Big Brothers Big Sisters of the Greater Miami Valley has purchased the building at 22 S. Jefferson in downtown Dayton, to serve as its new headquarters. Staff will move in during the summer of 2015.
Board Chair Matt DiCicco remarked, “This is a huge step forward for Big Brothers Big Sisters. We have grown significantly in recent years and now we have a location which is highly visible and fitting for our vital mission to serve youth in need. We are particularly pleased to be moving into downtown Dayton at a time where there are so many signs of investment, building, and vibrant city life.”
The building has served as headquarters for Barry Staff. Doug Barry, CEO of Barry Staff, contributed a generous donation which helped make the sale possible. Barry Staff is in the process of building a new headquarters in downtown that will accommodate their significant growth. Doug Barry said, “It is a pleasure to be supporting such an outstanding organization as Big Brothers Big Sisters. 22 S. Jefferson has been a great home for us and we couldn’t be more pleased that Big Brothers Big Sisters will be the new owners. We wish them all the best.”
Big Brothers Big Sisters of the Greater Miami Valley is a United Way agency founded in 1958 and covers Montgomery, Miami, Green and Preble Counties. After 15% growth in 2013, the agency is ending 2014 with a further 10% growth in the number of youth it serves through one-to-one mentoring. CEO Joe Radelet is retiring this summer and the search for the new CEO is underway. Joe remarked, “With the new building and with a new CEO coming in, there is certainly great cause for excitement for Big Brothers Big Sisters in 2015.”
Years ago I worked on the shop floor of a manufacturing plant. I had worked my way through school at another plant so I definitely identified more with the hourly workers than the “suits.” (Even though most of the guys referred to me as “college boy.”)
One day the department manager stopped by. He asked about my background. He asked about my education. He asked about my career aspirations.
“I’d like to be a supervisor,” I answered, “and then someday I’d like your job.”
He smiled and said, “Good for you. I like a guy with dreams.” Then he paused.
“But if that’s what you really want,” he said, looking me in the eyes, “first you need to start looking the part.”
I knew what he was saying but decided to play dumb. “What do you mean?” I asked.
“Look around,” he said. “How do supervisors dress? How does their hair look? How do they act? No one will think of you as supervisor material until they can actually see you as a supervisor — and right now you look nothing like a supervisor.”
He was right. I was wearing ratty jeans with a couple of holes. (Why wouldn’t I? I worked around oil and grease all day.) I was wearing a cut-off t-shirt. (Why wouldn’t I? It was the middle of the summer and the air wheezing through the overhead vents was far from conditioned.) And my hair was pretty long, even for the day.
“But shouldn’t how well I do my job matter more than how I look?” I asked.
“In a perfect world your performance is all that would matter,” he said. “But we don’t live in a perfect world. Take my advice: if you want to be promoted into a certain position… make sure you look like the people in that position.”
I’ve thought about that conversation a lot over the years.
I’ve hired and promoted people who looked the part… and they turned out to be all show and no go. I’ve hired and promoted people who didn’t look the part at all… and they turned out to be superstars. I’m convinced that how you look and, at least to a large degree how you act, has nothing to do with your skill and talent and fit for a job.
Still, he’s right: the world isn’t perfect. People still make assumptions about us based on irrelevant things like clothing and mannerisms… and height and weight and age and gender and ethnicity and tons of other qualities and attributes that have absolutely no bearing on a person’s performance.
So are you better off trying to conform?
Unfortunately, probably so. The people doing the hiring and promoting are people — and people tend to be biased towards the comfortable and the familiar. People tend to hire and promote people who are much like themselves. (If you remind me of me… then you must be awesome, right?)
Besides, highly diverse teams are like unicorns — we all know what one should look like, but unless you’re NPH you rarely encounter one in the wild.
And don’t forget that hiring or promoting someone who conforms, even if only in dress and deportment, makes a high percentage of the people making those decisions feel like they’re taking a little bit less of a risk. I know I was viewed — admittedly with good reason — as a wild card, and I’m sure that impacted my promotability.
But still: are you better off being yourself and trusting that people will value your skills, experience, talent… and uniqueness?
Sadly I think that’s a move fraught with professional peril. If your goal is to get hired or promoted then expressing your individuality could make that goal much harder to accomplish. (Of course if being yourself in all ways is what is most important to you, by all means let your freak flag fly. Seriously.)
I have no way of knowing for sure, but changing how I dressed — and in a larger sense, tempering some of the attitude I displayed — would likely have helped me get promoted sooner. For a long time I didn’t look the part, didn’t act the part… and I’m sure that made me a less attractive candidate.
Your resume didn’t fall into a black hole. You’ve been called for an interview. You picked out a nice suit to wear and you’re ready to dazzle them with your smarts. And you know it’s important to have questions for the interviewer because it shows you’re engaged and genuinely interested in the position.
The wrong questions, however, can tank even the best interview. You know better than to bring up salary, benefits or vacation early on in a discussion — those are still commonly viewed as taboo in a first interview. But there are other, less-known pitfalls to avoid as well.
Here are five questions you should never ask in a job interview.
What does this company do?
You’re here to interview with Consolidated Widget Makers, and you didn’t bother to look up what they do? That’s inexcusable.
This is an unfortunate, but common, mistake now that people can easily apply to multiple positions with the help of job boards, says Kenneth Johnson, president of East Coast Executives, a Philadelphia based executive search firm. “A Google search will uncover the answer and save you the embarrassment.”
Even if you’ve applied to dozens of positions and been on many interviews, treat each new one as the potential game-changer that it is. When you’re called, in addition to the time and address of the interview, be sure to take down the name of the company and interviewer so you can do some research and show up well prepared.
What is your drug testing policy?
Johnson says this is the worst question he’s asked in interviews. “Even if the company has a very liberal testing policy, this question definitely raises some doubts about your candidacy.” Asking is unprofessional and a huge red flag to employers.
How long until I can have your job?
I’ve heard this one often, says Karin Hurt, CEO of Let’s Grow Leaders. “Some candidates seem to think this demonstrates career focus and gumption. On the other side of the table it feels obnoxious. Demonstrate strong passion and commitment for the job you’re interviewing for.”
If you’re asked about your five- or 10-year plan, that would be the time to inquire or express your desire for advancement, but “until then, articulate your commitment and qualifications for the job at hand,” explains Hurt.
What about overtime?
Questions about overtime can get you in trouble a couple ways. First, employers who are worried about budgets and hiring hourly staff may be very sensitive to paying out for extra time. Asking if you’ll get frequent overtime may mean you’ll risk turning them off in favor of a candidate who will work efficiently within their regular hours only.
A question such as “Will I have to work overtime?” is also bad form. “Asking this question during the interview gives the interviewer the impression that you don’t want to put in any more work than is required. This does not give the interviewer a positive impression of you,” says Cheryl Palmer, owner of executive coaching firm Call to Career.
It’s probably best to ask what the normal hours for your position will be and leave it at that.
Any question about what you’ve already been told.
The person who wrote that job listing worked hard to make sure it conveyed the right information to the right group of people. It obviously worked if you’ve applied and gotten as far as the interview stage. Don’t make all their hard work seem trivial by not fully reading every communication they send.
“If someone asks me questions during the job interview that have already been covered in the job posting or emails, it makes me question their attention to detail,” explains Carol Cochran, HR director for FlexJobs, a job search service for telecommuting and flexible positions.
Downtown staffing firm BarryStaff Inc. has finished demolishing the blighted building on the east side of downtown where it is building a new headquarters.
Click here for full article-> BarryStaff Inc.
Urban Pioneer Spurs Downtown Growth
Doug Barry is showing his commitment to Dayton by taking BarryStaff, Inc., downtown.
By Jamie Kenny
Doug Barry has gotten a lot of attention lately. His commitment to downtown Dayton and his love for the city have been contagious as he begins construction on a new building for BarryStaff, Inc., near the Dayton Dragons’ stadium at the corner of Monument and Webster Streets.
READ FULL ARTICLE HERE-> Urban Pioneer Spurs Downtown Growth
6 Reasons Companies Outsource Recruiting
1. They’re Having Trouble Finding Great Candidates
Yes, even in this economy organizations are having trouble finding the right people to fill their open positions. No, they don’t always have this problem because they are being too picky or because they want to pay a lower-than-standard salary. If the organization is serious about finding great candidates and getting those positions filled, then they may outsource their recruiting to source candidates in more places, to improve their employment branding, and/or work on the job descriptions for these positions.
2. It’s Taking Time & Resources Away from the Core Business
Not everyone is in the hiring and recruiting business, and even though most companies have some sort of recruiting function, sometimes it could take away from a business’ core. This is especially true for smaller companies, who might not necessarily have someone on staff to just work on recruiting. Here, outsourced recruiting helps them by allowing a consultant or a provider to do what they do best without taking away from what the rest of the company does best.
3. They Need to Reduce Their Turnover Rates
The turnover rate is the percentage of new hires that leave within a designated period, say the first month or two of the position. A high turnover rate can hurt a company’s bottom line, and is often a sign that there are bigger problems with the company’s recruiting functions, problems that aren’t necessarily fixed by increasing the salary or by doing a better job interviewing (although, both might help). In this case, an organization may outsource its recruiting to a recruitment process outsourcing firm to reduce the turnover rate as well as fix those bigger problems.
4. It Levels the Playing Field
Start-ups and smaller companies will outsource their recruiting because they don’t have the resources in-house to keep up with larger competitors. By outsourcing, they can level the playing field and not have to worry about losing good talent because the competitor did a better job of selling the position or offering better benefits.
5. They’re Current Recruiting Functions are Out of Control
Companies who are on the fast track, or face seasonal cycles, often have recruiting functions that are tough to handle. Fast-growing companies are having a hard time keeping up with their hiring and recruiting, while those that are seasonal may need to hire many people very quickly, only for the rest of the year to be slower. Outsourced recruiting helps these companies handle the fluctuations, or could serve as a temporary solution to a temporary problem.
6. They Need to Cut Costs
Companies outsource recruiting to reduce their costs, whether that’s labor costs, capital costs, or perhaps costs from the previous reasons. Perhaps, unfortunately, they can’t justify the staff anymore. Or, the company has already spent too much money on headhunters and recruiting fees that they’re looking for another way. Maybe the organization didn’t do a good job of creating a standardized approach to hiring, so outsourcing will provide the organization needed.
Keep in mind that outsourcing your recruiting is different from outsourcing your human resources, as the latter may include benefits, compensation, employee and labor relations, and legal issues as well as the recruiting. Although outsourcing your recruiting to a recruitment process outsourcing firm includes a cursory look and a revision of those aspects, outsourced recruiting typically looks at the hiring process from sourcing great candidates to the new employee on boarding process.
— By Kathryn Tuggle for MainStreet
Lying on your resume is always a risk, but some lies are harder to uncover than others.
Applicants embellish their resumes to gain an edge over the competition, but liars beware, says Becky Parker, director of services and support for employment screening for human resources and business solutions provider Insperity.
“More and more managers are becoming wise to these schemes, with many companies implementing thorough background checks by a third party to ensure candidates are telling the whole truth,” she says.
According to a recent survey by Harris Poll for CareerBuilder, 58% of hiring managers have caught a lie on a resume. Here’s a look at the three most common “little white lies” risk-taking applicants may put on their resumes.
1. Job title and advancement
When an applicant has been out of school for only a few years but their title reflects a management role, it’s either a sign they are very good at their job or that they’re lying, says Tracy Cashman, senior vice president and partner of information technology at recruitment firm WinterWyman.
“If someone is three years out of college but they’ve got ‘senior manager’ on their resume, you start to get the sense that there might be something else at play,” she says. “You’re only going to learn the truth by making a phone call to the employer.”
Stretching job titles usually leads to lies about the candidate’s actual skill set, says Becky Parker, director of services and support for employment at Insperity. For example, an applicant might say, “I managed a team of 20” when they only had two direct reports.
“Was your applicant really an experienced national sales manager like he or she claims on their resume? Or were they a floor manager for one location?” Parker asks.
If you’ve been with a company for several years, make your progression of job titles clear on your resume, says Janet Elkin, CEO of staffing company Supplemental Healthcare.
“It looks better to show your progression within a company. Put your total tenure on the top and then add a line that says ‘promoted within the organization,’” she says. “Otherwise it will look like you’re claiming to have been a manager for five years when you really worked your way up from an assistant.”
Most human resources managers will verify your dates of employment and sometimes your title, Cashman says, but not your salary.
“Most HR professionals aren’t going to verify salary, but it’s not out of the question that your prospective employer could find out,” she says.
The HR world is smaller than you might think, and people talk. Even if HR won’t disclose your salary, your manager might. Also, you could always be asked for a W2 or pay stubs to prove how much money you earned.
“Is that a risk that you want to take?” Cashman asks. “There are plenty of people who would probably say yes, but I feel like it’s definitely an ethics issue. If you’d lie about this, what else would you lie about?”
If someone’s salary is not commensurate with experience, that’s a sign they’re lying, Elkin says.
“HR professionals know the market for your position. If you have a salary that’s way off from the norm, they’re not going to think you’re that exceptional, they’re going to think you’re lying,” she says.
If you feel like you’re underpaid, the solution is not to fib about your salary, Cashman stresses. Instead, detail the reasons you’re worth more.
“Do your research. If you’re being paid below market value for your experience level or if you’ve gone five years without a raise, then bring those things up. Just don’t lie.”
3. Degree or GPA
“This one is interesting to me because you either have a degree or you don’t,” Cashman says. “Some people say, ‘Well, I put in four years,’ but if you didn’t graduate, you don’t have a degree, and that’s easy to check.”
Occasionally job candidates will maintain that they had a bill that went unpaid or that they were a few credits short, but they still list the degree. That’s a lie, she says. If you have 102 credits out of 108 completed, that’s a conversation you can address in the interview.
“Yes, it’s possible to forget a bill at the bursar’s office, but everyone knows whether or not they got a bachelor’s degree,” Elkin says.
Sometimes, people who don’t have a degree will be vague about having graduated. For example, they might just list the university name but they won’t list dates.
“At first glance, it might look like they have a degree, but they don’t. A lot of companies screen for degree. They’re going to call the college,” Cashman says.
If you didn’t graduate but did attend some classes, be specific.
“It can help in some cases to list that you have some college, but under no circumstances should your resume include ‘bachelors’ if you don’t have one.”
When it comes to GPA, there is no such thing as “rounding up” without looking unethical, says Jason Hanold, managing partner at executive search firm Hanold Associates.
“If you had a 3.8 but you say you had a 4.0, that’s a lie,” he says. “That is something your prospective employer might not discover until after you have a job offer in hand and they’re confirming your degree. You don’t want to lose that job because you fibbed about a few tenths of a point.”
The value of a college education continues to be reexamined in the real world. In addition to being saddled with student loans, graduates and even experienced workers face a lackluster labor market. While a degree is still considered an advantage, the right major can make all the difference between happily employed and woefully underemployed.
Some majors are clearly failing in today’s job market. As many as 22 million Americans are underemployed, according to a new report from PayScale. The information firm polled 68,000 workers and found that 43 percent of total respondents across all age groups believe they are underemployed. The meaning of underemployment can vary by person, but generally includes holding a job that leaves you overeducated, underpaid, or not able to make ends meet.
Being underpaid was the primary reason respondents considered themselves underemployed. In the survey, 48 percent of women said they are underemployed, compared to 39 percent of men. The difference is not surprising, given that nine of the 10 most underemployed college majors are dominated by women. Overall, millennials are most likely to say they are underemployed.
“Our economy is still recovering from The Great Recession, and while some industries are booming, demand for work still outpaces supply for many job types and industries,” explains the report. “People who can’t find full time work in the field they went to school for often end up taking part time work, or working in jobs unrelated to their field of study. Yet at the same time, many employers report that they can’t find people to fill the jobs they do have available.”
Let’s take a look at the 10 worst college majors for today’s job market, based on underemployed findings from PayScale.
Ranking Degree Median Annual Pay Underemployment Level
10 Psychology $38,200 50%
9 Education $40,500 50%
8 Liberal Arts $34,200 50%
7 Graphic Design $37,300 52%
6 English & Literature $39,700 52%
5 Sociology $38,900 53%
4 General Studies $32,100 56%
3 Health Care Admin $32,100 58%
2 Business Mgmt & Admin $44,300 60%
1 Criminal Justice $34,500 62%
Instead of volunteering in Africa or studying art history in Italy to build a résumé in the hope of nabbing a spot at an elite university, some high school graduates are taking full-time jobs. That way they can get real-world work experience and learn how they might contribute in a meaningful way to society.
That was one of the suggestions The New Republic made last month in an article about how college-obsessed kids may be making big mistakes by packing their résumés to the hilt with life experiences that have been funded and orchestrated by rich parents.
“Colleges should put an end to résumé-stuffing by imposing a limit on the number of extracurriculars that kids can list on their applications,” the article said. “They [the colleges] ought to place more value on the kind of service jobs that lower-income students often take in high school and that high achievers almost never do.”
Maybe that’s not a bad idea. But if you think your children or grandchildren should take a job for a year or two before applying for college – then they might as well aim for the best paying jobs out there. To help find the right fit, CareerBuilder and Economic Modeling Specialists International have found the best paying jobs for workers with high school diplomas, released in a new study.
As of this year, there are 115 occupations that require a high school diploma and pay $20 per hour or more on average, CareerBuilder noted. Of those, 30 percent typically require either short-term training or no on-the-job training.
Here are the 10 highest-paying jobs for high school graduates requiring short-term or no training:
• Transportation, storage and distribution manager
• First-line supervisors of non-retail sales workers
• Gaming managers
• Real estate brokers
• First-line supervisors of construction trades and extraction workers
• First-line supervisors of mechanics, installers and repairers
• Legal support workers (not including paralegals, court reporters, title examiners or legal assistants)
• Postal service mail carriers
• Transit and railroad police
• Property, real estate and community association managers
The median hourly earnings for these 10 jobs range from $26 to $39.27, which is far better than the federal minimum wage of $7.25. None of these 10 jobs requires training, except for legal support workers, postal service mail carriers and transit and railroad police.
These jobs may not be career destinations, but they’re certainly a decent starting place.