JobProx

I spied JobProx on Springwise. They are currently seeking investors through an Indiegogo campaign. 

JobProx relies on jobseekers downloading the apps onto their devices and then connecting with their LinkedIn profile.

I could see this working really well in controlled job seeking events such as information sessions, career fairs, conferences and mixers, since you are in a public place, thinking about work, not out in your pajama pants thinking about buying a quart of rocky road and wondering if you will have time to wash your hair today. I'm also not clear about how to turn the job seeking broadcast off and on. It might also need to remind you to update your LinkedIn profile and maybe suggest some keywords or skills to add to your profile.

I wonder how much tailoring employers can make for finding proximate, desirable job seekers. For example, at our career fairs, one employer might be looking for first and second year biology students for summer (temporary) employment and they have received specific funding that requires a candidate to be a returning student. On the other hand, a museum might be looking for summer workers and will take "any arts, any science, any education (as in elementary and secondary education)" and this second group of employers is also interested in those biology majors. How could you tailor your LinkedIn profile to bring you to the attention of both employers? The candidate has to provide an updated profile that includes this specific information, while an employer needs to be able to search by education and possibly specific year. However, based on this video, I would conclude that an employer can only search for candidates by app on, LinkedIn profile and breathing in the vicinity. Which I might be able to accomplish just as effectively with a T-shirt.

Still, this might be neat to test at an ALA placement event.

Evolution of the Internship from InternMatch

This infographic is from InternMatch, though I can't find it on their website (had to go through Mashable).

CERIC studies work from home opportunities

The Canadian Education and Research Institute for Counselling (CERIC) is offering a train-the-trainer series on legitimate work from home opportunities. This will be of interest to people who have been asked about the legitimacy of work from home opportunities as well as to identify the providers that offer these opportunities.

Dear Mother from the iProject Atlas

Spotted on Strombo's blog.

This young man saved up and paid off his mother's mortgage.



I love this video since I regularly spend time with young adults and I get tired of hearing people from my generation or older who comment on the selfishness and sense of entitlement of young adults. This is absolutely wrong: they are just people, younger, but no better or worse than their elders.

MYO wearable gesture control

Rather than talk about Google Glass, as a presenter I'd much rather talk about MYO. MYO is a wearable pointing/computer navigation device that removes the camera from the equation (Kinect = camera).

 

I see many practical uses for this device, especially if it can be used with the Internet of Things (examples from the McKinsey & Company Insights) or they should have some discussions/swap API with these guys that are using cloudy water to make a display.

 

I guess we will be seeing MYO in the shower videos.

The Shower and the Google Glasses, or is this about discretion?

So not only do I have to ask people to clean up their social media profiles, I now have to ask, do you have any Google glass photos that we need to worry about?

I'm not sure how worried to be about this (remember Justin.tv? no, I didn't think so), but I think it will mean that I have to have more discussions with people about are they really your friends if they take these pictures and post them online at Embarrassing Nightclub Photos.com?(No, not making it up and NSFW) and then describing how to remove these photos from social media services. I find it interesting that when making presentations about the social media work search that I have to discuss qualities and virtues such as discretion and friendship and the dangers of meanness to personal reputation.

Two Monkeys were Paid Unequally: Excerpt from Frans de Waal's TED Talk

This video has been making the rounds on social media this past week, so if you have already seen it, you can skip it--though it made me laugh every time.

 

This also explains why some companies try to keep their salary data completely secret. I am sure the monkey's reaction would have been different if she/he had no idea she/he was being cheated out of a lovely grape.

The Problem when Sexism Sounds So Darn Friendly on the SciAM Blogs

According to the blog post author, The Problem when Sexism Sounds So Darn Friendly points out that this is a repost in light of current events, so you may have read this before. Like the author, I think this might be a good time for a revisit.

Melanie Tannenbaum, the author of The Problem when Sexism Sounds so Darn Friendly, comments on recent events, such as the controversy over the obituary for Yvonne Brill and the outcome when the author of I F-ing Love Science revealed that she was female, while referring to research into hostile and benevolent sexism. The research she quotes is from 1996 (17 years ago) so if anyone knows of an update, I would be happy to read more on this topic (benevolent sexism, not sexism in general). I am especially interested in light of this result:

...those who endorsed benevolent sexism were likely to admit that they also held explicit, hostile attitudes towards women (although one does not necessarily have to endorse these hostile attitudes in order to engage in benevolent sexism).

Tannenbaum also posits an example where benevolent sexism is alive and well, and working to the detriment of both men and women.

However, to those people who still may be tempted to argue that benevolent sexism is nothing more than an overreaction to well-intentioned compliments, let me pose this question: What happens when there is a predominant stereotype saying that women are better stay-at-home parents than men because they are inherently more caring, maternal, and compassionate? It seems nice enough, but how does this ideology affect the woman who wants to continue to work full time after having her first child and faces judgment from her colleagues who accuse her of neglecting her child? How does it affect the man who wants to stay at home with his newborn baby, only to discover that his company doesn’t offer paternity leave because they assume that women are the better candidates to be staying at home?

The post is worth a read, though, as I mentioned, I would like to know about more recent, possibly international research into these attitudes.

I also wanted to share my favorite comment from researching this post (and quoted in the linked article from The Guardian about the fracas) came from a person responding to all of the commenters* talking about the science blogger's lovely femaleness: "My fellow dudebros: Chillax. In science, sex is just a single genome characteristic,"

*And yes, I looked up commenter, since Google hated the spelling: commentator is for sports, commentor might still win in common use, though one source I checked suggested that "-er" is preferred over "-or" as a suffix (that explains computer, but not tormentor), and commenter just hasn't been added to the New Words and Slang. For now, I am going to use it, but let the best neologism win.

This is How You Get Your Next Job by Andrea Kay

This is How You Get Your Next Job is about "fit" and how to manage the employer's impressions, or "negative impressions", of your suitability for employment. It is not targeted at any one industry or type of worker, such as professionals or entry-level workers, and though many job seekers will take something of value away from the book, any potential reader who has been told that they didn't get the job offer because of "fit" or for the person about to go for their first skilled-occupation interview.

Overall, the author has offers advice and exercises that will help with interview preparation, such as the list on What employers look for that includes desired qualities such as flexibility, stable behavior and intellectual curiosity, and the Would You Hire You test which includes several essay type questions that will include content you can use for answering interview questions. The encouragement for reflective thinking and self-examination, especially for a person that has had a few failed interview attempts and needs to examine their behavior in the interview, would be helpful for some readers. I would pair this one with Ron Fry's 101 Great Answers to the Toughest Interview Questions, which I like for basic training in interviews.

The author does spend a lot of time focused on the "negative filtering" techniques that employers use to decide who is a suitable candidate. Negative filtering is a cognitive trick used to determine if something is mismatched or incorrect according to our perceptions. In a mild form, negative filtering could mean removing a candidate from the running because they fail to show up wearing a tie. In its most abhorrent manifestation, when a candidate is the wrong religion, race or gender for a job, negative filtering can remove those candidates from consideration, based on the filter of the interviewer. Most of the book focuses on the failure to demonstrate follow through or stable behavior and how those traits are demonstrable and when not achieved how an interviewer can filter candidates out based on the lack of those traits. On the whole, when considering the exercises, candidates can make sure that they demonstrate the traits that employers look for and apply it to their career management.

I did like this book, especially for a reader who is getting ready to enter the professional work force, though I felt demoralized by the litany of employer complaints that sometimes felt frivolous. For example, one interviewer states they would not hire a person who wore patterned hose. Maybe the person meant the airy crocheted kind or fishnets, but this seems to be pretty picky when compared to a person's ability to regularly show up on time and write cogent sentences--not to mention the fact that the patterned salesperson could sell snow to an Inuit. Some of the employer likes and dislikes seemed a little silly when the person's abilities were not considered, but the candidates were discarded for trifling fashion faux pas or some conservative bulwark against tattoos or piercings.

The advice on what to say and not say in an interview, your first presentation to an employer, was really well done, even if some of the picky faults were a bit exasperating at times. I would recommend readers who have the presentation down pat to review the chapter on Things you should never do once you get a job or in your career--ever as a worthwhile introduction to basic career management and etiquette when dealing with colleagues and supervisors. This is How You Get Your Next Job is useful, though it can get a little annoying at times, but it does remind you that interviewers are human too, with their own foibles that candidates need to acknowledge to find employment.

Career Counselling Appointments at ALA Annual

This message just popped up in my LinkedIn groups and I thought it might be useful for people planning to go to Annual

Group: American Library Association Subject: Now Accepting Career Counseling Appointments ALA JobLIST Placement Center Now Accepting Career Counseling Appointments

Career Counseling
Saturday and Sunday
June 29 & 30, 2013
9:00 a.m. - 5:00 p.m.
Location: ALA JobLIST Placement Center,
South Building of the McCormick Place Convention Center, Chicago


During the upcoming ALA 2013 Annual Conference in Chicago there will be a number of activities and events scheduled to assist library workers, and specifically job seekers, in preparing for effective job searches. Included in these activities will be an opportunity to have a FREE one-on-one session with a professional career counselor.

Recharge your career by meeting with a professional career coach. She can guide you in strategizing for the next phase of your career, solving a problem in your current job situation, defining goals, and/or rejuvenating your career. Each one-on-one session is 20 minutes, and is completely confidential.

If you have never experienced career counseling, or just haven't used this type of service in a long time, this is the perfect opportunity to either introduce yourself to or reacquaint yourself with a service that can be useful throughout your career.

Take advantage of the opportunity to talk with a knowledgeable professional about your career concerns. This service is free and available whenever the Placement Center is open.

To see the full range of activities for job seekers, for more information, or to sign up for an appointment, visit the ALA JobLIST Placement Center website at: http://joblist.ala.org/modules/jobseeker/Conference_Workshops.cfm .

ALA is concerned about library workers, and we’re working to help you meet your career challenges. Hope to see you in the ALA JobLIST Placement Center.
Posted By Beatrice Calvin

It's not always about gender

In my stream last night, I saw that Gay Kawasaki had reposted a listicle from Cristina Cordova about how to attract more women to startups. I agree with most of the post in that you need to clean up bro culture in the workplace, for civility and for clarity in job titles and postings, but I'm not sure you need to do it on account of my fragile lady parts.

First of all, suggesting that Team Lady is the only group of people who would be upset by bro culture overlooks a significant group of people who dislike aspects of that culture and don't think it is good for business.

1. We love your cultural symbols--especially when I don't have to think about what they mean. Oh, god, the ninja thing. This is a bit like talking about how your Jedi mind tricks worked and meaning it. This is about what we believe an icon is and not what it actually represents--and how little it has common with the job you have to do. These job titles don't make sense on your resume, so if your startup fails and you need to look for a paying job with another company everybody in their HR thinks you ran an anime club for three years.
   
   And while we are misappropriating cultural icons, why can't we use [code] slinger, gangster, naut or crusader? Because they sound silly and childish and only the Japan of our imagination is cool enough to rate a job title. Cordova does point out that some startups use rockstar and hacker, but again, we use them because we don't have to think about what the term really represents, and she doesn't mention how those titles undermine the credibility of your employees when they are engaged in the work of growing, marketing, representing or selling your startup.


2. Alcohol makes the money come round. Recently, I toured a startup facility with a friend of mine who abstains from drinking alcohol for religious reasons. As the guide spent five minutes expressing how much business got done in the tavern below the startup space, my friend just put her hand over her eyes and tried to block him out. His argument was that if you don't drink, there was no reason for the other people in the space to talk to you and give you advice and assistance. And the space was awesome. I wanted to bring my sleeping bag to work and fuel my enterprise with the coffee from the excellent coffee shop below that he failed to mention on his tour, except as another tenant in the building. The insistence that alcohol lubricates business persists in many industries, not just in coding, and that the cool and knowledgeable drink beer and lots of it, is a myth that we perpetuate, as in the Hipper Crowd of Shushers.
   
   Reliance on alcohol to facilitate business cuts out a whole group of people who don't want to mix alcohol with work and who might make stupid decisions if they did mix alcohol with work. It's like we're back in high school, all being pressured by the cool kids to drink. And if you did give in to their pressure, let's remember how that turned out. Now imagine it posted to YouTube while you are trying to get VC funding.


3. Lets have a discussion about how jerks are replaceable. At one of my interviews, I had a grilling from the IT team leader who used a common programming term incorrectly. I corrected her, but SHE quickly established that her usage was correct. I let it go and got the job, but she continued to bring it into the conversation for two weeks after my hire until our supervisor told her to let it go. My point is, jerk is genderless and not limited to coders. Maybe we should talk about how these people strain the workplace, as well as misrepresent us to clients. Hire well is good advice for all hires, regardless of gender, and maybe your college roommate who joined the startup in its first week is not as good at their job as you think.


4. She doesn't talk about the roles that women will be hired for. This is one issue where there appears to be a workplace gender divide. I have suggested that the post focuses on hiring women coders, but women do play other roles that a startup needs to thrive and they are not treated as if they understand the arcane mysteries of technology, as in this ad from Samsung.
   
   
   
   Ah, the ladies, bringing down the code bros with their insistence on not spending money on two kegerators. And not being smart enough to recognize the redundancy reducing technology the bros are using to mock them with. 

Though they could have trotted out the silverback stereotype, the middle aged, suited dude who refers to all of the code bros in the diminutive, as in Danny or Jimmy, and who hasn't updated his technological know how since teletype. But there are no old people in startups anyway.

So yes, I admit that gender does play a role; however, there are some areas, such as alcohol and protecting crappy employees, that should be discussed without gender, since some arguments that use gender fairness as their rationale put women in the position of being the angel in the workplace.

What is Meetup?

This summary is from an in-house presentation that I delivered in early March 2013.

Meetup is an online social networking tool that is meant to connect people in the same geographic region who have the same interests to form a group online and then use calendaring and map software to meet In Real Life.

In fact, to form a meetup group, you must agree to meet in person.

Signing up for Meetup

You can sign in to Meetup using your email address and a password or you can connect with your Facebook account. Connecting with your Facebook account means you can immediately invite your Facebook friends to your Meetup groups. You can also see what groups your Facebook friends are a member of.

However, Meetup is useful for “out of network” matchmaking; for example, if you are the only person in your Facebook network who owns their own business, your Facebook friends are not the people who can help you write a business plan or get answers to your questions about VC funds. You can use Meetup to break into networks that are currently closed to you.

What does it cost?

Meetup is free for regular members, but there is a fee to form Meetup groups. Organizers can only run three Meetup groups at one time.

 In this case, if we formed a Career Knowledge Group for campus, but offered a variety of events, this is one Meetup. If we formed a Career Knowledge Group for Arts, Engineering and Education, and each with a separate group of members, we could not add a Science Meetup group without paying for an additional administrator account.

Since there are fees for Meetup groups, some organizers do ask members to pay a small fee when they attend their first meetup. Other Meetup groups are sponsored by groups or business organizations, which can offer some ad space for the sponsors on the Meetup group page.

What groups are on Meetup?

Groups are usually formed around hobbies, such as knitting and movie watching, while others are for educational, such as learn Spanish, and business purposes, such as the Startup Edmonton Meetup.

Some Meetups are even combinations of hobbies, businesses and education: for example, I belong to a vegetarian and gardening meetup which includes a potluck event to meet people and usually a presentation from a local entrepreneur, such as making straw bale homes.

Career services can make use of the educational and entrepreneurial meetups, but since we can also encourage people who are planning to relocate from or to Edmonton, to use Meetup to build a local community to alleviate homesickness.

Open and Closed Groups

Some groups are open meaning that you don’t have to be a member to see upcoming events, while others are closed and events are accessible to members only. Some closed groups only require a request to the organizers to join, while others will ask you to email the organizer with a sort of, why should you let me in to your Meetup group message. Some groups will allow you to remain a member even if you never attend a meetup, while others will kick out people who fail to show up to even one meeting, or who RSVP but fail to show up. All of these rules will depend on the organizer(s).

What does a group page look like? 

• Business Link Alberta 
• Conversational English, Vancouver Group 
• Vancouver Real Estate Investors Foreclosure Insider Club - this Meetup is sponsored, so you can see what a sponsored Meetup group could look like

What does the user dashboard look like? 

• There is a stream of events, including a list of Facebook friends that are on Meetup, as well as information about who has RSVPd to Meetups the user currently belongs to. 
• There is a calendar, which can include suggestions for Meetups that the user may not have registered for or if they are not yet a member of, though they all relate to the user’s interests 
• An editable list of user interests so the user can search for new Meetups.

Why Meetup? 

Meetup combines several familiar tools in one place, so people familiar with all of these tools do not have to learn new skills to use Meetup:

• Mapping Event planning, including RSVPs and group management 
• Calendars, which includes notifications of new meetups, importing calendars to existing services, such as Google calendar 
• Group formation and forums, as well as commenting on events and attendance monitoring 
• Tagging and categorization 
• Review services because attendees can add a review to an event after they have attended 

Facebook uses some of these services, but Meetup encourages out of network connections and socializing outside of Meetup. Meetup offers some solution for event management, though they have not currently worked out the ticketing and event payment process, should a fee by required by the event organizer.