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You're Only Perfect Twice: At Birth and on Your Resume Review

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You're Only Perfect Twice: At Birth and on Your Resume ReviewWant a great, fulfilling career? Buy this book. Larry Dillon is one of the nation's top headhunters--executive recruiters--and no one knows more about crafting resumes that open doors and conducting interviews that nail the job than he does. Best of all, he approaches the job search subject from the psychology of the hiring manager, providing key insights and strategies few other authors can touch. If you want to manage your way to the top of your field, buy this book today.You're Only Perfect Twice: At Birth and on Your Resume Overview

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Agile Career Development: Lessons and Approaches from IBM Review

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Agile Career Development: Lessons and Approaches from IBM ReviewReview of "Agile Career Development - Lessons and Approaches from IBM"
IBM has developed a career development model for all employers...large, mid-size, and small....to follow in order to have the tools and "...agility to quickly and effectively change the way decisions are made..."
Let's be honest, the business world as we know it is changing. The workforce began its evolution with the addition of Gen Xers into key positions and management roles and continues with Gen Y and the mass departures of the Baby Boomers. Areas of the employee/employer relationship need to be revamped in order to have the people strength to move business forward and to ensure profitability.
One of these areas is career development and the move away from traditional plans and systems that are followed blindly but do not provide results. Traditional approaches to performance management, compensation planning, and career development are no longer adequate. Traditional career development tools are disconnected and their value to the employee is not clear. A career development program that truly supports business strategy and business outcomes is the IBM model in "Agile Career Development."
The ability of employees is directly related to organizational alignment and accomplishment of organizational goals. Business processes will succeed only if adequately skilled and motivated employees, supplied with accurate and timely information, are driving them. This is the premise in "Agile Career Development."IBM used internal surveys, exit surveys, and their "World Jam" to elicit information from employees. In other words, IBM listened to its employees. IBM redefined the roles of employees and managers and focused on "engagement" that played a key role in supporting the new agile career development tools. They were then able to realize the results of an expert workforce as key to growth and innovation. This is a model that will work for all employers. The book makes reference to the global workforce and the globalization of work but the model set out in "Agile Career Development" will also move non-global companies towards success and positive business outcomes.
Josephine L. Simmons
Human Resource Management Professional
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Army of Entrepreneurs: Create an Engaged and Empowered Workforce for Exceptional Business Growth Review

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Army of Entrepreneurs: Create an Engaged and Empowered Workforce for Exceptional Business Growth Review
The title of my review refers to what I believe is Jennifer Prosek's key point in this book: To paraphrase, Think like a gardener and decide what you want to grow, when and where to plant it, prepare the soil, plant, and then nourish the soil and protect the garden. In the business world, the gardeners are supervisors and what they must grow is what Prosek describes as an Army of Entrepreneurs (AOE), high-potential leaders with an entrepreneurial temperament and worldview. Prosek offers what many of these supervisors need to develop that potential: "An easy-to-follow, replicable [key word] plan of action that can be instituted [two more key words] quickly and inexpensively."
Organizations reflect those who lead them and that is especially true of the largest organizations, such as General Electric. Consider what Jack Welch said years ago at one of the company's annual meetings. He responded to a question: Why do you admire entrepreneurial companies so much that you want GE to become more like one?
"For one, they communicate better. Without the din and prattle of bureaucracy, people listen as well as talk; and since there are fewer of them they generally know and understand each other. Second, small companies move faster. They know the penalties for hesitation in the marketplace. Third, in small companies, with fewer layers and less camouflage, the leaders show up very clearly on the screen. Their performance and its impact are clear to everyone. And, finally, smaller companies waste less. They spend less time in endless reviews and approvals and politics and paper drills. They have fewer people; therefore they can only do the important things. Their people are free to direct their energy and attention toward the marketplace rather than fighting bureaucracy."
In addition to the aforementioned "game plan," Prosek also offers anecdotes and case studies that illustrate the AOE model in real-world circumstances as well as statistics, research, and commentary from various experts in the business community. Years ago, Thomas Edison observed, "Vision without execution is hallucination." That is why Prosek places such great emphasis on explaining or at least suggesting how to create, lead, deploy, and support an AOE. At the conclusion of each of 12 chapters, she inserts a "Six Steps Forward" section that lists what to do right after reading the material in the given chapter.
In Chapter 3, she shares her own thoughts about why big companies need entrepreneurs (i.e. to support innovation, keep in touch with customers, retain the most valued workers, move faster, and expand globally) and then recommends seven specific strategies for larger organizations (Pages 35-42). The case studies include those of Edward Jones, Emerson Electric, Ernst & Young, IBM, and Intuit. Again, the focus is on what works, what doesn't, and why. Other material within her narrative that caught my eye include "boot camp" (Pages 59-60), conducting training "workshops" (Hunting for Business, Advanced Hunting, Intrapreneurship, Planning and Organizing, and Teaching the Business), creating a talent pipeline (six steps, Pages 83-85), measuring success (formal and informal, Pages 113-129), managing disaster (Pages 172 and 189-190), and "Ten Questions to Ponder" in Appendix A (Pages 191-192).
Throughout her lively and eloquent narrative, Jennifer Prosek skillfully invokes a variety of military metaphors as she explains how to create "an engaged and empowered workforce for exceptional business growth." She rigorously covers each step of the process: recruiting, hiring, orientation, training, deployment, and performance measurement. There is no shortage of metaphors to call upon when describing this difficult but nonetheless essential process. I congratulate her on this brilliant achievement.
Those who share my high regard for this book are urged to check out Brian Carney and Isaac Getz's Freedom, Inc.: Free Your Employees and Let Them Lead Your Business to Higher Productivity, Profits and Growth, Erika Andersen's Growing Great Employees, Dean Spitzer's Transforming Performance Measurement and Enterprise Architecture as Strategy co-authored by Jeanne W. Ross, Peter Weill, and David Robertson.Army of Entrepreneurs: Create an Engaged and Empowered Workforce for Exceptional Business Growth Overview

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Million-Dollar Hire: Build Your Bottom Line, One Employee at a Time Review

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Million-Dollar Hire: Build Your Bottom Line, One Employee at a Time ReviewI absolutely loved this book and found it so instructive on really complicated statistical principals related to the hiring process. I am an in-house labor attorney so I have to be well-versed in these topics. What I liked most about the book is that it boiled down these complex concepts into an understandable format. I will be using it to help educate my HR people and other business associates who need to know this stuff!Million-Dollar Hire: Build Your Bottom Line, One Employee at a Time Overview

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What Color Is Your Parachute? 2008: A Practical Manual for Job-hunters and Career-Changers Review

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What Color Is Your Parachute 2008: A Practical Manual for Job-hunters and Career-Changers ReviewI am currently between jobs, and use this book every day to plan my job search. It is literally like a shot of confidence in the arm. The book is full of great insights not just on the job search, but also on the entire psychology of it all. It has great websites you can use to do career tests and personality tests. The great thing about the book is that the author has so much experience, so is able to draw on those many years, to give advice. It is like having a high-paid careeer coach. I can't recommend this book enough.What Color Is Your Parachute 2008: A Practical Manual for Job-hunters and Career-Changers Overview

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Why Don't They Just Get a Job? One Couple's Mission to End Poverty in Their Community (Nonprofitmaking Organizations) Review

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Why Don't They Just Get a Job One Couple's Mission to End Poverty in Their Community (Nonprofitmaking Organizations) ReviewWhy Don't They Just Get a Job? answers the question that so many people throw out about those living in poverty. Often the assumption is that they COULD get a job if they tried. This book details the very real obstacles and barriers that many willing want-to-be workers face and shows how when they receive the proper training to obtain and retain jobs they can enter the work force and be productive resources for our country's future.
The question I have after reading the book is Why Don't People Stop Asking Why Don't They Just Get a Job. This is a book that will help agencies and individuals who are committed to raising people out of poverty. But it is also a book that will help people understand the underlying issues that prevent some people from finding and keeping jobs.
What the Phillips have done in Cincinnati is nothing short of amazing. Liane Phillips and Echo Garrett spin a good tale of how a retiring couple can make a difference not only in hundreds and thousands of lives, but in the fabric of a city. This should be a pilot program for every city in the country, but who would run the programs? Do other cities have resources similar to what the Phillips' provided for Cincinnati Works? I'd like to see this model spread across the country. Read it. Then find out what you can do to re-create something similar in your city.Why Don't They Just Get a Job One Couple's Mission to End Poverty in Their Community (Nonprofitmaking Organizations) Overview

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Make the Right Career Move: 28 Critical Insights and Strategies to Land Your Dream Job Review

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Make the Right Career Move: 28 Critical Insights and Strategies to Land Your Dream Job ReviewAfter reading Rachelle Canter's concise and insightful chapters on preparing a winning résumé, I spent a couple of hours revising mine. Now, for the first time in my life, I feel totally confident presenting it to prospective clients. My new résumé articulates who I am and what I am capable of doing, as well as what I've accomplished--in only two pages. Knowing that my clients have this information in hand, and armed with other useful tips from the book, I suddenly find myself more optimistic and assertive during interviews. Dr. Canter advises us that "the major obstacle to your dream job is in your head," and she delineates an easy-to-follow path to overcoming our doubts and anxieties. Make the Right Career Move is a confidence builder throughout.Make the Right Career Move: 28 Critical Insights and Strategies to Land Your Dream Job Overview

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The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach Review

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The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach ReviewTHE QUICK TAKE: Roy Cohen's The Wall Street Professional's Survival Guide: Success Secrets of a Career Coach is well worth the money and (much more importantly) the time you will invest. Anyone thinking about a professional job in financial services should buy this book - whether you give the book a quick look or a careful read, it will reward your efforts. And even those who aren't currently looking to change jobs should use this book to think about how - and if - they are managing their career.
FULL REVIEW: Roy Cohen has been a career coach in New York for many years, and in this book you can hear his voice and feel his experience. The book is full of real knowledge and a great deal of practical, usable, and specific advice. The style is easy to read and encouraging. If there's a particular topic you're interested in, it's easy to find what you need, when you need it.
The book is also very timely - the last two years have wrought major changes in financial services, so it's helpful to have an up-to-date and realistic view.
One of the strongest points of the book is that it talks about the emotional issues many job searchers will need to deal with, and focuses on the impact your own attitude can have on your outlook and your performance in the job search.
Another strength of the book is how it raises and suggests ways to manage a variety of issues and baggage that job searchers may bring. There is a relatively wide range of people and problems discussed in the examples.
Finally, for me the book did a great job of stimulating my thinking in lots of different ways - Cohen covers a lot of territory. It led me to think about quite a few approaches and options that I hadn't considered before reading the book.
There are a few areas for improvement:
- No book can or should try to cover everything on a topic like this. And it's also a good idea to get different opinions. So a list of other resources - books, websites, etc. - seems like it should always be included. But other than a few suggestions, Cohen suggests very few other resources.
- Web tools like Facebook and LinkedIn are mentioned in passing, but there isn't any real discussion of how to leverage those tools or whether he considers them worthwhile.
- While I'm sure some of the exercises have survived the test of time in his own coaching practice, it's probably worth a harder look and some refinement if there's ever a second edition of the book.
- It might be useful and interesting to add a chapter about how the world looks from the viewpoint of the firms and the people doing the hiring. There are lots of useful insights about this throughout the book, but a more complete picture of your partners in this dance could be useful, especially coming from Cohen.
But that doesn't take away from the value of the book. Read the book, think hard about your situation, then start working to get some results.
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The Unwritten Rules of the Highly Effective Job Search: The Proven Program Used by the World's Leading Career Services Company Review

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The Unwritten Rules of the Highly Effective Job Search: The Proven Program Used by the World's Leading Career Services Company ReviewYou may be lucky enough, if you have the bad luck to be a downsized executive, that your last employer will see fit to plunk down $10,000 so that the author of this book will coach you to get a new job. If not, your best bet is to plunk down $21.95 and buy this book. You won't get the hand-holding or on-call career consulting, but you'll get just about everything else an insider with the world's biggest executive outplacement firm has learned about the brutal facts of landing the next job. Orville Pierson tells it like it is. He treats the reader like he would a member of his family who comes to him for advice. It's a guide that covers all the basics, sure, but what really sets the book apart is the no-nonsense advice required to score a new job. The Pierson Method, as he terms the collection of his dos and donts, is a proven roadmap for unemployed people. Yes, it can be a lonely and scary journey. What I like the most is that Pierson acknowledges that the biggest obstacles aren't out there in the woods. They are inside us. In our minds. The important thing is not to act like a victim. The case histories he provides give us the confidence to move forward in trying times, and that's all anyone of us can aim for.
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Job-winning Answers to the Hardest Interview Questions Review

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Job-winning Answers to the Hardest Interview Questions ReviewI picked up this book on a whim since I hope to be interviewing soon after having not job hunted in a long time. I cannot believe what a great guide it is. Everyone knows you're supposed to pick something about yourself that's really a plus when asked for your weakness., and not to complain about your current job or be apologetic or insecure. But this book gives real questions interviewers ask and what they are secretly deducing from your answers. After reading this book, I can't believe I answered some of these questions the way I did in the past. It is a real eye opener, even for someone who has already established answers for the usual questions.Job-winning Answers to the Hardest Interview Questions Overview

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101 Great Answers to the Toughest Interview Questions Review

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101 Great Answers to the Toughest Interview Questions ReviewOur company's research has shown that poor communications cause more stalled progress in organizations than any other issue. One of the primary areas where this occurs is in hiring. Most people end up giving an incomplete and misleading impression of how they would do in a new job. Most interviewers fail to ask and pursue questions in ways that will overcome this problem. Mr. Fry's book helps surmount both problems so that the right person gets the right job for her or him, and the company involved.
One of the great strengths of this book is that it has an organized process for a job seeker to prepare for interviews. As Mr. Fry puts it, "Interviewing is 50 percent preparation." There are pages of questions to be answered as background before considering the questions that interviewers are likely to inquire about. This preparation makes developing those answers much easier, and improves the quality of the responses as well. But beyond that, the preparation will also help the job seeker do some thoughtful self-examination for determining where your strengths, interests, and background fit.
The author does a nice job of explaining that the key question is: "Who are you?" in terms of your potential ability to do the job.
Mr. Fry encourages honesty, and shows ways that interviewers will try to check on that quality in you. On the other hand, he also encourages you to give responses that will play well with the interviewer (spinning as it were). I suspect that a more straightforward approach would be more appealing to most interviewers.
For example, one sample question is to describe the latest book you have read. Rather than describe some wholly inappropriate book, he encourages an answer with a business-related book like Stephen Covey's The Seven Habits . . . . I think a better response would be to say, "Why don't I describe a book I read that relates to this position?" Then if the interviewer doesn't object, start talking about one that seems relevant. Otherwise, you can give the impression of being someone who only reads business books, which is probably not true.
A similar issue comes up with the question: "How long have you been looking?" The author suggests saying a short period of time, even if it has been long. I think a better and more honest answer would be to describe how long you have been looking for the specific position you are interviewing for, and explain why it may have been a while. For example, you may be very choosy, or perhaps there are few positions of the sort you really want. That would make a person more credible to me as an interviewer.
The advice is very good in one sense -- it places equal emphasis on good answers and on bad ones. So you will know what can hurt you. You will also learn about the different types of interviews, and what can help and hurt you in each one.
I found almost every question that I have ever used as an interviewer over the last 30 years in this book, so you should be well prepared for most interviews by following this book. Your self-confidence should also be higher because you are unlikely to be caught unprepared by a question.
Just be sure that the job you are looking for and take is one that excites you both for what the organization stands for and what you will be doing. Otherwise, you will simply be selling yourself short to get a paycheck. Don't do that!
Good luck in finding that ideal position!
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