Key Points

References

Key Concepts

Your Career Profile page

Process to prepare for a role

ID candidate roles you want

Research related job descriptions, openings

ID the related experience, skills summaries for the roles

find existing people in the role and their experience on linkedin

Create a a profile model for the ideal person for the role

ID the skill / experience gaps you need to fill to fit

Create the ideal profile for the role mapped to you personally with the added skills and experience

Review the profile with others for feedback

Publish and communicate your profile to those who can help you find and succeed in the roles

Example Profile Question 1

Provide a detailed report with references given I want a career in corporate financial accounting with opportunities for digital transformations and fintech and I have experience in insurance benefits managing account relationships and creating proposals for company benefit programs, a Fullstack Bootcamp Coding degree covering Java, Python, database, Web apps, project management, devops, a bachelor degree in marketing communications, built a successful youtube podcast gaming channel creating site content with 10,000 subscribers and I'm enrolled in a Masters of Accounting with the goal of passing the CPA exam, what are the recommendations for key courses, how to qualify for key internships and strategies to attract me as a top candidate to the most competitive firms and mentors. Provide specific details. Create a basic summary profile for me as a candidate for a corporate financial accounting role. Create a work plan with milestones that will maximize my opportunity for the financial accountant role.

Key Messages in your profile summary

Your focus and goals

Your capabilities

Your value for roles

Targeting specific career roles, create a profile page for your capability summary:

my role focus summary

my capabilities

key experience

key education

contact info

Free Tool to build your own profile web page

https://www.linkedin.com/pulse/ultimate-guide-designing-professional-portfolio-web-page-m-/

7 C's of Communications

Connection

Clear

Concrete

Complete

Concise

Considerate

Coherent

Correct

tip-jobs.fidelity.com-How to build your conversation skills.pdf    link

tip-jobs.fidelity.com-How to build your conversation skills.pdf.  file

• Conversation skills improve with practice and effort
• Body language is a key part of communication
• Practice your answers to common interview questions
• Use relaxation techniques to keep you calm during an interview
• Listening well can set you apart from other job candidates

Better Communications & Story Telling - 4 words, 5 lines

https://www.linkedin.com/posts/jeremypaulwaite_i-just-condensed-my-5-hour-storytelling-workshop-ugcPost-7118266163750400002-ysjV?utm_source=share&utm_medium=member_desktop

For a given audience, role, key messages and target outcomes for action

Key words

Brevity 

Levity 

Clarity 

Charity 

Key lines

• outline. 
  • excite, disturb, assure ( 2 each ? ) - contract, clock, crucible ( key story for the value )
• frontline. 
  • what's the key open ?  what's the outline to value for listening / reading this
• headline  
  • 1 thing to takeaway, what they should remember ( 10 words max )
• bottomline. 
  • urgency & optimism to action - CTAs
  • what's it worth to you? to others?
• sideline. 
  • something you are known for then - the owner of this speech - a reference to something key ( song or ? )

Gunning fog index tool

Interview Tips

https://www.ivyexec.com/career-advice/2019/how-to-project-confidence-during-a-job-interview-even-when-youre-really-nervous/

Here are a few final thoughts to keep in mind before your next job interview:

• About 30% of hiring decisions are made in the first five minutes; 5% are made in the first 60 seconds. Make your introduction count!
• Plan what you want to tell the interviewer about yourself. This is how most interviews open, and it’s your chance to take control of the conversation and tell your story.
• Every situation, no matter how difficult, has a positive spin. Focus on being positive and highlight what you learned from a professional setback. 
• Acknowledge your anxiety; don’t suppress it. You can be confident and anxious. By making peace with your anxiety, you can deal with it.
• Don’t worry about what you just said. The moment is over and done. Instead, focus on what comes next and try to use your body, voice, and words to make a positive impression.

Take notes on what was said by both parties and learn from it for the next interview

Technical Interview Process - Google Example 

Prepare for Technical Interviews

how to ask for job referrals post

landing a job comes down to who you know, not what you know. In fact, the latest data continues to show the advantages of being referred for a job by a current employee or someone in your network.

For example, the chances of a referred candidate getting an interview is around 40 percent. Even better, referred candidates have a one in 10 success rate in landing the job, compared to one in 100 candidates who apply through traditional channels.

Clearly, having someone put in a good word for you can help you stand out from other applicants; the tricky part is knowing how to approach someone about a referral, especially when so many people conduct networking activities online.

Ideally, you’d like to be endorsed for a job by someone you know professionally. However, today it’s not unusual for someone to pass along the name and resume of someone they just met, especially when 70 percent of organizations offer financial incentives to employees who refer new hires.

How can you identify and engage with potential referrers inside your target companies?

Why would the person you're looking at want to refer you for a role in their organization?

Identify the best person to push you forward by researching a potential referrer’s professional background, connections, shared interests and standing in the company before you reach out.

Also, remember that no one wants to refer someone who isn’t qualified for a job; make sure your resume and other documents highlight work experience, professional skills and education that qualify you for a specific job.

ask for advice vs a referral

If you don’t have a strong relationship, then asking for a referral requires professional courtesy and laying a proper foundation, explained Marc Miller, career coach and founder of Career Pivot. Most people want to minimize the risk and consequences of making a bad referral. So if the person isn’t familiar with your work, it’s better to ask for things that don’t require a commitment such as advice, insights or recommendations, Miller said.

Asking for an informational interview or “get-to-know-you” meeting can help you build trust and even gain valuable information and insights about the company and the open position.

Help your advisor help you

A compelling value proposition instantly shows your worth, passion and interest to potential referrers and encourages them to go out on a limb for you. The more information you share about your alignment with the company’s mission and goals, the more comfortable and motivated they become about referring you.

express thanks and follow up

bcemploy - career planning

email invite for panelist

The Hyperledger Project in the Linux Foundation has created a program to highlight blockchain-related career options. The 4 virtual sessions will end with a virtual job fair where recruiters can talk to candidates.

We want to help people find related career roles ( not just developers but architects, project managers, testers, UX designers etc )

Session: Blockchain Careers: Employer Perspective - July 29, 6:30 pm EDT

session recording: https://www.youtube.com/watch?v=YGUuBaN0HuM

I'm organizing a virtual session on July 29th ( 6:30 pm EDT ) that is a panel discussion with recruiters that I will moderate.

The panel discussion includes:

• The demand for blockchain related skills and roles
• How companies define roles and opportunities
• How people can build their skills, brand for roles
• How companies find candidates
• How the hiring process is managed
• Tips for the first 90 days on a new team

After the panel discussion ( about 45 minutes ), we'll open the floor for questions.

We'll post the meeting video recording on the program site and reference it from Linkedin.

Session: Blockchain Careers Job Fair

At a following meeting, we are inviting employers, recruiters to a virtual job fair to talk to candidates

There's more info here:
http://bcemploy.com/index.html

Let me know if you can participate as a panelist on the July 29th session and the job fair later.

Thanks very much for your support,

Jim Mason

Linkedin message invite 

Hi Carrie,

I'm following up on your message on a blockchain developer earlier.

The Linux Foundation as a new program ( BCEmploy ) to help people find careers in Blockchain.

I'm hosting a panel discussion this Thursday, July 29th, 6:30 pm EDT on Blockchain Careers: The Employer's Perspective.

Can you to participate as a panelist? Your experience would be valuable for the panel.

It's an opportunity to let attendees know you are interested in that type of talent as well.

I have links below.

Thanks

Jim Mason

The Linux Foundation as a new program ( BCEmploy ) to help people find careers in Blockchain. I'm hosting a panel discussion this Thursday, July 29th, 6:30 pm EDT on Blockchain Careers: The Employer's Perspective. Can you to participate as a panelist? Your experience would be valuable for the panel. It's an opportunity to let attendees know you are interested in that type of talent as well. The link is below. Let me know. Thanks

Hi Gabriel

How would you like to communicate your message on hiring blockchain engineers to an audience of prospective and actual blockchain engineers Thursday, July 29th at 6:30 pm EDT?

I've organized a Zoom meeting - 

Blockchain Careers: Employer Perspective Panel Discussion

I'm looking to add 1 or 2 more panelists.

The discussion will run 45 minutes with Q&A afterward.

Here's the link below.

Let me know if you're interested in participating. It will be a good opportunity to share your needs with the audience.

Recruiters invited

linkedin recruiter query

https://www.linkedin.com/search/results/people/?geoUrn=%5B%22103644278%22%5D&keywords=recruiters%20in%20network&network=%5B%22F%22%5D&origin=FACETED_SEARCH&sid=EKQ

bcemploy meeting panelists

https://zoom.us/my/hyperledger.community?pwd=STZQd0xMZU9xRVVOVnpQM3JNQ2dqZz09

gari singh
brian nelson
ben townsend
glen huan ??
meghan mcneil

* The demand for blockchain related skills and roles
* How companies define roles and opportunities
* How candidates can build their skills, brand for roles
* How candidates find companies
* How companies find candidates
* How the hiring process is managed
contact > hr > hiring manager > team > ???
* Tips for the first 90 days on a new team.

Topics for the Employer Session

employer panel session

> intro panel
> intro bc market, platforms > forbes
> intro bc jobs market, roles
> resource slides

highlight topics

> open topics to panelists
> open questions to audience
> summary points

TOPICS for the panel

how to identify career roles, opportunities?
how to create career roadmap(s)?
how to build your brand?
how to find jobs via networking?
how to find jobs from recruiters?
how to find jobs from job sites?
how to match role?
how to match company?
how to match team?
what value do I add?
what's the career path in this org?
how to apply?
resume? cover? references?
answers to citizenship? diversity?
who has preference in hiring?
how to prepare, manage interviews with:
recruiter
hiring manager
team

Candidate Questions

key questions for a candidate:

are job descriptions accurate, useful to understand what the job responsibilities and requirements are?

what are the "real" requirements for technical job roles?

>>> applying

what's the impact of citizens vs work visa candidate?

how big an impact are diversity criteria on hiring?

should I identify myself on applications?

how to find about company as a place to work??
linkedin, glassdoor, web sites, articles

how do I know when I am a good fit to apply?

if I have experience, how do I prove it to company?

references
work products - code, artifacts, articles, video
articles - where to put for max impact?
volunteer experience in the right orgs, groups?

is using linkedin important?

what other sites matter?

what job sites matter?

how do I "graduate" a role vs transfer in a role?

how important is the resume or cover letter?

are there certs worth investing in for tech jobs?

are there degrees worth investing in for tech jobs?

how do I know if I'm a competitive candidate?

how do I find remote roles?

how do I find full-time vs contract roles?
what's the difference ?

how do I prepare for interviews with?
recruiter
manager
team

how do I create a plan for and manage the interview?

how does diversity hiring help or hurt a candidate?
are there preferences for different types of diversity? by industry ?

what should I expect from a recruiter on feedback?

what should I expect from a manager on feedback?

what should I expect from a tech interview on feedback?

keys to determine right:
company fit
manager fit
team fit
skills fit
career development fit
compensation fit

how to follow up productively?

Other References for BCEmploy Panel: Employer's Perspective

Best for:
Hiring Leaders and Hiring Managers

Balance diversity with hiring at scale

Design a scalable hiring process that mitigates bias

Create an objective and equal screening process to make your hiring more inclusive

BCEmploy - Understand your journey to a job session

YouTube livestream is at: https://www.youtube.com/watch?v=_IzRQzWv1uU

https://www.youtube.com/watch?v=_IzRQzWv1uU

----------------
bcemploy>


keys ....

be an engineer vs a developer

key is asking the right questions which is rare in blockchain ... 
	what problems are you trying to solve?

who do you invest in?
	accountable, responsible, driven to solve problems, plays well with others

	understands what setting expectations, consequences are clearly for themselves and others

learning should be done differently than companies understand

	find the right person
	fill the knowledge holes with the right mentor

	forget normal training, certs

build your brand

	opensource contributor



keys for process

prepare 
punctual
respectful
coachable
ask good questions
clarify then use your key experience as examples to confirm
ask qualifications on bant for role



larger company opp?

IF you meet the jobd tasks, then what?
build your own practice 



------------------

what is your story, goal, key value adds
biz, team, tech 


think of solution life cycle




------------------

YouTube livestream is at: https://www.youtube.com/watch?v=_IzRQzWv1uU

Potential Value Opportunities

Companies with Career Management and Development programs

Employee Review Meeting Tips

https://coda.io/@rtimme/codas-1-1-meeting-template?utm_source=linkedin&utm_medium=linkedinfeed&utm_campaign=yotm&campaign_id=607174446&ad_group_id=146291416&ad_id=134165066&li_fat_id=a038c808-8cb5-4ff3-b9ec-1c84caf1ce0b

Template for Employee One on One Meetings

• Partnership agreement: This is the most important step. Define how you want your unique partnership to work, including the meeting cadence, the types of topics you’ll cover, and who’s responsible for what aspects of the session.
• Meeting notes: Structure and capture your primary meeting notes here. Take time to design how you want each meeting to run. This is the page where you’ll spend the most time.
• Review goals: Capture individual OKRs and personal goals.
• Track development: Agree on personal and professional goals. Keep a list of learning resources, conferences, classes etc to help with growth.
• Kudos: Record proud moments and snippets of praise from others for encouragement and growth

Organize and Manage Group Discussion Panels

How-to: 5 Steps to a Great Panel Discussion - TIPS

Plan the Discussion with Panelists

• The moderator and organizers should develop a list of 4-6 pre-event interview questions. The moderator (possibly with an organizer) should set up a 30 minute call with each panelist to get to know their style and to get their answers to the questions. Don't try to get all panelists on the phone at once – you won't get as much out of it and it will be impossible to schedule.
  
  
• In the pre-event interviews, the moderator should be taking good notes and discovering interesting stories, riffs or opinions that each panelist can contribute. The moderator should identify the funny, provocative or interesting stories that will make for a fun discussion. People are much better at remembering these things on a relaxed phone call than when first confronted on a stage in front of a crowd.
  
  
• The moderator will then develop a final list of questions for the actual event, based on these interviews. The idea is to ask questions in a directed way to bring out these interesting stories and remind the panelists of the stories or topics you know they can speak about. There should be some spontaneity, but having a good handle on some interesting questions and topics in advance is key.

Room setup for panelists with live interactions, few slides

• In my experience the best set-up is panelists in a slight semi-circle (so they can see each other) on comfortable chairs (stools if you have to, but this is tough for women in skirts, especially short people – which I am, so I hate stools). I like it when the moderator sits in the middle, but the side can work.
  
  
• Only put out enough seats for the expected attendees (you can have extras ready if you are blessed with an unexpectedly great turnout). This gets people to sit close to the front so the interactions are better.
  
  
• Have a good microphone system ready for each panelist if the room needs it (lapel mics are best).

Moderator controls the session, asks questions, encourages panelist interactions, takes questions at the end

• typical program agenda and moderator manages the conversation flow for everyone:
  
  • welcome attendees
  • cover any group announcements
  • introduce topic, moderator introduces panelists  ( 1- 2 minutes each )
  • profile poll the audience to understand their background, experience in the topic
  • show any topic context slides needed to set level playing field for the audience
  • run through the questions 
  • for each question, start with a different panelist to get first answer, ask the other panelists to comment, react, add insights
  • summary question for each attendee - what's most important for the audience to takeaway?
  • wrap up and start the audience question discussion
    
    
• My own personal rule is that I do not let the panelists introduce themselves. I do a 1-2 minute introduction. If you chose good panelists, they are going to be good at talking, so they will easily take 5 minutes to introduce themselves and, voila, 1/2 of your time is gone with no interesting discussion. The audience knows these people and bios were likely part of the publicity. Good panels do not waste time on long introductions.
  
  
• The moderator asks questions, calling on 1-2 panelist for each question in a way that elicits those interesting stories and opinions. Don't let all the panelists answer all the questions (they won't all have interesting or new answers). Know when to move on to the next topic.
  
  
• There must be some spontaneity so a moderator should be prepared with different questions than those on the prep calls, but often the prep calls provide good ideas for interesting questions. Be ready to encourage back and forth within the panel. Go with it when this happens, but get things back on track if the direction of the interaction is not interesting to the audience. It is a bit of an art, but active moderation gets easier with practice.

Increase the fun factor in the session

• What is fun for the audience? Getting involved and feeling "closer" to the panel. Your audience may have a lot of real or self-proclaimed experts on the topic at hand. You can use this to the advantage of the program.
  
  
• Start the program by polling the audience with a few questions. Who is out there? What do they do? Find out their areas of science or expertise by listing some and asking people to raise hands in response. I am always ready with some written poll questions to get things started.
  
  
• Give a couple of audience members a chance to participate. For example, at a recent event on nonprofit science organizations, I asked audience members to stand and describe unique nonprofit models that differed from the companies represented on the panel.
  
  
• This "spontaneous" participation can be pre-planned if the moderator knows some of the people in the audience. I always try to meet audience members before a panel discussion and often incorporate them into the program. I have to admit to inviting interesting friends and colleagues to events for this purpose.
  
  
• If possible, make sure the panelists are prepared to stay around to meet and greet audience members. Having dessert, drinks and/or coffee available only after the event is one way to encourage this.

Potential Challenges

Candidate Solutions

The Power of Listening in Helping People Change

key listening skills

• prepare for the conversation
• focus 100% on listening
• don't interrupt
• do not judge 
• do not offer solutions
• ask good questions to explore more
• reflect and follow up later

Use Genai to draft resumes and cover letters

Use Chat GPT to write your cover letter and resume

https://www.youtube.com/watch?v=2ped3jTz5Lw

ai-use-cases1 >> Genai Chatgpt for resumes and cover letters

Resources

Onboarding tips for HR staff

https://www.linkedin.com/posts/codainc_onboarding-done-right-activity-6727244520532033536-fzfh

interviews gdrive

Six Secrets to Success at Work _ Jack Welch _ LinkedIn

https://drive.google.com/file/d/0BxqKQGV-b4WQcGlNYUVyN2pGMEU/view?usp=sharing&resourcekey=0-VDxxrvcdpiT_Dx91ntqfYw

What Employers Look for in Older Workers - Yahoo News

https://drive.google.com/file/d/0BxqKQGV-b4WQXzdPQ29rNmVnamc/view?usp=sharing&resourcekey=0-rbVk2zkdCbrGpUnhR8Ra2A

Google career coach shares 4 secrets for figuring out what to do with your life

https://drive.google.com/file/d/0BxqKQGV-b4WQREVpXzJ0SklLTk0/view?usp=sharing&resourcekey=0-9vt9DObEWy3I_QmfHbCBbw

fit-hbr.org-How to Tell If a Companys Culture Is Right for You

https://drive.google.com/file/d/1T0ySzKGGkiGiae3AgBQiD8jqTYgBH8QC/view?usp=sharing

ageism-hiring-tips-11 tips for finding a job when youre over 50 from an ageism expert

https://drive.google.com/file/d/1RaPtqxwwS-5zazN8jf3B7aUrjlhfbsgV/view?usp=sharing

career-choices-blog.goresumes.com-Choosing a Career Path That Pays Off

https://drive.google.com/file/d/1p7ieMifTdeeoEvm_dyu34t32_tpdgu67/view?usp=sharing

9 common motivation killers and 9 ways to fix them - Ziglar Vault

https://drive.google.com/file/d/0BxqKQGV-b4WQU3V0a19aOGJ4VUU/view?usp=sharing&resourcekey=0-D5hwS4bYaSyFY4_WJbEflg

interview-questions-to-ask-jobs.citizensbank.com-8 questions to ask during your interview that hiring managers love

https://drive.google.com/file/d/1CMCGk4iZwkenHNXi1CNlPGQuzDXkW9kB/view?usp=sharing

ideas > interviews

_interview-theladders.com-10 ridiculously smart questions you should ask in a job interview

https://drive.google.com/file/d/1ZT2g_OXt8RFk0nRUky9CyFzYBUxBd6Q9/view?usp=sharing

5 Perfect Answers to the Toughest Interview Questions.pdf

https://drive.google.com/file/d/0BxqKQGV-b4WQWHhrRWRTa1VFdlE/view?usp=sharing&resourcekey=0-oMktHmezT7PBvYBHwacuEQ

Candidates Use These 5 Psychological Tricks to Influence Job Interviews.pdf

https://drive.google.com/file/d/0BxqKQGV-b4WQZHptRGdidVgyN28/view?usp=sharing&resourcekey=0-g85IMZ3vYikO9EPRT-GEGA

Step-by-step guide for Example

sample code block

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