Does your resume measure up to the competition? Do you know how to best showcase your degree, past jobs and extra-curricular activities?
Learn the art of writing resumes while discovering what employers are really looking for! Join us for an informational two hour workshop that will help you develop a resume or fine-tune an existing one. Focus on identifying your skills, exploring your accomplishments, and learning what today's employers want to see.
The seats are limited so click here to REGISTER TODAY!
COST:
$50.00
TIME:
Sept. 15 or Sept. 28, 2010
5:30 p.m.—7:30 p.m.
LOCATION:
4 Copley Place , Suite 145
Boston, 02116
For questions please call:
Diversity Staffing Pros,
617-267-0047
Thursday, September 9, 2010
Wednesday, September 1, 2010
World Diversity Leadership Summit
Diversity Staffing Pros, LLC is a proud sponsor of the World Diversity Leadership Summit.
The World Diversity Leadership Summit (WDLS) brings together global leaders, experts, academicians and over 100 speakers.
Increase customer, employee and shareholder value by learning how to apply the latest diversity, globalization & inclusion strategies, trends and best practices to your organization.
Take away resources, tools and solutions you can put to work in your organization immediately.
So join us on September 13 & 14, 2010.
Please click here to register!
ABOUT THE WDLS
This Summit began six years ago (2004) in Prague, Czechoslovakia and has been hosted by the United Nations, the Vice Chancellor of Austria and the International Monetary Fund. It has also been held in Washington, D.C and New York City. This year, it will take place at Harvard University's:
LOCATION:
Joseph B. Martin Conference Center
Harvard Medical School
77 Avenue Louis Pasteur
Boston, MA 01876 (Longwood Medical Area)
WHO WILL ATTEND?
WDLS attendees from around the world will include hundreds of cross-industry:
•global leaders, senior corporate executives,
•policy makers, academicians, government and non-governmental organization (NGO) officials,
•diversity and human resources professionals and executives
•business owners
focused on the complex challenges and opportunities related to global diversity management.
For more details go to: www.wdlsummit.com
The World Diversity Leadership Summit (WDLS) brings together global leaders, experts, academicians and over 100 speakers.
Increase customer, employee and shareholder value by learning how to apply the latest diversity, globalization & inclusion strategies, trends and best practices to your organization.
Take away resources, tools and solutions you can put to work in your organization immediately.
So join us on September 13 & 14, 2010.
Please click here to register!
ABOUT THE WDLS
This Summit began six years ago (2004) in Prague, Czechoslovakia and has been hosted by the United Nations, the Vice Chancellor of Austria and the International Monetary Fund. It has also been held in Washington, D.C and New York City. This year, it will take place at Harvard University's:
LOCATION:
Joseph B. Martin Conference Center
Harvard Medical School
77 Avenue Louis Pasteur
Boston, MA 01876 (Longwood Medical Area)
WHO WILL ATTEND?
WDLS attendees from around the world will include hundreds of cross-industry:
•global leaders, senior corporate executives,
•policy makers, academicians, government and non-governmental organization (NGO) officials,
•diversity and human resources professionals and executives
•business owners
focused on the complex challenges and opportunities related to global diversity management.
For more details go to: www.wdlsummit.com
Tuesday, August 31, 2010
How to Build Your Networking Contact List
Networking is an integral part of business life with the goal to gain with new and valuable contacts that may be useful to you in your current job, or who may be able to help you in your future career goals. Building a strong list on contacts can be helpful to you in any number of ways – when you take the time to network, you never know who you will meet.
There are a few rules that you need to follow if you want to get the most out of your networking opportunities and build your contact list. First, you should be aware that almost any encounter could turn into a potential networking opportunity. So you need to be open to meeting new people at all times. You also need to recognize what is not an opportunity to network. No one will be receptive to you if you intrude on his or her personal space and time.
In addition, you need to approach people in the right way. You have to be confident, so firm handshakes and making eye contact are important. Make sure you are prepared to talk about you and your business. You might want to rehearse your opening phrase or plan a few “small talk” topics in advance. Knowing you are prepared will help give you the confidence you need to make a good impression.
At networking events, work the room. Experts recommend talking to each person for a maximum of three to five minutes. If you hit it off with someone, make plans to talk another time.
Now getting back to the actual contact list, here are some quick tips to build one. I think you'll be surprised, when you develop your list, about who you actually do know - and who they know. With that in mind, let's see who you know:
1.Industry Providers - Who buys from your company and who does your company buy from? These contacts can lead to unadvertised openings with your company's clients or vendors.
2.Professional Contacts - Employers, supervisors, co-workers (past and present), subordinates, clients, customers, fellow professional organization members and trade group members.
3.Personal Contacts - List extended family members, in addition to immediate family members.
4.Service Providers - Who do you buy from? On your list, include people you see only once a year or infrequently: hairdressers, dentists, massage therapists, attorneys, homebuilders, physicians, etc.
5.Volunteer Organizations - such as Boy Scouts, Girl Scouts, Church, etc. List them all and their members.
6.Personal Sports Teams and Kids Sports Teams - You would need to expand your idea of sports.
7.Alumni - Past, Present, and Future - Who doesn't want to help a fellow alumn, sorority sister or fraternity brother.
8.All the People Your Contacts Know - Just as you have hundreds, or thousands, of people in your network, so does each person you contact is connected to others.
Now that you've made your list, you have to figure out who you know that can help you get the job of your dreams. Be specific with your request, share how your skills will benefit the contact or the company, and tell your network what is the best way they can help you.
There are a few rules that you need to follow if you want to get the most out of your networking opportunities and build your contact list. First, you should be aware that almost any encounter could turn into a potential networking opportunity. So you need to be open to meeting new people at all times. You also need to recognize what is not an opportunity to network. No one will be receptive to you if you intrude on his or her personal space and time.
In addition, you need to approach people in the right way. You have to be confident, so firm handshakes and making eye contact are important. Make sure you are prepared to talk about you and your business. You might want to rehearse your opening phrase or plan a few “small talk” topics in advance. Knowing you are prepared will help give you the confidence you need to make a good impression.
At networking events, work the room. Experts recommend talking to each person for a maximum of three to five minutes. If you hit it off with someone, make plans to talk another time.
Now getting back to the actual contact list, here are some quick tips to build one. I think you'll be surprised, when you develop your list, about who you actually do know - and who they know. With that in mind, let's see who you know:
1.Industry Providers - Who buys from your company and who does your company buy from? These contacts can lead to unadvertised openings with your company's clients or vendors.
2.Professional Contacts - Employers, supervisors, co-workers (past and present), subordinates, clients, customers, fellow professional organization members and trade group members.
3.Personal Contacts - List extended family members, in addition to immediate family members.
4.Service Providers - Who do you buy from? On your list, include people you see only once a year or infrequently: hairdressers, dentists, massage therapists, attorneys, homebuilders, physicians, etc.
5.Volunteer Organizations - such as Boy Scouts, Girl Scouts, Church, etc. List them all and their members.
6.Personal Sports Teams and Kids Sports Teams - You would need to expand your idea of sports.
7.Alumni - Past, Present, and Future - Who doesn't want to help a fellow alumn, sorority sister or fraternity brother.
8.All the People Your Contacts Know - Just as you have hundreds, or thousands, of people in your network, so does each person you contact is connected to others.
Now that you've made your list, you have to figure out who you know that can help you get the job of your dreams. Be specific with your request, share how your skills will benefit the contact or the company, and tell your network what is the best way they can help you.
Wednesday, August 25, 2010
The Boston Business Journal Leaders in Diversity Awards
Congratulations to our Diversity Staffing Pros principal, Kim Dukes-Rivers, for being chosen as one of the honorees for the Boston Business Journal's Leader in Diversity Awards that will take place on October 21 at the Westin Waterfront.
The Boston Business Journal will honor seven individuals and three companies for their leadership in promoting inclusiveness and economic opportunity at its first Leaders in Diversity event.
As Chris McIntosh, publisher of the Boston Business Journal put it: "Providing economic opportunity to a wider cross-section of Bostonians and promoting more diversity are key components to making Boston a better place to live and work. We're pleased to honor individuals and companies that are taking the lead."
The individual honorees are:
• Catherine Donaher, College Bound Dorchester
• Nancy Wilsker, Brown Rudnick
• James Sturgis Jr., Royal Ahold
• Kim Dukes-Rivers, Diversity Staffing Pros
• Michael James, Boston Architectural College
• Deborah Enos, Neighborhood Health Plan
• Jeffrey Musman, Seyfarth Shaw LLP
Also, the companies that will be honored at the Leaders in Diversity event are:
• Deloitte
• MassHousing
• Neighborhood Health Plan
The Leaders in Diversity event also will also feature a panel discussion on Race and Business in Boston, that you won’t want to miss.
To read more, please click: Business Journal honoring diversity leaders - Boston Business Journal.
The Boston Business Journal will honor seven individuals and three companies for their leadership in promoting inclusiveness and economic opportunity at its first Leaders in Diversity event.
As Chris McIntosh, publisher of the Boston Business Journal put it: "Providing economic opportunity to a wider cross-section of Bostonians and promoting more diversity are key components to making Boston a better place to live and work. We're pleased to honor individuals and companies that are taking the lead."
The individual honorees are:
• Catherine Donaher, College Bound Dorchester
• Nancy Wilsker, Brown Rudnick
• James Sturgis Jr., Royal Ahold
• Kim Dukes-Rivers, Diversity Staffing Pros
• Michael James, Boston Architectural College
• Deborah Enos, Neighborhood Health Plan
• Jeffrey Musman, Seyfarth Shaw LLP
Also, the companies that will be honored at the Leaders in Diversity event are:
• Deloitte
• MassHousing
• Neighborhood Health Plan
The Leaders in Diversity event also will also feature a panel discussion on Race and Business in Boston, that you won’t want to miss.
To read more, please click: Business Journal honoring diversity leaders - Boston Business Journal.
Wednesday, August 18, 2010
Diversity Staffing Pros, LLC
Diversity Staffing Pros, LLC is currently recruiting for active and passive professionals in the areas of:
•Finance and Accounting
•Professional Administrative
•Information Technology
•Biotechnology/Life Sciences
•Engineering/Design
Get registered with us today for consideration for some of the best positions coming available this fall.
Visit our website today and upload your resume or send you resume and cover letter to jobs@diversitystaffingpros.com.
•Finance and Accounting
•Professional Administrative
•Information Technology
•Biotechnology/Life Sciences
•Engineering/Design
Get registered with us today for consideration for some of the best positions coming available this fall.
Visit our website today and upload your resume or send you resume and cover letter to jobs@diversitystaffingpros.com.
Wednesday, July 28, 2010
How to Master an Informational Interview
The last post tackled the subject of creating an elevator speech. We discussed its importance and we presented its special features. In this post, we will cover another important topic related to networking, informational interviews.
You hear many people talking about the benefits of informational interviews, but what exactly are they? The term informational interview refers to a 20-30 minute conversation that you have with somebody, in order to learn more about their professional experience, in an attempt to explore you own career possibilities. An informational interview differs from a job interview in that, the purpose of the informational interview is to ask for information, and to network and not to pursue a particular job offer. Also, in an informational interview you have the control, because you get to ask most of the questions and the focus is on the person whom you are interviewing and his/her expertise, rather than your job qualifications. And most importantly, you have much to gain and very little to lose in an informational interview, so the pressure is not nearly as high as with a job interview.
Now that we know what an informational interview is we can get into detail about the best way to conduct one. The first step is to build a potential contact list. You need to find those people that work in a setting you like, work in a company or career that is of interest to you. Once you narrow down the list you need to find a way to contact these people and set up a communication method preferred by them. You can approach them via email, by phone, or in person. Often it helps to first send an email and then follow up by phone. Once you arranged the informational interview then you can move to the next step which is to prepare for the interview. You need to do your homework about the contacts, including information about their career and company. Then, you will need to decide and plan ahead of time what you want to ask them. The questions need to be presented in a clear and organized manner. As the interview wraps up, ask if there is anything else that they would like to share about their work. And the most important part, ask your contact if they can think of other people it might be helpful for you to contact for additional information. By doing so, you will slowly start building your personal network. Finally, write every contact you interview a thank you letter within 24 hours.
Tip: A hand-written thank you note will help you stand out in the person’s mind.
You hear many people talking about the benefits of informational interviews, but what exactly are they? The term informational interview refers to a 20-30 minute conversation that you have with somebody, in order to learn more about their professional experience, in an attempt to explore you own career possibilities. An informational interview differs from a job interview in that, the purpose of the informational interview is to ask for information, and to network and not to pursue a particular job offer. Also, in an informational interview you have the control, because you get to ask most of the questions and the focus is on the person whom you are interviewing and his/her expertise, rather than your job qualifications. And most importantly, you have much to gain and very little to lose in an informational interview, so the pressure is not nearly as high as with a job interview.
Now that we know what an informational interview is we can get into detail about the best way to conduct one. The first step is to build a potential contact list. You need to find those people that work in a setting you like, work in a company or career that is of interest to you. Once you narrow down the list you need to find a way to contact these people and set up a communication method preferred by them. You can approach them via email, by phone, or in person. Often it helps to first send an email and then follow up by phone. Once you arranged the informational interview then you can move to the next step which is to prepare for the interview. You need to do your homework about the contacts, including information about their career and company. Then, you will need to decide and plan ahead of time what you want to ask them. The questions need to be presented in a clear and organized manner. As the interview wraps up, ask if there is anything else that they would like to share about their work. And the most important part, ask your contact if they can think of other people it might be helpful for you to contact for additional information. By doing so, you will slowly start building your personal network. Finally, write every contact you interview a thank you letter within 24 hours.
Tip: A hand-written thank you note will help you stand out in the person’s mind.
Wednesday, July 14, 2010
How to Create Your Elevator Speech
In the last post, we discussed networking, and in particular, how to create a networking plan. We explained why it is important to have a networking plan and the steps to create one. In this post, we will discuss another important topic related to networking and which is your elevator speech.
An elevator speech is a sound bite that introduces you in a succinct and memorable way (usually 30 seconds). It is meant to highlight your uniqueness and the benefit of getting to know you. The key is, it needs to be delivered effortlessly. An elevator speech is as essential as a business card. At any given time, you need to be able to say who you are, what you do, what you are interested in doing, and how you can help your listener. It usually comes in very handy when you attend an event, a conference, or some other type of networking opportunity.
Are you ready to start crafting your elevator speech? Here is what you need to know. Before writing any part of your elevator speech you need to know your audience and know yourself. You will be more likely to succeed if your elevator speech is clearly targeted at the individual with whom you are speaking.
Elevator speeches have certain essential features that you need to keep in mind. First of all, they are conversations, not infomercials, so don’t attempt to sound like one. Also, they are clear and concise, so you should try not to be too detailed. And most importantly, you need to practice, practice, and practice. If you practice, you are less likely to stumble and can focus on ending strong. At the end of your speech, or pitch, you need to insert your request. Do you want their business card, a job or to ask for a referral? Whatever it is, you need to make it sound memorable.
Want more networking information? Follow the next post as we will discuss: "How to Master an Informational Interview."
An elevator speech is a sound bite that introduces you in a succinct and memorable way (usually 30 seconds). It is meant to highlight your uniqueness and the benefit of getting to know you. The key is, it needs to be delivered effortlessly. An elevator speech is as essential as a business card. At any given time, you need to be able to say who you are, what you do, what you are interested in doing, and how you can help your listener. It usually comes in very handy when you attend an event, a conference, or some other type of networking opportunity.
Are you ready to start crafting your elevator speech? Here is what you need to know. Before writing any part of your elevator speech you need to know your audience and know yourself. You will be more likely to succeed if your elevator speech is clearly targeted at the individual with whom you are speaking.
Elevator speeches have certain essential features that you need to keep in mind. First of all, they are conversations, not infomercials, so don’t attempt to sound like one. Also, they are clear and concise, so you should try not to be too detailed. And most importantly, you need to practice, practice, and practice. If you practice, you are less likely to stumble and can focus on ending strong. At the end of your speech, or pitch, you need to insert your request. Do you want their business card, a job or to ask for a referral? Whatever it is, you need to make it sound memorable.
Want more networking information? Follow the next post as we will discuss: "How to Master an Informational Interview."
Thursday, July 1, 2010
How to Create a Networking Plan
In the past post, we discussed networking, what it is and why it is so important in your job search. In this post, we will go more in-depth than that and discuss the topic of creating a networking plan.
Knowing how to build your network can be a challenge. Below I will discuss a few steps a to creating your Networking Plan.
The first step is to determine the reason for building your network. Why are you trying to build a network? What are the short-term and long-term reasons for your network?
After determining your reason for building your network, you need to set your goals. If you are building your network, you need to state in your goals specifically what kind of people you want as part of your network. You should write those tangible goals down because these are the target people you want to build your plan around to achieve your goals.
The next step in building your networking plan is to establish how you are going to network with those targeted people. You will need to research these people and find out what events they go to and how you are going to meet them.
And before you meet them, you need to do some research on their business to ascertain the right questions to ask them. You need to make the targeted person feel important and ask them about their work. Also, never push your business, but rather let them naturally ask you about it.
It is also imperative to keep in mind is that networking is valuable not only when you are looking for a job. It is important to keep up with and cultivate your network. You never know who may present you with your next great professional or personal opportunity - be proactive and make regular attempts to build your network.
Once you have developed your plan, the final step is to implement it and to get out and start meeting the people you want to make a part of your network.
Want to know more? Follow us as we will discuss: "How to Create Your Elevator Speech."
Knowing how to build your network can be a challenge. Below I will discuss a few steps a to creating your Networking Plan.
The first step is to determine the reason for building your network. Why are you trying to build a network? What are the short-term and long-term reasons for your network?
After determining your reason for building your network, you need to set your goals. If you are building your network, you need to state in your goals specifically what kind of people you want as part of your network. You should write those tangible goals down because these are the target people you want to build your plan around to achieve your goals.
The next step in building your networking plan is to establish how you are going to network with those targeted people. You will need to research these people and find out what events they go to and how you are going to meet them.
And before you meet them, you need to do some research on their business to ascertain the right questions to ask them. You need to make the targeted person feel important and ask them about their work. Also, never push your business, but rather let them naturally ask you about it.
It is also imperative to keep in mind is that networking is valuable not only when you are looking for a job. It is important to keep up with and cultivate your network. You never know who may present you with your next great professional or personal opportunity - be proactive and make regular attempts to build your network.
Once you have developed your plan, the final step is to implement it and to get out and start meeting the people you want to make a part of your network.
Want to know more? Follow us as we will discuss: "How to Create Your Elevator Speech."
Networking
In the past posts, you have been provided with some great tips on resume-writing, interviewing and how to follow-up with interviewers. In this post, we will focus on another important aspect of the job search - networking.
Typically, most job opportunities come from word-of-mouth. If you are interested in a particular job or company, try to see if you can find someone within that organization who can recommend you for the job. Having someone forward your resume to the hiring manager can keep you from getting lost within a company's online recruiting system.
Why are so many people afraid of networking? Probably, because the idea of approaching someone you don't know very well can be intimidating. Here are a few tips:
•Create a networking plan
•Develop a list of people to network with (don't forget social media)
•Make sure you have your elevator speech
•Attend networking events
•Schedule informational interviews
It is also imperative to keep in mind is that networking is valuable not only when you are looking for a job. It is important to keep up with and cultivate your network. You never know who may present you with your next great professional or personal opportunity - be proactive and make regular attempts to build your network.
Want to know more? Follow the next posts as we will go more in-depth on each of these great ideas, starting with: "How to Create a Networking Plan."
Typically, most job opportunities come from word-of-mouth. If you are interested in a particular job or company, try to see if you can find someone within that organization who can recommend you for the job. Having someone forward your resume to the hiring manager can keep you from getting lost within a company's online recruiting system.
Why are so many people afraid of networking? Probably, because the idea of approaching someone you don't know very well can be intimidating. Here are a few tips:
•Create a networking plan
•Develop a list of people to network with (don't forget social media)
•Make sure you have your elevator speech
•Attend networking events
•Schedule informational interviews
It is also imperative to keep in mind is that networking is valuable not only when you are looking for a job. It is important to keep up with and cultivate your network. You never know who may present you with your next great professional or personal opportunity - be proactive and make regular attempts to build your network.
Want to know more? Follow the next posts as we will go more in-depth on each of these great ideas, starting with: "How to Create a Networking Plan."
Wednesday, May 26, 2010
Friday, May 14, 2010
Diversity Management Workshops
Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!
Cornell was one of the nation's first universities to develop and promote diversity programs and has extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next workshops because the seats are limited:
• Strategic Diversity Recruiting / May 27, 2010 (Fee: $895.00)
• Strategic Diversity Retention / May 28, 2010 (Fee: $895.00)
• Generational Diversity / June 24, 2010 (Fee: $895.00)
• Facilitating Diversity Dialogues / June 25, 2010 (Fee: $895.00)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Cornell was one of the nation's first universities to develop and promote diversity programs and has extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next workshops because the seats are limited:
• Strategic Diversity Recruiting / May 27, 2010 (Fee: $895.00)
• Strategic Diversity Retention / May 28, 2010 (Fee: $895.00)
• Generational Diversity / June 24, 2010 (Fee: $895.00)
• Facilitating Diversity Dialogues / June 25, 2010 (Fee: $895.00)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Friday, May 7, 2010
The Follow Up
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the recommendations presented in the last 3 posts, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the recommendations presented in the last 3 posts, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
Monday, May 3, 2010
How to Ace a Job Interview
To prepare for the interview, conduct mock interviews in front of a mirror or with the help of a friend. This rehearsal will help you internalize your answers and provide prac-tice with keeping eye contact and answering a range of questions likely to be asked dur-ing the real interview.
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate note-paper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise an-swer that directly speaks to your having the requisite job skills. If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?” At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
What about you? What was your experience with job interviews? We would love to hear more about it!
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate note-paper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise an-swer that directly speaks to your having the requisite job skills. If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?” At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
What about you? What was your experience with job interviews? We would love to hear more about it!
Thursday, April 29, 2010
Resume Writing Tips
In the last post, Kim Dukes-Rivers has given you some great general resume-writing and interviewing tips that can help you get the job that you’ve been dreaming about. In the next posts, we will go more into detail with each category of interest, and today we will focus on the resume.
As Kim has already mentioned, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
As Kim has already mentioned, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
Monday, April 26, 2010
Friday, April 23, 2010
Looking for a job?
Here are some resume-writing and interviewing tips from Kim Dukes - Rivers that can expedite your search — and help you land a job.
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past. Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
When you have and interview, make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills. At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
And now it's your turn. What did your job hunting experience teach you? What advice can you give to job hunting newbies? We would love to hear your thoughts!
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past. Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
When you have and interview, make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills. At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
And now it's your turn. What did your job hunting experience teach you? What advice can you give to job hunting newbies? We would love to hear your thoughts!
Thursday, April 15, 2010
What’s the Big Deal with Diversity Hiring Anyway? - Post 2
I ended the last article by telling you the key to success lies in cultivating and building a diverse talent pool. Now, let’s take a look at where to start.
When I visit clients who are challenged with the seemingly daunting task of building a diverse talent pool, most go right into tactics of finding di-verse candidates.
Instead of being tactical, be strategic. Start by conducting a SWOT (Strengths Opportunities Weaknesses Threats) analysis of your diversity recruitment plan. Identify your company’s Strengths and Weaknesses from an internal organizational point of view and Opportunities and Threats from the external environmental perspective.
Once you have completed that step, move on to ask yourself and your team “How do we use our Strengths to take advantage of these Oppor-tunities?” “How do we overcome the Weaknesses that prevent us from taking advantage of these Opportunities?” “How do we use our Strengths to reduce the impact of these Threats?” And “How do we overcome Weaknesses that will make these Threats a reality?”Once you have addressed these questions, where do you go from here?
Kim Dukes-Rivers
Principal
Diversity Staffing Pros, LLC
For more details about Diversity Staffing Pros, LLC click here.
Wednesday, April 14, 2010
What’s the Big Deal with Diversity Hiring Anyway? - Post 1
I think diversity hiring has received a bad rap. Is it because people think that there are no diverse candidates who have particular skill sets? Is it that somehow the powers that be collectively believe that diversity hiring somehow means lack of quality? I struggle with those types of miscon-ceptions on a daily basis, yet I regularly meet those diverse individuals who don’t get the opportunity to showcase their skills.
Diversity hiring is simple really… It’s being strategic, multi-layered, thoughtful, and intentional about building high performing diverse teams and leveraging their talent to take your organization to the next level. The key to success lies in cultivating and building a diverse candidate pool…and that should not be a surprise. How do you achieve that? I’ll tell you where to start next post.
Kim Dukes-Rivers
Principal
Diversity Staffing Pros, LLC
Tuesday, April 13, 2010
Announcement
Diversity Staffing Pros, LLC is recruiting for a Payroll/HR Assistant contract position. For details click here.
Monday, April 12, 2010
NEHRA Diversity Seminar
Don’t miss Kim Dukes-Rivers’ NEHRA Diversity Seminar entitled: "Dismantling Barriers to Effective Diversity Recruiting, Retention and Risk Management" on April 16, 2010.
Click here for more information.
Click here for more information.
DSP's Candidate Newsletter
Click here to view Diversity Staffing Pros' most recent Candidate Newsletter!
Thursday, April 1, 2010
Are you ready for today's diverse workplace?
Today's increasing globalization requires more and more interaction between people from different cultures, so capitalizing on workplace diversity has become a vital issue for management today and you need to be a part of it.
Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next workshop because the seats are limited:
• The Essentials of Developing & Delivering Diversity Training / April 29-30, 2010 (Fee: $1595.00)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next workshop because the seats are limited:
• The Essentials of Developing & Delivering Diversity Training / April 29-30, 2010 (Fee: $1595.00)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Wednesday, March 31, 2010
Monday, March 15, 2010
Panel Discussion for Boston Corps Members
March is Women's History Month. The City Year Women's Leadership Committee will present a panel of women leaders who will share their personal stories of leadership in business and government, their personal paths to volunteer and public service, as well as answer questions from the audience.
Here are details for the event, which will take place for Boston Corps Members. Speakers will include Marilyn Anderson Chase - Assistant Secretary for Children, Youth and Families, State of Massachusetts, Kim Dukes Rivers - President and Founder of Diversity Staffing Pros, LLC and Carol Geremia - President of Massachusetts Financial Services Institutional Advisors.
DATE: Friday, March 19, 2010
TIME: 8.45 – 11.15 AM
WHERE: City Year Headquarters
287 Columbus Ave.,
Boston, MA, 02116
Here are details for the event, which will take place for Boston Corps Members. Speakers will include Marilyn Anderson Chase - Assistant Secretary for Children, Youth and Families, State of Massachusetts, Kim Dukes Rivers - President and Founder of Diversity Staffing Pros, LLC and Carol Geremia - President of Massachusetts Financial Services Institutional Advisors.
DATE: Friday, March 19, 2010
TIME: 8.45 – 11.15 AM
WHERE: City Year Headquarters
287 Columbus Ave.,
Boston, MA, 02116
A Panel Discussion That You Don't Want To Miss
You are invited to an interactive panel on March 18 on Diversity and Inclusion – A Topic for Success!
This event is hosted by the National Black MBA Association – Boston Chapter with co-sponsorship from Black Data Processing Associates, National Society of Hispanic MBAs, and National Society of Black Engineers.
Here are details for the event, which will take place at MIT. Speakers will include Greg Almeida, CEO of Global Communications, Kim Dukes-Rivers, Principal of Diversity Staffing Pros, LLC, David Leavell, Director of Diversity & EEE at the Federal Reserve Bank, and Donnie Perkins, Dean and Director of the Northeastern University Center for Affirmative Action & Diversity.
We hope you are able to join us!
DATE: Thursday, March 18, 2010
TIME: 6 – 8.00 PM
WHERE: MIT
77 Mass Avenue, Room 4-237
Cambridge, MA
RSVP: info@bostonblackmba.org
NSHMBA - Boston Chapter will answer any questions about the event at: 617-872-8677
This event is hosted by the National Black MBA Association – Boston Chapter with co-sponsorship from Black Data Processing Associates, National Society of Hispanic MBAs, and National Society of Black Engineers.
Here are details for the event, which will take place at MIT. Speakers will include Greg Almeida, CEO of Global Communications, Kim Dukes-Rivers, Principal of Diversity Staffing Pros, LLC, David Leavell, Director of Diversity & EEE at the Federal Reserve Bank, and Donnie Perkins, Dean and Director of the Northeastern University Center for Affirmative Action & Diversity.
We hope you are able to join us!
DATE: Thursday, March 18, 2010
TIME: 6 – 8.00 PM
WHERE: MIT
77 Mass Avenue, Room 4-237
Cambridge, MA
RSVP: info@bostonblackmba.org
NSHMBA - Boston Chapter will answer any questions about the event at: 617-872-8677
Boston World Partnerships Event
One year ago, Boston World Partnerships embarked on a plan to make Boston the first city in the world to implement a global alumni strategy in order to drive economic growth. In that time, we’ve built up a buzzing hive of innovators, entrepreneurs and business leaders who comprise a unique citizen salesforce. We’ve had great success in deploying this network to promote Greater Boston and to generate valuable economic development opportunities.
Here are details for our One Year Anniversary celebration, which will also mark the launch of our new event series, the Odd Pairing Experiments. Speakers will include Mayor Thomas M. Menino, Mark Turrell, CEO of Imaginatik, Bill Brett, Photojournalist for The Boston Globe, and Sangita Chandra, BWP Connector and Emmy-award winning Producer of WVCB’s Chronicle.
We hope you are able to join us! We expect this event to sell out.
DATE: Tuesday, March 16, 2010
TIME: 5:30 – 8:30 PM
WHERE: The Liberty Hotel
215 Charles Street
Boston, MA 02114
REGISTRATION: www.BWPanniversary.com .
Here are details for our One Year Anniversary celebration, which will also mark the launch of our new event series, the Odd Pairing Experiments. Speakers will include Mayor Thomas M. Menino, Mark Turrell, CEO of Imaginatik, Bill Brett, Photojournalist for The Boston Globe, and Sangita Chandra, BWP Connector and Emmy-award winning Producer of WVCB’s Chronicle.
We hope you are able to join us! We expect this event to sell out.
DATE: Tuesday, March 16, 2010
TIME: 5:30 – 8:30 PM
WHERE: The Liberty Hotel
215 Charles Street
Boston, MA 02114
REGISTRATION: www.BWPanniversary.com .
Thursday, March 11, 2010
Racist CEO Compares Michelle Obama to a Chimp
Our First Lady, Michelle Obama is a beautiful and Harvard educated woman of color, who has taken every opportunity to make a difference in people’s lives. But Walt Baker, the CEO of the Tennessee Hospitality Association believes she resembles a chimpanzee, and he found the idea so hilarious he had to share his racism with his friends. He forwarded a racist email to 12 prominent Nashville residents comparing Michelle Obama to a cheetah.
Comparing African Americans to apes has long been part of our institutional racism, which suggests that people of color are less than human. And when Baker was first asked about the email, he dismissed any racial implications associated with its message, saying “it was in good fun.” Baker said he meant no offense and sent the email to “a particular group of friends.” “If anybody wants to make a political agenda out of it, they’re wasting their time,” said Baker.
At least one recipient didn’t share Baker’s racism and alerted the media. Two days later, Baker was fired from his position as the CEO of the Tennessee Hospitality Association.
That, in my opinion is to be expected but you know what the worst part is? The fact that I know Baker wasn't the only person on the planet to forward that e-mail to friends.
Comparing African Americans to apes has long been part of our institutional racism, which suggests that people of color are less than human. And when Baker was first asked about the email, he dismissed any racial implications associated with its message, saying “it was in good fun.” Baker said he meant no offense and sent the email to “a particular group of friends.” “If anybody wants to make a political agenda out of it, they’re wasting their time,” said Baker.
At least one recipient didn’t share Baker’s racism and alerted the media. Two days later, Baker was fired from his position as the CEO of the Tennessee Hospitality Association.
That, in my opinion is to be expected but you know what the worst part is? The fact that I know Baker wasn't the only person on the planet to forward that e-mail to friends.
Tuesday, February 16, 2010
Boston Business Journal article about workplace diversity
This is a great article in the Boston Business Journal about workplace diversity. I will post it exactly as it appears in the BBJ. Enjoy!
Cornell business diversity program comes to Boston
Friday, February 12, 2010
By Mary Moore
Boston Business Journal
Kim Dukes-Rivers has expanded a Cornell University diversity program to Boston.
A new diversity certification program being offered in Boston by Cornell University highlights the business case for encouraging differences in the workplace, including how generational differences can affect a company’s culture.
Diversity can mean differences in race, economics, marital status, job status, age or sexual orientation — and each of these can affect a worker’s perception.
To date, 13 executives from local companies and organizations are participating in the $9,000, five-month program, including Blue Cross Blue Shield of Massachusetts, Tufts Health Plan, Putnam Investments, Sun Life Assurance Co. of Canada, University of Massachusetts Lowell and The Home for Little Wanderers, among others. The classes finish with an exam, and participants who receive a passing grade end up as certified diversity professionals.
From February through May, another 28 people from area companies and organizations are taking an additional set of shorter diversity seminars, also offered through Cornell’s School of Industrial and Labor Relations.
Cornell expanded its diversity program to Boston — only the second time the program is being offered outside New York — through the finesse of Kim Dukes-Rivers, founder of Diversity Staffing Pros, a year-old Boston firm. Dukes-Rivers said she knew of the program’s national reputation, and from her experience matching diverse candidates with employers, she was well aware of the need for Boston-area companies to deepen their understanding about diversity in the workplace.
“This issue has moved from affirmative action to diversity to inclusion. It’s the difference between someone being invited to have a seat at the table and inviting them to be part of the conversation,” said Dukes-Rivers.
And a business case can be made for workplace diversity, said diversity experts, centering on the fact that competitive companies and organizations are those that reflect the communities and markets they serve.
“If we look at this only through the lenses of companies, they’ll say we’re all compliant and we’re very inclusive. But if you have a sales team that’s not reflective of the market, how successful are you going to be in penetrating a target market?” asked Darnell L. Williams, president and CEO of the Urban League of Massachusetts, which hosted a recent daylong seminar on diversity.
In addition, it is more costly for a company to recruit and hire a new worker rather than make the environment comfortable enough for workers to stay. That’s among the reasons Blue Cross has four employees participating in the Cornell program, said Joyce Beach-Small, the health insurer’s director of diversity.
Blue Cross wants to build a “workforce that reflects communities we serve. We want to be seen a market leader and an employer of choice,” she said.
Most important, said Beach-Small and other workplace diversity experts, the Cornell program underscores the reality that workplace diversity has shifted from a conversation about compliance and the legal requirements of affirmative action to a deeper discussion about how to create an inclusive working environment.
“There’s been a lot of talk about companies saying workers are their most important asset. How do you treat a best asset?” asked Robin Vann Ricca, senior director of workforce learning and development for The Home For Little Wanderers. “People respond to different things.”
To that end, age and generational differences have become critical issues for employers to consider, complicated by the fact that, when groups form in the workplace, “age trumps ethnicity,” said Beach-Small. Younger workers of different races and ethnicities tend to bond and have more in common with each other, especially around technology, than with their older counterparts.
“I wouldn’t say we should lose sight of other diversity issues we focus on,” said Beach-Small. “But the generational realities are phenomenal. Just phenomenal.”
Cornell business diversity program comes to Boston
Friday, February 12, 2010
By Mary Moore
Boston Business Journal
Kim Dukes-Rivers has expanded a Cornell University diversity program to Boston.
A new diversity certification program being offered in Boston by Cornell University highlights the business case for encouraging differences in the workplace, including how generational differences can affect a company’s culture.
Diversity can mean differences in race, economics, marital status, job status, age or sexual orientation — and each of these can affect a worker’s perception.
To date, 13 executives from local companies and organizations are participating in the $9,000, five-month program, including Blue Cross Blue Shield of Massachusetts, Tufts Health Plan, Putnam Investments, Sun Life Assurance Co. of Canada, University of Massachusetts Lowell and The Home for Little Wanderers, among others. The classes finish with an exam, and participants who receive a passing grade end up as certified diversity professionals.
From February through May, another 28 people from area companies and organizations are taking an additional set of shorter diversity seminars, also offered through Cornell’s School of Industrial and Labor Relations.
Cornell expanded its diversity program to Boston — only the second time the program is being offered outside New York — through the finesse of Kim Dukes-Rivers, founder of Diversity Staffing Pros, a year-old Boston firm. Dukes-Rivers said she knew of the program’s national reputation, and from her experience matching diverse candidates with employers, she was well aware of the need for Boston-area companies to deepen their understanding about diversity in the workplace.
“This issue has moved from affirmative action to diversity to inclusion. It’s the difference between someone being invited to have a seat at the table and inviting them to be part of the conversation,” said Dukes-Rivers.
And a business case can be made for workplace diversity, said diversity experts, centering on the fact that competitive companies and organizations are those that reflect the communities and markets they serve.
“If we look at this only through the lenses of companies, they’ll say we’re all compliant and we’re very inclusive. But if you have a sales team that’s not reflective of the market, how successful are you going to be in penetrating a target market?” asked Darnell L. Williams, president and CEO of the Urban League of Massachusetts, which hosted a recent daylong seminar on diversity.
In addition, it is more costly for a company to recruit and hire a new worker rather than make the environment comfortable enough for workers to stay. That’s among the reasons Blue Cross has four employees participating in the Cornell program, said Joyce Beach-Small, the health insurer’s director of diversity.
Blue Cross wants to build a “workforce that reflects communities we serve. We want to be seen a market leader and an employer of choice,” she said.
Most important, said Beach-Small and other workplace diversity experts, the Cornell program underscores the reality that workplace diversity has shifted from a conversation about compliance and the legal requirements of affirmative action to a deeper discussion about how to create an inclusive working environment.
“There’s been a lot of talk about companies saying workers are their most important asset. How do you treat a best asset?” asked Robin Vann Ricca, senior director of workforce learning and development for The Home For Little Wanderers. “People respond to different things.”
To that end, age and generational differences have become critical issues for employers to consider, complicated by the fact that, when groups form in the workplace, “age trumps ethnicity,” said Beach-Small. Younger workers of different races and ethnicities tend to bond and have more in common with each other, especially around technology, than with their older counterparts.
“I wouldn’t say we should lose sight of other diversity issues we focus on,” said Beach-Small. “But the generational realities are phenomenal. Just phenomenal.”
Friday, February 12, 2010
GETTING THE JOB - Recession-proof tips for a successful job hunt
Looking for a job? Here are some resume-writing and interviewing tips that can expedite your search — and help you land a job.
The resume
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
The interview
To prepare for the interview, conduct mock interviews in front of a mirror or with the help of a friend. This rehearsal will help you internalize your answers and provide practice with keeping eye contact and answering a range of questions likely to be asked during the real interview.
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate notepaper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills.
If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?”
At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
The follow-up
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Beginning the search
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
Kim Dukes-Rivers
Principal
Diversity Staffing Pros
The resume
First, your resume should be concise — no more than two pages — and easy to read. Repeating keywords used in the job description will help ensure that your resume passes the employer’s first cut. Make sure your job titles stand out. Recruiters should be able to quickly notice the positions that you have held in the past.
What if you’ve never actually worked before? Specify any practical experience you gained from volunteer work or an internship. Did you take a related college course that might indicate you have the required skills or knowledge for the job? Some employers might consider your grade point average as an indicator of your ability to learn quickly and is often considered a predictor of future performance, especially in the science and technology fields.
Use your Internet search skills to find a resume layout that will present your information in an attractive and concise format. The Internet is also a great place to research potential employers. You will want to be well-acquainted with the company’s leadership team, including its board of directors, and its founding principles or mission.
Your resume will probably require a cover letter, particularly if the specific job you seek asks for one, but also in the event you need to clarify information in your resume — for example, if you majored in music, but are applying for a technology job.
Your resume should not contain any slang or acronyms, and must absolutely have no misspellings. Do not include references to your ethnicity, age, married status, familial status or sexual orientation, as such information has the potential to invite personal biases. Your resume should be all about your competencies, period.
The interview
To prepare for the interview, conduct mock interviews in front of a mirror or with the help of a friend. This rehearsal will help you internalize your answers and provide practice with keeping eye contact and answering a range of questions likely to be asked during the real interview.
Be sure to include some tough questions, such as: What’s your greatest weakness? Be honest, but be prepared to indicate how you have rectified any deficiencies — for example, “I used to have trouble managing my time when juggling multiple projects, but now I use technology to help keep me organized.”
If the workplace dress code where you are interviewing is “business casual,” then you should be dressed a step up from that. A suit is always acceptable. Wearing neutral gray works well for a number of different complexions, and blue is also a great color. A man should never wear black as it comes across as being too formal. And, ladies: No bare legs or large overpowering jewelry, like chunky necklaces or dangling earrings. And this is not the day to try out a new hairdo. You want the interviewer to remember you, not what you are wearing.
Make sure to turn off your cell phone — please, no texting! — and have adequate notepaper and a pen or two. I always tell my clients that the interview actually begins as soon as they walk out their front door.
During your interview, stay alert and engaged. This is your opportunity to obtain detailed and vital information about the company and whether it will be a good fit.
Make sure to answer any question that is asked, but don’t volunteer information. If the interviewer begins your interview with, “So, tell me about yourself,” have a concise answer that directly speaks to your having the requisite job skills.
If it’s a sales job, the interviewer might be looking for someone with the ability to communicate well, set goals, stay on track, and handle rejection. Your answer might be: “I am an extrovert who interacts well with people. I like to set goals and keep them, and I’m very persistent.”
Other approaches might be to talk about where you last worked — what inspired you most, or how you handled a challenging project — or to indicate why you want to work for that particular company. It’s permissible to ask, “Where would you like for me to start?”
At the end of the interview, if you are asked if you have any questions, you should always ask at least one. Prepare at least five questions ahead of time, so that if several are answered during the course of the interview, you will still have more in your arsenal.
Ask the interviewer how you did (“Do you think this job would be a good fit for me?”). Under no circumstance should you ever walk out of an interview saying, “I think it went well.”
Never discuss salary during a first interview. If asked what your salary requirements are, respond with, “If you feel I’m the right fit for the job, I’m sure you will make me the best possible offer.”
The follow-up
After the interview, follow up with a thank you note; a handwritten note will help you stand out from the other candidates. This is your chance to: indicate what you learned about the job; reiterate your matching qualifications; and to ask about next steps.
So, the interview went well and you are asked to provide references. What are you to do if you’ve never worked before? You might consider obtaining a reference from the supervisor where you volunteered, or asking a college advisor who knows you and your work well. It is important to note that professional references should never be from a family member.
Beginning the search
Despite the recent recession, a number of Massachusetts industries are considered “recession-proof.” The state Office of Business Development has reported that the Commonwealth is on the leading edge of several key economic development industries, including creative industries, defense and homeland security, financial services, information technology, life sciences, manufacturing, maritime commerce and renewable energy. Stimulus monies will also continue to fund jobs to improve the city’s infrastructure, and we don’t know yet what evolving “green” technology jobs will be generated.
It’s important to think of your job search as a great adventure. If you use the above recommendations, I’m sure your job hunting will go smoothly and you will be well-positioned to get the job. Good luck!
Kim Dukes-Rivers
Principal
Diversity Staffing Pros
Panel Discussions That You Don't Want to Miss
Kim Dukes-Rivers, principal at Diversity Staffing Pros has launched her company when she saw that there was an existing need for a company equipped to match diverse candidates with companies who value building diverse and inclusive workforces. She has more than 21 years of experience in business development and operations management, and more than 15 years recruiting, hiring, and training candidates to proven success.
She is an excellent communicator well versed in problem solving and troubleshooting and she loves sharing her vast experience by taking part in various speaking engagements. This month alone, you will have the honor of listening to her speak at two panel discussions. On February 18 she will contribute to the Blue Cross Blue Shield’s discussion on "Diversity After Obama: Do We Still Need It?” that is part of Corporate Diversity Programs' Diversity Speaker Series. The panel includes business and community leaders at the forefront of diversity in the fields of marketing, workforce, and community. And also, on February 24, Kim Dukes-Rivers will be on the panel for N.A.S.P.’s (National Association of Securities Professionals) "Preparing for the New Normal in Business - Careers, Opportunity, and Self - Development" discussion.
Some experts will tell you that one of the most important ways to successfully manage your career is to find a way to differentiate yourself by offering a service that is important and unique, and Kim Dukes-Rivers is no exception. Therefore, don’t miss this great opportunity of gaining valuable insight into the topic of diversity through the eyes of Kim Dukes-Rivers, one of the best diversity focused recruiters in the Boston area.
She is an excellent communicator well versed in problem solving and troubleshooting and she loves sharing her vast experience by taking part in various speaking engagements. This month alone, you will have the honor of listening to her speak at two panel discussions. On February 18 she will contribute to the Blue Cross Blue Shield’s discussion on "Diversity After Obama: Do We Still Need It?” that is part of Corporate Diversity Programs' Diversity Speaker Series. The panel includes business and community leaders at the forefront of diversity in the fields of marketing, workforce, and community. And also, on February 24, Kim Dukes-Rivers will be on the panel for N.A.S.P.’s (National Association of Securities Professionals) "Preparing for the New Normal in Business - Careers, Opportunity, and Self - Development" discussion.
Some experts will tell you that one of the most important ways to successfully manage your career is to find a way to differentiate yourself by offering a service that is important and unique, and Kim Dukes-Rivers is no exception. Therefore, don’t miss this great opportunity of gaining valuable insight into the topic of diversity through the eyes of Kim Dukes-Rivers, one of the best diversity focused recruiters in the Boston area.
Wednesday, February 10, 2010
Are you ready for today's diverse workplace?
Let Cornell University teach you how to successfully deal with the different expectations and work styles of people from various cultures!
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next two workshops because the seats are limited:
• Generational Diversity / February 18, 2010 (Fee: $895)
• Facilitating Diversity Dialogues / February 19, 2010 (Fee: $895)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Cornell was one of the nation's first universities to develop and promote diversity programs and has
extensive expertise in diversity and inclusion initiatives.
So hurry up and register online for the next two workshops because the seats are limited:
• Generational Diversity / February 18, 2010 (Fee: $895)
• Facilitating Diversity Dialogues / February 19, 2010 (Fee: $895)
For a broader view of our diversity offerings, browse all Diversity Workshops.
Learn more about Cornell University's Diversity Management Program or email kim
@diversitystaffingpros.com.
Classes will take place at:
Liberty Mutual Group
175 Berkley Street
Boston, MA
If you have any questions please call:
Diversity Staffing Pros, LLC.
4 Copley Place, Suite 145
Boston, MA 02116
617.267.0047
617.267.0057(f)
kim@diversitystaffingpros.com
www.diversitystaffingpros.com
Monday, February 8, 2010
Join Cornell University's Diversity Management Workshops in Boston
Today's increasing globalization requires more and more interaction between people from different cultures. And we experience competition coming from all corners of the world. Because of this, companies need diversity in order to became more open to change. Capitalizing on workplace diversity has become a vital issue for management today and you need to be a part of it.
And what better way than to attend Cornell University's Diversity Management Workshops. Cornell was one of the nation's first universities to develop and promote diversity programs and it is the only university to have a practice group of diversity and inclusion. So you know you will be taught by the best of the best in the field!
Hurry up and register for the next two workshops because the seats are limited:
- Generational Diversity / February 18, 2010 (Fee: $895)
- Facilitating Diversity Dialogue / February 19, 2010 (Fee: $895)
Classes will take place at:
Liberty Mutual Group
175 Berkeley Street
Boston, MA
If you would like to receive a full calendar of workshops or if you have any questions please call: Diversity Staffing Pros, at 617-267-0047 or visit our website at: http://diversitystaffingpros.com/
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