Many GCDFs were involved in the monumental Work Opportunity Project last year. This groundbreaking empirical survey was based upon 100 intensive face-to-face interviews of randomly selected Eastern Kentucky employers. The participating employers provided a picture of the future workforce needed in Eastern Kentucky. Their responses will pave the way for preparing the workforce by identifying the top skills and traits needed. A national study supports similar findings. To help job seekers better understand the competencies employers deem most valuable, the Career Advisory Board, established by DeVry University, created the Job Preparedness Indicator study, a new annual survey designed to identify and track gaps between the attributes candidates say they have and what qualifications employers need to fill available positions. The survey was conducted online during September, 2011, by Harris Interactive on behalf of the Career Advisory Board, and surveyed 540 hiring managers and 734 job seekers. Interestly, the findings break down the skills employers are ideally seeking at different levels of employment - entry level (initiative and dependability), mid-level (problem solving and communication) and managerial level (leadership). The article goes on to list some strategies to improve job search success and bridge the gap. As part of ongoing professional development, take time to review both studies.

More on Interviews and First Impressions

Past trainings have emphasized the importance of first impressions in the interview. As noted in a recent InterviewSavy blog post, a survey of recruiters conducted by the Society of Human Resource Management (http://www.shrm.org/) found that a hiring decision relies over 40 percent on organizational fit, and the decision to not hire the candidate is made in about 15 minutes by over 50 percent of recruiters (30 percent do so within 5 minutes and another 30 percent do so within 15 minutes!). With stats this strong, mock interviews and time spent thoroughly preparing our clients for upcoming job interviews can't be overlooked. What specifically do you do to prep your clients and make positive first impressions?

Celebrate National Career Development Month

November is National Career Development month and a wonderful time to celebrate our work as career advisors. Each November, I take the opportunity to schedule a few lunch meetings with some of my most respected peers and organize best practice sharing days within some of my professional affiliations. What will you do this month to celebrate?

Job Action Day, celebrated November 7th this year, is all about empowering job-seekers to attain the skills employers seek, taking charge of directing their career, and being vocal and demanding action on job creation -- helping your clients move their career and/or job-search forward. Check out this site for some ideas to incorporate in your tool kit. Especially note the blogs listed at the bottom of the link. What great resources for us a career practitioners.

Learning the importance of Social Media for the GCDF Today

As we begin to delve into the endless ways that social media can assist you in successfully helping clients, let's make one thing clear:

IT HELPS YOU MORE!

Build a professional identity on LinkedIn, follow career experts on Twitter and watch You Tube videos of the lastest interviewing trends.  Sure, your clients will be helped but so are you as a professional.

Today's service model is all around the career advisor as the expert.  You have to know your stuff and be agile with every client served regardless of their work experience.

Simple things that can help you now:

Read a career related book once a month
Build your LinkedIn profile with two connections a week or more
Get a Twitter account if you haven't already.

Finally, use this AMAZING resource with clients. 
It is called "Careers Out There" with host Marc Luber. 

He interviews professionals in careers that your client may be considering.  Very informative, engaging and well worth your time. 

Building Your Linkedin Profile

Hello everyone!!!

We look forward to seeing our GCDF colleagues who are registered to attend the November 18-19 training in Lexington.  It will be focused on the importance of resume editing and development along with social media tips.  We will study Twitter, LinkedIn and the power each tool provides for you are a career advisor.

For now, we encourage you to build your LinkedIn profile and continue to increase your connections.  A recent poll suggested that 80% of hiring managers (nationally) will "google" potential job candidates.  The stronger your LinkedIn profile is, the more likely you are to have that at the top of your Google search.

http://www.linkedin.com/

GCDF CEU Trainings

** November and April trainings are full. We have a few spots left for the July 2012 training. If you would like to register or get on the waiting list, please let Carla know ASAP.**

Hello, everyone!So glad to announce that our GCDF CEU training schedule is set for the next year.

We will not have individual CEU classes based on the year each person graduated. Instead, we will offer three CEU training weekends that are open to all classes of GCDF professionals. The space limit is 21 persons per training. Reservations are on a first come first serve basis. Priority is given to the class of 2007 since their CEU renewal is approaching next year.

Here are the dates:

1. November 18-19, 2011
2. April 20-21, 2012
3. July 13-14, 2012

All classes are at the Sleep Inn and will begin at 3:00pm until 9:00pm on Friday. Saturday will be from 8:00am until 11:00am.

When you reserve the training you plan to attend, please include your GCDF year.

Social Influence Scores and Your Future Career Path

AOL recently shared that the next wave of employment and hiring trends may have a lot to do with your social influence rating. If you have a Facebook, LinkedIn or Twitter account, you are already being scored. Companies such as Klout, PeerIndex and Twitter Grader are also beginning to score people in such areas as influence and how many followers or friends they have accumulated. Did you post something that caused others to respond or act?While employers have been using Google for quite some time to conduct background research on possible candidates, social influence ratings are about to take things to a whole new level. The Federal Trade Commission has recently allowed background check company Social Intelligence to start using information on social networking sites as part of routine background checks. Information that is Federally and State protected is excluded from the reports. Perspective employers will be able to obtain a report that has information on your Facebook likes, photos, LinkedIn special groups, tweets, blog comments etc. This could be cause for concern if employers find digital dirt that may reflect poor judgment, illegal activity, or questionable behavior on your part. On the positive side, employers will also have access to information that would be viewed favorably such as professional recognition and involvement.

So use this as a wake up call to review your social media privacy settings and be even more cautious of anything you would not want an employer to find.