. She shares her concern that the freedom of expression is emphasized more than the potential candidates career potential to contribute. She makes it clear that social media should only be a tool, but not the solely used tool to judge candidates. We also discuss her background in HR which she has been in for the last 14 years. We also answer two questions from readers and listeners. The first question asked how she can come to the United States and get a job in Human Resources after only one year of working in a foreign country with an MBA from the same country. The other question was from someone who wanted to target his or her resume to qualify for three positions. Bianca answer was nothing short of blunt in stating that a resume attempting to appeal to three different careers would only be damaging their chances because of a lack of focus. This interview was done in a public setting, but the audio has great quality. Please, enjoy our conversation.

Job candidates should consider video as a way to stand out in his or her job search. CEO and founder Josh Tolan (@AllThingsBiz) of Spark Hire has built a site that allows the job seeker a way to be noticed through video, and employers to video as a way to screen applicants.  Spark Hire is a video powered hiring network that connects job seekers and employers through video resumes and online interviews. The job interview doesn't have to be a nerve racking experience, but an opportunity to leave a more personal positive impression. Josh says that candidates that use Spark Hire receive some coaching in their attire, how to look at the camera, and how to relax and present themselves overall. Josh shares how his marketing job gave him an opportunity to be a part of the interview process and learn how the call center worked. All of which he employed in building Spark Hire. We also talked about how some job seekers using video as a job search tool are introverted but through practice, reading content from blogs and "realizing the opportunity that video gives you." Employers are embracing video interviewing because it allows them to view a lot of candidates for high volume positions and a lot more insight on candidates earlier on in the hiring process. Josh also said that surveys are showing how beneficial video is being quickly adapted as a tool so Spark Hire is glad to be a part ramping up of its use.    

J.T. O'Donnell , Founder of Careerealism.com, author, speaker, columnist, and blogger for Linked In.  This interview is in conjunction with the Chicago event next Tuesday, July 30, the Career Advisory Board, established by DeVry University, hosted by Midwest ACE featuring executives from Microsoft, LinkedIn, IBM, Quintiles and well respected career experts and authors focused on how college career centers can prepare students to develop in-demand skills, get jobs when they graduate, and improve the quality of America's workforce. J.T. and I had a conversation about the continual disconnect between college Career Centers and graduates and a few of the solutions needing to take place for success. Here is a short outline of our conversation: J.T. talks about the enormous responsibility college Career Services deal with factors they have no direct impact. Later in the conversation we talk about how administrative decisions impact some of the outcomes in the effectiveness of programs.J.T. suggests that Career Services needs creativity to engage future graduates to have a positive effect on employment. She feels that this will affect how alumni will give back to his or her university in the future.We also talked about the cultural shift and the lack of the budget that is available to college Career Services and the effect it has on a graduates job search.J.T. also makes the point that alumni will become disinterested in donating because the education the college is providing are not converting to jobs for students. Parents are becoming more concerned about their investment in his or her child's ability to receive education and not a job when he or she graduates. J.T. shares an instance where an angry parent called for coaching and how her perspective gave the parent food for thought.I asked J.T. if there were college and universities that stand out in heading the right direction in engaging students. She pointed out a couple of universities and even an MBA program who are making some headway in its engagement of students.   Please, enjoy our conversation!    

  Today's interview is with Antoine de Brabant (Bra-bon) Antoine de Brabant is a web entrepreneur (around Jobbook I hear they call him a "wexpert"). Antoine created his first successful web venture at the age of 21. He was compelled to apply his skills towards a project that would help others in their quest for success and happiness. He now dedicates his energy towards Jobbook.com; a project he believes has the potential to change the world by helping find his or her desired job. Jobbook is a free career-matching site dedicated to pairing job seekers with reputable employers across the world. Their newest feature, the Jobbook Wiki allow users to contribute and learn from a user-generated platform of industry specific discussion and interaction. Wiki users can learn how to excel in their education and career by exploring the dynamic range of field-specific topics, ranging from notable people working in the field, schools to attend, top industry companies and more. Here is an outline of what we discussed: Listen to how he went from political science graduate to leading a start-up with a couple of years He shows how he is passionate about making tools available to provide opportunities for connections with employers He tells his story and how he came away with the idea for Jobbook from his Dad I asked him about the uniqueness of using Gmail and Facebook to initiate logging in and building an account How they encourage users to get search results from the job they want, not just what users qualify for In addition, Antoine talks about how users can find out more information on targeting the job he or she wants Did you know that all interviews on the blog (including this one) are downloadable to your phone? It is easy with or without the SoundCloud app, but I do recommend using the app. You don't want the app? No worries, download it through the link on the player. I'm through now. Please enjoy our conversation!

Margie is a Forbes columnist, executive life coach, and bestselling author. She draws on her background in psychology and business to get to the heart of what holds people back in work, love and life. An adventure traveler and the mother of four children, Margie is a sought after keynote speaker and media commentator (Today Show, Fox, CNBC) with clients ranging from NASA to the UN Foundation. She was more than interesting as she is firm in her belief as people step out of his or her comfort zone whether shy or introverted, they will be more liked, respected, and admired. Job seekers often need a nudge to share their special attributes or strengths that sell themselves as the one to hire. If this is you, you should listen to this conversation. This is an outline of our conversation:  1) The core message of finding and unlocking courage and the path to this book 2) Where do you see job seekers fall short in selling themselves? 3) What is false humility really and how it is a disservice to character and the impression it leaves employers 3) The suggestion that there should be a healthy balance between bragging about others and then yourself. 4) Would this strategy be useful during interviews as really, the job seeker is the understood focus? This could really show how the job candidate is a true team player without saying, "I'm a real team player?" 5) "You teach people how to treat you. Set your boundaries or others will set them for you". My first response was, "AMEN!" How would this apply to the job seeker who is networking and interviewing to get hired. 6) You say,  "It's who knows what you know." "Be relevant with what you share with people." If this is not done, then it becomes a major obstacle to a job candidate, doesn't it? 7) The damage of "playing safe"' really does to someone's reputation and brand Please note that the interview was cut short by one minute due to my growing sound editing experience. Otherwise, enjoy our conversation!    

  Editor's note: Inkwater Press is giving away FIVE copies of the e-book and one hardcopy! If you comment below about your takeaways points from the interview, then you qualify for a copy. We'll run this giveaway until next Monday! GOOD LUCK! Kathleen Brady (@KBCareerPlanner) is an author and a Certified Professional Coach with 25 years experience in helping professionals identify their goals and design action plans to achieve them. Get a Job: 10 Steps to Career Success is her fourth book, her third with Inkwater press. Her central focus of her practice is the planning and coaching for recent graduates and professionals who seek life satisfaction.  She is a former Assistant Dean of Career Services at Fordham University and past president of the National Association of Law Placement. If you want to know more about Kathleen Brady, her website is careerplanners.net. Kathleen's vast experience is impressive as you can tell in the depth and detail of her answers. It is by far the longest interview on this blog yet because it is hard to edit content that is vital to job seekers. Here is a table of contents to our discussion: The mindset of job seekers creating his or her own opportunities The importance of knowing what they want to do in their career What should motivate a job seeker to pay attention to career goals and aspirations? What does "success patters" mean and how it relates to the job search? Using Linked In effectively The Highland's Ability Battery What does AIR (Advice, Information, Referrals) mean and how it applies to job seekers? Networking and how critical it is to do Career Services at colleges and how under utilized they are The breakdown of using three different languages--reluctant, suspicious, or negative Enjoy our conversation!  

Andrea Kay is a respected career expert, author, speaker, and a sought out career advisor. Specializing in "career therapy," she has helped tens of thousands of people cut to the heart of their frustration and dissatisfaction with work and not only find a new job, but create a fulfilling career that fits who they are. I personally appreciated Andrea's candor and adapted her perspective in stating that "You are what you seem" to employers in the small window you present yourself to employers.  The concepts that many coaches including Andrea are hard to hear for the job seeker that is not progressive in his or her job search. This is the kind of book you want to have in your library. In fact, I will make it easy for you through AMACOM books, I will be giving away one FREE copy of Andrea's book, This is How to Get Your Next Job! To qualify, leave a comment about something you will put into practice from our conversation.  I will randomly pick one winner to be announced on Monday on the blog and on the Facebook page (see right panel). Some of her insights from our pre-interview Q & A that are stated in our conversation: About good judgment... "They'll separate themselves from the pack by demonstrating good judgment in the most basic, common sensical ways: Follow directions. If an employer asks you to complete a test, send a writing sample, do it—exactly the way they asked for it..." The job seeker selling themselves... "...it's hard for most people to describe more than one or two actual strengths. I have this exercise in all my books—except this one. But basically, it's looking at events and  times in your life when you've done something you enjoyed and did well. Then analyzing what that took. This helps you see patterns and eventually narrow down your strengths." Not being defensive about the "Why are you not working?" question... "Basically, you need to get yourself calmed down first, so you don't react defensively immediately. Take a breath, realize why they're asking. It's a realistic question. Why wouldn't this be on their mind? So have a response ready and say it with tact that helps the employer understand your circumstances and what you're doing now." Now that you have a preview, enjoy our conversation.