Archive for the Small Acts of Recovery Category

Ending The Confusion About Inclusion – Diversity 2071

Posted in Communication, Diversity, Empowerment, Hiring Trends, Inclusion, Job Search, Small Acts of Recovery, Social Media, Uncategorized, Web 2.0 with tags , , , , on November 20, 2009 by jcsicareerassist

On this blog, we try to offer a thought-provoking take on all subjects related to job seekers and their experience on the job market.  As I’ve mentioned, we believe that empowered job seekers will have a significant impact on the overall turnaround of the market itself.  So when we decided to write about Diversity and Inclusion (D&I), we wanted to offer an outlook that you might not find anywhere else.  Having a clear unfiltered picture of what a totally inclusive culture would mean to the business world will explain why so much effort is being put into creating it.  As job seekers, it’s important to know that D&I isn’t going anywhere and that it’s in everyone’s best interest to understand why it is essential to their success to have an idea of where it is headed.

In order to envision the future of D&I, I began considering what kinds of careers the next generation would reflect upon having grown up in a digital age driven by technologies that allow us to connect and share information with increasing rapidity.  I even chose the year 2071, to illustrate the year that children born today would be eligible for retirement based on the current government recognized age of 62. Living in a time when anyone can contribute their thoughts any time they want via social media platforms, I wondered if they will laugh at our generation for ever needing Diversity training in the first place? 

Considering the way the internet is being used today really put D&I in perspective and the more I thought about it the simpler it became.  When you really break down D&I, it’s driven by the fact that–on an individual level–everyone just wants to fit in somewhere and express their creativity freely.  With virtual worlds, online gaming, social technologies, and search engines, being able to experience this is increasingly becoming a cultural norm.  As more and more people engage across digital platforms, it will become more difficult not to engage in other social arenas as well.  So when you eliminate all of the distractions it becomes clear to see that D&I efforts are suited to facilitate the highest level of engagement. Now for many, this may sound too simple and it definitely doesn’t present a clear business case for why time and money should be invested in programs and training to try to get entire organizations on board. So there must be more to it.

Well while companies know that what’s driving the need for D&I is fundamentally simple, it isn’t easy at all.  Transformation never is.  It is uncomfortable and challenges everything we know.  It demands vulnerability in exchange for growth.  And the rewards that come from our efforts will only meet us halfway.  That means we must extend ourselves.  In essence we must put ourselves out there and learn by doing.  For many of us that is too scary.  We’d rather just close our eyes and wait for change to pass us by.  But, that’s not going to happen.  We’ll be pulled in eventually.  Just ask anyone who reluctantly created a Facebook page or people on the job market who are finally accepting the value of a LinkedIn account.  It’s the same process.  And if you still think social media has nothing to do with Diversity, just wait. 

I deleted an earlier version of this post because in the end it was just one more post telling us what we’ve already heard before.  If Affirmative ActionEqual Employment Opportunity, and the idea that diversity breeds innovation were convincing enough, the discussion would have ended long ago and people would be volunteering to learn how they could help the process move forward.  But because in large part, mankind’s fear of loss still generally exceeds their desire for gain, the D&I dialogue will continue until we reach the tipping point where resistance is obviously costing us more than voluntary compliance.  Understanding this is leverage for those willing to take a front seat on this transformational roller coaster. By the year 2071 when the confusion about inclusion is no longer an issue, the retirees will be able to look back on what it took to get to an inclusive culture and simplify it into a definition like the one below.

Diversity and Inclusion (D&I) – A systematic process designed to facilitate information transfer through converting a culture from a driving mindset of “What’s In It For Me” (WIIFM)  to one of  “What’s In It For Everyone” (WIIFE) .

Now, you might still be asking what this has to do with your job search.  The answer has everything to do with market relevance.  The market is headed this way and if you are not, your POTENTIAL to contribute will be irrelevant since your resistance will represent an information bottleneck. When it is all said and done I believe the retirees of 2071 will demonstrate that the business case for Diversity and Inclusion never had anything to do with the categories that we break ourselves into and everything to do with increasing the flow of ideas and information. 

Google is growing by leaps and bounds because it feeds our need to know and gives us access to information on demand.  Every time we go to a search engine and look up anything, we increase our expectation to find answers quickly. We are in an age where information is currency and anything that gets in the way of our access to information will be minimized and eventually eliminated.  It is inevitable.  We are fast approaching a point where the only hang ups in communication will be individuals withholding information because they are operating on an obsolete paradigm.  So I submit that in the future of business this will not be tolerated from anyone regardless of a person’s race, color, national origin, sexual identification, age, religion, or disability.  The business case for D&I can’t get any clearer than that.

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What Goes Around

Posted in Hiring Trends, Job Search, Networking, Small Acts of Recovery, Social Media, Uncategorized on August 31, 2009 by therooflesschurch

Recruitment Cycle

In a market where 5 people are going after one job and consumer confidence continues to seesaw, achieving stability is going to take a little assistance from a lot of people.  As a result organizations like jobangels have emerged in response to this need.  Their organization has grown tremendously in a very short amount of time because they realize that–like the recruitment cycle shows–what goes around comes around.

Working in the recruitment field we get to see a lot  that people on the job market don’t get to see. And because JCSI’s operational structure is set up differently than most companies in our industry, we very often get to see more of the innerworkings of our client’s recruitment process than some of our contemporaries might.  When we partner with companies on a particular project, there are two things a candidate will know for certain.

  1. The company that hired us is commited to finding someone to join their team within a certain window.
  2. When you speak to someone from JCSI, we are contacting you on the direct authority of the client. (i.e. connecting with us is connecting with the client when we approach you about an opportunity)

This is important information if you are visiting this blog for job search insights because much of the information we provide here, in our webinars,  and other media is not simply an observation of the job market at hand.  Much of what we offer here is based on the continual feedback we receive from the clients we serve.  They tell us what they are looking for and we share that knowledge with the people we speak with and the visitors to our different sites and networks.

When times get tough, we know that small acts can go along way.  You never know when just one sentence, post, or tweet can make the difference in how someone approaches their job search or an interview.  They may not even remember where they picked it up, but it’s great to think that something we offer to the people we connect with may make the difference in whether they land that next position or not.

We consider these Small Acts of Recovery and it’s something everyone can contribute to.  It’s what makes social media the information powerhouse that it is.  People sharing what they know for the benefit of their friends, followers, and connections.  So if you have a Small Act of Recovery you’d like to share, we’d like to hear from you.  Just tweet us at @careerassist and include the tag #smallacts or visit the JCSI facebook page to share your thoughts.