The Memphis Grizzlies is seeking a Manager / Director of Youth Basketball Programming in Memphis, TN.
The Manager/Director, Youth Basketball Programming is responsible for regional and statewide growth of all revenue generating youth basketball programs – including Jr. Grizzlies Leagues, Camps, Clinics and Tournaments – resulting in increased registration and participation.
To learn more, or to apply online, visit the Memphis Grizzlies website.
Business networking can be a tricky subject. With that in mind, I received a great question from a reader I want to share with you. The reader writes, “A recruiter recently reached out to me about a particular job they are hiring for. I’m not a good fit for it, but I know someone who is. Should I say anything, or should I keep my mouth closed?”
At first glance, it may feel strange to turn down an opportunity, only to refer someone else. It may feel like you shouldn’t get involved. It could seem inappropriate to speak for a friend. Or, it might even feel as though you’re saying, “I’m not really qualified, but I know someone who is smarter than me. Here’s their phone number.”
Fortunately, recruiters don’t take referrals this way. They understand that you aren’t always looking for a job, or that a job isn’t quite a fit with your skills or goals. Or maybe it’s not located where you want to live. Or possibly, your current job is going great.
By referring a potential candidate, you are both helping your friend – and you’re helping the recruiter. When the recruiter has another position, they very well may think of you again. They’ll know that if you aren’t interested, you’ll help to find someone who is.
I remember one of the first times this happened to me. I was completing graduate school when I interviewed with a large gaming company that was interested to relocate me to Las Vegas. It was a great job, and the interviews were going very well. Midway through one interview however, I realized it wasn’t for me. I looked at the hiring manager and said, “I’m sorry; I don’t think I’m the person for you. But, I know who is!” I had a friend who was a perfect fit. The company was so interested that they interviewed him for multiple rounds and flew him to Las Vegas. I’m not sure how it all turned out, but given the chance, I would definitely do it again.
Now, I’m not necessarily advocating for this specific approach, but for the general idea. It’s best to refer a friend before you have started to interview for the job. But, the thing to remember is that networking is a two way street. It’s not all about getting something for yourself out of every professional interaction. It’s also about giving. In a way, this process is like referring someone to your favorite hair stylist or dentist. You’re sending the recruiter a trusted person you know could do the job well.
Depending on the recruiter, another advantage could be a referral bonus. External placement agencies and headhunters often provide a small financial incentive to encourage referrals. It is typically only paid out if the person you refer is hired.
Providing a hiring referral can be helpful to you, your friend, and the recruiter. It strengthens both your internal and external networks, and can help your own search in the future.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
One of the most common messages I received as a child was, “work hard and you will be rewarded.” This sentiment was echoed by loved ones, teachers, and mentors. There’s a good chance you heard the same rumor about life being fair and equitable.
Working hard is a critical component to success; don’t get me wrong. However, there’s more to it than just hard work. This can be an especially tough lesson for young professionals.
It’s not an uncommon experience for a newly minted graduate to work harder than their colleagues. They may even be smarter and contribute more new ideas. In some cases, they save the company more money or generate more in sales.
On the surface, it seems obvious. “I’m smarter. I work longer hours. I produce more revenue. I should be paid more.” Right? Not necessarily. At least, not yet.
After working for one to two years at a job, it is not uncommon for a young professional to experience frustration. They have proven themselves. They’ve worked long hours. And, they have figured out just how much more their lazy coworker makes than they do.
They do what seems natural and ask their boss for a raise. They’re shocked to learn that it’s not in the cards for them – at least, not in the way they were hoping. Sadly, companies generally only give two to four percent raises annually. This is the case even if you’re a great employee. Your future pay within a company is almost always based upon your current pay.
Companies also want to ensure that employees have room to grow each year. If you receive the top pay available today, how will they incentivize you over the next five years? That’s their reasoning anyway.
Often, your value is also tied up in perception as much as it is in reality. You may work hard at your desk for hours on end, but if no one knows about it, that value may be overlooked. This perceived value is created through building relationships – with your boss, upper management, and colleagues.
Last, your value may also be tied up in how rare your skills are. How difficult is it to replace you? How many people are available who can also do the same work? The more unique your skills are, the better. If those unique skills also generate a high value of revenue for the company, you’re even more likely to be perceived as irreplaceable.
Just remember, putting in your dues is where it’s at. Keep in mind the valuable experience you’re gaining. When you were in college, you would have gladly worked for free.
After you’ve put in your time and are ready to move up, consider moving on. Even the best internal employees are lucky to receive a small raise. An external move can sometimes increase your overall pay by more than thirty percent at one time. And, when you do receive your next offer, use your negotiation skills to get the best start possible.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com and on Twitter at @CopelandCoach.
Job seekers often spend quite a lot of time perfecting their resumes. From tiny details such as the font, to the experience and education sections, a resume can be mulled over for days, weeks, or months. It can be overwhelming, and can paralyze a job search. It makes sense. A resume can potentially contain every pertinent educational and professional detail, as far back as age eighteen. Worst of all, this information is expected to fit onto one or two pages at most.
In an effort to find relief and seek out perfection, many people turn to the help of a professional resume writer. This is someone who turns a job seeker’s background into a masterful work of art. They add in a trendy look, the right language, and the job seeker’s professional work experience.
Although this sounds good on the surface, I’d like to present an alternative point of view. I’d like to challenge you to take one hundred percent ownership of your own resume.
There are a number of reasons for this. First, accuracy is the most critical component of a resume. Your future boss can terminate your employment if your resume misrepresents your background or skills. Unfortunately, handing your resume over to a stranger, who likely does not specialize in your field, is a quick way to end up with mistakes.
When you change jobs, you’re also often interested to change the sort of work you do – or the type of industry you work in. Revising your own resume allows you to put some serious thought into the image you want to portray to your future hiring manager. It allows you to think through the examples of your previous work that best align to your future job. It can even help to shape your elevator pitch and cover letter. Essentially, you’re able to craft your own personal brand.
Don’t get me wrong, you shouldn’t revise your resume in a vacuum. Typos are one of the first things a hiring manager notices, and can be a filter for disqualifying candidates. Ask one or two close friends to read over your resume for mistakes, or anything that is difficult to understand.
If you do opt to use a resume writer, work closely with them to ensure they truly understand your background, and what makes you special. When they finish, ask the same one or two close friends to help you proofread it for mistakes.
Above all, remember that your resume will most likely not be what lands your next job. It’s often a personal connection or a chance meeting with a hiring manager that will connect you to your future career. Spending too much time dwelling on the details of your resume will only delay or reduce your ability to network with others.
Take the time to revise your resume yourself, then move on. Get out there and start talking to people. And, when you face rejection, don’t assume you need an entirely new resume. Instead, look for new networking contacts.
Angela Copeland is CEO and founder of Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
Today is an exciting day! Episode 100 of the Copeland Coaching Podcast is now live! What an awesome milestone!
This week, we talk with Matthew Kosinski in Jersey City, NJ. Matthew is the Online Editor for employment website Recruiter.com. Recruiter.com connects the next generation of job seekers with exciting, meaningful opportunities. At Recruiter.com, Matthew writes on employment topics ranging from employee perks to workplace happiness to salary. Matthew holds a Master of Fine Arts from The New School, and a Bachelor of Arts from Rutgers University.
On today’s episode, Matthew shares his tips on salary negotiation, how job searching and dating are similar, and new employee perks you should check out. Listen and learn more! You can play the podcast here, or download it for free on Apple Podcasts or Stitcher. To learn more about Recruiter, visit Matthew’s website Recruiter.com here.
I’d also like to give a big THANK YOU to my awesome Sound Engineer Daniel Lynn — who has put together all 100 episodes — and Music + Arts Studio for graciously allowing me to use their space to record the podcast every week!
I don’t typically ask for anything in return for the podcast. We’ve kept it advertising free, and focused on improving your job search. If you’re enjoying the show, please do me one favor. It will just take a minute, and will really help me out. Please go onto Apple Podcasts or Stitcher and leave a review. Reviews help the podcast to be found by listeners. It takes a tiny amount of time, but makes a huge difference. Thank you for your help, and for listening to the Copeland Coaching Podcast!
MARS is seeking a Production / Operations Manager in Columbus, OH.
The Operations Manager leads and integrates the efforts of the operating teams in orchestrate the area resources across multiple shifts and assure a quality product is safely manufactured in sanitary conditions. The Operations Manager is responsible for managing the area within cost goals and produce sufficient quantities to meet our customer’s demands with motivated and engaged associates. As required, act as the sole authority over all site assets and activities as needed during periods of Site Manager absences.
To learn more, or to apply online, visit the Mars website.
Google Fiber is seeking a Partner Manager in Los Angeles, CA.
As a Google Fiber Partner Manager, you will work with the largest real estate developers, property management companies, and Real Estate Investment Trusts (REITs) to bring Google Fiber service to MDUs (multi-dwelling apartments and condos) across the country. Your goal will be relationship building and project management excellence, working across Sales, Legal, Construction, Nest and others to deliver the best possible Google Fiber partner experience. You are a top performer who quickly adapts and thrives in an fast-growing environment. You have a ‘get it done’ personality, you’re a true team player that wants to work toward a shared goal, and you are passionate about Google Fiber’s mission to bring high-speed internet to people’s homes, business, schools and more.
To learn more, or to apply online, visit the Google website.
In today’s workplace, email is an inevitable fact of life. Gone are the days of predictable phone calls or regular in person chats to check in. The bulk of communication is expected through email. Often, one message may contain ten more or recipients, who reply-all with the smallest of details. It can leave your inbox jam packed, with many unread and unanswered messages.
At some point, this backlog of emails can become embarrassing. The good news is, there’s hope! In 2015, the Reply All podcast declared April 30th to be “Email Debt Forgiveness Day.” Email Debt Forgiveness Day is a time when you can respond to all the emails you’ve been too nervous to respond to, regardless of how much time has passed. An email that qualifies includes one that creates anxiety at both the thought of responding, and the thought of the length of time that’s passed since you received it.
You can now put that worry of your mind, and respond without the fear of a negative reaction. Simply explain the situation in your answer. And, you may want to include a link to an online article about this special day, just in case your recipient hasn’t heard about it.
If your inbox has grown to the point of no return however, Email Debt Forgiveness Day may not be enough to fix your problem. In this case, you might want to consider “email bankruptcy.” You can declare email bankruptcy by deleting all emails older than a certain date. Once the emails are deleted, you send a message to everyone who has emailed you. Explain the situation, and that you’re officially declaring email bankruptcy. Ask that if they still need a response to their message, they should resend their original email.
Both of these tactics can help you start over with a clean slate. Once you do, there are a few guidelines to follow to keep your inbox manageable going forward. First, cut back on email altogether by not hitting the “reply-all” button. This is such an enticing thing to do. It keeps everyone on the email string informed and gives you credit for your contribution. But, in reality, reply-all is very rarely helpful and usually creates many more messages than what are needed.
Come up with a set time of day that will be devoted to email, and develop a policy to respond to all emails within twenty four hours. This sounds hard, right? Very often, you don’t know the answer to every email within one day. If that happens, simply respond to the sender to say that you’ve received their message and are working to find an answer.
Last, use the features and tools within your email program to help keep things in order. Flags, categories, tabs, and automated out of office replies can all help keep you organized and ahead of the email game. To be competitive in today’s workforce, you must not only be great at your job, but good at managing your online communication.
Angela Copeland is CEO and career coach at Copeland Coaching and can be reached at CopelandCoaching.com or on Twitter at @CopelandCoach.
Accenture is seeking a Digital Delivery Director in Washington, DC.
The Digital Delivery Director is a creative and strategic thinker who is passionate about partnering to create amazing work. You will work closely with creative, strategy and account teams. Acting as a change agent will be key as we are building a new organization. You will assume a Player / Coach role and have the ability to provide technical oversight and Solution Architecture direction to both technical and non-technical teams. The Digital Delivery Director will also need to be someone who understands the linkage between marketing and technology.
To learn more, or to apply online, visit the Accenture website.
The United States Postal Service is seeking a Geographical Info Systems Specialist EAS in Memphis, TN.
Manages the design, development, and implementation of geospatial applications, systems, tools, and services that provide data visualization and insight into business performance. 2. Gathers and documents geospatial business requirements of stakeholders to develop and present solutions for achieving business objectives. 3. Conducts market research, data analysis, and reporting to support the planning, development, and execution of geospatial business requirements and solutions. Creates business request statements and preliminary scope documents to estimate project costs. 4. Manages cross functional teams in the technical design and project planning of geospatial information systems and analytics solutions in support of business stakeholder. 5. Provides technical guidance to geospatial system developers in the analysis, design, development, implementation and maintenance of geospatial analytics applications, systems, and tools. 6. Develops testing criteria and methods to validate accuracy of results to ensure that solutions delivered satisfy stakeholder’s expectation. Ensures solutions developed comply with organizational standards and strategies.
To learn more, or to apply online, visit the USPS website.
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