In the short 3-minute video below, Brad Federman, President of Performancepoint discusses the 6 Principles of an “Engagement Value Proposition” or the new employee-employer contract.  However, listen carefully.  This is most valuable to YOU as a set of “6  career commitments” that you should demand from your organization. Check them out in the video below…

Here’s my take after listening to this video.

No matter where you work, you cannot let your organization diss you or make you feel “glad to just have a job.” I know its tough to avoid getting infected by the doom and gloom mindset that many HR pros have been mired in for nearly three years now.  But, if you want to attain awesome success in HR, that’s just not good enough.   .

But being passive about your HR career, no matter what the state of the economy, is a very risky strategy. This is true of Boomers, Gen-X’ers and Millennials in HR who all work together but see work in different ways.   Don’t let your company or others make your choices for you. After all, you are the one who has to live with the consequences.   Beware of peer pressure and family pressure. Just because some of your peers have all the latest high-tech toys, live a certain lifestyle or in a certain neighborhood doesn’t mean you have to follow suit.  Make your own choices.

My suggestion:  If any of this resonates with you, it starts with waking up and demanding the six commitments in the video from your boss…with #6 being CRITICALLY IMPORTANT.  It’s a bright, fresh world full of HR opportunities…both inside and outside of your organization.  Don’t shut yourself off from opportunities or accept compromises from your employer.  Take charge.

Get back in the game!

With that, I’ll now stop preaching and climb down off my soapbox to get your thoughts.   Give us your comments and feedback about this article by clicking HERE.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES .  His new book, BEST KEPT HR SECRETS will be available in September on Amazon.

Nourish your network: If you like this article, feel free to share it with your contacts on Twitter by clicking the “retweet” button below.

How would you like to get 17 of the best HR experts to sit down and share their best job search and career advice with you?

Now you can.

In this free downloadable eBook, What I Know About Getting A Job, 17 top HR pros, bloggers and job search experts share their stories, experiences and their beliefs.  It’s a quick read.   To immediately download it CLICK HERE.

Now this eBook WON’T will answer every question you have, but you’ll definitely enjoy these shared stories and experiences from your fellow HR pros.

Kudos to Penelope Trunk and Brazen Careerist and Rich DeMatteo of Corn on the Job for pulling this information together and for the 17 HR contributors for taking the time to share their insightful, inspiring, and helpful stories.

Give us your feedback. Tell us what advice you especially like from this eBook by clicking HERE.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES .  His new book, BEST KEPT HR SECRETS will be available in September on Amazon.

Nourish your network: If you like this article, feel free to share it with your contacts on Twitter by clicking the “retweet” button below.

by Alan Collins

In today’s tough economy, there’s a new career model emerging.

This is one you won’t read about in Workforce magazine, HR Executive or find as a topic at any SHRM meeting.

It’s called sidehustling and here’s how I stumbled on to it.

A buddy of mine who is an HR director in Chicago recently informed me that he was taking an advanced online class on how to sell stuff on eBay.

Totally shocked and just a bit curious, I asked him:

“Why the heck are you wasting time taking a class on eBay when you could be using the time instead to take a class on talent retention, health care cost containment or how to leverage social media in HR?  Those are the hot topics right now for HR…wouldn’t those be better for your HR career?”

“Sure, but hey,” he replied passionately, “Doing the ebay thing is my side hustle to put a little more cash in my pocket.   I absolutely love HR to death, but the health care company I work has eliminated merit increases entirely for this year and I can use the extra income.   This advanced ebay class is going to help me do that.”

He went on to say:  “You see, I’ve been a coin collector since I was in grade school.  And, I worked in a coin shop during the summer to help pay for college.  Now, I make a nice little side income buying and selling them a couple of evenings a week from home on my laptop on ebay.   At one point, I thought about opening up my own coin business full-time as a coin dealer, but it was just too risky and expensive.  So, I decided to turn my passion into my side hustle instead.  I’ve been buying and selling coins at a profit for over four years on eBay — all while keeping my day job in HR.   So back to your question…yes, I’m looking at building my skills in HR, but I want to keep my side hustle going too.”

After we talked a bit more, it was hard to argue with his logic.  And one thing struck me…

More HR folks need a sidehustle.

Let’s face it, the economy is at an all time low, the housing and job markets are in the middle of a crisis, credit is hard to find and keep, and many exceptional HR pros are out on the street or having a hard time meeting their monthly financial obligations.

While many search for a better paying job or work towards advancing their HR career right where they are, many others are also choosing to sidehustle.

If you’re in HR, a sidehustle may be a great alternative for:

• Earning a few extra bucks on the side.
• Testing and trying out a new business idea.
• Keeping some revenue flowing in if you’ve lost your job and are in transition.

Here are a few examples of sidehustles people that I know are doing successfully on evenings, weekends or part-time…while balancing the demands of their full-time gig.

• Teaching HR classes at a local university or community college
• Providing a resume-writing service or career coaching
• Consulting with small businesses
• Writing for blogs, websites, their local newspaper or for national magazines
• Teaching English (Spanish or any another language) to those wanting to become bilingual
• Becoming a paid fund raiser for local charities
• Doing event planning for local organizations
• Buying real estate and renting it out
• Buying stocks that pay annual dividends
• Selling personal photography or art
• Buying and selling collectibles on ebay

Obviously, some of these are more risky than others.  Some are related to HR.  Some aren’t.   While the people doing them won’t become as rich as Oprah, Bill Gates or Lady GaGa, they’re finding the extra spare-time income helpful.

While many are choosing not to hide their sidehustles from their full-time employers, they don’t publicize them either. They don’t want their sidehustle to get them fired from their main hustle.   So, if asked, they refer to them as their “hobbies” or “spare-time interests,” because they don’t want to be perceived as not being 100% committed to their organization’s success.

So what’s your side hustle?

One of the things I do in my spare time is to create websites.  I’ve never called this my sidehustle, but that’s exactly what it is.  It’s fun for me and it creates another revenue stream.  Besides sites I create for myself, I’ve created blogs for local judges, real estate agents and a couple of interior designers.

Over the years, I’ve learned how to produce these sites quickly in my spare time…without diverting me from my main focus which is my HR work and career.  And it’s a good change of pace for me, allowing me channel my creative juices into something not related to HR.   I’ve even created a new website about this whole idea of sidehustling…and it includes a ton of sidehustle ideas you may want to consider…check it out HERE.

From my own experience and talking with others, a good sidehustle will have the following characteristics:

• You like doing it.
• You are pretty good at it.
• It may be related to your career in HR…but it doesn’t have to be.
• You can generate some quick cash in a short period of time
• It does not require a huge amount of time away from your HR day job.
• It does not create a conflict of interest situation with your company (very important!!).
• You focus on one hustle at a time to keep your stress level low.
• Start with an easy hustle first.
• Set goals and time frames to get your hustle started.
• It is ideal if your hustle is an extension of your HR brand.  For example, if you’re an HR generalist, teaching an HR class in the evening at a local university is great for your resume and great for your pocketbook.
• Your hustle will not get you thrown in jail (dealing crack, while profitable and possible from your home, is not recommended)

What do you think about sidehustling as a supplement to your HR career?   Do you have a sidehustle?   Give us your feedback by clicking HERE.

We’d love to hear your story.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES .  His new book, BEST KEPT HR SECRETS will be available in September on Amazon.

By Alan Collins

Before updating you on the contest, let me first update you on my new book:  Best Kept HR Secrets

I’ll now be releasing this book on  September 1.

Here’s the short story behind this.

The original plan was to release this book on July 15.  However, I wasn’t pleased with some of the content and the initial proofs of the book.  So, I’ve decided to take a bit more time to make the revisions required.   I know some of you will be disappointed at the delay, but I’m excited about having some additional time to enhance the value you’ll gain from the information in this new book.  And I assure you that your wait will be worth it.

Now the good news!

This means we will be extending our contest. The contest will now end on September 1…to coincide with the release of the book.  So If you’ve not yet participated or want to participate even more than you already have, now you can.

Here’s a refresher on the contest and the rules…

(1)  All you have to do is to give us your “ONE best piece of HR career advice…. using exactly 6 words.” You must post your response HERE for it to be considered.

(2)  I’ll be selecting THREE winning responses. And to each of the three winners, I will send them a free copy of my new book: Best Kept HR Secrets when it is released.

(3) And, yes, it must be EXACTLY 6 words. Anything more or less will not be considered.  Why 6 words?  Well, here’s the story…

Awhile back, I was intrigued to read about what the Bush daughters did with the Obama daughters as the Bush-Obama transition was occurring.  Apparently, the Bush daughters wrote the Obama daughters a letter with some advice on living in the public eye inside the White House.  The most widely quoted part of that letter was very touching, “Remember who your dad really is.”  Since Jenna and Barbara’s advice was exactly 6 words long, I thought it would be interesting to see what career success advice HR folks might come up with.

(4)  Again, the contest now ends on September 1. Important:  Please include your e-mail address so that I can contact you should you win.  And YES, you can enter as many times as you like.

(5) To view your competition and all the current responses we’ve received so far, go HERE.

Now, let the contest continue!

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES .  His new book, BEST KEPT HR SECRETS will be available in September on Amazon.

by Alan Collins

Are you getting interviews but no offers?

While it’s great to get invited in to interview for your HR dream job, it a bummer when afterwards they don’t SHOW YOU THE MONEY!

However, let’s face it.  You’re not likely to get every single HR job for which you interview.  Some jobs are meant for you and some jobs aren’t.

But, when you habitually get overlooked when it comes to job offers, or even second interviews, it is a good time to step back and try to figure out where you have room to improve.

The simplest way to find out why you’re not getting offers is to just call up the people you interviewed with and get feedback from them.   Easy to do, right?  Yes, it is…

…BUT DON’T COUNT ON IT HAPPENING ANYTIME SOON!

Here’s why:

One, they’re too busy.

Two, they expect you to (of course) disagree with their assessment and they have absolutely no interest in having this to escalate into a full-blown verbal brawl.

And three, they don’t want to risk a lawsuit by saying the wrong thing.

Think about it.  Who can blame them.

So, in lieu of getting direct feedback from your interviewers, here are seven REAL reasons you’re not getting offers….

1.  There’s nothing special about you.

I’m sorry but you’re just like every other HR leader they’ve interviewed.  There’s no difference between you and the last three “result-oriented HR generalists” they’ve talked with.  Nothing distinguishes you from the rest of the flock.

Solution: Make a list of the things you’ve done that set you apart from others and ways you can solve their HR, employee engagement, retention, cost management or business problems…and be prepared to talk about them in your interviews.  Rehearse communicating this information over and over until you are so good at it that you exude the confidence that shows that you know your stuff.

Also, cut out all the HR jargon, psychobabble and buzzwords.  Use plain speak.  Envision interviewing with your grandmother.  Yes, it may be tough to avoid saying: “I’m strategic,” but try it.

2.  You’re lazy.

You didn’t do enough homework.  Or, you got so busy you didn’t have enough time to prepare the way you wanted.  And, it showed.  So, what should you be preparing for?  In a word: EVERYTHING.

Solution: Find out as much about the position as you can so you can decide if you even want it and so you can position yourself as the best fit for the job. Knowing all you can about the company will help you decide if you like its direction and share its values.

Plus, when it comes to the all important “Do you have any questions for us?” portion of the interview, all this preparation will ensure that you have plenty of material to cover.

Also, to prove that you’re a well-prepared, smart, no-nonsense HR professional from the get-go, be ready to ask well-thought-out, specific questions.  Write them out in advance, so that you don’t forget them under pressure.  Be prepared to interview the interviewer. Sometimes all it takes to get the hiring manager’s attention AND TO SET YOURSELF APART FROM OTHER CANDIDATES is ASKING THE RIGHT QUESTION or, better still, the right question that no one else has asked.

I know all of this isn’t glamorous and probably much of this is what you know already, but the key here is EXECUTION!   PRACTICE YOUR PITCH IN FRONT OF THE MIRROR, to get connected to it and believe in it. This will allow you to feel confident, comfortable in your own skin.

3.  You’re boring as hell.

Surveys of hiring managers and HR leaders show that the number one trait that HR job seekers lack is high energy, enthusiasm, passion for the job.  The bottom line is that most HR folks want to be around other people who are upbeat, exciting and at the very least, energetic.

The perception is that high energy HR people are on the ball and exude confidence.  Low energy people are lazy, unmotivated and no fun.  Whether this is true or not doesn’t matter. What matters is that you address this perception.

Solution: Do a gut check to determine how you come across.  And I’m not just talking about the live interview where your handshake needs to be strong and secure (ladies included) and your voice confident and strong.

During your phone interview, your energy is even more important because no one can see the bright expression of excitement that is hidden by technology. The only way to portray confidence and high energy on the phone is to have the proper inflection, tonality and great volume. With blue tooth and other type headsets, it’s more and more important to speak up.

If you’re not excited about what you have to offer, why should anyone else be? And please get some honest feedback from a trusted colleague about how you sound.  Do an autopsy of your interviews and networking exchanges. Do you come across on paper (and in person) as someone who is blah, boring, flat, disengaged and lethargic?

If you think that you might, how about injecting some passion, energy, drive, motivation, determination, and inspiration into the wonderful product – YOU!

4.  You’re not memorable.

The reason you’re not memorable is that you lack a compelling story that the interviewer can relate to.   There’s an old saying: “stories sell and facts tell.”

Interesting stories create emotions and get people connected.  People can relate personally to stories and the more you know about the company and person that you are interviewing with, the better you can use a story drawn from your own experiences to get that person to relate to what you are talking about.

And getting personally and emotionally to your interviewers is the differentiator you need.

Solution: A powerful way to find your own stories is to call up former colleagues, employees and bosses just shoot the breeze with them.  Write down all the wonderful, “remember when” stories as well as the stories of your HR successes and challenges that make you unique, interesting, personable and different.

If you’ve spent years in HR, you may need other people to jog your memory. If you can give your story personality and feeling, then you will gain instant rapport with anyone you talk to.

Stories are an instant differentiator.   Find a couple that are uniquely yours, then use them.

5.  You don’t talk enough about money in your interviews.

In tough economic times, EVERYONE is talking money.   Around kitchen tables everywhere, most families are discussing how to SAVE money or how to MAKE more money.

The same is true in the companies you’re interviewing with.  It is important to recognize that as an HR professional, you are an investment. The hiring company invests in you with the expectation that you will produce returns on that investment. What types of returns? Most employers are seeking HR folks who have the proven ability to SOLVE a challenging problem, to help them MAKE money, to help them SAVE money, or to help them INCREASE efficiency and productivity.

Solution: Keep in mind that employers are looking for “experts” and  ”solution providers” that can address THEIR issues.  By taking time to describe in quantifiable terms the results you have delivered against, you can  easily set yourself apart from the masses of the HR folks who are just emphasizing the soft stuff.

6.  You’re bitter and it comes through in your interviews.

Yes, you’re still ticked off that you were fired, laid off or forced out.  And try as you might, you couldn’t resist a little subtle dig at your boss or your former company.  And deep down inside it felt good to vent a little bit.  But wrong time, wrong place.  Not cool.

Nobody wants to hire a whiner   Nobody owes you a job.. When unemployment is high and you find yourself in a competitive job market, it is easy to get discouraged.   It’s a fact that right now there are more and more people competing for fewer and fewer HR jobs.

Solution: Focus on the positive in your interviews.  Take the high road, even if you feel you’ve been screwed over by your last employer.  Keep in mind that there are still great HR jobs to be found. Companies are still hiring and HR job seekers are landing jobs on a daily basis.

7.  They’re just not that into you.

They don’t like you.  You’re not what they want.  You just didn’t click with them.  The chemistry just wasn’t there. Why?  Who knows?  Have you ever talked to someone and they just make you turn your head and say, “this doesn’t feel right”?

Well how do you know if someone isn’t saying that about you? Here’s the best way to tell. If you have anything to hide, have covered something up, or speak in half truths or your resume doesn’t match what you say.

If any of those things are true, people will say to themselves, “this doesn’t feel right.”  The biggest lies we tell are the ones we tell ourselves (think of your small kids who will swear they didn’t take the last pizza slice, all the while covered in pizza sauce).  If this is you…no job, guaranteed!

Solution: You don’t have to be perfect and convey that you have no problems.   In fact the only people with no problems are, well, dead people.  Just be honest and be consistent.

There you have it, seven reasons why they’re not showing you the money.   I don’t have any problem telling you that you are likely going to stay unemployed, unhappy and a complete burden on society if you continue to do the things I’ve outlined above.

So consider this a wake up call…and also a terrific opportunity to truly differentiate yourself and win that offer!

Onward!

CLICK HERE to comment on this article or provide additional insights.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES .  His new book, BEST KEPT HR SECRETS will be available in July on Amazon.

by Alan Collins

Today, I’m formally releasing a new FREE little e-book that I wrote a few weeks ago.  It’s called  “You’re The New HR Leader – Now What?”

This short guide is a quick read at 20 pages and it gives you quick tips on how to hit the ground running in your first 30 days in ANY new HR leadership role.

The reason I wrote it was simple.  When you move into a new HR leader role in many organizations,  you are often asked to “sink or swim” with very little support.   Well, this little guide gives you a paddle.

You can download it in the next few seconds by clicking HERE.

But first a caution:  The information in this e-book isn’t for everyone.   As the title says, it’s ideal for you if you’re in a brand new HR leadership role…at any level…from HR manager to HR VP…and you have at least a couple of HR direct reports…and clients you want to keep happy.

Here’s why you might want to grab this baby…now…

Moving into a new HR leadership role is THE #1 challenge any HR professional can face….no matter how much Human Resources experience you have!

According to HR Executive, 50% of new HR leaders fall flat on their face in their first 18 months.   Moving into a new culture, taking charge of new people, and deciding how to best make your mark are your biggest hurdles as the new kid on the block.

And more importantly, the first 30 days is critical.  If you screw up during this period, it’s extremely difficult to recover.

I truly hope this e-book can help you if you’re in this situation.  If not, you may want to file this away until you change jobs.

If this e-book helps you, I have two simple requests:

1.  Help spread the word. e-mail the link on to others in your HR network that you feel could benefit from it.

2.  Let me know what you think. Leave a comment below by clicking HERE, I’d love to hear what you think.

Have a great week!   More great stuff to come.  Enjoy!

© SuccessinHR.com

For additional career strategies for taking your career to the next level, check out:  UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources (pictured left) featuring TWO FREE CHAPTERS that can be downloaded HERE.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES.

by Alan Collins

I recently talked with an awesome HR executive who was out of work for seven months.

She had 20 years of HR experience, all with one company, before she was laid off in a brutal organizational restructuring.

The good news is she just landed a terrific new job as a divisional HR leader for a Chicago-based pharmaceutical company…and is excited and relieved!

However, as she was job hunting, she discovered that a lot has changed in the job market.   Her biggest shock was learning that the old job search strategies she grew up with…

…FLAT OUT DON’T WORK!

She is a seasoned HR leader, immensely qualified, with a great track record of leading HR teams and delivering results.  However, she admittedly entered the job market unprepared.  Based on the horrific job search experiences she shared with me over coffee at Starbucks and my own observations, here are 15 dirty little secrets you should embrace if you want to succeed in today’s HR job market:

#1.   Your HR experience doesn’t matter as much as it used to.

The old rules were:  Tell me what have you done?   The new rules are: Tell me what can you do?   This may seem unfair or even ridiculous.  But the reality is hiring managers don’t want to hear about everything you did way back when.  They want to hear about everything you can do, specifically, to help them today.  Right here.  Right now.  Employers want HR people they believe can help solve their problems.  If you cannot clearly articulate how you contribute (directly or indirectly) to enhancing retention, reducing costs, improving revenues, and helping them become more competitive, you might as well stay at home.

#2.   You can’t depend on a résumé to get an interview.

Forget spray and pray.  Applying to every HR job in sight with the same, uncustomized resume is a total, utter waste of time.  Simply mass-mailing out hundreds of résumés and then sitting back and waiting for responses never worked.   And today it’s just consumes your time, your paper, your postage, and your emotional energy…with no payback.

#3.   You can’t rely on job fairs.

Years ago, job fairs were a fantastic way to hire highly qualified people.  Today, job fairs have become thankless, confidence-crushing meat markets.   Instead of spending money on dry cleaning and parking to attend a job fair, do this instead:  contact employers one by one after you’ve done your homework researching their businesses and their problems.

#4.   You shouldn’t expect to hear back.

Unfortunately, this little courtesy has become as ancient as the horse and buggy.  Expect many of your follow-up calls go unreturned.  People are just too swamped or don’t care.  Sure, that isn’t a excuse.  But, you combat this by continuing to network, interview, and research companies right up until the moment you have a firm HR job offer in your grubby little hands.  Maybe even a little after.

#5.  Your résumé is no longer a complete summary of your work experience.

Don’t bother to list HR jobs more than 15 years old.  They really don’t matter that much.  Instead, quantify your recent accomplishments, emphasize your HR certifications and highlight your leadership capabilities.    Also, your resume needs to be digital-friendly, easily uploadable, downloadable, and scannable (i.e., no bullets, boxes, boldface, unusual fonts, indenting). It should be rich in the “keywords” that recruiters and HR hiring managers are looking for.

#6.  You should forget resume-blasting services.

There are lots of vendors who will blast your resume out to a gazillion employers for a fee.  Like #2 above, this is simply more spray and pray.  Employers are buried with resumes already.  Your unsolicited, uncustomized resume is the last thing they want to see.   Skip these services and conduct your own research, using search engines and LinkedIn. Then write to hiring managers directly with targeted overtures.

#7.   You must be web savvy.

Get comfortable with applying for jobs online and learn how to do research online.  If all this is new to you, your public library is a good place to start.   Oh, and have a professional-sounding e-mail address.  It is also a great idea to go one step further and establish a strong online presence.  Explore LinkedIn (get some stellar endorsements), Twitter, and Facebook.  Become active in your field’s social media sites.   Consider building your own Web site (with a career-oriented blog, professional photo, and résumé).

#8.   Forget video resumes.

Imagine the hiring manager sitting at her desk swamped in resumes, cover letters, reference lists, portfolios, and unanswered emails from job applicants.   What’s her incentive to watch your video resume?   There isn’t one.  Video resumes are a solution in search of a problem.  Craft a killer resume and get it out, along with a pithy “pain letter” that explicitly shows how your HR background makes you the perfect person to relieve a business’s pain, to hiring managers instead.

#9.  You must google-proof yourself.

One of the first things a potential employer will do is Google you. That means you need to find out if there’s anything negative about you online. If there is something bad, get it removed.  If it’s not easily removed, your best bet may be to “bury” it with more recent, more favorable information about you posted online through articles and blog posts…all authored by you.

#10.  Posting “I’m job hunting” messages on LinkedIn, Twitter, Facebook or HR job boards have little to no success.

I always feel bad for the HR folks who I don’t know who e-mail me on LinkedIn with a message that says, “I am seeking an HR job.”   I’m a total stranger to them.   The odds of getting a HR job lead that way is about the same as winning the lottery.   If you’re like me, you want to know the people you refer for job opportunities.   And, if you’re a job seeker, you’re better off spending your time making one-on-one connections or following up via phone or in person with people you know already…or their referrals.

#11.  If you’re a seasoned HR executive, many interviewers, hiring managers, recruiters may be younger than you are.

If you’ve been in the HR field awhile, get used to it.  Take your ego out of the equation.  Treat them with respect and learn how to speak their language.   Do not say “You remind me of my son/daughter,” or “When I was your age…”   They know you may mean well, but it’s tacky.

#12.  Envision & position yourself like a blue chip stock…

#13.  Get brutally clear on the job you’re going after….

#14.  Develop a compelling, one-page resume that stands out from the pack..

Want more information on how to put together a guerilla resume, click HERE.

#15.  Finally…more than ever it’s about who you know, and who knows you.

This is the most critical point of all. Landing your HR dream job today is less a matter of applying for existing open positions and more about identifying needs potential employers have and demonstrating to them that you can address their problems.

Fortunately, there are more networking venues (offline and online) than ever before.  Successful HR job seekers get results through thoughtful, well-crafted letters, resumes, phone calls, and LinkedIn overtures — sent in response to posted job ads or sent to employers who don’t currently have jobs posted but who may well have business needs anyway.

They also do it through networking, and through careful follow-up with the people they know and the new people they meet during their job search.  “Hey, I need a job” is not a compelling pitch– but “I think I understand what you’re up against, and would love to talk about solutions” most definitely is.

These are 15 new rules for your job search.   Embrace them and you’ll succeed.  Ignore them at your peril.   Onward!

© SuccessinHR.com

CLICK HERE to comment on this article or provide additional insights.

For additional career strategies for taking your career to the next level, check out:  UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources (pictured left) featuring TWO FREE CHAPTERS that can be downloaded HERE.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses.  He is now President of Success in HR, Inc. and the author of UNWRITTEN HR RULES.

by Alan Collins

In the book Acres of Diamonds, author Russell Conwell tells one of the most famous stories in the world.

And, it  contains an important lesson for all HR pros — particularly those who thinking about leaving their current HR job.

If you’re not familiar with this book, it tells the story of Ali Hafed, a wealthy farmer in ancient Persia.

Ali Hafed was living his dream life on own farm until he was visited by a Buddhist priest.  The priest told him that with a handful of diamonds, instead of a farm, he could own his very own country.

That night Al Hafed went to bed restless because, despite his wealth, he suddenly felt poor. The next day, Ali hurried back to the priest who told him about these diamonds and asked him where he could find them.  The priest told Ali if he could find a river that runs through white sands, between high mountains, in those white sands he would always find diamonds.

With these instructions in mind, Ali sold his farm and all of his possessions and went in search of diamonds.

His search lasted four years.  He found nothing.  Penniless, ragged and wretched, Ali couldn’t take it anymore and threw himself into the ocean off the coast of Spain…and committed suicide.

But that’s not the end of the story.

Back at the farm, the man who purchased Ali’s farm had a life changing experience of his own.  One day, while leading his camel out for a drink, he noticed a flash of light from the white sands of the stream on his property.  Investigating further, that flash of light that turned out to be a diamond barely visible above the dirt.  When he got his plow and started to dig further, he discovered an entire acre of diamonds – all right in Al Hafed’s old backyard!   He later turned the farm into the Kimberly Diamond Mine, one of the richest mines in the world.

The obvious tragedy of this story is that the original farmer, Ali was literally standing on his own “acres of diamonds” until he sold his farm. What he left to spend four years looking for…he already had…but didn’t recognize!

During my years in HR, I’ve seen countless colleagues, who have regretted leaving a promising HR job for one that contained their own “acre of diamonds.”  Sometimes they left for a little more money.   Other times it was for a better job title.   Still others left for the “promise” of promotions and a brighter future.  And they learned painfully that the grass was not always greener.

In an earlier article, I talked about clues that tell you when it’s time to quit your HR job.  But how do you know when to stay put…and dig for those acres of diamonds right where you are?

I don’t have a crystal ball.   However, here are 5 reasons you might want to strongly consider hanging tough where you are for the time being…

Reason #1:   Your accomplishments and contributions are being noticed and valued.

You are getting credit for the work you do.  You’re not being taken for granted.  If your current employer notes and recognizes your achievements,  you’re in a situation where you can potentially move up or take on more challenging and visible projects.

Reason #2:  You are working on an innovative, high-profile strategic project.

You may be involved in designing a new performance management process, creating a groundbreaking leadership development program or helping your company leverage social media in recruiting. These kinds of opportunities may not come around often.  If you are in this enviable HR position at your firm, it may be to your benefit to finish it and see the results.  Sure, you can leave now have this as a bullet on your resume.  But you can also leverage the increased exposure you’re getting on this project to expand your network of relationships inside your organization with the key decision-makers.

Reason #3:  You are working for a highly respected, supportive leader.

Your direct boss will have more impact than anyone else on your immediate success in HR.  If you’re working for a great boss, he or she will challenge you to go beyond your own comfort zone and will inspire you to excel.  In addition, you’ll also gain skills by taking on special projects spawned by your great boss and meet powerful and influential people that the boss has attracted who can help advance your career.

Reason #4:  Your company is growing, actively promoting from within or replacing essential people.

When our Gatorade business was growing at a double-digit pace, new positions were being created literally every day.  This created unbelievable new opportunities for HR professionals.  But every organization doesn’t grow by leaps and bounds.  So even if they aren’t, if you visibly see your organization rewarding people, replacing open positions and promoting internally accordingly, take that as a good sign that the company is willing to invest in the long term, and potentially in you too.

Reason #5:  You’re happy where you are and look forward to Mondays.

If you enjoy your days off, but you’re super-excited about returning back to work, this is perhaps the best sign.  Whether it’s the HR work you’re doing, your colleagues or the office culture, if there’s something that stops you from dreading Mondays, you’ve struck career gold.

Again, any of these are good indications for you to consider maintaining the status quo for awhile longer.

All of us want to earn money, build a great career and live a happy life.

However, in your quest to move to “greener pastures” realize that your future may well be brighter where you are…and you may be standing in your own “diamond mine” right now.

———

CLICK HERE to comment on this article or provide additional insights.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of: UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources featuring TWO FREE CHAPTERS that can be downloaded HERE.

© SuccessinHR.com

by Alan Collins

Most HR folks want to climb the ladder of success in their organizations.

HR newbies want to get promoted to HR managers.   HR managers want to rise to become HR directors.   HR directors aspire to reach the VP level.  And so it goes up the HR food chain.

Unfortunately, at some point in your career, you can expect to get passed over for that next HR promotion.   It happens all the time.  It could mean your career has dead-ended in that organization.   Or it could mean that someone more qualified was appointed and that you’ll get your shot next time.

OR…it could mean that even if you’re the most qualified candidate on paper, you lack the ONE important “attribute” needed to push you over the top…the ONE attribute so POWERFUL, that it trumps everything else you might bring to the party

Before I tell what this ONE attribute is, let me tell what it is NOT.

It is NOT…your HR competence.

It is NOT…being a top performer.

It is NOT…having a great network.

It is NOT…being a great HR leader.

It is NOT…knowing your business cold and having financial acumen.

The critical attribute…that ONE reason you may not be getting promoted is because….

(Drum roll please…..)

….you don’t have a GODFATHER!

What is a godfather?

A godfather is someone HIGHLY INFLUENTIAL in your organization…who acts as your PASSIONATE CAREER ADVOCATE operating on your behalf behind close doors where the REAL decisions about who gets promoted are made. When these discussions are happening, godfathers are there at the table lobbying for you…they are there defending your selection from those who are pushing back saying there are other better candidates for the role…they are there selling you to the rest of the key decision makers around the table…and they are there making the persuasive case that you’re THE ONE.

The higher you go, the more important godfathers are.  In fact, I would tell you that…

I know of no HR C-suite executive…and I know plenty of them…who have
reached that position without having 1-2 influential godfathers who “helped”
them attain their HR C-suite role.  If they tell you otherwise, they’re lying.

Most organizations refer to godfathers as sponsors.  I call them godfathers because they operate much like Marlon Brando (pictured above) did as the real Godfather in the movie.   Brando, as the Godfather, determined who got promoted in the “family business” and who got to go swimming with a blindfold and cement boots.

Before you accuse me of being sexist, women can and are godfathers too.

I recently read an account of the rise of Ursala Burns, Xerox’s brilliant CEO.  It is clear she would not have risen to the CEO job last year without having Anne Mulcahy (Xerox’s former CEO) operating as her godfather  behind the scenes…ADVOCATING for her as her replacement and grooming her for the job. If you read any of the interviews with Anne Mulchany, she openly shares this.  She’s talks about spotting Ursala early, navigating her career, coaching her, mentoring her, kicking her butt when that needed to happen, and pushing back on others who subtly tried to undermine Ursala’s success…in other words, she acted as Ursala’s godfather.

It operates the same way in HR.

For example, years ago, we were chartered by our CEO to reduce HR headcount by 10%, just like every other department in our company. I gathered with my fellow HR leadership team executives in our large board room. We spent two days (and nights) going through every single HR name in our organization.  As each HR person’s name was called and discussed, unless an HR executive spoke out on that person’s behalf, vouching for his or her performance, potential and value to the company, that person was canned.  Clearly, those who were poor performers or in less essential jobs were let go.  And so were those without godfathers to speak up on their behalf.

When this ordeal ended, one HR senior executive told me afterwards, “You know something that was a bloodbath. Someone’s career can get destroyed in 19 seconds in one of these meetings. If you don’t have someone in the room who can jump to your defense, put any setbacks you’ve had in perspective or advocate strongly on your behalf, your career is cooked.”

He was right. And, that’s exactly what godfathers do.

The same thing happens with promotions.  People without godfathers have a very tough time getting promoted the higher and higher you go.

If you asked me what ONE single asset I would wish for most if I were striving to reach the next rung on the HR ladder…my answer would be, without hesitation:  just give me 1-2 godfathers.   That’s all.   I’ll take care of the rest myself.   I’ll work night and day to deliver great performance.  I’ll build my business skills.  I’ll toil away relentlessly to polish my HR competences, my leadership skills, my relationships and my network.   Just give me those godfathers…and you take anything else….and I’ll beat you to the HR C-suite every single time.   Hands down.   No contest.

You might say that isn’t fair.   That it’s discriminatory.  And, I’d say you’re probably right.  But, so what.  My view is accept the fact that life isn’t always fair.  Fair is something that you pay when you jump in a taxi (i.e. fare).  There are spoken HR rules for getting promoted.  And there are unwritten HR rules for getting promoted…like having a godfather.  It’s crucial to your HR career that you understand both.

You also might say that mentors and godfathers are the same thing.

And, I’d say…not true.

Sure, it’s possible that your mentor and godfather are the same person — but this is rare.  There’s a big difference between the two.  Mentors are people you choose.  Godfathers are executives with clout WHO CHOOSE YOU!   Both are people who believe in you, have your best interests at heart and look out after you.

But here’s the REAL distinction:  when you have godfathers higher up the HR org chart, you are nearly bulletproof.  Not only can they bail your butt out of trouble, they’ll keep you from getting into trouble in the first place by offering good advice. It’s like having a life raft in place when the waters get choppy and a riverboat guide who will help navigate the rising and falling tides of the organization.

GODFATHERS have the POWER to open doors for you. You can have a godfather and not even know it.

In the Ursula Burns case, I’m sure she had many different mentors who gave her great advice in different areas of her career — but they didn’t have the ability to make her CEO — Anne Mulchany, her Godfather (and mentor) did.

Huge difference!

Since you cannot go out and recruit a godfather, you must attract one to you.  Obviously, this is a hell of lot easier said than done.  But here are some tips to get you started…

(1) Having a godfather always starts with your boss. When your boss has your back, you get the benefit of the doubt from people up and down the HR org chart. Having your boss in your corner is a great foundation for your reputation and career. However, to be a REAL trump card for you, your boss should have clear, unmistakable influence and clout with the most senior members of your organization that have the power to promote you to the job you want.

(2) If you have senior-level HR mentors already, look for opportunities to potentially convert them into godfathers. Start by being likeable, proactive, helpful and useful.  Look for ways to do favors for your mentors. Sign up for and join project teams that support pet projects and initiatives of your mentors. This could be anything from helping them fundraise as part of the United Way campaign they’re leading to serving on compensation redesign project they’re heading up.

(3) Look for opportunities to support new senior HR leaders when they first join the organization. When new HR senior executives join a new organization they are very vulnerable. They don’t know a lot. They are trying to build relationships, learn a new culture, take charge, while trying to figure out how to best make their mark. Most welcome lots of help. You can position yourself as a helpful supporter and score some early points by taking the initiative to introduce yourself, buying them coffee and share your perspectives on the organization.

(4) Become someone worth godfathering. This all starts with performing and excelling in your current role. No one wants to be a godfather to someone considered to be a “B” or “C” player. So, be open to candid feedback. Be willing to take risks. Often there will occasions when the godfather’s guidance seems risky, be willing to operate out of box.

Again, you may or may not ever know that someone has taken you under their wing as your godfather. So always be prepared to support, acknowledge, and respond quickly to requests from senior members of the organization. One, because you are committing career suicide if you don’t.  And two, he or she may be your godfather lurking in the shadows.

Note:  This article was excerpted in part from my book: Unwritten HR Rules: 21 Secrets For Attaining Awesome Career Success in Human Resources.

Feel free to add your comments on this article by clicking here.

About the Author: Alan Collins was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and the author of: UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources with TWO FREE CHAPTERS that can be downloaded HERE.

© SuccessinHR.com

by Alan Collins

If you’re an aspiring HR executive currently in the job market and you missed our April 15th SuccessinHR.com teleseminar with David Perry and Kevin Donlin, here’s great news…

…we’ve recorded it and you can listen to it in it’s entirety!

To download and listen to the entire 50-minute teleseminar…CLICK HERE!

And there’s more…

This teleseminar was just the tip of the iceberg.  If you want to go deeper and benefit even more from David and Kevin’s “unconventional” guerilla job search strategies — the strategies that really work in today’s job market — you’ll want to check out their Executive Edition of the Guerilla Job Search Home Study Course.

This is the home study course mentioned at the end of the teleseminar that has been made available at a special price just to SuccessInHR.com readers and subscribers…for a limited time only.    For more information on how you can own this course and use it to help you find your next HR job faster…CLICK HERE!

Don’t know who the heck David Perry and Kevin Donlin are and why we did the teleseminar?  Read on.

David and Kevin are the co-authors of “Guerrilla Marketing for Job Hunters 2.0,” and agreed to do a free teleseminar for readers of SuccessInHR.com on April 15.

The two of them are the only job-search experts in America whose methods are working consistently now, in the midst of the unemployment crisis.

Maybe you’ve read them in the New York Post, Fortune Magazine, or on MSNBC.com … or heard them on CBS Radio … or seen them on NBC-TV.

David and Kevin just helped 4 more people find jobs fast — they were hired in anywhere from 8 days to 7 weeks, which is 75% FASTER than the national average of 29.7 weeks.

Because of their reputation, I twisted their arms and convinced them to do a 50-minute teleseminar just for the readers and visitors of SuccessInHR.com as a way of “beta-testing” some of the information contained in their new executive job search home study course.

Here’s what they cover in this teleseminar:

• How one laid-off manager got hired for a 6-figure job in only 8 days, after learning one simple “Guerrilla” job search secret in Sept. 2009 (and we’ll share this secret with you on the call)

• How a systems analyst from Mesa, Arizona, desperate to feed his family after 10 months of unemployment, was hired on March 8, 2010 after only 6 weeks … despite sending his resume to the WRONG employer. You have to hear his story to believe it.

• How 2 other job seekers just got hired using Guerrilla tactics after only 7 weeks, in Detroit, Michigan — the WORST job market in America. You’ll hear their case studies in detail.

• How 3 other Guerrilla Job Seekers were hired in Minneapolis, Chicago, and Toronto — all in 60 days or less, all during the current unemployment crisis.

• And much more …

When you listen to this teleseminar, you’ll discover that their strategies work for many executives and professionals — including those outside of HR.  However, during this teleseminar, we made sure that they focused on techniques that are most relevant for HR professionals and executives.

Hope you enjoy this recording of the teleseminar!

CLICK HERE to post your questions, comments or feedback regarding this teleseminar.

About the Author: Alan Collins was VP – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is now President of Success in HR, Inc. and has authored UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources and START YOUR OWN AWESOME HR BLOG: “The Absolute Beginner’s Guide To Launching Your Own Outrageously Successful Human Resources Blog…Easily, Quickly and Simply!”

© SuccessinHR.com