5 Ways to Add Value to Your Career Profile Building Your Future Now

5 Ways to Add Value to Your Career Profile Building Your Future Now Adding value to your career profile is an important process to your professional development. It includes: taking training/certificate courses, building your network and even doing volunteer work! It is also about self-discovery and learning more about your strengths and areas of opportunity. Here are 5 ways to add value to your career profile. 1. Expand on Education Updating your experience through education is amazing way to build your career profile. There are a tremendous amount of education options today so you must do your due diligence in assessing and finding courses and training opportunities that can vault you professionally. Review your options: there are online certificate programs as well as courses you can take at a college or university level. Also, take into consideration business degrees and even pursuing a PhDdo any of those degrees figure into a long term career plan for you? 2. Mentorship Being mentored and mentoring someone are exceptional ways to expand your career development. A mentor is an extremely important person in your life that can give you strong guidancethey offer unique perspectives into areas of your life which include: your education and career. They know you well and want you to succeed! As a mentor, you provide someone with your experience and skills to help them build their own career and even personally development. Being a mentor and being mentored are two amazing ways to grow your career profile. 3. Being part of Associations Whether creating one or joining an existing associationyou will certainly see it is a great way to meet people and find different exciting and unique ways to grow professionally. The association can be directly connected to your career or be a hobby or passion. 4. Writing and sharing online content You definitely have knowledge! So why dont you share it by writing articles online? Use Facebook and LinkedIn to share your articles and use these pieces to connect to other professionals, hiring managers or potential clients. You can use blog platforms such as WordPress to write your articles on or simply write them via posts on social media. 5. Networking Networking is key to really developing your career profile. Weather it be part of Associations, network functions, special events or business meetingsthere is a wealth of places to build and grow your professional network. Always be the first to see if you can help others who you are networking with! Image: Nastya Gepp

How to Get Your Online CV Submitted and Stacked Up With CVs

How to Get Your Online CV Submitted and Stacked Up With CVsWhen it comes to getting your online CV submitted, there are some rules and guidelines that need to be followed. Make sure you follow them carefully and efficiently and you will not only get the job but also land a promotion or a raise. Remember that no employer is going to want to waste his time looking at your resume!Quality CVs need to be professional and clean. No matter how simple it is, the cleaner it is, the better. Keep it neat and easy to read. A full-fledged template of your CV with all the formatting should be carefully considered.When using an online CV to obtain online jobs, the most important thing is to ensure that it is formatted properly. This will ensure that your CV stands out as one of the top-notch in the job search and gets noticed easily. There is no point in sending a poor CV if your online CV is not going to catch the eye of the interviewer.A good CV should be free from spelling and grammatical errors . Ensure that you have proofread all the CV before sending it off to the employer. Formatting errors can be a real turn-off for the employer.Ensure that your CV is sent in a professional manner. Keep your CV organized and always attach a cover letter with it. You can use it to prove your knowledge about the company and why you should be hired.One of the most important points to remember when composing a CV is to be brief. You don't want to ramble and sound like you are trying to be eloquent.One of the most important things to remember is that your CV will get lost in the shuffle if it doesn't look impressive. Don't make it appear too thick either. Remember that the cv is meant to be read by the potential employer and make it as readable as possible.Always keep in mind that a CV can also help to increase your profile in the market. It will put you in a better position when it comes to submitting your resume or CV to get it reviewed by employers.

Finishing Your Humanities PhD Tips on How to Get Ahead in Academia University of Manchester Careers Blog

Finishing Your Humanities PhD Tips on How to Get Ahead in Academia University of Manchester Careers Blog by Stephen Gordon* *completed PhD in 2013 and has held numerous postdoctoral positions and student support roles;  worked as an Advisor in the University of Manchester Careers Service since 2016 The period following the completion of a PhD is often fraught with uncertainty. I know it was for me. After four long years (comprising an ~80,000 word thesis and innumerable cups of coffee), I was unsure how the skills I had acquired during my PhD in Medieval Literature would translate to postdoctoral life. Did I want to stay in academia, or pursue a different type career? If the former, would I be able to compete with my peers and fellow postgraduates? If the latter, what rung would I occupy on the job ladder? These are questions that will have crossed the mind of anyone who has recently submitted their thesis. For the purpose of this blog, I want to explore some of the best ways to get ahead in Higher Education as an Art and Humanities postdoc, looking specifically at publications and teaching. Publishing Knowledge of the type of role you are applying for is extremely important. Be aware from the get-go that the academic job market is extremely (and, I stress, extremely) competitive, especially in the Arts and Humanities. It is now quite common for postdocs to hold many short-term research or teaching positions before finally attaining a permanent contract. Publications (or a demonstration that you have the ability to publish) are a vitally important means of standing out from the crowd. A developing track record of publications is an essential criterion of academic recruitment. One of the most common strategies employed by recent graduates is to turn their PhD thesis into a monograph. A useful resource is Sarah Caro’s How to Publish Your PhD: A Practical Guide for the Humanities and Social Sciences (London: SAGE, 2009), which offers lots of useful information on how to revise your thesis for publication as well as giving practical tips on how to find the right publisher. Even if you haven’t completed the monograph by the time you’re applying for jobs, academic recruitment panels look very kindly on signed and sealed book contracts. Another strategy (and the one which I took) is to publish the content of the PhD as a series of journal articles and book chapters. Publishing a series of journal articles may enable you to disseminate your research to a wide audience and in a shorter time than waiting for a book publication. If you have previously organised (or an in the process of organising) a conference, it is also worth trying to publish a selection of papers as an edited volume. Ultimately, it is essential that recruiters know your name, your work, and your potential to deliver good outputs for the Research Excellence Framework (REF). Teaching Much emphasis is also put on teaching experience. Most doctoral students in the Art and Humanities will have spent at least one semester teaching undergraduate seminars and workshops, or giving the occasional guest lecture. Whether you are applying for fixed-term or full-time positions, academic recruiters put great emphasis on the ability to teach on courses beyond your own immediate areas of expertise. One of the most effective ways of expanding your teaching portfolio is to send speculative emails and CVs to Heads of Department at neighbouring universities, enquiring if they need any short-term visiting lecturers. Not only will you be forming new academic networks, but as a (potential) course convenor there is a chance to complete the required tasks to become a Fellow of the Higher Education Academy (FHEA). This is especially important, as institutions are putting greater emphasis on professional teaching qualifications, mainly as a consequence of the newly-implemented Teaching Excellence and Student Outcomes Framework (TEF). Of course, there are also other things to consider â€" maintaining a professional social media account; public engagement work; demonstrable ability of Grant Capture; how to structure academic CVs â€" but these are topics for a later blog. All Careers advice Postgrad-highlighted Postgraduate humanities PhD postdoctoral postgraduate study

Jobs in the New Year Demand Outweighs Supply

Jobs in the New Year Demand Outweighs Supply A third of Brits make New Year’s resolutions, and while hitting the gym or kicking that smoking habit to the curb often top the list, the promise of applying for a new job or pursuing a new career path is top of many people’s New Year’s Resolution wish lists. But which month actually gives your candidates the best chance of success? To put this to the test, job search platform Joblift has calculated the difference between demand and supply for jobs each month in 2017. Interestingly, Joblift’s research shows that despite many people thinking that the Christmas period sees a lull on the job market, the festive month is the second best time to apply for a position. So many candidates, so little jobs! The outlook for January job seekers is grim. The month saw the highest demand for positions with a number of applicants far outnumbers the quantity of job postings recorded. 8.23% of the year’s vacancies were posted in January, while 9.73% of the year’s searches from prospective employees were conducted, making it a minus 1.5% difference. February didn’t fare much better, with open positions (7.79%) lagging behind the number of online searches (9.22%) by minus 1.43 percentage points. While the numbers aren’t quite so harsh for March, with minus 0.07% in the company’s favor, April was the third worst month of the year with a negative 0.57% divide between vacancies and searches. The first four months of the year all saw job searches outnumber the vacancies posted to Joblift. As the weather improves and the spring showers recede, the numbers flip and start to favor prospective applicants. May is the first month of the year where the vacancies outnumber those searching for jobs online, with 8.8% of the year’s listings receiving 8.28% of 2017’s job searches, making it a plus 0.52% difference. The best applications come in the summer Looking at all 12 months last year, the best time to apply for a new role is in June. The summer month saw the number of vacancies posted online (10.47%) outnumbering the number of users searching for vacancies (8.90%) by 1.57 percentage points. This means that June will give candidates the best selection of job vacancies while also seeing a comparatively low level of competition from other applicants. This plus 1.57% difference in favor of the applicants almost perfectly mirrors the minus 1.5% in January, making it clear that the summer months are the time to start the job search. The numbers decline in July and August but still favor job seekers, with a plus 0.4% difference for both months. Perhaps most surprisingly, despite the assumption that December sees very little action on the job market, it was actually the second best month to submit an application in 2017. While it’s true that the Christmas month saw the lowest number of vacancies advertised (6.12%), the open positions outnumbered online searches for vacancies (5.07%) by 1.05 percentage points. Similarly, November ranked as the third best month to apply, as lower searches (7.35%) again meant that supply was 0.86 percentage points higher than demand on the UK job market (8.21%). Therefore, while you’re preparing for the Christmas period, maybe keep an eye out for new job openings! So, there you have it! With a bit of foresight and planning, anticipating the post-holiday job search rush could put job seekers in a far more favorable landscape before the snow starts falling and champagne corks start flying. Recommend your candidates to wait until June to give their applications the best chance of success and don’t ignore the opportunity that comes with the festive season. About the author: Lukas Erlebach is the CEO Joblift,  a job platform providing candidates with the most intuitive and frictionless experience during the recruiting process.

Tips and Hints For Your Resume For Executive Assistant

Tips and Hints For Your Resume For Executive AssistantIn order to stand out from the crowd, it is essential that you are submitting a resume for executive assistant. Though there are many different job titles that you can use, but in the end of the day, it's still an executive position that you are applying for. You will find that many companies are not too keen on hiring anyone who's still working as a private assistant.Most of the time, we all need someone to look after our careers and most of us don't know how to go about doing that. It can be a frustrating experience when it comes to searching for the right person to fill this position. You can find tips and hints for getting yourself prepared for submitting a resume for executive assistant and then also searching the job market to apply for one of these jobs.If you have to go through recruitment agencies, this can be a bit more complicated and you may get trapped into spending your hard earned money, but it is definitely worth i t. To get yourself prepared for submitting a resume for executive assistant, you can get to review the type of experience you will need to provide as a cover letter. It would be best if you know the required experience for every position.It's best to know exactly what you will need prior to your interview so that you know that you are equipped with the right amount of experience. Many employers look at resumes and hence they too want to see how much experience you have in their field. You will find that if you are going to apply for any post where you will be involved in day to day duties and that you are able to demonstrate that you are up to date with the latest developments in the organization.This is an important part of the resume and is usually mandatory. You can also check the present job that you hold. Most times, people believe that they have to look for work at the current employer, but the fact is that you should submit aresume for executive assistant as you have experien ce in previous employment. You can easily find out the current job in which you're currently employed.If you haven't done so already, you can also search for positions that you hold elsewhere in the organization, but if you do not know where, then you can simply provide them a letter of reference. The main point is that you must have gained some relevant experience in the organization prior to submitting a resume for executive assistant. Of course, the more experience you can present, the better chance you have of being hired.When looking for excellent tips and hints for your resume for executive assistant, it is always best to hire someone to review it for you. This will save you a lot of time and you will not have to waste your own time looking for these hints and tips. Also, your references can also provide you with tips and hints that are quite useful.With these tips and hints, you can find the resume for executive assistant that suits your qualifications and other requirements. This will ensure that you will stand out from the crowd and that you can find a good job. It's always good to have a well structured resume for your interview as well.

Examples For Writing a Resume - What to Write in Resume

Examples For Writing a Resume - What to Write in ResumeFor example for writing a resume, there are several points you need to know. If you have some idea of what to write in a resume and where to find the best examples, you can be on your way to achieving your dream job. The important thing to remember is that a resume is like a way to meet people so use it as such.Another important thing to note is that your objective should be strong and concise. Not only will it help the person searching for your information find you, but it will also help you make a good impression on the person interviewing you. This is a great place to include a summary of your accomplishments and any achievements that might come up during the interview.Now, one very important part of a resume is the part about your education. Including this part is very important because if it is accurate, it will help the person searching for your information to find out where you learned most of your work. Not only will this help you find a job faster, but you will also improve your chances of being hired.Include information about your academic training, work experience, training or degrees, and educational background. However, it is also important to remember that all the information must be in the order it is listed in the document. Although these are two very important parts, you can see that it is not enough to just include information.Another important thing to remember is that you should remember the purpose of your resume. For example, if you want to ask for an interview at an international company, then your educational history should include both a master's degree and a doctorate. Just be sure that you do not include only one or the other.Next, the format should start with your name, followed by the last name of the person you are addressing, followed by the first name of the company you are requesting an interview at. Use first person pronouns. You can also add the word 'Authorized' before yo ur name.The last section of your resume is your resume summary. This section should contain your contact information. This includes your phone number, home address, email address, and telephone number. All of this information should be kept separate from the rest of your resume.There are various types of people that could be in the position you are applying for. Before you sit down to write your resume, consider how they would see you and what they are looking for. This will help you write your own resume in a way that will help you get a job.

15 Social Recruiting Tips Proven to Attract the Best Talent - CareerEnlightenment.com

Tip 5: Optimize your LinkedIn Company Page for SearchOk, now you’ve got a LinkedIn company page.How do you make it stand out from the many, many company pages out there?Start with the text. LinkedIn uses the text you write when you create your account to help people find you, and Google uses text from LinkedIn pages to decide where they’ll show in search results.Step 1: Write a brief main message. LinkedIn will only show the first 200 characters of your description above “See More,” and when your company page shows up in search, Google only shows the first 154 characters. Focus on what you want your message to be, and get it down to 154 characters.Step 2: Be sure to use the remaining 1,846 characters LinkedIn gives you for the description. All of this is searchable text for Google, so you’ll want to include keywords people would use to find your company in search, and you may need to balance it out with marketing needs not just recruiting.Step 3: Fill out the “Company Sp ecialties” section. Once again, this area is indexed by Google, so you’ll want to have search keywords in here, while keeping in mind that its main purpose is to tell people on LinkedIn what your company does. So, if you’re looking to hire software engineers, don’t fill one of the boxes with “software engineers” as a specialty, unless you somehow manufacture them. Instead try “Software Engineering.”Tip 6: Create Custom Images for More Social EngagementDid you know that just having images on LinkedIn makes your company page 14x more likely to be viewed?On social media in general, content with images is 650% more likely to be viewed.Furthermore, when text is paired with a relevant image, people are about  8 times more likely to remember the message. And the good news is, you can create a good custom image on your own for nothing, as we’ll show you.Step 1: Go to Snappa and click “Design a Graphic Now” and register.Step 2: Click on the type of image you need to cre ate. Snappa helps you by automatically sizing the images for most types of social media images.Step 3: Now create your image. Snappa provides some cool templates to help you get started, or you can click “Create from Scratch” to create custom images.Note: Snappa does not include a template for LinkedIn company pages. The current ideal dimension for a Linkedin company page image is 646 x 220. You can enter that in the Custom Size area.Tip 7: Get Employees to Help Share Your CultureThe people who form your company are in the best place to share company culture authentically on social media.In a case study on Sodexo’s successful social recruiting efforts, Marion Muller notes that “employees are the face of your brand as an employer.”To help them get comfortable talking about the brand, create a social media policy. Knowing the boundaries for using social media at your company allows employees to creatively promote your brand because they’re not constantly worried about maki ng mistakes.You can find some great tips for creating a social media policy here.Once you’ve got a company social media policy in place, it’s time to use the most authentic social recruiting resource tool you have your team.Encourage them to share honestly on social media about what your workplace culture is like. Be sure to have them use the company culture hashtags you created in tip 2. Finally, follow them with your company accounts, and share their content.Tip 8: Prepare for Social Media Mistakes to Avoid DisastersSo you’ve encouraged your employees to start talking about your company on social media with branded hashtags. What could possibly go wrong?Rather than fearing what could possibly happen, be prepared. As Rebekah Radice notes on her website, if there’s no plan, we just react, and “reaction leads to overreaction, which can quickly spiral from bad to worse to all-out catastrophe in a matter of moments.”Having a slip up on social media that is quickly correcte d is one thing. A drawn out social media crisis is another. If you prepare for problems, you’ll handle them better and won’t live in fear of hitting the “Tweet” button. Here are 3 steps for handling a social disaster.Step 1: Acknowledge the problem. When an issue appears, the first thing you should do is let people know you’re aware of it (following tip 9 should help you become aware quickly). Acknowledgment isn’t an admission, it’s just letting people know that you’re paying attention to their concerns, and that they can expect answers. When you don’t acknowledge a problem, expect the call for a resolution to get louder and louder.Step 2: If a mistake was made, own up. Don’t pretend it didn’t happen, and don’t pretend you got hacked either, that will just make it worse. Either way, you’re inviting the controversy to get bigger. The only way to help things wind down is to give people resolution. Acknowledge the mistake, let them know what steps you’re tak ing to correct it, and move on.Step 3: Learn from the mistake. Once things have quieted down, go back and do a post-mortem. How did this happen? Was something not communicated in your social media policy? If you do this, you’ll only improve. If you don’t, your mistakes will start to look like an embarrassing pattern.Tip 9: Monitor Social Media for Brand Issues and OpportunitiesThere are several tools out there that can help you monitor social media for opportunities to connect with employees and potential employees, look for relevant content to share, and look out for problems.Chris Makara gives a great rundown of  tools to help you monitor social media  based on advice  100 experts.We think one of the easiest to use is Hootsuite. Heres how to get started.Step 1: Create a Hootsuite account, and add all your company social accounts to it.Step 2: Create basic streams to monitor. In Hootsuite, click “AddStream.” For each account, you’ll see a list of instant options. For the Twitter account in the screenshot below, for example, you can monitor mentions (when people directly mention your Twitter account using the @ symbol), retweets, likes and more.Step 3: Create custom streams. This is where Hootsuite and other social monitoring tools get powerful, especially with Twitter.In Hootsuite click “AddStream” then “Search.”Create searches for all your branded hashtags, your brand name, industry influencers, and topics that will be interesting for your audience.Click “Show Examples” to see other ways this can be used.Tip 10: How to Find Great Candidates on LinkedInOne of LinkedIn’s great features is its powerful search tool for prospecting recruits. Use it to really home in on potential employees, and automatically keep an eye out for new candidates.Step 1: Start by typing in a broad description of the candidate you’re searching for, such as “VP Marketing.”Step 2: Narrow it down by using advanced search options. Just searching for VP Marketi ng returns almost a half million results. But if you click “Advanced” next to the search button, you’ll be able to filter results by current company, location, industry, school, past companies and more.Step 3: Search on! Have LinkedIn send you a weekly or monthly update of your search. After you’ve narrowed down the search with filters, click “Save Search.” It’s a little hard to find see the screenshot below. After you click, you’ll have a few options.Tip 11: Stay on Message with Career Specific Facebook and Twitter PagesThere’s a good chance your customers and your employees are two totally different groups of people, with different interests.While you may want to occasionally share hiring information on your customer facing social media and product information on your employee facing social media, it’s best to keep them separate most of the time with separate pages.It’s what the big companies do, it doesn’t cost anything extra, and it’s really easy, so t here’s no reason you can’t do it as well.Step 1: Login to Facebook and go through the process of setting up a new page. If you’re logged into Twitter, log out and create a new account.Step 2: Name the accounts. Make them easy to find by giving Facebook, Twitter and any other social accounts focused on recruiting the same user names. UPS, for example, uses UPSJobs on Twitter and Facebook. “Your company name” + “jobs,” or “careers” are good possibilities.Step 3: Make these accounts the focus of your social recruiting efforts with content that specifically relates to employment at your company.Tip 12: Create Easy Employer Branding Videos to ShareIf you spend any time checking out social media branding for big companies, you’ll notice they have a lot of video.This probably sounds like something you need to hire a professional to do, right?Turns out the powerful little cameras on our phones, combined with the right light and sound, can produce surprising results. Watc h the video below, and you’ll be amazed at what you can accomplish with just a phone and the right techniques.Here are 6 steps toward creating your first recruiting video with your phone, a few employees, and no budget.Step 1: Find a quiet space.Step 2: Find something to brace the phone on so the recording isn’t shaky.Step 3: Record horizontally, never vertical. Just about every screen you look at except your phone is always positioned horizontally.Step 4: Have subjects face a window that gives plenty of natural light.Step 5: For an easy first video, introduce a few employees, and ask them why they like working at your company.Step 6: Try multiple takes until you get one ready to go, without need for editing, and upload to YouTube directly from your phone.Find some more great tips in this short video from Wistia.Tip 13: Make Passive Candidates and Social Recruiting Work for YouIf you’re using social media to recruit, you’re going to end up with a lot of passive candidates, p eople who weren’t out actively looking for a job.There’s considerable research that says passive candidates don’t fare as well as active ones.According to the research, 51% of businesses say passive candidates fail because of lack of passion or commitment, 40% because they can’t adapt to their new position, and 63% because they were not a good fit/couldn’t adapt to culture (it adds up to more than 100% because there is usually more than one reason).So, if you’re considering a passive candidate, try to find out what is motivating them to consider your position.Are they passionate about the work? To avoid hiring candidates that don’t adapt, present them with an accurate picture of what it’s like. Don’t sugar coat the job.Finally, if you hire a passive candidate make sure you’ve got a great onboarding process to help them fit in with the culture.Tip 14: Attract Candidates to your Employer Brand with InstagramSharing on Facebook isn’t what it used to be.These days, it’s pretty hard to get attention on Facebook without paying for it.Instagram, on the other hand, has the highest user engagement of any of the top social media, with about 10X more than Facebook and 100X more than Twitter.That’s 10 100 times more clicks, likes, shares, etc. per post. It’s a great place for building your employer brand, especially with the future in mind, as 55 percent of its users are under 29.Step 1: Set up an Instagram work account. Instagram is a mobile app you’ll need to have a phone running Android or iOS to use it. Download the app from Google Play or Apple’s App Store, then fill out your profile. If you already have a personal Instagram account, you’ll want to go to Settings, then Add account. Set up the business account with an email address (rather than your phone number), so that you can share it with others from your company. Where it asks for a name, put in your company’s name. Your user name should match the usernames you’ve used for other social media accounts if possible. Instagram recommends using your company logo as your profile photo.Step 2: Get the goods. Take real photos and video of your product and employees, and give people an idea for what it’s really like at your company. The hard work, the play, and everything in between.Step 3: As you did with Twitter in tip 2, create hashtags specific to your company culture and use existing ones to help people discover your account. Check out the image from Zappos’ Instagram account below for an example of company culture related hashtags, existing hashtags, and a great image related to the company’s culture.Step 4: Turn on notifications. You’ll want to know when someone engages with your images or mentions your account so that you can keep up your end of the conversation. Instagram lets you choose notifications for 10 different types of interactions, such as when you get new likes, comments, followers, etc. Try starting off with all of them set to “F rom Everyone.” If it gets annoying, fine tune it a little.Step 5: Engage real people. Follow clients, employees and people whose work you enjoy, accounts important to your industry and National Geographic. Everyone should follow that account. For some inspiration from other brands, check outZappos, UPS, and Yelp.Tip 15: Learn About Your Facebook Audience to ImproveYou can use Facebook’s own, built-in insight tools to learn what content is getting traction on your Facebook page.If you created a Facebook page just for employer branding (tip 6), this will give you data specific to people interested in employment, rather than your company’s general followers.Step 1: Login to your Facebook business page and click “Insights.”Step 2: Click reach. Here you’ll be able to see a graph that shows the daily reach the number of people who saw your content each day.Step 3: Look for the spikes and click on them. When you click, you’ll see the content that appeared on your Facebook pa ge that day and the number of impressions, clicks, comments and shares each piece of content got. Seek out all your top-performing posts and look for patterns.Ready to start hiring effectively on social media?Social media really can help you with recruiting.Did you know it can bring in 30-50 percent more applicants?Hootsuite’s CEO Ryan Holmes says it can dramatically cut the time and costs of recruitment, and also believes it plays a part in his company’s amazing employee retention rate they have just 2 percent turnover.Alright, we’ve given you the reasons to start, and the tips you need to recruit on social media.But don’t let all these tips and steps discourage you.If you’re pressed for time, try just getting through Tip 1. Periscope is really easy to setup, and it’s a fun way to meet some potential recruits and learn about them.We hope this helped!

Review of Whos Got Your Back -

Review of Whos Got Your Back - Keith Ferrazzis book, Never Eat Alone, was a terrific guide for all professionals that explained how to find and connect with mentors and how not to keep score in networking, among other terrific tips. As a big proponent of networking as a tool for job seekers, entepreneurs and just about everyone, I was excited to receive a copy of Keiths most recent book, Whos Got Your Back. Billed as a step-by-step guide to the powerful principles behind personal growth and change, this useful guide reminds readers that everyone needs someone to lean on! Keith advocates identifying three lifelines, or people who are willing and able to advise and hold you accountable to your goals and dreams. He describes the four reasons why he believes lifeline relationships are key (p. 27): 1. To help us identify what success truly means for us, including our long-term career plans. 2. To help us figure our the most robust plan possible to get there, through short-term goals and strategies that would tie us into knots if we tried to go it alone. 3. To help us identify what we need to stop doing to move forward in our lives. 4. To have people around us committed to ensuring we dont fail so we can transform our lives from good to great. Keith reminds his readers that people like to give advice, and he peppers the book with a myriad of personal stories demonstrating the power of connecting, the value of being vulnerable and the importance of being yourself. Useful tips about discovering your personal currency (what you can offer in a mutually beneficial relationship) and the importance of recognizing that the pinnacle of generosity isnt just helping others, but allowing them to help us (p. 64), make this book another valuable networking bible with tips on everything from how to build intimacy to specific tools to assist professionals who hope to succeed at what may seem to be wild dreams. I hope you will be inspired by Whos Got Your Back to recognize that you DO drive your own career bus. Take the wheel and find the resources you need to encourage, support and promote your own success. You deserve it! Sometimes, it pays to   hire a coach who has your back! Need some help getting your job search jump started? Not sure you can put all of the great tools at your disposal to good use? Need a great resume? Learn how I can help you propel your job hunt forward. In Atlanta? GA is expecting 10.1% unemployment. Get ahead of the game so you will be prepared to search for your next opportunity with local job search interventions: http://youneedajob.org/.