Lamplighter Volume 8 Issue 4 July August 2016

Lamplighter

Volume 8, Issue 4 July-August, 2016

Don’t Cry Fowl

By Jerrold (Jerry) Clifford

For job hunters, there is a burning question that must be answered before all others. No, it isn’t, “Am I qualified?” Nor is it, “Do I have the experience they are looking for?” It doesn’t deal with salary or benefits, or the commute, or career advancement opportunities. In fact, the question by itself has nothing to do with jobs.

It is the answer that is critical in today’s job search environment.

The question is, “Why did the turkey cross the road?” The critical answer is, “Because he wasn’t a chicken.”

Looking for a decent job is not for people who are scared especially scared of rejection. It sometimes seems that the people in a company responsible for reviewing “black hole” resumes majored in candidate rejection in

college and those who made the Honor Roll got hired. Being rejected for a job is a common occurrence. Unfortunately, being rejected many times can be, too.

Experts tell us that having multiple jobs in the course of a career is the new norm. That means that experiencing job rejection is a likely occurrence. Chances are that if you apply to a job advertisement or posting you will be rejected.

Send out blind letters and you will likely not even receive a response (a form of rejection). Being able to deal with rejection is a little discussed but critical job skill.

Rejection is not for the faint of heart. It is especially more discouraging when you get rejected multiple times.

The process can be so discouraging that some people abandon the job search completely.

There are techniques that can be used to minimize rejection. Changing your status from “unknown applicant” to “recommended individual” definitely helps and networking skills can play an important role. Learning who to contact within a company and how to reach them can help make your job search successful. Utilizing people within a desired company (angels) who are willing to assist you with knowledge about a company’s hiring process or facilitating your efforts can be of tremendous value.

The best way to deal with rejection is to try to avoid it.

Employ techniques that promote avoiding the “expert rejecter, “by being recommended for a position by a company employee or make sure that the hiring manager reviews your credentials can help. Don’t be afraid of learning and applying techniques for doing this. They should become part of your skill set.

If a turkey can successfully cross a road so can you!

Lamplighter Guide to Articles Don’t Cry Fowl Welcome to Lamplighter Rod’s Remarks Lamplighter Survey Articles from around the World Wide Web Barbara Daisak’s Tech Tips The ADA in 2016 Be Prepared for Hurricane Season Contributors Staff

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Volume 8, Issue 4 July-August, 2016

Welcome to Lamplighter By: Adelaida (Aida) Rodriguez

NO! – Jerry Clifford is not putting together a poultry farm. His “punny” article (Don’t Cry Fowl) gives us some very helpful and “pat on the shoulder” advice and techniques on how to minimize/avoid the pitfalls of job rejection.

Rod’s Remarks section by Rod Colon is typically full of advice and well-deserved examples on how to network effectively and how to build strong personal and business relationships.

Eric Nilsson has gathered helpful tips with his Articles from the World Wide Web section.

Barbara’s selected articles in Barbara Daisak’s Tech Tips are always very insightful and informational.

For our Awareness Corner, the articles on The ADA in 2016 and Be Prepared for Hurricane Season are must reads.

The Star-Spangled Banner National anthem of the United States Lyrics Francis Scott Key, 1814 Music John Stafford Smith, c. 1773 Adopted March 4, 1931; 85 years ago[1]

4th of July Facts:       

The 4th of July was not declared a national holiday until 1941.

When the United States became a country in 1776, there were approximately 2.5 million people living in the country.

This Fourth of July 2016, the population is around the estimated over 323.7 million.

The youngest signer of the Declaration of Independence was 26-year-old Edward Rutledge.

The oldest signer was Benjamin Franklin. He was 70.

Most of the signers were in their 30s and 40s.

The American flag was adopted on June 14, 1777.

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Volume 8, Issue 4 July-August, 2016

b. “What kind of trends do you see with [your identified career niche] within the “XYZ” industry?” (document …) c. “Who would be a good source of information so that I can learn more about the … … project or the … … business or the … … industry?” (document …)’ d. And so on … you get the process …

You've Earned the Right to Ask

By Rod Colón

When you judge it to be the correct time to do some asking, you must do it as an assertive CEO, not a timid wallflower. It must be a direct request for a specific action to achieve a targeted goal. Remember that you’ve earned the right to ask because of your excellent reciprocity track record. Not only that, most business owners appreciate direct, straightforward requests.

Try it … your board of directors will appreciate you for it!

Your Attitude Is the Number One Factor

By Rod Colón

Exercise: SURVEYING THE HIDDEN JOB MARKET

Testing the Waters of The Hidden Job Market 1. Log in to your LinkedIn account.

2. Use LinkedIn’s advanced search feature to locate five companies or businesses that are safely considered to be in your “domain of preference” (or “space”), i.e., the industry – and even the niche within that industry – for which you see yourself a part.

3. Now using the People filter, locate friends or associates who work at those companies or businesses.

Your goal should be to identify individuals to whom you have a LinkedIn connection (Level 1 or 2).

4. Once you’ve established the identity of your LinkedIn connection (working at a company that either specializes in or clearly includes the type of work you do), set up time for a phone call. Prepare to gather business intelligence from the conversation and use these questions as guidelines: a. “I’ve been hearing that the “ABC” software application is really taking off in the XYZ industry. What are you hearing?” (document both question and response)

Attitude is the Number One factor that influences an employer to hire. Many people believe in “being themselves” regardless of the situation or circumstances; however taking that approach will not serve you well during an interview where your primary job is to impress, impress, impress!

Following are ways you can exhibit a good attitude: 1. Concentrate on being likable. As simple as this may seem, research proves that one of the most essential goals in successful interviewing is to be like by the interviewer. Interviewers want to hire pleasant people whom others will enjoy working with on a daily basis. Do the following to project that you are highly likable: a. Be friendly, courteous, and enthusiastic b. Speak positively c. Use positive body language and smile d. Make certain your appearance is appropriate 2. Project an air of confidence and pride. Act as though you want and deserve the job – not as though you are desperate.

3. Demonstrate enthusiasm. An applicant’s level of enthusiasm often influences the employer as much as any other interviewing factor. The applicant who demonstrates little enthusiasm for a job will never be selected for the position.

4. Demonstrate knowledge of and interest in the employer. Saying “I really want this job” is not convincing enough. Explain why you want the position and how the position fits into your career plans. You can cite opportunities that may be unique to the firm or emphasize your skills and education that are highly relevant to the position.

5. Perform at your best every moment. There is no such thing as “time out” during an interview.

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While in the waiting area, treat the assistant or receptionist courteously; learn and use his or her name. (An interviewer often requests this person’s opinion of the applicants.)

The Mind-Set to Building Strong Relationships

By Rod Colón

In Keith Ferrazzi’s book, Who’s Got Your Back, Keith wrote about building lifeline relationship. I have leveraged his techniques and coach students and professionals to do the same. To build a strong network you need to consider the following tips from Keith Ferrazzi: Excerpt from Who’s Got Your Back by Keith Ferrazzi (Broadway: 2009) There are four core mind-sets – which can be learned and practiced that form the behavioral foundation for creating [a] lifeline relationship.

Generosity.

This is the base from which all the other behaviors arise? This is the commitment to mutual support that begins with the willingness to show up and creatively share our deepest insights and ides with the world. It’s the promise to help others succeed by whatever means you can muster. Generosity signals the end of isolation by cracking open a door to a trusting emotional environment, what I call a “safe space” – the kind of environment that’s necessary for creating relationship in which the other mind-sets can flourish.

Vulnerability.

This means letting your guard down so mutual understanding can occur. Here you cross the threshold into a safe space after intimacy and trust have pushed the door wide open. The relationship engendered by generosity then moves toward a place of fearless friendship where risks are taken and invitations are offered to others.

Candor.

This is the freedom to be totally honest with to those you confide in. Vulnerability clears the pathways of feedback so that you are able to share your hopes and fears.

Candor allows us to begin to constructively interpret, respond to, and grapple with that information.

Accountability.

Accountability refers to the action of following through on the promises you make to others. It’s about giving and receiving the feet-to-the-fire tough love through which real change is sustained.

The Job Offer: Things to Consider

By Rod Colón

There are lots of factors to consider before accepting a position.

1. List every factor you should consider when evaluating a job offer. Be thorough in your answer. You may want to discuss this with your career counselor. Include the factors that are specific to your personal job search, as well as general factors.

2. Explain how you can best respond to a job offer made in person 3. If you think you want the job 4. If you are certain you want the job 5. If you do not want the job 6. How can you best respond to a job offer made by telephone?

7. List the follow-up steps you should take when accepting a job offer 8. How should you professionally reject a job offer?

9. If economic conditions require you to accept a job that is not exactly what you are aiming for, how can you best approach the new job?

What are the benefits of doing so?

Other things to consider: • This is a business to business discussion.

You are a CEO so act accordingly.

• You are on equal footing with the client — provided you have a service the client is looking to engage.

• It's all about negotiating the details.

• Depending on the level of mutual interest, every offer has some wiggle room.

• Always ask “Is this your best offer?”

• Never say "no". Instead, offer a counter proposal that you are prepared to say "yes" to.

• If you're asked, it's OK to talk about money. If you're not asked, it's best to stick to the facts, then you can negotiate when you prove you're the best candidate for the job.

• When asked what salary you're looking for, reply “What are you budgeted for?” Always counter with a follow-up proposal.

• Ask your network for guidance prior to the negotiations. Seek anecdotal information on the organization's salary and benefits programs.

• Use www.salary.com to give you a baseline idea about salaries.

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Unless there are other reasons for you to move (e.g., industry, core competency expertise, location, etc.), you are seeking at least a 20% bump in salary.

At times money may not be available but other benefits can be negotiated, (e.g., vacation, training, bonus projection, title, future movement, large projects, more responsibility, leadership within the organization or representing the organization externally to grow the network, tuition, association fees, etc.).

You always have time to think about an offer; ask how much time you have and bring in your Personal Board of Directors to help you develop a great counterproposal.

Saying “yes” doesn’t mean you're getting married; it just means you are being engaged by a client to do “X” for a period of time. Your commitment to each other is mutually beneficial. When the engagement is no longer mutually beneficial the relationship should end. Stay ahead of this process instead of being caught off guard. Never forget that your real work is running the business of ME, Inc. Employers pay you what the position is valued at, not what you are worth. Don't take this personally, simply consider it vital information about how they see the role and its importance to the organization.

One special key to negotiations is this: Early in the interview process, make a compelling, up-front argument as to why you are the best candidate for the job. The earlier and more compelling the argument, the better your negotiations will be.

Never make the mistake of prematurely asking for money, benefits, or perks during the interview. Why? These issues are part of the negotiation process. Knowing the difference demonstrates your business savvy.

Build a foolproof case for yourself so the interviewers don't find any weakness to hold against you.

“We’re looking to bring you on board” … that’s a signal … so is "how soon can you

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start?” When the client makes the transition from being a buyer to wanting to be sold, change your responses accordingly.

An ideal negotiation is a win-win. If you push the client into a corner to get an unrealistic salary, you'll be off to a bad start.

Instead, both parties should feel that they gave up a little to get a lot. As the CEO of ME, Inc., this is a skill you must continuously sharpen.

Don't Fear the Phone

By Rod Colón

It’s well known in the career management space that many networkers and job seekers are afraid to pick up the phone and call potential decision-makers. They believe their nervousness will show up in the quality of their voice. Or maybe they’re afraid of stumbling over their own words during the conversation. But let’s think about this for a minute. Do you really mean to tell me that you don’t want to call someone? Someone who could be the answer to your job search problems? Someone who could pave the way for an interview? Why not? If you’re not willing to call someone who might be able to help you, then you absolutely need to get some personal coaching for your phoneo-phobia. If you can’t get this corrected, a key channel of communications is cut off for you — and in the thick of a job search, that’s a clear invitation for failure.

This phone fear has me so bewildered and concerned especially when I imagine one of our members freezing in his tracks at the mere thought of dialing a telephone number. Develop a game plan, develop a phone script and get the job done!

Lamplighter Survey Lamplighter wants to hear from you. As you know, Lamplighter has changed since it first started and much of this change is due to the comments of our readers.

Please take a few minutes to tell us what we're doing right and — it's hard to believe — what we are doing wrong.

Lamplighter Survey.

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this question than it may be a red flag that it does not have the best culture. This will typically put them in a good mood and it will show them you care about having balance in your life.

What is the work-life balance like here?

This is as much a question that is for you to get a feel for if the place is right for you as it is a question to impress the interviewer. So if you ask this question make sure to ask another question that is more focused on the nuts and bolts of the job function. The way the interviewer answers this question can give you a really good feel if you are going to like it at this job. If it is a high-stress job and you know it, then this is your chance to see if they are honest.

Do you have any hesitation about my qualifications?

10 Questions to Ask Your Interviewer at Your Next Job Interview

by Mitchell Sharp June 9, 2016

There are many ways to make yourself stand out from the crowd during a job interview. One frequently forgotten part of the interview process is to have questions ready for the interviewer. It is usually your last chance to show you came to the interview prepared and that you want the job.

It is also a great time to figure out if the organization is one that is right for you. This is one aspect that many job seekers frequently forget. Many job seekers are simply desperate for a job and fear turning down a job just because of their need to pay the bills that keep coming at the end of every month. This is understandable, but it is not always the best approach to take for the long-term success of you and your career. Here are 10 questions that will help you ace your next interview.

Why is this position open? Is it a new position or a replacement for someone?

You may not always get a straight forward answer to this question, but it is good to know if the person who previously held your position was promoted within the company, left for another employer or if they were fired. None of these outcomes should be your sole determining factor of whether the company is right for you, but it can show a sign of what type of corporate culture the company has.

This is a great question because it gives you a chance to clarify anything the interviewer may perceive as a weakness. If what they are concerned about is a weakness of yours then you can highlight another example of how you overcame another weakness in the past. You can use the opportunity to show what you plan to do to improve in this area.

How do you measure success in this job? How does the organization measure it?

Measurable results are a big part of the business world and asking this question lets the interviewer know that you want to succeed. That you want to know what ways they will go about ultimately determining success and failure. It also can show that you have a competitive spirit, which is a positive in most every job you might be applying for.

How long have you worked here?

Again, people love to talk about themselves. This gives the interviewer the opportunity to give you an idea of what the organization is like and what you can expect when working there. If the person has worked there for several years, it probably shows they like the organization. If someone has been with the same organization for too long it can be a negative depending on what you are looking for.

What kinds of people seem to succeed in this company/department?

This is an excellent question because it shows you are thinking forward to how you are going to fit in with the organization. This is a question that shows you care about the success of the company and not just about getting a job.

Many hiring managers are looking for the best fit as much as they are looking for the best candidate.

If anyone has failed at this job, why did they fail?

This question can show maturity. It shows that you know that any job worth doing is going to come with challenges.

It also shows that you know those challenges are going to People love to talk about themselves. The person interhave to be overcome. Over confidence can be a big mistake, viewing for the job has probably been with the company depending upon the position you are applying for. This for a while. If they cannot give you a very good answer to question can show that you are grounded.

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Can you tell me what you love the most about working here?

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Where do you see this group in five years?

This is an excellent question because of two reasons.

First, it shows that you are a forward thinker and it shows that you are prepared to commit to the organization for the long term. Hiring managers do not want to hire someone who moves on to another organization in 6 months. For that reason, they may hire someone they feel is committed over a more qualified candidate who may bolt at the first offer from another company.

What happens next in your process? (another round of interviews, reference checks, whom should I communicate with, etc…)

This is a good question to close with because it will give you an idea of who to communicate with and what time period you should follow up on the interview. A hand written note mailed after the interview is always a good idea as is a personal email to the hiring manager, but you do not want to hound them too soon. That can be a great way for you to exclude yourself. Knowing what the process is and what time period the organization is looking for will help you craft follow up communications.

Original article: http://www.business2community.com/human-resources/10-questions-ask-interviewer-next-job-interview01487219#2x2aY174KOtwe8io.97

Getting Veterans the Credentials They’ve Earned

By Mike Michaud on June 3, 2016

The Iraq and Afghanistan Veterans of America recently released its 7th Annual Member Survey and it’s no surprise that members who took the survey listed professional certifications, education resources, and connecting with veteran-friendly employers as most helpful to their job search. This kind of insight helps us understand what’s working and what’s needed.

Earlier this year the Bureau of Labor Statistics released findings on workers and occupations that required licenses and certifications last year, finding that:  More than three-fourths of workers in health care and technical occupations held certifications.  Employed people were twice as likely to hold a currently active certification or license.  Median usual weekly earnings of full-time wage and salary workers with a certification or license were 34 percent higher than earnings for those who do not hold such certifications.  People with a certification or license had a lower unemployment rate (2.7 percent) than those without these certifications (6.1 percent) in 2015.

 These findings highlight just how significant licenses and certifications can be for veterans who may experience challenges in attaining them, depending on the state in which they live.

This is why we engaged in an 18-month study and demonstration project − through the National Governor’s Association − to help service members transition from active duty to civilian employment, and encourage states to award civilian credit for military skills. The demonstration project on credentialing was required by the VOW Act of 2011 and its findings are now available here.

The study engaged with six states to design and implement a strategy for matching state-specific license and certificate requirements to military training, and also examined civilian training and employment-related costs post military service.

Each state focused their licensing and certification strategies on three high-demand occupations corresponding with one of three military occupational specialties: Medical Specialists, Military Police and Truck Drivers.

The findings The states found three common barriers encountered by transitioning service members and veterans:  Civilian licensing boards are not accustomed to recognizing the military documentation of their training and experience.  Civilian requirements may dictate that experienced veterans participate in duplicative training to attain relevant licensure or certification.  Administrative rules and processes may create challenges for veterans who wish to transfer their skills, training and experience into a similar civilian occupation.

Since many veterans use their Post-9/11 GI Bill and other programs funded by the Department of Veterans Affairs to pay for these duplicate training and licensing programs, the study also identified potential cost savings where states create simpler licensing and certification paths for eligible veterans.

The progress Through the demonstration project, the six states made progress on strategies across the selected occupations, making it easier for veterans to apply for licensure reciprocity or to obtain licensure by examination.

These strategies can help all states find solutions for qualified veterans with practical experience to attain the licenses and certifications required by equivalent civilian occupations. We in the department’s Veterans’ Employment and Training Service will continue working with our part-

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Lamplighter ners and stakeholders to improve the strategies for overcoming the barriers veterans face with licensing and certification.

I encourage other states to use the study and incorporate the best practices to help veterans bridge the gap between skills they have learned in the military and those needed for state certifications.

Let’s listen to our veterans and get them the support they’ve told us is needed to make their transition from military to civilian careers easier.

Mike Michaud is the assistant secretary of labor for veterans’ employment and training.

Original article: https://blog.dol.gov/2016/06/03/getting-veterans-the-credentials-theyve-earned/ (This article appears in Spanish at the bottom of the source

link.)

7 ways to defend–or polish–your online reputation June 2016

Volume 8, Issue 4 July-August, 2016

3. Run a good offense: By participating regularly on social media and creating new content, including press releases, blog posts, and public profiles on networks such as LinkedIn and Google Pages, you can weaken online negativity—or at least push it down the search results page where others are less likely to discover it.

4. Go to the pros: In comparison to large corporations with teams of people monitoring digital conversations about their brand, small business are far more vulnerable to online attacks. That’s why some turn to reputation-defense services like InternetReputation.com and Reputation Defender to monitor and address unsavory content and help them reform their online standing.

5. Invite feedback: Provide consumers a way to easily contact you with their comments, which will help dissuade internet ramblings and help you solve the problem one-on-one without ever having problems aired in public view.

6. Encourage positive reviews: To drown out the negative—or at least tip the scales—turn to your loyal fans. Kindly ask customers if they’d be willing to share their thoughts on your business on a prominent review site or perhaps provide a testimonial to post on your business website.

7. Draw a line. On social networks like Facebook or Twitter, or even when commenting on a local news article, separate the personal from the professional. Sharing your thoughts on controversial topics made under a business name can hurt you as well as others. Always, always think before posting—even more so when attaching your business name to the words.

More than ever, people are scouring the internet for information before purchasing a product or service. Websites such as Yelp, Facebook, Google, and Twitter guide prospective customers to first impressions that will influence their ultimate decisions. A few biting reviews—or even one axe-wielding customer or disgruntled former employee—can push a customer elsewhere.

If you’re not minding your businesses’ online reputation, it can prove detrimental to your performance, costing you customers and revenue, prospective employees, and— Take control of your online reputation just maybe—your future. Here are some strategies to protect In a world where people are consistently turning and improve your online identity. online for information that will guide their purchase deci1. Digital vigilance: Routinely monitor prominent resions, you needn’t let a few unsatisfied customers or angstview sites, such as Yelp, Google, and Glassdoor, and filled employees define your brand. By taking a few proacperform regular web searches of your company name. tive and practical steps, you can better control what’s being Various online tools—such as Google Alerts, Technosaid and seen online about your business and showcase rati, and SocialMention—can bring online mentions to your company’s positive attributes. your attention, while paid services like Rankur, and Viralheat can similarly spotlight digital content swirling Original article: around your business. http://www8.hp.com/h30458/us/en/smb/7waystodefe 2. Choose civility: In spite of your best efforts, it’s ndorpolishyouronlinereputation.html inevitable that someone will become unhappy and choose to share their thoughts in cyberspace. When Need to Get a Job? you spot an earnest complaint, be proactive and offer 6 Tips for Great Informational Interviews a constructive, civil reply that aims to make things Megan Elliott June 21, 2016 right. Often, just listening to the customer’s concern and taking it seriously is enough to generate goodwill.

Job searching may have gone digital in recent It is then reasonable to politely and professionally reyears, but there’s one old-school technique you might quest that the individual consider writing an updated To Guide comment.

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want to embrace in your quest for a new position. Informational interviews can yield real results for job seekers. Thirty-six percent of executives surveyed by Accountemps said they were fielding more requests for informational interviews than a decade ago, and 84% said if they were impressed by someone in an informal meeting, they’d be more likely to let them know about future job openings.

“Informational interviews are an excellent use of job search time, especially for new grads who need to figure out their options and expand their networks.

It’s a low-pressure way to ask people for a bit of help,” Brie Reynolds, the director of online content at FlexJobs, told The Cheat Sheet.

If you’re trying to learn more about a particular field or role, an informational interview is a great way to do so. (What exactly does an assistant account manager or junior financial analyst do all day, really?)

These interviews are a way to let a company know you’re interested in what they do and looking for work, which might give you a leg up on other candidates.

“It’s a great way to get on someone’s radar in case a job opens up at their company,” Reynolds said. “By having done an informational interview with them, they’ll know you’re in the market, and can give you a heads up, perhaps even before the job is released publicly.”

Informational interviews may help your job search, but don’t spam every one of your contacts with a request to meet for coffee just yet.

You’ll get better results if you take a strategic approach to these meetings. Here are six tips to help recent grads and other job seekers have a successful informational interview.

1. Work your network Not sure who to reach out to for an informational interview? Look to your network first. People like to help those with whom they share a connection. If you can get a mutual friend, family member, or former colleague to introduce you to someone at the company where you want to work, setting up a meeting will likely be easier. Your college’s career center may also be able to put in you in touch with alumni who work in your field, and fraternities and other clubs you’re a member of can be a good source of contacts as well.

“The stronger the connection, the more willing your contact will be to help,” Jason Niad, a senior managing director at The Execu|Search Group, a recruiting firm, told The Cheat Sheet.

2. Connect with the right people When making a list of people to contact for an interview, focus on those who will be able to help you the most.

If your mom’s co-worker’s husband heads up the accounting department at your target company and you’re angling for a job in IT, he may not be able to help you much directly — but a polite email could lead to an introduction to someone who can. Nor is cold-emailing a company’s CEO and asking to sit down for coffee likely to get you very far.

Rather than casting a wide net, try to connect with people “who are at your level or the level above yours at organizations you are interested in,” Niad said. “Speaking with someone who would be your potential manager is a great way to learn more about what this type of role encompasses as well as the growth path of the position.”

3. Ask smart questions “Approach an informational interview as a conversation,” Niad said. During your meeting – which should last somewhere between 20 and 30 minutes – you can ask both general questions about the industry as well as more personal questions about the person’s career path and their role in the company. They might even be able to point you to other organizations where your skills could be a good fit, Niad added. Informational interviews also offer an opportunity to further expand your professional network.

“One of the biggest questions you should ask, towards the end of the interview, is, ‘Who else would you recommend I speak with?’ Whether it’s other people in their network or at their company, most people will be willing to introduce you to one or two other people. This is where you begin to expand your network and really ignite your job search,” Reynolds said.

4. Don’t beg for a job Yes, you’re scheduling informational interviews because you’re on the hunt for work. But you don’t want to make your desire for a new job the center of the conversation. Instead, treat these interviews like fact-finding sessions. You’re trying to learn more about a particular company and industry and how you might break in. Directly asking your contact for a job can get awkward, fast.

“You don’t want to specifically ask for a job during the meeting, or say that you are planning to leave your employer,” Niad said. “You don’t want to put too much pressure on your contact, or make them feel that you are only meeting with them to find a new job.”

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take it seriously. Dress professionally, research the company and the person you’re meeting in advance, and come prepared to sell yourself, just in case your casual networking conversation turns into something more.

“The informational interview is not a job interview, but it can quickly turn into one if the executive feels you might be a good fit for a current job opening,” Bill Driscoll, a district president for Accountemps, said in a statement.

6. Keep the conversation going Just like a formal interview, follow up your informational interview with a thank you note. If you and your contact agreed on next steps at the end of your meeting, like sending over a copy of your resume or connecting on LinkedIn, follow through. Beyond that, use your instincts to guide your next steps.

“There’s no right way to keep a relationship going, so depending on how the interview went, you might wait a few months or even a year before reaching back out, or you might follow up with them sooner to ask a question or take them for a coffee,” Reynolds said. “And always be sure to offer your own help if they should need it! The key to a great networking relationship is mutual assistance.”

Follow Megan on Facebook and Twitter Original article: http://www.cheatsheet.com/moneycareer/need-to-get-a-job-6-tips-for-great-informational-interviews.html/

The Cost of Email Fraud

by Allison Howen Posted on 06.24.2016

New Return Path data is shedding light on email fraud, revealing that subscrib-ers are less likely to trust a brand following a phishing attack, with read rates dropping by up to 18 percentage points on Gmail and 11 percentage points on Yahoo.

What’s more, the data shows that phishing attacks have direct costs, with the average large company (defined as 10,000-plus employees) spending $3.7 million annually to recover from phishing attacks. This number includes lost productivity, customer service and regulatory fines. Plus, after a phishing attack, mailbox providers are

more likely to flag legitimate email as spam. This results in average inbox placement rates dropping by up to 10 percentage points at Gmail and 7 percentage points at Yahoo.

“The immediate cost of phishing is staggering, but the bigger impact comes from loss of trust,” said Estelle Derouet, VP marketing, email fraud protection at Return Path.

“If your brand reputation is damaged by email fraud, customers won’t open your emails and mailbox providers may not deliver your messages to the inbox. When that happens, you’ve lost a revenue opportunity – both now and in the future.”

Despite all of the data showing how costly phishing attacks can be, not many brands are taking steps to fight back. In fact, Return Path’s data found that 81 percent of marketers would be concerned or very concerned if customers receive a malicious email that appeared to come from their brand. That said, only 32 percent of marketers say that securing email is a top priority in 2016, while 76 percent say they have little to no visibility into email attacks on their brands.

It is important to note, however, that mailbox providers are taking steps to fight fraud. Google, for instance, flags emails that fail authentication by replacing the company avatars with a red question mark, while Microsoft inserts a red safety notification at the top of known phishing messages and other messages that fail authentication.

“When it comes to phishing, email authentication standards like SPF, DKIM, and DMARC are no longer optional. They are essential best practices for ensuring that legitimate email won’t be treated like spam," added Derouet. "Any company not proactively securing their email channel today risks losing not only priceless brand loyalty but also marketing-generated revenue."

Original article: http://www.websitemagazine.com/content/blogs/posts/archive/2016/06/24/the-cost-ofemail-fraud.aspx

Yahoo Embraces Storytellers & Big-Brand Content Marketing by 'Net Features : wm-socialmedia Posted on 06.20.2016

Content remains king and brands are now actively looking for solutions to help them engage more users and

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generate higher revenues, and these solutions are coming from some very familiar names in Web tech.

Yahoo, for example, has introduced a full service content marketing studio for brands and agencies dubbed Yahoo Storytellers that aims to leverage the company's editorial experience, data, and native advertising products (via Yahoo Gemini).

The Storytellers offering provides advertisers a suite of capabilities to develop their content marketing strategies including content consulting services and curriculumbased workshops, development of premium video and a range of editorial content, influencer activations across social platforms, and partnership extensions. By combining content, data and ad tech, Yahoo Storytellers aims to help brands identify consumer insights and inform them on what content opportunities they should pursue to reach their target audience.

“Content marketing continues to be an area of growth for brands and agencies, but they need a better way to create compelling content that’s informed by data and reaches the right audience. That’s where Yahoo Storytellers comes in,” said Lisa Utzschneider, Chief Revenue Officer, Yahoo. “At Yahoo we’re focused on bringing our users the best content available online across our news, sports, finance and lifestyle verticals, and now we’re helping our advertisers develop brand-ed content that is even more effective and data-driven.”

Brands including Dasani, Farmers Insurance, JetBlue and others have already partnered with Yahoo on content marketing efforts. JetBlue, for example, recently worked with Yahoo on a con-tent marketing initiative that resulted in over 3 million views of their native video ads, 31 million social media impressions, and 27% of people who viewed the JetBlue posts engaging with them.

“Working with Yahoo, we have been able to give people a new way to experience our brand, while driving meaningful results,” said Leesa Eichberger, head of brand marketing, Farmers Insurance. “We look forward to working with Yahoo Storytellers to further develop content that will be useful and engaging to consumers.”

Original article: http://www.websitemagazine.com/content/blogs/social-media/archive/2016/06/20/yahoo-embraces-storytellers-ampbig-brand-content-marketing.aspx

Tech jobs report: Security, devops, and big data stay hot

By Paul Krill InfoWorld | Jun 22, 2016

If you're wondering what IT skill sets to acquire, security and devops are doing well in the job mar-ket. Pay for cloud skills, however, is eroding.

Research firm Foote Partners' latest quarterly IT Skills and Certifications Pay Index determined that the market value for 450 IT certifications it tracks had increased for 12 consecutive quarters. Market val-ues rose for 404 noncertified IT skills for the fifth consecutive quarter.

Foote's report is based on data provided by 2,845 North American private and public sector employers, with data compiled from January to April 1. (Noncertified skills include skills that are in demand but for which there is no official certification, Foote spokesman Ted Lane noted.)

Security skills command increasing salaries, with no end in sight In the security space, Foote found that values for 76 certifications have been on a slow and steady path upward for two years, with an 8.7 percent average increase. The certifications' values have risen 6.3 percent in the past year.

"Strong-performing certifications in the first three months of 2016 were those in IT security management and architecture, penetration testing, forensics, and cybersecurity," the report said.

Security needs will only grow as cybercrime and hacking continue to grow, Foote said. "Employers are becoming much more aware that they don't have the right people in their security," said David Foote, chief analyst at Foote Partners.

Devops demand gains serious traction The report also finds devops gaining "serious traction," with companies looking to bridge the gap be-tween developers and operations. The latest pay premium data for 2,745 employers shows a gain of 14.3 percent in average market value for devops skills in the past 12 months, with devops engineers in big demand. Foote's most recent data shows that devops engineers' salaries averaged $119,709, while lead devops engineers' salaries averaged $134,512.

Big data demand is for skills more than certifications Meanwhile, the need for big data skills also continues to lead to pay increases -- about 8 percent over the last year.

"Noncertified skills were the big winners, with 47 big-datarelated skills rising 6.7 percent in market value during this period, while 32 big data certifications were ... down 3.5 percent in market val-ue," the report said.

Cloud skills are worth less as supply catches up to demand On the flip side, Foote found that although IT organizations continue to invest in cloud services, pay for these skills has started to lose ground. Eighty cloud-related skills (both certified and noncertified) lost nearly 1 percent in pay premium market value between January 1 and April 1,

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and market values for cloud certifications have lagged behind those for noncertified sills.

The report said the value of 38 noncertified cloud skills grew an average of 2 percent the past year while the value of 42 cloud certifications fell 2.6 percent on average during the same period. Foote attributed the decline in part to the addition of five new cloud certifications to the index, all but one of which earn holders premiums below the average for all cloud certifications. Still, Foote expects

a continued decline in pay for cloud skills and certifications as the supply of talent catches up with demand.

Original article: http://www.infoworld.com/article/3086835/it-jobs/tech-jobs-report-security-devopsand-big-data-stay-hot.html

The ADA in 2016 By the Disability.gov Team

The Americans with Disabilities Act (ADA) celebrates its 26th anniversary on July 26, 2016. For some, 26 years may seem like a long time, but the truth is 1990 isn’t so far in the past. The ADA improves the lives of people with disabilities by protecting their rights to have access to employment, public entities, transportation, public accommodations and commercial facilities, telecommunications and more. It helps people with disabilities compete equally for employment and receive the accommodations and protection they need to work. In public and commercial spaces, the ADA requires accessible features and technologies, such as curb cuts and closed captioning.

The achievement of the ADA was accomplished through hours of planning, organizing and hard work by the disability community. As the ADA was being voted on, disability rights activists gathered together, some crawling up the steps of Capitol Hill without their crutches or wheelchairs. The image of disabled activists of all ages, races and genders proudly making their way up the steps where their rights were being determined moved the nation. This demonstration, called the “Capitol crawl,” helped result in the passing of the ADA.

Be Prepared for Hurricane Season AAA Carolinas

Hurricane season is upon us. Officially, hurricane season starts in June and ends in November, so if you have not already done your hurricane prep work, it's time to get started. The peak of the season is Aug. 1 through the end of October.

In preparation for a hurricane, follow these steps: If you are staying at home, have your emergency supplies kit ready. You will need at least a three-day water supply for each person in your home. Board up your windows and secure lawn, garden furniture, trash cans and planters.

Stock extra food and batteries.

Fill your car up with gas.

Make sure your plan includes your pet. In the case you need to evacuate, know which hotels will al-low you to bring your pet. The best way to keep your pet safe is to keep it with you. Before the storm arrives, make sure their vaccinations are up to date and make sure you have plenty of supplies for them, too.

Keep your weather radio on during the storm and keep a check on your neighbors, especially if they are elderly.

On average, one to two hurricanes make landfall on the East Coast each year. If you are planning to vacation in the Carolinas during the hurricane season, hurricane insurance is a good investment. Hurri-cane insurance normally must be purchased before a storm has been named. Depending on your policy, it can refund you for hotel accommodations and car rentals and more.

Original article: http://aaatalks.carolinas.aaa.com/insurance/insurance-tips/be-prepared-for-hurricane-season

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Lamplighter Contributors Jerrold (Jerry) Clifford is a project/program Management, PMO management and strategic Project planning specialist with advanced expertise in managing multiple, concurrent, highly visible projects and rescuing troubled projects.

He is the author of several books including Computer Mathematics Handbook, Modern Electronics Math, Handbook for Electricians, Complete Car Owners Manual, and Basic Woodworking & Carpentry. He is also the recipient of the President’sVolunteer Service Award from President Obama.

Rod Colon Career Strategist, Corporate Train-er, Motivational Speaker, Radio Show Host, Author and Master Networker.

Professional Training & Coaching - Greater New York CityArea Current: Rod Colon Consulting, LLC, InclusionINC, Wolters Kluwer Health

Carl E. Reid, CSI Chief Savvy @Intrapreneur Empowering People to Achieve EXTRA-ORDINARY RESULTS Greater New York City Area – Management Consulting Current: Empowering Today's Professionals, Greek Orthodox Archdiocese of America

Lamplighter Staff Adelaida (Aida) Rodriguez is the Editor-in-Chief and Contributing Writer of the Lamplighter Newsletter. She is a Project Manager Professional (PMP), Business Analyst/ Consultant at the Warranty Recovery Specialist, LLC

Barbara Daisak is the Lamplighter Contributing Writer & Proofreader. In addition, she is a Learning, Training, & Development Specialist and Microsoft Certified Master Instructor. Barb is also an Instructor Adjunct with the County Colleges of New Jersey with specialties in the Technology Training Divisions and Corporate Training Programs.

Phone Numbers:732.863.4948 ― 732.616.2397-mobile Email Barbara at: bndaisak@verizon.net

Eric Nilsson is the Compositor and Contributing Writer for Lamplighter. Eric enjoys the art and science of newspaper layout. He has been an IT consultant at the Professional Service Group of New Brunswick and previously worked for North Jersey Media Group (Bergen Evening Record) as a Project Manager and Programmer/Analyst. Interests include economics, history, and journalism.

Email: ericnilsson@earthlink.net; LinkedIn: http://www.linkedin.com/in/ericsnilsson

EMPOWERING TODAY’S PROFESSIONALS (ETP) MISSION Encourage, train, support, mentor and advise fellow CEOs of ME, Incorporated in all aspects of defined responsibilities to their personal Board of Directors.

ETP was established specifically to help individuals in transition find jobs.

ETP CORE VALUES ETP has a special concern for the advancement of professionals worldwide and is committed to delivering its core values of INTEGRITY, RESPECT, RESPONSIBILITY, and COMPASSION to its members.

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