The terrible job advice parents give to their millennial kids

By Corinne Purtill

This article originally appear on Quartz at Work. Click here to read.

Parents: the advice you’re doling out on how to seek and secure a job is bad. It’s really bad. It’s outdated and counterproductive. If you love your adult offspring and would like to see them succeed, you must cease and desist immediately.

Alison Green, a consultant who writes the popular blog Ask a Manager, has heard cringingly bad stories from adult children of misguided (but well-intentioned!) parents who don’t realize that some tactics that worked decades ago are likely to backfire now. Quartz At Work talked with Green to learn the most common pieces of advice that job seekers can (and should) ignore.

Regarding that resume

Parent says: You know what you should do? Get some nice paper, print out your resume, and have it sent overnight. Or just go in there and hand it to the boss yourself!

Green says: “It used to be an impressive move, but it’s no longer true that you should “pound the pavement” and show up in person to apply for jobs.

“First, nearly all applications are electronic these days. Many employers have no easy way to get hard copy materials (resume and cover letter) into their electronic application processing systems; they’d have to scan them in, and they don’t want to do that for you. They want you to apply online using their system there. So showing up to hand someone your resume comes across as out of touch. (There are some exceptions to this, like restaurants, but for the most part this is all done online these days.)

“Second, job openings on average get far more applicants these days than they used to. That’s probably a function of how much easier it to apply for jobs online now that you don’t have to mail out resumes individually. And since employers are fielding hundreds of applicants for each position, they really don’t want to deal with random applicants showing up in person and expecting to talk to someone; it would end up being hugely time-consuming. Employers have a system for screening applications, and they don’t want you to circumvent it.”

Following up

Parent says: Did you call to follow up? Well, call them again!

Green says: “This idea that you should show “gumption” to impress a hiring manager—things like call every few days to ask about your application or try to buy the hiring manager coffee—that stuff doesn’t work. To the contrary, it alienates most hiring managers—and it can be really frustrating to be on the receiving end of that advice from insistent parents.”

Carving a path

Parent says: You’re making how much? As an assistant? Don’t you know how many loans you have?

Green says: “There’s a particular misunderstanding these days of how hard it can be for newer grads to find work in their field, and how so often you have to start at the bottom and work your way in however you can. Parents see their kids doing low-paying entry-level jobs and because they don’t realize that will eventually lead to much better positions in the field the kid wants to work in, they sometimes panic and try to push them in a totally different direction.

“I also hear about a lot of parents doing a hard-sell on grad school, figuring that the kid will come out significantly more marketable—and not realizing that in a lot of cases, grad school will make the job search harder, if the field the kid is in doesn’t place particular value on graduate degrees.”

So then what?

Parent says: Fine, I’ll butt out. But what’s your plan?

Green says: “Really, the best way to show enthusiasm and fit for a job is by having a resume that shows a track record of achievement in things relevant to what the employer is looking for, and writing a personalized, engaging cover letter that truly speaks to why you’d excel at the job (i.e., not one that just repeats the contents of your resume). It’s a boring answer, but it’s really the one that works the best, at least with good employers.”

Hear an employee talk about how BARRYSTAFF set him up for success

When David came to see us, he made no bones about the importance of landing a job.

“It’s very important,” he said. “Bills cost money. Without money, you don’t live.

“I’ve got to live,” he said.

Click on the video to hear how BARRYSTAFF took the necessary steps to set him up for success.

5 things you definitely don’t want to do during your job search in 2018

We came across this article on theladders.com. It’s insightful.

By Jane Burnet

With the new year come plenty of opportunities to get your job search right.

This is what you shouldn’t do during your job search in 2018.

Allude to your age

Don’t give anyone a reason to doubt your skills.

Peter Economy, a ghostwriter and author, writes in Inc. that you should not include “age identifiers” on your resume or LinkedIn page.

“Don’t list those positions you had a long time ago, and leave off graduation dates,” he writes. “Age discrimination does exist, and you at least want to get your foot in the door for an interview so they can see how awesome you are at creating age-irrelevance.”

Fail to be your own champion

Marcello Barros, author of The International Advantage: Get Noticed. Get Hired!, writes about this in The Muse.

“Some people spend precious emotional energy assuring themselves that the hunt is taking as long as it is because they simply aren’t good enough,” he writes. “And when you stop believing in yourself, you’re in trouble. Don’t rush into a decision like taking a position you feel uneasy about or heading back to school simply out of fear. Instead remind yourself of all the reasons you might not be getting a call back that have nothing to do with you (like if you’ve been applying to roles you truly aren’t qualified for).”

Be too narrow in your job search

You may not even realize that you’re limiting your options.

A FlexJobs post says that “job searching only by job title” is not the way to go.

“While you may identify with a specific title, each employer can have a different title for the same job duties. When you focus only on job titles, you narrow your search too closely and may miss opportunities that would be a perfect match for your experience. Instead of focusing on the job title, consider searching by industry and desired flexibility. You can also use keywords or search by company,” it says.

Fail to do your homework

You’ll want to know as much as possible.

Lillian Childress writes on Glassdoor that “skipping your research” is not a good idea.

“A well-informed candidate is always preferable to the alternative. Asking questions about your specific interests in the company, and even just asking general questions about what the company does, are some of the most common interview questions out there. If you haven’t done your research, it’s ultimately a waste — not only of the recruiter’s time, but also of your own,” she writes.

Not get back in touch after an interview

Alison Doyle, a career expert, author, and founder and CEO of CareerToolBelt.com, writes in The Balance that you shouldn’t be “forgetting to follow up.”

“Following up after a job interview gives you one more chance to make a good impression,” she writes. “People like to be appreciated and a quick thank you note, email or phone call is a good way to show you appreciate the time and the opportunity. Following up also gives you a chance to mention anything you wish you had said during the interview.”

Watch Angela Describe How BARRYSTAFF Worked Around Her Class Schedule

Angela McKinsey visited our office in early December and had a bit of problem. She needed part-time work but the hours had to be extremely flexible due to her commitments to grad school at Wright State University. She’d been to multiple agencies and spent countless hours applying for work online.

We were able to hook her up with a part-time position on the campus of the University of Dayton. Click the video to hear what she had to say after the process wrapped up.

We also asked about the impact a new job would have on her life. She graciously answered that question too. Her response is below.

BARRYSTAFF December Newsletter

We recently came across this piece published by Forbes and thought you might enjoy it. Just in time for the holiday season.
What 7 Of The Best Business Books Of 2017 Taught Us This Year
This year, our shelves were packed with books profiling the personal and enterprise effects of globalization in the new economy. Covering topics as wide as how to improve workplace resiliency through improv comedy to reimagining corporate hiring strategies to leverage the gig economy, seven of my favorites lent sharp new insight into the direction of the labor market and enterprise’s response to it.
Here are my seven favorite books this year and what you can learn from each:
1. Embracing the freelancer has never been easier—or, more critical to thriving in the gig economy.
Back in early October, Rob Biederman and Patrick Petitti, co-CEOs of Catalant Technologies, released their first book, entitled Reimagining Work: Strategies to Disrupt Talent, Lead Change, and Win with a Flexible Workforce. An exploration of the gig economy, the book takes a deep dive in the successes and failures of this talent management consulting company. The book provides salient insight into the changes happening within the talent acquisition industry and speaks to both the hearts of the autonomous freelancer and the hiring manager looking to create a flexible hiring culture at their organization. The main takeaway: As the workforce grows increasingly international, the future of work lies in the hands of those enterprises that prioritize flexibility in their hiring strategies.
2. “Yes, and …” can make your workplace more resilient.
Bob Kulhan, founder of Business Improv, is as much a master improviser as he is a skilled businessman and his book, Getting to “Yes And”: The Art of Business Improv, makes for a colorful and insightful read into the dynamics of improving workforce resiliency. Based on Kulhan’s decades of experience teaching the tenets improv to business leaders, the book explains how acceptance and adaptability — two of the main tenets of improv — are essential to ensuring smoothness of day-to-day functioning within an organization and its teams. Teaching momentary situational analysis, snap decision making and workplace camaraderie makes this book an excellent read for any manager looking to build a great team.
3. How you change your business is just as important as what you change in your business.
Business leaders and academic authors, Carsten Linz, Günter Müller-Stevens
and Alexander Zimmerman, categorize business model transformations through a rich series of corporate examples in their book, Radical Business Model Transformation: Gaining the Competitive Edge in a Disruptive World. For as many business models exist, there is an equal number of leaders touting their strategy as the “the way forward.” This book makes the argument that in a rapidly globalizing and changing market, the best business strategy is not one static “ideal,” but an incrementally and perpetually flowing series of criteria to be met. The wise business is the one that is aware of the need to change the way they think about strategy and does so continually. The self-reflexivity of the lessons in this book provides an excellent roadmap to monitoring the progress your business model.
4. Take a bird’s-eye view of modern economics. 
Doughnut Economics: Seven Ways to Think Like a 21st Century Economist is Kate Raworth’s magnum opus. A refreshing take on the ecology of modern economics,Doughnut Economics examines the space between biological and planetary limitations and the minimum resources required to sustain human life — the aforementioned “hole” of the doughnut. Raworth makes a compelling call to “[meet] the needs of all within the means of the planet” during the 21st century, and she creates a complex economic argument for the type of ecological mindset that would bring us into fair shooting distance of achieving that goal. This book serves as a fascinating reminder to business leaders and economists alike to stand back at a distance to examine our modern economics.
5. Human instinct may underpin market mechanics.
Financial economist Andrew Lo has released a monumental book that tips the fundamental assumptions of the efficient markets hypothesis on their heads in Adaptive Markets: Financial Evolution at the Speed of Thought. Unlike the other books on this list, this book questions our very understanding of market behavior and, thereby, our understanding of business models that stem from the efficient markets hypothesis. This book packs a heavy punch with its cogency and erudition, and Lo makes quick work of constructing a conceptual narrative around the theory of adaptive markets: markets that do not incorporate all available information but are rather based on human instinct and decision making.
6. Workplace culture curation is beginning to fall under the purview of the CEO.
Perhaps the most personal and affecting selection of this book list is Microsoft CEO Satya Nadella’s new book on changing Microsoft’s culture, entitled Hit Refresh: The Quest to Rediscover Microsoft’s Soul and Imagine a Better Future for Everyone. Powerful in its thoughtfulness and humanity, this book reflects Nadella’s personal journey through his tenure at Microsoft, his reticence in accepting the title of CEO and the subsequent corporate changes he has instituted while at the helm of this tech juggernaut. Bringing inclusivity and diversity to the top of Microsoft’s priority list has shifted the tide of day-to-day functioning within the company, and this book details just how these top-down cultural reprioritization shifts have affected Microsoft’s employees. The book brings together the high-minded rhetoric of the C-level executive and the daily concerns of the worker.
7. Owning one’s job is now a thing of the future, not the past. 
Today’s workforce is mobile, the economy is dynamic and the idea that an employee is devoted to one job or one company is a thing of the past. In Matt Dahlstrom’s Bloom, he gives us the tools to build an organization of Owners, not Renters and walks us through what employees need to ensure our best employees stay connected to the company and feel inspired. Dahlstrom’s book acts as both a reference to create a new work culture and a guide that helps us identify our company needs in order to establish a team that is committed, motivated and substantially more enthusiastic to their work and the organization.
Christmas Time at BARRYSTAFF
Click the video below to see what owner Pam Barry has done with the place.
BARRYSTAFF - Decorating for Christmas
You can never have too many Christmas trees in the office. Click to see how we decorated.
Acknowledgements
Random Business Fact: The Asia Tiger Funds’ stock symbol is GRR.

If You’re Sick, Stay Away From Work. If You Can’t, Here Is What Doctors Advise.

BY

The New York Times

When Elle Fraser, a business operations assistant for the New Jersey Devils, came down with the flu just before Thanksgiving last year, she didn’t think about staying home from work.

The hockey team had home games on Wednesday and Friday that week, and she worried that her work would never get done without her, even if she had a 103-degree fever.

She toughed it out, alternating between chills and sweats, falling asleep at her desk, wiping down every surface she touched, and insisting to co-workers she was wearing mittens to handle tickets only because she was cold.

On that Wednesday, Ms. Fraser, 23, worked from 8 a.m. to 9 p.m. On Thanksgiving Day, she slept most of the day. The next day, she went back to work, just as sick as she was on Wednesday.

Sure, she technically had a choice to use a sick day and stay home, but that was not how she saw it. She thought she didn’t really have a choice.

“Nobody tries to convince you to go home because they knew in that situation they’d be doing the same thing,” she said.

Some people might read her account as a tribute to hard work and selflessness. Others might be aghast that she had risked exposing others to illness.

It’s clear on which side doctors come down: They say workers with the flu or a cold should use sick days far more often than they do. Though millions of Americans don’t get paid time off when they’re sick, those who do have the option often don’t take it.

“If it’s bad enough that you’re wondering if you should stay home, you should probably stay home,” said Dr. Pritish K. Tosh, an infectious diseases researcher at the Mayo Clinic in Rochester, Minn.

When, and how long, should you stay home?

Remember: It’s not just about you.

Even if you can battle the flu by enduring a miserable week, it can be deadly for others, especially pregnant women, young children and older people. And no matter how many precautions you take, there’s no way to eliminate risk to people around you.

As a general rule, Dr. Tosh suggested people stay home until they are fever-free for 24 hours. He said he stayed out of work for three or four days the last time he had the flu.

“People can be infectious even before they start to have symptoms, but most of the time that they’re going to be most infectious is going to be when they are sickest, especially if they’re having fevers,” he said.

Infectious germs are spread most frequently by airborne “respiratory droplets” from sneezing and coughing. The flu virus can last for up to 24 hours depending on the surface, Dr. Tosh said.

By coughing or sneezing into your hands, or wiping a runny nose, your hands can spread the germs to everything you touch — including surfaces many other people touch, such as door knobs, elevator buttons or shopping carts.

“You’re never truly not contagious until all of those symptoms are resolved,” said Dr. David Shih, executive vice president of strategy, health and innovation at CityMD, which runs a chain of urgent care centers in New Jersey, New York and Washington.

How can you limit the exposure to others?

Let’s say you’re ignoring the doctors and going out into the world anyway.

You’re not alone: A CityMD survey in August found that 69 percent of Americans with the flu or flulike symptoms said they went to the drugstore or a pharmacy, 43 percent said they went to the grocery store and 39 percent said they went to work. Millennials (76 percent) were far more likely than those 35 or older (56 percent) to have left the house the last time they were sick.

Though you can’t eliminate the risk of infecting others, there are steps you can take to minimize it:

• Get in the habit of coughing and sneezing into your elbow, not your hand. Children are being taught to cough like Dracula.

• Limit your interaction with other people as much as possible. If you’re going to work, consider skipping nonessential meetings.

• Avoid physical contact with other people, especially shaking hands.

• Wipe surfaces down after touching them.

• Use hand sanitizer or wash your hands after coughing or sneezing.

• Wear a mask to limit the respiratory droplets.

• Take medication to reduce your symptoms.

Oh, by the way, get your flu shot.

What about people who don’t have sick days?

Stay-at-home parents scoff at the idea of sick days, as do millions of other workers whose jobs don’t offer paid time off.

“For people who are living paycheck to paycheck or have significant debt, the risks of staying home and losing pay or potentially losing their job are far too great,” said Vicki Shabo, vice president for workplace policies and strategies at the National Partnership for Women and Families.

Low-income earners and part-time workers are especially likely to work while sick, including those at restaurants and hospitals. Ms. Shabo and advocates like her are pushing for laws mandating paid sick days, which are in place or will be soon in eight states, 30 cities and two counties.

“It’s important from a public health perspective, and a workplace morale perspective, that people can take the time they need to recover,” she said.

Click here to read the original article.