Job Doc chat with Pattie Hunt Sinacole @ Boston.com 12-29-14

This week Pattie answered questions about the hiring forecast for 2015, serving as a reference for a former coworker, job searching over the holidays, selecting a career as a recent graduate, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/12/monday_noon_job_doc_chat_with_11.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

New Year's Resolution - A New Job

Q: This year, for real, I need to change jobs. I have talked about it before but I need to make it a reality. My industry is shrinking. However, I am in a role (facilities management) which is somewhat transferable to other types of industries and companies. What should I begin doing in 2015?

A: Congrats on your decision! I have a few recommendations to share with you.

1. Dust off your last resume and update it. Make sure that it has a current look and feel.
2. Think about professional references who can speak about your work and your skills.
3. Become active (or more active) on LinkedIn. is your profile complete? Have you included a professional photo? Have you joined relevant groups? Ensure that the content of your LinkedIn profile agrees with the content of your resume.
4. Set a networking goal. Attend breakfasts related to your occupation. Connect with former colleagues over coffee. I quickly found IFMA (International Facility Management Association) online but you probably know the professional associations which are the best for facilities management.
5. Re-connect with your college or university if you attended one. Begin to use their services.
6. Work on your elevator pitch, a one to two minute summary of your professional career and what you are looking for now. Rehearse, practice and refine this pitch. You will need it!

Lastly, realize that job hunting takes time, energy and patience. There is often rejection during the job hunting process so you may have to pick yourself up a few times to get over the setbacks. Networking groups are often good sources of support so the setbacks seem less jarring. Be realistic. A job hunt takes time and patience.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Job Hunting over Holiday Week

Q: Should I suspend my search over the holiday week? I have been told that the week around Christmas and the New Year are worthless for job hunters. True?

A: I agree and disagree. The coming week is slow as many decision-makers are traveling or taking time off. However, this is a great time to network! For those of us still working, the pace is a bit slower. Colleagues are scooting out to buy a last-minute gift or having lunch with their team members. This translates to some professionals being more accessible and open to accepting an invitation for coffee or lunch.

Come January, the employment market heats up. There is a "back to work" focus and you want to be ready for that. There may be jobs suddenly approved that one of your contacts becomes aware of. It would be ideal for these contacts to have a fresh recollection of you, your professional skills and your employment history. I predict January, 2015 will be especially brisk since we have seen an improving employment market for several months and January is when new roles are often approved.

A lot of recruiters will be mining Linkedin for talent but they won't post a new role until 2015. Many job seekers put their active search on hold for the holiday season and then re-engage in January.

It is a smart time to ask others to review your resume or invite a hard-to-reach contact out for a quick cup of coffee. Some may have a bit more flexibility in their schedules than they will in January. In January, few will enjoy a leisurely schedule.

Finally, I would never suspend your job search entirely. I would, however, focus on building your contacts.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 12-15-14

This week Pattie answered questions about preparing your coworkers when you go on vacation, dealing with a visit to a former employer's office for an event, making the most of holiday vacation so you can return to work recharged, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/12/today_noon_job_doc_chat_with_p_1.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

If Ben Edelman had a Do-Over

Q: Tell me what you think of Ben Edelman, the Harvard professor who tangled with a restaurant owner over $4.00.

A: Wow. Ok, I think Ben Edelman is probably very smart. I think Ben Edelman probably earned a perfect score on his math SAT. I think Ben Edelman is probably an outstanding attorney when it comes his knowledge of consumer rights and pricing. Advocating for consumers is important work! We all have stories of getting ripped off, or being confused by the infamous "fine print" or feeling like we have no rights when dealing with large retailers.

However, kindness matters in our communities and our workplaces. Extending yourself to a member of your community in a thoughtful way matters. Ben could have stopped in to the restaurant and asked to speak to the manager. A simple, "Hey did you know that your prices were wrong on your website?" would have been a good opening question. I wish Ben would have conveyed a message of support in a helpful tone. Ben could have explained that he is a local attorney and that one of his areas of expertise is ensuring that prices are posted accurately. "I enjoy your food and want to make sure that you are pricing items properly on your site." We all need to think about HOW we communicate a message, as much as we focus on the WHAT of our message.

The emails to the Ran Duan and the Osushi Restaurant are not in the spirit of kindness, being helpful or teaching a retailer how to best explain pricing on their website or how to handle a Groupon. The messages many of us read have a mean-spirited and elitist tone. Humans and stores make mistakes. Instead of threatening legal action, how about offering guidance?

Because kindness is everywhere (include Harvard!), a group of Harvard students launched a site to raise funds for The Greater Boston Food Bank with the hope of eradicating the negative stereotypes reinforced by this dispute. How great is that -- kindness in action!

We all have gifts. Ben's gift is knowing unlawful and deceptive advertising practices. Ran Duan's is running a restaurant and serving apparently delicious food. Even Ben agreed that their food is tasty.

We need Ben Edelmans in the world, but a kinder and gentler Ben Edelman. It may not show up on a spreadsheet but being kind counts.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Holiday Food Temptations

Q: During the holiday season, my office tends to go overboard with food. There is a potluck. Then a company-paid luncheon. Now colleagues are bringing in bagels, donuts, etc. It seems crazy to me. I recently lost quite a bit of weight and I truly dread facing these events. Do all companies do this? It seems excessive to me.

A: Your colleagues and your employer are likely trying to be festive and joyful by bringing food into the office. In many cultures, food and drink accompany celebrations. Most employers celebrate in a similar way. Some offer an evening holiday party. Some sponsor a holiday luncheon. While others coordinate a potluck lunch or dinner for employees to enjoy. It is often a way of saying thanks and allowing employees to relax and socialize.

However, I have several clients who are limiting what can be brought into the office because of food allergies. So the coffee cake, date nut bread or Waldorf salad may need to stay home. Food allergies are serious and can be life-threatening.

I have several clients who are moving to a more philanthropic theme during the holiday season. The employer may be sponsoring a toy drive or donating gifts or food to a local charity. I know of several companies who allow employees a workday to volunteer at a local organization, whether sorting items for a food bank or wrapping gifts for those in need.

I understand your concern. I am also tempted by holiday cuisine. However, if you know in advance, you can prepare yourself and limit your own consumption. I usually try to munch on carrot sticks before entering a high calorie zone. Or I bring the veggies with a low calorie dip and try to stay close to that as a food choice. When I enter a situation where there are a lot of high calorie items and I am hungry, that is a recipe for disaster (at least for me). I then tend to overindulge and eat more than I should.

The holidays are a challenge for those of us who like to eat. Preparing a strategy in advance is helpful.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Sr. Strategic Market Analyst role

Our client is a boutique market research firm located in South Natick.  The company provides data, analysis and insights to their clients, who use this information to better shape their business strategy.  Strong quantitative skills as well as strong communication skills (written and verbal).  College grads with a few years of experience are ideal!

Recruiter

Our client is an Acton, MA-based telecommunications company providing services to the Verizon, AT&T and other large telecommunications companies.  They have a need for a seasoned recruiter to continue to source and screen high-quality talent.  Resumes to psinacole@firstbeacongroup.com.

HR Director opportunity

Our client is an Acton, MA-based telecomms company providing services to AT&T, Verizon and all of the major telecommunications companies.  They are looking for an HR Director with strong benefits, comp, employee relations and recruitment exp.  Experience with a global workforce preferred.  Contact psinacole@firstbeacongroup.com.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 12-01-14

This week Pattie answered questions about conflicting instructions from the same boss at different times, how to get a sense of what salary you should expect, when the same job title means different things at different companies, Project Management Certification, basic tech skills expected for any industry, switching to a lower pressure job after having a baby, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/12/today_noon_job_doc_chat_with_p.html

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A Flexible Work Arrangement vs. A New Job

Q: I work in downtown Boston and live about 45 minutes north of the city. Traffic seems to be getting worse and worse, which has lengthened my commute. My husband works closer to our daughter's daycare but now is moving into a role which requires more travel. Thus, I will be doing more of the drop-offs and pick-ups. My company has flexible work hours but truthfully my manager dismisses this benefit and really isn't behind them. Do you think I need to find a new job? Before you ask, my role is conducive to flexibility since I have a PC at home and I often work a few nights to catch up on emails or other correspondence.

A: Your predicament is not uncommon. An employer likes to brand themselves as a family friendly/flexible employer but in reality, they are not all that flexible. Or, in some cases, the employer may be flexible but it is not exactly what the employee expects.

Flexible work arrangements (FWA) are not just about caring for kids anymore. It is about a spouse who may need to provide care for their seriously ill partner. It is about an adult child who has two parents who need constant care in the final years of their lives. It is about increasing long and unpredictable commutes. Sometimes it is even about returning to school to finish a degree.

For my clients who do it well, I have observed the following:

1. Senior management supports and often embraces one (or more) of the FWA options. These leaders truly "walk the talk" and will work remotely one day per week or work a flexible work schedule to drop off a child at school. What is probably most important is that these leaders "walk the talk" and openly share with others that FWA are acceptable and supported.
2. The FWA is not perceived as a nice, little perk. Instead, it is viewed as part of the attraction and retention puzzle. "We want to keep you."
3. Smart companies listen to their employees. Employees often have the best ideas. Some FWA are more accepted in some organizations than others. Successful organizations give employees a voice at the table.
4. Progressive employers review where FWA are being used and more importantly, where they are not. Sometimes this is a yellow flag with respect to senior-level support.

I don't think you should start searching for a new job. Instead consider options that might help you build a business case for a more flexible work schedule. Visit www.whenworkworks.org.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Being Accessible 24 Hours Per Day for Work

Q: I am interviewing for a job and was told that the CEO expects "7 by 24" accessibility to the engineering team. I have a strong work ethic but I do coach my son's basketball team and enjoy time with my family. Have you ever heard of this and what do you think it means? I check email seven days per week and am usually available to pick up my phone but not 24 hours per day.

A: I am so glad you asked! Employers seem to be encroaching into their employees' personal lives further and further. While smart phones can be helpful, sometimes their usefulness can be abused. Usually I see this "7 by 24" expectation at the senior levels but not this same expectation for an entire engineering team. Yet there may be exceptions. For example, if a project deadline for the engineering team is approaching. Then I can understand that a call (or calls) outside of normal business hours may be required. However, this does not mean complete accessibility when there are no pressing issues.

I think there is an expectation that very senior-level leaders be accessible after hours, even on a regular basis and a greater expectation if there is a crisis. However, asking an engineering team to be on call as a norm seems excessive to me. Again, if there is an urgent project or upcoming deadline, that is another matter.

In your specific situation, I would ask. One way to ask would be: "I have a very strong work ethic. Of course, in my current role if required, I work evenings and weekends. But you mentioned a requirement of '7 by 24' accessibility. Can you tell me what that means?" Then you can decide if that is a requirement that is in or out of your comfort zone. Some CEOs can be powered on 24 hours per day. While others are a bit more flexible and may require phone calls outside of normal work hours, but it is not a consistent pattern, but instead an outlier. You will want to ensure that you clearly understand this expectation before accepting a new role.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

At-Will Phrase in Offer Letter

Q: I just received a job offer. How wonderful right? Not so wonderful. Well some of it is good. The company is great, exactly where I want to be regarding both location and industry. Compensation is good. Benefits information looks competitive! However, they have this line in there that is really bothersome to me! The sentence says that my employment is "at-will and either party can terminate your employment relationships at any time, with or without notice." Does this mean I am going to leave my job only to be at risk for being fired at any time and on a whim? I am too afraid to ask the recruiter about this sentence!

A: I understand your concern! Most employees in the US are working in an "at-will" employment arrangement. Although the phrase may sound ominous, it common language in the world of employment experts. In lay person's terms, it means you can leave this role at any time and yes, they (or your employer) can terminate your employment relationship at any time. Most US workers are "at-will" and not members of a union and do not have an employment contract in place. Exceptions to "at-will" employment are generally found with teachers, nurses, police officers and firefighters.

I consulted Jeffrey A. Dretler, a partner with Fisher and Phillips. Dretler explains, "Even in at-will employment situations, an employer is prohibited from terminating an employee’s employment or taking other adverse action that is motivated by illegal reasons, such as the employee’s membership in a “protected class” (e.g., age, race, color, gender, disability) or because the employee engaged in some sort of protected activity, like 'blowing the whistle' on illegal or improper activity."

Do not let wording concern you. When I work with clients, I often encourage this same type of language be included in their offer letters. It sounds like a competitive offer worth further consideration!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Asking About an Overdue Performance Review

Q: It has been about 15 months since I was hired into my first position out of college. I like my job a lot and I am grateful I have started at a company with a good reputation. When I was hired, I was promised a one-year review and it about three months late. I am not sure how to approach the situation. We have a small HR team and they all seem competent. I have not heard of this problem occurring elsewhere. Any advice?

A: Congrats on successfully landing your first job! How wonderful that you enjoy the company and your work responsibilities.

You are in an uncomfortable position: asking for something that you feel was promised to you back when you were first hired. Here are some options:

1. Look in your employee handbook to determine if there is a policy on annual performance reviews. Often times there are guidelines spelled out in the handbook. 
2. Ask HR if annual reviews are given on the employee's first anniversary date because that was a commitment made to you when you were first hired. If it is detailed in your offer letter, this is a plus. If it was a verbal commitment, I would still ask HR. HR may tell you the performance reviews are done, but rarely on completed on time. Unfortunately, this is a common scenario. This responsibility often moves to the bottom of the manager's "to do" list. Usually any type of salary increase would be retroactive to the original due date. If this is the case with your performance review, I would ask HR if they remind managers to complete some or all of their performance reviews.
3. You are probably hoping to avoid asking your manager but there may be no other solution (especially if number 1 and 2 don't work to your satisfaction). I think you could ask during a weekly/monthly meeting. Or, just an impromptu, "Hey Stephanie, should we schedule a time to talk about my performance, that one-year performance review meeting?"

I have listed my suggestions in order, from easiest to most challenging. You may decide that asking your manager first is the best route, which is fine. Good luck!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Summary of Earned Sick Time Law for Mass Employers

We have talked with many clients today in response to the passage of Massachusetts Ballot Question 4, the earned sick time law.

First, don't panic.  The law does not go into effect until July, 2015!

Second, read the summary below.

We still have a number of questions and we expect to receive further guidance from the Attorney General's office in early 2015.

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Earned Sick Time (Ballot Question 4) - Implications for Massachusetts Employers
On November 4, 2014, Massachusetts voters passed Ballot Question 4, which requires many employers to
provide earned sick time for their employees. We have provided this summary for our clients.

1. When is this law effective?
   Not until July 1, 2015.
2. I have heard confusing info about company size.
   Employers with fewer than 11 employees - employees can earn and use up to 40 hours of UNPAID sick time in a calendar year.
   Employers with 11 or more employees - employees can earn and use up to 40 hours of PAID sick time in a calendar year.
   To calculate employee headcount for this law, all employees performing work (on a paid basis) should be counted including full-time, part-time or temporary employees. There have been additional questions raised on how to calculate headcount due to reductions in force or whether out-of-state employees are included in the calculation. We expect additional guidance from the Attorney General in early 2015 on this provision of the law.
3. Explain when this new earned sick time can be used by an employee.
1. If an employee has to miss work for the employee's child, spouse, parent or parent's spouse, who is suffering from illness, injury or medical condition that requires medical care; or
2. to care for the employee's own medical illness, injury or medical condition that requires medical care, to attend an employee's routine medical appointment (or that of a child, spouse, parent or parent's spouse); or
3. to address the effects of domestic violence.
4. Will we have to pay out accrued but unused sick time upon termination, as required with vacation time?
   No. A payout of unused but earned sick time is not required upon separation of employment.
5. How will accruals work?
   Employees earn one hour of sick time for every 30 hours worked. Employees begin accruing on their start date OR July 1, 2015, whichever is later. Employees also may carry over up to 40 hours of time into the next calendar year. 
6. What about our current PTO policy? Do we have to abandon that policy?
   No. However, employers must ensure that their current PTO policy offers the same or a more generous benefit than the earned sick time law. A PTO policy must also offer that the earned sick time be used for the same purposes as outlined in answer #3 above. An employer's PTO policy may needs to be revised and perhaps re-written for compliance purposes.

First Beacon Group LLC will continue to provide guidance on the new earned sick leave law in Massachusetts. For more information, please contact Pattie Hunt Sinacole at psinacole@firstbeacongroup.com or (508)435-9889.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 11-06-14

This week Pattie answered questions about including non-relevant work experience in a resume, job listing sites for specific industries, a lack of good candidates for digital marketing roles, finding an entry level job for a veteran with a recent college degree, finding a job after a master's degree with a large gap between bachelor's and master's, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/10/monday_noon_job_doc_chat_with_6.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

A new supervisor confused over a performance problem

Q: I am a new supervisor in a financial services company in Boston. We don't have an HR department. I have four employees in our department. Three of the four employees are great. Then there is one that doesn't seem to want to cooperate. She returns late from lunch. She arrives late in the morning almost every day. This employee always seems to either just meet or no meet deadlines. It is stressful to work with someone like this. I feel like I cannot rely on her. Sometimes I feel like I am giving more work to the others since I know they will just get it done. Should I confront her? How do I do this?

A: Being a new supervisor is a challenge, especially when you step into a challenging situation with an employee. Here is what I would recommend:

First talk to the previous supervisor if possible. Are these new behaviors or behaviors that began some time ago? The longer you permit an employee to behave like this, the longer that they think that this behavior is acceptable. Even if the former supervisor is not available, I would still recommend confronting her. However, it is helpful to have some history. Also, talk to your manager to make sure that he or she does not have additional information which could be helpful.

Begin to document the issues. On what dates did she arrive late? What deadlines did she miss? When did she return from lunch later than expected? Once you have real-life examples of her performance concerns, you should meet with her, ideally face-to-face. Explain your concerns and give her examples (e.g., On October 27th, you arrived at work at 9:35am when 9:00am is our latest acceptable arrival time and on that same day, you took over 75 minutes for lunch when most of us take 60 minutes or less). Explain that her unreliability and tardiness is becoming a pattern.

Finally, ask her for her input on why this is occurring. Explain your expectations. Next, document your conversation. If her behavior continues, you may have to give her a written warning or consider terminating her. Check in with your manager before proceeding with any further discipline.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Overwhelmed by Networking Requests

Q: I just landed a great job, in part due to the help of friends and family members (aka networking as you call it). However, now that I have started working, everyone (including some I don't even know) are asking me to meet them for breakfast, lunch, drinks or coffee to network. I just started a new job and I don't take lunch very often. I am not in an office where people leave for coffee. At the end of the day, I have an hour plus commute and want to spend time with my family. How do I manage all of these requests? It is overwhelming. I work long hours and I earn a low base salary and rely heavily on commissions. If I accepted all of these networking requests, I would not make an income.

A. I can empathize since I receive frequent requests from near and far. It sounds like your world and my world have some similarities. Time is money and time is precious. However, I do believe in giving back so I try to respond to reasonable requests. It also sounds like networking helped you land your current job.

Here are some tips that I have used:

1. Carve out a short period of time on the phone, maybe 15 minutes or so. The travel to all of these networking appointments can eat up a significant part of your day.
2. Connect on Linkedin.
3. I usually commit 1-2 hours to networking requests each week. Often times people will get angry since I cannot work with their schedules. My availability for networking requests are often at 7:30am before my work day starts. Some job seekers are frustrated by the times I have available. In some rare instances, I offer an early Saturday morning call or Sunday evening call, but, like you, I would prefer to spend that time re-charging my batteries.

One way to respond is, "I just started my new job in October. I really like it but it requires long hours and I have a significant commute too. I would be happy to talk with you by phone during my commute home next Thursday but that is probably the best I can do right now."

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Upcoming Panel Discussion 11/11: Security Threats and Employee Privacy – A Complicated Balancing Act

Patricia Hunt Sinacole will be a panelist at an upcoming event presented by Marcum LLP and Fisher & Phillips LLP titled "Security Threats and Employee Privacy – A Complicated Balancing Act." Join Pattie and the other panelists on Tuesday, November 11 at 8:30-10:00am at 53 State Street, 38th Floor, Boston, MA 02109. The event is free, but please register online at http://www.laborlawyers.com/security-threats-and-employee-privacy-a-complicated-balancing-act.

Concerns about using social media for a job hunt

Q: I prefer to avoid social media. I feel it does more harm than good. The problem is that I have not looked for a job in over 20 years and I think I should start looking. I feel like I may be at a disadvantage without social media. I don't want to hear about people's personal business and I don't want to share mine. What are my options?

A: You raise valid concerns about social media. Much of job hunting now does rely, at least in part, on the internet and/or social media. You can use job hunting websites within using social media. Most companies list open positions on their website now.

Social media is a source of job leads. LinkedIn, in particular, has become a powerful job hunting tool. LinkedIn is considered a professional networking site, where little personal information is shared. On occasion you may stumble across a piece of personal information but it is primarily a tool for establishing professional connections. Your LinkedIn profile is created by you. So you can include as much or as little personal information on the site as you wish. Some include a photo of dog or a photo against a Patriots banner, but most do not. Twitter is also a helpful job hunting tool. I have found Twitter to be a mixed bag; some use it for personal use while others use it strictly for business. Facebook, I think, for the most part is use for personal use though some companies have Facebook pages.

If you want to focus solely on professional connections, I would consider LinkedIn. You can also join groups related to your career interests. As an example, if you are a registered nurse looking at new opportunities, you can join several groups related to healthcare, nursing, clinical, pharmaceutical, biotech or medical devices. You can also join groups related to your geography (e.g., south shore, Boston, Worcester area, etc.)

Ask others which social media tools they use for job hunting. Your colleagues will likely share sound advice.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Writing a self-assessment

Q: I am supposed to write a self-assessment on my performance at year-end. I dread writing this because my supervisor is very critical of me and others on my team. I know he will pick apart this document. Do you have any suggestions?

A: I am sorry that you feel such angst about writing this document. When you write this document, it should represent a balanced summary of your performance. Definitely mention what you have done well and cite specific accomplishments. For example, if you closed a large client include a note that says, "After several months of negotiations, I was able to close ABC, Inc. which is estimated to bring $126K in revenue in the first quarter of 2015." Focus on results.

On the other end of the spectrum, if you didn't close a specific deal (which you expected to), you should include that you expect to close that piece of business in 2015. If there is a legitimate business reason why you didn't close this prospect, mention that as well. Do your best to keep emotions out of the document. Write a draft and put it down for a few days and then re-read it. It also may be helpful to have a trusted friend read it.

In some companies, employees are expected to meet and review this document with their supervisor. If you review this document with your supervisor, be prepared to share examples of your strong performance. Keep your tone professional and appropriate. Be careful that your body language isn't conveying defensiveness. Even though you may disagree with your supervisor's feedback, listen attentively. If you receive a positive comment, light up! Be grateful. This type of response may prompt your supervisor to share more encouraging feedback.

Whether we agree with it or not, and as trite as it sounds, feedback is a gift. Take it, accept it and understand why it is being shared. You don't have to agree but you should be open to listening to feedback.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 10-06-14

This week Pattie answered questions about a long gap in employment, returning from disability, gaining professional licensing, making a career change and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/10/monday_noon_job_doc_chat_with_3.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Tips for recent college grad job seekers

Q: My son just graduated from college in May, 2014. He has replied to hundreds of ads. How do college graduates find jobs? My wife and I read this column every week to him but it never seems to address the problems of recent graduates.

A: Congratulations to your son! Landing a first job is not always easy. Here are some tips:

1. Use the career services office and the alumni relations office.
2. A resume should be well laid with no typos, spelling errors or wild fonts.
3. Join Linkedin. Connect with fellow graduates, professors, friends and neighbors. Join groups which make sense, either in terms of career interests or geography.
4. Never say no to an intro. It is not only the uncle who could be a useful contact, but all of the uncle's contacts!
5. Check email daily.
6. Be gracious. Send thank-you notes or emails.
7. Consider temping or contracting. It builds real-world experience and professional contacts.
8. Don't spend hours behind a computer shooting out resumes. Instead, spend this time networking. Set a goal of 75% networking and 25% PC time.
9. Do a social media check. College grads need to make sure that their Facebook page doesn't portray an image which would be concerning to an employer.
10. Be positive. Even if the job search has been a challenge this does not mean you should share the pitfalls of job hunting with a prospective employer.
11. Have an elevator speech. This is a 1-2 minute summary of who you are and where you hope to be professionally. Practice it in front of the dog, a sibling, a friend or a parent.

Matt Masood, a recent college graduate and job seeker from Marshfield, Massachusetts shares, "It all comes down to connections, from professors to friends to cousins."

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money  & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 09-29-14

This week Pattie answered questions about fitting in with different personality types at work, planning ahead to what your career will look like in your 50's, a realistic number of job requirements, dating yourself, resume structure, salary range expectations, and more... Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/09/monday_noon_job_doc_chat_with_2.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Posting jobs within a company

Q: I was recently asked by a friend about a job at my company that was posted on a popular and well-known career/jobs site. I knew nothing about this posting or that we were hiring. The job is in a department that I work with every day and it would have helpful to have known about this opportunity. Do companies have to legally post all jobs internally first? What is the best process for posting jobs? You would think that my company would have notified employees of the opportunity first even if it was not legally required.

A: Employers are not required to post all jobs internally in most cases. There are some exceptions including government organizations, federal contractors or if it required by a union contract. However, most employers are not mandated by law to post a job internally.

Many employers do post jobs internally though for several reasons. First, there may be a current employee interested and qualified for the opportunity. Second, a company's employees are often a viable source of referrals for an open position. Third, it sends the message that the company is hiring. When a company is hiring, that is often a positive sign. Fourth, it is often less expensive to hire internally than to hire a new employee externally. Lastly, it provides a career path for employees, which will hopefully retain valuable employees over the long run.

In my opinion, it is a good practice to post jobs internally for 7-10 days. That time period allows interested employees to complete any steps to apply internally. Sometimes a company will ask the employee to complete an internal job posting application form and submit it to an internal company representative. A 7-10 day time frame also gives the employee some time to research the department and/or the specific role.

Sometimes employers will not post a job internally and this can be a controversial decision, especially from an employee's perspective. However, the employer may feel like bringing in new talent to the organization is best for the company. Or the employer may feel like internal candidates would not be the best option for this role. Yet, I agree with you. There should be a communication mechanism for informing current employees of the external recruitment effort. Your employer could circulate current opportunities within the company and ask employees to check a designated section of the company website. There are options!

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Dogs in the workplace

Q: My employer is very flexible and cool. We can dress how we want to dress. We can work from home. A few people have started bringing their dogs to work. I like dogs but I was bitten by a dog several years ago and so now I am reluctant to approach a dog. Some of the dogs roam the hallways and it makes me nervous. All the dogs seem nice but so did the dog that bit me!

A: Your employer sounds very progressive! How wonderful that you are given a lot of flexibility around dress and telecommuting.

Some of my clients permit employees to bring dogs to work. I understand your concern. No one should have to be fearful if they walk to the men's room.

When an employer permits a dog to accompany an owner to work, most employers share a few requirements to ensure the safety of all:

1. A current vet record should be provided saying that the animal is up to date on all vaccinations, etc.
2. The dog must be house-trained and well-behaved with no history of aggressive behavior.
3. All dogs should be treated humanely and given water and breaks outside on a regular basis.
4. The dog must be restrained while on company property. Some dog owners use crates while some use baby gates or leashes.
5. Create spaces where pets are not allowed. Examples include kitchens, bathrooms and conference rooms.

The landlord should also be notified in advance. Some companies require a signed legal release from the dog owner before bringing the dog into the workplace.

You could explain your concerns to your employer and ask them to limit the dogs' ability to roam freely. It sounds like that dogs at a distance may be ok for you but you prefer not to run into them unexpectedly.

One of my clients allows employees to bring in their dogs but only on Fridays. A scheduled day might be a reasonable compromise. That way you could schedule your work-at-home day on Friday and dog owners could bring their dogs to work on Fridays.

I love most dogs but like you, I am reluctant to approach a dog I don't know. More and more companies like Amazon and Ben and Jerry's allow dogs in their workplaces. I think it is wise to provide rules to employees on bringing pets into the workplace so everyone shares an understanding of how it will work.

Pattie Hunt Sinacole, owner of two wonderful rescue dogs, is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Anticipating feedback from a supervisor

Q: I recently took a job that I love. I graduated from college about three years ago and this is my second job. I enjoy my co-workers and the work is interesting. My supervisor has these meetings every few months called "feedback meetings." I have not had one but I am sure my time is coming. During these meetings, she tells the employee what they do wrong and how the employee makes her look bad. I am dreading these meetings. What can I do to prepare?

A: Congratulations on your new role. Feedback can be helpful if delivered in a constructive way. It sounds like your supervisor is attempting to give her team members helpful feedback but it is being received a more punitive way. Or perhaps you are just hearing what employees are concerned about and not the content of the entire meeting? In reality, these meetings may be more balanced (with your supervisor sharing both positive and negative feedback) but you are only hearing about the worst part of these meetings. Is your supervisor negative in general, on a day-to-day basis, or is it just what you have heard about these meetings that is your concern?

A few thoughts on preparing for these meetings:

1. Walk in with a positive attitude. Smile and be open with your both language. Use good eye contact. 
2. Have a pen and a notepad handy to write down anything important. It also shows interest. 
3. Share your thoughts about how the first few months have gone. Be candid but be sure to offer some positive feedback too. It sounds like you find the work interesting and have developed positive relationships with your peers. 
4. If your supervisor truly heaps on the negative feedback, ask her if you can share some of the highlights and some of your accomplishments. Be prepared with a short list of accomplishments before you walk into the room. 
5. Thank your supervisor for her time. Feedback can be just as hard to give as it is to receive.

Sometimes the anticipation of a meeting is worse than the meeting itself. After you have had your "feedback meeting," you will be able to judge whether balanced feedback is delivered or truly this is a "dump" of negative feedback.

Job Doc chat with Pattie Hunt Sinacole @ Boston.com 09-08-14

This week Pattie answered questions about changing careers, the engineering field, resume building, resume writing, volunteering, career advancement, interviewing, high demand careers and healthcare jobs. Read the transcript at http://www.boston.com/jobs/news/jobdoc/2014/09/monday_noon_job_doc_chat_with.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section.

Meal breaks for part-timers in Massachusetts

Q: I am a part-time employee who works about 20 hours per week in an office. I work five days per week and I usually arrive at 10am and work until about 2:30pm. All of my colleagues leave for lunch around noon and return back at around 1pm. I do not get a lunch break even though I am there at noon. I have asked my supervisor several times because this seems unreasonable to me. At my last job, I was eligible for a lunch break. I would prefer to get an hour and work later. Can I request that?

A: In Massachusetts, there are laws which govern meal breaks within the workplace. Employees must receive a 30-minute meal break after working six continuous hours. During this meal break an employee should be able to leave the workplace. An employee can voluntarily decide to work through a meal break but then this period of time must be compensated. Meal breaks are most often unpaid. There are some exceptions to this meal break law but they are limited. The exceptions include employees working within certain industries where it would be difficult to disrupt a specific process like dyeing clothes or printing newspapers.

From what you have shared, it sounds like your regular schedule is less than six hours per day. You may have been hired to cover lunch breaks to enable your fellow employees to leave the workplace with minimal disruption to your employer's office. You are probably not legally eligible for a meal break based on your current schedule. You can request a meal break but that does not mean your request will be honored. If you work longer days on occasion, you should be given a meal break if you are working more than six hours in a single work day.

For more information about how the meal break laws work in Massachusetts, visit http://www.mass.gov/ago/doing-business-in-massachusetts/labor-laws-and-public-construction/wage-and-hour/meal-breaks.html.

Pattie Hunt Sinacole is a human resources expert and works for First Beacon Group in Hopkinton, an HR consulting firm. She contributes weekly to Boston.com Jobs and the Boston Sunday Globe Money & Careers section. Click here to read about more employment topics in The Job Doc Blog at Boston.com.

Employed but overwhelmed

http://www.boston.com/jobs/news/jobdoc/2014/06/overwhelmed_but_employed_after.html

Name confusion!

http://www.boston.com/jobs/news/jobdoc/2014/06/name_confusion.html

How to convey work ethic during a job search

http://www.boston.com/jobs/news/jobdoc/2014/03/how_to_convey_a_strong_work_et.html

Chat with me on Monday, Feb 24 at noon!

http://www.boston.com/jobs/news/jobdoc/2014/02/job_doc_chat_with_pattie_hunt_8.html