Case in point from today’s email to us:
“I am writing to express interest in joining the Hourly team as a media strategist, in a full-time or part-time/freelance capacity. I would be eager to use my experience…..to generate media interest and work to insert Hourly into the national dialogue around employment, \”the gig economy,\” and modern freelancing…. Hourly is a terrific and much-needed startup that helps freelancers find meaningful work in their skill set and connect with employers and clients who have bypassed the headache of sifting through responses from their gig ads on craigslist.”

Did she get a response from us? You bet! While we were not looking to hire at that moment, “Betty’s” email was thoughtful, and resonated enough with us to start the conversation, and give her a leg up on the competition.

So how can you be a job creator?

1. Monitor those companies that most interest you. Get to know not only their products & services, but those of their closest competitors. Watch for breaking news, follow their stock (if applicable) and any seasonal or demand changes. You want to be an innovator or problem solver, so look for opportunities.
2. Understand the hiring cycle. If you are interested in working for a hot startup, watch CrunchBase to see which companies have recently received funding. $$ = New Hires. Alternatively if you want to work for a swanky retail store, watch for improving sales in the media or seasonal demand changes like summer & major holidays which typically drives hiring.
3. Have a point of contact. NEVER send a blind email or letter to HR. Do your homework and find out who the head of the department is where you want to work, and their exact title. If it is a public company, department heads are often listed on the last few pages of the annual report. Otherwise pick up that phone and call. Receptionists will share more than you think. Just ask.
4. Carefully craft your letter. As mentioned above, you must walk a fine line between singing the companies praises and discussing how you can add value. Always keep it positive. For small retail businesses, we recommend an in-person visit. Be sure to dress well and arrive at a time when the boss is not swamped helping customers, such as first thing in the morning.
5. For god sakes, be sure to follow-up by phone (Emails give it 3 days, letter 5 days and in-person visits 3 days). Be courteous to all assistants. They are not only the gatekeepers to getting through to the boss, but trusted advisors, so treat them well.

Go get ‘em!

This past weekend I had the good fortune to attend a “Career Boot Camp” sponsored by The Ladders for volunteers and trainees of a non-profit job training organization called StreetWise Partners.

The panelists discussed a number of issues and I wanted to share some of the ideas that particularly resonated with me as critical for those building their careers.

1. The body of effective career advice is small. Putting it into practice is hard.  BUT, if followed you should see results in 4-6 months. Even in this blog you see the themes week after week: network, go after something you are passionate about, be open to an unconventional idea that can give you experience, and know what you are good at.
2. Sometimes, we need to take a step back to take a step forward so long as that step back is one that involves gaining a new or missing skill in your portfolio. One speaker described taking a job in a different location simply to be able to talk about his ability to manage outside of large US cities.
3. Be an agile learner and look for companies that foster learning agility.  I admit I had never heard of the concept of “learning agility” before this weekend.  However, as I did a little research, I found a growing body of evidence that successful managers need to do three things: you need a solid commitment to learning; it is critical to put yourself in challenging situations; and you must be relentless in seeking and accepting feedback about your performance.  As you look for new opportunities, ask prospective employers about the culture of the firm:  is it committed to learning, supporting staff in growth, and giving staff feedback? These are the distinctions in employers that make a real difference in one’s ability to excel or feel stymied. For more information on this concept check out this article on the Leadership Vibe.
4. Find your truth teller. It is so important to have someone who gives you uncensored advice on who you are, what you ought to do, your real strengths and weaknesses, and ultimately your job choice. Find that person – whether at your job, a friend, a family member, or a set of mentors.

Angie Kamath, who overseesWorkforce1 as the Deputy Commissioner of Workforce Development at the NYC Department of Small Business Services, shares her perspective on Workforce1 and the New York City job market every Wednesday in her weekly  Jobs in New York City column. 

Some welcome news coming out of the Labor Department this morning. Nonfarm payrolls jumped 243,000 helping to drop the unemployment rate to a near three-year low of 8.3 percent. Economists had expected the jobless rate to hold steady at 8.5 percent given pre-estimates and gloomy reports coming out of the Fed earlier this week, but the Household Survey proved stronger than expected.

So Where are the jobs? 

Job growth was widespread in the private sector, with large employment gains in professional and business services, leisure and hospitality, and manufacturing. Government and Information continued to drag.

What about the under and unemployed ?

Those  who have been jobless for 27 weeks or more, was little changed at 5.5 million, (accounting for 42.9 percent of the unemployed) and those employed part time because their hours had been cut back or because they couldn’t find full-time work actually rose slightly from 8.1 million to 8.2 million.

How’s it looking for February & 2012?

All in all the news is looking brighter. While the US still desperately needs growth in the range of 4% to 5%  to get unemployment down to 6%  (Fourth quarter of 2011 was 3%), January marks the fifth straight month that the  unemployment rate has declined. February may prove a step backwards, with several large firms like American Airlines and various financial firms announcing layoffs, but most economists agree that the economy is SLOWLY rebuilding. The continued job creation among small businesses who added 50,000 new jobs in January (according to Intuit) and jump in the temporary services are strong indicators that consumer confidence is rising, and this trend will continue.

So who is hiring? 

Home Depot (HD ) and Lowes (LOW) announced that it will be hiring 110,000 workers to get ready for the Spring Season. (70,000 at Home Depot’s 2,252 stores & 40,000 at Lowe’s 1,714 stores).  Always the busiest time for home improvement projects, with improving revenues, home goods sellers seem to be cautiously optimistic about the year ahead.

Following CarMax (KMX) being named one of Fortune Magazine’s “100 Best Companies to Work For” for an eighth consecutive year, the company announced that it plans to hire 965 new employees as it predicts a busy spring and summer selling season. The new positions are mostly in sales and service operations, and  full-time and part-time positions are available.

With the release of Boeing (BA) much awaited Dreamliner the aeronautics manufacturer said it would be hiring 100 machinists a week to boost production rates across its plane programs. One sure way to get a leg up on the hiring process at Boeing is to complete an 11-week certificate program at the Washington Aerospace Training and Research Center in Everett.

Despite being on the brink of collapse two years ago, The Big Three U.S. Automakers, Chrysler, General Motors (GM) and Ford (F) have come roaring back with strong demand for their new line of cars, and the announcement that they would be adding 200,000 new workers over the next three years.

Other bright spots include Hospitality, Travel & Tourism, Technology and Healthcare, which show continued strength in 2012.

To find local jobs to match your needs, check out Hourly (www.hourly.com)

Enemy Combatant #1 -The Vertical Silo. Specialized job boards are great, IF that is all you do. The reality in this new gig-economy is that job seekers have a broad range of skills and talents that they can utilize, and having to set up (& manage) accounts across the internet is ludicrous. And not simply for people seeking work. A new employer on Hourly told me that on average he would post a single job on 6-8 job sites, including trade schools and organizations, in the hopes of finding the right candidates, but in the end was “an expensive crap shoot”, as he called it, and successful 35% of the time.

Issue #2 – The Ever Changing Application Form. Anyone remember the “Common App” in college? It was a godsend. Take all the applications that are fundamentally the same and create one consistent platform, saving everyone involved, time, money and sanity….If any of you have recently applied OR posted a job online, you know where I am going with this one. “Powered by Taleo, LinkedIn, BrassRing, Simplicity”, not to mention all the custom jobs. The variables of what is or is not required could drive anyone to drink, multiplied by the number of sites that any one person has to manage.

And #3 – The Low Cost Wasteland For mid-small sized businesses, unwilling to spend $200+ per job post, Craigslist has become a great catch-all for  jobs, but is unmanageable and frenetic. As one member put it, “I felt like I was glued to my desk, checking it ever two to three hours in case something good came along; and then you didn’t even know who you were sending information to half the time.”

Dealing with the same issues, our goal at Hourly is to eliminate the drama on both sides and tear down the barriers between all these job boards. IMAGINE a single destination where you can:

1. Find jobs that match all your job interests
2. Be matched (& alerted) to new opportunities, as they are added
3. Apply to jobs with the click of a button
4. Know who is on the other side of the conversation

It’s how we are doing things here at Hourly, and invite others to tear the walls down with us.

Here are some tips to make you SHINE!

1. Attitude is Everything – No doubt the Christmas music and short-tempered shoppers can wear on even Jolly ol’ Saint Nick himself, but having a great attitude on the job will go a long way to making you a stand out on the job. To preserve your sanity be sure to take your breaks, and get some fresh air outside.

2. Be on time…Everyday – This time of year there are often lines outside before the store is even open, so Managers depend on their staff not only being on time, but ready to work. This means being outfitted and prepared with whatever tools needed to start the day.

3. Be flexible - The holidays often involve stores being open longer hours, putting strain on Managers and staff with regard to scheduling. While not everyone can be flexible with their time, the more you can offer to be there for them at different times, the more invaluable you become.

4. Challenge yourself - The Holidays will push any business and present challenges at every level. Rather than hide in the background, offer to take on new responsibilities. Not only will it allow you to try new jobs that might be of interests, but shows that you are adaptive and eager.

5. Impress the people that matter - Oh sure, the coffee clutch, water cooler or smoking pit chatter is great fun, but keep in mind that many of your colleagues are also temporary, and while it’s nice to make friends, the people that you want to impress are the ones that will hire you later.

6. Be bold…Ask for the job – It sounds silly, but before Christmas ends, be sure to tell your manager or HR that you have enjoyed the job, and would be interested in any full (or part-time) jobs that are available once the season ends. Many Managers are accustomed to having much of their staff run out at the end of the Season, so speaking up ahead of time, helps them understand your intentions and that more attention can be spent on your training.

To find jobs that match your skills check out what’s new on Hourly.com

College Student. Willing To Take A Few Hours Out Of Demanding Social Schedule To Do Odd Jobs for Generous Pay.
Call Eugene at 662-6045
Thanks
-Eugene’s Dad

Given what we do here at Hourly, I not only had to leap out of the car and take a picture, but I had to give Eugene’s Dad a call to learn more about the origins of this post and what response he has received so far.

To make the whole story even better, Eugene is not the son’s real name, nor is he aware of the posts. “Dad” as we’ll refer to him, clearly did not want to embarrass his son around town, but the plea for work is very real. As Dad puts it, “I have three sons, who are very capable, but have no interest in working.” Like all kids, he says, they are busy with schoolwork, sports and their friends, but “I think it’s important for them to earn their own money, and not just come to us everytime they need something. That’s the way I did it.”

Clearly, in this economy, this has become a consistent theme we’ve been hearing from people. That said, even we were surprised when we recently exhibited at the NY XPO for Business just how many people took our information (cards & bracelets) not just for their business, but to give to their sons or daughters, in the hopes of finding them a job. Some were recent college grads, but the majority of the kids mentioned were still in school, making us wonder if Dad’s post was pointing to something more systemic.

In speaking with Eugene’s Dad it is not that the kids are lazy, but that a lot of the manual labor jobs typically done by “young boys/men” in the past (ie. shoveling snow, mowing lawns, moving furniture) are being done by local laborers, who are hungrier for the business, and “finished with their rounds, by the time my boys are getting out of bed.” It would seem that teenage girls can often find great work as babysitters or at a local shop, but it doesn’t always translate as well for the young guys.”

So what to do?
“You have think outside the box today and get resourceful”, says Dad. Turns out he’s right. In addition to the sign posted above for Eugene, there is also a sign floating around town called “Muscle for Hire” aimed at finding work for his teenage sons, that advertises helpers who will “Push, Shove and Schmooze”. “I think people are responding to the signs because they are funny, and human, and show a tenacity for finding work.” And clearly Dad must be onto something, because not only are his boys finding work, but are often paid well above market rate.

Great example for us all in getting out there, and in absence of having Eugene’s Dad, there is Hourly.com for being able to market yourself effectively and find great local jobs!

PS….We had said we would obscure the phone number on the above photo for this piece, but Dad called back and asked us to not only keep it in, but let people know the area code is 516, in case they have work

Growing up internships (or externship) were considered a valuable part of one’s education. It was a way to get real-world training in exchange for college credit, whether it was over the summer or January break. Personally I would always prefer to be “on the job” than in a classroom, so I loved interning and found it valuable in helping me figure out just what is was that I wanted to be when I grew up. My employers were mentors, giving me back, as much as I gave (thank you Philicia & Jim Feeney), and treating the experience very much like an old world apprenticeship.

Today, it would seem that more employers are abusing this relationship, far past college, and using interns as nothing more than free labor. In a depressed economy, job seekers are doing anything they can to get their foot in the door, and not just college kids, but Americans of all ages, and businesses are clearly taking advantage of this desperation. What’s most galling is that we are not talking about cash strapped business or charities, but companies like Fox Searchlight Productions who have deep pockets, and can easily afford to pay minimum wage to people working their tails off. Yes, it is great to get experience, but in absence of getting college credit or learning a skill or trade that would have required financial investment, it is abuse, plain and simple. I even read a post by John Stossel yesterday, defending the practice at Fox Business News, telling the Labor Department, who is now looking into this matter, to “Butt out, federal bullies.”

So like anything the trick is to know your rights, and look for jobs and internships that value your contributions or provides measurable training. In 2010 the Labor Department created a 6 point test  for-profit internships to comply with labor laws: The following six criteria must be applied when making this determination:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
2. The internship experience is for the benefit of the intern;
3. The intern does not displace regular employees, but works under close supervision of existing staff;
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

Share Your Thoughts!

Image by ToGa Wanderings via Flickr

I was just back from giving a farewell speech to a group of professionals at a conference in Salt Lake City (I once served on the board of directors for a large professional association in the recreation industry) when I decided to leave the industry and take a job in a completely new industry. You see, there were several people in the audience who knew what I had accomplished, but a few who focused even more on what I could accomplish–they were the ones who were more diligent about hiring me as an employee.

During the conference, my future employer said, “Just come down and talk to us.” The next week, I drove a car down to San Diego and walked into a several hour interview. I had no idea that was going to happen, but I could roll with it, which probably served as a good test to the premise of what I could do (as mentioned previously).

We both liked each other, employee and employer. So, my future employer said, “Look, there are no experts in this industry (internet); it’s too brand new. I know you’re a smart, hard-working warm body that can sit in a chair. So together, we’ll figure this thing out.”

A few weeks later I was sitting in that chair… I sat in it for 6 years and through 2 acquisitions.

Employers today often face a similar dilemma, “Who can I hire if none of the potential candidates have the training or experience to do the job?

Unfortunately, few employers have yet adopted the necessity to train those who could become their perfect candidates. The book Fast Food Nation written by Eric Schlossen over a decade ago tells the story of how fast food companies sought technology that would allow them to hire “zero training” employees. Basically, they wanted machines that simply asked an employee to push a button and wait for a beep to signal that the food was ready to serve. If an employee didn’t really have to anything, then it was less apt to get screwed up. Instant gratification for all. Has this business practice had an impact on employers training their candidates to be perfect employees?

This week, I read an excellent article in the Wall Street Journal by Peter Capelli, “Why Companies Aren’t Getting the Employees They Need.” He says:

“Employers are quick to lay blame. Schools aren’t giving kids the right kind of training. The government isn’t letting in enough high-skill immigrants. The list goes on and on.

But I believe that the real culprits are the employers themselves.

With an abundance of workers to choose from, employers are demanding more of job candidates than ever before. They want prospective workers to be able to fill a role right away, without any training or ramp-up time.

In other words, to get a job, you have to have that job already. ”

I, for one, don’t believe that the university system does any training for professional positions whatsoever, it merely teaches the vocabulary that later allows employers to train. From this common industry language employers show new employees how they want the work to be done. Why wouldn’t they? How the work is done is likely their unique selling proposition that sets them apart from the competition. In other words, I expected to be trained by my first employer. And, as you read at the beginning of this post, I was trained by my first employer.

Training employees is no new concept, there weren’t always manufacturing lines, fry cooks, engineers or bell ringers. Someone, somewhere, at some point learned how to do a particular job and then trained others to do the same. If employers want employees to do it their way, then they should teach them how it’s to be done.

Last week, I wrote a blog post about how Hourly is helping train employees for part-time jobs. We tested a training class for catering employees; it was a huge success. Why’d we do this? It expands the hiring pool for employers and gives potential employees more skills, therefore access to more potential jobs. Since we’re the connecting mechanism between the two–we match employers with potential employees–it’s a win-win-win for employees, employers and us.

It’s the type of thing we’re going to do here at Hourly because it gets America back to work one hour, one job at a time.

Image by doug88888 via Flickr

There’s a coffee shop that I frequent when I’m in town, and due to my frequency I’ve become good friends with the manager. Yesterday, we spent a few minutes talking about the interviewing process that she has to “endure” with regularity.

“Did you see those interviews?” she asked.

“Yes, that last one was really short,” I added.

“Maybe the shortest I’ve ever given. Let me give you some advice: don’t show up to an interview wearing profanity on your clothes and then use the same words during the interview. I also don’t care if you’re friends on Facebook with someone that just happens to be one of my 900 friends.”

I laughed and then asked, “Mind if I blog about you?”

She continued to tell me more about the “nightmare” interviews that she’s had, claiming that they’ve shown up for training drunk, submitted applications with drink and food stains all over them, called to cancel an interview because they, admittedly, had to attend a friend’s party, arriving for interviews looking as if they’d just walked out of a street fight with clothes askew, facial lacerations and leaves–yes, leaves–in their hair, received phone calls/texts and asked for a moment to answer them while being interviewed.

My friend went on to talk about her biggest pet peeve: the interviewee who shows up late. “I need to hire because I need to fill shifts,” she said. “Those shifts that need to be filled? Yeah, I’m working many of them myself. So, when you’re late to an interview you’re impacting my day… in the wrong way.”

In Kansas City, one of the most enjoyable events of the season is The Country Club Plaza Lighting Ceremony. With the flip of a switch on Thanksgiving night, they turn on 280,000 lights (which would form a string of lights 80 miles long if laid end to end). It’s the busiest day of the year, an “all hands on deck” kind of day for the store.

“I specifically ask every person I interview if they can work on Thanksgiving. It’s our craziest day of the year. We limit our drink menu to deal with the rush and have two people steaming and two people making espresso non-stop for hours. Everyone I interview is local, they love The Plaza, they all know the busy days down here because they’ve attended them, yet they have a tendency to look at me with surprise, like I just tried to steal their lunch money or something,” she said.

It’s a good point to make: know something about the place where you’re seeking employment and enter the interview armed with that knowledge. An interview isn’t just about answering questions, it’s also about asking them–working a job should be a good fit for the employee and the employer.

• What is the social atmosphere of the store like?
• Do we have fun while getting the job done?
• Do you typically work alone or with another employee?
• Do team members ever hang out socially outside of work?
• What kinds of customers frequent the store: students, business persons, etc.?
• What shifts are the hardest for you to get covered?

Once you’re hired, be available! Pick up shifts others need them covered and they’ll be more apt to pick up one of your when you need it. Earn the right to ask for a shift off because you’ve worked hard and gone out of your way to get things done!

As for this coffee shop, my favorite in town, seldom do I experience an actual nightmare, and I think that’s mostly attributed to the great hires who work here–always a smiling, friendly face with a good memory about what you order and what you do.

“How’s your writing coming, Bob?” they often ask. I appreciate the motivation to keep writing. Thank you!