The Wizard
Webinar: The Five Domains of High-Performance Organizations
Innovative products and a compelling business strategy are essential, but both fall flat without the human capital that drives the organization. At the same time, many companies don’t place the same value on the workforce or have the means to measure its success.
Over the past 40 years, i4cp has conducted hundreds of studies detailing the many elements that combine to form the foundations of top organizations. In doing so, i4cp has identified five core human capital areas – what we refer to as the “domains” of expertise – that high-performance organizations share.
In this webinar, Kevin Oakes, i4cp’s CEO, and Jay Jamrog, i4cp’s SVP of Research, will explore the five human capital domains of high-performance organizations and reveal strategies and solutions to make improvements that drive business success. The webinar is designed for senior level executives.
Attend this free webinar this Thursday, January 14, 2010 at 1pm EST – register today!
Tall Ships and Speedboats
My brother-in-law, Jim, was a deck hand on the “HMS” Rose. The guy in this picture is not Jim but it does give you a look at what Jim did when he was “aloft in the rigging”.
Anyone who has experienced a parade of the tall ships can see how strikingly beautiful these vessels are. Not just for the gorgeous complexity of the rigging, shrouds and gaskets or the plethora of sails in their salty antiqued hue, but also for the elegance of the crew – harkening back to the focused and elaborately coordinated performance to set and stay a course, outwit the sea and make it back alive when tasked with defending our coasts in the 18th century.
Here’s what the coast guard uses today to defend our waters.
Organizations today are facing a similar transformation except of course we don’t have a century or two. We’ve got like a week. Indeed, we’re remodeling tall ships into speedboats while coursing at high velocity over choppy seas and some will do it much much better than others.
Things to avoid:
1. Hanging on to the tall ship.
2. Not telling (all of) your crew that the tall ship is going away
3. Incorporating nostalgic tall ship characteristics into the speedboat
4. Assuming your tall ship crew cannot drive a speedboat
5. Assuming your tall ship crew can drive a speedboat
Do You Work for a High-Performance Organization?
How effective is your organization at communicating its business strategy to its employees? Do leaders lead by example? Are managers held accountable for effective talent management?
To survive and prosper, organizations must focus on the critical human capital initiatives that impact the bottom line. i4cp is conducting a study to learn more about the key factors driving organizational performance, but we can’t do it without you. By completing this survey, you’ll not only gain insights into your organization’s performance issues, you’ll receive the overall results and so learn how your organization compares to others.
Take the survey now
Receive a complimentary copy of the results
In exchange for completing the survey, you’ll receive a copy of these valuable results, which otherwise are exclusive to our members. Thank you for your participation.
The Funniest Article Ever About Job Interview Tips
Steinar Skipsness created a fake office so he could understand how to succeed in job interviews. He filmed the whole thing, and the funny results led to 20 great job interview tips that are true anywhere in the world.
This video is just one hilarious example of what went on:
Click here to view the embedded video.
I enjoyed Steinar’s work so much that I contacted him with more questions about it:
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1) Where did you get the idea for the project? |
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The idea sparked from seeing a friend of mind go on a few unsuccessful interviews. I consider him a really outgoing sharp guy, he was getting interviews, which is half the battle, but for whatever reason he wasn’t getting hired. It made me curious to what makes certain candidates stand out. I thought, if I could experience the interview from the other side of table, I’d have the ultimate perspective to what makes a candidate an attractive hire. I could then take that knowledge and cater my behavior in any future job interview to give myself the best chance of getting hired. |
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2) How much did it all cost? |
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It cost roughly $2000 to execute everything, (renting office space by the hour, having a lawyer write up a waiver, the cameras, and other little things… like taking my friend out to a few dinners as compensation for being involved) well worth the money in my book. The knowledge I learned from this experience and the doors that have and I believe will continue to open, I’ll take with me for the rest of my life and I know it will pay me 100x more dividends then if I’d taken the money and bought a few share of company whoever… call it self investing. |
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3) What was the hardest part in executing such a project? |
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It takes time… more then you think when you start out. Particularly since I had no experience with video editing, and granted I wasn’t making a feature film but it still took some time to get things figured out… but now I know how, and it will come in handy in the future. |
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4) What was the funniest moment? |
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Overall, I’d have to say the “lack of responsibility guy” [above clip]. I honestly don’t think there’s much worse of a thing you can say in a job interview, then what you like best about your current job is the lack of responsibility. I even cut the footage short. He goes on to say people say it’s so much better being higher up in a company but they forget to realize that there is more responsibility up there. Are you serious? That statement just blow me away. |
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5) What did you learn about yourself by doing this project? |
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You need to be flexible. What I mean by that is… when I started this out I envisioned it a bit differently but as you get deeper into it, and start peeling back the layers, certain things turn out the way you anticipated and other things don’t… and you need to be flexible to go in the direction that is going to make your piece of work the best.
For example, my initial thought was to have the interviewer do something strange to get a reaction out of the interviewer. I thought that was what was going to make for the entertaining videos that I wanted to associate with this project…. it turned out what the actual interviewer said was strange/funnier, then I could have dream up saying. But before I went that route… there was one time when the interviewer in most of the videos is asking a girl some questions and as he’s asking a question, he brings out a flask, opens it, pours some in his coffee cup then puts the flask back in the drawer. I thought the reaction of the interviewee would be priceless… and it was.. but I didn’t upload it because I wanted all the videos to focus on things the interviewee said…. and of course it wasn’t real alcohol… just water. |
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6) Did the project help you find a job or freelancing clients as you were hoping? |
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Yes, it opened some doors for sure. I’ve had people contact me that would have nevered responded to 1 email from me if I had sent them a 100. I’ve been doing some consulting and have a couple projects in the works. |
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7) What comes next for you? |
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I’d love to talk about what I’m working on but I got to keep that under wraps for now…. but follow me on twitter at @skipsness or subscribe to my blog and you’ll be the first to know… |
Steinar’s funny, must-read article of terrific job interview tips can be found here:
How To Nail An Interview (20 Tips)
Subscribe to JobMob via RSS or email and follow me on Twitter to learn about the most inspiring job seekers in the world.
– Jacob Share, Job Search Expert and Professional Blogging Consultant
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A Complete Guide: How To Make An Israeli CV Out Of Your Resume
Immigrating to Israel or making aliya? Here’s what you’ll need to prepare your resume for the Israeli job market.
This is a guest post by Leah Aharoni.
As you are embarking on your job search in Israel, the first order of business should be putting together a well-built CV.
CV (in Hebrew korot chaim, sometimes abbreviated as קו”ח) stands for Curriculum Vitae and it is the Israeli equivalent of the familiar resume.
While your existing resume already contains much of the information that Israeli hiring managers will want to see, you’ll need to make certain changes to reflect the cultural differences between the countries.
Unless a (Hebrew) wanted ad specifically calls for a CV in English, you absolutely have to translate it into Hebrew (it’s a rare HR staffer that will take the time to plough through two pages of English, when she has a dozen of applications in her native Hebrew).
Before we delve into the unique characteristics of an Israeli CV, let’s review some basics that should be included in any job applicant’s marketing document.
Resume basics
Format - while both chronological and functional CVs are used in Israel, if you have a solid career development path with no significant gaps, stick to the chronological format. On the other hand, if you are new to the market or have prolonged stretches of unemployment, the functional format may be the right one for you.
Length – Keep it short. The ideal length for a CV is one page (two pages if you have very extensive experience). Still, don’t be tempted to squeeze in as many details as possible. Pick and choose to display only the most compelling information that will present you in the best light (without sacrificing integrity).
Content - one bill does not fit all. Be sure to customize your CV for each job application. For example, if your academic training is more relevant to the vacancy than your work experience, put that first. On the other hand, if your degree is in an unrelated field, list it after professional experience.
Coordinates – Make it easy to reach you. List all communication methods by which you can be reached, including your cell phone number and email.
What makes an Israeli CV different
Now let’s look at some peculiarities of an Israeli CV:
Personal information – personal information, including date of birth, place of birth, and date of aliya should appear right after complete contact information. Contrary to a popular belief, you do not have to provide all your personal details (marital status, number of children, etc). However, if you think this to be to your advantage for a particular position, by all means do so. (By the way, personal issues that may affect your work are very likely to come up during the interview, so prepare satisfactory answers ahead of time).
Profile and objective – these sections are not necessary on a CV. To the contrary, Israelis have little patience for applicants tooting their own horns. If you have something to showcase, do that in your experience and skills sections.
Voice - while in the US, a resume is always written in third person singular, in Israel it is fine to write in first person.
Army service – if you have served in the IDF, make sure to provide this information, including corps and rank, after the education section.
Languages -as you have probably noticed, Israel is a multi-cultural society, and employers prize multilingual workers. Make sure to provide details regarding your Hebrew level to alleviate any concerns about your communication abilities. Also, if you still remember some high-school Spanish or French, put that on the CV as well (be sure to provide accurate information about your fluency level).
Driver’s license – many vacancies list a driver’s license among the requirements. Note this information, if relevant.
Basic Israeli CV template
Here is a basic template for writing a chronological CV:
Contact information (name, address, landline and cell phone numbers, email address)
Personal information (date of birth, place of birth, date of aliya)
Education
Professional experience
Army service (if any)
Computer/other skills
Languages
Driver’s license (if relevant)
View a sample Israeli CV.
Common errors when translating your resume into Hebrew
If you decide to translate your CV by yourself, here are some pitfalls to avoid.
Do not translate literally – translation is about relating ideas, not words. Be sure to find the appropriate Hebrew expression for the idea you are trying to express. For example, if you worked as a C-level executive assistant do not write ozer menahel beramat si (as ridiculous as that sounds, I am writing from experience).
Find the right counterpart – in the same vein, your job responsibilities must resonate with Israeli employers. Often, same positions involve different procedures in various countries, so it might be worthwhile checking with an Israeli colleague whether your position in Israel involves the same tasks as it did abroad, and if not, what are the closest counterparts.
College and company names – the question of whether to list school and company names in English or in Hebrew is a tricky one. While you don’t want to discourage the reader with too much English, if you went to a well-known school or worked for a household name brand, you want to achieve brand recognition, which may not necessarily happen if you transcribe the company name into Hebrew.
Put things into context – chances are the hiring manager will not appreciate the significance of certain information on your CV. If, for example, your former employer led the pack in its field in your native country, note that somewhere in your document. Try to look at things from an Israeli perspective (or consult an Israeli friend) to make sure everything is crystal clear.
Get a proofreader – Finally, even if your Hebrew is fabulous, ask a native speaker to proofread your CV to prevent embarrassing mistakes or culturally-inappropriate usage.
About the author
Leah Aharoni is the owner of AQText Translation Services. For years, she has combined her HR experience with in-depth understanding of cultural and linguistic differences to help dozens of new olim get their job search off to a good start. If you have any questions, drop Leah a line or visit Leah’s website. You can also follow Leah on Twitter @leah_aharoni.
If you liked this article, you’ll enjoy The Most Important Tip for Choosing Your Resume Language.
Subscribe to JobMob via RSS or email and follow me on Twitter for more Israeli CV success tips.
– Jacob Share, Job Search Expert and Professional Blogging Consultant
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7 Ways Birthdays Can Affect Job Search
Today is my 34th birthday, so let’s take a look at how birthdays impact the job search process.
Your birthday
When you become legally able to work
Growing up in Montreal, the minimum age to work a full-time summer job legally is 14 (it still is today) and I took full advantage, starting my first job working the summer of 1990 in the shipping department of our sportswear family business.
I was lucky that I didn’t have to look for that job, and I remember how good it felt to get my first paycheck earning exactly $5.00 per hour (minimum wage back then).
If you’re curious, the minimum legal age to work in the US is generally 14 too. Israeli law is similar to Quebec law, allowing 14 year-olds to work full-time only in the summer (Hebrew), otherwise the minimum is actually 15.
When you become legally able to do everything at work
Sometimes, part of a job requires a higher age than the legal minimum, and the typical examples are ones where parts of the job are off-limits to minors. In the UK, although it’s illegal for a minor to work in a bar, they can apprentice there.
Changes in benefits
Although this is a very questionable practice, it is sometimes legal to condition job benefits based on someone’s age instead of other criteria such as company seniority. This is when people start watching their calendars very closely.
Ageism
“Also called age discrimination, is stereotyping of and discrimination against individuals or groups because of their age”. (Wikipedia)
This is the white elephant in the room, of course.
Since it’s based on other people’s perception, someone might be a victim of ageism regardless of their birthday. Typically though, once a person turns 45+, the unfair reality is that ageism can become a real problem in finding a job.
Others people’s birthdays
Culture clash
What if your profession is popular for birthdays in one country but not another? A friend of mine does balloon arrangements for parties, very popular in the US but less so in Israel when she started out years ago. Luckily for her, the culture has been changing.
Networking
Birthday parties and other birthday events are a great place to network and meet people who might be able to help with your job search. Being the friend of a friend can be a pretty strong link.
Getting a foot in the door
Targeting a company? Send their human resources department flowers or a gift for the company’s birthday. On the card, leave a message that says something like “Need a great [whatever you are]? Call me!” Even if they don’t contact you right away, they’re almost guaranteed to recognize you when you followup as the “person who sent the flowers”.
How has your birthday or someone else’s come up in your job search?
If you liked this article, you’ll enjoy 3 Unusual Tips for a Successful Birthday Job Search.
Subscribe to JobMob via RSS or email and follow me on Twitter for more age-related job search tips & ideas.
– Jacob Share, Job Search Expert and Professional Blogging Consultant
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HR Tech Conference- Meeting the Tweeps
I just returned home from the HR Tech Conference in Chicago. I missed the first couple days due to work, but was happy I was able to take some vacation time to come to the event. This was my first opportunity to meet any of my “tweeps”. I am often asked by people who do not use social media if the relationships I am building with people on Twitter and through blogging are real. After my experience at HR Tech, I assure you, they are VERY real.
I am privileged to have met so many great people on Twitter that have now turned into friends. Seeing each other in person was not like meeting a stranger, but was like seeing an old friend or family member you have not seen in a very long time. This was not just the case for me, but for everyone there. We feel a kinship with each other. It is the most progressive, innovative exchange of HR ideas that I have been part of in my career.
I’ll post soon about the actual conference, but today I’d like to just give shout outs to some of the amazing people I am lucky to have spent time with. If you aren’t reading their blogs or following them on Twitter, do it today. 
They are truly some of the most giving people:
Steve Boese- Steve is someone I have wanted to meet for a very long time. He has been involved in planning HRevolution since day one. He has used his HR Happy Hour show to support the effort of bringing HR pros together to further the profession. He is not only an HR tech expert and someone who people gravitate to, he’s also someone I rely on and trust.
Mark Stelzner- Mark (of Inflection Advisors and Job Angels) is one of the most genuine, creative, and inspiring people I have ever met. His ability as a thought leader in HR is unparalleled.
Laurie Ruettiman- In addition to being one great “roomie” at the conference, she is one of the most savvy women I have met. She someone who tells it like it is on her blog but who is also one of the most sweet, sincere people I have known. She’s also fun and one of the best tour guides I’ve had. Thanks Laurie! Check out her new venture with Jason Seiden, Fail Spectacularly.
Beth Carvin- As the President and CEO of Nobscot Corporation, she is smart as a whip. She is also extremely funny and I love that she is willing to stand up for what’s “right” and always tries to see the other side of an issue. She embodies everything a great female entrepreneur should be.
Jason Seiden- When you meet Jason, you know you’ve just met a great leader of his generation- my generation. His coaching ability shines through. His insight on people and the way he expresses his thoughts helps drive conversation. Truly someone HR pros should strive to emulate.
Traci Deveau- Bubbly. That is the best word to describe Traci. She has a laugh that is infectious, she’s an optimist, and more fun than I thought anyone could be. Sit down and talk with her and she’ll also show you that she’s got strong business development knowledge.
Lance Haun “the Lance”- I have often said that Lance is “MY” HR guy and it’s true. He brings a quiet but well thought out approach to HR and advancing our industry. Talking with him in person just reinforces that he’s the real deal.
Mike Krupa- One of the first people I connected with on Twitter. Mike’s understanding of the technical side of HR is only surpassed by his kindness and his ability to have fun.
Cheree Klimek- Charee is one motivated business woman. She not only has started her own business this year, Vocii, but she is a driving force of Job Angels. She shows that giving back can really bring people together.
There are also a few people I wish I had more time with at the conference: Kris Dunn, Jessica Lee, and Bryon Abramowitz.
So, whether you are a “HR techie” or an HR generalist, definitely consider attending the 2010 HR Tech Conference.
Tagged: Failing Spectacularly, HR Happy Hour, HR Tech Conference, HRevolution, Job Angels 
Who’s the Wizard Behind the Curtain?
As you all know, HRMToday was put up for sale in August and subsequently sold to a mysterious bidder. For the last month, the big question has lingered: who’s the wizard behind the curtain? And we’re happy to reveal that the wizard is…
OK, we lied. Dorothy hasn’t quite made it down that long hallway yet, but check back on Tuesday, September 22, for the revelation. Yes, we realize this is a lot like Ryan Seacrest stopping for a commercial break right before announcing who’s safe and who’s going home on “American Idol,” but patience… soon enough!
Check back tomorrow to find out…
