The Professional’s Guide to Surviving a Recession Posted: Written by: Mark Lamkin, COO of Gatlin Education Services

10 Ways to Use LinkedIn to Boost Your Career Posted: How to make LinkedIn work for you

Retiring Baby Boomers - Does Your Company Have a Plan? Posted: Baby Boomers are those people who were born between 1946 and 1964, representing 76 million individuals. The sheer magnitude of the number of births during this period has had a major impact on many aspects of our economy over the last fifty years. During the next five to ten years, we could very well experience the greatest impact our work force has ever seen. Baby Boomers make up a third or more of the nations work force. The implications for the work force could be huge as the Baby Boomers retire. They currently fill many of its most skilled and senior jobs. This group is made up of some of the most aggressive, creative and demanding workers on the market. They have been referred to as the "work-alcoholics". Their work habits & dedication are second to none. Baby Boomers tend to value personal growth, want to be involved, believe in team orientation, and they value company commitment and loyalty. They understand and believe in sacrifice for success and are pretty comfortable with conflict. They seek opportunities for emotional fulfillment, meaning in their lives, and like to be asked for their input. They are believers in "paying one's dues". Baby Boomers are motivated by group discussions, teamwork, and increased responsibility. Corporations value their expertise, stability, experience, maturity, and wisdom. Among the options likely to grow more common in order to retain our aging population of workers are part-time positions, job sharing, flex-time, consulting arrangements, and extended time off when possible. It's important to provide Baby Boomers with public recognition, perks with status, and reward work ethic and long hours. Traditionally, most people retire in their early to mid-60s. If that holds true, between 2008 and 2020, tens of millions of people will leave the work force due to retirement. By 2010, the 50 year old - plus portion in the United States will grow by 21 million and the number of Americans older than 65 is expected to grow to 40.2 million while the 18 to 34 year old portion will grow by just 5 million. By 2018, all but the youngest Baby Boomers will be of retirement age. "Baby Boomers are going to be retiring in droves starting with the end of this decade. There are certain industries and professions that are going to be hit very hard." says Arlene Dohm, an economist with the Bureau of Labor Statistics in Washington, D.C. As stated, there are certain industries and professions that are going to be hit hard as Baby Boomers start to retire from the work force. Complicating the situation is a much smaller pool of workers immediately following the Baby Boomers. This smaller pool represents the Generation X group: those people born between 1965 and 1980. This group represents only 46 million individuals. The gap between the 76 million Baby Boomers and the 46 million Generation X group is one of the issues work-force planners are most worried about. Generation X individuals prefer an entrepreneurial, independent type of work style. They usually thrive on diversity and desire high levels of responsibility. They are very quick to find other employment if employers fail to meet their needs as they tend to be a bit impatient. This group has learned to be flexible and mobile. They desire immediate feedback and honesty. They have grown up learning by doing, and for the most part, need visual stimulation. Generally speaking, this group tends to focus on results while working in a fun, casual environment. They require signs of employer commitment to develop loyalty. In order to retain your Generation X folks, you should set up a system for promotion based on performance rather than age or tenure, establish a culture that allows involvement in the decision making process and mutually beneficial relationships with management. The term Generation Y refers to the young adults born between 1980 and 2000. They're the children of Baby Boomers and the upbeat younger siblings of Generation X. Their presence will continue to grow each year for the next ten years. The Generation Y, aka Echos and Nexters, do not know life without the internet. They are used to 24/7 availability and connectivity. These folks are self-confident and optimistic and they admire integrity. The culture that is most suited for these individuals is one of a competitive nature as they are goal and achievement oriented. They have a capacity for multi-tasking and truly understand the importance of global connections. They value honestly and integrity in leaders. They tend to be very savvy yet blunt and contradictory. Generation Y is most interested in working with people they "click" with. They want to be treated with respect for their ideas. Generation Y is motivated by rapid results and unique work experiences. These folks thrive by high levels of diversity and responsibility. What matters most to them is the quality of their manager. They want the opportunity to communicate with all levels of the organization and receive mentoring by senior executives. In order to retain Generation Yers, establish a culture that allows for highly creative work, flexible schedules, and individual incentive programs. Given the differences in work styles, employment attributes, and motivation factors between the aging loyal Baby Boomers, the fun Generation Xers, and the opportunistic Generation Yers, it is important to alter the culture to support the entire work population. It's important to consider the styles, characteristics and motivators of each of the generations and redefine traditional work relationships to not only suit the aging worker, but the young adults just now coming into the work world. As noted in "Preparing for Baby Boomer Retirement" by James J. L'Allier, Ph.D & Kenneth Kolosh, "While the stakes are high and the issues complex, those companies that think through the data, come up with the right questions and craft a long-term comprehensive strategy now not only will survive this historic wave, but also will have the potential ride its crest. Useful demographic information, insights into associated data and a set of comprehensive questions will help you lay the foundation of a strategic plan to position your company for opportunity and growth as the retirement wave approaches." If you have not already done so, now is the time to determine your company's strategy for not only the large number of retiring Baby Boomers but for the shortage of Generation X and Y workers. Jeannie Moravits Smith Principal Consultant, President/CEO HR - Rx, Inc. http://www.theHR-Rx.com April 2008 Article Source: http://EzineArticles.com/?expert=Jeannie_Moravits_Smith

How to Retain Key Employees in the Age of the Hopper Posted: In the College Student Career Confidence Survey, 61% of college students said they expected to be with their first employer for less than 3 years. 16% expect to change jobs as quickly throughout their career, 34% will switch every 4 years, while 50% expect to change jobs every 5 years or longer. In a different survey conducted by Citrix, 61% of workers would like to be able to web commute on a frequent basis. In fact, workers preferred this benefit over stock options and on-site childcare. What's this mean? It means organizational leaders need to begin connecting their people more intimately with the values that drive their companies, and learn to connect with the values of their employees. The Citrix survey underscores how the workforce has changed over the years, reflecting a society that is more mobile, versatile and focused on personal freedom than at any other time in American labor history. Never before have we been more connected. But, connected to what? Unless leaders connect their people to something bigger than themselves (or bigger than a paycheck), they can expect to see turnover rates, and the subsequent costs of recruiting and training, continue to rise. Based on the survey, every 3-4 years 50% of their workforce will have turned-over. Organizational storytelling -capturing the stories that drive the values of the organization and connect people to a vision or a noble cause- can go a long way toward reducing turnover. More to the point, connecting people to a larger vision propels the entire organization forward at an exponentially faster rate...allowing everyone in the organization to experience the benefits of accomplishing company goals much more quickly. So, where do you find these stories? And, how do you make them believable? Here are five tips on establishing effective organizational stories. 1. Look around, be aware. Andrew Grove, former Intel CEO, espouses "management by walking around". There are a number of benefits to this. You remain connected to your business from the floor-up. You connect with your people. It's also a great way to collect stories. As you engage your people, ask them about challenges they've encountered and how they overcame barriers. Collect these stories. Connect them to the values of the organization. 2. Structure the story for the listener. If you use stories, then you are a storyteller. This means focusing on the need of the listener. In walking around you'll have discovered the personal values that drive your people. Infuse your stories with these themes and you'll capture their attention. 3. Be real. Many people have a disdain and mistrust for those in authority. To overcome this barrier you need to be authentic and real. If you tell a personal story, do include situations in which you failed...and what you learned from that experience. Be able to laugh about it. Also tell stories about how you succeeded before you were a leader. In each case you're meeting your people where they're at. 4. Be consistent. If you undertake the storytelling strategy, you need to stay with it. Over time people will connect with you through the stories. They'll come to expect them. If your stories are effective, they'll look forward to your stories. 5. Be strategic. Use your intuition. Know when to deliver a story and when not to. Telling a good story can become addictive...so use your stories at strategic moments and don't over-do it. 6. Get help. Storytelling is intrinsic to the human experience. We all learn through stories. However, because of education, training and life experience, not everyone is comfortable scripting, structuring and telling an effective story. If you're in this group, don't be afraid to get help. Remember, organizational stories are strategic. They're meant to deliver a specific result. To ensure the best results possible you should strongly consider seeking a little extra help. So, in the Age of the Hopper (people hopping from job to job), leaders must focus on internal branding as much as they focus on outward branding efforts. Stories accomplish this internal branding. You'll be infusing the values of the organization you're your stories. You'll support the mission. You'll give the vision flesh and blood. So, in a time when people are truly seeking connection, organizational narrative can be a powerful tool in accomplishing the goal of keeping the hoppers at home. (c) 2008 James Phelps Creative Coach, consultant and copywriter, James Phelps, is the creator of "Practical Creativity: The Complete System for Powering-Up Your Creativity for Unrecognizable Results". To learn more about this step-by-step program, and to sign up for his FREE how-to articles and other resources, visit http://www.See-Create.com Article Source: http://EzineArticles.com/?expert=James_V_Phelps

Why Do a Criminal Record Check? Posted: Employers should ensure that all of their employees possess a good background given that it is the later which can break or make the name of the company.

Employee Management Advice for Employers Posted: A business organization is as good as the way it manages its employees.

Combating the Most Time Consuming Workplace Distraction Posted: Ever find that your workday does not go as smoothly as planned?

Gartner Raises IC Forecast Posted: written by Mark LaPedus, courtesy of EE Times

DoD Launches Engineering Research Program Posted: written by George Leopold, courtesy of EE Times

Interview Road kill - “I Haven’t Done it, but I Can Learn” Posted: <p/><p><span style="font-family:arial;font-size:85%;">OUCH…I can feel your pain. Your interview ended with those words. The fat lady sang.</span></p> <p><span style="font-family:arial;font-size:85%;">Employers realize you can learn if you've been in the workforce for a while, or if you've graduated College. Of course you can learn. It's even a bad answer for an entry-level job candidate.</span></p> <p><span style="font-family:arial;font-size:85%;">But today, employers don't want someone who can learn, they want fast solutions to problems.

Thank You! Make an Impact in 5 Minutes Posted: Why do fewer than 10% of all candidates blow off the easiest way to stand out? It’s so simple…the thank you note. Yet so few take advantage of writing a simple thank you…so it’s a huge advantage to those who do. Why write a Thank You note? Here’s 5 reasons:

The Inside Track on Recruiters – Top 10 Tips Posted: It's so simple, and so few candidates do this. And the higher up the management chain the candidate is, the more effective they can be using this strategy. Interestingly, the higher up the management chain the candidate is, the LESS LIKELY they are to actually do this! It's such an easy way to stand out, such an easy way to get priority and additional help from recruiters.

The Duel – Facebook vs. LinkedIN Posted: Which is better for your job search, Facebook or LinkedIN? The case for LinkedIN:

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