1. Keep your resume to no more than two pages.
2. List your accomplishments using bullet points to highlight your impact and experience.
3. Tailor your resume for each job by including keywords from the job description.
The Career Workshop will help attendees prepare for a job search. Attendees will share experiences and challenges that they have encountered, and will be provided with insights and guidance to help them navigate the often-challenging job-seeker landscape.
The workshop is divided into information-sharing sessions and activity-based sessions that help attendees get a combination of classroom-style learning mixed with hands-on interaction. In addition to discussions of cover letters, resumes, and portfolios, we will brainstorm approaches to common interview questions, including the behavioral-based questions that are being used by many companies today. We will also learn how to research and negotiate salaries for full-time and contract employees.
Are you ready to fire your current business website because it’s not performing the way you think it should? Or, maybe you just want to see if you can get more out of it (better return on investment). Even if you don’t have a website yet, this workshop is for you!
In this workshop for small business owners, we will cover important elements every website needs to be powerful. We will also discuss how to avoid the common pitfalls and how to correct them if you have fallen into them. There will be many examples and everyone should be able to leave with actionable items they can put to work right away!
Your presence is how people form their impressions of you – your resume, social networks such as LinkedIn and Twitter, even your own personal blog and website. These are all great ways for people to find you and learn more about who you are as a person. In this session, you’ll learn how to make your LinkedIn profile shine and how to set yourself apart and get your foot in the door.
Created as an introduction to social networking as an aid to the job search. Provides job boards, search engines, social networking sites, resume and interview tips.
The Career Workshop will help attendees prepare for a job search. Attendees will share experiences and challenges that they have encountered, and will be provided with insights and guidance to help them navigate the often-challenging job-seeker landscape.
The workshop is divided into information-sharing sessions and activity-based sessions that help attendees get a combination of classroom-style learning mixed with hands-on interaction. In addition to discussions of cover letters, resumes, and portfolios, we will brainstorm approaches to common interview questions, including the behavioral-based questions that are being used by many companies today. We will also learn how to research and negotiate salaries for full-time and contract employees.
Are you ready to fire your current business website because it’s not performing the way you think it should? Or, maybe you just want to see if you can get more out of it (better return on investment). Even if you don’t have a website yet, this workshop is for you!
In this workshop for small business owners, we will cover important elements every website needs to be powerful. We will also discuss how to avoid the common pitfalls and how to correct them if you have fallen into them. There will be many examples and everyone should be able to leave with actionable items they can put to work right away!
Your presence is how people form their impressions of you – your resume, social networks such as LinkedIn and Twitter, even your own personal blog and website. These are all great ways for people to find you and learn more about who you are as a person. In this session, you’ll learn how to make your LinkedIn profile shine and how to set yourself apart and get your foot in the door.
Created as an introduction to social networking as an aid to the job search. Provides job boards, search engines, social networking sites, resume and interview tips.
Portland State University CEPE: Crafting an Effective LinkedIn Profile WorkshopJanet Johnson
I gave this presentation to people who attended the Portland State University's Center for Executive and Professional Education workshop last week. It was as fun and educational for me as (I hope) it was for those in attendance.
How to Use LinkedIn (Dorking Business Show 2012)Philip Calvert
Philip Calvert's presentation on how to use and leverage LinkedIn at the Dorking Business Show 2012.
Get 300 proven tips on how to leverage LinkedIn at http://www.philipcalvert.com/products.html
This presentation was for 3Rd Tech Tuesday at the Castle Rock Chamber of Commerce, Tuesday, June 18, 2013. It covers how to create a Powerful Profile; the Power of Groups, LI for Lead Generation, and how to create a Company Page.
Tips for job search in Israel - Gvahim 20jun2021 Carol Hauser
Consolidation of several tips and tools already shared in my blog, that could help your job search in Israel, if you're an oleh chadash / newcomer to Israel.
This presentation is on how to create a LinkedIn Power Profile. The presentation has several resources at the end as well as a list of LinkedIn Experts and some of my favorite books on LinkedIn.
Stand out in the Crowd - Practical Tips & Tools with Carol Hauser SlapakCarol Hauser
I shared my main lessons learned after a one-year job search period, in the Israeli Job Market.
Topics:
How to act like a born & raised in Israel - when in Rome, do as the Romans do
Practical tips & tools for your job search:
✔️ Creating or curating content
✔️ Freelancing
✔️ Volunteering
✔️ Keeping track
Simulation: applying for a job using social media - a true story
Skillda Careers - Kick-start your career!Brian O'Regan
Develop your career TODAY and catapult yourself onto the path to SUCCESS! These slides were presented at 9th December 2014 at Mont Clare Hotel, Dublin.
Guest speakers at the event -
Dell Ireland - Garreth Cullen & Helen Daly
Social Media Coach - Greg Fry
Career & Executive Coach - Liz Barron
Business Coach - Siobhan Fitzpatrick
Central Bank - Eimear Sugrue
This presentation provides a basic overview of LinkedIn and some of its key features. Topics covered in this presentation include: how to build a complete profile, how to navigate LinkedIn, how to connect with people on LinkedIn, how to nurture your LinkedIn network, how to manage your privacy settings and resources for learning more about LinkedIn
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
Next Generation Recruiting Workshop @Zalando HQ: Employer Branding with LinkedInLinkedIn D-A-CH
Thank you for your interest in Social Recruiting with LinkedIn. With these tips and tricks you can craft your Employer Brand effectively and attract the best talent. Find out more? Contact us: http://bit.ly/DemoLNKD
Portland State University CEPE: Crafting an Effective LinkedIn Profile WorkshopJanet Johnson
I gave this presentation to people who attended the Portland State University's Center for Executive and Professional Education workshop last week. It was as fun and educational for me as (I hope) it was for those in attendance.
How to Use LinkedIn (Dorking Business Show 2012)Philip Calvert
Philip Calvert's presentation on how to use and leverage LinkedIn at the Dorking Business Show 2012.
Get 300 proven tips on how to leverage LinkedIn at http://www.philipcalvert.com/products.html
This presentation was for 3Rd Tech Tuesday at the Castle Rock Chamber of Commerce, Tuesday, June 18, 2013. It covers how to create a Powerful Profile; the Power of Groups, LI for Lead Generation, and how to create a Company Page.
Tips for job search in Israel - Gvahim 20jun2021 Carol Hauser
Consolidation of several tips and tools already shared in my blog, that could help your job search in Israel, if you're an oleh chadash / newcomer to Israel.
This presentation is on how to create a LinkedIn Power Profile. The presentation has several resources at the end as well as a list of LinkedIn Experts and some of my favorite books on LinkedIn.
Stand out in the Crowd - Practical Tips & Tools with Carol Hauser SlapakCarol Hauser
I shared my main lessons learned after a one-year job search period, in the Israeli Job Market.
Topics:
How to act like a born & raised in Israel - when in Rome, do as the Romans do
Practical tips & tools for your job search:
✔️ Creating or curating content
✔️ Freelancing
✔️ Volunteering
✔️ Keeping track
Simulation: applying for a job using social media - a true story
Skillda Careers - Kick-start your career!Brian O'Regan
Develop your career TODAY and catapult yourself onto the path to SUCCESS! These slides were presented at 9th December 2014 at Mont Clare Hotel, Dublin.
Guest speakers at the event -
Dell Ireland - Garreth Cullen & Helen Daly
Social Media Coach - Greg Fry
Career & Executive Coach - Liz Barron
Business Coach - Siobhan Fitzpatrick
Central Bank - Eimear Sugrue
This presentation provides a basic overview of LinkedIn and some of its key features. Topics covered in this presentation include: how to build a complete profile, how to navigate LinkedIn, how to connect with people on LinkedIn, how to nurture your LinkedIn network, how to manage your privacy settings and resources for learning more about LinkedIn
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
Hoe aantrekkelijk bent u als werkgever? Staan kandidaten voor u in de rij?
Als u op zoek bent naar toptalent is uw reputatie als werkgever een belangrijke factor. En is het belangrijk dat de juiste doelgroep u weet te vinden en kan ontdekken wat u te bieden heeft.
Maar wat als u nu meerdere doelgroepen heeft of in verschillende landen opereert? Wij adviseren u graag over hoe u verschillende doelgroepen kunt aanspreken en nodigen u daarom graag uit voor de LinkedIn Talent Branding Workshop.
Tijdens deze workshop gaan wij in op het belang van uw Talent Brand en uw communicatie naar verschillende doelgroepen. En geven wij praktische tips hoe u hier succesvol in kunt zijn.
Next Generation Recruiting Workshop @Zalando HQ: Employer Branding with LinkedInLinkedIn D-A-CH
Thank you for your interest in Social Recruiting with LinkedIn. With these tips and tricks you can craft your Employer Brand effectively and attract the best talent. Find out more? Contact us: http://bit.ly/DemoLNKD
Employee experience — how your employees experience your company and define your employment brand — isn’t always a priority for talent leaders. But, by cultivating a personalized and diverse culture, Pandora has enhanced its employee experience thereby strengthening its employer brand in a competitive industry.
Join Marta Riggins, Pandora’s Director of Employee Experience & Marketing, for a 45-minutes webcast, where she’ll take you through her journey of:
- Creating leadership buy-in, developing employer branding programs, and measuring their ROI
- Defining employee experience and crafting Pandora’s B2E (Business to Employee) marketing strategy
- Engaging candidates and retaining employees by building a culture of inclusiveness
Learn more about developing a powerful employer brand: http://bit.ly/2c5QKta
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Facebook Recruitment and Employer Branding: Best Practices and Ideas From the...RiseSmart
Check out this joint guide from Work4™ and CKR Interactive to learn:
- Specific tactics for optimizing your social recruiting efforts on Facebook
- Best practices for effective employer branding
- The eight building blocks of social recruitment success
Creating an Unmistakable Talent Brand and World Class Recruitment TeamMary Pratt
A deep dive into creating an unmistakable Talent Brand and Rock Star Talent Acquisition Department working on focus points including Brand Awareness, Self Awareness, Steps to Creating Talent Brand Strategies, Steps to Rock Start Talent Acquisition Departments with a focus on companies who are doing it such as LV= in the UK and Menlo Innovations in the USA. Hope you enjoy! :)
Employer Branding Workshop, building Talent RelationshipsAlexander Crépin
Employer Branding workshop
HR, Human Relations & Human Results Management is the fundament for successful employer branding, becoming an employer of choice.
A brand is made up of intangibles – perceptions, feelings and associations that exist in one’s state of mind. The ultimate goal of any branding effort is to create a loyal customer base. In the case of employer branding, that customer is the employee. An employer brand refers to the perceptions key stakeholders, and more specifically current and potential employees, have of your organisation.
To land your dream job in a creative role, there’s nothing more important than the interview. Job interviews showcase your talent and expertise—and your ability to think on your feet. So how do you make sure you’re prepared?
Networking for job interviews
Crafting an effective resume and creative portfolio
Researching the company and position
Dressing for a job interview
Bringing the right materials
Knowing your long-term goals
Asking about next steps
Following up with the interviewer
Staying positive and confident
The Job Search Standup is a programme at General Assembly designed to help our full-time students as they prepare for a new career in web development.
The Job Standup is a tailored to GA web development and UX courses, during which the students participate in job readiness trainings, share their experiences in the job market, and offer support and strategies to each other.
This session covers pitching, CVs, Github, Networks, Portfolio, Blogging, Cover Letter
The Connect Your Community (CYC) program provides broadband training, equipment and support for 26,000 low-income individuals and their households in seven separate communities.
CYC is funded through a two-year grant from the U.S. Department of Commerce’s Broadband Technology Opportunities Program. Being in the final year, we are preparing staff to search for their next position.
The Connect Your Community (CYC) program provides broadband training, equipment and support for 26,000 low-income individuals and their households in seven separate communities. CYC is funded through a two-year grant from the U.S. Department of Commerce’s Broadband Technology Opportunities Program. Being in our final year, we are preparing our staff to search for their next position, post-CYC.
resume is the first impression, How to prepare nice resume? here are the tips.
Earthsoft Foundation of Guidance (EFG) is working as an NGO/NPO for students - Education & Career
guidance and for Professionals for soft skills enhancements. I am working on speading , sharing
knowledge; experience globally.It has uploaded important presentations at http://myefg.in/downloads.aspx.
Also https://dl.dropbox.com/u/83265908/Links-events.xls has links for all ppt files.
Read http://tl.gd/jm1gh5
Be mentor using your education, knowledge & experience to contribute for a social cause & do conduct
free training/ workshop seeking help of existing platforms like rotary,etc
Kindly spread to your friends.Thank you!
- Earthsoft Foundation of Guidance
Let us make earth little softer..
This presentation comes from a 3hr workshop. You will learn about applicant tracking systems, resumes, linkedin, and interviewing -- all from the perspective of measurement.
Hiring & Onboarding in Turbulent Times FTW - Interaction23.pdfRuss U
Hiring and onboarding new employees to your team is all too often treated as an afterthought, or best case, as an at-the-moment-thought. Employees deserve a well-thought-out experience that includes them from the very beginning–from the creation of the position description—to that time after they’ve become integrated into our teams and organizations.
We can trace some of these imperfect scenarios all the way back to the creation of our performance profiles or position descriptions, and how they were created. When we understand the entire journey from candidate to employee, we see the value of treating onboarding as an ending of a particular process instead of a solitary event in time.
SXSW 2022 - Hiring & Getting Hired in Turbulent Times WorkshopRuss U
Hiring and onboarding new employees to your team is all too often treated as an afterthought, or best case, as an at-the-moment-thought. As candidates, the process can appear opaque, random, and daunting as you try to prepare for any number of questions, including those that spring up completely out of the blue.
It currently seems nearly impossible to hire AND impossible to even know how to get hired. We’ll explore activities to help you gain insights to improve your hiring processes and successes while also showing candidates what happens on the other side — so you can be better prepared to hire that new candidate, or be the one who lands the perfect gig.
3 Cs of Design - Charters, Critique, and Culture - Amuse ConferenceRuss U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
Guerrilla Design & Research Methods - Amuse ConferenceRuss U
This hands-on session will cover a number of low cost, yet powerful research methods to help you make better data-driven design decisions. You’ll work through a mini-project using these several techniques that will help you understand your user, begin to understand high-level requirements, start low-fidelity prototyping, and testing with users.
TOPICS COVERED:
A number of inexpensive, quick, but highly effective research and design methods when time and/or budget are limited
Valuable 'how-tos' to execute the research
What to do with the guerrilla research and design you do—how to proceed
QUESTIONS ANSWERED:
How do I get my boss or client to buy into doing research for my project?
What is guerrilla research and how is it different than traditional research?
What are some guerrilla research methods and what kind of results can I expect?
How do I pick the right method(s)?
What are the downsides/shortcomings of guerrilla research methods compared to other research methods?
You have attended workshops, you have seen them masterfully commanded by other people, and you really want to get a handle on doing this workshop thing yourself. This workshop is the workshop that will help you create and facilitate a workshop of your very own, in whatever workshop fashion you decide upon.
We will help you identify the path unlocking the workshop achievement in whatever platform you choose. You will learn how to plan your agenda, structure your workshop, and identify the tools that are needed to help you along the way. Preparation is only a small portion of The Workshop Workshop; you will also gain from the wisdom of the CrankyTalk Workshops to help you feel more comfortable with your material–and yourself–in front of a group of people who are relying upon you to be their guide.
There will be activities where you will experience the true nature of “trial by fire” or “getting your feet wet” (whichever metaphor you prefer). That is correct: You will be leading your very own workshop within The Workshop Workshop, and presenting your findings and results back to the rest of the workshop attendees.
Bring your most comfortable pair of shoes, your favorite writing utensil, and all the gumption you can muster.
3 Cs of Design: Charters, Critique, & CultureRuss U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
Design Culture Basics - Creating Your Team Charter - Interaction South Americ...Russ U
Getting a design team "on the same page" is the oft-stated goal of managers who care about how team unity affects the quality of the work. However, miscommunication is a given, and eventually every manager uncovers a series of disconnects between what was said and what was understood.
Consider, then, the benefits of creating a Team Charter: a kind of persona for your team that will help every member identify and agree upon a shared identity, purpose, and vision for the future.
Through a series of team activities, learn how to uncover the perceptions your team already has of themselves as a unit, as well as their thoughts about how they are perceived by others in the organization and craft a team charter of your own. With this key information, you can shape the team’s purpose and craft a plan to generate the proper perception of your team by others in a living document that keeps everyone on the same page.
The 3 Cs of Design - Charters, Critique, and Culture - Interaction South Amer...Russ U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
We’ve all worked at places where there’s never enough time to make sure that things are operationally done the “right way”—bills need to get paid, client or product/project work needs to get done and takes priority, and hey, everyone deserves to have a life, too. There is light at the end of this tunnel! Several companies, including Atari, Ford, Microsoft and Google, have pulled off some great things by taking advantage of skunkworks teams and projects. I’ve been fortunate enough to see some successes with those teams and projects, as well, and will share them so you can see how to apply the approach(es) to your own practice.
Way back in the 1940s, Kelly Johnson and his team of mighty skunks used their Skunkworks process to design—and build—a prototype jet fighter in 143 days. Kelly established 14 Rules and Practices for Skunkworks projects in order to help articulate the most effective way for his team to be successful in the projects that they worked on. Not only can we learn from Kelly’s rules and adapt them to our current methods of working, we can also create our own skunkworks teams and projects to ensure that the Cobbler’s kids—the operational areas of our design practices—get some shoes put on their feet. And the results might just smell pretty good, if you’re patient enough.
The 3 Cs of Design: Charters, Critique, and CultureRuss U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a design manager myself, it finally dawned on me: Now I’m the idiot! I had a lot of ideas about what a good manager is, how one acts, and the exact positioning of where the spotlight should land on the hero, which was absolutely supposed to be me. Thanks, ego.
Heroically speaking, I failed on many, many levels. I didn’t understand how to understand a team, and help turn their perceptions and expectations into something shared and agreed upon. I didn’t understand how to foster critique; I only knew that I was in charge of design and that I had the final say. Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, personas, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn't always been readily available--nor as painless to my pride and potentially my pocketbook.
The passing of time, the second and third chances that I’ve been given, and the sound advice that I didn’t want to listen to in the past have opened me up to a much different perspective. Oh, I’ve still got plenty to learn, and I’m excited to share some of what I’ve learned about charters, critique, and culture of design organizations.
For even more great information on Presenting at Conferences:
Conference Proposals That Don't Suck (A List Apart): http://alistapart.com/article/conference-proposals-that-dont-suck
Great Talks Start with Great Proposals (IA Summit Webinar): https://vimeo.com/75783835
Speaker Camp helps you get ready to present at conferences. Spend your Saturday with us and get prepared to get on stage and show your smarts!
You don’t need to picture people in their underwear to get up on stage and share what you know. You do, however, need to have a compelling idea along with a well-written abstract and a well-structured, well-prepared presentation in order to give the talk you–and your audience–deserve.
We’ve all worked at places where there’s never enough time to make sure that things are operationally done the “right way”—bills need to get paid, billable work needs to get done and takes priority, and hey, everyone deserves to have a life, too. Companies like Atari, Ford, Microsoft and Google, have accomplished great things by utilizing skunk works approaches. I’ve been fortunate enough to see some successes with skunk works, as well, and will share them so you can see how to apply the approach(es) to your own practice.
Way back in the 1940s, Kelly Johnson and his team of mighty skunks used their Skunk Works process to design—and build—a prototype jet fighter in 143 days. Kelly established 14 Rules and Practices for Skunk Works projects in order to help articulate the most effective way for his team to be successful in the projects that they worked on. We can also use skunk works to ensure that the Cobbler’s kids—operational areas of design—get shoes put on their feet.
When you can make just about anything, how do you know which option is the best one for modeling your ideas when it’s time to get started? Fifty years before ‘prototyping’ became a familiar concept, Jim Henson was mastering its foundational elements—using his muppets, of course. Henson also faced the same challenge that contemporary User Experience professionals know well: the paradox of prototyping choice; in tools and in process. Henson had notebooks full of ideas in various stages of development, and when he was ready to see which of his ideas were worth refining, he turned to sketching, storyboarding, patterns, iteration, and live testing to deterring his next steps.
Jim Henson was a UXer at his core. He cared about an authentic experience for his audience, and ensured that his team produced great work without spending any more time than was necessary to validate ideas. This early UXer can teach us a lot about how to apply those principles to the work we do today, with or without the help of Muppets.
Jim Henson started working as a puppeteer in 1954, a fair 40-50 years before many of us even considered User Experience as a career. He did, however, take it upon himself to apply many of the core principles that UX Designers are falling love with today (or are at least using as part of our everyday lives). Hang out for a quick dive into the life of Jim Henson, with a view into his work from the perspective of how it pertains to what it is we’re doing today, that promises to even leave Waldorf and Statler happy.
And yes, there will be muppets.
Speaker Camp Atlanta Workshop - June 28, 2014Russ U
You’ve Got A Lot To Say.
People Deserve to Hear It.
You don’t need to picture people in their underwear to get up on stage and share what you know. You do, however, need to have a compelling idea along with a well-written abstract and a well-structured, well-prepared presentation in order to give the talk you–and your audience–deserve.
Show up with 5 minutes of a presentation and learn from seasoned professionals who have seen their fair share of stages. We’ll provide you with a safe, welcoming environment and help you by providing valuable and actionable feedback that will help you level-up your presentation game.
We can help with that. Come learn with us!
UX Lisbon - Things I've Learned (and Am Still Learning) from Leading (UX Desi...Russ U
I’ve worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I’m the idiot! You see, most of my career has been an exercise in “trial by fire.” This process worked well when I was a designer and was trying to master the art of the task flow, site map, wireframe, prototype, persona, and so on. In leadership positions, the option to go back to the drawing board or to iterate hasn’t always been readily available—nor as painless to my pride and potentially my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I’ve also wanted people to be satisfied with me and the work I’m doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
If you’re interested in learning from some of the hard lessons I’ve learned, or in just laughing at my folly, there will be plenty of material to provide you with either opportunity.
Meta Meta Meta
You have attended workshops, you have seen them masterfully commanded by other people, and you really want to get a handle on doing this workshop thing yourself. This workshop is the workshop that will help you create and facilitate a workshop of your very own, in whatever workshop fashion you decide upon.
Mushroom Mushroom
Russ Unger will help you identify the path unlocking the workshop achievement in whatever platform you choose. You will learn how to plan your agenda, structure your workshop, and identify the tools that are needed to help you along the way. Preparation is only a small portion of The Workshop Workshop; you will also gain from the wisdom of the CrankyTalk Workshops to help you feel more comfortable with your material–and yourself–in front of a group of people who are relying upon you to be their guide.
Snake
There will be activities where you will experience the true nature of “trial by fire” or “getting your feet wet” (whichever metaphor you prefer). That is correct: You will be leading your very own workshop within The Workshop Workshop, and presenting your findings and results back to the rest of the workshop attendees.
Bring your most comfortable pair of shoes, your favorite writing utensil, and all the gumption you can muster.
(The Top 2-3) Things I've Learned (& Am Still Learning) From Leading (UX Desi...Russ U
I've worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I'm the idiot! Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the site map, wireframe, personas, and so on. In leadership, the option to start over or iterate hasn't always been readily available--nor as painless to my pride and my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I've also wanted people to be satisfied with me and the work I'm doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
Things I've Learned (& Am Still Learning) from Leading (UX Designers)Russ U
I've worked for a lot of idiot managers in my career. And then, one day, after I had become a manager, it dawned on me: Now I'm the idiot! Most of my career has been an exercise in “trial by fire” and this process worked well when I was a designer and was trying to master the art of the site map, wireframe, personas, and so on. In leadership, the option to start over or iterate hasn't always been readily available--nor as painless to my pride and my pocketbook.
Many of these lessons haven’t been easy for me to learn. It’s been tough to simultaneously remove obstacles without becoming one, or learning how to say “no” (and the flavors of yes and no!) when I've also wanted people to be satisfied with me and the work I'm doing. However, these lessons have all helped me become better at managing to some degree, while instilling a strong sense of empathy for those people who either report to me, or bless their souls, manage me in one way or another.
From Muppets to Mastery – Core UX Principles from Mr. Jim HensonRuss U
Jim Henson started working as a puppeteer in 1954, a fair 40-50 years before many of us even considered User Experience as a career. He did, however, take it upon himself to apply many of the core principles that UX Designers are falling love with today (or are at least using as part of our everyday lives). Hang out for a quick dive into the life of Jim Henson, with a view into his work from the perspective of how it pertains to what it is we’re doing today, that promises to even leave Waldorf and Statler happy.
And yes, there will be muppets.
3. INTRODUCTIONS
Name
Something About You
First Concert You Attended
4. AGENDA
• Preparing for Your Job Search
• Networking Basics
• Your Résumé and You
• Portfolio Time
• Interviewing
• The Follow-Up
• Bonus: Quitting Your Job
9. PREPARING FOR YOUR JOB SEARCH
Job Boards
• Monster • Freelance Switch • The Ladders
• Dice • Fresh Web Jobs • Koda.us
• Indeed / Eluta • Craigslist • Aquent
• Workopolis • AIGA Jobs Listings • Creative Circle
• CareerBuilder • UPA Jobs Listings • Bestica
• HotJobs • 37 Signals Job Board • Local User Group Chapters
• AuthenticJobs • LinkedIn Jobs • Good Experience Job Board
• Krop • Job-Hunt.org • Twitter Feeds
• CreativeHotlist • Boxes & Arrows Job Board • Elegant.ly
• Coroflot • SimplyHired
• IA Institute Job Board • BayCHI
• IxDA Jobs • PhillyCHI
10. PREPARING FOR YOUR JOB SEARCH
You Found a Job You Like. Now What?
• Do Your Research on the Job
• Find out the Recruiters Name
• Find out Who the Role Reports to
• Are You Connected?
• Get to LinkedIn!
• Research the Company
• Research Current Employees
• Use Keywords from the Job Posting if from a Third Party
16. NETWORKING BASICS
The Basics
• Easy way to make over your profile: http://blog.linkedin.com/2011/08/09/profile-makeover/
• Keywords
• Title Headline for LI profile
• Title for each individual job/role
• Specialties
• Skills and Expertise
• Update your Public Profile link with your NAME!
• Add to email signature
• Don’t have to be LI member to view your profile
17. NETWORKING BASICS
The Basics
Write an interesting Summary
• Description of Your Career: http://www.linkedin.com/profile/view?
id=3906415&authType=name&authToken=Dtn2&goback=.con
• http://www.linkedin.com/in/nuridjavit
• Career + Personality: http://www.linkedin.com/profile/view?
id=1099422&authType=name&authToken=CyWm&goback=.con
• Amanda’s: http://www.linkedin.com/in/amandaschonfeld
18. NETWORKING BASICS
Beefing Up Your Profile
Recommendations
• Quality, not quantity
Add Sections
• For example: Reading List, by Amazon, Slide Share, Certifications
Groups
• IXDA
• UX Groups that are RELEVANT to You/What You Want to Do
19. NETWORKING BASICS
LinkedIn Etiquette
• Linked In Etiquette: http://blog.linkedin.com/2011/07/18/linkedin-etiquette-rules/
• Don’t use the form letter, actually write something!
• Help others as much as you ask for help
20. COVER LETTERS
Yes–You REALLY Do Need One.
Okay, We Discussed This. Maybe Something LIKE One.
21. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• The Purpose of a Cover Letter is to Explain How You Will Benefit the Company
• Use Words from the Posted Ad in Your Cover Letter
• Be as Conservative or Creative as the Company Appears to Be
• No Excuses for Poor Grammar and/or Typos
• If Possible, Drop the Name of the Person Who Referred You
22. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• Don’t be Afraid to Pay Someone to Help You Write a Cover Letter (but Know How to Write!)
• Must be Addressed to the Specific Name of the Recipient (Last Resort: Use “Dear Hiring
Manager”)
• Find Contact Info from Google or LinkedIn, or Call the Company’s Receptionist
• Must Target a Specific Position in the First Paragraph
• Must be Very Specific When Describing Your Skills and Qualifications
23. COVER LETTERS
Yes. We All Hate Writing Them. They *Do* Count.
• Use Concrete Examples to Demonstrate Your Claims
• Demonstrating Knowledge of the Employer Shows Your Interest ‒ Make Sure Your Facts are
Correct!
• Request for Action and Specific Description of Your Planned Follow-up Action
• Out of Ideas? Google “Cover Letter”
24. COVER LETTERS
Examples
• Get Links Correct
• Get the Description Right
• Use Spell Check!
• Proofread
• Provide Contact Info
25. COVER LETTERS
Examples
• Get the Company Name Right
• Get the Description Right
• Use Spell Check!
• Tailor to Audience
• No Fibbing.
29. RESUMES
The Basics
• So... Some employers still don’t know “what we do”
• KISS methodology - give your resume an enema
• No more than two pages. Period. Well...
• Contact Info first > Positions > Accomplishments > Education
• Don’t spend too long describing your job role in each position
• Remember: Your resume opens the door for the interview in many cases, but...
• "It’s the personality more often than the resume that gets you the job" - Theresa Putkey
• One last thing: Employers WILL use Google, LinkedIn, Facebook, Twitter, etc. to find out
more about you, how you behave online, etc.
30. RESUMES
Fundamentals of Format
• Use a plain, 10 point Serif font
• Resist the urge to design your resume
• Name, address, phone, personal email, portfolio and URL
• Centered and bold at the top
• Write up your job history, presented in reverse chronological order
• Each job has Start-End Dates, Your Title, Company Name and Location
• Lastly, two lines for your education. Degree, Year and Institution
Courtesy of Livia Labate | livlab.com
31. RESUMES
Your Responsibilities
• Follow with 2-3 sentences describing responsibilities
• Answer the question, What job did you have?
• After responsibilities, list your major accomplishments using bullet points
• How large was the audience for the work you did ‒ hints to the kind of impact you can
make and how comfortable you are working with large scale initiatives
• How large was the group you worked with ‒ hints to the types of interactions and
demands you are subject to depending on size of team
• How large was your client (for consultants), employer (for in-house employees) Example:
“Fortune 50”, “$200MM annual revenue” ‒ hints to the level of business challenges you’re
Courtesy of Livia Labate | livlab.com
32. RESUMES
Your Accomplishments
• Activities that resulted in cost saving and efficiency gains (better performance, less people/
hours on projects, etc)
• Activities that resulted in increased value (explicit satisfaction score gains, increased
revenue and profit margins, etc)
• Company and industry recognition (awards, nominations, remarks from annual reviews, etc
Courtesy of Livia Labate | livlab.com
33. RESUMES
Basic Structure
• Contact Information
• Employment Dates
• Company Information
• Description
• Accomplishments
• Education
Courtesy of Mario Bourque | mariobourque.com
36. RESUMES
Advice from Recruiters
• Clean
• Concise
• Clear
• Quantified
• Provides easy links to work
• Relevant
• Typo Free
• Clearly Show a distinct focus/direction
Courtesy of Loryn Schiraldo
37. RESUMES
Advice from Recruiters
“
It is not uncommon to have multiple resumes for
multiple roles, ‘specialization’ is key vs.
‘generalization’.
Loryn Schiraldo
38. RESUMES
Advice from Recruiters
• Write about your accomplishments in your role
• Don't re-write your job description ‒ write about your skills
• Include a couple links to show online samples of your work
• Keep it brief ‒ resumes over 4 pages are pretty long
• Talk about how you're involved in a team atmosphere
Courtesy of Penny Curtis
39. RESUMES
Advice from Recruiters
• Show how you've moved up the ladder
• Files with images are too big to upload to systems like Taleo so all of your hard work is lost
at that point
• Include a link to your LinkedIn profile
• Could include recommendations from your LinkedIn profile
• Good tenure is always a benefit on anyone's resume
Courtesy of Penny Curtis
40. RESUMES
Advice from Recruiters
“
For UX people I take an extra look at the general
lay out of their resume ‒ easy to follow, logical
etc.
Penny Curtis
41. RESUMES
Advice from Recruiters
• Don’t go crazy with fonts/colours/designs. Clean and simple makes me want to review it…
anything “busy” will be passed over.
• If you are a contractor/consultant ‒ create a functional resume. I don’t want to read a five
page resume that lists 50 companies with the exact same description of responsibilities
under each one. List your skills or projects most relevant to the job posting and then have
a list of your contracts under a separate section (no descriptions necessary).
• If you are a perm employee ‒ create a chronological resume. List each company (newest
first) and your relevant skills or projects. Try to use no more than six bullet points under
each company.
Courtesy of Sara Cooper
42. RESUMES
Advice from Recruiters
• Do not write in paragraph form. Bullet points are easier to read.
• Do not go into detail on jobs you had 10 years ago (no-one cares). If you feel you must
mention them, your best bet is a heading with “Positions prior to 1998” and then a quick
list with each company and the dates.
• Always remember that the recruiter and/or hiring manager is looking at least 30
resumes for each role (probably way more). If you make it difficult for them to read yours,
they just won’t.
Courtesy of Penny Curtis
43. RESUMES
Advice from Recruiters
“
Highlight the link to your online portfolio ‒ do not
attach multiple examples of your work to an
email. If you do not have an online portfolio,
make one before you start your job search. There
is nothing I hate more than having to wait five
minutes for an email to open because of all the
attachments.
Sara Cooper
45. RECRUITERS
Types of Recruiters You Will Meet in Your Job Search
• Agency Recruiters / 3rd Party Recruiters
• Headhunters
• Quota/Bonus-Driven
• Corporate Recruiters
47. PORTFOLIOS
Advice from Recruiters
• For IA’s relevant content is a must. Just as with resumes, it may be helpful to have a few
separately formatted portfolios in pdf format, with each bringing to light specific industry
experience depending on the role/industry you’re applying to.
• Wireframes must be annotated. Include all relevant project info (sitemaps, wireframes,
personas).
• Show the finished product. Even if it’s just a screenshot. The finished product may
resonate with team members long after an interview, which is a plus.
Courtesy of Loryn Schiraldo
48. PORTFOLIOS
Advice from Recruiters
• Every IA/UX person should have one...if you can’t be bothered to create a website for
yourself, I’m not hiring you.
• Portfolios should be easy to navigate. If you have multiple specialties, section them off so
I can find what I’m interested in one click. I don’t want to have to search for the work I want
to see.
• Ensure your portfolio is relevant to the positions you are applying for and update it
constantly. Work you did five years ago is not going to interest me as much as what you did
six months ago.
• For the love of the gods, make sure all your links work. No, really. ALL OF THEM.
Courtesy of Sara Cooper
49. PORTFOLIOS
Advice from Recruiters
“
Case studies that show the initial problem/
opportunity and then a work flow overview to see
how the final solution/result was arrived at make
me very happy. I need to see how your brain
works to know if you’ll fit with our process
methodologies.
Sara Cooper
50. PORTFOLIOS
Advice from Recruiters Russ
• Test & Review Portfolio with Colleagues, Mentors, Other Managers
• LESS is, by far, Much MORE
• Brief Explanations, Highlighted Screens with Captions
• KISS approach
• External Services:
• Coroflot
• Creative Hotlist
• WordPress
• SquareSpace
• Others?
51. PORTFOLIOS
Discussion:
What’s the Best Way to Present Your Portfolio? And... When
is the Best Time to Present It?
53. INTERVIEWS
Communication Before the Interview
• Make sure to confirm the exact time and place for the interview.
• Confirm proper 'dress code' with your recruiter. You don't want to be under dressed or over
dressed.
• Ask who you will be meeting with, their title, and how long that meeting is expected to be.
• Ask the recruiter if there is a particular format for any of the interviews. For example, one
is meant to be a portfolio review, one is more behavioral etc.
• Do research on your interviewers. Be prepared. Note any major career accomplishments,
awards, etc...
54. INTERVIEWS
Communication During the Interview
• Always take notes. Do not rely on your memory only.
• If the interviewer does not 'break the ice' in the beginning, try to build rapport with your
research knowledge of the interviewer.
• It may be a good idea to state your understanding of the role and requirements for the role
if the interviewer does not begin the interview with this information.
• Clearly state concrete examples of what you have accomplished in your career and how it
maps to what the company is looking for.
• It's ok to need a few minutes to compose your answer during the interview.
55. INTERVIEWS
Question You Need to Have Answers For
• How do you define excellence in user-centered design?
• Tell me about the size and scope of the engagements you have worked on.
• What level of client interaction do you have? (This is applicable for both in house and
consultants…you will have ‘clients’ at in house gigs as well.)
• What software do you use in the production of your deliverable and why?
• How do you collaborate with other team members (visual designers, developers..)?
• What’s your approach to working with them?
56. INTERVIEWS
What the Interviewers Want to Hear
• CONCRETE EXAMPLES
• CONCRETE EXAMPLES
• CONCRETE EXAMPLES
• Concrete examples that you are able to work quickly, effectively, and collaboratively to solve
complex design problems.
57. INTERVIEWS
Interviews with Portfolio Reviews
• Make sure that you are able to set up each portfolio deliverable showcased with context of
what the design problem was.
• Be able to talk about the experience you were trying to create.
• Make sure you can explain the design rationale. (For example, why did you create a certain
path for shopping cart check out.)
• Talk about the challenges you faced and how you overcame them.
• Talk about how you validated the solution. (Did you use user testing?)
• Talk about if you would make any improvements to the design now, based on hindsight
58. INTERVIEWS
How to Communication - After the Interview
• Make sure that you have the proper name, title, and email address of your interviewers to
send Thank You notes.
• Hand written thank you notes can be a nice personal touch.
• Ask the recruiter for an ETA on the decision. There may be other candidates that the
company needs to interview and this could take time.
• If you have not heard from the recruiter after the expected date, send a friendly follow up
email asking when you may be able to hear what the decision is. If you are also on a tight
time line, be upfront about this.
• If you are turned down for the position, accept the decision gracefully. If you are not given
details, politely ask for the reasons you were not chosen. If the recruiter shares this with
you, DO NOT ARGUE with him/her.
60. INTERVIEWS
Questions You MUST Ask*
• How many clients has the company added in the past year? How many clients has it lost?
• What’s the company’s strategy for generating new business?
• What has the employee turnover rate been over the past 24 months?
• What’s the company’s policy on work/life balance?
• What kind of tools are provided to help me do my job? How often are they upgraded?
• In the first 60-90 days, what’s my top priority? What is the 1 thing I can’t fail at in year one?
• Are employees required to sign a non-compete contract?
• If it’s a start-up: What is the funding and/or financial health situation?
• How is the Company Culture?
*Questions Source: Talent Zoo | Questions You Absolutely Must Ask Your Interviewer by Steve James:
http://www.talentzoo.com/news.php/Questions-You-Absolutely-Must-Ask-Your-Interviewer/?articleID=9159
61. INTERVIEWS
Advice from Recruiters
• The interview is your audition. Be prepared and ready to give the best performance of
your career.
• Know your sh*t. Be prepared to talk about your best work. Nail it.
• Arrive on time. The interviewer’s time is precious. Also, be patient if they make you wait.
Sometimes things do come up on both sides! If you will be late, try to call beforehand.
• Have back-ups of sample work in case something fails. Either in print or bring a laptop.
Courtesy of Loryn Schiraldo
62. INTERVIEWS
Advice from Recruiters
• Ask for the job! If you truly feel you can do the job at hand, make it known before leaving
the interview. Ask Name and title (responsibility) of the people who will interview you
• Google & LinkedIn their names and learn about them before the interview
• Learn about the company and their current situation before the interview
Courtesy of Loryn Schiraldo
64. INTERVIEWS
Show & Tell:
What Was Your Interview Disaster?
65. INTERVIEWS
The Questions You’re Afraid to Ask
• If I tell you my current salary, do I burn myself during negotiations?
• What is the time frame to make a hire for this role?
• Why is this position open?
• How long do people stay in roles at the company? Why do they leave?
• How many candidates are being put forward?
• Do you think I’m a good candidate? Why?
• What are the positives/negatives about the company? The manager?
• What will the rest of the interview process be like?
67. INTERVIEWS
After the Interview: Advice from Recruiters
• Be positive. I understand how frustrating it can be when decisions aren’t made quickly. I
like when candidates check in for updates and express their continued interest, but calling
in to complain is a different story. Chances are I’m frustrated as well and already pushing
for decisions to be made.
• Please don’t call or email me every day. Again, checking in is fine but if you contact me
every day I start to think you’re desperate and question why.
• Provide information promptly when requested. If you take a week to get back to me on
something, I will assume you’re not interested in the role.
Courtesy of Sara Cooper
68. INTERVIEWS
After the Interview: Advice from Recruiters
“
Make sure you stand out from the crowd.
Personality counts. Candidates who are good at
making a personal connection with the recruiter
or hiring manager are going to be remembered
long after the one who just comes in, shows their
portfolio and leaves.
Sara Cooper
70. THANK YOU NOTES
Fundamentals of Format
• Thank the employer for his or her time, letting the interviewer know how much you enjoyed
meeting with him or her
• Identify the specific position for which you interviewed
• Mention a key point of your conversation with the interviewer. When writing letters to
multiple interviewers, differentiate your letters by referring to something specific you
learned from the interviewer
• Express enthusiasm for the job/company, and reiterate why you fit well with the
organization.
• Indicate that you look forward to possibility of becoming a member of that organization
74. BONUS: QUITTING YOUR JOB
When It’s Time to Change, You’ve Got to Rearrange
Who You Are Into What You’re Gonna Be
Sha na na na, na na na na na, sha na na na na
75. QUITTING YOUR JOB
Things to Consider Before You Go...
• Give at least 2 weeks notice
• Don’t flame-out on your way out (people often return, get references, work, etc. from
previous employers)
• Tie-up loose ends
• Make yourself available as best as you can after you leave
• Remember: This job most likely got you to where your next job is taking you. Be grateful/
thankful
• Commit to Quit: When you do it, there’s no real turning back