Which Is More Important The Technology Or The Human Relationship

Which Is More Important The Technology Or The Human Relationship Last week was a abuzz with news about Googles new OpenSocial announcement, which is supposed to be this amazing platform that allows people to develop a widget or feature for many social networks (including MySpace, LinkedIn, all of Nings social networks (over 100,000!), and more (but not Facebook, yet)). And then Yahoo announces it is launching Kickstart, for the college market. Wait, didnt Facebook do that already? Yep, but when they allowed non-college adults into the network last year the college kids, feeling violated, freaked out. Of course this presents a market opportunity, and Kickstart is not the first nor will it be the only just for college kids social network to fill that gap that Facebook created. I could go on and on this is a noisy, confusing space! What does it mean for you, for your career, and for your networking? Let me share some thoughts from Vincent Wright, founder of My LinkedIn Power Forum, and powerconnecter extraordinnaire. These thoughts, in my opinion are spot on, and definitely worth thinking about (especially if you feel like you are drowning in all of the networking technology noise). He starts off with: I prefer to stay focused on relationships not just technology focused on relationships. For, if we dont master human relationships, technology is nothing more than a babys pacifier and having the same effects on our growth [that] a pacifier has on a babys growth and then, when questioned a little more, responds with: To me, its not a matter of which came first a relationship or technology. The question for me is fundamentally simple: Now that the technology has brought us together, what do we DO with our relationship? Technology is just a tare weight. Technology is no different than the utensils we use to enjoy our food and nourish ourselves. I dont love knives, spoons, of forks but, I can love the taste of the meals they help me consume. Likewise, I dont love technology but, I can get excited about them and what they portend in terms of healthy human relationships created via them. And, too, think about the trillions of permutations and combinations of contacts that have been fostered by technology and absolutely NOTHING is happening with contacts. NOTHING. At all. NO relationship just awareness of one another. Technology connects us and nothing happens beyond that. That is, until human INTENTIONALITY gets added to the equation and humans reach out to help one another prosper, to grow, to strengthen themselves. The technology that brings us together is impotent in that regard. Humans mattered first and humans will matter last Vincent is not afraid of, or unfamiliar with technology. In fact, hes tried more tech network things than I have, and has more history in this space. But Vincent does not neglect the end goal. For him, the technologies are not toys, rather they are tools. But it all comes down to relationships. Very nicely put Vincent (props to Jay Deragon, blogger at A Relationship Economy blog, for engaging Vincent in this discussion) Which Is More Important The Technology Or The Human Relationship Last week was a abuzz with news about Googles new OpenSocial announcement, which is supposed to be this amazing platform that allows people to develop a widget or feature for many social networks (including MySpace, LinkedIn, all of Nings social networks (over 100,000!), and more (but not Facebook, yet)). And then Yahoo announces it is launching Kickstart, for the college market. Wait, didnt Facebook do that already? Yep, but when they allowed non-college adults into the network last year the college kids, feeling violated, freaked out. Of course this presents a market opportunity, and Kickstart is not the first nor will it be the only just for college kids social network to fill that gap that Facebook created. I could go on and on this is a noisy, confusing space! What does it mean for you, for your career, and for your networking? Let me share some thoughts from Vincent Wright, founder of My LinkedIn Power Forum, and powerconnecter extraordinnaire. These thoughts, in my opinion are spot on, and definitely worth thinking about (especially if you feel like you are drowning in all of the networking technology noise). He starts off with: I prefer to stay focused on relationships not just technology focused on relationships. For, if we dont master human relationships, technology is nothing more than a babys pacifier and having the same effects on our growth [that] a pacifier has on a babys growth and then, when questioned a little more, responds with: To me, its not a matter of which came first a relationship or technology. The question for me is fundamentally simple: Now that the technology has brought us together, what do we DO with our relationship? Technology is just a tare weight. Technology is no different than the utensils we use to enjoy our food and nourish ourselves. I dont love knives, spoons, of forks but, I can love the taste of the meals they help me consume. Likewise, I dont love technology but, I can get excited about them and what they portend in terms of healthy human relationships created via them. And, too, think about the trillions of permutations and combinations of contacts that have been fostered by technology and absolutely NOTHING is happening with contacts. NOTHING. At all. NO relationship just awareness of one another. Technology connects us and nothing happens beyond that. That is, until human INTENTIONALITY gets added to the equation and humans reach out to help one another prosper, to grow, to strengthen themselves. The technology that brings us together is impotent in that regard. Humans mattered first and humans will matter last Vincent is not afraid of, or unfamiliar with technology. In fact, hes tried more tech network things than I have, and has more history in this space. But Vincent does not neglect the end goal. For him, the technologies are not toys, rather they are tools. But it all comes down to relationships. Very nicely put Vincent (props to Jay Deragon, blogger at A Relationship Economy blog, for engaging Vincent in this discussion)

Brand Mystery 11 - Have You Heard of This Personal Brand - Personal Branding Blog - Stand Out In Your Career

Brand Mystery 11 - Have You Heard of This Personal Brand - Personal Branding Blog - Stand Out In Your Career Ive written some pretty extensive and intensive posts lately and now its time to take a breather. In the personal branding world, sometimes we need to rejuvenate and replenish our minds, so we can focus on whats important. In my universe that means working on my book, full-time corporate job and magazine. Today is another episode of a game I call “Brand Mystery,” where you guess who the personal brand is and receive a link on the following game in the series. Brand Mystery 10 Winner: Scott Gow was right in guessing Jeff Taylor. Sadly Scott never left a link to his site in the comments section previously, so I cannot reward him through link love. Now it’s time to reveal the latest personal brand image. Leave your guesses in the comments section. Good luck everyone! Hint: Dont let that serious face fool you.

Resume Writing - Is Content King

Resume Writing - Is Content King When it comes to writing a good resume sometimes there is confusion on where to put focus during compilation â€" should emphasis be placed on a stand-out design and format, or is the majority of time best spent on developing stellar content?! Ultimately a resume is only as good as the content within it â€" which should include a unique value proposition, career highlights, specific results, and the skills required for the targeted role. Employers need to know â€" very explicitly â€" how a job seeker is a good match for their requirements; this can only be shared in the resume details.     However, how you share content in a resume also matters.   Although it is regularly said that ‘content is king’ in a resume, the look and flow of the document must also be awarded appropriate attention. Have you ever picked up a book because you were drawn or attracted to its cover?   Have you ever found yourself skimming a handout, brochure, or poster and finding it easy to read AND informative?   A resume needs a similar appeal it must SELL the job seeker with the right words and stories, but entice the reader with an easy-to-read design that keeps them engaged. If the format of a resume is displeasing the reader may be turned off before even looking to see what it says, or key content may be buried and overlooked. The next time you sit down to work on your resume â€" remember that although the content of your resume is absolutely critical to its success, give the design careful consideration.   Keep the document clean and professional with clear headings and sections, proper white space, suitable design features, and yes even a bit of a unique flair to help it stand apart all with the target audience in mind. * Resume design does not matter in an ATS (Applicant Tracking System), but you should always have  a human-eye friendly resume for in-person distribution.  Networking is the #1 way to secure new employment! Resume Writing - Is Content King When it comes to writing a good resume sometimes there is confusion on where to put focus during compilation â€" should emphasis be placed on a stand-out design and format, or is the majority of time best spent on developing stellar content?! Ultimately a resume is only as good as the content within it â€" which should include a unique value proposition, career highlights, specific results, and the skills required for the targeted role. Employers need to know â€" very explicitly â€" how a job seeker is a good match for their requirements; this can only be shared in the resume details.     However, how you share content in a resume also matters.   Although it is regularly said that ‘content is king’ in a resume, the look and flow of the document must also be awarded appropriate attention. Have you ever picked up a book because you were drawn or attracted to its cover?   Have you ever found yourself skimming a handout, brochure, or poster and finding it easy to read AND informative?   A resume needs a similar appeal it must SELL the job seeker with the right words and stories, but entice the reader with an easy-to-read design that keeps them engaged. If the format of a resume is displeasing the reader may be turned off before even looking to see what it says, or key content may be buried and overlooked. The next time you sit down to work on your resume â€" remember that although the content of your resume is absolutely critical to its success, give the design careful consideration.   Keep the document clean and professional with clear headings and sections, proper white space, suitable design features, and yes even a bit of a unique flair to help it stand apart all with the target audience in mind. * Resume design does not matter in an ATS (Applicant Tracking System), but you should always have  a human-eye friendly resume for in-person distribution.  Networking is the #1 way to secure new employment!

Why People Analytics Has Transformed the HR Industry

Why People Analytics Has Transformed the HR Industry People analytics is transforming the HR industry, and recruiters need to pay close attention. Ever since there were companies, there have been managers trying to work out who they should hire or fire. With the advent of big data, there has been a radical technocratic shift that is letting apps do the hard work for you. Recruiters who want to find out more about their candidates, and predict future employment patterns will need to embrace people analytics as well. What is people analytics? People analytics is a method of analytics that helps HR managers and executives make decisions about candidates and staff. By using big data, companies can analyse how and when someone is working and when they are not. When it comes to making smart decisions about staff and matching people on projects, algorithms are proving more efficient than humans. Empirical evidence vs human instinct When a recruiter has to rely on their gut instinct, there is a clear risk of selecting the wrong candidate or making misguided assumptions. But now, with people analytics, recruiters can get to know their candidates through their aptitude and behaviour instead. People analytics also helps managers to spot trends and identify problems. Once you accumulate enough data, certain patterns will become obvious, like if a certain employee’s performance has dipped or whether they work better in mornings or afternoons. Using big data to attract and retain employees are key objectives for any recruitment company â€" big or small. It allows recruiters and HR managers to understand: Who is the right person for a particular job? Who are the outstanding employees that could leave, and why? When are they more likely to quit? What could be done to retain the best performing employees? Time to embrace big data People Analytics first caught on in February 2013 with this widely shared article, How Google Is Using People Analytics To Completely Reinvent HR. Since then, big-data algorithms have revolutionised the tech industry, and there are now dedicated teams in Google, Intel, General Motors, and HP. Big data offers a fascinating window into staff’s professional lives. From their heart rate to mouse clicks, HR can analyse an employee’s performance and thus get a better understanding of their capability and behaviour. Employee monitoring can manifest in different forms, with health being an obvious place to start. Big data is monitoring you In 2015, the US retail chain Target offered Fitbit trackers to its 350, 000 workers as part of its corporate wellness programme. The company offered them a $60 Zip and in return they will get access to their activity data, such as the number of steps taken in a day, but workers must agree to opt-in first. If they choose not to take part, then they’ll lose company health incentives and potentially have higher health care premiums as a result. Other apps are arguably more intrusive. For example, Worksnaps, monitors an employee at their desk by taking screenshots, counting mouse-clicks and webcam photos. BetterWorks meanwhile nudges employees to use a Facebook-style application that encourages staff to share what they are doing and cheering on their peers when they perform well. There is nowhere to hide when you are subject to mouse-clicking and gamification apps. Everybody will know what you have done, how long it took you and how fast you are doing it. Data screening candidates Since the mid-twentieth century, there has been multiple tests applied to candidates applying for new jobs. IQ tests, maths and vocabulary tests, personality assessments, and health and safety examinations, are still used by companies recruiting today. When people analytics goes mainstream it’s going to take recruitment testing to another level. As ever, the technological revolution is taking place in Silicon Valley with video-based apps such as Knack. Their smartphone games are designed by neuroscientists, psychologists, and data scientists to measure human potential. Play one of their problem solving games and they will analyse how long you hesitate; the sequences you make before taking a decision; how you solve problems, and many more outcomes. By analysing your creativity, aptitude and social intelligence, the Knack app is a data-driven window into a candidate’s soul. Are you an innovator? A leader or a follower? People analytics reveal more about a new hire than an interview ever will. Offering companies an efficient and timely resource, data-driven apps are proving to be more effective than screening candidates who say the right things, but aren’t necessarily right for the role. Many companies are now using algorithms to improve their hiring and retention policies and performance levels. As the tech industry continues to push big data, a joined-up approach combining traditional interviews and people analytics is inevitable. Like all good managers, recruiters will have to work smarter not harder to find the right candidates in the future.

The Benefits of Including Goals in Your Resume

The Benefits of Including Goals in Your ResumeWriting a goal for resume is not difficult if you keep the basic things in mind. This will make the job of writing a goal for resume easier. Keep it simple, easy to read and contain the key points you want to emphasize in your resume.First thing you need to do is decide on the type of information you want to include in your resume. The main types of information are personal information like age, educational level, profession etc. If you want to highlight the experience you have in a particular field you can do this by writing down the particulars of the job you have done. This will help you highlight the expertise you have in that field.Now decide the length of the goal or purpose of writing a goal for resume. Do you want to write a short goal to create more room for expansion in your resume or a long one to give focus to the objective? If you want to emphasize on your experience in a particular field then you can include something like t he education and achievements you have had in that field. You can also go in for additional details about the job you have done and how you can contribute to the organization you have joined.There are a number of ways to format your goal. Some of the popular formats include bullet points, numbered lists, lists in paragraphs and summaries. A goal can be presented in any way you wish to present it and as long as it makes sense to you and add value to your resume. The only rule is to ensure that the goal includes all the relevant information that will help you give emphasis to the main point of your resume.So what is the benefit of having a goal written on your resume? If you work in a particular field then you can give emphasis to the relevance of your career by including a goal that talks about your accomplishments and your contributions to the organization. So byincluding goal in your resume, you will also show the employers the exact reason why they should hire you.Another benefit of writing a goal for resume is to strengthen your credibility. An employer who has hired you will be impressed by your capability and be inclined to trust you in future as well. By including goals in your resume, employers will realize the value of your skills and experience and may be willing to pay you more than the starting salary you are currently receiving.You can also include goals in your resume to strengthen your ability to perform under different conditions. The reason behind this is that employers do not look at resumes as just one page of employment history. They consider resumes as a whole in terms of job description and qualifications. Thus, your objective should go hand in hand with the overall objective of your resume so that it can be useful to both.Remember that you should use goal for resume as a means to improve your professional standing. It will bring the attention of the employers towards your abilities and capabilities. It will also increase your confidence a nd self-assurance as well. Your goal for resume can act as a reminder to yourself that you have a strong base to build upon and can always achieve what you set out to do.

Survival Of The Job Seekers- Interview Tips Your Competition Doesnt Know - CareerAlley

Survival Of The Job Seekers- Interview Tips Your Competition Doesnt Know - CareerAlley We may receive compensation when you click on links to products from our partners. Everyone wants to know what the secret is to get an edge on the competition while job searching. The best place to turn to when it comes to this is to the people who interview and hire for jobs themselves. What are they looking for that makes you stand out? Why does one person get selected over another? How you can be the one that gets the job? To answer those questions, you need to answer the following questions about yourself: Everyone wants to know what the secret is to get an edge on the competition while job searching. The best place to turn to when it comes to this is to the people who interview and hire for jobs themselves. Tweet This Can I put myself into the interviewers shoes? Think about how they will react when first meeting you. You should do some research on the company culture before going in for your interview, and if you can find out who will be interviewing you do some research on them as well. Google them and learn about their professional track, as well as their personal style and personality. There is nothing wrong with knowing this information! Your interviewer will be doing their research on you and probably did before they ever even invited you to an interview. Image by Clker-Free-Vector-Images from Pixabay If you see that the interviewer has particular interests through your research, or even looking around the room once you are there (such as a golf photo), then try to work in it somewhere if you share that interest. Once you have done this, you can bring out the parts of yourself that mirror the organization and the people in it, including your interviewer. How do I look and SMELL? Dont have a wardrobe malfunction ruin your interview! When deciding what to wear, take this into consideration along with thinking about what might be distracting to your interviewer. Try to wear natural tones but not neutral tones and minimize rather than maximize the flashiness at this stage in the game. If your nails are hot pink, you could see how that might be distracting, right? DO NOT SMOKE after you put your interview outfit on. Image by Free-Photos from Pixabay Am I likable and able to perform this job? There are some different points that your interviewer will look at to determine this. Here are some key points to keep in mind: If you are on the quiet side, make sure to tell the interviewer how your strengths balance that. As an introvert, you most likely think more before you speak and are a great listener so use that to talk about why that would make you suitable for a leadership position. To many introverts, solitude fuels their thinking. If you are an extrovert, then you may have trouble keeping quiet. If this is the case, try not to boast too much about yourself, rather ask some questions of the interviewer to show that you are interested in their accomplishments and the companys accomplishments. You should definitely talk about your abilities without overdoing it. Just take your overexcitement down a notch. The interviewer will be looking for a nice balance between likeability and the ability to perform the job, so do your research on the job description. Make sure you hit all the key points that the description is looking for while in the interview. It is one thing to demonstrate your character to them while in the interview, but they only have an hour or less with you for you to really get your personality across, so be sure to express how you work well in a team and with co-workers. How To Interview Like A Pro: Forty-Three Rules For Getting Your Next Job Price: $13.95 Buy Now from Amazon We earn a commission if you click this link and make a purchase at no additional cost to you. Last Updated: March 2, 2020 Am I too upfront and honest? Try to avoid topics that will not help you in the initial interview. For this interview, you will want to pay attention to this job and why you are a good fit. If the interviewer asks you questions about your previous job, tell them why you liked it, NOT why you hated it, and only talk about why you were let go if you have to. Dont lie, yet be prepared with good valid and truthful reasons why you were let go. Evaluating these questions will help you to win the interview and get the job if you take them seriously. The most important thing is to be yourself and not someone else in the interview. If you get the job based on using a false persona, how will you fit in once you are actually there every day? Are you ready for the real YOU to get the job YOU deserve? 301 Smart Answers to Tough Interview Questions Price: $11.85 In today's job market, how you perform in an interview can make or break your hiring possibilities. If you want to stand ahead. above the rest of the pack, 301 Smart Answers to Tough Interview Questions is the definitive guide you need Buy Now from Amazon We earn a commission if you click this link and make a purchase at no additional cost to you. Last Updated: March 2, 2020 What's next? Ready to take action? Choose the right tools to help you build your career. Looking for related topics? Find out how to nail the interview and get hired. Subscribe and make meaningful progress on your career. It’s about time you focused on your career. Get Educated Contact Us Advertise Copyright 2020 CareerAlley. All Rights Reserved. Privacy Policy + Disclosure home popular resources subscribe search

How to Impress Senior Management in Informal Conversations

How to Impress Senior Management in Informal Conversations No matter what career stage you're in, if you want to advance, then somebody in a decision-making position needs to see you as ready to take on more responsibility. How do you do show you’re ready? Most of us think the way to prove ourselves as ready for the next role is simply to do really great work. While doing great work is a big clue to decision-makers, it's not the only one. Doing great work is not enough. There are also the impressions and perceptions that decision-makers have of you when they see you in action. And these are formed through your interactions with those senior people. Two Kinds of Interactions with Senior Management that Matter When we think about how senior management perceive us, we tend to focus on the formal interactions where we're presenting something, whether as an individual or as part of a team. In these situations, we’re really prepared because we know we’re going to be “on stage”. We know it’s a situation that matters. But informal interactions are equally important as formal meetings, and maybe more so. Recently, someone told me that answering the question, “what’s up?”, was a real issue for him at work. He never knew how to answer it and was concerned that it led to him being perceived as someone who's not ready to take on a top role. Informal interactions can seem casual and they might even be ones where somebody senior simply asks you, “So what's going on?” or “Hey, what's up?” Yet they can make an impression, whether good or bad, so you need to know how to handle these situations. If this is a challenge for you as well, you are not alone. And congratulations on recognizing that informal conversations matter â€" awareness is a great first step to improving outcomes. I’m going to share the advice that I gave, which will arm you with a strategy for how to make the best of informal conversations. Informal interactions are equally important as formal meetings to be seen as ready to take on more senior roles. My Favorite Strategy for Informal Conversations The strategy is called the Business Update. It’s one that my friend and colleague, Catherine Claydon, and I like to share because it’s helped us progress to senior positions, and it’s simple to implement. The business update is simply synthesizing and summarizing into three key points something business-related in answer to a casual “hey, what's going on?” or “what's hot in your area?”. This allows you to confidently take a “casual work situation” (is there really such a thing?) and make the most of it from a professional standpoint. As you choose these three key points, think about what's going on that will most resonate with the senior audience you’re talking to. Don’t just talk about it from a tactical, “in the trenches” perspective. Two Kinds of Business Updates The two most practical and high-impact ways to approach the business update are to focus either on the work you and your team are doing, or on the strategic themes going on in your sector. These are topics that senior management will expect you to be articulate about. The key is to talk about it in a way that’s relevant to the senior person who asked the question. Best of all, both of these topics allow you to “show your stuff” without feeling like you’re bragging. After all, you’re simply updating them on what you’re expected to know in a way that’s useful to them. 1. Updates about your work This is about sharing what you're doing or the projects you and your team are working on. First, choose the three key projects or initiatives that you and/or your team are driving. Then, pre-prepare the way you want to talk about those projects. Your aim is to be able to convey the work you’re doing in a way that aligns with the bigger picture of what your organization is trying to do. That means zooming out from the tactical day-to-day aspects and elevating the way you think about those three key projects. How do they support the organization’s priorities? How can they help move the needle for the broader unit you’re in, the organization as a whole, and the clients you serve? When sharing business updates with senior management, talk about your key projects in a way that aligns with the organization’s priorities. 2. Updates about strategic themes These are the strategic trends going on in your sector or market. Again, you can pre-prepare your thoughts so you’re confident of what you want to share. First, step back and look at what you see going on around you. Think about questions like: What are your clients or customers doing and to what extent is that poised to shift? Where is the competition gaining or losing ground? What new regulations are being discussed and how would that affect your organization? Where is the next innovation likely to take place? What are the biggest risks and opportunities for the organization, and how can we be poised to win either way? You may be surprised by the amount of knowledge and data you have that you’ve taken for granted but would be useful and interesting to seniors. Keep in mind that you’re closer to the action, and senior people rely on you to know what employees and clients are doing and thinking. Having identified the key themes and trends you want to talk about, then consider how they could affect the person you're talking to and the business they’re in. Your job is to make it easy for them to see the connection between what you’re talking about and the impact it’s likely to have on them. Keep It Concise and Succinct These informal situations may be brief if you’re getting a coffee before the meeting starts, or they could last longer if you’re at a reception. That’s why it’s good to have several versions of your business update: super-short, short, and not-quite-so-short. For the super-short, I recommend creating a 10-second version of your business update. For example: Senior Management: “What's going on?” You: “I'm glad you asked. We're working on these three major initiatives that are going to really move the needle for the company. These are X, Y and Z.” If talking about all three is too much of a mouthful for 10 seconds, then choose just one area to mention and highlight. For the short, you can develop a 30-second version of your business update where you go into a little bit more about each one and why it matters. For the not-quite-so-short, you may wish to stretch it out to a 2-minute version. But senior peoples’ attention spans generally won’t go much beyond that. Remember, you want to “hook” their interest so they’ll ask you to tell them more. And if they don’t, at least you were concise and succinct. Finally, you also want to make sure you're morphing your business updates over time as the situation changes. Chance Favors the Prepared Mind Casual does not mean unprepared and effortless. Often, it’s harder to master the art of the informal conversation than the set piece presentation. So, jot down those three key points for your business update, whether it’s for the work that you're doing, the interesting projects that are going to drive the organization, or the strategic trends and themes in your sector or market. By using the business update strategy, you’ll be taking huge advantage of those informal sidebar conversations that inevitably arise. But to really nail these informal situations and convey the message that you’re ready for a more senior role, you’ve got to practice. Take Beyoncé â€" her masterful performances look effortless, but she is definitely practicing. So, get out there and practice too! I hope the business update strategy helps you master those casual conversations with senior management. They’re a big opportunity to show that you’re on top of the business. What will you say the next time someone asks you, “what’s up?” or “how’s it going?” Leave a comment and let me know.