Daily Endeavor Blog

This blog is about leading a work life worth living.

This blog is about leading a work life worth living.

Posts tagged “career search”

Linkedin/Daily Endeavor Mashup: A whole new way to browse through your professional network

Since December you’ve been able to sign up on Daily Endeavor using your Linkedin account, but I’m excited to share a new feature that takes the integration even deeper — Related People I Know.

Now when you connect with Linkedin on Daily Endeavor you can see who in your network is into what you’re into. dailyendeavor See Related PeopleWhen you pull up a Daily Endeavor job profile, first and second degree contacts in your network instantly appear.

When would this be useful? To start, it’s a whole new way to browse your professional network. Now you can leaf through jobs you may be interested in, and the related people you know automatically display inside the job guide.

If you’re doing informational interviews, it just got a whole lot easier. Let’s say you have a dream job in mind — or any type of job you happen to want to learn about — but the hard part is compiling the list of who you could meet. All you need to do is lookup a Daily Endeavor job profile, and instantly find contacts, and friends of friends, who can tell you more about the job you’re eyeing.

This is just the first of many applications in pairing up the social graph with the job graph. We’re really excited to be continue creating more. If there’s ones you want to see, let us know!

By the way, to make this mashup goodness happen our team worked closely with the team at Linkedin, using both their Profile Widget and the hot-out-of-the-oven JSAPI. The developer relations and api teams are great. Thank you gals and guys!

The Future of Talent is Already Here

I was in a conversation this Fall with a friend who was looking to hire someone to do some hairy statistical analysis. They were in a quandry on where to find them. I suggested Quora. Look up one of the questions you want answered, and in the answers, see who’s good. Quora’s not the only place you can see what people are into today, but it’s one of the good ones. Much like when Doug Crets says the new full-fledged education system is already here, it’s just still operating in the shadows, so it goes for recruiting. The future of recruiting talent is already here, it’s just not yet televised.

We’re in the very early stages of a major upheaval (as major as what Monster did to the newspapers, and what Linkedin did to Monster) in how people find jobs and jobs find people. Most of the companies re-creating this space are still quite young, working their way to the proverbial product-market fit. While the picture of how this new world will work for job seekers is much more clear today, there’s still some more sorting to do for how it will work for recruiters. This will come.

unleashed-talent

One of the places this conversation will be unfolding is at Unleashed Talent next week in SF, care of Jon Bischke & co. I’m heading to it and very much looking forward. One of the reasons I like Jon, and the main reason I’m going, is that he’s a convener – he seems to be continually bringing people together for interesting conversations. Looking at the attendees, this day looks no different.

My thesis is we’re about to see a step change in how jobs find people. I’m looking forward to hearing what others have on their mind.

Why Education is Opportunity

If you’re thinking about what to do next, one good rule of thumb is to explore areas where there is tremendous disruption and change ahead, and as a result, a surplus of opportunity.

How education occurs — how it’s designed, how it’s delivered (or isn’t) — is undergoing change on a tectonic scale. If you’re looking for work, it’s understatement to say there is opportunity there for you. **

Sir Ken Robinson speaks a lot on the state of education. I’m glad he does — his big picture thinking simplifies what’s complex, making conversation (and your job search) easier to start. It also happens that this talk in particular is one of the best examples of why I do what I do. It fires me up. Redesigning education at this scale is my life’s work.

RSA, as they always do, does a phenomenal job illustrating the talk.

** Note: At Daily Endeavor there are over 4,000 species of education jobs, and more being invented everyday out there.

Good News: People Want to Leave Their Jobs

In FORTUNE (print) this week Jena McGregor, based on a survey by the Corporate Executive Board, reports that 27% of “high-potential” employees plan to leave their current job in the next 12 months. It’s 1 in 5 for the general employee population. Some may think that’s bad news. It’s not. In fact it’s good news for employees and companies.

Corporate Executive Board study

McGregor continues to explain that perks hold some sway in keeping people around, but the potential for growth is the powerful motivator: “They want a mix of recognition and challenges that stretch them without completely stressing them out.” I had a conversation with Fast Company about this very topic 10 years ago.

Many people take jobs for money, but when they leave, most go when they quit learning.

One way to read the finding is that about half of us want to change our job every 2 years. Why is that?

People leave jobs when the no asshole rule is triggered, or when someone makes them an economic offer they can’t refuse, or most often, when they’ve learned 80% of what they can in a role and it’s time to take on the next challenge.

People stay in jobs when something about their current role affords more growth and learning, or when their personal expenses require them to stay.

There’s an assumption, really a mindset at this point, that changing roles is a bad thing. The refrain: It shows a lack of commitment. It signals low achievement. It’s disloyal to the company. It shows a lack of focus, the kind that comes from someone who doesn’t know what they want.

In my experience, not true.

In fact the opposite is more often the case: people who have an idea of what they want, even if not crystal clear, work their way toward it through trying on different responsibilities, creating results, then importantly moving on to do what’s next.

These people are the ones I want in my company. They see the work we can do together in part as a means to their own personal learning end. I can provide income and perks and a healthy culture, but there’s no motivation that I can provide that will ever be greater than the individual’s motivation to pursue and learn about something that fires them up.

The fact that people want to leave their job is a strong signal they’re taking their professional growth seriously. That’s as commitment- and achievement-oriented as I could wish for. Yes, there are exceptions. Some people perform poorly, some approach the relationship solely for maximum personal value extraction, and some aren’t ready to complete the work we need (which means I made a bad hiring decision).

Nevertheless, I look for someone who walks in and says “over the next two years, I want to see for myself whether I can X.” My job as a manager is to pair our needs with theirs — it’s to help them get the kind of experience they’re looking for while they’re creating the results we need.

Remember, changing jobs does not need to mean changing companies. At the end of two years, the best next step may be to do more work together but in a different capacity, or it may be for them to go get different experience elsewhere. The road is long, if the relationship is good, there’s always a chance we’ll meet up again.

I’m glad to see people want to leave their jobs. I can’t wait for the number to be higher.

Holstee Gets It

YCombinator shared a tweet today from the folks at Holstee. They have a manifesto that’s so consistent with our outlook (in fact, with our manifesto), I feel like we were separated at birth.

holstee manifesto

When we first asked what will you do with your one wild and precious life, this is exactly response we found ourselves answering with

There are hundreds of thousands species of work that you’ve likely never heard of. If the one you’re in isn’t firing you up, don’t settle. Explore your options. Find something that both meets your financial needs and your growth needs. Many people take jobs for money, but almost all leave them when they quit learning. We want to help you seek out a life worth living. And it looks like Holstee does too.

holstee manifesto espanol

How to Discover Careers You Never Knew Existed

I had the real pleasure today of chatting with Lindsey Pollak over on her MyPath BlogTalkRadio Show. Lindsey of course is one of the central (& IMHO one of the best) voices describing career and workplace issues for Gen Y (see e.g. Getting from College to Career). She’s also recently been working with LinkedIn as they start to roll out tools for students.

In the short podcast (10 min) we cover why it’s so hard today to learn about the jobs that are out there and some of the more interesting ones. My favorite question is when she asks “Did you struggle at all?” to which the answer is definitely Yes. Interviews can so often be sterile and she makes it human.

Here’s the clip:

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What is Daily Endeavor?

Daily Endeavor is a free online guide to jobs to help people figure out what they want to do next professionally. It’s the first step in the job search.

The website is a continually improving collection of job reviews that are collectively and publicly written by people who have had them. Of the three major stages job seekers pass through – What do I want to do next? Who do I know in that area? Who’s hiring now? – All the job boards, like CareerBuilder, The Ladders, and Monster, solve the third; LinkedIn and Facebook solve the second (though LinkedIn is growing to do a good job on more than that); and Daily Endeavor solves the first.

When most people are asked “What do you want to do next?” they respond with “What are my options?” They don’t want to know who’s hiring tomorrow, at least not as their first step. They want to understand the types of jobs that exist and which ones might be right for them.

This need, which was continually the headline in hundreds of client conversations at Endeavor Prep, is critical and unmet for nearly every student in business school, law school, graduate school, college, and increasingly high school. We originally thought this pain was primarily felt by students, but as the economy tanked and our average client age increased, we learned it’s also the central need for people switching types of work in their 30s and 40s, and even those starting their encore careers.

Because there’s no easy way to learn about 99% of the types of jobs that exist (e.g. Research in Strategy Management Consulting, or Co-Founder in Microinsurance), people do the best they can and fill the void with informational interviews. They try to get meetings with people they know who can explain a little bit about what they do.

Informational interviews are great, but of course have some real limitations if you want to learn about a lot of areas, especially if those areas are varied. Organizing one-on-one meetings is really time consuming for both people involved. And most of all, your potential to learn is limited by who you know.

We’re building the world’s largest set of do-it-yourself “informational interviews” online so everyone can quickly explore, vet and “follow” jobs and professional categories during their job search.

If you’re looking for a job, Daily Endeavor enables you to explore the universe of options even if you don’t know a lot of people. Our goal is to democratize access to careers — we want you to be able to learn about professions regardless of who you know.

There’s more to say and more to come. For now, go ahead and check out Daily Endeavor. It’s the first step to get you started in your next job.

Bezos: Minimize Regrets

bez0_image

Bijan Sabet highlights an interview excerpt with Jeff Bezos from 2001 over at the Academy of Achievement (another great resource for learning about careers). When thinking about the big professional forks in the road — and they all feel big — Bezos worked to look through the long lens. It came down this: minimize regrets.

So, it really was a decision that I had to make for myself, and the framework I found which made the decision incredibly easy was what I called — which only a nerd would call — a “regret minimization framework.”…So, I wanted to project myself forward to age 80 and say, “Okay, now I’m looking back on my life. I want to have minimized the number of regrets I have.”

Great advice for not only what we choose to do next, but also how we choose to do it.

Whether it’s a job search with multiple potential directions, or you’re thinking about taking the plunge as a founder in a startup, what door, if left unopened, will bum you out? If you’re already doing what you want to be doing, is there something in how you’re going about it that may leave you with regret?

Doing it Ourselves

Last week there were a few particularly intense and nourishing days moving between events — Mark Hurst’s Good Experience Live (GEL) Thur/Fri, then LaidOffCamp NY‘s Friday night panel and full event on Saturday where I had a great time MC’g both, followed by an Endeavor Prep Bootcamp we ran on Sunday. It was 4 days of people investing in what’s next.

At GEL, Scott Heiferman kicked off with an upbeat talk about how he sees people increasingly turning their backs on desperate marketing, and instead turning toward each other, much like we did before industrialization creeped in to most corners of life last century. Scott captured the idea in a poignant phrase:

Instead of DIY, it’s increasingly DIO

Instead of do-it-yourself, it’s increasingly do-it-ourselves. His idea is right on. In my experience when people want to do anything that’s hard or truly new, it never happens alone. Instead of the lore of the lone genius in the tower, there’s always a circle, a team, a network, a community of supporters and promoters that are co-creating along the way.

This idea became the theme for me throughout the weekend, underscored especially by the hundreds who showed up for LaidOffCamp. Attendees with expertise to share led 30 sessions throughout Saturday. It was DIO in action. Not only did a small group of us self-organize to produce the event, a much larger group came to breathe life into it. I’m glad Chris Hutchins was able to make it too, to see what he’s spawned.

For a piece of the events, here’s Chris Russell’s (JobRadio.FM, Secrets of the Job Hunt) podcast of a session I moderated with Deb Berman, Dr Doug Hirshorn, and Matt Wallaert:

Doing What You Love: Kate Winslet

Few careers are on display as much as an actor’s when they gain traction. As the audience, we don’t have visibility into the Gladwellian hours that are poured into each role, but we do see the outcome of their work, and how their work changes over time, much moreso than most others.

Kate Winslet has been getting traction for a while now. Peer recognition, in the form of nominations and actual awards, has been active for her at the highest levels for over ten years.

Sometimes you can spot when people truly are doing something they love — they enjoy their craft visibly, they excel in ways that no one else seems to be doing, they attract people who want to work with them. And sometimes, in addition to these, they just plain come out and say it, like Kate Winslet did at the Oscars this week:

And I am so lucky to have a wonderful husband and two beautiful children who let me do what I love and who love me just the way that I am.

Place Kate Winslet in the group of people who discovered her way into doing what she loves, and has had the support required to get there.

Don't settle. Do what you love.

Lead a work life worth living