Wednesday, February 24, 2010

[CNG] Digest Number 1907

Messages In This Digest (14 Messages)

Messages

1.

Director of Sales - Sun Farm Networks - From Marty Latman

Posted by: "Marty Latman" baconml@nac.net   martylatman

Tue Feb 23, 2010 3:44 am (PST)



All,

I received the following position from Sun Farm Networks. If you are QUALIFIED and interested, please contact Sun Farm at info@sunfarmnetwork.com. In the subject line, please put "Referred by Marty Latman".

Good luck.

Marty Latman

Industry: Solar Energy/PV
Category: Sales
Job Type: Employee
Job Status: Full Time
Relocation: None
Location: Central NJ
Compensation: Base salary plus performance based commissions,
Commensurate with experience

Position: Director of Sales

Job Description: Leadership position directly responsible for sales results in the NJ territory. The ideal candidate will be highly motivated and qualified to sell directly to high profile accounts, while leading, managing, and developing a growing direct (internal) sales force. Responsible for developing sales strategy, tactics, operating methods, sales collateral and tools, associate training, tracking systems, and performance metrics and goals. The Sales Director is responsible for taking the sales organization to the next level of performance while delivering on aggressive sales objectives in this very high growth, and increasingly competitive, market. There is significant potential for creativity, independent responsibility, and realizing immediate results. This is a ground floor opportunity for a qualified candidate: an executive role with a leading company in the exploding field of solar energy.

Responsibilities:

• Define, develop and maintain a sales strategy in the assigned region that supports the company's business plan, brand image, and product strategy;

• Personally sell to high profile accounts, including prospect cultivation and qualification, customer presentations, proposal development, sales-related customer modeling (such as financials and IRR projections), follow-up necessary for closure, and final contract negotiation. Highly developed customer communication and relationship management skills an absolute must.

• Develop a sale organization able to deliver on the strategy, including development and execution of methods, sales tools, tracking systems, and training.

• Collaborate with the rest of the executive team, assist in the development of strategic plans, and help manage operational linkages across the business.

• Represent the company professionally at trade shows, conferences and professional associations; significant state-wide travel required, including non-business-hour obligations.

• Assemble, analyze and communicate market conditions and developments with a focus on sensing changing conditions and other competitive intelligence;


Qualifications
• This is a leadership position with significant responsibility. The Sales Director will be accountable for delivering on key aspects of the company's business plan, while supporting the overall growth of the organization and its products.

• At least 6 years of proven technical (or related) sales experience required; at least 3 years experience directly managing and developing a sales team. Comfort selling technical products a requirement.

• Experience with large, complex, finance-based sales propositions. Experience with payback analysis through multiple revenue streams is an asset; proficiency with general financial modeling and sophisticated financial products a must.

• Demonstrated ability to "close sales" themselves, as well as manage and develop a team of direct sales associates. Ability to `work the phones' and handle face-to-face client visits at a decision making level; Primary focus is on the ability to close sales, including direct interactions with senior customer decision makers.

• Excellent written and verbal communication skills required, as well as strong presentation, analytical and negotiation skills. Attention to detail, follow-through and execution, and customer contracting experience required.

• Comfortable working in a changing and highly competitive environment. Must be a fast learner and self directed, with excellent interpersonal and team interaction skills;

• Knowledge of PV systems and power generation is a plus, but not a requirement; experience in related fields (construction, real estate, etc) helpful.

• Strong computer skills, including Microsoft Office Suite of Programs, required;

Company: The Sun Farm Network is one of the largest solar power development companies in NJ, and winner of the 2008 Market Innovator of the Year Award by the NJ Board Of Public Utilities. We have been financing, designing, installing and maintaining solar PV systems in New Jersey since 2002. Sun Farm Network has established a unique brand presence for innovation and technical and operational quality and has been a leading voice in solar energy policy for the State over the last 7 years.

This position will be filled by a knowledgeable, dedicated and dynamic person that can make a positive impact to our development as a leading organization. The ideal candidate will thrive on challenge, is highly adaptable to changing conditions, and will bring proven sales and leadership experience to the position. The solar industry is exploding, and this position is an opportunity to be directly involved making solar electricity a reality and to make a significant contribution in this meaningful growth industry.

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2.

Director of Marketing - Sun Farm Networks - From Marty Latman

Posted by: "Marty Latman" baconml@nac.net   martylatman

Tue Feb 23, 2010 3:53 am (PST)



All,

I received the following position from Sun Farm Networks. If you are QUALIFIED and interested, please contact Sun Farm at info@sunfarmnetwork.com. In the subject line, please put "Referred by Marty Latman".

Good luck.

Marty Latman

Industry: Solar Energy/PV
Category: Marketing
Job Type: Employee
Job Status: Full Time
Relocation: None
Location: Central NJ, must be able to work in Flemington office
Compensation: Base salary plus benefits and performance based bonus,
commensurate with experience

Position: Director of Marketing

Job Description: Leadership position directly responsible for marketing of the company and its products, with a sales-oriented focus on lead generation, market positioning, and brand development. The ideal candidate will be highly motivated and experienced with corporate marketing of technical products, promotion and advertising (especially E-marketing), and branding. The Marketing Director is responsible for taking the marketing capability of the company to the next level of performance while supporting aggressive sales objectives in this very high growth, and increasingly competitive, market. There is significant potential for creativity, independent responsibility, and realizing immediate results. This is a ground floor opportunity for a qualified candidate: an executive role with a leading company in the exploding field of solar energy.

Responsibilities:

• Define, develop and maintain a marketing strategy that supports the company's business plan, brand image, and product strategy; focus will be on sales-oriented promotion and advertising, market positioning, and brand development.

• Development of programs, collateral, events, and other corporate communications to implement the strategy. This is a "hands on" position, and the candidate is expected to provide the skills needed to implement these functions. Highly developed communication and relationship management skills an absolute must, including specific experience with advertising and marketing communications. Will be interacting with customers, business partners, and investors at all levels.

• Collaborate with the rest of the executive team, assist in the development of strategic plans, and help manage operational linkages across the business. Support development of the overall organization to support marketing programs and initiatives.

• Represent the company professionally at trade shows, conferences and professional associations, as well as at other events to be developed by the company; significant state-wide travel required, including non-business-hour obligations.

• Assemble, analyze and communicate market conditions and developments with a focus on sensing changing conditions and other competitive intelligence; work directly with sales to maintain a view of the market and customer expectations.


Qualifications:

• This is a leadership position with significant responsibility. The Marketing Director will be accountable for delivering on key aspects of the company's business plan, while supporting the overall growth of the organization and its products.

• At least 6 years of proven technical (or related) marketing experience required; experience leading and developing teams preferred. Comfort marketing technical products, especially in a "finance based selling" context, a requirement.

• Direct experience in all aspects of the job required, including collateral development, promotion, advertising, as well as experience developing and managing online content and presence. Excellent written and verbal communication skills required, as well as strong presentation, analytical and planning skills. Attention to detail, follow-through and execution, and experience managing vendors required. The candidate is urged to present a portfolio of non-confidential promotional work that represents the candidate's writing, content development, and sense of style.

• Comfortable working in a changing and highly competitive environment. Must be a fast learner and self directed, with excellent interpersonal and team interaction skills;

• Knowledge of PV systems and power generation is a plus, but not a requirement; experience in related fields (construction, real estate, etc) helpful.

• Strong computer skills, including Microsoft Office Suite of Programs, required;

Company: The Sun Farm Network is one of the largest solar power development companies in NJ, and winner of the 2008 Market Innovator of the Year Award by the NJ Board Of Public Utilities. We have been financing, designing, installing and maintaining solar PV systems in New Jersey since 2002. Sun Farm Network has established a unique brand presence for innovation and technical and operational quality and has been a leading voice in solar energy policy for the State over the last 7 years.

This position will be filled by a knowledgeable, dedicated and dynamic person that can make a positive impact to our development as a leading organization. The ideal candidate will thrive on challenge, is highly adaptable to changing conditions, and will bring proven marketing and leadership experience to the position.

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3.

Article About Budgeting Time (from Tim's Strategy with active links)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 8:45 am (PST)




This Week In My Job Search I Will:

If you aren't already doing it, I have a task for you today. And each
Sunday or Monday during job search. Write down the title of this post on a
single piece of paper and place it on the table in front of you. Then pull
out a pad of paper. This task will take about an hour.

The first step (40 minutes) is to complete a master list of all the possible
things you could be doing in your job search this week. This list might
include:

* Attending networking events
* Scheduling or having a coffee meeting
* Updating your resume
* Applying for a new position
* Writing a new version of your cover letter
* Make new target company connections on LinkedIn
* Meeting with a career coach
* Build new relationships on Twitter
* Creating or updating you target company list
* Building your specific
<http://timsstrategy.com/watchlyst/?utm_source=feedblitz&utm_medium=FeedBlit
zEmail&utm_content=513769&utm_campaign=0> job search objectives
* Following up on a phone or in-person interview
* Creating a
<http://timsstrategy.com/free-downloads/?utm_source=feedblitz&utm_medium=Fee
dBlitzEmail&utm_content=513769&utm_campaign=0> SoloSheetT
* Updating alert notifications on job search engines like Indeed or
Monster
* Creating a
<http://timsstrategy.com/free-downloads/?utm_source=feedblitz&utm_medium=Fee
dBlitzEmail&utm_content=513769&utm_campaign=0> FlashcardT
* Connecting two of your networking friends
* Attending a career fair

Of course this is just a smattering of all the things you could have on your
list. I encourage you to make it as specific as possible. Instead of
"Follow-up on leads", say "Contact Mike Williams about position with Johnson
Electric".

Now that you have your master list, decide what you will actually do this
week (20 minutes). What from the master list will actually propel you
forward? And what will simply feel like successful busy work?

You want to act with purpose during job search. Not that there isn't some
room for impulsive action (to react to something immediately that is not on
your list). But generally you should get done what you decide to get done.
When you were thinking objectively at the beginning of the week.

Try to identify two big things and five small things per day. Minimum.

Time flies when you are having fun. It also flies when you are acting on
impulse. And I'd rather hear of your search moving at a more measured pace.
Knocking the big stuff off your list and seeing real results.

What ended up on your list for the week?

Source: Tim's Strategy - This Week In My Job Search I Will: 2/23/2010

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4.

Article: The Last Word: Accentuate the Positive (from WorkForce.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 9:13 am (PST)



The Last Word: Accentuate the Positive
Focusing on what people do right is the way to get more of what's right out
of them.
By John Hollon

_____

OK, we're past the New Year's festivities, the NFL playoffs and Super
Bowl and well into 2010. So, I'm dying to ask-are you feeling the economic
recovery yet?

If you're honest, the answer is probably something along the lines of
"not really." If you're fortunate-that is, if you work in one of the rare
industries actually seeing an uptick-perhaps you can say, "Well, we're
feeling it, but just a little bit."

The fact is, we still have more than 15 million people unemployed, the
national unemployment rate is 10 percent and the economy isn't creating many
jobs. Larry Summers, an economic advisor to President Barack Obama, told the
World Economic Forum in Davos, Switzerland, last month that we're
experiencing a "statistical recovery and a human recession."

In other words, any near-term growth in your business or organization
is going to come from getting more out of your current workforce, and the
best way to get more out of your workforce is to get them more focused and
engaged.

I wrote here last fall that a fairly simple way for managers to help
get their organizations out of this economic morass is to focus more on
engaging their employees. And I listed some ways to do this: more
communication from the top, some sense of when all the pay freezes and
furloughs might end and a greater recognition (and appreciation) of the
sacrifices everyone has been making to get through this recession.

As simple as that sounds, there may be an even easier way for managers
to engage workers, as
<http://www.workforce.com/archive/feature/27/01/25/index.php> this
Workforce Management story makes clear-by just focusing on the strengths of
your employees.

Some newly released research by the Gallup organization found that
employee engagement, which is the increased discretionary effort you get
from workers who feel passionately connected to their jobs, rises
considerably when managers focus on employees' strengths.

Of course, workers are a lot less engaged when the manager focus is on
their weaknesses. That's not a big shock, but what was a surprise is the
finding that employees are hardly engaged at all when their managers instead
simply ignore them.

This is important information, the authors of the Gallup survey said,
"because employees who are ignored feel like they don't matter. There's a
crucial phenomenon inherent in employee engagement: The best employees don't
want to be coddled; they want to matter. They want to be part of something
greater than themselves. . [A]lthough it seems counterintuitive, when
managers focus on weaknesses rather than ignoring employees, those
employees' chances of being engaged actually improve. That's because people
prefer to get any feedback over no feedback at all-even if that feedback is
criticism."

I've worked for a few of those bosses who seem to ignore the people
under them, and I always wondered: How do these yahoos get promoted into
management, anyway?

That's something the Gallup survey didn't focus on, but anyone who has
spent much time in the workforce knows that it's disconnected managers who
create the most disengaged workers.

Some would say that employee engagement is valuable to an organization
no matter what the economic environment is, but the reality is that in good
times, great employee engagement is a bonus, the icing on the cake, an added
dimension.

In really tough times, like those we've experienced for the past 18
months, employee engagement is crucial. It may be the only way you can help
get your business to the point where, eventually, you can hire again. You
can't get there without managers who focus on employee strengths and build
on them.

The late, great management guru Peter Drucker used to say that "to
focus on weakness is wasteful-a misuse, if not abuse, of the human
resource." Drucker was right, as usual. Focusing on what people do right is
the way to get more of what's right out of them. Smart managers will take
that credo to heart. It may be the only way to keep your organization moving
onward, upward and, eventually, out of the Great Recession.

Workforce Management, February 2010, p. 50

URL: <http://www.workforce.com/archive/feature/27/01/15/index.php>
http://www.workforce.com/archive/feature/27/01/15/index.php

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5.

Article: Why Tweeting Has Become an Ad Agency's Main Job-Posting Str

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 9:16 am (PST)



Why Tweeting Has Become an Ad Agency's Main Job-Posting Strategy, Plus Six
Tips for Using Twitter as a Recruiting Tool
In February 2009, Twitter had nearly 7.1 million users, with a growth rate
of 1,382 percent from the year before, according to Nielsen NetView. As
mainstream America braces for the Twitter storm, talent acquisition
professionals are just beginning to uncover all the social network has to
offer. Here, two advertising agency talent directors share how they've
incorporated Twitter into their recruiting strategy.
By Tracy Cote and Traci Armstrong

_____

http://www.workforce.com/images/drp/drp_i.giff it seems like every word in
the dictionary now begins with "Tw," it's not just your imagination.

In February, Twitter had nearly 7.1 million users, with a growth rate of
1,382 percent from the year before, according to Nielsen NetView. As
mainstream America braces for the Twitter storm, talent acquisition
professionals are just beginning to uncover all the social network has to
offer.

Little more than nine months ago, at digital advertising agency Organic,
we began to incorporate Twitter into our social media recruiting strategy.
We held a "Twitter Twaining" with our recruiters, introducing them to
capabilities of the network, along with helpful accompanying apps and
instruction on how to search for key talent.

They ran with it, and in a short time, Twitter has become the anchor of
Organic's job posting strategy. In fact, today more than three-quarters of
our jobs are placed solely on social media sites such as Twitter (along with
LinkedIn, Facebook and, of course, the company Web site). Only a quarter of
our postings are posted on traditional job boards such as Coroflot,
Mediabistro, Monster and TalentZoo.

Why are we weaning ourselves from traditional job boards?

Simple: We get results from social networking tools with no expense.
Every day we discover new and innovative ways to use social media for our
recruiting efforts.

Cultivating relationships
Twitter enables us to focus on passive candidates by following someone
we may not yet know. We can nano-target qualified candidates and cultivate
relationships well before we have an open position, engaging in thoughtful
dialogue by responding to their tweets.

Once we have an opening that might be a fit for a Twitter friend, rather
than making a cold call to a stranger, we can make a "warm tweet." We can
talk to someone with whom we've already interacted, who already understands
a bit about Organic based on tweets that cover Organic's culture, work and
news items. It's less like a blind date and more like a first date with
someone you've already met.

Another benefit: There are no time or space constraints to tweeting with
a candidate. We don't have to interrupt potential candidates during their
busy workdays; they can engage with us when it's convenient for them. And
candidates who aren't ready to make a move can easily retweet, or forward,
our opening to peers who may also be a fit.

More than one-third of Organic employees are active on Twitter. The
viral implications of this are huge. Now, when a job is tweeted by an
Organic recruiter or hiring manager, employees have the opportunity to
retweet it to friends. That capability nicely complements our
employee-referral program, which has experienced an uptick. In fact, a third
of Organic's hires are found through employee referrals.

Helping them find us
Twitter also helps talent find Organic. Using Twitter
<http://www.twitterjobsearch.com/> 's latest job search app, candidates can
find Organic jobs easily. Twitter's searchability has made us think more
about our own "findability" and altered the way we post jobs.

We've created a new formatting protocol to increase our chances of being
found. Today, our postings must be headlines, 140 characters or less. Key
words in our postings get hash marks (#). Each posting includes a trackable
URL <http://cli.gs/> that enables us to monitor click-throughs and directs
candidates to apply through our applicant tracking system. That way,
candidates who aren't right for the job they're applying for will be entered
in our database for future opportunities.

While Twitter and other social media sites may seem like the flavor of
the month, the real proof is in the numbers. In terms of return on
investment, there is no investment besides time. From a branding
perspective, it's always a win.

Retweeting is easy and more far-reaching than posting on a traditional
job board. With a solid social networking strategy, most companies can
reduce job board spending quickly, while pinpointing discipline- or
industry-specific candidates.

Social networking has changed the way Organic recruits, but it doesn't
replace the importance of face-to-face contact. Instead, it serves as a
great jumping-off point. Ultimately, interpersonal chemistry and cultural
fit-in addition to skill set-are an important part of our hiring process.

As Twitter and other social media sites continue to grow in popularity,
employers who participate will find a goldmine of sophisticated candidates.
Devising a strategy around social media isn't difficult, but it does require
a mind-set leap: from traditional to twaditional.

Six tips for recruiting via Twitter
. Create a branded company Twitter profile. Assign a key person-or
automate tweets-to post jobs as they become available. This person should
also be responsible for following professionals that could be potential
candidates.

. Don't be a Twitter wallflower. Engage in conversation with the people
you are following-and your followers-whether you have job openings for them
or not. Then, when you need to speak with someone about an opportunity,
you've already established rapport.

. Create a protocol for your job Tweets. Consider searchability by using
hash marks (#) around key words. Include a trackable URL to your job posting
so you can monitor the number of click-throughs a job posting receives.

. Help your search by using a third-party tool such as TweetBeep, which
alerts you to tweets relevant to your search.

. Encourage your staff to retweet job openings by providing an incentive
such as a referral bonus for candidates sourced through tweeting.

. Don't be a one-track tweeter. Be varied and creative in your approach.
To keep it real and not boring or spamlike, tweet on a variety of topics
including industry-related items of interest, some personal tweets and, of
course, your job postings.

Workforce Management Online, May 2009

_____

Tracy Cote is executive director-talent at Organic and teaches at San
Francisco State University. Traci Armstrong is director-talent acquisition
at Organic and conducts social networking workshops in Detroit. Their
article was originally contributed to Advertising Age, a sister publication
of Workforce Management. To comment, e-mail editors@workforce.com.

URL: http://www.workforce.com/archive/feature/26/41/30/index.php

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6.

Article: ResumePal: Recruiters' Friend? (WorkForce.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 9:59 am (PST)




ResumePal: Recruiters' Friend?

By Ed Frauenheim

_____

A new online application tool called ResumePal is not very friendly to
traditional job boards already facing a host of challenges.

Announced in late March by careers site Jobfox, ResumePal is an online
profile designed to be a universal standard in job applications. Jobfox says
that job seekers can fill out ResumePal once and submit it to multiple
participating employers, and that the tool will allow employers to reduce
their recruitment advertising spending. Much of that spending currently
flows to job boards such as Monster.com and CareerBuilder.com, which are
struggling to navigate the recession and various alternative online
recruiting methods.

Recruiting industry author Peter Weddle says the ResumePal concept has
"great potential." But wide-scale adoption of it is a question. "Its biggest
challenge," Weddle says, "will be that of any other new idea: overcoming
people's reluctance to change, even when that change is demonstrably better
than what they have."

ResumePal uses Jobfox's job seeker profile and job matching process.
This involves asking job seekers detailed questions about work experience
and preferences that can take upwards of 45 minutes to complete.

http://www.workforce.com/images/cms/asset_upload_file657_65347.gif
Steven Toole, vice president of employer marketing at Jobfox, says about 2
million job seekers now have ResumePal, though most of those completed
profiles at Jobfox before the March introduction of ResumePal.

ResumePal has several advantages for employers, Toole says.

"It reduces candidate abandon rates on their careers pages, collects
rich profile data about each candidate in order to match each applicant with
the best job at the company, and automatically maintains the accuracy of
past candidate data inside the [applicant tracking system]," Toole says.
"This takes things to a whole new level."

A number of makers of recruiting software are teaming with Jobfox on
ResumePal, including Kenexa, Oracle and Softscape. But not all of the key
players are on board. Noticeably absent are talent management software
leaders Taleo and SuccessFactors.

In addition, there are questions about how well ResumePal's job-pairing
technology will work. Recruiting analyst Gerry Crispin says matches will
improve significantly when organizations have taken the time to use the same
terms for openings as job seekers have used in describing their skills,
knowledge and experience. But, he says, a company using an applicant
tracking system has already adopted a "taxonomy" for job descriptions and
terminology for skills, knowledge and experience that may not correspond
directly to the terms used in ResumePal's profile.

The applicant tracking system could adopt ResumePal's methodology on
the company side, Crispin says. But, he says, "I'm skeptical that that will
be done."

Jobfox CEO Rob McGovern says Crispin's concern is off base. McGovern,
who founded CareerBuilder.com, says partnerships with applicant tracking
system vendors will lead to simple ways for organizations to get enhanced
matches. A customer can either spend five to 10 minutes answering a set of
additional questions about a job opening from within its recruiting software
system or rely on Jobfox employees to fill out those questions based on
their expertise with different kinds of job vacancies.

Workforce Management, June 22, 2009, p. 28

_____

Ed Frauenheim is a Workforce Management senior staff writer based in San
Francisco. E-mail editors@workforce.com to comment.

URL: http://www.workforce.com/archive/feature/26/53/44/265347.php

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7.

Slideshow: How to Write a Bad Resume (baselinemag.com)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 11:03 am (PST)



Jobs site TheLadders.com <http://www.theladders.com/> breaks down several
common mistakes people make when writing their resumes.

URL:
<http://www.baselinemag.com/c/a/Intelligence/How-to-Write-a-Bad-Resume-69049
3/?kc=EWKNLCSM02232010STR5>
http://www.baselinemag.com/c/a/Intelligence/How-to-Write-a-Bad-Resume-690493
/?kc=EWKNLCSM02232010STR5

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8.

Article: Small Business Social Media Usage Booms (SmallBizResource)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 12:21 pm (PST)



Some of you may be wondering with whom to tweet. This may help.

Eric

_____

Small Business Social Media Usage Booms

Posted by <mailto:tomkinstechweb@gmail.com> Benjamin Tomkins Friday, Feb
19, 2010, 01:17 PM ET

A study finds that almost one of every five small business owners now
actively uses social media for their business.

Though small business owners still have concerns and reservations about
social media, the numbers of businesses using social networking platforms
for their business is growing fast. The latest wave of results from the
Small Business Success Index (SBSI) <http://www.growsmartbusiness.com/>
report that small
<http://www.bizreport.com/2010/02/report_25_of_small_businesses_are_in_the_s
ocial_space.html> businesses social media adoption has zoomed from 12% to
24% in the past year. That includes investments in applications, blogs, and
profiles on Facebook and LinkedIn.

Marketing and customer engagement are the main drivers for small businesses
combined with the perceived cost-effectiveness of social media. With the
current economic climate, cost containment may have driven more business to
social media. Commenting on why he uses social media for his business, Dr.
Alan Glazier, CEO and Founder, Shady Grove Eye <http://www.youreyesite.com/>
and Vision Care, said, "In order to meet the growing challenges of a tough
market last year, I was forced to consider alternative options to keep my
business visible. With a very small investment in social media marketing, I
was able to generate new business opportunities. Our Google ranking is
consistently number one for many of the phrases people use to search for eye
doctors in and around my city, and we have received a 'bump' in terms of new
visitors to the site. My blog <http://eyeinfo.wordpress.com/> has been
picked up by different news sources and led to media interviews. I am now
recognized as a thought leader in social networking within my profession and
lastly but most importantly, my marketing budget has been reduced by more
than 80 percent."

With economic malaise still top of mind for business owners, the SBSI
research sought to unearth positive effects of the downturn. The findings
include the following:

* 72% of small businesses have found ways to operate more efficiently

* 47% have been led to find new products and services that benefit
customers

* 43% have become better teams as hard times force people to work
together

Tight belts or no, maintaining a strong online presence continues to be
important for small business as evidenced by these findings:

* Company Web sites are a top technology investment in the next two
years, with small businesses either adding new features/functionality to
their existing Web sites or building one from scratch.

* The ability to showcase their products and services online to
attract new customers is second in the hierarchy of technology investments
small business owners plan to make in the next two years.

* Social media investments rank third in small business investments to
be made in the next two years.

Getting back to that growing social media investment, customer acquisition
is the main priority for small businesses using social media. According to
the SBSI
<http://www.prnewswire.com/news-releases/social-media-adoption-by-us-small-b
usinesses-doubles-since-2009-84467232.html> findings, here's where those
business are putting their efforts:

* 75% surveyed have a company page on a social networking site

* 61% use social media for identifying and attracting new customers

* 57% have built a network through a site like LinkedIn

* 45% expect social media to be profitable in the next twelve months

That profitability expectation within 12 months may not pan out and hints at
the gap between social media and previous online paradigms -- establishing a
traditional ROI and maintaining lockdown control of the message aren't
realistic expectations for social media. Underscoring the reluctance to
accept social media as a fundamentally different playing field are the
second and third of the following concerns that small business owners have
about social media.

* 50% of small business social media users say it takes more time than
expected

* 17% express that social media gives people a chance to criticize
their business on the Internet

* Only 6% feel that social media use has hurt the image of the
business more than helped it

As an aside, it's notable that social
<http://www.bmighty.com/blog/main/archives/2010/02/_smbs_face_grow.html>
media security didn't surface as a leading concern.

Though the adoption rate for social media is exploding for small businesses,
the pursuit of customer acquisition as the top priority may be misguided. In
commenting on the SBSI findings, Janet Wagner, director of the Center for
Excellence in Service at the University of Maryland's Robert H. Smith School
of Business <http://www.rhsmith.umd.edu/> , a sponsor of the study,
suggested an alternative goal. She said, "Social media levels the playing
field for small businesses by helping them deliver customer service. Time
spent on Twitter, Facebook, and blogs is an investment in making it easier
for small businesses to compete."

URL:
http://smallbizresource.informationweek.com/bmightyblog/main/archives/2010/0
2/small_business_10.html;jsessionid=405QMGME0MJWNQE1GHPCKH4ATMY32JVN?cid=nl_
SBR_WEEKLY_H

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9.

Video: 1 Way Job Seekers Can Contact Employers that Actually Works (

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 12:24 pm (PST)



The video is called "Making Contact With Employers" and is from CNN Finance
(CNNfn). The video date is 9/3/2004 and the link is:
http://newgradlife.blogspot.com/2010/01/job-openings-new-jobs-job-search-job
.html

Eric

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10.

CGS Technology Associates is expanding our Technical Recruiting orga

Posted by: "cgs_managing_partner" mszot@cgsonline.com   cgs_managing_partner

Tue Feb 23, 2010 5:48 pm (PST)



Job Description:
CGS Technology Associates is a privately held information technology services company that was founded in 1983 and is headquartered in New Jersey. CGS is recognized as a leading provider of IT professional staffing and end-to-end technology solutions to companies whose own vision is to be leaders in their respective fields.

CGS provides our clients with quality personalized staff augmentation, as well as infrastructure and application development solutions designed to meet their evolving needs and maximize the return on their investment. The majority of our clients are leaders in the Life Sciences, Telecommunications, and Financial Services industry segments.

We are experiencing a tremendous growth in our IT professionals services business. This growth is occurring across all of the industry segments that we serve. In order to support our growth, CGS is creating new positions in our Technical Recruiting organization in New Jersey.

Job Description: - Technical Recruiter
Qualified individuals must have at least 3 - 5 years of demonstrated experience in sourcing and hiring Information Technology Professionals.

Responsibilities will include:
• Identifying, interviewing, evaluating, and recruiting candidates through various sources.
• Partner with our Business Development and Account Managers to fill priority consulting positions.
• Build and maintain a well-qualified pool of available candidates.
• Develop and maintain strong relationships with candidates and clients.

You are the right person if:
• You have a passion for Technical Recruiting.
• You are an innovator in Social Media and Networking techniques.
• You are driven to exceed your previous year's income.
• You are more interested in winning than the time on the clock.
• You have a strong understanding of application and infrastructure technologies.
• You are prepared to hit he ground running and be a major contributor to our efforts.
• You want to be considered the "Go To Person" by our executive team.

An example of some of our open positions can be found on our website at: http://www.cgsonline.com under Current Opportunities.

This opportunity offers excellent compensation and benefits which include:
• Company paid vacation, sick time and holidays
• Group medical with dental
• Life insurance
• 401K
• Career advancement

If you are interested in finding out more about this position, please respond by sending us the following information:
• Copy of your current resume in Word format
• Current Salary Requirements
• Contact information

Please forward this information to my attention.

Thank you

Michael J. Szot
Sr. Vice President
CGS Technology Associates
Email: mszot@cgsonline.com
Web: http://www.cgsonline.com

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11.

Article: Winning the Job Interview (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 7:00 pm (PST)



Winning the Job Interview

Learn how to stand out from the competition

It has often been said that "your resume can get you an interview," but in
reality it's your interview that can get you the job. In today's challenging
and competitive job market, employer's have many candidates to choose from
and therefore have become more discerning then (sic) ever before, which is
why developing your interviewing skills is so important.

The person interviewing you is not only looking at your qualifications, but
they are looking at what differentiates you from every other candidate.
Answering the question, "what is it that you bring to this company and to
this position that no one else can?" is what helps you stand out in a crowd.

As a professional interviewing coach with We Place People, this is one of
the most important topics we discuss when preparing our candidates for
interviews. With almost every question you answer, there must be something
that you share that will make you stand out differently from everyone else
and will ultimately make the company want to hire you! Remember, an
interview is not just about what you have done, it's about what you can do
for that company. It's what you can offer that your competition can not that
will help make you the "candidate of choice."

Determining who to move forward in the interviewing process is not always as
cut and dry as one would think. The front line interviewers themselves are
evaluated by the company on the caliber of the candidates they move forward
in the process and if that person ultimately gets hired. They must ensure
the candidates are qualified and they will be a "fit" for the organization,
the position and the hiring decision maker. This is where you must "help" by
sharing those skills, experiences, training, or qualifications that you
bring to the organization that other candidates may not. It's also the time
to demonstrate your critical thinking process and how you approach and
complete tasks, responsibilities, or projects. These are the same elements
that you should prepare for when interviewing with the decision maker.

Here are some tips on how you can differentiate yourself:

1. Create a list of 5 interview questions that you are certain you will
be asked in your interview
2. Carefully review the job description and learn about the company and
position
3. When answering the interview questions and reviewing the elements of
the job description you need to be able to describe:

a) What roles or responsibilities you had in your previous positions as
they relate specifically to the position you are applying for and will
resonate with the interviewer

b) How you specifically completed each function or responsibility

c) What the results were

d) What you have to offer that makes you stand out amongst others with
similar backgrounds

In this job market, differentiating and separating yourself from others can
help you standout in your next interview and get the job you want.

- Steve Goldberg

Steve Golberg, President, We Place People is an industry expert based on his
Executive experience within the retail, financial services and
telecommunications industries where he has personally interviewed, hired and
placed over 1,000 candidates within his career. Steve has mentored and
coached numerous individuals throughout their careers which led them to
Executive level positions.

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3815&new
sletter_id=834&archive=1%20> &id=3815&newsletter_id=834&archive=1

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12.

Article: Common Résumé Questions (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 7:00 pm (PST)



Common Résumé Questions

As a Nationally Certified Resume Writer, I get asked the same questions over
and over by job seekers like yourself regarding their resumes. Since the
questions below are so popular, I knew it would be of interest to all of
you. So I took the time to share the most common resume questions I'm asked,
along with my thoughts, with all of you in mind.

1. I have so many accomplishments. How do I determine which ones to
include on the resume?

This is a fair question. Since the resume serves only as a synopsis of your
accomplishments, you won't be able to include everything you've ever done.
However, it is important that you identify all your achievements and then
take great care in determining which ones you will include. Below are a
couple of thoughts that you will find useful when making a decision.

* An exercise that hones in on your accomplishments is the PAR
formula. PAR stands for problem, action, and result. Using the PAR formula
will help you identify achievements you want to include on your resume. Take
the time to reflect on your experiences and using the PAR formula, jot down
every accomplishment you have for each job you've held. For example, are you
a sales professional who increased profits? If so, how did you do it, and
how much did profits increase? Alternatively, you may be a customer
representative who has the ability to diffuse escalating issues with
clients. Can you give an example that illustrates this talent, perhaps with
a big-name client or an "impossible" problem you solved?

Once you have written down all of your accomplishments, select the ones you
are most proud of and prioritize them in order of importance to the position
you are seeking.

* Another way to determine which accomplishments should be included on
a resume is by examining your performance reviews. Take note of the comments
your manager made and the achievements he or she lasered in on. Chances are,
if your current manager was impressed by a specific accomplishment, your
next employer may also be impressed. So consider including the observations
made by your current/previous manager.

You can also include accomplishments in your cover letter as well. So if you
find that you have a lot of accomplishments, you can make mention of some of
them in the cover letter. However, keep in mind that your resume should
contain the accomplishments you are most proud of, while the cover letter
should contain supplemental accomplishments that may be of interest to the
decision maker.

2. I'm not comfortable writing about myself. How can I overcome that?

Many job seekers feel uncomfortable writing about themselves, so you are not
alone. To overcome this uncomfortable situation, keep in mind that the
employer is expecting you to toot your own horn. Remember that decision
makers don't know who you are, so it is up to you to provide them with a
fair and accurate representation of what you bring to the table.

In addition, the resume isn't written in the first person, so you will not
be using the terms "I" or "me." Instead, your resume will be full of action
verbs such as operated, managed, or streamlined. Because you eliminate the
use of personal pronouns, you can pretend you are writing about a friend or
a family member. Disassociating yourself from the resume may allow you to be
less bashful when writing about yourself.

3. How long should my resume be?

The answer is: it depends. If you are a recent college graduate or have less
than three years' experience, a one-page resume is appropriate. On the other
hand, if you are in middle management or have more than three years of
experience, a two-page resume may be necessary. And if you are a "C-level"
executive, the resume can be much longer.

The reality is that there isn't a definitive answer to this question. The
rule of thumb is this: after reading your resume, do you think to yourself,
"Wow! I'd hire me in a minute!?" If the answer is yes, then length is
inconsequential.

Here's a quick tip when writing your resume that may cut back on the length:
only go back 10-15 years and don't mention positions you held back in the
1980s.

- Linda Matias

Author of How to Say It: Job Interviews and certified in all three areas of
the job search - Certified Interview Coach ™ (CIC) Job & Career Transition
Coach (JCTC) and Nationally Certified Resume Writer (NCRW) - Linda Matias is
qualified to assist you in your career transition. Whether it be a complete
career makeover, interview preparation or resume assistance. You can contact
Linda directly at linda@careerstrides.com or visit her website
www.careerstrides.com

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3816&new
sletter_id=834&archive=1> &id=3816&newsletter_id=834&archive=1

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13.

Article: Three Networking Tips from the Pros (Net-Temps)

Posted by: "Eric Nilsson" ericnilsson@earthlink.net   eric_s_nilsson

Tue Feb 23, 2010 7:00 pm (PST)



Three Networking Tips from the Pros

1. Network with the Recently Departed

David Perry, author of "Guerrilla Marketing For Job Hunters 2.0," shares a
unique way to find and connect with employers using Google.

It's this: Find and call people who used to work where you want to work now.

"The fastest way to learn the real workings of an organization is to Google
past employees and call them up. This is exactly what I do. Before I take a
recruiting assignment from a company to place an executive there, I want to
know if I'm walking into a hornet's nest," says Perry.

Here's how to do it .

Google the name of your target employer and the word "resume." The search
results will include resumes of people who used work there. (You may want to
add the word "experience" to "resume" in your search; experiment using
Google's Advanced Search options.)

Once you find resumes, pick up the phone and call. Say: "Hi my name is
_________. I'm researching XYZ Corp. and it looks like you used to work
there because I found your resume online. I'm thinking of applying for a job
there. May I ask you a few questions? I know this is an unusual way to do a
job search ..."

Most people will be impressed by your initiative, flattered to be asked for
their opinion and willing to help you out.

"You want to learn about three areas: the company and its culture; the
department you would work in; and the name of the manager you would report
to," says Perry.

Finish your conversation with this all-important question: "If I decide to
talk with them, may I say that I spoke with you?"

"You ask this for two reasons," advises Perry. "First, if they left on good
terms, you can drop that former employee's name when contacting the company
to ask for a meeting. Second, that person may phone his old boss and tell
him or her to keep an eye out for the smart person who just called -- that
would be you."

If you're hesitant about this technique, try it on a company you have no
intention of applying to. Work out the bugs first, then network your way
into your ideal employer.

2. Recognize -- and Work Around -- Your Shyness

If you're shy about calling strangers to discuss your job search, take heart
-- so are most other people!

"It's a myth that you have to be an extrovert to network. It's not about
personality at all. Networking is simply a skill," says Donna Fisher, author
of "Power Networking: 59 Secrets for Personal & Professional Success."

Tip: Focus your attention on others and how you can help them, because this
automatically makes you less self-conscious. "Once you realize that others
feel awkward, too, you're going to feel more natural, network better and
gather valuable information," says Fisher, who confesses to being somewhat
shy herself.

Yet, even an introvert can start a good conversation. All you have to do is
let the other person talk about themselves. Fisher suggests these openings
the next time you find yourself at a networking function:

. "How did you get involved with the ____ Club?"

. "Can you tell me a little bit about this organization?"

. "What made you decide to go into your line of work?"

3. Follow a "Wish List"

Before you start networking to find a job, you have to know where you're
going.

"Through job postings, online information and network connections, [you
should] create a wish list of the companies where you would like to work,"
suggests ExecuNet Vice President, Lauryn Franzoni.

Once you have specific employers in mind, your network can lead you to
people you need to meet. "The more you know about a company and the problems
they face, the better positioned you are to demonstrate how you can help,"
says Franzoni.

People respect -- and are quick to help -- other people who know where
they're going.

So, help others help you. You absolutely need to know where you're going --
the names of 10-20 companies you want to work for. With this "wish list" in
hand, it's a simple matter of finding people you know (or, more likely,
people they know) at your target companies, and getting referred to a hiring
manager there.

- Kevin Donlin

Kevin Donlin is co-author of Guerrilla Resumes. Since 1996, he has provided
job-search help to more than 20,000 people. Kevin has been interviewed by
The New York Times, USA Today, Fox News, ABC TV, CBS Radio and others. Learn
more about Guerrilla Resumes

copyright (c) 2010 by Kevin Donlin About Net-Temps | Privacy Statement |
Terms of Use | Advertising | Contact Us | Feedback | Site Map

C Copyright 1995-2010, Net-Temps, Inc. All Rights Reserved. Net-Temps R is a
registered trademark.

URL: http://www.net-temps.com/careerdev/crossroads/index.htm?op=view
<http://www.net-temps.com/careerdev/crossroads/index.htm?op=view&id=3817&new
sletter_id=834&archive=1> &id=3817&newsletter_id=834&archive=1

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14.

FW: Employment at Accenture:  ALIP Business Architect Manager (85465

Posted by: "Ann Bergquist" annber55@yahoo.com   annber55

Tue Feb 23, 2010 8:00 pm (PST)



Please reply directly to the recruiter
dawn.patel at accenture dot com
 
 
Ann Bergquist

From: dawn.patel@accenture.com
To: annber@hotmail.com
Date: Tue, 23 Feb 2010 22:15:22 -0500
Subject: Employment at Accenture: ALIP Business Architect Manager (85465)

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Employment at Accenture:  ALIP Business Architect Manager (85465)
Location: NJ
 
My name is Dawn and I'm a sourcing specialist at Accenture,. Currently recruiting for several internal requisitions at Accenture.
 
You've received this email because the skills in your resume matched our search criteria in our database.  It is possible that you may not be best suited for this particular position, but we have multiple positions available in all areas and levels of IT where you may be interested and better suited. 

Please respond if you are qualified, available, interested, planning to make a change, or know of a friend who might have the required qualifications and interest in working with us.

Job Description
The position is primarily expected to support Accenture's life insurance business.  For the past 20 years, the Accenture Life Insurance Platform (ALIP) / NaviSys has been a widely used processing platform that has helped our customers improve their distribution, new product introduction and operational efficiency. ALIP currently serves over 50 life insurance companies.  Our SI&T consultants can expect to:

 work with cutting edge technology
deliver high-quality solutions across multiple industries
work on a variety of projects ranging in both size and scope
receive continuous training
gain rapid career progression
 Responsibilities

 Design, document and communicate life insurance business processes
 Provide pragmatic recommendations to clients on initiatives to define a target operating model and identify functional/technical gaps from current state
 Guide technology teams in all phases of delivery of life insurance systems and ensure alignment with proposed business processes
 Consult and partner with our clients to help them develop high performance solutions to advance their industry position
 Lead workshops to design solution, and lead demonstrations at client locations showcasing ALIP's solution to client needs
Basic Required Qualifications 

5+ years of professional experience
5+ years of experience on systems implementation projects in the Life Insurance industry with skills in 1 or more of front office and home office processes: policy administration/underwriting/actuarial/product management & configuration/payout administration/illustration & quotation/application & forms/case management/policy issue/customer service
3+ years of demonstrated understanding of the life and annuities policy lifecycle
3+ years of demonstrated understanding of the major/minor business capabilities for a life/annuity provider
5+ years of experienced in all phases of the System Delivery Life Cycle (SDLC)
3+ years of experience in estimating, planning and effectively executing projects (to deliver agreed upon scope on time within budget and to manage change control process and work with clients to manage scope)
3+ years of experience in supervising and reviewing other people's work
Undergraduate degree in Computers/Engineering/Business & Information systems/Information Science
Additional Preferred Skill Requirements 

Experience specifically with Accenture Life Insurance Platform/NaviSys
Deep knowledge of life insurance business operations
Ability to lead client workshops in creating and modifying business processes as related to technology platform design and implementations
Excellent written and oral communication skills required in order to translate business processes to system requirements
Leadership and management skills with a proven ability to mobilize and energize project teams to deliver results
Prior demonstrated experience in supervising other people's work
Effective people development skills with a proven ability to coach and grow project team members
Strong executive level relationship building skills
Ability to facilitate complex discussions
Strong analytical and problem-solving skills
Strong writing, communication and client-facing skills
Strong organization, prioritization and time management skills
Strong Microsoft Office skills (e.g. Word, Excel, PowerPoint) as well as Project
Eagerness to contribute in a team-oriented environment
Desire to work in an information systems environment
 
 
 
Dawn Patel
"Priority Sourcing Team"
Sourcing Center of Excellence
300  Campus Dr. Florham Park, NJ 07932
P:973-301-6231 E: dawn.patel@accenture.com
 
Stay Connected: | |  |  |
 
Please visit our US Careers Website to learn more and apply. Accenture Employees may submit referrals here
 
Accenture, recognized by Fortune and Working Mother as a 100 Best Companies to Work For, by BusinessWeek as a Best Place to Launch a Career  and by DiversityInc as a Top 50 Company for Diversity
 

This message is for the designated recipient only and may contain privileged, proprietary, or otherwise private information. If you have received it in error, please notify the sender immediately and delete the original. Any other use of the email by you is prohibited.

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