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Preparing Your Organization for Gen-Y

Published

Anthony Portuesi

on October 7, 2009

in Education and Gen-Y

. 0 Comments

Generation Y is of the age to enter the workplace and the workplace is in need of them. But are you ready for them?

Thanks to Richard Bottner of Intern Bridge, Inc, another development opportunity is in the works that attempts to close this learning gap. Set for October 26th - 30th 2009, Intern Bridge is sponsoring the Millennial Thought Leaders Online Conference, geared at preparing organizations with the tools and practices necessary to engage today’s rising talent. We know that as Gen-Y’s presence in the workplace increases, the need for growth in this area becomes ever more important. Yet sadly, for many companies, it continues to be an area that is frequently overlooked. Per the conference website,

“The Millennial Thought Leaders Online Conference provides an opportunity for college recruiting professionals, human resources specialists, line managers and supervisors, and career services practitioners to engage in a nationwide program of best practices and proven methods for engaging today’s entry level talent. From social networking to dealing with parents to learning what higher education is doing to help this unique generation, the online conference compliments professional development goals without impacting travel budgets.

Registration for the conference will be made on a per-location basis, meaning every employee of a registered organization or career office will have access to the entire content of the conference. All you need is an internet connection and a conference room where professionals can gather for presentations.”

Each daily session last about 1-1 ½ hours, with presentations from established authorities on Gen-Y. The schedule includes:

Monday, October 26, 2009 - SESSION 1 - 12:30pm to 2:00pm EST
The New Work Ethic: Why Even the Most Talented Young Employees Are Overcomplaining and Underperforming, and What to Do About It! - Presented By: Eric Chester: Author, Employing Generation Why: Understanding, Managing, and Motivating Your New Workforce -President and Founder, Generation Why, Inc.

Tuesday, October 27, 2009 - SESSION 2 - 1:00pm to 2:30pm EST
The Trophy Kids Go to Work: How The Millennial Generation’s Attitudes And Expectations Are Shaking Up The Corporate Workplace - Presented By: Ron Alsop: Author, The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace - Retired Staff Writer/Editor, Wall Street Journal

Wednesday, October 28, 2009 - SESSION 3 - 12:00pm to 1:30pm EST
Using Social Media to Recruit and Retain Millennials - Presented By: Dan Schawbel: Author, ME 2.0: Build A Powerful Brand To Achieve Career Success - Publisher, Personal Branding Magazine

Wednesday, October 28, 2009 - SESSION 4 - 2:00pm to 3:30pm EST
The Millennial Generation: How Does Higher Education Fit in The Picture? - Presented By: Rachel Reiser: Author, Millennials On Board: The Impact of The Rising Generation on the Workplace -Associate Dean, Babson College

Thursday, October 29, 2009 - SESSION 5 - 1:30pm to 2:30pm EST
Millennials Seeking Meaningful Work: How to Lend a Helping Hand. - Presented By: Alexandra Levit: Author, Success For Hire and Millennial Tweet Columnist, Wall Street Journal

If you have yet to establish a program for engaging tomorrow’s future leaders, this may be an excellent place to start. Download the official conference brochure for more details and registration information.

Brazen Careerist: Career Management for Gen-Y

Published

Anthony Portuesi

on August 25, 2009

in Gen-Y and Technology

. 0 Comments

brazenlogo Brazen Careerist: Career Management for Gen Y Since March of 2008, Brazen Careerist has provided an environment for emerging professionals to interact, network, and contribute in a forum dedicated to career development. Powered by user generated content, Brazen emerged as the social network for career focused members of Gen-Y. Being an early contributor in their community, I’ve seen the site evolve and develop into a substantial resource for navigating the professional world, and it’s not slowing down…

Starting today, August 25th, the Brazen team has elevated the community to the next level, creating what is now being called a “career management tool for next-generation professionals.”

“We are calling Brazen Careerist the career management tool for next-generation professionals. In the online career space where experienced professionals win, we’ve created a network that will help young professionals level the playing field. Instead of just a traditional résumé, at the core of the new Brazen Careerist profile is an idea-based feed that showcases your knowledge, opinions and thoughts. In other words: Your potential.” – Penelope Trunk, CEO at Brazen Careerist

Thanks to co-founder Ryan Paugh, I had a chance to preview the enhancements of the new Brazen network last week and I must say I was impressed with the concept of the recent launch. In addition to creating a professional profile, the site now allows you to showcase your resume and more importantly your ideas - something employers can’t find on your resume. Where previous functionality only enabled the contribution of content, users now have the ability to establish a personal feed, encouraging your interaction with some of the most influential members of Gen-Y.

If you haven’t visited or experienced the new site, take a look and let me know your thoughts.

The Best Ways to Communicate with Gen-Y

Published

Kyle Ryman

on August 13, 2009

in Communication and Guest Posts

. 0 Comments

Today’s guest post is from Kyle Ryman of ProfessionalLEADER.com.

Do you have Generation Y in your organization? You probably do, and that means that you will have to, at one point or another, have to get a hold of them at some point in time. But how will you do it? Look through these 4 different ways to find the best way of getting a hold of the tech savvy Generation Y.

1. Social Networking Sites

You will want to use social networking sites if you have a short to medium length message, that will be sent to one or a handful of people, and it will need to be read or responded to relatively quickly.

What is great about them:

They check these sites multiple times a day.
It is easy for them to access and respond to your message.

What sucks about them:

You can’t send attachments.
Lack of formatting options keeps your message length relatively short.
It is hard to easily communicate with more than a handful of people.
You not only have to be on the same social network, but you also have to be their “friend.

2. Text Messages

You will want to use text messages if you have a very short and direct message, that will be sent to one or a handful of people, and it needs to be read or responded to extremely quickly.

What is great about them:

Text messages are easy to respond to, even while in class…
Their phone will notify them as soon as they receive one.
You can be almost certain they will receive your message.

What sucks about them:

You can only use this for short, direct, messaging.
You are hard pressed to contact large groups.
It costs you money…

3. E-mails & List Servs

You will want to use e-mails and list servs if you have a medium to long message, which will be sent to any sized audience, and it needs to be read or responded to within the next few days.

What is great about them:

You can send longer, more detailed messages.
You can send attachments.
They normally check their personal e-mail at least once per day (more with a smart phone).
Emails and list servs make it easier for you to contact large groups.

What sucks about them:

They don’t check this as much as they do their social networking sites.
If you don’t send to their personal e-mail, then good luck.
There is a “slight” risk of their spam filter filtering you…

4. Phone Calls

You will want to use phone calls only if your message is too complex to be expressed any other way, i.e. you have got to talk to them.

What is great about them:

Phone calls are a very dynamic medium.
You actually know whether or not they got, and understood, your message.

What sucks about them:

You can only contact one person at a time.
They probably won’t pick up, for whatever reason…
They will not listen to any voice mails that you send. Or, at least not any time soon.

The Key for You…

…is matching medium to message. You have got to know what kind of message you are sending, what timeframe they need to respond in, and how many people you will be sending it to. If you take those three things into consideration and match them to the appropriate communication channel, then you will stand a much better chance at getting a hold of your Generation Yers.

My Question to You:

When you have to get a hold of Generation Y, how do you do it?

_________________________________________________________________________________

Kyle Ryman is a guest contributor and author of ProfessionalLEADER.com. He is a second lieutenant in the U.S. Army (infantry), and a recent graduate of Texas A&M University with a B.A. in History, Minor in Communications, and Certificate in Leadership Development and Study.

10 Tips on How to be Taken Seriously as a Leader

Published

Anthony Portuesi

on June 21, 2009

in Gen-Y and Leadership

. 4 Comments

gen y respect 10 Tips on How to be Taken Seriously as a Leader Earning credibility and being taken seriously continue to be challenging issues for many Gen-Y employees as they step into roles of increasing responsibly.

In preparation for advancement, many training programs focus solely on building “competencies,” the cornerstones to success. I agree the ability to negotiate, communicate, influence, and persuade others are indispensable qualities when it comes to leading successful teams. And there is no doubt that enhancing these skills builds one’s credibility and sets the groundwork for long-term success. However, for Gen-Y Leaders, the risk of undermining that credibility early on is very real thing. Many sabotage themselves, losing control and credibility before they even have the opportunity to utilize there abilities, simply by falling into classic traps that are easily overlooked.

Highlighting this point, authors Caitlin Friedman and Kimberly Yorio, offer some basic and practical suggestions that lay the foundation for being taken seriously when moving into the role of team leader. The following ten steps can be found with greater detail in their book, The Girl’s Guide To Starting Your Own Business.

1. Be on time every day. It’s your business. Lead by example.

2. Don’t make a habit of leaving early. Your employees will resent you if you walk out the door at three and call them from the gym at five-thirty to check in.

3. Don’t go drinking with your assistant. Or swap stories. You need to set the example. What you do in your private time away from the office should remain fodder for your peers, not your subordinates.

4. Don’t ask them to do anything that is not work-related. It’s rude and fosters resentment. This includes walking your dog, picking up your dry cleaning, and buying your personal holiday presents, unless, of course, the job is personal assistant.

5. Don’t let them hear you on personal calls. Not only will they will imitate you for months if they hear you refer to your spouse with pet names, they will feel entitled to be on their own calls all day.

6. You are not their friend. Be a pleasant boss, but never leave the door open to talk about personal drama. You want your employees to feel comfortable talking to you about serious personal problems (especially if they will impact her job performance) - a sick mother or child-care problem, for example. But the last thing you can afford is to become a surrogate therapist for employee dating or marital woes.

7. Pitch in when you can. If you have assigned what you know to be a tedious task, such as mailing five hundred company brochures, spend at least a few minutes pitching in. This is your team; make it happen together. A little willingness to get your hands dirty will go a long way when you need a really big ditch dug.

8. Do not share company financial issues or problems. If your employees suspect things are not going well, they will be looking for another job before you know it. There is a whole philosophy of open-book management that works in big public companies (the law requires it, anyway), but in small companies you don’t need your employees second-guessing your decisions.

9. If something goes wrong with a client or customer, you have to take the blame. As the boss, you are responsible for everything running smoothly. If you have a problem employee, you need to monitor him or her closely, provide more training, or let her go. You cannot make bad employees the scapegoats for mistakes.

10. Manage, but don’t smother. Granted this is your business and you’ve got the most to lose, but you’ve got to let your employees take responsibility for their workload. Guide, cajole, pester — don’t suffocate.

What other suggestions would you offer from your experience?

How to Earn Respect Quickly Despite your Youth (drivenleaders.com)
How to work better with Gen Y (money.cnn.com)

Rypple: 360 Degree Feedback Reinvented

Published

Anthony Portuesi

on May 29, 2009

in Communication and Personal Development

. 5 Comments

360 feedback Rypple: 360 Degree Feedback Reinvented For years now, 360 degree feedback or “multi-rater feedback” has become all the rage when it comes to training, development, and in some cases, performance evaluations.

In a nutshell, 360 degree feedback is a method and a tool that provides an employee the opportunity to receive performance feedback from every aspect surrounding their role. Traditionally the feedback is given from a range of internal sources (including supervisors, peers, subordinates) and in some cases external sources as well (customers, business partners, etc.) 360 degree feedback allows an individual to understand how his or her effectiveness as an employee, coworker, or staff member is viewed by others.

“The purpose of the 360 degree feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development.” – Susan Heathfield, HR Expert - About.com

There is great debate as to whether 360 degree feedback should be used strictly for developmental purposes, or also used for end of year appraisals. Some argue that multiple sources lead to more well rounded fedback, while others feel that the method’s anonymity provides no recourse should one want further clarification on the feedback. Regardless of position, it’s hard to argue the power of receiving a full circle view of one’s effectiveness when it comes to personal development.

Recently while discussing the topic, a co-worker introduced me to Rypple.com, a quick and easy way to solicit feedback from managers, peers or really anyones opinion whom you respect. The flexibility of the system allows you to solict feedback from anyone, about anything from performance, to opinions on a meeting, or input from a team members on a project. Everything is presented in very simplistic manner allowing you to simply enter your question, choose whom you want to ask it to, and then track your performance.

What separates Rypple from other 360 feedback systems is that there are minimal constraints when it comes to what you can and cannot do. There are no pre-defined questions or limitations on who should give you feedback. The responses are completely anonymous, creating an open environment for honest and meaningful feedback. With this flexible functionality, some users have even employed the technology to survey customers and solicit feedback from clients.

Rypple is a web-based and free for the basic service, (a premium version costs a nominal fee per month, with corporate options rising from there) allowing users to sign-up today and receive feedback almost instantly. Certainly an interesting twist on receiving feedback that caters directly to Gen-Y. To learn more, take the Rypple Tour and check it out yourself. I’d be interested to hear your thoughts or experiences if you’ve used it.

Creating Your Personal Career Vision

Published

Anthony Portuesi

on May 20, 2009

in Advancement, Personal Development and Vision

. 3 Comments

career vision4 Creating Your Personal Career Vision

I know this sounds easier said than done, trust me. I was that kid who never had a straight answer to the question, “What do you want to be when you grow up?” I had new idea every few weeks, feeling that it was too hard to pick just one thing to do for the rest of my life. As time passed and experience came to my aid, I quickly learned that without a defined goal, vision, or endpoint for where I wanted to be later in life, the road to getting there was going to be that much tougher to travel.

Since those early days, I have become strong advocate of setting goals and creating a vision for one’s future; career ambitions included.

Even in a tough job market there are opportunities, perhaps reserved for the most talented, best networked, or best prepared, but they do exist. For many, the difference between being in that group verses being on the outside, is having an unyielding personal vision. Defining your career goals and developing a plan to reach them is the first step to achieving them. Expectedly this is only part of the equation; the execution is what will ultimately determine its level of success.

For Gen-Y, achieving our career ambitions will take much longer than we had once hoped; a blatant fact that may be discouraging, but is nevertheless true. This creates a perfect time to revisit (or create) your own Personal Career Vision and figure out where you truly want to be later in life. i believe we each need to define this vision before we can take the correct action on it.

“Where there is no vision, there is no hope.” - George Washington Carver

Creating your vision - Where to Start

Like most things, getting started is often the hardest part. Steve Bohler, Director for the Oxford Program of Career Change, offers some suggestions on how to approach creating your personal vision. If done correctly, this exercise may be a little eye opening. Get started today by asking yourself the following:

What is my CORE? Your core defines how you are hard-wired - your natural abilities and personal traits. Using these traits is required for a fulfilling work life. If your work makes it impossible for you to express these essential aspects of yourself, self-actualization will be just about impossible. The best way to understand your core is through a “triangulation” of objective testing, reflection, and external validation.

Objective Testing: Results from a sound interests/personality assessment can help you identify your role in life. For example, at work are you supposed to be a “creator” or a “doer?”
Reflection: Look over your employment history and identify themes that run through the jobs you’ve loved and those you’ve hated. Does the objective testing help to explain why those themes exist?
External Validation: What do others who know you well suggest are your greatest, natural talents?

What is my AMBITION? No Personal Career Vision can exist without getting intimately in touch with what you really want, now and in the future. Your ambition builds off of your core and paints a picture of your ideal destination. If you know where you want to go, you’ll have a much easier time getting there. Make a list on paper:

What time do you want to start work? What do you want to wear to work?
What organizational style do you find most compatible? What setting? Profit vs. non-profit? Summers off?
What are your lifetime goals? Retiring early? Becoming a homeowner?
Imagine being on your death bed. What are the things you must do or achieve in your life to feel satisfied? Becoming prominent in your field? Writing a book? Somehow making a difference in the world?

Then ask yourself, which of these are important enough to wait, create or fight for? Which of these will be a part of my Personal Career Vision?

What are my TRADEMARK ASSETS? Your assets make up your competitive advantage. They are your source of success and meaning as well as your greatest value to the world. Think about:

What are you really interested in? Do you look forward to reading the trade magazines for your job, or do you dread it? If you were stranded on a desert island and could get one magazine subscription, what would that magazine be about?
What gift (or gifts) do you have that you haven’t fully acknowledged?
What makes you more naturally suited to a profession than 95 percent of the population because you bring a unique passion, experience, or talent to the table?
What do you know a lot about, or know a little about and want to know more about?
What do you really love doing? Think about those tasks where time flies by and you don’t even notice because you’re truly in the moment.

The answers to theses main questions should tell you a great deal about yourself and your personal ambitions. Once you’ve created your vision, start exploring avenues that will help you turn these desires into reality. It’s unrealistic to expect all of these “wants” to happen quickly, but now that your vision is taking shape, you can figure out what it will take to make it reality. Share your vision with a trusted mentor and begin to formulate what steps you need to take to fulfill these goals. It may involve a career change, switching industries, or perhaps accepting an interim position as a stepping stone to a future career. Though it may not be your favorite position, it could play a crucial role in reaching your ultimate goal.

Remember, “Where there is no vision, there is no hope.” So take a moment, look inside yourself, and outline your Personal Career Vision, you’ll thank yourself in the future.

Career Transition Tips for Success (halliecrawford.typepad.com)
A Gap Year Can Get Gen Ys’ Groove Back (blogs.harvardbusiness.org)
How to recognize bad advice about work (penelopetrunk.com)

What Employers Can Do To Attract Gen-Y Talent

Published

Anthony Portuesi

on April 2, 2009

in Gen-Y and Recruiting

. 0 Comments

Ethan Lyon, Senior Writer at Sparxoo, asked me to author an article for a series they are launching around Gen-Y. The following is our collaboration focusing on the Gen-Y in the workplace. Though the economy has certainly changed the game for employers, the following is a synopsis of the traditional drivers of Gen-Y. Please visit Sparxoo.com for more information on their Gen-Y series.

maunel lino What Employers Can Do To Attract Gen Y Talent

Gen-Y in the Workplace

76 million. That’s the estimated size of Gen-Y, according to Fast Company, with many yet to reach the workforce. The subject of how Gen-Y is changing the future of business continues to be a growing discussion around the country. Gen X employers are already beginning to feel this shift in the workforce, many understanding that to stay competitive in this new environment they must adapt their philosophies or risk being left behind in the change.

Staying competitive in today’s marketplace means attracting Gen-Y’s top candidates, something that can be challenging to many organizations. The first step requires an employer to gain a greater understanding of Gen-Y’s expectations and a willingness to stray from the norms that have become commonplace in their organization. Though there are many areas to consider when looking to attract Gen-Y’s best and brightest, below are 3 suggestions that are worth some time and consideration.

Flexibility

Gone are the days where the steady 9 to 5 job with two weeks vacation will entice the prospective employees. Gen-Y demands flexibility in their careers. Work / life balance is more than just a pipe dream, and for most it’s a reality worth fighting tooth and nail to obtain. The separation between work and life is blurred as Gen Y seeks flexibility and variation in the workplace. In the past two years, the number of U.S. employees working remotely at least one day per month increased 39 percent, from 12.4 million in 2006 to 17.2 million in 2008, according to WorldatWork. “They want the freedom and flexibility of a virtual office, but they want rules and responsibilities to be spelled out explicitly,” says Ron Alsop, author of The Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up the Workplace.

If an employer leaves no room for compromise, Gen-Y has no problem packing up and searching for a position that will fill this desire. Regardless, don’t be fooled. They are obsessed with productivity and have no problem working longer hours as long as it fits into their schedule.

Recommendation: When looking to hire strong candidates, consider flexible hours or provide choice in the role. Though the end goal will be the same, how, when, and where they go about completing a task, it is more important and more motivating to the Gen-Y employee. In most cases they will look to shape their jobs to fit their lives rather than adapt their lives to fit the workplace.

More Feedback

This generation also demands additional attention and guidance from employers. Growing up and an environment of constant feedback and praise, Gen-Y thrives when working in an environment where there is an open flow of communication. “Millennials have been given very high doses of feedback since age 4, and they need that feedback to know they’re on the right track,” says Bea Fields of Fast Company. As technology has integrated itself into nearly every facet of their lives, it has created a need for immediacy that is absent in Gen X and even moreso in Boomers. When it comes to an evaluation, an annual or even semiannual evaluation isn’t enough. They want to know how they’re doing weekly, even daily if it’s possible.

Recommendation: Consider creating a mentoring program if you don’t have one, or at the very least, introduce them to people early on that they can turn to when they feel the need for advice or someone to bounce ideas off of. When it comes to feedback and recognition stick to the rule that each employee should be individually recognized or told how they are doing at least once every seven days. Even a simple, “You’re doing a great job.” will improve moral and encourage increased productivity.

Creating Value

To truly get the most out their Gen-Y employees, employers need to look beyond just the traditional paycheck. Though salary and benefits continue to be number 1 and 2 respectively on the list of importance, the opportunity for growth and advancement rank a close 3rd. Gen-Y needs to be shown how their work makes a difference and why it’s of value to the company. They have much to offer in the workplace combining strengths such as teamwork, technology skills, social networking and multitasking skills.

Recommendation: If you can provide and communicate a strong plan for development AND advancement, you will be well on your way to retaining your top Gen-Y employees. Competitive wages are important and retention will be influenced by the level of “opportunity” your company provides. If you make any promises in this area, be sure you’re willing and able to live up to them. It’s a key driver of the Gen-Y work ethic.

Top 5: Gen Y Mindsets (spraxoo.com)
Millennials Want New Tech from ‘Old’ Auto Industry (marketingvox.com)
Generational Marketing (socialmediatoday.com)

Personal Branding Magazine - Free Sample!

Published

Anthony Portuesi

on October 28, 2008

in Gen-Y and Personal Branding

. 2 Comments

Dan Schwabel just released the latest edition of the Personal Branding Magazine, and as expected, it’s better than ever. Entitled “The Personal Branding Gold Rush,” this issue is a call to action. I’ve written previous posts about the importance of building your eBrand; Vol. 2 Issue 2 takes it another step further. It contains interviews with, Gary Vaynerchuk, David Allen, Keith Ferrazzi and Robert Cialdini, along with 26 other articles on developing a powerful online presence. I think Dan’s description says it best:

“Now is the time for building your personal eBrand. Laggards will be lost in a Google cloud of dust, while early adopters will rank #1 for their name. Stop watching everyone else steal your gold (your THUNDER) and get involved today. Many people are scared to develop an online presence, yet it’s the only way you can safeguard your brand and have “job security.” This issue will highlight Gary Vaynerchuk, who will passionately force you to get involved in the GOLD RUSH. As you read each page, you will gather the knowledge needed to not let these opportunities pass you by.”

The full issue won’t be available until November 1st for subscribers, however a free sample is available today at http://www.personalbrandingsample.com If you haven’t seen the magazine or subscribed to it yet, I would highly recommend it. I’ve had a sneak peak at the complete issue and I have to say, you won’t be disappointed…

The Power of Personal Branding

Published

Anthony Portuesi

on September 19, 2008

in Gen-Y, Personal Branding and Thought Provoking

. 4 Comments

personalbranding The Power of Personal Branding

Personal branding is the red-hot buzzword these days and for good reason. The term, first discussed by Tom Peters in 1997, is a powerful topic whose significance is growing by the day. No one will disagree that in the digital age, the importance of establishing and maintaining a strong personal brand is vital to your future success.

“It’s what you do that makes you who you are and how you project that to others that makes you memorable.”

- Dan Schwabel, Personal Branding Blog

Incase you’re new to the subject, personal branding is treating your personal image as if it where a consumer brand. It’s a process of articulating your unique values and attributes, consistently, across multiple platforms. Being a marketing guy at heart, this concept has intrigued me ever since I first heard it years ago.

In today’s marketplace, a strong personal brand gives you the ability to stand out in a crowd - a competitive advantage. Tomorrow, on the other hand, will be different. The absence of one (or a negative one) could be devastating. Just this month, careerbuilder.com released some eye-opening statistics related to employers using social networking sites to screen potential employees. Here are a few memorable stats directly from their site:

Of those hiring managers who have screened job candidates via social networking profiles, one-third (34 percent) reported they found content that caused them to dismiss the candidate from consideration. Top areas for concern among these hiring managers included:

41% - candidate posted information about them drinking or using drugs

40% - candidate posted provocative or inappropriate photographs or information

29% - candidate had poor communication skills

27% - candidate lied about qualifications

On the other hand, social networking profiles gave some job seekers an edge over the competition. Twenty-four percent of hiring managers who researched job candidates via social networking sites said they found content that helped to solidify their decision to hire the candidate. Top factors that influenced their hiring decision included:

48% - candidate’s background supported their qualifications for the job

43% - candidate had great communication skills

40% - candidate was a good fit for the company’s culture

36% - candidate’s site conveyed a professional image

To see the complete results of the survey, view the full report.

Though I won’t claim to be an expert on the subject, it’s hard to deny that the power of personal branding is only growing by the day. Below are some of my favorite resources in regard to personal branding. Each provides a slightly different outlook and strategy as to creating and promoting your own personal brand. My only advice is, that you don’t wait, start today…

Additional resources on personal branding:

- Dan Schawbel’s Personal Branding Blog
- Reach Communications’ Personal Branding Blog
- Rob Cuesta’s Personal Branding Blog
- Chris Brogan’s Free E-Book on personal branding
- Brand-Yourself.com

Best Places to Launch a Career

Published

Anthony Portuesi

on September 7, 2008

in Advancement and Gen-Y

. 0 Comments

This month, Business Week published its annual list of the best company’s to launch your career. As expected the “Big 4″ all ranked in the top five, however many companies have made big moves forward by catering to the desires of Gen-Y. Signing bonuses, exceptional training, extended vacation, and quick advancement, have all become common place tactics to lure top notch candidates straight from school. Visit the full article for a complete listing of the top 50 and details on how each company made the cut.