Where is Your Online Presence?

To have a substantial online presence or not to have a substantial online presence? That is the question that often comes up in my career coaching practice, especially for jobseekers who are finding themselves looking for work for the first time in years.

Although there has been an explosion in the use of social networking sites such as LinkedIn, Facebook, and Twitter; many job seekers still do not have a high appreciation of the value of online presence in the job search as a tool to place the job-seeker above the competition in the eyes of prospective employers. That is what any job search strategy is ultimately about.

Computers have invaded practically every occupation in today’s working world. A jobseeker’s ability to project a technically savvy image has become more important than ever. Providing a professional presentation of yourself through a profile on a social networking site is an excellent way to build a foundation for your online presence. It can serve as your first point of connection with others who can steer you to your next opportunity, and in some cases provide it to you. Your properly completed profile will help establish your credibility when you engage in various networking activities on that site (such as asking/answering questions in LinkedIn). However, social networking sites are truly only a foundation if your goal is to clearly set yourself apart from the competition. The next step is a Web Portfolio.

A Web Portfolio is a web site that provides job seekers with a means for presenting credentials and artifacts to employers that serve as proof of their qualifications and abilities. It has the advantage of being instantly available to employers and, if presented professionally, places the job candidate clearly above the competition. This tool allows candidates to connect with employers in a manner that goes well beyond the capabilities of the social networking sites. It can contain items like awards received, descriptions of projects completed, skills inventories, and experience stories that sell your accomplishments. Your resume can be provided to employers with a link in their email rather than an attachment that they may not open for fear of viruses. The Web Portfolio can be used as a prop in telephone or live interviews to give you personal connectivity far beyond what would otherwise be the case. Your social networking profile (on say LinkedIn) can include a link to the Web Portfolio, bringing both tools to bear in your job search.

A substantial online presence is becoming increasingly critical to a successful job search. It is a key to placing yourself above the competition and winning that job. This means creating an online presence that provides the visibility you require. The most effective means for doing this is by utilizing both social networking profiles and a Web Portfolio.


By Michael G. Kelly, J.D., M.A., B.B.A.
Certified Internet Job Search Expert, Certified Advanced Resume Writer,
Certified Employment Interview Consultant, Certified Web Portfolio Practitioner

Michael Kelly is a State Certified Career Educator and an industry certified Internet Job Search Expert, Professional Resume Writer, Employment Interview Consultant, and Web Portfolio Practitioner. Michael is Principal of LOGIKEL SOLUTIONS, LLC, a turnkey professional career services firm. He may be reached at kellmich@logikel.com
Visit the website at logikel.com

Copyright © 2010, LOGIKEL SOLUTIONS, LLC

Your Success: You Have to Own it You Entrepreneur!

For Your career to be a success you have to own it. You have to be an entrepreneur.

The term “entrepreneur” invokes different images for people: “a doer”; “a real go-getter”; “a business-owner”; or “Donald Trump” are some examples. A more precise picture of what an entrepreneur is can be expressed in the following definition:

“One who Organizes, Manages, and Assumes the Risks and Rewards of an Activity. “

This definition can and should include employment and job search activities. This is often a problem for persons who work for someone else because they fail to adopt a proper mind-set. Instead of following the above mindset they adopt a frame of mind which I refer to as the “ANTI-ENTREPRENEUR.”

Instead of taking charge, the Anti-Entrepreneur tends to harbor attitudes that are self-defeating, such as: “That’s not in my job description”; “following up with job prospects isn’t necessary”; or “I hate networking – I’ll just skip it.”
Anyone who spends their career working for someone else should examine themselves closely and make certain that this type of mind-set is completely absent from their career. If this mindset is present it should be replaced with an attitude that is more appropriate and much more productive for the employee or job-seeker roles.

An employee-entrepreneur focuses on the needs, goals, and problems of the customer, his or her employer, as well as the actions necessary to provide employer-centered solutions. The employee-entrepreneur accomplishes tasks in an efficient manner, provides functional flexibility, and makes no excuses. Flexibility is probably his single greatest trait because it greatly enhances productivity, which equates to profitability from an employer’s perspective. This entrepreneur, like any other, must build and maintain a successful network to accomplish solutions and create successful exit strategies and future opportunities.

A job-seeker-entrepreneur must also focus on the needs, goals, and problems of their prospective customer to win their business (a job). Like any entrepreneur, he or she must know their product (abilities and skills) and how to sell them as the solution to the prospective employer’s problems. The job-seeker-entrepreneur must build sales, marketing, and administrative supports to successfully win the prospect over. This includes resumes, cover letters, interview responses, and elevator speeches. The job-seeker-entrepreneur must make important decisions regarding their time and money. Can you self-help or do you need to get outside assistance. If you need to spend money what is the return on investment? Finally, like the employee-entrepreneur, maintenance of an effective network is essential to the success of the job-seeker, both now and in the future.

We all have to own our careers. This means taking responsibility for success. We all have to make choices that have a direct impact on our destiny. For this reason we are all entrepreneurs.

By Michael G. Kelly, J.D., M.A., B.B.A.
Certified Internet Job Search Expert, Certified Advanced Resume Writer,
Certified Employment Interview Consultant, Certified Web Portfolio Practitioner

Michael Kelly is a State Certified Career Educator and an industry certified Internet Job Search Expert, Professional Resume Writer, Employment Interview Consultant, and Web Portfolio Practitioner. Michael is Principal of LOGIKEL SOLUTIONS, LLC, a turnkey professional career services firm. He may be reached at kellmich@logikel.com
Visit the website at logikel.com


Copyright © 2010, LOGIKEL SOLUTIONS, LLC

When Should A Foreign National Seeking Employment in the U.S. Disclose their Legal Status?

Foreign Nationals often face a serious dilemma when seeking work in America – whether and how to communicate legal status as a worker when it is impossible to avoid presenting a background that indicates that their national origin is outside of the United States.

This is a sticky issue with foreign workers because national origin is a status that is protected by U.S. employment discrimination laws, with the exception of foreign workers who are not legally authorized to work in the United States. For this reason some initial disclosure of legal work status may be advisable under certain circumstances prior to being asked.

Background

The authorization of employment of foreign workers, and verification of their legal status in the United States, is regulated by the Department of Homeland Security, U.S. Citizenship and Immigration Services. This agency grants legal status to foreign workers through the issuance of a variety of permanent work authorizations (often generally referred to as “green cards”) and temporary work visas.

Green cards are issued to foreign workers who can show that there is a shortage of workers in their field and that their pay rate does not undermine the prevailing pay rate of U.S. workers. This involves a labor certification process that typically takes from two to six months. There are other documentation and interviewing requirements that can make the process rather lengthy. Once the process is complete the worker can work for any employer in the United States. Unlike permanent work authorizations, temporary work visas are typically tied to a particular business or academic organization that must act as the foreign worker’s sponsor. The foreign worker must obtain a new work authorization to change employers in the United States.

The verification process is performed by employers who must require all new employees to complete an I-9 form at the time of hire. This document requires the employer to verify the employee’s authorization to work in the United States, by examining various documents listed on the form, at the time of hire. The employee must certify their specific work authorization status (citizen, non-citizen national, permanent work authorization, temporary work authorization) on the form. A foreign worker who requires sponsorship for a temporary work authorization will not clear the I-9 hurdle unless the sponsorship and temporary work authorization have been granted. Employers are required to keep the I-9 form on file for three years, or one year after employment ends, whichever is longer. The U.S. Department of Labor enforces these requirements through employer record inspections, which may be conducted without warning.

These regulations mean additional time and money costs for businesses that hire foreign workers due to the need to hire additional staff and outside professionals to provide compliance, as well as the expense of obtaining and converting work visas to permanent employment authorizations. These costs form a significant burden on employers that add to fears that already exist regarding the hiring of any new employee. The employer’s guard goes up when the prospect’s initial employment marketing documents (resume and cover letter) indicate that he or she may be a foreign national.

Strategic Considerations
An employer may not legally ask questions about national origin in the pre-hiring process. For this reason a job candidate is not required to provide this information until they complete an I-9 form after an offer has been extended and accepted. This is a problem for a foreign worker who needs a sponsored temporary work visa to begin work. If they wait until they are hired to disclose their status to the employer they risk withdrawal of the employment opportunity. The withdrawal based on national origin is legally permissible and the employer may justify it, from a business standpoint, on the sudden confrontation with additional and significant time and expense involved in putting this person to work. For this reason the foreign worker should disclose their status earlier in the hiring process.

The real question at this point is: When and how do I make this disclosure? Do I put it in a resume, a cover letter, or both? Do I leave my need for sponsorship out and disclose it at an interview? This depends very much on the specific context of the employment opportunity, an assessment of how an employer will react to a particular disclosure at a particular time, and the obviousness of the candidate’s status as a foreign national. Finally, and perhaps most important for a candidate, is the need to make any disclosure in manner that is positive and contributes to the candidate’s ability to sell their employability.

In the case of permanent work authorization (“green card”) holders, disclosure depends on how obvious their national origin is on the face of their resume. If their foreign nationality is not apparent then there is probably no need to make a disclosure. If the opposite is true a green card holder must address it through disclosure in terms of where, how, and when, or risk being screened out of consideration based on a faulty perception that more effort is involved in hiring this worker than would be required for an American worker.

Candidates who fall under either the temporary worker or the permanent residence status, and who are confronted with making a decision of whether or not to make a disclosure related to their foreign national status, should consult an employment professional who is well versed in interview coaching, resume writing, and the system for employing foreign workers in the United States. This professional can help you determine whether to make such a disclosure during the employment process, and when and how to do so. These are very important considerations in helping you win the job in a very competitive job market.

By Michael G. Kelly, J.D., M.A., B.B.A.
Certified Advanced Resume Writer, Certified Employment Interview Consultant, Certified Web Portfolio Practitioner

Michael Kelly is a Licensed Attorney and former Corporate Counsel in the Information Technology industry with extensive experience dealing with employment immigration matters. He is a State Certified Career Educator and an industry certified Professional Resume Writer, Employment Interview Consultant, and Web Portfolio Practitioner. Michael is Principal of LOGIKEL SOLUTIONS, LLC, a turnkey professional career services firm. He may be reached at kellmich@logikel.com
Visit the website at logikel.com


Copyright © 2010, LOGIKEL SOLUTIONS, LLC