Messages In This Digest (6 Messages)
- 1.
- Fwd: Tips for BA's: Summer Reading to hone your BA skills From: Peter Lutz
- 2.
- Article: The New Normal From: Terrence Seamon
- 3.
- Fwd: [Atlanta Business Links] A free Contact Tracking Package for Jo From: Peter Lutz
- 4.
- LEAD: Informatica PM - NYMetro - to 140k From: john sampson
- 5.
- Fwd: [TheBreakfastClubNJ] Another interesting article From: Peter Lutz
- 6.
- GENERAL: FINAL REMINDER - RECRUITER NIGHT OUT DINNER MTG TUES 6/29 From: john sampson
Messages
- 1.
-
Fwd: Tips for BA's: Summer Reading to hone your BA skills
Posted by: "Peter Lutz" lutzpf@gmail.com peter_f_lutz
Fri Jun 25, 2010 5:10 am (PDT)
Peter Lutz
(908) 672-9150
lutzpf@gmail.com
www.linkedin.com/in/peterlutz
---------- Forwarded message ----------
From: "Geri Winters" <information@wyyzzk.com >
Date: Jun 25, 2010 6:28 AM
Subject: Tips for BA's: Summer Reading to hone your BA skills
To: "Peter Lutz" <lutzpf@gmail.com >
Hello Peter Lutz -
Summer can be a good time to pick up a book to read. And you can help
yourself at the same time by choosing a good career oriented book that will
help you add to your skill set.
Maybe a book is too much right now - I know summer can be very busy. My
summer certainly has been! So finding time to read can be a challenge.
Well Laura Brandau Brandenburg has a solution. She has a book coming out
later this summer, The Promotable Business Analyst, giving lots of advice
for improving your career opportunities. As a preview she has provided a
free paper with some great ideas you can apply right now!
Laura says:
"As part of researching The Promotable Business Analyst and interviewing
dozens of business analysts about their career progressions, I identified 3
habits that seemed to permeate success. I've pulled these habits together in
a short primer, complete with quotes from a few of the business analysts I
interviewed as well as a worksheet to help you apply these principles to
your own career development."
I looked over her primer and find it very useful, so I wanted to share with
you how you can get a copy for yourself.
You can get it here, just by supplying your name and email address:
BA Success Primer<http://clicks.profollow. >com/y/ct/ ?l=Kimbl& m=1gH_UtwSgqdQIj &b=DP03YL. f_orbgtFdxh3fiw
You'll get a copy of the paper and Laura will let you know when her book is
available.
Best regards -
Geri
Geri Winters
Wyyzzk, Inc.
http://www.writingusecases.com
P.S. Let me know what you think of this paper at my Facebook fan page:
http://www.facebook.com/Resourcesfo <http://clicks.rBAs profollow. >com/y/ct/ ?l=Kimbl& m=1gH_UtwSgqdQIj &b=LWAVvoBHcXP4W PslPABpHA
Wyyzzk, Inc., PO Box 37635-23275 , Philadelphia, PA 19101-0635, USA
To unsubscribe or change subscriber options visit:
http://clients.profollow. com/z/r/? zKyMHAzMtCysjKws HMxMtEa07EyMTAyM jA==
- 2.
-
Article: The New Normal
Posted by: "Terrence Seamon" thseamon@yahoo.com thseamon
Fri Jun 25, 2010 5:47 am (PDT)
The
New Normal:
Employee,
Consultant and back again
by Kate Wendleton, President, The Five O'Clock Club
For
decades, we have been reminding clients that all positions are
temporary. You
may receive a W-2 at year-end, a 1099, or both—but no work you do is
permanent.
Sometimes, a consulting assignment turns into an on-payroll assignment.
When you
lose that job, you may again land either a consulting or on-payroll
assignment.
This is likely to happen again and again throughout your career. It's
the new
"normal."
The
search process for both is the same. Do not state that you want
full-time work
but would consider project work. Then you have ruined your chance for
project
work.
The
trick is to keep taking assignments that add to your story — that add to your
skills. For example, you may position yourself as a financial person who specializes in a certain industry, or as a financial person who has
experience
across industries. What's your story? As we say at the Club: "If your
pitch is
wrong, everything is wrong." Every job / assignment you take should
position you
for the next one. If it does not, play it down on your résumé, and keep
your
positioning in your summary the same as it was.
Are
You a Permanent Employee or a Temporary? Look at Your
Severance
Jim
landed a great job with a large financial services company. The firm was starting a new technology effort and wanted him to be a key player. The
base pay
of $150,000 a year was an increase, and he would learn things that fit
in
ideally with his Forty-Year Vision. It would mean a major relocation for him and
his family. But the prospects were enticing, so he accepted it. Two
months after
he had joined the company and his family had relocated, the project was
canceled. He was out of a job, far from home—with only two weeks'
severance.
Marcia
landed a four-year consulting assignment working for a major management
consulting firm at the rate of $70,000 a year. She would be paid through an
intermediary (a temporary services firm) from which she would also get
benefits,
such as health insurance and paid time off. In addition, if the project
ended
early, she would get four months' pay.
Which
position seems more secure: the full-time "permanent" position on
payroll with
only a few weeks' severance in case of job loss, or a "temporary"
assignment
with a four-month guarantee? Which company has made a greater commitment to its
workers? Which workers are more at risk; which have more security? To
answer,
consider more cases in depth.
Case
Study: Ellen
A
New Way of Thinking About Herself
After
an active search and more than 15 meetings with one prospective
employer, Ellen
received an offer from them for a high-level position in the banking
industry.
She had developed excellent relationships with everyone she had met, and her
follow-up notes were on target. She even talked with the vice chairman
of this
large company.
The
first compensation package they offered was mediocre, so she put a lot
of
thought into negotiating an increased package. When she presented her
ideas, the
hiring manager actually told her that he would have been disappointed if she had
not come back asking for more. They agreed to her request for an
increase in the
base, the bonus, and various perks. But they balked at her request for a fair
severance package. As a new employee, she would get a mere two weeks'
severance,
despite coming in at a package of almost $200,000.
She
asked them what would happen to her if the company or her division were
acquired? What kind of reassurance could they give her about that? None, they
told her. The $200,000 compensation would be irrelevant if she got to
stay there
only a few months!
The
company was taking virtually no risk at all. If she lost her job, they
would be
out about $8,000 (two weeks' severance on her base pay). She had
interviewed
with a lot of people there, representing a certain investment on the
bank's
part. In the old days, that usually indicated that they intended to keep you.
Once you had found a job, you had found a home. But, today, if a company does
not grant you a reasonable severance package, they are hardly taking any risk in
having you come on board. It's as if they are saying, "What the heck! We did our
best in selecting you. If it works, that's great. If it doesn't, it
won't hurt
us."
It
is now normal to go from consulting to payroll
and
back again, over and over.
Even
if you are placed on payroll, a lack of severance represents a lack of
commitment on their part. Payroll is merely the way they are choosing to pay you
and has no relevance to how long they will keep you. If Ellen didn't
work out or
if the company's circumstances changed, it would be easy to let her
go.
Ellen
was aware of this large imbalance, and was discouraged. She had planned
to cut
off her discussions with other companies (which were in the early stages anyway)
to commit herself to this one. She had been thinking like a true-blue,
loyal
employee—putting all her eggs in one basket. She felt better when she
realized
that there was no reason to do that. Her new employer was making a small commitment to her. Why should she make a big commitment to
them?
She
decided to continue talking to the other companies, and hoped that they
would
"hurry up with their decisions." I asked her, "What's the hurry? If you
accept
this job, you can't afford to view it as permanent. Rather, tell
yourself and
others that you've landed a very nice assignment, and that you don't
know
exactly how long it will last. It fits in with your Forty-Year Vision,
and it
actually makes you more marketable. When these other firms ask what you
are
doing these days, you can tell them about this wonderful 'assignment'
that may
or may not go on for a long while." This thinking made her feel more in
control.
I
continued: "Perhaps you will start working with this bank, and four
months later
something will gel with one of the other companies. Then you can decide
whether
to stay or leave. You do not have a job in the old-fashioned sense. The
company
that hired you is acting more as if this were a short-term assignment
than a
permanent job, and that's how you must also see it. You're simply
playing by the
rules that they have set up."
Hiring
companies may decide the rules, but workers can still defend themselves. Ellen
decided to speak with even more companies before she started the job.
She
reasoned that soon she would be working long hours, and it would be
easier to
keep up the contacts she had established than to start from scratch to
make new
ones later. Ellen now sees herself as a consultant who happens to be on
payroll.
For
the rest of this article, including how to handle consulting work on
your
resume, click here or paste into your browser: http://www.fiveoclockclub.com/ 2010/06/the- new-normal- employee- consultant- and-back- again/
- 3.
-
Fwd: [Atlanta Business Links] A free Contact Tracking Package for Jo
Posted by: "Peter Lutz" lutzpf@gmail.com peter_f_lutz
Fri Jun 25, 2010 9:29 am (PDT)
Peter Lutz
(908) 672-9150
lutzpf@gmail.com
www.linkedin.com/in/peterlutz
---------- Forwarded message ----------
From: "Randal Kirkpatrick" <reddrum30005@yahoo.com >
Date: Jun 25, 2010 9:31 AM
Subject: [Atlanta Business Links] A free Contact Tracking Package for Job
Search and Beyond
To:
take a look at www.jibberjobber.com
- 4.
-
LEAD: Informatica PM - NYMetro - to 140k
Posted by: "john sampson" jcsspike@yahoo.com jcsspike
Fri Jun 25, 2010 9:30 am (PDT)
* 5-7 years as a technology team lead or project manager in a
Financial Services firm
* Significant experience in database design and development
* Dot Net/Visual Studio/C#
* SQL Server/T-SQL
* INFORMATICA
Description:
Leading a team of developers this individual is responsible for the
architecture, design & development, security, operational integrity and
maintenance
Soft Skills:
* Strong written and verbal communication skills
* A minimum of five years successful team leading experience
* Ability to clearly communicate complex issues with technical
staff as well as less technical business stakeholders
* The ability to coordinate and organize work while meeting
multiple deadlines
* Ability to work independently with minimal supervision
* Strong interpersonal and people management skills
* Ability and willingness to take on additional tasks as assigned
* Ability to interpret and deliver on business requirements
documents (BRD).
Technical Skills:
* 5-7 years as a technology team lead or project manager in a
Financial Services firm
* Significant experience in database design and development
* Dot Net/Visual Studio/C#
* SQL Server/T-SQL
* INFORMATICA
* Business Objects or similar BI package
* Spotfire (nice to have)
* Application Architecture and SOA
* Exposure to all stages of the development lifecycle, from
requirements through design through development through rollout through
support and maintenance
* PMP/MS in Information Systems/ Computer Science a plus
Resumes to Terry@cisny.com
MIS Ntwk Assoc Mtg Dates:
June 29th - Recruiter Night Out Dinner mtg - Joe Gadino CSC Moderator - Diane Briggs KPMG - Mike Petronaci JHeart - John McKinley Morotta Controls - Janelle Razzino Razzino Associates
July 6th - No Meeting Holiday
July 13th - Tues - Bring 20 copies of your resume - 6 pm - NEW LOCATION - BERMAN LARSON KANE (BLK) 12 Route 17 North, Suite 209 Paramus, New Jersey 07652 - Do not use GPS - go to BLK site for directions - 201.909.0906 - plan to have dinner with us afterwards
- 5.
-
Fwd: [TheBreakfastClubNJ] Another interesting article
Posted by: "Peter Lutz" lutzpf@gmail.com peter_f_lutz
Fri Jun 25, 2010 9:30 am (PDT)
A must read article !
Peter Lutz
(908) 672-9150
lutzpf@gmail.com
www.linkedin.com/in/peterlutz
---------- Forwarded message ----------
From: "oscar montoya" <oscmontoya@yahoo.com >
Date: Jun 25, 2010 11:22 AM
Subject: [TheBreakfastClubNJ] Another interesting article
To: <TheBreakfastClubNJ@yahoogroups. >com
from liz ryan:
If you've been job hunting for a while, it's likely that nothing can shock
you. Still, these job-search realities may give you pause. The 2010 job
market is different from what many of us are used to, and some job-hunt
tactics that used to work well are now ineffective (or should at least be
reexamined). These six points represent the new reality--is your job search
on the mark?
*1. Most resumes submitted through company websites don't get read.*
The biggest problem with the "spray and pray" approach to job hunting is
that most resumes thrust into the Black Hole (that is, official job-search
channels such as a company's website) don't get read. Even in organizations
that search electronically for keywords, too many candidates have the right
words on their resumes, and there aren't enough HR screeners to review all
the resumes that pass the first screen. That's why you're better off
networking your way into an interview, or reaching the hiring manager
directly, than trying to be found in the Black Hole.
===================== ========= ========= ==
*Also on Yahoo! HotJobs:*
- Fun ways to beef up your
resume<http://hotjobs.yahoo.com/ >career-articles- fun_ways_ to_beef_up_ your_resume- 1232
- Job references can make or break
you<http://hotjobs.yahoo.com/ >career-experts- job_references_ can_make_ or_break_ you-119
- Find a new job near you <http://hotjobs.yahoo.com/ >jobs
- *Get personalized Twitter job alerts from Yahoo!
HotJobs<http://www.hotjobsresources. >com/rrc/twitter/ ?utm_source= HJcareerarticles &utm_medium= careerarticles& utm_campaign= Twitter
*
===================== ========= ========= ==
*2. Most screeners have zero understanding of the job.*
If you've spent time on either side of the hiring equation, you already know
that most of the clerical screeners who separate resumes into "Let's
Interview" and "No Thanks" piles have almost no experience with the function
they're screening for. That's why your best bet is to avoid the screener
altogether by reaching the hiring manager via LinkedIn, snail mail, email,
telephone, or an intermediate connection (you'll likely find him or her on
LinkedIn, too). You know what the job is about, so talk about what's
important in the role--not the endless list of posted job requirements.
*3. Most of the stated job requirements aren't required.*
Employers dream up job-spec requirements the way little kids pad their
holiday-gift wish lists. Most of the formal job requirements given for a job
are not essential. Don't be deterred from applying for a
job<http://hotjobs.yahoo.com/ >because you miss a few of thejobs/
"must-have" bullets listed on the job ad. In
most cases, if you can solve the pain the employer is facing, a missing
certification here or a slightly different degree there won't amount to a
hill of beans.
*4. Most job ads that say "Salary History Required" are fibbing.*
An employer wants to know that your salary
requirement<http://hotjobs.yahoo.com/ >is not completely out ofsalary
the company's hiring range. You need to give them a
salary target, either in your cover letter or in your resume. They
*don't*need to know every salary you've ever in your life. If you're
filling out a
web form that forces you to input a salary for every job you've held since
high school, put your current salary target in the "salary" field every
time. Then, at your first opportunity (an open comment box, for instance),
say something like "All salary figures reported in this form are my current
salary target."
*5. Most managers don't want to ask all those interview questions.*
If you think the interview <http://hotjobs.yahoo.com/ > is gruelinginterview
and tedious for you, imagine it from the hiring manager's side--and then
imagine the conversation repeated eight or ten times! Most hiring managers
don't relish the idea of interrogating candidates about their backgrounds.
Go into the job interview ready to talk about what the job requires, and
what you've already done that's similar. That's the key. Don't sit passively
and wait for the next question--join in the conversation with a question or
two of your own: "So, I'd imagine that here at Acme Dynamite, a good
knowledge of roadrunner behavior is pretty important--is that your view,
also?" (Though this active approach works well with hiring managers, it
doesn't work as well with HR screeners.)
*6. Most of the hiring decision is "fit."*
Don't pretend to be shocked! I'll bet you always knew that most of the
hiring decisions at most companies focus on "fit" rather than textbook
qualifications. How can you improve your "fit" for the hiring manager's
sake? I wouldn't bother. Be yourself. The right employers will love what you
bring, and the ones who don't love your persona wouldn't appreciate your
gifts if you did get the job. Keep putting irons in the fire, and go to
every interview you're invited to (if the job is too far from your house or
the people in the company seem evil or crazy, you can always back out
later). Fit is a two-way street, anyway. If the folks at a given employer
don't get you, save your talents for somebody that does.
- 6.
-
GENERAL: FINAL REMINDER - RECRUITER NIGHT OUT DINNER MTG TUES 6/29
Posted by: "john sampson" jcsspike@yahoo.com jcsspike
Fri Jun 25, 2010 12:03 pm (PDT)
SAVE THE DATE
COMBINED DINNER MTG – TUESDAY, June 29th
Recruiter Night Out
Raffle: 2 $100 Amex Gift Certificates donated by Razzino Associates
On Tuesday evening, June 29th, MIS Network Associates (MNA), IT-Networking, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Networking, and Careers In Transition (CIT) will host a combined Recruiter Night Out dinner meeting for members, alumni, friends, and guests at The Holiday Inn in Totowa, NJ. The Recruiter Night Out will include a dialogue with a panel of four recruiters from the venues listed below responding to pre-published questions and ad hoc inquiries from the dinner meeting attendees:
- Corporate: Diane Briggs - KPMG
- Corporate: John McKinley – Marotta Control Systems
- Contingency: Janelle Razzino – Razzino Associates
- Contingency: Mike Petronaci – J Heart
The panel will be moderated by Joe Gadino CSC
Unedited questions for the panel are included below. These questions are subject to editing until Friday, June 25th, when the final list will be published electronically to the previous recipients. Please return your comments on the questions to John Sampson at jcsspike@yahoo.com ASAP. The final questions will be available in hard copy at the registration desk the evening of the dinner meeting on June 29th. Again, ad hoc questions will be accepted by the moderator during the discussion with the panelists and Joe Gadino may have a few questions for the panelists himself.
The schedule for the dinner meeting on June 29th will be:
- 6:00 to 6:45 pm – Registration, "speed dating", and cash bar
- 6:45 to 7:15 pm – Personal Introductions
- 7:15 pm - Dinner
- 8:00 pm - Panel discussion moderated by Joe Gadino
- 9:30 approx - Raffle – You must be present to win
The informal networking groups are so helpful in networking that we will do the "speed dating" again on the 29th before we sit down for dinner and the general introductions. Briefly, these informal "dates" consist of up to 4 people and last for 5 to 10 minutes. At the end of the 10 minutes, the groups break up and new ones are formed with different participants. Suggested dialogues for your "speed dating" encounters will be provided at the registration desk in case you are at a loss for what to say during these conversations.
There will be an opportunity to circulate up to 75 copies of your resume, personal bio, leads, or other appropriate material in a handout for each participant from the dinner.
The cost will be $45 for everyone if forwarded by mail or other to John Sampson by COB Monday June 28th at 2 Blackfoot Cir, Wayne NJ 07470. Checks should be made out to John Sampson who can be reached by phone at 973-248-3251 or via email at jcsspike@yahoo.com . Reservations can also be made by contacting Lizanne Fiorentino at adminedg@optonline.net but checks must be sent directly to John.
An initial list of attendees will be emailed to all the RSVPs, members of MNA, the ETP Network, TENG, The Breakfast Club of NJ, Monmouth Ntwkg, IT-Net, CIT and other interested parties over the weekend of June 26th. The RSVP list will facilitate networking at the June 29th meeting and can be used to communicate with attendees in advance or after the dinner meeting. For those attendees who are working, current work affiliation, email address, three previous companies you've worked for/consulted at, professional job interest or position availability must be included in your RSVP.
For those attendees who are in transition, three target companies should be included in your RSVP as well as the type of position you seek.
A "final" numbered RSVP list of attendees will be available along with the pre-published questions and an ID badge at the registration desk on the 29th. Your number on the final RSVP list should be part of your introduction: "I'm number x on the RSVP list …". All attendees should have their sharp, crisp, 30 second elevator speech at the ready. Too many "ahs, dees and doeses" will be cut off unceremoniously. Remember, you and your introduction will be between the rest of the attendees and dinner!
A final RSVP list of the actual attendees will be emailed to everyone who participated by July 4th weekend.
We will accept a LIMITED number of walk-ins on the 29th. Anyone who attends on the 29th and whose check has not been received by COB on the 28th will be charged $60 WITHOUT EXCEPTION. There will be NO refunds and no shows WILL be billed.
Again, bring 75 copies of your bio/resume, leads, or materials you wish to be included in the handout the evening of June 29th.
Directions to the Holiday Inn at One Rt 46 Westbound in Totowa can be found at www.holiday-inn.com/totowanj . Traffic congestion on Rt 46 at rush hour is always substantial, so allow an extra half hour to get to the Holiday Inn.
Dues are due for MNA Members.
If you would like to help out at the meeting on the 29th, volunteer to be a "Meeting Marshall". Call John Sampson at 973-248-3251 for details. We can use your help!!!
Please join us for what always is a well attended evening of lively discussion, great networking opportunities, and a chance to just catch up.
Draft Questions for Recruiters Night Out 06/29/10
(Pls edit these questions appropriately and return the results to John Sampson)
Industry Related
1. What is your perception of the current job market?
2. Are there any companies/industries where there is a lot of hiring activity?
Client Related
3. Are any of your clients/customers refusing to accept resumes from candidates who are unemployed?
4. What are the top issues or problems that your clients are trying to solve?
a. most sought after skills?
5. What do you think about cover letters?
6. What is your/your client's policy regarding references and Social Security numbers up front? Are they required, what should a candidate do when asked for them?
7. Do your customers/clients use social media for recruiting or due diligence on candidates?
Personal
8. How important is it to respond immediately to an ad for one of your positions?
9. What can a person do to differentiate themselves from their competition?
10. How important are certifications? Which ones are in the most demand?
11. How and how often should candidates stay in touch with you?
Final
12. Considering the audience tonight, is there a final piece of advice you would like to offer them about dealing with Recruiters like yourselves?
MIS Ntwk Assoc Mtg Dates:
June 29th - Recruiter Night Out Dinner mtg - Joe Gadino CSC Moderator - Diane Briggs KPMG - Mike Petronaci JHeart - John McKinley Morotta Controls - Janelle Razzino Razzino Associates
July 6th - No Meeting Holiday
July 13th - Tues - Bring 20 copies of your resume - 6 pm - NEW LOCATION - BERMAN LARSON KANE (BLK) 12 Route 17 North, Suite 209 Paramus, New Jersey 07652 - Do not use GPS - go to BLK site for directions - 201.909.0906 - plan to have dinner with us afterwards
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