Upcoming FREE Tele-Seminar:
July 13, 2010
Managing Your Online Identity For Job Search Success

Ever Google yourself? The companies you’re applying to are. Join Kevin Morris and Kathy Keshemberg as they discuss effective ways to manage your online image and deliver the message that you want employers to see. From creating a powerful on-brand LinkedIn profile, to brand-driven blogs, tweets, discussion groups, and more, a well-managed online identity can help you land your next job faster.

Click here to register for this call, which will be recorded and the link sent to those who pre-register.

The CPGjobs Community Blog Is Coming!
http://blog.cpgjobs.com

As most of you already know, CPGjobs has been running one of the most successful groups on LinkedIn, CPGpeople for nearly two years. The success of CPGpeople – now over 12,000 members strong - has sent us two very clear messages:

1. Professionals in Consumer Packaged Goods have a lot to say – to each other, and to the companies that employ them.
   
   
2. CPGjobs has developed a strong community within CPG; a community with a unique voice that offers tremendous value to its members.

Here at CPGjobs, we have been engaged in a lively debate over our best approach to expanding our online community and providing a broader venue for CPG professionals and employers alike.

We’ve decided to prioritize our social media strategy and take it to a whole new level – to create a blog that will encompass a variety of topics of interest to both CPG professionals and the companies that employ them.

The new CPGjobs blog, at http://blog.cpgjobs.com, will provide an open forum for you to share what you know, express your opinion, and interact with your colleagues on a variety of topics pertinent to the industry. That being said, we want to do more.

Our experience in the social media space has taught us the importance of allowing you - the CPG community - to drive the organic development of the community. To that end, we are extending an open invitation to you to provide us feedback on what you would like to see at the new CPGjobs blog. We are looking for your suggestions regarding:

1. General topics
2. Industry news feeds
3. Career advice / assistance
4. Interaction with employers
5. Anything else!

We’ll be getting the new blog started, but we’ll be looking to you to provide us with the direction for this new space. Throughout July, we’ll be taking all of your feedback and incorporating your ideas and suggestions into the ongoing development of the CPGjobs blog as we continue to build out the site.

Take a few minutes to visit the http://blog.cpgjobs.com CPGjobs blog. Post your comments and suggestions. Feel free to post pieces you’ve written for your own blog or website. Share your opinion on what’s going on in your area of specialty or interest. It’s a great way to showcase your experience, and will help start valuable conversations between professionals in the industry.

We look forward to seeing you on the new CPGjobs blog!

Best wishes,

The 20 Habits of Highly Effective Networkers – Part 2

Last Month In Part 1 of the 20 Habits, I shared 10 Things To Be. In my experience networking, people who displayed these qualities were the ones I liked to spend time with at events. And you tend to have follow-up coffee meetings with those folks. And then you end up likely to help each other.

Make sense?

Today I will share 10 Things To Do. Because our actions say a lot about what is happening inside our heads. Suggesting something about us that people will either find engaging or off-putting.

Here they are:

1. Take Selfless Action — Decide to go to an event with the sole purpose of only helping others. Not ready for full commitment? How about the first 5 people you meet? Every question from you. Your focus. Is on their needs. Not yours. Think that would feel good? It does. And it is not a waste of time. Because while a rare person will walk away having sucked you dry, most will want to make sure to ask you about your needs. Regardless, it will be a nice break from your own “needs”. One way to do this is to adopt someone new at the event. Someone who is clearly smart but uncomfortable. Introduce them to a few folks and then look for the next person standing on the outskirts looking for a friend.
   
   
2. Show Relational Intelligence — I wrote a post on relational intelligence for job search a while back after interviewing Steve Saccone, author of a book called “Relational Intelligence”. Steve is a pastor up at Mosaic church in Los Angeles. Summing up this concept? It is “the capacity to connect with other people with skill, warmth, authenticity and compassion”. If you have this capacity or show an interest in developing it, then I am in.
   
   
3. Provide Introductions — Really good networkers are called “Super Connectors” because they have a passion for connecting people. And, over time, they meet more and more people that might be a good friend to someone they already know. You can do this at events, via e-mail, on LinkedIn and even on Twitter. For example, if you thought two guys you met should know each other, you could post this on Twitter: “@Steve Jobs You should meet @BillGates for coffee. Lots in common for sure!” Whether they actually meet is up to them. But you have started the ball rolling and, as a result, may gain “influencer” status for having done so.
   
   
4. Build Real Friendships — While it is easy to go to events and build acquaintances, a great goal of networking is to slowly develop real friendships. You can’t do it with everyone of course, but when you connect with someone, don’t let that moment pass. Set up a series of coffee meetings to create multiple impressions. It takes about three personal meetings to turn a first meeting into something that looks like a friendship. And it is not just the time. It’s also the commitment. Demonstrated by completing a few transactions (i.e. doing something for each other). This builds mutual trust, which is critical to that early friendship. Great example? Be the accountability partner for three people. Meet them for four successive Fridays and keep them on task!
   
   
5. Speak Boldly — This is a pet peeve of mine. When people speak too softly and/or without a strong voice. First, I need to hear you. Especially when addressing a group. If I can’t hear every word clearly, I will likely tune you out. If your delivery is not clear or if you meander, my confusion will be frustrating and I won’t get your message. And I may not decide to introduce myself to you after the intros are over. Finally, if your delivery is timid, I won’t know that you are ready to do what you say. So be strong in your words. Let me hear you. And give me a reason (or two) that I can invest some productive time in a conversation with you.
   
   
6. Know Objectives Of Others — How do you do this? Ask really good questions. Why are they at the event? Looking for work? Consulting projects? Just here to help? Once you know this, you can be a much more active networker for them. And for the people you know that may value an introduction to them. One way I do this for job seekers is through my Watchlyst™. If I know you are looking for work, I will invite you to sign up for the Watchlyst job lead sharing tool so that I can keep a keen eye out for you. And perhaps send you a lead. You can keep your own Watchlyst by downloading my simple spreadsheet on the free job seeker downloads page. It allows you to keep track of the objectives of those in your network. A powerful tool that helps you remember key needs of key people.
   
   
7. Remember The Early Days — Sit back from the computer and think about your first days walking into a networking event. The feeling of insecurity. Come on, we all felt a bit of that, right? You know no one. And, often, no one turns and, with a big smile, says “Welcome!.” You probably looked a little timid. A little unsure. And then remember that first person who introduced themselves. The first who sat with you and told you their secrets. Now that you remember all of that, go look for someone to help. Someone who needs your knowledge and experience. Someone whose path would become clearer as a result of spending time with you.
   
   
8. Stay In Touch — Of course after all this hard work at the event, you can’t just let it all fall away. Relationships don’t build by themselves. You need to stay in touch. Ask everyone you meet: where can I find you online? Once you know their Twitter and LinkedIn addresses, life gets easy. And fun. Here’s a neat trick. And an alternative for the back of your Flashcard™, add your social media addresses to the back like this…
   
   
9. Show Respect — While you shouldn’t let too many rules inhibit your networking strategy, You need to be careful. Because you can bruise your network. So respect (1) the time of others – don’t take more time than you deserve. Have a great 5 to 10 minute discussion at an event, then politely disengage so that they can move on. And so can you. (2) Respect the network of others – don’t overuse a name you were given or tell everyone you know about your new contact at XYZ Company. Use the contact, report back to the provider and ask, if possible, if you can share it with others. And (3) respect the personal information of others. Don’t share phone numbers or e-mail addresses with a big crowd. Be more purposeful than that.
   
   
10. Make Eye Contact — When talking with groups and especially when talking one-on-one, maintain eye contact. It shows respect and indicates you are actively listening. It is a subtle but critical action that says you are engaged and interested. One trick to use when speaking to groups? Engage someone’s eyes long enough to fill a water glass. Three or four seconds allows someone to feel that you have noticed them. And that connection will give them a reason to listen more attentively to the rest of what you have to say.
    
    
11. Here’s a Bonus . . . Smile — It says that you are open and friendly. I’m not saying to fake it. I’m saying that you should signal to others that you are comfortable in your shoes and willing to engage. Put up a “hard, business-like” persona and you may get fewer conversations and fewer follow-ups days later.

So there you have it. And, like with Part 1, I hope each of these Things To Do can be implemented easily. Tomorrow or at your next networking event. These are critical characteristics and skills to build into your networking strategy.

What are your key things to do? What did I leave off?

Love to get your comments . . .

Tim Tyrell-Smith is a CPG marketing executive, public speaker and popular career blogger who writes on the topics of personal brand management, networking, job search and life at Tim’s Strategy.

Interested in having your content featured in a future issue of the CPGjoblist Newsletter?
Email Penny Sallberg-Carrillo.

Top 5 Mistakes People Make on Their Resumes

Over the years I’ve critiqued more than 10,000 resumes and as you can imagine, I see the same mistakes over and over. Here are the ones I see most often.

1. Starting with an objective statement or weak summary. A resume is a marketing piece and to immediately grab the reader’s attention you must convey what you can do for them. On the top of every reader’s mind is “what can this candidate do for me?” Answer that question by articulating your value proposition – what you offer that sets you apart from other candidates and will allow you to make an impact or solve their problems. By “selling” your value you will set yourself up as a must-interview candidate.
   
   
2. No accomplishments. The most powerful element of a good resume is accomplishments … these are the “benefits” part of your personal sales message. It is critical to convey that you tackled challenges with effective actions that delivered results. Quantifiable contributions are the best way to stand apart from the competition and prove to the hiring manager that you have made a difference for past employers and will do the same for them.
   
   
3. Too many bulleted statements. Placing a bullet before every statement in a resume is the same as if you would put all of the text in bold print - it all looks the same so nothing stands out! Just like bold print, bullet points should be used to emphasize only the most important points. My recommended presentation is to outline a big-picture view of your job duties in a paragraph and follow that by 2-3 (5 maximum) bulleted statements that describe your accomplishments. As the reader scans your resume these statements are what will capture their attention.
   
   
4. Poor writing. Too often I see spelling, grammar, and punctuation errors. In this crowded job market, hiring managers are looking for ways to get the pile of resumes down to a manageable level, and errors give them a reason to quickly eliminate you. Another problem is too many words – information needs to written succinctly so the reader can easily grasp the concepts you are presenting. Don’t expect that they will read dense blocks of text. The rule of thumb is no more than five lines per paragraph and two lines per bulleted statement.
   
   
5. Non-visually appealing format. You have about 7 seconds to grab the reader’s attention and get your resume moved to the “review further” pile (vs. the trash can). Creating a layout that draws their eye to your key information during that scan is critical. Choose a font that is easy to read (my preference is sans serif, i.e., Arial, Arial Narrow, or Tahoma), use a readable size (never less than 10 pt.), and create visual interest/section separation with graphic lines.
   
   

Using a well written, visually appealing resume that “sells” you as a qualified candidate is the first step to landing interviews. I’d be happy to review your resume and let you know how it stacks up against your competition. Drop me an email at cpg@acareeradvantage.com and attach a copy of your resume.

For more than two decades, Kathy Keshemberg, NCRW, CCMC and her team at A Career Advantage have been providing professionals with world-class resume consultation and writing, career coaching and personal branding services.
Learn more…

Kellogg Company

EMPLOYEES

32,000

PRIMARY BUSINESS

Founded in 1906, The Kellogg Company is firmly committed to being the best in the categories in which it competes, with products manufactured in 10 countries and distributed in 180 countries around the world. An innovative marketer, Kellogg was the first company to offer premiums inside its cereal boxes and the first to fortify its cereals. Today Kellogg is the world’s leading producer of cereal (sales of $13 billion) and a leading producer of convenience foods with iconic brands that include Kellogg’s™, Keebler™, Pop-Tarts™, Eggo™, Cheez-It™, Club™, Nutri-Grain™, Rice Krispies™, All-Bran™, Special K™, Mini-Wheats™, Chips Deluxe™, Sandies™, Morningstar Farms™, Famous Amos™, and Murray™.

VISION STATEMENT

To Be The Food Company Of Choice.

PERSONNEL PHILOSOPHY

Kellogg recognizes and rewards great talent and is committed to building the skills of its professionals by providing the resources and support their people need to do their very best work. The company values people with a solid work ethic who have a hunger to learn and who conduct their business with passion and a hunger for success.

Kellogg aspires not only to be the food company of choice, but also to be the employer of choice in the communities in which it operates. Building on founder W.K. Kellogg’s famous statement, ”I will invest my money in my people,” the company invests in recruiting, developing, engaging and retaining high-performing talent in all its locations around the world.

DIVERSITY & INCLUSION

Kellogg seeks to foster a safe, inclusive, values-driven workplace that develops and rewards employees for ethical behavior and sustainable results. The company is committed to maintaining a workforce that is diverse in terms of gender, sexual orientation, age, culture, ethnicity, geography, work experience and work styles, reflecting the diverse customer base it serves.

Kellogg believes that diversity is crucial to it’s ongoing success, enabling the company to attract and retain the most talented employees and helping the company to stay aligned with consumer insights, needs and concerns. This diversity commitment also ensures that Kellogg will remain the employer of choice and maintain goodwill in the communities in which it operates.

Kellogg has maintained an Office of Diversity since 2005 and operates and supports five Employee Resource Groups (ERGs) in the United States— one each for African-American, female, young professional, Latino and multinational employees. These ERGs are open to all employees and are actively involved in recruitment, new employee orientation, professional development, networking, retention and cultural awareness.

The company has been recognized for it’s diversity initiatives by many organizations and publications including

• Hispanic Business – Top 60 Companies for Hispanics
• DiversityInc – Top 25 Noteworthy Companies for Diversity
• LATINA Style – Top 50 Companies for Latinas
• Black Enterprise – 40 Best Companies for Diversity
• Black Professional – Top 100 Companies for Diversity in Corporate America
• DiversityBusiness.com – Top 50 Organizations for Diversity

Read more about diversity at the Kellogg Company.

Read more about supplier diversity at the Kellogg Company.