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.