Anyway, here’s what you can expect over the next six weeks, if you are in the JibberJobber Certification program:
Week 1: What is JibberJobber, history of, competitors, general features, why people would or should use it, who it is for… overview of the 6 weeks, and a bit of housekeeping (how to access the recordings). I might add more stuff, but I want to make sure we go deep each week.
Week 2: How To add contacts, companies and jobs. Focus on “getting data into the system”
Week 3: Log Entries and Action Items (the glue and perhaps the central point of JibberJobber)
Week 4: Email2Log – how to set up, the basics, forwarding to the server (and not a recipient), advanced features
Week 5: Getting Data Out: List Panels, exporting data, getting email reminders for action items, reports
Week 6: Kitchen Sink (other stuff), including the coach landing page, video library, expense report (maybe), the Job Journal, Interview Prep…
I’ve modeled this after the certification course I did for The Academies, on LinkedIn, which I designed and taught for a few cycles. The idea of this certification is to go deeper… so where I might spend an hour and go lightly into each of the topics above, by the end of each class you’ll have a much greater understanding of the what-and-how of that particular class.
I want career professionals to get to a certain level of proficiency (a) specifically with JibberJobber, and (b) generally with organizational software for job seekers. Whether you like JibberJobber at the end of the session, or you really dislike it, you’ll have a solid idea of what and how job seekers could organize their job search, and have a follow-up system that helps someone who’s in an intense networking mode. I want to contribute to the prevention of career professionals handing out totally outdated paper-based tracking forms… this still happens.
If you want to be one of the first JibberJobber certified career professionals, pay here. We’re offering $300 off the price, bringing it down to $97. The first session is on Tuesday, January 13, 2015. The classes are recorded, so you can access them later.
On Tuesday I’m starting a six week program for career professionals to get certified on JibberJobber. I’ve priced this at $397, and discounted it to $97 for now.
Here’s an email that I sent out a week ago to my LinkedIn Group:
Here’s a message I put on my LinkedIn Group a few weeks ago… and part of why I really want to see coaches and career professionals certified. In case you work at a career center, and think I’m talking about you, I am not. The person that did this back in 2006 is retired.
I met Charlotte at a career conference a few years ago and we immediately connected. Her enthusiasm for the career space was contagious. She later became the president of the National Resume Writers Association, which is a two year volunteer term.
Charlotte Weeks lives in Chicago, which is a hotbed for associations. In my uneducated mind, this includes nonprofits, societies, etc.
As I travel the country and speak to professionals and executives in transition, I hear many people who are interested in the nonprofit space. Many are interested because they want to have a “more meaningful” job, regardless of the money.
From what I hear, though, nonprofits can pay pretty good!
Alison Doyle is the job search expert at About.com, and has been blogging and writing about jobs and careers for years. She has also counseled many people one-on-one as they work on their own job search. She’s definitely “in the trenches.”
Here are three job search books Alison has written, the most recent/current at the top:
I remember my first discussion with Alison. JibberJobber was relatively new, and I was anxious to have people like her learn about it, blog about it, share it with their audience. I emailed her a few times, and she finally called my phone number. At the time, I didn’t have a work number… so she called my home
I was in a bedroom taking apart (or putting together?) a bed frame … tools and stuff where a strew, when she called. I was flattered, and delighted. We had a great call, and over the years we’ve had a number of communications, including lunches when she’s been in Utah.
When I got laid off I created a simple plan to land a better job quickly.
My plan failed.
What I didn’t realize is that the job search is broken, on every single level.
Job Seekers are broken because they don’t understand, and many times don’t want to understand, the process. They just want the freaking job! The problem with not understanding the process is that they then do things that seem to make sense, but really don’t.
The Recruiting world is broken. Just head over to recruiting blogs to learn about all of their issues and topics they talk about. I’d call it a mature industry, but they struggle with so many things it is clear there are still many wrinkles to iron out. And, ask any job seeker what they think of recruiters – it usually isn’t good for two reasons:
The job seeker doesn’t understand the role of a recruiter in their job search, and
The recruiter has no time to follow-up with unpromising candidates, leaving them hanging, not providing even a sentence of counseling/coaching/encouragement/feedback.
HR is broken. Why do you think every job counselor in the country says “AVOID HR!” They are a mess. I’ve worked with them, and I know they have many issues. Many times they don’t have a seat on the executive committee, and aren’t involved with strategy. They are disregarded by the strategic thinkers, and are left to do a very, very important role without being properly funded, or empowered. Also, just how much influence do they have in a hiring process? Either way too much, without the right tools, or way too little, when hiring managers go around them.
The process hiring managers follow is broken, especially evidenced when they hire based on emotional input rather than seeking out the best candidate. Their A-player employee strongly recommends someone? Go with that, instead of equally weighing out all of the strongest candidates! Yeah, that will last.
Job boards are broken. Typically, they don’t care about the job seeker, or the job search process. Job seekers are transient users who pay nothing (leeches, maybe?). They care about whoever at the hiring company is going to pay to have a job posting put up. That’s why on some job boards you get contacted by “opportunities” that have NOTHING to do with what you have on your resume.
What else… there are other aspects of the whole process of what is broken.
What does this mean?
There is PAIN for job seekers (and for everyone else involved in the hiring process). Some of it is very deep, personal pain. Other pain is just work frustration.
There are OPPORTUNITIES to fix various parts of the puzzle. I’ve seen people/companies come along that will fix a very specific issue, without really affecting the big picture, and I’ve seen people/companies try to fix the entire puzzle (which is really too big a problem to fix, imo).
Are you going to focus on the PAIN or the OPPORTUNITIES?
This post is going to sound snarky, or like I’ve got a chip on my shoulder. In fact, I do have a chip on my shoulder. I’ve seen for-profit organizations not give the best to their clients for various reasons, and I’ve seen non-profit organizations (like church job groups) not give the clients the best. Below are some theories why. Of course there are very, very few exceptions to what I write below… but yes, there are some outplacement firms that do recommend JibberJobber heavily.
I recently got an email from a client of a really big (one of the top 3) outplacement firms in the world. This is a multi-billion dollar business, folks. Here’s part of the email:
I wanted to mention that I am working with the Lee Hecht Harrison (LHH) outplacement service and this is where someone recently mentioned Jibber Jobber.
LHH has always emphasized the importance of having a tool to manage all the data that a job search will generate, but they do not recommend any specific solution. That is why many people default to using excel and then “out-grow” its effectiveness as you get a lot of data and try to associate information.
As a recommendation, if you could have companies like LHH put Jibber Jobber forward as a potential solution to manage data you may be able to drive increased sales.
I have been in the job search for over 4 months now and I would have liked to have known about this tool earlier in my search.
Ah, what a question!
Over the last 5+ years I have been trying to work with outplacement companies so they would heartily recommend JibberJobber, which I’m biased about, but I think is the best thing to organize and manage a job search.
In fact, in my mind, one of the companies that might acquire JibberJobber would be one of the top 3 outplacement firms (Right Management, LHH or DBM). None of them have anything that touches JibberJobber… that’s what I’ve been told from their consultants (job coaches and counselors) and from their clients.
I know there are some consultants at various locations that recommend JibberJobber. They teach classes about it, tell their clients to get on it, put it in their newsletter, etc.
But not one outplacement firm, that I know of, solely and strongly recommends the tool.
Here again is the last line from above:
I have been in the job search for over 4 months now and I would have liked to have known about this tool earlier in my search.
It’s frustrating that JibberJobber, which is five years old now, isn’t THE recommended tool.
Have I tried to get in.
Big time. But I hit brick wall after brick wall. I haven’t been able to network in. Most consultants haven’t been able to introduce me to anyone at the corporate level.
I did have an interesting conversation at the corporate level at Right Management, but the person there didn’t “get” JibberJobber. Why would anyone want to use it, he wondered.
No matter what I said, did or showed him, he didn’t get it. He said it would fail, like all CRM systems fail (when implemented). He never understood that I wasn’t trying to get Right to use it as their CRM, rather to offer it to their clients, WHO NEED IT!
A corporate person didn’t get it, and killed it.
I had another conversation with someone high up at LHH. Apparently he was responsible for developing a lot of the curriculum that LHH used world-wide (or, at least in the U.S.). The most I could gather from that conversation is that since he didn’t develop or design JibberJobber, and it didn’t fit in totally with the nomenclature of his systems, they wouldn’t even consider it.
So, we have pride, ignorance and kingdom issues.
Why isn’t outplacement recommending JibberJobber?
I think it comes down to them (a) not spending time understanding how vital this tool is in a job search, and (b) not taking time to learn what their candidates (the job seekers) needs are.
But for five years I’ve tried and tried, and now, five years later, I get an email like the one above.
It makes me wonder what other tools, techniques and strategies these groups are withholding from their candidates.
All I can say is this: if you are an outplacement client, please go back to your coach and counselor and consultant and let them know how valuable it has been for you.
Linsey Levine has been a JibberJobber partner for years. Last year I had a choice meeting with her where we talked about Personality Tests… er, Personality ASSESSMENTS. They aren’t tests, as Linsey went on to explain. She clearly has a lot of training and experience using assessments to help people understand what direction they should be pointed in in the job search.
Linsey works with a lot of executives, although she has a breadth of experience in the career space. I asked he if she would write something to introduce herself… here’s what she sent me:
After an early career that included attorney search, teaching, and editing, I found myself stuck – with really no idea what to do next. An epiphany helped me make a mid-life career change myself, and now I partner with other people in career pain, career depression, and career limbo – to help them get unstuck. It was the best choice and decision that I ever made! I love my work, my clients, and making a difference.
My passion for helping people uncover, discover, or turn on their light, enables them to consciously create successful career paths that are aligned with their values, gifts, interests, and unique strengths .
I have a private Career Coaching /Counseling / Resume Writing practice in White Plains, Westchester NY, and also facilitate ExecuNet Networking meetings in the tri-state area. As Adjunct Faculty of the Graduate School of the College of New Rochelle, I taught the Career Development Masters curriculum and supervised interns. I am a Licensed Mental Health Counselor (LMHC) and Master Career Development Professional(MCDP).
As a client so aptly observed, “ You are a CAREer, you put the CARE into Care(er),” so I love to provide inspirational and practical advice, as well as resources and valuable connections. I am an active member of the Career Counselors Consortium, Career Management Alliance, Association for Psychological Type, Career Development Specialists Network, National Career Development Association, Association of Career Professionals International, and National Resume Writers Association.
There is a major difference between a career coach and a career counselor. I’m proud to have Linsey as a JibberJobber Partner, and offer both skillsets to her clients, and helps them with counseling, coaching and resumes.
If you are a career coach or in the career space, you should become an Online Professional Networking Strategist (this was the LinkedIn certification, but LinkedIn’s lawyers said we can’t use the word LinkedIn in the title of the certification). We’ll spend six 70 minute sessions going into a number of things on LinkedIn so you can become an expert for yourself and your clients with this online professional network (aka: _________). Cost is $897, and I work hard so you feel like it was worth it (this is the second time I’m doing this)! More info here. TIME SENSITIVE: The first session is TODAY!
I continue to see a ton of potential with LinkedIn “users,” whether they are newbies, veterans, so-called LIONs, and even recruiters, with how they can make some marginal changes to get much better results!
If you saw my raw letter to university professors about what they should include in a semester curriculum you know I feel most schools are NOT preparing students for a career.
I’ve zig-zagged the country and been to a number of career centers, and visited with many career services directors. I have a strong opinion about the disservice college students are getting at traditional schools and online colleges, especially with today’s “new” career model. Unfortunately, not many schools have strong job placement programs like William Penn University. (if your school does, leave a comment and tell us which school it is)
It’s not necessarily the fault of the career center (generally speaking, they are trying really hard!), or the fault of the professors (who usually don’t care about anything outside of what they are “supposed” to teach), but it is a major problem.
I personally feel the level of education is not up to par (maybe that’s simply because of my own college experiences (two different universities, a CIS undergraduate and an MBA))… maybe I’m just a pessimistic whiner.
Nonetheless, I think things need to change.
What should change?
Check out Thom Singer’s post about how freshman are courted by the career center, and of course graduating students are courted by the career center, but what happens to the sophomores and juniors?
I spoke recently to a “Young Professionals Organization” and found these career-minded twenty-somethings actively taking notes and asking questions. Many had an “Ah-Ha” look on their faces as I explained how networking really worked. Misconceptions stripped away, the group was excited to attend future networking events, instead of grimacing at the thought. One women queried why “networking skills” were never taught at her college. She was mad that her expensive education left out this powerful part of her success toolbox.
I know some of you think that this stuff is 100% on the student and the parents… and that college is a more pure learning environment.
But why not include stuff in the university experience about personal branding, networking, career management, etc?
If that’s not part of an education, what is?
Wouldn’t it have been awesome if that was part of the education for all of these public school teachers who are getting laid off … they have no idea what to do because they spent their entire time learning how to teach kids in school, and now they are deer-in-the-headlights because they are faced with a situation they never, ever thought they would be in.
No discipline is immune from career management issues, and this should be interwoven much more into the education we pay for.
Did you know? A new breed of online distance learning universities such as Kaplan Open Learning are helping to bridge the gap between college and careers guidance – taking great care in providing the next step for its graduates.
Remember the post about my lawnmower, and the huge issue that was fixed (for good) with a set of pliers I had in my garage? No money and a few minutes was all I needed to fix my problem.
Or my post about water damage, and talked about neglecting important things.
I related these posts to our job search and career management, suggesting that maybe we have big problems that can be fixed simply by addressing the problem with some thought, not tons of money.
This week our bathtub was clogged. A few years ago I would have tried drano, and then called a plumber. This time I went to Home Depot and got a less-than-three-dollar solution that I absolutely love. It is called a Zip-It, pictured to the right (see link for more).
This is an amazing tool. It doesn’t require skill, training or bucks. It costs less than $3. And my problem is solved.
I also had problems with two vent covers. I’ve had the problems for at least 2 years, but never did anything about them. In the same trip I got new vent covers for about $6/each.
Why do we sit on problems that can have such simple, inexpensive and longterm solutions?
I wonder what simple solutions you need to implement to make your job search, and your career management, go smoother?