More Career Opportunities -dream your future!

More opportunities, you ask? That’s right! If you spent any amount of time with me in the last few years, you likely heard me teach, preach, rant, and rave about the trained labor shortage that exists internationally. Alumni and students, I meant every word when I said, “the world is yours.” The following openings are from just one of several emails I received in the last week. Those listed below, AND more, can be found at and Go ahead . . .

dream your future!

Event Marketer (Brunswick,ME)
Renewal by Andersen – Brunswick, ME

Event Marketer (Biddeford,ME)
Renewal by Andersen – Biddeford, ME

Field Marketing Liaison (Brunswick,ME)
Renewal by Andersen – Brunswick, ME

Field Marketing Liaison (Biddeford,ME)
Renewal by Andersen – Biddeford, ME

Senior Expo Manager
Opus Agency – Remote, NA

Marketing Associate
Bard College – Annandale-on-Hudson, NY

Marketing Manager in the Marketing and Communications Dept.
Columbia University – New York, NY

Marketing Manager
Solar Energy Trade Shows – Alexandria, VA

Marketing and Communications Manager
Climbing Wall Association – Boulder, CO

Manufacturing Support for RF Assembly
Lockheed Martin – Littleton, CO

Mobile Marketing Tour Managers
Fuse, LLC – Nationwide, VT

At DCTC, the Hospitality Classroom is Everywhere!

Students in Dakota County Technical College’s hospitality programs get to share inspiration from a variety of hospitality professionals.  Insider tips and insights provide great learning for meeting-event, hospitality lodging, and spa-resort management students almost every Saturday as the online course students visit real companies and hear from real professionals.  But wait . . . are they online courses or are they classroom courses?  The answer is YES – they are both.  Local students (including some who drive as far away as from Duluth MN or Madison WI or sometimes fly in from other Midwest locations, can opt to participate in Saturday morning classroom visits.

This spring we have visited venues, suppliers, and planners. Here’s our list to date . . .


At Midway Party Rental, Rhonda DuCharme and Theresa Sullivan shared event and production rental insights.


At Apres Party & Tent Rental, Sheree's design skills shined

At Apres Party & Tent Rental, Sheree’s theatrical and design background are integral to client satisfaction

cara tuenge

Cara Tuenge is Event Coordinator at Care Providers

Heather Proskey is Director of Marketing, Events & Business Partnerships at Care Providers

Heather Proskey is Director of Marketing, Events & Business Partnerships at Care Providers

This Minneapolis Hope Lodge serves as a haven of hope and caring for adult cancer patients and their caregivers.

This Minneapolis Hope Lodge serves as a haven of hope and caring for adult cancer patients and their caregivers.

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Dusty Perryman, Human Resource Director of the Hyatt Regency Mpls and Liz West, Meeting Concierge, shared info for job seekers and meeting professionals.

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From career planning to operations detailing, students gleaned great info at the Hyatt.

Resumes – Three Raves and a Rant

The RAVEjob_opportunity_door_open_400_clr_10042

I’m raving about resumes that address the audience for whom they are intended – the prospective employer.  Did you think your resume was about you?  Not really.  We don’t write a resume to impress ourselves.

A resume is intended to impress future employers and to announce that YOU have the skills to address their problems.

Consider that if the employer didn’t have a problem, they wouldn’t need to hire anyone.  (Applause to Liz Ryan for her article, What Every Job-Seeker Needs to Know About Selling in which Liz eloquently addresses “the Pain Hypothesis”.)


Now, dear reader, if you know me well, you know there has to be a Rant here somewhere. Here it is: Although some application software systems, professions, and professional communities require (dare I say “mandate”?) a more standardized resume style – the old-fashioned kind that lists each position you have had with full description of every task, role, and supervisor. This is becoming less and less the case as the economy picks up and employers have to look more broadly at candidate pools. Thus it is important to:

Know your audience!

In my work as faculty, trainer, and business consultant I am privileged to meet and work with many human resource professionals.  Most of these decision makers inform me that applicants must get their attention by addressing their pain if they ever want to move beyond the HR in-box.  They care secondarily about where you worked and what you did in those positions.


RAVE #2:  If you have opted for a less conservative resume style, consider what (if anything) goes in the top area traditionally reserved for applicant goals.  Realize, PLEASE, that HR professionals often chuckle at how applicants use this most expense piece of resume real estate.  Of course you want a job – if you didn’t you wouldn’t be sending them a resume, so to re-state the obvious (typically something like: “To obtain a career in a fast growing . . .  and use my skills . . . “ is a waste of your resume real estate and the HR manager’s time.

There are no right or wrong answers in writing a resume – there is only the perception that the HR manager has of you when they read it.

Once that decision has been made, move on to skills that will resolve their pain.  Yes, that means that you will often customize a resume for a single or at least a category of job.

RAVE #3: For many job seekers, addressing the skills they possess that will resolve the “pain” of a prospective employer, are not reflected in their employment history.  The skills may instead be reflected in their volunteer experience.  In these cases, consider that the majority of your resume may be a section titled (as an example), “Relevant Experience”.  This is your chance to spotlight projects you have done (paid or unpaid).  Keep the items short – this is not the time for complete sentences.  Use action verbs. What have you done that will address my (the employer’s) pain?  In more than 30 years of hiring professionals, I can assure you that applicants who answered my question:

Why do I need you and how do you differentiate yourself from the rest of the applicants on my desk?

are the ones that got the interview and often, received a job offer.  Was I just different or weird?  I used to ask myself that until I began working with HR professionals and now I know I wasn’t weird.  OK, I’ll admit to being a little outspoken but at the end of the day, it turns out that every HR manager wants two things primarily:

  1. Recruit less
  2. Hire the right person for the job and the corporate culture.

Below the “Relevant Experience” section of your non-traditional resume is a good spot to place a simple “Employment History” section.  Since you’ve already expressed your relevant experience, this segment can simply include “Date-Date; Employer; Job Title”.

Want to know more?  Applicants and HR professionals, please connect with me on LinkedIn to share your RAVES and RANTS about resumes.  Let’s keep this conversation going!

Update to Meeting Students Where They’re At!

Here’s the update to real-life lab, a.k.a. classroom dates and locations for fall semester. classroom or online - you choose - custom_board_education_books_14423 DCTC Hospitality Programs take service to a whole new level with the support of Industry Partners. Students can take advantage of optional laboratory/classroom opportunities in many courses. Why? We meet you where you’re at!

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DCTC Students had a great time, shared excellent discussion, and learned a lot from our hosts, Paul Fasching and Katelyn Keyes (pictured here with students) at the DoubleTree by Hilton Park Place, Minneapolis, on September 6.

Here’s what’s on the schedule for fall semester.

SMGT 1022: Leadership
Sept 13 – Saint Mary’s University, Apple Valley
Oct 18 – Concordia University, Saint Paul

SMGT 1160: Fundamentals of Meeting, Conference, & Event Management
Sept 6 – DoubleTree by Hilton Park Place, Minneapolis – THANK YOU for a great visit!
Sept 20 – Springhill Suites, Eden Prairie
Oct 4 – Grand Hotel, Minneapolis

SMGT 1161: Advanced Meeting, Conference & Event Management
Oct 25 – Ronald McDonald Fam Glam (requires shift sign-up), Marriott City Center, Minneapolis
Nov 1 – Courage Kenny Wheelchair Basketball Tournament, Hastings
Nov 22 – RiverCentre, Saint Paul

SMGT 1162: Special Event Management & Coordination
Sept 6 – DoubleTree by Hilton Park Place, Minneapolis – THANK YOU for a great visit!
Sept 20 – Springhill Suites, Eden Prairie
Oct 11 – Como Park Zoo and Conservatory, Saint Paul

SMGT 1215: Negotiation Strategies
Nov 8 – IntrinXec Management, Inc., Minneapolis
Dec 6 – Care Providers of Minnesota, Bloomington

SMGT 1670: Lodging Systems & Technology
Nov 22 – DCTC Rosemount campus

You can choose to be completely online one week and only partially online next week. Students who live in other states, are traveling, or just can’t make it to class may work online completely. Or, they can reduce their computer-screen time by participating in part-time lab/classroom opportunities at real companies and venues. This is learning at its best!

SAVE these dates and watch your course site for more detailed information.

Chart your career path in Meeting and Event Management, Hospitality Lodging Management, or Spa-Resort Management.

For more information about any of DCTC’s Hospitality Programs, contact or meet me on LinkedIn.


Rock Your Resume!

I’m raving about the opportunities DCTC hospitality program students are getting this semester. Chances to volunteer and intern for anywhere from six hours to six days abound. Employers are liking the move of our hospitality job board to the new LinkedIn group: DCTC Leadership and Hospitality Network and using the JOB tab in that group to communicate directly to students and alumni of the three DCTC hospitality programs:

Meeting and Event Management
Hospitality Lodging Management
Spa and Resort Management

DCTC itself has gotten into the mix with a call for 2013 Commencement Ceremony directors and coordinators.

Thank you, employers, for helping us build the hospitality industry forward, one student and career at a time!

The Impacts of Social Networking on Getting a Job

the_web_wants_you tooCan we fully enjoy the social networking technologies available to us without concern of how far our virtual image will leak into the real world and impact us getting (or keeping) a job?  No!  The web does want YOU.  It wants all of us.  It wants us to create and own our brand.  And whether we realize it or not, we append to our brand each time we communicate online. The old adage of “who you know” is still relative to success, but it has been extended to “who you know” online.

As we have learned to enjoy social networking tools, so have employers and recruiters.  From sourcing prospective employees to vetting them for the job, human resource professionals use social networking tools as a primary resource.  That means accountability for all of us, especially in our social networking communications.

Recruitment:  See and Be Seen

Network, network, network.  That word has become the mantra for job seekers.  In-person networking is, of course, here to stay.  In today’s technological culture, however, virtual networking is equally powerful.  Your virtual image can make or break the likelihood you will get the interview you’re hoping for or even be noticed by recruiters.  Recent research indicates that it’s your interests that employers primarily data-mine in the recruitment process.  In a video interview on BBC News England, (Lawrence, 2012) Lynsey Sweales, social media expert, and Tamara Lewis, recruiter for a global public relations firm, addressed how and why to see and be seen online. Sweales advised individuals to keep future employers in mind when forming a social media profile.  She stated that, “It’s absolutely fine having personality.”, but also encouraged individuals to talk about the industry that interests them on social networks.  Lewis explained how important an online presence has become. “I would say my first port of call to identify new talent is LinkedIn and it has changed the way I recruit,” she said.

When communicating on social network platforms, some obvious and common sense guidelines should still be adhered to.  Sweales confirmed, “If you are looking for a job or using social media as a business you obviously need to think how it is going to look from an employer’s or another businesses’ point of view.”  She warned, “But if you’re not prepared to say something to someone’s face, don’t say it. “

In Jobvite’s 2011 survey of human resource and recruiting professionals, (Social Recruiting Survey Results, 2011) 89% of respondents confirmed they recruited or planned to recruit using online social networks.  Of the respondents, 87% stated they use LinkedIn in their recruitment efforts; Facebook ranked 2nd at 56.3% and Twitter a close 3rd at 46.6%.    Jobvite, a recruiting platform for the social web, has been tracking the use of social networks in recruiting for the past four years.  They report that the 2011 survey indicates employer time spent recruiting on social networks grew to 1 out of every 6 minutes from 1 out of every 12 minutes four years ago.  It is therefore not surprising that survey respondents cited referrals, direct sourcing and social networks as their top external sources to find quality candidates.

The Society for Human Resource Management (SHRM) released a white paper that provides aggregate results of their 2011 employer poll. (Social Networking Websites for Identifying and Staffing Potential Job Candidates Survey Findings, 2011)  SHRM’s results mimicked Jobvite’s, showing a marked increase from their 2008 poll in use of social network sites for recruiting.  The majority of their respondents (56%) indicated the use of social networking sites in recruitment and within that group, 95% use LinkedIn, 58% Facebook, and 42% Twitter.

It is time for individuals who have not participated in social networking platforms to reconsider their position.  Their social network presence and brand may make the difference in getting a job.

Advice from the Pros

In a Computer Weekly article (l’Anson, 2012) titled, “How to make effective use of social media in your job search”, Jeremy l’Anson, professional career coach and author of the book, You’re Hired! Total Job Search 2013, scheduled to be published in November, 2012, advises his clients to increase the likelihood they will be visible in keyword searches by creating a keyword-rich LinkedIn profile.  As an example, he provides: “Richard Jones, middleware specialist” and also suggests that they join industry-related LinkedIn groups, as well as connect with individuals in their area of expertise.  l’Anson recommends that a Twitter bio should also be keyword-rich and instructs his clients to tweet about their area of expertise.  l’Anson proposes that clients tie their Twitter and LinkedIn efforts together by incorporating a tiny URL that connects each tweet back to LinkedIn. He instructs about the use of hashtags (#) to connect with recruiters.  Simple hashtags such as “#Minneapolisjobs” and “#marketing” (if marketing is your profession) can make the connection with the right recruiter at the opportune time.  Twitter’s search engine works in reverse, so an individual looking for a job can make great use of Twitters advanced search tools.  Finally, l’Anson confirms that recruiters want to view only positive and professional information online about their hires, and that Facebook accounts should remain private.

Rob Pickell, senior Vice President of Customer Solutions at HireRight, recently shared his views with Susan Heathfield from Guide. (Heathfield, 2012) He likened LinkedIn as the web version of professional networking and brought to light that LinkedIn “. . . can help employers leverage their own networks (and those of their employees) to find potential candidates. . . “He also endorsed Facebook and Twitter as valid recruiting platforms.

Jon Gelberg, Chief Content Officer of Blue Fountain Media recently shared his tips in an interview with Alison Doyle from Guide. (Doyle, 2012)  In the interview, Gelberg gives job seekers the following points.

Post relevant content – your intelligence, passion, creativity, talents

Content presentation – check grammar, spelling, etc.

Consistency – make sure that the information on your social media sites is consistent

Photos – check to be certain that embarrassing and unprofessional photos are not present

Your opinions – be sure that any opinions you express online are professional and conservative

Regarding the use of Linked In, Gelberg suggests the following pointers.

Check to see if your resume matches up with your profile

Strengths, interests and experiences should be visible

Ask for recommendations

Use keywords you believe future employers will be searching on

LinkHumans, a London social recruiting consultancy released an e-book for job seekers. (Sundberg J. , How to Recruit on LinkedIn: 15 Tips for Your Profile, Networking and Branding, 2012) The book, written by Jorden Sundberg sophisticates online social networking for job seekers in ways most individuals have not considered.  Sundberg advises how to increase your own search rankings using SEO (search engine optimization) techniques.  He discusses the ability to upload PowerPoint presentations and video presentations into a LinkedIn profile by using the online tool, Slide Share. Sundberg explores the benefits of creating an Amazon reading list and warns his readers to be sure they have read the books on their list since prospective employers are apt to review the list.  Traveling job seekers will want to know more about TripIt, a tool that keeps track of where you are traveling and when. The information can be integrated into your LinkedIn account.  Adding a blog link to LinkedIn opens many new ideas for enhanced visibility.  Twitter can now be integrated into a LinkedIn profile.  These tips are just the beginning of a 16-page ebook that is well worth the read.

Building Your Personal Brand Online

Comprehensive information about SEO for LinkedIn profiles is further provided in Sundberg’s blog article, “How to Make Google Love Your LinkedIn Profile” (Sundberg J. , Jorgen Sundberg Blog, 2012)  In this article, Sundberg adds new tips, including one that is a great first step to building your personal brand.  That is, to use the LinkedIn option and set a vanity URL for your LinkedIn page. offers great tips to build your personal brand in a series of articles.   While most of the tips in their “How to Build Your Personal Brand on LinkedIn (21 Useful Tips)” (Sundberg J. , The Undercover Recruiter, 2012) have been previously discussed herein, a few new tips deserve mention. Combining in-person and virtual networking is at the core of the suggestion to use the Events section of LinkedIn by searching on events that are in your industry to see who is attending.  Similarly, when you list an event, your entire network gets notified.  And, when someone clicks “attending” or “interested”, their networks get notified as well.  Implementing this advice makes it possible to attend events that your prospective employer is at and to spread the word about an event you will be attending; all great ways to distribute your brand and network both virtually and in person at the same time.  In the same article, also advises that more LinkedIn recommendations is not more . . . it’s actually less.  Instead, focus on getting 5 – 10 quality recommendations in total (double if you are in the U.S.).

At the heart of all personal brands, of course, is a personal brand statement and provides excellent information in their articles, “How to Craft Your Personal Brand Statement” (Sundberg J. , 2012) and “The 7 Rules of Effective Personal Brand Statements” (Sundberg J. , The 7 Rules of Effective Personal Brand Statements, 2012).  Highlights of the advice are included here.

The length of your personal brand statement should be the length of one out-breath (after taking a deep breath).

Make your statement unique; be sure it includes what you are best at, who you serve and how you do it uniquely.  You may also consider this your slogan or tag-line.

Simplify – write it so an 8-year-old understands it.

Make it catchy, memorable and repeatable.

Finally, always deliver it with confidence.

Can your social network information harm employment possibilities?

The short answer to this question is, “yes”.  As the competition for jobs increases, it’s obvious that anything other than positive and professional information will do (see Sweales and l’Anson comments above). But just how invasive are employers getting in the use of social networks to screen and perform background checks?  In his interview with Guide, referenced above, Pickell addressed the risks that employers open themselves to when they switch from recruiting via social network sites to using them for background checks.  He cited that when information gleaned from social media sites is used to vet prospective employees, employers risk liability for discrimination and regulation non-compliance.  For example, information contrary to non-discriminatory practices such as marital status, religion, etc. are typically available on social network sites.  And, having viewed that information, a discrimination claim is quite possible.  In addition, he suggests that employers consider the risk of a negligent hiring or negligent retention lawsuit through the use of social network information.  He goes on to state that it’s possible a workplace violence incident might take place with an employee and if the propensity for this behavior had been on the employees social media site, then viewing that information would heighten the employer’s responsibility for the violence.

There are, of course, methods to mitigate these potential risks and pending legislation, employers are applying creativity whenever possible.  In their online article, (Basing Hiring Decisions on Information Obtained from Social Media) Winmark Business Solutions shared key information from ADP’s webinar report, “Rising Above the Risks of Social Media”.  The report suggested that “someone who is not a decision maker at the company conduct the search in order to filter out protected information.  This person can then provide the ‘scrubbed’ information in document form to a decision maker for review.”

And then there is always the possibility that although your Facebook account is secured, you forget that you “friended” your boss.  Maybe he/she wasn’t your boss when you “friended” them, but the results would be the same if you spoke ill of him/her or the firm on Facebook.  (Pacusso, 2012)  Visit the posts, “Attention Seeking Facebook Status – Can they harm your career?” for a great example of why what you “say” online shouldn’t be said if you wouldn’t say it to the person’s face.  There’s that advise from Lynsey Sweales (above) again.


Social network platforms give each of us an opportunity to reach beyond ourselves, our geography and our culture.  We live a global community that is entirely networked.  Individuals who have not yet embraced social networking may soon find themselves at a distinct disadvantage

Rosealee Lee, CMM, CAE, CM is a faculty member in the Business and Management Department of Dakota County Technical College. Rosealee also serves as CEO of StrategicYOU; providing training and consultation that incorporates strategic behavior and the change it offers to provide timely solutions to real people about real issues of today.     You can reach Rosealee at or connect with her on LinkedIn.

Works Cited

Basing Hiring Decisions on Information Obtained from Social Media. (n.d.). Retrieved October 3, 2012, from Winmark Business Solutions:

Doyle, A. (2012). Social Networking Tips for Grads: How to Use Social Media to Boost Your Job Hunt. Retrieved October 1, 2012, from Guide:

Heathfield, S. M. (2012). Use Social Media for Recruiting, Screening, and Background Checks? How to Consider and Make Use of Infomratoin Available on Social Network Sites. Retrieved September 28, 2012, from Guide: 9/28/12

l’Anson, J. (2012). How to make effective use of social media in your job search. Retrieved September 30, 2012, from Computer Weekly:

Lawrence, N. (2012). Social media profiles can affect job prospects. Retrieved September 30, 2012, from BBC News England:

Pascusso, J. (2012). Retrieved October 1, 2012, from Think Big Online:

Social Networking Websites for Identifying and Staffing Potential Job Candidates Survey Findings. (2011). Retrieved September 18, 2012, from SocialNetworkingWebsitesforIdentifyingandStaffingPotentialJobCandidates.aspx

Social Recruiting Survey Results. (2011). Retrieved September 16, 2012, from

Sundberg, J. (2012). Retrieved September 29, 2012, from The Undercover Recruiter:

Sundberg, J. (2012). Retrieved September 30, 2012, from Jorgen Sundberg Blog:

Sundberg, J. (2012). How to Craft Your Personal Brand Statement. Retrieved October 5, 2012, from The Undercover Recruiter:

Sundberg, J. (2012). How to Recruit on LinkedIn: 15 Tips for Your Profile, Networking and Branding. Retrieved September 28, 2012, from

Sundberg, J. (2012). The 7 Rules of Effective Personal Brand Statements. Retrieved October 5, 2012, from The Undercover Recruiter:

Photo courtesy of

Retrieved 10/6/12