HRM Coaching Blog

Looking around for the your next role may involve approaching contacts via social networking sites such as LinkedIn and Facebook. Indeed any prospective employer would be wise to check out your profile before making an offer - would what they find out about you impress them or send them running for cover? So what can you do to minimise your chances of wrecking your reputation and manage your personal brand? London Career Coach Hannah McNamara of HRM Coaching Ltd explains.

Did you know that only around 15-20% of job vacancies are ever advertised to the public?

That means over 80% of candidates find their job through methods other than responding to adverts in their trade or professional magazines. But how? Well in addition to recruitment agencies and headhunters, many people find their new position through networking. Through meeting people online and offline, getting to know them and finding out when they are hiring.

However - and this is a big warning to you! - there are also a number of people who lose out on landing a job BECAUSE of the networking they have done. How?

Because they haven’t taken the necessary steps to protect their personal brand - in particular their online identity. It’s all too easy to ‘Google’ someone these days and if you use the Google Images feature, you can even find pictures of them within a couple of seconds. When you’ve finished reading this, try Googling yourself and see what comes up.

I’m willing to bet that if you’re on Facebook, LinkedIn, MySpace or Bebo, your profile came up (it may have been hidden a few pages into the search results). Even if the person viewing your profile isn’t a member or isn’t signed in, they’ll probably have seen your profile picture. Anyone starting to sweat at this point?

Just taking Facebook as an example, your public profile page appears on Google and in many cases displays a selection of your friends. Hmm…even if your profile pic is perfectly presentable, what about the photos of your friends? Would they impress the HR Director who is looking at your CV right now?

Ok, so if you’ve now started to think about what you can do on a practical level to undo any damage to your reputation, here are some things you can do right now. The tips are about profiles on Facebook, but the principles apply to all social networking sites.

• Change your profile name so that it doesn’t include your full name as it appears on CVs - abbreviate your name or use a nickname. Your real friends will know who you are.
• If you do want prospective employers to find you or you’re using the site for professional networking, seriously think about having TWO profiles, one for friends and one for professional contacts.
• Check your privacy settings and put them up to the highest level. If your friends have a habit of tagging photos of you, go onto the page where the photo appears and click ‘Remove Tag’. Then go to your Privacy settings and alter the settings relating to who can view your pictures and videos. I recommend you set them at maximum privacy if you can bear to.
• Look very carefully at what comments and pictures other people have posted on your profile. If they aren’t saying the right things about you, delete them and make sure that you check regularly to see that those amusing but crude pictures and YouTube videos don’t keep coming back to haunt you!
• Now go to your Applications. If you’ve added applications that won’t impress people, remove them straight away. Employers are rarely interested to know which person from Friends you are most like.
• Now to your Groups. Even if you’ve got your privacy settings up to the max, the instant you join a Group, you’re appearing on the online map. The Groups you join say a lot about you and in many cases mean that your full profile is visible to any other members of that Group. If you in a moment of madness joined the ‘Why I hate my boss’ group or ‘interesting places I’ve had sex at work’, it’s probably time to leave that group.
• Now to your Friends list. Do you really have 347 friends who you see on a regular basis? You’re probably giving every one of them full access to your profle. Just because you’ve decided that photos of you will only be visible to your friends, it doesn’t mean that they aren’t going to show them to anyone else. Especially if you’ve accepted a Friends request from a colleague or ex-colleague. If you really don’t want certain people to see what’s in your profile, you can either adjust your Privacy settings to restrict what people can see or consider removing them from your friends list.
• If you communicate with your friends via the Wall or SuperWall features, remember that you are having a very public conversation. If you post something like “I was so drunk last night I can’t remember what I did” on a friend’s wall, you have absolutely NO control over who is going to see it. Use the private message boards or old-fashioned e-mail for personal communications.
• Finally, if all else fails, close your account and start again.

Now, before you rush off to update your profiles to make them squeaky clean, if employers or colleagues are going to check you out online, you still need to come across as you. If you’re a fun-loving person who only wants to work in companies that have a sense of humour and have some energy about them, that’s what they are going to be looking for on your profile. If you only include air-brushed professional studio photos as profile pics and have no applications at all on your profile, there’s a danger that you’ll come across as a bit dull or not their kind of person. So there’s a balance. Be yourself, but within reason.

© Copyright Hannah McNamara 2008

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Hannah McNamara has published an e-book called ‘10 Ways to Sabotage Your Own Career: Are you making these mistakes‘. You can claim your FREE copy of this e-book on www.hrmcoaching.com

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Are certain people making life difficult for others at work? London Career Coach Hannah McNamara explains what you can do about it.

Problem behaviour at work affects everyone. It affects the people on the receiving end and it also affects those who are bullying and argumentative in the first place.

But how do you deal with it?

The first step is to take a pro-active stance, take command and control it in a positive way. It used to be that punishment was the only way forward and indeed some form of disciplinary action may be required. But prevention and support should also be provided, along with a strong and positive management style that will go a long way towards preventing such occurrences happening in the future.

Both coaching and mentoring have led to positive changes in such individuals, as they are offered practical and supportive solutions to change the behaviour that has so affected them and their colleagues. While it will take time to get back to a workplace which is more positive in nature, if you can provide leadership that everyone looks to for advice and support you will be setting the stage for that to gradually evolve.

It can be a tricky balance to present a face of management that is both firm yet supportive in the right ways, but it is vital to do so. You should also keep a close eye on how things are progressing and be prepared to meet with members of staff who have concerns or issues about any kind of detrimental behaviour they are experiencing at work.

Many businesses are now turning to neuro-linguistic programming (NLP) to produce better results over both the short and the long term. NLP is designed to help you understand the behaviours of others from both audio and visual signs, and can therefore help in two ways. Firstly the offending member of staff will learn how their behaviour affects others in a detrimental way, and secondly they will also learn how to make positive changes that will help to eradicate the problem behaviour altogether.

As far as your role as a manager is concerned it is vital to ensure that you learn to identify problem behaviour as soon as it arises, rather than finding out about it from staff members. By providing a hands on management style you can learn more about how your team works and thus get to know your team a lot better than perhaps you do now.

By looking at long term solutions to problem behaviour rather than quick fixes, you will find that your team works in a more harmonious way as a result.

© Copyright Hannah McNamara 2008

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If you or someone you work with is having trouble with a difficult member of staff, or a co-worker, HRM Coaching can help. Call 020 7939 9910 in confidence and ask for Hannah McNamara or visit www.hrmcoaching.com.

Could Career Coaching help your staff to deal with the prospect of redundancy? London Career Coach Hannah McNamara thinks so.

Working in HR can be a very rewarding career, but it doesn’t get any tougher than having to deal with making other members of staff redundant.

It often falls to HR managers to deal with the fallout of such an event, as the people affected seek help to cope with their sometimes unexpected (and nearly always stressful and upsetting) situation.

The key to being able to help workers faced with redundancy is to be ready and available to offer solutions and advice when they need it the most. Career coaching isn’t something that all members of staff will be aware of or will have thought about, but if you can suggest it to anyone who comes to you for help it can do wonders for their motivation. It is a useful tool for helping them to see that there are other options on the table.

When people are told they face redundancy, they often assume that they are leaving the company altogether. This is not always true however. Before you meet with any employee in this situation, you should investigate the possibility of outplacement; it’s quite possible that their skills can be utilised elsewhere in the business without them having to leave altogether. This can be a good solution for both the employee and the employer when a role disappears.

HR managers can do a lot for employees facing redundancy, both in terms of providing information and providing support as well. An employee’s productivity will understandably be affected by the news, but if you can provide the right resources to help them negotiate the situation successfully there is every chance they will begin to see it as an opportunity to stretch their wings.

This does bring up an important point, since the first thought of many HR managers will naturally be to provide resources such as career coaching in order to help the employee through this period of transition. It is important however to remember that they are likely to be feeling emotional at this time, and may not be very accepting of help in the first instance. It may simply be enough to let them know where you are and how you can help, and to tell them that they can arrange a further meeting to discuss future options when they feel ready to do so.

Redundancy is not a pleasant situation from either side of the fence, but if it is handled carefully by those in an HR capacity then the workers affected will at least know the support they need is there for them.

© Copyright Hannah McNamara 2008

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HRM Coaching in London helps professionals to excel at work and find the job they were born to do. They provide life coaching, career coaching and executive coaching at all levels. You can download their latest e-book ‘10 Ways to Sabotage Your Own Career - are you making these mistakes?’ free from www.hrmcoaching.com/download

London Career Coach Hannah McNamara offers some tips if you are facing redundancy.

The British economy isn’t exactly at its strongest level at the moment, which is why so many workers are starting to worry about the prospect of a recession and what that would mean for their job security. Redundancy is something that many people will sadly have to go through in their lives, but with the appropriate career planning you can come through the experience with a better regard for your career and your skills.

If you are facing redundancy this is the best time to make use of every piece of quality career advice you can. Career coaching can make all the difference at a time when your emotions are likely to be running high; you may have been in your job for many years and if this is the case you would be forgiven for feeling as if there is no future for you in the current job market.

But many people end up looking back and realising that their redundancy was a good thing in the long run. That’s not to say that it wasn’t stressful or upsetting at the time, but there is no doubt that if you get the right help and support when you need it you will be able to face your future with more knowledge and confidence.

It’s also a good time to think about whether you want to stay in the same career and progress to a different company, or if you would prefer to opt for a complete career change. Many people find career coaching can help them to assess the possibilities and make an informed decision on whether their current skills could be put to better use elsewhere.

If you do decide to opt for a career change you may find you need to obtain some fresh qualifications or training that will give you a better chance of getting the job you want. Proper career planning can also identify other possibilities such as self employment – perhaps even using the years of experience you have already gained in the job you are about to leave. Many people use some of their redundancy money to set up a business which enables them to be true to themselves as well as bring in an income which comes from creating something that is truly theirs.

Whatever you decide to do, it is vital that you get the help and advice you need as soon as you know that redundancy is on the cards. If you can do this you will be able to move forwards with much more confidence.

The website of the Chartered Institute of Personnel and Development publishes a quarterly review of the labour market, which gives details of the outlook for redundancy among other factors, and it can be accessed at their website at http://www.cipd.co.uk.

© Copyright Hannah McNamara 2008

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Are you sabotaging your own career? Find out by reading this free report - 10 Ways to Sabotage Your Own Career - are you making these mistakes?

Hannah McNamara is a Career Coach with a background in Marketing, based in London. She has been providing Career Coaching in London for almost 4 years and has a client base made up of private individuals, large organisations and SME businesses.

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Hannah McNamara from HRM Coaching Ltd in London looks at how career coaching and mentoring can benefit specific groups of employees.

It’s an awkward question, but one that should still be answered by every manager in the UK. While most of us would like to think that we do treat everyone fairly with regards to our leadership skills, if we are honest with ourselves we have probably all been a little harsh on some people in the past. Anyone who holds a position of authority however should recognise that they have a unique opportunity to influence people and enhance the workplace in many different ways.

Of course the workplace demands that we treat everyone the same regardless of their beliefs, orientation, age or any other factor, and a pro-active stance such as the one taken by the investment giant Morgan Stanley just goes to show that we are still taking huge strides forward even in the 21st century.

The company has opened up new opportunities for its lesbian, gay and bi-sexual staff to talk with LGB colleagues who have already made good progress in their careers. You can read the full story, reported on the 28th March 2008, at www.cipd.co.uk.

This is a good example of a company which is making sure that a minority group of employees are able to receive leadership and management advice from people who are aware of what it can be like to be lesbian, gay or bi-sexual in the workplace. Hopefully this will be the start of many such initiatives which appeal to various different core groups of people throughout many types of work across the UK.

This kind of positive instance is a good chance for every manager to think about how they treat all their staff – not just in the respect of thinking about whether they treat everyone fairly or not, but also to encourage a feeling of culture change where necessary. Not only does this benefit the employees - who feel as if they are part of a company that really cares about their welfare - it also benefits the business, since the happier the employees are the more likely it is that the results they achieve will be far better when compared against their performance management plan.

It is clear that while we are all individually responsible for our own attitude and outlook on the people we work with it is also the responsibility of the company as a whole to provide a safe and pro-active environment to work in for everyone. Perhaps we should all take a leaf out of Morgan Stanley’s book?

© Copyright Hannah McNamara 2008

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HRM Coaching, based in London, provides Career Coaching and Executive Coaching to ambitious individuals. They have a very diverse and international team of professional Career Coaches and Executive Coaches. For a free, confidential discussion of your current situation at work, call 020 7939 9910.

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