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JAnuary 2012

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expert advice

INSIDE

Richard W. asks: “What questions should I ask post-interview?” 9

Five things that recruiters seek 2 Entrepreneurs: Doing business in Dragon’s Den can be tough 4

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Send your query to next@biv.com and it could be answered by an expert in a future issue of the Next. Plus, we’ll randomly draw the winner of a $50 dinner gift certificate from all entries received by January 31, 2012.

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Jumbo new ski resort in B.C. could mean jobs 5

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How to beat the job-search blues 6 eBay home biz 9

The rules of recruitment How partnering with an employment agency can help you succeed in your work search

BY NOA GLOUBERMAN

I

n your hunt for a job, going it alone can be tough. Fortunately, you don’t have to. Recruitment agencies, also called employment or staffing firms, are experts at matching the right candidates to the right job opportunities, and could be your key to success.

“There are a number of companies that will only use recruitment agencies for any new hiring they do, because they know we’re the experts and a lot of top candidates go through our agency,” explained Andrew d’Eça, vice-president and general manager of Angus One, which offers permanent, executive, contract and temporary staffing services across the Lower Mainland, in a past interview.

In addition, d’Eça said that “90% of the job market these days is hidden, meaning most jobs are never advertised but, rather, filled through referrals, networking and, of course, employment agencies.”

“Recruiters have access to jobs that, in many cases, aren’t even posted on the company’s own website,” agreed Jamesie Bower, owner of Vancouver-based Staff Systems Inc. “When a new position comes in, we refer to our ‘hotlist’ [of candi-

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Recruitment agencies, also called employment or staffing firms, are experts at matching the right candidates to the right job opportunities, and could be your key to success

dates] to find a great match. Those candidates have the opportunity to get put forward for a role they would have otherwise never come across on their own.”

Besides granting you access to a “hidden vault” of jobs, recruiters “offer a certain sense of perspective

to a job seeker, be it an accurate description of the current job market, salary expectations or simply putting them in touch with the kinds of companies they want to work for,” said Darcia Bower, managing director of boutique staffing firm Expert Recruiters Inc.

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“In this competitive market it often makes sense to work with a recruiter, as they can be your ambassador [and] often have certain ins with companies where your resumé can get overlooked and lost.”

Raymond To, senior partner

at Vancouver’s Go Recruitment, agrees. “Recruiters stay current on market conditions and news, and even are involved in staff planning.

Job seekers are wise to build a relationship with recruiters in the event a new position should arise.”

On the salary front, “a recruitment firm or recruiter can be key in helping you navigate compensation issues,” said David Litherland, managing partner for Summit Search Group. “They can help you properly translate the fine print on contracts to ensure that your needs will be met and your goals and compensation is fair and attainable.”

But since some staffing firms specialize in a particular field or industry, choosing the right one can make a big difference to your success.

Summit, for one, specializes in recruitment for sales positions.

“This specialization grants us the ability to really focus in and understand the inner workings of sales positions, so we can be certain we know the landscape,” Litherland explained.

“Looking for a recruiter that specializes may help you get the best possible results and ensure you’re working with a group that see page 3

2

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The inside scoop Recruiter divulges the five things that matter most about a candidate

COMPANY LOYALTY (DON’T BE A “JUMPER”) In my experience, this is the number 1 factor that clients look for. Typically a minimum of three years in each company that you have worked for is best – however, even longer is better.

Why? This speaks volumes about you in one quick fact – you are loyal to your company, you are likely good at what you do and you are probably a likable person, so you are the ideal candidate.

Most clients (and therefore recruiters) will avoid job hoppers that move from company to company after a year or so – you may not love your job, but sometimes it’s better to stick it out for a

SPECIALIZATION OR DEVELOPED SKILL SET (A.K.A. EXPERIENCE) Unfortunately, recruiters typically work with experienced, senior and/or specialized candidates simply because they are difficult for clients to find and will pay them for this type of top talent.

That being said, if you are just starting out or it’s early in your career, talking with a recruiter can always help give you direction in your search or advice in the industry you are trying to break into.

Talking with a recruiter can always help give you direction in your search or advice in the industry you are trying to break into Be proactive and act as your own recruiter. Promote

If you went on mat leave, took some time off to care for an aging parent or returned to school to upgrade your skills – highlight this in your cover letter or resumé as they are completely valid reasons for a gap in your work experience

yourself by meeting as many people as you can and getting your resumé out there.

Your go-getting attitude is sure to impress a company that is hiring, and may give you the break you are looking for.

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CANADIAN/INDUSTRYRELEVANT EXPERIENCE This is key if you are looking for work in Canada. Sometimes this can be a catch-22 – if you are a new immigrant to Canada, how are you expected to get Canadian ex-

MINIMIZED EMPLOYMENT GAPS (OR, BETTER YET, NONE) While gaps sometimes happen (life isn’t always perfect), being unemployed for a significant period of time typically signals that a candidate was laid-off or fired.

However, there are always exceptions.

If you are one of the exceptions, try to proactively answer this question in your cover letter when reaching out to companies or talking with recruiters. If you went on mat leave, took some time off to care for an aging parent or returned to school to upgrade your skills – highlight this as they are completely valid reasons for the gap.

DETAILS! DETAILS! Many senior people that I come across sometimes fail to highlight and go into detail about their consulting and/or project experience.

There is no hard and fast rule to how long or short your resumé should be, however, the old “one-page rule” does not always apply. If you have 20 years’ experience, show it.

Seven- to eight-page resumés are typical for senior- and technical-level candidates that I work with.

These points are just some general principles that recruiters look for in a resumé. If this isn’t you, DON’T PANIC. Just knowing these guidelines can help guide you moving forward – and don’t forget that a friendly, outgoing personality and a positive attitude can go a long way. • Adrienne Dohle is a search associate specializing in civil engineering for Western Canada at York Search Group. Originally published on the Workopolis Blog at www.blog.workopolis.com.

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january 2012

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3

ASK AN EMPLOYMENT EXPERT

LANA BRADSHAW Richard W. asks: “What are some effective questions to ask the employer at the end of an interview?”

A

n interview is a twoway street and, though it’s often overlooked, questions you should ask as a candidate are just as important as a good resumé and a power suit.

Toward the end of your meeting, the interviewer will likely ask if you have any questions. If not, speak up and ask if he or she would mind if you took a few moments to ensure a full understanding of the role and responsibilities. This shows

you’re engaged, enthusiastic and interested. Having no questions prepared could send the message that you lack leadership, are ill-prepared, not interested – or some disastrous combination of them all.

Common questions that impress recruiters and hiring managers alike are: • What training is in place to assist me in getting settled in the role and to ensure I’ve got all the tools needed to succeed?

• Are there any skills or experience that you feel may be lacking from my resumé, which may prevent me from getting the job? (This will allow you to know where you stand; if the response is something like lack of Word experience, you can take free online training or, if it’s experience, you can often volunteer to gain more exposure.)

• Do you believe in promoting from within? What would your succession plan

be once I’ve proven myself and have appropriate tenure?

(Be careful not to focus too much on this point though; you don’t want the decision maker thinking you’re only using this role as a stepping stone.)

• What’s the company’s five-year plan? Will you be growing, moving, reorganizing, opening new divisions or brands?

To show you’ve taken the time to learn about the organization and role, ask

a question such as this: “I understand your company participates in the annual trade show for our industry; would this be a typical opportunity for me to get involved in, and are there any other organizations/memberships that you would encourage I join?”

Don’t forget to ask what his or her preferred postinterview follow-up procedure is, and when he or she anticipates making a hiring decision.

Be mindful that you’re not asking too many questions (or questions that are easily located on the company’s website!). If all goes well, you’ll have plenty of

time to present all your queries in the second/third interviews.

In addition, it’s crucial not to focus too much on promotions, relocations, salary, education subsidies or other perks. You should know the majority of this information before the interview anyway and, if not, you haven’t done your research (or this role isn’t for you) – so don’t waste your own or the interviewer’s time! •

ing on” in the job market, a recruiter can help you take your career to the next level – even if you are already gainfully employed.

“I have seen many examples where careers accelerate because of the proverbial ‘at the right place at the right time,’” he explained.

“When you are working, you are too busy to shake hands and talk to hir-

ing managers, stay current on job postings, volunteer and negotiate compensation packages. All of these activities are what recruiters do in the background, so, if you stay in touch with a good recruiter, he or she will be able to alert you of good career moves – even when you are not actively looking to make a change.” •

Lana Brad shaw i s the Branch Manager of recruitment firm Holloway Schulz and Partners. Visit www. hollowayschulz.ca for more information.

Fee-free: Licensed recruiters don’t charge a candidate fee from page 1

will be more accurately aware of your needs and potential.”

If you’re seeking employment in finance or accounting you may choose a firm like Mercer Bradley Inc., which specializes in placing those types of professionals. According to director of operations Zoya Kanto, “A recruiter can help anyone find a job specific to what the recruitment organization specializes in.”

Rather than focus on an industry, generalist agencies like Angus One aim to place all types of job seekers with employers across a number of sectors.

“We look at what our client, the employer, needs and what our candidates, the job seekers, want to come up with a natural match,” d’Eça explained. “We ultimately present job seekers with what they’re after, which is a good career match.”

But with so many recruitment agencies to choose from, how do you know which is right for you?

“Asking for referrals from friends, family and colleagues is one way of finding the right recruiter,” said Jackie Burns, vice-president, Western Canada, at Hays Specialist Recruitment (Canada) Inc. “Researching companies that are advertising a variety of positions … will also help to see who’s being proactive.”

“A job seeker should research the recruiting firm’s area of expertise prior to presenting their candidature,” agreed Randstad Canada Vancouver branch manager Emilie McIver. “Wordof-mouth and referrals are often a great indication of a recruiter’s success and area

of expertise.”

One thing all job seekers need to know is that there should never be a fee associated with recruitment. “Charging a fee to help a candidate is illegal and against the code of ethics that recruiters follow,” stressed Kanto.

“Employment agencies are required to have a licence to operate … in British Columbia. Employment agency licences are issued for one year and must be renewed annually,” added Burns.

“When renewing, we’re asked to provide names of employees we’ve placed and the employers we’ve placed them with. A person must not operate an employment agency … unless the person is licensed under the BC Employment Standards Act.” After ensuring the agency is properly licensed and that you won’t be charged a fee, To suggested that every job seeker ask a set of questions before agreeing to work with any staffing firm.

“How many years has the recruiter been in business?

How many placements have they placed with a specific employer? Does the recruiter ask good questions?” he said. “Ask the recruiter about their fall-off rate and ask how they keep abreast of industry trends.”

In terms of working with more than one recruiter at a time, To had this advice: “I recommend that a job seeker only work with a maximum of three recruiters, who have been well screened.”

Dennis Wolff, past IT and tech talent conductor at McNeill Nakamoto Recruitment Group and a current recruiter with Korn/Ferry Futurestep, agreed, adding that “every recruitment company has a different network

of companies. It’s definitely advisable to work with a few selected recruiters to broaden your chances.”

Wolff, who also recommended “open and honest disclosure” when working with multiple recruiters, went on to suggest that, in approaching an employment agency, it’s best to “ask your friends and network who they have worked with in the past and who they can recommend. That way you can contact a recruiter directly, which is often more effective than registering online.”

Added To: “Don’t consume too much of their time, but taking a recruiter out to lunch may be a good starting point. Like most servicebased business, it’s about building a relationship.”

Once you’ve signed on with an agency, however, don’t abandon your own job search believing the recruiter will take care of you, our experts warned.

“A job seeker needs to be actively network ing and looking on their own,” stressed Kanto. “Agencies are an aid to assist the candidate with the job search.

If a recruiter feels they can place you within a few days in an ideal role, they may ask you for a few days exclusivity. This is fantastic for you as a candidate, knowing that you’re being actively marketed or considered for a role very quickly.”

“I would say not to rely solely on the recruiter [to find you a job],” echoed To. “If you had 10 hours to spend on a job search, I’d spend two hours reaching out to recruiters and explaining your skills and goals. The other eight hours, I’d be networking with past co-workers, bosses, alumni, community

and friends.”

“Looking for work is a full-time job in itself and should be treated as one,” Jamesie Bower concluded. “It is not the responsibility of a recruiter to find someone a job. It is one avenue of your job search and therefore, a job seeker should never stop looking on their own.”

According to To, “as your eyes and ears to what is go-

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Dragons’ Den a tough place to do business

CHAWEL

CBC Television

B.C.-based entrepreneurs experience highs and lows on successful television series

Renaat Marchand (right) with his son Arno on the set of Dragons’ Den: “I felt well-prepared and I knew why I was doing this – to create some security for my family”

BY BO GEMBARSKY, BIV

I

t’s one thing to come up with what you think is a good idea for your own business; it’s another to have retailers and consumers buy into it. It’s a more daunting proposition when you’re trying to get a dragon to believe in you.

Now in its sixth season, Dragons’ Den has become

a ratings monster for CBCTV. The show is estimated to average 1.6 million viewers, with each episode holding the promise of helping entrepreneurs who are willing to stand up and pitch amid the hot lights, unflinching stares and pointed questions of the so-called dragons.

Dan Plante was one of the successful entrepreneurs this season, garnering a lu-

crative deal with the dragons. The Richmond resident came up with the “change anywhere, anytime” Chawel in 2001 while working as a lifeguard.

On the pool decks and on the beach, Plante would see mothers having to hold a towel around their children as they changed in and out of their bathing suits, chasing them around and trying to

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The Chawel – a portable change room developed in Richmond – was one of the successful product pitches made on CBC’s Dragons’ Den this season

keep them warm.

He saw a need for a portable change room and created the Chawel, a combination towel and change room that caught all the dragons’ attention.

Initial sales and interest had spurred Plante with his production, but he wanted to move his efforts to the next level. Development takes money, so he tried out for the Dragon’s Den to see if he could cut a deal.

Plante got his family and friends to help him focus his preparation on the dragon perceived as the toughest of all: hedge-fund manager Kevin O’Leary. Plante also had to be prepared for rejection.

“Even if you have the right answers, [if] you’re not quick they’ll tear you apart.

So don’t get rattled by that.”

While both O’Leary and fellow dragons Robert Herjavec and Arlene Dickinson offered Plante a deal, Dickinson gave him exactly what he had asked for: $100,000 for 35% of the company.

Plante was happy to do business with Dickinson because of her marketing expertise and her promise to let him retain control and make an informercial for the product.

After the show, according to CBC, Plante received two inquiries for international distribution – one in the United Kingdom and one in Australia.

Plante’s advice for entrepreneurs considering an audition: know your numbers, prepare for as many contin-

gencies as you can, try not to look foolish and be ready to have the agreement change – or fall through entirely.

Jamie Beuthin and Patrick Levesque have run MASC on Davie Street in Yaletown since December 2007. The store and website sell skincare and grooming products specifically targeting men, along with “carefully selected brands,” which cater to both sexes. Their pitch was seen in November on the Den. Sales amount to a minimum $250,000 each year, so funding wasn’t the primary motivator for auditioning.

“The money would [be] nice,” Beuthin told Business in Vancouver, “but it was more for the expertise that comes with a strategic alliance with a suitable dragon, as well as for the exposure that we get.”

They asked for $100,000 for 20% of MASC, but the dragons insisted on half the company for that price. The partners turned them down; Beuthin has no regrets.

“The fact that we went there and they made us offers is basically an endorsement of the business as viable. As long as they’re making you an offer, it means that they believe in your business.”

Renaat Marchand did need the money. The Vancouver Island artist realized that his skills weren’t paying the bills and he needed to come up with a “rescue plan.”

Marchand reached back into his Belgian heritage, deciding that making waffles

was the way to make some dough. Wannawafel was born, but it needed funding.

That’s when he hit on the idea to try his hand in the Dragons’ Den. “It was very stressful, but my main message was that I had positive stuff on my mind. ... I felt well-prepared and I knew why I was doing this – to create some security for my family.”

Ma rcha nd wa nted $100,000 for 25% of Wannawafel, and the deal was struck with the television show’s resident food expert, Boston Pizza mogul Jim Treliving.

“The overall experience was incredible. Jim … hopped off his chair three times to come help us out with the cart, and he was so enthusiastic. The other dragons loved the product and loved our presentation.”

In the weeks following the appearance in September 2010 Marchand received more than 4,000 emails, some asking for franchising information. He did not want to lose the momentum that built from the appearance on the show while waiting for the deal to clear the due diligence stage, so an agreement was reached and Marchand found himself in control again.

It has worked out so far: 11 carts have been built and 10 franchisees are located across Canada, including a Wannawafel store that, at last word, was slated to open in Grande Prairie, Alberta, in December 2011. • next@biv.com

january 2012

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Jumbo ski scrap looms

Recruiter Profile

Dulay Burke Financial Recruitment

ACHIM PURSCHWITZ

B.C. government to make final decision on approval of major new ski resort; proponents push jobs and local economic benefits

A new $450 million ski resort on Jumbo Mountain in B.C.’s East Kootenays could create hundreds of jobs – if the project is approved

BY GLEN KORSTROM, BIV

T

he B.C. government appears poised to approve a controversial proposal to build a $450 million ski resort on Jumbo Mountain in B.C.’s East Kootenays, despite opposition from the Ktunaxa Nation, the New Democratic Party (NDP) and celebrity critics like former National Hockey League (NHL) star Scott Niedermayer.

The opposition comes as international visitor counts to B.C. have plunged, fuelling criticism that the project has a weak business model.

International visitors to B.C. fell 11.2% between 2006 and 2010, despite 2010 being the year the province hosted the Winter Olympic Games.

During that time, visitors from the U.S. fell 14.5%; Japan fell 41%; and the U.K. fell 9.9%.

But Jumbo developer Glacier Resorts Ltd.’s senior vice-president Grant Costello countered critics who claim his resort will hurt established B.C. ski destinations, arguing that many said the same thing when Blackcomb Mountain opened near Whistler in 1980.

Forests, Lands and Natural Resource Operations Minister Steve Thomson told Business in Vancouver in a statement that he will

decide “soon” whether to approve the Jumbo proposal just as duelling between supporters and opponents has intensified.

Thomson said his priority is to “make sure that the process is done in an open, fair and transparent manner.”

Meantime, Costello’s convinced Glacier’s met every government requirement. More evidence the Liberals will support the Jumbo proposal is that Liberal MLA Bill Bennett, who represents the nearby East Kootenay riding, has been tweeting to show his support for the project.

JOB GENERATOR “People need jobs,” Bennett told a media scrum in November. “This is a viable opportunity to create several hundred jobs for many, many years and to create an icon, a tourism icon, an attraction that really isn’t matched anywhere else in North America.”

Costello believes Thomson should approve the Jumbo proposal because it: •adds to B.C.’s cluster of ski resorts and raises its ski destination profile internationally; •offers the prospect of yearround skiing and 6,000foot vertical drops – something unavailable currently

in B.C.; and • has cleared all obstacles, including a nine-and-a-halfyear environmental review, during the more than 20 years that it has been on the drawing board.

The Ktunaxa oppose the development mainly because in would be on the site of what they consider to be sacred land and the spiritual home of the grizzly bear.

But Costello and Bennett have hinted that the Ktunaxa are hypocritical in that stance because band members operate a hunters’ outfitting business 35 kilometres from the proposed Jumbo ski resort site.

“They support the killing of grizzlies 35 kilometres downstream from Jumbo,” Costello said. “Out of the 700,000 square kilometres that they claim, they’re saying that the Jumbo Valley, which is only a few square kilometres, is the only place where the grizzly bear spirit resides. Draw your own conclusion.”

Costello believes the Ktunaxa don’t want to have large private developments on their ancestral land before their land claim is settled.

Government has extensively consulted the Ktunaxa, which is all that Victoria is legally required to do.

The Ktunaxa do not legally

have a veto over the project, and Costello believes it could set a dangerous precedent if Victoria backs down from approving a project that meets requirements simply because a native band is opposed.

He called the Ktunaxa’s November 15 news conference, which featured Cranbrook-raised Niedermayer, an “intimidation” tactic.

NDP tourism critic Spencer Chandra Herbert told BIV that his opposition to the Jumbo proposal stems as much from economic reasons as from a desire to respect the Ktunaxa’s position.

He said B.C. should not be blinded to economic realities by a developer that is

“This is a viable opportunity to create

5

D

ulay Burke financial recruiters specialize in placing all levels of accounting and finance professionals at leading organizations.

The company’s highly qualified recruiters have extensive industry experience and have successfully guided the careers of prospects seeking accounting and finance positions since 1995.

Looking for work? Tina Burke, a recruiter for over 15 years and a financial recruiter with Dulay Burke for 10 years, has some sound advice for job seekers.

Q: What is the proper dress code for a job interview?

I always say to wear your “Sunday best suit” – a full suit and tie for men and a business suit with either skirt or pants for women. If you walk into the interview and everyone else is in jeans, just casually hang your jacket over the back of your chair. Even if

you know ahead of time that the environment is very casual, it’s still very important to dress professionally and let the potential employer know you are taking this interview seriously.

Q: Should my resumé be limited to one page?

That depends entirely on your work history. I generally say go back three jobs or 10 years. I never like to see more than two pages for a resumé.

Q: Should I include photocopies of my diplomas, certificates and licences with my resumé?

No, just make sure you have them with you when you go in for the interview. • For more information, visit Dulay Burke at its new location at 1488 West Hastings Street, Vancouver; phone 604-692-2572 or email recruit@dulayburke.com.

several hundred jobs for many, many years” – Liberal MLA Bill Bennett

willing to pump $100 million into building ski lifts and other infrastructure.

“It’s public land. Jumbo is owned by everyone in B.C. It needs to make sense for the economy, the environment and society.”

Chandra Herbert pointed to an economic assessment of the Jumbo proposal that academic and Marvin Shaffer & Associates Ltd. principal Marvin Shaffer prepared for the Ktunaxa in May. Shaffer, who previously served as an adviser to former NDP premier Glen Clark, challenged Glacier’s claims that the resort will draw tourists, stimulate economic activity and create generate tax revenue and jobs for government. • gkorstrom@biv.com

This article from Business in Vancouver – November 29December 5; issue 1153.

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6

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Beating the job-search blues Five tips to make looking for work more interesting ... and more successful called “One Role, With 10,00 Variations.” The article, written by an actress who had been in the same off-Broadway play for 25 years, discussed how anyone doing a repetitive job can always make it more interesting.

It’s true; the mundane – with a little twist ­– can be amazing (and hopefully land you a job).

It’s all a matter of perspective – and switching things up a bit. Changing your perspective can change your The mundane – with mood about the search, and it always seems like when you a little twist ­– can be change your approach things start falling into place. amazing (and hopefully Just before starting what might have been a very rantland you a job) y blog, I created my new plan and outlined my goals. The It is possible to turn it all plan didn’t have concrete around and feel like you’re deadlines like get a new job progressing in your job by this date. I refrained from search, even on the days you those types of requirements may think to yourself, “This in case that date came and went without a new job offer. is never going to end.”

Job searching is a job, and I didn’t want my new plan doing some of the same tasks to set me up for failure. The day in and day out can get a point of this was to approach bit dry. Recently I re-read an the search with a new and positive perspective. article in the New York Times vcc_HealthCare_Next.pdf 1 12/29/2011 12:02:50 PM sumés.” Just for kicks, I thought I’d post the jobs I’d applied to and chronicle what seemed like a long and arduous process.

Before publicly detailing my woes, I decided to try a new approach to searching: creating a plan with achievable goals. This was a highly productive decision, and I found that what once seemed monotonous and discouraging was no longer so boring.

It is possible to turn it all around and feel like you’re progressing in your job search, even on the days you may think to yourself, “This is never going to end”

BY JENNA CHARLTON

I

s looking for a job getting boring? Going through job descriptions that ask for everything under the sun,

adjusting your resumé so you are everything an employer is asking for, always writing a new and “exciting” cover letter – after a couple of weeks it can feel monoton-

ous, especially if you have yet to receive a call back.

I know this feeling well.

Out of job-searching frustration I was once going to start a blog called “80 Re-

So my plan included goals like: • contact a certain number of people a week or every other week; • set up a certain number of information interviews per month; • collect more contacts from people you’ve met; • apply to a certain number of posting a week or every other week, if you do in fact fit the bill; and • write cover letters that you’d like to read, while highlighting your appropriate qualifications.

Once it was mapped out I was able track my progress, and it actually became fun.

It also helped give my search some direction; I could look back on what I’d accomplished last week and tweak my approach to keep things a little more interesting.

One job search, five new steps and the mundane was transformed into (almost) amazing. • Originally published on the Workopolis Blog at www. blog.workopolis.com.

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Online gaffes that cost jobs How employers are screening you on social media sites like Facebook, Twitter and LinkedIn pass out. If your friends tag you in inappropriate pics, untag yourself. Even better: snap shots of yourself doing things that make you look awesome, like volunteering, winning spelling bees or running marathons.

Inappropriate com-

“i definately dont need to tellu that spelling&gramr mite be impotent on fb do i?”

Don’t get caught with your pants down on sites like Facebook; 91% of hiring professionals have checked out a candidate’s profile on a social network as part of the screening process

BY ELIZABETH BROMSTEIN

W

e’ve all heard tales of people getting canned for writing something stupid on Facebook. Your online presence also has a big impact on how you are perceived by potential employers.

Social media monitoring

service Reppler surveyed over 300 hiring professionals to determine how recruiters are screening job candidates on different social networks.

The study found that 91% of hiring professionals have checked out a candidate’s profile on a social network as part of the screening process; 69% said they have

rejected a candidate based on content found on a profile and 68% said they have hired a candidate based on the same. Let’s discuss some of the more grievous social media faux pas.

Inappropriate photos: Keep your pants on and try not to look like you’re about to puke on your shoes or

ments: People use the web to complain about their bosses and life in general. I’ve also seen folks joking about the lies they’re about to tell at a job interview, certain that their privacy settings will save them. But you better make sure you haven’t set your posts to be viewable to “friends of friends” and/or that the interviewer isn’t one of those.

And if your Twitter, LinkedIn, Facebook and other networks are connected, you need to be aware of

the impression you’re making at all times. Also bad: swearing and insulting people, even celebrities that people seem to think are fair game. I once saw someone tweet that Justin Bieber should “be shot.” Idiot.

Lying: It’s a wise idea to make sure your online profiles and paper resumé match up. This obviously means your education and previous work experience. Also, if you’ve said you’re a master of the English language, don’t have grammar mistakes and typos all over your page. If you’ve claimed to know how to code or perform surgery, don’t be publicly asking for advice on how to write a web page or remove a splinter.

Better yet, don’t lie.

Demonstrating poor communication skills: Look, dawg, i definately dont need to tellu that spelling&gramr mite be impotent on fb do i? But communication isn’t just spelling and grammar.

Potential employers might look at the way you interact online; fighting with friends on your Facebook page is a very bad idea.

Posting content about drinking and drugs: Don’t tell everyone how drunk you got last night, no matter how tempted you are to seek the comfort and counsel of your online community when you’re sitting at home with a heart full of regret, wondering what happened to your pants and trying to piece the previous evening together.

Politics: I’m always surprised at the amount of vehement political opinion shared on Facebook. If you’re job seeking, this might not be a good idea. Don’t assume everyone agrees with you, even if your close circle of 872 online friends appears to.

Maybe you feel your principles are more important than a job, or you work in a sector you’re sure is populated by likeminded people.

In those cases, share away.

Otherwise, understand that a potential employer may be put off by your opinions and means of sharing them. • Originally published on the Workopolis Blog at www. blog.workopolis.com.

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9

How to eBay your way into a booming home business Taking tutorials, listing seasonal items at the right time and selling worldwide key to success

BY ALAN ZISMAN

W

hat’s a Vancouver Grizzlies foam finger worth? Much more than the $8.95 Richmond resident Jennifer Torrance asked for when she listed the item on her eBay store – Heavenly Sent Treasures – last June.

For Torrance the finger, plus hundreds of other items on “display” in her online store, gives her and her husband the ability to work from home, spending more time with their five children.

Torrance, who got started with eBay in 2008 as a way to turn surplus gifts from the previous Christmas into cash, realized she could take her online selling activities further after a Disney ornament (with a chipped ear, no less) sold for $95. Selling a used pair of Hermes shoes she’d bought for $3 to a German buyer who paid $232 didn’t hurt either.

By 2010, Torrance was

working full time from home and had set herself up as an eBay store; her husband joined her in 2011. The couple buys most of what they post for sale at estate sales; their online store often lists a lot of 1980s vintage snapback hats, along with buttons, antique postcards, china and more.

With millions of items up for auction on eBay, Torrance tries to make her store stand out with research and boutique service. She believes “each item has its own history” and that taking the time to learn this history and communicate it to buyers translates to higher bids at auction-end. (She noted that it takes time to become expert in new categories; last summer she was busy brushing up on silverware.)

Many of her auction listings embed relevant YouTube clips. Videos made at home often feature her kids demonstrating the items. Her 13-yearold son helped her learn how

to add custom HTML code to her listings.

For Torrance, attention to customer service includes fast shipping and offering to hold items, which encourages buyers to bid on multiple items from her listings to save on shipping costs. She also has this advice: • take time to go through the eBay tutorials; • check YouTube for tutorials on anything else you have questions about; • learn about your market by finding out, for example, what price similar items have sold for; • list seasonal items at the right time (Christmas items in November, not January); • sell worldwide (find out the cost of shipping beyond Canada or the U.S.); and • learn what can’t be sold in different countries. Ivory items can be problematic, for instance, and Torrance had a listing for a knife rest removed because it’s illegal

Career resolutions to avoid C

areer resolutions made for the new year are often forgotten by February.

Avoid

This is especially true of resolutions that are vague or overly ambitious. Up your chan-

Selling items on eBay could lead to a lucrative home-based business … if you do it right

to ship knives to the U.K. (A “knife-rest” is not a knife, but try telling that to an automated algorithm!)

Each of the items listed at www.heavenlysenttreasures. com will result in personal contact with a buyer. Torrance sees this as an opportunity to meet people, saying, “It’s like being Santa all year

long.”

By focusing on a small number of product areas, she’s seeing repeat customers and making personal connections worldwide.

Torrance credits eBay with letting her build a business without needing to invest large amounts of capital, one that lets her work from home

while home-schooling her children. As she put it, “eBay gave us the flexibility to be able to follow our dreams.” • Alan Zisman (www.zisman. ca) is a Vancouver educator and computer specialist. This article from Business in Vancouver – June 7-13, 2011; issue 1128.

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What not to study

The 20 highest unemployment rates by degree Clinical psychology

19.5%

Miscellaneous fine arts

16.2%

In deciding what to study, consider popularity of the degree and earning potential

U.S. history

15.1%

Library science

15%

Educational psychology/Military technologies (tied)

10.9%

BY ELIZABETH BROMSTEIN

Architecture

10.6%

Industrial and organizational psychology

10.4%

W

Miscellaneous psychology

10.3%

Linguistics and comparative language and literature

10.2%

Computer administration management and security

9.5%

Visual and performing arts/Engineering and industrial management (tied)

9.2%

Social psychology

8.8%

International business

8.5%

Humanities/Electrical and mechanic repairs and technologies (tied)

8.4%

General social sciences

8.2%

Commercial art and graphic design

8.1%

Studio arts

8%

Pre-law and legal studies

7.9%

Material engineering and materials science/Composition and speech (tied)

7.7%

Liberal arts

7.6%

hat’s your university degree in?

I just ended that sentence with a preposition, so you might be able to guess that I don’t have one. If I did, it might be in English literature, but I dropped out, which is just as well, since people used to joke that Concordia’s English lit department has its graduation ceremony in the unemployment office. (I later went back and studied history and musicology at the University of Toronto, but I didn’t get those degrees either. Maybe one day.)

Education of just about any kind is a pretty sure bet English is one of the more proverbially useless degrees, but it’s not the most useless – not in terms of unemployment rates, anyway.

No, that honour goes to clinical psychology. This is according to the Wall Street Journal, which recently looked at how 173 college majors fare on the job market in terms of employment and pay, based on 2010 U.S. census data.

Psychology in general is a pretty terrible idea, as are

The 20 lowest unemployment rates by degree Your choice of degree affects your employment, so be sure to consider its popularity and earning potential

visual, performing and fine arts – pretty much any art, really. You probably could have guessed that. But some of the others surprised me.

I guess I assumed, for example, that a degree in neuroscience would be specialized enough to give you a good chance at a job. I assumed wrong. On the other hand, education of just about any kind is a pretty sure bet.

Obviously, your choice of degree affects your employ-

ability. There are other factors to consider, such as the popularity of the degree and the earning potential.

Adjacent are the 20 highest and lowest unemployment rates by degree. See where yours fits in. Or, if you’re thinking of getting (another) one, perhaps this will influence your choice of discipline. • Originally published on the Workopolis Blog at www. blog.workopolis.com.

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Actuarial science/Pharmacology/Educational administration and supervision / School student counselling/Geological and geophysical engineering/ Astronomy and astrophysics (tied)

0%

Teacher education (multiple levels)

1.1%

Agricultural economics

1.3%

Medical technologies technicians

1.4%

Atmospheric sciences and meteorology

1.6%

Naval architecture and marine engineering

1.7%

Environmental engineering/Nursing/Public policy/Nuclear industrial radiology and biological technologies (tied)

2.2%

Physical sciences

2.5%

Treatment therapy professions

2.6%

Plant science and agronomy

2.7%

Medical assisting services

2.9%

Social sciences (or history teacher education)/Agricultural production and management/General agriculture (tied)

3%

Forestry/Industrial production technologies (tied)

3.1%

Pharmacy pharmaceutical sciences and administration/Geosciences (tied)

3.2%

Communication disorders sciences and services/Oceanography/ Miscellaneous health medical professions (tied)

3.3%

Mathematics teacher education

3.4%

Mathematics and computer science

3.5%

Elementary education/Aerospace engineering/Special needs education (tied)

3.6%

Miscellaneous education/Miscellaneous agriculture (tied)

3.7%

Secondary teacher education/Mechanical engineering/Chemical engineering (tied)

3.8%

Cashier Training & CusTomer serviCe - $275.00 Duration 18 hours. Become confident with operating a cash register & learn customer service, policies, procedures and laws that pertain to working in this field. next classes January 30, 31 and February 1 from 9am to 3:30pm.

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Nursing Unit Clerk Nursing Unit Clerks, originally known as ward clerks and sometimes referred to as Nursing Unit Coordinators, act as the anchors of patient care departments. The average wage for Stenberg grads is $20.77/hr. plus 12.2% in lieu of benefits.

“The teachers and staff at Stenberg were very supportive throughout my entire program … Working towards completion of this program requires a lot of hard work but because everyone in the class cooperates and encourages each other to succeed, it helped me a lot.”– Amanda P.

604-580-2772 · www.stenbergcollege.com Over 94% of our grads are employed in their field of study within 6 months of graduation.