An Interview with Chief Marketing Officer Thomas Silver of Dice.com

An Interview with Chief Marketing Officer Thomas Silver of Dice.comAn Interview with Chief Marketing Officer Thomas Silver of Dice.comHow important is it to be an engineering/technology/computers or even a broader science major to excel in the technology industry?I think it is important. One of the things that we see is people who have developed skills in a number of areas, whether engineering, technology or computers, are best prepared for a career in technology. However, having only that skill tischplatzdeckchen is probably leid the best either. Those technology skills need to be combined with additional communication, organizational and management skills, as well as, good people skills to be able to really thrive within an organization. But I do believe that having a strong skill set in any one of those things- engineering, technology or computers- is a tremendous help and a basic place to start.So softer skills are as important as the technical knowledge base.Exactly. Knowledge i s great, everyone wants technical know-how and certainly nobody can fake that. But its good to have even that much mora.Given the pace of technological change, how can an engineer avoid obsolescence? Is it just a matter of keeping up on all hot technologies? I think its not just about keeping up with the hot technologies. Its also about keeping up your skills and making sure they are current. Many people take additional training and certifications to not only keep up with the hot skills but also to have depth in what they know. Technology professionals are always looking to improve. They are always looking to make sure that theyre either learning the skills on the job, and if not on the job, that they are going back and taking the appropriate training or certification within their fields so that they have the best chance in avoiding obsolescence.Is keeping up with the latest technology that important?I think it is. It doesnt mean that you only get that type of development through th e classroom or peer-based training or certification. You can also get it on the job. So its any number of different places that people can acquire the skills to make sure that they are up to date.Is there a need for non-technical people in the technology field?Absolutely. At Dice, for example, there are project managers or business analysts who are great at understanding business requirements. Some people have that love for technology, even though they dont really have the right technical background. They like to understand the applications of it, not necessarily the program behind it. Granted that technical knowledge helps, but professionals- especially project managers- do very well according to the Dice survey. They have above average compensation relative to what we see. According to the Dice salary survey, they average salaries at $100,000 and higher for project managers.What roles are missing from most technology organizations? Im not sure theres really anything missing per se but that there isnt enough emphasis placed on the role of project managers or business analysts. Some companies struggle with product development because of these two areas. Their project management skills are not as strong as they need to be or at times their understanding of the functional needs of the business and translating those into code often sometimes gets confused. As a result, projects suffer. It is the better understanding of the balance between what the two functions can contribute and where they fit in.Beyond the technical skills, what other skills are critical for a successful technologist?Communication skills are very important even though they are fairly generic for any type of functional career. But the stereotype of the IT guy that doesnt talk to anybody and likes to go on his own is an unfair characterization. In order to be successful it really does help to be able to not only have good communication skills, but to also be able to articulate where technology fi ts into the overall importance and sttarifgic priorities of a business.The degrees to which technologists can apply technology, can show for example, where there can be cost saving, process improvements, where applications of a product can meet unmet customer requirements and ultimately help develop products. All of those are great skills for a technologist who understands what it takes to get something done and build it. These are the people who can really add value within an organization because they not only know how to build it but also how to apply it to meet business needs within an organization.There seem to be companies that are tech-centric and those that are more user-experience centric. Is this an important distinction in choosing the right company to work for?I think that really depends upon the individuals themselves. What kind of culture are they going to be happy in? There are some companies that are clearly engineering and design related, and you have to ask yourself if that is the kind of environment that you are comfortable in. Or are you more comfortable in a more user-experience company, but might be more marketing-driven, more media-driven or more focused on things that are not engineering-related? The cultures are very, very different and the decision should be based on what kind of environment you like better. Where do you think you fit better? Are you an IT-centric person that really likes to know how things get built? Or are you the kind of person who is more interested in the application of them in order to meet business needs? Then you get into more user experience. Organizations need both, but as an individual there might be one type that appeals to your skill set and strengths more.What is the ideal role for the technology organization to play in the broader organizational structure?It really depends upon the organization. Using Dice as an interesting example, we have a website that appeals to tech and engineering professionals. We also have an IT department within Dice. So not only do we ask the organization to build features and functions for the Dice.com website, but we maintain it as well and make sure that it stays the leading website that it is today. We additionally also rely on the IT department for their ideas since they represent the users we are appealing to. We ask them to give us ideas about features and communication, how we should speak to this group in a voice that stays consistent with the way IT professionals think about things. So we ask them to take a broader and more strategic role in terms of helping grow the business. And thats transferable to other companies too. You can look at other companies and their tech departments and you know these people have skills far beyond just building and maintaining a website or running business applications. They can also make contributions that are strategically valuable to the ongoing success of the business. They are great providers of information a nd ideas for us.What are the most important inter-departmental relationships that a technology organization should forge to be successful?For Dice, the most important relationship is within the product management and product development functions. They, in turn, rely a lot on the technology department to help understand what the marketplace is telling us in terms of features and functions that need to be incorporated into the website. Another segment is customer service, where we are talking to users of our service every day. This customer and user feedback goes directly back to the tech department, as well as, all functional areas to continuously improve Dice.com. Really, our technology department is asked to participate vigorously with all areas of the company and we find their insights very valuable.Is it a mistake to think of the internet industry as being fundamentally a tech industry?Yes, I think so. The internet industry has provided lots of jobs for technologists but the int ernet itself is much broader. Its a significant communications tool its a way for individual businesses to change the world in terms of how we communicate. To say that its fundamentally a tech industry is to not give it nearly enough credit for the impact it has had. Certainly technology makes it go. Broadband, for example, makes communication simpler in terms of the many abilities it provides us with. But its not only the technology. It is also the application of the technology thats allowed for the internet to make this tremendous impact in everybodys lives today.How possible is it to change career paths from other fields into new media and/or technology? I think its tricky to change to technology. There is a robust level of technical knowledge that is required and you either have them or you dont. Keeping that in mind, its not easy to make the switch from something non-technical-related to something that is. As related to new media though, I think there are a lot of transferable skills from other industries. For example, many skills learned in a traditional offline marketing environment can be applied to an online marketing position. Additionally, if one has a statistical or quantitative background, the transition becomes easier. So while new media offers a lot of transferable capabilities as far as a career change goes, I think its harder in technology. It is possible but its harder.Primarily because it becomes more technical and skills-oriented? Exactly, but also because in new media there is more reliance on a mix of soft skills, quantitative skills, marketing skills and face-to-face skills.What advice would you give a young person considering a career in technology? I think technology is a great place to be. It is always changing and there is significant long-term demand for technologists. Unemployment among technology professionals is significantly below the national average. We think this demand will continue over the long-term albeit we are in quite an economic tough patch today. However, companies will continue to need to improve infrastructure, improve their abilities to compete using technology as a primary medium. So bottom line is, if you have the aptitude for technology, if you have an aptitude toward understanding and enjoying how things work, if you like to feel the change quickly, technology will be a great place for you.Any predictions for the industry? I expect the rate of change to continue and people that are comfortable with that are looking in the right place for a great career in technology.Thomas Silverjoined the predecessor to Dice Holdings, Inc. in July 2001, and leads the marketing, telesales, product management, customer support and corporate communications efforts. Dice Holdings, Inc. is a leading provider of specialized career websites for professional communities, including technology and engineering (Dice), capital markets and financial services (eFinancialCareers), accounting and finance (JobsintheMone y), and security clearance (ClearanceJobs).Mr. Silver is a graduate of Cornell University and holds an M.B.A from New York University.

10 Steps to Create Demand for Your Work for Your Careers Sake

10 Steps to Create Demand for Your Work for Your Careers Sake 10 Steps to Create Demand for Your Work for Your Careers Sake Remember Bo Jackson? He was one of few professional athletes to play and excel at two different sports baseball and football.What does Jackson have to do with your career? Its simple, really His example teaches us what it means to be in demand. Jackson so proved and maintained his excellence that teams in both the MLB and the NFL wanted him on their rosters.Staying in demand is the key to a successful career. If you want to stay in demand, you need to take a page from Jackson. Your strongest skills must be evident in all that you do. You must exploit their value, showcase them to the world, and create demand for yourself.Here aresome steps to take in reservierung to create and sustain demand for the value you produce as a professional1.Stay Focused on the Value of Your WorkMost of us need to be reminded occasionally of what our work means and how it impac ts others.Find out how your work improves other peoples lives, and keep this in your sights at all times.2. Keep Proof of Your Best Work Close ByYou will have to show others your best work bedrngnis to brag, but to illustrate your value. Share proof of your best, most recent work on your social channels. Use the channels where your work is mostly likely to reach its intended audience.3. Know Who AppreciatesYour Work and WhyYou may have to do a little schmoozing in order to better understand whom your work reaches and whom it serves, but thats okay. Over-delivering is more thanjust an extra scoop of ice cream its a way to build intimate pathways between your work and the people it affects, not to mention the additional brand loyalty it yields.4. Reward Constructive FeedbackConstructive feedback can be tough to swallow, but its necessary. Most importantly, pay attention to the source of the criticism. Can you accept constructive feedback from someone who may not care about the outco me? If you can, and you can respond positively to that feedback, you can stay ahead of your competition. Thank people for their critiques. Doing so will build goodwill and show others you are serious about what you do.5. Engage in Meaningful ConversationsGood networking isnt about getting things from people.Good networking is an exchange of value. When you make connections, look for ways to build trust not just for now, but for the long term. Also give as much as youre getting if not more.6. Anticipate Your Professional Peaks and ValleysAll careers have periods of thriving and periods of decline. Layoffs and terminations happen toeven the best of us people. Stay connected to the meaning of your work. Respond quickly and appropriately to both good and bad news.7. Become Your Own Master PublicistYour future employers and business partners want to know you. The more people rave about you, theeasier it is to buildtrust. When you have people bragging about the value you deliver, new op portunities will come to you.Why not lend your voice to a podcast, magazine, or television interview? Get your message out there, and get other people spreading it for you.8. Share Your StoriesYour message, voice, and delivery matter to the people in your network. Peoplewant to know how you got to where you are. Part of why people invest emotionally or financially in anything is because they understand the journey and want to be part of it. Get your message out there through relevant, engaging stories. People will listen.9.Connect With ExpertsWhom you meet matters. It is essential toforge relationships with hiring managers and executives. They may not hire you, but they can certainly help you on your journey in some way or another. Employers who offer insights into their hiring practices on LinkedIn and other platforms are valuable. If youre bold and tactical, you can engage them.10. Give Without Expecting to Getdefinitiv spreads when you give more than you take. People care more ab out your generosity than your skills. If you prove you arepersonally drivento create value for others, people will be impressed and theyll want you on their side.People wont demand you if they dont know or trust you. You must create demand. It wont show up at your door. Put your work out there. Connect with employers, referrers, and other people in your industry. Make yourself available to others the people who want you in their network, the employers who could use your skills, and the people who need your help.Mark Anthony Dyson is a career consultant, the host and producer of The Voice of Job Seekers podcast, and the founder of the blog by the same name.

Customize this Outstanding Sample Driver Resume 1 Sample

Customize this Outstanding Sample Driver Resume 1 SampleCustomize this Outstanding Sample Driver Resume 1 SampleSample Driver ResumeCreate Resume Career ObjectiveSeeking for a drivers position in the professional trosportation.Truck Driver, ABC Corporation, July 2003 PresentThe duty include driving truck to various locations to pump and service grease traps.Computer Programming SkillsOperating Systems Windows9X, Windows2000, Windows ME, Windows XP, Windows Vista, Linux, Unix, MS DOSHTML Editing Tools Macromedia Dreamweaver, Microsoft FrontPage, Adobe GoLiveGraphics Tools Macromedia Flash, Macromedia Fireworks, Adobe Photoshop, Adobe PageMaker, Adobe Illustrator, 3D Max, Bryce 3DOffice Package Microsoft Word, Microsoft Excel, Microsoft Access, Microsoft PowerPoint, Microsoft Outlook ExpressProgramming Language Pascal, Turbo Pascal, C, C++, Java, Java Swing, PythonTruck Driver, Heavy Equipment Operator Birmingham, AL, October 2001 June 2003To drive different types of vehicle, or mac hine to sites where work is preformed and ensures that all vehicles are safe and in good condition.Truck Driver, ABC Inc, Atlanta, GA, May 2003 PresentResponsibilities includeDriving haul truck to and from work sites and deliver equipment to perform job duties.Driving tandem to and from work sites and load with base, asphalt, and tow equipment on trailer.Truck Driver, XYZ Inc, Atlanta, GA, March 2001 May 2003Responsible for loading and unloading trailer with the help of construction equipment from and to construction work site and load tandem truck and transport to work location.EducationBirmingham high school, High SchoolFuture Trucks of America, February 2001Customize Resume

Is Your Resume Unintentionally Unprofessional

Is Your Resume Unintentionally UnprofessionalIs Your Resume Unintentionally Unprofessional

Why Talent Management Is an Important Business Strategy

Why Talent Management Is an Important Business StrategyWhy Talent Management Is an Important Business StrategyTalent management is just another one of those pesky Human Resources terms, right? Wrong. Talent management is an organizations commitment to recruit, hire, retain, and develop the most talented and oben liegend employees available in the job market. So, talent management is a useful term when it describes an organizations commitment to hire, manage, develop, and retain talented employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce. Talent management is a business strategy that organizations hope will enable them to retain their topmost talented and skilled employees. Just like employee involvement or employee recognition, it is the stated business strategy that will ensure the attraction of top talent in competition with other employers. When you tell a prospective employee that you are dedicated to a talent management strategy that will ensure that he or she will have the opportunity to develop professionally, you attract the best talent. This is because studies show consistently that the opportunity to continue to grow and develop their professional and personal skills is a major motivator for why employees take and stay at a job. Slight Difference Depending on Stated Talent Strategy What appears to differentiate talent management-focused practitioners and organizations from organizations that use terminologies such as human capital management or performance management is their focus on the managers role, as opposed to reliance on Human Resources, for the life cycle of an employee within an organization. Practitioners of the other two employee development and zurckhalten strategies would argue that, for example, performance management has the same set of best practices. It is just called by a different name. Talent management does give managers a significant role and respon sibility in the recruitment process and in the ongoing development of and retention of superior employees. In some organizations, only top potential employees are included in the talent management system. In other companies, every employee is included in the process. In some companies, the talent management system is accessible via electronics in others, informal communication among managers and HR staff is the approach. What Processes Are Part of a Talent Management System? You can include the following systems when you approach talent management as your overall business strategy to recruit and retain talented employees. Recruitment planning meetingJob description developmentJob post writing and recruiting location placement for the postingApplication materials reviewPhone or online inspektion interviewIn-house interviews that can involve multiple meetings with many of your current employeesCredential review and background checkingMaking the job offer to the selected personAgre eing on the amount of the offerEmployee starting day and onboarding processNew employee welcome information and introductionsOn-the-job training Goal setting and feedbackCoaching and relationship building by the managerFormal feedback systems such as performance management or an appraisal processOngoing employee developmentCareer planning and pathingPromotions, lateral moves, transfersEmployment termination by choice of the employee or cause by the employer As stated, the majority of these work systems are squarely in the hands of the employees manager. HR can provide support, training, and backup, but the day-to-day interactions that ensure the new employees success come from the manager. Developing and coaching the employee comes from his or her active, daily interaction with the manager. HR can take the lead in some of the activities you see on this list, especially in recruiting and selecting new employees, and in the case of an employment termination. HR is also deeply involved in the performance management system, career planning, and so forth leading the development of the systems. But, managers are the means to carry them out for the overall recognition of the employees work and ongoing retention of the employee. Take the responsibility seriously its that important. Integrate Talent Management Fully Into Your Organization Talent management is a business strategy and you must fully integrate it within all of the employee related processes of the organization. Attracting and retaining talented employees in a talent management system is the job of every member of the organization, but especially managers who have reporting staff (talent). An effective strategy also involves the sharing of information about talented employees and their potential career paths across the organization. This enables various departments to identify available talent when opportunities are made or arise. An organization that does this kind ofeffective succession planning make s sure that the best talent is trained and ready to assume the next position in their career path. Succession planning benefits the employees and it benefits the organization. Managers across the organization are in touch with the employees you are grooming for their next big role. In larger organizations, talent management requires Human Resources Information Systems (HRIS) that track the career paths of employees and manage available opportunities for talented employees. Find out more about the work systems that talent management encompasses and the best practices in talent management. Your effective approach to talent management will ensure that you attract and retain the employees you need for business success.

Reported News on Medical Assistant Duties for Resume Revealed

Reported News on Medical Assistant Duties for Resume Revealed Now you know how to craft an amazing Medical Receptionist resume, have a look at our Medical Receptionist cover letter sample to complete making your application materials. The most suitable job description is simply the start. Guarantee that the job responsibilities part of your health care assistant job description utilizes bullet point format so things continue being concise and to-the-point. Medical assistants often offer support during Pap exams and smaller surgeries. They are an important part of the healthcare industry as they provide much needed support within healthcare facilities. They need to be able to discuss patient information with other medical personnel, such as physicians. Ophthalmic medical assistants might also be needed to aid ophthalmologists during surgical procedures. Working in the health care field is a significant approach to make sure that youve got a great verstndigung im strafverfah ren of job opportunities, a sizable income and the capability to help others live a better life on a daily basis. In the event the job details specify searching for an authority in sterilizing medical equipment, attempt to mention that in your resume. Research indicates that a substantial number of individuals prefer to get an accredited or certified caregiver. Many internet resources are preaching that objectives arent a significant part of the medical assistant resume and its merely a mere waste of space. Its possible for you to incorporate the skills gained in your short-term work like externship. As you start searching for jobs as a medical assistant, remember that success is dependent on your capacity to research. Definitions of Medical Assistant Duties for Resume Medical assistants should have the ability to use basic clinical instruments in order that they can take a patients vital signs, like heart rate and blood pressure. They need to be precise when taking vital si gns or recording patient information. Medical assistants going into the field needs to be ready to control patients records in a digital format. Medical administrative assistants, the individuals on the other side of the desk and behind-the-scenes, provide the administrative support needed to be certain that all patients get the finest quality of care and support. Medical Assistant Duties for Resume - the Story Employment conditions in your town can fluctuate. Actual salaries can fluctuate greatly based on specialization within the area, place, years of expertise and other facets. Medical assisting is among the countrys fastest growing careers, as stated by the U.S. Bureau of Labor Statistics. Top Medical Assistant Duties for Resume Choices Clinical Medical Assistants list at least a high school diploma on their resumes, but additionally, it can help to get on-the-job training under a physicians supervision. Recruiters utilize software to locate the resumes theyre searching for. PCCs Medical Assisting program offers you the tools essential to develop into a health assistant. Using Medical Assistant Duties for Resume If you wish to employ a health assistant then a medical assistant job description can assist you in putting out an advert. A health assistant has to be in a position to do EKGs accurately. He needs to be able to take vital signs. The very first senior medical assistant resume sample indicates the ideal skills. Medical assistants arent required to be certified in the majority of states. They may be able to advance to office manager. Some health care assistants specialize based on the sort of health office in the place where they work. Traditional medical assistants straddle the line between both and perform duties on each side of the clinic. Life After Medical Assistant Duties for Resume What is included in your resume will change depending upon what kinds of positions you want to apply for. Besides the administrative tasks in a n internship, youll also be expected to do a number of clinical duties. The majority of the tasks you will learn wont be based on state regulations which will allow it to be much easier to transition into positions outside the state in which you learn. Specialized tasks like familiarity with the operation of particular medical equipment may confer an additional advantage.

Why You Need To Hire Based On Company Alignment

Why You Need To Hire Based On Company AlignmentThere is so much that goes into hiring the right candidate for a job, and theres a lot of preskoranvers on HR departments to make sure that they get it right. It costs a ton of money and time to hire and onboard an employee, and employee turnover costs even more.The hiring process therefore cant be a flimsy trial and error guessing-game, nor can it based on a gut feeling. It needs to be calculated and ironclad.One of the most important elements to consider when hiring is whether or leid the potential candidate aligns with the values of the company. Why?Because when people are passionate about what they do and connect with a mission, the more likely they are to stay at the company and thrive.The State of Employee Engagement Around The Globe According to the worldwide State Of Employee Engagement, it welches found that 38 percent of people around the world do not believe that their personal values align with the core values of the company. Thats a pretty significant number, and there are repercussions to it. When an employee doesnt connect with a companys mission, they risk becoming disengaged. What Is Employee Disengagement? Disengaged employees (which, according to a study recently released byGallup, amounts to 51 percent of the American workforce) are currently costing the United States alone $500 billion dollars a year.At some level, your company is a contributor to that massive number. In fact, if you want to know exactly how much money you can save by investing in employee engagement, try out the ROI calculator. When employees are disengaged theres a downward spiral that risks taking place Employees lose interest in their role They dont work as hardCustomers arent happy The company suffersThe employee loses their job Money is spent on recruitment and onboarding of new employeeIt is the managers job to keep employees engaged by ensuring that they give regular and meaningful feedback, offer constant recognition a nd create a positive workplace environment for their team. But, first and foremost it is the job of the recruiter to make sure that the hire is as strong as culture fit as can be predicted. According to Gallups new report on employee engagement, When employees are a mismatch for their role and organization, they often struggle to succeed or become bored and restless. Their days even their careers can feel wasted, along with their sense of purpose.They need to be sure that the employees personal core values align with the companys core values. For small businesses, 46 percent of hires will be gone after 18 months, and an enormous 89 percent of these cases are due to a poor fit with the companys organizational culture. That is no small number.More Shocking Statistics On Company Alignment In Todays Workplace Just to give you some insight into the ongoing issue surrounding company alignment, take a look at these statistics 22% of employees either dont understand their companys values or simply dont know what they are. 33% of employees dont feel that they are reminded of their mission often enough.38% of employees dont believe their companys core values align with their personal values. These numbers gathered in our State of Engagement report reveal that theres a lack of clarity and communication surrounding company values.And, to go even further, a 2012 Deloitte study reveals that 94 percent of executives believe that a clearly defined organizational culture is vital to workplace success. So where is the point of contention? Its so important for companies to know their mission and share it loud and clear from step one. Ingrain it in the thought process of each employee giving them something bigger than themselves to work towards. It offers them a collective purpose beyond a paycheck. The Cost Of Employee TurnoverEmployee turnover costs a company approximately 20 percent of the employees salary. According to Josh Bersin at Deloitte, this cost includesCost of hir ingCost of onboardingLoss of engagement and productivity Customer service and errors Cost of training Cultural impactWhat Can Recruiters Do To Fix The Problem Before It Begins? Its important for recruiters toUse the right recruiting platformAsk theright questionsto evaluate cultural fitThe Video Recruiting PlatformVideo interviewing is an excellent way to really get to know a candidate beyond what is written on their resum. Its a glimpse into their world and a snapshot into the candidates persona, which offers a necessary insight into their character.Getting to know someone face to face (virtually) allows you to pick up on body language, social etiquette, articulation, mannerisms, energy and more.Here Are Some Helpful Questions You Can Ask Candidates To Determine For Culture Fit What do you think causes failure?Give me an example of helping a coworker when there was no direct benefit for you.How do you define success and failure?Describe one world leader that you admire and why.What character from a popular TV show do you identify with?What is more important to you money or job satisfaction? Why?Describe the type of company you would like to work for and why.The mission of our company is ______ and we believe in _____. How do you connect with this mission? What interests outside of work do you have that you think connect with the core values of the company?What tips do you have to hire based on company alignment? Share in the commentsAbout The AuthorAlison Robbins handles content and community at Officevibe, the employee engagement software that helps companies around the create greater workplaces. Connect with her onLinkedin.

A Look at Corporate Culture

A Look at Corporate CultureA Look at Corporate Culture*/Read the infographic text.A Look at CORPORATE CULTUREAdvertising and marketing executives were asked to describe their company culture in one word.Top responses includedDIVERSEAmazingProgressiveFamilyCreativeFlexibleSupportiveProfessionalPositiveInnovativeFunDynamicAmbitiousFRIENDLYCollaborativeModernDID YOU KNOW?Creative and marketing professionals report the highest levels of on-the-job happiness and interest in their work compared to those in other fields.Sources The Creative Group survey of more than 400 U.S. advertising and marketing executives, and Robert Half and Happiness Works survey of more than 12,000 U.S. and Canadian workers. Top responses shown 2017 The Creative Group. A Robert Half Company. An Equal Opportunity Employer M/F/Disability/Veterans.

Company Branding and Employee Social Networks

Company Branding and Employee Social NetworksCompany Branding and Employee Social NetworksCompany Branding and Employee Social Networks Bennington, Contributing WriterWe all know social media has become a powerful megaphone. The average Facebook user, for example, has 130 friends while the average Twitter user is closing in at around 127. As a result, with little more than a few keystrokes, individuals have the capacity to reach hundreds - and in some cases thousands - of people in their networks.If the Holy Grail of absatzwirtschaft is word-of-mouth, this begs the question Why arent more businesses actively seeking to build a brand army?Consider this If 100 of your employees or recruits posted something positive about your company right now, their message could potentially reach 13,000 social media users. That is significant leverage So how are most organizations responding to this opportunity?By creating strict social media guidelinesthat limit the ability to discuss or represent them online.Many corporations are scared of letting their employees loose on social networks, preferring a command and control management style, says Dan Schawbel, Personal Branding Expert and Managing Partner of Millennial Branding, LLC.Businesses want to get their message out in a controlled manner but many fail to recognize that, because of social media, they have already lost control.Schawbel says this fear prevents many organizations from empowering their employees and recruits to talk about them online. Still, a few trail-blazing companies are taking a different approach, with positive results.Recognizing that employees (and unterstellung days, just about everyone else, too) are actively using social media sites, these employers have implemented programs that make the company a partner in their online behavior.Mobilizing with zugnglich EngagementAccounting giant PricewaterhouseCoopers (PwC) is one such company. Coming out of the recession - and a few lower-than-normal recrui ting cycles - some students approached PwC recruiters looking for advice on how to stand out in the tough, crowded job market. In response, PwC launched Personal Brand Week, a five-day intensive on how to create and manage a positive image - with considerable focus on building a strong web presence.Now in its second year, PwCs US Recruiting Leader Holly Paul says Personal Brand Week has not only helped PwC locate talented new hires, its also significantly increased online chatter around the company as well.This year, Personal Brand Week added a contest in which students could submit a short video making their best elevator pitch. The videos were uploaded to PwCs Facebook pagewhere users were encouraged to vote for a winner. For Twitter promotions, PwC used the hashtag PwCBrandWeek, allowing followers to track and comment on the events in real time.When the dust settled, Paul says PwC received more than 10,000 votes on 181 elevator pitch videos. In fact, since Personal Brand Week l aunched last year, the companys Facebook fan base has grown more than 400% - triple the growth of their primary competitors - all by reaching out through social networks and giving users the means to spread the word and enhance PwCs company brand.Employees Your Brand AdvocatesAn employer who understands the power of harnessing their internal network is global facilities company Sodexo. Arie Ball, Vice-President of Sourcing and Talent Acquisition, hired a photographer to take profile pictures of her staff for use on their social networks. She also had Soxedos design team transsumpt the company logo into each one.As a result, employees received a professional photo, while Sodexo garnered additional branding online. We encourage our team not only to be brand ambassadors for our company, but to build their personal brand as well, says Ball. This helps create authentic relationships and ultimately strengthens the credibility of the company brand.Ball says the photo promotion has been s uccessful in part because Sodexo works hard to maintain a company culture where employees are proud to align themselves with the organization. Its truly a win-win, she says.For businesses looking to create their own social media wins, Schawbel recommends a three-step process. First, draft general social media guidelines that provide basic ground rules for what can and cannot be discussed about the company. (Note Its always best to consult your legal team when writing official guidelines.)For PwCs elevator pitch contest, the firm posted entry rules on their Facebook pagewhich outlined acceptable format and content.Once these parameters are set, Schawbel says employees and others should be encouraged to talk to managers about their blogs and online profiles, and feel comfortable doing so. Finally, adds Schawbel, its important to offer solid training on your corporate message so employees can actually promote your company and be consistent in their delivery.In other words, perhaps its time we all approached social networks from the standpoint of what our employees SHOULD do - versus what they shouldnt.Legal Disclaimer None of the information provided herein constitutes legal advice on behalf of Monster.Author BioEmily Bennington is co-author of Effective Immediately How to Fit In, Stand Out, and Move Up at Your First Real Job(Ten Speed Press, 2010). She is a frequent speaker to students and organizations on the topic of career success and Founder of Professional Studio 365, which provides onboarding programs for new grads and their employers. Emily is also a regular contributor to the college section of The Huffington Post. She can be reached via email at emily professionalstudio365.com or on Twitter EmilyBennington.

My Engineers Notebook Robert Murphy

My Engineers Notebook Robert Murphy My Engineers Notebook Robert Murphy My Engineers Notebook Robert MurphyRob Murphy, a 2013-2014 ASME Early Career Leadership Intern to Support Engineering (ECLIPSE) Intern, at the Annual Meeting Leadership Recognition Reception held at the Dallara IndyCar Factory in conjunction with the 2013 ASME Annual Meeting. Robert Murphy is currently a staff engineer at Solar Turbines Inc. in San Diego, Ca., and a 2013-2014 ASME Early Career Leadership Intern to Support Engineering (ECLIPSE) Intern. Murphy has a bachelors degree in aerospace engineering, and a bachelors and masters degree in mechanical engineering from West Virginia University in Morgantown, W. Va. During school, Murphy welches an active member of Engineers Without Borders (EWB), serving as both a project lead and chapter president. As a member of the Nicaragua Water Filtration Team, Rob helped design and implement slow sand filters in Nicaragua to provide potable water to two childrens feed ing centers. In grad school, where his studies had a gas turbine/heat transfer focus, he was awarded an Oak Ridge Institute for Science and Education (ORISE) Fellowship and a University Turbine Systems Research (UTSR) Fellowship. During the ORISE Fellowship, Murphy worked on the development of the high pressure and temperature combustion facility at National Energy Technology Laboratory (NETL). While a UTSR Fellowship at Solar Turbines Inc., he worked on projects as a member of the Heat Transfer Group. In July of 2012, he started at Solar in the New Grad Rotational Program. As an ECLIPSE Intern, Murphy has been assigned to the Institutes Sector, specifically the International Gas Turbine Institute, where he has been actively involved as a paper reviewer, session co-chair, author and presenter. Murphy is also an active volunteer with the Society of Women Engineers, the Solar Armed Forces Support Network, and Toastmasters.Whats inside your engineers notebook?My engineers notebook is f ull of a lot of short notes, figures and equations. I cant say it would be very useful to someone else, but it helps me keep track of the different projects and issues that Ive worked on.Whose notebook would you most like to peek into? Why? I cant say that there is any one person but after being in industry for the last year, I realize that we are lucky to have great tools and equipment to work with in current times. So, I would really like to peek into an engineer from several decades back that didnt have all of the tools that I have at my fingertips today. I imagine it would be very detailed and thorough since they didnt have computers at the same level that we do today.How and when did you know you wanted to become an engineer?In high school I wasnt sure what I wanted to do, but my grandmother and high school basketball coach both suggested that I look into engineering. It seemed interesting so I decided to pursue it at WVU. The first year at WVU allows students to taste differen t engineering disciplines. I decided to dual major in mechanical and aerospace engineering. Even after two degrees, I wasnt sure what I wanted to do in engineering. Going to grad school and getting exposed to gas turbines allowed me to find the field I was passionate it. When I found that, I knew I had finally found the thing I wanted to dedicate years of my life to.Whats the most exciting project youve ever worked on?This is a difficult question to answer. Ive only been in the field for about three years, but I have been able to work on several exciting projects. My masters work was performed in a high pressure and temperature combustion facility. Performing research in a facility like this is both challenging and exciting. Since joining industry, I have been able to work on projects involving engine maintenance and overhaul, heat transfer, mechanical design, combustion testing, and materials work. As I rotate through different groups in the program I am able to experience new and exciting projects every few months.What do you think youd be doing if you hadnt become an engineer?Im not entirely sure. As I get older, I keep gravitating toward things that allow me to work with a lot of different people. So I guess I would be doing something in a customer-focused position, but Im unsure of what it would be. Rob Murphy Whats your favorite activity when youre not working?I like to go hiking, read and try new things. Living in southern California is an excellent location to find great hiking and new activities. A new hobby that I have just started is scuba diving. Its a fun way to view the ocean from an entirely different perspective.Was there a book or a movie that piqued your interest in science or inspired you to become and engineer?Top Gun. Anyone reading this is probably laughing at that one, but the movie got me interested in planes. I kept that interest while I was growing up and it definitely led me toward a career in science. As for books, I g enerally try to read things that arent science-related. I get enough science related reading done at work.Who are your heroes, either within the engineering profession or in the rest of your life?Im not sure that I have heroes. I have been lucky to have some amazing mentors and friends, such as Dr. Andrew Nix, Dr. Seth Lawson, Karon Wynne, Doug Straub and my entire Solar Turbines family that continue to guide, erleichterung and motivate me through my professional life. Those people along with a few others and my family have provided me with an amazing support structure. Whats the most meaningful or rewarding aspect of being connected to engineering?Being able to solve problems to provide better products to the customer in any field is very rewarding. The other aspect of engineering that has been very meaningful for me has been my involvement with a lot of different outreach events. Ive was fortunate it enough to travel to Nicaragua to build water filters for underprivileged kids wit h Engineers Without Borders. Being able to interact with the people that your product is going to help was a very humbling and rewarding experience.What does ASME me to you?ASME has given me a lot of opportunities to grow as a person and engineer. Through conferences and events, it has given me many opportunities to make friends and contacts in a lot of different areas of the world. Each event typically provides an educational session or seminar to allow for professional growth in certain soft skills. Since becoming an ECLIPSE Intern, I have had the opportunity to see a lot of different aspects of ASME outside of the gas turbine areas, and this has allowed me to see how vast and diverse ASME is. ASME is always growing and diversifying, which makes it one of the best sources of knowledge and experience for mechanical engineers in any field.