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Personal Branding Interview: Jim Camp
September 30, 2009 by Candice AToday, I spoke to Jim Camp, who is the best-selling author of negotiation books Start with No and No: The Only System Of Negotiation You Need For Work and Home, and is chairman of Camp Negotiation Systems. In this interview, Jim tells us what challenge we all face, what people need to know about how to negotiate, how emotions come into play and what to do about it and more.
Jim, you have trained hundreds maybe thousands of people world wide over the last 20+ years, what one challenge do they all face?
No matter the culture, no matter the language, no matter the country, Russia, China, Japan, Brazil, The Philippines, U.S., I see the same thing every time. People don’t really know what negotiation is and what it is not. When you ask the audience or the client to define negotiation they are all over the map. For example some will say, “get as much as you can but leave the other guy happy.” Or I’ll hear, “it is a process of give and take and no one is really happy.” Or I’ll hear, ” give up what you must but take all they will give you.” The list could go on all day. But that is the very first challenge. -
Personal Branding and the Digital Economy
by Candice AThe world is changing and it’s going to have a monumental affect on every profession and person. The rules and boundaries have shifted as the internet and social networking have evolved into staples of our everyday lives.
Change is inevitable – growth is a choice
The world economy is in the process of going digital and more is on the way. Technologies like telepresence (Cisco) and GoToMeeting (Citrix) are allowing people to interact in stunning clarity over IP networks and their desktops revolutionizing the way we do business.
Televisions are now widget enabled and internet ready so users can enjoy their favorite social networking sites like Flickr and Twitter right from their living room. Heck, you can even watch your fantasy football team update right on your own TV as you watch the game — pretty cool! -
Top Jobs for College Graduating Class of 2009
by Steven Rothberg
They graduated into one of the toughest job markets in years, so what types of jobs were graduates of the college Class of 2009 most likely to be offered? Teaching positions topped the list, according to a new report published by the National Association of Colleges and Employers (NACE).
NACE’s Fall 2009 Salary Survey report lists teaching, management trainee, financial/treasury analysis, consulting, and sales positions as the top five jobs offered to 2009 graduates. “The types of positions offered to new grads has remained fairly stable over the past five years,” says Marilyn Mackes, NACE executive director. “In general, employers value graduates who have these the skills required for these types of positions, regardless of the economy.” -
Employee Satisfaction Categories and Process to Improve Retention
September 29, 2009 by Candice AHuman Resource Management is about achieving the best from your workforce. Achieving high levels of motivation, engagement and productivity is impossible when employees are unsatisfied or actively looking for alternative employment. Do you know which team members are seeking alternative employment and are these team members critical to your business? It is vitally important to business performance and success to understand the answer to this question.
HR Management can help you to understand employee satisfaction, retain key team members and improve productivity. In every organisation, employees will fit into one of the following categories:
1. Employees most satisfied with the organisation
2. Employees satisfied with the organisation
3. Employees content to stay with the organisation
4. Employees dissatisfied with the organisation
5. Employees looking to leave the organisation -
What it is like to attend Boston College
by William FriersonBoston College is located in Newton, Massachusetts. The campus is five miles from downtown Boston, where students will find places to shop and eat. On campus, students can see a Gothic style architecture with grass and trees. Boston College has about 1,000 undergraduates, and minority students make up around 25% of them.
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9 Ways Performance Appraisals Promote Business Development
by Candice AEmployee performance is an essential ingredient in any company’s ability to achieve its goals. Therefore managing employee performance is integral to business success. A well managed performance appraisal assists managers to assess and provide feedback to increase the competency of their team members. Developing skills, knowledge, attitudes and increasing team member capability are key objective of performance appraisals. For many businesses performance appraisals results in spending ‘time on the business’ to build capability.
Performance appraisals promote business development in the following ways:
1. Drive business performance
Facilitating performance appraisals means managers making an effort to communicate with their employees. Managers who care about the performance of their people and business will recognise the importance of providing feedback and assisting their team members to grow and develop. The performance appraisal is a proactive HR solution in driving business performance. -
Job Search Marketing Toolkit – Thank You Letters
by Candice AThank you letters are another important part of your Marketing Toolkit. The main purpose (besides the obvious thanks) is to ensure that the interviewer knows that, not only are you are a good match for the job, but that you heard everything that was discussed during the interview.
There is an expectation that everyone will send a Thank You letter, and those that don’t may not get the opportunity to continue in the interview process. This is your chance to list those characteristics that match the job and company profile. -
Twitter Is A Silver Bullet: Do You Know Anyone Who Has Said That?
by Candice AI need some help. Do you know of any articles, podcasts, blog posts, etc where a truly knowledgeable, experienced and practicing professional in any industry has said Twitter is the end all?
Here is why I ask. I am doing research for an article I am writing and a well known Recruiter/HR guy is poo pooing the use of Twitter and Social Networking sites in general. And he keeps talking about how people are talking about Twitter as the end all of recruiting much like people spoke about Monster.com and the job boards in the late 90′s.
The thing is I cannot find who this person’s sources are.
Sure a lot of folks are talking about this revolutionary new tool (memo, Twitter has been around a while) and how it can help companies, marketers and yes recruiters get their message out and find people to “sell” but I have not seen anyone say it is the end all.
Can you point me to any credible person in or outside of the Recruiter/HR world who says Twitter will change the axis of our planet?
Article by Paul DeBettignies and courtesy of MN Headhunter — where they “play with their cards face up.” -
Job Aggregators Versus Job Search Engines
by Candice AThere’s an interesting discussion going on in the comment section of a recent blog post by Alison Doyle between Alison and one of her readers. Alison wrote a post entitled “A Few Good Job Sites” in which she recommended that job seekers use job search engines such as LinkUp, Indeed, and Simplyhired. In a comment, ‘Paul’ criticized these and other aggregator sites as being very frustrating for job seekers due to the preponderance of old listings and duplicate jobs. Alison, in a reply comment, correctly points out that LinkUp’s job search engine contains no duplicate or outdated job listings because LinkUp only indexes jobs from company websites. In reading the exchange, I thought I’d weigh in on how I would define and differentiate sites like LinkUp, Indeed, and Simplyhired.
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Don’t Be a “People Person” In Your Job Search
by Candice AI understand the impulse to flesh out one’s career value with sweeping generalities:
- I’m a people person (or, I’m really good with people; or, I like people).
- I’m very strategic.
- I’m attentive to detail.
- I’m very organized.
- I’m results oriented.
- I’m innovative.
- I think outside the box.
- I’m a change leader.
- I’m a team leader.
- I bring people together.
I discourage this approach in favor of a more specific, focused method.
To engage in a job-search-related conversation with such bland language is counterproductive and akin to omitting the baking powder from a chocolate cake. The conversation falls flat. That glazed-eyes look you evoke in your listener (e.g., hiring manager, recruiter, HR manager, networking contact, etc.) results.
